Ghana faces a persistent youth unemployment challenge. Approximately one in five young people aged 15–35 is unemployed, rising to nearly a third among those aged 15–24. Even for tertiary graduates, the transition from education to work is often slow and uncertain. While public debate tends to focus on job creation, the issue is not only about the number of opportunities available. Many graduates encounter practical barriers that prolong their job search, including difficulties in communicating their strengths, navigating recruitment processes, or using digital platforms effectively.
Digital job portals, for instance, have expanded access to vacancies, but access alone is not enough. To take full advantage of these tools, young people need the confidence, awareness, and strategic skills to present themselves well and engage meaningfully with employers. Without these, opportunities remain underutilised.
It is against this backdrop that a recent evaluation explored whether soft-skills training could improve early labour-market outcomes for young people in Ghana. The study assessed a three-month virtual Job and Soft Skills Development Programme delivered by Africa ICT Right (Ghana) in partnership with BøthOfUs (Sweden). Targeting final-year students and recent graduates aged 18–35, the programme focused on practical areas such as CV writing, LinkedIn optimisation, networking, interview preparation, communication, and career planning, alongside exposure to remote and international work opportunities.
Using a pilot randomised controlled trial, 30 participants were assigned to the training while 70 formed a comparison group. Three months after completion, researchers conducted follow-up surveys, supported by qualitative interviews and administrative programme data, to understand not just whether outcomes changed, but how.
The results point to meaningful shifts in how participants approached the job market. First, those who received the training reported significantly higher levels of confidence and self-efficacy. They felt better equipped to pursue opportunities and navigate recruitment processes -- an important foundation for any job search.
Second, while most participants were already using online job platforms, the training changed how they used them. Rather than applying broadly and generically, participants adopted more targeted and strategic approaches: refining their CVs, tailoring applications, improving their online profiles, and reaching out more deliberately to potential employers. Many also became more open to remote and international roles. In short, the difference lay not in access to tools, but in how effectively those tools were used.
Third, among participants who were still unemployed at follow-up, there was a notable increase in the number of job offers received within a one-month period. However, this did not immediately translate into higher employment rates. Timing and context mattered. Some participants were still completing Ghana’s mandatory national service, while others declined offers located outside their preferred regions.
These findings highlight an important insight: improving employment outcomes is not always immediate, but the intermediate steps -- greater confidence, better job search strategies, and increased employer engagement -- are critical building blocks. Over time, these can lead to better job matches and more sustainable employment.
The implications for policy are clear. Integrating job-readiness training into tertiary education could better prepare graduates to present their skills and navigate the labour market. Embedding similar modules within large-scale programmes such as the National Service Scheme would ensure that young people receive this support at a pivotal moment in their transition. Finally, digital job platforms should be complemented with structured guidance, helping users move from passive browsing to strategic engagement.
Ultimately, addressing youth unemployment in Ghana requires more than expanding job opportunities. It calls for equipping graduates with the tools, confidence, and strategies to connect with those opportunities effectively.
This blog was produced as part of a project supported by a grant from the International Development Research Centre (IDRC) under the FutureWORKS West and Central Africa Hub – a research initiative implemented by the Institute of Statistical, Social and Economic Research (ISSER), University of Ghana, with support from the Bureau of Macroeconomic Analysis (BAME) of the Senegalese Institute of Agricultural Research.
The views expressed in this blog are those of the authors and do not necessarily reflect those of IDRC or its Board of Governors.
For further information about this project, please contact the lead researcher, Professor Monica Lambon-Quayefio, at mplambon-quayefio@ug.edu.gh
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