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.
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.
To serve its clients' global challenges, Boostrs’ skills intelligence engine is based on its market-validated multilingual and dynamic jobs and skills ontology.
Our data are issued from several repositories : generalist (ESCO, O*Net), specialized / branch and company-specific repositories.
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.
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.
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
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.
Jobs and skills ontology.
This white paper attempts to answer the most frequently asked questions about skills ontologies.