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
Reasons for college major-job mismatch and subsequent job mobility and earnings growth (2024)
Zitatform
Jiang, Shengjun (2024): Reasons for college major-job mismatch and subsequent job mobility and earnings growth. In: Empirical economics, Jg. 67, H. 3, S. 1275-1301. DOI:10.1007/s00181-024-02578-z
Abstract
"This study examines the heterogeneity in job mobility and earnings growth among workers who were mismatched in their previous jobs due to different reasons. Mismatched is defined as working in jobs that are not related to the highest degree field. Using a panel dataset derived from the National Survey of College Graduates, I find that workers who were previously mismatched due to the unavailability of jobs in related fields (demand-mismatched) are more likely to make complex moves, i.e., changing both employer and job title, and experience higher earnings growth relative to their matched counterparts. The earnings growth among previously matched workers and workers who were mismatched due to other reasons, such as a change in career interests (supply-mismatched), is generally not significantly different. However, supply-mismatched workers encounter negative earnings growth after making simple moves, i.e., changing only employer. Further, heterogeneous earnings growth patterns are found among mismatched workers in different stages of career and between female and male mismatched workers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
What Skills Pay More? The Changing Demand and Return to Skills for Professional Workers (2024)
Zitatform
Josten, Cecily, Helen Krause, Grace Lordan & Brian Yeung (2024): What Skills Pay More? The Changing Demand and Return to Skills for Professional Workers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16755), Bonn, 72 S.
Abstract
"Technology is disrupting labor markets. We analyze the demand and reward for skills at occupation and state level across two time periods using job postings. First, we use principal components analysis to derive nine skills groups: 'collaborative leader', 'interpersonal & organized', 'big data', 'cloud computing', 'programming', 'machine learning', 'research', 'math' and 'analytical'. Second, we comment on changes in the price and demand for skills over time. Third, we analyze non-linear returns to all skills groups and their interactions. We find that 'collaborative leader' skills become significant over time and that legacy data skills are replaced over time by innovative ones." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
also released as: LSE Research Online Documents on Economics, 121450 -
Literaturhinweis
No Thanks, Dear AI! Understanding the Effects of Disclosure and Deployment of Artificial Intelligence in Public Sector Recruitment (2024)
Zitatform
Keppeler, Florian (2024): No Thanks, Dear AI! Understanding the Effects of Disclosure and Deployment of Artificial Intelligence in Public Sector Recruitment. In: Journal of Public Administration Research and Theory, Jg. 34, H. 1, S. 39-52. DOI:10.1093/jopart/muad009
Abstract
"Applications based on artificial intelligence (AI) play an increasing role in the public sector and invoke political discussions. Research gaps exist regarding the disclosure effects—reactions to disclosure of the use of AI applications—and the deploymenteffect—efficiency gains in data savvy tasks. This study analyzes disclosure effects and explores the deployment of an AI application in a preregistered field experiment (n = 2,000) co-designed with a public organization in the context of employer-driven recruitment. The linear regression results show that disclosing the use of the AI application leads to significantly less interest in an offer among job candidates. The explorative analysis of the deployment of the AI application indicates that the person–job fit determined by the leaders can be predicted by the AIapplication. Based on the literature on algorithm aversion and digital discretion, this study provides a theoretical and empirical disentanglement of the disclosure effect and the deployment effect to inform future evaluations of AI applications in the public sector. It contributes to the understanding of how AI applications can shape public policy and management decisions, and discusses the potential benefits and downsides of disclosing and deploying AI applications in the public sector and in employer-driven recruitment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeits- und Fachkräftemangel trotz Arbeitslosigkeit (2024)
Klaus, Anton; Beckmann, Ralf;Zitatform
Klaus, Anton & Ralf Beckmann (2024): Arbeits- und Fachkräftemangel trotz Arbeitslosigkeit. (Berichte: Arbeitsmarkt kompakt / Bundesagentur für Arbeit), Nürnberg, 19 S.
Abstract
"• Trotz konjunktureller Schwäche klagen viele Unternehmen über Fachkräftemangel. Die letzte Fachkräfteengpassanalyse der Statistik der Bundesagentur für Arbeit weist für das Jahr 2022 200 Engpassberufe aus. Da stellt sich die Frage: Wie ist das mit einer Zahl von 2,6 Millionen Arbeitslosen im Jahresdurchschnitt 2023 zu vereinbaren?
ÐA• Arbeitslosigkeit ist kein statischer Block. Am Arbeitsmarkt gibt es viel Bewegung. Von Januar bis Dezember 2023 haben sich in Deutschland mehr als 2,2 Millionen Menschen im Anschluss an eine Erwerbstätigkeit arbeitslos gemeldet. Im selben Zeitraum haben 1,7 Millionen Arbeitslose eine Beschäftigung aufgenommen.
ÐA• In der Arbeitslosenversicherung sind die Wechsel zwischen Beschäftigung und Arbeitslosigkeit deutlich dynamischer als in der Grundsicherung für Arbeitsuchende.
ÐA• In der Grundsicherung für Arbeitsuchende, in der zwei Drittel der Arbeitslosen betreut werden, ist deshalb die durchschnittliche Dauer der Arbeitslosigkeit länger und der Anteil an Langzeit-arbeitslosen mit 47 Prozent sehr viel höher.
ÐA• Dies lässt sich unter anderem auf häufig auftretende multiple Vermittlungshemmnisse zurückführen. Knapp die Hälfte der Arbeitslosen im SGB II hat mindestens zwei vermittlungs-hemmende Merkmale wie zum Beispiel keine formale Berufsausbildung und langzeitarbeitslos.
ÐA• Der Arbeitsmarktausgleich wird darüber hinaus durch einen erheblichen Mismatch erschwert. Dieser lässt sich statistisch vor allem aus qualifikatorischer, beruflicher oder auch regionaler Sicht beschreiben.
ÐA• Über die Hälfte der Arbeitslosen sucht eine Beschäftigung auf Helferniveau. Jedoch richten sich fast 80 Prozent der gemeldeten Stellen an Fachleute.
ÐA• Während auf Ebene der Helfer rein rechnerisch rund 9 Arbeitslose auf eine Stelle kommen, liegt die Relation bei qualifiziertem Fachpersonal bei knapp 2:1.
ÐA• Engpässe sind vor allemin Pflege-, Gesundheits- und Sozialberufen, in Bau- und Handwerks-berufen oder auch in IT-Berufen auszumachen. Dagegen gibt es zum Beispiel in Büroberufen, in der Lagerlogistik oder auch in künstlerisch-kreativen Berufen vergleichsweise viele Arbeitslose auf wenige gemeldete Stellen.
ÐA• Regional fallen vor allem Unterschiede zwischen den Flächenländern und den Stadtstaaten auf. Während es in Bayern rechnerisch gesehen weniger arbeitslose Fachkräfte als gemeldete Stellen gibt, treffen in Hamburg oder Berlin im Schnitt gut 3 bis 5 arbeitslose Fachkräfte auf eine gemeldete Stelle.
ÐA• Als Potenzial für die Besetzung offener Stellen kommen nicht nur Arbeitslose in Frage, sondern auch beispielsweise nichtarbeitslose Arbeitsuchende, (junge) Menschen, die in Kürze einen beruflichen Abschluss erwerben, Personen aus der Stillen Reserve oder auch zugewanderte Menschen." (Autorenreferat, IAB-Doku)Weiterführende Informationen
Link zur aktuellen Version, ältere Fassungen online nicht mehr verfügbar. -
Literaturhinweis
The Welfare Impact of Reemployment Bonuses (2024)
Komatsu, Katsuhiro;Zitatform
Komatsu, Katsuhiro (2024): The Welfare Impact of Reemployment Bonuses. (SSRN papers), Rochester, NY, 39 S. DOI:10.2139/ssrn.4534315
Abstract
"This paper investigates the welfare impact of reemployment bonuses in a dynamic job search model. Reemployment bonuses, monetary incentives offered to workers who obtain employment, may mitigate the moral hazard in unemployment insurance (UI) while preserving consumption smoothing. Using a sufficient statistics approach, I first show the substantial positive impact of reemployment bonuses on welfare given the current level of UI benefits. Then, by using a quantitative model of job search, consumption, and saving, I study the optimal combination of UI benefits and reemployment bonuses. I find that the optimal UI benefit level is higher when reemployment bonuses are incorporated. Compared to the welfare gain achieved by implementing only the optimal level of UI benefits, the optimal combination of UI benefits and reemployment bonuses achieves a 56 percent larger welfare gain." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social capital, job search and labor market outcomes (2024)
Zitatform
Krug, Gerhard (2024): Social capital, job search and labor market outcomes. In: S. McDonald, R. Côté & J. Shen (Hrsg.) (2024): The Handbook on Inequality and Social Capital, 2023-02-01. DOI:10.4337/9781802202373.00034
Abstract
"This chapter gives an overview of the role of social capital in job search. Based on the conceptual distinction between accessed, activated and mobilized social capital, the author first posits a theoretical model of how social capital relates to individuals’ job search behavior and shapes labor market outcomes. This model is used to specify the contributions of a variety of empirical studies from disciplines such as sociology, labor market economics and social psychology to the social capital literature. The author also reviews empirical studies on employers’ use of social capital and social networks and studies on the role of personal contacts as intermediaries between job seekers and employers seeking to fill a vacancy. The chapter concludes with a discussion of frequently encountered methodological problems in research on social capital and job search and of possible directions for future research." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Firm Productivity, Wages, and Sorting (2024)
Zitatform
Lochner, Benjamin & Bastian Schulz (2024): Firm Productivity, Wages, and Sorting. In: Journal of labor economics, Jg. 42, H. 1, S. 85-119., 2022-09-13. DOI:10.1086/722564
Abstract
"We study the link between firm productivity and the wages that firms pay. Guided by a search-matching model with large firms, worker and firm heterogeneity, and production complementarities, we infer firm productivity by estimating firm-level production functions. Using German data, we find that the most productive firms do not pay the highest wages. Worker transitions from high- to medium-productivity firms are on average associated with wage gains. Productivity sorting, that is, the sorting of high-ability workers into high-productivity firms, is less pronounced than the sorting into high-wage firms." (Author's abstract, IAB-Doku, © University of Chicago Press) ((en))
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Literaturhinweis
Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs (2024)
Zitatform
Maibom, Jonas, Nikolaj Harmon, Anita Glenny & Jonas Fluchtmann (2024): Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs. In: Journal of labor economics, Jg. 42, H. 4, S. 1175-1217. DOI:10.1086/725165
Abstract
"Using data on applied-for jobs for the universe of Danish UI recipients, we examine variation in job search behavior both across individuals and over time during unemployment spells. We find large differences in the level of applied-for wages across individuals but over time all individuals adjust wages downward in the same way. The decline in applied-for wages over time is descriptively small but economically important in standard models of job search. We find similar results when examining variation in the non-wage characteristics of applied-for jobs and in the search methods used to find them. We discuss implications for theory." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Recruiting mid-qualified workers in product-innovating firms: Which personality traits matter? (2024)
Zitatform
Minssen, Luisa, Mark Levels, Harald Pfeifer & Caroline Wehner (2024): Recruiting mid-qualified workers in product-innovating firms: Which personality traits matter? In: Journal of Behavioral and Experimental Economics, Jg. 112. DOI:10.1016/j.socec.2024.102267
Abstract
"Change in the work context is an important characteristic of product-innovating firms, and the innovation's profitability often depends on the workers’ adaptive capability to cope with change. Personality traits shape the individual adaptive capability. Nevertheless, the current economic recruitment literature does not discuss personality trait-oriented recruitment in product-innovating firms. We investigate whether recruiters in product-innovating firms prefer mid-qualified job applicants with certain Big Five personality traits. We conduct a discrete choice experiment among 799 firms in Germany and use mixed logit models to estimate the heterogeneous personality preferences of recruiters by distinguishing between firms performing i) radical and ii) incremental product innovations. We find that recruiters prefer more emotionally stable workers regardless of the firm's innovation type. However, recruiters from firms engaging in radical innovations also prefer more conscientious applicants. Our findings have practical implications for firms, applicants and policy makers designing training curricula, because we show that recruiters from product-innovating firms consider personality trait-oriented recruitment not only for high-qualified workers but also for mid-qualified workers." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
On the Job Search and Business Cycles (2024)
Zitatform
Moscarini, Giuseppe & Fabien Postel-Vinay (2024): On the Job Search and Business Cycles. In: Revue economique, Jg. Vol. 51, H. 1, S. 73-112. DOI:10.3917/reco.751.0073
Abstract
"We propose a highly tractable way of analyzing business cycles in an environment with random job search both off- and on-the-job (OJS). Heterogeneity in productivity across jobs generates a job ladder. Firms Bertrand-compete for employed workers, as in the Sequential Auctions protocol of Postel-Vinay and Robin [2002]. We identify three channels through which OJS amplifies and propagates aggregate shocks: 1) a higher estimated elasticity of the matching function when allowing for OJS; 2) the differential returns to hiring employed and unemployed job applicants, whose proportions naturally vary over the business cycle; 3) the slow reallocation of workers through OJS across rungs of the job ladder, generating endogenous, slowly evolving opportunities for further poaching, which feed back on job creation incentives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data (2024)
Zitatform
Mueller, Andreas I., Damian Osterwalder, Josef Zweimüller & Andreas Kettemann (2024): Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data. In: The Review of Economic Studies, Jg. 91, H. 3, S. 1807-1841. DOI:10.1093/restud/rdad051
Abstract
"This article explores the relationship between the duration of a vacancy and the starting wage of a new job, using linked data on vacancies, the posting establishments, and the workers eventually filling the vacancies. The unique combination of large-scale, administrative worker, establishment, and vacancy data is critical for separating establishment- and job-level determinants of vacancy duration from worker-level heterogeneity. Conditional on observables, we find that vacancy duration is negatively correlated with the starting wage and its establishment component, with precisely estimated elasticities of −0.07 and −0.21, respectively. While the negative relationship is qualitatively consistent with search-theoretic models where firms use the wage as a recruiting device, these elasticities are small, suggesting that firms’ wage policies can account only for a small fraction of the variation in vacancy filling across establishments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Predicting Job Match Quality: A Machine Learning Approach (2024)
Zitatform
Mühlbauer, Sabrina & Enzo Weber (2024): Predicting Job Match Quality: A Machine Learning Approach. (IAB-Discussion Paper 09/2024), Nürnberg, 25 S. DOI:10.48720/IAB.DP.2409
Abstract
"Dieses Papier beschäftigt sich mit einer groß angelegten Datenanalyse um die Matching‑Qualität auf dem Arbeitsmarkt zu untersuchen. Hierfür verwenden wir einen sehr umfangreichen administrativen Datensatz zu Arbeitsmarktbiographien in Deutschland. Die Schätzungen werden sowohl mit maschinellem Lernen (extreme gradient boosting), als auch mit traditionellen statistischen Methoden (OLS, logit) durchgeführt. Bei der Gegenüberstellung beider Methoden wird deutlich, dass maschinelles Lernen insbesondere in den Bereichen Mustererkennung, Analyse von sehr großen Datensätzen und Minimierung der Fehlerrate deutliche Vorteile gegenüber den herkömmlichen Methoden aufweist. Schließlich werden die Prognosen für Matching‑Qualität (Stabilität und Löhne) mit Matching‑Wahrscheinlichkeiten kombiniert. Anhand dieser Ergebnisse wird für jede arbeitssuchende Person eine Liste mit Berufsvorschlägen generiert. Damit können Arbeitsvermittlern und Arbeitssuchenden Alternativen aufgezeigt werden, wodurch sich ihr Suchverhalten auf dem Arbeitsmarkt erweitern könnte." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Skill mismatch and the costs of job displacement (2024)
Zitatform
Neffke, Frank, Ljubica Nedelkoska & Simon Wiederhold (2024): Skill mismatch and the costs of job displacement. In: Research Policy, Jg. 53. DOI:10.1016/j.respol.2023.104933
Abstract
"Establishment closures have lasting negative consequences for the workers displaced from their jobs. We study how these consequences vary with the amount of skill mismatch that workers experience after job displacement. Developing new measures of occupational skill redundancy and skill shortage, we analyze the work histories of individuals in Germany between 1975 and 2010. We estimate difference-in-differences models, using a sample of displaced workers who are matched to statistically similar non-displaced workers. We find that displacements increase the probability of occupation change eleven-fold. Moreover, the magnitude of post-displacement earnings losses strongly depends on the type of skill mismatch that workers experience in such job switches. Whereas skill shortages are associated with relatively quick returns to the earnings trajectories that displaced workers would have experienced absent displacement, skill redundancy sets displaced workers on paths with permanently lower earnings. We show that these differences can be attributed to differences in mismatch after displacement, and not to intrinsic differences between workers making different post-displacement career choices." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
Immigration and Worker-Firm Matching (2024)
Zitatform
Orefice, Gianluca & Giovanni Peri (2024): Immigration and Worker-Firm Matching. In: The Review of Economics and Statistics, S. 1-45. DOI:10.1162/rest_a_01476
Abstract
"Positive assortative matching increases both the wages of more productive workers and wage dispersion. We study the effect of immigration on positive assortative matching using French employer-employee data from 1995 to 2005. We find that increases in the share of immigrants, driven by historical networks across local labor markets, generated stronger positive assortative matching between workers and firms. We present evidence suggesting that this effect was associated to higher wages for more productive workers and that the findings are consistent with increased workers' screening by firms." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Reconsidering Occupational Internal Labor Markets: Incidence and Consequences (2024)
Zitatform
Osterman, Paul (2024): Reconsidering Occupational Internal Labor Markets: Incidence and Consequences. In: ILR review, Jg. 77, H. 3, S. 366-395. DOI:10.1177/00197939241242089
Abstract
"What are useful ways to characterize varying employment systems? This article returns to an older idea, Internal Labor Markets (ILMs). The traditional assumption characterized ILMs as the core of the labor market but current thinking argues that ILMs have frayed. Little direct measurement has been carried out, however, and both viewpoints have relied on proxies or case studies. The author utilizes a new survey of employed US workers to provide an estimate of the incidence of ILMs and finds that between 25 and 40% percent of adult workers are in ILMs. The article then elaborates theory regarding the practices of ILMs, a theory grounded in the idea of complementary bundles of human resource practices, and asks what are the correlates of being in an ILM. Findings show that although wages in ILMs are no higher than non-ILM wages, ILMs are positively associated with other aspects of job quality and attitudes across the board." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nonparametric Estimation of Matching Efficiency and Mismatch in Labor Markets via Public Employment Security Offices in Japan, 1972-2024 (2024)
Otani, Suguru;Zitatform
Otani, Suguru (2024): Nonparametric Estimation of Matching Efficiency and Mismatch in Labor Markets via Public Employment Security Offices in Japan, 1972-2024. (arXiv papers 2407.20931), 29 S.
Abstract
"I examine changes in matching efficiency and elasticities in Japan's labor market via Hello Work for unemployed workers from January 1972 to April 2024 using a nonparametric identification approach by y Lange and Papageorgiou (2020). I find a declining trend in matching efficiency, consistent with decreasing job and worker finding rates. The implied match elasticity with respect to unemployment is 0.5-0.9, whereas the implied match elasticity with respect to vacancies varies between -0.4 and 0.4. Decomposing aggregate data into full-time and part-time ones, I find that the sharp decline of matching efficiency after 2015 shown in the aggregate trend is driven by the decline of both full-time and part-time ones. Second, I extend the mismatch index proposed by Sahin et al (2014) to the nonparametric version and develop the computational methodology. I find that the mismatch across occupations is more severe than across prefectures and the original Cobb-Douglas mismatch index is underestimated." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Destabilizing search technology (2024)
Potter, Tristan;Zitatform
Potter, Tristan (2024): Destabilizing search technology. In: Journal of monetary economics, Jg. 145. DOI:10.1016/j.jmoneco.2024.103557
Abstract
"Modern job search technologies enable job seekers to monitor the arrival of newly posted vacancies. This paper conceptualizes search as a monitoring decision and shows that monitoring technologies give rise to a novel source of strategic complementarities in search and can thus lead to potentially destabilizing multiplicity of equilibria. The model provides a theory of belief-driven fluctuations in labor supply that can permanently shift the path of the economy, and offers an explanation for persistently weak wage growth despite low unemployment during the recovery from the Great Recession." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes (2024)
Zitatform
Stephan, Gesine, Clemens Hetschko, Julia Schmidtke, Michael Eid & Mario Lawes (2024): Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17347), Bonn, 29 S.
Abstract
"We ran a field experiment to causally identify the effects of intense survey participation on key labor market outcomes. We randomly excluded individuals willing to sign up for the German Job Search Panel, a high-frequency survey with a focus on job search and wellbeing. Using administrative data on labor market outcomes (e.g., employment, earnings), we find that, on average, survey participation had no effect on labor market outcomes during the year after signing up. Furthermore, there is no strong heterogeneity across subgroups. Overall, this is good news for the validity of survey-based research involving labor market outcomes. We also demonstrate that a comparison of individuals signing up for the survey with individuals not responding to the invitation could have been misleading. Even when controlling for a wide range of observable characteristics, survey participation and the subsequent take up of training programs correlate significantly. This speaks to the importance of experimental research designs in our context." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process (2024)
Zitatform
Tholen, Gerbrand (2024): Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process. In: Work, Employment and Society, Jg. 38, H. 3, S. 705-722. DOI:10.1177/09500170231155294
Abstract
"Organisational fit represents a crucial criterion in the hiring process. This article aims to understand how employers and external recruitment consultants define and apply organisational fit in professional labour markets, such as engineering, marketing and finance. It also investigates how the use of organisational fit in hiring can lead to social bias within these labour markets. It relies on semi-structured interviews with 47 external recruitment consultants who assist employers in these sectors. The article draws on Relational Inequality Theory to demonstrate how hiring managers and consultants use organisational fit to create and justify boundaries between acceptable and unacceptable candidates. Claim-making supports the rationalisation and legitimisation in the exclusion of groups of candidates. The article critically informs human resource management, business and psychology literature that perceive organisational fit as a largely benign criterion for recruitment. It also extends sociological and critical management literature by delineating three main exclusionary mechanisms in matching candidates for organisational fit." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitslose im Fokus: Wege zur Fachkräftesicherung (2024)
Tiedemann, Jurek; Werner, Dirk;Zitatform
Tiedemann, Jurek & Dirk Werner (2024): Arbeitslose im Fokus: Wege zur Fachkräftesicherung. (KOFA kompakt / Kompetenzzentrum Fachkräftesicherung 2024,01), Köln, 5 S.
Abstract
"Nicht für alle Arbeitslosen gibt es zum Zeitpunkt ihrer Arbeitssuche eine offene Stelle in ihrem angestrebten oder erlernten Beruf. Der vorliegende KOFA Kompakt beleuchtet die Entwicklung dieses Arbeitslosenüberhangs." (Autorenreferat, IAB-Doku)