Skills mapping and job mapping: what are the differences?

When it comes to skills mapping, or job mapping, it is not uncommon for the two to be confused. It is a bit the same problem between a skills mapping or via a Staffing tool : it is believed that it is the same thing, when in fact there is an important nuance. We take stock in this article, so that you don't make the mistake again.

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Job mapping: a more macro map

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Job mapping shows the jobs currently present in the company, but not only that. It is also called a “business reference” in some companies. It reports on:

• Jobs that are essential to the smooth running of the company,
• The number of positions associated with each profession.
• Vacancies in the company, which are currently vacant waiting to take office
• Jobs to be created in the future. These new jobs can be linked to financial goals, for example, or to expectations related to the recruitment of experts. For example, you're looking for an experienced CFO. Your searches are associated with specific hiring criteria, which will require you to search for longer than for hiring a work-study student.

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Good to know: it should not be confused with the organization chart of the company. The organization chart represents exclusively the current positions held in the company. It can also be combined with photos of each person and their name. The organization chart is a current structural representation of the company.

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Skills mapping: a preferred ally for all businesses

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Unlike job mapping, the skills mapping allows you to have a granular vision of the expertise of all employees, regardless of the position they occupy in the company. On the other hand, as for job mapping, it makes it possible to highlight the skills held by employees, but also those that the company needs, but that no one yet has! It provides many other elements:

• The skills expected by your company from your employees,
• The skills held by your employees at the moment T (they may change over time)
• Their different rating scales, depending on the level (beginner, intermediate, expert...), etc.

Know-how, interpersonal skills, not to mention certifications are specified there. It is widely used by HR managers, operations and staffing managers, in the case of recruiting or positioning an employee on a client mission or an internal project.

Skills mapping does not therefore shed any light on jobs in particular, although it is advisable to link it to your job descriptions. In this way, your teams can perfectly visualize which skills need to be developed to reach an internal position or team. In addition, skills mapping also makes it possible to establish competency profiles per employee:

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