Abstract
Asymmetric information is a fundamental friction that results in mismatches and efficiency losses in the labor market. In this paper, we posit that more disaggregated financial disclosure from a CEO candidate’s prior employer can help the hiring firm better assess the possible fit between its operational needs and the candidate’s skill set. Using a mandatory segment reporting reform in the U.S. (SFAS 131) as an exogenous shock to disclosure disaggregation, we find a significant increase in the firm-CEO match quality when the hiring firm has access to more disaggregated segment information about the external candidate’s past employment. Further, the improvement in firm-CEO matching is greater when segment information is incrementally more useful for evaluation of candidate skills. These findings reveal a novel labor market benefit of disaggregated disclosure: alleviating pre-hiring information deficiencies and facilitating efficient allocation of CEO talent across firms.
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