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.
-
Literaturhinweis
Age-Related Differences in Job Search Behavior: Do Older Jobseekers Need a Larger Social Network? (2024)
Guillemyn, Inés; Horemans, Jeroen;Zitatform
Guillemyn, Inés & Jeroen Horemans (2024): Age-Related Differences in Job Search Behavior: Do Older Jobseekers Need a Larger Social Network? In: Work, Aging and Retirement, Jg. 10, H. 3, S. 213-224. DOI:10.1093/workar/waad003
Abstract
"Increasing the employment rate of individuals aged 55+ is a key challenge in many OECD countries. While labor market discrimination and policy measures have been put forward as possible explanations, the role of job search remains largely unexplored. Yet, it determines to a large extent the match between supply and demand on the labor market. In this paper, we examine age-related differences in job search behavior. As skills have often become outdated for older workers, but job mobility may enhance their employment, we analyze search behavior for the unemployed as well as the employed adopting multiple parameters: job search intensity, use of the public employment agency, and social networking. The results indicate that jobseekers of different age employ different search methods, and that this relationship should be analyzed within the employment context of the jobseeker." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Information Frictions and Skill Signaling in the Youth Labor Market (2024)
Zitatform
Heller, Sara B. & Judd B. Kessler (2024): Information Frictions and Skill Signaling in the Youth Labor Market. In: American Economic Journal. Economic Policy, Jg. 16, H. 4, S. 1-33. DOI:10.1257/pol.20220544
Abstract
"This paper provides evidence that information frictions limit the labor market trajectories of US youth. We provide credible skill signals— recommendation letters based on supervisor feedback—to a random subset of 43,409 participants in New York’s summer jobs program. Letters increase employment the following year by 3 percentage points (4.5 percent). Earnings effects grow over four years to a cumulative $1,349 (4.9 percent). We find little evidence of increased job search or confidence; instead, signals may help employers better identify successful matches with high-productivity workers. Pulling youth into the labor market can, however, hamper on-time graduation, especially among low-achieving students." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Skill vs. education types of labor mismatch and their association with earnings (2024)
Zitatform
Iakovlev, Vsevolod (2024): Skill vs. education types of labor mismatch and their association with earnings. (Accountancy, Economics, and Finance Working Papers / Heriot-Watt University, Department of Accountancy, Economics, and Finance 2024,12), Edinburgh, 82 S.
Abstract
"This work aims to determine whether the difference between skill and education-based measures of labor mismatch affects the estimates of the labor mismatch-earnings relationship as specified by Verdugo and Verdugo's (1989) version of over, required and undereducation (ORU) Mincer earnings function. The analysis employs crossectional data for 26 countries from the 1st Cycle of the OECD Survey of Adult Skills (PIAAC) conducted between 2011 and 2012. The preliminary results of the graphical analysis show that education and skill mismatch may exhibit opposite relationships with earnings at the country level. Specifically, over and under-education are found to be positively associated with median earnings, whereas over and under-skilling show a negative association. To investigate the source of the opposite correlations, an error components model is used. Additionally, the paper explores the heterogeneity in earnings and labor mismatch across a set of commonly used controls. The analysis produces mixed coefficient estimates for under and over-education but predominantly negative estimates for under and over-skilling at both individual and market levels. The market-level unobserved heterogeneity is found to be driving the coefficients away from zero. Although removing it often leads to a slight loss of magnitude, some exceptions exhibit a change of sign or loss of statistical significance. It is, thus, concluded that education and skill mismatch should be distinguished both conceptually and empirically and, if used as a proxy for each other, are unlikely to produce accurate results in the analysis of the Mincer earnings function." (Author's abstract, IAB-Doku) ((en))
-
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))
-
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))
-
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))
-
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))
-
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))
-
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))
-
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))
-
Literaturhinweis
Job search intensity and wage rigidity in business cycles (2024)
Zitatform
Uemura, Yuki (2024): Job search intensity and wage rigidity in business cycles. In: Journal of macroeconomics, Jg. 82. DOI:10.1016/j.jmacro.2024.103624
Abstract
"Search intensity, as well as the aggregate economic condition, is a crucial factor that determines unemployed workers’ success in job searches. Their search intensity is predicted to be procyclical in standard search and matching models. However, many empirical studies show that search intensity is countercyclical. This study examines the job search behavior of unemployed workers over business cycles using a search and matching model that incorporates wage rigidity and a generalized matching function. Unlike previous studies, the proposed model can generate both procyclical and countercyclical search intensities by introducing wage rigidity. This study calibrates the model to the U.S. economy and provides various impulse response analyses. The numerical exercises show that the model successfully and simultaneously reproduces countercyclical search efforts and sizable labor market fluctuations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Skill Demand and Wages: Evidence From Linked Vacancy Data (2024)
Zitatform
Ziegler, Lennart (2024): Skill Demand and Wages: Evidence From Linked Vacancy Data. In: Benjamin Elsner; Solomon W. Polachek (eds.) (2024): Big Data Applications in Labor Economics, Part B, Cheltenham, S. 101-130. DOI:10.1108/S0147-91212024000052B025
Abstract
"This study provides new evidence on skill requirements in the labor market and shows to what extent skill demand is associated with wages and vacancy duration. In a sample of more than 1.5 million job postings administered by the Austrian public employment service, I identify the most common skill requirements mentioned in job descriptions. Accounting for a broad set of detailed job characteristics, there exists a robust association between the number of skill requirements and wages. In particular, jobs with many skill requirements pay substantially higher wages. While I estimate large effects for managerial and analytical skills, associations with most soft skills are small. Employers also need longer to fill vacancies with many skill requirements. Robustness tests show that measurement error is unlikely to explain these results and that the estimates can be replicated using vacancy postings from another job board." (Author's abstract, IAB-Doku, © Emerald) ((en))
-
Literaturhinweis
Minimum Wage and Skills - Evidence from Job Vacancy Data (2023)
Andrieu, Elodie; Kuczera, Malgorzata;Zitatform
Andrieu, Elodie & Malgorzata Kuczera (2023): Minimum Wage and Skills - Evidence from Job Vacancy Data. (TPI working papers / The Productivity Institute 034), Manchester, 62 S.
Abstract
"Low-wage occupations tend to be populated by workers with low levels of education. An increase in the minimum wage, while designed to protect workers in the lower part of the wage distribution, might result in unintended consequences for those same workers. In this paper, we study firms’ reaction to higher minimum wages, exploiting a change to the minimum-wage policy in the UK in 2016. We document how an increase in the minimum wage affects the labour hiring for different education and technical skill levels of workers. The results show that an increase in the minimum wage compressed both the demand for low educated workers and the demand for workers with low levels of technical skills (tech workers) for graduates in low and middle skilled occupations. Using a difference-in-differences framework, we find that a large and unexpected change to the minimum wage led to a 11 percentage point decrease in the proportion of non-graduate vacancies and a 15 percentage point decline in the share of low-tech ads. There is evidence for labour-labour substitution at the low-end of the skill distribution and labour-technology substitution for more educated workers as a way to compensate for labour costs increases." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
But which skills? Natural Language Processing tools and the identification of high-demand skills in online Job advertisements (2023)
Anelli, Gianni;Zitatform
Anelli, Gianni (2023): But which skills? Natural Language Processing tools and the identification of high-demand skills in online Job advertisements. In: Work Organisation, Labour and Globalisation, Jg. 17, H. 2, S. 91-104.
Abstract
"Skills assessment is essential for today’s labor market.There are many factors hat change the requirements for the workplace. More than ever, it is important to monitor which skills are in high demand so that workers stay employed and ompanies do not lose productivity. This research discusses the relevance of data from online job portals for this task. It then uses a skill extractor in online ob advertisements from Chile to identify and extract the skills employers place n their online job advertisements through skills dictionaries. The study shows modest results when using the European Skills, Competences and Occupations 28ESCO) dictionary but an enhanced and much-improved result when adding an inductively constructed dictionary of the national labor market. Using this method would allow a new input of information to be incorporated into labor arket information systems that would enable better decisions to be made by he various actors in the labor market." (Author's a bstract, IAB-Doku, © Pluto Journals Ltd.) ((en))
-
Literaturhinweis
Educational mismatches of newly hired workers: Short- and medium-term effects on wages (2023)
Zitatform
Araújo, Isabel & Anabela Carneiro (2023): Educational mismatches of newly hired workers: Short- and medium-term effects on wages. In: International Labour Review, Jg. 162, H. 3, S. 355-383. DOI:10.1111/ilr.12374
Abstract
"This paper examines the short- and medium-term effects of over- and undereducation on individual wages using a matched employer-employee dataset from 1998 to 2012 and a novel measure of educational mismatch based on the flows of newly hired workers. The findings reveal that the wage differential between adequately matched and mismatched workers decreases substantially once the unobserved heterogeneity of the worker and the firm is considered. Workers' unobserved characteristics explain a large proportion of both the overeducated wage penalty and the undereducated wage premium. Additionally, variations in firms' pay policies contribute to the wage gap among mismatched workers. Finally, findings show that job mismatches have the greatest impact on early-career individuals' wages." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Gender-age differences in hiring rates and prospective wages: Evidence from job referrals to unemployed workers (2023)
Zitatform
Bamieh, Omar & Lennart Ziegler (2023): Gender-age differences in hiring rates and prospective wages. Evidence from job referrals to unemployed workers. In: Labour Economics, Jg. 83. DOI:10.1016/j.labeco.2023.102395
Abstract
"This paper uses matched worker-vacancy data to study gender differences in hiring outcomes of jobseekers in Austria. When registered at the public employment office, jobseekers are assigned caseworkers who refer them to suitable vacancies. Our findings show that female and male jobseekers are equally likely to get hired via such a referral, but it takes women longer to get a job offer. Most of the observed gender differences stem from younger jobseekers (below age 35) and are explained by rejections of employers. Young women are also less often hired for better-paying jobs. We argue that these differences are consistent with hiring discrimination against women in their fertile age. Our analysis shows that young female jobseekers are much more likely to go on parental leave in the future, while men almost never take extended parental leave. Consistent with this hypothesis, we find that hiring differences are larger for jobs associated with higher replacement costs and smaller in tight labor markets." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
-
Literaturhinweis
The Shifting Reasons for Beveridge-Curve Shifts (2023)
Zitatform
Barlevy, Gadi, Bart Hobijn, Jason Faberman & Ayşegül Şahin (2023): The Shifting Reasons for Beveridge-Curve Shifts. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16517), Bonn, 29 S.
Abstract
"We discuss how the relative importance of factors that contribute to movements of the U.S. Beveridge curve has changed from 1960 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 1960 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. We argue that, while the Beveridge curve is a useful tool for relating unemployment and vacancies 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))
-
Literaturhinweis
Vacancy duration and wages (2023)
Zitatform
Bassier, Ihsaan, Alan Manning & Barbara Petrongolo (2023): Vacancy duration and wages. (CEP discussion paper / Centre for Economic Performance 1943), London, 45 S.
Abstract
"We estimate the elasticity of vacancy duration with respect to posted wages, using data from the near-universe of online job adverts in the United Kingdom. Our research design identifies duration elasticities by leveraging firm-level wage policies that are plausibly exogenous to hiring difficulties on specific job vacancies, and control for job and market-level fixed-effects. Wage policies are defined based on external information on pay settlements, or on sharp, internally-defined, firm-level changes. In our preferred specifications, we estimate duration elasticities in the range −3 to −5, which are substantially larger than the few existing estimates." (Résumé d'auteur, IAB-Doku) ((en))
-
Literaturhinweis
What Makes Hiring Difficult? Evidence from Linked Survey-Administrative Data (2023)
Zitatform
Bertheau, Antoine, Birthe Larsen & Zeyu Zhao (2023): What Makes Hiring Difficult? Evidence from Linked Survey-Administrative Data. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16268), Bonn, 56 S.
Abstract
"We design a survey that asks firms about the obstacles that discourage them from hiring despite having potential needs. Using Danish administrative data and subjective beliefs elicited from our survey, we show how hiring obstacles vary across firms. Over two-thirds of employers agree that skill shortages are a hiring obstacle. One-third of employers consider labor costs, the time to find candidates, and the time to train new recruits as hiring obstacles. High-wage firms are less discouraged by labor costs, while younger or smaller firms are more discouraged by search and training time. Around thirty percent of employers prefer to hire the already employed over the unemployed because they believe that unemployed workers have lower abilities due to negative selection or skill depreciation during unemployment. Firms with such preferences are more likely to report hiring obstacles." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Demand for Personality Traits, Tasks, and Sorting (2023)
Zitatform
Brencic, Vera & Andrew McGee (2023): Demand for Personality Traits, Tasks, and Sorting. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16576), Bonn, 69 S.
Abstract
"In job ads, employers express demand for personality traits when seeking workers to perform tasks that can be completed with different behaviors (e.g., communication, problem-solving) but not when seeking workers to perform tasks involving narrowly prescribed sets of behaviors such as routine and mathematics tasks. For many tasks, employers appear to demand narrower personality traits than those measured at the Big Five factor level. The job ads also exhibit substantial heterogeneity within occupations in the tasks mentioned. Workers may thus sort based on personality-derived comparative advantages in tasks into jobs rather than occupations. In the National Longitudinal Survey of Youth 1997, we confirm that personality sorting based on tasks occurs at both the occupation and job levels. In this sample, however, there is little evidence of task-specific wage returns to personality traits, which would influence the supply of traits to jobs with particular tasks. This may explain why personality sorting based on tasks in the sample is very limited in spite of the correlations between tasks and employers' demands for traits." (Author's abstract, IAB-Doku) ((en))