As the types of skills needed in the labor market change rapidly, individual workers will have to engage in life-long learning if they are to achieve fulfilling and rewarding careers. For companies, reskilling and upskilling strategies will be critical if they are to find the talent they need and to contribute to socially responsible approaches to the future of work. For policy-makers, reskilling and retraining the existing workforce are essential levers to fuel future economic growth, enhance societal resilience in the face of technological change and pave the way for future-ready education systems for the next generation of workers.
Yet while there has been much forecasting on transformations in labor markets, few practical approaches exist to identifying reskilling and job transition opportunities. The methodology can be applied to a variety of taxonomies of job requirements and sources of data.