Journal articles: 'Job Matching'

1

Holzer, Harry J. "Job-Matching." Brookings Review 14, no. 1 (1996): 2. http://dx.doi.org/10.2307/20080609.

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2

Hall, Robert E., and Sam Schulhofer-Wohl. "Measuring Job-Finding Rates and Matching Efficiency with Heterogeneous Job-Seekers." American Economic Journal: Macroeconomics 10, no. 1 (January 1, 2018): 1–32. http://dx.doi.org/10.1257/mac.20170061.

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Matching efficiency is the productivity of the process for matching job-seekers to available jobs. Job-finding is the output; vacant jobs and active job-seekers are the inputs.We develop a framework for measuring matching productivity when the population of job-seekers is heterogeneous. We find that overall matching efficiency declined smoothly over the period from 2001 through 2013. Measures of matching efficiency that neglect heterogeneity among the unemployed and also neglect job-seekers other than the unemployed suggest a large 28 percent decline in efficiency between 2007 and 2009. Most of this apparent decline results from changes in the composition of job-seekers. (JEL E24, J22, J23, J24, J41, J63)

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3

Haeringer, Guillaume, and Myrna Wooders. "Decentralized job matching." International Journal of Game Theory 40, no. 1 (January 13, 2010): 1–28. http://dx.doi.org/10.1007/s00182-009-0218-x.

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4

Fujita, Shigeru, and Garey Ramey. "Job matching and propagation." Journal of Economic Dynamics and Control 31, no. 11 (November 2007): 3671–98. http://dx.doi.org/10.1016/j.jedc.2006.12.008.

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5

Kojima, Fuhito, Ning Sun, and Ning Neil Yu. "Job Matching under Constraints." American Economic Review 110, no. 9 (September 1, 2020): 2935–47. http://dx.doi.org/10.1257/aer.20190780.

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Studying job matching in a Kelso-Crawford framework, we consider arbitrary constraints imposed on sets of doctors that a hospital can hire. We characterize all constraints that preserve the substitutes condition (for all revenue functions that satisfy the substitutes condition), a critical condition on hospitals’ revenue functions for well-behaved competitive equilibria. A constraint preserves the substitutes condition if and only if it is a “generalized interval constraint,” which specifies the minimum and maximum numbers of hired doctors, forces some hires, and forbids others. Additionally, “generalized polyhedral constraints” are precisely those that preserve the substitutes condition for all “group separable” revenue functions. (JEL C78, D47, I11, J23, J41, J44)

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Barron, John M., Dan A. Black, and Mark A. Loewenstein. "Job Matching and On-the-Job Training." Journal of Labor Economics 7, no. 1 (January 1989): 1–19. http://dx.doi.org/10.1086/298196.

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7

Chala, Sisay Adugna, Fazel Ansari, Madjid Fathi, and Kea Tijdens. "Semantic matching of job seeker to vacancy: a bidirectional approach." International Journal of Manpower 39, no. 8 (November 5, 2018): 1047–63. http://dx.doi.org/10.1108/ijm-10-2018-0331.

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Purpose The purpose of this paper is to propose a framework of an automatic bidirectional matching system that measures the degree of semantic similarity of job-seeker qualifications and skills, against the vacancy provided by employers or job-agents. Design/methodology/approach The paper presents a framework of bidirectional jobseeker-to-vacancy matching system. Using occupational data from various sources such as the WageIndicator web survey, International Standard Classification of Occupations, European Skills, Competences, Qualifications, and Occupations as well as vacancy data from various open access internet sources and job seekers information from social networking sites, the authors apply machine learning techniques for bidirectional matching of job vacancies and occupational standards to enhance the contents of job vacancies and job seekers profiles. The authors also apply bidirectional matching of job seeker profiles and vacancies, i.e., semantic matching vacancies to job seekers and vice versa in the individual level. Moreover, data from occupational standards and social networks were utilized to enhance the relevance (i.e. degree of similarity) of job vacancies and job seekers, respectively. Findings The paper provides empirical insights of increase in job vacancy advertisements on the selected jobs – Internet of Things – with respect to other job vacancies, and identifies the evolution of job profiles and its effect on job vacancies announcements in the era of Industry 4.0. In addition, the paper shows the gap between job seeker interests and available jobs in the selected job area. Research limitations/implications Due to limited data about jobseekers, the research results may not guarantee high quality of recommendation and maturity of matching results. Therefore, further research is required to test if the proposed system works for other domains as well as more diverse data sets. Originality/value The paper demonstrates how online jobseeker-to-vacancy matching can be improved by use of semantic technology and the integration of occupational standards, web survey data, and social networking data into user profile collection and matching.

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8

Brown, Alessio, Christian Merkl, and Dennis Snower. "AN INCENTIVE THEORY OF MATCHING." Macroeconomic Dynamics 19, no. 3 (October 23, 2013): 643–68. http://dx.doi.org/10.1017/s1365100513000527.

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This paper presents a theory of the labor market matching process in terms of incentive-based, two-sided search among heterogeneous agents. The matching process is decomposed into its two component stages: the contact stage, in which job searchers make contact with employers, and the selection stage, in which they decide whether to match. We construct a theoretical model explaining two-sided selection through microeconomic incentives. Firms face adjustment costs in responding to heterogeneous variations in the characteristics of workers and jobs. Matches and separations are described through firms' job offer and firing decisions and workers' job acceptance and quit decisions. Our calibrated model for the United States can account for important empirical regularities, such as the large volatilities of labor market variables, that the conventional matching model cannot.

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9

Zenou, Yves. "Endogenous job destruction and job matching in cities." Journal of Urban Economics 65, no. 3 (May 2009): 323–36. http://dx.doi.org/10.1016/j.jue.2009.02.002.

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10

Song, Kyungho, Hyun Kim, Jisoo Cha, and Taedong Lee. "Matching and Mismatching of Green Jobs: A Big Data Analysis of Job Recruiting and Searching." Sustainability 13, no. 7 (April 6, 2021): 4074. http://dx.doi.org/10.3390/su13074074.

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Creating green jobs tackles two crises: the economic downturn and environmental degradation. Responding to the economic downturn, some governments have declared a “green new deal” to remedy unemployment and the economic crisis. Job creation has been suggested as a driving force for sustainable economic development and climate change action. However, the question of how many and what types of green jobs are required has not been systematically examined. Are green job openings and searches matching each other in terms of timing, sectors, regions, and salary? This study aims to explore the degree of matching between green job supply and demand using a big data analysis (BDA) of online job market recruiting services in South Korea from 2009 to 2020. The BDA of the Ecojob website reveals that green jobs are concentrated in Seoul and Gyeounggi-do metropolitan areas. The number of water- and air-quality-related jobs is high within these sectors. Job searches in the water quality sector outnumbered job openings. The findings imply that green job creation policy should reflect timing, regional, and sectoral demand and supply data. Creating and matching green jobs is expected to reduce environmental harm, enhance environmental quality, and reduce unemployment.

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11

Michaillat, Pascal. "Do Matching Frictions Explain Unemployment? Not in Bad Times." American Economic Review 102, no. 4 (June 1, 2012): 1721–50. http://dx.doi.org/10.1257/aer.102.4.1721.

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This paper proposes a search-and-matching model of unemployment in which jobs are rationed: the labor market does not clear in the absence of matching frictions. This job shortage arises in an economic equilibrium from the combination of some wage rigidity and diminishing marginal returns to labor. In recessions, job rationing is acute, driving the rise in unemployment, whereas matching frictions contribute little to unemployment. Intuitively in recessions, jobs are lacking, the labor market is slack, and recruiting is easy and inexpensive, so matching frictions do not matter much. In a calibrated model, cyclical fluctuations in the composition of unemployment are large.

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12

Broersma, Lourens, and Jan C. Van Ours. "Job searchers, job matches and the elasticity of matching." Labour Economics 6, no. 1 (March 1999): 77–93. http://dx.doi.org/10.1016/s0927-5371(98)00017-7.

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13

Shakya, Aman, and Subhash Paudel. "Job-Candidate Matching using ESCO Ontology." Journal of the Institute of Engineering 15, no. 1 (January 31, 2019): 1–13. http://dx.doi.org/10.3126/jie.v15i1.27699.

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Skills management is one of the key factors to address the increasing competitiveness among different companies. Suitable knowledge representation and approach for matching skills and competences in job vacancies and candidate profiles can support human resources management automation through suitable matching and ranking services. This paper presents an approach for matchmaking between skills demand and supply through skill profiles enrichment and matching supply and demand profiles over multiple criteria. This work builds upon methods for profile modeling, information enrichment and multi-criteria matching. The main contribution of this work is a methodology for harmonization and enrichment of heterogeneous profile models and skill set description by making use of the standard ESCO ontology. Secondly, an algorithm is proposed for similarity matching across multi-criteria for discovering set of profiles that best fits the job description criteria. A prototype web-based system has been developed to implement the proposed approach and deployed online. The system has been tested with real IT jobs related dataset and validated against relevance scores provided by human experts. Experimental results show consistent correspondence between the similarity ranking scores produced by the system and scores provided by the human users.

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14

Kojima, Fuhito, Parag A. Pathak, and Alvin E. Roth. "Matching with Couples: Stability and Incentives in Large Markets*." Quarterly Journal of Economics 128, no. 4 (August 31, 2013): 1585–632. http://dx.doi.org/10.1093/qje/qjt019.

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Abstract Accommodating couples has been a long-standing issue in the design of centralized labor market clearinghouses for doctors and psychologists, because couples view pairs of jobs as complements. A stable matching may not exist when couples are present. This article’s main result is that a stable matching exists when there are relatively few couples and preference lists are sufficiently short relative to market size. We also discuss incentives in markets with couples. We relate these theoretical results to the job market for psychologists, in which stable matchings exist for all years of the data, despite the presence of couples.

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15

Velciu, Magdalena. "Job matching as a new challenge for work performance." Balkan Region Conference on Engineering and Business Education 2, no. 1 (December 20, 2017): 14–19. http://dx.doi.org/10.1515/cplbu-2017-0003.

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Abstract In actual challenging environment, progress and growth is more than an economic issue and it involve human capital, development of human resources in terms of knowledge, skills, and competences. The workforce offer and demand is not sufficient to make progress but we need a concept that bring together skills, competency, jobs and productivity that drive economic growth. From the perspective of this paper, we deal with job mismatch as a qualitative imbalance that occurs when the characteristics of workers (level of education, qualification, skills) are not in direct relation with the work requirements, with accent on education requirements. I present some analytical highlights on education-job mismatch at European level and in Romania. Education requirements of jobs vary across countries. In Romania, almost 60% of adult employees, consider medium level of qualification is sufficient to do the job. Remarcable is that the procent is the highest amoung all responders from European countries. The subject have great importance to improve the matching as equilibrium between educational offer for developing skills, competences, knowledge with occupational requirements coming from changing business environment.

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16

Caldwell, David F., and Charles A. O'Reilly. "MATCHING INDIVIDUAL SKILLS TO JOB REQUIREMENTS." Academy of Management Proceedings 1990, no. 1 (August 1990): 196–200. http://dx.doi.org/10.5465/ambpp.1990.4978702.

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17

Kregel, John, P. David Banks, and Mark Hill. "Effective Job Matching in Supported Employment." Journal of Vocational Rehabilitation 1, no. 1 (1991): 51–58. http://dx.doi.org/10.3233/jvr-1991-1107.

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18

Stops, Michael. "Job matching across occupational labour markets." Oxford Economic Papers 66, no. 4 (June 15, 2014): 940–58. http://dx.doi.org/10.1093/oep/gpu018.

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19

Zeidner, J., D. Scholarios, and C. D. Johnson. "Classification techniques for person‐job matching." Kybernetes 30, no. 7/8 (October 2001): 984–1005. http://dx.doi.org/10.1108/eum0000000005919.

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20

Moscarini, Giuseppe. "Job Matching and the Wage Distribution." Econometrica 73, no. 2 (March 2005): 481–516. http://dx.doi.org/10.1111/j.1468-0262.2005.00586.x.

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21

Pastorino, Elena. "JOB MATCHING WITHIN AND ACROSS FIRMS." International Economic Review 56, no. 2 (April 28, 2015): 647–71. http://dx.doi.org/10.1111/iere.12117.

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22

Degiovanni, G. "Matching the software to the job." Integrated Manufacturing Systems 1, no. 1 (January 1990): 49–52. http://dx.doi.org/10.1108/eum0000000002050.

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23

Noone, Jack H., Philip Bohle, and Martin Mackey. "Matching Work Capacity and Job Demands." Journal of Occupational and Environmental Medicine 57, no. 12 (December 2015): 1360–64. http://dx.doi.org/10.1097/jom.0000000000000580.

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24

Greenberg, Joseph. "Job matching through the signaling mechanism." European Journal of Political Economy 5, no. 2-3 (January 1989): 297–315. http://dx.doi.org/10.1016/0176-2680(89)90051-7.

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25

Barmby, Tim, Alex Bryson, and Barbara Eberth. "Human capital, matching and job satisfaction." Economics Letters 117, no. 3 (December 2012): 548–51. http://dx.doi.org/10.1016/j.econlet.2012.07.026.

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26

Avlonitis, George J., Kevin A. Boyle, and Athanasios G. Kouremenos. "Matching salesmen to the selling job." Industrial Marketing Management 15, no. 1 (February 1986): 45–54. http://dx.doi.org/10.1016/0019-8501(86)90043-x.

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27

Harmon, Adam, and Eric J. Miller. "Microsimulating labour market job-worker matching." Journal of Ambient Intelligence and Humanized Computing 11, no. 3 (January 23, 2019): 993–1006. http://dx.doi.org/10.1007/s12652-019-01206-4.

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28

NEUGART, MICHAEL. "ENDOGENOUS MATCHING FUNCTIONS: AN AGENT-BASED COMPUTATIONAL APPROACH." Advances in Complex Systems 07, no. 02 (June 2004): 187–201. http://dx.doi.org/10.1142/s0219525904000147.

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The matching function has become a popular tool in labor economics. It relates job creation (a flow variable) to two stock variables: vacancies and job searchers. In most studies the matching function is considered to be exogenous and assumed to have certain properties. The present study, instead, looks at the properties of an endogenous matching function. For this purpose we have programmed an agent-based computational labor market model with endogenous job creation and endogenous job search behavior. Our~simulations suggest that the endogenous matching technology is subject to decreasing returns to scale. The Beveridge curve reveals substitutability of job searchers and vacancies for a small range of inputs, but is flat for relatively high numbers of job searchers and vertical for relatively high numbers of vacancies. Moreover, the matching technology changes with labor market policies. This raises concerns about the validity of labor market policy evaluations conducted with flow models of the labor market that employ exogenous matching functions.

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29

Gaugler, Barbara B., and George C. Thornton. "Matching Job Previews to Individual Applicants' Needs." Psychological Reports 66, no. 2 (April 1990): 643–52. http://dx.doi.org/10.2466/pr0.1990.66.2.643.

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An organizational recruitment simulation was conducted to examine the extent to which applicants' initial impressions of the organization are a function of the extent to which their highly valued needs are addressed and the realism of the portrayal in a job preview. Tailoring the content of job previews to the individual's needs raised applicants' expectations about most work factors in the organization. However, realism in the job preview lowered expectations about the organization as well as anticipated job offer acceptance rates and commitment to the organization.

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30

Centeno, Mário, and Márcio Corrêa. "Job matching, technological progress, and worker-provided on-the-job training." Economics Letters 109, no. 3 (December 2010): 190–92. http://dx.doi.org/10.1016/j.econlet.2010.08.001.

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31

Belzil, Christian. "Unemployment insurance and subsequent job duration: job matching versus unobserved heterogeneity." Journal of Applied Econometrics 16, no. 5 (2001): 619–36. http://dx.doi.org/10.1002/jae.618.

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32

Velciu, Magdalena. "Matching skills and jobs: Experience of employees in Romania." New Trends and Issues Proceedings on Humanities and Social Sciences 4, no. 8 (January 10, 2018): 200–204. http://dx.doi.org/10.18844/prosoc.v4i8.3032.

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In the actual challenging environment, progress and growth are more than an economic issue involving human capital, i.e., development of resources with knowledge, skills and competences. The offer and demand of the workforce are not sufficient to make progress; hence a concept is needed to bring together skills, competencies, jobs and productivity that drive economic growth. In this article, job mismatch has been dealt as a qualitative imbalance that occurs when the characteristics of the workers do not directly correlate with the work requirements. The results of a survey among higher educated adult employees in Romania are presented. Considering the self-evaluation of having a job, it is found that 79.2% match well with educational qualification and 20.8% do not match. It is important to improve this mismatch and set a equilibrium between the education offered to develop the resources and occupational requirements, emerging with changing business needs. Keywords: Job–education mismatch, higher education employees, work performance

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33

Fong, Eric, and Peter Shi Jiao. "Job matching for Chinese and Asian Indian immigrants in Canada." Canadian Studies in Population 40, no. 1-2 (May 24, 2013): 23. http://dx.doi.org/10.25336/p6c326.

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Using recently collected data from Toronto, a major city in Canada, we explored job mismatch among Chinese and Asian Indian immigrants. Our study shows that a relatively small percentage of Chinese immigrants, and an even lower percentage of Asian Indian immigrants, work in the same industry and occupation as they did before immigrating. The multivariate analysis suggests that higher education before immigration does help immigrants secure first jobs that match their jobs before immigration. Though other studies have noted that foreign education has a discount effect on earnings and on securing jobs, our findings show that foreign higher education improves the matching of jobs held before and after immigration. Implications of the findings are discussed.

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34

Kelso, Alexander S. "Job Matching, Coalition Formation, and Gross Substitutes." Econometrica 57, no. 5 (September 1989): 1241. http://dx.doi.org/10.2307/1913635.

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35

Abel, Jaison R., and Richard Deitz. "Agglomeration and job matching among college graduates." Regional Science and Urban Economics 51 (March 2015): 14–24. http://dx.doi.org/10.1016/j.regsciurbeco.2014.12.001.

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36

Kino, Yasunobu, Hiroshi Kuroki, Tomomi Machida, Norio Furuya, and Kanako Takano. "Text Analysis for Job Matching Quality Improvement." Procedia Computer Science 112 (2017): 1523–30. http://dx.doi.org/10.1016/j.procs.2017.08.054.

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37

Hersch, Joni, and Patricia Reagan. "Job matching and women's wage–tenure profile." Applied Economics 26, no. 3 (March 1, 1994): 205–15. http://dx.doi.org/10.1080/00036849400000002.

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38

Centeno, Mário, and Márcio V. Corrêa. "Job matching, unexpected obligations and retirement decisions." Pensions: An International Journal 13, no. 3 (July 2008): 159–66. http://dx.doi.org/10.1057/pm.2008.14.

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39

&NA;. "Matching the Disabled Worker to the Job." Journal of Occupational & Environmental Medicine 39, no. 4 (April 1997): 368. http://dx.doi.org/10.1097/00043764-199704000-00099.

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40

&NA;. "Matching Your Profile with the Job Profile." AJN, American Journal of Nursing 91 (January 1991): 13–15. http://dx.doi.org/10.1097/00000446-199101001-00005.

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41

Stainback, K. "Social Contacts and Race/Ethnic Job Matching." Social Forces 87, no. 2 (December 1, 2008): 857–86. http://dx.doi.org/10.1353/sof.0.0123.

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42

Guo, Shiqiang, Folami Alamudun, and Tracy Hammond. "RésuMatcher: A personalized résumé-job matching system." Expert Systems with Applications 60 (October 2016): 169–82. http://dx.doi.org/10.1016/j.eswa.2016.04.013.

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43

van Ours, J. C., and G. Ridder. "Job matching and job competition: Are lower educated workers at the back of job queues?" European Economic Review 39, no. 9 (December 1995): 1717–31. http://dx.doi.org/10.1016/0014-2921(95)00010-0.

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44

Marinescu, Ioana, and Roland Rathelot. "Mismatch Unemployment and the Geography of Job Search." American Economic Journal: Macroeconomics 10, no. 3 (July 1, 2018): 42–70. http://dx.doi.org/10.1257/mac.20160312.

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Could we significantly reduce US unemployment by helping job seekers move closer to jobs? Using data from the leading employment board CareerBuilder.com, we show that, indeed, workers dislike applying to distant jobs: job seekers are 35 percent less likely to apply to a job 10 miles (mi.) away from their zip code of residence. However, because job seekers are close enough to vacancies on average, this distaste for distance is fairly inconsequential: our search and matching model predicts that relocating job seekers to minimize unemployment would decrease unemployment by only 5.3 percent. Geographic mismatch is thus a minor driver of aggregate unemployment. (JEL E24, J41, J61, J63, J64, R23)

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45

Susyanto, Teguh, and Khabib Mustofa. "Pencarian Lowongan Pekerjaan Berbasis Agen Berdasarkan Profil Pencari Kerja dengan Pendekatan Semantic Web Service." IJCCS (Indonesian Journal of Computing and Cybernetics Systems) 10, no. 1 (January 31, 2016): 103. http://dx.doi.org/10.22146/ijccs.12734.

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Currently, job searching service still has many weaknesses and often fails to provide relevant job information that matches the needs of job seekers. This is due to the searching method applied in the search engines still uses the syntax-based matching and the lack of integration among the job service providers. Therefore it’s difficult for the job seekers to get the desired information. To overcome these weaknesses, a prototype of a job vacancy searching by involving a web service as a job information provider is proposed.This thesis is aimed to create job search based on the personalization of job seeker by combining multi agent and semantic web service approaches.The designing of the prototype used a multiagent technology whose capability was to call job service provider and run matching process of the job vacancy appropriate with the job seeker’s profile automatically. Algorithm of the service selection used service matching and Simple Additive Weighting. The similary between the job offer and the job seeker’s profile was calculated by using semantic algorithm. Based on the testing carried out to the respondents, it’s stated that this prototype has been able to give recommendation of job appropriate with the job seeker’s.

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46

Gottschalk, Peter, and Tim Maloney. "Involuntary Terminations, Unemployment, and Job Matching: A Test of Job Search Theory." Journal of Labor Economics 3, no. 2 (April 1985): 109–23. http://dx.doi.org/10.1086/298048.

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47

Mortensen, Dale T. "Wages, Separations, and Job Tenure: On-the-Job Specific Training or Matching?" Journal of Labor Economics 6, no. 4 (October 1988): 445–71. http://dx.doi.org/10.1086/298191.

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48

Amine, Samir. "Job Differentiation vs. Unemployment." Review of Economic Perspectives 13, no. 1 (March 1, 2013): 30–42. http://dx.doi.org/10.2478/v10135-012-0014-6.

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Abstract We use a matching model in which the horizontal job differentiation results from the rationale response of firms to the state of the labor market. We show that a decrease in the labor market tightness gives firms an incentive to raise the differentiation degree of jobs. Comparative statics suggests that an increase in unemployment benefits and in the minimum wage improves productivity of skilled workers by making jobs more differentiated, and leads to a raise in unemployment rate.

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49

Cahuc, Pierre, Olivier Charlot, Franck Malherbet, Helène Benghalem, and Emeline Limon. "Taxation of Temporary Jobs: Good Intentions with Bad Outcomes?" Economic Journal 130, no. 626 (November 22, 2019): 422–45. http://dx.doi.org/10.1093/ej/uez062.

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Abstract This article analyses the consequences of the taxation of temporary jobs of short duration recently introduced in several European countries to induce firms to create more open-ended contracts and to increase the duration of jobs. The estimation of a job search and matching model on French data shows that the taxation of temporary jobs does not reach its objectives: it reduces the mean duration of jobs and decreases job creation, employment and welfare of unemployed workers.

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50

Liu, Pak-Wai. "Human capital, job matching and earnings growth between jobs: an empirical analysis." Applied Economics 18, no. 10 (October 1986): 1135–47. http://dx.doi.org/10.1080/00036848600000068.

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Journal articles on the topic 'Job Matching'

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