JP2002073914A - Device and method for employment intermediation and computer readable storage medium storing intermediation program - Google Patents

Abstract

PROBLEM TO BE SOLVED: To enhance the convenience for applicants and the efficiency with which enterprises employ the applicants, while significantly reducing the cost and time required. SOLUTION: This system includes a selection test processing part 84 which is accessed via the Internet 30 from an applicant's client computer 101 installed for an applicant 251 and which conducts an on-line selection test adopted by a plurality of enterprises 751 to 75m on the applicant and determines whether or not the applicant should be chosen, by comparing a predetermined criteria with the test result; and a virtual interview processing part 85 which holds an interview between any of the enterprises and the applicant 251 via the enterprise's client computer and the applicant's client computer 101 if the processing part 84 determines that the applicant has passed the test.

Description

DETAILED DESCRIPTION OF THE INVENTION

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention records an online selection test between a job seeker (new graduate or job changer) and a recruiting company, a human resource intermediary device for performing an online interview, a human resource intermediary method, and a human resource intermediary program. It relates to a computer-readable recording medium, in particular,
A human resource mediating device, a human resource mediating method, and a computer recording a human resource mediating program that can improve the convenience of job seekers, dramatically reduce costs and time, and improve the recruitment efficiency of recruiting companies It relates to a readable recording medium.

[0002] Conventionally, when taking a recruitment test (writing test, interview test) of a recruiting company, it is necessary for a job seeker to go to a place designated by the recruiting company. Also, if you are taking a recruitment exam for multiple recruiting companies due to
Not surprisingly, as many recruiting companies must take recruiting tests.

[0003] However, such an employment examination is extremely burdensome for job seekers who have geographical and time constraints, and the labor and cost of the employment examination do not always produce results. On the other hand, recruiting companies also have to secure locations, personnel, and costs for conducting recruitment tests, which imposes a heavy burden. For this reason, means and a method that can effectively solve such a problem have been long desired.

[0004]

2. Description of the Related Art Conventionally, when a job hunting season approaches, a recruiting company starts recruiting activities for new graduate job seekers. Specifically, the recruiting company publishes a recruitment advertisement for new graduates on a website on the Internet or a employment information magazine for new graduates, and accepts applications for corporate seminars and interviews. Then, when the job hunting season comes, the new graduate job seeker starts job hunting.

[0005] More specifically, job seekers can find recruiting information (eg, recruitment information,
After collecting company seminars, employment examination schedules, interview schedules, etc.), apply for company seminars, employment examinations, and interviews to companies that want to find employment. Usually, job seekers conduct job hunting for a plurality of recruiting companies. In this case, job seekers individually visit a plurality of recruiting companies and take recruitment examinations (writing examinations and interview examinations).

[0006]

By the way, as described above, conventionally, when a plurality of recruiting companies take recruitment examinations (writing test, interview test), job seekers are required to go to a location designated by each recruiting company. He has been individually tested for recruitment.

[0007] However, such an employment test is extremely burdensome for job seekers who have geographical and time constraints. In other words, if a local job seeker takes a recruitment test at a recruiting company in the Tokyo metropolitan area, he or she must go to the metropolitan area to stay overnight and take the recruitment test with great cost and time. Therefore, the cost and time for job seekers increase in proportion to the number of recruiting companies taking the recruitment test. In addition, since it is not always possible to receive a job offer notification from all recruiting companies, the cost and time spent may be wasted, and there is a problem that the efficiency is extremely low.

On the other hand, a recruiting company has a heavy burden because it is necessary to secure the place, personnel, and cost for conducting a recruitment test, and job recruiters who do not meet the recruitment standards may take the recruitment test. However, there was a problem that was reduced.

[0009] The present invention has been made in view of the above,
A human resource mediating device, a human resource mediating method, and a computer recording a human resource mediating program that can improve the convenience of job seekers, dramatically reduce costs and time, and improve the recruitment efficiency of recruiting companies It is an object to provide a readable recording medium.

[0010]

In order to achieve the above-mentioned object, the present invention provides an on-line system which is accessed from a job seeker client installed on a job seeker side via a network and is commonly employed by a plurality of job seeker companies. Means for conducting an on-line selection test for the job seeker, pass / fail judgment means for performing pass / fail judgment by comparing a predetermined pass criterion with the result of the on-line selection test, and passing by the pass / fail judgment means If it is determined, between the recruiting company and the job seeker, via the recruiting company side client installed on the recruiting company side and the job seeker side client, online interview performing means for performing an online interview It is characterized by having.

According to the present invention, by conducting an online selection test commonly employed by a plurality of recruiting companies,
Primary screening and online interviews between recruiting companies and job seekers who meet the predetermined acceptance criteria are freed from the geographical and time constraints of job seekers and online selection Primary screening by exams will help you identify potential and potential recruiters, dramatically reducing the cost and time spent on job hunting,
Convenience is improved.

Further, according to the present invention, it is not necessary for a recruiting company to secure a place, time, and personnel as compared with a case where a selection test or an interview test is performed in a realistic manner, and the recruiting efficiency can be improved. it can.

[0013] The present invention also provides an online selection test which is accessed from a job seeker's client installed on a job seeker's side via a network, and performs an online selection test commonly employed by a plurality of job seekers for the job seeker. A selection test implementation step, a pass / fail judgment step of performing a pass / fail judgment by comparing a predetermined pass criterion with the result of the online selection test, and, if the pass / fail judgment step determines that the recruitment is successful, the recruiting company and the job search And an online interview conducting step of conducting an online interview between the client and the recruiting company via the recruiting company client installed on the recruiting company side and the job seeker client.

Further, the present invention is a computer-readable recording medium recording a human resource mediating program for causing a computer to execute the human resource mediating method according to any one of claims 7 to 9.

According to the present invention, the same operation and effect as those of any one of the seventh to ninth aspects can be obtained.

[0016]

BRIEF DESCRIPTION OF THE DRAWINGS FIG. 1 is a block diagram showing a human resource mediating apparatus, a human resource mediating method, and a computer-readable recording medium on which a human resource mediating program is recorded according to the present invention.

FIG. 1 is a block diagram showing the configuration of one embodiment. In this figure, the job seeker side client 1
0 ₁ to 10 _n are computer devices operated by job seekers 25 _{1 to} 25 _n , including a modem, a terminal adapter,
It is connected to the Internet 30 via a communication device such as a router and a telephone line (or a dedicated line).

Here, the job seeker 25₁ ~ 25_n Is like
For example, if you are a new graduate job seeker,
Job applicant). Note that, in one embodiment,
Party 25 ₁ ~ 25_n Is not limited to new graduates,
It may be a job change applicant. Below is an example of a new graduate job seeker
Will be explained, but the same behavior will be
Done. Client 10₁ -10_n Is TCP / I
P (Transmission Control Protocol / Internet Protoco
According to l), the server 3 to be described later is
Job hunting for new graduates by accessing through
It is used for movement (or job change activity of job change applicant).

In the client 10 ₁ of the job seeker, the control unit 11 ₁ controls each unit and includes a Web browser 12 ₁ and a mailer 13 ₁ . Web
The browser 12 ₁ uses the URL input from the input unit 17 ₁
(Uniform Resource Locator) on the basis, through the Internet 30 to retrieve the data of the Web page from the server 80, Web to the output unit 18 ₁ interprets this data
Display control is performed to display a page.

The mailer 13 ₁ is used to create an e-mail,
OP3 (Post Office Protocol version 3) or SMTP
(Simple Mail Transfer Protocol) HD (hard disk drive) 14 ₁ is a recording medium of a large capacity, is intended for recording computer programs and various data.

RAM (Random Access Memory) 15 ₁
Denotes a readable / writable recording medium, and the control unit 11
Accessed by ₁ . Communication control interface 16
₁ controls communication with the Internet 30 according to the TCP / IP described above. The input unit 17 _1, the keyboard is an input device such as a mouse. Output unit 18 ₁
Is an output device such as a display, a speaker, and a printer.

The output unit 18 ₁ outputs the image and sound of the recruiter of the recruiting company (for example, the recruiting company 75 ₁ ) during a video interview. The video interview mentioned here, between the job seekers 25 ₁ and recruiting company 75 ₁ of recruiters, the Internet 30 and the server 80 (image,
Video)). The microphone 19 ₁ is used by the job seeker 25 ₁ during the video interview.
Is converted into an audio signal.

The video camera 20 ₁ captures an seekers 25 ₁ when the video interview, and outputs the imaging result as a video signal. Incidentally, as a video camera 20 _1, in the case of using the built-in microphone type, the microphone 19
₁ is unnecessary. Output interface 21 _1, an interface between the input portion 17 _1, the output unit _181, a microphone 19 ₁ and the video camera 20 ₁ and Part. The other job side client 10 ₂ (not shown) to 10 _n are configured similarly to the seeker-side client 10 _1.

The company-side clients 70 ₁ to 70 _m are installed in recruiting companies 75 ₁ to 75 _m and connect to the Internet 30 via communication devices such as modems, terminal adapters, routers, and telephone lines (or dedicated lines). It is connected. Here, the recruiting companies 75 ₁ to 75 _m are companies recruiting new graduate recruitment (or job change recruitment).

Also, the company side clients 70 ₁ to 70 _m
Is used for a new graduate recruiting activity (or a job change recruiting activity) or the like by accessing a server 80 described below via the Internet 30 in accordance with TCP / IP. Incidentally, enterprise-side client 70 ₁ to 70 _m is configured similarly to the seeker-side client 10 _1.

The server 80 is connected to the Internet 30 via a firewall or router, not shown, it is accessed seekers side client 10 ₁ to 10 _n and corporate side client 70 ₁ to 70 _m as described above. Here, the operator of the server 80 (the operator of the human resource mediation system) collects an agency fee from the recruiting companies 75 ₁ to 75 _m . The server 80 plays a role of mediating human related Recruiting (or change jobs employed) with the job seeker 25 ₁ to 25 _n and the corporate side client 70 ₁ to 70 _m.

That is, during job hunting for new graduates,
Server 80 is a recruiting company 75₁ ~ 75 _m Job postings from
Job seeker 25₁ ~ 25_n Or online, as described below.
Conduct screening test, conduct video interview, virtual interview
A function to mediate information on the implementation of
I have. In the server 80, the communication control interface
81 is based on the Internet 30 according to TCP / IP.
And communication control between them.

The control section 82 controls each section, and includes a login authentication section 83, a selection test processing section 84, a virtual interview processing section 85, a video interview processing section 86, a mail control section 87, a Web page generation section 88, A chat control unit 89 is provided. The login authentication unit 83 is connected to the server 8
If there is a login of 0, authentication is performed as to whether or not the user is a member using an ID and a password described later. The members here, there are a job seeker members to target seeker 25 ₁ to 25 _n, and the hiring business travelers that target hiring business 75 ₁ to 75 _m is.

The selection test processing section 84 is provided for the job seekers 25 ₁ to 2
An online selection test will be conducted for 5 _n via the web page, and the online selection test will be scored. This online screening test is for all job seekers 2
5 are _{those 1} to 25 _n corresponds to a primary test for examination, from among the job seeker 25 ₁ to 25 _n by the same reference,
This is a test to select those who qualify for a video interview or a virtual interview (equivalent to a secondary exam) conducted by a recruiting company. The examination qualification here means that the scoring result of the online selection examination is equal to or higher than a passing reference point set in advance by each recruiting company.

The above-mentioned video interview is a process in which a job applicant who has passed the online screening test and a recruiter of a recruiting company,
Via the Internet 30 and the server 80,
A real interview through voice. Therefore, in a video interview, an appointment for an interview is necessary in advance, and real-time questions and answers are exchanged between the job seeker and the recruiter. On the other hand, the virtual interview refers to an interview in which a job seeker browses an interview question in a selected answer format prepared in advance by the recruiting company through a Web page, and the job seeker answers the interview problem. Therefore, the virtual interview does not require a recruiter of the recruiting company, so the job seeker can be interviewed 24 hours a day.

The virtual interview processing section 85 extracts the relevant question from the virtual interview question database 800 which stores information on the question for the virtual interview for each recruiting company, and executes the above-described virtual interview based on this question. . The video interview processing unit 86 provides a screen environment for performing the above-described video interview to both job seekers and recruiting companies via a Web page.

The mail control unit 87 includes the job seeker-side clients 10 ₁ to 10 _n and the company-side clients 70 ₁ to 70 _m.
It manages the addresses of e-mails sent and received between e-mails and creates e-mail formats. Web page generation unit 88 generates a Web page to be browsed seekers side client 10 ₁ to 10 _n and recruiting company 75 ₁ to 75 _m.

The chat control unit 89 provides a chat environment in which both a job seeker and a recruiter of a recruiting company conduct an interview in a chat mode (hereinafter referred to as a chat interview) instead of the video interview. The chat here means
This refers to text-based exchange of messages (questions and answers) about interviews between job seekers and recruiters of recruiting companies via web pages in real time.

The job seeker basic database 100 is registration information on job seekers 25 _{1 to} 25 _n . In particular,
As shown in FIG. 2, the job seeker basic database 100
Has fields for “Job applicant ID”, “Password”, “Name”, “Address”, “Age”, “Gender”, “Phone number”, “Email”, “Educational background”, and “Eligibility”. ing. “Job seeker ID” is an identifier for identifying a job seeker. The “password” is information used together with the “job seeker ID” for authentication at the time of logging in to the server 80. "Name" is information on the name of the job seeker.

The "address" is information on the address of the job seeker. “Age” is information on the age of the job seeker.
“Sex” is information on the sex of the job seeker. "Phone number" is information on the contact information of the job seeker. “E-mail” is information on an e-mail inquiry about hiring from a recruiting company to a job seeker. As the "E-mail", the e-mail address corresponding to the job seekers side client 10 ₁ ~10 _n, and the like. "Academic background"
Is information on the educational background of the job seeker. The “holding qualification” is information on the national qualification, private qualification, and the like that have been acquired by the job seeker.

The job information database 200 shown in FIG.
Is information on conditions for recruiting new graduates. Specifically, as shown in FIG. 3, the job information database 200
Means "company ID", "occupation type", "work location", "number of employees", "salary", "work details", "email",
It has fields of "passing reference point", "interview method" and "company name". “Company ID” is an identifier for identifying a recruiting company. "Occupation" is information on the employed occupation. "Work location" is information on the work location after recruitment.

The “number of recruiting persons” is information on the number of persons to be recruited as new graduates. “Salary” is information on the starting salary / monthly amount. “Details of job content” is information on the details of the job content after adoption. “E-mail” is information on an e-mail inquiry about hiring from a job seeker to a recruiting company.

The “passing reference point” is information on the reference point for the pass / fail judgment in the scoring result of the online selection test (primary test) described above. This “passing reference point” is set for each recruiting company in consideration of the difference in the recruiting personnel image for each recruiting company. The “interview method” is information on the type of online interview (video interview or virtual interview) performed for a job applicant who has passed the online selection test as the primary test. "Company name" is the name of the recruiting company.

The online selection test question database 300 shown in FIG. 1 is a database for storing information related to the online selection test questions. Specifically, FIG.
As shown in FIG. 2, the online selection test question database 300 includes fields of “test ID”, “question number”, and “question sentence”. "Test I
"D" is an identifier for identifying the online selection test. “Question No.” is a number sequentially assigned to a plurality of question sentences in the large item. The "question sentence" is for diagnosing the level of knowledge of general common sense, economic finance, and the like by allowing a job seeker to answer according to a selective answer method.

The online selection test result database 400 shown in FIG. 1 is a database that stores the test results (scoring results) of the above-described online selection test for each job seeker. Specifically, as shown in FIG. 5, the online selection test result database 400 includes “job seeker ID”,
It has fields of “test ID”, “score”, “test flag”, “selection test result”, and “company ID”.
The “job seeker ID” is information on an identifier for identifying a job seeker (a registered member) who should take an online selection test. The “test ID” is an identifier for specifying the online selection test, and corresponds to the “test ID” shown in FIG.

"Score" is a score result of the online selection test. The “examination flag” is a flag indicating whether or not the job seeker has already taken the online selection test. If the online selection test has been taken, a “done” flag is set in the “test flag” field corresponding to the job seeker. On the other hand, if the user has not taken the online selection test, an “untested” flag is set in the “test flag” field corresponding to the job seeker.

The “selection test result” is a pass / fail result of a primary test in a recruiting company in which a job seeker who has taken the online selection test and wishes to find a job. Specifically, the "point"
However, if the job applicant who has taken the online screening test is above the "passing reference point" (see Fig. 3) of the recruiting company seeking employment, the "passing test result" field contains "passed"
Is set. On the other hand, if the “score” is less than the “passing reference point” (see FIG. 3) of the recruiting company in which the job applicant who has taken the online screening test wants to work, the “screening result” field contains "Fail" is set.
“Company ID” is a company ID that the job seeker wishes to find a job.

The interview result database 500 shown in FIG.
Is a database that stores the results of pass / fail of online interviews (virtual interviews or video interviews). Specifically, as shown in FIG.
0 has fields of “job seeker ID”, “company ID”, “interview ID”, and “interview result”. The "job seeker ID" is an identifier for identifying a job seeker who has undergone an online interview, and corresponds to the "job seeker ID" shown in FIG.

The "company ID" is an identifier for specifying a recruiting company that has conducted an online interview with the job seeker, and corresponds to the "company ID" shown in FIG.
“Interview ID” is an identifier for identifying the online interview. “Interview result” is the result of the pass / fail of the online interview.

The interview schedule database 600 shown in FIG.
Is a database that stores schedule information for performing a “video interview” among online interviews (video interviews and virtual interviews). Specifically, the interview schedule database 600 includes fields of “company ID”, “interview ID”, and “interview date”.
“Company ID” is an identifier for identifying a recruiting company that has selected the video interview as the interview method (see FIG. 3),
This corresponds to the “company ID” shown in FIG. "Interview I
"D" is an identifier for identifying the video interview. “Interview date and time” is information on the date and time when the video interview is performed.

The reservation receiving database 700 shown in FIG.
Is a database that stores information for accepting reservations for job seekers who will receive video interviews. More specifically, as shown in FIG.
Has fields of “job seeker ID”, “company ID”, “interview ID”, and “reservation reception number”.
"Job applicant ID" is an identifier for identifying a job applicant who has made a video interview reservation. “Company ID” is an identifier for specifying a recruiting company that conducts a video interview. “Interview ID” is an identifier for specifying a video interview. The “reservation acceptance number” is a number given when the reservation for the video interview is completed.

The virtual interview question database 800 shown in FIG. 1 is a database for storing information on interview questions when conducting a virtual interview. Specifically, as shown in FIG. 8B, the virtual interview problem database 800 has fields of “company ID” and “virtual interview problem”. "Company ID"
This is an identifier for specifying a recruiting company that has selected the virtual interview as the interview method (see FIG. 3). The “virtual interview question” is an interview question in a selective answer format prepared for each recruiting company, and is answered to job seekers via a Web page.

Next, the operation of the above-described embodiment will be described with reference to the flowcharts shown in FIGS.
This will be described with reference to FIGS. FIG. 9 is a flowchart showing a procedure of a recruiting company in one embodiment according to the present invention. FIG. 10 is a flowchart showing a procedure of a job seeker in the same embodiment. FIG. 11 is a flowchart for explaining the operation of the server 80 shown in FIG.

First, the server 80 shown in FIG.
Are determined in steps SC1 to SC8 shown in FIG. That is, in step SC1, the control unit 82 of the server 80, enterprise-side client 70 ₁ -
From 70 _m, it is determined whether there is a recruiting company registration request.
The recruiting company registration here means the recruiting information database 2
00 (see FIG. 3) (excluding “company ID”), and a recruiting company that conducts a virtual interview registers information in the virtual interview problem database 800 (see FIG. 8B). Say.

If the decision result in the step SC1 is "No", in a step SC2, the control section 82 decides whether or not there is a request for job applicant registration from the job applicant clients 10 ₁ to 10 _n . The job seeker registration here means that the job seekers 25 _{1 to} 25 _n register information (excluding “job seeker ID”) of the job seeker basic database 100 (see FIG. 2). If the determination in step SC2 is "No", in step SC3, login authentication unit 83 determines whether or not a log from the job side client 10 ₁ to 10 _n or enterprise-side client 70 ₁ to 70 _m .

The result of the determination in step SC3 is "No".
In step SC4, the selection test processing unit 84
Job seeker client 10₁ -10_n Online selection from
Judge whether there is a request to take the examination. Step
If the determination result of step SC4 is “No”, the process proceeds to step S
In C5, the control unit 82 determines that the job seeker client 10 ₁ 
-10_n Whether there is a job information search request from
You. The job information search here is the job information shown in FIG.
This means that the information database 200 is searched.

[0052] If the result of the judgment at step SC5 is "No", in step SC6, the control unit 82 determines whether or not job seekers side interview company selection request from the client 10 ₁ to 10 _n exists. Here, the interview company selection refers to selecting a recruiting company that desires employment from a plurality of recruiting companies. If the determination result in step SC6 is “No”, in step SC7, the control unit 82 determines whether there is a recruiting company that can receive an interview among the selected recruiting companies.

The recruiting companies 75 ₁ to 75 shown in FIG.
_{In m} , the operation related to recruiting new graduates is performed according to the flowchart shown in FIG. Hereinafter, the case of the recruiting company 75 ₁ and the recruiting company 75 _m will be described as an example. In step SA1, the registration of job information is a business-side client 70 _1. Thereby, the control unit 82
The determination result of step SC1 is “Yes”. In step SC11, the control unit 82 executes a recruiting company registration process. Specifically, the control unit 82 displays a screen 1000 shown in FIG. 12 to the output of the corporate side client 70 _1.

The screen 1000 includes a recruitment requirement input unit 1001 for inputting recruitment requirements (occupation type to job content details) relating to recruitment, and a pass condition input unit 1002 for inputting pass conditions (pass reference point, interview method). Is displayed. At step SA1 shown in FIG. 9, the corporate side client 70 _1, offer essential input unit 10 shown in FIG. 12
Information of each of the 01 recruitment requirements (recruitment information) is registered.

In the example shown in the figure, [occupation type] is "sales", [working place] is "Tokyo", [recruitment number] is "10", [salary] is "180,000", [work details] "Entrance" or "Orient @-" and "Company name" as "Orient Sangyo", respectively.

[0056] At step SA2, [passing score on the pass condition input unit 1002 in a business-side client 70 ₁
Is registered as "400". That is, in the company side client 70 _1, scoring results of online screening test and passed the job seeker is "400" points or more, the entry qualification online interview is to impart to the job seeker. In step SA3, the company-side client 70 ₁
As a result, “video interview” is registered as the “interview method” in the pass condition input unit 1002.

These steps SA1 to SA3
When the registration processing up is finished, in step SC11 shown in FIG. 11, the control unit 82, to the hiring business 75 ₁ subjected to the registration process, the "E0001" as the "Company ID" shown in FIG. 3 After the assignment, the registered information (job type to interview method) is stored in the record of “E0001”. Accordingly, the mail control unit 87 notifies the corporate ID = E0001 to seekers side client 10 ₁ by e-mail.

In step SA1 shown in FIG.
As in the case of corporate side client 70 _1, the corporate side client 70 _m, each of the information offer essential for application guidelines input unit 1001 shown in FIG. 12 (job information) it is registered. In this case, "Society" is "S
"E", "Work location" is "Osaka", "Number of applicants" is "20", "Salary" is "200,000", "Details of work" is "Development of contract software", and "Email" is "marubishi @ And "company name" are registered as "Marubishi Corporation" (see FIG. 3).

[0059] At step SA2, [passing score on the pass condition input unit 1002 in a business-side client 70 _m
Is registered as “500”. That is, in the company-side client 70 _m , a job seeker whose score of the online selection test is “500” or more is accepted, and the job interview applicant is qualified to enter the online interview.

In step SA 3, “virtual interview” is registered by the company client 70 _m as “interview method” in the pass condition input unit 1002. In this case, a virtual interview problem (see FIG. 8B) relating to the “virtual interview” is registered by the company-side client 70 _m . This virtual interview problem is used exclusively for the recruiting company 75 _m .

These steps SA1 to SA3
When the registration processing up is finished, in step SC11 shown in FIG. 11, the control unit 82, to the hiring business 75 _m subjected to the registration process, the "E0002" as the "Company ID" shown in FIG. 3 After the assignment, the registered information (job type to company name) is stored in the record “E0002”.

As a result, the mail control unit 87 sets the company I
D = E0002 is notified to the company side client 70 _m by e-mail. Further, the control unit 82 determines “E0” in the virtual interview problem database 800 shown in FIG.
002 ”is registered with the registered information of the“ virtual interview problem ”. Thereafter, the recruiting information is sequentially accumulated in the recruiting information database 200 by performing the above-described registration processing by another recruiting company.

The job seekers 25 _{1 to} 25 _n shown in FIG.
Performs an operation related to recruitment of new graduates according to the flowchart shown in FIG. In the following, a case of job seekers 25 ₁ for example. In step SB1, the job seeker 25
₁ registers the job seeker information by operating a job side client 10 _1. Thereby, the control unit 82
Sets the determination result of step SC2 to "Yes". In step SC12, the control unit 82 executes a job applicant registration process. Specifically, the control unit 82 displays on the output unit of the output unit 18 ₁ of the seeker-side client 10 ₁ a registration screen (not shown).

[0064] The registration screen is a screen for registering a job seeker information (see FIG. 2) about the job seeker 25 _1. The job seeker information is “name”, “address”, “age”, “sex”, “telephone number”, “e-mail”, “education”, and “holding qualification” shown in FIG. in this case,
"Katsuyoshi Tanaka" as "Name", "Tokyo ~" as "Address", "23" as "Age", "Male" as "Gender", "03-3252-XXXX" as "Phone Number", "E “Tanaka @ ~” is registered as “e-mail”, “XX University Faculty of Engineering” is registered as “education”, and “information processing type 1” is registered as “holding qualification”.

When the registration processing in step SB1 is completed, in step SC12 shown in FIG.
, To the job seeker 25 ₁ subjected to the registration processing, FIG. 2
After "A0001" is given as the "job seeker ID" and "8A1211" as the "password" shown in the above, the above-mentioned "8A1211" and the registered information (name to holding qualification) are added to the record of "A0001". Store.

[0066] As a result, the mail control unit 87 notifies the job seeker ID = A0001 and password = 8A1211 to job seekers side client 10 ₁ by e-mail.
Thereafter, by performing registration processing by another job seeker, job seeker information is accumulated in the job seeker basic database 100.

[0067] At step SB2, the seeker-side client 10 ₁ is accessing the server 80, login is performed. In this login, the job seeker 25 ₁
Job seekers ID = A0001 from the input unit 17 _1, enter the password = 8A1211. Accordingly, the login authentication unit 83 sets the determination result of step SC3 shown in FIG. 11 to “Yes”. In step SC13, the login authentication unit 83 performs an authentication process as to whether or not the job seeker ID = A0001 and password = 8A1211 are registered in the job seeker basic database 100. Here, if the authentication result is NG, the job seeker client 10 ₁
Will be denied login.

[0068] In this case, assuming that the authentication result is OK, job seekers side client 10 _1, login is allowed. In step SB3, the job seeker-side client 1
0 ₁ issues an online selection test request. Accordingly, the selection test processing unit 84 sets the determination result in step SC4 shown in FIG. 11 to “Yes”.

In step SC14, the selection test processing section 8
4, after removal of the clue from the online screening exam database 300 (see FIG. 4), the output unit 18 of the job side client 10 ₁ screen 1100 shown in FIG. 13
Display at ₁ . In step SC15, the selection test processing unit 84 determines whether or not the answer to the online selection test has been completed. In this case, the determination is “No” and the same determination is repeated.

This screen 1100 displays online selection test questions and answers in a selection format. Thus, in step SB3, seeker 25 _1, the screen 11
After an on-line selection test is performed by sequentially selecting answers of 00, an end button (not shown) is pressed. Accordingly, the selection test processing unit 84 sets the determination result of step SC15 shown in FIG. 11 to “Yes”.

In step SC16, the selection test processing section 8
No. 4 executes a scoring process based on the answer result of the online selection test. In this case, scoring results of job seekers 25 ₁ is assumed to be 720 points. In step SC17, the selection test processing unit 84 updates the online selection test result database 400 shown in FIG. Specifically, the selection test processing unit 84 stores “720” in “point” and “done” in “test flag” of the online selection test result database 400.

At step SC18, the mail control section 87
Indicates the results of the online selection test (job seeker ID, score = 7
20) by e-mail, client 1 of job seeker
0 notifies ₁ and to the corporate side client 70 ₁ to 70 _m. Thereby, in step SB4 shown in FIG.
The seeker-side client 10 _1, the electronic mail by online screening test results (job seeker ID, score = 720
Point) is notified.

In step SA4 shown in FIG.
Companies-side client 70 ₁ to 70 _m to the electronic mail by online screening test results (job seeker ID, score = 7
20 points). In addition, the company side client 70
_{For 1} to 70 _m , the job seeker basic database 100 and the online selection test result database 40 shown in FIG.
0 (however, only information on the company ID of the company) can be browsed through a Web page on the server 80.

[0074] In step SB5, job seekers side client 10 _1, by the operation of the job seekers 25 _1, issues a job search request. Specifically, job seekers 25 ₁ inputs the search key of jobs companies wishing to employment (job, work location, salary, job description, etc.). As a result, the control unit 82
Is determined as “Yes” in step SC5. At step SC19, the control unit 82 executes a job information search process. Specifically, the control unit 82 searches the job information database 200 shown in FIG. 3 based on the search key input by the job applicant 25 ₁ , and outputs the job information matching the search key to the job applicant side client. It is displayed on the output unit 18 ₁ of 10 ₁ .

The job information is information other than the “company ID” and the “acceptance reference point” in the information of the job information database 200. In one embodiment, a "passing reference point", an "interview method", a "company category" or the like may be specified as a search key, and the "passing reference point" is also output as job information. ₁ may be displayed.

Further, in one embodiment, after taking the online screening test, the recruiting companies based on the desired conditions are narrowed down, and for each of the narrowed down recruiting companies, the test results of the online screening test and the pass criteria of each recruiting company are set. Was compared to select companies that could be interviewed, but without being limited to this, after taking the online screening test,
The test result of the online selection test may be compared with a passing criterion set by each recruiting company, and an interviewable company may be selected from the recruiting companies that have cleared the passing criteria.

In addition, in one embodiment, a candidate who satisfies the pass criteria set by each recruiting company is selected from among all candidates for the online screening test, and the selected candidates are On the other hand, the recruiting company may notify that it wants an interview.

In this case, the output unit 18 ₁ has 2 corresponding to the company IDs = E0001 and E0002 shown in FIG.
It is assumed that the recruiting information for the recruiting company is displayed. In step SB6, the job seeker 25 ₁ operates the job seeker client 10 ₁ to select, for example, a company ID from among the two job seekers as a job seeker who wishes to interview.
= Select the Orient industry corresponding to E0001. Thereby, the control unit 82 sets the determination result of step SC6 to “Yes”.

In step SC20, control unit 82 executes an interview possibility determination process. Specifically, the control unit 82
Searches for “score” = 720 from the online selection test result database 400 shown in FIG. 5 using the job seeker ID = A0001 of the job seeker 25 ₁ as a search key. Next,
Control unit 82, the Orient industrial enterprise ID = E0001 selected by seeker 25 ₁ at step SB6 as a search key, Jobs database 200 shown in FIG. 3
From the "passing reference point" = 400.

Then, the control section 82 calculates “point” = 720
Pass / fail judgment is made based on whether or not “pass reference point” = 400 or more. The pass / fail judgment result in this case is “pass”. Therefore, the control unit 82 determines that the job seeker ID = A0 in the online selection test result database 400 shown in FIG.
“Pass” is stored in “Selection test result” corresponding to 001.

In step SC21, the control unit 82
Via the Web pages, the interview can companies Orient industry to be displayed on the output unit 18 ₁ of the seeker-side client 10 ₁ to the effect that relevant as. When a plurality of interviewing companies are selected in step SB6, a plurality of interviewing companies are selected as shown in the record of job seeker ID = A0002 shown in FIG.
Pass / fail judgment result for each of D (pass, fail)
There while being stored in the online screening test result database 400, is notified to the job seeker 25 _1.

In step SB7, the job seeker 25 ₁ determines whether or not there is a company available for interview based on the information displayed on the output unit 18 ₁ , and in this case, the determination result is “Ye
s ”. It should be noted that the determination result of step SB7 is "N
If it is "o", in step SB5, the job information is searched by another search key. Also, the control unit 82
The determination result of step SC7 shown in FIG. 1 is “Yes”. In step SB8, the job seeker 25 ₁ has the company ID =
It is determined whether the interview method of E0001 (Orient Industry) is a virtual interview or a video interview. In this case, as shown in FIG. 3, the company ID = E00
The interview method 01 is a video interview.

In step SC8, the control unit 82
Determines whether the “interview method” corresponding to company ID = E0001 is a virtual interview or a video interview with reference to the job information database 200 shown in FIG. In this case, since it is a video interview, in step SC22, the control unit 82 executes a reservation process.
Specifically, the control unit 82 refers to the interview schedule database 600 shown in FIG. 7 and displays information on the interview date and time of the company ID = E0001 as a reservation screen on the output unit 18 ₁ of the job seeker client 10 _1. Let it.

Thus, step SB shown in FIG.
At 11, the job seeker 25 ₁ has the job seeker client 10
By manipulating ₁ , a video interview appointment (for example,
10: 00-10: 30 on February 1, 2000). This allows
In step SC22 shown in FIG. 11, the control unit 82
As shown in FIG. 8 (a), a job interviewer I who gives a reservation reception number “0024” to the reservation and receives a video interview
D = A0001, company ID conducting video interview = E0
001, interview ID = J13 and reservation reception number = 002
4 is stored in the reservation reception database 700. In this case, since the video interview is performed in step SA5 shown in FIG. 9, in step SA10, the company-side client 70 ₁
Accepts a video interview appointment.

[0085] In step SA11, enterprise-side client 70 _1, to log in to the server 80. Step SC
In 23, the video interview processing unit 86 executes a video interview process. Specifically, the video interview processing unit 86
The screen 1200 shown with displays on the display unit of the company side client 70 ₁ to 4, the screen 13 shown in FIG. 15
00 is displayed on the output unit 18 ₁ of the job seeker client 10 ₁ . These screen 1200 and screen 1300
Is a screen for a video interview in real time between the recruiters recruiting company 75 ₁ and job seekers 25 _1.

On the screen 1200, the video display unit 120
The 1, seeker 2 imaged by the video camera 20 ₁
5 ₁ images are displayed. The reservation status button 1202 is
This button is used to confirm the reservation status of the video interview.
When the reservation status button 1202 is pressed, a reservation status window 1208 is displayed on the information display unit 1204. In this reservation status window 1208, the reservation status of the video interview (interview date and time, reservation reception number, recruiting person name) for each of the virtually set interview rooms A to D is displayed.

A question list button 1203 is used by the recruiter (interviewer) to ask a job seeker a question on the Internet.
This button is pressed by the recruiting staff when performing the check via the Internet or when confirming the questions. When the question list button 1203 is pressed, a question list window 1209 is displayed on the information display unit 1204. This question list window 1209 has a question transmission button Q1
A question is input to the right of Q5. When questions send button Q1 is pressed, the questionnaire is sent to the job seeker-side client 10 _1, "done" mark indicating that the sent is displayed.

Interview participant profile button 1205
Is the job applicant being interviewed (in this case, job applicant 2
5 ₁ ) Pressed by the recruiter to confirm the profile. This interview participant profile button 12
When 05 is pressed, an interview participant profile window 1210 is displayed on the information display unit 1207. In the interview participant profile window 1210, job seeker basic information based on the job seeker basic database 100 is displayed.

The scoring item button 1206 is a button that is pressed when a recruiter who is performing a video interview performs an interview scoring. When the scoring item button 1206 is pressed, the information display unit 1207 displays a scoring item window 1
211 is displayed. This scoring item window 1211
"Room A", "0024" (reservation reception number),
Scoring, responsiveness, common sense,
.. Are displayed. The recruiter inputs (or selects from the selection box) a corresponding one from A (very good) to D (very bad) as the scoring stage. In addition,
The screen 1200 allows for video interviews of multiple job seekers at one time. In this case, the image display unit 1201 may be divided into screens, and the image of the job seeker may be displayed on each divided screen.

[0090] On the other hand, the video display unit 1303 of the screen 1300 shown in FIG. 15, the image of the recruiters taken by companies side client 70 _first video camera (not shown) is displayed. The connection button 1301 is a button for connecting a line. The disconnect button 1302 is a button for disconnecting the line. MY profile button 130
Reference numeral 4 denotes a button for displaying a profile of the job seeker (in this case, the job seeker 25 ₁ ) (job seeker basic information in the job seeker basic database 100).

When the MY profile button 1304 is pressed by the job seeker, the information display section 1306 displays M
A Y profile window 1307 is displayed. This MY profile window 1307 displays a reservation reception number and job seeker basic information. The job information button 1305 is used for job information of the recruiting company receiving the video interview (job information, job information database 200).
Is a button for displaying. When the job information button 1305 is pressed, a job information window 1308 is displayed on the information display unit 1306. The job information window 1308 displays job information such as job type and work location.

Then, in step SA12 (see FIG. 9) and step SB12 (see FIG. 10), the recruiting company 7
5 screen 1200 between _one of the recruiters and the job seekers 25 ₁
(See FIG. 14) and the screen 1300 (see FIG. 15), a video interview is performed. Audio (Q & A)
Is the microphone 19 of the client 10 _1
1 and the output unit 18 ₁ (speaker), it is exchanged via corporate side client 70 _first microphone (not shown) and output unit (speaker).

[0093] In this video interview, recruiters corporate side client 70 _1, the behavior and job seeker 25 ₁ displayed on the image display unit 1201, based on the comeback,
One of A to D is sequentially input to the scoring item of the scoring item window 1211. When the video interview is ended, in step SA8 shown in FIG. 9, recruiter, based on the rating result to the selection of the acceptance of the video interview regarding seeker 25 _1.

[0094] In step SA9, enterprise-side client 70 _1, video interview result (in this case, pass) to register on the Web page of the server 80. As a result, the video interview processing unit 86 executes the interview result database 5 shown in FIG.
“Pass” is registered in the “interview result” of the job seeker ID of 00 = A0001. In addition, the mail control unit 87 transmits the video interview result to the job seeker-side client 1 via e-mail.
Notifies the 0 _1. In one embodiment, it may be made to view a video interview result seekers 25 ₁ via a Web page. Here, since the video interview result is successful, the recruiter of the recruiting company 75 ₁ actually
5 interviews facing manner that interview met ₁ is performed, based on the interview result, whether employed is determined.

On the other hand, if it is a virtual interview in step SB8 shown in FIG. 10, in step SB9, the job seeker operates the job seeker's client to receive a virtual interview at any convenient time. By doing so, the server 80 is accessed. As a result, FIG.
In step SC9, the virtual interview processing unit 8
5 executes a virtual interview process. That is, the virtual interview processing unit 85 extracts a virtual interview question in a selected answer format from the virtual interview question database 800 using the company ID corresponding to the online selection test result (passed) as a key, and uses the extracted virtual interview question as a virtual interview screen. Is displayed on the output unit of the client on the client side.

The job seeker receives a virtual interview by selecting an answer on the virtual interview screen. In step SA6 shown in FIG. 9, the mail client 87 notifies the client of the recruiting company that the virtual interview is being performed. Then, when the virtual interview is completed, in step SC10, the virtual interview processing unit 85 sets the potential based on the answer result of the job seeker (expressed by parameters such as patience, sensibility, brain, leadership, coordination, and sense of justice). and notifies to the corporate side client 70 _1. Thereby, the notification of the virtual interview result (potential) is received in step SA7, and in step SA8, the acceptance or rejection of the virtual interview for the job seeker is selected based on the answer result (potential).

Here, examples of questions, choice answers, and evaluations displayed on the virtual interview screen are listed below. << Question Q1 >> Do you look for a way to the station when you move? <Answer A1-1> Look for shortcuts. <Answer A1-2> Use the road you came to for the first time. <Answer A1-3> Ask people. <Example of evaluation><When answer A1-1 is selected> Positiveness +1 and brain +1 <When answer A1-2 is selected> Positiveness-1 <When answer A1-3 is selected>

<< Question Q2 >> A friend called me at midnight. There is a schedule the next day. what should I do. <Answer A2-1> First, listen to the contents and refuse if they are not important. <Answer A2-2> I refuse suddenly. <Answer A2-3> I go because my friends are important. <Evaluation Example><When Answer A2-1 is selected> Sensitivity +1 and Sensitivity +1 <When Answer A2-2 is selected> Sensitivity -1 <When Answer A2-3 is selected> Cooperation +1 and Sensitivity- 1

<<< Question Q3 >>> When entering the shop for the first time,
What do you base on? <Answer A3-1> Look at the number of customers. <Answer A3-2> Look at the customer segments. <Answer A3-3> Look at the luxury of the store. <Evaluation Example><When Answer A3-1 is selected> Cooperation +1 <When Answer A3-2 is selected> Brain +1 and Sensitivity +1 <When Answer A3-3 is selected> Patience -1

In the above-described example, the job seeker is <Answer A1
-1>, <Answer A2-3>, and <Answer A3-2> are selected as the answers, respectively.
Potentials consisting of parameters of 0, brain +2, leadership ± 0, coordination +1 and sense of justice ± 0 are measured. Here, if the acceptance criteria of the online interview in the recruiting company are patience 0, sensibility 0, brain +1, leadership 0, coordination +1 and sense of justice 0, the job seeker has an online interview result = pass.

[0101] In step SA9, enterprise-side client 70 _1, to register virtual interview result (pass or fail) to the Web page of the server 80. Accordingly, in step SC10, the virtual interview processing unit 85 registers the virtual interview result in the interview result database 500 shown in FIG. In addition, the mail control unit 87 notifies the job seeker client of the job seeker of the virtual interview result via email.

If the result of the virtual interview is successful, a face-to-face interview is conducted in which the recruiter actually meets the job seeker and interviews him / her. It is determined. In one embodiment, based on the result of comparing the answer result in the virtual interview with the pass criterion set for each recruiting company, the virtual interview processing unit 85 automatically determines pass / fail of the virtual interview. It may be.

As described above, according to one embodiment, a plurality of recruiting companies 7 are provided to job seekers 25 _{1 to} 25 _n .
5 _{by 1} to 75 _m is carried out online selection test employed in common, performs primary sorting, so as to implement the online interview between job seekers and appropriate hiring business if they meet a predetermined acceptance criterion As a result, job seekers are freed from the geographical and time constraints of job seekers, and the primary screening through online selection tests clarifies those who are unlikely to hire and those who are likely to hire. Cost and time are dramatically reduced, and convenience is improved.

On the other hand, for a recruiting company, the place, time,
There is no need to secure personnel, and recruitment efficiency can be improved.

Further, according to the embodiment, the pass criteria corresponding to the respective in-house standards of the plurality of recruiting companies 75 ₁ to 75 _m are set for each recruiting company. Of the plurality of job seekers, only job seekers who meet the acceptance criteria of the recruiting company will undergo an online interview, so that the recruiting company can improve recruiting efficiency.

Further, according to the embodiment, as the online interview, either a video interview required by the recruiter or a virtual interview that can be conducted without the recruiter is conducted, The interview method can be flexibly selected according to the number of recruiters in the company, and in the case of a virtual interview, job seekers can be released from time constraints.

Further, according to one embodiment, a desired recruiting company is selected from among a plurality of recruiting companies 75 ₁ to 75 _m by a job seeker, and a pass / fail judgment regarding the desired recruiting company is made. It is possible to prevent useless pass / fail judgment (pass / fail judgment regarding an undesired recruiting company) and improve the recruitment efficiency.

While the preferred embodiment of the present invention has been described in detail with reference to the drawings, the specific configuration is not limited to this preferred embodiment and does not depart from the gist of the present invention. Even if there is a change in the design, the present invention is included in the present invention.

For example, in the above-described embodiment, a human resource mediating program for realizing the function of the server 80 is recorded on the computer-readable recording medium 1500 shown in FIG. The loaded human resource mediation program is read into the computer 1400 shown in FIG.
May be realized.

The computer 1400 shown in FIG.
A CPU 1401 for executing the above human resource mediation program;
An input device 1402 such as a keyboard and a mouse, a ROM (Read Only Memory) 1403 for storing various data,
RAM 1404 for storing calculation parameters and the like, reading device 1405 for reading a human resource mediation program from recording medium 1500, and output device 14 such as a display or a printer
06 and a bus BU for connecting each unit of the apparatus.

The CPU 1401 reads the human resource mediation program recorded on the recording medium 1500 via the reading device 1405, and then executes the human resource mediation program to realize the functions of the server 80 described above. Note that the recording medium 1500 includes not only a portable recording medium such as an optical disk, a floppy (registered trademark) disk, and a hard disk, but also a transmission medium such as a network for temporarily recording and holding data. It is.

In one embodiment, either a video interview or a virtual interview may be performed according to the type of job. In this case, a video interview should be conducted for sales-related occupations where the external factors such as the job seeker's attitude, behavior, and impression tend to be emphasized, while the internal factors are more important than the external factors It is possible to perform a flexible interview according to the type of job, in which a virtual interview is performed for a technical job type that tends to be viewed.

In one embodiment, the chat function by the chat control unit 89 (see FIG. 1) allows the job seeker-side client and the company-side client to communicate between the job seeker and the recruiter of the recruiting company. A chat interview may be performed by using this. In this case, even a job seeker who suffers from grievances and cannot fully demonstrate his or her original ability in a video interview can exercise his or her original ability through a text message.

In one embodiment, one of the video interview and the chat interview may be performed according to the type of job. In this case, a video interview should be conducted for sales-related occupations where the external factors such as the job seeker's attitude, behavior, and impression tend to be emphasized, while the internal factors are more important than the external factors It is possible to perform a flexible interview according to the type of job, in which a chat interview is performed for a technical job type that tends to be viewed.

[0115] In addition, in one embodiment, the school a client having a configuration similar to that of the job seekers side client 10 _1, was placed in other public facilities, even to be able to receive the video interview other than home Good.

[0116]

As described above, according to the present invention,
By conducting an online selection test that is commonly used by multiple recruiting companies, primary screening is performed, and if the predetermined acceptance criteria are met, an online interview is conducted between the relevant recruiting company and the job seeker As a result, job seekers are free from geographical and time constraints, and the primary screening through online selection tests clarifies which job applicants are unlikely to hire and those who are likely to hire. The cost and time are dramatically reduced, and the convenience is improved.

Further, according to the present invention, it is not necessary for a recruiting company to secure a place, time, and personnel as compared with a case where a selection test or an interview test is actually performed, and the recruiting efficiency can be improved. It has the effect of being able to.

Further, according to the present invention, as the online interview, the recruiter employs either a video interview required by the recruiter or a virtual interview that can be conducted in the absence of the recruiter. In addition, the interview method can be flexibly selected according to the number of recruiters in charge, and in the case of a virtual interview, the job seeker can be released from time constraints.

Further, according to the present invention, either the video interview or the virtual interview is carried out according to the type of job, so that external factors such as the attitude, behavior, impression, etc. of the job seeker are regarded as important. In the case of sales occupations that tend to be interviewed, a video interview is held, while in the case of technical occupations where internal elements are more important than external elements, virtual interviews are held. This has the effect that a flexible interview can be performed accordingly.

Further, according to the present invention, either a video interview or a chat interview is performed according to the type of job, so that external factors such as the attitude, behavior, and impression of job seekers are regarded as important. Video interviews for sales occupations that tend to be conducted, while chat interviews for technical occupations where internal elements tend to be more important than external elements. This has the effect that a flexible interview can be performed accordingly.

Further, according to the present invention, by adopting a chat interview, even a job seeker who is unable to fully demonstrate his or her original abilities in a video interview by using a video interview, can obtain his / her original abilities through text messages. Is achieved.

Further, according to the present invention, a desired recruiting company is selected by a job seeker from among a plurality of recruiting companies, and a pass / fail judgment on the desired recruiting company is made. This makes it possible to prevent the recruiting company from accepting or rejecting the job, thereby improving the recruiting efficiency.

Further, according to the present invention, a pass criterion corresponding to each in-house standard in a plurality of recruiting companies is set for each recruiting company, so that among a plurality of job seekers who have taken the online selection test, Since only job seekers who meet the acceptance criteria of the recruiting company receive the online interview, there is an effect that the recruiting company can improve the recruiting efficiency.

[Brief description of the drawings]

FIG. 1 is a block diagram showing a configuration of an embodiment according to the present invention.

FIG. 2 is a job applicant basic information database 10 shown in FIG.
It is a figure showing the table structure of 0.

FIG. 3 is a diagram showing a table structure of a job information database 200 shown in FIG.

FIG. 4 is a diagram showing a table structure of an online selection test question database 300 shown in FIG.

FIG. 5 is a diagram showing a table structure of an online selection test result database 400 shown in FIG.

FIG. 6 is a diagram showing a table structure of an interview result database 500 shown in FIG.

FIG. 7 is a diagram showing a table structure of an interview schedule database 600 shown in FIG.

8 is a diagram showing a table structure of a reservation reception database 700 and a virtual interview problem database 800 shown in FIG.

FIG. 9 is a flowchart showing a procedure of a recruiting company in the same embodiment.

FIG. 10 is a flowchart showing a procedure of a job seeker in the same embodiment.

11 is a flowchart illustrating an operation of the server 80 illustrated in FIG.

FIG. 12 is a diagram showing an example of a screen 1000 in the same embodiment.

FIG. 13 is a diagram showing an example of a screen 1100 in the same embodiment.

FIG. 14 is a diagram showing an example of a screen 1200 in the same embodiment.

FIG. 15 is a diagram showing an example of a screen 1300 in the same embodiment.

FIG. 16 is a block diagram showing a modification of the same embodiment.

[Explanation of symbols]

10 ₁ to 10 _n Job seeker side client 11 ₁ Control unit 16 ₁ Communication control interface 17 ₁ Input unit 18 ₁ Output unit 19 ₁ Microphone 20 ₁ Video camera 21 ₁ Input / output interface 30 Internet 70 ₁ to 70 _m Enterprise side client 80 Server 81 Communication control interface 82 Control unit 83 Login authentication unit 84 Selection test processing unit 85 Virtual interview processing unit 86 Video interview processing unit 87 Email control unit 89 Chat control unit

 ──────────────────────────────────────────────────続 き Continuing on the front page (72) Inventor Takashi Triangle 4-1-1, Kamiodanaka, Nakahara-ku, Kawasaki-shi, Kanagawa Prefecture Inside Fujitsu Limited (72) Inventor Kazumi Omoto 4-chome, Kamiodanaka, Nakahara-ku, Kawasaki-shi, Kanagawa Prefecture No. 1 Fujitsu Limited (72) Inventor Tetsuo Iwamoto 5-17-22 Noda, Fukushima-ku, Osaka-shi Inside Aisle Corporation (72) Inventor Hironobu Komiya 5-17-22 Noda, Fukushima-ku, Osaka-shi Shares Inside the Company Isle (72) Inventor Hiroshi Tatebe 5-17-22 Noda, Fukushima-ku, Osaka City Inside the Company Isle (72) Inventor Toshiyuki Fujita 5--17-22 Noda, Fukushima-ku, Osaka City Inside the Company Isle (72) Inventor Hidetomo Ueda 5-17-22 Noda, Fukushima-ku, Osaka-shi F-term in Aisle Corporation (reference) 5B049 CC00 EE07 FF03 FF06 GG00 GG04 GG07

Claims (10)

[Claims] 1. An on-line selection test execution means, which is accessed from a job seeker side client installed on a job seeker side via a network and performs an online selection test commonly employed by a plurality of job seekers for the job seeker. And a pass / fail determination means for performing a pass / fail judgment by comparing a predetermined pass criterion with the result of the online selection test; and, if the pass / fail judgment means determines that the pass / fail judgment is passed, between the recruiting company and the job seeker A human resource intermediary device, comprising: a recruiting company client installed at the recruiting company side; and online interview performing means for performing an online interview via the job seeker client. 2. The system according to claim 1, further comprising a pass criterion setting means for setting, as the predetermined pass criterion, a pass criterion corresponding to each in-house standard in a plurality of recruiting companies for each recruiting company. The described human resource mediation device. 3. The online interviewing means may be a video interview in which a job seeker and a recruiter of a recruiting company conduct an interview in real time via video and audio, or an answer selection format in the absence of the recruiter. The human resource mediating apparatus according to claim 1 or 2, wherein one of virtual interviews for allowing the job seeker to answer the interview problem online is performed. 4. The human resource according to claim 3, wherein the online interview performing means performs one of the video interview and the virtual interview according to the type of job that the recruiting company recruits and recruits. Mediation device. 5. The online interview conducting means may be a video interview in which a job seeker and a recruiter of a recruiting company are interviewed in real time via video / audio, or a job recruiter and a recruiter of the recruiting company. 3. The human resource mediation apparatus according to claim 1, wherein one of chat interviews in which a real-time interview is performed via a text message between the two. 6. A recruiting company selecting means for allowing the recruiter to select a desired recruiting company from the plurality of recruiting companies via the recruiting client, wherein the pass / fail determination means comprises the desired recruiting job. The human resource mediating apparatus according to any one of claims 1 to 5, wherein a pass / fail judgment is made by comparing a predetermined passing criterion corresponding to a company with a result of the online selection test. 7. An online selection test execution step for accessing a job seeker, which is accessed from a job seeker's client installed on the job seeker's side via a network and commonly employed by a plurality of job seekers, for the job seeker. And a pass / fail judgment step of making a pass / fail judgment by comparing a predetermined pass criterion with the result of the online selection test; And an online interview conducting step of conducting an online interview via the recruiting company client installed at the recruiting company side and the job seeker client. 8. The pass criterion setting step of setting a pass criterion corresponding to each in-house standard in a plurality of recruiting companies for each recruiting company as the predetermined passing criterion. How to mediate human resources. 9. A recruiting company selecting step for allowing the job seeker to select a desired recruiting company from the plurality of recruiting companies via the recruiting client, and the pass / fail determination step includes the step of selecting the desired recruiting company. 9. The human resource intermediation method according to claim 7, wherein a pass / fail judgment is made by comparing a predetermined pass criterion corresponding to a company with a result of the online selection test. 10. A computer-readable recording medium recording a human resource mediation program for causing a computer to execute the human resource mediation method according to claim 7.