• 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.

• The Journal of the Korea Contents Association
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• v.13 no.6
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• pp.187-193
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• 2013

Execution method of the police is mostly made of human resources (police officers). In such aspect, the recruitment of proper person should be dealt with the much significance. Related to this, recruiting all police officers by open employment is not actually possible. As the society today gets complicated, using of special recruitment gets more important and professionalism of policing also gets significant. Related to this, as in particular, modern police orients a same paradigm with community policing, special recruitment of those who graduated police administration department can be a strategy for achieving the purpose of police in a time that the understanding to policing of human resources of police is needed. Therefore, this article searched the plan to improve post-recruitment system for actively using human resources graduated police administration department. These plans are: First, to remove the restriction of opportunity by adjusting examination date of open & special recruitments; Second, to suggest the extension of examination courses through additional organization of optional courses; Finally, to suggest the increase of recruiting numbers in special recruitment graduated police administration department.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.384-392
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• 2011

Recruitment and selection are separate but mutually reinforcing processes. The goal of recruitment is to attract the largest number of applicants possible to apply to the agency, and selection is the process of weeding out unqualified candidates and identifying qualified candidates. In this context, the recruitment and selection system of police officials is an important issue because it affects their future performance as police officers on the job, especially their policing skills, perception of society, occupational ethics. This study suggested the characteristics of U. S. recruitment and selection system of police officials. In the U. S, each police agency sets up its own recruitment and selection standards and procedures. However, recruitment and selection process follows a certain sequence : receiving application, psychological examination, background check, polygraph test, drug screening, interview, physical agility, and medical test. Special characteristic of American police system regarding recruitment and selection is that many law enforcement agencies use a polygraph test to ensure the integrity of the candidates. Another interesting screening process is a drug test because many Americans abuse illegal drugs. A candidate officer must submit urine or a hair sample for screening test. Police human resources specialists should continually identify the most innovative tests and approaches recruit and select police officers. Recruitment and selection strategies should increasingly attract and retain those officers who have the attributes to work in a community-oriented policing environment.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.189-194
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• 2018

This study reflects the current trend of the blind hiring culture focused on job competency rather than education specification as government initiative. In order to overcome the limitation of the existing document-oriented online recruitment process, we proposed a system architecture design of video interview system. In addition, we have evaluated the effectiveness through the development of prototype and performance experiment based on it. The proposed online video interview system is designed to combine intelligent Web technology to enable customized job matching and distant job coaching. This system is designed to reduce recruitment cost and opportunity cost of job seekers. Based on results derived from this study, commercialization of the proposed video interview system can be expected to be an practical online recruitment solution for the job competency based employment.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2019.11a
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• pp.221-222
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• 2019

The rapid change in the administrative environment is bringing about changes in the civil service society, and the civil service society is also aware of the difficulty in responding to the changing circumstances of the existing recruiting system, and is attempting to change the new recruiting system. However, in a civil service society that emphasizes stability, it is not easy to change the recruiting system, and it is necessary to examine whether the recruitment of public official in the future is possible by the current recruitment method. Therefore, this study presents the talented people required for the future society through the literature and examines the current recruitment method for recruiting a talented people who meet the future required officials. In this paper, we suggest a four talents in the future : flexible pioneering talents, fused collaborative talents, creative information union talents, and emotional sympathetic talents. And also we will present a direction for the development of the approach.

• Journal of Korea Multimedia Society
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• v.23 no.2
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• pp.343-350
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• 2020

In the era of the Fourth Industrial Revolution in the digital revolution is taking place, various attempts have been made to provide various contents in a digital environment. In this paper, agent-recruitment service system based on collaborative deep learning is proposed for the intelligent head hunting service. The service system is improved from previous research [7] using collaborative deep learning for more reliable recommendation results. The Collaborative deep learning is a hybrid recommendation algorithm using "Recurrent Neural Network(RNN)" specialized for exponential calculation, "collaborative filtering" which is traditional recommendation filtering methods, and "KNN-Clustering" for similar user analysis. The proposed service system can expect more reliable recommendation results than previous research and showed high satisfaction in user survey for verification.

• Journal of Distribution Science
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• v.19 no.11
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• pp.91-98
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• 2021

Purpose: With the interest and ability in recruitment, it is totally worthy to discover how is labor market developed in Vietnam since the existence of the Internet. Considering employers as well as recruiters similar to jobseekers in term of technology adoption of job distribution, they should be treated fairly while performing their scopes of work. This paper aims to explore how employers perceive online recruiting platform as a supportive system, and this is to find out contributions of external factors regarding Job Boards behavioral intention to use. Research design, data and methodology: Conceptual framework tests the hypotheses involving in recruitment websites. Results: The results suggest that Board of Directors (BoD) or direct middle managers need to pay more attention on how their workforce performs through various channels of recruitment - both formal and informal, such as Linkedin or Facebook rather than a few compulsory job boards - no longer being accessed with high performance expectancy. However, the technology adaptation of recruitment is still a controversial issue due to its access to privacy of users. Conclusion: Therefore, employers should be more careful on how their personal contacts are going to be delivering without consent. Secondly, keeping systems up to date and "connected" is essential for both employees and employers.

• Journal of Korea Society of Digital Industry and Information Management
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• v.12 no.3
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• pp.11-24
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• 2016

The purpose of this study is to develop a recruiting platform resolving the mismatch between corporate job and job finder's competence in recruitment market. For this, we investigated technological trends and limitation on recruit platform. Based on the findings, this study investigates the trends and directions related to recruiting platform evolution and identified critical success factors and development strategies for successful development of recruiting platform. Two development strategies include employment of online resume and construction of database assessing job finder's competence. We also proposed target system architecture incorporating job database, competency assessment form, capability oriented resume. To analyze user requirement national competency standards and core job capability evaluation model were analyzed. Next, we designed integrated database, user interfaces, and dynamic functionalities using the forms developed in earlier stage. Finally, we assessed the fidelity of form item, integrity of database, and the usability of interface to evaluate the effectiveness of the system.

• Journal of Korean Library and Information Science Society
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• v.42 no.2
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• pp.127-149
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• 2011

The presence of teacher is very important and it could be the core of making success or failure of education. Thus, most countries have a training program and employment system school teachers for guarantees to school teachers' qualification and profession. Teacher qualifications can be obtained by law, teacher recruitment examination for school in Korea. The Praxis tests are taken by individuals entering the teaching profession as part of the certification process required by many states and professional licensing organizations in U.S. Korea teacher employment test consist of 3 groups(1st, 2nd, 3rd test), 1st test measure general and subject-specific Knowledge. The U.S. teacher certification test consist of 3 groups(Praxis I, II, III), Praxis II measure knowledge of specific subjects that K-12 educators will teach, as well as general and subject-specific teaching skills and knowledge. The purposes of this study is to review teachers' certification and recruitment system comparative analysis examination questions in the Korea and U.S. This will allow for suggestions in the Korean teacher librarian employment test system.

• KDI Journal of Economic Policy
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• v.34 no.4
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• pp.157-188
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• 2012

We study the relationship between the closedness of public service recruitment system and the corruption rampant between private firms and public servants. Empirically we test our claim that the closedness of public service recruitment system tends to heighten the corruption level of each country. Our results show that the closedness is positively correlated with bureaucracy corruption levels indexed by IMD, WEF, and World Bank.