This article provides an overview of the theoretical and empirical contributions that have been made to the literature on recruitment strategy. Recruitment can usefully be defined as ‘those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees’. This definition highlights the important difference between two HR functions that are typically seen as indivisible, or at least difficult to distinguish, namely recruitment and selection. Whereas selection is the HR function that pares down the number of applicants, recruitment consists of those HR practices and processes that make this paring down possible — by expanding the pool of firm-specific candidates from whom new employees will be selected.