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Managerial valuation of applicant credentials and personal traits in hiring decisions

Jones, James R.; Co, Catherine Yap; Harter, James K.; … - 2011

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...

Persistent link: https://ebvufind01.dmz1.zbw.eu/10009296312

Culture as a hiring criterion: systemic discrimination in a procedurally fair hiring process

Meurs, Dominique; Puhani, Patrick A. - 2021

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://ebvufind01.dmz1.zbw.eu/10012439684

Do recruiters select workers with different personality traits for different tasks? : a discrete choice experiment

Wehner, Caroline; Grip, Andries de; Pfeifer, Harald - 2020

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://ebvufind01.dmz1.zbw.eu/10012294692

Selection into experiments : evidence from a population of students

Schulz, Jonathan F.; Sunde, Uwe; Thiemann, Petra; … - 2019

literature; and a recruitment experiment that varied information provided in a typical e-mail recruitment procedure for lab … participants. In the recruitment experiment, students were randomly assigned to four conditions that highlighted altruistic motives … along risk preferences, time preferences, and overconfidence. Although the recruitment conditions affect participation rates …

Persistent link: https://ebvufind01.dmz1.zbw.eu/10012139351

How tinted are your glasses? : gender views, beliefs and recommendations in hiring

Hochleitner, Anna; Tufano, Fabio; Facchini, Giovanni; … - 2025

- analyzing both recommendation and recruitment stages. These confirm that recommendations are gendered and impact recruitment. We … strategic behavior based on erroneous beliefs explain referees' choices. Finally, we decompose gender recruitment gaps into two …

Persistent link: https://ebvufind01.dmz1.zbw.eu/10015338736

Wage effects of recruitment methods : the case of the Italian social service sector

Mosca, Michele (contributor); Pastore, Francesco (contributor) - 2008

recruitment methods not for nepotistic reasons, but to better select the most motivated workers, those who share the nonprofit … compensations, informal recruitment methods are part of the process of self-selection of motivated workers in nonprofit …

Persistent link: https://ebvufind01.dmz1.zbw.eu/10003748941

Duration dependence in finding a job : applications, interviews, and job offers

Zuchuat, Jeremy; Lalive, Rafael; Osikominu, Aderonke; … - 2023

The job finding rate declines with the duration of unemployment. While this is a well established fact, the reasons are still disputed. We use monthly search diaries from Swiss public employment offices to shed new light on this issue. Search diaries record all applications sent by job seekers,...

Persistent link: https://ebvufind01.dmz1.zbw.eu/10014428496

Partisan discrimination in hiring

Abel, Martin; Robbett, Andrea; Stone, Daniel F. - 2024

This study experimentally investigates the role of politics in hiring decisions. Participants acted as employers, determining the highest wage to offer candidates based only on their demographic characteristics, education, and partisanship. We find that both Democratic and Republican...

Persistent link: https://ebvufind01.dmz1.zbw.eu/10015158117

Better sexy than flexy? : a lab experiment assessing the impact of perceived attractiveness and personality traits on hiring decisions

Baert, Stijn; Decuypere, Lynn - 2013

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://ebvufind01.dmz1.zbw.eu/10010229535

The timing of preference and prejudice in sequential hiring games

Waddell, Glen R.; Lee, Logan M. - 2014

We model a hiring process in which the candidate is evaluated sequentially by two agents of the firm who each observe an independent signal of the candidate's productivity. We introduce the potential for taste-based discrimination and characterize how one agent's private valuation of the...

Persistent link: https://ebvufind01.dmz1.zbw.eu/10010404030