selected at random instead targeting youth of different socio economic and

Selected at random instead targeting youth of

This preview shows page 14 - 16 out of 82 pages.

selected at random, instead targeting youth of different socio-economic and demographic sub-segments. Four FGDs were held with university-level youth for insight into brain drain. In each city, two FGDs were conducted, for a total of eight. 3. Case Studies (8) Case studies enable a more personalised, in-depth approach to interviewing youth. One-on- one with the interviewers, youth are more comfortable in giving detailed information around sensitive subjects, such as aspirations, frustrations, and other factors driving migration. In both Somaliland and Puntland, four case studies were conducted.
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15 IOM Somalia - Research on Youth, Employment and Migration C. C OMPATIBILITY I NDICES : A M ODEL T O A SSESS M ARKET D ISCONNECTIONS Samuel Hall designed 3 unique indices to model the disconnect between youth and employers in Somaliland and Puntland, paving the way for concrete, local recommendations. Profile index: comparing youth and employee profiles . The first of these compatibility indices compared youth profiles to the ones of current employees of the businesses surveyed. The index considered three aspects of employee/youth profiles: gender, age groups, and experience abroad. The gender aspect is the percentage of employees of a business having the same gender as the youth. The age aspect is simply the percentage of current employees that falls under the age of youth (aged 15-24). The experience abroad aspect is a composite of whether youth/employees have ever lived, received education or worked and/or acquired skills abroad. The score is computed by taking a weighted average of the percentage of employees at a given firm having the same background in each category as the youth, the weights having been determined through principal components analysis to reflect the greatest score variation among the youth/employer combinations. Requirements index: ability of youth to meet the requirements set by employers. The second aspect considered was the ability of youth to meet the requirements employers reported for new hires. This aspect considered three general sets of requirements: level of formal education, competence in a number of particular skills, and working knowledge, both spoken and written, of relevant languages (Somali, Arabic, English, Kiswahili, and Amharic). For each youth/employer respondent combination, it was determined whether the youth met the employer’s requirements. This yielded three scores: education (met or unmet), skills and languages. For the latter two, a homogeneity analysis was performed on the various requirements fulfilled, and a weighted average was computed indicating the degree to which the youth fulfilled the requirements set forth by the employer, the weights again having been chosen to produce a maximal degree of variation among the youth/employer combinations.
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  • Fall '17
  • IOM, Human migration, Somaliland

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