Why Graduates Don’t Use Their Degrees
Wednesday, May 31st, 2006Choosing the Right Career: Why Many Graduates Do Not Use Their Degrees by Arthur G. Schoeck
Ever wonder why some people get law degrees and never practice law? How about the CPA who tried it awhile before realizing she just had to try something else? There are many doctors who do not practice. Why?
Parental influence? Improper research? Not enough research and information? Erroneous assumptions? Lack of foresight? All of the above?
Though companies base 80% of their hiring decision on education (including skills and experience), 85% of turnover is due to BEHAVIORAL incompatibility. That is, the optimum behaviors for the position are too far removed from the comfortable behaviors the person prefers to exhibit. The occupational failures indicate these individuals did not realize what behaviors would have to be exhibited, or did not realize just how different those behaviors are from their own. Changing behaviors, which can only be a temporary adjustment, requires energy, causes stress, or can be very frustrating to the individual. All of this takes away from the job itself. They must first focus on change, then on those skills they learned for the job. It’s not that they cannot do it – they just don’t want to do it.
When the experts say 50% to 80% of the people are in the wrong job today, they are not talking about training or skills misplacement but about behavioral incompatibility. People have skills that can be applied to various fields in various industries. Whether education or experience is the teacher, skills mean little if they don’t like doing what it takes.
Understanding the difference between what we can do and what we want to do is of the utmost importance.
So many managers still can’t understand why the employees they know can do the work are just not getting it done. The problem is usually from one of two conditions. Either they really don’t know what behaviors the company is looking for, or if they do know, those behaviors are too far removed from the behaviors they prefer to exhibit. Though both are solvable, the latter is easier to prevent, and prevention is extremely beneficial to the bottom line.
An ounce of prevention… Today, there are several inexpensive assessments that help individuals identify their behavioral style and which positions (with Directory of Occupational Titles classifications) would generally be most compatible with that style. For the minutes it takes (30 or less) and the cost factor (usually under $100), it is inexcusable to spend years in training and education without first assessing.
(Arthur G. Schoeck, orig. pub. Competitive Edge Magazine)
Career Planning Insights Profile
Find the job that is behaviorally compatible with your natural preferences! Includes a personal behavioral style report, a description of the job and work environment that would best suit you, and a listing of O-Net jobs that are most compatible with your behavioral style (O-Net, or the Occupational Information Network, is the database used by the Department of Labor).
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When you love what you do, you have more to give.
