Why Soft Skills Training Produced Few Jobs for Tanzania’s Unemployed Youth

A new study by researchers from the World Bank’s Africa Gender Innovation Lab, Innovations for Poverty Action (IPA), the BRAC Institute of Governance and Development (BIGD), and BRAC Tanzania offers fresh insights into one of Africa’s biggest development challenges: helping young people find decent work.

The researchers followed 4,728 young Tanzanians who were not in education, employment, or training (NEET) to examine whether training in socio-emotional, or “soft,” skills could improve their employment prospects. Governments and development agencies increasingly promote such training because employers often say young workers lack skills such as communication, teamwork, self-discipline, problem-solving, and initiative.

The study tested training focused on self-awareness, emotional intelligence, communication, perseverance, negotiation, and other workplace-related skills.

Confidence Rose, But Skills Gains Did Not Last

The results initially looked promising. Three months after completing the training, participants reported significant improvements in confidence, self-awareness, emotional control, empathy, and other socio-emotional skills.

However, researchers found a gap between what participants believed about their abilities and what they demonstrated in behavioral assessments. While self-reported skills improved substantially, objective measures showed only limited changes.

Even more striking, most of these gains faded within a year. By the final survey, participants' socio-emotional skill levels had largely returned to where they started. The findings suggest that short-term training can change how young people see themselves, but sustaining those changes may require continued mentoring, workplace exposure, or follow-up support.

Employment Benefits Were Limited and Uneven

For the average participant, the training did not lead to major improvements in employment, earnings, job-search activity, or business creation.

Yet the study uncovered an important exception. Young men who were actively looking for work before the training experienced measurable benefits. One year later, they were more likely to be engaged in income-generating activities and worked more hours than similar young men who did not receive the training.

Women, however, saw no comparable employment gains. Although female participants reported increases in confidence and socio-emotional skills, these improvements did not translate into better labor market outcomes. Researchers suggest that barriers such as unpaid care responsibilities, limited mobility, social norms, and discrimination may continue to restrict women's access to economic opportunities.

Why the Findings Matter

The findings carry an important message for policymakers across Africa and other developing regions. Soft-skills training can help young people become more confident and motivated, but it is unlikely to solve youth unemployment on its own.

The study shows that such programs work best for people who already have a clear goal, such as finding a job. This suggests governments may achieve better results by targeting active job seekers and combining soft-skills training with job placement services, apprenticeships, career counseling, and entrepreneurship support.

The research also suggests that longer and more expensive training programs may not always be necessary. Participants who received only one type of training performed about as well as those who received both. This could help governments design more cost-effective programs and reach more young people with limited resources.

Beyond Training: Tackling Structural Barriers

Perhaps the most important lesson is that unemployment is not simply a skills problem. Even when young people become more confident, they still need access to jobs, networks, information, and economic opportunities.

For women especially, the findings highlight the need for policies that go beyond training. Childcare support, safer transportation, access to finance, anti-discrimination measures, and programs that reduce unpaid care burdens may be just as important as skills development.

The study concludes that socio-emotional skills remain valuable, particularly for helping young people navigate the labor market and pursue opportunities. But lasting improvements in employment will require a broader strategy that combines personal development with job creation and reforms that address the structural barriers facing young people. For policymakers, the message is clear: confidence matters, but confidence alone cannot create jobs.