Employers’ Perceptions of Business Graduates from Historically Black Colleges and Universities

The research problem addressed in this study was the perceived reluctance of employers to hire business graduates from historically Black colleges and universities (HBCUs). The purpose of the study was informed by Lewin’s theoretical model of organizational change, and the research questions addressed the lived experiences of 20 hiring managers to ascertain barriers to employability of the graduates. The specific research questions were aimed at gaining a clearer understanding of employers’ perceptions relative to HBCUs, and to use the knowledge gained to inform recruitment policies and hiring practices. Primary data collection involved interviews guided by Moustakas’s framework of analysis and a supplemental quantitative survey to understand the experiences and perceptions of participants. Research findings indicated that employers perceive HBCU business graduates to (a) be competent in the business skills brought to the job but need mentors to succeed in the business community; (b) be more driven to achieve, thinking that they have a disadvantage to graduates of non-HBCUs; and (c) perceive HBCUs as producing equivalent talent as non-HBCUs for all types of organizations. However, because of a perceived HBCU stigmatization, inappropriate perceptions and bias regarding HBCUs exist among employers. The results of this study could inform leaders in HBCUs and employers how to develop a dialogue to recognize any negative perceptions and to make the appropriate adjustments in HBCUs and organizations. The results of this study could challenge employers to pursue more inclusive strategies through policy implementation. Such changes would have a positive effect on recruitment policies and hiring practices. The results of this study could provide the opportunity to improve employment opportunities in the workforce for business graduates of HBCUs and help reduce inappropriate perceptions and biases held regarding HBCUs