Firms’ recruitment practices: the powers of segmentation and of valuation
结合分割理论与惯例经济学，基于法国雇主调查识别出四种招聘匹配动态，指出不同动态各有特点且无优劣之分，对理解劳动力市场运作和制定就业政策有参考价值。
Abstract This article proposes an original framework to show the plurality of matching dynamics, the processes by which firms and applicants meet and match in the labour market. It combines segmentation theory and economics of convention to characterise the powers of segmentation and valuation of firms when they recruit. Drawing on a national survey of French employers, the article identifies four matching dynamics. Thirty-five percent of the matches correspond to proximity-based matching dynamics, wherein firms do not control the candidates’ profiles. Thirty-four percent of matches result from standard dynamics and 17% from professional-based dynamics. In both cases, firms know the outline of the offer, evaluated through personalised criteria. Partnership-based matching dynamics (14% of the matches) are relatively open for candidates placed by intermediaries, whose evaluation is standardised. The article argues that no matching dynamic is more effective than others, and that employment policies must adapt to the plurality of labour market functioning.