Career analysis method and system

• US 7,593,860 B2
• Filed: 09/12/2005
• Issued: 09/22/2009
• Est. Priority Date: 09/12/2005
• Status: Expired due to Fees

• Current Assignee: International Business Machines Corporation
• Original Assignee: International Business Machines Corporation
• Inventors: Mitchell, Peter James
• Primary Examiner(s): Saadat; Cameron
• Assistant Examiner(s): Gebremichael; Bruk A
• Application Number:
  US11/224,519
• Publication Number:
  US 20070059671A1
• Time in Patent Office: 1,471 Days
• Field of Search: 705/1, 705/9, 705/11, 434/219, 434/350
• US Class Current: 705/7.29
• CPC Class Codes: G06Q 10/105 Human resources
• CPC Class Codes: G06Q 30/0201 Market modelling; Market analysis; Collecting market data
• CPC Class Codes: G06Q 50/2057 Career enhancement or continuing education service
• CPC Class Codes: G09B 7/00 Electrically-operated teaching apparatus or devices working with questions and answers mechanically operated G09B3/00; computing arrangements G06F

Abstract

A career analysis method and system. The system comprises a computing apparatus comprising data. The data comprises a specified job title and a first list comprising a first plurality of required skills for the specified job title. Candidate data is received by the computing apparatus. Candidate data comprises a job candidate and a second list comprising plurality of skills related to a job held by the candidate. The first plurality of required skills is compared with the plurality of skills related to the job held by the candidate to determine a set of common skills. A common skills score is calculated. A first set of market valued skills from the first plurality of required skills is determined. A score is calculated based on a function of the first set of market valued skills and the first plurality of required skills.

Claims

1. A method, comprising:

providing a computing apparatus comprising a memory device, said memory device comprising a career analysis tool and job related data, said job related data comprising a first specified job title and a first list comprising a first plurality of required skills for said first specified job title, said job related data further comprising a plurality of additional job titles;

receiving by said computing apparatus, job candidate data, said job candidate data comprising a job candidate and a second list comprising a second plurality of required skills related to a current job held by said job candidate, wherein said current job held by said candidate differs from a job associated with said specified job title;

receiving, by said computing apparatus, first job market data, wherein said first job market data comprises first internal market data and first external market data, wherein said first internal market data comprises first capacity planning data associated with an entity and first workforce management data associated with said entity, and wherein said entity is associated with said first specified job title;

storing within said memory device, said job candidate data and said first job market data;

comparing, by said career analysis tool, said first plurality of required skills with said second plurality of required skills to determine a first set of common skills between said first plurality of required skills and said second plurality of skills;

applying, by said career analysis tool, a first set of weighting factors to said first set of common skills, wherein each weighting factor of said first set of weighting factors is applied to an associated common skill of said first set of common skills based on a predetermined relative importance for each said associated common skill with respect to said first specified job title;

calculating, by said career analysis tool, a first score for said candidate by dividing the number of said first set of common skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills, wherein said first set of market valued skills indicate a first group of critical market place skills required to perform a specified job associated with said first specified job title, wherein said first group of critical market place skills are linked with first business unit skills associated with achieving first business priorities comprising growth in revenue and innovation, and wherein said first group of critical market place skills are aligned with a first specified market direction and a first specified business strategy for said entity;

reviewing, by said career analysis tool after a specified time period, said first set of market valued skills;

determining, by said career analysis tool based on results of said reviewing said first set of market valued skills, that said first set of market valued skills are outdated;

receiving, by said computing apparatus in response to said determining that said first set of market valued skills are outdated, second updated job market data, wherein said second job market data comprises second internal market data and second external market data, and wherein said second internal market data comprises second capacity planning data associated with said entity and second workforce management data associated with said entity;

storing within said memory device, said second updated job market data;

comparing by said career analysis tool, said second updated job market data with said first plurality of required skills to determine a second set of market valued skills from said first plurality of required skills wherein said second set of market valued skills differ from said first set of market valued skills, wherein said second set of market valued skills indicate a second group of critical market place skills required to perform said specified job associated with said first specified job title, wherein said second group of critical market place skills are linked with second business unit skills associated with achieving second business priorities comprising growth in revenue and innovation, and wherein said second group of critical market place skills are aligned with a second specified market direction and a second specified business strategy for said entity;

applying, by said career analysis tool, a second set of weighting factors to said second set of market valued skills, wherein each weighting factor of said second set of weighting factors is applied to an associated market valued skill of said second set of market valued skills based on a an amount of time that each said associated market valued skill has been determined to be a market valued skill;

calculating by said career analysis tool, a second score for said job candidate by dividing the number of said second set of market valued skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first score to a first numerical value;

comparing by said career analysis tool, said second score to a second numerical value;

comparing by said career analysis tool, said first plurality of required skills with said second plurality of required skills to determine a set of required skills of said second plurality of required skills that are not comprised by said first plurality of required skills;

generating by said career analysis tool, a training program for said job candidate to obtain training associated with said set of required skills;

determining by said career analysis tool, results of said comparing said first score to said first numerical value and said comparing said second score to said second numerical value;

determining by said career analysis tool based on said results, that a first analysis score for said job candidate in relation to said first specified job title will be calculated;

calculating by said career analysis tool, said first analysis score, wherein said calculating said first analysis score comprises adding said first score to said second score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on results of said comparing said first analysis score to said first predetermined value.

2. The method of claim 1, further comprising:

determining that said comparing results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

3. The method of claim 1, further comprising:

determining that said comparing results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

4. The method of claim 1, further comprising:

comparing by said career analysis tool, said first score to a predetermined value;

determining that said comparing said first score to said predetermined value results in said first score exceeding said predetermined value;

comparing by said career analysis tool, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing said first analysis score to a third predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to a third predetermined value.

5. The method of claim 4, further comprising:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score exceeding said third predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

6. The method of claim 4, further comprising:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score being less than said third predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

7. The method of claim 1, wherein said job related data further comprises a second specified job title and a third list comprising a third plurality of required skills for said second specified job title, and wherein said method further comprises:

comparing by said career analysis tool, said second plurality of required skills with said third plurality of required skills to determine a second set of common skills between said second plurality of required skills and said third plurality of required skills;

calculating, by said career analysis tool, a third score for said candidate by dividing the number of said second set of common skills by the number of said third plurality of required skills;

comparing by said career analysis tool, said job market data with said third plurality of required skills to determine a second set of market valued skills from said third plurality of required skills; and

calculating by said career analysis tool, a fourth score for said job candidate by dividing the number of said second set of market valued skills by the number of said third plurality of required skills.

8. The method of claim 7, further comprising:

determining that said comparing said first analysis score to said first predetermined value results in said first analysis score exceeding said first predetermined value;

calculating by said career analysis tool, a second analysis score for said job candidate in relation to said second specified job title, wherein said second analysis score is based on a function of said third score and said fourth score;

comparing said second analysis score to a second predetermined value;

determining that said comparing said second analysis score to said second predetermined value results in said second analysis score exceeding said second predetermined value;

comparing said first analysis score to said second analysis score; and

performing an action for said job candidate based on said comparing said first analysis score to said second analysis score.

9. The method of claim 8, further comprising:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score exceeding said second analysis score, wherein said performing said action comprises recommending said first specified job title to said job candidate.

10. The method of claim 8, further comprising:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score being less than said second analysis score, wherein said performing said action comprises recommending said second specified job title to said job candidate.

11. A computing system comprising a processor coupled to a computer-readable memory unit, said memory unit comprising a career analysis tool and job related data, said job related data comprising a first specified job title and a first list comprising a first plurality of required skills for said first specified job title, said job related data further comprising a plurality of additional job titles, said career analysis tool comprising instructions that when executed by the processor implement an analysis method, said method comprising:

receiving by said computing system, job candidate data, said job candidate data comprising a job candidate and a second list comprising a second plurality of required skills related to a current job held by said job candidate, wherein said current job held by said candidate differs from a job associated with said specified job title;

receiving, by said computing system, first job market data, wherein said first job market data comprises first internal market data and first external market data, wherein said first internal market data comprises first capacity planning data associated with an entity and first workforce management data associated with said entity, and wherein said entity is associated with said first specified job title;

storing within said computer-readable memory unit, said job candidate data and said first job market data;

comparing by said career analysis tool, said first plurality of required skills with said second plurality of required skills to determine a first set of common skills between said first plurality of required skills and said second plurality of skills;

applying, by said career analysis tool, a first set of weighting factors to said first set of common skills, wherein each weighting factor of said first set of weighting factors is applied to an associated common skill of said first set of common skills based on a predetermined relative importance for each said associated common skill with respect to said first specified job title;

calculating, by said career analysis tool, a first score for said candidate by dividing the number of said first set of common skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills, wherein said first set of market valued skills indicate a first group of critical market place skills required to perform a specified job associated with said first specified job title, wherein said first group of critical market place skills are linked with first business unit skills associated with achieving first business priorities comprising growth in revenue and innovation, and wherein said first group of critical market place skills are aligned with a first specified market direction and a first specified business strategy for said entity;

reviewing, by said career analysis tool after a specified time period, said first set of market valued skills;

determining, by said career analysis tool based on results of said reviewing said first set of market valued skills, that said first set of market valued skills are outdated;

receiving, by said computing system in response to said determining that said first set of market valued skills are outdated, second updated job market data, wherein said second job market data comprises second internal market data and second external market data, and wherein said second internal market data comprises second capacity planning data associated with said entity and second workforce management data associated with said entity;

storing within said computer-readable memory unit, said second updated job market data;

comparing by said career analysis tool, said second updated job market data with said first plurality of required skills to determine a second set of market valued skills from said first plurality of required skills, wherein said second set of market valued skills differ from said first set of market valued skills, wherein said second set of market valued skills indicate a second group of critical market place skills required to perform said specified job associated with said first specified job title, wherein said second group of critical market place skills are linked with second business unit skills associated with achieving second business priorities comprising growth in revenue and innovation, and wherein said second group of critical market place skills are aligned with a second specified market direction and a second specified business strategy for said entity;

applying, by said career analysis tool, a second set of weighting factors to said second set of market valued skills, wherein each weighting factor of said second set of weighting factors is applied to an associated market valued skill of said second set of market valued skills based on a an amount of time that each said associated market valued skill has been determined to be a market valued skill;

calculating by said career analysis tool, a second score for said job candidate by dividing the number of said second set of market valued skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first score to a first numerical value;

comparing by said career analysis tool, said second score to a second numerical value;

comparing by said career analysis tool, said first plurality of required skills with said second plurality of required skills to determine a set of required skills of said second plurality of required skills that are not comprised by said first plurality of required skills;

generating by said career analysis tool, a training program for said job candidate to obtain training associated with said set of required skills;

determining by said career analysis tool, results of said comparing said first score to said first numerical value and said comparing said second score to said second numerical value;

determining by said career analysis tool based on said results, that a first analysis score for said job candidate in relation to said first specified job title will be calculated;

calculating by said career analysis tool, said first analysis score, wherein said calculating said first analysis score comprises adding said first score to said second score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on results of said comparing said first analysis score to said first predetermined value.

12. The computing system of claim 11, wherein said method further comprises:

determining that said comparing results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

13. The computing system of claim 11, wherein said method further comprises:

determining that said comparing results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

14. The computing system of claim 11, wherein said method further comprises:

comparing by said career analysis tool, said first score to a predetermined value;

determining that said comparing said first score to said predetermined value results in said first score exceeding said predetermined value;

comparing by said career analysis tool, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing said first analysis score to a third predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to a third predetermined value.

15. The computing system of claim 14, wherein said method further comprises:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score exceeding said third predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

16. The computing system of claim 14, wherein said method further comprises:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score being less than said third predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

17. The computing system of claim 11, wherein said job related data further comprises a second specified job title and a third list comprising a second plurality of required skills for said second specified job title, and wherein said method further comprises:

comparing by said career analysis tool, said second plurality of required skills to said plurality of skills possessed by said job candidate to determine a second set of common skills between said second plurality of required skills and said plurality of skills possessed by said job candidate;

determining by said career analysis tool, a second set of market valued skills associated with a second set of required skills from said second plurality of required skills;

analyzing by said career analysis tool, said job candidate for said second specified job title based on a function of said second set of common skills and said second set of market valued skills.

18. The computing system of claim 17, wherein said method further comprises:

determining that said comparing said first analysis score to said first predetermined value results in said first analysis score exceeding said first predetermined value;

calculating by said career analysis tool, a second analysis score for said job candidate in relation to said second specified job title, wherein said second analysis score is based on a function of said third score and said fourth score;

comparing said second analysis score to a second predetermined value;

determining that said comparing said second analysis score to said second predetermined value results in said second analysis score exceeding said second predetermined value;

comparing said first analysis score to said second analysis score; and

performing an action for said job candidate based on said comparing said first analysis score to said second analysis score.

19. The computing system of claim 18, wherein said method further comprises:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score exceeding said second analysis score, wherein said performing said action comprises recommending said first specified job title to said job candidate.

20. The computing system of claim 18, wherein said method further comprises:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score being less than said second analysis score, wherein said performing said action comprises recommending said second specified job title to said job candidate.

21. A computer program product, comprising a computer readable medium comprising job related data and a computer readable program code embodied therein, said job related data comprising a first specified job title and a first list comprising a first plurality of required skills for said first specified job title, said job related data further comprising a plurality of additional job titles, said computer readable program code comprising a career analysis tool adapted to implement an analysis method, said method comprising:

receiving job candidate data, said job candidate data comprising a current job held by said job candidate, wherein said current job held by said candidate differs from a job associated with said specified job title;

receiving first job market data, wherein said first job market data comprises first internal market data and first external market data, wherein said first internal market data comprises first capacity planning data associated with an entity and first workforce management data associated with said entity, and wherein said entity is associated with said first specified job title;

storing within said computer readable medium, said job candidate data and said first job market data;

comparing by said career analysis tool, said first plurality of required skills with said second plurality of required skills to determine a first set of common skills between said first plurality of required skills and said second plurality of skills;

applying, by said career analysis tool, a first set of weighting factors to said first set of common skills, wherein each weighting factor of said first set of weighting factors is applied to an associated common skill of said first set of common skills based on a predetermined relative importance for each said associated common skill with respect to said first specified job title;

calculating, by said career analysis tool, a first score for said candidate by dividing the number of said first set of common skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills, wherein said first set of market valued skills indicate a first group of critical market place skills required to perform a specified job associated with said first specified job title, wherein said first group of critical market place skills are linked with first business unit skills associated with achieving first business priorities comprising growth in revenue and innovation, and wherein said first group of critical market place skills are aligned with a first specified market direction and a first specified business strategy for said entity;

reviewing, by said career analysis tool after a specified time period, said first set of market valued skills;

determining, by said career analysis tool based on results of said reviewing said first set of market valued skills, that said first set of market valued skills are outdated;

receiving, in response to said determining that said first set of market valued skills are outdated, second updated job market data, wherein said second job market data comprises second internal market data and second external market data, and wherein said second internal market data comprises second capacity planning data associated with said entity and second workforce management data associated with said entity;

storing within said computer readable medium, said second updated job market data;

comparing by said career analysis tool, said second updated job market data with said first plurality of required skills to determine a second set of market valued skills from said first plurality of required skills, wherein said second set of market valued skills differ from said first set of market valued skills, wherein said second set of market valued skills indicate a second group of critical market place skills required to perform said specified job associated with said first specified job title, wherein said second group of critical market place skills are linked with second business unit skills associated with achieving second business priorities comprising growth in revenue and innovation, and wherein said second group of critical market place skills are aligned with a second specified market direction and a second specified business strategy for said entity;

applying, by said career analysis tool, a second set of weighting factors to said second set of market valued skills, wherein each weighting factor of said second set of weighting factors is applied to an associated market valued skill of said second set of market valued skills based on a an amount of time that each said associated market valued skill has been determined to be a market valued skill;

calculating by said career analysis tool, a second score for said job candidate by dividing the number of said second set of market valued skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first score to a first numerical value;

comparing by said career analysis tool, said second score to a second numerical value;

comparing by said career analysis tool, said first plurality of required skills with said second plurality of required skills to determine a set of required skills of said second plurality of required skills that are not comprised by said first plurality of required skills;

generating by said career analysis tool, a training program for said job candidate to obtain training associated with said set of required skills;

determining by said career analysis tool, results of said comparing said first score to said first numerical value and said comparing said second score to said second numerical value;

determining by said career analysis tool based on said results, that a first analysis score for said job candidate in relation to said first specified job title will be calculated;

calculating by said career analysis tool, said first analysis score, wherein said calculating said first analysis score comprises adding said first score to said second score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on results of said comparing said first analysis score to said first predetermined value.

22. The computer program product of claim 21, wherein said method further comprises:

determining that said comparing results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

23. The computer program product of claim 21, wherein said method further comprises:

determining that said comparing results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

24. The computer program product of claim 21, wherein said method further comprises:

comparing by said career analysis tool, said first score to a predetermined value;

determining that said comparing said first score to said predetermined value results in said first score exceeding said predetermined value;

comparing by said career analysis tool, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing said first analysis score to a third predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to a third predetermined value.

25. The computer program product of claim 24, wherein said method further comprises:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score exceeding said third predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

26. The computer program product of claim 24, wherein said method further comprises:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score being less than said third predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

27. The computer program product of claim 21, wherein said job related data further comprises a second specified job title and a third list comprising a second plurality of required skills for said second specified job title, and wherein said method further comprises:

comparing by said career analysis tool, said second plurality of required skills to said plurality of skills possessed by said job candidate to determine a second set of common skills between said second plurality of required skills and said plurality of skills possessed by said job candidate;

determining by said career analysis tool, a second set of market valued skills associated with a second set of required skills from said second plurality of required skills;

analyzing by said career analysis tool, said job candidate for said second specified job title based on a function of said second set of common skills and said second set of market valued skills.

28. The computer program product of claim 27, wherein said method further comprises:

determining that said comparing said first analysis score to said first predetermined value results in said first analysis score exceeding said first predetermined value;

calculating by said career analysis tool, a second analysis score for said job candidate in relation to said second specified job title, wherein said second analysis score is based on a function of said third score and said fourth score;

comparing said second analysis score to a second predetermined value;

determining that said comparing said second analysis score to said second predetermined value results in said second analysis score exceeding said second predetermined value;

comparing said first analysis score to said second analysis score; and

performing an action for said job candidate based on said comparing said first analysis score to said second analysis score.

29. The computer program product of claim 28, wherein said method further comprises:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score exceeding said second analysis score, wherein said performing said action comprises recommending said first specified job title to said job candidate.

30. The computer program product of claim 28, wherein said method further comprises:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score being less than said second analysis score, wherein said performing said action comprises recommending said second specified job title to said job candidate.

31. A process for integrating computing infrastructure, comprising integrating computer-readable code into a computer system, wherein the computer system comprises a computer readable medium, wherein said computer usable medium comprises job related data, wherein said job related data comprises a first specified job title and a first list comprising a first plurality of required skills for said first specified job title, wherein said job related data further comprising a plurality of additional job titles, and wherein the code in combination with the computer system is capable of performing a method comprising:

receiving by said computing system, job candidate data, said job candidate data comprising a job candidate and a second list comprising a second plurality of required skills related to a current job held by said job candidate, wherein said current job held by said candidate differs from a job associated with said specified job title;

receiving, by said computing system, first job market data, wherein said first job market data comprises first internal market data and first external market data, wherein said first internal market data comprises first capacity planning data associated with an entity and first workforce management data associated with said entity, and wherein said entity is associated with said first specified job title;

storing within said computer readable medium, said job candidate data and said first job market data;

comparing, said first plurality of required skills with said second plurality of required skills to determine a first set of common skills between said first plurality of required skills and said second plurality of skills;

applying, by said career analysis tool, a first set of weighting factors to said first set of common skills, wherein each weighting factor of said first set of weighting factors is applied to an associated common skill of said first set of common skills based on a predetermined relative importance for each said associated common skill with respect to said first specified job title;

calculating, by said career analysis tool, a first score for said candidate by dividing the number of said first set of common skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first job market data with said first plurality of required skills to determine a first set of market valued skills from said first plurality of required skills, wherein said first set of market valued skills indicate a first group of critical market place skills required to perform a specified job associated with said first specified job title, wherein said first group of critical market place skills are linked with first business unit skills associated with achieving first business priorities comprising growth in revenue and innovation, and wherein said first group of critical market place skills are aligned with a first specified market direction and a first specified business strategy for said entity;

reviewing, by said career analysis tool after a specified time period, said first set of market valued skills;

determining, by said career analysis tool based on results of said reviewing said first set of market valued skills, that said first set of market valued skills are outdated;

receiving, by said computing system in response to said determining that said first set of market valued skills are outdated, second updated job market data, wherein said second, job market data comprises second internal market data and second external market data, and wherein said second internal market data comprises second capacity planning data associated with said entity and second workforce management data associated with said entity;

storing within said computer readable medium, said second updated job market data;

comparing by said career analysis tool, said second updated job market data with said first plurality of required skills to determine a second set of market valued skills from said first plurality of required skills, wherein said second set of market valued skills differ from said first set of market valued skills, wherein said second set of market valued skills indicate a second group of critical market place skills required to perform said specified job associated with said first specified job title, wherein said second group of critical market place skills are linked with second business unit skills associated with achieving second business priorities comprising growth in revenue and innovation, and wherein said second group of critical market place skills are aligned with a second specified market direction and a second specified business strategy for said entity;

applying, by said career analysis tool, a second set of weighting factors to said second set of market valued skills, wherein each weighting factor of said second set of weighting factors is applied to an associated market valued skill of said second set of market valued skills based on a an amount of time that each said associated market valued skill has been determined to be a market valued skill;

calculating by said career analysis tool, a second score for said job candidate by dividing the number of said second set of market valued skills by the number of said first plurality of required skills;

comparing by said career analysis tool, said first score to a first numerical value;

comparing by said career analysis tool, said second score to a second numerical value;

comparing by said career analysis tool, said first plurality of required skills with said second plurality of required skills to determine a set of required skills of said second plurality of required skills that are not comprised by said first plurality of required skills;

generating by said career analysis tool, a training program for said job candidate to obtain training associated with said set of required skills;

determining by said career analysis tool, results of said comparing said first score to said first numerical value and said comparing said second score to said second numerical value;

determining by said career analysis tool based on said results, that a first analysis score for said job candidate in relation to said first specified job title will be calculated;

calculating by said career analysis tool, said first analysis score, wherein said calculating said first analysis score comprises adding said first score to said second score;

comparing said first analysis score to a first predetermined value; and

performing an action for said job candidate based on results of said comparing said first analysis score to said first predetermined value.

32. The process of claim 31, wherein said method further comprises:

determining that said comparing results in said first analysis score exceeding said first predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

33. The process of claim 31, wherein said method further comprises:

determining that said comparing results in said first analysis score being less than said first predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

34. The process of claim 31, wherein said method further comprises:

comparing by said career analysis tool, said first score to a predetermined value;

determining that said comparing said first score to said predetermined value results in said first score exceeding said predetermined value;

comparing by said career analysis tool, said second score to a second predetermined value;

determining that said comparing said second score to said second predetermined value results in said second score exceeding said second predetermined value;

comparing said first analysis score to a third predetermined value; and

performing an action for said job candidate based on said comparing said first analysis score to a third predetermined value.

35. The process of claim 34, wherein said method further comprises:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score exceeding said third predetermined value, wherein said performing said action comprises recommending said first specified job title to said job candidate.

36. The process of claim 34, wherein said method further comprises:

determining that said comparing said first analysis score to said third predetermined value results in said first analysis score being less than said third predetermined value, wherein said performing said action comprises rejecting said first specified job title for said job candidate.

37. The process of claim 31, wherein said job related data further comprises a second specified job title and a third list comprising a second plurality of required skills for said second specified job title, and wherein said method further comprises:

comparing said second plurality of required skills to said plurality of skills possessed by said job candidate to determine a second set of common skills between said second plurality of required skills and said plurality of skills possessed by said job candidate;

determining a second set of market valued skills associated with a second set of required skills from said second plurality of required skills;

analyzing said job candidate for said second specified job title based on a function of said second set of common skills and said second set of market valued skills.

38. The process of claim 37, wherein said method further comprises:

determining that said comparing said first analysis score to said first predetermined value results in said first analysis score exceeding said first predetermined value;

calculating by said career analysis tool, a second analysis score for said job candidate in relation to said second specified job title, wherein said second analysis score is based on a function of said third score and said fourth score;

comparing said second analysis score to a second predetermined value;

determining that said comparing said second analysis score to said second predetermined value results in said second analysis score exceeding said second predetermined value;

comparing said first analysis score to said second analysis score; and

performing an action for said job candidate based on said comparing said first analysis score to said second analysis score.

39. The process of claim 38, wherein said method further comprises:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score exceeding said second analysis score, wherein said performing said action comprises recommending said first specified job title to said job candidate.

40. The process of claim 38, wherein said method further comprises:

determining that said comparing said first analysis score to said second analysis score results in said first analysis score being less than said second analysis score, wherein said performing said action comprises recommending said second specified job title to said job candidate.