(When) Is Hiring Strategic? Human Capital Acquisition in the Age of Algorithms
References
- (2003) The costs of hiring and separations. Labour Econom. 10(5):499–530.Crossref, Google Scholar
- (1999) Localization of knowledge and the mobility of engineers in regional networks. Management Sci. 45(7):905–917.Link, Google Scholar
- (1973) The Theory of Discrimination. Ashenfelter OC, Rees A, eds. Discrimination in Labor Markets (Princeton University Press, Princeton, NJ).Google Scholar
- (2003) Outsourcing at will: The contribution of unjust dismissal doctrine to the growth of employment outsourcing. J. Labor Econom. 21(1):1–42.Crossref, Google Scholar
- (2010) Superstar extinction. Quart. J. Econom. 125(2):549–589.Crossref, Google Scholar
- (2002) Relational contracts and the theory of the firm. Quart. J. Econom. 117(1):39–84.Crossref, Google Scholar
- (1938) The Functions of the Executive (Harvard University Press, Cambridge, MA).Google Scholar
- (1986) Strategic factor markets: Expectations, luck, and business strategy. Management Sci. 32(10):1231–1241.Link, Google Scholar
- (1991) Firm resources and sustained competitive advantage. J. Management 17(1):99–120.Crossref, Google Scholar
- (2010) The intensity of incentives in firms and markets: Moral hazard with envious agents. Labour Econom. 17(3):598–607.Crossref, Google Scholar
- (2008) Place of work and place of residence: Informal hiring networks and labor market outcomes. J. Political Econom. 116(6):1150–1196.Crossref, Google Scholar
- (1962) Investment in human capital: A theoretical analysis. J. Political Econom. 70(5):9–49.Crossref, Google Scholar
- (2017) Firm lifecycles: Linking employee incentives and firm growth dynamics. Strategic Management J. 38(10):2005–2018.Crossref, Google Scholar
- (2013) The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations. Acad. Management Ann. 7(1):61–121.Crossref, Google Scholar
- (2015) I used to work at Goldman Sachs! How firms benefit from organizational status in the market for human capital. Strategic Management J. 36(8):1164–1173.Crossref, Google Scholar
- (2017) Will federal employees work for a president they disagree with? Harvard Bus. Rev. (February 10), https://hbr.org/2017/02/will-federal-employees-work-for-a-president-they-disagree-with.Google Scholar
- (2012) Science behind pitching to contact. Star Tribune (May 4), http://www.startribune.com/science-behind-pitching-to-contact/150112305/.Google Scholar
- (2002) Information technology, workplace organization, and the demand for skilled labor: Firm-level evidence. Quart. J. Econom. 117(1):339–376.Crossref, Google Scholar
- (2012a) Rethinking sustained competitive advantage from human capital. Acad. Management Rev. 37(3):376–395.Crossref, Google Scholar
- (2012b) Who leaves, where to, and why worry? Employee mobility, entrepreneurship and effects on source firm performance. Strategic Management J. 33(1):65–87.Crossref, Google Scholar
- (2018) Contracting, employment, and the duty of care. Working paper, Wharton Business School, Philadelphia.Google Scholar
- (2013) Classifying work in the new economy. Acad. Management Rev. 38(4):1–22.Crossref, Google Scholar
- (2013) Alumni effects and relational advantage: The impact on outsourcing when a buyer hires employees from a supplier’s competitors. Acad. Management J. 56(6):1578–1600.Crossref, Google Scholar
- (2016) Productivity and selection of human capital with machine learning. Amer. Econom. Rev.: Papers Proc. 106(5):124–127.Crossref, Google Scholar
- (2018) Dancing with the stars: Benefits of a star employee’s temporary absence for organizational performance. Strategic Management J. 39(5):1239–1267.Crossref, Google Scholar
- (1998) Absorptive capacity, coauthoring behavior, and the organization of research in drug discovery. J. Indust. Econom. 46(2):157–182.Crossref, Google Scholar
- 2016. Productivity and automation in subjective judgements: Theory and evidence from resume screening. Working paper, Columbia University, New York.Google Scholar
- (2013) Acqui-hiring. Duke Law J. 63(2):281–346.Google Scholar
- (2005) The consequences of labor market flexibility: Panel evidence based on survey data. Eur. Econom. Rev. 49(5):1225–1259.Crossref, Google Scholar
- (2014) What is a relationship worth? Repeated exchange and the development and deployment of relational capital. Organ. Sci. 25(1):222–244.Link, Google Scholar
- (2017) Creating and capturing value in repeated exchange relationships: The second paradox of embeddedness. Organ. Sci. 28(5):894–914.Link, Google Scholar
- (2018) From individual-level to firm-level human capital: The role of search in human capital emergence. Acad. Management Proc. 2018(1):17310.Crossref, Google Scholar
- (2014) Maximization, learning, and economic behavior. Proc. Natl. Acad. Sci. 111(Supplement 3):10818–10825.Crossref, Google Scholar
- (2012) The division of gains from complementarities in human-capital-intensive activity. Organ. Sci. 23(3):725–742.Link, Google Scholar
- (1961) A Comparative Analysis of Complex Organizations (Free Press, New York).Google Scholar
- (2003) Reconceptualizing organizational routines as a source of flexibility and change. Admin. Sci. Quart. 48(1):94–118.Crossref, Google Scholar
- (1997) Sifting and sorting: Personal contacts and hiring in a retail bank. Amer. Sociol. Rev. 62(6):883–902.Crossref, Google Scholar
- (2000) Social capital at work: Networks and employment at a phone center. Amer. J. Sociol. 105(5):1288–1356.Crossref, Google Scholar
- (2010) Identification in matching games. Quant. Econom. 1(2):203–254.Crossref, Google Scholar
- (2013) Measuring the efficiency of an FCC spectrum auction. Amer. Econom. J.: Microeconom. 5(1):100–146.Crossref, Google Scholar
- (2014) A toolkit for matching maximum score estimation and point and set identified subsampling inference. Working paper, University of Michigan, Ann Arbor.Google Scholar
- (2006) Social networks and labour market outcomes: The non-monetary benefits of social capital. Eur. Sociol. Rev. 22(4):353–368.Crossref, Google Scholar
- (2018) Too good to hire: Capability and commitment inference in labor markets. Working paper, Johns Hopkins University, Baltimore.Google Scholar
- (2005) Hierarchical sorting and learning costs: Theory and evidence from the law. J. Econom. Behav. Organ. 58(2):349–369.Crossref, Google Scholar
- (2007) Managerial leverage is limited by the extent of the market: Hierarchies, specialization, and the utilization of lawyers’ human capital. J. Law Econom. 50(1):1–43.Crossref, Google Scholar
- (2017) Pay harmony? Social comparison and performance compensation in multibusiness firms. Organ. Sci. 28(1):39–55.Link, Google Scholar
- (2000) Looking forward and looking backward: Cognitive and experiential search. Admin. Sci. Quart. 45(1):113–137.Crossref, Google Scholar
- (2016) Evolution cum agency: Toward a model of strategic foresight. Strategy Sci. 1(3):207–233.Link, Google Scholar
- (1991) Commitment (Free Press, New York).Google Scholar
- (2008) Choice interactions and business strategy. Management Sci. 54(9):1638–1651.Link, Google Scholar
- (2012) Relational contracts and organizational capabilities. Organ. Sci. 23(5):1350–1364.Link, Google Scholar
- (1985) Economic action and social structure: The problem of embeddedness. Amer. J. Sociol. 91(3):481–510.Crossref, Google Scholar
- (2009) Hiring stars and their colleagues: Exploration and exploitation in professional service firms. Organ. Sci. 20(4):740–758.Link, Google Scholar
- (2010) What it takes to make ‘star’ hires pay off. MIT Sloan Management Rev. 51(2):57–61.Google Scholar
- (2008) Can they take it with them? The portability of star knowledge workers’ performance. Management Sci. 54(7):1213–1230.Link, Google Scholar
- (1993) Employment protection: Theoretical implications and some U.S. evidence. Buechtemann C, ed. Employment Security and Labor Market Behavior (ILR Press, Ithaca, NY), 126–143.Google Scholar
- (2014) Finding a home away from home: Effects of immigrants on firms’ foreign location choice and performance. Admin. Sci. Quart. 59(1):73–108.Crossref, Google Scholar
- (2016) Immigrants and firm performance: Effects on foreign subsidiaries versus foreign entrepreneurial firms. Duke I&E Research Paper No. 2016-39, Duke Innovation & Entrepreneurship Initiative, Duke University, Durham, NC. Available at SSRN: https://ssrn.com/abstract=2822948 or https://dx.doi.org/10.2139/ssrn.2822948.Google Scholar
- (1991) Organizational learning: The contributing processes and the literatures. Organ. Sci. 2(1):88–115.Link, Google Scholar
- (2006) The firm specificity of individual performance: Evidence from cardiac surgery. Management Sci. 52(4):473–488.Link, Google Scholar
- (1997) The effects of human resource management practices on productivity: A study of steel finishing lines. Amer. Econom. Rev. 87(3):291–313.Google Scholar
- (2018) Algorithms and authenticity. Acad. Management Discoveries. Forthcoming.Google Scholar
- (1979) Job matching and the theory of turnover. J. Political Econom. 87(5, Part 1):972–990.Crossref, Google Scholar
- (2015) Disentangling risk and change: Internal and external social comparison in the mutual fund industry. Admin. Sci. Quart. 60(2):228–262.Crossref, Google Scholar
- (2009) Precarious work, insecure workers: Employment relations in transition. Amer. Sociol. Rev. 74(1):1–22.Crossref, Google Scholar
- (1972) Commitment and Community (Harvard University Press, Cambridge, MA).Crossref, Google Scholar
- (2016) The rise and nature of alternative work arrangements in the United States, 1995-2015. Report No. w22667, National Bureau of Economic Research, Cambridge, MA.Google Scholar
- (1993) The Origins of Order: Self-Organization and Selection in Evolution (Oxford University Press, Oxford, UK).Crossref, Google Scholar
- (1958) Compliance, identification, and internalization: Three processes of attitude change. J. Conflict Resolution 2(1):51–60.Crossref, Google Scholar
- (2011) The impact of cloud cover on Major League Baseball. Weather Climate Soc. 3(1):7–15.Crossref, Google Scholar
- (2016) Exploration for human capital: Evidence from the MBA labor market. J. Labor Econom. 34(S2):S255–S286.Crossref, Google Scholar
- (2013) Mechanical vs. clinical data combination in selection and admissions decisions: A meta-analysis. J. Appl. Psych. 98(6):1060–1072.Crossref, Google Scholar
- (2012) The psychological costs of pay‐for‐performance: Implications for the strategic compensation of employees. Strategic Management J. 33(10):1194–1214.Crossref, Google Scholar
- (1998) Hiring risky workers. Ohashi I, Tachibanaki T, eds. Internal Labour Markets, Incentives and Employment (Palgrave Macmillan, London), 143–158.Crossref, Google Scholar
- (2000) Performance pay and productivity. Amer. Econom. Rev. 90(5):1346–1361.Crossref, Google Scholar
- (2018) What causes labor turnover to vary? Report No. w24873, National Bureau of Economic Research, Cambridge, MA.Google Scholar
- (2017) Resource allocation in strategic factor markets: A realistic real options approach to generating competitive advantage. J. Management 43(8):2588–2608.Crossref, Google Scholar
- (1999) The human resource architecture: Toward a theory of human capital allocation and development. Acad. Management Rev. 24(1):31–48.Crossref, Google Scholar
- (2017) Learning to hire? Hiring as a dynamic experiential learning process in an online market for contract labor. Management Sci., ePub ahead of print December 20, https://doi.org/10.1287/mnsc.2017.2871.Google Scholar
- (1981) A model of adaptive organizational search. J. Econom. Behav. Organ. 2(4):307–333.Crossref, Google Scholar
- (1999) Landscape design: Designing for local action in complex worlds. Organ. Sci. 10(3):342–357.Link, Google Scholar
- (2011) The firm strikes back: Non-compete agreements and the mobility of technical professionals. Amer. Sociol. Rev. 76(5):695–712.Crossref, Google Scholar
- (2009) Mobility, skills, and the Michigan non-compete experiment. Management Sci. 55(6):875–889.Link, Google Scholar
- (1990) The economics of modern manufacturing: Technology, strategy, and organization. Amer. Econom. Rev. 80(3):511–528.Google Scholar
- (1995) Complementarities and fit strategy, structure, and organizational change in manufacturing. J. Accounting Econom. 19(2/3):179–208.Crossref, Google Scholar
- (2013) Value creation in university‐firm research collaborations: A matching approach. Strategic Management J. 34(6):644–665.Crossref, Google Scholar
- (2016) A two‐sided matching approach for partner selection and assessing complementarities in partners’ attributes in inter‐firm alliances. Strategic Management J. 37(1):206–231.Crossref, Google Scholar
- (1982) An Evolutionary Theory of Economic Change (Harvard University Press, Cambridge, MA).Google Scholar
- (2008) Envy, comparison costs, and the economic theory of the firm. Strategic Management J. 29(13):1429–1449.Crossref, Google Scholar
- (2009) Market culture: How rules governing exploding offers affect market performance. Amer. Econom. J.: Microeconom. 1(2):199–219.Crossref, Google Scholar
- (2012) Reconceptualizing stars: Scientist helpfulness and peer performance. Management Sci. 58(6):1122–1140.Link, Google Scholar
- (1981) The commitment and job tenure of new employees: Some evidence of post-decisional justification. Admin. Sci. Quart. 26(4):597–616.Crossref, Google Scholar
- (1986) Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. J. Appl. Psych. 71(3):492–499.Crossref, Google Scholar
- (2016) The independent workforce in America: The economics of an increasingly flexible labor market. Technical report, Stanford University, Stanford, CA.Google Scholar
- (2009) Bayesian bigot? Statistical discrimination, stereotypes, and employer decision making. Ann. Amer. Acad. Political Soc. Sci. 621(1):70–93.Google Scholar
- (1959) The Theory of the Growth of the Firm (Wiley, New York).Google Scholar
- (2001) The promotion paradox: Organizational mortality and employee promotion chances in Silicon Valley law firms, 1946–1996. Amer. J. Sociol. 106(4):1058–1098.Crossref, Google Scholar
- (2011) Emergence of the human capital resource: A multilevel model. Acad. Management Rev. 36(1):127–150.Crossref, Google Scholar
- (2014) Human capital is dead: Long live human capital resources! J. Management 40(2):371–398.Crossref, Google Scholar
- (2012) Organization design: The epistemic interdependence perspective. Acad. Management Rev. 37(3):419–440.Crossref, Google Scholar
- (1980) The structuring of organizational structures. Admin. Sci. Quart. 25(1):1–17.Crossref, Google Scholar
- (2012) How employees’ prior affiliations constrain organizational network change: A study of US venture capital and private equity. Admin. Sci. Quart. 57(3):453–483.Crossref, Google Scholar
- (2000) Imitation of complex strategies. Management Sci. 46(6):824–844.Link, Google Scholar
- (2003) Balancing search and stability: Interdependencies among elements of organizational design. Management Sci. 49(3):290–311.Link, Google Scholar
- (1994) Jumping the gun: Imperfections and institutions related to the timing of market transactions. Amer. Econom. Rev. 84(4):992–1044.Google Scholar
- (2001) Schema, promise and mutuality: The building blocks of the psychological contract. J. Occupational Organ. Psych. 74(4):511–541.Crossref, Google Scholar
- (2013) Missing links: Referrer behavior and job segregation. Management Sci. 59(11):2470–2489.Link, Google Scholar
- (2011) Good Strategy/Bad Strategy: The Difference and Why It Matters (Random House, New York).Google Scholar
- (2001) Strategic Management (Wiley, New York).Google Scholar
- (1951) A formal theory of the employment relationship. Econometrica: J. Econometric Soc. 19(3):293–305.Crossref, Google Scholar
- (2009) Unanticipated Gains: Origins of Network Inequality in Everyday Life (Oxford University Press, New York).Crossref, Google Scholar
- (2003) Learning-by-hiring: When is mobility more likely to facilitate interfirm knowledge transfer? Management Sci. 49(4):351–365.Link, Google Scholar
- (2016) Geography, joint choices, and the reproduction of gender inequality. Amer. Sociol. Rev. 81(5):900–920.Crossref, Google Scholar
- (2017) Enculturation trajectories: Language, cultural adaptation, and individual outcomes in organizations. Management Sci. 64(3):1348–1364.Link, Google Scholar
- (2017) Screening spinouts? How noncompete enforceability affects the creation, growth, and survival of new firms. Management Sci. 64(2):552–572.Link, Google Scholar
- (2014) Friendships and search behavior in labor markets. Management Sci. 60(9):2341–2354.Link, Google Scholar
- (2018) Once in the door: Gender, tryouts, and the initial salaries of managers. Management Sci. 64(11):4967–5460.Link, Google Scholar
- (2018) Status and employee allocation within firms. Working paper, Stanford University Graduate School of Business, Stanford, CA.Google Scholar
- (2017) Let them go? How losing employees to competitors can enhance firm status. Strategic Management J. 38(9):1848–1874.Crossref, Google Scholar
- (2017) Real options theory in strategic management. Strategic Management J. 38(1):42–63.Crossref, Google Scholar
- (2017) A formal theory of strategy. Management Sci. 63(8):2616–2636.Link, Google Scholar
- (2009) Firm‐specific knowledge resources and competitive advantage: the roles of economic‐and relationship‐based employee governance mechanisms. Strategic Management J. 30(12):1265–1285.Crossref, Google Scholar
- (2014) Strategic human capital: Crossing the great divide. J. Management 40(2):353–370.Crossref, Google Scholar
- (2014) Leadership vacillation as a pattern of CEO succession: Existence, antecedents, boundary conditions, and performance implications. Working paper, Washington University in St. Louis, St. Louis.Google Scholar
- (1992) Why do employers only reward extreme performance? Examining the relationships among performance, pay, and turnover. Admin. Sci. Quart. 37(2):198–219.Crossref, Google Scholar

