Evidence indicates that LMI is highly valued by guidance clients. For example, recent research found that 98 per cent of clients rated guidance interviews as 'useful' where LMI was a key feature. Specifically, 98 per cent of these clients had been given general LMI by practitioners in their guidance interviews (e.g. educational routes, useful contacts, job vacancies); 73 per cent of these clients had been given information about various resources (e.g. websites); and 29 per cent of clients were given information about job options¹.

The use of LMI² is also an integral feature of the major evidence-based frameworks that inform guidance practice³. The particular way(s) in which practitioners use LMI with their clients will depend on which of these framework(s) have been selected to inform their practice. For example, specific LMI may be given directly to clients by practitioners during a guidance interview with the intention of changing behaviour (e.g. information about application deadlines for courses or jobs given to motivate clients to adhere to these deadlines). Or practitioners may inform clients about sources of LMI required and methods of accessing these sources (as a method of both assessing interest in an occupational goal and developing the necessary research skills for clients to undertake their own future investigations). The ways in which practitioners use LMI with their clients will, at least in part, determine the type of LMI they indicate that they need for effective guidance practice. Consequently, there is little agreement within the broad advice and guidance community about the type of LMI that is essential for effective practice.

If you are particularly interested in frameworks for practice, be sure to explore the section in this LMI learning resource relating to 'six approaches to using LMI in practice' (Mike please add link to relevant section)

Within this broader practice context, gaps in current LMI provision from the practitioner perspective have been documented in three recent research studies. First, a scoping exercise by ASW (2004) found that there was a scarcity of LMI in a format that was 'digestible' (Appendix 5, p.37) and identified the need for improved LMI⁴. Second, research undertaken into LMI required for guidance with adults, which informed the structure and content of the National Guidance Research Forum website, details the LMI identified by practitioners as essential, LMI judged to be useful by practitioners and the LMI practitioners would most like to have (Appendix 1)⁵. Third, research into LMI required by careers advisers in a particular Sector Skills Council and learndirect advisers⁶ found that advisers wanted LMI to be tailored to their specific needs (e.g. statistical information should be interpreted) and presented in a simple and easily understandable form.

From the clients' perspective, six broad areas of LMI have been identified which relate to their need to understand:

• the competition faced
• entry routes
• the rewards available
• the availability of jobs within certain 'travel to work' areas
• the prospects of securing employment in particular jobs
• the value of particular qualifications, experience or training

From available evidence, therefore, it is clear that considerable overlap exists between the types of LMI identified by practitioners for guidance and that required by clients.

Footnotes

• ¹ Bimrose, J., Barnes, S.A., Hughes, D. & Orton, M. (2004) What is Effective Guidance? Evidence from Longitudinal Case Studies in England, Warwick: Institute for Employment Research. Available [Online]: http://www2.warwick.ac.uk/fac/soc/ier/publications/bydate/egr2004.pdf
• ² In the context of guidance, LMI is also referred to as 'occupational information' and/or 'careers information'.
• ³ Walsh, W.B. (1990) A summary and integration of career counseling approaches, in W.B.Walsh & S.H.Osipow (eds) Career Counseling: Contemporary Topics in Vocational Psychology, Hillsdale, New Jersey: Hove & London.
• ⁴ ASW Consulting Services (2004) Scoping the National Resource Services, Report July 2004. Available [Online]: http://www.advice-resources.co.uk/aboutus/nrs_scope.pdf/
• ⁵ Bimrose, J., Barnes, S.A., Green, A., Orton, M. & Davies, R. (2005) Enhancement of the National Resource Service: Local Labour Market Information (LLMI), Warwick: Institute for Employment Research, pp 3-5.
• ⁶ Bimrose, J. & Orton, M. (2005) Labour Market Information (LMI) for Effective Guidance within Skillset, Warwick: Warwick Institute for Employment Research.
• ⁷ Offer, M. (2000) The Discourse of the Labour Market, in B. Gothard, P. Mignot, M. Offer & M.Ruff (eds) Careers Guidance in Context, London: Sage, pp. 78-79.