Is There a Role for Higher Education Institutions in Improving the Quality of First Employment?

McGuinness, Séamus; Whelan, Adele; Bergin, Adele

doi:10.1515/bejeap-2016-0174

Cited by 21 publications

(24 citation statements)

References 18 publications

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“…It had the shortest job search duration and provided maximum vertical and horizontal matching. Similar results were found in recent studies in 11 EU countries (McGuinness et al , 2016) and in Australia (Carroll and Tani, 2015). The second most successful strategy was contacting an employer, which led to finding a job faster and higher rates of work matching with graduates' level of education and their study field (compared to other strategies).…”

Section: Resultssupporting

confidence: 92%

“…Empirical studies of job search by graduates are built on these theoretical positions. The research literature analyses the frequency of using job search channels and their effectiveness (Allen and Van der Velden, 2007; Jackson, 2014; Kajanová et al , 2017; Piróg, 2016; Sagen et al , 1999; Schomburg and Teichler, 2006), the impact on the choice of a search strategy of the socio-demographic characteristics of graduates (Mau and Kopischke, 2001; Try, 2005; Strayhorn, 2008), and the relationship between job search strategies and employment characteristics (Albert and Davia, 2018; Blázquez and Mora, 2010; Carroll and Tani, 2015; Franzen and Hangartner, 2006; McGuinness et al , 2016).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

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Job search strategies of recent university graduates: prevalence and effectiveness

Varshavskaya

Podverbnykh

2020

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PurposeThe purpose of the paper is to analyse the prevalence and effectiveness of methods and strategies for job searches amongst recent graduates of Russian universities.Design/methodology/approachThe empirical analysis is carried out on data from the Russian Graduate Survey 2016, which is representative of individuals graduating during 2010–2015. The sample included 12,370 individuals. The empirical approach combined standard descriptive statistics, factor and regression analysis (multiple logit regression).FindingsResults show that the most common strategies are a combined strategy that involves the use of formal and informal methods, as well as “pure” informal strategies – applying to relatives and friends or contacting employers. The most effective strategies are job searches with the help of relatives and friends, by contacting employers and with the help of educational organisations. The choice of job search strategy is determined by the expected return in terms of the likelihood of finding a job.Practical implicationsThe paper increases understanding of graduate job search behaviour. The results can be used by multiple stakeholders in higher education to better prepare students for job seeking.Originality/valueThis research, based on a large field survey of recent university graduates, provides the first estimates of use of job search strategies and their effectiveness for Russian university graduates.

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Section: Resultssupporting

confidence: 92%

Section: Theoretical Backgroundmentioning

confidence: 99%

Job search strategies of recent university graduates: prevalence and effectiveness

Varshavskaya

Podverbnykh

2020

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“…() finds a lower incidence of horizontal mismatch among vocationally trained individuals, and McGuinness et al . () find that increasing the practical aspects of degree programs, irrespective of field of study, reduces the incidence of mismatch.…”

Section: Current Position Of the Literaturementioning

confidence: 91%

Skills Mismatch: Concepts, Measurement and Policy Approaches

McGuinness

Pouliakas

Redmond

2018

Journal of Economic Surveys

Self Cite

155

105

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The term skills mismatch is very broad and can relate to many forms of labour market friction, including vertical mismatch, skill gaps, skill shortages, field of study (horizontal) mismatch and skill obsolescence. In this paper, we provide a clear overview of each concept and discuss the measurement and inter-relatedness of different forms of mismatch. We present a comprehensive analysis of the current position of the literature on skills mismatch and highlight areas which are relatively underdeveloped and may warrant further research. Using data from the European Skills and Jobs Survey, we assess the incidence of various combinations of skills mismatch across the EU. Finally, we review the European Commission's country-specific recommendations and find that skills mismatch, when referring to underutilized human capital in the form of overeducation and skills underutilization, receives little policy attention. In cases where skills mismatch forms part of policy recommendations, the policy advice is either vague or addresses the areas of mismatch for which there is the least available evidence.The job evaluation method is based on the assessments of professional job analysts who are tasked with measuring the educational requirements of occupations for the purpose of constructing occupational dictionaries (such as DOT or O*NET in the United States or SOC in the United Kingdom). The advantage of this approach is that it is perceived to be more accurate as it is based on field expertize. In terms of disadvantages, the job evaluation method is very expensive to carry out and, therefore, is not widely available at a national level. Furthermore, occupational requirements can change rapidly over time suggesting the approach can become outdated if the analysis is not updated on a fairly regular basis

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“…Compared to the old vocationalism, which views employment in the labor market as the only result of a university education, the new vocationalism prepares students to acquire more knowledge after college or university. Advocates also suggest that more practical programs, generic skills and use of private employment agencies can help reduce an educationemployment mismatch for graduates (McGuinness et al, 2016;Pita et al, 2015).…”

Section: Education Reformmentioning

confidence: 99%

Employment mismatch from a distributive justice perspective

Bian

2020

EJTD

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Purpose Employment mismatch is a significant problem in many countries. However, little conceptualization research has been conducted on employment mismatch from a social justice perspective. The purpose of this study is to shed light on social justice issues that have been obscured in the human resource development (HRD) literature through the lens of the distributive justice theory. Design/methodology/approach This study first reviews the literature to identify the gaps in employment mismatch research by reviewing three relevant bodies of literature: education mismatch, immigrant mismatch and disability mismatch. It then provides a new conceptualization of employment mismatch by examining employment mismatch through the lens of Rawls’ (1971) distributive justice theory. Findings The author proposed a framework of healthy employment relations using the constructs of social system design, moral guidance, education reform and individual development. Implications were proposed for research and practice. Originality/value The new framework of healthy employment approaches employment mismatch from four aspects embraced by the distributive justice theory. This model can assist HRD professionals and policymakers in responding to the employment mismatch of different populations.

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Is There a Role for Higher Education Institutions in Improving the Quality of First Employment?

Cited by 21 publications

References 18 publications

Job search strategies of recent university graduates: prevalence and effectiveness

Job search strategies of recent university graduates: prevalence and effectiveness

Skills Mismatch: Concepts, Measurement and Policy Approaches

Employment mismatch from a distributive justice perspective

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