<p>Recruiting Through Networks - Wage Premiums and Rewards to Recommenders</p><p>This paper examines the firm's use of recommenders in its recruiting process. In the model, recommenders possess personal information about the worker's ability and about the workplace. In view of this private information, the firm may reward recommenders for good recruiting, thus using recommenders as a screening device. In equilibrium the expected skill of a worker is higher if recruitment has occurred through a recommender rather than through the market, but there is no wage premium. Swedish survey data supports the absence of a wage premium for recommended workers. It has not been possible to test the expected skill or the firm's reward policy vis-à-vis the recommender.</p><p>Job Search by Immigrants in Sweden</p><p>This paper analyses the job search strategies of immigrants born outside Europe and compares these with the search strategies of the native population. The analysis uses unique Swedish data gathered during 1998. Two clear patterns can be traced in the empirical analysis: immigrants search more intensively than natives; also, the greater search intensity is a requisite for getting a job. Specifically, the first analysis shows that immigrants who got jobs were likely to have used networks or direct contact with employers to a greater extent than natives. Immigrants who got jobs had submitted more applications and spent more time on job search than natives, while those who did not get jobs had not spent more time on job search than natives. The fourth and last analysis looks at the number of methods used in job search. Immigrants who left unemployment had not used more methods than natives. On the other hand, immigrants who remained unemployed had used significantly more methods than natives, indicating that it is not necessarily productive to use too many methods.</p><p>Wage Effects of Search Methods for Immigrants and Natives in Sweden</p><p>Using unique cross-section survey data collected in 1998, this study examines whether successful job-search method differ between natives and immigrants from outside Europe, and whether there is a wage difference between the two groups associated with the search method used.</p><p>It is found that those individuals from outside Europe who got jobs did relatively better when using formal methods than when using informal ones.</p><p>Next, a wage analysis has been performed, which shows that there is an overall wage discount for those born outside Europe. The discount is larger when using informal methods rather than formal.</p><p>To explore this further the informal method measure is divided in two parts, one part for contacts through friends and family and the second for contacts with the employer. The penalty for immigrants from outside Europe using an informal method as a successive job-search device is partly explained by contact with the employer, suggesting that the penalty for using informal methods has been underestimated in previous studies.An attempt has also been made to control for the effect of unobservable characteristics on wages, but this did not have any significant impact.</p>

Recruiting Through Networks - Wage Premiums and Rewards to Recommenders This paper examines the firm's use of recommenders in its recruiting process. In the model, recommenders possess personal information about the worker's ability and about the workplace. In view of this private information, the firm may reward recommenders for good recruiting, thus using recommenders as a screening device. In equilibrium the expected skill of a worker is higher if recruitment has occurred through a recommender rather than through the market, but there is no wage premium. Swedish survey data supports the absence of a wage premium for recommended workers. It has not been possible to test the expected skill or the firm's reward policy vis-à-vis the recommender. Job Search by Immigrants in Sweden This paper analyses the job search strategies of immigrants born outside Europe and compares these with the search strategies of the native population. The analysis uses unique Swedish data gathered during 1998. Two clear patterns can be traced in the empirical analysis: immigrants search more intensively than natives; also, the greater search intensity is a requisite for getting a job. Specifically, the first analysis shows that immigrants who got jobs were likely to have used networks or direct contact with employers to a greater extent than natives. Immigrants who got jobs had submitted more applications and spent more time on job search than natives, while those who did not get jobs had not spent more time on job search than natives. The fourth and last analysis looks at the number of methods used in job search. Immigrants who left unemployment had not used more methods than natives. On the other hand, immigrants who remained unemployed had used significantly more methods than natives, indicating that it is not necessarily productive to use too many methods. Wage Effects of Search Methods for Immigrants and Natives in Sweden Using unique cross-section survey data collected in 1998, this study examines whether successful job-search method differ between natives and immigrants from outside Europe, and whether there is a wage difference between the two groups associated with the search method used. It is found that those individuals from outside Europe who got jobs did relatively better when using formal methods than when using informal ones. Next, a wage analysis has been performed, which shows that there is an overall wage discount for those born outside Europe. The discount is larger when using informal methods rather than formal. To explore this further the informal method measure is divided in two parts, one part for contacts through friends and family and the second for contacts with the employer. The penalty for immigrants from outside Europe using an informal method as a successive job-search device is partly explained by contact with the employer, suggesting that the penalty for using informal methods has been underestimated in previous studies.An attempt has also been made to control for the effect of unobservable characteristics on wages, but this did not have any significant impact.

Les récents mouvements sociaux qui ont secoué certains pays arabes notamment l'Algérie ont montré la fragilité de la situation sur le marché du travail dans ces pays en particulier pour les jeunes. Le premier chapitre porte sur l'analyse de la situation du marché du travail en Algérie sur une longue période. Ces dix dernières années la situation de l'emploi s'est dégradée en termes de sécurité de l'emploi en particulier pour les jeunes. La situation reste difficile, d'autant plus que la situation démographique actuelle envisage de fortes pressions sur le marché du travail dans le futur. Dans le deuxième chapitre, nous analysons les stratégies de recherche d'emploi notamment par le biais des méthodes informelles. Nos résultats montrent de fortes spécificités liées au genre dans les stratégies de recherche. Dans l'ensemble, les réseaux sociaux apparaissent comme étant une méthode efficace pour trouver un emploi en Algérie mais pas pour des emplois qualifiés. Le troisième chapitre vise à étudier l'architecture des systèmes d'emploi en Algérie. Il ressort que le modèle qui explique le mieux le comportement des hommes et des femmes est un modèle séquentiel à deux niveaux : participation vs non participation et ensuite le choix d'un segment sur le marché du travail. Dans le quatrième chapitre, nous analysons les déterminants du choix du secteur et les salaires pour les hommes et les femmes dans différents secteurs d'activités en Algérie. Nos résultats montrent que les femmes sont moins bien rémunérées par rapport aux hommes dans les différents segments. Le secteur public est celui qui protège le plus les femmes de la discrimination salariale. / Recent social movements that swept some Arab countries including Algeria showed the fragility of the situation on the labor market in these countries in particular for young people. The first chapter deals with the analysis of the situation of the labor market in Algeria over a long period. Over the past decade the employment situation has deteriorated in terms of job security in particular for young people. The situation remains difficult, especially as the current demographic situation considering pressures on the labor market in the future. In the second chapter, we analyze the strategies for job search including through informal methods. Our results show strong gender specificities in search strategies. Overall, social networks appear to be an effective method to find a job in Algeria but not for skilled jobs. The third chapter aims to study the architecture of employment systems in Algeria. It appears that the model that best explains the behavior of men and women is a sequential two-level model: participation vs. non participation and then choosing a segment on the labor market. In the fourth chapter, we analyze the determinants of the choice of sector and wages for men and women in different sectors in Algeria. Our results show that women are paid less compared to men in the various segments. The public sector is the one that best protects women from wage discrimination.