Algorithmically recommending workers to employers for the purpose of recruiting can substantially increase hiring: in an experiment conducted in an online labor market, employers with technical job vacancies that received recruiting recommendations had a 20% higher fill rate compared to the control. There is no evidence that the treatment crowded-out hiring of non-recommended candidates. The ex...

The responses of workers and their employers to the onset of work-limiting health impairments were investigated using data from the new Health and Retirement Study. The results indicate that many workers who suffer from health limitations are directly accommodated by their employers, and that those those who do not receive direct accommodation frequently adapt to their limitations by altering t...

Do Employers Use Unemployment as a Sorting Criterion When Hiring? Evidence from a Field Experiment In this paper, we use unique data from a field experiment in the Swedish labor market to investigate how past and contemporary unemployment affect a young worker’s probability of being invited to a job interview. In contrast to studies using registry/survey data, we have complete control over the ...

The development of modern information systems and the increasing popularity of the cloud service fore-Recruitment and Selection system has become a new trend for the businesses. However, the majority of the human resource agencies analyze job seekers by considering just their personality, career, interests and work values. Such an analysis makes it difficult for employers to estimate the fitnes...

We study the recruitment behaviour of Swedish employers using data from a stated choice experiment. In the experiment, the employers are first asked to describe an employee who recently and voluntarily left the firm and then to choose between two hypothetical applicants to invite to a job interview or to hire as a replacement for their previous employee. The two applicants differ with respect t...

A Study of the Relative Importance of Training on the Employability of the Mentally Retarded as Rated by Employers and Educators in Cache Co unty, Utah by John F. Hurst , Master of Science Utah State Un iversity, 197 2 Major Professor: Dr. Devoe c. Rickert Department: Special Education Relative differences in attitudes between educators and employers concerning training of the mentally retarded...

We experimentally investigate a repeated “inspection game” where, in the stage game, an employee can either work or shirk and an employer simultaneously chooses to inspect or not inspect. The unique equilibrium of the stage game is in mixed strategies with positive probabilities of shirking/inspecting while combined payoffs are maximized when the employee works and the employer does not inspect...

The study examined employers' knowledge of and attitudes toward working carers who care for aging family members. The study was based on the ecological model. One hundred employers were interviewed using structured questionnaires and 13 employers by additional in-depth interviews. Both research instruments included areas of disruption to the organization, existing policies, and feasibility as t...

Although more than 60,000 workers formally charge their employers with unlawful sex or race employment discrimination annually, fewer than one in five charges results in outcomes favorable to the complainant. Building on sociolegal and organizational theory, this study examines how employing organizations avoid unfavorable discrimination-charge outcomes. Using EEO-1 establishment reports matche...

In the labor market, statistical discrimination occurs when employers’ beliefs about workers’ behavior induce different groups of workers to invest at different rates in their education. Thus, even though groups may be identical ex-ante, the beliefs of the employers are self-fulfilling. Theoretically and in an experiment, we investigate under what circumstances statistical discrimination occurs...