Currently, in the field of recruiting, the task of preparing
a formal resume by applicants is relevant. The personnel management Department
staff spends considerable time processing each resume, and applicants are
forced to repeatedly confirm their competence in interviews. Personnel “management
service personnel” evaluate personnel according to the following criteria:
•
possibility of adapting,
•
career growth,
•
objectives and achievements,
•
incentives and rewards,
•
training and development.
You can offer a similar assessment and applicants for
vacancies or potential vacancies in other departments.[3]
Consider the management process for those who are part of
the personnel management system at three main levels:
1. company
level (determined by the top management of the company);
2. level
of a certain division (determined by the heads of departments);
3. level
of a certain position (largely carried out by the employee). [2]
To facilitate the search for vacancies, there are many
services that also allow personnel management services to select new personnel
for their companies.
Note the most popular:
1. HeadHunter.ru
- at the moment is one of the best online resources for job search and
recruitment, as well as the most common in Russia. The competitive advantage of
this service is a flexible system of setting the degree of confidentiality of
the resume.[5]
2. SuperJob
is one of the leading Russian Internet services focused on job search and
recruitment. The competitive advantage of the service is the use of artificial
intelligence algorithms in its work.[6]
In General, the solutions are almost identical to each
other, although they have certain advantages and disadvantages. Common shortcomings
include the lack of a clear formalization skills and knowledge of the
applicant, as well as requirements for vacancies.
The elimination of these shortcomings will solve the
following problems for applicants and employers:
1. Reduction
time of search by the applicant work suitable to it on a specialty.
2. Reduce
time for the human resources Department to find a staff member suitable for
open positions.
3. Significant
savings of financial and time resources for the applicant and the employer.
Visualization tools are used to improve the convenience of
working with system and correct interpretation of its results. As is known,
graphs are a universal means of graphic representation of information. The data
on which the graph is built has different degrees of structure and complexity,
ranging from simple situations where a single attribute is stored at the top of
a graph to complex situations where multiple attributes can be stored at the
top of the graph. The graph, which is used by the described system, belongs to
the second case, so interactive visualization is used for its interpretation.
Interactive visualization transforms a set of static visual representations of
data elements into a continuous process of user interaction with the system, implemented
with the help of adequate visual displays. The user can receive, explore,
analyze and manipulate data using a convenient navigation system.
Currently, there are not so many systems in the field of
recruiting that use visualization tools in the process. For example, the
article [7] considers a variant of the system based on the display of the
results obtained by the methods of data analysis, and the construction graph of
the relationship skills. Of interest is the product Peoplesoft Talent Manager of
Oracle [8], which does not directly use graph models in its work, but
automatically builds various charts and schemes for the analysis of statistical
data.
The article briefly describes the basic principles of
building a software system and the methods of visualization, as well as a model
of career graph and the optimal path for the applicant.
When developing algorithms for career route management, a
multi-level system of criteria was used [4]. The basis for the implementation
of the components of the career path selection system, responsible for the
construction of the graph of vacancies and search for the optimal path, laid
the mathematical principles of graph theory. The model of the job graph has the
structure:
•
Node corresponds to the state of the applicant and displays the
professional competence of the person in the performance of certain tasks and
functions. The state is characterized by a variety of competencies, each of
which has an assessment corresponding to the skills and knowledge within this
competence. We introduce the assumption: career competence of a person is
cumulative, that is, over time, all the skills and knowledge either increase or
are replenished with new ones, but do not decrease;
•
Arc corresponds to the transition from one node to another by
improving the professional competencies of the applicant. The increase is the
result of training courses with the subsequent consolidation of the acquired
skills and knowledge while working in a certain position in the organization.
•
Also, the job graph has the following properties:
•
Deliberateness. The weight of the edge is the profit calculated
by the following formula: 
, where 
is
the salary for the position, and 
is
the cost of the i-th training program necessary for the transition;
•
Acyclicity. The job graph does not have a contour. That is, you cannot
get into the same state again.
•
Customer focus. Professional competencies are cumulative, that
is, in the column of vacancies, it is possible to increase existing
competencies or add new competencies to the existing ones of the applicant.
•
Start node. The job graph has an initial vertex, which
characterizes the state applicant at the time of building a career graph. The
initial node does not have any arcs entering it.
•
End node. The job graph has a final vertex that characterizes the
desired state of the job seeker corresponding to the position job seeker wants
to achieve. The end node has at least two incoming arcs, and only one outgoing
arc that enters the end node (the end node is self-closed). The
weight of the closed arc corresponds to the salary of the target position.
The input data for the program was received from the
project's HR-employees working on the creation of a career path selection
system. They include information taken from the real applicant, as well as a
set of vacancies entered into the system. In the future, the applicant is called
"Employee X". Data on training and vacancies are taken from
information services for job search.
We assume that "Employee X" is in the initial
state with the following professional competencies:
|
Professional competence
|
Quantitative assessment (max 5)
|
|
Java
|
1
|
The target vacancy for "Employee X
"is the position of" development Manager L " with a salary of
150,000 rubles per month. In order to fill a vacancy, the applicant must
have the following competences:
|
Professional competence
|
Quantitative assessment (max 5)
|
|
Java
|
5
|
|
Git
|
5
|
|
HTML
|
5
|
|
SQL
|
5
|
|
Engineering
|
5
|
|
Project management
|
5
|
The model of the career graph obtained as a result use of
the career path selection system is presented in image 1.
Image 1. A
two-dimensional image of a model's career graph
The image of a career graph, built in a two-dimensional
plane, allows you to objectively evaluate the results of the system.
The latest version of the career path selection system uses
the 3Ds MAX package to provide a three-dimensional visual representation of the
results of career graph modeling. 3ds MAX package is an effective tool for data
analysis and has a user-friendly interface. The 3Ds MAX package is
multi-functional and has advanced 3D modeling, rendering and animation
capabilities.[1]
Image 2 shows the results of three-dimensional visualization
of the career graph of the applicant "Employee X".
Image 2. Result of rendering
in 3ds Max
As a result of the rendering, a spatial
image of the job graph was obtained, which presents the following elements:
•
Blue spheres-status of the applicant. In the upper left corner of
the "User's skills" window, you can see the professional competencies
corresponding to the currently selected state, as well as the vacancy that
allows you to achieve the selected state and the profit calculated for it.
•
Arrows-jobs needed to move from one state to another. In the
lower right corner of the window "Job's info" indicates the name of
the position and the salary corresponding to this work, as well as the
potential change in the level of competence of the applicant for this position.
The green arrow will highlight the best path you need to take to reach the
target node.
•
Translucent cylinder. Used to connect vertices corresponding to
the same States (the same set of competencies). The height of the cylinder –
the amount in rubles, which can get the applicant when choosing the best
alternatives (image 3).
•
X coordinate of the node-corresponds to the length of the longest
path in the job graph to this node.
•
Y-coordinate of the node-corresponds to the number of the
alternative at the XOM step.
•
Z-coordinate of the node-corresponds to the accumulated profit of
the applicant in the process of passing through the career graph.
Navigating a career graph allows you to choose alternative
ways to reach the top. For example, in figure 3 you can see that you can get
into the state (Java – 5; Gt – 5; Design – 5; HTML – 5; project Management - 5)
in two different ways, one of them is more profitable for 40,000 rubles. On the
other hand, if the applicant for some reason, the company "MG" is
preferable to "Y", the applicant "Employee X" can choose
and not the best way.
Image 3. Comparison
alternatives achieving the same status of the applicant
If the applicant is an "Employee X" is not
important, the difference in accumulated profit, then turning to the screen
"the view from the top (Top)", is shown in image 4, it is possible to
obtain an image similar to the scheme of career graph, presented in image 1.
Image 4. Displaying
the graph of vacancies in the "Top" mode
Visualization as an effective way of data
analysis is used in the process of many software products. To visualize
the results of the search for the optimal path in the career graph used
software package 3Ds MAX, this has extensive functionality. Visual
representation of data in the system allows the applicant to comprehensively
analyze the career graph, and, if necessary, choose an alternative path based
on personal preferences. In addition, it is possible to visually assess the
superiority of one option over another, including in material terms.
1. “Programs
for 3D-construction, design, animation and graphics”, URL: www.autodesk.ru, Date of circulation:
14.04.2018
2. Mogilevkin
E.A., Shcherbina M.V., Klenina À.N., Bazhin A.S., editor: Alexandrova L.I.:
Training manual "Career of a young specialist: theory and practice of
management", Vladivostok, VGUES Publishing house 2006.
3. Chernova
O.N.: "Career psychology and personnel development" Moscow, NOU VPO
" Institute of psychoanalysis», 2009.
4. Sergievskiy
M.V., Eltarenko E.A.: "Assessment of hardware and software on a
multi-level system of criteria", ComputerPress ¹8, P. 268-272, 1998.
5. «Official
site HeadHunter.ru» URL: https://hh.ru/ Date of circulation: 21.05.2018
6. «Official
site SuperJob.ru» URL: https://www.superjob.ru/ Date of circulation: 21.05.2018
7. “Analysis
of the relationship of skills using graphs in R” URL: https://habr.com/post/328868/ Date of
circulation: 21.05.2018
8. «Peoplesoft
Talent Managment» URL: http://www.oracle.com/us/products/applications/peoplesoft-enterprise/human-capital-management/talent-management/overview/index.html
Date of circulation: 21.05.2018
