Getting a Foot in the Door: How Organisational Characteristics Shape Recruitment Decisions in the Dual Apprenticeship System

Autor/in	Protsch, Paula
Titel	Getting a Foot in the Door: How Organisational Characteristics Shape Recruitment Decisions in the Dual Apprenticeship System
Quelle	In: Journal of Education and Work, 30 (2017) 6, S.585-598 (14 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1363-9080
DOI	10.1080/13639080.2017.1292029
Schlagwörter	Apprenticeships; Decision Making; Institutional Characteristics; Recruitment; Personnel Selection; Organization Size (Groups); Private Sector; Public Sector; Labor Market; Foreign Countries; Hypothesis Testing; Data Analysis; Job Applicants; Grades (Scholastic); Education Work Relationship; Credentials; Probability; Germany + Suchen Sie Ihr Suchwort? Apprenticeship; Lehre; Decision-making; Entscheidungsfindung; Recruiting; Rekrutierung; Personalauswahl; Personalentscheidung; Organization size; Unternehmensgröße; Privater Sektor; Öffentlicher Sektor; Labour market; Arbeitsmarkt; Ausland; Hypothesenprüfung; Hypothesentest; Auswertung; Bewerber; Notenspiegel; Studienbuch; Wahrscheinlichkeitsrechnung; Wahrscheinlichkeitstheorie; Deutschland
Abstract	Employers' recruitment behaviour in entry labour markets is central for young people's transitions from school to work. Whereas previous research has focused on the effects of specific applicant characteristics, I concentrate on how organisational characteristics, namely organisation size and private or public sector affiliation, relate to selection decisions in the dual apprenticeship system in Germany which is a major entry labour market. Following organisational and institutional theory, I expect early selection stages to be more open at larger and public organisations in contrast to smaller private organisations. I also investigate how different organisations respond to school grades as applicants' signals of skills. I use field experiment data combining organisational-level and applicant-level data to analyse how actual employer responses to written applications by fictitious young people vary with organisation type. The results indicate that, net of applicant characteristics and occupation-specific practices, applications are more likely to receive an invitation to a follow-up selection stage if submitted to larger organisations, and especially larger public organisations, rather than to smaller private organisations. This finding extends to applicants with poorer school grades. Public sector affiliation, however, did not seem to matter much within the group of smaller organisations. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01