3 March 2016

Intelligent Recruitment

Recruitment processes at companies need to change. It is a given fact that human resources have no clue about how to recruit candidates when they are not even qualified to know the technical skills required for any given role. Also, recruitment agencies are even worse charging fees for unqualified services where they have literally know clue about employer requirements or the candidate CVs. In fact, it is not even possible that a recruiter would have an understanding of almost all the role types and the skills required for them. The most they can do is count keywords without having a clue as to the context of the skills applied. A candidate has to furnish a CV that looks readable to an unknowledgeable recruiter while also keeping it substantially technical for the interviewer. Scratching at the surface it seems most companies need to do away with the recruiter altogether and use better and more intelligent means at recruiting staff. Secondly, human resources are there to protect the employer not the employee. And, most recruiters only sift through CVs at a glance and possibly not even bothering to check all of the candidate applications. The entire recruitment and human resources function can be automated through a service-oriented or microservices style architecture with an intelligent agent playing the pivotal roles of recruiter and human resource advisor/assistant/manager by using modularized backend functionality. Such measures will not only mean all candidates get an equal chance at employment but it also means a meaningful and seamless recruitment process. Similarly, it also means a seamless human resources experience for employees at an organization. It also means a better experience, a more secure way, and an effective way of finding jobs for candidates with higher chances of them getting their ideal role. In end, employers will not end up reporting on skills shortage where there aren't any especially as there are so many able candidates available in market that can be tapped. If only they used more efficient, intelligent, and responsible means in which they provided a balanced process for all candidates and employees in the mix.

The connected services for an intelligent agent could incorporate:

  • CV creation and publishing service
  • feedback/survey/complaints service
  • compliance and screening service
  • candidate/employee/employer review service like glassdoor
  • separate application for contingency worker management
  • CV database with stringent access controls
  • job search functionality that can be queried via SPARQL/Linked Data
  • filtering service
  • freelance bidding service
  • semantic weighted graph matching service that brings candidates/recruiters/employers together
  • identity/social/influence profile management for ranking candidates
  • microtasking service
  • ranking/commentary/news service
  • recommendations service
  • internal corporate search enablement
  • social search enablement
  • semantic CV extraction and parsing service
  • tracking service like jobvites and workable
  • internal human resource management for permanent employees payroll and other services
  • additional recruitment and human resources workflow services
  • social platform like linkedin or meetups that incorporates aspects of stackoverflow and events
  • an ontology for human resources and recruitment to formulate commonsense reasoning
  • SKOS thesaurus that can be utilized for term extraction, linking, and annotation