While there is still a great deal of uncertainty in the global economy, one thing is certain – HR professionals are dealing with talent challenges at an ever-increasing rate.
Whether it’s making sure you have the right skills in the right places, driving large skills-based transformation projects forward, dealing with disconnected tech and siloed systems, or understanding your talent data – new demands require a new approach.
A dynamic Job Architecture is critical to meeting these challenges, and to ensure success on any skills-based transformation journey. Embracing skills-based transformation? Building an accurate, informative, and standardized Job Architecture is a great place to start.
What is a dynamic Job Architecture?
In the simplest terms, a Job Architecture helps you connect your skills to your roles. Done well, it brings together all of your fragmented pieces of skills data – employee data, candidate data, and market data – with skills-based outcomes like recruiting, sourcing, onboarding, and redeployment. It creates a single source of truth for HR and Talent teams around skills.
Your Job Architecture serves as a key link between your organization’s talent demand (the work and skills needed) and your talent supply (the talent and skills that are available to your organization).
It’s crucial that any Job Architecture is dynamic – meaning that the data is enriched and updated automatically, any time an aspect of your skills data changes. For example, it’s crucial that your talent data reflects when an employee develops a new skill, or when the standard skills required for a particular role evolve. AI can work behind the scenes to deliver that real-time view, and help ensure accuracy and relevancy.
A dynamic Job Architecture is the true cornerstone of your talent strategy, and can help you lay the foundation for future skills-based hiring, and the development and redeployment of talent.
Dynamic Job Architectures: The future of talent management
We know that a Job Architecture is the connective tissue between your skills and your roles, but what does that look like in practice across the talent lifecycle? And what does that mean for the future of jobs, and your organization’s talent processes?
Hire for in-demand skills to fill gaps
A dynamic Job Architecture provides your organization with real-time, actionable data around the skills needed for each role you’re looking to fill. With the right AI-driven technology, it’s easier than ever for Hiring Managers to view recommendations for internal and external candidates who either have the skills that are required to do the work, or could develop those skills quickly.
These suggestions, delivered by Explainable AI, aid the hiring process by aligning the skills needed to do the work, with candidates’ capabilities, to give Hiring Managers the confidence they need to make the right recruitment decisions.
Develop and redeploy your talent to where they are needed most
Beyond the hiring stage of the talent lifecycle, with an established Job Architecture, you can easily align skills demand with career progression paths and development opportunities. This is helpful for both people managers and for their employees.
Managers can use this information to see what training a particular employee might need, in order to develop the skills required to fill a crucial gap in the team. Similarly, employees can proactively view what possible career paths they could pursue, should they develop certain skills.
With 46% of today’s employees saying they are interested in learning new skills at their current workplace, it’s crucial to have this real-time skills data available, and a dynamic Job Architecture allows just that.
Unlock valuable insights to revolutionize your Workforce Planning
In our survey of business leaders, only 56% said they felt that the leaders in their organization understand what skills their company would need in the future “to a great extent”.
Predicting what your workforce needs will be in the future is clearly a challenge. But, when you have an established and dynamic Job Architecture in place, you have the ability to unlock powerful (real-time) workforce insights that you didn’t have access to before.
A Job Architecture helps you understand the skills your organization needs now, and will need in the future, to remain competitive. With that knowledge available, you can then plan to hire new employees who have those skills, or you can upskill your current employees, so that by the time those future skills gaps open, you are ready to fill them. When the Job Architecture is dynamic, you are able to embrace real-time Workforce Planning.
To learn the key steps to building a dynamic Job Architecture that unlocks agility and productivity within your organization, watch this webinar on demand.
Building a dynamic Job Architecture is critical for businesses in today’s ever-changing talent landscape. Traditional ways of managing role and skill data across large organizations tend to be time-consuming, expensive, and become quickly outdated.
Beamery’s dynamic Job Architecture addresses these challenges. Whether you have an existing skills taxonomy or need to start from scratch, we help organizations like yours build a single source of truth for jobs and skills in just a matter of days.
Our dynamic Job Architecture is powered by explainable AI, and incorporates insights from the wider talent market, as well as competitor trends, to ensure that the information remains up to date – giving talent leaders a view of the skills they need today, and those they need for the future.