Strategies used by organisations to evaluate the skills and competencies of IT graduates in Cape Town, South Africa

Abstract

The misalignment between industry and the workplace has been a topic of research and exploration for many years. This disconnect has an impact on graduate employability skills and what industry expects of graduates to possess when they enter the workplace. Employers are dissatisfied when graduates enter the workplace. Graduates are put through various company-specific tests to confirm their technical, interpersonal and culture ability for employment. However, graduates are not prepared for these tests. This study endeavoured to answer the following questions: i) What criteria are used for identifying graduates for placements in IT companies? ii) How are tests articulated to successfully employ a quality graduate? The aim of the study was to explore how organisations determine the fit (knowledge, skills, logic and problem-solving ability) of the IT graduate when applying for a position within the company. Interviews were used to collect data using semi-structured interview questions. Interviewees were non-random and conveniently selected using a snowballing method. Data were analysed, summarised, categorised and a thematic analysis was done. This research contributes to the body of knowledge by understanding how organisations determine the fit (knowledge, skills, logic and problem-solving ability) of the IT graduate when applying for a position within a company and determining what their strategies are in doing so. The findings can be used by employers and employees for future employment. The study reveals that testing is unique to a company and the requirements associated with the needs of the organisation. While testing does have clear advantages, there are disadvantages noted and various competencies that graduates do not possess when entering the workplace. The lack of competencies needs to be addressed at various stages of the graduates’ technical, behavioural and cultural grooming. Testing is being done, but graduates are intimidated by the process that has not been standardised and where little collaboration between industry and curriculum exists to groom graduates for the recruitment process, which includes testing. To maintain the integrity of CPUT, strong ethical and moral principles were adhered to. Consent was obtained, prior to data collection, in writing from the companies as well as the participants.