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Recruitment sources and posthire outcomes for job applicants and new hires: A test of two hypotheses
1993
Journal of Applied Psychology
This study, unlike most recruitment source research, tested for and ruled out the contaminating effects of prescreening and self-selection bias by examining applicants and new hires for nursing positions (S. L. Rynes and A. E. Barber, 1990) . Consistent with the predictions of A. Rees (1966) and J. C. Ullman (1966), recruitment sources reached differently qualified applicants in terms of nursing experience and education which, in turn, were valid predictors of subsequent nurse performance. In a
doi:10.1037/0021-9010.78.2.163
fatcat:bf67mc3qwzg6bmlc7chqknozfe