Limitations in “Realistic Recruiting” and Subsequent Socialization Efforts: The Case of Riddick Bowe and the United States Marine Corps

• Published in: Public personnel management 2000-09, Vol.29 (3), p.367-378
• Main Authors: Baker, H. Eugene, Jennings, Kenneth M.
• Format: Article
• Language: English
• Subjects: Armed forces; Attitude Change; Behavior Patterns; Bowe, Riddick; Employment discrimination; Human resource management; Job satisfaction; Literature Reviews; Military recruitment; New employees; Organizational behavior; Psychological Patterns; Recruitment; Socialization; Studies
• ISSN: 0091-0260; 1945-7421
• DOI: 10.1177/009102600002900306

There can be no doubt that matching the needs of the organization to the expectations of new employees is a critical factor influencing the quality and effectiveness of the long-term employment relationship. Riddick Bowe's failed entry into an organization that has prided itself on its ability to communicate expectations, and the nature of the socialization process that the recruit will encounter, demonstrates what can happen when an organization varies from a successful recruitment/selection process. This paper begins by summarizing some of the important facets of organizational recruitment/selection and subsequent socialization tactics. Bowe's early departure from recruit training is detailed, identifying specific errors made by the Marine Corps relating to their established approach to realistic recruiting and socialization. Finally, implications for action by other organizations are discussed in the form of lessons to be learned.