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Data from: Thinking Creatively About the Data Skills Gap: How Online...
- figshare.com
- tandf.figshare.com
xlsxUpdated May 15, 2025
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EmailClick to copy linkLink copiedCiteVanessa Higgins; Jackie Carter (2025). Thinking Creatively About the Data Skills Gap: How Online Training Events Are Supporting SHAPE Higher Education Students [Dataset]. http://doi.org/10.6084/m9.figshare.28640626.v2xlsxAvailable download formatsUnique identifierhttps://doi.org/10.6084/m9.figshare.28640626.v2Dataset updatedMay 15, 2025Dataset provided byTaylor & FrancisAuthorsVanessa Higgins; Jackie CarterLicenseAttribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
License information was derived automaticallyDescriptionThere is international demand for data skills in the workplace and evidence that SHAPE (Social Science, Humanities and the Arts for People and the Economy) students can help to fill this gap. This research explores which data skills higher education SHAPE students develop through attendance at UK Data Service online training events. Semi-structured qualitative individual interviews were conducted with 10 SHAPE students who attended UK Data Service online training events; data were analyzed in NVIVO 12 Plus, using reflexive thematic analysis. The results show that, for the SHAPE students who took part in the study, the UK Data Service online data skills training events supported the development of their data skills. The events provided the students with practical applied data skills and skills around planning/designing research and assessing data sources. The events also provided the students with softer skills such as gaining confidence to get started with data, further learning opportunities and access to research communities. The participating students lacked clarity in terms of the skills that they needed to use data and, therefore, a data skills framework to be inclusive of SHAPE students is required to add to the supply of data skills from STEM backgrounds.
Top HR concerns regarding AI and data privacy, ethics, and skills gap lead...
- statista.com
Updated Jun 20, 2025ShareFacebookTwitterEmailClick to copy linkLink copiedCiteStatista (2025). Top HR concerns regarding AI and data privacy, ethics, and skills gap lead 2024 [Dataset]. https://www.statista.com/statistics/1546266/hr-concerns-with-ai-and-ethics/Dataset updatedJun 20, 2025Time period coveredFeb 6, 2024 - Mar 5, 2024Area coveredWorldwideDescriptionIn 2024, the main concern of chief HR officers concerning artificial intelligence (AI) and ethics in the workplace was *******************************. The issue that was second in order of concern was ******************************************, with just over half of respondents who gave this as their answer.
DCMS Sectors Skills Shortages and Skills Gaps: 2019
- s3.amazonaws.com
- gov.uk
Updated Jan 20, 2022ShareFacebookTwitterEmailClick to copy linkLink copiedCiteDepartment for Digital, Culture, Media & Sport (2022). DCMS Sectors Skills Shortages and Skills Gaps: 2019 [Dataset]. https://s3.amazonaws.com/thegovernmentsays-files/content/178/1780378.htmlDataset updatedJan 20, 2022AuthorsDepartment for Digital, Culture, Media & SportDescriptionHeadline Findings
Skills Shortages
- 21.4% of DCMS Sector vacancies were attributed to skills shortages (i.e. applicants did not have the right skills, qualifications and/or experience), lower than 24.4% for All Sectors.
- 5.2% of DCMS Sector businesses have at least one skills shortage vacancy, compared with 5.5% of All Sectors.
Skills Gaps
- 4.8% of the DCMS Sector workforce had skills gaps (staff judged to be not fully proficient in their role), slightly higher than 4.5% for All Sectors.
- 13.2% of DCMS Sector businesses have at least one skills gap, the same as for All Sectors (13.2%).
About this release
This estimate is an Experimental Official Statistic used to provide an estimate of skills shortages and skills gaps in the DCMS sectors.
These statistics have been developed in response to the DCMS Outcome Delivery Plan, which includes a skills gap metric. This is the first publication of these statistics and covers the year 2019 (the most recently available data from the Department for Education’s Employer Skills Survey). They cover England, Wales and Northern Ireland but not Scotland; the Scottish Government published their own Employer Skills Survey in 2020.
Estimates are provided for DCMS sectors, sub-sectors and the Audio Visual sector. Breakdowns are provided by region (excluding Scotland) but disclosure control is applied where sample sizes were too low. The DCMS sectors are:
- Civil Society
- Creative Industries
- Cultural Sector
- Digital Sector
- Gambling
- Sport
- Telecoms
- Tourism
Further information is available in the accompanying technical document along with details of methods and data limitations.
Release date
20 January 2022
Feedback
DCMS aims to continuously improve the quality of estimates and better meet user needs. DCMS welcomes feedback on this release. Feedback should be sent to DCMS via email at evidence@dcms.gov.uk.
The UK Statistics Authority
This release is published in accordance with the Code of Practice for Statistics (2018) produced by the UK Statistics Authority (UKSA). The UKSA has the overall objective of promoting and safeguarding the production and publication of official statistics that serve the public good. It monitors and reports on all official statistics, and promotes good practice in this area.
Pre-release access
The accompanying pre-release access document lists ministers and officials who have received privileged early access to this release. In line with best practice, the list has been kept to a minimum and those given access for briefing purposes had a maximum of 24 hours.
Contact
Responsible statistician: Rishi Vaidya
For any queries or feedback, please contact evidence@dcms.gov.uk.
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NI 174 - Skills gaps in the current workforce reported by employers
- data.europa.eu
- cloud.csiss.gmu.edu
- +1more
excel xlsUpdated Oct 15, 2020ShareFacebookTwitterEmailClick to copy linkLink copiedCiteMinistry of Housing, Communities and Local Government (2020). NI 174 - Skills gaps in the current workforce reported by employers [Dataset]. https://data.europa.eu/data/datasets/ni-174-skills-gaps-in-the-current-workforce-reported-by-employers?locale=esexcel xlsAvailable download formatsDataset updatedOct 15, 2020Dataset authored and provided byMinistry of Housing, Communities and Local GovernmentLicenseOpen Government Licence 3.0http://www.nationalarchives.gov.uk/doc/open-government-licence/version/3/
License information was derived automaticallyDescriptionSkills gaps exist where employers report having employees who are not fully proficient at their job. The source of the data is the National Employer Skills Survey (NESS) commissioned by the LSC, DfES and SSDA. NESS is a large-scale, robust and representative survey of 75,000 employers across England. Surveys in the series were undertaken in 2003, 2004, and 2005 and are expected to continue every two years. Data from the 2007 study will be available from November 2007. Data relate to the workforce in the establishment at the time of survey
Top marketing skills gaps in the UK 2024
- statista.com
- ai-chatbox.pro
Updated Jun 23, 2025+ more versionsShareFacebookTwitterEmailClick to copy linkLink copiedCiteStatista (2025). Top marketing skills gaps in the UK 2024 [Dataset]. https://www.statista.com/statistics/303819/marketing-skills-areas-of-weakness-among-uk-marketers/Dataset updatedJun 23, 2025Area coveredUnited KingdomDescriptionDuring a 2024 survey carried out among more than 3,000 marketers from the United Kingdom (UK), the lack of data and analytics skills was identified as the leading skills gap within marketing teams. Lack of performance marketing skills ranked second, named by **** percent of respondents.
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Student Skill Gap Analysis
- data.mendeley.com
Updated Apr 28, 2025ShareFacebookTwitterEmailClick to copy linkLink copiedCiteBindu Garg (2025). Student Skill Gap Analysis [Dataset]. http://doi.org/10.17632/rv6scbpd7v.1Unique identifierhttps://doi.org/10.17632/rv6scbpd7v.1Dataset updatedApr 28, 2025AuthorsBindu GargLicenseAttribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
License information was derived automaticallyDescriptionThis dataset is designed for skill gap analysis, focusing on evaluating the skill gap between students’ current skills and industry requirements. It provides insights into technical skills, soft skills, career interests, and challenges, helping in skill gap analysis to identify areas for improvement.
By leveraging this dataset, educators, recruiters, and researchers can conduct skill gap analysis to assess students’ job readiness and tailor training programs accordingly. It serves as a valuable resource for identifying skill deficiencies and skill gaps improving career guidance, and enhancing curriculum design through targeted skill gap analysis.
Following is the column descriptors: Name - Student's full name. email_id - Student's email address. Year - The academic year the student is currently in (e.g., 1st Year, 2nd Year, etc.). Current Course - The course the student is currently pursuing (e.g., B.Tech CSE, MBA, etc.). Technical Skills - List of technical skills possessed by the student (e.g., Python, Data Analysis, Cloud Computing). Programming Languages - Programming languages known by the student (e.g., Python, Java, C++). Rating - Self-assessed rating of technical skills on a scale of 1 to 5. Soft Skills - List of soft skills (e.g., Communication, Leadership, Teamwork). Rating - Self-assessed rating of soft skills on a scale of 1 to 5. Projects - Indicates whether the student has worked on any projects (Yes/No). Career Interest - The student's preferred career path (e.g., Data Scientist, Software Engineer). Challenges - Challenges faced while applying for jobs/internships (e.g., Lack of experience, Resume building issues).
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Skills gaps and shortages in the creative industries: Employer perceptions...
- gov.uk
Updated Feb 12, 2025ShareFacebookTwitterEmailClick to copy linkLink copiedCiteDepartment for Culture, Media and Sport (2025). Skills gaps and shortages in the creative industries: Employer perceptions and actions, UK, 2022 [Dataset]. https://www.gov.uk/government/statistics/skills-gaps-and-shortages-in-the-creative-industries-employer-perceptions-and-actions-uk-2022Dataset updatedFeb 12, 2025Dataset provided byGOV.UKAuthorsDepartment for Culture, Media and SportArea coveredUnited KingdomDescriptionOfficial Statistics in development on skills gaps and skills shortages in the creative industries for the year 2022, including:
- types of skills gaps and shortages, distinguishing between technical/practical skills, IT-related skills and soft/people skills
- employer perceptions of the causes of skills gaps
- employer perceptions of the impacts of skills gaps and shortages
- employer actions/responses to skills gaps and shortages
- profile of skills gaps and shortages by occupation
- list of occupations in highest demand by creative industries businesses
Headline findings
- the incidence of skills gaps and skill-shortage vacancies in the creative industries is smaller than in all businesses
- however, there are specific types of skills gaps and specific types of skills difficult to obtain in job applicants that are higher in creative industries than compared to all businesses
- the majority of businesses in the creative industries with a skills gap perceive these skills gaps as having an impact on their performance
- patterns of skills gaps and skill-shortage vacancies by occupation are distinctive in the creative industries.
About this release
This release is an Official Statistic in Development used to provide an overview of the skills issues in the creative industries.
This is the third publication in this Collection and covers the year 2022 (the most recently available data from the Department for Education’s Employer Skills Survey), and the whole of the UK (England, Wales, Northern Ireland and Scotland). A previous statistical release published in May 2024 and based on the same data source for the same year provided an overview of the level of skills gaps and shortages in DCMS sectors, compared to All Sectors. In this ad-hoc statistical release we are publishing further breakdowns from the same data source on the nature and impact of skills issues in the creative industries.
Estimates are provided for creative industries and subsectors. Disclosure control is applied where sample sizes were too low.
Further information is available in the accompanying technical document along with details of methods and data limitations.
Release date
11th February 2025
Official statistics in development
These statistics are labelled as https://osr.statisticsauthority.gov.uk/policies/official-statistics-policies/official-statistics-in-development/" class="govuk-link">official statistics in development. Official statistics in development are official statistics that are undergoing development and will be tested with users, in line with the standards of trustworthiness, quality and value in the https://code.statisticsauthority.gov.uk/" class="govuk-link">Code of Practice for Statistics. These statistics on skills gaps and shortages in the creative industries are an ad-hoc release designed to complement our previous statistical release and to give a deeper understanding of the skills issues in the creative industries, including types of skills gaps and shortages in the sector, impacts of skills issues, actions taken by employers in response, and distribution of skills gaps and shortages by occupation.
They are being published as official statistics in development because:
- these are new statistics which are still in development, and the analysis is limited to 2022
- we will be seeking user feedback on the usefulness of the statistics, the suitability of the methodology used and how clearly the statistics are communicated, including explanations about quality
- we will be exploring further improvements, including the feasibility of additional breakdowns
Following this user engagement we will make an assessment about the usefulness of these statistics for DCMS sectors in general, and whether these will become part of DCMS regular official statistics releases.
Feedback
DCMS aims to continuously improve the quality of estimates and better meet user needs. DCMS welcomes feedback on this release. Feedback should be sent to DCMS via email at evidence@dcms.gov.uk.
Office for Statistics Regulation
Our statistical practice is regulated by the Office for Statistics Regulation (OSR). OSR sets the standards of trustworthiness, quality and value in the https://code.statisticsauthority.gov.uk/" class="govuk-link">Code of Practice for Statistics that all producers of official statistics should adhere to.
You are welcome to contact us directly with any comments about how we m
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Raw Data Results: Survey on Bridging the Skills Gap
- data.mendeley.com
Updated May 7, 2020+ more versionsShareFacebookTwitterEmailClick to copy linkLink copiedCiteDeniz Akdur (2020). Raw Data Results: Survey on Bridging the Skills Gap [Dataset]. http://doi.org/10.17632/fx537tpw6f.1Unique identifierhttps://doi.org/10.17632/fx537tpw6f.1Dataset updatedMay 7, 2020AuthorsDeniz AkdurLicenseAttribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
License information was derived automaticallyDescriptionRaw data results for the survey, which bridges the gap between software industry and academia. - What are the most important (e.g., used) KAs and SE topics in the software industry? What are the knowledge gaps and coverage of the industry expectations after university education? - How does educational skill set of the practitioner affect software modeling approach and practices? - What are the most important soft skills in the industry? Is there any course in the academic curriculum, which improved these skills? - What are the opinions of software practitioners for more IAC as a part of the education? - How do practitioners see academics? What are their perceptions about academics and academic outputs?
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LinkedIn Job Postings Data – U.S Skills & Employer Trends • Enriched...
- datarade.ai
Updated Jan 1, 2022+ more versionsShareFacebookTwitterEmailClick to copy linkLink copiedCiteCanaria Inc. (2022). LinkedIn Job Postings Data – U.S Skills & Employer Trends • Enriched LinkedIn Job Postings Data Matchable with LinkedIn Company Data & Google Maps [Dataset]. https://datarade.ai/data-products/canaria-s-linkedin-job-posting-analytics-ai-llm-enhanced-i-canaria-inc.bin, .json, .xml, .csv, .xls, .sql, .txtAvailable download formatsDataset updatedJan 1, 2022Dataset authored and provided byCanaria Inc.Area coveredUnited StatesDescription🔗 LinkedIn Job Postings Data - Comprehensive Professional Intelligence for HR Strategy & Market Research
LinkedIn Job Postings Data represents the most comprehensive professional intelligence dataset available, delivering structured insights across millions of LinkedIn job postings, LinkedIn job listings, and LinkedIn career opportunities. Canaria's enriched LinkedIn Job Postings Data transforms raw LinkedIn job market information into actionable business intelligence—normalized, deduplicated, and enhanced with AI-powered enrichment for deep workforce analytics, talent acquisition, and market research.
This premium LinkedIn job postings dataset is engineered to help HR professionals, recruiters, analysts, and business strategists answer mission-critical questions: • What LinkedIn job opportunities are available in target companies? • Which skills are trending in LinkedIn job postings across specific industries? • How are companies advertising their LinkedIn career opportunities? • What are the salary expectations across different LinkedIn job listings and regions?
With real-time updates and comprehensive LinkedIn job posting enrichment, our data provides unparalleled visibility into LinkedIn job market trends, hiring patterns, and workforce dynamics.
🧠 Use Cases: What This LinkedIn Job Postings Data Solves
Our dataset transforms LinkedIn job advertisements, market information, and career listings into structured, analyzable insights—powering everything from talent acquisition to competitive intelligence and job market research.
Talent Acquisition & LinkedIn Recruiting Intelligence • LinkedIn job market mapping • LinkedIn career opportunity intelligence • LinkedIn job posting competitive analysis • LinkedIn job skills gap identification
HR Strategy & Workforce Analytics • Organizational network analysis • Employee mobility tracking • Compensation benchmarking • Diversity & inclusion analytics • Workforce planning intelligence • Skills evolution monitoring
Market Research & Competitive Intelligence • Company growth analysis • Industry trend identification • Competitive talent mapping • Market entry intelligence • Partnership & business development • Investment due diligence
LinkedIn Job Market Research & Economic Analysis • Regional LinkedIn job analysis • LinkedIn job skills demand forecasting • LinkedIn job economic impact assessment • LinkedIn job education-industry alignment • LinkedIn remote job trend analysis • LinkedIn career development ROI
🌐 What Makes This LinkedIn Job Postings Data Unique
AI-Enhanced LinkedIn Job Intelligence • LinkedIn job posting enrichment with advanced NLP • LinkedIn job seniority classification • LinkedIn job industry expertise mapping • LinkedIn job career progression modeling
Comprehensive LinkedIn Job Market Intelligence • Real-time LinkedIn job postings with salary, requirements, and company insights • LinkedIn recruiting activity tracking • LinkedIn job application analytics • LinkedIn job skills demand analysis • LinkedIn compensation intelligence
Company & Organizational Intelligence • Company growth indicators • Cultural & values intelligence • Competitive positioning
LinkedIn Job Data Quality & Normalization • Advanced LinkedIn job deduplication • LinkedIn job skills taxonomy standardization • LinkedIn job geographic normalization • LinkedIn job company matching • LinkedIn job education standardization
🎯 Who Uses Canaria's LinkedIn Data
HR & Talent Acquisition Teams • Optimize recruiting pipelines • Benchmark compensation • Identify talent pools • Develop data-driven hiring strategies
Market Research & Intelligence Analysts • Track industry trends • Build competitive intelligence models • Analyze workforce dynamics
HR Technology & Analytics Platforms • Power recruiting tools and analytics solutions • Fuel compensation engines and dashboards
Academic & Economic Researchers • Study labor market dynamics • Analyze career mobility trends • Research professional development
Government & Policy Organizations • Evaluate workforce development programs • Monitor skills gaps • Inform economic initiatives
📌 Summary
Canaria's LinkedIn Job Postings Data delivers the most comprehensive LinkedIn job market intelligence available. It combines job posting insights, recruiting intelligence, and organizational data in one unified dataset. With AI-enhanced enrichment, real-time updates, and enterprise-grade data quality, it supports advanced HR analytics, talent acquisition, job market research, and competitive intelligence.
🏢 About Canaria Inc. Canaria Inc. is a leader in alternative data, specializing in job market intelligence, LinkedIn company data, Glassdoor salary analytics, and Google Maps location insights. We deliver clean, structured, and enriched datasets at scale using proprietary data scraping pipelines and advanced AI/LLM-based modeling, all backed by human validation. Our platform also includes Google Maps data, providing verified business locatio...
Supply of skills for jobs in science and technology
- gov.uk
- s3.amazonaws.com
Updated May 9, 2024ShareFacebookTwitterEmailClick to copy linkLink copiedCiteDepartment for Education (2024). Supply of skills for jobs in science and technology [Dataset]. https://www.gov.uk/government/publications/supply-of-skills-for-jobs-in-science-and-technologyDataset updatedMay 9, 2024AuthorsDepartment for EducationDescriptionThis data release describes:
- the 2023 STEM workforce
- multiple growth scenarios for the UK STEM workforce required in 2030
- common education pathways into STEM jobs
It also looks specifically at the jobs deemed most important across 5 critical technologies:
- artificial intelligence
- engineering biology
- quantum technologies
- future telecommunications
- semiconductors
Alongside this release, a jobs and skills dashboard has been developed. This allows further analysis of the data, presents the data in an easy to navigate format and provides further data on skills shortages.
Skills that employers worldwide consider to be changing in importance...
- statista.com
Updated Jun 23, 2025ShareFacebookTwitterEmailClick to copy linkLink copiedCiteStatista (2025). Skills that employers worldwide consider to be changing in importance 2025-2030 [Dataset]. https://www.statista.com/statistics/1580293/skills-on-the-rise-of-importance/Dataset updatedJun 23, 2025Time period coveredMay 2024 - Sep 2024Area coveredWorldwideDescriptionAI and big data skills are the most increasingly important skills according to employers worldwide. The top 3 skills increasing in importance are all technology related, signaling the increasing importance of being technology savvy in a digital world.
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National Employer Skills Survey, 2003: Special Licence Access
- datacatalogue.cessda.eu
- beta.ukdataservice.ac.uk
Updated Nov 28, 2024+ more versionsShareFacebookTwitterEmailClick to copy linkLink copiedCiteUK Commission for Employment and Skills (2024). National Employer Skills Survey, 2003: Special Licence Access [Dataset]. http://doi.org/10.5255/UKDA-SN-7998-1Unique identifierhttps://doi.org/10.5255/UKDA-SN-7998-1Dataset updatedNov 28, 2024AuthorsUK Commission for Employment and SkillsTime period coveredMar 1, 2003 - Jul 1, 2003Area coveredEnglandVariables measuredInstitutions/organisations, NationalMeasurement techniqueTelephone interviewDescriptionAbstract copyright UK Data Service and data collection copyright owner.
The National Employer Skills Survey (NESS) collected data about the skills of the workforce of firms in England. It provides detailed information about employers’ recruitment problems, experience of skill gaps and engagement in training.
NESS 2003 is such a large resource that it is able to address issues that require analysis at a detailed local or sector level much more readily than any previous survey.
The survey was conducted every two years from 2001 until 2009 by the Learning and Skills Council. After this responsibility for the survey passed to the UK Commission for Employment and Skills and it was merged with other employer skills surveys around the UK to form the UK Employer Skills Survey in 2011 (UK Data Archive SN 7430; SN 7484). The data from NESS is comparable with the England data from the UK Employer Skills Survey.
A separate, but similar survey to NESS is conducted in Scotland (the Scottish Employer Skills Survey, held by UK Data Archive under SN 6857).
Main Topics:
The survey coverage falls into three major categories:
- hard-to-fill vacancies and skills-shortage vacancies;
- skills gaps;
- workforce training and development.
Actions planned by businesses or organizations to address skills gaps or...
- open.canada.ca
- www150.statcan.gc.ca
csv, html, xmlUpdated Nov 27, 2023ShareFacebookTwitterEmailClick to copy linkLink copiedCiteStatistics Canada (2023). Actions planned by businesses or organizations to address skills gaps or employee skill deficiencies over the next 12 months, fourth quarter of 2023 [Dataset]. https://open.canada.ca/data/dataset/adaa6cc7-27b0-487a-8589-3703aa3c991acsv, html, xmlAvailable download formatsDataset updatedNov 27, 2023LicenseOpen Government Licence - Canada 2.0https://open.canada.ca/en/open-government-licence-canada
License information was derived automaticallyDescriptionActions planned by businesses or organizations to address skills gaps or employee skill deficiencies over the next 12 months, by North American Industry Classification System (NAICS), business employment size, type of business, business activity and majority ownership, fourth quarter of 2023.
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Dataset of books called Achieving carbon targets and bridging the skills gap...
- workwithdata.com
Updated Apr 17, 2025ShareFacebookTwitterEmailClick to copy linkLink copiedCiteWork With Data (2025). Dataset of books called Achieving carbon targets and bridging the skills gap [Dataset]. https://www.workwithdata.com/datasets/books?f=1&fcol0=book&fop0=%3D&fval0=Achieving+carbon+targets+and+bridging+the+skills+gapDataset updatedApr 17, 2025Dataset authored and provided byWork With DataLicenseAttribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
License information was derived automaticallyDescriptionThis dataset is about books. It has 1 row and is filtered where the book is Achieving carbon targets and bridging the skills gap. It features 7 columns including author, publication date, language, and book publisher.
National Employer Skills Survey, 1999-2009: Secure Access
- beta.ukdataservice.ac.uk
Updated 2023ShareFacebookTwitterEmailClick to copy linkLink copiedCitedatacite (2023). National Employer Skills Survey, 1999-2009: Secure Access [Dataset]. http://doi.org/10.5255/ukda-sn-6705-4Unique identifierhttps://doi.org/10.5255/ukda-sn-6705-4Dataset updated2023DescriptionThe National Employer Skills Survey (NESS) collects data about the skills of the workforce of firms in England. A separate, but similar survey is conducted in Scotland (the Scottish Employer Skills Survey, UK Data Archive SN 6857).
The English survey first started in 1999 and was known as the Employers Skills Survey and was also conducted in 2001 and 2002. In 2003, it became known as NESS and there were surveys also in 2004, 2005 and 2007. This Secure Access study includes the data for 1999, 2001, 2007 and 2009 only. End User Licence (EUL) versions of the data are available for 1999 (SN 4774) and 2001 (SN 4731). Special Licence Access versions of the data are available for 2003 (SN 7998), 2004 (SN 7999), 2005 (SN 8000).
The survey was established because of concerns about apparent skills-shortages and gaps in workforce knowledge that were affecting firm performance in the UK. In particular, the Government was interested in whether these skills-shortages were dampening economic performance in the UK, and whether policy interventions were required to address these shortages.
The aim of NESS is therefore to provide Government with robust and reliable information from employers about skills deficiencies and workforce development to serve as a common basis to develop policy and assess the impact of skills initiatives.
The survey coverage falls into three major categories:- hard-to-fill vacancies
- skills gaps
- workforce training and development
These firm-level data can be combined with other sources of business micro-data, because they have been successfully linked to the Inter-departmental Business Register (IDBR). This allows observations to be combined with, for example, productivity data from the Annual Respondents Database (SN 6644) or the Annual Business Survey (SN 7451), amongst others. This allows researchers to investigate the effects that skills shortages have on other areas of businesses (such as productivity, innovation, research and development etc).
Geographical references: postcodes
The 1999 and 2001 data contain real postcodes. The Investment in Training data for 2007 and 2009 also contain real postcodes. The postcodes available for 2007 and 2009 in the main and occupational data files are pseudo-anonymised postcodes. The real postcodes are not available. However, these replacement postcodes retain the inherent nested characteristics of real postcodes, and will allow researchers to aggregate observations to other geographic units, e.g. wards, super output areas, etc. In the dataset, the variable of the replacement postcode is 'new_PC'.
End User Licence (EUL) versions:
EUL versions of the 1999 and 2001 surveys are available from the Archive under SN 4774 and 4731 respectively. The only geographic variable they include is Government Office Region and they do not include the variables mentioned in Annex 1 of the 1999 and 2002 User Guides. Prospective users of the Secure Access version of the Employers Skills Survey will need to fulfil additional requirements, commencing with the completion of extra application forms to demonstrate to the data owners exactly why they need access to the extra, more detailed variables, in order to obtain permission to use that version. Secure Access data users must also complete face-to-face training and agree to the Secure Access User Agreement and Licence Compliance Policy (see 'Access' section below). Therefore, users are encouraged to download and inspect the EUL version of the data prior to ordering the Secure Access.
A later survey, the Employer Skills Survey (ESS), covering the whole of the UK, is also held under standard End User Licence conditions at the Archive under SNs 7430 and 7484 for 2011 and 2013, respectively. A Secure Access version of the ESS 2011 is available under SN 7745. The UK Commission of Employment and Skills also conducts the Employer Perspectives Survey (UKCEPS) series (held at the Archive under SN 33466), which began in 2010. The UKCEPS provides a comprehensive examination of employer perspectives on key aspects of the employment, skills and business support systems in the UK.For Secure Lab projects applying for access to this study as well as to SN 6697 Business Structure Database and/or SN 7683 Business Structure Database Longitudinal, only postcode-free versions of the data will be made available.
Note on Fourth Edition:
For the fourth edition (February 2018), the Investment in Training survey data files for 2007 and 2009 have been updated (previously called Cost of Training). The revised data files include real postcodes. A variable catalogue covering the Investment in Training survey has also been added.
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Challenges and solutions of a digital learning infrastructure to manage...
- search.dataone.org
- dataverse.harvard.edu
Updated Nov 8, 2023ShareFacebookTwitterEmailClick to copy linkLink copiedCiteSeeberger, Joanna Tirza (2023). Challenges and solutions of a digital learning infrastructure to manage skill gaps [Dataset]. http://doi.org/10.7910/DVN/HYNXYYUnique identifierhttps://doi.org/10.7910/DVN/HYNXYYDataset updatedNov 8, 2023Dataset provided byHarvard DataverseAuthorsSeeberger, Joanna TirzaDescriptionThe workplace is constantly changing; disruptors such as artificial intelligence and machine learning demand adaptability and growth from employees. Employers are facing problems associated with missing qualified employees and therefore increasing skill gaps in the workplace. One way for companies to respond to this emerging problem is to upskill their existing workforce. Since the COVID-19 pandemic, companies’ demand for digital learning solutions has increased. Therefore, investments in technological solutions for learning providers have also increased. A digital solution enables more flexibility and the ability to detect skill gaps using technology. This white paper aims to provide an analysis of qualitative research to detect challenges and solutions large companies face when building a digital learning infrastructure. Learning experts from different countries, working in large companies or for learning providers, offer their expertise. Therefore, the question, “how are companies building a digital learning infrastructure to manage employee skill gaps?” is elaborated. The requirements to build a digital learning infrastructure are visualized using a framework and focus on technology, data, skills, and taxonomy. Challenges in building a digital learning infrastructure are multiple disconnected platforms, a lack of data quality, and a missing master taxonomy. Companies are launching skills projects to address these challenges. Nevertheless, technological possibilities such as artificial intelligence are viewed with skepticism and no ideal digital learning infrastructure solution exists yet.
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Employer Skills Survey, 2015: Special Licence Access
- datacatalogue.cessda.eu
- beta.ukdataservice.ac.uk
Updated Nov 28, 2024ShareFacebookTwitterEmailClick to copy linkLink copiedCiteUK Commission for Employment and Skills (2024). Employer Skills Survey, 2015: Special Licence Access [Dataset]. http://doi.org/10.5255/UKDA-SN-7997-3Unique identifierhttps://doi.org/10.5255/UKDA-SN-7997-3Dataset updatedNov 28, 2024Dataset provided byDepartment for EducationAuthorsUK Commission for Employment and SkillsTime period coveredMar 1, 2015 - Aug 1, 2015Area coveredUnited KingdomVariables measuredInstitutions/organisations, NationalMeasurement techniqueTelephone interviewDescriptionAbstract copyright UK Data Service and data collection copyright owner.
The UK Commission’s Employer Skills Survey is a biennial UK-wide individual establishment telephone survey, providing the most detailed picture of training, vacancies, skills gaps, and investment in training.
The aims are to provide rigorous and robust intelligence on the UK labour market and the market for skills. The ESS sits alongside the Employer Perspectives Survey (EPS) to produce insights that complement each other and are run in alternate years. The focus of the Employer Perspectives Survey is primarily outward-looking, covering provision of and engagement with the wider skills system, whereas the Employer Skills Survey is inward-looking and measures the current skills position and skill needs of employers.
The 2015 Employer Skills Survey had two facets:- The core survey of circa 91,000 establishments, covering business strategy, recruitment, retention, skills gaps, training and workforce development, and high performance working; and
- the Investment in Training follow-up survey of circa 13,000 establishments, covering the investment establishments make in training their staff.
For the third edition (December 2017), updated versions of the main data file (skills included), occupational data file and England LEP data files were deposited. Previous errors had been discovered that affected questions related to vacancies where the survey asked for the specific occupation, and these have now been rectified. A new document has also been provided, covering the impact of the changes on some weighting variables in the main data file.
Main Topics:
Topics covered by this study include the following:- establishment characteristics;
- recruitment and vacancies;
- demand for skills and skills gap;
- hard-to-fill vacancies;
- workforce development and training;
- skills utilisation and high performance working;
- business strategy and structure.
Skill shortages, by industry and enterprise size
- www150.statcan.gc.ca
- ouvert.canada.ca
- +1more
Updated Apr 30, 2024+ more versionsShareFacebookTwitterEmailClick to copy linkLink copiedCiteGovernment of Canada, Statistics Canada (2024). Skill shortages, by industry and enterprise size [Dataset]. http://doi.org/10.25318/3310030001-engUnique identifierhttps://doi.org/10.25318/3310030001-engDataset updatedApr 30, 2024Area coveredCanadaDescriptionPercentage of enterprises that encountered skill shortages in specific areas, by North American Industry Classification System (NAICS) code and enterprise size, based on a one-year observation period. Specific areas include basic digital, computer science, information technology, general data science and analytics, natural sciences and engineering, management, business, international business, skilled trades, design, coaching and mentoring skills to meet the needs of the business, and e-commerce or digital trade.
Employer Skills Survey, 2011-2022: Secure Access
- beta.ukdataservice.ac.uk
Updated 2024ShareFacebookTwitterEmailClick to copy linkLink copiedCiteUK Data Service (2024). Employer Skills Survey, 2011-2022: Secure Access [Dataset]. http://doi.org/10.5255/ukda-sn-7745-8Unique identifierhttps://doi.org/10.5255/ukda-sn-7745-8Dataset updated2024DescriptionThe UK Commission for Employment and Skills' (UKCES) Employer Skills Survey (ESS) is a biennial UK-wide individual establishment telephone survey, providing the most detailed picture of training, vacancies, skills gaps, and investment in training. The aims are to provide rigorous and robust intelligence on the UK labour market and the market for skills.
The ESS harmonised skills surveys from across the four UK nations, following individual surveys undertaken in England, Northern Ireland, Scotland and Wales. Two previous studies, the National Employer Skills Survey, 1999-2009: Secure Access, covering England only, and the Scottish Employer Skills Survey, 2008-2010: Secure Access, covering Scotland, are held at the UK Data Archive under SNs 6705 and 6857 repectively. Both studies are subject to restrictive secure access conditions (see the SN 6705 and 6857 catalogue records for full details).
The UKCES also conducts the Employer Perspectives Survey (UKCEPS) series (held at the Archive under SN 33466), which began in 2010. The UKCEPS provides a comprehensive examination of employer perspectives on key aspects of the employment, skills and business support systems in the UK.
Secure Access data:
The Secure Access version of the ESS contains the mainstage questionnaire data which includes Inter-Departmental Business Register (IDBR) enterprise reference numbers, Local Education Authorities (LEAs) and Local Authority Districts (LAs). The 2011 data also include postcodes. There are three data files for 2011. One file contains Inter-Departmental Business Register (IDBR) enterprise reference numbers but no postcodes, and only includes cases where the enterprise reference number is known. One 2011 file contains postcodes but no enterprise reference numbers, and only includes cases where the postcode is known. The third 2011 file includes all cases but does not contain postcodes or enterprise reference numbers. The follow-up Investment in Training Survey data are also available for all years.
The Archive also holds standard End User Licence versions which do not include IDBR reference numbers, postcodes or local authority districts available under GN 33477. There are also Special Licence versions which do not include IDBR reference numbers and postcodes which are available under GN 33510
Further information may be found on the GOV.UK Employer Skills Survey 2022 web page.
Linking to other business studies
These data contain IDBR reference numbers. These are anonymous but unique reference numbers assigned to business organisations. Their inclusion allows researchers to combine different business survey sources together. Researchers may consider applying for other business data to assist their research.For Secure Lab projects applying for access to this study as well as to SN 6697 Business Structure Database and/or SN 7683 Business Structure Database Longitudinal, only postcode-free versions of the data will be made available.
For the eighth edition (September 2024), the main file and the investment in training file for 2022 have been added.- m
Search Strings for Development of Agribusiness and its Skills Gaps
- data.mendeley.com
Updated Jul 5, 2023ShareFacebookTwitterEmailClick to copy linkLink copiedCiteRichard Kwasi Bannor (2023). Search Strings for Development of Agribusiness and its Skills Gaps [Dataset]. http://doi.org/10.17632/vr9db4s3vc.1Unique identifierhttps://doi.org/10.17632/vr9db4s3vc.1Dataset updatedJul 5, 2023AuthorsRichard Kwasi BannorLicenseAttribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
License information was derived automaticallyDescriptionSearch Strings on Agribusiness Skills Gap in Emerging Economies
FacebookTwitterEmailData from: Thinking Creatively About the Data Skills Gap: How Online Training Events Are Supporting SHAPE Higher Education Students
Attribution 4.0 (CC BY 4.0)https://creativecommons.org/licenses/by/4.0/
License information was derived automatically
There is international demand for data skills in the workplace and evidence that SHAPE (Social Science, Humanities and the Arts for People and the Economy) students can help to fill this gap. This research explores which data skills higher education SHAPE students develop through attendance at UK Data Service online training events. Semi-structured qualitative individual interviews were conducted with 10 SHAPE students who attended UK Data Service online training events; data were analyzed in NVIVO 12 Plus, using reflexive thematic analysis. The results show that, for the SHAPE students who took part in the study, the UK Data Service online data skills training events supported the development of their data skills. The events provided the students with practical applied data skills and skills around planning/designing research and assessing data sources. The events also provided the students with softer skills such as gaining confidence to get started with data, further learning opportunities and access to research communities. The participating students lacked clarity in terms of the skills that they needed to use data and, therefore, a data skills framework to be inclusive of SHAPE students is required to add to the supply of data skills from STEM backgrounds.