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
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)
Liontos, George; Vella, Eugenia; Mavrigiannakis, Konstantinos;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
Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs (2023)
Maibom, Jonas; Glenny, Anita; Fluchtmann, Jonas; Harmon, Nikolaj;Zitatform
Maibom, Jonas, Nikolaj Harmon, Anita Glenny & Jonas Fluchtmann (2023): Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs. In: Journal of labor economics online erschienen am 06.04.2023, S. 1-40. 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
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
More Than a Match: “Fit” as a Tool in Hiring Decisions (2023)
Zitatform
Nichols, Bethany J., David S. Pedulla & Jeff T. Sheng (2023): More Than a Match: “Fit” as a Tool in Hiring Decisions. In: Work and occupations online erschienen am 17.12.2023, S. 1-29. 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
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)
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
Bidding for Talent: A Test of Conduct in a High-Wage Labor Market (2023)
Roussille, Nina; Scuderi, Benjamin;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
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)
Vecchi, Michela; Savic, Maja; Robinson, Catherine; Romiti, Marina;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
Duration Dependence in Finding a Job: Applications, Interviews, and Job Offers (2023)
Zuchuat, Jeremy; Zweimüller, Josef; Pesaresi, Lorenzo; Osikominu, Aderonke; Lalive, Rafael;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))
Beteiligte aus dem IAB
Osikominu, Aderonke; -
Literaturhinweis
The Direct and Indirect Effects of Online Job Search Advice (2022)
Altmann, Steffen; Sebald, Alexander; Mahlstedt, Robert; Glenny, Anita Marie;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, Michele; Kircher, Philipp; Muller, Paul;Zitatform
Belot, Michele, 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; Muller, Paul; Kircher, Philipp;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))
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Literaturhinweis
Worker-Firm Screening and the Business Cycle (2022)
Zitatform
Bradley, Jake (2022): Worker-Firm Screening and the Business Cycle. (IZA discussion paper 15017), Bonn, 50 S.
Abstract
"There has been a substantial body of work modeling the co-movement of employment, vacancies, and output over the business cycle. This paper builds on this literature, and informed by empirical investigation, models worker and firm search and hiring behavior in a manner consistent with recent micro-evidence. Consistent with empirical findings, for a given vacancy, a firm receives many applicants, and chooses their preferred candidate amongst the set. Similarly, workers in both unemployment and employment, can evaluate many open vacancies simultaneously and choose to which they make an application. Business cycles are propagated through turbulence in the economy. Structural parameters of the model are estimated on U.S. data, targeting aggregate time series. The model can generate large volatility in unemployment, vacancies, and worker flows across jobs and employment state. Further, it provides a theoretical mechanism for the shift in the Beveridge curve after the 2008 recession - a phenomenon often referred to as the jobless recovery. That is, persistently low employment after the recession, despite output per worker and vacancies having returned to pre-crisis levels." (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))