We examine the role of accrued recruitment source diagnosticity (i.e., cumulative information from recruitment sources) and show its importance in enhancing diversity in recruitment and selection. First, based on social network and homophily theories, we propose that racial minority candidates will be less likely to use diagnostic recruitment sources, and this lack of use contributes to less organizational attraction and greater withdrawal. Second, based on the realism hypothesis, we theorize that racial differences in accrued recruitment source diagnosticity contribute (in part) to racial differences in selection test performance. Using a sample of candidates in a high-stakes selection context, we find that White applicants are significantly more likely to use the most diagnostic sources (compared to non-Whites). Further, applicants with higher accrued recruitment source diagnosticity show greater organizational attraction (before and after testing), withdraw from the hiring process in fewer numbers, and perform significantly better on the selection tests. Altogether, these findings have important theoretical implications because they identify a fairly neglected determinant of recruitment and selection outcomes (accrued recruitment source diagnosticity) and may yield practical implications by suggesting actionable ways organizations can help reduce subgroup differences and enhance diversity.

中文翻译：

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考察申请人种族与应计招聘来源信息之间的关系：对申请人退出和测试表现的影响

我们研究了应计招聘来源诊断性（即来自招聘来源的累积信息）的作用，并展示了其在增强招聘和选择多样性方面的重要性。首先，基于社交网络和同质性理论，我们提出少数族裔候选人将不太可能使用诊断性招聘来源，而这种不使用有助于减少组织吸引力和更大的退出。其次，基于现实主义假设，我们从理论上推断，应计招聘来源诊断的种族差异（部分）导致了选择测试表现的种族差异。在高风险选择环境中使用候选人样本，我们发现白人申请人更有可能使用最多的诊断来源（与非白人相比）。更远，具有较高应计招聘来源诊断性的申请人表现出更大的组织吸引力（测试前后），退出招聘过程的人数较少，并且在选拔测试中表现明显更好。总而言之，这些发现具有重要的理论意义，因为它们确定了一个相当被忽视的招聘和选择结果的决定因素（应计的招聘来源诊断性），并且可能通过提出组织可以帮助减少子群体差异和增强多样性的可行方法来产生实际意义。