Introduction
Reejig’s Career Pathways matching focuses on aligning internal job opportunities with employees' individual talents and skills. This is the reverse approach of Opportunity Marketplace (OM) matching, which aligns talent with available opportunities. Despite their different orientations, both use a similar matching algorithm to ensure your talent is matched to the best roles suited to their capabilities.
This guide covers four key areas:
- Career Path Generation
- Today/Grow/Pivot Pathways & Matching
- Create Your Own Career Path Functionality
- Skills Gaps & Learning Recommendations
1. Career Path Generation
Reejig will generate career paths by compiling information from job requisitions and employee roles to create a complete view of available roles. This data helps in mapping career paths and ultimately matching roles to people.
How it works:
- (Job) Role Aggregation: Reejig will aggregate all roles from job requisitions and employee data, prioritizing current job requisitions.
- Job requisitions: We include all job requisitions and ensure that they are either open or matching the employee’s current role (position IDs), using key data points such as job title, job family, and job grade.
- Employee Data: We consider all roles currently held by employees and those held in the past. Note that some former roles may no longer be active i.e. due to a restructure. Also included are roles held by former employees whose end dates are within the last (1) month. This is to ensure we capture roles that may still be active but are not yet filled.
- Data Cleansing & Preparation:
- Job titles are cleansed and standardized
- If available, customer specified job grades are used, otherwise Reejig default job grade values are used and grade will be inferred from the job title.
- Where available, a customer’s job family data is used (usually Department or Business Unit fields). If there are missing values, Reejig will infer the job family based on job data.
- Deduplication: Reejig will remove duplicates identified in the job family, job title, and job grade data to create a list of unique roles.
2. Today/Grow/Pivot Pathways & Matching
The Today, Grow and Pivot Pathways are designed to help employees find the perfect role that matches their skills and experiences, empowering them to take their career development to the next level.
Today (Next Role):
The Today Pathway identifies the best job matches for where an employee is right now. By default, only current open job listings are suggested, ensuring they have ‘live’ opportunities to consider.
What to expect:
- Identifies the best job matches for an individual's current skills and experiences
- Only current open job requisitions are suggested
- By default, Jobs are matched at the individuals current job grade/level. This is configurable to suit requirements
- Learning Recommendations are not suggested in Today opportunities
Grow (Stretch Role):
The Grow pathway is designed to assist in development planning by clearly identifying and highlighting potential growth opportunities tailored for each individual. These pathways can provide valuable insights and direction, ensuring that employees are aware of their skill gaps to their next opportunity and made aware of the learning opportunities they can undertake to address those gaps.
- Suggests roles that are slightly more challenging than the individual's previous roles, offering growth opportunities.
- All (open & closed) job requisitions are suggested
- By default, Jobs are matched at one level above the individuals current job grade/level. This is configurable to suit customer requirements
- Skill Gaps and Learning Recommendations are suggested in Grow opportunities. Learn more here: 4. Skills Gaps and Learning Recommendations
Pivot (Job Adjacency):
The Pivot Pathway is where an employee can explore opportunities when they ready for a change but don’t know where to start. It allows them to explore roles similar to their current position but in different fields or departments. Like the Grow pathway, Pivot pathways offer learning recommendation to help address any skills gaps
- Identifies roles similar to the individual's current position but in different domains or branches, leveraging their existing skills.
- All (open & closed) job requisitions are suggested
- By default, Jobs are matched at the same level as the individuals current job grade/level, one level below and one level above. This is configurable to suit customer requirements
- Skill Gaps and Learning Recommendations are suggested in Pivot opportunities. Learn more here: 4. Skills Gaps and Learning Recommendations
3. Create Your Own Career Path
This feature allows employees to select a target role and generate a career path based on their career history. The system searches for the best path, focusing on roles held within the last three years.
How does Reejig search for career paths?:
Depending on the data this is available at the time, Reejigs search algorithm will build 2 types of career paths:
- Standard Path: From Start role to target role, Reejig will find roles based on job title, job family, and job grade.
- Happy Path: Identifies a typical career path from entry-level to the target role when a standard path isn't available or where the start role isn’t relevant to the target role
Career Path Search Logic:
The search logic prioritizes role searching in the following order:
- Within the same job family
- Adjacent job families
- All roles irrespective of job family
Limitations
- Job Family Data Quality: Inaccurate customer data can lead to irrelevant role suggestions.
- Role Availability: Limited roles in a job family or grade may result in no paths being available.
- Happy Path Limitations: Not available for all roles, especially junior ones.
- Duplicated Job Titles: Currently, the system does not differentiate between roles with the same title in the UI.
- Executive Roles: Paths to executive roles may be dynamic and customized if suitable paths are not found.
4. Skills Gaps and Learning Recommendations
Discover and Close Skill Gaps
Reejig helps employees unlock their full potential by identifying and bridging their skill gaps. A skill gap could mean you're missing a specific skill or need to boost your proficiency in a particular skill. We compare an individual's skills with the job requirements to pinpoint these gaps, using a similarity measure rather than exact matches. Here's how it works:
- Identify Matched Skills: We compare the skills from job descriptions with the employees current skills.
- Determine Proficiency: We assess your highest proficiency levels for these matched skills.
- Define Skill Gaps: We identify where you need improvement based on proficiency levels.
Level Up with Learning Recommendations
Once we identify the skill gaps, we recommend personalized learning paths. These recommendations are based on:
- Score: How many gap skills can be addressed by a learning opportunity.
- Skill Distance: How closely the learning skills match the gap skills.
How We Make It Happen
Reejig will extract skills from course titles and descriptions, linking them to the individual's skill profile once a course is completed. Here's the magic behind Reejig’s learning recommendations:
- Pre-computing Matched Learnings: We prepare learning matches based on relevant roles.
- Calculating Scores and Skill Distances: We evaluate each learning opportunity for its effectiveness.
- Ranking Learning Opportunities: We provide up to 15 learning recommendations tailored to the individual.
Skill Gaps
A skill gap can refer to either: the absence of a skill; or, an insufficient level of skill proficiency/mastery. Skill gaps are calculated by comparing the skills of the individual (talent) with the required job skills. The absence of a skill isn't based on an exact match of skill names but is assessed using a similarity measure between their meaning and a set threshold.
The process for identifying skill gaps includes:
- Identify Matched Skills: Compare job description skills with individual’s skills.
- Determine Proficiency: Assess the highest proficiency levels for the matched skills.
- Define Skill Gaps: Identify the skill gaps based on the proficiency levels
Learning Skills
These skills are associated with learning (courses), extracted or inferred from the learning course titles and descriptions. Additionally, these skills are linked to the individual (talent) if they have completed the learning course.
Learning Recommendations:
Once the skill gaps have been identified, Reejig will prepare tailored learning recommendations to help address those gaps and will match job roles with the best learning resources from your LMS and/or LinkedIn Learning. Here's how Reejig determines a learning recommendation:
- Score: How many of your gap skills each learning opportunity can cover.
- Skill Distance: How closely the learning skills match your gap skills.
Reejig will determine skill matches based on available proficiency data, ensuring the best learning opportunities are suggested. Reejig will
- Handle gap skills and learning skills without any proficiency data, as this can be inferred.
- Match learning skills that are the same level of proficiency or higher than the gap skills.
The process includes:
- Pre-computing Learning Matches: Reejig will match learning opportunities based on relevant job roles.
- Scoring and Skill Distance: Reejig will calculate how well each learning opportunity fits the skill gap.
- Top 15 Recommendations: Reejig will rank and deliver up to 15 of the best learning opportunities.