We empirically investigate the effect of uncertainty on corporate hiring. Using novel data from the labor market for MBA graduates, we show that uncertainty regarding how well job candidates fit with a firm’s industry hinders hiring, and that firms value probationary work arrangements that provide the option to learn more about potential full-time employees. The detrimental effect of uncertaint...

We explore the effects of disability discrimination laws on hiring of older workers. A concern with antidiscrimination laws is that they may reduce hiring by raising the cost of terminations and-in the specific case of disability discrimination laws-raising the cost of employment because of the need to accommodate disabled workers. Moreover, disability discrimination laws can affect nondisabled...

Employers hiring entry-level information systems personnel have expectations about the entry-level expertise in a number of skill/knowledge areas including interpersonal and management, technical, and general business specialties, in addition to established organizational hiring guidelines. Furthermore, based on recent experience, these same employers have perceptions of the delivery of this re...

We study an industry dynamics model where access to credit improves the bargaining position of firms with workers and increases the incentive to hire. To evaluate the importance of the bargaining channel for the hiring decisions of firms we estimate the model structurally with simulated methods of moments using data from Compustat and Capital IQ.

An equilibrium search model of the labor market is combined with a social network. The key features are that the workers’ network transmits information about jobs and that wages and entry of firms are determined in equilibrium. In the baseline model workers are homogeneous and referrals are used to mitigate search frictions. When worker heterogeneity is added referrals also facilitate the hirin...

In this paper, we examine the evolution of jobs in midst hiring process: how change between decision to bring someone do a body work and someone. We analyze data from interviews, observations, documents about start-up find that, during hiring, tasks are added removed jobs; abandoned, replaced, moved; processes relaunched. describe two pathways that takes: pathway anticipated evolution, shaped b...

The relationship between social segregation and workplace segregation had been traditionally studied as a one-way causal relationship mediated by referral hiring. In this paper we introduce an alternative framework which describes the dynamic relationships between social segregation, workplace segregation, individuals’ homophily levels, and referral hiring. An agent-based simulation model was d...

During the last decade, scheduling the healthcare services (such as staffs and OTs) inside the hospitals have assumed a central role in healthcare. Recently, some works are addressed in the direction of hiring the expert consultants (mainly doctors) for the critical healthcare scenarios from outside of the medical unit, in both strategic and non-strategic settings under monetary and non-monetar...

This article aims to study lease and hiring contract in the Iranian-Islamic setting and analyze the asymmetric information problem in these contracts. For doing this, we study the characteristics of lease and hiring contracts in Iran (real world experimental characteristics that recognized in other studies), using library method, then we mathematically model different aspects of asymmetric info...

Research on employers’ hiring discrimination is limited by the unlawfulness of such activity. Consequently, researchers have focused on the intention to hire. Instead, we rely on a virtual labour market, the Fantasy Football Premier League, where employers can freely exercise their taste for racial discrimination in terms of hiring and firing. The setting allows us to eliminate co-worker, consu...