Conducting a graduate employer survey: a Monash University experience

摘要

Purpose – The purpose of this paper is to present a framework that can be utilized in the design of graduate employer surveys carried out by tertiary institutions as a form of monitoring their graduate attributes. It further aims to identify the potential issues and challenges that may be involved in undertaking such a survey. Design/methodology/approach – The paper describes an approach to administering a graduate employer survey conducted at Monash University, Australia. The survey utilized a combination of means, involving telephone, e-mail and mail-outs. During a period of approximately four months, 2,753 companies were contacted and response was obtained from 464 of them. The survey instrument was based on 23 graduate attributes. In the course of the survey, employers were asked to rate graduate attributes in terms of importance and their satisfaction with the extent to which each of these attributes was demonstrated by Monash University graduates employed by the particular company. Open-ended feedback was also sought from the employers. Findings – Universities world-wide have increasingly incorporated the development of the so-called graduate attributes into their quality development mechanisms. One way of monitoring these graduate attributes has been through conducting graduate employer surveys. The paper presented a workable approach to collecting employer feedback, which may offer some guidance to other higher education institutions that may be considering introducing similar employer surveys. It also identified some of the issues and challenges involved in undertaking such a survey. Practical implications – The paper discusses a number of practical limitations to administering an employer survey. These include the need for: a well-sourced database of employers of the institution's graduates; established relations with industry and professional bodies; proper staffing and infrastructure; and awareness of timelines suitable for individual employers to complete such a survey. The implications for the university resulting from the limitations are that the leadership need to address these limitations in order to increase the efficiency and effectiveness of the future iterations of the graduate employer survey. The limitations may also serve as guidance to other institutions concerning aspects they need to address when planning to conduct a similar survey. Originality/value – Internationally, and certainly in Australia, there are very few higher education institutions that have well-established graduate employer surveys. The Monash University graduate employer survey outlined here may offer some guidance to tertiary institutions considering conducting similar graduate employer surveys.