1、在人才招聘流程中的語義Web技術的影響摘要：在網上招聘領域中使用語義Web技術，可以大大增加市場的透明度，為雇主降低交易成本，改變中介機構所涉及的商業模式。在本文中，我們描述了如何網上招聘流程能夠簡化使用語義Web技術。我們分析了這樣一個從技術和商業角度情況下的方案的實現機會。我們描述了一個典型的實現所需的技術基礎設施和分析潛在的經濟影響，有關當事人的利益和他媽的商業模式的潛在變化。關鍵詞：語義Web，招聘流程，電子市場，本體1 引言互聯網已近發展成招聘和就業過程中的主要媒介。最近在德國填補的職位超過53%的是網上發布工作的結果，并根據大多數預測這一比例有可能進一步增加WiMo03。盡管取得了

2、這些成就，在網上勞動力市場的信息流是遠離理想的。大量的網上求職門戶如雨后春筍般出現，分成網上勞動力市場信息島嶼，使求職者接近不可能得到所有有關未平倉合約的概述。他們的強大的市場地位作為強大的出發點，為求職者允許工作門戶，以高昂的費用收取雇主出版平倉。因為這些費用雇主發布他們的招聘職位，僅是一小部分的門戶網站，從而達到所有合格的申請人的報價。由于勞動力市場的緊張局勢，雇主經常收到大量的申請開倉。手動預選候選人的成本上升和雇主對尋找自動預選候選人的重要性。因此，雇主想向預選合適的人選來發布招聘信息，以減少交易成本。求職者將得益于增大的透明度，從勞動力市場尋找一個匹配的職位。在本文中，我們認為這兩個

3、目標可以同時達到通過在招聘流程中使用語義Web技術。語義WebBeHe01的基本思想是擴展Web，機器可理解的數據，除了傳統的HTML頁面。這個目標是利用網絡就像一個全球式的分布式的知識存儲，能被杠桿式投機通過應用程序來自動執行任務。為實現這一目標的基本技術是：統一資源標識符（URL）來作為一個全球資源和術語來描述他們的識別機制,資源描述框架（RDF）作為基本的數據模型連同基于XML的序列化語法一起發布在網絡上的數據Fehler! Verweisquelle-編著gefunden werden。,Web本體語言（OWL），表現知識表示的條款和概念擴展RDFW3C04c。語義Web的發展是科學（

4、麻省理工學院，斯坦福大學ILRT等）和萬維網聯盟（W3C）帶領的商業機構（惠普，IBM，諾基亞等）的加入的成就。有大量的研究和語義技術的發展投資的IT市場QuKa04的市長參與者。已經部署的在生物醫學和書目數據整合Schr04，QuKa04領域的第一次大規模的原型。語義Web的技術基礎日趨成熟。目前還不清楚新技術對市場和企業的經濟效果。與我們的研究，我們的方法從業務語義技術的潛在影響和技術的角度看，為了使有關的新技術對市場，企業和個人的影響的預測。誰將受益？誰就會失去自己的市場地位，或將不得不改變自己的商業模式？這與分析技術限制相結合的參與者的角色分析，使我們的項目是否用一個方案是可能實現的。

5、在本文的第2部分，我們描述了如何使用語義Web技術使網上招聘流程能夠被簡化。我們描述了在第3節中的原型實施所需的技術，側重于使用本體的數據集成基礎設施和語義匹配服務。在第4節中，我們從不同參與者的觀點情況下實現的潛在經濟影響進行分析。2 語義Web技術支持的招聘流程從組織的角度來看，一個通常的招聘過程分為四個階段：需求分析，發布招聘啟示，接收和預先選擇的應用程序，最終招聘的決定。在本節中，我們描述了如何在不同的階段可以通過語義Web技術的支持。中心構建模塊的情況下使用受控詞表來注釋招聘信息和應用，并納入包括這些描述的流程文件來使用RDF。圖1給出了下面過程描述的概述。圖1：使用語義Web技術的

6、招聘流程2.1 需求分析未平倉合約的要求通常由經營部門與人力資源部門一起構思。如今招聘啟事描述的結果，對公開職位的要求是寫在自由文本上的。自由文本的使用限制在招聘過程后期階段的記錄的計算機的可加工性。相反免費的文字說明，使用一個共同的語言以受控詞表的形式來描述將發布在流程里面的自動化潛力的各項任務的招聘信息的細節。這個額外的努力編寫語義注釋的缺點可能會超過通過提高效率的儲蓄。2.2 發布招聘啟事有大量的商業工作門戶，像Monster，JobPilot或StepSone，爭相為出版費張貼發布工作。不同的門戶代表不同的觀眾，并在某一地理區域專業化。由于出版費用容易合計，公司只有數量有限的門戶發布自

7、己的帖子。張貼第二次發布的渠道是公司自己的網站。企業網站上發布的帖子是便宜的，但是只達到的觀眾是非常有限的，因為目前的搜索引擎像谷歌的索引功能來支持平倉的收縮是太不精確的。為了提高市場透明度一些公共機構,如德國聯邦就業辦公室(BA)和瑞典國家勞動力市場管理局(AMS)已經開始的項目將空缺職位在一個中央數據庫。在兩個項目中,參與雇主使用條款從控制vocabularyto分類他們的帖子,送他們到中央數據庫使用hr - xml數據格式的變化。收集到的帖子發表通過一個中央門戶和轉發到私營工作門戶網站。這些項目是整個市場的問題取決于一個中央數據庫一個許多mrket參與者對象和方法可以非常容易出錯xper

8、ience德國項目顯示Cross03。使用語義Web技術銷售職位將增加市場透明度一起避免中央數據庫的瓶頸。組織將發布注釋工作職位直接在他們的網站使用條款從一組受控詞匯表和RDF數據格式。然后帖子可以直接爬所有感興趣工作門戶網站,這意味著集中的方法將被替換為一個分布式的方法。因此,所有的工作門戶操作相同的信息,帖子將達到更多的申請者,導致更高的市場透明度。另一個好處從帖子從受控詞匯表術語的注釋是條款可以結合一個工業領域的背景知識。工作門戶網站可以提供語義匹配服務從而計算工作職位和申請人之間的語義相似度,基于背景知識概要文件如何不同的相關條款。例如,如果Java編程技能是需要一定的工作,申請人在D

9、elphi經驗豐富,匹配算法會考慮這個人的形象比別人的更好的匹配熟練地在SQL,因為德爾菲比SQL和Java和Java是密切相關的。這種方法允許職位信息的比較和申請人的檔案利用背景知識,而不是僅僅依靠控制關鍵詞,像傳統的搜索引擎。2.3工作申請的接收和預選雇主經常收到大量的應用程序為一個開放的位置,由于勞動力市場的緊張狀況。為了降低處理成本的雇主已經開始喜歡在經典論文在線應用程序的應用程序。其他公司如IBM或大眾建立了web表單接收應用程序,申請人必須重新輸入他們的應用程序的基本事實的機器可處理的方法。這個數據是用來自動候選人預選滿足基本要求,從而減少了預選的成本。申請人和雇主都將受益的語義注

10、釋工作申請除了古典自由文本應用程序。應用程序可以重用RDF概要文件并寄給不同的雇主,而不是填充數據到不同的web表單。雇主使用自動化的注解預選過程匹配的最小需求的應用程序。這個階段的另一個問題是防獎狀和教育的經驗。這些證據可以附加到應用程序的形式進行數字簽名的RDF語句發行大學或組織。打樣的過程中數字簽名推薦可以自動化,進一步降低成本。2.4面試和招聘的決定面對面的接觸為最后的招聘決定候選人是必不可少的。因此,招聘過程的這個階段,候選人面試,他們的柔軟和技術技能評估通過面對面的會議,甚至在評估中心在未來仍將是手動完成的。3技術實現在本節中,我們提出我們的原型實現所需的技術基礎設施實現上面描述的

11、場景。我們專注于如何來自標準詞匯表已經在使用域內,對數據集成基礎設施上可以加上現有non-RDF人力資源系統和匹配算法計算相似性的工作要求和申請人的資料。我們典型的實現是基于現有的開源組件,我們擴展場景特定功能。我們的勞動力市場場景暗示三個基本角色:信息提供者發布空缺職位和公司背景infoemation使用受控詞匯表和RDF數據格式。信息聚合器誰爬發布信息并將其呈現給用戶所需的格式和聚合。結合招聘信息和背景知識對工業部門允許聚合器提供語義匹配服務。使用url雇主識別機制允許帖子的濃縮與雇主的信息從不同的外部信息服務。信息門戶的用戶使用一個選擇中央發布的所有訪問點職位和背景有關雇主的信息,而不是

12、從不同的網站收集信息片段。圖2說明了場景和角色模型技術架構的概述。圖2:場景架構和參與者的角色3.1本體雇主和工作門戶網站之間的數據交換是基于一組詞匯提供共同的術語來描述工作類型,所需的技能和教育背景。廣泛的標準過程文件和分類模式已經為招聘開發。在下面,我們概述了相關標準和描述我們如何整合他們的本體所使用的原型。3.1.1文檔處理過程使用最廣泛的標準過程文件像招聘信息和應用程序是hr - xml標準。hr - XML HR-Consortium已經同意,一個獨立的非盈利組織,致力于開發和推廣標準的XML規范,使電子商務套件和人類resources-related數據交換的自動化。hr - XM

13、L是一個圖書館的75多個相互依存的XML模式。XML模式定義的數據元素特定的人力資源事務,以及選擇和約束管理這些元素的使用。hr - xml財團已經產生了計劃覆蓋的主要流程,以及組件方案,使用跨多個業務流程。3.1.2分類法這些是幾個分類法用于技能的描述,分類工作和公司所屬的工業部門。他們提供的詞匯中使用過程文檔。標準職業分類系統(SOC)將員工分為職業類別(23個主要群體,96小群體,449職業)。每個職業都包含詳細的職業(s)要求類似的工作職責,技能,教育和經驗。職業代碼(Berufskennziffer - BKZ)是德國版的SOC系統。它將員工分為5597職業類別根據職業定義。行業分類

14、(WZ2003)是一個標準的經濟sctivities分類排列,這樣可以將實體根據特定的活動。北美行業分類系統(NAICS)提供了行業sectof定義為加拿大、墨西哥和美國促進經濟分析。3.1.3我們人力資源本體在第一步中實現我們的人力資源的情況下,我們已經創建了一個人力資源本體(人力資源本體)通過集成現有的廣泛使用的標準和分類。為了避免冗余我們sub-ontologies形式(見圖3)用于工作應用程序的描述。本體的基本結構主要來源于hr - xml標準。我們適應了工作位置導引頭和職位發布部分從HR-BA-XML(德國版的hr - xml)。指定行業sub-ontology我們利用兩個德國工業部

15、門的分類(WZ2003)和北美行業分類系統(NAICS)。作為職業分類,我們利用德國占領代碼(BKZ)和標準職業分類系統(SOC)。圖3:在HR-ontology Sub-ontologies技能sub-ontology我們定義概念代表能力,這是用來描述工作要求以及申請人的技能。這個本體還提供了對指定某一技能的能力水平。我們得到的技能sub-ontology KOWIEN本體(Alan03)。此外,我們開發了一個人sub-ontology描述求職者的個人信息和組織sub-ontology指定雇主的公司。我們的人力資源本體建模使用OWL(W3C04c)為了讓精確的模式驗證輸入數據。工作職位的描述

16、和申請人的概要文件存儲在RDF(W3C04a)使用由人力資源本體定義的詞匯。3.2數據集成基礎設施雇主可以使用兩種不同的方法來發布注釋工作職位根據自己現有的軟件基礎設施。如果使用數據庫支持標準軟件,它們可以使用映射關系數據直接導出到RDF工具如Bize03,Bize04。如果他們不使用任何工具來管理職位,他們可以注釋HTML版本的帖子使用注釋工具像KaHe02。創建RDF數據發表使用標準的Web服務器,比如Apache或專門的查詢接口的MoSe03。工作門戶呈現的求職者將公布的數據:使用一個目錄來定位信息提供者;使用爬蟲收集數據從不同的供應商;使用映射引擎將公布的數據使用不同的詞匯;提供語義匹

17、配服務匹配申請人的簡介和招聘信息基礎上的知識包括本體和可用的市場數據;呈現HTML數據根據用戶的偏好(詳細級別,設備,語言等等)。上面的架構后,門戶將RDF存儲大量的收集數據并提供高性能訪問這些數據給他的客戶。專業數據庫和查詢語言的概述中可以找到Beck03。在我們的原型使用D2RBize03映射關系數據映射到RDF,NetAPI的MoSe03和說唱(OlBi04)發布數據和Jena2框架Carr04擴展與語義匹配引擎門戶實現的基礎。4經濟影響提高市場透明度的可能性提出了新的戰略問題的市場參與者將最終決定他們愿意參與:場景在經濟激勵各方參與?本節將簡要討論的可能影響我們的場景的實現商業模式的參

18、與者。網上招聘信息門戶是求職者和雇主之間的中介。收取發表費,門戶網站的業務模式正在使用今天阻止雇主發布他們的帖子在更大數量的工作門戶網站。這導致一個部門在線勞動力市場信息的島嶼和使它接近一個部門在線勞動力市場信息的島嶼和使它幾乎不可能對一個求職者的概述所有相關職位。使用語義Web技術將改變信息流。開放的位置將使用雇主的網站上發布的所有工作門戶網站。原通信鏈接控制改變開放的n:m溝通情況。這將允許求職者使用一個門戶的訪問所有可用信息的市場。雇主將節省出版費用通過發布職位只有在他們自己的網站上。注釋的額外成本工作職位可能儲蓄效應的出版費用,通常幾百歐元。關鍵問題是就業門戶網站的商業模式在語義Web

19、的場景。門戶如何融資服務,當他們不能依靠出版費用嗎?有幾個選項?？梢杂砷T戶網站服務費支付的求職者獲取市場數據和額外的服務,如語義匹配;財團的雇主,形式以達到更多潛在的申請人和節省出版費;政府當局有興趣平滑信息流動的勞動力市場以降低失業率。另一個問題是融資維持在市場上使用的受控詞匯表。這也可以是一個公共機構的任務比如德國聯邦就業辦公室(BA)作為一個市場或市場參與者可以通過一個非營利性的財團,類似于在hr - xml財團已經發生的過程。5結論和展望在本文中,我們提出了一個場景和語義Web技術支持招聘流程。我們描述了在線招聘過程,分析了在這一領域最先進的技術。我們建議改進的幾個步驟提高職位和工作應

20、用程序與注釋使用受控詞匯表。我們描述的原型實現的場景。原型是一個人力資源的核心組件本體來自現有規范,數據發布和集成基礎設施和檢索引擎使用語義相親。本體的創建和原型實現的軟件基礎設施顯示我們的場景在技術上可以實現的。分析參與者的利益和潛在的經濟影響表明就業市場的主要演員-雇主和求職者都受益于場景的實現。求職者將受益于增加市場透明度。雇主將受益于達到更多潛在的申請者,省錢的出版工作職位和節省成本的預選自動化應用程序。我們未來的工作將集中在完成原型,建立一個更大的帶注釋的工作職位的實際數據集測試基礎設施的可伸縮性,并提高語義匹配算法。The Impact of Semantic Web Techno

21、logies on Job Recruitment ProcessesAbstract: Using Semantic Web Technologies in the domain of online recruitment could substantially increase market transparency, lower the transaction costs for employers, and change the business models of the intermediaries involved. In this paper, we describe how

22、online recruitment processes can be streamlined using Semantic Web technologies. We analyze the realization chances of such a scenario from the technological and business viewpoint. We describe a prototypical implementation of the required technological infrastructure and analyze the potential econo

23、mic impacts, the interests of involved parties and potential changes to their business models.Keyword: Semantic Web, Recruitment Process, Electronic Market, Ontology1 IntroductionThe Internet has already evolved into primary medium for recruitment and employment processes. Over 53% of recently fille

24、d positions in Germany are the result of an online job posting and according to most forecasts this share is likely to increase further WiMo03.Despite these achievements, the information flow in the online labour market is far from optimal. A large number of online job portals have sprung up, dividi

25、ng the online labour market into information islands and making it close to impossible for a job seeker to get an overview of all relevant open positions. Their strong market position as the prime starting point for job seekers allows job portal to charge employers high fees for publishing open posi

26、tions. Due to these costs employers publish their job postings only on a small number of portals, which prevents the offers from reaching all qualified applicants.Employers often receive a large number of applications for an open position, due to the strained situation of the labour market. The cost

27、s of manually pre selecting potential candidates have risen and employers are searching for means to automate the preselection of candidates.Thus, employers would like to decrease transaction costs for publishing job postings and for preselecting appropriate candidates. Job seekers would profit from

28、 increased transparency in the labour marker in their search for a matching position. In this paper, we argue that both goals could simultaneously be reached by using Semantic Web technologies within recruitment processes.The basic idea of the Semantic Web BeHe01 is to extend the Web, in addition to

29、 classic HTML pages, with machine-understandable data. The objective is to use the Web like a global distributed knowledge store which can be leveraged by application to perform tasks automatically. The base technologies for realizing this vision are:Uniform Resource Identifiers (URIs) as a global i

30、dentification mechanism for resources and terms used to describe them,The Resource Description Framework (RDF) as basic data model together with its XML-based serialization syntax for publishing data on the Web Fehler! Verweisquelle konnte nicht gefunden werden.,The Web Ontology Language (OWL) exten

31、ding RDF with terms and concepts for expressive knowledge representation W3C04c.The development of the Semantic Web is a joined effort of scientific (MIT, Stanford, ILRT etc.) and business institutions (HP, IBM, Nokia etc.) led by the World Wide Web Consortium (W3C). There are substantial research a

32、nd development investments in semantic technologies by the mayor players of the IT market QuKa04. The first large scale prototypes have been deployed in the domains of biomedical and bibliographic data integration Schr04, QuKa04.The technological foundations of the Semantic Web are getting mature. W

33、hat is still unclear are the economic effects the new technology will have on markets and enterprises. With our research, we approach potential impacts of semantic technologies from the business and the technological viewpoint, in order to make predictions about the influence of the new technologies

34、 on market, enterprises, and individuals. Who will benefit? Who will lose his market position or will have to change his business model? This analysis of the participants roles combined with the analysis of technological restrictions allows us to project whether a scenario is likely to be realized.I

35、n section 2 of this paper, we describe how online recruitment processes can be streamlined using Semantic Web technologies. We describe the prototypical implementation of the required technological in section 3, focusing on the ontologies used, the data integration infrastructure, and on semantic ma

36、tching services. In section 4, we analyze the potential economic impacts of the realization of the scenario from the perspectives of the different participants.2 Supporting Recruitment Processes with Semantic Web TechnologiesA usual recruitment process seen from the organizations viewpoint can be di

37、vided into four phases:1. Requirements analysis,2. Publishing the job posting,3. Receiving and pre-selecting applications and4. Final recruitment decision.In this section, we describe how the different phases can be supported by Semantic Web technologies. The central building blocks of the scenario

38、are the use of controlled vocabularies to annotate job posting and applications, and the use of RDF to include these descriptions into process documents. Figure 1 gives an overview of the process described below.Figure 1: Recruitment process using Semantic Web technologies.2.1 Requirements AnalysisT

39、he requirements for an open position are usually conceived by the operating department together with the human resource department. Nowadays the resulting job posting describing the requirements for an open position is written in free text. The usage of free text limits the machine processability of

40、 the postings in the later phases of the recruitment process. In contrast to free text description, the usage of a common “language” in the form of a set of controlled vocabularies to describe the details of a job posting would open up the potential of the automation of various tasks within the proc

41、ess. The disadvantage of the additional effort for writing semantic annotations could be outweighed by savings through increased efficiency.2.2 Publishing the job postingThere are a large number of commercial job portals, likenMonster, JobPilot or StepSone, competing to publish job posting for a pub

42、lication fee. The different portals represent various audiences and are specialized in certain geographic regions. As publication fees easily add up, companies publish their postings only on a limited number of portal. The second publication channel for job postings is the companys own website. Publ

43、ishing postings on the corporate website is cheap but reaches only a very limited audience, because the indexing capabilities of current search engines like Google are too imprecise to support directed searches for open positions.In order to improve market transparency several public bodies like the

44、 German Federal Employment Office (BA) and the Swedish National Labour Market Administration (AMS) have started projects to integrate open positions in a central database. In both projects, participating employers use terms from a controlled vocabularyto categorize their postings and send them to th

45、e central database using variations of the HR-XML data format. The collected postings are published through a central portal and are forwarded to privately run job portals. The problem with these projects is that the whole market depends on one central database an approach to which many mrket partic

46、ipants object and which can be very error-prone as xperience from the German project shows Cross03.Using Semantic Web Technologies to distribute job posting would increase market transparency together with avoiding the bottleneck of the central database. Organizations would publish annotated job pos

47、tings directly on their websites using terms from a set of controlled vocabularies and the RDF data format. The postings could be then crawled directly by all interested job portals, meaning that the centralized approach would be replaced with a distributed approach. Consequently, all job portals wo

48、uld operate on the same information and postings would reach more applicants, resulting in higher market transparency.Another benefit from having postings annotated with terms from a controlled vocabulary is that the terms can be combined with background knowledge of an industrial domain. Job portal

49、s could offer semantic matching services which would calculate the semantic similarity between job postings and applicants, profiles based on background knowledge about how different terms are related. For example, if Java programming skills are required for a certain job and an applicant is experie

50、nced in Delphi, the matching algorithm would consider this persons profile a better match than someone elses who is skilful in SQL, because Delphi and Java are close related than SQL and Java. This approach allows the comparison of job position postings and applicants profiles using background knowl

51、edge instead of merely relying on the containment of keywords, like traditional search engines do.2.3 Receiving and preselecting job applicationsEmployers often receive a large number of applications for an open position, due to the strained situation of the labour market. In order to reduce handlin

52、g costs employers have begun to prefer online applications over classic paper applications. Others companies like IBM or Volkswagen have set up web forms for receiving applications, where applicants have to re-enter the basic facts of their application in a machine processable way. This data is used

53、 for the automated preselection of candidates fulfilling the basic requirements and thus reducing the preselection costs.Both applicants and employers would benefit from the semantic annotation of job applications in addition to the classical free text application. Application could reuse their RDF

54、profile and send them to different employers rather than fill the data into different web forms. Employers use the annotations for automating the preselection process by matching their minimal requirements with the applications.Another issue of this phase is proofing testimonials of experience and e

55、ducation. These proofs could be attached to applications in the form of RDF statements which are digitally signed by the issuing university or organization. The process of proofing digitally signed testimonials can be automated, further reducing costs.2.4 Interviews and Recruitment DecisionFace-to-f

56、ace contact with candidates is indispensable for the final recruitment decision. Thus, this phase of the recruitment process, where candidates are interviewed and where their soft and technical skills are evaluated through face-to-face meeting or even in assessment centres will still be done manuall

57、y in the future.3 Technical RealizationIn this section we present our prototypical implementation of the technical infrastructure needed to realize the scenario described above. We focus on how vocabularies can be derived from standards already in use within the domain; on how the data integration i

58、nfrastructure can be coupled with existing non-RDF human-resource systems and on matching algorithms for calculating the similarity of job requirements and applicants profiles. Our prototypical implementation is based on existing open source components which we extend with scenario-specific features

59、.Our labour market scenario implies three basic roles:Information Providers which publish open positions and company background infoemation using controlled vocabularies and the RDF data format.Information Aggregators who crawl the published information and present it to the information users in the

60、 desired format and aggregation. Combining job postings with background knowledge about the industrial sector allows the aggregators to offer semantic matching services. The usage of URLs as employer identification mechanism allows the enrichment of postings with information about employers from dif