Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Efficacy of Selection in Firm’s Recruitment Behavior


Affiliations
1 Center for Management Studies, Administrative Staff College of India, India
     

   Subscribe/Renew Journal


Selection practices are one of the important interfaces for firms to interact with the labor market. This paper attempts to unravel the impact of firms’ selection practices and recruitment behavior. The results of this paper can be divided into firm-level heterogeneity in selection practices, what explains this heterogeneity and the effect of factors that determine selection of job seekers for an interview. Quite importantly, search and selection of job seekers by firms help both the parties to acquire information about each other. The paper locates its strong support for strings of firm preferences and methods of selections of jobseekers.
Subscription Login to verify subscription
User
Notifications
Font Size


  • Daniel, W.W. (1999), Biostatistics: A Foundation for Analysis in the Health Sciences. 7th edn, New York, John Wiley & Sons
  • DeVaro, J. (2005), “Employer Recruitment Strategies and the Labor Market Outcomes of New Hires”, Economic Inquiry, 43(2): 26382.
  • DeVaro, A. (2003),”Corporate Values: Stimulus for the Bottom Line”, Financial Executive, 19(3): 20-23.
  • Freedman, D. (2009), Statistical Models: Theory and Practice, Cambridge University Press.
  • Garicano, L.& Hubbard, T. N. (2007),”Managerial Leverage Is Limited by the Extent of the Market: Hierarchies, Specialization, and the Utilization of Lawyers’ Human Capital”, Journal of Law and Economics, 50(1): 1-43.
  • Garicano, L. & Hubbard, T. N. (2009), “Specialization, Firms, and Markets: The Division of Labor within and between Law Firms”, Journal of Law, Economics, and Organization, 25(2): 339-71.
  • Granovetter, M. (1995), Getting a Job: A Study of Contacts and Careers, University of Chicago Press.
  • Malm, F. (1955), “Hiring Procedures and Selection Standards in the San Francisco Bay Area”, Industrial and Labor Relations Review, 8(2):231-52
  • Montgomery, J. D. (1991), Social Networks and Persistent Inequality in the Labor Market, Center for Urban Affairs and Policy Research
  • Rees, A. (1966), “Information Networks in Labor Markets”, The American Economic Review, 56 (1/2): 559-66.
  • Rees, A. & Shultz, G. P. (1970), Workers and Wages in an Urban Labor Market, Chicago, University of Chicago Press.
  • Saskia, Sassen (1991), The Global City: New York, London, Tokyo, Princeton: Princeton University Press.
  • Stigler, G. J. (1962), “Information in the Labor Market”, The Journal of Political Economy, 70 (5):94-105.
  • Wheeler, C. H. (2001),”Search, Sorting, and Urban Agglomeration”, Journal of Labor Economics, 19(4): 879-99.

Abstract Views: 59

PDF Views: 1




  • Efficacy of Selection in Firm’s Recruitment Behavior

Abstract Views: 59  |  PDF Views: 1

Authors

Ashutosh Bishnu Murti
Center for Management Studies, Administrative Staff College of India, India

Abstract


Selection practices are one of the important interfaces for firms to interact with the labor market. This paper attempts to unravel the impact of firms’ selection practices and recruitment behavior. The results of this paper can be divided into firm-level heterogeneity in selection practices, what explains this heterogeneity and the effect of factors that determine selection of job seekers for an interview. Quite importantly, search and selection of job seekers by firms help both the parties to acquire information about each other. The paper locates its strong support for strings of firm preferences and methods of selections of jobseekers.

References