Lay the groundwork for skills-based decision making
Do you have the skills you need to succeed? Are you looking to understand your skills requirements and current bench strength?
Create a skills adoption roadmap, align your organization to it, and identify and map the highest priority skills needed to succeed in the future. The Skills Library helps your organization in multiple ways, including building up skills on current roles that can lead to insights on employee career paths and reskilling opportunities.
Incorporate skills into your talent strategy fast with the Skills Library
Don’t waste time digging through data or trying to create your own custom taxonomy. Mercer’s Skills Library maps 3,000 unique skills to over 4,700 jobs in our Mercer Job Library, making it the fastest way for Mercer Job Library customers to incorporate skills into their strategy. Not a Mercer Job Library client? No worries, we’ll match your jobs to our Library in no time to get you started quickly.
The Skills Library offers a skills taxonomy based on market data — the first step in adding skills to your organization’s pay strategy. We update our Skills Library regularly throughout the year, so you can stay up to date on emerging, evolving and declining skills.
The goal of the Skills Library is to provide an integrated, data-driven framework to help deploy skills-based solutions across a wide range of business domains. Organizations that start with a common agreement on what skills are most important for their strategies experience the best success in using skills for hiring, learning, and rewards.
Skills are mapped to a global job taxonomy — the Skills Library includes data that is globally applicable, allowing you to implement a skills framework across your organization, quickly.
How does Skills Library work?
- Skills Library allows you to curate skills from a variety of supply and demand sources.
- Raw skills data are obtained via large-scale data collection efforts that target millions of online job profiles/descriptions.
- The Skills Library is updated routinely throughout the year, adding new and emerging skills, modifying existing skills, and removing obsolete skills.
The skills included in the Skills Library span a variety of traditional categories such as: competencies, qualifications, certifications, hard and soft skills, as well as regionally specific needs. By including all these under the skills umbrella, clients can define roles by the critical needs to succeed in the job.
Example use case:
We naturally describe a role by listing the needs for the person we need. You might be seeking to fill a cost account role and need someone that is obviously good at: accounting, communication skills, have experience with M&A, use Tableau for statistical analysis, and have certain certification for a particular country. Those elements underlined are in the Skills Library, because they are what naturally a person lists as skills for the role.
Skills are structured in three Mercer Job Library arrangements that are orientated around type of work and organizational level: Job, Core Job, Specialization: