What Employers in the Development Sector Seek in University Graduates

Context

The employability of university graduates in Tanzania is a pressing concern. Despite the country's steady economic growth and efforts to improve the education system, a significant number of graduates struggle to secure meaningful employment. According to the Inter-University Council for East Africa (IUCEA), 61% of Tanzanian graduates lack the necessary employability skills required by employers. This situation is further exacerbated by the fact that over 50,000 students graduate annually, but only 6% are absorbed into the formal labour market, leaving a large pool of underutilized talent.

The development sector in Tanzania is a pivotal arena for employment, particularly for university graduates. It encompasses a diverse array of organizations including non-governmental organizations (NGOs), international non-governmental organizations (INGOs), United Nations agencies, development departments within embassies, and various government programs. This sector plays a critical role in the country's socioeconomic progress, providing essential services across multiple domains such as health, education, environmental sustainability, and community development. According to the National Bureau of Statistics (NBS), the non-profit sector is the second-largest employer in the country, surpassed only by the public sector. This highlights the sector's substantial role in mitigating the unemployment challenge faced by many university graduates in Tanzania.

What Employers Seek

A recent study focused on understanding the perceptions of INGO managers regarding the employability skills required for the sector sheds light on this issue. The study surveyed 150 INGO managers to uncover what specific skills and attributes employers seek when hiring university graduates. The findings provide valuable insights into the critical competencies that graduates must possess to secure and excel in positions within the development sector. This article distils the key findings and recommendations from the study, shedding light on the essential skills needed, effective recruitment practices, and strategic approaches to enhance employability.

?The study highlights 14 employability skills considered by the 150 managers as essential for graduates to possess if they are to be considered for development sector job opportunities. These skills are not only pivotal for job acquisition but are also crucial for effective performance and career progression within the sector. The importance and specific aspects of each of these skills are detailed below:

1. Organizational Skills: These are paramount, with managers ranking them as the most critical. Effective time management, task prioritization, and self-directed work are vital for graduates entering the sector. The ability to manage multiple tasks simultaneously, complete tasks efficiently, and meet deadlines is crucial. Managers expect graduates to be self-starters who can identify and focus on priority tasks without constant supervision.
2. Teamwork Skills: Given the collaborative nature of INGO projects, the ability to work well within a team is highly valued. This includes building good relationships, planning and executing group tasks, and respecting diverse perspectives. Graduates should be able to contribute effectively to team goals, communicate openly, and resolve conflicts amicably.
3. Communication Skills: Proficiency in both written and oral communication is essential. Graduates must be able to articulate ideas clearly, give and receive feedback constructively, and engage confidently in public speaking. This also includes the ability to listen actively and respond appropriately, ensuring clear and effective exchanges of information within and outside the organization.
4. Emotional Intelligence: The ability to manage one's emotions and understand others' emotions is crucial. This includes demonstrating self-control, staying calm under pressure, and effectively managing conflicts. Emotional intelligence also involves empathy, motivation, and social skills, which are essential for maintaining a positive work environment and fostering productive relationships.
5. Problem-Solving Skills: Managers emphasize the need for logical thinking, analyzing facts, and making informed decisions. Graduates should also be able to anticipate and mitigate potential risks. This involves critical thinking, creativity, and the ability to approach problems from various angles to find effective solutions.
6. English Language Proficiency and Literacy Skills: English proficiency is critical in the development sector, where communication with international stakeholders is common. Graduates must be able to write reports, proposals, and emails with correct grammar and spelling. Oral proficiency is also vital for presentations and meetings.
7. Information Communication Technology (ICT) Skills: Proficiency in basic software packages such as Word, Excel, PowerPoint, and Outlook is essential. Graduates should also be adept at conducting online research and using the internet effectively. Knowledge of more specialized software and tools can be an added advantage.
8. Leadership Skills: Even at entry-level positions, the potential for leadership is valued. This includes the ability to give direction, motivate others, and take responsibility for tasks. Graduates should demonstrate the ability to lead a team and also be effective team members when required.
9. Analytical Skills: The ability to gather and evaluate information, recognize patterns, and understand complex scenarios is crucial. Graduates should be able to apply abstract ideas to real-world situations and make decisions based on data and evidence.
10. Numeracy Skills: The ability to work with numbers, use statistical tools like Excel and SPSS, and interpret data accurately is important. This includes budgeting, accounting awareness, and the ability to present data in a meaningful way.
11. Ethics and Professional Moral Skills: Graduates must understand the importance of ethical behavior and professional responsibility. This includes analyzing ethical issues, maintaining a reputable online profile, and demonstrating a sense of responsibility towards society.
12. Entrepreneurship Skills: The ability to identify opportunities, develop projects, and initiate change is valued. Graduates should be able to think creatively, embrace new ideas, and seek support from stakeholders such as government and donors.
13. Business and Customer Awareness Skills: Understanding the employer’s business, adding value to it, and ensuring beneficiary satisfaction are key. Graduates should be aware of the drivers of business success and strive to build community loyalty.
14. Technical Skills: While non-technical skills are emphasized, having extensive knowledge of technical aspects relevant to the job is still important. This includes applying theoretical frameworks, staying updated with industry trends, and possessing practical knowledge in the field.

Recruitment Practices

The recruitment practices of INGOs in Tanzania reflect a strong preference for candidates who combine academic qualifications with practical job-related skills. Key findings from the study indicate:

1. Internal Sourcing and Internships: A significant proportion of managers (93.5%) prefer internal sourcing, which benefits volunteers and interns. This highlights the importance of internships and volunteer work as gateways to permanent positions. Interns and volunteers are already familiar with the organization’s culture and operations, making them ideal candidates for full-time positions.
2. Multiple Recruitment Channels: INGOs use various channels for recruitment, including websites, job boards, and print media. Graduates should be aware of these channels and tailor their job search strategies accordingly.
3. Degree Preferences: Managers in the development sector place a higher value on practical skills than on formal academic qualifications. This trend creates opportunities for graduates from diverse academic backgrounds, as long as they possess the requisite employability skills. Therefore, having a broad educational foundation combined with specific practical competencies can greatly enhance one's prospects in this field.
4. Challenges in Finding Qualified Employees: Despite the high number of job seekers, 78% of managers report difficulties in finding qualified candidates, underscoring the need for graduates to possess both academic and practical skills. This gap indicates that graduates often lack the specific skills and experience required for the job, even if they meet the academic qualifications.

Strategies to Enhance Employability

To bridge the gap between education and the labour market, the study recommends several strategies:

1. Compulsory Internships and Work Placements: Integrating practical training into all university courses can significantly enhance employability. Work-based learning provides students with real-world experience, making them more attractive to employers. Internships and placements should be mandatory components of the curriculum, allowing students to apply theoretical knowledge in practical settings.
2. Curriculum Review: Universities should explicitly identify and integrate employability skills into their curricula. This includes revising teaching methods and assessment practices to ensure students develop the skills valued by employers. Curricula should be designed to foster critical thinking, problem-solving, and practical application of knowledge.
3. Multi-Stakeholder Approach: Enhancing employability skills requires collaboration among universities, employers, government agencies, and students. Such a holistic approach ensures that all stakeholders contribute to preparing graduates for the labour market. Regular dialogues between universities and employers can help align academic programs with industry needs.
4. Focus on Foundational Education: Emphasizing practical skills from early education levels can lay a strong foundation for developing employability skills. This includes promoting proficiency in English and ICT skills, which are crucial for the development sector. Early exposure to these skills ensures that students build on a strong base as they progress through higher education.
5. Continuous Professional Development: Graduates should be encouraged to pursue continuous learning and professional development opportunities. This includes attending workshops, earning professional certifications, and staying updated with industry trends. Lifelong learning is essential in adapting to the evolving demands of the job market.

Conclusion

The development sector in Tanzania holds significant potential for employing university graduates, provided they possess the requisite skills. By aligning educational outcomes with market needs, promoting practical experience, and fostering a collaborative approach to skill development, stakeholders can enhance graduates' employability and address the unemployment challenge effectively.

Employers in the development sector are looking for a blend of technical knowledge and practical skills, underpinned by strong organizational, teamwork, and communication abilities. Graduates who can demonstrate these competencies are well-positioned to take advantage of the numerous opportunities available in this dynamic and impactful sector.