As a result of globalization, large-scale modern-day businesses extend across borders as they engage in multinational enterprises. Such enterprises must conduct operations in disparate, culturally diverse contexts, which present challenges for implementing human resource management activities, such as whether to standardize or localize activities across borders. The current study focuses on recruitment activities, as they represent firms’ initial efforts to attract highly qualified talent. However, the extant recruitment literature has primarily been conducted in a single context or in Westernized societies; thus, it is unclear how organizations recruit across borders. Drawing on signaling theory, we explore how Fortune 1000 firms use recruiting signals in their domestic and international operations. In general, we find that firms standardize the recruiting signals across their domestic and international operations. Yet, the amount that each signal is emphasized differs in domestic and international operations and is contingent upon language. Furthermore, cultural distance between the home and host country largely does not explain the standardization of the recruiting signals. We summarize the findings and provide direction intended to guide future research.
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