Oxford Handbook of Human Resource Management

Rynes et a .(1997)

251 organ zat ons frompopu at on of Nat onaAssoc at on of Co egesand Emp oyers (for a21% response rate)

F rm character st csIndustry

1. Long-term staff ng strateg es2. Med an age of workforce3. Env ronmenta dynam sm4. Use of effect ve recru tment

sources (as def ned byrespondents)

5. Compet t ve offers

H r ng of exper encedemp oyees (extent andsuccess)

Barber et a .(1999)

119 smaorgan zat ons, 184arge organ zat ons(for an overaresponse rateof 19%)

F rm s ze (sma f rms



f rms w th ess

than 500 emp oyees; arge f rms



f rms

w th over 1,000 emp oyees)

F rm s ze

1. Recru tment

management:(a

) Ded cated HR staff

(b

) Recru ter tra n ng

2. Recru tment p ann ng

and t m ng

3. Recru tment source use4. Metr cs of recru tment

effect veness

Rao andDraz n (2002)

588 US mutua fundfam es

1. Organ zat ona age2. Organ zat on’s externa nkages


2. Organ zat ona age2. Organ zat on’s externa nkages3. Performance of r va s from wh ch

new h res have been recru ted

4. S ze of r va fund fam y5. Age of r va fund fam y


5. Product nnovat on2. Recru tment of ta ent

from r va s

3. Industry tenure of new

recru ts

W amsonand Cab e(2003)

505 f rms from var ousFortune

datasets

1. Board nter ocks (network t es)2. Number of other f rms h r ng from

source f rm (frequency-based m tat on)

3. S ze of other f rms h r ng (tra t-based

m tat on)

1. Board nter ocks (network t es)2. Number of other f rms h r ng

from source f rm(frequency-based m tat on)

Sources of an emp oyer’stop management teamh res n 1990–4(organ zat ona h r ngpatterns)

(cont nued)