Sequential or Non-sequential Recruitment?

Arbeitspapier

This paper examines the recruitment process of firms. We test whether firms search sequentially or non-sequentially using data compiled from filled vacancies. According to theory, in case of sequential hiring, the number of applicants is proportional to the number of employees hired, whereas in case of non-sequential hiring, the number of applicants increases by less. We distinguish between different types of recruitment methods. We find that the sequential hiring is rejected for a number of methods (including advertisements) covering almost half of the vacancies, and the large majority of the job applications by job seekers. Informal recruitment methods tend to imply sequential search.

Object Details

• Language: Englisch

References and Relationships

• Bibliographic citation: Series: Tinbergen Institute Discussion Paper ; No. 04-109/3

Classification and Topics

• Classification: Wirtschaft ; Labor Turnover; Vacancies; Layoffs
• Subject: sequential search ; recruitment ; Personalbeschaffung

Contributors, Places and Time

• Event: Geistige Schöpfung
• (who): van Ommeren, Jos ; Russo, Giovanni
• Event: Veröffentlichung
• (who): Tinbergen Institute
• (where): Amsterdam and Rotterdam
• (when): 2004

Further information

• Handle: http://hdl.handle.net/10419/86299
• Last update: 10.03.2025, 11:44 AM CET