University POLITEHNICA of Bucharest (ROMANIA)
About this paper:
Appears in: EDULEARN15 Proceedings
Publication year: 2015
Pages: 7830-7839
ISBN: 978-84-606-8243-1
ISSN: 2340-1117
Conference name: 7th International Conference on Education and New Learning Technologies
Dates: 6-8 July, 2015
Location: Barcelona, Spain
Nowadays the recruiting process of a company could be a laborious job and also an example of work without reward. The context of the labour market doesn’t necessarily offer the offset for a successful recruiting today. Most European countries are facing the problem of increasing unemployment and much more than that employers are also unhappy with the skills and educational background of their candidates. In this context we are facing a gap, the skilled qualified employee gap, a new paradigm of the century.

This gap is not an issue related only on recruitment technique but also an issue of education and especially higher education. People consider time from an economic point of view as a resource and the cost for using that resource has to be covered. Education is an investment, how can we estimate and asses if the education we choose is the most profitable one. Employers search for the appropriate candidate who could complete the job tasks as soon as possible without inside training or with the requirements of a minimum cost preparation. Shortages in the recruiting process that a human resource manager has to face are directly related to: too qualified for the job but no experience, software recruitment programs that face shortages in the analysis of documents presented, the cultural background of an organization and the adaptability problem of the future employee, the Hawthorne effect, the employee faces a job interview and a test and usually they outperform in the trail and after that the interest declines and the quality of the job to be fulfilled decreases, the interview technique who cant cover everything especially the detail area of the preparation, the personality, adaptability and the fit- in assessment of a future employee.

In this context, we propose a model system as a learning (know-how) tool for the recruiting companies in order to find and choose the best for each job description.
Using ICT for development of a new system, the solution we propose in the paper is to use a selecting and decision making system in order to be efficient in selecting the right person for the right job. The proposed model is based on the key characteristics of the candidate. We first build a professionals database using key characteristics of each person (i.e. field of education, previous workplaces, skills) in order to have a description for each professional. The characteristics will be converted from natural language into a regular expressions. The regular expressions will be used in order to build a supervisory system that allows us to search the database. The system will recognize and work with it in order to find the most suitable candidate for each job request. The proposed model system requires a minimum number of input information and the challenge is to find it in order to efficient in searching for the solution.

Using a proper searching algorithm on the candidates database, converted in a knowledge database then the recruiting system will avoid the approximate solution and will choose the one that match almost perfect (at least 95%, with 5% error) with the job description.
ICT for Development, Knowledge Management, human resource.