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Do employers discriminate less if vacancies are difficult to fill? : evidence from a field experiment

Baert, Stijn; Cockx, Bart; Gheyle, Niels; Vandamme, Cora - 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/10009700309

Increasing workplace diversity : evidence from a recruiting experiment at a Fortune 500 company

Flory, Jeffrey A.; Leibbrandt, Andreas; Rott, Christina; … - 2018 - This version: April 11, 2018

The persistent lack of workplace diversity in management and leadership may lead to organizational vulnerabilities. White males occupy most high-profile positions in the largest U.S. corporations whereas African Americans, Hispanics, and women are clearly underrepresented in leadership roles....

Persistent link: https://www.econbiz.de/10011845279

Delegation in hiring : evidence from a two-sided audit

Cowgill, Bo; Perkowski, Patryk - 2024

Firms increasingly delegate job screening to third-party recruiters, who must not only satisfy employers’ demand for different types of candidates, but also manage yield by anticipating candidates’ likelihood of accepting offers. We study how recruiters balance these objectives in a novel,...

Persistent link: https://www.econbiz.de/10014543833

Aversion to hiring algorithms : transparency, gender profiling, and self-confidence

Dargnies, Marie-Pierre; Hakimov, Rustamdjan; Kübler, … - 2022

We run an online experiment to study the origins of algorithm aversion. Participants are either in the role of workers or of managers. Workers perform three real-effort tasks: task 1, task 2, and the job task which is a combination of tasks 1 and 2. They choose whether the hiring decision...

Persistent link: https://www.econbiz.de/10013383463

Explicit and implicit belief-based gender discrimination : a hiring experiment

Barron, Kai; Ditlmann, Ruth; Gehrig, Stefan; … - 2022

Understanding discrimination is key for designing policy interventions that promote equality in society. Economists have studied the topic intensively, typically taxonomizing discrimination as either taste-based or (accurate) statistical discrimination. To reveal the limitations of this taxonomy...

Persistent link: https://www.econbiz.de/10013186866

Betting on diversity : occupational segregation and gender stereotypes

Fischbacher, Urs; Kübler, Dorothea; Stüber, Robert - 2022

Many occupations and industries are highly segregated with respect to gender. This segregation could be due to perceived job-specific productivity differences between men and women. It could also result from the belief that single-gender teams perform better. We investigate the two explanations...

Persistent link: https://www.econbiz.de/10013482205

The gender disclosure gap : salary history bans unravel when men volunteer their income

Cowgill, Bo; Agan, Amanda Y.; Gee, Laura K. - 2024

This study investigates whether the success of salary history bans could be limited by job-seekers volunteering their salaries unprompted. We survey American workers in 2019 and 2021 about their recent job searches, distinguishing when candidates were asked about salary history from when they...

Persistent link: https://www.econbiz.de/10014556688

LinkedOut? : a field experiment on discrimination in job network formation

Evsyukova, Yulia; Rusche, Felix; Mill, Wladislaw - 2024

We assess the impact of discrimination on Black individuals’ job networks across the U.S. using a two-stage field experiment with 400+ fictitious LinkedIn profiles. In the first stage, we vary race via AI-generated images only and find that Black profiles’ connection requests are 13 percent...

Persistent link: https://www.econbiz.de/10015084944

Recruitment policies, job-filling rates and matching efficiency

Carrillo-Tudela, Carlos; Gartner, Hermann; Kaas, Leo - 2020

Recruitment behavior is important for the matching process in the labor market. Using unique linked survey …-administrative data, we explore the relationships between hiring and recruitment policies. Faster hiring goes along with higher search … directed search model in which ﬁrms use different recruitment margins in response to productivity shocks. The calibrated model …

Persistent link: https://www.econbiz.de/10012219357

Revisiting the matching function

Kohlbrecher, Britta; Merkl, Christian; Nordmeier, Daniela - 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/10011482505

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