Skill Mismatch Assessment: Example of Software Industry in Bosnia and Herzegovina

Concept of skill mismatch is very broad and can be measured using a variety of indicators. It is used to describe so-called vertical mismatches (over-education, under-education, excessive or insufficient training), skills gaps, skills shortages, enrolment policy or ‘horizontal’ mismatches and skills obsolescence. In this paper we are analyzing skill mismatch gaps and skills shortages in software industry in Bosnia and Herzegovina using firm level assessment. The research results provide clear evidence for severe skill shortages facing IT companies in Bosnia and Herzegovina. Inadequate tertiary education enrolment policy results in numerous vacancies in software industry, especially for developer’s positions. The evidence of skills gaps are also found. Primarily as a result of inadequate curricula in higher education institutions. The problem of skill gaps is most prominent referring professional (technical) skills, but also some ‘soft’ skills, such as the ability to work with clients, communication skills, problem detection and solving, etc. In a broad group of professional (technical) skills the biggest gaps are found in a sub-group related to fundamental knowledge of programming languages and IT systems, and sub-group related to experience in working with complementary tools and project management. In a way this was expected having in mind the stage of development of software industry in Bosnia and Herzegovina. Identified skill gaps and skill shortages are somewhat lower for non-IT employees. Based on the research findings several policy options are discussed.

The different faces of international posting: Why do companies use posting of workers?

The importance of the posting of workers across EU borders has grown considerably in the past decade, causing concern regarding its impact on labour standards in Europe. This article asks why posting has taken such a flight. Building on quantitative analysis and in-depth interviews set against other sources, we shed light on employer motives for deploying posted workers. We develop a typology of posting which shows that while cost minimization is a crucial motive, especially in sectors where labour cost is an important competitive concern, a much wider set of motives are at play. Skill shortages across all levels of the skills spectrum play a crucial role in every sector. In addition, companies use sub-contracting for highly specialized temporary work as well as for routine tasks. Posting is also used for career development, especially of high potentials. Based on the wide array of employer motives for the use of posting, our typology distinguishes between ‘competition posting’, ‘specialisation posting’ and ‘expert posting’. The article discusses some implications for EU policy vis-a-vis posted work.

Improving graduateness: addressing the gap between employer needs and graduate employability in Palestine

PurposeThis research paper seeks to identify multiple stakeholder perceptions relating to the level of graduateness of a group of business school graduates in Palestine.Design/methodology/approachAn exploratory mixed method approach was employed. Survey data provided the quantitative information that was analysed using statistical package for the social sciences (SPSS). Interviews of 1.5–2 h duration were conducted to gather the qualitative data. The study utilised an inductive thematic approach to analyse these data.FindingsEmployers were resolute in the view that despite the high level of youth unemployment in Palestine, they still had difficulty in sourcing suitably qualified graduates. Collaboration between employers and higher education providers is not of a level that supports the development of graduateness. The identified key skill shortages occurred in the soft skills area, for example, written and verbal communication, language and problem-solving skills, negotiation and conflict resolution.Research limitations/implicationsAs an exploratory research study, there are opportunities for future research investigating more deeply the themes identified and the success or otherwise of the recommended initiatives.Practical implicationsThis study has implications for both educationalists and policymakers, regarding the prioritisation of development funding and of policies and practices aimed at improving youth employment. There are implications for all stakeholders with regard to collaboration in curriculum development, provision of education, and training and development programmes targeting young people to ensure that they are work ready.Originality/valueThis paper is one of the first to examine the skills gap between business schools' graduates and employment in Palestine.

Access to Employment or Access to Employers: a Descriptive Study of Employers' Attitudes and Practices in Hiring Newcomer Job Seekers

This paper provides a detailed description of employers' attitudes and practices in hiring newcomer job seekers in an attempt to examine the access to employment issue through the lens of employers. It applies social inclusion theory and expands the existing conceptualization in order to answer four key questions: Who are these employers? Who do these employers hire and why? What are current recruiting practices? And how do such practices disadvantage newcomer job seekers, deliberately or inadvertently? Some key findings in this paper include: the disconnect between immigration and skill shortages in the perception of employers leads to their maintaining the status quo in hiring practices; employers' preferred hiring strategies and technologies are constructed on the existing social networks and therefore largely exclude newcomer job seekers; and employers interpret personal attributes based on mainstream social and corporate cultural norms and it disproportionately disadvantages newcomer job seekers.

Access to Employment or Access to Employers: a Descriptive Study of Employers' Attitudes and Practices in Hiring Newcomer Job Seekers

This paper provides a detailed description of employers' attitudes and practices in hiring newcomer job seekers in an attempt to examine the access to employment issue through the lens of employers. It applies social inclusion theory and expands the existing conceptualization in order to answer four key questions: Who are these employers? Who do these employers hire and why? What are current recruiting practices? And how do such practices disadvantage newcomer job seekers, deliberately or inadvertently? Some key findings in this paper include: the disconnect between immigration and skill shortages in the perception of employers leads to their maintaining the status quo in hiring practices; employers' preferred hiring strategies and technologies are constructed on the existing social networks and therefore largely exclude newcomer job seekers; and employers interpret personal attributes based on mainstream social and corporate cultural norms and it disproportionately disadvantages newcomer job seekers.