Number Of Hires Research Articles

Japanese Recruitment Practices in Times of Crisis

This paper examines past recruitment practices to provide insight into how Japanese companies have adapted during times of crisis. A literature review combining company surveys and government-related statistical data was used. It was found that many large companies adapted recruitment processes in varying degrees to deal with the changing economic environment. These changes include varying the number of hires and diversifying hiring conditions. Although many Japanese companies adapt their recruitment processes, they seem resistant to change their overall recruitment strategy even during a crisis.

The effect of trial periods in employment on firm hiring behavior

Abstract Recent changes in New Zealand law decreased the cost of dismissing employees within their first 3 months with an employer, with the aim of encouraging firms to increase hiring by reducing the associated risk. We use monthly linked employer–employee data and exploit the staggered introduction of the policy to estimate its effect on hiring. We find that the policy had little effect on the number of hires, the hiring of jobseekers of unknown quality, or the stability of employment. Our results suggest that policies that temporarily lower dismissal costs do not necessarily increase firm hiring.

The Structure of Hiring Costs in Germany: Evidence from Firm‐Level Data

This paper analyzes the structure of hiring costs of skilled workers in Germany. Using detailed and representative firm‐level data on recruitment and adaptation costs of new hires, we find that average hiring costs amount to more than 8 weeks of wage payments (€4700). The structure of hiring costs is convex, as an increase in the number of hires by 1 percent increases hiring costs by 1.3 percent. We find moderate effects of labor market institutions on the magnitude but none on the structure of hiring costs. Furthermore, we provide evidence in favor of monopsony power in the German labor market.

Changing Recruitment Practices in Japanese Companies

This paper examines recent recruitment practices to determine whether Japanese companies have adapted to the changing global economic environment. A literature review combining company surveys and government related statistical data was used. It was found that many large companies have adapted recruitment processes in varying degrees to deal with the changing economic environment. These changes include varying the number of hires and diversifying hiring conditions. Although many Japanese companies are adapting their recruitment processes, they still appear resistant to change their overall recruitment strategy.

The costs of hiring skilled workers

This paper analyzes the structure of hiring costs for skilled workers. We use novel Swiss administrative firm-level survey data that provide direct and detailed measures of hiring costs, including recruitment and adaptation. Results show that average hiring costs range, depending on firm size, from 10 to 17 weeks of wage payments. The structure of hiring costs is convex. Marginal hiring costs increase with the number of hires and reach up to 24 weeks of wage payments. We find no evidence for a fixed cost component. Hiring costs also increase with the hiring rate (the ratio of hires and skilled workers), confirming convexity. Hiring costs generally increase with skill requirements for job applicants, and depend on macroeconomic conditions: a 1% point increase in the unemployment rate reduces average hiring costs by more than 5%.

Comment: “A Closer Look at Correction for False Discovery Bias When Making Multiple Comparisons”

Comment: “A Closer Look at Correction for False Discovery Bias When Making Multiple Comparisons”

An Evaluation of Nurse Recruitment Methods

Hospital administrators are using a variety of recruitment strategies to attract sufficient numbers of nurses to staff their institutions. The authors describe one recruitment project that used several different methods to hire 76 nurses. The evaluation of the project compares the different recruiting methods by number of hires and cost per nurse hired.

Estimating a Common Relative Risk: Application in Equal Employment

Abstract To analyze hiring data in equal employment cases, the available positions should be stratified in accordance with the qualifications needed for the jobs. It is then necessary to combine the results of each stratum to obtain an overall test of equal hiring rates. Furthermore, a summary measure, which compares the hiring rate of a minority applicant to that of a majority one, is then estimated. Indeed, the relative risk measure is used by the government in assessing an employment practice for possible discriminatory impact. Sometimes reliable data on the applicants is unavailable, but an accurate estimate of the minority fraction, πi, of qualified persons in the appropriate labor market is obtainable from census or other external data. Usually the number of hires, t i, in each occupation is small relative to the number of applicants, which itself is a small fraction of the large external pool of qualified persons. Then the number of minority hires, x i, in each occupation can be regarded as a binom...