Hiring as Cultural Matching
Hiring as Cultural Matching
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招聘作为文化匹配
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发表时间：
2012
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通讯作者：
Lauren A. Rivera
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作者：
Lauren A. Rivera
本文将文化作为劳动力市场分类的载体。我提供了一个精英专业服务公司招聘的案例研究，调查了一个经常被提出但迄今未经实证检验的假设，即雇主和求职者之间的文化相似性对雇主的招聘决定至关重要。通过对雇主的120次采访以及对招聘委员会的参与者观察，我认为招聘不仅仅是一个技能分类的过程；它也是应聘者、评估者和公司之间文化匹配的过程。雇主寻找的应聘者不仅能力强，而且在休闲追求、经历和自我展示风格方面与自己在文化上也相似。对共享文化的担忧对雇主来说非常突出，而且往往超过了对绝对生产率的担忧。我解开了文化相似性影响精英公司求职者评估的人际关系过程，并提供了第一个经验证据，证明共同的文化--尤其是生活方式标志--对雇主招聘很重要。最后，我讨论了学术对文化、不平等和劳动力市场的影响。
This article presents culture as a vehicle of labor market sorting. Providing a case study of hiring in elite professional service firms, I investigate the often suggested but heretofore empirically unexamined hypothesis that cultural similarities between employers and job candidates matter for employers’ hiring decisions. Drawing from 120 interviews with employers as well as participant observation of a hiring committee, I argue that hiring is more than just a process of skills sorting; it is also a process of cultural matching between candidates, evaluators, and firms. Employers sought candidates who were not only competent but also culturally similar to themselves in terms of leisure pursuits, experiences, and self-presentation styles. Concerns about shared culture were highly salient to employers and often outweighed concerns about absolute productivity. I unpack the interpersonal processes through which cultural similarities affected candidate evaluation in elite firms and provide the first empirical demonstration that shared culture—particularly in the form of lifestyle markers—matters for employer hiring. I conclude by discussing the implications for scholarship on culture, inequality, and labor markets.