Generate and review matches

What this achieves

Matching scores employees against what an opportunity requires, so the people who fit it are surfaced rather than left to find the posting themselves. It produces a ranked list with a breakdown of where each score came from.

Required role: Administrator or Manager.

Before you start

Set the opportunity’s requirements first. Matching compares recorded skills and competencies against those requirements, so an opportunity with none produces nothing worth reading.

Steps

Go to Opportunities → Browse and open the opportunity.
Select the Recommendations tab.
Select Generate Recommendations.
Read the matches, which are sorted by score.
Expand a match to read Why this matches and its breakdown.

What the score is made of

A match score is not one number with an opaque origin. It breaks into four parts, and the breakdown is what tells you whether a score means what you assumed.

Option	Description
Skills	How the employee’s recorded skills compare against the skills the opportunity requires.
Competencies	The same comparison for competencies.
Experience	What their recorded experience contributes.
Education	What their recorded education contributes.

Example: two candidates for an HC Corp UK Ltd engineering role score similarly overall. One is carried by skills and the other by experience, which are different arguments for the same person and worth reading before you shortlist either.

A score is input, not a verdict

The score reflects what has been recorded, and nothing else. It does not know how somebody works, what they have delivered, or whether they are ready for a bigger role — none of that is in the comparison.

Treat a high score as a reason to look at somebody and a low one as a reason to check whether their record is current. Neither is a decision. The decision is made by the people reviewing applications, and it is theirs to make.

Example: an employee at HC Corp UK Ltd who has never recorded a skill they use daily scores low against a role they could do. The score is accurate about the record and wrong about the person.

Gaps and what closes them

Each match lists the skills and competencies where the employee falls short of the required level, with what they have now against what the role needs. Where published courses cover a gap, they are named alongside it.

This is the part employees see too, on the opportunity itself. It is the most useful output of matching even for people who do not apply, because it states what developing into the role would take.

Written explanations arrive after the scores

Scores are computed first and are available immediately. A written explanation of why somebody matches follows for the strongest matches, and takes up to about a minute and a half to appear rather than arriving with the score.

If an explanation is still pending, refresh the tab. There is nothing to fix.

Generating again after a change

Matching runs against the requirements as they stood when it ran. If you change a requirement, add one, or re-level one, generate again — the existing scores describe the previous version of the role.

Generating matches consumes credits from your workspace allowance, so generate after the requirements are settled rather than during.

What happens next

Matched employees receive the opportunity as a recommendation, which is how most people find internal work rather than by browsing. Matching effectiveness is reported in mobility analytics: whether the people the matching surfaced are the people who applied, and whether they scored better than the field.