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Automated Resume Screening: COMP 4750: Natural Language Processing Shawon Ibn Kamal

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Rakshit Anand
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13 views14 pages

Automated Resume Screening: COMP 4750: Natural Language Processing Shawon Ibn Kamal

Uploaded by

Rakshit Anand
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Automated Resume Screening

COMP 4750: Natural Language Processing


Shawon Ibn Kamal
What is Resume Screening?

Resume screening is the process of determining whether a candidate is


qualified for a role based on their education, experience, and other
information captured on their resume.

The usual 3 steps to resume screening:

Minimum Preferred Shortlist for


Qualification Qualification Interview
s s
Challenges to screen resume manually

The biggest challenge in screening resume is in handling the high


volume of applications received.
● On average, each corporate job offer attracts 250 resumes -
upto 88% of them tend to be unqualified.
● Of those candidates, 4 to 6 will get called for an interview, and
only one gets the job.

Statistics: Glassdoor
Challenges to screen resume manually

This high volume of resumes take up a lot of time for recruiters to


make a single hire.
● Average time-to-hire a new employee was 39 days in 2016, down
from 43 days in 2015.
Source: Jobvite 2017 Recruiting Funnel Benchmark Report

More time spend on hiring implies higher cost.


● Average cost per hire statistics for companies is $4,129.
Source: SHRM Human Capital Benchmarking Report 2016
Automated Resume Screening

Goal: The goal of this project is to built an automated resume


screening application that tackles the challenges of screening
manually
The application will consist of 2 main parts:
1. Parsing information from resume
2. Evaluation using ML and NLP
Parsing

● The first step to parsing is to extract text from PDF files. This
step is quite simple. We will do it using python pdfminer.

● The second step is to extract specific entities from resumes:


names, addresses, phone numbers, email addresses, education,
experience, skills etc.
○ This will be done using a NLP technique called Named
Entity Recognition (NER).
Parsing: Named Entity Recognition

● A NER model will identify noun phrase with the help of


dependency parsing and part of speech tagging (sometimes
using CFG)
● Then, it will classify the extracted noun phrase into respective
categories using lookup tables and dictionaries
● To avoid misclassification, we can create a validation layer on
top. Using existing knowledge graphs can help get discrete
result
Parsing: Difficulties
Evaluation

In this part of the application, we need to rank the resumes by its


relevance to the job description or requirements. It can be done
using the ML process called Information Retrieval.
There are many ways to rank documents, here we will use an
unsupervised method using vector space model.
The vectors representing the resume or query can be created using
word2vec, Bag of Words, Inverse Document Frequency etc. In this
example, we will use Inverse Document Frequency.
Evaluation

TF-IDF (term frequency-inverse document frequency) is a statistical


measure that evaluates how relevant a word is to a document in a
collection of documents. This is done by multiplying two metrics:
● how many times a word appears in a document, and
● the inverse document frequency of the word across a set of
documents.
Evaluation

The vector space model will be based on similarity. Using cosine


similarity, we can calculate a similarity score for each resumes
which is given below:

A -> vector of resume (document)


B -> vector of job description (query)
Evaluation
Evaluation: Other factors

Other factors to be considered while evaluating:


● Place of location
● Years of experience
● Relevance of previous experience

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