Dynamic Job Architecture - Understanding Skills

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Beamery’s Job Architecture helps organizations translate common consideration factors (such as experience and education) into an easily understandable set of skills. Many systems house multiple version names of the same skill, but with Beamery’s Dynamic Job Architecture skills can have a fair comparison and have direct translations between different factors. These skills can help organizations begin to think of skills from two perspectives: talent skills–supply and job skills–demand.

The Beamery Knowledge Graph

Core Attributes of Skills and how they relate to one another is part of what we call the Beamery Knowledge Graph (BKG). This data store is an organization’s single source of truth for skills and related attributes like roles and Job Families. 

Core Attributes of Skills

Skills carry many attributes that are critical in understanding their relevance to your organization, to a particular role and to the job market as a whole. Beamery ensures customers can see the most up-to-date information inside the Job Architecture Portal. 


Name of a skill, standardized against Beamery’s Knowledge Graph & client data using the information below.

  • Description: Description of what the skill is
  • Skill Types: How a skill is categorized. Examples include: 
    • Topic
    • Product
    • Behavior
    • Traits (a subset of behavior)
    • Software Tool
    • Natural Language
  • Aliases: Beamery systems recognize different names for the same skill. For example, ‘AWS’ and ‘Amazon Web Services’. 
  • Narrower/Broader Skills: Also known as child/parent skills pertaining to a specific role. 

Usage Attributes

Data governance is a key component of the Beamery Knowledge Graph, so we go out of our way to ensure that all clients have transparency into their data sources. 

  • Source: All skills in Beamery have their entry source recorded (e.g. HRIS, ATS, Job description…) 
  • Prevalence: How common is this role across your organization, by job family & type
  • Importance: Skills an organization has deemed as must-have, versus nice-to-have (essential when being pulled into a vacancy) 
  • Validation: 
  • Proficiency:
  • Market comparison attributes: Skills that are emerging, trending, sunsetting, based on external market data pulled in via API. Please note this feature will be available soon in-product.