Features of Youth Employment in the Labor Market

ALEXEY TIKHONOV1, NATALYA PROSVIRINA1, ELVIR AKHMETSHIN2,

KARINE BARMUTA3, NURULLA FAYZULLAEV4

1Moscow Aviation Institute (National Research University)

4 Volokolamskoe highway, 125993, Moscow

RUSSIA

2Elabuga Institute of Kazan Federal University

Kazan Federal University

89 Kazanskaya street, 423604, Elabuga

RUSSIA

3Don State Technical University

1 Gagarina street, 344003, Rostov-on-Don

RUSSIA

4Urgench State University

14 H. Alimjan street, 220100, Urgench

UZBEKISTAN

Abstract: - The article considers the difficulties young people face in finding employment: high level of

competition among specialists without experience, lack of necessary work in regions and forced migration of

young job seekers to major cities, mismatch between education and labor market expressed in lack of necessary

competences of graduates or unwillingness to work in their profession. The article also considers the main

factors influencing the process of employment of young professionals and their choice of profession. It

analyzes the difference between the initial salary levels in different professional fields and regions and their

subsequent differentiation during the career. The opinion of young job seekers regarding their own position in

the labor market is assessed: their evaluation of the difficulty and criticality of employment at the moment,

readiness to reduce salary requirements, to seek part-time work and fear of quitting their current job. The article

draws conclusions about the main problems hindering the employment of young job seekers in the labor market

and the factors contributing to the growing shortage of young professionals in certain sectors of the economy.

Key-Words: - labor market, employment, youth, employment, labor economics.

Received: April 7, 2024. Revised: September 2, 2024. Accepted: September 29, 2024. Published: October 18, 2024.

1. Introduction

Young people in many countries often have many

difficulties in their initial employment. Some of

these difficulties are objective barriers that young

professionals face to varying degrees, and they

require primarily quantitative metrics to understand

the extent to which state and employer influences

can mitigate the labor market position of young job

seekers and help them to launch their careers. Some

of the problems are specific to national labor

markets: they require additional analysis, not just

quantitative, but also qualitative, in order to isolate

their causes in each country of the world [1].

Removing these barriers to youth employment can

help to modernize national economies and develop

key sectors that are in particular need of young

talent, such as information technology (IT) and

banking. According to experts in the field of labor

economics, improvement of conditions for

comfortable employment of young generation

should stimulate intensive development of all

sectors of the economy. Otherwise, if there are

significant difficulties in the process of

employment, young people can cause social tension

in society and the emergence of economic crisis.

The digital transformation of society as a whole has

led to the emergence of completely new economic

and social factors that directly change the

requirements for modern human capital [2, 3]. The

massive digitalization of all industries can lead to an

increase in unemployment among certain

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professions. The widespread introduction of

advanced digital technologies will cause the need

for mass training of professional staff in new

information and computer skills [4-6]. Based on the

forecast of the current dynamics of employment

change, as well as a study of the potential of labor

automation conducted by McKinsey, a leading

consulting company, the demand for the least skilled

labor will decrease. Additional research on youth

labor economics is needed to stabilize the

socioeconomic situation.

2. Literature Review

In 2020-2021, the Russian labor market had a major

decline in the number of young workers. According

to Russian auditing company FinExpertiza, the

number of people employed in Russia will decline

by 1.65 million in 2020, 1 million of which were

workers under the age of 30. Thus, in one year, the

Russian economy lost 7.7% of young workers. The

decline in the number of employed youths in 2021

was the highest since 2009. In just one year, from

September 2020 to September 2021, the number of

working Russians of 20-29 years old has decreased

by 460.5 thousand people. At the same time, the

total number of workers in all age groups increased

by 1.84 million over the same period [7].

The general trend of decline in the number of

young workers in Russia has been observed since

the early 2010s. According to FinExpertiza, between

August 2010 and September 2021, the number of

employed youths decreased by 32% (by almost 6

million people). The reasons for the decrease in the

number of employees are in the field of

demography, the small generation born in the 1990s

is entering the market, while representatives of the

generation of 1980s are already dropping out of 20-

29 years old group. In the near future the situation

will only worsen, thus, according to experts from

the The Centre for Labour Market Studies at the

Higher School of Economics, the number of

workers from 20 to 40 by 2030 compared to 2017

will decrease by a quarter (about 8 million people)

[8]. However, the share of age group of 15-29 years

in the overall population will grow at the expense of

young people born in the 2000s. It was 14.3% or

22.6 million people in 2020, and it is projected to

rise to 17.1% or 25.4 million people in 2030.

One of the objectives of the Ministry of Labor

and Social Protection of the Russian Federation is to

"promote the involvement of young people in the

workforce": the program to promote youth

employment until 2030, approved in December

2021, is aimed at its solution. One of the Key

Performance Indicators (KPI) of this program sets

as the main goal to reduce the unemployment rate

among young people of 15-29 years to 5% by 2030,

compared to 10.7% in 2020. The current

unemployment rate for the age group of 15-29 years

is 27.6%, while the age group of 20-24 years is

15.4%. In the group of 25-29, it decreases to 5%,

but remains higher than the overall labor market rate

(4.3% in September-November 2021) [9].

Thus, the Russian economy can expect a serious

labor shortage among young people in the coming

years. According to the Russian Labor Ministry,

young workers are most likely to be employed in

communications (29% of those employed of all

ages), hotel and restaurant business (28%) and

insurance and finance (27%): these are the

industries that could be most affected by a labor

shortage in the first place [10]. A shortage of

working youth could lead to several key labor

market consequences:

• increasing competition for young

professionals, reducing requirements for

employment (salary race): companies will

offer better terms to young candidates;

• reorientation of hiring to older employees,

reducing the level of age discrimination in

hiring;

• intensification of closer contacts between the

educational system and business in order to

hunt young professionals already at the stage

of their training.

3. Methodology

The basis of the conducted scientific research is the

known method of theoretical and practical analysis

and generalization, synthesis and abstraction. Based

on the comparison of the findings of various

sociological surveys and data from statistical studies

conducted by state statistical agencies, employment

services, recruiting and staffing agencies, the

authors analyzed the specifics faced by young job

seekers with and without work experience in

employment in the Russian labor market. The main

systems of methods used by foreign and Russian

experts in the field of labor economics and staff

management were used. Information sources used in

the research work include documentary and

statistical materials, special literature on the topic of

research and mass media materials [11].

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4. Results

4.1 Objective Difficulties in the Employment

of Young Professionals

The main causes of youth unemployment, according

to experts of the Ministry of Labor of Russia, are the

lack of education and experience of young job

seekers, unbalanced demand from employers, lack

of jobs with the ability to combine work and study.

Data from a 2017 study by job portal HeadHunter

show that about half of young job seekers start

looking for their first job while still a student,

indicating that young people are motivated and want

to get a job as early as possible [12]. In the vast

majority of cases, youth unemployment is

temporary, but the employment process for young

professionals is complicated by several objective

difficulties: lack of work experience, lack of job

search activity, illiterate resume writing and poor

communication with employers.

Another difficulty complicating the search for

the first job in the Russian labor market is the high

level of competition among young job seekers.

According to data from HeadHunter, the largest

international online recruiting company, the index

that reflects the level of competition among young

job seekers and expresses the ratio of the number of

active resumes to the number of published vacancies

in the career field "Career Start" (containing

vacancies for professionals without work

experience) is consistently higher than the same

index for the labor market as a whole. At the same

time, the amplitude of the annual fluctuations of the

indicator (typical for the labor market as a whole

and for the category "Career Start") in the case of

the segment of young job seekers turns out to be

higher. As a result, in the first and second quarters

of the year, which usually account for the peak

values of the index, it is especially difficult for

young specialists to look for a job, because at this

time the difference in the level of competition can

be about one and a half times (Figure 1).

Fig. 1 – Level of competition in the Russian labor market, expressed as a ratio of the number of active resumes to

the number of published vacancies (HeadHunter, 2017)

In 2017, HeadHunter identified 10 industries

with the highest relative share of vacancies for

young professionals: "Public activities and nonprofit

organizations" (20%), "Telecommunications and

communications" (20%), "Financial sector" (19%),

"IT" (18%), "Hotels, restaurants and catering"

(17%), "Educational institutions" (14%), "Public

services" (12%), "Arts and culture" (10%), "Media,

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marketing, advertising, design and production"

(10%) and "Retail" (9%). Representatives of these

professions from these areas face less difficulty in

finding a job, even without professional experience.

However, in absolute numbers, three industries

supply the largest number of vacancies for young

professionals in the Russian labor market: IT (22%

of the total number of vacancies for professionals

without experience), Financial Sector (21%) and

Retail Trade (17%).

The three most popular positions for young job

seekers on leading job search portal HeadHunter are

customer service operator, waiter and sales

manager. Each account for 1.7% of the total number

of job openings for professionals with no

experience. The most popular qualities of young

professionals on the Russian labor market are

responsibility (28%), stress resistance (10%),

determination and friendliness (8%), accuracy (7%),

diligence and sociability (6%), ambition and active

lifestyle (5%).

Among large Russian cities, job seekers in

Kazan, Ufa, Omsk, Voronezh and Novosibirsk have

the greatest difficulty in finding work. At the same

time, the smallest difference between the rates of

competition among young specialists is observed in

Moscow and Saint Petersburg: given the overall

large capacity of the labor market, it is in the two

largest cities of Russia that job search for young

specialists can be the least difficult. Together with

the higher level of salaries, this may be one of the

main reasons for the migration of young specialists

from the periphery [14, 15]. On the other hand, the

level of competition in Moscow and Saint

Petersburg is still higher than the average level of

competition in all other federal districts of Russia.

This suggests that young people outside the major

cities face little competition for jobs (Figure 2,

Figure 3).

Fig. 2 – Level of competition, expressed as the ratio of the number of active resumes to the number of published

vacancies in the largest cities of Russia

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Fig. 3 – Level of competition expressed as a ratio of the number of active resumes to the number of published

vacancies in different federal districts of Russia

4.2 Salaries of Young Professionals and

Career Factors

The highest level of salaries among young

specialists, as well as among specialists with

experience, is registered in Moscow, but, according

to HeadHunter, the level of initial salaries in Saint

Petersburg lags a little, by 18%. The difference with

other major cities is significantly higher. As a rule,

subsequent changes in salary level as the career

progresses reinforce this difference, i.e., salaries in

Moscow grow faster than in Saint Petersburg, and

even faster than in the regions (Figure 4).

Fig. 4 – Indicator reflecting how much lower the average fixed salary of young professionals is than in Moscow

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So, young software development specialists in

Moscow in 2017 could have the average salary of

56.5 thousand rubles, while a similar proposed

salary in Saint Petersburg was 43.5 thousand rubles,

and in the regions, it was 29.4 thousand rubles.

After 1-3 years of work, the salary in a similar

position in Moscow rose to 104.5 thousand rubles,

in Saint Petersburg it rose to 80.7 thousand rubles,

and in the regions, it rose to 56.2 thousand rubles.

In general, average salaries of novice specialists

poorly reflect their real earnings during their career,

for example, starting salaries of sales staff in

Moscow are approximately twice less than those of

software developers (one of the highest paid

positions in the Russian labor market among

novices and specialists with experience) [16].

Already after several years of work programmers

start to earn three times more, and after 10 years

they earn 4-5 times more than employees in the field

of trade.

On the labor market of Moscow and Saint

Petersburg there is another pattern: the higher

starting salaries of young specialists, the faster they

grow in the future. Thus, salaries of audit, software

development and logistics specialists in Moscow are

among the highest, both among young specialists

and those with experience. A notable exception to

this pattern is in the sales field. The most rapid

growth of salaries in the first years of work is

observed in the field of software development,

security, information systems, design and

jurisprudence, where the salary in the first three

years of work grows twice on average. In Russian

regions the difference between salaries in different

professional areas, both at the level of starting

positions and at the level of positions with work

experience, is not as significant as in Moscow or

Saint Petersburg. The exceptions are the sales

manager and IT professions, where salaries in

positions with experience are noticeably higher than

in other professional fields in the same regions.

5. Discussion

5.1 Mismatch Between Education and

Work: Out-of-Specialty Work Among Young

Professionals

One of the main problems in the employment of

Russian youth is the mismatch between the

educational system and the labor market [17]. The

problem is two-pronged: first, many university

graduates do not go to work in their specialty after

receiving an education. Second, even those who get

a job in their specialty, often have to learn additional

necessary skills already on the job. Thus, according

to studies, in Russia there is no direct correlation

between the level of education and the availability

of skills for work, i.e. formal education does not

guarantee the presence of the necessary

competencies of a job seeker. This may be the

reason for the popularity of additional education

among young people, for example, according to

studies in the Republic of Mordovia, more than half

(58%) of the labor force ща 18-35 years old are

involved in the practice of additional education and

training [18].

Studies show that after graduation from

university, approximately 60%-70% of graduates

work in their specialty. Thus, a study by the Federal

State Statistics Service (Russia), conducted in 2019,

showed that 31% of students who graduated from

universities in 2016-2018 did not work in their

specialty. Among college graduates, almost a half

(43%) did not work. Among vocational school

graduates, it was 50% [19]. According to a 2020

HeadHunter study, 41% of college graduates are not

working in their major, with dissatisfaction with

salaries being the main factor in changing careers

[20]. Another study showed similar results: 31.3%

of university graduates' first job is not related to

their specialty, 38.6% of secondary vocational

education graduates found their first job not in their

specialty, and 40.5% of graduates in skilled worker

training programs [21]. Thus, as the level of

education increases, the probability of finding a job

in accordance with the specialty increases, but more

than a third of university graduates still change their

specialty.

The factor predetermining employment not in the

specialty can also be the choice of the university.

Studies show that among the reasons determining

the choice of educational institution, the most

common is the ease of enrollment in a particular

specialty (58%) [22]. Another study shows that at

the stage of selecting a vocational education

institution young people are primarily guided by

such factors as the opportunity to enter on a budget

(49.17%), the list of final exams to be passed

(47.5%) and the territorial location of the

educational institution (43.67%). This demonstrates

that the real interest in getting a particular specialty

is not a priority for young people when choosing an

educational institution. Most of the interviewed

professionals would change the specialty they

studied (44%), and some would change the

educational institution and the specialty (37%) [23].

The non-core employment of university

graduates can also be partially explained by the

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skewing of the Russian education system toward the

training of unclaimed specialists. According to

HeadHunter, the most popular field of education on

the Russian labor market is economics (28%), then

it is technical specialties (26%), medicine (16%),

law (10%), mathematics (8%) and sociology (3%).

Other areas are of 8%. One of the most urgent

problems for the Russian labor market is the lack of

IT specialists: the demand for them exceeds the

volume of specialists that the Russian educational

system can supply [24]. According to the research

of the Foundation for Internet Initiatives, in the field

of software development the shortage of staff in

2018 was 14% and it will not decrease if the current

trends in education continue.

Fig. 5 – Frequency of mentioning the type of education in employers' inquiries

5.2 Self-Perception of Young Job Seekers in

the Labor Market

According to the results of the nationwide survey

conducted in March-April 2017, the main value in

employment for young job seekers is the amount of

income received (15%). In second place is the value

of stability in the workplace (11%), and only in third

place is self-actualization (8%). The HeadHunter

survey data on young job seekers' self-perception

allows assessing to some extent how the Russian

labor market allows them meeting their basic labor

needs.

According to 2015-2017 data, young people, like

all Russian job seekers in general, tend to be

optimistic about their job chances in the near term:

67% of them are confident or rather confident that

they will find a job soon (versus 64% for the labor

market as a whole). Among young people, there are

noticeably more of those who do not feel, or rather

do not feel, and threatened with quitting their

current job: 73% versus 65%.

Among young professionals there are noticeably

few amounts of them who are not ready to lower

their salary expectations when looking for work:

24% versus 38% in the labor market as a whole.

Every second young job seeker is ready to concede

to the employer when discussing the salary, while

among job seekers with experience is 42%.

Among young specialists, as well as among all

applicants in general, the absolute majority said that

it is difficult or very difficult to find a job (69% and

71%, respectively). The criticality of job search

among young specialists and among all others is

also at the same level (72% and 74%). Young

professionals are willing to work part-time more

often: 46% are considering or already have a part-

time job versus 39% in the market as a whole [25].

Thus, compared to other job seekers, young

professionals are less fearful of layoffs, more

flexible in negotiating salary with the employer and

more willing to work part-time. According to the

survey, the overall level of their satisfaction is close

to the average for the labor market, but it is more

volatile over time: young job seekers are more

reactive to changes in market conditions.

The hierarchy of young people's work values is

currently undergoing active change: flexible

schedules and telecommuting are becoming

increasingly important, so the number of relevant

job offers is growing from year to year. The spread

of self-employment (precarization of work) is also

growing [26, 27]. As studies show, this is influenced

by certain external factors. Thus, for young people

the motives of "desire to earn more", "to be

economically independent", "getting professional

experience and practical skills", "reluctance to work

for hire" and "realization of own inclinations" are

very important. Among the external factors

influencing cessation there is the lack of suitable

work in the region [28, 29].

6. Conclusions

The level of competition among career starters in

the Russian labor market is higher than among all

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job seekers on average, which creates additional

employment difficulties. The situation in Moscow

and Saint Petersburg is better than in most other

large Russian cities, but competition outside the

megacities is lower. Given the overall large capacity

of the Moscow and Saint Petersburg market, this

creates a situation favorable for the employment of

young specialists and the growing shortage of young

staff in the regions due to migration.

The leaders in the number of vacancies for young

professionals are in IT, retail trade and financial

sectors. The demand for young staff in technological

industries is coupled with a shortage of IT

specialists on the labor market. Russian education

system does not yet cover the growing demand for

such specialists, especially in the field of software

development. All this creates a situation of "salary

race": professional IT fields and financial sector

offer some of the highest salaries on the labor

market to new specialists. Moreover, the level of

specialists' salaries in these fields grows rapidly

with their experience, already in a few years the

salary of software developers can exceed the

average values of the labor market by 3-4 times. IT

sphere can be called the most attractive for

employment of young people at the moment.

Approximately half of Russian young specialists

start looking for their first job when they are still

studying, and young applicants are flexible, more

often than others they are ready to work for a lower

wage and look for part-time work, and they are less

afraid of being fired from their current job. A

separate trend is the precarization of young people,

who are increasingly trying not only to work

remotely, but also not to be tied to a specific place

of work. Such new forms of employment, on the

one hand, facilitate the acquisition of the necessary

experience and skills, but on the other hand, by

becoming entrenched in the social structure of

society, reduce the social protection of young people

and may have a negative impact on career growth.

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_US

Financial Engineering

DOI: 10.37394/232032.2024.2.32

Alexey Tikhonov, Natalya Prosvirina,

Elvir Akhmetshin, Karine Barmuta, Nurulla Fayzullaev

E-ISSN: 2945-1140

350

Volume 2, 2024