Context :
Scientists develop new AI-powered tool to identify
and recommend jobs / Mirage News / 06 Aug 2021
Extract :
Ø To make the job transition process easier, and increase the chances of
success, researchers from the University of Technology Sydney (UTS) and UNSW
Sydney have developed a machine learning-based method that can identify and
recommend jobs with similar underlying skill sets to someone’s
current occupation.
Ø The system can also respond in real-time to changes in job demand and
provide recommendations
of the precise skills needed to transition to a new
occupation.
# Dr Nikolas Dawson (nik@bitsandatoms.co ) and
# Dr Marian-Andrei Rizoiu ( Marian-Andrei.Rizoiu@uts.edu.au
)
from
the UTS Data Science Institute and
# Professor Mary-Anne Williams, (Mary-Anne.Williams@unsw.edu.au
)
- the Michael J Crouch Chair in Innovation at UNSW Business School, the
system is based on findings from their new study, “ Skill-driven
Recommendations for Job Transition Pathways,” published
in the international journal PLOS ONE.
Ø “By focusing on skill sets, rather than
occupations, this new approach helps workers, organisations and businesses like
retraining advisory services, discover the new skills a
person would need to acquire to obtain a new in-demand job
and assess the associated training investment required,” she said.
Ø Dr Rizoiu added: “If we can move towards skills-based
hiring, rather than defining an occupation by its job title, then we
can
help people identify the specific skills they have, or need to develop, in order to find productive and meaningful work.”
Ø How was the
job-search method created?
Ø The
researchers used valuable data from Burning Glass Technologies, an analytics
software company that provides real-time information on jobs and labour market
trends, to examine and parse the underlying skill sets of more than 8
million jobs advertised in Australia between 2012 and 2020.
MY TAKE :
Dear Dr Dawson / Dr Rizoiu
/ Professor Mary-Anne Williams :
Some 14 years ago,
in 2007 , I developed / launched ( later de-hosted ) a job-portal called :
One of its features
was :
Automatic
extraction of SKILLS-RELATED keyword and displaying those in, what I called
KARMA-SCOPE
Top half of that
BOX showed the “ Skills Present “ and lower
half listed “ Skills that
Ought to be present “ , for the job under consideration / being applied
for
There was also a
feature which enabled the Interviewer to click on
any Keyword , to pop up relevant “ Interview Questions “ !
However, its most
valuable feature was :
Within 6 seconds of a jobseeker posting his TEXT resume on this
portal, the software converted it into a few GRAPHICAL VISUAL PROFILES , which made it very easy for a Recruiter
to “ assess “ that candidate, within a couple of minutes !
Subsequently, I
extended this concept into the following
job-portal which I launched ( now de-hosted ) :
-
Where
, I enabled a jobseeker to re-arrange those 8 Graphical Profiles in thousands
of different permutations / combinations !
Following will give
some idea :
"Job
- Candidate Assessment " made easy
Extract :
The “Skills
Profile” is a group of 3 graphs, which specify the top
three Skills for a particular candidate. What each of these graphs shows
is the standing of a candidate relative to his co-professionals present in our
database. The graphs show the “Raw
Score” of a candidate based upon the keywords
present in his resume and the “Percentile
Score” with respect to other co-professionals. The
graphs also show the sample size i.e. the no. of co-professionals with whom the
candidate has been compared. The graphs also show the mean, +1 sigma and -1
sigma values which determine the trend followed by 68% of the sample
population. If a candidate’s standing falls before -1 sigma line, then it means
that he/she holds a very low score and if he/she falls beyond +1 sigma, then it
means that he/she lies amongst the cream of the population.
I hope this interests you
With regards,
Hemen Parekh
/ hcp@RecruitGuru.com / 08 Sept 2021
Related Links :
BLOCKS ………………………………………………………………………………….[ 26 Nov 2003 ]
BASIS
FOR WORD RECOGNITION SOFTWARE……………………….[ 24 Nov 1996 ]
SCOPE
OF WORK – KEYWORD………………………………………………..[ 03 Mar 1997 ]
KEYWORDS……………………………………………………………………………… [ 10 Jan 2007 ]
https://web.archive.org/web/20070228141829/http://www.indiarecruiter.net:80/
https://web.archive.org/web/20070513025418/http://www.indiarecruiter.net:80/
https://web.archive.org/web/20080111105411/http://www.indiarecruiter.net:80/wfrmDoubtingThomas.aspx
https://web.archive.org/web/20080115192948/http://www.indiarecruiter.net:80/wfrmRhPositive.aspx
https://web.archive.org/web/20080115192912/http://www.indiarecruiter.net:80/wfrmOccassionalIIT.aspx
https://web.archive.org/web/20080115193100/http://www.indiarecruiter.net:80/wfrmregularwriteups.aspx
https://web.archive.org/web/20080115192736/http://www.indiarecruiter.net:80/IIT/wfrmIITTour.aspx
https://web.archive.org/web/20080115184437/http://www.indiarecruiter.net:80/wfrmRateUsNow.aspx
https://web.archive.org/web/20080115184510/http://www.indiarecruiter.net:80/wfrmpolytics.aspx
https://web.archive.org/web/20080115192907/http://www.indiarecruiter.net:80/wfrmNoPlaceToHide.aspx
https://web.archive.org/web/20080115224942/http://www.indiarecruiter.net:80/wfrmPayPerUse.aspx
https://web.archive.org/web/20080115192819/http://www.indiarecruiter.net:80/wfrmBetterFaster.aspx
https://web.archive.org/web/20080115224230/http://www.indiarecruiter.net:80/wfrmIpen.aspx
https://web.archive.org/web/20080115192847/http://www.indiarecruiter.net:80/wfrmJobSearchbyid.aspx
https://web.archive.org/web/20080115193040/http://www.indiarecruiter.net:80/wfrmUnderpaid.aspx
https://web.archive.org/web/20080117145602/http://www.indiarecruiter.net:80/wfrmPostResume.aspx
https://web.archive.org/web/20070306002841/http://www.indiarecruiter.net:80/ProfilesSampleIT.doc
https://web.archive.org/web/20080117145602/http://www.indiarecruiter.net:80/wfrmPostResume.aspx
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