Essay Writing Help on Solution to Youth Unemployment

Solution to Youth Unemployment


            Youth unemployment has been a challenge in most nations for many years. Youth unemployment has become a topic of a broad scope of policy interventions (Jones 2013). The accumulated wealth of strategy experience did not bar a rapid rise in youth joblessness in the course of the Great Recession that happened in 2008 and 2009. This poses serious inquiries concerning the significance of past strategy lessons to the present problem. This study discusses the impacts of youth joblessness, its influence on the welfare of the youth, and the need to ensure policy interventions that tackle this problem. Modifications in the education system affect the extent of the youth labor market, thus influencing youth joblessness levels. Therefore, controlled or compulsory augments in educational contribution could significantly lower the youth joblessness rate through enhanced exposure and skills required in the job market. Moreover, the youth joblessness level does not encompass the young individuals that do not take part in either the labor market or education, as individuals that do not actually search for work might decide to proclaim themselves jobless in order to acquire benefits (Jones 2013). With proof across a scope of developed nations, this study describes the kinetics of youth joblessness and looks at micro-econometric evidence on the impacts of joblessness from the United Kingdom, United States, and Germany. Ultimately, the study will embark on a contentious course of policy, affirming that the conservative understanding of youth employment policy has become greatly inappropriate. The resolution to the problem of youth joblessness is not just more employment opportunities for the youth (Jones 2013).         

Youth Unemployment

The deteriorating labor market performance of young people turned evident at around 1970 with its origin lying in the considerable augment in supply related to the entrance of the baby-boomers into the labor market (European youth forum 2008). Rather than bettering as generation size decreased, the comparative labor market feat of youthful individuals deteriorated in the course of 1980s as well as 1990s (European youth forum 2008). Greater joblessness was accompanied by an augment in the wage gap involving older people and youths, especially in the course of the 1980s as well as 1990s (European youth forum 2008). Though there was some considerable recuperation in the late 1990s, it was not to the rates of the early 1970-1975. Nevertheless, a further weakening of the youth labor market was witnessed from the start of the Great recession (European youth forum 2008).

The required skills are hard for the youths to acquire and express with minimal or no work experience. However, excellent abilities are also more fundamental than ever, if the youths are to stay away from effects of unemployment. Through a blend of employment and learning, apprenticeships can smooth the path into work, facilitating youthful individuals to keep on working towards greater abilities while acquiring precious labor market experience. Finishing an apprenticeship could considerably advance youths’ employment opportunities (Bell & Blanchflower 2011). Therefore, to gain experience that will allow the youths to get employment, there has to be employment opportunities, which makes the solution to the problem of youth unemployment be just more employment opportunities for the youths.

There are many explanations as to why youth joblessness levels could be greater when judged against other adult levels (O’Higgins 2001). Going by the internal labor market, youths normally have less particular human resources pertinent to the given company for whom they operate and lesser general work abilities and experiences. Even devoid of an official last-in first-out (LIFO) strategy (prioritizing layoffs by rank), companies could have the view that the future gains of employing youthful employees are overshadowed by its present outlays (Bell & Blanchflower 2011). Moreover, liquidity issues could make employers desire lay-offs amid youthful employees first, especially where legal redundancy compensations are position considered as is the situation in many nations.

            Judging by the situation in the external labor market, youthful employees could be less effective in seeking employment opportunities as compared to older people (Madsen et al. 2013). Youthful people are probable of having few contacts and little knowledge of getting employment, which positions them at a comparative shortcoming when judged against older people. Youths could find themselves in a knowledge snare, where companies choose employees that have experience, and thus newcomers in the labor-market are not employed, which means they have no opportunity of increasing their experience. With respect to supply, youthful individuals are less probable of having considerable monetary obligations as compared to the older people. In addition, most parents could be ready to support their youthful children in case they fail to get employment. Such aspects could result in an enticement to limit their employment search action, generating higher levels of joblessness.

            Youth joblessness problem has had a weighty impact on youthful individuals and their communities. Youth joblessness is an international concern that threatens to weaken the very framework of the community (Madsen et al. 2013). Over seventy-five million youths are jobless across the globe and in Europe nearly 25% of the youths are jobless. In the United States, joblessness amid the young people in 2009 reached its peak elevated level (Muller-Camen et al. 2011). In the US, youth joblessness level had an average of about 12% from 1955 to 2014, and reached its highest level of 19% in 2009 and the lowest point was 7% in 1956. Joblessness amid the young people in the United Kingdom has been about close to a million youths, 20%, for a long time (Breen 2005). Though the present elevated rate is not shocking (the youths have been constantly fairing poorly in the labor market in an economic recession), this is just a section of the story. From early 2000, youth joblessness has been increasing thus becoming a greater structural challenge to handle. Attributable to the rising youth joblessness, the youths are facing heightened rates of impoverishment and social segregation, and there is a broadening fiscal gap between elderly and youthful cohorts (Bell & Blanchflower 2011).

            An elevated rate of youth joblessness is avoidable (Flynn et al. 2013). In fact, different other nations have managed to uphold a low rate of youth joblessness both before and after the economic recession. For instance, in Germany the youth joblessness level is presently about 8% (when judged against 20% in the United Kingdom and 12% in the United States), and the rate in reality dropped during the economic downturn (Bell & Blanchflower 2011). Though the explanations behind cross-country dissimilarities are complex, a powerful apprenticeship network is believed to be a major explanation for the triumph of Germany in maintaining youth joblessness low. The major force of elevated rates of youth joblessness is the challenge that most youths have in realizing the initial changeover from learning into working. Alterations in the labor market related to the change from production and manufacturing to a service economy have resulted to this shift being more difficult as companies seek employees with soft skills like client service and communication (Flynn et al. 2013). Nevertheless, the current networks in the United Kingdom and United States have numerous restrictions and as the governments seek to reform the apprenticeships and lower youth unemployment rates, there are many lessons that could be gained from the German system. Thus, the solution to youth unemployment is not just more jobs for younger people (Flynn et al. 2013).


Higher Employer Participation

Both German students and firms high value apprenticeships, the qualifications they offer are identified as a dependable mark of competence and firms have confidence in the level of proficiencies and knowledge they bestow (Chabanet 2014). Amid the major rationales for this is the high rate of employer participation in the German apprenticeship network where nearly every large firm support apprentices and a huge number embark on a very aggressive task in the advancement of the network. The majority of employers participate in different ways with some of these being development and provision of guidance for apprentices, being supportive in the progression, backing of the coordination between learning institutions and firms, advising on and supervising training programs, executing examinations, and awarding qualifications (Bell & Blanchflower 2011). In this manner, there is enhanced exposure and building of skills thus a creating better chance for employment.

Enhanced participation benefits the German sector with considerable impact over the professional syllabus, ensuring an excellent equivalent between the supply and demand for proficiencies in the labor market. This reduces unemployment through ensuring that school offer graduates with skills required in the market where they are quickly absorbed. On the contrary, in the US and UK, less than 35% of the big firms provide apprenticeships and small businesses, particularly, find it greatly challenging to participate in such a structure (Chabanet 2014). In the US and UK apprenticeships are insufficiently advanced with employer requirements in mind, which, consequently, has restricted development in the provision of excellent apprenticeships (Chabanet 2014). This way, the learners are either uninformed of the required skills or ill-prepared thus do not stand a better chance of employment as their German counterparts. Employers of every caliber ought to be engaged in the apprenticeship structure for the structure to deliver an accomplished labor force that matches the requirements of employers.            

Training Scheme

            As a section of part-time learning, apprenticeships ought to engage a considerable quantity of off the job erudition. The German arrangement stands out in this regard with apprentices in Germany using more than ten hours in off-the-job learning every week in both vocational and more general sectors of study (for instance, language, business study, and nationality) (Bell & Blanchflower 2011). Via the combination of education and work anchored training, theoretical advances gained in learning institutions are deemed to balance practical knowledge in the place of work. In Germany, Level 3 apprenticeships are common (Chabanet 2014).

            The Youth Training Scheme in the UK was a failure as it just allowed employers to take advantage of school leavers for inexpensive labour, and offered little essence in the approach of genuine learning.  The United States and United Kingdom systems have a lot to emulate from the German system (Chabanet 2014). The systems in the US and UK have apprentices that characteristically use about a single day in a month in the off-the-job coaching, and the professional qualifications that shape the educational facet of the structure are condemned for being very occupation-specific and not affluent enough. The majority of the current increase in apprenticeship adoption has occurred at the intermediate level and will restrict labor market profits (Chabanet 2014). Value also differs broadly, and in fields where apprenticeships have conventionally been less widespread, for instance, in retail as well as client service, apprentices use most of their time working and just a very small amount of time in the off-the-job training (Chabanet 2014). Unlike in the UK and US, excellent training scheme in Germany provides a great degree of educational content that offers adequate understanding and proficiencies to be conveyable to other profession fields or higher learning thus ensuring that the learners are employed.       

Facilitation of Passage from School to Work

            Though apprenticeships are not only for the youths, they are the main means of smoothing the school to work changeover. A great fraction of German youths decide to pursue vocational passages, when judged against the United Kingdom and United States where such a passage is normally deemed as secondary  to educational study and most of the youths could end up on an apprenticeship after being channeled through an education system that is not appropriate for them. Accordingly, the apprenticeship structure has, thus far, had little influence on the youth labor market in the US and UK (European Commission 2013). The current augment in the level of apprenticeships has been propelled by the individuals with twenty-five years of age and above, implying that the majority of the youths either do not have adequate knowledge concerning them or do not consider them worthless paths from schooling to working. Therefore, greater effort is needed in UK and US to enhance the understanding and consciousness of apprenticeships by the youths (European Commission 2013). More comprehensible passages into apprenticeship are necessary in UK and US to provide an apparent vocational option to the educational study. This is contrary to the case in Germany where vocational passages are more common and the level of apprentices is 4 times as in the UK. In this regard, the policy has ensured that youths in Germany get employed thus reducing the joblessness level.  

Informing the Youths

            The majority of the youths struggle in the profession strides because of lack of or minimal information regarding the field of work, resulting to uninformed decisions concerning education and professions. Low youth unemployment in Germany could be attributed to excellent career guidance that assists the youths arrive at well-informed choices regarding their future, encompassing the choice of educational/vocational plans, a choice to complete the education system, and an optimum combination of school and work. Attributable to excellent information programs for the youths in Germany, the nation has concentrated on graduating its high school learners with the tantamount of a technological diploma from community colleges, with the purpose of making them ready for employment. Nations with high youth joblessness do not have such information and training programs. On the contrary, most profession guidance programs suffer from poor financing, incompetent trainers, and insufficient access to opportune and appropriate information regarding labor market (European Commission 2013). To reduce the level of youth unemployment in the US and UK, employers could collaborate with learning institutions to boost the excellence and provision of vocational programs for the youths at an instance when they are establishing important choices concerning their future.

In partnering with schools, employers in Germany have boosted the youths’ exposure to the field of work by acting as school visitors and providing courses or finding professional speakers as well as participants for associated endeavors like work shadowing and career days (European Commission 2013). For the majority of young people, employers and organizational leaders have acted as role models as well as a motivation to set more determined goals. Devoid of awaiting the execution of more ambitious syllabus restructuring programs, employers have utilized their power to persuade schools to implement courses that assist the youths steer the employment-search routes and construct major soft-skills applicable to the job market. A crucial and focused new messaging plan, with the integrity of employers supporting it, has been implemented in the field of occupational training (European Commission 2013). However, in nations like the United States and United Kingdom, vocational training programs play just a minor function and are considered substandard and low-grade options to an educational setting (European Commission 2013).

German youths, particularly the ones dissatisfied with education in school and the ones that drop out of school, are informed of the extant great demand and the high salaries for skilled and excellently trained occupational and technical workers (European Commission 2013). Moreover, the youths are motivated by a visualization of professional career paths that encompass business creation anchored in technical and business proficiency, in addition to the potential for school re-entry in technological, engineering, as well as other fields later. Through the support of more learners to get into occupational training and equipping them with necessary information, the employment opportunities for the youth has been increased through tackling the shortage of their skills and eliciting higher consideration and advancement to the occupational training structure.                               

Work Experience Program

In the UK, the work experience program signifies a voluntary plan for individuals between the age of sixteen and twenty-four who have been jobless for over 3 months, although less than 9 months (Griffin 2013). The unemployed individuals participate in unpaid task assignment for 2 to 8 weeks, operating twenty-five to thirty hours every week. They keep on receiving jobseekers compensation all through. Nonetheless, any individual that terminates their assignment by more than a week gets their allowances halted for 2 weeks. However, this policy has not succeeded in reducing youth unemployment in the UK and the majority of employers have been criticized for failing to give jobseekers a chance as part of the policy.

In the US, work experience program offers employers with qualified global personnel for nearly every position. The individuals are thoroughly interviewed and only the grown-up, motivated, and proficient ones are chosen. Nonetheless, since the program is concerned with international jobseekers, it has had inadequate national attention thus has not succeeded in reducing unemployment rate in the US. In Germany, the work experience program focuses on jobless individuals from eighteen years of age by honing their expertise and offering them work placement (Griffin 2013). The UK and United States should learn from Germany, where this program has succeeded in reducing youth unemployment level. Unlike in the UK and US, the work experience program in Germany has offered a remarkable range of opportunities to the interested jobseekers by giving them the opportunities and ensuring that they obtain certificates that help them to be employed in either the host company or other comparable companies.          


Unemployment amid the young people has been a challenge in different nations for numerous years. It has become a matter of a broad scale of policy interventions. This study has discussed the impacts of youth joblessness, its influence on the interests of the youth, and the need to guarantee policy interventions that tackle this problem. Many accounts have been issued as to why youth joblessness levels could be bigger when judged against other adult levels. In the labor market, youths usually have less particular human resources significant to the given company for whom they operate and lesser general work aptitudes and experiences. Furthermore, liquidity issues could make employers select lay-offs amid youthful employees primarily, mainly where legal redundancy compensations are position measured as is the position in many nations. Youth joblessness difficulty has had a hefty impact on youthful persons and their communities. Youth joblessness is a worldwide concern that threatens to deteriorate the very support of the community. Though a high rate of youth joblessness is preventable, over seventy-five million youths are unemployed across the world. Employers of every level ought to be engaged in the apprenticeship formation for the structure to convey an expert labor force that matches the obligations of employers. More graspable passages into apprenticeship are essential to present a perceptible vocational selection to schoolwork. Governments, trade unions, activists, and organizations in UK and US have a tough task of emphasizing the distress of discrimination against the youths and strongly endeavor to eliminate it.

Reference List

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