Interactive workforce-potential analytics
The system guides users from the overall workforce picture to a business unit, an open role and suitable candidates. Every transition preserves context, and each recommendation arrives with a clear explanation.
- Status
- Concept
aircode’s role
aircode designed the visual concept, mapping interface, data model, matching method and self-contained demonstration build.
Context
Workforce needs, vacancies and the internal talent pool are often discussed in separate tables and decks. This makes it hard to see where gaps are most critical, which roles need attention and how well the pool covers demand.
The task
- show workforce conditions in territorial and organizational context
- connect open roles with suitable candidates
- explain candidate fit instead of emitting an opaque score
- show talent-pool performance through a clear funnel
- unite the path from overview to decision in one interface
- prepare a self-contained demonstration without personal data
Solution
An interactive map shows workforce pressure, open roles and coverage from the internal pool. Selecting a zone or business unit reveals roles; selecting a role reveals suitable candidates with an explanation of fit.
A separate view shows movement through the talent funnel, allowing users to assess both the current gap and the effectiveness of the workforce process.
Visual system
Movement helps users shift from system scale to a specific decision. Colour encodes one measure at a time, while cards preserve the link between territory, role and candidate.
Data and privacy
The public version uses synthetic profiles and metrics only. It demonstrates product logic without exposing personal or organizational data.
Interactive map
The map connects the territorial overview, business-unit cards, open roles and candidate profiles in one journey.
- multiple analysis modes
- transition from overview to business unit
- role and candidate cards
- adaptive detail
- self-contained demonstration build
Transparent methodology
The staffing-gap index and candidate fit use clear rules that can be replaced with an organization’s own methodology.
How it works
- Overall workforce picture
- Select a zone or business unit
- Roles and their status
- Select an open role
- Suitable candidates
- Candidate profile
- Explanation of fit
Outcome
Fragmented workforce data is gathered into one visual journey. In a few steps, users understand where attention is needed, which roles are open, who fits and why.