JP2005018274A - Human resource matching method and system - Google Patents

Abstract

<P>PROBLEM TO BE SOLVED: To provide a human resource matching method and system for introducing the optimal human resources by allowing an enterprise side to acquire human resources having not only high capabilities but also such characteristics, nature, personality and motivation that the enterprise takes to contribute to the business achievement of a department where human resources are necessary, and by allowing a job seeker side to work for an enterprise where job seekers are able to fully develop their capabilities according to their own characteristics, nature, personality and motivation. <P>SOLUTION: In this human resource matching method and system, job offer side data are prepared based on answers to a plurality of diagnostic items made by employees and the superiors of the employees in a job offer side enterprise. On the other hand, job seeker side data are prepared based on answers to the plurality of diagnostic items made by job seekers. Those data are collated, so that their matching level is calculated, and that the optimal human resource is introduced. <P>COPYRIGHT: (C)2005,JPO&NCIPI

Description

[0001]
BACKGROUND OF THE INVENTION
The present invention makes it possible for a company that wants to recruit human resources between a company that wants to recruit human resources and a person who introduces or dispatches human resources, while accepting more desirable human resources. The recruiting and dispatching side relates to a human resource introduction matching method and system that can introduce and dispatch more appropriate human resources that can fully meet the demands of the companies of the referral and dispatching companies.
[0002]
[Prior art]
Conventionally, with regard to matching between job seekers and job seekers, the job seeker presents the type of industry, job type, work location, salary, etc., and the job seeker browses this, searches for computers, etc. The general form is to search for a place that suits the wishes, and the job offerer examines and judges whether or not the job seeker who has inquired is a person who meets the company's request.
[0003]
However, it is considered that such a format is not sufficient as a judgment material for connecting a recruiting company and a job seeker.
[0004]
In other words, from the job seeker's side, what kind of ability, what kind of personality, character, and personality the company posting the job information is looking for, It is not possible to fully grasp whether the workplace is suitable for nature and personality and can fully demonstrate one's ability.
[0005]
Even if it is a job-seeking company, the personality, nature, personality, ability, etc. hidden in job seekers are often not fully understood by resumes and interviews alone.
[0006]
In recent years, the job search information incorporates the job seeker's abilities and organizational personality, while the job searcher inputs the job seeker's ability and personality to match them and hire human resources. Has been proposed (Japanese Patent Laid-Open No. 2002-15051).
[0007]
In addition, in recent years, in the company, attempts have been made to try to find the right person in the right place (matching). An invention of a project personnel diagnosis system aimed at arranging the best personnel has been proposed (Japanese Patent Laid-Open No. 2003-30384).
[0008]
[Patent Document 1] Japanese Unexamined Patent Publication No. 2000-15051
[0009]
[Patent Document 2] Japanese Patent Application Laid-Open No. 2003-30384
[0010]
[Problems to be solved by the invention]
(1) In the tissue compatibility search system disclosed in Japanese Patent Application Laid-Open No. 2000-15051, job seekers are supposed to answer various questions in order to specify the ability and character of the job seeker. However, on the job seeker side, employees only have to specify the degree of emphasis on the abilities required of the job seeker, and what kind of personality, nature, personality, and motivation (result pursuit type, analytic logic type, etc.) It has not been evaluated and examined about the attributes of employees working in the department that is recruiting, such as whether it is composed of.
[0011]
For this reason, when hiring and hiring job seekers on the corporate side, the corporate side not only has high abilities, but also the personality, nature, personality, and motivation of people working in departments that require human resources ( It is difficult to properly acquire human resources who can become familiar with the results pursuit type, analysis logic type, etc., and make full use of their abilities to contribute to the company's performance. On the other hand, job seekers may not be able to find a job in a company where their personality, nature, personality, motivation (result pursuit type, analytical logic type, etc.), etc. are suitable and they can fully demonstrate their abilities. there were.
[0012]
In other words, in each workplace, whether or not you are a person who can fully demonstrate their abilities and contribute to the expansion of the performance of the department is determined by their personality, nature, personality, motivation (result pursuit type, analysis logic type, etc.) ) Depending on the assignment, you may be able to find a job, but you may not be able to fully demonstrate your ability.
[0013]
Such a situation can be a cause of accumulating stress for the job hunter and is unfortunate for the job hunter. The hiring company may have the same result as it was unable to secure the required personnel.
[0014]
(2) The project human resource diagnosis system described in Japanese Patent Application Laid-Open No. 2003-30384 is intended to match the right person to the right place (matching) for a certain project.
[0015]
However, the idea of matching the right person (matching) should also be applied between the employees working in the job-seeking department and job seekers (employees). This is a matter that should be fully considered even before an employment contract is actually concluded between the company and the job seeker (employee).
[0016]
Therefore, the present invention makes it possible for a company that wants to recruit human resources between a company that wants to recruit human resources and a person who introduces or dispatches human resources, while accepting more desirable human resources. An unprecedented human resource introduction matching method that enables the person who introduces and dispatches human resources to introduce and dispatch more appropriate human resources who can fully meet the demands of the company of the client The purpose is to propose a system.
[0017]
[Means for Solving the Problems]
The present invention has been made to achieve the above-mentioned problem. “The personality, nature, personality, and motivation (results pursuit type, analysis of people currently working in the recruiting department in the recruiting company). Investigate attributes such as logical type, etc.), while “characteristics, nature, personality, motivation (result search type, job seekers (for example, job seekers who can be introduced and dispatched by recruitment agencies, recruitment agencies)” Investigating attributes such as analysis logic type, etc.), and providing a method and system for “introducing and dispatching appropriate personnel by matching the two”.
[0018]
In other words, the human resource introduction matching method of the present invention is based on an answer to a plurality of diagnosis items by an employee in the recruiting company and the manager of the employee, and the recruiting side regarding the attributes of the employees working in the department that recruits the recruiting company. In addition to creating data, job applicant side data on job seeker attributes is created based on answers to multiple diagnostic items by job seekers. The degree of conformity between the attribute of the employee working in the job seeking department and the attribute of the job seeker is calculated, and an appropriate job seeker is introduced to the job seeking company based on the degree of conformance.
[0019]
Further, the human resource matching system proposed by the present invention is based on job offer side data creation means for creating job offer side data based on answers to a plurality of diagnosis items by employees in the job offer side company, and on the basis of answers to a plurality of diagnosis items by job seekers. Job hunting side data creation means for creating job seeker side data, job hunting side data created by job hunting side data creation means, and job hunting side data created by job hunting side data creation means are collated And a matching processing means for calculating the degree of matching with the job seeker.
[0020]
In the human resource matching system according to the present invention, the job offer side data creation means is changed to job offer side data creation means for creating job offer side data based on answers to a plurality of diagnostic items by employees and superiors of the employee in the job offer company. be able to.
[0021]
In any human resource introduction matching system of the present invention, the fitness calculated by the calculation means for calculating the fitness between the job seeking company and the job seeker is used together with the name of the job seeking company and the name of the job seeker. Display means for displaying can be further provided.
[0022]
The above-described method of the present invention uses the recruitment matching system of the present invention, so that the job recruiting side data creation means makes it possible for the job recruiting side based on answers to a plurality of diagnostic items by the employee at the recruiting company and the superior of the employee. Job applicant side data on job seeker attributes is created based on answers to multiple diagnostic items by job seekers by means of job seeker data creation means by creating job seeker data on the attributes of employees working in the department where the company is seeking a job. And matching the job offerer data created by the job offerer data creation means with the job seeker data created by the job seeker data creation means by the matching processing means to match the job offerer company and the job seeker This can be done by calculating the degree. Then, it is possible to display and execute human resources with a high degree of fitness and the recruiting companies.
[0023]
DETAILED DESCRIPTION OF THE INVENTION
Hereinafter, embodiments of the present invention will be described. In the human resource matching method and human resource matching system according to the present invention, as attributes such as personality, nature, personality, motivation (result pursuit type, analysis logic type, etc.), for example, (1) the sales personality / qualities of the respondent, (2) Data regarding the personality of the respondent and the background of personality formation, including the environment and experience that the respondent has developed (hereinafter "Experience & Fact data", "EF data") (3) Motivation of respondents (for example, motivation for pursuing results = result pursuit type, analytic motivation = analysis logic type, motivation for imagination = imagination sensation type) Motivation that is neutral and contributes to contribution = contribution-neutral type (hereinafter referred to as "motivation characteristic data", "Motivation" , and “MC data”), job hunting side data creation processing by the job hunting side data creation means realized by the computer processing operation unit and job hunting side data realized by the computer processing operation unit, respectively. The job seeker side data creation process by the creation means, and the matching by the matching processing means realized by the computer processing operation unit for the created data on the job seeker side and job seeker side of (1) to (3) above The processing operation unit of the computer performs processing (compatibility calculation), and further, based on the adaptability for each of the attributes (1) to (3) derived by the matching processing (compatibility calculation) by the matching processing unit. By the matching processing means realized by And judgment serving matching process performed (fitness calculating) (4), it is possible to introduce an appropriate job seekers to job-side firm.
[0024]
As described above, for the attributes (1) to (3), job offerer side data and job seeker side data are created, and matching processing is performed for each.
[0025]
In the following explanation, it is assumed that the number of samples of employees working in the department where the recruiting company is recruiting is five.
[0026]
It is also possible to extract an appropriate number of samples based on the judgment of the manager of the recruiting company, and use only the extracted employee responses for data creation. At this time, it is possible to extract employees who have been judged by the senior manager to “have a good job and play a central role in the department” among the departments that are recruiting. Such extraction is based on attributes (personality, nature, personality, motivation (results pursuit type, analysis) that the data of the person who plays the central role of the department best fits the expansion of the performance of the department. This is because it is considered to represent the logical type, etc. most appropriately.
[0027]
A. Human resource matching method
(1) [Matching data on sales characteristics and qualities]
(A) In the human resource introduction matching method and system of the present invention, the job offer side data is created for each of the data of (1) to (3). Obtain answers to a plurality of diagnosis items by employees in the recruiting company, or answers to a plurality of diagnosis items by the employees in the recruiting company and their superiors.
[0028]
Here, it is possible to target only the response of the employee in the recruiting company, but it is also preferable to include the response of the employee's superior. Employees answer questions to themselves, so depending on the content of the question, there is a possibility that an operation of the answer, that is, a thought such as “this question should be like this” will work. Such an answer is an obstacle to collecting objective data.
[0029]
Therefore, the objectivity of data can be improved by targeting not only employees but also the answers of their superiors.
[0030]
As questions, a wide variety of diagnostic items are prepared, and various questions that can specify the attributes of employees working in the department where the recruiting company is recruiting are prepared.
[0031]
For example, when an employee answers, I.I. 10 questions for assessing proficiency and action, II. 10 questions to evaluate listening / information gathering ability, III. 10 questions for planning proposals and evaluation of planning ability, IV. 10 questions for evaluating pioneering and breaking power, V. Answer the “Self-Analysis Problem Set” that asks questions about multiple items, such as 10 questions for evaluating sustainability.
[0032]
The answer to each question is, for example, 3 questions for “very applicable”, 2 for “applicable”, 1 for “appropriate”, and “not applicable” The score for each question is added as 0 points, and the employee's “self-analysis score” is returned.
[0033]
This “Self-analytical score” Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. It can be expressed as a score for each item of maintenance / continuity.
[0034]
In addition, when the supervisor who supervises the employee who responded gives an answer, for example, I.I. Three questions for assessing achievement and action ability, II. Three questions to evaluate listening / information gathering ability, III. Three questions to evaluate planning proposals and planning ability, IV. Three questions for evaluating pioneering / breakthrough power. Answer the “Senior Evaluation Question Set” that asks questions about multiple items, such as three questions to evaluate maintenance and continuity.
[0035]
Answers to each question are, for example, +5 for “excellent”, +2 for “somewhat better”, ± 0 for “ordinary”, “somewhat inferior” “-2” for “in case”, and “-5” for “inferior”, the coefficient for each question is added to obtain the “upper evaluation coefficient”. This “superior evaluation coefficient” is answered in the range of ± 5 for each item and answers to the three questions, and is evaluated in the range of ± 15 for each item.
[0036]
This “superior evaluation coefficient” is Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. It can be expressed for each item of maintenance / continuity.
[0037]
The “self-analysis raw score” and “superior evaluation coefficient” for each employee can be displayed on a chart as shown in FIG. 1, and are created for the number of employees in such a sample. In the example shown in FIG. 1, self-analysis by the employee himself is 27 points, 15 points, 21 points, 27 points, and 15 points for each of items I to V, and the senior manager's evaluation is 13 points. -3 points, 3 points, 13 points, and 9 points.
[0038]
The “superior evaluation coefficient” is plotted by adding 15 points to the evaluation of each item of ± 15 and converting it to a total score of 30 points when displayed on the chart of FIG.
[0039]
“Superior evaluation coefficient” and “Self-analysis raw score” are Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. It is added for each item of the maintenance / continuity force, and is calculated as “absolute evaluation score” (hereinafter also referred to as “Absolute Scale Score” or “ASS radar”).
[0040]
Since this “absolute evaluation score” is also created for the number of employees in the sample, an average value (AS internal average value) is calculated for each of the items I to V, and this is calculated as “ Data ”.
[0041]
In addition, FIG. 2 shows the “absolute evaluation score” of a single employee by a solid line, and the average value (ASS internal average value) of five employees by a broken line. The value (ass average value in the ASS) is the “data related to sales personality / qualities” of the department or department that wants to recruit.
[0042]
This “data relating to sales personality / qualification” is compared with “data relating to sales personality / qualification” in job seeker data described below for the above five items I to V.
[0043]
Here, in order to facilitate visual comparison, the above five items I to V (I. Proficiency / action ability, II. Listening / information gathering ability, III. Proposal / planning ability, IV. Development / breakthrough) Power, V. maintenance / continuity) is redistributed into a thinking ability evaluation type item that can evaluate thinking ability and a behavior ability evaluation type item that can evaluate action ability. It is possible to perform processing for display as a function between “force evaluation”. 5 shows the above five items I to V (I. Proficiency / action ability, II. Listening / information gathering ability, III. Planning proposal / planning ability, IV. Development / breakthrough ability, V. Maintenance / continuation ability) Is redistributed into a thinking ability evaluation type item that can evaluate thinking ability and a behavior ability evaluation type item that can evaluate behavior ability, and is made a function between "thinking ability evaluation" and "behavior ability evaluation". The vertical axis represents “thinking ability evaluation” and the horizontal axis represents “behavior ability evaluation”. In FIG. 5, “recruiter company” in the graph indicates the position where the average value of five employees (ASS internal average value) = “data on sales characteristics / qualities” is plotted.
[0044]
(B) On the other hand, the job seeker also answers a plurality of diagnosis items, and based on the answer, creates “data on sales characteristics / qualities” of the job seeker as a part of the job seeker side data.
[0045]
At this time, only the individual job seeker can answer and create “data on sales characteristics / qualities”, but the job seeker belongs to a high school, university, or vocational school (hereinafter referred to as “school”). Sometimes, as in the case of the company on the job offer side, not only answers by job seekers themselves, but also answers from staff in the employment department on the school side and supervisors, in order to make the data objective. , “Data on sales characteristics and qualities” can be created.
[0046]
For this reason, the creation of “data on sales personality / qualification” in the job seeker data follows the same process as the creation of “data on sales personality / qualification” in the above-mentioned job offer side data. However, since the job seeker is the only person, the process of calculating the average value is not necessary.
[0047]
This will be specifically described below. As questions, a wide variety of diagnosis items are prepared, and various questions that can specify attributes of the job seeker are prepared.
[0048]
For example, if the job seeker answers, 10 questions for assessing proficiency and action, II. 10 questions to evaluate listening / information gathering ability, III. 10 questions for planning proposals and evaluation of planning ability, IV. 10 questions for evaluating pioneering and breaking power, V. Answer the “Self-Analysis Problem Set” that asks questions about multiple items, such as 10 questions for evaluating sustainability.
[0049]
The answer to each question is, for example, 3 questions for “very applicable”, 2 for “applicable”, 1 for “appropriate”, and “not applicable” The score for each question is added as 0 points, and the employee's “self-analysis score” is returned.
[0050]
This “Self-analytical score” Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. It can be expressed as a score for each item of maintenance / continuity.
[0051]
In addition, when an instructor or the like of a school to which the answering job seeker answers gives a reply, for example, Three questions for assessing achievement and action ability, II. Three questions to evaluate listening / information gathering ability, III. Three questions to evaluate planning proposals and planning ability, IV. Three questions for evaluating pioneering / breakthrough power. Answer the “School Evaluation Question Set” that asks questions about multiple items, such as three questions to evaluate sustainability.
[0052]
Answers to each question are, for example, +5 for “excellent”, +2 for “somewhat better”, ± 0 for “ordinary”, “somewhat inferior” “-2” for “in case”, and “-5” for “inferior”, the coefficient for each question is added to obtain a “school evaluation coefficient”. This “school evaluation coefficient” is answered in the range of ± 5 for each item and answered to the three questions, so that it is evaluated in the range of ± 15 for each item.
[0053]
This “School Evaluation Coefficient” is Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. It can be expressed for each item of maintenance / continuity.
[0054]
The “self-analysis raw score” and “school evaluation coefficient” of the job seeker can be displayed on a chart as shown in FIG. In the example shown in FIG. 3, self-analysis by the job seeker himself is 27 points, 15 points, 21 points, 27 points, and 15 points for each of items I to V, and the school evaluation by the school is 13 points, − Three points, three points, thirteen points, and nine points.
[0055]
The “school evaluation coefficient” is plotted by adding 15 points to the evaluation of each item of ± 15 and converting it to a total score of 30 points when displayed on the chart of FIG.
[0056]
“School Evaluation Coefficient” and “Self-analytical Element” are I. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. It is added for each item of the maintenance / continuity force, and is calculated as an “absolute evaluation score” (hereinafter also referred to as “Absolute Scale Score” or “ASS radar”).
[0057]
Since the “absolute evaluation score” in the job offer data is created for the number of sample employees, the ASS internal average value calculated as the average value was used as “data on sales characteristics and qualities” in the job offer data. However, in the job seeker side data, since the target person is the only job seeker, the calculated “absolute evaluation score” is directly used as “data relating to sales characteristics / qualities” in the job seeker data.
[0058]
FIG. 4 shows the “absolute evaluation score” of the job seeker with a solid line, which is “data relating to sales characteristics / qualities”.
[0059]
The “data on sales personality / qualification” on the job seeker side is the following 5 items from I to V and the above 5 items from I to V in the “data on sales personality / qualification” in the above job offer side data: To be compared.
[0060]
Here, in order to facilitate visual comparison, the above five items I to V (I. Proficiency / action ability, II. Listening / information gathering ability, III. Planning proposal / planning ability, IV. Development / breakthrough) Power, V. maintenance / continuity) is redistributed into a thinking ability evaluation type item that can evaluate thinking ability and a behavior ability evaluation type item that can evaluate action ability. It is possible to perform processing for display as a function between “force evaluation”. 5 shows the above five items I to V (I. Proficiency / action ability, II. Listening / information gathering ability, III. Planning proposal / planning ability, IV. Development / breakthrough ability, V. Maintenance / continuation ability) Is redistributed into a thinking ability evaluation type item that can evaluate thinking ability and a behavior ability evaluation type item that can evaluate behavior ability, and is a function between "thinking ability evaluation" and "behavior ability evaluation". The vertical axis represents “thinking ability evaluation” and the horizontal axis represents “behavior ability evaluation”. In FIG. 5, “job seeker” in the graph indicates a position where “data relating to sales personality / qualities” of the job seeker is plotted.
[0061]
(C) Next, the matching of “data on sales characteristics / qualifications” between the recruiting company and the job seeker will be compared.
[0062]
In the comparative study, for example, as described above in (a) and (b), the “data on sales personality / qualification” of both the recruiting company and the job seeker is plotted on the comparison graph shown in FIG. Judgment can be made based on how far the plot point on the job seeker side is centered on the plot point of the side company. That is, it can be performed by evaluating the distance S between the two points.
[0063]
The correspondence between the distance S and the degree of matching (%) can be set arbitrarily, but the shorter the distance S, the higher the degree of matching.
[0064]
In this embodiment, the distance S in FIG. 5 was evaluated with a matching rate of 85% (see FIG. 6).
[0065]
(2) [Matching data on the personality and background of personality formation of respondents, such as the environment in which the respondents grew up and the facts they have experienced]
Next, the matching of “data on the background of personality / personality formation of respondents, such as the environment in which the respondents grew up, the facts experienced, etc.” will be described.
[0066]
Matching “data about the background of personality and personality formation of respondents, such as the environment in which the respondents grew up and the facts they have experienced, etc.” Based on the knowledge that it is often influenced by the environment and the facts it has experienced, it seeks to obtain data that can objectively evaluate the personality and personality of respondents.
[0067]
Even if you obtain this “data on the background of the personality and personality formation of the respondent, such as the environment in which the respondent has grown, the facts that have been experienced, etc.”, you will also get answers to multiple diagnostic items, Unlike the questions for obtaining the “data related to sales characteristics and qualities”, there is little possibility that an operation of an answer, that is, a thought such as “this question should be like this” will work. Since it can be expected that objective data can be obtained only by answers from job seekers, there is little need to obtain answers from senior managers or schools and consider them. Therefore, this embodiment does not consider the answers of senior managers or schools.
[0068]
(A) Creation of “EF data” in the job offer data will be described. Questions to create “EF data” include, for example, “I am an only child”, “I have experience of illness or serious injury that has caused life or death in the past”, etc. There are multiple questions (for example, 50 questions) related to the facts that have been experienced. The answer is either YES or NO.
[0069]
Here, in order to extract data indicating the attributes of employees working in the department where the recruiting company is recruiting, the bias rate is calculated for the answers to each question, and the answer with the bias rate above a certain level is calculated. Adopted as “EF data”.
[0070]
Specifically, it is as follows.
[0071]
Assuming that responses with a bias rate of 80% or more are adopted, only the responses with the same response of 4 or more employees among the responses of 5 employees are adopted as “EF data” of the recruiting company. For example, if four or more people answered YES to the question “I am the only child”, the employees in the department where the recruiting company is looking for is a group with many single children. Adopt as. On the other hand, when the number of employees is 4 or more, the employees in the department are employed as “EF data” NO because they are a group with little or no one child.
[0072]
On the other hand, if there are 5 respondents, and all of the responses are less than 80% (in the case of 5 respondents, the response ratio is 3: 2), the attributes of the department are expressed so well. Because it is not, it will not be adopted as “EF data”. In other words, the “EF data” on the job offer side does not mean that all of the answers are “EF data”.
[0073]
Through the above process, it is determined whether or not the answer to each question is adopted as “EF data”.
[0074]
(B) On the other hand, job seekers also have the same “only child” or “experiences that have caused illness or serious injury in the past. Answer “Yes” or “Yes” or “NO” to each of multiple questions (for example, 50) for questions related to the environment and the facts that have been experienced.
[0075]
Here, unlike job-seeker companies, job seekers are not a single person and are the only person, and the answer to each question is uniquely determined to be YES or NO. It becomes “EF data” on the user side.
[0076]
(C) Next, the matching of the “EF data” of both the recruiting company and the job seeker created as described in (a) and (b) above is compared. The comparative examination of “EF data” is performed by checking how many questions have the same YES / NO answer to the same question and determining how many of the matching questions are in proportion or number.
[0077]
Specifically, for example, when the number of questions that can be adopted as “EF data” on the job offer side is 23 out of 50 questions, the “EF data” (question) on the job seeker side for these 23 issues If the number of YES / NO answers that are compared is 21 out of 23, the degree of matching is evaluated as about 91%.
[0078]
(3) [Matching personality data]
(A) In the matching of personality data “MC data”, first, an answer to a plurality of diagnostic items by employees in the recruiting company is obtained.
[0079]
Here too, there are a wide variety of diagnostic items, and various questions are prepared that can identify the attributes of employees working in the department where the recruiting company is recruiting.
[0080]
For example, there are 10 questions for determining whether a result pursuit type (R type) or not, and a question for determining whether it is an analysis logic type (A type). 10 questions, and 10 questions to determine whether it is an idea sense type (I type), to determine whether it is a contribution neutrality type (C type) Answer “MC question set” that asks questions about multiple items such as 10 questions.
[0081]
The answer is 2 points for “applicable”, 1 point for “somewhat applicable”, and 0 point for “not applicable”.
[0082]
This “motivation characteristic problem set” is answered to five employees working in the recruiting department of the recruiting company, and the scores for the five are totaled for each type, and the highest type and the next highest type are determined. Can be displayed side by side. For example, if the A type has the highest score and the next is the R type, the type of the department that is recruiting the company can be expressed as the AR type. This AR type becomes “MC data” in the job offer side data.
[0083]
(B) On the other hand, the job seeker also answers the same “MC problem set” as the employee working in the job seeking department of the recruiting company, and based on this answer, “MC Data ”.
[0084]
In this case as well, the job seeker's answer is 2 points for “applicable”, 1 point for “applicable”, and 0 for “not applicable”. If the type with the highest score is the R type and the next highest type is the A type, the “MC data” in the job seeker side data can be expressed as the RA type.
[0085]
(C) Next, the matching of “MC data” of both the recruiting company and the job seeker created as described in (a) and (b) above is compared.
[0086]
In the above example, the “MC data” on the job offer side is the AR type, while the “MC data” on the job seeker side is the RA type. Therefore, it can be said that the MCs coincide at a fairly high rate. The criteria for evaluating the degree of coincidence can be determined as appropriate, but in this embodiment, the degree of coincidence of AR-RA is evaluated as 80% coincidence.
[0087]
On the other hand, for example, when the “MC data” on the job offer side is the AR type and the “MC data” on the job seeker side is the IC type, the matching between them is not very good.
[0088]
(4) [Comprehensive final judgment (matching)]
Comprehensively judge (1) “Sales data / qualification data” matching data, (2) “EF data” matching data, and (3) “MC data” matching data created through the process described above. The final decision (matching) for recruiting is done.
[0089]
In the above example, “Data related to sales personality / qualification” is 85%, “EF data” is 91%, and “MC data” is 80%. It can be determined that they match with probability. Therefore, here, the comprehensive judgment “AA” was evaluated.
[0090]
If the evaluation is AA, it can be said that matching suitable for introducing human resources has been obtained.
[0091]
Of course, a standard for performing the comprehensive determination can be set, and the level of this standard can be changed as appropriate according to the demand on the job offerer side.
[0092]
B. Human resource matching system
The personnel introduction matching method of the present invention can be realized using the personnel introduction matching system of the present invention.
[0093]
(1) FIG. 7 is a hardware configuration diagram showing one form of the human resource introduction matching system 1 of the present invention. The human resource introduction matching system 1 includes a job offerer side terminal 2, a job seeker side terminal 3, a server 4, and a network 5 connecting them.
[0094]
For example, the job offer side terminal 2 realized by a computer includes a display unit 2a for displaying questions, a procedure for inputting, a result of human resource introduction, etc. for a plurality of diagnostic items for creating job offer side data, an answer, etc. An input unit 2b including an input keyboard and a pointing device is provided.
[0095]
For example, the job seeker side terminal 3 realized by a computer similarly has a display unit 3a for displaying questions, a procedure for inputting, results of human resource introduction, etc. for a plurality of diagnosis items for creating job seeker side data. , An input unit 3b provided with a keyboard and a pointing device for inputting answers and the like.
[0096]
A server 4 comprising a computer is provided with an arithmetic device 4a and an information recording medium 4b such as a hard disk. The information recording medium 4b stores a matching program.
[0097]
This program is a processing operation for creating job-side data based on answers to a plurality of diagnosis items by employees in a job-seeking company, a processing operation for creating job-seeker side data based on answers to a plurality of diagnosis items by job seekers, Processing operation (matching processing) that calculates the degree of matching between the recruiting company and the job seeker by comparing the job recruiting data created by the job recruiting data creation means with the job seeker data created by the job seeker data creation means A computer program that executes the action), or a processing action to create job offer data based on answers to multiple diagnosis items by employees and their employees' managers at the job offer company, and answers to multiple diagnosis items by job seekers Processing operation to create job seeker data based on the job seeker data created by the job recruiter data creation means Is a computer program that causes the arithmetic device 4a to execute a processing operation (matching processing operation) for calculating the degree of matching between the job seeking company and the job seeker by comparing the job seeking data created by the job seeker side data creating means. is there. Here, the processing operation for creating the above-mentioned job offer side data and the processing operation for creating the job seeker side data include “data on sales personality / qualification”, “EF data”, “MC” on the job offer side and job seeker side, respectively. Processing operations to create "data" are included. In addition, the above-mentioned matching processing operation includes a processing operation (matching processing operation) for calculating the degree of conformity of “data related to sales personality / qualification”, “EF data”, and “MC data” created on the recruiting side and the job seeking side, respectively. ) Based on the degree of fitness for the “business personality / qualification data”, “EF data”, and “MC data” thus calculated, there is a processing operation (matching processing operation) for calculating the fitness as the final judgment. included.
[0098]
Specifically, this computer program is as follows.
[0099]
The following are computer programs that cause the arithmetic device 4a to perform the processing operation in [Matching data regarding business accuracy / qualities].
[0100]
A computer program that causes the arithmetic device 4a to perform a process of creating a “self-analysis raw score” of an employee who has added a score for each question in response to the employee's answer.
[0101]
Further, this is described in I.D. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. A computer program that causes the arithmetic device 4a to perform processing to create and display as a score for each item of maintenance / continuity.
[0102]
A computer program that causes the arithmetic unit 4a to perform a process of creating a “superior evaluation coefficient” of an upper manager who responds by adding a score for each question in correspondence with an answer of the upper manager who supervises the responding employee.
[0103]
Further, this is described in I.D. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. A computer program that causes the arithmetic device 4a to perform processing to create and display as a score for each item of maintenance / continuity.
[0104]
A computer program for causing the arithmetic unit 4a to perform the above-described processing for displaying the “self-analysis raw score” and “superior evaluation coefficient” for each employee on a chart as shown in FIG.
[0105]
"Superior evaluation coefficient" and "Self-analysis raw score" Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. A computer program that causes the arithmetic device 4a to perform a process of calculating as an “absolute evaluation score” (hereinafter also referred to as “Absolute Scale Score” or “ASS radar”) by adding each item of the maintenance / continuity force.
[0106]
A computer program for calculating the average value (ASS internal average value) for each of the items I to V with respect to the “absolute evaluation score” and causing the arithmetic device 4a to perform processing for generating the average value as “data on sales characteristics / qualities” .
[0107]
Calculate the average value (AS internal average value) of the absolute scores of the employees who responded, and select “Sales personality / development” in the department / department of the company that is seeking this average value (ASS internal average value). The computer program which makes the arithmetic unit 4a perform the process produced | generated as "data regarding quality".
[0108]
In this “data on sales characteristics and qualities”, the above five items I to V (I. Provenance / action ability, II. Listening / information gathering ability, III. Planning proposal / planning ability, IV. Development / breakthrough ability, V. Maintenance / Continuity) is redistributed into a thinking ability evaluation type item that can evaluate thinking ability and a behavior ability evaluation type item that can evaluate action ability. A computer program that causes the arithmetic device 4a to perform processing to be displayed as a function between.
[0109]
The function between this generated “thinking power evaluation” and “behavior power evaluation” is represented as a graph with “thinking power evaluation” on the vertical axis and “behavior power evaluation” on the horizontal axis. A computer program that causes the arithmetic device 4a to perform a process of plotting the average value of employees (AS internal average value) = “data on sales characteristics / qualities” in the graph.
[0110]
Processing to create a “self-analysis score” for job seekers who responded by adding scores for each question in response to answers from job seekers (people who can be introduced at a recruitment agency or personnel who can be dispatched at a recruitment agency) A computer program for causing the arithmetic device 4a to execute
[0111]
Further, this is described in I.D. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. A computer program that causes the arithmetic device 4a to perform processing for displaying as a score for each item of maintenance / continuity.
[0112]
A computer program that causes the arithmetic unit 4a to perform a process of creating a “school evaluation coefficient” for a staff member or a supervisor who has added a score for each question in response to a reply from a staff member or a supervisor.
[0113]
Further, this is described in I.D. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. A computer program that causes the arithmetic device 4a to perform processing for displaying as a score for each item of maintenance / continuity.
[0114]
A computer program for causing the arithmetic unit 4a to perform the above-described processing for displaying the “self-analysis raw score” and “school evaluation coefficient” for each job seeker on a chart as shown in FIG.
[0115]
The “School Evaluation Coefficient” and “Self-Analysis Raw Score” Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. Addition for each item of maintenance and continuity power, and calculate “absolute evaluation score” (hereinafter sometimes referred to as “Absolute Scale Score” or “ASS radar”) = “data on sales characteristics / qualities” A computer program to be executed by the device 4a.
[0116]
In this “data on sales characteristics and qualities”, the above five items I to V (I. Provenance / action ability, II. Listening / information gathering ability, III. Planning proposal / planning ability, IV. Development / breakthrough ability, V. Maintenance / Continuity) is redistributed into a thinking ability evaluation type item that can evaluate thinking ability and a behavior ability evaluation type item that can evaluate action ability. A computer program that causes the arithmetic device 4a to perform processing to be displayed as a function between.
[0117]
The function between this generated "thinking power evaluation" and "behavior power evaluation" is represented as a graph with "thinking power evaluation" on the vertical axis and "behavior power evaluation" on the horizontal axis. A computer program that causes the arithmetic device 4a to perform processing for plotting “data relating to sales personality / qualities” in the graph.
[0118]
A computer program that causes the computing device 4a to perform matching / comparison processing of both from the “data on sales personality and qualification” of both the recruiting company and the job seeker.
[0119]
The following is a computer program that causes the arithmetic device 4a to perform the processing in [Matching data regarding the environment of the person making the answer, the facts experienced, etc.] .
[0120]
The bias rate is calculated for each question answer from the answers of employees working in the recruiting department of the recruiting company for each question, and the answer with the bias rate exceeding the predetermined value is “EF data” of the recruiting company The computer program which makes the arithmetic unit 4a perform the process produced | generated as.
[0121]
A computer program that causes the arithmetic device 4a to perform processing for generating "EF data" for each question answer from the answer of the job seeker for each question
A computer program that causes the computing device 4a to perform a process of matching and comparing the “EF data” of the job seeker with respect to the “EF data” generated by the recruiting company with respect to the “EF data” of both the recruiting company managers. .
[0122]
The following is a computer program that causes the arithmetic device 4a to perform the processing in [Data matching on personality].
[0123]
A computer program that causes the arithmetic device 4a to perform a process of summing up the scores of employees who work in the department that recruits the recruiting company who answered the “motivation characteristic problem set” for each type.
[0124]
A computer program for causing the arithmetic unit 4a to perform processing for creating “MC data” by arranging the highest type and the next highest type.
[0125]
Furthermore, the computer program which makes the arithmetic unit 4a perform the process which displays this.
[0126]
A computer program that causes the arithmetic device 4a to perform a process of summing up the scores of job seekers who answered the “MC question set” for each type.
[0127]
Further, a computer program for causing the arithmetic unit 4a to perform processing for creating “MC data” by arranging the highest type and the next highest type.
[0128]
Furthermore, the computer program which makes the arithmetic unit 4a perform the process which displays this.
[0129]
A computer program that causes the computing device 4a to perform matching / comparison examination of “MC data” of both the recruiting company and the job seeker.
[0130]
The following is a computer program that causes the arithmetic device 4a to perform the processing in [Comprehensive final determination (matching)].
[0131]
(1) Matching data of “Sales Character / Quality”, (2) Matching Data of “EF Data”, (3) Final Matching Data for “MC Data” A computer program that causes the arithmetic device 4a to perform determination (matching).
[0132]
(2) A method of using the human resource matching system 1 configured as described above and the operation of the system will be described.
[0133]
(A) Answer input on the job offer side
(I) First, a question for specifying an attribute of an employee working in a department that is recruiting at a recruiting company, which is answered by the employee, is displayed on the display unit 2a of the recruiting terminal 2.
[0134]
During this question, a “self-analysis problem set” for creating “data on sales personality / qualification”, a problem set for creating “EF data”, and a problem set for creating “MC data” Everything is included.
[0135]
An employee working in a department that is seeking a job at a recruiting company inputs a response to the displayed question through the input unit 2b having a keyboard, a pointing device, and the like. For the answer, check the corresponding part according to the display on the display unit 2a.
[0136]
Furthermore, the question answered by the supervisor who supervises the employee who has answered is displayed on the display unit 2a of the recruiting terminal 2. This question is a “Supervisor Evaluation Question Set” for creating “Data on Sales Personality / Qualifications”.
[0137]
(Ii) The input answer is sent to the server 4 through the network 5 and stored in the information recording medium 4b in the server 4.
[0138]
(B) Input of job seeker's answer
(I) On the other hand, a question for specifying the attribute of the job seeker is displayed on the display unit 3 a of the job seeker side terminal 3.
[0139]
During this question, a “self-analysis problem set” for creating “data on sales personality / qualification”, a problem set for creating “EF data”, and a problem set for creating “MC data” Everything is included.
[0140]
The job seeker inputs an answer to the displayed question through the input unit 3b having a keyboard, a pointing device, and the like. For the answer, check the corresponding part according to the display on the display unit 3a.
[0141]
Further, the question answered by the instructor of the school to which the answered job seeker belongs is displayed on the display unit 3 a of the job seeker side terminal 3. This question is a “School Evaluation Question Set” for creating “Data on Sales Personality / Qualifications”.
[0142]
(Ii) The input answer is sent to the server 4 through the network 5 and stored in the information recording medium 4b in the server 4.
[0143]
(C) Processing by the arithmetic device 4a in the server 4
The answer data stored in the information recording medium 4b is processed in the server 4. The processing in the server 4 is a problem set ("self-analysis problem set" for creating "data on sales personality / qualification"). ”,“ Superior evaluation problem set ”), a problem set for creating“ EF data ”, and a problem set for creating“ MC data ”.
[0144]
Processing related to “Data on Sales Personality / Qualifications”
《Job offer data》
Employees responded to create “business personality / qualification data”. Three answers were given for “Really applicable”, two points for “Applicable”, “Slightly 1 point is assigned to the answer “applicable”, and 0 point is assigned to the answer “not applicable”. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. “Self-analysis raw score” is calculated for each item of maintenance / continuity. The calculated “self-analysis raw score” is stored in the information recording medium 4b.
[0145]
In addition, the responses of senior managers who supervise employees are: +5 for “excellent” responses, +2 for “somewhat excellent” responses, and “ordinary” ± 0 is assigned to the answer, −2 is assigned to the “somewhat inferior” answer, and −5 is assigned to the “inferior” answer. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. The “superior evaluation coefficient” is calculated for each item of maintenance / continuity power. The calculated “upper length evaluation coefficient” is stored in the information recording medium 4b.
[0146]
The arithmetic device 4a further calculates the “absolute evaluation score” by adding the calculated and stored “self-analysis raw score” and “superior evaluation coefficient”. The calculated “absolute evaluation score” is also stored in the information recording medium 4b.
[0147]
Since this “absolute evaluation score” is created for the number of employees in the sample, an average value (AS internal average value) is calculated for each of the items I to V, and this is calculated as “business characteristics / qualities”. Data "and save it in the information recording medium 4b.
[0148]
Furthermore, “data on sales personality and qualification” over the above five items I to V can be evaluated by the computing device 4a with a thinking ability evaluation type item capable of evaluating thinking ability and a behavior ability evaluation type capable of evaluating behavior ability. The data is redistributed to the items, and as in the comparison graph shown in FIG. 5, the “verticality evaluation” is plotted on the vertical axis and the “behavioral power evaluation” is plotted on the horizontal axis, and “data on sales personality / qualities” is plotted at one point.
[0149]
《Job applicant side data》
On the other hand, the answers given by job seekers in order to create “data on sales personality and qualifications” are 3 points for “Really applicable” and 2 points for “Relevant” , 1 point is assigned to an answer that “applies a little”, and 0 point is assigned to an answer that “does not apply”. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. “Self-analysis raw score” is calculated for each item of maintenance / continuity. The calculated “self-analysis raw score” is stored in the information recording medium 4b.
[0150]
Furthermore, the answers given by the instructor of the school to which the job seeker belongs are +5 for the answer of “Excellent”, +2 for the answer of “Slightly better”, and “Normal” Are assigned ± 0, “slightly inferior” answers are −2 and “inferior” answers are −5. Promise and action, II. Listening and information gathering ability, III. Planning proposal / planning ability, IV. Pioneering / breakthrough force, V. The “school evaluation coefficient” is calculated for each item of maintenance / continuity. The calculated “school evaluation coefficient” is stored in the information recording medium 4b.
[0151]
The arithmetic device 4a further calculates and saves the "absolute evaluation score" by adding the calculated and stored "self-analysis raw score" and "school evaluation coefficient". The calculated “absolute evaluation score” is also stored in the information recording medium 4b.
[0152]
The calculated “absolute evaluation score” is directly used as “data on sales characteristics / qualifications” in the job seeker side data, but the “data on sales characteristics / qualifications” over the above five items I to V is calculated by the arithmetic device 4a. , Redistributing the thinking ability evaluation type item that can evaluate the thinking ability and the behavior ability evaluation type item that can evaluate the action ability, and the vertical axis is “thinking ability evaluation” as shown in the comparison graph of FIG. Plot "data on sales personality and qualities" at one point with the horizontal axis as "behavioral power evaluation".
[0153]
<Comparison of matching>
In the arithmetic unit 4a, the distance S of the plot points of the “data on sales personality / qualification” of both the recruiting company and the job seeker displayed as shown in FIG. 5 is measured, and the “data on sales personality / qualification” of both. Evaluate the matching.
[0154]
Processing related to “EF data”
《Job offer data》
Answers answered by employees working in the department that is recruiting at the recruiting company in order to create “EF data” are processed as YES or NO.
[0155]
Here, in the arithmetic device 4a, in order to extract data indicating the attributes of employees working in the department where the recruiting company is recruiting, the bias rate is calculated for the answer to each question, and the bias rate is above a certain level. The answer is adopted as “EF data” of the recruiting company.
[0156]
In other words, if it is set that responses with a bias rate of 80% or more will be adopted, only responses with the same response of 4 or more of 5 employees will be adopted as “EF data” of the recruiting company. Process. The obtained “EF data” is stored in the information recording medium 4b.
[0157]
《Job applicant side data》
On the other hand, the answer answered by the job seeker to create “EF data” is also processed with YES or NO.
[0158]
Here, unlike job seekers, job seekers are not a plurality of people and are the only ones, and the answer to each question is uniquely determined as YES or NO. The answer is directly “EF data” of the job seeker. The obtained “EF data” is stored in the information recording medium 4b.
[0159]
<Comparison of matching>
Next, the arithmetic unit 4a compares and examines the matching of “EF data” of both the recruiting company and the job seeker stored in the information recording medium 4b. The comparative examination of “EF data” is performed by checking how many questions have the same YES / NO answer to the same question and determining how many of the matching questions are in proportion or number.
[0160]
Processing related to “MC data”
《Job offer data》
According to the calculation device 4a, the answer that the employee answered to create the “MC data” is 2 points for the answer “applicable”, 1 point for the answer “applies a little”, and “not applicable” 0 points are assigned to the answers, and the results pursuit type (R type), (Analysis Logic) type (A type), idea sense type (I type), contribution neutrality type (Contribution Neutrality type) Scores are summed within each type of C type). Furthermore, based on the total score, evaluation of AR type etc. is given. The obtained “MC data” is stored in the information recording medium 4b.
[0161]
《Job applicant side data》
Similarly, the answer to the job seeker's response to create the “MC data” is 2 points for the answer “applicable”, 1 point for the answer “applicable a little”, “ The answer “No” is assigned 0 points, and the results pursuit type (R type), (Analysis Logic) type (A type), idea sense type (I type), contribution neutrality (Contribution) The score is totaled in each type of (Neutrality) type (C type). Furthermore, based on the total score, RA type etc. are evaluated. The obtained “MC data” is stored in the information recording medium 4b.
[0162]
<Comparison of matching>
Next, the arithmetic device 4a compares and examines the matching of the “MC data” of both the recruiting company and the job seeker stored in the information recording medium 4b. In the comparative examination of “MC data”, the degree of coincidence of types such as AR type and RA type is evaluated.
[0163]
"Comprehensive final judgment (matching)"
The arithmetic unit 4a generates (1) “data related to sales characteristics / qualities” matching data, (2) “EF data” matching data, and (3) “MC data” matching data created through the processing described above. Make a comprehensive judgment and make a final decision (matching) for human resource introduction. The result of final determination (matching) is stored in the information recording medium 4b.
[0164]
(D) Display of final judgment (matching)
The final determination (matching) stored in the information recording medium 4b is displayed on the display unit 2a of the job offer side terminal 2 or the display unit 3a of the job seeker side terminal 3 together with the name of the job seeker company and the name of the job seeker. . Various display methods are possible for the display method in the display unit 2a and the display unit 3a. Of course, the degree of fitness can be displayed for all combinations of the job offerer side data and the job seeker side data, and in this case, it is also possible to display them in order from the best matching.
[0165]
(3) The preferred embodiments of the present invention have been described above with reference to the accompanying drawings. However, the present invention is not limited to the embodiments, and is understood from the description of the claims. Various forms can be changed within the range.
[0166]
For example, in the above embodiment, the job offerer side terminal 2, the job seeker side terminal 3, and the server 4 are connected by the network 5, and the processing is shared by each device, but the system is assembled in one personal computer, It is also possible to complete the processing with the one personal computer, perform matching processing, and introduce human resources and dispatch human resources.
[0167]
It is also possible to fill in the questions answered by the job seeker and job seeker with, for example, a mark sheet and electronically process them.
[0168]
Naturally, conventionally, it is possible to input data such as a place of work and a treatment surface described in the job offer information, calculate the suitability in consideration of these, and introduce human resources.
[0169]
【The invention's effect】
As explained above, we investigate the attributes (personality, nature, personality, motivation (result pursuit type, analytic logic type, etc.)) of people who are actually working in the recruiting department in the recruiting company, On the other hand, the job seeker (for example, a recruitment company, a recruitment company, a recruitment company, a job seeker who can be introduced and dispatched) is investigated and the matching is made to introduce the appropriate personnel. It is possible to introduce human resources with the nature, personality, personality, and motivation that are most likely to contribute to the business expansion of the departments that are recruiting for the company. In addition, the introduced job seeker can work in a department suitable for his / her attributes and can fully demonstrate his / her ability.
[Brief description of the drawings]
BRIEF DESCRIPTION OF DRAWINGS FIG. 1 is an explanatory diagram of a process for creating data related to a sales person's sales personality and qualities.
FIG. 2 is an explanatory diagram of data relating to business characteristics and qualities calculated from the data shown in FIG.
FIG. 3 is an explanatory diagram of a process of creating data related to the business characteristics and qualities of the job seeker.
FIG. 4 is an explanatory diagram of data related to sales personality and qualities calculated from the data shown in FIG. 3;
FIG. 5 is an example of a comparison graph for evaluating data relating to sales personalities and qualities of job seekers and job seekers.
FIG. 6 is a conceptual diagram showing a concept of final determination (matching).
FIG. 7 is a hardware configuration diagram showing an embodiment of a human resource matching system according to the present invention.
[Explanation of symbols]
1 Human resource matching system
2 Job offer terminal
3 Job Seeker Terminal
4 servers
5 network

Claims (3)

Create job offer data on the attributes of employees working in the recruiting department of the recruiting company based on answers to multiple diagnostic items by the employee at the recruiting company and the employee's superior,
Create job seeker-side data on job seeker attributes based on answers to multiple diagnostic items by job seekers,
The created job-side data is compared with the job-seeking data to calculate the degree of fit between the attributes of the employees working in the job-seeking department and the job-seeker attributes,
A human resource matching method characterized by introducing an appropriate job seeker to a job seeking company based on the fitness. Recruitment side data creation means for creating recruitment side data based on answers to multiple diagnosis items by employees at the recruitment side company,
Job seeker data creation means for creating job seeker data based on answers to multiple diagnostic items by job seekers,
Matching processing means for calculating the degree of matching between the job-seeking company and the job seeker by comparing the job offer-side data created by the job offer-side data creation means with the job seeker data created by the job seeker-side data creation means; Human resource matching system characterized by having. Recruitment-side data creation means for creating recruitment-side data based on answers to a plurality of diagnostic items by the employee at the recruiting company and the superior of the employee;
Job seeker data creation means for creating job seeker data based on answers to multiple diagnostic items by job seekers,
Matching processing means for calculating the degree of matching between the job-seeking company and the job seeker by comparing the job offer-side data created by the job offer-side data creation means with the job seeker data created by the job seeker-side data creation means; Human resource matching system characterized by having.

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