English
 
Help Privacy Policy Disclaimer
  Advanced SearchBrowse

Item

ITEM ACTIONSEXPORT

Released

Paper

Candidate Screening for the Recruitment of Critical Research and Development Workers – A Report and Preliminary Results with Evidence from Experimental Data from German High-Tech Firms

MPS-Authors
/persons/resource/persons130171

Harhoff,  Dietmar
MPI for Innovation and Competition, Max Planck Society;

/persons/resource/persons130174

Hoisl,  Karin
MPI for Innovation and Competition, Max Planck Society;

/persons/resource/persons130190

Steinle,  Christian
MPI for Innovation and Competition, Max Planck Society;

External Resource
Fulltext (restricted access)
There are currently no full texts shared for your IP range.
Fulltext (public)
There are no public fulltexts stored in PuRe
Supplementary Material (public)
There is no public supplementary material available
Citation

Frosch, K., Harhoff, D., Hoisl, K., Steinle, C., & Zwick, T. (2015). Candidate Screening for the Recruitment of Critical Research and Development Workers – A Report and Preliminary Results with Evidence from Experimental Data from German High-Tech Firms. ZEW Discussion Paper, No. 15-002.


Cite as: https://hdl.handle.net/11858/00-001M-0000-002A-374C-B
Abstract
The report focuses on résumé-based screening strategies for the recruitment of highly qualified research and development (R&D) workers (critical R&D workers) in high-tech firms. We investigate which kinds of professional background, job-related experience, motivations, specific skills, and previous inventive activity make a candidate attractive for firms specializing in clean technology or mechanical elements. The report is based on a combination of survey and experimental data collected from 194 HR decision makers in German high-tech firms and from 89 technology experts in the clean technology and mechanical elements fields. A mixed logit model is used to analyse hiring preferences because this model allows us to deal with repeated choices. We find that HR decision makers prefer candidates with technology-specific patenting experience, an engineering background, analytical thinking skills, and a strong desire to develop path-breaking technologies. Furthermore, no one-size-fits-all candidate exists that is equally preferred in both technology fields. HR decision makers in mechanical element firms prefer specialists to generalists, whereas those in clean technology attach special importance to a candidate’s orientation towards environmental concerns and sustainability.