What Do Student Jobs on Graduate Cvs Signal to Employers?

The impact of combining work with study on the labour market performance of graduates: the joint role of work intensity and job-field match

“…Overall, these findings highlight the primary importance of working in jobs related to the field of education while enrolled in higher education in order to improve graduates' career success. This is consistent with the experimental evidence recently reported by Van Belle et al (2020), indicating that only pre-graduation jobs related to the degree's content generate positive signals of better skills and trainability to the employers' eyes. Therefore, our results support the need to promote pre-graduation employment in activities that are matched to the degree's content, such as compulsory internship programmes (in line with Baert et al, 2021).…”

“…This evidence indicates that students working in internship programmes that are likely to be related (at least to some extent) to the degree field of study, generates positive signals in the labour market in terms of increasing the rate of job offers while searching for employment. Finally, the recent paper by Van Belle et al (2020) specifically focuses on what student work signals in the CV, and provides novel evidence based on an experimental study using vignettes. They adopt a similar definition of IJM 43,7 pre-graduation jobs as in Baert et al (2016) and try to understand which skills are signalled by different types of work activities.…”

Diving in the Minds of Recruiters: What Triggers Gender Stereotypes in Hiring?

“…Vignette experiments, in contrast, allow researchers to survey employers regarding a multitude of decisions and the motivations behind them. Consequentially, vignette experiments are more appropriate to research the underlying mechanisms behind employers' hiring decisions-i.e., the prime goal of this research-than correspondence tests (Van Belle et al, 2020;Van Borm, Burn, & Baert, 2021).…”

“…It is not surprising, then, that vignette experiments have been conducted extensively in various academic fields, including economics (e.g., Ambuehl & Ockenfels, 2017;Eriksson & Kristensen, 2014;Mathew, 2017), sociology (e.g., Auspurg, Hinz, & Sauer, 2017;Jasso, 2006;Liebe, Moumouni, Bigler, Ingabire, & Bieri, 2020;McDonald, 2019;Rivera & Tilcsik, 2016;Wallander, 2009), and psychology (e.g., Derous, Nguyen, & Ryan, 2009;Derous, Ryan, & Nguyen, 2012;Webster, O'Toole, O'Toole, & Lucal, 2005). Moreover, they have been widely used to study employers' hiring decisions, as well as potential hiring discrimination towards various minority groups in the labour market (e.g., Baert & De Pauw, 2014;Damelang, Abraham, Ebensperger, & Stumpf, 2019;Derous et al, 2009;Derous et al, 2012;Di Stasio, 2014;Hosoda, Stone, & Stone-Romero, 2003;McDonald, 2019;Van Belle et al, 2018;Van Belle, Caers, De Couck, Di Stasio, & Baert, 2019;Van Belle et al, 2020;Van Borm, Dhoop, Van Acker, & Baert, 2020;Van Hoye & Lievens, 2003).…”

An Arab, an Asian, and a Black Guy Walk into a Job Interview: Ethnic Stigma in Hiring after Controlling for Social Class

“…Although correspondence tests are excellent for measuring hiring discrimination, they are less suitable for explaining that discrimination because they can only provide indirect evidence of the mechanisms underlying the phenomenon. Directly surveying the tested employers about their hiring motivations is impossible because, in these experiments, only an employer's binary decision to offer a job interview to an applicant or not can be measured (Van Belle et al, 2020;Van Borm, Burn, & Baert, 2021). Additionally, non-experimental self-reported survey data can never be fully confirmed as free of bias due to the presence of possible confounding variables or socially desirable answering.…”