Our client, a renowned foodservice distributor and supplier with a rich history of over 100 years, recognized the importance of adapting to the changing needs of their customers. They sought a dynamic solution to enhance the delivery and marketing of their products and services. To achieve this, they needed a strategic collaborator capable of revolutionizing their website and crafting a seamless digital experience that not only filled existing gaps, but also interconnected the entirety of their customer journey.
Still, this feat came with its own set of challenges, and they needed a partner who understood the impact of effective information architecture. RGP thoughtfully unified their global taxonomy by incorporating a new list of 2,000 skill terms into an existing structure of categories, job families and titles—matching the right consultant, to the right opportunity at the right time.
01.
Defining Terms, Designing Engagement
To match skills to the right job roles and categories, RGP needed to make sure all terms had clear definitions and descriptions. After writing easily-digestible descriptions for nearly 2,000 terms, the client was armed with descriptions and definitions for each skill, which would make it easier for users to find these terms quickly once added to the future talent management platform.
02.
Building a Job Description Information Architecture
Our team categorized 2,000 terms into 10 existing skill family categories and nearly 100 subcategories, mapping each skill term to 100+ job roles. This formed a hierarchy of categories and subcategories to test for findability. After categorizing the terms, we conducted stakeholder sessions with 25 subject matter experts, validating and testing how we organized the taxonomy in just seven weeks.
03.
Evaluating Findability With Real Human Data
RGP vetted the categorization structure through tree jack testing. Tree jacks help identify where and why people get lost when finding information. In the end, RGP harnessed this impactful data to provide a more accurate and efficient way to match candidates with open client projects and career development opportunities.
04.
Rethinking Taxonomies to Predict Candidate & Employee Needs
With a previous taxonomy primarily serving candidate needs, this global consulting firm saw an opportunity to leverage the revised skills taxonomy for internal career development and HR platform needs. Through stakeholder sessions and user insights from the taxonomy tree jack testing, we aligned skills into clear, user-friendly categories to empower their taxonomy beyond just external candidate match and job placement.
key metrics
Project Outcomes
Terms Incorporated Into 10 Existing Skill Family Categories & 100 + Taxonomy Subcategories
Skill Taxonomy Terms Mapped To 100+ Job Roles
Participants In User Testing Providing Real Human Data
case studies