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Sequential or Non-sequential Recruitment?

Author

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  • Jos van Ommeren

    () (Faculty of Economics and Business Administration, Vrije Universiteit Amsterdam)

  • Giovanni Russo

    () (Faculty of Economics and Business Administration, Vrije Universiteit Amsterdam)

Abstract

This paper examines the recruitment process of firms. We test whether firms search sequentially or non-sequentially using data compiled from filled vacancies. According to theory, in case of sequential hiring, the number of applicants is proportional to the number of employees hired, whereas in case of non-sequential hiring, the number of applicants increases by less. We distinguish between different types of recruitment methods. We find that the sequential hiring is rejected for a number of methods (including advertisements) covering almost half of the vacancies, and the large majority of the job applications by job seekers. Informal recruitment methods tend to imply sequential search.

Suggested Citation

  • Jos van Ommeren & Giovanni Russo, 2004. "Sequential or Non-sequential Recruitment?," Tinbergen Institute Discussion Papers 04-109/3, Tinbergen Institute, revised 15 Sep 2008.
  • Handle: RePEc:tin:wpaper:20040109
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    References listed on IDEAS

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    More about this item

    Keywords

    sequential search; recruitment;

    JEL classification:

    • J63 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Turnover; Vacancies; Layoffs

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