Job requirements, competence and learning are interdependent

AO platform offers a revolutionary way to connect employee skills to job requirements and learning using AI.
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Webinar on using AI-assisted job description development

Watch the webinar recording on how to use AI for Job Descriptions and Competency Mapping . Interested? Contact us!

Do you want to increase the quality and efficiency of hiring and skills development?

Standardized and complete job descriptions
Using AI, we have built a national skills database with job descriptions for all 7,000 positions registered with Statistics Norway. Why is this important?

Competence overview
Map candidates and employees using the same criteria as the job descriptions and get a complete overview of competencies.
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Connection between candidates/employees and learning
What can I do and what is required in the position I have? Give the employee and the company insight into how well it fits together and what learning activities are recommended.

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Would you like advice and tips? Please contact us – the call is free, and we appreciate your help.


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How can you provide ongoing training and education to your workforce without knowing what skills you lack in your business and what your employees are capable of?

Standardized and complete job descriptions

Why aren't all job descriptions standardized and complete?
A complete and correct job description is the prerequisite for hiring correctly and offering employees relevant competence development. The "Balansekunst" model by Tormod Skjerve and Eleni Simeou forms the basis for the competence database and is created based on the ambitions of the National Competence Policy Strategy. Using AI technology, we have scaled this model and developed a database that includes over 7,000 Norwegian positions and more than 100,000 key competence descriptions.

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For a job description to be comprehensive, it should provide significant impact within the following areas;

Accuracy and Relevance: Job descriptions must be accurate and relevant to the position in question. We achieve this through interaction with the client and use of the skills database.
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Talent Attraction & Retention: A precise description allows a company to attract the right candidates and reduce the risk of wrong hires, which in turn leads to better employee retention.

Link to company ambition: Job descriptions should collectively cover the responsibilities, tasks, culture and ambitions of your company. A standardized set of job descriptions will ensure that the company operates on the same platform and expectations throughout the organization.

Competence overview

How to ensure a complete and good overview of competence in the organization? It is an important point to measure competence against job descriptions. The competence inventory should therefore contain the same elements that are defined for the various job descriptions in the company.

There are over 100,000 key competency descriptions in the competency database. An employee or candidate will already have competence within a number of these key competency descriptions. The positions, hobbies or interests the candidate or employee already has already constitute many key competencies that the candidate may not even be aware of!

A standardized method for identifying competencies based on 100,000 key competency descriptions with associated learning outcome levels per competency area therefore provides unique insight into candidates' and employees' competencies. It also provides a standardized way to measure and develop them.

Feel free to test us. Contact us and tell us about the positions you have held, tell us about your interests and hobbies and we will give you unique insight into your own expertise!

Connection between candidates/employees and learning

Using a standardized competency database, job descriptions and learning outcome levels per position, the prerequisites for hiring the correct candidates for a position, as well as for working purposefully with learning, will be present.

It is naturally very difficult to correctly identify what kind of competence activities are important for an employee. Our experience is that there are an enormous amount of learning resources, but far too little targeted competence development in the workplace. We also find that the main challenge is not budgets and financing of learning activities, but that learning is identified and offered that is RELEVANT to the position and the employee.

When there is a clear link between an employee's skills and the requirements of a position, it becomes much easier for an employee and their managers to identify useful and targeted skills activities for the employee. This makes learning motivating and produces direct results.

How to get started?

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It may seem overwhelming, but it definitely isn't. We've already done most of the work.

To get started in a good way, step 1 is to standardize all job descriptions in the company. We do the same with you. We use the competence database with 7,000 positions and 100,000 key competence descriptions.

Based on the defined positions in your company, we will quickly establish a complete database of job descriptions for your company, which provides the basis for job advertisements, candidate selection and competency development.
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+47 21 42 06 00post@alreadyon.comVisiting address:
Vollsveien 21, 1366 Lysaker
Viken, Norway

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