Determining factors in graduate recruitment and preparing students for success

Abstract

PurposeThis study aims to investigate graduate employer perceptions of determining factors in recruitment decisions and their preferred use of recruitment channels. This study drew on the employability capitals model to interpret findings and identify ways to better prepare higher education students for recruitment and selection. This is particularly important in declining graduate labour markets, further weakened by COVID-19.Design/methodology/approachThis study gathered data from surveying 183 Australian employers from different organisational settings. Responses were analysed using descriptive and multivariate techniques, the latter exploring variations by role type, sector and organisation size.FindingsFindings reaffirmed the criticality of students having the right disposition and demonstrating professional capabilities during recruitment, highlighting the value of building cultural and human capital during university years. Recruitment channels that require students to mobilise their identity and social capital were prioritised, particularly among private sector organisations. Work-based internships/placements were considered important for identifying graduate talent and developing strong industry–educator partnerships, needed for building networks between students and employers.Originality/valueThis study provides valuable insights into determinants of graduate recruitment decision-making from the employer perspective. These highlight to students the important role of capitals, and how they can be developed to optimise recruitment success. This study presents practical strategies for universities to build their students’ human, social, cultural and identity capital. Findings on the prioritisation of recruitment channels among graduate employers from different sectors will enable students and universities to better prepare for future recruitment. It emphasises that student engagement with employability-related activities is a critical resource for an effective transition to the workplace.

University students' perceptions of graduate employer selection tests

“…, 2012; Wickramasinghe and Perera, 2010). Jackson et al. (2022) recently noted that student engagement with employment-related activities is critical for effective transition to the workplace.…”

“…It would also help University students' and selection tests ensure that students are better prepared to meet the expectations of employers (see Rosenberg et al, 2012;Wickramasinghe and Perera, 2010). Jackson et al (2022) recently noted that student engagement with employment-related activities is critical for effective transition to the workplace.…”

Main ways to improve the quality of the work of the institute of postgraduate studies in Russia

“…устанавливается предельное количество аспирантов, обучающихся на кафедре или ином структурном подразделении, и при их снижении объём финансирования средств, выделяемых на подготовку научно -педагогических и научных кадров не должен снижаться [15] [16] [17]. Подобного рода схема финансирования аспирантуры позволит создать ситуацию естественного отбора аспирантов, наиболее способных к написанию и защите диссертаций [18] [19] [20]. После успешной защиты диссертации и отправки всех необходимых документов в ВАК назначается так называемая финальная встреча аспиранта, научного руководителя, ректора и проректора по научной работе, где обсуждается возможности трудоустройства аспиранта на той кафедре, где аспирант проходил подготовку.…”

Construction of Common Automation Management System for Intelligent Enterprises

“…Numerous scholars and business managers have conducted research on this topic. Jackson D [1] et al investigated the views of graduate employers on the determinants of recruitment decisions and their preferences for recruitment channels, and discussed how to better prepare for the recruitment and selection of higher education students. Kucherov D [2] et al investigated a sample of 449 companies in Russia and discussed the impact of electronic recruitment practices on recruitment outcomes, with the results showing a positive correlation.…”