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Bollens, Joost & Bart Cockx (2017): Effectiveness of a job vacancy referral scheme. In: IZA journal of labor policy, Jg. 6, S. 1-24. DOI:10.1186/s40173-017-0094-0

Abstract

"The public employment service (PES) makes use in many countries of vacancy referrals as to facilitate the matching between unemployed workers and vacancies. Based on a 'timing-of-events' approach to control for selective participation, this study evaluates whether this policy instrument enhanced the transition to employment in Flanders (region in northern Belgium). Three referral types are distinguished: (1) referrals actively matched by a caseworker by phone or by e-mail; (2) automatic referrals, in which the match is accomplished by a software without caseworker intervention; and (3) invitations, in which the referral is transmitted to the unemployed in a meeting with a caseworker. All three referral instruments are found to be effective, even many months after the transmission of the referral: the first and third referral types more than triples, respectively, double the transition rate to employment both in short- and long-run, while the automatic referrals enhance this rate by 50% in the first 2 months and double it in the long-run." (Author's abstract, IAB-Doku) ((en))

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Bähr, Sebastian (2017): Regional mobility of unemployed workers. Experimental evidence on decision-making and behaviour in flexible labour markets. (IAB-Bibliothek 365), Bielefeld: Bertelsmann, 172 S. DOI:10.3278/300943w

Abstract

"Moderne Arbeitsmärkte erfordern ein hohes Maß an Flexibilität von Arbeitskräften und insbesondere von Arbeitslosen. Dabei kommt der Bereitschaft zur regionalen Mobilität im Zuge der tiefgreifenden Hartz-Reformen des deutschen Arbeitsmarktes eine zentrale Rolle zu. Vor diesem Hintergrund untersucht diese Forschungsarbeit die Bedeutung überregionaler Mobilität im Stellensuchprozess von Arbeitslosen. Basierend auf innovativen experimentellen Forschungsdesigns, reichhaltigen administrativen und Befragungsdaten und unter Verwendung aktueller ökonometrischer Analysen leistet Sebastian Bähr einen wichtigen Beitrag zur aktuellen Debatte über die Wirkung von Flexibilisierung auf soziale Ungleichheit am Arbeitsmarkt." (Autorenreferat, IAB-Doku)

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Glitz, Albrecht (2017): Coworker networks in the labour market. In: Labour economics, Jg. 44, H. January, S. 218-230. DOI:10.1016/j.labeco.2016.12.006

Abstract

"This paper studies the effect of coworker-based networks on individual labour market outcomes. I analyse how the provision of labour market relevant information by former coworkers affects the employment probabilities and, if hired, the wages of male workers who have previously become unemployed as the result of an establishment closure. To identify the causal effect of an individual worker's network on labour market outcomes, I exploit exogenous variation in the strength of these networks that is due to the occurrence of mass-layoffs in the establishments of former coworkers. The empirical analysis is based on administrative data that comprise the universe of workers employed in Germany between 1980 and 2001. The results suggest a strong positive effect of a higher employment rate in a worker's network of former coworkers on his re-employment probability after displacement: a 10 percentage point increase in the prevailing employment rate in the network increases the re-employment probability by 7.5 percentage points. In contrast, there is no evidence of a statistically significant effect on wages." (Author's abstract, © 2017 Elsevier) ((en))

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Gottfries, Nils & Karolina Stadin (2017): The matching process. Search or mismatch? (CESifo working paper 6300), München, 51 S.

Abstract

"We examine the matching process using monthly panel data for local labour markets in Sweden. We find that an increase in the number of vacancies has a weak effect on the number of unemployed workers being hired: unemployed workers appear to be unable to compete for many available jobs. Vacancies are filled quickly and there is no (or only weak) evidence that high unemployment makes it easier to fill vacancies; hiring appears to be determined by labour demand while frictions and labour supply play small roles. These results indicate persistent mismatch in the labour market." (Author's abstract, IAB-Doku) ((en))

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Heinz, Matthias & Heiner Schumacher (2017): Signaling cooperation. In: European Economic Review, Jg. 98, H. September, S. 199-216. DOI:10.1016/j.euroecorev.2017.06.017

Abstract

"We examine what an applicant's vita signals to employers about her willingness to cooperate in teams. Intensive social engagement may credibly reveal that an applicant cares about others and is less likely to free-ride in teamwork situations. We find that contributions to a public good strongly increase in a subject's degree of social engagement as indicated on her résumé. In a prediction experiment with human resource managers, we find that employers use résumé content effectively to predict relative differences in subjects' willingness to cooperate. Thus, a young professional's vita signals important behavioral characteristics to potential employers. Our results complement the findings from recent studies which analyze the effects of social engagement on wages and job market prospects." (Author's abstract, © 2017 Elsevier) ((en))

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Muller, Paul, Bas van der Klaauw & Arjan Heyma (2017): Comparing econometric methods to empirically evaluate job-search assistance. (IZA discussion paper 10531), Bonn, 56 S.

Abstract

"We test whether different empirical methods give different results when evaluating job search assistance programs. Budgetary problems at the Dutch unemployment insurance (UI) administration in March 2010, caused a sharp drop in the availability of these programs. Using administrative data provided by the UI administration, we evaluate the effect of the program using (1) the policy discontinuity as a quasi-experiment, (2) conventional matching methods, and (3) the timing-of-events model. All three methods use the same data to consider the same program in the same setting, and also yield similar results. The program reduces job finding during the first six months after enrollment. At longer durations, the quasi-experimental estimates are not significantly different from zero, while the nonexperimental methods show a small negative effect." (Author's abstract, IAB-Doku) ((en))

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Bundesministerium für Arbeit und Soziales (2017): Bewerbungsflut aufgrund von Eingliederungsvereinbarungen. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 18/13135). (Verhandlungen des Deutschen Bundestages. Drucksachen 18/13240 (03.08.2017)), 4 S.

Abstract

"Die Bundesagentur für Arbeit (BA) wird von Unternehmen auf der Suche nach Arbeitskräften zunehmend in Anspruch genommen. Im vergangenen Jahr wurden der Behörde rund 154.000 mehr Stellen im Vergleich zum Vorjahr gemeldet, wie aus der Antwort (18/13240) der Bundesregierung auf eine Kleine Anfrage (18/13135) der Fraktion Die Linke hervorgeht. Bestätigt würden die Ergebnisse durch eine aktuelle Stellenerhebung des Instituts für Arbeitsmarkt- und Berufsforschung (IAB). Demnach lag die Meldequote bundesweit bei 52,7 Prozent und damit um 14,3 Prozent höher als im selben Zeitraum des Jahres 2010 mit 38,4 Prozent. Der Bundesregierung lägen keine Hinweise darauf vor, dass die Vorgaben in Eingliederungsvereinbarungen (EGV) zum Nachweis von Bewerbungsbemühungen zu einer für Firmen nicht mehr zu bearbeitenden Flut an Zusendungen geführt hätten. Auch gebe es keine Erkenntnisse, dass Unternehmen aufgrund einer großen Zahl an Bewerbungen zunehmend auf informelle Wege der Stellenbesetzung umstellten." (Autorenreferat, IAB-Doku)

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Bähr, Sebastian & Martin Abraham (2016): The role of social capital in the job-related regional mobility decisions of unemployed individuals. In: Social Networks, Jg. 46, H. July, S. 44-59., 2015-12-23. DOI:10.1016/j.socnet.2015.12.004

Abstract

"Social capital is an important factor in interregional mobility. Although most prior research has focused on its role in the job-finding process, this study investigates the function of social networks and the social capital embedded therein after an interregional job offer has been received. This subject is particularly important for the unemployed, who should be able to exploit a mobility strategy to re-enter the labour market. Unemployed persons rely on their social networks to cope with joblessness, but there is evidence that social contexts can also act as mobility traps for this group (Windzio, 2004). We examine whether the unemployed weight social capital in a unique manner when making decisions regarding mobility.
To investigate these issues, we combine a factorial survey module (FSM) with data from the German 'Labour market and social security' (PASS) panel study to generate representative samples of both unemployed and employed persons with a randomised mobility stimulus in the form of hypothetical interregional job offers. Our results reveal the mobilising effects of exposure to conflict-laden relationships with the social network and the household. These are particularly pronounced for unemployed persons, highlighting the importance of factors that influence decision making about mobility beyond simple economic considerations." (Author's abstract, © 2016 Elsevier) ((en))

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Dustmann, Christian, Albrecht Glitz, Uta Schönberg & Herbert Brücker (2016): Referral-based job search networks. In: The Review of Economic Studies, Jg. 83, H. 2, S. 514-546., 2015-06-08. DOI:10.1093/restud/rdv045

Abstract

"This article derives novel testable implications of referral-based job search networks in which employees provide employers with information about potential new hires that they otherwise would not have. Using comprehensive matched employer - employee data covering the entire workforce in one large metropolitan labour market combined with unique survey data linked to administrative records, we provide evidence that workers earn higher wages and are less inclined to leave their firms if they have obtained their job through a referral. These effects are particularly strong at the beginning of the employment relationship and decline with tenure in the firm, suggesting that firms and workers learn about workers' productivity over time. Overall, our findings imply that job search networks help to reduce informational deficiencies in the labour market and lead to productivity gains for workers and firms." (Author's abstract, IAB-Doku) ((en))

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Gautier, Pieter, Jose L. Moraga-Gonzalez & Ronald Wolthoff (2016): Search costs and efficiency. Do unemployed workers search enough? In: European Economic Review, Jg. 84, H. May, S. 123-139. DOI:10.1016/j.euroecorev.2015.04.001

Abstract

"Many labor market policies affect the marginal benefits and costs of job search. The impact and desirability of such policies depend on the distribution of search costs. In this paper, we provide an equilibrium framework for identifying the distribution of search costs and we apply it to the Dutch labor market. In our model, the wage distribution, job search intensities, and firm entry are simultaneously determined in market equilibrium. Given the distribution of search intensities (which we directly observe), we calibrate the search cost distribution and the flow value of non-market time; these values are then used to derive the socially optimal firm entry rates and distribution of job search intensities. From a social point of view, some unemployed workers search too little due to a hold-up problem, while other unemployed workers search too much due to coordination frictions and rent-seeking behavior. Our results indicate that jointly increasing unemployment benefits and the sanctions for unemployed workers who do not search at all can be welfare-improving." (Author's abstract, IAB-Doku) ((en))

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Haller, Peter & Daniel F. Heuermann (2016): Job search and hiring in local labor markets. Spillovers in regional matching functions. In: Regional science and urban economics, Jg. 60, H. September, S. 125-138., 2016-06-22. DOI:10.1016/j.regsciurbeco.2016.06.007

Abstract

"In this paper we take a fresh look at the job matching process within local labor markets in Germany. Drawing on smaller geographic units than the previous literature, we estimate regional matching functions on NUTS 3 level for the years 2000 to 2010. The elasticity between matches and unemployment ranges between 0.4 and 0.5 with 75% of this effect being driven by the impact that unemployment has on matches in neighboring regions. The effect of vacancies on matches is substantially smaller but also robustly positive. Bayesian model comparison tests suggest that spillovers from unemployment and vacancies are confined to local labor markets, which are best approximated by geographical distance rather than by present or past infrastructure or commuter numbers. Spillovers from unemployment arise exclusively after a series of major labor market reforms ('Hartz Reforms') have been implemented between 2003 and 2005, indicating that the reforms have contributed to an increased spatial mobility of the unemployed." (Author's abstract, IAB-Doku) ((en))

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Hamann, Silke, Annekatrin Niebuhr & Cornelius Peters (2016): Benefits of dense labour markets. Evidence from transitions to employment in Germany. (IAB-Discussion Paper 13/2016), Nürnberg, 38 S.

Abstract

"Wir untersuchen, ob die Größe des lokalen Arbeitsmarktes die Qualität von Matches zwischen Arbeitsuchenden und offenen Stellen verbessert, welches sich in einer höheren Produktivität widerspiegeln sollte. Die Analyse basiert auf einem umfangreichen Individualdatensatz mit detaillierten Informationen zu einzelnen Beschäftigungsaufnahmen in Deutschland. Unsere Ergebnisse deuten auf eher geringe Matchingvorteile hin. Eine Verdoppelung der Beschäftigungsdichte erhöht die Produktivität neuer Beschäftigungsverhältnisse um 1,1% bis 1,2%. Allerdings profitieren den Resultaten zufolge ausschließlich Personen mit einem Job-to-Job Wechsel oder einer Beschäftigungsaufnahme nach einer kurzen Beschäftigungsunterbrechung. Die Produktivität nach einer langen Beschäftigungsunterbrechung wird nicht von der Dichte des lokalen Arbeitsmarktes beeinflusst." (Autorenreferat, IAB-Doku)

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Homrighausen, Pia & Gerhard Krug (2016): Job search behavior of older workers and labor market outcomes. (LASER discussion papers 95), Erlangen, 33 S.

Abstract

"Using unique survey and register data with detailed information on the channel-specific search intensities of older workers in Germany, we investigate the relationship between job search behavior and job search success focusing on older workers. We find that intensive job search via the public employment service is not linked to an older worker's job search success, but results in a greater wage loss and lower job satisfaction. By contrast, increasing job search by a private provider is positively linked with the probability of finding a new job and results in a lesser wage loss." (Author's abstract, IAB-Doku) ((en))

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Koßmann, Ralf Werner (2016): Effectiveness of social capital in the job search process. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 823), Berlin, 53 S.

Abstract

"The empirical literature has provided ample yet contradictory evidence on the effectiveness of social ties in the job search process in terms of post-hire outcomes, such as wages or job satisfaction. Whereas early research, mainly focussing on the U.S. labour market, found positive correlations between finding a job via social ties and post-hire outcomes, most recent studies reported inconclusive or even negative correlations. Country differences in the effectiveness of social ties could be explained by differences in the effectiveness of other search channels, e.g. public institutions. Therefore, this study contributes to the existing literature by investigating the effectiveness of social ties in the German labour market which is commonly regarded as rather strict and monitored by strong labour market institutions. Based on data from the German Socio-Economic Panel (SOEP), it is analysed whether wages, job satisfaction, and fluctuation are affected by the job finding channel. Furthermore, this is the first study which investigates whether job changes affect wage and job satisfaction differentials between the current and the previous job. Results show that finding a job via social ties is not related to higher income; yet, weak evidence can be found for higher job satisfaction and a reduction in turnover." (Author's abstract, IAB-Doku) ((en))

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Lazear, Edward P., Kathryn L. Shaw & Christopher T. Stanton (2016): Who gets hired? The importance of finding an open slot. (NBER working paper 22202), Cambrige, Mass., 46 S. DOI:10.3386/w22202

Abstract

"A model of hiring into posted job slots suggests hiring is based on comparative advantage: being hired depends not only on one's own skill but also on the skills of other applicants. The model has numerous implications. First, bumping of applicants occurs when one job-seeker is slotted into a lower paying job by another applicant who is more skilled. Second, less able workers are more likely to be unemployed because they are bumped. Third, vacancies are higher for harder to fill skilled jobs. Fourth, some workers are over-qualified for their jobs whereas others are under-qualified. These implications are borne out using four different data sets." (Author's abstract, IAB-Doku) ((en))

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Lichter, Andreas (2016): Essays on the economics of the labor market. Köln, 217 S.

Abstract

"The present dissertation aims at contributing to the understanding of central labor market mechanisms by analyzing open questions on the determinants of firms' labor demand, unemployed individuals' job search behavior and the state's role in shaping peoples' trust and, thereby, affecting labor market outcomes and economic performance. (Author's abstract, IAB-Doku) ((en))

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Moscarini, Giuseppe & Fabien Postel-Vinay (2016): Did the job ladder fail after the Great Recession? In: Journal of labor economics, Jg. 34, H. 1/Pt. 2, S. S55-S93.

Abstract

"We study employment reallocation across employers through the lens of a dynamic job ladder model. Workers always agree on a ranking of employers at all points in time and search for better jobs both off and on the job. A parsimonious version of the model fits well the time series of gross worker flows by employer size from newly available US data from the Job Openings and Labor Turnover Survey. Focusing on the US experience in and around the Great Recession, our evidence indicates that the job ladder stopped working then and has not fully resumed yet." (Author's abstract, IAB-Doku) ((en))

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Neffke, Frank, Anne Otto & César Hidalgo (2016): The mobility of displaced workers: How the local industry mix affects job search strategies. (Papers in evolutionary economic geography 2016/05), Utrecht, 39 S.

Abstract

"Establishment closures leave many workers unemployed. Based on employment histories of 20 million German workers, we find that workers often cope with their displacement by moving to different regions and industries. However, which of these coping strategies is chosen depends on the local industry mix. A large local presence of predisplacement or related industries strongly reduces the rate at which workers leave the region. Moreover, our findings suggest that a large local presence of the predisplacement industry induces workers to shift search efforts toward this industry, reducing the spatial scope of search for jobs in alternative industries and vice versa." (Author's abstract, IAB-Doku) ((en))

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Sedláček, Petr (2016): The aggregate matching function and job search from employment and out of the labor force. In: Review of Economic Dynamics, Jg. 21, H. July, S. 16-28. DOI:10.1016/j.red.2016.03.001

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Tim Weitzel, Tim, Sven Laumer, Christian Maier, Caroline Oehlhorn, Jakob Wirth, Christoph Weinert & Andreas Eckhardt (2016): Active sourcing und social recruiting. Ausgewählte Ergebnisse der Recruiting Trends 2016, einer empirischen Studie der Top 1.000 Unternehmen aus Deutschland sowie der Top 300 Unternehmen aus den Branchen Automotive, Handel und IT, und der Bewerbungspraxis 2016, einer empirischen Studie mit über 4.800 Stellensuchenden und Karriereinteressierten im Internet. Themenspecial. Bamberg, 19 S.

Abstract

"Das Themenspecial 'Active Sourcing und Social Recruiting' ist Teil der jährlich durchgeführten Studienreihen 'Recruiting Trends' und 'Bewerbungspraxis' des Centre of Human Resources Information Systems (CHRIS) der Universität Bamberg in Zusammenarbeit mit der German Graduate School of Management and Law, Heilbronn und im Auftrag der Monster Worldwide Deutschland GmbH. Der vorliegende Themenschwerpunkt gibt einen Einblick in die Bedeutung und Nutzung von Active Sourcing und Social Recruiting in den Top 1.000 Unternehmen aus Deutschland und vergleicht die Ergebnisse mit dem Nutzungsverhalten und den Einschätzungen von über 4.800 Stellensuchenden und Karriereinteressierten. Für einen umfassenden Überblick über die Gestaltung der Personalbeschaffung in Deutschland wurden zudem Branchenanalysen der Top 300 Unternehmen aus den Branchen Automotive, Handel und IT sowie mehrere Fallstudien durchgeführt." (Textauszug, IAB-Doku)