The digitization of all areas of life also affects the skills and knowledge that will be required in the future in the world of work. Even occupations that are classically “analog” will change with the possibilities of new technologies. For example, an electrician recently also has to deal with smart homes’ programming and a bus driver with new digital payment options. The change is rapidly increasing so that current IT skills have a half-life of one to two years. Employees are thus constantly exposed to new conditions.
Deutsche Bahn has recognized the importance to be prepared for the challenges of the future. With the help of HRForecast, Deutsche Bahn aimed to answer the question: „How the current job postings of Deutsche Bahn look like and how they should be optimized for the future?”
Questions to be clarified:
1. Crawling of data
HRForecast crawls millions of job postings every week from job portals, career websites, and social media. From this data lake, Deutsche Bahn chose the competitors that build a part of the analysis.
2. Skill registration
HRForecast extracted skills from over 100.000 job postings (incl. DB job postings) with Natural Language Processing (NLP) algorithms. The skills were rated according to future importance and connected with trends relevant for Deutsche Bahn.
3. Provided results and proposed measures
HRForecast and Deutsche Bahn jointly interpreted the results to identify future-orientation of the current job postings, to assess the Deutsche Bahn recruiting strategy compared to the market, and to define measures to improve the recruiting strategy.
Key insights & value-adds for the client
Deutsche Bahn received:
- automated market screening of changes in the job requirements to faster identify new trends and adjust the strategy accordingly
- profited from outside insights of competitor strategies, white spots, and skill gaps to provide tailor recruiting and development strategies
- received input to create future-oriented, more attractive job postings.