The Technical Needs Assessment & Employability Audit 2022-2023 is a comprehensive field research initiative conducted under the STEP (Skills Training Education Program) project. This study, funded by the Islamic Development Bank, the Abdul Aziz Al Ghurair Foundation, and the Dutch organization SPARK, is led collaboratively by HimmaBI and Moltaqa Goodness and Development in Akkar. The project aims to assess the current workforce landscape and bridge the gap between educational outcomes and market demands in North Lebanon and Akkar.

Introduction

Lebanon is enduring a severe and prolonged economic crisis, worsened by years of financial instability and compounded by the global COVID-19 pandemic. The crisis has led to significant GDP decline, rising inflation, and devaluation of the local currency, creating a harsh environment for both businesses and workers. In response to these economic challenges, a major wave of emigration has taken place, causing a “brain drain” that has stripped the country of many of its skilled professionals and youth. North Lebanon and Akkar, historically underserved regions, have been hit especially hard.

Objective

The main objective of this study is to assess the technical and soft skills needs of the job market in North Lebanon and Akkar, and to identify ways to bridge the gap between higher education outcomes and private sector requirements. By aligning educational curricula with market demands, the project seeks to improve employability and foster economic stability through strategic workforce development.

Methodology

The study employed both primary and secondary research methods. The secondary research involved analyzing existing data from international organizations, such as the World Bank and UN agencies, to understand the broader economic context. The primary research included:

• Surveys: Distributed to higher education institutions (HEIs) to collect data on student numbers, alumni networks, and curriculum alignment.
• Employability Audit: Conducted with over 1,200 companies in North Lebanon, Akkar, and Beirut to understand hiring practices, skills shortages, and economic challenges.
• Focus Groups: Engaged market experts and university representatives to discuss skills gaps and propose practical learning modules.

Findings

1. Economic Impact: The ongoing economic crisis has severely affected the private sector, with many businesses downsizing and reducing employee numbers. High unemployment and job insecurity are prevalent, especially among youth.
2. Skills Gap: There is a significant mismatch between the skills taught in universities and the requirements of the job market. Many graduates lack both technical competencies and crucial soft skills like communication, teamwork, and adaptability.
3. Private Sector Challenges: Companies face difficulties in finding qualified candidates and have limited human resources capabilities. Many rely on administrative staff for HR functions, leading to inefficient workforce management.
4. Educational System Limitations: Higher education institutions have outdated curricula that do not align with the rapidly evolving market needs. There is also a lack of career guidance and alumni engagement to support student employability.
5. Emigration and Brain Drain: The crisis has caused a significant exodus of skilled professionals, exacerbating the scarcity of human capital in Lebanon.

Recommendations

1. Update University Curricula: Integrate practical skills training and modernize teaching methodologies to better align with market needs. Focus on high-demand areas such as IT, artificial intelligence, and business management.
2. Develop Soft Skills Programs: Launch continuous training initiatives to improve communication, leadership, and adaptability skills among graduates. Universities should implement workshops and boot camps to address these gaps.
3. Strengthen Industry-Education Collaboration: Establish partnerships between HEIs and the private sector to facilitate internships, co-op programs, and industry-specific training. This will help students gain hands-on experience and improve their job readiness.
4. Create an Online Employability Platform: Develop a digital platform that connects job seekers, universities, and employers. The platform should feature job listings, a CV database, and resources on emerging market trends.
5. Implement HR Outsourcing for SMEs: Provide small and medium-sized enterprises (SMEs) with access to HR services through third-party providers, helping them manage recruitment, training, and employee retention more effectively.
6. Support Career Guidance Centers: Establish or enhance career centers within universities to offer personalized counseling, job placement assistance, and networking opportunities with alumni and industry professionals.
7. Promote Entrepreneurship: Encourage entrepreneurship by supporting students with innovative business ideas through training, mentorship, and access to funding.