Personnel selection is an important issue for organizations because the success of their activities depends on it [1], which must be performed by suitable people, a good result in personnel selection not only directly affects the quality of work, but also indirectly influences competitiveness [2]. Personnel selection systems are an evolution of traditional selection methods [3], which use technologies such as machine learning, natural language processing and data mining to evaluate and rank candidates more efficiently and objectively [4].

Personnel selection processes can be affected by the lack of complete information about candidates, which can make it difficult to assess their suitability for the position [3] furthermore they are carried out under time pressure, which can limit the ability of the selectors to properly evaluate the candidates [5].

In this context, the implementation of a personnel selection system is proposed, which will allow transforming the input data sent to the company in order to choose the best candidates according to the selection criteria established for each job position, using the competency model, with which it will be possible to identify the key competencies based on two competencies which are specific and transversal, the applicants will be evaluated according to these competencies through specific tests and performance evaluations. Subsequently, the system will perform calculations with the input data stored in the database in order to perform the ranking of the best candidates by means of ranking scores using the selection algorithm.

Finally, by running the personnel selection system, it was possible to visualize the suitable candidates and clearly show the qualities for which they were chosen, which allows optimizing the recruitment process and ensuring that the best candidates were selected for the position.

The structure of this article is as follows: State of the art, proposed personnel selection system adequacy to the problem, execution, results, implementation of the system, conclusions, recommendations and references.

The proposal is to implement a personnel selection system, which will help to optimize the recruitment and selection process, saving time and resources, while ensuring the recruitment of the most suitable candidates for the vacancies.

For the construction of the personnel selection system the selection algorithm will be used where relevant data will be collected about the candidates, such as their work experience, skills, educational level, achievements. This data set and selected variables will be used to make the selection algorithm with similarity weights for each variable that organizes the decisions based on the characteristics of the candidates, resulting in the most optimal candidate for the position.

The input variables used to perform the recommendation of applicants are detailed in Table 1 where they are divided into factors, each factor has its corresponding dimensions, the factors and dimensions have their respective weights that are used to convert from qualitative to quantitative data these data will be taken using the competency-based method.

Table 1

Source: Own elaboration.

The weights only influence the rating of the factors or dimensions shown, and do not influence the recommendation of the personnel directly; furthermore, the values proposed for the model are tentative, these can be modified or updated later for greater precision.

After having identified the input variables, we proceed to adapt the algorithm to the case study and develop the algorithm operating model. For the elaboration of the model it will be possible to make use of the input variables which are defined in Table 1 and the variables of the position in Table 2, in order to be able to calculate the similarity distance as shown in the following tables:

Table 2

Source: Own elaboration.

Based on the above, we use the selection algorithm, which calculates the distances between the knowledge data and the applicant's entry data, using the Euclidean distance, generating recommendations from the candidates who are closest to the published job.

Here is the results that most closely match the requested preferences.

In order to execute the solution, you must have the data that will be used for the selection calculation, which must be converted from qualitative to quantitative data, for this the values shown in Table 3 are used.

Table 3

Source: Own elaboration.

The input data is obtained at the time of registration of the applicant when answering the questionnaire, these data will be used for the calculation of distances in the selection algorithm. Table 4 shows the data entered by 5 candidates for the position of administrator along with their numerical values.

Table 4

Source: Own elaboration.

After obtaining the data of both the knowledge, the applicant's entry data and the conversion of those data to quantitative values, the selection algorithm is executed. Next, the execution is done in 4 steps:

For the implementation of the prototypes of the selection system was developed with the PHP programming language together with the MySQL database manager, the Visual Code programming environment was used with the MVC software architecture (Model, view, controller). Among the functional requirements of the system, we have the registration of applicants, the registration and publication of jobs, the generation of personnel selection, and the generation of reports.

Fig. 1 shows the main system use cases that were established in the information collection phase, as well as the system actors and the iteration it will have with each use case.

Figure 1 Source: Own elaboration.

The following Fig. 2 shows the applicants selected by the selection algorithm, these candidates are shown after having made the questionnaire of the work to be applied in this way the most optimal candidates are selected.

Figure 2 Source: Own elaboration.

Fig. 3 shows the answers of the applicants with the percentage of their score, showing the most outstanding qualities of the applicants.

Figure 3 Source: Own elaboration

If the system is to be applied in a much larger area, it is recommended to increase the knowledge base considerably and condition the selection model so that it has an optimal functioning, infrastructure services must also be optimized and guaranteed.

The personnel selection system implemented with the selection algorithm has proven to be highly effective and efficient in the recruitment process. By using this algorithm, it was possible to significantly reduce the time required to review and evaluate resumes, as well as to conduct individual interviews. In addition, a substantial improvement in the quality of the selected candidates was observed, since the algorithm allowed to identify and prioritize the most relevant skills and competencies for each vacant position. This led to an increase in the success rate of hires, with highly qualified employees who better fit the requirements of the position and effectively contribute to the growth and development of the organization. In summary, the use of the selection algorithm in the personnel selection system has proven to be a valuable and powerful tool to optimize the hiring process and ensure the acquisition of suitable talent to achieve business objectives.