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High-ability original participants offered performance pay selected referrals who scored 0.371 standard deviations higher on cognitive tasks (p < 0.05), whereas low-ability participants showed no statistically significant improvement in referral performance (0.084 standard deviations) because low-ability participants could not accurately predict referral performance.
Candidates at the 25th percentile of baseline ability gained a 25 percentage point increase in post-intervention employment probability and earned $11.01 more per day [25]. In contrast, candidates at the 75th percentile experienced a 1.5 percentage point decrease in employment probability and earned only $2.20 more per day [25].
High-ability workers accurately predicted referral puzzle scores (coefficient = 0.190, p < 0.05), corresponding to an 0.8 standard deviation performance difference, whereas low-ability workers showed no statistically significant predictive accuracy (coefficient = 0.025, p > 0.10).
High-ability original participants successfully selected high-skilled referrals when offered performance-based pay, whereas low-ability original participants failed to recruit high-skilled candidates under any incentive structure.