JP2003150739A - Talented person introduction system - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide a talented person introduction system not only finding and introducing a talented person but also having a talented person culturing function of 'finding', 'growing' and 'introducing'. SOLUTION: A job agent analyzes the market value of a growing job-seeking persons, decides an amount of money to be invested for developing ability to the job-seeking persons from the market value analytic data and the introduction fee of the job-seeking persons, performs prescribed training by paying a cost for training for improving the skill of the job-seeking persons within the range of the amount of money to be invested for developing ability, and introduces the job-seeking persons to a job-offering company.

Description

Detailed Description of the Invention

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention relates to a recruiting system for introducing a job seeker to a recruiting company, and more specifically, to the recruiting company after making necessary investment for improving the skill of the recruiting company. It is about a new recruiting system to introduce.

[0002]

2. Description of the Related Art Human resources are one of the important assets for companies, and for job seekers (job seekers or new graduates), companies occupy an important position in life in order to earn a living.
In order to broadly and efficiently seek human resources, for example, a human resource introduction service by a computer information processing system using the Internet is operated.

In many cases, in this type of personnel introduction service, job-seeking conditions of job seekers and job-seeking conditions of companies are registered in a computer database with a confidentiality rank, and the databases are browsed from both of them. It is possible. Initially, the name and company name of the job seeker, the annual income condition, etc. are set as blinds, and the blinds are gradually released as the conditions of both sides match, and finally an interview is conducted.

In this case, a number of steps must be taken, and the final interview is not always completed. Therefore, the job seeker's skill data is compared with the employable personnel skill data of the company according to a predetermined algorithm, and the optimum combination is automatically selected, and the result is obtained by both the job seeker and the company's personnel manager. A system that can be browsed from is being developed.

[0005]

[Problems to be Solved by the Invention] However, in the current labor market, the divergence between the current skill possessed by job seekers and the skill demanded by companies (mismatch in payment in the labor market) is increasing. As an example, even if a person who has sales experience is desired, the sales skill is completely different between the sundries and the heavy industry products in the product fields handled. Similarly, sales skills differ between the route sales specialty and the new customer acquisition specialty.

On the other hand, in reality, there are some industries in which future growth is expected and some industries are forced to decline. It is difficult for people belonging to the latter industry to change jobs to other industries without some kind of education. In either case, education costs will be borne by personnel who do not have the skills required by the company. This is one of the reasons why it is difficult to distribute human resources in the current labor market.

The present invention has been made to solve such a problem, and its purpose is to judge the market value in the labor market based on the skills and skills possessed by job seekers,
By investing (cultivating) according to the market value,
It is to provide a recruiting system that creates an environment that is easy for recruiting companies to accept.

[0008]

[Means for Solving the Problems] In order to achieve the above object, in the personnel introduction system of the present invention, an employment broker analyzes the market value of a job seeker, and the market value analysis data and the referral fee of the job seeker are predicted. The amount of investment for capacity development for the job seeker is determined from the amount and the training cost for improving the skill of the job seeker is paid within the amount of the investment for capacity development.
It is characterized in that the above-mentioned job seeker is introduced to a recruiting company after undergoing predetermined training. Training for job seekers may be conducted by the employment intermediary itself, or may be used at training sessions held by other training institutions.

The present invention is preferably operated via a communication medium such as the Internet. That is, it includes a host computer operated by an employment broker and a communication terminal on the job seeker side connected to the host computer via a predetermined communication line. The host computer has attribute input items and capabilities unique to the job seeker.・ A member registration screen including check items for proper evaluation and the ability to display the market value of registered job applicants for employment or changing jobs ・ Proper evaluation screen is provided at least When the host computer is accessed and the member registration screen is opened and the predetermined items are entered, the host computer analyzes the market value of the job seeker based on the input information, and the market value analysis data and the job seek The amount of investment in skill development for the above-mentioned job seeker is determined from the estimated amount of referral fees for each person and displayed on the above-mentioned ability / appropriate evaluation screen. .

In analyzing the market value of the job seeker, it is preferable to refer to the job recruiting information (job recruiting conditions) from the recruiting company and consider the degree of suitability. Further, since the ability evaluation information input from the member registration screen is self-reported by the job seeker, it is possible to correct the ability evaluation information by self-reporting by conducting an interview or the like in order to have objectivity. It is preferable.

According to a preferred aspect of the present invention, the member registration screen is provided with a salary amount input field of the job seeker at the present or previous workplace, and the ability / appropriate evaluation screen is provided for the job seeker among registered members. The market value ranking of the job seeker, the maximum salary of the member having a lower rank than the job seeker, and the minimum salary of the member having a rank higher than the job seeker are displayed. As a result, the job seeker can know whether or not there is a high possibility of changing jobs, and can make a more objective self-evaluation in the labor market.

In the present invention, the host computer further comprises a training information providing screen for providing information regarding training for skill improvement to the job seeker for whom the amount of investment for capacity development has been determined, and the job seeker is provided with the above If you open the training information provision screen and apply for the desired training, the host computer will update the capacity development investment balance by subtracting part or all of the training tuition fee from the training applicant's capacity development investment amount. It has a feature.

[0013]

BEST MODE FOR CARRYING OUT THE INVENTION Next, an embodiment of the present invention will be described. The personnel introduction system of the present invention includes a host computer operated by an employment agent (recruitment agent)
It is constructed by a job seeker side communication terminal that can access a host computer through a predetermined communication line.

FIG. 1 shows a schematic system configuration of a host computer. In this embodiment, the communication line is the Internet, and the host computer may be called a server computer. A personal computer is often used as the communication terminal on the job seeker side, but a mobile information terminal or the like can also be used.

The host computer is provided with a response information database 11, a market value information database 12, a capacity development investment information database 13 and a training application information database 14 as job seeker databases. In addition to this, the job information database 21, the interview evaluation information database 22, and the referral fee database 23 are provided.

In this embodiment, three courses, a basic course, an optional course and a training course, are prepared for job seekers. Although the occupation genre is for a salesperson in this embodiment, the present invention is not limited to this.

The job seeker accesses the host computer and first enters from the basic course. In the basic course, the job seeker's personal computer (communication terminal) opens a membership registration screen that includes the selection items in Figs. 2 to 5, and on this screen, enter attributes and skills unique to the job seeker, and
Answer the check items for competence and proper evaluation. These answer items are stored in the answer information database 11.

Explaining from FIG. 2, the job seeker is registered as a member by inputting his or her e-mail address,
A receipt number is given as the answer back. After that, you can log in to this system using your email address and receipt number.

This member registration screen is selected in order from the top, and questions such as workable areas, work experience so far, A: age, years of sales experience, gender, B: number of job changes, C: final academic background , D: years of work experience by industry, E: questions regarding skills and qualifications (1) English proficiency, (2) other holding qualifications, and moving to Fig. 3, I have experienced so far Questions about sales form (whether direct sales or agency sales), sales characteristics (customer characteristics (corporation, individual), products handled, amount of negotiations per transaction, status of business partners, number of customers in charge, etc.) It is displayed.

In FIG. 4 and FIG. 5, 40 question items for evaluating the ability and appropriateness of the job seeker are displayed. Answer each question with a number from 1 to 4 in an alternative format. In this example, 4 questions are divided into 10 groups, and the intention of the questions in each group is as follows. 1: Whether the first to fourth questions are "trusted / liked by customers". 2: Whether questions 5 to 8 are "autonomous and mentally tough". 3: Whether the 9th to 12th questions are “logical / strategic”. 4: Whether the 13th to 16th questions are "moving people / influencing people". 5: Whether the 17th to 20th questions are “to effectively appeal / persuade”. 6: Whether the 21st to 24th questions are "rich in vitality speed". 7: Are questions 25 to 28 sensitive to "information utilization / risk management"? 8: Are you good at "efficient sales activities" in questions 29 to 32? 9: The 33rd to 36th questions are "students and strong aspirations"
Is it strong? 10: Are questions 37 to 40 rich in "creativity and innovation"?

After these 40 question ability / appropriate evaluation items,
There is a salary input field at the present or previous workplace. In this example, the user is prompted to enter an approximate annual income and / or an approximate monthly salary.

When the job seeker completes input for each item on the member registration screen, the host computer displays
An evaluation score is given to each of the 10 question item groups. In this example, answer number 1 is 2 points and answer number 2 is 1
Points and answer numbers 3 and 4 are 0 points,
Each question item group is evaluated and classified into 6 levels of 5 to 0 as follows.

Evaluation point 5; 2 points is at least 1, and total points are 6 or more. Evaluation point 4; at least 1 is 2 points, and total points are 4 to 5. Evaluation score 3; at least 1 is 2 points, and the total score is 2 to 3. Evaluation point 2; only 0 to 1 points, and total points are 2 or more. Evaluation point 1; only 1 point, total 1 point. Evaluation point 0; all points are 0 points and total points are 0 points.

Further, the host computer reads the information from the job offer information database 21 and calculates the job change possibility (%) of the job seeker. That is, in the recruitment information database 21, for the same items as those shown in FIGS. 2 and 3, the recruiting request conditions from the recruiting company side, and preferably the recruitment request evaluation for each question item group 1 to 10 above. The points are registered in advance, and the host computer calculates the suitability of each item according to a predetermined algorithm. In addition to this, the recruitment information database 21 also stores annual income information that can be prepared for job seekers of a recruiting company.

The host computer creates an ability / appropriate evaluation screen for each registered job seeker and provides it to the job seeker. An example of the ability / property evaluation screen is shown in FIGS. 6 and 7. First, explaining the screen example of Fig. 6, the ability and proper evaluation as a salesperson is displayed in a radar graph for each item, and the amount of investment in ability development (human capital points (CP)) at the time of this basic course is a job seeker. Given to the person. In this display example, 30,000 CP is added. A description of the evaluation points is also displayed.

Further, as shown in FIG. 7, the market value ranking of job seekers among registered members is displayed on the ability / appropriate evaluation screen, for example, "136th / 537th amongst" and the labor market. As a material to more objectively judge self-evaluation in, the column of annual income level of those who rank lower than themselves,
There is a column for the annual income level of people whose rank is higher than their own and a column for the annual income level of people whose rank is similar to that of their own.

In the column of the annual income level of people whose rank is lower than that of themselves, the number of people who have more annual income than themselves and the highest annual income of them are displayed. In the column of annual income level of people higher than myself, the number of people whose annual income is smaller than myself and the minimum annual income of them are displayed. The average annual income is displayed in the column of annual income level of people whose rank is similar to that of the user.

Further, on the ability / appropriate evaluation screen, the number of registered companies of recruiting companies by industry and listing and the possibility of changing jobs (%) calculated previously are displayed. In addition, the annual income level comparison table that can be achieved by companies that may change jobs is also displayed. This example shows that 78 companies have the highest annual salary higher than your annual income, and 170 companies have an average annual salary higher than your annual income.

On the ability / appropriate evaluation screen, a comprehensive evaluation is displayed together with comments. The overall evaluation is "★★★★
In this example, the evaluation criteria are as follows in five stages from "★" (five stars) to "★" (one star).

"★★★★★": Six or more question groups with an evaluation score of four or more, and six or more industries with a 50% or more chance of changing jobs. “★★★★”: 3 to 5 question groups with a score of 4 or higher
And there are 4 or more industries that have a 50% chance of changing jobs. “★★★”: 1-2 question groups with a score of 4 or more
And, there are 3 or more industries that have a 40% chance of changing jobs. “★★”: No question group with an evaluation score of 4 or more, 4 or more question groups with an evaluation score of 2 or more, and 3 or more industries with a 30% or higher chance of changing jobs. “★”: Does not correspond to any of the above five to two stars.

Although the ability / appropriateness evaluation screen is described separately in FIGS. 6 and 7, this is for convenience of drawing and the screen configuration can be arbitrarily selected.

The amount of investment in ability development to be given (paid) to job seekers is determined based on the ability / adequacy evaluation conducted in the above basic course, but the evaluation in the above basic course is self-reported, so it is objectively reviewed. There is a need. Optional courses are provided for that purpose.

In addition, in the basic course
Since the proper evaluation can be immediately known, and the evaluation can be arbitrarily increased by the learning effect, the basic course cannot be retried by the same person for 6 months.

As the name implies, the optional course is arbitrary, and members who do not select the optional course in this example are uniformly 30,000 as described above.
Members who applied only for the CP and applied for the optional course will receive a uniform 3000 at the time of application.
0 CP is given. This additional 30,000 CP is a allowance for training that you want to take before the final evaluation of the optional course is decided.

In the optional course, the interview staff of the job seeker directly interviews the job seeker, and sees the skills and suitability of the job seeker in a different question format for each of the groups 1 to 10 above.
After the interview, the interview staff opens the input screen shown in FIG. 8, corrects the evaluation points in the basic course, and registers them in the ability evaluation information database 22 as the final evaluation points in the optional course. If the correction is not necessary, the evaluation score of the basic course is directly registered in the ability evaluation information database 22.

The host computer refers to the ability evaluation information database 22 and the introduction fee database 23, and determines the market value and the skill development investment amount of the job seeker, for example, as follows.

In this example, the market value is AAA, A
It is divided into 5 ranks A, A, BB, and B, and registered in the market value information database 12. AAA: There are 5 or more groups with an evaluation score of 4 or more. AA: There are 3 to 4 groups having an evaluation score of 4 or more. A: There is at least one group with an evaluation score of 4 or more, or there are at least 5 groups with an evaluation score of 3 or more. BB: There are three or more groups with an evaluation score of 3 or more. B: Not applicable to any of the above.

Amount of investment in capacity development = market value rank × estimated referral fee amount × investment rate (however, rounded down if less than 10,000 points) In addition, at the time of application for the optional course, 6000
Since 0 points are given, the actual capacity development investment amount becomes the calculated capacity development investment amount −60000 points, and this capacity development investment amount is registered in the capacity development investment information database 13.

The estimated introduction fee is an estimated amount of the fee that will be obtained when the job seeker is introduced / recruited to the recruiting company and a job change is decided, and is registered in the introduction fee database 23 for each market value rank.

The investment rate can be appropriately determined. For example, it may be determined according to the market value rank, or may be uniform regardless of the market value rank. In addition, the market value rank and investment rate can be determined by taking into consideration the possibility of changing jobs (%). The investment rate may also be registered in the referral fee database 23.

A job seeker (whether a basic course member or an optional course member) can use the capacity development investment amount granted as described above in the training course.

When the job seeker accesses the training course of the host computer with his / her own email address and reception number registered in the basic course, the training information providing screen is opened. An example of the screen is shown in FIG.

On this training information providing screen, the number of points of the currently available capacity development investment amount (30000 in this example)
CP), the characteristics of the workshop, lecturers, the date and time of the workshop, the usage price, etc., which are effective in improving the skills of the salesperson, are displayed.

For reference, the usage price in this display example will be explained. Although the regular tuition fee is 12000 yen,
900 for basic course members depending on the amount of investment in capacity development
0CP subsidy is available and optional course members receive 11000CP subsidy. Where 1CP
If it is 1 yen, the self-pay will be 3000 yen for basic course members and 1000 for optional course members.
It will be a yen.

When a job seeker applies for attending a training session, the host computer refers to the capacity development investment information database 13 and determines whether or not the investment balance necessary for attending the training session remains. If the investment balance is insufficient, application acceptance processing will be performed.If the investment balance is insufficient, the shortfall will be displayed in cash and the application acceptance processing will be performed, followed by capacity development. The investment balance of the investment information database 13 is updated, and the training history of the job seeker is registered in the training application information database 14.

According to the personnel introduction system of the present invention, the job seeker can effectively use the amount of investment in the skill development provided by the job intermediary to improve the skills required for changing jobs. On the side, it is possible to create an environment in which it is easy to accept human resources. Therefore,
The distribution of human resources in the labor market will be promoted.

In the above-mentioned embodiment, the job employment / job change of the sales person is targeted, but the job type is not limited to this. Further, in the above embodiment, the course is divided into the basic course and the optional course, but if the ability to be used and the due diligence test is highly reliable, the ability is developed based on only the test result without conducting an interview. You may decide the investment amount.

In the present invention, the meaning of training is broadly interpreted, and not only training sessions held for specific people or unspecified people, but also training for reading technical books, self-training for borrowing a specific place, etc. Etc. are included, and the costs required for these can also be used for capacity development investment.

[0049]

As described above, according to the present invention,
A human resource introduction system is provided that not only simply searches for and introduces human resources but also has human resource development functions of "search,""raise," and "introduce" and can calculate an appropriate amount of investment in capacity development. It

[Brief description of drawings]

FIG. 1 is a schematic diagram showing an outline of a system of the present invention.

[Figure 2] Screen for checking the attributes and skills of job seekers.

[Figure 3] Screen for checking the attributes and skills of job seekers.

[Fig. 4] Screen for checking the abilities and suitability of job seekers.

[Fig. 5] Screen for checking the abilities and suitability of job seekers.

FIG. 6 is an evaluation display screen that displays the capabilities and suitability of job seekers.

[FIG. 7] An evaluation display screen that displays the capabilities and suitability of job seekers.

FIG. 8 is an input screen for an interview result.

[FIG. 9] Training information provision screen.

[Explanation of symbols]

11 Answer information database 12 Market Value Information Database 13 Capacity Development Investment Information Database 14 Training application information database 21 Job Information Database 22 Ability evaluation information database 23 Referral Fee Information Database

Claims (6)

[Claims] 1. A job intermediary analyzes the market value of a job seeker, determines the amount of investment in capacity development for the job seeker from the market value analysis data and the estimated referral fee of the job seeker, and develops the capability. Within the range of investment amount, the training cost for improving the skills of the job seeker will be borne, after the prescribed training for the job seeker, the job seeker is introduced to the recruiting company. system. 2. A job seeker-side communication terminal including a host computer operated by an employment agent and a job seeker side connected to the host computer via a predetermined communication line. Item and ability
At least a member registration screen including check items for proper evaluation and an ability / appropriate evaluation screen for displaying the market value of registered job applicants for employment or changing jobs are provided. When the host computer is accessed and the member registration screen is opened and the predetermined items are entered, the host computer analyzes the market value of the job seeker based on the input information, and the market value analysis data and the job seeker. From the estimated referral fee of
A personnel introduction system characterized by displaying on a proper evaluation screen. 3. The human resource introduction according to claim 2, wherein the host computer refers to recruitment information from a recruiting company and analyzes the suitability when analyzing the market value of the job seeker. system. 4. The personnel introduction system according to claim 2, wherein the self-reported ability evaluation information of the job seeker input from the member registration screen can be corrected objectively. 5. The host computer further comprises a training information providing screen for providing information regarding training for improving skills to job seekers for which the amount of investment for capacity development has been determined, and the job seeker is provided with the training information. When the desired screen is applied by opening the provision screen, the host computer updates the capacity development investment balance by subtracting a part or all of the training attendance fee from the capacity development investment of the training applicant. The personnel introduction system according to claim 2, 3 or 4. 6. A job seeker-side communication terminal including a host computer operated by a job seeker and a job seeker side connected to the host computer via a predetermined communication line, wherein the host computer inputs attributes unique to the job seeker. item,
Membership registration screen that includes check items for competence / appropriate evaluation and salary amount input fields of job seekers at the current or previous workplaces, and ability / appropriate evaluation that displays the market value of registered job seekers for employment or changing jobs A screen is provided at least, and when a job seeker accesses the host computer from the communication terminal to open the member registration screen and inputs in a predetermined item, the host computer causes the job seeker of the job seeker based on the input information. A personnel introduction system characterized by analyzing the market value and displaying the market value ranking of the job seekers among the registered members on the ability / appropriate evaluation screen.