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
A competitive theory of mismatch (2024)
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Birchenall, Javier A. (2024): A competitive theory of mismatch. In: Journal of Economic Dynamics and Control, Jg. 168. DOI:10.1016/j.jedc.2024.104996
Abstract
"I study the distributions of unemployment, vacancies, and wages across local labor markets in an economy where workers and jobs are matched and mismatched based on more explicit assumptions and aggregation principles than in the reduced-form aggregate matching-function approach. The endogenous matching process formulated here is flexible and has practical value for applied work. Local and aggregate labor market adjustments to local productivity and aggregate demand shocks reproduce empirical Beveridge and wage curve patterns, offer an alternative perspective on empirical indices of mismatch unemployment, and deliver an endogenous and commonly used reduced-form aggregate matching function." (Author's abstract, IAB-Doku, © 2024 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
Mismatch Unemployment During COVID-19 and the Post-Pandemic Labor Shortages (2024)
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Birinci, Serdar, Yusuf Mercan & Kurt See (2024): Mismatch Unemployment During COVID-19 and the Post-Pandemic Labor Shortages. (Working paper / Federal Reserve Bank of St. Louis 2024-025), Saint Louis, MO, 35 S. DOI:10.20955/wp.2024.025
Abstract
"We examine the extent to which mismatch unemployment—employment losses relative to an efficient allocation where the planner can costlessly reallocate unemployed workers across sectors to maximize output—shaped labor market dynamics during the COVID-19 pandemic and the subsequent recovery episode characterized by labor shortages. We find that, for the first time in our sample, mismatch unemployment turned negative at the onset of the pandemic. This result suggests that the efficient allocation of job seekers would involve reallocating workers toward longer-tenure and more-productive jobs, even at the expense of fewer hires. We show that sectoral differences in job separations were the main driver behind this result, while differences in vacancies caused positive mismatch unemployment during the recovery episode. We also establish an empirical link between mismatch unemployment and the surge in the labor cost during the recovery, documenting that sectors with larger mismatch unemployment experienced higher employment cost growth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Test-based measurement of skill mismatch: a validation of five different measurement approaches using the NEPS (2024)
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Bischof, Stephan (2024): Test-based measurement of skill mismatch: a validation of five different measurement approaches using the NEPS. In: Journal for labour market research, Jg. 58. DOI:10.1186/s12651-024-00370-1
Abstract
"Skill mismatch is a key indicator of labour market research that has received significant attention. To date, various approaches of test-based measurement of skill mismatch have been used in research, generating differing results. However, it remains unclear which method is the most valid for measuring skill mismatch. This study provides a comparative validation of five commonly used approaches to test-based measurement of skill mismatches in reading and mathematics to detect the most valid method. Drawing on the 2016 wave of the German National Educational Panel Study (NEPS) Adult Cohort, I find significantly varying distributions for the different measurement approaches, and highly valid skill mismatch measures for the statistical and the mixed approach. Overall, the mixed approach emerges as the most valid method. The findings highlight the critical importance of measurement approaches in skill mismatch research." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Asymmetric market power and wage suppression (2024)
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Blumkin, Tomer & David Lagziel (2024): Asymmetric market power and wage suppression. In: The Scandinavian Journal of Economics, Jg. 126, H. 1, S. 38-59. DOI:10.1111/sjoe.12545
Abstract
"We study a labor market in which two identical firms compete over a pool of homogenous workers. Firms pre-commit to their outreach to potential employees, either through their informative advertising choices, or through their screening processes, before engaging in a wage competition ('a la Bertrand). Although firms are homogeneous, the unique pure-strategy equilibrium is asymmetric: one firm maximizes its outreach whereas the other compromises on a significantly smaller market share. The features of the asymmetric equilibrium extend to a general oligopsony with any finite number of firms. This article is protected by copyright. All rights reserved." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Labor Demand on a Tight Leash (2024)
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Bossler, Mario & Martin Popp (2024): Labor Demand on a Tight Leash. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16837), Bonn, 99 S.
Abstract
"We develop a labor demand model that encompasses pre-match hiring cost arising from tight labor markets. Through the lens of the model, we study the effect of labor market tightness on firms’ labor demand by applying novel shift-share instruments to the universe of German firms. In line with theory, we find that a doubling in tightness reduces firms’ employment by 5 percent. Taking into account the resulting search externalities, the wage elasticity of firms’ labor demand reduces from -0.7 to -0.5 through reallocation effects. In light of our results, pre-match hiring cost amount to 40 percent of annual wage payments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Learning about labor markets (2024)
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Bradley, Jake & Lukas Mann (2024): Learning about labor markets. In: Journal of monetary economics, Jg. 148. DOI:10.1016/j.jmoneco.2024.103612
Abstract
"We study a general equilibrium model of the labor market in which agents slowly learn about their suitability for jobs. Our model reproduces desirable features of the data, many of which standard models fail to replicate. We explore how, in such an environment, asymmetric information can lead to substantial misallocation. We calibrate our model to US data and quantify the welfare loss arising from misallocation due to informational frictions. The tractability of the model allows us to explore the responsiveness of wages and employment to an aggregate shock. We find that wage rigidity arises endogenously because of protracted learning, and in line with the data, the model is able to generate a larger and more persistent employment response." (Author's abstract, IAB-Doku, © 2024 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
The cyclicality of on-the-job search (2024)
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Bransch, Felix, Samreen Malik & Benedikt Mihm (2024): The cyclicality of on-the-job search. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102517
Abstract
"On-the-job search is increasingly recognized as an important potential driver of labor market dynamics over the business cycle. Using the UK Labor Force Survey, we find robust empirical evidence that on-the-job search is countercyclical and that the cyclical fluctuations have important repercussions for labor market dynamics. We also find that the cyclical pattern is not explained by precautionary search motives but rather appears to be driven by job-ladder-motivated searches. This finding is surprising because, as we confirm, the expected returns to on-the-job search are procyclical. We find evidence that three features of search behavior may contribute to this finding: greater search effort in response to lower job-to-job transition probabilities, a prevalence of non-pecuniary motivated searches that are less affected by lower expected wage gains, and procyclicality in average match quality, which has a significant impact on the search behavior of new hires over the business cycle." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Job Mobility and Assortative Matching (2024)
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Braunschweig, Luisa, Wolfgang Dauth & Duncan Roth (2024): Job Mobility and Assortative Matching. (IAB-Discussion Paper 11/2024), Nürnberg, 52 S. DOI:10.48720/IAB.DP.2411
Abstract
"Wir analysieren, wie sich das Matching zwischen Betrieben und Beschäftigten über das Erwerbsleben durch Jobmobilität verändert. Wir nutzen deutsche administrative Daten, die sowohl Informationen über Beschäftigte als auch Betriebe enthalten. Um assortatives Matching zu messen, berechnen wir die Korrelation zwischen zeitkonstanten Lohnkomponenten von Betrieben und Beschäftigten, welche wir aus einer Lohndekomposition im Stil von Abowd/Kramarz/Margolis (1999) ziehen. Zudem benutzen wir ein neues Maß für assortatives Matching, welches auf der Distanz zwischen diesen Lohnkomponenten basiert. Beide Maße zeigen, dass der Grad des assortativen Matchings im Durchschnitt mit jedem weiteren Betriebswechsel ansteigt. Bei Beschäftigten mit einer hohen zeitkonstanten Lohnkomponente kann dies durch Job Ladder Modelle erklärt werden, denn die Beschäftigten bewegen sich zu Firmen mit höheren Lohnkomponenten. Dahingegen sind Beschäftigte mit niedrigerer Lohnkomponente am Anfang des Erwerbslebens in weniger assortativen Matches zu finden, da sie es ebenfalls schaffen, zu Beginn die Job Ladder hinaufzuklettern. Für sie beginnt der Anstieg des assortativen Matchings erst nach dem dritten Job, wenn sie von der Job Ladder fallen. Die Entwicklung des assortativen Matchings ist zudem relevant für die Lohnungleichheit im Lebensverlauf. Wir zeigen, dass der Anstieg des assortativen Matchings circa 25 Prozent des Anstiegs der Lohnungleichheit im Lebensverlauf erklären kann." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Re-assessing the Spatial Mismatch Hypothesis (2024)
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Card, David, Jesse Rothstein & Moises Yi (2024): Re-assessing the Spatial Mismatch Hypothesis. (NBER working paper / National Bureau of Economic Research 32252), Cambridge, Mass, 25 S.
Abstract
"We use detailed location information from the Longitudinal Employer-Household Dynamics (LEHD) database to develop new evidence on the effects of spatial mismatch on the relative earnings of Black workers in large US cities. We classify workplaces by the size of the pay premiums they offer in a two-way fixed effects model, providing a simple metric for defining “good” jobs. We show that: (a) Black workers earn nearly the same average wage premiums as whites; (b) in most cities Black workers live closer to jobs, and closer to good jobs, than do whites; (c) Black workers typically commute shorter distances than whites; and (d) people who commute further earn higher average pay premiums, but the elasticity with respect to distance traveled is slightly lower for Black workers. We conclude that geographic proximity to good jobs is unlikely to be a major source of the racial earnings gaps in major U.S. cities today." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How workers and firms meet in the labor market and why it matters (2024)
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Carillo-Tudela, Carlos, Leo Kaas & Benjamin Lochner (2024): How workers and firms meet in the labor market and why it matters. (VoxEU columns / Centre for Economic Policy Research), London, o. Sz.
Abstract
"Most firms match with workers through job postings, networks of personal contacts, or the public employment agency. This column investigates the effects of search channels on labor market outcomes in Germany. Low-wage firms and low-wage workers are more likely to match via networks or the public agency, while high-wage firms and high-wage workers succeed more often via job postings. Because search channels connect workers and firms at different rungs of the wage distribution, matching technologies matter not only for individual job search outcomes, but also for aggregate employment, productivity, and wage inequality." (Author's abstract, IAB-Doku, © VOXEU) ((en))
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Literaturhinweis
The Effect of Wages on Job Vacancy Duration: Evidence from a Spatial Discontinuity (2024)
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Carter, Charles, Judith M. Delaney & Kerry L. Papps (2024): The Effect of Wages on Job Vacancy Duration: Evidence from a Spatial Discontinuity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17273), Bonn, 30 S.
Abstract
"We exploit a spatial discontinuity in the wages paid by the United Kingdom's National Health Service to examine how wages affect the duration of time a vacancy is advertised. NHS workers in inner London are mandated by law to be paid an extra 4.3% more than those who work in outer London. We use a regression discontinuity design and estimate an elasticity of duration with respect to wages of -6.3. This number is larger than reported by previous studies and suggests that firms can fill worker shortages faster by raising wages. This also highlights the importance this margin of worker recruitment when analysing firm search and job match. Our results are robust to various checks including a placebo test using fictitious borders and are robust to changes in the bandwidth and the duration measure. The estimates are similar across all occupational groups in the NHS and are not limited to jobs that require specific skills such as nurses and therapists. Our results provide evidence for policy makers which suggests that increasing the wages paid to NHS workers may lead to increased cost savings by reducing the need to hire expensive agency staff and may also lead to better health outcomes of the population through reduced staff shortages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational reallocation and mismatch in the wake of the Covid-19 pandemic: Cross-country evidence from an online job site (2024)
Ciminelli, Gabriele ; Samek, Lea; Haramboure, Antton; Sinclair, Tara; Schwellnus, Cyrille ; Shrivastava, Allison;Zitatform
Ciminelli, Gabriele, Antton Haramboure, Lea Samek, Cyrille Schwellnus, Allison Shrivastava & Tara Sinclair (2024): Occupational reallocation and mismatch in the wake of the Covid-19 pandemic: Cross-country evidence from an online job site. (OECD productivity working papers 35), Paris, 29 S. DOI:10.1787/128b92aa-en
Abstract
"Employment has recovered strongly from the COVID-19 pandemic despite large structural changes in labor markets, such as the widespread adoption of digital business models and remote work. We analyse whether the pandemic has been associated with labor reallocation across occupations and triggered mismatches between occupational labor demand and supply using novel data on employers' job postings and jobseekers' clicks across 19 countries from the online job site Indeed. Findings indicate that, on average across countries, the pandemic triggered large and persistent reallocation of postings and clicks across occupations. Occupational mismatch initially increased but was back to pre-pandemic levels at the end of 2022 as employers and workers adjusted to structural changes. The adjustment was substantially slower in countries that resorted to short-time work schemes to preserve employment during the pandemic." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Stable Matching on the Job? Theory and Evidence on Internal Talent Markets (2024)
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Cowgill, Bo, Jonathan M. V. Davis, B. Pablo Montagnes & Patryk Perkowski (2024): Stable Matching on the Job? Theory and Evidence on Internal Talent Markets. (CESifo working paper 11120), München, 47, XLIII S.
Abstract
"A principal often needs to match agents to perform coordinated tasks, but agents can quit or slack off if they dislike their match. We study two prevalent approaches for matching within organizations: Centralized assignment by firm leaders and self-organization through market-like mechanisms. We provide a formal model of the strengths and weaknesses of both methods under different settings, incentives, and production technologies. The model highlights tradeoffs between match-specific productivity and job satisfaction. We then measure these tradeoffs with data from a large organization’s internal talent market. Firm-dictated matches are 33% more valuable than randomly assigned matches within job categories (using the firm’s preferred metric of quality). By contrast, preference-based matches (using deferred acceptance) are only 5% better than random but are ranked (on average) about 38 percentiles higher by the workforce. The selforganized match is positively assortative and helps workers grow new skills; the firm’s preferred match is negatively assortative and harvests existing expertise." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Life-Cycle Worker Flows and Cross-Country Differences in Aggregate Employment (2024)
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Créchet, Jonathan, Etienne Lalé & Linas Tarasonis (2024): Life-Cycle Worker Flows and Cross-Country Differences in Aggregate Employment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16878), Bonn, 71 S.
Abstract
"Cross-country employment differences are concentrated among women, the youth, and older individuals. In this paper, we document how worker flows between employment, unemployment, and out of the labor force vary by gender and age and contribute to aggregate employment differences across a large panel of European countries. We then build a life-cycle Diamond-Mortensen-Pissarides model capturing the salient features of our data. Key elements of the model are an extensive margin (i.e., labor force participation) and intensive margin (i.e., variable intensity) of search effort. The model attributes a major role to the production technology in driving differences in aggregate employment, while labor-market policies play a minor role. Search effort substantially amplifies the effects of technology across gender and age groups and is a prominent proximate cause of the cross-country variation in aggregate employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Risk and the allocation of talent in the Roy model (2024)
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Cubas, German, Pedro Silos & Vesa Soini (2024): Risk and the allocation of talent in the Roy model. In: Economics Letters, Jg. 236. DOI:10.1016/j.econlet.2024.111623
Abstract
"With risk-averse workers and uninsurable earnings shocks, competitive markets allocate too few workers to risky jobs. Using an equilibrium Roy model with incomplete markets, we show that in competitive equilibrium, risky occupations are inefficiently small and hence talent is misallocated." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions (2024)
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Damelang, Andreas, Ann-Katrin Rückel & Michael Stops (2024): Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions. (IAB-Discussion Paper 13/2024), Nürnberg, 23 S. DOI:10.48720/IAB.DP.2413
Abstract
"Wir analysieren Muster stereotypisierter Darstellungen von Geschlechtern (gender stereotyping) in Stellenanzeigen des deutschen Arbeitsmarkts und vergleichen diese Muster zwischen verschiedenen Berufsabgrenzungen. Basierend auf einem umfangreichen Stellenanzeigen-Datensatz der BA-Jobbörse, einem der größten Online-Jobportale Deutschlands, wendeten wir einen Machine Learning-Algorithmus an, um den Teil der Stellentexte zu identifizieren, in dem zu erfüllende Anforderungen und zu verrichtende Tätigkeiten explizit beschrieben werden. Wir nutzten ein eigens erstelltes Wörterbuch agentischer (männlich-konnotierter) und kommunaler (weiblich-konnotierter) Signalwörter, um die Stereotypisierung von Geschlechtern in Stellenbeschreibungen zu messen. Die war möglich für 710 Berufe. Die Ergebnisse zeigen zunächst, dass in unserer Stichprobe Berufe eher weiblich als männlich stereotypisiert sind. Wir untersuchen im Weiteren zwei Berufsgruppen näher, die sich deutlich hinsichtlich ihrer Anforderungen und Tätigkeitsinhalte unterscheiden, und hohe Relevanz bezüglich wichtiger Megatrends wie der Digitalisierung und dem demographischen Wandel haben: einerseits Mathematik, Informatik, Natur- und Ingenieurwissenschaft und Technik (MINT), und andererseits Berufe im Gesundheits- und Sozialwesen. Dabei unterschieden wir die enthaltenen einzelnen Berufe zum einen nach ihren Anforderungsniveaus und zum anderen danach, ob sie mit einfachen bzw. fachlichen Positionen oder mit Aufsichts- und Führungspositionen verbunden sind. Entgegen dem allgemeinen Befund, dass die von uns beobachteten Berufe überwiegend weiblich stereotypisiert sind, finden wir, dass die MINT-Berufe sowie Aufsichts- und Führungspositionen eher männlich stereotypisiert sind. Unsere Ergebnisse belegen einen positiven Zusammenhang zwischen Geschlechter-Stereotypisierung und berufsbezogener Geschlechtersegregation. Dies legt nahe, dass die Geschlechter-Stereotypisierung in Stellenanzeigen dazu beiträgt, dass Frauen in bestimmten Berufen und Berufspositionen unterrepräsentiert sind." (Autorenreferat, IAB-Doku)
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auch erschienen als: LASER discussion papers, 153 -
Literaturhinweis
Occupation-Industry Mismatch in the Cross Section and the Aggregate (2024)
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Darougheh, Saman (2024): Occupation-Industry Mismatch in the Cross Section and the Aggregate. In: Journal of Political Economy Macroeconomics, Jg. 2, H. 3, S. 375-408. DOI:10.1086/731536
Abstract
"I define occupations that are employed in more industries as “broader ” occupations. I study the implications of broadness for mismatch of the unemployed and vacancies across occupations and industries. I empirically find that workers in broader occupations are better insured against industry specific shocks. A recent literature has found that mismatch did not significantly contribute to the rise in unemployment during the Great Recession. I build a general equilibrium model that uses occupational broadness as a microfoundation of mismatch. The model uncovers a general equilibrium channel that realigns the strong crosssectional effects of mismatch with its missing aggregate impact. I argue that mismatch across occupations and industries cannot significantly contribute to aggregate unemployment fluctuations" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Application Flows (2024)
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Davis, Steven J. & Brenda Samaniego de la Parra (2024): Application Flows. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16903), Bonn, 61 S.
Abstract
"We build and analyze a new U.S. database that links 125 million applications to job vacancies and employer-side clients on Dice.com, an online platform for jobs and workers in software design, computer systems, engineering, financial analysis, management consulting, and other occupations that require technical skills. We find, first, that posting durations are quite short, often only two or three days, with a median of seven days. Second, labor market tightness has tiny effects on posting durations. Third, job seekers display a striking propensity to target new postings, with almost half of applications flowing to openings posted in the past 48 hours. Fourth, applications per posting are much too uneven to reflect random search, even within narrow market segments and job categories. Moreover, posted offer wages play no role in explaining the deviations from a random-search benchmark. Fifth, intermediaries play a huge role on both sides of the platform: Recruitment and staffing firms account for two-thirds of all postings and attract most of the applications. We relate these and other findings to theories of labor market search." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
In search of a job—But which one? How unemployed people revise their occupational expectations (2024)
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Demazière, Didier (2024): In search of a job—But which one? How unemployed people revise their occupational expectations. In: Social Policy and Administration, Jg. 58, H. 7, S. 1025-1041. DOI:10.1111/spol.13011
Abstract
"Conducting a job search implies the identification of a target—an intended job. However, this assumption has been little studied, and just two main conclusions have been drawn, namely: jobseekers have an incentive to adjust their targets to the jobs available, and returning to work tends to lead to occupational downgrading. This article explores how job search experiences shape and alter targets. Biographical interviews were conducted with 57 unemployed people registered with the French public employment service. Ultimately, all of them revise their occupational expectations as, faced with the uncertainties inherent to the job search and experiencing difficulties in reaching their priority targets, they try to adapt and define more realistic goals. Four contrasting processes of expectation revision are used to track these tensions between desirability and realism. In conclusion, we stress the following facts: that unemployed people are flexible and develop rationales in order to adapt to the labour market; that their experience of failure, alongside advice and beliefs arising in the course of the job search feed directly into these revisions, and that these revisions both vary in magnitude and reflect inequalities in the defining process of target jobs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Declining Search Frictions, Unemployment and Self-Employment (2024)
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Denderski, Piotr & Florian Sniekers (2024): Declining Search Frictions, Unemployment and Self-Employment. In: The Economic Journal, Jg. 134, H. 659, S. 1100-1145. DOI:10.1093/ej/uead093
Abstract
"In most OECD countries, unemployment rates show no trend, which is puzzling if advancements in information and communication technologies decrease labor-market frictions. We show, both analytically and quantitatively, that accounting for the secular decline in self-employment rates solves the puzzle. While declining labor-market frictions can theoretically explain these trends, we provide contradictory causal evidence that the roll-out of broadband internet has increased self-employment and decreased unemployment rates. We reconcile these observations with a new model featuring frictions in both labour and goods markets. We explain falling self-employment and non-trending unemployment quantitatively by labor-market frictions declining relatively more than goods-market frictions." (Author's abstract, IAB-Doku) ((en))