Making skills a common denominator for all HR use cases and a universal language across various sectors
With an ever increasing employee skills gap, fundamental shifts in both work models and structures as well as the impact of automation technologies, understanding people’s skills and abilities is increasingly important to anticipate any future needs or changes.
Yet organizations are missing out on 95% of their skills, as career management has generally never had the manpower necessary to oversee the whole of their employees’ development. They tend to address only 5% of the population, i.e., the best performers, top executives, those with high potential.
On the other hand, career data is complex, incomplete, constantly evolving…
With more than 58 million job titles–80% of them unique–keeping up with the management of skills and reconciling any differences is a challenge for any organization. Skills are often unique to each organization–sometimes with up to as many as 50 synonyms–and are constantly evolving. The nature of skills makes it hard to interpret this data and it is therefore difficult to use.
Remedying the skills gap through better employee recruitment and development is key to all companies if they want to remain competitive and reach strategic goals. Yet this task would appear to be an impossible one.
Future-proofing organizations by means of universal skills
In order to provide organizations with necessary support in this area, Clustree has been laser-focused on this issue for 5 years and has built a skills-matching engine powered by machine learning that can plug into any existing HR tech solution. Clustree has invested over 5 years in R&D and tested more than 100 AI models across more than 2.5 terabytes of data to make skills the new currency of work. Clustree’s AI engine has consolidated over 1 billion skills into 53,000 verified skills to accurately describe any employee profile from any industry.Through the use of its cutting-edge and bias-free AI, Clustree helps align the trajectory of a given company’s evolution with that of its employees so as to maximize their joint development.
Putting skills at the core of all HR processes means more transparency, more transversal opportunities and less bias for both employees and organizations.
It helps employees to clarify their roles and accomplishments, while at the same time empowering companies to tackle their short-term and strategic challenges all the while retaining talent. To do so, it makes use of total sourcing, skills mapping and workforce planning. It also makes staffing easier and encourages internal mobility, career development and learning capacities.
