Unemployment Among Young Adults: Exploring Employer-Led Solutions

Younger workers consistently experience higher unemployment and less job stability than older workers. Yet the dramatic deterioration in employment outcomes among younger workers during and since the Great Recession creates new urgency about developing more effective bridges into full-time employment for young people, especially those with less than a bachelor's degree. Improving the employment status of young adults and helping employers meet workforce needs are complementary goals. Designing strategies to achieve them requires insight into the supply and demand sides of the labor market: both the characteristics of young people and their typical routes into employment as well as the demand for entry-level orkers and the market forces that shape employer decisions about hiring and investing in skill development. A quantitative and qualitative inquiry focused on the metropolitan areas of Chicago, Ill. and Louisville, Ky

Aligning Community Colleges to Their Local Labor Markets

Examines ways to better align community college curricula with employer needs, including analyzing online job ads to gather data on occupation and skill demands; examples of use of labor market information; and the potential and limitations of such data

Part-time Faculty in Higher Education: A Selected Annotated Bibliography

At this writing (Fall 2011), two-thirds of the faculty in higher education are contingent part-time or full-time. Only one-third of the faculty is tenured or on the tenure-track. This selected, annotated bibliography is organized by year of publication, from 1977 to 2010. (An earlier version was published in 2008.) It is the purpose of this publication to facilitate understanding of the meaning and implications of this major change in the structure of higher education. The annotations in the bibliography were written from the perspective of a part-time faculty member, unlike most of the literature, which is written from a management perspective

Inclusion and Equity Committee Diverse Recruitment Task Force 1 “Literature Review”

Engage in a literature review of current recruitment of underrepresented groups and from the literature review, recommend a series of policies that encapsulate best practices for use at the UNLV Libraries

Beyond the Pipeline: Getting the Principals We Need, Where They Are Needed Most

Analyzes the labor market for principals, pinpoints the extent and root causes of the problems some districts and schools are experiencing in attracting candidates, and indicates how policies and practices might better address those problems

Do California's Enterprise Zones Create Jobs?

Examines how the state's enterprise zone program, which offered incentives in economically distressed areas, affected job and business creation in 1992-2004. Considers elements of relative success such as marketing and outreach and suggests improvements

High Tech and High Touch: Headhunting, Technology, and Economic Transformation

[Excerpt] In High Tech and High Touch, James E. Coverdill and William Finlay invite readers into the dynamic world of headhunters, personnel professionals who acquire talent for businesses and other organizations on a contingent-fee basis. In a high-tech world where social media platforms have simplified direct contact between employers and job seekers, Coverdill and Finlay acknowledge, it is relatively easy to find large numbers of apparently qualified candidates. However, the authors demonstrate that headhunters serve a valuable purpose in bringing high-touch search into the labor market: they help parties on both sides of the transaction to define their needs and articulate what they have to offer. As well as providing valuable information for sociologists and economists, High Tech and High Touch demonstrates how headhunters approach practical issues such as identifying and attracting candidates; how they solicit, secure, and evaluate search assignments from client companies; and how they strive to broker interactions between candidates and clients to maximize the likelihood that the right people land in the right jobs

The Search for an Economics Job with a Teaching Focus

This article provides suggestions for new Ph.D. economists relating to the search for an academic job. It provides general information regarding finding job postings, the timing of events, and preparing application materials. It differs from the existing guides by including additional considerations for the teaching-focused, rather than research-oriented segment of the market and by emphasizing what a candidate should do rather than what will happen in the search process. Specifically, it outlines helpful suggestions on effectively answering interview questions, delivering a class lecture on campus, meeting with students, and negotiating a better offer at teaching-focused schools which are absent from other guides.

Recommendations in the Italian Labour Market: An Empirical Analysis

In this paper I focus on one of the most peculiar features of the Italian labour market: the importance played by recommendations in the hiring of new personnel. It is usually argued that, in contrast with the experience of other industrialized countries, in Italy letters of reference are not used to signal job applicants' qualities, but only to obtain a favoured treatment in the hiring process. Anecdotal evidence suggests that firms have used those practices both to overcome rigid hiring regulation and to weaken unions' power. In the empirical analysis, conducted on data drawn from the 1991 Bank of Italy Survey of Household Income and Wealth, I show that while workers seeking through recommendations increase the chance of being hired, they also pay a ''recommendation fee'' vis-a-vis workers hired through more traditional mechanisms. I provide various explanations for these results.Labour market imperfections, Earnings function

Separating wheat and chaff: age-specific staffing strategies and innovative performance at the firm level

Adopting a dynamic perspective, this paper investigates age-related staffing patterns in German establishments and their effect on innovative performance. First, we investigate how establishments achieve the necessary workforce rejuvenation - from the inflow of younger or from outflows of older workers. In addition, we explore whether certain staffing patterns are more likely to appear under different economic regimes. In a second step, we analyse whether an establishment's innovative performance is related to the staffing patterns it experiences. The analysis of linked-employer-employee data shows that most of the 585 German establishments covered rejuvenate by inflows of younger workers. Half of the establishments also use the outflow of older workers. Furthermore, workforces are more likely to become more age-heterogeneous in growing establishments. Finally, we do not find evidence that a youth-centred human resource strategy (always) fosters innovation. --Workforce aging,staffing strategies,innovation