BiblioVault - Books about Hiring

Hiring of Dock Workers and Employment Practices in the Ports of New York, Liverpool, London, Rotterdam, and Marseilles

Vernon H. Jensen

Harvard University Press

This study provides the opportunity to compare the hiring and employment practices, within the context of local conditions, as they exist in five major ports. It tells how efforts at regulation are influenced by the various institutions and by market constraints and describes the impact of the differences emanating from the industrial relations systems of each of the countries in which the port is located. In all these ports, the basic problem, to a large extent, is still that of casual employment and the author describes the repeated attempts to achieve a solution and analyzes in detail the efforts that failed and those that succeeded.

[more]

Hiring, Training, and Supervising Library Shelvers

Patricia Tunstall

American Library Association, 2009

Market Signaling

Informational Transfer in Hiring and Related Screening Processes

A. Michael Spence

Harvard University Press, 1974

Market signaling, a phrase formulated by A. Michael Spence, means the activities and characteristics of individuals which are visible to somebody else and convey information in a market, such as the job market. This study attempts to explain the informational content of market signals.

In many markets, people are screened. Employers screen job applicants. Banks screen loan applicants. In screening processes like these, the attributes of individuals, such as education, previous experience, personal appearance, sex, and race may be read as signals. Thus education may be a signal of an ability to do a certain kind of job. Spence finds that when education is regarded as a job-market signal there is a systematic tendency to overinvest in it.

The author also extends the concept of “market equilibrium” to include signaling. A signaling equilibrium, when applied to a job market, is defined as a situation in which employers’ beliefs about the relationship between (1) applicants’ signals and (2) their productivity are confirmed by their performance after they are hired. Spence uses this concept to derive insights into the efficiency of a market system for allocating jobs to people and people to jobs. His approach gives economists and policy makers a way of looking at the welfare properties of various signals and of studying the informational structures of particular markets.

[more]

Recommendations for Improving the Recruiting and Hiring of Los Angeles Firefighters

Chaitra M. Hardison

RAND Corporation, 2015

Reviews the Los Angeles Fire Department’s hiring practices as of June 2014 and outlines a recommended new firefighter hiring process that is intended to increase efficiency of the hiring process, bolster the evidence supporting the validity of it, and make it more transparent and inclusive.

[more]

Stories Employers Tell

Race, Skill, and Hiring in America

Philip Moss

Russell Sage Foundation, 2001

Is the United States justified in seeing itself as a meritocracy, where stark inequalities in pay and employment reflect differences in skills, education,and effort? Or does racial discrimination still permeate the labor market, resulting in the systematic under hiring and underpaying of racial minorities, regardless of merit? Throughout the 1980s and early 1990s African Americans have lost ground to whites in the labor market, but this widening racial inequality is most often attributed to economic restructuring, not the racial attitudes of employers. It is argued that the educational gap between blacks and whites, though narrowing, carries greater penalties now that we are living in an era of global trade and technological change that favors highly educated workers and displaces the low-skilled. Stories Employers Tell demonstrates that this conventional wisdom is incomplete. Racial discrimination is still a fundamental part of the explanation of labor market disadvantage. Drawing upon a wide-ranging survey of employers in Atlanta, Boston, Detroit, and Los Angeles, Moss and Tilly investigate the types of jobs employers offer, the skills required, and the recruitment, screening and hiring procedures used to fill them. The authors then follow up in greater depth on selected employers to explore the attitudes, motivations, and rationale underlying their hiring decisions, as well as decisions about where to locate a business. Moss and Tilly show how an employer's perception of the merit or suitability of a candidate is often colored by racial stereotypes and culture-bound expectations. The rising demand for soft skills, such as communication skills and people skills, opens the door to discrimination that is rarely overt, or even conscious, but is nonetheless damaging to the prospects of minority candidates and particularly difficult to police. Some employers expressed a concern to race-match employees with the customers they are likely to be dealing with. As more jobs require direct interaction with the public, race has become increasingly important in determining labor market fortunes. Frequently, employers also take into account the racial make-up of neighborhoods when deciding where to locate their businesses. Ultimately, it is the hiring decisions of employers that determine whether today's labor market reflects merit or prejudice. This book, the result of years of careful research, offers us a rare opportunity to view the issue of discrimination through the employers' eyes. A Volume in the Multi-City Study of Urban Inequality

[more]