Labour Market Balance
The Labour Market Balance is an online tool which provides statistics with a current overview of the employment conditions to support job centres and unemployment insurance funds.
The data gathered and produced by STAR is in general very detailed. It is possible to identify and track individual enterprises, unemployed or employed persons over time (this data is anonymised). The data is kept up-to-date and we combine/merge data from several sources.
This data and the monitoring of the labour market facilitates the governance of employment policy on all levels. They are used in the process of setting goals, also on a local level. They are likewise used for benchmarking and evaluating performance.
Labour market monitoring focusses on three perspectives or dimensions:
- Bottlenecks and the demands of public and private enterprises for Labour
- The supply of labour
- Training of people on benefits and the use of active labour market measures. There is both a regional and a local perspective in all labour market monitoring.
Labour market monitoring is carried out by a central department with the support of STAR’s regional labour market divisions in Roskilde, Odense and Aalborg.
In the autumn of 2018, the Board of Labor and Recruitment changed the data collection method behind the recruitment survey. With the new method, the data collection is targeted via electronic job postings and the person answering the questionnaire is the person who has been directly responsible for the employment process. The new method makes it possible to simplify the questionnaire, target the data collection and gather data that is accurate to a higher degree.
In correspondence with the new method, the recruitment survey is published every quarter based on ongoing data collection from the past six months (half-year).
The aim of the research is to shed light on the nature and characteristics of companies’ recruitment challenges in Denmark. The premises of the survey is to target companies that utilized electronic job postings. These companies are asked whether the recruitment was successful or unsuccessful.
The survey defines unsuccessful recruitments within companies with the following criteria; positions that are not occupied at all or positions that have been occupied, but with an employee who did not have the required qualifications.
The survey probes some of the following questions:
- To which degree was the recruitment attempt unsuccessful?
- How many people were involved?
- Has the unsuccessful recruitment had any consequences when regarding orders or completion of certain tasks?