Becker andHuse d (1998)
691 US f rms
Two tems (se ect onrat o and forma HRp ann ng that cons dersrecru tment andsuccess on) comb nedw th 22 other temsform ng an HR systematent construct
- Market va ue ( n)2. Market va ue/book
va ue ( n)- Sa es/emp oyee ( n)4. Gross rate of return5. Turnover
Genera y— n both manufactur ng and non-manufactur ng sectors—pos t ve y re ated w th f rst four DVs and negat ve y w th turnover(as expected).
Co ns andHan (2004)99 compan esrecru t ng onUS campuses(response rateof 43%)- Ear y recru tment
pract ces: H gh- vs.ow- nvo vementstrateg es- Corporate
advert s ng- F rm reputat on
App cant poo quant tyand qua ty- Corporate advert s ng and f rm reputat on are pos t ve y re ated to
number of app cants and perce ved app cant qua ty.- Corporate advert s ng was d rect y re ated to organ zat on- eve
average app cant GPA (â¼.24) and app cants’ work exper ence(â¼.29).- Effects of h gh- and ow- nvo vement recru tment strateg es
var ab e (âs rang ng from.09 to .29).- Interact ons between advert s ng and recru tment strateg es as
we as reputat on and recru tment strateg es.