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
Overeducation, performance pay and wages: evidence from Germany (2026)
Zitatform
Baktash, Mehrzad B. (2026): Overeducation, performance pay and wages: evidence from Germany. In: Education Economics, Jg. 34, H. 4, S. 529-549. 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
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
On-the-Job Search in Europe and the U.S.: Precautionary vs. Job Ladder Motives (2026)
Zitatform
Bick, Alexander, António Dias da Silva & Marco Weißler (2026): On-the-Job Search in Europe and the U.S.: Precautionary vs. Job Ladder Motives. (Working paper / Federal Reserve Bank of St. Louis 2026-015), Saint Louis, MO, 69 S. DOI:10.20955/wp.2026.015
Abstract
"While employer-to-employer (E2E) transitions are by now well-documented, these data alone cannot reveal what drives mobility: who searches, why, and how search translates into transitions. Using novel panel data from the ECB and NY Fed consumer expectations surveys, we provide the first systematic cross-country analysis of on-the job search (OJS) and E2E transitions across eleven euro area countries and the U.S. Our data uniquely include direct measures of OJS and its motives (job loss expectations for precautionary, pay satisfaction for job ladder) for all workers, not just searchers. We find that OJS is widespread, making employed workers the majority of searchers, and it strongly predicts E2E transitions. Motives differ dramatically: precautionary search dominates in Europe, while the job ladder motive dominates in the U.S. OJS is highly persistent, with 40% continuing to search even after starting a new job." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Market Shocks and Monetary Policy (2026)
Zitatform
Birinci, Serdar, Fatih Karahan, Yusuf Mercan & Kurt See (2026): Labor Market Shocks and Monetary Policy. In: Journal of monetary economics, Jg. 159. DOI:10.1016/j.jmoneco.2026.103928
Abstract
"We develop a heterogeneous-agent New Keynesian model with a frictional labor market and on-the-job search to study how employer-to-employer (EE) transitions affect macroeconomic outcomes and monetary policy. We show that accounting for market incompleteness quantitatively alters the positive and normative implications of EE fluctuations. Under imperfect self-insurance, when a higher EE rate causes higher inflation and a higher real interest rate, wealthy individuals — who are more sensitive to interest rate changes — cut consumption by more. As a result, an economy with perfect self-insurance overestimates the decline in aggregate demand when the EE rate is higher. The optimal simple monetary policy rule responds to inflationary pressures from a higher EE rate by raising the nominal rate less aggressively when markets are complete relative to a model with imperfect self-insurance." (Author's abstract, IAB-Doku, Published by Elsevier B.V.) ((en))
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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, Jg. 78, H. 2, S. 388-409. 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
An Experimental Evaluation of Deferred Acceptance: Evidence From Over 100 Army Officer Labor Markets (2026)
Zitatform
Davis, Jonathan M.V., Kyle Greenberg & Damon Jones (2026): An Experimental Evaluation of Deferred Acceptance: Evidence From Over 100 Army Officer Labor Markets. In: Econometrica, Jg. 94, H. 2, S. 641-662. DOI:10.3982/ecta22160
Abstract
"Internal labor markets are increasingly important for matching workers to jobs within organizations. We present evidence from a randomized trial that compares matching workers to jobs using the deferred acceptance (DA) algorithm to the traditional manager-directed matching process. Our setting is the U.S. Army's internal labor market, which matches over 14,000 officers to units annually. We find that DA reduces administrative burden and increases match quality as measured by reduced justified envy, increased truthful preference reporting, and officers' and units' preferences over their matches. The overall impact of DA on officer retention and performance in the two years after officers started their new jobs is limited by strategic preference coordination between officers and units. However, DA leads to significant improvements in officer retention and promotions in markets with inexperienced managers. Our findings suggest that cross-market communication between agents in internal labor markets can attenuate the benefits of strategyproof matching algorithms." (Author's abstract, IAB-Doku) ((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. 1-28. 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
Imperfect Self-knowledge about Skills and Skill Mismatch (2026)
Zitatform
Goller, Daniel, Enzo Brox & Stefan C. Wolter (2026): Imperfect Self-knowledge about Skills and Skill Mismatch. (Working paper / Swiss Leading House 253), Zürich, 40 S., App.
Abstract
"Why do young people sort into poorly fitting occupations? This paper shows that imperfect self-knowledge about skills is an important source of skill mismatch at labor market entry. We use unique data from standardized professional aptitude tests linked to administrative records on educational trajectories and early labor market outcomes in Switzerland. The data allow us to observe objective skills and subjective skill beliefs for many productivity-relevant skills in a high-stakes setting. We document large differences among individuals in how well their beliefs align with their skills. Imperfect self-knowledge predicts misaligned occupational aspirations, higher realized skill mismatch, and a higher probability of dropout. Guided by a Roy-style model of occupational choice with imperfect self-knowledge, we interpret these findings as evidence that distorted self-assessments at the school-to-work transition contribute to the misallocation of talent." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bargaining with Renegotiation in Models with On-the-Job Search (2026)
Gottfries, Axel;Zitatform
Gottfries, Axel (2026): Bargaining with Renegotiation in Models with On-the-Job Search. In: Review of Economic Dynamics, Jg. 61. DOI:10.1016/j.red.2026.101343
Abstract
"I present an on-the-job search model with bargaining and renegotiation in which turnover depends on the contracted wage. There is a unique monotone Markov equilibrium. The model encompasses elements of dynamic monopsony and rent sharing. Firms benefit from the reduced turnover associated with a higher wage and workers extract rents due to their bargaining power. Shorter wage contracts reduce the response of turnover to the contracted wage, reducing a firm’s willingness to increase pay, and thereby the worker’s equilibrium share of the match surplus. As renegotiation becomes continuous, linear surplus sharing is obtained. The model further generates spillover effects from minimum wages due to firms’ incentives to increase contracted wages to reduce turnover. These incentives, and therefore the spillovers, are weaker when wage contracts are shorter. Finally, I endogenize the frequency of renegotiation, and find that, generically, the equilibrium features infrequently renegotiated wages." (Author's abstract, IAB-Doku, © 2026 The Author(s). 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
When Jobs Change: Skills Mismatch and the Value of Training (2026)
Zitatform
Kelly, Lorcan, Paul Redmond & Luke Brosnan (2026): When Jobs Change: Skills Mismatch and the Value of Training. In: BJIR, Jg. 64, H. 3, S. 584-614. DOI:10.1111/bjir.70067
Abstract
"This article examines the impact of rapidly changing skill requirements on skills mismatch in Europe and the role of training in mitigating adverse effects. Using data on approximately 70 million online job vacancies, we estimate the extent to which occupational skill requirements changed between 2019 and 2023 across European Union (EU) countries plus Norway and the United Kingdom. STEM-related occupations saw the greatest degree of change, whereas lower skilled manual jobs saw the least. By linking job vacancies to survey data, we show that employees in fast-changing jobs are more likely to experience skills deficits. Training plays a role in mitigating these negative effects, and the type and intensity of training matters. Training seminars/workshops are most effective. Formal training courses and on-the-job training are less effective when used in isolation but can mitigate skills deficits when combined with other types of training. Our constructed dataset of occupational skill change is published as an accompanying data appendix. This should be of use for future research across a range of areas in labour economics and industrial relations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When to Broaden, When to Focus: Job Search and Market Tightness (2026)
Klaeui, Jeremias;Zitatform
Klaeui, Jeremias (2026): When to Broaden, When to Focus: Job Search and Market Tightness. (CESifo working paper 12744), München, 46 S., App.
Abstract
"This paper investigates whether directing job search toward tight labor markets improves re-employment. Such targeting is theoretically attractive as it reduces aggregate congestion. I link Swiss unemployment records to clickstream search data to measure which markets jobseekers target. To address selection, I exploit quasi-random assignment to caseworkers differing in their tendency to redirect clients toward tight markets. Moving from the 10th to the 90th percentile raises six-month job-finding by 2.7%. The channels are heterogeneous: jobseekers who become unemployed in slack markets gain from mobility, consistent with prior findings from policies that encourage broader search. The new insight is that jobseekers who become unemployed in tight markets benefit from a narrower focus on this initial market. Effects are orthogonal to other caseworker behaviors and do not come at the expense of job quality. My findings suggest that market tightness offers a simple basis for targeted search advice." (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
The Impact of Digital Technologies on Skills‐to‐Job Mismatches (2026)
Zitatform
Santiago-Vela, Ana (2026): The Impact of Digital Technologies on Skills‐to‐Job Mismatches. In: New Technology, Work and Employment, S. 1-29. DOI:10.1111/ntwe.70036
Abstract
"A pervasive discourse calls for worker upskilling amid ongoing digital transformation. This study introduces a skills-to-job mismatch perspective into research on the digital transformation of work by conceptualising technological adoption as a process that reshapes the relationship between workers’ skill endowments and evolving job requirements. To empirically address this perspective, the study combines German individual- and establishment-level data with an entropy balancing method. The findings reveal that adopting new digital technologies in the workplace is associated with greater underskilling and reduced overskilling (i.e., skill underutilisation). Furthermore, effect heterogeneity emerges across the level of digitalisation in economic sectors. Technology adoption is more strongly associated with lower overskilling in less digitally mature sectors, while the positive association with underskilling is evenly distributed across sectors. Overall, this study provides a theoretically grounded framework and an informed empirical basis for a more nuanced debate on the digital transformation of work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Legitimizing Beauty in Hiring: An Analysis of Cultural Repertoires in Defense of Appearances as Selection Criteria (2026)
Zitatform
Vonk, Laura & Kobe De Keere (2026): Legitimizing Beauty in Hiring: An Analysis of Cultural Repertoires in Defense of Appearances as Selection Criteria. In: Work and occupations, Jg. 53, H. 2, S. 545-575. DOI:10.1177/07308884251362257
Abstract
"This article builds upon the body of literature confirming that aesthetics matter for finding work by investigating how gatekeepers reflect on the relevance of appearances in their evaluations of job candidates. Starting from the notion that in hiring the relevance of appearance conflicts with ideals of meritocracy and fairness, we seek to understand how gatekeepers solve this dispute and how they morally legitimize the importance of aesthetics. The analyses are based on in-depth interviews with 40 employee gatekeepers from the cultural (n = 17) and corporate (n = 23) sector, and show that although the gatekeepers problematize the importance of beauty, they do acknowledge that it plays a role in their evaluations. Three cultural repertoires for solving this contradiction and for legitimizing appearances as a hiring criterion are discerned from the data: (1) beauty as a business case; (2) appearances express personality; (3) looking right is a matter of effort. What the gatekeepers try to do is to come to a hiring decision using evaluation criteria that can be considered contextually legitimate. Yet, this can lead to applying evaluation criteria and, more structurally, labor market outcomes that they find morally problematic. This study highlights the relevance of cultural repertoires in processes of legitimation for understanding reproductions of inequalities related to appearances." (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))