matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
Auszubildende über Social Media finden (2025)
Arndt, Franziska; Herzer, Philip; Risius, Paula;Zitatform
Arndt, Franziska, Philip Herzer & Paula Risius (2025): Auszubildende über Social Media finden. (KOFA kompakt / Kompetenzzentrum Fachkräftesicherung 2025,01), Köln, 6 S.
Abstract
"Die Lage am Ausbildungsmarkt ist angespannt: Viele Unternehmen können ihre Ausbildungsplätze nicht besetzen, während gleichzeitig zahlreiche Jugendliche ohne Ausbildungsplatz bleiben. Um diese Passungsprobleme zu überwinden, ist es wichtig, dass Unternehmen ihre Ausbildungsplätze dort bewerben, wo Jugendliche suchen. Besonders wichtig sind für Jugendliche Online-Stellenanzeigen und die Vermittlungsangebote der Bundesagentur für Arbeit. An dritter Stelle stehen Social-Media-Kanäle. Die passgenaue Auswahl von Social-Media-Kanälen und -Inhalten kann Unternehmen somit näher an Jugendliche bringen. Doch: Während Jugendliche vor allem über Instagram, YouTube und WhatsApp suchen, nutzen Unternehmen neben Instagram eher Facebook, LinkedIn und Xing. Gerade Facebook ist für Jugendliche jedoch kaum relevant. Die direkte Ansprache von Jugendlichen mit Haupt- und Realschulabschluss bietet besonders großes Potenzial, denn es zeigt sich, dass Haupt- und Realschüler:innen anders suchen als Abiturient:innen: Haupt- und Realschüler:innen nutzen neben Online-Stellenanzeigen besonders analoge Formate. In den sozialen Medien nutzen sie vorwiegend Instagram, WhatsApp und YouTube." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job Applications and Labor Market Flows (2025)
Zitatform
Birinci, Serdar, Kurt See & Shu Lin Wee (2025): Job Applications and Labor Market Flows. In: The Review of Economic Studies, Jg. 92, H. 3, S. 1438-1496. DOI:10.1093/restud/rdae064
Abstract
"Job applications have risen over time, yet job-finding rates remain unchanged. Meanwhile, separations have declined. We argue that increased applications raise the probability of a good match rather than the probability of job-finding. Using a search model with multiple applications and costly information, we show that when applications increase, firms invest in identifying good matches, reducing separations. Concurrently, increased congestion and selectivity over which offer to accept temper increases in job-finding rates. Our framework contains testable implications for changes in offers, acceptances, reservation wages, applicants per vacancy, and tenure, objects that enable it to generate the trends in unemployment flows." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hiring opportunities for new firms and the business cycle (2025)
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Brixy, Udo & Martin Murmann (2025): Hiring opportunities for new firms and the business cycle. In: Small business economics, Jg. 64, H. 3, S. 1387-1413., 2024-06-24. DOI:10.1007/s11187-024-00948-6
Abstract
"Whether firms founded during or outside economic crises have greater growth potential is an important question for both prospective entrepreneurs and policy makers. Existing research offers conflicting answers, and mostly either focuses on aggregate cohort-level effects or selectively excludes small new firms from the analyses. Using extensive linked employer-employee data on young German firms around and during the Global Financial Crisis, a period of sharply reduced access to external capital and recession, we show that young firms respond to cyclical conditions in highly heterogeneous ways. Our firm-level results reveal that the average new firm found it easier to hire its first employees when it was founded during the crisis. These firms achieved countercyclical growth by hiring career entrants. More specifically, hiring in very young (<1.5 years) and small to medium-sized (below the 90th percentile) young firms was countercyclical, while this was not the case for older and larger young firms. Thus, the firm-specific effects for young entrepreneurial firms may be very different from those reported in previous research. Our results suggest that market entry during a crisis may facilitate hiring and that policies that promote entrepreneurship may usefully complement policies that encourage labor hoarding by incumbents during recessions." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Analysepotenziale von OnlineStellenanzeigen und Methoden Maschinellen Lernens am Beispiel der Mindestlohnforschung: Hat der Mindestlohn die Nachfrage von Kompetenzen durch Arbeitgeber verändert? (2025)
Busch, Anne; Krieger, Benedikt; Krusee, Sebastian; Goluchowicz, Kerstin; Baumann, Fabienne-Agnes;Zitatform
Busch, Anne, Fabienne-Agnes Baumann, Benedikt Krieger, Kerstin Goluchowicz & Sebastian Krusee (2025): Analysepotenziale von OnlineStellenanzeigen und Methoden Maschinellen Lernens am Beispiel der Mindestlohnforschung. Hat der Mindestlohn die Nachfrage von Kompetenzen durch Arbeitgeber verändert? (iit Perspektive / Institut für Innovation und Technik 80), Berlin, 17 S. DOI:10.23776/2025_09
Abstract
"Diese iit-perspektive beleuchtet das Potenzial innovativer Datenzugänge (Online-Stellenanzeigen) und Analysemethoden (Methoden des maschinellen Lernens) für sozialwissenschaftliche Fragestellungen am Beispiel der Mindestlohnforschung. So ist es mit Online-Stellenanzeigen als Datengrundlage beispielsweise möglich zu untersuchen, inwieweit die Einführung bzw. Erhöhung des Mindestlohns die von Arbeitgebern geforderten beruflichen Kompetenzen verändert hat." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Is labor matching effectiveness dependent on education level, age or gender? (2025)
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Cheregi, Valentina Ioana (2025): Is labor matching effectiveness dependent on education level, age or gender? In: Baltic journal of economics, Jg. 25, H. 1, S. 1-20. DOI:10.1080/1406099x.2024.2442841
Abstract
"This paper explores the role of employment pool composition on labor matching effectiveness in ten Central and Eastern European countries from 2005 to 2023. We control for the structure of the labor force in terms of education, age, and gender. The results point towards a significant impact of labor force structure on labor market outcomes. In particular, an improvement in labor matching is associated with a larger share of the labor force with advanced education. In contrast, the opposite is true for the share of women and younger persons in the labor force. The results are robust to different specifications of the model when we control for the role of institutional factors in regulating national labor markets. From a policy perspective, this study highlights the need for targeted policies to increase the efficiency of the matching process aimed at specific structures of the labor force." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Search and multiple jobholding (2025)
Zitatform
Lalé, Etienne (2025): Search and multiple jobholding. In: Economic Theory. DOI:10.1007/s00199-025-01647-3
Abstract
"This paper develops an equilibrium model of the labor market that incorporates hours worked, off- and on-the-job search, and both single and multiple jobholders. Central to the model’s mechanism is that taking on a second job ties the worker to her primary employer, while simultaneously providing the worker with a stronger outside option when bargaining with the secondary employer. The model quantitatively accounts for both the incidence of multiple jobholding and worker flows in and out of second jobs. It also sheds light on how multiple jobholding shapes outcomes that are typically the focus of search models. Multiple jobholding has opposing effects on job-to-job transitions, which largely offset each other. At the same time, the option of holding second jobs extends the survival of a worker’s main job, thereby reducing job separations and increasing the employment rate. These findings have significant implications for calibrating standard search models that ignore multiple jobholding." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fiscal tightening and skills mismatch (2025)
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Mavrigiannakis, Konstantinos, Andreas Vasilatos & Eugenia Vella (2025): Fiscal tightening and skills mismatch. In: European Economic Review, Jg. 174. DOI:10.1016/j.euroecorev.2025.104984
Abstract
"The paper establishes a new link between fiscal tightening and the vertical skills mismatch rate, defined as the share of over-qualified workers. Using cross-country evidence for Europe, we show that fiscal tightening can increase skills mismatch. We then introduce the latter in a DSGE model with heterogeneous households, capital-skill complementarity (CSC) and labor frictions. We calibrate the model for Greece, where the over-qualification rate exceeds one-third. A fiscal tightening shock raises the mismatch rate in the model, in line also with SVAR analysis. Skills mismatch can act as a buffer for high-skilled workers during recessions induced by tax shocks and is more counter-cyclical when CSC is weak. We also use the model to conduct welfare and policy analyses." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
More Than a Match: “Fit” as a Tool in Hiring Decisions (2025)
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Nichols, Bethany J., David S. Pedulla & Jeff T. Sheng (2025): More Than a Match: “Fit” as a Tool in Hiring Decisions. In: Work and occupations, Jg. 52, H. 2, S. 175-203. DOI:10.1177/07308884231214279
Abstract
"The concept of “fit” has become important for understanding hiring decisions and labor market outcomes. While social scientists have explored how fit functions as a legitimized evaluative criterion to match candidates to jobs in the hiring process, less is known about how fit functions as a hiring tool to aid in decision-making when hiring decisions cannot—or should not—be justified. Drawing on in-depth interviews with 53 hiring professionals, we develop a theoretical argument that hiring professionals can use fit as a tool to circumvent legitimized hiring criteria and justify their hiring goals. Specifically, we show how hiring professionals use fit as a tool to explain their hiring decisions when these decisions cannot or should not be justified and we outline two mechanisms through which this process occurs: (1) fit as a tool for circumventing human capital concerns, and (2) fit as a tool to circumvent hiring policies based upon social characteristics. We argue that fit is more than an evaluative criterion for matching individuals to jobs. Hiring professionals deploy fit as a tool to justify their decisions amid uncertainty and constraint. Fit, then, becomes a placeholder when these hiring decisions are not able to be justified through legitimized means. Our findings reveal some of the potential negative consequences of using fit during the hiring process and contribute important theoretical insights about the role of fit in scholarship on inequality and labor markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Testing for wage-specific search intensity (2025)
Zitatform
Rendon, Silvio (2025): Testing for wage-specific search intensity. In: Journal for labour market research, Jg. 59, H. 1. DOI:10.1186/s12651-024-00389-4
Abstract
"Most job search intensity models assume uniform search effort across all potential wage offers. I depart from this conventional assumption by proposing that agents allocate wage-specific search intensity, strategically avoiding effort on low-paying, unacceptable jobs or high-paying, improbable ones. This alternative model generates wage distributions at acceptance that differ markedly from the truncated distributions typical of models with constant arrival rates for wage offers. I leverage these distinct empirical predictions to develop two new nonparametric tests, applied to NLSY97 data, both of which reject the hypothesis of constant search intensity across wages. Furthermore, I estimate the structural parameters identifiable in each model, revealing that wage-specific search leads to greater total search effort, faster transitions into the upper tail of the wage distribution, and ultimately higher accepted wages—more than a 25% increase following unemployment. For low wages, the classic random search model delivers a fair replication of the actual data, but for higher wages targeted search is better. Wage-specific search suggests that job seekers not only need to search more, but also search better. This insight has important implications for employment policy, particularly in promoting job search literacy among the unemployed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Anonymous job applications and hiring discrimination: Blind recruitment can level the playing field in access to jobs but cannot prevent all forms of discrimination (2025)
Zitatform
Rinne, Ulf (2025): Anonymous job applications and hiring discrimination. Blind recruitment can level the playing field in access to jobs but cannot prevent all forms of discrimination. (IZA world of labor 48,3), Bonn, o. Sz. DOI:10.15185/izawol.48.v3
Abstract
"Anonymisierte Bewerbungsverfahren sind potenziell geeignet, Einstellungshindernisse aufgrund von Diskriminierung einzelner Arbeitsmarktgruppen abzubauen. Bei effektiver Umsetzung sorgen solche Verfahren für Chancengleichheit im Bewerbungsprozess, da sie den Fokus der Personalentscheider auf die Qualifikationen und Fähigkeiten der Bewerber lenken. Allerdings sind anonyme Bewerbungen weder in allen Fällen sinnvoll umsetzbar, noch können sie jegliche Form der Bewerberdiskriminierung verhindern." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
auch erschienen als: IZA world of labor, 454 -
Literaturhinweis
"IAB-Kompetenz-Kompass“ Bereitstellung von Stellentext-Daten als strukturierter Datensatz (2025)
Stops, Michael ; Raabe, Pauline; Heß, Pascal ; Klevinghaus, Hauke; Ungerer, Kathrin; EzElDin, Asma Ahmed; Heckel, Marie-Christine; Malfertheiner, Verena; Peede, Lennert; Metzger, Lina-Jeanette ;Zitatform
Stops, Michael, Asma Ahmed EzElDin, Marie-Christine Heckel, Pascal Heß, Hauke Klevinghaus, Verena Malfertheiner, Lina-Jeanette Metzger & Lennert Peede (2025): "IAB-Kompetenz-Kompass“ Bereitstellung von Stellentext-Daten als strukturierter Datensatz. (IAB-Forschungsbericht 01/2025), Nürnberg, 259 S. DOI:10.48720/IAB.FB.2501
Abstract
"Dieser Forschungsbericht beschreibt die Ergebnisse eines zweijährigen Projektes, in dem Methoden zur Gewinnung von strukturierten Informationen aus Stellenanzeigen weiterentwickelt und neu erarbeitet wurden. Das Projekt wurde durch das Bundesministerium für Arbeit und Soziales (BMAS) im Rahmen der Datenlabor-Initiative der Bundesregierung mit Mitteln des Programms „NextGenerationEU“ der Europäischen Union ermöglicht und baut auf der „Machbarkeitsstudie Kompetenz-Kompass“ auf (Stops et al., 2020). Im Rahmen dieses Projekts wurde ein Datensatz erstellt, der auf allen zwischen April 2019 und Dezember 2023 zugegangenen Stellenanzeigen bei der Bundesagentur für Arbeit (BA) basiert, die auf der Stellenwebseite der BA veröffentlicht oder für die ein Vermittlungsauftrag für die BA bestand. Aus Vergleichen mit der IAB-Stellenerhebung geht hervor, dass der Datensatz Analysen zu vielen Fragestellungen erlaubt, die repräsentativ für den deutschen Arbeitsmarkt sind. Wir beschreiben die Entwicklung der Nachfrage nach fachlichen Kompetenzen; Sprachkenntnissen; Kompetenzen, die mit Technologien der Künstlichen Intelligenz sowie Wasserstofftechnologie im Zusammenhang stehen. Außerdem untersuchen wir das Angebot an Home-Office. Der Bericht schließt mit einem Ausblick auf die mögliche inhaltliche und methodische Weiterentwicklung der Forschung mit Stellendaten." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
Words matter: Experimental evidence from job applications (2024)
Zitatform
Abraham, Lisa, Johannes Hallermeier & Alison Stein (2024): Words matter: Experimental evidence from job applications. In: Journal of Economic Behavior & Organization, Jg. 225, S. 348-391. DOI:10.1016/j.jebo.2024.06.013
Abstract
"If women are more sensitive to listed qualifications in job ads, does lowering the bar draw in relatively more women and increase diversity in the applicant pool? We examine this question by randomizing 60,000 viewers into one of two job ad versions for over 600 corporate jobs at Uber, where the treatment removed optional and superfluous qualifications. There are two main findings. First, job seekers of both genders respond to qualifications: applications increase by 7%, owing to similar increases in the number of applications from men and women. Second, reducing the qualifications impacts the type of individual who chooses to apply differently by gender. Reducing the qualifications draws in less skilled women and causes an outflow of some highly skilled women. Conversely, the treatment draws in men from across the skill distribution, including the upper end. We find gender differences in application behavior and explore potential mechanisms in a separate, large-scale survey using the RAND American Life Panel. These results highlight that sensitivity to listed requirements is complex, and simply lowering the qualifications in job postings is not guaranteed to increase applicant diversity." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Pay and Non-Pay Content of Job Ads (2024)
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Audoly, Richard, Manudeep Bhuller & Tore Adam Reiremo (2024): The Pay and Non-Pay Content of Job Ads. (arXiv papers 2407.13204), 54 S.
Abstract
"How informative are job ads about the actual pay and amenities offered by employers? Using a comprehensive database of job ads posted by Norwegian employers, we develop a methodology to systematically classify the information on both pay and non-pay job attributes advertised in vacancy texts. We link this information to measures of employer attractiveness, which we derive from a job search model estimated on observed wages and worker mobility flows. About 55 percent of job ads provide information related to pay and nearly all ads feature information on non-pay attributes. We show that publicly advertised job attributes are meaningful predictors of employer attractiveness, and non-pay attributes are about as predictive as pay-related attributes. High-pay employers mention pay-related attributes more often, while high-amenity employers are more likely to advertise flexible working hours and contract duration." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Skill Signals in a Digital Job Search Market and Duration in Employment Gaps (2024)
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Baird, Matthew, Paul Ko & Nikhil Gahlawat (2024): Skill Signals in a Digital Job Search Market and Duration in Employment Gaps. In: Journal of labor research, Jg. 45, H. 3, S. 403-435. DOI:10.1007/s12122-024-09363-y
Abstract
"With the rise of the digital job search market, new opportunities for signaling skills and competencies to employers have emerged. In this paper, we examine listed skills on individuals’ LinkedIn profiles in the United States between 2015 and 2021, both those members add themselves and skills for which they are endorsed from others in their network. We use an inverse probability weighted proportional hazards model with time varying covariates to estimate the relationship between listed skills on shortening employment gaps (time between jobs). We find that, for self-added and peer-endorsed skills respectively, an additional ten skills on the profile decreases median employment gap duration by about 0.7 and 0.4 months, from a median baseline of around 6 months gap. Individuals with no education listed on their profile have the largest benefit from listed skills in terms of reducing employment gaps. Disruptive tech and soft skills also are related to higher returns. Additionally, skills added during the employment break have a substantially stronger relationship than pre-existing added skills. More experienced workers have larger returns than less experienced workers, consistent with the hypothesis that these skills are otherwise difficult to signal to potential employers. These findings are consistent with online job markets’ use of technology offering more efficient ways to signal skills, shortening time to reemployment." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
The Shifting Reasons for Beveridge Curve Shifts (2024)
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Barlevy, Gadi, R. Jason Faberman, Bart Hobijn & Ayşegül Şahin (2024): The Shifting Reasons for Beveridge Curve Shifts. In: The Journal of Economic Perspectives, Jg. 38, H. 2, S. 83-106. DOI:10.1257/jep.38.2.83
Abstract
"We discuss how the relative importance of factors that contribute to movements of the US Beveridge curve has changed from 1959 to 2023. We review these factors in the context of a simple flow analogy used to capture the main insights of search and matching theories of the labor market. Changes in inflow rates, related to demographics, accounted for Beveridge curve shifts between 1959 and 2000. A reduction in matching efficiency, that depressed unemployment outflows, shifted the curve outwards in the wake of the Great Recession. In contrast, the most recent shifts in the Beveridge curve appear driven by changes in the eagerness of workers to switch jobs. Finally, we argue that, while the Beveridge curve is a useful tool for relating unemployment and job openings to inflation, the link between these labor market indicators and inflation depends on whether and why the Beveridge curve shifted. Therefore, a careful examination of the factors underlying movements in the Beveridge curve is essential for drawing policy conclusions from the joint behavior of unemployment and job openings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm Human Resource Practices and Educational Mismatch (2024)
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Berloffa, Gabriella, Daniela Piazzalunga & Fabio Pieri (2024): Firm Human Resource Practices and Educational Mismatch. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17424), Bonn, 46 S.
Abstract
"The paper introduces a new measure of educational mismatch at the firm level, constructed by merging firm and individual data at the sector-firm size-year level. This measure captures both the intensity of mismatch and its type – whether overeducation, undereducation, or a mix of the two. We assess the role of human resource practices in reducing the intensity of educational mismatch in Italian firms by estimating econometric models that control for a rich set of firm characteristics, as well as year and industry-region fixed effects. Firm-fixed effects and instrumental variable models complement the analysis. Findings indicate that the use of private recruitment agencies, on-the-job training, and structured supervision is associated with a reduction in mismatch intensity. The impact of other practices varies by mismatch type: higher job turnover rates correlate with lower undereducation but increased overeducation, while second-level bargaining increases undereducation and reduces overeducation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Simple Explanation of Countercyclical Uncertainty (2024)
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Bernstein, Joshua, Michael Plante, Alexander W. Richter & Nathaniel A. Throckmorton (2024): A Simple Explanation of Countercyclical Uncertainty. In: American Economic Journal. Macroeconomics, Jg. 16, H. 4, S. 143-171. DOI:10.1257/mac.20220134
Abstract
"This paper documents that labor search and matching frictions generate countercyclical uncertainty because the inherent nonlinearity in the flow of new matches makes employment uncertainty increasing in the number of people searching for work. Quantitatively, this mechanism is strong enough to explain uncertainty and real activity dynamics, including their correlation. Through this lens, uncertainty fluctuations are endogenous responses to changes in real activity that neither affect the severity of business cycles nor warrant policy intervention, in contrast with leading theories of the interaction between uncertainty and real activity dynamics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mismatch Unemployment During COVID-19 and the Post-Pandemic Labor Shortages (2024)
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Birinci, Serdar, Yusuf Mercan & Kurt See (2024): Mismatch Unemployment During COVID-19 and the Post-Pandemic Labor Shortages. (Working paper / Federal Reserve Bank of St. Louis 2024-025), Saint Louis, MO, 35 S. DOI:10.20955/wp.2024.025
Abstract
"We examine the extent to which mismatch unemployment—employment losses relative to an efficient allocation where the planner can costlessly reallocate unemployed workers across sectors to maximize output—shaped labor market dynamics during the COVID-19 pandemic and the subsequent recovery episode characterized by labor shortages. We find that, for the first time in our sample, mismatch unemployment turned negative at the onset of the pandemic. This result suggests that the efficient allocation of job seekers would involve reallocating workers toward longer-tenure and more-productive jobs, even at the expense of fewer hires. We show that sectoral differences in job separations were the main driver behind this result, while differences in vacancies caused positive mismatch unemployment during the recovery episode. We also establish an empirical link between mismatch unemployment and the surge in the labor cost during the recovery, documenting that sectors with larger mismatch unemployment experienced higher employment cost growth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Test-based measurement of skill mismatch: a validation of five different measurement approaches using the NEPS (2024)
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Bischof, Stephan (2024): Test-based measurement of skill mismatch: a validation of five different measurement approaches using the NEPS. In: Journal for labour market research, Jg. 58. DOI:10.1186/s12651-024-00370-1
Abstract
"Skill mismatch is a key indicator of labour market research that has received significant attention. To date, various approaches of test-based measurement of skill mismatch have been used in research, generating differing results. However, it remains unclear which method is the most valid for measuring skill mismatch. This study provides a comparative validation of five commonly used approaches to test-based measurement of skill mismatches in reading and mathematics to detect the most valid method. Drawing on the 2016 wave of the German National Educational Panel Study (NEPS) Adult Cohort, I find significantly varying distributions for the different measurement approaches, and highly valid skill mismatch measures for the statistical and the mixed approach. Overall, the mixed approach emerges as the most valid method. The findings highlight the critical importance of measurement approaches in skill mismatch research." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Asymmetric market power and wage suppression (2024)
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Blumkin, Tomer & David Lagziel (2024): Asymmetric market power and wage suppression. In: The Scandinavian Journal of Economics, Jg. 126, H. 1, S. 38-59. DOI:10.1111/sjoe.12545
Abstract
"We study a labor market in which two identical firms compete over a pool of homogenous workers. Firms pre-commit to their outreach to potential employees, either through their informative advertising choices, or through their screening processes, before engaging in a wage competition ('a la Bertrand). Although firms are homogeneous, the unique pure-strategy equilibrium is asymmetric: one firm maximizes its outreach whereas the other compromises on a significantly smaller market share. The features of the asymmetric equilibrium extend to a general oligopsony with any finite number of firms. This article is protected by copyright. All rights reserved." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Labor Demand on a Tight Leash (2024)
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Bossler, Mario & Martin Popp (2024): Labor Demand on a Tight Leash. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16837), Bonn, 99 S.
Abstract
"We develop a labor demand model that encompasses pre-match hiring cost arising from tight labor markets. Through the lens of the model, we study the effect of labor market tightness on firms’ labor demand by applying novel shift-share instruments to the universe of German firms. In line with theory, we find that a doubling in tightness reduces firms’ employment by 5 percent. Taking into account the resulting search externalities, the wage elasticity of firms’ labor demand reduces from -0.7 to -0.5 through reallocation effects. In light of our results, pre-match hiring cost amount to 40 percent of annual wage payments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Re-assessing the Spatial Mismatch Hypothesis (2024)
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Card, David, Jesse Rothstein & Moises Yi (2024): Re-assessing the Spatial Mismatch Hypothesis. (NBER working paper / National Bureau of Economic Research 32252), Cambridge, Mass, 25 S.
Abstract
"We use detailed location information from the Longitudinal Employer-Household Dynamics (LEHD) database to develop new evidence on the effects of spatial mismatch on the relative earnings of Black workers in large US cities. We classify workplaces by the size of the pay premiums they offer in a two-way fixed effects model, providing a simple metric for defining “good” jobs. We show that: (a) Black workers earn nearly the same average wage premiums as whites; (b) in most cities Black workers live closer to jobs, and closer to good jobs, than do whites; (c) Black workers typically commute shorter distances than whites; and (d) people who commute further earn higher average pay premiums, but the elasticity with respect to distance traveled is slightly lower for Black workers. We conclude that geographic proximity to good jobs is unlikely to be a major source of the racial earnings gaps in major U.S. cities today." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effect of Wages on Job Vacancy Duration: Evidence from a Spatial Discontinuity (2024)
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Carter, Charles, Judith M. Delaney & Kerry L. Papps (2024): The Effect of Wages on Job Vacancy Duration: Evidence from a Spatial Discontinuity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17273), Bonn, 30 S.
Abstract
"We exploit a spatial discontinuity in the wages paid by the United Kingdom's National Health Service to examine how wages affect the duration of time a vacancy is advertised. NHS workers in inner London are mandated by law to be paid an extra 4.3% more than those who work in outer London. We use a regression discontinuity design and estimate an elasticity of duration with respect to wages of -6.3. This number is larger than reported by previous studies and suggests that firms can fill worker shortages faster by raising wages. This also highlights the importance this margin of worker recruitment when analysing firm search and job match. Our results are robust to various checks including a placebo test using fictitious borders and are robust to changes in the bandwidth and the duration measure. The estimates are similar across all occupational groups in the NHS and are not limited to jobs that require specific skills such as nurses and therapists. Our results provide evidence for policy makers which suggests that increasing the wages paid to NHS workers may lead to increased cost savings by reducing the need to hire expensive agency staff and may also lead to better health outcomes of the population through reduced staff shortages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational reallocation and mismatch in the wake of the Covid-19 pandemic: Cross-country evidence from an online job site (2024)
Ciminelli, Gabriele ; Samek, Lea; Haramboure, Antton; Sinclair, Tara; Schwellnus, Cyrille ; Shrivastava, Allison;Zitatform
Ciminelli, Gabriele, Antton Haramboure, Lea Samek, Cyrille Schwellnus, Allison Shrivastava & Tara Sinclair (2024): Occupational reallocation and mismatch in the wake of the Covid-19 pandemic: Cross-country evidence from an online job site. (OECD productivity working papers 35), Paris, 29 S. DOI:10.1787/128b92aa-en
Abstract
"Employment has recovered strongly from the COVID-19 pandemic despite large structural changes in labor markets, such as the widespread adoption of digital business models and remote work. We analyse whether the pandemic has been associated with labor reallocation across occupations and triggered mismatches between occupational labor demand and supply using novel data on employers' job postings and jobseekers' clicks across 19 countries from the online job site Indeed. Findings indicate that, on average across countries, the pandemic triggered large and persistent reallocation of postings and clicks across occupations. Occupational mismatch initially increased but was back to pre-pandemic levels at the end of 2022 as employers and workers adjusted to structural changes. The adjustment was substantially slower in countries that resorted to short-time work schemes to preserve employment during the pandemic." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupation-Industry Mismatch in the Cross Section and the Aggregate (2024)
Darougheh, Saman;Zitatform
Darougheh, Saman (2024): Occupation-Industry Mismatch in the Cross Section and the Aggregate. In: Journal of Political Economy Macroeconomics, Jg. 2, H. 3, S. 375-408. DOI:10.1086/731536
Abstract
"I define occupations that are employed in more industries as “broader ” occupations. I study the implications of broadness for mismatch of the unemployed and vacancies across occupations and industries. I empirically find that workers in broader occupations are better insured against industry specific shocks. A recent literature has found that mismatch did not significantly contribute to the rise in unemployment during the Great Recession. I build a general equilibrium model that uses occupational broadness as a microfoundation of mismatch. The model uncovers a general equilibrium channel that realigns the strong crosssectional effects of mismatch with its missing aggregate impact. I argue that mismatch across occupations and industries cannot significantly contribute to aggregate unemployment fluctuations" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Application Flows (2024)
Zitatform
Davis, Steven J. & Brenda Samaniego de la Parra (2024): Application Flows. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16903), Bonn, 61 S.
Abstract
"We build and analyze a new U.S. database that links 125 million applications to job vacancies and employer-side clients on Dice.com, an online platform for jobs and workers in software design, computer systems, engineering, financial analysis, management consulting, and other occupations that require technical skills. We find, first, that posting durations are quite short, often only two or three days, with a median of seven days. Second, labor market tightness has tiny effects on posting durations. Third, job seekers display a striking propensity to target new postings, with almost half of applications flowing to openings posted in the past 48 hours. Fourth, applications per posting are much too uneven to reflect random search, even within narrow market segments and job categories. Moreover, posted offer wages play no role in explaining the deviations from a random-search benchmark. Fifth, intermediaries play a huge role on both sides of the platform: Recruitment and staffing firms account for two-thirds of all postings and attract most of the applications. We relate these and other findings to theories of labor market search." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
In search of a job—But which one? How unemployed people revise their occupational expectations (2024)
Zitatform
Demazière, Didier (2024): In search of a job—But which one? How unemployed people revise their occupational expectations. In: Social Policy and Administration, Jg. 58, H. 7, S. 1025-1041. DOI:10.1111/spol.13011
Abstract
"Conducting a job search implies the identification of a target—an intended job. However, this assumption has been little studied, and just two main conclusions have been drawn, namely: jobseekers have an incentive to adjust their targets to the jobs available, and returning to work tends to lead to occupational downgrading. This article explores how job search experiences shape and alter targets. Biographical interviews were conducted with 57 unemployed people registered with the French public employment service. Ultimately, all of them revise their occupational expectations as, faced with the uncertainties inherent to the job search and experiencing difficulties in reaching their priority targets, they try to adapt and define more realistic goals. Four contrasting processes of expectation revision are used to track these tensions between desirability and realism. In conclusion, we stress the following facts: that unemployed people are flexible and develop rationales in order to adapt to the labour market; that their experience of failure, alongside advice and beliefs arising in the course of the job search feed directly into these revisions, and that these revisions both vary in magnitude and reflect inequalities in the defining process of target jobs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
"New Plan", berufliche Weiterentwicklung und die Rolle von Informationen (2024)
Zitatform
Dohmen, Thomas, Eva Kleifgen, Steffen Künn & Gesine Stephan (2024): "New Plan", berufliche Weiterentwicklung und die Rolle von Informationen. (IAB-Forschungsbericht 01/2024), Nürnberg, 33 S. DOI:10.48720/IAB.FB.2401
Abstract
"In der sich wandelnden Arbeitswelt reicht es in der Regel nicht mehr aus, einmal im Leben einen Beruf zu erlernen. Oft ist im bisherigen Beruf eine Weiterentwicklung sinnvoll oder sogar erforderlich; eventuelle Berufswechsel erfordern dann häufig den Erwerb neuer Kenntnisse und Fähigkeiten. Um die Chancen und Herausforderungen einschätzen zu können, ist eine gute Informationsbasis erforderlich. Die Bundesagentur für Arbeit (BA) hat im Rahmen ihrer Berufsberatung im Erwerbsleben (BBiE) das Online-Tool New Plan entwickelt. Dieses soll Menschen dabei helfen im Beruf voranzukommen, die eigenen Stärken zu erkennen und neue Perspektiven zu finden. Das Tool besteht aus drei Bereichen: „Möglichkeiten testen“, „Inspirieren lassen“, „Weiterbildung suchen“. Der Bereich „Inspirieren“ stellt dabei auf Berufsebene umfassende Informationen für eine mögliche berufliche Umorientierung zur Verfügung. Dieser Forschungsbericht stellt Ergebnisse aus einer Online-Befragung von Beschäftigten und Personen, die Arbeitslosengeld bezogen, vor. Die Befragung hat unter anderem erhoben, ob Personen New Plan kannten und nutzten, an beruflicher Weiterentwicklung interessiert waren und sich gut über ihre Verdienst- und Beschäftigungsmöglichkeiten informiert fühlten. Der Bericht geht zudem der Frage nach, ob Personen diese Fragen anders beantworteten, wenn sie zuvor ein Informationsschreiben zu New Plan erhalten hatten. Zu der Befragung wurden im Juni 2022 Personen eingeladen, die im Januar 2022 zu einer der folgenden vier Gruppen gehörten: sozialversicherungspflichtig Vollzeitbeschäftigte (einschließlich Personen in Helfertätigkeiten), sozialversicherungspflichtig Vollzeitbeschäftigte in Helfertätigkeiten, Arbeitslosengeldempfänger*innen (einschließlich Personen ohne Berufsabschluss), Arbeitslosengeldempfänger*innen ohne Berufsabschluss. Insgesamt umfasst das hier ausgewertete Analysesample gut 4.400 Personen. Im Ergebnis zeigt sich, dass New Plan den Vollzeitbeschäftigten im Schnitt deutlich seltener bekannt war als den Personen, die zum damaligen Zeitpunkt bzw. davor Arbeitslosengeld bezogen hatten – ohne vorheriges Informationsschreiben betrugen die Anteile rund 2 bzw. 11 Prozent. Der Bekanntheitsgrad von New Plan stieg deutlich, wenn Personen zuvor ein Informationsschreiben erhalten hatten – bei den Vollzeitbeschäftigten und Arbeitslosengeldempfänger*innen nahm der Bekanntheitsgrad jeweils um 14 Prozentpunkte zu. Vollzeitbeschäftigte hatten New Plan ohne vorheriges Informationsschreiben mit 0,3 Prozent anteilig deutlich seltener angeschaut als Arbeitslosengeldempfänger*innen mit 8 Prozent. Hochgerechnet auf die aktuellen Grundgesamtheiten hätten demnach etwa 63.000 Vollzeitbeschäftigte und 61.000 Arbeitslosengeldempfänger*innen New Plan bereits einmal angeschaut. Auch hier zeigt sich, dass das vorher verschickte Informationsschreiben den Anteil der Befragten, der das Tool bereits angeschaut hatte, um etwa 10 Prozentpunkte erhöhen konnte. Die Befragung zeigt auch: Vollzeitbeschäftigte waren – mit knapp zwei Drittel – in etwas geringerem Ausmaß an beruflicher Weiterentwicklung interessiert als Arbeitslosengeldempfänger*innen. Deren Anteil lag hier bei knapp drei Vierteln – relativ unabhängig davon, ob die Befragten vorher ein Informationsschreiben erhalten hatten oder nicht. Die befragten Vollzeitbeschäftigten fühlten sich schließlich zu deutlich mehr als 50 Prozent (eher) gut über ihre Verdienst- und – in etwas höherem Umfang – über ihre Beschäftigungschancen informiert. Auch bei den Arbeitslosengeldempfänger*innen fühlten sich mehr als 50 Prozent (eher) gut informiert, bei wiederum nur geringen Unterschieden zwischen Personen mit oder ohne vorherigem Informationsschreiben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Search, unemployment, and the Beveridge curve: Experimental evidence (2024)
Zitatform
Duffy, John & Brian C. Jenkins (2024): Search, unemployment, and the Beveridge curve: Experimental evidence. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102518
Abstract
"We report on a laboratory experiment testing the predictions of the Diamond–Mortensen–Pissarides (DMP) search-and-matching model, which is a workhorse, decentralized model of unemployment and the labor market. We focus on the job vacancy posting problem that firms face in the DMP model. We explore the model’s comparative statics predictions concerning variations in the separation rate, the vacancy posting cost, and the firm’s surplus earned per employee. Across all treatments, we find strong evidence for an inverse relationship between vacancies and unemployment, consistent with the Beveridge curve. We also find that the results of our various comparative statics exercises are in-line with the predictions of the theory." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Effect of Wealth on Worker Productivity (2024)
Zitatform
Eeckhout, Jan & Alireza Sepahsalari (2024): The Effect of Wealth on Worker Productivity. In: The Review of Economic Studies, Jg. 91, H. 3, S. 1584-1633. DOI:10.1093/restud/rdad059
Abstract
"We propose a theory that analyzes how a workers’ asset holdings affect their job productivity. In a labor market with uninsurable risk, workers choose to direct their job search trading off productivity and wages against unemployment risk. Workers with low asset holdings have a precautionary job search motive, they direct their search to low productivity jobs because those offer a low risk at the cost of low productivity and a low wage. Our main theoretical contribution shows that the presence of consumption smoothing can reconcile the directed search model with negative duration-dependence on wages, a robust empirical regularity that the canonical directed search model cannot rationalize. We calibrate the infinite horizon economy and find this mechanism to be quantitatively important. We evaluate a tax financed unemployment insurance (UI) scheme and analyze how it affects welfare. Aggregate welfare is inverted U-shaped in benefits: the insurance effect UI dominates the incentive effects for low levels of benefits and vice versa for high benefits. In addition, when UI increases, total production falls in the economy while worker productivity increases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Directed Search, Wages, and Non-wage Amenities: Evidence from an Online Job Board (2024)
Zitatform
Escudero, Verónica, Hannah Liepmann & Damián Vergara (2024): Directed Search, Wages, and Non-wage Amenities: Evidence from an Online Job Board. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17211), Bonn, 38 S.
Abstract
"We leverage rich data from a prominent online job board in Uruguay to assess directed search patterns in job applications, focusing on posted wages and advertised non-wage amenities. We find robust evidence of directed search based on posted wages in the crosssection, with stark heterogeneity by occupation: the wage-application correlation is driven by vacancies attached to lower-skill occupations, with applications to vacancies attached to higher-skill occupations showing no responsiveness to posted wages. By applying text analysis to the job ads, we elicit advertised non-wage amenities and find evidence of directed search based on non-wage amenities. Applications to vacancies attached to lower-skill occupations are consistent with lexicographic application preferences: amenities predict applications to these vacancies only when wages are not posted. Finally, we exploit industry-by-occupation minimum wage variation to demonstrate that the observed occupational heterogeneity in directed search patterns is supported by quasi-experimental difference-in-differences estimates of the impact of wages on job applications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitslose im Grundsicherungsbezug: Väter nehmen ungünstige Arbeitszeiten und lange Arbeitswege eher in Kauf als Mütter (2024)
Zitatform
Frodermann, Corinna (2024): Arbeitslose im Grundsicherungsbezug: Väter nehmen ungünstige Arbeitszeiten und lange Arbeitswege eher in Kauf als Mütter. In: IAB-Forum H. 20.11.2024. DOI:10.48720/IAB.FOO.20241120.01
Abstract
"Daten des Panels „Arbeitsmarkt und soziale Sicherung“ (PASS) zeigen, dass Arbeitslose, die Leistungen der Grundsicherung beziehen, eine hohe Bereitschaft haben, eine neue Arbeitsstelle auch unter schlechteren Bedingungen anzunehmen. Bei dieser sogenannten Konzessionsbereitschaft gibt es allerdings große Unterschiede zwischen Männern und Frauen, vor allem unter Berücksichtigung des familiären Kontextes." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Social media and hiring: a survey experiment on discrimination based on online social class cues (2024)
Zitatform
Galos, Diana Roxana (2024): Social media and hiring: a survey experiment on discrimination based on online social class cues. In: European Sociological Review, Jg. 40, H. 1, S. 116-128. DOI:10.1093/esr/jcad012
Abstract
"Discrimination based on social class is challenging to study, and therefore likely to be underappreciated due to its subtle nature. Social class is often difficult to gauge from traditional resumes, yet, the expansion of social networking platforms provides employers with an additional source of information. Given that many individuals have a social media presence today, employers can increasingly rely on additional information gleaned from such online platforms (e.g., Twitter, Instagram), which may alter hiring decisions. To study the role of social networking platforms vis-à-vis potential discrimination based on social class cues, I leverage an original online survey experiment in the United States. The aim of the investigation is (i) to measure the effect of cultural markers of social class expressed on social media profiles in a hypothetical hiring situation and (ii) to analyse potential channels that might explain class-based discrimination. I show that subjects favour the upper-class-signalling candidate over the lower-class-signalling candidate and that perceived competence and perceived warmth are two channels through which class-based discrimination may occur. The individual’s online presence might not be part of the formal application process, yet it seems to shape inferences about individuals’ employability, competence, and warmth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Age-Related Differences in Job Search Behavior: Do Older Jobseekers Need a Larger Social Network? (2024)
Guillemyn, Inés; Horemans, Jeroen;Zitatform
Guillemyn, Inés & Jeroen Horemans (2024): Age-Related Differences in Job Search Behavior: Do Older Jobseekers Need a Larger Social Network? In: Work, Aging and Retirement, Jg. 10, H. 3, S. 213-224. DOI:10.1093/workar/waad003
Abstract
"Increasing the employment rate of individuals aged 55+ is a key challenge in many OECD countries. While labor market discrimination and policy measures have been put forward as possible explanations, the role of job search remains largely unexplored. Yet, it determines to a large extent the match between supply and demand on the labor market. In this paper, we examine age-related differences in job search behavior. As skills have often become outdated for older workers, but job mobility may enhance their employment, we analyze search behavior for the unemployed as well as the employed adopting multiple parameters: job search intensity, use of the public employment agency, and social networking. The results indicate that jobseekers of different age employ different search methods, and that this relationship should be analyzed within the employment context of the jobseeker." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do employers learn more from referrals than from other recruitment channels? (2024)
Zitatform
Gürtzgen, Nicole & Laura Pohlan (2024): Do employers learn more from referrals than from other recruitment channels? In: Labour Economics, Jg. 89, 2024-05-16. DOI:10.1016/j.labeco.2024.102574
Abstract
"We study whether referrals deliver better information about the productivity of new hires than other recruiting channels. Using combined vacancy-register data, we document that referrals are associated with less screening and lower search costs. We demonstrate that the referral wage premium is informative on referrals’ information advantage only if differences in screening are accounted for. Consistent with the predictions from a learning model, referrals increase new hires’ job stability and wages, with the effects diminishing over time. Results suggest that the referral information advantage is particularly pronounced for males and when employers use referrals as the only search channel." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
IAB-Monitor Arbeitskräftebedarf 2/2024: Rund 400.000 offene Stellen weniger als im Vorjahresquartal (Serie "Arbeitskräftesicherung") (2024)
Zitatform
Gürtzgen, Nicole, Alexander Kubis & Martin Popp (2024): IAB-Monitor Arbeitskräftebedarf 2/2024: Rund 400.000 offene Stellen weniger als im Vorjahresquartal (Serie "Arbeitskräftesicherung"). In: IAB-Forum H. 16.09.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240916.01
Abstract
"Das gesamtwirtschaftliche Stellenangebot ist gegenüber dem Vorjahresquartal weiterhin rückläufig. Im zweiten Quartal 2024 liegt die Zahl der offenen Stellen insgesamt 23 Prozent unter dem Niveau des Vorjahres. Gerade kleinere Betriebe halten sich derzeit am Arbeitsmarkt zurück und suchen weniger Personal." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Information Frictions and Skill Signaling in the Youth Labor Market (2024)
Zitatform
Heller, Sara B. & Judd B. Kessler (2024): Information Frictions and Skill Signaling in the Youth Labor Market. In: American Economic Journal. Economic Policy, Jg. 16, H. 4, S. 1-33. DOI:10.1257/pol.20220544
Abstract
"This paper provides evidence that information frictions limit the labor market trajectories of US youth. We provide credible skill signals— recommendation letters based on supervisor feedback—to a random subset of 43,409 participants in New York’s summer jobs program. Letters increase employment the following year by 3 percentage points (4.5 percent). Earnings effects grow over four years to a cumulative $1,349 (4.9 percent). We find little evidence of increased job search or confidence; instead, signals may help employers better identify successful matches with high-productivity workers. Pulling youth into the labor market can, however, hamper on-time graduation, especially among low-achieving students." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort (2024)
Zitatform
Holzner, Christian & Makoto Watanabe (2024): New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort. (CESifo working paper), München, 46 S.
Abstract
"The Public Employment Agency (PEA) helps unemployed to find work and mediates PEAregistered job vacancies to job seekers via vacancy referrals. Using the spatial and temporal variation resulting from the regional roll-out of the Hartz 3 reform we are able to show that Hartz 3, which changed the counseling process of unemployed, decreased the fraction of unemployed that received vacancy referrals, increased the job-finding probability of unemployed without vacancy referrals, left the job-finding probability of unemployed with vacancy referrals unaffected, and increased average wages of newly hired, previously unemployed. Since the existing literature is not able to explain this set of findings, we develop a simple theoretical directed search model, which does. It does so by considering the interaction between the private market and the intermediation provided by the PEA." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Skill vs. education types of labor mismatch and their association with earnings (2024)
Iakovlev, Vsevolod;Zitatform
Iakovlev, Vsevolod (2024): Skill vs. education types of labor mismatch and their association with earnings. (Accountancy, Economics, and Finance Working Papers / Heriot-Watt University, Department of Accountancy, Economics, and Finance 2024,12), Edinburgh, 82 S.
Abstract
"This work aims to determine whether the difference between skill and education-based measures of labor mismatch affects the estimates of the labor mismatch-earnings relationship as specified by Verdugo and Verdugo's (1989) version of over, required and undereducation (ORU) Mincer earnings function. The analysis employs crossectional data for 26 countries from the 1st Cycle of the OECD Survey of Adult Skills (PIAAC) conducted between 2011 and 2012. The preliminary results of the graphical analysis show that education and skill mismatch may exhibit opposite relationships with earnings at the country level. Specifically, over and under-education are found to be positively associated with median earnings, whereas over and under-skilling show a negative association. To investigate the source of the opposite correlations, an error components model is used. Additionally, the paper explores the heterogeneity in earnings and labor mismatch across a set of commonly used controls. The analysis produces mixed coefficient estimates for under and over-education but predominantly negative estimates for under and over-skilling at both individual and market levels. The market-level unobserved heterogeneity is found to be driving the coefficients away from zero. Although removing it often leads to a slight loss of magnitude, some exceptions exhibit a change of sign or loss of statistical significance. It is, thus, concluded that education and skill mismatch should be distinguished both conceptually and empirically and, if used as a proxy for each other, are unlikely to produce accurate results in the analysis of the Mincer earnings function." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeits- und Fachkräftemangel trotz Arbeitslosigkeit (2024)
Klaus, Anton; Beckmann, Ralf;Zitatform
Klaus, Anton & Ralf Beckmann (2024): Arbeits- und Fachkräftemangel trotz Arbeitslosigkeit. (Berichte: Arbeitsmarkt kompakt / Bundesagentur für Arbeit), Nürnberg, 19 S.
Abstract
"• Trotz konjunktureller Schwäche klagen viele Unternehmen über Fachkräftemangel. Die letzte Fachkräfteengpassanalyse der Statistik der Bundesagentur für Arbeit weist für das Jahr 2022 200 Engpassberufe aus. Da stellt sich die Frage: Wie ist das mit einer Zahl von 2,6 Millionen Arbeitslosen im Jahresdurchschnitt 2023 zu vereinbaren?
ÐA• Arbeitslosigkeit ist kein statischer Block. Am Arbeitsmarkt gibt es viel Bewegung. Von Januar bis Dezember 2023 haben sich in Deutschland mehr als 2,2 Millionen Menschen im Anschluss an eine Erwerbstätigkeit arbeitslos gemeldet. Im selben Zeitraum haben 1,7 Millionen Arbeitslose eine Beschäftigung aufgenommen.
ÐA• In der Arbeitslosenversicherung sind die Wechsel zwischen Beschäftigung und Arbeitslosigkeit deutlich dynamischer als in der Grundsicherung für Arbeitsuchende.
ÐA• In der Grundsicherung für Arbeitsuchende, in der zwei Drittel der Arbeitslosen betreut werden, ist deshalb die durchschnittliche Dauer der Arbeitslosigkeit länger und der Anteil an Langzeit-arbeitslosen mit 47 Prozent sehr viel höher.
ÐA• Dies lässt sich unter anderem auf häufig auftretende multiple Vermittlungshemmnisse zurückführen. Knapp die Hälfte der Arbeitslosen im SGB II hat mindestens zwei vermittlungs-hemmende Merkmale wie zum Beispiel keine formale Berufsausbildung und langzeitarbeitslos.
ÐA• Der Arbeitsmarktausgleich wird darüber hinaus durch einen erheblichen Mismatch erschwert. Dieser lässt sich statistisch vor allem aus qualifikatorischer, beruflicher oder auch regionaler Sicht beschreiben.
ÐA• Über die Hälfte der Arbeitslosen sucht eine Beschäftigung auf Helferniveau. Jedoch richten sich fast 80 Prozent der gemeldeten Stellen an Fachleute.
ÐA• Während auf Ebene der Helfer rein rechnerisch rund 9 Arbeitslose auf eine Stelle kommen, liegt die Relation bei qualifiziertem Fachpersonal bei knapp 2:1.
ÐA• Engpässe sind vor allemin Pflege-, Gesundheits- und Sozialberufen, in Bau- und Handwerks-berufen oder auch in IT-Berufen auszumachen. Dagegen gibt es zum Beispiel in Büroberufen, in der Lagerlogistik oder auch in künstlerisch-kreativen Berufen vergleichsweise viele Arbeitslose auf wenige gemeldete Stellen.
ÐA• Regional fallen vor allem Unterschiede zwischen den Flächenländern und den Stadtstaaten auf. Während es in Bayern rechnerisch gesehen weniger arbeitslose Fachkräfte als gemeldete Stellen gibt, treffen in Hamburg oder Berlin im Schnitt gut 3 bis 5 arbeitslose Fachkräfte auf eine gemeldete Stelle.
ÐA• Als Potenzial für die Besetzung offener Stellen kommen nicht nur Arbeitslose in Frage, sondern auch beispielsweise nichtarbeitslose Arbeitsuchende, (junge) Menschen, die in Kürze einen beruflichen Abschluss erwerben, Personen aus der Stillen Reserve oder auch zugewanderte Menschen." (Autorenreferat, IAB-Doku) -
Literaturhinweis
Social capital, job search and labor market outcomes (2024)
Zitatform
Krug, Gerhard (2024): Social capital, job search and labor market outcomes. In: S. McDonald, R. Côté & J. Shen (Hrsg.) (2024): The Handbook on Inequality and Social Capital, 2023-02-01. DOI:10.4337/9781802202373.00034
Abstract
"This chapter gives an overview of the role of social capital in job search. Based on the conceptual distinction between accessed, activated and mobilized social capital, the author first posits a theoretical model of how social capital relates to individuals’ job search behavior and shapes labor market outcomes. This model is used to specify the contributions of a variety of empirical studies from disciplines such as sociology, labor market economics and social psychology to the social capital literature. The author also reviews empirical studies on employers’ use of social capital and social networks and studies on the role of personal contacts as intermediaries between job seekers and employers seeking to fill a vacancy. The chapter concludes with a discussion of frequently encountered methodological problems in research on social capital and job search and of possible directions for future research." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs (2024)
Zitatform
Maibom, Jonas, Nikolaj Harmon, Anita Glenny & Jonas Fluchtmann (2024): Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs. In: Journal of labor economics, Jg. 42, H. 4, S. 1175-1217. DOI:10.1086/725165
Abstract
"Using data on applied-for jobs for the universe of Danish UI recipients, we examine variation in job search behavior both across individuals and over time during unemployment spells. We find large differences in the level of applied-for wages across individuals but over time all individuals adjust wages downward in the same way. The decline in applied-for wages over time is descriptively small but economically important in standard models of job search. We find similar results when examining variation in the non-wage characteristics of applied-for jobs and in the search methods used to find them. We discuss implications for theory." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Recruiting mid-qualified workers in product-innovating firms: Which personality traits matter? (2024)
Zitatform
Minssen, Luisa, Mark Levels, Harald Pfeifer & Caroline Wehner (2024): Recruiting mid-qualified workers in product-innovating firms: Which personality traits matter? In: Journal of Behavioral and Experimental Economics, Jg. 112. DOI:10.1016/j.socec.2024.102267
Abstract
"Change in the work context is an important characteristic of product-innovating firms, and the innovation's profitability often depends on the workers’ adaptive capability to cope with change. Personality traits shape the individual adaptive capability. Nevertheless, the current economic recruitment literature does not discuss personality trait-oriented recruitment in product-innovating firms. We investigate whether recruiters in product-innovating firms prefer mid-qualified job applicants with certain Big Five personality traits. We conduct a discrete choice experiment among 799 firms in Germany and use mixed logit models to estimate the heterogeneous personality preferences of recruiters by distinguishing between firms performing i) radical and ii) incremental product innovations. We find that recruiters prefer more emotionally stable workers regardless of the firm's innovation type. However, recruiters from firms engaging in radical innovations also prefer more conscientious applicants. Our findings have practical implications for firms, applicants and policy makers designing training curricula, because we show that recruiters from product-innovating firms consider personality trait-oriented recruitment not only for high-qualified workers but also for mid-qualified workers." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data (2024)
Zitatform
Mueller, Andreas I., Damian Osterwalder, Josef Zweimüller & Andreas Kettemann (2024): Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data. In: The Review of Economic Studies, Jg. 91, H. 3, S. 1807-1841. DOI:10.1093/restud/rdad051
Abstract
"This article explores the relationship between the duration of a vacancy and the starting wage of a new job, using linked data on vacancies, the posting establishments, and the workers eventually filling the vacancies. The unique combination of large-scale, administrative worker, establishment, and vacancy data is critical for separating establishment- and job-level determinants of vacancy duration from worker-level heterogeneity. Conditional on observables, we find that vacancy duration is negatively correlated with the starting wage and its establishment component, with precisely estimated elasticities of −0.07 and −0.21, respectively. While the negative relationship is qualitatively consistent with search-theoretic models where firms use the wage as a recruiting device, these elasticities are small, suggesting that firms’ wage policies can account only for a small fraction of the variation in vacancy filling across establishments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Predicting Job Match Quality: A Machine Learning Approach (2024)
Zitatform
Mühlbauer, Sabrina & Enzo Weber (2024): Predicting Job Match Quality: A Machine Learning Approach. (IAB-Discussion Paper 09/2024), Nürnberg, 25 S. DOI:10.48720/IAB.DP.2409
Abstract
"Dieses Papier beschäftigt sich mit einer groß angelegten Datenanalyse um die Matching‑Qualität auf dem Arbeitsmarkt zu untersuchen. Hierfür verwenden wir einen sehr umfangreichen administrativen Datensatz zu Arbeitsmarktbiographien in Deutschland. Die Schätzungen werden sowohl mit maschinellem Lernen (extreme gradient boosting), als auch mit traditionellen statistischen Methoden (OLS, logit) durchgeführt. Bei der Gegenüberstellung beider Methoden wird deutlich, dass maschinelles Lernen insbesondere in den Bereichen Mustererkennung, Analyse von sehr großen Datensätzen und Minimierung der Fehlerrate deutliche Vorteile gegenüber den herkömmlichen Methoden aufweist. Schließlich werden die Prognosen für Matching‑Qualität (Stabilität und Löhne) mit Matching‑Wahrscheinlichkeiten kombiniert. Anhand dieser Ergebnisse wird für jede arbeitssuchende Person eine Liste mit Berufsvorschlägen generiert. Damit können Arbeitsvermittlern und Arbeitssuchenden Alternativen aufgezeigt werden, wodurch sich ihr Suchverhalten auf dem Arbeitsmarkt erweitern könnte." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Skill mismatch and the costs of job displacement (2024)
Zitatform
Neffke, Frank, Ljubica Nedelkoska & Simon Wiederhold (2024): Skill mismatch and the costs of job displacement. In: Research Policy, Jg. 53. DOI:10.1016/j.respol.2023.104933
Abstract
"Establishment closures have lasting negative consequences for the workers displaced from their jobs. We study how these consequences vary with the amount of skill mismatch that workers experience after job displacement. Developing new measures of occupational skill redundancy and skill shortage, we analyze the work histories of individuals in Germany between 1975 and 2010. We estimate difference-in-differences models, using a sample of displaced workers who are matched to statistically similar non-displaced workers. We find that displacements increase the probability of occupation change eleven-fold. Moreover, the magnitude of post-displacement earnings losses strongly depends on the type of skill mismatch that workers experience in such job switches. Whereas skill shortages are associated with relatively quick returns to the earnings trajectories that displaced workers would have experienced absent displacement, skill redundancy sets displaced workers on paths with permanently lower earnings. We show that these differences can be attributed to differences in mismatch after displacement, and not to intrinsic differences between workers making different post-displacement career choices." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
Immigration and Worker-Firm Matching (2024)
Zitatform
Orefice, Gianluca & Giovanni Peri (2024): Immigration and Worker-Firm Matching. In: The Review of Economics and Statistics, S. 1-45. DOI:10.1162/rest_a_01476
Abstract
"Positive assortative matching increases both the wages of more productive workers and wage dispersion. We study the effect of immigration on positive assortative matching using French employer-employee data from 1995 to 2005. We find that increases in the share of immigrants, driven by historical networks across local labor markets, generated stronger positive assortative matching between workers and firms. We present evidence suggesting that this effect was associated to higher wages for more productive workers and that the findings are consistent with increased workers' screening by firms." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Nonparametric Estimation of Matching Efficiency and Mismatch in Labor Markets via Public Employment Security Offices in Japan, 1972-2024 (2024)
Otani, Suguru;Zitatform
Otani, Suguru (2024): Nonparametric Estimation of Matching Efficiency and Mismatch in Labor Markets via Public Employment Security Offices in Japan, 1972-2024. (arXiv papers 2407.20931), 29 S.
Abstract
"I examine changes in matching efficiency and elasticities in Japan's labor market via Hello Work for unemployed workers from January 1972 to April 2024 using a nonparametric identification approach by y Lange and Papageorgiou (2020). I find a declining trend in matching efficiency, consistent with decreasing job and worker finding rates. The implied match elasticity with respect to unemployment is 0.5-0.9, whereas the implied match elasticity with respect to vacancies varies between -0.4 and 0.4. Decomposing aggregate data into full-time and part-time ones, I find that the sharp decline of matching efficiency after 2015 shown in the aggregate trend is driven by the decline of both full-time and part-time ones. Second, I extend the mismatch index proposed by Sahin et al (2014) to the nonparametric version and develop the computational methodology. I find that the mismatch across occupations is more severe than across prefectures and the original Cobb-Douglas mismatch index is underestimated." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Destabilizing search technology (2024)
Potter, Tristan;Zitatform
Potter, Tristan (2024): Destabilizing search technology. In: Journal of monetary economics, Jg. 145. DOI:10.1016/j.jmoneco.2024.103557
Abstract
"Modern job search technologies enable job seekers to monitor the arrival of newly posted vacancies. This paper conceptualizes search as a monitoring decision and shows that monitoring technologies give rise to a novel source of strategic complementarities in search and can thus lead to potentially destabilizing multiplicity of equilibria. The model provides a theory of belief-driven fluctuations in labor supply that can permanently shift the path of the economy, and offers an explanation for persistently weak wage growth despite low unemployment during the recovery from the Great Recession." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes (2024)
Zitatform
Stephan, Gesine, Clemens Hetschko, Julia Schmidtke, Michael Eid & Mario Lawes (2024): Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17347), Bonn, 29 S.
Abstract
"We ran a field experiment to causally identify the effects of intense survey participation on key labor market outcomes. We randomly excluded individuals willing to sign up for the German Job Search Panel, a high-frequency survey with a focus on job search and wellbeing. Using administrative data on labor market outcomes (e.g., employment, earnings), we find that, on average, survey participation had no effect on labor market outcomes during the year after signing up. Furthermore, there is no strong heterogeneity across subgroups. Overall, this is good news for the validity of survey-based research involving labor market outcomes. We also demonstrate that a comparison of individuals signing up for the survey with individuals not responding to the invitation could have been misleading. Even when controlling for a wide range of observable characteristics, survey participation and the subsequent take up of training programs correlate significantly. This speaks to the importance of experimental research designs in our context." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process (2024)
Zitatform
Tholen, Gerbrand (2024): Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process. In: Work, Employment and Society, Jg. 38, H. 3, S. 705-722. DOI:10.1177/09500170231155294
Abstract
"Organisational fit represents a crucial criterion in the hiring process. This article aims to understand how employers and external recruitment consultants define and apply organisational fit in professional labour markets, such as engineering, marketing and finance. It also investigates how the use of organisational fit in hiring can lead to social bias within these labour markets. It relies on semi-structured interviews with 47 external recruitment consultants who assist employers in these sectors. The article draws on Relational Inequality Theory to demonstrate how hiring managers and consultants use organisational fit to create and justify boundaries between acceptable and unacceptable candidates. Claim-making supports the rationalisation and legitimisation in the exclusion of groups of candidates. The article critically informs human resource management, business and psychology literature that perceive organisational fit as a largely benign criterion for recruitment. It also extends sociological and critical management literature by delineating three main exclusionary mechanisms in matching candidates for organisational fit." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitslose im Fokus: Wege zur Fachkräftesicherung (2024)
Tiedemann, Jurek; Werner, Dirk;Zitatform
Tiedemann, Jurek & Dirk Werner (2024): Arbeitslose im Fokus: Wege zur Fachkräftesicherung. (KOFA kompakt / Kompetenzzentrum Fachkräftesicherung 2024,01), Köln, 5 S.
Abstract
"Nicht für alle Arbeitslosen gibt es zum Zeitpunkt ihrer Arbeitssuche eine offene Stelle in ihrem angestrebten oder erlernten Beruf. Der vorliegende KOFA Kompakt beleuchtet die Entwicklung dieses Arbeitslosenüberhangs." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job search intensity and wage rigidity in business cycles (2024)
Uemura, Yuki;Zitatform
Uemura, Yuki (2024): Job search intensity and wage rigidity in business cycles. In: Journal of macroeconomics, Jg. 82. DOI:10.1016/j.jmacro.2024.103624
Abstract
"Search intensity, as well as the aggregate economic condition, is a crucial factor that determines unemployed workers’ success in job searches. Their search intensity is predicted to be procyclical in standard search and matching models. However, many empirical studies show that search intensity is countercyclical. This study examines the job search behavior of unemployed workers over business cycles using a search and matching model that incorporates wage rigidity and a generalized matching function. Unlike previous studies, the proposed model can generate both procyclical and countercyclical search intensities by introducing wage rigidity. This study calibrates the model to the U.S. economy and provides various impulse response analyses. The numerical exercises show that the model successfully and simultaneously reproduces countercyclical search efforts and sizable labor market fluctuations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Hiring intentions at the intersection of gender, parenthood, and social status. A factorial survey experiment in the UK labour market (2024)
Zitatform
Zamberlan, Anna, Filippo Gioachin & Paolo Barbieri (2024): Hiring intentions at the intersection of gender, parenthood, and social status. A factorial survey experiment in the UK labour market. In: European Sociological Review. DOI:10.1093/esr/jcae043
Abstract
"Extant literature points to the gender, parenthood, and social status of job applicants as crucial factors influencing employers’ hiring preferences and behaviors. However, little is known about whether and to what extent the intersection of these attributes leads to specific forms of hiring discrimination. This study aims to fill this research gap by examining whether labor market (dis)advantages related to gender, parenthood, and social status occur in an additive or interactive relationship. We conducted a factorial survey experiment in which more than 2,500 UK-based individuals with recruiting experience rated the profiles of fictitious candidates for various job vacancies. We found significant and substantial discrimination against mothers, indicating the existence of a cumulative disadvantage between being a woman and having children, while high-status candidates were more favourably positioned, albeit with noteworthy differences depending on how social status was signalled. Most interestingly, the motherhood penalty was significantly reduced (up to almost half) for high-status candidates, suggesting a compensatory effect of signalling a high status. This novel evidence in the British context highlights the importance of examining the intersection of different dimensions of discrimination and inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Minimum Wage and Skills - Evidence from Job Vacancy Data (2023)
Andrieu, Elodie; Kuczera, Malgorzata;Zitatform
Andrieu, Elodie & Malgorzata Kuczera (2023): Minimum Wage and Skills - Evidence from Job Vacancy Data. (TPI working papers / The Productivity Institute 034), Manchester, 62 S.
Abstract
"Low-wage occupations tend to be populated by workers with low levels of education. An increase in the minimum wage, while designed to protect workers in the lower part of the wage distribution, might result in unintended consequences for those same workers. In this paper, we study firms’ reaction to higher minimum wages, exploiting a change to the minimum-wage policy in the UK in 2016. We document how an increase in the minimum wage affects the labour hiring for different education and technical skill levels of workers. The results show that an increase in the minimum wage compressed both the demand for low educated workers and the demand for workers with low levels of technical skills (tech workers) for graduates in low and middle skilled occupations. Using a difference-in-differences framework, we find that a large and unexpected change to the minimum wage led to a 11 percentage point decrease in the proportion of non-graduate vacancies and a 15 percentage point decline in the share of low-tech ads. There is evidence for labour-labour substitution at the low-end of the skill distribution and labour-technology substitution for more educated workers as a way to compensate for labour costs increases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
But which skills? Natural Language Processing tools and the identification of high-demand skills in online Job advertisements (2023)
Anelli, Gianni;Zitatform
Anelli, Gianni (2023): But which skills? Natural Language Processing tools and the identification of high-demand skills in online Job advertisements. In: Work Organisation, Labour and Globalisation, Jg. 17, H. 2, S. 91-104.
Abstract
"Skills assessment is essential for today’s labor market.There are many factors hat change the requirements for the workplace. More than ever, it is important to monitor which skills are in high demand so that workers stay employed and ompanies do not lose productivity. This research discusses the relevance of data from online job portals for this task. It then uses a skill extractor in online ob advertisements from Chile to identify and extract the skills employers place n their online job advertisements through skills dictionaries. The study shows modest results when using the European Skills, Competences and Occupations 28ESCO) dictionary but an enhanced and much-improved result when adding an inductively constructed dictionary of the national labor market. Using this method would allow a new input of information to be incorporated into labor arket information systems that would enable better decisions to be made by he various actors in the labor market." (Author's a bstract, IAB-Doku, © Pluto Journals Ltd.) ((en))
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Literaturhinweis
Educational mismatches of newly hired workers: Short- and medium-term effects on wages (2023)
Zitatform
Araújo, Isabel & Anabela Carneiro (2023): Educational mismatches of newly hired workers: Short- and medium-term effects on wages. In: International Labour Review, Jg. 162, H. 3, S. 355-383. DOI:10.1111/ilr.12374
Abstract
"This paper examines the short- and medium-term effects of over- and undereducation on individual wages using a matched employer-employee dataset from 1998 to 2012 and a novel measure of educational mismatch based on the flows of newly hired workers. The findings reveal that the wage differential between adequately matched and mismatched workers decreases substantially once the unobserved heterogeneity of the worker and the firm is considered. Workers' unobserved characteristics explain a large proportion of both the overeducated wage penalty and the undereducated wage premium. Additionally, variations in firms' pay policies contribute to the wage gap among mismatched workers. Finally, findings show that job mismatches have the greatest impact on early-career individuals' wages." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Gender-age differences in hiring rates and prospective wages: Evidence from job referrals to unemployed workers (2023)
Zitatform
Bamieh, Omar & Lennart Ziegler (2023): Gender-age differences in hiring rates and prospective wages. Evidence from job referrals to unemployed workers. In: Labour Economics, Jg. 83. DOI:10.1016/j.labeco.2023.102395
Abstract
"This paper uses matched worker-vacancy data to study gender differences in hiring outcomes of jobseekers in Austria. When registered at the public employment office, jobseekers are assigned caseworkers who refer them to suitable vacancies. Our findings show that female and male jobseekers are equally likely to get hired via such a referral, but it takes women longer to get a job offer. Most of the observed gender differences stem from younger jobseekers (below age 35) and are explained by rejections of employers. Young women are also less often hired for better-paying jobs. We argue that these differences are consistent with hiring discrimination against women in their fertile age. Our analysis shows that young female jobseekers are much more likely to go on parental leave in the future, while men almost never take extended parental leave. Consistent with this hypothesis, we find that hiring differences are larger for jobs associated with higher replacement costs and smaller in tight labor markets." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
The Shifting Reasons for Beveridge-Curve Shifts (2023)
Zitatform
Barlevy, Gadi, Bart Hobijn, Jason Faberman & Ayşegül Şahin (2023): The Shifting Reasons for Beveridge-Curve Shifts. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16517), Bonn, 29 S.
Abstract
"We discuss how the relative importance of factors that contribute to movements of the U.S. Beveridge curve has changed from 1960 to 2023. We review these factors in the context of a simple flow analogy used to capture the main insights of search and matching theories of the labor market. Changes in inflow rates, related to demographics, accounted for Beveridge curve shifts between 1960 and 2000. A reduction in matching efficiency, that depressed unemployment outflows, shifted the curve outwards in the wake of the Great Recession. In contrast, the most recent shifts in the Beveridge curve appear driven by changes in the eagerness of workers to switch jobs. We argue that, while the Beveridge curve is a useful tool for relating unemployment and vacancies to inflation, the link between these labor market indicators and inflation depends on whether and why the Beveridge curve shifted. Therefore, a careful examination of the factors underlying movements in the Beveridge curve is essential for drawing policy conclusions from the joint behavior of unemployment and job openings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vacancy duration and wages (2023)
Zitatform
Bassier, Ihsaan, Alan Manning & Barbara Petrongolo (2023): Vacancy duration and wages. (CEP discussion paper / Centre for Economic Performance 1943), London, 45 S.
Abstract
"We estimate the elasticity of vacancy duration with respect to posted wages, using data from the near-universe of online job adverts in the United Kingdom. Our research design identifies duration elasticities by leveraging firm-level wage policies that are plausibly exogenous to hiring difficulties on specific job vacancies, and control for job and market-level fixed-effects. Wage policies are defined based on external information on pay settlements, or on sharp, internally-defined, firm-level changes. In our preferred specifications, we estimate duration elasticities in the range −3 to −5, which are substantially larger than the few existing estimates." (Résumé d'auteur, IAB-Doku) ((en))
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Literaturhinweis
Competing for Jobs: How COVID-19 Changes Search Behavior in the Labor Market (2023)
Zitatform
Bauer, Anja, Kristin Keveloh, Mariano Mamertino & Enzo Weber (2023): Competing for Jobs: How COVID-19 Changes Search Behavior in the Labor Market. In: German Economic Review, Jg. 24, H. 4, S. 323-347., 2023-11-13. DOI:10.1515/ger-2021-0010
Abstract
"We provide insights on how job search changed in the Covid-19-crisis by analyzing data from the LinkedIn professional network for Germany. We find that competition among workers for jobs strongly increased – which is due to additional job seekers rather than higher search intensity. Furthermore, the LinkedIn data show that people from industries particularly affected by the crisis applied much more frequently and there had been a substantial shift in the target industries for applications. Finally, we find that at the onset of the Covid-19-crises applications were made significantly more often below and significantly less often above a person’s level of seniority." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
What Makes Hiring Difficult? Evidence from Linked Survey-Administrative Data (2023)
Zitatform
Bertheau, Antoine, Birthe Larsen & Zeyu Zhao (2023): What Makes Hiring Difficult? Evidence from Linked Survey-Administrative Data. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16268), Bonn, 56 S.
Abstract
"We design a survey that asks firms about the obstacles that discourage them from hiring despite having potential needs. Using Danish administrative data and subjective beliefs elicited from our survey, we show how hiring obstacles vary across firms. Over two-thirds of employers agree that skill shortages are a hiring obstacle. One-third of employers consider labor costs, the time to find candidates, and the time to train new recruits as hiring obstacles. High-wage firms are less discouraged by labor costs, while younger or smaller firms are more discouraged by search and training time. Around thirty percent of employers prefer to hire the already employed over the unemployed because they believe that unemployed workers have lower abilities due to negative selection or skill depreciation during unemployment. Firms with such preferences are more likely to report hiring obstacles." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Demand on a Tight Leash (2023)
Zitatform
Bossler, Mario & Martin Popp (2023): Labor Demand on a Tight Leash. (IAB-Discussion Paper 02/2023), Nürnberg, 90 S. DOI:10.48720/IAB.DP.2302
Abstract
"In diesem Aufsatz stellen wir ein Arbeitsnachfrage-Modell auf, das Einstellungskosten berücksichtigt, die aufgrund eines angespannten Arbeitsmarktes bei der Besetzung offener Stellen anfallen. Darauf aufbauend schätzen wir den Effekt der Arbeitsmarktanspannung auf die betriebliche Arbeitsnachfrage, indem wir neuartige Bartik-Instrumente sowie administrative Beschäftigungsdaten für Deutschland heranziehen. Im Einklang mit der Theorie deuten die IV-Ergebnisse darauf hin, dass ein zehnprozentiger Anstieg der Arbeitsmarktanspannung die betriebliche Beschäftigung um rund 0,5 Prozent reduziert. Außerdem zeigt sich, dass die betriebliche Lohnelastizität der Arbeitsnachfrage durch Einbeziehung von Suchexternalitäten auf der aggregierten Ebene von -0,7 auf -0,5 sinkt. In Bezug auf die Einführung des gesetzlichen Mindestlohns im Jahr 2015 implizieren die Elastizitäten nur geringfügig negative Beschäftigungseffekte, was die Ergebnisse empirischer Ex-Post-Evaluationen widerspiegelt. Darüber hinaus führte die Verdoppelung der Arbeitsmarktanspannung in Deutschland zwischen 2012 und 2019 zu einer Verringerung des Beschäftigungswachstums um rund 1,1 Millionen Arbeitsplätze." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Demand for Personality Traits, Tasks, and Sorting (2023)
Zitatform
Brencic, Vera & Andrew McGee (2023): Demand for Personality Traits, Tasks, and Sorting. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16576), Bonn, 69 S.
Abstract
"In job ads, employers express demand for personality traits when seeking workers to perform tasks that can be completed with different behaviors (e.g., communication, problem-solving) but not when seeking workers to perform tasks involving narrowly prescribed sets of behaviors such as routine and mathematics tasks. For many tasks, employers appear to demand narrower personality traits than those measured at the Big Five factor level. The job ads also exhibit substantial heterogeneity within occupations in the tasks mentioned. Workers may thus sort based on personality-derived comparative advantages in tasks into jobs rather than occupations. In the National Longitudinal Survey of Youth 1997, we confirm that personality sorting based on tasks occurs at both the occupation and job levels. In this sample, however, there is little evidence of task-specific wage returns to personality traits, which would influence the supply of traits to jobs with particular tasks. This may explain why personality sorting based on tasks in the sample is very limited in spite of the correlations between tasks and employers' demands for traits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Heterogeneity in firms’ recruitment practices: New evidence from representative employer data (2023)
Zitatform
Brändle, Tobias, Philipp Grunau, Michael Haylock & Patrick Kampkötter (2023): Heterogeneity in firms’ recruitment practices: New evidence from representative employer data. In: German Journal of Human Resource Management, Jg. 37, H. 2, S. 107-136., 2022-07-21. DOI:10.1177/23970022221118346
Abstract
"The hiring and recruitment process is one of the main challenges to the success of companies and a significant driver of total labor costs. We use representative employer data for German private-sector establishments with at least 50 employees to explore recent developments in employer search, selection, and screening activities over the years of 2012–2018. We document changes in hiring policies over time and address heterogeneity across establishments related to size, ownership, and industry sector. Our results show that although establishment characteristics are correlated with different facets of hiring behavior, there is no homogeneous pattern for employer search and selection instruments. We highlight differences of hiring practices targeted at managerial versus non-managerial new hires. Finally, we outline potential mechanisms and research gaps for future work and discuss managerial implications." (Author's abstract, IAB-Doku, © SAGE) ((en))
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Literaturhinweis
Entrepreneurship, the initial labor force, and the location of new firms (2023)
Zitatform
Carias, Cristina, Steven Klepper & Rui Baptista (2023): Entrepreneurship, the initial labor force, and the location of new firms. In: Small business economics, Jg. 60, H. 3, S. 865-890. DOI:10.1007/s11187-022-00618-5
Abstract
"We propose that new firm founders locate their firms close to their home region in order to hire workers they know about through their prior employment, since it is easier to find high productivity employees among talent pools for which you have significant personal experience. We test our proposition using a matched employer–employee dataset for Portugal. Consistent with our predictions, new firms in the same industry as their founder's prior employer (i.e., spinoffs) are more likely to locate in their founder's home region, to hire workers from the founder's prior employer and other firms in the same region and industry, to employ them longer, and to perform better than other new firms. Results suggest that the agglomeration of high performing spinoffs next to their parent firms should facilitate the emergence of successful industrial clusters." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Matching Through Search Channels (2023)
Zitatform
Carillo-Tudela, Carlos, Leo Kaas & Benjamin Lochner (2023): Matching Through Search Channels. (IAB-Discussion Paper 10/2023), Nürnberg, 85 S. DOI:10.48720/IAB.DP.2310
Abstract
"Firmen und Arbeitnehmer/-innen finden überwiegend über Stellenanzeigen, persönliche Kontaktnetzwerke oder die Bundesagentur für Arbeit zueinander. All diese Suchkanäle tragen dazu bei, Friktionen am Arbeitsmarkt zu verringern. In diesem Papier untersuchen wir, inwieweit diese Suchkanäle unterschiedliche Auswirkungen auf den Arbeitsmarkt haben. Anhand einer neuen Datenverknüpfung aus administrativer Daten und Umfragedaten zeigen wir: (i) Niedriglohnfirmen und Niedriglohnbeziehende finden vermehrt über Netzwerke oder die Bundesagentur für Arbeit zueinander, währendessen Hochlohnfirmen und Hochlohnbeziehende häufiger über Stellenanzeigen zusammenkommen. (ii) Dabei nutzen Firmen Stellenanzeigen vor allem bei der Abwerbung und Gewinnung von Hochlohnbeziehenden. Im Vergleich zu anderen Suchkanälen, werden Stellenanzeigen auch vermehrt von Beschäftigten beim Aufstieg auf der Karriereleiter genutzt. Um die Auswirkungen dieser Beobachtungen auf die aggregierte Beschäftigung, die Löhne und die Arbeitsmarktsortierung zu bewerten, schätzen wir strukturell ein Gleichgewichtsmodell, das sich durch Karriereleitern, zweiseitige Heterogenität, mehrere Suchkanäle und endogene Einstellungsintensität auszeichnet. Die Schätzung zeigt, dass Netzwerke der kosteneffizienteste Kanal sind, der es Firmen ermöglicht, schnell einzustellen, aber auch Arbeitskräfte mit geringeren durchschnittlichen Fähigkeiten anzuziehen. Stellenanzeigen sind der kostspieligste Kanal, erleichtern die Einstellung von Arbeitnehmern/-innen mit höheren Fähigkeiten und sind für die Sortierung zwischen Beschäftigten und Firmen am wichtigsten. In kontrafaktischen Berechnungen zeigt sich, dass obwohl die Bundesagentur für Arbeit die geringste Einstellungswahrscheinlichkeit bietet, ihre hypothetische Abschaffung beträchtliche Folgen hätte. Die Gesamtbeschäftigung würde um mindestens 1,4 Prozent sinken und die Lohnungleichheit steigen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Matching through Search Channels (2023)
Zitatform
Carrillo-Tudela, Carlos, Leo Kaas & Benjamin Lochner (2023): Matching through Search Channels. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16583), Bonn, 37 S.
Abstract
"Firms and workers predominately match via job postings, networks of personal contacts or the public employment agency, all of which help to ameliorate labor market frictions. In this paper we investigate the extent to which these search channels have differential effects on labor market outcomes. Using novel linked survey-administrative data we document that (i) low-wage firms and low-wage workers are more likely to match via networks or the public agency, while high-wage firms and high-wage workers succeed more often via job postings; (ii) job postings help firms the most in poaching and attracting high-wage workers and help workers the most in climbing the job ladder. To evaluate the implications of these findings for employment, wages and labor market sorting, we structurally estimate an equilibrium job ladder model featuring two-sided heterogeneity, multiple search channels and endogenous recruitment effort. The estimation reveals that networks are the most cost-effective channel, allowing firms to hire quickly, yet attracting workers of lower average ability. Job postings are the most costly channel, facilitate hiring workers of higher ability, and matter most for worker-firm sorting. Although the public employment agency provides the lowest hiring probability, its removal has sizeable consequences, with aggregate employment declining by at least 1.4 percent and rising bottom wage inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Recruitment Policies, Job-Filling Rates and Matching Efficiency (2023)
Zitatform
Carrillo-Tudela, Carlos, Hermann Gartner & Leo Kaas (2023): Recruitment Policies, Job-Filling Rates and Matching Efficiency. In: Journal of the European Economic Association, Jg. 21, H. 6, S. 2413-2459., 2023-01-09. DOI:10.1093/jeea/jvad034
Abstract
"Recruitment intensity is important for the matching process in the labor market. Using unique linked survey-administrative data, we investigate the relationships between hiring and recruitment policies at the establishment level. Faster hiring goes along with higher search effort, lower hiring standards and more generous wages. We develop a directed search model that links these patterns to the employment adjustments of heterogenous firms. The model provides a novel structural decomposition of the matching function that we use to evaluate the relative importance of these recruitment policies at the aggregate level. The calibrated model shows that hiring standards play an important role in explaining differences in matching efficiency across labor markets defined as region/skill cross products and for the impact of labor market policy, whereas search effort and wage policies play only a minor role." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Public-sector employment, wages and education decisions (2023)
Zitatform
Chassamboulli, Andri & Pedro Gomes (2023): Public-sector employment, wages and education decisions. In: Labour Economics, Jg. 82. DOI:10.1016/j.labeco.2023.102345
Abstract
"We set up a search and matching model with a private and a public sector to understand the effects of employment and wage policies in the public sector on unemployment and education decisions. The effects on the educational composition of the labor force depend crucially on the structure of the labor market. An increase of skilled public-sector wages has a small positive impact on educational composition and larger negative impact on the private employment of skilled workers, if the two sectors are segmented. If there are movements across the two sectors, it has large positive impacts on education and on skilled private employment. We highlight the usefulness of the model for policymakers by calculating the value of public-sector job security for skilled and unskilled workers." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Active and passive labor-market policies: the outlook from the Beveridge curve (2023)
Zitatform
Destefanis, Sergio, Matteo Fragetta & Nazzareno Ruggiero (2023): Active and passive labor-market policies: the outlook from the Beveridge curve. In: Applied Economics, Jg. 55, H. 55, S. 6538-6550. DOI:10.1080/00036846.2022.2159010
Abstract
"Following a panel ARDL approach, we appraise the impact of various indicators of active and passive labor-market policies within the framework of the Beveridge curve across fourteen OECD countries from 1985 to 2013, controlling for other factors, both institutional (tax wedge) and structural (technological progress, globalization). We embed the role of these variables within the specification of the Beveridge curve, finding that the generosity of unemployment benefits has a detrimental impact on labor-market matching, with the duration of benefits and the strictness of the rules pertaining to the deployment of benefits taking a key role in driving this result. Among active labor-market policies, employment incentives and especially training have a favourable effect on matching. There is evidence of a virtuous interaction between active and passive policies. A significantly detrimental role emerges for the tax wedge. These results are consistent across various specifications, and structural relationships are stable throughout the 2008–2013 period." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Virtualisierung von Vorstellungsgesprächen: Zu den Chancen und Hürden im digitalen Kachelformat (2023)
Zitatform
Dill, Katja & Aysel Yollu-Tok (2023): Virtualisierung von Vorstellungsgesprächen: Zu den Chancen und Hürden im digitalen Kachelformat. In: Zeitschrift für Diversitätsforschung und -management, Jg. 8, H. 1-2, S. 175-180. DOI:10.3224/zdfm.v8i1-2.20
Abstract
"Im Rahmen der Digitalisierung werden zunehmend gängige Praktiken in der Arbeitswelt in die digitale Sphäre verlagert (Thalmann et al. 2021). Insbesondere durch die Pandemie wurde die Unternehmenskommunikation und entsprechende Arbeitsprozesse der Personalentwicklung zunehmend aus der traditionellen „Präsenzkultur“ virtualisiert (Bregas et al. 2022) – zentraler Bestandteil ist hierbei das Etablieren von videovermittelten Interaktionen (Hofmann et al. 2021). Damit wurden die virtuellen Interaktionsformate von einer Option zur Notwendigkeit; wie sich nicht zuletzt im Anstieg der Nutzer:innenanzahl der Videokonferenz-Tools erkennen lässt (e-fellows 2020). So wurden auch im Einstellungsverfahren entsprechende Prozesse digitalisiert und videovermittelte Vorstellungsgespräche eingeführt (Basch/ Melchers 2023). Durch das Etablieren der Videokonferenzen als Sozialpraxis im Arbeitsalltag stellt sich die Frage, wie sich der Zugang und die Beschaffenheit der digitalen Räume auf Ungleichheitsbedingungen auswirkt: Lassen sich Chancen oder neue Hürden für bestimmte (marginalisierte) Personengruppen im Hinblick auf systematische Wahrnehmungs- und Urteilsverzerrungen (bias) in Personaleinstellungsverfahren verzeichnen? Im Rahmen des Forschungsprojekts Divers‐AITecHR – HR 4.0 und Diversity (gefördert vom Institut für angewandte Forschung Berlin) sind wir diesen Fragen anhand von Einzelinterviews mit Gatekeepern landeseigener Unternehmen nachgegangen. Da die quantitative sowie qualitative Forschung zu dem Einsatz von Videokonferenzsystemen und ihre Auswirkungen auf die Arbeitswelt noch ein junges Feld darstellt, ist dies als explorativer Beitrag zu begreifen, der erste Überlegungen und Impulse zu den (re)produktiven Ein- und Ausschlusspotentialen der videovermittelten Bewerbungsgespräche enthält." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Nachfrage: Berufe im Bereich der Wind- und Solarenergie: Eine Analyse von Online-Stellenanzeigen (2023)
Engler, Jan Felix; Mertens, Armin; Bakalis, Dennis; Neligan, Adriana;Zitatform
Engler, Jan Felix, Armin Mertens, Adriana Neligan & Dennis Bakalis (2023): Nachfrage: Berufe im Bereich der Wind- und Solarenergie. Eine Analyse von Online-Stellenanzeigen. (IW-Gutachten), Köln, 44 S.
Abstract
"Deutschland soll bis 2045 klimaneutral werden. Hierfür ist der Ausbau der erneuerbaren Energien zentral. Um die gesetzten Ausbauziele für Wind- und Solarenergie zu erreichen, muss deren Zubau in den kommenden Jahren stark forciert werden. Das hat auch positive Wirkungen auf den Arbeitsmarkt und es werden passend ausgebildete Arbeitskräfte benötigt, die knapp sind. Diese Studie untersucht die Trends in der Nachfrage nach Berufen in der Wind- und Solarenergie auf Basis von Online-Stellenanzeigen. Hierfür wurden 190 Berufe als potenziell relevant definiert. Mit einem computerlinguistischen Modell wurden die Stellenanzeigen (dieser 190 Berufe) identifiziert, die konkret Jobs im Bereich Solar- und/oder Windenergie ausgeschrieben haben. Das Modell basiert auf einem Wörterbuch, welches Wörter und Phrasen enthält, die auf eine Beschäftigung mit Windkraft oder Solarenergie hindeuten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Neuartige Jobempfehlungssysteme können Suchprozesse am Arbeitsmarkt verbessern (2023)
Zitatform
Fitzenberger, Bernd, Michael Oberfichtner & Michael Stops (2023): Neuartige Jobempfehlungssysteme können Suchprozesse am Arbeitsmarkt verbessern. In: IAB-Forum H. 18.12.2023 Nürnberg. DOI:10.48720/IAB.FOO.20231218.01
Abstract
"Neuere, auf maschinellem Lernen basierende Jobempfehlungssysteme sollen Arbeitssuchenden möglichst passende Jobangebote unterbreiten und so die „klassische“ Arbeitsvermittlung und -beratung entlasten oder ergänzen. Die Herausforderungen in der Umsetzung und die Grenzen in der Anwendung sind jedoch in den Blick zu nehmen, um die Potenziale von Jobempfehlungssystemen optimal zu nutzen. Dies zeigen die Erfahrungen mit den Systemen, die derzeit in Dänemark, Frankreich und Schweden erprobt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
ChatGPT, Chatbots und mehr – wie wird künstliche Intelligenz in den HR-Abteilungen von Unternehmen genutzt? (2023)
Zitatform
Garnitz, Johanna & Daria Schaller (2023): ChatGPT, Chatbots und mehr – wie wird künstliche Intelligenz in den HR-Abteilungen von Unternehmen genutzt? In: Ifo-Schnelldienst, Jg. 76, H. 9, S. 65-68.
Abstract
"Das ifo Institut befragt im Auftrag von Randstad Deutschland quartalsweise deutsche HR-Abteilungen zu personalpolitisch relevanten Themen. Das aktuelle Schwerpunktthema befasst sich mit dem Einsatz von Künstlicher Intelligenz, insbesondere in den HR-Abteilungen. Derzeit nutzen ca. 5% der befragten Unternehmen Künstliche Intelligenz im HR-Bereich, geplant haben dies weitere 25% der Unternehmen. Ein Viertel der Unternehmen ergreift Maßnahmen für den (geplanten) Einsatz von KI, und zwar am häufigsten in Form von Arbeits- und Expertengruppen (53%), gefolgt von Fortbildungen (43%). 86% der Teilnehmenden sind hinsichtlich des Einsatzes von KI skeptisch. Trotzdem sehen sie Potenzial für KI im Personalbereich, besonders im Bereich der Automatisierung von Personalprozessen, in der Rekrutierung und im Bewerbermanagement." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Arbeitskräftemangel belastet die deutsche Wirtschaft (2023)
Zitatform
Garnitz, Johanna, Stefan Sauer & Daria Schaller (2023): Arbeitskräftemangel belastet die deutsche Wirtschaft. In: Ifo-Schnelldienst, Jg. 76, H. 9, S. 60-64.
Abstract
"Der Mangel an (qualifizierten) Arbeitskräften ist zu einer der größten Herausforderungen für die Unternehmen in Deutschland geworden. Gründe dafür sind unter anderem der demografische Wandel sowie die gesunkene Attraktivität vieler Ausbildungsberufe für junge Menschen. Aus den ifo Konjunkturumfragen geht hervor, dass der Anteil der Unternehmen, die durch Arbeitskräftemangel beeinträchtigt werden, trotz schwächelnder Konjunktur im Juli 2023 leicht gestiegen ist. Dies trifft sowohl auf Fachkräfte als auch auf geringqualifizierte Arbeitskräfte zu. Die ifo HR-Befragung ergab ebenfalls, dass viele Firmen große Probleme bei der Suche nach Arbeitskräften haben. Die Unternehmen reagieren darauf auch mit Maßnahmen für eine längere Weiterbeschäftigung älterer Mitarbeitender. Die Ausbildungsbetriebe beklagen zudem eine Veränderung der Bewerbersituation, nicht nur in Bezug auf die geringere Quantität, sondern auch hinsichtlich der Qualität der Anwärter*innen für Ausbildungsberufe. Einer von fünf Ausbildungsbetrieben bietet für das kommende Ausbildungsjahr keine neuen Ausbildungsstellen an." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Finding a job: An intersectional analysis of search strategies and outcomes among U.S. STEM graduates (2023)
Zitatform
Glass, Jennifer, Kara Takasaki, Sharon Sassler & Emily Parker (2023): Finding a job: An intersectional analysis of search strategies and outcomes among U.S. STEM graduates. In: Research in Social Stratification and Mobility, Jg. 83. DOI:10.1016/j.rssm.2023.100758
Abstract
"Many STEM degree holders, especially women and minorities, are not employed in STEM occupations in the United States, and transitions into the STEM labor force among recent graduates have been declining since the 1980′s. We examine transitions from school to work at two large U.S. universities in 2015–16, focusing on the internship experiences and job search strategies of graduating chemistry and chemical engineering majors. Surprisingly, 28% of our STEM respondents had no post-graduation plans, though women were significantly more likely than men to already have a job. Overall race differences in post-graduation plans were insignificant, though Black and Hispanic students were more likely to have no post-graduation plans compared to Whites and Asians. While Black, Hispanic, and LGBT students reported fewer job search behaviors overall, potentially explaining this pattern, no gender differences in job search behaviors or internship experiences emerged to explain women's employment advantage. However, better grades led to early job offers, reducing most of women's initial hiring advantage along with positive internship experiences, which did not alter men's likelihood of a job offer but were associated with a higher likelihood of a job offer among women." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Job Ladder and Wealth Dynamics in General Equilibrium (2023)
Zitatform
Kaas, Leo, Etienne Lalé & Nawid Siassi (2023): Job Ladder and Wealth Dynamics in General Equilibrium. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16664), Bonn, 45 S.
Abstract
"This paper develops a macroeconomic model that combines an incomplete-markets overlapping-generations economy with a job ladder featuring sequential wage bargaining, endogenous search effort of employed and non-employed workers, and differences in match quality. The calibrated model offers a good fit to the empirical age profiles of search activity, job-finding rates, wages and savings, so that we use the model to examine the role of age and wealth for worker flows and for the consequences of job loss. We further analyze the impact of unemployment insurance and progressive taxation for labor market dynamics and aggregate economic activity via capital, employment and labor efficiency channels. Lower unemployment benefits or a less progressive tax schedule bring about welfare losses for a newborn worker household." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als CESifo Working Paper Series 10847 -
Literaturhinweis
Jobseekers’ Beliefs about Comparative Advantage and (Mis)Directed Search (2023)
Zitatform
Kiss, Andrea, Robert Garlick, Kate Orkin & Lukas Hensel (2023): Jobseekers’ Beliefs about Comparative Advantage and (Mis)Directed Search. (Upjohn Institute working paper 388), Kalamazoo, Mich., 99 S. DOI:10.17848/wp23-388
Abstract
"Worker sorting into tasks and occupations has long been recognized as an important feature of labor markets. But this sorting may be inefficient if jobseekers have inaccurate beliefs about their skills and therefore apply to jobs that do not match their skills. To test this idea, we measure young South African jobseekers’ communication and numeracy skills and their beliefs about their skill levels. Many jobseekers believe they are better at the skill in which they score lower, relative to other jobseekers. These beliefs predict the skill requirements of jobs where they apply. In two field experiments, giving jobseekers their skill assessment results shifts their beliefs toward their assessment results. It also redirects their search toward jobs that value the skill in which they score relatively higher—using measures from administrative, incentivized task, and survey data—but does not increase total search effort. It also raises earnings and job quality, consistent with inefficient sorting due to limited information." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Time aggregation and unemployment volatility (2023)
Zitatform
Kudoh, Noritaka & Hiroaki Miyamoto (2023): Time aggregation and unemployment volatility. In: Economics Bulletin, Jg. 43, H. 2, S. 968-977.
Abstract
"This paper explores the importance of time aggregation for labor market fluctuations. Instead of correcting time aggregation bias in the data, we develop a simple search-matching model in which some individuals lose and find a job within a period to artificially generate the bias. The magnitude of time aggregation bias is highly procyclical. An increase in the degree of time aggregation bias is associated with a significantly lower unemployment volatility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Matching and sorting across regions (2023)
Zitatform
Lacava, Chiara (2023): Matching and sorting across regions. In: Journal of economic geography, Jg. 23, H. 4, S. 801-822. DOI:10.1093/jeg/lbac038
Abstract
"This article measures the effects of workers' mobility across regions characterised by different productivity levels through the lens of a search and matching model with heterogeneous workers and firms estimated using administrative data. In an application to Italy, the model estimates imply that the relocation of workers to the most productive region boosts employment and output at the country level, reduces inequality and widens productivity gaps. There is an interplay between the sorting of workers across regions and across firms, and migration mitigates the frictions caused by worker–firm sorting. The model allows for the evaluation of general equilibrium effects of place-based policies towards the least productive region. Subsidising the creation of high-technology jobs reduces migration substantially while increasing employment and productivity. In contrast, subsidies for hiring unemployed or high-skill migrants imply indirect effects that limit policy effectiveness." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Macroeconomics of Skills Mismatch in the Presence of Emigration (2023)
Zitatform
Liontos, George, Konstantinos Mavrigiannakis & Eugenia Vella (2023): The Macroeconomics of Skills Mismatch in the Presence of Emigration. (Working paper series / Athens University of Economics and Business, Department of International and European Economic Studies 2023-14), Athen, 52 S.
Abstract
"Employment in mismatch (low-skill) jobs is a potential factor in the emigration of highly qualified workers. At the same time, high-skilled emigration and emigration of mismatch workers can free up positions for stayers. In bad times, it could also amplify demand losses and the unemployment spell, which in turn affects the mismatch rate. In this paper, we investigate the link between vertical skills mismatch and emigration of both non-mismatch and mismatch workers in a DSGE model. The model features also skill and wealth heterogeneous households, capital-skill complementarity (CSC) and labor frictions. We find that an adverse productivity shock reduces investment and primarily hurts the high-skilled who react by turning to both jobs abroad and mismatch jobs in the domestic labor market. A negative shock to government spending crowds-in investment and primarily hurts the low-skilled who thus turn to jobs abroad. Following the fiscal cut, the high-skilled instead reduce their search for mismatch employment and later they also reduce their search for jobs abroad." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wie Männer und Frauen sich bei der Jobsuche unterscheiden: Bewerbungsverhalten kann die Hälfte der bereinigten Verdienstlücke erklären (2023)
Zitatform
Lochner, Benjamin & Christian Merkl (2023): Wie Männer und Frauen sich bei der Jobsuche unterscheiden: Bewerbungsverhalten kann die Hälfte der bereinigten Verdienstlücke erklären. (IAB-Kurzbericht 8/2023), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2308
Abstract
"Frauen verdienen im Durchschnitt weniger als Männer. Dies wird in der Wissenschaft intensiv analysiert und in der Politik oft debattiert. Dabei findet das geschlechtsspezifische Bewerbungsverhalten bisher kaum Beachtung. Die Analyse detaillierter Betriebsdaten zeigt aber, dass sich Männer und Frauen selbst innerhalb eng definierter Berufe auf Stellen mit unterschiedlichen Eigenschaften bewerben und dass dies einen erheblichen Teil der Verdienstlücke erklärt." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Bereinigte Verdienstlücke zwischen Frauen und Männern mit und ohne Berücksichtigung ihres Bewerbungsverhaltens
- Ein begleitendes Interview mit Benjamin Lochner finden Sie im Online-Magazin IAB-Forum, Open Access
- Auswahlwahrscheinlichkeit von Frauen und Männern
- Lohneinbußen von Frauen nach Anteil der Männer im Bewerberpool
- Bewerbungsverhalten von Frauen und Männern
- Pendelverhalten von Männern und Frauen
- Zusammenhang zwischen Stellenanforderungen und geschlechtsspezifischem Bewerbungspool
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Literaturhinweis
Die Modellierung adjustierter Suchdauern als Indikator für die Fachkräftesituation im Beruf (2023)
Zitatform
Maier, Tobias, Stefanie Steeg & Gerd Zika (2023): Die Modellierung adjustierter Suchdauern als Indikator für die Fachkräftesituation im Beruf. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 176-209.
Abstract
"Zur Identifikation beruflicher Passungsprobleme auf dem Arbeitsmarkt bedarf es eines Indikators, welcher unter Berücksichtigung möglicher Anpassungsprozesse beider Marktseiten einfach zu interpretieren ist. Das QuBe-Projekt modelliert dafür anhand der IAB-Stellenerhebung sogenannte adjustierte Suchdauern. Diese geben für Fachkraft-, Spezialisten- oder Expertentätigkeiten die mittlere Anzahl an Tagen an, die es benötigt, um für die Besetzung einer ausgeschriebenen Stelle eine geeignete Person zu finden. Sie lassen sich anhand der im QuBe-Instrumentarium verankerten berufsspezifischen Arbeitsmarktindikatoren fortschreiben und können nach Berufen, Anforderungsniveaus und Regionen Auskunft über die jetzige und künftig mögliche Fachkräftesituation geben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Public Employment Agency Reform, Matching Efficiency, and German Unemployment (2023)
Zitatform
Merkl, Christian & Timo Sauerbier (2023): Public Employment Agency Reform, Matching Efficiency, and German Unemployment. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1185), Nürnberg, 51 S.
Abstract
"Our paper analyzes the role of public employment agencies in job matching, in particular the effects of the restructuring of the Federal Employment Agency in Germany (Hartz III labor market reform) for aggregate matching and unemployment. Based on two microeconomic datasets, we show that the market share of the Federal Employment Agency as job intermediary declined after the Hartz reforms. We propose a macroeconomic model of the labor market with a private and a public search channel and fit the model to various dimensions of the data. We show that direct intermediation activities of the Federal Employment Agency did not contribute to the decline in unemployment in Germany. By contrast, improved activation of unemployed workers reduced unemployed by 0.8 percentage points. Through the lens of an aggregate matching function, more activation is associated with a larger matching efficiency." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why Personal Ties (Still) Matter: Referrals and Congestion (2023)
Mylius, F.;Zitatform
Mylius, F. (2023): Why Personal Ties (Still) Matter: Referrals and Congestion. (Cambridge working papers in economics 2356), Cambridge, 21 S.
Abstract
"The internet has reduced search costs significantly, making it much easier to apply for a large number of jobs. In spite of that, the share of jobs found through personal contacts has remained stable over the past decades. My theoretical framework explores a new channel that makes referred candidates favorable for firms: a higher likelihood to accept a job offer. This trait becomes particularly advantageous whenever firms face large uncertainty over whether their candidates would accept their job offer. As we see, if search barriers vanish and workers apply to more firms, a referred candidate expects to face more competitors. On the other hand, with more applications being sent out, workers are, on average, less interested in each firm they apply to, which makes referred candidates stand out more. This means the chances of getting a job offer through a referral can increase if competing workers send out more applications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market tightness and matching efficiency in different labour market segments – do differences in education and occupation matter? (2023)
Obadić, Alka; Viljevac, Viktor;Zitatform
Obadić, Alka & Viktor Viljevac (2023): Labour market tightness and matching efficiency in different labour market segments – do differences in education and occupation matter? (EFZG working paper series 2303), Zagreb, 47 S.
Abstract
"This paper analyses the existing educational and occupational structures of several EU member countries and their alignment with the needs of the labour market. Such a situation may indicate a structural mismatch in labour market in which the mismatch between the skills taught in schools and universities and the skills needed in the workplace appears. To evaluate this mismatch, the paper investigates the matching needs of employers and unemployed job seekers by disaggregating the registered employment office data by education and occupation groups in selected EU countries separately. More educated workers, as well as workers in more complex and better-paid occupations, might fare better when it comes to the aggregate labour market trends. For example, economic downturns and increases in unemployment might be felt more heavily by workers with lower education and those who work in professions requiring fewer skills. In this paper, we analyse the data for a selected group of countries (Austria, Croatia, Estonia, Slovenia, and Spain) from 2010 till 2022, using the Beveridge curves and estimate the labour market tightness and matching efficiency for different education and occupation groups. Our results show that differences in education levels and occupation result in relatively small deviations from aggregate trends in the labour market. Aggregate labour market trends therefore strongly impact all groups in the labour market, whether the market is segmented by education levels or by occupation. In other words, both the improvements in the labour market conditions and the worsening of labour market conditions have similar effects across different labour market segments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Population size and the job matching of college graduates (2023)
Zitatform
Pominova, Mariya & Todd Gabe (2023): Population size and the job matching of college graduates. In: Applied Economics Letters, Jg. 30, H. 20, S. 2994-2997. DOI:10.1080/13504851.2022.2117774
Abstract
"This paper examines the relationship between a region’s population size and the match of college-educated workers to jobs that require a degree. Results show a positive relationship between degree match and county population size in the United States, with a 100,000-person increase in population associated with a 1.3-percentage point increase in the likelihood of a match. The analysis uses a person’s grade point average in college to account for the potential sorting of higher-skilled workers into larger urban areas and the dataset has individuals across a wide range of regions from small rural areas to big cities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Measuring skill gaps in firms: the PIAAC Employer Module (2023)
Quintini, Glenda; Marcolin, Luca;Zitatform
Quintini, Glenda & Luca Marcolin (2023): Measuring skill gaps in firms: the PIAAC Employer Module. (OECD social, employment and migration working papers 292), Paris, 42 S.
Abstract
"This paper introduces the Employer Module of the OECD Survey of Adult Skills (PIAAC), a new OECD survey designed to measure the imbalance between the supply of and demand for the skills needed in the workplace (skill gaps), and how this relates to companies' business strategy and hiring, training and human resource practices. The document first describes the added value of collecting such data, and the different streams of economic research it can contribute to. It then shows how the Module can complement worker-level information on skill imbalances collected in the OECD Survey of Adult Skills. Lastly, it presents the key technical features of the survey, including the questionnaire's conceptual development, the units of observation and coverage, the mode of administration, and the requirements for data cleaning and validation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage-Specific Search Intensity (2023)
Zitatform
Rendon, Silvio (2023): Wage-Specific Search Intensity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15971), Bonn, 32 S.
Abstract
"I propose a model in which agents decide on job search intensity for each possible wage, unlike the usual setup of constant search intensity over wage draws. The proposed framework entails efficiency gains in that agents do not waste effort to searching for low paying unacceptable jobs or less offered high paying jobs. The proposed framework generates accepted wages distributions that differ substantially from the truncated distributions stemming from the usual setup. These different empirical implications are exploited for building two nonparametric tests, which reject constant search intensity over wages, using NLSY97 data. I further estimate the identifiable structural parameters of the two models resulting in better fit for the wage-specific setup. I quantify the increased effectiveness of wage-specific search in more total search intensity, faster transitions to the upper tail of the wage distribution, and higher wages, in particular, more than 25% increase in accepted wages after unemployment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bidding for Talent: A Test of Conduct in a High-Wage Labor Market (2023)
Zitatform
Roussille, Nina & Benjamin Scuderi (2023): Bidding for Talent: A Test of Conduct in a High-Wage Labor Market. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16352), Bonn, 69 S.
Abstract
"We develop a procedure for adjudicating between models of firm wage-setting conduct. Using data on workers' choice sets and decisions over real jobs from a U.S. job search platform, we first estimate workers' rankings over firms' non-wage amenities. We document three key findings: 1) On average, workers are willing to accept 12.3% lower salaries for a 1-S.D. improvement in amenities. 2) Between-worker preference dispersion is equally large, indicating that preferences are not well-described by a single ranking. 3) High-paying firms have better amenities. Following the modern IO literature, we use these estimates to formulate a test of conduct based on exclusion restrictions. Oligopsonistic models incorporating strategic interactions between firms and tailoring of wage offers to workers' outside options are rejected in favor of simpler monopsonistic models featuring near-uniform markdowns. Misspecification has meaningful consequences: while our preferred model predicts average markdowns of 19.5%, others predict average markdowns as large as 26.6%." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nachweise für berufliche Qualifikationen oder doch nur ein Motivationssignal? Zur Wirkung non-formaler Weiterbildungszertifikate in der Personalauswahl (2023)
Zitatform
Schimke, Benjamin (2023): Nachweise für berufliche Qualifikationen oder doch nur ein Motivationssignal? Zur Wirkung non-formaler Weiterbildungszertifikate in der Personalauswahl. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 75, H. 4, S. 451-475. DOI:10.1007/s11577-023-00932-0
Abstract
"Der vorliegende Beitrag widmet sich der Frage, ob Nachweise non-formaler Weiterbildungskurse zum Erfolg in Bewerbungssituationen beitragen und damit den Hinweisen zu beruflichen Aufstiegsperspektiven in der nationalen Weiterbildungsstrategie und den subjektiv-individuellen Nutzenerwartungen der Teilnehmenden gerecht werden. Hierbei wird erstmals systematisch untersucht, ob nichtmonetäre Erträge lebenslangen Lernens auf die in Kursen erworbenen Fertigkeiten zurückgeführt werden können oder auf bislang unbeobachtete Heterogenität hinsichtlich motivationaler Faktoren. Die Untersuchung basiert auf Experimentaldaten einer Vignettenstudie, die mit Rekrutierenden aus 15 Berufen durchgeführt wurde. Die Ergebnisse zeigen, dass Nachweise non-formaler Weiterbildung die Erfolgschance in Einstellungsverfahren erhöht. Dabei ist dieser Einfluss zu einem größeren Teil durch berufliche Qualifikationssignale erklärbar und geht zu geringeren Anteilen auf motivationale Einflüsse zurück. Außerdem kann gezeigt werden, dass der Weiterbildungsertrag in Abhängigkeit des Berufs variiert. Je größer das qualifikatorische Anforderungsniveau der Tätigkeit, desto wichtiger sind die Nachweise für die Personalauswahl. Entlang dieses Gradienten sind auch die anteiligen Einflüsse verteilt. Weiterbildungsnachweise signalisieren bei hohem formalem Qualifikationsniveau verstärkt berufliche Fertigkeiten und weniger stark Motivation." (Autorenreferat, IAB-Doku, © Springer-Verlag)
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Literaturhinweis
Labor Market News and Expectations about Jobs & Earnings (2023)
Zitatform
Schmidpeter, Bernhard (2023): Labor Market News and Expectations about Jobs & Earnings. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2023-14), Linz, 30 S.
Abstract
"Little is known about how workers update expectations about job search and earnings when exposed to labor market news. To identify the impact of news on expectations, I exploit Foxconn's unexpected announcement to build a manufacturing plant in Racine County. Exposure to positive news leads to an increase in expected salary growth at the current firm. Individuals also revise their expectations about outside offers upward, anchoring their beliefs to Foxconn's announced wages. They act on their updated beliefs with a small increase in current consumption. Negative news from a scaled-down plan leads to a revision of expectations back toward baseline." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Market Dynamics with Sorting (2023)
Zitatform
Schulz, Bastian (2023): Labor Market Dynamics with Sorting. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16467), Bonn, S. 37.
Abstract
"I study a dynamic search-matching model with two-sided heterogeneity, a production complementarity that induces labor market sorting, and aggregate shocks. In response to a positive productivity shock, incentives to sort increase disproportionately. Firms respond by posting additional vacancies, and the strength of the response is increasing in firm productivity. The distribution of unemployment worker types adjusts slowly, which amplifies job creation in the short run. In the long run, falling unemployment curtails the firms' vacancy posting. The model closely matches time-series moments from U.S. labor market data and produces realistic degrees of wage dispersion and labor market sorting." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vertical and Horizontal Mismatch in the UK: Are Graduates' Skills a Good Fit for Their Jobs? (2023)
Zitatform
Vecchi, Michela, Catherine Robinson, Maja Savic & Marina Romiti (2023): Vertical and Horizontal Mismatch in the UK: Are Graduates' Skills a Good Fit for Their Jobs? (NIESR discussion paper 548), London, 39 S.
Abstract
"Understanding the skill mismatch among graduates, its causes and consequences is crucial for an economy as it reveals an inefficient allocation of resources that can lead to a decline in workers' wages and in a country's overall productivity performance. This study contributes to the skill mismatch debate by examining graduates' vertical and horizontal mismatch in the UK. Using the 2017 Annual Population Survey, we introduce a new, objective measure of horizontal mismatch (fit index) and account for skills beyond education. Performance of the fit index is compared with a standard measure of vertical mismatch, that typically refers to graduates employed in non-graduate jobs. We find that approximately 30% of graduates in the UK are employed in non-graduate jobs, while nearly 33% work in fields unrelated to their degree subject. Using information on the skill classification of occupations (SOC2010), we adjust these overall figures controlling for unobservable skills. This allows us to derive six skill groups, each capturing the distance between graduates' skills and those required on the job. At the top of skill distribution, we find graduates who are matched in terms of qualification and skills (44%), followed by those who are only horizontally mismatched, that is those who are employed in an occupation requiring a university degree but whose field of study does not match the requirements of the job (23%). At the bottom of the skill distribution, we find graduates who are overqualified on paper but whose skills are likely to be very close to those required on the job (16%). These graduates are particularly penalized in terms of wages. In fact, our estimates show that they earn approximately 40% less compared to those with a perfect job match. This wage penalty, on the other hand, is substantially lower for graduates who are only horizontally mismatched (approximately 2%). However, although for individuals a pure horizontal mismatch does not impose a strong downward p" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pre-existing company contacts and premature termination of apprenticeship training in Germany (2023)
Zitatform
Weißmann, Markus & Tobias Roth (2023): Pre-existing company contacts and premature termination of apprenticeship training in Germany. In: Research in Social Stratification and Mobility, Jg. 87. DOI:10.1016/j.rssm.2023.100839
Abstract
"Using longitudinal data from Starting Cohort 4 of the German National Educational Panel Study (NEPS), we examined whether pre-existing strong ties and weak ties in the training company are associated with the risk of premature termination of apprenticeship training in Germany. This is highly relevant for the literature on social capital in the labor market since so far little is known about the role of social contacts for the turnover propensity of labor market entrants. By examining a potentially important factor for a successful labor market integration, our research also adds to both the school-to-work and the social stratification literature. Our empirical results are only partly consistent with our theoretically derived expectations. While contrary to our expectations, we found no association between strong ties and termination probability, weak ties were, as expected, associated with a lower probability of premature training termination among those apprentices who were trained in their desired occupation. Our main results, combined with several robustness checks, let us assume that this is due to better matched training situations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Duration Dependence in Finding a Job: Applications, Interviews, and Job Offers (2023)
Zitatform
Zuchuat, Jeremy, Rafael Lalive, Aderonke Osikominu, Lorenzo Pesaresi & Josef Zweimüller (2023): Duration Dependence in Finding a Job: Applications, Interviews, and Job Offers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16602), Bonn, 94 S.
Abstract
"The job finding rate declines with the duration of unemployment. While this is a well established fact, the reasons are still disputed. We use monthly search diaries from Swiss public employment offices to shed new light on this issue. Search diaries record all applications sent by job seekers, including the outcome of each application – whether the employer followed up with a job interview and a job offer. Based on more than 600,000 applications sent by 15,000 job seekers, we find that job applications and job interviews decrease, but job offers (after an interview) increase with duration. A model with statistical discrimination by firms and learning from search outcomes by workers replicates these empirical duration patterns closely. The structurally estimated model predicts that 55 percent of the decline in the job finding rate is due to "true" duration dependence, while the remaining 45 percent is due to dynamic selection of the unemployment pool. We also discuss further drivers of the observed duration patterns, such as human capital depreciation, stock-flow matching, depletion of one's personal network, and changes in application targeting or quality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Direct and Indirect Effects of Online Job Search Advice (2022)
Zitatform
Altmann, Steffen, Anita Marie Glenny, Robert Mahlstedt & Alexander Sebald (2022): The Direct and Indirect Effects of Online Job Search Advice. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15830), Bonn, 44 S.
Abstract
"We study how online job search advice affects the job search strategies and labor market outcomes of unemployed workers. In a large-scale field experiment, we provide job seekers with vacancy information and occupational recommendations through an online dashboard. A clustered randomization procedure with regionally varying treatment intensities allows us to account for treatment spillovers. Our results show that online advice is highly effective when the share of treated workers is relatively low: in regions where less than 50% of job seekers are exposed to the treatment, working hours and earnings of treated job seekers increase by 8.5–9.5% in the year after the intervention. At the same time, we find substantial negative spillovers on other treated job seekers for higher treatment intensities, resulting from increased competition between treated job seekers who apply for similar vacancies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How wage announcements affect job search: a field experiment (2022)
Belot, Michèle; Kircher, Philipp; Muller, Paul;Zitatform
Belot, Michèle, Philipp Kircher & Paul Muller (2022): How wage announcements affect job search. A field experiment. In: American Economic Journal. Macroeconomics, Jg. 14, H. 4, S. 1-67. DOI:10.1257/mac.20200116
Abstract
"In a field experiment, we study how job seekers respond to posted wages by assigning wages randomly to pairs of otherwise similar vacancies in a large number of professions. Higher wages attract significantly more interest. Still, a nontrivial number of applicants only reveal an interest in the low-wage vacancy. With a complementary survey, we show that external raters perceive higher-wage jobs as more competitive. These findings qualitatively support core predictions of theories of directed/competitive search, though in the simplest calibrated model, applications react too strongly to the wage. We discuss extensions such as on-the-job search that rectify this." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do the Long-Term Unemployed Benefit from Automated Occupational Advice during Online Job Search? (2022)
Belot, Michèle; Kircher, Philipp; Muller, Paul;Zitatform
Belot, Michèle, Philipp Kircher & Paul Muller (2022): Do the Long-Term Unemployed Benefit from Automated Occupational Advice during Online Job Search? (IZA discussion paper 15452), Bonn, 34 S.
Abstract
"In a randomized field experiment, we provide personalized suggestions about suitable alternative occupations to long-term unemployed job seekers in the UK. The suggestions are automatically generated, integrated in an online job search platform, and fed into actual search queries. Effects on the primary pre-registered outcomes of “finding a stable job” and “reaching a cumulative earnings threshold” are positive, are significant among those who searched at least once, and are more pronounced for those who are longer unemployed. Treated individuals include more occupations in their search and find more jobs in recommended occupations." (Author's abstract, IAB-Doku) ((en))