We note that organizational recruitment processes and applicant job search processes occur simultaneously; as organizations are attempting to attract qualified applicants, job seekers are searching for potential employers. Whereas the job search literature examines various outcomes within-subjects across organizations, the recruitment literature examines similar outcomes between-subjects within an organization. Thus, although the recruitment and job search literatures have developed relatively independently, we believe that it would be useful to integrate theories and concepts from these literatures. Therefore our goal in this chapter, as we review both literatures, is to integrate relevant concepts that can stimulate future research examining recruitment and job search simultaneously rather than independently. To achieve this goal, we first provide a brief overview of the recruitment and job search literatures. As part of this overview, we review predictors of applicant attraction and job choice and of job search behaviors and outcomes. We also suggest how both literatures have been and could be further integrated. Second, we suggest how three theories (i.e., signaling, expectancy, and the theory of planned behavior) have been (and could be further) used to integrate job search and recruitment research. Finally, we propose directions for future research investigating and theorizing how and when both literatures could be further integrated.