Interview: Lei Shi, ChinaHR.com on Analytics behind the Perfect Match
We discuss analytics at ChinaHR, matching job seekers and employers, traditional job fairs vs online recruitment, key metrics and analytical insights.
Lei Shi is currently the CTO of ChinaHR, one of China's top online recruitment websites. Lei joined Microsoft Research Asia in 2005 as a researcher in the area of Natural Language Processing. Later he joined Yahoo!, in charge of Yahoo!'s search product development in Beijing. He has extensive experience in leveraging big data and machine learning techniques in solving many complex problems.
Here is my interview with him:
Anmol Rajpurohit: 1. What does ChinaHR.com do? How important is Analytics to ChinaHR.com?
Analytics on the jobs and CVs of successful employment based on their profiles to increase the likelihood of employment can significantly improve the effectiveness and efficiency of our service. Analytics can also help employers and job seekers on our website to refine their job postings and CVs to maximize their chance of employment. In addition, Data Mining can also facilitate lead generation to help us better identify our potential customers in order to increase revenue.
AR: Q2. How do you define the "Perfect Match" between job seekers and employers? How do you measure the success of matching?
LS: The "perfect match" here between job seekers and employers is quite different from other applications,
A mathematical model is to be built to estimate the degree of match given a pair of job and CV. The success of matching should be measured by concrete actions such as increase in job applications, CV purchase as well as actual employment through our online service.
AR: Q3. How do you compare traditional job fairs and online recruitment in terms of efficiency and effectiveness?
LS: Traditional job fairs require job seekers and employers to physically go to a location to share their CV and job information. Its temporal and spatial constraints significantly limit its efficiency and effectiveness. Meanwhile, online recruitment service is available 24x7, and it's not confined by physical boundaries.
The convenience of access to information through Internet has given rise to the first revolution in recruitment, bringing it from offline to online. Therefore in the online recruitment website, both employers and job seekers
I believe that an intelligent algorithm that leverages big data and analytics to find "perfect match" will bring another revolution to recruitment business.
AR: Q4. What kind of Analytical insights are helpful in hiring decisions?
LS: Hiring decisions are normally based on many factors such as education level, relevant skill sets, age
AR: Q5. What metrics play a key role in your optimization criteria for employer and job-seeker matching?
Second part of the interview
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