Putting employability in its place

Abstract

This paper establishes the confusion arising from the number of different meanings given to the term employability, and the axes around which they differ. It contends that broad definitions of employability that encompass all factors that affect job entry outcomes have little analytical use. In particular, it is unhelpful that they include demand-side factors within the concept. In doing so, they confuse debate about problems and solutions in the labour market. In contrast, a narrow definition is advocated, corresponding to the common usage in the phrase 'employability skills', on the grounds that this permits these factors to be set alongside the other factors that can influence job entry, such as qualifications, discrimination, personal circumstances and levels of labour demand. Empirical evidence about the use of the term in practice is used to support this argument. Recognising that the term will continue to have multiple uses, however, the author seeks greater clarity by situating employability within the wider context of labour market analysis. The author ends by suggesting that, if employability focuses on the characteristics of jobseekers from an employer's perspective, it is also useful to look at labour demand from the jobseeker's perspective.