Foreign-funded Internship Experience In The Recruitment Of College Graduates In Its Assessment Policy

Employing Policy-Capturing as methodology, this study probes into the evaluating process of judges of different profiles when they make judgment about college graduates, basing on cues from internship experience. How each internship dimension weighs on judgment process is studied, together with complexity of judges' policy, their cognitive control, and insight of the evaluating process. The study also looks at how profile difference and individual difference affect results.Altogether 108 judges, of which 32 are recruiters, 34 corporate functional managers and 42 college students, are invited to evaluate 6 items (internship experience, job knowledge, motivation, responsibility, future potential, and likelihood of hire) of each candidate based on 20 hypothetical resumes. 648 linear equations are established, presenting judges' evaluating process, from which preference of internship dimensions, evaluation complexity, cognitive control and insight of judges are interpreted. The study design is of high reliability and validity.Main results show that 1) amount, time, type, reputation, and relativity are five important dimensions of internship experience. 2) Different dimensions weigh differently when judges make evaluation on different items; none of the dimension exerts leading influence throughout the whole process. Type-based dimension, complexity, weighs most in average. 3) Evaluation is a complicated process while judgment policy is influenced by more than one dimension. 4) Judges have a relatively high cognitive control over the whole process. 5) Judges have an average level of insight into the evaluating process. 6) Three groups of judges weigh differently during parts of the process; recruiters tend to have higher policy complexity, higher cognitive control, and higher insight than student judges, while the latter surpass functional manager group in all three aspects. 7) Judges of more prior evaluating experience have different preference over some dimensions compared with judges of less prior experience, also more experienced judges tend to have more complicated policy, higher cognitive control, and more insight.Significance of this study lies on three aspects. First, its methodology makes up for the current void in related literature. Second, it is meaningful to human resource practice of modern corporation because 1) by presenting how top companies recruit college graduates and what's their preference, it sets an example for other companies, 2) it reveals the likeliness of a more accurate, more efficient, and coherent evaluating process through proper training and preparation via human resource disciplines, 3) it helps companies to provide more attractive internship programs to colleges students. Third, this study helps students and education practitioners understand that quality, rather than amount, matter most to internship experience. Thus, a more balanced school life between internship and course study can be better guided.