Recruitment sources and organizational attraction: A field study of Belgian nurses

Abstract

Previous research on recruitment sources has mostly focused on posthire instead of prehire outcomes and has typically applied a very rudimentary classification of sources on the basis of the formal–informal distinction. The present study relied on a theory-driven taxonomy to identify four major types of recruitment sources (recruitment advertising, recruitment events, publicity, and word of mouth) and applied a source credibility perspective to predict differential relationships of these sources with organizational attractiveness. In a sample of 184 job-seeking nurses in Belgium, characterized by a high labour market demand, it was found that job seekers who spent more time on receiving employment information through experiential recruitment sources such as events and word of mouth perceived this information as more credible. In addition, job seekers' exposure to word of mouth was strongly positively related to their attraction to organizations as an employer. This relationship was partially mediated by the perceived credibility of the received employment information. Therefore, the results of this field study suggest that to enhance their attractiveness as an employer for job seekers, especially those in high demand on the labour market, recruiting organizations should provide credible employment information and stimulate the use of word of mouth as a recruitment source.

Keywords:

• Credibility
• Nurses
• Organizational attractiveness
• Recruitment
• Recruitment source
• Word of mouth

Acknowledgments

  This research was supported in part by a Postdoctoral Fellow grant from the Research Foundation Flanders (FWO) awarded to the author. I would like to thank Sjiva de Meester for her help in collecting the data.