• Journal of Information Processing Systems
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• v.15 no.3
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• pp.707-716
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• 2019

In this paper, we present a certificate management platform for performance assessment during recruitment using blockchain. Applicants are awarded certificates according to a predetermined level of progress based on their performances. All certificates are stored on a recruitment management platform that serves as an environment for storing and presenting all awarded certificates. The hashed information of all the certificates are stored in the blockchain, and once stored, the contents cannot be tampered with. Therefore, anyone can check the validity of the certificates using this blockchain. Our proposed platform will be useful for recruitment and application management, career management, and personal history maintenance.

• Journal of the Society of Disaster Information
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• v.12 no.3
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• pp.219-227
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• 2016

This study has to improve the recruitment of Private Police Guards. Secure fairness on recruitment of Private Police Guards has secure excellent Private Police Guards. Under the request of requesting entity, private police guards perform police tasks at the relevant area. Recruitment takes a pivotal role because they take unusual characteristics as they perform police duties at key national institutions, unlike private security. However, problems have continuously arouse due to issues like closed recruitment, interview-based recruitment, and composition of interviewers. Accordingly, this research suggested arranging mandatory regulation to recruit publically, adaptation of physical or written exams in view of characteristics of guarding facilities, and obligating external members when consisting interviewers as solutions.

• International Journal of Computer Science & Network Security
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• v.22 no.6
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• pp.310-318
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• 2022

Job offers have become more widespread and it has become easier and faster to apply for jobs through electronic recruitment platforms. In order to increase the protection of the data that is attached to the recruitment platforms. In this research, a proposed model was created through the use of hybrid encryption, which is used through the following algorithms: AES,Twofish,. This proposed model proved the effectiveness of using hybrid encryption in protecting personal data.

• Journal of the Korea Society of Computer and Information
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• v.26 no.12
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• pp.179-185
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• 2021

Private security has the common job characteristics of the police and crime prevention, and is responsible for the safety of our society. However, the hiring process for private security is very different from that of the police. Therefore, in this study, the problems of the private security recruitment process were identified through the police recruitment process and improvement points were suggested. As a result of comparing and examining the recruitment process of the police, the recruitment of private security guards is carried out through education and training, and problems such as the training process and physical strength verification required for security work were investigated. In order to improve the problems in the private security recruitment process, the curriculum of criminal law and criminology, physical examination such as 100m running and left and right grip strength, and practical cases of security work should be added. It is hoped that this study will serve as a basic data for the development of the private security industry along with the recruitment of excellent security guards.

• International Journal of Knowledge Content Development & Technology
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• v.12 no.2
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• pp.29-40
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• 2022

The study investigated the challenges of recruitment and selection process of librarians in federal university libraries in South-South, Nigeria. The study adopted a descriptive survey. The population of the study consists of 108 librarians. 95 copies of the questionnaire were filled and returned. The questionnaire was used in collecting data. The overall reliability of the instrument yielded 0.95 with the use of Cronbach Alpha Coefficient. Standard deviation and mean was used to generate the data that was gathered. The rating scale of 4 points was subjected to an estimation procedure using SPSS version 17.0. A mean score of 2.5 and above on any item was accepted. The findings revealed that the librarians identified the challenges to include ethnicity influence; favouritisms; recruitment based on godfatherism; dwindling budgetary allocation. The librarians also identified some of the strategies to include performance at interview as benchmark; equity and fairness as benchmark; recruitment should be done according to relevant discipline; and having channels for reporting cases of corruption during recruitment. Based on the above findings the study recommended among others that recruitment and selection of qualified librarians should be done according to the laid down procedures.

• Journal of Korea Multimedia Society
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• v.21 no.2
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• pp.224-231
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• 2018

Recently, the importance of intelligent personalized services is increasing in the era of the 4th Industrial Revolution. In this paper, we proposes design and implementation of the agent recruitment service system for the intelligent headhunting service. The proposed service system has designed and implemented an intelligent service system to efficiently recruit and manage applicants(job seekers). In addition, we develops the modules that can analyze the profile information of the applicant(job seeker), and implement the algorithm to predict the talent verification and analyze the talent type. The proposed service system is expected to contribute to designing the innovative and new service models for the intelligent agent recruitment service system.

• International Journal of Computer Science & Network Security
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• v.24 no.3
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• pp.113-124
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• 2024

One of the goals of the Saudi Arabia 2030 vision is to ensure full employment of its citizens. Recruitment of graduates depends on the quality of skills that they may have gained during their study. Hence, the quality of education and ensuring that graduates have sufficient knowledge about the in-demand skills of the market are necessary. However, IT graduates are usually not aware of whether they are suitable for recruitment or not. This study builds a prediction model that can be deployed on the web, where users can input variables to generate predictions. Furthermore, it provides data-driven recommendations of the in-demand skills in the Saudi IT labor market to overcome the unemployment problem. Data were collected from two online job portals: LinkedIn and Bayt.com. Three machine learning algorithms, namely, Support Vector Machine, k-Nearest Neighbor, and Naïve Bayes were used to build the model. Furthermore, descriptive and data analysis methods were employed herein to evaluate the existing gap. Results showed that there existed a gap between labor market employers' expectations of Saudi workers and the skills that the workers were equipped with from their educational institutions. Planned collaboration between industry and education providers is required to narrow down this gap.

• Korean Journal of Clinical Pharmacy
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• v.32 no.3
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• pp.166-177
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• 2022

Background: Recently clinical trials have expanded extensively in Korea; thus, ensuring the rights of subjects participating in clinical trials is imperative. Accordingly, national regulations on subject recruitment advertisement were enforced from October 25, 2018. In this study, the effect of this regulation was evaluated by analyzing the difference in the provision of information before and after enforcement of the regulation. Methods: Recruitment advertisements for clinical trial subjects 3 years before and after enforcement of the regulation were collated by the significance sampling approach. Print-based (newspapers, buses, and subways) and web-based (clinical trial center websites and online platforms) materials for recruitment in clinical trials of phase 1 to 4 for investigational drugs, medical devices, and oriental medicine were considered. Chi-square tests were conducted for inter-group comparisons. SPSS version 26 was employed for statistical analyses. Results: A total of 137 advertisements were collected comprising 60 pre- and 77 post-regulation enforcement. The overall rate of delivery of critical information in advertisements increased significantly from 47.5% before regulation to 93.2% after regulation enforcement. Particularly, details on expected adverse events augmented significantly (p<0.001). Benefits from participation in clinical trial reduced significantly from 88.3% to 70.1% (p<0.05). As the information provision amplified, the inclusion of professional terms increased. Conclusions: Enforcement of regulations has led to a surge in the amount of information and challenging terms contained in advertisements for recruiting subjects. Therefore, additional efforts are required by subjects to completely understand the information provided in the advertisements.

• Journal of the Korea Safety Management & Science
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• v.3 no.3
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• pp.143-149
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• 2001

With the development of computer technologies and the increase of internet users, Internet plays an important role in job-recruitment business. However, almost of the sites which provide job offering and job hunting service, merely have the function such as simple inquiry for information corresponding to job offering and job hunting. In this research, the online website whose task is supporting whole procedure of recruitment for real enterprises is constructed to apply the interview procedures of the real enterprises through internet. We utilize the video conference to increase the reality for interview. Also it has functions such as presentation of application form and resume and self introduction using the video conference. Through the online recruitment website we can expect time and cost saving for recruitment for both sides of enterprise to hunt the person and people to seek the job.

• Journal of Korea Society of Digital Industry and Information Management
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• v.17 no.4
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• pp.177-195
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• 2021

The purpose of this study is to examine the trouble of recruitment and research and development of ICT SMEs. Recently, many ICT SMEs have emerged for selling products and services using the technology of the 4th industrial revolution. However, SMEs have relatively deficient resources compared to large companies, the difficulty of maintenance or growth of human resources and intangible resources. This research methodology organized the four stages of the analysis process. The first analysis is the association rules for human resource recruitment. The second analysis is the difficulty of hiring jobs and experienced workers by each stage of company growth. The third analysis is a regression analysis of the trouble of R&D activity. The last analysis is an analysis of association rules on the difficulties of management activities by company growth. As the research result, the first analysis has shown a difference in favored human resources by the ICT industry. The second analysis also showed factor differences in job recruitment difficulties for each stage of corporate growth. In the third analysis, the operation of research institutes in ICT SMEs is influenced by industry type, corporate certification, corporate growth stage, self-technology development, joint technology development, technology transfer, and commercialization. As the last analysis, ICT SMEs showed factor differences in difficulties in management activities by stage of corporate growth. This study contributed empirically emphasizing the troubling phenomenon of human resources and R&D necessary for the growth of ICT SMEs. As a theoretical implication, this research contributed to the research-area expansion of management information using big-data technologies. In particular, this research practically suggests the differentiated direction of recruitment and R&D by ICT SMEs based on industry and each stage of company growth through the association rules of big data.