Relating recruitment and performance as a mere causality relationship is a research misnomer.  The relationship needs to be viewed in terms of  feed forward, reverse, and reciprocal relationships. In so doing we will manage to describe different ways in which recruitment influences performance and vice versa.

Feed-forward Relationship
• In a feedforward relationship it’s recruitment that influences employee performance.
• This relationship assumes that recruitment drives employee and organizational performance.
•  It emphasizes strategic hiring to make sure that new hires are well-matched to job roles and organizational goals.
• It reinforces the importance of effective choice that ensures employees contribute positively to productivity, innovation, and organizational growth.

• A well-structured onboarding process further enhances employee engagement and retention, improving long-term performance.

• The organization needs effective recruitment strategies to hire individuals who are well-suited for their roles.

Reverse Relationship
In reverse relationship performance influences recruitment. The relationship suggests that existing performance levels influence recruitment strategies.
• The organization’s reputation for strong or weak performance affects the quality of candidates it attracts.
• Naturally, if an organization experiences high performance due to existing employees, it may attract top talent. These talented individuals want to be part of a successful team.

• High performance creates a positive employer brand, attracting top talent.

• Poor performance leads to high turnover and may force HR to adjust recruitment to attract better candidates.

• Poor performance push away talent. Poor performance might lead to changes in recruitment strategies to bring in better talent to improve outcomes.

• In this relationship, performance data guides workforce planning. It determines whether to upskill current employees or hire externally.

Reciprocal Relationship
This is a case where recruitment and performance influence each other in a continuous cycle. It is a two-way interaction, where recruitment and performance continually influence each other in a cycle.
• This relies on the idea that a strong recruitment strategy will lead to better performance. Better performance enhances the organization’s attractiveness. This enhancement allows it to recruit even better.
• Strong recruitment improves workforce quality, leading to higher performance.
• Improved performance enhances employer reputation, attracting even better talent in future recruitment.
• A company in a positive cycle of hiring and performance gains a sustainable competitive advantage.

Important for HR Practitioners

• A feedforward approach requires strategic workforce planning, competency-based hiring, and structured onboarding.

• A reverse relationship suggests that HR should track performance trends and adjust recruitment strategies suitably.

• A reciprocal relationship shows that HR should create a sustainable recruitment-performance cycle. This is achieved through continuous improvement, enhanced employer branding, and effective talent management.