JP2001250038A - Information mediation system - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide an information mediation system for enabling the job hunting side or job offering side to judge the outline of suitability with a wanted party without human aid. SOLUTION: Both a job hunting side member 202 and a job offering side enterprise 204 are connected through computers 203 and 205 or portable telephone set 208 to the internet 201 and by registering data thereon in a mediation server 206, a mechanical primary selection is performed by the mediation server 206. The job hunting side member 202 failed in this case can watch the home page of the desired enterprise 204 and can try an application again after required skills are prepared. The job hunting side member 202 successful in the primary selection can reach an interview when the problem of the desired enterprise 204 is solved. Both the members can evaluate mutual conditions, numerically express them and use them for selecting the destination of employment or talent to be adopted or can interactively perform negotiation as well.

Description

DETAILED DESCRIPTION OF THE INVENTION

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention relates to an information intermediary system for handling information for linking a person to a desired occupation or a desired company, such as an intermediary system for connecting a student who desires employment to a company to which he or she works. .

[0002]

2. Description of the Related Art Conventionally, students seeking employment have been looking for employment long before graduation. Such job hunting mainly follows the process of applying for a company, writing for joining a company, and interviewing. Recruiting activities on the part of the company begin with publication in newspapers and professional recruiting magazines, and the applicants who have applied for this are interviewed as described above to decide on recruitment.

[0003] However, in such employment and job recruiting activities, from the viewpoint of recruiters, a small percentage of students who have applied despite having many students nationwide must seek people who are suitable for the company. There is a problem. In addition, students seeking jobs need to visit the company together with many other students for a limited period of time, and in the case of a company with a high competitive rate, recruitment may be continued. Therefore, there is a problem that many student activities are often spent for job hunting and preparation.

[0004] Therefore, recently, students actively use electronic mail to approach the company. However, many students only send e-mails requesting company information to recruiting destinations, which may also be sent to various job seekers at once, which has a weak impression on companies . In addition, if each job seeker personally reports by e-mail, it is not only difficult for the company to respond to each of these, but also one-sided job seekers who have written the human resources desired by the company in the email. It is difficult to judge from simple sentences. For this reason, recently, a system that connects students and companies using the Internet and attempts to mediate them has appeared.

FIG. 28 shows such an information mediation system. This system disclosed in Japanese Patent Laid-Open No. Hei 10-232893 uses the Internet network 101. In the Internet network 101, a computer 103 of an individual member 102 as a job seeker, a computer 105 of a company 104 as a job seeker, and a mediation server 106
And are connected. The mediation server 106 includes (a) a personal member list 107 and a job search database 108 for the individual member 102, (b) a consultation reply record book 109 and an approach record book 110, and (c) a participating company list 1
11. The company information database 112 and the search condition storage 113 are connected.

Here, the personal member list 107 is the personal member 1
02, a list of IDs, passwords, names, addresses, and the like. The job search database 108 contains the individual member 102
Using the ID as a key, each individual's work experience and qualifications, language,
It is a collection of skills in each technical field as a relational database. Participating company list 111 includes IDs of participating companies,
It is a list of passwords, company outlines, contact information, e-mail addresses, and the like, and is accompanied by management data such as data expiration dates and latest browsing dates. The company information database 112 is a database in which job recruiting information such as recruiting occupations and employment conditions of each company is aggregated as a relational database using the IDs of participating companies as keys. Search condition storage 113
Is to store a search condition formula set when a participating company searches the personal information database, using the ID of the participating company as a key.

The consultation reply record book 109 is configured to record a set of a consultant ID, a consultation target company ID, and a consultation date when an individual member consults a participating company. When the company responds to that consultation,
The reply date and reply contents are additionally recorded in the dataset. The approach record book 110 records an approach company ID, an approach target individual ID, and an approach date as a set when a participating company approaches a certain individual member.

In the system shown in FIG. 28,
First, the personal member's computer 103 is connected to the Internet network 101 and the URL (unifor
m resource locators). When both are connected, the mediation server 106 sends the individual member's computer 10
3 and the so-called homepage is displayed. By clicking on certain items on this page,
Screen information for initial registration is sent from the mediation server 106 to the individual member 102. The initial registration screen is also composed of a large number of pages, starting with a guide screen explaining the system mechanism, and successively showing registration screens for inputting a wide variety of personal information by content.

The contents to be entered on the registration screen are as follows. Roster information that identifies individuals, such as name, address, incumbent, phone number, e-mail address, work experience,
It is roughly divided into job search information that is directly related to job search such as qualification, language, and skills in each technical field. The individual member 102 sorts the input information contents and makes a final confirmation on the screen.

[0010] When the entry operation is performed after the required items are entered in the registration screen, the screen information after the information entry is transferred to the mediation server 106.
Will be returned to the side. On the mediation server 106 side, the entries by the individual member 102 are extracted from the returned screen information, and the information is stored in a database (individual member list 10).
7 and the job search information database 108). At this time, an ID and a password are issued to the individual member 102 whose registration has been accepted, and the ID and password are notified to the individual member 102 on an ID / password notification screen.

On the other hand, a company that intends to participate in the system of the prior art applies to a company that operates the system. At this stage, the process is offline,
Fill in the required items on the prescribed application form and make a contract. At this time, the clerk operates the predetermined terminal computer to input the detailed information of the participating companies acquired at this time to the mediation server 106, and registers them separately in a participating company list and a company information database. Further, the ID and the password are issued to the participating companies 104.

The participating company 104 accesses the mediation server 106, obtains a homepage for the participating company, fills in the required information on the registration screen, and returns it to the mediation server 106. The mediation server 106 provides the participating company 104 with an ID
And a password, and the information sent from the participating company 104 is separately registered in the participating company list 111 and the company information database 112.

When the participating company 104 searches and browses the job search information database 108 in this system, the mediation server 106 is accessed from the computer 105 of the participating company using an ID and a password, and the job search information registered by the individual member 102 is registered. The contents of the database 108 are browsed. At this time, the name, address, current position, telephone number, and e-mail address listed in the personal member list 107 cannot be viewed. It is the ID that distinguishes individual members.

To perform a search, the user accesses the mediation server 106, obtains a homepage prepared for each participating company 104, and pulls out a search condition setting screen therefrom. The search condition setting screen will be drawn from here. On this screen, a search condition formula for searching for a desired person using various attributes such as job experience, qualification, language, and skills in each technical field is written on the screen and returned to the mediation server 106. The mediation server 106 extracts the relevant personal information from the job search information database 108 according to the search condition formula, fits it into a prescribed browsing screen, and enters the computer 105 of the participating company.
Send to

In the exchange between the participating company's computer 105 and the mediation server 106, if the participating company 104 desires, the search condition formula when searching the job application information database 108 is stored in the search condition storage 113 of the mediation server 106.
You can save it. Company I in search condition storage 113
A search condition formula is stored with D as a key, and when a search request of a personal information database is made from a computer 105 of a participating company, whether the search condition formula of the corresponding company ID is stored in this storage is determined. Is checked, and if it is stored, a search condition setting screen describing the search condition formula is sent to the computer 105 of the participating company. In response to this, the computer 105 of the participating company can save the trouble of inputting it again if the search is performed under the same condition as the stored condition.

Next, a case in which the participating company 104 approaches the individual member 102 using this system will be described. If the participating company 104 finds an interested human resource as a result of searching and browsing the job search information database 108, he or she fills the browsing screen with a mark for approach and asks them to mediate their intention. That is, the mediation server 106 receives the browsing screen with the approach request mark returned from the computer 105 of the participating company 104,
I of the individual member 102 marked with the company ID
D and the date of the day (approach date) are set and recorded in the approach record book 110. Also, the mediation server 106
Searches the approach record 110 periodically, for example, once a week, picks up the approaches that occurred during the week based on the approach date, and sends an e-mail to the approached individual member 102. Inform the participating company 104 that there was an approach.

Next, browsing and consulting of corporate information by an individual member will be described. On the computer 103 of the individual member,
For example, when a predetermined item on the home page for individual members is clicked, a participating company list screen combining the contents of the participating company list 111 of the mediation server 106 and the contents of the company information database 112 is sent to the individual member computer 103. By looking at the list of participating companies, an individual member can nominate a partner company who wants to see his / her registration information (consultation). Enter the consultation mark in the desired company column on the list screen. When the screen information with the consultation mark is returned from the individual member 102 to the mediation server 106, the machine of the mediation server 106 sets the ID of the consulted individual member 102.
Is set in the consultation reply record book 109 with the ID of the participating company 104 consulted and the date of the day.

Further, the mediation server 106 periodically searches the consultation reply record book 109, for example, once a week, picks up consultation cases that occurred during the week based on the consultation date, and provides the consulted company with a consultation. Send an email to
It informs that the individual member 102 has heard the consultation.

The processing of the consulted company will be described. Participating companies 10 notified by e-mail that they have been consulted
The person in charge No. 5 accesses the intermediary mediation server 106 machine and obtains a page dedicated to the company. If you select a specific item on this page, the individual member 1
02 is sent from the mediation server 106.
That is, the mediation server 106 selects a record of a specific company ID from the consultation reply record book 109, picks up information of the consultant ID in the consultation record from the job search database 108, creates a consultant list screen, and creates a consultant list screen. To the computer 105.

On the participant company 104 side, the consultant list screen can be viewed, and detailed information of the individual posted therein can be obtained and viewed. The person in charge of the company examines the registered information of the consultant, and writes a reply according to the degree of interest on the consultant list screen. In this embodiment, the reply is A,
B and C are determined, and the meaning of each is as follows. (A) I am very interested. I want to meet you. (B) I am interested. I want to meet you in some cases. (C) Not interested. No reply will be sent to the consultant. The person in charge of the company enters A, B, C in the reply column on the consultant list screen.
(If not, it is treated as C), and the completed screen is returned to the mediation server 106.

The mediation server 106 searches the consultation reply record book 109 periodically, for example, once a week, and finds a reply generated during the week and the reply content is A or B.
And send an e-mail to the consultant who received the reply from A or B, and notify that "the reply came from the company you consulted".

Next, the processing of the individual member 102 that has received the notification of the approach and the reply will be described. When an unspecified company approaches the individual member 102 or receives a reply from a company consulted by an individual, an e-mail is sent to the individual member 102 to be notified. Upon receiving this notification, the individual member 102 accesses the mediation server 106, first obtains the homepage shown in FIG. 2, and selects a predetermined item from the homepage. From the company, and the item "Message from such company" for the approach message from the unspecified company.

When one of these two items is clicked, the mediation server 106 displays a summary of the company that has returned (or approached) based on the contents of the consultation reply record book 109 (or approach record book 110). contact information,
Then, a message report screen in which the content of the reply is edited is created and sent to the individual member 102. The consultant will be notified of the reply if A or B has been completed by the company. In this case, you will be converted to a default message such as "Your skills and experience are very close to the image of the human resources we are looking for, and we would like to meet you. We are looking forward to hearing from you." Tell In the case of the approach from the company side, the message is converted into a similar default message and transmitted to the approach target person.

The individual member 102 can make corrections and additions to the personal information described in detail as the initial registration. In addition, it is also possible to specify a company that does not want to see its own information registered in the job search information database. In other words, a specific company can be refused to browse his / her information. The company ID for which the refusal of browsing is designated is stored in the job recruiting information database in association with the rejected personal ID.

[0025]

The problem to be solved by the present invention is disclosed in JP-A-10-23.
In the information intermediary system disclosed in Japanese Patent No. 2893, a job search database 10 for individual members 102 such as students
8, the participating company 104 as a recruiting company finds interested personnel on the web and contacts them using e-mail, and the individual member 102 does not exercise the veto right. It is not fundamentally different from the conventional selection method in that the company that screened job seekers on the part of the company.
The only advantage is that the use of the Internet allows both job seekers and job seekers to select from a wider range of subjects.

Such a sorting operation is instantaneous for students who have just approached graduation, for job seekers who are considering a job change in a short period of time, or for job seekers who want to select human resources from such job seekers. It is still a practical way to determine your encounter. However, if you give your own education or guidance to students or young generations whose life direction and personality are developing,
It is evident, without looking at athletes and musicians, that human resources that can be used in each society or company will grow. In addition, students seeking employment, such as students, should evaluate their current abilities and characteristics, hone their personality while looking at the reactions of multiple companies, and change their employment,
It is very important in finding a way to live or a career in life.

Recently, some attempts have been made to give students the opportunity to actively learn about the actual situation of the company from such a viewpoint. If a company seeks out really useful job seekers, there is no need to take steps to restructure employees who lack or lack the abilities or discriminate against those with the ability to pay. In addition, it is possible for students to search for a place of employment without thinking too much about their aptitude due to a trend in the world, and to prevent the occurrence of situations such as thinking of changing jobs or being advised to retire later. In the system shown in FIG. 28, it is quite possible that the company that the student side intentionally excluded from employment is actually the most suitable employment for that person.

In such a conventional information intermediary system, a company obtains information on a consultant and analyzes the detailed information by hand to determine whether to conduct an interview. Therefore, when there are many consultants, there is a problem that the burden on the company side for narrowing down job seekers becomes enormous. In addition, it is difficult for job seekers to accurately grasp the needs of each company, and there has been a problem that there is a high risk that they will be screened out during interviews or will be disappointed with their duties after employment.

Therefore, a first object of the present invention is to set up an environment in which a job seeker and a job seeker can make contact for a relatively long period of time, and to develop human resources that more satisfy the conditions required by the job seeker in the contact process. Another object of the present invention is to provide an information mediation system that enables the most suitable profession to be found in an interactive environment with society.

A second object of the present invention is to provide an information intermediary system in which a job seeker or a job seeker can determine the outline of the compatibility with each of the sought parties without relying on humans.

[0031]

According to the first aspect of the present invention, (a) information representing the current situation such as the current ability and possibility of oneself is used as primary selection personal information for primary selection for each job seeker. Job seeker primary selection information presenting means to be presented,
(B) Recruiting side primary selection information presenting means for presenting the primary selection requisition conditions to be provided for the primary selection required by the recruiting side, and (c) Job seeker presented by the job recruiting side primary selection information presenting means By comparing the primary selection personal information and the primary selection recruiting conditions presented by the recruiting side primary selection information presenting means, if there is a set that matches all the conditions, the job recruiting side and recruiting side constituting this set (D) When the primary selection result notification means notifies the recruiting side that there is a condition that matches the conditions, the task to be cleared for the job seeker The job requisition task presenting means for presenting the job and (e) the primary selection result notifying means notify the job recruiting side that there is a condition that matches the conditions, and when the task is further presented, the task is cleared. To and a job-side report indicating means for causing the fact reported by a point on the information mediation system.

That is, according to the first aspect of the present invention, information showing the current situation such as the current ability and possibility of each job seeker is presented as primary selection personal information, that is, information for mechanical selection. Also, the recruiting side is presented with primary selection recruiting conditions to be provided for the primary selection requested by the recruiting side. The primary selection result notifying means compares the primary selection personal information for each job seeker with the primary selection job recruiting conditions presented by the recruiting side primary selection information presenting means, and if there is a set that matches all the conditions, this set is used. The configured job seeker and job seeker are notified that the conditions are met. At this stage, the recruiters will be involved, and the job seekers will be presented with issues to be cleared. Then, when the job seeker clears this task, he or she will report that fact. Specifically, reports will be sent to job seekers for interviews, and reports for additional tests will be given. In this way, the primary selection is performed mechanically, so even if many applicants are concentrated on a specific company using the Internet, for example, the secondary selection can be done by tightening the requirements for the primary selection. The burden on time can be greatly reduced.

According to the second aspect of the present invention, in the information mediation system according to the first aspect, the primary selection result notifying means does not notify the job recruiting side and the job recruiting side that the conditions of the job recruiting side coincide with each other. The present invention is characterized by including a job-recruiting-side primary selection information re-presentation means for re-presenting the current state of the user's subsequent abilities and possibilities as primary selection personal information for the primary selection for each job seeker.

In other words, according to the second aspect of the present invention, even a job seeker who has missed the primary screening may match the conditions of the job seeker by improving the ability thereafter.
When the quality of the primary selection personal information was improved by subsequent efforts, it became possible to present the primary selection personal information again. Thus, for example, if a job seeker such as a student becomes a member of the information mediation system at the time of growing himself, his / her ability can be effectively and quickly developed.

According to the third aspect of the present invention, in the information intermediary system according to the second aspect, (a) content submitting means for submitting content for displaying details of each job offer on the recruiting side; and (b) content submitting. Content storing means for storing the content submitted by the means for displaying the homepage of each recruiting side.

That is, in the third aspect of the present invention, in the information intermediary system according to the second aspect, contents for displaying details of the recruiting contents are submitted to the respective recruiting companies and stored for display on the homepage. This will guide job seekers seeking employment. Especially for job seekers who have failed the primary screening and who want to re-challenge,
Common instructions can be given on the homepage.

According to a fourth aspect of the present invention, there is provided the information mediation system according to the second aspect, further comprising a content linking means for linking contents for displaying details of the recruiting contents of the recruiting side.

That is, according to the fourth aspect of the present invention, when there is a similar homepage stored in another storage location, the same homepage is linked to the same homepage so as to achieve the same effect as the third aspect of the present invention. I have.

According to the invention described in claim 5, (a) a job seeker present information presenting means for preparing the current situation such as the current ability and possibility of the user as personal information for each job seeker and presenting it together with the job seeker; (C) a human resource extracting means for extracting a human resource satisfying predetermined conditions lower than ideal conditions for each job seeker based on the current personal information presented by the job seeker current information presenting means; Pointing means for presenting the ideal conditions for recruiting at the job seeker to the job seeker extracted by the extracting means and pointing out the difference, and (d) pointed out by the pointing means among the job seekers extracted by the human resource extracting means. Application means for applying for a person who may fill the difference,
(E) When the current personal information of the job seeker who applied by this application means has not reached the ideal conditions for recruitment, the processing repetition means for repeating the processing of the pointing means every time there is an application by the application means Provide the information mediation system.

In other words, in the invention according to claim 5, personal information indicating the current situation such as the current ability and possibility of the job seeker is presented to the job seeker together with the job seeker. Is selected, those who satisfy predetermined conditions lower than ideal conditions are extracted. It demands that certain conditions be met, and excludes those who are unlikely to be eligible in the future, while leaving those who have the potential to do so. Then, for the extracted job seekers, the ideal conditions of the job offer are presented, and the difference is pointed out.
For job seekers who try to fill this difference, that is, those who applied by the application means, repeatedly point out the difference with respect to the personal information at that time, and finally reach the ideal condition I'm going to lead. Thus, for a job applicant who has a preparation period of several years or more, such as a student, for example, it is possible to train the most suitable human resources for his or her company or organization before recruitment.

According to the invention described in claim 6, (a) job seeker data submitting means for submitting, for each job seeker, data in which desired items are selected for a plurality of predetermined conditions for employment. A score table storing means for storing a score table in which scores for evaluation are arranged for each item of a plurality of conditions for each requisition or recruiting company;
(C) scoring means for scoring the data submitted by the job seeker data submission means in a score table for each recruitment or recruiting company, and (d) a job seeker based on the score computed by the scoring means. And a job seeker selecting means for selecting the information.

That is, according to the invention described in claim 6, while data for selecting a desired item is submitted for each of a plurality of conditions predetermined for each job seeker, those items for the recruiting side are classified by recruitment or recruiting company. A score table for each selection is stored. Then, the data submitted by the score calculating means is given a score in a score table for each recruitment or recruiting company. By selecting job seekers based on the points calculated by the point calculation means, mechanical selection becomes possible.

According to the seventh aspect of the present invention, in the information mediation system according to the sixth aspect, the score table storing means sets a higher score for an item desired by the recruiting side, and the total of the points calculated by the score calculating means is a predetermined value. Is characterized in that job seekers who exceed the threshold are selected by job seeker selection means.

That is, in the invention according to claim 7, in the information mediation system according to claim 6, when a higher score is set for an item desired by the recruiting side, a total of the scores for each of these conditions is obtained. Job seekers who exceed a predetermined threshold will be selected. By adding weights, it is possible to increase the reliability of selection.

In the invention described in claim 8, in the information mediation system according to claim 6, the score table storing means sets a higher score as an item desired by the recruiting side is selected. The present invention is characterized in that a result notifying means for notifying each job seeker of the total of the calculated scores for each job recruitment or recruiting company is provided.

That is, in the invention according to claim 8, in the information mediation system according to claim 6, not only the higher the score is set as the item desired by the recruiting side is selected, but also the score is calculated by the score calculator. Each job seeker is notified of the total score by job recruitment or job recruiting company, so the job seeker can see the reputation of each of these job recruiters, reinforce their shortfalls and try again for employment, It is possible to take measures such as changing the place of employment.

According to the ninth aspect of the present invention, (a) job seeker side data submitting means for submitting to a job seeker data selected from desired items for a plurality of predetermined conditions for employment, and (b) Score table storage means storing score tables in which scores are arranged for each item of a plurality of conditions for each recruitment or recruiting company, and (c) data submitted by the job recruiting side data submission means for recruiting or recruiting companies, respectively. The information mediation system is provided with a score calculating means for giving a score in another score table, and (d) a recruiting company selecting means for selecting a recruiting company based on the score calculated by the score calculating means.

In other words, according to the ninth aspect of the present invention, the user is required to submit data in which desired items are selected for a plurality of predetermined conditions for each job seeker. A score table for each selection is stored. Then, the recruiting side can select the recruiting companies based on the scores by assigning scores to the data submitted by the recruiting side data submitting means in the score table for each recruitment or recruiting company. Thus, the invention according to claim 9 differs from the invention according to claim 6 in that the recruiting side utilizes the score when selecting the recruiting side, in that the recruiting side utilizes the score when selecting the recruiting side. ing.

According to the tenth aspect of the present invention, in the information mediation system according to the ninth aspect, the score table storing means sets a higher score for an item desired by the recruiting side, and the total of the scores calculated by the score calculating means is reduced. A recruiting company exceeding a predetermined threshold is selected by a recruiting company selecting means.

That is, according to the tenth aspect of the present invention, when there are many recruiting companies, a predetermined threshold value is set, and recruiting companies exceeding this threshold value are selected. As far as possible, only effective information is transmitted.

According to the eleventh aspect of the present invention, (a) job seeker data obtained by attaching scores for evaluation from the job seeker's standpoint to options prepared for each of a plurality of predetermined conditions is provided to the job seeker. Means for submitting job applicant data to be submitted,
(B) recruiting-side data submission means for submitting recruiting-side data to the recruiting side with scores for evaluation from the recruiting standpoint for options prepared for each of the plurality of predetermined conditions described above; (C) A score for evaluation of each condition of the job seeker data submitted by the job submitter data submitter and the job submitter data submitted by the job submitter data submitter is entered. (D) a job recruitment side list-up means for listing job recruiters with a higher total score for each of the job seekers; The information intermediary system is provided with job seeker list-up means for listing job seekers with a high total score for each job seeker.

That is, in the invention according to the eleventh aspect, the points prepared for each of a plurality of predetermined conditions for both the job seeker and the job seeker are assigned a score for evaluation from each standpoint. By submitting the data and multiplying the scores for corresponding evaluations of the submitted ones and adding them, the total score is calculated so that the higher the point of view corresponding to each condition, the higher the total score. Then, the recruiting-side list-up means lists, for each job seeker, those who have obtained a high total score on the recruiting side, and uses them as materials for thinking about the place of employment. Further, the job seeker list-up means is used as a material for selecting job seekers such as students by listing job seekers with a high total score for each job seeker. The work up to this point was conventionally performed by a human resources representative during the interview process, and by letting the system side reduce the burden on the human resources personnel, the job seeker is also free from the hassle of repeating unnecessary interviews. Will be.

In the invention according to claim 12, the information mediation system according to claim 11 comprises:
Means for submitting data on the number of applicants for hiring who submits the maximum number of applicants as the number of applicants for recruitment as a number of persons who have a predetermined margin to the number of recruitment personnel, and (b) exceeding the number of persons equivalent to this maximum number of applicants The job recruiting side is characterized by further comprising a list rejection means for removing the job recruiting side from the job recruiting side list-up means while excluding the job recruiting side from the job recruiting side list-up means.

In other words, according to the twelfth aspect of the present invention, when the recruiting side has set a frame for the number of persons to be hired, the maximum number of persons to be considered as the number of persons having a predetermined margin in the frame is submitted as data for the number of persons to be recruited. I have to. For example, if you are looking for a job at a particular company that is popular among students, the results will be shown quickly and clearly, even though most of the applicants are out of the number of candidates considered for recruitment. The delay in considering the next place of employment because it is not done. In order to solve this problem, job seekers who fall out of the recruitment frame with a probability that is almost absolute will be positively removed from the list of job seekers and job seekers, and the job seekers will have a lower probability of finding employment. We're helping to turn our eyes to a recruiter.

In the invention according to claim 13, the information mediation system according to claim 11 notifies the job recruiting side and the job recruiting side both listed by the job recruiting side listing means and the job recruiting side listing means as candidates for negotiation. It is characterized by further comprising a candidate notifying means for performing the above.

That is, in the invention according to claim 13, both the job seeker side and the job seeker side which are listed by the job seeker side listing means and the job seeker side listing means are both likely to have requirements as candidates. In view of this, both parties are notified that they are candidates for negotiations, and after that they will proceed with negotiations while presenting various conditions directly.

According to the fourteenth aspect of the present invention, (a) job seeker data obtained by attaching scores for evaluation from a job seeker's standpoint to options prepared for each of a plurality of predetermined conditions is provided to the job seeker. Means for submitting job applicant data to be submitted,
(B) recruiting-side data submission means for submitting recruiting-side data to the recruiting side with scores for evaluation from the recruiting standpoint for options prepared for each of the plurality of predetermined conditions described above; (C) A score for evaluation of each condition of the job seeker data submitted by the job submitter data submitter and the job submitter data submitted by the job submitter data submitter is entered. (D) additional information presenting means for presenting the total points necessary for recruitment and the number of job seekers considering recruitment to the recruiting side; (E) For a specific one of the above-mentioned conditions, the score for evaluating the option is moved in a direction in which the number of job seekers decreases, and the job seeker corresponding to the total score and the lower limit satisfying the number of job seekers is retrieved. To and a job-side listing means for up information mediation system.

In other words, according to the fourteenth aspect of the present invention, the points prepared for each of a plurality of predetermined conditions for both the job seeker and the job seeker are assigned a score for evaluation from each standpoint. By submitting the data, multiplying the scores for the corresponding evaluations of the submitted data and adding them together, the total score is calculated so that the more the viewpoints of both conditions match, the higher the total score will be. Is the same as in claim 11. However, depending on the type of occupation, if the total score is above a certain score, it is not particularly desirable to increase the score. There are some cases like this. Therefore, the recruiting side conditions are shifted to the lower limit that satisfies the minimum necessary total score and the number of job seekers, and the job seeking side corresponding to the lower limit is listed.

[0059]

BEST MODE FOR CARRYING OUT THE INVENTION

[0060]

DESCRIPTION OF THE PREFERRED EMBODIMENTS The present invention will be described in detail below with reference to embodiments.

First Embodiment

FIG. 1 shows the outline of the configuration of the information mediation system according to the first embodiment of the present invention. This system uses the Internet network 201. The internet network 201 is connected to a computer 203 of a job seeker member 202 such as a student, a computer 205 handled by a recruiting person of a recruiting company 204, and a mediation server 206. The recruiting side member 202 and the recruiting side company 204 are members of the mediation server 206 and receive services for employment or recruiting. The job seeker member 202 includes, for example, a mobile phone 208 via a base station 207 in addition to the computer 203.
It is also possible to receive this service by connecting to the Internet network 201 using.

FIG. 2 shows an example of a page that a student member as a job seeker member who has registered as a member accesses the home page of the mediation server and fills out. The job seeker member 202 connects to the Internet network 201 using the computer 203 or the portable telephone 208 shown in FIG. 1, and accesses a homepage of the mediation server 206 by inputting a predetermined URL (uniform resource locator). When a member number is entered on a menu screen (not shown), a student introduction page 211 for himself is opened on the display screen. However, in the following description, the process will be described on the assumption that the homepage is accessed by the computer 203.

The mediation server 206 opens homepages in several categories, such as those who are currently working, those who have retired, and housewives searching for part-time jobs, in addition to students. Is designed to select a category to be mediated when registering a member. Brokerage fees also differ depending on what category you choose and what services you receive. The information mediation service for employment for students described here is designed to build effective skills in student life from the relatively early stage of enrollment at a university, conscious of companies that will find employment in the future, The purpose is to get a profession that suits you. Therefore, even when there is only a vague consciousness about employment, companies can have a great attraction that they can carefully train the necessary human resources in the future.

The student introduction page 211 shown in FIG.
Simple information such as membership number, university name, undergraduate name, subject name, date of admission, and current grade is entered, and below that is a link field 21 to the introduction information page.
2 are provided. The link column 212 to the introduction information page is a column for describing a link to a newly-created “introduction information page” each time the job seeker member 202 accesses a job search.

FIG. 3 shows an introduction information page described by the student shown in FIG. The format of the introduction information page 221 is determined in advance, and an item is selected, and desired data is selected from a pull-down menu, except for a column 222 of “self-PR”. For example,
In the column “223” of “desired job type”, one or more check boxes are marked to select a job type. Further, for example, a column 224 of “desired annual income” and a column 22 of “desired work location”
In step 5, a pull-down menu is opened to select desired data. Some of the data is, for example, "not specified" marked "-". In the “self-PR” column 222, a sentence for the job seeker member 202 to make a self-assertion is written.

Under the student introduction page 211, a “link to skill information” column 226 is provided. This is to display the current skill information of the job seeker member 202 linked to the skill information page. The skill information page is written in a format prepared for each job type and is linked to the student introduction page 211 in order to objectively evaluate skills. Therefore,
When the direction is still undecided and a plurality of occupations are being sought, such as a first-year college student, a plurality of occupations may be selected and their respective skill information pages at that time may be created.
In this case, a skill information page for each job type is linked to the “link to skill information” column 226.

FIG. 4 shows an example of the skill information page.
1 shows an example of a page format for a software engineer. This skill information page 231
"Desired field" 232, "OS (operating experience)
system) "233," Available programming languages "
234, "created program" 235, etc., and select the corresponding item for each,
A pull-down menu is opened to select desired data. In this example, "Created program" 2
The column 35 has a pull-down menu format, but the job seeker member 202 may write the content depending on the content of the page.

Next, the student's K as the job seeker member 202
Focusing on two persons, Mr. and Mr. L, the specific processing of this information mediation system will be described below. The outline of K and L is as follows. (1) Mr. K ・ I want to work in the software industry. -The company you want is definitely Company A. -I want to work for a web application.・ Personal computer experience in high school. (2) Mr. L ・ I want to work in the software industry.・ The desired company is Company A, but it is not absolutely necessary, and other companies may be used.・ Work vaguely wants software development.・ Personal experience in high school.

Here, among the recruiting companies 204, some of the companies related to the present embodiment are given as follows. (1) Company A-A software company that is well known to the general public.・ We are focusing on WEB applications.・ In that regard, Java (Sun Microsystems
Object-oriented programming language developed based on ++) We are suffering from a shortage of engineers. (2) Company B-Although it is not well known to the general public, it is a well-known software development company in the industry. -Strong in C / S (client server) systems.・ I want someone who has mastered the VB (Visual Basic) language. (3) Company C-Although not well known to the general public, it is a well-known software development company in the industry.・ Strong C / S system.・ I want someone who has mastered the VB language.

These recruiting companies 204 also register as members, enter their membership numbers on the home page of the mediation server 206, proceed to the primary selection recruiting conditions page, and set the primary selection recruiting conditions. When recruiting jobs for a plurality of job types, a primary selection job offer condition page is created for each job type. In this example, it is assumed that students who have not graduated from a university or graduate school will be employed after graduation. Of course.

FIG. 5 shows an example of entry of a primary selection recruitment condition page by company A, for example. In this way, each company prepares the primary selection recruiting conditions for each job type on the primary selection recruiting conditions page 241 and the mediation server 206 collects these and checks whether there is one that satisfies the conditions. In the first selection recruitment condition page 241 shown in FIG. 5, the “upper limit of desired annual income” of the job seeker member 202 is displayed.
242 is set to 5 million yen, and “work location” 243 is set in the 23 wards of Tokyo and Yokohama in relation to the office. These are designed to select desired data from a pull-down menu. "The field of hope" 243
As described above, since the company A focuses on the WEB application, the item is selected.
Similarly, the “use experience OS” 244 and the “usable programming language” 245 are set as conditions that are required in advance for the OS and the programming language to be active in the workplace.

Although illustration is omitted here, the companies B and C
The company and other recruiting companies 204 will also create such a primary selection recruiting condition page 241. The mediation server 206 includes such a primary selection recruiting condition page 241 for the recruiting company 204 and an introduction information page 221 (skill information page 23) created by the job seeking member 202 such as a student.
1 (including 1).

FIG. 6 shows a flow of the mediation work of the recruiting side and the job seeking side which is periodically performed by the mediation server. The mediation server 206 includes a CPU (Central Processing Unit), not shown, and performs mediation work between the job recruiting side and the job recruiting side based on a program stored in a storage medium (not shown). Of each member page. The intermediary work to check the match between the data on the recruiting side and the job recruiting side may be performed sequentially,
Then, the target job seeker member 202 and the job seeker company 2
04 may not be effectively performed. Therefore, for example, a date is set every month, or a time limit is set such as once every six months or once a year, and the time limit is set to the job seeker member 202 and the job seeker company 20.
4 is contacted by e-mail or on the website. Until the designated time limit (step S26)
1: N), the job seeker member 202 can create the introduction information page 221 (including the skill information page 231) shown in FIG. 3, register this on the homepage, and change it ( Step S262). Each time such registration or change is made (Y), the mediation server 2
Reference numeral 06 registers an introduction information page 221 as data for each job seeker member 202 in a storage medium such as a magnetic disk or an optical disk, and when new data arrives, changes the content to the content (step S263).

Similarly, the recruiting company 204, which is a member,
Go to your homepage and create or modify the primary selection job openings page 241 shown in FIG.
Register or change the contents (step S26)
4). These contents are similarly registered in a storage medium such as a magnetic disk or an optical disk of the mediation server 206, or the contents are updated (step S265).

In this way, when the designated date has arrived (step S261: Y), the mediation server 206 closes the data and executes a matching search of the job seeking member 202 and the job seeking company 204 for each job type. (Step S
266). Then, the result is referred to these job seeker members 202
Are posted on the respective homepages of the recruiting company 204 (step S267).

FIG. 7 shows a skill information page created and submitted by Mr. K on the homepage at this time. K has just entered college and has no deep computer or software experience due to studying for the exam. Accordingly, no item is applicable in the column of “usable programming language” 234 on the skill information page 231, and the column of “created program” 235 cannot be described. Company A, looking at market trends several years later, wants a Web application development engineer and believes that learning the Java language is essential. Therefore, as a result, Mr. K fails the temporary selection.

FIG. 8 shows an example of A created by the mediation server.
This is the page of the notice to K about the company. On the result page 281, it is described that Mr. K has been excluded from the primary screening of Company A. This selection does not place a burden on the person in charge of the company A because the company A does not directly touch the selection. However, if a result that is quite close to the condition desired by Company A is obtained, the mediation server 2
06 contacted the person in charge of company A and indicated "self P
It is possible to hear the opinion of Company A with reference to the column 222 of "R" and reflect this in the result page 281.

By the way, on the result page 281, while a rejection is notified, there is a description that enables a retry. This shows that there is a possibility that it will become a promising force from the young as a student. At the bottom of the result page 281, the URL 282 of the homepage of the company A is described.

FIG. 9 shows an example of the home page of Company A displayed when this URL is specified.
The homepage 291 may be stored in a server owned by the company A, or the content may be stored here by renting a part of the area of the mediation server 206. This homepage 291 accessed by K and others who have been notified of the refusal is a page that describes the human resources that you want to get a job, and if you look at this in detail,
When he / she wishes for Company A, he / she can know the skills etc. that he / she currently lacks, and can use it for future study and acquisition of experience. K looks at this homepage 291,
I feel that learning the Java language is necessary for web application development, and I will start studying it later.

On the other hand, even in the case of Mr. L, there is almost no actual skill, so Company A is similarly rejected and receives the same notice on his homepage. In the case of Mr. L, the employment place is not limited to Company A, so Company B and Company C are also eligible for Mr. L's desire if the conditions are met, and the results are also notified to these companies. Should be. However, both companies require VB language acquisition as a condition for selection. Therefore, the notification of the result is not sent to not only the company A but also the company B and the company C at this point, and a rejection notice or a list of the rejected companies is posted on L's homepage. L can also look at the homepages of the companies linked to this homepage, and learn what they have learned and which company will make it easier to get a job.

In the case of Mr. L, while studying the homepages of the companies, he is interested in learning the VB language, which is relatively easy to study than learning the Java language. The company, which has a unique status in the industry, is more admired than the company A, which is expensive. And
When I became a sophomore at university, I introduced the introduction information page 22 again
1 will be registered. At this time, L changes his appointment destination to B and C companies.

On the other hand, in the case of Mr. K described above, the employment is still at company A, and the student is introduced again when he learns the Java language and becomes a second-year student at the university based on the results. The information page 221 is registered. At the stage of the second grader, Mr. K is evaluated for his or her achievement in learning the Java language, and the result is notified to Company A from the mediation server 206. At this time, Company A has the introduction information page 221 described by K on the homepage.
(Including the skill information page 231) can be referred to as link information.

FIG. 10 shows the contents of a skill information page described by Mr. K when he became a second-year student. Skill information page 231K1 for first graders shown in FIG.
Skill information page 231K for second-year students
2, it can be seen that the columns of "usable programming languages" 234 and "created programs" 235 have been enhanced, and that the Java language required by Company A has been acquired.

Company A evaluates that K has acquired the Java language, and the person in charge evaluates K's “self-PR” column 22.
2 and the programming experience in the column of “created program” 235 are checked, but it is determined that there is not yet any other candidate among the candidates. So, K
WEB in Java language to further extend your ability
Questions on system design in accordance with application specifications. Then, K is requested to be submitted to Mr. K via the mediation server 206. In response to this request, Mr. K starts designing the subject, and when the design is completed in the third grade, requests the company A to submit the design via the mediation server 206.

Company A receives the submitted system design result from the intermediary server 206 and evaluates K's programming ability. Then, an interview is notified on the homepage via the mediation server 206 or using e-mail. As a result, Mr. K will be able to conduct an interview with the long-cherished company A.

On the other hand, in the case of Mr. L, he has acquired the VB language, and thus passes the primary selection of the companies B and C in the second grade.
However, both Company B and Company C have L
Judge that your experience is immature, and notify the mediation server 206 of this fact. Inspired by successive failures of the two companies he wants, Mr. L gains experience by working part-time in programming in the VB language, etc. When he becomes a third grader, he will send information such as the number of programming steps to the skill information on the homepage It will improve until it can be published on page 231.
Based on this result, L will again pass the primary selection of B and C companies. In the second notification, the companies B and C evaluate L's experience, and request an interview request to L via the mediation server 206.

[0103] Then, Mr. L presents new conditions such as treatment to Company B and Company C, and finally decides to interview one company.

In the first embodiment described above, after Mr. L has reached the interview with Company B and Company C, on the contrary, he asks Company B and Company C about other conditions and finally interviews one company. I decided to do this, but the recruiting company 2
04 may be interviewed without being limited to one company, and then employment may be determined for one company.

Second Embodiment

FIG. 11 shows an outline of an information mediation system according to the second embodiment of the present invention. FIG.
The same parts as those in FIG. 1 are denoted by the same reference numerals, and description thereof will be omitted as appropriate. In the system according to the second embodiment, a mediation server 306 is connected to the Internet 201, and is provided with two types of databases: a job seeker database 311 and a company database 312. In the job seeker database 311, the ID of the job seeker member 202 such as each student and the job seeker personal data in a predetermined format for each person are stored in pairs. Further, the company side database 312 includes evaluation reference data for evaluating each data constituting the format for each of the recruiting side companies 204, and a company evaluation which is useful when the job seeker member 202 evaluates each company 204. Data for company 2
04 and stored as a pair.

FIG. 12 shows the flow of processing for job seeking of a job seeker member in this system. The job seeker member 202 accesses the job seeker homepage by inputting a predetermined URL for the job seeker provided by the mediation server 306 using the computer 203 or the like (step S321: Y), and displays this menu screen. Can be performed (step S322). This menu screen is provided with a member ID entry field. When the job seeker member 202 inputs his / her own ID (step S323), the mediation server 306 transfers the data of the page of the ID and displays the page on a display screen of the computer 203 or the like (step S324). On this display screen, three items “data registration”, “job search” and “application” are displayed as items to be selected by the job seeker member 202 (steps S325 to S327).

FIG. 13 shows an example of entry on the data registration screen. In the data registration screen 351, various data such as one's own ID, educational background, occupational history, qualifications owned, desired salary, and the like are entered based on a predetermined format. The work history and qualifications are in a pull-down menu format, and the corresponding data can be selected.

FIG. 14 shows an item list for selecting a job history as a previous job, and FIG. 15 shows a part of a qualification list. If other data such as a desired salary is also set in a pull-down menu format or a check box format, data processing can be performed without manual intervention.

The job seeker member 202 selects "data registration" and displays the data registration screen 351 (step S32).
8) When the registration of the current own data is completed (step S329), except when jumping to another URL or ending the browsing of the homepage itself (step S329).
330: N) Then, a menu for selecting three operations of “data registration”, “job search” and “application” is displayed again. When the user's own data is registered, the ID of the job seeker member 202 and the contents registered on the data registration screen 351 become
Is registered in the job seeker database 311 shown in FIG. Once the job seeker member 202 registers his / her own data, the job seeker member 202 can shift to "job search search" based on the data. Of course, the processing of "job search" and "application" can be performed at any time thereafter.

FIG. 16 shows an example of entry of a screen for registering evaluation reference data. The recruiting company 204 can similarly access the company homepage prepared by the mediation server 306, input a dedicated ID, and arrive at the evaluation reference data registration screen 371. The form of the screen 371 for registering the evaluation reference data is basically the one shown in FIG.
This is the same as the data registration screen 351 shown in FIG. 3 except that each company gives an evaluation to each item.

For example, in the case of Shoji A shown in FIG. 16, the educational background is stuck.
The deduction of 100P (points) is evaluated.
The company also evaluates its employment history by giving preferential treatment to those who have experience in buying and selling stocks, etc., and it does not require any special qualifications and does not add or subtract points for this. Furthermore, as for the desired salary, job applicants who require a high salary from the time of employment due to the use of the performance evaluation method are given a large deduction. That is, this A
In the case of trading, if the job seeker member 202 is a graduate of a university other than six universities or if the desired monthly salary is 500,000 yen or more, it is practically excluded from job seekers.

FIG. 16 shows one recruiting company 204, but the recruiting company 204 that requests the mediation to the mediation server 306 creates a similar screen 371 for registering evaluation reference data. These data are stored in the company database 312 shown in FIG.

Returning to FIG. 12, the job seeking work of the job seeking member 202 will be described. Job seeker member 202 "Search for job"
Is selected (step S326: Y), a job search search screen is displayed (step S331). When a desired job type is selected on this screen, a list of recruiting companies 204 as members of the job type is displayed. When one of the company names is selected one by one, the evaluation reference data of the corresponding company is read, and the total evaluation of each item of the job seeker side personal data registered by the job seeker member 202 is calculated. . As a result, the job seeker member 202 becomes the job seeker company 20
You can check the evaluation of 4 of yourself. Depending on the mediation server 306, all of the recruiting companies 204 are compared with the recruiting personal data of the recruiting member 202,
These company names may be displayed in a list format together with the evaluation points in descending order of evaluation.

In this manner, each job seeker member 2
02 can know the current evaluation of each company with respect to oneself as an objective numerical value. Therefore, if you are given a high reputation in a field that you did not think of, you will be encouraged to consider employment in that company or the field to which the company belongs. Since this evaluation is based on the current data of the user, as described in the first embodiment,
Based on this, you can study to improve your skills that you lack, or think about finding a job in a specific industry first and then moving to the company you want based on it. When the search operation for a job search is completed, the job seeker member 202 can then shift to a process of applying for some companies.

When the job seeker member 202 selects "apply" in step S327 (Y), an application screen is displayed (step S333). Here, the job seeker member 202 enters one or a plurality of company names that he / she wants to find employment, or selects from the pull-down menu. Then, a “send” button (not shown) is pressed to transmit these company names to the mediation server 306 by pairing them with the ID of the job seeker member 202. When the application is completed (step S334:
Y) Similarly, the process moves to step S330.

FIG. 17 shows an example of a page for knowing the working environment of each company when applying.
The recruiting company 204 in this embodiment is required to create such a work environment page 381, and the created data is stored in the company database 312 in the same manner. The job seeker member 202 evaluates his or her job seeker personal data on the basis of the company's standards, and when looking at this work environment page 381, selects a company to apply for from among the companies with the highest evaluation. It can be. Also, depending on the service provided by the mediation server 306,
The contents of such a work environment page 381 are displayed by the job seeker member 2
The evaluation may be made in relation to the place of residence 02, etc., and added to when the job seeker member 202 selects the job seeker company 204 and calculates the evaluation points. Thus, the job seeker member 202 can simply select the job seeker company 204 having the highest total points as the application target for the most suitable company for himself.

FIG. 18 shows the job recruiting side member selecting operation performed by the intermediary server for the recruiting side company.
When the date specified by each recruiting company 204 arrives (step S391: Y), the mediation server 306 finds the job recruiting member 202 that applied for the recruiting company 204.
Of the job ID and the job seeker's personal data (step S39)
2). Then, an evaluation is calculated for each ID (step S393). The evaluation at this time is basically the same as that previously shown to the job seeker member 202, but may be more detailed. When the above operations are completed, the mediation server 306 transmits these results by e-mail to the relevant recruiting company 204 by pairing the ID and the job seeking personal data in descending order of evaluation points (step S39).
4). This may be displayed on the page of the recruiting company 204 on the homepage. If there are many applications to the recruiting company 204, a threshold is set in advance for the evaluation point, and only the recruiting member 202 exceeding the threshold is notified to the recruiting company 204. It is of course possible to do so.

Based on the notification from the mediation server 306, the recruiting company 204 selects the job recruiting member 202 to be interviewed or tested, and gives a notification therefor. At this stage, the job recruiting company 204 may assign a task to some of the job recruiting members 202 and, based on the result, may proceed to the next step such as an interview for recruitment.

First Modification of Second Embodiment

In the second embodiment described above, the job seeker member 202 or the job seeker company 204 who has obtained a high evaluation point to some extent based on the evaluation reference data (FIG. 16) presented by the job seeker company 204 is employed. I decided to move on to the next step for recruiting. In the first modified example of the second embodiment, both the job seeker member 202 and the job seeker company 204 attach a score to the options prepared for each condition and evaluate them. The recruiting company 204 and the job seeker member 202 are evaluated.

FIG. 19 shows an example of a recruiting-side data sheet to be filled out and submitted by the recruiting-side company. In the recruiting side data sheet 401, the conditions common to both the recruiting side and the job seeking side and the points added as options are added to the recruiting side of each of the recruiting side companies. They are filled in from a standpoint. For example, the "pay salary" is based on a monthly salary, and when a job seeker requests, for example, 400,000 yen or more, the job seeker of that person will be refused unless a special additional point is obtained. A large negative value of 100 points (P) is entered. In addition, when requesting 300,000 yen or more, it is somewhat disadvantageous than requesting 300,000 yen or less, but enter -2 points as there is a possibility of adoption, and for a request of 300,000 yen or less, Indicates +2 points.

[0108] For "education", for example, if there are six or more universities, points will be added accordingly, otherwise, if no other special points are obtained, the person will be refused job hunting. In this sense, -100 points are set. In the same way, the points of "work history" and the like are freely allocated in the range of +100 to -100 points according to the contents required by each company for job seekers.

FIG. 20 shows an example of entry of a job seeker data sheet submitted by a job seeker student or the like. In the job seeker's data sheet 402, the job seeker's students, etc., write their evaluations for each condition item in points from their own positions. For example, if the emphasis is placed on the "desired salary" of 400,000 yen or more, but 300,000 yen or less may be considered depending on other conditions, as in this example, +1
Evaluation points in the range from 0 points to -10 points are entered. If you will never find a job below 300,000 yen, you can set -100 points.

The job recruiting side member 202 and the job recruiting side company 204 shown in FIG. 11 fill in the job recruiting side data sheet 401 or the job recruiting side data sheet 402 as described above and by a predetermined deadline (deadline). These are reflected in the job seeker database 311 or the company database 312.

FIG. 21 shows an outline of the mediation processing performed by the mediation server. The mediation server 306 monitors whether the deadline for the job recruiting data sheet 401 and the job recruiting data sheet 402 has arrived (step S421). The deadline is set, for example, once a month. When the deadline arrives (Y), the job recruiting data sheet 401 and the job recruiting data sheet 402 newly submitted to the job recruiting database 311 or the company database 312 are extracted (step S422). Then, a multiplication is performed for each corresponding item of the job recruiting data sheet 401 and the job recruiting data sheet 402 for the same job type having the same data sheet content, and the sum of them is obtained (step S423). Recruiting company 2 that received a high evaluation for each of the job seeking member 202 and the recruiting company 204
04 or the job seeker member 202 is listed up and displayed on the corresponding member page (step S42).
4). The contents may be notified to each member by e-mail.

FIG. 22 shows a list of top candidates posted on a page of a certain recruiting company. In the list 431 of the top candidates, the personal ID and the evaluation point of each job seeker member 202 are shown in order from the top person. The “number of competitors” indicates the number of competitors in job hunting listed on each job seeker member 202 side. The “rank” indicates how high the company is listed in the list of the job seeker members 202.

For example, the job seeker member 20 whose personal ID is B ₁
2 is the person who wants to get the most points, scoring 30 points in the company's evaluation, but five companies are listed on the job seeker member 202 side, and it can be seen that the company is located in the second place . Therefore, it is not always reliable personal ID in this state takes a job side members 202 of the B _1. On the other hand, job seekers side member 202 of the personal ID is B ₃₀ is taken first place in the evaluation, but competitors are present, preferably there is a but, specific rank in entering the stage in negotiations with competitors is reversed there is a possibility. Personal ID is _B50 and personal ID
Possibility but since B ₆₀ is no conflict exists, the point is adopted if decision at this point is reliable evaluation is lower than the job-side member 202 of the upper than these, a problem with the ability or the like after the adoption occurs There is.

[0114] The personnel ID is B.₁Job seeker members of
If you want to get 202, recruit
Of competitors and personal ID for the side data sheet 401
Is B ₁The contents of the job seeker data sheet 402 submitted by
Therefore, it is necessary to change the conditions. In such a case
Indicates that the HR representative is an individual in the list 431 of top candidates.
Person ID is B₁"Details" of the job seeker member 202
And press the inquiry button 432. Then,
No inquiry page appears, see each data
be able to. If this raises salary to some extent,
If you find that you can beat the union, take action
Will be. Also, commuting time seems to be a bottleneck
If there is no improvement at this time,
The job-seeker 202 with the highest score
We will start negotiations like this.

On the other hand, FIG. 23 shows a list of top candidates posted on a job seeker member's page.
In the list 441 of the top candidates, the company ID and the evaluation point of each company 204 on the recruiting side are shown in order from the top person. The “competition ratio” indicates the ratio for each company. The “rank” indicates how high the company is listed in the recruiting company 204.

For example, the job seeker side meeting of the example shown in FIG.
In the case of the member 202, the company ID is A _FiveRecruiting company 2
Regarding 04, my rating is 5th, so please submit your own
The conditions shown in the job seeker side data sheet 402
Or change the hope to a company with a low magnification and a high ranking
There is a need. "Details" is also included in the list of top candidates 441.
Item, and press the inquiry button 442
In the same way, we can analyze the current situation and take measures
It has become.

There are two ways for the job seeker member 202 and the job seeker company 204 to negotiate based on the current list of candidates. One is a method in which the mediation server 306 terminates the role of mediation in the state of this listing, and then starts negotiations between the parties. When the system adopts this method, the address, name or company name of the partner or the name of the person in charge of personnel should be disclosed to the job seeker member 202 and the job seeker company 204. After that, the parties will negotiate by e-mail or interview.
If the negotiations are not concluded successfully, new negotiations will be made by correcting these descriptions at the next submission time of the job recruiting data sheet 401 or the job recruiting data sheet 402.

In contrast to this, the job-recruiting member 202 and the person in charge of the recruiting company 204 do not immediately negotiate directly, but rather modify the evaluation points, for example, to modify the final evaluation processing to the mediation server 306. It is also possible to entrust to.
In this case, the job seeker member 202 and the job seeker company 204
After a relatively short period of time, such as several days later, the next deadline is set, and necessary corrections of the job seeker database 311 and the company database 312 are performed. And
The job recruiting company 204 designates a specific job recruiting member 202 to improve the salary evaluation and to improve the items that have caused the evaluation to be reduced. In addition, the job seeker member 202 corrects the evaluation of the amount of salary downward or corrects the evaluation point to give concessions on commuting time, work system, and the like. Then, the mediation server 306 is made to perform the arithmetic processing again, and a list having a high total sum of the evaluation points as a result is listed. Alternatively, in this case, the negotiation partner may be limited to one or a part of the job seeker member 202 or the job seeker company 204.

[0119] Figure 24 is a diagram showing a list of top candidates obtained as a result of A ₁ companies submitted again Job side datasheet conditions. List 431 of upper candidates shown in FIG. 22 is assumed to be a list, shown in _one company A. A ₁ companies, job seekers side member 2 of the personal ID of the second rank is B ₁
I wanted to adopt 02 and gave this member a concession in terms of conditions. As a result, personal ID Listing 431 new upper candidates are rank job side members 202 of the B ₁ has risen to first place. Further, the number of competitors by re-presenting the conditions of the job side member 202 of the personal ID is B ₁ represents has decreased from the original five (Figure 22) to the two companies. As described above, in the information intermediary system of this modified example, regarding the submission of the second and subsequent data sheets, each job seeker member 202
You can change the evaluation points separately. After the second time, it is also possible to shift to a format in which more detailed conditions and items are described.

[0120] Figure 25 is a personal ID shown in FIG. 23 B ₁
Is a list of top candidates displayed on the job seeker member's page. In this case as well, for the second and subsequent submissions of the MDS, each recruiting company 2
04, you can change the evaluation points. Personal ID
However, the job seeker member 202 of B ₁ creates and submits the job seeker data sheet 402 with the aim of aiming at both companies because there is a risk that the company A ₁ may escape if he sticks to the company A _{5 in} the final entry.

In this manner, when both the job seeker member 202 and the recruiting company 204 are ranked first, the mediation server 306 sends the job seeker member 204 to the job seeker member 204. Pass the pass of the personal ID of 202,
It will shift to direct negotiations.

In any case, when the job seeker member 202 and the job seeker company 204 directly start negotiations, or when negotiations are finally completed and an employment contract is concluded, the mediation server 3
In step 06, a predetermined fee may be collected from both parties or from the recruiting company 204. Of course, the mediation server 306 is composed of the job seeker member 202 and the job seeker company 204
It is possible to take a small fee separately from both companies or only from the recruiting company 204 and use it for the operation of the system.

Second Modification of Second Embodiment

In general, when a recruitment rushes to a popular company, the competitive rate of even the best human resources who can easily find a job in other companies suffers, and the competitiveness of the company becomes worse. From the point of view of personnel officers, there are cases in which a group is classified into a group that is never adopted. Such a problem can be considerably improved because the surroundings of the user can be seen in the first modification of the second embodiment. However, in the first modified example, too, from the viewpoint of the company side, such as lowering the desired salary, the employment is difficult to decide, and as a result, it is late in the employment front, resulting in a delay in the employment front. This can lead to situations where only companies can find employment. Therefore, in the second modified example, if the company has decided the number of employees, even if the frame is further given a predetermined margin, the evaluation points are lower than that and there is no possibility of recruitment. 202 is excluded from the companies listed on the job seeker member 202 side.

FIG. 26 shows an outline of the mediation processing performed by the mediation server in the second modification. In step S423 in the first modified example, a multiplication is performed for each corresponding item of the job recruiting data sheet 401 and the job recruiting data sheet 402 for each job type in which the contents of the data sheet are the same, and the sum of these is calculated. If found, a higher rank of the job recruiting company 204 or job recruiting member 202 with the highest evaluation is extracted for each job recruiting member 202 and job recruiting company 204 (step S501). Then, these data are temporarily stored in the working memory, and it is checked whether or not the recruiting member 202 exceeding twice the recruitment frame is listed for each recruiting company 204. More than twice as many job seekers 2
In the case where 02 is listed, the job recruiting member 202 exceeding the evaluation point is deleted from the list, and the editing process of deleting the name of the job recruiting company 204 from the page of the job recruiting member 202 is also performed ( Step S502).

Here, the job seeker member 2 that is more than twice the recruitment frame
02 is excluded because even if there is a job seeker member 202 who does not seek employment by switching to another company or recruiting, if he or she has doubled the number of employees (the number of people considering recruitment), Under the premise that the frame will not be cut, it is possible to arbitrarily set how many times the safety factor is desired for each recruiting company 204. However, if you increase the safety factor,
As a result, the number of people who will eventually be rejected by the company on the employment front will increase, so the mediation server 306 shows each company data such as past materials, and instructs appropriate safety factors especially for popular companies. Is preferred. Therefore, the recruiting company 204 is required to provide the number of persons to be considered for recruitment, and this is appropriately corrected in consideration of the company's reputation and the like.

After performing the editing process as described above, each of the job seeker member 202 and the job seeker company 2
A list of the recruiting company 204 or the job seeker member 202 that received the highest evaluation for each 04 is displayed on the corresponding member page (step S503). The contents of those lists may be notified to each member by e-mail, as in the previous modification.

Third Modification of Second Embodiment

In the above embodiments and modifications, the recruiting company 204 selects the job recruiting member 202 from those who have high evaluation points as criteria. This is, of course, a matter of course, but it is sufficient for some occupations to have a certain high evaluation point, and if there are enough job seekers, they will be more satisfied with the recruiting company 204 in terms of salary and age. In some cases, it is better to choose talents who can.

FIG. 27 shows an outline of the process of reconsidering job seekers in terms of salary. This processing is performed, for example, as shown in FIG.
In step S501 of FIG. 6, the process is performed at a stage where the data to be displayed on the homepage by extracting the upper ranks of the job seeker and the job seeker, respectively, are tentatively prepared. Mediation server 30 shown in FIG.
6, the recruiting company 204 is checked one by one, and it is checked whether or not the notification content includes "salary reconsideration designation" (step S601). Here "Salary reconsideration designation"
In other words, when there are few applicants, we will secure human resources even if we raise salaries to a certain extent, but when there are enough applicants with excellent human resources, we will select human resources so that we can secure personnel who can compromise on salary This is the specified content. If there is no “salary reconsideration designation” (N), the recruiting company 204
, The normal processing described so far is performed.

On the other hand, if the recruiting company 204 has specified “salary reconsideration” (Y), the job recruiting member who currently exceeds the minimum evaluation point satisfied by the recruiting company 204 It is determined whether or not the number 202 satisfies the number of people obtained by adding a predetermined safety factor to the adoption frame (step S602). If the number is not satisfactory (N), the salary cannot be reduced. Therefore, in this case, the current list is displayed on the page of the company (step S603), and the process of reconsidering job seekers for the company ends (end).

On the other hand, if it is determined in step S602 that the number of job seeker members 202 exceeding the lowest evaluation point is sufficient (Y), the salary evaluation point is lowered by one rank, and each of the listed job seeker members is reduced. The recalculation is performed with the job seeker side data sheet 402 of the member 202 (step S60).
4). And the resulting recruiting company 20
Job-seeking members who exceed the minimum evaluation points that satisfy 4
02 is listed, and it is determined whether the number of persons satisfies the number of persons obtained by adding a predetermined safety factor to the employment frame (step S605). However, it may be safer to set the safety factor higher as the salary decreases. If the number of people is satisfied (Y), the flow returns to step S604 to further reduce the salary evaluation point by one rank and perform the same processing.

By doing so, the number of persons listed at a certain point in time does not satisfy the number of persons who have added the predetermined safety factor to the adoption frame (step S605: N). In this case, the data of the job recruiting member 202 listed last time is displayed on the page of the recruiting company 204 (step S606). In the case where the number of persons listed in step S605 is similar to the number of persons obtained by adding a predetermined safety factor to the recruiting frame and is slightly smaller than this, the data of each job seeker member 202 listed this time is used. The information may be displayed on the page of the recruiting company 204.

In FIG. 27, the case where one condition is varied has been described for the sake of simplicity. However, the same processing can be performed when a plurality of conditions are varied. When these conditions are changed, the lowest evaluation point may be changed accordingly.

In the embodiment described above, the case where the company employs students has been mainly described. However, a government office or a specific organization or institution can also be a recruiting side. In addition, it is natural that not only students but also housewives and employees who are looking to change jobs, such as employees, are eligible. Further, in the first embodiment and the like, the mediation server 306 is provided with two types of databases, that is, the job seeking database 311 and the company database 312, but these may be provided in related computer organizations. Of course, it may be provided in other places on the Internet.

Further, the computer 203 and the portable telephone 208 have been described as examples of terminals used by the job seeker member 202 and the like. However, a game machine that can be connected to the Internet, a facsimile machine having a function of connecting to the Internet, and the like. Of course, other devices such as televisions can be used as terminals of the present invention as well.

[0137]

As described above, according to the first aspect of the present invention, information representing the current state of the current ability and possibility of each job seeker is primarily selected personal information, that is, selected mechanically. For the recruiting side, the primary recruiting conditions to be provided for the primary requisition requested by the recruiting side are presented to the recruiting side, respectively, and the information is used by mechanical or data processing. We decided to make a possible selection. Therefore, even when many job seekers and job seekers are likely to appear, such as when searching for a job or recruiting on the Internet, it is necessary to minimize the burden on Human resources can be secured.

According to the second aspect of the present invention, in the information intermediary system according to the first aspect, even the job seeker who has missed the primary selection, the quality of the primary selection personal information is improved by subsequent efforts. Sometimes it was possible to present the primary selection personal information again. Thus, for example, if a job seeker such as a student becomes a member of the information mediation system at the time of growing himself, his / her ability can be effectively and quickly developed. In addition, it is possible to acquire a certain level of abilities that need to be developed for a long time before employment, so that the burden on companies and organizations after employment can be reduced.

According to the third aspect of the present invention, in the information intermediary system according to the second aspect, the contents for displaying the details of the recruiting contents are submitted to each recruiting company and stored for display on the homepage. This will guide job seekers seeking employment. Especially for job seekers who have failed the primary screening and who want to re-challenge,
Instructions can be given in common on the website, and the burden on personnel-related personnel can be reduced.

According to the invention set forth in claim 4, the information intermediary system according to claim 2 is provided with a content link means for linking contents for displaying details of the recruiting contents of the recruiting side. The content of another home page or another server that already exists can be effectively used.

According to the fifth aspect of the present invention, the job seeker is presented with personal information indicating the current abilities and possibilities of the job seeker together with the job seeker. When selecting human resources from, a person who satisfies a predetermined condition lower than the ideal condition is extracted, and for the extracted job seeker, the ideal condition of the job recruitment is presented, and the difference is pointed out. For those who challenge to fill in the difference, that is, for job seekers who applied by the application means, repeatedly point out the difference with respect to the personal information at that point in time, and lead to finally reach the ideal condition did. Thus, for a job applicant who has a preparation period of several years or more, such as a student, for example, it is possible to train the most suitable human resources for his or her company or organization before recruitment.

According to the invention described in claim 6, while a plurality of predetermined conditions for each job seeker are submitted with data in which desired items are selected, the recruiting side is provided for each recruitment or recruiting company. The score table for each selection of items is stored, and the data submitted by the score calculation means is scored in the score table for each recruitment or recruiting company. There is an advantage that a job applicant can be selected on the basis of this, and a mechanical selection becomes possible.

According to the seventh aspect of the present invention, in the information intermediary system according to the sixth aspect, the score table storing means sets a higher score for an item desired by the recruiting side, and the score calculated by the score calculating means is higher. Job seekers whose total exceeds a predetermined threshold are sorted by job seeker selection means, so even if there are many job seekers, reliable sorting can be performed while reducing the burden on the person in charge at the company side .

According to the invention set forth in claim 8, in the information intermediary system set forth in claim 6, not only is a higher score set as the item desired by the recruiting side is selected, but also the score calculation means. Each job seeker is notified of the calculated total score by job recruitment or job recruiting company, and the job seeker looks at the evaluation of each job recruiter, reinforces the missing points and re-attempts to find a job. Or change the place of employment.

Further, according to the ninth aspect of the present invention, while submitting data in which a desired item is selected for each of a plurality of conditions predetermined for each job seeker, the recruiting side is classified by recruiting or recruiting company. A score table for each selection of items is stored, and the recruiting side assigns points to the data submitted by the recruiting side data submission means in the recruiting or recruiting company-specific score table, so that recruiting companies can be selected. It can be done easily.

According to the tenth aspect of the present invention, in the information mediation system according to the ninth aspect, the score table storage means sets a higher score for an item desired by the recruiting side, and calculates a score calculated by the score calculation means. Recruiting companies whose total exceeds a predetermined threshold are selected by the recruiting company selection means, so that when there are many recruiting companies, there is an advantage that only effective information is transmitted to job seekers.

Further, according to the invention as set forth in claims 11 to 14, the job seeker and the job seeker each evaluate options prepared for a plurality of conditions and perform matching between them. Many of the tasks a HR representative was doing while interviewing job seekers can now be done electronically, significantly reducing labor costs, labor and time. In addition, the digitization in this way makes it possible to determine the compatibility between more human resources and the company, and thus to find a workplace most suitable for job seekers. In particular, companies other than large corporations that can recruit with huge advertising expenses can find excellent human resources at low cost. In addition, for large companies, advertising expenses for recruiting can be greatly reduced.

Further, since much of the work performed by the recruitment agency can be taken over by the inventions of claims 11 to 14, it is possible to pay a large amount of remuneration, many times the salary, or provide the intermediary. This can solve the problem that prompt recruitment cannot be performed. As a result, excellent human resources can be given preferential treatment in terms of salary, etc., for the cost saved.

According to the twelfth aspect of the present invention, the information intermediary system according to the eleventh aspect has a configuration in which each recruiting side has a maximum number of persons having a predetermined margin for the number of persons corresponding to the requisition frame. Submit the number of examiners as recruitment examiner data, and exclude those who exceed the number corresponding to the maximum number of examiners from the list of job seekers listed in the job seeker list means and list the job seekers on the job seeker side Job seekers who fall out of the recruitment frame with an almost absolute probability are actively removed from the list of job seekers and job seekers, so that job seekers who have a probability of finding employment Can help you to look at.

Further, according to the invention described in claim 14, there is an advantage that the company can select a job seeker not only from the evaluation points but also from a comprehensive viewpoint.

[Brief description of the drawings]

FIG. 1 is a system configuration diagram illustrating an outline of a configuration of an information mediation system according to a first embodiment of the present invention.

FIG. 2 is a plan view showing an example of a page in which a student member as a job seeker member who has registered as a member of the first embodiment accesses and fills in a homepage of a mediation server.

FIG. 3 is a plan view showing an example of an introduction information page described by a student in the first embodiment.

FIG. 4 is a plan view showing an example of a format of a page for a software engineer as an example of a skill information page.

FIG. 5 is a plan view showing an example of entry of a first selection job offer condition page by Company A in the first embodiment.

FIG. 6 is a flowchart showing a flow of mediation work of data on a job recruiting side and a job recruiting side which is periodically performed by the mediation server in the first embodiment.

FIG. 7 is a plan view showing the contents of a skill information page described by Mr. K when he is a first-year student in the first embodiment.

FIG. 8 is a plan view showing a page of a notice to Mr. K regarding Company A created by the mediation server in the first embodiment.

FIG. 9 is a plan view showing an example of a cover of a company A homepage in the first embodiment.

FIG. 10 is a plan view showing the contents of a skill information page described by Mr. K when he is a second-year student in this embodiment.

FIG. 11 is a system configuration diagram illustrating an outline of a configuration of an information mediation system according to a second embodiment of the present invention.

FIG. 12 is a flowchart showing a processing flow for job seeking of a job seeking member in the second embodiment.

FIG. 13 is a plan view showing an entry example of a data registration screen prepared for a job seeker member in the second embodiment.

FIG. 14 is an explanatory diagram showing an item list for selecting a job history as a previous job in the second embodiment.

FIG. 15 is an explanatory diagram showing a part of a qualification list in the second embodiment.

FIG. 16 is a plan view showing an example of entry of a screen for registering evaluation reference data in the second embodiment.

FIG. 17 is a plan view showing an example of a page for knowing the work environment of each company when applying in the second embodiment.

FIG. 18 is a flowchart showing a job recruiting member selection operation performed by a mediation server for a job recruiting company in the second embodiment.

FIG. 19 is a plan view showing an example of entry of a recruiting-side data sheet in a first modification of the second embodiment of the present invention.

FIG. 20 is a plan view showing an example of entry of a job seeker's data sheet in a first modification of the second embodiment.

FIG. 21 is a flowchart illustrating an outline of a mediation process performed by a mediation server in a first modification of the second embodiment.

FIG. 22 is a plan view illustrating an example of a list of top candidates posted on a recruiting company page in a first modification of the second embodiment.

FIG. 23 is a plan view showing an example of a list of top candidates posted on a job seeker member page in a first modified example of the second embodiment.

FIG. 24 is a plan view showing a list of top candidates obtained as a result of company A1 submitting a recruiting side data sheet with new conditions in a _first modification of the second embodiment.

FIG. 25 is a plan view of an individual ID is a list of the top candidates displayed on the job side members page B ₁ shown in FIG. 23.

FIG. 26 is a flowchart illustrating an outline of a mediation process performed by a mediation server in a second modified example of the second embodiment.

FIG. 27 is a flowchart showing an outline of a process of reconsidering a job seeker in terms of salary in a second modification of the second embodiment.

FIG. 28 is a system configuration diagram showing a conventionally proposed information mediation system.

[Explanation of symbols]

 201 Internet network 202 Recruiting member 203, 205 Computer 204 Recruiting company 206, 306 Intermediary server 208 Mobile phone 211 Student introduction page 221 Introduction information page 231 Skill information page 241 Primary selection recruitment condition page 281 Result page 291 Homepage 311 Side database 312 company side database 351 data registration screen 371 screen for evaluation criteria data registration 381 work environment page 401 recruiting side data sheet 402 job recruiting side data sheet 431, 441 List of top candidates

Claims (14)

[Claims] Claims 1. A job seeker's primary selection information presenting means for presenting, as primary selection personal information for a primary selection, for each job seeker, information representing the current state of the user's current ability and potential, etc. Primary recruitment side primary selection information presenting means for presenting the primary selection recruitment conditions to be provided for the required primary selection, primary recruiting side primary selection personal information presented by the job recruiting side primary selection information presenting means, and If there is a set that matches all of the conditions by comparing the primary recruiting requisition conditions presented by the recruiting side primary selection information presenting means, the job recruiting side and recruiting side that make up this set are notified that the conditions match. Primary selection result notifying means, and when the primary selection result notifying means notifies the recruiting side that there is a condition matching the recruiting side, the recruitment to present the job applicant with the issues to be cleared When the task is presented by the side task presenting means and the primary selection result notifying means notifies the job seeker that there is a condition that matches the condition, when the task is cleared, a report to that effect is made. An information intermediary system comprising: a job seeker-side report presenting means for causing a job to be submitted. 2. The recruiting side, where the primary selection result notifying means has not notified that the conditions of the recruiting side and the recruiting side match, recruit the current situation such as its own ability and possibility. 2. The information intermediary system according to claim 1, further comprising: a job seeker primary selection information re-presentation means for presenting again as primary selection personal information for primary selection for each person. 3. A content submitting means for submitting a content for displaying details of each recruiting content on a recruiting side, and a content storage for storing the content submitted by the content submitting means for display on a homepage of each recruiting side. 3. The information mediation system according to claim 2, comprising means. 4. The information intermediary system according to claim 2, further comprising: content link means for linking contents for displaying details of job recruiting contents on the job recruiting side. 5. A job seeker present information presenting means which prepares the current state of the current ability and possibility as personal information for each job seeker and presents it together with the job seeker, and a job seeker present information presenting means. A human resource extracting means for extracting a human resource satisfying a predetermined condition lower than an ideal condition for each job seeker based on the current personal information; Pointing means for presenting the ideal condition for recruitment and pointing out the difference, and application means for applying for a person who is likely to fill the difference pointed out by the pointing means among job seekers extracted by the human resource extracting means. When the personal information of the job seeker who applied by this application means at this time does not reach the ideal condition of the job offer, there is an application by the application means to process the indication means. Information brokering system characterized by comprising a process repeated unit repeated each time. 6. A job seeker side data submitting means for submitting, for each job seeker, data obtained by selecting desired items for a plurality of predetermined conditions for employment, and evaluating each of the plurality of conditions. Score table storing means for storing a score table in which scores are arranged for each job recruitment or recruiting company, and attaching data to the data submitted by the job recruiting side data submitting means in the score table for each recruitment or recruiting company. An information intermediary system comprising: score calculating means; and job seeker selecting means for selecting job seekers based on the score calculated by the score calculating means. 7. The score table storage means sets a higher score for an item desired by the recruiting side, and selects a job seeker whose total score calculated by the score calculating means exceeds a predetermined threshold value by the job seeker selecting means. 7. The information intermediary system according to claim 6, wherein the information is sorted. 8. The score table storage means sets a higher score as the requisition side selects an item desired by the recruiting side, and stores the total of the scores for each recruitment or recruiting company calculated by the score calculation means. 7. The information intermediary system according to claim 6, further comprising a result notifying unit for notifying the job seeker. 9. A job seeker-side data submitting means for submitting, to a job seeker, data obtained by selecting desired items for a plurality of predetermined conditions for employment, and a score for each item of the plurality of conditions. Score table storage means for storing the arranged score table for each job recruitment or recruiting company, and score calculation means for giving a score to the data submitted by the job recruiting side data submission means in the recruitment or recruiting company-specific score table, respectively. An information intermediary system comprising: a recruiting company selecting unit for selecting a recruiting company based on the score calculated by the score calculating unit. 10. The requisition table storing means sets a higher score for an item desired by the recruiting side, and selects a recruiting company whose recruitment points calculated by the point calculating means exceeds a predetermined threshold value by a recruiting company selecting means. 10. The information mediation system according to claim 9, wherein the information is sorted. 11. A job seeker data submitting unit for submitting job seeker data to the job seeker with scores for evaluation from a job seeker's viewpoint with respect to options prepared for each of a plurality of predetermined conditions, Recruiting side data submission means for submitting recruiting side data to the recruiting side with scores for evaluation from the recruiting standpoint to options prepared for each of the plurality of predetermined conditions, job recruiting side data submission For each option, the job applicant data submitted by the means and the job applicant data submitted by the job applicant data, each of which is filled in with a score for evaluation of each condition, is multiplied for each option Total point calculating means for calculating the total points by adding the total points; recruiting-side list-up means for listing the recruiting side having a high total point for each of the job seekers; Information brokering system characterized by comprising a job-side listing means for listing high job side of the total score for each side. 12. A recruiting examinee number data submitting means for submitting, to each recruiting side, a recruiting examinee number data for submitting, as recruiting examinee number data, a maximum examinee number as a number of persons having a predetermined margin to the number of recruitment frames. A job recruiting side exceeding the number of persons to be considered is excluded from the job recruiting side listing means listed in the job recruiting side listing means and a list rejection removing means for removing the job recruiting side from the job recruiting side listing means. The information mediation system according to claim 11, comprising: 13. A candidate notifying means for notifying the job recruiting side and the job recruiting side listed together by the job recruiting side listing means and the job recruiting side listing means as candidates for negotiation. 11
Information mediation system described. 14. A job seeker data submission means for submitting job seeker data to the job seeker with scores for evaluation from a job seeker's standpoint for options prepared for each of a plurality of predetermined conditions, Recruiting side data submission means for submitting recruiting side data to the recruiting side with scores for evaluation from the recruiting standpoint to options prepared for each of the plurality of predetermined conditions, job recruiting side data submission For each option, the job applicant data submitted by the means and the job applicant data submitted by the job applicant data, each of which is filled in with a score for evaluation of each condition, is multiplied for each option Total point calculating means for calculating the total point by adding the total points; additional information presenting means for presenting the total points necessary for recruitment and the number of job seekers to consider recruiting; A job-recruiter-side listing means for moving the score for evaluating the option in the direction of decreasing the number of job-seekers and listing job-requesters corresponding to the lower limit satisfying the total score and the number of job-seekers. An information intermediary system comprising: