Pioneering a Skill-Based Future: UCB's story

January 14, 2025
3 min read

TechWolf’s COO Mikael Wornoo recently hosted a conversation with UCB’s Head of IT Talent & Company Reputation, Christophe Cabrerato, exploring how leading organisations are putting a skill-based approach in action today with three practical tips to help you get started. Christophe shared his experience of applying a skill-based approach to support the transition from a pharma to a bio-pharma company, plus his experience of working with TechWolf. Here are some of the main takeaways from the session:

UCB BLOG VISUAL 1
Visual UCB Challenges

From this starting point, UCB were able to identify three use cases to see how a skill-based approach could improve outcomes:

  1. Strategic Capability Planning - identifying and tracking skills and moving from a top-down, internal and manual process to a top-down/bottom-up approach. This also included using market benchmark data with low manual input to create a data-backed skill gap analysis.
  2. Job Catalogue - the creation of a solid skill architecture and governance structure that was regularly updated based on external market trends.
  3. Internal Mobility - gaining a full overview of potentially suitable internal candidates for open positions and identifying what reskilling and investment was required.

Working with an initial group of around 500 employees, UCB compiled a comprehensive job catalogue, personal job descriptions, and learning and job history. TechWolf leveraged this data to:

  1. Build a skill taxonomy
  2. Map jobs to skills
  3. Map people to skills

While UCB’s journey in skill development is ongoing, they are already harnessing skill data to drive value and significant transformation across the organisation. In just a few months, they have produced valuable skill insights to bolster strategic capability planning.

Mikael concluded the conversation with actionable insights for embarking on a skill-based journey:

  1. Get going, with a goal in mind
    - Start with a trial project that is big enough to be meaningful but focused enough to be manageable
    - Be specific with a clear business problem to solve
    - Set ambitious but realistic timelines
  2. Stop obsessing over who should own skills (for now)
    - A skills project can start anywhere in the business
    - There is no clear “owner” for skills
    - Be intentional about governance across the business
  3. Focus on the value from skill data first. Integration will follow
    - Apply skill data to the business problem in practice
    - Then, set up integrations and processes to maintain it
No items found.

Blog

Relevant sources

From guides to whitepapers, we’ve got everything you need to master job-to-skill profiles.

View all
View all
Skills-Based Hiring
Strategic Workforce Planning
Skills Intelligence
Use Cases
Article

Steps to building a skills-based hiring strategy

Traditional hiring methods—relying on resumes, experience, and outdated job descriptions—are no longer effective. With 85 million jobs projected to be unfilled by 2030, companies need a skills-first hiring approach to stay competitive. However, 92% of organizations lack reliable workforce skills data, making it difficult to identify skill gaps, match talent to roles, and make informed hiring decisions. A skills-based hiring strategy starts with accurate, AI-driven workforce data to map job roles, define skill-based job descriptions, and optimize hiring decisions. Companies that adopt this approach can reduce hiring costs, improve internal mobility, and ensure fair, skills-based compensation.
Mikaël Wornoo
Mar 15, 2025
Steps to building a skills-based hiring strategy
Skills Intelligence
Skill Assessment
Use Cases
Article

Why traditional skill gap analysis is broken—And how AI fixes it

Traditional skill gap analysis is outdated, unreliable, and too slow to keep up with today’s evolving workforce. It relies on self-reported assessments, manager bias, and static surveys—leading to inaccurate data, misaligned reskilling efforts, and costly external hiring. AI-driven skill intelligence eliminates bias, updates workforce skills in real time, and predicts future talent needs to ensure businesses stay competitive. By automating skill tracking and workforce planning, AI helps organizations proactively reskill employees, reduce hiring costs, and optimize talent mobility.
Cedric Vandamme
Mar 14, 2025
Why traditional skill gap analysis is broken—And how AI fixes it
Strategic Workforce Planning
Use Cases
Article

Pioneering a Skill-Based Future: UCB's story

Insights from TechWolf's COO Mikael Wornoo and UCB's Head of IT Talent & Company Reputation, Christophe Cabrerato.
Jan 14, 2025
Pioneering a Skill-Based Future: UCB's story