to Quikr Jobs).<sup>4</sup> The job portals provide information on job vacancies and help expand access to job information for those who have internet connectivity. These online platforms, global or local, provide realtime streams of labor market data that have remained largely unused by researchers as well as policy makers.<sup>5</sup> A rapid expansion of job portals is a manifestation of their usefulness for both job seekers and employers. A great advantage of online job portals is low marginal cost to acquire information. In online job portals, job seekers and employers can easily access each other. Kroft and Pope (2014) and Mang (2012) discuss that there has been a large-scale shift from posting job listings in newspapers and other print media toward websites and that this process has lowered the cost of acquiring employment information. Moreover, several studies from developed countries have found that the use of employment websites has reduced unemployment rates (Beard et al., 2012; Kuhn and Mansour, 2014), though an impact on wages remains unclear (Kuhn and Mansour, 2014; Shahiri and Osman, 2014). However, as Shahiri and Osman (2014) point out, it is important to keep in mind that a large number of employers and job seekers still cannot fully utilize employment websites due to limited internet infrastructure, high user fees, and/or a lack of knowledge about information technology. Some studies also found that a greater use of cell phones improves employment outcomes in developing countries (Klonner and Nolen, 2010 for South Africa; Aker, 2011 for Niger; Burga and Barreto, 2014 for Peru), implying that information constraints are a significant source of inefficiency in the labor market.

In this paper, we use an online job portal in India (Babajob, described in the next section) to experiment on information asymmetry of job seekers’ non-cognitive skills. Job seekers who registered in the portal were asked to take a Big-Five type personality test and, for a random sub-sample of the test takers, the results were displayed to potential employers. In this experiment, outcomes are measured by whether a potential employer assesses a seeker by opening (unlocking) his/her application and background information. Though whether or not to take the test is a voluntary decision (thus creating a selectivity issue), whether or not the results are displayed to potential employers in Babajob is random. Therefore, we can compare outcomes between those for whom the results were shown and not shown to analyze the impact of non-

> 4 Currently the platform developed in formerly Babajob was part of the Quikr Jobs platform. In this paper, we refer to Babajob since the randomized control trial was introduced into Babajob prior to their transition to Quikr Jobs (June 2017).

> 5 For example, LinkedIn, a social networking service for businesses and professionals launched in 2003, had data on 433 million individuals as of Q1 2016. The site is available in over 200 countries worldwide and in 20 different languages. The data obtained through LinkedIn have been primarily used for business purposes, rather than for policy formulation, though various industry- and skills-focused analyses have been published on LinkedIn’s official blog. Tambe (2014) used skills data from LinkedIn to measure employers’ investment in big-data-related human resources management.

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