Recruitment of Overeducated Personnel : Insider-Outsider Effects on Fair Employee Selection Practices

Recruitment of Overeducated Personnel:

Insider-Outsider Effects on Fair Employee Selection Practices

Oliver Fabel Razvan Pascalau

Research Paper Series Thurgauer Wirtschaftsinstitut

No. 18

Konstanzer Online-Publikations-System (KOPS) URL: http://www.ub.uni-konstanz.de/kops/volltexte/2007/2941/

URN: http://nbn-resolving.de/urn:nbn:de:bsz:352-opus-29413

We analyze a standard employee selection model given two institutional constraints: first, professional experience perfectly substitutes insuffcient formal education for insiders while this substitution is imper- fect for outsiders. Second, in the latter case the respective substitution rate increases with the advertised minimum educational requirement. Optimal selection implies that the expected level of formal education is higher for outsider than for insider recruits. Moreover, this difference in educational attainments in- creases with lower optimal minimum educational job requirements. Investigating data of a large US public employer confirms both of the above theoretical implications. Generally, the econometric model exhibits a ‘good fit’.

Recruitment of Overeducated Personnel:

Insider-Outsider Effects on Fair Employee Selection Practices

january 2007

ABSTRACT

Prof. Dr. Oliver Fabel, Chair for Managerial Economics, in particular Business Policy, Faculty of Law, Economics and Politics, Department of Economics, University of Konstanz, Box D144, 78457 Konstanz, Germany; Tel.: +49-(0)7531-88-2990/-2992; Fax: +49-(0)7531-88-4456

Razvan Pascalau, Department of Economics, Finance & Legal Studies, Culverhouse College of Commerce and Business Administration, University of Alabama, 200 Alston Hall Box 87-0224, Tuscaloosa, AL, 35487, USA; Tel.: +1-205-348-7592

Keywords: employee selection, overeducation, adverse impact, insiders vs outsiders

JEL-Classfication: M51 (Firm Employment Decisions; Promotions), J53 (Labor-Management Relations;

Jurisprudence), J78 (Labor Discrimination; Public Policy), I21 (Analysis of Education)

We thank M. Rauber, Konstanz, for very helpful comments on a preliminary version of this paper.

Oliver Fabel

oliver.fabel@uni-konstanz.de University of Konstanz Thurgau Institute of Economics

Razvan Pascalau

rpascala@cba.ua.edu University of Alabama

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