The first two subsections shed light on key structural and contextual issues of

The first two subsections shed light on key

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The first two subsections shed light on key structural and contextual issues of the Youth – Employment nexus – issues that represent strong push factors, as shown in the initial section of this report. However, to understand which effect employment perspectives and forecasts may or may not have on migration, it is essential to understand who is more likely to get these jobs. Should youth be unlikely to receive them, the job opportunities noted will have little effect on migration decisions. To this end this section compares current employees of the businesses interviewed to the profile of the youth interviewed, to understand which youth have profiles most similar to those people already employed – and therefore understand which attributes may actually be favoured by employers, regardless of what they claim, and how this may differ by region. Such nexus indicators allows for the development of programming to combat any biases, as well as set the ground for the subsequent examination of skills match and/or mismatch in order to understand why some opportunities are going unfulfilled or being filled by people from abroad, whilst, paradoxically, young people from Somaliland and Puntland migrate abroad. Beyond the profiles of Somali youth and the profiles of their prospective employers, the nexus indicators reveal trends in how well youth are suited to the employers in their city of residence. These indicators come in three kinds: C.1. Profile Similarity Index: inclusion in the labour market – comparing youth profiles to the profiles of current employees of businesses surveyed The question raised by the profile similarity nexus is simple: how similar are youth to people currently employed in terms of gender, age and experience abroad? The profile considered three aspects of employee/youth profiles: gender, youth, and experience abroad. The gender aspect is the percentage of employees having the same gender as youth The youth aspect is the percentage of current employees that are aged 15-24 The experience abroad is a composite of whether youth/employees have lived abroad, been educated abroad, worked abroad 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. The profile similarity nexus does not directly imply employers’ hiring preferences. The prevalence of a profile may be a reflection of that profile’s prevalence in the workforce (i.e., supply driven) rather than a preference for the profile (demand driven). To examine the drivers of employment in greater detail, we consider what MODELING MATCH AND MISMATCH: How do employees compare to youth?
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  • Fall '17
  • IOM, Human migration, Somaliland

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