Only recently, the Nursing and Midwife Council (NMC) reported that the numbers of EU and UK Nurses quitting the NHS outweigh the numbers of newly registered nurses (Oct 2016 – Sep 2017) causing its first drop of numbers in the last four years. The Department of Health expresses no higher concerns about these figures by stressing that it is “a mere 0,2%” decrease by ca. 700.000 registered nurses in the UK. However, NHS leaders do not share this point of view and describe these numbers as “alarming” since they already struggle to fill vacancies in respond to the continues rise in demand. But how exactly does it look on the demand side?
The relentless rise in demand for Nurses
In comparison to other European Countries ( Germany, France, Netherlands, Belgium) the UK has both the lowest number of nurses per inhabitant and the most vacancies posted online. The number of online vacancies between the year 2015-2016 and 2016-2017 increased by 17,6%, which assumably lies within the average compared to the other countries: Germany has the highest increase in demand, then Belgium, the UK, Netherlands and the lowest increase was found in France. However, with regards to the already high number of online vacancies for nurses in the UK, the increase of the total number of vacancies per inhabitants is the highest compared to the other EU countries of this analysis.
The high demand for nurses shown in this analysis underpins the concerns of the NHS. Upon an increasingly ageing and growing (last year 400.000 new inhabitant) nation this trend could have severe consequences on securing an appropriate healthcare system for the UK.
Analysing nearly 1,5 million job postings
In order to gain insights into UK nursing job market online and it’s comparison to other European countries, we set out to analyse millions of jobs published online and collected by Jobfeed over a 2-year period in 5 European countries: UK, Netherlands, Belgium, France and Germany.
Thanks to the build-in Analytics module of Jobfeed we were able to quickly define the perimeter of the areas to be surveyed, de-duplicate repeatedly posted job offers and extract data from nearly 1,5 million unique jobs published between the 1 November 2015 and the 31 of October 2017.. The resulting list of unique vacancies, excluding franchise, internships/postgraduate positions, voluntary work, freelance jobs and apprenticeships, is the source on which these analyses have been performed.
Numbers come from Jobfeed, Textkernel’s searchable job database for lead generation, competitive insight and labour market analysis. Jobfeed offers a current and historic overview of online jobs in the UK as well as in Germany, France, the Netherlands, Austria and Belgium.
Jobfeed is a valuable source of information and a unique analytical and acquisition tool for recruitment and staffing agencies, job boards, outplacement and research organisations. For more information or a free trial, please visit www.textkernel.com/jobfeed.
Textkernel just published the infographic: The UK job market in Q2 2016, based on numbers from Jobfeed, the searchable job database for lead generation, competitive insight and labour market analysis.
For this report, Textkernel analysed over 8.3 million job adverts posted in Q2 2016 across the UK web found by Jobfeed. After identifying and removing duplicates as well as positions for franchises, internships/graduate positions, voluntary work, freelance jobs and apprenticeships, over 2.2 million jobs remained on which these analyses have been performed.
Sales and Trading overtakes IT and becomes the largest job category
Sales and trading has become the largest job category in the UK with 12.2% of all jobs. IT, who held 12.7% of all jobs last year, loses 1.6% market share and drops to the second position. Healthcare shows a very large increase in jobs. It gains 1.9% market share and climbs to place 3, at the expense of Administration and Customer service.
The most requested professions also represent these job categories. in the second quarter of 2016, Sales manager is the number 1 requested job, followed by Nurse and the Customer service agent. Curiously, the Software engineer only appears on place 10.
Jobs per country
While around 84% of the population lives in England, 91.6% of all jobs posted in Q2 are located in England. England even grew 0.6% in market share compared to last year. Scotland shows a loss in market share of jobs going from 5.4% to 4.5% market share. Wales remained stable while Northern Ireland also shows an increase (+0.4%) in market share. Unsurprisingly, the top 5 cities with jobs are all in England. Edinburgh (Scotland) follows on place 6.
Numbers come from Jobfeed, Textkernel’s searchable job database for lead generation, competitive insight and labour market analysis. Jobfeed offers a current and historic overview of online jobs in the UK as well as in Germany, France, the Netherlands, Austria and Belgium. Jobfeed is a valuable source of information and a unique analytical and acquisition tool for recruitment and staffing agencies, job boards, outplacement and research organisations. For more information or a free trial, please visit www.textkernel.com/jobfeed.
For automated matching between jobs and candidates, skill-recognition (in resumes and Job-ads) is essential for making the best possible matches. Over the last few years, Textkernel worked on automated skill-extraction and -normalisation for many languages. The technology is starting to mature and it is finding its way to our customers and into our products.
Bauke Visser, Textkernel’s Data Consultant, tells about his Innovation Week project in which he 3D representation of these skills.
By Bauke Visser
There are many ways ways to analyse these thousands of skills in a way that brings value to customers. Possible areas of interest might be:
- Relatedness between skills (which skills occur together frequently)
- Identification of skills that are most valuable for a certain profession
- Identification of skills that are emerging and which are disappearing
Relatedness between skills can also help when grouping skills together in a classification. For the English language, we currently identify approx. 12.000 unique (normalised) skills. We recognise these from many more spelling-variants and synonyms.
Textkernel Innovation Week 2019 – The 3D Skill Explorer
As part of Textkernel’s annual Innovation Week, we created a 3-dimensional visualisation of these 12.000 skills. It represents the skills in a way that relatedness in the job-market results in closeness in the visualization.
This innovation is particularly unique because it offers professionals interested in the evolving skill landscape an immediate and visual manner to explore the skill landscape. Recruiters, business strategists and business owners can now get a very in-depth understanding of how skills are interrelated and evolving over time.
Viewers will gain an atmospheric experience within the viewer that provides a constellation of skills. Each dot in a cloud represents one of the 12.000 skills that we extracted from 14 million jobs (this is after deduplication; so the original dataset contains ~100 million job-ads).
The closer the dots are together in the cloud, the more related they are in the labour-market (based on co-occurrence; skills appearing together). The colors represent the frequency; the red skills were mentioned relatively often, and the blue skills less often.
What we did
Information-extraction and -normalisation is at the core of what Textkernel does. We have an internal skill-extraction-service that can process documents with very high throughput. For this project, we extracted the skills from 14 million jobs, along with some essential metadata. To go from a table of 12.000 skills by 14 million jobs, to a list of xyz-coordinates, we used dimensionality-reduction methods called PCA and t-SNE.
We were able to make a VR-version of the application as well. The experience surpassed our expectations. One of the critical features is that the image reacts to movements of the head, so the user is able to look around in the skill-space. We were also able to add some basic controls: push a button to control the speed. This video gives an idea of the VR-experience (you will need a VR-viewer for it).
For VR-aficionados, we’d love to share the experience with you.
Interested? Please contact us for more information. We’d love to hear your feedback and your ideas about possible business-applications:
About Bauke Visser:
Bauke has been working as a Data Consultant with Textkernel since 2013. He has a passion for (Labour Market) statistics, complex quantitative problems and demanding customers.
The below video is a snippet of Gerard Mulder, President EMEA at CareerBuilder, discussing how AI can make talent acquisition easier and faster:
“The way I like to summarize is – AI can help us understand the data. And, I don’t mean just a job or a resume, what I mean is understand all the data about a person or about a company in a broader context, across multiple systems that hold really relevant information.”
“By understanding the data, we get the ability to analyze it. And, if you remember what I explained about Deep Learning and its ability to also do predictive analytics, it becomes very interesting to take this data and start, for instance, suggesting things you should learn to progress your career. Or find new opportunities.”
“And finally connecting, because that’s what recruitment is about. How we can do this better with AI is to make sure recommendations between companies and people, or rather jobs to people will become more relevant. Relevancy will make you trust the system more, and trust along with a personalized approach will help drive adoption.”
Are you a staffing company looking to adopt AI technology to help find the best talent quicker? Then our eBook on ramping up junior recruiters with domain knowledge is a must-read.
Or if you’re at a global employer you won’t want to miss why Internal Mobility is Critical to your Talent Strategy CHRO.
Textkernel is proud to deepen our working relationship with SAP SuccessFactors! Partnered since 2013, our Apply-with technology is already available and used by SuccessFactors clients to improve their candidate experience and boost application rates.
Now we’re bringing a wider range of our advanced AI-powered technology to SAP SuccessFactors clients allowing them to:
- Match before posting – Your database is full of good candidates, why search and pay externally? Saves you money and time by automatically searching your entire talent pool.
- Automated shortlisting – When posting a job you want to find the best applications immediately. This is why Textkernel’s Match can create an automated shortlist in SAP SuccessFactors in one click.
- Never lose a good candidate – Placing your second-best candidates has never been easier. Now you can match directly from candidate profiles SAP SuccessFactors and automatically discover additional matching jobs.
- Automated alerts for critical job profiles – You may have certain critical job profiles that your business regularly needs to fill. Now you can create a search query matching these job profiles and receive automatic notifications for incoming talent.
Recent surveys of CEO confidence worldwide identified a common theme – a notable dip in the optimism of our most senior corporate leaders and a movement towards defensive moves to protect their business.
According to PWC, 30% of CEOs anticipated a decline in global GDP growth- an increase of 5% on the previous years’ survey. This was accompanied with an expected negative impact on their own growth prospects [Source: PWC, 22nd Annual Global CEO Survey, February 27th, 2019].
At Textkernel, we support HR leaders who are looking to invest in AI-powered technologies to help ramp up their talent acquisition strategy – still key to remaining competitive, while firmly limiting exploding costs to hire external talent.
Below are a few of the top tips for CHROs looking to bolster their talent strategy in anticipation of lower organizational growth.
1 ) Dramatically reduce hiring costs by filling more open vacancies with internal talent.
The problem: Companies are predominantly filling open vacancies with external hires, which is not only dramatically driving up the cost-per-vacancy, but is fuelling discontentment and worse – disengagement – amongst current staff. This is confirmed by a recent report by the Harvard Business Review which highlights the extent of the problem [Source: Harvard Business Review, May-June 2019, Your Approach To Hiring Is All Wrong].
The solution: Transform your hiring approach to leverage talent already within your reach. AI-powered sourcing and matching technology enables employees to quickly, easily submit their application information and receive proactive alerts when matching roles and projects come available. This will allow you to fill more open roles with existing employees that will in turn lower your cost-per-hire and also reduce onboarding and time-to-ramp into new roles.
Learn more about why an internal skills economy is vital to your HR talent strategy and the #futureofwork
2) Keep your recruiting team streamlined but effectively tooled to handle scale.
The problem: Recruiting teams are expected to ‘do more with less’. Delivering high quality candidates to hiring managers requires more heavy-lifting that is visible to most parts of the organization.
The solution: The good news is that advanced semantic search technology can help arm recruitment teams with domain expertise often required to quickly zero in on the most promising candidates, develop a shortlist, and allow your recruiters to focus on the value only they can bring – sell your employer brand to the prospective candidate. The outcome is dramatically shortened time-to-hire and the ability to refocus available recruiters on truly strategic hires.
Learn more about how to streamline and empower your HR team with AI-powered technology.
3) Provide employee portals that help identify new opportunities – both internal and external to the organization.
The problem: Sadly, despite best intentions to avoid layoffs, sometimes the inevitable conclusion is drawn that there are redundant skills, oversupply of talent or simply not enough business demand to justify high personnel numbers and associated costs. In today’s ever more socially connected and networked world, firing personnel en masse is considered an option of last resort and avoided at all costs. Not only can it lead to substantial costs, but the cost and negative impact to one’s employer brand and internal employee disengagement can quickly add up.
The solution: Employers can do more to support the offboarding of employees by offering them the ability to search for new potential employment – both inside and external to the company. Simply by uploading their application data in one-click they can receive matching job offers from within your organization and also from external employers. While no employee wants to learn that they are no longer of value, employers can offer more assistance to ease the burden of looking for new opportunities elsewhere.
Learn more about how to speed up the outplacement process with Textkernel’s labour market intelligence tool, Jobfeed.
Who We Are
Since 2001 Textkernel has been delivering AI-powered technology to companies looking to better connect people and jobs. We work with over 1,000 HR visionaries worldwide who want to build the future of work through advanced technology and deliver more talent-driven value to their organizations.
Interested to learn more? Contact us!
Textkernel started as a commercial R&D spin-off from 3 universities and over 18 years later we still keep a close relationship with the academic world!
Our R&D teams can often be found at events and conferences speaking about their latest research and updating their knowledge and connecting with the community. Recently we sponsored PyData in Amsterdam and our R&D team presented some of their latest work. Have a look at the video below to get a glimpse!
Textkernel’s Big Data tool has sourced one billion online job postings
Jobfeed, Textkernel’s searchable job database, has reached its billionth online job posting. For the development team, the billion mark is like a small anniversary. For us, it’s a reason to take a closer look at this incredible number of online job postings.
Over 200,000 postings a day
Since October 2006, Jobfeed is searching the internet daily for new postings, categorizing them and generating an easily searchable database. Starting in the Netherlands, it covers ten national job markets today. You are struggling to imagine one billion job postings? Let’s do the maths: since 2006, Jobfeed has found an average of 217,533 postings per day and 9,063 job postings per hour. Let’s see some of the facts this data reveals!
Need more insights? Download our complete infographic here!
Covering the massive US job market
The clear dominance of the American job market in the Jobfeed data is striking. Almost half of the online job postings come from the USA. And Jobfeed was only launched there in 2016. The American job market publishes significantly more online job ads than the individual European markets.
Of course, most countries post jobs in their national languages. But what about foreign languages? The Netherlands is at the top with almost 5% English-language job advertisements, followed by Germany with 3.8%. France remains at home in terms of language. French recruiters post almost all job advertisements en français. Also, French is the most prominent second language in the English speaking job markets.
Dutch employers seem to be much more looking for employees who work part-time. Almost 20% of all online job advertisements request less than 32 hours per week. France is second with 12.2%, all other countries stay below the 10% barrier.
Learn more about Jobfeed!
Jobfeed automatically searches the Internet for new job postings every day. It filters out duplicates and automatically classifies jobs according to criteria such as profession, required qualifications, location and company name. The data can then be enriched, for example with job synonyms, sector information and company data. Today, Jobfeed covers ten national markets with more than 13 years of search history. The user-friendly Jobfeed portal makes it easy to search jobs, produce analyses, identify sales leads and set up job alerts.
You can download the infographic here:
Textkernel has dramatically bolstered its security credentials by passing a stringent security audit and obtaining ISO 27001 certification. For the vast majority of our customers, data security and privacy is of extremely high importance which no company will compromise on. While Textkernel has always placed a strong emphasis on the privacy and security of our data, this new achievement means that we commit to maintaining this high level of data security as a matter of standard practice moving forward.
We took time to sit with Textkernel’s Information Security Officer, Johan van der Zel, and the Chief Technology Officer, Maciej Hoch, to discuss what the standard is and why this is such an important milestone for the company. Get the highlights in the below 3-minute video, or read on for a more detailed overview:
ISO 27001 is a standard published by the International Organization for Standardization, which defines the requirements for an effective information security management system. This standard provides companies with a framework for assessing compliance to a high level of data security and privacy quality.
“At Textkernel we realise how valuable the data is that we process for our customers, so we really want to make sure we secure it in the best way possible.” – Johan van der Zel, Information Security Officer, Textkernel
Why aim for higher security certification now?
According to Maciej Hoch, CTO at Textkernel, the ISO project started from two angles. “One is the fact that we are working with an increasing number of big customers and this type of customers only want to work with organisations that can be trusted. And, the way to earn the trust of these organisations is by showing them an independent audit proving that you as a company comply with certain security standards.” Maciej continues: “The second angle is that we as Textkernel feel responsible for our customer’s data and for security. Those two paths conform neatly into the ISO project and we have decided this is one of the most important initiatives for Textkernel to execute.”
ISO is not simply a once-off procedure where we prepare for an audit, pass and then get awarded a certificate. Rather, it requires us to implement continuous improvement of our procedures and consider security first and foremost before we implement any changes.
How Textkernel approached achieving certification
Achieving certification starts with the design of our systems. These go through a detailed review process before and during implementation to make sure security is the primary concern. “It requires effort from the entire organisation,” says Johan. “It’s not just one security team which is responsible for every process and procedure. Everyone from IT Operations through to office staff does their part, even if it’s simply keeping laptops locked while they’re out at lunch.”
Johan explains that ISO doesn’t just touch the infrastructure that hosts our services, it includes company-wide processes and how we handle business continuity. “We have to look at current events happening in the world and ensure that we’re able to respond to any potential setbacks quickly and effectively.”
“Security incidents” aren’t just what we know from Hollywood
ISO goes well beyond the digital security of data. A personal example the auditor highlighted was that we needed to put the effort into analysing our cleaning company and assessing what risks, if any, they bring to our organization through their access to our offices. That is, thankfully, a very easy control to conform to, explains Maciej. “The more complex fixes are around ensuring that our network is secured when we connect with third-party providers, backed by active monitoring and escalation procedures that allow us to respond to any potential incidents within a matter of minutes.