Dylan Glover


Job Search under (Perceived) Discrimination


Evidence is lacking on how jobseeker search effort reacts to the expected level of discrimination they face in the labor market. Bridging this gap is important for understanding the channels through which discrimination affects final labor market outcomes. Using administrative data on job search and hiring from a large public job board, I show that an exogenous shock that plausibly increases the level of (perceived) discrimination towards minorities leads to a drop in minority search effort in the weeks that follow. This drop in search intensity is accompanied by an increase in application “match quality” and increased hires in vacant jobs posted with the job board. I explore the role of selection and view the results through the lens of a directed search model in which jobseekers jointly determine the number of applications they emit and the types of jobs they apply to.

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