This white paper discusses using natural language processing to improve the speed and quality of employee recruiting. It notes that reviewing resumes in China is extremely tedious, with companies reviewing 50-100 resumes to find one suitable candidate. The paper proposes using open-ended questions analyzed through natural language processing instead of resume screening to better understand candidates. It introduces QuestMatch, a software that allows recruiters to interview groups of candidates digitally and automatically ranks them based on their answers. Research showed QuestMatch rankings correlated highly with recruiter rankings. The paper concludes resume screening is outdated and QuestMatch reduces time spent screening while improving engagement and results.
The document discusses recruitment and selection at Metlife India Insurance. It begins by acknowledging the importance of internships and practical experience for students. It then thanks those who guided the author's project at Metlife.
The author was involved in recruitment for sales roles in Uttar Pradesh and Uttaranchal. Their tasks included understanding job profiles, searching candidates, coordinating interviews, and maintaining applicant databases. The recruitment process involved candidates filling forms, interviews, and maintaining a tracking system. The author gained experience in important HR functions through this project.
This dissertation examines critical success factors for successful ERP implementation at small and medium enterprises (SMEs) in India. It develops four models to explore 30 critical success factors and 20 critical failure factors. The factors are ranked according to their importance for ERP implementation at Indian SMEs. A quantitative survey of 500 Indian ERP consultants is used to identify the key factors. The results show that while the factors are similar to those for large enterprises, their priorities differ for Indian SMEs. The dissertation argues that ERP implementation at Indian SMEs must consider these critical success and failure factors across multiple phases to achieve competitive advantages.
This document is a curriculum vitae for Dhaval Sudhanva Vyas. It summarizes his work experience and qualifications. The CV shows that he has over 15 years of experience in banking operations and vendor management, including roles at Citibank and managing teams of up to 96 employees. Prior to his banking career, he held research and administrative roles, including setting up a research laboratory. He holds an MSc in Botany and has received awards for his research presentations.
Shen taijun has 6 years of experience in financial technology development, support, analysis and consulting. He has worked on core banking systems at RAK Bank and Turkish Bank, as well as in investment banking technology at Morgan Stanley. His roles have included development, requirements analysis, testing, implementation support and production support. He is interested in financial analysis and holds technical skills in Java, Perl, shell and enterprise databases.
Big data and analytics are buzzwords that companies hope will boost performance, but many are unsure how to utilize analytical tools effectively. While 96% of major companies surveyed admit they could make better use of big data, a Black & Veatch report found 32% do not know how to use analytics technologies. HR departments in particular have significant data that could be analyzed to improve strategies and measure return on investment in talent programs. However, experts caution that quality of data is more important than quantity, and companies should start with small, targeted analytics projects linked to clear business goals to build confidence in the value of data-driven decision making over time.
La película Glory presenta la historia verídica del 54° Regimiento de Infantería de Massachusetts, el primer regimiento compuesto enteramente por soldados afroamericanos durante la Guerra Civil estadounidense. Bajo el mando del Coronel Robert Shaw, el regimiento sufrió discriminación racial pero demostró valentía en batallas como la de Fort Wagner, donde muchos soldados, incluyendo a Shaw, perdieron la vida. Aunque el regimiento no ganó muchas batallas, su participación allanó el camino para una mayor integración de los afroamerican
This document provides an introduction and overview of hyperthyroidism and hypothyroidism. It begins with an acknowledgment and thanks to God for allowing the completion of the paper. The document then outlines the table of contents and chapters to follow, including introductions, discussions of definitions, etiologies, pathophysiologies, clinical manifestations, and conclusions. The author expresses gratitude for any feedback to improve the document and help nursing students understand these endocrine diseases and appropriate nursing care.
The document discusses recruitment and selection at Metlife India Insurance. It begins by acknowledging the importance of internships and practical experience for students. It then thanks those who guided the author's project at Metlife.
The author was involved in recruitment for sales roles in Uttar Pradesh and Uttaranchal. Their tasks included understanding job profiles, searching candidates, coordinating interviews, and maintaining applicant databases. The recruitment process involved candidates filling forms, interviews, and maintaining a tracking system. The author gained experience in important HR functions through this project.
This dissertation examines critical success factors for successful ERP implementation at small and medium enterprises (SMEs) in India. It develops four models to explore 30 critical success factors and 20 critical failure factors. The factors are ranked according to their importance for ERP implementation at Indian SMEs. A quantitative survey of 500 Indian ERP consultants is used to identify the key factors. The results show that while the factors are similar to those for large enterprises, their priorities differ for Indian SMEs. The dissertation argues that ERP implementation at Indian SMEs must consider these critical success and failure factors across multiple phases to achieve competitive advantages.
This document is a curriculum vitae for Dhaval Sudhanva Vyas. It summarizes his work experience and qualifications. The CV shows that he has over 15 years of experience in banking operations and vendor management, including roles at Citibank and managing teams of up to 96 employees. Prior to his banking career, he held research and administrative roles, including setting up a research laboratory. He holds an MSc in Botany and has received awards for his research presentations.
Shen taijun has 6 years of experience in financial technology development, support, analysis and consulting. He has worked on core banking systems at RAK Bank and Turkish Bank, as well as in investment banking technology at Morgan Stanley. His roles have included development, requirements analysis, testing, implementation support and production support. He is interested in financial analysis and holds technical skills in Java, Perl, shell and enterprise databases.
Big data and analytics are buzzwords that companies hope will boost performance, but many are unsure how to utilize analytical tools effectively. While 96% of major companies surveyed admit they could make better use of big data, a Black & Veatch report found 32% do not know how to use analytics technologies. HR departments in particular have significant data that could be analyzed to improve strategies and measure return on investment in talent programs. However, experts caution that quality of data is more important than quantity, and companies should start with small, targeted analytics projects linked to clear business goals to build confidence in the value of data-driven decision making over time.
La película Glory presenta la historia verídica del 54° Regimiento de Infantería de Massachusetts, el primer regimiento compuesto enteramente por soldados afroamericanos durante la Guerra Civil estadounidense. Bajo el mando del Coronel Robert Shaw, el regimiento sufrió discriminación racial pero demostró valentía en batallas como la de Fort Wagner, donde muchos soldados, incluyendo a Shaw, perdieron la vida. Aunque el regimiento no ganó muchas batallas, su participación allanó el camino para una mayor integración de los afroamerican
This document provides an introduction and overview of hyperthyroidism and hypothyroidism. It begins with an acknowledgment and thanks to God for allowing the completion of the paper. The document then outlines the table of contents and chapters to follow, including introductions, discussions of definitions, etiologies, pathophysiologies, clinical manifestations, and conclusions. The author expresses gratitude for any feedback to improve the document and help nursing students understand these endocrine diseases and appropriate nursing care.
The document provides information about an upcoming Bruce Winter Camp trip. It will take place from Wednesday to Friday at Camp WannaKumbac near Onanole, Manitoba. Students will participate in outdoor winter activities like cross-country skiing, snowshoeing, and ice fishing. The schedule outlines the daily plans, including meals, activities, and evening programs. The document provides packing lists and medical information and notes the student fee is $200. It concludes by providing contact details for any additional questions.
Breast cancer diagnosis and recurrence prediction using machine learning tech...eSAT Journals
Abstract Breast Cancer has become the common cause of death among women. Due to long hours invested in manual diagnosis and lesser diagnostic system available emphasize the development of automated diagnosis for early diagnosis of the disease. Our aim is to classify whether the breast cancer is benign or malignant and predict the recurrence and non-recurrence of malignant cases after a certain period. To achieve this we have used machine learning techniques such as Support Vector Machine, Logistic Regression, KNN and Naive Bayes. These techniques are coded in MATLAB using UCI machine learning depository. We have compared the accuracies of different techniques and observed the results. We found SVM most suited for predictive analysis and KNN performed best for our overall methodology. Keywords: Breast Cancer, SVM, KNN, Naive Bayes, Logistic Regression, Classification.
This document discusses the application of systems theory and operations research concepts to sustainable development problems. It establishes that sustainable development can be represented as a control problem in a state space to keep the system within feasible regions over time. Multiple criteria optimization methods from operations research are well-suited to analyze planning and control for sustainable development given its economic, social, and environmental aspects. The document provides examples of how traditional operations research problems have evolved to incorporate more criteria related to sustainability over time.
bT-Locally Closed Sets and bT-Locally Continuous Functions In Supra Topologic...IOSR Journals
The aim of this paper is to introduce a decompositions namely supra bT- locally closed sets and define supra bT-locally continuous functions. This paper also discussed some of their properties.
The document provides background on Alfred, Lord Tennyson's poem "The Charge of the Light Brigade". It discusses the Battle of Balaclava in 1854 during the Crimean War where over half of the British Light Brigade soldiers were killed after being ordered into a valley surrounded by the Russian Army. The poem narrates the story of the 600 English horsemen who courageously charged into battle with no chance of survival, praising their bravery and obedience in following the order despite knowing it was a suicide mission.
The document discusses properties of certain types of harmonic numbers. Harmonic numbers are positive integers where the harmonic mean of their positive divisors is also an integer. The paper focuses on harmonic numbers n where n divides the sum of n's positive divisors completely (σ(n)=kn, where k is a positive integer). Three types of numbers are discussed: numbers of the form pq, 2k pq, and 2k p1p2...pm, where p and q are prime numbers. Some propositions are developed to understand the properties of these numbers. It is observed that harmonic numbers of the form pq where p and q are both odd primes do not exist. Properties of numbers of the form 2k pq and 2k p1
Anisotropic Bianchi Type-III Dark Energy Model with Time-Dependent Decelerati...IOSR Journals
An anisotropic Bianchi type-III cosmological model is investigated in a Saez-Ballester scalar-tensor theory of gravitation. Three different time-dependent skewness parameters along spatial directions are introduced to represent the deviation of pressure from isotropy. To get deterministic solutions of the field equations, we choose variation law of scale factor 𝑆= (𝑡𝑟𝑒𝑡)1𝑙 which yields a time-dependent deceleration parameter (DP) representing a model that generates a transition of the universe from the early decelerating phase to the present accelerating phase. Some physical and geometrical properties of the model are also discussed.
This document describes the synthesis of a new heterocyclic indigo dye called 2-(1, 3- dihydro- 3 - oxo- 2H - pyridylpyrr- 2- ylidene)-1, 2-dihydro- 3H- pyridylpyrrol- 3-one. It was synthesized in two steps: first, an aromatic glycine intermediate was synthesized from 2-aminopyridine, monochloroacetic acid, and sodium hydroxide. Second, this glycine intermediate was fused with sodamide, sodium hydroxide, and potassium hydroxide, then oxidized using acidified ferric chloride to yield the final dye compound. Spectral analysis
This document presents a study of new Bianchi type-IX cosmological models with a binary mixture of anisotropic dark energy and perfect fluid. The models are analyzed using the statefinder diagnostic pair (sr,). Field equations are derived for the metric and energy-momentum tensors. Assuming the energy conservation equations vanish separately and a special law for the Hubble parameter, the field equations yield power law and exponential type solutions. The statefinder parameters are used to characterize different phases of the universe, and properties of the models such as anisotropy and expansion rates are discussed.
In this paper, the concepts of sequences and series of complement normalized fuzzy numbers are introduced in terms of 𝛾-level, so that some properties and characterizations are presented, and some convergence theorems are proved
Recruitment and Selection process: An evaluation of E-recruitment at Marks an...Peachy Essay
As opined by Arvey and Campion (2010, p290), “In order to increase the efficiency and retention of the employees, it is essential to implement an appropriate Recruitment and Selection process”. Recruitment is the procedure that the organization applies to identify the human resource requirements of the organisation and attract suitable candidates. Selection refers to the process that is involved in choosing a predefined number of candidates from a number of applicants to fill the available posts in the organization (Barber, 2009).
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters:
1) Have an initial meeting with hiring managers to understand the role requirements.
2) Research and analyze data on the talent pool to understand the market and refine search criteria.
3) Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing and recruiting plan.
Taking this data-driven approach can help recruiters act as strategic advisors to hiring managers and more efficiently fill roles.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Taking these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Taking these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
If the mention of data and analytics gives you hives, don’t worry - we’re here to help! In this e-book we’ll guide you step-by-step through how to find the best person for the job faster, using talent pool insights that will make your hiring manager smile.
The search insights tool in LinkedIn Recruiter provides an overview of the target talent pool including:
1. A breakdown of where professionals have worked before and where they currently work to understand industry and company trends.
2. A breakdown of years of experience to understand the seniority levels present.
3. A breakdown of years spent in their current role to understand how entrenched professionals are in their current positions.
This overview helps recruiters understand different aspects of the target talent pool to refine searches and develop a strategic sourcing plan.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Taking these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
Here are the key insights from the search insights tool in LinkedIn Recruiter:
- Total number of professionals that meet the search criteria - this gives you the total addressable market size
- Top previous employers - shows you where your target talent has worked before to help identify companies to target
- Current employers - shows you where your target talent currently works to help identify companies/industries with the skills you need
- Experience level breakdown - shows the distribution of years of experience to understand the seniority levels in your talent pool
- Time in current role - helps understand how long professionals have been in their current role on average
Analyzing these different views of your talent pool helps you understand the overall market and
The search insights tool in LinkedIn Recruiter provides an overview of the target talent pool including:
1. A breakdown of where professionals have worked before and where they currently work to understand industry and company trends.
2. A breakdown of years of experience to understand the seniority levels present.
3. A breakdown of years spent in their current role to understand how entrenched professionals are in their current positions.
This overview helps recruiters understand different aspects of the target talent pool to refine searches and develop a strategic sourcing plan.
The document provides information about an upcoming Bruce Winter Camp trip. It will take place from Wednesday to Friday at Camp WannaKumbac near Onanole, Manitoba. Students will participate in outdoor winter activities like cross-country skiing, snowshoeing, and ice fishing. The schedule outlines the daily plans, including meals, activities, and evening programs. The document provides packing lists and medical information and notes the student fee is $200. It concludes by providing contact details for any additional questions.
Breast cancer diagnosis and recurrence prediction using machine learning tech...eSAT Journals
Abstract Breast Cancer has become the common cause of death among women. Due to long hours invested in manual diagnosis and lesser diagnostic system available emphasize the development of automated diagnosis for early diagnosis of the disease. Our aim is to classify whether the breast cancer is benign or malignant and predict the recurrence and non-recurrence of malignant cases after a certain period. To achieve this we have used machine learning techniques such as Support Vector Machine, Logistic Regression, KNN and Naive Bayes. These techniques are coded in MATLAB using UCI machine learning depository. We have compared the accuracies of different techniques and observed the results. We found SVM most suited for predictive analysis and KNN performed best for our overall methodology. Keywords: Breast Cancer, SVM, KNN, Naive Bayes, Logistic Regression, Classification.
This document discusses the application of systems theory and operations research concepts to sustainable development problems. It establishes that sustainable development can be represented as a control problem in a state space to keep the system within feasible regions over time. Multiple criteria optimization methods from operations research are well-suited to analyze planning and control for sustainable development given its economic, social, and environmental aspects. The document provides examples of how traditional operations research problems have evolved to incorporate more criteria related to sustainability over time.
bT-Locally Closed Sets and bT-Locally Continuous Functions In Supra Topologic...IOSR Journals
The aim of this paper is to introduce a decompositions namely supra bT- locally closed sets and define supra bT-locally continuous functions. This paper also discussed some of their properties.
The document provides background on Alfred, Lord Tennyson's poem "The Charge of the Light Brigade". It discusses the Battle of Balaclava in 1854 during the Crimean War where over half of the British Light Brigade soldiers were killed after being ordered into a valley surrounded by the Russian Army. The poem narrates the story of the 600 English horsemen who courageously charged into battle with no chance of survival, praising their bravery and obedience in following the order despite knowing it was a suicide mission.
The document discusses properties of certain types of harmonic numbers. Harmonic numbers are positive integers where the harmonic mean of their positive divisors is also an integer. The paper focuses on harmonic numbers n where n divides the sum of n's positive divisors completely (σ(n)=kn, where k is a positive integer). Three types of numbers are discussed: numbers of the form pq, 2k pq, and 2k p1p2...pm, where p and q are prime numbers. Some propositions are developed to understand the properties of these numbers. It is observed that harmonic numbers of the form pq where p and q are both odd primes do not exist. Properties of numbers of the form 2k pq and 2k p1
Anisotropic Bianchi Type-III Dark Energy Model with Time-Dependent Decelerati...IOSR Journals
An anisotropic Bianchi type-III cosmological model is investigated in a Saez-Ballester scalar-tensor theory of gravitation. Three different time-dependent skewness parameters along spatial directions are introduced to represent the deviation of pressure from isotropy. To get deterministic solutions of the field equations, we choose variation law of scale factor 𝑆= (𝑡𝑟𝑒𝑡)1𝑙 which yields a time-dependent deceleration parameter (DP) representing a model that generates a transition of the universe from the early decelerating phase to the present accelerating phase. Some physical and geometrical properties of the model are also discussed.
This document describes the synthesis of a new heterocyclic indigo dye called 2-(1, 3- dihydro- 3 - oxo- 2H - pyridylpyrr- 2- ylidene)-1, 2-dihydro- 3H- pyridylpyrrol- 3-one. It was synthesized in two steps: first, an aromatic glycine intermediate was synthesized from 2-aminopyridine, monochloroacetic acid, and sodium hydroxide. Second, this glycine intermediate was fused with sodamide, sodium hydroxide, and potassium hydroxide, then oxidized using acidified ferric chloride to yield the final dye compound. Spectral analysis
This document presents a study of new Bianchi type-IX cosmological models with a binary mixture of anisotropic dark energy and perfect fluid. The models are analyzed using the statefinder diagnostic pair (sr,). Field equations are derived for the metric and energy-momentum tensors. Assuming the energy conservation equations vanish separately and a special law for the Hubble parameter, the field equations yield power law and exponential type solutions. The statefinder parameters are used to characterize different phases of the universe, and properties of the models such as anisotropy and expansion rates are discussed.
In this paper, the concepts of sequences and series of complement normalized fuzzy numbers are introduced in terms of 𝛾-level, so that some properties and characterizations are presented, and some convergence theorems are proved
Recruitment and Selection process: An evaluation of E-recruitment at Marks an...Peachy Essay
As opined by Arvey and Campion (2010, p290), “In order to increase the efficiency and retention of the employees, it is essential to implement an appropriate Recruitment and Selection process”. Recruitment is the procedure that the organization applies to identify the human resource requirements of the organisation and attract suitable candidates. Selection refers to the process that is involved in choosing a predefined number of candidates from a number of applicants to fill the available posts in the organization (Barber, 2009).
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters:
1) Have an initial meeting with hiring managers to understand the role requirements.
2) Research and analyze data on the talent pool to understand the market and refine search criteria.
3) Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing and recruiting plan.
Taking this data-driven approach can help recruiters act as strategic advisors to hiring managers and more efficiently fill roles.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Taking these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Taking these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
If the mention of data and analytics gives you hives, don’t worry - we’re here to help! In this e-book we’ll guide you step-by-step through how to find the best person for the job faster, using talent pool insights that will make your hiring manager smile.
The search insights tool in LinkedIn Recruiter provides an overview of the target talent pool including:
1. A breakdown of where professionals have worked before and where they currently work to understand industry and company trends.
2. A breakdown of years of experience to understand the seniority levels present.
3. A breakdown of years spent in their current role to understand how entrenched professionals are in their current positions.
This overview helps recruiters understand different aspects of the target talent pool to refine searches and develop a strategic sourcing plan.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Taking these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
Here are the key insights from the search insights tool in LinkedIn Recruiter:
- Total number of professionals that meet the search criteria - this gives you the total addressable market size
- Top previous employers - shows you where your target talent has worked before to help identify companies to target
- Current employers - shows you where your target talent currently works to help identify companies/industries with the skills you need
- Experience level breakdown - shows the distribution of years of experience to understand the seniority levels in your talent pool
- Time in current role - helps understand how long professionals have been in their current role on average
Analyzing these different views of your talent pool helps you understand the overall market and
The search insights tool in LinkedIn Recruiter provides an overview of the target talent pool including:
1. A breakdown of where professionals have worked before and where they currently work to understand industry and company trends.
2. A breakdown of years of experience to understand the seniority levels present.
3. A breakdown of years spent in their current role to understand how entrenched professionals are in their current positions.
This overview helps recruiters understand different aspects of the target talent pool to refine searches and develop a strategic sourcing plan.
Here are the key insights from the search insights tool in LinkedIn Recruiter:
- Total number of professionals that meet the search criteria - this gives you the total addressable market size
- Top previous employers - shows you where your target talent has worked before to help identify companies to target
- Current employers - shows you where your target talent currently works to help identify companies/industries with the skills you need
- Experience level breakdown - shows the distribution of years of experience to understand experience levels in your talent pool
- Time in current role - helps understand how long professionals have been in their current role on average
Analyzing these different views of your talent pool helps you understand the overall market and where your
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Taking these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
This e-book discusses how using data and analytics can help recruiters find quality candidates faster. It recommends that recruiters: [1] Have an initial meeting with hiring managers to understand the role requirements; [2] Research and analyze data on the talent pool to define qualifications and refine search criteria; [3] Meet again with hiring managers to discuss findings, get feedback, and agree on a sourcing plan. Following these steps helps recruiters act as strategic advisors to hiring managers and identify the best candidates from a data-driven perspective.
Data-driven recruitment uses data and analytics to improve the hiring process. It integrates data from various sources like applicant tracking systems to enhance hiring quality. Data-driven recruitment relies on analytics, predictive analysis of candidate success, performance metrics, technologies like AI and machine learning, big data, competitive intelligence, and personalized candidate experiences while ensuring compliance. It provides strategic, scalable, and cost-effective benefits to organizations.
The document discusses recruitment and selection at Metlife India Insurance. It describes the author's involvement in the recruitment process, which included understanding job profiles, searching job portals for candidates, conducting phone screens, coordinating interviews, and maintaining candidate records. The author focused on recruiting candidates for sales roles in Uttar Pradesh and Uttaranchal. Key steps in the recruitment process included candidates filling out forms, undergoing interviews and assessments, and being evaluated based on a cutoff score.
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Dr Susan Entwisle
Traditionally, HR teams have made decisions on hiring, retaining, assigning and developing employees using intuition, experience, and basic descriptive statistical reports. Predictive analytics complements and extends on these approaches by enabling HR teams to make proactive ‘forward-looking’ data-driven decisions on its people across the employee lifecycle. Examples of this include gaining insights into the drivers and predicting who are our top performers, what employees are at risk of leaving, is our training program effective, and more. This capability can support HR teams to better align HR programs with strategic business goals.
This presentation outlines the limitations with current approaches and explain what predictive analytics is so business users can understand the business opportunity and problems it can be applied to. A number of case studies on its use across the employee lifecycle are described and guidance given on how to get started on your HR predictive analytics journey.
Qualitative Research Is Good At Simplifying And Managing...Patricia Viljoen
Qualitative research methods like interviews and observations are well-suited for exploring phenomena in depth and discovering new insights from participants' perspectives. These methods allow researchers to understand experiences and interpretations in their full complexity without oversimplifying data. Qualitative data collection involves interacting directly with research settings and subjects to generate rich descriptive data for analyzing themes and constructing new theoretical frameworks.
This job analysis report summarizes the results of a job analysis conducted for the Senior Recruiter position at AMTIS, Inc. A questionnaire was administered to three subject matter experts to gather data on the tasks, responsibilities, knowledge, skills, abilities, and other characteristics required for the position. The results identified locating qualified applicants, communicating with candidates and hiring managers, and planning recruitment strategies as key functions of the role. Key qualifications included knowledge of discrimination laws, strong interpersonal and communication skills, and the ability to maintain confidentiality. The job analysis provides a comprehensive overview of the essential elements of the Senior Recruiter position.
Human Capital Growth Webinar: Employee selection practices for low literacy c...Human Capital Growth
This document provides guidance on developing valid and effective selection tools and processes for global talent acquisition. It discusses conducting a robust job analysis to identify key competencies, developing selection tools such as assessments and interviews, addressing cultural and literacy concerns, demonstrating business impact through metrics like cost savings, and complying with legal standards. The overall goal is to identify candidates with the greatest potential while promoting fairness, diversity, and a positive candidate experience.
Similar to QuestMatch - Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting (20)
Human Capital Growth Webinar: Employee selection practices for low literacy c...
QuestMatch - Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
1. A Seedlink Tech White Paper
in Collaboration with International Top Talent
February 2014
www.seedlinktech.com
www.RCXUE.com
Using Natural Language Processing to Improve Speed
and Quality of Employee Recruiting
QuestMatch:
2. Table of Contents
Introduction ..................................................................................................
Key China Data .............................................................................................
Key Research Findings....................................................................................
Discussion ....................................................................................................
Questions Are Key to Job Analysis .........................................................
Less Screening, More Interacting ...........................................................
................................................
Use Technology to do More with Less .....................................................
QuestMatch .................................................................................................
QuestMatch Data ..........................................................................................
...................
Conclusions ..................................................................................................
References ...................................................................................................
3
4
5
6
6
7
7
7
8
9
10
11
12
3. Introduction
but it is especially labor-intensive in emerging markets. With a
workforce of nearly 800 million, screening résumés in China is
extremely tedious and low-value. McKinsey reports that only 10%
(MNC). Seedlink case studies indicate
that sourcing just one suitable Chinese
candidate requires reviewing between
50 – 100 résumés or CVs. The
challenging recruitment environment
in China can offset the vast market
opportunities.
This paper covers three main topics. First, we will outline key
recruiting literature. Then, we suggest a four-step process for
Finally, we introduce the concept of Natural Language Processing
(NLP) and QuestMatch to improve speed, while managing the
entire pre-interview process.
With a combination of continued
process improvement and cutting-
edge technology, companies can
vastly improve the quality of recruits
while reducing overall cost. The
improvements can impact company
Second, better matches reduce overall turnover rate and in turn,
off-boarding and replacement costs. RCXUE with QuestMatch
provides an intuitive interface to bring NLP to the most demanding
companies’ recruitment practices.
McKinsey reports that only 10%
at a multinational corporation
Better matches reduce overall
turnover rate and thus off-
boarding and replacement costs
3
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
4. Key China Data
Figure 1:
790 million people in active labor force 1
7 million college graduates in 2013 2
Nearly 200 million total college graduates by 20203
4
20% of CVs and résumés 5
6
80% of turnover is due to bad hiring decisions 7
1
2
“College Graduation Data”, China Ministry of Education, 2013.
3
ibid
4
Diana Farrell and Andrew Grant, “Addressing China’s Looming Talent Shortage,” McKinsey Global Insights Research,
5
-
6
“Retention: Is It Getting Enough Attention,” Hays Research, 2012.
7
4
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
5. 8
Fritzsche and Brannick, “The Importance of Representative Design in Judgment Tasks: The Case of Resume Screening,”
Journal of Occupational and Organizational Psychology 75, no.2 (June 2002): 163.
9
Cole et al., “Recruiters’ Perceptions and Use of Applicant Resume Information: Screening the Recent Graduate,” Applied
Psychology: An International Review 56, no.2 (April 2007): 319 – 343.
10
James M. Tyler and Jennifer Dane McCullough, “Violating Prescriptive Stereotypes on Job Resumes: A Self-
Presentational Perspective,” Management Communication Quarterly 23, no. 2 (November 2009): 272-287.
11
Journal of Social and
Personal Relationships 14, no.3 (June 1997): 417-431.
12
Journal of
Social Psychology 139, no. 6 (December 1999): 700-712.
13
Richard D. Arvey et al., “Interview Validity for Selecting Sales Clerks,” Personnel Psychology 40 (March 1987): 1-12.
14
Validity Study,” Journal of Applied Psychology 70, no.4 (November 1985): 774-776.
15
Marketing Management Journal 18, no. 2 (Fall 2008): 93-105.
Key Research Findings
The Bad News
The Good News
résumé screening criteria among
professional recruiters 8
Experienced recruiters’ inference of hard skills and personality
résumés is not statistically valid 9
Recruiters are subject to identity-image biases and recommend
than company criteria 10, 11
Candidates subjected to more thorough and longer screening
hold more favorable attitudes toward job openings 12
Interviews based on job analysis are statistically valid predictors
of performance 13, 14
Non-traditional interview techniques offer similar results to
traditional (face-to-face) interviews 15
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
5
6. Discussion
Research suggests that CV and résumé screening for prospective
employees is inaccurate and subject to bias. Applicants commonly
augment the truth; while up to 20% of résumés have gross
discrepancies.16
Stretched truths can become outright lies. In
due to CV inaccuracies. The problem is pervasive; particularly in
background checks.
Furthermore, people conducting
screenings are subject to biases based
on personal opinions. Studies have
shown that mood biases, gender biases,
and self-identity biases all contribute
17, 18
In fact,
experienced recruiters even disagree
about what criteria are essential to job
performance.19
how does a large company know that it is getting the best workers
or just more of the same unreliable workers?
This white paper examines a four-part model for how candidate
screening can be vastly improved.
1. Questions are key to job analysis
Focusing job analysis on key issues employees face,
rather than a checklist of requirements, provides
through creating simple open-ended questions to
describe job functions. Instead of creating survey-
based assessments and wordy job descriptions, hiring
managers and recruiters focus on understanding
that can be analyzed and assessed.
How does a large company
know that it is getting the best
workers or just more of the same
unreliable workers?
16
Kroll Asia Study, 2008.
17
Tyler and McCullough, 2009.
18
Byrne, 1997.
19
Fritzsche and Brannick, 2002.
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
6
7. 2. Spend less time screening and more time
interacting with candidates
Searching and screening candidates is slow and
passive. Instead, assess candidates from the outset
with questions created from job analysis. Sort
candidates into groups and actively engage groups
into a dialogue. With QuestMatch, recruiters can pose
questions to candidates digitally—before committing
time and effort to phone or face-to-face interviews.
CVs and résumés are static. People with ideas, skills
and thoughts are reduced to a paper representation.
out amongst large numbers of applicants.20
Dynamic
of recruits, while uncovering high-potential workers
whose credentials underrepresent their abilities.
RCXUE with QuestMatch automates this entire
process.
4. Use technology to do more with less
Interviews conducted via non-traditional methods
deliver results similar to face-to-face interviews. Web
applications, phone, email, and text chat are all viable
alternatives to assess potential employees. The next
era of recruitment technology will increase pre-
assessment interaction with candidates and automate
ranking.
20
International Top Talent (ITT) Research, Fall 2012.
7
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
8. QuestMatch
QuestMatch is a dynamic assessment software that allows
recruiters to interview groups of candidates digitally. Assessment
is based on open-ended questions rather than survey-based
assessment. This format allows greater variance of answers and
deeper granularity of results. Using cutting-edge Natural Language
Processing (NLP), the answers are aggregated for comparative
analysis, and candidates are automatically ranked.
Figure 2:
8
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
9. Figure 3:
QuestMatch Data
Variance in ranking by QuestMatch is statistically similar to the
variance recorded between individual recruiters.
Case studies reported greater than 70% correlation between
recruiters’ rankings and QuestMatch rankings.
Results were even more accurate for best and worst answers
(up to 90% accuracy).
compared to traditional HR practices.
9
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
10. Natural Language Processing (NLP) to Increase Speed
meaning from human language input. Progress over the last
decade allows modern algorithms to assess the sentiment
and feelings of people. Going forward there is opportunity
to utilize NLP to automate even more
sponsored by Harvard and MIT, is using
computer programs to grade student
papers. The variance of computer-
generated results is nearly identical to
variance in human readers.21
QuestMatch allows recruiters to reduce time spent on
creating and reviewing assessments through automation
and answer abstraction. The result is more engagement
strategy, interaction and coordination rather than searching,
sorting and screening.
As non-traditional interview results
are similar to face-to-face interviews,22
in-depth questions can be posed to
prospective candidates as a screening
procedure. QuestMatch then automates
the entire assessment process, saving
organizations time and money.
The variance of computer-
generated results is nearly
identical to variance in human
readers
Non-traditional interview results
are similar to face-to-face
interviews
21
The New York Times, April 4, 2013.
22
10
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
11. 23
Cole et al., April 2007.
24
Fritzsche and Brannick, June 2002.
Conclusion
Résumé screening is an outdated recruitment paradigm. Prospective
candidates are reduced to words on paper, while recruiters’
inferences of skills from résumés are not statistically valid.23
Experienced recruiters even disagree on which criteria to judge
resumes.24
Furthermore, screening is tedious. The process is both
slow and inaccurate.
and results of candidate screening through process improvement
QuestMatch as the new paradigm in candidate screening.
Recruiters can now digitally interview groups of candidates and
automatically assess responses with NLP (Natural Language
Processing) and machine learning. The result is savings in time,
money, and effort.
11
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
12. References
Anat, Rafaeli, “Pre-Employment Screening and Applicants’ Attitudes Toward an Employment
Journal of Social Psychology 139, no. 6 (December 1999): 700-712.
Richard D. Arvey et al., “Interview Validity for Selecting Sales Clerks,” Personnel Psychology 40
(March 1987): 1-12.
Paradigm,” Journal of Social and Personal Relationships 14, no.3 (June 1997): 417-431.
Cole et al., “Recruiters’ Perceptions and Use of Applicant Resume Information: Screening the
Recent Graduate,” Applied Psychology: An International Review 56, no.2 (April 2007): 319 –
343.
“College Graduation Data”, China Ministry of Education, 2013.
Diana Farrell and Andrew Grant, “Addressing China’s Looming Talent Shortage,” McKinsey Global
Fritzsche and Brannick, “The Importance of Representative Design in Judgment Tasks: The Case
of Resume Screening,” Journal of Occupational and Organizational Psychology 75, no.2 (June
2002): 163.
International Top Talent (ITT) Research, Fall 2012.
The New York Times, April 4,
2013.
Interview Technique,” Marketing Management Journal 18, no. 2 (Fall 2008): 93-105.
A Comparative Validity Study,” Journal of Applied Psychology 70, no.4 (November 1985):
774-776.
“Retention: Is It Getting Enough Attention,” Hays Research, 2012.
James M. Tyler and Jennifer Dane McCullough, “Violating Prescriptive Stereotypes on Job
Resumes: A Self-Presentational Perspective,” Management Communication Quarterly 23,
no. 2 (November 2009): 272-287.
12
QuestMatch: Using Natural Language Processing to Improve Speed and Quality of Employee Recruiting
13. rights reserved. This document is provided for information purposes only and
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respective owners.
QuestMatch: Using Natural
Language Processing to Improve
Speed and Quality of Employee
Recruiting
Februrary 2014
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