Youth Employment Assessment: Understanding Challenges and Shifts

This essay assesses the factors influencing youth employment, focusing on the challenges and shifts faced by young individuals in the job market. It highlights the importance of job satisfaction, skills, and experience in retaining employment. The essay discusses how a lack of experience, shifting job preferences, and competition in the labor market contribute to youth unemployment and frequent job changes. It also addresses the role of remuneration, job reputation, and the impact of organizational decisions on workforce morale. The analysis emphasizes that employers need to properly assess candidates' skills and create a motivating work environment to retain young employees, while young individuals need to focus on jobs that align with their skills, interests and career goals. This document is available on Desklib, where students can find a variety of solved assignments and past papers to aid in their studies.

Running head: ASSESSMENT OF YOUTH EMPLOYMENT
ASSESSMENT OF YOUTH EMPLOYMENT
Name of the student
Name of the university
Author note

ASSESSMENT OF YOUTH EMPLOYMENT 1
The change in the preference and the requirements of the youth affects their employment
and careers. The basic criterion that judges the employment f the youth is based on their interests
and the abilities. Experience is again one of the primary attributes that has affected the
employment of the youth. According to a report, around 63% of the youths face the challenge of
unemployment based on their lack of experience (Reedinpartnership.co.uk 2018). The
employment of the youth helps in determining the various aspects of the change that is being
undertaken by them for bringing in sustenance. In a survey, the youths have declared that the
employment affects the wellbeing and development of their livelihood. Therefore, employment
is one of the important factors that support their lives. Opportunities are also a major factor that
influences the employment for the youth. Based on the tough competition in the market and the
lower rates of opportunities the companies have taken steps for assessing the qualifications of the
candidates.
The discussion is aimed at understanding the different aspects of the employment that is
faced by the youth. Therefore, job satisfaction plays a major role in determining the retention of
the jobs for the youth generations. The discussion will be helping in the lucid understanding of
the different phenomenon that supports the youth in changing jobs during their career.
Job satisfaction is one of the most important factors that support the retention of the jobs.
In most of the cases, the young generation is constantly shifting their jobs, as the jobs are not
fulfilling the criteria of their preference. Most of the young people who are highly qualified in
their fields feel that the job they are into is exploiting them, as the job does not truly value their
qualification. On the other hand, experience also plays an important role in the understanding of
the different aspects of the change that is undertaken by the young generation (Karmel, Lu and
Oliver 2013). Experience of the candidates is counted while determining the job and the

ASSESSMENT OF YOUTH EMPLOYMENT 2
assignment of the same. In a survey it was found that some 67% of the young people who has
worked in a part time basis while pursuing their education at school has also secured the right job
as they left their schools (Reedinpartnership.co.uk 2018). There are situations where the proper
maintenance of the terms with the universities has affected the employment of the youths. The
major aspect of the change that is being identified with the employment of the youth is based on
the experience and the skills that are prioritized by the employers. The change in the preference
of the candidates applying for the job also affects the shifting of the jobs and the carriers.
According to George (2015), the shifts in the jobs affect the carrier of the candidates. It affects
the experience that is earned by the candidates in the due process. On the other hand, the
candidates stated that the employers pose a minimum value to the grades and even some of the
employers refuse to pay attention to the experience that the candidates have. It has affected their
carrier drastically. The competition in the labor markets and the excess of the human capital has
limited their value. Employers are seeking ways for cutting off the need of the human resource
through the implementation of various machinery that is intensifying the competition in the
market.
On the other hand, Nilsson and Ellström (2012) believed that the proper understanding
of the job role is enhanced through the shifts in the jobs. It adds to the experience that is gained
by the candidates. However, there is a criticism on the statement that is being made by the
author. The criticism is based on the fact that the proper identification of the fields of expertise of
the individuals is important for determining the experience of the individuals. Unemployment in
the market has also caused lack of confidence in the candidates, which has resulted to the loss of
candidature (Taylor et al. 2012). The job role and the responsibilities that the individuals have to
perform also affects the job retention of the young candidates. The demoralization of the

ASSESSMENT OF YOUTH EMPLOYMENT 3
workforce based on the strategic decisions taken by the organization also causes the young
individuals to undertake shifts (Tanveer Choudhry, Marelli and Signorelli 2012). At certain
situations, the employers choose the mindset of the individuals over the skill of the same. This
situation is a variable though and it differs from one organization to another based on their
individual objectives of the improvements. Most of the common people therefore change their
jobs as per the requirements and the preference of the job roles. Lloyd (2012) stated that
remuneration is again an important aspect that is required to be considered while understanding
the phenomenon of the job shifts undertaken by the younger generation. The lower the
remuneration of a job profile, the lesser is it demanded. According to a a report, some 69% of the
candidates reject jobs and undertake shifts due to lower remuneration in the comparative
companies (Reedinpartnership.co.uk 2018). On the other hand, the candidates with higher
degrees go on looking for jobs, which will be fetching them abundantly in order to value their
qualifications. Certain points of interests are developed in the minds of the candidates, which are
based on the reputation of a job profile (Ashton, Maguire and Spilsbury 2016). The reputation
of a job profile attracts the attention of the young candidates and takes them away from the job
they are into resulting to the shift in the carrier.
Majority of the young jobseekers are after the part time employment or they work on a
contractual basis that affects the carrier of the individuals. The experience that is being gathered
by the individuals during the completion of the job roles is often not valued and thereby it affects
the employment of the job seekers (Berglund, Furåker and Vulkan 2014). The major aspects of
the change that is being undertaken by the young job seekers is based on the proper functioning
of the job role and the skills that are required by the people in order to carry out with the job role.
Pastore (2014) believed that job satisfaction is one of the primary reasons as to why the young

ASSESSMENT OF YOUTH EMPLOYMENT 4
people shuffle their jobs so frequently. Satisfaction that is being attained by the people after the
completion of their job role affects the proper functioning of the candidates. It helps in retaining
the employment of the young job seekers.
Therefore, from the above discussion it can be stated that the retention of the job by the
young candidates is based on the different factors that affects their carriers. The factors like the
proper job satisfaction of the candidates and the facilitation of the understanding of the job role
helps in retaining the job of the young individuals. The major aspects of the change that is b
being undertaken by the employers is based on the motivation of the workforce. However, the
change in the remuneration pattern and the job atmosphere that is created by the management of
the organization helps in the retention of the workforce. The notion that the proper assessment
of the skills of the candidates is a necessary step is also noted. Therefore, the circumstances have
affected the jobs taken by the young individuals, which has resulted to the shifts that are
undertaken by them for best fitting their purpose.

ASSESSMENT OF YOUTH EMPLOYMENT 5
References
Ashton, D., Maguire, M. and Spilsbury, M., 2016. Restructuring the labour market: The
implications for youth. Springer.
Berglund, T., Furåker, B. and Vulkan, P., 2014. Is job insecurity compensated for by
employment and income security?. Economic and Industrial Democracy, 35(1), pp.165-184.
George, C., 2015. Retaining professional workers: what makes them stay?. Employee
Relations, 37(1), pp.102-121.
Karmel, T., Lu, T. and Oliver, D., 2013. Starting out in low-skill jobs. National Centre for
Vocational Education Research.
Lloyd, A., 2012. Working to live, not living to work: Work, leisure and youth identity among
call centre workers in North East England. Current Sociology, 60(5), pp.619-635.
Nilsson, S. and Ellström, P.E., 2012. Employability and talent management: challenges for HRD
practices. European Journal of Training and Development, 36(1), pp.26-45.
Pastore, F., 2014. The youth experience gap: Explaining national differences in the school-to-
work transition. Springer.
Reedinpartnership.co.uk (2018). Young people and employment. Our UK Survey. [online]
Reedinpartnership.co.uk. Available at: http://www.reedinpartnership.co.uk/media/174597/young
%20people%20and%20employment%20-%20reed%20in%20partnership.pdf [Accessed 22 Feb.
2018].

ASSESSMENT OF YOUTH EMPLOYMENT 6
Tanveer Choudhry, M., Marelli, E. and Signorelli, M., 2012. Youth unemployment rate and
impact of financial crises. International journal of manpower, 33(1), pp.76-95.
Taylor, G., Lekes, N., Gagnon, H., Kwan, L. and Koestner, R., 2012. Need satisfaction, work–
school interference and school dropout: An application of self‐determination theory. British
Journal of Educational Psychology, 82(4), pp.622-646.
http://www.reedinpartnership.co.uk/media/174597/young%20people%20and%20employment
%20-%20reed%20in%20partnership.pdf

ASSESSMENT OF YOUTH EMPLOYMENT 7