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Firm Recruitment Behaviour: Sequential or Non-Sequential Search?

Author

Listed:
  • van Ommeren, Jos

    (Vrije Universiteit Amsterdam)

  • Russo, Giovanni

    (European Centre for the Development of Vocational Training (Cedefop))

Abstract
In the extensive job search literature, studies assume either sequential or non-sequential search. Which assumption is more reasonable? This paper introduces a novel method to test the hypothesis that firms search sequentially based on the relationship between the number of (rejected) job applicants and the number of employees hired. We use data compiled from filled vacancies for the Netherlands. Different types of search methods are distinguished. Our results imply that when firms use advertising, private or public employment agencies, which together cover about 45 percent of filled vacancies, sequential search is rejected. For about 55 percent of filled vacancies however, sequential search cannot be rejected. In line with theoretical considerations, when firms use search methods that rely on social networks, sequential search cannot be rejected.

Suggested Citation

  • van Ommeren, Jos & Russo, Giovanni, 2009. "Firm Recruitment Behaviour: Sequential or Non-Sequential Search?," IZA Discussion Papers 4008, Institute of Labor Economics (IZA).
    • Handle: RePEc:iza:izadps:dp4008
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    9. Manant, Matthieu & Pajak, Serge & Soulié, Nicolas, 2014. "Do recruiters 'like' it? Online social networks and privacy in hiring: a pseudo-randomized experiment," MPRA Paper 56845, University Library of Munich, Germany.
    10. Steven J. Davis & Brenda Samaniego de la Parra, 2024. "Application Flows," NBER Working Papers 32320, National Bureau of Economic Research, Inc.
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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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