The situation of employment of Young People throughout Europe is very poor, even if some disparities subsist between countries related to their general level of economy: high rates of unemployment, more difficulties to get a first job, more time before having a "stable" job (not internship or not temporary job), really hopeless situations for those who are not qualified and less experienced, those who are "nowhere" (NEETs: not in education, employment or training). One cannot stay unconcerned. On the other hand, fortunately, a lot of examples, actions, initiatives, innovative practices arise on the field, that are motivating, encouraging, and putting people on the move. It is important to take stock of all these actions, to propagate them towards different actors and territories.

Information Technology are one of the economic and social levers that can be used in this problematic as well as in plenty of other areas. There is a technology that seems to pervade (invade) all human activities, it is the Web 2.0 Technology and especially the Social Networks. No need for scholar surveys (even if they exists) to be aware of this "tsunami". Young People, whatever their level of education, are using very easily these techniques for their "private" use. The idea is then to build upon this Web 2.0 literacy to encourage them to develop their efforts for a professional use of the social networks. The key element here is then to be able to develop and manage an efficient Digital professional Identity. 

Several surveys have been made available recently about the impacts of the Professional Social Networks, LinkedIn, Viadeo, Xing, but also Facebook (Branch out and coming soon FacebookPro, plus plenty of others, more specialised or more localised) upon the recruitment processes and the behaviour of recruiting and HR actors (see "references at the end of the paragraph for a few recent papers). 

This accounts for our choice of the first priority which is to target NEETs (or art risk of, or former NEETs that could tell us how they came out) and experiment the possible role of technology (specifically Web 2.0 based PSNs). 

Acting towards Young People in difficulties and NEETs is a process that has to include the relevant actors who are already working with them on these issues, what we call "the accompanying persons". This group of persons is itself rather complex and includes the "education side" (teachers, trainers, in-company trainers), the inclusion-insertion side (structures of different nature and size, public, private, associations, volunteers, social economy, etc.), and the employment side (employment agencies, recruiters, counsellors, interim agencies, entrepreneurship developers, start-ups, etc.). By having worked with them in previous project, we know that one of the problem they have to tackle is their ability to communicate, exchange, work together in a mid to long term to ensure a continuity of their efforts and a more efficient accompaniment process. Another problem is the currently not sufficient part taken by people in companies to take their place in the pre-recruitment accompaniment. Most of the young people who come out of school with less qualification and more difficulties to enter the Job market are issued from the VET education (though they are not in difficulties, far from that, and most of them are very successful).



* Job search, Digital Reputation, and HR practices in the social media age - Adecco Global Study 2014

* L'impact d'Internet sur le fonctionnement du marché du travail – Rapport du Coseil d'Orientation pour l'Emploi – 3 mars 2015 

* Méthodes de recrutement – La grande  enquête – RegionJobs – février 2015

* a few interesting web documents: - Benefits of internet and social media How Social Media can Enhance Schools as Professional Learning Communities - Social Networks for Professional Learning

* and even a MOOC (for university students)

SMOOC 2014 _ Social Media for Active Learning – A Professional Development MOOC ( )