Skills and the graduate recruitment process: Evidence from two discrete choice experiments
AbstractIn this study we elicit employers preferences for a variety of CV attributes and types of skills when recruiting university graduates. Using two discrete choice experiments, we simulate the two common steps of the graduate recruitment process 1 the selection of suitable candidates for job interviews based on CVs, and 2 the hiring of graduates based on observed skills. We show that in the first step, employers attach most value to CV attributes which signal a high stock of occupation-specific human capital indicating low training costs and short adjustment periods; attributes such as relevant work experience and a good match between the field of study and the job tasks. In line with the preferences in the first step, employers actual hiring decision is mostly influenced by graduates level of professional expertise and interpersonal skills. Other types of skills also play a role in the hiring decision but are less important, and can therefore not easily compensate for a lack of occupation-specific human capital and interpersonal skills.
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Bibliographic InfoPaper provided by Maastricht University, Research Centre for Education and the Labour Market (ROA) in its series ROA Research Memorandum with number 002.
Date of creation: 2014
Date of revision:
Analysis of Education; Human Capital; Skills; Occupational Choice; Labor Productivity;
Find related papers by JEL classification:
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
- I21 - Health, Education, and Welfare - - Education - - - Analysis of Education
This paper has been announced in the following NEP Reports:
- NEP-ALL-2014-02-02 (All new papers)
- NEP-DCM-2014-02-02 (Discrete Choice Models)
- NEP-HRM-2014-02-02 (Human Capital & Human Resource Management)
- NEP-LAB-2014-02-02 (Labour Economics)
- NEP-LMA-2014-02-02 (Labor Markets - Supply, Demand, & Wages)
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