JP2022123287A - matching system - Google Patents

Abstract

To provide a matching system that performs appropriate matching in line with the wishes of both job applicants and recruiting companies.SOLUTION: A matching system 100 includes a job applicant information acquisition part 110 for acquiring job applicant information, a job offer item information acquisition part 120 for acquiring job offer item information, a base score calculation part 130 for calculating a base score that indicates the degree of matching between a job applicant and a job offer item on the basis of the job applicant information and the job offer item information, a job applicant origin privilege score calculation part 140 for calculating a job applicant origin privilege score that indicates the degree of recommendation of the job offer item on the basis of company status information regarding the status of the recruiting company, a company origin privilege score calculating part 150 for calculating a company origin privilege score that indicates the degree of recommendation of the job applicant on the basis of the job applicant information, and a matching score calculation part 160 for calculates a matching score on the basis of the base score and the job applicant origin privilege score or the company origin privilege score.SELECTED DRAWING: Figure 2

Description

The present invention relates to matching systems.

In the past, job seekers researched employment conditions provided by recruiting companies and conducted job hunting and job hunting activities while checking the desired working conditions.

Moreover, in recent years, there are many companies that are in charge of intermediary services that mediate between job seekers and recruiting companies, and technology related to matching systems that match job seekers and recruiting companies is also spreading.

Conventional matching systems compare the working conditions desired by the job seeker with the hiring conditions provided by the hiring company, determine whether the two conditions match, and then match the job seeker with the hiring company. was

Furthermore, in the technique described in Patent Document 1, points are set for each condition item in the recruitment conditions presented by the recruiting company, and each condition item is compared with the member information of the job seeker. If there is a matching condition item, the score set for the condition item is added to calculate the total value, and the total value is used as the matching degree between the recruiting company and the job seeker.

In addition, in the technique described in Patent Document 1, when there are particularly necessary conditions in a recruiting company, when setting points for each condition item, the points allocated to the condition item are increased, or if it does not meet By deducting points from the , it is handled so that the degree of suitability is in line with the intention of the recruiting company.

JP-A-2002-215765

However, the technique described in Patent Literature 1 does not appropriately reflect the requests of both the job seeker and the recruiting company, and there is a problem that a matching result that satisfies both the job seeker and the recruiting company cannot be obtained.

SUMMARY OF THE INVENTION Accordingly, it is an object of the present invention to provide a matching system that performs appropriate matching in accordance with the intentions of both job seekers and recruiting companies.

A matching system according to an aspect of the present invention includes a job seeker information acquisition unit that acquires job seeker information including personal information about a job seeker and working conditions desired by the job seeker; A job offer information acquisition unit that acquires job offer information, a base score calculation unit that calculates a base score indicating the degree of matching between the job seeker and the job offer based on the job seeker information and the job offer information, and the status of the recruiting company A job seeker-oriented preferential treatment score calculation unit that calculates a job seeker-oriented preferential treatment score that indicates the degree of recommendation of a job offer based on company status information about and a matching score calculation unit that calculates a matching score based on the base score, the job seeker-originated preferential score, or the company-originated preferential treatment score.

According to this aspect, since the matching score is calculated based on the base score and the preferential score originating from the job seeker or the preferential treatment originating from the company, it is possible to perform appropriate matching that meets the intentions of both the job seeker and the recruiting company. .

In the above aspect, the base score calculation unit weights the allotted points set for each item constituting the employment conditions included in the job offer information based on the priority of each item constituting the working conditions set by the job seeker. A weighting setting unit that sets a basis for determining whether or not each item satisfies the conditions by comparing the working conditions and employment conditions, and calculating a base score based on the weighting set for each item. and a score calculator.

According to this aspect, the weighting setting unit sets the weighting based on the priority of each item constituting the working condition set by the job seeker to the points allocated to each item constituting the employment condition, Results that better reflect the intentions of both job seekers and recruiting companies can be obtained.

In the above aspect, the base score calculation unit includes, based on the job seeker information, a job experience determination unit that determines whether or not the job seeker has experience in a predetermined job, a calculation method selection unit that selects one of a plurality of calculation methods for calculating the score, and the base score calculation unit may calculate the base score using the selected calculation method. .

According to this aspect, since the calculation method selection unit selects the calculation method for calculating the base score according to the presence or absence of experience in the predetermined occupation, more appropriate calculation results can be obtained.

In the above aspect, the plurality of calculation methods may include point addition and point deduction.

According to this aspect, it is possible to select the point addition method and the point deduction method as the calculation method, and it is possible to obtain a more appropriate calculation result according to the presence or absence of experience in a predetermined occupation.

In the above aspect, the personal information includes characteristic information relating to the characteristics of the job seeker, the base score calculation unit further includes a suitable occupation judging unit that judges the suitability corresponding to the occupation based on the characteristic information, The score calculation unit may calculate the base score by assigning a degree of adequacy.

According to this aspect, since the base score calculation unit calculates the base score by adding the suitability determined by the suitable occupation judging unit, the suitability corresponding to the occupation of the individual job seeker is also taken into consideration, and a more suitable A calculation result can be obtained.

In the above aspect, the weighting setting unit may set the weighting based on a hiring policy set by the recruiting company.

According to this aspect, since the weighting is set based on the hiring policy of the recruiting company, it is possible to obtain a result that better reflects the intention of the recruiting company.

In the above aspect, the job seeker-originating preferential treatment score calculation unit calculates job seeker-originating preferential treatment based on job seeker-originating preferential treatment items including at least one of hiring time, number of people, criteria, urgency, aggressiveness, and contract plan of the matching system. A preferential score may be calculated.

According to this aspect, since the job seeker-origin preferential treatment score is calculated based on the specific preferential treatment items originating from the job seeker, it is possible to perform more appropriate matching in line with the intentions of both the job seeker and the recruiting company. .

In the above aspect, the company-originating preferential treatment score calculation unit may calculate the company-originating preferential treatment score based on the company-originating preferential treatment items including at least one of the job seeker's starting time of employment, age, work history, and skills.

According to this aspect, since the company-originated preferential treatment score is calculated based on the specific preferential treatment items originating from the company, it is possible to perform more appropriate matching in line with the intentions of both the job seeker and the recruiting company.

In the above aspect, the company-originating preferential treatment score calculation unit may calculate the company-originating preferential treatment score based on the priority of the company-originating preferential treatment items set by the recruiting company.

According to this aspect, since the company-originating preferential treatment score calculation unit calculates the company-originating preferential treatment score based on the priority of the company-originating preferential treatment items, more appropriate matching that better reflects the intentions of both the job seeker and the hiring company It can be performed.

Further, each process performed by the matching system according to one aspect of the present invention described above can be regarded as a matching method that provides a series of processing procedures. This method is provided in the form of a program for causing a computer to execute a series of processing procedures. This program is downloaded from a predetermined server, accessed via the Internet to a predetermined server where the program is stored, or is recorded in a computer-readable recording medium, and is installed in the computer. good too.

According to the present invention, it is possible to provide a matching system that performs appropriate matching in line with the intentions of both job seekers and recruiting companies.

BRIEF DESCRIPTION OF THE DRAWINGS It is a system schematic diagram which shows the matching system 100 which concerns on 1st Embodiment of this invention. 2 is a functional block diagram showing each function in the matching system 100 according to the first embodiment of the present invention; FIG. It is a figure which shows an example of the base score calculation part 130 in the matching system 100 which concerns on 1st Embodiment of this invention. In the matching system 100 according to the first embodiment of the present invention, a figure showing an example in which a base score is calculated based on the points assigned to each item constituting the employment conditions and the priority set by the job seeker. be. FIG. 3 is a diagram showing an example of calculating a matching score by adding a job seeker-originated preferential treatment score to a base score in the matching system 100 according to the first embodiment of the present invention. FIG. 10 is a diagram showing an example in which a matching score is calculated by adding a company-originated preferential treatment score to a base score in the matching system 100 according to the first embodiment of the present invention. FIG. 4 is a diagram showing an example of calculating a company-originated preferential treatment score based on the priority order set for the company-originated preferential treatment item in the matching system 100 according to the first embodiment of the present invention. 4 is a flow chart showing the flow of processing of a matching method M100 executed by the matching system 100 according to the first embodiment of the present invention; It is a figure which shows an example of the base score calculation part 230 in the matching system which concerns on 2nd Embodiment of this invention. FIG. 10 is a diagram showing an example of calculating a base score using a demerit point method by a base score calculator 230 in the matching system according to the second embodiment of the present invention; FIG. 10 is a flow chart showing the flow of processing of a matching method M200 executed by the matching system according to the second embodiment of the present invention; FIG. It is a figure which shows an example of the suitable occupation corresponding to the characteristic of a job seeker. It is a figure which shows an example of the recruitment policy set by the recruiting company. FIG. 4 is a diagram showing an example of weighting (allocation of points) to each item based on a hiring policy set by a recruiting company; FIG. 4 is a diagram showing an example of calculation of a base score and a company-origin preferential treatment score based on priorities set by job seekers and hiring policies set by recruiting companies;

Preferred embodiments of the present invention will be specifically described below with reference to the accompanying drawings. It should be noted that the embodiments described below are merely specific examples for carrying out the present invention, and are not intended to limit the interpretation of the present invention. Also, in order to facilitate understanding of the description, the same reference numerals are given to the same constituent elements in each drawing as much as possible, and redundant description may be omitted.

<First Embodiment>
[Overview of matching system]
FIG. 1 is a system schematic diagram showing a matching system 100 according to the first embodiment of the invention. In FIG. 1, a matching system 100 matches job seekers registered in a job seeker information DB 10 with job offers of recruiting companies registered in a job offer information DB 20 .

The job seeker information DB 10 stores, for example, job seeker information including personal information about the job seeker and the working conditions desired by the job seeker, and the job seeker information DB 20 stores information about the job seekers presented by the recruiting companies. Recruitment information is stored.

Here, job applicant information includes, for example, job applicant's name, address, contact information, educational background, work history, age, gender, qualifications, skills, personality, characteristics, etc. Personal information, industry, occupation, position, work location , employment type, salary, working hours, desired working conditions regarding holidays, etc.

Recruitment information includes, for example, educational background, work history, age, gender, qualifications, skills, personality, characteristics, industry, occupation, position, work location, employment type, salary, working hours, etc. Desired employment conditions and the like regarding holidays and the like are included. In addition, corporate information such as the location, number of employees, business performance, and corporate culture of the recruiting company that provides the job offer may also be included.

Such job seeker information and job offer information may be registered in the matching system 100 directly by job seekers and recruiting companies, or indirectly through intermediaries, etc. It is also possible to register in the form of reading documents such as documents and application guidelines.

Job seeker information and job offer information do not need to include all of the above items, and may include information other than the above items in order to match job seekers with job offers of recruiting companies. I don't mind.

The matching system 100 provides a job offer that matches each job seeker, and provides job seekers that match each job offer offered by a company. At that time, a score indicating the degree of conformance to the requirements of both the job seeker and the recruiting company is added, so that the job seeker and the recruiting company can intuitively understand. Detailed contents of the score will be described later.

FIG. 2 is a functional block diagram showing each function in the matching system 100 according to the first embodiment of the invention. 2, the matching system 100 includes a job applicant information acquisition unit 110, a job offer information acquisition unit 120, a base score calculator 130, a job seeker-originated preferential score calculator 140, and a company-originated preferential score calculator 150. , and a matching score calculator 160 . The job seeker information DB 10 and the job offer information DB 20 may be included in the matching system 100, or may be arranged as an external database.

The job seeker information acquisition unit 110 acquires job seeker information including personal information about the job seeker and working conditions desired by the job seeker, which are registered in the job seeker information DB 10 . For example, the job seeker information acquisition unit 110 acquires characteristics such as work history, qualifications held, age and personality as personal information, and job type, place of work, type of employment, salary and holidays as desired working conditions. do.

The job offer information acquisition unit 120 acquires job offer information related to job offers presented by recruiting companies, registered in the job offer information DB 20 . For example, the job seeker information acquisition unit 110 acquires employment conditions such as job type, place of work, type of employment, salary, holidays, work history, qualifications held, characteristics such as age and personality as job offer information.

Based on the job applicant information acquired by the job applicant information acquisition unit 110 and the job offer information acquired by the job offer information acquisition unit 120, the base score calculation unit 130 calculates the degree of matching between the job applicant and the job offer. Calculate the base score shown.

The job seeker-originated preferential treatment score calculation unit 140 calculates a job seeker-originated preferential treatment score that indicates the degree of recommendation of a job offer based on company situation information regarding the situation of the recruiting company. The job seeker-originated preferential treatment score is a score that takes into account factors for recommending a job offer to a job seeker when calculating a matching score, which will be described later. For example, the job seeker-oriented preferential treatment score is calculated based on job seeker-oriented preferential treatment items including the timing of hiring, number of employees, criteria, urgency, aggressiveness, and the contract plan of the matching system. More specifically, if the recruiting company is actively recruiting, or if the recruiting company subscribes to a higher contract plan and is willing to hire, the job offers offered by the recruiting company will be sent to job seekers. The degree of recommendation will be high, and the job seeker-oriented preferential treatment score should be added.

Job seeker-oriented preferential treatment scores are not limited to these, and include, for example, good performance of the recruiting company, expansion of hiring due to business development, high hiring rate, low turnover rate, same age or same sex It may be calculated based on other information as long as it is a factor for recommending a job offer to a job seeker, such as a large number of employees. In addition, if the business performance of the recruiting company is poor or the job turnover rate is high, the degree of recommendation to the job seeker for the job offer provided by the recruiting company will be low, and the job seeker-origin preferential treatment score may be deducted.

The company-originating preferential treatment score calculation unit 150 calculates a company-originating preferential treatment score indicating the degree of recommendation of the job seeker based on the job seeker information. The company-originated preferential treatment score takes into account the factors for recommending a job seeker to a company when calculating a matching score, which will be described later. For example, the company-originating preferential treatment score is calculated based on the company-originating preferential treatment items including the job seeker's starting time of employment, age, work history and skills. More specifically, if the job seeker is in the age group sought by the company, has qualifications, or has potential, the degree of recommendation to the company will be higher, and the company-based preferential treatment score will be added. Just do it.

In addition, the company-based preferential treatment score is not limited to these. , and other information. On the other hand, if a job seeker repeatedly changes jobs in a short period of time, or if there are other factors that cause concern for the company, the degree of recommendation to the company by the job seeker will be low, and the company-based preferential treatment score can be deducted.

The matching score calculator 160 calculates a matching score based on the base score and the preferential score originating from the job seeker or the preferential treatment originating from the company. Specifically, for job seekers, the matching score calculator 160 calculates a matching score based on the base score and the job seeker-originated preferential treatment score. For companies, the matching score calculator 160 calculates a matching score based on the base score and the company-originated preferential treatment score.

Further, the calculated matching scores may be presented in descending order of scores, for example, and the number of cases to be presented may be set appropriately. As a presentation method, it may be displayed on a screen, displayed on another computer or monitor via a network, or notified by e-mail.

[Base score calculation]
Next, the method of calculating the base score, which indicates the degree of conformity to the requirements of both the job seeker and the hiring company, will be described in detail with examples.

FIG. 3 is a diagram showing an example of the base score calculation unit 130 in the matching system 100 according to the first embodiment of the present invention, and FIG. is a diagram showing an example in which a base score is calculated based on the points assigned to each item constituting the job seeker and the priority set by the job seeker.

In FIG. 3 , the base score calculation section 130 includes a weight setting section 131 and a base score calculation section 132 .

The weighting setting unit 131 sets weights based on the priority of each item constituting the working conditions set by the job seeker to the points allocated to each item constituting the employment conditions included in the job offer information.

As shown in FIG. 4, as weighting on the side of job seekers, priority is assigned to each item that constitutes working conditions. Specifically, among the items that make up the working conditions desired by the job seeker, for example, if priority is given by setting the first to third priorities in order of occupation, place of work, and salary. good.

On the other hand, on the side of the recruiting company, the allotment of points set to each item constituting the employment conditions included in the job offer information is uniformly set to 10 points here.

As a result, it is possible to reflect job seekers' requests in more detail by considering the job seekers' priorities while securing the request of the recruiting company to meet the hiring conditions.

The base score calculator 132 determines whether each item satisfies the conditions by comparing the labor conditions and employment conditions, and calculates the base score based on the weighting set for each item.

As shown in FIG. 4, the job seeker selects desired working conditions as "occupation = manufacturing", "work location = Yamaguchi City", "employment type = regular employee or contract employee", "salary = monthly salary of 350,000 yen or more", " Holidays = Saturdays, Sundays, and holidays", etc. are set. On the other hand, in the job offers provided by the recruiting companies, the hiring conditions include "job type = manufacturing", "work location = Yamaguchi City", "employment type = full-time employee", "salary = monthly salary = 300,000 yen", "holidays = Sundays and holidays", etc. is set.

Here, the conditions of the job seeker and the recruiting company are matched with respect to job type, work location, employment form, and aptitude, and points are calculated based on allotted points and weights set for these items. Specifically, for the uniformly set "10 points", according to the priority set by the job seeker, the score of the "occupation" with the highest priority is quadrupled, and the second priority is given. The score of "work location" is tripled. Regarding "salary", which is the third priority, the score is doubled based on the weighting of the priority. ” remains.

As described above, "base score = 90 points" is calculated as "occupation type: 40 points" + "work place: 30 points" + "employment type: 10 points" + "appropriateness: 10 points".

[Calculation of Job Seeker-Based Preferential Treatment Score]
FIG. 5 is a diagram showing an example of calculating a matching score by adding a job seeker-originated preferential treatment score to a base score in the matching system 100 according to the first embodiment of the present invention. In FIG. 5, among the job seeker-oriented preferential treatment items, since the hiring company is active in hiring, the job seeker-oriented preferential treatment score of "15 points" is added to the base score of "90 points", and the matching score is "105 points". ”.

[Calculation of preferential treatment score originating from company]
FIG. 6 is a diagram showing an example in which a matching score is calculated by giving a company-originated preferential treatment score to a base score in the matching system 100 according to the first embodiment of the present invention. In FIG. 6, among the preferential treatment items originating from the company, since the job seeker started work early and was 29 years old (relatively young), the preferential treatment originating from the company was scored as "30 points" in addition to the base score "90 points". It is added and the matching score is "120 points".

Although 15 points are assigned to each item for the job seeker-originated preferential treatment score and the company-originated preferential treatment score, the present invention is not limited to this. For example, different points may be assigned to each item, priorities may be set according to the intentions of job seekers and recruiting companies, or both points and priorities may be assigned.

FIG. 7 is a diagram showing an example of calculating a company-originated preferential treatment score based on the priority order set for the company-originated preferential treatment item in the matching system 100 according to the first embodiment of the present invention. In FIG. 7, among the company-originated preferential treatment items, "6 points" are assigned to each of the starting time of employment, age, experience, and strengths, and "10 points" are assigned to the persistence of work. Furthermore, weighting is set by setting first to third priorities in the order of work start time, strength, and age.

Here, the conditions of the job seeker and the recruiting company are matched with respect to the starting time of work, age and strength, and the score is calculated based on the allotted points and weights set for these items. Specifically, with respect to the set points of "6 points", according to the priority set by the recruiting company, the points of the first priority "start of work" will be quadrupled, and the second priority The score of "strength" of the third priority is tripled, and the score of "age" of the third priority is doubled. As a result, the company-originated preferential treatment score is calculated as "54 points".

[motion]
FIG. 8 is a flow chart showing the flow of processing of the matching method M100 executed by the matching system 100 according to the first embodiment of the present invention. 8, matching method M100 includes steps S110-S180 performed by a processor included in matching system 100. FIG.

In step S110, the matching system 100 determines whether the matching system 100 is for job seekers or recruiting companies. The process proceeds to S131. Whether for job seekers or for recruiting companies, for example, the user using the matching system 100 may be selected, or either one may be selected in advance as a contract for using the matching system 100. .

In step S120, the job applicant information acquisition unit 110 acquires the relevant job applicant information. For example, the job seeker information acquisition unit 110 acquires personal information about the job seeker and working conditions desired by the job seeker, which are registered in the job seeker information DB 10 .

In step S130, the job offer information acquisition unit 120 acquires job offer information. For example, the job offer information acquisition unit 120 acquires employment conditions and the like presented by the recruiting company, which are registered in the job offer information DB 20 .

In step S121, the job offer information acquisition unit 120 acquires the relevant job offer information. For example, the job offer information acquisition unit 120 acquires employment conditions, etc., presented by the recruiting company, which are registered in the job offer information DB 20 .

In step S131, the job applicant information acquisition unit 110 acquires job applicant information. For example, the job seeker information acquisition unit 110 acquires personal information about the job seeker and working conditions desired by the job seeker registered in the job seeker information DB 10 .

In step S140, the weighting setting unit 131 of the base score calculation unit 130 adds the points assigned to each item constituting the employment conditions acquired in step S120 to the labor Set the weight based on the priority for each item that makes up the condition.

In step S150, the base score calculation unit 132 of the base score calculation unit 130 compares the working conditions acquired in step S120 or step S131 with the employment conditions acquired in step S130 or step S121, thereby obtaining Determine whether the conditions are met. Then, the base score calculation unit 132 calculates the base score for items satisfying the conditions based on the weighting set in step S130.

In step S160, the job seeker-originated preferential treatment score calculator 140 calculates a job seeker-originated preferential treatment score. For example, the job seeker-originated preferential treatment score calculation unit 140 calculates job applicant-originated preferential treatment items based on job applicant-originated preferential treatment items including at least one of hiring time, number of people, criteria, urgency, aggressiveness, and contract plan of the matching system. A preferential score can be calculated.

In step S170, the company-originated preferential treatment score calculation unit 150 calculates a company-originated preferential treatment score. For example, the company-originating preferential treatment score calculation unit 150 may calculate the company-originating preferential treatment score based on the company-originating preferential treatment items including at least one of the job seeker's starting time, age, work history, and skills.

In step S180, the matching score calculation unit 160 calculates a matching score based on the base score and the job seeker-originated preferential score or company-originated preferential score.

As described above, according to the matching system 100 and the matching method M100 according to the first embodiment of the present invention, the base score calculation unit 130 allows the job seeker to set A base score is calculated after setting a weight based on the priority of each item that makes up the working conditions. Further, the matching score calculator 160 compares the base score with the job seeker-originated preferential treatment score calculated by the job seeker-originated preferential treatment score calculator 140 or the company-originated preferential treatment score calculated by the company-originated preferential treatment score calculator 150. Based on this, the matching score is calculated. As a result, appropriate matching can be performed in line with the intentions of both the job seeker and the recruiting company.

In this embodiment, as weighting according to the priority, the points are quadrupled, tripled, and doubled for the first, second, and third priorities, but the present invention is not limited to this. The weighting priority and magnification may be adjusted. For example, only the first priority item may be doubled, or the first to fifth priority items may be increased by 50% to 10%, respectively.

In addition, in the present embodiment, weighting is given by adding a predetermined percentage to the points according to the priority, but the present invention is not limited to this. You can add it. Specifically, 30 points, 20 points, and 10 points may be added for the first, second, and third priorities, respectively.

In addition, if there are working conditions and hiring conditions that are essential for job seekers and recruiting companies, a MUST flag may be set for those items to indicate that they are essential condition items. Specifically, if the job seeker sets the MUST flag for work location, the base score will be 0 for job offers from companies that do not match work location, even if there are many matches in other items. to In addition, if the MUST flag is set for the qualifications in the recruitment matter of the recruiting company, the base score of the job seeker who does not possess the qualifications is set to 0 points.

Note that the MUST flag may be set for one item, or may be set for two or more items. In addition, regarding the priority set by the job seeker for each item that constitutes the working conditions, for example, a MUST flag is automatically set for the item with the first priority or items from the first priority to a predetermined order. It doesn't matter if you do.

By setting the MUST flag in this way, if the required items do not match, the base score will be 0 points. can achieve better matching.

<Second embodiment>
Next, in a second embodiment of the present invention, selection of a calculation method according to the presence or absence of occupational experience will be described with respect to the base score calculation method described in the first embodiment. In this embodiment, a detailed description of the configuration common to the first embodiment will be omitted, and the description will mainly focus on points that differ from the first embodiment.

[Selection of calculation method]
FIG. 9 is a diagram showing an example of the base score calculator 230 in the matching system according to the second embodiment of the invention. In FIG. 9 , base score calculation section 230 includes weight setting section 131 , job experience determination section 231 , calculation method selection section 232 , and base score calculation section 233 .

The occupation experience determination unit 231 judges whether or not the job seeker has experience in a predetermined occupation based on the job seeker information. For example, the occupational experience determining unit 231 refers to the job history of the personal information included in the job applicant information acquired by the job applicant information acquiring unit 110, and determines whether or not the person has experience in the occupation desired as working conditions. Here, simply if the person has experience in the occupation, it may be judged that the person has experience. I don't mind.

Calculation method selection unit 232 selects one of a plurality of calculation methods for calculating a base score according to the presence or absence of experience in a predetermined occupation. For example, the plurality of calculation methods include a point addition method and a point deduction method, and the calculation method selection unit 232 selects the point addition method when the job seeker has no experience in a predetermined occupation, and selects the point deduction method when the job seeker has experience. to select.

When the point addition method is selected, the base score calculator 233 may calculate the base score, for example, as described with reference to FIG. 4 in the first embodiment.

When the deduction method is selected, the base score calculator 233 calculates the base score as follows. In addition, here, as a recruiting company, since we generally want to hire job seekers who have experience in a given job category and have skills related to that job category, we use a demerit point method in which points are deducted for items that do not meet the conditions. shall be used.

FIG. 10 is a diagram showing an example in which the base score is calculated using the demerit point method by the base score calculator 230 in the matching system according to the second embodiment of the present invention. As shown in FIG. 10, regarding salary and holidays, the conditions of the job seeker and the recruiting company do not match, and points are subtracted according to the allotted points and weights set for these items. Specifically, for the set points "salary: -10 points" and "holidays: -10 points", according to the priority set by the job seeker, the score for "salary", which is the third priority It is doubled to give "-20 points".

As described above, when the full score (reference point) is 200 points, subtracting the "salary: -20 points" and "holiday: -10 points" yields a "base score = 170 points".

[motion]
FIG. 11 is a flow chart showing the processing flow of the matching method M200 executed by the matching system according to the second embodiment of the present invention. In FIG. 11, matching method M200 includes steps S110-S180 and steps S210-S230 performed by a processor included in the matching system. The matching method M200 includes steps S210 to S230 before step S140, unlike the matching method M100 described with reference to FIG. 8 in the first embodiment.

In step S210, the occupational experience determination unit 231 determines whether or not there is experience in the desired occupation based on the job history included in the job seeker information acquired in step S120 or S131. (Yes of step S210), it progresses to the process of step S220, and when there is no experience regarding the said job type (No of step S210), it progresses to the process of step S230.

In step S220, the calculation method selection unit 232 selects the deduction method using the base score as the calculation method.

In step S230, the calculation method selection unit 232 selects the point addition method using the base score as the calculation method.

Then, the base score calculator 233 calculates the base score using the selected calculation method. Specifically, when the point deduction method is selected, as described with reference to FIG. When the modulus is selected, as described with reference to FIG. 4, calculation may be performed by adding points to items that meet the conditions.

As described above, according to the matching system and matching method M200 according to the second embodiment of the present invention, the base score calculation unit 230 calculates the base score according to whether or not the job seeker has experience in a predetermined occupation. After selecting the calculation method, the base score is calculated. As a result, the base score is calculated using a calculation method according to the job seeker's experience, and is quantified more appropriately. can be matched.

In the present embodiment, the point addition method and the point deduction method were used as the calculation method, but there is no limitation to this. For example, if an appropriate base score can be calculated, a linear function or a quadratic A calculation method including complex functions such as exponential functions, logarithmic functions and trigonometric functions may be used.

<Others>
[Appropriate judgment]
Furthermore, as a method of calculating the base score, characteristic information regarding the characteristics of the job seeker may be considered. A job seeker's characteristics affect suitability for a given job type, and more appropriate matching may be possible.

Specifically, the base score calculation section 130 (230) further includes a suitable occupation determination section. The suitable occupation judging section judges the suitability corresponding to the occupation based on the characteristic information regarding the characteristics of the job seeker among the personal information included in the job seeker information.

FIG. 12 is a diagram showing an example of suitable occupations corresponding to characteristics of job seekers. In FIG. 12, occupations corresponding to "suitable" and "unsuitable" are shown. For example, a job seeker is given a diagnostic test or a questionnaire, and the result is stored as characteristic information included in personal information.

Here, based on the result P30 of the job seeker's answer as "what he is suitable for", occupations 31 including cleaning, president/executives, education, etc. are listed as appropriate occupations. On the other hand, based on the result N40 of job seekers answering that they are "unsuitable", occupations 41 including logistics, mining, agriculture, etc. are listed as inappropriate occupations.

In this way, the base score calculation unit 130 (230) judges the appropriateness (whether appropriate or not appropriate) for a predetermined occupation from the characteristic information of the job seeker, and calculates the base score according to the appropriateness. Points may be added or subtracted. As a result, it is possible to perform more appropriate matching based on the job seeker's characteristic information.

In addition, in a diagnostic test or a questionnaire conducted for job seekers, the results of items answered within a predetermined period of time may be used as characteristic information. For example, when a job seeker answers a question immediately, the answer is adopted because the job seeker has a clear awareness of the question. On the other hand, if a job seeker takes a long time to answer a question, it is considered that they are not clear about the question and are worried about answering it, so the answer is accepted. do not do. Here, the term “within a predetermined time” may be set according to the content of the question. should be set as

[Recruitment policies of recruiting companies]
In the first and second embodiments of the present invention, 10 points (-10 points) or the like was uniformly set for allotment points set for each item constituting the employment conditions. The allocation of points may be changed accordingly, and the request of the recruiting company may be reflected in more detail.

FIG. 13 is a diagram showing an example of a hiring policy set by a recruiting company, and FIG. 14 is a diagram showing an example of weighting (point allocation) for each item based on the hiring policy set by the recruiting company. .

In FIG. 13, four recruitment policies are shown centering on the job seeker's age (older/young) and skills (what they can do/want to do), and in FIG. 14, each item when these recruitment policies are selected are shown. In addition, in FIG. 14, the weighting (allocation of points) is finely set for each item related to the calculation of the base score and the company-originated preferential treatment score.

For example, in the case of (A) recruitment of specialties, emphasis is placed on occupation, work history, and age, and these items are weighted to increase points. As a recruiting company, we would like to hire human resources who have graduated from a vocational school or are new graduates and have acquired a specialized job and have acquired specific skills at an early stage.

(B) In the case of hiring ready-to-work, emphasis is placed on job type, work experience and qualifications, and while these items are weighted and points are assigned higher, points are assigned lower in the sense that salary and age are not a concern. ing. Recruiting companies want to hire people who can immediately make use of their past work experience.

(C) In the case of potential employment, emphasis is placed on age and aptitude, and weights are given to these items, giving higher points. . As a recruiting company, we want to hire young and suitable human resources with high expectations for the future.

(D) In the case of condition-adjusted hiring, emphasis is placed on work location, employment status, and salary, and these items are weighted to give higher points. ing. As a recruiting company, we hope to hire human resources who can compromise on conditions such as salary, while loosening restrictions on work history and age in anticipation of future prospects.

In this way, the recruiting company sets a weighting (allocation of points) so that the score of the job seeker who is more suitable for the image of the person they want to hire based on the recruitment policy appears as a high score. .

Here, four recruitment policies (A) to (D) are illustrated based on the age and skills of job seekers, but the recruitment policies are not limited to these. 3 or less or 5 or more hiring policies may be set based on other items to be considered. Then, a weighting (allocation of points) corresponding to each employment policy may be set, and the preset weighting (allocation of points) may be appropriately changed by feedback of matching results or the like.

FIG. 15 is a diagram showing an example of calculation of the base score and the company-originated preferential treatment score based on the priority set by the job seeker and the hiring policy set by the recruiting company. In FIG. 15, the recruiting company selects a hiring policy to set a weighting (allocation of points) corresponding to the hiring policy, as described with reference to FIGS. Here, it is assumed that (B) adoption of immediate fighting potential is selected.

On the other hand, as weighting on the side of job seekers, priority is given to items included in working conditions. Specifically, among the items included in the working conditions desired by job seekers, for example, by setting priority from 1st to 5th in order of occupation, place of work, salary, form of employment and holidays, Degree should be given.

As shown in FIG. 15, as job seeker information including personal information and desired working conditions, "occupation = manufacturing", "work location = Yamaguchi City", "employment type = regular employee or contract employee", "salary = monthly salary of 350,000 "Yen or more", "Holidays=Saturdays, Sundays, and holidays", "Appropriateness=Serious", "Employment experience=5 years in clerical work", "Qualification=None", and "Age=35 years old" are set. Furthermore, the job seeker sets priority in the order of "job type", "work location", "salary", "employment type", and "holiday" among working conditions. On the other hand, in the job postings provided by the recruiting companies, "Job type = Manufacturing", "Work location = Yamaguchi City", "Employment type = Regular employee", "Salary = 300,000 yen per month", "Holidays = Sundays and holidays", "Appropriate = Serious", " Employment history = 3 years or more in manufacturing, Qualification = Yes, Age = 30-50 years old.

Here, the job seeker and the recruiting company match the job type, place of work, type of employment, aptitude, and age, and points are added according to the weighting (allocation of points) set for these items.

Here, based on (B) the weighting (allocation of points) according to the employment of ready-to-work potential, it is "job type: 20 points", "work location: 5 points", "employment type: 5 points", and "appropriateness: 10 points". Furthermore, according to the priority set by the job seeker, the score "20 points" for the first priority "occupation" is multiplied by 5, and the score "5 points" for the second priority "work location" is increased by 4. The score "5 points" for "employment type", which ranks fourth in priority, is doubled.

As described above, "base score = 140 points" is calculated as "occupation type: 100 points" + "work place: 20 points" + "employment type: 10 points" + "appropriateness: 10 points". Furthermore, if a company-originated preferential treatment score “age: 5 points” is given, the matching score becomes “145 points”.

The embodiments described above are for facilitating understanding of the present invention, and are not intended to limit and interpret the present invention. Each element included in the embodiment and its arrangement, materials, conditions, shape, size, etc. are not limited to those illustrated and can be changed as appropriate. Also, it is possible to partially replace or combine the configurations shown in different embodiments. The scope of the present invention is not limited to the above-described embodiments, but is interpreted broadly to the extent that a person skilled in the art can comprehend.

In addition, the recruiting company in the present invention is typically a corporation such as a stock company that recruits human resources, but it is not limited to this. The matching system of the present invention can be applied to these as well.

10 Job seeker information DB 20 Job offer information DB 31, 41 Occupation 30P Suitable items N40 Unsuitable items 100 Matching system 110 Job applicant information acquisition unit 120 Job offer Project information acquisition unit 130, 230 Base score calculation unit 131 Weighting setting unit 132, 233 Base score calculation unit 140 Job seeker-based preferential treatment score calculation unit 150 Company-based preferential treatment score calculation unit 160 Matching score calculation unit 231 Job experience determination unit 232 Calculation method selection unit M100, M200 Matching method S110 to S180, S210 to S230 Matching method steps

Claims (9)

a job seeker information acquisition unit that acquires job seeker information including personal information about the job seeker and working conditions desired by the job seeker;
a job offer information acquisition unit that acquires job offer information related to the job offer presented by the recruiting company;
a base score calculation unit that calculates a base score indicating a degree of matching between the job seeker and the job offer based on the job seeker information and the job offer information;
a job seeker-origin preferential treatment score calculation unit that calculates a job seeker-origin preferential treatment score indicating the degree of recommendation of a job offer based on company situation information about the situation of the recruiting company;
a company-originating preferential treatment score calculation unit that calculates a company-originating preferential treatment score indicating the degree of recommendation of a job seeker based on the job seeker information;
a matching score calculation unit that calculates a matching score based on the base score and the job seeker-originated preferential score or the company-originated preferential score;
matching system. The base score calculation unit
a weighting setting unit for setting a weight based on the priority of each item constituting the working condition set by the job seeker to the points set for each item constituting the employment condition included in the job offer information; ,
a base score calculation unit that determines whether or not each item satisfies the conditions by comparing the working conditions and the employment conditions, and calculates a base score based on the weighting set for each item; include,
The matching system according to claim 1. The base score calculation unit
a job experience determination unit that determines whether or not the job seeker has experience in a predetermined job based on the job seeker information;
a calculation method selection unit that selects one of a plurality of calculation methods for calculating the base score according to the presence or absence of experience in the predetermined occupation,
The base score calculation unit calculates the base score using the selected calculation method.
3. A matching system according to claim 2. The plurality of calculation methods include a point addition method and a point deduction method,
4. A matching system according to claim 3. The personal information includes characteristic information about the characteristics of the job seeker,
The base score calculation unit
further comprising a suitable occupation determination unit that judges the appropriateness corresponding to the occupation based on the characteristic information,
The base score calculation unit calculates the base score by giving the appropriateness.
Matching system according to any one of claims 2 to 4. The weighting setting unit sets the weighting based on a hiring policy set by the hiring company.
Matching system according to any one of claims 2 to 5. The job applicant-oriented preferential treatment score calculation unit calculates the job applicant-oriented preferential treatment score based on job applicant-oriented preferential treatment items including at least one of hiring time, number of people, criteria, urgency, aggressiveness, and contract plan of the matching system. to calculate
Matching system according to any one of claims 1 to 6. The company-based preferential treatment score calculation unit calculates the company-based preferential treatment score based on company-based preferential treatment items including at least one of the job seeker's start time, age, work history, and skills.
Matching system according to any one of claims 1 to 7. The company-originating preferential treatment score calculation unit calculates the company-originating preferential treatment score based on the priority of the company-originating preferential treatment item set by the recruiting company.
9. A matching system according to claim 8.

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