.:: SkillsMatrix FAQ ::.

WHAT ARE THE BENEFITS OF COMPLETING A SKILLSMATRIX?

The purpose for completing a SkillsMatrix is to dramatically reduce the Recruitment Cycle by offering additional filters for Jobs and Candidates selection.

Another aspect is to ensure that both candidates and companies are not delusioned once the job starts.

Completing a SkillsMatrix ensure that the true skills set of the JobSeeker are established, the JobSeeker needs only to complete his/her SkillsMatrix once or adjust it when additional skills are acquired. The advertising company in parallel completes a similar SkillsMatrix for the role advertised, doing so ensures that the role's requirement has been defined.

Each employee within an organisation contributes his/her skills to the overall benefit of the company. As a role within a department is created or become vacant, particular skills need to be added to the team to create a homogeneous departmental process and create value from one department to the next. That is why it is critical to not just hope a candidate can do the job once on board, this will only create performance and team issues down the road. The SkillsMatrix addresses this challenge and allow to remunerate employees' performance accordingly.

WHAT SKILLS ARE COVERED?

Currently, the skills matrices cover the following management functions:

• Procurement;

• Supply Chain;

• Marketing;

• Finance;

• Administration.

There are four main categories that a JobSeeker and/or an Advertiser must complete. Those are:

1. PeopleSkills
2. TechnicalSkills
3. TechnologySkills
4. IndustrySkills

PeopleSkills cover areas such as Communication (presentation, verbal, written); conflict management; leadership, management style; programme and project management abilities; delegation; cross-functional skills; team work; ethics etc.

TechnicalSkills for Procurement (as an example) cover areas such as benchmarking, buying (local, national, international); catalogue creation, management; category management across many commodities; contract (analysis, administration, management); make vs. buy decision analysis; negotiation; policies and procedures; price analysis; total cost analysis; market analsys; SLA/OLA/KPIs so on and so forth.

TechnologySkills address supporting IT system knowledge specific to a department. Applications such as SAP, PeopleSoft, Baan, AS400, Manugistics and others.

IndustrySkills cover specific industry depth of knowledge.

Each skills is assessed using a ranking of 0-5.

0 = No Knowledge to Date;

1 = Interested in the Subject;

2 = Knowledge about the Subject Area and/or Received Training;

3 = Has worked in the Subject Area;

4 = Has Managed/Led in the Subject Area;

5 = Considered an Expert and/or has written Publication about on the Subject Area.

With various skills and levels available, Advertisers and JobSeeker can really pick and choose what they want and only read from the potential matches.