Job vacancy statistics (jvs)

National Reference Metadata in ESS Standard for Quality Reports Structure (ESQRS)

Compiling agency: Turkish Employment Agency (ISKUR)  


Eurostat metadata
Reference metadata
1. Contact
2. Statistical presentation
3. Statistical processing
4. Quality management
5. Relevance
6. Accuracy and reliability
7. Timeliness and punctuality
8. Coherence and comparability
9. Accessibility and clarity
10. Cost and Burden
11. Confidentiality
12. Comment
Related Metadata
Annexes (including footnotes)
 



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1. Contact Top
1.1. Contact organisation

Turkish Employment Agency (ISKUR)

 
1.2. Contact organisation unit

Department of Labor Market and Statistics
1.5. Contact mail address

Turkiye Is Kurumu Genel Mudurlugu. Mevlana Blvd. No.42. Ankara/Yenimahale - Turkey


2. Statistical presentation Top
2.1. Data description

Job vacancy statistics (JVS) provide information on the level and structure of labour demand. The country transmits to Eurostat the quarterly data on the number of job vacancies and the number of occupied posts as well as provides the quality report under the JVS framework regulation and the two implementing regulations: the implementing regulation on the definition of a job vacancy, the reference dates for data collection, data transmission specifications and feasibility studies, as well as the implementing regulation on seasonal adjustment procedures and quality reports.
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

All economic activities defined by NACE Rev. 2, except the activities of households as employers, public administration and defense; compulsory social security and the activities of extraterritorial organizations and bodies.
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 in reference period:

 

(a) 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

(b) 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 organization to which an employee has been assigned.
2.5. Statistical unit

Enterprise
2.6. Statistical population

Enterprises with one and more employees
2.7. Reference area

The whole territory of the country
2.8. Coverage - Time

Quarterly data from 2014Q4
2.9. Base period

Not applicable


3. Statistical processing Top
3.1. Source data
Identification of the source of the data

 Job Vacancy Survey
Coverage
- Geographical  The whole territory of the country
- NACE

All economic activities defined by NACE Rev. 2, except the activities of households as employers, public administration and defense; compulsory social security and the activities of extraterritorial organizations and bodies.
- Enterprise size  1+ 
Definition of the statistical unit Enterprise
Remarks  -
Sampling design
Base used for the sample  Turkstat business records used for sampling frame.
Sampling design The samples were drawn separately for enterprises in three size classes: 1-9 employees, 10-49 and 50+ employees. employees. Stratified sampling design was used, with fixed probabilities of selection in strata. 
Retention/renewal of sampling units Not applicable
Sample size Sample consisted of 17052 units,

Disturbitions of units by size classes;

1-9 employees: 10651

10-49 employes: 3254

50+ employes: 3147
Stratification  The samples are stratified by 17 sectors and 3 size classes
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 period was the last day of the middle month of the quarter
3.3. Data collection
Brief description of the data collection method(s) Remarks
 Data from the survey is collected through a web questionnaire.  Private login key links are shared via e-mail. The completed forms are reviewed live by the research coordinators.
3.4. Data validation

During and after the survey data is regularly is checked and corrected by our institution’s experts. In this process social security institution systems data’s are used for correction.
3.5. Data compilation
Brief description of the weighting method Weighting dimensions
 The initial design weights were equal to the reciprocals of the sampling fractions. Because of non-response these weights were corrected.

The correction took into account different reasons of unit non-response i.e. refusal, out-of-scope (for example liquidation), and lack of contact with selected units.

  Answers are weighted by size of the enterprises and economic sector. No imputation was made.
3.6. Adjustment

No remarks


4. Quality management Top
4.1. Quality assurance

Statistical information is produced in compliance with the following criteria for quality: adequacy, accuracy, timeliness, punctuality, accessibility and clarity, comparability and logical consistency.
4.2. Quality management - assessment

Optional.


5. Relevance Top
5.1. Relevance - User Needs
Description of the national users and their main needs Remarks
 Generally, main users are Turkish Employment Agency stakeholders, academicians, researchers and public (via press).  
5.2. Relevance - User Satisfaction
Extent to which the needs of national users are satisfied (voluntary) Remarks
 *In our research, all vacancies are determined on the basis of nace 2 sectors throughout the country. The media's interest our research results, and the main findings are shared with the public through the media channel.
*Research institutions, academics and relevant stakeholders use our research results in their own studies.		  
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
 There are no missing variables or breakdowns.  

The Turkish statistics on job vacancies for 2022 do not cover:
- public institutions.
5.3.1. Data completeness - rate

%100


6. Accuracy and reliability Top
6.1. Accuracy - overall

Optional
6.2. Sampling error

See below.
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).
 

Cv - Quarter/Size

1+

1-9

10+

2021 Q1

6,53

8,85

9,66

2021 Q2

6,41

9,78

8,48

2021 Q3

8,62

14,96

10,03

2021 Q4

8,87

15,84

10,52
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
 There are no missing variables or breakdowns.

Respondents to the survey may have incomplete information, especially for large enterprises. Systemic controls are carried out in possible job vacancies against this situation. Necessary interventions are made in the event that if companies stating that they do not have vacant jobs at that moment however we detect vacancies in our Institution's system.

Necessary interventions are also made in case of detection of the activity of searching vacancy on other channels other than the Agency portal, although they do not report it in the survey.

  None.   *Outlier values ​​entered into the system are examined and corrected.
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
Source of the survey data is TurkStat's business registration system. The incoming data is verified by the Ministry of Finance and Social Security Instutions. There may be inconsistency between the size of the enterprises in the sample and the number of employees collected within the scope of the research. Sector information in the incoming sample and the actual sector information may rarely differ. In some cases, the business may change the sector during the year. In these cases, the data is not included in the calculations and data is defined as “out of scope”.  Not available  
6.3.1.1. Over-coverage - rate

Optional.
6.3.1.2. Common units - proportion

No common units
6.3.2. Measurement error

At the beginning of each quarter, the survey screens are checked for errors. All necessary studies are carried out so that users can easily understand and answer each questions easily. In addition, given answers are checked with the SPSS Datamodeller tool against for abnormalities. During this check process given answers are examined by considering enterprises sector and size. In case of any anomaly detection, the situation is reported to the research coordinators working in the local units necessary corrections are made, if any.
6.3.3. Non response error

At the local level, job and vocational counselors make special efforts to ensure that all enterprises in the sample respond to the jvs questionnaires. In addition, if the information or documents requested by our Institution are not delivered in given time, our local units may impose administrative fines on enterprises.
6.3.3.1. Unit non-response - rate
Unit response rate
 Avarage non-response rate: 18.1%
6.3.3.2. Item non-response - rate

All fields in the survey screen are mandatory. It is not possible to progress and save until all fields are filled.
6.3.4. Processing error

See 6.3.
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
 No imputation.
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.
Not applicable.
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.
 There is no study for seasonal adjustment.
6.5. Data revision - policy

Optional.
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.
 JVS statistics at the level of 10+ employees are announced as of the fourth quarter of 2014. A methodology change was made in the first quarter of 2021. After the methodology change research scope exceeded to the level of 1+ employees
6.6.1. Data revision - average size

Optional


7. Timeliness and punctuality Top

The first publication of results (ISKUR official website) – within 15 days after the end of the reference quarter.
7.1. Timeliness

Results are published within 45 days after the research is completed.
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.
 See 7.1.2.
7.1.2. Time lag - final result

 Results are published within 15 days after the end of the reference quarter.
7.2. Punctuality

Data are published in full accordance with the given timelines.
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 last day of the middle month of the reference period.

  

2 weeks

   
After the research fieldwork is completed, the data are processed within 30 days.
  

45 days from the end of the reference period.

  


8. Coherence and comparability Top
8.1. Comparability - geographical
Information on differences between national and European concepts, and — to the extent possible — their effects on the estimation.
 National and European concepts are the same. However national research does not cover public sector.
8.1.1. Asymmetry for mirror flow statistics - coefficient

Results are only published for the in country level there are no geographical distinction is made between regions.
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
Methodology change was made in 2021. Before 2021 data was collected from enterprises who has 10+ employees. After 2021 results are available for enterprises 1+ employee level.  
8.2.1. Length of comparable time series

Data is comparable 10+ employee level form 2014 Q4. Due to methodology change was made in 2021 results are available and comparable 1+ employee level form 2021 Q1.
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.

Social Security Intuitions administrative records (for occupied post), ISKUR current job vacancy statistics  and turkstat datas are used for comparison.


Annexes:
JVS and LFS Data Comparison
8.4. Coherence - sub annual and annual statistics

Not applicable.
8.5. Coherence - National Accounts

See 8.3.
8.6. Coherence - internal

Optional.


9. Accessibility and clarity Top
9.1. Dissemination format - News release

The news releases for JVS are published for each quarter in accordance with the given timetable. Link: www.iskur.gov.tr/kurumsal-bilgi/istatistikler/
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 are shared with public.  Quarterly

The results are available on ISKUR website. See link below;

www.iskur.gov.tr/kurumsal-bilgi/istatistikler/

  Not applicable
9.3. Dissemination format - online database

Optional
9.3.1. Data tables - consultations

Not available.
9.4. Dissemination format - microdata access

Not available.
9.5. Dissemination format - other

Optional.
9.6. Documentation on methodology

The methodological explanations are available on the website of ISKUR. https://www.iskur.gov.tr/
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
 Not available  Not available  Not available  
9.7.1. Metadata completeness - rate

Not available
9.7.2. Metadata - consultations

Not available


10. Cost and Burden Top

Optional.


11. Confidentiality Top
11.1. Confidentiality - policy

Enterprises are informed that the data collected from them is collected only for statistical studies and the confidentiality of data is protected within the scope of the Turkish Employment Agency Law and the law on the protection of personal data.
11.2. Confidentiality - data treatment
Disclosure rules: Brief description of when data have to be deleted for reasons of confidentiality
 See 11.1.


12. Comment Top
Special remarks
 None.


Related metadata Top


Annexes Top