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Depending on cultural context, female youth participants may feel less comfortable "marketing" their soft skills to employers.

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We need to not only provide the results but also provide information about how youth can continue to improve their skills

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Was any work done to establish why there was a difference between the outcomes in the different countries? (sorry, can't remember which they were :-))

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Divorrah, EDC: Results can help youth assess themselves, their strengths and weaknesses. Thus, improving their weakness so they have better opportunities to market themselves.

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Divorrah, EDC: Results can help youth assess themselves, their strengths and weaknesses. Thus, improving their weakness so they have better opportunities to market themselves.

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Results can help youth be reflective in monitoring their own growth in the four skills areas.

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Is it possible to match results to the attributes required by employers?

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Help companies identify which courses could benefit their employees

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Angaw -SC: Youth can prepare with better SES skills and can Present/sell themselves better to employers

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Angaw -SC: Youth can prepare with better SES skills and can Present/sell themselves better to employers

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This space is for sharing your experiences and insights on how SES results can be used in practice.

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Based on your experience, respond to one or more of the questions to the right for each stakeholder.

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Based on your experience, respond to one or more of the questions to the right for each stakeholder.

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#1. How can researchers leverage these results to refine tools and conduct more targeted research?

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#1. How can researchers leverage these results to refine tools and conduct more targeted research?

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It would be great to follow youth over time to see the evolution of SES and how it correlates to career progression

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Look not just at employment, but also quality of work on the job (e.g. performance ratings, or employer feedback) as outcomes related to SES improvement

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Look not just at employment, but also quality of work on the job (e.g. performance ratings, or employer feedback) as outcomes related to SES improvement

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Eyerusalem SC - Conduct more participatory research to engage various stakeholders like youth in the process. 

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Eyerusalem SC - Conduct more participatory research to engage various stakeholders like youth in the process. 

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Researchers can better refine SES definitions/constructs. Often the same/similar terms may be used to describe different skills, so this can make measurement more precise and accurate.

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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#1. How can employers use these results to inform their hiring practices?

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#1. How can employers use these results to inform their hiring practices?

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consider SES components in hiring decisions and refining competency profiles of each type of work

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Employers can use results to develop professional development training for their employees in addition to informing hiring practices. For hiring practices, it might help inform the types of questions asked during interviews to dig a little deeper into skills.

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Angaw: SS- Employers can craft their selection process including preparation of SES related interview questions 

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Angaw: SS- Employers can craft their selection process including preparation of SES related interview questions 

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Employers can use results from certain SES assessments to diagnose skill development areas and craft onboarding and training plans accordingly.

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#1. How can youth use these results to understand and market their skillsets?

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#1. How can youth use these results to understand and market their skillsets?

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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use these to educate the youth that SES skills matter as much as technical skills

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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#1. How can implementers use findings to inform program design, implementation, and improvement?

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#1. How can implementers use findings to inform program design, implementation, and improvement?

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Angaw-SC : Implementers can design their programs /their curriculum aligned to improvement of SES 

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Angaw-SC : Implementers can design their programs /their curriculum aligned to improvement of SES 

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Divorrah, EDC: SES results will help in improving materials being developed and see to it that this is tailored-fit to the youth as learners.

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Divorrah, EDC: SES results will help in improving materials being developed and see to it that this is tailored-fit to the youth as learners.

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Liz-IYF: Use results of tool to create booster sessions for specific life skills that class struggled with

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Liz-IYF: Use results of tool to create booster sessions for specific life skills that class struggled with

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Results can help us improve our trainings delivery methodologies and training contents

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Liz-IYF: Can use tool for your own training staff to see where trainers need to improve in their own social emotional skills as adults

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Liz-IYF: Can use tool for your own training staff to see where trainers need to improve in their own social emotional skills as adults

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By marketing youth's skills to future employers and private sector partners

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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#2. What are the assumptions, resources needed, risks/challenges and gender considerations when developing plans to maximize SES data utilization?

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1. There are four (4) columns, one for each stakeholder, each with questions on green sticky notes.

2. To add a comment, click on the plus (+) sign below the name of each stakeholder.

3. If you like, include your name and/or organization in the title of your sticky note, and then write one idea per sticky note.

4. You can move the sticky notes by clicking and dragging them to fit under the appropriate column or question.

5. If you would like to delete your comment, hover your mouse over it and click on the trash can icon in the top right corner.

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Employers must be careful when selecting assessments to be used for high-stakes decisions such as hiring to ensure the scoring algorithms do not contain bias that would adversely affect underrepresented candidates and potentially put the employer in legal jeopardy (depending on local laws around Equal Opportunity).

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Youth need to have results explained clearly so they can explain them to others (employers particularly). The way the results are communicated needs to be carefully thought through and even piloted before rolling out at a larger scale.

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How much work has been done to evaluate these type of tools? Is there potential error or are they generally accurate?