First, let’s know the Meaning– The meaning of a word, phrase, sentence, or text is semantic. Not many people in Recruitment business today use this technology to find best hires, quick and fast. As a result, the best talent gets grabbed by the competitors.
Semantic in Recruitment– Semantic technology in Recruitment space helps unearthing of skills in depth via relational mapping of information on resumes. Semantic takes best CV’s to Recruiters straight away without any delay.
Semantic classifies different fields present on your resume, built corresponding taxonomies database, XML schemas and ontologies. Semantic, then identifies those nodes semantically interrelated to each other. For e.g. anyone searching for a skill Java should get J2EE, EJB, servlets etc. in results.
For Recruiters to understand semantic to depth, one must see Glenn Cathey presentation.
Semantic Search helps us evaluate words, phrases and sentences at three levels as shown in image.
Semantic easily disambiguate the information referred and gets to the intended meaning.
HR should care about Semantic search because:
1 The information available with Recruiter is enormous and not all is relevant. To sift the data meaningfully, you need tools like Semantic to do the job. Why would you spend time reinventing the wheel?
2 Semantic offers you closest proximity searches, in fact the best in your database.
Semantic gets you the following – See the INFOGRAPHIC
Semantic Starts With Resume Parsing First
Semantic seems to be a perfect choice for sourcing potential candidates but Semantic requires Resume Parsing first. It is through parsing only; semantic engine gets the information broken contextually. It is good to have a parser in place that can understand the person’s experience.
It is with CV parser only, the system picks the skills, info, data and fields written on resume to indicate real experience that applicant has gone through. Parsers extracts titles, employers, addresses, education and other vital details.
To better understand let’s take the example of Clarkson Avenue. We have Clarkson Avenue as a street name and Clarkson as a University name also. Robust parsing will get you the difference out of the two.
Date analysis is the next important detail which parser let us know. In case of gaps, we can easily make it out. As parser gives us the highly structured data, it is much easier to analyze information contextually.
The strength of a Semantic solution depends on how well vendor utilizes taxonomies and ontologies to get most relevant searches.
Semantic vs Boolean/Keyword search
“Semantic has evolved itself and now considered to be better than traditional searches”, adds Filip de Geijter, CEO Actonomy. His view on out of date technologies is clear. We cannot identify the right people for right roles using obsolete techniques. Boolean search gets us only the matching words on the string whereas semantic is more concerned with the intent behind search. Thus giving better results.
For e.g. Oracle can be used as a “Skill”, “Company” and in “Profiles” as Oracle Database Manager.
Behind Semantic, lies intelligent algorithms that does the heavy lifting. Today, in all modern recruitment solutions, semantic search-match capabilities come as an add-on. This especially helps where recruiters are not good with the keywords and semantic gets you the result faster.
The sudden rise of Social Recruiting also forces majority staffing firms to scour talent in advanced ways. Semantic add value to social media hiring and searching from external sources.
Semantic Clustering, Machine learning, Pattern Recognition can do wonders.
For e.g if you search C#, it is probable to get .net, C# .net, studio.net, visual studio.net, asp.net, .net framework, .net 2.0, Visual Studio 2005, and more….
Only the person searching this can tell whether the related terms are relevant or not. So the results relevancy may vary from person to person.
Why semantic would be helpful?
There’s John, who uses skills in a different way and put on the resume differently and then Recruiter Nancy, who searches those skills by different names and phrases. This causes gap between the searched skills and desired skills.
Semantic is built exactly to fill these gaps and get smart enough to bring you the right guy just in time. You won’t be saying no to that?
Semantic is a must to have for internal Recruitment databases. Semantic brings context, intent and intuition to searching-matching. With Semantic, there’s not even a single chance to miss eligible applicants.
The challenge for semantic engine is to understand the intent of both candidate and recruiter and then match them together to bring the best of results. Simple. Easy to follow and use.
Recruiters spending more time with machines than with candidates
Semantic helps you move out of this situation quickly, no matter what solution you’re currently using. Semantic unleashes the best fits matching the profiles organically. With semantic, you get access to larger talent pool and more to choose from. This brings us to best hiring practices.
But using semantic should be really easy and convenient to use, not like claiming to be superior and sophisticated tools which are more than a headache to use and implement. Beware of them. It shouldn’t be a humongous loss to the existing capabilities of the system.
What you need more today is to start making connections as soon as possible with suitable applicants. Semantic gets the data and technology and takes you to the right ones fast. With Semantic, comes ample of time to engage the right fits and spend time on quality ones. If this is what you wanted, your search ends here and begins with Semantic.
Recruiters to become subject area expert– Semantic doesn’t make it necessary for recruiters to know which keyword to use, because semantic automatically get the terms needed and fulfill the requirements. Semantic opens better avenues for Recruiters by bringing better search skills, thereby reducing human error.
Semantic does wonders for your internal databases and external resources as well. Rchilli brings you simplified and relevant searches with semantic.
Semantics can help recruiters to compare applicant profiles with job descriptions and ranking them based on the suitability of profiles. We can actually do stuff in months what we do in years with semantic. Endless possibilities and great matching capabilities awaits you.
Now is the time to optimize your recruitment process with RChilli’s semantic technology. To save time, money and improvise quality of search, hire semantically.