The Extent and Cyclicality of Career Changes: Evidence for the U.K

Carillo-Tudela, Carlos; Hobijn, Bart; She, Po-Wen; Visschers, Ludo

doi:10.24148/wp2014-21

Cited by 4 publications

(5 citation statements)

References 21 publications

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“…Section II details a counterfactual exercise on whether or not the changing composition of the unemployment pool accounts for the Great Recession's rise in LTU. Section III outlines the methodology used to estimate transition rates, discusses their time series, and briefly gives some detail of the extended EHS stocks-4 As such, this article relates to several others that have used the LFS to characterise the fluidity of the UK labour market, detailing its advantages and limitations in this regard: Gomes (2012), Sutton (2013) and Carrillo-Tudela et al (2016). 5 I use the term duration dependence here more loosely than in the specialist literature, which applies this only to the exit probability of individuals.…”

Section: Introductionmentioning

confidence: 99%

Long‐Term Unemployment and the Great Recession: Evidence from UK Stocks and Flows

Singleton

2017

Scottish J Political Eco

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Long-term unemployment more than doubled during the United Kingdom's Great Recession. Only a small fraction of this persistent increase can be accounted for by the changing composition of unemployment across personal and work history characteristics. Through extending a well-known stocks-flows decomposition of labour market fluctuations, the cyclical behaviour of participation flows can account for over two-thirds of the high level of long-term unemployment following the financial crisis, especially the procyclical flow from unemployment to inactivity. The pattern of these flows and their changing composition suggest a general shift in the labour force attachment of the unemployed during the downturn.

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Section: Introductionmentioning

confidence: 99%

Long‐Term Unemployment and the Great Recession: Evidence from UK Stocks and Flows

Singleton

2017

Scottish J Political Eco

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“…As noted earlier in the paper, prior work studying how workers get jobs has an overwhelming focus on how workers apply to job openings (e.g., Pissarides, 1985) or how existing employees use their social networks to hire through referrals (e.g., Fernandez & Weinberg, 1997). As such, surveys of U.S. workers have rarely explicitly asked whether they were recruited by a headhunting firm or their employer (Carrillo‐Tudela et al, 2015). In the 1991 wave, the General Social Survey included the following question: “There are many ways people hear about jobs—such as from ads, employment agencies, or from other people.…”

Section: Resultsmentioning

confidence: 99%

“…Currently, our understanding of firm‐driven “outbound” recruiting rests almost entirely on indirect inferences and relatively ad hoc labor market models. For example, a Federal Reserve report indicated that nearly 1 in 3 workers who switched employers were not actively searching—a finding the authors attribute to high rates of outbound recruiting by firms (Carrillo‐Tudela et al, 2015). Similarly, in a new survey of job search behavior of employed and unemployed workers, Faberman et al (2020) find that around 22% of the employed report searching for work on the job in the prior 4 weeks.…”

Section: Introductionmentioning

confidence: 99%

Hunting for talent: Firm‐driven labor market search in the United States

Black,

Hasan,

Koning

2023

Strategic Management Journal

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Research SummaryWe analyze firm‐driven labor market search, where firms “hunt” for talent rather than rely on workers to apply for vacancies. We leverage three approaches. We develop a model of firm‐driven search and derive equilibrium conditions under which firms use this channel. We test our model's predictions using two data sources. Data from a nationally representative survey of 10,000 workers shows that the percentage hired through recruiting has increased from 4.9% in 1991 to 14.3% in 2022. This share is larger for higher‐skilled workers and those with online profiles on LinkedIn. We complement this analysis with data on the near universe of online job postings from 2010 through 2020. Consistent with our model and worker survey evidence, we find firms that demand higher‐skilled workers or operate in labor markets with heavy LinkedIn use are more likely to “hunt for talent.”Managerial SummaryWe study the phenomenon of “hunting” for talent, where firms fill open positions by searching for workers and inviting them to a recruiting process, rather than relying on workers to apply directly. We find that the percentage of workers hired through hunting has increased from 4.9% in 1991 to 14.3% in 2022. We propose that firms that rely more on high‐skilled workers and/or operate within industries with a higher share of available candidates with online profiles are more likely to hunt for their talent. We find support for this conjecture using two data sets, documenting the worker and firm side of the labor market. Data from a nationally representative survey of 10,000 workers shows they are more likely to have been “hunted” by their employer if they work in an occupation that requires more skills, or if their industry has more candidates with online profiles. Moreover, data on US‐wide job postings over the past decade shows that firms in need of highly skilled workers are more likely to invest in outbound recruiting capabilities.

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“…Rather, the opportunity or invitation to apply came to them (Carrillo-Tudela et al, 2015), typically from a vendor. One implication of this change for research has to do with retention.…”

Section: The Task Of Staffingmentioning

confidence: 99%

“…The change in hiring from the “spray and pray” approach of posting ads and waiting for responses to actively seeking out candidates is profound: A majority of US employees who change jobs now report that they were not actively searching for a new one. Rather, the opportunity or invitation to apply came to them (Carrillo‐Tudela et al, 2015), typically from a vendor. One implication of this change for research has to do with retention.…”

Section: The Task Of Staffingmentioning

confidence: 99%

The rise of the human capital industry and its implications for research

Cappelli,

Schwartz

2023

Human Resource Management

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We document the size and scope of the industry of for‐profit vendors that now handles a considerable proportion of human resource tasks for individual US employers, a collection we describe as the human capital industry. Outsourcing these tasks changes how the human resources function is executed in ways we describe below. This change should matter to researchers if they are interested in choosing topics that have relevance, and it should also matter to teachers of human resources who want to present an accurate description of practice to students. Aside from the now remarkable size of the HR industry, arguably its most important attribute is its marketing efforts, which now drive the agenda for the field of HR. A concern about that agenda is that it often creates the perception of challenges for management when in practice no evidence of those challenges exists.

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The Extent and Cyclicality of Career Changes: Evidence for the U.K

Cited by 4 publications

References 21 publications

Long‐Term Unemployment and the Great Recession: Evidence from UK Stocks and Flows

Long‐Term Unemployment and the Great Recession: Evidence from UK Stocks and Flows

Hunting for talent: Firm‐driven labor market search in the United States

The rise of the human capital industry and its implications for research

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