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Sequencing, timing and filling rates of recruitment channels

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Author Info

  • Cees Gorter
  • Jos Van Ommeren

Abstract

This paper analyses the recruitment process by which employers adjust their search strategies. The focus is, in particular, on the sequence and timing of recruitment channels. Two search strategies are identified. One strategy is to advertise a vacancy, and to form a pool of candidates by activating subsequent recruitment channels such that candidates are added to the pool. An alternative strategy used by employers is to start searching via informal channels, consider applicants at arrival and continue their search along a new recruitment channel if no suitable candidates show up. Results suggest that when informal personal contacts are available to the employer, this 'switching of channel' strategy is preferred. Moreover, the results of this paper are consistent with the view that informal search methods are potentially more efficient than using an advertisement and forming a pool of applicants, in particular when vital positions in firms have to be filled.

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File URL: http://www.tandfonline.com/doi/abs/10.1080/000368499323373
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Bibliographic Info

Article provided by Taylor & Francis Journals in its journal Applied Economics.

Volume (Year): 31 (1999)
Issue (Month): 10 ()
Pages: 1149-1160

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Handle: RePEc:taf:applec:v:31:y:1999:i:10:p:1149-1160

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Cited by:
  1. Rebien, Martina & Kubis, Alexander & Müller, Anne, 2014. "Success and failure in the operational recruitment process : contrasting the outcomes of search," IAB Discussion Paper 201407, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].
  2. Michele Pellizzari, 2004. "Do friends and relatives really help in getting a good job?," LSE Research Online Documents on Economics 19980, London School of Economics and Political Science, LSE Library.
  3. Egbert, Henrik & Fischer, Gundula & Bredl, Sebastian, 2009. "Advertisements or friends? Formal and informal recruitment methods in Tanzania," Discussion Papers 46, Justus Liebig University Giessen, Center for international Development and Environmental Research (ZEU).
  4. Annalisa Lucarelli, 2011. "Vacancies and Hirings: Preliminary Evidence from a Survey on Italian Employers," Rivista di statistica ufficiale, ISTAT - Italian National Institute of Statistics - (Rome, ITALY), vol. 13(2-3), pages 21-53.
  5. Arthur Schram & Jordi Brandts & Klarita Gërxhani, 2007. "Information Networks and Worker Recruitment," Working Papers 316, Barcelona Graduate School of Economics.
  6. Schram, Arthur & Brandts, Jordi & Gërxhani, Klarita, 2010. "Information, bilateral negotiations, and worker recruitment," European Economic Review, Elsevier, vol. 54(8), pages 1035-1058, November.
  7. Michele Pellizzari, 2011. "Employers' Search and the Efficiency of Matching," British Journal of Industrial Relations, London School of Economics, vol. 49(1), pages 25-53, March.
  8. Markus Heckmann & Susanne Noll & Martina Rebien, 2013. "Stellenbesetzungen mit Hindernissen: Bestimmungsfaktoren für den Suchverlauf," AStA Wirtschafts- und Sozialstatistisches Archiv, Springer, vol. 6(3), pages 105-131, March.
  9. Giovanni Russo & Wolter Hassink & Cees Gorter, 2005. "Filling vacancies: an empirical analysis of the cost and benefit of search in the labour market," Applied Economics, Taylor & Francis Journals, vol. 37(14), pages 1597-1606.

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