What might be a negative outcome of recruitment spillover effects?

A negative outcome of recruitment spillover effects can indeed be lower employee morale due to perceived favoritism. When an organization hires candidates based on connections or referrals rather than on merit, it can lead to existing employees feeling undervalued or neglected. This perceived favoritism can result in a decline in motivation and engagement among current staff, who may believe that their hard work and qualifications are overlooked in favor of less qualified individuals simply because they know someone in the company. Consequently, this feeling of inequity can create a toxic work environment, leading to decreased productivity and increased turnover rates.

The other options, while they may occur in some contexts, do not align with the negative implications of recruitment spillover effects. Increased candidate application rates, enhanced company reputation, and improved training retention rates generally reflect positive outcomes rather than the detrimental effects that can arise from perceived bias in the hiring process.