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Aug
01

Getting round pegs to fit square holes? Your employability assessment tools could do much better

ABOUT THE RESEARCH|Unlocking Employability Potential: Enhancing Value of Employability Assessments by Kartik Dave & Vidya M. Iyer published in Apeejay Business Review, Vol 17, No. 2



With businesses transforming at a lightning speed, job roles and careers are also getting redefined continuously. It is becoming a herculean task for employers to find fresh graduates that fit their job description and for the higher education institutes to both train and assess the employability skills of the students. Most of the employability assessment tools available now a days test the students on a broader range rather than going job-specific, operating on a one-size-fits-all approach which results in a mismatch of job expectations and outcomes.


With future jobs demanding more creativity, innovation, analytical thinking, problem solving, and emotional intelligence, it is imperative that employment assessment tools should be effectively designed. The tools should have assessment criteria that differs from student to student. Institutions and Companies that work with better employability assessment models will be able to train and hire better corporate ready students.  As employability skills are derived from the needs of the employer of today, the role of employers here is to participate in conversations with colleges and universities and suggesting competence bases deep employability assessment models.

In a recent study, Dave & Iyer (2018) have proposed a 3 Phase Model to unlock employability potential. The authors have suggested development of ‘Integrated Job Specific Assessment Scale’ which would be a competency map based assessment criteria based on the industry needs and job level employment criteria. 

3 Phase Model for Unlocking Employability Potential. Source: Dave & Iyer (2018)

The Phase-1 of the model is key to defining what kinds of skills are in need for today’s world of work and how can the employability criteria be mapped to competencies. This is where the employers can pitch in to translate their needs to competencies. In Phase-2, competency map based assessment criteria and job specific assessment scale is developed. Phase-3 is the final step – based on the employability criteria, the candidate is trained and his/her development needs are taken care of. 

In a dynamic environment, changes take place in a blink of an eye. Emerging markets such as India are highly uncertain and volatile. Every day technology advancement requires constant upgrading of one’s skills to suit the skill set required of any job. 

In such a charged and complex atmosphere, multiple dimensions need to be taken in together to develop an assessment tool which caters to the employability needs of both the employer and the employee. Although developing a holistic job category specific assessment tool is a challenging task, it is an absolute necessity to curb the rapid hiring and firing and wastage of manpower resources.

Know more about the research: https://tinyurl.com/yxrxmlyz