Abstract
Large IT organizations every year hire tens of thousands of employees through multiple sourcing channels for their growth and talent replenishment. Assuming that for each hire at least ten potential profiles are scrutinized and evaluated, the Talent Acquisition (TA) personnel ends up processing half a million-candidate profiles having multiple technical and domain skills. The scale and tight timelines of operations lead to possibility of suboptimal talent selection due to misinterpretation or inadequate technical evaluation of candidate profiles. Such recruitment process implementation due to manual, biased, and subjective evaluation may result in a lower job and organizational fit leading to poor talent quality. With the increased adoption of data and text mining technologies, the recruitment processes are also being reimagined to be effective and efficient. The major information sources, viz., candidate profiles, the Job Descriptions (JDs), and TA process task outcomes, are captured in the eHRM systems. The authors present a set of critical functional components built for improving efficiency and effectiveness in recruitment process. Through multiple real-life case studies conducted in a large multinational IT company, these components have been verified for effectiveness. Some of the important components elaborated in this paper are a resume information extraction tool, a job matching engine, a method for skill similarity computation, and a JD completion module for verifying and completing a JD for quality job specification. The tests performed using large datasets of the text extraction modules for resume and JD as well as job search engine show high performance.
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Notes
- 1.
LinkedInâ„¢ is a trademark owned by LinkedInâ„¢ recruiting services.
- 2.
F-measure—harmonic mean of precision and recall. F-measure \( = \,\frac{{2{\kern 1pt} *{\kern 1pt} precision{\kern 1pt} {\kern 1pt} *{\kern 1pt} recall}}{precision + recall} \).
- 3.
Kendall’s τ considers rank ordering among entities. It is the ratio of difference between number of concordant pairs and discordant pairs to the total number of ranked pairs possible.
- 4.
tf-idf: term frequency-inverse document frequency is a measure of importance of a word in a document belonging to a corpus or collection.
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Palshikar, G.K. et al. (2019). Analytics-Led Talent Acquisition for Improving Efficiency and Effectiveness. In: Laha, A. (eds) Advances in Analytics and Applications. Springer Proceedings in Business and Economics. Springer, Singapore. https://doi.org/10.1007/978-981-13-1208-3_13
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