scholarly journals Digitalization of Staff Involvement through Job Portals

2021 ◽  
Vol 6 (521) ◽  
pp. 282-297
Author(s):  
O. I. Kravchuk ◽  
◽  
I. O. Varis ◽  
A. R. Tsiopa ◽  
◽  
...  
Keyword(s):  
Labor Market ◽  
Job Search ◽  
Process Analysis ◽  
Labor Demand ◽  
Recruitment Process ◽  
Demand And Supply ◽  
Effective Use ◽  
Job Ads ◽  
Staff Recruitment ◽  
Staff Involvement

Digitalization of staff involvement stipulates improvement and automation of search and recruitment processes, talent management, etc. Digital instruments for interacting with employment sites are implemented through the vacancies software (JBS). The rapid increase in its use was due to strict restrictions, social distancing and an increase in the number of staff working from home. In the context of the COVID-19 pandemic, JBS becomes the place of direct prompt interaction between the employer (or recruiting agency) and the job seeker. It is necessary to study the processes of digitalization of staff involvement through job portals and determine their impact on the staff recruitment process; analysis of the activities of job portals in the labor market, the scale of distribution of this method of attracting candidates. The article is concerned with studying the digital technologies of attracting staff through job portals. The trends of development of staff involvement using job search websites are analyzed. The types and features of using the software to work with job ads have been generalized. The specifics of the use of the most popular international job portals are highlighted. The main possibilities of using Ukrainian job portals to attract staff are evaluated and the dynamics and structure of the labor demand and supply on the most popular ones are analyzed. Recommendations for employers on the effective use of job portals to attract staff that can be implemented in the practice of staff management have been developed. Increasing the efficiency of the use of job portals in attracting staff is possible through its digitalization. Opportunities for attracting different categories of staff and prompt closure of company vacancies depend on the labor market segment, which is covered by individual job portals.

scholarly journals Firm Dynamics, On-the-Job Search and Labor Market Fluctuations

2021 ◽  
Author(s):  
Michael W L Elsby ◽  
Axel Gottfries
Keyword(s):  
Labor Market ◽  
Job Search ◽  
Market Competition ◽  
Labor Demand ◽  
Firm Dynamics ◽  
Negative Association ◽  
Marginal Product ◽  
Worker Flows ◽  
Fundamental Challenge ◽  
Rent Sharing

Abstract We devise a tractable model of firm dynamics with on-the-job search. The model admits analytical solutions for equilibrium outcomes, including quit, layoff, hiring and vacancy-filling rates, as well as the distributions of job values, a fundamental challenge posed by the environment. Optimal labor demand takes a novel form whereby hiring firms allow their marginal product to diffuse over an interval. The evolution of the marginal product over this interval endogenously exhibits gradual mean reversion, evoking a notion of imperfect labor market competition. This in turn contributes to dispersion in marginal products, giving rise to endogenous misallocation. Quantitatively, the model provides a parsimonious reconciliation of leading estimates of rent sharing, the negative association between wages and quits, the link between job and worker flows, and the cyclicality of labor market quantities and prices.

scholarly journals How Has Labor Demand Been Affected by the COVID-19 Pandemic? Evidence from Job Ads in Mexico

2021 ◽  
pp. 1-42
Author(s):  
Raymundo M. Campos-Vazquez ◽  
Gerardo Esquivel ◽  
Raquel Y. Badillo
Keyword(s):  
Job Search ◽  
Labor Demand ◽  
Wage Distribution ◽  
Temporary Increase ◽  
Skilled Workers ◽  
Social Scientists ◽  
Web Scraping ◽  
Gender And Age ◽  
Job Ads ◽  
The U.S

There is a concern among social scientists and policymakers that the COVID-19 crisis might permanently change the nature of work. We study how labor demand in Mexico has been affected during the pandemic by web scraping job ads from a leading job search website. As in the U.S., the number of vacancies in Mexico declined sharply during the lockdown (38 percent). In April there was a change in the composition of labor demand, and wages dropped across the board. By May, however, the wage distribution and the distribution of job ads by occupation returned to their pre-pandemic levels. Overall, there was a slight decline in specific requirements (gender and age), no change in required experience, and a temporary increase in demand for low-skilled workers. Contrary to expectations, opportunities for telecommuting diminished during the pandemic. Using a simple Oaxaca-Blinder decomposition, we find that the variation in the average advertised wage in April is explained more by a higher proportion of low-wage occupations than by a reduction in the wages paid for particular occupations. In sum, we find no evidence of a significant or permanent change in labor demand during the pandemic in Mexico.

scholarly journals The IAB Job Vacancy Survey: design and research potential

2020 ◽  
Vol 54 (1) ◽  
Author(s):  
Mario Bossler ◽  
Nicole Gürtzgen ◽  
Alexander Kubis ◽  
Benjamin Küfner ◽  
Benjamin Lochner
Keyword(s):  
Labor Market ◽  
Survey Design ◽  
Labor Demand ◽  
Recruitment Process ◽  
Employer Attitudes ◽  
Federal Employment ◽  
Employment Agency ◽  
Current Economic Situation ◽  
Job Vacancy ◽  
Establishment Survey

Abstract This article provides an overview of the IAB Job Vacancy Survey and its research potential. The IAB Job Vacancy Survey is a quarterly establishment survey covering the (un-)satisfied labor demand in Germany. This survey identifies the entire number of vacancies on the German labor market, including those vacancies that are not reported to the Federal Employment Agency. The main questionnaire obtains information about the number and structure of vacancies, future labor demand, the current economic situation and the expected development of participating establishments. In addition, the questionnaire collects information about the last new hiring and the last case of a failed recruitment process. Finally, the questionnaire enquires about employer attitudes and firms’ use of current labor market instruments. The Research Data Centre of the German Federal Employment Agency offers access to the data starting from the survey waves 2000 onwards.

REGIONAL SKILL DIFFERENTIALS: A STUDY OF THE INDONESIAN LABOR MARKET

2019 ◽  
pp. 1-26
Author(s):  
TRI MULYANINGSIH ◽  
RIYANA MIRANTI ◽  
ANNE DALY ◽  
CHRIS MANNING
Keyword(s):  
Labor Market ◽  
Regional Development ◽  
Structural Changes ◽  
Manufacturing Sector ◽  
Labor Demand ◽  
Skill Premium ◽  
Skilled Workers ◽  
Demand And Supply ◽  
Modern Services

This study investigates the patterns and trends in the returns to skill in the Indonesian labor market over the period 2007 to 2013, a period of rising earnings and income inequality. The study takes into account the labor demand and supply across regional development regions and over time. It presents evidence on the returns to skill related to structural changes in the economy through the growth of modern services and the resource boom. It confirms that skill premiums varied across regional development areas. The composition of industries across regions, female labor participation, the proportion of casual workers, the supply of tertiary-educated workers and factors unique to each region are all determinants of the regional skill premiums. The results support the policy focus on developing human capital in Indonesia to meet the rising demand for skilled workers and show the role of the manufacturing sector and minimum wages policy in reducing the skill premium.

Implications of higher retirement age for the labor market

2017 ◽  
pp. 22-39 ◽  
Author(s):  
M. Ivanova ◽  
A. Balaev ◽  
E. Gurvich
Keyword(s):  
Economic Growth ◽  
Labor Market ◽  
Labor Supply ◽  
Labor Force ◽  
Labor Demand ◽  
Retirement Age ◽  
Demographic Trends ◽  
Men And Women ◽  
Demographic Projections ◽  
The Impact

The paper considers the impact of the increase in retirement age on labor supply and economic growth. Combining own estimates of labor participation and demographic projections by the Rosstat, the authors predict marked fall in the labor force (by 5.6 million persons over 2016-2030). Labor demand is also going down but to a lesser degree. If vigorous measures are not implemented, the labor force shortage will reach 6% of the labor force by the period end, thus restraining economic growth. Even rapid and ambitious increase in the retirement age (by 1 year each year to 65 years for both men and women) can only partially mitigate the adverse consequences of demographic trends.

scholarly journals Local Labor Markets and Child Learning Outcomes in India

2020 ◽  
Vol 0 (0) ◽  
Author(s):  
Magda Tsaneva ◽  
Uttara Balakrishnan
Keyword(s):  
Labor Market ◽  
Test Scores ◽  
School Quality ◽  
Labor Demand ◽  
District Level ◽  
Education Spending ◽  
Education Outcomes ◽  
Market Opportunities ◽  
Primary School Age ◽  
The Relationship

Abstract This paper uses data from rural India to study the relationship between local labor market opportunities and child education outcomes. We construct a Bartik index as a measure of exogenous changes in district-level labor demand and find that an increase in predicted overall employment growth is associated with higher years of education and better test scores for both boys and girls of primary school age. The effects on test scores of older boys are smaller and less statistically significant. Older girls, however, do benefit from better labor market opportunities. We do not find evidence for changes in school quality or district-level investment. Instead, we find support for increases in household education spending, possibly because of overall higher wages, or re-allocation of resources.

scholarly journals Race and Networks in the Job Search Process

2019 ◽  
Vol 84 (6) ◽  
pp. 983-1012 ◽  
Author(s):  
David S. Pedulla ◽  
Devah Pager
Keyword(s):  
Social Networks ◽  
Labor Market ◽  
African Americans ◽  
Racial Disparities ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Black And White ◽  
Job Offers

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

Parental leave length, social norms, and female labor market re-entry frictions

2018 ◽  
Vol 39 (4) ◽  
pp. 600-620 ◽  
Author(s):  
Vojtech Bartoš ◽  
Barbara Pertold-Gebicka
Keyword(s):  
Labor Market ◽  
Social Norms ◽  
Job Search ◽  
Social Norm ◽  
Parental Leave ◽  
Human Resource Managers ◽  
Content Type ◽  
Job Applicant ◽  
Employment Gaps ◽  
The Difference

Purpose The purpose of this paper is to identify the role of employers in creating employment gaps among women returning to the labor market after parental leaves of different durations. Design/methodology/approach The authors use a controlled correspondence field experiment that orthogonally manipulates parental leave length and the quality of fictitious female job candidates. The experiment is complemented with a survey among human resource managers. Findings High-quality candidates receive more interview invitations when applying after a short parental leave, while low-quality (LQ) candidates receive more interview invitations when applying after a typical three years long parental leave. Survey results suggest that the difference in invitations between short and typical leave treatments is driven by a social norm that mothers should stay home with children younger than three. Productivity gains from employing a LQ job applicant with a shorter career break might not be high enough to outweigh the adverse social norm effect. Social implications The presented results point toward the strong effect of prevailing social norms on job search prospects of women returning to the labor market after parental leave. Originality/value A correspondence experiment has not been used before to study the relationship between time spent on leave and the labor market prospects of mothers. It also extends research on social norms to the domain of hiring decisions.

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