Abstract
Using an expansive data set on job listings and skill requirements, we document the entry of the Swift programming language for developing mobile applications into the labor market and how employers choose to hire workers for this emerging technology. We find that the first employers of Swift tend to be firms that are characterized by having general and diverse skill demands while firms that hire on less common skills or on specific bundles of skills have a lower tendency to engage with Swift until much later. This heterogeneity among firms in when they invest in human capital associated with emerging technologies results in a shift in the types of Swift jobs that are demanded in the market over time. We are able to attribute this shift to the decisions of employers rather than the skill since we do not observe comparable trends in a functionally equivalent but more mature mobile application programming language, Objective-C. Our findings are consistent with how organizational inertia can inhibit prompt adoption of new technologies. Implications for technology adoption, hiring, and labor shortages are discussed.
Published Version
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