Employees recruitment: A prescriptive analytics approach via machine learning and mathematical programming

“…with position dropout rates in specific business units for male candidates. a Note that both the RF and GBM models and their implementations are generally robust to noisy and high dimensionality datasets, since they base their decisions on multiple permutations of the dataset (see [56,66–69]).”

“The best prediction was obtained using the GBM algorithm [56], with AUC = 0.”

“…with position dropout rates in specific business units for male candidates. a Note that both the RF and GBM models and their implementations are generally robust to noisy and high dimensionality datasets, since they base their decisions on multiple permutations of the dataset (see [56,66–69]).”

“According to the literature, e.g., Chawla [51], when the dataset is imbalanced (e.g., when the target variable includes large differences between the frequencies of different class values), an appropriate performance measure is the ROC curve and the AUC measure.”

“This notion is also closely related to Simpson's Paradox [55], which shows that an observed trend in subgroups may behave quite differently (even reversely) when these subgroups are aggregated and analyzed together.”

“The results of our evaluation reveal that the proposed prediction approach can perform well in terms of both accuracy and interpretability, despite the inherent trade-off that often exists between the two [9,12].”

“The first formulation (Formulation 1) is used for benchmark purposes and is a rather simple adjustment to the assignment problem [50], in which the objective function (1.”

“Chien and Chen [25] use only a few features, such as age, gender, marital status, educational background, work experience, and recruitment channels.”

“Samuel and Chipunza [35] used the Chi-square test to identify which post-hire employment factors impact organizational turnover.”

“A conventional approach to handle multiple (conflicting) objectives is to use a Pareto-optimality approach [52].”

“As shown in [40], indeed, the focus of most human resources studies is mostly descriptive or predictive, and fewer are focused on prescriptive methodologies; however, a prescriptive solution can benefit organizations greatly [18].”

“where C is a pruning constant tuned to the considered process requirements (with default of C= 2 as suggested in [60]).”

“Inter-estingly, as opposed to recruitment and workforce planning, other HR tasks, such as “industry analysis”, “job analysis” and “performance management”, have low expected ROI.”

“It is evident that to extract significant insights using the potential of machine learning techniques on HR data, data should include a range of differing applicants [33].”

“In this context, it worth noting that the literature already recognized, for example, that some subpopulations of immigrants who share common cultural assets and social norms are sometimes better equipped than others to succeed in specific scenarios and vice versa (see [53,54]).”

“Another possible approach is to indicate entries in the probability matrix, such as in the Big M Method [57].”

“(2017) [41] state that one of the main reasons for the rather scarce adoption of HR analytics approaches among organizations is the use of “black-box” methods and a lack of actionable items.”

“, [19,21,25,38]) and others have implemented non-interpretable models that provide solely the predictions or their ranked scores (e.”

“, [19,21,25,38]) and others have implemented non-interpretable models that provide solely the predictions or their ranked scores (e.”

“Literature reveals that there is some criticism with regards to the use of HR analytics for business and commercial use [47–49].”

“Thus, improving organizational recruitment processes by hiring the most suitable candidates has a significant impact on organizational performance [3,4].”

“Note that the prediction of turnover or performance using post-hire data (such as absenteeism, punctuality and performance reviews) may be useful as part of some retention activities but may lead to a late discovery of recruitment errors and may often be too late to act upon [8,24].”

“Additionally, the VOBN handles better the variance-bias tradeoff, compared to decision trees, which often suffers from overfitting [10,61] and may cause high variance.”

“A noticeable number of studies have examined rather small datasets, in terms of both the number of candidates, as well as the number of features (e.g. [8,15,23,26,32]).”

“In recent years, several preliminary studies have focused on predicting recruiters' decisions [5,6,13–15].”

“Note that our methodology approaches hiring from the point of view of recruiters, as opposed to other methodologies that examine the perspective of candidates (for example, how they browse or select relevant job positions [29–31]).”

“Some of them have implemented models that provide interpretable insights (e.g., [19,21,25,38]) and others have implemented non-interpretable models that provide solely the predictions or their ranked scores (e.g., [8,16,28,39]; further literature is detailed in recent surveys, e.g., [18,33]).”

“For example, Li et al. [26] and Bach et al. [27] use only psychological assessments of personality and cognitive abilities, whereas Mehta et al. [28] use resume data only.”

“Previous efforts have been invested in trying to predict recruiters' decisions (e.g., [5,6]).”

“Note that our methodology approaches hiring from the point of view of recruiters, as opposed to other methodologies that examine the perspective of candidates (for example, how they browse or select relevant job positions [29–31]).”

“The VOBN models have previously shown good performance in analyzing various datasets (some of which publicly available), including DNA sequence classification [10,62,63], transportation and production monitoring [11,64,65].”

“The VOBN models have previously shown good performance in analyzing various datasets (some of which publicly available), including DNA sequence classification [10,62,63], transportation and production monitoring [11,64,65].”

“In this study, we propose to use flexible and generalized version of the Bayesian Network (BN) models [59], called Variable Order Bayesian Networks (VOBN) model as proposed by [10,11].”

“, [8,16,28,39]; further literature is detailed in recent surveys, e.”

“[37] used a t-test to determine the factors that affect recruiters' decisions and integrated them into their aggregated score.”

“In this context, it worth noting that the literature already recognized, for example, that some subpopulations of immigrants who share common cultural assets and social norms are sometimes better equipped than others to succeed in specific scenarios and vice versa (see [53,54]).”

“The VOBN models have previously shown good performance in analyzing various datasets (some of which publicly available), including DNA sequence classification [10,62,63], transportation and production monitoring [11,64,65].”

“Moreover, Pessach et al. (2020) found in their studies that using a hybrid decision-support tool helped HR professionals in the recruitment and placement processes and increased the impact of recruiters and maximised organisational return on investment.”

“In terms of workplace outcomes, employee performance, productivity (Malinowski et al., 2008; Pessach et al., 2020), and employment (Leigh et al., 2020) have been considered.”

“…et al., 2016; Ekawati, 2019; Escolar-Jimenez et al., 2019a; Escolar-Jimenez et al., 2019b; Hamilton et al., 2020; Lal, 2015; Malisetty et al., 2017; Pessach et al., 2020; Safarishahrbijari, 2018; Sri Harsha et al., 2020; van der Togt et al., 2017; Zeidan & Itani, 2020 A. Margherita of the employee…”

“For instance, firms can use people analytics to forecast the future performance, the expected retention, or return on investment in their recently hired employees (Boudreau & Cascio, 2017; Chalutz, 2019; Kellog et al., 2020; Pessach et al., 2020).”