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Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment

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  • Bagues, Manuel
  • Perez-Villadoniga, Maria J.

Abstract

In this paper we explore whether recruiters prefer applicants who are relatively strong in the skills in which the recruiters themselves excel. We analyze evidence from all entry exams to the Spanish Judiciary held between 2003 and 2007, where applicants are randomly assigned across evaluation committees. We find that applicants who excel in the same dimensions as recruiters are significantly more likely to be hired. Our findings have important strategic implications for both public and private sector recruitment practices.

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Bibliographic Info

Article provided by Elsevier in its journal Journal of Economic Behavior & Organization.

Volume (Year): 82 (2012)
Issue (Month): 1 ()
Pages: 12-20

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Handle: RePEc:eee:jeborg:v:82:y:2012:i:1:p:12-20

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Web page: http://www.elsevier.com/locate/jebo

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Keywords: Hiring; Similar-to-me effect; Randomized natural experiment;

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  1. Joseph Price & Justin Wolfers, 2010. "Racial Discrimination Among NBA Referees," The Quarterly Journal of Economics, MIT Press, vol. 125(4), pages 1859-1887, November.
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Cited by:
  1. Gavrilova, Evelina, 2014. "A Partner in Crime: Assortative Matching and Bias in the Crime Market," Discussion Papers 2014/25, Department of Business and Management Science, Norwegian School of Economics.
  2. Natalia Zinovyeva & Manuel F. Bagues, 2010. "Does gender matter for academic promotion? Evidence from a randomized natural experiment," Working Papers 2010-15, FEDEA.
  3. Baldwin, Kate & Bhavnani, Rikhil R., 2013. "Ancillary experiments: Opportunities and challenges," Working Paper Series UNU-WIDER Research Paper , World Institute for Development Economic Research (UNU-WIDER).

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