A system that employs machine learning and AI to interconnect hiring practices and business evolution.

1. How Socrates’ Advice Leads to Strategic Hiring
Image attribution: By Kedumuc10 (Own work)
[CC BY-SA 4.0 (http://creativecommons.org/licenses/by-
sa/4.0)], via Wikimedia Commons
By Dr. Theophano Mitsa

2. Decisions, Decisions..
• Your hiring budget is approved!!
• Great. Now, how do you find the RIGHT
candidates (WITHOUT spending too much
money, time, and effort?)

3. Eureka!
• Suddenly, you remember the great problem solver, Socrates:
What would Socrates do? Know ThySelf!
• Know your Company: Fully understand your company’s strategic
goals, using key business performance metrics, and hire
accordingly. Continuously update this knowledge.

4. Introducing AIMS:
An Intelligent Decision Support System
for Personnel Hiring and Inter-
Connected Strategic Business
Evolution
UMass-Dartmouth and Aretisoft, LLC

5. AIMS: Agile, Intelligent, Measurable, Semantic
Hiring Decision Support
Agile Intelligent
Measurable Semantic

6. AIMS-LOOP
• Part of AIMS is AIMS-LOOP, a module that, through the use of
machine learning, AI, and coarse/fine grained correlation analysis of
hiring practices and business performance measures in an ongoing
loop, continuously improves hiring practices, by aligning them with
customer needs and strategic business goals.
• AIMS-LOOP can be added to any existing hiring system and will be
the focus of this presentation.

7. Hiring Practices Definition
• Hiring Activity, such as number of positions open, positions filled,
positions left unfilled.
• Hiring Criteria, i.e., job qualifications. Examples include years of
experience, level of education.
• Skill questions: skill-related questions asked at interview time.

8. Business Metrics Employed by AIMS-LOOP
• Key performance indicators (KPIs). These can indicate:
1. Financial performance (i.e., net profit)
2. Customer relations (i.e., customer retention rate)
3. Market performance (i.e., market share)
5. Operational performance (i.e., time to market)
6. Employee relations (i.e., employee churn rate)
• Employee review ratings.

9. AIMS-LOOP
Hiring practices Business metrics
Machine Learning, AI, and coarse & fine-grained correlation
analysis
Improved hiring practices

10. AIMS-LOOP Employs Coarse and Fine-Grained Business
Metrics
• Fine-Grained Business Metrics: These are computed at individual
employee level, such as employee review rating and number of
sales.
• Coarse-Grained Business Metrics: These are computed at an
aggregate level, such as company division. For example, number
of defects of a product released by a specific company division.

11. Examples of Improvement of Hiring Practices
• Identification of hiring criteria common among high-value
employees.
• Identification of skill questions that could predict poor
performance.
• Identification of hiring activity indicators that affect business
performance metrics. Examples are: time to hire, number of
enginners recently hired that have 6-sigma certification.

12. Benefits
Interconnection of Hiring with Business Evolution
• As the company’s strategic goals change, this is reflected in
the business performance metrics and then propagated down
to hiring practices.
Improved Cost Savings
• Only candidates that directly contribute to the strategic
goals of the company will be hired.

13. Licensing Information
UMass and Aretisoft LLC jointly own a pending U.S. patent application (filed Sept. 27th, 2017,
Patent Application S.N. 15/717,096) claiming this Personnel Hiring System, which is available for
exclusive or non‐exclusive licensing. A more general Decision Support System is covered by US
Patent Nos. 8,244,733. and 8,504,514, which are also available for licensing from UMass.
For more information, please contact:
David J. Glass, Ph.D.
Office of Technology Commercialization and Ventures
University of Massachusetts Dartmouth
UMass office: 508‐910‐9815
Cell: 617‐653‐9945
dglass@umassd.edu