25 November 2015
Human resource experts debate whether firms should rely on hard metrics, such as job test scores, or give managers discretion in making hiring decisions. A study by Mitchell Hoffman
, Lisa B. Kahn
, and Danielle Li
suggests that, when faced with similar applicant pools, managers who exercise more discretion, as measured by their likelihood of overruling test-based recommendations, end up making worse hires.
24 November 2015
, Paola Sapienza
, and Luigi Zingales
investigate whether differences in individuals’ “taste for competition” explains gender differences in earnings and industry choice in a sample of high-ability MBA graduates. They find that competitive individuals earn nine percent more than their less competitive counterparts, and that gender differences in taste for competition explain around 10 percent of the overall gender gap in earnings.
23 November 2015
When the United States unilaterally restructured its debt in 1933 by declaring it would no longer honor the gold clause in Treasury securities, there was a flight to quality in the sovereign market, according to a study by Sebastian Edwards
, Francis A. Longstaff
, and Alvaro Garcia Marin
, but little effect on either the Treasury's ability to sell new debt or the willingness of investors to roll over restructured debt.
20 November 2015
Using data from the Health and Retirement Study (HRS), Marco Francesconi
, Robert A. Pollak
, and Domenico Tabasso
find that many older Americans have not made wills. Although the probability of having a will increases with age, 30 percent of HRS respondents aged 70 and over have no wills. Of HRS respondents who died between 1995 and 2010, 38 percent died without wills.
19 November 2015
Henry S. Farber
, Dan Silverman
, and Till von Wachter
investigate how unemployment duration, age, and holding a low-level "interim" job affect qualified women’s chances of receiving a callback when applying for an administrative support job. They find no relationship between callback rates and the duration of unemployment, but significantly less interest in applicants who are over 50 or who hold interim jobs.