Why companies prefer applicants from non-immigrant families: investigating access to vocational training among low-qualified adolescents with an interlinked firm-applicant survey

Empirical Research in Vocational Education and Training

Table 3 Alternative reference categories when estimating the probability of successful and unsuccessful applications: multinomial logistic regressions; average marginal effects for full models.

	Full model 1 with net AME			Full model 2 with net AME
	Firm’s selection criterion: “Ability of verbal expression” *Applicant’s ethnic background			Firm’s selection criterion: “Apprentice has to fit into the team.” *Applicant’s ethnic background
	1	2	3	1	2	3
	Successful at interviewed company	Successful at other company	Unsuccessful school-to-VET transition	Successful at interviewed company	Successful at other company	Unsuccessful school-to-VET transition
Selection criteria: “ability of verbal expression” * Applicant’s ethnic background (ref. Firm: criterion less important * at least one parent foreign-born/missing)
Applicants of native parentage. independent of firm’s opinion on criterion	0.11**	0.06	− 0.17***
Firm: criterion very important * At least one parent foreign-born/missing	0.06	0.10	− 0.16**
Selection criteria: “The apprentice has to fit into the team.” * Applicant’s ethnic background (ref. Firm: criterion less important * at least one parent foreign-born/missing)
Applicants of native parentage. Independent of firm’s opinion on criterion				0.03	0.14*	− 0.17**
Firm: criterion very important * At least one parent foreign-born/missing				− 0.12*	0.20**	− 0.08

N = 596 company-applicant dyads; control variables are the same as in the full models in Table 2; robust standard errors consider nested data structure; levels of statistical significance: ⁺p < 0.10, *p < 0.05, **p < 0.01, ***p < 0. 0 01