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Demand-Led Approaches

A demand-led approach in employability  is one driven by a clear and highly responsive sense of employers' needs. Employability organisations will need to get closer to employers to:

  • Understand labour market requirements, employers' needs and how they can best be met
  • Provide employers with the type of recruits they need
  • Help employers appreciate the benefits of recruiting from priority client groups (they might never have recruited or considered recruiting from these groups before)
  • Ensure a good match between employer recruitment requirements and clients' skills and attitudes
  • Develop effective, ongoing, trusted relationships with employers
  • Ensure reliable, value for money responses are developed

Demand-led approaches can deliver a range of benefits, including:

For Employers....

  • Effective job matching: employers are best placed to know what qualities recruits need to succeed in their workplace; providers can deliver training that responds to these needs and provide appropriate recruits
  • Employer participation: employers will be particularly interested in the business enefits of recruiting priority clients, i.e. resource savings (time and money), ncreased productivity, contribution to corporate social responsibility, pre-employment screening, training (pre-employment and in-work) and, through it, the provision of appropriately skilled staff, and aftercare.
  • Reducing duplication: through co-ordinating the efforts of several organisations, leading to greater clarity and less confusion for employers
  • Performance: treating the employer as a customer and delivering outcomes for them provides an impetus for providers to do more to help clients access jobs - not just complete training programmes
  • Challenge: meeting employers' needs paves the way to ask them to alter their recruitment processes to help priority clients compete on even terms.
  • Building Trust: employers will be more willing to work with partners who they feel understand them and meet their own needs rather than simply the needs of the agency.

For Clients…

  • Motivation: the prospect of a real job with a specific employer can have a positive effect on individuals' motivation and hope
  • Vacancies: opening up real jobs offering pay and progression; and increasing the likelihood of employers recruiting from the pool of local workless candidates
  • Individual participation: employer involvement during the training period reduces early leaving