| 来源类型 | Discussion paper |
| 规范类型 | 论文 |
| 来源ID | DP10662 |
| DP10662 Recruitment and Selection in Organizations | |
| Ricardo Alonso | |
| 发表日期 | 2015-06-21 |
| 出版年 | 2015 |
| 语种 | 英语 |
| 摘要 | This paper studies employer recruitment and selection of job applicants when productivity is match-specific. Job seekers have private, noisy estimates of match value, while the firm performs noisy interviews. Job seekers' willingness to incur the application costs varies with the perceived hiring probability, while the firm considers the applicant pool's composition when setting hiring standards. I show that changes in the accuracy of job seekers' estimates, or the firm's interview, affect application decisions, and both can raise hiring costs when they discourage applications. Thus, the firm may favor noisier interviews or prefer to face applicants that are less informed of their person-organization fit. |
| 主题 | Industrial Organization |
| 关键词 | Employer search Hiring Recruitment Selection |
| URL | https://cepr.org/publications/dp10662 |
| 来源智库 | Centre for Economic Policy Research (United Kingdom) |
| 资源类型 | 智库出版物 |
| 条目标识符 | http://119.78.100.153/handle/2XGU8XDN/539494 |
| 推荐引用方式 GB/T 7714 | Ricardo Alonso. DP10662 Recruitment and Selection in Organizations. 2015. |
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