recruitment survey based on job postings december 2019 · recruitment. • the aim of the research...
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Recruitment Survey based on job postings – December 2019
– method and results
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• Since 2007, the recruitment survey has been a cornerstone of the Ministry of
Employments monitoring of the labour market
• In the survey, more than 20,000 companies were contacted biannually, with
approx. 15,000 answers as a result (response rate 70-75)
• Each company received a letter that invited them to answer a questionnaire at a
website (followed up by telephone).
Challenges:
• Few of the companies contacted had actually been in a recruitment situation
during the period considered, causing unnecessary disturbance of many
companies
• Relatively heavy respondent burden for companies to answer the survey
• The survey is not sufficiently targeted/effective. Over-representation of
numerically large job titles and less good coverage of minor job titles
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Recruitment survey - the previous method
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The principles of the new method
JOB POSTING DATA TEXT ANALYSIS CATEGORIZATION SURVEY
REPORTING
THE LABOUR MARKET BALANCE
+
CRAWLING
4
Comparison of former and new methodFormer method New method Advantages
Population 20.000 25.000 Larger population
Number of responses
(response rate)
14.700 (73%) 17.500 (69%) High response rate retained
Number of recruitment
situations
4.500 (30% of the interviews) 17.500 More ‘intelligent’, more
comprehensive geographically and
at job title level.
The contact = the expert
Number of questions in the
questionnaire
25 6 (7-8 for 15% of the companies) Less response burden –
information collected electronically
+ fewer and simpler questions
Frequency Twice a year Continuous collection and thus
more frequent statements (every
two months)
More current status
Definition of unsuccessful
recruitments
Recruitment attempts where the
position could not be filled +
positions that have been filled with
a ‘different profile’
Recruitment attempts where the
position could not be filled +
positions that have been filled with
a ‘different profile’
Unchanged definition of
unsuccessful recruitments makes
it possible to follow developments
over time.
Calculation of the
recruitment situation
Calculate the number of
unsuccessful recruitments on job
title level
Calculate the number and rate of
unsuccessful recruitments on job
title level by respectively:
• non filled positions (vacancies)
and
• occupied with another profile
More information than before, as
well as an explanation of the
cause of unsuccessful recruitment
Rate of relative shortage
(FRR)
Only at country level At RAR, industry, business group
and job title level
More, and more detailed
information
Contact to job centre Offer to contact the local job center
if the company wants it
Offer to contact the local job center
if the company wants it
Same opportunity – however, all
companies are now asked if they
want contact with the job centre
(extended service)
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Nationwide results- December 2019
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Main results of the study
• In December 2019, the number of unsuccessful recruits was 61,370 (measured over
the past six months). In September 2019, the number of unsuccessful recruits was
61,110. This reflects a continuous, but diminishing, tightening of the labor market.
• 20% of the companies' recruitment attempts were unsuccessful (the unsuccessful
recruitment rate) in December 2019 (measured over the past six months). The
unsuccessful recruitment rate in September 2019 was 21%.
• On average, half of the companies unsuccessful recruitment attempts ended with the
position not being occupied, while half of the companies' unsuccessful recruitment
attempts were occupied with a different profile than requested.
• There are variations between the individual regions in the unsuccessful recruitment
rate. The December 2019 results show that the least is in South- and West Jutland
and the largest in Zealand.
• There are large differences between the industry's recruitment challenges - generally
the least in the public and the largest in the private sector. There are also large
differences between RAR areas within the same industry.
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Development in the rate of unsuccessful recruitments
(1,000 people)
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Development in the rate of unsuccessful recruitments (FRR)
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The unsuccessful recruitment rate (FRR) broken down by vacant positions and positions
occupied by another profile (substitution), by industry
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The unsuccessful recruitment rate (and number of unsuccessful recruitments) in RAR
areas
RAR North Jutland
19% (5,230)
RAR West Jutland
18% (2,700)
RAR South Jutland
18% (6,110)
RAR East Jutland
19% (9,610)
RAR Funnen
20% (4,020)
RAR Zealand
26% (11,670)
RAR Capital
19% (21,610)
RAR Bornholm
28% (420)
Country rate
20% (61,370)
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Unsuccessful recruitment rate (FRR) by industry and RAR areas
Industry RAR Hovedstaden RAR Sjælland RAR Fyn RAR Sydjylland RAR Vestjylland RAR Østjylland RAR Nordjylland Hele landet
Agriculture, forestry and fishing 55% 41% 23% 0% 21% 55% 53% 36%
Manufacturing 25% 20% 26% 26% 16% 21% 17% 22%
Construction 35% 33% 33% 27% 28% 39% 28% 34%
Trade 22% 46% 13% 14% 14% 19% 16% 23%
Transportation 17% 13% 16% 15% 58% 21% 5% 18%
Hotels and restaurants 23% 27% 35% 26% 23% 18% 36% 25%
Information and communication 15% 21% 21% 23% 9% 14% 16% 16%
Financing and insurance 10% 7% 26% 20% 3% 1% 5% 10%
Real estate and rental 8% 41% 19% 3% 3% 20% 28% 15%
Knowledge Service 21% 21% 12% 17% 12% 18% 15% 19%
Cleaning and other operational
services22% 14% 24% 29% 16% 34% 32% 23%
Public administration, defense and
police11% 19% 19% 10% 31% 16% 15% 16%
Education 17% 7% 6% 11% 8% 3% 2% 10%
Health and social services 22% 23% 18% 17% 12% 24% 20% 21%
Culture and leisure 10% 29% 78% 15% 0% 2% 4% 16%
Other services, etc. 11% 26% 19% 7% 14% 21% 22% 15%
Other 12% 15% 24% 25% 0% 1% 43% 18%
All industries 19% 26% 20% 18% 18% 19% 19% 20%
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Unsuccessful recruitment rates for occupations with the greatest job turnovers
OccupationRate of non successful
recruitments
Number of unsuccessful
recruitments
Shop assistant (skilled) 24% 5,190
Office assistant (skilled) 8% 830
Cleaning assistant 22% 1,970
Social and health care
assistant (not skilled)34%
2,940
Nursery assistant 10% 650
Warehouse and logistics
employee15%
1,390
Primary school teacher 7% 520
Carpenter 26% 730
Shop assistant (not skilled) 34% 3,650
Disability helper 16% 280
Social and health care
assistant (skilled)29%
3,930
Chef 23% 1,090
Electrician 26% 1,810
Driver 20% 730
Sales consultant 20% 1,690
Nurse 24% 1,080
Factory worker 25% 660
Accountant 25% 420
Office assistant (not skilled) 3% 20
Waiter 26% 670
OccupationRate of non successful
recruitments
Number of unsuccessful
recruitments
Bricklayer 49% 510
Service technician, cleaning
and reals estate service 26%
30
Salesman 21% 860
Academic worker 11% 120
Plumber 47% 450
House Painter 32% 80
Project Manager 11% 620
Pedagogue 13% 990
Nutritionist 14% 470
Kitchen hand 17% 630
Accountant assistant 8% 440
Programmer and system
developer29%
1,070
Doctor 22% 100
Serving assistant (unskilled) 17% 60
Mechanic 25% 990
Social worker 7% 70
Lawyer 14% 190
Café worker 8% 40
Clerk 12% 140
Special worker, construction 22% 330
Background and purpose of research
•
The recruitment survey is provided by Højbjerre Brauer
Schultz for the The Danish Agency for Labour Market and
Recruitment.
• 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 was to target companies that
utilized electronic job postings. These companies were 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 new method of conducting the survey entails that the
respondent is the same person who was responsible for the
job posting. This new method enables simplification of the
survey which allows for concrete data collection and precise
results.
• The survey probed 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?
Data collection
• Companies and business responded via
internet or telephonic interviews. The
response rate was at 77 percent.
• The quarterly report is based off of
approximately 15.000 responses from the
recruitment efforts spanning from July 2019
until December 2019. The companies were
asked to provide a status update regarding
their recruitment efforts three months after
they initially published the job posting.
• The participating companies were chosen in
compliance with a stratified sampling plan
selected to cover as many job titles as
possible within each RAR area.
• The results of the sample survey were
subsequently weighted and scaled to include
the entire labor market in Denmark. This
means that the distribution of recruitment
attempts is representative of the entire
labor market.
Sampling uncertainty
• There is a statistical uncertainty
related to sample selection and
the scaling of the results (the
number of unsuccessful
recruitments)
• This uncertainty means that the
unsuccessful recruitment rate at
a national level with a 95 percent
probability lies within +/- 0.5
percent points of the total
number of unsuccessful
recruitments.
Information about the research