Ap Decision Support System

IM INTERVIEW ASSESMENT USING AHP FOR FAST SHORTLISTING

*Nursyazima Nordin , Nurul Asyikin Mat , Siti Nor Hafizah Ja’afar , Nusaibah Yahaya .

Faculty of Informatics and Computing

Universiti Sultan Zainal Abidin (UniSZA), Kampus Tembila, 22200 Besut Terengganu.

Corresponding Author: [e-mail]

Abstract Interviewing in human resource management has recently been used to select employees, but there are many disadvantages because using manual documentation. Nowadays, it is hard to get the best applicants for certain job. Even though interviewing through instant messenger (IM) has been researched but it is for internet-based and there’s no effective data analyzing of the after interviewing. Our research is about analyzing data of

AHP is used to compare applicant’s qualifications. AHP is represented consists of determine the approximate weight for each criteria with the AHP and by considering applicant’s personality that will show us a clear picture of their working skills, gather applicants’ information, and rank them. Using the AHP correctly, it show a better results to determining the evaluation score [2]. AHP approach is able to overcome the problem in selecting the best applicants to give them the suitable job. From the calculation using AHP, the result on which applicants score the highest mark will

One of the steps taken is by conducting an interview. The current interview process was performed at particular places in the presence of interviewees and interviewers. However, some problems arise when the numbers of applicants are too large and difficult for interviewer to choose the suitable applicant with suitable job offers. The biggest challenge of conventional job interviewing is time consuming. Usually, the selection committee will interview one interviewee at one time. The Interviewer will give some personality test questions and interviewee will answer each question, according to their personality. This process is repeated until all interviewees have been interviewed. Thus, this conventional job interviewing process consumes lots of time to finish the session. The second problem is interviewer does not know which are the best technique to calculate and analyze the best applicants during the interview session. This conventional job interviewing still practicing tape recordings and note taking as their collecting data approach. Lastly, the data collected during the interview session may not valid. During the interview process is performed, answers given by each applicant is taken and being analyzed at the end of the interview session. There are probabilities that the interviewer to miss certain