Resume Parser with Natural Language Processing

<div>Because the online recruiting system has progressed, a large number of resumes were submitted. As a consequence, hiring new employees and reviewing a large number of resumes is a challenge for the human resource department or employer. Therefore, this system has helped employers by using an automated intelligent system based on natural language processing. This system can convert various formats of resumes to text format and can extract some important information. It is also possible to compare the applicant's resume and the job description to see the percentage of similarity as well. This system can assist the human resource department or employer in screening resumes before conducting interviews and finding the best candidate for the job position.</div>

Resume Parser with Natural Language Processing

<div>Because the online recruiting system has progressed, a large number of resumes were submitted. As a consequence, hiring new employees and reviewing a large number of resumes is a challenge for the human resource department or employer. Therefore, this system has helped employers by using an automated intelligent system based on natural language processing. This system can convert various formats of resumes to text format and can extract some important information. It is also possible to compare the applicant's resume and the job description to see the percentage of similarity as well. This system can assist the human resource department or employer in screening resumes before conducting interviews and finding the best candidate for the job position.</div>

Prospects for promoting the online model of Russian education exports in Africa

Problem and goal. The task of increasing the number of foreign students twice by 2024, set before the Russian universities by the country’s leadership in the framework of the national project “Education”, will require a revision of the traditional approach to the recruitment of foreign students. It is obvious that in conditions of limited organizational, human and financial resources of the country’s universities will require fundamentally new forms and technologies of recruiting, and in the future and new forms of training of students. The article deals with the actual problem of implementation and realization of the online model of export of Russian education in the conditions of expansion of export activity of Russian universities for the recruitment of foreign students in Africa. The purpose of the described study was to determine the basic conditions for the implementation of the online model of export of Russian education in Africa, identifying the target countries of Africa, promising for recruiting students. Methodology. The definition of the features and conditions of the online model of education export was carried out on the basis of the analysis of the best practices of foreign universities (TOP-500) and Russian universities (participants of Project 5-100). The main conditions for the implementation of this online model of education exports, the availability of appropriate infrastructure, the potential effectiveness of the export model in Africa (target countries) are analyzed. Results. The study revealed that the use of the online model of export of education by Russian universities in Africa, based on the use of telecommunication technologies, can affect the increase in the number of Foreign students and have a positive impact on the effectiveness of recruiting activities of the Russian University in modern conditions through the introduction of online recruiting methods of recruitment of foreign students, attracting a new audience of foreign students, the implementation of online training in Africa, which, ultimately, greetings to the increase in university income from educational activities received from foreign sources. Conclusion. It is shown that the use of the online model of education exports can have a significant impact on the competitiveness of Russian universities in Africa and the increase in the number of foreign students enrolled in online programs of Russian universities in their target countries.

Combining end-user recruitment methods for usability testing of eTriage Service

The Finnish national eHealth and eSocial strategy emphasizes citizens’ active role in promoting their own well-being by improving information management and implementing self-management and online services. In the Emergency Hub, part of the Finnish online health portal (Health Village), an eTriage Service is being developed by ICT experts and healthcare professionals. To make the eTriage Service available to the public, the user interface must comply with relevant quality and safety regulations. The aim of this paper is to describe the recruitment methods used for eTriage Service usability testing and the feasibility of those methods. The results of the actual usability testing are not discussed in this article. Two different recruiting methods were combined: online recruiting with remote testing and organized on-site testing occasions. A total of 219 volunteer end-users were recruited and 115 (52.5%) of them performed the usability testing. A better participation rate was achieved with organized on-site testing occasions, but the method consumed significantly more time and effort on the part of developers. A sufficient number and variety of end-users were recruited by combining different recruiting methods. Online recruiting with remote usability testing helps reduce the costs and effort of developers but may require a longer period of time to achieve a sufficient number of testers. A complex or highly novel, self-performing test process without any support might affect negatively the number of testers available by the online recruitment. It also seems that usability testing for digital health services can be more attractive to healthcare professionals than to persons with no healthcare education background.

Winning the War for Talent: An Experimental Evaluation of Online Recruitment Campaigns Using Twitter

Organizations have moved rapidly from traditional recruitment methods to online recruiting. The present study argues that the fierce demand for labor in technology-related industries —“second war for talent”— besieges workers in competitive environments to the point of lowering their propensity to engage in online recruiting campaigns. Collecting data from the social media platform Twitter, we take an experimental approach to investigate the effectiveness of online recruitment processes in attracting the attention of potential job candidates from different occupational categories. The findings reveal that workers in technology, engineering, and mathematical occupations (TEM) are less likely to react to recruitment processes than workers in other professional jobs. However, motivated advertisement designed according to individual group interests significantly increase the rate of participation of TEM, while these ads have no effect on workers from other sectors. Our experiment helps to explain pre-hiring outcomes. The findings have important implications for organizations seeking to boost their talent acquisition strategies.

Fachkräfte digital gewinnen

Insbesondere jüngere Fachkräfte können durch Online Recruiting gut für Stellenangebote erreicht werden