Job Corridor Terminology and Concepts

Full definitions and examples of the key concepts and terms that are used in Job Corridor

Faethm Occupation Ontology

A structured classification of all jobs according to their constituent tasks and skills 
so that all workforces can be analysed using a common baseline. This means that job titles can be standardised without compromising the accuracy of insights, or meaning of a job, regardless of how it is titled in any given organisation.      

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Faethm Skills Ontology

Faethm's standardised list of job skills that has been built by analysing millions of job ads. It is continually updated with new skills based on ongoing analysis of the latest job ads from a range of countries.

The Faethm Skills Ontology is 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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Full Time Equivalent (FTE)

FTE measures the number of full time equivalent workers that an organisation has in a given role rather than the total number of people in that role. Headcount may not always give an accurate measure of current capacity or projected changes to capacity as a result of technology implementation as some workers may be employed on a part-time basis,.

FTE gives a standardised measure of capacity and capacity change that remains accurate regardless of a workforce's make-up.

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Job attributes

Job attributes are 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. 

There are 244 job attributes broken into 6 categories:

Basic Skills Knowledge Abilities
Activities  Work Context Work Style

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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Proficiency scale / levels

The proficiency scale is standardised five-level measure of required proficiency for a particular job attribute. While all jobs in the Faethm Occupation Ontology are defined using the same 244 job attributes, each job will have different required proficiencies across them.

The five levels of proficiency

Novice Advanced Novice Competent  Proficient Expert

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Job level

Job level is Faethm's standardised four-level measure of job seniority. As indicated in the table below, the titling of each level of seniority is customised for different types of workers and roles. Jobs are classified into job levels using data points including the job title, experience, skills and responsibilities.

Job Level Table Back to top

Automation filter / automation risk

The automation filter stops jobs that are assessed to have too high an automation risk from being shown to the user as recommended jobs in Job Corridor. The Job Corridor model aims to direct workers away from jobs that are likely to be significantly affected by automation in the short-medium term as this may lead to another career transition.

Automation risk is a measure of the percentage of job tasks that are projected to be automated over the next 15 years for a specific job.   

  • The filter removes jobs that are projected to have an automation risk of >15% over the next 15 years.
  • If the first-selected job has an automation rate of >15%, the threshold is adjusted up in proportion to the automation rate of the first-selected job.
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In demand filter / demand for job

The in demand filter stops jobs that are assessed to be in low demand in the short-medium term from being shown to the user as recommended jobs in Job Corridor. The Job Corridor aims to direct workers away from jobs that are likely to be in low demand as these jobs will be harder to find and offer less opportunity.

  • The filter removes jobs that are in lowest quartile of demand, measured in number of job ads per year.
  • If the first-selected job is in the lowest quartile of demand, then this filter is not applied.
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First-selected / ref Job

The job that a user selects first when using Job Corridor. It becomes the fixed or reference job against which all potential recommended jobs are compared. The job fit tier that recommended jobs are classified into is based on how closely they match with the first selected or reference job.

  •  When using the Assess Career Pathways transition, the first selected job is the current job that a worker or workers are already in.
  • When using the Fill Future Jobs transition, the first selected job is the target job that a worker or workers need(s) to fill in the future. 

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Current job

A job that a worker or workers are in now i.e. at the time of creating the Job Corridor query

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Target job

A job that a worker or workers aims to transition towards at some point in the future.

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Job fit assessment

A calculation 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. 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.   

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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

Top tier fit 2nd tier fit 3rd tier fit 4th tier fit 5th tier fit

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Job transition

The process of acquiring the additional skills and attribute proficiencies needed to perform a target job. 

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Transition gap

The difference in required skills and attribute proficiencies between a current and target job. 

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