What is Employability?

In order to answer the question, “What is employability?” we will first have to determine the definition of employability. According to the Cambridge dictionary, employability is “the skill and ability that allows you to be employed”. Since this definition is rather vague and unsatisfying, we will look at a more in-depth definition.

a research brief of J. Hillage and E. Pollard stated that: “employability is about having the capability to gain initial employment, maintain employment and obtain new employment if required". Furthermore, they divide employability into components such as “assets”, which are then divided into “baseline assets”, “intermediate assets” and “high level assets". Baseline assets are basic skills and attributes of an individual, for example industriousness which would be a beneficial attribute in all working fields. Intermediate assets, are occupational specific skills that benefit the individual in its specific work field. High level assets are skills that benefit the organisational performance of the individual, for example team management skills, self-management skills and maybe even non-occupational skills.

Another aspect mentioned in regard to employability is the aspect of “deployment” which is subdivided into “career management skills”, “Job search skills” and “strategic approach”. Career management skills are skills such as self-awareness and decision-making skills. One should be aware of certain skills and abilities one has and furthermore know which interests coincide with abilities and use this knowledge to find a suitable work place. Job search skills are skills that help one find suitable jobs, for example the knowledge of where to search for certain jobs and the access to certain alumni or networks that help one in finding a job. The strategic approach is in regard to one’s capability or willingness to adapt to certain market conditions or developments, for example the willingness to be mobile in terms of work (Hillage & Pollard., 1998, p.3).

In addition, the ability to present these abilities and skills in an accessible way to the market is also beneficial factor for employability. If one’s CV is presented in a well manner or one has multiple references or a decent ability to present himself during interviews, this can also be beneficial for employability. Finally, the realization of these employability assets depend on the individual’s personal circumstances and external factors. Personal circumstances being household status that may bind one locally and therefore make him “immobile” or certain disabilities that prevent someone from working in a certain area of work and external factors such as job demand or labor market regulations (Hillage & Pollard., 1998., p.3). This definition of employability covers multiple aspects of one’s abilities and skills that are beneficial for employability. However, we should keep in mind that different areas of work demand different types of skills and abilities, although it is safe to say that there are certain abilities that are beneficial in all areas of work, such as industriousness.

All in all, one can say that employability is not just a term with a fixed definition, but that employability depends on multiple factors such as the desired sector one wants to work in, or the current demand of specific skills that specific sector is asking for. Furthermore, one must add that employability does not directly transfer into employment. One may inherit all the necessary skills for a certain sector and therefore may classify as employable in that specific sector, but the demand of the employer may still not be met by the individual, causing him to not receive the job despite his sufficient set of skills and abilities. However, it is safe to say that it is possible for the individual to find out about specific demands and preferred skills and abilities a certain sector may demand, and prepare these set of skills sufficiently.