Alignment Between Standards and Job Market Demand for BIM Careers

Abstract

The integrative and transformative potential of Building Information Modeling (BIM) has significantly expanded employment opportunities in the construction sector. This study investigates the consistency between BIM-related job market demands and the UNI 11337-7 role definitions in Italy, contributing to the broader dialogue on the alignment between employment, policy, and education. A dataset of 261 BIM-related job advertisements collected from LinkedIn in the Italian context was analyzed using a term frequency-based methodology. Reference keyword sets derived from the UNI 11337-7 standard were established for the BIM Specialist, BIM Coordinator, BIM Manager, and CDE Manager roles. The analysis reveals a significant misalignment: only 30% of the advertisements clearly reflect the competencies defined by the standard, while 70% appear vague or inconsistent. These findings suggest limited awareness or uneven application of BIM role definitions within the industry. This study offers a quantitative assessment of the alignment between employment demand and professional standards and proposes a replicable method for benchmarking job market data. It also highlights the need for clearer communication and stronger implementation of standardized professional roles to effectively support the digital transformation of the construction sector.

1. Introduction

The development of Building Information Modeling (BIM) has transformed the Architecture, Engineering, Construction, and Operations (AECO) sectors. BIM is not merely a technology but a process that enables the digital representation of physical and functional characteristics of places, fostering a collaborative environment among stakeholders [1].

Despite the construction sector’s slower response to digitalization compared to other industries [2], increasing regulatory pressure and institutional incentives across many countries have accelerated BIM adoption within the AECO sector, driving its widespread implementation [3,4]. As a result, the widespread implementation of BIM has not only increased employment opportunities in the sector [5], but also reshaped traditional workflows by introducing new roles, responsibilities, and work practices aligned with the evolving technological landscape [6].

Although ISO 19650 [7] does not explicitly define BIM roles, it establishes a framework for collaborative information management that allows national interpretations [8]. Consequently, several countries have developed their own standards and guidelines to define roles and competencies [9,10]. However, the absence of a universally adopted structure has led to inconsistent role definitions across contexts, and a lack of comprehensive frameworks to compare national policies persists [11]. Moreover, there is a significant gap in methodologies that align standardized role definitions with practical needs in the job market. For instance, guidelines like VDI 2552 [12] in Germany and UNI 11337-7 [13] in Italy provide detailed role descriptions, but studies examining how these roles translate into actual job demands remain unexplored. Bridging this gap is essential to improve communication between employers and job seekers, thereby enhancing the quality and effectiveness of BIM implementation [14]. In this context, standardization is increasingly seen not as a formal obligation but as a strategic lever to boost productivity, refine work processes, and foster collaboration across disciplines and project phases [15].

This study aims to explore this misalignment considering, as a case study, the Italian job market context. The objective of this research is to examine the alignment between job market needs and the roles defined in guidelines and standards, specifically within the context of the Italian job market. The research questions are:

• To what extent are the BIM roles defined by standards (e.g., UNI 11337-7) actually used in the titles and content of job advertisements in the Italian market?
• Is there an overlap between employers’ expectations and the role descriptions provided by the relevant standards?
• Which quantitative methodology could be implemented for analyzing this phenomenon?

In Italy, national regulations have progressively mandated the use of BIM in public procurement, the driving force behind market demand. Starting in 2022, the requirement applied to projects valued over 15 million euros, with the threshold gradually lowered over time. By 2025, the use of BIM will be mandatory for all public projects exceeding 1 million euros. This obligation is fueling the growing need for BIM-related roles and skills, underscoring the importance of aligning industry standards with the evolving requirements of the job market.

Addressing these research questions is urgent, as discrepancy generates inefficiencies in recruitment and personnel selection, making it difficult for companies to identify suitable candidates and for professionals to navigate the job market effectively. Moreover, the lack of clarity in employers’ expectations contributes to uncertain career paths and widens the gap between educational offerings and the actual competencies required in practice. These issues risk undermining the overall quality and coordination of BIM-based projects, ultimately limiting the transformative potential of digitalization in the AECO sector [16]. In this context, standardization should not be viewed as a bureaucratic formality, but rather as a strategic lever to improve productivity, support talent development, and foster the effective implementation of BIM workflows [15]. Furthermore, aligning university curricula and professional training with standardized role definitions is essential to ensure that emerging professionals are adequately prepared and that the workforce evolves in step with technological advancements [17]. In addition to its empirical findings, this work contributes to a broader reflection on the need for systemic coordination among standard-setting institutions, policymakers, the job market, and knowledge dissemination mechanisms within the BIM domain. By addressing this gap, the study also contributes to the broader international discourse, where empirical analyses of the alignment between standardized BIM roles and actual job market practices remain limited. As such, the Italian case offers valuable insights that may inform similar investigations in other national contexts.

Overall, the research contributes to the ongoing debate on the actual impact of policy makers’ actions on market practices. Specifically, it analyses the alignment between job market demands and industry standards, highlighting potential implications for decision-making processes, digital transition strategies, and the education sector. The findings can help guide future research and practical applications in the AEC industry. The study starts with an overview of the Italian standard UNI 11337-7 [13], which defines the BIM roles and provides benchmarks to evaluate the alignment between industry standards and job market requirements. The job advertisements are then preprocessed and analysed to explore this alignment.

This paper is structured in six sections, starting with the Introduction (Section 1), moving on with the Background section (Section 2), where related studies are analysed, and standards about the definition of BIM roles are mentioned. Subsequently, Section 3 (Methodology section) outlines the research approach, followed by Section 4 (Results) and their interpretation in Section 5 (Discussion section). The paper concludes with a summary of key findings in Section 6 (Conclusions section).

2. Background

The AECO industry is steadily advancing toward digitalization [15], and BIM implementation is reshaping professional roles by creating new positions and modifying existing ones [18]. This transition requires clarity about key elements to meet evolving objectives [19]. A growing body of research has examined the critical alignment between BIM-related education and industry demands [20], including employers’ expectations and the competencies professionals need [21]. Studies also stress that the acquisition of BIM skills during academic education is a key factor in employability after graduation [22].

The integration of BIM into the AECO industry introduces a complex interplay between standardization, role definition, competency development, and education. A clear conceptual understanding of how these dimensions interact is essential to assess how BIM is embedded into professional practice. This study adopts the perspective that role clarity—formalized through national standards—serves as a bridge between the goals of digitalization and the effective recruitment and training of professionals. Within this framework, UNI 11337-7 is not only a regulatory reference but also a lens through which to analyze whether education and labor market dynamics are aligned with the digital transformation of the sector.

The following background subsections analyze studies that examine the alignment between BIM education, industry needs, and related standards, with a focus on the Italian context standards. Key issues include the effectiveness of BIM training, the definition of BIM roles, and the challenges of talent acquisition in the construction sector.

2.1. Role Clarity in BIM

BIM implementation reshapes organizational structures by creating new roles and transforming existing ones. A clear definition of roles and responsibilities is essential for project success, helping to prevent conflicts, improve collaboration, and meet client expectations [23,24,25,26]. Several studies highlight the persistent ambiguity in BIM roles across projects and regions. For instance, Hafeez et al. noted that employer information requirements (EIRs) in Qatar often lack clear role descriptions [27], a finding echoed by Wei Wu [14] in job advertisements.

Standards such as PAS 1192-2 [28] and national guidelines attempt to address this by offering structured definitions. Mathews [29] identified four BIM roles—Technician, Coordinator, Project Manager, and Manager—linked to educational qualifications. Similarly, Habib et al. [30] developed a matrix aligning roles with delivery methods to facilitate workflow coordination.

However, Davies et al. [9] argue that ambiguity persists even within companies committed to best practices, citing overlapping titles and unclear client-side responsibilities. This highlights the ongoing challenge of achieving role clarity even in regulated contexts.

These studies collectively reveal that even in regions with structured standards like PAS 1192-2, ambiguity around BIM roles persists. This raises concerns about the practical applicability of role definitions, which is directly relevant to the Italian case. Given that UNI 11337-7 aims to define national BIM roles, examining whether it avoids such ambiguities becomes a critical line of inquiry for this study.

2.2. Competency Frameworks

Competency management is essential for BIM implementation, encompassing technical, managerial, and interpersonal skills [2]. Draganidis and Mulder define competencies as the foundation for recruiting, developing, and retaining talent [31,32]. Succar et al. [33] emphasized that defined competencies support better workflow organization and educational planning.

Efforts to standardize BIM competencies include Mayo et al.’s inventory of cross-sector skills for curriculum design [34], and Tiza’s recommendations for recruiting and training based on skill gaps [35]. Organizations that systematically develop BIM competencies are often more digitally mature [18]. Digital maturity also relies on soft skills, structured processes, and change management [36,37], suggesting that a holistic approach is needed.

The emphasis on competency frameworks across multiple studies confirms a growing demand for role-specific skill benchmarking. However, little evidence exists on whether such frameworks are reflected in actual hiring practices. By focusing on job advertisements, this research seeks to evaluate whether the competencies outlined in UNI 11337-7 are acknowledged or demanded in the Italian job market, thus testing the framework’s real-world adoption.

The emphasis on competency frameworks across multiple studies confirms a growing demand for role-specific skill benchmarking. However, little evidence exists on whether such frameworks are reflected in actual hiring practices. Few studies have investigated this gap by analyzing job advertisements, which offer a real-world representation of employers’ expectations. A job posting is an advertisement created by an employer to attract potential candidates for a specific job position. It typically includes details about job responsibilities, required qualifications, and information about the company [38,39]. By focusing on job advertisements, this research seeks to evaluate whether the competencies outlined in UNI 11337-7 are acknowledged or demanded in the Italian job market, thus testing the framework’s real-world adoption.

2.3. Educational Alignment and Job Advertisement Analysis

As BIM reshapes the AECO industry, academic institutions face increasing pressure to align curricula with evolving market needs. Studies show that acquiring BIM-related skills during formal education improves employability [22] and that clear role definitions can help educators tailor programs to match industry demands [14,33]. However, persistent mismatches between academic output and professional requirements continue to limit the effectiveness of BIM training [20,21]. Competency-based models, such as those developed by Mayo et al. [34], offer promising solutions to bridge this gap.

To better understand industry expectations, several studies have analyzed job advertisements as empirical sources of labor market data. Uhm et al. [16] examined 242 job advertisements from the US, UK, and China, identifying eight distinct BIM roles and their required competencies using a keyword frequency analysis. Adekunle et al. [40] analyzed 70 postings in South Africa to extract job titles and qualifications, highlighting the lack of standardization in role definitions and the need for more detailed job descriptions. Kassem et al. [41] conducted a comparative term analysis across academic, policy, and job market sources to profile four BIM specialist roles. Finally, Hosseini et al. [42] assessed 199 postings from North America, Europe, and Australasia and found significant overlaps between BIM and project management roles, suggesting an ongoing evolution in job responsibilities.

Together, these studies underscore the value of job advertisement analysis in identifying gaps between educational frameworks and real-world job market demands. The use of job advertisements as a tool to assess market expectations provides a strong foundation for the present study. However, no previous research has investigated the alignment between standardized role definitions and actual job market needs, with the aim of identifying emerging trends or inconsistencies. Moreover, to date, no study has addressed or referenced the Italian UNI 11337-7 standard [13] in this context.

2.4. Focus on Italian Standard

ISO 19650 [7] is a key international standard for BIM information management, emphasizing collaboration across disciplines. It includes five parts covering general concepts, management throughout design, construction, and operations, information exchange, and digitalization. A key element is the promotion of a Common Data Environment (CDE) for enhanced collaboration and quality [43].

Although widely implemented through national adaptations, ISO 19650 [7] does not define specific professional roles. It instead focuses on collaborative processes and information workflows. In the Italian context, this gap is addressed by UNI 11337 [13], which supplements ISO 19650 with detailed guidance on BIM roles and responsibilities. In the case of conflicting provisions, ISO 19650 [7] remains the prevailing standard to ensure global interoperability [8].

Moreover, while ISO 19650 [7] serves as the overarching international standard for BIM information management, focusing on collaboration processes and the use of a Common Data Environment (CDE), it does not include formal role definitions.

Compared to other national frameworks, Italy’s UNI 11337-7 [13] takes a uniquely prescriptive and formalized approach to BIM role standardization. While Germany’s VDI 2552 [12] outlines a set of BIM roles and responsibilities that are broadly similar to those in Italy, it remains a non-binding guideline rather than a standard, offering flexible recommendations without enforcement mechanisms. Similarly, the UK’s PAS 1192 [28] provides useful role-related guidance in connection with project delivery stages but stops short of formally defining competencies or offering certification criteria. UNI 11337-7 [13] therefore fills a critical gap by specifying who is responsible for managing information and processes across BIM workflows. This makes the Italian standard essential for national workforce alignment and a valuable complement to the ISO framework in operationalizing BIM at the organizational level. The UNI 11337-7 [13] outlines the roles, competencies, and requirements for professionals in BIM processes, offering a framework for skill certification based on the European Qualification Framework (EQF). The standard specifies tasks and activities for each role within the information flow, considering the organizations they work with, without specifying educational pathways. It also enables the assessment of informal and formal learning outcomes to ensure competency compliance.

• CDE Manager: data collaboration environment manager is responsible for the data collaboration environment implemented by the organization they belong to, or contractually required for a specific project by another party.
• BIM Manager: manager of digitalized processes, primarily deals with the organizational level regarding the digitalization of the processes carried out by the organization. They may have the supervision or overall coordination of the ongoing project portfolio. Appointed by the organization’s leadership, they define the BIM instructions and the way the digitalization process impacts the organization and its tools.
• BIM Coordinator: coordinator of project information flows works at the level of a single project in collaboration with the organization’s leadership and under the direction of the Manager of Digitalized Processes.
• BIM Specialist: advanced operator of information management and modeling, typically works within individual projects, collaborating either regularly or occasionally with a specific organization.

The formalization of these roles through UNI 11337-7 [13] is crucial for ensuring proper coordination and management of digital projects. Qualified professionals improve the overall quality of information management, reducing the risk of errors and enhancing coordination among the various project stakeholders [44].

However, despite the clear role definitions provided by the standard, job advertisements in the Italian market often diverge from this framework. Titles such as “BIM Junior”, “BIM Modeller”, or even “BIM Enthusiast” are frequently used without clear links to the formal roles outlined in UNI 11337-7 [13]. Moreover, the accompanying job descriptions tend to be vague, inconsistent, or overlapping with the responsibilities of other roles, contributing to confusion and misalignment between normative guidance and actual recruitment practices. Although UNI 11337-7 offers a solid foundation for national role standardization, the dynamic evolution of BIM practices suggests that such standards require periodic revision to remain relevant. Acknowledging this need for adaptability aligns with international best practices and reflects critical awareness. In this light, the present study not only investigates the current alignment between job market signals and normative definitions but also aims to provide an evidence-based contribution to future discussions on how the standard might be refined and updated.

3. Methodology

This research aims to analyse job advertisements in the BIM job market, comparing the responsibilities and definitions of BIM roles outlined by current standards with the aim of identifying potential misalignments between policymakers and industry requirements.

The methodology is divided into four steps, as synthesized in Figure 1, which demonstrates the multistep workflow:

• the collection of the dataset;
• the analysis of the UNI 11337-7 standard to define benchmarks for evaluating the potential misalignment;
• the dataset process according to the benchmarks;
• the analysis of results.

The first three steps of the methodology are explained in detail in the following subsections, while the remaining one is discussed in Section 4 and Section 5 (Results and Discussion).

3.1. Retrieving Job Advertisement Dataset

The dataset consists of job advertisements related to BIM careers extracted from the LinkedIn platform within the Italian job market. As job advertisements serve as a crucial link between recruiters and potential employees, they provide a valuable source of data for analysing market demands and identifying potential gaps between the competencies sought after by employers and those defined in industry standards.

The term “BIM” was used as a search keyword in the whole month of November 2024. To enhance the dataset’s reliability and minimize potential spatial biases, the search was conducted across Italy’s three most populated cities: Milan, Rome, and Naples. This selection ensures representation from the northern, central, and southern regions of the country, capturing diverse regional job trends and mitigating location-specific anomalies that could distort the analysis [45]. Advertisements were also manually inspected to ensure there were no duplicates or irrelevant entries. A total of 261 job advertisements were collected, with an even distribution across these cities to ensure a representative and well-rounded view of the Italian BIM job market.

Job advertisements from a single digital platform, LinkedIn, were selected to ensure consistency among the dataset. LinkedIn standardizes job advertisements according to different fields of information. For the purposes of this research, five information fields have been extracted and subsequently analysed: job title, company name, location, job description, and a list of required skills, which is a non-mandatory field.

3.2. Definition of Benchmarks

To assess the alignment of a job advertisement with the roles defined by regulatory standards, it was necessary to create reference benchmarks. These have been defined starting from the analysis of the UNI 11337:7 standard [13]. The benchmarks consist of four sets of keywords that identify the competencies required for each standardized role. Each bag of words includes terms related to competencies, duties, and expected outcomes extracted from the standard.

The bags of words contain terms in both Italian and English to enhance the accuracy and applicability of the benchmarks, ensuring they reflect the linguistic and professional diversity of the BIM job market. Each bag of words is composed of a total of 40 terms to ensure consistency and enhance the accuracy of the analysis, with a selection of 20 words in Italian and their English translations. This number was chosen to strike a balance between comprehensiveness and manageability, ensuring that the benchmarks are neither overly simplistic nor excessively complex. Limiting the selection to 20 terms per language helps focus the analysis on the most relevant and impactful concepts, ensuring that only the most informative and domain-representative terms are retained for meaningful interpretation while filtering out less relevant, redundant, or low-impact terms that could add noise to the analytical focus.

The terms were carefully selected and validated through discussions with Italian practitioners to ensure their relevance and alignment with industry practices. The practitioners involved were BIM experts from companies engaged in both the implementation of BIM and the recruitment of professionals. Their dual familiarity with job advertisements and regulatory standards ensured benchmarks were validated both in terms of content accuracy and practical applicability, including through evaluation of classification outcomes. For example, in the case of the BIM Specialist, the term “Applicativi”, whose English version is “Software”, was included to highlight the importance of familiarity with specific software tools commonly used in BIM modeling, such as Revit or Tekla and others. This reflects the practical expectations of employers and aligns with the role. Similarly, for the BIM Coordinator, the term “Interoperabilità”, whose English version is “Interoperability”, was prioritized due to the critical need for seamless data exchange and integration across disciplines in complex projects.

Additionally, the bags of words were normalized to account for gender and number variations, reducing terms to their stems to maintain consistency and facilitate a more robust analysis. This normalization process ensures that variations in word forms, such as singular-plural or male-female, do not introduce inconsistencies in the benchmarking process.

A total of 4 bags of words related to each role defined by UNI 11337:7 were finally created, as

Table 1. Bag of words for the definition of benchmarks. Some words are normalized by reducing them to their stems using an asterisk (*), which removes variations such as plural forms or gendered endings.

Role	Italian	English
(1)	(2)	(3)
CDE Manager	‘ACDat’, ‘Modell.* ’, ‘Fluss.*’, ‘Protezion.*’, ‘analytics’, ‘interoperabil.*’, ‘CDE’, ‘Archivi.*’, ‘IFC’, ‘Coordinam.*’, ‘Gestione’, ‘Relazionare’, ‘Contenuti’, ‘Commessa’, ‘Correttezza’, ‘Tempestività’, ‘Tecniche’, ‘Difesa’, ‘Dati’, ‘Applicare’	‘Model.*’, ‘Flow.*’, ‘Protection.*’, ‘analytics’, ‘IFC’,’ACDat’, ‘interoperability’, ‘CDE’, ‘Archive.*’, ‘Coordination’, ‘Management’, ‘Reporting’, ‘Contents’, ‘Project’, ‘Accuracy’, ‘Timeliness’, ‘Technical’, ‘Defense’, ‘Data’, ‘Apply’
BIM Coordinator	‘Modell.*’, ‘Capitolat.*’, ‘gestione inform.*’, ‘Verific.*’, ‘IFC’, ‘interferenz.*’, ‘Conflitt.*’, ‘Clash’, ‘Check.*’, ‘commess*’, ‘Digitalizzat.*’, ‘Processo’, ‘Redigere’, ‘Piano’, ‘Offerta’, ‘Requisiti’, ‘Soggetti’, ‘Strumenti’, ‘Relazioni’, ‘Contrattuali’,	‘Model.*’, ‘Specification.*’, ‘information management.*’, ‘Verification’, ‘IFC’, ‘interference.*’, ‘Conflict.*’, ‘Clash detection’, ‘Check.*’, ‘project.*’, ‘Digitization’, ‘Process’, ‘Draft’, ‘Plan’, ‘Offer’, ‘Requirements’, ‘Stakeholders’, ‘Tools’, ‘Relations’, ‘Contractual’
BIM Manager	‘IFC’, ‘Capitolat.*’, ‘gestione inform.*’, ‘Line.*’, ‘audit.*’, ‘contratt.*’, ‘Verific.*’, ‘svilupp.*’, ‘Report.*’, ‘Aziend.*’, ‘Coordinare’, ‘Supervisionare’, ‘Commesse’, ‘Stesura’, ‘Organizzazione’, ‘Promuovere’, ‘Programma’, ‘Formativo’, ‘Ricerca’, ‘Collaborare’	‘IFC’, ‘Specification.*’, ‘information management.*’, ‘Guidelines’, ‘audit.*’, ‘contract.*’, ‘Verification’, ‘development.*’, ‘Report.*’, ‘Company.*’, ‘Coordinate’, ‘Supervise’, ‘Projects’, ‘Drafting’, ‘Organization’, ‘Promote’, ‘Program’, ‘Training’, ‘Research’, ‘Collaborat.*’
BIM Specialist	‘Modell.*’, ‘Revit’, ‘Allplan’, ‘Tekla’, ‘IFC’, ‘Tavol.*’, ‘Elaborat.*’, ‘Progett.*’, ‘Model.*’, ‘Disegn.*’, ‘Oggetti’, ‘Applicativi’, ‘Analizzare’, ‘Capitolato’, ‘Conformarsi’, ‘Disciplinari’, ‘Tradurre’, ‘Verifica’, ‘Preliminare’, ‘Validare’	‘Model.*’, ‘Revit’, ‘Allplan’, ‘Tekla’, ‘IFC’, ‘Drawing.*’, ‘Drafting’, ‘Design.*’, ‘Model.*’, ‘Sketch.*’, ‘Objects’, ‘Software’, ‘Analyse’, ‘Specification’, ‘Compliance’, ‘Disciplinary’, ‘Translate’, ‘Verification’, ‘Preliminary’, ‘Validate’

shows. The following is a brief summary of the roles defined by the standard, for which the benchmark is shown in the table below:

• BIM specialist: focused on modeling activities, use of BIM software, and production of technical documentation;
• BIM Coordinator: emphasizes coordination across different disciplines, management of models, and verification of data integrity;
• BIM Manager: concerns the strategic management of the BIM process, including implementation, supervision, and overall coordination of projects.
• CDE Manager: relates to the management of the Common Data Environment, including data exchange, collaboration processes, and ensuring data security.

These carefully constructed benchmarks provide a structured and validated framework to evaluate job advertisements against the competencies and expectations outlined in the UNI 11337:7 standard [13], thereby supporting a more precise alignment with industry requirements. Since the standards do not reference specific software skills and knowing that these are a fundamental requirement in job recruiting, a separate bag of words was defined to include a list of the most commonly used software in the market. This list was developed in collaboration with industry practitioners and includes the list of adopted BIM software in Italy (e.g., Revit, Navisworks, Primus), excluding software version details, since such information is typically not provided in job advertisements, and also the analysis wanted to focus on the responsibilities related to who uses those instead of the level of skill update. The rationale behind this strategy was to map and analyse the software skills most frequently requested by employers, thereby complementing the role-based analysis with a focused view on technical tool requirements.

3.3. Processing the Dataset

Once the benchmarks are defined, each job advertisement is automatically classified according to the UNI 11337-7 standard through a Python 3.11-based implementation. Specifically, the code performs a term frequency analysis, counting how many terms in the job announcement match those in the reference benchmark bags of words. If a job advertisement contains more than 20% of the terms of a specific benchmark, it is assigned to the corresponding role.

The 20% threshold was adopted to avoid classifying postings that mention only one or two isolated keywords, especially those common across multiple roles, such as “information management”, as aligned with a specific role, and also to avoid considering only “perfect” advertisements according to the benchmarks. Lower and higher thresholds were also tested, leading, respectively, to a higher and lower number of postings being classified as aligned to the role standards. In the first case, the classification, upon expert review, was found to be vague or too generic to support a confident role match; in the second case, only a few advertisements were classified, leaving out those with multiple overlapping role elements. The 20% value was thus chosen to ensure a minimum critical mass of relevant terms and to improve classification reliability. This decision was informed by practical testing and expert evaluation. Future research could explore more granular calibration through larger sample sizes and sensitivity analysis.

This approach allows for the possibility that a single job advertisement may be associated with multiple roles if it exceeds the 20% threshold for more than one benchmark. Conversely, if an advertisement does not contain a sufficient number of terms to exceed the 20% threshold, it is classified as not aligned with any role defined in the regulations. This classification assumes that the announcement is too generic to meet the specific standards set by UNI 11337-7 [13].

The final stage of the dataset preprocessing involved extracting the software-related terms specified in each job advertisement. This step was conducted to enable a subsequent analysis for evaluating the alignment between the proposed professional role and the software skills required.

4. Results

The analysis began with an initial exploration of the raw dataset, focusing on job advertisement titles to provide an overview of the current state of BIM-related job positions. Subsequently, the dataset, processed according to the predefined benchmarks, was analyzed in greater depth, shifting the focus from job titles to job descriptions and skill requirements.

4.1. Job Advertisement Title Analysis

The initial overview of the alignment between the Italian job market and regulatory definitions is provided by counting the occurrence of professional roles as defined by the UNI 11337-7 standard [13] within the job title field, assessing how often job advertisements clearly reference to BIM Specialist, BIM Coordinator, BIM Manager, or CDE Manager roles.

As illustrated in the second column of

Table 2. Summary of the results obtained: Column 2 reports the analysis of job titles; Column 3 presents the analysis of job advertisement content; Column 4 shows the role overlap analysis; Column 5 highlights the correspondence between job title analysis and content analysis.

Role	Job Title Analysis	Processed Dataset Analysis	Double Role Addressed	Match Between Raw and Processed Dataset Role
(1)	(2)	(3)	(4)	(5)
BIM Specialist	14	24	4	6
BIM Coordinator	2	28	5	0
BIM Manager	3	18	1	0
CDE Manager	0	10	-	0
Not standardized	242	187	-	-
Total	261	267	-	-

, only 21 out of 261 job advertisements include the correct nomenclature in the title. Among these, 14 refer to BIM Specialist, 3 to BIM Coordinator, and 2 to BIM Manager. The remaining 241 postings use more generic or ambiguous titles, highlighting a significant gap in the explicit recognition of standardized BIM roles within the job market.

The chart in Figure 2 illustrates the distribution of job advertisements across major Italian cities, with Rome leading the demand for BIM-related roles, featuring 122 out of 261 posts. In contrast, Milan and Naples have significantly fewer listings, with 71 and 68, respectively.

4.2. Job Advertisement Content Analysis

The distribution of roles, based on the dataset processed using the benchmarks defined by the bags of words, is presented in the third column of Table 2. The results show that 14 postings are classified as BIM Specialist, 28 as BIM Coordinator, 18 as BIM Manager, and 10 as CDE Manager. The remaining 187 postings, accounting for 70.04% of the dataset, do not correspond to any standardized role. Therefore, only about 30% of the dataset is classified according to standardized BIM roles. Some postings were assigned to multiple roles, as shown in the fourth column, which highlights the number of postings with dual classifications.

The distribution of roles in the major Italian cities, shown in Figure 3, reveals that the job offers are homogeneous across the three cities, although some roles are requested more in specific locations. The BIM Specialist role is more sought after in Milan and Rome, with 12 and 9 postings, respectively, while in Naples, only 3 roles are identified. The BIM Coordinator role is fairly evenly distributed across the cities, with 8 postings in Milan, 11 in Rome, and 9 in Naples. The BIM Manager role, on the other hand, is most requested in Rome, with 10 postings, followed by Naples with 5 advertisements, and Milan with 3. The CDE Manager role is more requested in Milan with 6 advertisements, followed by Rome with 3 and Naples with 1 job offer.

The fifth column of Table 2 indicates whether there is a match between the role identified from the job title analysis of the raw dataset and the role assigned after the benchmark analysis. This comparison is based on the data presented in the first and second columns of the table. A match is found in only 6 job advertisements, all related to the BIM Specialist role, meaning that only these postings were assigned the same role in both the initial and benchmark-based analyses. Overall, the analysis highlights a significant discrepancy between job titles and actual role requirements, underscoring the need for standardization in BIM role nomenclature to enhance clarity and consistency across job advertisements.

To further explore the specific competencies associated with each BIM role, a complementary analysis was conducted focusing on the software tools mentioned in the job advertisements, as illustrated in the word clouds presented in Figure 4. After classifying each job advertisement according to the defined role benchmarks, the software-related terms were extracted from the job descriptions and skill sections using a manually curated list of relevant BIM tools (e.g., Revit, Navisworks, Archicad). Each set of extracted software terms was then used to generate a role-specific word cloud to visually represent the frequency of tool mentions. This was implemented in Python using the WordCloud library: the lists of terms associated with each role were concatenated into strings, which were then processed to generate word clouds where the size of each word is proportional to its frequency of appearance in the job advertisements. These visualizations offer an accessible overview of the core digital competencies that employers associate with each BIM role. In particular, the word clouds for BIM Specialist and BIM Coordinator roles are denser and more varied, reflecting a stronger emphasis on hands-on software proficiency. In contrast, job advertisements aligned with BIM Manager and CDE Manager roles tend to focus more on project coordination and information oversight, with fewer specific software tools prominently cited. For example, 74% of BIM Specialist postings mention Revit as a required tool, while 60% include Project, 72% mention Project again, and 80% refer to Autodesk Construction Cloud.

5. Discussion

5.1. Findings

The results highlight a limited alignment between job advertisements and the standardized role definitions provided by UNI 11337-7 [13]. An initial analysis of job titles revealed that only 21 out of 261 postings used role nomenclature consistent with the standard. After applying the benchmark-based classification, only about 30% of postings were aligned with the defined roles, while the remaining 70% lacked sufficient specificity or clarity. This suggests that the adoption of standardized role definitions remains limited in the Italian job market, and many employers prioritize immediate practical skills over formal role structures.

The findings point to a labour market that emphasizes operational roles such as BIM Specialist and BIM Coordinator, with fewer postings targeting strategic positions like BIM Manager or CDE Manager. This pattern may reflect the current maturity of BIM adoption in Italy, where emphasis is still placed on modeling and coordination tasks, and less on oversight and governance roles. The low demand for CDE Managers aligns with existing literature indicating the technical and practical barriers to the widespread adoption of Common Data Environments (CDEs), particularly the challenges of integrating multiple CDEs and the lack of standardized requirements in areas like road construction [46,47].

The analysis reveals role overlap within job advertisements, suggesting that professional responsibilities in the BIM domain are often hybridized. Specifically, 40% of the postings classified as BIM Specialist also matched the criteria for at least one additional role, such as BIM Coordinator or BIM Manager. Similarly, 17% of the BIM Coordinator postings and 5% of the CDE Manager postings exhibited overlaps with other roles. This trend indicates that job descriptions frequently blend competencies related to both technical modeling and project coordination. Rather than adhering strictly to the discrete role definitions outlined in UNI 11337-7, many employers appear to seek professionals capable of managing multiple dimensions of the digital construction process. Such overlapping responsibilities may reflect evolving industry practices where adaptability and cross-functional expertise are increasingly valued.

The distribution of job advertisements across different cities is primarily influenced by urban size: larger cities, such as Rome, tend to offer a higher number of job opportunities. However, it is essential to consider additional factors that contribute to this distribution, including local labor market dynamics, sector-specific hiring needs, and the maturity level of the BIM sector in each geographic area. Smaller urban centers may also show significant demand for specialized BIM skills, driven by specific projects or development areas. In particular, differences in local industries, such as infrastructure, construction, or architectural projects, can strongly affect the demand for BIM professionals. Therefore, the distribution of job advertisements is not only determined by the size of the city, but is also shaped by the unique economic and sectoral conditions of each location. In this regard, Milan, despite having a lower overall number of postings compared to Rome, is characterized by a high concentration of strategic roles related to CDE (Common Data Environment) management. This may suggest that the market is more mature and potentially saturated in terms of modeling-related roles.

The software analysis across BIM roles reveals patterns that generally align with each role’s core responsibilities, though some inconsistencies emerge in how these roles are portrayed in job advertisements. The BIM Specialist role is strongly associated with tools like Revit, ACC, and Autodesk, emphasizing technical expertise in modeling and design tasks. However, this heavy focus on software may overshadow the broader theoretical and methodological competencies required for the position. In contrast, the BIM Coordinator shows a more balanced presence of tools such as Project, ACC, and Excel, reflecting the dual nature of the role that combines technical coordination with managerial and collaborative functions. The BIM Manager role features fewer software references, with Project, ACC, Excel, and AutoCAD appearing most often, an indication that this position is more strategically oriented, emphasizing oversight and workflow management over direct software use. Lastly, the CDE Manager role is characterized by a focus on data-related tools such as Project, Navisworks, and Solibri, aligning with responsibilities tied to Common Data Environment supervision and data flow across teams. However, the overlap with tools typically associated with the Coordinator role again suggests an overlap in the roles that the market still struggles to clearly distinguish the functions of the CDE Manager, pointing to a need for greater clarity and role definition in job descriptions.

The findings suggest that current job advertisements in the Italian BIM job market are highly software-centric, particularly for technical roles such as BIM Specialist and BIM Coordinator. This emphasis risks narrowing the perception of professional competencies, reducing complex roles to mere tool proficiency. As a result, job descriptions may fail to capture the broader methodological, collaborative, and strategic dimensions that these roles entail.

This software-driven framing can create a misalignment between the skills emphasized in recruitment and those fostered by educational and training programs, which often include theoretical foundations, interdisciplinary collaboration, and regulatory knowledge. Such discrepancies may discourage well-rounded candidates or mislead institutions attempting to align curricula with industry needs.

Beyond offering insights into the current misalignment between job market practices and standardized BIM roles, the findings of this study can meaningfully contribute to national digital transition efforts. By highlighting the gaps in role definition, terminology, and competency emphasis, the results can guide policy makers in refining BIM-related strategies and in promoting more effective adoption of existing frameworks like UNI 11337-7. Moreover, the methodology and results can serve as a model for cross-country benchmarking, enabling comparisons across national contexts and informing international best practices. In this way, the study supports the development of coherent and forward-looking BIM policies aligned with evolving market demands and digital transformation goals.

The analysis also reveals widespread role overlap, suggesting that while standardization is necessary, it must be accompanied by mechanisms to monitor its real-world impact. It is essential to assess whether the efforts of policymakers, educators, and industry stakeholders are generating long-term value and effectively supporting professional development while fostering the growth of the BIM labour market. Regulatory frameworks should not be treated as static guidelines; instead, they require periodic review and adaptation to reflect the evolving needs of the construction sector and its digital transformation. Promoting awareness campaigns, updating job platforms with standard-aligned templates, and establishing feedback loops between policy and practice are all critical steps toward building a more coherent and future-ready BIM workforce.

5.2. Limitations and Generalizability of the Study

This study is subject to several limitations that may have affected the results obtained. The analysis was based on a short rim frame (in fact, data have been collected in the month of November 2025) and limited to job advertisements from only three major Italian cities, which may not fully reflect broader or long-term market trends. Additionally, relying exclusively on LinkedIn as a data source excludes other recruitment channels, potentially affecting the representativeness of the dataset. Additionally, this study adopted a norm-based approach by comparing job listings to the UNI 11337-7 standard [13]. While this standard is widely recognized in Italy, it may not fully capture international or company specific requirements for BIM roles, potentially overlooking alternative frameworks or criteria.

To adapt this study to other contexts, it would be necessary to review the local guidelines on BIM roles and redefine the benchmarks in collaboration with professionals who are familiar with the local job market and the typical structure of job advertisements.

6. Conclusions

This study aimed to evaluate the alignment between BIM-related job descriptions in the Italian market and the standardized role definitions outlined in UNI 11337-7 [13]. To this end, 261 LinkedIn job advertisements from across Italy were analysed using a term frequency approach, comparing the language and content of advertisements against benchmarks derived from the standard. The goal was to evaluate how closely current market demands reflect the roles, responsibilities, and competencies formally defined at the national level. This is the first study to investigate this alignment systematically, filling a critical gap in the literature on BIM workforce development.

The results revealed a substantial misalignment between market demands and standardized BIM roles, with only 30% of the job advertisements clearly aligned with the competencies defined by UNI 11337-7 [13]. The remaining advertisements often used vague or inconsistent terminology, creating ambiguity between recruiter expectations and candidate profiles. This gap reflects a broader lack of awareness among employers about the BIM discipline and hampers the efficiency of the hiring process. Improving alignment through clearer job descriptions and role definitions can enhance recruitment by attracting more qualified candidates, reducing selection times, and enabling better matches between skills and role requirements.

The findings indicate that the Italian BIM job market prioritizes operational and coordination roles, such as BIM Specialist and Coordinator, over strategic positions like BIM or CDE Manager. Job advertisements also overemphasize software proficiency, often neglecting the broader technical and process-oriented skills essential to BIM roles. Job descriptions should aim to integrate software familiarity with the technical skills integral to BIM processes. This approach would ensure a more comprehensive and accurate representation of the actual requirements of the role.

This study presents limitations related to its narrow temporal and geographic scope, reliance on LinkedIn as the sole data source, and the exclusive use of the UNI 11337-7 standard [13], which may not reflect international or company-specific role definitions.

In conclusion, while many countries are actively developing national BIM policies to drive market adoption, there remains a lack of comprehensive frameworks for evaluating these policies and their market impact. The methodology presented in this study contributes to the body of knowledge by establishing a benchmark for assessing the BIM maturity level of organizations, particularly in relation to the hiring process.

The findings offer valuable insights for multiple stakeholders. Employers and recruiters should adopt clearer, standardized terminologies to align job descriptions with formal competency expectations. Educational institutions are encouraged to refine their academic and professional training programs to bridge the gaps between market demand and formal training pathways. Lastly, policymakers and standards bodies should strengthen efforts to promote awareness and adoption of formal standards like UNI 11337-7 [13] across the industry.

Future research should aim to expand the scope of analysis by incorporating a larger dataset collected over an extended period of time. This would allow for a better understanding of how BIM-related policies are gradually absorbed into the market and whether new professional needs and emerging trends should inform future updates to standardized role definitions. Comparative studies across different countries would also be valuable to gain a broader perspective on how national contexts influence the adoption and adaptation of BIM roles, thus contributing to a more comprehensive view of the international labour market.

Moreover, the methodological approach adopted in this study could be enhanced through the integration of advanced Natural Language Processing (NLP) techniques. These would enable more refined semantic analysis of job advertisements, capturing deeper and more nuanced patterns in how roles, skills, and expectations are communicated.

Ultimately, this work lays the groundwork for future investigations into the strategic alignment between job market demands, formal BIM competency frameworks, and workforce development, supporting both academic inquiry and practical applications in policy and industry.