JP2009223643A - Temporary job seeker evaluation program, recording medium, and temporary job seeker evaluation server - Google Patents

Abstract

<P>PROBLEM TO BE SOLVED: To evaluate whether a temporary job seeker is a talented person suited to a personnel service company or not as a deviation value by comparing him/her with past temporary job workers. <P>SOLUTION: The temporary job seeker evaluation server 1 comprises a temporary job seeker evaluation value database 3 which digitizes and records evaluation information 2; a temporary job worker evaluation value database 4 which digitizes and records evaluation information of all past temporary job workers; a temporary job seeker evaluation deviation value database 5 which records evaluation information of a temporary job seeker as a deviation value; a temporary job worker evaluation deviation value database 6 which records the evaluation value of the temporary job workers as deviation values; a deviation value comparison means 7 which compares the deviation value of evaluation information of the temporary job seeker with the deviation values of evaluation information of all the temporary job workers; and a temporary job worker evaluation information update means 8 which records, when the temporary job seeker receives an acceptance report from the same personnel service company as the temporary job workers, the evaluation information of the temporary job seeker as evaluation information of a temporary job worker. <P>COPYRIGHT: (C)2010,JPO&INPIT

Description

  The present invention relates to a temporary worker application evaluation program, a recording medium, and a temporary worker evaluation server. Specifically, the present invention relates to a temporary worker evaluation program, a recording medium, and a temporary worker evaluation server that allow a temporary staffing company to objectively evaluate temporary applicants.

  In order to reduce burdens such as labor costs and labor management costs, companies are increasingly using temporary workers through temporary staffing companies. Temporary employees perform certain tasks at certain locations during the contract period, but return to the temporary staffing company when the contract period ends. When a company needs new human resources, it again requests human resources from the temporary staffing company.

  In addition, there is some variation in the ability of employees dispatched from temporary staffing companies, and if it is determined that the dispatched employees are not suitable for the performance of the intended business, the company shall However, if the person in charge is repeatedly changed, the transfer work is duplicated and a great waste occurs. If the same thing is repeated frequently in each department of the company, the procurement cost of temporary employees will be raised unnecessarily. Also, temporary staffing companies do not always know exactly what kind of business the customer is requesting, and it is not always possible to provide the optimal human resources to the company.

  In view of this, there has been proposed a human resource recruitment support method capable of accurately securing human resources desired by a temporary staffing company (see, for example, Patent Document 1). The server inputs information identifying the place of work with experience for a specific job seeker to the server, the server requests the job seeker to evaluate the job seeker, the server accepts the evaluation information from the work place, and the server , A recruitment support method for sending accepted evaluation information to a job seeker is described.

JP 2004-94704 A

  However, with the conventional method, the job performance evaluation of the job seeker is only a third party evaluation, and may not be suitable for the work or corporate culture of the temporary staffing company or the receiving company, etc. Among those who have no work experience at all, there are human resources with excellent leadership and cooperation in circle activities and local volunteer activities, etc., which are suitable for temporary staffing companies compared to past dispatched workers It was not enough to secure human resources.

  The present invention was devised in view of the above points, and can be evaluated as a deviation value by comparing whether it is a human resource suitable for a temporary staffing company or a past temporary worker, and can be evaluated as a temporary worker An object is to provide a program, a recording medium, and a temporary worker evaluation server.

  In order to achieve the above object, a temporary worker evaluation program according to the present invention is a temporary worker evaluation program installed in an electronic computer and digitizing evaluation information of a temporary worker, wherein the electronic The computer has a function to digitize and record the evaluation information of individuals who want to be dispatched, a function to digitize and record the evaluation information of all the workers who are dispatched, and a numerical evaluation information of individuals who want to dispatch. A function to record the deviation value and record, a function to record the digitized evaluation information of all the temporary workers, and a deviation value of the individual evaluation information of the temporary worker, A function for comparing the deviation value of the evaluation information is given, and the evaluation information of the individual applicants of the dispatching company and the evaluation information of all of the dispatching workers are evaluated based on substantially the same evaluation items by the same evaluation subject. What was done That.

  Here, the evaluation information of the individual applicants of the temporary worker and the evaluation information of all the temporary workers are evaluated based on substantially the same evaluation items by the same evaluation subject, and the numerical evaluation information is converted into a deviation value. Therefore, it is easy to compare with the evaluation information digitized by past dispatch workers with different average points.

Further, in the temporary job applicant evaluation program of the present invention, the evaluation item is at least one selected from an interview, aptitude test, a school deviation value, and a request condition for a temporary worker, and is based on an interview of an individual applicant for the temporary worker. The deviation value of the evaluation information is calculated by taking the average deviation value of the evaluation information based on the interviews of all the workers in the dispatch industry as 50, and the deviation value of the evaluation information based on the aptitude test of the individual who wants to dispatch is The average deviation value of the evaluation information based on the aptitude test of all workers is calculated as 50, and the original school deviation value of the temporary worker applicants is the average value of the original school deviation value of all the temporary workers Is calculated as 50, and the deviation value of the evaluation information based on the dispatch destination request condition of the individual who wants to dispatch is the average deviation value of the evaluation information based on the dispatch destination request condition of all dispatch workers. As 50 If those that have been calculated, comparison with the evaluation information of the past of dispatching services workers becomes even easier to perform.
The “dispatch destination request condition” here refers to a condition requested by a dispatching company by a dispatching company or the like to which a dispatching worker is dispatched.

  In addition, in the temporary worker evaluation program of the present invention, when the temporary worker is accepted from the same evaluation entity as the temporary worker, the evaluation information of the temporary worker is dispatched to the computer. When the function of recording as the evaluation information of the worker is given, the evaluation information of the temporary worker can be sequentially accumulated, and the recruitment activity can be performed based on more reliable data.

  Further, in order to achieve the above object, the recording medium of the present invention has a function for digitizing and recording evaluation information of individual applicants for temporary staffing in an electronic computer, and digitizing evaluation information for all temporary staffing workers. A function that records the numerical evaluation information of the individual who wants to be dispatched as a deviation value, a function that records the numerical evaluation information of all the temporary workers as a deviation value, A function for comparing the deviation value of the evaluation information of the individual who wants to be dispatched and the deviation value of the evaluation information of all of the workers in the dispatching business is provided. The evaluation information of all the members can be read by an electronic computer recording a temporary worker evaluation program that is evaluated based on substantially the same evaluation items by the same evaluation subject.

  Here, the evaluation information of the individual applicants of the temporary worker and the evaluation information of all the temporary workers are evaluated based on substantially the same evaluation items by the same evaluation subject, and the numerical evaluation information is converted into a deviation value. Therefore, it is easy to compare with the evaluation information digitized by past dispatch workers with different average points.

  In addition, in order to achieve the above-described object, the temporary worker evaluation server of the present invention is a communication temporary worker evaluation server capable of quantifying evaluation information of a temporary worker, Dispatcher evaluation value recording means for digitizing and recording individual evaluation information of a worker, Dispatcher worker evaluation value recording means for quantifying and recording evaluation information of all the temporary workers, and the dispatching applicant Temporary service applicant evaluation deviation value recording means for converting evaluation information recorded in the evaluation value recording means into deviation values and recording the evaluation information recorded in the temporary worker evaluation value recording means as deviation values Temporary worker evaluation deviation value recording means, deviation value of evaluation information recorded in the temporary worker applicant evaluation deviation value recording means, and deviation of evaluation information recorded in the temporary worker evaluation deviation value recording means Deviation value comparison means for comparing values with Together provided, the evaluation information of the dispatching services seekers individual and the evaluation information of the dispatching services personnel all is one that is evaluated on the basis of substantially the same evaluation items by the same evaluation entity.

  Here, the evaluation information of the individual applicants of the temporary worker and the evaluation information of all the temporary workers are evaluated based on substantially the same evaluation items by the same evaluation subject, and the numerical evaluation information is converted into a deviation value. Therefore, it is easy to compare with the evaluation information digitized by past dispatch workers with different average points.

  With the dispatching company applicant evaluation program according to the present invention, it is possible to evaluate whether or not it is suitable for a staffing company compared to past dispatching workers.

  With the recording medium according to the present invention, it is possible to evaluate whether or not it is a human resource suitable for a temporary staffing company as compared with past workers in the temporary staffing business.

  By using the dispatching worker evaluation server according to the present invention, it is possible to evaluate whether or not the worker is more suitable for the staffing company than the past dispatching worker.

Hereinafter, embodiments of the present invention will be described with reference to the drawings to facilitate understanding of the present invention.
FIG. 1 is a schematic block diagram illustrating an example of the structure of a temporary worker applicant evaluation server to which the present invention is applied. In FIG. 1, a temporary job applicant evaluation server 1 is a temporary job applicant evaluation value database that quantifies and records evaluation information 2 such as the educational background, aptitude test results, interview results, temporary request conditions, etc. (This is an example of a means for recording the evaluation value of a temporary worker applicant.) 3) Quantify the evaluation information of all past temporary workers employed by the same temporary worker company that the temporary worker applicant applied for. The dispatcher worker evaluation value database 4 (which is an example of a dispatcher worker evaluation value recording means) 4 to be recorded and the evaluation information of the individual temporary worker applicant recorded in the dispatcher applicant evaluation value database is a deviation value. Temporary service applicant evaluation deviation value database (which is an example of a temporary worker application evaluation value recording means) 5 and the evaluation information of all the temporary service workers recorded in the temporary worker evaluation value database The deviation Temporary worker evaluation deviation value database (which is an example of a temporary worker evaluation deviation value recording means) 6 and an individual evaluation of a temporary worker applicant recorded in the temporary worker evaluation deviation value database Deviation value comparison means 7 for comparing the deviation value of the information with the deviation value of the evaluation information of all the temporary workers recorded in the temporary worker evaluation deviation value database; Temporary worker evaluation information updating means 8 is provided for recording evaluation information of temporary applicants as evaluation information of temporary workers when they have been accepted from the same staffing company (evaluation entity).

  Here, the evaluation information of individual applicants for temporary workers and the evaluation responses for all temporary workers are based on the same evaluation subjects, for example, based on the same evaluation items such as interviews, aptitude tests, school deviation values, and requirements for destinations. It was evaluated. Also, interview questions, aptitude tests and dispatcher requirements are not exactly the same every time, but they tend to be similar.

FIG. 2 is a schematic diagram for explaining an example of numerical evaluation information of an individual applicant for a temporary worker who desires to be registered with a temporary staffing company, which is recorded in the evaluation value database for a temporary worker. The dispatcher applicant evaluation value database includes the ID, name, e-mail address, date of birth, educational background, school deviation value, aptitude test result 1 information (logic ability, language comprehension ability, composition ability, Information regarding planning ability, typing, Excel (Access), PowerPoint (PowerPoint), aptitude test result 2 (extroversion, guidance, practicality, self-development, compliance, aggressiveness, stress tolerance, planning) ), Information on the results of conforming to the requested conditions (whether there is knowledge about the work of the dispatched company, etc.) and information on the results of the interview (personnel interview, professional interview, final interview) are recorded. In addition, it shows that evaluation is so high that a numerical value is high.
In addition, sex, work history, address, and the like may be recorded in the dispatch worker evaluation value database.

Here, the numerical value of “4” is recorded in the column of educational background, but this is “4” for university graduates and above, “3” for graduates from technical school, “2” for high school graduates, and “1” for others. The number decided according to educational background is recorded.
In addition, in the column of the school deviation value, a deviation value described in, for example, “Entrance difficulty ranking” published by Asahi Shimbun is recorded.

  “Excel” is information obtained by quantifying the degree of skill of spreadsheet software “Excel” manufactured by Microsoft, and “Access” is database management software “Access” manufactured by Microsoft. "PowerPoint (powerpoint)" is information obtained by quantifying the skill level of presentation software "PowerPoint" manufactured by Microsoft Corporation.

The requested condition conformance result is information obtained by evaluating the condition requested by the dispatch destination, for example, the presence or absence of knowledge about the work of the dispatch destination in a test format and digitizing it.
In addition, personnel interviews, expert interviews, and final interviews are conducted by a plurality of interviewers, and average values of six-level evaluations are recorded for basic questions and the like for knowing expert knowledge.
In addition, as aptitude tests, for example, personnel aptitude inspection (CUBIC), SAB or OAB created by Nippon S.H.L., Ltd., or SPI of Recruit Management Solutions Inc. may be used.
In addition, although three types of interview tests are performed as interviews, the three types of interview tests are not necessarily performed, and a personnel interview and a final interview may be performed.

In addition, the deviation value of a certain numerical value is calculated | required by following formula (1).
50 + 10 × (numerical value−average value) ÷ square root of variance (1)
Moreover, dispersion | distribution is calculated | required by following formula (2).
(Each numerical value-average value) Total of ² ÷ Number of applicants for temporary employment (2)
For example, calculation with data of [2, 3, 4] logic force with an average value of 3 is as follows.
Variance = {(2-3) ² + (3-3) ² + (4-3) ² } ÷ 3 = 0.67
The square root of the variance is, for example, when the variance is 0.67, √0.67 = 0.818, and this 0.818 is called the standard deviation.

  FIG. 3 is a schematic diagram for explaining an example of evaluation information converted to a deviation value of a temporary worker applicant who desires to register with a temporary staffing company, recorded in the temporary worker evaluation deviation value database. Temporary job applicant evaluation deviation value database includes temporary job applicant ID, name, ability test, personality test, graduate school deviation value, results of conformity to requirements, personnel interview, professional interview, and final interview. The deviation value among all applicants and the average of these deviation values are recorded.

  Here, the “ability test” is an item that summarizes skills regarding logic ability, language comprehension ability, composition ability, planning ability, typing, Excel (Excel), Access (access), and PowerPoint (powerpoint). The “personality check” is an item that summarizes personal skills regarding extroversion, leadership, practicality, self-development, compliance, aggressiveness, stress tolerance, and planning.

In addition, “capability inspection” and “personality inspection” are evaluation information based on aptitude tests, but the deviation values recorded in these columns are the average deviation values of evaluation information based on aptitude tests of all dispatch workers. Is calculated as 50.
Further, the deviation value recorded in the column of “Old School Deviation Value” is calculated by setting the average value of the outgoing school deviation values of all the dispatch workers to 50.
In addition, “request condition conformance result” is evaluation information based on the dispatch destination request condition, but the deviation value recorded in this column is the average deviation value of the evaluation information based on the dispatch destination request condition of all dispatch workers. It is calculated as 50.
In addition, “Personnel Interview”, “Technical Interview” and “Final Interview” are evaluation information based on the interview. The deviation values recorded in these columns are the average deviation of the evaluation information based on the interviews of all workers in the temporary staffing business. The value is calculated as 50.

  In other words, for the results of, for example, ability inspections of individual applicants for temporary workers recorded in the deviation evaluation database for temporary applicants, the average value of the results of ability inspections of all temporary applicants is calculated to obtain the deviation value. Next, the average deviation value of the results of the ability inspections of all past temporary workers who have passed from the same temporary worker company as the temporary worker company that the temporary applicant applied for is a temporary worker, It is a value obtained by recalculating the deviation value of the result of the ability test of the individual who wants to dispatch. For example, in the case of a temporary worker who has a deviation value of 64 as the result of the ability test, the deviation value of the temporary worker is almost 50 or more, so when recalculated, the temporary worker of the temporary worker is used as a reference. The deviation value of the ability test is 61.

  In addition, regarding the results of conformity to the request conditions of individual applicants for temporary workers, recorded in the deviation evaluation database for temporary applicants, the presence / absence of knowledge regarding the work of the temporary workers Calculate the average value of the test results to determine the deviation value, and then all past dispatch workers who have been dispatched from the same temporary staffing companies as the temporary staffing companies to which temporary applicants applied. The average deviation value of the test result of the presence / absence of the dispatcher's work (dispatch destination request condition) is set to 50, and the test result of the presence / absence of the knowledge of the dispatch destination individual's work (destination request condition) The deviation value is recalculated. For example, in the case of a dispatching applicant who has a deviation request value of 61, the deviation value of most dispatching workers is 50 or more. Therefore, if the calculation is recalculated, The standard deviation value of the dispatch destination request condition is 58.

  In addition, regarding the deviation from the temporary school applicant's original school deviation recorded in the Temporary Worker Appraisal Deviation Value Database, the temporary worker who received a pass from the same temporary staffing company as the temporary worker applicant applied for. This is a value obtained by recalculating the original school deviation value of the individual who wishes to be dispatched, with the average value of the school deviation value of all the past dispatch workers who have become 50 as the average value. For example, if the deviation value of the school of origin recorded in the dispatcher applicant evaluation value database is 63, the deviation value of most temporary workers is 50 or more. If the home-school deviation value recorded in the dispatcher evaluation value database is 52, the calculation is 43 again.

  In addition, for the results of personnel interviews of individuals who wish to be dispatched, such as personnel interviews recorded in the evaluation data for deviations from those who wish to be dispatched, the average value of the results of personnel interviews of all those who wish to be dispatched is calculated to obtain the deviation value. Next, the average deviation value of the personnel interview results of all past temporary workers who have been accepted as temporary workers after receiving a pass from the same temporary worker company that the applicant for temporary workers applied for is dispatched. It is a value obtained by recalculating the deviation value of the personnel interview result of the individual who wants to work.

  Further, the average deviation value column in FIG. 3 also shows the average value of deviation values other than the original school deviation value and the average value of deviation values when the original school deviation value is included in parentheses.

FIG. 4 is a schematic flow diagram illustrating an example of the flow of recruitment to a temporary staffing company.
First, accept applications from applicants who want to be dispatched (Step S1), look at the resume, etc., and determine whether the requirements for recruitment are met. If “Yes”, the process proceeds to the next step (step S2).
Those who wish to be dispatched who satisfy the recruitment requirements undergo an aptitude test (step S3). At this time, a test is also performed to ask whether there is knowledge about the conditions requested by the dispatched company, for example, the work of the dispatched company. Here, various types of aptitude tests are applied, such as SPI tests that combine personality tests and ability tests, GAB tests that are widely used in various occupations, and diagnoses from individual characteristics analysis to tissue vitality measurements. Possible CUBIC tests are performed.

Then, using the dispatching agency applicant evaluation program and the dispatching agency assessment server of the present invention, the past who became a dispatching worker after receiving acceptance from the same staffing company as the recruiting company that the dispatching applicant applied for The average deviation value of the evaluation value evaluated based on the aptitude test of all the workers in the dispatching industry is set to 50, and the average deviation value of the evaluation value evaluated based on the aptitude test of the individual who wants to dispatch is calculated. If it is, “not permitted” is rejected, and if it is 50 or more, “not permitted” is determined and the process proceeds to the next step (step S4).
Although not shown in the drawings, the dispatching company receives a pass from the same staffing company as the recruiting company applying for the dispatching company using the dispatching company evaluation program or the dispatching company evaluation server of the present invention. The average deviation of the evaluation values based on the dispatch destination request conditions of the individual who wants to be dispatched, with 50 as the average deviation value of the evaluation values based on the dispatch destination request conditions of all past dispatch workers who became workers. A value is also obtained. For example, if it is less than 50, “B” is evaluated, and if it is 50 or more, “A” is evaluated.

  Those who wish to be dispatched who have passed the aptitude test undergo a personnel interview (step S5). Then, using the temporary worker application evaluation program and the temporary worker evaluation server of the present invention, the past who has been accepted from the same temporary staffing company as the temporary worker applying for the temporary worker and became a temporary worker The average deviation value of the evaluation value evaluated based on the personnel interview test of all the temporary workers in Japan is determined. If it is less than 50, it is rejected as “impossible”, and if it is 50 or more, it is determined as “possible”. (Step S6).

  Those who wish to be dispatched who have passed the personnel interview receive a professional interview (step S7). Then, using the temporary worker application evaluation program and the temporary worker evaluation server of the present invention, the past who has been accepted from the same temporary staffing company as the temporary worker applying for the temporary worker and became a temporary worker The average deviation value of the evaluation values evaluated based on the professional interview test of all the temporary workers in Japan is determined. If it is less than 50, it is rejected as “impossible”, and if it is 50 or more, it is determined as “possible”. (Step S8).

  Finally, the temporary worker who has passed the professional interview receives the final interview (step S9). Then, using the temporary worker application evaluation program and the temporary worker evaluation server of the present invention, the past who has been accepted from the same temporary staffing company as the temporary worker applying for the temporary worker and became a temporary worker The average deviation value of the evaluation value evaluated based on the final interview test of all the temporary workers in Japan is calculated, and if it is less than 50, it is rejected as “impossible”, and if it is 50 or more, it is adopted as “possible” ( Step S10).

  In addition, when a recruitment request is made by a temporary staffing company, the person in charge of the temporary staffing company is hired by the temporary staffing company in this manner and is registered with the temporary staffing company or is always dispatched. Based on the database on temporary workers employed by the company, select the human resources that meet the recruitment needs of the temporary companies and contact them. Then, if the person's consent is obtained, the face-to-face company is faced, and if the destination company accepts it, the acceptance is decided.

  As described above, in the present invention, the evaluation information of the temporary worker applicant and the evaluation information of all the temporary worker are evaluated based on substantially the same evaluation items by the same evaluation subject, Since the digitized evaluation information is converted into deviation values, the evaluation information converted into deviation values of the individual who wants to dispatch is compared with the evaluation information converted into deviation values of all the temporary workers, so the average points are different. It is easy to compare even the evaluation information that has been digitized in the past dispatching workers, and because it is compared with the past dispatching workers, it is possible to grasp the quality of those who want to be dispatched, compared with past dispatching workers Can evaluate whether it is suitable for a temporary staffing company. Also, it is possible to balance the number of people and quality.

  In the present invention, since the average deviation value of the evaluation information of all the temporary workers is set to 50, and the deviation value of the individual evaluation information of the temporary worker is calculated, the evaluation information of the past temporary workers is calculated. Contrast is further facilitated.

  Furthermore, in the present invention, when the temporary worker is accepted from the same evaluation entity as the temporary worker, the evaluation information of the temporary worker is recorded as the evaluation information of the temporary worker. The evaluation information of the person can be sequentially stored, and the recruiting activity can be performed based on more reliable data.

  In addition, even if a temporary staffing company receives a job offer request from a dispatched company, the database of the dispatched workers also quantifies the results of whether or not they meet the requirements of the dispatched company. It is often possible to select human resources that are suitable for the company to which you are dispatched.

It is a schematic block diagram explaining an example of the structure of the dispatch worker applicant evaluation server to which this invention is applied. It is the schematic explaining an example of the evaluation information digitized of the temporary worker applicant who wants to register with the temporary staffing company recorded in the temporary worker evaluation value database. It is the schematic explaining an example of the evaluation information converted into the deviation value of the temporary worker applicant who wants to register with the temporary staffing company, which is recorded in the temporary worker evaluation deviation value database. It is a schematic flowchart explaining an example of the flow of employment to a temporary staffing company.

Explanation of symbols

1 Temporary Staffing Person Evaluation Server 2 Evaluation Information 3 Temporary Staffing Person Evaluation Value Database 4 Temporary Staffing Person Evaluation Value Database 5 Temporary Staffing Person Evaluation Deviation Value Database 6 Temporary Staffing Person Evaluation Deviation Value Database 7 Deviation Value Comparison Means 8 Temporary worker evaluation information update method

Claims (9)

A temporary job applicant evaluation program that is installed in an electronic computer and quantifies evaluation information of temporary worker applicants.
In the electronic computer,
A function to digitize and record the evaluation information of individuals who want to be dispatched,
A function to digitize and record evaluation information of all temporary workers,
A function to record the digitized evaluation information of the individual who wants to dispatch as a deviation value,
A function that records the digitized evaluation information of all dispatch workers as deviation values,
A function that compares the deviation value of the evaluation information of the individual who wants to dispatch and the deviation value of the evaluation information of all the workers in the dispatching business,
The temporary worker applicant evaluation program, wherein the individual evaluation information of the temporary worker and the evaluation information of all the temporary workers are evaluated based on substantially the same evaluation items by the same evaluation subject. The evaluation item is at least one selected from an interview, an aptitude test, a school deviation value, and a destination request condition,
The deviation value of the evaluation information based on the interview of the individual who wants to be dispatched is calculated by setting the average deviation value of the evaluation information based on the interview of all the workers in the dispatched business as 50,
The deviation value of the evaluation information based on the aptitude test of the individual who wants to be dispatched is calculated by setting the average deviation value of the evaluation information based on the aptitude test of all the dispatch workers to be 50,
The graduate school deviation value of the individual who wishes to be dispatched is calculated by taking the average value of the graduate school deviation values of all the dispatch workers as 50,
The deviation value of the evaluation information based on the dispatch destination request condition of the individual who wants to dispatch is calculated with the average deviation value of the evaluation information based on the dispatch destination request condition of all the dispatch workers as 50. The temporary worker applicant evaluation program according to claim 1. A function is provided for the electronic computer to record the evaluation information of the temporary worker applicant as the evaluation information of the temporary worker when the temporary worker requests the same evaluation subject as the temporary worker. 3. The temporary worker applicant evaluation program according to claim 1 or claim 2. In the electronic computer,
A function to digitize and record the evaluation information of individuals who want to be dispatched,
A function to digitize and record evaluation information of all temporary workers,
A function to record the digitized evaluation information of the individual who wants to dispatch as a deviation value,
A function that records the digitized evaluation information of all dispatch workers as deviation values,
A function that compares the deviation value of the evaluation information of the individual who wants to dispatch and the deviation value of the evaluation information of all the workers in the dispatching business,
An electronic computer recording a temporary worker application evaluation program in which the individual evaluation information of the temporary worker applicant and the evaluation information of all the temporary worker are evaluated based on substantially the same evaluation items by the same evaluation subject A readable recording medium. The evaluation item is at least one selected from an interview, an aptitude test, a school deviation value, and a destination request condition,
The deviation value of the evaluation information based on the interview of the individual who wants to be dispatched is calculated by setting the average deviation value of the evaluation information based on the interview of all the workers in the dispatched business as 50,
The deviation value of the evaluation information based on the aptitude test of the individual who wants to be dispatched is calculated by setting the average deviation value of the evaluation information based on the aptitude test of all the dispatch workers to be 50,
The graduate school deviation value of the individual who wishes to be dispatched is calculated by taking the average value of the graduate school deviation values of all the dispatch workers as 50,
The deviation value of the evaluation information based on the dispatch destination request condition of the individual who wants to dispatch is calculated with the average deviation value of the evaluation information based on the dispatch destination request condition of all the dispatch workers as 50. The recording medium according to claim 4. If the temporary job applicant evaluation program receives a pass from the same evaluation entity as the temporary worker, the evaluation information of the temporary worker's evaluation is sent to the computer. The recording medium according to claim 4 or 5, wherein a function of recording as information is added. Temporary job applicant evaluation server that can digitize the evaluation information of temporary job applicants.
Temporary job applicant evaluation value recording means for digitizing and recording evaluation information of individual applicants for temporary job service,
Temporary worker evaluation value recording means for quantifying and recording evaluation information of all temporary workers,
Temporary service applicant evaluation deviation value recording means for converting the evaluation information recorded in the temporary worker application evaluation value recording means into a deviation value and recording,
Temporary worker evaluation deviation value recording means for recording the evaluation information recorded in the temporary worker evaluation value recording means as a deviation value;
Deviation value comparison means for comparing the deviation value of the evaluation information recorded in the temporary worker applicant evaluation deviation value recording means with the deviation value of the evaluation information recorded in the temporary worker evaluation deviation value recording means. As well as
The temporary dispatcher evaluation server, wherein the evaluation information of the individual applicants of the temporary worker and the evaluation information of all the temporary workers are evaluated based on substantially the same evaluation items by the same evaluation subject. The evaluation item is at least one selected from an interview, an aptitude test, a school deviation value, and a destination request condition,
The deviation value of the evaluation information based on the interview of the individual who wants to be dispatched is calculated by setting the average deviation value of the evaluation information based on the interview of all the workers in the dispatched business as 50,
The deviation value of the evaluation information based on the aptitude test of the individual who wants to be dispatched is calculated by setting the average deviation value of the evaluation information based on the aptitude test of all the dispatch workers to be 50,
The graduate school deviation value of the individual who wishes to be dispatched is calculated by taking the average value of the graduate school deviation values of all the dispatch workers as 50,
The deviation value of the evaluation information based on the dispatch destination request condition of the individual who wants to dispatch is calculated with the average deviation value of the evaluation information based on the dispatch destination request condition of all the dispatch workers as 50. The dispatch worker applicant evaluation server according to claim 7. Temporary worker evaluation information update means to record the evaluation information of the temporary worker applicant as the evaluation information of the temporary worker when the temporary worker is accepted from the same evaluation subject as the temporary worker. The dispatching worker applicant evaluation server according to claim 7 or 8.

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