1.

MATCHING RESUMES TO JOBS VIA DEEP SIAMESE NETWORK

Investigation about the Important and challenging task of recommending

appropriate jobs for job seeking candidates by matching semi structured
resumes of candidates to job descriptions. The solution to this is using a
Siamese adaptation of convolutional neural network. The experimental results
are based on a set of 1314 resumes and a set of 3809 job descriptions (5, 005,
026 resume-job description pairs) demonstrate that our approach is better
than the current state-of-the-art approaches. Experiments such as Baseline
methods and Dataset and Experimental Settings. In this paper, A Siamese
Adaption of CNN to tackle the task of recommending appropriate jobs to job
seeking candidates is being proposed. To evaluate the approach, we curated a
dataset of 5, 005, 026 resume-job description pairs and annotated it in a semi-
supervised manner. The proposed approach effectively captures the underlying
semantics and significantly outperforms the existing methods.

MLA:
Maheshwary, Saket, and Hemant Misra. "Matching resumes to jobs via
deep Siamese network." Companion Proceedings of the The Web
Conference 2018. 2018.
 2. LayoutLM: PRE-TRAINING OF TEXT AND LAYOUT FOR
DOCUMENT IMAGE UNDERSTANDING

Joining of text and Layout or classification/Extraction of text and layout in the

single document. To solve this issue author proposed LayoutLM method with
used to join the features of text and layout information across scanned
document in the form of images. Furthermore, also leverage image features to
incorporate words’ visual information into LayoutLM. The evaluation is seen
with form understanding (from 70.72 to 79.27), receipt understanding (from
94.02 to 95.24) and document image classification (from 93.07 to 94.42).
Authors select three Benchmark dataset as a downstream task to evaluate the
performance of the pre-trained LayoutLM model. The first is the FUNSD
dataset that is used for spatial layout analysis and form understanding. The
second is the SROIE dataset for Scanned Receipts Information Extraction. The
third is the RVL-CDIP dataset or document image classification, which consists
of 400,000 grayscale images in 16 classes. Thus, LayoutLM, is M, a simple yet
effective pre-training technique with text and layout information in a single
framework. the model can be easily trained in a self-supervised way based on
large scale unlabelled scanned document images.

MLA: Xu, Yiheng, et al. "Layoutlm: Pre-training of text and layout for
document image understanding." Proceedings of the 26th ACM SIGKDD
International Conference on Knowledge Discovery & Data Mining. 2020.
 3. MACHINE LEARNED RESUME-JOB MATCHING
SOLUTION

Job search through online matching engines nowadays is

very prominent and beneficial to both job seekers and
employers. But the solutions of traditional engines without
understanding the semantic meanings of different
resumes have not kept pace with the incredible changes
in machine learning techniques and computing capability.
These solutions are usually driven by manual rules and
predefined weights of keywords which lead to an
inefficient and frustrating search experience. To this end,
we present a machine learned solution with rich features
and deep learning methods. Our solution includes three
configurable modules that can be plugged with little
restrictions. Namely, unsupervised feature extraction,
base classifiers training and ensemble method learning. In
our solution, rather than using manual rules, machine
learned methods to automatically detect the semantic
similarity of positions are proposed. Then four competitive
"shallow" estimators and "deep" estimators are selected.
Finally, ensemble methods to bag these estimators and
aggregate their individual predictions to form a final
prediction are verified. Experimental results of over 47
thousand resumes show that our solution can significantly
improve the predication precision current position, salary,
educational background and company scale.

Cite arXiv:1607.07657 [cs.CL]

as:
 (or arXiv:1607.07657v1 [cs.CL] for
this version)
https://doi.org/10.48550/
arXiv.1607.07657

4. AN APPROACH TO EXTRACT SPECIAL SKILLS TO IMPROVE THE

PERFORMANCE OF RESUME SELECTION

Since the filtered resumes are similar to each other, it is difficult to identify the
potential resumes by examining each resume. The issues related to the
development of approaches to improve the performance of resume selection
process are being investigated. This paper extends the notion of special
features, which are features that make an object distinct from others, to the
resume selection problem. However, extending the notion of special features
for the development of approach to process resumes is a complex task as
resumes contain unformatted text or semi-formatted text. In this paper, we
have proposed an approach by considering only skills related information of
the resumes. The experimental results on the real-world data-set of resumes
show that the proposed approach has the potential to improve the process of
resume selection. The framework consists of two main approaches: extraction
of special features and organization of special features. The paper evaluates
the performance of proposed approach on a real-world data-set of resumes
and shows that it can reduce the number of features that the recruiter needs
to browse by 50-94%. The paper acknowledges the limitations and challenges
of the resume selection problem, such as the complexity and diversity of the
resume structure and content, and suggests future directions for improvement.
MLA: Maheshwari, Sumit, Abhishek Sainani, and P. Krishna Reddy. "An
approach to extract special skills to improve the performance of resume
selection." Databases in Networked Information Systems: 6th
International Workshop, DNIS 2010, Aizu-Wakamatsu, Japan, March 29-
31, 2010. Proceedings 6. Springer Berlin Heidelberg, 2010.

5. A MACHINE LEARNING APPROACH FOR AUTOMATION OF

RESUME RECOMMENDATION SYSTEM

Today the major problem being faced across the industry is how to acquire the
right talent, using minimal resources over the internet and in minimal time. The
three major challenges are Separating the right candidates from the pack,
making sense of candidate CVs and Knowing that candidates can do the job
before you hire them. By using the approaches - Perform NER, NLP and Text
classification using n-grams., Use distance-metric based classification, The
solution shall provide a feedback loop closure to adjust/improve the accuracy
by incorporating the feedback corresponding to the incorrectly screened
profiles, the above problem can be solved. The classification was done using
four different models Random Forest, Multinomial Naive Bayes, Logistic
Regression and Linear Support Vector Classifier, once classification has been
done then as per the job description, top candidates could be ranked using
Content-Based Recommendation, using cosine similarity and by using k-NN to
identify the CVs that are nearest to the provided job description. The proposed
approach effectively captures the resume insights, their semantics and yielded
an accuracy of 78.53% with LinearSVM classifier. If an Industry provides a large
number of resumes, then Industry specific model can be developed by utilizing
the proposed approach. By involving the domain experts like HR professional
would help to build a more accurate model, feedback of the HR professional
helps to improve the model iteratively.
MLA: Roy, Pradeep Kumar, Sarabjeet Singh Chowdhary, and Rocky
Bhatia. "A Machine Learning approach for automation of Resume
Recommendation system." Procedia Computer Science 167 (2020):
2318-2327.

6. EVALUATING AND MITIGATING GENDER BIAS IN MACHINE

LEARNING BASED RESUME FILTERING

Shortlisting resumes for the companies are being automated using artificial
intelligence however, training systems to do that incorporate high social biases
in the models. The paper ideates a method of reduction in indulgence of social
biases in machine learning based resume filtering algorithms. Resume filtering
algorithms are used to classify most suitable resumes from all the submitted
resumes for the respective opening in the organization. Such filtering systems
are implemented using machine learning to find the probabilistic index and
similarity index of each applicant to qualify for the requirements. The
approaches and methodologies discussed above has laid the foundation for a
novel methodology to eliminate the factor of biases and impurities in resume
selection systems. The dataset is evaluated in 5 partitions of the entire dataset.
The data is distributed into the partitions uniformly and used individually in
order to train the model on the pre-processed data. The performance of the
proposed method is observed to be better than other methods in all the
partitions of the dataset. The results of the evaluations of the dataset are
visualized. The analyses over time have referenced an unequal representation
of males and females in the filtering systems with a bias of preference to male
candidates over female candidates for job roles. This insight opens avenues for
future research in mitigating biases related to race, ethnicity, and other
sensitive attributes.
MLA: Gagandeep, et al. "Evaluating and mitigating gender bias in
machine learning based resume filtering." Multimedia Tools and
Applications (2023): 1-21.
 7. MATCHING JOBS AND RESUMES: A DEEP COLLABORATIVES
FILTERING TASK

This paper tackles the problems of automatically matching job seekers and
recruits, it is based on the logs of a recruitment’s agency. This data includes the
information of CVs, job announcements, and application click. The paper
motivates the problem of job and CV matching, especially for temporary and
low-wage jobs, and reviews the related works in recruitments and
recommendation systems. This paper says that the data used in the
experiments, which consists of job announcements, CVs, and clicks from a
recruitment agency. It acknowledges the challenges posted by the cold-start
problems in job and resume matching, where recommendations need to be
made for new recruiters. There are some challenges which deals with diverse
and dynamic datasets, and understanding the nuances in languages usage
between job seekers. It provides the overview of collaborative filtering
principles for the benefit of readers unfamiliar with the concept. The paper
provides valuable insights into the nuances of job seeker-recruiter interactions,
emphasizing the impact of language dynamics. It showcasing its efficacy in
improving matching performances, especially in scenarios with limited
historical data—a common challenge known as the cold start problem.
MLA: Schmitt, Thomas, Philippe Caillou, and Michele Sebag. "Matching
jobs and resumes: a deep collaborative filtering task." GCAI 2016-2nd
Global Conference on Artificial Intelligence. Vol. 41. 2016
 8. MILTIGATING DEMOGRAPHIC BIAS IN AI-BASED
RESUME FILTERING

The resume writing style and socio-linguistics are a potential source of bias as
they correlate with protected characteristics such as ethnicity. As the internet
became the preferred place for posting as well as accepting job applications, an
increasing number of companies have started using software for filtering out.
This phenomenon is consistent with studies on the impact of sociolinguistic
bias in human hiring decisions we manually selected the resumes from the said
dataset based on carefully reading and understanding the origin of candidates.
Only the resumes where origin of the candidates can be clearly inferred were
selected for this study. In the future, we plan to collect and annotate a larger
resume dataset to further validate our results. This will facilitate the
development and use of fair deep neural network models for matching job
posts and resumes.

MLA: Deshpande, Ketki V., Shimei Pan, and James R. Foulds.

"Mitigating demographic Bias in AI-based resume filtering." Adjunct
publication of the 28th ACM conference on user modelling, adaptation
and personalization. 2020
 9. DEGENDERING RESUMES FOR FAIR ALGORITHMIC RESUME
SCREENING

We conduct a series of gender obfuscation experiments, where we iteratively

remove gendered information from resumes. In this paper, we address this
concern by investigating whether it’s feasible to remove gendered information
from (i.e., degender) resumes to mitigate potential bias in a resume screening
algorithm. There is a significant amount of gendered information in resumes.
Lexicon based gender obfuscation method can reduce the amount of gendered
information to a large extent. General-purpose gender debiasing methods for
NLP models such as removing gender subspace from embeddings are not
effective in obfuscating gender. The primary dataset is a corpus of applicant
resumes from 8 IT firms based in the U.S. These IT firms are clients of an HR
analytics firm, which provided us with the aggregated Applicant Tracking
System (ATS) data as part of a research partnership. There are three important
takeaways from these results. First, there is a significant amount of gendered
information in resumes. It can be reducing the amount of gendered
information to a certain to a certain extent the performance of screening
algorithm starts suffering.

MLA: Parasurama, Prasanna, and João Sedoc. "Degendering Resumes

for Fair Algorithmic Resume Screening." arXiv preprint
arXiv:2112.08910 (2021).
 10. TOWARDS A NEW JOB OFFERS RECOMMENDATION
SYSTEM BASED ON THE CANDIDATE RESUME

The recruitment web platforms are a solution that has solved several problems,
such as eliminating the filing of paper files to organizations, reducing
recruitment time, etc. In recent years and especially with the pandemic, c, the
job offers increased across the web with a great diversity of professional
platforms and networks offering these offers. c. In recent years and especially
with the pandemic, we have noticed the increase in job offers across the web
with a great diversity of professional platforms and networks offering these
offers. This increase in the number of job openings and the number of web
platforms presents difficulties for graduates. The extracted job offers are
subjected to processing using natural language processing (NLP) techniques to
obtain high quality-data. For a good understanding of the fields of the data
obtained, we must analyse and filter the data since they are very clean and can
be explored. This step allows us to better understand the different behaviours.
A job offers recommendation system based on the candidate’s resume. we
extract data job offers from websites according to our data model defined
based on a set of criteria. The next step was to classify job offers and e-
portfolios according to the skill specialty.

MLA: Mgarbi, Hanae, Mohamed Yassin Chkouri, and Abderrahim Tahiri.

"Towards a New Job Offers Recommendation System Based on the
Candidate Resume." International Journal of Computing and Digital
Systems 14.1 (2023).
 11. COLLABORATION AMONG RECRUITERS AND ARTIFICIAL
INTELLIGENCE: REMOVING HUMAN PREJUDICES IN
EMPLOYMENT

In the global war for talent, traditional recruiting methods are failing to cope
with the talent competition, so employers need the right recruiting tools to fill
open positions. The technology of artificial intelligence has facilitated the daily
work of recruiters and improved recruitment efficiency. AI plays an important
role in each stage of recruitment, such as recruitment promotion, job search,
application, screening, assessment, and coordination. Overall, the study
answers the following questions: (1) How artificial intelligence is used in
various stages of the recruitment process. (2) Stakeholder (applicants,
recruiters, managers) perceptions of AI application in recruitment. (3)
Suggestions for managers to adopt AI in recruitment. It includes three
participants recruiters, managers and applicants. Implications for management
are the cost of AI recruitment, AI-enabled recruitment bias, Data privacy issues
under the law, Threat or support for HR recruitment positions, Cooperation and
competition principles, Possible conflicts of shared control and Limitations of
the study and future research. The interaction between AI and humans in the
recruiting process is extended with state-of-the-art technology, which uses
three elements of Competence-Availability-Possibility-to-act (CAP). The user’s
awareness of such conflicts is improved through technological learning,
improvement of warning systems, and the avoidance of confusion between
human and machine intentions.

MLA: Chen, Zhisheng. "Collaboration among recruiters and artificial

intelligence: removing human prejudices in employment." Cognition,
Technology & Work 25.1 (2023): 135-149.
 12. THE PYSCHOLOGY OF BEHAVIORALLY-FOCUSED RESUMES
ON APPLICANT SELECTION: ARE YOUR HIRING MANAGERS
REALLY HIRING THE ‘RIGHT’ PEOPLE FOR THE ‘RIGHT’ JOBS?

This article examines the explosive growth of competency-based, or

behavioural, selection programs within organizations. Recognizing this trend,
many job applicants have learned to position themselves for selection by
leveraging competency-based selection program concepts and psychological
factors that influence résumé screening processes and interview decision
outcomes. These behaviourally-focused résumés may position applicants as the
‘right’ candidates for job opportunities, even if they are not truly the ‘right’
candidates for the jobs they seek. As such, it benefits employers to familiarize
their hiring professionals with behaviourally-based résumés and competency
program theories. The paper introduces an approach to extract special skills
from resumes. Competencies are the behaviours that show the potential of an
organization and its employees. Many job applicants use competencies to
spotlight their resumes.

MLA: Weinstein, Dianne. "The psychology of behaviourally-focused résumés on

applicant selection: Are your hiring managers really hiring the ‘right’ people for
the ‘right’ jobs?" Business Horizons 55.1 (2012): 53-63.
 13. DeepSkillNER: AN AUTOMATIC SCREENING
AND RANKING OF RESUMES USING HYBRID DEEP LEARNING
AND ENHANCED SPECTRAL CLUSTERING APPROACH

The process of identifying the best job candidates from different sets of
resumes is a resource and time-consuming process. The common issue in
resume screening is the unavailability of annotated data to label the
information obtained accurately. The requirements for candidates to be
selected for a position should be clear to the screener. Then the screeners read
through each resume to identify the applicants’ qualification information and
select the appropriate ones for subsequent rounds. The candidate resume
acquired by the applicants contains different sections on the applicants’
competencies. The proposed technique can screen job applicants’ resumes
and rank them based on their skills. This module matches the features with the
existing feature sets and obtains the optimal feature set to improve the
performance. In addition, a real-time resume dataset consisting of 963 resumes
is also utilized to analyze the performance of the proposed method. In this real-
time resume dataset consists of 25 job categories like advocate, arts,
automotive testing, blockchain, business analyst, civil engineer, data science,
database, developer engineer, Net developer, electrical engineering, ETL
developer, HADOOP etc. This research presents a novel technique for
automated resume screening and resume ranking based on candidate skills.
The implementation is carried out in PYTHON, and the resume dataset is
utilized for processing.
MLA: Priyanka, J. Himabindu, and Nikhat Parveen. "DeepSkillNER: An automatic
screening and ranking of resumes using hybrid deep learning and enhanced
spectral clustering approach." Multimedia Tools and Applications (2023): 1-28.
 14. ENHANCEMENT OF RECOMMENDER SYSTEM USING
COLLABORATIVE FILTERING
Recruitment is a vital process that determine the organizational efficiency.
Fabricating the task of HR department extremely exertion, because there is a
large number of resumes. The greater the percentage, the better the applicant
is for that portfolio, thereby making available the recruiter with the best match
for that given job profile. It is an important process that has an effect on
organizational act. Usually, the recruiting processes are varied by industry,
company, and specific work. Many employers are finding their suitable
employees by using a team of recruiters or human-resources department.
Recommender system is a part of filtering system that estimates and
suggestion for supporting decision-making act. Generation is resource
definition and filtering. After request candidate profile data and requirement
data that has the similar tag, the processes can be categorized into three parts
include; extract similar pattern, evaluate similarity, and obtain predicted value.
e. As a consequence, the score ranking made a recruiter decision easier and
flexible. A scoring still had few problems that a number of candidates score
were similar. Therefore, to overcome scoring problem it uses the collaborative
filtering method. As a result, the collaborative filtering could boost score
quality and propose the most suitable candidates who had the best required
qualification of requirements to the recruiters.

MLA: Akshaya, C. P., M. V. Gopika, and Preethi Mathew Saniya Sebastian.

"Enhancement of recommender system using collaborative
filtering." International Research Journal of Engineering and Technology 5.4
(2018): 2198-2200.
 15. RESUME RECOMMENDATION USING AI
This study used machine learning and text mining technology to analyse online
discussions and trends. The system analyses the competitiveness and
personality traits of applicants based on their electronic resumes, and then
provides job vacancy recommendations accordingly. This system uses machine
learning and text mining to analyse resumes and provide personalized analysis
and job recommendations. It benefits both job seekers and recruiters by
helping candidates understand their market competitiveness Researchers have
explored different recommendation methods, including content-based,
collaborative filtering, and hybrid recommendations. This method aims to
improve text analysis and processing of papers, specifically for assisting
individuals with disabilities in finding suitable job opportunities .The goal is to
identify internal traits and soft power that contribute to successful
development. By quantifying personal data and implementing tailored
academic and training programs, the study aims to transform individuals into
exceptional talents. It includes competitive analysis, personality trait analysis,
job recommendation analysis. Based on the survey conducted on the job
vacancy recommendation system, it was found that the system effectively
assisted job candidates in finding suitable job vacancies. The recommendation
model should be improved by enhancing its accuracy through the use of
keywords from job vacancy descriptions. The feedback of job applicants is
crucial in improving the system to meet their needs.
MLA: Singh, Abhishek, Shivang Pal, and Shree Prakash Singh. "RESUME
RECOMMENDATION SYSTEM USING AI.
 16. RESUME ANALYSIS USING MACHINE LEARNING AND
NATURAL LANGUAGE PROCESSING
The growth of specialized recruitment agencies in India has brought about the
use of machine learning models to streamline the hiring process. By leveraging
NLP approaches, valuable information can be extracted from resumes and
accurate ratings can be provided based on company requirements. An
intelligent recruitment system that utilizes machine learning algorithms can be
a solution. By analysing resumes, skills, experience, and interests, this system
can match candidates with job requirements and company culture, ensuring
better job satisfaction and retention rates. Additionally, it can save time and
resources by filtering out irrelevant resumes and shortlisting suitable
candidates. The problem is to streamline the recruitment process by levarging
NLP techniques according to job profiles. KNN algorithm is used to identify the
resume that mostly fits the JD provided by the recruiter. The methodology
includes resume parsing, data extraction, resume ranking algorithm, candidate
suggestion and feedback. The dataset include test cases , unit testing,
integrating testing , regression and system testing . The system will be able to
access each candidate’s resume and assign full analysis. It will provide the
potential candidate to the organization and the candidate will be successfully
placed in an organization that appreciates his/her skill set and ability .
MLA : Chavare, Dipti Suhas, and Archana Bhaskar Patil. "Resume Parsing using
Natural Language Processing." Grenze International Journal of Engineering &
Technology (GIJET) 9.1 (2023).
 17. Applicability of Naïve Bayes Model for Automatic Resume
Classification
The new model to improve the efficiency and effectiveness of resume selection
and classification in the Human Resource Department. The model's predictive
accuracy was compared to a homogeneous Ensemble classifier model
developed from different data sets. Finding the right employees is a challenging
task, and resume selection and classification are key stages in the recruitment
process. Automating this process using machine learning can greatly improve
efficiency. Research has shown that online recruitment can reduce costs and
save time. To address the issue of dissatisfaction among job candidates due to
lack of proper matching between job requirements and skills, interests. This
system aims to increase job satisfaction and retention rates while saving time
and resources in the recruitment process. The methodology describes data
pre-processing, experimental setup, application of Naïve Bayes Classifier in
resume classification and accuracy improvement through homogeneous
Bayesian ensemble classifier. The overall dataset was divided into 5 datasets.
The first four are used to develop four native bayes and other for testing
models. This model saves time , cost and make it more transparent, eliminating
personal interests. The stability and predictive accuracy has approved.
MLA : Mwaro, Patrick Nyanumba, et al. "Applicability of naïve Bayes model for
automatic resume classification." International Journal of Computer
Applications Technology and Research 9.9 (2020): 257-264.
 18. Real-Time Resume Classification System Using LinkedIn
Profile Descriptions
A classifier is trained on a large dataset of job description snippet, which is then
used to classify resume data. Despite having a small dataset, consistent
classification performance is seen. The primary filter for this type of work is the
efficiency the system can provide. Real-time resume data from LinkedIn is
extracted using web scraping. A CNN-based algorithm is used to train a
classifier with a dataset of over 1000 applicants, which is then applied to
classify unlabelled resumes. Multiple algorithms and feature combinations are
compared in this study. To address the challenge faced by analyse a large
number of resumes to identify suitable candidates.It utilize labelled resume
data , predefined job categories and levarage techniques such as web scraping
to extract real time resume data from platforms like linkedIn . Methodology
includes system architecture , data source, CNN algorithm. TF-IDF with other
algorithms for best outcome among all other algorithms.
MLA : Ramraj, S., and V. Sivakumar. "Real-Time Resume Classification System
Using LinkedIn Profile Descriptions." 2020 International Conference on
Computational Intelligence for Smart Power System and Sustainable Energy
(CISPSSE). IEEE, 2020.
 19. A TWO – STEP RESUME INFORMATION EXTRACTING
ALGORITHM
The first step involves identifying different resume blocks using a novel feature
called Writing Style, which considers sentence syntax information. The second
step utilizes multiple classifiers to identify various attributes of factual
information in resumes. There are three main extraction approaches to deal
with resumes in previous research, including keyword search based method,
rule-based method, and semantic-based method. Since the details of resume
are hard to extract, it is an alternative way to achieve the goal of job matching
with keywords search approach. Methods used are text block classification ,
input and the output. In order to verify the proposed algorithm, an experiment
was conducted involving fifteen thousand resumes in Chinese which provided
by Kanzhun.com, the biggest company review website in China, similar to
Glassdoor. All the resumes are well labelled for information extraction,
including beginning position, end position, and attribute name of each tag. The
algorithm consists of two processing step, which are text block identification
and name entity recognition. This work aims to improve the accuracy of
extracting information from personal resumes. It is useful to build resume
repository for head-hunters and companies focus on Internet-based recruiting.
In the second processing step, we propose a Writing Style to distinguish
different lines. Compared to those extracting algorithms, based on either HMM
or CRF, our approach does not need too much manually annotated training set,
which can save lots of human efforts and time.
MLA : Chen, Jie, Chunxia Zhang, and Zhendong Niu. "A two-step resume
information extraction algorithm”. Mathematical Problems in Engineering 2018
(2018).
 20. NATIONAL ORIGIN DISCRIMINATION IN DEEP LEARNING
POWERED AUTOMATED RESUME SCREENING
Deep learning methods were examined for automated resume screening.
These methods utilize word embeddings, which are low-dimensional numerical
vectors learned from word co-occurrence statistics. AI has transformed various
industries, including talent acquisition. It has streamlined the recruitment
process by quickly screening resumes and shortlisting candidates. AI-powered
chatbots, facial expression analysis, and games/quizzes are used to automate
tasks like screening and initial interviews. These HR technologies save time and
help organizations scale their businesses.It is the need for an ethical and fair
resume screening system using AI in HR technology. Resume screening plays a
crucial role in today's job market, and it's important for the system to
accurately and fairly select qualified candidates based on job requirements.
However, AI algorithms can inherit biases from the training data, which can
lead to unfair decisions. Natural Language Processing (NLP) is used to analyze
textual data in resumes and match candidates with job descriptions.
Researchers are working on developing more robust and fair AI models to
ensure unbiased resume screening. Methods include bias mitigation , resume
embedded bias and measure, resume embedding. To assess whether the
proposed system is accurate, a binary relationship indicating whether a resume
matches a job posting is provided between every resume-job posting pair
through manual review. This process is done before any further processing took
place to ensure the integrity of the experiments. Job postings may contain
strong signals of national origin, leading to evident bias in the word
embedding-based resume filtering.
MLA :

Li, Sihang, Kuangzheng Li, and Haibing Lu. "National Origin Discrimination in
Deep-learning-powered Automated Resume Screening." arXiv preprint
arXiv:2307.08624 (2023).
21. PROSPECT: A system for screening candidates for recruitment

1. Abstract:
o The PROSPECT system is a decision support tool designed to assist
screeners in efficiently shortlisting resumes.
o It mines resumes to extract salient aspects of candidate profiles,
including skills, experience, education details, and past work history.

2. Introduction:
o The introduction highlights the challenge faced by companies when
dealing with a high volume of applicants for job postings.
o Key points in the introduction include:
 Recruitment Challenge: Companies receive thousands of
resumes and need to shortlist qualified candidates.
 PROSPECT Solution: A decision support tool to aid screeners
in efficient resume screening.

3. Problem Statement:
o The specific problem statement is not provided in the context.
However, the central issue revolves around efficiently shortlisting
resumes in the face of a large applicant pool.

4. Methodology:
o PROSPECT extracts relevant information from resumes, such as skills,
educational background, and work experience.
o The system presents this information in the form of facets to assist
recruiters in the screening process.

5. Dataset and Results:

o Unfortunately, the context does not specify the dataset used or the
specific results obtained.
22. AI4HR Recruiter: a job recommender system for internal
recruitment in consulting companies
1. Abstract:
o The AI4HR Recruiter is a recommender system specifically designed
to enhance the internal recruitment process within consulting
companies.
o It leverages artificial intelligence-based techniques, particularly pre-
trained sentence transformers.
o Unlike full automation, the system aims to assist recruiters in
identifying and selecting candidates.

2. Introduction:
o The introduction sets the context for the study. In this case, it
introduces the AI4HR Recruiter system.
o Key points in the introduction may include:
 Purpose: To improve internal recruitment processes.
 Target Audience: Recruiters within consulting companies.
 Methodology: AI-based techniques using pre-trained sentence
transformers.

3. Problem Statement:
o Unfortunately, the specific problem statement is not provided in the
context. However, we can infer that the problem revolves around
efficient internal recruitment in the consulting industry.

4. Methodology:
o The system employs pre-trained sentence transformers to analyze
and recommend suitable candidates.
o Further details on the methodology would be available in the full
paper.

5. Dataset and Results:

o The context does not provide information about the dataset used or
specific results obtained.
23. GeoLayoutLM: Geometric Pre-training for Visual Information
Extraction
1. Abstract:
o The GeoLayoutLM system is a multi-modal framework designed for Visual
Information Extraction (VIE), which plays a crucial role in Document
Intelligence.
o VIE involves two primary tasks: Semantic Entity Recognition (SER) and
Relation Extraction (RE).
o Existing pre-trained models have made significant progress in SER, but they
often lack explicit geometric representation, which is essential for RE.
o To address this, GeoLayoutLM introduces geometric pre-training, explicitly
modeling geometric relations during pre-training.
o Key contributions:
 Geometric Pre-training: Achieved through three specially designed
geometry-related pre-training tasks.
 Novel Relation Heads: Pre-trained using geometric pre-training and
fine-tuned for RE.
o Experimental results demonstrate that GeoLayoutLM achieves competitive
SER scores and significantly outperforms previous state-of-the-art methods in
RE (e.g., boosting the F1 score on the FUNSD dataset from 80.35% to
89.45%).

2. Introduction:
o The introduction highlights the challenge faced by companies dealing with a
high volume of resumes during recruitment.
o PROSPECT aims to assist screeners in efficiently shortlisting resumes.
o Key points:
 Recruitment Challenge: Large applicant pools require efficient resume
screening.
 PROSPECT Solution: A decision support tool for resume screening.

3. Problem Statement:
o The specific problem addressed by PROSPECT is efficient resume screening.
o The system aims to extract relevant information from resumes to aid
screeners.

4. Methodology:
o PROSPECT extracts salient aspects from resumes, including skills, education,
and work history.
o It employs specially designed geometry-related pre-training tasks to enhance
geometric representation.
o Novel relation heads are fine-tuned for RE.

5. Dataset and Results:

 o Unfortunately, the context does not specify the dataset used or specific
results obtained.

24. LayoutLMv3: Pre-training for Document AI with Unified Text and

Image Masking
1. Abstract:
o LayoutLMv3 is a multimodal pre-trained model designed for Document AI.
o It jointly learns representations for image, text, and multimodal data using a
Transformer architecture.
o Key contributions:
 Unified Pre-training: LayoutLMv3 uses a unified approach for both
text and image modalities.
 Word-Patch Alignment Objective: The model aligns text and image by
predicting whether the corresponding image patch of a text word is
masked.
 State-of-the-Art Performance: LayoutLMv3 outperforms previous
models in both text-centric and image-centric Document AI tasks.

2. Introduction:
o The introduction highlights the challenge faced in Document AI, where
understanding both text and layout is crucial.
o LayoutLMv3 aims to address this challenge by jointly pre-training on text and
image data.
o Key points:
 Document AI Challenge: Efficiently handling both text and layout
information.
 LayoutLMv3 Solution: A unified pre-trained model for multimodal
representation learning.

3. Problem Statement:
o The specific problem addressed by LayoutLMv3 is the need for a model that
can handle both text and image data effectively.
o Traditional models often use separate approaches for text and image, leading
to suboptimal performance.

4. Methodology:
o LayoutLMv3 uses a Transformer architecture to learn bidirectional
representations for both text and image.
o It employs a masked language modeling (MLM) objective for text and a
word-patch alignment (WPA) objective for cross-modal alignment.
o Notably, LayoutLMv3 does not rely on CNNs for image embeddings, which
reduces parameters and eliminates region annotations.

5. Dataset and Results:

o The context does not specify the dataset used or specific results obtained.
o However, experimental results demonstrate that LayoutLMv3 achieves state-
of-the-art performance in various Document AI tasks.
25. Web Application for Screening Resume
Abstract:

The development of a web application for screening resumes is crucial for efficient and
effective recruitment processes. Such an application aims to automate the initial evaluation of
candidate resumes, allowing recruiters to focus on more strategic tasks. In this context, the
abstract would highlight the significance of resume screening, the challenges faced by
recruiters, and the need for an intelligent system to assist in this process.

Introduction:

1. Recruitment Challenge:
o Organizations receive a large volume of resumes for job postings.
o Manual screening of each resume is time-consuming and prone to bias.
o An automated web application can streamline this process.

2. Problem Statement:
o The specific problem addressed by web applications for resume screening is
the need for an efficient and accurate system to screen resumes.
o The application must identify relevant skills, experience, and qualifications.
o It should also ensure compatibility with applicant tracking systems (ATS).

3. Methodology:
o Web applications for resume screening leverage artificial intelligence (AI)
and natural language processing (NLP) techniques.
o Key components include:
 Resume Parsing: Extracting structured information from unstructured
resumes.
 Keyword Matching: Identifying relevant keywords based on job
descriptions.
 Machine Learning Models: Classifying resumes based on predefined
criteria.
 ATS Integration: Ensuring compatibility with existing ATS platforms.

4. Dataset and Results:

o The effectiveness of such applications depends on the quality and diversity of
the training dataset.
o Evaluation metrics include accuracy, precision, recall, and F1-score.
o Real-world deployment results would demonstrate improved efficiency and
reduced manual effort.

Conclusion:

A well-designed web application for resume screening can significantly enhance recruitment
processes, leading to better candidate matches and faster hiring decisions. While specific
details would be available in the referenced PDF, the principles outlined here apply broadly
to such systems.
26. Artificial Intelligence: A Technological Prototype in Recruitment

Abstract:

This paper explores the integration of Artificial Intelligence (AI) in human resource
recruitment, emphasizing its role in reducing costs, enhancing productivity, and improving
the quality of hiring. It delves into various applications of AI in recruitment processes, citing
examples from different industries and companies. The study aims to evaluate the
adaptability of AI in recruitment and analyze its impact on employee perfrmance. Using
primary data collected through a structured questionnaire from HR personnel in recruitment
consultancies, the research employs statistical analysis tools like Multiple Linear Regression
and One-way ANOVA. Limitations include a focus on consultancy firms and reluctance from
recruiters towards adopting AI due to job automation concerns. Future research could expand
into other industries and compare AI with gamification in recruitment processes.

Introduction:

Artificial Intelligence (AI) revolutionizes human resource technology, particularly in

recruitment, by automating tasks, streamlining resume screening, and improving decision-
making processes. Various AI applications such as virtual assistants, chatbots, and predictive
analytics are reshaping recruitment practices. The study explores the adoption of AI in
recruitment and its implications for employee performance.

Problem Statement:

High attrition rates in organizations necessitate reducing recruitment costs and enhancing
productivity. This study addresses these challenges by investigating the integration of AI in
human resource recruitment processes, aiming to evaluate its adaptability and impact on
employee performance.

Methodology:

Snowball sampling was employed to gather primary data from HR personnel in recruitment
consultancies in urban Bangalore. The study utilized a structured questionnaire to collect data
on variables such as quality, automation, decisions, and efficiency. Statistical analysis tools
like Multiple Linear Regression and One-way ANOVA were applied to analyze the data.

Data Sets:
Primary data was collected from 440 HR personnel in recruitment consultancies in urban
Bangalore through a structured questionnaire. Variables included quality, automation,
decisions, cost, and productivity, clustered into categories like training, reliability, and
gamification.

Results:

Analysis using Multiple Linear Regression and One-way ANOVA revealed significant
associations between AI adoption in recruitment and employee performance, indicating the
potential benefits of AI in improving recruitment processes and organizational outcomes.
However, limitations include a focus on consultancy firms and reluctance from recruiters
towards adopting AI due to job automation concerns.
27. RESUME SCREENING AND COURSE
RECOMMDATION SYSTEM
A typical Internet job posting attracts a large number of
applications in a short amount of time. It is not practicable to
manually filter out the resumes because it would take a lot of time
and money, both of which the employing organizations cannot
bear. In addition, this technique of filtering resumes is not fair as
many suitable profiles don’t get enough consideration which they
need. A technology named "machine learning" With the help of a
dataset, we train a model to anticipate the intended result from
new data. The majority of resume screening is carried out
utilizing Natural Language Processing (NLP), which refers to
human communication. The resumes do not provide the
information in a systematic manner.The system relies on a
diverse dataset comprising resumes,job descriptions,and course
information.The resume dataset includes annonymized
information about candidates skills,experiences,and educational
backgrounds.The duty of the screening officials is made simpler
by the removal of all the unnecessary content, allowing them to
assess each resume more effectively.

MLA: Jagtap, V. G., et al. "RESUME SCREENING AND COURSE

RECOMMDATION SYSTEM."
28. BASED ON THE APPLICATION OF AI TECHNOLOGY
IN RESUME
ANALYSIS AND JOB RECOMMENDATION
Developing a system that can be applied in large job fairs, where
numerous job applicants seek to match with the maximum of job
vacancies provided by companies possible. In addition, the
system generates a talent recommendation list for the companies.
In giant job fairs or job-matching events, varied businesses are
usually invited, and every tends to produce numerous
jobvacancies to recruit ideal job applicants. The methodology
involves leveraging natural language processing (NLP) and
machine learning (ML) techniques to analyze resumes and
generate job recommendations. NLP algorithms are employed
to extract key information from resumes, including skills,
experience, and qualifications. The job vacancy recommendation
system designed for job applicants in this study relies on resume
analysis. The system obtained satisfactory performance within
the analysis by the work candidates.

MLA: Chou, Yi-Chi, and Han-Yen Yu. "Based on the application of AI

technology in resume analysis and job recommendation." 2020 IEEE
International Conference on Computational Electromagnetics (ICCEM).
IEEE, 2020.
29. AN AUTOMATED RESUME SCREENING SYSTEM
USING NATURAL LANGUAGE PROCESSING AND
SIMILARITY
Manually filtering out the resumes is not practically possible as it
takes a lot of time and incurs huge costs that the hiring companies
cannot afford to bear. This may result in missing out on the right
candidates or selection of unsuitable applicants for the job. With
the help of online job postings in various job portals and websites,
recruiters are able to attract a wide variety of people for their
openings. The information in the resumes is not present in a
structured format. The system employs concepts like
Vectorisation , importance or weight assigning techniques like TF-
IDF and similarity measures like cosine distance for calculating
the similarity among the contents of the documents. We have
taken some relevant resume samples from the Internet which
we’ll pre-process, perform extraction, summarise and then
calculate cosine similarity on to create a ranked list of candidates
for this job. It uses Natural Language Processing to extract
relevant information from the unstructured and wide-ranging
formats of the resumes. It creates a summarised version of each
resume which has only the entities that are pertinent to the
selection process.

MLA: Daryani, Chirag, et al. "An automated resume screening system

using natural language processing and similarity." ETHICS AND
INFORMATION TECHNOLOGY [Internet]. VOLKSON PRESS (2020):
99-103.
30. A Resume Analyzer Application for Matching
Candidates with Job Requirements, Using A
Parsing Algorithm

Technology innovation has introduced big improvements to

enhance career selection processes nowadays. This paper
proposes a resume parser called pyresparser, Job Matching is one
of socially crucial problems in all over the world. One of the most
challenging tasks of this type of job matching is that there is typically
a bulk of information to coordinate against. Item-based collaborative
filtering, in this algorithm, data are represented as two vectors that
contain the applicants’ data and job offer. The Job Matching platform
has a recommendation structure that makes it easier for users of the
platform to save time by offering them topics that may be of interest
to them. This method compares employment opportunities, and career
seekers resume depending on the position and qualifications received
by each candidate. This presents a study in progress work which aims
to define the main attributes required for the matching resume data
and job offer in the job matching system. This attributes are extracted
from job seekers resumes by using resume parser.

MLA: Ali, Abdiaziz Abdi, et al. "A Resume Analyzer Application for
Matching Candidates With Job Requirements, Using A Parsing
Algorithm." proceedings of Jamhuriya University of Science And
Technology, pp. 1st June (2021).
31. A Two-Step Resume Information Extraction Algorithm

1.Abstract:

The algorithm aims to extract relevant information from personal

resumes, which are often written in diverse formats.It addresses
the challenge of analyzing resumes with varying font sizes, colors,
and table cells.

2.Introduction:

Internet-based recruiting platforms play a crucial role in modern

recruitment channels.Analyzing each resume effectively becomes
challenging due to this diversity.

3.Problem Statement:

The structure of resume data is uncertain due to varying

formats.Existing methods (supervised and rule-based) rely on
hierarchical structure information and labeled data,which are hard
to collect.

4.Methodology:

The algorithm follows a two-step approach:

Step 1: Identifying Resume Blocks

Raw text of resumes is segmented into different blocks.A novel

feature called Writing Style models sentence syntax
information.Writing Style includes word index, punctuation index,
word lexical attributes, and classifier predictions.

Step 2: Extracting Fact Information

Multiple classifiers are employed to identify different attributes of

fact information in resumes.

5.Dataset:
The algorithm’s feasibility and effectiveness were evaluated using a
real-world dataset.The dataset likely contains diverse resumes with
varying formats and structures.

6.Results:

Experimental results demonstrate the feasibility and effectiveness

of the proposed algorithm.

MLA:Chen, Jie, Chunxia Zhang, and Zhendong Niu. "A two-step

resume information extraction algorithm." Mathematical Problems
in Engineering 2018 (2018).
32. CONFIT: Improving Resume-Job Matching using Data
Augmentation and Contrastive Learning

1.Abstract :

A reliable resume-job matching system helps a company find

suitable candidates from a pool of resumes, and helps a job seeker
find relevant jobs from a list of job posts.

2. Problem Statement :

The challenge lies in sparse interaction records within resume-job

datasets, as job seekers apply to only a few jobs.

3.Methodology :

Specific sections in resumes or job posts are paraphrased to create

an augmented dataset. This approach increases training samples by
leveraging contrastive learning, resulting in improved performance.
Unlike complex modeling techniques, this paper addresses sparsity
using two key approaches:Data Augmentation,Contrastive learning.

4. Datasets :

Methods used are Data Augmentation: ConFit creates an

augmented resume-job dataset by paraphrasing specific sections in
both resumes and job posts. Contrastive Learning: To address the
sparsity issue in interaction records, ConFit employs contrastive
learning. It increases training samples from B pairs per batch to
O(B^2) per batch. Datasets are AliYun Dataset and Intellipro Dataset
.

5.Result:

CONFIT trains a neural network using contrastive learning to obtain

a highquality embedding space for resumes and job posts, and uses
data augmentation to alleviate data sparsity in person-job fit
datasets.

MLA: Yu, Xiao, Jinzhong Zhang, and Zhou Yu. "ConFit: Improving
Resume-Job Matching using Data Augmentation and Contrastive
Learning." arXiv preprint arXiv:2401.16349 (2024).
33. Managing recruitment and selection in the digital age: e-HRM
and resumes

1. Abstract:

It explores the requirements of recruiters for both offline

(traditional paper-based) and online (digital) resumes. The research
contributes to our understanding of the challenges faced by
recruiters in managing digital resume data and ensuring effective
matching between resumes and job advertisements.

2. Introduction:

Recruiters play a crucial role in screening job applicants. With the

increasing reliance on information systems, especially digital
resume databases, recruiters face unique challenges.

3. Problem Statement:

The lack of consensus on resume content for digital recruiting poses

challenges for recruiters.

4. Methodology:

*Literature analysis: Examining existing research on resume

content.

*Interviews with recruiters: Gathering insights directly from

professionals.

*Content analysis: Investigating the resume fields used across 40 e-

Recruiting sites.

5. Dataset and Results:

The study analyzes the content of digital resumes from various e-

Recruiting platforms. Challenges identified include categorizing
digital resume data and ensuring accurate matching. The findings
contribute to the design and maintenance of online resume
databases.

6. Conclusion :

The research emphasizes the need for better guidelines on digital

resume content. Recommendations include enhancing digital
resume design and addressing challenges in maintaining online
databases.

MLA: Furtmueller, Elfi, Celeste Wilderom, and Mary Tate.

"Managing recruitment and selection in the digital age: e-HRM and
resumes." Human Systems Management 30.4 (2011): 243-259.
34. Methodology for resume parsing and job domain prediction

1. Abstract:

In today’s competitive job market, recruiters face the daunting task

of sifting through numerous resumes to identify suitable
candidates.

2. Introduction :

Automated resume parsing aims to streamline this process by

extracting relevant information from resumes and predicting the
job domains associated with each candidate.

3. Problem Statement:

The challenge lies in efficiently parsing resumes and categorizing

them into relevant job domains. Traditional manual screening is
time-consuming and error-prone.

4. Methodology:

* Resume Preprocessing: Clean the resume text by removing noise,

special characters, and irrelevant content. Perform stop-word
removal, stemming, and lemmatization. Utilize tools like PyMuPDF
and doc2text for extracting text from resume files.

* Entity Recognition and Name Extraction: Employ regular

expressions and the spaCy library for entity recognition. Extract
relevant entities such as names, skills, and educational
qualifications. Identify job-related terms within the resume.

* Machine Learning Model: Train a machine learning model to

predict job domains. Use labeled data for model training.

5. Dataset:
We worked with a dataset of 1000 resumes, each labeled with its
corresponding job domain. The dataset covers various industries
and roles.Evaluate the model’s accuracy and F1-score.

6. Results:

Our approach achieved a prediction accuracy of 92.08% and an F1-

score of 0.92 for job domain prediction. By automating resume
screening, our method reduces recruiters’ workload, saves time,
and improves candidate selection.

MLA: Mittal, Vrinda, et al. "Methodology for resume parsing and

job domain prediction." Journal of Statistics and Management
Systems 23.7 (2020): 1265-1274.
35. Resume Screening using NLP and LSTM

1. Abstract:

Resume screening is the process of evaluating whether a candidate

is qualified for a position based on their education, experience, and
other information provided in their resume.

2. Introduction:

Companies often employ tracking systems to shortlist candidates

based on their skills. This project aims to develop an application
that categorizes CVs (resumes) based on the skills they contain,
mapping them to various job options.

3. Problem Statement:

The challenge lies in automating the process of resume screening,

ensuring that relevant skills are identified accurately, and matching
them to suitable job roles. We need to leverage natural language
processing (NLP) techniques and LSTM (Long Short-Term Memory)
networks to achieve this efficiently.

4. Methodology:

* Data Collection: Gather a diverse dataset of resumes and job

descriptions.

* Preprocessing: Clean and preprocess the text data, including

removing noise, tokenization, and stemming.

* Feature Extraction: Extract relevant features from resumes using

NLP techniques.

5. Dataset:
The dataset should cover a wide range of industries, roles, and skill
sets.Assess the model’s performance using metrics such as
accuracy, precision, recall, and F1-score.

6. Result:

The outcome of this project will be an automated system capable of

efficiently screening resumes, categorizing them based on skills, and
suggesting relevant job roles. By leveraging NLP and LSTM, we aim
to streamline the recruitment process and enhance the overall
efficiency of talent acquisition.

MLA: Bharadwaj, S., et al. "Resume Screening using NLP and LSTM."
2022 international conference on inventive computation
technologies (ICICT). IEEE, 2022.
36. THE ROLE OF ARTIFICIAL INTELLIGENCE IN THE RECRUITEMENT
AND SELECTION PROCESSES : A SYSTEMATIC REVIEW

1. Abstract:

Key AI applications include automated resume screening, matching

applicant profiles to job requirements, and enhanced decision-
making beyond traditional resumes.

2. Introduction :

Recruitment and selection are critical stages in talent acquisition.

Traditionally, these processes involved manual evaluation of
resumes, which could be time-consuming and prone to errors.

3.Problem Statement:

The challenge lies in harnessing AI’s potential to enhance

recruitment and selection processes. We need to explore how AI
software can revolutionize these processes, ensuring better
matches between candidates and job openings while maintaining
fairness and objectivity.

4.Methodology:

* Data Collection: Curate a diverse dataset of resumes and job

descriptions.

* Preprocessing: Clean and preprocess text data, including removing

noise and tokenization.

* Model Building: Utilize AI models (such as LSTM, CNN, or BERT) to

capture patterns in resumes and job descriptions. Train the model
on labeled data.

5.Datasets:
A well-annotated dataset containing diverse resumes and
corresponding job categories is essential for training and evaluating
AI models.Assess model performance using metrics like accuracy,
precision, and recall.

6. Result:

By leveraging AI, organizations can make informed decisions,

improve efficiency, and enhance the overall candidate experience.

MLA: Abou Hamdan, Lilian Fadi. "The role of artificial intelligence in

the recruitment and selection processes: a systematic review."
(2019).