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
How do refugees use their social capital for successful labor market integration? An exploratory analysis in Germany (2018)
Gericke, Dina; Löwe, Jil; Deller, Jürgen; Burmeister, Anne; Pundt, Leena;Zitatform
Gericke, Dina, Anne Burmeister, Jil Löwe, Jürgen Deller & Leena Pundt (2018): How do refugees use their social capital for successful labor market integration? An exploratory analysis in Germany. In: Journal of vocational behavior, Jg. 105, S. 46-61. DOI:10.1016/j.jvb.2017.12.002
Abstract
"Using Germany as an example, this qualitative study explores how refugees use their social capital within and outside organizations to enter their host countries' labor market. Following a grounded theory approach, we interviewed 36 Syrian refugees who had already secured employment in Germany. We aim to provide in-depth information regarding the available types, uses, and benefits of social capital with regard to their access and integration into the labor market. We found that refugees have access to different types of social capital and that these types can offer different forms of support to refugees during the labor market integration process. In addition, we identify subtle differences in the kinds of support offered through vertical and horizontal bonding and bridging social capital. More specifically, we found that vertical bridging social capital is a valuable source for securing adequate employment, whereas horizontal bonding social capital and independent job-searching methods may more often lead to low-skilled work or underemployment. Our findings provide new insights into how different forms of social capital can facilitate labor market integration of refugees at different stages." (Author's abstract, IAB-Doku, © 2018 Elsevier) ((en))
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Literaturhinweis
Urbanization, commuting and regional labor markets (2018)
Haller, Peter;Zitatform
Haller, Peter (2018): Urbanization, commuting and regional labor markets. (IAB-Bibliothek 368), Bielefeld: Bertelsmann, 124 S. DOI:10.3278/300972w
Abstract
"Deutschland ist durch seine regionale Struktur - mit vielen Zentren intensiver wirtschaftlicher Aktivität - besonders interessant für Analysen zu räumlichen Mechanismen von Städten und zu Wechselwirkungen zwischen Regionen. Mit steigender Bevölkerungszahl in den Städten dient das Pendeln zwischen Wohn- und Arbeitsort als räumlicher Ausgleichsmechanismus und führt zu Interaktionen zwischen regionalen Arbeitsmärkten. Der Autor untersucht, wie lokale Arbeitsmärkte interagieren, wie stark besiedelte Märkte bei der Suche nach einem neuen Arbeitsplatz helfen und wie Beschäftigte auf Änderungen ihrer Pendlerdistanzen reagieren. Die verschiedenen Blickwinkel und die Verwendung von Mikro- und georeferenzierten Daten bieten neue empirische Erkenntnisse über die Interaktionen zwischen regionalen Arbeitsmärkten und das Mobilitätsverhalten in Deutschland." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
E-Book Open Access -
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
Social network formation and labor market inequality (2018)
Horvath, Gergely; Zhang, Rui;Zitatform
Horvath, Gergely & Rui Zhang (2018): Social network formation and labor market inequality. In: Economics Letters, Jg. 166, H. May, S. 45-49. DOI:10.1016/j.econlet.2018.01.026
Abstract
"We study how differences in interpersonal skills lead to inequality among workers when social connections are endogenously formed and workers find jobs through their contacts. We show that the equilibrium network structure is very unequal in terms of links and access to jobs. The equilibrium network is not socially optimal because workers impose negative externality on each other by forming more links. The degree of inequality is larger in the equilibrium than what would be socially optimal. In the equilibrium, high-skilled individuals overinvest in networking while low-skilled individuals underinvest, which enlarges the impact of differences in interpersonal skills. The degree of inequality is largest when job availability is moderate." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
Social networks and the labour market mismatch (2018)
Zitatform
Kalfa, Eleni & Matloob Piracha (2018): Social networks and the labour market mismatch. In: Journal of population economics, Jg. 31, H. 3, S. 877-914. DOI:10.1007/s00148-017-0677-5
Abstract
"This paper assesses the extent to which social contacts and ethnic concentration affect the education-occupation mismatch of natives and immigrants. Using Australian panel data and employing a dynamic random effects probit model, we show that social capital exacerbates the incidence of over-education, particularly for females. Furthermore, for the foreign born, ethnic concentration significantly increases the incidence of over-education. Using an Alternative Index, we also show that social participation, friends and support and ethnic concentration are the main contributors in generating a mismatch, while reciprocity and trust does not seem to have any effect on over-education for both, immigrants and natives. Finally, we show that social networks are more beneficial for the relatively better educated." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
The Oxford Handbook of job loss and job search (2018)
Zitatform
Klehe, Ute-Christine & Edwin A. J. van Hooft (Hrsg.) (2018): The Oxford Handbook of job loss and job search. (Oxford Library of psychology), New York: Oxford University Press, 615 S.
Abstract
"Job search is and always has been an integral part of people's working lives. Whether one is brand new to the labor market or considered a mature, experienced worker, job seekers are regularly met with new challenges in a variety of organizational settings. Edited by Ute-Christine Klehe and Edwin A.J. van Hooft, The Oxford Handbook of Job Loss and Job Search provides readers with one of the first comprehensive overviews of the latest research and empirical knowledge in the areas of job loss and job search.
Multidisciplinary in nature, Klehe, van Hooft, and their contributing authors offer fascinating insight into the diverse theoretical and methodological perspectives from which job loss and job search have been studied, such as psychology, sociology, labor studies, and economics. Discussing the antecedents and consequences of job loss, as well as outside circumstances that may necessitate a more rigorous job hunt, this Handbook presents in-depth and up-to-date knowledge on the methods and processes of this important time in one's life. Further, it examines the unique circumstances faced by different populations during their job search, such as those working job-to-job, the unemployed, mature job seekers, international job seekers, and temporary employed workers.
Job loss and unemployment are among the worst stressors individuals can encounter during their lifetimes. As a result, this Handbook concludes with a discussion of the various types of interventions developed to aid the unemployed. Further, it offers readers important insights and identifies best practices for both scholars and practitioners working in the areas of job loss, unemployment, career transitions, outplacement, and job search." (Publisher information, IAB-Doku) ((en))Weiterführende Informationen
Hier finden Sie das Inhaltsverzeichnis. -
Literaturhinweis
Short-time work subsidies in a matching model (2018)
Meier, Volker;Zitatform
Meier, Volker (2018): Short-time work subsidies in a matching model. (CESifo working paper 7281), München, 35 S.
Abstract
"We consider positive and normative aspects of subsidizing work arrangements where subsidies are paid in time of low demand and reduced working hours so as to stabilize workers' income. In a matching framework such an arrangement increases labor demand. Tightening eligibility to short-time work benefits tends to reduce the wage while the impact on unemployment remains ambiguous. We develop a modified Hosios condition characterizing an efficient combination of labor market tightness and short-time benefit loss rate." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How unemployment scarring affects skilled young workers: Evidence from a factorial survey of Swiss recruiters (2018)
Zitatform
Shi, Lulu P., Christian Imdorf, Robin Samuel & Stefan Sacchi (2018): How unemployment scarring affects skilled young workers. Evidence from a factorial survey of Swiss recruiters. In: Journal for labour market research, Jg. 52, H. 1, S. 1-15. DOI:10.1186/s12651-018-0239-7
Abstract
"We ask how employers contribute to unemployment scarring in the recruitment process in the German-speaking part of Switzerland. By drawing on recruitment theories, we aim to better understand how recruiters assess different patterns of unemployment in a job candidate's CV and how this affects the chances of young applicants being considered for a vacancy. We argue that in contexts with tight school-work linkage and highly standardised Vocational Education and Training systems, the detrimental effect of early unemployment depends on how well the applicant's profile matches the requirements of the advertised position. To test this assumption, we surveyed Swiss recruiters who were seeking to fill positions during the time of data collection. We employed a factorial survey experiment that tested how the (un)employment trajectories in hypothetical young job applicants' CV affected their chances of being considered for a real vacancy. Our results show that unemployment decreases the perceived suitability of an applicant for a specific job, which implies there is a scarring effect of unemployment that increases with the duration of being unemployed. But we also found that these effects are moderated by how well the applicant's profile matches the job's requirements. Overall, the worse the match between applicant's profile and the job profile, the smaller are the scarring effects of unemployment. In sum, our findings contribute to the literature by revealing considerable heterogeneity in the scarring effects of unemployment. Our findings further suggest that the scarring effects of unemployment need to be studied with regard to country-specific institutional settings, the applicants' previous education and employment experiences, and the job characteristics." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
On the optimal diversification of social networks in frictional labour markets with occupational mismatch (2018)
Zitatform
Zaharieva, Anna (2018): On the optimal diversification of social networks in frictional labour markets with occupational mismatch. In: Labour economics, Jg. 50, H. March, S. 112-127. DOI:10.1016/j.labeco.2017.04.002
Abstract
"This paper incorporates social networks into a frictional labour market framework. There are two worker types and two occupations, which are subject to correlated fluctuations in output. The equilibrium is characterized by occupational mismatch which is associated with a wage penalty. Every worker has a fixed number of social contacts in the network. The fraction of contacts of the same occupational type defines homophily of the social network, so this paper investigates the optimal level of network homophily. Workers are risk-neutral and take aggregate variables as given, so their optimal individual choice is full homophily. This is different from the social planner's perspective. The planner internalizes external effects of workers' network choices on aggregate variables, so there exists a unique interior value of network homophily maximizing the present value of income. On the one hand, higher homophily is associated with lower occupational mismatch. But on the other hand, higher homophily separates the two groups of workers, prevents exchange of information about open vacancies, and leads to more unemployment, especially in recessions. So it is the trade-off between these two effects and not the desire to reduce income volatility, as in standard portfolio theory, which gives rise to network diversification. Comparative statics shows that optimal network homophily is lower and diversification is stronger with a lower wage penalty from mismatch, lower unemployment benefit and negative correlation in output fluctuations." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
The impact of unemployment insurance on job search: evidence from Google search data (2017)
Baker, Scott R.; Fradkin, Andrey;Zitatform
Baker, Scott R. & Andrey Fradkin (2017): The impact of unemployment insurance on job search: evidence from Google search data. In: The Review of Economics and Statistics, Jg. 99, H. 5, S. 756-768. DOI:10.1162/REST_a_00674
Abstract
"Job search is a key choice variable in theories of labor markets but is difficult to measure directly. We develop a job search activity index based on Google search data, the Google Job Search Index (GJSI). We validate the GJSI with both survey- and web-based measures of job search. Unlike those measures, the GJSI is high frequency, geographically precise, and available in real time. We demonstrate the GJSI's utility by using it to study the effects of unemployment insurance policy changes between 2008 and 2014. We find no evidence of an economically meaningful effect of these changes on aggregate search." (Author's abstract, © MIT Press Journals) ((en))
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Literaturhinweis
Effectiveness of a job vacancy referral scheme (2017)
Zitatform
Bollens, Joost & Bart Cockx (2017): Effectiveness of a job vacancy referral scheme. In: IZA journal of labor policy, Jg. 6, S. 1-24. DOI:10.1186/s40173-017-0094-0
Abstract
"The public employment service (PES) makes use in many countries of vacancy referrals as to facilitate the matching between unemployed workers and vacancies. Based on a 'timing-of-events' approach to control for selective participation, this study evaluates whether this policy instrument enhanced the transition to employment in Flanders (region in northern Belgium). Three referral types are distinguished: (1) referrals actively matched by a caseworker by phone or by e-mail; (2) automatic referrals, in which the match is accomplished by a software without caseworker intervention; and (3) invitations, in which the referral is transmitted to the unemployed in a meeting with a caseworker. All three referral instruments are found to be effective, even many months after the transmission of the referral: the first and third referral types more than triples, respectively, double the transition rate to employment both in short- and long-run, while the automatic referrals enhance this rate by 50% in the first 2 months and double it in the long-run." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Coworker networks in the labour market (2017)
Glitz, Albrecht;Zitatform
Glitz, Albrecht (2017): Coworker networks in the labour market. In: Labour economics, Jg. 44, H. January, S. 218-230. DOI:10.1016/j.labeco.2016.12.006
Abstract
"This paper studies the effect of coworker-based networks on individual labour market outcomes. I analyse how the provision of labour market relevant information by former coworkers affects the employment probabilities and, if hired, the wages of male workers who have previously become unemployed as the result of an establishment closure. To identify the causal effect of an individual worker's network on labour market outcomes, I exploit exogenous variation in the strength of these networks that is due to the occurrence of mass-layoffs in the establishments of former coworkers. The empirical analysis is based on administrative data that comprise the universe of workers employed in Germany between 1980 and 2001. The results suggest a strong positive effect of a higher employment rate in a worker's network of former coworkers on his re-employment probability after displacement: a 10 percentage point increase in the prevailing employment rate in the network increases the re-employment probability by 7.5 percentage points. In contrast, there is no evidence of a statistically significant effect on wages." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
The value of hiring through employee referrals in developed countries (2017)
Hoffman, Mitchell;Zitatform
Hoffman, Mitchell (2017): The value of hiring through employee referrals in developed countries. (IZA world of labor 369), Bonn, 8 S. DOI:10.15185/izawol.369
Abstract
"Companies frequently hire new employees based on referrals from existing employees, who often recommend friends or family members. There are numerous possible benefits from this, such as lower turnover, possibly higher productivity, lower recruiting costs, and beneficial commonalities related to shared employee values. On the other hand, hiring through employee referrals may disadvantage under-represented minorities, entail greater firm costs in the form of higher wages, lead to undesirable commonalities, and reflect nepotism. A growing body of research explores these considerations." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
deutsche Kurzfassung -
Literaturhinweis
Asymmetric information in external versus internal promotions (2016)
Zitatform
Bossler, Mario & Philipp Grunau (2016): Asymmetric information in external versus internal promotions. (IAB-Discussion Paper 11/2016), Nürnberg, 34 S.
Abstract
"Für Beschäftigte existieren zwei Kanäle um eine Führungsposition zu erreichen: die externe und die interne Beförderung. Anhand der neuaufgelegten deutschen Beschäftigtenstatistik vergleichen wir externe und interne Beförderungen mithilfe eines multinomialen Logit-Modells und unter Kontrolle für die Heterogenität zwischen Arbeitgebern. Wir nehmen an, dass die Charakteristika von Beschäftigten abhängig von ihrer Sichtbarkeit innerhalb von Betrieben und über Betriebe hinweg abweichende Einflüsse ausüben. Wir zeigen, dass die Realarbeitszeit für interne Beförderungen eine bedeutsamere Informationsquelle darstellt als für externe. Demgegenüber spielen formale Ausbildungsabschlüsse und die ursprüngliche Aufgabenkomplexität, welche beide auch über Betriebe hinweg sichtbar sind, eine größere Rolle bei externen Beförderungen. Übereinstimmend mit dem Konzept statistischer Diskriminierung unterliegen Frauen und Ausländer bei externen Beförderungen einem stärker ausgeprägten Nachteil. Bei Frauen ist dieses Ergebnis vollständig auf Beförderungen zu Managern bzw. leitenden Angestellten zurückzuführen, welche durch hohe Aufgabenkomplexität gekennzeichnet sind. Darüber hinaus zeigt die Realarbeitszeit einen starken positiven Interaktionseffekt auf die Beförderungsaussichten von Frauen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Social capital and homophily both matter for labor market outcomes: evidence from replication and extension (2016)
Chen, Yunsong; Volker, Beate;Zitatform
Chen, Yunsong & Beate Volker (2016): Social capital and homophily both matter for labor market outcomes. Evidence from replication and extension. In: Social Networks, Jg. 45, H. March, S. 18-31. DOI:10.1016/j.socnet.2015.10.003
Abstract
"Social resource theory has been challenged, as the effects of contact resources on job outcomes may be spurious given the presence of homophily. We review the Mouw - Lin debate and propose that occupational homophily moderates the role of contact resources in the labor market and that effects of resources depend on labor market institutions. We analyze data from the US, East Germany before 1989, and post-reform China, combining the first-difference method and Heckman selection procedure to deal with endogeneity. Empirical findings from different labor market contexts demonstrate that: (1) contact resources have a causal and positive role in job outcomes; (2) in a market economy, the role of resources is more salient if they provide within-occupation job-leads; (3) under state job-assignment systems occupational homophily does not pay off; and (4) job-search ties can take the form of heterophilous selection." (Author's abstract, © 2016 Elsevier) ((en))
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Literaturhinweis
Referral-based job search networks (2016)
Zitatform
Dustmann, Christian, Albrecht Glitz, Uta Schönberg & Herbert Brücker (2016): Referral-based job search networks. In: The Review of Economic Studies, Jg. 83, H. 2, S. 514-546., 2015-06-08. DOI:10.1093/restud/rdv045
Abstract
"This article derives novel testable implications of referral-based job search networks in which employees provide employers with information about potential new hires that they otherwise would not have. Using comprehensive matched employer - employee data covering the entire workforce in one large metropolitan labour market combined with unique survey data linked to administrative records, we provide evidence that workers earn higher wages and are less inclined to leave their firms if they have obtained their job through a referral. These effects are particularly strong at the beginning of the employment relationship and decline with tenure in the firm, suggesting that firms and workers learn about workers' productivity over time. Overall, our findings imply that job search networks help to reduce informational deficiencies in the labour market and lead to productivity gains for workers and firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reputation and trust on online labour markets: the reputation economy of Elance (2016)
Gandini, Alessandro; Pais, Ivana; Beraldo, Davide;Zitatform
Gandini, Alessandro, Ivana Pais & Davide Beraldo (2016): Reputation and trust on online labour markets. The reputation economy of Elance. In: Work Organisation, Labour and Globalisation, Jg. 10, H. 1, S. 27-43. DOI:10.13169/workorgalaboglob.10.1.0027
Abstract
"This article examines profile data about 9,593 freelancers from 121 countries active in the Design and Multimedia section of Elance, a major online labour market existing up until 2015. Using statistical analysis, the article evidences that the earnings a contractor obtains from working through Elance positively correlates with higher reputation scores and suggests that the conception of trust among actors operating on an online labour market resembles that which characterises e-commerce platforms like eBay or Amazon, where trust relations among 'strangers' are guaranteed by an algorithmic-based third party that translates feedbacks and rankings into a numerical reputation proxy." (Author's abstract, © Pluto Journals Ltd.) ((en))
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Literaturhinweis
Job search behavior of older workers and labor market outcomes (2016)
Zitatform
Homrighausen, Pia & Gerhard Krug (2016): Job search behavior of older workers and labor market outcomes. (LASER discussion papers 95), Erlangen, 33 S.
Abstract
"Using unique survey and register data with detailed information on the channel-specific search intensities of older workers in Germany, we investigate the relationship between job search behavior and job search success focusing on older workers. We find that intensive job search via the public employment service is not linked to an older worker's job search success, but results in a greater wage loss and lower job satisfaction. By contrast, increasing job search by a private provider is positively linked with the probability of finding a new job and results in a lesser wage loss." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Logged labour: a new paradigm of work organisation? (2016)
Zitatform
Huws, Ursula (2016): Logged labour. A new paradigm of work organisation? In: Work Organisation, Labour and Globalisation, Jg. 10, H. 1, S. 7-26. DOI:10.13169/workorgalaboglob.10.1.0007
Abstract
"This essay argues that, during the period following the financial crisis of 2007 - 8, several different trends, already visible in earlier periods, have converged to create a new pattern of work organisation, a pattern which is now approaching critical mass. Across all sectors of the economy, primary, secondary or tertiary, whether previously classified as public or private, formal or informal, manual or white-collar, high-skilled or low-skilled, this emerging model of work introduces a range of common features whose combined impact is large enough to justify the proposition that a new paradigm of work is in creation, perhaps representing the final dissolution of the normative model that emerged in developed economies in the third quarter of the twentieth century. In this new model, workers are increasingly managed via online platforms, monitored indirectly and expected to produce measurable outcomes. Their work is 'logged' in three distinct senses: it is cut up into standard, quantifiable components; it is subjected to continuous surveillance and monitoring; and it requires the worker to be connected to an online platform in order to obtain work. In a curious paradox, work is increasingly formalised even while it becomes less predictable and more precarious, with workers having to resubmit themselves repeatedly for employment, funding, promotion or inclusion in a particular team, and required to respond at short notice to unpredictable demands for work. The ramifications of this development are huge, since it creates major mismatches between the realities of the labour market and other aspects of social and economic life, including welfare systems, labour and consumer regulation and time regimes. The article draws on a large body of past work by the author on work organisation restructuring as well as current research on online labour platforms." (Author's abstract, © Pluto Journals Ltd.) ((en))
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Literaturhinweis
Who gets hired? The importance of finding an open slot (2016)
Lazear, Edward P.; Shaw, Kathryn L.; Stanton, Christopher T.;Zitatform
Lazear, Edward P., Kathryn L. Shaw & Christopher T. Stanton (2016): Who gets hired? The importance of finding an open slot. (NBER working paper 22202), Cambrige, Mass., 46 S. DOI:10.3386/w22202
Abstract
"A model of hiring into posted job slots suggests hiring is based on comparative advantage: being hired depends not only on one's own skill but also on the skills of other applicants. The model has numerous implications. First, bumping of applicants occurs when one job-seeker is slotted into a lower paying job by another applicant who is more skilled. Second, less able workers are more likely to be unemployed because they are bumped. Third, vacancies are higher for harder to fill skilled jobs. Fourth, some workers are over-qualified for their jobs whereas others are under-qualified. These implications are borne out using four different data sets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why the referential treatment: evidence from field experiments on referrals (2016)
Pallais, Amanda; Sands, Emily Glassberg;Zitatform
Pallais, Amanda & Emily Glassberg Sands (2016): Why the referential treatment. Evidence from field experiments on referrals. In: Journal of Political Economy, Jg. 124, H. 6, S. 1793-1828. DOI:10.1086/688850
Abstract
"Referred workers are more likely than nonreferred workers to be hired, all else equal. In three field experiments in an online labor market, we examine why. We find that referrals contain positive information about worker performance and persistence that is not contained in workers' observable characteristics. We also find that referrals perform particularly well when working directly with their referrers. However, we do not find evidence that referrals exert more effort because they believe their performance will affect their relationship with their referrer or their referrer's position at the firm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Active sourcing und social recruiting: ausgewählte Ergebnisse der Recruiting Trends 2016, einer empirischen Studie der Top 1.000 Unternehmen aus Deutschland sowie der Top 300 Unternehmen aus den Branchen Automotive, Handel und IT, und der Bewerbungspraxis 2016, einer empirischen Studie mit über 4.800 Stellensuchenden und Karriereinteressierten im Internet. Themenspecial (2016)
Tim Weitzel, Tim; Laumer, Sven; Wirth, Jakob; Oehlhorn, Caroline; Eckhardt, Andreas; Maier, Christian; Weinert, Christoph;Zitatform
Tim Weitzel, Tim, Sven Laumer, Christian Maier, Caroline Oehlhorn, Jakob Wirth, Christoph Weinert & Andreas Eckhardt (2016): Active sourcing und social recruiting. Ausgewählte Ergebnisse der Recruiting Trends 2016, einer empirischen Studie der Top 1.000 Unternehmen aus Deutschland sowie der Top 300 Unternehmen aus den Branchen Automotive, Handel und IT, und der Bewerbungspraxis 2016, einer empirischen Studie mit über 4.800 Stellensuchenden und Karriereinteressierten im Internet. Themenspecial. Bamberg, 19 S.
Abstract
"Das Themenspecial 'Active Sourcing und Social Recruiting' ist Teil der jährlich durchgeführten Studienreihen 'Recruiting Trends' und 'Bewerbungspraxis' des Centre of Human Resources Information Systems (CHRIS) der Universität Bamberg in Zusammenarbeit mit der German Graduate School of Management and Law, Heilbronn und im Auftrag der Monster Worldwide Deutschland GmbH. Der vorliegende Themenschwerpunkt gibt einen Einblick in die Bedeutung und Nutzung von Active Sourcing und Social Recruiting in den Top 1.000 Unternehmen aus Deutschland und vergleicht die Ergebnisse mit dem Nutzungsverhalten und den Einschätzungen von über 4.800 Stellensuchenden und Karriereinteressierten. Für einen umfassenden Überblick über die Gestaltung der Personalbeschaffung in Deutschland wurden zudem Branchenanalysen der Top 300 Unternehmen aus den Branchen Automotive, Handel und IT sowie mehrere Fallstudien durchgeführt." (Textauszug, IAB-Doku)
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Literaturhinweis
The effects of binding and non-binding job search requirements (2015)
Arni, Patrick; Schiprowski, Amelie;Zitatform
Arni, Patrick & Amelie Schiprowski (2015): The effects of binding and non-binding job search requirements. (IZA discussion paper 8951), Bonn, 52 S.
Abstract
"Job search requirements constrain the effort choice of unemployment insurance recipients by enforcing a minimum number of monthly applications. This paper is the first to assess how individual search effort, job finding and job stability react to this constraint. Standard job search theory predicts that requirements affect each job seeker relative to her unconstrained effort choice. Therefore, the behavioral treatment intensity of interest is the incremental effort necessary to comply with the requirement. Using novel Swiss register data, we measure this intensity as the difference between the individual requirement threshold and the search effort provided just before requirement imposition. Our econometric approach exploits that - conditional on a broad set of choice fixed effects - the match between the job seeker's unconstrained effort choice and the caseworker's requirement setting behavior is arbitrary. Therefore, it provides exogenous variation in the treatment assignment. We find that binding search requirements that exceed the job seeker's unconstrained effort choice, increase job finding in a substantial way. These effects are highly heterogeneous with respect to the job seeker's characteristics. They come at the cost of increased non-compliance and sanction imposition rates. Moreover, binding requirements have striking negative effects on job stability. Finally, we find that non-binding requirements can also affect search outcomes. This suggests that requirements can operate as signals, thereby generating behavioral effects that are not predicted by standard job search theory." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The strength of many kinds of ties: unpacking the role of social contacts across stages of the job (2015)
Barbulescu, Roxana;Zitatform
Barbulescu, Roxana (2015): The strength of many kinds of ties. Unpacking the role of social contacts across stages of the job. In: Organization Science, Jg. 26, H. 4, S. 1040-1058. DOI:10.1287/orsc.2015.0978
Abstract
"The topic of job mobility has received increasing attention in recent years. Yet, surprising in light of the wealth of research on social networks and job attainment, we do not have a unified model of the impact of different kinds of social contacts on job search success. In this paper I show that contacts are differently beneficial for job seekers depending on the stage of the job search process that job seekers are engaged in. Specifically, three stages of the job search process can be distinguished in which social contacts fulfill different roles for the job seekers: deciding the types of jobs for which to apply, submitting job applications, and preparing for interviews. I propose that contacts who are spread across different occupations are conducive to applying to more types of jobs, yet it is contacts who are more focused across occupations that are beneficial for being invited to more interviews - relative to the number of job types applied for - and for converting the interviews into offers. In addition, contacts with lower relationship depth with the job seeker are more helpful for getting invited to interviews, whereas contacts who have more frequent interactions with the job seeker are more helpful for converting interviews into offers. Analyses using a unique longitudinal data set on the job searches of 226 participants in an MBA program offer robust evidence in support of the hypotheses. The results suggest that external mobility is best enabled when job seekers engage with - and learn from - different kinds of contacts across stages of the job search process." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Providing advice to job seekers at low cost: an experimental study on on-line advice (2015)
Belot, Michele; Kircher, Philipp; Muller, Paul;Zitatform
Belot, Michele, Philipp Kircher & Paul Muller (2015): Providing advice to job seekers at low cost. An experimental study on on-line advice. (CESifo working paper 5641), München, 69 S.
Abstract
"Helping job seekers to identify suitable jobs is a key challenge for policy makers. We develop and evaluate experimentally a novel tool that provides tailored advice at low cost and thereby redesigns the process through which job seekers search for jobs. We invited 300 job seekers to our computer facilities for 12 consecutive weekly sessions. They searched for real jobs using our web interface. After 3 weeks, we introduced a manipulation of the interface for half of the sample: instead of relying on their own search criteria, we displayed relevant other occupations to them and the jobs that were available in these occupations. These suggestions were based on background information and readily available labor market data. We recorded search behavior on our site but also surveyed participants every week on their other search activities, applications and job interviews. We find that these suggestions broaden the set of jobs considered by the average participant. More importantly, we find that they are invited to significantly more job interviews. These effects are predominantly driven by job seekers who searched relatively narrowly initially and who have been unemployed for a few months." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The recruitment paradox: network recruitment, structural position, and East German market transition (2015)
Zitatform
Benton, Richard A., Steve McDonald, Anna Manzoni & David F. Warner (2015): The recruitment paradox. Network recruitment, structural position, and East German market transition. In: Social forces, Jg. 93, H. 3, S. 905-932. DOI:10.1093/sf/sou100
Abstract
"Economic institutions structure links between labor-market informality and social stratification. The present study explores how periods of institutional change and post-socialist market transition alter network-based job finding, in particular informal recruitment. We highlight how market transitions affect both the prevalence and distribution of network-based recruitment channels: open-market environments reduce informal recruitment's prevalence but increase its association with high wages. We test these propositions using the case of the former East Germany's market transition and a comparison with West Germany's more stable institutional environment. Following transition, workers in lower tiers increasingly turned toward formal intermediaries, active employee search, and socially 'disembedded' matches. Meanwhile, employers actively recruited workers into higher-wage positions. Implications for market transition theory and post-socialist stratification are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Home-ownership, unemployed's job search behavior and post-unemployment outcomes (2015)
Zitatform
Caliendo, Marco, Anne C. Gielen & Robert Mahlstedt (2015): Home-ownership, unemployed's job search behavior and post-unemployment outcomes. (IZA discussion paper 8972), Bonn, 15 S.
Abstract
"Although home-ownership has been shown to restrict geographic labor mobility and to affect job search behavior of unemployed, there is no evidence so far on how it affects their future re-employment outcomes. We use two waves of detailed German survey data of newly unemployed individuals to study the effect of home-ownership on the job search behavior of unemployed and their re-employment outcomes. We show that unemployed who own a home are less willing to move and also less likely to apply for jobs for which one would have to move. However, we do not find any evidence for compensations of their restricted mobility by more intensive (more search channels or applications) or different (more active or informal) search behavior. Furthermore, we find that home-ownership does not seem to harm the employment prospects of the unemployed. Although the re-employment probability in the short-run is slightly lower, we find that after one year home-owning unemployed have found better re-employment jobs, in terms of wages and job satisfaction, than their renting counterparts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
With a little help from my friends? Quality of social networks, job finding and job match quality (2015)
Cappellari, Lorenzo; Tatsiramos, Konstantinos;Zitatform
Cappellari, Lorenzo & Konstantinos Tatsiramos (2015): With a little help from my friends? Quality of social networks, job finding and job match quality. In: European Economic Review, Jg. 78, H. August, S. 55-75. DOI:10.1016/j.euroecorev.2015.04.002
Abstract
"This paper studies the effect of network quality on job finding and job match quality using longitudinal data and a direct measure of network quality, which is based on the employment of friendship ties. Various identification strategies provide robust evidence that a higher number of employed contacts increases the job finding rate. Network quality also increases wages for high-skilled workers forming networks with non-familial contacts. Instead, for low-skilled workers, more employed familial contacts lead to a negative but not significant effect on wages. These findings reconcile previous mixed evidence of network effects on wages, indicating heterogeneity by skill level and relationship type." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search intention, theory of planned behavior, personality and job search experience (2015)
Fort, Isabelle; Pacaud, Catherine; Gilles, Pierre-Yves;Zitatform
Fort, Isabelle, Catherine Pacaud & Pierre-Yves Gilles (2015): Job search intention, theory of planned behavior, personality and job search experience. In: International Journal for Educational and Vocational Guidance, Jg. 15, H. 1, S. 57-74. DOI:10.1007/s10775-014-9281-3
Abstract
"Diese Studie beabsichtigte nicht nur die Beziehungen zwischen Variablen der Theorie des geplanten Verhaltens und der Absicht zur Jobsuche innerhalb einer französischen Stichprobe zu bestätigen, sondern auch moderierende Effekte für diese Beziehungen durch Erfahrungen bezüglich der Jobsuche und durch zwei Persönlichkeitsdimensionen (Extraversion und Gewissenhaftigkeit) zu überprüfen. 154 Teilnehmer beurteilten die relevanten Konzepte auf einer Reihe von mehreren Skalen. Die Ergebnisse zeigten, dass Variablen der Theorie des geplanten Verhaltens signifikant im Zusammenhang mit der Absicht zur Jobsuche stehen, und dass Extraversion sowie Gewissenhaftigkeit den Zusammenhang zwischen Einstellungen und der Absicht zur Jobsuche moderieren. Die Ergebnisse werden in Bezug zu bisheriger Forschung und praktischen Implikationen diskutiert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The role of coworker-based networks in the labour market (2015)
Glitz, Albrecht;Zitatform
Glitz, Albrecht (2015): The role of coworker-based networks in the labour market. In: CESifo DICE report, Jg. 13, H. 1, S. 25-32.
Abstract
"With the arrival of administrative data that provide comprehensive longitudinal information on individual work relationships, the systematic analysis of coworker-based networks and their role in the labour market has experienced an enormous boost in recent years. Moving ever closer to capturing actual personal interaction, several researchers have studied this important dimension of social networks within the context of established theoretical models, providing strong overall evidence that coworker-based networks play a positive role in labour market outcomes. My own findings show that this happens both through these networks' positive effect on the flow of information about job opportunities (Glitz 2013), and through their ability to reduce uncertainty about match-specific productivity (Glitz and Vejlin 2015)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Efficient firm dynamics in a frictional labor market (2015)
Kaas, Leo; Kircher, Philipp;Zitatform
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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Literaturhinweis
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 (2015)
Lang, Jutta; Zapf, Dieter;Zitatform
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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Literaturhinweis
A labour market that works: connecting talent with opportunity in the digital age (2015)
Manyika, James; Lund, Susan; Dobbs, Richard; Robinson, Kelsey; Valentino, John;Zitatform
Manyika, James, Susan Lund, Kelsey Robinson, John Valentino & Richard Dobbs (2015): A labour market that works. Connecting talent with opportunity in the digital age. Washington, DC, 88 S.
Abstract
"Labor markets around the world haven't kept pace with rapid shifts in the global economy, and their inefficiencies have taken a heavy toll. Millions of people cannot find work, even as sectors from technology to healthcare struggle to fill open positions. Many who do work feel overqualified or underutilized. These issues translate into costly wasted potential for the global economy. More important, they represent hundreds of millions of people coping with unemployment, underemployment, stagnant wages, and discouragement.
Online talent platforms can ease a number of labor-market dysfunctions by more effectively connecting individuals with work opportunities. Such platforms include websites, like Monster.com and LinkedIn, that aggregate individual résumés with job postings from traditional employers, as well as the rapidly growing digital marketplaces of the new 'gig economy,' such as Uber and Upwork. While hundreds of millions of people around the world already use these services, their capabilities and potential are still evolving. Yet even if they touch only a fraction of the global workforce, we believe they can generate significant benefits for economies and for individuals (exhibit)." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
For love or money? Gender differences in how one approaches getting a job (2015)
Ng, Weiyi; Leung, Ming D.;Zitatform
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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Literaturhinweis
Race, self-selection, and the job search process (2015)
Zitatform
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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Literaturhinweis
Job search self-efficacy: Reconceptualizing the construct and its measurement (2015)
Zitatform
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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Literaturhinweis
How urbanization affect employment and social interactions (2015)
Zitatform
Sato, Yasuhiro & Yves Zenou (2015): How urbanization affect employment and social interactions. In: European Economic Review, Jg. 75, H. April, S. 131-155. DOI:10.1016/j.euroecorev.2015.01.011
Abstract
"We develop a model where the unemployed workers in the city can find a job either directly or through weak or strong ties. We show that, in denser areas, individuals choose to interact with more people and meet more random encounters (weak ties) than in sparsely populated areas. We also demonstrate that, for a low urbanization level, there is a unique steady-state equilibrium where workers do not interact with weak ties, while, for a high level of urbanization, there is a unique steady-state equilibrium with full social interactions. We show that these equilibria are usually not socially efficient when the urban population has an intermediate size because there are too few social interactions compared to the social optimum. Finally, even when social interactions are optimal, we show that there is over-urbanization in equilibrium." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Informal versus formal search: which yields a better pay? (2015)
Zitatform
Tumen, Semih (2015): Informal versus formal search. Which yields a better pay? (IZA discussion paper 9573), Bonn, 33 S.
Abstract
"Estimates on the effect of job contact method - i.e., informal versus formal search - on wage offers vary considerably across studies, with some of them finding a positive correlation between getting help from informal connections and obtaining high-paying jobs, while others finding a negative one. In this paper, I theoretically investigate the sources of discrepancies in these empirical results. Using a formal job search framework, I derive an equilibrium wage distribution which reveals that the informal search yields for some groups higher and for some others lower wages than formal search. The key result is the existence of nonmonotonicities in wage offers. Two potential sources of these nonmonotonicities exist: (i) peer effects and (ii) unobserved worker heterogeneity in terms of the inherent cost of maintaining connections within a productive informal network. The model predicts that a greater degree of unobserved heterogeneity tilts the estimates toward producing a positive correlation between informal search and higher wages, whereas stronger peer influences tend to yield a negative correlation. This conclusion informs the empirical research in the sense that identification of the true correlation between job contact methods and wage offers requires a careful assessment of the unobserved heterogeneity and peer influences in the relevant sample." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social capital and job search behaviour of long-term welfare recipients (2015)
Varekamp, Inge; Knijn, Trudie; Gaag, Martin van der; Bos, Peter;Zitatform
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)) -
Literaturhinweis
Social contacts and referrals in a labor market with on-the-job search (2015)
Zitatform
Zaharieva, Anna (2015): Social contacts and referrals in a labor market with on-the-job search. In: Labour economics, Jg. 32, H. January, S. 27-43. DOI:10.1016/j.labeco.2014.12.001
Abstract
"This paper develops a matching model of the labor market with heterogeneous firms, on-the-job search and family referrals. The overall effect of referrals on wages can be decomposed into three distinct components. First, if referrals are used to help unemployed partners find jobs, then recommended workers are disproportionately concentrated in the left tail of the earnings distribution. This is a negative concentration effect of referrals, which emerges because workers accept (forward to the partner) job offers from more (less) productive employers. Second, if referrals are also used by workers to pool their less successful employed partners to more productive jobs, then the process of on-the-job search is intensified. This is a positive pooling effect of referrals. Third, better connected workers bargain higher wages for a given level of productivity. This is a positive effect of referrals on reservation wages and earnings. In the equilibrium, the overall effect of referrals can be positive (wage premiums) or negative (wage penalties). The negative effect is dominating in labor markets with strong productivity heterogeneity of firms and large bargaining power of workers. Otherwise, the positive effect is dominating. Referrals can have a negative effect on social welfare if there is a sharp drop in the search intensity after workers accept low productivity jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Getting a job: the effect of employment sectors and men's and women's networks (2015)
Zochert, Andrea;Zitatform
Zochert, Andrea (2015): Getting a job: the effect of employment sectors and men's and women's networks. In: Schmollers Jahrbuch, Jg. 135, H. 1, S. 47-53. DOI:10.3790/schm.135.1.47
Abstract
"Most jobs these days are never advertised. People find them through social networks. However, access to social networks is unequal by gender. This paper concentrates on how employment sectors that are segregated by gender affect the probability of men and women getting jobs through social networks. Furthermore, the paper reveals how men's and women's same-sex contacts are correlated with getting jobs. Based on data from the SOEP 2011 and 2012 logistic regressions, with average marginal effects, are estimated to compare the probability of getting a job through social networks for men and women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
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 (2014)
Arni, Patrick; Wunsch, Conny;Zitatform
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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Literaturhinweis
Networking the unemployed: can policy interventions facilitate access to employment through informal channels? (2014)
Zitatform
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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Literaturhinweis
Information disclosure and job search: evidence from a social networks experiment (2014)
Dong, Z. K.; Huang, D. S.; Tang, F. F.;Zitatform
Dong, Z. K., D. S. Huang & F. F. Tang (2014): Information disclosure and job search. Evidence from a social networks experiment. In: Applied Economics Letters, Jg. 21, H. 4, S. 293-296. DOI:10.1080/13504851.2013.856992
Abstract
"We report the results of an experiment that determined the importance of an information disclosure policy in job search behaviour. We controlled the level of employment information disclosed after every experimental round. When we announced the subjects' wage levels, which at that point they had accepted along with their counterparts in a social network, the subjects' average reservation wages increased significantly according to their initial preference. However, when this information was not revealed, the reservation wage remained the same despite the availability of the social network. We suggest that the green-eyed monster effect may be significant in explaining these results." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search behaviour and job search success of the unemployed (2014)
Zitatform
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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Literaturhinweis
Determinanten der Arbeitssuche atypisch Beschäftigter (2014)
Zitatform
Himsel, Carina & Ulrich Walwei (2014): Determinanten der Arbeitssuche atypisch Beschäftigter. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 23, H. 3, S. 225-241., 2014-09-25. DOI:10.1515/arbeit-2014-0306
Abstract
"Seit Beginn der 1990er Jahre befinden sich die Erwerbsformen im Wandel, die Zahl atypisch Beschäftigter legte kontinuierlich zu. Unser Fokus liegt in diesem Beitrag auf den Präferenzen und Motiven atypisch Beschäftigter und dabei insbesondere auf der Frage, ob die Aufnahme einer atypischen Beschäftigung auch im Sinne der Arbeitnehmer liegt oder diese eine Veränderung ihrer Beschäftigungssituation anstreben. Hierfür werden das Suchverhalten und Gründe für die Arbeitssuche näher betrachtet. Es zeigt sich, dass atypisch Beschäftigte häufiger als unbefristet Vollzeitbeschäftigte eine andere oder weitere Tätigkeit suchen, bei geringfügig Beschäftigten ist die Suchintensität am größten. Tendenziell suchen Männer, Geringqualifizierte sowie Personen ohne Partner häufiger eine andere Tätigkeit. In der letzten Dekade hat die Suchintensität atypisch Beschäftigter zugenommen, allerdings geht die höhere Suchintensität zum Ende der letzten Dekade nicht allein auf die Hartz-Reformen zurück, sondern insbesondere auch mit einer verbesserten Arbeitsmarktlage einher. Atypisch Beschäftigte, die nach einer anderen Tätigkeit suchen, stellen für die Arbeitsmarktpolitik ein besonderes Potenzial dar. Wird dieses Potenzial durch geeignete Maßnahmen und Initiativen erschlossen, würde man damit einen wertvollen Beitrag zur Fachkräftesicherung, zur Stabilisierung von Erwerbsbiografien und zu individueller Aufwärtsmobilität leisten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
On-the-job search and finding a good job through social contacts (2014)
Horvath, Gergely;Zitatform
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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Literaturhinweis
Inefficient hiring in entry-level labor markets (2014)
Pallais, Amanda;Zitatform
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))
Ähnliche Treffer
auch erschienen als: NBER working paper , 18917 -
Literaturhinweis
Stellenbesetzungsprozesse am deutschen Arbeitsmarkt: Schwierigkeiten und die besondere Bedeutung sozialer Netzwerke (2014)
Rebien, Martina;Zitatform
Rebien, Martina (2014): Stellenbesetzungsprozesse am deutschen Arbeitsmarkt. Schwierigkeiten und die besondere Bedeutung sozialer Netzwerke. (IAB-Bibliothek 349), Bielefeld: Bertelsmann, 137 S. DOI:10.3278/300855w
Abstract
"Was zeichnet schwierige Stellenbesetzungen bei der betrieblichen Personalsuche aus? Welche Rolle spielen dabei soziale Netzwerke - also Freunde, Verwandte und andere persönliche Kontakte? Sind Jobs, die über soziale Netzwerke gefunden wurden, tatsächlich 'bessere' Jobs? Und welche Vorteile haben Betriebe, die ihr Personal über soziale Netzwerke rekrutieren? Diesen Fragen geht Martina Rebien in ihrer Dissertationsschrift nach. Sie legt dar, dass einige gängige Annahmen über Schwierigkeiten bei der Stellenbesetzung und über die Bedeutung sozialer Netzwerke am Arbeitsmarkt einer tieferen empirischen Überprüfung nicht standhalten." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
E-Book Open Access -
Literaturhinweis
Coworkers, networks, and job search outcomes (2014)
Zitatform
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))