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
Job Applications and Labor Market Flows (2025)
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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))
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Literaturhinweis
Job search under changing labour taxes (2025)
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Bryson, Alex & Harald Dale-Olsen (2025): Job search under changing labour taxes. In: Labour Economics, Jg. 95. DOI:10.1016/j.labeco.2025.102750
Abstract
"Workers’ job mobility decisions are related to firms’ wage policies but also depend on tax schedules. Using Norwegian population-wide administrative linked employer-employee data for 2010–2019, we study how the job-to-job turnover of employees is affected by marginal taxes and firms’ pay policies, thus drawing inferences on job search behaviour. By paying higher wages, job-to-job separation rates drop, but this negative relationship is weakened when income taxes increase, consistent with higher taxes reducing search activity. However, consistent with theory, the tax effect is smaller where workers receive performance bonuses." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
Is labor matching effectiveness dependent on education level, age or gender? (2025)
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Cheregi, Valentina Ioana (2025): Is labor matching effectiveness dependent on education level, age or gender? In: Baltic journal of economics, Jg. 25, H. 1, S. 1-20. DOI:10.1080/1406099x.2024.2442841
Abstract
"This paper explores the role of employment pool composition on labor matching effectiveness in ten Central and Eastern European countries from 2005 to 2023. We control for the structure of the labor force in terms of education, age, and gender. The results point towards a significant impact of labor force structure on labor market outcomes. In particular, an improvement in labor matching is associated with a larger share of the labor force with advanced education. In contrast, the opposite is true for the share of women and younger persons in the labor force. The results are robust to different specifications of the model when we control for the role of institutional factors in regulating national labor markets. From a policy perspective, this study highlights the need for targeted policies to increase the efficiency of the matching process aimed at specific structures of the labor force." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Marshallian agglomeration, labour pooling and skills matching (2025)
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Corradini, Carlo, David Morris & Enrico Vanino (2025): Marshallian agglomeration, labour pooling and skills matching. In: Cambridge Journal of Economics, Jg. 49, H. 3, S. 527-557. DOI:10.1093/cje/beaf010
Abstract
"Better skills matching has long been proposed as one of the key advantages of agglomeration economies. Yet, support for this improved matching has remained largely founded upon indirect proxies for skills such as wages and education. This paper contributes to the literature by offering novel empirical evidence on the relationship between specific measures of localised skills deficiencies and agglomeration economies, in the form of industrial density. Developing an instrumental variable approach and controlling for unobserved heterogeneity and other region-industry idiosyncratic effects across a panel dataset for the period 2009–2019 in England and Wales, our analysis reveals a positive effect of agglomeration economies in reducing both skills gaps within the employed workforce and skills shortages in the labour market external to the firm. We consider these findings in the context of persistent regional imbalances and the importance of strengthening skills provision within current regional industrial strategies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Output costs of education and skill mismatch in OECD countries (2025)
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Garibaldi, Pietro, Pedro Gomes & Thepthida Sopraseuth (2025): Output costs of education and skill mismatch in OECD countries. In: Economics Letters, Jg. 250. DOI:10.1016/j.econlet.2025.112278
Abstract
"We quantify the output costs of education and skills mismatch for 17 OECD economies, using a calibrated model of vertical mismatch. Eliminating the frictions generating mismatch would raise output by 3% to 4% on average, varying between 0.5% to 9% across countries. Although the education and skill mismatch measures are constructed using different methods and differ in size, the output costs are similar between the two measures." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Estimation of the wage offer distribution using both accepted and rejected offers (2025)
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Guo, Junjie (2025): Estimation of the wage offer distribution using both accepted and rejected offers. In: Labour Economics, Jg. 96. DOI:10.1016/j.labeco.2025.102756
Abstract
"This paper estimates the wage offer distribution using workers who received multiple offers in a short period of time, including both accepted and rejected offers. We show that, after accounting for worker heterogeneity and measurement error, each wage offer is a random draw from the same distribution, and a normal distribution with a standard deviation of 0.137 is consistent with data. The dispersion is smaller than most estimates in the literature, increasing in the unemployment rate for workers without a bachelor’s degree, but not significantly related to a worker’s age or employment status." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Search and multiple jobholding (2025)
Zitatform
Lalé, Etienne (2025): Search and multiple jobholding. In: Economic Theory. DOI:10.1007/s00199-025-01647-3
Abstract
"This paper develops an equilibrium model of the labor market that incorporates hours worked, off- and on-the-job search, and both single and multiple jobholders. Central to the model’s mechanism is that taking on a second job ties the worker to her primary employer, while simultaneously providing the worker with a stronger outside option when bargaining with the secondary employer. The model quantitatively accounts for both the incidence of multiple jobholding and worker flows in and out of second jobs. It also sheds light on how multiple jobholding shapes outcomes that are typically the focus of search models. Multiple jobholding has opposing effects on job-to-job transitions, which largely offset each other. At the same time, the option of holding second jobs extends the survival of a worker’s main job, thereby reducing job separations and increasing the employment rate. These findings have significant implications for calibrating standard search models that ignore multiple jobholding." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fiscal tightening and skills mismatch (2025)
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Mavrigiannakis, Konstantinos, Andreas Vasilatos & Eugenia Vella (2025): Fiscal tightening and skills mismatch. In: European Economic Review, Jg. 174. DOI:10.1016/j.euroecorev.2025.104984
Abstract
"The paper establishes a new link between fiscal tightening and the vertical skills mismatch rate, defined as the share of over-qualified workers. Using cross-country evidence for Europe, we show that fiscal tightening can increase skills mismatch. We then introduce the latter in a DSGE model with heterogeneous households, capital-skill complementarity (CSC) and labor frictions. We calibrate the model for Greece, where the over-qualification rate exceeds one-third. A fiscal tightening shock raises the mismatch rate in the model, in line also with SVAR analysis. Skills mismatch can act as a buffer for high-skilled workers during recessions induced by tax shocks and is more counter-cyclical when CSC is weak. We also use the model to conduct welfare and policy analyses." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
More Than a Match: “Fit” as a Tool in Hiring Decisions (2025)
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Nichols, Bethany J., David S. Pedulla & Jeff T. Sheng (2025): More Than a Match: “Fit” as a Tool in Hiring Decisions. In: Work and occupations, Jg. 52, H. 2, S. 175-203. DOI:10.1177/07308884231214279
Abstract
"The concept of “fit” has become important for understanding hiring decisions and labor market outcomes. While social scientists have explored how fit functions as a legitimized evaluative criterion to match candidates to jobs in the hiring process, less is known about how fit functions as a hiring tool to aid in decision-making when hiring decisions cannot—or should not—be justified. Drawing on in-depth interviews with 53 hiring professionals, we develop a theoretical argument that hiring professionals can use fit as a tool to circumvent legitimized hiring criteria and justify their hiring goals. Specifically, we show how hiring professionals use fit as a tool to explain their hiring decisions when these decisions cannot or should not be justified and we outline two mechanisms through which this process occurs: (1) fit as a tool for circumventing human capital concerns, and (2) fit as a tool to circumvent hiring policies based upon social characteristics. We argue that fit is more than an evaluative criterion for matching individuals to jobs. Hiring professionals deploy fit as a tool to justify their decisions amid uncertainty and constraint. Fit, then, becomes a placeholder when these hiring decisions are not able to be justified through legitimized means. Our findings reveal some of the potential negative consequences of using fit during the hiring process and contribute important theoretical insights about the role of fit in scholarship on inequality and labor markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Post-pandemic recovery: Search and matching, market power, and endogenous labor demand (2025)
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Platonov, Konstantin (2025): Post-pandemic recovery: Search and matching, market power, and endogenous labor demand. In: Economic Modelling, Jg. 151. DOI:10.1016/j.econmod.2025.107183
Abstract
"Following the COVID-19 pandemic, United States (US) output rebounded quickly, labor productivity rose above pre-pandemic levels, profit rates increased, and the labor market tightened, all despite high unemployment. These observations can be reconciled in a search and matching model of the labor market with two new assumptions of strong firm market power and endogenous labor demand. Market power encourages firm entry when prices rise, while endogenous labor demand enables firms to adapt to shocks rather than shut down. Two regimes arise: one with weak market power, representing the pre-pandemic era and another with strong market power, explaining the post-pandemic recovery. Under strong market power, firm entry drives recovery following recessions, the labor market becomes tight, wages and producer prices rise, and the average firm size shrinks, which is consistent with the post-pandemic data. This study demonstrates how a typical business cycle can be reconciled with US post-pandemic recovery within a unified model, highlighting the non-trivial role of firms’ market power in shaping macroeconomic outcomes." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Testing for wage-specific search intensity (2025)
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Rendon, Silvio (2025): Testing for wage-specific search intensity. In: Journal for labour market research, Jg. 59, H. 1. DOI:10.1186/s12651-024-00389-4
Abstract
"Most job search intensity models assume uniform search effort across all potential wage offers. I depart from this conventional assumption by proposing that agents allocate wage-specific search intensity, strategically avoiding effort on low-paying, unacceptable jobs or high-paying, improbable ones. This alternative model generates wage distributions at acceptance that differ markedly from the truncated distributions typical of models with constant arrival rates for wage offers. I leverage these distinct empirical predictions to develop two new nonparametric tests, applied to NLSY97 data, both of which reject the hypothesis of constant search intensity across wages. Furthermore, I estimate the structural parameters identifiable in each model, revealing that wage-specific search leads to greater total search effort, faster transitions into the upper tail of the wage distribution, and ultimately higher accepted wages—more than a 25% increase following unemployment. For low wages, the classic random search model delivers a fair replication of the actual data, but for higher wages targeted search is better. Wage-specific search suggests that job seekers not only need to search more, but also search better. This insight has important implications for employment policy, particularly in promoting job search literacy among the unemployed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Anonymous job applications and hiring discrimination: Blind recruitment can level the playing field in access to jobs but cannot prevent all forms of discrimination (2025)
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Rinne, Ulf (2025): Anonymous job applications and hiring discrimination. Blind recruitment can level the playing field in access to jobs but cannot prevent all forms of discrimination. (IZA world of labor 48,3), Bonn, o. Sz. DOI:10.15185/izawol.48.v3
Abstract
"Anonymisierte Bewerbungsverfahren sind potenziell geeignet, Einstellungshindernisse aufgrund von Diskriminierung einzelner Arbeitsmarktgruppen abzubauen. Bei effektiver Umsetzung sorgen solche Verfahren für Chancengleichheit im Bewerbungsprozess, da sie den Fokus der Personalentscheider auf die Qualifikationen und Fähigkeiten der Bewerber lenken. Allerdings sind anonyme Bewerbungen weder in allen Fällen sinnvoll umsetzbar, noch können sie jegliche Form der Bewerberdiskriminierung verhindern." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
auch erschienen als: IZA world of labor, 454 -
Literaturhinweis
Optimal unemployment insurance with multiple applications (2025)
Wee, Shu Lin;Zitatform
Wee, Shu Lin (2025): Optimal unemployment insurance with multiple applications. In: Journal of monetary economics, Jg. 154. DOI:10.1016/j.jmoneco.2025.103798
Abstract
"This paper examines how unemployment transfers should be allocated over the business cycle. When risk-averse workers can submit multiple applications, the optimal UI policy is countercyclical. In contrast, optimal policy in a standard search model featuring one-to-one matching is procyclical. In the latter, more generous UI during a downturn discourages search effort, dampening job creation. In the former, decreased search effort aids job creation. Because firms cannot coordinate and commit to not making the same worker an offer, lower search effort by reducing the number of applications sent mitigates this coordination friction. This in turn boosts job creation incentives, supporting employment outcomes." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Older Worker’s Job Search Activities and Employment Transition (2025)
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Yeo, Hyesu (2025): Older Worker’s Job Search Activities and Employment Transition. In: Research on Aging, S. 1-16. 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
Hiring intentions at the intersection of gender, parenthood, and social status. A factorial survey experiment in the UK labour market (2025)
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Zamberlan, Anna, Filippo Gioachin & Paolo Barbieri (2025): Hiring intentions at the intersection of gender, parenthood, and social status. A factorial survey experiment in the UK labour market. In: European Sociological Review, Jg. 41, H. 3, S. 395-410. DOI:10.1093/esr/jcae043
Abstract
"Extant literature points to the gender, parenthood, and social status of job applicants as crucial factors influencing employers’ hiring preferences and behaviors. However, little is known about whether and to what extent the intersection of these attributes leads to specific forms of hiring discrimination. This study aims to fill this research gap by examining whether labor market (dis)advantages related to gender, parenthood, and social status occur in an additive or interactive relationship. We conducted a factorial survey experiment in which more than 2,500 UK-based individuals with recruiting experience rated the profiles of fictitious candidates for various job vacancies. We found significant and substantial discrimination against mothers, indicating the existence of a cumulative disadvantage between being a woman and having children, while high-status candidates were more favourably positioned, albeit with noteworthy differences depending on how social status was signalled. Most interestingly, the motherhood penalty was significantly reduced (up to almost half) for high-status candidates, suggesting a compensatory effect of signalling a high status. This novel evidence in the British context highlights the importance of examining the intersection of different dimensions of discrimination and inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Words matter: Experimental evidence from job applications (2024)
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Abraham, Lisa, Johannes Hallermeier & Alison Stein (2024): Words matter: Experimental evidence from job applications. In: Journal of Economic Behavior & Organization, Jg. 225, S. 348-391. DOI:10.1016/j.jebo.2024.06.013
Abstract
"If women are more sensitive to listed qualifications in job ads, does lowering the bar draw in relatively more women and increase diversity in the applicant pool? We examine this question by randomizing 60,000 viewers into one of two job ad versions for over 600 corporate jobs at Uber, where the treatment removed optional and superfluous qualifications. There are two main findings. First, job seekers of both genders respond to qualifications: applications increase by 7%, owing to similar increases in the number of applications from men and women. Second, reducing the qualifications impacts the type of individual who chooses to apply differently by gender. Reducing the qualifications draws in less skilled women and causes an outflow of some highly skilled women. Conversely, the treatment draws in men from across the skill distribution, including the upper end. We find gender differences in application behavior and explore potential mechanisms in a separate, large-scale survey using the RAND American Life Panel. These results highlight that sensitivity to listed requirements is complex, and simply lowering the qualifications in job postings is not guaranteed to increase applicant diversity." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Pay and Non-Pay Content of Job Ads (2024)
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Audoly, Richard, Manudeep Bhuller & Tore Adam Reiremo (2024): The Pay and Non-Pay Content of Job Ads. (arXiv papers 2407.13204), 54 S.
Abstract
"How informative are job ads about the actual pay and amenities offered by employers? Using a comprehensive database of job ads posted by Norwegian employers, we develop a methodology to systematically classify the information on both pay and non-pay job attributes advertised in vacancy texts. We link this information to measures of employer attractiveness, which we derive from a job search model estimated on observed wages and worker mobility flows. About 55 percent of job ads provide information related to pay and nearly all ads feature information on non-pay attributes. We show that publicly advertised job attributes are meaningful predictors of employer attractiveness, and non-pay attributes are about as predictive as pay-related attributes. High-pay employers mention pay-related attributes more often, while high-amenity employers are more likely to advertise flexible working hours and contract duration." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Skill Signals in a Digital Job Search Market and Duration in Employment Gaps (2024)
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Baird, Matthew, Paul Ko & Nikhil Gahlawat (2024): Skill Signals in a Digital Job Search Market and Duration in Employment Gaps. In: Journal of labor research, Jg. 45, H. 3, S. 403-435. DOI:10.1007/s12122-024-09363-y
Abstract
"With the rise of the digital job search market, new opportunities for signaling skills and competencies to employers have emerged. In this paper, we examine listed skills on individuals’ LinkedIn profiles in the United States between 2015 and 2021, both those members add themselves and skills for which they are endorsed from others in their network. We use an inverse probability weighted proportional hazards model with time varying covariates to estimate the relationship between listed skills on shortening employment gaps (time between jobs). We find that, for self-added and peer-endorsed skills respectively, an additional ten skills on the profile decreases median employment gap duration by about 0.7 and 0.4 months, from a median baseline of around 6 months gap. Individuals with no education listed on their profile have the largest benefit from listed skills in terms of reducing employment gaps. Disruptive tech and soft skills also are related to higher returns. Additionally, skills added during the employment break have a substantially stronger relationship than pre-existing added skills. More experienced workers have larger returns than less experienced workers, consistent with the hypothesis that these skills are otherwise difficult to signal to potential employers. These findings are consistent with online job markets’ use of technology offering more efficient ways to signal skills, shortening time to reemployment." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
The Shifting Reasons for Beveridge Curve Shifts (2024)
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Barlevy, Gadi, R. Jason Faberman, Bart Hobijn & Ayşegül Şahin (2024): The Shifting Reasons for Beveridge Curve Shifts. In: The Journal of Economic Perspectives, Jg. 38, H. 2, S. 83-106. DOI:10.1257/jep.38.2.83
Abstract
"We discuss how the relative importance of factors that contribute to movements of the US Beveridge curve has changed from 1959 to 2023. We review these factors in the context of a simple flow analogy used to capture the main insights of search and matching theories of the labor market. Changes in inflow rates, related to demographics, accounted for Beveridge curve shifts between 1959 and 2000. A reduction in matching efficiency, that depressed unemployment outflows, shifted the curve outwards in the wake of the Great Recession. In contrast, the most recent shifts in the Beveridge curve appear driven by changes in the eagerness of workers to switch jobs. Finally, we argue that, while the Beveridge curve is a useful tool for relating unemployment and job openings to inflation, the link between these labor market indicators and inflation depends on whether and why the Beveridge curve shifted. Therefore, a careful examination of the factors underlying movements in the Beveridge curve is essential for drawing policy conclusions from the joint behavior of unemployment and job openings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm Human Resource Practices and Educational Mismatch (2024)
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Berloffa, Gabriella, Daniela Piazzalunga & Fabio Pieri (2024): Firm Human Resource Practices and Educational Mismatch. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17424), Bonn, 46 S.
Abstract
"The paper introduces a new measure of educational mismatch at the firm level, constructed by merging firm and individual data at the sector-firm size-year level. This measure captures both the intensity of mismatch and its type – whether overeducation, undereducation, or a mix of the two. We assess the role of human resource practices in reducing the intensity of educational mismatch in Italian firms by estimating econometric models that control for a rich set of firm characteristics, as well as year and industry-region fixed effects. Firm-fixed effects and instrumental variable models complement the analysis. Findings indicate that the use of private recruitment agencies, on-the-job training, and structured supervision is associated with a reduction in mismatch intensity. The impact of other practices varies by mismatch type: higher job turnover rates correlate with lower undereducation but increased overeducation, while second-level bargaining increases undereducation and reduces overeducation." (Author's abstract, IAB-Doku) ((en))