The Institute of Employability Professionals, Digital Technology Conference took place last month between 20 and 24 September. As part of one of the key themes of the event, ‘Coaching support at a distance’, Mark Abrahams, Head of Research and Analytics at Aptem, presented a data masterclass entitled: Optimising employment delivery through utilising data insights from the jobseeker journey.
In the masterclass, Mark discussed how digitalised platforms used to deliver employability programmes such as Kickstart and Restart can capture a wide array of data that doesn’t necessarily have to be collected for compliance or contractual reasons but which can be used to identify key data insights that shape future employability programmes.
The importance of data analytics
Mark explored different aspects of the data we currently have, which can improve operational performance from both a work coach and jobseeker’s perspective, as well as aid in predicting outcomes and managing risk. Data can be collected and digested in a number of ways, from statistical formats, charts, and simple trend analyses, to more complexly processed data through the use of artificial intelligence to create predictive models and analyse risk.
In order to create a full picture and understanding of a provider’s offering, data benchmarks and objectives need to be identified for your data requirements. The different types of data, i.e. descriptive, diagnostic, predictive, prescriptive or evaluative, should also be explored in order to meet the required purpose of collection.
Here is an example of the data points that are collected along a Restart participant’s journey.
Are there opportunities to collect further data insights?
From a psychological perspective, one of the key predictors of success is not always the skills around job search and CV writing but the sense of self-efficacy, which can play an integral part in how active jobseekers can be in their job search. Therefore there are additional data points that can be collected to influence these key factors, for example personality traits.
To view the recording of Mark’s masterclass and learn what other data points your organisation could be utilising, click here.
Building a data culture
To drive such changes in an organisation, another vital consideration is the existing data culture among teams. Not having the correct mindset among teams when communicating data insights can have many disadvantages such as misinterpretations of the data and low-quality data.
Ultimately data can operationally add great value to employability programmes. However, to move away from being data-rich and insight-poor it is important to firstly establish which aspects of your employability programmes you are trying to improve through data analytics. Mark discusses this in more detail during the masterclass. You can download the full set of slides here.
For more information about Aptem’s products and how they can support your journey to being a data-rich, insight-rich employability or training provider please click here.