Final answer:
The manager felt that Corinne lacked the necessary knowledge (option a) in basic accounting practices for the job. Employers value transferable skills and rely on education and work history as signals of a candidate's abilities. Improving in areas of deficiency through relevant training can increase job readiness.
Step-by-step explanation:
The manager indicated that Corinne was lacking in knowledge, specifically in understanding basic accounting practices, which is vital for the job she applied for. Employers seek individuals with transferable skills that are applicable in various settings, and knowledge in accounting is an essential skill for numerous positions in the business field. It's important to recognize the distinction between hard skills like accounting knowledge and soft skills, such as communication or teamwork. In Corinne's case, the focus is on the specialized knowledge that is required to perform the job effectively.
Given the scenario, despite collecting information about a candidate's academic and work history, employers face a challenge similar to that in markets with imperfect information. There remains uncertainty about a candidate's abilities, which often leads to reliance on signals like degrees, awards, and references to judge skills like hard work and work ethic. As such, Jane's example highlights the importance of aligning one's experiences and skills with the job requirements; this can serve as a signal to potential employers about a candidate's readiness and suitability for a particular role.
Overall, career readiness involves a combination of knowledge, experience, personality traits, and soft skills that make a candidate the right fit for a job. To improve career readiness, candidates like Corinne may need to seek additional training or education in the areas where they are lacking to better align with employers' requirements.