Accounting graduate employability: employer perspectives on skills and attributes of international graduates

Lange, Paul De; O’Connell, Brendan; Tharapos, Meredith; Beatson, Nicola; Oosthuizen, Heinrich

doi:10.1080/09639284.2022.2059383

Cited by 16 publications

(5 citation statements)

References 61 publications

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“…Written and verbal communication were deemed as the most important professional skills. Lange et al (2022) indicated that poor communication skills is the main cause for rejecting a graduate during an interview. Thus, it could be concluded that graduates with high level of social intelligence and have good communication skills are preferred by human resource officers.…”

Section: Resultsmentioning

confidence: 99%

A Systematic Literature Review on Graduates’ Social Intelligence

Khairuddin¹,

Mohamed²

2023

JTS

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Social intelligence is becoming more important in the workplace as it helps people to be aware of their interactions which creates a harmonious working environment. As such, human resource officers are starting to prioritise this element as one of the criteria that they seek in a candidate during an interview. This paper is a systematic literature review on the current criteria that human resource officers look for during job interviews and their perceptions of graduates’ values in relation to social intelligence. This systematic literature review employed the four procedures by Gessler & Siemmer (2020) to clearly review previous literature. Thereview has highlighted that human resource officers have shifted their emphasis fromacademic performance to social intelligence when interviewing candidates during a job interview. However, graduates seem to have difficulties in showcasing social intelligence. Thus, further investigation is required in relation to how graduates perceive social intelligence and how they demonstrate social intelligence, either in oral or written communication.Apart from that, the review has also highlighted the inconsistencies in requirements between private and public sectors, as well as the size of the company. Thus, further investigation is needed to investigate these inconsistencies.

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Section: Resultsmentioning

confidence: 99%

A Systematic Literature Review on Graduates’ Social Intelligence

Khairuddin¹,

Mohamed²

2023

JTS

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“…Marketability is difficult to translate if the area between competencies is still ambiguous and has gaps. According to Lange et al (2022), graduates will seek employment based on current demand. Notwithstanding, because there are many competitors or applicants with the same educational background, the level of acceptance for the job can all be determined.…”

Section: Marketabilitymentioning

confidence: 99%

A Review in Personality-Based Recommendation for Graduate Marketability

Saleh

Rosli²,

Bakar³

et al. 2022

MJSSH

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The issue of marketability is a hot topic. This is due to the rising rate of underemployment over the years. Furthermore, as a direct consequence of national and global economic changes, the COVID-19 pandemic has expanded this percentage even more. Employers are extremely strict when it comes to the selection of employees based on this tendency. In addition to academic excellence, the personality factor is used as a screening method for employees. In previous research, researchers have conducted several synthesis and methodical evaluations of the literature to evaluate the association between personality and marketability factors of prospective graduates. According to the findings of a systematic review of the literature, referencing the CareerEDGE Model could be used as a basis for marketability. Furthermore, the emphasis on Shapero and Shokol's Entrepreneurial Event Theory demonstrates graduates' preparedness to enter the job market. Commonly dialog, personality influences marketability through adaptation, motivation, and excellent work performance in full compliance with the order to function successfully established by the organisation.

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“…Accountancy organisations seeking competitive advantage spend vast amounts on recruitment and induction campaigns that have long been recognised as significant in socialising new recruits from organisational outsiders to insiders with an understanding of role expectations (Blau et al, 2008;McManus et al, 2014;Cooper-Thomas et al, 2020;Becker and Bish, 2021). With poor or misleading induction experiences reported to lead to attrition (Clinton and Guest, 2014;George, 2015) and the mobility of accounting professionals remaining high (Das and Devi, 2020;de Lange et al, 2023), labour losses are reportedly a key priority for accounting firms experiencing a resignation crisis (Cullen, 2021;McCabe, 2022). To negate some potential employee losses, accountancy firms may need to examine their practices to understand if and how their current induction strategies impact employee engagement and satisfaction.…”

Section: Introductionmentioning

confidence: 99%

“…, 2020; Becker and Bish, 2021). With poor or misleading induction experiences reported to lead to attrition (Clinton and Guest, 2014; George, 2015) and the mobility of accounting professionals remaining high (Das and Devi, 2020; de Lange et al. , 2023), labour losses are reportedly a key priority for accounting firms experiencing a resignation crisis (Cullen, 2021; McCabe, 2022).…”

Section: Introductionmentioning

confidence: 99%

“…With poor or misleading induction experiences reported to lead to attrition (Clinton and Guest, 2014;George, 2015) and the mobility of accounting professionals remaining high (Das and Devi, 2020;de Lange et al, 2022), labour losses are reportedly a key priority for accounting firms experiencing a resignation crisis (Cullen, 2021;McCabe, 2022). To negate some potential employee losses, accountancy firms need to examine their practices to understand if and how their current induction strategies impact employee engagement and satisfaction.…”

Section: Introductionmentioning

confidence: 99%

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“If only these conversations had happened in induction.” Influencing employee aspiration with action learning-led inductions in the Big Four

Callaghan,

Collins

2023

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PurposeThis paper explores employee experiences of induction in the Big Four accountancy firms to understand how induction influences new recruits' career aspirations.Design/methodology/approachUsing Bourdieusian sociology, this article adopts an interpretivist multi-method approach through focus groups and semi-structured interviews with 28 newly appointed accounting professionals. The study defines newly appointed as those who have experienced induction within the last two years of their employment.FindingsThe study's findings challenge the authenticity of induction from a shared employee consensus. It cites contagious spin, regarding career progression opportunities espoused during induction, at odds with the reality of work, ultimately contributing towards unfulfilled employee aspiration. As current strategies suggest that the intersection between employee aspiration and employer provision in the accountancy profession, is too broad, this study argues for more collaborative inductions. In addition, it proposes that accountancy firms should re-evaluate their current strategies and co-construct more authentic inductions that benefit all stakeholders to develop a stronger psychological contract that positively influences employee aspiration.Research limitations/implicationsThe paper posits action-learning as a solution to address employee aspiration in induction campaigns in the accountancy profession.Practical implicationsAs aspiration is the genesis of motivation and engagement, this study’s findings suggest that the use of an action-learning ethos in induction activities may provide an opportunity to explore the complexities of employee socialisation and provide a voice to new recruits attempting to influence any tensions or disappointment that may arise, as unmet career aspirations emerge.Originality/valueThe paper posits action learning as a solution to address employee aspiration in induction campaigns in the accountancy profession.

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Accounting graduate employability: employer perspectives on skills and attributes of international graduates

Cited by 16 publications

References 61 publications

A Systematic Literature Review on Graduates’ Social Intelligence

A Systematic Literature Review on Graduates’ Social Intelligence

A Review in Personality-Based Recommendation for Graduate Marketability

“If only these conversations had happened in induction.” Influencing employee aspiration with action learning-led inductions in the Big Four

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