經由針對某半導體廠商整年度的新進人員以及錄取應徵者的基本資料進行分析，本研究發現招募管道成效的存在，亦即經由不同招募管道所僱用的新進員工，在於留任是否超過六個月的表現上會有顯著的不同，而經由不同招募管道所錄取的應徵者，在於是否接受公司聘任上的表現上亦有顯著的差異。另外，在此兩個指標的衡量下，非正式招募管道的成效會優於正式招募管道，並且本研究進一步發現，網路人力銀行的表現明顯是最不理想的，而同屬網路招募的公司所屬網站，其表現與員工推薦差異不大，皆為最理想的招募管道。

一、中文部分
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12.瑞迪企管顧問股份有限公司，1999，『企業招募問卷工作調查』，http://www.recruiter.com.tw/。
13.蕃薯藤網路調查，2000，『2000台灣網路使用調查』，http://survey.yam.com/。
14.簡士評，2000，『網路招募成效之評估：以T公司為例』，企業人力資源診斷專案研究成果研討會論文集(上)，國立中央大學人力資源管理研究所。
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