Central European Business Review | 2026
Authors: Zolak Poljašević B.; Berber N.; Došenović Milaković D.
DOI: 10.18267/j.cebr.407
Journal: Central European Business Review
Year: 2026
Publisher: Prague University of Economics and Business
Document Type: Article
Open Access: All Open Access; Gold Open Access
Cited by: 0
Diversity-oriented recruitment practices are increasingly recognized as a crucial component of human resource management, particularly in the context of globalization. However, the implementation of these practices varies significantly across organizational contexts and economic systems. This study examines the adoption of diversity-oriented recruitment practices in post-socialist European countries, where historical legacies and transitional economic conditions shape workforce diversity policies. Using data from the CRANET research network, the study analyzes responses from 1,270 companies in 11 post-socialist economies. A combination of descriptive statistics, Mann-Whitney U tests, and hierarchical regression analysis is employed to assess the influence of organizational type (domestic vs. multinational), sector (public vs. private), and size on the implementation of diversity-oriented recruitment practices. The findings indicate that multinational and private sector organizations are more likely to adopt diversity-focused recruitment strategies compared to domestic and public sector entities. Contrary to expectations, organizational size did not significantly moderate these relationships, suggesting that other factors play a more critical role. This study contributes to the literature by providing empirical evidence on diversity recruitment in transitional economies, a topic that remains underexplored. The findings offer insights for organizations and policymakers aiming to develop more inclusive recruitment strategies in contexts shaped by post-socialist institutional legacies. Implications for Central European audience: The findings of this study offer valuable insights for organizations operating in post-socialist Central European economies, where historical legacies continue to shape human resource management. The research highlights the role of multinational corporations in driving diversity-oriented recruitment, emphasizing the need for domestic firms to adopt more inclusive hiring strategies. Additionally, the limited impact of organizational size suggests that cultural and strategic factors may be more influential than scale. These insights can guide policymakers and business leaders in developing policies that foster workplace diversity, improve talent acquisition, and enhance competitiveness in increasingly globalized labor markets. © 2026 Prague University of Economics and Business. All rights reserved.
diversity management; diversity-oriented recruitment; post-socialist economies