CN116993311A - Human resource information retrieval system based on information matching technology - Google Patents

Human resource information retrieval system based on information matching technology Download PDF

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CN116993311A
CN116993311A CN202311223593.3A CN202311223593A CN116993311A CN 116993311 A CN116993311 A CN 116993311A CN 202311223593 A CN202311223593 A CN 202311223593A CN 116993311 A CN116993311 A CN 116993311A
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skill
job seeker
degree
matching
person
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CN116993311B (en
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竹甜钿
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Zhejiang Houxue Network Technology Co ltd
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    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
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    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
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    • G06F16/00—Information retrieval; Database structures therefor; File system structures therefor
    • G06F16/90—Details of database functions independent of the retrieved data types
    • G06F16/95—Retrieval from the web
    • G06F16/953—Querying, e.g. by the use of web search engines
    • G06F16/9535—Search customisation based on user profiles and personalisation
    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
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    • G06Q10/06398—Performance of employee with respect to a job function
    • Y—GENERAL TAGGING OF NEW TECHNOLOGICAL DEVELOPMENTS; GENERAL TAGGING OF CROSS-SECTIONAL TECHNOLOGIES SPANNING OVER SEVERAL SECTIONS OF THE IPC; TECHNICAL SUBJECTS COVERED BY FORMER USPC CROSS-REFERENCE ART COLLECTIONS [XRACs] AND DIGESTS
    • Y02—TECHNOLOGIES OR APPLICATIONS FOR MITIGATION OR ADAPTATION AGAINST CLIMATE CHANGE
    • Y02D—CLIMATE CHANGE MITIGATION TECHNOLOGIES IN INFORMATION AND COMMUNICATION TECHNOLOGIES [ICT], I.E. INFORMATION AND COMMUNICATION TECHNOLOGIES AIMING AT THE REDUCTION OF THEIR OWN ENERGY USE
    • Y02D10/00—Energy efficient computing, e.g. low power processors, power management or thermal management

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Abstract

The invention relates to the field of data processing, in particular to a human resource information retrieval system based on an information matching technology, which comprises the following components: a skill scoring module for obtaining skill scores of job seekers and personnel units; the job seeker skill expectation module is used for acquiring the expected degree of each skill in the skill set browsed by the job seeker through historical search; the matching module between the job seeker and the personnel unit obtains a matching coefficient between the job seeker and the personnel unit according to the skill set of the job seeker and the personnel unit; obtaining the preference degree of the job seeker and the adjustment factors of each skill of the personnel unit, and obtaining the matching coefficient after adjustment between the job seeker and the personnel unit and the matching degree of the job seeker; acquiring the expected degree of the job seeker; obtaining the target degree of the job seeker; and the personnel unit screening module is used for sorting the target degree of all job seekers from large to small, and acquiring the number of persons D before sorting for recording. The invention uses the data processing method to improve the accuracy of selecting people.

Description

Human resource information retrieval system based on information matching technology
Technical Field
The invention relates to the technical field of data processing, in particular to a human resource information retrieval system based on an information matching technology.
Background
Human resource information retrieval refers to obtaining information related to human resources from various channels and resources by utilizing various information retrieval tools and technologies, including recruitment information, talent market information, enterprise recruitment requirements, salary treatments and the like. Common human resource information retrieval channels include recruitment websites, social media, talent markets, corporate networks, recruitments, and the like. When retrieving human resource information, proper channels and tools are selected according to specific requirements, and the information is screened and analyzed to obtain the most valuable information.
The prior art is used for searching and sorting talents according to the skill types of the staff and the number of repeated types of skill requirements of staff positions, and the matching degree of the staff and the staff positions cannot be accurately judged through the skill mastering degree of the staff and the expected work types of the staff, so that the difference between the work obtained by the staff and the expected work is large, the skill mastering condition of the staff is required to be secondarily judged by the staff, and the time cost of the staff and the staff is increased.
Disclosure of Invention
The invention provides a human resource information retrieval system based on an information matching technology, which aims to solve the existing problems.
The human resource information retrieval system based on the information matching technology adopts the following technical scheme:
one embodiment of the invention provides a human resource information retrieval system based on an information matching technology, which comprises the following modules:
the skill scoring module is used for scoring the skills of the job seeker and the skills of the personnel units to obtain the skill scores in the skill type set Z owned by the job seeker and the skill scores in the personnel unit post skill demand type set X;
the job seeker skill expectation module is used for acquiring a skill set of historical search and browsing of the job seeker, and obtaining the expected degree of the job seeker on each skill in the skill set of historical search and browsing of the job seeker according to the skill set of historical search and browsing of the job seeker;
the matching module between the job seeker and the personnel unit is used for acquiring a skill type set Z owned by the job seeker, acquiring a personnel unit post skill requirement type set X and acquiring a matching coefficient between the job seeker and the personnel unit according to the set Z and the set X;
obtaining the preference degree of the job seeker according to the skill scores in the set Z and the skill scores in the set X;
obtaining an adjustment factor of each skill in the set X according to the skill scores in the set X, and adjusting the matching coefficient between the job seeker and the personnel unit according to the adjustment factor of each skill in the set X to obtain the matching coefficient after adjustment between the job seeker and the personnel unit;
obtaining the matching degree of the job seeker according to the preference degree of the job seeker and the matching coefficient adjusted between the job seeker and the personnel unit;
acquiring an intersection of a skill type set Z owned by a job seeker and a person unit post skill demand type set X, marking the intersection as a set C, obtaining the expected degree of each skill type in the set C according to the expected degree of the job seeker on each skill, and obtaining the expected degree of the job seeker according to the expected degree of each skill type in the set C;
obtaining the target degree of the job seeker according to the expected degree of the job seeker and the matching degree of the job seeker;
and the personnel unit screening module is used for sorting the target degree of all job seekers from large to small, acquiring the resume of the person D before sorting, recommending the resume to the personnel unit, wherein D is a preset percentage.
Further, the obtaining the expected degree of the job seeker for each skill in the skill set according to the job seeker history search browse includes:
the method comprises the steps of obtaining the occurrence times of each skill in a skill set of historical search and browsing of a job seeker, and recording the ratio of the occurrence times of each skill to the total occurrence times of all skills in the skill set of historical search and browsing of the job seeker as the expected degree of the job seeker on each skill.
Further, the method for acquiring the matching coefficient between the job seeker and the person unit comprises the following steps:
and (3) recording the ratio of the number of elements in the set C to the number of elements in the person unit post skill demand type set as a matching coefficient between the job seeker and the person unit.
Further, the method for obtaining the preference degree of the job seeker comprises the following steps:
the formula of the preference degree of the job seeker is as follows:
in the method, in the process of the invention,a score representing the I-th skill in the person unit post skill requirement category set X,score indicating J-th skill in person unit post skill requirement category X,/i>Score indicating I-th skill in skill type set Z possessed by job seeker, ext indicates number of elements in the collection, Z indicates skill type set possessed by job seeker, X indicates person unit post skill requirement type set, ">Represents the intersection between set Z and set X, < >>Indicating the preference level of the job seeker.
Further, the method for obtaining the adjustment factor of each skill in the set X includes:
the adjustment factor for each skill in the person unit post skill requirement category X is obtained by the ratio of the score for each skill in the person unit post skill requirement category to the total score for all skills in the person unit post skill requirement category.
Further, the method for acquiring the matching coefficient after adjustment between the job seeker and the person unit comprises the following steps:
the formula of the matching coefficient after adjustment between the job seeker and the person's unit is:
in the method, in the process of the invention,an adjustment factor representing the t-th skill in the person-unit post skill requirement class set X,an adjustment factor indicating the b-th skill in the person-unit post skill demand category set X, Z indicating the skill category set possessed by the job seeker, X indicating the person-unit post skill demand category set, ext indicating the number of elements in the collection,represents the intersection between set Z and set X, < >>Representing the matching coefficients after adjustment between the job seeker and the person's unit.
Further, the method for acquiring the matching degree of the job seeker comprises the following steps:
the matching degree of the job seeker is obtained through the product of the preference degree of the job seeker and the matching coefficient after adjustment between the job seeker and the personnel unit.
Further, the method for obtaining the expected degree of each skill type in the set C includes:
when the skill types in the set C appear in the skill set browsed by the historic search of the job seeker, the expected degree of each skill type in the set C is directly used for the expected degree of the job seeker on each skill in the skill set browsed by the historic search of the job seeker; when the skill types in the set C are not appeared in the skill set of the historic search browse of the job seeker, the skill types in the skill set of the historic search browse of the job seeker are marked as the marked skill types, and the expected degree of the marked skill types is set to be 0 directly.
Further, the method for obtaining the expected degree of the job seeker comprises the following steps:
the formula of the desirability of job seekers is:
in the method, in the process of the invention,representing the desired degree of the p-th skill category in set C, C representing the intersection of set Z and set X, ext representing the number of elements in the set,/->Indicating the desirability of the job seeker.
Further, the method for acquiring the target degree of the job seeker comprises the following steps:
taking the product of the matching degree of the job seeker and the expected degree of the job seeker as the target degree of the job seeker.
The technical scheme of the invention has the beneficial effects that: according to the invention, through quantifying each skill type and corresponding mastering situation required by a company for the job seeker, judging an expected job model of the job seeker according to historical job searching records of the job seeker and skill requirements corresponding to the job seeker, matching the expected job model according to personnel job skill requirements and job seeker skill mastering situations, and combining the personnel job seeker expected job models, when human resources are searched and ordered, the closer the expected job model of the job seeker is to the personnel job, the higher the ordering is; the more the skill mastery of the job seeker accords with the personnel position, the higher the ranking. The method reduces the time cost of human resource retrieval and increases the accuracy and matching degree of personnel selection.
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In order to more clearly illustrate the embodiments of the invention or the technical solutions in the prior art, the drawings that are required in the embodiments or the description of the prior art will be briefly described, it being obvious that the drawings in the following description are only some embodiments of the invention, and that other drawings may be obtained according to these drawings without inventive effort for a person skilled in the art.
FIG. 1 is a block flow diagram of a human resource information retrieval system based on an information matching technique of the present invention.
Detailed Description
In order to further describe the technical means and effects adopted by the invention to achieve the preset aim, the following detailed description refers to the specific implementation, structure, characteristics and effects of the human resource information retrieval system based on the information matching technology according to the invention with reference to the accompanying drawings and the preferred embodiment. In the following description, different "one embodiment" or "another embodiment" means that the embodiments are not necessarily the same. Furthermore, the particular features, structures, or characteristics of one or more embodiments may be combined in any suitable manner.
Unless defined otherwise, all technical and scientific terms used herein have the same meaning as commonly understood by one of ordinary skill in the art to which this invention belongs.
The following specifically describes a specific scheme of the human resource information retrieval system based on the information matching technology provided by the invention with reference to the accompanying drawings.
Referring to fig. 1, a block flow diagram of a human resource information retrieval system based on an information matching technology according to an embodiment of the present invention is shown, where the system includes the following blocks:
module 101: and a skill scoring module.
The time for human interviews is saved between the job seeker and the person's unit, and thus various skills required for various skills of the job seeker and various posts of the person's unit are scored.
Specifically, sentence dividing and segmentation operations are carried out on the resume of the job seeker, all characters on the resume of the job seeker are extracted by utilizing an OCR character recognition technology, and keywords in all the characters are obtained by utilizing a jieba word dividing technology. And obtaining all keywords in each sentence, and matching technical vocabularies of industries in each sentence with words of skill mastering conditions to obtain skill mastering conditions corresponding to the technical vocabularies of each industry.
The vocabulary in the jieba word segmentation technology is the technical vocabulary of all industries, and comprises the following steps: "software development", "embedded development", "office document", etc., includes, among others: understanding, congregation, mastering, proficiency, and the like. Then, the words in the skill mastering situation are converted into numerical scores, the scores are set to be 1 to 8 in the embodiment, the score is set to be the lowest score, the score is set to be the highest score, and the score is set to be the highest score in the embodiment, and in other embodiments, the implementation personnel can set a proper score interval according to the requirements.
And then scoring the skill conditions required by the posts by using a personnel unit to obtain skill scores of all skills of all posts.
Thus, skill scores for job seekers and personnel are obtained.
Module 102: a job seeker skill desire module.
The post which acquires the historic search and browsing of the job seeker in the month before the moment is recorded as the following steps in sequenceWherein->Represents the ith browsing post, and n represents the total number of browses in one month of history. Each corresponding set of post skill requirement categories is marked as +.>Wherein->Representing the category of skill requirements contained in the i-th browsed post, n representing the total number of browsed times in one month of history, each set recording the category of skill requirements in the post, finding the category of post skills contained in all sets, and recording it as a set->The process is as follows:
wherein M is a skill type set required by all search browsing posts of the job seeker, n is the historical search browsing post times of the job seeker,skill category contained in the ith post searched for user, ++>Representing intersections of categories in all historic search browsing posts.
It should be further noted that, the more times a job seeker searches and browses a certain post, the more the type of post meets the user's expectations, and the higher the degree of interest of the job seeker for the type of post, the less the possibility of leaving the job.
Specifically, the number of times that each skill appears in the searching and browsing process is counted, namely the number of times that the skill appears in the history searching process. The current set user all history searching and browsing post skill requirement set M comprises M types of skills which are respectively recorded asWherein->The r-th skill contained in the set M is represented, and M represents the number of skill types contained in the set M; the number of occurrences is marked->Wherein->Representing the number of occurrences of skill 1 contained in collection M in history search browsing, ++>Representing the number of occurrences of skill 2 in the history search browse contained in set M, ++>Representing the number of occurrences of skill 3 in the history search browse contained in set M, ++>Representing the number of occurrences of the r-th skill in the set M in the history search browse,/>Representing the number of times the mth skill contained in the collection M appears in the history search browse. Taking the r-th skill as an example, the expected degree of the skill is obtainedThe process is as follows:
in the method, in the process of the invention,representing the occurrence frequency of the r-th skill in the set M in the historical search browsing modes, M representing the set of skill types needed in all search browsing positions of the job seeker, M representing the number of skill types contained in the set M, and>indicating the desired level of skill in the r.
The expected degree of the job seeker on the r-th skill can be obtained according to the frequency of occurrence of different skills during searching and browsing, and the more the frequency of occurrence is, the higher the expected degree is, and the job seeker is more prone to containing the positions of the skills.
Thus, the expected degree of each skill in the history searching and browsing of the job seeker is obtained.
Module 103: and a matching module between the job seeker and the person's unit.
It should be noted that, the conventional human resource information matching search sorts the number of repeated items according to the skill types of the job seeker and the types of the job requirements of the personnel units, and cannot accurately judge the matching degree of the job seeker and the job units according to the skill grasping degree of the job seeker and the expected work types of the job seeker, so that the difference between the work obtained by the job seeker and the expected work is large, and the skill grasping condition of the job seeker needs to be judged by the personnel units for the second time, thereby increasing the time cost of the job seeker and the personnel units. In the embodiment, each skill type and corresponding mastering situation required by a person unit are quantified, an expected post model of the person is judged according to historical post search records of the person to be searched and skill requirements corresponding to the posts, then matching is carried out according to the skill requirements of the person unit and the skill mastering situation of the person to be searched, and the expected post model of the person to be searched is combined, so that when human resources are searched and ordered, the closer the expected post model of the person to the person unit post is, the higher the ordering is; the more the skill mastery of the job seeker accords with the personnel position, the higher the ranking. The method reduces the time cost of human resource retrieval and increases the accuracy and matching degree of personnel selection.
(1) And obtaining the matching coefficient of the job seeker and the personnel and the preference degree of the job seeker according to the skill mastering condition of the job seeker and the requirement of the personnel post skill.
It should be noted that, the posts of the personnel unit have corresponding technical requirements, that is, the posts have skill limits, and the matching coefficients are obtained according to the ratio of the skill types of the personnel seeker to the post requirement technical types and the post technical types.
Specifically, a skill type set possessed by the job seeker is obtained according to the skills possessed by the job seeker and is marked as Z, a person unit post skill demand type set is obtained and is marked as X, and a matching coefficient between the job seeker and the person unit is obtained according to the set Z and the set X. The specific formula is as follows:
wherein Z represents a skill type set possessed by the job seeker, and X representsA person unit post skill requirement category set, ext represents the number of collection category elements,representing the matching coefficient between job seeker and person's unit,/->Representing the intersection between set Z and set X, i.e., having the same skill set in set Z and set X.
The higher the skill number ratio contained by the job seeker and the personnel unit, the more the job seeker accords with the personnel requirement of the personnel unit.
It should be noted that, the above process only illustrates whether the job seeker has the skill requirement of the personnel position, but does not embody the skill grasping condition, the skill score of the job seeker is compared with the skill score required by the personnel position in this step, and the preferred degree of the job seeker is obtained according to the grasping condition of the skill of the job seeker.
Specifically, the skill mastered by the job seeker in the personnel position skill requirement is compared with the personnel skill mastering degree requirement, the skill type set possessed by the current job applicant is Z, the person unit post skill demand type set is X, and the two sets can acquire the commonly possessed skills by the person unit post skill demand type set and the person unit post skill demand type setScore indicating I-th skill in person unit position skill requirement class set X, < ->The score of the type I skills in the skill type set Z of the job seeker is represented, and the preference degree of the job seeker is obtained according to the skill score of the personnel unit and the skill score of the job seeker, wherein the specific formula is as follows:
in the method, in the process of the invention,a score representing the I-th skill in the person unit post skill requirement category set X,score indicating J-th skill in person unit post skill requirement category X,/i>Score indicating I-th skill in skill type set Z possessed by job seeker, ext indicates number of elements in the collection, Z indicates skill type set possessed by job seeker, X indicates person unit post skill requirement type set, ">Representing the intersection between set Z and set X, i.e. set Z and set X having the same skill set,/->Indicating the preference level of the job seeker.
The higher the skill requirement of the personnel position is, the more important the skill is in the position, so that the skill of the personnel is required to be weighted and averaged according to the skill grasping condition of the personnel according to the grasping degree score ratio of the personnel skill requirement when the skill grasping condition of the personnel is corresponding, the higher the preference degree is, and the personnel accords with the personnel standard of the personnel position.
(2) And obtaining an adjustment factor according to the personnel position skill demand mastering degree score, adjusting the matching coefficient between the personnel position and the job seeker, and obtaining the matching degree of the job seeker according to the preference degree of the job seeker and the matching coefficient after adjustment between the personnel position and the job seeker.
In the calculation process of the step, whether the job seeker grasps the important skills of the skill requirement of the person's unit of post is ignored, when calculating the preference degree, the weighting mode is only based on the ratio of the skill grasped by the job seeker to the skill grasping degree score in the person's unit of post, if the job seeker does not have the important skills in the post, the job seeker may not be suitable for the person's unit of post, but the calculated preference degree and the matching coefficient cannot reflect the feature, so that the matching coefficient needs to be weighted according to the distribution condition of the skill requirement degree score of the person's unit of post to obtain the adjustment factor.
Specifically, according to the person unit post skill requirement type set X, the adjustment factor of each person unit skill is obtained, and the specific formula is as follows:
in the method, in the process of the invention,a score representing the t-th skill in the person-unit post skill requirement category set X,a score representing the q-th skill in the person-unit post skill requirement category set X, X representing the person-unit post skill requirement category set, ext representing the number of elements in the collection,/a>An adjustment factor indicating the t-th skill in the person-unit post skill requirement class set X.
For the t-th skill type in the person-to-person position skill demand type set, if the position demand skill level score is higher, the skill score ratio is larger, and the adjustment factor is larger.
It should be noted that, after the adjustment factor is obtained, the matching coefficient needs to be weighted by the adjustment factor, and when the matching coefficient is calculated, the calculation process is performed by the number of elements in the set, so the weight of each element in the calculation process is 1, and therefore, the weight of the element needs to be adjusted by the adjustment factor.
Specifically, the matching coefficient between the person unit and the job seeker is adjusted according to the adjustment factor of the skills in the person unit post skill requirement category set, and a specific adjustment formula is as follows:
in the method, in the process of the invention,an adjustment factor representing the t-th skill in the person-unit post skill requirement class set X,an adjustment factor indicating the b-th skill in the person-unit post skill demand category set X, Z indicating the skill category set possessed by the job seeker, X indicating the person-unit post skill demand category set, ext indicating the number of elements in the collection,represents the intersection between set Z and set X, < >>Representing the matching coefficients after adjustment between the job seeker and the person's unit.
Obtaining the matching degree of the job seeker according to the preference degree of the job seeker and the matching coefficient adjusted between the personnel unit and the job seeker, and expressing the matching degree as follows by a formula:
in the method, in the process of the invention,indicating the preference level of the job seeker, +.>Representing the matching coefficient after adjustment between job seeker and person's unit, < >>Indicating the extent of matching of the job seeker.
(3) Obtaining new expected degree of the job seeker according to the expected degree of each skill in the history search and browsing of the job seeker, and correcting the matching degree of the job seeker according to the new expected degree of the job seeker to obtain the target degree of the job seeker.
The invention is characterized in that the job seeker and the person's unit are in a mutual selection relationship, but the invention angle is the person's unit, so the expected degree of the job seeker on the person's unit position is also considered, when the expected degree of the job seeker on the person's unit position is higher, the job seeker is interested in the person's unit position, and the possibility of stable work in the position is higher.
Specifically, a skill type set M required in all search browsing posts of the job seeker, a skill type set Z possessed by the job seeker, a person unit post skill type set X, an intersection of the three sets, recorded as a set B, and a desired degree corresponding to the skill type set M required in all search browsing posts of the job seeker in the set B are obtained, wherein if the skill type in the intersection of the set Z and the set X does not appear in the set M, the desired degree of the skill type which does not appear is defaulted to 0. Wherein the intersection of set Z and set X is denoted as set C.
The new expected degree of the job seeker is obtained according to the expected degree of the skill type, and the new expected degree of the job seeker can be specifically expressed by the following formula:
in the method, in the process of the invention,representing the desired degree of the p-th skill category in set C, C representing the intersection of set Z and set X, ext representing the number of elements in the set,/->Indicating the desirability of the job seeker.
When the person unit post skills are more than the job seeker has the same skill, the expected degree of the skills is higher, the calculated expected coefficient is higher, and the job seeker satisfaction degree is higher.
And then correcting the matching degree of the job seeker according to the new expected degree of the job seeker to obtain the target degree of the job seeker, wherein the target degree is specifically expressed as follows:
in the method, in the process of the invention,indicating the matching degree of job seekers, +.>Indicating the desirability of the job seeker, +.>Indicating the target level of the job seeker.
Similarly, the target degree of all job seekers can be obtained.
Module 104: and a human unit screening module.
A threshold value D is preset, where the present embodiment is described by taking d=40%, and the present embodiment is not specifically limited, where D may be determined according to the specific implementation situation. And (3) acquiring the target degree of all job seekers by using a person unit, sorting the target degree of all job seekers from large to small, and acquiring the resume of the person D before sorting and recommending the resume to the person unit.
This embodiment is completed.
The foregoing description of the preferred embodiments of the invention is not intended to be limiting, but rather is intended to cover all modifications, equivalents, alternatives, and improvements that fall within the spirit and scope of the invention.

Claims (10)

1. The human resource information retrieval system based on the information matching technology is characterized by comprising the following modules:
the skill scoring module is used for scoring the skills of the job seeker and the skills of the personnel units to obtain the skill scores in the skill type set Z owned by the job seeker and the skill scores in the personnel unit post skill demand type set X;
the job seeker skill expectation module is used for acquiring a skill set of historical search and browsing of the job seeker, and obtaining the expected degree of the job seeker on each skill in the skill set of historical search and browsing of the job seeker according to the skill set of historical search and browsing of the job seeker;
the matching module between the job seeker and the personnel unit is used for acquiring a skill type set Z owned by the job seeker, acquiring a personnel unit post skill requirement type set X and acquiring a matching coefficient between the job seeker and the personnel unit according to the set Z and the set X;
obtaining the preference degree of the job seeker according to the skill scores in the set Z and the skill scores in the set X;
obtaining an adjustment factor of each skill in the set X according to the skill scores in the set X, and adjusting the matching coefficient between the job seeker and the personnel unit according to the adjustment factor of each skill in the set X to obtain the matching coefficient after adjustment between the job seeker and the personnel unit;
obtaining the matching degree of the job seeker according to the preference degree of the job seeker and the matching coefficient adjusted between the job seeker and the personnel unit;
acquiring an intersection of a skill type set Z owned by a job seeker and a person unit post skill demand type set X, marking the intersection as a set C, obtaining the expected degree of each skill type in the set C according to the expected degree of the job seeker on each skill, and obtaining the expected degree of the job seeker according to the expected degree of each skill type in the set C;
obtaining the target degree of the job seeker according to the expected degree of the job seeker and the matching degree of the job seeker;
and the personnel unit screening module is used for sorting the target degree of all job seekers from large to small, acquiring the resume of the person D before sorting, recommending the resume to the personnel unit, wherein D is a preset percentage.
2. The human resource information retrieval system based on the information matching technology as set forth in claim 1, wherein the obtaining the desired degree of the job seeker for each skill in the skill set of the job seeker history search browse according to the skill set of the job seeker history search browse includes:
the method comprises the steps of obtaining the occurrence times of each skill in a skill set of historical search and browsing of a job seeker, and recording the ratio of the occurrence times of each skill to the total occurrence times of all skills in the skill set of historical search and browsing of the job seeker as the expected degree of the job seeker on each skill.
3. The human resource information retrieval system based on the information matching technique as claimed in claim 1, wherein the method for acquiring the matching coefficient between the job seeker and the person's unit comprises:
and (3) recording the ratio of the number of elements in the set C to the number of elements in the person unit post skill demand type set as a matching coefficient between the job seeker and the person unit.
4. The human resource information retrieval system based on the information matching technology as set forth in claim 1, wherein the method for obtaining the preference degree of the job seeker includes:
the formula of the preference degree of the job seeker is as follows:
in the method, in the process of the invention,score indicating I-th skill in person unit position skill requirement class set X, < ->Represents the J-th category in the person unit post skill requirement category set XScoring of skills->Score indicating I-th skill in skill type set Z possessed by job seeker, ext indicates number of elements in the collection, Z indicates skill type set possessed by job seeker, X indicates person unit post skill requirement type set, ">Representing the intersection between set Z and set X,indicating the preference level of the job seeker.
5. The human resource information retrieval system based on the information matching technique as recited in claim 1, wherein the acquiring method of the adjustment factor of each skill in the set X includes:
the adjustment factor for each skill in the person unit post skill requirement category X is obtained by the ratio of the score for each skill in the person unit post skill requirement category to the total score for all skills in the person unit post skill requirement category.
6. The human resource information retrieval system based on the information matching technique according to claim 1, wherein the method for acquiring the matching coefficient after adjustment between the job seeker and the person's unit comprises:
the formula of the matching coefficient after adjustment between the job seeker and the person's unit is:
in the method, in the process of the invention,representing the t-th type in the person unit position skill demand category set XThe adjustment factor of the skill set is set,an adjustment factor indicating the b-th skill in the person-unit post skill demand category set X, Z indicating the skill category set possessed by the job seeker, X indicating the person-unit post skill demand category set, ext indicating the number of elements in the collection,represents the intersection between set Z and set X, < >>Representing the matching coefficients after adjustment between the job seeker and the person's unit.
7. The human resource information retrieval system based on the information matching technology as claimed in claim 1, wherein the method for obtaining the matching degree of the job seeker comprises the steps of:
the matching degree of the job seeker is obtained through the product of the preference degree of the job seeker and the matching coefficient after adjustment between the job seeker and the personnel unit.
8. The human resource information retrieval system based on the information matching technique as recited in claim 1, wherein the method for obtaining the desired degree of each skill type in the set C comprises:
when the skill types in the set C appear in the skill set browsed by the historic search of the job seeker, the expected degree of each skill type in the set C is directly used for the expected degree of the job seeker on each skill in the skill set browsed by the historic search of the job seeker; when the skill types in the set C are not appeared in the skill set of the historic search browse of the job seeker, the skill types in the skill set of the historic search browse of the job seeker are marked as the marked skill types, and the expected degree of the marked skill types is set to be 0 directly.
9. The human resource information retrieval system based on the information matching technology as set forth in claim 1, wherein the method for obtaining the desired degree of the job seeker includes:
the formula of the desirability of job seekers is:
in the method, in the process of the invention,representing the desired degree of the p-th skill category in set C, C representing the intersection of set Z and set X, ext representing the number of elements in the set,/->Indicating the desirability of the job seeker.
10. The human resource information retrieval system based on the information matching technology as set forth in claim 1, wherein the method for obtaining the target degree of the job seeker includes:
taking the product of the matching degree of the job seeker and the expected degree of the job seeker as the target degree of the job seeker.
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