Understanding jobseeker preferences -including their reservation wages and how much they value different non-wage amenities- is difficult because they are not directly observable. We test four different methods for estimating these preference parameters using an experiment in a job-matching center. We nd large and important differences between methods. We also estimate jobseekers' valuations of several job attributes, and explore how those valuations differ by gender. Using a follow up survey for validation and comparing the consistency of estimates with prior literature we nd that Discrete Choice Experiments perform best. These methods can help policymakers and employers develop targeted policies and compensation bundles to address inequities in the labor market.