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Jed DeVaro

California State University East Bay, USA

IZA World of Labor role

Author, Topic spokesperson, Subject Editor

Expertise

Compensation, Promotions, Incentives, Sick leave, Wage theft

Country

United States

Languages

English - Native speaker

Media experience

Print, Television

Email

Jed.devaro@csueastbay.edu

Phone

1 5108853289

Current position

The Wang Family Professor, and Department Chair, Department of Economics, California State University East Bay, USA

Website

http://bit.ly/DeVaro_CSU

Positions/functions as a policy advisor

Senior Fellow, The Research Institute of the Finnish Economy

Past positions

Assistant Professor of Labor Economics, Cornell University, USA

Qualifications

PhD, Stanford University, 2002

Selected publications

  • “An ‘opposing responses’ test of classic versus market-based promotion tournaments.” Journal of Labor Economics 34:3 (2016): 747–779 (with A. Kauhanen).

  • “Strategic shirking: A theoretical analysis of multitasking and specialization.” International Economic Review 57:2 (2016): 507–532 (with O. Gürtler).

  • “Internal promotion and external recruitment: A theoretical and empirical analysis.” Journal of Labor Economics 31:2 (2013): 227–269 (with H. Morita).

  • “The signaling role of promotions: Further theory and empirical evidence.” Journal of Labor Economics 30:1 (2012): 91–147 (with M. Waldman).

  • “Internal promotion competitions in firms.” RAND Journal of Economics 37:3 (2006): 521–542.

article(s)

  • Internal hiring or external recruitment? Updated

    The efficacy of hiring strategies hinges on a firm’s simultaneous use of other policies

    Jed DeVaro, May 2020
    When an employer fills a vacancy with one of its own workers (through promotion or horizontal transfer), it forgoes the opportunity to fill the position with a new hire from outside the firm. Although firms use both internal and external hiring methods, they frequently favor insiders. Internal and external hires differ in observable characteristics (such as skill levels), as do the employers making the hiring decisions. Understanding those differences helps employers design and manage hiring policies that are appropriate for their organizations.
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