Despite a vast literature examining networks in labor markets, it remains unclear how employers differ in their use of networks during recruitment. This study examines network hiring among high and low reputation organizations in Dutch professional football. Within-employer within-transfer window fixed effects conditional logistic regression models demonstrate that networks increase the likelihood that low reputation employers hire workers, but no network effect was found among high reputation employers. Qualitative interviews with employees suggest that low reputation employers identify their search pool and gather hard-to-observe information about potential hires through networks, while high reputation employers do not rely on networks for their search pool and gather information through observing workers for prolonged periods of time

尽管有大量文献研究劳动力市场中的网络，但仍不清楚雇主在招聘过程中使用网络时有何不同。这项研究考察了荷兰职业足球中高信誉组织和低信誉组织之间的网络招聘。雇主内部转移窗口内固定效应条件逻辑回归模型表明，网络增加了低声誉雇主雇用工人的可能性，但在高声誉雇主中未发现网络效应。对员工的定性访谈表明，低声誉的雇主确定他们的搜索池并通过网络收集有关潜在雇员的难以观察的信息，而高声誉的雇主则不依赖网络作为他们的搜索池并通过长时间观察工人来收集信息。时间