CHAPTER ONE

INTRODUCTION

1.1    Research Background

Internet has become the primary medium for recruitment and employment processes. According to Jobberman’s Online Recruitment Service Report (2015) (Nigeria’s foremost online job portal), applications on its job recruitment portal increased by over 50% between May and September 2015. This clearly indicates an upward trajectory in online job portals being a major player in contemporary job recruitment process. The relevance of the Internet in job recruitment process cannot be overemphasized, more than three-quarter of the age class qualified for recruitment are active internet users and there is an increasing number of companies that publish their job vacancies on the web.(Report, 2015)

There is a large number of online commercial job portals competing to publish job postings for a fee. On the other hand, each company can publish job postings on its company’s own Website (Mulder, 2010). However, publishing postings on the corporate website reaches a very limited audience, because the indexing capabilities of current search engines are too imprecise to support searches for open positions. Beside this, meta-search engines are limited in their ability to generate offers that match the precise needs of the clients since job postings are written in free text form using uncontrolled vocabulary (Mochol et al., 2007). Furthermore, some dedicated search engines are entering into the market, allowing detailed queries as opposed to keyword-based search of current search engines. However, the quality of search results depends not only on the search and index methods applied, but on the relevance of the search result to the user’s query.

Influential factors include the process ability of the used web technologies and the quality of the automated interpretation of the company specific terms occurring in the job descriptions. The problems of a website’s machine process ability result from the inability of classical web technologies to semantically annotate the content of a given website.Semantic Web extends the Web with machine-understandable data, in addition to classic Hypertext Mark- up Language (HTML) pages. This implies that viable improvements can be made for all parties involved in the recruitment process by tapping into the capabilities of semantic web technologies based on the semantic annotation of job postings and profiles

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