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Algorithms for Effective Talent Acquisitions and Career Path Decisions

Gati Itamar, HUJI, Faculty of Social Sciences, Psychology

Keywords

Employment, Human resources, Career Decision Making

Current development stage

TRL7  System prototype demonstration

The system prototype is available for non-commercial use

http://kivunim.huji.ac.il/cddq/index.htm

Application

Employing the right person in the right job is a joint interest of the employer and the job seeker. The employer regrets the hiring decisions and terminates the individual's employment; in many other cases the individual regret his or her decision and quit the job. There are significant financial negative consequences for both the employer and the individual for wrong career and employment decisions. There is a need in technological platform for effective matchmaking. Existing platforms fail to eliminate biases related such as to “re-writing” and “targeting” CV towards a specific position opening using keywords. 

Our Innovation

The researchers developed a computer-assisted career guidance system that facilitates the decision-making process for both employers and professionals assessing their career path. The empirically tested and validated matching model and algorithm significantly increases the quality of match, while minimizing the effects of biases. The system could be separately implemented for talent acquisition departments and for individual professionals.  

A validated 3 stage process (prescreening, in-depth exploration, and choice)

An algorithm that was found to increase the quality of match.

  • Minimizes intentional biases of job seekers, and unintentional biases of employers.
  • Efficient and effective for both job seekers and employers.
  • Maximizes benefit / cost ratio.

Technology

Separate matching algorithms for prescreening, in-depth exploration and final rank

Controlled exposure for both job seekers and employers

Use of both structured and unstructured data.

Prescreening, to identify promising options,

In-depth exploration, to test and verify compatibility, and

Choice – choosing or rank ordering the alternatives by suitability. These stages are relevant for both job seekers and for employers.

http://kivunim.huji.ac.il/cddq/index.htm

 

  • A validated 3 stage process (prescreening, in-depth exploration, and choice)
  • An algorithm that was found to increase the quality of match.
  • Minimizes intentional biases of job seekers, and unintentional biases of employers.
  • Efficient and effective for both job seekers and employers.
  • Maximizes benefit / cost ratio.

Opportunity

Exporting the job seekers-employers system to other countries.

Extending the three stage process and algorithms to other domain that involves choosing from many alternatives.

 

Contact for more information:

Aviv Shoher
SVP BUSINESS DEVELOPMENT
+972-2-6586635
Contact ME:
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