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The coefficient obtained for the equation was gathered from the survey on employers' preference for engineering employability skills.
Employers' preference for high and mighty staff exacerbates that inequality.
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The outcome produces variation even when employers call back both applicants, and some of this variation may be informative about employers' preferences.
We study urban, private sector Chinese employers' preferences between workers with and without a local permanent residence permit (hukou) using callback information from an Internet job board.
This assumption is typically maintained (either explicitly or implicitly) in resume audit studies, since otherwise the studies would not be informative about employers' preferences.
A common type of data used for analysing employers' preferences is survey data (see Colombo 2009), and statistical tools have been developed to address estimation problems arising from the survey design11.
Since a worker's hukou status is relatively public information, China's internal migration system provides a unique laboratory in which to study employers' preferences between workers with different residency rights.
For the purpose of understanding employers' preferences with the help of job vacancies, the information we need from job vacancies are certain characteristics about the jobs that are advertised, such as the distribution of the need for a certain skill.
Formally, Participat e i = { 1 if y 1 i ≥ 0 0 if y 1 i < 0. and Employe d i = { 1 if y 2 i ≥ 0 0 if y 2 i < 0. where y2i represents the (normalised) employers' preferences over individual i.
We also have measures of employers' preferences as they enter the Information Age.
Whether employer preference for married men is accurate is irrelevant.
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