Reference metadata describe statistical concepts and methodologies used for the collection and generation of data. They provide information on data quality and, since they are strongly content-oriented, assist users in interpreting the data. Reference metadata, unlike structural metadata, can be decoupled from the data.
The statistics shows the quarterly development in the real number of job vacancies and job vacancy rates in relation to the sum of job vacancies and occupied posts in the Danish labour market. The statistics are broken into economic activity and size, which makes it possible to monitor and analyse the scope and structure of the demand for labour by industry and size level of the workplaces. Furthermore, the number of job vacancies and job vacancy rates at regional level are estimated.
The statistics show the quarterly development in the real number of job vacancies and job vacancy rates in relation to the sum of job vacancies and occupied posts in the Danish labour market. The statistics are broken into economic activity and size, which makes it possible to monitor and analyse the scope and structure of the demand for labour by industry and size level of the workplaces. Furthermore, the number of job vacancies and job vacancy rates at regional level are estimated.
2.2. Classification system
The quarterly data are broken down by economic activity (at section level) in accordance with NACE Rev. 2 - Statistical classification of economic activities in the European Community.
2.3. Coverage - sector
Business Units primarily covered by the private sector belonging to section B to N (defined by NACE Rev. 2) as follows:
(2) Manufacturing, mining and quarrying, electricity, gas and water supply (B+C+D+E)
(3) Construction (F)
(4) Wholesale and retail trade, transport, etc. (G+H+I)
(5) Information and communication services (J)
(6-7) Financial intermediation, insurance and real estate (K+L)
(8) Business activities (M+N)
Data do not cover:
(1) Agriculture, forestry and fishing (A)
(9) Public administration, education and health (O+P+Q)
(10) Culturel, leisure time and other activities (R+S)
A complete description of the industrial classification is available in the publication Dansk Branchekode 2007 (Danish Industrial Classification of All Economic Activities 2007).
2.4. Statistical concepts and definitions
A 'job vacancy' is defined as a paid post that is newly created, unoccupied, or about to become vacant:
for which the employer is taking active steps and is prepared to take further steps to find a suitable candidate from outside the enterprise concerned; and
which the employer intends to fill either immediately or within a specific period of time.
‘Active steps to find a suitable candidate’ include:
notifying the job vacancy to the public employment services,
contacting a private employment agency/head hunters,
advertising the vacancy in the media (for example internet, newspapers, magazines),
advertising the vacancy on a public notice board,
approaching, interviewing or selecting possible candidates/potential recruits directly,
approaching employees and/or personal contacts,
using internships.
'Specific period of time’ refers to the maximum time the vacancy is open and intended to be filled. That period shall be unlimited; all vacancies for which active steps are continuing on the reference date shall be reported.
An 'occupied post’ means a paid post within the organisation to which an employee has been assigned.
2.5. Statistical unit
The statistical unit is the local unit defined as workplaces with at least one employee. On the basis of the workplace number, the workplaces are extracted from the Central Business Register of Statistics Denmark.
Fictitious workplaces: The population also comprises fictitious workplaces, i.e. workplaces to which employees without a physical workplace are grouped, e.g. salesmen, sailors and bicycle messengers.
2.6. Statistical population
The population consists of workplaces in the private sector associated in Sections B to N (defined by NACE Rev. 2), which has at least one employee. The population also comprises fictitious workplaces, i.e. workplaces to which employees without a physical workplace are grouped, e.g. salesmen, sailors and bicycle messengers.
2.7. Reference area
The statistics covers job vacancies in Denmark.
2.8. Coverage - Time
The Job Vacancy Statistics have been produced since 1st quarter 2010.
2.9. Base period
Not applicable
The statistics are compiled with use of a digital questionnaire, with a quarterly survey population of approximately 7,000 local units. Data are corrected for errors and an imputation is conducted for not reported data.
3.1. Source data
Identification of the source of the data
Job vacancy questionnaire
Coverage
Geographical
NUTS_2 [5 regions (DK01 – DK05) and Fictitious workplaces (DKZ)]
NACE
B to N (NACE Rev. 2)
Enterprise size
1+ employees
10+ employees
Definition of the statistical unit
The statistical unit are business units (workplaces) with at least one full time employee (at the time we are drawing the sample).
Remarks
None
Sampling design
Base used for the sample
On the basis of the business units (workplace number), the business units are extracted from Statistics Denmark’s Central Business Register.
Sampling design
The sampling is allocated proportional to the number of business units and employees in each stratum. A minimum of 10 business units are included in each stratum, but in the case where there are less than 10 business units in the stratum we include them all. Furthermore, we have ‘take-all’ strata for business units with more than 100 employees.
Retention/renewal of sampling units
All business units with more than 100 employees participate each quarter. For the rest of the sample we have a rotating panel design with 12 panels. This means that business units with less than 100 employees participate 12 quarters in a row. We have a theoretical overlap at approximately 92 %, but the realistic overlap is typically 85 %.
Sample size
Approximately 7 000 business units (workplaces) each quarter.
Stratification
13 industries (B – N defined by NACE Rev. 2) and 6 size bands (1-5, 5-10, 10-20, 20-50, 50-100 and 100+ employees).
Other sources
Maintenance agency
Not applicable
Updating frequency
Not applicable
Rules for clearance (of outdated information)
Not applicable
Voluntary/compulsory reporting and sanctions
Not applicable
Remarks
Not applicable
3.2. Frequency of data collection
Reference dates
The reference dates are the second Wednesday each month. Even though the statistics are published quarterly, data are collected monthly, and consequently the quarterly sample is equally distributed over the three months of the quarter. The variation among the workplaces in each individual stratum is equally distributed, and each individual workplace is only selected once every quarter.
3.3. Data collection
Brief description of the data collection method(s)
Remarks
The job vacancy data must be reported digitally by using the Telephone data entry system or on the Internet by using a digital signature. On the reference date (which is the second Wednesday of the month) the business units receive a digital letter requesting the data. The business units normally have 14 days for reporting data punctually. The businesses are legally obliged to report data for the statistics. Therefore, businesses will be reminded of this duty if they do not report data. In case the companies still lack to report, we will send a registered letter stating that failure to report data will result in a police notification, cf. the Act on Statistics Denmark.
3.4. Data validation
The data is continuously subjected to data editing and correction. In order to ensure that data is reported for the individual workplace, the number of employees reported is validated with the register-based information concerning the number of employees from The Central Business Register of Statistics Denmark. If there are major differences in the data reported, compared to the data stored in the Central Business Register, we will contact the workplace for the purpose of verifying the data reported.
The data on job vacancies are also scrutinised in relation to the number of employees reported, and if there are any major differences in the data reported on the number of job vacancies, compared to the number of employees that is expected for a workplace of the size stated, we will contact the workplace.
In connection with subjecting the data to editing and correction, we thoroughly review about 10 per cent of the reported data and contact about 3-4 per cent of the workplaces. It must be assumed that not all errors are detected, and consequently some sample errors remain.
For the business units with more than 100 employees which have not reported data an imputation is conducted.
3.5. Data compilation
Brief description of the weighting method
Weighting dimensions
For the compulsorily selected workplaces (more than 100 employees) which have not reported data or have been exempted from reporting an imputation of data is conducted. The method is ratio imputation from the program Banff.
As a first choice, the imputation is done in relation to business units within the same business and as a second choice to business units within the same stratum.
We make an effort to ensure that all compulsorily selected workplaces have reported data, so that the imputation is only conducted for those workplaces which for one reason or another have been exempted from reporting.
When grossing-up the strata holds their design weights as a starting point, but are in some cases adjusted with the model-assisted estimator.
Statistics Denmark estimates the number of job vacancies (and occupied posts) by using the generalised regression estimator with the number of registered employees (through the Central Business Register) in each business unit as auxiliary information. When grossing-up Statistics Denmark uses model-assisted estimation from the program CLAN.
3.6. Adjustment
Every time we publish a new quarter we also publish revised data from the previous four quarters. The main reason for this is that we receive data from business units which do not report data punctually. As a consequence, on-going error correction of reported data takes place.
The number of job vacancies tends to decline between 0.5-1.5 per cent while the job vacancy rates often are stable and never had a fluctuation greater than 0.1 percentage points before the data obtaining the status of final.
Data regarding third quarter 2010 and after has been revised in connection with the publication of second quarter 2015. The estimation method for the enumeration of exempted units with over 100 employees has been changed. This has had no impact on the vacancy rate and only a minimal impact on the number of vacancies.
4.1. Quality assurance
Statistics Denmark follows the principles in the Code of Practice for European Statistics (CoP) and uses the Quality Assurance Framework of the European Statistical System (QAF) for the implementation of the principles. This involves continuous decentralized and central control of products and processes based on documentation following international standards. The central quality assurance function reports to the Working Group on Quality. Reports include suggestions for improvement that are assessed, decided and subsequently implemented.
4.2. Quality management - assessment
As with all other sample-based statistics, there are some sample errors associated with the estimates. The information on the statistical uncertainty is used for assessing to which extent a change in, e.g. the number of job vacancies reflects some degree of uncertainty or the increases or falls are real. The margins of sample errors are influenced by the sample size, and the statistical uncertainty is reduced by 50 per cent when the sample size is increased fourfold.
As is the case in other EU Member States, the variation coefficient, which is the standard deviation in relation to the estimate, is used in calculating the sample errors.
Every quarter a sample is selected of approximately 7,000 workplaces with at least one full time employee at the time of selection. All workplaces with more than 100 employees are selected in the sample and the remaining part of the sample is based on random selection. The sample is stratified in accordance with 13 industries and 6 size groups. In connection with the selection of the sample, the workplaces are classified into the 6 size groups on the basis of the number of employees who are registered at the workplace according to Statistics Denmark's Central Business Register.
When the statistics are published the workplaces are re-classified, implying that they are classified to the size groups which correspond with the data reported on the number of employees. The reason for this re-classification is that register-based information is one year old. On the basis of new employment figures from Statistics Denmark's Central Business Register, the sample is optimised once every year with regard to movements, i.e. small workplaces which are now employing more than 100 persons are compulsorily selected, and large workplaces which are now employing less than 100 persons are released.
1/12 of the workplaces employing less than 100 persons are replaced every quarter. In this way, it is ensured that the sample size is maintained at the same level and that the sample gives an up-to-date picture of the number of occupied posts and job vacancies. This implies that a workplace employing less than 100 persons participates in 12 consecutive quarters and is subsequently exempted from participating over a long period of time. Workplaces employing more than 100 persons are compulsorily selected and consequently always participate in the sample. This is in compliance with Statistics Denmark's data supplier policy.
The businesses are legally obliged to report data for the statistics and failure to report data will result in a police notification, cf. the Act on Statistics Denmark. The response rate is normally over 95 per cent.
The data are continuously subjected to data editing and correction. In order to ensure that data are reported for the individual workplace, the number of employees reported is validated with the register-based information concerning the number of employees from Statistics Denmark's Central Business Register, and if there are major differences in the data reported, compared to the data stored in the Central Business Register, we contact the workplace for the purpose of verifying the data reported.
The data on job vacancies are also subjected to editing in relation to the number of employees reported. If there are any major differences in the data reported on the number of job vacancies, compared to the number of employees that is expected for a workplace of the size stated, we contact the workplace.
In connection with subjecting the data to editing and correction, we thoroughly review about 10 per cent of the reported data and contact about 3-4 per cent of the workplaces. It must be assumed that not all errors are detected, and consequently some sample errors remain.
For the compulsorily selected workplaces which have not reported data or have been exempted from reporting, imputation is conducted, in cases where it is possible, on the basis of the data reported from the same CVR nb. over the same period. We make efforts to ensure that all compulsorily selected workplaces have reported data, so that the imputation is only conducted for those workplaces which for one reason or another have been exempted from reporting. The program CLAN is used in connection with the raising of figures.
For the total number of occupied posts the variation coefficient were in 2024 between 0.7 and 1.6 per cent, while for the total number of job vacancies the variation coefficient were between 2,7 and 3.9 per cent. The coefficient of variation for a large part of the NACE sections and size classes are relatively high. The reason why the latter variation coefficient is relatively high is not due to the raising of figures or the design and size of the sample, but due to the great variations between the number of job vacancies reported and the many data reported concerning zero vacancies in each stratum.
Every time we publish a new quarter we also publish revised data from the previous four quarters. The main reason for this is that we receive data from business units which do not report data punctually. As a consequence, on-going error correction of reported data takes place.
The number of job vacancies tends to decline between 0.5-1.5 per cent while the job vacancy rates often are stable and never had a fluctuation greater than 0.1 percentage points before the data obtaining the status of final.
As with all other sample-based statistics, there are some sample errors associated with the estimates. The information on the statistical uncertainty is used for assessing to which extent a change in, e.g. the number of job vacancies reflects some degree of uncertainty or the increases or falls are real. The margins of sample errors are influenced by the sample size, and the statistical uncertainty is reduced by 50 per cent when the sample size is increased fourfold.
5.1. Relevance - User Needs
Description of the national users and their main needs
Remarks
The users of the statistics are primary the press, private companies, private persons and Eurostat. The statistic is used in analysis about the demand for labour and in the public debate. Data on job vacancies are collected in accordance with similar guidelines by all EU Member States, which implies that the statistics are suitable for comparing the development in the number of job vacancies across the EU Member States.
5.2. Relevance - User Satisfaction
Extent to which the needs of national users are satisfied (voluntary)
Remarks
The users in general view the Job vacancy statistics as an important and fast short term indicator.
5.3. Completeness
Description of missing variables and missing breakdowns of the variables
Report progress on the implementation measures regarding quarterly job vacancies statistics of Regulation (EC) No 453/2008, including :
a detailed plan and timetable for completing implementation
a summary of the remaining deviations from EU concepts
According to Regulation (EC) No 453/2008 there are no missing variables or missing breakdowns of the variables and there are no deviations from EU concepts.
Statistics Denmark has completed the implementation of the quarterly job vacancies statistics and there are no deviations from EU concepts.
5.3.1. Data completeness - rate
100% for NACE sections B-N
As with all other sample-based statistics, there are some sample errors associated with the estimates. As is the case in other EU Member States, the variation coefficient (CV), which is the standard deviation in relation to the estimate, is used in calculating the sample errors. For the total number of occupied posts the variation coefficient is under 1 per cent, while for the total number of job vacancies the variation coefficient is between 2.8 and 4.4 per cent. For the NACE sections and size classes the CV are relatively high. This is due to the great variations between the number of job vacancies reported and the many data reported concerning zero vacancies in each stratum.
6.1. Accuracy - overall
The overall accuracy of the statistics is considered high as the delimitation of the population is effected on the basis of Statistics Denmark's Central Business Register comprising the industry codes stated. Furthermore, the statistics are compiled in accordance with legislation and the reminder procedure is intensive, which results, as expected, in a response rate well over 98 per cent in 2024.
Response rate:
2024Q1: 98.6 %
2024Q2: 98.6 %
2024Q3: 98.7 %
2024Q4: 98.3 %
2024 Total: 98.5 %
For the business units with more than 100 employees which have not reported data, an imputation is conducted. The imputation rate was in 2024 less than 0.4 per cent.
The number of job vacancies tends to decline between 0.5-1.5 per cent while the job vacancy rates often are stable and never had a fluctuation greater than 0.1 percentage points before the data obtaining the status of final.
6.2. Sampling error
As with all other sample-based statistics, there are some sample errors associated with the estimates. The information on the statistical uncertainty is used for assessing to which extent a change, e.g. in the number of job vacancies, reflects some degree of uncertainty or the increases or falls are real. The margins of sample errors are influenced by the sample size, and the statistical uncertainty is reduced by 50 per cent when the sample size is increased fourfold. As is the case in other EU Member States, the variation coefficient, which is the standard deviation in relation to the estimate, is used in calculating the sample errors.
For the total number of occupied posts the variation coefficient is under 1 per cent, while for the total number of job vacancies the variation coefficient normally is under 5 per cent. The coefficient of variation for a large part of the NACE sections and size classes are relatively high. The reason why the latter variation coefficient is relatively high is not due to the raising of figures or the design and size of the sample, but due to the great variations between the number of job vacancies reported and the many data reported concerning zero vacancies in each stratum.
The variation coefficient CV for job vacancies for the year 2024:
Manufacturing, mining and quarrying and utility services (B+C+D+E): between 3.3 and 5 per cent.
Construction (F): between 9.3 and 10.8 per cent.
Trade and transport etc. (G+H+I): between 4.7 and 5.1 per cent.
Information and communication (J): between 10.2 and 12,4 per cent.
Financial, insurance and real estate (K+L): between 8.5 and 11.6 per cent.
Other business services (M+N): between 6.4 and 11.4 per cent.
Total (B-N): between 2.7 and 3.9 per cent.
See 6.2.1.
6.2.1. Sampling error - indicators
Coefficient of variation (taking into account the sampling design) or estimated sampling error for the number of job vacancies (see guidelines).
In all four quarters of 2024 the coefficient of variation for the number of job vacancies in NACE section B-N is between 2.7 and 3.9 per cent.
The coefficient of variation for a large part of the NACE sections and size classes are relatively high. This is not due to the raising of figures or the design and size of the sample, but due to the fact that approximately 55-60 % of the business units report that they have zero vacancies, which implies a huge variation between the numbers of job vacancies in each stratum.
6.3. Non-sampling error
Information on variables with non-negligible measurement and processing errors
Information on main sources of (non-negligible) measurement and processing errors and, if available, on methods applied for correction
Estimation bias: An assessment of the non-sampling errors, in terms of the absolute number of vacant posts, for the total number of job vacancies and, where possible, for aggregation level of NACE Rev. 2 specified in Annex 1 to this Regulation and size classes (1-9, 10 + employees).
Remarks
In the Job Vacancy Statistics the sampling frame is the Central Business Register, which covers all registered businesses in Denmark. The register is currently updated on a daily basis and is expected to have full coverage.
Every quarter a new sample is extracted from the Central Business Register and at that moment there are very few differences between the register and the sample. As times goes the register will be updated (some business units are no longer statistically active and new business unit have entered the register). Before grossing-up we update the sample with information on business units no longer statistically active. Unweighted is the over coverage below 1 per cent.
Errors caused by (partial) non-response, incorrect submitted data and misunderstandings are sought to be minimised by repeated reminders (response-chasing) and a thorough error-checking of the submitted data.
It is mandatory to submit data electronically, either by the website virk or by the telephone entry system, and it is not possible to submit a form with blank fields. Partial non-response is therefore zero.
The response rate is high due to the fact that the businesses are legally obliged to report to the statistics. Un-weighted the unit non-response rate is below 5 per cent.
Even though the statistics are published quarterly, data are collected monthly, and consequently the quarterly sample is equally distributed over the three months of the quarter. The variation among the workplaces in each individual stratum is equally distributed, and each individual workplace is only selected once every quarter. The aim is to fill job vacancies throughout the quarter and avoid variation due to e.g. holiday periods.
The Job Vacancy Statistics only imputes unit non-response for business units with more than 100 employees, and the imputation is done just before the enumeration procedure.
The method is ratio imputation from the program Banff. As a first choice, the imputation is done in relation to business units within the same business and as a second choice to business units within the same stratum. The number of job vacancies (and occupied posts) is estimated by using the generalised regression estimator with the number of registered employees (through the Central Business Register) in each business unit as auxiliary information.
In the enumeration process the model-assisted estimation from the program CLAN is used.
The main source of (non-negligible) measurement error connected with job vacancies reports is uncertainty among the respondents regarding how to measure job vacancies and which units they have to report data for (business unit or the entire business). Furthermore, we have some business units called ‘fictitious workplaces’, i.e. business units in which employees without a physical workplace are grouped, e.g. salesmen and sailors. Reporting data for these fictitious workplaces can sometimes be difficult.
Statistics Denmark is aware of the problem with these measurement errors. Most of the measurement errors are captured in micro validation where corrections to the reported data are made.
The main source of job vacancies reports with (non-negligible) measurement error is confusion among the respondents regarding how to measure job vacancies and which units they have to report for (business unit or the entire business). Furthermore, we have some business units called ‘fictitious workplaces’, i.e. business units in which employees without a physical workplace are grouped, e.g. salesmen and sailors. Reporting data for these fictitious workplaces can sometimes be difficult. Statistics Denmark is aware of the problem with these measurement errors. Most of the measurement errors are captured in micro validation where corrections to the reported data are made.
Statistics Denmark does not have an assessment of the non-sampling errors.
6.3.1. Coverage error
Description of any difference between the reference population and the study population
Description of classification errors
Description of any difference between the reference dates and the reference quarter
Any other relevant information
Statistics Denmark applies registers that are expected to have full coverage. In the Job Vacancy Statistics the sampling frame is the Central Business Register, which covers all registered business in Denmark. The register is currently updated on a daily basis.
Every quarter a new sample is extracted from the Central Business Register and at that moment there are very few differences between the register and the sample. As times goes the register will be updated (some business units are no longer statistically active and new business units have entered the register). Before the enumeration the sample with information on business units that are no longer statistically active is updated.
Unweighted the over-coverage is below 1 per cent.
None
None
None
6.3.1.1. Over-coverage - rate
Statistics Denmark applies registers that are expected to have full coverage. In the Job Vacancy Statistics the sampling frame is the Central Business Register, which covers all registered business in Denmark. The register is currently updated on a daily basis.
Every quarter a new sample is extracted from the Central Business Register and at that moment there are very few differences between the register and the sample. As times goes the register will be updated (some business units are no longer statistically active and new business units have entered the register). Before the enumeration the sample with information on business units that are no longer statistically active is updated.
Unweighted the over-coverage is below 1 per cent.
6.3.1.2. Common units - proportion
Not applicable.
6.3.2. Measurement error
Errors caused by (partial) non-response, incorrect submitted data and misunderstandings are sought to be minimised by repeated reminders (response-chasing) and a thorough error-checking of the submitted data.
Statistics Denmark assumes that the number of job vacancies reported by the business units, in some degree, is a variable with non-negligible measurement error.
The main source of (non-negligible) measurement error connected with job vacancies reports is uncertainty among the respondents regarding how to measure job vacancies and which units they have to report data for (business unit or the entire business). Furthermore, we have some business units called ‘fictitious workplaces’, i.e. business units in which employees without a physical workplace are grouped, e.g. salesmen and sailors. Reporting data for these fictitious workplaces can sometimes be difficult.
Statistics Denmark is aware of the problem with these measurement errors. Most of the measurement errors are captured in micro validation where corrections to the reported data are made.
6.3.3. Non response error
See 6.3.3.1
6.3.3.1. Unit non-response - rate
Unit response rate
The response rate is high due to the fact that the businesses are legally obliged to report to the statistics.
Un-weighted the unit non-response rate is well below 5 per cent.
Response rate:
2024Q1: 98.6 %
2024Q2: 98.6 %
2024Q3: 98.7 %
2024Q4: 98.3 %
2024 Total: 98.5 %
It is mandatory to submit data electronically, either by the website virk or by the telephone entry system, and it is not possible to submit a form with blank fields. Partial non-response is therefore zero.
6.3.3.2. Item non-response - rate
It is mandatory to submit data electronically, either by the website virk or by the telephone entry system, and it is not possible to submit a form with blank fields. Partial non-response is therefore zero.
6.3.4. Processing error
See 6.3. non-sampling error.
6.3.4.1. Imputation - rate
Item imputation rate and methods and, where possible, the effect of imputation on the estimates for the variables transmitted
Statistics Denmark only imputes unit non-response for business units with more than 100 employees, and the imputation is done just before the grossing-up procedure. The imputation rate for the four quarters in 2024 are:
Imputations
Number of business units with more than 100 employees
Imputation rate
2024Q1
10
2 619
0.38 %
2024Q2
6
2 707
0.22 %
2024Q3
ne
ne
ne
2024Q4
3
2 631
0.11 %
It is not possible to transmit the effect of imputation on estimates.
6.3.5. Model assumption error
If modelling is used, include a description of the models used. Particular emphasis should be given to models for imputation or grossing-up to correct for unit non-response.
The method is ratio imputation from the program Banff. As a first choice, the imputation is done in relation to business units within the same business and as a second choice to business units within the same stratum. The number of job vacancies (and occupied posts) is estimated by using the generalised regression estimator with the number of registered employees (through the Central Business Register) in each business unit as auxiliary information.
In the enumeration process the model-assisted estimation from the program CLAN is used.
6.4. Seasonal adjustment
Brief description of seasonal adjustment procedures, in particular with regard to the European Statistical System guidelines on seasonal adjustment which have been endorsed and supported by the SPC.
The main figures for the number of vacancies and job vacancy rates are seasonally adjusted for normal fluctuations.
The seasonality is not significant in the rest of the series. In some of the series we see a pattern for some quarters, but unclear pattern for other quarters. Therefore it can be problematic to seasonally adjust the data.
Statistics Denmark revises published figures in accordance with the Revision Policy for Statistics Denmark. The common procedures and principles of the Revision Policy are for some statistics supplemented by a specific revision practice.
6.6. Data revision - practice
Provide a revision history, including the revisions in the published number of job vacancies and a summary of the reasons for the revisions.
Every time we publish a new quarter we also publish revised data from the previous four quarters. The main reason for this is that we receive data from business units which do not report data punctually. As a consequence, on-going error correction of reported data takes place.
The number of job vacancies tends to decline between 0.5-1.5 per cent while the job vacancy rates often are stable and never had a fluctuation greater than 0.1 percentage points before the data obtaining the status of final.
During the Covid-19 period, the number of vacancies have increased up to 1.8 per cent before the data obtaining the status of final due to delays in data reporting by the workplaces.
6.6.1. Data revision - average size
Not applicable.
7.1. Timeliness
Data are released between 55 and 60 days after the reference quarter. The punctuality is very high, as delays in planned releases happen very rarely.
2024Q1: 57 days after the reference quarter
2024Q2: 57 days after the reference quarter
2024Q3: 56 days after the reference quarter
2024Q4: 57 days after the reference quarter
7.1.1. Time lag - first result
Information on the time span between the release of data at national level and the reference period of the data.
As Statistics Denmark collect job vacancy data on a monthly basis there is a longer length of time for data reported by business units in the 1st month of the quarter, than for data reported in the 3rd month of the quarter. The length of time for the 1st month is approximately 140 days (measured from the reference day to the release of data). For the 2nd month the length of time is approximately 110 days and for the 3rd month the length of time is approximately 80 days.
7.1.2. Time lag - final result
Data are released between 55 and 60 days after the reference quarter. The punctuality is very high, as delays in planned releases happen very rarely.
2024Q1: 57 days after the reference quarter
2024Q2: 57 days after the reference quarter
2024Q3: 56 days after the reference quarter
2024Q4: 57 days after the reference quarter
7.2. Punctuality
Efforts are made to ensure that the statistics are published without any delay in relation to the time of publication announced in advance. Until now, all deadlines are met.
7.2.1. Punctuality - delivery and publication
Deadlines for the respondents to reply, also covering recalls and follow-ups
Period of the fieldwork
Period of data processing
Dates of publication of first results
Remarks
The business units normally have 14 days for reporting data punctually. The day before the deadline we send a reminder via SMS. It is optional whether the reporters want the text message sent. If the business unit fails to report data within the deadline stated, a reminder (letter or e-mail) is sent within two working days giving the business unit 5 working days to report the data. If the business unit again fails to report data, the business unit receives a new reminder and are in some case contacted by telephone. The businesses are legally obliged to report data for the statistics and this is the reason why despite our reminders that workplaces failing to report data two quarters in a row receive a recommended letter in which we inform them that failure to report data will result in a police notification, cf. the Act on Statistics Denmark.
Attached in annex 3 is Punctuality 2024Q3 with scheduled and actual dates regarding 3rd quarter of 2024.
On-going process, which starts immediately after the reference date when the first data is received.
On-going process, which starts immediately after the reference date when the first data is received.
Efforts are made to ensure that the statistics are published without any delay in relation to the time of publication announced 3 month in advance.
Information on differences between national and European concepts, and — to the extent possible — their effects on the estimation.
Every quarter figures are submitted to the statistical office of EU, Eurostat. Data for all EU countries can be found in the Eurostat database (Job vacancies - Labour market - Eurostat (europa.eu). Data are collected in accordance with similar guidelines by all EU Member States. Consequently, data on job vacancy rate (JVR) in EU contexts can be directly compared with other EU Member States.
8.1.1. Asymmetry for mirror flow statistics - coefficient
Not applicable.
8.2. Comparability - over time
Information on changes in definitions, coverage and methods in any two consecutive quarters, and their effects on the estimation.
Remarks
In the first and second quarters 2010 we did not have the knowledge of fictitious workplaces, and therefore they are not directly a part of the sample in these two quarters. However data regarding job vacancies on fictitious workplaces are contained indirectly as job vacancies for these units are reported at the head office (if selected). The absence of fictitious workplaces in first and second quarter 2010 may have some effect on the estimates. It is possible that the estimates in the first quarter is undervalued, whereas grossing-up in the second quarter 2010 take the absence of the fictitious workplaces into account. In the third quarter 2010 we did not take all business units with more than 100 employees in the sample (as we normally do). This implies a higher imputation rate, but has no effect on the estimate.
From the third quarter of 2012 a new more updated population is used in the enumeration process. The new population is drawn from the ESR-register and contains information on the number of occupied post, which are only three quarters old, compared to the former population which were based on a less updated register. The changed enumeration process is estimated to have impact on the number of job vacancies, but not on the JVR, which means that the job vacancies is not comparable historically but the JVR is.
From the second quarter of 2015 and onwards we made two minor changes 1) The population is drawn by using employment data (number of occupied posts) from the same quarter the year before. We do this in order to compensate for any deviation in the seasonal patterns in the different quarters and 2) the estimation method for the enumeration of exempt/missing units with over 100 employees has been changed. These two changes have had no impact on the vacancy rate and only a minimal impact on the number of vacancies for the time period 2010Q3-2015Q1.
From the second quarter of 2020, there was a major decline in the number of job vacancies, whish is primarily due to Covid-19 and its impact on the labor market.
8.2.1. Length of comparable time series
Due to changes the job vacancies is not comparable from second quarter 2015 and back in time whereas the JVR is comparable.
8.3. Coherence - cross domain
Comparisons of data on the number of vacant jobs from other relevant sources when available, in total and broken down by NACE at section level when relevant, and reasons if the values differ considerably.
Data are collected in accordance with similar guidelines by all EU Member States. Consequently, data on job vacancy rate (JVR) in EU contexts can be directly compared with other EU Member States.
Statistics Denmark is not the only source to figures regarding job vacancies. Jobindex and Jobsearch also publishes figures regarding job vacancies but as an indicator of the number of online job posting in Denmark. Both sites are based on search engines that every night find all job postings advertised on the internet. They do not cover vacancies that are not advertised on the internet.
See the Beveridge curve and the comparison between employees (LFS data) and occupied posts (JVS data). Statistics Denmark only cover JVS data for NACE section B to N, while both the unemployment rate and LFS data cover the section B to S.
Compared to the LFS, there can be large fluctuations, as the participants in the LFS place themselves within an industry. In the job vacancy statistics, employees are categorised based on the workplace's industry classification. When we make a corresponding comparison between the administrative data from The Ministry of Taxation's (former SKAT's) eIncome Register on employees and the number of occupied posts according to JVS, we get that the results from the two statistics is very much alike.
8.4. Coherence - sub annual and annual statistics
Not applicable.
8.5. Coherence - National Accounts
Not applicable.
8.6. Coherence - internal
Not applicable.
9.1. Dissemination format - News release
Not applicable.
9.2. Dissemination format - Publications
Dissemination scheme, including to whom the results are sent
Periodicity of national publication
References for publications of core results, including those with commentary in the form of text, graphs, maps, etc.
Information on what results, if any, are sent to reporting units included in the sample
The results (figures) are published quarterly on Statbank and a News Release is produced. The figures and the New Release is published at the same time; 8 PM. Until that precise time, the figures are confidential. The figures in the Statbank are available to the public and it does not require a password. Currently, micro data is not available. The dissemination scheme for the next year is available on Dissemination scheme
Researchers can via The Division of Research Services get access to micro data. Access is given to anonymised micro data, i.e. data at an individual personal or corporate level.
9.5. Dissemination format - other
International figures regarding Job vacancies are published by Eurostat.
9.6. Documentation on methodology
You find the Declaration of Contents on the following link: Quality Declaration.
9.7. Quality management - documentation
Description of and references for metadata provided
References for core methodological documents relating to the statistics provided
Description of main actions carried out by the national statistical services to inform users about the data
Remarks
Results from the quality evaluation of products and selected processes are available in detail for the statistic and in summary report for the Working Group on Quality.
The Declaration of Contents can be found in the Quality Declaration.
The main action is the News Releases.
9.7.1. Metadata completeness - rate
Not applicable.
9.7.2. Metadata - consultations
Not applicable.
The response burden is estimated to DKK 1,665,000 total.
11.1. Confidentiality - policy
Job vacancy data are not published at a level of detail that requiring confidentiality.
The confidentiality of Statistics Denmark is followed. Read about Data confidentiality policy at Statistics Denmark.
11.2. Confidentiality - data treatment
Disclosure rules: Brief description of when data have to be deleted for reasons of confidentiality
Job vacancy data are not published at a level of detail that requiring confidentiality.
The statistics shows the quarterly development in the real number of job vacancies and job vacancy rates in relation to the sum of job vacancies and occupied posts in the Danish labour market. The statistics are broken into economic activity and size, which makes it possible to monitor and analyse the scope and structure of the demand for labour by industry and size level of the workplaces. Furthermore, the number of job vacancies and job vacancy rates at regional level are estimated.
The statistics show the quarterly development in the real number of job vacancies and job vacancy rates in relation to the sum of job vacancies and occupied posts in the Danish labour market. The statistics are broken into economic activity and size, which makes it possible to monitor and analyse the scope and structure of the demand for labour by industry and size level of the workplaces. Furthermore, the number of job vacancies and job vacancy rates at regional level are estimated.
Not Applicable
A 'job vacancy' is defined as a paid post that is newly created, unoccupied, or about to become vacant:
for which the employer is taking active steps and is prepared to take further steps to find a suitable candidate from outside the enterprise concerned; and
which the employer intends to fill either immediately or within a specific period of time.
‘Active steps to find a suitable candidate’ include:
notifying the job vacancy to the public employment services,
contacting a private employment agency/head hunters,
advertising the vacancy in the media (for example internet, newspapers, magazines),
advertising the vacancy on a public notice board,
approaching, interviewing or selecting possible candidates/potential recruits directly,
approaching employees and/or personal contacts,
using internships.
'Specific period of time’ refers to the maximum time the vacancy is open and intended to be filled. That period shall be unlimited; all vacancies for which active steps are continuing on the reference date shall be reported.
An 'occupied post’ means a paid post within the organisation to which an employee has been assigned.
The statistical unit is the local unit defined as workplaces with at least one employee. On the basis of the workplace number, the workplaces are extracted from the Central Business Register of Statistics Denmark.
Fictitious workplaces: The population also comprises fictitious workplaces, i.e. workplaces to which employees without a physical workplace are grouped, e.g. salesmen, sailors and bicycle messengers.
The population consists of workplaces in the private sector associated in Sections B to N (defined by NACE Rev. 2), which has at least one employee. The population also comprises fictitious workplaces, i.e. workplaces to which employees without a physical workplace are grouped, e.g. salesmen, sailors and bicycle messengers.
The statistics covers job vacancies in Denmark.
Not Applicable
The overall accuracy of the statistics is considered high as the delimitation of the population is effected on the basis of Statistics Denmark's Central Business Register comprising the industry codes stated. Furthermore, the statistics are compiled in accordance with legislation and the reminder procedure is intensive, which results, as expected, in a response rate well over 98 per cent in 2024.
Response rate:
2024Q1: 98.6 %
2024Q2: 98.6 %
2024Q3: 98.7 %
2024Q4: 98.3 %
2024 Total: 98.5 %
For the business units with more than 100 employees which have not reported data, an imputation is conducted. The imputation rate was in 2024 less than 0.4 per cent.
The number of job vacancies tends to decline between 0.5-1.5 per cent while the job vacancy rates often are stable and never had a fluctuation greater than 0.1 percentage points before the data obtaining the status of final.
Not Applicable
Brief description of the weighting method
Weighting dimensions
For the compulsorily selected workplaces (more than 100 employees) which have not reported data or have been exempted from reporting an imputation of data is conducted. The method is ratio imputation from the program Banff.
As a first choice, the imputation is done in relation to business units within the same business and as a second choice to business units within the same stratum.
We make an effort to ensure that all compulsorily selected workplaces have reported data, so that the imputation is only conducted for those workplaces which for one reason or another have been exempted from reporting.
When grossing-up the strata holds their design weights as a starting point, but are in some cases adjusted with the model-assisted estimator.
Statistics Denmark estimates the number of job vacancies (and occupied posts) by using the generalised regression estimator with the number of registered employees (through the Central Business Register) in each business unit as auxiliary information. When grossing-up Statistics Denmark uses model-assisted estimation from the program CLAN.
Identification of the source of the data
Job vacancy questionnaire
Coverage
Geographical
NUTS_2 [5 regions (DK01 – DK05) and Fictitious workplaces (DKZ)]
NACE
B to N (NACE Rev. 2)
Enterprise size
1+ employees
10+ employees
Definition of the statistical unit
The statistical unit are business units (workplaces) with at least one full time employee (at the time we are drawing the sample).
Remarks
None
Sampling design
Base used for the sample
On the basis of the business units (workplace number), the business units are extracted from Statistics Denmark’s Central Business Register.
Sampling design
The sampling is allocated proportional to the number of business units and employees in each stratum. A minimum of 10 business units are included in each stratum, but in the case where there are less than 10 business units in the stratum we include them all. Furthermore, we have ‘take-all’ strata for business units with more than 100 employees.
Retention/renewal of sampling units
All business units with more than 100 employees participate each quarter. For the rest of the sample we have a rotating panel design with 12 panels. This means that business units with less than 100 employees participate 12 quarters in a row. We have a theoretical overlap at approximately 92 %, but the realistic overlap is typically 85 %.
Sample size
Approximately 7 000 business units (workplaces) each quarter.
Stratification
13 industries (B – N defined by NACE Rev. 2) and 6 size bands (1-5, 5-10, 10-20, 20-50, 50-100 and 100+ employees).
Other sources
Maintenance agency
Not applicable
Updating frequency
Not applicable
Rules for clearance (of outdated information)
Not applicable
Voluntary/compulsory reporting and sanctions
Not applicable
Remarks
Not applicable
Not Applicable
Data are released between 55 and 60 days after the reference quarter. The punctuality is very high, as delays in planned releases happen very rarely.
2024Q1: 57 days after the reference quarter
2024Q2: 57 days after the reference quarter
2024Q3: 56 days after the reference quarter
2024Q4: 57 days after the reference quarter
Information on differences between national and European concepts, and — to the extent possible — their effects on the estimation.
Every quarter figures are submitted to the statistical office of EU, Eurostat. Data for all EU countries can be found in the Eurostat database (Job vacancies - Labour market - Eurostat (europa.eu). Data are collected in accordance with similar guidelines by all EU Member States. Consequently, data on job vacancy rate (JVR) in EU contexts can be directly compared with other EU Member States.
Information on changes in definitions, coverage and methods in any two consecutive quarters, and their effects on the estimation.
Remarks
In the first and second quarters 2010 we did not have the knowledge of fictitious workplaces, and therefore they are not directly a part of the sample in these two quarters. However data regarding job vacancies on fictitious workplaces are contained indirectly as job vacancies for these units are reported at the head office (if selected). The absence of fictitious workplaces in first and second quarter 2010 may have some effect on the estimates. It is possible that the estimates in the first quarter is undervalued, whereas grossing-up in the second quarter 2010 take the absence of the fictitious workplaces into account. In the third quarter 2010 we did not take all business units with more than 100 employees in the sample (as we normally do). This implies a higher imputation rate, but has no effect on the estimate.
From the third quarter of 2012 a new more updated population is used in the enumeration process. The new population is drawn from the ESR-register and contains information on the number of occupied post, which are only three quarters old, compared to the former population which were based on a less updated register. The changed enumeration process is estimated to have impact on the number of job vacancies, but not on the JVR, which means that the job vacancies is not comparable historically but the JVR is.
From the second quarter of 2015 and onwards we made two minor changes 1) The population is drawn by using employment data (number of occupied posts) from the same quarter the year before. We do this in order to compensate for any deviation in the seasonal patterns in the different quarters and 2) the estimation method for the enumeration of exempt/missing units with over 100 employees has been changed. These two changes have had no impact on the vacancy rate and only a minimal impact on the number of vacancies for the time period 2010Q3-2015Q1.
From the second quarter of 2020, there was a major decline in the number of job vacancies, whish is primarily due to Covid-19 and its impact on the labor market.
