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.
According to the World Health Organization (WHO), there is a global shortage of approximately 7.2 million healthcare workers, including doctors, nurses, and midwives.
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.
Improved Problem Solving and Innovation: Research conducted by Boston Consulting Group reveals that diverse teams produce innovative ideas and solutions 45% more frequently compared to non-diverse teams.
Skillsminer can contribute to the formation of diverse teams by proactively identifying candidates with different skills and perspectives. By using the platform, healthcare providers can create a talent pool of both patients who are looking to get back to work and internal applicants that reflects a wide range of backgrounds and experiences. This diversity of thought and expertise can lead to increased creativity, innovation, and problem-solving within the organisation.
Cost Savings: The Society for Human Resource Management estimates that the cost of a bad hire can be up to five times the employee’s annual salary.
Skillsminer’s proactive skills-based recruitment approach can minimise the risk of making poor hiring decisions. By leveraging the platform’s ability to find talent based on the exact requirement of the vacancy, healthcare providers can identify candidates with the right skills and qualifications for the job.
Meeting Future Challenges: Healthcare providers face evolving challenges, such as technological advancements and changing patient needs.
Skillsminer can help healthcare providers anticipate and address future challenges by identifying candidates with the specific skills required to navigate evolving landscapes. By proactively recruiting candidates with the right skill sets, healthcare providers can ensure they have a workforce capable of adapting and thriving in the face of future changes.
A fifth of health and care workers are to leave the sector due to work pressures and cost of living crisis (Hospital Times, 2022).
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.
Addressing skill gaps: According to a report by the World Economic Forum in 2020, it was estimated that by 2025, over half of all employees will require significant reskilling and upskilling due to advancements in automation, artificial intelligence, and other technological changes.
The health sector requires a diverse range of skills and expertise to effectively respond to the needs of patients. Skillsminer can provide personalised career growth and development recommendations based on employees’ skills, interests, and aspirations. By offering employees opportunities to advance within the organisation, Skillsminer helps create a clear pathway for growth. This increases employee satisfaction, reduces the likelihood of talent seeking opportunities elsewhere, and enhances their engagement by providing new challenges and learning experiences.
Knowledge transfer and organisational learning: According to a study conducted by the American Society for Training and Development, organisations that actively promote a learning culture have a 37% higher employee productivity rate compared to those that don’t prioritise learning and development initiatives.
When employees move internally, they bring with them their knowledge, expertise, and insights from one area or department to another. Skillsminer can facilitate knowledge sharing and collaboration by identifying employees with valuable knowledge, expertise, and insights in specific areas. When employees move internally, Skillsminer can help match them with roles or departments that can benefit from their skills and encourage cross-functional collaboration.
Succession planning and leadership development: According to a study conducted by the Brandon Hall Group, organisations that have a strong leadership development program are 1.5 times more likely to be the market leader in their industry.
Skillsminer can assess the potential and readiness of employees for leadership positions based on their skills, performance, and career aspirations. It can identify high-potential individuals and suggest development opportunities such as training programs, mentoring relationships, or rotational assignments that prepare them for future leadership roles. Skillsminer assists organisations in proactively planning for succession, reducing the risk of leadership gaps, and maintaining stability during leadership transitions.
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%.
“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