Job Market: The Everlasting Problem
10 July 2009
Read by 1550 persons
Companies and young graduates have long been faced with the problem of a mismatch between supply and demand. When will profiles adapted to market needs be available?
Among the unemployed population, almost 27% are young graduates, while only 3% of them have no diploma. This is mainly due to the mismatch between supply and demand for jobs. More and more Moroccan companies are finding it difficult to find suitable profiles.
On the other hand, many young graduates cannot access the job market, often because their training is considered outdated or useless for today's professional life. This problem is not new, but it is constantly growing.
Economic actors, training professionals, and the government are all trying to find appropriate solutions to address this problem, each from their own perspective. What are the reasons for such a gap between supply and demand in the job market? Is it the education system? In that case, what can be done? Eliminate these "unemployment factories"? How can companies meet their skills needs? Is retraining the only way out for young unemployed people? Or are there other solutions?
In this matter, the first thing to be pointed out is the education system. Many believe that education does not offer the required profiles. They even describe some branches as "unemployment factories." This includes, for example, degrees in literature, biology, physics, etc. One of the government's responses was, of course, the reform of higher education.
However, the results will only be noticeable in the long term. It is clear that to change the trend that has been in place for decades, it takes time, as well as a promotion of all qualifying technical training courses. Others go a little further in their analysis and find that the education system does not allow young people to have an analytical mind, a sense of responsibility, and thus prevents them from being creative. They believe that the reform of education must first focus on fundamental issues regarding curricula and teaching methods. Everything must be reviewed.
Other professionals see things differently. According to them, it is a false problem. In their opinion, companies penalize themselves when they have the solution at hand. Indeed, companies desperately seek tailor-made profiles. To do this, they are forced to recruit people from their competitors. So, to hire, they fire. This is expensive for the company. The solution, according to these people, would be for the company to train its own personnel. A kind of investment in time and money that will later become profitable. Moreover, several companies use this method.
This allows companies to have tailor-made profiles. This practice is common among large structures such as multinationals, which often organize training sessions for their new recruits. On the other hand, few SMEs opt for internal training, which is often considered costly.
For young graduates who have received training or education that is poorly adapted to market needs, the only option is retraining. And there, graduates face a series of problems. The first problem concerns the choice of training they must follow. The multitude of schools offering all kinds of training makes the choice difficult. Not to mention, of course, the exorbitant price of this training. Retraining, yes, but how and at what price?
Rachid Abbar
Posted online on June 10, 2009
aujourdhui.ma
Among the unemployed population, almost 27% are young graduates, while only 3% of them have no diploma. This is mainly due to the mismatch between supply and demand for jobs. More and more Moroccan companies are finding it difficult to find suitable profiles.
On the other hand, many young graduates cannot access the job market, often because their training is considered outdated or useless for today's professional life. This problem is not new, but it is constantly growing.
Economic actors, training professionals, and the government are all trying to find appropriate solutions to address this problem, each from their own perspective. What are the reasons for such a gap between supply and demand in the job market? Is it the education system? In that case, what can be done? Eliminate these "unemployment factories"? How can companies meet their skills needs? Is retraining the only way out for young unemployed people? Or are there other solutions?
In this matter, the first thing to be pointed out is the education system. Many believe that education does not offer the required profiles. They even describe some branches as "unemployment factories." This includes, for example, degrees in literature, biology, physics, etc. One of the government's responses was, of course, the reform of higher education.
However, the results will only be noticeable in the long term. It is clear that to change the trend that has been in place for decades, it takes time, as well as a promotion of all qualifying technical training courses. Others go a little further in their analysis and find that the education system does not allow young people to have an analytical mind, a sense of responsibility, and thus prevents them from being creative. They believe that the reform of education must first focus on fundamental issues regarding curricula and teaching methods. Everything must be reviewed.
Other professionals see things differently. According to them, it is a false problem. In their opinion, companies penalize themselves when they have the solution at hand. Indeed, companies desperately seek tailor-made profiles. To do this, they are forced to recruit people from their competitors. So, to hire, they fire. This is expensive for the company. The solution, according to these people, would be for the company to train its own personnel. A kind of investment in time and money that will later become profitable. Moreover, several companies use this method.
This allows companies to have tailor-made profiles. This practice is common among large structures such as multinationals, which often organize training sessions for their new recruits. On the other hand, few SMEs opt for internal training, which is often considered costly.
For young graduates who have received training or education that is poorly adapted to market needs, the only option is retraining. And there, graduates face a series of problems. The first problem concerns the choice of training they must follow. The multitude of schools offering all kinds of training makes the choice difficult. Not to mention, of course, the exorbitant price of this training. Retraining, yes, but how and at what price?
Rachid Abbar
Posted online on June 10, 2009
aujourdhui.ma
