Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/52058
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dc.contributor.authorJones, James R.en_US
dc.contributor.authorCo, Catherine Y.en_US
dc.contributor.authorHarter, James K.en_US
dc.contributor.authorYun, Myeong-Suen_US
dc.date.accessioned2011-09-13en_US
dc.date.accessioned2011-11-23T11:43:04Z-
dc.date.available2011-11-23T11:43:04Z-
dc.date.issued2011en_US
dc.identifier.piurn:nbn:de:101:1-201105173204en_US
dc.identifier.urihttp://hdl.handle.net/10419/52058-
dc.description.abstractWe study how managers value applicant credentials and personal traits in hiring decisions. Using the ordered probit model, we confirm previous results - managers rank applicant traits higher than credentials. However, we also uncover patterns not previously observed - managerial valuations of some of these characteristics are dependent on managers' perception of the overall state of the economy, on firm and immediate workplace characteristics, and on managers' personal characteristics. Manager valuations of credentials vary with a large number of factors; this is not so for applicant personal traits. This is not surprising as most managers view the five traits considered as extremely important.en_US
dc.language.isoengen_US
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen_US
dc.relation.ispartofseries|aDiscussion paper series // Forschungsinstitut zur Zukunft der Arbeit |x5684en_US
dc.subject.jelJ29en_US
dc.subject.jelM12en_US
dc.subject.jelC21en_US
dc.subject.ddc330en_US
dc.subject.keywordhiring practicesen_US
dc.subject.keywordcredentialsen_US
dc.subject.keywordpersonalityen_US
dc.subject.keywordordered probiten_US
dc.titleManagerial valuation of applicant credentials and personal traits in hiring decisionsen_US
dc.typeWorking Paperen_US
dc.identifier.ppn668202998en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US

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