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

Jing Han (First Author), Jian Han (Participant Author)

Research output: Contribution to journalJournal


This contribution reports two studies that examined recruitment\npractices and applicant attraction in China. The first study explored\nthe basic recruitment practices adopted by Chinese firms. With a sample\nof 168 Chinese companies, we found that (1) network-based recruiting\npractices were prevalent among Chinese firms especially in large\ncompanies and state-owned enterprises and (2) HR managers believed that\ncompared with other recruiting practices, network-based recruiting\npractices could generate more effective pre-hire outcomes such as\nrecruiting prospective applicants with speed and attracting highly\ncompetent employees. The second study further investigated the mechanism\nthrough which network-based recruiting practices were effective in\ngenerating applicant attraction. Using a three-wave panel survey\nresearch, we found that (1) the strength of social ties through which\nthe companies were introduced to the applicant had positive effect on\napplicant attraction and (2) an applicant's perceived quality of\ninformation about the potential recruiting companies mediated the\nrelationship between strength of ties and applicant attraction. Our\nfindings had important implications to help firms design appropriate\nrecruitment strategies in the Chinese context.
Original languageEnglish
Pages (from-to)2228-2249
JournalInternational Journal of Human Resource Management
Issue number11
Publication statusPublished - 2009

Corresponding author email


  • China
  • applicant attraction
  • competence
  • human resource management
  • network-based recruiting
  • perceived information quality
  • social ties
  • survey

Indexed by

  • ABDC-A
  • Scopus
  • SSCI


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