An examination of the relationship between applicant race and accrued recruitment source information: Implications for applicant withdrawal and test performance

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

Beliefs about job-seeking strategies: dimensionality, measurement and outcomes

“…Some beliefs we identified complement those found elsewhere (perceived usefulness, perceived ease of use and self-efficacy in Lin, 2010; comfort in Wanberg et al. , 2000; job and hiring process information in McFarland and Kim, 2021), strengthening the importance of these factors. Others, such as personalization, extend the domain.…”

“…** p < 0.01. *** p < 0.0033 inMcFarland and Kim, 2021), strengthening the importance of these factors.…”

“…Moser, 2005), turnover (Breaugh, 2014), application intentions (Ryan et al, 2005) and other individual differences such as membership in underrepresented minority groups (e.g. McFarland and Kim, 2021). Furthermore, as reviewed by Horvath (2015), strategies differ on factors like the volume of applicants or whether they provide sufficient information to potential applicants.…”

Recruitment in personnel psychology and beyond: Where we've been working, and where we might work next

“…This is in line with the prescreening hypothesis that job incumbent referrers are able to screen potential applicants and recommend only the best because they know the job better. McFarland and Kim's (2021) recent research found, consistent with the homophily principle, that non‐white job seekers used less diagnostic recruitment sources overall, reducing minority attraction and thus explaining DEI shortcomings. For example, white individuals tended to use diagnostic sources such as word of mouth more, likely because such information is more available to them through their social networks.…”

Winning applicants and influencing job seekers: An introduction to the special issue on employer branding and talent acquisition

“…This evolution continues today, as evidenced by the dominant themes of recruitment research in the field, which are reflective of the disruptive changes in business and society (Ployhart et al, 2017). First, in the area of recruitment and diversity, researchers are studying how recruitment messages can be used to increase applicant diversity and reduce adverse impacts that may be disadvantaging minority candidates (Campion et al, 2019; McFarland & Kim, 2021; Van Iddekinge et al, 2016). Second, in the area of recruitment practices and technology, significant effort is being put into investigating how digital communication tools like social media have revolutionized the practice of recruitment.…”