In Search of the “Right Stuff”:

Abstract

ABSTRACT This paper explores a topic of much speculation but relatively little empirical investigation: How those in charge of recruiting and hiring new employees assess the advantages and disadvantages of various recruiting techniques. We also examine how organizational characteristics shape hiring managers’perceptions of the primary advantages and disadvantages of recruiting techniques. A sample of hiring managers in a major metropolitan labor market identified the primary advantage of informal recruiting to be the quality of applicants and of formal recruiting to be the volume of applicants. Our analysis also shows that hiring managers in smaller firms and in the private sector more often cite quality as an advantage of informal recruiting, while hiring managers in the public sector more often identify volume of applicants as an advantage of formal recruiting.

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