Graduate Job Seekers Research Articles

COMMUNITY EMPOWERMENT THROUGH TRAINING IN APPLICATION OF CODEIGNITER FRAMEWORK TEMPLATE IN WEB-BASED APPLICATION PROGRAMMING

Technological developments are growing rapidly and have brought many benefits to mankind. Its presence can alleviate all the difficulties that arise in work and human activities. Technological developments also open up employment opportunities, especially in today's digital era, many startups need jobs to create and develop a technology, just like the programmer profession. This community empowerment program through training aims to equip job seekers to have skills in applying bootstrap templates to a website in order to simplify the website design process. This program was implemented at the Tasikmalaya City Manpower Office on Thursday, October 13, 2022 with the target of fresh graduate job seekers, unfamiliar with programming, and having the desire to learn about programming in Tasikmalaya City. The curriculum used for this program is based on the standard curriculum contained in the SKKNI, namely Installing Programming Software Tools. The stages carried out are preparation, introduction, delivery of sub-topics, conclusions, applications, evaluations, additional assignments, and class arrangements. The approach used is an andragogic approach with direct learning strategies (Direct Instruction) with lecture, demonstration, practice and discussion/question and answer methods with an inductive learning model centered on the trainees (student centered learning). The evaluation process on empowerment is carried out through interview and observation techniques.

University-to-work transitions in Germany – do graduate job seekers benefit from migration and work experience?

ABSTRACT This paper investigates the effects of migration and work experience on university-to-work transitions of German university graduates. We use a job search model, signaling and social network theory to discuss different links between the duration of labor market entry, graduate mobility and work experience. We apply event history analyses and make use of administrative social security records to examine whether work experience and pre-study as well as post-study migration accelerates the labor market entry of graduates. Our regression results stress the importance of both mobility and work experience for the length of the transition period. However, whether the effect is beneficial or adverse depends on the type of graduate migration and previous employment.

Kajian Pendidikan Vokasi dan Kompetensi Ketenagakerjaan

The background of this study is an issue that is often reported in various mass media about the gap between employment and education. As well as expectations of the industry, parents and education providers. This research is qualitative research of vocational education and employment competencies for SMK graduates. The study based on several facts of employment experience and the performance of graduate job seekers. The fact is that the implementation of vocational education in Indonesia is relatively not met the expectations of the industry,is product oriented and the vocational education curriculum has not been relevant to the needs of the job market.

Analisis Tingkat Minat Mahasiswa Universitas Syiah Kuala dalam Berwirausaha

Indonesia is known as a country with abundant natural resources and abundant human resources. However, in Indonesia the phenomenon shows a contradictory relationship between natural resource wealth and economic perfomance. It is still far behind developed and other resource rich countries. The basic factor of this phenomenon is caused by the quality of human resources. For example, when existing the high number of graduate job seekers is not commensurate with the growth rate of job vacancies required, then there occur problem such as unemployment. Thus, one of the best solutions to overcome this unemployment problem is to create jobs, one of which is entrepreneurship. The purpose of this study were to analyze the level of interest of Syiah Kuala University students in entrepreneurship and find out what factors most affect the interest of Syiah Kuala University students in entrepreneurship. This study used quantitative analysis methods described by descriptive statistics and Chi-Square analysis (Independency Test) using primary data obtained from online questionnaire the distributions. The results of this study indicated that the level of interest of Syiah Kuala University students in entrepreneurship is high with an index value of 81.31%.72,961.

The Job-Search Self-Efficacy (JSSE) Scale: an Item Response Theory Investigation

The Job Search Self-Efficacy (JSSE) scale is a widely used measure in the job search literature. To date, the psychometric properties of the JSSE have been based only on classical test theory. This study used item response theory approach to evaluate the JSSE’s psychometric properties to clarify its structure. Participants were 429 recent university graduates. Rasch analysis supported the unidimensional structure of each of the two dimensions of the JSSE. Internal consistency reliabilities were good. The response category functioned properly and the fit of the data to the Rasch model was good. Further, there was no noticeable differential item functioning across gender. The results provided evidence that the JSSE is a reliable measure for assessing job search self-efficacy beliefs among graduate job seekers.

The Effect of Values on the Attractiveness of Responsible Employers for Young Job Seekers

Purpose: Empirical studies suggest that corporate social responsibility (CSR) impacts young job seekers’ choices of an employer. Values seem to affect CSR preferences, influencing the felt fit between the person and the organization and hereby the valence of working for that company. This article aims to research in more detail the preference structure of young graduate job seekers. In particular, it seeks to understand whether CSR is important when there is a trade-off between CSR and non-CSR attributes and whether basic value orientations of job seekers have a moderating effect on their employer preferences. Design/methodology/approach: This article used a quantitative approach with a survey sample of 577 German students who were in their last year of study. To gain information on the relative impact of CSR- and non-CSR-related employer characteristics on employer attractiveness, an adaptive conjoint analysis was applied. Correlation analysis and a two-step hierarchical regression were conducted to detect the effects of individual value orientations. Findings: Only a few CSR attributes are relevant for young job seekers compared with other traditional employer attributes. Specific value orientations can be identified as having a moderating effect on CSR preferences. This is particularly the case for value orientations indicating a concern for the welfare of others and the environment positively affect the importance of most CSR attributes while more selfish value orientations have a negative effect. Originality/value: This study sheds light on the relative importance of CSR attributes when compared with non-CSR attributes. Moreover, it relates employee-related preferences to individual value orientations and shows that selected values have a modifying effect on the importance of CSR for job choice.

Research in Russia reveals lack of transferable cross-cultural management (CCM) skills in young graduates

Purpose Researchers in Russia wanted to find out if education-job mismatches affect recruitment in the international employment market. Design/methodology/approach There was a three-stage process. Stage One involved organizing interviewer-led focus groups with 18 Russian recruiters. In Stage Two the authors carried out face-to-face interviews with 17 CCM research-informed teachers and 11 recruiters. Finally, the third part of the study was an interactive seminar with 297 graduate job seekers in Russia. Findings The main issue was the overwhelming lack of transferable cross-cultural management (CCM) skills, especially among young graduates. The authors interviewed university teachers who felt that graduate job seekers lacked a wide range of basic skills and knowledge. Meanwhile, they interviewed recruiters who were concerned about the inability of graduates to apply their knowledge in a global business context. The recruiters were also critical of the teachers for not supplying graduates with the right soft skill set. Originality/value Research in the field has been rare, especially in Russia. The results point the way forward for academic researchers, but also practicing teachers

Career Decision Making in College Students

This study aims to assess the problem of the student's career decision making. The assessment focused on student decisions that are taken on issues that netted a career in the study of student career readiness and maturity. Retrieving data using the theme documentation studies 642 career counseling college graduate job seekers (Fresh graduate) and of note other researchers who have an interest in the study of career. From the results of scrutiny of the results of the study, researchers chose to study the career decision making as the most critical issue that needs to be studied. Students need to understand the problem of why they need education and work after graduation, find and use information, look for an alternative, choose a destination and make a plan.

Rethinking solutions for re-balancing the education–job mismatch

Purpose In the international graduate job market, education–job mismatches are affecting recruitment, and consequently efficiency. The purpose of this paper is to identify a widening gap in “global operating skills”, then put forward a structure for addressing the education–job mismatch, based on data gathered from higher education teachers and graduate recruiters. Framed as a case examining the contemporary context in Russia, the objective is to identify a cross-cultural management (CCM) skills set for graduates who are pursuing a career in an international environment. The study therefore has implications for managers and educators who work in this sector. Design/methodology/approach The study identifies a number of factors that need to be taken into account for developing CCM competence among graduate job seekers. Set in the specific case of a Russian higher education institutions and one of its international partners, stakeholder theory is used for theoretical underpinning and data collection. A qualitative-oriented mixed-methods approach was designed to: explore the education–job mismatch by using documentary sources and direct observations; collect data in a three-step sequence (focus groups, interviews and interactive seminar). Findings The key findings revealed the extent of the education–job mismatch. Specifically: a lack of transferable CCM skills, mismatch between the provision of CCM skills development in higher education and the needs of recruiters, and curriculum shortfall in terms of CCM skills. Furthermore, areas such as cross-cultural communication and cross-cultural awareness require urgent attention; new approaches are needed to enhance the knowledge transfer of CCM skills to students, in order to better equip them to work in an increasingly international workplace. Research limitations/implications The enquiry provides a snapshot of knowledge transfer regarding CCM skills based on a particular case, from the perspective of teachers and recruiters. While care was taken to respect the language and cultural norms, the interview guide captured only a narrow dimension of the subject area. The modest size of the sample does not allow any generalisations when interpreting the data. The findings should not be applied to other national contexts, disciplines or sectors. Practical implications The authors put forward actions for enhancing the implementation of an international education programme (IEP), emphasising the importance of co-creating with stakeholders. The distinguishing features of an IEP are identified and a framework for explaining the opportunities generated by such a programme is developed. Failing to address the “skills gap” may trigger long-term ramifications for both business and society. Social implications Academics and students claim to be dissatisfied with the current delivery of CCM skills. The identification of an education–job mismatch implies that CCM skills are not being effectively transmitted within higher education. This study sets out to identify and explain the current situation of CCM skills development in contemporary society. The genesis of this study stems from the topical debate surrounding reconceptualising higher education to reflect a more international-oriented approach. Originality/value Research into CCM is frequently undertaken from an Anglo-centric perspective, or sets out to compare an “Anglo” environment with a non-Anglo setting. Few CCM studies are set in the context of a contemporary Post-Soviet society.

Psychological Implications of Unemployment Among Bangladesh Civil Service Job Seekers: A Pilot Study.

Background: Recent trends suggest that university graduates seeking jobs are more susceptible to common mental disorders, such as depression, anxiety, or stress. However, the mental health issues among unemployed graduates has not been explored in Bangladesh yet. Aims: This study aimed to assess for the first time the prevalence and associated risk factors of depression, anxiety, and stress among Bangladesh Civil Service (BCS) job seekers. Three hundred four graduates residing in Rajshahi, Bangladesh, who were preparing to attend the 40th BCS examination, the most sought-after employment opportunity in the country, were surveyed. Methods: Measures included socio-demographics, field of study, and career-related variables, and the Bangla Depression Anxiety Stress Scale (DASS-21). Chi-square test, Fisher exact test, and binary logistic regression with “depression,” “anxiety,” and “stress” as the dependent variables were carried out to identify the factors associated with these. Results: Overall, the prevalence of moderate to extremely severe depression, anxiety, and stress was 49.3%, 53.6%, and 28.3%, respectively, with no detectable differences between genders. Insecurity related to a BCS job (OR = 0.41; CI = 0.26–0.65, p < 0.001; ref: job insecurity), family and social pressure to obtain a BCS job (OR = 4.58; CI = 1.67–12.56, p < 0.001), and stress (OR = 8.33; CI = 4.47–15.51, p < 0.001) emerged as independent predictors for depression. In addition, having part-time job was associated with anxiety (OR = 2.38; CI = 1.34–4.23, p = 0.003), and security in a BCS job and serving the nation through this job were negatively associated with stress (OR = 0.59; CI = 0.35–0.98, p = 0.042 vs. OR = 0.59; CI = 0.36–1.00, p = 0.05). Conclusion: The relatively high rates of depression, anxiety, and stress among graduate job seekers should prompt implementation of market force initiatives that incorporate interventions related to the major risk factors uncovered herein.

The Role of E- Recruitment in Attracting Potential CandidatesEvidence from Fresh Graduate Job Seekers

The study aims to investigate the effectiveness of an online recruitment system and its impact on organizational attraction among fresh graduate job seekers. A sample comprised of 302 fresh graduate job seekers from well-known HEC recognized business schools in the Lahore region is selected using Stratified Random Sampling. Since the data is not normal, the Kruskill Wall is test of mean differences is applied to compare the effectiveness of e-recruitment with traditional methods of recruitment. Furthermore, the Macro process tool of Regression analysis is used to examine the matter of cost-effectiveness, easy to use and website quality. Findings of regression results confirm that e-recruitment has a positive influence on organizational attraction and cost-effectiveness and easy to use mediate the relationship between e-recruitment and organizational attraction. However, the positive relation between e-recruitment and organizational attraction depends on the quality of the recruitment website which depicts that Sitequal (Website Quality) moderates the relationship between e-recruitment and organization attraction. Thus, this study offers valuable findings for managers that aim to adopt E-recruitment systems in their hiring process.

The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers

The purpose of this study is to investigate the effectiveness of an online recruitment system and its impact on organizational attraction towards fresh graduate job seekers. A sample, comprised of 302 fresh graduate job seekers from the HEC recognized well known business schools in the Lahore region, selected by Stratified Random Sampling through a questionnaire. Since the data was not normal, the Kruskill Wallis test of mean differences was applied. Furthermore, the Macro process tool for Regression analysis was used to investigate the matter of cost effectiveness, ease of use and site quality. It is concluded that E-Recruitment has a positive impact on organizational attraction. However, results also conclude that this positive relation between E-Recruitment and organizational attraction depends on the quality of the recruitment website. So, this study provides useful information for organizations seeking to adopt an E-Recruitment system to attract potential job seekers while concentrating on the quality of the websites.&#x0D; KEYWORDS: Recruitment, E-Recruitment, Cost Effectiveness, Easy to Use, Site quality, Organizational Attraction.

Exploring the Association of Cyber Recruitment with Organizational Attraction and Moderating Role of Job- Type

The aim of this study was to explore the effectiveness of Cyber Recruitment and its impact on organizational attraction. This study additionally plans to examine whether Time saving mediates and Job-Type moderates the relationship between cyber recruitment and organizational attraction. A sample consist of 382 respondents (fresh graduate job seekers and white &amp; blue collar job seekers) was selected by utilizing Stratified Random Sampling. Data was collected through structured questionnaire which was developed by following five point likert scale. Data was analyzed by using macro process tool for Regression analysis through SPSS. It was concluded that E- Recruitment has positive impact on organizational attraction. Furthermore, results also conclude that time saving mediates and Job- Type moderates the relationship between cyber recruitment and organizational attraction. It pertains that the relationship between cyber recruitment and organizational attraction varies among different job categories. So, this study provides useful information for organizations to adopt cyber recruitment system to attract potential job seekers.Key Words: Recruitment, Cyber Recruitment, Time saving, Job- Type, Organizational Attraction.

Des consignes de rédaction à l’élaboration du curriculum vitae : quels résultats pour l’insertion des diplômés du supérieur ?

Inspired by a general question about the level of competence of graduate job seekers in Cameroon, our research focuses on the consistency of their curriculum vitae (CV) content (n=50). The goal is to assess the efficiency of the CV elaborated from criteria suggested by the writing guidelines available for job seekers, especially their ability to get a job interview. Our results show some inconsistency in the CV, represented by the difficulties in formulating skills, and the lack of professional objective (desired job profile). These difficulties suggest a problematic of self-evaluation for these job seekers. The practical implications and research perspectives of this study are discussed.

Seeking out talent on social media

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – A three-step guide is offered to help prospective employers attract graduate job seekers by means of social media, particularly Facebook. Social media recruiting can pay off in several ways: First, employers have the advantage of speed. Second, they have broad and frequent access to college students. Employers will also reduce their overall college recruiting costs and, finally, employers can enhance their overall employment branding through the use of Facebook. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

‘Who will employ them? ’Questions as engagement strategies in Nigerian job portals online

This study investigates the use of questions for engagement by writers in discussions in online job portals. Based on a mini corpus of 40 postings together with their comments consisting of 139,104 words extracted from Naijahotjobs and Nairaland job portal discussions, the study addresses the functional use of questions in the presentation of writer's stance, the possible variation of questions with the topics being discussed, the rhetorical functions of questions and the use of question clusters in discussions. The analysis shows that two major kinds of questions were frequently used for engagement – wh- and yes-no questions. This represents two levels of complexity in interrogation – open-ended and closed-ended levels. It also reveals that the two most prominent groups in the discussions (motivational writers and graduate job seekers) used questions differently for engagement purposes. Motivational writers who typically assumed the position of experts used questions to engage the cognition of readers and sometimes to threaten their face, while graduate job seekers tended to ask information-seeking and confirmation questions based on issues agitating their minds about their unemployment situation. In addition, graduate job seekers asked what I refer to as ‘protest questions’, which focus on social issues connected with unemployment. This study therefore shows that beyond networking and getting relevant information about how to secure employment and advance in a career, job portals have provided a space for interrogating, confronting and guiding job seekers on the social problem of unemployment in Nigeria.Key words: questions, engagement strategy, job portal, Nigeria, unemployment

A study on the characteristics of college graduate job seekers who strongly believe unfounded tips on the successful job interview

Based on the perspective of Spence(1973)'s signaling theory, this study aimed to find out the unfounded tips on the successful job interview which were pervasive among college graduate job seekers, and to investigate the job seekers' characteristics which make them to strongly believe the unfounded tips. Using data from 120 college graduate job seekers and 77 managers who had experience of selection interview, this study could draw a lot of unfounded job interview tips which showed substantial difference of the perceived effectiveness of interview tips between job seekers and managers. After finding out the unfounded interview tips, this study also investigated the characteristics of job seekers who strongly believe them. The results showed that the degree of believing the unfounded job interview tips was positively related to the strength of formal job search behavior and the job seeking related stress, and negatively to having clear career planning.

A Study on the Characteristics of College Graduate Job Seekers Who Strongly Believe Unfounded Tips on the Successful Job Interview

Based on the perspective of Spence(1973)'s signaling theory, this study aimed to find out the unfounded tips on the successful job interview which were pervasive among college graduate job seekers, and to investigate the job seekers' characteristics which make them to strongly believe the unfounded tips. Using data from 120 college graduate job seekers and 77 managers who had experience of selection interview, this study could draw a lot of unfounded job interview tips which showed substantial difference of the perceived effectiveness of interview tips between job seekers and managers. After finding out the unfounded interview tips, this study also investigated the characteristics of job seekers who strongly believe them. The results showed that the degree of believing the unfounded job interview tips was positively related to the strength of formal job search behavior and the job seeking related stress, and negatively to having clear career planning.

The Job Search Experiences of HRM Graduates

Following the global economic crisis of 2008 which ushered in a period of high unemployment, the job search plight of university graduates has received much attention both in the scholarly community and the popular press. Despite the increased attention given to job search as an area of scholarly interest, there is a paucity of in-depth longitudinal qualitative studies examining the experiences of graduate jobseekers as they unfold over time. Through the analysis of interview data from 29 Human Resource Management (HRM) graduates we explored how their search experiences evolved over a three-month period. The unique contribution of this study is that it represents a move toward a more robust understanding of the job search experience. It also adds paradigmatic diversity to our understanding of graduates’ job search experiences by using a qualitative methodology. In addition, by allowing interviewees to talk about their experiences ‘in their own words’, it provides, what Denzin (2001) calls “thick descripti...

Recruitment and Selection Practices in Small and Medium Enterprises: Perspectives from Ghana

Effective recruitment and selection practices are key factors to the entry point of human resources in any organization and they also tend to determine the success and sustainability of SMEs. This present study sought to identify the skills and competences required of graduates by SMEs, and the graduates selection and recruitment practices of SMEs. A questionnaire survey was chosen as the most appropriate design for this investigation, with purposive sampling being used to select respondents ranged from company top management. The data was analysed using SPSS. The results suggest that a majority of SMEs do recruit graduates but do not retain them beyond three years. Respondents identified information technology as the most important skill they require of graduates; followed by numerical skills, written communication skills, oral communication skills, confidence and self discipline. The findings will enhance a realistic recruitment and selection interface between graduate jobseekers and SME recruiters in Ghana.