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
A new approach to skills mismatch (2021)
Brun-Schammé, Amandine; Rey, Martin;Zitatform
Brun-Schammé, Amandine & Martin Rey (2021): A new approach to skills mismatch. (OECD productivity working papers 24), Paris, 28 S. DOI:10.1787/e9563c2a-en
Abstract
"Skills mismatch - the sub-optimal use of an individual's skills in their occupation - can be a source of dissatisfaction for workers and a brake for productivity growth. In our view, a difference in the level of skills within an occupation is not sufficient to infer that a skills mismatch exists. Since skills-mismatch is the result of a disparity between the supply and demand of labour, the quantifying of skills-mismatch must therefore be based on the mechanisms involved in this disparity. We propose to include in our measurement the level of education and field of study, which are key markers of an individual's skill level in the labour market. This makes it possible to identify, among individuals whose skill level differs from others within an occupation, those whose training profile can (or cannot) explain this situation. Through using the OECD PIAAC 2012 survey, this paper first identifies with data for France, individuals who present an apparent skills mismatch according to the framework proposed. Following an international comparison of “apparent skills mismatch rates”, we conclude this study by observing how the different groups identified differ in terms of how they perceive their employment situation as well as their individual characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
"Are you in the right job?" Human Capital Mismatch in the UK (2021)
Galanakis, Yannis;Zitatform
Galanakis, Yannis (2021): "Are you in the right job?" Human Capital Mismatch in the UK. (GLO discussion paper / Global Labor Organization 976), Essen, 58 S.
Abstract
"This paper examines a problem of worker misallocation into jobs. A theoretical model, allowing for heterogeneous workers and firms, shows that job search frictions generate mismatch between employees and employers. In the empirical analysis, the British Household Panel Survey (BHPS), the UK household Longitudinal Study (UKHLS) and British Cohort Study 1970 (BCS70) data are used to measure the incidence of mismatch, how it changes over time and whether it can be explained by unobserved ability. Results show that (i) the incidence of mismatch increases after the Great Recession. (ii) Individual transitions to/from matching take place due to workers' occupational mobility and over-time skills development. (iii) Employees can find better jobs or their mobility occurs earlier than the aggregate change of skills. (iv) Controlling for individual heterogeneity, measured by cognitive and non-cognitive skill test scores throughout childhood, does not decrease the incidence of mismatch. This suggests that unobserved productivity does not generate mismatch in the labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Complementary jobs and optimal matching (2021)
Gebauer, Markus;Zitatform
Gebauer, Markus (2021): Complementary jobs and optimal matching. In: Labour, Jg. 35, H. 3, S. 291-310. DOI:10.1111/labr.12204
Abstract
"This paper introduces strong complementarities in labour into an otherwise classical Diamond–Mortensen–Pissarides search model. Specifically, two workers are required to perform a task. The assumption of Nash bargaining is maintained to represent the Hosios condition transparently. We show that this setup leads to additional externalities that require more than a Hosios-style condition to be met. The surplus must be shared between the workers so that the employer internalizes additional externalities. This makes implementing efficiency even more challenging." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Does Online Search Improve the Match Quality of New Hires? (2021)
Zitatform
Gürtzgen, Nicole, Benjamin Lochner, Laura Pohlan & Gerard J. van den Berg (2021): Does Online Search Improve the Match Quality of New Hires? In: Labour Economics, Jg. 70, S. 101981., 2021-03-16. DOI:10.1016/j.labeco.2021.101981
Abstract
"Die Studie untersucht den Effekt der Expansion des Breitbandinternets auf die Matchqualität neu eingestellter Personen. Hierzu werden Daten zur regionalen Internetverfügbarkeit mit administrativen Individualdaten und Vakanzdaten für den deutschen Arbeitsmarkt kombiniert. Die Ergebnisse zeigen, dass eine Ausweitung der Breitbandinternet-Verfügbarkeit keinen größeren Einfluss auf die Stabilität und Entlohnung neu begonnener Beschäftigungsverhältnisse hat. Diese Resultate werden auf Basis von Analysen mit Vakanzdaten bestätigt. Diese Daten erlauben einen expliziten Vergleich der Matchqualität von Personen, die online rekrutiert wurden, mit der Matchqualität von Personen, die über andere Rekrutierungskanäle eingestellt wurden. Weiterhin zeigen die Ergebnisse, dass Online-Rekrutierung nicht nur die Anzahl der Bewerbungen und den Anteil ungeeigneter Bewerbungen erhöht, sondern ebenfalls zu einer höheren Anzahl von Vakanzen führt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Wage bargaining in a matching market: Experimental evidence (2021)
Korenok, Oleg; Munro, David;Zitatform
Korenok, Oleg & David Munro (2021): Wage bargaining in a matching market: Experimental evidence. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102078
Abstract
"Wage negotiation plays a central role in the dynamics of search and matching models. We explore the theoretical wage predictions of the canonical search and matching model of Diamond (1982) in laboratory bargaining experiments. Overall, wages in the experiment are less responsive to changes in the market conditions than theory predicts. Wages respond to changes in unemployment insurance in the correct direction, yet the size of the response is about half of what theory predicts. On the other hand, contrary to theory, wages are unresponsive to changes in the level of unemployment. We also find that wages of new matches are more sensitive than wages of on-going matches, and that the duration of unemployment influences wages in certain settings." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
The Geography of Job Creation and Job Destruction (2021)
Kuhn, Moritz; Qiu, Xincheng; Manovskii, Iourii;Zitatform
Kuhn, Moritz, Iourii Manovskii & Xincheng Qiu (2021): The Geography of Job Creation and Job Destruction. (ECONtribute discussion paper 122), Köln ; Bonn, 45, A-20 S.
Abstract
"Spatial differences in labor market performance are large and highly persistent. Using data from the United States, Germany, and the United Kingdom, we document striking similarities in spatial differences in unemployment, vacancies, job finding, and job filling within each country. This robust set of facts guides and disciplines the development of a theory of local labor market performance. We find that a spatial version of a Diamond-Mortensen-Pissarides model with endogenous separations and on-the-job search quantitatively accounts for all the documented empirical regularities. The model also quantitatively rationalizes why differences in job-separation rates have primary importance in inducing differences in unemployment across space while changes in the job-finding rate are the main driver in unemployment fluctuations over the business cycle." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unemployment Insurance and Job Search Behavior (2021)
Zitatform
Marinescu, Ioana & Daphne Skandalis (2021): Unemployment Insurance and Job Search Behavior. In: The Quarterly Journal of Economics, Jg. 136, H. 2, S. 887-931. DOI:10.1093/qje/qjaa037
Abstract
"How does unemployment insurance (UI) affect unemployed workers’ search behavior? Search models predict that until benefit exhaustion, UI depresses job search effort and increases reservation wages. Over an unemployment spell, search effort should increase up to benefit exhaustion and stay high thereafter. Meanwhile, reservation wages should decrease up to benefit exhaustion and stay low thereafter. To test these predictions, we link administrative registers to data on job search behavior from a major online job search platform in France. We follow over 400,000 workers, as long as they remain unemployed. We analyze the changes in search behavior around benefits exhaustion and take two steps to isolate the individual response to unemployment benefits. First, our longitudinal data allows us to correct for changes in sample composition over the spell. Second, we exploit data on workers eligible for 12–24 months of UI as well as workers ineligible for UI, to control for behavior changes over the unemployment spell that are independent of UI. Our results confirm the predictions of search models. We find that search effort (the number of job applications) increases by at least 50% during the year preceding benefits exhaustion and remains high thereafter. The target monthly wage decreases by at least 2.4% during the year preceding benefits exhaustion and remains low thereafter. In addition, we provide evidence for duration dependence: workers decrease the wage they target by 1.5% over each year of unemployment, irrespective of their UI status." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm productivity and immigrant-native earnings disparity (2021)
Åslund, Olof; Bratu, Cristina; Thoresson, Anna; Lombardi, Stefano;Zitatform
Åslund, Olof, Cristina Bratu, Stefano Lombardi & Anna Thoresson (2021): Firm productivity and immigrant-native earnings disparity. (CReAM discussion paper 2021,37), London, 35 S.
Abstract
"We study the role of firm productivity in explaining earnings disparities between immigrants and natives using population-wide matched employer-employee data from Sweden. We find substantial earnings returns to working in firms with higher persistent productivity, with greater gains for immigrants from non-Western countries. Moreover, the pass-through of within-firm productivity variation to earnings is stronger for immigrants in low-productive, immigrant-dense firms. But immigrant workers are underrepresented in high-productive firms and less likely to move up the productivity distribution. Thus, sorting into less productive firms decreases earnings in poor-performing immigrant groups that would gain the most from working in high-productive firms" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How broadband internet affects labor market matching (2020)
Bhuller, Manudeep; Vigtel, Trond C.; Kostøl, Andreas R.;Zitatform
Bhuller, Manudeep, Andreas R. Kostøl & Trond C. Vigtel (2020): How broadband internet affects labor market matching. (IZA discussion paper 12895), Bonn, 63 S.
Abstract
"How the internet affects job matching is not well understood due to a lack of data on job vacancies and quasi-experimental variation in internet use. This paper helps fill this gap using plausibly exogenous roll-out of broadband infrastructure in Norway, and comprehensive data on recruiters, vacancies and job seekers. We document that broadband expansions increased online vacancy-postings and lowered the average duration of a vacancy and the share of establishments with unfilled vacancies. These changes led to higher job-finding rates and starting wages and more stable employment relationships after an unemployment-spell. Consequently, our calculations suggest that the steady-state unemployment rate fell by as much as one-fifth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Testing the independence of job arrival rates and wage offers (2020)
Zitatform
Braun, Christine, Bryan Engelhardt, Benjamin Griffy & Peter Rupert (2020): Testing the independence of job arrival rates and wage offers. In: Labour Economics, Jg. 63. DOI:10.1016/j.labeco.2020.101804
Abstract
"Is the arrival rate of a job independent of the wage that it pays? We answer this question by testing whether unemployment insurance alters the job finding rate differentially across the wage distribution. To do this, we use a Mixed Proportional Hazard Competing Risk Model in which we classify quantiles of the wage distribution as competing risks faced by searching unemployed workers. Allowing for flexible unobserved heterogeneity across spells, we find that unemployment insurance increases the likelihood that a searcher matches to higher paying jobs relative to low or medium paying jobs, rejecting the notion that wage offers and job arrival rates are independent. We show that dependence between wages and job offer arrival rates explains 9% of the increase in the duration of unemployment associated with unemployment insurance." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
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Literaturhinweis
Efficiency Of Wage Bargaining With On-The-Job Search (2020)
Cai, Xiaoming;Zitatform
Cai, Xiaoming (2020): Efficiency Of Wage Bargaining With On-The-Job Search. In: International Economic Review, Jg. 61, H. 4, S. 1749-1775. DOI:10.1111/iere.12478
Abstract
"This article studies efficiency in a general class of search models where both unemployed and employed workers search for better jobs and can meet multiple firms simultaneously. Employers can respond to outside offers and wages are a weighted average of the productivities of the current employer and a credible poaching firm. I derive a condition that balances firms' bargaining power and their meeting externality. This condition ensures efficiency of both worker turnover and firm entry. Finally, the efficiency condition unifies and extends many of the results on the efficiency of equilibrium search models." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Recruitment Policies, Job-Filling Rates and Matching Efficiency (2020)
Zitatform
Carrillo-Tudela, Carlos, Hermann Gartner & Leo Kaas (2020): Recruitment Policies, Job-Filling Rates and Matching Efficiency. (IAB-Discussion Paper 15/2020), Nürnberg, 51 S.
Abstract
"Für das Matching am Arbeitsmarkt spielt das Rekrutierungsverhalten der Betriebe eine zentrale Rolle. Um zu untersuchen, wie das Rekrutierungsverhalten mit der Zahl der Einstellungen zusammenhängt, verknüpfen wir die IAB-Stellenerhebung mit administrativen Daten. Es zeigt sich: Mehr Einstellungen sind mit mehr Suchaufwand verbunden, mit großzügigeren Löhnen und mit geringeren Anforderungen an die Arbeitsuchenden. Um zu analysieren, welcher Mechanismus diesem Muster zugrunde liegt, entwickeln wir ein Modell mit zielgerichteter Suche. Betriebe können dabei bei Produktivitätsschocks ihr Rekrutierungsverhalten über mehrere Stellschrauben anpassen. Im kalibrierten Modell erweist sich das Anforderungsnieveau als wichtigste Stellschraube für die Auswirkung auf die Matching-Effizienz und für die Wirksamkeit von Arbeitsmarktpolitik. Suchaufwand und die Lohnpolitik spielen demgegenüber eine kleinere Rolle." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Social Insurance And Occupational Mobility (2020)
Cubas, German; Silos, Pedro;Zitatform
Cubas, German & Pedro Silos (2020): Social Insurance And Occupational Mobility. In: International Economic Review, Jg. 61, H. 1, S. 219-240. DOI:10.1111/iere.12422
Abstract
"This article studies how insurance from progressive taxation improves the matching of workers to occupations. We propose an equilibrium dynamic assignment model to illustrate how social insurance encourages mobility. Workers experiment to find their best occupational fit in a process filled with uncertainty. Risk aversion and limited earnings insurance induce workers to remain in unfitting occupations. We estimate the model using microdata from the United States and Germany. Higher earnings uncertainty explains the U.S. higher mobility rate. When workers in the United States enjoy Germany's higher progressivity, mobility rises. Output and welfare gains are large." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Evidence on job search models from a survey of unemployed workers in Germany (2020)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2020): Evidence on job search models from a survey of unemployed workers in Germany. (IAB-Discussion Paper 13/2020), Nürnberg, 60 S.
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)
Ähnliche Treffer
Weiterführende Informationen
Online Appendix -
Literaturhinweis
The role of search frictions in the long-run relationships between inflation, unemployment and capital (2020)
Zitatform
Gomis-Porqueras, Pedro, Stella Huangfu & Hongfei Sun (2020): The role of search frictions in the long-run relationships between inflation, unemployment and capital. In: European Economic Review, Jg. 123. DOI:10.1016/j.euroecorev.2020.103396
Abstract
"This paper explores the long-run relationships between inflation, unemployment and capital accumulation by proposing a model with search frictions in both goods and labor markets. This framework allows us to identify a negative extensive margin effect of inflation on the number of firms demanding capital and a positive intensive margin effect of inflation on the capital demanded per firm. The two effects together generate a hump-shaped relationship between long-run inflation and aggregate capital. These results are consistent with our empirical evidence from a cross-section of 76 countries, which suggests a non-monotonic relationship between inflation and investment to GDP ratio in the long run. Our calibrated results are also consistent with empirical findings from the U.S. data on the effect of inflation on capital stock, unemployment and the real interest rates." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
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Literaturhinweis
The German job search panel (2020)
Hetschko, Clemens ; Schmidtke, Julia ; Stephan, Gesine ; Schöb, Ronnie ; Lawes, Mario ; Eid, Michael ;Zitatform
Hetschko, Clemens, Julia Schmidtke, Michael Eid, Mario Lawes, Ronnie Schöb & Gesine Stephan (2020): The German job search panel. (OSF preprints), 2020-04-23. DOI:10.31219/osf.io/7jazr
Abstract
"This report introduces the German Job Search Panel, a longitudinal survey that follows people who register as job seeking over the course of up to two years. The focus of the survey is on job seekers’ well-being and health. An innovative survey app is used to allow for frequent measurement every month and for conducting the experience sampling method. The collected data may be linked to administrative records of the Federal Employment Agency, provided that people give their consent. A subsample of surveyed job seekers took part in hair sampling to measure their cortisol levels. In this report, we describe the sampling procedure, adjustments over the recruitment period and the collected data. We moreover examine selective participation in the panel. It turns out that high-skilled workers, young individuals and women were more likely to sign up. Age increases the probability to take part in the hair sampling. People working in East Germany were more likely to consent to the linkage of survey data and administrative records." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development (2020)
Zitatform
Köchling, Alina & Marius Claus Wehner (2020): Discriminated by an algorithm. A systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development. In: Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, Jg. 13, H. 3, S. 795-848. DOI:10.1007/s40685-020-00134-w
Abstract
"Algorithmic decision-making is becoming increasingly common as a new source of advice in HR recruitment and HR development. While firms implement algorithmic decision-making to save costs as well as increase efficiency and objectivity, algorithmic decision-making might also lead to the unfair treatment of certain groups of people, implicit discrimination, and perceived unfairness. Current knowledge about the threats of unfairness and (implicit) discrimination by algorithmic decision-making is mostly unexplored in the human resource management context. Our goal is to clarify the current state of research related to HR recruitment and HR development, identify research gaps, and provide crucial future research directions. Based on a systematic review of 36 journal articles from 2014 to 2020, we present some applications of algorithmic decision-making and evaluate the possible pitfalls in these two essential HR functions. In doing this, we inform researchers and practitioners, offer important theoretical and practical implications, and suggest fruitful avenues for future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor force participation, job search effort and unemployment insurance in the laboratory (2020)
Zitatform
Lechthaler, Wolfgang & Patrick Ring (2020): Labor force participation, job search effort and unemployment insurance in the laboratory. (Kiel working paper 2149), Kiel, 39 S.
Abstract
"How the provision of unemployment benefits affects employment and unemployment is a debated issue. In this paper, we aim at complementing theoretical and empirical contributions to this debate with a laboratory experiment: We simulate a job market with search effort and labor force participation decisions while varying the maximum length of unemployment benefit eligibility. Our results reveal two separable, opposing effects: Individuals within the labor force search with lower effort when unemployment benefits are extended. However, individuals are more likely to participate in the labor force and to actively search for a job. Concerning employment, the second effect dominates so that unemployment benefits raise employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Your wingman could help you land a job: How beauty composition of applicants affects the call-back probability (2020)
Zitatform
Leckcivilize, Attakrit & Alexander Straub (2020): Your wingman could help you land a job: How beauty composition of applicants affects the call-back probability. In: Labour Economics, Jg. 65. DOI:10.1016/j.labeco.2020.101857
Abstract
"This paper analyses how both own appearance and the beauty composition of other candidates influence the chances of being selected for a job interview. Based on our lab experiment with randomised CVs, we confirm the role of appearance on job recruitment. Importantly, we show that appearance of other applicants with the same gender has significant incremental effects on top of the existing beauty premium. This “wingman effect” is more pronounced in high skilled occupations and mainly among male recruiters. We provide evidence that the “wingman effect” is not driven by system one decision making and predominantly affects choices at the margin." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
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Literaturhinweis
Declining Search Frictions, Unemployment and Growth (2020)
Zitatform
Martellini, Paolo & Guido Menzio (2020): Declining Search Frictions, Unemployment and Growth. In: Journal of Political Economy, Jg. 128, H. 12, S. 4387-4437. DOI:10.1086/710975
Abstract
"For a search-theoretic model of the labor market, we seek conditions for the existence of a Balanced Growth Path (BGP), an equilibrium in which unemployment, vacancy, and worker's transition rates remain constant in the face of improvements in the production and search technologies. A BGP exists iff firm-worker matches are inspection goods, and the idiosyncratic component of productivity of a match is drawn from a Pareto distribution. Declining search frictions contribute to the growth of the economy with an intensity that depends on the tail coeffcient of the Pareto distribution. A corollary of the theory is that market size does not affect unemployment, vacancy and worker's transition rates even with non-constant returns to scale in search. We develop a strategy to measure the rate of decline of search frictions, the returns to scale in search, and their contribution to growth." (Author's abstract, IAB-Doku) ((en))