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Holbrow, Hilary J. (2015): How conformity to labor market norms increases access to job search assistance. A case study from Japan. In: Work and occupations, Jg. 42, H. 2, S. 135-173. DOI:10.1177/0730888415572377

Abstract

"Recent studies have shown that providing job search assistance to job seekers who violate labor market norms can be costly. Consequently, people with information about jobs are less willing to help deviant job seekers. This implies that job seekers' conformity to labor market norms should be useful in predicting receipt of job search assistance. The author tests this claim using data from Japan and finds evidence that deviant job seekers receive less assistance. The findings demonstrate the importance of social norms in understanding assistance flows and illustrate the limits of network analysis in explaining access to job search assistance." (Author's abstract, IAB-Doku) ((en))

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Kaas, Leo & Philipp Kircher (2015): Efficient firm dynamics in a frictional labor market. In: The American economic review, Jg. 105, H. 10, S. 3030-3060. DOI:10.1257/aer.20131702

Abstract

"We develop and analyze a labor market model in which heterogeneous firms operate under decreasing returns and compete for labor by posting long-term contracts. Firms achieve faster growth by offering higher lifetime wages, which allows them to fill vacancies with higher probability, consistent with recent empirical findings. The model also captures several other regularities about firm size, job flows, and pay, and generates sluggish aggregate dynamics of labor market variables. In contrast to existing bargaining models with large firms, efficiency obtains and the model allows a tractable characterization over the business cycle." (Author's abstract, IAB-Doku) ((en))

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Lang, Jutta & Dieter Zapf (2015): Quotas for women can improve recruitment procedures. Gender as a predictor of the frequency of use of passive job search behavior and the mediating roles of management aspirations, proactivity, and career level. In: Journal of Personnel Psychology, Jg. 14, H. 3, S. 131-141. DOI:10.1027/1866-5888/a000124

Abstract

"In this study, among a sample of 388 participants located in German-speaking countries, from different career levels and all having an employment relationship, we examined the influence of gender on the frequency of use of different job search strategies. The main focus lies on passive job search behavior, which is considered to be an important determinant of career success. The data suggest considerable gender differences in the frequency of use of passive job search strategies. Results of mediation analyses showed that the gap between men and women became smaller with respect to the influence of proactivity and management aspirations and disappeared for individuals in leadership positions. The implications of these findings are discussed in the light of the literature and quota debate." (Author's abstract, © 2015 Hogrefe Verlag) ((en))

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Langenbucher, Kristine (2015): How demanding are eligibility criteria for unemployment benefits, quantitative indicators for OECD and EU countries. (OECD social, employment and migration working papers 166), Paris, 84 S. DOI:10.1787/5jrxtk1zw8f2-en

Abstract

"Eligibility criteria for unemployment benefits, which require recipients to actively look for work, take up suitable job offers or take part in active labour market programmes (ALMPs), or risk benefit sanctions, can play an important role in offsetting the negative impact of generous unemployment benefits on employment incentives. This paper presents information on the strictness of eligibility criteria for unemployment benefits for 40 OECD and/or EU member countries. It covers availability requirements during ALMPs and suitable work criteria, job search requirements and monitoring of independent job search effort, and sanctions for voluntary unemployment, refusing a job offer or participation in active labour market measures. These qualitative data are then used to compile a composite indicator of the strictness of eligibility criteria and some comparisons are made with the results of a similar exercise by the OECD in 2011. This indicator complements existing cross-country indicators relating to unemployment benefits, such as net replacement rate data from the OECD Taxes and Benefits Database and data on ALMP expenditure compiled annually by Eurostat and the OECD." (Author's abstract, IAB-Doku) ((en))

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Leung, Ming D. (2015): Failed searches: How the choice set of job applicants affects an employer's likelihood of making an offer. (IRLE working paper 2015-111), Berkeley, CA, 41 S.

Abstract

"Most accounts of hiring focus on understanding why a particular job candidate was chosen and do not examine hiring as an outcome for the employer. I suggest that a focus on developing a better understanding of failed searches, job openings which end unfilled, is a valuable, yet understudied, piece of the hiring puzzle. I do so here by highlighting the effect of an employer's choice set on whether a job offer is extended to any candidate. In particular, I hypothesize that the categorical overlap among the candidates who apply affects the likelihood of an offer being extended. Because a hiring decision is one an employer seeks to maximize, comparisons are effortful. The less overlap in the background of job candidates', the more difficult it is to compare them, the less likely any decision will be made. To support my contention that this is driven by cognitive effort, I further predict that choice set commensurability issues are less salient for jobs which are more urgent; suggesting variation in satisficing and maximizing motivations. Finally, commensurability is more challenging for employers with greater categorical fluency because differences among candidates are further exacerbated by the employer's more nuanced expectations. I demonstrate support for my contentions with data from Elance, an online market for freelancing services." (Author's abstract, IAB-Doku) ((en))

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Moffat, John & Hong Il Yoo (2015): Who are the unemployed? Evidence from the United Kingdom. In: Economics letters, Jg. 132, H. July, S. 61-64. DOI:10.1016/j.econlet.2015.04.017

Abstract

"Using the UK Labour Force Survey 2005 - 2012, we analyse heterogeneity among non-employment subgroups in future employment hazards. Based on the results, we propose alternative measures of unemployment that include out-of-the-labour-force subgroups with similar or higher hazards to the officially unemployed." (Author's abstract, IAB-Doku) ((en))

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Nekoei, Arash & Andrea Weber (2015): Does extending unemployment benefits improve job quality? (IZA discussion paper 9034), Bonn, 41 S.

Abstract

"Contrary to standard search model predictions, prior studies failed to estimate a positive effect of unemployment insurance (UI) on reemployment wages. This paper estimates a positive UI wage effect exploiting an age-based regression discontinuity in Austrian administrative data. A search model incorporating duration dependence determines the UI wage effect as the balance between two offsetting forces: UI causes agents to seek higher wage jobs, but also reduces wages by lengthening unemployment. This implies a negative relationship between the UI unemployment duration and wage effects, which holds empirically both in our sample and across studies, reconciling disparate wage-effect estimates. Empirically, UI raises wages by improving reemployment firms' quality and attenuating wage drops." (Author's abstract, IAB-Doku) ((en))

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Ng, Weiyi & Ming D. Leung (2015): For love or money? Gender differences in how one approaches getting a job. (IRLE working paper 2015-103), Berkeley, CA, 45 S.

Abstract

"Extant supply-side labor market theories conclude that women and men apply to different jobs but are unable to explain gender differences in how they may behave when applying to the same job. We correct this discrepancy by considering gendered approaches to the hiring process. We propose that applicants can emphasize either the relational or the transactional aspects of the job and that this affects whether they are hired. Relational job seekers focus on developing a social connection with their employer. In contrast, transactional job seekers focus on quantitative and mechanical aspects of the job. We expect women to be more relational and men to be more transactional and that this behavior will contribute to differences in hiring outcomes. Specifically, we contend that being relational suggest that one is more committed to the job at hand and therefore should increases the chances of being hired - holding constant competence. We examine behaviors in an online contract labor market for graphic designers, Elance.com where we find that women are more likely to be hired than men by about 4.1%. Quantitative linguistic analysis on the unstructured text of job proposals reveals that women (men) adopt more relational (transactional) language in their applications. These different approaches affect a job seeker's likelihood of being hired and attenuate the gender gap we identified. Attenuation suggests that how one approaches the hiring process matters and that gender is correlated with a particular style of engagement." (Author's abstract, IAB-Doku) ((en))

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Pager, Devah & David S. Pedulla (2015): Race, self-selection, and the job search process. In: American Journal of Sociology, Jg. 120, H. 4, S. 1005-1054. DOI:10.1086/681072

Abstract

"While existing research has documented persistent barriers facing African-American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on two original data sets with application-specific information, we find little evidence that blacks target or avoid particular job types. Rather, blacks cast a wider net in their search than similarly situated whites, including a greater range of occupational categories and characteristics in their pool of job applications. Additionally, we show that perceptions of discrimination are associated with increased search breadth, suggesting that broad search among African-Americans represents an adaptation to labor market discrimination. Together these findings provide novel evidence on the role of race and self-selection in the job search process." (Author's abstract, IAB-Doku) ((en))

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Saks, Alan M., Jelena Zikic & Jessie Koen (2015): Job search self-efficacy: Reconceptualizing the construct and its measurement. In: Journal of vocational behavior, Jg. 86, H. February, S. 104-114. DOI:10.1016/j.jvb.2014.11.007

Abstract

"Job search self-efficacy (JSSE) is one of the most studied variables in the job search literature and an important component of the theory of planned behavior and self-regulation theory which have both been used to explain the job search process. However, even though JSSE has been a part of job search research for thirty years, the measurement of JSSE has varied from study to study. This questions both the validity of the measures used and the findings from each study that used a different measure. In this paper, we propose and test a two dimensional measure of JSSE that corresponds to job search behavior (JSSE-B) and job search outcomes (JSSE-O). The results of a longitudinal study of employed and unemployed job seekers support a two-factor model corresponding to the two dimensions of JSSE. We also found differential relationships between each dimension of JSSE and several antecedents and consequences. Among the antecedents, environmental exploration and self-exploration were stronger predictors of JSSE-B while career planning was a stronger predictor of JSSE-O. In terms of consequences, JSSE-B was a stronger predictor of job search intention and behavior while JSSE-O was a stronger predictor of the number of job offers received. These findings provide support for two dimensions of JSSE and have important implications for job search research and practice." (Author's abstract, IAB-Doku) ((en))

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Schadauer, Andreas & Claudia Schäfer (2015): Sozio-technologische AkteurInnen auf einem angespannten Arbeitsmarkt. Diskriminierung und Online-Job-Plattformen. In: SWS-Rundschau, Jg. 55, H. 4, S. 455-475.

Abstract

"Rassistische Diskriminierung bei der Suche nach neuen Angestellten ist in Österreich noch immer ein großes Problem. Auf einem angespannten Arbeitsmarkt stellt diese eine weitere Erschwernis und Hürde für die Arbeitssuchenden dar. Wir widmen uns in unserem Artikel diesem Thema unter besonderer Berücksichtigung des sozio-technologischen Charakters der Arbeitssuche. Zwei Fragen stehen im Zentrum unserer Arbeit: Inwieweit können bestimmte sozio-technologische Objekte, genauer Online-Job-Plattformen, die Arbeitssuche beeinflussen und prägen und in welchen Situationen können diese anti-diskriminatorische Impulse setzen? Aufbauend auf qualitative Interviews mit Arbeitssuchenden skizzieren wir sieben Situationen, in denen durch bestimmte Designentscheidungen Online-Job-Plattformen einen Unterschied machen und Diskriminierung zumindest erschweren können." (Autorenreferat, IAB-Doku)

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Varekamp, Inge, Trudie Knijn, Martin van der Gaag & Peter Bos (2015): Social capital and job search behaviour of long-term welfare recipients. In: The international journal of sociology and social policy, Jg. 35, H. 11/12, S. 738-755. DOI:10.1108/IJSSP-10-2014-0092

Abstract

"Purpose: Long-term welfare recipients in the Netherlands are either long-term unemployed or part-time employed in jobs that generate incomes below the subsistence level. The question is whether reintegration policies aiming at their return to - a fulltime - job should consider individual social network factors besides psychological and human capital factors. The purpose of this paper is to investigate welfare recipients' job search behaviour, in particular how individual social capital is distributed, and whether it is related to job search activities.
Design/methodology/approach: Standardised and structured interviews were conducted with 189 long-term unemployed welfare recipients. An adapted version of the Resource Generator instrument was used to measure individual access to social capital.
Findings: Social capital scales measuring domestic social resources, status-related social resources, expert advice on regulations and financial matters, and advice on finding a job were developed and psychometrically tested. Status-related social resources were more easily accessible to men and higher educated persons. Advice on finding a job was more easily accessible to recently unemployed individuals. Domestic social resources were less accessible to ethnic minorities. Persons with more social capital, specifically status-related social resources and advice in finding a job, showed more active job search behaviour.
Social implications: The differences in job search activities between respondents with more social capital and those with less social capital were present but to a small degree, and therefore there is no argument for reintegration activities to focus on enlarging social capital.
Originality/value: This study addresses the instrumental functions of the social network by multidimensionally scrutinising the resources that social relationships provide access to." (Author's abstract, IAB-Doku) ((en))

Abstract

"The world of work is changing. New trends are emerging that will affect the work environments of large corporations and small businesses alike. To find out how job seekers and recruiters use social media to search for jobs or candidates, and what they think about smartworking, Adecco, the world's leading provider of HR solutions, has conducted this Work Trends Study.
Extending the scope of the 2014 Social Recruiting Study, the 2015 Work Trends Study also looks at emerging practices and beliefs around smartworking and draws some interesting conclusions on how both job seekers and recruiters see the way we will work in the future. Technology is changing not only the way people search for jobs and recruit candidates - the social media sphere is increasingly becoming the new job marketplace - but also the very concept of the 'workplace'. The impact of smartworking and flexible working environments will require new thinking on the traditional relationship between employer and employee.
The study was conducted in 26 countries (see appendix for full list), making it the most comprehensive global study on the future of search and select as well as the workplace environment. Over 31,793 job seekers and more than 4,168 recruiters responded to a survey developed in partnership with the Università Cattolica in Milan, Italy." (Author's abstract, IAB-Doku) ((en))

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Arni, Patrick & Conny Wunsch (2014): Die Rolle von Erwartungshaltungen in der Stellensuche und der RAV-Beratung. Teilprojekt 1: Wechselwirkungen zwischen Erwartungshaltungen der Stellensuchenden, Determinanten des Sucherfolgs und arbeitsmarktlichen Maßnahmen. Schlussbericht. (IZA research report 62), Bonn, 127 S.

Abstract

"Dieses Projekt untersucht die Rolle von Erwartungshaltungen und Einstellungen von Stellensuchenden (STES) im Stellensuchprozess sowie für die Wirkung von arbeitsmarktpolitischen Instrumenten anhand der wenigen für die Schweiz existierenden Daten. Die Analysen zeigen, dass die Erwartungen und Einstellungen der STES entscheidenden Einfluss auf den Sucherfolg haben und durch arbeitsmarktpolitische Instrumente beeinflussbar sind. Sie sollten deshalb stärker in den Fokus der Arbeitsmarktpolitik gerückt werden. Hierzu ist es jedoch notwendig, dass systematisch Informationen über die Erwartungen, Einstellungen und das Suchverhalten der STES erhoben werden." (Autorenreferat, IAB-Doku)

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Attström, Karin, Sebastian Niedlich, Kees Sandvliet, Hanna-Maija Kuhn & Edmund Beavor (2014): Mapping and analysing bottleneck vacancies in EU labour markets. Overview report final. Brüssel, 122 S.

Abstract

"The study, compiling data available at national level, found that bottleneck vacancies do not only occur in high skilled occupations, such as health, IT, scientific and engineering professionals, but are also found in skilled and low skilled manual occupations, in manufacturing, construction or tourism. This is due both to mismatch in educational choices at high skill level, and to poor wage or working conditions leading to high turnover and difficulties to replace ageing workers at lower skill levels. The study provides a ranking of bottlenecks most frequently reported for specific occupations. According to the study, cooks are most difficult to find, followed by metal working machine tool setters and operators, and shop sales assistants. Most of the bottlenecks identified are structural, persisting over long periods, showing that education and training systems need to better and more swiftly aligned to labour market needs. There are too few initiatives addressing shortages in a coordinated manner and labour market intelligence needs to be improved at national level. At EU level, the study recommends better targeted EU mobility aimed at specific specialisations and occupations in need, as well as better matching of skills in EU recruitment. EU action should upscale and focus more narrowly targeted mobility tools for young people such as Your First EURES Job and should improve skills-based matching on the EURES Job Mobility Portal." (Author's abstract, IAB-Doku) ((en))

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Basten, Christoph, Andreas Fagereng & Kjetil Telle (2014): Cash-on-hand and the duration of job search. Quasi-experimental evidence from Norway. In: The economic journal, Jg. 124, H. 576, S. 540-568. DOI:10.1111/ecoj.12135

Abstract

"We identify the causal effect of lump-sum severance payments on non-employment duration in Norway by exploiting a discontinuity in eligibility at age 50. We find that a severance payment worth 1.2 months' earnings at the median lowers the fraction re-employed after a year by seven percentage points. Data on household wealth enable us to verify that the effect is decreasing in prior wealth, which favors an interpretation as liquidity constraints over the alternative of mental accounting. Finding liquidity constraints in Norway, despite its equitable wealth distribution and generous welfare state, means they are likely to exist also in other countries." (Author's abstract, IAB-Doku) ((en))

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Behaghel, Luc, Bruno Crépon & Thomas Le Barbanchon (2014): Unintended effects of anonymous resumes. (IZA discussion paper 8517), Bonn, 53 S.

Abstract

"We evaluate an experimental program in which the French public employment service anonymized resumes for firms that were hiring. Firms were free to participate or not; participating firms were then randomly assigned to receive either anonymous resumes or name-bearing ones. We find that participating firms become less likely to interview and hire minority candidates when receiving anonymous resumes. We show how these unexpected results can be explained by the self-selection of firms into the program and by the fact that anonymization prevents the attenuation of negative signals when the candidate belongs to a minority." (Author's abstract, IAB-Doku) ((en))

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Berg, Gerard J. van den & Johan Vikström (2014): Monitoring job offer decisions, punishments, exit to work, and job quality. In: The Scandinavian journal of economics, Jg. 116, H. 2, S. 284-334. DOI:10.1111/sjoe.12051

Abstract

"Unemployment insurance systems include monitoring of unemployed workers and punitive sanctions if job search requirements are violated. We analyze the effect of sanctions on the ensuing job quality, notably on wage rates and hours worked, and we examine how often a sanction leads to a lower occupational level. The data cover the Swedish population over 1999-2004. We estimate duration models dealing with selection on unobservable. We use weighted exogenous sampling maximum likelihood to deal with the fact the data register is large whereas observed punishments are rare. We also develop a theoretical job search model with monitoring of job offer rejection vis-a-vis monitoring of job search effort. The observation window includes a policy change in which the punishment severity was reduced. We find that the hourly wage and the number of hours are on average lower after a sanction, and that individuals move more often to a lower occupational level, incurring human capital losses. Monitoring offers rejections is less effective than monitoring search effort." (Author's abstract, IAB-Doku) ((en))

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Bonoli, Giuliano (2014): Networking the unemployed. Can policy interventions facilitate access to employment through informal channels? In: International social security review, Jg. 67, H. 2, S. 85-106. DOI:10.1111/issr.12040

Abstract

"It is widely known that informal contacts and networks constitute a major advantage when searching for a job. Unemployed people are likely to benefit from such informal contacts, but building and sustaining a network can be particularly difficult when out of employment. Interventions that allow unemployed people to effectively strengthen their networking capability could as a result be promising. Against this background, this article provides some hints in relation to the direction that such interventions could take. First, on the basis of data collected on a sample of 4,600 newly-unemployed people in the Swiss Canton of Vaud, it looks at the factors that influence jobseekers' decisions to turn to informal contacts for their job search. The article shows that many unemployed people are not making use of their network because they are unaware of the importance of this method. Second, it presents an impact analysis of an innovative intervention designed to raise awareness of the importance of networks which is tested in a randomized controlled trial setting." (Author's abstract, IAB-Doku) ((en))

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Ende, Martin van der, Kenneth Walsh, Ronald van Bekkum, Jena de Wit, Dennis van Buren, Atze Verkennis, Dovile Minkeviciute & Marjolein Peters (2014): European vacancy and recruitment report 2014. Brüssel, 132 S. DOI:10.2767/2563

Abstract

"This second edition of the European Vacancy and Recruitment Report is a key component of the European Commission's endeavour to develop a systematic labour market monitoring system focusing on changes in the recruitment demand for skills. The analyses utilise detailed data on occupations and education qualifications as a proxy for 'skills' and traces developments in recruitment over the last five years using a combination of data on hirings and job vacancies both in different Member States and for the EU as a whole, or groups of EU countries according to data availability.
This publication also provides an insight into how the recession - which affected the European economy from 2008 - has impacted on the nature of employment. It focuses in particular on the increasing incidence of 'underemployment' and its impact, especially on young jobseekers. It analyses the performance of the Public Employment Services and the Temporary Work Agencies against a background of declining employment and recruitment and it makes a series of proposals designed to improve the functioning of the European labour market." (Author's abstract, IAB-Doku) ((en))

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Eppel, Rainer, Helmut Mahringer & Andrea Weber (2014): Job search behaviour and job search success of the unemployed. (WIFO working papers 471), Wien, 40 S.

Abstract

"We combine information from a job-seeker survey and two sources of administrative data to shed light on the job search behaviour and job search success of the unemployed. Our particular focus is on the way the Public Employment Service (AMS) shapes job search effort and outcomes in terms of the exit rate to work and of post-unemployment job match quality. Job-seekers attach a high value to internet job search, but social networks are by far the most promising job search channel. The AMS has a central role in the job search process of the unemployed, particularly for job-seekers with low education and long unemployment record. We find a positive link between the amount of AMS counselling and job search effort. Our results indicate that the AMS is effective in facilitating exit from unemployment to paid work - directly, through placing of jobs and increasing the efficiency of job search, as well as indirectly, by stimulating job search effort. The jobs placed by this intermediary do not significantly differ in job tenure from those generated by other channels, but they are rather poorly paid. After adjustment for differences in covariates, monthly starting wages are significantly lower for people placed via the AMS compared with those successful with the internet and private employment agencies." (Author's abstract, IAB-Doku) ((en))

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Horvath, Gergely (2014): On-the-job search and finding a good job through social contacts. In: The B.E. Journal of Economic Analysis and Policy, Jg. 14, H. 1, S. 1-33. DOI:10.1515/bejte-2013-0033

Abstract

"The interactions between on-the-job search and finding a job through social contacts are investigated in a Diamond - Mortensen - Pissarides search model with heterogeneous wages. Workers may find a job through their social contacts and on the formal market. The presence of social contacts increases the overall welfare in society as it rises the number of workers earning high wages and decreases the unemployment rate. However, unemployed workers finding a job through social ties earn lower wages on average than those who obtain a job on the formal market. This result follows from on-the-job search: employed workers pass only those offers on to their neighbors that pay (weakly) lower wages than their current wages earned. Despite the wage discount, unemployed workers still might find it beneficial to search via social ties because arrival rate of offers is higher for this channel than for the formal market when the number of neighbors is sufficiently large. There is a trade-off between unemployment duration and wages earned for workers obtaining a job via social ties." (Author's abstract, IAB-Doku) ((en))

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Kudlyak, Marianna & Fabian Lange (2014): Measuring heterogeneity in job finding rates among the nonemployed using labor force status histories. (IZA discussion paper 8663), Bonn, 30 S.

Abstract

"We use a novel approach to studying the heterogeneity in the job finding rates of the nonemployed by classifying the nonemployed by labor force status (LFS) histories, instead of using only one-month LFS. Job finding rates differ substantially across LFS histories: they are 25-30% among those currently out of the labor force (OLF) with recent employment, 10% among those currently OLF who have been unemployed but not employed in the previous two months, and 2% among those who have been OLF in all three previous months. This heterogeneity cannot be deduced from the one-month LFS or from one-month responses to the CPS survey questions about desire to work or recent search activity. We conclude that LFS histories is an important predictor of the nonemployed's job finding probability, particularly for those OLF." (Author's abstract, IAB-Doku) ((en))

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Kureková, Lucia Mýtna, Miroslav Beblavý & Anna-Elisabeth Thum (2014): Using internet data to analyse the labour market. A methodological enquiry. (IZA discussion paper 8555), Bonn, 25 S.

Abstract

"With the growth of the Internet, online job portals have become an important medium for job matching. This paper focuses on methodological issues arising from the usage of online job vacancy data and voluntary web-based surveys to analyse the labour market. In addition to providing a comprehensive review of the literature based on online data, we highlight the advantages and possible disadvantages of using online data and suggest strategies for overcoming selected methodological issues. We underline the difficulties in adjusting for representativeness of online job vacancies, but nevertheless argue that this rich source of data should be exploited." (Author's abstract, IAB-Doku) ((en))

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Lammers, Marloes (2014): The effects of savings on reservation wages and search effort. In: Labour economics, Jg. 27, H. April, S. 83-98. DOI:10.1016/j.labeco.2014.03.001

Abstract

"This paper discusses the interrelations among wealth, reservation wages and search effort. A theoretical job search model predicts wealth to affect reservation wages positively, and search effort negatively. Subsequently, reduced form equations for reservation wages and search intensity take these theoretical results to the data. The data used is a Dutch panel, containing detailed information on individual wealth and income, subjective reservation wages and proxies for search effort. The main empirical results show that wealth has a significantly positive effect on reservation wages of both household heads and spouses, and a significantly negative effect on the search effort of household heads." (Author's abstract, IAB-Doku) ((en))

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Nivalainen, Henna (2014): Internet-based employer search and vacancy duration. Evidence from Finland. In: Labour, Jg. 28, H. 1, S. 112-140. DOI:10.1111/labr.12027

Abstract

"This study investigates the effect of the introduction of the public employment agency's Internet-based service on the duration of employer search. The analysis exploits the introduction of a web-based service by the Finnish Employment Agency in October 2002. The results, based on information on job vacancies announced via the public employment agency between 2002 and 2003, indicate that the introduction of the web service, in general, shortened the duration of employer search. However, we find that the introduction of the web-based service shortened the average duration of vacancies in some regions but not in others. In addition, employers in urban areas were more likely to benefit from the introduction of the online service." (Author's abstract, IAB-Doku) ((en))

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Pallais, Amanda (2014): Inefficient hiring in entry-level labor markets. In: The American Economic Review, Jg. 104, H. 11, S. 3565-3599. DOI:10.1257/aer.104.11.3565

Abstract

"Hiring inexperienced workers generates information about their abilities. If this information is public, workers obtain its benefits. If workers cannot compensate firms for hiring them, firms will hire too few inexperienced workers. I determine the effects of hiring workers and revealing more information about their abilities through a field experiment in an online marketplace. I hired 952 randomly-selected workers, giving them either detailed or coarse public evaluations. Both hiring workers and providing more detailed evaluations substantially improved workers' subsequent employment outcomes. Under plausible assumptions, the experiment's market-level benefits exceeded its cost, suggesting that some experimental workers had been inefficiently unemployed." (Author's abstract, IAB-Doku) ((en))

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Phillips, David C. (2014): Getting to work. Experimental evidence on job search and transportation costs. In: Labour economics, Jg. 29, H. August, S. 72-82. DOI:10.1016/j.labeco.2014.07.005

Abstract

"Do transportation costs constrain job search in urban low wage labor markets? I test this question by providing transit subsidies to randomly selected clients of a non-profit employment agency. The subsidies generate a large, short-run increase in search intensity for a transit subsidy group relative to a control group receiving standard job search services but no transit subsidy. In the first two weeks, individuals assigned to the transit subsidy group apply and interview for 19% more jobs than those not receiving subsidies. The subsidies generate the greatest increase in search intensity for individuals living far from employment opportunities. Some suggestive evidence indicates that greater search intensity translates into shorter unemployment durations. These results provide experimental evidence in support of the theory that search costs over space can depress job search intensity, contributing to persistent urban poverty in neighborhoods far from job opportunities." (Author's abstract, IAB-Doku) ((en))

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Saygin, Perihan Ozge, Andrea Weber & Michèle A. Weynandt (2014): Coworkers, networks, and job search outcomes. (IZA discussion paper 8174), Bonn, 37 S.

Abstract

"Social networks are an important channel of information transmission in the labor market. This paper studies the mechanisms by which social networks have an impact on labor market outcomes of displaced workers. We base our analysis on administrative records for the universe of private sector employment in Austria where we define work-related networks formed by past co-workers. To distinguish between mechanisms of information transmission, we adopt two different network perspectives. From the job-seeker's perspective we analyze how network characteristics affect job finding rates and wages in the new jobs. Then we switch to the perspective of the hiring firm and analyze which types of displaced workers get hired by firms that are connected to a closing firm via past co-worker links. Our results indicate that employment status and the firm types of former co-workers are crucial for the job finding success of their displaced contacts. Moreover, 21% of displaced workers find a new job in a firm that is connected to their former workplace. Among all workers that were displaced from the same closing firm those with a direct link to a former co-worker are twice as likely to be hired by the connected firm than workers without a link. These results highlight the role of work related networks in the transmission of job information and strongly suggest that job referrals are an important mechanism." (Author's abstract, IAB-Doku) ((en))

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Schmutte, Ian M. (2014): Free to move? A network analytic approach for learning the limits to job mobility. In: Labour economics, Jg. 29, H. August, S. 49-61. DOI:10.1016/j.labeco.2014.05.003

Abstract

"Job mobility has many overlapping determinants that are hard to characterize solely on the basis of industry or occupation transitions. Workers may match with, and move to, particular jobs on the basis of match quality, preferences, human capital, and mobility costs. This paper implements a novel method based on complex network analysis to describe how workers move from job to job. Using data from the Panel Study of Income Dynamics (PSID), I find first that the labor market is composed of four distinct segments between which job mobility is relatively unlikely. Second, these segments are not well-described on the basis of industry, occupation, demographic characteristics, or education. Third, mobility segments are associated with earnings heterogeneity, and there is evidence of positive assortative matching across segments. Fourth, the boundaries to job mobility are counter-cyclical: workers move more freely when unemployment is low." (Author's abstract, IAB-Doku) ((en))

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Sedláček, Petr (2014): Match efficiency and firms' hiring standards. In: Journal of monetary economics, Jg. 62, H. March, S. 123-133. DOI:10.1016/j.jmoneco.2013.10.001

Abstract

"During the last recession, new hires were lower than what would be predicted by a standard matching function and the observed ratio of searching workers and firms. This paper first estimates U.S. match efficiency as an exogenous residual in the matching function using a simple search and matching model. It finds match efficiency to be pro-cyclical and to account for about 1/4 of unemployment increases during the most severe recessions. Second, this paper proposes a model with endogenous separations and firing costs that endogenizes match efficiency, which is driven by firms' hiring standards. The model can explain almost 1/2 of the variation in the initial estimate of match efficiency." (Author's abstract, IAB-Doku) ((en))

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Sharone, Ofer (2014): Social capital activation and job searching: embedding the use of weak ties in the American institutional context. In: Work and occupations, Jg. 41, H. 4, S. 409-439. DOI:10.1177/0730888414538432

Abstract

"By comparing job seekers' use of weak ties in Israel and the United States, this article shows that Granovetter's canonical findings are rooted in the particular institutional context of the American white-collar labor market. Drawing on in-depth interviews with three distinct groups of white-collar job seekers: Americans searching in the United States, Israelis searching in Israel, and Israelis searching in the United States, this article untangles cultural and institutional factors underlying the use of weak ties and shows how labor market institutions and processes of hiring shape systematic variations in job seekers' utilization of weak ties." (Author's abstract, IAB-Doku) ((en))

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Stanton, Christopher & Catherine Thomas (2014): Landing the first job. The value of intermediaries in online hiring. (CEP discussion paper 1316), London, 64 S.

Abstract

"Online markets for remote labor services allow workers and firms to contract with each other directly. Despite this, intermediaries - called outsourcing agencies - have emerged in these markets. This paper shows that agencies signal to employers that inexperienced workers are high quality. Workers affiliated with an agency have substantially higher job-finding probabilities and wages at the beginning of their careers compared to similar workers without an agency affiliation. This advantage declines after high-quality non-affiliated workers receive good public feedback scores. The results indicate that intermediaries have arisen endogenously to permit a more efficient allocation of workers to jobs." (Author's abstract, IAB-Doku) ((en))

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Sullivan, Paul & Ted To (2014): Search and nonwage job characteristics. In: The Journal of Human Resources, Jg. 49, H. 2, S. 472-507.

Abstract

"This paper quantifies the importance of nonwage job characteristics to workers by estimating a structural on- the- job search model. The model generalizes the standard search framework by allowing workers to search for jobs based on both wages and job- specific nonwage utility flows. Within the structure of the search model, data on accepted wages and wage changes at job transitions identify the importance of nonwage utility through revealed preference. The estimates reveal that utility from nonwage job characteristics plays an important role in determining job mobility, the value of jobs to workers, and the gains from job search." (Author's abstract, IAB-Doku) ((en))

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Welters, Riccardo, William Mitchell & Joan Muysken (2014): Self determination theory and employed job search. In: Journal of economic psychology, Jg. 44, H. October, S. 34-44. DOI:10.1016/j.joep.2014.06.002

Abstract

"Self Determination Theory (SDT) predicts that employees who use controlled motivation to search for alternate (better) work are less successful than their counterparts who use autonomous motivation. Using Australian labour market data, we find strong support for SDT. We find that workers who face externally regulated pressures (pressure arising from involuntary part-time or casual labour contracts) to search for alternate employment are less likely to find better work, than workers who use autonomous motives to search for work. Our findings suggest that labour market policies trending towards 'labour market flexibility/deregulation' - which provide workers with controlled motives to search for work - will contribute to workers cycling through spells of insecure employment and possibly intermittent spells of unemployment with no realistic prospect of career development." (Author's abstract, IAB-Doku) ((en))

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Aguiar, Mark, Erik Hurst & Loukas Karabarbounis (2013): The life-cycle profile of time spent on job search. In: The American Economic Review. Papers and Proceedings of the Annual Meeting of the American Economic Association, Jg. 103, H. 3, S. 111-116. DOI:10.1257/aer.103.3.111

Abstract

"Using time use survey data we document a hump-shaped profile of job search time in the United States across the life-cycle. The middle-aged unemployed spend roughly three times as much time in job search as the youngest group of unemployed. The hump-shaped profile of job search time is relatively stable across demographic groups. However, the profile of job search time appears to be declining in non-US countries. We discuss how standard life-cycle models with incomplete markets have difficulty in accounting for the hump-shaped profile found in the US data." (Author's abstract, IAB-Doku) ((en))

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Alexiadis, Stilianos, Konstantinos Eleftheriou & Peter Nijkamp (2013): Regional inequalities and the impact of 'matching technology' on the arrival rate of employment offers. A theoretical and empirical analysis. In: Papers in regional science, Jg. 92, H. 2, S. 285-304. DOI:10.1111/pirs.12017

Abstract

"In this paper a 'search and matching' framework is used to examine the impact of advances in information technology on regional inequalities. While the relevant literature analyses the impact of technological progress with respect to changes in regional productivity, we take an alternative perspective: changes in the arrival rate of job offers and employment opportunities. Simulation experiments complement the theoretical framework, while some empirical evidence using a sample of NUTS 2 and NUTS 3 regions in Europe, is also presented." (Author's abstract, IAB-Doku) ((en))

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Bachmann, Ronald & Daniel Baumgarten (2013): How do the unemployed search for a job? Evidence from the EU Labour Force Survey. In: IZA journal of European Labor Studies, Jg. 2, S. 1-25. DOI:10.1186/2193-9012-2-22

Abstract

"Auf Basis von harmonisierten Mikrodaten wird in diesem Papier das Job-Suchverhalten von Arbeitslosen in Europa untersucht. Dabei richtet sich das Augenmerk sowohl auf individuelle und haushaltsspezifische Determinanten des Suchverhaltens als auch auf Unterschiede zwischen den Ländern. Unsere Ergebnisse zeigen, dass sowohl individuelle als auch haushaltsspezifische Charakteristika - letztere vor allem bei Frauen - eine wichtige Rolle spielen. Jedoch bestehen, selbst wenn man für diese Faktoren kontrolliert, erhebliche Unterschiede zwischen den Ländern, die mit institutionellen Charakteristika des Arbeitsmarktes im Zusammenhang stehen." (Autorenreferat, IAB-Doku)

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Baert, Stijn, Bart Cockx, Niels Gheyle & Cora Vandamme (2013): Do employers discriminate less if vacancies are difficult to fill? Evidence from a field experiment. (CESifo working paper 4093), München, 28 S.

Abstract

"We empirically test the relationship between hiring discrimination and labour market tightness at the level of the occupation. To this end, we conduct a correspondence test in the youth labour market. In line with theoretical expectations, we find that, compared to natives, candidates with a foreign sounding name are equally often invited to a job interview if they apply for occupations for which vacancies are difficult to fill, but they have to send twice as many applications for occupations for which labour market tightness is low. Our findings are robust against various sensitivity checks." (Author's abstract, IAB-Doku) ((en))

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Berg, Gerard J. van den & Bas van der Klaauw (2013): Structural empirical evaluation of job search monitoring. (IZA discussion paper 7740), Bonn, 39 S.

Abstract

"We structurally estimate a novel job search model with endogenous job search effort, job quality dispersion, and effort monitoring, taking into account that monitoring effects may be mitigated by on-the-job search and search channel substitution. The data are from a randomized experiment conducted in the Netherlands. They include registers of post unemployment outcomes like wages and job mobility, and survey data on measures of search behavior. As such we are the first to study monitoring effects on post-unemployment outcomes. We find that the option to climb the job ladder reduces substitution between search channels during unemployment and compensates for adverse long-run effects of monitoring on wages. We use the structural estimates to compare monitoring to counterfactual policies against moral hazard, like re-employment bonuses and changes in the unemployment benefits path. Replacing monitoring by an overall benefits reduction in a way that is neutral to the worker results in slightly smaller effects with lower administrative costs." (Author's abstract, IAB-Doku) ((en))

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Blasco, Sylvie & Barbara Pertold-Gebicka (2013): Employment policies, hiring practices and firm performance. In: Labour economics, Jg. 25, H. December, S. 12-24. DOI:10.1016/j.labeco.2013.04.011

Abstract

"In this paper we investigate how active labor market policy programs affect firms' hiring strategies and, eventually, firms' performance. We focus on counselling and monitoring which may reduce search costs for employers, but which may also have ambiguous effect on the employer - employee matching quality and thus on firms' performance. Using a large scale experiment which was conducted in Denmark in 2005 - 2006 and induced a greater provision of activation, we find that small firms hiring in the districts where the social experiment was conducted changed their hiring practices in favor of unemployed workers and experienced greater turnover than other firms. Treated firms also experienced no change or a marginal reduction in value added and total factor productivity during the first years after the experiment. These results are consistent with the idea that monitoring creates compulsion effects which counteract the possible improvement in the matching process expected from job search assistance." (Author's abstract, IAB-Doku) ((en))

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Davis, Steven J., R. Jason Faberman & John C. Haltiwanger (2013): The establishment-level behavior of vacancies and hiring. In: The Quarterly Journal of Economics, Jg. 128, H. 2, S. 581-622. DOI:10.1093/qje/qjt002

Abstract

"This paper is the first to study vacancies, hires, and vacancy yields at the establishment level in the Job Openings and Labor Turnover Survey, a large sample of US employers. To interpret the data, we develop a simple model that identifies the flow of new vacancies and the job-filling rate for vacant positions. The fill rate moves counter to aggregate employment but rises steeply with employer growth rates in the cross section. It falls with employer size, rises with worker turnover rates, and varies by a factor of four across major industry groups. We also develop evidence that the employer-level hiring technology exhibits mild increasing returns in vacancies, and that employers rely heavily on other instruments, in addition to vacancies, as they vary hires. Building from our evidence and a generalized matching function, we construct a new index of recruiting intensity (per vacancy). Recruiting intensity partly explains the recent breakdown in the standard matching function, delivers a better-fitting empirical Beveridge curve, and accounts for a large share of fluctuations in aggregate hires. Our evidence and analysis provide useful inputs for assessing, developing, and calibrating theoretical models of search, matching, and hiring in the labor market." (Author's abstract, IAB-Doku) ((en))

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Diamond, Peter A. (2013): Cyclical unemployment, structural unemployment. (CESifo working paper 4130), München, 51 S.

Abstract

"Whenever unemployment stays high for an extended period, it is common to see analyses, statements, and rebuttals about the extent to which the high unemployment is structural, not cyclical. This essay views the Beveridge Curve pattern of unemployment and vacancy rates and the related matching function as proxies for the functioning of the labor market and explores issues in that proxy relationship that complicate such analyses. Also discussed is the concept of mismatch." (Author's abstract, IAB-Doku) ((en))

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Longhi, Simonetta & Mark Taylor (2013): Occupational change and mobility among employed and unemployed job seekers. In: Scottish Journal of Political Economy, Jg. 60, H. 1, S. 71-100.

Abstract

"We use data from the Labour Force Survey to show that employed and unemployed job seekers in Great Britain originate from different occupations and find jobs in different occupations. We find substantial differences in occupational mobility between job seekers: employed job seekers are most likely to move to occupations paying higher average wages relative to their previous occupation, while unemployed job seekers are most likely to move to lower paying occupations. Employed and unemployed job seekers exhibit different patterns of occupational mobility and, therefore, do not accept the same types of jobs." (Author's abstract, IAB-Doku) ((en))

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O'Connor, Lindsey Trimble (2013): Ask and you shall receive. Social network contacts' provision of help during the job search. In: Social Networks, Jg. 35, H. 4, S. 593-603. DOI:10.1016/j.socnet.2013.07.005

Abstract

"Social network contacts - the people who are asked to help with others' job searches - are key players in the job networking process. Before job seekers can become employed with the help social networks, contacts must first be able and willing to share the social resources job seekers need for their search. Little is known about the factors that affect contacts' ability and willingness to do this. Analyses of a unique dataset of contacts show that they typically have access to resources and help job seekers by sharing them. Still, contacts are better able to help when they are male, employed, and better educated than job seekers. They are more willing to help when they perceive job seekers to be 'good' workers. In identifying the conditions in which contacts provide social resources, this study illustrates how social networks are a productive job search strategy for some, but not all, job seekers." (Author's abstract, IAB-Doku) ((en))

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Bachmann, Ronald & Daniel Baumgarten (2012): How do the unemployed search for a job? Evidence from the EU Labour Force Survey. (IZA discussion paper 6753), Bonn, 26 S.

Abstract

"Auf Basis von harmonisierten Mikrodaten wird in diesem Papier das Job-Suchverhalten von Arbeitslosen in Europa untersucht. Dabei richtet sich das Augenmerk sowohl auf individuelle und haushaltsspezifische Determinanten des Suchverhaltens als auch auf Unterschiede zwischen den Ländern. Unsere Ergebnisse zeigen, dass sowohl individuelle als auch haushaltsspezifische Charakteristika - letztere vor allem bei Frauen - eine wichtige Rolle spielen. Jedoch bestehen, selbst wenn man für diese Faktoren kontrolliert, erhebliche Unterschiede zwischen den Ländern, die mit institutionellen Charakteristika des Arbeitsmarktes im Zusammenhang stehen." (Autorenreferat, IAB-Doku)

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Bernard, André (2012): The job search of the older unemployed. In: Perspectives on Labour and Income, Jg. 24, H. 3, S. 1-15.

Abstract

"This article examines the job-search behaviour of the older unemployed by comparing it with that of their younger counterparts, using data from the Employment Insurance Coverage Survey from 2006 to 2010. It looks at age differences in the number of hours spent looking for work and the methods used. It also examines two aspects that may affect the probability of finding a job quickly - looking for work outside one's community and the willingness of the unemployed to accept job offers with a lower wage than in the previous job. Lastly, it examines the level of optimism of the older unemployed about their chances of finding an acceptable job quickly, as well as what, in their view, would help them most in their efforts." (Author's abstract, IAB-Doku) ((en))

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Bishop Smith, Edward, Tanya Menon & Leigh Thompson (2012): Status differences in the cognitive activation of social networks. In: Organization Science, Jg. 23, H. 1, S. 67-82. DOI:10.1287/orsc.1100.0643

Abstract

"We develop a dynamic cognitive model of network activation and show that people at different status levels spontaneously activate, or call to mind, different subsections of their networks when faced with job threat. Using a multimethod approach (General Social Survey data and a laboratory experiment), we find that, under conditions of job threat, people with low status exhibit a winnowing response (i.e., activating smaller and tighter subsections of their networks), whereas people with high status exhibit a widening response (i.e., activating larger and less constrained subsections of their networks). We integrate traditional network theories with cognitive psychology, suggesting that cognitively activating social networks is a precondition to mobilizing them. One implication is that narrowing the network in response to threat might reduce low-status group members' access to new information, harming their chances of finding subsequent employment and exacerbating social inequality." (Author's abstract, IAB-Doku) ((en))

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Boman, Anders (2012): Employment effects of extended geographic scope in job search. In: Labour economics, Jg. 19, H. 5, S. 643-652. DOI:10.1016/j.labeco.2012.02.007

Abstract

"This paper uses a unique possibility to link unemployed individuals' stated willingness to move for work with administrative data, giving us the possibility to analyse the effects of individual willingness-to-move on labour market outcome. Those with extended geographic job search area have a higher probability of finding a job. However, the greatest effect is found on the local labour market, indicating that it is not the extended geographic scope per se that increases the likelihood of escaping unemployment, but differences in unobservable characteristics between those who use an extended search area and those who do not." (Author's abstract, IAB-Doku) ((en))

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Bonoli, Giuliano & Karl Hinrichs (2012): Statistical discrimination and employers' recruitment practices for low-skilled workers. In: European Societies, Jg. 14, H. 3, S. 338-361. DOI:10.1080/14616696.2012.677050

Abstract

"This paper deals with the recruitment strategies of employers in the low-skilled segment of the labour market. We focus on low-skilled workers because they are overrepresented among jobless people and constitute the bulk of the clientele included in various activation and labour market programmes. A better understanding of the constraints and opportunities of interventions in this labour market segment may help improve their quality and effectiveness. On the basis of qualitative interviews with 41 employers in six European countries, we find that the traditional signals known to be used as statistical discrimination devices (old age, immigrant status and unemployment) play a somewhat reduced role, since these profiles are overrepresented among applicants for low skill positions. However, we find that other signals, mostly considered to be indicators of motivation, have a bigger impact in the selection process. These tend to concern the channel through which the contact with a prospective candidate is made. Unsolicited applications and recommendations from already employed workers emit a positive signal, whereas the fact of being referred by the public employment office is associated with the likelihood of lower motivation." (Author's abstract, IAB-Doku) ((en))