Savvy Methodology

Ask two human resources managers what's the right profile for a particular position, and you are likely come up with differing combinations of traits. That's because jobs incorporate a wide variety of attributes - some unquantifiable, some seemingly at odds with one another and others that might even be unrecognizable to those involved in the job description and hiring process

Moreover, due to differences in management style, environment, business goals and economic reality, an accurate job profile in one organization is not always appropriate for that same position in another organization. Given the fact that job profile generalization across companies and markets (both horizontal and vertical) is questionable, it's easy to understand the difficulty in predicting job performance for a given position.

HRVision's unique Savvy Methodology, which is used to identify the right candidate for a job, is based on an unconventional approach: Each organization possesses all the information that is needed to make the right hire. In order to actualize this methodology, HRVision has formulated unique tools embedded in the system that facilitate the extraction and application of organization critical information directly into the assessment process:  

·          SavvyExpert Methodology
Artificial Intelligence Job Profiling (existing staff sample based)

·       Savvy Wizard Methodology
Multilayer Job Analysis Profiling (algorithm based interactive questionnaire)

SavvyExpert  Methodology & Implementation

The organization assesses current employers in the relevant job - thus using real life information about job performance and success standards. These comparative evaluations of workers (performance assessment) alongside the respective Savvy Test results provide the key to optimally defining an organizational-specific job profile

Input Process

• 1) Testing existing employees via SavvyRecruiter evaluating their job performance (a minimum statistical sample is required). The combination of attributes deemed necessary for optimal job performance is then analyzed.

• 2) Results of this analysis are then used to generate a complex formula that yields a set of rules that can be applied to candidates for a specific job. From that point on,
• 3) Each candidate is tested vis-à-vis the organization's standards, and evaluated vis-à-vis the existing population of employees that has formed the basis of the study.
• 4) The results produced in the form of a clear graphic profile allow the organization to measure a candidate's future performance relative to current workers, or to create new benchmarks for top job performance.

Using this method as an analysis tool, personnel involved in the hiring process are then able to set appropriate standards for the organization by establishing a framework from which to empirically determine the qualities of a future candidate. Since the results are easily understandable, they can be applied smoothly to determine whether the candidate is indeed the best choice for the position.

Savvy Methodology can also be used by companies lacking the minimum number of workers required to make the study valid by accessing job profiles in similar organizations.

For more information see :  SavvyExpert   / White Paper

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