Job Profiles FAQs

The Job Profiles report provides a profile of every job in your workforce to show which technology types will impact each task performed in that job, the most in-demand skills for each job and the job pathways with the highest job fit.


Job Profiles chart

What is the Job Profiles report?

The Job Profiles report is an ideal first step to identifying how emerging technologies are predicted to impact your organisation. It incorporates more than 5,000 jobs - a combination of every job in your organisation plus every job listed in Faethm’s Occupation Ontology. 

On the main Job Profiles chart, you’ll see an overview of total FTE numbers in each job, and of those, the total FTEs that are automatable.

From this overview, you can access an individual profile of each job. The job profile chart lists every task performed by that job and the technology type that is likely to impact each task the most. 

On the individual job profile, you can also view a summary chart of top skills and top five job pathways. From the Pathways chart, you can step through to the Job Corridor to evaluate all possible job pathways for that job.


What insights does the Job Profiles report provide?

There are a range of useful insights in the Job Profiles report that can inform your workforce planning, talent acquisition and L&D strategies. The chart displays these insights in the following columns:

  • Job Name: The job title. Select this to view a summary of insights for that job.

  • FTE Total: Total number of FTEs in the job. FTE (Full-Time Equivalent) shows the sum total of jobs, irrespective of the number of individuals in the jobs. For example, two half-time (0.5 FTE) employees will be displayed as 1 FTE.

  • Job Status: Whether the job is internal (is a current job in your workforce) or external (is not a job in your workforce)

  • Job Added: Whether or not the job is future-critical - necessary to implement, run and maintain an emerging technology.

  • FTE Automatable: The total number of FTEs that are automatable, within the time horizon and by the technology type/s selected in the Scenario filters.

What does the Added label in the Jobs Added column signify?

Each job you see the Added label applied to is a job that is necessary in any workforce to ensure your organisation remains competitive. Added jobs are future-critical jobs because they have the skills to implement, run and maintain emerging technologies.

These future-critical jobs are already in your workforce when the Internal label is also applied to the job.


How can I filter and sort the data on the chart?

On the chart header row, next to each column title, click the up and down arrow icon to sort the order of the information in that column. At the top right of the chart, you’ll find a few more ways to filter and sort the insights.

Internal / All tab

  • Select the Internal tab to view a list of only the jobs in your workforce.

  • Select the All tab to view a list of both the jobs in your workforce along with all other jobs listed in Faethm’s Occupation Ontology.

Show Selected Jobs Only checkbox

You’ll find this filter useful for comparing the similarities and differences between jobs.

  • First, check the checkbox alongside each job title  that you’d like to compare.

  • Then check the Show Selected Jobs Only checkbox.

More Options menu (three horizontal dots)

Use this tool to rearrange the chart columns and unselect columns.

  • Drag and drop the columns using the icon with the three lines.

  • Hide columns from view by unchecking the checkbox.


Why are the chart columns blank for all External jobs?

Only Internal jobs - jobs in your workforce - have FTE totals, and therefore the FTE Automatable numbers can only be calculated for Internal jobs.

External jobs are included in the Job Profiles chart to:

  • Show you all jobs in today’s job market.

  • Show you which of these External jobs are also Added. This can help to inform your talent acquisition strategy; these are jobs that you might like to consider adding to your workforce as your organisation grows increasingly digitised.

  • Enable you to click through to the Job Corridor (from the individual job profile summary page), so that you can assess job pathways for that External job to Internal jobs. This can help you find roles outside of your organisation that could be a great job fit for roles you need to fill internally.


Individual job profile summary

What is the individual job profile summary?

You can access an individual job profile by clicking the job title of any job listed on the main Job Profiles page. The purpose of the individual job profile report is to give you a broad summary of technology impacts on tasks, and the skills and potential job pathways for each job. These insights will provide you with an ideal foundation to your analysis of insights throughout the other reports on the platform.

The job profile summary includes:

  • An overview of the automatable and augmentable FTEs
  • A list of all tasks performed in that job and the technology type that’s predicted to have the greatest impact on that task
  • A list of the top twenty skills
  • A list of the top job pathways within a time horizon of five years 


What insights does the Task Impact chart provide and how can I use them?

The Task Impact chart displays:

  • a list of all tasks performed in the job

  • the task group each task belongs to

  • time spent performing the task in a 40-hour week

  • the technology type most likely to impact the task

The insights on the Task Impact chart can help you make data-driven decisions for:

  • your L&D programs, by identifying which augmenting technologies will enhance which tasks and to what extent, so you can upskill and reskill your people to work effectively with those technologies

  • your internal mobility and workforce planning strategies, by identifying which automating technologies will replace which tasks and to what extent, so you can understand which jobs you’ll need to begin redesigning to take on new tasks or begin to transition people from those jobs to less impacted jobs

  • your technology adoption strategy, to identify which technologies are predicted to impact the jobs in your industry the most and decide which of those technologies you should implement, and when, to keep pace with the technological transformation of your industry


In the Top Skills chart, how are the top skills defined?

The top skills are a measure of:

  • Frequency: the number of job ads in which the skill has been found, which can be correlated to how in-demand the skill is for that job

  • Specialisation: how highly specialised that skill is for the job when compared against all other jobs 


What can I do with the Pathways insights?

The Pathways chart displays five target jobs with the highest job fit, meaning they have the highest potential for a smooth, successful job transition. 

The chart also shows the predicted percentage automation rate, calculated for a five-year time horizon, for each of these target jobs. You may prefer to choose job pathways where the target job has a low automation rate.

To view more insights about the job pathway, click on the job title. This will take you to the job pathway summary in the Job Corridor, which outlines the skills gaps and other useful insights to help you determine whether that’s a job transition you will incorporate into your internal mobility plan.

Note: If you’d like to view automation rates at time horizons other than five years, use the Job Impact report.


What’s the difference between a task group and a task?

Tasks are defined at a job level. Every job in Faethm’s Occupation Ontology is comprised of a set of tasks that are classified into a task hierarchy. The task group is the highest level of this hierarchy with a total of 37 task groups.


Where does the job, skill and task data originate from?

The following data is supplemented by ILO labour data and 13 census data sets, which captures data for two billion of the world’s workforce.

Jobs and tasks

Faethm’s Occupation Ontology is derived from existing occupation classifications, including  O*NET, ESCO, and classified job ad data. Our proprietary ontology consists of over 5,000 occupations which cover more than 76,000 unique job titles and 26,000 discrete work tasks. We process approximately 800,000 new job ads each month for jobs and tasks, and to date have processed over 43 million global job ads. 


To date, we’ve analysed nearly four million Australian job ads posted on job search websites to identify and extract skills. All skills extracted from online job ads appear only in this chart on the platform.


How is the time spent on tasks estimated?

Task time is derived from the O*NET database. The O*NET program is sponsored by the US Department of Labour/Employment and Training Administration and is based on jobs in the US economy. Task descriptions and task times are obtained through surveys completed per job by job incumbents, job analysts and other subject matter experts. We use the data obtained from these surveys to derive the task times per job.

Important: The tasks and task times should be used as a guide only.  Actual tasks and times will vary based on the organisation and workforce.


How does Faethm model technology impacts on tasks over time?

The impact on each task is dependent on the unique combination of the type of technology, the country of the employee and the industry of the organisation.

Our technology taxonomy outlines emerging technologies that will either directly impact or indirectly impact the future of work. We’ve developed technology adoption S-curves that calculate the average industry adoption of a technology over time, which provides a benchmark to identify the workforce impact of technology. A Neural Network trained on occupation features and task descriptions (using natural language processing) is applied to predict the automation or augmentation of each task.


What do I do if the job and task data appears incorrect?

Faethm adopts an 80/20 rule with respect to the underlying job data. No position will map perfectly to Faethm’s Occupation Ontology, so some idiosyncrasies are to be expected. If the task data or job mapping information looks more than 20% incorrect, please contact your Client Insights Manager to explore how the role was mapped to Faethm’s Occupation Ontology. It may be possible to map that job to another job in the Occupation Ontology that’s a better fit for your organisation.