Hiring: Postdoctoral Researcher

We have an open position for a

Post-Doctoral Researcher (30 months, 80% FTE)

The start date will be 1 September 2021 or as agreed. The successful applicant is expected to contribute to a research project on the long-term impact of refugee shocks on the labour market, health, reproductive behaviour, well-being, and attitudinal outcomes of the resident population (quasi-experimental setup).

Requirements: You have completed a doctorate in one of the social sciences (preferably economics; sociology, or political sciences). Excellent knowledge of quantitative methods is required (preferably Stata or R). The project uses register data, as well as data from the Labour Force Survey, the Swiss Health Survey, post-election surveys, and results from selected referendums and popular initiatives. You are open to collaborate in an inter-disciplinary team. Experience in the analysis of register data, matching datasets, experimental methods and a keen interest in immigration, health, or labour market outcomes are an asset. Excellent written and oral command of English is required; knowledge of French or German is an asset.

You will be attached to the Swiss Forum for Migration and Population Studies at the University of Neuchâtel (http://www.unine.ch/sfm/) and will join a team in economics, sociology, and demography. An affiliation to the national centre of excellence NCCR on the move (https://nccr-onthemove.ch/) is possible and will open up exchange with other postdocs and researchers across the country.

Benefits: The salary is in accordance with the university guidelines (https://www.unine.ch/srh/post-doctorant-e-s-fns). There is a budget for conference participation, and we will support you develop your own research agenda.

Employer: The position is based at the University of Neuchâtel. The University of Neuchâtel is an equal opportunities employer. Qualified women and candidates with a migration history are encouraged to apply.

Submitting application: Applications (letter of intent, CV, names of two referees, a relevant research paper as a writing sample) should be submitted as a single PDF to didier.ruedin@unine.ch (also for queries). The position is open until filled; for full consideration, apply by 15 June 2021.

Peering over the shoulders of recruiters: Hiring discrimination on a recruitment platform

Here’s an exciting new study on hiring discrimination. They got access to the behavioural data of online recruiters to find evidence of discrimination against atypical candidates: Contact rates by recruiters are 4–19% lower for individuals from immigrant and minority ethnic groups, depending on their country of origin, than for citizens from the majority group. Women experience a penalty of 7% in professions that are dominated by men, and the opposite pattern emerges for men in professions that are dominated by women.

I find it interesting that they pitch their method as an alternative to correspondence tests (perhaps not all that novel if we’re looking outside the strict focus on hiring discrimination). We’re seeing an increasing number of correspondence tests in recent years, despite important ethical concerns. Not all of them are reasonably motivated, in my view — “no recent correspondence test” in a particular country/for a particular group/occupation does not cut it for me –, but jointly these studies give us a pretty clear picture of discrimination (especially in Western countries). Access to recruiting databases may not be possible in all countries, and we’re still struggling with the blatant omission of informal labour markets and internal recruitment. On the other hand, at least in principle we could test different interfaces and see if we can reduce discrimination this way…

The (lack of) evidence on unconscious bias and diversity training

Over at the BI team, there’s a nice summary of the lack of evidence on unconscious bias and diversity training. Note in particular the difference between perceived “effectiveness” and the lack of evidence that behaviour actually changed. As usual, the focus is really on application and the question what should be done. Discrimination is too serious an issue that we can leave it to feel-good check-box exercises!

Switching the default to advertise part-time working boosts applications from women by 16%

Straight from the excellent The Behavioural Insights Team:

They experimentally modified job adverts — “switched the default, so that all new vacancies would be advertised as available for part-time work, or as a job-share, in addition to full-time”

What do you get? “significant increase of 16.4% in the proportion of female applicants”

Full blog post and report: https://www.bi.team/blogs/switching-the-default-to-advertise-part-time-working-boosts-applications-from-women-by-16/

How well do correspondence tests measure discrimination?

Correspondence tests are a useful field experiement to measure discrimination in the formal labour market. These correspondence tests are also known as CV experiements: Researchers send two equivalent applications to an employer, differening only in the quantity of interest — gender and ethnicity are common. If only the majority or male candidate is invited for a job interview, we probably have a case of discrimination. Once we aggreate across many employers, we’re pretty confident to have captured discrimination.

Most studies stop there, declining any offer to reduce the burden on employers. The hiring process, however, does not end there. Lincoln Quillian and his team have now compiled a list of studies that went further. They find that the first stage of screening is far from the end of discrimination, and the job interview can increase overall discrimination substantially. Correspondece tests focusing on the first stage will capture only some of the discrimination. Interestingly the discrimination at the job interview stage appears unrelated to discrimination at the first screening of applications.

Quillian, L., Lee, J., & Oliver, M. (2018). Meta-Analysis of Field Experiments Shows Significantly More Racial Discrimination in Job Offers than in Callbacks. Northwestern Workin Paper Series, 18(28). Retrieved from https://www.ipr.northwestern.edu/publications/papers/2018/wp-18-28.html

Zschirnt, E., & Ruedin, D. (2016). Ethnic discrimination in hiring decisions: A meta-analysis of correspondence tests 1990–2015. Journal of Ethnic and Migration Studies, 42(7), 1115–1134. https://doi.org/10.1080/1369183X.2015.1133279

Image: CC-by Richard Eriksson.