There is more to `employability` than being qualified

What is 'employability'?

How employable you are is crucial for securing a job and it's not just about academic qualifications - it's about the core competencies that are needed for a particular role. It goes to the heart of how businesses can avoid costly recruitment mistakes and how candidates can ensure they are employable. Over the summer, hundreds of thousands of graduates and school leavers will have been hoping to join the UK's workforce - yet many young people are accused of lacking vital employability skills, such as a suitable grasp of English language, good communication skills and a "can-do attitude".What are employers looking for?

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Most employers today simply want someone who can do the job and can demonstrate they have the right core competencies, confidence and knowledge for the position as well as the potential to fit in and have a positive impact.So where does employability fit in?

Employers need to have employability skills at the front of their minds and be able to tease them out of candidates in interviews. As a guide, employers should look to the list of skills set out by the Department of Education, Science and Training in partnership with consulting groups and businesses such as the BBC and Microsoft. They identify eight areas that determine employability, inluding verbal and written communication skills, team working, commercial awareness, analytical skills, initiative and drive, time management, planning and organisation, and flexibility.How can employers find such skills?

They should be using interviews and assessments to tease out evidence of these skills. However, the onus should also be on government, schools, universities and colleges to work with young people and job seekers to equip them with the right skills to improve their employability prospects.

An accurate way of finding the right candidates is through the use of "intelligent" employee assessments. Putting candidates through an online assessment process, which tests a combination of their skills, knowledge and confidence through a series of work-based scenarios, should enable employers to spot talent and potential quickly.Can this be quantified?

We offer assessments that measure a person's skills, knowledge and confidence in a specific job role, with questions mapped against "ideal" competencies and desired behaviour. The results provide rich data for managers and a rounded picture of a candidate. They reveal not only how competent a person is but their likely attitude or behaviour, which is then a good indicator of how they might fit. The results also reveal skills and knowledge gaps so managers can see where additional training and support is needed. Does it apply to existing staff?

It is important to have on-going assessments as a person progresses in their role to ensure they still have the right skills and knowledge to carry out what might be different roles. Unwittingly, employers can place their company at risk as people move into new roles if they are not assessed.

According to a report from IDC, the industry analyst firm, one in four employees does not understand certain aspects of their role and significant knowledge gaps remain unaddressed in many organisations. Using assessments on a continuing basis means employers can identify skills gaps immediately and provide training where it's needed. Both will save companies time and money.