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Do Employers Discriminate Less if Vacancies are Difficult to Fill? Evidence from a Field Experiment

Baert, Stijn - 2013

We empirically test the relationship between hiring discrimination and labour market tightness at the level of the occupation. To this end, we conduct a correspondence test in the youth labour market. In line with theoretical expectations, we find that, compared to natives, candidates with a...

Persistent link: https://www.econbiz.de/10013086979

Diversity, Social Goods Provision, and Performance in the Firm

Ellison, Sara Fisher - 2014

The last decade has seen a growing interest among economists on the effect of diversity on the provision of social goods and the stock of social capital. Indeed, in the workplace, cooperation, trust, and other social goods may be important elements of the smooth functioning of an office, but...

Persistent link: https://www.econbiz.de/10013069250

Team Production, Gender Diversity, and Male Courtship Behavior

von Siemens, Ferdinand - 2015

This theoretical paper explores the impact of gender diversity on team production. The key assumption is that men derive utility from signaling high ability to female colleagues. The analysis shows that some gender diversity maximizes expected team production if (i) men and women have similar...

Persistent link: https://www.econbiz.de/10013024701

Diversity and Conflict

Arbatli, Cemal Eren - 2018

This research advances the hypothesis and establishes empirically that interpersonal population diversity has contributed significantly to the emergence, prevalence, recurrence, and severity of intrasocietal conflicts. Exploiting an exogenous source of variations in population diversity across...

Persistent link: https://www.econbiz.de/10012916960

Wages and Recruitment : Evidence from External Wage Changes

Falch, Torberg - 2013

This paper estimates the causal effect of the wage on the recruitment rate at the establishment level. During the 1990s … schools with severe recruitment problems in the past and located in one specific region. The empirical approach exploits … for teachers. In a difference-in-differences framework, I find that the wage premium increased the recruitment rate by 6 …

Persistent link: https://www.econbiz.de/10013087721

Disaggregating the Matching Function

Diamond, Peter A. - 2017

The aggregate matching (hiring) function relates gross hires to labor market tightness. Decompositions of aggregate hires show how the hiring process differs across different groups of workers and of firms. Decompositions include employment status in the previous month, age, gender and...

Persistent link: https://www.econbiz.de/10012964060

A Competitive Model of Worker Replacement and Wage Rigidity

Snell, Andy - 2014

We adapt the models of Menzio and Moen (2010) and Snell and Thomas (2010) to consider a labour market in which firms can commit to wage contracts but cannot commit not to replace incumbent workers. Workers are risk averse, so that there exists an incentive for firms to smooth wages. Real wages...

Persistent link: https://www.econbiz.de/10013058504

Revisiting the Matching Function

Kohlbrecher, Britta - 2016

There is strong empirical evidence for Cobb-Douglas matching functions. We show in this paper that this widely found relation between matches on the one hand and unemployment and vacancies on the other hand can be the result of different underlying mechanisms. Obviously, it can be generated by...

Persistent link: https://www.econbiz.de/10012988302

Taking the Leap : The Determinants of Entrepreneurs Hiring Their First Employee

Fairlie, Robert W. - 2016

Job creation is one of the most important aspects of entrepreneurship, but we know relatively little about the hiring patterns and decisions of startups. Longitudinal data from the Integrated Longitudinal Business Database (iLBD), Kauffman Firm Survey (KFS), and the Growing America through...

Persistent link: https://www.econbiz.de/10012994091

Voting in Hiring Committees : Which 'Almost' Rule is Optimal?

Baharad, Eyal - 2018

We determine the scoring rule that is most likely to select a high-ability candidate. A major result is that neither the widely used plurality rule nor the inverse-plurality rule are ever optimal, and that the Borda rule is hardly ever optimal. Furthermore, we show that only the...

Persistent link: https://www.econbiz.de/10012924991

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