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Gender Differences in Recruitment Outcomes[Note 1. The paper has benefited from comments by two anonymous ...]
Author(s) -
Russo Giovanni,
Ommeren Jos van
Publication year - 1998
Publication title -
bulletin of economic research
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.227
H-Index - 29
eISSN - 1467-8586
pISSN - 0307-3378
DOI - 10.1111/1467-8586.00059
Subject(s) - seekers , demographic economics , psychology , labour economics , economics , political science , law
The paper tests the hypothesis that female applicants have a lower probability of being hired from a pool of applicants than their male counterparts. The results indicate that male and female candidates have about the same probability of being hired independently of the type of vacancy. The probability of hiring a candidate of a certain sex is therefore determined by the gender composition of the pool of applicants who have selected themselves on the basis of job characteristics, hiring standards and the type of sector. This indicates that male and female job‐seekers select themselves in such a way that they have equal probabilities of being accepted.