2nd Int'l Conf. on Electrical Engineering and Information & Communication Technology (ICEEICT) 2015 Iahangirnagar University, Dhaka-1342, Bangladesh, 21-23 May 2015 Automated CV Processing along with Psychometric Analysis in Job Recruiting Process Firoz Ahmed l , Mehrin Anannya 2 , Tanvir Rahman 3 , Risala Tasin Khan 4 Institute of Information Technology Jahanginagar University Dhaka, Bangladesh Email: I iroz.jess@gmai1.com. 2 anannyamehrin@gmai1.com. 3 sajal.it.ju@gmai1.com. 4 risala@juniv.edu Abstract- in this paper we have proposed automated job recruiting process along with psychometric analysis. Here the focus has been given in automating the job applying and CV processing system. A social networking website for the job seekers and employers is proposed to develop which will forward CV to the desired company or organizations automatically by matching the required criteria instead of traditional job searching and applying process. With the help of the website, the job organizations would be able to choose the eicient and right person for the right job among the applicants on the basis of Psychometric analysis and also it will increase the job satisfaction among the employees. Keywords-component; formatting; syle; syling; inset (key words) I. INTRODUCT ION The world is passing through an era of technological revolution. In every sector, the manual works are being replaced by the digital automation systems. This advancement of technology can improve the job recruiting process to some extent. The organizations always seek for a qualiied and experienced person. Again job seekers also get puzzled while searching for a perfect job. But most of the time it is seen that the right person is not placed in the right position and as a result employees are not getting job satisfaction. On the contrary, organizations sometimes discover the fact that the recruited employee does not have the qualities and qualiications that they needed. As a result, a question comes how many of the employees are satisied with their respective job leading another question of the satisfaction of the organization. In this case, Psychometric analysis can provide a great support in choosing the right person for the right job. Psychometric analysis is a process aimed to gather a wide array of information by using assessment of a person. It is then evaluated to reach to a conclusion or make a decision. From this perspective, testing which involves the measurement of human behavior is one of the key elements of the much broader evaluative process. Psychometric analysis can be done rom different perspective. In [1] the researchers collected information to establish Psychometric assessment. The assessment was performed on 22 organizations. It was felt by the organizations 978-1-4673-6676-2/15/$31.00 ©2015 IEEE that the use of psychometric tests as an aid, contributes to the success of their selection process. They however emphasized that it is only an additional tool used to try and inject some objectivity into what could otherwise be a very subjective process. Recently the use of psychometric tests is being applied in multi-million-pound industries, in [2] a phenomenological study has been made to investigate the reasons why instructors choose to use psychometric tests designed for personality assessment in their instructing which aimed to explore the decision-making process involved and whether accreditation is important. It is seen that research in [I] was done on considering general basis of psychometric analysis while in [2] gave importance on a speciic case to ind the instructors' interests on using the psychometric analysis and their decision making criteria. In [3] authors emphasizes on a different topic discussing whether information of the companies on psychometric testing can be used to make deductions about changes in the demand for skills in the economy. Numerous tools have been developed that attempt to measure work-related stress and working conditions, but few practical instruments in the literature have been found to have a reliable psychometric factor structure. Examination of the factor structure of the HSE (Health and Safety Executive) MS (Management Standard) Indicator Tool using organizational-level data has been done in [4] through different types of survey works. The authors of [5] has researched on the use of psychometric test to enable the recruiters to select only the best candidates, the ones who prove to be an asset to the company and these tests have also proven to be cost effective. This research is similar to our proposed model which involves doing this kind of psychometric tests by talking and providing the questionnaires to the candidates physically. But the research diversiies the psychometric testing process by starting it initially through a website. Then according to the recruiters, different types of assessment could be carried out through different steps for longer time by assessing the candidates physically. The authors also proposed the interview room which remains concentrated on the details mentioned in the resume and discussed about the psychometric tests which enable the recruiter to gain deeper understanding about the candidate. The interest of the research lies in implementing this kind of assessment in a website. The use of semantic web