How do I use the Job Corridor?

The Job Corridor reveals viable career pathways from highly automatable jobs today to jobs of the future. It also surfaces jobs with the best job fit for the future roles you’ve planned to create.

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 identifies the most optimal career pathways between Current Jobs (the jobs that exist today) to Target Jobs (jobs that must be created for the future). You can also use the Job Corridor when you've already identified the future jobs that your organisation needs. Explore the jobs today, both internal and external to your organisation, that would be ideal for transitioning into your planned future jobs.

Once you've selected a job transition, the Job Corridor reveals the attribute gaps between the Current and Target Job and vice versa. The more optimal the job transition, the smaller the gap between current and future attributes. And the larger the attribute gap, the greater the need for upskilling. To identify where your workforce most requires upskilling, sort the attributes by Recommended, which is the largest attribute gaps weighted by the Importance to the Future of Work.  

How do I get started with the Job Corridor?

Before using the Job Corridor, we recommend first using these charts for insights to guide your Job Corridor searches:

  • Job Impact - identify jobs with a higher likelihood of automation and/or augmentation
  • Jobs Added - identify new jobs that will be required in your workforce to implement and maintain emerging technologies

Start with the Job Corridor by selecting one of two options:

  1. Assess Career Pathways: explore job transitions between today's jobs and potential future jobs
  2. Fill Future Jobs: find jobs today that could transition to your planned future jobs. 

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What is Job Fit and how is it modelled?

An algorithm analyses the following five weighted characteristics to determine the quality of Job Fit.

  • Small attribute gaps between Current and Target jobs, improving ease of transfer
  • Future economic growth (determined from data available via the US Bureau of Statistics)
  • Salary equivalence (to ensure reasonable transition)
  • Low probability of automation
  • Small Contexts and Styles attribute gaps, indicating a similarity in the style and environment in which both the Current and Target jobs are performed

How are job transitions modelled?

The ease of transfer from one job to another is modelled using the cosine-similarity distance measure for the Skills, Abilities, Knowledge and Activities attributes. The potential relevance of a transition is based on the cosine similarity between the Contexts and Styles attributes. These combined variables are used to rank all jobs to help identify the most optimal transition from one job to another.

How can I view only the jobs in my organisation?

The Internal/All toggle at the top of the chart allows you to switch between a view of only the jobs in your organisation (Internal) and all jobs (All).

All jobs include all jobs in your organisation plus all jobs listed in the Faethm Occupation Ontology. Viewing all jobs will help you assess Target Job opportunities for your workforce, both internal and external to your organisation. Alternatively, if you’re looking for the right jobs to transition to your planned future jobs, then exploring not just internal but external jobs with the best fit can help to inform your recruitment strategy.

What does the purple people icon that appears next to some jobs represent?

The purple icon indicates that the job is one that must be added to the workforce to implement emerging technologies. More about these added jobs can be learned in the Jobs Added chart.

ASSESS CAREER PATHWAYS

How do I identify career pathways to future-proof jobs for workers in Current Jobs?

To identify potential internal and external career pathways for your workers, choose ‘Assess Career Pathways.'

All jobs in your organisation will be listed, ranked by the automation impact. Select the job you want to find a transition for. Next, all the Target Jobs will load in order of most ideal Job Fit to least. Once a Target Job is selected, the attributes will load. Use this summary to identify where there may be large attribute gaps that will require upskilling to improve the ease of the job transition.

Use the FTE/% toggle to see different insights:

  • FTE: total number of FTE’s at risk

  • %: the percentage of the job is at risk of automation

FILL FUTURE JOBS

How do I identify viable career pathways to the Target Jobs that I want to fill?

To find the right jobs to fill your planned future jobs, select the ‘Fill future jobs’ option from the first step in the Job Corridor. This will allow you to first select an internal or external Target Job, then view the list of internal and external jobs to choose from to explore a transition.

Once both the Target and Current Jobs are selected, the attributes will load. Use this summary to identify where there may be large attribute gaps that will require upskilling to improve the ease of the job transition.

Use the FTE/% toggle to see different insights:

  • FTE: total number of FTE’s at risk

  • %: the percentage of the job is at risk of automation

ATTRIBUTES

What are the attributes?

Every occupation in the Faethm Occupation Ontology is comprised of an identical set of 244 attributes. The 244 attributes are categorised into Skills, Knowledge, Abilities, Activities, Contexts or Styles. Attributes include a wide range of personal qualities and job characteristics. On the platform, we use the more common term ‘job’ in place of occupation.

How are attributes scored?

While every occupation includes an identical set of 244 attributes, the attributes are uniquely scored for each. The score is determined by the attribute’s level of mastery required and its importance to the future of work.

The values are:

  • The level of mastery in each attribute is assigned a value between 0 (lowest) and 100 (highest).

  • The importance to the future of work is rated between 0 (not important) to 5 (most important), shown as a star rating when you hover over the attribute name.

Importance to the future of work rating remains identical for the attribute across every job, while the level of mastery changes.

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 244 attributes to the extent of automation of each job.

Each attribute is assigned a correlation coefficient based on its 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.

How can I sort the list of attributes?

Attributes can be sorted by:

  • Recommended (largest attribute gap weighted by importance to future of work)

  • Importance to the future of work

  • Largest attribute gap between the Current and Target Job

  • Smallest attribute gap between the Current and Target Job

The default sorting of attributes is by Recommended.

Use Cases

Some of our use cases:

  • Ability to assess how to fill your in-demand, high-value, future jobs by transitioning existing talent with transferrable skills from at-risk jobs.
  • Leverage Faethm's view of potential ‘jobs added’ by understanding which current jobs have the closest transferable skills to best transition to these positions.
  • Less time and money spent on expensive, timely, and ineffective redundancy, hiring and on-boarding activities to fill critical roles.

  • Increased transition pathways expand the number of viable career opportunities available, meaning more options for workers. 

  • Insight to help your people co-create their next viable career pathway in or beyond their current role, aligned to internal and external demand.

  • Greater visibility and insights to drive internal mobility options and inform strategic workforce planning for the future.
  • This two-way functionality enables risk mitigation and value-creation led analyses and supports the identification and implementation of future-proofed capability pathways.