scholarly journals Incentivized Resume Rating: Eliciting Employer Preferences without Deception

2019 ◽  
Vol 109 (11) ◽  
pp. 3713-3744 ◽  
Author(s):  
Judd B. Kessler ◽  
Corinne Low ◽  
Colin D. Sullivan
Keyword(s):  
Human Capital ◽  
College Seniors ◽  
Experimental Paradigm ◽  
Job Seekers ◽  
Job Offers

We introduce a new experimental paradigm to evaluate employer preferences, called incentivized resume rating (IRR). Employers evaluate resumes they know to be hypothetical in order to be matched with real job seekers, preserving incentives while avoiding the deception necessary in audit studies. We deploy IRR with employers recruiting college seniors from a prestigious school, randomizing human capital characteristics and demographics of hypothetical candidates. We measure both employer preferences for candidates and employer beliefs about the likelihood that candidates will accept job offers, avoiding a typical confound in audit studies. We discuss the costs, benefits, and future applications of this new methodology. (JEL D83, I26, J23, J24, M51)

scholarly journals Race and Networks in the Job Search Process

2019 ◽  
Vol 84 (6) ◽  
pp. 983-1012 ◽  
Author(s):  
David S. Pedulla ◽  
Devah Pager
Keyword(s):  
Social Networks ◽  
Labor Market ◽  
African Americans ◽  
Racial Disparities ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Black And White ◽  
Job Offers

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

Older and Younger Job Seekers' Impression Management on LinkedIn

2021 ◽  
Vol 20 (2) ◽  
pp. 61-74
Author(s):  
Franciska Krings ◽  
Irina Gioaba ◽  
Michèle Kaufmann ◽  
Sabine Sczesny ◽  
Leslie Zebrowitz
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Impression Management ◽  
Social Networking Sites ◽  
The Internet ◽  
Job Seekers ◽  
Self Presentation ◽  
Job Offers ◽  
Research Show

Abstract. The use of social networking sites such as LinkedIn in recruitment is ubiquitous. This practice may hold risks for older job seekers. Not having grown up using the internet and having learned how to use social media only in middle adulthood may render them less versed in online self-presentation than younger job seekers. Results of this research show some differences and many similarities between younger and older job seekers' impression management on their LinkedIn profiles. Nevertheless, independent of their impression management efforts, older job seekers received fewer job offers than younger job seekers. Only using a profile photo with a younger appearance reduced this bias. Implications for the role of job seeker age in online impression management and recruitment are discussed.

scholarly journals A Study On Effectiveness Of Competency Mapping Through Training AndDevelopment

2021 ◽  
Vol 12 (11) ◽  
pp. 411-416
Author(s):  
Dr. Saikumari V, Et. al.
Keyword(s):  
Human Capital ◽  
Competitive Advantage ◽  
Practical Training ◽  
Job Seekers ◽  
Changing Environment ◽  
Corporate World ◽  
Training Methodologies ◽  
Training Opportunities ◽  
Specific Learning

In today’s corporate world, many companies and organization are increasingly focusing on human capital as a competitive advantage in rapidly changing environment. Many successful companies realize that their employees are their greatest asset. Therefore, companies are increasingly investing in educating their own employees so that they can grow and change within the company and make it more profitable. The range of training opportunities varies considerable from company to company so, when researching potential employers, it is important for job seekers who  care  about  this  to  investigate  the  level  and  type  of  training  provided  to employees.  After  employees  have  been  selected  for  various  positions  in  an organization,  training  them  for specific  tasks  to  which  they  have  been  assigned assumes greater importance.      This study suggests the organization to implement more modern training methodologies, then to provide practical training to the employees and to provide specific learning assignments or projects for participants to improve on their competency gap.

scholarly journals The Impact of Career Adaptability to the Job Search Strategies of Graduate Students in NCR

2020 ◽  
Vol 5 (1) ◽  
pp. 41-50
Author(s):  
Idda Felice S. Francisco ◽  
Mary Caroline N. Castano
Keyword(s):  
Graduate Students ◽  
Job Search ◽  
Search Strategies ◽  
Jel Classification ◽  
Previous Literature ◽  
Career Adaptability ◽  
Job Seekers ◽  
Job Offers ◽  
Relationship Of ◽  
The Impact

Objective – Job search is a continuous and developing process which is considered to be an essential part of the work-life of people due to its frequency and extensiveness. Previous literature on job search focusses on how hard job seekers search for a job but only have vague knowledge about the strategies that they use during the search. This study aims to identify the influence of career adaptability on employed graduate students in predicting their direct behaviors in the form of job search strategies used in the job search process. The study also aims to examine the impact of the job search strategies on the number of jobs offers received. Methodology/Technique –With a total of 388 samples, PLS-SEM is used to examine the relationship of the variables. Findings – Consistent with previous literature wherein job seekers primarily employ focused strategy when they have a career plan in mind, the results reveal that concern is positively and significantly related to focused strategy, as well as curiosity. Further analysis of the data reveals that exploratory strategy is positively and significantly affected by curiosity and confidence. Novelty – This implies that the more curious and confident graduate students are, the more exploratory they search. Furthermore, the results are consistent with previous studies wherein haphazard strategy was associated with fewer job offers while focused strategy was proven to have a positive effect on the number of job offers. Type of Paper: Empirical. Keywords: Job Search; Career Adaptability; Graduate Students; Job Search Strategies; Employment. Reference to this paper should be made as follows: Francisco, I.F.S; Castano, M.C.N. 2020. The Impact of Career Adaptability to the Job Search Strategies of Graduate Students in NCR, J. Mgt. Mkt. Review 5(1) 41 – 50 https://doi.org/10.35609/jmmr.2020.5.1(4) JEL Classification: A23. A29.

Are job seekers predisposed to job search strategies?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zia Ul Islam ◽  
Qingxiong (Derek) Weng ◽  
Zulqurnain Ali ◽  
Usman Ghani ◽  
Ataullah Kiani ◽  
...  
Keyword(s):  
Personality Traits ◽  
Job Search ◽  
Structural Equation ◽  
Search Strategy ◽  
Positive Association ◽  
Search Strategies ◽  
Equation Modeling ◽  
Job Seekers ◽  
Content Type ◽  
Job Offers

PurposeThis study examines the associations among specific personality traits, job search strategies (JSSs) and job search outcomes.Design/methodology/approachTime-lagged data (three-waves) were collected from 528 Chinese graduating students. Structural equation modeling (SEM) was used to test the proposed hypotheses.FindingsThe results revealed a positive association between conscientiousness and both a focused job search strategy (FJSS) and an exploratory job search strategy (EJSS). Neuroticism was positively related to a haphazard job search strategy (HJSS), but negatively associated with both a FJSS and an EJSS. Moreover, FJSS and EJSS were positively related to both the number of job offers (NJOs) and the number of satisfied job offers (NSJOs). However, compared with FJSS, EJSS explained more variance in NJOs but less in NSJOs. Additional analysis showed a significant positive association between conscientiousness and job search intensity (JSI), but no significant relationship between neuroticism and JSI. JSI had significant associations with both NJOs and NSJOs. Further, FJSS and EJSS mediated the association between focal personality traits and both NJOs and NSJOs. Additionally, JSI also mediated the association between conscientiousness and both NJOs and NSJOs.Originality/valuePrevious research has confirmed that JSSs (Stevens and Turban, 2001) are consequential for important job search outcomes. However, whether fresh job seekers are predisposed to the use of JSSs is yet to be explored. This study adds to the job search literature by filling this void.

scholarly journals Surprisingly small: effects of “generous” social benefits on re-employment of (quasi-) jobless households

2020 ◽  
Vol 36 (1) ◽  
pp. 76-91
Author(s):  
René Lehwess-Litzmann ◽  
Ides Nicaise
Keyword(s):  
Job Search ◽  
Negative Impact ◽  
Social Benefits ◽  
Job Seekers ◽  
Work Intensity ◽  
Negative Effects ◽  
Job Offers ◽  
One Year ◽  
Disincentive Effect ◽  
The Eu

AbstractThis article analyses whether the extent of public welfare provision influences the speed at which (quasi-)jobless households get (back) into employment. (Quasi-)joblessness is one of the key criteria defining the risk of poverty and social exclusion in the EU. Moreover, the perceived tension between the main functions of social benefits (protecting households from poverty and incentivising job search) is most acute among these households. Based on EU-SILC data, we examine changes of household work intensity during one year after benefit receipt. We observe that “more-generous” social benefits have a slightly negative impact. This can potentially be due to a disincentive effect of social benefits, but it can also mean that the additional financial leeway is used by job seekers to wait for more adequate job offers or engage in further training. Even though statistically significant, the estimated negative effects are very small.

Getting a Job

2021 ◽  
pp. 60-80
Author(s):  
Elizabeth L. Shoenfelt
Keyword(s):  
Social Media ◽  
Graduate School ◽  
Job Search ◽  
Tracking Systems ◽  
Job Seekers ◽  
Master's Students ◽  
Media Image ◽  
Job Offers

This chapter provides readers with critical insights into the nuts and bolts of conducting a job search. Specific actions that industrial-organizational master’s students can take to execute a successful job search are provided. Actions in graduate school that lay a foundation for a successful job search include developing an elevator speech, pursuing internships (paid or unpaid), participating in applied projects, and ensuring a professional social media image. Strategies for completing an application, using applicant tracking systems, writing résumés and cover letters, responding to phone screens, preparing for interviews, and demonstrating job offer etiquette are provided. These strategies enable most job seekers to land one or multiple job offers within six months of graduation.

Human Capital Management of Today’s Youth Through the Development of the Interaction Model Between Employers, Universities and Young Professionals Within the Competence Approach

2016 ◽  
Vol 5 (2) ◽  
pp. 56-60
Author(s):  
Потравная ◽  
E. Potravnaya
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Professional Education ◽  
Professional Socialization ◽  
Interaction Model ◽  
Economic Behavior ◽  
Job Seekers ◽  
Capital Theory ◽  
Higher Professional Education ◽  
High Level

This article analyzes the use of human capital theory as applied to the youth labor market. A model of the interaction of social actors in the labor market of the Russian Federation is given. The article considers the concept of the youth potential and its components. Within the framework of this model the orientation of young job seekers to develop their potential for high economic benefi ts is required, while employers are involved in activities on the professional socialization of students and graduates in order to develop human capital and training of mobile professionals with a high level of professional and general cultural competence. The value of the proposed model is associated with the development of common cultural and professional competences. The model refl ects the economic behavior, characteristic of the young students and graduates, who receive higher professional education. This model is not the main but additional way to explain human behavior in the fi eld of employment, based on the conceptual and methodological basis of economic sociology.

scholarly journals The role of social networks in personality analysis for recruitment of laureates: A systematic review and exploratory study

2021 ◽  
Vol 119 ◽  
pp. 05004
Author(s):  
Qostal Aniss ◽  
Moumen Aniss ◽  
Lakhrissi Younes
Keyword(s):  
Systematic Review ◽  
Exploratory Study ◽  
Job Seekers ◽  
Recruitment Process ◽  
Professional Networks ◽  
Job Requirements ◽  
Job Offers ◽  
Global Vision ◽  
Selection Of

Today, the recruitment process has seen a drastic change in the measure of the personality aspect of the candidates. Accordingly, in the era of digitalization and the proliferation of the professional social network, the selection of valuable information provided from the candidate’s accounts has a primordial role in the selection of the profiles responding to job offers and to create a global vision on the personality and the capability of the job seekers from teamwork and leadership to meet the job requirements. The paper aims to discover the approaches applied in the personality analysis based on the professional networks. Beginning with a systematic review of previous works and exploratory analysis through interviews with stakeholders participated in the recruitment process.

scholarly journals Current Issues of Personnel Management Policy on the Railways of Mongolia

2020 ◽  
Vol 30 (4) ◽  
pp. 516-521
Author(s):  
Shuragiyn Bayaraa ◽  
Anatoliy Jakobson ◽  
Antonina Chernykh
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Training System ◽  
Management Policy ◽  
Advanced Training ◽  
Job Seekers ◽  
And Performance ◽  
Personnel Policies ◽  
Training Of Personnel ◽  
Comprehensive Study

The article analyzes the results of the research of personnel policy of Mongolian Railways. For the period 2012–2017 we conducted a comprehensive study of the following components of HR policy of JSC «Ulaanbaatar Railway»: the training system, retraining and advanced training of personnel and evaluation of its effectiveness by the staff of JSC; views and opinions of the staff about the features and performance of the personnel policies. We also did a comparative study of system of material motivation and its impact on the value of human capital; and surveyed job seekers in the labor market on their perception of the JSC as an employer.

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