Abstract
Whilst there has been extensive research into the supply-side causal factors of spatial mismatch there is comparatively little commentary or analysis of the demand side. This paper seeks to make a contribution to the literature with particular reference to the human resources practices of employers. A three-stage model of recruitment is used to identify employer practices which we argue can (unwittingly) contribute to labour market mismatch. We conclude that, if recruitment from among the unemployed is to play a part in filling skills shortages, attention needs to be placed not only on the recruitment processes of employers but also on their retention and internal employee development practices.
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