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  • 1
    Online Resource
    Online Resource
    Toward Labor Market Policy 2.0 : The Potential for Using Online Job-Portal Big Data to Inform Labor Market Policies in India (2017)
    Washington, D.C : The World Bank
    Details
    Language: English
    Pages: 1 Online-Ressource (36 p)
    Series Statement: World Bank E-Library Archive
    Parallel Title: Erscheint auch als Nomura, Shinsaku Toward Labor Market Policy 2.0: The Potential for Using Online Job-Portal Big Data to Inform Labor Market Policies in India
    Abstract: Economists and other social scientists are increasingly using big data analytics to address longstanding economic questions and complement existing information sources. Big data produced by online platforms can yield a wealth of diverse, highly granular, multidimensional information with a variety of potential applications. This paper examines how online job-portal data can be used as a basis for policy-relevant research in the fields of labor economics and workforce skills development, through an empirical analysis of information generated by Babajob, an online Indian job portal. The analysis highlights five key areas where online job-portal data can contribute to the development of labor market policies and analytical knowledge: (i) labor market monitoring and analysis; (ii) assessing demand for workforce skills; (iii) observing job-search behavior and improving skills matching; (iv) predictive analysis of skills demand; and (v) experimental studies. The unique nature of the data produced by online job-search portals allows for the application of diverse analytical methodologies, including descriptive data analysis, time-series analysis, text analysis, predictive analysis, and transactional data analysis. This paper is intended to contribute to the academic literature and the development of public policies. It contributes to the literature on labor economics through application of big data analytics to real-world data. The analysis also provides a unique case study on labor market data analytics in a developing-country context in South Asia. Finally, the report examines the potential for using big data to improve the design and implementation of labor market policies and promote demand-driven skills development
    DOI: 10.1596/1813-9450-7966
    URL: Volltext  (Deutschlandweit zugänglich)
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    MPI Ethno. Forsch.
  • 2
    Online Resource
    Online Resource
    The Influence of Non-Cognitive Skills on Wages within and between Firms : Evidence from Bangladesh's Formal Sector (2017)
    Washington, D.C : The World Bank
    Details
    Language: English
    Pages: 1 Online-Ressource (37 p)
    Series Statement: World Bank E-Library Archive
    Parallel Title: Erscheint auch als Nomura, Shinsaku The Influence of Non-Cognitive Skills on Wages within and between Firms: Evidence from Bangladesh's Formal Sector
    Abstract: Many employers and employees believe that non-cognitive skills are an important contributor to labor market success. This study has assessed the empirical evidence for such a claim in the case of Bangladesh by evaluating unique employer-employee matched labor market data. The analysis is based on data collected from 6,981 workers in 500 formal sector firms in Bangladesh's five largest formal economic sectors. Using ordinary least squares and firm fixed-effect models, the study assesses correlations between wages and the so-called "big five" personality traits, and augments the analysis with the latent personality scores captured by the Rasch model. Comparing the ordinary least squares and fixed-effect models reveals statistically significant correlations between personality traits and wages, within and across firms. The results appear to indicate that non-cognitive skills are correlated with a worker's likelihood of achieving success in the labor market. Although many of the findings are consistent with the literature, the analysis reveals specific patterns that appear to be unique to Bangladesh, including a positive correlation between "emotional stability" and wages and a negative correlation between "grit" and wages, especially among manufacturing workers. Differences across firms could indicate that firms that offer higher wages may tend to attract workers with distinct types of non-cognitive skills, whereas differences within firms may indicate that variations in non-cognitive skills are associated with disparities in firm-level wage structures. Correlations between wages and personality traits are more prominent among large firms than among small or medium-sized firms
    DOI: 10.1596/1813-9450-8053
    URL: Volltext  (Deutschlandweit zugänglich)
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    MPI Ethno. Forsch.
  • 3
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    Online Resource
    Reflections of employers' gender preferences in job ads in India : an analysis of online job portal data (2018)
    Washington, D.C. : World Bank Group, Education Global Practice
    Details
    Language: English
    Pages: 1 Online-Ressource (circa 26 Seiten) , Illustrationen
    Series Statement: Policy research working paper 8379
    Series Statement: World Bank E-Library Archive
    Series Statement: Policy research working paper
    Parallel Title: Erscheint auch als Chowdhury, Afra R Reflections of Employers' Gender Preferences in Job Ads in India: An Analysis of Online Job Portal Data
    Keywords: Personalbeschaffung ; Geschlechterdiskriminierung ; Lohnstruktur ; Arbeitsnachfrage ; Digitale Plattform ; Indien ; Graue Literatur
    Abstract: Using online job portal data and probabilistic regression estimations, the paper investigates the explicit gender bias and salary gap in the Indian job market, reflected in more than 800,000 job recruitment advertisements. Exploring formal and informal sector occupations, the study finds high existence of employers' gender bias in hiring. Explicit gender preferences are highly job specific, and it is common to mention the preferred gender in job ads, which, in general, favor men over women. Although ads for professional occupations exhibit less explicit gender bias, they are not gender neutral. In all types of professional jobs, irrespective of the share of ads with preference for men or women, on average, ads targeting men specify/offer much higher salary. Employers in elementary sectors as well as blue-collar jobs express more segregated gender preference. The findings support the existing research that argues women are more preferred in low-quality, low-status, typically low-paid informal jobs. Targeting women for low-quality jobs explains half of the mean offered salary gap specified in ads; the rest is direct gender bias. The paper also suggests that, with the rise of new technology and sectors, gender bias in hiring in those new types of jobs is expected to decline
    DOI: 10.1596/1813-9450-8379
    URL: Volltext  (Deutschlandweit zugänglich)
    URL: Deutschlandweit zugänglich
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    MPI Ethno. Forsch.
  • 4
    Online Resource
    Online Resource
    Labor market analysis using big data : the case of a Pakistani online job portal (2019)
    [Washington, DC, USA] : World Bank Group, Education Global Practice
    Details
    Language: English
    Pages: 1 Online-Ressource (circa 42 Seiten) , Illustrationen
    Series Statement: Policy research working paper 9063
    Series Statement: World Bank E-Library Archive
    Series Statement: Policy research working paper
    Parallel Title: Erscheint auch als Norihiko Matsuda Labor Market Analysis using Big Data: The Case of a Pakistani Online Job Portal
    Keywords: Graue Literatur
    Abstract: Facing a youth bulge-a large influx of a young labor force-the Pakistani economy needs to create more jobs by taking advantage of this relatively well-educated young labor force. Yet, the educated young labor force suffers a higher unemployment rate, and there is a concern that the current education and training system in the country does not respond to skill demands in the private sector. This paper provides new descriptives about labor markets, particularly skill demand and supply, by using online job portal data. The paper finds that although there is an excess supply of highly educated workers, certain industries, such as information and communications technology, lack workers who have specialized skills and experience. The analysis also finds that the exact match of qualifications and skills is important for employers. Job applicants who are underqualified or overqualified for job posts are less likely to be shortlisted than those whose qualifications exactly match job requirements
    DOI: 10.1596/1813-9450-9063
    URL: lizenzpflichtig
    URL: Deutschlandweit zugänglich
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  • 5
    Online Resource
    Online Resource
    Asymmetric information on noncognitive skills in the Indian labor market : an experiment in online job portal (2018)
    Washington, D.C. : World Bank Group, Education Global Practice
    Details
    Language: English
    Pages: 1 Online-Ressource (circa 27 Seiten) , Illustrationen
    Series Statement: Policy research working paper 8378
    Series Statement: World Bank E-Library Archive
    Series Statement: Policy research working paper
    Parallel Title: Erscheint auch als Yamauchi, Futoshi Asymmetric Information on Noncognitive Skills in the Indian Labor Market: An Experiment in Online Job Portal
    Keywords: Qualifikation ; Digitale Plattform ; Zweiter Arbeitsmarkt ; Arbeitsnachfrage ; Indien ; Graue Literatur
    Abstract: This paper examines the impact of noncognitive (socio-emotional) skills on job market outcomes, using a randomized control trial implemented in an online job portal in India. Job seekers who registered in the portal were asked to take a Big-Five type personality test and, for a random subsample of the test takers, the results were displayed to potential employers. The outcomes are measured by whether a potential employer shortlisted a job seeker by opening (unlocking) his/her application and background information. The results show that the treatment group for whom test results were shown generally enjoyed a higher probability of unlock. That is, employers are more interested in those for whom they can see personality test results. Such a relationship was not seen in the pre-test period, which confirms that the results are unlikely to be spurious. The study also finds a significant impact among organized, calm, imaginative, and/or quiet applicants (no effect is detected among easy-going, sensitive, realistic, and/or outgoing applicants), which seems to display employers' preference
    DOI: 10.1596/1813-9450-8378
    URL: Volltext  (Deutschlandweit zugänglich)
    URL: Deutschlandweit zugänglich
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  • 6
    Online Resource
    Online Resource
    Fast, Easy and Cheap Job Matching : Social Networks in Bangladesh (2017)
    Washington, D.C : The World Bank
    Details
    Language: English
    Pages: 1 Online-Ressource (55 p)
    Series Statement: World Bank E-Library Archive
    Parallel Title: Erscheint auch als Matsuda, Norihiko Fast, Easy and Cheap Job Matching: Social Networks in Bangladesh
    Abstract: This paper uncovers the reason why social networks are used in a job market. The data are novel: a nationally representative matched employer-employee data set in Bangladesh with detailed information, including direct measures of the use of social networks. The empirical analysis shows that compared with those who used open channels to find jobs, the employees who used social networks found jobs more easily, have lower observable abilities, and achieved lower employment outcomes conditional on observable and unobservable abilities. These results are robust whether firm-occupation fixed effects are controlled for or not. By comparing these findings with theoretical predictions, the paper concludes that social networks play the role as fast and easy but narrow-spectrum matching. That is, social networks allow job seekers to find jobs quickly and easily and thereby reduce search costs, but the types of jobs available from social networks are narrower than those from open channels. As a consequence, those who choose to use social networks are more likely to end up having mismatched jobs, that is jobs in which they cannot take advantage of their specialties. In the context of developing countries, a considerable number of poor job seekers may use social networks out of necessity even if the returns to finding good-match jobs through open channels are sufficiently high
    DOI: 10.1596/1813-9450-8107
    URL: Volltext  (Deutschlandweit zugänglich)
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    MPI Ethno. Forsch.
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