CN114997829A - Recruitment service system and method - Google Patents
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Abstract
The invention relates to the technical field of digital data processing, in particular to a recruitment service system and a method, wherein the system comprises: the demand acquisition module is used for acquiring the working content of the enterprise recruitment position; the screening module is used for screening preset job seekers according to the work content to generate analysis targets and calling job hunting information preset by the analysis targets; the analysis module is used for analyzing and generating recruitment conditions according to the called job hunting information; the adjustment module is used for acquiring the condition adjustment information and modifying the recruitment condition according to the condition adjustment information; and the releasing module is used for releasing the modified recruitment condition. By adopting the scheme, the technical problems that in the prior art, proper employees cannot be recruited for enterprises, and proper posts cannot be provided for job seekers can be solved.
Description
Technical Field
The invention relates to the technical field of digital data processing, in particular to a recruitment service system and a method.
Background
In the recruitment and application process, the enterprise can upload the recruitment condition on the recruitment platform, and the job seeker can judge whether the recruitment condition is met according to personal conditions, so that resume delivery is carried out on the enterprise meeting the recruitment condition. In order to find the job as soon as possible, the job seeker delivers resume to multiple enterprises at the same time, so that the situation that interview offers of multiple enterprises are received at the same time may occur, the interview time conflicts, the job seeker needs to select one enterprise to conduct interview, the job seeker does not know the situation of each enterprise, and relatively better enterprise interview opportunities may be missed when the job seeker selects the interview enterprises. Meanwhile, when an enterprise recruits, the recruitment conditions are quite the same and different, so that a job seeker can only judge whether the job seeker is suitable for a corresponding post according to personal understanding when facing the recruitment post, and therefore the prior art cannot recruit a suitable employee for the enterprise and cannot provide a suitable post for the job seeker.
Disclosure of Invention
One of the purposes of the invention is to provide a recruitment service system to solve the technical problem that in the prior art, proper employees cannot be recruited for an enterprise, and proper posts cannot be provided for job seekers.
The invention provides a basic scheme I: a recruitment service system comprising:
the demand acquisition module is used for acquiring the working content of the enterprise recruitment position;
the screening module is used for screening preset job seekers according to the working contents to generate analysis targets and calling job hunting information preset by the analysis targets;
and the analysis module is used for analyzing and generating recruitment conditions according to the called job hunting information.
The beneficial effects of the first basic scheme are as follows:
the requirement acquisition module is arranged to acquire the work content of the enterprise recruitment post and know which work needs to be completed by the recruitment post, such as text editing, drawing, client communication and the like. And the screening module is arranged for screening job seekers in the recruitment platform according to the work content, for example, the work content matches the corresponding work experience to find the corresponding job seekers, namely, the job seekers of the work experience related to the work content are found to serve as analysis targets. And the analysis module is arranged for analyzing the job hunting information of the screened job hunters so as to obtain the capacity required by the job corresponding to the post according to the work content, namely, the recruitment condition is generated.
By adopting the scheme, the recruitment conditions corresponding to the posts are analyzed through the work content in a reverse mode, compared with the prior art that enterprises draw up the recruitment conditions by themselves, the workload of the enterprises in recruitment research is reduced, the matching degree of the recruitment conditions and the current human resource market environment is improved by combining the capability condition of current online job seekers, the recruitment conditions suitable for the current human resource market are dynamically adjusted, and the enterprise can accurately recruit suitable employees and accurately match suitable posts for the job seekers.
Further, still include:
the adjustment module is used for acquiring the condition adjustment information and modifying the recruitment condition according to the condition adjustment information;
and the releasing module is used for releasing the modified recruitment condition.
Has the advantages that: and the setting of the adjustment module acquires the recruitment conditions uploaded after the recruitment conditions are checked by the enterprise, and adjusts the recruitment conditions through the condition adjustment information, so that the recruitment conditions are more in line with the requirements of the enterprise, and more suitable personnel pushing is provided for the enterprise. And the arrangement of the publishing module realizes the recruitment of the personnel of the enterprise by publishing the recruitment condition.
Further, still include:
the adjustment analysis module is used for comparing the recruitment conditions before and after modification to generate a modification direction;
the competence analysis module is used for acquiring job hunting information of interviewers and performing competence analysis according to the job hunting information to generate competence evaluation information;
and the pushing module is used for sequencing the interviewer according to the modification direction and the capability evaluation information to generate an interview sequence.
Has the beneficial effects that: and adjusting the setting of the analysis module, and obtaining the modification direction of the enterprise on the recruitment condition by comparing the recruitment conditions before and after modification. And the setting of the ability analysis module is used for evaluating the ability of the job hunting information of the interviewee so as to know the ability of the interviewee. The push module is arranged, and the interview sequence of the interviewer is evaluated and controlled by combining the modification direction of the enterprise and the capability of the interviewer, so that the interviewer more suitable for the current situation of the enterprise can be quickly pushed for the enterprise.
Further, modifying the direction comprises down-regulation, and the capability evaluation information comprises stability evaluation;
and the pushing module is used for sequencing the interviewer according to the stability evaluation from low to high to generate an interview sequence when the modification direction is downward adjustment.
Has the advantages that: the modification direction is downward adjustment, the recruitment condition is reduced on behalf of the enterprise, the enterprise is very likely to need to recruit a large number of employees in a short time, and at the moment, the ordering is carried out according to the stability evaluation of the interviewer. The lower the stability evaluation is, the lower the work stability of the staff is, the shorter the working time is, unstable interviewer is preferentially pushed for enterprises recruiting a large number of staff in a short time, a large number of staff required by the enterprises are rapidly supplemented, the problem of staff quitting can be avoided in the follow-up process, and meanwhile, short-term salary guarantee can be provided for the unstable interviewer.
Further, the job hunting information comprises a work experience, and the ability analysis module comprises:
and the job leaving analysis submodule is used for generating average on-duty time according to the working experience and generating stability evaluation according to the average on-duty time.
Has the advantages that: the setting of the leave-time analysis submodule analyzes the average on-time according to the working experience of the interviewer, so that the stability of the interviewer is judged, the stability evaluation of the interviewer is realized, and the interview sequence adjustment is convenient to follow-up.
The second purpose of the invention is to provide a recruitment service method.
The invention provides a second basic scheme: a recruitment service method comprising the following:
acquiring the work content of the enterprise recruitment position;
screening preset job seekers according to the work content to generate an analysis target, and calling job hunting information preset by the analysis target;
and analyzing and generating recruitment conditions according to the called job hunting information.
The second basic scheme has the beneficial effects that:
and acquiring the work content of the enterprise recruitment post, and knowing which works the recruitment post needs to complete, such as text editing, drawing, client communication and the like. And screening job seekers in the recruitment platform according to the work content, for example, finding corresponding job seekers according to the work experience corresponding to the matching of the work content, namely finding the job seekers of the work experience related to the work content as an analysis target. And analyzing the job hunting information of the screened job hunters so as to obtain the capacity required by the posts corresponding to the work content, namely generating recruitment conditions.
By adopting the scheme, the recruitment condition corresponding to the post is obtained through the reverse analysis of the work content, compared with the prior art that an enterprise self-draws the recruitment condition, the workload of the enterprise in recruitment and research is reduced, the matching degree of the recruitment condition and the current human resource market environment is improved by combining the capability condition of the current on-line job seeker, the recruitment condition suitable for the current human resource market is dynamically adjusted, and the enterprise can accurately recruit proper staff and can accurately match proper posts for the job seeker.
Further, the following contents are included:
acquiring condition adjustment information, and modifying the recruitment condition according to the condition adjustment information;
and releasing the modified recruitment condition.
Has the advantages that: the recruitment condition is uploaded after the recruitment condition is checked by the enterprise, and the recruitment condition is adjusted through the condition adjustment information, so that the recruitment condition is more in line with the self requirement of the enterprise, and more suitable personnel pushing is provided for the enterprise.
Further, the following contents are included:
comparing the recruitment conditions before and after modification to generate a modification direction;
acquiring job hunting information of interviewers, and performing capability analysis according to the job hunting information to generate capability evaluation information;
and sequencing the interviewer according to the modification direction and the ability evaluation information to generate an interview sequence.
Has the advantages that: and obtaining the modification direction of the enterprise on the recruitment condition by comparing the recruitment conditions before and after modification. And evaluating the competence of the job hunting information of the interviewee so as to obtain the competence of the interviewee. And the interview sequence of the interviewer is controlled by combining the modification direction of the enterprise and the capability evaluation of the interviewer, so that the interviewer more suitable for the current situation of the enterprise is quickly pushed for the enterprise.
Further, modifying the direction comprises down-regulating, and the capability evaluation information comprises stability evaluation; sequencing the interviewer according to the modification direction and the ability evaluation information to generate an interview sequence, which comprises the following contents:
and when the modification direction is downward adjustment, sequencing the interviewer according to the stability evaluation from low to high to generate an interview sequence.
Has the beneficial effects that: the modification direction is downward adjustment, the recruitment condition is reduced on behalf of the enterprise, the enterprise is very likely to need to recruit a large number of employees in a short time, and at the moment, the ordering is carried out according to the stability evaluation of the interviewer. The lower the stability evaluation is, the lower the work stability of the staff is, the shorter the working time is, unstable interviewer is preferentially pushed for enterprises recruiting a large number of staff in a short time, a large number of staff required by the enterprises are rapidly supplemented, the problem of staff quitting can be avoided in the follow-up process, and meanwhile, short-term salary guarantee can be provided for the unstable interviewer.
Further, the job hunting information comprises a work experience, and capability analysis is performed according to the job hunting information to generate capability evaluation information, which comprises the following contents:
and generating an average working duration according to the working experience, and generating a stability evaluation according to the average working duration.
Has the advantages that: and analyzing the average working duration according to the working experience of the interviewer so as to judge the stability of the interviewer, realize the stability evaluation of the interviewer and facilitate the subsequent adjustment of the interview sequence.
Drawings
Fig. 1 is a logic block diagram of a recruitment service system according to a first embodiment of the invention.
Detailed Description
The following is further detailed by way of specific embodiments:
example one
A recruitment service system, as shown in fig. 1, comprising:
and the demand acquisition module is used for acquiring the working content of the enterprise recruitment position. When the enterprise needs to recruit, the enterprise uploads matters needing to be processed for the recruitment post, such as customer reception, character editing, drawing and the like.
And the screening module is used for screening preset job seekers according to the working contents to generate analysis targets and calling preset job hunting information of the analysis targets. Specifically, the preset job seekers are all the personnel delivering resume on the recruitment platform, job hunting information of all the job seekers is prestored in the system, and the job hunting information comprises names, sexes, identity card numbers, birth dates, ages, academic calendars, work experiences, personal advantages, honor awards and the like. The screening module is used for extracting a plurality of keywords according to the work content, matching the keywords with job hunting information of each job seeker to generate matching values, and in the embodiment, matching the keywords with the work experience to generate the matching values. The screening module is further used for screening out the corresponding job seeker as an analysis target and calling job hunting information of the analysis target when the matching value is larger than a preset matching threshold.
And the analysis module is used for analyzing and generating recruitment conditions according to the called job hunting information. Specifically, in this embodiment, the personal advantage in the job hunting information is called, and the analysis module is configured to call the personal advantage of the analysis target, perform cluster analysis on the personal advantage, and generate the recruitment condition. For example, more than eighty percent of individual advantages in the analysis target include being good at SOLIDWORKS mapping, the recruitment condition generated includes being good at SOLIDWORKS mapping.
The adjustment module is used for acquiring the condition adjustment information and modifying the recruitment condition according to the condition adjustment information; and the releasing module is used for releasing the modified recruitment condition. Specifically, after the recruitment condition is checked by the enterprise, if the recruitment condition is not adjusted, the recruitment condition can be directly issued, and when the recruitment condition needs to be adjusted, the enterprise uploads condition adjustment information. The adjusting module is used for acquiring the condition adjusting information and modifying the recruitment condition according to the condition adjusting information, for example, adjusting the work experience to be no work experience or more than three years. And the release module is used for releasing the recruitment condition or the modified recruitment condition after acquiring the release signal uploaded by the enterprise. And when the enterprise is not adjusted, directly uploading the release signal to release the recruitment condition, and when the adjustment is needed, uploading the modified recruitment condition of the release signal by the adjusted enterprise.
And the adjustment analysis module is used for comparing the recruitment conditions before and after modification to generate a modification direction, and the modification direction comprises downward adjustment, upward feeding and supplement. The down-regulation is to reduce recruitment conditions, the up-regulation is to improve recruitment conditions, and the supplement is to supplement other conditions, for example, the work experience requires more than two years, the work experience is adjusted to more than three years, the up-regulation is performed, and the work experience is adjusted to be no work experience, and the down-regulation is performed.
And the ability analysis module is used for acquiring job hunting information of the interviewer and carrying out ability analysis according to the job hunting information to generate ability evaluation information. The recruitment condition comprises a salary condition, and the capability evaluation information comprises stability evaluation. Specifically, after the recruitment condition is released, the job seeker can send out an interview intention to the enterprise for interviewing. The ability analysis module comprises:
and the leave-job analysis submodule is used for calling the working experience of the interviewer, generating the average on-job time according to the working experience and generating the stability evaluation according to the average on-job time.
The salary evaluation sub-module is used for calling job hunting information of interviewers and carrying out capability analysis on the job hunting information to generate capability salaries; and the system is also used for acquiring salary conditions, generating a matching degree according to the capability salary and the salary conditions, and updating the stability evaluation according to the matching degree. In this embodiment, the higher the matching degree is, the higher the updated stability evaluation is, the stability evaluation is a score, and the higher the score is, the more stable the representative work is, and the lower the possibility of the corresponding person for leaving the job is. The job hunting information can be analyzed through the third-party capability evaluation platform; the capability evaluation model of the recruitment platform can be established, and job hunting information is analyzed through the capability evaluation model; the job hunting information can also be displayed, and the ability salary is uploaded after artificial evaluation, in the embodiment, the salary evaluation sub-module presets the ability evaluation model, and obtains the ability salary output by the ability evaluation model according to the job hunting information.
And the pushing module is used for sequencing the interviewer according to the modification direction and the capability evaluation information to generate an interview sequence. Specifically, the pushing module is configured to determine whether the modification direction is downward adjustment, and when the modification direction is downward adjustment, sort the interviewees from low to high according to the stability evaluation to generate an interview sequence, otherwise, sort the interviewees from high to low according to the stability evaluation to generate the interview sequence.
A recruitment service method uses the recruitment service system and comprises the following contents:
recruitment analysis step: acquiring the work content of the enterprise recruitment position; screening preset job seekers according to the work content to generate an analysis target, and calling job hunting information preset by the analysis target; and analyzing and generating recruitment conditions according to the called job hunting information.
Recruitment adjustment step: acquiring condition adjustment information, and modifying the recruitment condition according to the condition adjustment information; and releasing the modified recruitment condition.
Adjusting and analyzing: and comparing the recruitment conditions before and after modification to generate a modification direction. Modifying the direction includes down-regulation, winding and replenishment. The down-regulation is to reduce recruitment conditions, the up-regulation is to improve recruitment conditions, and the supplement is to supplement other conditions, for example, the work experience requires more than two years, the work experience is adjusted to more than three years, the up-regulation is performed, and the work experience is adjusted to be no work experience, and the down-regulation is performed.
And (3) capability evaluation step: acquiring job hunting information of interviewers, and performing capability analysis according to the job hunting information to generate capability evaluation information. The recruitment condition comprises a salary condition, and the capability evaluation information comprises stability evaluation.
A pushing step: and sequencing the interviewer according to the modification direction and the ability evaluation information to generate an interview sequence.
The recruitment analysis step specifically comprises the following steps:
the method comprises the steps of obtaining the work content of the recruitment position of the enterprise, and uploading the matters needing to be processed by the recruitment position when the enterprise needs to recruit, such as customer reception, character editing, drawing and the like.
The job seekers are preset to be all the personnel delivering resumes on the recruitment platform, job information of all the job seekers is prestored in the system, and the job information comprises names, sexes, identity numbers, birth dates, ages, academic calendars, work experiences, personal advantages, honor awards and the like.
A plurality of keywords are extracted according to the work content, matching is performed according to the keywords and job hunting information of each job seeker to generate a matching value, and in the embodiment, matching is performed according to the keywords and the work experience to generate the matching value.
And when the matching value is greater than a preset matching threshold value, screening out the corresponding job seeker as an analysis target, and calling job hunting information of the analysis target.
And calling the personal advantages of the analysis target, carrying out clustering analysis on the personal advantages and generating a recruitment condition. For example, more than eighty percent of the individuals in the analysis target may be better at SOLIDWORKS charts, and the recruitment condition generated may include better at SOLIDWORKS charts.
The recruitment adjustment step specifically comprises the following steps:
and acquiring condition adjustment information, directly issuing the recruitment condition if no adjustment is performed after the enterprise checks the recruitment condition, and uploading the condition adjustment information when the adjustment is required.
And modifying the recruitment condition according to the condition adjustment information, for example, adjusting the working experience to be no working experience or more than three years.
And after the release signal uploaded by the enterprise is obtained, releasing the recruitment condition or the modified recruitment condition. And when the enterprise is not adjusted, directly uploading the release signal to release the recruitment condition, and when the adjustment is needed, uploading the modified recruitment condition of the release signal by the adjusted enterprise.
After the recruitment condition is released, the job seeker can send out an interview intention to the enterprise for interviewing.
The capacity evaluation step specifically comprises the following steps:
and calling the working experience of the interviewer, generating the average working duration according to the working experience, and generating the stability evaluation according to the average working duration.
Calling job hunting information of interviewers, and performing capability analysis on the job hunting information to generate capability salaries; acquiring salary conditions, generating matching degrees according to the ability salary and the salary conditions, and updating the stability evaluation according to the matching degrees. In this embodiment, the higher the matching degree is, the higher the updated stability evaluation is, the stability evaluation is a score, and the higher the score is, the more stable the representative work is, and the lower the possibility of the corresponding person for leaving the job is. The job hunting information can be analyzed through the third-party capability evaluation platform; the capability evaluation model of the recruitment platform can be established, and job hunting information is analyzed through the capability evaluation model; the job hunting information can also be displayed, and the ability salary is uploaded after artificial evaluation.
The pushing step specifically comprises the following steps:
and judging whether the modification direction is downward adjustment, when the modification direction is downward adjustment, sequencing the interviewees from low to high according to the stability evaluation to generate an interview sequence, otherwise sequencing the interviewees from high to low according to the stability evaluation to generate the interview sequence.
Example two
The difference between the present embodiment and the first embodiment is: the enterprise and the recruitment platform cooperate without browsing and screening positions of job seekers, and the recruitment platform automatically matches the enterprise and the personnel.
The recruitment service system further comprises a matching module, a judging module and a calculating module.
The ability analysis module is also used for calling the job hunting information of all job hunters and carrying out ability analysis according to the job hunting information to generate ability evaluation information. Specifically, the capability analysis module further includes:
the ability evaluation submodule is used for calling job hunting information of all job hunters, carrying out ability analysis according to the job hunting information to generate ability evaluation information, wherein the ability evaluation information comprises scores and/or comments, in the embodiment, the ability evaluation information is a score, and the higher the score is, the higher the representative ability evaluation information is, the higher the ability of corresponding personnel is.
The recruitment conditions also comprise the number of recruiters and the position requirements, wherein the position requirements comprise sex, age, academic history, work experience and the like.
The matching module is used for matching according to the job requirements and job hunting information, and when matching items exist, job hunters corresponding to the job hunting information are screened as target personnel. For example, if the job requirement is the subject of the study and has more than two years of work experience, then the job seeker is screened as the target person if the subject of the job seeker is the subject or higher than the subject and has more than two years of work experience.
The screening module is further used for calling the corresponding ability evaluation information of the target person, sequencing the target person in sequence from low to high according to the ability evaluation information, and screening the corresponding number of target persons as interviewers from the called ability evaluation information from low to high according to the recruiter number. The pushing module is used for sequencing the interviewer according to the modification direction and the ability evaluation information to generate an interview sequence.
The demand acquisition module is also used for acquiring the passing number after pushing the interviewer. The judgment module is used for judging whether the number of passing persons is less than the number of recruiting persons, when the number of passing persons is not less than the number of recruiting persons, the number of passing persons is equal to the number of recruiting persons, at the moment, the enterprise is full of sufficient persons, and the recruitment push of the enterprise is finished. When the number of passing persons is less than the number of recruiting persons, the representative part of the panel testers do not pass the enterprise panel test, and at the moment, the pushing needs to be carried out on the enterprise again. The calculation module is used for calculating and generating the number of secondary pushing persons according to the number of passing persons and the number of recruiting persons when the number of passing persons is smaller than the number of recruiting persons, the screening module is further used for calling the capacity evaluation information corresponding to the non-interviewing persons in the target persons when the number of passing persons is smaller than the number of recruiting persons, sequencing the non-interviewing persons in the target persons in sequence from low to high according to the capacity evaluation information, and screening the target persons of the corresponding number from the called capacity evaluation information according to the number of secondary pushing persons from low to high to update the interviewing persons.
In other embodiments, the screening module is configured to, when the number of passing persons is smaller than the number of recruiting persons, call capability evaluation information corresponding to non-interviewing persons in the target persons, call capability evaluation information corresponding to the number of passing persons, perform matching according to the capability evaluation information corresponding to the number of passing persons and the capability evaluation information corresponding to the non-recruiting persons, generate a matching degree, sort the non-recruiting persons in the target persons from high to low according to the matching degree, and screen the corresponding number of target persons from high to low according to the secondary number of pushed persons to update the interviewing persons.
The pushing module is further used for sequencing the updated interviewer according to the modification direction and the capability evaluation information to generate an interview sequence, and the updated interviewer is a target person of secondary application.
A recruitment service method uses the recruitment service system, and the capability evaluation step further comprises the following steps: and calling job hunting information of all job hunters, and performing capability analysis according to the job hunting information to generate capability evaluation information. The method also comprises the following steps:
a requirement screening step: and screening the job hunting information according to the recruitment condition to generate a target person. The recruitment conditions also comprise the number of recruiters and the position requirements, wherein the position requirements comprise sex, age, academic history, work experience and the like.
A personnel screening step: and calling the corresponding capability evaluation information according to the target person, and screening the called capability evaluation information from low to high according to the recruitment condition to generate the interviewer. And when the interviewees are screened and generated, screening a corresponding number of interviewees according to the recruiters. And sequencing the interviewer according to the modification direction and the ability evaluation information to generate an interview sequence.
And (3) supplementary screening: after the interviewer finishes interviewing, acquiring the number of passing people; and when the number of passing persons is less than the number of recruiting persons, calling the capability evaluation information corresponding to non-interviewers in the target persons, screening and updating the interviewers according to the number of recruiting persons and the number of passing persons from low to high, and sequencing the updated interviewers.
The capability evaluation step specifically comprises the following steps:
the job hunting information of all job hunters is called, capacity analysis is carried out according to the job hunting information to generate capacity evaluation information, the capacity evaluation information comprises scores and/or comments, in the embodiment, the capacity evaluation information is scores, and the higher the scores are, the higher the representative capacity evaluation information is, the higher the capacity of corresponding personnel is.
The requirement screening step specifically comprises the following steps:
and matching according to the job demands and job hunting information, and screening job hunters corresponding to the job hunting information as target personnel when matching items exist. For example, if the job requirement is the subject of the study and has more than two years of work experience, then the job seeker is screened as the target person if the subject of the job seeker is the subject or higher than the subject and has more than two years of work experience.
The supplementary screening step specifically comprises the following steps:
and after the interviewer finishes interviewing, acquiring the passing number of people.
And judging whether the passing number is less than the recruiting number, and when the passing number is not less than the recruiting number, the passing number is equal to the recruiting number, and at the moment, the enterprise is full of sufficient personnel, and ending the recruitment push of the enterprise. When the passing number is smaller than the recruiting number, part of the testers do not pass the enterprise interview, and at the moment, the enterprise needs to be pushed again.
When the number of passing persons is smaller than the number of recruiting persons, calculating to generate a secondary number of pushing persons according to the number of passing persons and the number of recruiting persons, calling capability evaluation information corresponding to non-interviewer persons in the target persons, sequencing the non-interviewer persons in the target persons from low to high according to the capability evaluation information, and screening the target persons with the corresponding number from the called capability evaluation information according to the secondary number of pushing persons from low to high to update the interviewer. In other embodiments, when the number of passing persons is less than the number of recruiting persons, the capacity evaluation information corresponding to the non-interviewing persons in the target persons is called, the non-interviewing persons in the target persons are sequentially sorted from low to high according to the capacity evaluation information, and the target persons of the corresponding number are screened from the called capacity evaluation information from low to high according to the number of secondary pushing persons to update the interviewing persons.
And sequencing the updated interviewers according to the modification direction and the capability evaluation information to generate an interview sequence, wherein the updated interviewers are target persons for secondary application.
By adopting the scheme, the personnel with low ability in job seeker can be preferentially screened, and the interviewer can be generated to conduct interview. Compared with the prior art, the method has the advantages that the method avoids overhigh expectation due to the fact that interviewers have high interview capability in advance, so that interviews of subsequent interviewers are influenced, and further, rapid recruitment of enterprise personnel is difficult to achieve.
By adopting the scheme, interviewers meeting enterprise recruitment conditions can be pushed for more enterprises, and sufficient human resource pushing of the enterprises is guaranteed; meanwhile, for job seekers with weak capacity, the system can have more interview opportunities, and the probability of finding suitable work is improved; and enterprises can quickly recruit a large number of people meeting the requirements, so that the utilization of human resources is maximized.
And when part of personnel fail to pass the enterprise interview, screening and updating the interview personnel again according to the low-to-high capability, and pushing the enterprise to perform secondary interview. Sufficient manpower resource pushing is provided for the enterprise, meanwhile, the capability of the interviewee pushed again is higher than that of the interviewee pushed for the first time, and the dissatisfaction of the enterprise on the fact that the interviewee cannot be recruited to sufficient personnel for the first time can also be reduced.
EXAMPLE III
The present embodiment is different from the second embodiment in that: in the embodiment, when the target number of people is less than the recruiting number of people, the high-energy people not meeting the recruiting condition are broken and pushed.
A calculation module is further used for counting the target number of the target personnel after the target personnel are generated. The judging module is further used for judging whether the target number of people is less than the number of recruiting people, when the target number of people is not less than the number of recruiting people, the target people meet the recruiting conditions of the enterprise, screening and pushing interviewees are carried out according to the technical scheme described in the second embodiment, when the target number of people is less than the number of recruiting people, the number of people representing the target people is small, the recruiting conditions of the enterprise cannot be met, and the target people need to be supplemented. The calculation module is also used for calculating the number of the replacement persons according to the number of the recruiting persons and the number of the target persons when the number of the target persons is smaller than the number of the recruiting persons. The screening module is further used for calling the capacity evaluation information corresponding to the non-target persons in the job seekers when the target number of persons is smaller than the recruiting number of persons, sequencing the non-target persons in sequence from high to low according to the capacity evaluation information, and screening the non-target persons with the corresponding number from the called capacity evaluation information from high to low according to the number of the replacement persons to serve as the replacement persons. The pushing module is also used for sequencing the interview personnel and the replacement personnel together according to the modification direction and the capability evaluation information to generate an interview sequence.
A recruitment service method uses the recruitment service system. After the personnel information is screened according to the recruitment condition to generate the target personnel, namely after the requirement screening step, the method also comprises the following steps:
a step of grid breaking and screening: and counting the target number of the target persons, calling the capability evaluation information corresponding to the non-target persons in the job seekers when the target number is less than the recruiting number, and screening the called capability evaluation information according to the recruiting number and the target number from high to low to generate the replacement persons.
And in the personnel screening step, the interview personnel and the replacement personnel are ranked together according to the modification direction and the capability evaluation information to generate an interview order.
The step of grid breaking and screening specifically comprises the following steps:
and after the target persons are generated, counting the target persons of the target persons, and judging whether the target persons are less than the recruiting persons. And when the target number of people is not less than the recruiting number of people, the target number of people represents that the target number of people meets the recruiting condition of the enterprise, screening and pushing the interviewer according to the technical scheme described in the second embodiment, and when the target number of people is less than the recruiting number of people, the number of people representing the target number of people is less, the recruiting condition of the enterprise cannot be met, and the target number of people needs to be supplemented. And when the target number of people is not less than the recruiting number of people, executing a personnel screening step. When the target number of people is less than the recruiting number of people, the number of the replacement people is calculated according to the recruiting number of people and the target number of people, the capacity evaluation information corresponding to the non-target people in the job seeker is called, the non-target people are sequentially sorted from high to low according to the capacity evaluation information, and the non-target people with the corresponding number are screened from the called capacity evaluation information from high to low according to the number of the replacement people to serve as the replacement people.
Due to special positions or over-high requirements of some enterprises, severe conditions may exist in the recruitment conditions, and the number of the screened target persons is less than that of the recruiters. In this case, the broken lattice screens non-target persons among the job seekers, and the job seekers with high screening capability are selected as replacement persons according to the capability evaluation information, and the number of recruiting persons is replenished by the replacement persons. Compared with the prior art, only the interviewer who needs to meet the recruitment condition is pushed, by adopting the scheme, the interviewer who needs to meet the recruitment condition is pushed, meanwhile, the interviewer with excellent other capabilities is pushed, because the enterprise needs to know more about the required personnel, and during interviewing, whether the interviewer is suitable for corresponding work can be judged through communication with the personnel with stronger capabilities, so that excellent human resources are provided for the enterprise, and meanwhile, more development possibilities are provided for the job seeker with stronger capabilities.
The foregoing is merely an example of the present invention, and common general knowledge in the field of known specific structures and characteristics is not described herein in any greater extent than that known in the art at the filing date or prior to the priority date of the application, so that those skilled in the art can now appreciate that all of the above-described techniques in this field and have the ability to apply routine experimentation before this date can be combined with one or more of the present teachings to complete and implement the present invention, and that certain typical known structures or known methods do not pose any impediments to the implementation of the present invention by those skilled in the art. It should be noted that, for those skilled in the art, without departing from the structure of the present invention, several changes and modifications can be made, which should also be regarded as the protection scope of the present invention, and these will not affect the effect of the implementation of the present invention and the practicability of the patent. The scope of the claims of the present application shall be determined by the contents of the claims, and the description of the embodiments and the like in the specification shall be used to explain the contents of the claims.
Claims (10)
1. A recruitment service system comprising:
the demand acquisition module is used for acquiring the working content of the enterprise recruitment position;
the screening module is used for screening preset job seekers according to the working contents to generate analysis targets and calling job hunting information preset by the analysis targets;
and the analysis module is used for analyzing and generating recruitment conditions according to the called job hunting information.
2. The recruitment service system of claim 1 further comprising:
the adjustment module is used for acquiring the condition adjustment information and modifying the recruitment condition according to the condition adjustment information;
and the releasing module is used for releasing the modified recruitment condition.
3. The recruitment service system of claim 2 further comprising:
the adjustment analysis module is used for comparing the recruitment conditions before and after modification to generate a modification direction;
the competence analysis module is used for acquiring job hunting information of interviewers and performing competence analysis according to the job hunting information to generate competence evaluation information;
and the pushing module is used for sequencing the interviewer according to the modification direction and the capability evaluation information to generate an interview sequence.
4. The recruitment service system of claim 3 wherein: modifying the direction comprises down-regulation, and the capability evaluation information comprises stability evaluation;
and the pushing module is used for sequencing the interviewer according to the stability evaluation from low to high to generate an interview sequence when the modification direction is downward adjustment.
5. The recruitment service system of claim 4 wherein: the job hunting information comprises work experience, and the ability analysis module comprises:
and the job leaving analysis submodule is used for generating average on-duty time according to the working experience and generating stability evaluation according to the average on-duty time.
6. A recruitment service method, comprising:
acquiring the work content of the enterprise recruitment position;
screening preset job seekers according to the work content to generate an analysis target, and calling job hunting information preset by the analysis target;
and analyzing and generating recruitment conditions according to the called job hunting information.
7. The recruitment service method according to claim 6 further comprising the following steps:
acquiring condition adjustment information, and modifying the recruitment condition according to the condition adjustment information;
and releasing the modified recruitment condition.
8. The recruitment service method of claim 7 further comprising the following steps:
comparing the recruitment conditions before and after modification to generate a modification direction;
acquiring job hunting information of interviewers, and performing capability analysis according to the job hunting information to generate capability evaluation information;
and sequencing the interviewer according to the modification direction and the ability evaluation information to generate an interview sequence.
9. The recruitment service method of claim 8 wherein: modifying the direction comprises down-regulation, and the capability evaluation information comprises stability evaluation; sequencing the interviewer according to the modification direction and the ability evaluation information to generate an interview sequence, which comprises the following contents:
and when the modification direction is downward adjustment, sequencing the interviewees according to the stability evaluation from low to high to generate an interview order.
10. The recruitment service method of claim 9 wherein: the job hunting information comprises work experience, capacity analysis is carried out according to the job hunting information to generate capacity evaluation information, and the capacity evaluation information comprises the following contents:
and generating an average working duration according to the working experience, and generating a stability evaluation according to the average working duration.
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