31 Appendix C). For these firms, we are interested in knowing if they repeatedly post for the same position or not. Such behavior could express, for instance, repeated needs (e.g. growth of a sales department) or the consequences of hire-and-fire policies and high replacement rates. Our analysis, however, suggests that the number of firms repeatedly posting the same ads is small.<sup>31</sup> The large majority of jobs posted online are for full-time positions (98.8 percent); part-time jobs are rare in Kosovo (Figure 34, Appendix C) and only a handful of postings are for internships. Of the 5,272 job descriptions, only 23 refer to an internship position. According to job platforms’ management, internships are not perceived as equivalent work opportunities by firms, which would rather advertise through other (free) channels such as social media or private networks. The absence of internships on main job portals is of concern for youth searching for experience in a labor market dominated by informal networks.

Most job advertisements do not specify whether a position is temporary or permanent, but they are almost exclusively temporary given the prevalence of such contracts in the labor market. Less than 0.5 percent of job descriptions indicate that a position is temporary, likely because a minority of jobs are permanent in Kosovo. This is consistent with evidence from survey data showing that over 70 percent of the employed population in Kosovo are in a temporary contract in 2017 (Figure 35, Appendix C).

Surprisingly, job portals exhibit low cyclicality of job postings over the year (Figure 37). Minor dips in the posting activity occur in January and July only.

Regarding the dynamics in the market, most vacancies in 2018 remained online for two weeks (Figure 36). Almost a quarter of vacancies expired within the first 10 days (26.91) and only around one-fifth of vacancies (19.44 percent) were posted for a period between 25 and 40 days. Across industries, vacancies in consulting stayed online almost half as long (8 days) as jobs in manual occupations, for example (14 days) when comparing median values. These figures reflect the fact that those job portals recommend firms to leave postings for two weeks by default. While exceeding this period does not typically incur additional costs for the posting firms, firms tend to deactivate a posting after receiving too many applications.

> a holding company and domestic and international subsidiaries of it. A detailed overview of this procedure is provided in Appendix A. Overall, we identify around 1,600 unique firms, of which 820 post only once.

> 31 To assess the number of repostings by the same firm, we investigate the number of _unique_ repostings by a firm, i.e. the number of postings when considering a narrower definition of a posting than previously stated. For this purpose, in Table 8, we present summary statistics of unique postings according to four different definitions of uniqueness, next to only deduplicated figures. The figures show that restricting the definition of a posting to, for instance, the job description only reduces the average number of posting by firm from 3.8 to 3.1, while median figures drop from two to one posting per firm. A full frequency table for the distribution of postings by firm is presented in Table 7.

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