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For instance, IT-related skills categories has following subsections

Aptitude/Behavioral skills for software development
Certifications/Accreditations
Roles category
Functional skills, Activities
Knowledge, Concepts, Methods
Applications, Domain, Context
Tools, Technologies, Resources
Sub specializations

Each of these subsections drills down further to cover skills terms in those subsections. So there are subsections for different categories of skills terms, including behavioural skills, and so on.

For instance, the subsection named programming is associated with other skills or skills categories in the skills ontology. So we can see seven different skills categories related to programming:

ORM
Programming languages
Roles category
Operating System Shells
Operating Systems
Compilers and IDE
Debugging tools
Code Analysis Tools/Software

The Association or relationships of skills terms and skills categories in the skills ontology aim to help the user comprehensively map their skills.

Proven three-layer structure of the Skills Taxonomy

#1 – Uniqueness – Terms relating to skills are aggregated & normalized for synonyms and spelling differences.

Internet Marketing = Digital Marketing = Web Marketing
JS = JavaScript
.Net = Dot Net = DotNet

#2 – Categorization – Grouping of terms into logical categories (like Programming Languages, Designing Tools, Managerial Activities, Engineering Standards e.g.)

#3 – Associations – Different skills and skills groups are associated to lead users to unique insights and better expression of skills.

Hierarchical association

The skills and skills groups are organized hierarchically to go deeper into a skills area

Programming Languages > Java > Arrays > Classes > Functions

Digital Marketing > SEO > SEO Activities > On-Page SEO Activities > URL Rewriting > Page Optimization

Graphical association

A node in the skills tree can be associated with another node in the skills tree (so you could easily know the other skills relevant to your chosen skill.)

Medical Coding is related to other categories like Medical Coding Standards, Medical Coding Software, Areas in Medical Coding, Certifications in Medical Coding e.g.

Rating on proficiencies
For the sake of the highest possible accuracy, ISOT has adopted a standard four scale rating across all skills (four is simpler and also, in comparison with five scale rating, removes the behavior to rate at the middle to play safe.)
Legends for ratings
The legends for the proficiency ratings are tailored to the skills (since the proficiency level or measure of capabilities cannot be the same for all skills.)
Proxy names

The way the skills are organized in the backend is not identical to what is used in the search box. Thus proxies are used for terms. For instance, the backend for the French language is (note the proxies in the bracket!)

Language Proficiency > French > Speaking (Speaking French) > Writing (Writing French)

Contextual references

A simple word like English can mean different when prefixed (or suffixed.) Teaching English, Learning English, Blogging in English, Teaching in English e.g.
Some routinely used words make little no sense in isolation. Also, these words could mean different things for different people. So we’ve utilized the concept of contextual references to solve this problem.

Association of skills to roles
When it comes to a skill profile, the titles or designations may not give a correct picture. ISOT refers to roles instead of titles (since roles give a sense of the skills profile.) Roles are also associated with skills and skills groups.

Updation is the key

Constant updation to include emerging skills and deep dive into the existing ones is the real key. The entire process happens using battle-tested procedures and proprietary tools.<

  1. The new information from multiple sources is aggregated using proprietary tools using NLP and Machine Learning. Then these inputs are further analyzed for either to be included or better organized in the taxonomy.
  2. We gather rich insights with the help of subject matter experts in the specific domain. Eight years of research processes help us to cover maximum ground in the minimal possible time.
  3. ISOT has become even more robust from inputs from our existing users. We take ongoing feedback on the application, governance, and improvements to make it even more potent.

Want to know why most skills taxonomies fail?

One, they don’t have the competency to capture and utilize the overlapping skills. Some of them don’t have the expertise of subject matter experts, so they don’t have the data structures to make real human capital management solution that works in real life.

Don’t forget to start your free trial or view a demo, and n see it for yourself. You’d be amazed how our latest features provide deep insights.

You will be able to identify opportunities to support your organization’s progress and be data-driven—without overwhelming your team.

When you use every kind of data to innovate and make important business decisions, why shouldn’t you also use “skills data” to better map and improve processes for better human capital management?

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