JP2021190042A - Staff referral support device, staff referral support method, and program - Google Patents

Abstract

To provide a technology capable of easily grasping reliability of a staff referral party regarding staff referral.SOLUTION: A staff referral support device 1 is the staff referral support device for supporting staff referral executed between an employee and one or a plurality of staff referral parties and includes: an evaluation registration unit 15 for registering an evaluation for the staff referral of the staff referral party for every staff referral party; and a score calculation unit 17 for calculating a reputation score regarding the staff referral for every staff referral party based on the registered evaluation.SELECTED DRAWING: Figure 2

Description

The present invention relates to a human resources introduction support device, a human resources introduction support method, and a program.

Conventionally, there is known an information mediation system in which a job seeker and an employer send and receive information requested by both parties via a communication network, and perform matching processing based on the information.

Regarding this, Patent Document 1 describes a web server of an intermediary having a control device for controlling various data processing operations, a corporate terminal which is an employer connected to the web server via a communication network, and a web server. It is equipped with a job seeker side terminal connected via a communication network, and the control device of the Web server is a company in which the company registers job information by the company side terminal and the job information is registered by the job seeker side terminal. An information mediation system that searches and sends the search results to the job seeker's terminal is described.

Japanese Unexamined Patent Publication No. 2003-30314

Using a system such as that described in Patent Document 1, employers refer human resources to intermediaries, including thousands of companies and thousands of individuals, in order to secure the human resources they desire. Make a request. The intermediary company introduces the human resources who have responded to the human resources introduction request to the employer, and when the employer decides to hire the human resources, the intermediary company receives compensation. Here, when making a recruitment request, the employer selects a specific intermediary with high credibility from among a large number of intermediaries, that is, a specific intermediary who appropriately introduces the human resources desired by the employer. , There is a request to know in advance. However, the conventional system does not have a function of managing the creditworthiness of the intermediary regarding the introduction of human resources. Therefore, it was not easy to grasp the creditworthiness of the intermediary regarding the introduction of human resources.

Therefore, the present invention has been made in view of the above, and an object of the present invention is to provide a technique capable of easily grasping the creditworthiness of a human resources introducer regarding human resources introduction.

The human resources introduction support device according to one aspect of the present invention is a human resources introduction support device that supports human resources introduction carried out between a recruiter and one or a plurality of human resources introducers, and is for human resources introduction of a human resources introducer. It is equipped with an evaluation registration unit that registers evaluations for each human resource introducer, and a score calculation unit that calculates a credit score for human resources introduction for each human resource introducer based on the registered evaluation.

The human resources introduction support method according to one aspect of the present invention is a human resources introduction support method executed by a human resources introduction support device that supports human resources introduction carried out between a recruiter and one or a plurality of human resources introducers. It includes a step of registering an evaluation of a human resources introducer for a human resources introduction for each human resources introducer, and a step of calculating a credit score for the human resources introduction for each human resources introducer based on the registered evaluation.

In the program according to one aspect of the present invention, a computer that supports a human resources introduction carried out between a recruiter and one or a plurality of human resources introducers is registered, and an evaluation of the human resources introducer's human resources introduction is registered for each human resources introducer. It functions as an evaluation registration unit and a score calculation unit that calculates a credit score for personnel introduction for each personnel introducer based on the registered evaluation.

In the present invention, the "part", "device", and "system" do not simply mean physical means, but the functions of the "part", "device", and "system" are realized by software. Also includes. Further, even if the functions of one "part", "device", and "system" are realized by two or more physical means and devices, the functions of two or more "parts", "devices", and "systems" The function may be realized by one physical means or device.

According to the aspect of the present invention, the creditworthiness of the human resources introducer regarding the human resources introduction can be easily grasped.

It is a figure which shows the network configuration of the human resources introduction support system which concerns on one Embodiment of this invention. It is a figure which shows the functional block of the human resources introduction support apparatus which concerns on one Embodiment of this invention. It is a conceptual diagram explaining an example of the outline of the credit score calculation process which concerns on one Embodiment of this invention. It is a figure which shows an example of the credit score information which concerns on one Embodiment of this invention. This is an example of a job offer input screen displayed on the employer terminal device according to the embodiment of the present invention. This is an example of a job offer input screen displayed on the employer terminal device according to the embodiment of the present invention. It is a flowchart of 1st example of the credit score calculation process which concerns on one Embodiment of this invention. It is a flowchart of the 2nd example of the credit score calculation process which concerns on one Embodiment of this invention. It is a flowchart which shows an example of the consultant selection process which concerns on one Embodiment of this invention. It is a flowchart which shows an example of the job offer disclosure determination process which concerns on one Embodiment of this invention.

Hereinafter, embodiments of the present invention will be described with reference to the drawings. However, the embodiments described below are merely examples, and there is no intention of excluding the application of various modifications and techniques not specified below. That is, the present invention can be implemented with various modifications (combining each embodiment, etc.) within a range that does not deviate from the gist thereof. Further, in the description of the following drawings, the same or similar parts are represented by the same or similar reference numerals.

FIG. 1 is a diagram showing a network configuration of a human resources introduction support system according to an embodiment of the present invention. As shown in FIG. 1, the human resources introduction support system 100 is exemplified by an employer terminal device 3 (terminal device) operated by an employer (recruiter) who employs human resources, and a consultant who introduces human resources to the employer. It is provided with a consultant terminal device 5 operated by (human resources introducer) and a human resources introduction support device 1 for supporting human resources introduction carried out between an employer and a consultant.

First, the outline of the human resources introduction support system 100 will be described. The human resources introduction support system 100 is, for example, an employer including thousands of companies wishing to hire human resources, and thousands of companies or individuals who contract with a human resource seeking a job and introduce the human resources to the company. We support the following various procedures carried out between consultants including. Various procedures include, for example, registration of recruitment details of the employer, request for recruitment from the employer to the consultant, recommendation of recruitment candidate personnel from the consultant to the employer, adjustment of the selection schedule carried out by the employer, employer. Can include notification of selection results to consultants, recruitment procedures, and payment of referral fees. Since it is not efficient for both employers and consultants to carry out the above-mentioned various procedures individually, a system that mediates the procedures between the two is necessary. In order to meet such a demand, the human resources introduction support system 100 according to the embodiment of the present invention operates as an intermediary system that mediates various procedures between each employer and each consultant. The employer may be a corporation such as a company, a union, or a school, or may be an individual. The consultant may be a corporation as described above or an individual.

In addition, as mentioned above, when an employer makes a recruitment request to a large number of consultants who use or use, a specific consultant with high credibility, for example, a human resource desired by the employer, is appropriately selected from among the large number of consultants. There is a request to know in advance the specific consultant who will be introduced to. However, the conventional system as described in Patent Document 1 does not have a function of managing the creditworthiness of a consultant regarding personnel introduction. Therefore, it was not easy to grasp the creditworthiness of the consultant regarding the introduction of human resources. Therefore, in the human resources introduction support system 100, the evaluation of the consultant's human resources introduction is registered for each consultant, and the credit score for the human resources introduction is calculated for each consultant based on the registered evaluation. Therefore, the human resources introduction support system 100 provides a technique that can easily grasp the creditworthiness of the human resources introducer regarding the human resources introduction.

The "credit score" is a score (quantification) of the creditworthiness, creditworthiness, or creditworthiness of an individual or an organization regarding the introduction of human resources. As will be described later, the credit score is scored based on data on various consultants (evaluation of the consultant's personnel introduction, actions on the consultant's personnel introduction support system 100, etc.). The credit score may be managed in association with each individual consultant, or may be managed in association with each organization. The credit score for an organization may be the average value of the credit scores of each of the plurality of persons belonging to the organization. Further, the credit score for the organization may be the maximum value or the minimum value of the credit scores of each of the plurality of persons belonging to the organization. Hereinafter, a specific configuration of the human resources introduction support system 100 will be described.

The employer terminal device 3 shown in FIG. 1 accepts the operation of the employer, registers the recruitment contents of the employer, requests the demand consultant to introduce the human resources, inputs the selection result, and notifies the consultant of the selection result. Enter the hiring results and the evaluation of the consultant. The employer terminal device 3 is connected to the first communication network N1. The first communication network N1 may be a wired communication network or a wireless communication network. The employer terminal device 3 may include a communication interface for performing wired or wireless communication. The employer terminal device 3 may be, for example, a device such as a general-purpose personal computer, a smartphone, or a tablet terminal. Further, there is no limit to the number of the employer terminal devices 3.

The human resources introduction support device 1 is a device that supports human resources introduction carried out between an employer and a client. For example, the human resources introduction support device 1 receives a human resources introduction request from the employer terminal device 3 via the first communication network N1 and transmits it to a specific consultant terminal device 5 via the second communication network N2. The second communication network N2 may be a wired communication network or a wireless communication network. There is no limit to the number of human resources introduction support devices 1.

The consultant terminal device 5 is a device for recording information on human resources and introducing human resources in response to a human resource introduction request from the employer terminal device 3. Further, the consultant terminal device 5 transmits information about the human resources extracted based on the human resources introduction request transferred from the human resources introduction support device 1 to the human resources introduction support device 1 via the second communication network N2. The consultant terminal device 5 may include a communication interface for performing wired or wireless communication. The consultant terminal device 5 may be, for example, a device such as a general-purpose personal computer, a smartphone, or a tablet terminal. Further, there is no limit to the number of consultant terminal devices 5.

FIG. 2 is a diagram showing a functional block of a human resources introduction support device according to an embodiment of the present invention. As shown in FIG. 2, the human resources introduction support device 1 functionally supports the employer terminal device 3 and the consultant terminal device 5 shown in FIG. 1, the communication unit 11 for transmitting and receiving various information, and the human resources introduction. It includes a control unit 12 that controls various processes, and a recording unit 13 that records information for executing various processes and execution results of various processes. The human resources introduction support device 1 is configured by, for example, a server device composed of a computer system, a cloud server, or the like, and is implemented by a software program. Further, the program may be provided by being downloaded from the outside of the personnel introduction support device 1 via a predetermined network, or may be read by a computer such as a CD-ROM or a DVD-ROM. It may be provided by the information recording medium of.

The control unit 12 functionally includes an evaluation reception unit 14, an evaluation registration unit 15, an implementation status acquisition unit 16 (acquisition unit), a score calculation unit 17, a job offer reception unit 18 (reception unit), and a consultant selection. A unit 19 (selection unit) and a job disclosure determination unit 20 (disclosure determination unit) are provided. Each of the above-mentioned functions of the control unit 12 will be described with reference to FIGS. 2 to 6.

FIG. 3 is a conceptual diagram illustrating an example of an outline of a credit score calculation process according to an embodiment of the present invention. As shown in FIG. 3, in the evaluation reception unit 14 shown in FIG. 2, the employer accepts the input of the evaluation for the consultant's personnel introduction. For example, the employer operates the employer terminal device 3 shown in FIG. 1 to input an evaluation for personnel introduction for each consultant on a predetermined evaluation input screen (not shown) displayed on the employer terminal device 3. Specifically, the employer evaluates the consultant himself in consideration of the selection (including document selection and interview selection) to be carried out for the human resources, and inputs the evaluation result for each consultant. The employee terminal device 3 transfers the input information related to the evaluation to the human resources introduction support device 1 shown in FIG. The evaluation reception unit 14 receives the input information. The timing of inputting the evaluation for the personnel introduction for each consultant may be arbitrary. For example, the timing of inputting the evaluation may be during or after the introduction of human resources between the employer and the consultant.

The input method of "evaluation" is arbitrary. "Evaluation" is, for example, a multi-level evaluation. The "evaluation" is represented by, for example, the number of star marks on a predetermined evaluation input screen displayed on the employer terminal device 3. For example, in the case of a 5-point evaluation, when 5 star marks are input, the consultant has the highest evaluation. The star mark does not have to be an integer, and may be represented by three star marks and half (0.5) star marks, such as 3.5 star marks. That is, the consultant evaluation does not have to be a 5-grade evaluation, and other evaluation methods such as an upper, middle, and lower 3-grade evaluation or a 10-grade evaluation may be adopted. The input method of "evaluation" may be text input or voice input in addition to the input method using the star mark described above.

The evaluation registration unit 15 shown in FIG. 2 registers the evaluation of the consultant's personnel introduction for each consultant. The recording unit 13 records the evaluation registered by the evaluation registration unit 15 as the consultant evaluation information CEI. For example, the evaluation registration unit 15 registers the evaluation input of the employer received by the evaluation reception unit 14 as an evaluation for the consultant's personnel introduction for each consultant.

Further, as shown in FIG. 3, the evaluation registration unit 15 may automatically calculate and register the evaluation of the consultant's personnel introduction according to the progress of the selection conducted by the employer for the human resources. .. The evaluation registration unit 15 calculates and registers the evaluation of the consultant who introduced the human resources based on the selection result. Here, the selection result may include the result of the document selection conducted by the employer on the human resources and the result of the interview selection conducted by the employer on the human resources.

The evaluation registration unit 15 may calculate the evaluation of the consultant using a plurality of evaluation points. The evaluation registration unit 15 determines the evaluation of the consultant based on the first evaluation point and the second evaluation point. The evaluation registration unit 15 determines the consultant's evaluation based on, for example, a comprehensive evaluation point represented by the sum of the first evaluation point and the second evaluation point. Specifically, the evaluation registration unit 15 evaluates the consultant as the first evaluation point (out of 2.5 points) + the second evaluation point (out of 2.5 points) = overall evaluation point (out of 5.0 points). calculate. The evaluation registration unit 15 may be configured to calculate the consultant's evaluation based on, for example, the difference between the first evaluation point and the second evaluation point, the product, or another comprehensive evaluation point indicated by quotient. It should be noted that the evaluation of the consultant's personnel introduction by one employer may be configured so that other employers can refer to it, or only the evaluated employer may be able to refer to it.

The evaluation registration unit 15 calculates the first evaluation point based on the passing rate of the document selection. For example, the evaluation registration unit 15 sets the average document selection pass rate of one or more human resources introduced by a consultant to the average document selection of one or more human resources introduced by each of the consultants registered in the human resources introduction support system 100. The first evaluation point is calculated by comparing with the passing rate. Here, the first evaluation point is that the higher the average document selection pass rate of human resources, the higher the evaluation. The first evaluation point is evaluated in five stages, for example, the lowest point is 0.5 points, the highest point is 2.5 points, and so on. The first evaluation point is not limited to the 5-grade evaluation, and a 10-grade evaluation or another evaluation method may be adopted.

The first evaluation point is not limited to the method calculated using the average document screening pass rate. For example, the actual number of human resources who have passed the document screening among one or more human resources introduced by a consultant is introduced. It may be configured to calculate the first evaluation score by comparing with the actual number of people who have passed the document screening among one or more human resources introduced by each of all the consultants registered in the system.

The evaluation registration unit 15 may calculate the second evaluation point based on the compatibility parameter indicating the compatibility between the employer and the human resource. One or more compatibility parameters that indicate compatibility between human resources and employers as a result of interview selection, such as "compatibility with corporate culture / culture" parameter P1, "compatibility with personality / humanity" parameter P3, and It is configured so that the "experience / skill compatibility" parameter P5 can be input. The employer may enter "5" if it is judged to be compatible with the human resources to be selected, and may enter "1" if it is judged to be incompatible. The compatibility parameter is not limited to the above three compatibility parameters.

For example, the evaluation registration unit 15 sets the average compatibility parameter input to one or more human resources introduced by the consultant to the average compatibility parameter of one or more human resources introduced by each of all the consultants registered in this human resources introduction system. The second evaluation point is calculated by comparing with. Here, the second evaluation point is evaluated in five stages, for example, the lowest point is 0.5 points, the highest point is 2.5 points, and so on. The second evaluation point is not limited to the 5-grade evaluation, and a 10-grade evaluation or another evaluation method may be adopted.

Further, when the second evaluation point is calculated based on the plurality of compatibility parameters P1, P3 and P5, the weighting of the plurality of compatibility parameters P1 and P3 among the plurality of compatibility parameters P1, P3 and P5 and the plurality of compatibility parameters P5 It may be configured so that the weighting with respect to is different. For example, the evaluation registration unit 15 calculates the second evaluation point after weighting each compatibility parameter such as compatibility parameter P1: 30%, compatibility parameter P3: 30%, and compatibility parameter P5: 40%. You may. In this way, it is possible to evaluate the consultant based on the evaluation points in which the degree of influence (weighting) on each compatibility parameter is controlled, and accumulate the evaluation.

As the method for calculating the first evaluation point, the same calculation method as the method for calculating the second evaluation point may be adopted instead of the calculation method described above. Specifically, the first evaluation point may be calculated based on one or more compatibility parameters indicating the compatibility (degree of relevance) between the human resources and the employer as a result of document selection. On the other hand, as the method for calculating the second evaluation point, the same calculation method as the method for calculating the first evaluation point may be adopted instead of the calculation method described above. Specifically, the second evaluation point may be calculated based on the passing rate of the interview selection as a result of the interview selection. In addition, a plurality of evaluation points may be calculated in each selection. For example, the first and second evaluation points may be calculated in the document selection, or the first and second evaluation points may be calculated in the interview selection. Further, in order to calculate the comprehensive evaluation score, other evaluation points may be further considered in addition to the first evaluation point based on the document selection result and the second evaluation point based on the interview selection result. For example, as the third evaluation point, an evaluation point based on the grades and evaluations of the human resources during the internship may be adopted.

The implementation status acquisition unit 16 shown in FIG. 2 acquires the implementation status information ISI indicating the past implementation status of the consultant's personnel introduction. As shown in FIG. 3, the implementation status acquisition unit 16 acquires the past actions of each consultant in the human resources introduction support system 100 shown in FIG. 1 as the implementation status information ISI. Specifically, when the human resources introduction is carried out in the human resources introduction support system 100, the recording unit 13 displays the activity level, the response speed, the response quality, etc. in the personnel introduction of each consultant shown in FIG. 3 for each consultant. At least one piece of information is recorded as implementation status information ISI. The implementation status acquisition unit 16 acquires the implementation status information ISI from the recording unit 13. For example, the information on the speed of response in the recruitment introduction of each consultant includes the information on the speed of sending and receiving a message regarding the schedule adjustment of the interview between the employer and the human resources. For example, a consultant with a high transmission / reception speed is given a relatively high evaluation score or parameter as compared with a consultant with a slow transmission / reception speed. Further, as shown in FIG. 3, the information regarding the response quality in the personnel introduction of each consultant includes, for example, the informal rate. The job offer rate may include, for example, the ratio (%) of the number of human resources introduced by the consultant to the number of human resources who have actually received a job offer. For example, a consultant with a high offer rate is given a relatively high score or parameter as compared to a consultant with a low offer rate.

As shown in FIG. 3, the score calculation unit 17 shown in FIG. 2 calculates a credit score for personnel introduction for each consultant based on the evaluation registered by the evaluation registration unit 15. Further, the score calculation unit 17 may calculate the credit score based on the evaluation of the consultant's personnel introduction registered by the evaluation registration unit 15 and the acquired past action information (implementation status information ISI). good. Further, the score calculation unit 17 may calculate the credit score based on the acquired implementation status information ISI.

The score calculation unit 17 calculates the credit score by using, for example, a credit score calculation function as shown in the following formula.

[formula]
C = α-a * e + b * x1 + c * x2 + d * x3 + ...
Here, C is the credit score and e is the evaluation of the consultant. x1, x2, x3 ... Are non-evaluation factors that affect the credit score, and are different from the information regarding the evaluation of the registered consultant.

That is, x1, x2, x3 ... Are parameters related to past action information in the human resources introduction support system 100 shown in FIG. 3, which is acquired by the implementation status acquisition unit 16 described above, for example. The parameter may be specified in a format applicable to the above formula, and the numerical value of each parameter may be an absolute value, or the number of all employees or all clients registered in the human resources introduction support system 100, etc. It may be a value normalized by.

Even if the score calculation unit 17 adopts a credit score calculation function using predetermined values or the like for each parameter (weight) (α, a, b, c, d ...), the score calculation unit 17 calculates the credit score. good. Further, the score calculation unit 17 collects past data (C, e, x1, x2, x3 ...,), applies them to the above equation, and then applies parameters (α, a, b, etc.) that are suitable by regression analysis or the like. c, d ...) may be obtained to generate a credit score calculation function. The credit score calculation function is not limited to the above formula, and may include other functions or relational expressions that define the relationship between the credit score and the consultant's evaluation.

FIG. 4 is a diagram showing an example of credit score information according to an embodiment of the present invention. As shown in FIG. 4, when the score calculation unit 17 calculates the credit score for each consultant, the recording unit 13 records the credit score in association with each consultant as the credit score information CSI.

The job reception unit 18 shown in FIG. 2 receives input regarding one or a plurality of jobs from the employer terminal device 3 shown in FIG. The recording unit 13 records the job information JOI corresponding to the input received by the job reception unit 18. In the following, an example of job input related to job X will be described as an example, but the job reception unit 18 can accept input related to other jobs different from job X.

FIG. 5 is an example of a job offer input screen displayed on the employer terminal device 3 shown in FIG. FIG. 6 is an example of a job offer input screen displayed on the employer terminal device 3. As shown in FIG. 5, the employer operates the employer terminal device 3 to input "basic information" regarding the job offer X on the job offer input screen G1. As shown in FIG. 6, the employer operates the employer terminal device 3 to input the "assigned department", "employment form", and "job content" related to the job offer X on the job offer input screen G3. The job offer reception unit 18 shown in FIG. 2 receives the information input on the job offer input screens G1 and G3 from the employer terminal device 3. Although not shown, the employer is not shown, but in the employer terminal device 3, as information on the job offer, age, position, annual income, place of work, essential requirements (for example, qualifications for possession, etc.), educational background, treatment / welfare, or , The degree of urgent recruitment (eg referral period or recruitment period, etc.) may be further entered.

The consultant selection unit 19 shown in FIG. 2 selects a specific consultant to be used by the employer from among one or a plurality of consultants based on the credit score calculated by the score calculation unit 17. For example, the consultant selection unit 19 selects one or more consultants having a credit score equal to or higher than a predetermined score (for example, one or more consultants with high credit rating) as a specific consultant. The consultant selection unit 19 may select one or more consultants having a credit score less than a predetermined score as a specific consultant.

The job disclosure judgment unit 20 shown in FIG. 2 is input to a specific consultant used by the employer among one or more consultants based on the credit score calculated by the score calculation unit 17. Determine whether to disclose a limited job or a secret job (specific job) among the jobs in. For example, the job disclosure determination unit 20 identifies one or more consultants having a credit score equal to or higher than a predetermined score (for example, one or more consultants with high credit rating) as specific consultants used by the employer. The job disclosure determination unit 20 discloses limited jobs only to the specific consultant. The reason for hiring a limited or secret job is that the employer (especially listed companies) wants to present the job only to consultants who make high quality recommendations (recommendations of high quality personnel desired by the employer). It depends on the needs of. In addition, the job disclosure judgment unit 20 is configured to change the content or particle size of the information to be disclosed in a single input job for a consultant with a high credit score and a consultant with a low credit score. May be done. The job disclosure determination unit 20 may disclose the limited job to a specific consultant having a credit score less than a predetermined score.

<Credit score calculation process>
(1st example)
A first example of the credit score calculation process according to the embodiment of the present invention will be described with reference to FIG. 7. FIG. 7 is a flowchart of a first example of the credit score calculation process according to the embodiment of the present invention.

As a premise, in the credit score calculation process, for example, the human resources introduction support application software including the credit score calculation process according to the embodiment of the present invention is downloaded from a predetermined site or recording medium of the network, and the human resources introduction support shown in FIG. 1 is performed. Save it in device 1 so that it can be executed. Then, when the execution of the human resources introduction support application software is instructed, the program operation based on the software starts. The employee terminal device 3 and the consultant terminal device 5 also execute the software in advance so as to properly operate as an element of the human resources introduction support system 100. Similarly, the above-mentioned personnel introduction support application software is executed in the consultant selection process and the job disclosure determination process, which will be described later.

As shown in FIG. 7, the human resources introduction support device 1 shown in FIGS. 1 and 2 registers the evaluation of the consultant's human resources introduction for each consultant (step S1). The human resources introduction support device 1 calculates a credit score for human resources introduction for each consultant based on the registered evaluation (step S2).

According to the first example, the human resources introduction support device 1 registers an evaluation for the human resources introduction of the consultant, and calculates a credit score for the human resources introduction for each consultant based on the registered evaluation. Therefore, it becomes possible to easily grasp the creditworthiness of the human resources introducer regarding the human resources introduction.

(2nd example)
A second example of the credit score calculation process according to the embodiment of the present invention will be described with reference to FIG. The second example of the credit score calculation process is that when calculating the credit score for personnel introduction, in addition to the evaluation of the consultant's personnel introduction, the implementation status information showing the past implementation status of the consultant's personnel introduction is further taken into consideration. Is different from the first example of the credit score calculation process. Hereinafter, the differences from the first example will be particularly described.

FIG. 8 is a flowchart of a second example of the credit score calculation process according to the embodiment of the present invention. First, step S11 shown in FIG. 8 is the same as step S1 shown in FIG. 7. Next, the human resources introduction support device 1 shown in FIGS. 1 and 2 acquires the implementation status information ISI shown in FIG. 2, which shows the past implementation status of the consultant's human resources introduction (step S12). The human resources introduction support device 1 calculates a credit score based on the registered evaluation of the consultant's human resources introduction and the acquired implementation status information ISI (step S13). The processing order of step S11 and step S12 is not limited to this, and step S11 may be executed after step S12 is executed.

According to the second example, the human resources introduction support device 1 calculates a credit score based on the registered evaluation of the consultant's human resources introduction and the acquired implementation status information ISI. Therefore, when calculating the credit score for the human resources introduction, the human resources introduction support device 1 further takes into consideration the implementation status information indicating the past implementation status of the consultant's human resources introduction, in addition to the evaluation of the consultant's human resources introduction. Therefore, it is possible to calculate the credit score for the consultant's recruitment more accurately.

In the following, an application example using the calculated credit score will be described. Specifically, a consultant selection process that selects a specific consultant from one or more consultants, and a job disclosure decision that determines whether or not to disclose to a specific consultant from one or more jobs. An example of processing will be described.

<Consultant selection process>
FIG. 9 is a flowchart showing an example of the consultant selection process according to the embodiment of the present invention. As shown in FIG. 9, the human resources introduction support device 1 shown in FIGS. 1 and 2 receives an input regarding a job offer from the employer terminal device 3 (step S21). When accepting input, the personnel introduction support device 1 selects a specific consultant to be used by the employer from one or a plurality of consultants based on the calculated credit score (step S22).

According to the above embodiment, the personnel introduction support device 1 selects a specific consultant to be used by the employer based on the calculated credit score. Therefore, the employer can easily identify, for example, a specific consultant having a high degree of credibility regarding the introduction of human resources as a candidate for requesting the introduction of human resources.

<Job Disclosure Judgment Processing>
FIG. 10 is a flowchart showing an example of a job offer disclosure determination process according to an embodiment of the present invention. As shown in FIG. 10, the human resources introduction support device 1 shown in FIGS. 1 and 2 receives input regarding one or a plurality of job offers from the employer terminal device 3 (step S31). The personnel introduction support device 1 discloses a specific job among one or more input jobs to a specific consultant used by the employer among one or more consultants based on the calculated credit score. It is determined whether or not to do so (step S32).

According to the above embodiment, the human resources introduction support device 1 determines whether or not to disclose a specific job offer to a specific consultant used by the employer based on the calculated credit score. Thus, an employer may, for example, offer a limited job only to a particular consultant who has a high degree of credibility for recruitment. In addition, consultants with high creditworthiness can enjoy financial incentives because they can view the limitedly disclosed job offers.

<Other embodiments>
The above embodiment is for facilitating the understanding of the present invention, and does not limit the interpretation of the present invention. The present invention can be modified / improved (for example, combining each embodiment, omitting a partial configuration of each embodiment) without departing from the spirit thereof, and the present invention also includes an equivalent thereof. Will be.

The credit score calculation algorithm in the human resources introduction support device 1 shown in FIG. 1 may include a learning algorithm. The personnel introduction support device 1 associates, for example, an "input" (for example, at least one of a registered evaluation or an acquired action information) and an "output" (for example, a calculated credit score) shown in FIG. The credit score calculation function according to the above formula is trained by using it as teacher data (learning data). The human resources introduction support device 1 may generate a learning model for a credit score calculation function. The human resources introduction support device 1 may calculate a credit score using the generated learning model. The human resources introduction support device 1 may strengthen (update) the learning model periodically or at any timing by the second learning using the learning data including the result calculated by using the generated learning model. good. The human resources introduction support device 1 may generate a learning model from, for example, a convolutional neural network, that is, a network structure including a CNN (Convolutional Neural Network). In addition to the CNN, the human resources introduction support device 1 may include, for example, a recurrent neural network, that is, a network structure in which an RNN (Recurrent Neural Network) is further connected. The network structure may adopt a configuration other than the above. Further, as the neural network, a neural network other than CNN and RNN may be adopted.

The provider of the human resources introduction support system 100 may provide the human resources introduction support system 100 to the employer and the consultant for a fee. In this case, the provider receives a performance fee based on recruitment or recruitment from the employer. On the other hand, the provider receives a monthly usage fee for the human resources introduction support system 100 from the consultant. In addition, the performance fee from the employer may be apportioned between the provider and the consultant, or the provider may pay a part of the performance fee received from the employer to the consultant. The above-mentioned monetary exchanges related to these system usage fees, performance fees, and the like may be performed via the human resources introduction support system 100. Here, for consultants with a high credit score, a service that sets the monthly usage fee of the human resources introduction support system 100 at a low price, sets a large share of the performance fee, or accelerates the payment timing of the performance fee. May be provided. In addition, for a consultant with a high credit score, the consultant may support the financing of the consultant by arranging the purchase at a low discount rate to a trader (so-called factoring trader, etc.) who purchases the receivables paying the performance fee.

1 ... Human resources introduction support device, 3 ... Employer terminal device, 5 ... Consultant terminal device, 11 ... Communication unit, 12 ... Control unit, 13 ... Recording unit, 14 ... Evaluation reception department, 15 ... Evaluation registration department, 16 ... Implementation Situation acquisition department, 17 ... Score calculation department, 18 ... Job reception department, 19 ... Consultant selection department, 20 ... Job disclosure judgment department, 100 ... Human resources introduction support system

Claims (6)

It is a human resources introduction support device that supports human resources introduction carried out between a recruiter and one or more human resources introducers.
An evaluation registration unit that registers the evaluation of the human resources introducer for the human resources introduction for each human resources introducer,
Each of the personnel introducers is provided with a score calculation unit for calculating a credit score related to the personnel introduction based on the registered evaluation.
Human resources introduction support device. Further equipped with an acquisition unit for acquiring implementation status information indicating the past implementation status of the personnel introduction of the personnel introduction.
The score calculation unit calculates the credit score based on the registered evaluation and the acquired implementation status information.
The human resources introduction support device according to claim 1. A reception unit that accepts input related to the job offer from the terminal device operated by the job offerer,
When accepting the input, it further includes a selection unit for selecting a specific human resource introducer to be used by the recruiter among the human resources introducers based on the calculated credit score.
The human resources introduction support device according to claim 1 or 2. A reception unit that accepts input related to one or more job offers from the terminal device operated by the job offerer.
Disclosure judgment unit that determines whether or not to disclose a specific job among the recruiters to the specific personnel introducer used by the recruiter based on the calculated credit score. And further prepare,
The human resources introduction support device according to any one of claims 1 to 3. It is a human resources introduction support method executed by a human resources introduction support device that supports human resources introduction carried out between a recruiter and one or more human resources introducers.
The step of registering the evaluation of the human resources introduction for the human resources introduction for each human resources introducer, and
A step of calculating a credit score for the recruitment referral for each recruitment referrer based on the registered evaluation.
Human resources introduction support method. Computers that support recruitment referrals between recruiters and one or more recruitment referrals,
Evaluation registration department that registers the evaluation of the personnel introduction by the personnel introduction for each personnel introduction
A score calculation unit that calculates a credit score for the personnel introduction for each personnel introduction based on the registered evaluation.
A program that functions as.

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