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What are the problems of the talentscape?

Poor matching between people and jobs, Difficulty in finding people, Difficulty in finding the right job, Poor productivity of recruitment, Unsystematic career planning and development, Lack of guidance on (life long) learning.

What is the root cause of the problems?

Poor Quality of information or data on “skills”: Textual and unstructured information, Issues with taxonomy, Information in silos, Lack of quantification of proficiencies, Lack of Big Data on skills.

Current technologies and their limitations?

HR and Recruitment applications are “dumb” or lacking intelligence, Big Data has limited success, AI is narrow focused and has limited utility, Parsing technologies are unable to do a good job on skills.

What needs to be done?

We need to bring common Taxonomy to skills, common Structure to skills profiles and common Measure to proficiencies in skills.

One solution

‘It’s Your Skills’ offers ‘Skills Profile’ to address the above need. It is built around Skills Ontology. It seeks to be a shared resource that can be used by all in the talent landscape.

Applications of IYS Skills Profiler

Recruitment, Workforce Management, Learning Management, Skills Analytics, Career Planning, Macro level planning.



Issues with Skills

The taxonomy/terminologies/semantics on skills pose immense difficulties in processing information effectively. Because of this we have issues like the right people missing out on possible jobs, wrong jobs sent to people irrelevant to the role, a lot of time wasted on screening profiles of people and jobs, inability to guide people appropriately on their careers, not being able to systematically align learning with development needs, and so on.

Root cause of Poor Productivity and Efficiency in Today’s Talent Landscape is the Poor Quality of Information on Skills.

Skills Profiler is a solution to the problem!

The problem What it means An example
Same thing may be written in different ways ReactJS, React.JS, React JS
Different people use different words for the same thing Digital Marketing, Web Marketing, Internet Marketing, Online Marketing
Some people use acronyms, while others may use expansions CAD, Computer Aided Design
When a word is associated with a certain phrase or context, the association can give a different meaning or identify a new skill. ‘Boiler’, with associations, can become ‘Designing of Boilers’, ‘Repairing of Boilers’, ‘Operating of Boilers’, etc.
The same phrase may refer to a different set of activities when read by different people Product Management
We mostly rely on years of experience as a parameter, for the sake of simplicity and ease, to judge proficiency level The same person may have different proficiency levels for different skills

IYS Skills Ontology

What is IYS Skills Ontology?

Rich and Dynamic Resource on Skills across Industries and Functions for easy mapping of skills to people and jobs.

IYS



It’s Your Skills has created and continues to keep updating one of the most comprehensive resources on skills. This resource, the IYS Skills Ontology, can be loosely named a skills database or a skills taxonomy.


Objectives of IYS Skills Ontology

  • To bring a universal commonness in the use of words and phrases used for skills.
  • To use information on skills more effectively, thus leading people to make better choices.
  • To enable a more effective flow and use of information on skills, collected from across the global talent landscape.

Construct of the Skills Ontology

  • Skills are grouped together into logical clusters (example: programming languages, specializations in photography, etc.))
  • These groups are associated with groups , creating clusters of two or more groups (example: programming languages being associated with databases)
  • These different clusters are associated under one logical head which we call a function (example: programming languages, databases etc. are associated with Software Development)
  • Different Job Roles are created and associated with different clusters, from one or more functions
  • Properties are defined at skill level, such as rating scale, rating legends and searchability
  • Data entries are normalized for acronyms and synonyms
  • Contextual references are brought into search results

Populating the IYS Skills Ontology

The Skills Ontology is largely populated through human intelligence, researching jobs, people profiles, academic curricul, training courses and others.

Tools on text analytics have helped in aggregating and classifying skills.

Constantly updating IYS Skills Ontology

It's Your Skills aims to constantly update the skills ontology, to cover skills that are not included in the ontology and include new emerging skills.

In order to do this, It’s Your Skills:

  • Utilizes user contribution of skills through the IYS Skills Profiler Applies governance on the contributions for inclusion and classification of the skills in the ontology.
  • Uses Data Mining, Text Analytics tools and algorithms for aggregating and classifying skills.

IYS Skills Profile Framework

Structured, Logical, Quantified.


The Skills Profile is a logical framework that articulates the different facets of skills of a person or of a job.



Just as a basic health profile covers different facets of health such as lipid profile, hemogram, cardio profile and others, similarly a Skills Profile of a Job or a Person covers different facets of skill including knowledge, tools and technologies, domain, role and activities, and behavioral skills. The importance and coverage of each of these facets, and indeed the terminology itself, could vary from function to function.

Knowledge

This includes concepts (e.g.: Programming Concepts), principles (e.g.: Safety Principles), standards (e.g.: Structural Engineering Standards), methodologies (e.g.: Design Methodologies) or factual information (e.g.: Laws and Statutes)

Tools & Technologies

This includes equipment (e.g.: Material Moving Equipment), instruments (e.g.: Laboratory Instruments), software (e.g.: CAD software), Machinery (e.g.: Lathes), or Hardware (e.g.: Servers).

Role and Activities

Titles are not a good way of matching people to jobs since they do not always clearly communicate what a person does two persons with the same job title may not be doing the same things. A better approach is to delve into the activities undertaken and cluster them together and allowing the user to choose relevant activities. For example, activities in project management may include effort estimation, manpower planning, manpower allocation, customer engagement, budgeting and billing. At the same time in order to understand responsibility on a broad level from a people management perspective, we define the Operational role into four areas: Individual Contributor, Team Leader, Manager, and Individual Contributor (Specialist). This is important because the behavioral skills required are different for each of these roles

Domain

This refers to the area in which one has applied one's skills it could also be referred to as a 'context'. Skill can take on different flavors based on the domain of practice. For example, Accountants could have experience with Accounting in different industries. Software Developers could have experience with developing applications for different industries. Customer Support Callers could have experience with support in different languages. Domain is, therefore, a critical dimension, as it helps the profiler understand the nuances of the skill. For instance, accounting in Oil and Gas is not same as that in Banking.

Behavioral Skills

These include Behavioral Competencies (or just Competencies), or Soft Skills. Four aspects are covered here - Aptitude, People Skills, Language and Traits. Aptitude broadly refers to the different ways of and abilities in information processing. People Skills refers to skills in relating to other people. Language has four aspects - understanding of the language, reading, writing and speaking. Traits are subtle inherent qualities of a person that are paramount - with all other things being equal, the fundamental difference between a person who makes it and one who does not is the difference in their traits (for example, maybe one was more committed and sincere).

Proficiencies

This refers to the level of expertise in each skill. For consistency and simplicity, either a four point scale (star rating) or two-point scale (Yes/No) is used. The legends of the scales, i.e. what each level of proficiency refers to, varies from one skill to another.

IYS Skills Profiler

Simple, User-Friendly, Quick.


The Skills Profiler is a user interface used to map skills of jobs and people.



Experience the IYS Skills Profiler (Just Pick Tick and Rate your Skills). -- Search Box Space

Complexity at the back-end made simple at the front-end

The Skills Ontology is a complex, multi-faceted resource of skills. It is necessary to simplify this resource for users to map skills easily, while still offering comprehensive coverage of skills in different clusters as well as prompting the user with other related clusters of skills and the skills contained therein. This is the important role played by the Skills Profiler.

Facets of the Skills Profiler

  • Enables Skills Mapping through fuzzy search as well as top down logical mapping of skills
  • Allows drilling down within a cluster of skills – for example, drilling down from Software Development to Programming Languages to specific Languages within the skills group
  • Displays related skills i.e. skills within the same cluster
  • Suggests skills categories that are related to the skills chosen by the user, allowing the user to pick a category and drill down skills within that category
  • Captures ratings on proficiency levels for selected skills

IYS Skills Profiler

Simple, User-Friendly, Quick.


The Skills Profiler is a user interface used to map skills of jobs and people.



A Skills Profile is a simple presentation of skills, whether the skills required for a particular job or the skills a particular person possesses.

IYS Skills Profiler enables the creation of Skills Profiles.

(Search Box Space)


Imagine a world of unstructured Resumes and Job Descriptions… vis-a-vis a world of comprehensive Skills Profiles.

IYS Structured Format

Skills Profile

IYS Structured Format

Job Profile

Imagine a world of matching between unstructured Resumes and Job Descriptions… vis-a-vis a world of Skills Profiles.

With quality, structured data on skills different activities on skills become far more effective.

Some are use cases of Skills Profiles:

Description

Matching between jobs and people becomes far more precise and easy.

Description

Tracking and deploying people based on skills becomes more effective and efficient.

Description

Understanding Skills Gap of individuals becomes precise, as a result of which development needs can be analyzed and development programs targeted more effectively.

Business Process Services

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My focus areas are on global standardization and harmonization of business processes lorem dolor is reorganization of marketing and customer standardization and harmonization.

Jeff Collins, Founder of Tejarat Inc.