1. CHRIS EVANS, DIRECTOR MARCHMONT OBSERVATORY UNIVERSITY OF EXETER

2. Using LMI? Understanding of the labour market is inadequate. Need to understand how LMI is collected and used to inform decisions about employer engagement and provision. Gain a greater understanding of the extent and nature of the labour market intelligence that is being used to inform employer engagement in the partner institutions.

3. Why is LMI used? Aid strategic planning processes and decisions Inform operational and business planning Inform and evaluate new initiatives, e.g. widening participation Ensure that careers advice (to students and graduates) is topical, accurate and comprehensive Monitor the appropriateness of industry contacts — eg are there emerging industries with which the institution should strengthen its links? Aid strategic marketing and market research, and the promotion and targeting of services Develop the curriculum to better suit the demands and needs of employers.

4. Market intelligence includes: Information on general employment trends (e.g. historical trends, future demand); Data on the structure of the labour market (i.e. what jobs exist, how many, which sectors, which occupations); Information about the way the labour market functions (i.e. how people get into jobs and move between employers, etc.); The interaction between labour demand and supply (i.e. mismatches – as reflected in unemployment rates, skills gaps, skills shortages, etc.); Data on national, regional and local labour markets variations (i.e. size of workforce, prominent sectors etc.); Data focusing on equality and diversity (i.e. which individuals are employed in different sectors and at what levels?); and Information on progression routes (i.e. career structure, earnings, transferability of skills).

5. Outputs LMI Survey Report LMI Toolkit LMI Handbook Template for collecting employer intelligence - CRM