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Gender differences in recruitment outcomes

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  • Russo, Giovanni

    (Vrije Universiteit Amsterdam, Faculteit der Economische Wetenschappen en Econometrie (Free University Amsterdam, Faculty of Economics Sciences, Business Administration and Economitrics)

  • Ommeren, Jos van

Abstract

Our results indicate that males and females have about the same probability of being hired in a mixed pool of male and female applicants, 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.

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Bibliographic Info

Paper provided by VU University Amsterdam, Faculty of Economics, Business Administration and Econometrics in its series Serie Research Memoranda with number 0015.

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Date of creation: 1997
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Handle: RePEc:dgr:vuarem:1997-15

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Web page: http://www.feweb.vu.nl

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  1. Kenneth R Troske & William J Carrington, 1992. "Gender Segregation Small Firms," Working Papers 92-13, Center for Economic Studies, U.S. Census Bureau, revised May 1993.
  2. Cox, Donald, 1982. "Inequality in the Lifetime Earnings of Women," The Review of Economics and Statistics, MIT Press, vol. 64(3), pages 501-04, August.
  3. Blau, Francine D & Ferber, Marianne A, 1987. "Discrimination: Empirical Evidence from the United States," American Economic Review, American Economic Association, vol. 77(2), pages 316-20, May.
  4. Mary Corcoran & Greg J. Duncan, 1979. "Work History, Labor Force Attachment, and Earnings Differences between the Races and Sexes," Journal of Human Resources, University of Wisconsin Press, vol. 14(1), pages 3-20.
  5. David Neumark & Michele McLennan, 1995. "Sex Discrimination and Women's Labor Market Outcomes," Journal of Human Resources, University of Wisconsin Press, vol. 30(4), pages 713-740.
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  7. Barron, John M & Black, Dan A & Loewenstein, Mark A, 1987. "Employer Size: The Implications for Search, Training, Capital Investment, Starting Wages, and Wage Growth," Journal of Labor Economics, University of Chicago Press, vol. 5(1), pages 76-89, January.
  8. John F. Ermisch & Robert E. Wright, 1993. "Wage Offers and Full-Time and Part-Time Employment by British Women," Journal of Human Resources, University of Wisconsin Press, vol. 28(1), pages 111-133.
  9. Borjas, George J, 1978. "Discrimination in HEW: Is the Doctor Sick or Are the Patients Healthy?," Journal of Law and Economics, University of Chicago Press, vol. 21(1), pages 97-110, April.
  10. Barron, John M & Black, Dan A & Loewenstein, Mark A, 1989. "Job Matching and On-the-Job Training," Journal of Labor Economics, University of Chicago Press, vol. 7(1), pages 1-19, January.
  11. Renes, Gusta & Ridder, Geert, 1995. "Are women overqualified," Labour Economics, Elsevier, vol. 2(1), pages 3-18, March.
  12. Polachek, Solomon William, 1981. "Occupational Self-Selection: A Human Capital Approach to Sex Differences in Occupational Structure," The Review of Economics and Statistics, MIT Press, vol. 63(1), pages 60-69, February.
  13. Kettunen, Juha, 1995. "Method of Pay in the Finnish Industry," Discussion Papers 535, The Research Institute of the Finnish Economy.
  14. Duncan, Greg J & Hoffman, Saul, 1979. "On-the-Job Training and Earnings Differences by Race and Sex," The Review of Economics and Statistics, MIT Press, vol. 61(4), pages 594-603, November.
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