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 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.

PaReSoGo: Dataset on party representation of social groups for 25 countries, 2002–2016

2021 ◽  
pp. 135406882110238
Author(s):  
Olga Zelinska ◽  
Joshua K Dubrow
Keyword(s):  
Social Groups ◽  
European Social Survey ◽  
Political Elite ◽  
The Political ◽  
Dissimilarity Index ◽  
Social Scientists ◽  
Social Survey ◽  
Measure Representation ◽  
Gender And Age ◽  
The Masses

Whereas social scientists have devised various ways to measure representation gaps between the political elite and the masses across nations and time, few datasets can be used to measure this gap for particular social groups. Minding the gap between what parties social groups vote for and what parties actually attain seats in parliament can reveal the position of social groups in the political power structure. We help to fill this gap with a new publicly available dataset, Party Representation of Social Groups (PaReSoGo), consisting of 25 countries and 150 country-years, and a method for its construction. We used the European Social Survey 2002–2016 and ParlGov data for this time span to create a Dissimilarity Index. To demonstrate the utility and flexibility in the combination of cross-national surveys and administrative data, we chose social groups of gender, age, and education, as well as intersectional groups based on gender and age, and attitudinal groups. We conclude this research note with empirical illustrations of PaReSoGo’s use.

Historicizing the comparative survey of freedom: tracing the social trajectory of an influential indicator

2020 ◽  
Vol 33 (2) ◽  
pp. 121-144
Author(s):  
Emily Zerndt
Keyword(s):  
American Foreign Policy ◽  
Policy Decision ◽  
Political Scientist ◽  
Social Scientists ◽  
The Social ◽  
Retrospective Account ◽  
Comparative Survey ◽  
Policy Decision Making ◽  
The U.S ◽  
Freedom House

ArgumentThe Comparative Survey of Freedom, first published by Freedom House in 1973, is now the most widely used indicator of democracy by both academics and the U.S. government alike. However, literature examining the Survey’s origins is virtually nonexistent. In this article, I use archival records to challenge Freedom House’s retrospective account of the indicator’s creation. Rather than the outcome of a scientific methodology by multiple social scientists, the Survey was produced by a single political scientist, Raymond Gastil, according to his own hunches and impressions. How, then, did this indicator rise to such prominence? I argue that the Survey’s notoriety can be attributed to its early promotion in both political science and American foreign policy decision-making, as well as the fact that it fit the dominant scientific and political paradigms of the time.

scholarly journals Social Ties and the Job Search of Recent Immigrants

ILR Review ◽  
2017 ◽  
Vol 72 (2) ◽  
pp. 355-381 ◽  
Author(s):  
Deepti Goel ◽  
Kevin Lang
Keyword(s):  
Social Networks ◽  
Theoretical Model ◽  
Job Search ◽  
Social Ties ◽  
Wage Distribution ◽  
Specific Mechanism ◽  
Recent Immigrants ◽  
The Difference

This article highlights a specific mechanism through which social networks help in job search. The authors characterize the strength of a network by its likelihood of providing a job offer. Using a theoretical model, they show that the difference between wages in jobs found using networks versus those found using formal channels decreases as the network becomes stronger. The authors verify this result for recent immigrants to Canada for whom a strong network is captured by the presence of a “close tie.” Furthermore, structural estimates confirm that the presence of a close tie operates by increasing the likelihood of generating a job offer from the network rather than by altering the network wage distribution.

Nominal Wage Adjustments during the Pandemic Recession

2021 ◽  
Vol 111 ◽  
pp. 258-262
Author(s):  
John Grigsby ◽  
Erik Hurst ◽  
Ahu Yildirmaz ◽  
Yulia Zhestkova
Keyword(s):  
Great Recession ◽  
Labor Demand ◽  
Wage Distribution ◽  
Nominal Wage ◽  
The Great Recession ◽  
Wage Cuts

In this paper, we show that the pandemic recession has led to frequent cuts in nominal wages. Within three months in 2020, as many wage cuts had occurred as occurred throughout the Great Recession. Unlike employment declines, wage cuts were concentrated at the top of the wage distribution. However, these cuts have been relatively short lived, particularly among high earners. Finally, wage cuts have been concentrated in firms that have seen large employment declines. Wage cuts appear not to be a substitute for cutting employment, at least when the shock to labor demand is this large.

The impact of cross-border commuters on occupational wages: Comparison of some nonparametric tests and their application to unemployment in Geneva

2014 ◽  
Author(s):  
Alberto Saez
Keyword(s):  
Spatial Interaction ◽  
Nonparametric Tests ◽  
Wage Distribution ◽  
The European Union ◽  
Skilled Workers ◽  
Cross Border ◽  
Free Mobility ◽  
Bilateral Agreement ◽  
Unemployment Data ◽  
The Impact

The bilateral treaty on free mobility between the European Union and Switzerland has adversely affected native private sector low-skilled workers in the lower range of the earnings distribution. If cross-border commuters’ wages are prioritised over the local wages, the (pre-bilateral agreement) wage distribution between cross-border employees and local ones will intersect. This paper considers the statistical methods that can be used to test for this form of spatial interaction affecting the evolution of regional unemployment. Numerical simulations suggest that recently developed tests for distribution-crossing are powerful even when the two distributions under study are fairly similar, and that these tests can be usefully combined with more standard quantile tests to characterise unskilled occupational wages at the bottom. We apply this approach to unemployment data in Geneva and find that workforce participation among the local low-skilled workers was lower than that of low-qualified cross-border commuters.

Improving Workforce Education Learning Outcomes

2018 ◽  
pp. 1368-1390
Author(s):  
Carsten Schmidtke
Keyword(s):  
Young People ◽  
Work Experience ◽  
Global Economy ◽  
Workforce Education ◽  
Dropping Out ◽  
Full Time ◽  
Skilled Workers ◽  
The Past ◽  
Part Time ◽  
The U.S

Despite numerous attempts over the past few decades to prepare the U.S. workforce for the increasing challenges of a global economy, educators hear the same complaints from industry about how difficult it is to find highly skilled workers. The growing need to have a higher level of education and different knowledge, skills, and attitudes than in the past brought on by globalization makes the task of preparing workers for tomorrow's workplace even more daunting. Whatever the reason for dropping out, many young people have clearly not responded to the attempt to educate them through full-time schooling, no matter how innovative the program. This chapter argues that more adolescents can be educated in a school system that no longer emphasizes full-time schooling but instead combines part-time school with part-time real-world work experience. To carry out such an approach, it may be time to expand our horizons in the search for solutions, and we can find some guidance in a rather unexpected place, the work of Soviet educator Anton Semyonovich Makarenko. Makarenko's success in training young people to become productive workers includes several concepts and methods that may be useful in improving today's workforce education system.

Increased Workforce Diversity by Race, Gender, and Age and Equal Employment Opportunity Laws

2018 ◽  
pp. 380-405
Author(s):  
Shani D. Carter
Keyword(s):  
Labor Force ◽  
Race And Ethnicity ◽  
Equal Employment Opportunity ◽  
Training And Development ◽  
Employment Opportunity ◽  
Development Programs ◽  
Research And Practice ◽  
Equal Employment ◽  
Gender And Age ◽  
The U.S

This chapter reviews how the passage of United States federal Equal Employment Opportunity laws between 1960 and 2000 related to race, gender, age, and national origin led to increased diversity of the labor force in gender, race, and ethnicity, an increase which is ongoing. Data from the U.S. Departments of Labor and Census indicate these laws substantially increased the percentage of Black, Hispanic and Asian and female workers. Between 2003 and 2013, the percentage of the labor force that is women, Black, Hispanic and Asian continued to increase, with the largest gains being of Hispanic and Asian employees. The chapter demonstrates how utilizing diversity improves the research and practice of HRD. This increasing diversity requires practitioners to rethink the methods they use to deliver training and development programs. Further, researchers should examine how the increased diversity impacts all areas of HRD, such as training, mentoring, and work-life balance.

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