THE YEMENI ENTREPRENEURIAL ECOSYSTEM

When comparing the feedback of
employers to the perception of job
seekers, the skills gap is seen even
more clearly. Contrary to employer
feedback, job seekers generally
regard themselves as having a high
degree of competency across most
skills, with those seeking senior
positions being more confident
regarding their skills and rating
themselves higher on all skills,
including soft skills.
same survey also showed the
gap between these hopes and
reality: 59% rely on their family
for supplementary income,
and 28% find it difficult to
make ends meet. According
to the 2015 Fresh Graduates
in the MENA survey, 76% of
fresh grads said that the foremost
challenge of their generation
is finding a job. Moreover,
almost 30% stated that their
jobs were not related to their
studies, and more than 80%
viewed their current jobs as
interim and are looking to
leave.
The employer vs. job seeker
split
Among the myriad factors
contributing to the existing
skills gap, our research
has shown that one stands
out: a profound disconnect
between the perceptions held
by employers and the perceptions
held by job seekers. In
fact, evidence shows that it
is challenging for employers
across the Middle East to find
candidates with the required
skills. This difficulty is accentuated
when recruiting for
degree - efficiency (81%), communication
As illustrated,
skills
collaboration/teamwork
(80%), collaboration/teamwork
(88%),
(80%)
efficiency
and the
(87%),
ability
communication
to
skills (
work under pressure (79%).
sonality and demeanour (85%), leadership qualities (84%), the ability to work under pr
planning/organisational skills (84%) were regarded as the most important attributes i
The biggest gap in expectations
These
between
skills
senior
were
and
also
midamong
to junior-level
the most valued
positions
for
were
midseen
to junior-level
for
positions, how
planning/organisation skills (84%
degree
for senior-level
- efficiency
positions
(81%), communication
vs. 70% for midskills
to junior-level);
(80%), collaboration/teamwork
relevant industry
experience (78% for senior-level positions vs. 67% for mid- to junior-level); negotation skills (78%
(80%)
work under pressure (79%).
for senior-level positions vs. 68% for mid- to junior-level); and overall personality and demeanour (85%
for senior-level positions vs. 75% for mid- to junior-level).
The biggest gap in expectations between senior and mid- to junior-level positions w
planning/organisation skills (84% for senior-level positions vs. 70% for mid- to juniordustry
experience (78% for senior-level positions vs. 67% for mid- to junior-level); neg
senior
Most
positions,
important
with
skills
seven
for senior
in
vs.
for senior-level Most
midimportant
to junior-level
positions skills vs. for
positions
68% senior for mid- vs.
-
mid-
MENA
to junior-level); to
overview
junior-level and positions overall personality and
10 respondents (70%) claiming
they find it difficult to
for senior-level (MENA overview) positions vs. 75% for mid- to junior-level).
find
+85+78+84+82+88+84+85+80+87+83+75+78+72+68+56+84+83+78
+80+68+0+0+80+79+75+73+81+76+74+67+67+63+0+70+75+0
+85+78+84+82+88+84+85+80+87+83+75+78+72+68+56+84+83+78
+80+68+0+0+80+79+75+73+81+76+74+67+67+63+0+70+75+0
85%
Senior Position
senior-level candidates Communication with
Most Skills important skills for senior 80% vs. mid- to junior-level Mid-Level/Junior positions Position - MENA ove
the required skills. The situation
seems to be slightly easier Negotiation Skills
78%
68%
when recruiting for junior
84%
Leadership Skills
85%
Sen
positions, although almost half
Communication 82% Skills
80%
Mid
of them (49%) still People rate Management the Skills
78%
hiring process as ‘difficult.’
Negotiation Skills
88%
68%
Collaboration/ Teamwork
80%
The Bayt.com 2016 Middle
84%
Leadership Skills
Ability to Work Under Pressure
84%
East Skills Gap Survey, released
last month, investigates
People Management Skills
79%
82%
85%
Personality & Demeanor
the skills gap crisis in the Middle
East. It provides a thorough Creative Thinking
73%
75%
88%
Collaboration/ 80% Teamwork
80%
Ability to Work Under Pressure
84%
investigation of the skills gap
87%
79%
crisis, both from an employer’s Efficiency
81%
85%
Personality & Demeanor
point Adaptability/Managing of view and job seeker’s Multiple Priorities
83%
75%
76%
80%
point of view, and ends with a
Creative 75% Thinking
73%
list of solutions to tackle this Technical Skills
74%
87%
problem in the best way possible.
The report describes what Adaptability/Managing Multiple Priorities
83%
78% Efficiency
81%
Relevant Industry Experience
67%
72%
76%
employers mean when Local they Work say Experience
67%
75%
job seekers are ‘unemployable.’
Technical 68% Skills
74%
Regional Work Experience
63%
78%
Government stakeholders play an
Relevant Industry Experience
56%
International Work Experience
67%
important role in funding skills
72%
development and pushing education
Local Work Experience
84%
Planning/Organisational Skills
67%
reform. Unfortunately, most employer-government
relations to date have
70%
68%
Critical Thinking & Problem Solving
Regional Work Experience
83%
63%
focused on lobbying for tax incentives
and cheaper labor. Employers
International Work Experience
78%
75%
56%
should move beyond this conversation
and focus on long-term skills
Planning/Organisational Skills
Strategic Vision
development in the community.
When comparing the feedback
of employers to the perception
of job seekers, the skills
gap is seen even more clearly.
Contrary to employer feedback,
job seekers generally
regard themselves as having
a high degree of competency
across most skills, with those
seeking senior positions being
more confident regarding their
Critical Thinking & Problem Solving
Strategic Vision
skills and rating themselves
higher on all skills, including
soft skills. Despite this general
positive view of their own skill
level, half of the job seekers
surveyed say it is still difficult
for them to secure a job.
Causes of the skills gap
Generally speaking, the skills
gap is a by-product of multiple
trends that can be summarized
into two main categories:
economic conditions leading
firms to institute rigorous cost
management strategies, and
modern-day skill requirements
outpacing formal education.
By understanding these issues,
companies, education providers
and governments can learn
to combat the skills gap and
84%
70%
83%
75%
78%
develop strategies to protect
from future skill deficits. The
following sections will analyze
these causes.
1. Economic conditions
The first driver of the widening
skills gap are the financial
decisions that companies make
in response to globalization,
increased competition, global
economic events, and investor
growth expectations. These >>>
Once a company understands its
skills supply and demand and
has established a sustainable
talent pool, it is time the skills
gap is closed with sound staffing
practices. This is accomplished
by revamping talent attraction,
talent assessment and talent
development systems.
june 2016 Entrepreneur 37