Capital City Partnership: Linking Supply and Demand
24 October 2014
Capital City Partnership were successful in
reeciveing funding to help to consider better ways of linking
economic development and employability within Edinburgh.
This work arose from a concern among the partners in Edinburgh
that their 'demand led, client focused' approach was not
necessarily providing a close enough match between the skills and
attitudes of clients and the specific needs of employers. The
evidence for this had come from some employer feedback about the
quality of the match between their needs and the candidates they
were being presented with. The focus of the work was on:
- How to better meet the needs of
- How to increase providers' knowledge
of facilities and incentives to increase the appeal of clients
- How to help organisations to:
- Better plan for known job opportunities and produce
- Grow the capacity of job-ready clients at stage 3 and 4 to
meet the anticipated demand
- How to establish a rapid response
mechanism for urgent requests from businesses
- How to share knowledge and labour market evidence that will
contribute towards effective planning of
The task involved in-depth interviews with stakeholders,
providers and employer representatives (including both interviews
and two workshops for front line staff and managers) what the
issues are and how the partners can become more confident that
employer needs are being clearly understood and that recruits are
being presented to clients only when they provide a strong match
with these needs.
These engagements identified seven areas for action:
Early intervention: ensuring young people get the
intelligence, support and experience they need to make robust
choices about their future.
Transforming the quality of intelligence about jobs and
careers: ensuring that all those entering the labour market,
together with those who support and train them, have access to high
quality insights into current and emerging recruitment and skill
needs - and understand the way that employers are recruiting and
selecting staff and how this is changing.
Transforming employer engagement: ensuring that there is
high awareness (among all businesses, but particularly the smaller
end of SMEs) of the support available to recruit and help them be
confident that a good match can be made with their
requirements. This will enhance the number and range of
opportunities available for those seeking work.
Extending the Academy approach: ensuring that smaller
businesses can gain more confidence to recruit by providing
candidates with the right skills, attitudes and behaviours.
Using procurement to drive the employer focus: linking
financial reward to the satisfaction of employer and client with
the quality of their experience. This will help to drive a
strong employer and client centred approach.
Joining up commissioning and programme review: ensuring a
strongly collaborative approach to what is commissioned and how
delivery is monitored and reviewed in the light of emerging
Making sense of the Strategic Skills Pipeline:
strengthening the demand-led focus as people make progress through
the Strategic Skills Pipeline.
These seven areas of action form the basis for a detailed action
plan and the Edinburgh partners are now taking forward priority
actions among these.
For further information on this work, please contact Rhona
McLinden, Employer Engagement Manager, Capital City