Degrees No more Fetch Jobs ... KSP Does

Walk into any engineering or management college campus today, and you’ll hear students talking about their dream jobs — at Infosys, TCS, Google, HDFC, Deloitte, or a promising startup. 

But step into the shoes of recruiters, and you’ll hear a very different story: “We get thousands of resumes, but very few students are truly job-ready.”

This gap is what we call the Employability GAP . And the solution lies not just in collecting degrees, but in developing something far more holistic: KSP — Knowledge, Skills, and Personality- collectively known as Employability Skills. 

Let’s break this down.

1. K = Knowledge

Knowledge is your foundation. It’s the conceptual clarity you gain from your education — the theories, principles, and frameworks that help you understand your chosen field.

In IT/Engineering, knowledge means understanding data structures, algorithms, computer networks, or circuit design.

In Business Management, knowledge is clarity on marketing principles, or financial accounting or  organizational behavior, and strategy.

But here’s the catch — many students study to pass exams rather than to truly understand concepts. Employers, however, can quickly sense who has depth and who has surface-level memorization.

👉 Example: A software engineer who knows why a certain algorithm works will always outperform someone who just remembers the code syntax. 

Similarly, a management graduate who understands why and how  consumer behavior is shifting will be more useful than one who just recites Philip Kotler definitions.

Tip for students : Don’t chase shortcuts. Take time to build a solid base in your subject. In interviews, recruiters often ask concept-based questions precisely to test depth of knowledge.

2. S = Skills

If knowledge is the “what,” then skills are the “how.” These are the hard/technical abilities that let you apply your knowledge in real-world situations.

For an IT engineer, this means being hands-on with coding languages (Java, Python, C++), frameworks, cloud tools, or cybersecurity practices.

For a management graduate, skills could be financial modeling in Excel, digital marketing tools like Google Analytics, or data visualization with Power BI.

This is where the disconnect often happens in India. Colleges provide knowledge, but not always the practical exposure needed to develop strong skills. That’s why employers frequently say: “ We need to train freshers for 6 months before they can actually contribute.”

👉 Example:

A Pune-based IT company recently shared that they now prefer candidates who have done real-world projects on GitHub over those with just high GPAs.

Similarly, in business management, companies look for students who’ve interned in live projects — for instance, running a social media campaign, preparing financial forecasts, or managing supply chain data.

Tip for students: Grab every internship, project, or certification that gives you hands-on practice. When you show skills through evidence (like projects, case studies, or certifications), your resume stands out instantly.

3. P = Personality

This is where true employability is often decided. Personality doesn’t mean looks or charm — it’s your behavioral and attitudinal aspects that make you effective in the workplace.

It includes for example 

✅Communication skills — Can you explain your thoughts clearly?

✅Teamwork & collaboration — Can you work with people from different backgrounds?

✅Problem-solving attitude — Do you panic under pressure, or look for solutions?

✅Adaptability & learning mindset — Are you open to unlearning and relearning?

✅Professional ethics — Can your employer trust you with responsibility?

👉 Example:

In engineering, two candidates might both know Java. But the one who can explain their logic clearly in an interview and show a collaborative mindset in group discussions will get hired. ( and No English Language isn't the constraint always )

In management, a graduate might know financial ratios, but if they can’t communicate effectively with clients or negotiate with vendors, they will struggle in real business situations.

In fact, several recruiters in India openly say: “We hire for attitude, and train for skills.” This shows how much weight Personality carries in employability.

Why KSP Matters More Than College Brands

In India, we often believe that the name of the college or the reputation of a degree guarantees success. But the reality is changing fast. Employers today look beyond degrees to actual KSP.

A Tier-2 engineering student with strong coding skills and good communication can beat a Tier-1 IIT graduate who lacks practical ability.

A management graduate from a small-town college who has run live digital campaigns can outshine even an IIM student who only has theoretical knowledge.

This shift is visible everywhere: Startups, MNCs, even PSUs are asking candidates to demonstrate their capabilities — through assignments, case studies, hackathons, or internships. Degrees open doors, yes, but what keeps you inside and growing is KSP.

The Way Forward

If you’re a student, start asking yourself:

❓Do I have knowledge clarity in my field?

❓Am I building hands-on skills that employers value?

❓Am I working on my personality — communication, teamwork, adaptability, ethics?

Because in the end, it’s not about the degree you hold, or the college name on your CV. It’s about what you can do, and how you add value.

Employers don’t  want to hire degrees. They want to hire people.

And people who succeed in careers are those who build their KSP: Knowledge, Skills, and Personality.

So as you prepare for your future, remember — your real “career buddy” is not just your college, or your resume. It’s the KSP you carry within you.

Avinash Deshmukh 

Career Coach
you can whats app me at  : 9657600076 or  email at avinashdeshmukh@braisnmaart.com