Abstract
This paper describes a novel approach in the area of evaluating suitable job applicants for various job positions, and specifies typical areas of requirement and their usage. Requirements for this decision-support system are defined in order to be used in middle-size companies. Suitable tools chosen were fuzzy expert systems, primarily the inference system Takagi-Sugeno type, which were then supplied with implementation of methods of variant multi-criteria analysis. The resulting system is a variable tool with the possibility to simply set the importance of individual selection criteria so that it can be used in various situations, primarily in repeated selection procedures for similar job positions. A strong emphasis is devoted to the explanatory module, which enables the results of the expert system to be used easily. Verification of the system on real data in cooperation with a collaborating company has proved that the system is easily usable.
Highlights
Mathematics 2021, 9, 1773. https://Currently, the issue of human resources management (HR management) is very topical, primarily from the point of view of searching and selecting job applicants [1,2,3,4,5].Every company or organization that employs staff sometimes searches for new employees
A competency model is a framework of qualities and skills which must be met by a competent employee for a given job position
This paper presents a newly created decision-support system for evaluating suitable job applicants
Summary
Every company or organization that employs staff sometimes searches for new employees. Recruitment of new employees and selection of suitable applicants for a given job position is often quite a complicated process because there are a number of requirements for hard and soft skills of the applicants as well as for their work experience. Success of every company substantially depends on the quality and correct competencies of its employees [6]. There is a significant lack of suitable workforce. In such a case, the preparations and implementation of a selection procedure entail much higher requirements
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