Throughout my studies, I have discovered the significance of strong communication skills in securing employment, particularly in obtaining graduate positions. Communication serves as the sole means for interaction between internal and external stakeholders within any organization. Hence, the ability to effectively communicate with diverse individuals is a vital prerequisite highlighted in job advertisements. Employers typically seek candidates with exemplary communication abilities, as indicated by phrases such as “we require an individual capable of interacting with a diverse range of individuals” or “proficiency in both spoken and written English is essential”.
To effectively communicate, it is crucial to integrate important skills. One such skill is listening, as communication involves both conveying ideas and allowing others to express their thoughts (Schramm, 1954). Another skill that improves workplace communication is presentation, as clearly presenting ideas is essential. It is also important to consider the audience’s interests to avoid boredom. I have learned that written communication holds equal significance to verbal communication and body language (Roy et al., 2010). This can be seen in research work, data analysis, and computer skills which often require more written than verbal communication.
Recruiters will require more than just verbal assurances to assess your communication skills. They will seek proof, which can be provided through real-life examples. The way you structure these examples will demonstrate to employers whether you are a competent communicator or not (Roy et al., 2010). To illustrate, you can start by outlining the situation, specifying the job, detailing the action you took, and describing the result. This format is applicable for presenting experiences in the workplace, education, and personal interests.
Two social economists conducted an experiment where they submitted resumes of fictional job seekers to companies. The resumes had either black- or white-sounding names. The researchers discovered that the difference in callbacks between white and African-American applicants increased as the quality of the resumes improved (Bertrand and Mullainathan 2004:992). In comparison to white-named applicants with lower-quality resumes, such as Emily Walsh or Greg Baker, black-named applicants like Lakisha Washington or Jamal Jones received fewer callbacks. However, black-named applicants with higher-quality resumes experienced a greater increase in callbacks (Bertrand and Mullainathan 2004:992).
Employer discrimination perpetuates racism against minorities in the job market, which is a significant concern. This bias is prevalent in subtle and covert ways, with widely-held stereotypes about the inferiority of black individuals serving as a mask and justification (Darity Jr. and Mason 1998:65). For instance, Bertrand and Mullainathan argue that employers tend to assume that individuals with names like “Tyrone” or “Latoya” have disadvantaged backgrounds (2004:1007). Due to restrictions on requesting certain information, employers attempt to extract as much information as possible from the application itself. Darity Jr. and Mason suggest that there is an incentive for employers to utilize group membership as a signal for anticipating applicants.
