LPU–Laguna Journal of International Tourism and Hospitality Management

Vol. 3, No. 1 September 2015

FACTORS ASSOCIATED TO FRESH GRADUATES’

EMPLOYABILITY IN THE HOSPITALITY INDUSTRY

Caiyod, Kharen D.; Escamillas, Brenn Carlo B.;

Guarina Kristine Loise C.; and Gesmundo, Jarvin Jake G.

Abstract
About half a million students will graduate from more than 2,000 colleges and
universities in the Philippines. That would have been a source of joy for many
people, except that based on statistics, only about 30 to 40 percent of them
would find any kind of employment, and only about 5 to 10 percent would be
employed in jobs that match their course, while close to 60 percent would
join the growing ranks of the unemployed, (Abelgas, 2013).The study aimed
to determine the factors associated to fresh graduates’ employability in the
hospitality industry, more specifically, to assess the factors being considered
by the Human Resource managers, Human Resource specialists, and
recruitment staff with regard to applicants’ profile, soft competencies, work
experience, physical appearance, and the level of education attained. This
study used descriptive method and self-made questionnaire to answer the
objectives. It involved 33 respondents from the total population of Palaestra
Consortio’s tied up Human Resource professionals. The study concluded
that the factors associated to fresh graduates’ employability are the physical
appearance, soft competencies, work experience, and level of education
attained in order to secure the positions in hospitality industry. The research
recommends that the fresh graduates must give focus to their physical
appearance specifically the hygiene and grooming and to their soft
competencies, namely: leadership program, social awareness program, and
communication skills. Fresh graduates and the incoming graduates should
also invest to the industry-related internships to further give them the
advantage to get the positions.

Keywords: human resource perceptions; fresh graduates’ employability;

associated factors

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INTRODUCTION

Entering labor market is a major change and breakthrough in

graduates′ professional as well as personal lives. Trespassing from the field
of education into work environment is not only a simple shift to the real
sector, it brings about also the integration into companies′ culture, utilization
of individual′ potentials, career development, new social networks, and
independence. These events are milestones in young people′s life-cycles
(Rok, 2013).

Why fresh graduates get rejected? How do Human Resource

Professionals hire an employee? Fresh graduates want to know the answers
to these questions. Once they have the answers, much better chances of
getting employed that could result to pride to their educations, achievements,
and sacrifices and could elevate their confidence in work and in life. That is
what the study of factors associated to fresh graduates’ employability in the
hospitality industry is all about.

At the end of the study, the researchers have identified the factors
that significantly affect the fresh graduates’ employability. Fresh graduates
can also have better knowledge to prepare themselves and to give the
human resource professionals or recruitment officer what they need and
what they want to see. This study will also help the CITHM department to
enhance their program and develop the learning, skills and values that most
employers are looking for today.

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Review of Literature and Studies

Factors Affecting Fresh Graduates’ Employability

With the growing number of aspiring applicants, fresh graduates

today are undoubtedly facing severe competitions and obstacles to get a new
job. To secure a job after being graduated, the following are the factors to be
considered:

First is the demographic profile of the applicants. Age and gender

play a vital role and give big impacts to the employability status of fresh
graduates, as some of the graduates are underage for labor while some are
facing gender discrimination in the workplace.

According to DOLE (2010), the minimum age of employment is 18

years for hazardous jobs, and 15 years for non-hazardous jobs. But a child
below 15 maybe employed by parents or guardians in a non-hazardous job if
the employment does not interfere with the child's schooling.

The second factor is physical appearance. According to Kokemuller

(2010), hiring managers form first impressions about them in a matter of
seconds. Their dress, grooming, facial expression, the way they enter the
room and their handshake that contribute to this impression. In addition to
this, he also stated that appearance should support the overall impression as
a capable and competent professional.

Physical appearance can also affect one’s job prospects, promotion

opportunities, and relative income. The effects of the beauty bias start
working even before the employee does: the rise of the video or photo
résumé gives recruiters a perception that’s worth a thousand resume words;
and is a subconscious filter that can make or break a candidate’s chances.

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Physical and social attractiveness deliver substantial benefits in all social

interaction, making a person more persuasive, able to secure the co-
operation of colleagues, attract customers and sell products.” (Miller, 2011)

The third factor is soft competency. As stated by Prising (2011) the

main problem for college graduates is not that they do not have skills, it is
that they do not have enough skills. “Being a college graduate doesn’t mean
you’re work-ready,” he says. He also noted that the solution is a better
education system that informs students early about the jobs the workforce
really needs. And flexible companies that are more willing to hire graduates
with basic skills and then train them to fit the company’s needs before putting
them on the job.

Based on a research conducted by Fay and Frese (2013), initiative

has become increasingly important in today's workplace. Organizations want
employees who can think on their feet and take action without waiting for
someone to tell them what to do. After all, this type of flexibility and courage
is what pushes teams and organizations to innovate, and to overcome
competition.

The fourth factor is working experience. According to Hotel Business

Magazine (2013), for those entering the industry, internships can prove
essential in opening up opportunities. Employers often demonstrate a
preference towards those who have real life experience over those who do
not have. They are keen on recruiting people already operational, as this also
fast tracks the training process.

In a study conducted by Weligamage (2009), he concluded that

practical experience, not only the skills, is one thing that emphasizes the
importance of education for employability in the current changing business
environment. Students need to develop employability skills in addition to the

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Vol. 3, No. 1 September 2015

acquisition of subject-specific knowledge in order to enhance competitive

advantage for graduate employment.

The fifth is education. In a recent study of Macatangay (2013),

school-related factors, particularly curriculum and instruction, and work
related values such as love of God, honesty, love for truth and obedience to
the superior contribute much to employment.

Education can hold a key role not only finding a job, but also landing
one that offers both financial and intrinsic rewards. The level of education
can affect both the breadth and depth of jobs available to you. You typically
can apply for a broader range of jobs with more education, and the jobs you
can get are usually yield greater pay and chances for upward mobility as
stated by Kokemuller (2010).

Conceptual Framework

Profile of the respondents Factors Affecting the

Employability of Fresh
• Gender Graduates:
• Age
• Period of time as an • Physical
HR appearance
• Fresh graduates’
profile
• Soft competencies
• Work experience
• Education

Figure 1: Factors Associated to Fresh Graduates’ Employability

The researchers identified the factors that affect the fresh graduates’
employability: these are the physical appearance, fresh graduates’ profile,
soft competencies, work experience and education. These factors are

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influenced by the profile of the respondents. At the end of the study, the
researchers verified the factors associated with fresh graduates’
employability in the hospitality industry.

Fresh graduates’ profile plays a vital role as some of the industries

are looking by age and gender.

Physical appearance comprises height, weight, and skin complexion,

good set of teeth, grooming and hygiene.

Soft competencies are necessary to adapt in this fast phasing

industry on which the candidate must have competitive skills.

Working experience is a factor that creates a big impact in molding a

candidate showing preparedness and the level of their ability.

The significance of education factors in accepting fresh graduates is

particularly pertinent as it gives the graduates the advantage to do more
among the other candidates if they are bachelor’s degree graduate,
vocational courses graduate, received industry-related awards and
recognition and showing pride to their grades.

Objectives of the Study

In general, this study aims to find out the factors associated to fresh
graduates’ employability. Specifically, it aims to describe the demographic
profile of the respondents. Next is to assess the factors that affect the
employment of fresh graduates in the hospitality industry based on: profile of
the applicants, physical appearance, soft competencies, working experience
and education. Last is to determine the significant relationship between the
demographic profile of the respondents and the factors affecting
employability.

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METHODS

Research Design

This study used the descriptive survey method to find out factors
associated to fresh graduates’ employability in hospitality industry.

Respondents of the Study

Out of the 100 partner companies of Palaestra Consortio, the

researchers chose 11 partner-hotel companies of the Hospitality Industry as
their respondents, specifically their Human Resource managers, Human
Resource specialists and recruitment staff. Using convenience sampling
method, 33 respondents were surveyed; respondents came from the field of
hospitality industry as for the benefit of the College of International Tourism
and Hospitality Management.

Data Gathering Tool

The researchers formulated a survey questionnaire as a main tool for

gathering data. The questionnaire consists of two (2) parts. The first part was
about the demographic profile of the respondents. The second part was
about determining the factors that affect the employment of fresh graduates
in the hospitality industry.

Data Gathering Procedure

In order to arrive at this research, the researchers gathered data in

the Palaestra Consortio’s office, library and on the internet and chose the
most important information to put in the research. The data for this research
were collected using a survey questionnaire. To gather the information
needed for this study, the researchers distributed the survey questionnaire

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Vol. 3, No.1 September 2015

personally and through electronic mail, for these were the most convenient
ways to reach the respondents. Data were then gathered and analyzed
through the help of statistical data and the research statistician.

Data Analysis

The statistical techniques were used to further understand the data

of the study include: frequency, percentage, weighted mean and chi-square.
The data gathered were tabulated systematically by the researchers and
obtained accurate results. All the data were based from the respondents’
feedback from the questionnaire.

Statistical Treatment

The results of the survey were treated using the following statistical
treatment:

To interpret the demographic profile of the respondents, the

researchers used frequency and percentage. To determine the factors that
affect the employment of fresh graduates in the hospitality industry, the
researchers used weighted mean. To determine the significant relationship
between the demographic profile of the respondents and the factors affecting
employability, the researchers used chi-square.

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RESULTS AND DISCUSSIONS

Demographic Profile of the Respondents

Table 1. Frequency Distribution of Respondents

According to their Gender

Gender Frequency Percent

Male 5 15
Female 28 85
Total 33 100

There were a total of thirty-three (33) respondents. It can be seen

that eighty-five percent (85%) of the respondents were female and fifteen
percent (15%) of the respondents comprised by male. It was found out that
female covered the biggest part of the total population.

Table 2. Frequency Distribution of Respondents

According to their Age

Age Frequency Percent

19-24 years old 12 36
25-30 years old 14 43
31-36 years old 6 18
37-42 years old 1 3
43-58 years old 0 0
58 and up 0 0
Total 33 100

Table 2 shows that forty-three percent (43%) of the total population

were ages twenty-five to thirty (25-30) years old which ranked the highest.
Ages thirty-seven to forty-two (37-42) years old ranked the least.

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Table 3. Frequency Distribution of Respondents

According to their time Period as a Human Resource Staff

Time Period as an HR Frequency Percent

1-4 years 30 91
5-8 years 2 6
9-12 years 1 3
13-16 years 0 0
17-20 years 0 0
Total 33 100

Table 3 shows that ninety-one percent (91%) of the total population

were working one to four (1-4) years as Human Resource staff. Three
percent (3%) of the total population were working nine to twelve (9-12) years
as Human Resource staff.

Factors Affecting Fresh Graduates Employability

Table 4. Factors Affecting Fresh Graduates’ Employability

in Terms of their Profile

Weighted Verbal
Items
mean Interpretation
1. Age is an important factor in hiring Strongly
1.18
fresh graduates. Disagree
Strongly
2. Gender affects employability. 1.09
Disagree
3. Religion impacts fresh graduates’ Strongly
1.03
employability. Disagree
Strongly
Composite mean 1.1
Disagree

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

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As seen from the obtained data, all were assessed as Strongly

Disagree in terms of the profile of the fresh graduates with the total value of
1.1. Religion’s impact on fresh graduates’ employability ranked the least with
the mean value of 1.03. In terms of age as an important factor in hiring fresh
graduates ranked on top with a value of 1. 18.

According to a new report by the SHRM Foundation and the

Economist Intelligence Unit entitled Shaping the Future of HR, there are a
number of emerging and consolidating demographic trends that are likely to
transform the profile of the average worker over the next 20 years.

Table 5. Factors Affecting Fresh Graduates’ Employability

in Terms of Physical Appearance

Weighted Verbal
Items
mean Interpretation
1. Good grooming plays an important Strongly
4.00
role in employment. Agree
2. Good hygiene is a significant factor in Strongly
3.91
employment. Agree
3. Fresh graduates with a good set of
3.12 Agree
teeth are preferred.
4. Height is an advantage for fresh
2.06 Disagree
graduates.
5. We prefer applicants with good
1.97 Disagree
complexion.
6. Weight affects our preference in Strongly
1.27
hiring. Disagree
Composite mean 2.72 Agree

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

Table 5 presents the factors of fresh graduates’ employability in

terms of physical appearance. It was found out that the overall assessment
was 2.72 and rated Agree.

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Good grooming plays an important role in employment ranked the

highest with a mean value of 4.00 rated as strongly agree. In the Philippines,
an uptrend of enrollment in personality development schools has been
observed, signifying an increase in awareness of the advantages of having
good grooming and pleasant behavior. Filipinos are starting to build up on
their looks by taking care of themselves with proper hygiene and to also build
on their personality, apart from their resumes, in an effort to get noticed by
employers (Geneta, 2014).

Table 6. Factors Affecting Fresh Graduates’ Employability

in Terms of Soft Competencies

Weighted Verbal
Items
mean Interpretation
1. Initiative to do work 4.00 Strongly Agree
2. Effective communication skills 4.00 Strongly Agee
3. Positive attitude to the work 3.97 Strongly Agree
4. Accurate listening skills 3.94 Strongly Agree
5. Leadership skills 3.91 Strongly Agree
6. Attention to details 3.82 Strongly Agree
7. Critical thinking which involves
3.82 Strongly Agree
planning and organizing
8. Ability to handle conflicts very well 3.79 Strongly Agree
Strongly
Composite mean 3.91
Agree

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

Table 6 presents the factors of fresh graduates’ employability in

terms of soft competencies. It can be gleaned from the table that the overall
assessment was 3. 91 and rated as Strongly Agree. As stated in the study
conducted by Lowden, et al. (2011), employers expect graduates to be

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disciplined and have technical competences from their degree. There are
characteristics, skills, attributes and knowledge that are valued by employers.

Initiative to do work and effective communication skills were the most

observable with the mean value of 4.00 and rated as Strongly Agree. Based
on a research conducted by Fay and Frese (2013), initiative has become
increasingly important in today's workplace. Organizations want employees
who can think on their feet and take action without waiting for someone to tell
them what to do. After all, this type of flexibility and courage is what pushes
teams and organizations to innovate, and to overcome competition. It can be
seen from Table 6 that the ability to handle conflicts very well ranked the
least and rated as Strongly Agree.

Table 7. Factors Affecting Fresh Graduates’ Employability

in Terms of Work Experience

Weighted Verbal
Items
mean Interpretation
1. On-the job trainings in related fields 3.91 Strongly Agree
2. Workshops in related field 3.88 Strongly Agree
3 Participated in social awareness 3.88 Strongly Agree
4. Industry related seminar 3.27 Agree
Strongly
Composite mean 3.72
Agree

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

As observed by the researchers, having a work related-experience in

any hospitality industry is a big advantage to the employability of fresh
graduates as it gives them a leap to job-well-done and could easily respond
to the working environment and changes as strongly agreed by the
participants and having a composite mean of 3.72.

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According to Hotel Business Magazine (2013), for those entering the

industry, internships can prove essential in opening up opportunities.
Employers often demonstrate a preference towards those who have real life
experience over those who do not. They are keen on recruiting people
already operational, as this also fast tracks the training process.

Table 8. Factors Affecting Fresh Graduates’ Employability

in Terms of Education

Weighted Verbal
Items
mean Interpretation
1. Industry-related awards and
3.94 Strongly Agree
recognitions are important.
2. Fresh graduates’ degree of education
3.82 Strongly Agree
has an impact in their employability.
3. Fresh graduates with good grades are
2.85 Agree
preferred.
4. Institution graduated is a factor when Strongly
1.36
applying for a job. Disagree
Composite mean 2.99 Agree

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

It can be gleaned from Table 8 that factors of fresh graduates’

employability in terms of education were rated as Agree with the total mean
value of 2.99. Industry-related awards and recognitions are important was
the most visible as revealed with the mean value of 3.94 and rated as
Strongly Agreed. Being part or awarded with hospitality awards and
recognition is an additional bonus to the fresh graduates’ rate chances of
getting employed as it gives the company a view to applicants’ capability to
do more.

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Table 9. Relationship between Gender and

the Factors Affecting Fresh Graduates’ Employability

Chi-
Asymp
Variables square Interpretation
Sig
Value
Profile of the
0.184 0.668 Not Significant
Applicants
Physical
0.682 0.409 Not Significant
Appearance
Gender vs. Soft competencies 0.184 0.668 Not Significant

Work Experience 9.975 0.002 Significant

Education 0.296 0.586 Not Significant

If (Asymp. Sig) p-value is less than 0.05, then there is significant relationship
between variables. If (Asymp. Sig) p-value is greater than 0.05, then there is
no significant relationship between variables.

Table 9 presents the relationship between the demographic profile of

the respondents in terms of gender and the factors affecting fresh graduates’
employability. It was found out that there is a significant relationship between
the demographic profile of the respondents in terms of gender and the
factors affecting fresh graduates’ employability in terms of work experience
with an asymp sig of .002. It can be gleaned from the table that there is no
significant relationship between the demographic profile of the respondents
in terms of gender and the factors affecting fresh graduates’ employability in
terms of profile of the respondents, physical appearance, soft competencies
and education.

Gender differences have no significant relationship on fresh

graduates’ employability. The industry does not glean to much on the gender
of the applicants as they believed that skills and ability to withstand pressure
is more necessary. (Bardi, 2009)

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Table 10. Relationship between Age and

the Factors Affecting Fresh Graduates’ Employability

Chi-
Asymp
Variables square Interpretation
Sig
Value
Profile of the
1.805 .614 Not Significant
Applicants
Physical
1.104 .776 Not Significant
Appearance
Age
Soft competencies 1.805 .614 Not Significant
vs.
Work Experience 3.830 .280 Not Significant

Education 5.944 .114 Not Significant

If (Asymp. Sig) p-value is less than 0.05, then there is significant relationship
between variables. If (Asymp. Sig) p-value is greater than 0.05, then there is
no significant relationship between variables.

Table 10 shows the relationship between the demographic profile of

the respondents in terms of age and the factors affecting fresh graduates’
employability. The overall assessment was found out that there is no
significant relationship between the demographic profiles of the respondents
in terms of age and the factors affecting fresh graduates’ employability.

Age discrimination has been the barriers for some applicants in the
hospitality industry. While majority of the hotel firms are not after the age of
the applicant, the innate ability to comprehend tasks well and can
communicate well takes a verge over age. (Mmaw, 2012)

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Table 11. Relationship between Time Period

as a Human Resource Officer and the Factors
Affecting Fresh Graduates’ Employability

Chi-square Asymp
Variables Interpretation
Value Sig
Profile of the
.103 .950 Not Significant
Applicants
Physical
1.886 .390 Not Significant
Time Period Appearance

as an Human Soft
.103 .950 Not Significant
Resource competencies
officer vs. Work
1.056 .590 Not Significant
Experience
Education 3.171 .205 Not Significant

If (Asymp. Sig) p-value is less than 0.05, then there is significant relationship
between variables. If (Asymp. Sig) p-value is greater than 0.05, then there is
no significant relationship between variables.

As shown from table 11, there is no significant relationship between

the demographic profile of the respondents in terms of time period as a
Human Resource officer and the factors affecting fresh graduates’
employability.

Sweeping demographic changes across both the developed and

developing world will place greater pressure on both the government and
private sector to initiate and implement creative solutions to educate,
integrate and retain a rapidly changing and diverse working population.

CONCLUSION AND RECOMMENDATION

Conclusion

Most of the Human Resource officers in the hospitality industry do

not give intensive eyeing to the demographic profile of the applicants such as

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age, gender and religion as it does not affect the applicant’s capability to do
work well in the industry. In terms of physical appearance, the researchers
found out that good grooming and hygiene play an important factor as they
are the integral part of the property. Other important factors are soft
competencies indicated in this study as they give the positive impact to the
applicants and also benefit the hospitality firms. Work experience is a very
important hiring factor for the Human Resource officers as it gives them the
bird’s eye-view of the applicants’ capabilities to do a job well done. There is a
significant relationship between the respondents’ gender and the applicant’s
work experience. There is no significant relationship between the other
profile respondents and the factors affecting fresh graduate’s employability.

Recommendation

Based on the findings and conclusions of the study on the factors

associated to fresh graduates’ employability in the hospitality industry, the
researchers recommend the following:

The researchers recommend that the Lyceum of the Philippines

University-Laguna to focus on the enhancement and improvement of the
curriculum so the students can improve their professional appearance
specifically in terms of good hygiene and good grooming. The school must
do also create interactive hands-on seminars that would improve the soft
competencies through involving the students to leadership trainings and
industry-related organizations to improve and elevate the students’ self-
confidence. Students’ involvement to corporate social activities must also be
noticed.

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