Graduate Success Attributes

The terminology used to refer to employability skills is plentiful. The meaning of employability depends on the individual and the context (Clarke, 2008).According to Yorke (2000), the term employability has been described in manyways, such as generic, transferable, intellectual, cognitive and interpersonal skills. Broadly defined, employability refers to an individual's capability to obtain a job, retain suitable employment, and manoeuvre within the labour market to realise his or her potential through sustainable employment (Hillage & Pollard, 1998; McLeish, 2002; Brown, Hesketh, & Williams, 2003). Clarke (2008, p. 262) defines employability as "the minimum generic skills or competencies needed by school leavers and graduates to enter the labour market." At an individual level, Clarke (2008, p. 262) defines employability as "the skills, abilities, attitudes, and behaviours, as a current state, a process of a future outcome, an individual characteristic made up of the sum of an individual's job related skills, or as a reflection of the individual's position within the labour market." Nilsson (2010) remarks, that for graduates, employability is associated with the ability to find a job and to be employed. Moreau and Leathwood (2006) refer to employability as
Employability Skills Development

skills such as understanding concepts and personal attributes that make graduates preferred and successful in their careers, along with the ability to benefit the workforce, community and economy in which they serve. Employability has different meanings depending on the context of the jobs researchers refer to. However, there are several general similarities and common criteria. Based on this literature review, the definition of employability can be summarised as "an individual's ability to find a job that is appropriate with his/her qualifications, remain relevant in the labour market, and the ability to make a transition between his/her job within the same organization or his/her ability to find a new job within the independent labour market." The literature suggests two types of employability skills: subject-specific skills and non-subject specific skills (Yorke, 2000). A subject-specific skill refers to specific skills or knowledge required to perform a specific job (i.e., doctor, lawyer, accountant, etc.), while non-subject specific skills are non-technical skills and knowledge. Cox and King (2006) contend that the concept of employability has two aspects, namely, subject skills and transferable skills. Transferable skills refer to knowledge, skills, abilities and personal characteristics that can be transferred or used within any profession and at any stage of a career, while subject skills are relevant only to a single profession. Dench (1997) extends the concept of employability skills to include personal attributes, namely, honesty, reliability and integrity. According to Clarke (2008), organisations that are able to hire employees with highly developed soft skills are able to compete more successfully than employers who focus on the retention of employees with only subject-specific skills. Hii (2007) states that a study of Fortune 500 chief executive officers (CEO) found that 75% of long-term business success depends on soft skills, and only 25% depends on technical skills. Therefore, the development and assessment of the soft skills of graduates is essential for ensuring a successful transition from the university setting to the employment market. According to Nilson (2010, p. 548), the key components of employability include "formal competence, social contacts and networks, literacy, and oral and written communication skills."