Exploring the mediating mechanisms affecting the relationship of recruitment source to employee performance

Abstract A clearer pattern of findings between employee recruitment source and turnover exists than between recruitment source and employee performance. Using a sample of 152 recently hired bank tellers, this study partially tested the individual differences versus realistic information explanations for differential recruitment source impact on performance. Study results showed that self-initiated walk-in applicants generally had higher performance 1 year after hire than newspaper advertisement or employee referral recruits, and that this was at least partially due to ability differences. A relationship between race and recruiting source was also found. Findings are discussed in terms of future research on the link between recruiting source and employee work outcomes.

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