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Hiring Process (hiring + process)
Selected AbstractsGetting Hired: Sex and RaceINDUSTRIAL RELATIONS, Issue 3 2005TROND PETERSEN The hiring process is currently probably the least understood aspect of the employment relationship. It may very well be the most important for understanding the broad processes of stratification with allocation by sex and race to jobs and firms. A central reason for the lack of knowledge is that it is very difficult to assemble extensive data on the processes that occur at the point of hiring. We analyzed data on all applicants to a large service organization in the U.S. in a 16-month period in 1993,1994. We investigated the rating at the time of application, the probability of getting hired, and the ratings achieved one, three, and six months after hire. Overall differences between men and women were (a) negligible in rating received at the time of application, (b) small but slightly in favor of women in probability of getting hired, and (c) clearly in favor of women for ratings after hire. The evidence points unambiguously in one direction: Women do not come out worse than men in the hiring process in this organization. To the extent there is a difference, it is to the advantage of women. However, if the posthire performance ratings are free of sex bias, then women should have been hired at an even higher rate. When analyses were done separately by occupation, there are few differences between men and women in getting hired in the three occupations accounting for 94 percent of hires. In the other two, only 8 and 15 hires were made, making statistical analysis less meaningful. However, there is evidence that blacks face a disadvantage in getting hired, and also receive lower ratings after hire. Hispanic men are especially disadvantaged in getting hired. [source] Restoring Equity or Introducing Bias?JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 7 2006A Contingency Model of Attitudes Toward Affirmative Action Programs We developed a model to explain how an individual's attitude toward the group targeted by affirmative action impacts support for the program. In this model, attitude toward the targeted group influences the extent to which an individual perceives discrimination to be responsible for workforce disparities. Perceived discrimination affects fairness judgments of affirmative action programs with the effect contingent on the extent to which the remedy involves preferential treatment. To test this, participants were told about the selection system in a company in which minorities were underrepresented. Participants evaluated the extent to which they believed that discrimination occurs in the hiring process and 3 possible remedies. Results supported attitudes toward the targeted minority group as an antecedent of perceived discrimination and found that the amount of perceived discrimination was negatively related to fairness judgments of opportunity enhancement programs, but positively related to evaluations of programs that involved preferential treatment. Fairness judgments were positively related to support for all 3 affirmative action programs. [source] What Do You Know, Who Do You Know?: School as a Site for the Production of Social Capital and its Effects on Income Attainment in Poland and the Czech RepublicAMERICAN JOURNAL OF ECONOMICS AND SOCIOLOGY, Issue 3 2002Karen Buerkle This paper criticizes traditional approaches to stratification, which suggest that education contributes to inequality solely by endowing people with different amounts of human capital (knowledge and skills) or credentials. What these approaches overlook is the social component of education,friends, acquaintances and other connections one accumulates while in school. These connections reduce the uncertainty inherently present in the hiring process by compensating for lack of information with trust. We argue that social capital gained while in school has an independent effect on individual income, and show how this effect varies by education and experience levels. Conceptualizing schooling as an important source of social capital and finding ways to disentangle the effects of human and social capital on individual income are a contribution that economic sociologists can make to the study of education and inequality. [source] Controlling and Motivating the Workforce: Evidence from the Banking Industry in the Late Nineteenth and Early Twentieth CenturiesAUSTRALIAN ECONOMIC HISTORY REVIEW, Issue 3 2000Andrew J. SeltzerArticle first published online: 18 DEC 200 Large banks have a considerable advantage over their smaller rivals because they are better able to diversify their portfolios. However, to achieve this advantage they must overcome agency problems associated with delegating decision making to non-owner employees. This paper uses evidence from the Union Bank of Australia to examine mechanisms used to monitor and motivate workers. Monitoring took the form of rigorous screening, beginning with the hiring process and continuing with frequent performance evaluations. Workers were also given strict rules of behaviour and incentives to supply effort in the form of seniority-based wages, performance-based promotions, and a generous pension plan. [source] When a policy governance board hires a new CEO, what are some important dos and don'ts to remember during the hiring process and the new CEO's early weeks?BOARD LEADERSHIP: POLICY GOVERNANCE IN ACTION, Issue 74 2004Miriam Carver No abstract is available for this article. [source] Indirect Re,employment Wage DiscriminationBULLETIN OF ECONOMIC RESEARCH, Issue 1 2003Kostas G. Mavromaras This paper looks at unemployed individuals and investigates wage differences generated by re,employment selection. It shows that discriminatory re,employment selection can result, indirectly, in discriminatory re,employment pay. A Heckman two,stage selection model is combined with an extension of Gomulka,Stern non,linear decompositions to explain how re,employment selection generates indirect discrimination. The paper uses data from pre,unification Germany in the late 1980s and finds that female human capital suffers more from unemployment and that the market is harsher to males for becoming unemployed. New policies should encourage a regime where the hiring process is more transparent and hiring decisions are monitored on a regular basis. [source] | |||||||||||||