taxonomy of the type of contract (permanent vs. full time vs. internship), therefore not allowing us to disentangle these different dimensions.

Finally, the analysis rests on a few assumptions regarding the informativeness of the data. Most importantly, we highlight that by analyzing skills via mined keywords, it is assumed that information on skills in job descriptions is somewhat perfectly specified and hence extractable. However, in the case of imperfect specification along any dimension (e.g., along different sectors or different skill sets), the analysis is biased towards skills that are better specified than others. For example, while the socio-emotional skill requirements of a manager may be specified explicitly and in detail (e.g., “leadership” or “communication skills”), a posting for a worker on a construction site may not explicitly specify the physical skills required to successfully perform the job.

# **V. What type of job opportunities are available on job platforms?**

In this section, we present our key findings on the characteristics of the 5,272 postings in 2018 job portal data, which is equivalent to 12,321 vacancies.<sup>25</sup> Most vacancies posted online are for “white collar” jobs. As such, the majority of vacancies posted online are for Sales (14.38 percent), Management (7.95 percent), and Administration (7.55 percent), followed by the public sector<sup>26</sup> (6.75 percent) and IT (6.61 percent) as shown in Figure 6. Across job portals, some specialization is visible. For example, while the incidence of vacancies in Administration, Banking & Insurance, and Management is relatively high on _KosovaJob_ , manual jobs are posted relatively more frequently on _Ofertapune_ . Compared to global employment trends in the labor market, the manufacturing and construction sectors are likely underrepresented in job portal ads (Figure 7). Given that informal channels prevail in hiring, this signals that only a portion of the job opportunities appear in a transparent manner on portals.

In most cases (78 percent), one posting refers to one vacancy. However, as illustrated in Figure 30 Appendix C, some firms bundle several vacancies within a single posting.<sup>27</sup> This form of collective posting varies across industries. Postings with several vacancies occur more often in specific industries like Education or

> 25 Recall that results are presented at the posting level. Appendix C presents a set of graphs comparing the two approaches and suggesting that results are similar regardless of the approach. Summary statistics of key variables are provided in Appendix C in Table 5 and Table 6.

> 26 Note that most of the jobs categorized as “public sector” are not civil servant positions but contractual positions posted by municipalities or ministries. Such jobs are reposted freely on some of the platforms. Their frequent appearance on portals is related to the nature of recruitment in the public sector: jobs must be publicly advertised for a competitive recruitment.

> 27 Due to plausibility concerns, we truncate the distribution at the 99th percentile and report the full variability of data in Appendix C. Upon cleaning, the distribution still has a pronounced upper tail caused by vacancies relating up to 41 jobs. Summary statistics are provided in Table 5.

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