MatchRecruiter: Uma Plataforma Web para Recrutamento Baseado em Ajuste Complementar e Big Five
Resumo
Traditional hiring processes often evaluate candidates against an “ideal profile,” giving limited consideration to the behavioral composition of the team they will join. This paper presents MatchRecruiter, an open-source web-based recruitment platform centered on complementary fit. Team members complete a 20-scenario Situational Judgment Test (SJT), whose responses are mapped onto the Big Five personality factors and converted into 10 behavioral competencies through explicit linear loadings. Based on the resulting team profile, the platform identifies strengths and gaps, ranks candidates according to their potential to complement the team, and simulates how the team’s profile would change after a potential hire. Complementary fit combines gap coverage, team balance, and non-redundancy, while a separate supplementary fit index captures candidate similarity to the team. The platform was implemented using React, FastAPI, and PostgreSQL, and its fit engine was evaluated on 20,000 team–candidate pairs derived from human responses in the IPIP-FFM dataset. For all 500 sampled teams, the candidate with the highest complementary fit differed from the candidate with the highest supplementary fit. An exploratory sensitivity analysis showed that rankings remain stable under moderate changes to the component weights and to the relative gap band (mean Kendall’s 𝜏 between 0.86 and 0.98). These results support the feasibility of operationalizing complementary and supplementary fit as distinct criteria in team-oriented recruitment. Future work includes psychometric validation of the SJT and evaluation in real-world recruitment settings.
Palavras-chave:
recruitment, personnel selection, complementary fit, personteam fit, team composition, situational judgment test, Big Five, explainable ranking
Referências
Murray R Barrick and Michael K Mount. 1991. The big five personality dimensions and job performance: a meta-analysis. Personnel psychology 44, 1 (1991), 1–26.
Murray R Barrick, Michael K Mount, and Timothy A Judge. 2001. Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and assessment 9, 1-2 (2001), 9–30.
Suzanne T Bell. 2007. Deep-level composition variables as predictors of team performance: a meta-analysis. Journal of applied psychology 92, 3 (2007), 595–615.
Anna Brown and Alberto Maydeu-Olivares. 2012. Fitting a Thurstonian IRT model to forced-choice data using Mplus. Behavior research methods 44, 4 (2012), 1135–1147.
European Union. 2024. Regulation (EU) 2024/1689 laying down harmonised rules on artificial intelligence (Artificial Intelligence Act). Official Journal of the European Union, L series.
Lewis R Goldberg. 1992. The development of markers for the Big-Five factor structure. Psychological assessment 4, 1 (1992), 26–42.
Amy L Kristof-Brown, Ryan D Zimmerman, and Erin C Johnson. 2005. Consequences of individuals’ fit at work: A meta-analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel psychology 58, 2 (2005), 281–342.
Richard N Landers and Diana R Sanchez. 2022. Game-based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation. International Journal of Selection and Assessment 30, 1 (2022), 1–13.
Alexandra Martínez and Jesús F Salgado. 2021. A meta-analysis of the faking resistance of forced-choice personality inventories. Frontiers in Psychology 12 (2021), 732241.
Michael A McDaniel, Nathan S Hartman, Deborah L Whetzel, and W LEE GRUBB III. 2007. Situational judgment tests, response instructions, and validity: A meta-analysis. Personnel psychology 60, 1 (2007), 63–91.
Michael A McDaniel, Frederick P Morgeson, Elizabeth Bruhn Finnegan, Michael A Campion, and Eric P Braverman. 2001. Use of situational judgment tests to predict job performance: a clarification of the literature. Journal of Applied psychology 86, 4 (2001), 730–740.
Paul M Muchinsky and Carlyn J Monahan. 1987. What is person-environment congruence? Supplementary versus complementary models of fit. Journal of vocational behavior 31, 3 (1987), 268–277.
Open-Source Psychometrics Project. 2018. Answers to the IPIP Big-Five Factor Markers (IPIP-FFM-data-8Nov2018). Raw dataset, 1.015.342 respostas coletadas entre 2016 e 2018. [link] Acesso em: 6 ago. 2026.
David J Pittenger. 2005. Cautionary comments regarding the Myers-Briggs type indicator. Consulting Psychology Journal: Practice and Research 57, 3 (2005), 210–221.
Manish Raghavan, Solon Barocas, Jon Kleinberg, and Karen Levy. 2020. Mitigating bias in algorithmic hiring: Evaluating claims and practices. In Proceedings of the 2020 Conference on Fairness, Accountability, and Transparency (FAT* ’20). ACM, 469–481.
Lauren A Rivera. 2012. Hiring as cultural matching: The case of elite professional service firms. American sociological review 77, 6 (2012), 999–1022.
Paul R Sackett, Charlene Zhang, Christopher M Berry, and Filip Lievens. 2022. Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology 107, 11 (2022), 2040–2068.
Frank L Schmidt and John E Hunter. 1998. The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological bulletin 124, 2 (1998), 262–274.
Christopher J Soto and Oliver P John. 2017. The next Big Five Inventory (BFI-2): Developing and assessing a hierarchical model with 15 facets to enhance bandwidth, fidelity, and predictive power. Journal of Personality and Social Psychology 113, 1 (2017), 117–143.
Sherry M B Thatcher and Pankaj C Patel. 2011. Demographic faultlines: A meta-analysis of the literature. Journal of Applied Psychology 96, 6 (2011), 1119–1139.
Daan Van Knippenberg, Jeremy F Dawson, Michael A West, and Astrid C Homan. 2011. Diversity faultlines, shared objectives, and top management team performance. Human relations 64, 3 (2011), 307–336.
Murray R Barrick, Michael K Mount, and Timothy A Judge. 2001. Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and assessment 9, 1-2 (2001), 9–30.
Suzanne T Bell. 2007. Deep-level composition variables as predictors of team performance: a meta-analysis. Journal of applied psychology 92, 3 (2007), 595–615.
Anna Brown and Alberto Maydeu-Olivares. 2012. Fitting a Thurstonian IRT model to forced-choice data using Mplus. Behavior research methods 44, 4 (2012), 1135–1147.
European Union. 2024. Regulation (EU) 2024/1689 laying down harmonised rules on artificial intelligence (Artificial Intelligence Act). Official Journal of the European Union, L series.
Lewis R Goldberg. 1992. The development of markers for the Big-Five factor structure. Psychological assessment 4, 1 (1992), 26–42.
Amy L Kristof-Brown, Ryan D Zimmerman, and Erin C Johnson. 2005. Consequences of individuals’ fit at work: A meta-analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel psychology 58, 2 (2005), 281–342.
Richard N Landers and Diana R Sanchez. 2022. Game-based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation. International Journal of Selection and Assessment 30, 1 (2022), 1–13.
Alexandra Martínez and Jesús F Salgado. 2021. A meta-analysis of the faking resistance of forced-choice personality inventories. Frontiers in Psychology 12 (2021), 732241.
Michael A McDaniel, Nathan S Hartman, Deborah L Whetzel, and W LEE GRUBB III. 2007. Situational judgment tests, response instructions, and validity: A meta-analysis. Personnel psychology 60, 1 (2007), 63–91.
Michael A McDaniel, Frederick P Morgeson, Elizabeth Bruhn Finnegan, Michael A Campion, and Eric P Braverman. 2001. Use of situational judgment tests to predict job performance: a clarification of the literature. Journal of Applied psychology 86, 4 (2001), 730–740.
Paul M Muchinsky and Carlyn J Monahan. 1987. What is person-environment congruence? Supplementary versus complementary models of fit. Journal of vocational behavior 31, 3 (1987), 268–277.
Open-Source Psychometrics Project. 2018. Answers to the IPIP Big-Five Factor Markers (IPIP-FFM-data-8Nov2018). Raw dataset, 1.015.342 respostas coletadas entre 2016 e 2018. [link] Acesso em: 6 ago. 2026.
David J Pittenger. 2005. Cautionary comments regarding the Myers-Briggs type indicator. Consulting Psychology Journal: Practice and Research 57, 3 (2005), 210–221.
Manish Raghavan, Solon Barocas, Jon Kleinberg, and Karen Levy. 2020. Mitigating bias in algorithmic hiring: Evaluating claims and practices. In Proceedings of the 2020 Conference on Fairness, Accountability, and Transparency (FAT* ’20). ACM, 469–481.
Lauren A Rivera. 2012. Hiring as cultural matching: The case of elite professional service firms. American sociological review 77, 6 (2012), 999–1022.
Paul R Sackett, Charlene Zhang, Christopher M Berry, and Filip Lievens. 2022. Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology 107, 11 (2022), 2040–2068.
Frank L Schmidt and John E Hunter. 1998. The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological bulletin 124, 2 (1998), 262–274.
Christopher J Soto and Oliver P John. 2017. The next Big Five Inventory (BFI-2): Developing and assessing a hierarchical model with 15 facets to enhance bandwidth, fidelity, and predictive power. Journal of Personality and Social Psychology 113, 1 (2017), 117–143.
Sherry M B Thatcher and Pankaj C Patel. 2011. Demographic faultlines: A meta-analysis of the literature. Journal of Applied Psychology 96, 6 (2011), 1119–1139.
Daan Van Knippenberg, Jeremy F Dawson, Michael A West, and Astrid C Homan. 2011. Diversity faultlines, shared objectives, and top management team performance. Human relations 64, 3 (2011), 307–336.
Publicado
27/10/2026
Como Citar
XAVIER, Thomaz; VASCONCELOS, Vitor; MARCOS, Kelvison; BARBOSA, Kauan; ALBUQUERQUE, Luís; URQUIZA, Murilo.
MatchRecruiter: Uma Plataforma Web para Recrutamento Baseado em Ajuste Complementar e Big Five. In: WORKSHOP DE FERRAMENTAS E APLICAÇÕES - SIMPÓSIO BRASILEIRO DE SISTEMAS MULTIMÍDIA E WEB (WEBMEDIA), 32. , 2026, Lavras/MG.
Anais [...].
Porto Alegre: Sociedade Brasileira de Computação,
2026
.
p. 142-145.
ISSN 2596-1683.
DOI: https://doi.org/10.5753/webmedia_estendido.2026.34668.
