Sources of LMI

Sources of LMI for guidance practice are well documented. For example:

• the DfES publication 'LMI Matters' contains a section listing sources of LMI for guidance (pp39-44) ¹.
• two comprehensive sections detailing on-line vacancy sources and sources of occupational information are available in a feasibility study commissioned to investigate local labour market information (pp20-45) ². In addition to outlining sources, key issues in collecting vacancies information and gaps in provision that exist for written resources on occupations are detailed in the latter publication.

The Sector Skills Councils (SSCs) are clearly well positioned to collect and disseminate high quality, current and comprehensive sector-based LMI for guidance. These organisations, however, have been established relatively recently and are at different stages of development. Consequently, some are more advanced than others in operating systems of data collection from their sectors of relevance to guidance. Where systems are well-developed, the LMI available for the purposes of guidance is highly sophisticated in its range and depth³. Since employers provide the LMI produced by SSCs, it is regarded as extremely credible by guidance practitioners.

Limitations of LMI

Different stakeholders within the guidance community (e.g. practitioners, managers, trainers) require different types of information (e.g. employment trends and projections, unemployment trends, skills gaps, earnings or salary levels) for different purposes (e.g. resource planning for service delivery; careers sessions in educational settings, or job placement).

The complexity of the demands placed on the LMI required for these different purposes is increased by the needs of clients, who require different types of information at different stages of their career development. For example, a Year 7 pupil, a new graduate, a woman returner and someone who has been made redundant are all likely to need different types of LMI to help them progress their careers. Clients also vary considerably in their ability to understand and interpret the implications of LMI for their own particular circumstances.

• LMI that is available on-line across varied websites is reasonably comprehensive but can be difficult to find.
• There is currently no common formatting or presentation style.
• Whilst the type of occupational information examined from selected sources was found to be similar, the detail and type of information is varied. Additionally, the on-line presentation of the information differs and the availability of occupational information as downloadable and printable pdf documents is limited.
• Many IAG Partnerships do not directly collect vacancy information, but rely more on available local information and knowledge. Collation of a comprehensive list of sources (both online and in hard copy) is therefore indicated.
• Local information routinely gleaned by practitioners in the course of their work would represent a valuable source of intelligence. However, operational difficulties that need to be addressed before local information could be linked to a national database include IT compatibility and resources.
• Local labour market information (LLMI) is consistently identified by practitioners as centrally important to effective guidance practice. However, whilst existing provision offers rich sources of LLMI for this purpose, it has considerable shortcomings. In particular, there are gaps regarding information at regional and (more particularly) at sub-regional level. Provision of these data would create a far more comprehensive LMI coverage to support further the work of practitioners. However, it would not be feasible to include all existing local labour market information (LLMI) sources in one on-line LLMI facility because of their dynamism, number and range.
• The digital divide is an important consideration in making LMI directly available to clients. A recent study found that the expansion of LMI services delivered through ICT risks leaving behind the most disadvantaged in society⁵. Practitioner-mediated provision of LMI would reduce the risk of penalising those with least access to information technology.
• A training need for practitioners is indicated by inconsistent approaches to the use of LMI by advisers, reluctance of some advisers to see LMI as part of their remit; and uncertainty in how to relate LMI to an individual client⁶.

See also our Locating Sources Module

Our Locating Sources module includes more detailed material about finding sources of LMI.

How to choose between sources of LMI

To find out more about how to assess 'what's hot and what's not in relation to choosing between sources of LMI use this link to explore our Choosing Between Sources module.

LMI sources in this site and in our social bookmarks

Whilst being aware of limitations of LMI sources, there are still plenty to choose from. Your first port of call will be the NGRF LMI Future-Trends section, but you might also like to browse these websites gathered using delicious social bookmarking technology. See http://del.icio.us/NGRF/lmi/source to view our lmi/source tagging at the del.icio.us site, or view the items in our special tag-viewer, at the bottom of this page.

Footnotes

• ¹ LSC & DfES (2004) LMI Matters! Understanding Labour Market Information, Nottingham: DfES, pp39-44.
• ² Bimrose, J. & Orton, M. (2005) Labour Market Information (LMI) for Effective Guidance within Skillset, Warwick: Warwick Institute for Employment Research
• ³ The National Guidance Research Forum website has worked closely with SSCs to ensure that the LMI presented in the 'Future Trends' section is taken from the most relevant sources and it the most up-to-date available.
• ⁴ Bimrose et al (2005) Op cit
• ⁵ Lindsay, C. (2005) Employability, Services for Unemployed Job Seekers and the Digital Divide, in Urban Studies, 42, 2, pp325-339.
• ⁶ Bimrose & Orton (2005) Op cit

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