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Abstract

The Outstanding Scholar Program (OSP) allows federal agencies to employ streamlined hiring processes and to offer higher starting salaries to college graduates with a grade point average of at least 3.5 or who graduate in the top 10% of their university or department. OSP data were analyzed from a data set of 47,976 OSP employees hired from 1991 through 2000. Based on job fit theory and generational theory, independent variables theorized to improve employee recruitment and retention rates were tested using chi-square tests and a logistic regression model. Independent variables found to improve these rates include occupations congruent to educational backgrounds, hiring agencies with higher proportions of white-collar professional occupations, and occupations with higher initial grade levels. Because OSP employees are age and knowledge cohorts within Generation X, agencies should also offer occupations with meaningful job content, job independence, good benefits, feedback, and opportunities for employees to learn new things.

Keywords

recruitment retention college graduates job fit Generation X

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The Effect of Person–Job Fit on the Retention of Top College Graduates in Federal Agencies

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