A high level overview of what Job Corridor is, how Job Corridor works and some of the common use cases for Job Corridor
This page is gateway to understanding Job Corridor at a high level and directing you to the resources that provide more detailed guidance on certain aspects and tasks. If there is something that you want to know about Job Corridor or if you have a question about Job Corridor and are not sure where to look for an answer, then this page should be able to help.
If you're a new user, this page should be able to provide everything that you need to start using Job Corridor and when you're ready, start deepening your knowledge of it.
Job Corridor Knowledge Base Resources
- A First-Time User's Guide to Job Corridor
- The Data Science Behind Job Corridor Explained
- Job Corridor Terminology and Concepts
- Job Corridor FAQs
What is Job Corridor?
Job Corridor is a tool that guides career transitions by identifying jobs that are most similar to each other and then providing detailed data on the gaps between them. Job Corridor can do this because it is powered by Faethms specialised data science models. These models can break jobs down into a standardised set of elements, including skills, and accurately compare thousands of jobs and millions of potential transitions between them.
The two most important frameworks that Faethm uses to create a standardised mapping/definition of each jobs are:
- The Faethm Skills Ontology - a comprehensive list of job skills that includes all skills of all jobs.
- The Faethm Occupation Ontology - a comprehensive list of job titles and the required skills for each so that any job can be mapped to Faethm job titles regardless of how it is titled in any particular organisation.
Job Corridor can guide two types of transitions:
- Assess Career Pathways - you know the job that you want to transitions workers from and would like recommendations for best jobs that these workers can transitions into.
- Fill Future Jobs - you know the job that want to transition workers towards and would like recommendations for the most closely matched jobs that workers can transition from.
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How does Job Corridor work?
Job Corridor is powered by a data model that can compare any job that you select, to all other jobs in the Faethm Occupation Ontology and calculate which jobs are the best match.
Key elements of this calculation include:
- Job Attributes - the 244 fundamental elements that Faethm uses to map and define all the jobs in the Faethm Occupation Ontology. They create a standardised, universal set of characteristics that can be used by data models to perform detailed comparisons and analyses of different jobs at scale; and
- Job Skills - the skills that are required to do the job - all drawn from the standardised list in the Faethm Skills Ontology.
Once you select the job that you want to find a match for (the reference job), the Job Corridor model sorts potential matches into one of five job fit tiers based on how closely they match with the reference job. The more similar a recommended job is to the reference job, the higher the job fit tier that it will be sorted into.
It's important to note that not all jobs are made of skills that are easily transferable. For example, highly specialised jobs like nursing are not made up of skills that are common to a lot of other jobs. This means that for some jobs, even the best fit may be a lower tier fit. Regardless of the job though, rest assured that the top recommended jobs are the best fit for the reference job.
For more detailed information see The Data Science Behind Job Corridor ExplainedBack to top
Common use cases for Job Corridor
Assess Career Pathways
- An organisation has identified that a job is at risk and wants to offer potential career transitions for all the people in that job, to a new role that is not at risk.
- A job can be "at risk" for a number of reasons, most commonly because a new technology may be able to automate a significant number of the job's tasks.
- An individual worker is interested in making a career change and wants some guidance on which roles (either inside or outside the organisation) could be good matches for someone with their skill set.
Fill Future Jobs
- An organisation knows that technology investments that it is making today will require people to fill new jobs in the short-medium term. It wants to identify which (if any) internal employees could be most easily transitioned into those jobs in the future, so the organisation doesn't have to go to the external talent market to fill the vacancies.
- An organisation knows that a new priority business initiative is going to need roles filled that don't currently exist in the organisation. It wants to identify which (if any) internal employees could be most easily transitioned into those jobs in the future, so the organisation doesn't have to go to the external talent market to fill the vacancies.