招聘摩擦与在线求职平台的潜力：来自印度的证据

中文摘要

尽管在线求职平台日益重要，企业仍不愿在传统招聘网络之外雇用员工。我们发现，通过实验同时向企业提供广告服务和核验求职者身份的能力，使基于平台的招聘增加68%，填补职位空缺的概率提高11%。广告吸引了技能水平更高的求职者，而身份核验使企业能够筛选不熟悉的求职者。通过平台招聘的员工在标准考察期结束后仍被留用，这表明他们与职位空缺较为匹配。仅被分配广告服务的企业也吸引了技能水平更高的求职者，但仅提供广告或仅提供身份核验中的任何一项均未增加招聘。（JEL D22、J23、J24、J63、M51、O15）

Abstract

Despite the growing prominence of online job portals, firms remain reluctant to hire outside traditional recruitment networks. We find that experimentally providing firms with a combination of advertising and the ability to verify applicant identity increases portal-based hiring by 68 percent and the likelihood of filling a vacancy by 11 percent. Advertising attracts more skilled applicants, while verification enables the screening of unfamiliar applicants. Portal-based hires are retained beyond the standard assessment period, suggesting that they are well suited to the vacancies. Firms assigned only advertising also attract more skilled applicants, but providing neither advertising nor verification alone increases hiring. (JEL D22, J23, J24, J63, M51, O15)