An examination of the relationship between applicant race and accrued recruitment source information: Implications for applicant withdrawal and test performance
研究基于社会网络和同质性理论，发现少数族裔候选人较少使用诊断性招聘信息来源，导致组织吸引力降低、退出率增加，且测试成绩较差，为减少招聘中的种族差异提供了新视角。
Abstract We examine the role of accrued recruitment source diagnosticity (i.e., cumulative information from recruitment sources) and show its importance in enhancing diversity in recruitment and selection. First, based on social network and homophily theories, we propose that racial minority candidates will be less likely to use diagnostic recruitment sources, and this lack of use contributes to less organizational attraction and greater withdrawal. Second, based on the realism hypothesis, we theorize that racial differences in accrued recruitment source diagnosticity contribute (in part) to racial differences in selection test performance. Using a sample of candidates in a high‐stakes selection context, we find that White applicants are significantly more likely to use the most diagnostic sources (compared to non‐Whites). Further, applicants with higher accrued recruitment source diagnosticity show greater organizational attraction (before and after testing), withdraw from the hiring process in fewer numbers, and perform significantly better on the selection tests. Altogether, these findings have important theoretical implications because they identify a fairly neglected determinant of recruitment and selection outcomes (accrued recruitment source diagnosticity) and may yield practical implications by suggesting actionable ways organizations can help reduce subgroup differences and enhance diversity.