How Socrates’ Advice Can Improve

Talent Acquisition and Management

Image attribution: By Kedumuc10 (Own work)[CC BY-SA 4.0 (http://creativecommons.org/licenses/by-sa/4.0)], via Wikimedia Commons

By Dr. Theophano Mitsa

Decisions,decisions..

• Your hiring budget is approved!!

• Great. Now, how do you find the RIGHT

candidates (WITHOUT spending too much

money, time, and effort?)

Eureka!

• Suddenly, you remember the great problem solver, Socrates:

What would Socrates do? Know ThySelf!

• Know your Company: Fully understand your company’s strategic

goals and hire accordingly. Continuously update this knowledge.

Introducing AIMS:

An Intelligent Decision Support

System for Personnel Hiring and

Talent Management

UMass-Dartmouth and Aretisoft, LLC

AIMS: Agile, Intelligent, Measurable,

Semantic Decision Support for Hiring

and Talent Management

Agile Intelligent

Measurable Semantic

Benefits Overview• Create job descriptions that accurately reflect the most current and important

strategic needs of your organization on a global scale.

• Acquire talent that best suits your current strategic needs.

• Constantly evaluate the impact of your hiring decisions on key business

performance metrics.

• Understand the importance of individual hiring criteria in selecting the most

suitable candidates.

Case Study• A large software company that manages a hospital’s electronic health records

(EHR) is starting a new project where it will help the hospital analyze its data,

in order to implement performance-based pay for Medicare.

• Hiring need: Data scientist.

• In the rest of this presentation, we will present some of the features and

benefits of having an intelligent, agile, and semantic system drive the hiring

process and talent management.

Phase 1:Job Position Requirements Specification

The Graphical User Interface (GUI) Presents

The Positions in a Semantic Hierarchy

The user selects the Data Scientist position.

Data Scientist Qualifications (partial view)

• Red indicates a skill of high strategic value for the company, blue of lesser

strategic value.

• The user selects the skills Python, Java, Rapid Miner and R and adds the skill

TensorFlow, which will become a permanent option in the above menu.

BenefitsEnhanced Productivity

Enhanced Strategic Focus

Powerful Evolvability

Improved Cost Savings

• No need to hire external data science recruiting consultants.

• The system indicates the strategic value of each hiring qualification.

• The system updates its hiring qualification knowledge base from new user input.

• Job skills are readily available for selection on the hiring system GUI. No need

for team meetings, internet searches, etc. to specify required skills.

Phase 2: Candidate Selection

Candidate Selection ProcessRule-Based

Case-Based

Rule-Based or Case-Based

• The manager can compare incoming candidates to current employees’

profiles with the desirable qualifications.

• For the next phase (interview), the manager can select either candidates with

qualifications that have the highest similarity score with the required qualifications

or with a current employee profile.

• A multidimensional weighted similarity is computed between incoming candidates

and the selected job qualifications.

Benefits

Enhanced Strategic Focus

• The system offers the ability to select candidates based on how well

they match the job qualifications or how similar their profiles are to

current high value employee profiles.

Powerful Evolvability

• Access of the hiring manager to raw current employee profiles,

allows the discovery of new knowledge regarding the qualifications

that high value employees have.

Phase 3a: Ongoing Correlation Between

Hiring Activity and Business Performance

Metrics

Hiring activity, such as number and type of positions filled, can be

computed at individual job level, i.e., Data Scientist, or aggregate level, i.e.,

Software Engineers. Then they can be correlated with business

performance metrics, which include:

• Financial performance indicators, such as net profit.

• Customer-related, such as customer retention rate.

• Market-related, such as market growth rate.

Correlation Between Hiring Activity

and Business Performance Metrics

Benefits

Enhanced Strategic Focus

• By examining the correlation between hiring activity and key

performance metrics, hiring activity is directly tied to the strategic

goals of the company.

Powerful Evolvability

• As the strategic goals of the company evolve, this is captured in

the business performance metrics, which in turn can be used to

align the hiring activities.

Phase 3b: Ongoing Evaluation of Hiring

Criteria Importance

• Hiring qualifications are constantly evaluated against key performance

metrics.

• This way, the hiring qualifications GUI that is presented to a hiring

manager reflects the current status of the strategic value of each

qualification.

Measuring the Importance of Hiring

Qualifications

Benefits

Enhanced Strategic Focus

• Hiring criteria presented to the user reflect the current strategic

value of each criterion.

Improved Cost Savings

• Only candidates that directly contribute to the strategic goals of

the company will be hired.

Licensing information

UMass and Aretisoft LLC jointly own a pending U.S. provisional application claiming this

Personnel Hiring System, which is available for exclusive or non‐exclusive licensing. A

more general Decision Support System is covered by US Patent Nos. 8,244,733. and

8,504,514, which are also available for licensing from UMass.

For more information, please contact:

David J. Glass, Ph.D.

Technology Transfer Consultant

University of Massachusetts Dartmouth

UMass office: 508‐910‐9815

Cell: 617‐653‐9945

dglass@umassd.edu