Bibliographies thématiques / HIRES

Littérature scientifique sur le sujet « HIRES »

Auteur : Grafiati
Publié le 10 mars 2023

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Articles de revues sur le sujet "HIRES"

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Benson, Alan, et Ben A. Rissing. « Strength from Within : Internal Mobility and the Retention of High Performers ». Organization Science 31, no 6 (novembre 2020) : 1475–96. http://dx.doi.org/10.1287/orsc.2020.1362.

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We develop and test a theoretically informed and generalizable empirical framework for evaluating the performance gap between internally and externally hired workers. First, human capital theory predicts that internal hires will be immediately more productive than external hires. Second, contextual learning predicts that internal hires will be more productive with time. Finally, theories of commitment, which are rarely applied to this literature, predict that internal advancement enhances retention among high performers (“positive retention”). Applying a general empirical framework for quantifying the relative contributions of these mechanisms to a retailer with 109,063 commissioned salespeople and their 12,931 managers, we find that the gap in our setting is primarily driven by positive retention: High performers and internal hires are less likely to quit, and crucially, high-performing internal hires are especially unlikely to quit. When high-performing internal hires do quit, they tend to cite reasons unrelated to work rather than advancement opportunities. By typically examining performance and retention in isolation, researchers and organizations may be underestimating the importance of internal advancement as a means of retaining of high performers.
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Ahn, Dorothy, et Uli Sauerland. « Measure constructions with relative measures : Towards a syntax of non-conservative construals ». Linguistic Review 34, no 2 (26 octobre 2017) : 215–48. http://dx.doi.org/10.1515/tlr-2017-0001.

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AbstractRelative measures such aspercentandthirdsrelate one quantity to another. We observe that, in several languages, determiner phrases containing relative measures can express two distinct construals: (1) The ‘conservative’ construal inThe company hired 75 % of the womenconsiders the ratio of the company’s female hires to all women. (2) The ‘non-conservative construal’ inThe company hired 75 % womenis instead concerned with the ratio of the company’s female hires to all the company’s hires. We show that other languages that distinguish the two construals using morphosyntactic means include German, Korean, Georgian, Greek, French, Italian, Brazilian Portuguese, and Romanian. We argue that the non-conservative construal involves a different constituency of the measure construction. Both construals, however, derive from a structure where the measure structure forms a single DP. Therefore, our analysis of the non-conservative structures makes an argument that the Conservativity Universal may apply at an abstract level of structure rather than at the surface level.
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Engel, Mimi. « The Timing of Teacher Hires and Teacher Qualifications : Is There an Association ? » Teachers College Record : The Voice of Scholarship in Education 114, no 12 (décembre 2012) : 1–29. http://dx.doi.org/10.1177/016146811211401205.

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Background Case studies suggest that late hiring timelines are common in large urban school districts and result in the loss of qualified teachers to surrounding suburbs. To date, however, there has been no large-scale quantitative investigation of the relationship between the timing of teacher hires and teacher qualifications. Purpose This study examines the pervasiveness of late teacher hiring in urban and suburban school districts and explores the association between the timing of teacher hires and teacher qualifications, including certification, master's degree, and selectivity of undergraduate institution. Research Design Nationally representative cross-sectional data collected by the National Center for Education Statistics are used. Data Analysis The study uses data on school districts, public schools, and teachers from the 1999–2000 Schools and Staffing Survey. Secondary data are analyzed using multiple regression, including labor market fixed effects, to estimate the relationship between the timing of teacher hires and teacher qualifications. Results On average, districts hire 45% of their new teachers late—during the second half of summer and once the school year has already begun. Late hiring is more pervasive in urban and low-socioeconomic-status districts where over half of new hires take place during this late period. In urban districts, fully one fifth of new hires are made once the school year has already begun. The proportion of teachers hired late, however, does not predict the Barron's ratings of teachers’ undergraduate institutions, certification, or master's degree. Conclusions Although descriptive results indicate that late hiring is pervasive and more pronounced in urban districts, analyses do not provide evidence supporting the notion that earlier hiring is associated with hiring better credentialed teachers. Despite these null results, it is important to remember that late hires are still likely to cause problems for students, as well as for teachers, schools, and districts.
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Butschek, Sebastian. « Raising the Bar : Minimum Wages and Employers’ Hiring Standards ». American Economic Journal : Economic Policy 14, no 2 (1 mai 2022) : 91–124. http://dx.doi.org/10.1257/pol.20190534.

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Many scholars have studied the employment effects of minimum wages, but little is known about effects on the composition of hires. I investigate whether Germany’s minimum wage introduction raised hiring standards, using worker fixed effects as a proxy for worker productivity. For the least productive workers hired, the minimum wage led to a 4 percentile point shift in the productivity distribution. This increase is missed using standard observable measures of worker productivity. The effects are larger with greater pre-reform screening intensity—indicating an employer response. This more selective hiring compensates about two-thirds of higher wage costs for the least productive hires. (JEL J23, J24, J31, J38, M51)
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Hu, Luojia. « The Hiring Decisions and Compensation Structures of Large Firms ». ILR Review 56, no 4 (juillet 2003) : 663–81. http://dx.doi.org/10.1177/001979390305600407.

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This paper investigates differences between large and small firms in new hires' ages and in compensation structures. An analysis of data from the Benefits Supplement to the Current Population Survey (CPS) shows that large firms hired younger workers than small firms and awarded starting wages that discriminated less between young and older workers. Most strikingly, the well-known wage premium associated with employment in large firms did not obtain for white-collar workers who were hired at age 35 or older, due to large firms' preference for younger new hires. Another finding is that wage growth in large firms equaled or exceeded that in small firms. The author argues that these findings accord with firm-specific human capital theory. Finally, limited evidence from the 1995 BLS Survey of Employer-Provided Training and the CPS suggests that industries that train more also hire younger workers.
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Ahn, Dorothy, et Uli Sauerland. « The grammar of relative measurement ». Semantics and Linguistic Theory 25 (29 octobre 2015) : 125. http://dx.doi.org/10.3765/salt.v25i0.3062.

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Relative measures such as percent and thirds relate one quantity to another. In several languages, determiner phrases containing relative measures can express two distinct construals: 1) The conservative construal in 'The company hired 55% of the women' considers the ratio of the company hires among all women. 2) The non-conservative construal in 'The company hired 55% women' is instead concerned with the ratio of women among the company hires. Other languages that distinguish the two construals using morphosyntactic means include German, Korean, Serbian, French, Georgian, Italian, and Hebrew. We present a syntactic and semantic analysis for the two construals. We argue that the non-conservative construal involves a different constituency of the measure-DP, and that focus semantics combined with a version of the copy theory of movement accounts for the non-conservative interpretation. Keywords: quantification, measurement, relations, fractions, conservativity, universals, copy theory
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Savarnejad, Atoosa. « Netscape hires KPMG ». Network Security 1996, no 4 (avril 1996) : 3. http://dx.doi.org/10.1016/s1353-4858(96)90177-4.

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Bontekoe, Tj R., D. J. M. Kester, S. Stanimirović, L. Staveley–Smith et J. M. van der Hulst. « Dust and Gas in the Small Magellanic Cloud ». Symposium - International Astronomical Union 190 (1999) : 122–23. http://dx.doi.org/10.1017/s0074180900117589.

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Here we present four IRAS high resolution images of the Small Magellanic Cloud, as reconstructed by the HIRAS program using the Pyramid Maximum Entropy method (Bontekoe et al. 1994). (HIRAS is not to be confused with HiRes (Aumann et al. 1990).) The images show much more detail than in Schwering & Israel (1990). Dust temperatures range from 25–41 K (Stanimirović et al. in prep).
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CLARK, ROBERT L., EMMA HANSON et OLIVIA S. MITCHELL. « Lessons for public pensions from Utah's move to pension choice ». Journal of Pension Economics and Finance 15, no 3 (10 juin 2016) : 285–310. http://dx.doi.org/10.1017/s1474747215000426.

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AbstractWe explore what happened when the state of Utah moved away from its traditional defined benefit pension. In its place, it offered new hires a choice between a conventional defined contribution plan and a hybrid plan option, where the latter has both a guaranteed benefit component and a defined contribution plan where employees bear investment risk. We show that around 60% of new hires failed to make any active choice and, as a result, were automatically defaulted into the hybrid plan. Slightly more than half of those who made an active choice elected the hybrid plan. Post-reform, employees who failed to actively elect a primary retirement plan were also far less likely to enroll in a supplemental retirement account, compared with new hires who actively selected a plan. We also find that employees hired following the reform were more likely to leave public employment, resulting in higher separation rates. This could reflect a reduction in the desirability of public employment under the new pension design and an improving economic climate in the state. Our results imply that public pension reformers must consider employee responses in addition to potential cost savings, when developing and enacting major pension plan changes.
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Lee, Nikki. « City Hires Lactation Consultant ». Journal of Human Lactation 10, no 1 (mars 1994) : 4. http://dx.doi.org/10.1177/089033449401000105.

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Thèses sur le sujet "HIRES"

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Bubar, Eric Joseph. « Keck HIRES spectroscopy of candidate post T Tauri stars ». Connect to this title online, 2007. http://etd.lib.clemson.edu/documents/1181666291/.

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Weber, Andrea Zulehner Christine. « Female hires and the success of start-up firms ». Bochum RUB, Dep. of Economics [u.a.], 2009. http://www.rwi-essen.de/rep.

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Perveen, Rustomfram, Bess Robinson, Leah Allison, Martha Earl, Theresa Liedtka et Rebecca Tolley-Stokes. « Charting a New Course : Smoothing the Transition for New Librarian Hires ». Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/5732.

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If your library is fortunate enough to be hiring, how do you socialize new librarians into your organization? A panel from different types of libraries such as academic, public, and school will discuss ideas for helping new hires succeed by imparting, both formally and informally, the culture of the organization.
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Ghosh, Ankita Ghosh. « UNDERSTANDING HOSPITALITY EMPLOYERS` PERCEPTIONS OF PRE-EMPLOYMENT TESTING IN DETERMINING SUCCESSFUL HIRES ». Kent State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=kent1500225872501104.

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Burchill, Johnathan Kerr. « Development of a real-time video camera system for the HiRES sounding rocket ». Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ29974.pdf.

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Morris, Dory L. « Learning Without Onboarding| How Assessing and Evaluating Learning Benefits New Information Technology Hires ». Thesis, Walden University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3604725.

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Onboarding ensures learning success through sharing and acquiring knowledge to remain competitive. However, little is known about new Information Technology (IT) hires' learning needs in the absence of onboarding; therefore, the purpose of this case study was to examine, increase, and retain their technical knowledge at the Unified Communications Company (UCC). Following the theoretical model of knowledge management, which holds that knowledge is the key to confirm learning and knowledge sharing, the research questions were used to examine how the company assessed and increased their technical knowledge and how they taught their culture in the absence of onboarding. A qualitative instrumental case study design was employed with a purposeful sample of 4 former employees who were former new IT hires at the UCC. These employees contributed to the study using journals, surveys, and interviews drawn from their experiences as new IT hires at the UCC. Reoccurring themes regarding formal learning were extracted from the data, validated through peer and member checking, and then triangulated with each round of data collection and the themes described in the literature. The themes of culture, onboarding, training, and experience/feedback consistently emerged as areas needing improvement and indicated a need for formalized training. Based on these findings, a job aid was created to provide enhanced performance and learning to offer knowledge throughout training. Companies employing new IT hires can use the results from this study to provide onboarding in addition to their current orientation. The use of these data would positively affect social change by enhancing company competitiveness and job retention while reducing overall unemployment and the skills gap.

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Prochaska, Jason X. « The physical properties of the damped Ly[alpha] systems : a Keck HIRES investigation / ». Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC IP addresses, 1998. http://wwwlib.umi.com/cr/ucsd/fullcit?p9828978.

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Bailey, Caprice L. « Full-time Employment Ads in TESOL : Identifying What Employers Seek in Potential Hires ». BYU ScholarsArchive, 2011. https://scholarsarchive.byu.edu/etd/2665.

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Within the professional field of TESOL (Teaching English to Speakers of Other Languages), it is not unusual for highly qualified instructors to teach several part-time jobs in order to support themselves. Despite advocacy efforts carried out by the international TESOL organization, finding rewarding full-time employment in the United States can be very challenging. In addition, with the current state of the economy and high unemployment, TESOL professionals like others in various fields are seeking stable employment. Although this research will not solve the lack of full-time jobs, the intention is to help job seekers better prepare themselves for today's job market by knowing the skills, knowledge, and personal characteristics that employers are looking for in potential hires. To identify this information, a 12-month review was conducted of three well-established employment websites in an effort to capture advertisements seeking to hire TESOL professionals full-time for ESL related positions in the U.S. A total of 169 job advertisements were collected and reviewed to identify the skills, knowledge, and personal characteristics employers were seeking in qualified individuals. Data from the advertisements were organized into a 42-category coding scheme in an effort to delineate the skills, knowledge, and job characteristics mentioned previously. In addition, a second coding scheme containing 12 categories was created for analyzing the personal characteristics listed in the advertisements Results from this data revealed that employers seek applicants who have knowledge and experience in curriculum development, teacher education, and program administration. Top skills include written and oral communication and basic computer skills. With regards to personal characteristics, employers are most interested in individuals possessing strong interpersonal and teamwork skills. In addition to these skills and qualifications, the data provide important insights concerning the distribution of jobs by job type, degree, institution type, and salary across five regions of the United States.
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Morris, Dory L. « Learning Without Onboarding : How Assessing and Evaluating Learning Benefits New Information Technology Hires ». ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1104.

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Onboarding ensures learning success through sharing and acquiring knowledge to remain competitive. However, little is known about new Information Technology (IT) hires' learning needs in the absence of onboarding; therefore, the purpose of this case study was to examine, increase, and retain their technical knowledge at the Unified Communications Company (UCC). Following the theoretical model of knowledge management, which holds that knowledge is the key to confirm learning and knowledge sharing, the research questions were used to examine how the company assessed and increased their technical knowledge and how they taught their culture in the absence of onboarding. A qualitative instrumental case study design was employed with a purposeful sample of 4 former employees who were former new IT hires at the UCC. These employees contributed to the study using journals, surveys, and interviews drawn from their experiences as new IT hires at the UCC. Reoccurring themes regarding formal learning were extracted from the data, validated through peer and member checking, and then triangulated with each round of data collection and the themes described in the literature. The themes of culture, onboarding, training, and experience/feedback consistently emerged as areas needing improvement and indicated a need for formalized training. Based on these findings, a job aid was created to provide enhanced performance and learning to offer knowledge throughout training. Companies employing new IT hires can use the results from this study to provide onboarding in addition to their current orientation. The use of these data would positively affect social change by enhancing company competitiveness and job retention while reducing overall unemployment and the skills gap.
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Asher, Natali. « A Warmer Welcome : Application of a Chatbot as a Facilitator for New Hires Onboarding ». Thesis, Linnéuniversitetet, Institutionen för medieteknik (ME), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65887.

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Despite being explored and constantly improved through the years, onboarding of new hires in corporate organizations has remained a challenge. Many of the issues can be linked to a lack of communication between the organization and the new employee, as well as the common nature of these environments where information is spread across job titles and sources. This thesis discusses the feasibility of implementing a basic chatbot that will allow new hires to ask questions and request varied information at all times, using an interface such as a messaging app. This research explores the way chatbots should be designed in order to be effective, reliable and enjoyable from a user experience perspective. The chatbot was developed using the Chatfuel platform and tested by new employees at a corporate environment. The users were requested to explore the chatbot freely and then asked to answer a survey. The interactions were also recorded and analyzed from in both qualitative and quantitative ways (chat logs and analytics). The study proves that an onboarding chatbot is a useful tool for new hires and can be used as a communication facilitator between the organization and the new hires during the first weeks of employment, and also after that, serving as an information source and a broadcasting method. The chatbot gives the new hires an accessible source of information that helps on the process of getting to speed, and enables a positive experience that increases familiarity in the new workplace.
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Livres sur le sujet "HIRES"

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Ladenson, Sharon, Diane Mayers et Colleen Hyslop. Socializing new hires. Washington, DC : Association of Research Libraries, 2011.

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Lough, Loree. Priscilla hires a husband. Uhrichsville, Ohio : Heartsong Presents, 1996.

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Lough, Loree. Priscilla hires a husband. Uhrichsville, Ohio : Heartsong Presents, 1996.

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DeWitt, William H. HiRes/Double HiRes graphics for the Apple IIc and Apple II family. New York : Wiley, 1986.

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Holzer, Harry J. Are affirmative action hires less qualified ? : Evidence from employer-employee data on new hires. Cambridge, MA : National Bureau of Economic Research, 1996.

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Job won ! : 500,000 hires and counting. [Place of publication not identified] : Authorhouse, 2013.

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Hammida, Mustapha. Jobs taken by new hires in Minnesota 1995. [St. Paul, Minn.] : Research and Statistics Office, Minnesota Dept. of Economic Security, 1997.

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Webster, Harry Eugene. The Hyer family odyssey : An American pioneer history : (Heyer, Heier, Hier, Hiers, Higher, Hire, Hires, Hyer, Hyers, Hyre, Hyres) and collateral families ... Punta Gorda, FL : Hyer Education, 2001.

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Folger, R. Cleve. The right choice : Hires that meet your agency needs. Indianapolis, Ind : Rough Notes Co., 1993.

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Quilty, Stephen M. Helping New Maintenance Hires Adapt to the Airport Operating Environment. Washington, D.C. : Transportation Research Board, 2013. http://dx.doi.org/10.17226/22505.

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Chapitres de livres sur le sujet "HIRES"

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Latham, David W., et Nader Haghighipour. « HIRES ». Dans Encyclopedia of Astrobiology, 1. Berlin, Heidelberg : Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-27833-4_727-5.

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Latham, David W., et Nader Haghighipour. « HIRES ». Dans Encyclopedia of Astrobiology, 1112. Berlin, Heidelberg : Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-44185-5_727.

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Latham, David W. « HIRES ». Dans Encyclopedia of Astrobiology, 758. Berlin, Heidelberg : Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-11274-4_727.

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Scheiner, Marcia, et Joan Bogden. « Onboarding New Hires ». Dans The Neurodivergent Job Candidate, 133–41. New York : Routledge, 2021. http://dx.doi.org/10.4324/9781003137306-18.

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Downs, Jace. « Who Hires Unit Photographers ? » Dans The Photographer's Career Guide to Shooting Production Stills for Film and Television, 174–77. New York : Routledge, 2022. http://dx.doi.org/10.4324/9781003183129-36.

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Bird, D. J. « The High Resolution (HiRes) Fly’s Eye Detector ». Dans Currents in High-Energy Astrophysics, 135–42. Dordrecht : Springer Netherlands, 1995. http://dx.doi.org/10.1007/978-94-011-0253-7_11.

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Barsony, Mary, et Robert L. Hurt. « HIRES IRAS Images of the Serpens Core ». Dans The Role of Dust in the Formation of Stars, 101–4. Berlin, Heidelberg : Springer Berlin Heidelberg, 1996. http://dx.doi.org/10.1007/978-3-540-68594-4_24.

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Bishop, John H. « On-The-Job Training of New Hires ». Dans Market Failure in Training ?, 61–98. Berlin, Heidelberg : Springer Berlin Heidelberg, 1991. http://dx.doi.org/10.1007/978-3-642-76986-3_4.

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Chandar, Praveen, Yasaman Khazaeni, Matthew Davis, Michael Muller, Marco Crasso, Q. Vera Liao, N. Sadat Shami et Werner Geyer. « Leveraging Conversational Systems to Assists New Hires During Onboarding ». Dans Human-Computer Interaction - INTERACT 2017, 381–91. Cham : Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67684-5_23.

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Womble, Donna S. « Keck HIRES Spectroscopy : Low-Redshift Mg II and Lyman α Systems ». Dans QSO Absorption Lines, 157–60. Berlin, Heidelberg : Springer Berlin Heidelberg, 1995. http://dx.doi.org/10.1007/978-3-540-49458-4_27.

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Actes de conférences sur le sujet "HIRES"

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Sokolsky, P. « The view from HiRes ». Dans First international workshop on the radio detection of high energy particles. AIP, 2001. http://dx.doi.org/10.1063/1.1398183.

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Golshan, Behzad, Theodoros Lappas et Evimaria Terzi. « Profit-maximizing cluster hires ». Dans KDD '14 : The 20th ACM SIGKDD International Conference on Knowledge Discovery and Data Mining. New York, NY, USA : ACM, 2014. http://dx.doi.org/10.1145/2623330.2623690.

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Huke, Philipp, Livia Origlia, Marco Riva, Jake Charsley, Richard McCracken, Derryck Reid, Grzegorz Kowzan et al. « Phase A : calibration concepts for HIRES ». Dans SPIE Optical Metrology, sous la direction de Peter Lehmann, Wolfgang Osten et Armando Albertazzi Gonçalves. SPIE, 2017. http://dx.doi.org/10.1117/12.2271782.

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Rastogi, Ayushi, Suresh Thummalapenta, Thomas Zimmermann, Nachiappan Nagappan et Jacek Czerwonka. « Ramp-up Journey of New Hires ». Dans ISEC '17 : Innovations in Software Engineering Conference. New York, NY, USA : ACM, 2017. http://dx.doi.org/10.1145/3021460.3021471.

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Timothy, J. Gethyn, Paolo Bergamini, Jagadish C. Bhattacharyya, Martin H. Huber, Surendra K. Jain, Giampiero Naletto, Ralph W. Nicholls et al. « HiRES : the High-Resolution EUV Spectroheliometer ». Dans Optical Science, Engineering and Instrumentation '97, sous la direction de Oswald H. W. Siegmund et Mark A. Gummin. SPIE, 1997. http://dx.doi.org/10.1117/12.290135.

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Zech, Andreas. « Recent Results from the HiRes Experiment ». Dans International Europhysics Conference on High Energy Physics. Trieste, Italy : Sissa Medialab, 2007. http://dx.doi.org/10.22323/1.021.0026.

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Sokolsky, Pierre. « Results from Fly’s Eye and HiRes projects ». Dans WORKSHOP ON OBSERVING GIANT COSMIC RAY AIR SHOWERS FROM >1020 eV Particles from Space. ASCE, 1998. http://dx.doi.org/10.1063/1.56147.

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Parmer, Gabriel, et Richard West. « HiRes : A System for Predictable Hierarchical Resource Management ». Dans 2011 IEEE Real-Time and Embedded Technology and Applications Symposium (RTAS). IEEE, 2011. http://dx.doi.org/10.1109/rtas.2011.25.

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Estival, J. « The Training Passport, The Total Approach for new Hires ». Dans 66th EAGE Conference & Exhibition. European Association of Geoscientists & Engineers, 2004. http://dx.doi.org/10.3997/2214-4609.201405677.

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Zerbi, F. M., F. Bouchy, J. Fynbo, R. Maiolino, N. Piskunov, R. Rebolo Lopez, N. Santos et al. « HIRES : the high resolution spectrograph for the E-ELT ». Dans SPIE Astronomical Telescopes + Instrumentation, sous la direction de Suzanne K. Ramsay, Ian S. McLean et Hideki Takami. SPIE, 2014. http://dx.doi.org/10.1117/12.2055329.

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Rapports d'organisations sur le sujet "HIRES"

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Lazear, Edward, et Kristin McCue. Hires and Separations in Equilibrium. Cambridge, MA : National Bureau of Economic Research, janvier 2017. http://dx.doi.org/10.3386/w23059.

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Holzer, Harry, et David Neumark. Are Affirmative Action Hires Less Qualified ? Evidence from Employer-Employee Data on New Hires. Cambridge, MA : National Bureau of Economic Research, juin 1996. http://dx.doi.org/10.3386/w5603.

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Marinescu, Ioana, Ivan Ouss et Louis-Daniel Pape. Wages, Hires, and Labor Market Concentration. Cambridge, MA : National Bureau of Economic Research, novembre 2020. http://dx.doi.org/10.3386/w28084.

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Friehe, Carl A., et Jesus Ruiz-Plancarte. Wind and Wind Stress Measurements in HiRes. Fort Belvoir, VA : Defense Technical Information Center, septembre 2008. http://dx.doi.org/10.21236/ada533833.

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van Inwegen, Emma, Zanele Munyikwa et John Horton. Algorithmic Writing Assistance on Jobseekers’ Resumes Increases Hires. Cambridge, MA : National Bureau of Economic Research, janvier 2023. http://dx.doi.org/10.3386/w30886.

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Gertler, Mark, Christopher Huckfeldt et Antonella Trigari. Unemployment Fluctuations, Match Quality, and the Wage Cyclicality of New Hires. Cambridge, MA : National Bureau of Economic Research, juin 2016. http://dx.doi.org/10.3386/w22341.

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Singh, Jasjit, et Ajay Agrawal. Recruiting for Ideas : How Firms Exploit the Prior Inventions of New Hires. Cambridge, MA : National Bureau of Economic Research, avril 2010. http://dx.doi.org/10.3386/w15869.

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Carlsson, Mikael, Julián Messina et Oskar Nordström Skans. Research Insights : How Do Job and Worker Flows Respond to Firms' Idiosyncratic Technology and Demand Shocks ? Inter-American Development Bank, février 2020. http://dx.doi.org/10.18235/0003038.

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Permanent demand shocks are the main driver of labor adjustments. A one standard deviation demand shock increases the net employment rate by 6 percentage points in the long run, while a technology shock increases it by 0.5. Transitory demand shocks have much smaller impacts. When hit by a permanent demand shock, firms adjust fast and symmetrically. Most of the labor change occurs within a year. If the shock is positive, firms adjust by increasing hires. If the shock is negative, they increase separations without reducing hires.
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Carlsson, Mikael, Julián Messina et Oskar Nordström Skans. Firm-Level Shocks and Labor Flows. Inter-American Development Bank, janvier 2021. http://dx.doi.org/10.18235/0003002.

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This paper analyzes how labor ows respond to permanent idiosyncratic shifts in rm-level production functions and demand curves using very detailed Swedish micro data. Shocks to rms physical productivity have only modest eects on rm-level employment decisions. In contrast, the paper documents rapid and substantial employment adjustments through hires and separations in response to rm-level demand shocks. The choice of adjustment margin depends on the sign of the shock: rms adjust through increased hires if these shocks are positive and through increased separations if the shocks are negative.
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Carlsson, Mikael, Julián Messina et Oskar Nordström Skans. Firm-Level Shocks and Labor Flows. Inter-American Development Bank, janvier 2021. http://dx.doi.org/10.18235/0003002.

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This paper analyzes how labor ows respond to permanent idiosyncratic shifts in rm-level production functions and demand curves using very detailed Swedish micro data. Shocks to rms physical productivity have only modest eects on rm-level employment decisions. In contrast, the paper documents rapid and substantial employment adjustments through hires and separations in response to rm-level demand shocks. The choice of adjustment margin depends on the sign of the shock: rms adjust through increased hires if these shocks are positive and through increased separations if the shocks are negative.
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