Jobs and Skills Ontology
Identify the links between skills and jobs, and solve fundamental challenges
Career path, learning & development, recruitment,
strategic workforce planning…
RELY ON OUR JOBS & SKILLS ONTOLOGY TO COVER SEVERAL CHALLENGES
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Learning, recruitment, internal mobility, all these HR processes are linked by a common element : skills
To address these topics in an optimal way, relying on a jobs and skills ontology is paramount. This system describes key HR objects such as jobs, skills, courses or user profiles, and allows to link them together, using skills as a common denominator.
Powered up with matching and multilingual semantic analysis algorithms, you then get access to an intelligent system which can create individualized career and training paths.
Boostrs’ Jobs & Skills Ontology
POWERED-UP BY ALGORITHMS
Our solutions rely on state-of-the-art natural language processing (NLP) and artificial neural network (ANN) algorithms developed by an A-team data science PhDs.
MULTILINGUAL & DYNAMIC
To serve its clients' global challenges, Boostrs’ skills intelligence engine is based on its market-validated multilingual and dynamic jobs and skills ontology.
MULTI-SOURCES DATA
Our data are issued from several repositories : generalist (ESCO, O*Net), specialized / branch and company-specific repositories.
CLIENT-TESTED
Our clients in the public sector, pharmaceutical sector, transportation, etc. have pushed us to extend the reach of our repository beyond the standard job coverage offered in generalist repositories.
EXHAUSTIVE
We brought in additional data, mostly proprietary: soft skills (through the analysis of 1M+ job descriptions), impact of automation, remote work capability, jobs in tension, emerging jobs, etc.
Leverage your ontology in 27 languages
| Bulgarian (bg) | Greek (el) | Latvian (lv) | Portuguese (pt) | Icelandic (is) |
| Spanish (es) | English (en) | Lithuanian (lt) | Romanian (ro) | Norwegian (no) |
| Czech (cs) | French (fr) | Hungarian (hu) | Slovak (sk) | Arabic (ar) |
| Danish (da) | Irish (ga) | Maltese (mt) | Slovenian (sl) | |
| German (de) | Croatian (hr) | Dutch (nl) | Finnish (fi) | |
| Estonian (et) | Italian (it) | Polish (pl) | Swedish (sv) |
Why the HR function and HR solution providers should leverage an ontology?
This is a fundamental element because it serves to address several HR issues
Recruitment
With the goal of improving recruiting by better understanding the skill gaps that exist between employees’ skills and the company’s needs, areas of tension and the the most sought-after skills on the market.
Learning & development
To proactively identify training needs and recommendations, improve the learning experience by increasing the match between training and learner needs, assess upskilling and reskilling needs…
Strategic Workforce Planning
In order to design a process within the company to anticipate current and future staffing needs by analyzing the current employee skills and highlighting the resource gaps to reach the company’s objectives.
Why not develop your own ontology in-house
| Steps to build a jobs and skills ontology | Underlying objectives | Minimum time to develop |
|---|---|---|
| Building a comprehensive jobs and skills database | Building an enhanced and curated dataset on top of existing database (ESCO, O*net, others) | 9-12 months |
| Leveraging NLP, multivariate algorithms and AI to exploit that database | Job and skill title matching, career path projection, text-to-skills and text-to-jobs matching, artificial neural networks | 12 months |
| Enrich that database with insights | Soft skills to job matching, remote work index, automation index, senior employment, industry benchmark… | 16 months |
| Solve a broad array of data challenges to fit that brick into your technology | Scope and define the client’s needs, design solutions, and APIs to meet these needs, test and iterate, deliver final solution | 6-9 months |
Even with some of these four steps done in parallel, it takes a minimum of 3 years for the ontology to be operational.
WHITE PAPER
Jobs and skills ontology.
This white paper attempts to answer the most frequently asked questions about skills ontologies.
Would you like to learn more about Boostrs’ job and skill ontology?
Contact our team and let’s discuss your needs together.