From Job Posting to Offboarding: Why Role-Based Thinking Is Key to Sustainable Skill Development
- Oliver Zilken
- Jul 10
- 3 min read
Roles emerge, evolve – and eventually disappear.But in most companies, roles aren’t viewed as a whole. They’re handled in isolated moments: a job posting here, a performance review there. And in between? Spreadsheets, gut feeling – or nothing at all.
mySkilltower brings structure to this chaos – not through rigid processes, but through one clear idea:“Every stage in a role’s lifecycle can be improved – if you connect it to real competencies.”
Roles move through a cycle — but most organizations focus only on the fragments.
Whether it’s a development talk, a promotion, or onboarding – all of these are part of a bigger picture: the role lifecycle.
Most HR tools treat these events as isolated processes – or ignore them altogether. But if you're aiming for sustainable skill development, you need to connect them.
mySkilltower doesn’t replace every HR process. But at every stage – from recruiting to exit – it adds real value.
And that’s exactly what makes the difference when you’re aiming for sustainable skill development.
From Hiring to Development – and Back Again
We approach the role lifecycle as two interlocking cycles.
🔁 Circle of Staffing
It covers everything leading up to entry – and asks: Is this the right match for the role?
Demand Analysis: What specific skills are we currently missing?
Job Posting: Which Bricks are must-haves, and which are nice-to-have?
Candidate Self-Assessment: Does the skill profile align with reality?
Department Briefing: Which skills actually matter in day-to-day work?
Internal Replacement Check: Is there already someone on the team with a 70% Brick match?
🔄 Circle of Development
Skill growth begins on day one – clearly visible and aligned with individual goals.
Onboarding: New hires immediately see which Bricks are relevant to their role.
Goal Setting & Feedback: Development becomes visible through the Tower – not vague phrases.
Training & Peer Feedback: Gaps are closed deliberately – not randomly.
Role Adjustment or Promotion: Skill growth becomes objective – not just a feeling.
Reference Letter & Exit: The Brick history provides content and context for feedback and handover.
How mySkilltower Adds Real Value
mySkilltower isn’t a classic process tool. But it makes skill development visible, comparable, and manageable. In practice, that means:
Touchpoint in the Role Lifecycle | How mySkilltower Adds Value |
Job Advertisement | Based on the Bricks, our AI can generate a job posting that stands out. |
Interview and Candidate Evaluation | The defined Skills and Bricks create a clear target profile. Let candidates build their own current (IST) tower by selecting relevant skills – and ask for concrete examples. This leads to a natural, skill-based conversation instead of vague interviews. |
Onboarding | A clear target tower – no guesswork. |
Feedbackgespräch | Visualized Development + Peer Feedback + Self-Assessment |
Learning & Development (L&D) | Gaps become visible → Training becomes targeted |
Reference Letter | Brick-based performance insights – clear, traceable, fair |
Replacement | The outgoing skill profile makes gaps visible – so you can set clear priorities for replacement. |
Conclusion: Not a tool for everything – but value at every step.
mySkilltower doesn’t replace every HR process – and it doesn’t have to.
But it provides clarity at every stage – from recruiting to exit – for HR, managers, and employees alike.
Those who think in terms of complete role lifecycles
develop more intentionally
hire with greater precision
and enable continuous development – instead of reactive quick fixes.
👉 Try it yourself – and see how the Skilltower strengthens your role lifecycle. No setup, no commitment – just clarity in under 30 minutes.
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