Gender Differences in the Use of Social Contacts in the Job Search Process

2021 ◽  
Vol 2021 (1) ◽  
pp. 13077
Author(s):  
Kira Choi
Keyword(s):  
Gender Differences ◽  
Job Search ◽  
Search Process ◽  
Social Contacts

Gender Differences in the Provision of Job-Search Help

2019 ◽  
Vol 33 (5) ◽  
pp. 746-771
Author(s):  
Min Zhou
Keyword(s):  
Gender Differences ◽  
Gender Inequality ◽  
Job Search ◽  
Large Data ◽  
Direct Influence ◽  
Data Set ◽  
Social Contacts ◽  
Force Dynamics ◽  
Hiring Process ◽  
Starting Point

The existing literature has well studied the use of social contacts in job search, including gender inequality, in using social contacts. What is missing is the perspective of social contacts who help others find jobs. Using a large data set from the 2012 China Labor-Force Dynamics Survey, this study reveals significant gender differences in the provision of job-search help. Compared with women, men are more likely to provide job-search help and especially show a greater likelihood of exerting direct influence on the hiring process. While women are gender neutral in their choice of help recipients, men display a selective preference for helping other men. This men’s advantage of providing job-search help, especially influence-based help, and men’s selective preference for helping other men, imply another prominent gender inequality in informal hiring in the labor market. This study suggests several theoretical propositions to explain the revealed gender differences in both “whether to help” and “whom to help,” providing a starting point for further research.

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.

Scientists, Engineers, and the Job Search Process

1974 ◽  
Vol 17 (2) ◽  
pp. 40-49 ◽  
Author(s):  
Ross E. Azevedo
Keyword(s):  
Job Search ◽  
Search Process

Schooling as a job search process

1993 ◽  
Vol 41 (1) ◽  
pp. 85-91 ◽  
Author(s):  
Chengze Fan
Keyword(s):  
Job Search ◽  
Search Process

Stress, coping and the job search process: the experience of people with psychiatric disabilities in supported employment

Work ◽  
1998 ◽  
Vol 11 (2) ◽  
pp. 155-162
Author(s):  
Terry Krupa ◽  
Majka Lagarde ◽  
Karin Carmichael ◽  
Bruce Hougham ◽  
Herb Stewart
Keyword(s):  
Job Search ◽  
Supported Employment ◽  
Psychiatric Disabilities ◽  
Search Process ◽  
Stress Coping

MOTIVATION AND ACTIVE JOB SEARCH BEHAVIOR IN YOUNG PEOPLE: GENDER DIFFERENCES

2019 ◽  
Author(s):  
Lucía I. Llinares-Insa ◽  
Pilar González-Navarro ◽  
Rosario Zurriaga-Llórens
Keyword(s):  
Gender Differences ◽  
Young People ◽  
Job Search ◽  
Search Behavior ◽  
Job Search Behavior

scholarly journals Gender Differences in Job Search: Trading off COMMUTE AGAINST WAGE*

2020 ◽  
Vol 136 (1) ◽  
pp. 381-426 ◽  
Author(s):  
Thomas Le Barbanchon ◽  
Roland Rathelot ◽  
Alexandra Roulet
Keyword(s):  
Gender Differences ◽  
Gender Gap ◽  
Job Search ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Hourly Wage ◽  
Job Attributes ◽  
Joint Distributions ◽  
Application Data ◽  
Newly Hired

ABSTRACT We relate gender differences in willingness to commute to the gender wage gap. Using French administrative data on job search criteria, we first document that unemployed women have a lower reservation wage and a shorter maximum acceptable commute than their male counterparts. We identify indifference curves between wage and commute using the joint distributions of reservation job attributes and accepted job bundles. Indifference curves are steeper for women, who value commute around 20% more than men. Controlling in particular for the previous job, newly hired women are paid after unemployment 4% less per hour and have a 12% shorter commute than men. Through the lens of a job search model where commuting matters, we estimate that gender differences in commute valuation can account for a 0.5 log point hourly wage deficit for women, that is, 14% of the residualized gender wage gap. Finally, we use job application data to test the robustness of our results and to show that female workers do not receive less demand from far-away employers, confirming that most of the gender gap in commute is supply-side driven.

scholarly journals We’ve Selected a Candidate Who More Closely Fits Our Current Needs: A Genre Analysis of Academic Job-Refusal Letters

2019 ◽  
Vol 34 (1) ◽  
pp. 3-37
Author(s):  
Luke Thominet
Keyword(s):  
Job Search ◽  
Full Range ◽  
Genre Analysis ◽  
Search Process ◽  
Negative Experiences ◽  
Applicant Perceptions ◽  
Rhetorical Genre ◽  
The Common

For many, the academic job-search process involves experiencing rejection, self-doubt, and depression. And a common form of communication during this process—job-refusal letters—can reinforce these negative experiences. This article uses rhetorical genre analysis to study 131 academic job-refusal letters and the applicants’ perceptions of these letters. First it constructs a model of the common genre moves in the sample of letters, giving specific examples of variation in these moves. Then it correlates these moves with the applicants’ perceptions of the letters they received, analyzing the results for statistically significant variations in patterns of applicant perceptions. Based on these analyses, the author argues that the most typified genre moves do not contribute to applicants’ feeling valued. Instead, letters building goodwill through less typified moves and language are often more effective. Ultimately, he argues that we can make the job-search process more humane by attending to the specifics of the full range of interactions between applicants and institutions.

Sign in / Sign up

Export Citation Format

Share Document