In 2002, following the bursting of the dot-com bubble and the mass lay-offs that followed, we worked with MMT and ORP to support the retraining of many professionals in web development. Despite sometimes insufficient skills, this turbulent period revealed real talent, deserving official recognition through certified training courses.
Market & Competences
To meet this need, we have focused on online assessments, combining performance and knowledge, to facilitate the pre-selection of candidates and the evaluation of employees. This approach, available in several languages and on various platforms (supervised or remote), cuts assessment time in half and can be applied to a wide range of sectors. It also enables assessment modules to be customized and extended, guaranteeing accurate analysis of skills and training needs, with detailed reports for in-depth analysis of results, facilitating informed decision-making and better prediction of candidate and employee success.
Some found out the hard way that a demanding market does not forgive the absence of solid skills. This period marked the beginning of increased professionalization in the digital sector, with the emergence of specializations such as Front-End, Back-End, UX, UI and many others. The key question, which is still relevant today, is: what kind of training should I choose?
Skills = Strategic priority
In a fast-changing business environment, driven by digital transformation, artificial intelligence and the spread of teleworking, companies need to evolve rapidly to remain competitive. Skills are at the heart of this challenge: according to multiple studies, the gap between the know-how available and that required by organizations is growing all the time. This “skills gap” is no longer just an HR concern, but a strategic priority that conditions both the success and sustainability of companies.
I’m convinced that upskilling and reskilling are the essential levers for meeting today’s challenges and providing a working environment conducive to personal fulfillment. This is where skills audits come into their own: they provide a systematic assessment of technical, cognitive and behavioral skills, enabling companies to effectively target their recruitment, training and succession planning.
Since 2002, with the IKM assessment tool and its own skills assessment methodology, Jobprofile has been providing organizations with accurate, in-depth diagnoses, maximizing their competitive advantage, supporting digital transformation and improving the return on investment (ROI) of their human capital. Since 2005, our partnerships with a number of international companies have enabled us to validate the skills of their employees, helping to build high-performance, resilient teams.
1. The skills gap: understanding the scale of the challenge
The “skills gap” is defined as the gap between the skills required for a specific position and those currently possessed by an employee. According to a global study by McKinsey, “44% of companies anticipate major skills gaps in the next five years, and 43% are already experiencing such gaps”. In other words, almost half of all organizations are struggling to find or train profiles capable of meeting the challenges ahead.
Add to this the figures from the World Economic Forum, which estimates that by 2025 automation could eliminate 85 million jobs while creating 97 million new ones, and the scale of the transformation becomes clear. The advent of new technologies, combined with the emergence of telecommuting and hybrid modes of working, demands increasingly specialized and varied skills. Companies have every interest in anticipating these changes today, or risk being left behind by the competition.
2. Upskilling vs. reskilling: nuances and complementarities
Given the urgency of the situation, there are two distinct talent development strategies: upskilling and reskilling.
Upskilling
Upskilling involves raising an employee’s skill level to meet new challenges in the same position or in a related function. For example, transforming a data entry clerk into a data analyst or data scientist, to enable him/her to explore and exploit information more finely. Upskilling builds on existing skills by adding higher value-added know-how.
Reskilling
The aim of reskilling is to fully train an employee for a new job within the company. Let’s take the example of the data manager: training him to join an IT team or a customer service department requires the acquisition of radically different skills (e.g. technical support, customer relationship management). This transition can prove crucial in preserving the employability of an employee whose job is set to disappear or undergo profound transformation.
Upskilling and reskilling are not opposites: they complement each other. Together, they constitute a fundamental lever for ensuring the long-term viability of an organization and the sustainable employability of each employee.
3. Identifying skills gaps: a key step
Before embarking on a training plan, it is essential to carry out a precise diagnosis. There are several ways of doing this:
- Define your objectives
- List existing skills
- Analyze gaps
- Prioritize actions
4. Create a culture of learning and internal mobility
Successful skills development requires the commitment of everyone: both the company and its employees. HR and managers must create a climate conducive to continuous training, with concrete actions:
- Targeted, flexible training
- Personalized support
- Structured career paths
- Digital tracking tools
5. Putting theory into action: some practical tips
- Empower employees
- Adapt pace and formats
- Monitor and measure progress
- Encourage agility and experimentation
Conclusion: Benefits and return on investment
A solid upskilling and reskilling strategy will inevitably result in numerous benefits:
- Enhanced competitiveness
- Talent retention
- Enhanced attractiveness
- Innovation and creativity
The most precious skill today is the ability to evolve: so it’s up to you to create a caring and daring environment in which your teams can reach their full potential. In this way, you will not only contribute to the success of your organization, but also to the development of rewarding careers, full of meaning and promise for the future.
