Archives par étiquette : Marchal

Understanding discrimination in hiring apprentices: how training companies use ethnicity to avoid organisational trouble

Christian Imdorf (2017)

Journal of Vocational Education & Training, 69(3), 405-423. 

Abstract. Children of immigrants from non-EU countries face particular problems to access apprenticeship training in German-speaking countries. In this context this article asks how recruiters in small and medium sized companies (SME) make sense of national and ethnic origin when hiring new apprentices. The author proposes Boltanski and Thévenot’s theory of justification in order to conceptualise ethnic discrimination in hiring. Accordingly, the social body of a company consists of multiple interweaved (industrial, domestic, market) ‘worlds’ of social coordination and justification. In order to avoid organisational trouble and to guarantee the further existence of the company, these worlds claim different principle of personnel assessment, some of them penalising applicants of specific ethnic origin. Empirically, the article refers to apprentice recruitment in Switzerland and Germany. It illustrates that employers in SME expect trouble in the domestic and in the market world of the company when hiring school leavers they perceive as foreigners. Hence, discriminatory categories such as ethnicity are used as symbolic and organisational resources for trouble avoidance in hiring apprentices.

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Does the formalization of practices enhance equal hiring opportunities? An analysis of a French nation-wide employer survey

Guillemette de Larquier & Emmanuelle Marchal (2016)

Socio-Economic Review, vol. 14, n° 3, p. 567-589

Abstract. This article addresses the formalization of hiring processes and its impact on the type of the employee hired. Using the French Offre d’emploi et recrutement (OFER) survey on the hiring practices of 3584 firms in 2005, we investigate how firms organize the selection of job applicants and analyse the outcome of this selection with regard to the profiles of successful applicants. The data analysis reveals four types of screening processes: an informal process (streamlined) and three formalized processes (writtenbased, testing and professionalized). The use of a type of screening process depends on the constraints and resources of the firm and on the expected type of match. Finally, logit regressions show that personal and professional networks tend to penalize women and formal testing screening processes seem to favour unemployed or inactive people, whereas the formalized screening processes are likely to penalize individuals without diplomas.

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