Issues, use cases and requirements

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Listed below are some use cases and issues and the requirements related to them. The use cases come originally from the JDX project, issues come from the schema.org github issue tracker and other conversations.

Hopefully we can prioritize the issues and address them. We could use the use cases to generate examples and suggested patterns.

Issues

Ongoing Discussions

  • The group is currently quiet.

Issues open for consideration

These are not in order of priority, and the numbering will change as issues are addressed.

  1. The JobPosting properties educationRequirements, qualifications and skills overlap and it is not clear when each should be used. See most of the use cases below.
    • There is currently no means of combining requirements for a job posting such as the various combinations of qualifications, experienceRequirements and educationRequirements in statements like "a 4 year degree AND six years of experience; OR a Ph.D. AND a current cybersecurity certification"). Arises from analysis of Junior software developer example posting
    • JDX JobSchema+ has properties Alternative-, Equivalent-, Preferred-, Required- level of requirement for each of Credential, Education, Experience, i.e. 12 properties in total including preferredCredential, equivalentExperience and so on.
  2. JobPosting has properties for occupationalCategory and relevantOccupation. Are both necessary? Should we favor one or the other? Arose in discussion of PR 2207.
  3. employmentType needs a proper vocabulary, & will be applied to non-employment hiring arrangements
    • employmentType covers different categories of information which leads to some complications when more than one is present, for example compare the statement jobs that may be "FULL_TIME", "PART_TIME" (same category, implies OR?) with "TEMPORARY" "VOLUNTEER" (different categories, implies AND?). Arises from analysis of Junior software developer example posting
    • employmentType is separated into Job Agreement, Job Schedule, Job Term in the JDX JobSchema+
  4. baseSalary has multiple ways of specifying currency. See also issues 1897 and 1581
  5. Add property to Person for skills etc. See issues 1167, 789 and 603.
  6. specialCommitments poorly defined (and under inclusive examples).
  7. Provide a means of giving information about Assessments "Direct, indirect, formative, or summative evaluation or estimation of the nature, ability, or quality of a person's performance or outcome of an action" Not in schema.org

To do: check which other points from issue 1829 are relevant and have not yet been addressed

Issues that have been addressed

  1. Better more flexible coding of Occupational Category. The property occupationalCategory definition requires O*Net-SOC taxonomy, which is too prescriptive & US-centric.
    Done in schema.org release 3.7. June 2019 (see issue 2192, and PR 2207).
  2. Provide start date for job It should be possible to provide the start date for a job.
    Done in schema.org release 3.8 July 2019 (see issue #2244 and PR #2247).
  3. Add property to Person for qualifications etc. See issues 1167, 789 and 603.
    Done hasCredential added to Person in release 3.9 (see issue 2289 and PR 2290).
  4. Example of JobPosting qualifications as EducationalOccupationalCredential.
    Done in schema.org release 3.9 Aug 2019 (see issue 2294 and PR 2295).
  5. Unit at which the job is based Should be able to provide the specific sub-department/facility/business unit at which the job is based (see issue 1829 points 13-15). Also arises from analysis of Junior software developer example posting.
    Done in schema.org release 4.0 Oct 2019 (see 2296 with pull request submitted 27 June 2019).
  6. Provide Total job openings "Number of positions open for this job posting." From Comparison of JDX JobSchema+ with schema.org.
    Done in schema.org release 4.0 Oct 2019 (see issue 2329, pull request 2330)
  7. Example of how to refer skills requirements to competency definitions in a standard framework and encoding such as CTDL-ASN in C.E. or CASE in CASE Registry. From Comparison of JDX JobSchema+ with schema.org.
    Done in schema.org release 5 Nov 2019 (see issue 2322, pull request 2354)
  8. Requirements other than competencies and credentials:
  9. There should be a means of providing contact details for a JobPosting. Arises from analysis of Junior software developer example posting
    Done in schema.org release 6, Jan 2020. (issue 2396, pull request 2402)
  10. provide Employer Overview "Description of the employer, career opportunities, and work environment" From Comparison of JDX JobSchema+ with schema.org, see also issue 1829 point 5.
    Done in schema.org release 6, Jan 2020. (issue 2396, pull request 2402)
  11. Provide a means of giving the industry a standard code. From Comparison of JDX JobSchema+ with schema.org.
    Done in schema.org release 6, Jan 2020. (issue 2396, pull request 2402)

Requirements from use cases

Use case 1: Employers distributing job descriptions

Employers should be able to distribute on the open web more accurate, complete, granular, transparent job descriptions that can better communicate competency and credentialing requirements to job seekers and others. Channels include corporate websites and social media, business and industry associations, talent sourcing and recruitment agencies.

Descriptions should include:

  1. Employer and job names that can be easily connected to industry and occupational taxonomies and ontologies not just in the US which is the case with guidance in the schema.org job posting schema
  2. Competencies based on open licensed frameworks, taxonomies, competency lists, and other conceptualizations of domains using defined vocabularies
  3. Competencies may include reference to specific tools, equipment, software that needs to be connected to taxonomies and ontologies
  4. Competencies may also need to be connected to credentialing taxonomies, ontologies (e.g. CTDL, EducationalOccupationalCredentials)
  5. Credentials need to be connected to credentialing taxonomies (e.g. CTDL)
  6. Competencies may include linkages to types of assessments, assessment rubrics and assessment evidence (precluding evidence of individual performance on an assessment)
  7. Job descriptions may also provide information on organization culture and context to provide information on context of competency performance and to provide culture fit with new hires.

Use case 2: Job seekers discovering opportunities

Job seekers and students should be able to discover job opportunities that best match career goals.

Search and selection criteria usually include

  1. job title
  2. employer name
  3. employer/work environment
  4. location
  5. responsibilities
  6. qualifications
  7. pay
  8. employment type (e.g. internship, full time)

Use case 3: Job seekers address gaps in education, training or credentialing

Job seekers should be able to discover employer hiring requirements and determine the gap between these and their own current competencies and credentials so as to be able to address any gaps in education, training or credentialing.

Requirements:

  1. need terms that link between job descriptions, personal competencies.

Notes:

How are these hiring requirements audited for accuracy so the gaps observed are real vs. a gap between employer expectations and what the talent market can provide? (Julie Uranis)

Use case 4: Education and training providers find employer partners

Education and training providers should be able  to search and discover employer hiring requirements that best match program competencies and credentials. These may be potential partners in developing learning opportunities and/or potential employers of successful students / trainees.

Requirements:

  1. need to link program/course level learning outcomes with terms used to describe hiring requirements.

Use case 5: Hiring organizations should be able to find education partners

Organizations should be able to discover potential talent sourcing and development partners with programs that provide credentials and competencies that match hiring requirements.

Requirements:

  1. need to link program/course level learning outcomes with terms used to describe hiring requirements.

Notes:

This seems pretty doable but I think the devil in these details is determining which 'language' is preferred, that of employers or education? (Julie Uranis)

Use case 6: Finding applicants

Organizations should be able to discover potential job candidates based on matching the competencies and credentials of individuals to hiring requirements.

Requirements:

  1. individuals should be able to provide assertions in schema.org about their knowledge, skills, abilities, competencies, credentials held.

Use case 7: details of competency requirements

Extends use case 1; Provide further information about competency and credential requirements, for example which are required and which are preferred? Which can be acquired after hiring? How are competencies assessed?

Requirements:

  1. means of representing nature of requirement of competency
  2. means of representing assessments of competency
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