Going beyond traditional online recruitment using Hironomy's four dimensions of job fit
A recent survey by Career Builder™ reports more than two-thirds of employers were affected by a bad hire last year. To avoid that, it is important to screen and assess candidates using additional attributes. These are the competencies that have become the primary criteria for hiring decisions — things that are more valuable than skills and background. Hironomy’s competency-based approach encompasses a candidate’s knowledge, attitude, skills and cultural fit to better predict job performance.
Montreal, Quebec (PRWEB) June 13, 2012
The Cyrilogic Group Inc. (TCG) is pleased to announce the launch of http://www.hironomy.com, the world’s first competency-based social recruitment platform.
A recent survey by Career Builder™ reports more than two-thirds of employers were affected by a bad hire last year. Of nearly 2,700 employers surveyed, 41% estimate a single bad hire costs $25,000; while 25% estimate a bad choice costs $50,000 or more — not to mention the demoralizing effect of the issue on other employees and on the new hire. To avoid that, it is important to screen and assess candidates using additional attributes. These are the competencies that have become the primary criteria for hiring decisions — things that are more valuable than skills and background. Hironomy’s competency-based approach encompasses a candidate’s knowledge, attitude, skills and cultural fit to better predict job performance.
“Today’s job boards follow an out-dated business model where keyword search is the only technology used in the online recruiting process. This approach has proven to be ineffective and costly; as it hinders organizations from attracting and hiring top talent, and jobseekers from finding suitable jobs and growing professionally. We have challenged this conventional online recruitment thinking and instituted 3 new schools of thought,” affirms Yasmine Ghaly, President & co-founder of TCG Inc.
1. Ditch the résumé. Résumés are no longer relevant as there is no correlation between the information it contains and the compatibility between the jobseeker and organization; nor is it indicative of the candidate’s true productivity level.
2. Measure what matters. The focus is on competencies – the true and accurate representation of an individual’s capabilities - rather than on technical skills alone, as they are a better predictor of performance and fit.
3. Social media driven. Social media integration is imperative in reaching the passive as well as the active candidate. All job postings are analyzed using proprietary technology and posted to pertinent Twitter hashtags using employers’ account as well as ours. This will enhance an organization’s social media presence and broadcast its job postings to various social media channels.
Hironomy’s patent-pending Competency Profiling Model™ and Competency Matching Algorithm™ allow employers and jobseekers to specifically define themselves, their needs and their preferences in order to be matched on 4 dimensions of fit. Using an exhaustive taxonomy of competencies, standardized job occupations and specializations, and industries, keyword search technology is eliminated from the process and jobseekers and employers can be scientifically matched in a value-driven and harmonious way.
For more information, visit the http://www.hironomy.com website.
About The Cyrilogic Group Inc.
The Cyrilogic Group Inc. is an innovative professional services company specializing in human capital (HC) process management and organizational culture transformation. Its core mission is to support small and medium size enterprises (SMEs) in decreasing turnover rates and boosting performance by engaging the RIGHT talent. Its services offerings consist in aligning an organization’s HC strategy with corporate objectives through the deployment of business processes and technology geared at attracting, profiling and connecting with the right talent.
For the original version on PRWeb visit: http://www.prweb.com/releases/prweb2012/6/prweb9596160.htm