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dc.contributor.authorDeVaro, Jed
dc.date.accessioned2020-11-17T16:58:10Z
dc.date.available2020-11-17T16:58:10Z
dc.date.issued2007-07-18
dc.identifier.other343596
dc.identifier.urihttps://hdl.handle.net/1813/74716
dc.description.abstract[Excerpt] I analyze employer recruitment decisions using a dynamic, discrete-choice structural model that I estimate on a sample of clerical workers from the MCSUI, a large cross section of establishments in 4 metropolitan areas of the U.S. In the model, employers choose either informal recruitment methods (which generate a small but select applicant pool from which the employer can hire quickly) or formal methods (which create a large but less select applicant pool which the employer must screen intensively, delaying hiring times). I study the effects of 3 counterfactual simulations on recruitment strategies, starting wages, and vacancy durations: a wage subsidy, a policy designed to improve information about prospective matches, and an increase in the heterogeneity of prospective matches. I show that the effects of exogenous policy or environmental changes can be decomposed into “pure wage effects” that affect the wage offers employers post, holding constant their recruitment strategies, and “recruitment-wage effects” that involve changes in recruitment methods. The results show that changes in recruitment strategies represent an important channel through which changes in the economic environment affect the starting wages and vacancy duration for new hires.
dc.language.isoen_US
dc.subjectRecruitment
dc.subjectScreening
dc.subjectWork Opportunity Tax Credit
dc.subjectWelfare-to-Work Tax Credit
dc.subjectWorkforce Investment Act of 1998
dc.subjectDynamic Structural Model
dc.titleThe Labor Market Effects of Employer Recruitment Choice
dc.typearticle
dc.description.legacydownloadsDeVaro5_The_Labor_Market_Effects_of_Employer_Recruitment_Choice.pdf: 3374 downloads, before Oct. 1, 2020.
local.authorAffiliationDeVaro, Jed: jld48@cornell.edu Cornell University


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