Hiring Patterns Research Articles

A Snapshot of Academic Job Placements in Linguistics in the US and Canada

Abstract Most people working in the field of linguistics in the US and Canada have an intuitive sense of who the “major players” are among PhD-granting linguistics departments. Our analysis demonstrates that the frequently-perceived hierarchy of linguistics programs is indeed correct. Drawing on publicly available information from Winter/Spring, 2019 on faculty at all PhD-granting linguistics programs across the US and Canada, we use social network and heat map visualizations to demonstrate the existence of an extraordinarily strong and relatively stable hierarchy of programs whose graduates dominate the linguistics academic job market. A secondary finding is that many of the top programs are characterized by gender imbalances. We argue that the top programs’ tremendous influence on the job market as a whole affords these programs the ability – indeed, the responsibility – to take the lead in effecting positive change in the field's hiring patterns more broadly.

The 2021 ACR/RBMA Workforce Survey: Practice Types, Employment Trends, and Hiring Needs

PurposeThe aim of this study was to analyze current radiology practice types, specific subspecialty needs, employment trends, and retirement trends. MethodsACR members, nonmembers, and Radiology Business Management Association members were surveyed using predominantly structured closed-ended questions about a variety of current and recent radiology practice characteristics. Responses were group practice deduplicated and weighted. ResultsOf 1,702 survey respondents, 64% were men, with a median age of 51 years. In 2021, 62% of responding practices hired radiologists, with the average practice hiring 2 radiologists and academic practices on average hiring the most (3.5). Most radiologists (87%) were hired for full-time positions, with independent practices hiring the largest proportion of part-time positions. Body and breast imagers represented the largest numbers of hired radiologists (17% each). Practices anticipated similar hiring patterns in 2022, prioritizing breast (37%) and body (35%) imaging. Of all practice types, academic groups were least likely to prioritize general radiologist hiring. A large majority (82%) of radiology practices permit remote work (teleradiology), more common at academic than other practices. Of currently employed radiologists, 16% plan to seek new employment in the next year; early-career radiologists indicated the highest likelihood (92%) and academic radiologists the lowest (66%) of remaining in the same practice for at least 5 years. A large majority of practices (80%) reported no radiologist retirements in 2021. Of those retiring, the average age was 75 years, and 66% worked full-time until retirement. ConclusionsRadiologist recruiting remains robust. Current information on practice characteristics may help inform radiology practice leaders seeking to right-size their groups.

Geoscience academic hiring networks reinforce historic patterns of inequity

Abstract An analysis of the academic hiring networks in geoscience reveals a severe imbalance that favors graduates from a small handful of institutions. In this study, social network analysis was conducted on a database consisting of every individual with a Ph.D. working in a geoscience degree-granting program in the United States (n = 6694) between 2015 and 2021. Individuals were mapped from the institution where they earned their Ph.D. to the institution where they currently work. Of the 895 geoscience degree-granting institutions included in the database, 10 alone produced nearly a quarter (24.6%) of the entire academic geoscience workforce. Network analysis also identified a small, closed network consisting of five of the top-10 institutions, which suggests that these networks hire more frequently from one another than from other institutions in the network. When academic rank was used to analyze the network for change over time, no significant shift in the hiring patterns was found. These imbalances in faculty production disadvantage scientists who are educated at programs other than the top-placing institutions and ultimately reinforces longstanding inequities in the field, such as the underrepresentation of people who are Black, Indigenous, People of Color (BIPOC), and first-generation college students in geoscience faculty. These patterns of inequity have also been shown to limit the spread of new scientific ideas throughout research communities.

An evaluation of nurse practitioner and physician assistant hiring patterns after implementation of the advanced practice registered nurse consensus model.

The Advanced Practice Registered Nurse (APRN) Consensus Model was developed in 2008 by the APRN Consensus Work Group and the National Council of State Boards of Nursing APRN Advisory Committee. This model aims to improve access to APRN care through standardization of licensure, accreditation, certification, and education and has been adopted by many organizations throughout the United States. However, the Consensus Model is not a legislative document, and there is variation in adoption and implementation throughout states and organizations. Since the Consensus Model was developed, little is known about how this change has affected hiring practices for nurse practitioners (NPs) and physician assistants (PAs). There are concerns that the model may place burdensome hiring constraints on NP hires, which could inadvertently lead to preferential hiring of PAs over NPs. We evaluated whether there was a significant association between the proportion of NPs versus PAs hired after the implementation of the APRN Consensus Model in 2017 in a large not-for-profit health system in North Carolina. Our study revealed no association between implementation of hiring practices to align with the APRN Consensus Model and preferential hiring of PAs over NPs.

A Longitudinal Examination of Homologous Reproduction in Athletic Directors’ Hiring of Intercollegiate Head Coaches for Women Sports

The underrepresentation of women head coaches of women’s teams at the National Collegiate Athletic Association Division I level is well documented, and the percentage of women coaching women’s teams has remained stagnant at approximately 40%–43% for more than a decade. Documenting hiring patterns of individuals in positions of power is crucial to understanding why stagnation persists. The purpose of this study was to longitudinally examine the gender distribution of head coaches hired for women’s teams and statistically examine if the gender of the athletic director (AD) impacted who was hired. Data on head coach gender and AD gender were collected between the 2014–2015 and 2021–2022 academic years. Based on the data, gendered hiring patterns emerged. Results indicated that homologous reproduction was present in ADs’ hiring of head coaches of women’s teams. The findings can be used to increase awareness and motivate evidence-based action by holding ADs accountable for their hiring decisions. Findings illuminate the hiring processes in intercollegiate sport, which have numerous implications for women sport coaches. Future research on factors such as external influences on the hiring process and the glass cliff phenomenon is warranted.

Is the online gig economy beyond national reach? A European analysis

Abstract With the emergence of the online gig economy, computer-based jobs can be completed by gig workers around the world. This raises the question whether the labour market for online gigs is truly boundless as distance no longer matters. Based on gravity models, we investigate the effect of geographical, institutional and cultural distance on almost 30 000 platform hirings between 26 European countries. While we find that online gig platforms are used to off-shore work from high- to low-wage countries, the online gig economy is not boundless as gig workers are still preferably hired from geographically close economies. A common language furthermore facilitates hirings between countries. Interestingly, though, differences in formal and informal institutions hardly affect hiring patterns across countries, suggesting that online platforms create their own institutional framework. We conclude that the online gig economy constitutes neither a boundless nor a frictionless labour market, implying that its promise of creating equal access to job opportunities is exaggerated.

What roles do high-growth small- and medium-sized enterprises play in a slow-growing region? The job diversity and inclusive growth in Incheon, South Korea

This study examines the labor market outcomes of high-growing incumbent small- and medium-sized enterprises (SMEs) in Incheon during the 2013-2016 economic downturn. By using employee-employer matched panel data, this study found that only a small number of high-growth firms (HGFs) created the majority of new jobs, while other firms reduced their employees in response to the economic challenges. SME HGFs, on the whole, have a tendency to hire people with high human capital. However, a group of HGFs exhibits a different hiring pattern, specifically targeting marginalized individuals in the labor market. Micro-firms that show one time sharp growth are more likely to hire middle-aged unemployed women and provide them with secure and well paying positions. These findings highlight the significant role of incumbent micro-HGFs in job creation and inclusive growth, emphasizing the need for increased attention from policy circles.

Disappearing Diversity and the Probability of Hiring a Non-White Teacher: An Analysis of Principals’ Hiring Patterns in Predominantly White Schools

This study investigates whether a principal’s likelihood of hiring a teacher of color is sensitive to the racial composition of students in the school. We used an administrative dataset from Texas including 59,157 principal observations and 662,997 teacher observations spanning 2000–2017 to consider whether or not the disappearing diversity in a majority White school is a factor in principals’ decisions to hire teachers of color. We examined the hiring patterns of principals within schools where 50% of the students were White and compared the probability that a non-White teacher would be hired as the homogeneity of the student body increased (that is, as increasing proportions of the student body were White). We found that White principals were less likely to hire teachers of color as the proportion of White students approached 100%. This study provides initial evidence that teacher hires are sensitive not only to the principal’s race but also to the racial composition of the student body. Specifically, as the diversity of the student body disappears, so too does the principal’s likelihood of hiring a teacher of color.

Ecological Influences on the Formation of the Hiring Network in the Communication Job Market, 2015 to 2019

This study investigates ecological factors that drive hiring decisions in the academic marketplace. Faculty hires between institutions are conceptualized as interorganizational network ties. Drawing on theoretical insights from network inertia and niche processes in organizational ecology, the current study builds an ecological framework to explain the formation mechanisms of the faculty hiring network among 81 U.S. institutions granting PhDs in communication. Consistent with the predictions of the ecological model of hiring decisions, the empirical results of exponential random graph models (ERGMs) revealed that past behavior (or the presence of previous ties), niche width (or the number of research specializations), and niche overlap (or the degree of shared research specializations) significantly constrained the likelihood of tie creation during the 2015 to 2019 period. These effects held true even when traditional explanations such as network self-organization and status-based hiring patterns were taken into account. Theoretical and practical implications are discussed.

Degrees of Separation

This study investigates whether the hiring of professors in Canada, a land of public universities and inexpensive tuition, is more equitable in terms of socioeconomic class than the hiring of their counterparts in the United States. Featuring original data on the degrees of all tenure track and tenured faculty members who teach in English doctoral programs in Canada, this article examines the relation between, on the one hand, the nationalities and the rankings of the programs in which these scholars obtained their degrees and, on the other, the tier of the programs in which these scholars teach. Employing previously unprocessed data from Statistics Canada and in dialogue with research on higher education, including the writings of Pierre Bourdieu, this article discusses the mechanisms through which faculty hiring patterns in Canadian English departments are strongly tied to PhD holders’ socioeconomic backgrounds. This study discusses the implications of such tracking patterns for first-generation university students—who comprise 38.8 percent of English doctoral recipients in Canada—when they seek positions in the professoriat.

Emergence of hierarchy in networked endorsement dynamics

Many social and biological systems are characterized by enduring hierarchies, including those organized around prestige in academia, dominance in animal groups, and desirability in online dating. Despite their ubiquity, the general mechanisms that explain the creation and endurance of such hierarchies are not well understood. We introduce a generative model for the dynamics of hierarchies using time-varying networks, in which new links are formed based on the preferences of nodes in the current network and old links are forgotten over time. The model produces a range of hierarchical structures, ranging from egalitarianism to bistable hierarchies, and we derive critical points that separate these regimes in the limit of long system memory. Importantly, our model supports statistical inference, allowing for a principled comparison of generative mechanisms using data. We apply the model to study hierarchical structures in empirical data on hiring patterns among mathematicians, dominance relations among parakeets, and friendships among members of a fraternity, observing several persistent patterns as well as interpretable differences in the generative mechanisms favored by each. Our work contributes to the growing literature on statistically grounded models of time-varying networks.

Reengineering Journalism: Product Manager as News Industry Institutional Entrepreneur

The current media environment demands a continuous stream of products ready to meet audience needs, and the emergent role of product manager serves to prioritize those needs by providing a holistic perspective on a news organization’s goals. Product managers meet a crucial business imperative of journalism by bringing new skillsets into the newsroom to help bridge the divide of the varying operating logics and align priorities among editorial, business, and technology departments. Thus, the increasing popularity of the product manager across news organizations serves as a prime example of the reengineering of journalism’s institutions. While much scholarship explains how journalism’s institutions evolve with regard to digital transformation, less focuses on the specific impact to the business of news and the role of actors as embedded yet still responsible for change. This article frames journalism’s product managers as institutional entrepreneurs to better understand how actors can promote change and reengineer journalism’s longstanding professional boundaries. A unique dataset of product manager employment histories from a sample set of news organizations in both the US and UK is systematically analysed to examine hiring patterns, training backgrounds, degree of professionalization, and organizational field structure, shedding light on the enabling conditions of institutional entrepreneurs.

Practice Patterns Among Hand Surgeons According to Primary Residency Training: A National Surgical Quality Improvement Project Study.

Hand surgery fellowships accept applicants from 3 different residencies: general surgery, orthopedic surgery, and plastic surgery. Although all of these specialties culminate into a board-certified hand surgeon, each specialty receives drastically different training in residency, which can have effects on which procedures these surgeons feel comfortable performing in their own practices. This study aims to compare practice patterns and complication rates among hand surgeons by residency training. The National Surgical Quality Improvement Program database was queried between the years of 2014 and 2018 for all Current Procedural Terminology codes pertaining to upper-extremity surgical procedures performed below the elbow. Procedures not performed by a general, orthopedic, or plastic surgeon were excluded, as well as polytraumas. Procedures were then stratified by anatomic region, tissue type, and primary specialty of the attending surgeon. Data collected included the number of each procedure, patient complexity, and complications. Statistical analysis consisted of a t test for continuous variables, χ2 analysis for categorical variables, and linear regression analysis to compare complications rates between specialties. A total of 76,980 unique cases were included in our analysis: 4979 (6.4%) at the elbow, 43,680 (56.7%) at the forearm/wrist, 23,284 (30.2%) at the hand, 1421 (1.8%) flaps/grafts, 285 (0.4%) vascular, and 3331 (4.3%) neurological. Orthopedics performed most (79.5%) of the procedures, whereas plastic surgeons and general surgeons performed 17.3% and 3.1%, respectively. There were also significant differences by anatomic location/type of procedure, with orthopedic surgeons performing 99.2% of procedures at the elbow but only 67.7% of procedures at the hand. Linear regression analysis showed general surgeons had the lowest complication rates. Our data show significant differences in the number of upper-extremity surgeries performed by surgeons from each specialty at different anatomic locations.This could be due to differences in training during residency or proportionately more orthopedic surgeons being "full-time" hand surgeons. These data could affect hiring patterns in hospitals seeking hand surgeons depending on the variety of pathology encountered at that particular institution.

Citations versus expert opinions: citation analysis of featured reviews of the American Mathematical Society

Peer review and citation metrics are two means of gauging the value of scientific research, but the lack of publicly available peer review data makes the comparison of these methods difficult. Mathematics can serve as a useful laboratory for considering these questions because as an exact science, there is a narrow range of reasons for citations. In mathematics, virtually all published articles are post-publication reviewed by mathematicians in Mathematical Reviews (MathSciNet) and so the data set was essentially the Web of Science mathematics publications from 1993 to 2004. For a decade, especially important articles were singled out in Mathematical Reviews for featured reviews. In this study, we analyze the bibliometrics of elite articles selected by peer review and by citation count. We conclude that the two notions of significance described by being a featured review article and being highly cited are distinct. This indicates that peer review and citation counts give largely independent determinations of highly distinguished articles. We also consider whether hiring patterns of subfields and mathematicians' interest in subfields reflect subfields of featured review or highly cited articles. We reexamine data from two earlier studies in light of our methods for implications on the peer review/citation count relationship to a diversity of disciplines.

A woman’s place is in the ‘home’? Gender-specific hiring patterns in academia in gender-equal Norway

We investigated women’s hiring patterns in academia, bridging the gap between two streams of literature typically not brought in conversation with one another: (1) access to tenured professorship by gender; (2) academic mobility and the disadvantage it can create for women. We studied all recruitments of new permanent associate and full professors by open call from 2007 to 2017 at one faculty of the largest university in Norway (N = 1009 applicants). We found that women were not reluctant to apply, nor systematically dispreferred in the selection process, nor deterred by the prospect of relocating. About 40% of applicants were women and the percentage was roughly maintained among winners. About 80% of women applicants were external candidates, nearly matching their male counterparts. However, women had an advantage when they were internal applicants and a disadvantage when external, and this disadvantage was a function of the distance. Underneath an overall gender-equal picture, there are gender-specific hiring patterns that are not the consequence of women’s application choices.

Representative bureaucracy, role congruence, and Kenya's gender quota

AbstractThis article examines the subnational determinants of descriptive representation. Agency managers may be hesitant to hire women uniformly across all localities if they perceive geographic variation in role congruence, or the degree to which a position's duties match gender roles. We expect managerial perceptions to affect hiring patterns even after the adoption of a gender quota intended to improve descriptive representation, as managers will differentially hire women to meet the quota in localities where they perceive role congruence to be highest. Evidence from Kenya's most important security agency after the adoption of a gender quota supports the theory. Broadly, this article shows that aggregate quotas are at risk of being implemented in a way that undermines the spirit of the law. Slack in oversight pushes implementation to subnational areas where managers perceive the quota will be least disruptive, and ultimately, have the smallest effects on passive, let alone active, representation.

Reputation systems and recruitment in online labor markets: insights from an agent-based model

Online labor markets—freelance marketplaces, where digital labor is distributed via a web-based platform—commonly use reputation systems to overcome uncertainties in the hiring process, that can arise from a lack of objective information about employees’ abilities. Research shows, however, that reputation systems tend to create winner-takes-all dynamics, in which differences in candidates’ reputations become disconnected from differences in their objective abilities. In this paper, we use an empirically validated agent-based computational model to investigate the extent to which reputation systems can create segmented hiring patterns that are biased toward freelancers with good reputation. We explore how jobs and earnings become distributed on a stylized platform, under different contextual conditions of information asymmetry. Our results suggest that information asymmetry influences the extent to which reputation systems may lead to inequality between freelancers, but contrary to our expectations, lower levels of information asymmetry can facilitate higher inequality in outcomes.

Navigating the brogrammers and the boys’ club: Women’s representation and experiences in political technology

This article offers the first systematic study of the hiring patterns and career experiences of women working on U.S. presidential campaigns in the new field of political technology. We paired the quantitative analysis of a dataset of 995 staffers active in technology, digital media, data, and analytics across four presidential election cycles (2004–2016) with data from 45 in-depth interviews with women active on 12 presidential campaigns. We find that women are systematically under-represented, they do not ascend to leadership positions at the same rates as men, and they do not have the same entrepreneurial opportunities. When women do get hired, many find it challenging to be heard, are judged according to different standards than men, and have few ways of holding people accountable for inappropriate behavior or arbitrary exercises of power. The findings likely have implications for other fields that have been reshaped by technology, from journalism to entertainment media.

Standing on the shoulders of giants?—Faculty hiring in information schools

Abstract The past three decades have witnessed the tremendous growth of the number of information schools (a.k.a., iSchools) and the size of their faculty bodies. However, there is little empirical evidence in faculty hiring patterns within the community. Analyzing hand-curated data of 81 junior and 485 senior faculty members from 27 iSchools in the United States and a total of 41 981 journal and conference proceeding publications, we investigate the effects of collaboration experience on placement quality, controlling for other well studied factors including gender, scholarly performance, and prestige of degree-granting programs. In particular, we find that strong ties in collaboration, as measured by PhD advisors’ academic achievements, have little correlation with placement quality fixing other factors. On the other hand, weak ties, manifested by coauthors excluding advisors, are found to be beneficial. Providing a better understanding of hiring practice in iSchools, the results highlight the importance of “standing on the shoulders of giants” for junior information science researchers wishing to find high-quality faculty job. Finally, our findings lay the foundation for future investigations, where stakeholders and administrators can assess the effectiveness of existing hiring strategies, which in turn provide managerial and policy implications for iSchools to adapt to the fast growing landscape of information science.

Do Start-ups Provide Employment Opportunities for Disadvantaged Workers?

This article compares the hiring patterns of start-ups and incumbent firms to analyze whether start-ups offer relatively more job opportunities to disadvantaged workers. Using administrative linked employer–employee data for Germany that provide the complete employment biographies of newly hired workers, the authors show that young firms are more likely than incumbents to hire applicants who are older, foreign, or unemployed, or who have unstable employment histories, arrive from outside the labor force, or were affected by a plant closure. Analysis of entry wages shows that penalties for these disadvantaged workers, however, are higher in start-ups than in incumbent firms. Therefore, even if start-ups provide employment opportunities for certain groups of disadvantaged workers, the quality of these jobs in terms of initial remuneration appears to be low.