Die Bedeutung von Stellenprofilen und dem Verlauf der Personalsuche für die betriebliche Einstellungsbereitschaft gegenüber Langzeitarbeitslosen

Abstract

: People who are long-term-unemployed are one of the groups on the labour market that face several difficulties to find a new job. Basing on the Human Capital Theory and on the Signalling Theory, we evaluate the conditions under which long-term unemployed people have increasing chances to be recruited compared to short-term unemployed individuals by using logistic regression models. The results show that in comparison with short-term unemployed people, the pro-bability to be employed increases for those being long-term unemployed when firms are filling positions that do not require any professional qualification. In contrast to our theoretical assumptions, long-term unemployed individuals do not have higher chances to be recruited for temporary employment but they show a higher likelihood for being hired for a part-time job. Furthermore, only a part of our theoretical expectations is met concerning the increasing chances for those being long-term unemployed that we assumed when firms use their social contacts and employee referrals for recruitment. Third party recommendations do not show any positive correlation with increasing employment chances for long-term unemployed people. However, if a firm is looking for candidates in its internal labour market, the chance to be recruited increases significantly for long-term unemployed individuals compared to those being short-term unemployed. Last but not least, we can show that the recruitment chances for long-term unemployed people increases when firms face difficulties to fill their open positions. Our results indicate that, given firms willingness to compromise, there are possibilities for long-term unemployed individuals to find a new job. This is particularly the case when firms are confronted with labour shortage.