Only one in ten out-of-work older people and disabled people get help to find work each year (Learning and Work Institute, 2023)
To begin with, discovering suitable opportunities is difficult due to the multitude of job search platforms competing for your attention. Moreover, there is often a scarcity of matches based on your previous job title, which might have been arbitrarily created without adhering to any standardised job classification system. This raises the question of why there are so many diverse job titles for the same role; does your job title really describe what you do? Maybe you don’t know what you want to do. Or you want to do something different. You might not be able to do the job you’ve always done. Even if you can find a desirable job opening, the application process itself becomes time-consuming and repetitive. Even after investing significant effort, it can feel like you haven’t adequately showcased your skills and suitability. On average, each application requires over two hours to complete, with a waiting period of at least two weeks before hearing any response. If you haven’t been matched to the right vacancy or failed to effectively sell yourself, all the time and effort spent becomes futile. Consequently, you find yourself repeating this process over and over again.
Recent stats show that it takes about 100-200+ applications to receive one job offer! In a further breakdown, you have an 8.3% chance of getting a job interview from a single job application. That means it takes over 10 applications to get one interview and around 15 interviews to get one job offer (How Many Applications Does It Take To Get A Job?, Movement to Work, Feb 2022).
Structure your skills into actionable career pathways: Skillsminer’s revolutionary chatbot captures critical information consistently and extracts meaning from your experiences. It has been specifically designed to map individuals to the right opportunities and expedite their ability to quickly and effectively apply for jobs.
In less than 5 minutes we ascertain hundreds of skills, each one of them a commodity to both you and an employer, some of which you may not have been conscious of. We also profile the softer skills that are crucial in many values-based organisations.
And we don’t stop with just the insight of skills. We then map those skills to a personally curated menu based on 1,000,000 jobs, 3,000 occupations, 15,000 qualifications, 40,000 online courses and 50,000 video resources. These incorporate promoted jobs and opportunities that are created by other parties in the ecosystem such as recruiters and education providers. Our Application As sistant generates powerful content to be exported into a CV, resume, covering letter, or online application in under 10 minutes.
With this range of tools at your disposal you can upskill, find and apply for jobs 9 times quicker than traditional methods.
Skillsminer provides a one stop career guidance tool that identifies the skills that enable YOU to be successful in your career.
A study published in the Journal of Higher Education found that turnover rates among college faculty can be as high as 20%.
Recruitment is a time-consuming, expensive, and inefficient undertaking. It involves obtaining the necessary authorisation, crafting job descriptions, seeking approval for those descriptions, paying for advertising, reviewing each application, shortlisting candidates, conducting interviews, extending job offers, and, if all goes well, securing an acceptance. Additionally, there’s the operational aspect of identifying skills gaps and providing training to new hires until they become productive. This entire process can span a year or more in certain fields. The sluggishness – which averages 41 days from approval to offer – and resource intensiveness – which averages 45 minutes per application – may lead some organisations to delegate the task to external recruiters, who, in turn, typically charge a fee of 20% of the salary as compensation for their services.
On an average online job posting, 1,000 individuals will see the job post, 200 will begin the application process, 100 will complete the application, 75 of those 100 resumes will be screened out by either an Applicant Tracking System or by a recruiter, 25 resumes will be seen by the hiring manager, 4 to 6 will be invited for an interview, 1 to 3 of them will be invited back for final interview, 1 will be offered that job and 80 percent of those receiving an offer will accept it (How Many Applications Does It Take To Get A Job?, Movement to Work, Feb 2022).
Skillsminer’s recruitment software takes the heavy lifting out of finding talent, by tackling the most time consuming aspects of the recruitment process: Under 3% of applications on average are actually seen by a hiring manager, so passive recruitment is not efficient or effective. We proactively identify hidden talent based on skills, not just a job title. By tagging one of three thousand unique occupations we produce default skills, style and interest profiles for prospective recruits to match against. These can be tweaked to meet your exact requirements and then Skillsminer does the rest. We find the closest candidates to match your exact requirements. That provides you with the assurance that any new recruit will have the right stuff required to succeed.
As profiles are generated via our chatbot it means data is consistent which sidesteps the problem of parsing where those with the bigger profiles or CVs will always score higher by subconsciously gaming the AI.
By providing instant access to active talent rather than waiting passively for reams of CV’s to land on your desk, by shorting the shortlisting procedure and reducing advertising fees Skillsminer saves you 60 hours and £2,500 per vacancy whilst providing you access to hidden talent with the right skills to succeed and improve your productivity.
Skillsminer enables YOU to maximise the value of hidden skills now and prepare you for the economy of the future.
Enhanced Employee Performance: According to a study by Gallup, employees who use their strengths at work are 6 times more likely to be engaged and perform better than those who don’t. Likewise, a report by the Corporate Leadership Council states that organisations that actively recruit employees based on their skills and strengths experience a 21% increase in overall performance.
By using Skillsminer, organisations can align recruitment requirements with potential employees’ strengths. The tool assists in recruiting individuals who possess the necessary skills, resulting in improved overall performance. Skillsminer also facilitates the creation of personalised development plans that enhance employees’ strengths and skills, once they are in work. Overall, Skillsminer fosters a strengths-based culture, maximising employee potential and contributing to organisational success.
Improved Student Experience: Research conducted by the National Survey of Student Engagement shows that students who have positive interactions with faculty and staff are more likely to be engaged, persist in their studies, and graduate on time.
Skillsminer can assist in identifying the skills and strengths of prospective faculty and staff members. By ensuring that educators and support staff are skilled and engaged in their roles, Skillsminer contributes to a positive learning environment, which in turn fosters student success, satisfaction, and engagement.
Cost Savings: A study by the Center for American Progress suggests that the cost of replacing an employee can range from 16% to 213% of their salary, depending on the position and level of expertise.
Skillsminer helps education providers focus on skills-based recruitment, enabling them to hire candidates with the required skills and strengths. By hiring employees who possess the necessary skills, organisations can reduce the risk of employer / employee mismatch which will result in a greater likelihood of long term tenure.
Adaptability to Changing Needs: The World Economic Forum’s Future of Jobs Report 2020 predicts that by 2025, 40% of core skills required for most jobs will change, emphasising the need for a skills-based approach to recruitment.
Skillsminer’s emphasis on skills-based recruitment enables education providers to adapt to changing demands and trends in the education sector. By identifying the core skills required for specific roles, organisations can stay ahead of the evolving job market. Skillsminer allows you to select the skills you want in your prospective employees, and how well they subsequently match.
The latest workforce survey by the Department for Education (DfE) found that 40,000 teachers resigned from state schools last year – almost 9% of the teaching workforce, and the highest number since it began publishing the data in 2011 – while a further 4,000 retired.
Understanding workforce data to effectively manoeuvre employees into different roles or projects is, in most cases, unmanageable. Firstly, there is rarely structured data on the quantifiable skills of employees or comparable data on the requirements of roles or projects. As a result, decisions are often made based on qualitative input such as the opinion of a line manager who will subjectively measure skills and attitude. Whilst this information is useful it seldom reflects the occupational skills, knowledge and competencies required of a specific role. And faced with the risk that 85 million jobs could be displaced by a shift in the division of labour between humans and machines (Global Risks Report, World Economic Forum, 2023) this is a pressing issue that needs to be addressed. Another consequence of unintelligible workforce data is employee stagnation, employees incorrectly assigned to new roles or projects, or worst of all, employees will often move to the competition.
Skillsminer enables you to profile every employee in your workforce and visualise their skills in detail. Following the 5 minute onboarding process they’ll have access to training resources or internal opportunities – all in one place. Strategically, Skillsminer can help you make the best decisions on how to deploy your workforce, recognise hidden talent for projects, identify high-performers for succession planning which will, in turn, reduce turnover and friction.
Skills development and knowledge transfer: According to a study conducted by the McKinsey Global Institute, effective knowledge transfer within an organisation can improve productivity by up to 25%.
Skillsminer analyses the skills and competencies of employees across different departments and roles, enabling colleges to effectively match employees with relevant positions and enable knowledge transfer between experienced and junior employees. Skillsminer’s data-driven insights help colleges build a well-rounded workforce by leveraging existing talent.
Institutional growth and innovation: A McKinsey & Company study found that companies with high workforce agility achieved an average annual revenue growth of 10% compared to just 4% for companies with low agility. Additionally, highly agile organisations reported a 30% increase in profitability compared to their less agile counterparts.
Skillsminer promotes a culture of continuous learning and development by encouraging employees to explore new roles and departments. The platform offers personalised recommendations and learning resources to help employees acquire new skills and broaden their understanding of the organisation. This cross-functional experience enhances innovation and enables employees to contribute fresh ideas to their new roles, driving institutional growth.
Succession planning: According to a survey conducted by Deloitte, organisations with effective internal mobility programs have a 41% higher likelihood of being able to fill leadership positions from within compared to those without such programs.
Skillsminer assists colleges in identifying potential leaders within the organisation through its talent assessment and skills validation features. By evaluating employees’ capabilities and readiness for higher-level positions, colleges can develop personalised development plans to prepare them for future leadership roles. Skillsminer’s data analytics capabilities support effective succession planning and ensure a seamless transition of leadership.
When asked about how prepared they were for getting a job or apprenticeship, nearly half (45%) of university students said they felt unprepared – more so than college/sixth form students (36%). The majority (96%) of respondents said they faced barriers when looking for jobs or apprenticeships (Early Careers Survey, JISC, 2021).
Career Guidance is not limited to the National Career Service; similar roles exist in colleges, training providers, local government, housing associations, employability programmes and almost every employment support initiative.
There are thousands of different occupations, each with unique skill requirements and individual jobseekers are even more inimitable. It is impossible for career guidance professionals to take so many nuanced variables into consideration and accurately calculate the right occupations for an individual. Instead, a “square peg in a round hole” situation develops where guidance is based on the limitations of the career guidance professionals’ knowledge of certain sectors and the labour market around them. This is, of course, incredibly valuable information but lacks the breadth of the big picture of universal occupational knowledge and the macro labour market intelligence required to make truly evidence-based decisions. A typical career guidance appointment lasts 60 minutes as the advisor has to interview and extract the details of an individual before any work can begin on action planning. Where subsequent appointments are required, for example, in relation to employability programme approaches the average is 45 mins where the majority of time is devoted to ascertaining activities since the last episode.
This very resource intensive activity limits the size of caseloads and as a result many cohorts are unable to receive the support they require. For example, only one in ten out-of-work 50-64-year-olds and disabled people get help to find work each year (Learning and Work Institute, 2023).
Skillsminer’s caseloading tool enables Career Coaches to view relevant acumen on every individual assigned to you and your organisation. Our technology has been developed to maximise the effectiveness of any organisation responsible for the upskilling and placement of individuals into work. A full user-based hierarchy ensures the right people see the right detail which allows them to make evidence-based decisions using aggregated organisational level information or granular action planning insight provided by the raft of data available.
Career Coaches understand the composition of skills, knowledge, competencies, culture and interests to help individuals make the best possible career choices. They can co-jobsearch with jobseekers or even do remote jobsearch for the hardest-to-help. They can create access to resources and interventions. Having access to this incredible knowledge ahead of each appointment saves up 40% every time as the data is readily available, thus enabling a larger caseload. Providing supported access to Skillsminer for individuals has been proven to increase job outcome rates by 8%.
Education-employment linkage: Only 4 in 5 college institutions report on providing career services to their students, with only 45% of students engaging with these services (National Association of Colleges and Employers, 2019), for undergraduates this figure drops to 37% (Recruiting Benchmarks, National Association of Colleges and Employers, 2020).
One of the primary goals of education providers is to provide education and training that prepares students for the workforce. By offering employment support, education providers help bridge the gap between education and employment, ensuring that students can apply the knowledge and skills they have acquired in a practical setting.
Skillsminer can greatly assist with the education-employment linkage by providing a comprehensive platform that connects students, careers advisors and potential employers. The caseload management tool allows support teams to provide in-depth or light touch support to their learners and students. This streamlined process enables colleges to offer targeted employment support to their students, enhancing their chances of securing suitable employment upon graduation. By facilitating the seamless transition from education to the workforce, Skillsminer plays a vital role in bridging the gap and ensuring that students can effectively apply their acquired knowledge and skills in real-world scenarios.
Student success and outcomes: The number of pupils completing 16-18 study and progressing into sustained education, apprenticeship or employment has dropped below 80% for the first time in over 5 years (16-18 destination measures, gov.uk, 2022).
Access to employment support increases the likelihood of students finding suitable employment after graduation. It enhances their career prospects, helps them achieve financial stability, and contributes to their overall success. Supporting students in their job search and career development is crucial for their long-term satisfaction and fulfilment. Additionally, Skillsminer provides guidance and resources for CV building, interview preparation, and professional networking, empowering students to present themselves effectively to potential employers.
Institutional reputation and alumni success: Amongst graduates who had attained a successful outcome, ‘knowing exactly what they wanted to do’ was the most important factor in determining whether that employment was in professional or managerial roles (Planning for success:Graduates’ career planning and its effect on graduate outcomes, DfE, 2017).
An institution’s reputation is often tied to the success of its graduates. Success and Outcome data is a primary driver for funding and to make the institution appealing to future students. When alumni find meaningful employment and succeed in their chosen careers, it reflects positively on the institution. Skillsminer helps students and learners find out ‘exactly what they want to do’ by looking not only at their skills but their interest and culture profile. In turn, this enables careers guidance professionals to make evidence-based decisions.
“I understand how and what my customers can do, what jobs are available to them and why. I can use this data to help them close skills gaps and to help local employers find the right candidates with great skills right on their doorstep.”
Job coach