AIM The purpose of the study was to learn about the opinions of employers from small and medium sized enterprises regarding hiring mentally ill people and to identify barriers hindering such employment. METHOD The study was carried out by the Public Opinion Research Center in 2007 on an all-Poland representative sample of 503 employers. A questionnaire entitled "Employers' opinions on hiring ...

Selecting more effective teachers among job applicants during the hiring process could be a highly cost-effective means of improving educational quality, but there is little research that links information gathered during the hiring process to subsequent teacher performance. We study the relationship among applicant characteristics, hiring outcomes, and teacher performance in Washington DC Publ...

Thank you for considering SHL as your partner for selection assessments. Making the right hiring and promotion decisions can result in a number of positive business outcomes for your organization, including cost savings, increased productivity, and greater employee retention. SHL's suite of assessments and its professional consulting services can help organizations establish hiring and promotio...

The automation of hiring decisions is a well-studied topic in crowdsourcing. Existing hiring algorithms make a common assumption—that each worker has a level of task competence that is static and does not vary over time. In this work, we explore the question of how to hire workers who can learn over time. Using a medical time series classification task as a case study, we conducted experiments ...

The relationship between social segregation and workplace segregation has 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...

I investigate whether the presence of intrinsically motivated agents benefits firms in a competitive environment. I find that firms may obtain higher profits by hiring self-interested agents than by hiring motivated agents. This is because the agents’ intrinsic motivation has counteracting effects on the profits obtained by the firms. On the one hand, motivation has a positive impact on the pro...

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.