Industrial Relations, Forthcoming
30 Pages Posted: 9 Jun 2010 Last revised: 25 Jun 2014
Date Written: June 9, 2010
We document gender sorting of candidates into gender-typed jobs at the point of initial application to a company. At this step of the hiring process, the firm has implemented a policy whereby organizational screeners’ discretion has been eliminated such that there is no opportunity for contact between hiring agents and applicants. Thus, the job choices studied here offer unique insight as they are uncontaminated by screeners’ steering of candidates toward gender-typed jobs. Even in the absence of steering, we find clear patterns of gendered job choices that line up with gender stereotypes of job roles. Moreover, these gendered patterns recur both within individuals and within race groups. Comparing our findings to the pattern of job sorting in the external local labor market, we find that supply-side factors do not fully account for the levels job sex segregation observed in the open labor market. Although probably not the entire story, we show clear evidence that supply-side sorting processes are important factors contributing to job sex segregation.
Keywords: Labor markets, labor supply, race, gender, hiring process
JEL Classification: D62, M12, M51, J00, J10, J24, J38, J60, J63, J70, J71
Suggested Citation: Suggested Citation
Fernandez, Roberto M. and Friedrich, Colette, Gender Sorting at the Application Interface (June 9, 2010). Industrial Relations, Forthcoming; MIT Sloan Research Paper No. 4781-10. Available at SSRN: https://ssrn.com/abstract=1622972