Selection Processes for Three Types of Academic Jobs. An Experiment among Dutch Employers of Social Sciences Graduates

Wolf, Inge de; Velden, R.K.W. van der

doi:10.1093/esr/17.3.317

Cited by 29 publications

(25 citation statements)

References 7 publications

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“…In sum, this study completes the growing body of experiments on employers' selection decisions in recruitment processes both in general (e.g. De Wolf and Van Der Velden 2001;Protsch and Solga 2015;Damelang and Abraham 2016) and with a specific focus on the role of ISM experience (Humburg and Van Der Velden 2015;Petzold 2017a, b). It sheds light on the extent to which ISM experience is perceived as a signal of general, specific, or transnational human capital by employers in the recruiting process.…”

Section: Introductionsupporting

confidence: 57%

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Heterogeneous effects of graduates’ international mobility on employers’ hiring intentions—experimental evidence from Germany

Petzold

2020

High Educ

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International student mobility (ISM) is considered increasingly important for professional careers. Referring to theories of human capital and job market signalling, we assume that different forms of ISM experience can serve as signals for general, specific and transnational human capital. To test this idea, we use a factorial survey experiment to investigate the weights HR managers of German employers allocate to ISM experience in hiring decisions, both generally and conditionally to other characteristics of the application. A screening situation was simulated by randomly presenting hypothetical applicants, thereby systematically varying ISM experience (no experience, private sojourn, studying abroad, internship abroad) and other graduates' characteristics ascribed and achieved. In contrast to the usual graduate and employer surveys, the experimental approach allows us to investigate employers' evaluations directly while capturing problems of endogeneity. Results show that while an internship abroad is more rewarded by employers than studying abroad or a private sojourn, good grades and occupation-specific professional experience are still the most important. Though the effects of ISM experience are partly independent of those of other characteristics, graduates with migration background and those with a master's degree benefit less from ISM experience. Moreover, ISM experience is more rewarded by employers who operate in international contexts. Overall, the analysis uncovers a heterogeneous signalling power of ISM experience, conditional to different types of human capital and to characteristics of applicants and employers.

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Section: Introductionsupporting

confidence: 57%

“…In line with the importance of general human capital, degrees and good grades are regularly reported as being significant for employers (e.g. Behrenz 2001;De Wolf and Van der Velden 2001).…”

Section: Three Types Of Human Capitalmentioning

confidence: 88%

Heterogeneous effects of graduates’ international mobility on employers’ hiring intentions—experimental evidence from Germany

Petzold

2020

High Educ

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“…This allows to estimate the relative importance of characteristics used. De Wolf and Van der Velden (2001) argue that by presenting characteristics on a vignette simultaneously, the tendency to give social desirable answers is reduced.…”

Section: The Vignette Methodsmentioning

confidence: 99%

What makes a good conference? Analysing the preferences of labour economists

2010

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a b s t r a c tConferences are an important element in the work of researchers, requiring substantial investments in fees, travel expenses and the time spent by the participants. The aim of this paper is to identify the preferences of participants with respect to conference characteristics. Based on a sample of European labour economists, preferences are measured using the vignette approach where participants are asked to choose between hypothetical European Association of Labour Economists (EALE) conferences. We find that the keynote speakers are the most important element in the preference for a conference, followed by the location of the conference. There is substantial heterogeneity in the taste of labour economists especially with respect to location, though the link between preference parameters and measured characteristics like gender, age and seniority is limited. Factor analysis suggests that the variety in preferences can be best described by a latent variable that reflects the weights people put on content versus fun.

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“…Survey experiments are a method to study decisions and preferences that is widely used in the social sciences, but, until now, seldom applied to the study of employers' hiring behavior (for exceptions see van Beek et al 1997;Biesma et al 2007;Di Stasio and Gërxhani 2015;Di Stasio 2014;de Wolf and van der Velden 2001). In a survey experiment participants are confronted with a description of fictional situations, in our case candidate profiles, and are asked to evaluate them.…”

Section: Methodsmentioning

confidence: 99%