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Gender Differences in Recruitment Outcomes

  • Russo, Giovanni
  • van Ommeren, Jos N

The paper tests the hypothesis that female applicants have a lower probability of being hired from a pool of applicants than their male counterparts. The results indicate that male and female candidates have about the same probability of being hired 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. This indicates that male and female job-seekers select themselves in such a way that they have equal probabilities of being accepted. Copyright 1998 by Blackwell Publishing Ltd and the Board of Trustees of the Bulletin of Economic Research

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Article provided by Wiley Blackwell in its journal Bulletin of Economic Research.

Volume (Year): 50 (1998)
Issue (Month): 2 (April)
Pages: 155-66

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Handle: RePEc:bla:buecrs:v:50:y:1998:i:2:p:155-66
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  1. Renes, Gusta & Ridder, Geert, 1995. "Are women overqualified," Labour Economics, Elsevier, vol. 2(1), pages 3-18, March.
  2. 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.
  3. 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.
  4. William J. Carrington & Kenneth R. Troske, 1995. "Gender Segregation in Small Firms," Journal of Human Resources, University of Wisconsin Press, vol. 30(3), pages 503-533.
  5. 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.
  6. John M. Barron & Dan A. Black & Mark A. Loewenstein, 1993. "Gender Differences in Training, Capital, and Wages," Journal of Human Resources, University of Wisconsin Press, vol. 28(2), pages 343-364.
  7. 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.
  8. 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.
  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. Jones, David R & Makepeace, Gerald H, 1996. "Equal Worth, Equal Opportunities: Pay and Promotion in an Internal Labour Market," Economic Journal, Royal Economic Society, vol. 106(435), pages 401-09, March.
  11. Kettunen, Juha, 1995. "Method of Pay in the Finnish Industry," Discussion Papers 535, The Research Institute of the Finnish Economy.
  12. 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.
  13. 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.
  14. Alison J. Wellington, 1993. "Changes in the Male/Female Wage Gap, 1976-85," Journal of Human Resources, University of Wisconsin Press, vol. 28(2), pages 383-411.
  15. Lazear, Edward P & Rosen, Sherwin, 1990. "Male-Female Wage Differentials in Job Ladders," Journal of Labor Economics, University of Chicago Press, vol. 8(1), pages S106-23, January.
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