Housing Associations

Only one in ten out-of-work older people and disabled people get help to find work each year (Learning and Work Institute, 2023)

Problem – Applying for jobs is an inexact science:

To begin with, discovering suitable opportunities is difficult due to the multitude of job search platforms competing for your attention. Moreover, there is often a scarcity of matches based on your previous job title, which might have been arbitrarily created without adhering to any standardised job classification system. This raises the question of why there are so many diverse job titles for the same role; does your job title really describe what you do? Maybe you don’t know what you want to do. Or you want to do something different. You might not be able to do the job you’ve always done. Even if you can find a desirable job opening, the application process itself becomes time-consuming and repetitive. Even after investing significant effort, it can feel like you haven’t adequately showcased your skills and suitability. On average, each application requires over two hours to complete, with a waiting period of at least two weeks before hearing any response. If you haven’t been matched to the right vacancy or failed to effectively sell yourself, all the time and effort spent becomes futile. Consequently, you find yourself repeating this process over and over again.

Recent stats show that it takes about 100-200+ applications to receive one job offer!  In a further breakdown, you have an 8.3% chance of getting a job interview from a single job application.  That means it takes over 10 applications to get one interview and around 15 interviews to get one job offer (How Many Applications Does It Take To Get A Job?, Movement to Work, Feb 2022).

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How Skillsminer can help:

Structure your skills into actionable career pathways: Skillsminer’s revolutionary chatbot captures critical information consistently and extracts meaning from your experiences. It has been specifically designed to map individuals to the right opportunities and expedite their ability to quickly and effectively apply for jobs. 

In less than 5 minutes we ascertain hundreds of skills, each one of them a commodity to both you and an employer, some of which you may not have been conscious of. We also profile the softer skills that are crucial in many values-based organisations. 

And we don’t stop with just the insight of skills. We then map those skills to a personally curated menu based on 1,000,000 jobs, 3,000 occupations, 15,000 qualifications, 40,000 online courses and 50,000 video resources. These incorporate promoted jobs and opportunities that are created by other parties in the ecosystem such as recruiters and education providers. Our Application As sistant generates powerful content to be exported into a CV, resume, covering letter, or online application in under 10 minutes. 

With this range of tools at your disposal you can upskill, find and apply for jobs 9 times quicker than traditional methods.

Skillsminer provides a one stop career guidance tool that identifies the skills that enable YOU to be successful in your career.

According to a survey by the National Housing Federation in the UK, 69% of housing associations reported difficulties in recruiting individuals with the right skills and experience for their vacant positions.

Problem – Recruiting is a long, costly and inefficient process:

Recruitment is a time-consuming, expensive, and inefficient undertaking. It involves obtaining the necessary authorisation, crafting job descriptions, seeking approval for those descriptions, paying for advertising, reviewing each application, shortlisting candidates, conducting interviews, extending job offers, and, if all goes well, securing an acceptance. Additionally, there’s the operational aspect of identifying skills gaps and providing training to new hires until they become productive. This entire process can span a year or more in certain fields. The sluggishness – which averages 41 days from approval to offer – and resource intensiveness – which averages 45 minutes per application – may lead some organisations to delegate the task to external recruiters, who, in turn, typically charge a fee of 20% of the salary as compensation for their services.

On an average online job posting, 1,000 individuals will see the job post, 200 will begin the application process, 100 will complete the application, 75 of those 100 resumes will be screened out by either an Applicant Tracking System or by a recruiter, 25 resumes will be seen by the hiring manager, 4 to 6 will be invited for an interview, 1 to 3 of them will be invited back for final interview, 1 will be offered that job and 80 percent of those receiving an offer will accept it (How Many Applications Does It Take To Get A Job?, Movement to Work, Feb 2022).

Solution – Proactive skill-based recruitment:

Skillsminer’s recruitment software takes the heavy lifting out of finding talent, by tackling the most time consuming aspects of the recruitment process: Under 3% of applications on average are actually seen by a hiring manager, so passive recruitment is not efficient or effective. We proactively identify hidden talent based on skills, not just a job title. By tagging one of three thousand unique occupations we produce default skills, style and interest profiles for prospective recruits to match against. These can be tweaked to meet your exact requirements and then Skillsminer does the rest. We find the closest candidates to match your exact requirements. That provides you with the assurance that any new recruit will have the right stuff required to succeed.

As profiles are generated via our chatbot it means data is consistent which sidesteps the problem of parsing where those with the bigger profiles or CVs will always score higher by subconsciously gaming the AI.

By providing instant access to active talent rather than waiting passively for reams of CV’s to land on your desk, by shorting the shortlisting procedure and reducing advertising fees Skillsminer saves you 60 hours and £2,500 per vacancy whilst providing you access to hidden talent with the right skills to succeed and improve your productivity.

Skillsminer enables YOU to maximise the value of hidden skills now and prepare you for the economy of the future.

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How Skillsminer can help:

Increased Quality of Hires: A study by LinkedIn found that companies that implemented proactive recruitment strategies experienced a 28% increase in the quality of their hires.

Skillsminer helps improve the quality of hires by focusing on proactive skills-based recruitment. It enables housing associations to identify candidates with specific expertise, values and interests required for various roles within the organisation. By targeting candidates based on their skills, housing associations can ensure that they hire individuals who possess the necessary competencies and are a good fit for the organisation.

Improved Employee Retention: According to a survey conducted by Gallup, employees who believe their organisation is committed to their development are 40% more likely to stay with the company.

Skillsminer helps housing associations focus on skills and provides opportunities for growth and development. Rather than providing generic CPD content each employee is provided with curated content based on their role and needs. By investing in employee development and offering career advancement prospects, housing associations can increase employee engagement and satisfaction. This commitment to employee development fosters a sense of loyalty and makes employees more likely to stay with the company, as demonstrated by Gallup’s survey findings.

Cost Savings: The Society for Human Resource Management (SHRM) estimates that the average cost of a bad hire can range from 30% to 150% of the employee’s annual salary.

By employing proactive skills-based recruitment practices, Skillsminer reduces the likelihood of making costly hiring mistakes. Skillsminer helps housing associations identify candidates with the right skills and values, minimising the risk of hiring mismatches and resulting in significant cost savings in the long run.

56% of staff expect to move on from the social housing sector for better salaries, benefits and career opportunities meaning replacement demand will ramp up significantly (Inside Housing, 2022).

Problem – Succession planning or talent mobility is impossible to quantify:

Understanding workforce data to effectively manoeuvre employees into different roles or projects is, in most cases, unmanageable. Firstly, there is rarely structured data on the quantifiable skills of employees or comparable data on the requirements of roles or projects. As a result, decisions are often made based on qualitative input such as the opinion of a line manager who will subjectively measure skills and attitude. Whilst this information is useful it seldom reflects the occupational skills, knowledge and competencies required of a specific role. And  faced with the risk that 85 million jobs could be displaced by a shift in the division of labour between humans and machines (Global Risks Report, World Economic Forum, 2023) this is a pressing issue that needs to be addressed. Another consequence of unintelligible workforce data is employee stagnation, employees incorrectly assigned to new roles or projects, or worst of all, employees will often move to the competition.

Solution – Evidence-based decisions on the productivity and future of your workforce:

Skillsminer enables you to profile every employee in your workforce and visualise their skills in detail. Following the 5 minute onboarding process they’ll have access to training resources or internal opportunities – all in one place. Strategically, Skillsminer can help you make the best decisions on how to deploy your workforce, recognise hidden talent for projects, identify high-performers for succession planning which will, in turn, reduce turnover and friction.

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How Skillsminer can help:

Retaining talent: According to a study conducted by the Society for Human Resource Management (SHRM), the average cost to replace an employee is about 6 to 9 months of their salary. 

By providing opportunities for internal talent mobility, housing associations can retain skilled and experienced employees. Employees who have been with the organisation for a while have valuable knowledge and understanding of its operations, policies, and culture. Skillsminer can support housing associations in retaining talent by identifying the skills and expertise of existing employees. It can analyse the knowledge and experience of employees and recommend internal mobility opportunities that align with their interests and career goals.

Cost savings: The Society for Human Resource Management (SHRM) found that the average cost of replacing an employee can range from 90% to 200%. 

Hiring externally for higher-level positions can be costly, involving recruitment fees, onboarding expenses, and potential relocation costs. By promoting internal talent mobility, housing associations can reduce these costs and leverage existing employees who already have a strong understanding of the organisation’s goals, values, and processes. By facilitating internal talent mobility, Skillsminer can identify employees who have the potential to fill higher-level positions or take on additional responsibilities. This minimises recruitment costs, onboarding expenses, and relocation fees associated with hiring external candidates. 

Succession planning: According to a study by Bersin by Deloitte, internal hires typically have lower recruitment costs and shorter time-to-fill compared to external hires. 

Skillsminer can aid in succession planning by identifying potential leaders within the housing association. By analysing the skills, experiences, and performance of employees, Skillsminer can identify individuals who show potential for leadership roles. It can recommend targeted development opportunities and mentorship programs to groom these employees for future leadership positions. This ensures a smooth transition and continuity of leadership within the organisation when key positions become vacant.

People who rent their home from the council or a housing association are twice as likely to be unemployed and three times as likely to be economically inactive than private renters or homeowners. Social tenants who are in work are more likely to be in insecure work and on low pay (Housing and Employment, Learning and Work Institute, 2023).

Problem – Career guidance outputs are incomplete and caseload sizes are limited:

Career Guidance is not limited to the National Career Service; similar roles exist in colleges, training providers, local government, housing associations, employability programmes and almost every employment support initiative. 

There are thousands of different occupations, each with unique skill requirements and individual jobseekers are even more inimitable. It is impossible for career guidance professionals to take so many nuanced variables into consideration and accurately calculate the right occupations for an individual. Instead, a “square peg in a round hole” situation develops where guidance is based on the limitations of the career guidance professionals’ knowledge of certain sectors and the labour market around them. This is, of course, incredibly valuable information but lacks the breadth of the big picture of universal occupational knowledge and the macro labour market intelligence required to make truly evidence-based decisions. A typical career guidance appointment lasts 60 minutes as the advisor has to interview and extract the details of an individual before any work can begin on action planning. Where subsequent appointments are required, for example, in relation to employability programme approaches the average is 45 mins where the majority of time is devoted to ascertaining activities since the last episode. 

This very resource intensive activity limits the size of caseloads and as a result many cohorts are unable to receive the support they require. For example, only one in ten out-of-work 50-64-year-olds and disabled people get help to find work each year (Learning and Work Institute, 2023).

Solution – Manage large caseloads, with greater insight and action planning collateral:

Skillsminer’s caseloading tool enables Career Coaches to view relevant acumen on every individual assigned to you and your organisation. Our technology has been developed to maximise the effectiveness of any organisation responsible for the upskilling and placement of individuals into work. A full user-based hierarchy ensures the right people see the right detail which allows them to make evidence-based decisions using aggregated organisational level information or granular action planning insight provided by the raft of data available.

Career Coaches understand the composition of skills, knowledge, competencies, culture and interests to help individuals make the best possible career choices. They can co-jobsearch with jobseekers or even do remote jobsearch for the hardest-to-help. They can create access to resources and interventions. Having access to this incredible knowledge ahead of each appointment saves up 40% every time as the data is readily available, thus enabling a larger caseload. Providing supported access to Skillsminer for individuals has been proven to increase job outcome rates by 8%. 

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How Skillsminer can help:

Tenancy Sustainment: 38% of lead tenants in households in a new General Needs letting were employed in 2021/22. The remainder include the unemployed, retired, those unable to work due illness and those not seeking work (Social housing lettings in England, tenants: April 2021 to March 2022, ONS, 2023). 

Skillsminer can contribute to tenancy sustainment efforts by improving tenants skills and employment opportunities and, as a result, their income and ability to pay their rent.  The caseload management tool allows support teams to provide in-depth or light touch support to their tenants.  For those tenants with greater self-efficacy they can be left to use Skillsminer unguided – meaning the platform can be shared via all tenants. This personalised approach helps to enhance tenant engagement, reduce arrears, and improve overall tenancy sustainment.

Corporate Social Responsibility: Fifty-eight percent of organisations that currently have a strong and clear sense of purpose experienced 10 percent or more growth during the last three years (Corporate Social Responsibility, Harvard Business School, 2021).

Skillsminer supports Housing Associations in fulfilling their corporate social responsibility (CSR) objectives by supporting tenants who require re-skilling or access to employment opportunities. By leveraging AI-driven insights, Housing Associations can align their CSR efforts with the specific needs and aspirations of their tenants and communities.

Rent Payments: The median weekly rent for new social housing lettings in 2021/22 was £89 (Social housing lettings in England, tenants: April 2021 to March 2022, ONS, 2023). 

Skillsminer enables more individuals to become employed or enter higher-paying jobs. This increased economic activity leads to higher incomes, ultimately resulting in a greater ability to pay rent. This helps to minimise arrears and ultimately enhance the financial sustainability of the Housing Association.

Get in touch to see how Skillsminer can work for you and your business