Brokerage: The Future for

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Brokerage The Future for Employment Business
CONFERENCE
7th March 2006
University College London
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Employment Brokerage
Dr Dan Brown UCL Entrepreneur in Residence
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Jobcentre Plus Services Jason
Vosa-Baigrie Partnership Manager
Brokerage The Future for Employment Business
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Jobcentre Plus

• Jobcentre Plus is part of the Department for Work
  and Pensions
• It replaced the Employment Service and Benefits
  Agency in April 2002
• Jobcentre Plus Offices will have replaced all
  Jobcentres and Social Security Offices by the end
  of 2006
• Jobcentre Plus provides services to people of
  working age (between 18-65) by helping
• More people into paid work
• Employers fill their vacancies, and
• Give people of working age the help and support
  they are entitled to if they cannot work

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Services For Employers

• Standard Service
• Vacancies handled by Employer Direct or through
  Vacancy Services Manager
• Vacancies displayed on all Jobcentre Plus systems
  within 4 hours
• Contact from VSM in writing within 24 hours and
  by telephone within 48 hours to check accuracy of
  vacancy details
• Advisers refer suitable clients to the vacancy
  using the employer's sift criteria
• Standard Plus
• Interview facilities, reception and refreshments
• Pre-booking appointments
• Issuing application forms
• Employer exit surveys
• Premium
• Employer Account Teams deliver recruitment
  support for employers with 10 or more vacancies,
  and can sift, test and support for interviewing
  candidates.

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Partnership Activities

• Jobcentre Plus works with a wide range of
  partners to help develop local solutions for
  people who face barriers to work
• Increasing focus on harder to reach groups
  including Lone Parents, people claiming
  Incapacity Benefit or who have sickness or
  disability
• Developing outreach services through community
  centres, GPs surgeries, libraries and other
  partner premises
• Identifying existing services in the community
  and ensuring our advisers are aware of them and
  help with referrals
• Identifying opportunities where communities and
  the labour market change through re-development
  or regeneration and ensuring Jobcentre Plus
  contributes to the development of employment
  plans

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Looking For Work

• Working Age Benefits
• Programme Centre
• Self Employment
• Work Based Learning for Adults
• Basic Skills Training
• New Deal
• Tax Credits

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Priority Groups

• Lone parents receiving Income Support
• People receiving Incapacity Benefit
• Long term unemployed
• Multiple barriers to employment
• Disadvantaged Wards (super output areas)

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• My contact details are
• Jason Vosa-Baigrie
• Waltham Forest Partnership Manager
• Walthamstow Jobcentre Plus
• 7 - 13 Westbury Road, Walthamstow, London E17 6RH
• 020 8210 3005 Fax [phone] (Shared)
• Mobile [phone]
• jason.vosa-baigrie_at_jobcentreplus.gsi.gov.uk

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Floyd Millen

• Programme Director
• Black Training Enterprise Group (BTEG)

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Outline

• Functionalism or Equality
• History
• Contract culture its limitations
• Building Futures
• The Way ahead

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BTEG TALENT BUILDING FUTURES JOBS ECO-SYSTEM
2005
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ABOUT THE PROGRAMME

• The project is known as Building Futures - Jobs
  Ecosystem
• Funded by HM Treasury for 3 years
• Delivery Partners include BTEG, Talent and
  locally based BME frontline organisations
• Department for Work Pensions is the sponsor
  Department
• Targets five London boroughs

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What will the project do?

• Engage 3500 BME individuals from African,
  Caribbean, Pakistani and Bangladeshi backgrounds
  through VCS (under 24s/women)
• At least 35 engaged into employment
• Of the 1225 individuals placed, at least 1050
  (30) will sustain employment for 10 of 13 weeks
  (post placement support)
• Deliver career progression support that will see
  at least 800 people progress in employment

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Big Picture

• Test a radically innovative new way of
  collaborative working between the three sectors
• Increase the capacity of the VCS in the long-term
• 3.9m over 3 years (25 match funding
  requirement)
• Help reduce the BME/White employment gap

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right people for the right jobs- The Camden
Working Experience.

• John Spindler
• JSA-Solutions LTD

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Who are we ?

• Boutique Regeneration Consultancy
• Programme developers managers for London
  Borough of Camden/ LDA on Camden Working
  Innovation Central.
• Contract Managers of Meganexus.

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Camden Working Challenges

• No Single Gateway to Employment Services in the
  borough for job seekers or employers.
• No borough focused site for job vacancies/
  training opportunities.
• No referral of clients across providers.
• Little joint working between providers.
• No means to track progress of job seekers.
• Service Commissioners had no easy way to monitor
  or check providers performance.

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www.camdenworking.co.uk
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CWM Website Functions

• Job-Seekers -
• Create mini-CV by entering their skills and
  experience etc.
• Access the System 24/7to search for vacancies and
  training courses

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JobSeeker Search
Online Work Profile
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CWM Website Functions

• Job-Brokers/ Employers
• Capture data on job-seekers through single client
  registration/client management database.
• Candidate/ job match
• Relationship manage candidates/employers
• Reporting (Outputs, Referrals, Demographic)
• Vacancy management/ Vacancy Sharing.
• Advertise/ target services SMS/E-mail.

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Vacancy Search
Vacancy Details
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Achievements

• 1767 registered job seekers
• 50-100 new job-seekers each week
• 100-200 active vacancies each week
• 12 partner members- (IAG, Training, Job Brokerage
  providers, RSLs, Employers)
• 600 job seekers being managed by partners through
  system.

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Camden Working Development Process

• Early decision to go for be-spoke system.
• Active involvement of prime users in design,
  development and implementation of the system.
• Integration of system with real world
  developments and agendas.
• Intensive Project Management
• Dedicated Content/Vacancy Manager

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How Technology Can Help The Job Brokerage Sector

Project Manager, MegaNexus
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Outline

• An overview (MegaNexus technology within the Job
  Brokerage industry)
• Key Benefits
• Summary

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MegaNexus Technology Job Brokerage

• An information management system that allows job
  brokerage organisations to
• Create a virtual network of employers, jobseekers
  providers
• Effectively match jobseekers with vacancies
• Generate reports, track monitor clients
• Promote services
• Partner with other organisations

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Virtual Network

• An online network of jobseekers, employers
  providers.
• The network is successful because it provides
  benefits to all users. Including
• Jobseekers
• Employers
• Providers

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Virtual Network (2)Jobseekers

• Empowering users create and manage their own
  account
• Quickly find local vacancies from a variety of
  sources
• Create online CV Profile that can be found by
  employers
• Access local support training information

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Virtual Network (3)Employers

• Quick, Easy, Cheap tool to advertise vacancies
• Find candidates based on their skills and
  experience
• Find an intermediary who can filter and match
  candidates
• E.g. Camden Working

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Virtual Network (4)Providers

• Helps map local services
• Coordinated provision
• Engage with
• Employers,
• Jobseekers

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Job Match

• Electronically search for ideal candidates based
  on skills
• Automatically match jobseekers to vacancies
• Send SMS about relevant vacancies

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CRM Tracking Monitoring

• Create action plans
• Record adviser-client interactions
• Get notification about future activities
• Easily manipulate your data in order to produce a
  variety of reports
• Lead organisations can use the system in order to
  track and monitor their service providers

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Partnership Network

• Standardize the process of collecting electronic
  details with your partners
• Consequently, making the process of reporting
  easier (i.e. Employ ULV Urban futures)
• Share information
• Avoid double counting
• Automate the referral process

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Targeted Distribution of Information

• Proactively send support training information
  to clients.
• Using SMS and/or email
• Match individuals with the appropriate training
  or support.
• Create a mailing list of individuals that are
  interested in a particular service.

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Summary

• Technology can provide a number of benefits to
  Job Brokerage organisations.
• As demonstrated within this presentation,
  MegaNexus has been helping several Job Brokerage
  organisations to
• Make the process of tracking monitoring as well
  as generating reports easier
• Promote services
• Increase the prospect of getting clients into
  work or training

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The Future of Work
Will Hutton CEO The Work Foundation
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The Knowledge Economy

• The required response to globalisation Asia
  changes international division of labour
• Includes all high value added activity hi tech
  manufacturing, creative and cultural industries
  to high value added knowledge services and
  service sector. Includes education and health
• Profound structural change creative
  destruction. The network the new paradigm.
  Recasting of relationship of individual to
  individual, individual to firm and state.

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Personalisation and networks

• Global brands and scale pivotal. Difficult to
  dislodge number one
• The disaggregated, porous corporation Dell,
  Wal-mart, Cisco.
• The nets role in co-ordination multi-location
  production, re-engineering distribution,
  recruitment, communication, and marketing
  channels
• From broadcast to podcast
• Individualisation fairness to me.

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Where are we?

• Individualisation Tesco personalised shopping,
  Xbox, pay and reward, banking on your house
• Financial deregulation, housing market, equity
  withdrawal and leveraged spending key driver of
  UK economy
• UK major beneficiary of globalisation knowledge
  services important growth area ( 60 exports)
• Crucial role of soft institutional architecture
  from universities through headquarter effect
  to health

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Top line workplace trends

• Inflow 44 young people graduates ( 13 1980)
• Life expectancy lengthening over 60s 16 (2030)
• Hour glass labour market Symbolic analysts and
  commodity jobs
• Rising income inequality more contingent pay
• Gender pay gap not narrowing
• Long hours/job intensification
• Hi job satisfaction
• Perceived insecurity

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Knowledge economycommodity workers

• Share individualised culture seek respect but
  not necessarily willing to join union
• Expect fair-to-me pay packages
• Very cynical and hard to motivate
• Jealous of privileges given to knowledge workers
• Dissociation from work/low trust
• Respond to hands on, visible leadership

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Knowledge EconomyKnowledge workers

• Individualised pay and reward
• Demand high engagement
• Reputation conscious
• Psychological contract very important
• Demand autonomy
• Do not see unions as relevant
• Demand sophisticated communication

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Winner take all/ Loser lose all

• Knowledge workers on top of other advantages
  enjoy network effects. Housing knowledge
  networks winner take all.
• Very marked in top 1 per cent. Urban
  character/social mobility
• Commodity workers lack of access to networks,
  job churn, transactional relations, little
  equity, high insecurity, tempted by
  nationalism/racism, low feeling of self-esteem
• Policy challenge is to find response. Meganexus??
  

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Brokerage The Future for Employment Business
PANEL Q A
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Brokerage The Future for Employment Business
Thank you