Joint Representation Learning with Relation-Enhanced Topic Models for Intelligent Job Interview Assessment

The job interview is considered as one of the most essential tasks in talent recruitment, which forms a bridge between candidates and employers in fitting the right person for the right job. While substantial efforts have been made on improving the job interview process, it is inevitable to have biased or inconsistent interview assessment due to the subjective nature of the traditional interview process. To this end, in this article, we propose three novel approaches to intelligent job interview by learning the large-scale real-world interview data. Specifically, we first develop a preliminary model, named Joint Learning Model on Interview Assessment (JLMIA), to mine the relationship among job description, candidate resume, and interview assessment. Then, we further design an enhanced model, named Neural-JLMIA, to improve the representative capability by applying neural variance inference. Last, we propose to refine JLMIA with Refined-JLMIA (R-JLMIA) by modeling individual characteristics for each collection, i.e., disentangling the core competences from resume and capturing the evolution of the semantic topics over different interview rounds. As a result, our approaches can effectively learn the representative perspectives of different job interview processes from the successful job interview records in history. In addition, we exploit our approaches for two real-world applications, i.e., person-job fit and skill recommendation for interview assessment. Extensive experiments conducted on real-world data clearly validate the effectiveness of our models, which can lead to substantially less bias in job interviews and provide an interpretable understanding of job interview assessment.

Impression Management Tactics in Job Interviews among Fresh graduates in Malaysia: A Case Study in a Workplace

The job interview is a viable assessment platform for interviewers to determine the viable prospective graduate for job hiring. During such critical meeting point, the fate of fresh graduates is decided by representatives of an organisation on the suitability of an interviewee for the job. Yet many fresh graduates struggle at such entry level gatekeeping to the professional workplace in view of inability to impress the interviewer. Therefore, the purpose of this study is to investigate whether impression management tactics are portrayed by the fresh graduates during job interviews. They were 15 interviewees who participated in the present study. The job interview data from an organisation was analysed qualitatively using impression management tactics (IMTs) theories. The findings show that the interviewees were poor impression management tactics; interviewees indicated lack of self-presentation and exemplification as positive indicators in securing a job. Hence, impression management tactics are essential in job interviews.

Mempersiapkan Dokumen Lamaran Kerja Dan Wawancara Kerja Bagi Siswa-Siswi Sekolah Menengah Kejuruan

The Training with the topic of Preparing Job Application Documents and Job Interview for Vocational High School Students played important role for the graduated students empowered by Bulir Padi to apply for job and get jobs according to their competencies. Due to the Covid-19 pandemic the training was carried out using zoom application. It was on July, 14, 2020. The training was presented by the team of FEB UAJ. The methods used in the process were lecturing, simulation and discussion. The material in the first session was Motivation. Session two was themed with How To Compose A Professional Curriculum Vitae, and the third session was Tips for Successfully Facing Job Interviews. The evaluation showed that although the training was in short it fairly succeeded in developing more confidence of the participants to prepare themselves to enter the world of work. This was shown by numerous students who asked questions, gave comments and were engaged during job interview simulation session.

A Survey on the Challenges of Impacts on Applying for a Job in Ho Chi Minh City

In the 4.0 context, machines gradually replace humans in most fields. The job market becomes depleted in inverse proportion to the abundant human resources. With hundreds of thousands of people unemployed each year, the rate of competition for job vacancies increases accordingly. Countless impacts decline the performance rating, causing fatal flaws that lead to a poor impression on the employers. Employers will receive countless Curriculum Vitals (CVs) to choose from for a job vacancy. How to surpass the competition and catch the eye of employers? This survey was conducted to discover and analyze the difficulties of applying for a job besides participating in a job interview in Ho Chi Minh City. Besides, the author wants to provide a comprehensive insight into recruitment and human resources in this city. A total of 125 candidates were selected from different professions in Ho Chi Minh City to collect information for this survey. Information collected from the questionnaires consisting of 11 small questions was coded and analyzed quantitatively. The final analysis pointed out the objective and subjective factors affecting the application process. In addition, the psychological abnormality affecting the ability to communicate in answering of the interviewers' questions was an outstanding result in the survey. Due to these factors, most of the candidates were rejected from job vacancies. Employers in Ho Chi Minh City consider human resources with a lot of working experience and relationships as an advantage. The goal of this survey that aims to aid candidates in awareness of their problems enhances the success rate in conquering employers.