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
Decomposing Variations in Labor Market Mismatch (2026)
Zitatform
Bauer, Anja & Enzo Weber (2026): Decomposing Variations in Labor Market Mismatch. (IAB-Discussion Paper 03/2026), Nürnberg, 19 S. DOI:10.48720/IAB.DP.2603
Abstract
"Dieses Diskussionspapier zeigt, wie Veränderungen des Arbeitsmarkt-Mismatch auf die Komponenten Arbeitslosigkeit, offene Stellen und Matchingeffizienz zurückgeführt werden können. Wir stellen fest, dass die Arbeitslosigkeit der wichtigste Faktor ist und auch die zyklischen Schwankungen bestimmt, während die Beiträge der offenen Stellen geringer und antizyklisch sind. Wir unterscheiden nach der Ursache der Arbeitslosigkeit und zeigen, dass Ströme gegenüber der Beschäftigung den Mismatch verstärken, während dies für Nichtbeschäftigung und Ausbildung / Weiterbildung nicht der Fall ist." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Wage effects of skill mismatches across domains: the importance of ICT skills (2026)
Zitatform
Bischof, Stephan & Rolf van der Velden (2026): Wage effects of skill mismatches across domains: the importance of ICT skills. In: Oxford economic papers. DOI:10.1093/oep/gpag001
Abstract
"To date, it is unclear in which skills mismatches are most relevant for individuals’ wages, and whether surpluses or deficits in one domain can offset those in another. This study addresses these gaps by examining how mismatches in five key skill domains (ICT, reading, mathematics, science, and reasoning) are linked to individuals’ wages. Utilizing data from the 2016 wave of the German National Educational Panel Study (NEPS) Adult Cohort, our findings reveal that skill deficits consistently result in lower wages, whereas surpluses do not pay off in each domain. Notably, mismatches in ICT skills are most significant for individuals’ wages: ICT deficits not only reduce wages, but can also negate wage benefits from surpluses in other skills. Conversely, ICT surpluses can compensate for wage penalties associated with deficits in other domains. These findings underscore the importance of digital skills for productivity and wage potential in the modern labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Demand on a Tight Leash (2026)
Zitatform
Bossler, Mario & Martin Popp (2026): Labor Demand on a Tight Leash. In: ILR review, S. 1-35. DOI:10.1177/00197939261435961
Abstract
"Using detailed information on vacancies and job seekers, the authors study the effect of labor market tightness on labor demand for the near-universe of German firms. To this end, novel Bartik instruments are constructed that combine firms’ predetermined employment shares with nationwide shifts at the occupational level. The results show that tightness significantly reduces firms’ labor demand, implying that the observed doubling in tightness between 2012 and 2019 reduced employment by 5%. At the aggregate level, the negative tightness effect creates search externalities, which reduce the own-wage elasticity of labor demand from −0.7 to −0.5 through reallocation of workers between firms. To guide the analysis, the authors embed elements of the canonical search-and-matching model into a labor demand equation, while allowing vacancy posting costs to increase in tight markets. Through the lens of this model, the pre-match component of hiring costs amounts to 16–24% of annual wage payments." (Author's abstract, IAB-Doku, © Sage) ((en))
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Literaturhinweis
Finding a job through social networks: monetary and nonmonetary returns for employed and unemployed job seekers (2026)
Zitatform
Drasch, Katrin & Gerhard Krug (2026): Finding a job through social networks: monetary and nonmonetary returns for employed and unemployed job seekers. In: European Societies, S. 1-34. DOI:10.1162/euso.a.106
Abstract
"This study examines the impact of job vacancy information obtained through personal contacts on monetary and nonmonetary job search outcomes. We hypothesise that the effects will be positive for both kinds of outcome, and that these effects may depend on employment status prior to finding a new job. Additionally, we hypothesise that information from professional personal contacts will lead to better job search outcomes than information from private personal contacts. We use panel data from the German Panel Study “Labour Market and Social Security” (PASS) and fixed effects regressions to test these hypotheses. Monetary outcomes are measured by wages and nonmonetary outcomes by job satisfaction. Overall, we find that the employed tend to benefit more than the unemployed. However, the specific pattern differs depending on whether vacancy information stems from personal or professional contacts and on the type of outcome (monetary or nonmonetary)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Online social class cues and employability: Experimental evidence from Germany (2026)
Zitatform
Galos, Diana Roxana & Joris Frese (2026): Online social class cues and employability: Experimental evidence from Germany. In: Social science research, Jg. 133. DOI:10.1016/j.ssresearch.2025.103258
Abstract
"Social media platforms, such as Twitter or Instagram, offer easily accessible information – relevant or not – for employers when evaluating candidates for a position. In particular, they tend to be sources of information about individuals’ interests and leisure activities.Because interests are highly stratified by social class (e.g., engagement in highbrow and lowbrow activities), this represents a new way for class to potentially manifest itself in the hiring process. To study discrimination in hiring based on online social class cues, we conducted a pre-registered survey experiment in Germany with samples of employers and non-employers, manipulating job applicants’ class cues on social media(highbrow versus lowbrow). Overall, we found no difference in preferences for the candidates displaying highbrow and lowbrow activities on their social media profiles. However, this masks important differences in the specific activities proxying for class. When these activities have no relevance for the jobs in question, higher-class candidates are preferred. Exploratory analyses show that respondents are more likely to express positive sentiments toward the higher-class profiles, with highbrow activities being positively associated with work-related traits. Our findings highlight the need to consider how digital environments and, more specifically, online social class cues, may contribute to class bias in hiring." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier Inc.) ((en))
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Literaturhinweis
Matching for three: The search activities of workers, firms, and employment services (2026)
Zitatform
Hartl, Tobias, Christian Hutter & Enzo Weber (2026): Matching for three: The search activities of workers, firms, and employment services. In: Economic Modelling, Jg. 155, 2025-12-08. DOI:10.1016/j.econmod.2025.107434
Abstract
"The standard labour market matching function neglects a substantial variation of hirings. A crucial driver of this latent part is the search intensity of job seekers and firms, as well as the placement intensity of employment agencies. However, there is still a lack of integration of all three search and placement intensities into a unified theoretical framework. Their combined labour market effects have not been estimated so far. We feed all three intensities into the theoretical framework of a labour market matching function to estimate their impact on the job finding rate – effects which are not settled a priori. This could provide important stylised facts for subsequent theory building. For measuring the search and placement intensities, we use big data on online activity obtained from the job exchange of the German Federal Employment Agency and from its internal placement-software. The results show that all three intensities significantly contribute to the variation in job findings beyond vacancies and unemployment. During the COVID-19 crisis, reduced search intensities accounted for 44 percent of lost hirings and 16 percent of the labour market related increase in unemployment." (Author's abstract, IAB-Doku, © 2025 Elsevier) ((en))
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Literaturhinweis
Berufseinsteiger*innen im Fokus: Unternehmen setzen auf Soft Skills und Künstliche Intelligenz (2026)
Hennrich, Jonas; Schaller, Daria;Zitatform
Hennrich, Jonas & Daria Schaller (2026): Berufseinsteiger*innen im Fokus: Unternehmen setzen auf Soft Skills und Künstliche Intelligenz. In: Ifo-Schnelldienst, Jg. 79, H. 01, S. 77-84.
Abstract
"Das ifo Institut befragt in Zusammenarbeit mit Randstad Deutschland quartalsweise deutsche HR-Abteilungen zu personalpolitisch relevanten Themen. Neben wiederkehrenden Standardfragen standen im vierten Quartal Berufseinsteiger*innen und die Bedeutung von Berufserfahrung im Fokus. Etwa ein Drittel der Unternehmen sieht Berufserfahrung inzwischen als stärkeres Einstellungskriterium, während die Mehrheit keinen Bedeutungszuwachs beobachtet. Bei Einsteiger*innen zählen vor allem Kommunikations- und Teamfähigkeit, gefolgt von Selbstorganisation und Verantwortungsbewusstsein. Außerdem gewinnt Künstliche Intelligenz (KI) an Bedeutung: Viele Unternehmen planen, KI bei typischen Einsteigeraufgaben einzusetzen, einen großflächigen Ersatz von Mitarbeitenden erwarten jedoch nur wenige. Die meisten Betriebe planen, die Zahl der Einstiegsstellen stabil zu halten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Strategic Wage Posting, Market Power, and Mismatch (2026)
Zitatform
Jungbauer, Thomas (2026): Strategic Wage Posting, Market Power, and Mismatch. In: Journal of labor economics, Jg. 44, H. 2, S. 481-514. DOI:10.1086/733046
Abstract
"This paper analyzes the effects of firms posting multiple but varying number of vacancies, hence differing in their market power, in professional labor markets. I find that strategic wage Posting does, in general, not result in an efficient assignment of workers to firms. This is because firms with a larger number of vacancies pay on average lower wages than their competitors due to alack of within-firm rivalry. If highly productive firms hire more, the resulting welfare loss dueto mismatch may be substantial. Moreover, I provide a potential explanation why firms postuniform wages, missing out on more-skilled workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Teaching two-sided labor search theory to undergraduates: A model and some exercises (2026)
Loewy, Michael B.;Zitatform
Loewy, Michael B. (2026): Teaching two-sided labor search theory to undergraduates: A model and some exercises. In: The journal of economic education, Jg. 57, H. 1, S. 27-38. DOI:10.1080/00220485.2025.2549718
Abstract
"Although the Diamond-Mortensen-Pissarides (DMP) model originated roughly 40 years ago and its authors shared the 2010 Nobel Memorial Prize in Economic Sciences, their work is still absent from several recent editions of popular intermediate macroeconomics textbooks. In contrast, Stephen Williamson's textbook (2014, 2018) presents an early static version of the DMP model accessible to undergraduates. This article's author compensates for the topic's omission in some intermediate-level textbooks by discussing Williamson's static DMP model and presenting four additional exercises not covered in his main text: (1) a change in a vacancy's posting price; (2) an increase in workers' relative bargaining power; (3) the introduction of a minimum wage; and (4) the introduction of an endogenous unemployment insurance benefit. The latter exercise yields an interesting neutrality result." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Projecting Labour Market Imbalances and Skill Mismatch Under Demographic Change in the EU (2026)
Zitatform
Marois, Guillaume, Michaela Potancoková, Agnieszka Bezat & Jesús Crespo Cuaresma (2026): Projecting Labour Market Imbalances and Skill Mismatch Under Demographic Change in the EU. In: European Journal of Population, Jg. 42, H. 1. DOI:10.1007/s10680-025-09758-2
Abstract
"We assess long-term labour mismatches in the European Union (EU27) by projecting the occupational distribution of workers and skill-specific labour demand up to 2060. Using a dynamic microsimulation approach (Link4Skills-Mic ), we jointly model demographic, educational, and labour force dynamics at the individual level and combine country-specific projections of labour supply with projections of occupational demand. The analysis highlights growing imbalances: although the supply of highly educated workers continues to rise, shifts in demand are not evenly distributed across skill levels. Consequently, underutilization of high-skilled workers is projected to coexist with persistent vacancies in medium- and low-skilled occupations. Rather than indicating widespread labour shortages, these trends point to structural mismatches driven by the misalignment of worker qualifications, job characteristics, and hiring practices. To explore potential responses, we examine a series of policy scenarios such as expanded immigration, education reform, mid-career retraining, delayed retirement, and employer-led automation and upskilling. The findings show that, while certain policies can reduce specific mismatches, no single intervention closes all the gaps that emerge. Notably, automation reduces vacancies but increases underutilization, whereas human capital strategies shift mismatches across skill levels. These results suggest that addressing future labour mismatches will require coordinated, comprehensive and varied strategies that integrate demographic realities with evolving job demands in Europe’s ageing and increasingly digitalized and knowledge-based economies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Machine learning for labor market matching (2026)
Zitatform
Mühlbauer, Sabrina & Enzo Weber (2026): Machine learning for labor market matching. In: Machine learning with applications, Jg. 23, 2026-02-03. DOI:10.1016/j.mlwa.2026.100861
Abstract
"This paper develops a large-scale machine learning framework to improve labor market matching using rich administrative data. Matching is defined as a job seeker entering employment in a specific occupational field. We exploit comprehensive employment biographies from Germany, covering individual characteristics and job-related information, to estimate employment probabilities across occupations and generate personalized job recommendations. The contribution lies in demonstrating why machine learning methods are particularly well suited for administrative labor market data and outperform traditional statistical approaches. We compare logit, ordinary least squares (OLS), k-nearest neighbors, and random forest (RF). RF consistently achieves the highest predictive performance. Its advantage is rooted in key methodological properties: RF builds an ensemble of decision trees trained on bootstrap samples, introduces random feature selection at each split, and aggregates predictions through majority voting. This enables RF to capture nonlinear relationships and complex interactions, remain robust in high-dimensional settings, and reduce overfitting — features that are particularly relevant for heterogeneous and imbalanced administrative data. Compared to conventional models, RF better exploits the full informational content of employment histories, especially when estimating on all employment spells rather than restricting the sample to unemployment-to-employment transitions. The sample comprises approximately 55 million spells, representing about 6 percent of the German workforce from 2012 to 2018. Our results suggest that ML-based matching, relative to standard statistical approaches, could hypothetically reduce the unemployment rate by up to 0.3 percentage points, highlighting the practical relevance of RF-based decision support for labor market policy." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
The Impact of Higher Education on Employer Perceptions (2026)
Zitatform
Stans, Renske, Laura Ehrmantraut, Malin Siemers & Pia Pinger (2026): The Impact of Higher Education on Employer Perceptions. In: The Economic Journal, Jg. 136, H. 674, S. 602-625. DOI:10.1093/ej/ueaf061
Abstract
"Do employers seek to attract individuals with more education because it enhances human capital or because it signals higher levels of pre-existing traits? We experimentally vary master’s degree completion rates on applicant résumés and examine how this influences candidates’ desirability and employer perceptions of their productive characteristics. Our findings show that while a completed master’s degree increases desirability, an incomplete master’s degree is perceived by human resource managers as less favorable than a bachelor’s degree. This suggests that employersprefer candidates with higher education mainly because they view the degree as a signal of pre-existing productive traits. Consistent with this, employers perceive both cognitive and non-cognitive traits as stronger in master graduates but non-cognitive traits as weaker in master dropouts compared to bachelor’s degree holders. Overall, perceived cognitiveand non-cognitive traits play a larger role in determining a candidate ’s attractiveness than expertise. This paper thus provides causal evidence on the origins of the education premium." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Older Worker’s Job Search Activities and Employment Transition (2026)
Zitatform
Yeo, Hyesu (2026): Older Worker’s Job Search Activities and Employment Transition. In: Research on Aging, Jg. 48, H. 1, S. 28-43. DOI:10.1177/01640275251343107
Abstract
"This study investigated job search patterns among American older workers. Data from the 2016-2018 Health and Retirement Study included 1501 individuals aged 50+ who were looking for jobs in 2016. Latent Class Analysis (LCA) was conducted to identify job search patterns based on nine types of job search activities. Multinomial logistic regression was then used to examine membership in each class. Five job search patterns emerged from the LCA analysis, including No Ads, Ads only, Friends & Ads, Phone & Ads, and Agencies & Ads. Employment transitions were related to job search patterns. Unemployed older workers, despite utilizing more diverse job search methods, were less likely to secure new jobs compared to their employed peers. These findings highlight the need for workforce development programs to focus on workplace skill-building training and educational opportunities before becoming unemployed and age-friendly workforce development tailored to older workers with low-skilled and low income." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women use Social Networks for Job Search more often than Men, but Men use them more intensely (2026)
Zitatform
Zimmermann, Florian & Matthias Collischon (2026): Women use Social Networks for Job Search more often than Men, but Men use them more intensely. In: Economics Letters, Jg. 259, 2025-12-18. DOI:10.1016/j.econlet.2025.112795
Abstract
"Research has long highlighted the role of social capital for labor market outcomes, but gendered processes received surprisingly little attention. Employing representative German survey data, we analyze differences in job search via social networks. Contrary to expectations, we find that women report using social networks more often at the extensive margin compared to men, but men are more likely utilize networks in ways requiring more effort, such as being introduced to employers. Thus, we highlight the importance of investigating social networks in detail to understand the role of social networks for generating or sustaining gender inequalities in the labor market." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
How did you find your job? Effects of the job search channels on labour market outcomes in Germany (2025)
Zitatform
Afonina, Mariya & Anna Zaharieva (2025): How did you find your job? Effects of the job search channels on labour market outcomes in Germany. In: Verein für Socialpolitik (Hrsg.) (2025): Revival of Industrial Policy. Beiträge zur Jahrestagung des Vereins für Socialpolitik 2025.
Abstract
"We study the effect of finding a job through one’s social contact on starting wages. Using combined SOEP-INKAR data for Germany and propensity score analysis - both matching and weighting - we document that referral hiring is associated with a wage penalty of 10%. This penalty is stable over time. Separating by the type of the social contact, we find that referrals from former colleagues are associated with a 9% wage premium compared to a direct formal application. In contrast, referrals from friends are associated with a 7% wage penalty. Our results highlight persistent self-selection of workers on observable and unobservable characteristics. Using information from a short test of cognitive abilities (symbol digit test) we document that workers recommended by former colleagues perform best in the ability test, consistent with the predictions from a sorting model. The lowest performance is recorded for those relying on the help of their friends. The effects are primarily driven by the sub-sample of women. No significant differences across search channels are found for personality traits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Auszubildende über Social Media finden (2025)
Arndt, Franziska; Herzer, Philip; Risius, Paula;Zitatform
Arndt, Franziska, Philip Herzer & Paula Risius (2025): Auszubildende über Social Media finden. (KOFA kompakt / Kompetenzzentrum Fachkräftesicherung 2025,01), Köln, 6 S.
Abstract
"Die Lage am Ausbildungsmarkt ist angespannt: Viele Unternehmen können ihre Ausbildungsplätze nicht besetzen, während gleichzeitig zahlreiche Jugendliche ohne Ausbildungsplatz bleiben. Um diese Passungsprobleme zu überwinden, ist es wichtig, dass Unternehmen ihre Ausbildungsplätze dort bewerben, wo Jugendliche suchen. Besonders wichtig sind für Jugendliche Online-Stellenanzeigen und die Vermittlungsangebote der Bundesagentur für Arbeit. An dritter Stelle stehen Social-Media-Kanäle. Die passgenaue Auswahl von Social-Media-Kanälen und -Inhalten kann Unternehmen somit näher an Jugendliche bringen. Doch: Während Jugendliche vor allem über Instagram, YouTube und WhatsApp suchen, nutzen Unternehmen neben Instagram eher Facebook, LinkedIn und Xing. Gerade Facebook ist für Jugendliche jedoch kaum relevant. Die direkte Ansprache von Jugendlichen mit Haupt- und Realschulabschluss bietet besonders großes Potenzial, denn es zeigt sich, dass Haupt- und Realschüler:innen anders suchen als Abiturient:innen: Haupt- und Realschüler:innen nutzen neben Online-Stellenanzeigen besonders analoge Formate. In den sozialen Medien nutzen sie vorwiegend Instagram, WhatsApp und YouTube." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Overeducation, performance pay and wages: evidence from Germany (2025)
Zitatform
Baktash, Mehrzad B. (2025): Overeducation, performance pay and wages: evidence from Germany. In: Education Economics, S. 1-21. DOI:10.1080/09645292.2025.2546445
Abstract
"Overeducated workers are more productive and have higher wages in comparison to their adequately educated coworkers in the same jobs. However, they have lower wages than their similarly educated peers who are in correctly matched jobs. This study examines the hypotheses that overeducated workers sort into performance pay jobs as an adjustment mechanism and that performance pay enhances their wages. Using the SOEP, I show that overeducation associates with a higher likelihood of sorting into performance pay jobs and that performance pay significantly improves the wages of overeducated workers. The findings hold in endogenous switching regressions and several robustness checks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered Job Search: An Analysis of Gender Differences in Reservation Wages and Job Applications (2025)
Zitatform
Basbug, Gokce & Roberto M. Fernandez (2025): Gendered Job Search: An Analysis of Gender Differences in Reservation Wages and Job Applications. In: ILR review, Jg. 78, H. 1, S. 217-239. DOI:10.1177/00197939241298623
Abstract
"Using a weekly survey of unemployed workers, this study examines gender differences in reservation wages and applied-for occupational categories. The analysis shows that a large portion of the gender difference in reservation wages is attributable to the fact that women and men search for different occupations. Findings further demonstrate that women are more likely to apply to occupations with higher percentages of female incumbents, and they target these occupations from the earlier stages of their job search, rather than adjusting their preferences over the course of unemployment. Further analysis shows that women are more likely to apply for occupational categories that offer greater flexibility in working hours, more opportunities for interpersonal interactions, less critical decision-making, and a less competitive environment. Finally, the analysis reveals that household responsibilities, particularly the number of children, and willingness to take risks are important factors influencing women’s decisions to pursue occupations with less demanding work hours." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When an Accountant Becomes a Taxi Driver: Unemployment, Labor Market Institutions, and Economic Theory (2025)
Benanav, Aaron;Zitatform
Benanav, Aaron (2025): When an Accountant Becomes a Taxi Driver: Unemployment, Labor Market Institutions, and Economic Theory. In: History of political economy, Jg. 57, H. S1, S. 81-110. DOI:10.1215/00182702-12134470
Abstract
"This article reconstructs the history of how economists came to understand unemployment as a distinct category and how that understanding transformed over time. In the early twentieth century, governments regulated access to unemployment benefits and established labor market protections, drawing sharper boundaries between employment and unemployment. Historians have shown that these boundaries were politically constructed, but economic theory largely treated them as given. Postwar Keynesian models assumed that unemployment was a temporary and measurable condition between spells of stable, high-wage work. However, that assumption rested on a historically specific labor market structure that began to unravel in the 1970s and 1980s. As stable jobs contracted, more workers cycled through precarious employment rather than remaining fully unemployed or finding new stable work. Economic theory responded with new models focused on individual incentives and firm behavior, but these also tended to treat emerging patterns as evidence of how unemployment had always functioned, rather than as signs of a shifting institutional landscape. By tracing how the category of unemployment was constructed and transformed—and how economists responded to those shifts—this article shows how changes in institutional context shape the development of economic thought itself." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Applications and Labor Market Flows (2025)
Zitatform
Birinci, Serdar, Kurt See & Shu Lin Wee (2025): Job Applications and Labor Market Flows. In: The Review of Economic Studies, Jg. 92, H. 3, S. 1438-1496. DOI:10.1093/restud/rdae064
Abstract
"Job applications have risen over time, yet job-finding rates remain unchanged. Meanwhile, separations have declined. We argue that increased applications raise the probability of a good match rather than the probability of job-finding. Using a search model with multiple applications and costly information, we show that when applications increase, firms invest in identifying good matches, reducing separations. Concurrently, increased congestion and selectivity over which offer to accept temper increases in job-finding rates. Our framework contains testable implications for changes in offers, acceptances, reservation wages, applicants per vacancy, and tenure, objects that enable it to generate the trends in unemployment flows." (Author's abstract, IAB-Doku) ((en))