RAPPORT
WWW.RECORDINGACHIEVEMENT.ORG
Issue 1 (2015)
Figure 1. The importance assigned by recruiters to different characteristics reported in the resumes
(yellow) compared to the extent to which they are found among candidates (blue) in percentage values .
Type of university degree hold
67,6
Foreign languages skills
78,1
51,6
Professional and career motivations
73,5
33,0
66,9
Software/computing skills
39,2
Willingness to accept geographical mobility
39,4
Speed university career
64,1
59,8
41,5
Soft skills
58,4
26,3
University grades attained
56,9
41,8
Knowledge sector of activity of the employer
55,6
21,4
Experiences in foreign countries
52,5
25,5
Previous work experiences
51,0
25,0
University skills/degree thesis
44,2
21,2
Postgraduate Internship
41,8
20,0
Domicile/residence of the candidate
41,2
26,4
Internship during study
39,3
20,5
University of origin
39,0
17,5
Earning a master's degree or doctorate
37,9
13,7
Appearance / way of presenting of the candidate
30,3
13,2
Pre-university studies (high-school diploma)
10,9
References
3,9
Awards / accreditation, events, publications
2,7
Gender (Male or Female)
29,1
18,7
15,9
13,6
4,4 7,6
Reputation on social network
1,2 6,4
0
20
40
60
80
firms’ high relevance giving to the CV items (more than 8)
firms’ high relevance giving to the CV items and their finding among candidates
The largest mismatches are related to
professional and career motivations, knowledge
on the employers’ sector, soft skills, experiences
in foreign countries and software/computing skills.
Universities typically do not certify this type of
information and recruiters cannot rely on selfattributed scores. The recruiters can only infer if
and how graduates have cultivated such
knowledge and skills through their academic
experiences and the information regarding extracurricular experiences and personal interests.
task requiring those skills. In his book, Autor
(2001) suggests that detailed, verifiable skill
certificates and/ or more detailed information
disclosure might be a solution towards the
provision of high bandwidth data for matching
purposes. In the ePortfolio field, there are relevant
developments related to standardization (with
respect to soft skills) and peer-reviewing systems
which could facilitate an enhanced provision of
such information by platforms such as
AlmaLaurea in the future.
The aspects prone to the largest degree of
mismatch fit the “high bandwidth data” typology
which was introduced by Autor in his book “Wiring
the Labour Market” (2001). These data are
typically hard to verify and represent quality,
motivation, and "fit". Low bandwidth data, on the
other hand, represents objectively verifiable
information (such as education, credentials, and
experience). Take the measurement of soft skills,
for example, which is not an easy task: typically,
they are measured through costly psychometric
tests, while the most reliable way to assess them
is through the actual graduates’ engagement in
Conclusions
research
and
implications
for
future
AlmaLaurea is mostly used by recruiters for preselection purposes. Recruiters are satisfied with
the platform in terms of ease of use and speed of
using the service, the reliability and relevance of
information, and relatively high quality of the
profiles.
Moderate satisfaction levels were
reported with regards to the availability of up-todate information. Furthermore, AlmaLaurea’s
service was deemed an effective tool compared to
other recruitment channels. It is a top three
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