Concretely, what does jobs and skills matching involve? Thanks to technology, it is now possible to automatically standardize and match jobs and skills. A job can thus be associated with a set of standardized skills, and conversely, a list of skills can be associated with a “standard” job. In this way, companies can link the jobs and skills of their employees with the positions in their organization and the contents of their training catalog. Focus on the opportunities that this approach represents.
Better management of jobs and skills
The matching of jobs and skills, i.e., their relationship and association, makes it possible to obtain, from a simple job title, the set of reference skills required to occupy a position. 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. Conversely, this matching process makes it possible, by knowing all the skills available to an employee, to orient him or her towards the job, and by extension the position, that is best suited to his or her profile.
Thanks to the identification of the skills that they allow to acquire, it is also possible to propose to the concerned employee relevant training courses to increase his or her skills on his or her position or to occupy a more qualified one.
This approach to standardizing and matching jobs and skills makes it possible to analyze a set of data (a company’s jobs and skills) in order to get a more accurate picture of an organization’s resources. HR teams then have a more objective knowledge of the skills available to employees and can manage the company’s jobs and skills in an informed and reliable manner.
Improved internal mobility
The matching of jobs and skills allows to highlight internal 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.
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.
Optimized training paths
The matching of jobs and skills optimizes training courses. Indeed, it allows to match learners’ profiles with training content. 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.
Optimized recruitment processes
Job and skill matching optimizes 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.
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