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Recruitment, Training, and Career Concerns

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  • Heski Bar‐Isaac
  • Juan‐José Ganuza

Abstract

We examine training and recruitment policies in a two‐period model that nests two forms of production, “routine” work where ability and effort are substitutes and “creative” work where they are complements. Alternative ways of improving average ability have opposite implications for agents' career concerns. Although teaching to the top (training complementary to ability) or identifying star performers increases agents' career concerns, teaching to the bottom has the opposite effect. The paper also makes more general comments relating to models of reputation.

Suggested Citation

  • Heski Bar‐Isaac & Juan‐José Ganuza, 2008. "Recruitment, Training, and Career Concerns," Journal of Economics & Management Strategy, Wiley Blackwell, vol. 17(4), pages 839-864, December.
    • Handle: RePEc:bla:jemstr:v:17:y:2008:i:4:p:839-864
    DOI: 10.1111/j.1530-9134.2008.00197.x
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    References listed on IDEAS

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    Cited by:

    1. Luis Garicano & Luis Rayo, 2017. "Relational Knowledge Transfers," American Economic Review, American Economic Association, vol. 107(9), pages 2695-2730, September.
    2. Omer Moav & Zvika Neeman, 2010. "The Quality Of Information And Incentives For Effort," Journal of Industrial Economics, Wiley Blackwell, vol. 58(3), pages 642-660, September.
    3. Braz Camargo, 2011. "Career Concerns: A Human Capital Perspective," 2011 Meeting Papers 1274, Society for Economic Dynamics.

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