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Recruiting Sources And Posthire Outcomes For Job Applicants And New Hires: A Test Of Two Hypotheses, Chuck R. Williams, Chalmer E. Labig, Thomas H. Stone
Recruiting Sources And Posthire Outcomes For Job Applicants And New Hires: A Test Of Two Hypotheses, Chuck R. Williams, Chalmer E. Labig, Thomas H. Stone
Scholarship and Professional Work - Business
This study, unlike most recruitment source research, tested for and ruled out the contaminating effects of prescreening and self-selection bias by examining applicants and new hires for nursing positions (S. L. Rynes and A. E. Barber, 1990). Consistent with the predictions of A. Rees (1966) and J. C. Ullman (1966), recruitment sources reached differently qualified applicants in terms of nursing experience and education which, in turn, were valid predictors of subsequent nurse performance. In a similar manner, recruitment sources produced sharply different levels of prehire knowledge, which was inversely related to voluntary turnover after 1 yr. However, contrary to both …