Analytics-Led Talent Acquisition for Improving Efficiency and Effectiveness

Girish Keshav Palshikar (), Rajiv Srivastava (), Sachin Pawar (), Swapnil Hingmire (), Ankita Jain (), Saheb Chourasia () and Mahek Shah ()
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Girish Keshav Palshikar: Tata Research Development and Design Centre
Rajiv Srivastava: Tata Research Development and Design Centre
Sachin Pawar: Tata Research Development and Design Centre
Swapnil Hingmire: Tata Research Development and Design Centre
Ankita Jain: Tata Research Development and Design Centre
Saheb Chourasia: Tata Research Development and Design Centre
Mahek Shah: Tata Research Development and Design Centre

A chapter in Advances in Analytics and Applications, 2019, pp 141-160 from Springer

Abstract: Abstract Large IT organizations every year hire tens of thousands of employees through multiple sourcing channels for their growth and talent replenishment. Assuming that for each hire at least ten potential profiles are scrutinized and evaluated, the Talent Acquisition (TA) personnel ends up processing half a million-candidate profiles having multiple technical and domain skills. The scale and tight timelines of operations lead to possibility of suboptimal talent selection due to misinterpretation or inadequate technical evaluation of candidate profiles. Such recruitment process implementation due to manual, biased, and subjective evaluation may result in a lower job and organizational fit leading to poor talent quality. With the increased adoption of data and text mining technologies, the recruitment processes are also being reimagined to be effective and efficient. The major information sources, viz., candidate profiles, the Job Descriptions (JDs), and TA process task outcomes, are captured in the eHRM systems. The authors present a set of critical functional components built for improving efficiency and effectiveness in recruitment process. Through multiple real-life case studies conducted in a large multinational IT company, these components have been verified for effectiveness. Some of the important components elaborated in this paper are a resume information extraction tool, a job matching engine, a method for skill similarity computation, and a JD completion module for verifying and completing a JD for quality job specification. The tests performed using large datasets of the text extraction modules for resume and JD as well as job search engine show high performance.

Keywords: e-Recruitment; Talent acquisition; Resume information extraction; Job matching; Skill similarity; HR analytics (search for similar items in EconPapers)
Date: 2019
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DOI: 10.1007/978-981-13-1208-3_13

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