Firm Recruitment Behaviour: Sequential or Non‐sequential Search?

Ommeren, Jos van; Russo, Giovanni

doi:10.1111/obes.12027

Cited by 18 publications

(6 citation statements)

References 65 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…At the beginning of the next period, bilateral Nash bargaining takes place, and, if profitable, a meeting is converted into a job. This formulation of the hiring process is consistent with the “nonsequential” search paradigm (see Abbring and van Ours 1994, Davis and de la Parra 2017, van Ommeren and Russo 2014, van Ours and Ridder 1992).…”

Section: Modelsupporting

confidence: 73%

Nonlinear Employment Effects of Tax Policy

Ferraro¹,

Fiori²

2022

J of Money Credit Banking

View full text Add to dashboard Cite

We study the nonlinear propagation mechanism of tax policy in a heterogeneous‐agent equilibrium business cycle model with search frictions in the labor market and an extensive margin of employment adjustment. The model exhibits endogenous job destruction and endogenous hiring standards in the form of occasionally‐binding zero‐surplus constraints. After parameterizing the model using U.S. data, we find that the dynamic response of employment to a temporary change in the labor income tax is highly nonlinear, displaying sizable asymmetries and state dependence. Notably, the response to a tax rate cut is at least twice as large in a recession as in an expansion.

show abstract

Section: Modelsupporting

confidence: 73%

Nonlinear Employment Effects of Tax Policy

Ferraro¹,

Fiori²

2022

J of Money Credit Banking

View full text Add to dashboard Cite

show abstract

“…The former search strategy resembles separate evaluation and the latter joint evaluation. Recruitment strategies vary with firm and job characteristics, but overall, about half of the hiring procedures studied seem to correspond to sequential (separate evaluation) and half to nonsequential (joint evaluation) searches (van Ommeren andRusso 2013, Oyer andSchaefer 2011). Unfortunately, neither the promotion nor the hiring literature has examined the gender impacts of the different hiring and promotion strategies.…”

Section: Introductionmentioning

confidence: 95%

When Performance Trumps Gender Bias: Joint vs. Separate Evaluation

2016

View full text Add to dashboard Cite

G ender bias in the evaluation of job candidates has been demonstrated in business, government, and academia, yet little is known about how to overcome it. Blind evaluation procedures have been proven to significantly increase the likelihood that women musicians are chosen for orchestras, and they are employed by a few companies. We examine a new intervention to overcome gender bias in hiring, promotion, and job assignments: an "evaluation nudge" in which people are evaluated jointly rather than separately regarding their future performance. Evaluators are more likely to base their decisions on individual performance in joint than in separate evaluation and on group stereotypes in separate than in joint evaluation, making joint evaluation the profit-maximizing evaluation procedure. Our work is inspired by findings in behavioral decision research suggesting that people make more reasoned choices when examining options jointly rather than separately and is compatible with a behavioral model of information processing.Data, as supplemental material, are available at http://dx.

show abstract

“…The reason many hiring processes are non-sequential is that it facilitates comparisons between candidates, which makes it easier to derive preferences. Van Ommeren and Russo [21] present empirical evidence that many firms conduct their searches non-sequentially.…”

Section: Figure 1 Process Map For Hiringmentioning

confidence: 98%

The Impact of Technology on the Labor Procurement Process

Pinker

Tilson

2013

2013 46th Hawaii International Conference on System Sciences

View full text Add to dashboard Cite

We construct a mathematical model to explore why digitization of employee recruiting process so far has not resulted in employers reporting hiring better candidates faster. We model multidimensional impact of Internet technology with increases in the total number of applications, in the rate at which applications arrive, and in departure rates of applicants. We also assume that technology leads to a stochastic decrease in the quality of the applicants. We then model a firm's recruiting process and investigate analytically and numerically the expected outcome. We show that the decrease in quality can be the dominant effect resulting in poorer outcome.

show abstract

Firm Recruitment Behaviour: Sequential or Non‐sequential Search?

Cited by 18 publications

References 65 publications

Nonlinear Employment Effects of Tax Policy

Nonlinear Employment Effects of Tax Policy

When Performance Trumps Gender Bias: Joint vs. Separate Evaluation

The Impact of Technology on the Labor Procurement Process

Contact Info

Product

Resources

About