![](bg4.png)
4 PILOT SCENARIO
In order to demonstrate the system’s functionality a
testing scenario was defined that uses all the
subsystems detailed above. We used as an input the
CVs from 30 graduate students from University of
Patras in Greece.
Two job positions were selected from the liaison
office of the University of Patras. These jobs
required a different set of skills, so that the selection
and ranking of candidates would become apparent.
The first one was for a junior java developer and the
second one for a junior researcher. For the first job
position the prerequisites were java knowledge and
one year of experience, while for the second position
the required qualification was the possession of an
MSc degree. We firstly used the filtering module to
exclude the candidates who didn’t meet the
positions’ prerequisites
At the ranking phase the priority vectors were
calculated as shown in Table 1, where the global and
local priority vectors for the first job position are
shown. We only display the calculations for the first
6 criteria due to space constraints. The second row is
the global priority vector, while the columns
represent the local priority vectors. It is obvious
from the Table 1 that the criterion 6 (the job
experience), has the highest priority with 27% of the
influence.
Table 1: Local and global priorities for the first job
position.
1 2 3 4 5 6
0,08 0,14 0,02 0,05 0,13 0,27
C18 0,09 0,11 0,09 0,08 0,07 0,15
C23 0,06 0,10 0,07 0,09 0,05 0,12
C6 0,09 0,09 0,12 0,07 0,07 0,13
C12 0,08 0,07 0,05 0,06 0,06 0,10
C14 0,07 0,08 0,11 0,05 0,07 0,09
The results of the pilot scenario were very
promising. The top-5 ranked candidates for the two
job positions were different, which is justified by
their different requirements. After evaluating the
skills of the top-5 candidates of the first job position
we verified that they outweighed the others in
technical skills and the experience section, having
participated in open-source projects. At the second
job position the ranking was based mainly on
personality criteria while the experience and the
technical skills were not as important and had
smaller weights.
5 CONCLUSIONS AND FUTURE
WORK
In this work we have proposed and implemented a
company oriented e-recruitment system that assists
the recruiter in his decision-making process. The
applicants submit their CVs in a structured way,
which are represented in HR-XML format. Our
system automatically filters the candidates that don’t
meet the minimum requirements of the offered
position. Finally, the candidates are ranked based on
the Analytic Hierarchy Process. A number of tests
were performed for evaluating the developed
system. We found that the system is able to
effectively match candidates to offered positions
based on their qualifications and competencies.
REFERENCES
Bizer, R. H., Rainer, E., 2005. Impact of Semantic web on
the job recruitment Process. Wirtschaftsinformatik
2005. Physica-Verlag HD.
Kessler R., Béchet N., Torres-Moreno J., Roche M., El-
Bèze M., 2009. Foundations of Intelligent Systems.
Springer Berlin / Heidelberg
Mochol M., Wache H., and Nixon L., 2007. Improving the
Accuracy of Job Search with Semantic Techniques.
Business Information Systems. Springer Berlin /
Heidelberg
De Meo, P. Quattrone, G. Terracina, G. Ursino, D., 2007.
An XML-Based Multiagent System for Supporting
Online Recruitment Services. In Systems, Man and
Cybernetics, Part A: Systems and Humans, IEEE
Transactions. IEEE
Saaty TL, 1990. How to make a decision: The analytic
hierarchy process. European Journal of Operational
Research. Elsevier Science B.V.
Boag S., Chamberlin D., Fernandez M. F., Florescu D.,
Robie J., Simeon J., and Stefanescu M., 2002. XQuery
1.0: An XML query language. W3C working draft
Wu X., Kumar V., Quinlan JR., Ghosh J., Yang Q.,
Motoda H., McLachlan GJ., Ng A., Liu B., Yu PS.,
Zhou Z-H, Steinbach M., Hand DJ., Steinberg D.,
2008. Top 10 algorithms in data mining. Knowledge
and Information Systems. Springer London
WEBIST 2011 - 7th International Conference on Web Information Systems and Technologies
150