Exploring Applicant Pool Quantity and Quality: The Effects of Early Recruitment Practice Strategies, Corporate Advertising, and Firm Reputation

Authors


  • We would like to thank Susan Taylor, Anne Tsui, and Xiaoping Chen for their helpful comments on earlier versions of this manuscript. We would also like to thank Ann Marie Ryan and our three anonymous reviewers for their insight and helpful suggestions. Finally, we thank the Center for Advanced Human Resource Studies at Cornell University for financial support for the study.

and requests for reprints should be addressed to Christopher J. Collins, School of Industrial and Labor Relations, Cornell University, 387 Ives Hall, Ithaca, NY, 14853-3901; cjc53@cornell.edu.

Abstract

Drawing on marketing and recruitment theory, we examined relationships among early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations' applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the 2 recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were more effective for firms with relatively low levels of corporate advertising and firm reputation, whereas high-involvement recruitment practices were more effective for firms with relatively high levels of advertising and reputation.

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