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

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 yield practical implications by suggesting actionable ways organizations can help reduce subgroup differences and enhance diversity.

Automated summary

The study reveals the significance of accrued recruitment source diagnosticity in enhancing diversity in recruitment and selection processes. White applicants are more likely to use diagnostic recruitment sources, leading to better performance and greater organizational attraction. These findings offer practical implications for reducing subgroup differences and improving diversity in organizations.