A previous version of this paper was presented at the 27th Annual Conference of the Society for Industrial and Organizational Psychology, San Diego, CA (April, 2012).
Short research note
Changing things up in recruitment: Effects of a ‘strange’ recruitment medium on applicant pool quantity and quality
Article first published online: 15 APR 2013
© 2013 The British Psychological Society
Journal of Occupational and Organizational Psychology
Volume 86, Issue 3, pages 410–416, September 2013
How to Cite
Cromheecke, S., Van Hoye, G. and Lievens, F. (2013), Changing things up in recruitment: Effects of a ‘strange’ recruitment medium on applicant pool quantity and quality. Journal of Occupational and Organizational Psychology, 86: 410–416. doi: 10.1111/joop.12018
- Issue published online: 7 AUG 2013
- Article first published online: 15 APR 2013
- Manuscript Revised: 19 MAR 2013
- Manuscript Received: 6 JUL 2012
In a field experiment, we investigated the impact of a ‘strange’ recruitment medium on the quantity and quality of the applicant pool. Recruiting through an unusual medium (i.e., postcard) was associated with higher applicant pool quantity, as compared to a more frequently used medium (i.e., e-mail). With respect to quality, applicants recruited through the strange medium were higher educated. A follow-up questionnaire confirmed that the media were perceived to differ in strangeness, not in media richness or credibility. These results suggest that ‘changing things up’ in recruitment by employing strange recruitment media can positively affect key recruitment outcomes.
- Employing ‘strange’ recruitment media can enhance the effectiveness of recruitment (i.e., applicant quantity and quality).
- ‘Changing things up’ in recruitment may help organizations to differentiate themselves from competitors.