WORKFORCE PLANNING AND ANALYTICS

1 . A method of workforce planning, comprising:

automatically acquiring, by a processor, profile data of multiple job candidates, job data of multiple job openings and event data;

automatically generating, by the processor, an outlook report based on the event data, wherein the outlook report predicts a set of skills that are likely to be in demand by employers in future; and

automatically generating, by the processor, a gap report based on the profile data, the job data and the outlook report, wherein the gap report identifies one or more skills from the predicted set of skills that are least fulfilled by the job candidates.

2 . A method of workforce planning, comprising:

receiving profile data of at least one job candidate and job data of at least one job opening from multiple data sources;

automatically determining, by a processor, a match score between the job candidate and the job opening;

automatically performing, by the processor, analytics based at least in part on the match score, the profile data and the job data; and

presenting, by the processor, results of the analytics.

3 . The method of claim 2 further comprising automatically acquiring the profile data by crawling at least one of the multiple data sources.

4 . The method of claim 2 further comprising automatically acquiring the job data by crawling at least one of the multiple data sources.

5 . The method of claim 2 wherein determining the match score between the job candidate and the job opening comprises:

determining a number of matches between acquired skills in the profile data of the job candidate with required skills in the job data of the job opening; and

computing the match score based on the number of matches.

6 . The method of claim 5 wherein computing the match score comprises assigning importance weighing factors to matching skills and the required skills of the job opening.

7 . The method of claim 6 further comprising determining values of the importance weighing factors based on the listing order of the required skills in the job opening.

8 . The method of claim 5 wherein computing the match score comprises assigning competency weighing factors to matching skills and the acquired skills of the job candidate.

9 . The method of claim 5 further comprising:

identifying a set of unmet skills in the job data of multiple job openings that do not match any acquired skill in the profile data; and

reporting the set of unmet skills to the job candidate.

10 . The method of claim 2 wherein automatically performing the analytics comprises generating a demand report that indicates skills currently in demand by employers by aggregating required skills of job openings in the job data.

11 . The method of claim 2 wherein automatically performing the analytics comprises generating a supply report that indicates skills currently supplied by job candidates by aggregating acquired skills of multiple job candidates in the profile data.

12 . The method of claim 2 further comprising automatically discovering event data from a data source by crawling a data source and performing the analytics based on the event data.

13 . The method of claim 12 wherein automatically discovering the event data comprises using a training model to derive skill inferences from data retrieved from the data source.

14 . The method of claim 12 wherein automatically performing the analytics comprises generating an outlook report based on the event data, wherein the outlook report predicts skills that may be in demand by employers in future.

15 . The method of claim 2 wherein automatically performing the analytics comprises generating a risk report that indicates a risk level of unemployment of the job candidate.

16 . The method of claim 2 wherein automatically performing the analytics comprises generating a gap report.

17 . The method of claim 2 wherein automatically performing the analytics comprises generating a root cause report that indicates a root cause of a mismatch between acquired skills of multiple job candidates and required skills of job openings.

18 . The method of claim 2 further comprising simulating a job market driven by the profile data and the job data under the influence of one or more intervention options.

19 . A non-transitory computer-readable medium having stored thereon program code, the program code executable by a computer to:

receive profile data of at least one job candidate and job data of at least one job opening from multiple data sources;

automatically determine a match score between the job candidate and the job opening;

automatically perform analytics based at least in part on the match score, the profile data and the job data; and

present results of the analytics.

20 . A system comprising:

a non-transitory memory device for storing computer readable program code; and

a processor in communication with the memory device, the processor being operative with the computer readable program code to

receive profile data of at least one job candidate and job data of at least one job opening from multiple data sources,

automatically determine a match score between the job candidate and the job opening,

automatically perform analytics based at least in part on the match score, the profile data and the job data, and

present results of the analytics.