Purpose

This article provides an overview of the Future Readiness feature, its implications, and how organizations can use it to ensure their skills mapped to roles are up-to-date.

Audience

Talent leaders, Talent admins, HRBPs

Overview

Future Readiness in Market Insights measures a role's longevity and relevance based on its associated skills. It helps organizations assess the long-term viability of roles and identify those at risk of becoming obsolete. By analyzing how skills are evolving, Future Readiness indicates how well a role is positioned to adapt to market changes. Roles with more stable or rising skills are likely to remain in demand, while those with declining skills may lose relevance. Organizations can use this to make informed decisions about hiring, training, and strategic planning.

Organizations can use this to refine their skills taxonomy, inform hiring strategies, and plan for employee development. By understanding the future potential of roles based on their skills, companies can align resources more effectively with market trends and business goals.

Work with Future Readiness

Calculation

• Future Readiness is automatically populated for each role that has at least 10 skills.
• It is calculated as a weighted average of the role’s skills.
• The more rising skills a role possesses, the higher the future readiness. Similarly, the more declining skills a role possesses, the less the future readiness.

Guidelines

Future Readiness is not the same as a market similarity score. While a market similarity score shows how closely a role's skills align with market standards, the Future Readiness focuses on the stability and future relevance of those skills.

• 61% to 100% (Green): these roles are highly resilient and future-ready.
• 41% to 60% (Blue): these roles are stable but may need some monitoring.
• below 40% (Red): these roles are at risk and require immediate attention. You may choose to continue with the same skills for business continuity.

How to use Future Readiness

HRBPs can filter roles based on their Future Readiness to focus on those that are less future-ready. Additional filters, such as business units or job families, help refine the list.

HRBPs can then review skills from three sources:

• Skills from their company
• Benchmark industry skills
• Global fastest-rising skills

As you continuously refine your role library over the next few months or years, it’s recommended to primarily focus on roles with low future readiness.

After the review, you can collaborate with business leaders to decide which skills to prioritize, considering your organization strategy.