Youth employability training: two experiments

Abstract

Purpose -This paper aims to assess the effectiveness of verbal self-guidance (VSG) and self-management on youth employability. It seeks to access the joint effectiveness of these interventions, grounded in social cognitive and goal setting theories, for youth job seekers. Design/methodology/approach -The studies used experimental designs involving participants enrolled in an undergraduate business cooperative degree program. Survey data assessing self-efficacy and anxiety were collected pre and post-training. Interview performance was also assessed in each study. Findings -In study 1, it was found that students trained in self-management and verbal self-guidance (SMVSG) improved interview performance and reduced anxiety. In study 2, it was found that self-efficacy and job search effort were higher in the SMVSG group relative to VSG alone. Research limitations/implications -For study 1, the only measure of employment was a mock interview. For study 2, a limitation was that approximately 25 per cent of participants failed to either complete the post-training survey or attend the interview. Practical implications -Overall the studies describe a relatively simple and low cost training intervention, and associated performance measures, that can continue to be used by practitioners and scholars with future groups of youth job seekers. Originality/value -The paper shows that these studies further support the effectiveness of VSG-based interventions for employability. The paper also shows the value of augmenting VSG training with self-management training in the context of youth employability. Furthermore, this research also considered anxiety, a key variable in successful employment that has often been omitted in the literature.

Effectiveness of job search interventions: A meta-analytic review.

“…However, the extent to which various job search interventions hold this promise has yet to be systematically evaluated. Similarly, although several studies (e.g.. Brown et al, 2010;Hall, Loeb. Data from 47 independent samples of 9575 job seekers demonstrated that job search interventions, on average, had a positive impact on participants' employment success.…”

“…Using meta-analysis, we quantitatively summarized findings of job search intervention experiments. Coyne, & Cooper, 1981;Hall, Loeb, LeVois, & Cooper, 1981;Hall, Loeb, & Norton, 1977) included number of interviews as an outcome variable of job search interventions, bivariate relationship between intervention and number of interviews is available in only one study: Brown et al (2010). More important, our meta-analysis examined a taxonomy of critical com-" Although several studies (e.g.. Creed et al, 1998: Proudfoot et al, 1997 included life satisfaction as an outcome variable of job search interventions, bivariate relationship between intervention and life satisfaction, which is essential to the meta-analysis, is not available.…”

“…Data from 47 independent samples of 9575 job seekers demonstrated that job search interventions, on average, had a positive impact on participants' employment success. In terms of number of job offers, two studies (Brown et al, 2010;Davy et al, 1995) examined this, variable as an outcome of job search interventions. Thus, we were unable to meta-analyze the effect of job search interventions on participants' life satisfaction.…”

“…More important, our meta-analysis examined a taxonomy of critical com-" Although several studies (e.g.. Creed et al, 1998: Proudfoot et al, 1997 included life satisfaction as an outcome variable of job search interventions, bivariate relationship between intervention and life satisfaction, which is essential to the meta-analysis, is not available. Effect size can be calculated only from Brown et al (2010). Similarly, although several studies (e.g.. Brown et al, 2010;Hall, Loeb.…”

“…Previous studies suggest that job seekers often omit highly relevant personal characteristics from their résumé, or organize their résumé in ways such that employers will not easily discern its positive attributes (e.g., Azrin et al, 1975). Past research has demonstrated that training on interview skills and facilitating anxiety reduction during personnel selection could significantly improve individuals' interview performance (e.g.. Hall, Gradt, Goetz, & Musu-Gillette, 2011;McCarthy & Goffin, 2004), which ultimately improves their Brown, Hillier, and Warren (2010) found that job search interventions that focus on improving interview skills lead to better interview performance. In addition, given the overwhelming reliance on interviews in employee selection (e.g.. Macan, 2009;Schmidt & Rader, 1999), job interview performance is critical with respect to highlighting one's capabilities, establishing rapport with potential employers, and distinguishing oneself from other applicants.…”