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Littérature scientifique sur le sujet « Skill-based hiring »

Auteur : Grafiati

Publié le 7 juin 2025

Mis à jour le 2 août 2025

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Articles de revues sur le sujet "Skill-based hiring"

Fu, Yan, Juan Feng, and Qiang Ye. "Skill Spanning in the Online Labor Market: A Double-Edged Sword?" Journal of the Association for Information Systems 23, no. 3 (2022): 750–78. http://dx.doi.org/10.17705/1jais.00739.

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Freelancers in online labor markets often display many skills in their profiles to increase their chances of being hired. However, such behavior may lead to the skills they display straddling multiple categories, that is, “skill spanning.” In this paper, we extend the concept of category spanning into online labor markets in the form of skill spanning and empirically examine (1) how freelancers’ skill spanning affects employers’ hiring decisions for two different types of jobs (low- and high-skill jobs, respectively), and (2) how freelancers’ skill matching moderates the effects of skill spann

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C A, Sahana, Shobha Madev Rabakvi, and Dr Veena Bhavikatti. "AStudy On Skill Based Hiring Over Degrees Focuses On Technology And It Sector In Bangalore." International Journal of Research Publication and Reviews 6, no. 7 (2025): 5206–15. https://doi.org/10.55248/gengpi.6.0725.2632.

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Gloriya, Antony, Zameen Aflah, K. Jesus Jeswin, Venugopal Navya, and Mathew Alpha. "Recruit Mate: An automated Interview Bot." Research and Reviews: Advancement in Robotics 6, no. 3 (2024): 1–3. https://doi.org/10.5281/zenodo.13120964.

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<em>Resume screening and interview bots have become essential in modern hiring processes, where a large volume of candidates apply for job posts. Manual sorting of resumes to match job requirements is a tedious task. The motivation behind our project is to automate the recruitment process, alleviating this challenge. Our objective is to develop an interview bot capable of automating hiring for specific job postings. Through prompt questions, the bot assists in profile creation and resume generation. Additionally, it recommends jobs based on candidate skills, enabling participation in multiple-

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Kamaruddin, Norhaslinda, Abdul Wahab Abdul Rahman, and Frederick C. Harris Jr. "Enhancing Talent Development Using AI-Driven Curriculum-Industry Integration." Environment-Behaviour Proceedings Journal 8, no. 26 (2023): 377–82. http://dx.doi.org/10.21834/e-bpj.v8i26.5129.

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The specific hiring needs render low-skill-based job-seeking invalid in coping with the nation's economic development. There needs to be more graduate readiness for the industry's needs. This paper explores the transformative potential of Artificial Intelligence (AI) in fostering a symbiotic relationship between academic curricula and industry demands, aimed at building a robust talent pool for the future. A new hiring selection model that matches industry-identified hiring parameters with the knowledge and skills obtained from the university. By aligning educational programs with real-world c

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Dr., Satish Kumar S., V. Abhista, S. Chiraag, Deepak M, and S. Shreehari N. "Smart Work Portfolio Analysis for Better Hiring." International Journal of Innovative Science and Research Technology (IJISRT) 9, no. 12 (2024): 92–97. https://doi.org/10.5281/zenodo.14444489.

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Locating appropriate expertise is a prime venture for organizations. Our version uses Natural Language Processing (NLP) to extract and analyze portfolio info, ranking them based on corporation necessities. By way of parsing crucial statistics like education, enjoy, and initiatives, we purpose to streamline hiring. We plan to increase a activity portal for employers and applicants to upload Portfolio, where NLP algorithms will create structured smart work portfolio evaluation for better Hiring and rank applicants consistent with the specified skill units, improving recruitment performance.

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Gulshann Banu A, Karthik A, Nithyasri R, Shalini S, and Sahana Shree C R. "AI-Enhanced Job Application Portal with Real-Time Evaluation and Skill Improvement." International Research Journal on Advanced Engineering Hub (IRJAEH) 2, no. 12 (2024): 2769–73. https://doi.org/10.47392/irjaeh.2024.0383.

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In the thriving job market, organizations needs an accurate,efficient and consistent candidate assessment to make sure that their applicant meet the necessary requirements. the traditional hiring processes rely on manual evaluation which is inconsistent and time-consuming which ultimately leads to the expansion of hiring cycles Along the side of candidates this hiring process lacks transparency and honesty and often fails to provide feedback leaving the applicant with uncertainty about their performance and unenlightened of the skills they need to enhance. In addition to that the unsucessful c

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Bone, Matthew, Eugenia González Ehlinger, and Fabian Stephany. "Skills or degree? The rise of skill-based hiring for AI and green jobs." Technological Forecasting and Social Change 214 (May 2025): 124042. https://doi.org/10.1016/j.techfore.2025.124042.

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Lengure, Mohit. "QuickHire: A Smart Recruitment Platform for Job Seekers and Recruiters." International Scientific Journal of Engineering and Management 04, no. 06 (2025): 1–9. https://doi.org/10.55041/isjem03932.

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Abstract This research paper presents the development and implementation of QuickHire, an intelligent and user-centric recruitment platform designed to streamline job searching and hiring processes for both job seekers and recruiters. Traditional job portals often lack personalized experiences, leading to inefficiencies and mismatches. QuickHire addresses these limitations by offering features such as smart job recommendations, real-time filtering, location-based suggestions, skill-based matchmaking, and a multi-role login system. The platform leverages modern technologies such as Flutter for

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Gerard, François, Lorenzo Lagos, Edson Severnini, and David Card. "Assortative Matching or Exclusionary Hiring? The Impact of Employment and Pay Policies on Racial Wage Differences in Brazil." American Economic Review 111, no. 10 (2021): 3418–57. http://dx.doi.org/10.1257/aer.20181596.

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We measure the effects of firm policies on racial pay differences in Brazil. Non-Whites are less likely to be hired by high-wage firms, explaining about 20 percent of the racial wage gap for both genders. Firm-specific pay premiums for non-Whites are also compressed relative to Whites, contributing another 5 percent for that gap. A counterfactual analysis reveals that about two-thirds of the underrepresentation of non-Whites at higher-wage firms is explained by race-neutral skill-based sorting. Non-skill-based sorting and differential wage setting are largest for college-educated workers, sugg

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Kimbrel, Laurie A. "Teacher Selection: School Principal Hiring Practices, Level of Training, and Confidence." International Research in Education 7, no. 2 (2019): 106. http://dx.doi.org/10.5296/ire.v7i2.15332.

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Student success is dependent on teacher quality; therefore, principals must hire the most effective teachers in order to ensure continuous school improvement. This study investigated teacher hiring processes to determine the extent to which principals use research-based practices that are most likely to identify high-quality teachers. This study also sought information about the type of personnel selection training principals receive and confidence of the principal in their ability to hire high-quality teachers. Data were gathered using a survey e-mailed to principals in ten states in the sout

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Livres sur le sujet "Skill-based hiring"

Lengnick-Hall, Mark L., ed. Hidden Talent. Praeger, 2007. http://dx.doi.org/10.5040/9798400663284.

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Despite the passage of the Americans with Disabilities Act in 1990, many forms of discrimination against people with disabilities are still practiced, denying opportunity for employees, as well as the employers who might hire and support them. Based on a multi-year research project by a team of experts in human resource management, economics, and communications,Hidden Talentshowcases the innovative practices of organizations that are actively hiring, training, and retaining people with disabilities—and thriving as a result. The authors reveal the roots of disability discrimination and demonstr

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Chapitres de livres sur le sujet "Skill-based hiring"

Van Wingerden, Christina. "What College Students Gained Serving on Hiring Committees for Student Job Openings." In Handbook of Research on Education and Technology in a Changing Society. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-6046-5.ch032.

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The value of student participation in hiring committees at the college level is the focus of this chapter. Students, identified as “selectors,” participated in all aspects of hiring toward a “best” candidate. Student selectors, from two types of student employees within the structure of a university student union, and two hiring processes are assessed (referred to as student activities and facilities). A guided questionnaire is used to investigate skill development gained, used, and eventually transferred to experiences after graduation. Two models frame the plan. Surveys and focus groups are

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Hsing, You-tien. "Chinese Workers and Taiwanese Competitiveness." In Making Capitalism in China. Oxford University PressNew York, NY, 1998. http://dx.doi.org/10.1093/oso/9780195103243.003.0004.

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Abstract The increasing regional disparities in China and the consequent massive migration from the interior has brought an oversupply of workers to the coastal south. Because of the abundant supply of migrant workers with di versified qualifications, Taiwanese investors were able to employ a strategy of”people sea” to expand the production capacity rapidly in southern China. Such a strategy was combined with exploitation of unorganized and unprotected migrant workers. In some factories, Chinese workers did enjoy better benefits, working conditions, and skill training when the investor had a

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Chaturvedi, Vijit. "Role of Cognitive Technology for improving Human Resource Management experience: A Multi-dimensional Perspective." In Data Science and Intelligent Computing Techniques, 2023rd ed. Soft Computing Research Society, 2023. http://dx.doi.org/10.56155/978-81-955020-2-8-2.

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Human cognition has been considered unique as it can recognize and can attach significance and interpret images, emotion, text, A wide variety of tools like ML, Natural language processing, neural networks and deep learning are strong facilitating tools for classifying, interpreting, and generating outcomes and even can analyze images. There are several applications based on the mass images when interpreted whether used for psychological testing for hiring or for technical assessment, aspects may include – thinking like human application, sensing language and interpreting. The present conceptu

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Carson, Matter. "A Miniature Hell." In A Matter of Moral Justice. University of Illinois Press, 2021. http://dx.doi.org/10.5622/illinois/9780252043901.003.0003.

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Chapter 2 provides a detailed analysis of the occupational structure and social division of labor in the power laundry industry. The chapter follows the laundry as it moves through the plant, from the markers, who sorted and tagged the incoming soiled laundry, to the sorters, who packaged the freshly laundered garments for return to the customers. The chapter highlights the occupational and social divisions between the inside workers, who were mostly women and people of color, and the drivers, who were all white men. An examination of how and why this division of labor emerged in the early 190

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Sharma, Dr Trilok. "EMBRACING ARTIFICIAL INTELLIGENCE IN MANAGEMENT: NAVIGATING THE FUTURISTIC LANDSCAPE." In Futuristic Trends in Management Volume 3 Book 13. Iterative International Publisher, Selfypage Developers Pvt Ltd, 2024. http://dx.doi.org/10.58532/v3bfma13p3ch1.

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The rapid advancement of technology, particularly artificial intelligence (AI), is transforming the world of management. This chapter delves into the futuristic trends in management, focusing on the integration of AI into various managerial aspects, its potential benefits, challenges, and strategies for successful adoption. AI-driven decision-making aids managers in data-driven processes, identifying patterns, trends, and insights through AI algorithms. AI's impact on human resources management includes AI-enabled talent acquisition and recruitment, enhanced employee experience through AI-driv

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Actes de conférences sur le sujet "Skill-based hiring"

Allan, Paul. "Into the Unknown: Expert System Guides Energy Transition Strategy." In SPE Symposium: Leveraging Artificial Intelligence to Shape the Future of the Energy Industry. SPE, 2023. http://dx.doi.org/10.2118/214458-ms.

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Abstract Most E&P companies have publicly stated some form of ‘carbon reduction’ planning as they communicate their strategies to stakeholders. Internal efforts for reducing carbon generation might include reduced flaring, pipeline integrity improvements, or carbon sequestration for which E&P companies have the experience and skill sets to adequately evaluate. Other companies have committed to more extensive and fundamental changes to their business models – potentially necessitating a need to expand into historically ‘non-E&P’ energy sectors, such as wind, solar, or hydrogen busin

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ȘTEFĂNESCU, Leonida Horea. "Improve Skiing Race Competencies / Actual Aspects of preparation." In International Conference of the Universitaria Consortium “Education for Health and Perfomance”. Presa Universitară Clujeană, 2023. https://doi.org/10.24193/icu2022.32.

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“Junior slalom skiing is about to be a big disaster because the juniors only focus on attacking the pennant and deflecting it. In general, I believe in a logical, basic approach to ski racing, and I integrate the speed of a competitor because of the interaction between two essential components: the verticality of the slope and the approach to the turns. The competitor who gets the tightest line throughout the course will have the fastest speed, therefore, all technical elements of ski racing, including flag attack technique, should be oriented towards the race trajectory” (H. Nagler, ex-coach

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Larson, Benjamin, Jayla Clanton, and Jeffrey A Bohler. "A Systematic Review of Soft Skills in Information System Education Research [Abstract]." In InSITE 2025: Informing Science + IT Education Conferences: Hiroshima. Informing Science Institute, 2025. https://doi.org/10.28945/5571.

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Aim/Purpose This research systematically examines published literature on soft skills development in information systems education, aiming to identify potential gaps in current research. The research examines the type of research (i.e., quantitative vs. qualitative studies), the scope of the research (i.e., whether it examined a curriculum or a specific course or topic), the instructional delivery modality (i.e., if online or hybrid), and the method of instruction (i.e., collaborative learning experiential learning, etc.). By evaluating the literature in information systems education research

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Rapports d'organisations sur le sujet "Skill-based hiring"

Chong, Alberto E., and Florencio López-de-Silanes. Privatization and Labor Force Restructuring around the World. Inter-American Development Bank, 2003. http://dx.doi.org/10.18235/0010812.

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Critics of privatization argue that poor labor force restructuring is a key concern and that governments should establish better retrenchment programs. Using new data from a random sample of 400 companies in the world, we test competing theories about the wisdom of retrenchment programs and their effect on prices paid by buyers and re-hiring policies by private owners after privatization. Our results show that adverse selection plagues retrenchment programs carried out by governments before privatization. Controlling for endogeneity, several labor retrenchment policies yield a negative impact

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Lawson, Adrienn. 2024 State of Tech Talent Report: Survey-based Insights into the Current State of Technical Talent Acquisition, Retention, and Management Globally. The Linux Foundation, 2024. https://doi.org/10.70828/lejn2246.

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LF Research and LF Training & Certification partnered again this year to study trends in the technical talent market, surveying individuals responsible for hiring and training IT professionals. The aim of this research was to understand how technical skill development and organizational strategies are changing in response to emerging technologies and economic challenges, in particular the IT layoffs in 2023 and the growing use of generative AI tools. Key findings from the report indicate that despite headlines, only a minority of companies reduced their technical headcount in 2023. What's

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