A note on variations in recruiting information obtained through different sources

The Effectiveness of Different Recruitment Sources: A Mediating Variable Analysis

“…New hires recruited through referrals had greater positive realistic expectations than did those recruited through direct employer contact. These results are consistent with previous research (Quaglieri, 1982;Williams et al, 1993) and imply that there are some advantages in using informal recruitment sources. However, neither perceptions of person-job fit at entry nor positive realistic expectations was associated with monthly sales performance or turnover.…”

Sifting and Sorting: Personal Contacts and Hiring in a Retail Bank

“…The way post-hire performance is related to recruitment source is likely to be highly contingent on the role that personal contacts play in prehire screening. While hires made through personal contacts may be particularly wellsuited to their positions (i.e., they would be more appropriate than the average candidate) (Quaglieri 1982), it is important to remember that people hired without the benefit of personal contacts are also survivors of a screening process that is attempting to select candidates who are best suited for the job. Comparisons of the job performance of people hired with or without the use of personal contacts would understate the importance of social ties on performance if the process were to be considered from the perspective of initial job candidates.…”

Social Networks and Employee Performance in a Call Center

“…This hypothesis could be questioned on the grounds that all hires (re-2 Previous theoretical accounts of the role of networks in screening and hiring discuss in detail the different mechanisms that could be producing the better match (see Ferná ndez et al [2000] for a review). 3 The traditional posthire indicators of employees' better matches used in this literature have been higher starting wages and slower wage growth (Quaglieri 1982;Simon and Warner 1992), lower turnover (Corcoran, Datcher, and Duncan 1980;Datcher 1983;Decker and Cornelius 1979;Quaglieri 1982;Gannon 1971;Simon and Warner 1992;Sicilian 1995;Wanous 1980), different time path of turnover (Ferná ndez, et al 2000), and even better work attitudes and lower absenteeism (Breaugh 1981;Taylor and Schmidt 1983). 4 Admittedly, some studies have shown that people hired through social contacts received better subjective performance evaluations (Breaugh 1981;Breaugh and Mann 1984;Caldwell and Spivey 1983;Medoff andAbraham 1980, 1981;Swaroff, Barclay, and Bass 1985).…”

“…Nonetheless, if one does not take into account the selection process-the fact that employers hire the survivors of the organization's screening process-the effect of the referral variable on initial performance might be biased (Berk 1983;Heckman 1979). For this reason, previous studies analyzing only hires when relating recruitment source and employee's outcomes are likely to be biased (Breaugh 1981;Breaugh and Mann 1984;Quaglieri 1982;Taylor and Schmidt 1983; for an exception, see Ferná ndez and Weinberg [1997]). The present study tests hypothesis 1, correcting for the selection of hires in prehire screening.…”