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Mapping and matching jobs and skills: the unsuspected opportunities

Concretely, what does jobs and skills mapping and matching involve? Jobs and skills mapping consists of standardizing and organizing jobs and skills data. As for the matching, it allows to identify, for any job or skill, the most relevant HR object(s) within a given set (CVs, training content, positions to be filled, etc.) in order to meet the needs of an HR process. Focus on the opportunities that this mapping and matching process represents.



Better management of jobs and skills


The mapping of jobs and skills makes it possible to obtain, from a simple job title, the set of reference skills required to occupy a given function. This list of hard skills, soft skills and knowledge corresponds to the “standard” skills associated with the “standard” job to which the job title is attached.


These skills constitute a reference base on which HR teams can rely during the various career management processes (recruitment, training, internal mobility) in order to gain objectivity.


Furthermore, the normative approach of mapping is an essential prerequisite for the association of jobs and skills with other HR objects in the context of matching (CVs, training content, vacancies, etc.).


Thus, whether it is an end in itself or coupled with matching, jobs and skills mapping provides objective knowledge of an organization’s resources in order to manage them in an informed manner.


Related: Why and how to implement a skills-based approach in your organization?



Improved internal mobility


The matching of jobs and skills makes it possible to highlight career paths. Indeed, thanks to matching technologies, it is possible to enter a job title or a set of skills and obtain a list of similar positions or positions requiring similar qualifications internally. This matching allows to link the profiles of the employees with the vacant positions within the company or the job openings to come.


Job and skills matching can even go further by creating less conventional bridges between jobs, through the skills they require. By providing information on any missing skills required for an employee to move from one position to another, it also facilitates the creation of appropriate training paths to make these career changes more fluid.


This approach facilitates internal mobility processes within structures and enriches career development scenarios for employees.


Related: AI for career management



Skills gaps highlighted


The matching of jobs and skills allows for the rapid identification of potential skill gaps within companies. The skill gap is the difference between the skills of an employee at a given moment and the skills required to fill a position or meet the needs of a company. If a skill gap is identified, matching technologies can then be used to find the most relevant training courses to meet the needs of the employees concerned, using the skills they cover.


By identifying skill gaps within organizations more easily, job and skill matching helps to ensure employee productivity, but also to boost their employability.


Related: How do you bridge a skill gap in companies?



Optimized training paths


The matching of jobs and skills allows for the optimization of training paths. By highlighting the skills that can be acquired through training, it has never been easier to match training content with employees’ jobs or skills.


By matching jobs and skills, the training offered to learners is truly adapted to their needs. It’s a win-win situation for the organization and the employees, who benefit from a more relevant L&D process and, in general, a better commitment, and therefore, ultimately, a better productivity.


Related: Learning and development, a vector of performance for companies



Optimized recruitment processes


Job and skill matching allows for the optimization of the recruitment process. By relying on lists of “standard” skills associated with “standard” jobs, HR teams gain in precision when drafting job descriptions and therefore job offers. The more precise and objective definition of the skills required for the positions to be filled enables them to better target candidates. This increased knowledge of the skills to be found in candidates also allows them to better prepare for job interviews.


The contribution of job and skill matching does not stop there. It can also be used to obtain shortlists of candidates for a given position. The written elements of the CVs (diplomas and certifications, skills, geographical location, etc.) are decoded by the technology in order to select the profiles that are the most suitable for the position to be filled.


More specifically, job and skill matching is proving to be a particularly valuable recruitment tool in sectors facing talent shortages. It can suggest to recruiters some profiles that would not have been proposed to them at first glance. As part of this “agile” recruitment, the tool suggests candidates whose skills are closest to the position to be filled. Successful applicants can then be trained to ensure that they have all the necessary qualifications to fill the position.


Related: AI and HR: Why use NLP techniques? (part 2)

Find out more about jobs and skills data processing:

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