Skill assessments for organizations

How organizations can stay ahead of the curve using Skill Ontology framework?

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Skill ontology is a categorization of abilities to create a common matrix of skills by drilling down the requirements needed for each job role rather than using generic terms and vague descriptions.  

The goal of skill ontology is to save recruiters’ time and effort while improving the precision with which potential candidates are identified. Skill ontology can also be used to find learning needs by identifying skill gaps and competency levels. As part of team building and career planning procedures, it might affect the requirements for training, education, and learning opportunities.  

How does skill ontology work? 

 

Building skill ontology has never been easier thanks to cutting-edge technologies and smart assessments. There are also organizations which work on mapping millions of skills based on job postings, resumes, social media profiles, and other sources. They can match data from resumes, performance reviews, and job descriptions in those expanding databases to infer capabilities for the current workforce. 

They can validate these capabilities by taking an inventory of employee skills and competency levels once they’ve recognized them. This step in the measurement process might help you understand the strengths and weaknesses of your team. 

Leveraging skill assessments to create a skill ontology framework 

 

Skill assessments offer organizations with talent data about the abilities that their workforce possesses. They also look for–which abilities they require and how those skills will fit into the company’s responsibilities and opportunities. Businesses can use this information as a common thread between learning, talent, and workforce management initiatives if they can successfully quantify the skills in their employee. The technique makes use of low-cost and simple-to-use tools. Skill assessments are one of the most comprehensive Skills Ontologies, give HR Tech developers and simple applications for better skills management. 

Extending the skill ontology architecture to a skill match or recommendation platform will set leading organizations apart as they can use the recommendations integrated with LMS/LXP for learning journeys. Also, they can use the data from post-training assessments to develop correlations between learning efforts and outcomes to prove the efficacy of learning. 

What are the advantages of a skill ontology for businesses?  

It’s not just about saving money or time, but that’s a big part of it. Companies may more simply sort through resumes and job applications using a skills cloud, and have a higher level of confidence that shortlisted job seekers have the abilities required for the offered position. 

But that’s only the beginning. A skills cloud can assist a corporation in creating an internal database of its workforce’s talents and quantifying employee competency in those skills. This is advantageous on multiple levels, including: 

  • Improving recruiting by gaining a better understanding of were skills gaps exist in a workforce,  
  • Proactively recommending coaching and training so that they can better meet individuals at their current level of competence and build from there 
  • Creating an internal database for skills sourcing and identification so that individuals can be easily identified and called upon when needed for a project or task.

For the Employment Agencies  

  • Use job market information to help with career counselling. 
  • Assign job seekers to investigate new opportunities in comparable or similar fields. 
  • Provide tools to help job seekers develop and manage their careers, as well as create a tailored learning plan to meet their objectives. 

For Companies: 

  • Use real-world labor market data to create a workforce planning and strategic talent decisions. 
  • Improve people force engagement and retention by grooming internal talent through career paths. 
  • Improve talent acquisition and make better “build vs. purchase” judgments. 
  • Research developing markets and sectors for competitive intelligence. Determine future demands based on new and emerging capabilities in the labor market by first understanding the existing state of your workforce. 
  • With job market data, you can increase engagement, conversions, and decisions. 
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