Network-based recruiting and applicant attraction in China: insights from both organizational and individual perspectives

Abstract

This contribution reports two studies that examined recruitment practices and applicant attraction in China. The first study explored the basic recruitment practices adopted by Chinese firms. With a sample of 168 Chinese companies, we found that (1) network-based recruiting practices were prevalent among Chinese firms especially in large companies and state-owned enterprises and (2) HR managers believed that compared with other recruiting practices, network-based recruiting practices could generate more effective pre-hire outcomes such as recruiting prospective applicants with speed and attracting highly competent employees. The second study further investigated the mechanism through which network-based recruiting practices were effective in generating applicant attraction. Using a three-wave panel survey research, we found that (1) the strength of social ties through which the companies were introduced to the applicant had positive effect on applicant attraction and (2) an applicant's perceived quality of information about the potential recruiting companies mediated the relationship between strength of ties and applicant attraction. Our findings had important implications to help firms design appropriate recruitment strategies in the Chinese context.