MODELS FOR IMPROVING RECRUITMENT PROCEDURES
Simone Viazzo
DIPEM University of Genova
Via Opera Pia 15 – 16145 Genova, Italy
viazzo@itim.unige.it
st.itim.unige.it
Simone Simeoni
Liophant Simulation
Via Molinero 1 – 17100 Savona, Italy
simone.simeoni@liophant.org
www.liophant.org
ABSTRACT
Recruitment procedures are often based on systems
devoted to identify the potential of the candidates; this
paper propose an approach based on use of computer
simulation models to evaluate their capabilities in
relation to technical and research areas related to
engineering.
INTRODUCTION
Using quantitative computer models as support for
recruiting high educated resources in different sectors
could be a very interesting area.
In effect currently most of recruitment procedures for
selecting young resources are based on potential
assessment and case study analysis; this approach is
very diffused in order to evaluate the problem solving
capabilities of candidates; a very positive aspect of this
approach is to outline also capabilities in interacting
and presenting results as well as reasoning; therefore a
real emerging problem is related to the correct
evaluation of the effectiveness of the proposed
solutions. The qualitative approach emerging in current
post-graduate courses in many areas, is reducing
currently the capabilities of young resources to be able
to solve completely a problem, from initial statements
till measure of applied solution results. The computer is
becoming our calculus support, and moving forward to
face more and more complex systems each proposed
solution, complying with existing philosophies, seems
to be reasonable. The case study often used for
personnel selection are so sophisticated that just
general observed estimation can be provided in term of
expected results; obviously identification of critical
components, bottlenecks and fast evaluation are very
important attributes, therefore it could risky to select
the new experts without being able to evaluate directly
their solution in detail. The authors are proposing to
introduce quantitative models in addition to qualitative
case study; by this approach the candidates could
define their own solution, but also have an immediate
feedback on the impact of proposed decision, with
quantitative output related to the overall problem.
Using quantitative models based on computer
simulation could represent a real innovation in the
sector. In fact this new tools could be used in order to
extend the selection base, by operating on a wide
community with the support of self-evaluation systems
based on web technologies; the integration of
quantitative model results with traditional recruitment,
could allow to approach a large population, and to
concentrate the final stage with more emphasis on the
interaction aspects, without sacrifices to the originality
of the solutions provided by the candidates. In this
paper a preliminary presentation about some use of
these techniques in specific application area is
proposed as well as some experimental results obtained
in selection procedures.
SIMULATION IN EDUCATION
An interesting theme related to the recruitment is the
education; obviously the two sector have strong
liasons, and it could be very interesting to evaluate the
impact of Modelling & Simulation (M&S) also in this
area. Today the education and training benefits of
innovative techniques and new enabling technologies;
there is a great interest in the potential provided by
computers and simulation technology in this sector;
among the others an interesting hypothesis is related to
the fact that using simulation in education it becomes
possible to allow student to interact and experiment
directly on a “virtual world”.
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