Defining and Measuring Employability

TLDR

The authors critique outcome‑based employability measures, examine the concept’s operationalisation and expose the “magic bullet” myth, outline a more complex model undermined by recruiters’ irrational activities, and explore an audit‑based alternative while noting methodological pitfalls. The study analyses employability concepts and critiques outcome‑based measures, then explores an audit‑based alternative approach while outlining methodological pitfalls. The authors find that outcome‑based approaches frame employability as an institutional achievement, expose the “magic bullet” myth in its operationalisation, show that a more complex model is undermined by recruiters’ irrational activities, and conclude that evaluations should identify internal improvement areas rather than merely ranking institutions.

Abstract

The concept of employability is analysed and the prevailing tendency to create employability measures based on outcomes is critiqued. The outcome approach results in employability as being construed as an institutional achievement rather than the propensity of the individual student to get employment. The operationalisation of employability as a concept is examined and the implicit 'magic bullet' notion of employability-development opportunities is revealed. An alternative, more complex model is outlined but its applicability is subverted by the 'irrational' activities of graduate recruiters, which render useless any employability indicator based on the proportion of graduates obtaining work. An alternative approach, based on an audit of employability-development within institutions, is explored and some methodological pitfalls are outlined. The conclusion suggests that any evaluation of employability needs clearly to indicate areas for internal improvement rather than simply ranking institutions.