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The job analysis component of ACT WorkKeys, known as Job Profiling, helps to set benchmarks that correspond with WorkKeys scores, giving the examinee a target score to hit in order to qualify for a job. Employers use job profiling to determine which skills are required for a job, and the level of each skill needed to perform the job successfully.
In the United States, an Employability Skills Framework was developed through a collaboration of employers, educators, human resources associations, and labour market associations. This framework states, "Employability skills are general skills that are necessary for success in the labor market at all employment levels and in all sectors".
A 2006 Conference Board survey of some 400 employers revealed that the most important skills for new workforce entrants included oral and written communications and critical thinking/problem solving, ahead of basic knowledge and skills, such as the reading comprehension and mathematics.
Skills can often [quantify] be divided into domain-general and domain-specific skills. Some examples of general skills include time management, teamwork [3] and leadership, [4] and self-motivation. [5] In contrast, domain-specific skills would be used only for a certain job, e.g. operating a sand blaster. Skill usually requires certain ...
Two types of skills are commonly defined: general skills and job-specific skills. Described by their name, general skills (language, writing, basic computer skills) can be used in various careers and job-specific skills (like a particular computer application) are more directed towards the demands of the occupation.
The intent of skills-based hiring is for applicants to demonstrate, independent of an academic degree the skills required to be successful on the job. It is also a mechanism by which employers may clearly and publicly advertise the expectations for the job – for example indicating they are looking for a particular set of skills at an appropriately communicated level of proficiency.
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