Graduate Employability Skills - PDF

Running head: GRADUATE EMPLOYABILITY
Graduate Employability
Name of the Student
Name of the University
Author Note

1GRADUATE EMPLOYABILITY
Introduction:
Employability skills encompass a range of personal and professional aptitude and
abilities that can help an individual to acquire and hold professional engagement and
employment. Through the development of these skills, individuals can become employable
and can acquire jobs. Some of the key skills needed to increase employability includes
effective communication skills, ability to work in teams (teamwork), problem solving skills,
imitativeness, planning skills, self management skills and usage of technology (Valero et al.,
2018; Jackson, 2014). These skills are considered to be transferable from person to person, as
the individuals can acquire these skills to improve their employability, and some authors have
termed these skills as ‘soft skills’ and ‘career building blocks’ that helps individuals to
develop their career (Benson et al., 2014; Collet et al., 2015).
The aim of this essay is to reflect upon my employability skills outlined by my Myer-
Briggs Type Indicator which indicates how individuals think and interact with the world.
Reflection on the recruitment process is compared with my MBTI type to understand the
skills that I am strong in and the skills I need to develop in order to improve my
employability.
Discussion:
Recruitment process in my discipline area:
For management jobs, the recruitment processes occurs through a number of steps
which helps the recruiter to select the correct candidate with the right sets of skills and
attitudes who would be able to take responsibility of the specific key responsibility areas in
order to fulfill the necessary job requirements (Ahmed, 2015). The process starts with the
development of the criterion for the job which helps to determine the strategies for testing

2GRADUATE EMPLOYABILITY
and interviewing the candidates for the interview and develop an interview plan. The next
step in the recruitment process is the review of applications and resumes submitted by the
potential candidates during whom the applications and resumes are reviewed based on the job
criteria that have been outlined before (Rogoff, 2014). Once the appropriate and relevant
profiles (applications and resumes) have been selected, the candidates are called for an
interview. At this stage the type of interview that needs to be conducted (face to face or
telephonic) needs to be communicated, and the interview questions needs to be identified.
After the interview has been conducted, tests can be administered based on the job criteria
and skill development requirements. At this stage, several tests can be conducted, such as
personality test and cognitive test which can be written by the candidates. Other tests that can
also be done include drug tests and review of work samples (Holm & Haahr, 2018). These
tests helps the assessor to understand whether the candidate has the right cognitive skills,
personality and aptitude to hold on to the employment and also if the candidate has any drug
dependencies. Personality of the individual is assessed using the Myers Briggs Type
Indicators that helps to understand the though process of the individual and thus how the
individual can interact with his/her environment and world (Furnham, 2017). I believe that
these tests can help the recruiters to understand the employability of the individuals, and thus
help them to select the correct candidate for the job.
Critique of my MBTI type:
After performing the Myers Briggs personality test, my MBTI type was indicated as
ISFJ. This type is an abbreviation for four key characteristics: Introversion, Sensing, Feelings
and Judging. The four types show the strengths and weaknesses across these four aspects, and
thus help to understand my personality type (Ware, 2018). Discussed below is my reflection
on my MBTI type: