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We study how managers value applicant credentials and personal traits in hiring decisions. Using the ordered probit … model, we confirm previous results -managers rank applicant traits higher than credentials. However, we also uncover … patterns not previously observed - managerial valuations of some of these characteristics are dependent on managers' perception …
Persistent link: https://www.econbiz.de/10013125464
Employee referrals are a very common means by which firms hire new workers. Past work suggests that workers hired via referrals often perform better than non-referred workers, but we have little understanding as to why. In this paper, we demonstrate that this is primarily because referrals allow...
Persistent link: https://www.econbiz.de/10013081829
This paper explores whether firms recruit workers with different personality traits for different tasks. For our analysis, we used data from a discrete choice experiment conducted among recruiters of 634 firms in Germany. Recruiters were asked to choose between job applicants who differed in...
Persistent link: https://www.econbiz.de/10012822455
Criteria used in hiring workers often do not reflect the skills required on the job. By comparing trainee performance for newly hired workers conditional on competitive civil service examination scores for hiring French public sector workers, we test whether women and men with the same civil...
Persistent link: https://www.econbiz.de/10013243107
In this letter we present a laboratory experiment to assess the relative and independent effect of perceived attractiveness and personality traits on hiring decisions. Our results indicate that attractiveness and conscientiousness, followed by emotional stability, are important drivers of...
Persistent link: https://www.econbiz.de/10013061450
A criminal record can severely damage labor market prospects. While public and private organizations have developed a host of policies to encourage employers to hire people with a record, research suggests some of the policies may have negative unintended consequences. To explore ways to...
Persistent link: https://www.econbiz.de/10012827341
paper analyses firms' characteristics correlating with their recruitment behaviour towards the elderly (age 50 and more …
Persistent link: https://www.econbiz.de/10013317141
in recruitment requires organizations to adopt more inclusive HR policies at the earliest stages of the recruitment … process. Social dialogue has a crucial role to play in shaping inclusive and discrimination free recruitment policies such …
Persistent link: https://www.econbiz.de/10012948619
We investigate the drivers of gender differentials in hiring chances. More concretely, we test (i) whether recruiters perceive job applicants in gender stereotypical terms when making hiring decisions and (ii) whether the activation of these gender stereotypes in recruiters minds varies by the...
Persistent link: https://www.econbiz.de/10014083715
Notwithstanding the improved integration of various minority groups in the workforce, unequal treatment in hiring still hinders many individuals' access to the labour market. To tackle this inaccessibility, it is essential to know which and to what extent minority groups face hiring...
Persistent link: https://www.econbiz.de/10014083948