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
Performance pay and applicant screening (2019)
Zitatform
Jirjahn, Uwe & Jens Mohrenweiser (2019): Performance pay and applicant screening. In: BJIR, Jg. 57, H. 3, S. 540-575. DOI:10.1111/bjir.12443
Abstract
"Using German establishment data, we show that the relationship between intensity of individual-based performance pay and intensity of applicant screening depends on the nature of production. In establishments with increased multitasking, performance pay is positively associated with applicant screening. By contrast, in establishments without increased multitasking, performance pay is negatively associated with applicant screening.We do not find a similar pattern of results for group-based performance pay or profit-sharing. Our findings fit the hypothesis that individual-based performance pay induces a positive self-sorting of employees if jobs are less multifaceted. In this case, employers with a high intensity of performance pay do not need intensive applicant screening to ensure a high quality of matches between workers and jobs. However, if jobs are more multifaceted, individual-based performance pay can entail problems of adverse self-sorting. In order to mitigate or overcome these problems, employers making intensive use of performance pay also screen applicants more intensively." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Langzeitarbeitslosigkeit in Zeiten von Fachkräfteengpässen (2019)
Kubis, Alexander; Rebien, Martina;Zitatform
Kubis, Alexander & Martina Rebien (2019): Langzeitarbeitslosigkeit in Zeiten von Fachkräfteengpässen. In: Wirtschaftspolitische Blätter, Jg. 66, H. 1, S. 39-57., 2019-01-30.
Abstract
"Der deutsche Arbeitsmarkt befindet sich im 13. Jahr des Aufschwungs. Betriebe berichten vermehrt über Fachkräfteengpässe und die Arbeitsmarktchancen haben sich in vielen Regionen und Berufen gebessert. Der Arbeitsmarkt hat sich jedoch nicht für alle und nicht überall gedreht. Während einige Regionen von einer hohen Arbeitslosigkeit gekennzeichnet sind, fehlen in anderen bereits Fachkräfte. Eine zu geringe Mobilität macht einen Ausgleich bisher unwahrscheinlich. Menschen mit passender Qualifikation finden leicht einen Job, fehlt diese, ist der Wettbewerb um freie Stellen jedoch sehr hoch. Das schmälert vor allem die Chancen Langzeitarbeitsloser. Zwar sind Betriebe zunehmend bereit ihnen eine Chance zu geben, jedoch zeigt sich, dass neben einem teils obsoleten Fachwissen die erwarteten soft skills eine Hürde für den Erfolg darstellen. Maßnahmen, die an diesen Punkten ansetzten, könnten nicht nur den qualifikatorischen Mismatch verringern, sondern auch die regionale Mobilität fördern." (Autorenreferat, © MANZ Verlag, Wien)
Beteiligte aus dem IAB
Kubis, Alexander; -
Literaturhinweis
IAB-Stellenerhebung 2/2019: Hohe Personalnachfrage stützt den Arbeitsmarkt (2019)
Kubis, Alexander;Zitatform
Kubis, Alexander (2019): IAB-Stellenerhebung 2/2019: Hohe Personalnachfrage stützt den Arbeitsmarkt. In: IAB-Forum H. 15.08.2019, o. Sz., 2019-07-31.
Abstract
"Im zweiten Quartal 2019 gab es bundesweit rund 1,39 Millionen offene Stellen auf dem deutschen Arbeitsmarkt. Gegenüber dem ersten Quartal 2019 stieg die Zahl der offenen Stellen um rund 9.000, gegenüber dem zweiten Quartal 2018 um 175.000. Das geht aus der IAB-Stellenerhebung hervor, einer regelmäßigen Betriebsbefragung des Instituts für Arbeitsmarkt- und Berufsforschung (IAB). Gegenüber dem Jahr 2010 ist die Arbeitsmarktanspannung in Ost- und Westdeutschland deutlich angestiegen. Viele Betriebe berichten nach wie vor von Schwierigkeiten bei der Personalsuche." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Kubis, Alexander; -
Literaturhinweis
The role of spatial and skill mismatches: explaining long-term unemployment in Paris (2019)
Zitatform
L'Horty, Yannick & Florent Sari (2019): The role of spatial and skill mismatches. Explaining long-term unemployment in Paris. In: Regional Studies. Journal of the Regional Studies Association, Jg. 53, H. 2, S. 283-296. DOI:10.1080/00343404.2018.1462480
Abstract
"In the Paris region, one can observe simultaneously the coexistence of a large and dynamic job pool with long-lasting periods of unemployment. This paradox reveals the importance of skill and spatial mismatch mechanisms, which are often used to explain disparities in local labour market outcomes. This paper uses several spatial models to measure the effects of these two mechanisms on unemployment durations in the Paris region. The results show that both problems affect municipalities close to the centre of Paris, while unemployment situations in municipalities on the fringes of the region are mainly affected by a lack of local employment dynamism." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Financial constraints in search equilibrium: Mortensen Pissarides meet Holmstrom and Tirole (2018)
Zitatform
Boeri, Tito, Pietro Garibaldi & Espen R. Moen (2018): Financial constraints in search equilibrium. Mortensen Pissarides meet Holmstrom and Tirole. In: Labour economics, Jg. 50, H. March, S. 144-155. DOI:10.1016/j.labeco.2017.06.003
Abstract
"A key lesson from the Great Recession is that firms' leverage and access to finance are important for hiring and firing decisions. It is now empirically established that bank lending is correlated with employment losses when credit conditions deteriorate. We provide further evidence of this and make causal inferences on the effect of leverage on job losses drawing on a new firm-level dataset that we assembled on employment and financial positions of European firms. Yet, in the Diamond Mortensen Pissarides (DMP) model there is no role for finance. All projects that display positive net present values are realized and financial markets are assumed to be perfect. What if financial markets are not perfect? Does a different access to finance influence the firm's hiring and firing decisions? The paper uses the concept of limited pledgeability proposed by Holmstrom and Tirole to integrate financial imperfections and labor market imperfections. A negative shock wipes out the firm's physical capital and leads to job destruction unless internal cash was accumulated by firms. If firms hold liquid assets they may thus protect their search capital, defined as the cost of attracting and hiring workers. The paper explores the trade-off between size and precautionary cash holdings in both partial and general equilibrium. We find that if labor market frictions disappear, so does the motive for firms to hold liquidity. This suggests a fundamental complementarity between labor market frictions and holding of liquid assets by firms." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Disentangling goods, labor, and credit market frictions in three European economies (2018)
Zitatform
Brzustowski, Thomas, Nicolas Petrosky-Nadeau & Etienne Wasmer (2018): Disentangling goods, labor, and credit market frictions in three European economies. In: Labour economics, Jg. 50, H. March, S. 180-196. DOI:10.1016/j.labeco.2016.05.006
Abstract
"We build a flexible model with search frictions in three markets: credit, labor, and goods markets. We then apply this model (called CLG) to three different economies: a flexible, finance-driven economy (the UK), an economy with wage moderation (Germany), and an economy with structural rigidities (Spain). In these three countries, goods and credit market frictions play a dominant role in entry costs and account for 75% to 85% of the total entry costs. In the goods market, adverse supply shocks are amplified through their propagation to the demand side, as they also imply income losses for consumers. This adds up to, at most, an additional 15% to 25% to the impact of the shocks. Finally, the speed of matching in the goods market and the credit market accounts for a small fraction of unemployment: most variation in unemployment comes from the speed of matching in the labor market." (Author's abstract, © 2016 Elsevier) ((en))
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Literaturhinweis
Endogenous separations, wage rigidities and unemployment volatility (2018)
Zitatform
Carlsson, Mikael & Andreas Westermark (2018): Endogenous separations, wage rigidities and unemployment volatility. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2018,05), Uppsala, 33 S.
Abstract
"We show that in microdata, as well as in a search and matching model with flexible wages for new hires, wage rigidities of incumbent workers have substantial effects on separations and unemployment volatility. Allowing for an empirically relevant degree of wage rigidities for incumbent workers drives unemployment volatility, as well as the volatility of vacancies and tightness to that in the data. Thus, the degree of wage rigidity for newly hired workers is not a sufficient statistic for determining the effect of wage rigidities on macroeconomic outcomes. This finding affects the interpretation of a large empirical literature on wage rigidities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unemployment and vacancy dynamics with imperfect financial markets (2018)
Zitatform
Carrillo-Tudela, Carlos, Michael Graber & Klaus Wälde (2018): Unemployment and vacancy dynamics with imperfect financial markets. In: Labour economics, Jg. 50, H. March, S. 128-143. DOI:10.1016/j.labeco.2017.04.005
Abstract
"This paper proposes a simple general equilibrium model with labour market frictions and an imperfect financial market. The aim of the paper is to analyse the transitional dynamics of unemployment and vacancies when financial constraints are in place. We model the financial sector as a monopolistically competitive banking sector that intermediates financial capital between firms. This structure implies a per period financial resource constraint which has a closed form solution and describes the transition path of unemployment and vacancies to their steady state values. We show that the transition path crucially depends on the degree of wage flexibility. When wages do not depend on the unemployment rate the transition path is always downward sloping. This implies unemployment and vacancies adjust in opposite directions as observed in the data. When calibrating the model to the Great Recession and its aftermath we find that the lack of an improvement in the financial sector's effectiveness to intermediate resources played a crucial role in the slow recovery of the labour market." (Author's abstract, © 2017 Elsevier) ((en))
Ähnliche Treffer
auch erschienen u.d.T.: IZA discussion paper , 9525 -
Literaturhinweis
Alternating offers with asymmetric information and the unemployment volatility puzzle (2018)
Zitatform
Clerc, Pierrick (2018): Alternating offers with asymmetric information and the unemployment volatility puzzle. In: Labour economics, Jg. 50, H. March, S. 87-91. DOI:10.1016/j.labeco.2017.08.001
Abstract
"To provide micro-founded real wage rigidities, the literature on the unemployment volatility puzzle has considered alternating offers on one side, and asymmetric information on the other. Separately, however, these two frameworks deliver a limited amount of wage stickiness and thus require questionable calibrations to raise unemployment fluctuations. In this paper, we argue that the alternating offers model with one-sided asymmetric information, which combines the two frameworks, gives a more satisfactory answer to the puzzle. The results are improved along two dimensions. First, we show that this model is capable to generate large unemployment movements for a realistic calibration. Secondly, the model produces a right degree of real wage pro-cyclicality for such a calibration and therefore delivers a micro-founded explanation to real wage rigidities." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Discrimination as favoritism: the private benefits and social costs of in-group favoritism in an experimental labor market (2018)
Zitatform
Dickinson, David L., David Masclet & Emmanuel Peterle (2018): Discrimination as favoritism. The private benefits and social costs of in-group favoritism in an experimental labor market. In: European Economic Review, Jg. 104, H. May, S. 220-236. DOI:10.1016/j.euroecorev.2018.03.004
Abstract
"We examine both the private benefits and spillover costs of labor market favoritism in a unique laboratory experiment design. Our data show that both employment preference and wage offers favor in-group members. Workers positively reciprocate towards in-group employers by choosing higher effort in a gift-exchange game. Thus, favoritism can be privately rational for employers. However, unemployed subjects are allowed to burn resources (at a cost to themselves), and we document significantly increased resource destruction when unemployment can be attributed to favoritism towards others. This highlights a significant spillover and often ignored cost of favoritism, and it points to one possible micro-foundation of some antisocial behavior." (Author's abstract, © 2018 Elsevier) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 10599 -
Literaturhinweis
Evidence on the relationship between recruiting and the starting wage (2018)
Zitatform
Faberman, R. Jason & Guido Menzio (2018): Evidence on the relationship between recruiting and the starting wage. In: Labour economics, Jg. 50, H. March, S. 67-79. DOI:10.1016/j.labeco.2017.01.003
Abstract
"Using data from the Employment Opportunity Pilot Project, we examine the relationship between the starting wage paid to the worker filling a vacancy, the number of applications attracted by the vacancy, the number of candidates interviewed for the vacancy, and the duration of the vacancy. We find that the wage is positively related to the duration of a vacancy and negatively related to the number of applications and interviews per week. We show that these surprising findings are consistent with a view of the labor market in which firms post wages and workers direct their search based on these wages if workers and jobs are heterogeneous and the interaction between the worker's type and the job's type in production satisfies some rather natural assumptions." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
On the effects of ranking by unemployment duration (2018)
Zitatform
Fernández-Blanco, Javier & Edgar Preugschat (2018): On the effects of ranking by unemployment duration. In: European Economic Review, Jg. 104, H. May, S. 92-110. DOI:10.1016/j.euroecorev.2018.02.003
Abstract
"We propose a theory based on the firm's hiring behavior that rationalizes the observed significant decline of callback rates for an interview and exit rates from unemployment and the mild decline of reemployment wages over unemployment duration. We build a directed search model with symmetric incomplete information on worker types and non-sequential search by firms. Sorting due to firms' testing of applicants in the past makes expected productivity fall with duration, which induces firms to rank applicants by duration. In equilibrium callback and exit rates both fall with unemployment duration. In our numerical exercise using U.S. data we show that our model can replicate quite well the observed falling patterns, with the firm's ranking decision accounting for a sizable part." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
Time-varying job creation and macroeconomic shocks (2018)
Zitatform
Guglielminetti, Elisa & Meradj Pouraghdam (2018): Time-varying job creation and macroeconomic shocks. In: Labour economics, Jg. 50, H. March, S. 156-179. DOI:10.1016/j.labeco.2017.09.008
Abstract
"In this paper we investigate the time-varying properties of job creation in the United States in connection to the macro-economy. We address this issue through a time-varying parameter VAR (TVP-VAR) with stochastic volatility. We identify four structural shocks by combining zero long-run restrictions and short-run sign restrictions based on a NK-DSGE model with frictional labor markets. Our main findings are as follows. First, at business cycle frequencies for most part of the sample the lion share of the volatility of job creation is explained by non-technology shocks; this challenges the conventional practice of addressing the labor market volatility puzzle (Shimer, 2005) under the assumption that technology shocks are the main driver of fluctuations in hiring. Second, permanent supply shocks had a negative impact on job creation during the Great Inflation period - a result reminiscent of the 'hours puzzle' (Galí, 1999). We show that the main candidate in explaining such structural change is the more passive conduct of monetary policy at that time. It follows that the results derived from partial equilibrium models of the labor market, which imply a rise in hiring as technology improves, neglect important transmission channels and may be misleading." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
The cyclicality of labor-market flows: a multiple-shock approach (2018)
Hairault, Jean-Olivier; Zhutova, Anastasia;Zitatform
Hairault, Jean-Olivier & Anastasia Zhutova (2018): The cyclicality of labor-market flows. A multiple-shock approach. In: European Economic Review, Jg. 103, H. April, S. 150-172. DOI:10.1016/j.euroecorev.2018.01.008
Abstract
"In this paper, we aim to establish some stylized facts about the relative contributions of the job-finding and separation rates to unemployment dynamics depending on the nature of structural shocks. The shocks in our Bayesian Structural VAR model are identified using a sign-restriction approach, and capture shifts in the three conditions determining labor-market equilibrium in matching models: the Beveridge curve, and the job-creation and job-destruction conditions. Using both US and French data, we identify an aggregate shock to match profitability (the aggregate-profitability shock), a shock specific to existing jobs (the reallocation shock) and a shock to the efficiency of the matching process (the matching-efficiency shock). We find that the relative contributions of the job finding and separation rates are notably different across shocks in both countries, but are similar across countries for each type of shock. Labor market dynamics appear to be Transatlantic despite well-known institutional differences. However, it must be emphasized that the reaction of the labor market variables to the matching-efficiency shock seems more muted in the US than in France." (Author's abstract, © 2018 Elsevier) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 8558 -
Literaturhinweis
Big Data bei der BA: Neue Erkenntnisse zum Suchverhalten am Arbeitsmarkt (2018)
Zitatform
Hartl, Tobias, Christian Hutter & Enzo Weber (2018): Big Data bei der BA: Neue Erkenntnisse zum Suchverhalten am Arbeitsmarkt. In: IAB-Forum H. 29.05.2018, o. Sz., 2018-05-24.
Abstract
"Mit der Jobbörse der Bundesagentur für Arbeit (BA) und der Vermittler-Software 'VerBIS' erschließen sich für die Forschung ganz neuartige Datenquellen. Sie erlauben die Messung von Such- und Vermittlungsintensitäten und ermöglichen innovative Analysen des Arbeitsmarktgeschehens." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Discretion in hiring (2018)
Zitatform
Hoffman, Mitchell, Lisa B. Kahn & Danielle Li (2018): Discretion in hiring. In: The Quarterly Journal of Economics, Jg. 133, H. 2, S. 765-800. DOI:10.1093/qje/qjx042
Abstract
"Job-testing technologies enable firms to rely less on human judgment when making hiring decisions. Placing more weight on test scores may improve hiring decisions by reducing the influence of human bias or mistakes but may also lead firms to forgo the potentially valuable private information of their managers. We study the introduction of job testing across 15 firms employing low-skilled service sector workers. When faced with similar applicant pools, we find that managers who appear to hire against test recommendations end up with worse average hires. This suggests that managers often overrule test recommendations because they are biased or mistaken, not only because they have superior private information." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 21709 -
Literaturhinweis
Inhalt schlägt Form (2018)
Zitatform
Kanning, Uwe Peter & Nathalie Dressler (2018): Inhalt schlägt Form. In: Personalwirtschaft, Jg. 45, H. 5, S. 64-66.
Abstract
"Schon lange diskutieren Experten, wie eine Stellenanzeige aussehen muss, damit sich die passenden Bewerber angesprochen fühlen. Eine neue Studie zeigt, welchen Einfluss die Gestaltung der Stellenanzeige auf Schüler und Azubis hat." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Vacancy durations and entry wages: evidence from linked vacancy-employer-employee data (2018)
Kettemann, Andreas; Mueller, Andreas I.; Zweimüller, Josef;Zitatform
Kettemann, Andreas, Andreas I. Mueller & Josef Zweimüller (2018): Vacancy durations and entry wages. Evidence from linked vacancy-employer-employee data. (IZA discussion paper 11852), Bonn, 71 S.
Abstract
"This paper explores the relationship between the duration of a vacancy and the starting wage of a new job, using unusually informative data comprising detailed information on vacancies, the establishments posting the vacancies and the workers eventually filling the vacancies. We find that vacancy durations are negatively correlated with the starting wage and that this negative association is particularly strong with the establishment component of the starting wage. We also confirm previous findings that growing establishments fill their vacancies faster. To understand the relationship between establishment growth, vacancy filling and entry wages, we calibrate a model with directed search and ex-ante heterogeneous workers and firms. We find a strong tension between matching the sharp increase in vacancy filling for growing firms and the response of vacancy filling to firm-level wages. We discuss the implications of this finding as well as potential resolutions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Who gets hired? The importance of finding an open slot (2018)
Lazear, Edward P.; Shaw, Kathryn L.; Stanton, Christopher T.;Zitatform
Lazear, Edward P., Kathryn L. Shaw & Christopher T. Stanton (2018): Who gets hired? The importance of finding an open slot. In: Journal of labor economics, Jg. 36, H. S1, S. S133-S181. DOI:10.1086/694908
Abstract
"Being hired into a job depends not only on one's own skill but also on that of other applicants. When another able applicant applies, a well-suited worker may be forced into unemployment or into accepting an inferior job. A model of this process defines over- and underqualification and provides predictions on its prevalence and on the wages of mismatched workers. It also implies that unemployment is concentrated among the least skilled workers, while vacancies are concentrated among high-skilled jobs. Four data sets are used to confirm the implications and establish that the hiring probability is low when competing applicants are able." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 22202 -
Literaturhinweis
Internetgestützte Erfassung offener Stellen: Machbarkeitsstudie im Rahmen eines ESSnet-Projekts zu Big Data (2018)
Rengers, Martina;Zitatform
Rengers, Martina (2018): Internetgestützte Erfassung offener Stellen. Machbarkeitsstudie im Rahmen eines ESSnet-Projekts zu Big Data. In: Wirtschaft und Statistik H. 5, S. 11-33.
Abstract
"Können Stellenanzeigen aus dem Internet für die amtliche Statistik nutzbar gemacht werden? Um diese Frage drehte sich ein europäisches ESSnet-Big-Data-Projekt, an dem sich das Statistische Bundesamt seit 2016 beteiligte. Der wichtigste Aspekt bei einer Antwort auf diese Fragestellung ist die Beurteilung der Qualität dieser neuen digitalen Datenquelle. Für die Analyse verwendete das Statistische Bundesamt Daten des Jobportals der Bundesagentur für Arbeit und des Europäischen Zentrums für die Förderung der Berufsbildung. Diese wurden der Stellenerhebung des Instituts für Arbeitsmarkt- und Berufsforschung gegenübergestellt. Der Beitrag erläutert das Projekt und gibt die wesentlichen Arbeitsergebnisse für Deutschland wieder." (Autorenreferat, © Statistisches Bundesamt, Wiesbaden)