Preference for Young Workers in Mid-career Recruiting Using Online Ads for Sales Jobs: Evidence from Japan

Material type: 文書・図像類

Author: Zvedelikova, Mirka

Publisher: The Institute of Social and Economic Research, Osaka University

Publication date: 2022-10

Material Format: Paper

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Notes on use

Note (General)：: This study uses an original dataset of online mid-career job ads for full-time sales jobs collected from July 2018 to December 2019 to examine the use...

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Paper

Material Type: 文書・図像類
Title: Preference for Young Workers in Mid-career Recruiting Using Online Ads for Sales Jobs: Evidence from Japan
Author/Editor: Zvedelikova, Mirka
Author Heading: Zvedelikova, Mirka
https://nrid.nii.ac.jp/nrid/1000020975974
Publication, Distribution, etc.: The Institute of Social and Economic Research, Osaka University
Publication Date: 2022-10
Publication Date (W3CDTF): 2022-10
Periodical title: Institute of Social and Economic Research Discussion Papers
No. or year of volume/issue: 1193
Volume: 1193
Pages: 1-33
ISSN (Periodical Title): PISSN : 0473453X
EISSN : 24350982
Text Language Code: eng
Subject Heading: Mid-career recruiting
Age discrimination
Job ads
Monopsony
Japan
Target Audience: 一般
Note (General): This study uses an original dataset of online mid-career job ads for full-time sales jobs collected from July 2018 to December 2019 to examine the use of explicit and implied age limits on job applicants and characteristics of companies that set them. Although Japanese law prohibits age discrimination in employment, several exemptions are allowed, such as hiring young workers without prior work experience on regular contracts. Companies can set an age limit, require job-related experience, or search broadly; however, they can also express their age preference in other ways. In the sample, 24% of ads included explicit age limits generally capped at 35 years, 22% set experience requirements, and nearly all contained some form of implied age preference. Companies with higher capital, those with fewer employees, older companies and those located in urban centers tend to set requirements on applicants. Further, companies that are domestic, with fewer employees, in urban centers and companies using probation periods for new hires are more likely to set age limits. Furthermore, the role of company market power is considered a factor allowing companies to voluntarily limit the pool of applicants in a tight labor market. Companies that set age or experience requirements appear not to engage in wage competition related to labor market tightness. Companies that do not set either requirement partially respond to increased wage expectations related to population age while reducing labor costs by increasing working hours covered by the baseline salary.
References (URI): https://www.iser.osaka-u.ac.jp/library/dp/2022/DP1193.pdf
URI
https://www.iser.osaka-u.ac.jp/library/dp/2022/DP1193.pdf
Data Provider (Database): 国立情報学研究所 : 学術機関リポジトリデータベース（IRDB）（機関リポジトリ）
https://irdb.nii.ac.jp
Original Data Provider (Database): 大阪大学 : 大阪大学学術情報庫　桜華