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Lifelong learning for lifelong employment

Learn how analytics can fuel better labor market outcomes.


There is a major disconnect between education and the labor market. All stakeholders in the system—universities, high schools, ministries of education, employers and labor market agencies—have data, but it sits in silos. These vast stores of data are not used in a systematic, institutionalized manner to support learning that contributes to sustainable employment. For instance, while many agencies use analytics to measure labor market outcomes, only 38 percent of public employment services are applying it to lifelong learning efforts.1

To deliver public service for the future, public employment services must move beyond one-off, project-based data exploitation. The tools are there. It’s a matter of using that data to enable lifelong learning that can help workers find long-term employment, and help employers find long-term employees.

To support lifelong learning, analytics can help labor market agencies to understand the demand of the future labor market, which will inform the supply side and, ultimately, reveal how education can support all dimensions.

1 Accenture 2015 Labor Organizations Research

Key Findings

  • Of labor market agencies surveyed, less than half (44 percent) use analytics to shape the curriculum of education/training the needs of employers and job seekers.

  • Eighty-five percent of labor market agencies surveyed say it would be helpful to use analytics to provide workforce agencies and departments with segmentations to help map interventions or programs to individuals’ backgrounds.2

    According to Accenture’s Jobs and Skills study, 74 percent of citizens surveyed in France, 66 percent in Germany, 67 percent in the UK and 65 percent in Singapore believe that closer links between public employment services, businesses and the education sector would help ensure that the workforce has the skills required for jobs now, and in the future.


Digital tools can help to change the fact that job seekers, employers and government institutions are working in silos, achieving suboptimal results in spite of their best efforts. Digital platforms can connect the complex stakeholder system so that employers, education providers and other public authorities can work together to address skills demand, create jobs and tackle other challenges jobseekers might have.

2 Accenture 2015 Labor Organizations Research


Understand skills demand to supply skilled labor. Analytics will help agencies to understand the future demand of the labor market and analyze the existing supply and the future supply that will come out of educational and training institutions.

Identify skills gaps and then upskill or reskill people accordingly. Analytics will help agencies to understand the skills and preferences of the present and future workforce (e.g. upcoming graduates). What are their capabilities? Where can interventions help close any skills gaps? Predictive analytics can be used to detect and predict skill gaps in certain regions and industries and forecast career options in other regions, in higher-qualified jobs and across industries.

Connect the ecosystem to Identify that interventions are working. Interconnectedness with education providers and other actors is lagging, despite common critical missions that include closing skills gaps, employability and lifelong learning. To bring together the currently fragmented ecosystem, a central body must have access to and ownership of all relevant data so that public/private actors in the system can track skills, work preferences, work history, and other related circumstances.

Binder Rainer

Rainer Binder

Managing Director
Global Employment Lead, Accenture Health & Public Service