Skills and Race in Hiring: Quantitative Findings from Face-to-Face Interviews
AbstractThere is evidence that shifts in the demand for labor are disadvantaging young black men. To help explain this change, we analyze a set of quantitative measures derived from face-to-face interviews of employers in Detroit and Los Angeles. The measures encompass employer skill demands, hiring procedures, and racial attitudes, with racial representation (relative to the key outcome variable. Among other results, we find lower black representation (relative to area population) in firms with a literacy or numeracy requirement and firms that rely on the personnel interview as their primary screening device.
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Bibliographic InfoArticle provided by Eastern Economic Association in its journal Eastern Economic Journal.
Volume (Year): 21 (1995)
Issue (Month): 3 (Summer)
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Postal: c/o Dr. Alexandre Olbrecht, The Anisfield School of Business 205, Ramapo College, 505 Ramapo Valley Road, Ramapo, New Jersey 07430, USA
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Literacy; Race; Racial; Skills;
Find related papers by JEL classification:
- J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
- J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
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- Burkert, Carola & Seibert, Holger, 2007. "Labour market outcomes after vocational training in Germany : equal opportunities for migrants and natives?," IAB Discussion Paper 200731, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].
- Nelson Lim, 2002. "Who Has More Soft-skills?: Employers' Subjective Ratings of Work Qualities of Racial and Ethnic Groups," Working Papers 02-10, RAND Corporation Publications Department.
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