Employability: Bridging the Skills Gap Between University Educat

Several researches world over have found a worrisome mismatch between the skills possessed by the graduates and the market needs. This situation is detrimental to both the graduates and the employers. The fresh graduates who are lucky to secure jobs find the shocking new reality world apart from what they were learning in school. Sometimes the gap is so huge that they start doubting the purpose of going through the whole education system. It’s like starting afresh. For the employers, most have struggled to find any candidate with the right skills that they require for specific roles and are forced to put the new recruits through a detailed training program before they can entrust them with the job. They feel that the graduates are half baked and lacking in employable skills. In fact some big global corporations have adopted a recruitment system that does not give much weight to degree certificates. The problem of gap in skills is more pronounced in technical courses graduates. So what’s the cause of this skills gap and how can it be remedied

The skills gaps are mostly linked to inadequate training in schools that majorly focuses on passing of the examination and ignores or puts little emphasis on market needs, employability skills needs or talent development. These employability skills encompasses both the technical and non-technical skills like professional, management, leaderships, communication and emotional intelligence skills. In the Resolutions adopted by the International Labour Conference at its 88th Session in June 2000 employability is defined broadly as a key outcome of education and training of high quality, as well as a range of other policies. It encompasses the skills, knowledge and competencies that enhance a worker’s ability to secure and retain a job, progress at work and cope with change, secure another job if she/he so wishes or has been laid off, and enter more easily into the labour market at different periods of the life cycle. Individuals are most employable when they have broad-based education and training, basic and portable high-level skills, including teamwork, problem solving, information and communications technology (ICT) and communication and language skills, learning to learn skills, and competencies to protect themselves and their colleagues against occupational hazards and diseases. This combination of skills enables them to adapt to changes in the world of work. Employability also covers multiple skills that are essential to secure and retain decent work. Entrepreneurship can contribute to creating opportunities for employment and hence to employability. This is a pointer that resolving the skills gap requires the effort of many stakeholders such as the academia, employers, policymakers, certification organizations among others. The employability gap can be tackled by the institutions of higher learning aligning their programs and curricula to the job market needs.

One of the ways these institutions can achieve this is by establishing partnerships with the various industry players to understand their needs and consequently design their programs accordingly. with the industries and understanding of their requirements. The collaborations can include well-structured industry attachments and internships, engaging sector experts in training, assessment and mentorship of the students. The universities should also get the input of the industry in curriculum development. Another area of collaboration is sharing of resources such as laboratories, equipment, seminar, personnel, training and exhibition centers. Universities can also partner with institutions offering professional certifications especially in development of learning content and course structures. This ensures that graduating students will already be having an idea of what to expect in the job world.

Use of data analytics by the institutions can also help close the gap in employability skills. Analyzing and studying present market data trends can help schools learn the market demands, emerging opportunities, unexploited potential and obsolete skills areas. These data models would be really helpful to inform the institutions of the programs that need changes and in what way. They will also offer insight on what new programs need to be introduced.

Employers also have a role in bridging the skills gap by proactively supporting colleges and universities in building future employees and leaders. This can be done by way of funding leadership and coaching programs for students. Such programs help student in developing the non-technical employability skills.

Employers also need to develop a strong internal skills development strategy for all new entry-level employees. This should go beyond the usual one week induction exercises that most organization conduct. It should be about skills development. This will ensure the new employees are ready to confidently take up their roles on day one of the actual work.

Lastly there is need for employers to review their recruitment systems. For instance, they need to review the level of experience and skills they require from entry level applicants. There is need for a balance of required technical and the non-technical aptitude skills necessary to succeed at workplace.