Assessing Career Options

As a grandfather and professor, #youngpeople hold a special place in my heart and, as they continue to be relegated to the margins of Italy’s labour market, their ongoing plight is cause for deep concern and demands concrete action. This is why yesterday I was delighted to kick off #FondazioneGiGroup’s season dedicated to young people, starting with the release of a comprehensive comparative research paper on youth and work involving eight EU countries. By comparing Italy to France, Germany, the Netherlands, Poland, Spain, Sweden and the UK, we’ve tried to better understand where action can be taken to improve the limited opportunities of young people in Italy, one of our country’s most pressing and deep-seated issues. Consider the following: - In Italy, there is a 60% mismatch between labour supply and demand, one of the leading causes of its unsustainable economy. - Italy also holds the record number of #NEETs aged 15 – 34 (Not in Education, Employment or Training), coming in at 20% compared with 5.4% in the Netherlands or 11.7% in Poland. This phenomenon is doubly troubling as it is overwhelmingly long-term. - Finally, as I have mentioned in the past, in Italy there is a dramatic disconnect between the world of education and the labour market. What to do then? In many countries, it’s evident that with Europe’s demographic winter, young people are a precious asset and represent the key to sustainable work. There is ample room for reducing the mismatch between supply and demand of skills and giving better job opportunities to young people. Our paper highlights many demographic, educational and labour market best practices, from tax relief for families with children and parental leaves for fathers, to dual educational systems and simplified routes into the job market. At Fondazione Gi Group, we believe that starting with the school-to-work transition is the first, fundamental stepping stone for a sustainable labour market. Indeed, our paper shows that there is a direct correlation between countries that have a dual educational system or offer vocational trainings and a lower percentage of NEETs. This autumn, we’re running a number of engaging events targeted at Italian students, teachers and parents. Titled 'Destination Work,' these workshops and initiatives will all promote a more effective and informed approach to job seeking. To explore more, here is a link to our 'Youth and Work' report: https://lnkd.in/dU__t5RD

A study published today in Nature https://lnkd.in/e4PzsFVb shows that limited access to higher-paying jobs is the primary driver of the immigrant–native earnings gap across nine high-income countries, including Canada. Although within-job pay inequality remains notable for immigrants in several countries, it plays only a minor role in the overall earnings gap. The findings underscore the importance of policies aimed at reducing job segregation, such as language and job training, job search assistance, better recognition of foreign qualifications, access to domestic education, and settlement services that improve job-relevant information and networks. 🔍 The study also found that, after adjusting for basic sociodemographic characteristics, the immigrant–native earnings gap was largest in Spain and Canada, and smallest in the USA, Denmark, and Sweden.   While the article does not explain why Canada ranks second, prior comparative research on immigrants in Australia, Canada and the U.S. offers three possible hypotheses:   1.  Immigrant "quality": The U.S. may attract a larger share of the “best and brightest" immigrants due to its advanced economy (Skuterud et al.).   2.  Selection mechanism: Whether immigrants are primarily selected by employers (as in the U.S.) or by governments (Skuterud et al.;  Lu et al.).   3.  Mismatch between supply and demand: Canada’s relatively smaller economy admits a larger number of highly educated immigrants, leading to more competition among them (Lu et al.).   More research is needed to assess the validity of these hypotheses.   🧑🔬 The study was conducted by a team of 15 researchers in the Comparative Organizational Inequality Network (COIN). Grateful to Are Hermansen (University of Oslo) for leading the project, and to Donald Tomaskovic-Devey (UMass Amherst) and Andrew Penner (UC Irvine) for inviting me to join COIN.   #Immigration #LabourMarket #Inequality #ComparativeResearch #Nature #COIN #EarningsGap #PublicPolicy #Canada

🌟 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐂𝐫𝐨𝐬𝐬𝐫𝐨𝐚𝐝𝐬: 𝐉𝐨𝐛 𝐚𝐟𝐭𝐞𝐫 𝐁𝐁𝐀 𝐨𝐫 𝐌𝐚𝐬𝐭𝐞𝐫𝐬? 𝐃𝐞𝐜𝐨𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐌𝐚𝐤𝐢𝐧𝐠 𝐉𝐨𝐮𝐫𝐧𝐞𝐲!🎓💼 Hello LinkedIn community! 👋 As you stand at the crossroads of your professional journey, the decision between entering the workforce after completing a Bachelor of Business Administration or pursuing a Master's degree is a defining moment 𝙇𝙚𝙩'𝙨 𝙚𝙢𝙗𝙖𝙧𝙠 𝙤𝙣 𝙖 𝙩𝙝𝙤𝙪𝙜𝙝𝙩𝙛𝙪𝙡 𝙚𝙭𝙥𝙡𝙤𝙧𝙖𝙩𝙞𝙤𝙣 𝙤𝙛 𝙩𝙝𝙚 𝙘𝙤𝙣𝙨𝙞𝙙𝙚𝙧𝙖𝙩𝙞𝙤𝙣𝙨 𝙜𝙪𝙞𝙙𝙞𝙣𝙜 𝙩𝙝𝙞𝙨 𝙘𝙧𝙞𝙩𝙞𝙘𝙖𝙡 𝙙𝙚𝙘𝙞𝙨𝙞𝙤𝙣: 🎯 𝗗𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗖𝗮𝗿𝗲𝗲𝗿 𝗡𝗼𝗿𝘁𝗵 𝗦𝘁𝗮𝗿: Begin with a clear vision of your long-term career goals. What roles or industries resonate with your aspirations? Assess whether a Master's degree aligns with your trajectory toward these ambitions 📈 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀: Industries have varied expectations for qualifications. Dive into research about your chosen field. Some roles may require advanced degrees for career progression, while others value hands-on experience 💸 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗻𝗴 𝗖𝗼𝘀𝘁-𝗕𝗲𝗻𝗲𝗳𝗶𝘁 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀: Consider the financial implications of further education. Assess the return on investment for a Master's against gaining practical experience through employment. Weigh costs, potential earnings, and the timeline for realizing those returns 🔄 𝗔𝗹𝗶𝗴𝗻𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗦𝘁𝘆𝗹𝗲: Reflect on your preferred learning style. Do you thrive in academic settings or through hands-on experience? Choose a path that resonates with how you absorb and apply knowledge most effectively 🚀 𝗔𝘀𝘀𝗲𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗟𝗮𝗻𝗱𝘀𝗰𝗮𝗽𝗲: Examine the current state of your desired industry. Some sectors prioritize experience and skills, while others seek candidates with specialized knowledge gained through advanced degrees 🔗 𝗘𝘅𝗽𝗹𝗼𝗿𝗶𝗻𝗴 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗮𝗻𝗱 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: Networking is pivotal for career growth. Investigate how each path aligns with networking opportunities and potential avenues for career advancement. Connections can shape your trajectory 🌱 𝗪𝗲𝗶𝗴𝗵𝗶𝗻𝗴 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗚𝗼𝗮𝗹𝘀: Consider your personal development goals. A Master's program offers a structured environment for skill enhancement and academic growth, while gaining practical experience aligns with hands-on learning 🔍 𝗦𝘁𝗮𝘆𝗶𝗻𝗴 𝗜𝗻𝗳𝗼𝗿𝗺𝗲𝗱 𝗼𝗻 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗧𝗿𝗲𝗻𝗱𝘀: Keep abreast of industry trends impacting hiring preferences. Industries evolve, and understanding the landscape ensures your decision aligns with the dynamic needs of your chosen field ------------------------------ Follow Surya Vajpeyi for more💜 #india #Research #linkedinforcreators #LearningFromExperience #LinkedInReflection #CareerDecisionMaking #BBAvsMasters #LinkedInInsights #ProfessionalDevelopment #CareerCrossroads

Choosing a career after 12th feels like standing at a giant crossroad with 10 confusing signboards🤷♀️ Everyone’s shouting directions — parents, cousins, Sharma ji, and the neighbour who once cracked NEET in 1997. So how do you actually figure out which path to take? Here are 3 powerful frameworks/models that can help students or their parents choose a career path that makes sense for them(not just society) ✅ 1. IKIGAI Model (The Japanese Secret to a Fulfilling Career) Ask yourself 4 questions: -What do I love? (Interest) -What am I good at? (Skills) -What can I be paid for? (Market) -What does the world need? (Impact) Example: A student I mentored loved designing, was great at storytelling, and didn’t want a traditional desk job. Instead of engineering, she explored UI/UX design. 3 years later, she’s working at a design agency and building her own digital art page on the side. ✅ 2. Career Triangle:Passion – Potential – Practicality Don’t just chase passion blindly. Check if your interest, your aptitude, and the industry demand align. -Passion: Do you enjoy doing this? -Potential: Do you have the skill or willingness to learn? -Practicality: Will this pay your bills and grow in the future? Example A commerce student wanted to become a musician full-time. But she also loved marketing and storytelling. She found a sweet spot in music marketing – she now works with music labels promoting indie artists! How cool right? ✅ 3.The 3C Filter: Clarity – Curiosity – Coaches This is more process-oriented for those still exploring. Clarity- Start with a broad idea (e.g., "I want to work with people" or "I like solving problems"). Curiosity- Intern, shadow, take short courses to test waters. Coaches- Talk to seniors, professionals, career coaches who’ve walked the path. Example: A student I know thought she wanted to do law. After interning under a lawyer and taking a MOOC in psychology, she realised it wasn’t for her. She’s now studying psychology and plans to become a behavioural therapist. Career clarity doesn’t come overnight. It’s a mix of self-awareness, experimentation, and conversations. And it’s okay to not have it all figured out by 18. Instead of following the noise, choose a method that works for YOU. Your career is not a race. It’s a journey of alignment. Would you add another framework to this list? #CareerAdvice #CareerClarity #CareerFrameworks #Ikigai #Careercoach #dhairyadecodes

Early Leadership Traits in Budding Managers: As a business leader, I've observed some key traits that often indicate future management potential in young sales people: 1. Empathy - They genuinely care about customers' needs and build strong relationships. 2. Coachability - They're eager to learn, seek feedback, and continuously improve their skills. 3. Accountability - They take ownership of their results, good or bad, without making excuses. 4. Vision - They see the big picture beyond just hitting their quota and think strategically. 5. Collaboration - They lift up their teammates and contribute to a positive team culture. 6. Resilience - They bounce back quickly from setbacks and maintain a growth mindset. 7. Data-driven - They leverage analytics to inform their decisions and strategies. 8. Adaptability - They embrace change and thrive in dynamic environments. If you spot these qualities in your teambers, it's crucial to nurture and develop them into future leaders. Here are some ways to do that: • Provide mentoring opportunities with senior leaders • Offer stretch assignments to challenge and grow their skills • Enroll them in leadership development programs • Give them opportunities to lead small projects or initiatives • Encourage them to coach and mentor newer team members • Involve them in strategic planning discussions • Provide regular feedback and career pathing conversations By identifying and cultivating these leadership traits early on, you can build a strong pipeline of sales managers who will drive your organization's future success. What early leadership traits have you observed in your sales teams? How do you develop that potential? #SalesLeadership #TalentDevelopment #SalesManagement #CareerGrowth #SalesSuccess #LeadershipTraits #SalesCulture

The post-12th journey no longer starts with asking, “𝐒𝐜𝐢𝐞𝐧𝐜𝐞, 𝐂𝐨𝐦𝐦𝐞𝐫𝐜𝐞, 𝐨𝐫 𝐀𝐫𝐭𝐬?” 𝐛𝐮𝐭 𝐫𝐚𝐭𝐡𝐞𝐫, “𝐖𝐡𝐢𝐜𝐡 𝐟𝐮𝐭𝐮𝐫𝐞 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐩𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐟𝐨𝐫?” In the AI-driven world, choosing a career is not about picking a degree — it’s about building a portfolio of skills, tools, and adaptability that can survive rapid disruption. With tools like 𝐂𝐡𝐚𝐭𝐆𝐏𝐓, 𝐁𝐚𝐫𝐝, 𝐌𝐢𝐝𝐣𝐨𝐮𝐫𝐧𝐞𝐲, 𝐍𝐨𝐭𝐢𝐨𝐧, 𝐅𝐢𝐠𝐦𝐚, 𝐚𝐧𝐝 𝐆𝐢𝐭𝐇𝐮𝐛 𝐂𝐨𝐩𝐢𝐥𝐨𝐭 becoming embedded into daily workflows, the very definition of "work readiness" has changed. Today, 𝐩𝐫𝐨𝐦𝐩𝐭 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠, 𝐝𝐚𝐭𝐚 𝐥𝐢𝐭𝐞𝐫𝐚𝐜𝐲, 𝐧𝐨-𝐜𝐨𝐝𝐞 𝐚𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧, 𝐜𝐨𝐧𝐭𝐞𝐧𝐭 𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐀𝐈-𝐚𝐬𝐬𝐢𝐬𝐭𝐞𝐝 𝐝𝐞𝐬𝐢𝐠𝐧 𝐚𝐫𝐞 𝐛𝐞𝐢𝐧𝐠 𝐥𝐢𝐬𝐭𝐞𝐝 𝐚𝐬 𝐝𝐞𝐬𝐢𝐫𝐚𝐛𝐥𝐞 𝐬𝐤𝐢𝐥𝐥𝐬 𝐢𝐧 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 𝐛𝐲 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐬𝐞𝐜𝐭𝐨𝐫𝐬 — from media and finance to healthcare and manufacturing. 🎯 𝐒𝐭𝐮𝐝𝐞𝐧𝐭𝐬 𝐚𝐢𝐦𝐢𝐧𝐠 𝐭𝐨 𝐚𝐥𝐢𝐠𝐧 𝐰𝐢𝐭𝐡 𝐀𝐈-𝐫𝐞𝐥𝐚𝐭𝐞𝐝 𝐜𝐚𝐫𝐞𝐞𝐫𝐬 𝐜𝐚𝐧 𝐩𝐮𝐫𝐬𝐮𝐞: ✅ B. Tech or BSc in Computer Science / AI / Data Science ✅ BBA in Business Analytics / Digital Business / Fintech ✅ BA in Cognitive Science / Philosophy with AI ethics focus ✅ B. Com with electives in Quantitative Techniques, Business Intelligence ✅ B.Des with UX/UI specialization integrated with AI tools The sooner students move from consumption to creation, the better. 🎯 Even after class 12, they can: ✅ Contribute to open-source AI projects ✅ Start a blog or Substack sharing AI tool reviews or learning journeys ✅ Build a chatbot using ChatGPT or Bard integrations ✅ Apply for virtual internships via platforms like Internshala, AICTE NEAT, and Turing ✅ Attend AI summits, youth innovation bootcamps, and community hackathons By integrating AI, even traditional careers now come with a tech twist. Emerging and hybrid roles include: ✅AI Business Analyst ✅Machine Learning Engineer ✅AI Ethicist / AI Policy Advisor ✅UX Designer with Conversational AI focus ✅Fintech Product Manager ✅Cybersecurity Analyst (AI-powered risk prediction) ✅AI-Assisted Content Strategist ✅Digital Transformation Consultant Hiring trends reported by LinkedIn, Naukri. com, and McKinsey & Company clearly indicate a shift toward skill-first hiring. Roles like AI operations manager, digital ethicist, cybersecurity strategist, product content analyst, and sustainability analyst are emerging — roles that didn’t even exist in a typical career counselling session five years ago. Because the future isn’t waiting for your child to finish school. It’s already recruiting, automating, adapting — and rewarding those who start early. #aitools #cybersecurity #aiengineer #artificialintelligence #machinelearning #robotics #careerprospect #careerdevelopment #skillsdevelopment

𝗧𝗵𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗥𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀 𝗠𝗲𝗻𝘁𝗮𝗹 𝗠𝗼𝗱𝗲𝗹: 𝗪𝗵𝘆 𝗦𝗼𝗺𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗦𝘁𝗮𝗹𝗹 𝗪𝗵𝗶𝗹𝗲 𝗢𝘁𝗵𝗲𝗿𝘀 𝗥𝗶𝘀𝗲 Some leaders climb effortlessly through the ranks. Others—despite working hard, delivering results, and taking on more—stay stuck. It’s not just about hard work. It’s about readiness. Through years of coaching senior leaders, I’ve seen that advancement isn’t just about what you do—it’s about how you are seen. That’s where the Leadership Readiness Mental Model comes in. The 3 Factors That Define Leadership Readiness ✅ 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗲 – Are you delivering at the next level? Mastery of your current role is a given. True leadership readiness means you’re already demonstrating the thinking, execution, and decision-making expected at a higher level. ✅ 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 – Do key decision-makers see you as a future leader? Organizations don’t just promote past performance—they bet on future impact. Leaders with strong potential show curiosity, insight, engagement, and determination to handle increasing complexity. ✅ 𝗣𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻 – Do others trust and respect your leadership? You can be technically brilliant, but if you’re seen as difficult to work with, resistant to feedback, or lacking executive presence, you’ll struggle to move up. Leadership isn’t just about ability—it’s about influence, trust, and perception. B𝗿𝗶𝗱𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗚𝗮𝗽 🚀 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗲 → Deliver results beyond your job description. 🚀 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 → Show strategic thinking, adaptability, and long-term vision. 🚀 𝗣𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻 → Ensure your personal brand is positively recognized and trusted by those who matter. I explored this mental model in my Harvard Business Review article "How to Tell an Employee They’re Not Ready for a Promotion" (Often, the hardest part of these conversations isn’t discussing performance gaps—it’s addressing potential and perception gaps that are harder to quantify but just as critical.) (link in the first comment) Leadership isn’t just about performance—it’s about readiness. Which of these factors—Competence, Potential, or Perception—do you think holds most leaders back? Let’s discuss. #Leadership #ExecutiveCoaching #LeadershipDevelopment #Influence #HighStakesLeadership #PerceptionMatters #CareerGrowth #HBR #CHRO #ExecutiveCoaching

It has become common for students and new job seekers to encounter feelings of dissatisfaction and uncertainty when deciding on their career path or transitioning into a new job. As students engage in the process of identifying their career path, it's crucial that they make decisions while considering the below factors: - Personal interests & values. - Aptitudes & Passion. - Demand for the chosen career. - Job sustainability. - Financial stability. It is also important to have a well-defined career goal. The same goes for selecting a new job as well. There are many aspects to consider, ranging from the roles and responsibilities to the company's work culture. Rather than being blindsided by unexpected challenges, it is highly advisable to take up counseling or coaching sessions with experts. These sessions provide valuable guidance and insights, including the following benefits: ➡ Self-assessment: Identify strengths, weaknesses, interests, and values. ➡ Exploration: Discover diverse career options and industries. ➡ Skill-Interest Alignment: Match skills and interests for ideal career paths. ➡ Goal Setting: Establish clear, achievable career objectives. ➡ Upskilling guidance: Receive guidance on required education and qualifications. ➡ Job Market Insight: Stay updated on industry trends and job market conditions. ➡ Resume and Interview Help: Receive the right guidance for your job search process. ➡ Overcoming Barriers: Get support in addressing personal or professional obstacles. ➡ Networking Advice: Learn effective networking strategies to enhance your career. ➡ Decision-Making Support: Receive assistance in making informed career decisions, especially with multiple options. ➡ Stress Management: Develop coping strategies for career-related stress. ➡ Accountability partner & Ongoing Support: Continuously adapt and refine career goals. #linkedintopvoices #studentscareer #contentstartegistsri

The future of work in tech is INTERDISCIPLINARY !!! When we think about tech roles, we often picture titles like software engineer, data analyst, or cybersecurity specialist. But the reality is tech roles are evolving. We’re seeing a major shift: the future of work in tech is interdisciplinary. Roles are emerging at the intersection of tech and other industries—health, law, finance, education, and beyond. It’s not just about knowing code or systems anymore. It’s about how you apply that knowledge in context. Take legal tech as an example. Today, there are roles like Technology Contracts Analyst, Trainee Patent Attorney (Tech), Legal Digital Operations, and Legal Tech Analyst. These aren’t traditional legal or tech roles. They’re something new, something in-between. They require both legal understanding and technological fluency. So what does this mean for you? It means if you have a background or interest in another field and a curiosity for technology, you don’t necessarily need to start from scratch. There may be a space in tech that fits you perfectly. A role where your existing experience is a strength, not a limitation. The lines are blurring and that’s a good thing. It opens doors for people from all sorts of disciplines to build a career in tech without discarding everything they’ve done before. So if you’ve ever thought, “I’m interested in tech, but I’m not a traditional tech person,” this evolution might just be your opening.