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dc.contributor.authorJones, James R.en
dc.contributor.authorCo, Catherine Y.en
dc.contributor.authorHarter, James K.en
dc.contributor.authorYun, Myeong-Suen
dc.date.accessioned2011-09-13-
dc.date.accessioned2011-11-23T11:43:04Z-
dc.date.available2011-11-23T11:43:04Z-
dc.date.issued2011-
dc.identifier.piurn:nbn:de:101:1-201105173204en
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
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x5684en
dc.subject.jelJ29en
dc.subject.jelM12en
dc.subject.jelC21en
dc.subject.ddc330en
dc.subject.keywordhiring practicesen
dc.subject.keywordcredentialsen
dc.subject.keywordpersonalityen
dc.subject.keywordordered probiten
dc.titleManagerial valuation of applicant credentials and personal traits in hiring decisions-
dc.typeWorking Paperen
dc.identifier.ppn668202998en
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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