Show Summary Details

Page of

PRINTED FROM OXFORD HANDBOOKS ONLINE (www.oxfordhandbooks.com). © Oxford University Press, 2018. All Rights Reserved. Under the terms of the licence agreement, an individual user may print out a PDF of a single chapter of a title in Oxford Handbooks Online for personal use (for details see Privacy Policy and Legal Notice).

date: 17 November 2019

Abstract and Keywords

The traditional recruiting model has emphasized the understanding of individual-level outcomes such as applicants’ organizational attractiveness perceptions, choice and search behaviors, and job performance. Although these individual-level studies are important, there is considerably more we need to learn about how to use recruiting strategically to achieve competitive advantage. This chapter argues that recruiting research needs to expand from an individual-level focus to also consider organizational-level outcomes. It develops a model of strategic recruiting to show that recruiting should be strategically valuable because it influences the acquisition and development of human capital resources, organizational performance, and competitive advantage. In doing so, this chapter provides many theoretical implications and directions for recruiting scholars.

Keywords: competitive advantage, job performance, job search, organizational performance, recruiting research, recruitment, strategic recruiting

Access to the complete content on Oxford Handbooks Online requires a subscription or purchase. Public users are able to search the site and view the abstracts and keywords for each book and chapter without a subscription.

Please subscribe or login to access full text content.

If you have purchased a print title that contains an access token, please see the token for information about how to register your code.

For questions on access or troubleshooting, please check our FAQs, and if you can''t find the answer there, please contact us.