JP2020098475A - Job bridge system - Google Patents

Abstract

To provide a bridge between human resources at a local community and a company offering a recruitment 12.SOLUTION: A job bridge system includes: a recruitment medium 14 that posts recruitment 12 by multiple companies 10 by printing on paper; a receiving unit 16 that receives an application to the recruitment 12 posted on the recruitment medium 14; and a recording unit 20 that records a reaction 18 to the application. The receiving unit 16 is placed at a contact center 2616 that collectively receives applications from multiple applicants 22 to the recruitment 12 of the multiple posting companies 10. Printed on the recruitment medium 14 are recruitment identification information 24 for specifying the recruitment 12, and a recruitment page 30 that has a printed contact address 28 to the contact center 26 as a communication destination for the application. The recruitment media are distributed to houses 36 within an area where target persons 32 for the recruitment 12 are living. The recording unit 20 includes a result recording field 42 for recording a result 40 of the reaction 18 for introducing the recruitment 12 to the applicants 22 via communication by the receiving unit 16.SELECTED DRAWING: Figure 1

Description

The present invention relates to a job bridge system for bridging a recruiting company and local personnel.

When a company recruits or attracts customers, advertisements and recruitment advertisements are posted on various media (media), the content of the recruitment is transmitted to potential applicants, and the application for the recruitment is waited for.
If there is an application for a job offer of a company, an interview with the applicant is set according to the schedule of the person in charge of the company, and it is judged whether or not to be hired through an interview and selection of documents.

In addition, in service industries such as restaurants and beauty salons, advertisements are used to recruit visitors, wait for a reservation call, and when the call is received, the customer's (applicants for recruitment) schedule and shop free time are adjusted, If there are conditions, make a reservation.
For legal, tax, and asset management consultations, reservations for consultation dates and times are made through announcements and advertisements and schedule adjustments with applicants.

In recent years, the combination of large-capacity/high-speed communication via the Internet, development of database management systems and Web servers, enhancement of development environment for smartphone applications and Web services and cost reduction, price reduction of hardware such as computers and smartphones, etc. However, recruitment and reservation via the Internet have become active in various fields.

As a system utilizing a database, Patent Document 1 discloses a mechanism for matching the skills of a job seeker and the skills required by the job seeker in a database and matching the job seeker with a company (FIG. 1 etc.).

Patent Document 2 discloses a mechanism in which job information is posted for free, and when a job seeker (applicant) and a job seeker (company) are interviewed, a fee for posting the job offer information is charged as a success fee. (Paragraph 0062, etc.).
According to the method described in Patent Document 2, job offer information is received from a large number of companies free of charge, a job offer information list is generated (FIG. 3, paragraph 0037), and the job offer information list is published as a homepage on the Internet (paragraph 0038).
Then, the applicant himself/herself browses the job offer information using the applicant's mobile terminal, and transmits the interview request information to the company. The company responds to the applicant with a schedule plan (FIG. 10) that can be interviewed.
In this patent document 2, it is premised that the applicant and the company are informed about the cancellation after the interview setting and the information about the adoption.

In Patent Document 3, when a job seeker (applicant) and a recruiting company are matched on the Internet, only part of the basic information of the person who has applied is disclosed to the recruiting company, and after the browsing fee is paid, the applicant's A method of disclosing all information to a company is disclosed (paragraph 0020).
Further, in Patent Document 3, when a hiring decision is made, a mechanism is provided in which the applicant is given a congratulatory money so that the applicant can be surely notified of the fact of hiring, and the hiring success fee can be guaranteed. A method for depositing money is disclosed (paragraph 0022).

Patent Document 4 discloses a system that substitutes for an interview so that an applicant can reserve an interview even at night.
When a call is received from the applicant's mobile terminal, the patent document 4 responds by automatic voice guidance. A mechanism is disclosed in which, upon receiving an interview reservation request from an applicant, a short message including a URL to a web service for setting an interview is transmitted to the applicant's mobile terminal (paragraph 0045, FIG. 4).
The applicant operates the web page of the interview setting section (Web service, Web server) that can be accessed by the URL from the terminal of the applicant to perform the interview reservation communication and set the interview (paragraph 0046).

In addition to recruitment information, regarding the attraction of customers such as restaurants, accommodation facilities, entertainment, barber, beauty, various consultations, visits, etc., access the Web server that posted the recruitment from the applicant's mobile terminal such as smartphone, A system is in place that allows applicants to confirm the content and availability of reservations themselves and then make reservations and payments without human intervention.

There are also job advertisements on paper media. Job advertisements are posted in newspapers, magazines, posters for traffic advertisements, free papers, etc. for a fee. Applicants (job seekers) directly contact the person in charge of the posting company and adjust the interview schedule etc.

In recent years, as an advertising method for recruiting, posting has been utilized in which a company introduction and recruitment information are printed on a flyer and distributed directly to homes in the target area (area). Posting allows you to identify the target area you want to recruit and distribute a recruitment leaflet, so you can encourage people near your workplace to apply.
Advertising by posting is actively used for jobs such as eating and drinking, retailing, light work, clerical work, part-time jobs, and regular employees.

Paper media specializing in recruiting are issued according to work styles such as new graduates, mid-career, part-timers, etc. and areas such as regions and areas along the lines, and were sold at bookstores and station shops in the past. Currently, it is arranged free of charge at stations, convenience stores, etc., and is a mechanism (installed type) that can be brought home by applicants.

JP 2001-142939 A (Fig. 1) JP-A-2003-303291 (FIGS. 3 and 10) Japanese Patent Laid-Open No. 2007-114949 (paragraphs 0020 and 0022) JP-A-2016-157298 (paragraph 0045, FIG. 4, paragraph 0046)

In the conventional example, various recruitment systems have been proposed, but there is a problem that recruitment information via the Internet is saturated for recruitment of recruitment and so on, and it is not possible to obtain sufficient applications and feedback. It was
A company that does not find enough applications for recruitment because many job seekers do not find the recruitment that they want to apply even if they provide free job offer information to applicants and collect recruitment from companies for free Is the majority.

In the case of recruiting via the Internet, a job seeker does not have access to the recruiting information unless he or she searches for the recruiting information from a mobile terminal, etc. There was the inconvenience that we could not expect the application of diverse human resources who are not.

In this regard, with regard to stationary paper media (job magazines), recruitment information will reach only those who are actively looking for job information, such as by taking home the job magazines installed from the station racks. There was an inconvenience that we could not expect applications from human resources who are not actively looking for job information.

Also, by posting a job advertisement in newspapers, magazines, free papers, etc., it is possible to convey recruitment information to people who are not planning to apply, so it is attractive and attractive You can get information about recruitment close to your home and job changes that you would like to try.
However, posting job listing information on a paper medium is more expensive than posting it on an Internet website, and even if you do not apply, you will only be charged for advertising.
Therefore, there is an inconvenience that a company that wants to make a recruitment in a paper medium cannot equalize the cost and the effect.

In Patent Document 2, it is stated that the recruitment information list is published as a home page on the Internet free of charge, is published in a database for specific job seekers, or is published and distributed free of charge by creating and printing a recruitment information magazine. Have been described.
However, it does not disclose any technology for realizing free posting by distributing job information magazines.

Patent Document 3 discloses a method of matching applicants and companies on the Internet, but collects a success fee for conducting an interview, etc. from a recruiting company that posted job listings free of charge without using a Web server. No technology for this is disclosed.

Patent Document 4 discloses a mechanism for receiving an application from an applicant by telephone and setting an interview with automatic voice guidance. However, the interview setting is made by a Web server. There is no disclosure of whether to set up an interview.

As described above, in the above-mentioned Patent Documents 1 to 4 and the conventional technology combining these with the existing mechanism, the job information is transmitted to the human resources who are considering applying, such as searching through the Internet. However, there was the inconvenience that it was not possible to convey the recruitment (recruitment) information to personnel who were not considering applying.
Similarly, we are considering applying for paper media that have posted job listings and are installed free of charge at stations and convenience stores, and we cannot tell the recruitment information to those who do not take the paper media home. There was an inconvenience.

Further, there is known a conventional example in which an applicant can find a more appropriate recruitment by comparing the attributes of the applicant with the contents of recruitment of the company and “matching”, such as the method described in Patent Document 1, but He says that he cannot play the role of a "bridge" that introduces jobs to local people, including people who are not determined to apply, stimulates them to apply widely, and introduces local people to companies. There was an inconvenience.

As described above, in the above-described conventional example, it is possible to provide cost-effectiveness leveling to companies and job-seeking information to job seekers to expand individual possibilities in an era of difficult recruiting due to population decline. There was an inconvenience that it could not be done.

[Object of the Invention] An object of the present invention is to provide a job bridge system that serves as a bridge between human resources and a company by transmitting recruitment information to various human resources.

[Points of Interest] The inventor of the present invention has a vision of introducing excellent human resources in the area to companies and creating a bridge between the two, thereby revitalizing the area and creating happiness for people. Because there is a problem in getting people to apply, using push type paper media such as posting that can reliably transmit information to various local human resources, including people who have not decided to apply, The idea is that by transmitting and stimulating recruitment, we can provide a bridge to local human resources and recruiting companies.
I was convinced that even with the distribution of paper media, it was necessary to develop a technology that would allow job postings to be posted at low cost or free of charge, while at the same time providing results rewards according to the results of interviews and hiring.

In order to achieve the above object, a job bridge system according to the present invention includes a recruitment medium for posting recruitment by a plurality of publishing companies by printing on paper, and a reception for receiving an application according to the recruitment posted in this recruiting medium. And a recording unit for recording the response to the application using the communication by the receiving unit.
The receiving unit is arranged in a contact center that receives applications from a plurality of applicants collectively for recruitment of a plurality of publishing companies.
The recruitment medium has identification information that identifies the posting company and the recruitment, and a recruitment page in which the contact information to the contact center is printed as the communication destination of the application.
This recruitment medium is distributed to the dwelling in the area where the recruiting target person resides so that the recruiting target person can be informed of the recruitment without searching for the recruiting target.
Then, the recording unit has a structure in which a result record column is provided for recording, for each recruitment identified by the identification information, a corresponding achievement introducing the recruitment to the applicant via the communication of the receiving unit. ..
This has solved the above-mentioned subject.

The job bridge system of the present invention posts the recruitment of a plurality of posting companies on a recruitment medium by printing on paper. Recruitment media is distributed to the post of the residence in the area (area) to be recruited, the entrance/post box of the entrance door, mailbox, delivery box, newspaper box, etc. The recruitment information can be sent to the human resources of.
Then, in the present invention, the contact person to the contact center is printed as the communication destination of the application when the recruited personnel apply.
Therefore, the applicant contacts the contact center by telephone, e-mail, chat over the Internet, or the like. The contact information includes a telephone number, an email address, a URL, a chat ID, etc., depending on the configuration of the receiving unit.
In the contact center, receivers such as telephones and computers receive applications (contacts) from applicants all at once, and introducers who use the receivers, voices of automatic responses, chatbots using artificial intelligence, Introduce the recruitment to the applicants, and make "response" such as setting the interview schedule.
Then, in the present invention, the corresponding achievement at the contact center that introduces the recruitment to the applicant is recorded in the outcome recording column of the recording unit for each recruitment identified by the identification information.
Therefore, by obtaining the consideration for the recruitment in which the results are recorded, it is possible to realize the successful reward-type recruitment even though it is the push type.
Since it is possible to calculate the success fee, it is possible to realize low cost or free posting of the job listing information on the paper medium distributed to the local posts, and thus to increase the population of companies that can post. However, more information can be provided to the target person.

As described above, in the present invention, firstly, by making the posting itself inexpensive or free, by distributing the recruiting medium in which a large number of recruiting is posted in high quality to the post of the residence, etc. It is possible to provide job vacancies that expand individual possibilities to people who have not decided their intentions.
Secondly, according to the present invention, the applications are collectively accepted by the reception section of the contact center and the results of the correspondence are recorded. Therefore, the company can obtain the results such as visiting the store or setting up an interview at low cost or free at the time of posting. It can provide a leveling of cost and effectiveness, incurring costs.
In this way, by creating a technical idea that organically links elemental technologies such as paper media, identification information, contacts, receivers, and correspondence records, companies are provided with cost and effect leveling, It is possible to provide a job bridge system that can provide job offer information that expands individual possibilities to local human resources, which is significantly different and superior to the conventional example.
The same applies to the program.

In addition, the job bridge system of the present invention is not limited to recruiting information, but recruits customers to stores through distribution of recruitment media and reserves services as a collective response at the contact center. It can provide people with various possibilities and can provide companies with equalization of advertising costs, which can provide various bridges between people and companies in the area.

FIG. 1 is a block diagram illustrating a configuration example of the first embodiment. FIG. 2 is an explanatory diagram illustrating an example of the area 34 according to the first embodiment. FIG. 3 is an explanatory diagram illustrating an example of a posting job that is a push-type transmission example. FIG. 4 is an explanatory diagram illustrating an example of the recruitment medium 14 according to the first embodiment. FIG. 5 is an explanatory diagram showing the reach of each push-type and pull-type advertisement/transmission means. FIG. 6 is a chart comparing the features of the advertisement/communication means. FIG. 7 is a business model diagram showing a configuration example of a business model using the technique of the first embodiment. FIG. 8 is an explanatory diagram illustrating a configuration example of a technique used in the contact center 26 of the first embodiment. FIG. 9 is an explanatory diagram showing a style example on the left side of the spread of the recording unit 20 shown in FIG. FIG. 10 is an explanatory diagram showing a style example on the right side of the spread of the recording unit 20 shown in FIG. FIG. 11 is a sequence diagram illustrating an example of the process of the first embodiment. FIG. 12 is a business model diagram showing a detailed configuration example of a business model using the technique of the first embodiment. FIG. 13 is a block diagram illustrating a configuration example of the second embodiment. 14A and 14B are explanatory diagrams showing a configuration example of the recording unit 20 of the second embodiment. FIG. 15 is a flowchart showing the process of response 18 after the interview schedule 66 has passed in the second embodiment. 16A and 16B are explanatory diagrams illustrating examples of the attribute-based list 76 according to the second embodiment. FIG. 17 is a flowchart showing the process of the correspondence 18 using the attribute-based list 76 of the second embodiment. FIG. 18 is a block diagram showing a configuration example of hardware resources according to the third embodiment. FIG. 19 is a flowchart showing an information processing example of the third embodiment.

The mode for carrying out the present invention has three embodiments.
In the first embodiment, the paper recruitment medium 14 is distributed in a push manner to the dwellings 36 (posts 38) in the area, and at the same time the applications are collectively accepted by the receiving unit 16 of the contact center 26. Will be introduced to 12 recruiting companies, and a technology will be disclosed that realizes billing with a success fee such as an interview to the publishing company 10 that posts the recruiting 12.
In the second embodiment, on the premise of the mechanism of the first embodiment, the introducer of the contact center 26 who receives the application will disclose a technique for adjusting the interview schedule 66 for the applicant 22 and the posting company 10.
The third embodiment discloses an information processing example of an introducer terminal that is preferably installed in the receiving unit 16 of the first and second embodiments, and a program thereof.
This embodiment is referred to as including Embodiments 1, 2, and 3.

<Basic configuration of Example 1>
Referring to FIG. 1, the job bridge system 100 according to the present exemplary embodiment includes a recruitment medium 14 (14A, 14B), a receiving unit 16 (16A, 16B,..., 16E) arranged in a contact center 26, and recording. And a section 20.

The recruitment medium 14 publishes the solicitations 12 (12A, 12B,..., 12F) by a plurality of publishing companies 10 by printing on paper. In the example shown in FIG. 1, the solicitation medium 14A has the solicitations 12A, 12B, and 12C, and the solicitation medium 14B has the solicitations 12D, 12E, and 12F.

The recruitment medium 14 has a recruitment page 30 on which the recruitment 12 is printed. The recruitment page 30 (30A, 30B) includes recruitment identification information 24 (24A, 24B, ..., 24F) that identifies the posting company 10 and the recruitment 12, and a contact 28 to the contact center 26 as a communication destination of the application. It is printed.

The recruitment identification information 24 is, for example, a recruitment code that is a combination of a code (A, B) indicating the area 34 and a serial number. The recruitment page 30A of the recruitment medium 14A has recruitment codes of A001, A002, and A003. 12A, 12B, 12C are posted.
Similarly, on the recruitment page 30B of the recruitment medium 14B, three recruitments 12 of recruitment codes B001 to B003 are described.
When posting the same offer 12 in different issues, the same offer identification information 24 may be used.

In general, in a job advertisement or an advertisement for attracting customers, the applicant 22 who looks at the recruitment medium 14 contacts each of the posting companies 10. In the present invention, the applicant 22 does not contact the posting company 10 but contacts the contact center 26 that accepts applications collectively. Therefore, the contact point 28 to the contact center 26 is printed on the recruitment medium 14.
In the example shown in FIG. 1, since the same contact center 26 accepts applications for the respective recruitment media 14A for the area A and the recruitment medium 14B for the area B, the same contact 28 is used.

In the first embodiment, the solicitation medium 14 has an area 34 (where the target person 32 of the solicitation 12 resides so that the solicitation 12 is transmitted even if the target person 32 of the solicitation 12 does not search for the solicitation 12. It will be distributed to the dwellings 36 in Figure 2).

The receiving unit 16 receives the application according to the offer 12 posted in the offering medium 14. The receiving unit 16 is arranged in a contact center 26 that collectively receives applications from a plurality of applicants 22 (22A, 22B,..., 22E) for recruitment 12 of a plurality of publishing companies 10. ..
The receiving unit 16 is a business phone (telephone), an automatic voice guidance response, an online chat, a chatbot (artificial intelligence), or the like. In the example in which the introducer working at the contact center 26 responds 18 to the contact from the applicant 22, the receiving unit 16 is a business phone (telephone) or online chat, and the introducer inputs voice or character data. Hear the applicants 22 wishes.

When the contact center 26 automatically responds 18, it is preferable to use automatic voice guidance or a chatbot with artificial intelligence as the receiving unit 16.
In the case of automatic voice guidance, by using the recruitment identification information 24 for identifying the recruitment 12 as a numerical number, the interview possible schedule 62 is reproduced according to the input recruitment identification information 24, and the applicant 22 is allowed to select it. And take action 18.

When the receiving unit 16 is a chatbot, the basic framework uses a Web service or an API (Application Programming Interface), and prompts the applicant 22 to input the desired job type, conditions, etc. in an option type according to the scenario. As a vocabulary (thesaurus), for example, “food and drink” may be derived from terms such as “restaurant” and “tavern”, and the recruitment 12 in the “food and drink” category may be introduced. As for vocabulary, basic dictionary data can be used, but online chat with the involvement of introducers is accumulated for a certain period, and log data of this chat is used as a teacher for machine learning of artificial intelligence (neural network). Good as data.

In order to realize the response 18 of the contact center 26, the voice guidance and the introducer, the chat box and the online chat are combined, and the parts that can be automated are the voice guidance and the chat box, and the final confirmation is made by the introducer. Is also good.

A desirable configuration example for realizing the "bridge" that is the object of the present invention is to encourage the introducer to consult the telephone at the contact center 26, and encourage the applicant 22 to make judgments and feelings toward the interview. In this case, the receiving unit 16 is a business phone (telephone).
In the example shown in FIG. 1, three of the target persons 32 in the A area 34 are applicants 22A, 22B and 22C, contact the contact address 28, and connect with the receiving units 16B, 16C and 16D, respectively. , Interact with an introducer who operates each receiving unit 16 (business phone).
The contacts from the applicants 22D and 22E in the B area 34 are received by the receivers 16C and 16E in the example shown in FIG. The introducer using the receiver 16C presupposes the recruitment medium 14A in the area A when interacting with the applicant 22B, and presumes the recruitment medium 14B in the area B when interacting with the applicant 22D. ..

In the present embodiment, the recording unit 20 records the response 18 to the application using the communication by the reception unit 16 and the result 40 of the response 18 that introduces the recruitment 12 to the applicant 22 via the communication of the reception unit 16. To do. The area in which the outcome 40 of the correspondence 18 is described is referred to as an outcome record column 42 in this embodiment.
Correspondence 18 is to prompt the action of the applicant 22 for the content that the posting company 10 is recruiting 12. If it is a job offer, the applicant 22 will be asked to interview the recruitment 12. If it is attracting customers, it prompts the applicant 22 to come to the recruitment 12.

The correspondence 18 can be technically constructed by defining a scenario in advance. In this embodiment, there are roughly two scenarios.
[Scenario 1] When the applicant 22 defines a desired recruitment 12 for the recruitment 12 posted in the recruitment medium 14, the applicant 12 is sure to specify which recruitment 12 is desired, and The interviewable schedule 62 of the recruitment 12 is read out, and the interview schedule 66 is promised according to the schedule of the applicant 22.
If there is no interview schedule 62 that the applicant 22 can interview for the recruitment 12, return to the applicant after consultation with the publishing company 10, or if there is a similar recruitment 12, transmit the similar recruitment 12 to the applicant 22. To do.

[Scenario 2] Applicant 22 has decided the type of job, region, etc., but is unable to decide on recruitment 12.
The introducer introduces the recruitment 12 to the applicant 22 (specific examples are Examples 2 and 3). After the recruitment 12 is specified by the applicant 22, the scenario 1 is joined.
Even when the recruitment 12 is to attract customers, it is possible to make the correspondence 18 in the scenarios 1 and 2.

The outcome 40 of the response 18 is that the intention of the posting company 10 to recruit 12 is achieved or the number of achievements. In the case of a job offer, the output 40 includes application, appointment of an interview schedule 66, execution of an interview, recruitment, retention of an employer, and the like. In the case of attracting customers, the output 40 includes inquiries, reservations for visits to customers, visits, consumption, and fixed customers.
In the present embodiment, since the contact center 26 accepts applications collectively, it is preferable that the outcome 40 of the response 18 is not the application or the inquiry itself, but the appointment of the interview or the visit, or the execution of the interview or the visitor. In addition, the outcome 40 of the response 18 is the outcome 40 of the distribution of the solicitation medium 14 and the outcome 18 of the response 18. Therefore, the causal relationship with respect to the outcome 40 such as the retention of the employer and the fixed number of customers visiting the store tends to be indirect. Is big.

The recording unit 20 is a medium for recording information regarding the response 18 to the application, and is a recording sheet or a computer recording medium. When the receiving unit 16 is a business phone, the recording unit 20 is preferably a recording sheet (for example, FIG. 9) on which the introducer records while talking.
The record sheet may be provided with a field for entering the outcome 40 of the correspondence 18 together with the bibliographic items, or when the outcome 40 of the correspondence 18 is written on a memo paper without ruled lines or columns, the result is written. The part is the result record column 42 in this embodiment.
Further, the introducer may operate the introducer terminal 82 (FIG. 8) while talking and input data to the computer instead of the recording sheet (Examples 2 and 3).

Referring again to FIG. 1, the result record column 42 of the recording unit 20 has a predetermined number of the results 40 as the minimum information regarding the results 40 of the correspondence 18.
The recruitment code A001 of the recruitment medium 14A is recruitment 12 of the posting company 001, and there are results 40 of three people including the applicant 22A. The recruitment code A002 is only one of the applicant 22B.

Regarding the recruitment medium 14B in the area B, the same posting company 006 posted the recruitment B001 and B002, but the recruitment B001 has 0 results as the output 40, and the recruitment B002 has 5 outputs as the output 40.
It can be seen that the representation of the recruitment B002 is more effective when copywriting or the like is changed for the substantially same contents in the recruitment B001 and B002.
As described above, in the present embodiment, by collectively receiving at the contact center 26, it is possible to test the difference in effect due to the difference in expression of the recruitment 12 (A/B test). If is free, this A/B test can be realized at an extremely low cost.
With the technique of the first embodiment, it is possible to technically analyze the causal relationship using data even for the solicitation 12 (advertisement) using a paper medium.

FIG. 2 is a schematic diagram of the area 34. Generally, a city has a commercial facility/a downtown area of a terminal station and a surrounding residential area. In the example shown in FIG. 2, the area A is a residential area, the target person 32 lives in a medium number of dwellings 36 (households), and the number of establishments is also medium. The daytime population ratio is about 100%, and at the business offices in Area A, almost all residents in Area A are working.
In this type of area A, it is advisable to accept the solicitation 12 from the business office in the area A as the posting company 10 and post the solicitation medium 14 for the area A to the residence 36 in the area A.

Area B is a core city including a terminal station, has a large number of business establishments, is densely populated with commercial facilities, and has a small number of dwellings 36. In general, the area B has a daytime population rate of more than 100%, and at the business office in the area A, not only the area A but also the residents in the surrounding area 34 are working.
In such an area B, the recruitment 12, which has accepted the business establishments in the area B as the posting company 10, may be distributed to the area A in addition to the area B.

Therefore, in area A, only the recruitment media 12 for the business establishments in area A are posted in the recruitment medium 14A for area A, or the recruitment media 12 for the business establishments in area B are also posted. It may be distributed.
In addition, in the recruitment medium 14 for area A, the recruitment medium 14B in which the recruitment 12 of the offices in the area A is posted and distributed in the area A, while the recruitment medium 14B in which the recruitment 12 of the offices in the area B is posted is A may also be distributed.
In addition, depending on the request of the publishing company 10, it may be distributed to a special area where it is easy to work at the publishing company 10.

In each area, the area to be distributed may be only the area 34 in which the person in charge of distribution waits, or may be the entire area. Further, it may be distributed to all households, which is close to the number of households, or may be distributed at a high distribution efficiency ratio, for example, about 60 to 90% of the number of households.

Referring to FIG. 3, posting refers to patrol the dwellings 36 in the area and distribute paper media such as the recruitment medium 14 to the posts 38 of the dwellings 36. The use of posting is expanding in sales promotion, attracting customers, recruiting, and notifying because it can reliably deliver information to local people and can select the area 34 to be distributed according to the purpose and budget.

FIG. 4 shows an example of the recruitment medium 14 in this embodiment. The recruitment page 30 is printed on the recruitment medium 14, and the recruitment 12 (recruitment information 60) and the recruitment identification information 24 for identifying the recruitment 12 from other recruitments 12 are printed on the paper medium. In the example shown in FIG. 4, the recruitment identification information 24 is a serial number consisting of one Roman character indicating the area 34, such as “T-003”, and a number. The applicant 22 and the introducer can contact each other by phone without mistake. It is desirable that the length can be easily set, for example, the number part can be set to 2 to 3 digits.
The configuration of the solicitation identification information 24 can be variously devised.

Further, in the recruitment medium 14 of the present embodiment, the telephone number of the receiving unit 16 of the contact center 26 is described as the contact address 28 for contact/application/consultation. Therefore, the applicant 22 interacts with the introducer of the contact center 26, not the publishing company 10, and adjusts the interview schedule 66.

In the example shown in FIG. 4, the applicant 22 looks at the recruiting medium 14, examines the desired business type, job type, region, and job offer content, counts the companies to be interviewed, and picks them up. Then, the toll-free number of the contact center 26 is called.
If this recruitment medium 14 is posted to the dwelling 36 of the target area 34 instead of being placed at a station or a convenience store, it will be possible for many human resources in the target area 34 to find that there are a variety of recruitment 12 within an easily accessible area. Information can be provided. This is a great advantage of the push type.

An example of the “push type” used in this embodiment will be disclosed with reference to FIGS. 5 and 6.
In the tradition of marketing, the distribution channel and the mass advertisement were compared, and the push type was the input of human sales and sales promotion expenses, and the pull type was the mass media advertisement.
The push type is a marketing method in which the supply side encourages the buyer.
The pull type is a marketing method in which a buyer voluntarily approaches the seller.
In the present embodiment, a mechanism in which the target person 32/applicant 22 voluntarily requests information regarding the information of the recruitment 12 is transmitted to the target person 32/applicant 22 who is not actively seeking the pull type. The mechanism is push type.

FIG. 5 shows an example of the target width 32 on the left side and the unachieved target person 32 on the right side for each mechanism. Although the width depends on the arrival rate, it varies according to the area 34, the time, the characteristics of each medium, and the like, and there is no statistical information based on a uniform standard, and the width is an estimated value.
For example, in posting and newspaper fold, the arrival rate is higher in principle in posting, but it is not possible to find definite statistical information as to which of the newspaper fold and the display advertisement has the higher arrival rate.

As shown in FIG. 5, as a push type, a method that has a high arrival rate to human resources in a specific area 34 is posting, and a paper medium (flyer, leaflet) is distributed to the dwelling 36 in the specific area 34. 32 is likely to get it in your hand.
The newspaper insert does not reach households who do not subscribe to the newspaper. Among the Internet advertisements, the display advertisement that displays the banner advertisement on the displayed Web page is push type because it can display the information to the target person 32 who is not looking for information, but the target person 32 who does not access the website Not reach.
The information does not reach the target person 32 who does not visit the posting place in the poster on the street or the traffic advertisement in the station/train.
The information cannot be delivered to the target person 32 whose contact information 28 is unknown by direct mail (DM) or FAX.
In the handing in which the paper medium is handed over on the street, it does not reach the target person 32 who does not meet the place on the street and the time of the handing.

The pull type is a mechanism in which the target person 32 can come into contact with information by voluntarily acting. For example, in the case of a paper medium, in a layout type installed in a rack such as in front of a station or a convenience store, the information of the recruitment 12 is transmitted to the target person 32 who does not visit the location, or the target person 32 who does not pick up the location. I can't.
Further, among the Internet advertisements, the search-linked advertisement has a mechanism of displaying an advertisement related to the searched keyword on the screen, and is not displayed to the target person 32 who does not search.
Similarly, although there are many recruitment sites, the information of the recruitment 12 cannot be delivered to the target person 32 who does not search and does not visit the recruitment site. No matter how various matching functions are prepared on the recruiting site, if the applicant 22 does not visit and does not register in the first place, the probability that the intention of the recruitment 12 will be achieved will not increase.

As shown in FIG. 6, each method has advantages and disadvantages. When compared to online advertising, posting, posters and traffic advertising reach an even greater age.
Paper-based advertisements cannot be searched by keywords of information, but much of the information is highly browseable, and both have been devised to find the information.
Internet advertising may be superior in terms of freshness of information, but it is not always clear from the users who search it when the information obtained from the Internet was updated, and it is not always new (good) information. .. In this respect, the freshness of information is stable in the case of a paper medium whose issue date is specified.

From the above, in the present embodiment, the method of delivering the recruitment medium 14 to the target person 32 is preferably a push type posting with a high arrival rate. Further, by clearly specifying the issue date in the recruitment medium 14, it is preferable to secure the freshness of the information and, as shown in FIG. 4, create a plurality of the recruitment 12 with good readability while keeping the freshness of the information.
However, posting requires a printing fee for a paper medium and a distribution fee for delivering the paper medium to the post 38 of each residence 36. Therefore, in the conventional example, the success reward type recruitment 12 cannot be realized.

In this respect, in the basic configuration of the present embodiment, by setting the contact 28 of the applicant 22 as the contact center 26, it is possible to record the outcome 40 such as application, interview setting, and interview execution, and the outcome 40 can be recorded. Therefore, it is possible to realize a success reward type in which a cost is incurred when there is a result 40 such as an interview execution. Thus, with the basic configuration of the present embodiment, it is possible to provide recruitment 12 information that widens the possibilities to local human resources, and provide cost and effect leveling to companies.

FIG. 7 shows a basic configuration example of a business model using this embodiment. In the basic business model, there is a relationship among the publisher 15 of the recruitment medium 14, the posting company 10, and the applicant 22 (target person 32).
First, the issuer periodically issues a recruitment medium 14 such as a job magazine (K01). It is advisable to set the issuance cycle twice a week, weekly, once every two weeks, once a month, etc. in relation to the local recruitment volume.
The posting company 10 provides the publisher 15 with posting information such as the content of the job offer (K02). The publisher 15 distributes the recruitment medium 14 to the distribution area 34 by posting to the local human resources (K03).

Local personnel look at the recruitment medium 14 and apply (K04). The applicant 22 interacts with the introducer of the contact center 26 of the publisher 15 to determine the recruitment 12 to be interviewed and the interview schedule 66.
When the interview schedule 66 is determined, the publisher 15 provides the posting company 10 with the information of the applicant 22 (K05).
When the interview schedule 66 arrives, the person in charge of the posting company 10 and the applicant 22 have an interview (K06).

After the interview schedule 66 has passed, the publisher 15 may call the applicant 22 to confirm the interview (K07). When the execution of the interview is confirmed, a success fee is issued from the issuer 15 to the posting company 10, and the invoice is issued individually or at the end of the month (K08).

In the example shown in FIG. 7, the solicitation medium 14 is one type, but even when there are a plurality of types, the contact from the applicant 22 may be accepted by the contact center 26 of the issuer 15. In this respect, when the issuer 15 is issued as a headquarters by the franchise development of the issue medium 14, the application for the offer medium 14 issued by the franchise destination (franchisee) is also accepted at the contact center 26 of the issuer 15 which is the franchise headquarters. You can
Conversely, the contact centers 26 may be divided by prefecture or the like.

-Effects of the basic configuration example of the first embodiment As described above, in the basic configuration example of the first embodiment, the job bridge system 100 according to the present embodiment uses the recruitment medium 14 as a printed matter on paper and is targeted for the recruitment 12. While adopting the push type that is distributed to the dwellings 36 in the area where 32 live, the receiving unit 16 of the contact center 26 collectively accepts applications such as job advertisements and attracting customers. The result 40 of the response 18 of the center 26 can be grasped as data.
Therefore, in the business model using the job bridge system 100 according to the first embodiment, it is cheap or free at the time of being posted on the recruitment medium 14 and is based on the amount of the outcome 40 such as the actual application, interview, or visit. Payment of fees can be realized.
In particular, even if recruiting and attracting customers by push-type posting, it is possible to achieve a reward 40 result type, and therefore, it is possible to provide information such as job offer information 60 to local personnel who are not actively seeking information, Companies can be offered equalization of cost and effectiveness of recruitment 12.

Furthermore, in the basic configuration of the first embodiment, the result 40 of the response 18 is recorded in the recording unit 20, so that the effect of posting the solicitation 12 on the solicitation medium 14 can be grasped numerically.
Therefore, the posting company 10 that uses the job bridge system 100 of the first embodiment can devise conditions and expressions that have a higher echo rate and are highly effective for the conditions and expressions of the recruitment 12.
In this respect, since the offer 12 can be posted at a low price or free of charge, the same offer 12 is posted in two different expressions, and a paper medium is used by grasping numerically which attracts more attention. Also for posting, it is possible to optimize the recruitment 12 by analyzing causal data.

Then, according to the first embodiment, the interview schedule 66 is adjusted at the contact center 26. Therefore, the posting company 10 merely informs the contact center 26 of the interview possible schedule 62, and the posting from the inquiry to the schedule adjustment. Recruitment 12 can be made while reducing the administrative burden on the company 10.
In addition, since the applicant 22 can contact the contact center 26 and consult with the contact company 26, not the posting company 10 itself in the recruitment 12, it is easy to talk about the applicant's 22 current situation and wishes, and the interview is relatively stressless. It is possible to make consultations and adjustments.

<Specific example of contact center 26>
Referring to FIG. 8, the contact center 26 includes a receiving unit 16 and a recording unit 20. In the example shown in FIG. 8, the receiving unit 16 is a business phone, and the recording unit 20 is a blank note paper without ruled lines. The business phone and notepad are used by the introducer who takes action 18 at the contact center 26.
Further, preferably, in the contact center 26, an introducer terminal 82 which is a general personal computer, a script 54 which prepares a standard scenario and dialogue contents at the time of response 18, and a recruitment medium 14 may be arranged.
The contact address 28 described in the solicitation medium 14 is a toll-free telephone number to the receiving unit 16 (business phone) shown in FIG.

In a preferable example of the first embodiment, the solicitation medium 14 may have area identification information 50 that identifies the area 34 as a contact 28 to the contact center 26.
The receiving unit 16 (business phone) includes an area display area 52 that displays the name of the received application area 34 by using the area identification information 50 when the application is received.

In the example shown in FIG. 8, the display unit of the business phone that has received power is set as the area display region 52, and “Area A” is displayed on this display unit. In addition, the caller name can be displayed for calls from registered phone numbers. Therefore, when receiving a call from an unregistered phone number, "New applicant" etc. will be displayed. Is also good.
When the receiving unit 16 displays the area name, the introducer can specify which recruitment medium 14 the application is applied to before the conversation with the applicant 22 is started, and the introducer can change the dialogue according to the script 54. You can get ready.

Regarding the area display, the following three modes can be adopted.
[1] The telephone number is changed for each telephone number area 34 (each recruitment medium 14), and the display name is set for each telephone number.
[2] The extension number is changed for each extension number type area 34, and the area name is set according to the extension number input from the applicant 22. In this case, instead of displaying it on the display section of the business phone, the area display area 52 is a button row indicating which extension is used, and by checking the blinking of the button, which area 34 corresponding to the extension number is displayed. Can be specified.
[3] Phonebook type By registering the area name, name, etc. of the applicant 22, the area 34 can be displayed as the display of the 22 applicants on the display section of the business phone. If the commercially available business phone has a function of displaying the company name and name, the area name of the applicant 22 may be registered as the company name.

When the receiving unit 16 is an online chat, the introducer terminal 82 is used as the receiving unit 16 and an input device such as a keyboard or a mouse (not shown) is used to chat (communicate with the applicant 22 displayed on the screen. According to the (text), response 18 is made and questions and options are presented until the interview schedule 66 for the recruitment 12 is confirmed.
Also in this online chat, as the contact 28 of the contact center 26, a different chat ID for each area 34 can be used, or a special code can be added to the URL to display the area name. Also in this case, the introducer can grasp the area 34 of the applicant 22 and start the response 18 smoothly before actually starting the chat.

The introducer terminal 82 has a CPU, a memory, an external storage device, a display, an input device, etc., and has a list of recruitment 12, an interview schedule 62 registered in advance in accordance with the recruitment 12, and a status such as reserved/vacant. Display a list of. Further, it is advisable to provide a function to notify the person in charge of the posting company 10 of the reserved interview schedule 66.
In the example shown in FIG. 8, the outcome 40 of the response 18 is recorded by hand on the paper which is the recording unit 20 by the introducer, but may be input to the introducer terminal 82.

The script 54 is an example of a scenario of an introducer's talk together with business procedures, and is a method used in a call center or the like. In this embodiment, the script 54 includes a procedure when there is an application from the applicant 22, an example of a talk, a checklist for final confirmation, and the like.
In the present embodiment, the checklist to be finally confirmed includes the identification of the recruitment 12, the posting company 10 that is recruiting the recruitment 12, the interview schedule 66, the interview location, the procedure for canceling the interview, and the like.
When the recording unit 20 is a recording sheet with entry fields as shown in FIGS. 9 and 10, the configuration of the entry fields becomes a checklist.

The recording paper, which is the recording unit 20 shown in FIG. 8, may be a blank paper without a format, such as a notebook or a copy paper. Paper is made white by making fibers such as plants entangled to create a flat surface and improving the coloring of the writing. It was invented in China before BC, and a paper mill was created in the Islamic society in the 8th century. Yes, the recording unit 20 is a component technology of the present invention even if it is white paper.
Further, the recording unit 20 may be a recording sheet in which entry fields are prepared as shown in FIGS. 9 and 10. FIG. 9 is the left side of the spread sheet, and FIG. 10 is the right side.
Assuming that the recording unit 20 is the applicant application reception sheet shown in FIG. 9, the introducer of the contact center 26 wears the headset of the receiving unit 16 and interacts with the applicant 22 while the items shown in FIG. Hear and write by hand. If the application is for the second time or later, it is preferable that only the name and address are handwritten, and other items are searched and displayed on the introducer terminal 82 to confirm whether or not there is a change. In the example shown in FIG. 9, the format is such that up to three interviews can be recorded with one phone call (details of setting a plurality of interviews with one application will be described in the second embodiment).
In FIG. 10, for each desired recruitment 14, the desired work, time, vacation, etc. are interviewed and recorded.
If there is a notification of refusal by the arrival of the interview schedule 66, it will be marked as “decline” in the result record column 42 of FIG. 9, and when the interview is carried out after the arrival of the interview schedule 66, the result will be It is good to circle "execution" as 40.
In the column of "I want to tell the company" of FIG. 10, it is good to hear and record the current work situation, the hospital visit of the person or family, the chronic illness, the license during the acquisition, the convenience to be considered, etc.
Further, another column may be provided in FIG. 10 to record the impression that the introducer has interacted with the applicant 22 and contact the person in charge of the posting company 10.

-Effects of Specific Example of Contact Center 26 As shown in FIG. 8, the contact center 26 collectively receives the applications for the respective recruitment 12 of the plurality of publishing companies 10, thereby achieving the outcome 40 of the response 18 to the application. Can be reliably recorded. Therefore, in the business model using the present invention, it is possible to employ the paper-type push-type recruitment 12 as a success fee and provide the posting company 10 with cost equalization.
In the example in which the area 34 of the applicant 22 is displayed in the area display area 52 of the receiving unit 16, the introducer determines which area 34 is the recruitment medium 14 before starting the dialogue with the applicant 22. It is possible to specify, and therefore, it is possible to smoothly start the dialogue with the applicant 22.

<Operation Example of Embodiment 1>
An operation example of the first embodiment will be described with reference to FIG. The reference numerals in [] of the step numbers are the corresponding steps in FIG.
Upon receiving a free posting application from the posting company 10, the offering 12 information provided by the posting company 10 is created for the offering medium 14, and the offerings 12 by the plurality of posting companies 10 are printed on paper in the offering medium 14. By (step S01 [B04, B10]).
As shown in FIGS. 1 and 4, the solicitation medium 14 is printed with the solicitation identification information 24 and a contact 28 to the contact center 26 as a communication destination of the application. Further, area identification information 50 for identifying the recruitment target area 34 may be included.

The recruitment medium 14 is distributed by posting to the dwelling 36 in the area where the target 32 of the recruitment 12 lives so that the target 12 of the recruitment 12 can be transmitted without searching for the recruitment 12. (Step S02 [B12]).

The resident (target person 32) of the residence 36 to which the solicitation medium 14 is distributed in the area picks up the solicitation medium 14 and browses it (step S03). The viewed target person 32 shows the recruitment medium 14 to a cohabitant, applies for the recruitment 12 listed and starts examining the possibility of working, or discards it as unnecessary information. ..

Some of the target people 32 are stimulated by the information in the recruitment medium 14 to consider job hunting and contact for application. The contact for this application is addressed to the contact address 28 printed on the recruitment medium 14 (step S04 [B13]). When a contact is made to the contact address 28, the contact center 26 such as the issuer of the solicitation medium 14 is contacted instead of the posting company 10 (the company that is recruiting the company or the company that is attracting customers).

In a preferred example, the contact from the applicant 22 is from the fixed or mobile telephone of the applicant 22 to the business phone, which is the receiving unit 16 of the contact center 26. In the contact center 26, a plurality of business phones emit ringing tones. When receiving a call, the area name of the applicant 22 may be displayed in the area display area 52 of the receiving unit 16.

Correspondence 18 possible introducer uses his or her own business phone to receive electricity and starts a dialogue with applicant 22. If the applicant 22 specifies the desired area 34/recruitment 12, and if the number of interviews in the recruitment 12 has not reached the upper limit, the applicant 22 can be given a free schedule out of the interviewable schedule 62 of the recruitment 12. It is transmitted (step S06 [B13]).

The applicant 22 selects an interviewable schedule 62 desired to attend and reports it to the introducer (step S07). The introducer sets the interview schedule 62 at which the applicant 22 can attend to the interview schedule 66 and records it on the memo paper which is the recording unit 20. Further, the interview schedule 66 may be recorded directly on the introducer terminal 82.
The introducer makes final confirmation of the recruitment 12, the interview schedule 66, the interview location, etc. according to the script 54, and ends the telephone call from the applicant 22.
Then, using the introducer terminal 82, the person in charge of the posting company 10 is notified of the 22 applicants and the interview schedule 66 by e-mail (step S09 [B14]). Even if the introducer conveys the feeling of the telephone call with the applicant 22 to the person in charge of the publishing company 10 in a sentence, the introducer may deepen the role of the bridge that serves as a bridge between the applicant 22 and the company. good.

As shown in FIG. 11, the series of operations from step S04 to step S09 is the response 18 by the introducer.
The result 40 of the distribution of the solicitation medium 14 is to convey the information of the solicitation 12 to the target person 32 and have them apply.
The outcome 40 of the response 18 by the introducer of the contact center 26 is the outcome 40 of the response 18 from the acceptance of the application to the reservation of the interview schedule 66.
Based on the results 40 of both parties, the fact that the interview was booked and the interview was conducted is the result 40 for the publishing company 10.

At the date and time of the interview schedule 66, the applicant 22 interviews the person in charge of the posting company 10 (step S10 [B15]), and the posting company 10 makes a judgment such as a secondary interview, hiring, and withdrawal.

In the example shown in FIG. 11, since the interview is executed as the outcome 40 of the response 18, the introducer of the contact center 26 records the outcome 40 after the interview schedule 66 (step S11).
The record of the result 40 may be a handwritten memo written on a memo sheet by the introducer, or may be written by hand on a record sheet such as FIG. 9 in a format clearly indicating the result record column 42. The data may be registered in the person terminal 82. The recording medium is the recording unit 20 in the present embodiment, and the area of the recording unit 20 in which the result 40 is recorded is the result recording column 42.

When recording the outcome 40, it may be possible to make an inquiry by telephone to the posting company 10 or the applicant 22 whether or not the interview was conducted [B17], or if the interview was canceled, the application Unless there is a contact from the company, the contact may be waited for a certain period and then the success fee may be charged.
The issuing company of the solicitation medium 14 bills the posting company 10 for a success fee according to the number of the outcomes 40 of the response 18 on a predetermined closing date [B18].

As shown in FIG. 11, after posting the information about the recruitment 12 to the publisher, the posting company 10 only needs to set an interview possible schedule 62 in advance, and can take time for the response 18 for the interview or the interview. It is possible to only have an interview with the applicant 22 without having to do so.
Further, since the contact center 26 collectively handles a plurality of recruitments 12, it is possible to realize an interview efficiently and efficiently, as compared with individually responding to the applicants 22 at individual companies.

Next, with reference to FIG. 12, a detailed example of a business model adopting the operation example according to the present embodiment of FIG. 11 will be described.
In FIG. 12, the issuer 15 includes an issuer department 200 that controls the whole, a production department 202 that produces the recruitment medium 14, a printing department 204 that prints the recruitment medium 14, and a distribution department 206 that distributes the recruitment medium 14. ing.
The publisher does not need to have these departments as a company organization, and production, printing, and distribution can be ordered from other companies. When this business model is provided to other companies by franchise, only the contact center 26 may be the organization of the issuer 15 and the other companies may be operated/arranged by the franchise destination company.

When accepting an application for publication from a company that has a business office in the area (B01), after consulting with the sales representative of the issuing department 200, etc., the application will be accepted, and the information and image data of the recruitment 12 will be accepted. Receive materials for production (B02).
The issuing department 200 requests the production department 202 for production together with the materials provided by the posting company 10 (B03). In the production section, the first draft is produced and the data of the offering 12 to be placed in the offering medium 14 is provided to the issuing section 200 in order to be checked by each publishing company 10. The issuing department 200 internally checks and then issues a check request to each publishing company 10 (B05). The contents are confirmed by the publishing company 10 and the issuing department, and the school is completed by the publishing company 10 before the deadline (B06).
The content adjustment with the publishing company 10 performed by the issuing department 200 may be performed by the production department 202 directly with the publishing company 10.

The issuing department 200 completes the recruitment page 30 and transmits it to the production department 202 (B07). At this time, the issuing department 200 may inform the contact center 26 of the schedule 62 for interviewing after the recruitment 12.
In the production section, after the completion of the school, the final draft is submitted as data to the printing section (B08). The printing department prints the recruitment medium 14 and delivers the recruitment medium 14 to the distribution department corresponding to the area 34 (B10).
The issuing department 200 instructs the distribution target area 34 and the distribution period to the distribution department (B11), and the distribution department distributes the recruitment medium 14 to the post 38 of the target distribution area 34 (B12).

The applicant 22 who has examined the application by looking at the recruitment medium 14 contacts the contact address 28 printed on the recruitment medium 14 (B13). Then, it is connected to the receiving unit 16 of the contact center 26. When the introducer of the contact center 26 and the applicant 22 who made the call respond to each other as shown in FIG. 11 and the interview schedule 66 is determined, the contact center 26 posts the report email of the interview schedule 66 to the company 10 in charge. (B14).

When the interview schedule 66 arrives, the person in charge of the posting company 10 and the applicant 22 have an interview (B15). After the interview, the contact center 26 calls the applicant 22 for an interview and follow up (B16).
The result 40 is recorded by confirming the execution of the interview, and the issuing department requests the publishing company 10 a success fee according to the number of the results 40 (B17). There is no charge to the posting company 10 who could not perform the interview because the application 12 was posted on the application medium 14 but there was no application.
The issuing department 200 confirms payment of the billed amount (B18).

In FIG. 11 and FIG. 12, the case of the job offer information 60 is disclosed as an example. However, the job offer or the customer draw is an artificial agreement, and the technique according to the present embodiment can be applied to both. Although the present invention uses the name “job bridge” for ease of understanding, it can perform a bridge function (bridge function) related to attracting customers other than jobs.

-Effects of the first embodiment As described above, according to the first embodiment, since the recruitment medium 14 is distributed by posting, the information of the recruitment 12 is also delivered to a person who is a push type and does not actively collect the information of the recruitment 12. Moreover, since the reception of the application is carried out at the receiving unit 16 of the contact center 26 at once, the number of the results 40 by printing and distributing the solicitation medium 14 and the response 18 at the contact center 26 can be counted. Therefore, it is possible to adopt a fee system with a success reward according to the number of the outcomes 40.
As a result, in the first embodiment, as compared with the information posting on the Web server, etc., the push-type announcement is made by distributing the paper medium, which requires a cost. It is possible to realize a success-reward type, in which a fee is sometimes paid.
By adopting the success-reward type, the number of companies that can post the job offer information 60 and the like on the recruitment medium 14 is increased, and therefore, information more suitable for local human resources can be provided.
Therefore, according to the job bridge system 100 according to the present embodiment, it is possible to realize a fee system of a success reward type even though it is a paper medium distribution, and therefore, a wide range of information of the recruitment 12 that broadens the possibility is provided to local personnel. For local companies, 12 offers can be posted and the cost of the effect can be leveled.
As a result, the job bridge system 100 according to the present embodiment can provide a bridge between the local personnel and the company that is recruiting 12.

<Multiple interview settings>
The second embodiment discloses a technique for the contact center 26 to introduce the recruitment 12 to the applicant 22, such as setting a plurality of interviews at once for one application.

As illustrated in FIG. 13, the job bridge system 102 according to the second embodiment includes the recruitment medium 14C, the receiving unit 16, and the recording unit 20 as in the first embodiment.
The job bridge system 102 of the second embodiment preferably includes an introducer terminal 82, a controller 84, and a database 80.

The recruitment medium 14 has recruitment information 60 (60A, 60B, 60C) of the posting company 10 as the recruitment 12. The job offer information 60 includes recruitment identification information 24 (24G, 24H, 24I) for identifying the job offer information 60, respectively.

The recording unit 20 includes an interview possible schedule column 64 and an interview schedule column 68.
In the interview available schedule column 64, one or more interview available schedules transmitted in advance for the recruitment 12 from the posting company 10 are recorded as the interview available schedule 62.
The interview schedule column 68 records the interview schedule 66 when the interview schedule 66 of the applicant 22 is determined for the recruitment 12 having the interview schedule 62 in which the applicant 22 can attend.

The receiving unit 16 can be a business phone or a terminal for online chat, as in the first embodiment. The introducer terminal 82 is used by the introducer to display information regarding the recruitment 12 and the interview to the introducer, and to transmit the decided interview schedule 66 to the person in charge of the posting company 10.

In the example shown in FIG. 13, the receiving unit 16 and the introducer terminal 82 are connected to the controller 84 and the database 80. The controller 84 stores information about incoming, outgoing, and operation of the receiving unit 16 in the database 80, and displays the data stored in the database 80 on the display of the introducer terminal 82.

In a preferred example, the introducer who calls the applicant 22 may hand-write the interview possible schedule 62 and the interview schedule 66 on the recording sheet (job application sheet) shown in FIG. After that, it is good to share it with all introducers of the contact center 26, for example, by transcribing it on the shared paper or data on groupware.
In the example shown in FIG. 9, the interview schedule 66 from A to C is manually recorded for each applicant. After that, the interview schedule 66 or the like may be posted for each company 10 on the groupware or online spreadsheet. At the time of this posting, the number of achievements 40 is managed for each posting company 10. Further, if there is an upper limit for the number of interviews set by the posting company 10, if the upper limit is reached at the time of this posting, it will be managed to end the reception.
In the example of managing the interviewable schedule 62 on paper, according to the correspondence 18, when the interviewable schedule 62 becomes the interview schedule 66, it is rewritten by handwriting and updated to the latest information.

As the recording unit 20, instead of handwritten memo paper, it is possible to adopt groupware entirely. In the example of using the groupware, a schedule (calendar) that can be commonly accessed from the introducer terminal 82 is accessed by all the introducers of the available interview schedule 62 and the interview schedule 66 associated with the recruitment 12 (employment information 60). It is possible to manage it.
In addition, a spreadsheet program (spreadsheet) that can be used online instead of groupware is provided with an interview possible schedule column 64 and an interview schedule column 68, and according to access from the introducer terminal 82, the interview possible schedule 62. Alternatively, the interview schedule 66 may be managed.

In the second embodiment, the introducer can set up two or more interviews by encouraging the applicant 22 and one-time dialogue with the applicant 22 according to the wishes of the applicant 22.
In the example shown in FIG. 13, the applicant 22A is interested in the job offer information C001 and contacts the receiving unit 16 of the contact center 26. Through the dialogue with the applicant 22A, the introducer understands that he/she is interested not only in the job offer information C001 but also in the job offer information C002.
The introducer confirms the information in the interview possible schedule column 64 of the recording section 20 and finds out the interview schedule 66 at which the applicant 22A can attend, and at 11:00 on January 29th when the applicant 22A makes a request. Recruitment C001, an interview for recruitment recruitment C002 was set up at 16:00 on January 31, and recorded in the interview schedule column 68.
Similarly, Applicant 22B was able to set up an appointment for an interview for both recruitment C001 and C002 on the same day by calling once.

The introducer transmits the attribute information of the applicant 22A and the interview schedule 66 to the person in charge of the posting company 10 of the recruitment C001 by e-mail or the like. Similarly, the introducer transmits the attribute information of the applicant 22A and the interview schedule 66 to the person in charge of the posting company 10 in the recruitment C002 by e-mail or the like.
When the recording unit 20 is groupware, the interview schedule 66 may be shared with the person in charge of the publishing company 10 by the function of groupware.

As described above, in the example shown in FIG. 13, since it is possible to set up interviews for two or more recruitment companies 12 with one application phone, it is possible to adjust the interview date directly with individual companies. As a result, the applicant 22 is much more convenient, and the posting company 10 who is recruiting 12 is more likely to meet various local human resources. In addition, after being hired by another company, there is a possibility that the employee may wish to find a job even if he/she does not meet at the workplace. Therefore, having many interviews is a long-term advantage for the publishing company 10.

In the second embodiment, the interview available schedule 64 and the interview schedule 66 may include an interview availability status 72 and an interview execution status 74, respectively.
The interview availability status 72 manages an interview availability (empty) and two reserved appointments for the interview availability schedule 62. Data that has a date and time in the interviewable schedule 62 and the status is reserved can also be treated as the interview schedule 66.

The interview execution status 74 manages an interview schedule 66 such as waiting for schedule, completed, canceled, and waiting for confirmation. “Schedule waiting” is the status after setting the interview schedule 66 and before actually executing the interview. The executed status is a status in which the interview is normally executed, and the canceled status is a status in which the interview schedule 66 is set but is canceled thereafter.
Waiting for confirmation from applicant 22 when establishing a system to obtain status from applicant 22 as well as contact from posting company 10 for interview execution or cancellation It is recommended to use the "waiting for confirmation" status that indicates.
The number of interview schedules 66 for which the interview execution status 74 has been executed may be the outcome 40 of the correspondence 18.

Further, in the second embodiment, the interview availability status 72 indicating the availability of the interview may be used for each recruitment 12. The interview availability status 72 indicates that the interview is possible when the recruitment 12 has an interviewable schedule 62 or when the maximum number of interviews has not been reached, and indicates that the interview is not possible when the recruitment is completed. Interviews will not be accepted even when the company 10 receives a notification from the posting company 10 that the number of recruitment has reached a certain number.

There are the following three correspondences between the interviewable schedule 62 and the data structure of the recruitment 12.
[1] The units of the recruitment 12 and the interviewable schedule 62 are in a one-to-one correspondence (FIG. 14(A)).
[2] The unit of the recruitment 12 and the interviewable schedule 62 correspond to n:1 (the first half of FIG. 14B).
[3] The unit of the recruitment 12 and the interviewable schedule 62 corresponds to 1 to n (second half of FIG. 14B).

In FIG. 14A, the interview available schedule 62 is managed using the recruitment 12 (job offer information 60) as a key. As the job offer information 60, the job offer information C010 has a schedule 62 for interviewing twice on January 29 and once on February 5 and two of them are reserved, and on January 29 (1) An interview was conducted and canceled on January 29 (2).
The job posting information C011 is not available because the upper limit of the number of interviews, the interview schedule 62 is completely filled, or the posting company 10 notifies the recruitment suspension. For this reason, when the applicant 22 applies to C011, the introducer informs that the recruitment is completed and guides the other recruiters 12.
The job offer recruitment C012 has three schedules 62 for which interviews are possible, two reservations are made, and the schedule is waiting.

In the example shown in FIG. 14(A), when the posting company 10 makes a plurality of recruitment 12, it is necessary to assign the interviewable schedule 62 to each recruitment 12, and thus the assignment of the interviewable schedule 62 is inefficient. Could be.

In the example illustrated in FIG. 14B, the recording unit 20 includes the interview possible schedule 62 and the interview unit information 70 that associates the recruitment 12 that can be associated 18 in the interview possible schedule 62.
In the example including the interview unit information 70, as shown in FIG. 14(B), one or more recruitment 12, an interview possible schedule 62, and an interview availability for each interview possible schedule 62 for each interview unit information 70. And a status 72.

For example, the job postings C021 and C022 are interviewed by the same posting company 10 and the same person in charge for any application. In this case, ITV001 of the interview unit information 70 common to the job recruitment information C021 and C022 is set, and the interview possible schedule 62 is associated with each of the interview units ITV001.
In the example shown in FIG. 14B, the interview schedule 66 of the applicant 22G regarding the job offer information C021 is on February 5 (1).

The interview unit ITV002 is associated with three job postings C023, C024, and C025, and has three schedules on February 6. The first time on February 6th, the applicant 22H's reservation contains the reservation C024, and the third time, the applicant 22I makes the reservation C023 reservation.
In this way, when the same posting company 10 makes a plurality of recruitment 12 and the interviewer can handle 18 of either recruitment 12, the interviewing unit is set and the interviewable schedule 62 is set for each interviewing unit. Managing schedules enables efficient schedule management.

Further, in the job recruitment recruitment C026, there are recruitment 12 for two job types, and the person in charge to interview for each job type is different. Therefore, two interview units ITV003,004 are set for one job recruitment C026. At the first time on February 7, the job category 1 is already reserved, but the job category 2 is empty and can be reserved.

In the example shown in FIG. 14, only one applicant 22 can make a reservation for one interview possible schedule 62. However, in the case where the posting company 10 has a plurality of persons in charge who can be interviewed on the same schedule, or a joint appointment is possible. In the case where a plurality of applicants 22 can be interviewed at the same time as the interview, a plurality of applicants 22 can be reserved in one interview possible schedule 62. In this case, the number of applicants is managed for each interview schedule 66 possible schedule.

In addition, when the interview execution is regarded as the success reward, the upper limit number of times of the interview execution may be set in relation to the cost assigned to the job offer. When setting the upper limit number of times, the upper limit number of interviews may be obtained from the interview schedule 62 and the number of applicants 22 accepted in each interview schedule 62, or the number of achievements 40 may be used.
When managing the maximum number of times in the interview schedule 62, the upper limit will not be reached if there is cancellation of the interview, while when managing the upper limit number by the number of achievements 40, the interview will already be set when the upper limit is reached. There is a possibility.

FIG. 15 shows an example of the script 54 after setting the interview schedule 66. In the second embodiment, since the same applicant 22 may have two or more interview schedules 66, it is advisable to contact the applicant 22 for follow-up after the interview schedule 66 as shown in FIG.

The introducer of the contact center 26 contacts the applicant 22 whose interview schedule 66 has passed by telephone, online chat, electronic mail, or the like.
The introducer first confirms with the applicant 22 whether or not an interview has been performed (step S20). If the interview has not been carried out, the reason such as the applicant's circumstances, the posted company's circumstances, the traffic's circumstances, etc. is heard, and the applicant 22 and the posted company 10 are individually treated 18 (step S21).

If the interview has been completed, the introducer records the results 40 of the recruitment 12 and the posting company 10 and arranges the claim processing for the success fee individually or in total (step S22).
Check with the applicant whether the working conditions, etc. presented by the posting company 10 in the interview differed from the contents described in the recruitment medium 14, and if there were any changes, confirm the contents with the posting company 10. In addition, it is advisable to make an arrangement to notify the applicant again in writing of the changed working conditions.
The presence or absence of another set interview schedule 66 is confirmed by the verbal of the applicant 22 and the record of the recording unit 20 of the contact center 26 (step S23). If there is another set interview, the set interview is set. Regarding whether or not the desire to attend the interview continues, it is confirmed (step S24).
If a job offer has been made in the interviewed recruitment 12 and the applicant 22 is willing to get a job as well, there is no desire to attend another interview (step S26). The interview schedule 66 is canceled and the interview availability status 72 of the interview available schedule 62 is changed to interview available (empty) (step S27).

Even if you do not have a job offer, if you feel good in the interview and want to refrain from interviewing other listed companies 10, or if you have been interviewed by a listed company 10 and have a second interview, the schedule has been set. Even when the interview request does not continue due to various reasons such as when it overlaps with the interview schedule 66 with the other listed company 10, the cancellation of the interview is similarly registered.
When the interview is canceled, the introducer notifies the canceled posting company 10 of the cancellation by e-mail or telephone.

If you wish to have an interview with another company, job category, or recruitment 12 while canceling the preset interview (step S28), set a new interview or promise to contact you when the next recruitment medium 14 is issued. Then, the call by the script 54 is ended.

If the interview request continues in step S24, the schedule and place of the next interview are confirmed (step S25), and the call ends.
If there is no other set interview in step S23, it is confirmed whether another interview is desired (step S28), and the interview medium is set by searching for another interview destination in the offering medium 14 being issued. Or, it is advisable to make a promise to contact when the next recruitment medium 14 is issued.

If it is promised to contact at the time of issuing the next recruitment medium 14 in step S29, the recruitment medium 14 may be mailed to the home of the applicant 22 prior to distribution by posting.

-Effect of setting a plurality of interviews As described above, in the second embodiment, in the example of setting a plurality of interviews, the applicant 22 sets an interview with a plurality of recruitment 12 by one application notification. can do. As a result, interviews can be conducted efficiently and local human resources can be led to work faster.
The listed company 10 only needs to transmit the interview schedule 62 to the contact center 26, and an interview with the target person 32, who is not employed by other companies but who can be an excellent person at the company, is set. By maximizing the use of schedules, you can gain more opportunities to engage in recruitment dialogue with local human resources.
As described above, the job bridge system 102 according to the present embodiment collectively receives the applications for the plurality of recruitment 12 posted on the recruitment medium 14 at the receiving unit 16 of the contact center 26, and the interview possible schedule 62 and the interview schedule. By managing the status of 66 and setting the number of interview schedules 66 according to the wishes of the applicants 22, the job seekers are provided with the job offer information 60 that expands individual possibilities, and the posting companies 10 are provided with the cost and effect. Leveling can be provided.

<Attribute list 76>
In order to support the introduction of a plurality of recruitments 12 by the introducer, in the second embodiment, a technique called attribute-based list 76 can be used.
That is, the recording unit 20 includes, for each recruitment medium 14, an attribute-based list 76 that lists in advance a list of recruitments 12 that can be introduced for each attribute of the applicant 22. The attribute-based list 76 includes an interviewable schedule column 64 of the posting company 10 corresponding to the recruitment 12 by attribute.

The job classification 60 includes job categories, areas (commuting hours), working hours, salary ranges, inexperienced employees, working days per week, and the like.・Welfare, office work, and commuting time include the area name and the range of time required from the station.

FIG. 16A shows an example of the attribute-based list 76 in which the attribute category is job type and the attribute is food and drink. With this attribute-based list 76, the introducer can quickly understand the recruitment 12 that the applicant 22 can actually interview, and can quickly apply to the applicant 22 who wants to get a job of eating and drinking. Can be transmitted.

FIG. 16B shows an example of an attribute-based list 76 in which the attribute category is the region and the attribute is the XX area XX area 34. For applicants 22 who are looking for a job in their home or near a nursery school or kindergarten due to picking up children, etc. Yes, and it is possible to introduce one after another, whether it is possible to have an interview.

The attribute-based list 76 shown in FIG. 16 has a list of all the recruitment 12 in terms of attributes for each interviewable schedule 62, has attributes to be listed, and extracts the interviewable recruitment 12 of the interview availability status 72. , Can be generated by arranging the interviewable dates 62 in order of oldness.
The attribute-based list 76 can be generated by spreadsheet software or a general function of the relational database 80.

FIG. 17 shows an example of the script 54 using the attribute-based list 76.
When an application or consultation is received from the applicant 22 holding the recruitment medium 14 (step S30), the introducer uses the communication by the receiving unit 16 to hear the attributes of the applicant 22's wishes and conditions ( Step S31).
Then, the introducer specifies the optimum attribute category or attribute for the applicant 22 (step S32). For example, if the applicant 22 wants to make use of the experience of working in a cafe or is interested in the food and drink recruiting 12, the introducer lists the job types shown in FIG. 76 is selected (step S32).
While referring to the attribute-based list 76 shown in FIG. 16(A), the introducer confirms the schedule by which the applicant 22 can attend the interview (step S33), and makes the recruitment 12 (recruitment) available for the interview the applicant 22. introduce.

The applicant 22 considers the desired attendance for the interview while reading the recruitment medium 14 distributed to his/her home by posting for some of the recruitment 12 that can be interviewed, and informs the introducer (step S34).
When the introducer accepts the interview attendance request from the applicant 22 (step S35), the introducer sets the interview schedule 66 as many as the attendance wishes and records it in the recording unit 20 (step S36).

If you want to work early and want to handle the number of interviews, return to step S33 or step S31 with the upper limit of about 3 to 5 places, and repeat the setting of the interview schedule 66 ( Step S37).

In the example shown in FIGS. 16 and 17, as a result, the recruitment 12 of the posting company 10 who deposits a large number of interview possible dates 62 in the contact center 26 is introduced with a higher probability, and an opportunity for the interview can be obtained. .. For this reason, it is advantageous for the publishing company 10 that desires to seek more jobs by preparing a large number of interviewable dates 62 in advance and transmitting them to the contact center 26.
It is possible to provide the applicant 22 with an interview as soon as possible by providing a structure in which a large number of interview schedules 62 are prepared to increase the possibility of obtaining an interview.

As described above, according to the job bridge system 102 according to the second embodiment, the introducer proposes the recruitment 12 according to the attribute-based list 76, even if the applicant 22 has not clearly determined his/her desire. With, you can select options for employment, solidify your intentions, and set up an interview early. This can provide job seekers with various possibilities.
In addition, for the applicants 22 who have the desire to decide after interviewing at a plurality of places, using the attribute-based list 76, a plurality of applicants 12 who have the same type of attributes and actually have an interview schedule 66 are available. The recruitment 12 can be introduced at one time, and a plurality of interviews can be set up early by one communication. For this reason, the applicant 22 and the posting company 10 can promptly hire the applicant 22 who selects the recruitment 12 of the company while having the interviews with a plurality of companies firmly performed.
Since the listed company 10 increases the chances of interviewing with local personnel, it can increase the chances of appealing for recruitment.
As described above, the job bridge system 102 according to the second embodiment includes the recruitment medium 14 distributed to the area by posting, the receiving unit 16 that collectively accepts applications, management of the interviewable schedule 62 in the recording unit 20, and recruitment. It is possible to provide a bridge between the local human resources and the listed companies 10 by organically combining elemental technologies such as introducing 12 to the applicant 22.

<Hardware resources>
In the first and second embodiments, the receiving unit 16 is a business phone, and the introducer mainly discloses hearing requests of the applicant 22.
In the job bridge systems 100 and 101 of the present embodiment, in order to assist local personnel to get a job in the publishing company 10, the contact with the applicant 22 is leaned to the applicant 22 instead of artificial intelligence or automatic voice. It is desirable to have an accompanying human introducer.
However, in order to quickly and accurately respond to a large number of applications, it is desirable to automate certain operations and provide data and information processing that can assist the person in charge by information processing.
In particular, in order to set up two or more interviews with one application, manage the status of the interview schedule 62, and make a quick introduction from the attribute list 76 It would be nice to be able to provide processing assistance.

FIG. 18 shows a configuration example of the hardware resources used in this embodiment. Although it is not necessary to use all the hardware resources shown in FIG. 18 in the first and second embodiments, it is preferable to use the hardware resources shown in FIG. 18 when automation is intended.

The job bridge system 102 according to the third embodiment includes a computer program for supporting the work of the introducer, and by executing this program on the computer 98, various functions of the introducer terminal 82 are realized.
This computer program (job bridge program 104) accepts an interviewable schedule (interviewable date) from the posting company 10, updates the status of the interviewable schedule 62 each time the interview is set, and updates the status of the contact center 26. Make it possible for multiple introducers to share the latest information on the interview schedule 62.

In the example shown in FIG. 18, the job bridge system 102 includes a computer 98 connected to the terminal of the applicant 22 via a network 97, and a business phone 17. The computer 98 is connected to the database 80 and manages storage and retrieval of data in the database 80.
The computer 98 may be connected to the Web server 96 and the database 80B on the cloud via the network 97.
When the business phone is connected to the fixed telephone line, the business phone 17 is connected to the telephone line network instead of the internet line connected to the computer 98.

The combination of the computer 98 and the databases (DB) 80A and 80B functions as the introducer terminal 82 shown in FIG. 8 of the first embodiment and the controller 84 and the DB 80 shown in FIG. 13 of the second embodiment.
Note that in the basic configuration example of the first embodiment shown in FIG. 1, the computer 98 is not necessary as a hardware resource, and it suffices if there is paper that plays the role of the recording unit 20.

The database 80 manages the recruitment medium 14 that publishes the recruitment 12 by a plurality of publishing companies 10 by printing on paper and the data regarding the recruitment 12. Specifically, the database 80 includes a table, and the table is The contact information 28 of the publishing company 10, the attribute-based list 76 (FIG. 16) in which a list of the recruitment 12 that can be introduced for each attribute of the applicant 22 is listed in advance, and the possible interview schedule transmitted from the publishing company 10 in advance. 62 date and time and interview availability status 72 (FIG. 14), date and time of interview schedule 66 adjusted between applicant 22 and introducer and interview execution status 74 (FIG. 14), recruitment medium 14 and correspondence for each recruitment 12 18 outcomes 40 (FIGS. 1 and 14) are managed.

The contact information 28 of the posting company 10 is an e-mail address for the introducer to contact the person in charge of the posting company 10 with the information of the applicant 22 and the interview schedule 66 when the interview schedule 66 is decided. Addresses, phone numbers, etc. When the database 80 is the relational database 80, it is advisable to manage the contacts 28 in a table for each person in charge with the posting company 10 and the person in charge as keys.

The attribute-based list 76 is managed by the recruitment medium 14 and a table having the attribute as a key.
As shown in FIG. 14, the interview available schedule 62 and the interview schedule 66 may be an example in which the recruitment 12 for each recruitment medium 14 is used as a key, and an interview available unit is used as a key.
The interview availability status 72 indicates whether the interview available schedule 62 has been reserved or is empty, and it may be managed on a one-to-one basis with the interview available schedule 62. When a plurality of applicants 22 can be interviewed in one interview possible schedule 62, the reservation is made when the upper limit of the number of applicants is reached.

The interview execution status 74 is managed for each interview with the applicant 22 and indicates whether the interview is waiting for a schedule, executed, or canceled. When the execution of the interview is the outcome 40 of the correspondence 18, the number of executed statuses is the number of outcomes 40. When setting the interview that has not been canceled as the outcome 40, the total number of schedule waiting statuses and executed statuses is the number of outcomes 40.
The outcome 40 of the response 18 may be managed by a separate table by collecting the interview execution statuses 74 and the like for each posting company 10 on a monthly basis.

In the example illustrated in FIG. 18, the receiving unit 16 that receives an application corresponding to the recruitment 12 includes a business phone 17 (17A, 17B,..., 17X). Further, the computer 98 functions as an introducer terminal 82 operated by an introducer using the business phone 17 and a controller 84 controlling the introducer terminal 82 and the database 80 by executing the job bridge program 104A.

The business phone 17 is arranged in a contact center 26 that receives applications from a plurality of applicants 22 collectively. The computer 98 and the database 80 may be arranged in the office space of the contact center 26, or may be arranged in another server room or the like. The contact center 26 is provided with the display of the introducer terminal 82 shown in FIG.
The database 80 may be connected to the local area 34 network to which the computer 98 is connected, or the database 80 on the cloud may be used via the Internet. Further, not only the database 80 but also a chatbot API service or the like can be used.

The Web server 96 provides the introducer with the function of groupware, for example. This groupware can store the information about the interviewable schedule 62 shown in FIGS. 13 and 14 and the attribute-based list 76 shown in FIG. 16 and can be used for searching and sharing among a plurality of introducers. ..

FIG. 19 shows an example of information processing by the computer 98 (controller 84) for supporting the work of the introducer. This information processing is realized by executing the job bridge program 104. To a large extent, display processing S40, registration processing S41, notification processing S42, and recording processing S43 are performed as information processing by the controller 84. The introducer performs the task 18 in response to the assistance of this information processing.
The job bridge program 104 may be stored in the auxiliary storage device of the computer 98, or may be stored in the cloud database 80B and read as needed.

In the present embodiment, the recruitment medium 14 posts to the house 36 in the area where the target person 32 of the recruitment 12 lives so that the information of the target recruitment 12 is transmitted to the target person 32 who is not looking for the recruitment 12. Distributed by.
The recruitment page 30 of the recruitment medium 14 is printed with recruitment identification information 24 that identifies the posting company 10 and the recruitment 12, and a contact 28 to the contact center 26 as a communication destination of the application.

Referring to FIGS. 13 and 19, the applicant 22 looks at the recruitment 12 (recruitment information 60) of the recruitment medium 14 and, when applying, contacts the contact address 28 printed on the recruitment medium 14.
Then, this call is received by the receiver 16 (business phone 17) of the contact center 26, and the introducer receives the application (step S50).
The introducer hears the current state and wishes of the applicant 22 by calling the applicant 22, and inputs the attribute information of the applicant 22 to the introducer terminal 82 (step S51). Then, the controller 84 displays the attribute-based list 76 of the recruitment 12 according to the input attributes of the applicant 22 (step S52). The controller 84 further displays the interviewable schedule 62 of each recruitment 12 in the attribute-based list 76 on the introducer terminal 82 (step S53).
The steps S50 to S53 are the display process S40.

Then, as a response 18, the introducer performs a task according to the script 54 shown in FIG. 17, and identifies one or more interviews that the applicant 22 desires to attend. The introducer further registers the interview schedule 66 in the recording unit 20 of the database 80 (step S54).
This step S54 is a registration process S41, and specifically, the introducer first compares the desired schedule of the applicant 22 with the previously available interview schedule 62 of each recruitment 12. Then, the introducer registers one or more interview schedules 66 identified by the response 18 to the application in the database 80.

When the interview schedule 66 is registered, the controller 84 updates the status of the interviewable schedule 62 of the recruitment 12 to "scheduled" (step S55). Further, the interview schedule 66 is notified to the contact information 28 of the person in charge of each publishing company 10 (step S56). In the notification of the interview schedule 66, the controller 84 may specify the contact 28 of the person in charge of the posting company 10 from the recruitment identification information 24 that identifies the recruitment 12, and automatically transmit the interview schedule 66. It is also possible to add the impression of the introducer having a dialogue with the applicant 22 and send it by e-mail.
Further, when using the groupware, the interview schedule 66 registered in the groupware may be viewed by the person in charge of the posting company 10.
The steps S55 to S56 are the notification process S42.

When the interview schedule 66 is set, the applicant 22 and the posting company 10 are interviewed on the schedule. If the introducer does not contact the applicant 22 or the like, or if the posting company 10 does not notify that the cancellation has been made, the introducer uses the introducer terminal 82 to obtain results related to the setting of the interview schedule 66. 40 is input (step S57). When the outcome 40 is input, the controller 84 records the outcome 40 of the recruitment medium 14 of the recruitment 12 and the correspondence 18 regarding the interview schedule 66 (step S58).
With this record, it is possible to adopt a reward system according to the outcome 40 such as the interview execution, not at the time of publication in the recruitment medium 14.
Steps S58 to S59 are the recording process S43.

The job bridge program 104 has a program code for causing the controller 84 to perform the display process S40, the registration process S41, the notification process S42, and the recording process S43.
The program 104 can also cause the controller 84 to execute the various functions described in the present embodiment and the drawings.

As described above, according to the third embodiment, since the controller 84 performs the display process S40, the registration process S41, the notification process S42, and the recording process S43, it is possible to support the work of the response 18 by the introducer. By displaying the attribute-based list 76 and the interview schedule 62, it is possible for the introducer to provide information to the applicant 22 quickly and accurately. Therefore, the job offer information 60 that expands the possibilities of job seekers is displayed. It is possible to provide to local human resources more accurately, and to support multiple interview settings in a short period of time with a single phone call, increasing the chances of interviewing company 10 with local human resources. Can be made.
As described above, in the third embodiment, since the controller 84 supports the introduction of the recruitment 12 by the introducer, the job bridge system 102 including the controller 84 allows the job applicant to expand the possibility of the job applicant 60 By providing the listing company with increased opportunities for interviews, it is possible to provide a bridge between local personnel and the listing company 10.

10 Posting company 12 Recruiting 14 Recruiting medium 16 Receiving section 18 Correspondence 20 Recording section 22 Applicant 24 Recruiting identification information 26 Contact center 28 Contact information 30 Recruiting page 32 Target audience 34 Area 36 Housing 38 Post 40 Outcome 42 Outcome record column 50 Area identification Information 52 Area display area 54 Script 60 Job information 62 Interview schedule 64 Interview schedule 66 Interview schedule 68 Interview schedule 70 Interview unit information 72 Interview availability status 74 Interview execution status 76 Attribute list 80 Database 82 Introducer terminal 84 Controller 100 job bridge system (Example 1)
102 job bridge system (second and third embodiments)
104 Job Bridge Program

Claims (7)

Recruitment medium that publishes recruitment by multiple publishing companies by printing on paper, a receiving unit that receives applications according to the recruitment posted on this recruiting medium, and response to the application using communication by this receiving unit And a recording unit for recording
The receiving unit is arranged in a contact center that collectively receives the applications from a plurality of applicants for recruiting the plurality of posting companies,
The recruitment medium has recruitment identification information that identifies the posting company and the recruitment, and a recruitment page on which contact information to the contact center is printed as a communication destination of the application,
The recruitment medium is distributed to the dwelling in the area where the target of the recruitment resides so that the target of the recruitment is transmitted even if the target of the recruitment does not search for the recruitment,
The recording unit includes a result recording column for recording a corresponding result introducing the recruitment to the applicant via the communication of the receiving unit,
A job bridge system characterized by that. The recruitment medium has area identification information for identifying the area as the contact information to the contact center,
The receiving unit includes an area display area that, when receiving the application, displays the name of the area of the received application by using the area identification information.
The job bridge system according to claim 1, wherein: The recruitment medium has recruitment information of the listed companies as the recruitment,
The recording unit includes an interviewable schedule field for recording one or more schedules for which interviewing is possible in advance regarding the recruitment from the posting company as an interviewable schedule, and
The recording unit, through the correspondence via the communication of the receiving unit, performs a plurality of recruitment corresponding to the attributes of the applicant, and then interviews the applicant for the recruitment having the interviewable schedule in which the applicant can attend. When the schedule is finalized, an interview schedule field for recording the interview schedule is provided.
The job bridge system according to claim 1, wherein: The recording unit has interview unit information for associating the recruitment possible schedule with the recruitment available at the interview available schedule,
For each interview unit information, one or more of the recruitment, the interview possible schedule, and the interview availability status for each interview possible schedule are provided.
The job bridge system according to claim 3, wherein: The recording unit includes, for each of the recruitment media, an attribute-based list that lists in advance a list of recruitments that can be introduced for each attribute of the applicant,
This attribute-based list includes the interviewable schedule column of the listed companies corresponding to the recruitment by the attribute,
The job bridge system according to claim 3, wherein: Recruitment media that publishes recruitment by multiple listing companies by printing on paper and a database that manages data related to the recruitment, a receiving unit that receives applications according to the solicitation, and an introducer that uses this receiving unit And a controller for controlling the introducer terminal and the database,
The receiving unit is arranged in a contact center that collectively receives the applications from a plurality of applicants for recruiting the plurality of posting companies,
The recruitment medium has identification information that identifies the listed company and the recruitment, and a recruitment page on which contact information to the contact center is printed as a communication destination of the application,
The recruitment medium is distributed to the dwelling in the area where the target of the recruitment resides so that the target of the recruitment is transmitted even if the target of the recruitment does not search for the recruitment,
The database is a contact list of the posting company, an attribute-based list in which a list of the recruitment that can be introduced for each attribute of the applicant is listed in advance, the date and time of the interview possible schedule transmitted in advance from the posting company, and the interview. The availability status, the date and time of the interview schedule adjusted between the applicant and the introducer and the interview execution status, the recruitment medium for each of the recruitment, and a table for managing the corresponding results, respectively,
The controller is
When the receiving unit receives the application, the attribute-based list of the recruitment and the interviewable schedule of each recruitment are sent to the introducer terminal according to the attributes of the applicant input from the introducer terminal. Display processing to display,
A registration process of registering in the database one or more interview schedules set by the referral of the introducer in accordance with the desired schedule of the applicant and the previously available interview schedule of each recruitment;
When the interview schedule is registered, the status of the interviewable schedule of the recruitment is updated to scheduled, and a notification process of notifying the contact information of the interviewing company of the interview schedule,
When an effect related to the setting of the interview schedule is input from the introducer terminal, a recording process of recording the recruitment medium of the recruitment regarding the interview schedule and the corresponding achievement is provided,
A job bridge system characterized by that. Recruitment media that publishes recruitment by multiple listing companies by printing on paper and a database that manages data related to the recruitment, a receiving unit that receives applications according to the solicitation, and an introducer that uses this receiving unit And a controller for controlling the introducer terminal and the database,
The receiving unit is arranged in a contact center that collectively receives the applications from a plurality of applicants for recruiting the plurality of posting companies,
The recruitment medium has identification information that identifies the listed company and the recruitment, and a recruitment page on which contact information to the contact center is printed as a communication destination of the application,
The recruitment medium is distributed to the dwelling in the area where the target of the recruitment resides so that the target of the recruitment is transmitted even if the target of the recruitment does not search for the recruitment,
The database includes contact information of the posting company, a list of attributes that lists in advance the recruitment list that can be introduced for each attribute of the applicant, date and time of the interviewable schedule previously transmitted from the posting company. And a table that manages the date and time and the status of the interview schedule adjusted between the applicant and the introducer, and the recruitment medium and the corresponding achievement for each recruitment,
A job bridge program for connecting the applicant and the listed company using a job bridge system,
In the controller,
When the receiving unit receives the application, the attribute-based list of the recruitment and the interviewable schedule of each recruitment are sent to the introducer terminal according to the attributes of the applicant input from the introducer terminal. To display
Registering in the database one or more interview schedules set by the referrer's correspondence according to the applicant's desired schedule and the interviewable schedules transmitted in advance for each recruitment;
When the interview schedule is registered, the status of the interview possible schedule of the recruitment is updated to scheduled, and the interview schedule is notified to the contact information of each of the listed companies,
When the effect related to the setting of the interview schedule is input from the introducer terminal, the recruitment medium of the recruitment regarding the interview schedule and the corresponding achievement are recorded.
A job bridge program characterized by

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