Career History, Mindspaces and Big Data: how Gooroo data and analytics capabilities could help plan your careers
Brad Nguyen, PhD, is the lead data scientist at Gooroo. At Gooroo, Brad works on the applications of big data, machine learning and NLP technologies in the areas of skills, jobs and career paths, integrated with human thinking analytics, to power a suite of Gooroo innovative products.
Carl Joseph, Gooroo’s VP Behavioural Products, contributed to this article.
Imagine if you have the power to model individuals’ career preferences, including the environment and the type of work they most prefer and are most likely to flourish in, early in their career.
In the age of big data, we are getting closer to that goal than ever. Having lots of data on anonymised individual careers and job experiences gives us a lot of useful insights.
More importantly, Gooroo’s unique ability to map job roles to the underlying thinking and preferences (“Mindspace”) allows us to study how a career path may develop, from the perspective of thinking approaches combined with job experiences.
This series is structured into two parts:
Part 1: Introduction to the relationship between Mindspace and Job Roles, and some insights
We introduce some background to the project, and present high-level insights and patterns that we discover from mapping career history to Mindspace, and the implications for career plans.
Part 2: Mindspace for individuals
This part focuses on what these capabilities mean for the individuals, in terms of upskilling and retraining, recommending alternative career paths, and predicting future work for individuals.
Data and Methodology
About Gooroo Mindspace
Gooroo Mindspace measures and evaluates human potential by employing artificial consciousness (AC), neuroscience and machine learning.
Based on over 40 years of demographic, psychographic and sociological dynamic research, Mindspace evaluates the thinking patterns of people against key performance measures, identifying who is most likely to succeed and fit with your team.
More information about Gooroo Mindspace can be found at https://gooroo.io/hirer
JobsNow is a data set of job roles. It has a wide coverage of about 500 different job categories. Using Gooroo ColourGrid® technology, we have mapped each job category (for example: engineering, sales manager, or artist) to the most dominant ColourGrid® colour, allowing us to establish the most likely thinking approach (Mindspace) for each job category.
About Gooroo Job History data
As a big data company, Gooroo has access to a large amount of anonymised talent profiles and roles, skills and job histories. This analysis uses 2,323,511 talent profiles with 7,594,557 unique job experiences. Each job experience has a job title (along with other information) which allows it to be mapped to a JobsNow category, and hence its Mindspace element (the most dominant ColourGrid colour). Each Mindspace element provides an estimation of the thinking approach of the person (for example, innovation, creativity, experience, etc).
The change of Mindspace through career progression
Do people more likely work in job roles with the same thinking approaches throughout their career, or do they tend to change?
Results show that on average, each person changes jobs 4 times throughout their careers, while changing their dominant thinking preference (i.e. the most dominant Mindspace) only 2.8 times. It means that on average the change of Mindspace preference is not as frequent as the change of jobs. Most people in their careers will stay in jobs with the same underlying thinking approach.
Examples of career progression with Mindspace mapping. Each row represents an individual. Each dot represents a job in their careers.
For instance, examples in the above graphic show a few such career paths. In the first highlighted box, a person spent the first three job roles (management roles) with NAVY (which identifies the thinking pattern associated with what SHOULD be done) as the most dominant colour. For the next three roles the person stayed with the same colour, before moving on to sales management roles, which is captured by colour BROWN — (which is the colour code that identifies what has to be done NOW to generate a material return). There is only one significant change in mindset throughout the person’s career, although there are 6 different job changes.
In another similar example, a person alternates between roles with dominant PPINK (associated with making decisions on HOW things are done) and NAVY (decisions around what SHOULD be done), which are typically aligned to consultancy professions.
The early career pathway
We ask the question —how different are Mindspace patterns in early and later career job roles? The graph below shows an interesting trend, based on career histories of a random sample of people. For early career job roles (towards the left of the graph), the majority careers involve only a few dominant colours, including BLACK, BLUE and NAVY. These Mindspace colours are mainly associated with technical or vocational roles such as technicians, engineers, or analysts.
As people move up through their career, we can observe there are much more diversified Mindspace patterns, as evident with the presence with more colours. We see other colours such as ORANGE, RED, GREEN and BROWN, which is associated with roles in the arts, community development or executive roles. This reflects that most people will explore other career opportunities later in the career, as opposed to sticking to well-defined career paths early in their career.
Mindspace in early career stage vs later career stage. Each row shows an individual’s career. Each job in the career is coded with the most dominant ColourGrid® colour . Career progression is from left to right.
Examples of Mindspace patterns for different careers and segments
Since we are able to map each individual job role to the most dominant ColourGrid colour, we are able to understand the high-level view of Mindspace patterns for different career stages (seniority) or professions.
Some examples are presented below.
Example of Mindspace patterns for Engineers
Technical roles show quite a consistent pattern (mostly are Blue/Navy) at the beginning, then diverge to more colours.
Example of Mindspace for Career Progression for Creative/Artist Roles
In contrast to technical roles, Mindspace patterns for job histories of creative people show highly colour-diverse patterns.
Examples for Management/ Executive Roles
Mindspace patterns for executives/senior management roles show a inclination towards BLUE/VIOLET/YELLOW colours, and appear less diverse compared to creative roles, but slightly more diverse than technical/engineering roles.
How Mindspaces change through career progression
Many individuals can be seen retaining the same dominant thinking (colour) when moving up in seniority. 70% of our talent profiles maintain the same colour in the first 3 roles, however, this drops to 56% in the fourth roles and beyond in their career. It means career planning might have a lot more impact later in the career, when one faces the decision of switching to alternative career paths.
Technical managers have more consistent Mindspace patterns than business/corporate managers/executives. This can be explained that groups such as technical managers tend to favour working in the same environment that is consistent with their thinking approach, while the latter is more comfortable with changes or disruptive changes in their career.
In the next part of this series, we will discuss more specific implications for career planning for individuals, including specific applications such as up-skilling, re-skilling for the future of jobs, and tailored recommended training, using insights and illustrations from Mindspace and job histories.