NaomiHire team is glad to announce that we have successfully finished beta-testing of our AI engine “Naomi”. The main goal of the testing was to identify how Naomi explains its decisions regarding to:

  1. recruiting the best candidates for particular job;
  2. sourcing the best opportunity for particular candidate.

Testing process was built on real job descriptions and real candidates. We use significant computer ontologies to build job descriptions and candidates profiles: locations (> 77K classes), soft skills ( > 300 classes), hard skills (>7900 classes), industries (260 classes), natural languages (> 800 classes).

Below we explain data structures and the results of the testing process.

Job (opportunity) descriptions

Job or Opportunity description can be linked to the company or one of company projects. Opportunity profile consist of job details, job description, hard and soft skills requirements, additional information, salary, hiring strategy and hiring steps.

Figure 1. – Hard skill requirements

Skill requirements are designed in the way to replace BOOLEAN SEARCH  and help to avoid common mistakes made by recruiters used boolean search.

As you can see in the fig.1 each skills requirement is a set of alternative skills with the same competence level. This approach allows us to build any search query with semantic like:

{(“J2EE” OR “Java Web Start”) with level “EXPERT”} AND  {(“IntelliJ IDEA” OR “Eclipse”) with level “ADVANCED”} AND …

The query shows that NaomiHire move the power of search to the new level because no other recruitment service gives you search by similar semantics. At the same time recruiter does not need to know how to build boolean query string. We do it behind the scene.

Hiring strategy

Figure 2. – Hiring strategy

The next important feature is a hiring strategy. Why do we need that? Because as we know an importance of hard skills or soft skills depends on position level. Implemented hiring strategy let us to present any boolean search query in the semantic form like:

[{(“J2EE” OR “Java Web Start”) with level “EXPERT”} AND  {(“IntelliJ IDEA” OR “Eclipse”) with level “ADVANCED”} with score “60”] AND [{(“Listening” OR “Attention”) with level “EXPERT”} AND  {(“Presentation skill” OR “Public speaking”) with level “ADVANCED”} with score “30”] AND …

Incredible, isn’t it? Other blocks of information let recruiters to add other important filters and Naomi will return appropriate candidates exactly in accordance to search query relevance (shortlisting).  It is unreachable today for many technology companies.

Candidate profiles

Candidate profile is presented by the following blocks of information: personal info, skill set, education, work experience and vacancy search criteria (“Looking for”). Let investigate some of them in more details.

Figure 3. – Candidate skill set

Candidate skill set is a set of  hard skills, soft skills and natural languages. Hard skills may be actual and outdated and NaomiHire accounts it. Recruiter or candidate has to assign level of competence for each skill.

Figure 4. – Candidate education history

Candidate education history shows most valuable aspects of his/her education including dates, Alma-mater name, education level, location and hard skill used/learned in particular educational institution.

Figure 5. – Candidate work experience

Candidate work experience is represented by a set of records about his/her jobs in the present and in the past.

Figure 6. – Candidate is looking for

Candidate can also define types of companies, company maturity, career levels, possibility of remote job and expected salaries in different locations.

Whole set of described search criteria from candidate profiles and job description lets Naomi provides best semantic matching comparing to all other candidate searching tools.

Matching report

NaomiHire uses Job and candidates profiles to perform semantic matching within a second and return short list of candidates relevant to particular vacancy.

Figure 7. – Shortlist summary (matching report)

Upper part of the shortlist summary report presents the aggregated information about most relevant candidates and shows figures about cost effectiveness, total relevance to job criteria, hard skill relevance, soft skill relevance, expected and evaluated by marked salary for each of potential candidates. Shortlisted candidates can be sorted by price efficiency, total relevance or other figures. Lowest part of report is filled by charts. We suppose that most useful could be a chart that shows  how candidates fit to vacancy budget (marked by red dotted lines).

Figure 8. – Shortlist summary (matching report)

Candidate matching report details

For each shortlisted candidate Naomi builds a personal detailed report.

Figure 9. – Candidate matching report

In personal report HR expert can find the information how candidate matches to the vacancy. See some screenshots that shows all the advantages.

The system reacts on any changes in job description or in candidate profile and in a few seconds returns new matching report.

Testing result

NaomiHire Team conducted a blind testing session with real companies and real candidates and have got accuracy 92,3% of best candidates selection for a specific job. We also have the same accuracy when we find the best job for the specific candidate.

We also had another testing session when we asked recruiting agencies and companies to give us already closed jobs and list of candidates reviewed for those jobs. We didn’t know who was hired for those jobs. NaomiHire selected winners with 80% accuracy and TOP-2 candidates were selected with 95% preсision.

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