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Abstact: In this paper we develop nowcasting models for the Pays‐de‐la‐Loire's jobseekers, a dynamic French regional economy. We ask whether these regional nowcasts are more accurate by only using the regional data or by combining the national and regional data. For this purpose, we use penalized regressions, random forest, and dynamic factor models as well as dimension reduction approaches. The best nowcasting performance is provided by the DFM estimated on the regional and regional‐national databases as well as the Elastic‐Net model with a prior screening step for which the national data are the most frequently selected data. For the latter, it appears that the Change in foreign orders in the industry sector, the OECD Composite leading indicator, and the BdF Business sentiment indicator are among the major predictors. [ABSTRACT FROM AUTHOR]

The reach of jobseeker rights to free movement depends on the relationship between norms at different levels of European Union (EU) law. The default methodological approach to these norms misapplies the conflict of norms doctrine in constitutional theory. Rights are read down based on an analysis of how the norms relate to, reinforce or otherwise affect each other as parts of a hierarchical whole. We advance a different approach and take as our starting point that the fundamental status of a jobseeker is that of Union citizen. Union citizens have a plethora of rights that are complementary. Citizens may optimise their legal position by invoking, or not invoking, rights. In the first place, courts and other judicial authorities must make sense of the actual choice made by the Union citizen rather than any abstract hierarchy of norms. We analyse the rights of jobseekers to reside in the host state, to export unemployment benefits for a period greater than the three months granted by Regulation 883/2004, and to retain unemployment benefits when they stay in a state other than the competent state without any intention of seeking work there. Our approach shows that the Court of Justice of the EU has resolved these matters in an entirely coherent manner.

The relevant evolution of social networks and the expansion of digitalization has led to significant changes in the classical processes used by Moroccan companies in different fields such as marketing, human resources management, etc. This paper investigates the effects of digitalization on the attractiveness of Moroccan companies in terms of recruitment and safeguarding these constructs by using structural equation models according to the PLS approach. The study was carried out to touch 74 companies in different sectors. The study showed positive relationships between management support, digitalization, and recruitment performance (defined as the attractiveness of a company for recruitment and federalization of employees). The results show that the T-statistics are equal to 67.55, 6.862, and 5.941, respectively. The Q² value is 0.884 for scanning and 0.937 for performance, which means that the model is predictive in nature. The GoF is 1.388, which means that model is sufficiently large for the overall validity of the PLS model. While jobseeker behavior and competitive intensity did not affect recruitment performance because the test T-statistics is less than 1.64, the two factors have no moderating effect as the p-values are 0.228 and 0.082, respectively, exceeding the threshold of 0.05.

The coronavirus disease 2019 (COVID-19) pandemic, which hit the world in 2020 and is still persisting, has significantly impacted many areas of people's lives. The shutdown anti-pandemic measures implemented by the governments also caused the development of unemployment worldwide. In Slovakia, the restrictions or even complete closure of the operation and activities of the companies caused rising unemployment in some sectors, while in some sectors, the impact was not so substantial. Therefore, the main aim of this study was to analyse and quantify the impact of COVID-19 pandemic on unemployment in various sectors of economic activities in Slovakia. For impact evaluation, a counterfactual approach was used, with analysis of time series development and statistically created counterfactual situation. The analysis was based on real data about the unemployment situation in Slovakia in the period January 2013–April 2021. The results of the study showed that the most affected sectors according to the NACE classification were F – construction, I – accommodation and food service activities and R – arts, entertainment and recreation, showing an increase in unemployment of 89%, 88%, and 65%, respectively. The analysis in this study showed that the impact of a pandemic should be quantified among the sectors, as there are large differences in unemployment caused by the pandemic. From these findings, it is necessary to deduce the different intensities and amount of state aid to companies or employees in these sectors. The results of the study should help to target the policy interventions better to mitigate the impact of the pandemic.

Subject and purpose of work: The study examines the consequences of the coronavirus on training for jobseekers supported by county government offices in Hungary.

The COVID-19 pandemic has significant consequences in many areas and has largely contributed to rising unemployment in almost all countries. The situation is similar in Slovavkia, where various degrees of shutdown measures have caused an inflow of newly unemployed people in all age groups. This article focuses on unemployed youth as a vulnerable and disadvantaged group of the working population, as starting a career during a pandemic is complicated or even impossible in some industries under these conditions. In this study, the real situation in Slovakia in 2020-2021 is compared with the development of the job market before the pandemic and its counterfactual prediction under the hypothetical situation of no pandemic. The main contribution of the study is the quantification of the extent of the pandemic impact on unemployed youth, but also on other age groups; this evaluation can be considered very accurate given the counterfactual approach used. The analysis uses a counterfactual before-after comparison together with a statistical model for predicting the development of the inflow of the number of newly unemployed, which provides an accurate quantification of the amount of the pandemic's impact on unemployment. The results of this study can be used in practice to identify the most affected groups of the population and to implement policy measures aimed at mitigating the effects of the pandemic, and then to adjust the intensity and amount of allocated funds that will be needed to be spent to support the placement of young people into the labor market. [ABSTRACT FROM AUTHOR]

Social media are powerful networking platforms that provide users with significant information opportunities. Despite this, little is known about their impact on job search behaviour. Here, interview (participants = 7), focus group (participants = 6) and survey (n = 558) data supplied by young jobseekers in Scotland were analysed to investigate the role of social media in job search. The findings show that Facebook, Twitter and LinkedIn are the most popular platforms for this purpose, and that the type of job sought influences the direction of user behaviour. Frequent social media use for job search is linked with interview invitations. The study also reveals that although most jobseekers use social media for job search sparingly, they are much more likely to do so if advised by a professional. Combined, the findings represent a crucial base of knowledge which can inform careers policy and be used as a platform for further research. [ABSTRACT FROM AUTHOR]

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Angka pengangguran muda yang mencapai 43,4 persen menjadi titik tolak Rumah Siap Kerja sebagai pusat pelayanan terpadu untuk kegiatan pelatihan keterampilan kerja dan kewirausahaan. Berbagai pelatihan sudah digelar oleh Rumah Kerja sebagai mitra pengabdi. Hanya saja, salah satu kemampuan yang wajib dimiliki oleh para kaum muda untuk memperoleh pekerjaan yang layak yaitu kemampuan komunikasi berbahasa Inggris belum pernah diadakan kegiatan pelatihan sebelumnya.udah banyak riset yang membuktikan bahwa kemampuan berbahasa Inggris adalah kunci untuk bisa unggul hampir di semua aspek kehidupan manusia. Inisiasi kegiatan pelatihan terhadap kemampuan bahasa Inggris di Rumah Kerja dilaksanakan sebagai solusi peningkatan keterampilan komunikasi Berbahasa Inggris baik secara tertulis maupun secara lisan dalam tujuan khusus untuk mencari pekerjaan. Dalam kegiatan ini, para peserta mendapatkan pengetahuan dan keterampilan membuat profil diri dalam bentuk CV secara daring dan konvensional juga dalam bentuk media sosial profesional. Selain itu, peserta juga mendapatkan pengetahuan dan pengalaman bagaimana membuat surat lamaran kerja secara konvensional dan elektronik. Tidak hanya itu, peserta juga mendapatkan simulasi praktek wawancara kerja dalam Bahasa Inggris. Simulasi wawancara kerja dengan penulis menjadi kegiatan akhir dari pelatihan ini untuk mengevaluasi hasil pembelajaran para peserta selama pelatihan. Kata kunci: pelatihan, keterampilan, bahasa inggris, pencari kerja, anak muda Abstract The high number of youth unemployment reached 43.4 percent to be the starting point of Rumah Siap Kerja as a hub for job skills and entrepreneurship training activities. Various trainings have been held by the Rumah Siap Kerja as a partner of this training activity. Unfortunately, there has not been any English training conducted in the partner institution while English skills have been considered as the key to excellence in almost all aspects of human life. This inspires the trainer to provide the training entitled English for Jobseekers as a solution for English communication skills either in writing or orally within the English for specific purpose of seeking jobs. In this activity, participants gain knowledge and skills to create self-identity in the form of online and written CV as well as in the form of professional social media. In addition, participants also gained the knowledge and experience on how to write a cover letter and send it via email based on the email ethics explained by the trainer previously. Moreover, the participants experience the interview practice in English. Simulating a job interview with the author became the final activity of the training to evaluate the participants ' learning outcomes during the training.

While contemporary welfare processes have widely been analysed through the concepts of governmentality and pastoral power, this article diagnoses the dimension of confession or avowal within unemployment, job seeking and CV writing. This argument draws together the threads of Foucault’s work on confession within disciplinary institutions, around sexuality and genealogies of monasticism, adding the insights of writers in ‘economic theology’. Empirically the focus is on UK JobCentrePlus, whose governmentality is traced from laws and regulations, street-level forms, websites and CV advice. From the requirement of avowals of unemployment as a personal fault in interviews to professions of faith in oneself and the labour market, a distinctly confessional practice emerges – with the welfare officer as ‘pastor’ but with the market as the ultimate ‘test’ of worth. Furthermore, the pressure to transform the self through ‘telling the truth’ about oneself is taken as a normalising pressure which extends from the institutions of welfare across the labour market as a whole. In conclusion, the demand for self-transformation and the insistence on tests within modernity is problematised.

While contemporary welfare processes have widely been analysed through the concepts of governmentality and pastoral power, this article diagnoses the dimension of confession or avowal within unemployment, job seeking and CV writing. This argument draws together the threads of Foucault's work on confession within disciplinary institutions, around sexuality and genealogies of monasticism, adding the insights of writers in 'economic theology'. Empirically the focus is on UK JobCentrePlus, whose governmentality is traced from laws and regulations, street-level forms, websites and CV advice. From the requirement of avowals of unemployment as a personal fault in interviews to professions of faith in oneself and the labour market, a distinctly confessional practice emerges - with the welfare officer as 'pastor' but with the market as the ultimate 'test' of worth. Furthermore, the pressure to transform the self through 'telling the truth' about oneself is taken as a normalising pressure which extends from the institutions of welfare across the labour market as a whole. In conclusion, the demand for selftransformation and the insistence on tests within modernity is problematised. [ABSTRACT FROM AUTHOR]

Why are blue-collar blacks less likely to help jobseekers than jobholders from other ethnoracial groups or even than more affluent blacks? Drawing from in-depth, semi-structured interviews with 97 black and Latino workers at one large, public sector employer, we find that blue-collar black workers both helped less proactively and rejected more requests for assistance than did blue-collar Latino and white-collar black workers. We attribute blue-collar blacks’ more passive engagement to their stronger conviction, born from personal experience, that providing help was too risky and, more often than not, a waste of time. These experiences contributed to their belief that job-finding hardships were less the result of opportunity deficits than deficits in work ethic, a position they then deployed to justify their reluctance to help in the future. We end with a discussion about how prior helping experiences shape beliefs about inequality and inform jobholders’ willingness to help in the future, often to the detriment of disadvantaged black jobseekers.

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To provide disabled people with the same opportunities to participate in working life as everyone else, certain measures, such as wage subsidies, compensating for a reduced work capacity, might be necessary. To ascertain that these measures are limited to the most needy a system that identifies the target group is required. The Swedish Public Employment Service’s (PES’) classification of occupational disability constitutes such a system. In this study we document how jobseekers’ demographic characteristics, socioeconomic position, and health-related conditions are associated with being classified as occupationally disabled by the PES, and how this classification might be distorted by unintended incentive mechanisms. Our empirical analyses show that both previous health conditions and previous socioeconomic disadvantages were associated with a higher likelihood of being classified as occupationally disabled. To what extent these jobseekers actually had impairments that entailed reduced work capacity cannot be concluded from the available data, but our results indicate that also the goals set by the government may have influenced how the PES classified jobseekers.

This article explores the status of jobseeker in Directive 2004/38 that is aimed to simplify and strengthen the right of free movement and residence of all Union citizens. Unlike the categories of economically active and inactive persons, Directive 2004/38 employs a somewhat piecemeal approach towards setting out the status of jobseekers. It is submitted that this leads to much uncertainty over their residence rights and raises the prospect of divergent national implementation measures, leaving much leeway for the adoption of stringent approaches. While this is manifested itself, for instance, in the UK's policy towards Union jobseekers, it is also particularly salient within the framework of the EU-UK Withdrawal Agreement that authorises a constitutive approach to post-Brexit residence status, which is shown to carry a greater risk for UK nationals residing in EU Member States. Both instances are argued to further substantiate the need for a more systematic approach towards the outline of the status of jobseeker in Directive 2004/38, though the introduction of any legislative change may not currently be politically viable. [ABSTRACT FROM AUTHOR]

Copyright of Szkoła - Zawód - Praca is the property of Kazimierza Wielki University in Bydgoszcz and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In European industrialized countries, a large number of companies in the healthcare, hotel, and catering sectors, as well as in the technology sector, are affected by demographic, political, and technological developments resulting in a greater need of skilled workers with a simultaneous shortage of skilled workers (CEDEFOP, 2015, 2016). Consequently, employers have to address workers who have not been taken into account such as low-skilled workers, workers returning from a career break, people with a migrant background, older people, and jobseekers and train them, in order to guarantee the professionalization of this workforce (Festing and Harsch, 2018). Continuing vocational education and training (CVET) is seen as an indispensable tool; because CVET has advantages for both employers and employees, it helps to increase the productivity of companies (Barrett and O'Connell, 2001), to prevent the widening of socioeconomic disparities (Dieckhoff, 2007), and to open up career opportunities for the workforce (Rubenson and Desjardins, 2009). However, participation rate on CVET seems to differ, depending on institutional factors (such as sector and size of the company) and individual characteristics (such as qualification level, migration background, age and time of absence from work) (e.g., Rubenson and Desjardins, 2009; Wiseman and Parry, 2017). In contrast to previous research, our study aims to provide a holistic view of reasons for and against CVET, combining the different perspectives of employers and (potential) employees. The analysis of reasons and barriers was carried out based on semi-structured interviews. Fifty-seven employers, 73 employees, and 42 jobseekers (potential employees) from the sectors retail, healthcare and social services, hotels and catering, and technology were interviewed. Results point to considerable differences in the reasons and barriers mentioned by the disadvantaged groups. These differences are particularly significant between employees on the one side and employers, as well as jobseekers, on the other side, while the reasons to attend CVET of jobseekers are more similar to those of employers. The results can be used to tailor CVET more closely to the needs of (potential) employees and thus strengthen both the qualification and career opportunities of (potential) employees and the competitiveness and productivity of companies. [ABSTRACT FROM AUTHOR]

Continuing professional education (CPE) is viewed as the main strategy to tackle unemployment and to improve the weak position of jobseekers with few qualifications on the labour market. However, the mandatory nature of these programmes raises questions regarding jobseekers' motivation to enrol for and engage in training and – by extension – the effectiveness of the programmes. Moreover, until now, researchers have failed to address the different personal goals that unemployed people bring to CPE. Yet goals are viewed as a central determinant of motivation and behaviour. To overcome these limitations, the purpose of this present paper is to investigate the content of the multiple goals that jobseekers with few qualifications pursue in CPE programmes and to examine the dynamics of multiple goal pursuit. Based on the taxonomy developed by Carré (1998, 2001), jobseekers were asked to rank a list of goals in order of importance when enrolling for the training. Next, an explorative multidimensional unfolding method was used to identify several subgroups of jobseekers, depending on the combination of salient goals that they strive for simultaneously. Particular attention is paid in this study to the impact of the mandatory context on the goals pursued by jobseekers (i.e. the dictated goal). Self-report data was collected from a sample of 112 jobseekers from seventeen social-professional education training centres. Results indicated that few participants attribute importance to the dictated goal, and that they pursue multiple goals, oriented primarily towards learning and to a lesser extent towards participation. In addition, four subgroups of jobseekers were distinguished, based on their different combinations of goals. Only one subgroup explicitly reported external pressure as a factor that motivated them to enrol in training. The implications of applying an approach whereby multiple goal pursuit by jobseekers is considered, and the impact of this multiple goal pursuit on their motivation in mandatory CPE programmes are discussed. [ABSTRACT FROM AUTHOR]

To provide disabled people with the same opportunities to participate in working life as everyone else, certain measures, such as wage subsidies, compensating for a reduced work capacity, might be necessary. To ascertain that these measures are limited to the most needy a system that identifies the target group is required. The Swedish Public Employment Service's (PES') classification of occupational disability constitutes such a system. In this study we document how jobseekers' demographic characteristics, socioeconomic position, and health-related conditions are associated with being classified as occupationally disabled by the PES, and how this classification might be distorted by unintended incentive mechanisms. Our empirical analyses show that both previous health conditions and previous socioeconomic disadvantages were associated with a higher likelihood of being classified as occupationally disabled. To what extent these jobseekers actually had impairments that entailed reduced work capacity cannot be concluded from the available data, but our results indicate that also the goals set by the government may have influenced how the PES classified jobseekers. [ABSTRACT FROM AUTHOR]

International migration influences economies of both the home and the host country. Some countries perceive immigration as a threat and consider limitations to their social security system to protect the domestic economy. Within the European Union, both the economic and the legal side of the issue must be taken into account. The paper presents an empirical analysis of natives' and immigrants' unemployment rates in EU15 countries and discusses a possible use of the findings in intra-EU migration policy. Using Labour Force Survey Data for 2012, we estimate a series of logistic regressions in order to compare the immigrant/native unemployment rates, considering the differences in the structure of both subpopulations (in terms of age, sex, education and types of jobs). We conclude that a substantial part of the gap between natives' and immigrants' unemployment rates can be explained by these additional characteristics in most of the EU15 countries. [ABSTRACT FROM AUTHOR]

This article uses the concept of bounded agency to interpret the findings of a study that explored the training and job-seeking activities of a group of older adults. A qualitative, phenomenological approach was used to obtain personal and nuanced accounts of their experiences. A series of semi-structured interviews was conducted with eight adults aged 55 and older, who were low-skilled and unemployed. The findings identified that a range of interrelated barriers constrained their agency in those activities in two key areas. First, there was a disparity between their learning needs and preferences, and the delivery modes in their training programmes. Second, legacies from their personal histories contributed significantly to constraints in their current activities. The bounded agency concept explicated this range of barriers, as it incorporated institutional, societal and personal factors within the agency of individuals. A model of bounded agency was developed, that showed legacies from an individual’s personal history can lie at the base of their disadvantaged state, and that provisions in their training programmes can address those legacies. The article concludes by suggesting that this model could form the basis of further research with other jobseekers from disadvantaged backgrounds. [ABSTRACT FROM AUTHOR]

In the crisis period faced by all countries, including by Romania, the unemployment phenomenon is very extensive, affecting tens of thousands of people. We are presenting a statistical analysis of the data regarding the reconversion courses. The data were collected from the questionnaires completed by 216 respondents from rural area in Arges County. In this article I made a statistical analysis of the data on professional reorientation courses taken from questionnaires filled in by 216 persons in the rural area of the Arges County. I applied to the data structured on groups of gender, age, status on the labour market and applications for courses, a number of statistical indicators. This study is important for the determination of the types of professional reorientation courses implemented in the current circumstances of the market economy.

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Copyright of Journal of Social Intervention: Theory & Practice is the property of Universiteit Utrecht and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In Australia and other OECD countries, increasing the labour force participation rate of older adults (45-64 years) is seen as a primary strategy to address the current demographic challenges brought about by an ageing population and the retirement of skilled workers. Not all older adults have current workplace skills, yet barriers which include institutional, societal and personal factors, may constrain their participation in training and educational activities to increase their employability. The qualitative, phenomenological study reported here explored, through a series of semi-structured interviews, the experiences of a small group of disadvantaged older jobseekers, as they participated in training and job-seeking activities. Major findings included the disparity between the participants' preferred ways of learning and the delivery modes in their training programs, and that their training activities did not necessarily translate into employment. The findings bring into question the value of training and the effectiveness of current provisions. [ABSTRACT FROM PUBLISHER]

Recent decades have seen the category of unemployment transformed into job-seeking. Attention has generally focused on the disciplining effects of interventions, procedures and techniques within social welfare offices, or on scrutinizing policy documents as political expressions of neo-liberalism. This article examines advice for unemployed people who are ‘seeking a role’, from the official leaflets of social welfare offices or Jobcentres, and state sponsored and associated careers websites and advice books. Such documents constitute an extension of the disciplinary apparatuses of government and particularly inculcate ‘self-discipline’ for actors in the labour market. Strikingly, these documents not only involve disciplining jobseekers to seek work, but to present themselves as an ideal candidate for any job, to become a protean thespian who can act convincingly. Jobseekers are required to manage, conceal and overcome the unpleasant economic and social consequences of unemployment and turn these negatives into a positive performance within a theatricalized labour market. [ABSTRACT FROM AUTHOR]

Successive Australian Governments have sought to improve the capacity of the employment service system to build jobseekers' skills and capabilities and to promote transitions from income support to paid work. Yet despite these efforts, many jobseekers experience only short periods of employment, moving repeatedly between joblessness and positions with low skill requirements, low pay and few or fluctuating hours. This article explores ways to achieve more sustained transitions from welfare to work for disadvantaged jobseekers. We draw on data from a qualitative study of employment service providers who assisted jobseekers into work and the managers in the organisations that employed them. These informants' perspectives underline the importance of improving the quality of jobs that require low levels of skills and experience and demonstrate some ways employers and employment services can better work together and provide more enduring and effective forms of support. [ABSTRACT FROM AUTHOR]

In the crisis period faced by all countries, including by Romania, the unemployment phenomenon is very extensive, affecting tens of thousands of people. We are presenting a statistical analysis of the data regarding the reconversion courses. The data were collected from the questionnaires completed by 216 respondents from rural area in Arges County. In this article I made a statistical analysis of the data on professional reorientation courses taken from questionnaires filled in by 216 persons in the rural area of the Arges County. I applied to the data structured on groups of gender, age, status on the labour market and applications for courses, a number of statistical indicators. This study is important for the determination of the types of professional reorientation courses implemented in the current circumstances of the market economy. [ABSTRACT FROM AUTHOR]

Purpose – The uncompromising preference of citizens for public sector employment throughout the Middle East is not new. However, with the recent saturation of the public sector job market and demographic pressures, it has grown to become a problem of unpredictable economic and social consequences. This paper aims to explore the factors determining career choice behaviour and the underlying career expectations and perceptions of young citizens in one Middle Eastern country, the United Arab Emirates (UAE), where the preference for public sector employment is not only very strong, but is also perceived as increasingly problematic. Design/methodology/approach – Semi-structured interviews were conducted with a total of 60 UAE citizens in the age group of 18-23. Findings – The authors explore and discuss cognitive, social, and institutional factors that influence the job-seeking behaviour of young Emiratis and lead to negative attitudes towards the private sector. They further suggest potential causes of the very low private sector employment levels among UAE citizens and discuss their implications for policy makers. The authors argue for two main approaches: first, a focus on training and orientation of young citizens to enable them to confidently pursue job opportunities in the private sector. This may also include ways for providing young UAE citizens with private sector exposure, as 98 per cent of the national workforce is currently working in the public sector and a lot of what young UAE citizens think they know about the private sector is not founded in reality. Second, interventions to address structural and institutional challenges hindering employment of citizens including gaps in employment conditions and remuneration levels for citizens between the public and private employment sectors. Originality/value – While much previous research in this field has focused on the perceptions of employers, this is the first paper to actually explore the perceptions of those at the centre of the discussion – young UAE citizens themselves. [ABSTRACT FROM AUTHOR]

Copyright of Transfer: European Review of Labour & Research is the property of Sage Publications, Ltd. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)