Labor Market Environment Research Articles

Enhancing Graduate Employability: Inculcating Soft Skills into the Tertiary Institutions’ Curriculum

The perennial issue of graduate employability remains topical in today’s turbulent labour market environment. Most graduates bear the brunt of unemployment especially in developing countries. Most qualifications offered by higher education institutions specifically focus on technical skills. With the unremitting demands of soft skills in the corporate world, there is a widespread concern and transcending need for the redesign of the curriculum to inculcate the soft skills. In dynamic environment, the tertiary institutions are required to produce highly competent graduates to bode well and meet the relentless demands of South African economy. An avalanche of diversification, globalisation, internationalisation of workplaces has a strong bearing on skill sets employees are expected to possess in South Africa. Against this backdrop, the study sought to investigate soft skills that can be inculcated into the South African’s Tertiary Institutions curriculum to improve graduate employability. Using systematic review method, a total of 85 peer reviewed articles were considered as final studies for review to achieve the primary objective of this paper. From the content analysis, the findings revealed several soft skills. The paper also gave directions on how soft skills can be embedded into the university curricula to prepare graduates for the world of work.

Beyond graduation: understanding professional downgrading in Moroccan vocational training alumni

PurposeYoung graduates in Morocco are encountering an increasingly challenging labor market environment. Confronted with intense competition, job insecurity, and unclear career trajectories, many find themselves in low-skilled positions despite possessing relevant qualifications. This issue is particularly pronounced among vocational training graduates, who experience professional downgrading at a rate three times higher (33.6%) compared to their peers from general education (11.6%) (HCP, 2018). Our study aims to investigate professional downgrading among young vocational training graduates in Morocco, focusing on the factors contributing to this phenomenon and identifying potential solutions to address it.Design/methodology/approachOur study is based on the insertion and career path survey conducted by the Department of Professional Training with graduates of professional training programs in Morocco. For this edition, the survey was conducted in 2020, encompassing all 31,498 graduates of the 2016 professional training programs. The Heckman self-selection model is employed to analyze and explore various dimensions of downgrading. Factors such as gender, age, marital status, parental education, and the choice of vocational training field are scrutinized to understand their influence on downgrading.FindingsThe study reveals several key findings: Women exhibit a lower probability of professional downgrading compared to men. Young graduates are more vulnerable to downgrading, emphasizing the necessity for career guidance and mentorship programs to facilitate their entry into the job market. Marital status plays a role, with married individuals having a higher likelihood of downgrading. Parental education, particularly that of mothers, proves critical in preventing subjective downgrading of vocational training graduates, highlighting the need for adult literacy and education programs. The effectiveness of the National Agency for the Promotion of Employment and Competencies (ANAPEC) programs in preventing downgrading among vocational training graduates is questioned, suggesting the need for program revisions tailored to this population. The choice of vocational training field significantly impacts downgrading, with graduates of technical training programs experiencing advantages. This emphasizes the importance of diversifying training fields and aligning them with market demands.Originality/valueThis study provides valuable insights into the phenomenon of professional downgrading among young vocational training graduates in Morocco. The findings emphasize the need for targeted policy interventions. Recommendations include supporting young graduates, reassessing programs offered by the ANAPEC, and enhancing technical training to better align with the evolving demands of the labor market.

Flexicurity and employment inflows in the EU28 countries: a panel data analysis

PurposeThis paper examines the relationship between flexicurity and employment inflows in the EU28 countries over the 2007–2019 period. Flexicurity is defined as the mix of flexible contractual arrangements, social security systems, active labor market policies and lifelong learning strategies.Design/methodology/approachUsing two-way fixed effects two-stage least squares, we estimate the employment inflows as a function of an equal-weighted flexicurity composite indicator and other labor market, economic and business environment characteristics. To ensure the robustness of results, in additional specifications, we test the sensitivity of the flexicurity’s coefficient to: (1) the change of instruments; (2) the removal of different non-core variables and (3) the consideration of recessionary periods European regions. In addition, we estimate regressions with separate flexicurity components and with differently constructed flexicurity indices.FindingsIn all the estimations, increased flexicurity efforts are positively related to employment inflows. Increased flexicurity efforts benefit Eastern European countries more than the Northern and Anglo-Saxon groups. Not only a synergistic policy action that uses an equal combination of the four pillars of flexicurity has a positive impact on the employment inflow rate. Strategies that give more weight to the formation of skills seem to favor the labor market reinsertion most.Originality/valueTo our knowledge, this is the first comprehensive study in the flexicurity–employment inflows literature since it: (1) follows all the European Union countries over more than a decade; (2) brings some tentative findings on the socio-cultural moderation of flexicurity’s impact on employment inflows and (3) explores different country-level flexicurity indices.

Values as motivating factors for representatives of generation Z in the Czech Republic and Slovakia within the European context.

Generation Z is expected to officially surpass the Baby Boomers in the labor market by 2024 and to represent 30% of the global workforce by 2030. In the work environment, they are referred to oxymoronically as competitively ambivalent. Therefore, it is necessary to investigate the reasons for this behavior and to identify initiatives that would facilitate understanding between Generation Z and other generations. The aim of the present study was to find out whether Generation Z in the Czech Republic and Slovakia, which lives in conditions of deepening polarization of society and differentiated opportunities (e.g., in access to education, consumption of goods and services, work and entertainment), exhibits compatible value orientation or whether significant antagonisms exist in the value system. The study utilized the referential Schwartz's theory of values, which handles universal values dynamically. This theoretical framework was extended to include the dimension of instrumental values that were contextualized in the labor market environment. The results show that the representatives of Generation Z in the Czech Republic and Slovakia prefer collective values (Benevolence and Universalism) in the first two places. However, they subsequently lean toward two individual values (Hedonism and Self-Direction). The comparison of the results in the European context showed the same values being shared by the representatives of Generation Z with preference nuances. The comparison of Generation Z representatives with members of other generations in the European context showed consistency of sharing collective values (Benevolence and Universalism). Discussion: Intergenerational value congruence, as well as knowledge of the difference in preferred values across generations (the collectivism value of Tradition shared by Baby Boomers and Generation X, and Hedonism as an individualism value shared by Generation Y and Generation Z) can help the successful integration of Generation Z representatives in the labor market. A way toward intergenerational synergy can be the recommended strategies for managing Generation Z in the context of career paths: Flexibility of development; Gamification; Mentoring.

Brain gain and country's resilience: A dependency analysis exemplified by OECD countries

Research background: In the light of growing demand for highly skilled workers, driven by rapid changes in the labour market and business environment, the ability to attract the talented determines not only business performance, but also macroeconomic development prospects. This stimulates national governments to create positive conditions for the development and use of the human capital of migrants. One of the most important factors of brain gain can be country stability as a sign of a comfortable environment for the realisation of intellectual potential. Purpose of the article: The study aims to investigate the links between the factors of country’s resilience and brain gain, including its partial indicators. Methods: For a comprehensive assessment, migration indicators were used by categories of talented migrants: highly educated workers, foreign entrepreneurs, university students and start-up founders that we integrated into an integral index of intellectual migration. The data was collected for OECD countries for 2023. The authors used the methods of statistical and correlation-regression analysis, economic-mathematical modelling in the GRETL software environment. Findings & value added: Research has shown that the components of country’s resilience (especially Economic resilience and Supply chain) have a positive effect on brain gain. Considering the partial indicators of brain gain, it is found that resilience in the country of destination has the greatest influence on the migration decisions of highly educated workers and foreign entrepreneurs, i.e. migrants with a positive experience of economic activity and entrepreneurial capital, which, in turn, strengthens the resilience and competitiveness of countries. Such conclusions are important for the improvement of brain gain management programs in terms of the development of the environment for the attraction and retention of talents.

Unveiling employee motivating factors during economic crisis periods: A structural approach

AbstractDespite the unfavourable labour market and work environment conditions that have emerged in the last decade, this study identifies the factors that positively influence employee motivation. The study was conducted in Greece's banking sector, which was at the epicentre of the economic crisis. A new research model is proposed exploring the relationships between employee motivating factors, employee performance and organizational effectiveness. This model is empirically tested using structural equation modelling on data from 328 bank employees. The results are controversial, showing that non‐financial incentives motivate Greek bank employees most, emphasizing their need to stay in their jobs. Highly motivated workers may boost corporate effectiveness by improving employee performance. Even though this study found that non‐financial incentives motivate employees most, management should not overlook financial and job‐related reward programmes. Managers must provide financial compensation, job security, and supportive leadership to reduce employee dissatisfaction and keep employees motivated. Managers should view recognition as an essential component of motivation because it contributes to the creation of an environment that is both productive and efficient for the organization. The conclusions drawn from studying Greece's 10‐year‐long economic crisis are significant because many other countries around the world are experiencing (or may experience) a similar crisis.

ФАКТОРИ МОБІЛЬНОСТІ ПРАЦІВНИКА У СУЧАСНИХ УМОВАХ

The article examines the peculiarities of employee mobility under martial law, which consist in a fundamental change in the labor market environment due to increased imbalances in the labor market in terms of labor supply and demand, mass migration movements to the western regions of the state and abroad, and the impact of global changes in human resource management on the course of employee mobility. The article examines the trends in the development of global trends in human resources management and their impact on employee mobility, identifies peculiarities in the processes of employee mobility under the influence of destructive factors caused by the consequences of active hostilities, analyzes the impact of global trends in human resources management on employee mobility, and identifies problematic aspects in the existing processes of employee mobility. The reasons for internal employee mobility are analyzed, taking into account the impact of the COVID-19 pandemic and military escalation, namely, the increase in gender imbalances in the labor market, the reorientation of its qualification and professional component, and the introduction of the latest technologies in human resource management processes, in particular, models of generative artificial intelligence. The role of social dialogue, a human-centered approach, and macroeconomic stability in enhancing employee mobility is highlighted. The influence of corporate culture, relevant skills, and social status, in particular as a result of the mass migration of Ukrainians to save their lives, an increase in the share of women in the labor market due to the mobilization of men, new concepts of employment, and alternative ways of acquiring qualifications, is determined. The author identifies and summarizes the negative and positive factors of labor mobility that affect labor productivity and human capital development. The importance of the latest technologies and digital access for employee mobility is considered, namely the introduction of environmental, social, and governance standards, in particular the reorientation of business processes in accordance with the principles of the green economy, and the importance of proper corporate insurance and social protection is emphasized since, as never before, safety is now a key aspect of an effective working environment.

사회안전망이 혁신저항에 미치는 영향에 관한 연구

The purpose of this study is to analyze whether the social security system can alleviate the resistance of workers in existing industries in a situation where resistance is increasing as technological innovation occurs in all industries. In particular, we will focus on looking at labor market policies such as retirement income security systems such as ‘pensions’ and ‘unemployment benefits and vocational training’ that are directly related to the lives of workers in existing industries that have declined due to technological innovation and new growth industries. For the analysis, 17 major industrially advanced OECD countries were set as the analysis target, and the analysis period was set from 2000 to 2021, when globalization, digitalization, and resistance to technological innovation resulting from the Fourth Industrial Revolution began in earnest, and panel data was constructed. did. As an analysis method, in addition to the existing panel regression analysis, fuzzy set analysis was performed to complement the limitations of regression analysis. As a result of the regression analysis, it was found that passive labor market policies centered on unemployment benefits alleviated resistance. As a result of the fuzzy set combined factor analysis, it was revealed that a high level of active labor market policy is still needed, and that a passive labor market policy with a short period but strong guarantees and a flexible labor market environment are needed.

Design Thinking Driven Innovations in Organisation as a Result of the Groundswell Effect

According to the OECD, soft skills and abilities such as analytical and creative thinking, the ability to organize time and manage a stressful situation, working in teams, working with information, critical thinking, communication skills, initiative, programming and technological design, complex problem solving are currently important for employment on the labor market. The need to secure and implement new techniques and methods leading to innovation are becoming a necessity for every organization. It is Design Thinking that provides an approach towards the creation of innovations, and its use and application can be beneficial in the search for effective solutions to problems occurring across different organizations. The contribution focuses on the interpretation of the Design Thinking application in the field of innovation in the university environment as a result of the groundswell effect from the labor market and consumer environment. The interest of every organization is prosperity and offering services and products that best meet the needs of customers. If the organization does not succeed, its reputation and prosperity are at risk. It is the innovations driven by Design Thinking that make it possible to create better solutions that can repair, maintain and continuously improve the reputation of the organization. The first part of the paper focuses on the explanation of the groundswell effect and the Design Thinking concept, its process and phases from problem identification, idea generation, prototyping and testing to the final implementation of the solution, as well as its tools and techniques. The second part of the paper will focus on the concrete examples presentation of the Design Thinking usage in the field of improving university education, as the forms and methods that students use in university education are just as important as the content they acquire through their studies. The paper also presents inspiring examples of innovations in the university environment that arose as a result of design thinking workshops.

Changes in the Labor Market in the Era of the COVID-19 Pandemic: Occupations Desired by Employers in the Polish Labor Market

The contemporary business environment is very dynamic. Only two years ago, the factor that determined changes in organizations the most was the technological progress – mass digitization of processes combined with progressive automation and robotization. Currently, the situation has changed a lot. Today's economy has to cope with another crisis caused by the COVID-19 pandemic and exacerbated by Russia's military aggression against Ukraine. The pandemic caused worldwide social and economic disruption, including the deepest global recession since the Great Depression. The pandemic also brought changes to the labor market and work environment. The most visible impact of the COVID-19 pandemic on the work environment was the spread of remote work. In this article, the main subject of consideration will be the issues of occupations in the context of the COVID-19 pandemic. The main objective is to assess the overall impact of the COVID-19 pandemic on the labor market. The analysis covered 2019-2023 and was based on secondary and primary research. The unemployment rate and the Occupational Barometer were analyzed. In-depth interviews with employment agents and career advisors were conducted. The conducted analyses and research showed that the changes in the labor market caused by the COVID-19 pandemic were temporary. The most significant changes occurred during the first year of the pandemic. Today, after the cessation of the epidemic threat and the revocation of the pandemic, the situation in the labor market has returned to normal - to the pre-pandemic state. The only change in the labor market that has not returned to the pre-pandemic state is the number of people working remotely.

Do education and the labor market speak the same language?

Abstract This paper addresses the need for terminology convergence and the systematic use of up-to-date descriptors and concepts in the European higher education and labor market environments. Rapid developments in the language industry are remodelling the translation profession in particular and generating new processes, new training needs and, therefore, a new skills demand. Changing market expectations, cross-occupational mobility and multifaceted professional profiles in the translation industry claim to exploit the full potential of standard and multilingual taxonomies like ESCO – the European Classification of Skills, Competences, Qualifications and Occupations. This research draws on the European Master’s in Translation (EMT) competence framework for 2018–2024 to perform a descriptive analysis of the English and Spanish entries for the occupation of “translator” in ESCO’s latest 2020 version. Findings suggest that ESCO’s content could be aligned with the professionally oriented EMT framework to overcome shortcomings in representing translators’ identity and present the reality of the translation market, while matching its content more accurately to the most relevant skills and competences generally developed in current translator training programs.

The Effect of Professional Training, Job Market Considerations, and Work Environment on Accounting Students' Interest in Careers to be Public Accountants

Interest is one of the considerations for students in the career selection process. A person's interest can be seen from several internal and external factors. This study aimed to determine the effect of professional training, labor market considerations, and work environment on the interest of STEI Jakarta Accounting Students to become Public Accountants. The research method is a descriptive quantitative approach, measured using multiple linear regression-based methods processed with SPSS Version 26.00. The population in this study were undergraduate students majoring in Accounting STEI Jakarta class of 2018 semester eight, who had followed the Auditing 1 and Audit 2 courses. Using the Slovin formula, the number of samples was 75 respondents by determining the sample's criteria. The results showed that professional training had no significant effect on accounting students' interest in having a career as a public accountant. In comparison, the consideration of the labor market and work environment significantly affects the interest of accounting students in a career as a public accountant

PERSEPSI MAHASISWA AKUNTANSI DALAM PEMILIHAN KARIR MENJADI AKUNTAN PUBLIK : BEBERAPA FAKTOR PENENTU

This study aims to empirically examine the considerations of the labor market, social values, and work environment on the perceptions of accounting students in choosing a career to become a public accountant by using a questionnaire distributed to respondents. The population used was students of the S-1 accounting study program at Stikubank University (UNISBANK) Semarang and Dian Nuswantoro University. In selecting the sample using purposive sampling technique with predetermined criteria. To test this study, researchers used a sample of 92 consisting of 20 male and 72 female. To obtain the value that supports this study using multiple linear analysis methods assisted by applicationsSPSS. Based on the results of the analysis that has been carried out, it shows that considerations of the labor market have a positive effect on the perceptions of accounting students in choosing a career to become a public accountant, social values have a positive effect on the perceptions of accounting students in choosing a career to become a public accountant, and work environment have a positive effect on the perceptions of accounting students in choosing a career to become a public accountant

Aggregate Markup and Its Impact on Income Inequality: Country Panel Evidence

This study investigates the relationship between market power, as measured by aggregate markups, and income inequality across 34 countries between 1991 and 2016. We find that market power is positively associated with income inequality in developing countries, while the relationship between markups and income inequality in advanced economies is more nuanced and statistically insignificant. Our study reveals that a higher collective bargaining rights mitigate the impact of market power on income inequality, emphasizing the importance of robust worker protection systems for fostering a more equitable labor market environment.

The Pandemic, the Crisis of the Neoliberal Model, and the Emergence of Digital Capitalism: The New Labor Market Environment

The pandemic caused by the rapid spread of the SARS-CoV-2 coronavirus and the associated COVID-19 disease brought to light not only the foundations of Western modernity and its assumptions about economic and social development but also the huge contradictions of the prevailing globalizing model. The pandemic exposed the structural and intrinsic contradictions of neoliberal globalization. The current economic and social consequences are related to the deepening of that model and particularly to the history of the prevailing employment structures and social inequalities. The emerging scenarios are uncertain, but the acceleration of an already advanced process of digital capitalism appears in sight. This process will entail, as part of the “new normal,” new forms of precarity and social inequality. La pandemia causada por la rápida propagación del coronavirus SARS-CoV-2 y la asociada enfermedad COVID-19 puso en evidencia no sólo los fundamentos de la modernidad occidental y sus supuestos sobre el desarrollo económico y social, sino también las enormes contradicciones del modelo globalizador imperante. La pandemia expuso las contradicciones estructurales e intrínsecas de la globalización neoliberal. Las consecuencias económicas y sociales actuales están relacionadas con la profundización de dicho modelo y, en particular, con la historia de las estructuras de empleo prevalecientes y las desigualdades sociales. Los escenarios emergentes son inciertos, pero la aceleración de un proceso ya avanzado de capitalismo digital es inminente. Este proceso implicará, como parte de la “nueva normalidad”, nuevas formas de precariedad y desigualdad social.

Fine‐scale simulation of spatial population distribution by coupling GA–ABM and big data: A case study of Dongguan, China

AbstractCapturing spatial population distribution can offer useful information for urban planning to promote reasonable population distribution and allocate urban resource. Agent‐based model (ABM) based on the modeling idea of “bottom‐up” can offer the ability to simulate the complex individual behaviors that generate spatial population distribution. Previous ABMs were unable to be extended for simulation of spatial population distribution at a fine scale due to the shortage of fine characterization of the urban environment and the calibration of agents' behavior. This study filled these gaps by proposing a genetic algorithm‐ABM (GA–ABM) for fine‐scale simulation of spatial population distribution in a manufacturing metropolis. In this model, the employment and residential choice behaviors of agents were defined by the labor economic theory and discrete selection model. Multisource geospatial big data such as enterprise points‐of‐interest big data and building footprints data were used to finely characterize the labor market and urban environment to reflect the impact of agents' employment choices on their residential decision. Furthermore, the grid‐scale population investigation big data were combined with the GA to calibrate the agents' residential decision behaviors. The proposed model was used in Dongguan, the typical manufacturing metropolis in China. As a comparison, the expert‐experience‐based method‐ABM (EEBM–ABM) was also conducted by using the same data set. Through the comparison of the results produced by these two models, it was demonstrated that the model coefficient calibrated by GA could effectively reflect the agents' residential decisions. The calibrated GA–ABM is more capable than EEBM–ABM in simulating spatial population distribution in a manufacturing metropolis. Hence, the proposed model can be used to simulate spatial population distribution in a manufacturing metropolis which helps the urban planner to conduct scientific urban planning.

The Epidemiology and Costs of Disease Intervention Specialist Retention.

The COVID-19 pandemic changed the environment in which disease intervention specialists (DIS) operate, as their skills were in demand beyond STD control programs. Workforce conditions generally have changed in the last 2 years, imposing additional challenges. Retaining STD DIS has become more difficult in the changed environment. We conducted a landscape scan and obtained data from literature and personal observations to characterize current DIS workforce issues. We used published employment data to characterize current labor market conditions and described how cost-effectiveness analysis could be used to assess potential DIS retention interventions. An example illustrating cost-effectiveness concepts was developed. Many STD control programs faced difficulties in retaining STD DIS, because competing positions often could be done without field work. Economic and crime issues posed additional challenges. General workforce turnover has increased 33% since 2016. Turnover varies by age, gender, and education. Cost-effectiveness analysis can be used to assess DIS retention interventions, but data on costs and outcomes are needed on an ongoing basis. Changes in the workforce environment could impact both retention and the effectiveness of retention interventions. Workforce changes have impacted employee retention. Increased federal funding makes expansion of the DIS workforce possible, but the labor market environment will continue to pose challenges to recruitment and retention.

Danish is never a Requirement for these Jobs

The worldwide expansion of digital labour platforms has a transformative impact on labour markets, reconfiguring employment relations and labour management both on a local and global scale. Lately, the growing literature on digital labour platforms is increasingly documenting how platform workers around the world are to a great extent migrants. Our article draws on data from empirical research on digital platforms providing housecleaning in Denmark, to emphasise how the intersection of migrant work, digital technologies, labour market regulations and migration law exacerbate inequalities and institutionalise precarious working conditions. We analyse platform housecleaning in Denmark through the lens of the “institutionalisation of precarity” and “Autonomy of Migration” concepts, to highlight that it is a phenomenon simultaneously co-constructed by migrants’ agency and structural factors. We conclude that critical studies on platform labour and future research should engage deeper with the intersecting realities (legal, social, gendered etc.) that shape migrant workers’ precarious lives, and migrants’ own strategies to navigate the shortcomings of exclusive and hostile labour market environments.

Driving High and Low: Heavy Vehicle Drivers and Their Supervisors Facing Digitalization

Our qualitative study in two Finnish companies examines the view presented as part of the ‘employment crisis’ debate that digitalization is leading to a significant substitution of the work of drivers of heavy road vehicles. The main effects of digitalization thus far on the drivers’ work have been automation of individual vehicle functions, speeding up the communication among them and between them and their supervisors, and more intensive control of work performance. The study does not find support for the claim about labor substitution in the foreseeable future, but, instead, indications of a widening digital divide between drivers and supervisors, leaving drivers as bystanders in learning processes associated with digitalization. Although the results cannot be generalized without reservation to different types of companies or business and labor market environments, the findings of the trends in the drivers’ work and labor market position probably have broader relevance.

ВИКОРИСТАННЯ ХАКАТОН-ЕКОСИСТЕМИ ДЛЯ СОЦІАЛЬНО-ПРОФЕСІЙНОЇ ІНТЕГРАЦІЇ МОЛОДІ В УМОВАХ СТРУКТУРНО-СОЦІАЛЬНИХ ЗМІН

This article tackles a wide range of issues related to social and professional adaptation of youth in the context of structural and social transformations. It is observed that currently, the employment and occupation challenges remain are among the most critical objectives to be attained and need to be resolved as soon as possible. It is argued that the objective reality of modern social relations is the constantly changing labor market environment; moreover, the current situation in the employment sector significantly complicates the situation for young people. In particular, it is emphasized that the labor market puts young professionals in the system of fierce competition with professionals who already have work experience. Ultimately, transformations in various fields – social, economic and political system of fierce competition – have caused a decline in the social value of labor for many young people that has resulted in moral degradation and triggered social pessimism – a disbelief that they will be ever able to get an interesting job that is paid fairly which translates into polarization between effort and wages, which in fact often differ. A survey of graduates conducted in the frameworks of the University Hackathon Ecosystem has revealed the quantitative and qualitative characteristics of future professionals and their ability to integrate into the social environment. Processing of research outcomes using the tools of mathematical statistics to obtain values with estimated availability and reliability has demonstrated the validity of the developed favourable organizational and pedagogical environment in the university. In this context, consistent implementation of this organisational and pedagogical paradigm ensures the highest effectiveness of adaptation to professional activities based on education values as well as social integration readiness. The proposed model of promoting professional partnership-based adaptation of students between the university and social institutions and organizations characterizes the pre-working period of educational and professional adaptation. It is assumed that enhancing the students’ adaptation to professional career will help would be professionals find confidence in their abilities and become competitive in the labor market, reinforcing new values of professional self-development and professional development, and facilitate further integration into society. It is argued that the use of traditional labor socialization methods is not always sufficient to attain relevant professional maturity which is associated with different character and motivation to professional activity. The findings verify that some young people are engaged in non-professional activities, some work in the profession but do not seek to develop their professional skills, there are also cases of discrimination against young people by the older generation which refer to professional growth opportunities. An experiment based on the University Hackathon Ecosystem provides argument that the professional socialization of individuals assumes a certain time period to enter the professional environment, gain professional experience, master the standards and values of the professional community, as well as the process of accumulation and active implementation of personal professional experience.