University of Waterloo
In the war for talent, organizations have turned to the recruitment of racial/ethnic minorities and women as a source of competitive advantage. Although research has found that diversity recruitment is effective in that minority applicants are more attracted to organizations that use these methods, the post-hire consequences of diversity recruitment are largely unknown. Our research examines co-op students’ shorter (e.g., initial attraction to the organization, diversity expectations) and longer-term reactions (e.g., satisfaction and performance during the work term) to the use of different diversity recruitment practices by organizations during the hiring process and whether these outcomes differ across co-op students
(i.e., by racial/ethnic group, gender, and diversity-related values).