Comparison of methods applied to job matching based on soft skills

Abstract: The expression ''Hire for attitude, train for skills'' is used as a motive to create a matching program where companies and job seekers' soft qualities are measured and compared against each other. Are there better or worse methods for this purpose, and how do they compare with each other? By associating soft qualities with companies and job seekers, it is possible to generate a value for how well they match. Therefore, data has been collected on several companies and job seekers. Their associated qualities are then translated into numerical vectors that can be used for matching purposes, where vectors closer together are more equal than vectors with greater distances. When it comes to analyzing and comparing the qualities, several methods have been used and compared with a subsequent discussion about their suitability. One consequence of the lack of a proper standard for presenting the qualities of companies and job seekers is that the data is messy and varied. An expected conclusion from the result is that the most flexible method is the one that generates the most accurate results.