Filling vacancies: an empirical analysis of the cost and benefit of search in the labour market

This paper investigates empirically the factors that affect the cost–benefit ratio of employers’ search. The empirical analysis is based on a small Dutch data set containing individual information on filled vacancies. It is found that firms that use advertisements during recruitment are sensitive to labour market conditions; their search cost per applicant rises (drops) in tight (slack) labour markets because of the diminished ability of advertisements to generate applicants in tight labour markets. Furthermore, it is found that the high search cost incurred by posting identical vacancies is more than compensated for by the benefits from having a larger flow of applicants.     

Employers' recruitment behaviour and vacancy duration: an empirical analysis for the Dutch labour market

The functioning of labour markets from a demand-side perspective is examined. In particular, the determinants of vacancy duration are studied in the context of a model of employers' search behaviour. A model for the choice of the recruitment strategy at the start of the search process and the corresponding recruitment duration is developed in which allowance is made for different patterns of duration dependence for each recruitment strategy. This model is applied to data on employers' search behaviour in the Dutch labour market. It is found that employers prefer advertisements as the first recruitment channel when applicants are required to have work experience. Moreover, employers prefer to start searching via the labour exchange office when jobs in the secondary segment of the labour market have to be filled. It is also found that - when advertisements are used as the first recruitment strategy - employers need some time to acquire a pool of applicants and to select candidates from this pool. It is interesting as a contrast that applicants seem to be evaluated rather quickly if employers start searching via informal contacts.     

The impact of employers' recruitment behaviour on the allocation of vacant jobs to unemployed job seekers

This paper is focused on the allocation of vacant jobs to job seekers from a demand side perspective by studying the recruitment behaviour of employers. A model is developed to analyze the role of search and selection methods of employers as determinants of the probability that an unemployed person will be hired for a certain type of job. In an empirical application for the Dutch labour market, we have examined the effect of employer's recruitment behaviour on the allocation of vacant jobs to employed, unemployed and school-leaving job seekers.We find that job requirements for the applicants with respect to work experience are the most important determinant of the probability that an unemployed person will be selected to fill a vacant job. In addition, the use of advertisements by employers for jobs requiring high skill levels does also have a significant effect.     

Sequencing,timing and filling rates of recruitment channels

This paper analyses the recruitment process by which employers adjust their search strategies. The focus is, in particular, on the sequence and timing of recruitment channels. Two search strategies are identified. One strategy is to advertise a vacancy, and to form a pool of candidates by activating subsequent recruitment channels such that candidates are added to the pool. An alternative strategy used by employers is to start searching via informal channels, consider applicants at arrival and continue their search along a new recruitment channel if no suitable candidates show up. Results suggest that when informal personal contacts are available to the employer, this ‘switching of channel’ strategy is preferred. Moreover, the results of this paper are consistent with the view that informal search methods are potentially more efficient than using an advertisement and forming a pool of applicants, in particular when vital positions in firms have to be filled.     

Stable cointegrating regressions: Fully-modified estimates for inflation and employment cost indices

This paper investigates the stability of relationships between inflation and changes in employer cost for labor using tests based on the null hypothesis of no cointegration (Gregory and Hansen (1996a)) as well as tests based on the null hypothesis of cointegration (Hansen (1992)). In addition to specifications which include wages or unit labor cost, employment cost indices for compensation and wages are used to eliminate composition bias over the business cycle. Empirical results support stability and fully-modified estimates are obtained using the semiparametric approach of Phillips (1995). In contrast to studies which have found only one-way causality, this paper presents empirical evidence of feedback between inflation and employer cost for labor, consistent with an expectations-adjusted Phillips's Curve. First version received: July 1997/final version received: September 1998     

FORMAL SEARCH AND REFERRALS FROM A FIRM'S PERSPECTIVE

We explore the relationship between firms' characteristics and recruitment strategies. We present a theoretical search model with two search channels: a costly formal channel and a costless informal channel (referrals). We empirically test the model predictions and find that: larger firms search more formally; firms search more formally for high-skilled workers; the positive relationship between firm's size and formal search intensity also holds for firms not using referrals; firms using referrals invest less into formal search compared to firms not using referrals; larger firms hire less often by referrals than smaller firms; and larger search effort leads to more applicants.     

EMPLOYMENT ADJUSTMENT AND LABOR UTILIZATION

Standard models of labor adjustment assume that firms can change only the size of their workforce (the extensive margin) and not the number of hours of their existing employees (the intensive margin) in response to shocks. I propose a general equilibrium search model that allows for adjustment on both of these margins. The model includes on‐the‐job search that generates different vacancy filling and attrition rates across firms. I calibrate the model to a unique matched employer–employee panel of Danish firms and simulate two labor market policies aimed at promoting job creation: hiring subsidies and a reduction in the official workweek.     

Cointegration and common trends on the West German labour market

In this paper we analyze the West German labour market by means of a cointegrated structural VAR model. We find sensible stable long-run relationships that are interpreted as a labour demand, a wage setting and a goods market equilibrium. In order to study the dynamic behaviour of the model we identify two common trends that push unemployment. We find that goods market shocks have only transitory impacts on unemployment. In the long run, it is almost equally determined by technology and labour supply factors. However, transitory shocks have major importance in the shorter run since adjustment processes are rather sluggish. First version received: Sept. 1998/Final version accepted: Feb. 2000     

Disentangling barriers to internationalization

Abstract. Recent literature on multinational firms has focused on low productivity as a barrier to the internationalization of firms. But labour market frictions or financial constraints may also hamper internationalization. In order to assess the importance of these barriers, we present new empirical evidence on the extensive and intensive margin of exports and foreign direct investment (FDI) based on micro‐level data of German firms. First, we find a positive impact of firm size and productivity on firms’ international activities. Second, labour market frictions can constitute barriers to foreign activities. Third, self‐reported financial constraints have no impact on firms’ internationalization decisions. JEL classification: F23, G2     

Internet use and export upgrading: Firm‐level evidence from China

This paper explores the impact of widespread Internet use on the product choices of exporters. Based on a highly disaggregated firm–product‐level data matched from the Annual Survey of Industrial Firms and China Customs Transaction Database, our baseline empirical analysis suggests that (1) Internet use (i.e., having an official website or corporate email) affects both extensive margin and quality margin of exported products; (2) exporters using Internet propone to expand their product line of export by introducing new products (cost‐reduction effect on extensive margin); (3) the average quality of exported products becomes lower after the Internet is adopted by exporters (competition effect on quality margin). Our heterogeneous analysis further shows that (1) exporters with high productivity are immune to the negative impact of Internet use on quality margin and maintain quality growth; (2) having an official website exerts larger impacts on both extensive margin and quality margin compared with only having a corporate email system. Our research sheds light on the existing literature on Internet use and firm export behaviors.     

Finding the right employee online: determinants of internet recruitment in Spanish firms

This paper analyses the variation of recruitment strategies in Spanish firms, with special emphasis on the Internet. Using data from the Spanish Labour Trends Survey for the period 2001–2011, we study the factors influencing the decision to use online recruitment and explore the differences between Internet and eight traditional recruitment channels. Our results show that the adoption of the Internet monotonically increases over the sample period, when Internet becomes more universal and even in periods with excess of applicants. Large firms operating in information-intensive activities, and located in regions more developed and with better infrastructures are more likely to search for new employees online. We also find that Internet and traditional recruitment methods follow different patterns, especially when using personal referrals and public employment services. Our results suggest the presence of network externalities derived from the increase number of compatible online job seekers.     

Impact of the economic downturn on nursing schools

The challenges posed by the economic downturn on baccalaureate nursing schools in the southeast as it relates to their perceptions of changes in the number of applicants, acceptance rates, employer recruitment efforts, and student clinical and job placement were explored. Responses from deans and program directors indicated nursing schools are experiencing negative effects of the economic downturn in the form of graduates having difficulty finding employment, decreased recruitment efforts from prospective employers, difficulty locating clinical placements for students, and no change in faculty applicants despite an increase in undergraduate student applicants as well as graduate student applicants. These multiple factors combined could signal the death knell for programs that are ill-prepared to deal with such a crisis. Programs need to be aggressive in their efforts to draw health care recruiters as well as qualified faculty applicants to their campuses. Nursing schools must be able to clearly show why their graduates are superior to other programs' graduates when competing for both highly qualified faculty applicants and prospective student employers.     

Employer size–wage effects: evidence from matched employer–employee survey data in the UK

This paper employs a random sample of matched employer–employee data from the UK to test seven possible explanations for the positive relationship between employer size and pay. Individual wage equations show a large employer size–wage premium. We then control for a range of establishment-level variables, based on seven hypotheses typically advanced to explain this premium. Each establishment-level factor reduces the wage premium, but a sizeable premium nonetheless remains. In adjudicating on these hypotheses, we find a strong association between the internal labour market and the employer size–wage premium. This finding supports the theory that the employer size–wage effect may be due to the higher costs of turnover or monitoring in larger firms. However, we find contrasting effects for public versus private sector establishments.     

A discriminant analysis of factors affecting the employment of urban youth

While the issue of youth unemployment has received a great deal of attention by policy makers, there has been little empirical research on factors which affect the demand for young workers at the micro level of actual labour market settings. This paper offers some evidence on entry level wages, unskilled job characteristics, and recruitment practices as factors affecting the employment of urban youth. A bivariate discriminant analysis is applied to survey data on employers located in five, centralized urban labour markets and shown that firm size, turnover, number of unskilled job slots, school referrals and employee–friend referrals are significant, differentiating factors between firms who have young workers on their payroll and firms who do not employ youth. These differentiating factors are related to the structure of youth labour markets.     

Homeownership and new entrepreneurs: first empirical evidence of a bidirectional interaction

Literature linking housing and professional choices focuses on the supply side of the labour market (the search for a job as employee), thus considering the unemployment rate as the only measure of labour market outcomes. Indeed, the usually neglected link between homeownership and entrepreneurship is equally important for assessing labour market performance. This empirical article represents one of the first attempts to test the interplay between homeownership and (new) entrepreneurs. Effectively, using a panel data analysis in Italy, we find a first empirical evidence of a positive and bidirectional interaction between homeownership and new entrepreneurs (precisely, small businesses and the self-employed).     

Temporary layoff unemployment in Austria: empirical evidence from administrative data

Temporary layoffs (rehires, recalls) have been widely recognized as an important feature of North America's labour markets. For Europe, however, several observers have suggested that tighter regulatory impediments to the recruitment and dismissal of employees are responsible for temporary layoff unemployment being virtually non-existent. Against this background this paper uses administrative data to evaluate the quantitative importance of temporary separations among the unemployed in Austria and to track its composition by industries. The main finding of our empirical analysis is that about one-third of all unemployment spells in Austria in 1985 ended with the individual returning to the former employer. Since temporary layoff unemployment was found to be on average of shoter duration, it comprised a somewhat lower fraction of total weeks of unemployment. However, temporary layoff unemployment thus accounts for the same proportion of unemployment in Austria as in the US or Canada.     

LDC stabilization policies,price and output adjustment: theory and evidence, 1974–83

This paper introduces a method for the analysis of regional differences in the utilization of labour resources. The method developed is a version of ‘components-of-change’ analysis in which labour force utilization in each regional labour market is compared with the sitation of a labour market with the highest level of utilization. The aggregate measure is split up into three components: open (registered) unemployment, hidden unemployment and underemployment. The effects of structural factors on aggregate differences are also estimated. In the empirical section the situation of Finnish provinces in 1989 is analysed within the framework developed. The results indicated the existence of large regional differences in the utilization of labour resources.     

The role of labour demand elasticities in tax incidence analysis with heterogeneous labour

Whether labour bears full burden of household level income and consumption taxes ultimately depends on the degree of substitutability among different types of labour in production. We find more variation in incidence patterns across households with less than perfectly substitutable heterogeneous labour than with perfectly substitutable homogeneous labour in production. This finding is based on results obtained from homogeneous and heterogeneous labour general equilibrium tax models calibrated to decile level income and consumption distribution data of UK households for the year 1994. We use labour supply elasticities implied by the substitution elasticity in households' utility functions and derive labour demand elasticities from the substitution elasticity in the production function. First version received: March 1998/Final version received: April 1999