SKILLS ANTICIPATION BACKGROUND NOTE FEBRUARY 2017 EMPLOYMENT SERVICE PROVIDERS DEVELOPING BETTER LABOUR MARKETS THAT WORK
The International Labour The public employment services in Organisation (ILO) describes transition and developing countries Contents public employment services face specific challenges: they are (PES) as follows: ‘usually part often constrained by low budgets, // WHAT EMPLOYMENT SERVICE of ministries of labour or, less poor staffing resources and a PROVIDERS DO often, operate as separate low reach-out and market share. Budget constraints are certainly // TYPES OF EMPLOYMENT executive agencies. They plan an issue but, even when funds are SERVICE and execute many of the active, scarce, results can be achieved and sometimes passive, labour through better targeting and more // ROLE IN SKILLS ANTICIPATION market policies used to help effective and efficient measures. AND MATCHING workers enter the labour market, Some countries with larger budgets to facilitate labour market actually show poorer results on // CHALLENGES AND SUCCESS adjustments, and to cushion the matching, demonstrating that FACTORS impact of economic transitions. appropriate management (such as // IEXAMPLES To do this, public employment strategic planning with a focus on services typically provide results, multi-level partnerships labour market information, and monitoring) are important to success. leading role, providing specialised offer job-search assistance and services for specific target groups. placement services, administer Private employment agencies also Apart from public, private and unemployment insurance contribute to better-functioning non-governmental actors, a fourth benefits, and manage various labour markets, acting either category of employment service labour market programmes as temporary work agencies providers may be considered (worker displacement or recruitment and placement - namely the career guidance assistance, retraining, public services. Some operate in a and counselling services at service employment, etc.). Public manner that is complementary schools and universities. Proper employment services must to the public services, frequently counselling during school years cooperating closely with them. provide these services to both and guidance to help pupils and Non-governmental organisations students study fields in demand jobseekers and enterprises.’ play more of a supportive than a and fit their individual talents, BACKGROUND NOTE EMPLOYMENT SERVICES
have the potential to avoid risks of unemployment or over/ underemployment later in life. TYPES OF EMPLOYMENT
The presence and market share of private agencies or NGOs active in SERVICES employment field in transition and developing countries varies widely. JOB MATCHING AND There is a trend to develop specific PLACEMENT regulation of private providers activity. Quality criteria are often Public employment agencies work to ensure effective job conditions for accreditation and matching, recruitment and placement. They work with cooperation with public entities. jobseekers to register them for employment, and with employers to register vacancies. The diagram summarises the typical tasks employment services fulfil all over the world. Task LABOUR MARKET allocation (or intensity with which INFORMATION (LMI) they are performed) may vary from country to country given the legal In addition to job matching, public employment services collect framework and social and economic and analyse information on the job market, and make it available context (e.g. number and profile to public authorities, employers and workers organisations, of unemployed, labour market training providers, job seekers and the general public. dynamics, links between passive and active support to jobseekers etc.). LABOUR MARKET PROGRAMMES
Labour market information helps in the identification of skill gaps on the labour market so as to steer the development of specific labour market interventions.
ADMINISTRATION OF UNEMPLOYMENT INSURANCE
Public employment services also manage the administration of unemployment insurance where such schemes exist.
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THE ROLE OF EMPLOYMENT SERVICES IN SKILLS ANTICIPATION AND MATCHING Anticipation and matching are manage, plan and implement Over the years, the basic function of core functions of labour market activities, and to design processes matching jobseekers to vacancies management. Traditionally, to support job matching. has changed. The Employment employment service providers Institutional levels may span Services have evolved, developed play a central role in matching several layers of management, their capacities and covered new jobseekers with vacancies. To administration and operational functions in the labour market. The achieve that effectively, sound staff, from a national authority main shift in matching has been a information on the current and to local employment services or more prominent focus on skills. This future developments in the labour local guidance centres; planning triggered an increased ‘appetite’ for market is essential. Therefore, over and management tasks can be identification of current and future the last decades the employment distributed among the various skills demand (e.g. a more complex service providers, mainly the public levels in many different ways. look into the current and potential ones, have become more and more Starting from the policy level, competences of the workforce and engaged in the development of the departments or ministries in demand from companies). The basic sound labour market monitoring charge of labour market affairs, functions and portfolio of services and complex mechanisms to create develop policies and regulations, and support provided to jobseekers skills intelligence. set targets and allocate resources have also changed. Nowadays, for implementation. This many employment services perform Skill needs anticipation includes translates at institutional level into assessment and validation of skills, various approaches and continuous planning, management, work heavily on the continuous procedures. Reliable anticipation development of infrastructure and adaptation of skills (training and must be based on monitoring data. staff. Employment (and training) re-training) and closely reflect skills This is a necessary component as services providers comply with demand in their career orientation future developments are rooted the procedures set at upper level, services (see diagram 1). in the present and cannot be play a crucial role in collecting adequately predicted without a on the ground information about The mandate and scope of work proper understanding of the current vacancies, jobseekers, market gives PES a leading role among situation. Administrative data demand etc. employment service providers. provided on vacancies, jobseekers Legally they are responsible for and the results of the matching Improvements in matching and implementation (sometimes process by the employment anticipation need to be considered development) of employment services and other entities can from a system-wide perspective, policies and serve their clients contribute to a better understanding where capacity building and (jobseekers and employers) of current and future skills needs. innovation is required to ensure free of charge. The strategic and the efficient implementation operational rationale of the PES As the employment services collect of labour market policies. The differs from that of both the private and analyse ‘first-hand’ labour various levels are interconnected employment agencies and NGOs. market information at national and and interdependent. On one local levels, they can guide and side, information on current and A guideline typology for influence education and labour future skills supply and demand, employment service providers and market policy. This leads to the role gathered at operational level, must their roles in matching is provided employment providers can play in flow to the higher levels where it overleaf (see table 1). matching. can feed into policy and system development. On the other side, At institutional or operational higher levels should provide level (labour market authorities, the regulatory framework and public employment services, infrastructure necessary for smooth education and training authorities operation at the lower levels. or agencies), the main task is to
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DIAGRAM 1: SKILLS-RELATED FUNCTIONS OF EMPLOYMENT SERVICES
IDENTIFICATION OF SKILLS DEMANDS
ADAPTATION OF GUIDANCE AND SKILLS (TRAINING ORIENTATION ON AND RETRAINING) SKILLS SKILLS RELATED FUNCTIONS MATCHING OF PROFILING OF SKILLS PEOPLE’S SKILLS (ASSESSMENT OF SKILLS WITH JOBS AND COMPETENCES) VALIDATION AND VERIFICATION OF SKILLS
TABLE 1: EMPLOYMENT SERVICE PROVIDERS BY MATCHING ACTIVITIES
ACTIVITY RELATED TO MATCHING
Registration (of Direct matching of Type of employment service Labour market Career guidance Labour market vacancies and vacancies with provider information and counselling training jobseekers) jobseekers
Public bodies
PES ** ** ** * * Public career guidance centres not within the PES (A) - - * ** -
Private Employment Agencies
Private job brokers ** ** - * - Temporary work agencies ** ** * * * Private providers of guidance and counselling - - * ** -
NGOs
Organisations promoting the interests of groups that at risk of being marginalised in the - * - * * labour market
** MOST IMPORTANT ACTIVITY, * frequently or sometimes undertaken, - rarely or never undertaken, (A) Guidance and counselling centres in schools and universities
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CHALLENGES AND SUCCESS FACTORS
When it comes to playing an effective role in matching information. Employment services should consider and anticipation, public employment services from a holistic approach covering the information needs transition and developing countries face a number of different stakeholders in the labour market, of specific challenges. Discontinued institutional including relevant channels, sources of information development is the most serious one. Institutions have and integrating and analysing data to provide a not been further developed since they were founded, meaningful input to iactivities such as job brokering, mainly due to outdated legislation and mandates of active labour market policies, counselling. employment services, insufficient resources (budgetary, infrastructure, staffs), or staff fluctuations (including Technological advancements (electronic based management). information tools) have dramatically changed the way information on vacancies and labour Another important difficulty is their capacity to generate supply is collected, processed and disseminated. relevant information in terms of data collection, Digitalisation gives a huge opportunity to modernise processing and analysis. Many PES do not have a communication/outreach and delivery of services. In relevant market share to capture the overall dynamics many countries, the public and private employment of the workforce and economic demand (for example, services are at the forefront of these developments. limited coverage of vacancy and jobseekers database). This means they have to expand the way they collect Establishing and expanding work in partnership primary data and exploit other sources of information. with schools and companies and local actors make it It equally implies an effective dissemination of easier to compile detailed information about future information to companies and individuals so they can graduates, occupations and specific skills in demand, take more informed decisions about human resources including a more reliable set of information about the development, choice of profession, career etc. local and sectoral specificities. Matching processes become more effective at reaching out and responding A number of innovative approaches may help in to the specific needs of, communities, companies and accessing and disseminating relevant labour market individuals.
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EXAMPLES
Though many approaches, instruments and methods modern centres for occupational and career for matching and anticipation have been tested and counselling. The centres called Korea Job World Open mainstreamed by employment service providers disseminate information and provide career guidance around the world, the feasibility and success in services, including ‘real-life’ testing of the content and implementation depends on national conditions. tasks of various occupations. In 2012, Turkey tested and then mainstreamed an integrated approach to demand The examples that follow focus on embedding skills identification and matching through Programme ‘Skills anticipation functions into the core work, development ‘10’. This example features the contribution of a global and refinement of methodologies, processes and company – Manpower Group – to identify global trends instruments used to transfer skills information into in recruitment and demand for skills. actions for better matching. The guide referenced below provides more country For example, in Denmark and Sweden, national cases relevant on the topic. labour market authorities collect evidence on employers’ needs and compile projections on skills ETF-Cedefop-ILO (2016): The Role of Employment and occupational demand in a multilevel perspective Service Providers, Volume 2, Guide to Anticipation and (local, regional and national). In South Korea, the Matching Skills and Jobs, Luxembourg. The guide is Ministry of Employment and Labour has established, available at: http://www.etf.europa.eu/web.nsf/pages/ in partnership with both public and private actors, Vol._4_Employment_service_providers
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Sampling of employers: the approach is based on the SWEDEN – FORECASTING APPROACH sampling of workplaces, in combination with a regional level forecast and the definition of the main industrial Since the 1960s, Sweden has developed and sectors to be included. Workplaces with more than implemented a labour market forecasting four employees are surveyed (clustered as follows: 5 methodology. The Swedish public employment service to 19 employees, 20 to 49, 50 to 99, 100 to 199, 200 to (Arbetsförmedlingen) carries this out on a continual 499 and 500+). A restricted sample of workplaces is basis. The Swedish PES has three tiers: the National surveyed within the 5 to 99 staff bracket, but coverage Labour Market Board, the county labour boards and of all of those with 100+ staff is planned (some 400 employment offices across the country. difficulties are encountered in the denser city regions). The company register provides key information in this Increasing knowledge of future trends in skills supply process. and demand is crucial for the PES as they provide a sound basis for strategic planning and programming of A stratified random sample approach is used, with labour market measures at national, regional and local groupings based on sector and region, to ensure a levels and for strengthening contacts with employers comparable approach across the country and the most and prioritizing specific training programmes in line reliable results. The larger the number of sectors and with demand. regions, the larger the sample size needed; a sample of 14,000 workplaces is used in Sweden (approximately The approach developed aims at consistent 9.5 million inhabitants) with a non-reply rate of forecasting across the whole country and over time. about 15%. Each local labour office must contact and The methodology combines a national forecast of interview a minimum of 25 workplaces. Local labour macro-economic trends, a description of employment offices are free to add any extra workplaces that they and labour at regional (provincial, county) level and consider important, while not removing any of the information gathered from employers at local level. initially requested workplaces from their local sample. Forecasting of labour demand is based on systematic and regular interviews with employers. Results from Postal questionnaires or face-to-face interviews: questionnaires or interview surveys are assessed, researchers must decide whether to collect data checked and take national and global economic trends via questionnaires or interviews. One advantage into account. More time will be needed to test whether of questionnaires is that they require fewer human results from the employer survey are in line with resources than interview forms, but the knowledge historical experience of labour market statistics and produced in forecasting remains within a limited circle economic trends in general. inside the organisation and the quality of outcome is usually poorer than is produced through the The aim of the employer surveys is to gain an overview interview format. One big advantage of the interview of demand for labour in the local, regional and process is the opportunity it offers to establish or national labour market to develop a picture of future strengthen contacts between local employment offices employment trends. It also aims to provide a solid and employers. Interviews should ideally be held overview of forthcoming recruitment – information face-to-face on the company site, or by telephone. mainly used by local employment offices – as the Personal visits are recommended. It is crucial for the recruitment needs of the local labour market should questionnaires to be well tested, but also for questions give a good indication of those sectors planning to remain consistent over time for historical series to recruitment drives, in-demand occupations, and skills be created as quickly as possible. Ideally, all questions required. It is also important to have an overview of any should be exactly the same across the country, but recruitment problems and the effect these may have on extra questions tailored to a specific region may be local and national labour markets. included.
Labour supply forecasting is also carried out, and is It is important to ensure that information flows back to under the remit of the county labour boards and the the companies and that they feel they gain something National Labour Market Board. It is dependent on a for their contribution. It is also vital for the workplaces solid population forecast, enrolment and completion interviewed to receive good feedback on the outcomes of education and estimates of labour market leavers of taking part, as this will increase their willingness (retirement, inactivation). to participate in future forecasting work and their Implementation arrangements to gather information interest in the process. Confidentiality is essential for from employers include: forecasting work to be successful. http://www.arbetsformedlingen.se/
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Text extracted and adapted from ETF-Cedefop-ILO in occupations by comparing the demand described (2016): The Role of Employment Service Providers, in the survey with supply. Regional PES data on Volume 2, Guide to Anticipation and Matching Skills unemployment by qualification serve as a proxy source and Jobs, Luxembourg. for current supply. As qualifications and occupations do not always match up exactly, demand data are DENMARK: LABOUR MARKET subjected to a transversal analysis whereby data for BALANCE related occupations are assigned to the occupation with the largest volume of jobs. For example, a shortage The Labour Market Balance has been developed by of building electricians will be reflected as good job the Danish national labour market authority to assist opportunities for electricians regardless of whether municipal job centres (PES) plan the delivery of there is a shortage of electricians with a general employment and training measures and the provision qualification. of counselling to jobseekers. Employment policies’ implementation in Denmark is decentralised: 4 regional http://brnordjylland.dk employment offices are charged with analysing and http://www.brnordjylland.dk/Arbejdsmarkedsbalancen. communicating trends in the regional labour markets; aspx municipal PES/job centers provide employment services. Findings from the Labour Market Balance are Text extracted and adapted from ETF-Cedefop-ILO also shared with other stakeholders at regional level. (2016): The Role of Employment Service Providers, The purpose of the Labour market balance is to support Volume 2, Guide to Anticipation and Matching Skills the day-to-day operation of municipal job centres and Jobs, Luxembourg. and inform the work of the regional PES and other labour market actors. It has a twofold aim: to provide KOREA: JOB WORLD information on the regional job situation for guidance counsellors in PES; and to provide the regional PES and The Korean Ministry of Employment and Labour, the their governing bodies with an overview of the current Korean Employment and Information Service (KEIS), employment situation that can inform the monitoring the Human Resources Development Service of Korea of employment policies and measures. and the Employment of Persons with Disabilities Corporation have established partnerships with The Labour Market Balance consists of three sponsors from a wide range of private sector interests components: (1) a national employer survey; (2) to develop Korea Job World. Korea Job World Open a labour market model, drawing data from the has been open to the public since May 2012 in a facility survey, PES data on the registered unemployed and conveniently located near public transport and major registered vacancies, and national statistical data about roads in Seoul. employment and turnover in the labour market; (3) an online interface that allows the user to easily identify Prevention of mismatch between worker qualifications those occupations with labour shortages or a sufficient and skills in demand within the labour market can supply of labour. begin long before a young person is ready to enter the labour market. Designed for school children of all The national employer survey is conducted twice ages, the facility provides opportunities for students to a year among a representative sample of active understand the meaning and value of work. Students private and public Danish companies. The survey is get accurate and timely labour market data and contracted out to a private company by the Danish occupation information to career guidance practitioners Labour Market Authority. It analyses the recruitment to ensure that young people have the best information situation and labour shortages, with a particular focus available to them as they plan their careers. The centre on where companies fail to recruit employees in describes itself as ‘a place where precious dreams specific occupations. The survey is conducted for 1,100 are grown [...] and the future that you have imagined job categories among approximately 20,000 selected comes true.’ companies, resulting in around 14,000 valid responses with reports of labour shortages. The facility allows students to explore the realities of over 100 occupations ranging from the commonplace The data from the survey are used as input for the to more advanced careers, and receive assistance from regional balance model, which analyses the situation professional guidance counsellors in planning realistic careers matched to their interests and aptitudes.To
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ensure the best possible career exploration experience The Turkish labour market has been undergoing for each student, services can be accessed by dynamic transformation from manufacturing to appointment only, mostly as part of school-organised services, with technological change and rural to urban field visits, although parents may also arrange to migration, and a pressing need to increase the skills accompany their children individually. levels of a growing workforce with an ever-larger youth contingent. While 2.7 million people were unemployed Korea Job World provides an interesting, informative, (10.4% of the workforce) in 2012, firms were meeting entertaining and fun venue (hall) where young people difficulties in hiring qualified staff. The global economic of all ages have the opportunity to learn about the crisis was leading to job losses, mainly among world of work and interactively explore a wide range unskilled workers, and the authorities placed high of career and job options. The hall contains specific priority on a large-scale programme to tackle the skills zones and display areas (adapted to all ages), including mismatch problem and upskill the workforce. a cinema area where students can view realistic and dynamic 4D movies, providing insight into a wide The main objectives of the Skills’10 programme were range of jobs and career paths. These short interactive to tackle the skills mismatch, to reduce unemployment, films allow them to meet people who have overcome and to deal with the problem of skills shortages. hardships and barriers to achieve their career dreams. The innovative approach combined research, They can also take a guided journey through time to identification of short-term skill needs at local level, a learn more about the jobs that shaped history, and to local partnership approach with close cooperation of learn about important changes in technology and how the employers, and a fully-fledged awareness raising this has impacted the world of work. With more than campaign. 40 hands-on experience stations, representing aspects of over 60 occupations, the centre offers teenagers a The programme covered four main phases: chance to gain a realistic perspective on careers within renewal of equipment in 140 schools to deliver areas such as the legal profession, service industry, the training with modern technology; preparatory culture, arts and multimedia sector, and the technical, measures include the renewal of training equipment, scientific, medical and public service sectors. The career curriculum review and trainer training; planning hall offers different experiences: the individual testing corner, where they can take an online aptitude a skills needs survey in 24 cities; test; a game-like interests testing area; a traditional group counselling session on career guidance for training courses organised in line with demand; teenagers; and a talent spectrum tool that creates a trainees are matched with firms for internships and unique brain map for each of them. local course administration councils are established to ensure local ownership; https://koreajobworld.or.kr/usr/kr/jsp/common/ FileDownLoad.jsp?fileName=20131115140419_1.pdf regular job placement as a final goal after the trainees complete courses and internships; hiring Text extracted and adapted from ETF-Cedefop-ILO incentives should contribute to a high placement (2016): The Role of Employment Service Providers, rate. Volume 2, Guide to Anticipation and Matching Skills and Jobs, Luxembourg. Highly ambitious goals were set when the programme started, with plans to train 1 million TURKEY: SKILLS’10 (UMEM BECERI’10) unemployed people (200 000 each year), placing 90% of them in jobs within five years and reducing The Ministry of Labour and Social Security of Turkey, the unemployment rate by 4%. bringing together government agencies, local communities, social partners and the private business The Turkish Economy Policies Research Foundation sector launched the programme Skills’10 (Beceri’10 (TEPAV), a TOBB think tank, conducted a labour market in Turkish) in 2011. The programme combines skills demand analysis in 19 pilot provinces that account for development and job placement with a multi-level 75% of registered employment and 80% of registered governance approach and addresses employers and unemployment in Turkey. The results confirmed that the unemployed as the final beneficiaries. there is a mismatch between the skills level of the workforce and employer demand, with shortages
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in occupations such as metal-working, welding, on social responsibility and cooperates with many textiles and clothing. One of the first actions was to NGOs, associations, public employment services and modernise the specialised occupation training centres governments, and regional or local authorities in some (UMEM), applying training for the teaching staff. İŞKUR countries. organised training for the unemployed in line with identified demands, followed by job placements for The main objective of Manpower research is to trainees organised with the help of incentives in the support HR management, and the recruitment process form of reduced social security contributions for up to in particular. Employers are the key target users of five years. the products, although public employment services, governments and other public authorities are not The multi-level governance approach at national and excluded. local level is a valuable practice and may provide an institutional basis for further skills and employment Employer surveys are the key methodological tools of programmes. Capacity development for demand- the Manpower research and two regular surveys are oriented vocational training provision, including highly relevant to skill needs and matching problems: investment in training infrastructure, promises Manpower employment outlook survey – the main sustainable impacts. The programme also combines outcome of which is the Net employment outlook existing employment promotion measures such as index; incentives for hiring unemployed women and young men. Talent shortage survey.
Close monitoring and continuous improvement of In addition to these regular surveys, Manpower the programme has proven to be important. The first conducts ad-hoc surveys that contribute to better period of implementation showed that the bottleneck understanding of employer behaviour, their HR does not lie in the job vacancies but in finding enough strategies and skills utilisation. They also produce motivated unemployed people to take part. Also some employee surveys focused on work attitudes and adjustments were made to the programme after the behaviour in the labour market. initial experiences in implementation showed that some vocational fields was not a very attractive career The Manpower employment outlook survey is option for the unemployed. The programme was conducted quarterly to measure the intentions of improved to attract more female participants and the employers to increase or decrease their number of range of economic sectors was expanded. Further employees in the next quarter. The survey has been analysis on demand for agriculture and the service running for 50 years. The total sample is representative sectors, was added to the initial skill demand analysis of each national economy. Seasonal adjustments for manufacturing. are applied in some countries. The reports publish the results in international comparisons and also on www.beceri.org.tr regional or sector level (the sector level detail differs Text extracted and adapted from ETF-Cedefop-ILO from one country to another). (2016): The Role of Employment Service Providers, Volume 2, Guide to Anticipation and Matching Skills The talent shortage survey is a yearly employer survey and Jobs, Luxembourg. that has been conducted since 2006 and inquires MANPOWERGROUP: A PRIVATE employers about any difficulties encountered in filling jobs; the most difficult jobs to fill; the potential impact EMPLOYMENT AGENCY’S SURVEY OF of failure to fill vacancies on stakeholders such as RECRUITMENT AND SKILLS customers and investors; any reasons for difficulties in filling jobs (including mention of deficiencies in ManpowerGroup is a private multinational company several types of hard and soft skills) and any strategies providing employment and human resource implemented to overcome the skills shortages. development services (staffing, recruitment and assessment, training, career management, outsourcing Manpower operates as a global private company in and workforce consulting). The company operates in a number of countries, in cooperation with public over 80 countries around the globe with the highest employment services and other public authorities in concentration in Europe and America, Australia and some cases. The exact form of the cooperation depends Asia. Labour market and employment are the key on the country context but usually includes assistance issues of ManpowerGroup research. Close cooperation in job searching, guidance and training for jobseekers with employers is at the centre of Manpower and the sharing of information on vacancies. activities. The company also places strong emphasis
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For example, in France, this cooperation works at The Manpower case shows that a private company national and regional level, where Manpower has can play an important role in matching mechanisms in worked with the employment services (Pôle-emploi, both the high-end labour market and segments usually formerly ANPE) since 2003 on a rolling agreement considered the domain of the public employment that includes a commitment to joint development of services, such as the long-term unemployed and people common regional identification of recruitment needs with disabilities. It provides good examples of how and employment potential and the skills required public-private partnership can work in intermediation. to understand labour market needs and problems. The two entities share information on vacancies, The global nature of the company enables it to conduct evaluation tools and methods to improve employability research and publish results and indicators comparable of jobseekers and on the public employment support at the international level. This can help employers and employment measures adopted by the state, local and public sector decision-makers to evaluate their authorities and social partners. situation within the context of global competition.
In Sweden, Manpower Telge Jobbstart is a local-level Close cooperation with employers and a client- joint venture between Manpower AB and Telge AB, oriented approach ensures that research outcomes a company owned by the municipality of Södertälje are used to develop the HR and recruitment strategies in Sweden. Jobbstart is aimed at the employability of enterprises. As a private intermediary agency, of immigrants (especially the Iraqi community in ManpowerGroup has the advantage of being closer to Södertälje) and the long-term unemployed. The the business world, allowing them to use the language services are provided on behalf of the Swedish public of business and providing a valuable insight into employment services and are free for people from the business HR processes. target groups registered as jobseekers with the PES. ManpowerGroup – Research centre. http://www. Support includes job coaching, vocational and training manpowergroup.com/research/research.cfm guidance and counselling. The Manpower network of contacts with employers is drawn on in the job search process. Text extracted and adapted from ETF-Cedefop-ILO Manpower partnerships can also operate on several (2016): The Role of Employment Service Providers, business models including multi-shareholder Volume 2, Guide to Anticipation and Matching Skills cooperation through joint companies and networks. and Jobs, Luxembourg. A joint company known as Working Links has been operational in the United Kingdom since 2000, bringing together the public sector (government Shareholder Executive on behalf of the Secretary of State for Work and Pensions), private sector (Manpower and Capgemini) and voluntary sector (Mission Australia), combining skills and expertise from all of the three sectors. This initiative focuses on the social inclusion of vulnerable populations by bringing people to employment through job search support, training and community services. Specialised services are also targeted at reintegration of former-offenders, young people and deprived communities. Working Links is a government contractor that delivers several programmes in England, Scotland and Wales, including the government work programme. The company publishes The Pulse, a quarterly factsheet showing the largest changes in vacancies per occupation, geographic area and local authority on the basis of data from the Office for National Statistics combined with the qualitative expertise of Working Links staff.
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REFERENCE READING
ETF-Cedefop-ILO (2016): The Role of Employment Service Providers, Volume 2, Guide to Anticipation and Matching Skills and Jobs, Luxembourg, available at: http://www.etf.europa.eu/web.nsf/pages/Vol._4_Employment_service_providers
For information on our activities, job For other enquiries, please contact: Cristina Mereuta, ETF expert and tendering opportunities, as well as ETF Communication Department © European Training Foundation, 2016 a detailed bibliography for this policy E [email protected] Reproduction is authorised provided the briefing, please visit our website, T +39 011 6302222 source is acknowledged. www.etf.europa.eu F +39 011 6302200 © Photos: ETF/Martine Smit; ETF/Joanna Anstey
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