The present study examined the effect of applicant influence-tactic use on recruiter perceptions of fit. Two tactics, ingratiation and self-promotion, were expected to have positive effects on recruiter perceptions of fit and on recruiter hiring recommendations. In addition, the authors expected recruiter fit perceptions to mediate the relationship between applicant influence tactics and recrui...

Exploring indicators of prestige in hiring networks as they relate to measures of prestige presented in peer ratings provides a new perspective on hiring and identity in the iSchools. This study examines a hiring network for the iSchool community and finds that the perception of prestige among iSchools, as represented by the US News & World Report (USNWR) graduate school ratings, may be improve...

Veterans Week [5] November 6, 2017 Hampton Roanoke VEC Hiring Event Featuring Dynax [6] November 6, 2017 Roanoke Faneuil, Inc. Hiring Event [7] November 6, 2017 Arlington County Veterans Week [8] November 7, 2017 Hampton Dominion Packaging Job Fair [9] November 7, 2017 Henrico Cedar Fork Refuge for Men [10] November 7, 2017 Richmond Aerotek Hiring Event [11] November 7, 2017 Norfolk

In this paper, I consider whether: (1) a dynamic forward-looking model with multiple equilibria can generate persistent fluctuations without persistent sunspots; and (2) indeterminacy is important for these persistent fluctuations. The answer to the first question is a tentative no. The answer to the second question is yes. Extending the approach of Howitt and McAfee (1988, 1992), I work with a...

This paper considers the optimal hiring strategy of a firm that is unable to observe the productive abilities of all its applicants. Whom the firm considers as hireable, will depend crucially on the extent to which the firm can use its wage setting to mirror productivity differences. However, when setting its wages the firm has to consider other factors as well, e.g. turnover, that may make it ...

Introduction The robust economy and competition for employee talent has made it difficult for employers to fill open positions, and caused the hiring process to suffer. Organizations are increasingly willing to compromise good hiring practices to bring people on board as expeditiously as possible. It is not uncommon to use a single employment interview to make a hiring decision even for profess...

The two main reasons cited by the U.S. tech industry for hiring foreign workers­­remedying labor shortages and hiring "the best and the brightest"­­are not supported by the data, even after excluding the Indian IT service firms. Instead, the primary goals of employers in hiring the foreign workers are to reduce labor costs and to obtain "indentured" employees. Current immigration policy is caus...

Suppose someone applies for a system administrator job, or, better yet, an open slot on your computer security team. The applicant is eminently qualified for the position, having wizard-like skills on the exact operating systems deployed throughout your organization. You need his skills, big time. However, the candidate poses a bit of a problem. This otherwise-stellar applicant has a bit of a s...

When a firm hires a skilled employee from a prominent competitor, an indirect affiliation between the two firms is created. Recent organizational research indicates that such affiliations may influence the hiring firm’s prices, both substantively and symbolically (e.g., Joel M. Podolny 2001). Substantively, product quality may be enhanced by the human capital the new employee transfers from the...