Skip to Main Content

RTI uses cookies to offer you the best experience online. By and clicking “accept” on this website, you opt in and you agree to the use of cookies. If you would like to know more about how RTI uses cookies and how to manage them please view our Privacy Policy here. You can “opt out” or change your mind by visiting: http://optout.aboutads.info/. Click “accept” to agree.

Accept
RTI International
  • About
    • Office Locations
    • Executive Leadership
    • Corporate Governance
    • Partner with Us
      • U.S. Government
      • Clients and Funding Agencies
      • Industry and Commercial Clients
      • Foundations and Associations
      • Bilateral Agencies and Multilateral Banks
      • Universities and Academic Research Institutions
      • Suppliers and Small Businesses
    • Commitment to Quality
      • RTI's Client Listening Program
    • Ethics and Human Research Protection
    • Living Our Mission
    • Veteran Opportunities at RTI

    About

  • Practice Areas
    • Health
      • Public Health and Well-Being
      • Health Care Transformation
      • Behavioral Health
      • Health Behavior Change
      • Precision Medicine
      • RTI Health Solutions (RTI-HS)
      • RTI Center for Community Health Evaluation and Economics Research
      • Health Equity
      • RTI Health Advance
    • Transformative Research Unit for Equity​
      • Equity Capacity Building Hub
      • Social and Economic Justice Research Collaborative
      • Narrative Research and Community Engagement Lab
    • Education and Workforce Development
      • Early Childhood
      • K-12 Education
      • Postsecondary Education
      • Career and Adult Education and Workforce Development
      • Education Policy, Systems, and Governance
      • Education Research Methodologies
      • Education Technologies
    • International Development
      • Energy for Development
      • Environment
      • Global Food Security, Agriculture, and Nutrition
      • Global Health
      • International Education
      • Monitoring, Evaluation, Research, Learning, and Adapting (MERLA)
      • Youth and Economic Opportunity
      • Building Resilience Against COVID-19 in Developing Countries
      • Water, Sanitation, and Hygiene (WASH)
      • RTI Center for Governance
    • Climate Change
      • Clean Energy Technology and Renewables
      • Climate Finance
      • Climate Justice and Equity
      • Climate Planning, Preparedness and Resilience
      • Climate Policy
      • Climate Vulnerability, Adaptation, and Mitigation
      • Economic Impacts of Climate Change
    • Water
      • Food-Energy-Water Nexus
      • Water Quality
      • WASH (Water, Sanitation, Hygiene)
      • Water Resources Management
    • Energy Research
      • Carbon Capture and Utilization
      • Biomass Conversion
      • Natural Gas
      • Energy Efficiency
      • Industrial Water
      • Syngas Processing
    • Environmental Sciences
      • Air Quality
      • RTI Center for Water Resources
      • Urban Sustainability
      • Toxics
      • Building Resiliency in the FEW Nexus
      • Climate Change Sciences and Analysis
      • Environmental Policy
      • Environmental Justice
      • Sustainable Materials & Waste Management Solutions
    • Justice Research and Policy
      • RTI Center for Community Safety and Crime Prevention
      • RTI Center for Policing Research and Investigative Science
      • Child Well-Being and Family Strengthening
      • RTI Center for Forensic Sciences
    • Food Security and Agriculture
      • Market Systems Strengthening
      • Food Safety
      • Food and Nutrition
      • Global Food Security, Agriculture, and Nutrition
      • Climate-Smart Agriculture
      • Agricultural Innovation
      • Obesity Prevention
    • Innovation Ecosystems
      • Innovation Advising
      • Innovation for Economic Growth
      • Innovation for Emerging and Developing Economies
      • Innovation for Organizations
      • Research, Technology, and Innovation Policy
      • Technology Acceleration
    • Military Support
      • Military Behavioral Health
      • Military Health and Human Performance
      • Military Sexual Assault, Harassment, and Domestic Violence Prevention
      • Wearable Sensor Technologies
      • Military Health System Transformation

    Practice Areas

  • Services + Capabilities
    • Surveys and Data Collection
      • Survey Design
      • Instrument Development
      • Survey Methodologies
      • Data Collection
      • Establishment Surveys
      • Health Registries
      • Data Analysis and Reporting
      • Research Operations Center
    • Statistics and Data Science
      • Survey Statistics
      • Environmental Statistics
      • Coordinating Centers for Multisite Studies
      • Analysis and Design of Complex Data
      • Biostatistics
      • RTI Center for Data Science
    • Evaluation, Assessment and Analysis
      • Evaluation Design and Execution
      • Advanced Qualitative, Quantitative, and Mixed Methods
      • Evaluation, Monitoring, and Assessment
      • Economic Analysis
      • Evaluating Communication Interventions and Campaigns
      • Evidence Synthesis for Policy and Practice
      • Risk Assessment and Prediction
    • Program Design and Implementation
      • Systems Strengthening and Scaling
      • Capacity Assessment and Building
      • Policy Reform Support
      • Curriculum and Teacher Professional Development
      • Interventions and Prevention Programs
      • Implementation Science
    • Digital Solutions for Social Impact
      • Human-Centered Design of Digital Solutions
      • Digital Product Development
      • Digital Communication Campaigns
      • Digital Data Analytics
    • Research Technologies
      • Survey Technologies
      • Data Management and Decision Support Systems
      • Geospatial Science, Technology, and Visualization
      • ICT for Limited-Resource Settings
      • Mobile Applications
      • Web Applications
      • Bioinformatics
      • Interactive Computing
    • Drug Discovery and Development
      • Medicinal Chemistry
      • Molecular Design and Cheminformatics
      • Behavioral Pharmacology
      • Drug Metabolism and Pharmacokinetics (DMPK)
      • In Vitro Pharmacology, Bioassay Development, and High-Throughput Screening (HTS)
      • Isotope Labeling
      • Regulatory Consulting and Support for Medical Products
    • Analytical Laboratory Sciences
      • Bioanalytical and Toxicology Research
      • Forensic Sciences
      • Physicochemical Characterizations
      • Metabolomics
      • Proficiency Testing and Reference Materials
      • Microbiology
      • Analytical Chemistry and Pharmaceutics
    • Engineering & Technology R&D
      • Biomedical Technologies
      • Decarbonization Sciences
      • Environmental Exposure & Protection
      • Materials & Environment
      • Sustainable Energy Solutions

    Services + Capabilities

  • Centers
    • RTI Center for Advanced Methods Development
    • RTI Center for Communication Science
      • Communication Research
      • Communication Design
      • Communication Delivery
    • RTI Center for Data Science
    • RTI Center for Education Services
      • Teaching and Learning
      • Education Leadership
      • Peer Learning Networks
      • Strategic Consulting
    • RTI Center for Forensic Sciences
    • RTI Center for Global Noncommunicable Diseases
      • Program Financing & Economics for NCDs
      • Health Systems Strengthening for NCDs
      • Communication Science and Behavior Change for NCDs
      • Implementation Science for NCDs
    • RTI GenOmics, Bioinformatics, and Translational Research Center
      • Disability Studies
      • Ethics
      • Newborn Screening
    • RTI Center for Water Resources
      • Water Resources Sectors
      • Water Resources Services
      • Water Resources Tools
    • RTI Center for Governance
    • RTI Global Gender Center
    • North Carolina Center for Optimizing Military Performance
    • NCCU-RTI Center for Applied Research in Environmental Sciences
    • RTI Center for Climate Solutions

    Centers

  • Impact
    • Newsroom
    • Insights Blog
    • Events
    • Publications
    • RTI Press
      • About the RTI Press
      • Instructions for Authors
      • RTI Press Collections
    • Projects
    • Global Reach
      • Asia
      • Eastern Europe and Central Asia
      • RTI International India
      • Africa
      • Middle East and North Africa (MENA)
      • Latin America and the Caribbean (LAC)

    Impact

  • Experts
    • Our Experts
    • In-Depth With Our Experts
    • Related News
    • Experts In the Media
    • RTI Fellow Program

    Experts

  • Emerging Issues
    • COVID-19 Research
    • Artificial Intelligence
    • Global Health Security
    • Cannabis Research
    • Opioid Research
      • Interventions for Opioid Use Disorders
      • Preventing Opioid Misuse and Overdose
      • Treating Opioid Use Disorders
    • Policing Research and Investigative Science
    • Drone Research and Application
    • E-cigarette Research
    • Zika Virus Research
    • Integrated Governance

    Emerging Issues

  • COVID-19 Research + Response
  • Global Reach
  • Insights Blog
  • Newsroom
  • RTI Press
  • Publications
  • Partner With Us
  • Careers
  • Facebook IconTwitter IconInstagram IconYouTube IconLinkedin Icon
  • Home
  • Impact
  • RTI Press
  • Increasing digital platform use to help youth find work

Increasing digital platform use to help youth find work

By Eric M. Johnson, Edwin Lehoahoa, Patrick Shaw, Rob Urquhart.

May 2020 Open Access Peer Reviewed

DOI: 10.3768/rtipress.2020.pb.0023.2005

Check for Updates Download PDF
Johnson, E. M., Lehoahoa, E., Shaw, P., & Urquhart, R. (2020). Increasing digital platform use to help youth find work. RTI Press. RTI Press Policy Brief No. PB-0023-2005 https://doi.org/10.3768/rtipress.2020.pb.0023.2005
Copy citation
Share
  • Share on Facebook
  • Share on Twitter
  • Share on Linkedin
  • Email
Key Points
  • Digital professional platforms like LinkedIn can affect the rate at which some marginalized youth find work in developing economies.
  • New research shows that youth can be taught at low cost to successfully use these platforms.
  • Education, training, and skills providers should teach digital professional platform use and promote uptake in career guidance and job placement support services.
  • Governments should consider equity in digital platform access and promote low-cost mechanisms for use of these powerful platforms.

Abstract

Young people face myriad obstacles in finding work, leaving more than 71 million unemployed globally. Digital professional networking platforms, such as LinkedIn, may give youth an effective way to find, retain, and advance in work. We explore platform use in developing economies and present new data on a low-cost, successful way to teach youth how to use these platforms. We end by drawing policy implications for the education and workforce development field.

Creative Commons © 2023 RTI International. This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Contents

  • Introduction
  • The Rise of Digital Job Portals and Professional Networking Platforms
  • Supporting Use of Digital Professional Networking Platforms
    • High Digital Connectivity
      • High Youth Unemployment
      • Policy Implications
      • Acknowledgments
      • References

      Increasing Digital Platform Use to Help Youth Find Work

      By Eric M.JohnsonEdwinLehoahoaPatrickShawRobUrquhart

      Introduction

      Young people face myriad obstacles in finding work, and more than 71 million are unemployed globally.1 Many of these youth have limited job search skills, poor labor market information, and difficulty accessing jobs, obstacles more pronounced for marginalized youth and first-time work-seekers.

      Digital professional platforms may give some youth a more effective way to find work than traditional job search strategies. In this brief, we explore digital professional platform use in developing economies. We then present evidence on low-cost ways to teach youth to use these platforms. We end by drawing policy implications for the education and workforce development field.

      The Rise of Digital Job Portals and Professional Networking Platforms

      Traditionally, job searching meant checking job boards, scouring classified ads, visiting a career center, or tapping personal networks. The digital age has brought a wider reach of job opportunities into view and at a lower cost. Internet-based job searching is now the predominant form of job searching worldwide.2 Besides job postings, some platforms allow job seekers to post resumes and maintain profiles, build and bolster professional networks, and read professional news and trends. These types of platforms also allow employers to increase the reach of their job postings and gain information on job applicants.

      To be sure, access to digital resources is uneven and prone to inequity,3 and not all youth may be able to use these job search tools. Yet with more than one million new users coming online each day, more than four billion current Internet users, and three billion social media users, use of these assets is extensive and growing.4 Worldwide, more than 675 million individuals and 20 million companies use LinkedIn, making it the world’s largest digital professional networking and job-related platform. More than 75% of LinkedIn users come from outside the United States (Figure 1).5, 6

      LinkedIn users worldwide

      Source: LinkedIn.6

      LinkedIn envisions a world in which every individual, company, school, and job would be listed on their site, yielding a real-time “Economic Graph” of the labor market.5 As part of its Economic Graph initiative, LinkedIn partnered with the World Bank to explore trends in youth engagement with its platform.7 The study was driven by the following belief:

      In today’s digital economy, it is more and more important for jobseekers to have a digital professional footprint through presence on online platforms. Online job portals and professional networking platforms such as LinkedIn can help match youth to jobs and provide a forum to signal skills to prospective employers.7, p9

      Analyzing data provided by LinkedIn in four large middle-income countries (Brazil, India, Indonesia, and South Africa), Barbarasa et al. found that youth were less likely than more-established professionals to use the platform, with youth under 30 accounting for 10% of LinkedIn users in these markets.7 The authors suggested that youth may underutilize LinkedIn because they undervalue both the utility of professional platforms for job searching and the power of professional networking in the job search process, among other reasons.

      Among those who did use LinkedIn, younger users were more successful than older users in adding professional contacts and growing their networks.7 The authors suggested this could occur because youth have more-advanced digital skills and comfort with forming online connections. Barbarasa et al. recommended that stakeholders “Conduct targeted information campaigns to get more youth to join digital platforms that can connect them to job information, employers, and networks.”7, p42

      Other recent research suggests this recommendation has merit. In a study of another global online job platform (oDesk), Pallais found that publishing inexperienced workers’ performance on data entry tasks tripled their future earnings on average.8 In Scotland, use of an online job platform broadened the types of jobs work-seekers considered and the number of interviews they received.9 Finally, in another partnership with LinkedIn, RTI International and Duke University researchers, Wheeler et al., found that when disadvantaged work-seekers in South Africa used LinkedIn, they experienced a 10% increase in employment.10 We explore this study in more detail in the section below.

      Supporting Use of Digital Professional Networking Platforms

      Wheeler et al. report results on the viability of teaching youth to use platforms like LinkedIn.9 South Africa is a useful case for exploring this given its relatively high level of digital connectivity and high youth unemployment.

      High Digital Connectivity

      In 2018, 31 million people, 54% of the South African population, had access to the Internet.11 A contemporaneous study by Google found that 65% of South Africans over the age of 16 were online.11 This level of connectivity is higher than average for sub-Saharan Africa, a region in which only South Africa has more than half its population online.12 LinkedIn reports 7.1 million members in South Africa, with 288,000 companies on the platform and 264,000 jobs posted in this market.5 Still, South Africa’s data costs are high. The International Telecommunications Union found that mobile data costs almost three times as much in South Africa as it does in India.13 South Africa mobile data costs are higher than those in other emerging African economies like Uganda, Kenya, Ethiopia and Rwanda.

      High Youth Unemployment

      South African government labor market statistics indicate that 52% of total youth 18–34 years of age are unemployed.14 Unemployment in South Africa disproportionately affects youth who are black, female, and/or living in a rural area.15 A recent study found that the median monthly cost of work seeking among disadvantaged South Africans was $37, about 15% of monthly household income for this group.16 As a result, only 22% of a cohort entering the labor market was employed one year later; 50% ended up neither employed nor pursuing further education.17

      A bright spot in South Africa is Harambee Youth Employment Accelerator, a high-performing social enterprise that trains and places youth into employment. To date, Harambee has worked in six urban locations with more than 500 employers to provide 140,000 jobs and income-generating opportunities to a network of nearly 650,000 youth. Generally, applicants are eligible to receive Harambee’s programming if they are between the ages of 18 and 35, have completed high school, come from a disadvantaged background, and have little or no previous employment. Harambee determines disadvantage based on the household income of the applicant, their level of dependency on social welfare, and their education qualification. The Harambee program provides work-readiness training through skills building and behavioral transformation in short courses ranging from three days to eight weeks.

      In the Wheeler et al. study, 890 participants from Harambee’s training programs for entry-level jobs in banking, insurance, and business operations were randomly assigned to receive a 1-hour presentation on LinkedIn: what it is, how to use it, and why it might be important to their career progression.10 Participants in these cohorts also received weekly “nudge” emails encouraging them to join LinkedIn, fill out their professional profile, and grow their professional networks. In-person coaching and discussion sessions supported these nudges. The trainings lasted 6–8 weeks, and the LinkedIn portion cost an estimated $20 per trainee. A second, randomly assigned control group of 748 participations did not receive the LinkedIn intervention but proceeded through Harambee’s typical training program. It should be noted that Harambee students in these banking, insurance, and business operations programs were of higher socioeconomic status, had better education backgrounds, and were assessed as having higher-order cognitive skills than Harambee’s typical student, and likely than other marginalized youth populations in South Africa.

      Through an agreement with LinkedIn and with informed consent from the participants, researchers gained access to data on the trainees’ LinkedIn usage (i.e., profile completeness, network metrics, and site usage) at the end of training and at 6 and 12 months post-training. The LinkedIn training had significant effects on both LinkedIn uptake and usage, increasing the percentage of participants with LinkedIn accounts from 48% to almost 80% (Figure 2, bar 1). Compared with participants who had not received the LinkedIn training, those trained on LinkedIn had more-complete profiles (Figure 2, bar 2), were more likely to have their profile viewed by others on the platform (Figure 2, bar 3), had more than twice as many network connections (Figure 2, bar 4), and connections that were more “powerful,” as defined by LinkedIn (Figure 2, bar 5).10 Neither the treatment group nor the control group used the platform to view or apply for jobs in any significant way.

      LinkedIn uptake and usage factors

      Note: Profile completeness is a binary indicator of whether an individual scores above the median in terms of profile completion, calculated by LinkedIn. Profile views are the number of views of one’s profile each month. Power of connections is a measure of the quality of one’s network connections, calculated by LinkedIn based on the education level, professional status, and network characteristics of one’s connections on the platform.

      These data indicate that LinkedIn use can be adopted, taught, and improved over a sustained period and at low cost to urban youth such as those who participated in this study. We also know that this training and subsequent platform use matters: treatment group participants gained employment at a 10% higher rate than the control group did.10, * The authors found no statistically significant difference in employment effects by candidates’ cognitive skill, numeracy skill, education, previous employment, age, or gender.

      The authors conclude that LinkedIn training increases account creation and platform use, which then helps work-seekers convert job applications (made off-platform) into job offers. LinkedIn use likely alleviates either or both of two information failures in the job market. First, the LinkedIn profiles may provide information to firms that helps them to decide which work-seekers to hire. Second, LinkedIn use may provide information to work-seekers that helps them to identify where to apply and to prepare for interviews. It may provide supply-side information that helps work-seekers target their job search and perform well in interviews. Related to both, LinkedIn also may also provide a referral benefit in which firms and work-seekers can tap networks to gain third-party references.

      Policy Implications

      Emerging evidence indicates that use of digital professional networking platforms matters in easing youth transition to the labor market, but that their rate of use is sub-optimal. The research presented here demonstrates, however, that some young people can be taught to use these platforms at low cost. This evidence has implications for policy, and we recommend the following approaches:

      • Teach digital literacy and professional networking skills: Youth can be taught digital professional networking skills that aid in job search and labor market transitions. For youth with access to digital resources, education and training providers should integrate digital jobs-platform use into their training curricula, particularly curricula focused on career counseling and job placement. RTI and the Harambee Youth Employment Accelerator developed the curriculum used in the South Africa study and have made it available for open use through RTI’s Global Center for Youth Employment (http://gcyerti.com/projects-publications/projects/). Harambee is extending its LinkedIn training to a wider range of jobseekers. LinkedIn has more than 50 partnerships with training providers that are using LinkedIn in their programs, including Braven, Basta, Coop, Beyond 12, Boys & Girls Club, and Infrastructure Leasing & Financial Services (IL&FS) Skills Development Corporation (LinkedIn, personal communication). For more on the ambitious IL&FS partnership and extension of LinkedIn services into more blue-collar professions in India, see Dubey and Nomura et al.18,19

      • Reduce data cost constraints: Youth face constraints in using digital services, including the cost and availability of connections, and must make tradeoffs between personal/social and professional services use. To ease these constraints, public and private stakeholders might provide low-cost or free Internet access for work-seekers to use these services during active unemployment periods. For example, the city of Johannesburg mounted a digital literacy and free Wi-Fi campaign called Maru a Jozi. Although that publicly funded initiative has been discontinued, South African youth can still find free Wi-Fi spots through corporate sponsorships like AlwaysOn.

      • Promote more inclusive and comprehensive digital platforms: Digital solutions must attend to issues of equity. Bias in digital algorithms and in differential access to digital platforms has been well-documented.3 So, too, have concerns that platforms like LinkedIn are only relevant for certain job categories and for jobseekers of certain socioeconomic backgrounds. It is encouraging to see the rise of country- or region-specific sites like Lynk in Kenya, Babajobs in India, and Edukasyon in the Philippines, among hundreds of others, that seek to connect work-seekers to a wide range of formal and informal job opportunities across skill and income ranges. LinkedIn Lite and other lower-cost, easier-access services are also a step in the right direction, as is LinkedIn’s effort to extend networks to the underserved (Plus One Pledge) and provide coaching and mentorship services.

      Extending access to and uptake of digital jobs platforms is but one way to reduce job search frictions and ease school-to-work transition burdens for young people. The Abdul Latif Jameel Poverty Action Laboratory (J-PAL) recently published a policy brief on a range of interventions that reduce job search barriers.20 The J-PAL review covers transportation subsidies for job searches, career fair vouchers, linking job searches to unemployment insurance, CV and interview workshops, reference letter promotion, job search planning, and increasing the information available to work-seekers and employers via digital job portals. They find that job search assistance for work-seekers, and especially efforts to improve qualifications signaling, are effective in reducing search-related employment barriers, with caveats that some evidence may not translate across all economic development levels.

      J-PAL’s review also highlights cases where job search interventions did not work as intended, likely because of other, more-influential mitigating factors like economic downturns (lack of job demand), mobility and migration costs, and mismatches in youth expectations or preferences for certain jobs versus those available and offered. These limitations likely apply to findings and recommendations related to use of digital platforms such as LinkedIn. Any policy response to youth employment also must attend to displacement effects. If the number of jobs is constant or diminishes in times of economic downturn, increasing the job search skills of some may “displace” the employment of others. Policy change includes tradeoffs, including in the case of youth employment.

      Acknowledgments

      The authors would like to thank Laurel Wheeler of the University of Alberta, Robert Garlick of Duke University, and Marissa Gargano of RTI for their collaboration in this research. We also thank Maryana Iskander and staff at Harambee Youth Employment Accelerator and Meg Garlinghouse and her team at LinkedIn for their support.

      RTI Press Associate Editor: Robin Henke

      References

      1International Labour Office. Global employment trends for youth 2017: Paths to a better working future. Geneva: ILO; 2017.
      2Kuhn PJ, Mansour H. Is internet job search still ineffective? Econ J 2014 Dec;124(581):1213-33. 10.1111/ecoj.12119
      3DiMaggio P, Hargittai E, Celeste C, Shafer S. Digital inequality: from unequal access to differentiated use. In: Neckerman K, editor. Social inequality. New York: Russell Sage Foundation; 2004. p. 355-400.
      4Kemp S. Digital 2019: global digital overview. 2019 Jan 31 [cited 2019 Nov 19]. Available from: https://datareportal.com/reports/digital-2019-global-digital-overview
      5LinkedIn. LinkedIn economic graph. 2020. Available from: https://economicgraph.linkedin.com/
      6LinkedIn. About us. 2020. Available from: https://news.linkedin.com/about-us#statistics
      7Barbarasa E, Barrett J, Goldin N. Skills gap or signaling gap? insights from LinkedIn in emerging markets of Brazil, India, Indonesia, and South Africa. Washington (DC) & Mountain View (CA): Solutions for Youth Employment and LinkedIn; 2017. https://www.s4ye.org/sites/default/files/2017-09/LinkedIn%20Report%2C%20Executive%20Summary.pdf
      8Pallais A. Inefficient hiring in entry-level labor markets. Am Econ Rev 2014;104(11):3565–99. 10.1257/aer.104.11.3565
      9Belot M, Kircher P, Muller P. Providing advice to job seekers at low cost: an experimental study on online advice. IZA Discussion Papers, No. 10068. Bonn (Germany): Institute of Labor Economics; 2016. http://ftp.iza.org/dp10068.pdf
      10Wheeler L, Garlick R, Johnson E, Shaw P, Gargano M. LinkedIn(to) job opportunities: experimental evidence from job readiness training. Economic Research Initiatives at Duke (ERID) Working Paper, No. 289. 2019. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3452249
      11MyBroadband. Internet penetration in South Africa. 2018 Feb 9 [cited 2019 Nov 19]. Available from: https://mybroadband.co.za/news/broadband/247702-internet-penetration-in-south-africa.html
      12Pousher J, Caldwell B, Chwe H. Social media use continues to rise in developing countries. 2018 Jun 19 [cited 2019 Nov 19]. Available from: https://www.pewresearch.org/global/2018/06/19/across-39-countries-three-quarters-say-they-use-the-internet
      13International Telecommunications Union. ICT prices. n.d. [cited 19 Nov 2019]. Available from: https://www.itu.int/en/ITU-D/Statistics/Pages/ICTprices/default.aspx
      14Statistics South Africa. Quarterly labour force survey: quarter 3: 2019. 2019 Oct 31 [cited 2019 Nov 19]. Available from: http://www.statssa.gov.za/publications/P0211/P02113rdQuarter2019.pdf
      15Wilkinson A, Pettifor A, Rosenberg M, Halpern CT, Thirumurthy H, Collinson MA, et al. The employment environment for youth in rural South Africa: a mixed methods study. Development Southern Africa. 2017;34(1):17-32.
      16Graham L, Patel L, Chowa G, Masa R, Khan Z, Williams L et al. Youth assets for employability: An evaluation of youth employability interventions (Baseline report). Johannesburg (South Africa): Centre for Social Development in Africa, University of Johannesburg, and the School of Social Work, University of North Carolina Chapel Hill; 2016. Available from: https://www.uj.ac.za/faculties/humanities/csda/Documents/Siyakha%20Report%20_%20Oct%202016%20Web.pdf
      17Mlatsheni C, Ranchod V. Youth labour market dynamics in South Africa: evidence from NIDS 1–2-3. REDI3x3 Working Paper, No. 39. Cape Town (South Africa): REDI3x3; 2017. Available from: https://www.redi3x3.org/sites/default/files/Mlatsheni%20%26%20Ranchhod%202017%20REDI3x3%20Working%20Paper%2039%20Youth%20labour%20market%20dynamics.pdf
      18Dubey T. Here’s why LinkedIn is training blue collar workers in India. Business Insider India. 2017 Sep 26 [cited 26 Feb 2020]. Available from: https://www.businessinsider.in/heres-why-linkedin-is-training-blue-collar-workers-in-india/articleshow/60837430.cms
      19Nomura S, Imaizumi S, Areias AC, Yamauchi F. Toward labor market policy 2.0: the potential for using online job-portal big data to inform labor market policies in India (English). Policy Research Working Paper, No. WPS 7966. Washington (DC): The World Bank Group, Education Global Practice Group; 2017.
      20Abdul Latif Jameel Poverty Action Lab (J-PAL). Reducing search barriers for jobseekers. Cambridge (MA): J-PAL. Last modified 2018 Apr [cited 2019 Nov 19]. Available from: 10.31485/pi.2234.201810.31485/pi.2234.2018

      Click cover to download publication

      Keep Exploring

      • icon-externallink-blue Created with Sketch.

        View on DOI.org

      • icon-externallink-blue Created with Sketch.

        https://www.mendeley.com/catalogue/e41d4edd-72c5-3b88-9b11-7aa92e9b377a/

      • icon-externallink-blue Created with Sketch.

        HTML version [Scholastica]

      Sustainable Development Goals

      • Goal 8: Decent Work and Economic Growth

      Contact

      To contact an author or seek permission to use copyrighted content, contact our editorial team

      • +1 919 541 6490
      • rtipress@rti.org

      Meet the Experts

      View All Experts
      Eric M. Johnson

      Eric M. Johnson

      Related Publications

      View All Press
      OCCASIONAL PAPER

      The Preschool Entitlement

      OCCASIONAL PAPER

      Differentiated instruction in multigrade preprimary classrooms in Kenya

      OCCASIONAL PAPER

      The potential for solar-powered groundwater irrigation in Sub-Saharan Africa

      BOOK

      Knowledge system development

      OCCASIONAL PAPER

      Parent Teacher Home Visits

      OCCASIONAL PAPER

      The need for a diverse environmental justice workforce

      OCCASIONAL PAPER

      Social emotional learning in middle school

      RESEARCH REPORT

      Integrated governance

      Recent Publications

      View All Press
      OCCASIONAL PAPER

      Bringing an equity-centered framework to research

      OCCASIONAL PAPER

      The Preschool Entitlement

      OCCASIONAL PAPER

      Culturally informed community engagement

      RESEARCH REPORT

      Substance misuse prevention program attendance

      RTI Logo
      Partner With Us
      • US Government
      • Commercial
      • Foundations & Associations
      • Multilateral Donors
      • Universities
      • Suppliers
      Site
      • Privacy Policy
      • Security Policy
      • Site Map
      • Terms of Use
      • Accessibility
      • Contact Us
      Contact Us
      Facebook Icon Twitter Icon Instagram Icon YouTube Icon Linkedin Icon
      delivering the promise of science
      for global good
      RTI Health Solutions RTI Innovation Advisors RTI Health Advance

      © 2023 RTI International. RTI International is a trade name of Research Triangle Institute. RTI and the RTI logo are U.S. registered trademarks of Research Triangle Institute.