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The Ways of Selecting Applicants Diversity Speaks in Favour of Diversity

Author

Listed:
  • Guillemette de Larquier

    (EconomiX - EconomiX - UPN - Université Paris Nanterre - CNRS - Centre National de la Recherche Scientifique)

  • Emmanuelle Marchal

    (CSO - Centre de sociologie des organisations (Sciences Po, CNRS) - Sciences Po - Sciences Po - CNRS - Centre National de la Recherche Scientifique)

Abstract

This article addresses diversity in hiring processes, its reasons and its consequences. Using the French OFER survey on the hiring practices of 3,584 firms in 2005, we investigate how firms organise the selection of job applicants and analyse the outcome of this selection in regard to the profiles of successful applicants. The data analysis reveals four types of screening processes: an informal process (streamlined) and three formalised processes (written-based, testing, and professionalised). The use of a type of screening process depends on the characteristics of the establishments and occupations and is associated with the recruitment channel. Finally, logit regressions show that each recruitment channel and each type of screening process favours and penalises different categories of applicants (e.g., women, unemployed or inactive individuals or individuals with no diploma).

Suggested Citation

  • Guillemette de Larquier & Emmanuelle Marchal, 2014. "The Ways of Selecting Applicants Diversity Speaks in Favour of Diversity," Working Papers hal-04141315, HAL.
    • Handle: RePEc:hal:wpaper:hal-04141315
    Note: View the original document on HAL open archive server: https://hal.science/hal-04141315
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    Keywords

    hiring process; screening methods; recruitment channels; diversity.;
    All these keywords.

    JEL classification:

    • J01 - Labor and Demographic Economics - - General - - - Labor Economics: General
    • M5 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics
    • Z1 - Other Special Topics - - Cultural Economics

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