agile, intelligent talent acquisition and management
TRANSCRIPT
How Socrates’ Advice Can Improve
Talent Acquisition and Management
Image attribution: By Kedumuc10 (Own work)[CC BY-SA 4.0 (http://creativecommons.org/licenses/by-sa/4.0)], via Wikimedia Commons
By Dr. Theophano Mitsa
Decisions,decisions..
• Your hiring budget is approved!!
• Great. Now, how do you find the RIGHT
candidates (WITHOUT spending too much
money, time, and effort?)
Eureka!
• Suddenly, you remember the great problem solver, Socrates:
What would Socrates do? Know ThySelf!
• Know your Company: Fully understand your company’s strategic
goals and hire accordingly. Continuously update this knowledge.
Introducing AIMS:
An Intelligent Decision Support
System for Personnel Hiring and
Talent Management
UMass-Dartmouth and Aretisoft, LLC
AIMS: Agile, Intelligent, Measurable,
Semantic Decision Support for Hiring
and Talent Management
Agile Intelligent
Measurable Semantic
Benefits Overview• Create job descriptions that accurately reflect the most current and important
strategic needs of your organization on a global scale.
• Acquire talent that best suits your current strategic needs.
• Constantly evaluate the impact of your hiring decisions on key business
performance metrics.
• Understand the importance of individual hiring criteria in selecting the most
suitable candidates.
Case Study• A large software company that manages a hospital’s electronic health records
(EHR) is starting a new project where it will help the hospital analyze its data,
in order to implement performance-based pay for Medicare.
• Hiring need: Data scientist.
• In the rest of this presentation, we will present some of the features and
benefits of having an intelligent, agile, and semantic system drive the hiring
process and talent management.
Phase 1:Job Position Requirements Specification
The Graphical User Interface (GUI) Presents
The Positions in a Semantic Hierarchy
The user selects the Data Scientist position.
Data Scientist Qualifications (partial view)
• Red indicates a skill of high strategic value for the company, blue of lesser
strategic value.
• The user selects the skills Python, Java, Rapid Miner and R and adds the skill
TensorFlow, which will become a permanent option in the above menu.
BenefitsEnhanced Productivity
Enhanced Strategic Focus
Powerful Evolvability
Improved Cost Savings
• No need to hire external data science recruiting consultants.
• The system indicates the strategic value of each hiring qualification.
• The system updates its hiring qualification knowledge base from new user input.
• Job skills are readily available for selection on the hiring system GUI. No need
for team meetings, internet searches, etc. to specify required skills.
Phase 2: Candidate Selection
Candidate Selection ProcessRule-Based
Case-Based
Rule-Based or Case-Based
• The manager can compare incoming candidates to current employees’
profiles with the desirable qualifications.
• For the next phase (interview), the manager can select either candidates with
qualifications that have the highest similarity score with the required qualifications
or with a current employee profile.
• A multidimensional weighted similarity is computed between incoming candidates
and the selected job qualifications.
Benefits
Enhanced Strategic Focus
• The system offers the ability to select candidates based on how well
they match the job qualifications or how similar their profiles are to
current high value employee profiles.
Powerful Evolvability
• Access of the hiring manager to raw current employee profiles,
allows the discovery of new knowledge regarding the qualifications
that high value employees have.
Phase 3a: Ongoing Correlation Between
Hiring Activity and Business Performance
Metrics
Hiring activity, such as number and type of positions filled, can be
computed at individual job level, i.e., Data Scientist, or aggregate level, i.e.,
Software Engineers. Then they can be correlated with business
performance metrics, which include:
• Financial performance indicators, such as net profit.
• Customer-related, such as customer retention rate.
• Market-related, such as market growth rate.
Correlation Between Hiring Activity
and Business Performance Metrics
Benefits
Enhanced Strategic Focus
• By examining the correlation between hiring activity and key
performance metrics, hiring activity is directly tied to the strategic
goals of the company.
Powerful Evolvability
• As the strategic goals of the company evolve, this is captured in
the business performance metrics, which in turn can be used to
align the hiring activities.
Phase 3b: Ongoing Evaluation of Hiring
Criteria Importance
• Hiring qualifications are constantly evaluated against key performance
metrics.
• This way, the hiring qualifications GUI that is presented to a hiring
manager reflects the current status of the strategic value of each
qualification.
Measuring the Importance of Hiring
Qualifications
Benefits
Enhanced Strategic Focus
• Hiring criteria presented to the user reflect the current strategic
value of each criterion.
Improved Cost Savings
• Only candidates that directly contribute to the strategic goals of
the company will be hired.
Licensing information
UMass and Aretisoft LLC jointly own a pending U.S. provisional application claiming this
Personnel Hiring System, which is available for exclusive or non‐exclusive licensing. A
more general Decision Support System is covered by US Patent Nos. 8,244,733. and
8,504,514, which are also available for licensing from UMass.
For more information, please contact:
David J. Glass, Ph.D.
Technology Transfer Consultant
University of Massachusetts Dartmouth
UMass office: 508‐910‐9815
Cell: 617‐653‐9945