Graduate Employability

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

1GRADUATE EMPLOYABILITY
Introduction
Employability skills involve a range of professional skills that is needed to achieve
professional development and acquire employment in an organization. These skills are also
known as soft skills and can be transmitted from an employee to another. Development of
employability skill is therefore an important aspect for any student and needs to be
adequately focused upon (Jackson 2015). The aim of study is to reflect upon the development
of my employability skills. In this essay I have discussed the result of the Myer-Briggs Type
test which helped to understand my personality type and thus develop a strategy through
which I can further enhance my professional skills (Hamid et al. 2014).
Discussion
-Recruitment processes used
During my graduate studies I was able to learn about the process of recruitment in my
organization, which helped me understand the process by which employees with the
matching set of skills and abilities are selected from a pool of candidates for a given job role.
In this process, the requirement of the job role is first outlined which helps to determine the
type of skills that are necessary to conduct a given job role (Humburg and Van der Velden
2015). The job requirements also help the recruiters to identify strategies that can be used to
test the skills of the employees and their interview strategies. Applications of the interview
candidates are reviewed on the basis of the job requirement where the recruiter selects the
matching job profile to suit the job role. Once that is done, the candidates are called for an
interview which can be either in person or over the phone. The candidates then undergo
personality tests and cognitive tests through which the assessor can understand the cognitive
capacity and personality of the candidates and understand if they are in line with the job
requirements. Myer Briggs Test is used to test the personality of the candidates and

2GRADUATE EMPLOYABILITY
understand their competencies to work in the organization. Based on these outcomes, the
candi8dates are then selected for the job position (Shailashree and Shenoy 2016).
-Critique of your MBTI type
The Myers Briggs Test showed my personality trait as ISFJ, which implies four
significant attributes such as introversion, sensitivity, feeling and judging (Ismail et al. 2017).
These four traits have been discussed next:
Introversion (6%): This score shows that I have a slight preference to introversion
compared to extraversion. This is a fairly accurate measurement since I prefer to observe and
analyze and do not prefer to interact too much with people, unless the situation dictates it.
Sensing (6%): This score shows that I have a slight preference towards sensing over
intuition. This is also a very accurate measurement since I tend to understand different
situations through sensing it, rather than depending on my intuition, and it helps me to get a
better insight of a situation and avoid any biases.
Feelings (31%): This score shows that I significantly depend on how I feel about
particular scenarios or situations instead of thinking about it. This is fairly accurate since I
depend my feelings regarding situations to make decisions about it, instead of thinking about
it thoroughly.
Judging (12%): This score showed that I prefer judging situations over perceiving
them, which is also an accurate diagnosis, since I base my judgment on how I feel about
situations. However I also use my perceptive skills from time to time to understand a
situation.
(Ismail et al. 2017; Indradevi 2015)