scholarly journals Extending Knowledge-Based Profile Matching in the Human Resources Domain

2017 ◽  
Author(s):  
Alejandra Lorena Paoletti ◽  
Jorge Martinez-Gil ◽  
Klaus-Dieter Schewe
Keyword(s):  
Human Resources ◽  
Blow Up ◽  
Knowledge Bases ◽  
Job Applicants ◽  
Semantic Matching ◽  
Job Seekers ◽  
Knowledge Based ◽  
Profile Matching ◽  
Job Offers ◽  
Accurate Matching

In the Human Resources domain the accurate matching between job positions and job applicants profiles is crucial for job seekers and recruiters. The use of recruitment taxonomies has proven to be of significant advantage in the area by enabling semantic matching and reasoning. Hence, the development of Knowledge Bases (KB) where curricula vitae and job offers can be uploaded and queried in order to obtain the best matches by both, applicants and recruiters is highly important. We introduce an approach to improve matching of profiles, starting by expressing jobs and applicants profiles by filters representing skills and competencies. Filters are used to calculate the similarity between concepts in the subsumption hierarchy of a KB. This is enhanced by adding weights and aggregates on filters. Moreover, we present an approach to evaluate over-qualification and introduce blow-up operators that transform certain role relations such that matching of filters can be applied.

scholarly journals Top-k Matching Queries for Filter-Based Profile Matching in Knowledge Bases

2017 ◽  
Author(s):  
Alejandra Lorena Paoletti ◽  
Jorge Martinez-Gil ◽  
Klaus-Dieter Schewe
Keyword(s):  
Human Resources ◽  
Partial Order ◽  
Relational Databases ◽  
Knowledge Bases ◽  
Efficient Design ◽  
Profile Matching ◽  
Job Offers ◽  
Query Algorithm ◽  
Single Relation ◽  
Matching Relation

Finding the best matching job offers for a candidate profile or, the best candidates profiles for a particular job offer, respectively constitutes the most common and most relevant type of queries in the Human Resources (HR) sector. This technically requires to investigate top-k queries on top of knowledge bases and relational databases. We propose in this paper a top-k query algorithm on relational databases able to produce effective and efficient results. The approach is to consider the partial order of matching relations between jobs and candidates profiles together with an efficient design of the data involved. In particular, the focus on a single relation, the matching relation, is crucial to achieve the expectations.

Cyberphysical Design Automation Framework for Knowledge-based Engineering

2013 ◽  
Vol 1 (1) ◽  
pp. 158-178
Author(s):  
Urcun John Tanik
Keyword(s):  
System Design ◽  
Design Process ◽  
Design Automation ◽  
Design Theory ◽  
Knowledge Bases ◽  
Knowledge Based ◽  
Knowledge Based Engineering ◽  
Cyberphysical System ◽  
Automation Framework

Cyberphysical system design automation utilizing knowledge based engineering techniques with globally networked knowledge bases can tremendously improve the design process for emerging systems. Our goal is to develop a comprehensive architectural framework to improve the design process for cyberphysical systems (CPS) and implement a case study with Axiomatic Design Solutions Inc. to develop next generation toolsets utilizing knowledge-based engineering (KBE) systems adapted to multiple domains in the field of CPS design automation. The Cyberphysical System Design Automation Framework (CPSDAF) will be based on advances in CPS design theory based on current research and knowledge collected from global sources automatically via Semantic Web Services. A case study utilizing STEM students is discussed.

scholarly journals Race and Networks in the Job Search Process

2019 ◽  
Vol 84 (6) ◽  
pp. 983-1012 ◽  
Author(s):  
David S. Pedulla ◽  
Devah Pager
Keyword(s):  
Social Networks ◽  
Labor Market ◽  
African Americans ◽  
Racial Disparities ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Black And White ◽  
Job Offers

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

Human capital in the industrial districts

2001 ◽  
Vol 20 (4) ◽  
pp. 319-331
Author(s):  
F. Xavier Molina-Morales
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Conceptual Framework ◽  
Ceramic Tile ◽  
Firm Strategy ◽  
Active Role ◽  
Industrial Districts ◽  
Industrial District ◽  
Knowledge Based ◽  
Degree Of Control

This paper focuses on the creation of human capital in the industrial districts. I argue that the recent firm strategy perspectives may explain regional (district) differences. In this context human resources are critical to creation and dissemination of the knowledge-based resources. I further distinguish between the degree of control and ownership of resources and transferable and non-transferable human capital. Using this conceptual framework I analyze industrial district addressable non-transferable resources. This paper suggests that firms should take on a more active role in creating and exploiting local addressable human resources. The paper ends by describing an illustrative example: the Spanish ceramic tile industry.

Study from Korea shows strong CSR policies significantly increase job seekers' application intentions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Real Life ◽  
Value Congruence ◽  
Job Applicants ◽  
Job Seekers ◽  
Content Type ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Corporate Social ◽  
The Relationship

Purpose This study investigated how and when corporate social responsibility (CSR) fosters job seekers’ application intentions. The authors used a “mediated moderation mode” to explore the positive effect of CSR on job seekers’ intention to apply. They considered the moderating role of applicants’ calling and the mediating role of value congruence in the relationship between the person and organization. Design/methodology/approach To test their hypotheses the authors developed a questionnaire and sent it to a sample of 259 college students with a mean age of 22.67 in South Korea. All were either prospective or current job seekers and 55.2pc were female. Two scenarios were developed based on the real-life case of a well-known coffee franchise’s CSR policies. The scenarios were identical except that one had more proactive CSR policies. Findings Results showed that a company’s proactive CSR programs increase job seekers’ intention to apply, which was moderated by their “calling” for the job. The research also demonstrated that “value congruence” between the applicant and the organization fully mediated the interaction between CSR and calling. The results, the authors said, suggested that engaging in active CSR could attract job applicants, providing a potential competitive advantage. Originality/value The authors said their study contributed to the literature as it took the job seeker’s perspective whereas most previous research on calling focused on employees. They said it was the first study to empirically demonstrate the interaction between a sense of calling and CSR.

Older and Younger Job Seekers' Impression Management on LinkedIn

2021 ◽  
Vol 20 (2) ◽  
pp. 61-74
Author(s):  
Franciska Krings ◽  
Irina Gioaba ◽  
Michèle Kaufmann ◽  
Sabine Sczesny ◽  
Leslie Zebrowitz
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Impression Management ◽  
Social Networking Sites ◽  
The Internet ◽  
Job Seekers ◽  
Self Presentation ◽  
Job Offers ◽  
Research Show

Abstract. The use of social networking sites such as LinkedIn in recruitment is ubiquitous. This practice may hold risks for older job seekers. Not having grown up using the internet and having learned how to use social media only in middle adulthood may render them less versed in online self-presentation than younger job seekers. Results of this research show some differences and many similarities between younger and older job seekers' impression management on their LinkedIn profiles. Nevertheless, independent of their impression management efforts, older job seekers received fewer job offers than younger job seekers. Only using a profile photo with a younger appearance reduced this bias. Implications for the role of job seeker age in online impression management and recruitment are discussed.

scholarly journals ASSESSMENT OF VOCATIONAL SKILLS AND LEARNING OUTCOMES IN VET: A REVIEW OF INTERNATIONAL INITIATIVES

2021 ◽  
pp. 145-167
Author(s):  
Fedor Dudyrev ◽  
Vera Maltseva ◽  
Olga Romanova ◽  
Evgenii Petrov
Keyword(s):  
Learning Outcomes ◽  
Job Applicants ◽  
Skills Assessment ◽  
Job Seekers ◽  
Vocational Skills ◽  
Domain Specific ◽  
National Initiatives ◽  
Comprehensive Picture ◽  
Objective Skills Assessment ◽  
A Current

There is a growing need for valid tools for assessing skills and certifying qualifications in the context of increasing labour migration and mobility. Due to the growing internationalization of business activities, companies are interested in standardized skills assessments that ensure valid and comparable ratings of job applicants and employees. At the same time, assessment of professional or vocational skills, which are highly domain-specific and numerous, remains challenging, especially in terms of comparability.  Therefore, objective skills assessment tops the list of challenges faced by national VET systems. This paper presents an overview of practices and tools for assessing vocational skills and VET learning outcomes, and covers the following issues: a) current practices and challenges in measuring vocational skills and learning outcomes in VET; b) initiatives for internationally comparable assessment of vocational skills, including PISA-VET and WorldSkills competitions; c) national initiatives for assessment of VET learning outcomes in the cases of Germany and Russia; d) labor market- and industry-driven initiatives in skills assessment for job seekers and qualification assurance. This paper contributes to the literature on skills assessment by providing a more comprehensive picture of approaches to skills assessments, including well-established ones and emerging initiatives outside the field of measuring learning outcomes in education.

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