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Providing promotional advertising alone doubled applicants per vacancy from 25 to 51 [7], but produced no measurable impact on firm hiring [8]. Candidate identity verification alone yielded zero statistically measurable increase in hiring relative to the comparison group [8].
Self-reported survey data indicated that 15% of candidates had no prior work experience, whereas submitted résumé data indicated that 35% of candidates had no prior work experience, revealing a 20 percentage point underreporting gap on formal application documents.
High-ability original participants successfully selected high-skilled referrals when offered performance-based pay, whereas low-ability original participants failed to recruit high-skilled candidates under any incentive structure.
Reducing signal variance ($\sigma^2$) strictly increases both the unconditional hiring probability $\Phi\left(\frac{-0.5r\sigma^2}{\sqrt{1+\sigma^2}}\right)$ and expected match quality, provided the firm's absolute risk aversion coefficient $r < 1.2533$.
Starting BPO salaries for entry-level candidates with basic English and computer skills ranged from 5,000 to 10,000 INR ($110-220 USD) per month in 2003, representing 200 percent of the average pay for non-BPO workers with similar educational attainment.