ob seekers flock to larger firms

What they found marks a major shift in the type of companies job seekers were gravitating toward during the early months of the pandemic.

As a whole, following the emergence of COVID-19, candidates searched for jobs at firms that were, on average, 25 percent larger than those they were searching before COVID-19. Job seekers were also 20 percent more likely to tailor searches to businesses with more than 500 employees, allowing large companies like Google, Facebook, and Uber to attract more talent, the authors found. That pattern held even when researchers excluded applicants from California and Massachusetts, two geographic areas with a higher concentration of tech and health tech startups than the rest of the nation.

In fact, more experienced job seekers pivoted their job applications to firms that were 13 percent larger and 25 percent more likely to be late-stage startups.

The decline in applications hit startups with fewer than 50 employees especially hard. Those companies show a 14 percent drop in applications, compared with a 3 percent drop for firms with more than 50 employees.

The quality of the average startup applicant fell by 6.5 percent, but the firms with fewer than 50 employees fared even worse, experiencing an 8.4 percent drop in quality applicants. "In contrast, larger and later-stage startups saw no significant declines in applicant quality and, if anything, experienced increases," the researchers write.

"THE CHOICES THAT YOU'RE MAKING TODAY ARE GOING TO AFFECT THE CHOICES THAT YOU'RE GOING TO MAKE TOMORROW."

The findings "contrast with the idea that higher quality and more experienced job candidates are better shielded from labor market risks and thus have less need to seek shelter with a larger employer," the researchers write. However, their work experience gives them greater bargaining power to pursue positions they would prefer.

In normal times, startup employees and managers who are drawn to young firms are often willing to take bigger risks in an effort to innovate outside established companiesand potentially enjoy a big payoff, Bernstein notes.

Yet the sudden onset of the COVID-19 crisis has created an economic shock, triggering a significant increase in uncertainty, Bernstein says.

"[Early in the pandemic], there was not enough time for the underlying economic conditions to change," he says. "So changes in behavior were driven mostly by changing beliefs or changing expectations of the job seekers."ob seekers flock to larger firms

What they found marks a major shift in the type of companies job seekers were gravitating toward during the early months of the pandemic.

As a whole, following the emergence of COVID-19, candidates searched for jobs at firms that were, on average, 25 percent larger than those they were searching before COVID-19. Job seekers were also 20 percent more likely to tailor searches to businesses with more than 500 employees, allowing large companies like Google, Facebook, and Uber to attract more talent, the authors found. That pattern held even when researchers excluded applicants from California and Massachusetts, two geographic areas with a higher concentration of tech and health tech startups than the rest of the nation.

In fact, more experienced job seekers pivoted their job applications to firms that were 13 percent larger and 25 percent more likely to be late-stage startups.

The decline in applications hit startups with fewer than 50 employees especially hard. Those companies show a 14 percent drop in applications, compared with a 3 percent drop for firms with more than 50 employees.

The quality of the average startup applicant fell by 6.5 percent, but the firms with fewer than 50 employees fared even worse, experiencing an 8.4 percent drop in quality applicants. "In contrast, larger and later-stage startups saw no significant declines in applicant quality and, if anything, experienced increases," the researchers write.

"THE CHOICES THAT YOU'RE MAKING TODAY ARE GOING TO AFFECT THE CHOICES THAT YOU'RE GOING TO MAKE TOMORROW."

The findings "contrast with the idea that higher quality and more experienced job candidates are better shielded from labor market risks and thus have less need to seek shelter with a larger employer," the researchers write. However, their work experience gives them greater bargaining power to pursue positions they would prefer.

In normal times, startup employees and managers who are drawn to young firms are often willing to take bigger risks in an effort to innovate outside established companiesand potentially enjoy a big payoff, Bernstein notes.

Yet the sudden onset of the COVID-19 crisis has created an economic shock, triggering a significant increase in uncertainty, Bernstein says.

"[Early in the pandemic], there was not enough time for the underlying economic conditions to change," he says. "So changes in behavior were driven mostly by changing beliefs or changing expectations of the job seekers."ob seekers flock to larger firms

What they found marks a major shift in the type of companies job seekers were gravitating toward during the early months of the pandemic.

As a whole, following the emergence of COVID-19, candidates searched for jobs at firms that were, on average, 25 percent larger than those they were searching before COVID-19. Job seekers were also 20 percent more likely to tailor searches to businesses with more than 500 employees, allowing large companies like Google, Facebook, and Uber to attract more talent, the authors found. That pattern held even when researchers excluded applicants from California and Massachusetts, two geographic areas with a higher concentration of tech and health tech startups than the rest of the nation.

In fact, more experienced job seekers pivoted their job applications to firms that were 13 percent larger and 25 percent more likely to be late-stage startups.

The decline in applications hit startups with fewer than 50 employees especially hard. Those companies show a 14 percent drop in applications, compared with a 3 percent drop for firms with more than 50 employees.

The quality of the average startup applicant fell by 6.5 percent, but the firms with fewer than 50 employees fared even worse, experiencing an 8.4 percent drop in quality applicants. "In contrast, larger and later-stage startups saw no significant declines in applicant quality and, if anything, experienced increases," the researchers write.

"THE CHOICES THAT YOU'RE MAKING TODAY ARE GOING TO AFFECT THE CHOICES THAT YOU'RE GOING TO MAKE TOMORROW."

The findings "contrast with the idea that higher quality and more experienced job candidates are better shielded from labor market risks and thus have less need to seek shelter with a larger employer," the researchers write. However, their work experience gives them greater bargaining power to pursue positions they would prefer.

In normal times, startup employees and managers who are drawn to young firms are often willing to take bigger risks in an effort to innovate outside established companiesand potentially enjoy a big payoff, Bernstein notes.

Yet the sudden onset of the COVID-19 crisis has created an economic shock, triggering a significant increase in uncertainty, Bernstein says.

"[Early in the pandemic], there was not enough time for the underlying economic conditions to change," he says. "So changes in behavior were driven mostly by changing beliefs or changing expectations of the job seekers."

Question four

1. Which monetary term ___________is used to represent dissimilarity in income distribution______________

2. The value of the respectable or provision forgone by_________ choosing alternative investment is called____________

3. The dominant role of marketplaces________ is to control the___________

4. The subdivision of financial side disturbed with ________overall presentation of the reduced is known as_________

5. The branch of economics concerned with the use ___of statistical methods to obtain empirical results for economic relations is known as__________

6. The branch of money matters afraid_________ with the comportment of markets, firms, and families is known as________

7. An economy is producing professionally________ when no personality's commercial welfare can be better-quality without___________

8. Taxes are used to discourage __________ of a commodity.

9. Subventions are used to hearten __________ of a commodity.

10. Which from the succeeding monetary resources cannot be ______--transformed into commodity_______