THE EFFECTIVENESS OF DIFFERENT RECRUITMENT SOURCES - A MEDIATING VARIABLE ANALYSIS

Previous research suggests that one or more of three mediating variabl es account for the relationships between recruiting sources and applic ant effectiveness. This paper offers a critical test of the three medi ating variables: demographic characteristics, realistic expectations, and perceived person-job fit. Using a sample of 242 newly hired market ing representatives, the study found that employees recruited through college placement offices had better initial levels of performance tha n did employees recruited through newspaper advertisements. While all of the proposed mediating variables were associated with some recruitm ent sources, none of them mediated the effects of recruitment sources on performance or turnover. This paper suggests that there may be comp lex contingency relationships between recruitment sources and employee performance and turnover.