Article i 'Tidsskrift for arbejdsliv' no. 3 2008, page 88-107.
Jacob Jepsen Pedersen
Besides classic factors such as incentives and qualiﬁcations, network and recruitment variables increasingly seem to play an important role. Our knowledge in this area is yet quite rudimentary. However, key indicators such as survey questions about how people found there latest job certainly look quite promising. For instance, the Danish Labour Force Survey 2005 revealed that one out of four respondents had got their latest job through personal contacts (Danmarks Statistik, 2006).
This article presents and discusses the underlying theory and empirical ﬁ ndings of a number of national and international studies that focus either on the importance of social ties or on the ways companies recruit new employees. The common denominator is that to understand the job match, it is necessary to consider both the demand and supply side. Still, even though the job match is the common research object of the two traditions studying companies’ recruitment processes and the importance of social ties, respectively, the two traditions have not in any signiﬁcant way interacted. and it is reasonable to suggest that a combined understanding of the results of these two traditions is very much needed (Granovetter 1995). In the article’s survey of theories and ﬁndings it is attempted to bridge between the two traditions.