No more gaps: Getting from employable to employed
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1) The document discusses employability from three perspectives: competence-based employability which focuses on skills and attributes, perceived employability which is how individuals view their chances of getting a job, and dispositional employability which captures characteristics like adaptability that lead to positive employment outcomes. 2) It argues that focusing only on skills gaps between what employers want and what graduates have is too narrow, and that broader attributes like networking and career management skills are also important for getting employed. 3) An integrated framework is proposed that sees employability as involving developing adaptive career behaviors through interventions targeting characteristics like self-efficacy, supported by career management in university programs.
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No more gaps: Getting from employable to employed
- 1. No more gaps: Getting from employable to employed Jason Brown | CDAA Spring Seminar | 21 October 2017 @onejasonbrown 1
- 2. Before we get started My focus on employability is concerned with university students and graduates This presentation is based partly on my doctoral research and practice at La Trobe University @onejasonbrown 2
- 3. Question / Discussion What makes an individual employable? @onejasonbrown 3
- 4. Employer expectations “Employers expect graduates to have the technical and discipline competences from their degrees but require graduates to demonstrate a range of broader skills and attributes that include team-working, communication, leadership, critical thinking, problem solving and often managerial abilities or potential” Lowden, Hall, Elliot & Lewin (2011, p.24). @onejasonbrown 4
- 5. Three types of employability Competence- based 1 Perceived 2 Dispositional 3 @onejasonbrown 5
- 6. Competence-based Employability Definition •Possession of a set of skills, knowledge, understanding, attitudes Frameworks •Core Skills for Work (Aust. Government, 2013) •USEM (York & Knight, 2006) •CareerEDGE (Dacre Pool & Sewell, 2007) Interventions •Addressing skills gaps (deficit model) Curriculum •Embedding graduate attributes @onejasonbrown 6 1
- 7. Mind the gap Predominant discourse in employability literature: Employability as a set of skills, attributes, knowledge (e.g., York, 2006; Dacre Pool & Sewell, 2007) Problem: Gap between skills possessed by graduates (or employees) and what the employer requires Solution: Universities should teach the skills employers seek @onejasonbrown 7
- 8. What’s the problem? @onejasonbrown 8 This Photo by Unknown Author is licensed under CC BY-SA
- 9. Recruitment methods for graduate employment programs show focus on broader range of attributes @onejasonbrown 9 Graduate Careers Australia. (2016). Graduate outlook report 2015. The report of the 2015 Graduate Outlook Survey: Perspectives on graduate recruitment.
- 10. As does selection criteria @onejasonbrown 10Graduate Careers Australia. (2016). Graduate outlook report 2015. The report of the 2015 Graduate Outlook Survey: Perspectives on graduate recruitment.
- 11. Factors supporting graduates obtaining a job Attribute / Factor Increased chance of employment outcome Skill development 19% Graduate identity 10% G08 university 38% International student -75% Disability -12% Arts degree -73% Traditional job search methods 283% Networking job search method 53% @onejasonbrown 11Jackson, D. (2014). Factors influencing job attainment in recent Bachelor graduates: Evidence from Australia. Higher Education, 68, 135-153.
- 12. Perceived Employability Definition • How an individual judges their chances of obtaining employment based on factors internal and external to the person (Rothwell, Herbert, & Rothwell, 2008; Vanhercke et al., 2014) Frameworks • Rothwell’s perceived employability: • University's brand; • Status of the student's field of study; • State of the external labour market; • Student's self-belief Interventions • Increase self-efficacy; • Labour Market information; • Institutional interventions to increase university’s brand, connections to industry Curriculum • Improved quality of teaching @onejasonbrown 12 2
- 13. Dispositional Employability Definition •“A form of work specific active adaptability that enables workers to identify and realize career opportunities” (Fugate & Kinicki, 2008) Frameworks •Fugate’s 3 dimensions: Career Identity; Personal adaptability; Social & Human Capital Interventions •Development of career identity; adaptability; networks, and KSAOs Curriculum •Career development learning, work-integrated learning, connectedness learning @onejasonbrown 13 3
- 14. Dispositional Employability The focus is on the personal attributes of an individual that facilitates proactive behaviour. Three underlying dimensions Career identity Personal adaptability Social & Human Capital Fugate, Kinicki & Ashforth (2004) @onejasonbrown 14
- 15. Dispositional Employability Knowledge, Skills, Abilities & Other Attributes (KSAOs) Dispositional employability states that it is the responsibility of employees to develop the KSAOs that employers seek The underlying dimensions of dispositional employability predispose an individual to proactively develop those KSAOs KSAOs are outcomes of education Fugate et al. (2004) @onejasonbrown 15
- 16. Employability is a disposition that captures individual characteristics that foster adaptive behaviours and positive employment outcomes Fugate, Kinicki & Ashforth (2004) @onejasonbrown 16
- 17. Now for some theory @onejasonbrown 17
- 18. @onejasonbrown 18 Figure 1. Integrated framework of personality. From “Convergence of personality frameworks within vocational psychology” by P.J. Rottinghaus & A.D. Miller. (2013). In W. B. Walsh, M. L. Savickas, & P. Hartung (Eds.), Handbook of vocational psychology: Theory, research and practice (p. 110).
- 19. Characteristic adaptations are “specific motivational, social- cognitive, and developmental variables that are contextualized in time, situations, and social roles”. McAdams & Pals (2006, p. 212) @onejasonbrown 19
- 20. Characteristic Adaptations Characteristic Adaptations Make people who they are as an individual (compared to dispositions which are broad individual differences, like Big 5 personality traits) Easier to change via interventions than dispositions Include goals, values, coping strategies, self-efficacy, career adaptability, intercultural sensitivity @onejasonbrown 20
- 21. Social Cognitive Career Theory @onejasonbrown 21Lent, R. W., & Brown, S. D. (2013). Social cognitive model of career self-management: Toward a unifying view of adaptive career behavior across the life span. Journal of Counseling Psychology, 60(4), 557 - 568.
- 22. Career Adaptive Behaviours Career adaptive behaviours are those that people use to develop their educational and career goals and include: Exploring career paths Developing employability skills Making and implementing career decisions Developing networks Acquiring work experiences Adaptive behaviours are important because they: increase the chance of outcomes, like skill development, job interviews, employment can be influenced by factors addressable through career interventions. For example, environmental supports, self-efficacy, outcome expectations, learning experiences. (Lent & Brown, 2013) @onejasonbrown 22
- 23. An example to show how it all (should) work @onejasonbrown 23
- 24. New ‘Career Ready’ space in central location on campus Employer events on campus Unitemps La Trobe Career Ready Advantage Career Ready 24
- 25. Build your skills Develop skills and personal attributes by learning, doing and reflecting. Manage your career Students who take control of their career management really stand out. Track and assess your progress Assess where you are through your personal dashboard Unlock rewards Be rewarded by your progress with opportunities Tell your story Build your story through the Career Ready Portfolio Career Ready Advantage supports you to develop the skills and attributes that employers want My purpose Understanding business and how it operates including the impact of new media and technology Working effectively with others in any cultural or organisational context to take advantage of diverse knowledge and skills Using personal presence, listening and questioning to engage others effectively in conversation, presentation and written communication Proactively taking ownership and accountability for individual and shared outcomes Personal judgement Communicating & influencing Results orientation Big picture awareness Business & digital acumen Cultural intelligence Innovative thinking My Purpose Collaboration
- 26. latrobe.edu.au Find Learn activities to develop your skills Career Ready Advantage: What students can do in the app ? Record your completed Do activities Develop your Career Management skills
- 27. latrobe.edu.au Check your progress on the Dashboard Career Ready Advantage: What students can do in the app ? Search for a job on the Marketplace
- 28. Getting from employable to employed Employability is a disposition that enables proactive behaviours Career adaptive behaviours lead to outcomes (SCCT; goals, actions, outcomes) Career interventions need to target characteristic adaptations and support career adaptive behaviours
- 29. Thank you Jason Brown @onejasonbrown linkedin.com/in/brownjasonl/ [email protected] @onejasonbrown 29
- 30. References Australian Government. (2013). Core skills for work developmental framework. Canberra, Australia. Dacre Pool, L., & Sewell, P. (2007). The key to employability: Developing a practical model of graduate employability. Education + Training, 49(4), 277-289. Fugate, M., & Kinicki, A. J. (2008). A dispositional approach to employability: Development of a measure and test of implications for employee reactions to organizational change. Journal of Occupational and Organizational Psychology, 81(3), 503-527. Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: A psycho-social construct, its dimensions, and applications. Journal of Vocational Behavior, 65(1), 14-38. Graduate Careers Australia. (2016). Graduate outlook report 2015. The report of the 2015 Graduate Outlook Survey: Perspectives on graduate recruitment. Retrieved from http://www.graduatecareers.com.au/wp-content/uploads/2016/07/Graduate-Outlook-Report-2015-FINAL1.pdf Jackson, D. (2014). Factors influencing job attainment in recent Bachelor graduates: evidence from Australia. Higher Education, 68(1), 135-153. Lent, R. W., & Brown, S. D. (2013). Social cognitive model of career self-management: Toward a unifying view of adaptive career behavior across the life span. Journal of Counseling Psychology, 60(4), 557 – 568 Lowden, K., Hall, S., Elliot, D., & Lewin, J. (2011). Employers’ perceptions of the employability skills of new graduates. London, UK: The Edge Foundation. McAdams, D. P., & Pals, J. L. (2006). A new big five: Fundamental principles for an integrative science of personality. American Psychologist, 61(3), 204-217. Rothwell, A., Herbert, I., & Rothwell, F. (2008). Self-perceived employability: Construction and initial validation of a scale for university students. Journal of Vocational Behavior, 73(1), 1-12 Rottinghaus, P. J., & Miller, A. D. (2013). Convergence of personality frameworks within vocational psychology. In W. B. Walsh, M. L. Savickas, & P. Hartung (Eds.), Handbook of vocational psychology: Theory, research and practice (pp. 105-132). Yorke, M., & Knight, P. (2007). Evidence-informed pedagogy and the enhancement of student employability. Teaching in Higher Education, 12(2), 157-170. @onejasonbrown 30