How 'Best Fit' Excludes International Graduates from Employment in Australia: A Bourdeusian Perspective

Autor/inn/en	Blackmore, Jill; Rahimi, Mark
Titel	How 'Best Fit' Excludes International Graduates from Employment in Australia: A Bourdeusian Perspective
Quelle	In: Journal of Education and Work, 32 (2019) 5, S.436-448 (13 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1363-9080
DOI	10.1080/13639080.2019.1679729
Schlagwörter	Foreign Countries; Foreign Students; College Graduates; Employment Potential; 21st Century Skills; Employer Attitudes; Recruitment; Credentials; Organizational Culture; Social Bias; Cultural Capital; Advantaged; Nurses; Engineering; Technical Occupations; Accounting; Labor Needs; Migration; Cultural Pluralism; Gender Issues; Language Proficiency; Australia + Suchen Sie Ihr Suchwort? Ausland; Hochschulabsolvent; Hochschulabsolventin; Arbeitsmarktbezogene Qualifikation; Beschäftigungsfähigkeit; Arbeitgeberinteresse; Recruiting; Rekrutierung; Studienbuch; Unternehmenskultur; Maschinenbau; Technical occupation; Technischer Beruf; Abrechnung; Buchführung; Buchhaltung; Labour needs; Arbeitskräftebedarf; Kulturpluralismus; Geschlechterfrage; Language skill; Language skills; Sprachkompetenz; Australien
Abstract	Very few organisations, even local firms, are insulated from global economic activity or the social and cultural consequences of widespread global migration programs such as international education. Nonetheless, established recruitment processes remain stubbornly local, privileging candidates who conform to the criterion of 'people like us' to produce a 'good fit' in relation to the existing workforce. In a three-year study investigating the employment outcomes of international students graduating from Australian universities in nursing, engineering and accounting, we interviewed potential employers (multinational, medium and small) regarding their recruitment practices. We found employers considered the credential indicated technical competence while the apparently objective criteria like visa eligibility and English language ability (linguistic capital) often filtered out many international student candidates. Additionally, in the context of rising credentialism, employers additionally looked for dispositions of employability or 21st century 'soft skills' considered to be transferrable from education into work. But the final form of distinction between applicants was based on whether the applicant would 'fit in' to the organisational culture and existing teams. Despite employers agreeing with management discourses extolling the benefits of workforce diversity with regard to gender, cultural and linguistic capitals, recruitment practices saw unconscious bias exercised against international graduates, thus reproducing monocultural rather than inclusive organisations. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01