A Enhanced Process for Examining Resumes and Organizing Candidates Through Statistical Methods

A Enhanced Process for Examining Resumes and Organizing Candidates Through Statistical Methods

Ria Roy1, Dr. Nadindla Srividya2

1 Department of Computer Science and Engineering, Supreme Knowledge Foundation Group of Institutions,

Mankundu,West Bengal,India

2 Department of Management, Institute of Engineering and Management,

Management House, Kolkata,West Bengal,India

riaroy416@gmail.com, Nadindla.Srividya@iem.edu.in

Abstract - Selecting suitable applicants is an important part of the screening process in a recruitment consulting firm. In general, traditional recruiting practices are used by the majority of businesses and consulting organizations. The primary strategy is employing resume-based screening techniques to attract exceptionally skilled researchers and developers for high-tech enterprises. Typically, the organization evaluates the individual's qualifications, professional history, employment experience, motivations, specialist abilities, and past creative projects as shown in their résumé in order to select the most suited candidate. The study sought to examine and mechanize efficient screening techniques utilized by consulting firms, emphasizing the need of ongoing research in comprehending evolving customer requirements and enhancing the screening process. Various techniques typically employ automated image analysis and heuristic methods to extract tabular bioinformatics data from resumes, with the aim of gathering pertinent information. This research employs optical character recognition (OCR) as it circumvents the inherent automotive engineering of the document and has been demonstrated to be a viable approach. Resumes in PDF format were gathered via convenience sampling and systematic random sampling, and data was then extracted from the resume documents by OCR. The pertinent data is subsequently analyzed using statistical techniques such as the Chi-square test, percentage studies, and the weighted average approach based on factors such as experience, technical/non-technical skills, employability, career advancement, salary expectations, and role/designation expectations. The proposed approach empowered the selection of the appropriate resumes for the subsequent recruitment progression.. sections. Such references are made by indicating the section number, for example, “In Sec. 2 we showed…” or “Section 2.1 contained a description….” If the word Section, Reference, Equation, or Figure starts a sentence, it is spelled out. When occurring in the middle of a sentence, these words are abbreviated Sec., Ref., Eq., and Fig.

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Key Words:  Resume screening process; Optical character recognition; Recruitment; Chi-square test, subsequently analyzed pertinent data; efficient screening technique; appropriate resume; PDF;