Gender Differences in Recruitment Outcomes
AbstractThe paper tests the hypothesis that female applicants have a lower probability of being hired from a pool of applicants than their male counterparts. The results indicate that male and female candidates have about the same probability of being hired independently of the type of vacancy. The probability of hiring a candidate of a certain sex is therefore determined by the gender composition of the pool of applicants who have selected themselves on the basis of job characteristics, hiring standards and the type of sector. This indicates that male and female job-seekers select themselves in such a way that they have equal probabilities of being accepted. Copyright 1998 by Blackwell Publishing Ltd and the Board of Trustees of the Bulletin of Economic Research
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Bibliographic InfoArticle provided by Wiley Blackwell in its journal Bulletin of Economic Research.
Volume (Year): 50 (1998)
Issue (Month): 2 (April)
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Web page: http://www.blackwellpublishing.com/journal.asp?ref=0307-3378
Other versions of this item:
- J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
- J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
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University of Chicago - George G. Stigler Center for Study of Economy and State
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