Young Job Seekers Research Articles

Older and younger job seekers' attention towards metastereotypes in job ads.

Building on social identity theory and cognitive models on information processing, the present paper considered whether and how stereotyped information in job ads impairs older/younger job seekers' job attraction. Two eye-tracking experiments with older (Study 1) and younger job seekers (Study 2) investigated effects of negatively metastereotyped personality requirements (i.e., traits) on job attraction and whether attention to and memory for negative information mediated these effects. Within-participants analyses showed for both older and younger job seekers that job attraction was lower when ads included negative metastereotypes and that more attention was allocated towards these negative metastereotypes. Older, but not younger job seekers, also better recalled these negative metastereotypes compared to not negative metastereotypes. The effect of metastereotypes on job attraction was not mediated by attention or recall of information. Organizations should therefore avoid negative metastereotypes in job ads that may capture older/younger job seekers' attention and lower job attraction.

Supporting the right workplace experience: a dynamic evaluation of three activation programmes for young job seekers in Slovakia

This paper investigates three alternative active labour market policy programmes available to young job seekers in Slovakia who were registered in 2011. All of the programmes facilitate gaining work experience and share a comparable design; however, they differ mainly in the collected workplace experience and the composition of participants. Using administrative data, we first explore the selection into each programme; second, we estimate the treatment effects on job seekers’ postparticipation absence from the registry of the unemployed. For this we argue that we have sufficiently rich data to control for selection into programs. We use a dynamic estimator and report the average treatment effects of participation in different periods between the sixth and fifteenth month after starting unemployment. For participation in earlier stages of unemployment, we confirm differences in the programmes impacts, with patterns described by previous literature; workplace experience collected in either the private sector or in a regular workplace appears to improve the chances of absence from registered unemployment of young job seekers relatively more than does participation in a public works type of programme. When compared later in the unemployment spell, the between-programme differences level out. Despite its ambivalent average impact, the public works type of programme positively impacts specific subgroups of participants.

청년 취업자의 진로성숙도와 진로의사결정의 관계에서 구직효능감이 지니는 매개효과

Despite the increasing complexity of career decision-making in modern workplaces, there remains a lack of discussion regarding career decision-making among youth employees. Therefore, this study focused on youth employees and assumed job search self-efficacy as a mediating variable influencing their career decisions. We examined whether job search self-efficacy mediates the relationship between career maturity and career decision-making. To achieve this, we compared the results of traditional mediation analysis, traditional mediation analysis with control variables, and causal mediation analysis using data from the Youth Panel 2021, consisting of 1992 youth employees. The analysis revealed consistent results of complete mediation in both traditional mediation analysis and traditional mediation analysis with control variables. Additionally, through causal mediation analysis, it was found that for the direct effects, both DE (0) and DE (1) were significant but showed opposite directions of influence. For the indirect effects, both IE (0) and IE (1) were significant in a positive direction. Based on these findings, implications for career decision-making among young job seekers were discussed.

Psychological Health of Unemployed Young Jobseekers: Roles of Financial Hardship, Economic Threat, and Parental Pressure

This study investigates the interactions between financial hardship, economic threat, parental pressure, and their combined effects on psychological distress among young job seekers. A sample of 200 young people (aged 20-35 years) was used. Participants completed the Financial Hardship Scale, the Economic Threat Scale, the Parent Career-Related Behavior Checklist, and the Depression, Anxiety, and Stress Scale. Correlation analyses revealed significant positive correlations between financial hardship and economic threat (r = .24, p < .001); between parental pressure and financial hardship (r = .19, p < .05); and economic threat (r = .18, p < .05). Negative correlations were found between mental health and financial hardship (r = -.33, p < .001); economic threat (r = -.21, p < .001); and parental pressure (r = -.20, p < .001; .05). Path analysis showed that parental pressure significantly predicted financial hardship (β = .575, p < .05); economic threat (β = .248, p < .05); and psychological distress (β = 1.089, p < .001). Furthermore, financial hardship predicted economic threat (β = .337, p < .001); psychological distress (β = .411, p < .001); and economic threat also predicted psychological distress (β = .184, p < .001). These results highlight the complex interactions between family expectations, economic stress, and mental health of young adults in the labor market and suggest the need for targeted interventions and support measures.

Unveiling the power of word-of-mouth in pre-recruitment employer branding strategy during COVID-19

PurposeThis study, based on signaling theory, examines the pre-recruitment employer branding strategy during the COVID-19 pandemic. It investigates the relationship between spontaneous word-of-mouth (WOM) recommendations for companies and prospective candidates' job application intentions. Specifically, the study explores serial mechanisms mediating the characteristics of company online career pages, including the perceived informativeness of online job advertisements (ads), candidates' preferences for its web approach to them and the company’s reputation.Design/methodology/approachReflecting prospective candidates from students and young alumni of universities, partial least squares structural equation modeling (PLS-SEM) was employed on a sample of 737 individuals representing various fields of study from Greek universities.FindingsThe findings highlight the effectiveness of positive WOM recommendations during the initial stages of recruitment, particularly amidst COVID-19 challenges in the labor market, notably impacting young candidates. The study suggests that spontaneous WOM, originating from trustful sources, motivates job seekers to actively engage with the company’s web career channels, seeking information and favorable indications of the company’s approach toward its candidates. Positive WOM, combined with informative content and a friendly communication style, plays a critical role in shaping the company’s reputation. Consequently, this encouragement motivates individuals to start their job search efforts and consider applying for positions within the specific organization.Practical implicationsThis research provides valuable empirical evidence in the pre-recruitment field, particularly in unforeseen crisis circumstances such as the COVID-19 pandemic. It examines how spontaneous, positive WOM from sources, like peers and alumni, significantly influences young job seekers' perceptions and preferences regarding the company’s career web channels as sources of information and signals about working conditions. The combination of positive WOM with informative content and a friendly communication style in the web approach plays a crucial role in shaping a positive company reputation. Consequently, this encourages candidates to consider applying for positions within the company.Originality/valueThis research contributes to pre-recruitment studies, especially amidst crises like COVID-19. It examines how positive WOM from trusted sources like peers and alma mater alumni influences young job seekers' views on the company’s career web channels. By emphasizing the importance of combining positive WOM with informative web content and a friendly communication style, the study offers insights into effective recruitment strategies. It highlights the significance of positive and spontaneous WOM in attracting young talent and its impact on job seekers' decision-making, even in uncertain conditions. Overall, it advances recruitment practices for attracting candidates.

The Influence of COVID-19 on Young Women's Labor Market Aspirations and Expectations in India

Youth unemployment and gender gaps in labor market outcomes are key policy challenges across developing countries. Young job seekers may struggle to find jobs because of their biased beliefs and unrealistic aspirations about the labor market. We study whether exposure to the COVID-19 pandemic influenced the labor market aspirations and expectations of female vocational students in Haryana, India. We find that exposure to the pandemic lowered young women's wage aspirations and made them more realistic, especially in rural areas. A potential mechanism for these effects is the decline in rural women's willingness to migrate for work due to the pandemic.

Sociodemographic characteristics and their relationship to the level of acceptance of digital work culture among young people: A field study on a sample of young job seekers in Emirati society

The research aims to explore the degree of acceptance of digital work culture among the youth in the Emirati society within the study sample. Additionally, it aims to reveal the relationship between “gender” and “educational status” as sociodemographic factors among the youth in the study sample and their level of acceptance of digital work culture. Furthermore, the study aims to identify prospective trends in digital work culture among young individuals in Emirati society. Due to the nature of the descriptive research, it employed the “sample social survey” approach. The field study primarily utilized a quantitative tool for data collection, namely the “digital questionnaire.” This questionnaire was administered to a purposefully chosen random sample comprising young individuals actively seeking employment opportunities (unemployed individuals) or those new to the labor market. The participants fell within the age group of 15 to 35 years, totaling 184 individuals. Care was taken to ensure that this sample was representative of all youth categories in Emirati society, considering demographic factors such as gender, place of residence, and educational status. The research findings indicate that an overwhelming majority of young individuals in the study sample (97.8%) have no obstacles to accepting job opportunities that necessitate digital and technological skills. Moreover, the study uncovered a direct and statistically significant relation between “gender” and the “level of acceptance of digital work culture,” favoring females. This implies that females are more inclined to accept digital job opportunities compared to males. Additionally, the results highlighted a positive and statistically significant relation between both “educational status” and the “level of acceptance of digital work culture.” In other words, individuals with higher levels of education demonstrate a greater interest in digital job opportunities. Utilizing Step-wise Regression, the study also made predictions about the spread of “future digital work culture” in the United Arab Emirates based on the variable of “education.”

Short-Term Vocational Courses as a Career-Building Program for the Youth in Chhattisgarh, India

Pradhan Mantri Kaushal Vikas Yojana (PMKVY) is a short-term skill development program in India aiming to train young job seekers, make them employable, facilitate employment and revitalize vocational education in India. Vocational Education and Training (VET) in India suffers from weak links with the labor market, low enrollments, and slow industry demand, hampering the expected outcomes. This paper uses grounded theory to explore young people’s perceptions of PMKVY as a career-building program. Qualitative data was collected from trainees (N = 30) in three districts of Raipur, Raigarh and Korba in Chhattisgarh, India, through personal interviews with young people enrolled in PMKVY using semi-structured questionnaires. It was found that the understanding of possible career-building among young people mainly varied based on their age and educational attainment when they entered the program. One’s choice, utilizing spare time, seeking experiential learning, benchmarked quality training and improving communication skills were the factors through which they looked at their career-building process. The paper considers the implications of these findings in the context of large-scale skill development and VET initiatives in India. It concludes that vocational education continues to be associated with lower esteem and is considered a last resort for students with poor academic records. Short-term programs like PMKVY can provide career-building opportunities to young people who are largely drawn from working-class backgrounds. PMKVY's targeted approach toward imparting employability skills and facilitating transitions to various employment opportunities acts as a buffer in the significant success of the program.

The role of social procurement policies and cross‐sector partnerships in addressing youth unemployment: A construction industry case study from Australia

AbstractIn Australia, 9.4% of young people aged 15–24 are unemployed, more than double the national rate. The national employment services system in Australia has, however, not successfully tackled this issue. While some wraparound programs have been implemented to better address young people's needs, most are designed to find young people any job rather than being tailored towards a specific career. Despite governments encouraging solutions that involve cross‐sector collaboration with private businesses, the potential of industry‐specific solutions has been less well‐explored. Addressing this gap, this paper presents an in‐depth case study of how one major Australian construction company has implemented an industry‐specific collaborative wraparound program to address youth unemployment, called the Connectivity Centre model (CCM). The paper discusses the features of this model that make it distinctive compared to other programs supporting young people's employment. It also discusses how the policy context of social procurement (policies generating social value through procurement processes) and cross‐sector collaboration incentivise the model. The policy implications are explored, highlighting how models like the CCM offer a complementary alternative to other unemployment supports available to young jobseekers in Australia.Points for practitioners Social procurement policies incentivise private companies’ involvement in youth unemployment programs, including utilising their cross‐sector networks. Private companies’ involvement enables youth unemployment programs that reflect the same benefits as wraparound programs in intensive/personalised support while providing more industry specificity. This set of characteristics is unique and complementary within Australia's youth unemployment support landscape.

Caste, gig-economy, and youth: the resurgence of a new age caste politics in urban Gujarat

ABSTRACT This article interrogates the connections between caste and gig economy, and how these connections play out in the political actions by youth in the erstwhile mill-neighbourhoods in the western Indian city of Ahmedabad, in the state of Gujarat. It asks, how do the gig-economy workers from the lower castes navigate in the highly caste segregated urban spaces of Ahmedabad? What drives them to join their own caste collectives while looking for gig work in the city? The article explains through ethnographic inquiries that while the recent emergence of the gig economy provides the young jobseekers from the lower castes an escape route from the caste-based occupations in the rural, their caste identities are strategically masked and highlighted in informing their choices, political aspirations and economic anxieties while navigating in the urban. The unpredictable and uncertain nature of the contractual work consolidates caste and kinship networks to get work and information about available work in the urban gig economy. This in turn facilitates a renewed political activism of the youth in the urban neighbourhoods that strengthens caste politics in the region.

트랜스포머 모델을 활용한 직무 추천 모델 개발에 관한 연구

With the rapid technological advancements brought about by the Fourth Industrial Revolution, the industrial ecosystem is undergoing changes with new professions emerging and existing ones disappearing at an unprecedented rate. This societal shift is leading to an employment market dominated by professionals with experience, with an increasing number of individuals working in roles unrelated to their major. Additionally, the discrepancy between one's major and the job requirements demanded by industries is leading to a rising number of young job seekers abandoning their job search. In light of this, the purpose of this study is to develop job recommendation models based on job seekers' resumes, evaluate the performance of these models, and propose ways to enhance the applicability of the recommended jobs. To achieve this, two experiments were conducted. The first experiment evaluated the performance of a job recommendation model that applied the Transformer architecture, using a training dataset composed of resumes with 52 features and set hyperparameters. The second experiment evaluated the performance of a deep learning model, which applied fine-tuning techniques on a training dataset constructed from 34 features after removing any feature with more than 30% missing values from the original 52 features used in the first experiment. The increase in the epoch value of the Transformer model has significant implications.
 This research demonstrates that the optimization of training data and the application of fine-tuning in deep learning model design significantly impact the performance improvement of job recommendation models. Given the rate of increase in epoch values observed in this study, it is expected that applying high-quality resume data to the Transformer model for additional model training in the future will further enhance the performance of career-based job recommendation models for both students preparing for employment based on their major and for experienced job seekers.

청년 취업준비생 대상 인공지능 교육 : 플립러닝의 효과성 검증

청년 취업준비생 대상 인공지능 교육 : 플립러닝의 효과성 검증

Research on the Phenomenon of Frequent Job Changes among Young People in China

Nowadays, the phenomenon of job hopping in Chinese enterprises is becoming more and more serious. This article takes the phenomenon of frequent job changes among young people in China as a backdrop and analyzes the reasons that influence it from the perspectives of both companies and employees. This paper employs a questionnaire to collect data and analyzes the collected data to draw conclusions. The analysis of the survey results reveals that various factors, such as young people's employment prospects, their expectations for ideal jobs, the alignment between their academic majors and actual jobs, and other factors, contribute to the phenomenon of young people frequently changing jobs to varying degrees. The research findings indicate a significant positive correlation between the self-identity and organizational identity of the post-90s generation and their intention to leave their current jobs. Additionally, the disparity between corporate promises and reality has implications for the turnover of young job seekers, as it increases the likelihood of younger employees leaving the company. Furthermore, the employment prospects of young workers also play a role in their tendency to switch jobs frequently. Finally, this study provides recommendations at four levels: government, enterprises, educational institutions, and young employees themselves.

A Study of Job Seekers’ Perceptions of the Job Portals in Sri Lanka: With Special Reference to “Millennials” and Generation “Z”

In today's digital age, organizations are relying more on online platforms to recruit job applicants instead of using traditional recruitment methods. Organizations are adapting their practices to meet the needs of younger workers. However, the perceptions of these job seekers towards job portals may vary depending on several factors. Thus, the purpose of this study was to identify the factors that influence the perceptions of young job seekers toward job portals. The study used the quantitative research approach and data was collected through a survey questionnaire from a sample of 250 young job seekers. The findings of the study revealed that information quality, perceived ease of use, perceived usefulness, perceived trustworthiness, and extended services have a significant influence on young job seekers' perceptions of job portals. Extended services, perceived usefulness, perceived ease of use, and information quality seem to be the strongest predictors out of the five variables. This leads to the conclusion that job portal providers must pay close attention to their online recruiting simplicity, quality of information, and extended services if they want to attract additional clients. Companies should also prioritize offering accurate and comprehensive job descriptions and making sure the portals are user-friendly. The implications of the study provide valuable insights for job portal providers to enhance their services and increase their user base among young job seekers. This study provides practical and theoretical insights for job portal service providers, companies, and individuals seeking employment.

An Empirical Analysis of Factors Motivating Unemployed Individuals to Engage in Digital Entrepreneurship in Oman: Focus on Technological Infrastructure

Technological infrastructure plays a critical role in a country’s development and progress, enabling economic growth, innovation, and improving citizens’ quality of life. This study explores the potential of digital entrepreneurship and digital transformation in reducing unemployment in Oman. With the increasing reliance on digital technologies, governments need to invest in technological infrastructure that can meet the evolving needs of society. This study investigates the potential of digital entrepreneurship and digital transformation in reducing unemployment in Oman. This study highlights the importance of technological infrastructure in enabling economic growth and improving citizens’ quality of life. The findings indicate that digital entrepreneurship offers equal opportunities for both genders, potentially empowering women in entrepreneurship and addressing unemployment challenges. Additionally, the study shows a positive relationship between age and digital entrepreneurship aspirations. To foster entrepreneurship, the study suggests empowering young job seekers with digital knowledge and enabling graduates to create new opportunities for businesses and entrepreneurs. The study found significant effects of “Unemployment in the Sultanate of Oman (reasons and solutions)” on occupation, as indicated by a between-group sum of squares of 8.773, two degrees of freedom, and a mean square of 4.387, with an F value of 11.274, and a significance level of 0.000. On the other hand, the “Digital Entrepreneurship Sector” significantly affected occupation, with a between-groups sum of squares of 4.394, two degrees of freedom, and a mean square of 2.197, and an F value of 10.267 with a significance level of 0.000. Similarly, for the “Entrepreneurship Digital Infrastructure” variable, there was no significant difference between male and female mean scores (t = −1.516, df = 206, p = 0.131). Overall, the results indicate that the digital entrepreneurship sector significantly impacts occupation, while the entrepreneurship digital infrastructure has no significant effect. Additionally, female respondents showed a higher mean score in perceptions of “Unemployment in the Sultanate of Oman (reasons and solutions)” compared to male respondents.

How does the mediating role of the use of social media platforms foster the relationship between employer attractiveness and generation Z intentions to apply for a job?

The way Jobseekers apply for jobs has drastically changed due to the rise of digital technology. With the rise of social media Jobseekers nowadays typically utilize social networking sites or other online platforms to look for work and it has made it a vital part of the labor market, especially among the young generation. The aim of this research was to determine the mediating effect of Social Media Platforms on the relationship between Employer Attractiveness and Generation Z intentions to apply for a job. The researchers use a Judgmental sampling method among fresh graduates and final-year students of number of Private universities in Egypt. Structure Equation Modeling were then used to analyze the data. The finding of this research revealed that Social Media Platforms has a mediating effect on the relationship between Employer Attractiveness and Gen Z intentions to apply for a job. Moreover, when it comes to choosing an employer, the younger generations prioritize economic value, social value, Reputation and development-interest factors over the application-diversity, working environment aspects, and management and work life balance. Furthermore, this research revealed that, the significance of certain aspects of a job change depending on the participants' educational level and the study's program. The contribution of this research provides valuable insight into how employers are perceived by young job seekers. They can also be used to develop effective recruitment strategies and improve the communication between HR professionals and candidates.

Gender-age differences in hiring rates and prospective wages—Evidence from job referrals to unemployed workers

This paper uses matched worker-vacancy data to study gender differences in hiring outcomes of jobseekers in Austria. When registered at the public employment office, jobseekers are assigned caseworkers who refer them to suitable vacancies. Our findings show that female and male jobseekers are equally likely to get hired via such a referral, but it takes women longer to get a job offer. Most of the observed gender differences stem from younger jobseekers (below age 35) and are explained by rejections of employers. Young women are also less often hired for better-paying jobs. We argue that these differences are consistent with hiring discrimination against women in their fertile age. Our analysis shows that young female jobseekers are much more likely to go on parental leave in the future, while men almost never take extended parental leave. Consistent with this hypothesis, we find that hiring differences are larger for jobs associated with higher replacement costs and smaller in tight labor markets.

Impact Evaluation of the Graduate Practice Intervention in Slovakia with the Application of the CART Method

Abstract In Slovakia, the contribution to graduate practice is one of the active labour market policy interventions, the main goal of which for young school-leavers is to gain first job experiences and contacts with potential employers. Among the young jobseekers, it is one of the most used interventions. This study aims to provide a counterfactual impact evaluation of this contribution on the employability of its participants and also on their monthly wages. The total period under review is 2014–2017, during which the treated individuals participated in the graduate practice during 2014–2015. Then, their course of employment and average monthly wages were monitored over a two-year impact period, covering the period 2015–2017. The study was carried out using a database of 12,953 treated eligible participants of graduate practice and 83,907 non–treated controls. The data used in the study is managed by the Central Office of Labour, Social Affairs and Family of the Slovak Republic (COLSAF SR) and the Social Insurance Agency (SIA). For the evaluation, propensity score matching was used, where the propensity scores were estimated using classification and regression trees. The results of the study show that the participants of the graduate practice were employed on average three months longer during the two-year impact period after the end of the intervention as full-time employees or self-employed, and their average salary was almost 217 euros higher than that of the control group of non-participants.

A job trial subsidy for youth: Cheap labour or a screening device?

AbstractThis paper evaluates a 90‐day hiring subsidy designed for young jobseekers aged below 25, introduced in Hungary in 2015 as part of the Youth Guarantee programme. The subsidy covers the total wage cost with no obligation to retain the new hire when the subsidy expires. The analysis is based on linked administrative data on registered unemployment, cognitive skills measured around age 15, healthcare, and social security records. The causal impact of the subsidy on subsequent employment is identified in comparison to participants of a uniquely large public works programme, using propensity score matching with exceptionally rich controls. The estimates indicate significant positive effects: participants spent 14–20 days more in employment within 6 months after the programme ended in the whole sample. The impact is weaker on the 12‐month horizon. We find that the subsidy works well as a screening device: the programme has the highest impact on youths who have very low levels of schooling (8 years of primary school or less), but scored high on cognitive skills tests. One potential explanation is that employers tend to retain those with better cognitive skills, irrespective of their formal qualifications. We also find some indication that the subsidy is (mis)used by some employers to hire short term, seasonal workers.

Learning by searching: Spatial mismatches and imperfect information in Southern labor markets

Youth unemployment remains extremely high throughout the developing world, at times coexisting with unmet demand for labour and high job turnover. We examine one possible explanation for this: spatial mismatches between jobs and job-seekers combined with high search costs can lead young job-seekers to have overly optimistic beliefs about their employment prospects. As a result, job-seekers under-search but also hold out for better jobs. Through a field experiment we find that reducing search costs through transport subsidies leads job-seekers to search more intensively and to adjust their beliefs in line with their search experience. When jobs fail to materialize immediately, job-seekers who believed that dropping CVs at prospective employers in the city centre was an effective search strategy become more impatient, they lower their reservation wage and they settle for low-paying jobs closer to home. This does not increase their likelihood of being employed, since nearby jobs are also scarce. These findings underscore both the importance and the complexity of the interaction between search costs and beliefs, and how they can lead to spatial and occupational mistargeting in the job search.