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企業の採用活動とインターンシップとの関連に関する定量的分析 : 企業と大学へのアンケート調査結果をもとに
亀野, 淳
Permalink : http://hdl.handle.net/2115/66773
JaLCDOI : 10.14943/b.edu.128.155
KEYWORDS : インターンシップ;就職;採用;アンケート調査;Internship;Hiring Activities;Seeking Employment;Questionnaire
Abstract
インターンシップと就職・採用を関連付けることは現状ではタブー視されているが，企業，大学双方に対するアンケート調査を実施した結果，以下の点が明らかになった。①インターンシップと就職・採用は，現実はつながっているが主要な就職・採用ルートではないこと，②インターンシップ先に就職した学生の割合を推計すると，就職した大学生の１～２％程度であること，③インターンシップと就職・採用を関連付けることについては，大学，企業とも過半数が賛成をしており，その割合は企業の方がやや高いことや，その課題としてはインターンシップのプログラム内容，指針やルールの明確化などがあげられる。
While at present it is considered taboo to link internships to hiring and the securing of employment, the results of a survey of both companies and universities has made the following points clear: (i) Although in reality internships are linked to hiring and securing employment, they are not a primary route to these objectives; (ii) Estimation of the percentage of students who secured employment at employers where they had interned shows that such students accounted for roughly 1-2% of university students who secured employment; (iii) Majorities of both universities and companies supported linking internships to hiring and securing employment, with this percentage somewhat higher among companies, and issues identified in connection with doing so include the content of internship programs and the need to make related guidelines and rules clear.
While at present it is considered taboo to link internships to hiring and the securing of employment, the results of a survey of both companies and universities has made the following points clear: (i) Although in reality internships are linked to hiring and securing employment, they are not a primary route to these objectives; (ii) Estimation of the percentage of students who secured employment at employers where they had interned shows that such students accounted for roughly 1-2% of university students who secured employment; (iii) Majorities of both universities and companies supported linking internships to hiring and securing employment, with this percentage somewhat higher among companies, and issues identified in connection with doing so include the content of internship programs and the need to make related guidelines and rules clear.
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