WO2021186748A1

WO2021186748A1 - Job recruitment information management system, job recruitment information management method, and storage medium

Info

Publication number: WO2021186748A1
Application number: PCT/JP2020/012810
Authority: WO
Inventors: Shota ONO; Takayuki Kihara; Ashirwad Gupta; Ashish Jain; Ghassan KARAME; Sebastien Andreina
Original assignee: Nec Corporation
Priority date: 2020-03-17
Filing date: 2020-03-17
Publication date: 2021-09-23
Also published as: JP2023516511A

Abstract

A job recruitment information management system includes: one or more processors associated with one or more computing devices configured to execute instructions to perform the operations of: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information items to the employer via the employer account.

Description

[DESCRIPTION]

[Title of Invention]

JOB RECRUITMENT INFORMATION MANAGEMENT SYSTEM, JOB RECRUITMENT INFORMATION MANAGEMENT METHOD, AND STORAGE MEDIUM [Technical Field]

[0001]

The present invention relates to a job recruitment information management system, job recruitment information management method, and a non-transitory computer readable storage medium for implementing the same.

[Background Art]

[0002]

Recently, there has been demand for a simple and efficient way to connect qualified job applicants with employers in a way that does not cause a great burden on either party. Job applicants wish to provide information to multiple employers without having to disclose private information publicly or submit the same documents over and over, while employers desire access to verified information about job applicants to ensure that potential employees actually have the skills and qualifications they claim in their resumes.

As one technique that attempts to meet this need, a job seeker recommendation service is known such as that described in PTL 1 which provides a service in which a job applicant is introduced to employers based on a certain set of criteria along with an objective evaluation of the job seeker. In such a service the job seeker’s potentially private information is made available to the recommendation service and does not allow for the job seeker to remain in control of their private information with respect to interactions between individual potential employers.

Another technique is known in PTL2 in which a system is designed to provide customers, which include individual users and corporations, with continuous verification of credential data across unstructured data outputs of certifying organizations.

[Citation List]

[Patent Literature]

[PTL 1]

Japanese Unexamined Patent Application, First Publication No. 2005-196722

[PTL 2]

United States Patent Application, Publication No. 2018/0330385A1 [Summary of Invention]

[Technical Problem]

[0003]

In a case in which a job applicant is searching for a position with a company or employer, it is often necessary to provide a resume, evidence of certifications, degrees, letters of recommendation, test scores, contact information, and the like individually to each potential employer when submitting an application for a position. This wastes a considerable amount of time for both the job applicant who has to submit the same documents multiple times and the potential employer who has to verify the authenticity of the information provided by each job applicant.

[0004]

Therefore, there is a need for a platform to which a job applicant may submit information accessible by multiple employers and that protects the applicant’s privacy with regard to which specific employers (or other parties) can access their information upon the job applicant’s consent being given. In addition, there is a need for a platform that allows employers to have information provided by the job applicant verified, and such verification often requires consultation with third party agencies, such as universities, governmental departments, license or certification issuing authorities, and the like.

[0005]

Furthermore, it is possible for the platform to operate such that job applicant and employer data is protected and kept private even from administrators that operate the platform itself if necessary.

An example object of the present invention is to provide a job recruitment information management system, a job recruitment information management method, and a storage medium for allowing the process of finding a job or recruiting an employee to be streamlined while providing a high degree of privacy for the job applicant.

[Solution to Problem]

[0006]

A first example aspect of the present invention provides a job recruitment information management system including: one or more processors configured to execute instructions to perform the operations of generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information items to the employer via the employer account. [0007]

A second example aspect of the present invention provides a job recruitment information management method executed by one or more processors, including: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information item to the employer via the employer account.

[0008]

A third example aspect of the present invention provides a computer-readable storage medium containing instructions to cause at least one computer to execute: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information item to the employer via the employer account.

[Advantageous Effects of Invention]

[0009]

The job recruitment media platform (job recruitment information management system) of the present invention allows the process of finding a job or recruiting an employee to be streamlined while providing a high degree of privacy for the job applicant.

[Brief Description of Drawings]

[0010]

Figure 1 illustrates an example embodiment showing one example of interactions across the platform between a job applicant and an employer.

Figure 2 illustrates another example embodiment showing one example of interactions across the platform between a job applicant and an employer.

Figure 3 illustrates another example embodiment showing one example of interactions across the platform between a job applicant and two types of third party agencies.

Figure 4 is a flow chart showing an example of operational steps of the example embodiment of the present invention.

Figure 5 is a flow chart showing another example of operational steps of the example embodiment of the present invention.

Figure 6 is a block diagram of an example computer on which instructions carrying out embodiments of the present invention may be executed.

Figure 7 is block diagram of an example user device implementation of the job recruitment media platform.

Figure 8 illustrates devices interacting with a decentralized blockchain.

Figure 9 illustrates a job recruitment information management system according to one example embodiment of the present invention

[EXAMPLE EMBODIMENTS]

[0011] Exemplary embodiments of the present invention will be described below with reference to the drawings. In the drawings, the same elements are denoted by the same reference numerals, and thus redundant descriptions are omitted as needed.

[0012]

Reference throughout this specification to “one embodiment”, “an embodiment”, “one example” or “an example” means that a particular feature, structure or characteristic described in connection with the embodiment or example is included in at least one embodiment of the present embodiments. Thus, appearances of the phrases “in one embodiment”, “in an embodiment”, “one example” or “an example” in various places throughout this specification are not necessarily all referring to the same embodiment or example. Furthermore, the particular features, structures or characteristics may be combined in any suitable combinations and/or sub-combinations in one or more embodiments or examples.

(Example Embodiment)

[0013]

As an example embodiment of the present invention, a job recruitment media platform (sometimes simply referred to as “a platform” or “the platform”) will be described with reference to Figs. 1, 2, and 3. Fig. 1 shows an example scenario in which a job applicant responds to a job listing posted by an employer on the platform.

It should be noted that while Fig. 1 shows the steps of the process in chronological order from top to bottom, the order is not limited to that set forth in the figure and some steps may occur in a different order and some steps may be added or omitted in accordance with design specifications.

[0014]

For the purpose of this example, the job applicant is presumed to be a software engineer, but the job recruitment media platform of the present invention may be easily adapted to serve job applicants of any occupation.

[0015]

From a job applicant’s side, a user logs in and registers as a job applicant (SOOla) and uploads or updates their resume information (S002) which may be filled in and stored via a user interface of the platform on a computer, a laptop, a smartphone, or a similar electronic device (sometimes referred to as “a user device”). The account details and information provided by the job applicant are stored in a database 101 of the platform as either being public or private. Public information items can be viewed by anyone on the platform while private information items are hidden. Some examples of public information may be basic work history, university degrees, certifications held, and the like, and private information may be contact information, university transcripts, skill test scores, personality test results, and the like. Private information may be made available to an employer (SO 14) by making a request through the platform directly to the job applicant’s account (S012) if the job applicant gives their consent (S013). In such a case, access to the private information may be given for a limited pre-determined amount of time, after which access to the information can be revoked. Since private information may be updated and change over time, such limited time access serves to further protect the job applicant’s privacy. [0016]

After a job applicant creates an account and uploads their resume information, the platform will attempt to verify information provided by the job applicant with third party agencies and if verification is successful, the information will be marked as verified in a database 101 of the platform. The verification process will be described later in further detail. [0017]

In this example, at some point after (or during) uploading or updating the resume information, the job applicant may optionally be given a basic skills test (S004) through the platform or, for example, directions to take an exam off-platform. In this example, the job applicant is a software engineer, so the basic skills test may, for example, attempt to evaluate the applicant’s basic programing skill, general IT knowledge, or the like. Also, for example, a personality test can also be assigned along with basic skill test after uploading the resume. The timing of assigning such a personality test is not particularly limited and may be set at any point during the process, if at all. In addition, the test may be automatically scored or scored by a third party agency after the job applicant completes the test (S005) depending on design requirements, and the resulting score may be stored on the database 101 as either public or private information associated with the job applicant account 50.

[0018]

From the employer’s side, a user logs in and registers as an employer (SOOlb) and then is provided the opportunity to post a job listing to the platform and/or search the available job applicant’s public information in order to select appropriate job candidates for a job position. Employer account 60 details and information regarding the job listing are stored in the database 101. In the example of Fig. 1, the employer posts a job listing (S003) and waits to receive resumes from an interested job applicant (S009). If the employer is interested in shortlisting the job applicant, the employer may send a notice to the job applicant expressing their interest (S010) and confirm with the job applicant that the job applicant is still available and interested in the job listing (S011). [0019]

From this point, additional steps can be initiated from the employer to receive further detailed information from the job applicant, such as a request to access private documents from or information about the job applicant that is stored in the database 101 as private (SO 12). Optionally, the employer may request additional information that is not currently in the database 101 or request that the job applicant complete additional skill tests (SOI 5) that may be more advanced or more specific than the basic skills test. The response to such a request may be returned to the employer (SO 16), but does not have to be stored on the database 101 depending on how relevant the information may be to other prospective employers.

[0020] For example, the job applicant may be asked to take a personality test, the results of which may be useful information to other employers. Therefore, those results could be stored in the database 101 at the discretion of the job applicant or the platform and kept as private information, for example. The additional information request could also be a telephone or video interview with the employer, and this feature may be a function offered through the platform. Such an interview is an example of information that would not be required to be stored in the platform database 101.

[0021]

As the final step in Fig. 1, a job offer may be sent (S025) to the job applicant.

[0022] Fig. 2 shows another example scenario in which an employer searches resumes publicly available on the job recruitment platform and selects a job applicant for further consideration. Redundant descriptions for like reference numbers as those of Fig. 1 will be omitted for brevity.

[0023] In Fig. 2, after a job applicant has at least uploaded their resume (S002), their public information may be available for employers to find on the platform. Depending on design specifications, the public information may be shown as verified or unverified information or the public information may only be made available after it has first been verified. In this example, the job applicant receives and takes a basic skills test (S004, S005), and then the employer searches resumes on the platform (S006), meaning that the results of the basic skills test would be available to the employer to view if those results are part of the public information items associated with the job applicant.

[0024]

After receiving resumes (S008) from the platform database 101, the employer selects and notifies the job applicant that he/she is being considered for a position (SOI 0). At this time, the employer may also send detailed information about the position that is available such that the job applicant may inform the employer as to whether or not they are interested (S011).

[0025] At this time, the employer may, similarly to the first example in Fig. 1 , ask the applicant for more information (SO 15) via email, text message, video chat, telephone, or the like or request access to private information items (SO 13) stored in the platform database 101.

[0026] As the last step in Fig. 2, the employer may offer the job applicant the position

(S025).

[0027]

Next, the verification processes across the platform will be described with reference to Fig. 3. Here, two types of third party verification agencies are used to verify information provided by the job applicant, however, other types may be used as appropriate. Examples of the third party verifiers 80 may include agencies capable of verifying an applicant’s identity, work history, skills (via testing), and/or other personal information. As for the third party issuers 70, they may include governmental agencies or educational institutions that can verify certifications or degrees that the job applicant may hold. Also, educational institutions may provide, for example, university transcripts or the like which can be stored in the database 101 as private information. [0028]

In Fig. 3, as an example of the verification process, at or after the time the job applicant uploads a resume (S002), the platform may automatically initiate the verification process by providing information items of the resume to at least one of the third party verifiers (S017). Alternately, the platform may ask the job applicant for permission to begin the verification process (not shown in the figure).

[0029]

In this example, the third party verifier 80 requires more information from the job applicant in order to, for example, verify their identity and/or verify information in the resume. Here, verifier 80 can also issue a certificate based on a unique number authentication. For example, a roll number or an ID number for unique ID along with a login password which can be provided by users. Subsequently, the platform can fetch a copy of the certificate from a verifier 80 database or the like. The third party verifier 80 makes a request for more information/documents to the job applicant (SOI 8) and the job applicant responds to the information request (SO 19); however, these steps may be omitted in a case where the third party verifier 80 has all of the information needed to verify information appropriately.

[0030] Finally, the third party reports the verification of information items to the platform (S020) and the database 101 is updated to show that the information is verified. Furthermore, skills tests may be given directly from the third party verifier 80 (i.e., off- platform) or through the platform (i.e., on-platform) to the job applicant, and the results may be returned and stored on the platform database 101 (or returned directly to an employer depending on circumstances).

[0031]

With regard to the third party issuers 70, in this example, the job applicant makes a request to the third party issuer 70 to provide verified information to the platform (S021) to be stored as public or private information in the database 101. This request (S021) may be simply be a request for issuing a document, for example. In the case of certificates or awards, for example, such information may preferably be stored as verified public information, but for more sensitive information, for example, test scores, the job applicant’s current employer name, residential address details, or similar records, such information may be preferably stored in the database 101 as verified private information.

[0032]

The order of the steps shown in Fig. 3 is not necessarily fixed, and any number of verification processes can occur in any order. It is desirable that the platform be able to automatically verify as much information as possible by way of the third party agencies, however, the platform is not to be considered as limited to only automatic verification. It may be necessary in some cases for a job applicant to contact an agency directly to have information sent to the platform so that the information may be stored in the database 101 as verified information. As an example, a university may require a job applicant to personally request a transcript be sent to the platform operators.

[0033] Here, simplified flow charts of operations of the example embodiment will be described with reference to Figs. 4 and 5.

[0034]

First, the type of account for a user is created (S 100a or S 100b). In the case of a job applicant account 50, the user may then upload and/or update their public and private information on the platform (SI 01) via a job recruitment device 100 or a computer 1000. The information provided by the job applicant is then verified by third party agencies (SI 02), and verified information is then noted in the database 101 (SI 03). [0035] When an employer is interested in learning more information about a job applicant, the employer may request access to the job applicant’s private information items via their employer account 60 (S104). Then, the job applicant’s account is notified of the request from the employer, and the job applicant may give their consent for the employer to access the private information (SI 05). [0036]

By way of such configurations as discussed above, streamlining of job recruitment can be achieved in addition to increased security in terms of preventing unnecessary and/or unauthorized access to either a job applicant’s or an employer’s private information items without consent. (Hardware configuration)

[0037]

Hardware configurations for a job recruitment device 100 will be described with reference to Figs. 6 and 7.

[0038] With reference to Fig. 6, a computer (job recruitment information management system) 1000 configured to run the job recruitment platform may include an I/O interface 1100, a bus 1200, a processor 1300, memory 1400, a storage device 1500, and a network interface 1600. The I/O interface 1100 functions to communicate with input and output devices such as a keyboard, a mouse, a PC monitor, a printer, or the like. The bus 1200 transfers data between components inside the computer 1000. The processor 1300 executes instructions for running the job recruitment platform and the instructions may be stored in the storage devices 1500 and, for example, temporarily in the memory 1400 to reduce instruction loading time. The storage device may also store the database 101. The network interface 1600 functions to communicate with the Internet, other computers 1000, network devices, servers, a job recruitment device 100, or the like.

[0039]

In the example embodiment with reference to Fig. 7, a job recruitment device

100 as a user device, for example, may include a display unit 102, a control unit 104, an I/O unit 106, a storage unit 108, and a communication unit 110. The display unit 102 has a function to display, for example, the platform interface and may be or control a PC monitor, a television, a LCD screen, a smartphone screen, or the like. The I/O unit 106 may be or control a touch interface, a keyboard, a mouse, a microphone, a speaker, a camera, or the like. The storage unit 108 has a function of storing data such as instructions to run the user interface of the platform, an operating system, the database

101 and the like, and may be any combination of read-only memory, random-access memory, a hard disk drive, a solid state drive, or other type of data storage device. The communication unit 110 provides access to the Internet, a network device, a server, or other electronic devices.

[0040]

The job recruitment media platform as described above operates, at least in part, on the job recruitment device configured such that a job applicant (or employer) may communicate with the network on which the job recruitment database 101 may be present. The user interacts with the device via the I/O unit 106 to enter information to be stored in the database 101 as public and/or private information associated with their account.

(Other Embodiments)

[0041]

An example embodiment of the job recruitment media platform has been described above, however, the present invention should not be considered as being limited to the example embodiment. Additions, modifications, and other configurations may also be implemented and still remain within the scope of the present disclosure. Hereinafter, some examples will be described.

[0042]

The present invention may be realized as a non-transitory computer-readable storage medium containing instructions to cause at least one computer or plurality of processors to execute functions described above in the job recruitment media platform system described in the above example embodiment. A program may realize part of the functions described above. Further, the program may be a file, a so-called differential file (differential program), that can realize the above-described functions in combination with a program already recorded in the computer system.

[0043]

In the example embodiment above, only private information items of the job applicant are described; however, the present invention is not limited thereto. The employer account 60 may also have private information items stored in the database 101 which may be made accessible to the job applicant account 50 upon request and consent given by the employer. Such information may be, for example, compensation, holidays, work timing, information about team members associated with particular roles, and the like regarding a particular job listing posted by the employer.

[0044]

In the interest of security and decentralization, the database 101 used by the platform may be encrypted and stored on one or more servers accessible by the job recruitment media platform as illustrated in Fig. 8. Furthermore, the database 101 may preferably be a blockchain where data is committed to the blockchain and encrypted on one or a plurality of servers to keep the encrypted data permanently available. A copy of the blockchain may be stored directly in a user device depending on design specifications or preferably stored on one or more network devices functioning as blockchain nodes which are accessible to the user device via, for example, the Internet. Additionally, a configuration may be implemented such that the platform’s data is assured to be compliant with regulations such as the General Data Protection Regulation (GDPR).

[0045]

An example of a desirable blockchain is one that is permissoned and able to keep keys to encrypted data private to all but authorized parties. In addition, data may be preferably encrypted by, for example, an all or nothing transform (AONT). In this way, the platform does not have access to the stored data, and access is only available to authorized parties via the blockchain.

[0046]

Fig. 9 illustrates a job recruitment information management system 1 according to one example embodiment of the present invention. A job recruitment information management system includes one or more processors (processing means) 10 and a database (storage means) 20. The one or more processors 10 are configured to execute instructions to perform the operations of: generating an employer account 60 accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database 20, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account 60 access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information items to the employer via the employer account 60.

[Industrial Applicability]

[0047]

The present invention is applicable to the field of computers, computer software, and media platforms.

[Supplementary Notes]

[0048]

All or part of the example embodiments disclosed above can be descried as, but not limited to, the following supplementary notes.

[0049]

(Supplementary Note 1)

A job recruitment information management system comprising: one or more processors configured to execute instructions to perform the operations of: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information items to the employer via the employer account. [0050]

(Supplementary Note 2)

The job recruitment information management system of Supplementary Note 1, wherein the one or more processors are further configured to execute instructions to perform the operations of: in response to receiving a report indicating that one of the job applicant information items is verified by a third party, labeling the one of the job applicant information items as verified.

[0051] (Supplementary Note 3)

The job recruitment information management system of Supplementary Note 1 or 2, wherein the one or more processors are further configured to execute instructions to perform the operations of: setting a fixed time period for accessing the at least one private job applicant information item by the employer account at or before the time of the asking for and receiving consent from the job applicant account; and after elapse of the fixed time period, denying the access to the at least one private job applicant information item.

[0052]

(Supplementary Note 4)

The job recruitment information management system of any one of Supplementary Notes 1 to 3, wherein the one or more processors are further configured to execute instructions to perform the operations of: providing, at a request from the employer account, an employment test to the job applicant account to be completed by the job applicant.

[0053]

(Supplementary Note 5)

The job recruitment information management system of Supplementary Note 4, wherein the employment test includes an interview.

[0054]

(Supplementary Note 6)

The job recruitment information management system of Supplementary Note 4 or 5, wherein the one or more processors are further configured to execute instructions to perform the operations of: sending the results of the employment test to the employer account.

[0055] (Supplementary Note 7)

The job recruitment information management system of any one of Supplementary Notes 4 to 6, wherein the one or more processors are further configured to execute instructions to perform the operations of: storing, in the database, the results of the employment test with being associated with the job applicant account.

[0056]

(Supplementary Note 8) The job recruitment information management system of any one of

Supplementary Note 1 to 7, wherein the employer account is associated with employer information items stored in the database, the employer information items including at least one private employer information item, and the employer account has a function to grant access to one or more of the private employ information items to the job applicant account.

[0057]

(Supplementary Note 9)

The job recruitment information management system of any one of Supplementary Notes 1 to 7, wherein the database is, at least in part, a blockchain distributed among a plurality of computing devices on a network.

[0058]

(Supplementary Note 10) A job recruitment information management method executed by one or more processors, comprising: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information item to the employer via the employer account.

[0059]

(Supplementary Note 11)

A computer-readable storage medium containing instructions to cause at least one computer to execute: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information item to the employer via the employer account.

[Reference Signs List]

[0060] 1 Job Recruitment Information Management System

10 One or More Processors 20 Storage

50 Job Applicant Account 60 Employer Account 70 Third Party Issuer

80 Third Party Verifier

100 Job Recruitment Device

101 Database

102 Display Unit 104 Control Unit

106 I/O Unit 108 Storage Unit 110 Communication Unit 1000 Computer 1100 I/O Interface

1200 Bus 1300 Processor 1400 Memory 1500 Storage Device 1600 Network Interface

Claims

[CLAIMS]

[Claim 1]

A job recruitment information management system comprising: one or more processors associated with one or more computing devices configured to execute instructions to perform the operations of: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information items to the employer via the employer account.

[Claim 2]

The job recruitment information management system of claim 1, wherein the one or more processors are further configured to execute instructions to perform the operations of: in response to receiving a report indicating that one of the job applicant information items is verified by a third party, labeling the one of the job applicant information items as verified.

[Claim 3] The job recruitment information management system of claim 1 or 2, wherein the one or more processors are further configured to execute instructions to perform the operations of: setting a fixed time period for accessing the at least one private job applicant information item by the employer account at or before the time of the asking for and receiving consent from the job applicant account; and after elapse of the fixed time period, denying the access to the at least one private job applicant information item.

[Claim 4]

The job recruitment information management system of any one of claims 1 to 3, wherein the one or more processors are further configured to execute instructions to perform the operations of: providing, at a request from the employer account, an employment test to the job applicant account to be completed by the job applicant.

[Claim 5]

The job recruitment information management system of claim 4, wherein the employment test includes an interview.

[Claim 6]

The job recruitment information management system of claim 4 or 5, wherein the one or more processors are further configured to execute instructions to perform the operations of: sending the results of the employment test to the employer account.

[Claim 7]

The job recruitment information management system of any one of claims 4 to 6, wherein the one or more processors are further configured to execute instructions to perform the operations of: storing, in the database, the results of the employment test with being associated with the job applicant account.

[Claim 8]

The job recruitment information management system of any one of claims 1 to 7, wherein the employer account is associated with employer information items stored in the database, the employer information items including at least one private employer information item, and the employer account has a function to grant access to one or more of the private employer information items to the job applicant account.

[Claim 9]

The job recruitment information management system of any one of claims 1 to 7, wherein the database is, at least in part, a blockchain distributed among a plurality of computing devices on a network.

[Claim 10]

A job recruitment information management method executed by one or more processors, comprising: generating an employer account accessible by an employer; generating an job applicant account accessible by a job applicant; storing, in a database, job applicant information items associated with the job applicant account, the job applicant information items including at least one private job applicant information item; asking for and receiving consent from the job applicant account to grant the employer account access to the at least one private job applicant information item; and granting, in accordance with consent from the job applicant account, access to the at least one private job applicant information item to the employer via the employer account.

[Claim 11]