Internet recruitment and job performance: case of the US Army

Abstract

Over the past decade, the Internet has significantly changed the job application process and improved the channels of communication between employers and job seekers. Similar to other employers, the US Army has actively used the Internet for recruiting purposes. This paper focuses on the relationship between Internet recruitment and posterior job performance in the US Army. In particular, I assess whether Internet recruits are different from their peers in terms of the first-term attrition, first-term reenlistment and duration of service. The results show that recruits hired via the Internet demonstrate favorable pattern of service. In comparison with other soldiers, they are less likely to drop out within the first 24 months of service, more likely to reenlist after the first term of service and have a longer overall duration of service.

Keywords::

• army recruitment
• Internet recruitment
• job performance