Bots to Hire Humans. Trained by Humans to hire human–Part 3

Disclaimer:

  • THIS BLOG DOES NOT REPRESENT THOUGHTS, INTENTIONS, PLANS AND STRATEGIES OF MY EMPLOYER DIRECTLY OR INDIRECTLY. IT IS SOLE MY OPINION WITH NO WARRATIES AND FOR FUN Smile.

  • BLOG ONLY CONSIDERS TECHNOLOGY ASPECT OF SOLUTIONING AND DOES NOT INFER / UNDERSTAND IN ANYWAY SOCIAL OR OTHER RELATED IMPACTS.

  • Part 1 of this series, provided business justifications and frameworks to validate success of such solution, if it were to be built.
  • Part 2 of this series, discussed about data exhausts for building a models.

In this post, we will detail one of few methodologies to build such a solution.

Based on available data,

  • Multiple models are developed and
  • Output scores from each models are ensemble to
  • Compute a final outcome of probability of  selection of candidate and
  • using that score and threshold slot candidates for interviews.

image

  • Compatibility Score:
        • Tokenize text to bag of words
        • Remove noise and other language dialects.
        • Use term frequency and inverse frequency metrics to get importance of words
        • Generalize resume words and
        • Find distance between candidate resume and job description.
  • Competitive Score:
        • Based on historical data, convert candidates resumes to features with labels of clearing interview or not.
        • Build a ML Model that uses these features and
        • Gives probability score that predicts if candidate may get selected.
  • Culture Fitment Score:
        • Cluster existing set of employee with feature baselined to candidates
        • Cluster them into groups as designed (High Performers , Average Performers, Poor Performers etc, just an example)
        • Slot new candidate into one of these buckets and get scores.

Ensemble all these scores to build a model, that outputs probability of candidate converting into employee and based on that slot him  / her for an interview.

Mind you, we are NOT replacing interview process, our objective is only to find most probable candidate to clear interviews.

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

w

Connecting to %s