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date: 07 April 2020

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

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