Hiring Procedures in the Firm: Their Economic Determinants and Outcomes
Hiring Procedures in the Firm: Their Economic Determinants and Outcomes
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DOI：
10.3386/w2185
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发表时间：
1987-03
期刊：
影响因子：
--
通讯作者：
H. Holzer
中科院分区：
文献类型：
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作者：
H. Holzer
本文提出了一个经济分析的招聘和筛选程序所选择的公司，因为他们雇用新的工人。在回顾了劳动经济学和人力资源领域的相关文献后，我概述了一个雇主搜索模型，在该模型中，企业选择招聘程序以及保留生产力水平。由这些选择决定的结果（例如，预期的空缺时间、预期的工人生产力和特征以及用于招聘的总资源）也被考虑在内。然后，我提出了一些经验证据的决定因素和结果的招聘程序从公司的调查。除其他外，结果显示，通过现有员工的推荐而聘用的人的生产率更高，流动率更低。使用这些推荐时，在招聘上花费的总时间也比使用其他方法时要少。然而，与通过其他方法雇用的人相比，通过这些推荐雇用的人不太可能是年轻人或女性。然后讨论了这些研究结果对“效率”和“公平”考虑的影响。
This paper presents an economic analysis of recruitment and screening procedures chosen by firms as they hire new workers. After reviewing the relevant literature within the labor economics and human resources fields, I outline an employer search model in which firms choose hiring procedures as well as reservation productivity levels. The outcomes determined by these choices (e-g., expected vacancy durations, expected worker productivity and characteristics, and total resources devoted to hiring) are considered as well. I then present some empirical evidence on the determinants and outcomes of hiring procedures from a survey of firms. Among other things, the results show some evidence of higher productivity and lower turnover among those hired through referrals from current employees. Total time spent on hiring when using these referrals is also shown to be lower than when other methods are used. However, those hired through these referrals are less likely to be young or female than are those hired through other methods. The implications of these findings for "efficiency" and "equity" considerations are then discussed.