JP2019215836A - Human resources matching system - Google Patents

Abstract

To easily realize matching of human resources by reducing the load of inputting information of job seekers.SOLUTION: The present invention includes: a job seekers information acquisition unit for acquiring job seekers information including information on job seekers and educational facilities in which the job seekers belong to or belonged to and key word information related to the job seekers information; a recruiting person information acquisition unit for acquiring job seekers information on the job seekers input by the job seekers and key word information related to the recruiting persons information; a recruiting person information database for storing recruiting person information acquired by the recruiting person information acquisition unit and key word information related to the recruiting person information; a key word information matching unit for matching the key word information acquired by the job seekers information acquisition unit and the key word information stored in the recruiting person information database; and a matching determination unit for determining whether the key word information acquired by the recruiting person information acquisition unit and the key word information stored in the recruiting person information database have a predetermined relevance degree by the matching by the key word information matching unit.SELECTED DRAWING: Figure 2

Description

  The present invention relates to a program for supporting information input of job seekers and job seekers in a human resource matching system, and relates to a talent matching system for suitably matching job seekers and job seekers.

  As introduced in Patent Document 1, conventionally, registration of job seeker information has been accepted from job seekers, as well as registration of job offer information from job seekers (company), and job offer information has been provided to job seekers. A job recruiting information providing system for providing job recruiting information to job recruiters is known.

  For example, Patent Literature 2 compares “applicable job type” and “ownership proficiency” input by a job seeker with “applicable job type” and “ownership proficiency” input by a job seeker (company). A human resource matching system that performs job matching and provides information obtained by the job matching is disclosed.

  Patent Literature 3 discloses that recruiting information is obtained using “individual skills” and “desired treatment” input by a job seeker and “recruiting skills” and “scheduled treatment” input by a recruiter (company). A job recruitment and mediation system that performs a search and provides job information obtained by the search is disclosed.

  Patent Literature 4 discloses a method of recruiting a job by using text data indicating a technology to be recruited by a recruiting company and text data indicating a field of research by a job recruiting researcher for highly specialized research personnel. A job recruitment and mediation system that performs matching is disclosed.

Patent No. 5636013 JP-A-2002-157450 JP-A-11-338879 WO2008 / 004563

  However, the technology described in Patent Literature 1 performs job search matching using ID information or the like of a community site, so that job seekers who do not use such a community site are restricted in use. Further, since the technology described in Patent Document 2 searches for appropriate job information based on the possession proficiency of the job seeker, it is possible to search for desired job information unless correct information on the skill is input. Can not. In addition, when a recruiter cannot think of an appropriate term when searching for “recruiting skills” mentioned in Patent Document 3, it becomes difficult to properly extract job seekers. Furthermore, in the technology described in Patent Document 4, both a researcher who is a job seeker and a company on the recruiting side must input necessary text data, and when the input content is not accurate or the input information is small. In such a case, there is a problem that sufficient matching cannot be performed. Also, asking a job seeker to input a lot of information with much time and effort leads to a decrease in the job utilization rate of the job seeker, which is not desirable in the business of forming a population of job seekers and matching human resources. there were.

  The present invention has been made to solve such a problem, and an object of the present invention is to easily realize human resource matching by reducing the information input burden on job seekers and job seekers.

  In order to solve the above-mentioned problem, a first aspect of the present invention relates to a human resource matching system that matches a job seeker who seeks employment with a job seeker who recruits human resources. Job seeker information comprising information on the educational institution where the job seeker is currently enrolled or previously enrolled, and a job seeker information acquisition unit for acquiring keyword information related to the job seeker information; and A recruiter information acquiring unit for acquiring recruiter information relating to the recruiter and keyword information related to the recruiter information; recruiter information acquired by the recruiter information acquiring unit; A recruiter information database that stores information and related keyword information, and a keyword information acquired by the job seeker information acquisition unit and the recruiter information database. The keyword information matching unit that matches the received keyword information, and the keyword information acquired by the job seeker information acquiring unit and the keyword information stored in the job applicant information database are compared by the keyword information matching unit. A collation determining unit that determines whether or not it has a predetermined degree of association.

  In the above aspect, the information output unit further outputs a collation result by the collation determination unit, wherein the information output unit includes the keyword information and the recruiter information database obtained by the collation determination unit by the job seeker information acquisition unit. When it is determined that the keyword information stored in the job information has a predetermined relevance, the recruiter information determined to have the predetermined relevance may be output as a collation result.

  Further, in the above aspect, a configuration may further be provided that further includes an output condition setting unit that sets an output condition regarding information output by the information output unit.

  Further, in the above aspect, the information processing apparatus further includes an input assisting unit that holds input of job seeker information and keyword information by the job seeker, wherein the input assisting unit relates to information on a plurality of educational institutions and relates to the educational institution information. It may be configured to include a basic information database that stores keyword information and a basic information output unit that outputs information stored in the basic information database.

  Further, in the above embodiment, the job recruiter information database further stores job recruiter evaluation information that is input by the job seeker and is associated with the keyword information, and the keyword information matching unit is acquired by the job applicant information acquisition unit. The configured keyword information may be compared with keyword information related to the job recruiter evaluation information stored in the job recruiter information database.

  According to a second aspect of the present invention, in a human resource matching system for performing human resource matching between a job seeker seeking employment and a job seeker who recruits human resources, the job seeker and the job seeker that are input by the job seeker are currently registered or A job seeker information acquisition unit that acquires job seeker information including information on educational institutions that have been enrolled in the past, job seeker information acquired by the job seeker information acquisition unit, and keyword information related to the job seeker information. A job recruiter information database for storing, a job recruiter information acquiring unit for acquiring job recruiter information related to the job recruiter input by the job recruiter, and keyword information related to the job recruiter information; A keyword information collating unit for collating the stored keyword information with the keyword information acquired by the recruiter information acquiring unit; A collation determining unit that determines whether the keyword information stored in the job seeker information database and the keyword information acquired by the job applicant information acquiring unit have a predetermined degree of association by collation of the information collating unit. Prepare.

  In the above aspect, the information processing unit further includes an information output unit that outputs a collation result by the collation determination unit, wherein the information output unit includes the keyword information acquired by the recruiter information acquisition unit by the collation determination unit and the job seeker information database. When it is determined that the keyword information stored in the job information has a predetermined relevance, the job seeker information determined to have the predetermined relevance may be output as a collation result.

  Further, in the above aspect, a configuration may further be provided that further includes an output condition setting unit that sets an output condition regarding information output by the information output unit.

  Further, in the above embodiment, the job seeker information database further stores job seeker evaluation information input by the job seeker and associated with the keyword information, and the keyword information matching unit is stored in the job seeker information database. The keyword information related to the job applicant evaluation information may be compared with the keyword information acquired by the job applicant information acquiring unit.

  According to a third aspect of the present invention, there is provided a human resource matching system for matching human resources between a job seeker seeking employment and a job seeker who employs human resources, wherein the job seeker input by the job seeker and the job seeker are currently enrolled. Or, a job seeker information acquisition unit that acquires job seeker information including information on educational institutions that have been enrolled in the past, job seeker information acquired by the job seeker information acquisition unit, and keyword information related to the job seeker information. A job recruiter information database that stores the job recruiter information input by the job recruiter, job recruiter information acquisition unit that acquires keyword information related to the job recruiter information, and the job recruiter information acquisition A job recruiter information database that stores job recruiter information acquired by the section and keyword information related to the job recruiter information; The keyword information stored in the job seeker information database is compared with the keyword information stored in the recruiter information database, and the keyword information stored in the job seeker information database is compared with the keyword information. A collation determining unit that determines whether the keyword information stored in the recruiter information database has a predetermined degree of association.

  In the above aspect, an information update determination unit that determines whether or not information stored in at least one of the job seeker information database and the job seeker information database is updated, and the information update determination unit includes the job seeker information database and When it is determined that the information stored in at least one of the recruiter information database and the recruiter information database has been updated, the keyword information collating unit is provided with the keyword information stored in the job seeker information database and the recruiter information An information collation instruction unit for instructing collation with the keyword information stored in the database may be further provided.

  According to the above aspect, the job seeker information including the job seeker, information on the educational institution input by the job seeker, and the job seeker information input by the job seeker are associated with the respective keyword information. Since the matching between the job seeker information and the job seeker information, that is, the matching process, is performed via the keyword information, the job seeker can realize human resource matching only by inputting information regarding the educational institution. Therefore, the job seeker does not need to input detailed information regarding himself, which is required in a general matching system. In addition, since the input information of the job seeker cannot be inferior, it is possible to achieve high-precision human resource matching without depending on the input contents of the job seeker. In doing so, it is possible to reduce the loss of opportunity for human resource matching due to the inability to think of an appropriate term. In addition, it is possible to reduce the loss of opportunity for human resource matching due to the inability of the person in charge of the recruiter to come up with an appropriate term when searching for human resources in the human resource database.

  It is a figure showing composition of a human resources matching system concerning an embodiment.   It is a functional block diagram showing the composition of the server device in the human resources matching system concerning an embodiment.   It is a functional block diagram showing the composition of the server device in the human resources matching system concerning an embodiment.   It is a block diagram showing composition of a server device in a human resources matching system concerning a 1st embodiment.   It is a flow which shows the processing of the human resource matching which concerns on 1st Embodiment.   It is a figure showing the input operation of the personnel matching concerning a 1st embodiment.   It is a flow which shows the processing of the personnel matching which concerns on 2nd Embodiment.   It is a figure showing an input operation of human resources matching concerning a 2nd embodiment.   It is a block diagram showing composition of a server device in a talent matching system concerning a 3rd embodiment.   It is a flow which shows the processing of the human resource matching which concerns on 3rd Embodiment.   It is a flow which shows the processing of the human resource matching which concerns on 4th Embodiment.   It is a figure explaining the human resources matching system concerning a 5th embodiment.

  Hereinafter, specific embodiments to which the present invention is applied will be described in detail with reference to the drawings.

  FIG. 1 shows a configuration of a human resource matching system 1 according to an embodiment of the present invention. The human resource matching system 1 according to the present embodiment includes a job seeker side terminal 100, a job seeker side terminal 200, a server device 300, and a communication network 400 that enables these to communicate with each other.

  The job seeker-side terminal 100 is a terminal used by job seekers, such as students seeking employment and working adults who wish to change jobs, to input information necessary for human resource matching. Examples of such devices include a smartphone, a tablet terminal, and a personal computer. Can be The job seeker terminal 100 is connected to the server terminal 300 via the communication network 400, and data is transmitted / received to / from the server terminal via the communication network 400. The job seeker-side terminal 100 is not limited to the one described above, and any means such as a mobile phone and a PDA can be used as long as data communication is possible.

  The job seeker-side terminal 100 has a display unit 110 for displaying various information, and an input unit 120 arranged on the display unit 110 and capable of inputting information. The input unit 120 is an interface for accepting input of information and other operations necessary for a job seeker to search for job information. The input unit 120 is represented by, for example, a graphical user interface (GUI) realized by software, and is realized by various input methods such as input of characters and the like and an operation of tapping a screen via a touch panel. The input operation to the input unit 120 may be realized not only by directly inputting characters or the like, but also by selecting a corresponding item from a plurality of options. In this case, for the display of the options, various modes such as a mode in which a plurality of options are displayed in a pull-down manner and a mode in which the plurality of options are represented in a button shape can be used. Further, the input operation is not limited to the form visually represented as described above, and may be realized by other means such as voice.

  The job seeker inputs job seeker information to the input unit 120 arranged on the display unit 110 of the job seeker-side terminal 100 in order to receive the human resource matching service. The job seeker information is information on an educational institution such as a university or a college of technology where the job seeker is currently enrolled or was enrolled in the past (hereinafter referred to as "educational institution information"). Here, educational institution information refers to the name and location, campus organization, laboratories and seminars, faculty members (professors, associate professors, assistant professors, etc.), dissertations by laboratories and seminars and faculty members, conference presentations, books, etc. A variety of information about educational institutions, such as academic achievements.

  In addition, in addition to the above, in the case where the job seeker is a member of the society, the job seeker information can include job history information on a company to which the job seeker has belonged. Specifically, the company the job seeker has been with so far, the department to which he / she belonged, the job contents such as research and development themes in charge of the department, and the results of his / her duties such as publication of papers and patents. Etc. The term "company" as used herein means not only corporations such as corporations and limited liability companies, but also national and administrative agencies, independent administrative corporations, general incorporated associations, and sole proprietorships. Any organization or institution can be included.

  The job seeker is required to input keyword information related to the job seeker information, in addition to the job seeker information, in order to receive the human resource matching service. Details of the keyword information will be described later. The job seeker can directly input the job seeker information and the keyword information into the input unit of the job seeker side terminal 100, but inputting the information is a burden on the job seeker, and thus usually assists the information input. Input assisting unit 350 is utilized. The details of the input assisting unit 350 will be described later.

  The recruiter side terminal 200 is used by a recruiting company or a scout organization (including a company or an individual functioning as a recruiting agent) for mediating a job change or the like on behalf of the company for inputting information necessary for human resource matching. Terminal. It is a terminal used for inputting or registering summary information about the company and recruiter information such as specific recruiting occupations and browsing information, and mainly includes a personal computer. The recruiter side terminal 200 is connected to the server terminal 300 via the communication network 400, and data is transmitted / received to / from the server terminal via the communication network 400. The job seeker-side terminal 100 is not limited to the above, and any means such as a smartphone, a tablet terminal, a mobile phone, and a PDA can be used as long as data communication is possible.

  The recruiter inputs recruiter information to the recruiter terminal 200 in order to receive the human resource matching service. Recruiter information is general information about the company that is a recruiter, information on specific recruiting occupations, information on the technical field of the occupation, etc. This includes private internal information. Therefore, the recruiter information may be only simple information such as a company name and a contact address that can be contacted, or may be a recruitment slip or detailed information corresponding thereto.

  In order to receive the human resource matching service, the recruiter is required to input keyword information related to the recruiter information in addition to the recruiter information. Details of the keyword information will be described later. The recruiter can directly input the recruiter information and the keyword information to the input unit of the recruiter side terminal 200, but since inputting the information is a burden for the recruiter, it usually assists the information input. Input assisting unit 350 is utilized. The details of the input assisting unit 350 will be described later.

  The server device 300 accepts information input from the job seeker side terminal 100 and the job seeker side terminal 200, and performs processing relating to human resource matching between the job seeker and the job seeker based on input information from the job seeker or the job seeker. . The server device 300 is connected to the job seeker terminal 100 and the job seeker terminal 200 via the communication network 400.

  FIG. 2 shows a schematic configuration of the server device 300 as a functional block diagram. The server device 300 is configured by a computer device having a CPU, a memory, and the like.

  The server device 300 includes a job seeker information acquiring unit 310, a job seeker information database 311, a job seeker information acquiring unit 320, a job seeker information database 321, a keyword information matching unit 330, a matching determining unit 331, an information output unit 340, and output condition setting. A unit 341, an evaluation information acquisition unit 350, an input auxiliary unit 360, a basic information database 361, and a basic information output unit 362. The server device 300 has a function of performing commands for these components and performing other operation control. The configuration included in the server device 300 may be configured by one or a plurality of computer devices, and a part or all of the configuration may be configured as a server system or a system on a cloud.

  The job seeker information acquisition unit 310 acquires, via the communication network 400, job seeker information and keyword information associated with the job seeker information input to the input unit 120 arranged on the display unit 110 of the job seeker side terminal 100. The association between the job seeker information and the keyword information will be described later.

  The job seeker information database 311 stores the job seeker information acquired by the job seeker information acquisition unit 310 and keyword information related to the job seeker information. In the present embodiment, the job seeker information database 311 is described for use in the server device 300, but need not be located in the same server device, and may be stored in the cloud or other storage devices connected by wire or wirelessly. For example, it may be arranged outside the server device 300, such as arranged in a means. Job seeker information and keyword information stored in the job seeker information database 311 are used for human resource matching processing described later. Note that the job seeker information database 311 is not necessarily an essential component depending on the form of the human resource matching system. For example, if the job seeker does not want to store the input information from the job seeker in the server device 300 but wants to temporarily use the human resource matching system, the job seeker acquired by the job seeker information acquisition unit 310 described above. It is possible to adopt a configuration in which human resource matching processing is performed based on worker information and keyword information.

  The recruiter information acquisition unit 320 acquires the recruiter information input by the recruiter side terminal 200 and the keyword information related to the recruiter information via the communication network 400. The association between the recruiter information and the keyword information will be described later.

  The recruiter information database 321 stores the recruiter information acquired by the recruiter information acquisition unit 320 and keyword information related to the recruiter information. In the present embodiment, the recruiter information database 321 will be described as a configuration for the server device 300. However, the recruiter information database 321 does not need to be arranged in the same server device, and may be stored in the cloud or other storage devices connected by wire or wirelessly. For example, it may be arranged outside the server device 300, such as arranged in a means. Job applicant information and keyword information stored in the job applicant information database 321 are used for human resource matching processing described later. Note that the recruiter information database 321 is not necessarily an essential component depending on the form of the human resource matching system. For example, instead of storing the input information from the recruiter in the recruiter information database 321, in order to cope with the temporary use by the recruiter, the human resource matching process is performed based on the information acquired by the recruiter information acquisition unit 320. It can be a configuration that is performed.

  The keyword information matching unit 330 matches keyword information based on information input from the job seeker terminal 100 with keyword information based on information input from the job seeker terminal 200. That is, the keyword information matching unit 330 performs a part of the function of executing the human resource matching process by matching the keyword information of both the job seeker and the job seeker. The collation by the keyword information collating unit 330 includes (i) collation of the keyword information acquired by the job applicant information acquiring unit 310 with the keyword information stored in the job applicant information database 321, and (ii) the collation of the job applicant information database 311. Collation between the stored keyword information and the keyword information acquired by the recruiter information acquiring unit 320; (iii) the keyword information stored in the job seeker information database 311 and the keyword information stored in the recruiter information database 321 And (iv) the keyword information acquired by the job seeker information acquisition unit 310 and the keyword information acquired by the job seeker information acquisition unit 320.

  The matching determination unit 331 determines the result of the matching performed by the keyword information matching unit 330. Specifically, the determination is made in consideration of the degree of relevance between the two pieces of keyword information, in addition to the viewpoint of whether the keyword information on the job seeker side and the keyword information on the job seeker side completely match. The degree of relevance is a measure relating to the relevance between the keyword information on the job seeker side and the keyword information on the job seeker side, and is a measure of how easily matching is likely to succeed in the human resource matching process. The relevance can be quantitatively expressed as a numerical value such as a matching index, but can also be qualitatively expressed as a high, medium, or low relevance. The degree of relevance is set based on specific conditions, but from various perspectives such as synonyms and synonyms as the meaning of terms, technical aspects such as technical fields and technological development elements, other industrial perspectives, social perspectives The degree of association can be set from.

  The information output unit 340 outputs information on the determination result of the collation determination unit 331. Specifically, as a result of the collation between the keyword information on the job seeker side and the keyword information on the recruiter side performed by the collation determination unit 331, if the relevance of both keyword information is equal to or greater than a predetermined threshold, the information output is performed. The unit 340 outputs recruiter information related to the keyword information. For example, when the relevance is expressed by the above-mentioned matching index, information is output as a case where the matching index is 80 points (pt) or more as a predetermined threshold or more. Note that the information to be output is not limited to a value equal to or higher than a predetermined threshold, and information indicating that fact may be output even when the degree of association is lower than the predetermined threshold. Further, the information to be output may include not only the recruiting person information but also information on the degree of relevance such as the matching index. Further, the information output by the information output unit 340 is output not only as the information on the final result of the above-described matching processing but also as information on the result of the tentative matching processing, so that further condition setting can be performed. You can also.

  In addition, as a mode of information output by the information output unit 340, the collation result is transmitted to the job seeker side terminal 100 or the job seeker side terminal 200 via the communication network 400, and the information of the job seeker side terminal 100 or the job seeker side terminal 200 There is a mode of displaying on a display screen. However, the mode of the information output is not limited to this, and the collation result is transmitted via an e-mail or a message application by a social network service (SNS), and the job seeker or the job seeker confirms the transmitted content. Can also be taken. Further, instead of directly transmitting (outputting) information regarding the collation result to the job seeker, the collation result output by the information output unit 340 is temporarily stored in the server device 300 or on a cloud service, and A person or a recruiter may access the stored information to check the collation result.

  The output condition setting unit 341 sets information output by the information output unit 340 and output conditions for output. The output condition setting unit 341 can be used not only when the server device 300 sets output conditions, but also when a job seeker or a job seeker who is a user sets information that he or she wants to receive.

  A case where a job seeker and a job seeker set conditions will be described using an example. If the job seeker is a job seeker, the job seeker preferentially narrows down the job seeker information for which an offer such as an interview or a company briefing session is desired, so that the information can be utilized so that the information can be received as desired.

  On the other hand, if it is a recruiter, by narrowing down job seeker information for which recruitment is desired based on keyword information or educational institution information to be prioritized, it can be utilized so that information can be received as desired.

  The output condition setting unit 341 is connected to the job seeker's terminal 100 via the communication network 400, and can set conditions from the terminal. The target to which the output condition setting unit 341 is connected is not limited to the terminals 100 and 200, and a mode in which the output condition setting unit 341 is connected to a terminal connected to the server device 300 offline and can be set from the terminal can also be adopted.

  The evaluation information acquisition unit 350 has a function of accepting input of evaluation information of a job seeker or a job seeker as additional information for information stored in the job seeker information database 311 or the job seeker information database 321. Once a job seeker or a job seeker inputs information to the server device 300 and the job seeker information database 311 stores the job seeker information and the keyword information once, a matching process (ie, a keyword process) is performed based on the information stored thereafter. The matching process by the information matching unit 330 is performed, and it is assumed that additional information is desired to be input in order to increase the accuracy of the matching process. In particular, on the job applicant side, by conducting many recruiting activities, the knowledge, communication, and application skills of job seekers who interviewed and screened for each information category such as educational institutions, affiliated laboratories, supervisors, etc. Such detailed information (evaluation information) can be recorded and accumulated in association with educational institution information such as educational institutions, laboratories, and supervisors, and keyword information. Thus, the evaluation information stored in each of the databases 311 and 321 is useful information for determining the prioritization of hired personnel and the necessity of an offer in the next and subsequent hiring.

  The effect of the information acquisition by the evaluation information acquisition unit 350 on the human resource matching process will be described. When the evaluation information acquisition unit 350 acquires the evaluation information on the job seeker (hereinafter, “job applicant evaluation information”) and the evaluation information on the job applicant (hereinafter, “job applicant evaluation information”), the evaluation information is stored in the job applicant information database 311 or the job offer. Is stored in the user information database 321 in association with the keyword information. In this way, the keyword information stored in each of the databases 311 and 321 is information that more reflects job seekers and desired conditions of job seekers. Therefore, if matching is performed by the keyword information matching unit 330 using such keyword information, a matching process with a high degree of relevance (higher accuracy) can be realized.

  The information acquired by the evaluation information acquisition unit 350 is based on information input from the job seeker side terminal 100 or the job seeker side terminal 200. Although the information input mode is not particularly limited, for example, list information displayed on the display unit of each of the terminals 100 and 200 can be used. The list information is information in which job seeker information or job seeker information obtained by past matching processing is listed and put together. This is information that lists the company information that you want to adopt from the job seeker side and the keyword information associated with it, and the information that lists the job seeker information that you want to adopt and the keyword information that is associated with it from the job seeker side. It is. When job applicant evaluation information or job applicant evaluation information is input to such list information, keyword information is associated with each evaluation information for each job applicant information or job applicant information.

  The input assisting unit 360 has a function of assisting in inputting job seeker information and keyword information from the job seeker side information terminal 100 or inputting job seeker information and keyword information from the job seeker side information terminal 200. . The input auxiliary unit 360 includes a basic information database 361 and a basic information output unit 362.

  The basic information database 361 stores information about an educational institution (hereinafter referred to as “educational institution information”) and keyword information related to the educational institution information. Here, educational institution information refers to the name or location of an educational institution, such as a university or a college of technology that has existed or existed in the past, the organization within the university, the laboratory / seminar, the instructor (professor, associate professor, Research assistants), and various information related to educational institutions, such as academic papers, presentations at academic conferences, and books by academic staff and affiliated faculty members.

  The basic information database 361 can also store information on a company or the like (hereinafter, referred to as “company information”) and keyword information related to the company information. Corporate information is a company or organization that has a legal personality that exists now or has existed in the past, an organization that does not have a legal personality, a national or administrative organization, an independent administrative corporation, a general incorporated association, or any other organization that conducts economic activities. Yes, such as the name and location, organization and personnel information within the company, business fields, products and services responsible for business activities, R & D technical fields, patents and technical reports, R & D results such as research announcements, etc. Refers to various information. By storing these company information and keyword information in association with each other, job seekers who are currently graduated from educational institutions such as universities and are working as members of society can use their job history information and keyword information to store their information. It can also be used when you want to associate.

  The basic information database 361 has an auxiliary function for inputting educational institution information constituting job seeker information, company information constituting job seeker information, and keyword information related thereto. In other words, it is troublesome for a job seeker or a job seeker to consider his / her own job seeker information or keyword information related to the job seeker information and input it. The ability, the skill, and the experience to conceive are various, so the information input varies. The basic information database 360 stores educational institution information that a job seeker would enter, and also stores keyword information that is associated with such information in advance. Therefore, a job seeker or a job seeker can obtain relevant keyword information only by inputting job seeker information or job seeker information.

  The association between the educational institution information and the company information stored in the basic information database 361 and the keyword information can be performed from various viewpoints according to the academic field, the industrial field, and the like. In so-called scientific fields such as engineering and science, technical terms and technical terms used in each research field, such as seismic isolation, seismic isolation rubber bearings, probability theory, steel piers, etc. Can be There is no limit on the number of job seeker information or keyword information associated with job seeker information, and all associated information is stored. The stored keyword information can be ranked according to the degree of relevance. The association is performed based on preset conditions, but can also be set by utilizing means such as AI (artificial intelligence) or machine learning. In the above-described association, the degree of association between each piece of information can be increased by utilizing a dictionary function of synonyms and synonyms, such as associating a term synonymous or synonymous with certain keyword information with job seeker information. . Further, the conditions for performing the association are not limited to those having a short word length such as the above-described words and terms, but may be those having a word length of a level such as a context and a sentence. This makes it possible to cover fluctuations in notation related to term input. For example, AI can be used to extract all scholarly papers and conference proceedings that have been published to date in a particular laboratory at a university, and then use relevant keywords from the text and context described in these papers. It can also identify information and technical fields.

  The basic information output unit 362 outputs the information stored in the basic information database 360 to the job seeker's terminal 100 via the communication network 400, and has an auxiliary function for extracting keyword information together with the basic information database 361. Have. The keyword information output by the basic information output unit 362 is not limited to information having a short word length such as words and terms such as internal combustion engines and combustion engineering, but also includes clauses and sentences such as automobile diesel engine technology and bearing surface treatment technology. It may be information in units.

  Further, as shown in FIG. 3, the server device 300 includes an information update management unit 360. Here, the information update management unit 370 includes an information update determination unit 371 and an information collation instruction unit 372. The human resource matching process is often performed not only when information is input, but also repeatedly based on information accumulated and updated thereafter. It is troublesome for a job seeker or a job seeker to confirm whether or not such information is updated each time. When information is updated, a matching process is automatically performed based on the updated information. It is desirable to notify job seekers and job seekers. The information update management unit 370 is provided to respond to such a request.

  The information update determination unit 371 is connected to the job applicant information database 311 and the job applicant information database 321, and determines whether information stored in both databases 311 and 321 has been updated. The criteria for updating the information, that is, the criteria for determining how much information has been changed when it is determined that the information has been updated can be set as appropriate.

  The information matching instruction unit 372 instructs the keyword information matching unit 330 to match the keyword information of the job seeker with the keyword information of the job seeker when the information update determining unit 371 determines that the information is updated. I do.

  The communication network 400 is generally realized by a network server via wireless communication such as Wi-Fi, but may be realized by wired communication.

(Human resource matching system processing according to the first aspect)
The processing of the human resource matching system will be described with reference to FIGS. In the present embodiment, the present invention relates to human resource matching in which a job seeker inputs information via the job seeker side terminal 100 and extracts desired job seeker information from job seeker information stored in the server device 300. The inside of the server device 300 applied to the present embodiment has the configuration shown in FIG. The server device 300 does not include the job seeker information database 311 in the server device 300 shown in FIG. 2, and the keyword information matching unit 330 includes the keyword information acquired by the job seeker information acquisition unit 310 and the job applicant information Collation with keyword information stored in the database 321 is performed.

  In step S101, as shown in FIG. 6A, the job seeker is determined to be the most suitable for the research activity in the laboratory in which he or she is currently registered from among a plurality of options regarding the technical field displayed on the display unit 110. Select by tapping on a technical field. When the selection of the technical field is confirmed, a button 121 displayed in the display unit 110 and displayed as "matching with this content" is tapped. Thereby, the input of the technical field is completed, and the screen content of the display unit 110 transitions to the input screen of the next step (step S102).

  Next, in step S102, as shown in FIG. 6B, the display section 110 displays the names of the supervisors related to the technical field selected in the previous step as a plurality of options. The option is information output from the information group stored in the basic information database 351 via the basic information output unit 352. The input unit 120 displays a plurality of candidate instructor names by inputting the first letter (for example, inputting “O”) to support information input for job seekers (FIG. 6 (b)). As shown in FIG. 6C, if there is a corresponding supervisor, the supervisor is selected from the options. When the selection is completed, the user taps the button 122a displayed in the display unit 110 and indicating "match with this instructor". Thus, the input of the supervisor is completed, and the educational institution information is determined (step S104).

  On the other hand, when there is no corresponding instructor's name from the plurality of options, the user taps the button 122b displayed in the display unit 110 and displays "If there is no instructor, click here." Thereby, the screen content of the display unit 110 transits to another input screen (step S103). In step S103, the display unit 110 of the job applicant terminal 100 displays a message prompting the user to input information regarding the educational institution by free input. The job seeker inputs information to the input unit 120 according to the displayed content, and the input of the educational institution information is completed (step S104).

  When the educational institution information is determined in step S104, a process for determining keyword information related to the next input educational institution information is performed. First, in step S105, from the information group (the educational institution information and the keyword information related to the educational institution information) stored in the basic information database 351, the keyword information related to the educational institution information determined in the previous step is extracted. It is extracted and transmitted to the job seeker side terminal 100 via the communication network 400 by the basic information output unit 352.

  In step S106, as shown in FIG. 6D, keyword information based on the input job seeker information is displayed on the display unit 110 of the job seeker terminal 100. The job seeker determines whether the keyword is appropriate in light of the job seeker's own career or the like. If it is determined that the keyword is appropriate, the job seeker taps a button 123 that is displayed in the display unit 110 and that displays “Perform matching” in order to proceed with the matching process. As a result, the keyword information is determined, and the job seeker information and keyword information related thereto are acquired by the job seeker information acquisition 310 of the server device 300 (step S108).

  On the other hand, if it is determined that the keyword information is not appropriate, the job seeker requests a button 124a displayed on the display unit 110 to display "add / modify keywords" or "correct educational institution information". By tapping the displayed button 124b, the display unit 110 transitions to a display screen that prompts for free entry of keyword information (step S107). When information is input in step S107, the information is transmitted to server device 300 via communication network 400. As a result, the keyword information is determined, and the job seeker information and keyword information related thereto are acquired by the job seeker information acquisition 310 of the server device 300 (step S108).

  In step S108, when the job seeker information and keyword information are acquired by the job seeker information acquisition 310, the keyword information matching unit 330 compares the acquired keyword information with the keyword information stored in the job applicant information database 321. Is performed (step S109).

  Next, in step S110, the collation determination unit 331 determines whether the obtained keyword information and the keyword information stored in the recruiter information database 321 have a predetermined degree of association. As a result, when it is determined that the job information has the predetermined relevance, the recruiter information having the relevance is extracted from the information stored in the recruiter information database 321, and the information output unit 340 outputs the information to the communication network. The information is transmitted to the job seeker side terminal 100 via 400.

  As shown in FIG. 6E, the display unit 110 of the job seeker terminal 100 displays the searched job applicant information. At this time, as the recruiter information, the number of recruiting companies matching the job seeker is displayed, and a “matching index” indicating that the recruiter information is suitable for the job seeker is quantified and displayed. The matching index is represented by a numerical value from 0 to 100, and a larger numerical value means that the recruiter information is more suitable for a job seeker.

  The job seeker taps a button 125 that is displayed in the display unit 110 and is displayed as “view job information” to see the details of the displayed job information. As a result, the display screen changes, and a specific company name is displayed in the display unit 110 as shown in FIG. At this time, the displayed companies are displayed in descending order of relevance to the job seeker information input by the job seeker. The order of display may be based on other conditions such as the order of arrival of offers from companies. Further, by tapping a company whose details have been confirmed from the displayed companies, and tapping a button 126 displayed in the display section 110 and displaying "See details of the offered company", information on the company is displayed. That is, information about the company profile such as the company name, location, and number of employees is displayed (not shown).

As described above, only by inputting educational institution information as job seeker information, the job seeker can obtain keyword information appropriate for the job seeker, and can perform matching processing with high accuracy.

(Human resource matching system processing according to the second embodiment)
This embodiment is different from the first embodiment in that the job seeker inputs his / her work history information in addition to the information about the educational institution such as the university where the job applicant is currently enrolled. In this embodiment, it is assumed that when a job seeker is currently enrolled in a company or the like, the job seeker information is searched as a job change destination. The processing of the personnel matching system according to the present embodiment will be described with reference to the flowchart shown in FIG.

  Steps S201 to S204 are the same as steps S101 to S104 in the first embodiment. That is, as shown in FIGS. 6A to 6D, by inputting the technical field and the supervisor, the keyword information related to the input information of the job applicant is displayed on the display unit 110 of the job applicant information terminal 100. Is displayed. If it is determined that the keyword is appropriate, the job seeker taps the button 123 that is displayed in the display unit 110 and that displays “Perform matching”. As a result, the screen of the display unit 110 of the job seeker side terminal 100 changes to a screen for inputting job history information (step S205).

  In step S205, as shown in FIG. 8A, the display unit 110 displays a business name as a plurality of options to prompt the user to select a business type. The option is information retrieved and extracted by the job seeker information search unit 320 from the information group stored in the job seeker information database 310. The job seeker selects the most appropriate type of business as his / her work experience, and taps a button 127 indicating "determine the type of business" to proceed with the process, thereby completing the input of the type of business. When the input is completed, the display transitions to the next processing screen (step S206).

  In step S206, as shown in FIG. 8 (b), the occupation type is displayed as a plurality of options on the display unit 110 in order to urge the selection of the occupation type. The option is information retrieved and extracted by the job seeker information search unit 320 from the information group stored in the job seeker information database 310. The job seeker selects the most appropriate job type as his / her job history, and taps a button 127 for displaying "Determining the job type" to proceed with the processing, whereby the input of the job type is completed, and the screen content of the display unit 110 is displayed. Transitions (step S207).

  In step S207, as shown in FIG. 8C, the display unit 110 displays information on the type of business and the type of job entered by the job seeker. When the job history information is determined based on the content, the matching process is performed by tapping a button 128 displayed in the display unit 110 and indicating “match with this content”. On the other hand, when inputting further work experience information, the user taps a button 129 displayed in the display unit 110 and displays "add work experience information" to input new work company information. For this reason, the screen content of the display unit 110 transits to a screen prompting input of business type information (step S205). As described above, when a plurality of job history information is input, the processing of steps S205 to S207 is repeated.

When the input of the job history information is completed in step S207, the keyword information is output in step S208. Subsequent processing (steps S210 to S215) is the same as the processing of the first embodiment (steps S107 to S110).

  As described above, job seekers input job history information in addition to input of educational institution information, so that more accurate keyword information can be obtained for job seekers, and matching processing can be performed with higher accuracy. it can.

(Human resource matching system processing according to the third embodiment)
This embodiment will be described with reference to FIGS. The present embodiment relates to a configuration in which a recruiter such as a company inputs information to the server device 300 via the recruiter-side information terminal 200 and acquires job seeker information stored in the server device 300. . In the present embodiment, the recruiter information database 321 in the server device 300 shown in FIG. 2 is not provided, and the keyword information matching unit 330 includes the keyword information acquired by the recruiter information acquisition unit 320 and the recruiter information database The collation with the keyword information stored in 311 is performed.

  In step S301, the recruiter inputs information such as the company name, the name of the person in charge, and contact information as recruiter information via the recruiter side information terminal 200. When the input is completed, the display screen of the recruiter-side information terminal 200 transitions, and a display prompting the input of the keyword information is displayed.

  Next, in step S302, the recruiter inputs the input recruiter information and keyword information related thereto. The input of the keyword information is performed via the input auxiliary unit 360 in the server device 300. Specifically, the keyword information stored in the basic information database 361 is output as an input candidate via the basic information output unit 362, and the recruiter inputs the keyword information by selecting from the output information. When the input is completed, the information is obtained by the recruiter information obtaining unit 320 (step S303).

  In step S304, the keyword information matching unit 330 compares the keyword information acquired by the job applicant information acquiring unit 320 with the keyword information stored in the job seeker information database 311.

Next, in step S305, the matching determination unit 331 determines whether keyword information having a predetermined degree of relevance (in the case of a numerical index, a predetermined degree of relevance or more) matching index is extracted from the result of the above-mentioned verification. Is determined. Here, a matching index is used as an index as a predetermined degree of relevance, and when it is determined that the matching index is 80 or more, keyword information having the degree of relevance and job seeker information related thereto are output, and the communication network 400 Is transmitted to the recruiter-side information terminal 200 via (step S307).

  On the other hand, if it is determined that the keyword information having the predetermined degree of relevance has not been extracted as a result of the matching, the matching process ends (step S307).

  As described above, the recruiter can acquire information on the human resources (job seekers) to be employed with high accuracy only by inputting the recruiter information and the keyword information related thereto.

  In the above embodiment, the matching index is used as the predetermined degree of relevance, but the present invention is not limited to this, and other numerical indexes may be used, or an index other than the numerical index may be used.

(Process of the human resource matching system according to the fourth embodiment)
In the present embodiment, in the human resource matching process for searching for a human resource (job seeker) that the job seeker wants to adopt, the job seeker information that matches the condition according to the update state of the information stored in the job seeker information database 311 of the server device 300 The configuration for automatically notifying the recruiter of the request will be described. FIG. 11 shows a flow of the matching process according to the present embodiment.

  In step S404, the information update determination unit 371 determines whether or not the job applicant information and the keyword information stored in the job applicant information database 311 have been updated.

  In step S402, when the information update determination unit 371 determines that there is information update, the information collation instruction unit 372 instructs the keyword information collation unit 330 to perform information collation, and the keyword information is collated (step S402). S403). On the other hand, if it is determined that there is no information update, the process ends (step S404).

  In step S403, the keyword information matching unit 330 compares the keyword information stored in the job seeker information database 311 with the keyword information stored in the job seeker information database 321.

  In step S405, the collation determination unit 331 determines whether keyword information having a predetermined degree of association has been extracted from the stored information of both databases 311 and 321. If it is determined that the keyword information has been extracted, The information is output by the information output unit 340 (step S406). On the other hand, if it is determined that the keyword information has not been extracted, the process ends (step S407).

  The information output unit 340 transmits job applicant information related to the extracted keyword information to the applicant side information terminal 200. As a transmission method, the job seeker information can be output and transmitted as it is, but in this case, new job seeker information is extracted by using a pre-registered email address of the job seeker or a social network service (SNS) account as a destination. Send a message to the effect that has been done. The recruiter who has received the message checks the message and also confirms the details of the job seeker information. Note that such a transmission message can be set in advance as a template.

(Processing of the human resource matching system according to the fifth embodiment)
In the present embodiment, a configuration will be described in which new conditions are set for information input by a recruiter to the server device 300 in advance in order to increase matching accuracy. Specifically, the recruiter inputs recruiter information and keyword information related to the recruiter information to the server device 300 via the recruiter side terminal 200, and outputs the recruiter information extracted by the matching process. A configuration in which a job seeker himself / herself sets conditions for a matching process by inputting job seeker evaluation information as additional information to the list information in a state where the job information is acquired as list information will be described.

  The job seeker confirms the job seeker information stored in the job seeker information database 311 and the keyword information related to the job seeker information obtained after the human resource matching processing as list information 500 shown in FIG.

  The list information 500 is obtained by matching processing such as a set keyword (keyword information extracted by matching by the keyword information matching unit 330), a university, a supervisor, a laboratory, and related keywords (keyword information associated with the set keyword). An input item 601 relating to the initial information and an input item 602 which is not set in the matching process but allows the recruiter to directly input information.

  In the list information 500, as the information on the job seeker obtained by the matching process, only the information on the university, the supervisor, and the laboratory to which the desired human resource belongs is listed, and the information on the individual job seeker is not listed. As such information, it is possible to enumerate information on specific job seekers, but no human resources meeting the required conditions have been extracted yet, and potential information will be newly identified by updating information or registering new human resources in the future. The above items are listed in order to extract effective human resources.

  The recruiter inputs the job applicant evaluation information obtained by interviewing or selecting input items 602 in the list information 600 to the server device 300 via the recruiter information terminal 200. The input information is obtained by the evaluation information obtaining unit 350 and stored in the job seeker information database 311 as additional information. Specifically, the job applicant evaluation information is information about job applicants who have interviewed in the past, such as abilities obtained from the feeling of correspondence at the time of the interview, as comment information and rank information. In other words, when selecting candidates for recruitment (seekers) based on a specific university, educational institution, or supervisor, the same level of human resources can be obtained if they are from the same university, educational institution, or supervisor. Job seeker information is input based on grounds. Comment information basically evaluates job seekers by free entry. The rank information is set in stages such as A, B, and C, and is evaluated as an index indicating whether or not the job seeker information should be actively received in the future. The job seeker information is also associated with the keyword information stored in the job seeker information database 311 and can also affect the priority of the keyword information. By inputting such information, it is expected that if a job seeker interviewed in the past has a high evaluation, it will be possible to extract job evaluations with a high evaluation from the next time onward according to the organization to which the job seeker belongs. The accuracy of the matching process can be improved.

  As described above, according to the present embodiment, job seekers can search for job seeker information only by inputting information such as the relevant technical field and instructor's name. Human resource matching can be realized without forcing information input.

  In the above embodiment, the comment information input as the job seeker information is freely input, but the information may be input by selecting a predetermined item as a selection formula and selecting it. Also, the rank information is not limited to the above-described mode, and may be expressed numerically or may be represented based on a predetermined index.

  Further, in the above embodiment, the job applicant evaluation information has been described with respect to information obtained through interviews and selections in the past. However, the present invention is not limited to this. Thus, the evaluation at the time of enrollment, such as the research results at the time of enrollment and contribution to the company, can be applied as input information.

  Further, in the above embodiment, the example in which the recruiter inputs information to the list information 500 stored in the recruiter information database 311 has been described. However, the present invention is not limited to this, and the recruiter is stored in the recruiter information database 321. Naturally, the present invention can also be applied to a mode in which information is input to list information. In this case, the job seeker inputs, for example, impressions and evaluations of employees at the company in question to the list information, external evaluations such as word-of-mouth, etc. as job applicant evaluation information. The accuracy of the matching process can be improved.

  The present invention is not limited to the configuration described in the above embodiment, and can take various forms without departing from the spirit of the present invention. The configuration shown in the above embodiment is merely an example for explaining the gist of the present invention, and the configuration is not limited thereto.

  In the above embodiment, the keyword information is obtained from the information group stored in the basic information database 350. However, the present invention is not limited to this, and the information search uses an information source from outside the server device 300 such as a network or a cloud. You can also search.

  In the above-described embodiment, a configuration has been described in which any job seeker can search for the job offerer information and check the contents thereof, but the present invention is not limited to this. For example, a mode may be adopted in which a member registration mechanism is constructed, and only job seekers who have been registered as members for specific information in the job search based on the matching process and whose access authority has been approved can check the job applicant information. . Alternatively, a mode may be provided in which recruiter information that can be confirmed by job seekers is different depending on whether or not the access authority is approved.

  Further, in the above-described embodiment, the aspect in which the company outline information is displayed as the job recruiter information that the job seeker can confirm as a result of the job recruitment search is shown, but the present invention is not limited to this. As the recruiter information, more detailed information, that is, information on recruitment of human resources, such as a specific job type, working conditions, and treatment, equivalent to a general recruitment slip may be displayed.

  Also, in the above embodiment, the information on the technical field and the instructor in charge is targeted as the educational institution information input by the job seeker, but other information, such as academic papers and conference presentations, when the job seeker is enrolled in the educational institution The keyword information may be searched for any remaining results. In such a case, the keyword information associated with each of the job seeker information and the job seeker information is determined not only from the job seeker information and the words and phrases included in the job seeker information, but also from the context and text. It is desirable that the setting be made based on the content determined from the overall configuration.

1 Human Resource Matching System 100 Job Seeker Terminal 110 Display Unit 120 Input Unit 200 Job Seeker Terminal 300 Server 310 Job Seeker Information Acquisition Unit 311 Job Seeker Information Database 320 Job Employer Information Acquisition Unit 321 Job Employer Information Database 330 Keyword Information Matching Unit 331 Collation determination unit 340 Information output unit 341 Output information setting unit 350 Evaluation information acquisition unit 360 Input auxiliary unit 361 Basic information database 362 Basic information output unit 370 Information update management unit 371 Information update determination unit 372 Information collation instruction unit 400 Communication network 500 List information

Claims (11)

In a human resource matching system that matches human resources between job seekers seeking employment and job seekers who hire human resources,
A job seeker input by the job seeker and acquiring job seeker information including the job seeker and information on an educational institution where the job seeker is currently enrolled or previously enrolled, and keyword information related to the job seeker information An information acquisition unit;
Recruiter information about the recruiter input by the recruiter, and a recruiter information acquisition unit that acquires keyword information related to the recruiter information;
Recruiter information acquired by the recruiter information acquisition unit, and a recruiter information database that stores keyword information related to the recruiter information,
Keyword information acquired by the job seeker information acquisition unit, a keyword information matching unit that matches the keyword information stored in the job seeker information database,
A collation determination unit that determines whether or not the keyword information acquired by the job seeker information acquisition unit and the keyword information stored in the job applicant information database have a predetermined degree of association by collation of the keyword information collation unit. A personnel matching system comprising: Further comprising an information output unit that outputs a result of matching by the matching determination unit,
The information output unit, when the collation determination unit determines that the keyword information acquired by the job seeker information acquisition unit and the keyword information stored in the job seeker information database has a predetermined degree of association, The human resources matching system according to claim 1, wherein the recruiter information determined to have a predetermined degree of relevance is output as a collation result.   The personnel matching system according to claim 1, further comprising an output condition setting unit configured to set an output condition regarding information output by the information output unit. An input auxiliary unit that holds input of job seeker information and keyword information by the job seeker,
A basic information database that stores information on a plurality of educational institutions and keyword information related to the educational institution information;
4. The personnel matching system according to claim 1, further comprising: a basic information output unit that outputs information stored in the basic information database. The recruiter information database further stores recruiter evaluation information input by the job seeker and associated with the keyword information,
The said keyword information collation part collates the keyword information acquired by the said job seeker information acquisition part, and the keyword information related to the said recruiter evaluation information stored in the said recruiter information database, Claims characterized by the above-mentioned. Item 4. A human resource matching system according to any one of Items 1 to 4. In a human resource matching system that matches human resources between job seekers seeking employment and job seekers who hire human resources,
A job seeker information acquisition unit that is input by the job seeker and acquires job seeker information including information on the educational institution where the job seeker is currently enrolled or has been enrolled in the past,
Job seeker information acquired by the job seeker information acquisition unit, and a job seeker information database that stores keyword information related to the job seeker information,
Recruiter information about the recruiter input by the recruiter, and a recruiter information acquisition unit that acquires keyword information related to the recruiter information;
Keyword information stored in the job seeker information database, a keyword information matching unit that matches the keyword information acquired by the job seeker information acquisition unit,
A collation determining unit that determines whether the keyword information stored in the job seeker information database and the keyword information acquired by the job applicant information acquiring unit have a predetermined degree of relevance by the collation of the keyword information collating unit. A personnel matching system comprising: Further comprising an information output unit that outputs a result of matching by the matching determination unit,
The information output unit, when the collation determination unit is determined that the keyword information acquired by the recruiter information acquisition unit and the keyword information stored in the job seeker information database has a predetermined degree of association, 7. The human resource matching system according to claim 6, wherein the job seeker information determined to have a predetermined degree of relevance is output as a comparison result.   The human resource matching system according to claim 6, further comprising an output condition setting unit configured to set an output condition regarding information output by the information output unit. The job seeker information database is further input by the job seeker and further stores job seeker evaluation information associated with the keyword information,
The keyword information matching unit matches keyword information related to the job applicant evaluation information stored in the job applicant information database with keyword information acquired by the job applicant information acquiring unit. Item 9. A human resource matching system according to any one of Items 6 to 8. In a human resource matching system that matches human resources between job seekers seeking employment and job seekers who hire human resources,
A job seeker information acquisition unit that is input by the job seeker and acquires job seeker information including information on the educational institution where the job seeker is currently enrolled or has been enrolled in the past,
Job seeker information acquired by the job seeker information acquisition unit, and a job seeker information database that stores keyword information related to the job seeker information,
Recruiter information about the recruiter input by the recruiter, and a recruiter information acquisition unit that acquires keyword information related to the recruiter information;
Recruiter information acquired by the recruiter information acquisition unit, and a recruiter information database that stores keyword information related to the recruiter information,
Keyword information stored in the job seeker information database, a keyword information matching unit that matches the keyword information stored in the job seeker information database,
A matching determining unit that determines whether the keyword information stored in the job seeker information database and the keyword information stored in the job seeker information database have a predetermined degree of relevance by the matching of the keyword information matching unit. A human resource matching system comprising: An information update determination unit that determines whether or not information stored in at least one of the job seeker information database and the job seeker information database is updated;
When the information update determining unit determines that the information stored in at least one of the job seeker information database and the job seeker information database has been updated, the keyword information matching unit determines the job seeker information The human resource matching system according to claim 10, further comprising an information matching instruction unit that instructs matching between keyword information stored in a database and keyword information stored in the recruiter information database.

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