Dynamics and endogeneity of firms’ recruitment behaviour

Ehrenfried, Felix; Holzner, Christian

doi:10.1016/j.labeco.2019.01.004

Cited by 11 publications

(6 citation statements)

References 35 publications

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“…First, firms can probably increase their search and screening efforts to fill the open positions (e.g., Gavazza et al 2018 ; Leduc and Liu 2020 ). Second, such positions might remain unfilled if the costs of searching become greater than the revenues generated when the position is filled, leading to developing alternative options such as labor-saving technologies (e.g., Andrews et al 2008 ; Ehrenfried and Holzner 2019 ). Third, the position could be filled with applicants who do not (yet) possess the skills required.…”

Section: Review Of Existing Literaturementioning

confidence: 99%

Shortage of Skilled Labor, Unions and the Wage Premium: A Regression Analysis with Establishment Panel Data for Germany

Kölling

2022

J Labor Res

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The author investigates the different influences of labor shortage on wages in firms with or without collective bargaining agreements. In addition to training, technological solutions, and organizational flexibility, employers can also offer higher wages at a constant employment level to fill vacancies if the current payments are lower than the marginal revenue of the workers. Firms with collective bargaining agreements probably already pay wages according to marginal revenue or, in the case of rent sharing, above it, and the remuneration is probably also not adjusted. Using wage regressions with panel data for German establishments, this paper shows that collective bargaining and a lack of skilled workers can lead to higher wages. However, the latter only applies to firms that are not bound by collective agreements. Hence, wage differentials between these firms decrease, providing further explanation for a countercyclical development of the wage premium from the collective bargaining agreement.

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Section: Review Of Existing Literaturementioning

confidence: 99%

Shortage of Skilled Labor, Unions and the Wage Premium: A Regression Analysis with Establishment Panel Data for Germany

Kölling

2022

J Labor Res

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“…All the more critically, those in charge of selecting the successful applicant ought to have sufficient data whereupon to base their choices [2]. Due to these characteristic features listed above, it has caught the attention of both practitioners and researchers over the last century [3,4] with efforts for continuous improvements and research for best practices in interview and selection processes being explored [5,6]. There are different dimensions and perspectives to study, analyse and understand the selection process [7].…”

Section: Introductionmentioning

confidence: 99%

Challenges in Recruitment and Selection Process: An Empirical Study

Rozario

Venkatraman

Abbas³

2019

Challenges

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Today's knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed, and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

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“…A total of 54 respondents took part in the study. The questionnaire included the questions addressing the problems of filling vacancies [11], quality of training of graduates and the criteria for staff selection.…”

Section: Methodsmentioning

confidence: 99%

Study of the Level of Employers’ Satisfaction with the Quality of Training in Universities

Konstantin¹,

Irina²,

Trukova³

2020

Proceedings of the “New Silk Road: Business Cooperation and Prospective of Economic Development” (NSRBCPED 2019)

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The study of employers' attitudes and public opinion shows a serious problem in the relationship between employers and universities. The problem is that the professional qualification of university graduates is more likely to be insufficient to satisfy growing employers' demands. The key aspects of the problem are the lack of both work experience and practical and socio-psychological training of the graduates.The introduction of new requirements to the educational process, regulated by modern State educational standards, as well as changing employers' attitude to the issues relating to staffing should improve the quality of training of university graduates in terms of their readiness to perform practical tasks in real conditions. This study aims to assess the level of employers' satisfaction with the quality of training in universities for the regional labor market.The results identified the employers' requirements for university graduates, the priority of criteria for personnel selection, the importance of university graduates' personal characteristics for employers and other things that should be taken into account by universities while developing the model of interaction with the labor market. Keywords: level of employers' satisfaction, quality of training in universities, interaction between employers and universities, labor market, competence-oriented education

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Dynamics and endogeneity of firms’ recruitment behaviour

Cited by 11 publications

References 35 publications

Shortage of Skilled Labor, Unions and the Wage Premium: A Regression Analysis with Establishment Panel Data for Germany

Shortage of Skilled Labor, Unions and the Wage Premium: A Regression Analysis with Establishment Panel Data for Germany

Challenges in Recruitment and Selection Process: An Empirical Study

Study of the Level of Employers’ Satisfaction with the Quality of Training in Universities

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