Abstract
One of the most rapidly evolving and dynamic business sector is the IT domain, where there is a problem finding experienced, skilled and qualified employees. Specialists are essential for developing and implementing new ideas into products. Human resources (HR) department plays a major role in the recruitment of qualified employees by assessing their skills, using different HR metrics, and selecting the best candidates for a specific job. Most recruiters are not qualified to evaluate IT specialists. In order to decrease the gap between the HR department and IT specialists, we designed, implemented and tested an Expert System for Recruiting IT specialist - ESRIT. The expert system uses text mining, natural language processing, and classification algorithms to extract relevant information from resumes by using a knowledge base that stores the relevant key skills and phrases. The recruiter is looking for the same abilities and certificates, trying to place the best applicant into a specific position. The article presents a developing picture of the top major IT skills that will be required in 2014 and it argues for the choice of the IT abilities domain.
Highlights
Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security.A Human Resources Management System (HRMS) or Human Resources Information System (HRIS) refers to the systems and processes at the intersection between human resource management (HRM) and information technology. 1Human resources (HR) departments have a generally and common administrative function in all organizations
Human resources (HR) department plays a major role in the recruitment of qualified employees by assessing their skills, using different HR metrics, and selecting the best candidates for a specific job
In order to reduce the manual work from these activities, most companies began to automate these processes by introducing specialized human resource management systems
Summary
Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security. For the success of the project to be more visible, project managers must gather diverse business and end-user requirements, set priorities, must be able to talk with developers about the technologies involved They must ensure that the processes are completed in a timely manner and tested methodically before they are rolled out. To ensure that policies are consistently enforced, an organization needs effective review procedures, reliable records retention, and global awareness of social media activity All of these elements are attainable when the right technologies are put in the hands of administrators, compliance officers and educated employees. The organizations who are implementing these technologies respond to today’s multifaceted business challenges and take advantage of new opportunities.[6] When it comes to delivering secure, new business services, identity is the crucial element that bridges the gap between growing and protecting the business. - is the number of searched words is the number of searched phrases is the appearance coefficient of the word in the resume is the importance score of word , this score is extracted from the knowledge base is the appearance coefficient of phrase in the resume is the importance score of phrase , this score is extracted from the knowledge base is the number of occurrences of the word in the resume is the total number of words is the number of occurrences of the phrase and its permutations in the resume is the total number of phrases that has the length of phrase
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