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Explaining employers’ hiring decisions: A comparative study of employers’ risk assessment

机译：解释雇主的雇用决定：对雇主风险评估的比较研究

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In order to investigate the scarring effect of early job insecurity on future employment chances we have implemented a factorial survey experiment with recruiters based on real vacancies in Bulgaria, Greece, Norway and Switzerland. We contribute to recruitment research at least in three ways: First, the multinational design allows us to run comparative analysis across countries, which are carried out along the national dimensions youth unemployment rate, employment protection regulation and type of educational system. Second, we differentiate between two different forms of early job insecurity – unemployment and work experience in deskilling jobs, and we demonstrate that the sole focus on unemployment, as it is the case in the prevalent labour market research, is not sufficient in order to fully understand labour market outcomes caused by different forms of job insecurities. Third, since our sample consists of real recruiters who were hiring for current jobs at the time when the study was carried out, we provide a unique cross-country data set of high external validity. Our findings suggest that scarring effects of early job insecurity vary across countries and across occupational fields, and while scarring caused by work experience in deskilling jobs seems to be enforced by strong employment protection regulations, unemployment scarring seems to stronger where national unemployment is low. Further, the differences in recruiter’s evaluation across occupational fields indicate that signalling value of education may vary depending on specific sectors. Not at least, we contribute to debates around active labour market policies, arguing that measures aiming at quick labour market reintegration without consideration of job quality may not be the most sustainable solution, as work experience in a deskilling job does not lead to better recruiter’s evaluation.
机译：为了调查早期工作不安全感对未来就业机会的疤痕效应，我们根据保加利亚，希腊，挪威和瑞士的实际空缺情况，对招聘人员进行了析因调查实验。我们至少以三种方式为招聘研究做出贡献：首先，跨国设计使我们能够在国家之间进行比较分析，这些分析是按照国家层面的年轻人失业率，就业保护法规和教育制度类型进行的。其次，我们区分两种不同形式的早期工作不安全感–失业和工作不稳定的工作经验，并且我们证明，仅针对失业（如在普遍的劳动力市场研究中那样）不足以完全了解由不同形式的工作不安全感引起的劳动力市场结果。第三，由于我们的样本由在研究进行时正在招聘当前工作的真正的招聘人员组成，因此我们提供了具有高度外部有效性的独特的跨国数据集。我们的研究结果表明，早期工作不安全感的疤痕效应在不同国家和职业领域之间存在差异，尽管强有力的就业保护法规似乎可以使从事令人痛苦的工作经历的疤痕现象得到加强，但在全国失业率较低的地方，失业疤痕现象似乎更加严重。此外，各专业领域招聘人员评估的差异表明，教育的信号价值可能会因特定部门而异。至少，我们为围绕积极的劳动力市场政策的辩论做出了贡献，认为针对快速的劳动力市场重新整合而无需考虑工作质量的措施可能不是最可持续的解决方案，因为处于不稳定状态的工作经验不会导致更好的招聘者评估。

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