Job Search and the Effectiveness of Job-Finding Methods

ILR Review ◽  
1972 ◽  
Vol 25 (4) ◽  
pp. 479 ◽  
Author(s):  
Graham L. Reid
Keyword(s):  
Job Search ◽  
Job Finding

Job Seeking: The Process and Experience of Looking for a Job

2020 ◽  
Vol 7 (1) ◽  
pp. 315-337 ◽  
Author(s):  
Connie R. Wanberg ◽  
Abdifatah A. Ali ◽  
Borbala Csillag
Keyword(s):  
Social Networking ◽  
Job Search ◽  
Job Quality ◽  
Future Research ◽  
Research Attention ◽  
Job Seeking ◽  
Employment Situation ◽  
Significant Research ◽  
Job Finding ◽  
Job Search Methods

This review distills available empirical research about the process and experience of looking for a job. Job search varies according to several dimensions, including intensity, content, and temporality/persistence. Our review examines how these dimensions relate to job search success, which involves job finding as well as job quality. Because social networking and interviewing behavior have attracted significant research attention, we describe findings with respect to these two job search methods in greater detail. We provide examples of the relevance of context to job search (i.e., the job seeker's geographical region, country, and culture; the economy; the job seeker's current or past employment situation; and employer behaviors and preferences) and review research on bias in the job search. Finally, we survey work on job search interventions and conclude with an overview of pressing job search issues in need of future research.

scholarly journals The Informational Value of Job-Search Data and the Dynamics of Search Behaviour

2002 ◽  
Vol 52 (4) ◽  
pp. 399-419 ◽  
Author(s):  
John Micklewright ◽  
Gyula Nagy
Keyword(s):  
Job Search ◽  
Labour Force ◽  
Market Analysis ◽  
Search Behaviour ◽  
Search Data ◽  
Behaviour Changes ◽  
Job Finding ◽  
The Relationship ◽  
Informational Value

Labour-market analysis places much emphasis on the concept of search. But there is insufficient empirical information on (a) the relationship between reported job-search and job-finding and (b) how search behaviour changes over a spell without work. We investigate these issues using a sample constructed from Hungarian labour-force survey panel data of the flow from jobs to the state of “joblessness”. The results on job exits call into question aspects of the standard international classification of “unemployment”and being “out of the labour force”. Transitions during joblessness in and out of search and among the various categories of non-search are found to be only modest.

scholarly journals SOCIAL MEDIA RECRUITMENT: IN JOB FINDINGS AMONG THE GENERATION Y (FRESH GRADUATES)

2020 ◽  
Vol 3 (11) ◽  
pp. 13-33
Author(s):  
Lingkeswari Kunasagaram ◽  
Christina Rathy Anthony Samy
Keyword(s):  
Social Media ◽  
Job Search ◽  
Recruitment Process ◽  
The Social ◽  
Use Of Social Media ◽  
Job Finding ◽  
The Relationship ◽  
Search Information ◽  
Intended Use ◽  
Key Questions

The social media phenomenon has opened new paths of engagement and revolutionized the exchange of information. With more people engaging with social media, it is worth investigating its relevance to the recruitment process. The purpose of this paper is to assess how employers can make the best use of social media as part of the recruitment process. It examines which platforms effective suited to hosting job search information, which can help achieve recruitment goals and how candidates are used social media recruitment as a job finding tool. As the research examines a number of key questions on the current new ways of recruiting and its effectiveness, advantages such as accessibility and its impact on management. It analyzes the relationship between social media and recruitment and its impacts. There has been a relative research recommendation on exploring the processes and procedures individuals and employee organizations utilize with respect to employing social media in the workplace in the future, and specifically within the recruitment process. The findings confirm a dual-use of social media by employers, connected with a belief that strengthened connections with potential applicants are possible, alongside the original intended use as an attraction tool. It has also resulted in this research a significant positive relationship among social media recruitment as first would be Facebook is efficient and effective. This research concludes by highlighting a need for further research and recommendations for HRM practice.

Job Finding in Australia

1994 ◽  
Vol 3 (3) ◽  
pp. 51-54 ◽  
Author(s):  
James Athanasou
Keyword(s):  
Labour Market ◽  
Prior Knowledge ◽  
Job Search ◽  
Labour Force ◽  
Australian Bureau ◽  
Labour Force Survey ◽  
Job Seeking ◽  
Informal Labour ◽  
Australian Bureau Of Statistics ◽  
Job Finding

Although studies of the labour market have concentrated on employment and unemployment, there have been few Australian studies of job-search experiences. This report documents the methods used by people to obtain jobs in 1982, 1986 and 1990. It considers the proposition that informal job-seeking methods are more likely to lead to employment and that most jobs are obtained without prior knowledge of the vacancy. The data for this report were derived from the Australian Bureau of Statistics monthly labour force survey of households (published and unpublished data) in 1982, 1986 and 1990. Around 1.8 million individuals had started in a new job and at least 35 per cent of jobs resulted from approaches made without prior knowledge that the job was available. Friends and relatives accounted for some 17 per cent of placements and in 25 per cent of cases, the employer approached the job seeker, bringing the proportion of informal methods to at least 77 per cent. Results confirm the views of experienced career counsellors that there is a large and informal labour market.

Job-Search Perspectives on Migration Behaviour

1978 ◽  
Vol 10 (5) ◽  
pp. 519-535 ◽  
Author(s):  
J R Miron
Keyword(s):  
Job Search ◽  
Empirical Work ◽  
Theoretical Models ◽  
Search Theory ◽  
Interregional Migration ◽  
Job Seekers ◽  
Macroeconomic Theory ◽  
Migration Behaviour ◽  
Theoretical View ◽  
Job Finding

Although considerable empirical work has been undertaken to estimate interregional migration models, there has not been a corresponding attempt to construct more rigorous theoretical models. For over a decade, Sjaastad's (1962) basic analysis has been unsurpassed. The more recent paper by David (1974), however, attempts to lay a firm microeconomic and risk-analytic foundation for migration models by using concepts arising from job-search theory. His analysis is still quite limited in its perspective on migration, and the present paper attempts to derive a more satisfactory theoretical view of migration. In particular, the various aspects of job-search theory as it has been applied to macroeconomic theory are reviewed and the relevance of these to migration behaviour are assessed. The paper emphasizes (1) differences between search models concerned with wage dispersion and those concerned with job finding, (2) the information possessed by job seekers about different labour markets, (3) alternative search strategies including voluntary job quitting and the migration of unemployed job seekers, and (4) different measures of job-finding probabilities. Although several theoretical models are presented, the main purpose of the paper is to provide a systematic overview of the issues in model design in this important new area of migration research.

scholarly journals A job ladder model with stochastic employment opportunities

2021 ◽  
Vol 12 (4) ◽  
pp. 1399-1430 ◽  
Author(s):  
Jake Bradley ◽  
Axel Gottfries
Keyword(s):  
Job Search ◽  
Data Sets ◽  
Flow Models ◽  
Ladder Model ◽  
Special Cases ◽  
Duration Of Unemployment ◽  
Set Up ◽  
Stock Flow ◽  
Job Finding ◽  
Search Option

We set up a model with on‐the‐job search in which firms infrequently post vacancies for which workers occasionally apply. The model nests the standard job ladder and stock‐flow models as special cases, while remaining analytically tractable and easy to estimate from standard panel data sets. The parameters from a structurally estimated model on US data are significantly different from either the restrictions imposed by a stock‐flow or job ladder model. Imposing these restrictions significantly understates the search option associated with employment and are, unlike our model, inconsistent with recent survey evidence and declining job finding rates and starting wage with duration of unemployment, both of which are present in the data.

scholarly journals Family job search and wealth: The added worker effect revisited

2020 ◽  
Vol 11 (4) ◽  
pp. 1431-1459 ◽  
Author(s):  
J. Ignacio García-Pérez ◽  
Sílvio Rendon
Keyword(s):  
Labor Market ◽  
Job Search ◽  
Wealth Accumulation ◽  
Program Participation ◽  
Women's Labor ◽  
Added Worker Effect ◽  
Job Separation ◽  
Economic Downturns ◽  
Household Members ◽  
Job Finding

We propose and estimate a model of family job search and wealth accumulation with data from the Survey of Income and Program Participation (SIPP). This dataset reveals a very asymmetric labor market for household members who share that their job finding is stimulated by their partners' job separation. We uncover a job search‐theoretic basis for this added worker effect, which occurs mainly during economic downturns, but also by increased nonemployment transfers. Thus, our analysis shows that the policy goal of increasing nonemployment transfers to support a worker's job search is partially offset by the spouse's cross effect of decreased nonemployment and wages. The added worker effect is robust to having more children and more education in the household and does not just result as a composition of heterogeneous individuals. We also show that the interdependency between household members is understated if wealth and savings are not considered. Finally, we show that gender equality in the labor market not only improves women's labor market performance, but it also increases men's accepted wages and nonemployment rates.

scholarly journals Getting a Job in Flushing: A Qualitative Study on Chinese Immigrants’ Job-Finding and Job Transitions in an Ethnic Enclave

2017 ◽  
Vol 13 (2) ◽  
pp. 122-145
Author(s):  
Bolei Liu
Keyword(s):  
Human Capital ◽  
Job Search ◽  
Social Ties ◽  
Chinese Immigrants ◽  
The United States ◽  
Positive Influence ◽  
Job Transitions ◽  
Job Opportunities ◽  
Job Finding ◽  
The U.S

In this study, I investigated how different forms of human capital and social capital of new Chinese immigrants affect their job-search and job transitions in the Flushing area. I conducted sixteen indepth interviews with new Chinese immigrants who were seeking job opportunities within Flushing, documenting not only their personal background but also their immigration and working experiences in both China and the United States. Results indicate that the aggregation of certain human capital has positive influence on immigrants’ income, rather on immigrants’ job-findings and job transitions. The efficiency of social ties, instead of strength of social ties, is a more significant unit of analysis in the co-ethnic labor market. Though immigrants’ efficient social ties may be helpful for finding their first jobs in the U.S., the efficiency of social ties with regards to job-searching may dramatically decrease as immigrants stay longer in the U.S. As a result, social ties may not have a salient influence on immigrants’ job transitions.

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