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 a survey by the Global Energy Talent Index, 59% of employers in the energy sector reported difficulties in finding qualified candidates for their vacancies.
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.
Talent shortage in the energy sector: According to a survey conducted by the World Energy Council, 53% of energy sector employers are struggling to find skilled professionals, and 75% believe the skills shortage will worsen in the next decade.
Skillsminer provides a platform for energy sector employers to proactively identify and attract suitable candidates who possess the specific skills and expertise needed in the industry. By actively seeking out individuals with the required skill sets, employers can bridge the talent gap more effectively and efficiently.
Evolving industry demands: The energy sector is undergoing significant transformations, including the shift towards renewable energy sources, advancements in technology, and increased focus on sustainability. Additionally, the UK is on a journey to reach net zero greenhouse gas emissions by 2050. To achieve this target Development Economics and YouGov have estimated that the industry needs to recruit for 400,000 jobs..
Proactive skills-based recruitment ensures that energy suppliers can find candidates with the necessary skills to adapt to these changing demands and drive innovation within the industry. Skillsminer helps energy suppliers find candidates who possess the necessary skills to adapt to these changing demands. This ensures that companies can stay ahead of the curve, drive innovation, and successfully navigate the evolving landscape of the industry.
Competitive advantage: A survey by LinkedIn found that 73% of talent acquisition leaders agree that proactive recruitment helps them hire better-quality candidates, giving companies an advantage in a highly competitive talent market.
By adopting a proactive skills-based recruitment strategy, energy suppliers can gain a competitive edge in attracting top talent. Skillsminer enables employers to identify and engage with high-quality candidates who have the right skill sets, increasing the likelihood of hiring individuals who can make significant contributions to the ambitious net zero recruitment targets. This advantage becomes crucial in a highly competitive talent market, where energy companies are vying for skilled professionals.
Nearly half (43%) of workers are considering leaving the energy industry within the next five years and top performers are 28% more likely to quit (2022 Energy Outlook Report, Brunel, 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.
Skills development: According to a survey conducted by the Society for Human Resource Management (SHRM) 76% of HR professionals reported that internal mobility programs helped improve employees’ skills and knowledge.
The energy industry is constantly evolving, and Skillsminer helps energy providers stay ahead by facilitating skills development. By enabling employees to move across different roles and responsibilities, Skillsminer allows them to acquire diverse skill sets. Employees can enhance their expertise, stay updated with industry advancements, such as renewable energy, smart grid technologies, and sustainability initiatives, and remain adaptable to changes. This contributes to innovation and helps energy providers remain competitive.
Succession planning: According to the National Association of Corporate Directors (NACD) in 2021, only 54% of organisations have a formal succession plan in place.
Skillsminer plays a crucial role in succession planning for energy providers. It helps identify high-potential employees and facilitates their development for future leadership positions. By tracking employees’ skills, competencies, and performance, Skillsminer can identify individuals who have the potential to fill key roles when experienced employees retire. This ensures a smooth transition of knowledge, skills, and leadership capabilities, minimising the impact of talent gaps caused by retirements.
Operational efficiency and agility: A McKinsey study found that highly successful agile transformations typically delivered around 30 percent gains in efficiency, customer satisfaction, employee engagement, and operational performance.
Skillsminer enhances operational efficiency and agility by facilitating the cross-pollination of knowledge and skills. Employees with diverse experiences can bring fresh perspectives, innovative ideas, and best practices from one area of the organisation to another. By leveraging Skillsminer’s insights, energy providers can encourage collaboration, improve problem-solving abilities, and enhance overall operational efficiency. This flexibility and adaptability are essential for effective energy delivery and management in a rapidly changing industry.
Emerging employment and skills gaps are one of the biggest obstacles to reaching net zero (Building the Net Zero Energy Workforce, National Grid, 2020).
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%.
Social Responsibility: Seventy-seven percent of consumers are motivated to purchase from companies committed to making the world a better place (Consumers, Investors Hold Corporations’ Feet to the Fire, Aflac, 2019).
Energy providers often play a significant role in the communities they serve. They are aware of the socio-economic challenges faced by their customers, including unemployment and financial instability. By offering employment support, they contribute to the overall well-being of the community and fulfil their social responsibility. Skillsminer can help energy providers fulfil their social responsibility by providing a comprehensive skills and employability platform alongside the Career Match for employment support, whether this is for light-touch or intensive support.
Customer Welfare: There are over 1.3 million unemployed people in Great Britain (Great Britain Profile, Nomis, August 2023).
Unemployment can have a profound impact on individuals and families, affecting their ability to meet basic needs, pay bills, and maintain a decent standard of living. Energy providers recognise that their customers’ welfare is essential for them to afford and access their services. By utilising its advanced matching algorithms and extensive network of employers, Skillsminer can assist unemployed individuals in finding suitable employment that matches their skills and interests.Energy providers can even develop support programs centred around Skillsminer and provide light touch caseloading capabilities for their customer service teams.
Long-term Customer Relationships: Customers switching companies due to poor service costs U.S. companies a total of $1.6 trillion (Accenture Strategy, Accenture, 2023).
By offering employment support, they demonstrate their commitment to the community’s prosperity and build goodwill. Satisfied customers are more likely to remain loyal to the provider, which can contribute to customer retention and positive brand reputation. Skillsminer can help energy providers foster long-term customer relationships by offering personalised, supported employment support.
“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