An Interval Type 2 Fuzzy Evidential Reasoning Approach To Personnel Recruitment

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.