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dc.contributor.authorvan Ommeren, Josen
dc.contributor.authorRusso, Giovannien
dc.date.accessioned2009-03-06-
dc.date.accessioned2010-07-07T11:51:59Z-
dc.date.available2010-07-07T11:51:59Z-
dc.date.issued2009-
dc.identifier.piurn:nbn:de:101:1-20090304406en
dc.identifier.urihttp://hdl.handle.net/10419/35448-
dc.description.abstractIn the extensive job search literature, studies assume either sequential or non-sequential search. Which assumption is more reasonable? This paper introduces a novel method to test the hypothesis that firms search sequentially based on the relationship between the number of (rejected) job applicants and the number of employees hired. We use data compiled from filled vacancies for the Netherlands. Different types of search methods are distinguished. Our results imply that when firms use advertising, private or public employment agencies, which together cover about 45 percent of filled vacancies, sequential search is rejected. For about 55 percent of filled vacancies however, sequential search cannot be rejected. In line with theoretical considerations, when firms use search methods that rely on social networks, sequential search cannot be rejected.en
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x4008en
dc.subject.jelJ63en
dc.subject.ddc330en
dc.subject.keywordSequential searchen
dc.subject.keywordrecruitmenten
dc.subject.stwPersonalbeschaffungen
dc.subject.stwArbeitsnachfrageen
dc.subject.stwArbeitsucheen
dc.subject.stwOffene Stellenen
dc.subject.stwNiederlandeen
dc.titleFirm recruitment behaviour: sequential or non-sequential search?-
dc.type|aWorking Paperen
dc.identifier.ppn593237331en
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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