This paper presents the results from a 2.3 million person field experiment that varies whether or not a job seeker sees the number of applicants for a job posting on a large job posting website, LinkedIn. This intervention increases the likelihood that a person will finish an application by 3.5%. Women have a larger increase in their likelihood of finishing an application than men. Overall, adding this information to a job posting may offer a light-touch way to both increase application rates and alter the diversity of the applicant pool.
field experiment labor search social information big data gender risk aversion ambiguity aversion uncertainty herding competition