Previous research has concentrated mainly on integrating employee selection activities with programs that occur after the hiring decision. Here, the effects of recruitment and selection are integrated into a single decision-theoretic utility model. Conceptual and algebraic modifications reflecting the effects of recruitment on applicant populations are outlined, and a numerical example illustrating the effects of integrating recruitment into selection utility models is presented. The utility model and numerical example presented show how including recruitment consequences in utility computations can yield more accurate utility analyses and conclusions. As the relationships between recruitment practices and utility components become better understood, more precise assessment of the combined effects of recruitment and selection practices on staffing outcomes will be possible.
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