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Employing graduates: Selection criteria and practice in New Zealand

Published online by Cambridge University Press:  18 December 2013

Fiona Edgar ,
Virginia Cathro ,
Sean Harrison ,
Janneke Hoek ,
Katherine McKenzie ,
Ngaire Malcolm ,
Sarah Polson ,
Matthew Porteous ,
Samantha Robertson  and
Philippa Shewan
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Fiona Edgar*
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Virginia Cathro
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Sean Harrison
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Janneke Hoek
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Katherine McKenzie
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Ngaire Malcolm
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Sarah Polson
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Matthew Porteous
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Samantha Robertson
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Philippa Shewan
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Jessica Smart
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
Seamus Tyler-Baxter
Affiliation:
Department of Management, University of Otago, Dunedin, New Zealand
*
Corresponding author: fiona.edgar@otago.ac.nz
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Abstract

Entry into graduate programmes is highly competitive. Although careers advisors working within higher education do their best to prepare students for engagement with these programmes; anecdotal reports suggest many graduates remain unsure what it is these employers are seeking, and how it is assessed. Our study examines both selection criteria profiles and practices, drawing comprehensive data from 20 New Zealand firms and finds that regardless of a firm's characteristics, most seek a very similar graduate profile, with the concepts of candidate ‘well roundedness’ and ‘fit’ considered most vital. Selection practices employed are tightly connected to this graduate profile. These findings shed some much needed light for graduates on what is, but also what is not, highly sought after by employers in the recruitment and selection process. They should also be of benefit to universities by assisting them to better prepare their graduates for successful transition into the employment market.

Keywords

graduatesuniversitycompetenciesrecruitmentselection
Type
Research Article
Information
Journal of Management & Organization , Volume 19 , Issue 3 , May 2013 , pp. 338 - 351
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2013 

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