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Although networking is considered a positive job search behavior, scholars have paid little attention to the role of networking in an individual’s job search outcomes. In this research we used structural equation modeling to test empirically the relationship between networking behavior and job search outcomes with a sample of 773 Vietnamese university graduates. We also integrated individual difference theory and social network theory to investigate the predictors of networking behavior that indirectly influence employment outcomes. Results show that networking behavior had a positive effect on a job seeker’s chances of obtaining a job interview and receiving a job offer. In addition, the individual differences of personality traits, job-search clarity, and networking comfort, as well as network size and tie strength in the structure of the network, were significant antecedents of job seekers’ networking behavior. Theoretical and practical implications are discussed.