Big data analysis is changing the way we see and understand data. This is why we aim to create a new tool that will analyze historical career data to build scored competence profiles for each candidate. We will analyze job experience, education and other inputs to establish a profile for each candidate and to match them with the job requirements.
This dimension analyzes the specific industry experience and knowledge a candidate gained during his or her tenancy in projects or line positions.
The functional dimension precisely examines the experience and knowledge of functional processes and related skills.
Prior international and cultural experiences of the candidate provide
relevant information about his or her ability to successfully carry out projects in specific cultural environments.
This dimension provides information on the candidates primary application focus of his or her expertise and his or her ability to execute, manage or analyze a functional process
The project management experience score evaluates the level of project management expertise the candidate reached during his professional life. The score considers trainings, different project roles and the variety of project management experiences.
This dimension indicates the candidate's experience in line management positions considering multiple aspects like the variety of industries, functions and companies he or she has worked in.
The topics score considers a different candidate's depth of experience with a specific topic, e.g. the number of projects he or she worked relating to the same topic, publications or speakerships and more.
To define the personality type of each candidate we apply a questionnaire. By using the renowned Myers-Briggs test (MBT), we find out more about the candidate's ability to perform in different project environments.
We do not simply consider the amount of time a consultant spends on a project and sum up experiences - neither do we check for mere keywords in CVs. Our is an holistic assessment of relevant skills and knowledge areas a candidate must possess.
Our algorithm rates all the experiences and competences to match with the position. We do this on basis of our 7+1 competency model. It is a fully quantified analysis of the given CV data. Since it is a
number based model all knowledge, skills and competences become instantly comparable and ensure the best match.
Ever tried to compare apples and pears? Traditional recruiting deals with this dilemma every day. With cherryfish this is no longer necessary. Our 7+1 competence model makes the most complex and diverse candidate career data easy to understand and comparable for decision-making. We make project and position staffing as simple as never before and always industry oriented.
No more gut choices. Delivering the best match is what our clients can expect from us. Our rating/ scoring of candidate competencies is based on objective categories and figures. No feelings involved.