Transferable skills may not be recognised as industry tends to use particular language or ways of doing things. For example, a person with the job title of ‘business analyst’ or the role of ‘team leader’ in one organisation may not have the same responsibilities, or indeed skills, that are required in another organisation.
Ali worked with the rail industry in the UK as a ‘yard master’. He sees a job for a ‘track worker’ advertised, applies and gets the job. On his first day of work he and his supervisor discover that yard master means different things in the UK and Australia and he was unable to perform his duties.
Use of sound Skills Recognition approaches would have prevented this disappointing event from occurring and may have identified a more appropriate role for Ali, hence saving time and money and engaging an employee into a role for which they are better suited, thereby improving both morale and productivity.