Understanding Skills Mapping and How Recruiters Work with It

Have you ever approached a recruiter to get yourself a job? In a majority of job markets, recruiters play a crucial role in mapping your skills first. As a matter of fact, many successful software applications launched by the reputed recruiters across markets, can help you to get the right role fitment that you have been looking for! But, how do recruitment specialists’ do it practically? Does it have a huge cost burden on the organization concerned? Is technology the key driver in mapping skills of prospective job applicants? Is the process automated? Go on reading to know more!

What is Skills Mapping?

Skills Mapping is a visual representation of the skills of your talent pool. It is cumulatively mapped to showcase the employees’ skills and the kind of training each emp0loyee would need to meet organizational needs and goals. This is what a skills mapping structure looks like.

Is Competency mapping (Skill Mapping) the only way to create the perfect job match?

A majority of recruitment experts globally have accepted that competency mapping is the best way to move forward, when it comes to recruitment. Detailed evaluation of the skills of prospective applicants’ remains to be a mandate, for the recruitment specialists’ while selecting future incumbents. On the other hand, experts from the field of recruitment state that, as the objective for skill mapping is to reduce skill discrepancy within a predefined job role, better job matches are inevitable in the process!

What is job competency and how do contemporary HR managers go about it?

Mapping a competency requires the HR manager to study and understand the profile of the prospective applicant. A detailed job description needs to be prepared, that might help the contemporary managers to understand the role requirements in specific. A majority of the contemporary managers map the existing skills of the applicants and then get back through understanding discrepancies. For some job applicants under consideration, certain skills need to be developed, amongst the applicants as understood through comprehending recruitment patterns across markets.

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Source: Kingdom

If a majority of skills match with the requirements, recruitment is usually closed within the shortest lead time possible. Based on the competency gaps, future training initiatives are often undertaken within organizations. A majority of the HR managers across developed economies like that of the US frequently prepare a skill matrix to cater to different stages of skill development within the employee life cycle. (Exhibit I)

But, how do the HR professionals understand that, the skills matrix, contain the appropriate information? Often, a process oriented approach is undertaken to understand better. Therefore, a step by step approach can be apprehended to

  1. Conduct a proper skills assessment program
  2. Reduce the volume of recruitment in order to increase the efficiency and effectiveness of the process
  3. Identify the relevance of the process and manage related issues to reduce contingencies
  4. Work towards a cost effective hiring framework

Industry analysts’ reveal that, the recruitment specialists’ should be able to identify the right skills required for the defined job role within the organizational context. On the contrary, the competency mapping process in favor of prospective applicants’ needs to have optimal clarity as stated by the reputed HR consultants’. It is always better, if you take one at a time, i.e. map the skills in accordance to the business requirements within a specific department.  At the same time, we suggest that, recruiters should be able to simplify the skill matrix, in order to understand and focus more on the core skills required for a specific business role. But, how do they make it cost effective? Strategies need to be defined in a way, so as to make it all inclusive acknowledge experts.

Hiring suitable candidates only pay off, if you define the context related to role requirements within the organization concerned. Flexibility in approach is required although successful onboarding require employees to be satisfied on the first go!  Building up a detailed workforce plan can sometimes work wonders as it helps in reducing the gap between employee expectations in reference to business outcomes as defined.

How are recruiters doing skills mapping?

If we look at job search platforms, like that of Lensa in the US, it will be easier to understand the role of the automated recruiter. Lensa allows the job seeker to upload the resume, while it allows the recruiter to identify and search on the basis of few core skills required for the job role concerned. Technology is the key, as predictive analytics models can create a virtual job role needed for the future. Recruiters surfing such job search engines are requested to comprehend the future skill requirements as well as the evolving job roles that the future entails.

How can you be a successful recruiter?

For any recruitment professionals building up a personal brand is not easy. In order to cater to the mass market, one should be able to handle technology, to create real life job roles pertaining to the flexible business requirements within the organization. Therefore, bringing in a change in monotonous recruitment patterns is a mandate and role reversals should be encouraged by the experienced recruiters frequently to bring in flexibility of operation. At the end of the day, skill mapping should be conformed as per the quality demands of a specific job role. Making quick closures is what is required, as with dynamic work environments, in the contemporary context, skills and attitude remain to be the foundation for effective recruitment.

In a nutshell, skills mapping is a very useful tool for hiring managers. It can be applied to an individual, a team, a department or the entire organization. Doing a regular skills mapping would allow HR managers to plug staffing gaps more effectively.

[To share your insights with us, please write to sghosh@martechseries.com]