Social Networks and Employment: Mechanisms (Part 1)

Abstract

While substantial progress has recently been made in the literature on social networks and employment, this research has not been accompanied by a larger organizing framework. In this article, we attempt to provide such framework while reviewing the literature that addresses the context of work and employment from a social network perspectivethat is, research based on the assumption that actors are embedded in networks of social relations and interactions. In particular, our review focuses on the primary mechanisms that help explain how networks may shape employment outcomes and processes, namely, by conveying resources and providing signals to others. Ties among social actors may transfer better or unique resources such as information, learning, influence, and support, which consequently may affect key employment outcomes. Ties may also provide signals concerning ability, legitimacy/trust, status, and relationship meaning. We conclude by presenting a number of alternative arguments in the literature and discussing future directions for the research on social networks and employment.

Connecting Employers and Workers: Can Recommendations from the Public Employment Service Act as a Substitute for Social Contacts?

“…Social networks have been proven to be an important determinant of individual labour market outcomes (Castilla et al, 2013; Granovetter, 1995; Oesch and von Ow, 2017; Rubineau and Fernandez, 2015). This is because they reduce uncertainty (Castilla et al, 2013) and connect otherwise disconnected actors (Burt, 1992).…”

Soziale Netzwerke Langzeitarbeitsloser und die Aufnahme einer Erwerbstätigkeit

“…B. zu Erwerbstätigen vs. nicht-Erwerbstätigen oder zu hoch vs. gering Gebildeten). Castilla et al (2013) arbeiten die verschiedenen in der Literatur aufgeführten theoretischen Mechanismen heraus, über die Netzwerke ihre positive Wirkung auf die Arbeitsmarktchancen entfalten. Sie unterscheiden dabei zwischen zwei Arten von Mechanismen: den über soziale Beziehungen vermittelten Ressourcen und der Wirkung sozialer Beziehungen als Signal.…”

“…Eine ebenfalls indirekte Auswirkung kann die soziale Unterstützung sein, indem Netzwerkmitglieder helfen, mit Rückschlägen umzugehen und die Motivation und das Engagement zur Stellensuche aufrechtzuerhalten. Castilla et al (2013) arbeiten zudem heraus, dass soziale Netzwerke von Arbeitsuchenden am Arbeitsmarkt als Signale wirken können, indem sie potenziellen Arbeitgebern beispielsweise Anhaltspunkte zu Fähigkeiten, Vertrauen oder Status einer sich bewerbenden Person geben. In der Literatur wird die Signalisierung von Kompetenz besonders hervorgehoben.…”

Best in Class: The Returns on Application Endorsements in Higher Education

“…For most organizations and educational institutions, applicant screening and selection processes include the review of multiple types of data, including application forms, résumés, cover letters, work samples, transcripts, and test scores, among others (Wilk and Cappelli, 2003; Yate, 2014; Society for Human Resource Management, 2016). Such screening has increasingly relied on formalized organizational practices that seek to incorporate employment data drawn from applicants’ personal and professional networks when evaluating and selecting job applicants (see Kalleberg et al, 1996; Castilla, Lan, and Rissing, 2013; CareerBuilder, 2016).…”

“…To evaluate job applications, employers have traditionally relied on standard tools to collect information about applicants’ qualifications and accomplishments, such as résumés, transcripts, work samples, and standardized tests, among others (Wilk and Cappelli, 2003; Rivera, 2012; Society for Human Resource Management, 2016). Such screening has been complemented by organizational practices that use applicants’ connections as a way to help identify the best candidates (Kalleberg et al, 1996; Castilla, Lan, and Rissing, 2013). For example, to better assess job applicants, many employers require work references and letters of recommendation.…”