Recruiting Stage Performance And Organizational-Level Voluntary Turnover

초록

Purpose: The purpose of this study was to examine the relationships between recruitment stage performance and organizational-level voluntary turnover. In particular, we focused on how key recruitment indicators―the selection ratio and the acceptance rate―are associated with the voluntary turnover rate. This approach provides new insights into the link between recruitment practices and employee retention. Research design, data, and methodology: T his study used d a ta from the Human Capital Corporate Panel (HCCP) survey conducted by the Korea Research Institute for Vocational Education and Training. Data were collected at the organizational level across multiple firms. The selection ratio was calculated as the number of admitted candidates divided by the total number of applicants, and the acceptance rate was calculated as the number of candidates who accepted job offers divided by the number of selected candidates. We conducted statistical analyses to explore the individual and interactive effects of these two recruitment indicators on the voluntary turnover rate. Results: The results showed that the selection ratio had a positive relationship with the voluntary turnover rate, while the acceptance rate had a negative relationship with it. Furthermore, the interaction between the selection ratio and acceptance rate had a significant effect on voluntary turnover, indicating that their joint influence is important to consider. Implications: This study contributes to recruitment and voluntary turnover research by demonstrating that recruitment stage performance is significantly associated with organizational-level employee retention. The findings suggest that organizations should carefully monitor and manage their selection and acceptance rates to reduce voluntary turnover and enhance workforce stability.

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