Job Corridor FAQs

Get quick answers to common Job Corridor questions

Page summary

These FAQs cover a broad range of topics from use of the Job Corridor to high level explanations of data science and explanation of concepts. The purpose of answers here, is to provide short answers to unblock users. Topics that have dedicated pages with more comprehensive explanations will be linked to relevant answers.  

Note on terminology and concepts

This article uses a range of terms that you may either, be seeing for the first time, or that may have a unique meaning in the context of the Faethm platform. Selected terms are hyperlinked to full definitions in a dedicated Job Corridor Terminology and Concepts article

How do I decide which jobs could be best to start with?

Faethm produces a number of insights that can help you to identify jobs in your organisation that are most at risk of being automated as well as discover the new and emerging jobs that are likely to be increasingly important in the future.  

• Job Impact

  • identify jobs with higher likelihood of automation and/or augmentation.

  • best used to identify jobs to start with when using the Assess Career Pathways mode of Job Corridor.

• Jobs Added

  • identify new jobs that will be required in your workforce to implement and maintain emerging technologies.

  • best used to identify jobs to start with when using the Fill Future Jobs mode of Job Corridor

Both of these insights can be found under the "Job Insights" tab on the top menu bar. If you don't currently have access to this section of the Faethm platform, please contact your Customer Success Representative.

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How do I switch between showing only internal jobs and all jobs?

There is an Internal/All toggle to the right of the search bar at the top of the job selection panel. Whichever option is currently active will be highlighted in blue. To change to the non-highlighted option in grey, click it.

Depending on the elements of your Job Corridor query, the jobs shown will not always change.

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What does the blue person icon that appears next to some jobs represent?

The blue icon indicates that the job is a "job added". This means that it is a job that doesn't currently exist in your organisation but one that must be added to the workforce to implement emerging technologies. It is included in "Internal" jobs as it will be needed even if there is no one in the organisation with this job now. 

More about these added jobs can be learned in the Jobs Added chart, which can be found under the "Job Insights" tab on the top menu bar. If you don't currently have access to this section of the Faethm platform, please contact your Customer Success Representative.

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How do I identify suitable career pathways to future-proof jobs for workers in at-risk current jobs?

To identify potential internal and external career pathways for your workers, choose the ‘Assess career pathways' option from the first step in the Job Corridor.

All jobs in your organisation will be listed, ranked by the automation impact, with most at-risk jobs first. Select the job you want to view job transitions for. When you click on a job, the Target Jobs will load and display in order of most ideal job fit to least. From this list, select a Target Job to view the transition summary.

For a full step-by-step click guide to using Job Corridor, please visit A First-Time User's Guide to Job Corridor. 

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How do I identify viable career pathways to the target jobs that I want to fill?

If you know what what jobs you want to fill in the future and you want to prepare career pathways to those jobs, select the "Fill future jobs" option from the first step in the Job Corridor.

This will allow you to select the target job first. You can use the Internal / All toggle to view only internal (within your organisation) jobs or all jobs, which include both internal and external (a job that exists but which isn’t in your organisation’s workforce).

Once you've selected the target job, a list of all Current Jobs will load in order of job fit, with closest job fit at the top of the list. Again, you can choose to toggle between viewing only internal current jobs, or all.

On this screen, you can also choose to toggle between full time equivalent (FTE) and % to view the:

• FTE: total number of FTE’s in that Current Job who are at risk of automation

• %: of the total number of roles that exist of that Current Job, the percentage that will be automated.

When you select a Current Job, the screen will display the transition summary.

For a full step-by-step click guide to using Job Corridor, please visit A First-Time User's Guide to Job Corridor. 

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What is the job fit assessment and how is it calculated?

The job fit assessment is a calculation done by the Job Corridor model that compares all jobs to the first-selected job and ranks recommended jobs according to how closely they match with the first-selected job. Recommended jobs are shown in descending order according to job fit, including jobs in the same job fit tier. This means that even if multiple recommended jobs are in the same job fit tier, the better fit will appear higher in the list of recommended jobs. 

In assessing how closely a job matches with the first-selected job, the Job Corridor models looks at numerous aspects of a job including:

• the skills required for the job;
• the required level of proficiency for each job attribute;
• the job level of each job.

The results of the job fit calculation are used to classify recommended jobs into job fit tiers.

For a detailed explanation of the job fit calculation and data inputs, please visit The Data Science Behind Job Corridor Explained. 

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What is a job fit tier?

Job fit tiers are a five-level classification system for recommended jobs according to how closely they match with the first-selected job. Job fit tiers are unique to each first-selected or reference job. This means that the 2nd tier recommended jobs for reference job A, may have a different transition gap than the 2nd tier recommended jobs for reference job B.

Regardless of the transition gap, the highest tier recommended jobs for a given reference job are the best fits for that job. 

Job fit tiers:

 

For a more detailed explanation of job fit tiers, please visit The Data Science Behind Job Corridor Explained.

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Why does my reference job only have one or two recommended jobs that are assessed as top tier transitions while the rest are in lower tiers?

Some jobs are highly specialised and are made up of skills that are not common to a lot of other jobs. Examples of these highly specialised jobs include nurses and nuclear engineers. Because of their skills profile, these specialised jobs are likely to have only a few top or second tier matches and the vast majority of the recommended jobs are likely to be lower tier matches. Some reference jobs may not have any recommended jobs that are top or 2nd tier matches. This is an expected and normal outcome of the Job Corridor model.

This should NOT be interpreted as these specialised jobs having no suitable transition options. It is simply a reflection of the skill profile of these jobs. People that are in highly-specialised jobs and other jobs that are made of skills with low-level transferability will need to undertake larger-than-average transitions to make career changes.

Regardless of the job fit tiers of the recommended jobs shown, the highest-ranked recommended jobs for a given reference job are the best fits for that job even if there are only a few, on no, higher-tier transitions.  

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Why does my reference job  have so many recommended jobs that are categorised as top tier transitions?

Some jobs are made up of skills that are common to a lot of other jobs, customer support manager for example. Because of their skills profile, these more generalist jobs are likely to have a lot of recommended jobs that have many skills in common with them. More generalist jobs will therefore have a much higher-than-average number of recommended jobs that are classified as top or 2nd tier fits. This is an expected and normal outcome of the Job Corridor model.

Even if a refence job has a large number of top tier transitions, not all the transitions will be the same. The differences in career transitions to various jobs that are top tier fits can be explored in more detail in the transition analysis, which will be shown once you select a recommended job 

Regardless of the job fit tiers of the recommended jobs shown, the highest-ranked recommended jobs for a given reference job are the best fits for that job even if there are a lot of higher-tier transitions.

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Why is a recommended job with the same title but a different level than the first-selected job assessed as a lower tier fit?

For some jobs, the transition gap between different levels of seniority of that job can be quite big. Sometimes the seniority gaps within a single job can be larger than the transition gap to a job with a completely different title. This means that it will, in fact, be easier for a worker to meet the skill and attribute proficiency requirements for a different job that move up to a higher level of seniority in their current job.

Different seniority levels in the same job usually require a higher level of required proficiency in most or all aspects of that job. In some cases, totally new skills.

For example:

• a level 2 software developer may need either front-end or back-end development skills or to write code in one language but a level 3 may be required to be full stack or specialized skills with multiple programming languages or frameworks.

Jobs with different titles to the first-selected job may require the same level of proficiency in a large number of skills and attributes even though they are, technically, different jobs.

It just depends on the unique skill and attribute profile of the reference job. These are complex profiles that the Job Corridor model works out in detail. Some recommendations may seem counter-intuitive but that is the model working as it should. One of the strengths of a data-driven approach is elevating good recommendations that might have been overlooked and downgrading recommendations that are based on established assumptions which are not be supported by the data.

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What are attributes?

Every occupation (or job) in Faethm’s Occupation Ontology is mapped using an identical set of attributes. Attributes include a wide range of personal qualities and job characteristics, as well as the skills and abilities required to do the job. While all jobs are defined using the same job attributes, each job will have different required proficiencies across them.

There are 244 job attributes broken into 6 categories:

Job attributes are one of the standardised frameworks that Faethm uses to map and define jobs so that they can be accurately analysed and compared at scale.

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What does the transition analysis reveal about the job transition?

The transition analysis shows you a range of important insights associated with a transition. These include:

• The top five skills for the target job

• Attribute gaps, categorised into Large, Medium, Small and No Gap.

• A definition of the attribute.

• The importance to the future of work with a rating out of five stars.

• The competency gap, which shows the level of competency for the Current Job and the level of competency for the Future Job, with the size of the gap by number of points.

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How is the level of proficiency measured for job attributes?

The level of proficiency is measured on a scale from 0 - 100 %. The scale is split into five levels, where each level represents a 20% gain in proficiency. Large competency gaps can be used as a guide for determining whether upskilling is required for the current job to be able to transition successfully to the target job.

Proficiency Levels:

• Novice

• Advanced novice

• Competent

• Proficient

• Expert

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How are the attribute gaps categorised?

The gap between the the required proficiency for the current and target job is core part of job fit assessment. It's visualised on a scale where each of the five proficiency levels represents an increase in overall proficiency in an attribute of 20%. The transition analysis groups the attribute gaps into four categories:

• large - the proficiency requirement for the target job is more than a full proficiency level above the current job i.e. at at least a 25% gap
• medium - the proficiency requirement for the target job between a half and a full proficiency level above the current job i.e. a 10-25% gap
• small - the proficiency requirement for the target job is less than half a full proficiency level above the current job i.e. less than 10%
• no gap - the proficiency requirement for the target job is the same or lower than the current job i.e. 0 or negative gap

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How is the "Importance to the Future of Work" star rating modelled?

Faethm begins with a 15-year simulation of the future impact of automation and augmentation for each job in an entire economy. Faethm correlates each of the attributes to the extent of automation of each job.

Each attribute is assigned a correlation coefficient based on their association to jobs that avoid automation. Those with a high positive correlation receive a five-star rating, while those with a low positive correlation receive a one-star rating. Any job attributes with a negative correlation (correlated to automatable jobs) do not receive a star. That is, any job attribute that is not important to the future of work receives a no-star rating.

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How can I use the Job Corridor to inform my strategic workforce planning?

The Job Corridor can inform your strategic workforce planning activities in multiple ways. Use the Job Corridor to plan effective worker redeployment, inform your learning and development initiatives and develop internal career mobility opportunities.

The Job Corridor can be used to help you prepare career pathways for your workforce. It can be used for two types of job transitions:

• Transitions between Current Jobs (the jobs that exist today in your workforce) to Target Jobs (jobs that must be created for the future).

• Transitions to the jobs you have already planned to incorporate in your workforce in the future, by finding jobs that exist today, either within or external to your organisation’s workforce, to transition into them.

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