Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment

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dc.contributor.author Bagues, Manuel F.
dc.contributor.author Pérez Villadóniga, María José
dc.contributor.editor Universidad Carlos III de Madrid. Departamento de Economía de la Empresa
dc.date.accessioned 2009-09-16T14:38:52Z
dc.date.available 2009-09-16T14:38:52Z
dc.date.issued 2009-09
dc.identifier.uri http://hdl.handle.net/10016/5178
dc.description.abstract In this paper we examine the potential existence of a similar-to-me effect in terms of skills between recruiters and applicants. Using evidence from entry exams to the Spanish Judiciary, where applicants are randomly assigned across evaluation committees, we find that committee members tend to be more demanding at those stages where they are more knowledgeable. As a result, applicants who excel in the same dimensions as recruiters are more likely to be hired
dc.format.mimetype text/plain
dc.format.mimetype application/pdf
dc.language.iso eng
dc.relation.ispartofseries UC3M Working papers. Business Economics
dc.relation.ispartofseries 62-09
dc.subject.other Hiring
dc.subject.other Randomized experiment
dc.subject.other Similar-to-me effect
dc.title Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment
dc.type workingPaper
dc.subject.jel M51
dc.subject.jel J45
dc.subject.eciencia Empresa
dc.rights.accessRights openAccess
dc.identifier.repec wb090562
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