Employer Perceptions of Associate Degrees in Local Labor Markets: A Case Study...

“…[T]his study sought to provide a better understanding of what it means for an associate degree to have value in the labor market by examining employers’ perceptions of it compared with perceptions of the bachelor’s degree in the context of local labor markets that employ IT technicians. Through interviews with hiring managers of technicians in Detroit and Seattle, [the study] examined the qualities employers expected to find in credential holders (both associate and bachelor’s degrees), how those qualities matched with the qualities they sought in workers, and the role of the local labor market in shaping employer perceptions of credentials. As community college policymakers and practitioners promote credential completion, a better understanding of what it means for an associate degree to have value in the labor market is essential to support college completion goals” (p.2). (Abstractor: Author and Website Staff)

Full publication title: Employer Perceptions of Associate Degrees in Local Labor Markets: A Case Study of the Employment of Information Technology Technicians in Detroit and Seattle

• “Employers commonly expected both associate and bachelor’s degree holders to have technical skills and knowledge, thinking skills, communication skills, and discipline. Community colleges should consider building on these strengths in these areas and emphasize the development of these competencies, as they are fundamental, shared expectations among hiring managers” (p.24-25). • “While hiring managers believed that positive qualities were associated with the [associate] degree, they also expected some degree holders to possess negative characteristics, indicating that the associate degree sent a mixed message to employers. To counteract the negative connotations associated with the associate degree, community colleges may want to increase their outreach to potential employers of their graduates” (p.25). • “While employers in this study expected credential holders to possess several qualities important for the available positions, there were certain qualities they did not expect in credential holders. Notably, employers reported they did not expect customer service and teamwork abilities, and personal interest in technology. Colleges, regardless of the local labor market, might consider evaluating their programs to determine the extent to which these competencies, particularly in customer service and teamwork, are fostered by their curriculum. They might identify ways to increase opportunities for students to build these competencies…” (p.25). • “…[L]abor markets have a role in how employers perceive credentials. Specifically, factors such as the average educational level of local residents, the nature of the industry, and the local community college system may be associated with employers’ perceptions of credentials” (p.26). • “…[W]hat employers think of community colleges in general, based on their reputation in the local labor market, has a role in the perceptions of credentials. This finding supports the notion that the general marketing of the college within the labor market influences the perceived value of the college’s credentials” (p.26). (Abstractor: Author)

• Last Updated:
• Created:
• Resource Publication Date: 2012
• Author(s): Van Noy, Michelle; Jacobs, James
• Organizational Author(s): Community College Research Center, Teachers College, Columbia University
• Funding Source: National Science Foundation
• Resource Availability: Publicly available
• Posted by: Melissa Mack
• Posted in: Workforce System Strategies