Sheffield City Region Skills Gap

After nearly 10 years since this major report, does the Sheffield City Region still have a Skills Gap?

Betweenness centrality in the South Yorkshire skills systemNetwork diagram of 39 skills-system variables. The ten most central sit on a rising diagonal from Inward Investment and Anchor Employers at lower left to Hard-to-Fill Vacancies at upper right, with their driver variables in two bands beneath. Hard-to-Fill Vacancies is by far the largest and darkest node, lying on more than three times as many shortest paths as any other variable and sitting in 15 of the 20 feedback loops. SCR Skills Pool SCR Skills Pool Skills Pool Reachable by an Employer Skills Pool Reachable by an Employer Hard-to-Fill Vacancies Hard-to-Fill Vacancies Employer Business Growth Employer Business Growth Vacancies Created Vacancies Created Senior / Progression Roles Available Senior / Progression Roles Available Regional GVA & Job Creation Regional GVA & Job Creation Awareness of SCR Opportunities Awareness of SCR Opportunities Inward Investment & Anchor Employers Inward Investment & Anchor Employers Centres of Excellence Centres of Excellence SCR Attractiveness to Skilled People SCR Attractiveness to Skilled People In-migration of Skilled Applicants In-migration of Skilled Applicants Out-migration / Graduate Leakage Out-migration / Graduate Leakage Perceived Career Progression in SCR Perceived Career Progression in SCR Employer–Educator Collaboration Employer–Educator Collaboration Curriculum Relevance to Employer Needs Curriculum Relevance to Employer Needs Work Experience & Placement Provision Work Experience & Placement Provision Applicant Work Readiness Applicant Work Readiness Soft Skills & Attitude Gap Soft Skills & Attitude Gap Technical Skills Gap Technical Skills Gap Perceived Value of Apprenticeships & Vocational Routes Perceived Value of Apprenticeships & Vocational Routes Employer-led Apprenticeship & Training Programmes Employer-led Apprenticeship & Training Programmes Careers Advice Quality (CEIAG) Careers Advice Quality (CEIAG) Recruitment Channel Breadth Recruitment Channel Breadth Narrow Recruitment Criteria Narrow Recruitment Criteria Recruitment Process Quality & Speed Recruitment Process Quality & Speed Employer Brand & Applicant Goodwill Employer Brand & Applicant Goodwill Employment Package Competitiveness Employment Package Competitiveness Applicant Response Rate to Vacancies Applicant Response Rate to Vacancies Commute Burden Commute Burden Training & Development Investment Training & Development Investment Time Constraint on Training & Hiring Time Constraint on Training & Hiring Cost of Training Cost of Training Leadership & Management Capability Leadership & Management Capability Perceived Poaching / Free-rider Risk Perceived Poaching / Free-rider Risk Job Satisfaction & Culture Job Satisfaction & Culture Retention of Skilled People Retention of Skilled People Staff Turnover Staff Turnover Policy Intervention Policy Intervention NODE SIZE AND TONE = BETWEENNESS 0 55 1634 Node tone and link tone run on separate scales. LINK WIDTH AND TONE = EDGE BETWEENNESS 6 57 541 LINK STYLE moves in the same direction (+) moves in the opposite direction (−) effect arrives after a delay LEAST CENTRAL MOST CENTRAL Drawn from a 52-variable, 128-link network with 20 feedback loops. Betweenness read from the file (Brandes, unweighted, directed) and computed on the complete network; the 13 least central variables are omitted here, leaving 39 variables and 94 links. Omitted: Ageing Workforce; Applicants’ Chance to Demonstrate Skills; Development Expectation Gap; Employer Collaboration on Training (‘Coopertition’); Family / Carer Advice Role; Housing Range & Affordability; Loyalty from Being Given a Chance; Quality of Life & Leisure Offer; Salary Competitiveness; SCR Brand & Outward Promotion; Single Skills Information Platform; SME & Micro-Employer Predominance; Transport Access & Affordability. Hard-to-Fill Vacancies lies on more of the network’s shortest paths than any other variable — over three times as many as the next — and sits in 15 of the 20 feedback loops: the junction most changes have to travel through.
Betweenness centrality in the South Yorkshire skills system. Node size and tone show how many of the network’s shortest paths run through each variable; link width and tone show the same for each connection. Tap or click to enlarge.