In recent times, skills plays the role to shape inequalities, active participation, and inclusive redistribution. Moreover, employer`s expectation of specific skills can lead to labour market exclusion and perilous lifestyle as disadvantaged people (dropouts, Early school leavers, migrants, young people, etc) are possessing insufficient experience. This will definitely jeopardize their life-cycle and they shall face the challenge of precarious jobs (low-income jobs,unstable employment, lower wages, more dangerous working conditions. contract jobs etc.) and working poor.
According to recent research, precarious work defines the phenomena where Companies worldwide are shirking their legal obligations to workers by replacing permanent jobs with contract and temporary work. Therefore, precarious worker`s group is those who fill permanent job needs, but are denied permanent employee rights. Globally, these workers are subject to unstable employment, lower wages and more dangerous working conditions. They rarely receive social benefits and are often denied the right to join a union. Even when they have the right to unionize, workers are scared to organize if they know they are easily replaceable. In this case, women, minorities, and migrant workers are much more likely to fill these kinds of jobs. As a matter of fact, permanent employment across a some sectors has shifted to precarious jobs through outsourcing, use of employment agencies, and inappropriate classification of workers as “short-term” or “independent contractors (International Labour right forum 2017). Also, this had led to the flexibility of the labour market system with insider/outsider policy formation that often exclude disadvantage people from societal resource
Therefore, early labour market entrance and career have been increasingly difficult to the disadvantaged. Moreover, there are so many graduates now on the market as well as employer`s are looking for evidence of skills and work experience, which will make you stand out from the crowd. Start gathering them now or work on what you’ve got so you are ready to impress recruiters. Moreover, employers place much emphasis on finding candidates with the right skills and competencies for their organisations. Depending on the career sector and profession you choose to work in, there could be very specific skills, abilities and knowledge needed to do the job. However, complementing these are general competencies and behaviours that are essential for successful working. These are often overlooked by candidates, but they are the things recruitment professionals want to see evidence of. (Target Jobs 2017)
According to a report of the target job (2017),these are the following top ten skills graduate recruiters want:
1. Commercial awareness (or business acumen): This is about knowing how a firm works and what makes a company tick. Showing that you have an understanding of what the organisation wants to meet through its products and services, and how it competes in its marketplace
2. Communication: This covers verbal and written communication, and listening. It’s about being clear, concise and focused; being able to tailor your message for the audience and listening to the views of others.
3. Teamwork: You’ll need to prove that you’re a team player but also have the ability to manage and delegate to others and take on responsibility. It’s about building positive working relationships that help everyone to make goals and business aims.
4. Negotiation and Persuasion: This is about being able to put forward your way, but also being able to understand where the other person is coming from so that you can both get what you want or need and feel positive about it.
5. Problem solving: You need to display an ability to take a logical and analytical approach to solving problems and resolving issues. It’s also good to show that you can approach problems from different angles.
6. Leadership: You need to show potential to motivate teams and other colleagues that may work for them. It’s about assigning and delegating tasks well, setting deadlines and leading by good example.
7. Organisation: This is about showing that you can prioritize, work efficiently and productively, and manage your time well. It’s also good to be able to show employers how you decide what is important to focus on and get done, and how you go about meeting deadlines.
8. Perseverance: Employers want people to have a bit of get-up-and-go. Working life presents many challenges and you need to show employers that you’re the kind of person who will find a way through, even when the going gets tough… and stay cheerful-ish.
9. Ability to work under pressure: This is about keeping calm in a crisis and not becoming too overwhelmed or stressed.
10. Confidence: In the workplace you need to strike the balance of being confident in yourself, but not arrogant, but also have confidence in your colleagues and the plant you work for.
Therefore, with the above employer`s demanded skills, you can shape and smooth your school to work transition process and simplify your life, despite other factors that can still instigate social exclusion. Equally, the labour market and employment researcher, Eddy Esien, has designed a Y-SkillsLab ( https://www.facebook.com/YSkillsLab/) active labour market policy measure/project, tailored to assist, support, and (re)trained people to upgrade and tap their potential skills.
To sum up, skills are prerequisite to enter the labour market and they also shape inequalities. Having a higher IQs isn`t a guarantee to smooth someone`s transition process, but in combination of a huge part of problem-solving skills, trust, team work, empathy, and the ability to have a healthy leadership, ethical value with a sense of humanity
Esien Eddy (2017): Y-SkillsLab. https://www.facebook.com/YSkillsLab/
International Labour Right Forum 2017. Precarious Work: http://www.laborrights.org/issues/precarious-work
Target Job (2017): source https://targetjobs.co.uk/careers-advice/career-planning/273051-the-top-10-skills-thatll-get-you-a-job-when-you-graduate
By Eddy Bruno:
Founder of HIBA, welfare, social and Public Policy Researcher, author of many “Active” labour Market Policy Research, and Political Economist. He equally has a long experience about the research and formation of skills with regard to inequalities. As a developmental expert, he has draft, execute, and implement varieties of social welfare projects for sustainability.