For more than ten years, online job boards have provided their services to both job seekers and employers who want to hire potential candidates. The provided services are generally based on traditional information retrieval techniques, which may not be appropriate for both job seekers and employers. The reason is that the number of produced results for job seekers may be enormous. Therefore, they are required to spend time reading and reviewing their finding criteria. Reciprocally, recruitment is a crucial process for every organization. Identifying potential candidates and matching them with job offers requires a wide range of expertise and knowledge. This article proposes a reciprocal recommendation based on bi-directional correspondence as a way to support both recruiters’ and job seekers’ work. Recruiters can find the best-fit candidates for every job position in their job postings, and job seekers can find the best-match jobs to match their resumes. We show how machine learning can solve problems in natural language processing of text content and similarity scores depending on job offers in major Saudi cities scraped from Indeed. For bi-directional matching, a similarity calculation based on the integration of explicit and implicit job information from two sides (recruiters and job seekers) has been used. The proposed system is evaluated using a resume/job offer dataset. The performance of generated recommendations is evaluated using decision support measures. Obtained results confirm that the proposed system can not only solve the problem of bi-directional recommendation, but also improve the prediction accuracy.

Job recommender systems (JRS) are a subclass of information filtering systems that aims to help job seekers identify what might match their skills and experiences and prevent them from being lost in the vast amount of information available on job boards that aggregates postings from many sources such as LinkedIn or Indeed. A variety of strategies used as part of JRS have been implemented, most of them failed to recommend job vacancies that fit properly to the job seekers profiles when dealing with more than one job offer. They consider skills as passive entities associated with the job description, which need to be matched for finding the best job recommendation. This paper provides a recommender system to assist job seekers in finding suitable jobs based on their resumes. The proposed system recommends the top-n jobs to the job seekers by analyzing and measuring similarity between the job seeker’s skills and explicit features of job listing using content-based filtering. First-hand information was gathered by scraping jobs description from Indeed from major cities in Saudi Arabia (Dammam, Jeddah, and Riyadh). Then, the top skills required in job offers were analyzed and job recommendation was made by matching skills from resumes to posted jobs. To quantify recommendation success and error rates, we sought to compare the results of our system to reality using decision support measures.

The recent explosion of data size in number of records and attributes has triggered the development of a number of Big Data analytics as well as parallel data processing methods and algorithms. At the same time though, it has pushed for usage of data Dimensionality Reduction (DR) procedures. Indeed, more is not always better. Large amounts of data might sometimes produce worse performance in data analytics applications, and this may be caused by the presence of missing data. These latter are a common occurrence and can have a significant effect on the conclusions that can be drawn from the data. In this work, we propose a new distributed statistical approach for high-dimensionality reduction of heterogeneous data that is based on the MapReduce paradigm, limits the curse of dimensionality and deals with missing values. To handle these latter, we propose to use the Random Forest imputation’s method. The main purpose here is to extract useful information and reduce the search space to facilitate the data exploration process. Several illustrative numeric examples using data coming from publicly available machine learning repositories are also included. The experimental component of the study shows the efficiency of the proposed analytical approach.

Human activity recognition (HAR) is the task of classifying sequences of data into defined movements. Taking advantage of deep learning (DL) methods, this research investigates and optimizes neural network architectures to effectively classify physical activities from smartphone accelerometer data. Unlike traditional machine learning (ML) methods employing manually crafted features, our approach employs automated feature learning with three deep learning architectures: Convolutional Neural Networks (CNN), CNN-based autoencoders, and Long Short-Term Memory Recurrent Neural Networks (LSTM RNN). The contribution of this work is primarily in optimizing LSTM RNN to leverage the most out of temporal relationships between sensor data, significantly improving classification accuracy. Experimental outcomes for the WISDM dataset show that the proposed LSTM RNN model achieves 96.1% accuracy, outperforming CNN-based approaches and current ML-based methods. Compared to current works, our optimized frameworks achieve up to 6.4% higher classification performance, which means that they are more appropriate for real-time HAR.