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Recruitment and Job Applications of Older Jobseekers from the Establishments’ Perspective

Author

Listed:
  • Bellmann, Lutz

    (Institute for Employment Research (IAB), Nuremberg)

  • Brussig, Martin

    (Institut Arbeit und Qualifikation (IAQ))

Abstract

In the demographic change, a prolongation of individual employment and thus of beginning a new employment in later stages of the work life is of growing importance. On the base of microeconomic data (establishment panel of the IAB), this paper analyses firms’ characteristics correlating with their recruitment behaviour towards the elderly (age 50 and more). Special consideration is given to the labour supply, which is here observed as the existence of an application from job seekers of age 50 and more, and which is a condition for recruiting of older employees. The results show that about 75% of the firms did not have an application of older job seekers. Of the remaining firms, which reported to have applications from older job seekers, about half of the firms recruited older job seekers, and the other half did not so. However, there are remarkable differences between firms which received applications from older job seekers and firms which are willing to recruit older job candidates. Possible explanations point to the search behaviour of job seekers as well as to the signalling of firms on the labour market towards the elderly.

Suggested Citation

  • Bellmann, Lutz & Brussig, Martin, 2007. "Recruitment and Job Applications of Older Jobseekers from the Establishments’ Perspective," IZA Discussion Papers 2721, Institute of Labor Economics (IZA).
    • Handle: RePEc:iza:izadps:dp2721
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    References listed on IDEAS

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    1. George A. Akerlof, 1970. "The Market for "Lemons": Quality Uncertainty and the Market Mechanism," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 84(3), pages 488-500.
    2. Oi, Walter Y. & Idson, Todd L., 1999. "Firm size and wages," Handbook of Labor Economics, in: O. Ashenfelter & D. Card (ed.), Handbook of Labor Economics, edition 1, volume 3, chapter 33, pages 2165-2214, Elsevier.
    3. O. Ashenfelter & D. Card (ed.), 1999. "Handbook of Labor Economics," Handbook of Labor Economics, Elsevier, edition 1, volume 3, number 3.
    4. Alda, Holger & Allaart, Piet & Bellmann, Lutz, 2005. "Churning and institutions : Dutch and German establishments compared with micro-level data," IAB-Discussion Paper 200512, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].
    5. Michael Spence, 1973. "Job Market Signaling," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 87(3), pages 355-374.
    Full references (including those not matched with items on IDEAS)

    Citations

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    Cited by:

    1. Pekka Ilmakunnas & Seija Ilmakunnas, 2014. "Age segregation and hiring of older employees: low mobility revisited," International Journal of Manpower, Emerald Group Publishing Limited, vol. 35(8), pages 1090-1115, October.
    2. John Heywood & Uwe Jirjahn & Georgi Tsertsvadze, 2011. "Part-time work and the hiring of older workers," Applied Economics, Taylor & Francis Journals, vol. 43(28), pages 4239-4255.
    3. Henseke, Golo & Tivig, Thusnelda, 2008. "Age, occupations, and opportunities for older workers in Germany," Thuenen-Series of Applied Economic Theory 86, University of Rostock, Institute of Economics.
    4. Christian Pfeifer, 2009. "Adjustment of Deferred Compensation Schemes, Fairness Concerns, and Hiring of Older Workers," Working Paper Series in Economics 151, University of Lüneburg, Institute of Economics.
    5. Lehmann, Christian, 2011. "Bestimmungsgründe für die Beschäftigung und Rekrutierung von Älteren sowie für das Angebot an altersspezifischen Personalmaßnahmen," CIW Discussion Papers 8/2011, University of Münster, Center for Interdisciplinary Economics (CIW).
    6. Pfeifer, Christian, 2009. "An Intra-Firm Perspective on Wage Profiles and Employment of Older Workers with Special Reference to Human Capital and Deferred Compensation," Hannover Economic Papers (HEP) dp-413, Leibniz Universität Hannover, Wirtschaftswissenschaftliche Fakultät.
    7. Šukalová Viera & Ceniga Pavel, 2017. "Older Employees in Sustainable Human Resources Management," Proceedings- 11th International Conference on Mangement, Enterprise and Benchmarking (MEB 2017),, Óbuda University, Keleti Faculty of Business and Management.

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    More about this item

    Keywords

    economics for the elderly; labour supply; labour demand; vacancies;
    All these keywords.

    JEL classification:

    • J14 - Labor and Demographic Economics - - Demographic Economics - - - Economics of the Elderly; Economics of the Handicapped; Non-Labor Market Discrimination
    • J22 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Time Allocation and Labor Supply
    • J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
    • J63 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Turnover; Vacancies; Layoffs

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