A Comprehensive Survey of Artificial Intelligence Techniques for Talent Analytics

In today's competitive and fast-evolving business environment, it is a critical time for organizations to rethink how to make talent-related decisions in a quantitative manner. Indeed, the recent development of Big Data and Artificial Intelligence (AI) techniques have revolutionized human resource management. The availability of large-scale talent and management-related data provides unparalleled opportunities for business leaders to comprehend organizational behaviors and gain tangible knowledge from a data science perspective, which in turn delivers intelligence for real-time decision-making and effective talent management at work for their organizations. In the last decade, talent analytics has emerged as a promising field in applied data science for human resource management, garnering significant attention from AI communities and inspiring numerous research efforts. To this end, we present an up-to-date and comprehensive survey on AI technologies used for talent analytics in the field of human resource management. Specifically, we first provide the background knowledge of talent analytics and categorize various pertinent data. Subsequently, we offer a comprehensive taxonomy of relevant research efforts, categorized based on three distinct application-driven scenarios: talent management, organization management, and labor market analysis. In conclusion, we summarize the open challenges and potential prospects for future research directions in the domain of AI-driven talent analytics.Comment: 30 pages, 15 figure

Recruitment systems nowadays: how XAI can improve trust

openThe use of artificial intelligence systems has a strong impact on people’s lives. One of the fields of application in which these systems are being tested is job recruitment. The use of artificial intelligence allows to manage a more complex number of data and to automate some phases of the management of these, making the recruitment process more fluid. It is necessary, therefore, that both the candidate and the human resource manager can trust the choices made by the system. In this thesis we develop the topic of artificial intelligence, focusing in particular on the use of XAI (eXplainable Artificial Intelligence). The implementation of XAI systems significantly improves the level of trust that people have in AI systems. Finally, we offer food for thought on the minimum technical measures to be taken at the design stage so that these systems can operate on European territory, following the guidelines set out in the AI ACT, act promoted by the European Commission to regulate in the field of Artificial Intelligence

Service design from staffing to outsourcing

The term outsourcing has become a conventional means of describing anything associated with the transaction of services that enables client organisations to blur core activities and thereby reduce their internal workforce and costs. The main objective of this study is confirming a gap in detailed and spe-cific reviews of formats and economic transactions through non-standard forms of employment, namely in a service design model from Staffing to Outsourcing. The literature review was performed using text mining and topic modelling techniques to group relevant topics and decreases the likelihood of human bias, while bringing robustness to the analysis. The results are reflected in a conceptual state of the art diagram that will serve as a basis to new discussions.info:eu-repo/semantics/publishedVersio

Human Resources Recommender system based on discrete variables

Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Knowledge Management and Business IntelligenceNatural Language Processing and Understanding has become one of the most exciting and challenging fields in the area of Artificial Intelligence and Machine Learning. With the rapidly changing business environment and surroundings, the importance of having the data transformed in such a way that makes it easy to interpret is the greatest competitive advantage a company can have. Having said this, the purpose of this thesis dissertation is to implement a recommender system for the Human Resources department in a company that will aid the decision-making process of filling a specific job position with the right candidate. The recommender system fill be fed with applicants, each being represented by their skills, and will produce a subset of most adequate candidates given a job position. This work uses StarSpace, a novelty neural embedding model, whose aim is to represent entities in a common vectorial space and further perform similarity measures amongst them

A model to improve the Evaluation and Selection of Public Contest´s Candidates (Police Officers) based on AI technologies

Dissertation presented as the partial requirement for obtaining a Master's degree in Data Science and Advanced Analytics, specialization in Business AnalyticsThe number of candidates applying to Public Contests is increasing compared to the number of Human Resources employees required for selecting them for Police Forces. This work intends to perceive how those Public Institutions can evaluate and select their candidates efficiently during the different phases of the recruitment process, and for achieving this purpose AI approaches will be studied. This paper presents two research questions and introduces a corresponding systematic literature review, focusing on AI technologies, so the reader is able to understand which are most used and more appropriate to be applied to Police Forces as a complementary recruitment strategy of the National Criminal Investigation Police agency of Portugal – Polícia Judiciária. Design Science Research (DSR) was the methodological approach chosen. The suggestion of a theoretical framework is the main contribution of this study in pair with the segmentation of the candidates (future Criminal Inspectors). It also helped to comprehend the most important facts facing Public Institutions regarding the usage of AI technologies, to make decisions about evaluating and selecting candidates. Following the PRISMA methodology guidelines, a systematic literature review and meta-analyses method was adopted to identify how can the usage and exploitation of transparent AI have a positive impact on the recruitment process of a Public Institution, resulting in an analysis of 34 papers published between 2017 and 2021. The AI-based theoretical framework, applicable within the analysis of literature papers, solves the problem of how the Institutions can gain insights about their candidates while profiling them; how to obtain more accurate information from the interview phase; and how to reach a more rigorous assessment of their emotional intelligence providing a better alignment of moral values. This way, this work aims to advise the improvement of the decision making to be taken by a recruiter of a Police Force Institution, turning it into a more automated and evidence-based decision when it comes to recruiting the adequate candidate for the place