ABSTRACT
Recruitment process is a procedure of selecting an ideal candidate amongst different
applicants who suit the qualifications required by the given institution in the best way.
Due to the multi criteria nature of the recruitment process, it involves contradictory,
numerous and incommensurable criteria that are based on quantitative and qualitative
measurements. Quantitative criteria evaluation are not always dependent on the
judgement of the expert, they are expressed in either monetary terms or engineering
measurements, meanwhile qualitative criteria evaluation depend on the subjective
judgement of the decision maker, human evaluation which is often characterized with
subjectivity and uncertainties in decision making. Given the uncertain, ambiguous, and
vague nature of recruitment process there is need for an applicable methodology that
could resolve various inherent uncertainties of human evaluation during the decision
making process. This work thus proposes an interval type 2 fuzzy evidential reasoning
approach to recruitment process. The approach is in three phases; in the first phase in
order to capture word uncertainty an interval type 2(IT2) fuzzy set Hao and Mendel
Approach (HMA) is proposed to model the qualification requirement for recruitment
process. This approach will cater for both intra and inter uncertainty in decision makers’
judgments and demonstrates agreements by all subjects (decision makers) for the regular
overlap of subject data intervals and the manner in which data intervals are collectively
classified into their respective footprint of uncertainty. In the second phase the Interval
type 2 fuzzy Analytical hierarchical process was employed as the weighting model to
determine the weight of each criterion gotten from the decision makers. In the third
phase the interval type 2 fuzzy was hybridized with the ranking evidential reasoning
algorithm to evaluate each applicant to determine their final score in order to choose the
most ideal candidate for recruitment. The implementation tool for phase two and three is
Java programming language. Application of this proposed approach in recruitment
process will resolve both intra and inter uncertainty in decision maker’s judgement and give room for consistent ranking even in place of incomplete requirement.
TOLULOPE, O (2021). An Interval Type 2 Fuzzy Evidential Reasoning Approach To Personnel Recruitment. Afribary. Retrieved from https://afribary.com/works/an-interval-type-2-fuzzy-evidential-reasoning-approach-to-personnel-recruitment
TOLULOPE, OLAWOYE "An Interval Type 2 Fuzzy Evidential Reasoning Approach To Personnel Recruitment" Afribary. Afribary, 20 May. 2021, https://afribary.com/works/an-interval-type-2-fuzzy-evidential-reasoning-approach-to-personnel-recruitment. Accessed 14 Dec. 2024.
TOLULOPE, OLAWOYE . "An Interval Type 2 Fuzzy Evidential Reasoning Approach To Personnel Recruitment". Afribary, Afribary, 20 May. 2021. Web. 14 Dec. 2024. < https://afribary.com/works/an-interval-type-2-fuzzy-evidential-reasoning-approach-to-personnel-recruitment >.
TOLULOPE, OLAWOYE . "An Interval Type 2 Fuzzy Evidential Reasoning Approach To Personnel Recruitment" Afribary (2021). Accessed December 14, 2024. https://afribary.com/works/an-interval-type-2-fuzzy-evidential-reasoning-approach-to-personnel-recruitment