Search

Employee "water cooler conversations" with coworkers, as well as interpersonal interactions outside of one's employing organization, are key sources of information about the labor market. Although the value of network ties for job search is well recognized, research to date has tended to focus on how network ties relate to job search outcomes, providing little insight into what types of network ties offer information that shape job seeker perceptions and behaviors throughout the job search process. Drawing from Steel's (2002) evolutionary search model and social network research, we assert that different types of network ties—those that are weak versus strong and those internal versus external to the organization—offer different types of labor market information, which impacts employees' labor market perceptions, propensity to search for employment, and job search effectiveness. Using a time‐separated research design in a sample of healthcare workers, we find weak external ties are associated with more optimistic perceptions of the labor market, increased marketability, and early‐stage job search, and strong external ties are associated with greater marketability and propensity to engage in an early‐stage job search. Strong internal ties (SITs) have dual, opposing influences on employee job search: SITs are associated with less early‐stage job search, but they are also associated with increased concrete prospects when employees are more actively seeking alternative employment. Taken together, this study provides more nuanced insights into how network ties influence employee job search processes, clarifying ambiguities in this literature. [ABSTRACT FROM AUTHOR]

Early stage technology startups rely critically on talented scientists and engineers to commercialize new technologies. And yet these startups compete with established technology firms to hire the best workers. Theories of ability sorting predict that high-ability workers will choose jobs in established firms that offer greater complementary assets and higher pay, leaving low-ability workers to take lower paying and riskier jobs in startups. We propose an alternative view in which heterogeneity in both worker ability and preferences enable startups to hire talented workers who have a taste for a startup work environment even at lower pay. Using a longitudinal survey that follows 2,394 science and engineering PhDs from graduate school into their first industrial employment, we overcome common empirical challenges by observing ability and stated preferences prior to entry into the labor market. We find that both ability and career preferences strongly predict startup employment with high-ability workers who prefer startup employment being the most likely to work in a startup. We show that this partly reflects dual selection effects whereby worker preferences result in a large pool of startup job applicants and startups make job offers to the most talented workers. Additional analyses confirm that startup employees earn approximately 17% lower pay. This gap is greatest for high-ability workers and persists over workers' early careers, suggesting that they accept a negative compensating differential in exchange for the nonpecuniary benefits of startup employment. Data on job attributes and stated reasons for job choice further support this interpretation. This paper was accepted by Toby Stuart, entrepreneurship and innovation. Funding: This work was supported by the National Science Foundation SciSIP Award [Grant 1262270] and the Ewing Marion Kauffman Foundation (Junior Faculty Fellowship). Supplemental Material: The online appendix and data are available at https://doi.org/10.1287/mnsc.2023.4868. [ABSTRACT FROM AUTHOR]

We identify the effects of employment on political participation by collaborating with 27 large companies in Ethiopia to randomly assign jobs to equally qualified female applicants. The job offers increase formal employment and earnings, but we can clearly reject any positive effects on political participation. We find no effects on political interest, raising issues, or protest activity, and we find negative effects on participation in community meetings. We further find that job offers reduce internal and external political efficacy, suggesting that employment may actually be politically disempowering. Our qualitative data suggest that several features of the jobs may contribute to lower political efficacy directly. [ABSTRACT FROM AUTHOR]

I study hiring age discrimination under two different hiring procedures. In one, age is revealed simultaneously with other applicant information, and the job offer rates are much lower for older than for younger job applicants. In the second, interview selections are based on detailed, age-blind online applications, while subsequent interviews are not age-blind. In this case, older applicants are not underselected for interviews, but face a lower job offer rate after in-person interviews. The combined evidence is consistent with age discrimination. The smaller age difference in job offer rates under the second hiring procedure suggests that "blinding" part of the selection process may reduce discrimination. [ABSTRACT FROM AUTHOR]

Although research indicates that affect is related to job search self‐regulation, evidence is mixed. Such mixed results may be because most prior studies examined either the information—pleasantness—function of affect, or the motivation—activation—function of affect, although affect is theorized to serve both functions. Based on the circumplex model of affect, we examine four types of affect based on pleasantness and activation, namely activated and deactivated positive and negative affect. We propose that these four types of affect have different effects on job search processes—effort—and in turn outcomes—number of interviews and job offers. Furthermore, we draw on Hoyle's conditional influence approach (2006, 2010) to propose that how job seekers react to affect depends on individual differences in self‐regulation abilities as indicated by core self‐evaluations (CSEs). In an 8‐week repeated‐measure study, we found that both activated positive and activated negative affect related positively to job search processes and outcomes. These relationships were negative for deactivated positive affect, and nonsignificant for deactivated negative affect. CSE moderated the positive relationships of activated positive and activated negative affect with job search processes and outcomes, such that these relationships were positive only for job seekers high in CSE. [ABSTRACT FROM AUTHOR]

Purpose: Drawing from experiential theory and decision-making theory, this article aims to posit that workplace aesthetics acts as a driver for job choice when included with an employment offer. Whilst organisational literature has recognised that office experiential cues in general, and aesthetics in particular, affect employee performance and well-being, employer attractiveness scales have not yet incorporated office aesthetics as a component of job-offer choice. Design/methodology/approach: A choice-based conjoint (CBC) experiment was conducted to estimate the weighted utilities of three aesthetic and three non-aesthetic employer attributes. Subsequently, the attributes' importance in the job choice decision was estimated. Findings: The results indicate that aesthetic attributes in the workplace can be equally important in the decision-making process as non-aesthetic attributes and that aesthetic attributes deliver as much utility as non-aesthetic attributes in driving job choice. Practical implications: These conclusions are relevant for Human Resource (HR) managers engaged in crafting job offers, who should consider that employees may improve their assessment of a job offer as a result of superior organisational aesthetics demonstrated during the recruitment process as well as in contexts where employees would be expected to combine remote and office-based work. Originality/value: The present study represents a novel approach to understanding job applicants' preferences for aesthetic elements in the workplace. The results suggest that the workplace experience is relativistic and that considering applicants' latent preferences is crucial when designing efficient job offers. [ABSTRACT FROM AUTHOR]

Based on employer responses to 6000 job applications, this article tests whether greater work experience lowers discrimination against job applicants of immigrant origin in the Finnish labour market. It does so by comparing the callbacks received in response to two sets of job applications: applications in which applicants of immigrant background had identical work experience as the majority applicant and those in which they had two years' more experience than the majority candidate. The article further investigates if additional experience elicits more callbacks in jobs in which higher work experience and a vocational diploma are required and when the vacancies are high-skilled. The findings of this empirical investigation suggest the presence of deep-seated ethnic hierarchies in the Finnish labour market. They clearly demonstrate that immigrants' chances of securing a job interview offer do not significantly change even when they possess substantially greater work experience than their majority counterparts. [ABSTRACT FROM AUTHOR]

With the hospitality industry facing an ongoing labor shortage exacerbated by the pandemic, this study extends research on job applicants' preferences for job offers, drawing primarily from the person-environment fit theory. It focuses on understanding the importance of entry-level salary, person-job (PJ) fit, and person-organization (PO) fit within the context of hospitality businesses. Using a two-phase model that unifies and extends the job choice of single-attribute and multiple-attribute job offers, this study uses mixed ANOVA analyses to test the proposed hypotheses. Our main result shows that job applicants experiencing high perceived financial stress are more likely to accept the job offer with both PJ fit and PO fit when compared to (a) the job offer with a higher entry-level salary and PJ fit and (b) the job offer with a higher entry-level salary and PO fit. Based on these findings, several theoretical and empirical implications are discussed. • Job choice is complex as applicants have distinct preferences involving a series of tradeoffs between multiple offers. • Financial stress plays a significant role in determining job choices. • Person-job fit may be the most preferred by hospitality job applicants. • Salary alone may not be sufficient to sway job applicants. [ABSTRACT FROM AUTHOR]

The article examines the employer branding as an expression of the reputation and experience that creates an organization as an employer (this is in practice the identity of the organization, which is perceived by the public). It has been pointed out that building a successful employer branding strategy is done through the development and ongoing implementation of policies, programs, rewards, benefits offered to potential job applicants and to existing employees benefits and advantages. Good employer branding has been shown to be a strong competitive advantage in recruiting and retaining employees. Even if no specific employer branding strategy has been created, this brand exists in reality and has an impact on a daily basis. If there is no such strategy, however, the brand is likely to be perceived in a different way than we want it to be perceived. The different stages in developing and implementing an employer branding strategy are therefore discussed. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Do employers discriminate against victims? We address this question and present the findings of a field experiment on hiring discrimination against victims. Matched pairs of written job applications for fictitious victims and nonvictims were sent to 1,117 employers in various labor market sectors. The probability of receiving a job interview invite or a job offer from employers was then estimated. Differences in this probability between the victim and nonvictim applicants were interpreted as discrimination. Results show that victims had a significantly lower probability of receiving a job interview invite or a job offer from employers than nonvictims. The extent of discrimination varied with applicants' sex and occupational characteristics. [ABSTRACT FROM AUTHOR]

Purpose: To examine the role of radiation oncology (RO) graduates' application patterns and personal preferences in current labor concerns.Methods and Materials: An anonymous, voluntary survey was distributed to 665 domestic RO graduates from 2013 to 2017. Questions assessed graduates' regional (Northeast [NE]; Midwest [MW]; South [SO]; West [WT]) job type and population size preferences. Top regional choice was compared across other categorical and numerical variables using the χ2 test and analysis of variance, respectively.Results: Complete responses were obtained from 299 (45.0% response rate) participants: 82 (27.4%), 74 (24.7%), 85 (28.4%), and 58 (19.4%) graduated from NE, MW, SO, and WT programs. The most to least commonly applied regions were SO (69.2%), MW (55.9%), and then NE/WT (55.2% each). The first and last regional choices were the WT (29.4%) and MW (15.7%), respectively. The most and least common application and top choice preferences were consistent in terms of city size: >500,000 (86.0% and 64.5%, respectively) and <100,001 (26.1% and 7.0%, respectively). The majority of applicants applied to both academic and nonacademic positions (60.9%), with top job type choice being equally split. The majority of respondents independently received a job offer in their preferred region (75.3%), city population size (72.6%) or job type (81.9%). Additionally, 52.5% received a job offer that included all three preferences. Those who underwent residency training (44.3% vs 62.0%-83.6%, P < .001) or medical schooling (50.7% vs 56.3%-75.6%, P < .001) or grew up in the MW (60.8% vs 70.0%-74.7%, P < .001) were least likely to choose this region as their top regional choice compared with other regions.Conclusions: The MW and jobs in smaller cities are less appealing to RO graduates, even if they receive training in the MW, which may contribute to current job market concerns. Nonetheless, the majority of respondents received a job offer in the region, population size, and job type of their top choice. Assessing prospective candidates' city size and geographic preferences and prioritizing applicants who are compatible with positions may help address potential job market discrepancies. [ABSTRACT FROM AUTHOR]

This paper presents a new form of evidence supporting the hypothesis that job opportunities decline with age. Segregation curves computed from the January 1983 Current Population Survey reveal that newly hired old workers tend to be clustered in a smaller set of industries and occupations than both newly hired young workers and all old workers. [ABSTRACT FROM AUTHOR]

The impact of the favorability of information about a job and the source of information upon applicant perception of source credibility and upon job offer acceptance was examined. Results showed that interviewers are the least credible source and that giving negative job information enhanced source credibility but decreased job offer acceptance. [ABSTRACT FROM AUTHOR]

The present paper is the outcome of research carried out within the project POS DRU „Internship for tomorrow’s technology”, implemented by the Academy of Economic Studies in Bucharest, as project Partner, during 2014-2015. The research endeavours resulted in a study regarding the relevance of project activities to the labour demand for Economics graduates, and its correlation to the labour supply in the Bucuresti-Ilfov region. With the aim of evaluating the project’s relevance for the characteristics and dynamics of labour demand in the Bucuresti-Ilfov region, we have carried out a primary research, based on questionnaires, among 120 students in the economic field, from the Academy of Economic Studies. The results, obtained also by following the counseling sessions and the professional career guidance, reveals that the students’ practical activities largely covers the skills and abilities required by future employers. In a broader sense, the paper aims to point out the relevance of the Operational Sectoral Programme „Human Resources Development” to the development of human capital in Romania, in what regards higher education graduates in the economic field.

Previous studies examining the effect of surnames on evaluations have shown that surnames are associated with connotations which influence how we evaluate people. In this experiment, conducted in France, we examined the effect of the nobiliary particle “de” associated with a surname in a job application evaluation situation. A male applicant’srésuméwas presented to participants, randomly divided into two independent groups, who were asked to evaluate him in relation to a job offer. The offer was for an assistant in human resources in a mid-size company, and therésuméwas from a 23-year-old male applicant with a university education in human resources. Depending upon the experimental condition, the applicant’s full name was “Julien Bussy” or “Julien de Bussy,” but therésuméwas identical in both conditions. Results indicated that the applicant whose surname included a particle was perceived to be more serious, competent, confident, and clever than the applicant without the particle. In the end, the participants in the particle condition believed that the applicant would have more chances of being selected for the job than the applicant without the particle. This effect was particularly noted with female participants. These results thus support the notion that the nobiliary particle attached to an individual’s surname has implications for people’s evaluation of that person. [ABSTRACT FROM PUBLISHER]

Drawing on extant recruitment and organizational justice theory, this research examines the effects of justice perceptions on job acceptance decisions across 2 samples ( n = 332 and 2,974) of applicants to jobs within the U.S. military. More specifically, we examine justice-job offer acceptance relations relative to other pertinent recruitment predictors including, organizational image, familiarity, person-organization (P-O) fit perceptions, and recruiter behaviors. Findings from both studies support the importance of justice perceptions in influencing job offer acceptance. Fairness perceptions accounted for 29.37% and 19.22% of the unique variance in job offer acceptance, in Studies 1 and 2, respectively. The results of this research provide much needed empirical evidence to the scant literature on actual job acceptance and highlight important practical implications for employers. [ABSTRACT FROM AUTHOR]

Objective: Individuals with severe mental illness have low employment rates, and the job interview presents a critical barrier for them to obtain competitive employment. Prior randomized controlled trials (RCTs) indicated that virtual reality job interview training (VR-JIT) improved job interviewing skills among trainees. This study assessed whether VR-JIT participation was associated with greater odds of receiving job offers in the six-months after completion of training.Methods: To assess the efficacy of VR-JIT, trainees (N=39) in the method and a comparison group (N=12) completed a brief survey approximately six months after participating in the RCTs. Primary vocational outcome measures included receiving a job offer and number of weeks searching for employment.Results: A larger proportion of trainees than comparison participants received a job offer (51% versus 25%, respectively). Trainees were more likely to receive a job offer than comparison participants (odds ratio=9.64, p=.02) after analyses accounted for cognition, recency of last job, and diagnosis. Trainees had greater odds of receiving a job offer for each completed VR-JIT trial (odds ratio=1.41, p=.04), and a greater number of completed VR-JIT trials predicted fewer weeks of searching for employment (β=-.74, p=.02).Conclusions: Results provide preliminary support that VR-JIT is a promising intervention associated with enhanced vocational outcomes among individuals with severe mental illness. Given that participants had minimal access to standardized vocational services, future research could evaluate the effectiveness of VR-JIT among individuals with and without access to standardized vocational services as well as evaluate strategies to implement VR-JIT within a large community mental health service provider. [ABSTRACT FROM AUTHOR]

Previous studies have examined the challenges faced by those seeking a professional position within academic libraries, as well as the skills and qualities preferred by Library and Information Science (LIS) employers. However, less attention has been paid to the common approaches, characteristics and experiences of first-time job seekers who successfully find employment within academic libraries. This paper presents the findings of a cohort study that investigated the academic job search process for entry level professionals. The cohort was comprised of graduates of the University of North Carolina at Chapel Hill's School of Information and Library Science (UNC SILS) who completed their degrees between May 2011 and May 2013, and who were working within academic libraries when the study was conducted. The study used in-depth, qualitative interviews to ask participants to share the experiences of their initial job search. Topics addressed within these interviews included: supplementing classroom training with relevant library experience, finding job postings, creating application materials that capture a search committee's attention, preparing for phone and on-campus interviews, and negotiating a job offer. The results of this study will help LIS students, recent graduates, and others seeking their first professional position in an academic library improve their candidacies by drawing on the collective experiences of this cohort of recent graduates. The results will also be useful for new library professionals, hiring officials, and LIS educators who mentor LIS students by providing insights in how candidates approach and prepare for the application and interview processes. [ABSTRACT FROM AUTHOR]

The article discusses the 30-60-90-day business plan approach for job searches from multiple interviews to final candidate selection to a job offer. Topics covered include the plan's recommended Microsoft Word document format, its composition, and its strategic use. Also noted are the creation of a 30-60-90 plan service offering with the interview debriefing session at its core, and the writing of the plan document the same day as the debriefing.

Purpose: This article presents the first theoretical framework for examining how expected new-hire performance is affected in situations where the preferred applicant in a small pool rejects a job offer. It addresses questions such as: What is the expected decrease in performance when a lower ranked (as opposed to the top) candidate in an already small pool is hired? What is the likelihood that a lower ranked candidate in that small pool will perform as well as, or better than, the first choice would have? And under what conditions might it be advantageous, from either a performance or a financial perspective, for the employer to seek additional applicants rather than offer a position to a lower ranked candidate? Design/Methodology/Approach: Order statistics provide a conceptual framework for answering these questions. Findings: This method estimates expected decreases in performance if a second- or third-ranked candidate, rather than the first choice, is hired. It can also show the likelihood that the top-choice's job performance would be better than a lower choice candidate's. The order statistics approach is combined with utility analysis to address the question of when the expected value of generating more applicants might exceed the expected value of hiring a lower ranked candidate. Implications/Originality/Value: This article presents the first rigorous framework for understanding the probable impact of offer rejections on expected new-hire quality and for determining what is most likely to be the best response to an offer rejection in the small-pool context. [ABSTRACT FROM AUTHOR]

Purpose: Studies show that there are far greater numbers of individuals certified to be educational administrators than of positions requiring such certification. Yet concerns regarding shortages abound, in part because of widespread perceptions of a lack of interest by teachers and administrative certificate holders in administrative work. This study takes a close look at the pipeline into educational administration to determine whether decisions on the supply side, demand side, or both are responsible for the movement (or lack thereof) of individuals into administration. Research Design: This study employs survey and administrative data from 2002 to 2006 to track a sample of administrative certificate earners in Illinois through the pipeline into administrative positions. Using application and job offer information, the authors identify who applied for administrative jobs, received job offers, and accepted administrative positions and assess using logistic regression models factors associated with the decisions of prospective employees and employers in this labor market. Findings: Although a majority of respondents attempted to obtain administrative positions within 2 years of completing administrative certification, a substantially smaller percentage actually became administrators. This study reveals that approximately 30% of eligible respondents are lost at each stage—application, job offer, and job acceptance. Conclusions: Multiple factors contribute to the loss of prospective administrators from the pipeline into educational administration. The findings suggest that more job-specific training opportunities and greater support and encouragement throughout the transition process would stem some of the loss of prospective administrators. [ABSTRACT FROM PUBLISHER]

Employers often enjoy some discretion in how quickly they extend job offers following candidate interviews. Applicant reactions research suggests that quicker offers are more likely to be accepted. This paper reports an archival study investigating the effect of offer timing on offer acceptance and employment outcomes with field data ( N = 3,012) from 1 large company, including both student ( N = 906) and experienced ( N = 2,106) candidates. The 2 groups differed markedly in their recruiting processes, but job seekers of both types were more likely to accept earlier offers. Further, we found no differences for either performance ratings or turnover among employees hired after quicker offers and those who accepted later offers. It therefore appears that employers may benefit from accelerating their postinterview job offer processes, improving their acceptance rates, and reducing vacancy times without incurring either performance or turnover penalties. [ABSTRACT FROM AUTHOR]

This study investigates how the ingratiation and perceived similarity of a job applicant can affect the judgment of an interviewer in determining person–organization fit (P–O fit), hiring recommendations and the job offer during a job interview. Data were collected from 144 interviewers and 184 applicants from 28 companies in Taiwan. The results suggest that applicant ingratiation has a positive effect on an interviewer's perceived similarity with the applicant, and that this perceived similarity mediates the relationship between applicant ingratiation and the interviewer's judgment of the applicant's P–O fit. The results further suggest that the relationship between the interviewer's judgment of the applicant's P–O fit and the job offer is mediated by hiring recommendations. Implications and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

The article offers several tips on job seeking process graduates and graduating students related to the instructional technology and design field in the U.S. According to the author, job announcements are usually posted as early as September wherein they are advertised between January and September of the following year. After reviewing announcements, individuals should also start drafting cover letters for some of the position openings found. Key information about the application process and interviews is further presented.

When studying applicants' job attribute preferences, researchers have used either direct estimates (DE) of importance or regression-derived statistical weights from policy-capturing (PC) studies. Although each methodology has been criticized, no research has examined the efficacy of weights derived from either method for predicting choices among job offers. In this study, participants were assigned to either a DE or PC condition, and weights for 14 attribute preferences were derived. Three weeks later, the participants made choices among hypothetical job offers. As predicted, PC weights outperformed DE weights when a noncompensatory strategy was assumed, and DE weights outperformed PC weights when a compensatory strategy was assumed. Implications for researchers' choice of methodology when studying attribute preferences are discussed. [ABSTRACT FROM AUTHOR]

A common research problem in validation studies is the estimation of the population correlation between predictor X and performance Y from a non-randomly selected sample. Procedures for getting unbiased estimates of population correlations in a limited set of conditions in which no rejection of job offers is assumed have been developed. However in applied selection settings, it is very likely that some of the candidates who have received job offers reject them through a self-selection process. If an estimation model based on the assumption that there is no rejection of job offers via self-selection is used, estimates of population parameters may be biased due to model misspecification. In the current study, a procedure is developed that is applicable to a variety of realistic validation settings, including a setting in which both institutional selection and applicant's rejection of job offers are involved. Data requirements of the procedure are also discussed. [ABSTRACT FROM AUTHOR]

Many hospitality companies use college recruiting to attract managers to work for them. This study expands on previous research to further investigate initial reaction to recruiter behavior, during campus interviews, as it relates to the pursuit of the job in regard to expectancy (of a job offer) and attractiveness of the job. The study findings confirmed that applicant perceptions of recruiter behaviors influence applicant attraction, particularly in regards to a perceived interest in candidate and professionalism. Given the highly competitive atmosphere for recruitment of qualified hospitality managers, this study could prove useful regarding attraction of potential hospitality managers. [ABSTRACT FROM PUBLISHER]

The article investigates the factors that affect procuring job interviews for new Doctor of Philosophy (Ph.D.) economists to maximize postgraduation job prospects. It recognizes the two submarkets under the job market for new Ph.D. that includes academic and business/industry. It introduces the two-step job-search process applied by Ph.D. economists including the selection process in which the job seeker weigh things up whether to get involve in one or both submarkets and identifies the optimal number of applications to submit, and the actual decision making process in which the applicant now decides whether to accept or reject the job offered.