The profile similarity nexus Compares characteristics of present employees as

The profile similarity nexus compares characteristics

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The profile similarity nexus Compares characteristics of present employees as reported by their employers to the characteristics of youth themselves The requirement nexus Measures how well youth meet the requirements expected by employers of new hires, and The perceptions nexus Compares the importance of various characteristics and circumstances of new hires to employers to youth’ perception of the importance of these elements.
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45 IOM Somalia - Research on Youth, Employment and Migration characteristics employers expect from prospective hires, and youth’ ability to meet those expectations. Migration profiles vs. inclusion: Comparing the migration histories of current employees to youth, we find that internal migrants and non-migrants bear a high degree of similarity to current employees: internal migration is not a discriminant in hiring choices of employers. However, youth with any experience abroad bear little resemblance to the current workforce. This might reflect a preference among both public and private sector employers for non- returnees, but more likely reflects a relatively small representation of these youth in the labour pool. This trend is constant across all four cities, though internal migrants suffer a slightly wider similarity gap in Burao and Garowe than in Hargeysa and Bossasso. Figure 19 – Experience abroad by youth migration history Gender vs. inclusion: Males fit the current employee pool better than females. In the public sector, young women will find more of their own already employed than in the private sector. Garowe’s young women have a relatively high gender profile similarity to the current employees due to the greater propensity of the businesses in the city to hire women. By contrast, and as often mentioned in the individual interviews conducted with socio-economic leaders, UN representatives, and other stakeholders, there are clear socio-cultural barriers to female employment. “Women, seem to have more difficulty to get the experience needed even though they have the academic background.” (UNDP, Hargeysa) In general, most focus group participants or key informants consider that traditionalist socio-cultural norms, even in urban areas, explain this gap. Moreover, and as argued by a University teacher from Garowe, a poor economic situation is generally not conducive to female employment: “It is true of both Somaliland and Switzerland: when the economic environment is getting worse, female employment suffers relatively more than male employment.” 36 Figures 20 and 21 – Profile similarity: gender by city and sector 36 Naoko Otobe, Global economic crisis, gender and employment: the impact and policy response ; International Labour Office, Employment Sector. - Geneva: ILO, 2011 0,39 0,69 0,75 0,38 0,64 0,30 0,35 0,40 0,45 0,50 0,55 0,60 0,65 0,70 0,75 0,80 Both Internal Non migrant Returnee Overall Profile similarity: experience abroad by youth migration history 0,25 0,28 0,36 0,22 0,29 0,75 0,72 0,64 0,78 0,72 0,00 0,10 0,20 0,30 0,40 0,50 0,60 0,70 0,80 0,90 Hargeysa Burao Garowe Bossasso Overall Female Male
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46 IOM Somalia - Research on Youth, Employment and Migration Age vs. inclusion:
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  • Fall '17
  • IOM, Human migration, Somaliland

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