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
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
Applications of maximum matching by using bipolar fuzzy incidence graphs (2023)
Zitatform
Rehman, Fahad Ur, Tabasam Rashid & Muhammad Tanveer Hussain (2023): Applications of maximum matching by using bipolar fuzzy incidence graphs. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0285603
Abstract
"The extension of bipolar fuzzy graph is bipolar fuzzy incidence graph (BFIG) which gives the information regarding the effect of vertices on the edges. In this paper, the concept of matching in bipartite BFIG and also for BFIG is introduced. Some results and theorems of fuzzy graphs are also extended in BFIGs. The number of operations in BFIGs such as augmenting paths, matching principal numbers, relation between these principal numbers and maximum matching principal numbers are being investigated which are helpful in the selection of maximum most allied applicants for the job and also to get the maximum outcome with minimum loss (due to any controversial issues among the employees of a company). Some characteristics of maximum matching principal numbers in BFIG are explained which are helpful for solving the vertex and incidence pair fuzzy maximization problems. Lastly, obtained maximum matching principal numbers by using the matching concept to prove its applicability and effectiveness for the applications in bipartite BFIG and also for the BFIG." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage-Specific Search Intensity (2023)
Rendon, Silvio;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
Consumption Commitments and Unemployment Insurance (2023)
Segovia, Javier López;Zitatform
Segovia, Javier López (2023): Consumption Commitments and Unemployment Insurance. (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 458), Bonn, 49 S.
Abstract
"Households allocate around 40% of their budget to goods and services that are difficult to adjust, such as rents, mortgages, or mobile plans, which are called “commitments”. Only about 11% of households adjust the consumption of these goods every quarter. Commitments imply monthly payments that are hard to avoid and make employment and income fluctuations more costly. This paper analyzes the role of unemployment insurance in the presence of commitments using a heterogeneous agents search model with incomplete markets and unemployment shocks. The model is calibrated to the US data and matches key features of the US labor market. Using this framework, we show that the existence of commitment goods amplifies the effects of unemployment insurance on search effort and unemployment duration. Commitments also induce households to build larger precautionary savings. Morover, we show that welfare gains from elimating UI increase from 3.4% to 4.2% when commitments are considered. The optimal replacement rate is 57% in the benchmark economy, higher than the current US policy (50%)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pre-existing company contacts and premature termination of apprenticeship training in Germany (2023)
Weißmann, Markus; Roth, Tobias;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
Who Set Your Wage? (2022)
Card, David;Zitatform
Card, David (2022): Who Set Your Wage? In: The American economic review, Jg. 112, H. 4, S. 1075-1090. DOI:10.1257/aer.112.4.1075
Abstract
"I discuss the recent literature that has led to new interest in the idea of monopsonistic wage setting. Building on advances in search theory and in models of differentiated products, researchers have used a number of different strategies to identify the elasticity of firm-specific labor supply. A growing consensus is that firms have some wage-setting power, though many questions remain about the sources of that power." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Who Set Your Wage? (2022)
Card, David;Zitatform
Card, David (2022): Who Set Your Wage? (NBER working paper 29683), Cambridge, Mass, 30 S. DOI:10.3386/w29683
Abstract
"I discuss the recent literature that has led to new interest in the idea of monopsonistic wage setting. Building on advances in search theory and in models of differentiated products, researchers have used a number of different strategies to identify the elasticity of firm-specific labor supply. A growing consensus is that firms have some wage-setting power, though many questions remain about the sources of that power." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
JAQ of All Trades: Job Mismatch, Firm Productivity and Managerial Quality (2022)
Coraggio, Luca; Scognamiglio, Annalisa; Tåg, Joacim; Pagano, Marco;Zitatform
Coraggio, Luca, Marco Pagano, Annalisa Scognamiglio & Joacim Tåg (2022): JAQ of All Trades: Job Mismatch, Firm Productivity and Managerial Quality. (IFN working paper / Research Institute of Industrial Economic 1427), Stockholm, 37 S.
Abstract
"Does the matching between workers and jobs help explain productivity differentials across firms? To address this question we develop a job-worker allocation quality measure (JAQ) by combining employer-employee administrative data with machine learning techniques. The proposed measure is positively and significantly associated with labor earnings over workers' careers. At firm level, it features a robust positive correlation with firm productivity, and with managerial turnover leading to an improvement in the quality and experience of management. JAQ can be constructed for any employer-employee data including workers' occupations, and used to explore the effect of corporate restructuring on workers' allocation and careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Evidence on Job Search Models from a Survey of Unemployed Workers in Germany (2022)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2022): Evidence on Job Search Models from a Survey of Unemployed Workers in Germany. In: The Quarterly Journal of Economics, Jg. 137, H. 2, S. 1181-1232., 2021-09-11. DOI:10.1093/qje/qjab039
Abstract
"Die Wahrscheinlichkeit eine neue Beschäftigung zu finden nimmt für Bezieher von Leistungen aus der Arbeitslosenversicherung in den ersten Monaten der Arbeitslosigkeit zunächst ab, steigt dann aber zum Ende der Bezugsdauer wieder an, um danach erneut abzuflachen. Zahlreiche theoretische Ansätze wurden bisher vorgeschlagen, um dieses Muster zu erklären, jedoch ist dies kaum möglich sofern dafür nur Daten über die Tatsache der Arbeitsaufnahme an sich herangezogen werden. Um die zugrundeliegenden Mechanismen besser zu verstehen, haben wir mittels SMS-Kurznachrichten eine groß angelegte Befragung von Arbeitslosen durchgeführt. Insgesamt wurden über 6.800 Leistungsbezieher zweimal pro Woche über jeweils vier Monate über den zeitlichen Aufwand bei der Suche nach einem neuen Arbeitsplatz befragt. Aufgrund der resultierenden Panelstruktur war es uns nun möglich Erkenntnisse zu sammeln, wie sich dieser zeitliche Aufwand auf individueller Ebene über die Dauer der Arbeitslosigkeit hinweg entwickelt. Unsere drei Hauptergebnisse lauten: 1) Der Suchaufwand verläuft flach zu Beginn der Arbeitslosigkeit. 2) Weiter steigt der Suchaufwand zum Ende der Bezugsdauer an, nimmt im Anschluss daran jedoch wieder ab. 3) Es gibt keine Anzeichen dafür, dass Leistungsbezieher die Aufnahme einer neuen Beschäftigung bewusst an das Ende der Bezugsdauer verzögern. Insbesondere das zweite und das dritte dieser Ergebnisse lassen sich kaum mit den Standardmodellen zur Arbeitssuche basierend auf unbeobachteter Heterogenität bzw. so genannten Storable Offer Modellen erklären. Dagegen können die genannten Ergebnisse gut mittels eines Suchmodells mit Reference Dependence erklärt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Wie gut passen Bewerber und Stellen zusammen?: Eine Analyse der Qualität neu zustande gekommener Arbeitsverhältnisse (Matches) in ausgewählten Arbeitssegmenten (2022)
Dellkamm, Rabea; Stettes, Oliver; Möckel, Kathrin; Schäfer, Holger;Zitatform
Dellkamm, Rabea, Kathrin Möckel, Holger Schäfer & Oliver Stettes (2022): Wie gut passen Bewerber und Stellen zusammen? Eine Analyse der Qualität neu zustande gekommener Arbeitsverhältnisse (Matches) in ausgewählten Arbeitssegmenten. (IW-Report / Institut der Deutschen Wirtschaft Köln 2022,47), Köln, 24 S.
Abstract
"Die empirische Arbeitsmarktforschung ist derzeit nur eingeschränkt in der Lage, die Qualität der Ausgleichprozesse am Arbeitsmarkt anhand der Merkmale der neu zustande gekommenen Beschäftigungsverhältnisse zu beschreiben. Die Analyse von Stellenanzeigen kann zwar detaillierte Einblicke über konkrete Stellenanforderungen geben, ob diese aber auch von den späteren Stelleninhabern erfüllt werden, bleibt bei einer derartigen Analyse ungeklärt. Auswertungen der IAB-Stellenerhebung stehen unter dem Vorbehalt, dass sie nur die letzte neu besetzte Vakanz in den Blick nehmen können. Die vorliegende Studie auf Basis eines speziell für diese Zwecke bereitgestellten Datensatzes durch den Personaldienstleister Hays, der detaillierte Informationen sowohl über Stellenanforderungen als auch die Kompetenzprofile der Beschäftigten in neu zustande gekommenen Arbeitsverhältnissen enthält, zeigt die Potenziale von Analysen auf, die die Qualität einer großen Anzahl von Matching-Prozessen beschreiben wollen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice (2022)
Zitatform
Folger, Nicholas, Prisca Brosi, Jutta Stumpf-Wollersheim & Isabell M. Welpe (2022): Applicant Reactions to Digital Selection Methods. A Signaling Perspective on Innovativeness and Procedural Justice. In: Journal of Business and Psychology, Jg. 37, H. 4, S. 735-757. DOI:10.1007/s10869-021-09770-3
Abstract
"Research has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N = 475) and one retrospective field study among actual job applicants (N = 335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg (2022)
Zitatform
Gutfleisch, Tamara & Robin Samuel (2022): Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg. In: Journal for labour market research, Jg. 56. DOI:10.1186/s12651-022-00327-2
Abstract
"Firms in border regions typically deal with heterogeneous applicant pools that include both (foreign) domestic workers and cross-border commuters. However, we know little about recruiters’ workforce needs and hiring practices in cross-border labour markets. Based on a survey of real recruiters in Luxembourg, this study presents experimental and qualitative findings on the role of country of residence in recruiters’ hiring intentions against foreigners. Luxembourg presents a rarely studied but highly relevant case for hiring practices owing to a combination of a strong economy, strict labour market regulations, and a transnational workforce. Drawing on data from a factorial survey experiment, we found no discrimination against Portuguese and French applicants living in Luxembourg. Yet, (highly skilled) cross-border workers from France and Germany faced disadvantages regarding recruiters’ hiring intentions. However, differences in effect sizes between foreigners and cross-border workers were small and not statistically significant. When further asked about the potential challenges of recruiting in Luxembourg’s cross-border labour market, respondents expressed concerns about flexibility, poor social fit, and cultural differences in hiring foreign and cross-border employees. Overall, our study provides further points of reference for studies on hiring intentions in cross-border labour markets across Europe." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Assortative labor matching, city size, and the education level of workers (2022)
Zitatform
Leknes, Stefan, Jørn Rattsø & Hildegunn E. Stokke (2022): Assortative labor matching, city size, and the education level of workers. In: Regional Science and Urban Economics, Jg. 96. DOI:10.1016/j.regsciurbeco.2022.103806
Abstract
"We investigate the heterogeneity of assortative labor matching with respect to geography, skills, and tasks. Our contribution is to separate plant quality by education level and occupation tasks using the AKM-model. We introduce a geology-related instrument to analyze the city effect and address limited mobility bias. Using rich administrative worker-plant dataset for Norway, we show that matching of the college educated have a strong city effect. The IV estimates indicate that a doubling of city size increases the correlation between worker and plant quality by 9 percentage points. A wage decomposition shows that matching accounts for 22% of the urban wage premium adjusted for sorting. In terms of occupations, better matching in cities is observed only for non-routine abstract tasks." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap (2022)
Zitatform
Lochner, Benjamin & Christian Merkl (2022): Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap. (LASER discussion papers 139), Erlangen, 55 S.
Abstract
"In diesem Papier untersuchen wir das geschlechterspezifische Bewerbungs- und Einstellungsverhalten sowie deren Implikationen für die Lohnlücke. Um die zugrundeliegenden Mechanismen besser zu verstehen, leiten wir aus einem zweistufigen Matching-Modell Implikationen her, die wir auf Basis der IAB-Stellenerhebung überprüfen. Es zeigt sich, dass die Muster in den Daten konsistent mit der Theorie von linearen und nichtlinearen Produktionsfunktionen sind. Wir dokumentieren, dass sich Frauen seltener bei Hochlohn- als bei Niedriglohnfirmen bewerben. Dahingegen finden wir keinen statistisch signifikanten Unterschied in der Einstellungswahrscheinlichkeit zwischen Männern und Frauen, wenn sie sich bei Hochlohnfirmen bewerben. Diese Muster sprechen gegen die Diskriminierungshypothese aus dem theoretischen Modell, lassen sich aber dadurch erklären, dass Jobs bei Hochlohnfirmen höhere arbeitgeberseitige Flexibilitätsanforderungen haben. Wir zeigen, dass der Anteil der männlichen Bewerber in verschiedenen, beobachtbaren Flexibilitätsanforderungen ansteigt. Wenn wir den Anteil der männlichen Bewerber in Mincer-Lohnregressionen als zusätzliche erklärende Variable für Flexibilitätsanforderungen aufnehmen, sinkt der Geschlechterunterschied im Einstellungslohn zwischen Männern und Frauen um etwa 50-60 Prozent. Frauen, die in Jobs eingestellt werden, bei denen sich viele Männer bewerben, verdienen signifikant mehr als Frauen, die in vergleichbaren Jobs eingestellt werden, bei denen sich ausschließlich Frauen bewerben. Wenn Frauen mit Kindern Jobs mit hohen Flexibilitätsanforderungen annehmen, müssen sie dahingegen große Lohneinbußen im Vergleich zu Männern hinnehmen." (Autorenreferat, IAB-Doku)
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auch erschienen (möglw. abweichend) als: IAB-Discussion Paper -
Literaturhinweis
Economic conditions, task shares, and overqualification (2022)
Summerfield, Fraser;Zitatform
Summerfield, Fraser (2022): Economic conditions, task shares, and overqualification. In: Oxford economic papers, Jg. 74, H. 1, S. 40-61. DOI:10.1093/oep/gpab002
Abstract
"This article demonstrates that economic conditions affect job match quality by influencing the task shares of available jobs. Cognitive (reasoning/communication) and physical (sensory/coordination) task shares and education-based overqualification measures are generated from Canada’s Labour Force Survey, the Career Handbook, and the Occupational Information Network database. In unfavourable labour markets, cognitive task intensity decreases and physical task intensity rises. The task content of newly formed jobs is then shown to be an important empirical determinant of overqualification. A calibrated search model that accounts for these findings quantifies the costs of increased overqualification. Each percentage point increase in unemployment raises overqualification by 5.8 percentage points, partly due to changes in task shares. Economic output subsequently decreases by about 0.6%." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nonlinear Search and Matching Explained (2021)
Bernstein, Joshua; Throckmorton, Nathaniel; Richter, Alexander W.;Zitatform
Bernstein, Joshua, Alexander W. Richter & Nathaniel Throckmorton (2021): Nonlinear Search and Matching Explained. (Working paper / Federal Reserve Bank of Dallas, Research Department 2106), Dallas, TX, 28 S. DOI:10.24149/wp2106
Abstract
"Competing explanations for the sources of nonlinearity in search and matching models indicate that they are not fully understood. This paper derives an analytical solution to a textbook model that highlights the mechanisms that generate nonlinearity and quantifies their contributions. Procyclical variation in the matching elasticity creates nonlinearity in the job finding rate, which interacts with the law of motion for unemployment. These results show the matching function choice is not innocuous. Quantitatively, the Den Haan et al. (2000) matching function more than doubles the skewness of unemployment and welfare cost of business cycles, compared to the Cobb-Douglas specification." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employer Search Behavior: Reasons for Internal Hiring (2021)
Bertheau, Antoine;Zitatform
Bertheau, Antoine (2021): Employer Search Behavior: Reasons for Internal Hiring. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102064
Abstract
"This article studies reasons for internal hiring, i.e., re-assigning or promoting an employee instead of recruiting an external candidate. We exploit a representative survey of establishments covering all European Union countries to measure employers' search for internal candidates. Internal search is a widespread practice: 66% of establishments typically search internally. The accumulation of specific skills and the provision of incentives for employees are the main advantages of hiring internally in the theoretical literature. Ordered probit estimates show that on-the-job training and internal search are positively associated. On the contrary, incentive schemes such as variable pay are not associated with employer search. These results help to assess competing theories, and in particular, suggest that specific human capital is an important driver of internal hiring. Finally, we uncover two interesting facts that need further research: internal hiring is less likely in service firms and in non-competitive product markets." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))