Erik Merx (p)

Erzsi Meerstra

The purpose of this article is to explore innovative ways of matching people and jobs while reinforcing lifelong learning decisions. This article is written in the context of a Dutch initiative aimed at reducing labour market mismatches. Reducing mismatches is important because of the many challenges which labour markets are facing now and in the future. Technological innovation, ageing, globalization, migration and challenges around the energy transition are expected to further change the content of jobs and therefor affect the future demand for skills at regional labour markets. If this leads to more mismatches, an increase in costs for individuals, organizations and society can be expected. Due to innovations in digital technology and data-driven approaches, opportunities to design a ‘fine-grained’ skills matching system for regional labour markets are gaining momentum. In such a system, a digital matchingtool can be designed in order to register skills and algorithmically match suppliers and demanders of labour based on their level of skills similarity in a skill taxonomy. Next to that, aggregated labour data generated by this tool can be combined with personal skills data. With that tailor-made information, (re)schooling and HR-decisions can be enriched with more and better information on wages, career prospects and re- and upskilling opportunities. In this paper we will explore the theoretical potential of such a matching in a skills-based system. For these purposes, we first review literature on information asymmetries at regional labour markets, person-job fit and human capital theory. We then conceptualize the labour market with the purpose to provide insight in the interdependence between the diverse aspects that determine actor behaviour at regional labour markets. At last, we formulate hypotheses which we use to theoretically discuss how the introduction of a digital matching tool can potentially benefit employers and workers, leading to a reduction in mismatches. New insights on this subject can potentially benefit organizational productivity, individual skills utilization and policy makers concerned with improving regional labour markets and lifelong learning.

Erzsi Meerstra (p), Petra Oden

Erik Merx

SMEs have a substantial role in employment opportunities within regions. However, the possibilities for employees with special needs or in vulnerable positions remain limited, especially in terms of long term employment. Social enterprises often step into this gap providing job opportunities for these specific employees. Despite displaying personal development and ambition within the social enterprise, the transition to other or regular employers is difficult, often resulting in returning to social welfare funds and lower levels of self-worth.
In the Northern Netherlands, social enterprises aim to facilitate employment possibilities for this group of employees. Besides providing job possibilities and personal development trajectories; these enterprises aim to work together, with other social enterprises as well as regular employers and local governments, for long-term solutions in employment. Through four case studies and (duo)interviews with (social enterprise) employers, vulnerable employees, social welfare agencies and local government policy makers this issue will be researched. With this study we focus on what factors influence a successful infrastructure for long-term and inclusive job opportunities for vulnerable employees. Also, the different roles of stakeholders within the ecosystem, such as local municipalities, will be analyzed. The research will result in practical implications and tools for both (social) entrepreneurs and policy makers and will provide insight in how these kind of infrastructures can be designed for long-term continuity.