Hiring as Cultural Gatekeeping into Occupational Communities: Implications for College Students, Faculty, and Career Advisors. WCER Working Paper No. 2018-1

Autor/in	Hora, Matthew T.
Institution	University of Wisconsin-Madison, Wisconsin Center for Education Research (WCER)
Titel	Hiring as Cultural Gatekeeping into Occupational Communities: Implications for College Students, Faculty, and Career Advisors. WCER Working Paper No. 2018-1
Quelle	(2018), (35 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Manufacturing Industry; College Graduates; Employment Qualifications; Personnel Selection; Cultural Influences; Individual Characteristics; Personality Traits; Attitudes; Competence; Work Environment; Human Capital; Social Capital; Cultural Capital; Employees; Organizational Culture; Wisconsin + Suchen Sie Ihr Suchwort? Fertigungswirtschaft; Produzierendes Gewerbe; Hochschulabsolvent; Hochschulabsolventin; Employment qualification; Vocational qualification; Vocational qualifications; Berufliche Qualifikation; Personalauswahl; Personalentscheidung; Cultural influence; Kultureinfluss; Personality characteristic; Personality traits; Persönlichkeitsmerkmal; Individual characteristics; Attitude; Einstellung; Verhalten; Kompetenz; Arbeitsmilieu; Humankapital; Sozialkapital; Employee; Arbeitnehmer; Beschäftigter; Unternehmenskultur
Abstract	With the increasing price tag of college and rising student debt, the employability of graduates is a dominant narrative shaping postsecondary policy and practice. Yet, completion and the acquisition of a credential alone does not guarantee employment, and research on hiring reveals its subjective aspects, particularly when cultural signals of applicants are matched to those of organizations. In this qualitative study of 42 manufacturing firms, the prevalence of hiring for cultural fit is examined using thematic and social network methods to analyze the interviews that were conducted. Results indicate that 74% of employers hire for cultural fit, but, contrary to prior research, this matching process is not simply a matter of fitting applicant personalities to monolithic "organizational cultures" or interviewer preferences. Instead, employers match diverse applicant "dispositions" (e.g., personality, attitude) and "competencies" (e.g., cognitive, interpersonal, intrapersonal) to the personalities of existing staff as well as to industry-specific norms that are dominant within specific departments. The paper discusses implications of these findings for college students, faculty, and career advisors, especially in light of the potential for discriminatory practices during the job search and hiring process. (As Provided).
Anmerkungen	Wisconsin Center for Education Research. School of Education, University of Wisconsin-Madison, 1025 West Johnson Street Suite 785, Madison, WI 53706. Tel: 608-263-4200; Fax: 608-263-6448; e-mail: uw-wcer@education.wisc.edu; Web site: https://www.wcer.wisc.edu/
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01