Working with the Job Corridor report

The Job Corridor can be used to assess career pathways from highly automatable jobs of today and inform internal mobility programs. Each job transition summarises the job fit, the skills gaps and the job's importance to the future of work.

The Job Corridor can assist you to provide your people with opportunities to move to other roles where their skills and capabilities are best matched. There are a number of benefits the Job Corridor insights deliver, including improving employee retention through:

• talent pipelines to jobs with future growth
• workforce redeployment programs
• employee development plans that build future-essential skills
• an employee acquisition plan that hires the people with the best fit for the jobs
  
  

Overview

> What you can use the Job Corridor for

> Before you get started

> Two ways to use the Job Corridor

> Assess career pathways: A step-by-step introduction

> Fill future jobs: A step-by-step introduction

> Review the job transition summary

 

What you can use the Job Corridor for

The Job Corridor provides a detailed job pathway summary so that you have the information you need to assess:

• how viable each transition is by job fit
• the target job's importance to the future of work
  
  • The higher the importance to the future of work, the more likely it is that demand for workers to fill that job will grow. 
• which skills need to be boosted to improve the outcome of the job transition
• which of your workforce jobs today could transition to jobs you're planning on adding to your workforce

Before you get started

Before using the Job Corridor, it's useful to learn more about technology impacts on your workforce. Use the following reports for insights to inform your internal mobility and redeployment programs:

1. Job Impact: Find the jobs in your workforce with a high likelihood of automation and/or augmentation, by which technologies and by when over the next one to 15 years. These are the jobs that you're going to want to transition to less impacted jobs.

2. Jobs Added: Identify which jobs you'll need to add to your workforce to implement and maintain technologies that your organisation is planning to implement.

3. Automation Impact: See the extent to which you could make salary cost savings and FTE reductions across every organisational unit by implementing automating technologies. Use the Technology filter above the chart to identify which technology types will make the most impact. This will help you identify which organisational units you'll need to implement redeployment strategies for, depending on which technologies your organisation implements.

Two ways to use the Job Corridor

Depending on the focus you wish to take, the Job Corridor provides you with two options:

1. Assess career pathways: Select this if you’d like to explore and assess career pathways or transitions for your workforce. This is a great tool for informing your career mobility programs, with a focus on moving at-risk jobs to jobs with future growth.

2. Fill future jobs: Select this if you’d like to find talent within your organisation to fill the jobs you’re hiring for. This option is great for informing your talent acquisition plans, and finding internal jobs with the best fit for the jobs you've planned to add to your future workforce.

Both of these options allow you to explore individual job transitions.

TIP: Use the filters to refine your insights. For example, you can choose to view only jobs within certain organisation units or locations.

Assess career pathways: A step-by-step introduction

Step 1 - View all current jobs in your organisation

The list of all current jobs defaults to displaying the jobs in order from most to least number of FTEs at risk. 

• FTE at Risk: The figure here shows the number of FTEs at risk due to automation. These roles are good candidates for upskilling and reskilling to transition to other jobs in your organisation.

 

Step 2 - Sort jobs by highest number of FTEs at risk or highest percentage of roles at risk

The % tab, at the top right-hand corner of the chart, can be selected to order the job list by percentage risk rating.

• Risk Rating: This shows the percentage of the total number of positions held in that job that are at risk of being automated. 

Here we can see that while the job titled 'Bookkeeping, Accounting, and Auditing Clerks' was listed third most at risk of automation when viewing by total number of FTEs, here it has the highest percentage risk rating. That tells you that more of all 'Bookkeeping, Accounting, and Auditing Clerks' jobs are likely to be automated in comparison to 'Tellers' jobs.

From the list of current jobs, choose the job you wish to find a job transition for. Use the search form to quickly find a specific job.

 

Step 3 - View the list of target jobs

Once you've selected a current job, the title will display in the Current Job panel and the list of target jobs will load. The list defaults to showing only jobs in your organisation (internal) and the jobs are ordered by highest job fit.

• Job Fit: This rating indicates the ease of transition. The higher the rating, the less upskilling or reskilling will be needed which can mean quicker, smoother transitions.
  
  

Step 4 - Filter the jobs list by internal jobs and all jobs

To expand the list of jobs to include jobs not in your workforce, select the All tab at the top right-hand corner of the chart. These external jobs are all the jobs in Faethm's Occupation Ontology that weren't mapped to any of your workforce jobs.

You may find that there are external jobs with a much higher job fit that aren't currently in your workforce. This is useful to know if you were planning to add any of these to your workforce in the future, so that you could include these in your job transition plans.

 

Step 5 - Understand the Added label

Next to some external jobs is an Added label. This is a job that's also listed in the Jobs Added report, and shows you that this job is likely to be needed in any future workforce.

These are usually the types of jobs that are required to implement and manage emerging technologies. 

 

Fill future jobs: A step-by-step introduction

Step 1 - View target jobs in your organisation

 

When using the Job Corridor to fill future jobs, you'll see that the first job list that loads is for your target jobs - the jobs you're planning to include in your future workforce as part of your workforce planning strategy.

The list defaults to showing only internal jobs, and is ordered alphabetically. To quickly find a specific role, use the keyword search field to enter the job title, or part of the job title.

 

Step 2 - View all target jobs in and external to your organisation

To view a list that includes external jobs, select the All tab at the top right-hand corner above the chart. This will be useful for jobs you don't have in your workforce but are planning to add.

• The Added label: Alongside some external jobs, you may see an Added label. This tells you that it's a job that's  likely to be needed in any future workforce. These are usually the types of jobs that are required to implement and manage emerging technologies. To learn more about these Added jobs, explore the Jobs Added report.

 

Step 3 - View and filter internal current jobs

Once you've selected a target job, the title will display in the Target Job panel and the list of current jobs will load. The list defaults to showing only jobs in your organisation (internal) and the jobs are ordered by highest job fit.

• Job Fit: This rating indicates the ease of transition. The higher the rating, the less upskilling or reskilling will be needed which can mean quicker, smoother transitions.
• FTE at Risk: This shows the number of FTEs at risk due to automation of tasks. To view these details, select the FTE tab at the top right-hand corner of the chart. 
• Risk Rating: This shows the percentage of the total number of positions held in that job that are at risk of being automated. To view these details, select the % tab at the top right-hand corner of the chart.

Step 4 - View and filter all internal and external current jobs

View the entirety of jobs from Faethm's Occupation Ontology by selecting the All tab at the top of the chart.  You'll now see new labels appear next to jobs, to indicate whether they're internal (in your organisation's workforce) or external. 

Including external roles for your job transition can be helpful when looking for talent in adjacent roles or industries. You may also want to view external jobs in this list if you're unable to find a job within your workforce that has a high enough job fit for your target job.

Review the job transition summary

 

The job transition summary provides you with the details you need to assess the viability of the transition. It outlines:

 

Skills gaps

Skills gaps are categorised from Large to Matched.

• The more skills that are categorised as small and matched, the better the job fit.
• Target the skills listed as having Large and Medium gaps for your upskilling and reskilling efforts. 

Importance to the future of work
Every skill is rated between 0 - 5 on it's importance to the future of work. 

• This rating is agnostic to the role and displays the relevance of this skill in relation to emerging technologies being implemented and adopted.
• The higher the importance to the future of work, the more essential the skill will be in the future workplace - meaning it's a skill that should be targeted for uplift in any L&D programs.

Competency gaps

This shows the level of skill competency that must be achieved to successfully perform the tasks of the target job. The smaller the distance between competency levels, the better the job fit.  This information can inform L&D initiatives and employee development plans.

Important: The information here does not take into account the individual context of employees. Rather, it focuses on the assumed competency level they have given their current role. The information here is based on the job mapping done between your organisation’s workforce and Faethm’s occupation ontology. 

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