Employer Preferences and Information Asymmetry in On-Campus Recruiting Labor Markets

Last registered on June 18, 2022


Trial Information

General Information

Employer Preferences and Information Asymmetry in On-Campus Recruiting Labor Markets
Initial registration date
June 16, 2022

Initial registration date is when the trial was registered.

It corresponds to when the registration was submitted to the Registry to be reviewed for publication.

First published
June 18, 2022, 10:26 AM EDT

First published corresponds to when the trial was first made public on the Registry after being reviewed.


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Primary Investigator

Columbia University

Other Primary Investigator(s)

Additional Trial Information

In development
Start date
End date
Secondary IDs
Prior work
This trial does not extend or rely on any prior RCTs.
On-campus recruiting is a key platform for many firms to recruit fresh talent for entry level jobs. However, the preferences of employers over job applicant characteristics have not been granularly studied. Moreover, little is known about students' perception about employer preferences, even though information asymmetries among job applicants have been shown to drive demographic gaps in wages and other labor outcomes. This study aims to address these gaps in the literature using various experiments, particularly, an Incentivized Resume Rating exercise (following Kessler, Low, Sullivan, 2019) on employers and job seeking students participating in on-campus recruiting, as well as an information intervention experiment on employers to determine if they use resume attributes to extract information about the unobserved productivity of job applicants.
External Link(s)

Registration Citation

Erda, Tarikua. 2022. "Employer Preferences and Information Asymmetry in On-Campus Recruiting Labor Markets." AEA RCT Registry. June 18. https://doi.org/10.1257/rct.9574
Experimental Details


Individual-level randomized intervention
Intervention Start Date
Intervention End Date

Primary Outcomes

Primary Outcomes (end points)
In the employer sample, the outcomes to be studied are:
1. the hiring interest of employer
2. the employer's belief about the likelihood of the applicant to accept job offer

In the student sample, the main outcome of interest is:
3. student's assumption about employer hiring interest
Primary Outcomes (explanation)
These are all primary measures based on resume ratings on a 10-point Likert scale.

Secondary Outcomes

Secondary Outcomes (end points)
Secondary Outcomes (explanation)

Experimental Design

Experimental Design
Not available.
Experimental Design Details
Not available
Randomization Method
Randomization will be done by a computer
Randomization Unit
Individual level randomization
Was the treatment clustered?

Experiment Characteristics

Sample size: planned number of clusters
70-100 employers

600-1000 job seeking students
Sample size: planned number of observations
Each employer will rate 40 resumes, so the number of observations derived from the employer sample will be 40 times the number of employers. Each job applicant will rate 15 resumes, so the number of observations derived from the job applicant sample will be 15 times the number of participants.
Sample size (or number of clusters) by treatment arms
The information intervention experiment on the employer sample will be conducted on a balanced sample (50% treatment, 50% control)
Minimum detectable effect size for main outcomes (accounting for sample design and clustering)

Institutional Review Boards (IRBs)

IRB Name
IRB Approval Date
IRB Approval Number