Conformity and Soft Skills as Determinants of Alternatively Credentialed Non-College Graduate Hireability

J. Vandivier
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Abstract

Despite targeting technical skills, vocational school graduates earn less than college graduates. This paper presents evidence that conformity selection and perceived skill gaps explain differences in hireability. Microdata from the United States reveal a perceived soft skill deficit for alternatively credentialed noncollege graduate (ACNG) labor. Conformity is also important, but the direction of effect is heterogenous by employer type. Conformity and perceived skill gaps explain about one-third of the hireability variance. Perceived soft skill gaps explain more hireability variance than widely recognized factors like the industry of occupation. Opposite conventional explanation, results suggest that conformity reduces hireability on average. Respondents tend to perceive ACNG candidates as an even mix of high and low performers. Evidence favors employer risk aversion toward labor productivity as a preferred explanation of low ACNG demand. The conclusion incorporates discussion of public misperception on vocational school costs and suggests activities to reduce unconscious bias
一致性和软技能作为非大学毕业生可选择性聘用的决定因素
尽管以技术技能为目标,但职业学校毕业生的收入低于大学毕业生。本文提出的证据表明,从众选择和感知技能差距解释了可雇用性的差异。来自美国的微数据揭示了非大学毕业生(ACNG)劳动力的软技能缺陷。从众也很重要,但影响的方向因雇主类型而异。从众和感知技能差距解释了约三分之一的可雇佣性差异。感知到的软技能差距比广泛认可的因素(如职业行业)更能解释可雇佣性差异。与传统的解释相反,研究结果表明,从众通常会降低可雇佣性。受访者倾向于认为ACNG候选人是高绩效和低绩效的混合。证据支持雇主对劳动生产率的风险厌恶作为低ACNG需求的首选解释。结论包含了公众对职业学校成本的误解的讨论,并提出了减少无意识偏见的活动
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