The surprisingly exclusive nature of medium- and low-skilled jobs

Abstract

Purpose – The purpose of this paper is to learn more about demand for competences is crucial for revealing the complex relationship between employee selection, different strands of education and training and labor market regulation. Design/methodology/approach – Content analysis and statistics of job advertisements. Findings – Employer skills requirements even for low- and medium-skilled jobs are highly specific. Formal education requirements are higher than they “should” be. No detectable “basic package” of general cognitive skills for low- and medium-skilled jobs was found. Employer demand focusses on non-cognitive skills and specific cognitive skills. Specificity of skill requirement across different sectors or occupation groups differs vastly between different types of low- and medium-skilled jobs and is linked to the interactive nature of the job, not to the qualifications or the experience required. Research limitations/implications – The analysis can be considered an initial feasibility test for a larger comparative cross-country project that would aim to understand labor demand in different EU countries. Practical implications – The analysis could be used as input in designing labor market policy and life-long learning programs to integrate low-skilled and unemployed. Social implications – The research provides a tool to match disadvantaged workers to jobs for which they possess greater capabilities or to help them develop crucial skills for a given occupation. Originality/value – This paper contributes to the HRM literature with a more demand-led approach to labor market policy. The authors reveal what role skills and upskilling can play in alleviating the problem of unemployment. The results can be useful for HR specialists and policy makers.