JP2024001779A - Information processing system, information processing method, and program - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide an information processing system, an information processing method, and a program, for reducing a burden of an interview organizer by using questionnaire information.

SOLUTION: An information processing system 1000 is configured by connecting a server device 100, a client device 110, and a client device 120 over a network 150 so as to communicate with each other. The server device acquires questionnaire information indicating results of a questionnaire survey of an interviewee prior to an interview, and carries out control to display a first screen generated on the basis of the questionnaire information of the interviewee. The first screen is a screen for creating an interview sheet. The interview sheet is used by an interview organizer during an interview between the interview organizer and the interviewee. The first screen is configured such that questions to be used during the interview can be selected from among a plurality of question candidates for the interviewee.

SELECTED DRAWING: Figure 1

COPYRIGHT: (C)2024,JPO&INPIT

Description

The present invention relates to an information processing system, an information processing method, and a program.

Patent Document 1 discloses a human resources recruitment support system that makes recruitment activities more efficient.

Unexamined Japanese Patent Publication No. 2019-101720

In interviews between people, it is up to the interview organizer to decide what to say and what to listen to from the other person, which places a heavy burden on the interview organizer. In addition, the content of what to ask the other party was uniform, and it was not always possible to hear the appropriate content depending on the other person.

According to one aspect of the present invention, an information processing system is provided. This information processing system acquires questionnaire information indicating the results of a questionnaire survey of the interviewee before the interview. Control is performed to display the first screen generated based on the questionnaire information of the interviewee. The first screen is a screen for creating an interview sheet. The interview sheet is used by the interview organizer during the interview between the interview organizer and the interviewee. The first screen is configured so that questions to be used during the interview can be selected from a plurality of question candidates for the interviewee.

FIG. 1 is a diagram illustrating an example of a system configuration of an information processing system 1000. FIG. 2 is a diagram showing an example of the hardware configuration of the server device 100. FIG. 3 is a diagram showing an example of the hardware configuration of the client device 110. FIG. 4 is a conceptual diagram showing information processing and the like in the information processing system 1000. FIG. 5 is a diagram showing a list of unresponsive hiring candidates for interviews in which a certain employee is the interview organizer. FIG. 6 is a diagram illustrating an example of a top screen of a hiring candidate. FIG. 7 is a diagram showing an example of an interview sheet creation screen 700. FIG. 8 is a diagram showing an example of an interview sheet creation screen 800. FIG. 9 is a diagram showing an example of an interview sheet creation screen 900. FIG. 10 is a diagram showing an example of an interview sheet creation screen 1010. FIG. 11 is a diagram showing an example of an interview sheet creation screen 1100. FIG. 12 is a diagram showing an example of an interview sheet creation screen 1300. FIG. 13 is a diagram showing an example of an interview sheet creation screen 1400. FIG. 14 is a diagram showing an example of an interview sheet creation screen 1500. FIG. 15 is a diagram showing an example of an interview screen 1600. FIG. 16 is a diagram showing an example of an interview screen 1700 after the save button 1630 is selected. FIG. 17 is a diagram showing an example of a report creation screen 1800. FIG. 18 is a diagram illustrating an example of a configuration map for each type.

Embodiments of the present invention will be described below with reference to the drawings. Various features shown in the embodiments described below can be combined with each other.

Embodiments of the present invention will be described below with reference to the drawings. Various features shown in the embodiments described below can be combined with each other. In particular, in this specification, the term "unit" may include, for example, a combination of hardware resources implemented by circuits in a broad sense and software information processing that can be specifically implemented by these hardware resources. . In addition, various information is handled in this embodiment, and this information is expressed as a binary bit collection consisting of 0 or 1 by the high/low of the signal value, or by the physical numerical value of the signal value. Communication and computation can be performed on circuits in a broad sense, whether represented by quantum superposition or by quantum superposition.

Further, a circuit in a broad sense is a circuit realized by at least appropriately combining a circuit, a circuit, a processor, a memory, and the like. That is, Application Specific Integrated Circuit (ASIC), programmable logic device (for example, Simple Programmable Logic Device (SPLD)), Complex Programmable Logic Device (Complex Pr) ogrammable Logic Device: CPLD), and field This includes a field programmable gate array (FPGA) and the like.

Furthermore, the program for realizing the software that appears in the embodiments may be implemented in a form that can be downloaded from a server, the program may be executed on a cloud computer, or it may be a non-volatile or volatile program. It may be stored and distributed on a non-transitory storage medium.

1. System Configuration FIG. 1 is a diagram showing an example of the system configuration of an information processing system 1000. As shown in FIG. 1, the information processing system 1000 includes a server device 100, a client device 110, and a client device 120 as a system configuration. Server device 100, client device 110, and client device 120 are communicably connected via network 150.
The server device 100 provides an interview function according to this embodiment. Details of the processing of the server device 100 will be described later. In the present embodiment, an interview for employment in an organization (for example, a company) will be explained as an example of an interview. However, this does not limit this embodiment. Other examples of interviews include selection interviews for internal promotions, coaching interviews, etc. Note that interviews include both online interviews and face-to-face interviews. Further, the interview may be one-on-one, one-on-many, or N-on-N.

The client device 110 is a device operated by an interviewee undergoing a recruitment interview. The client device 120 is a device operated by an interview organizer who hosts a recruitment interview.

Note that in FIG. 1, only one client device 110 is illustrated in the information processing system 1000 to simplify the explanation, but the information processing system 1000 may include a plurality of client devices 110. . That is, the information processing system 1000 may include as many client devices 110 as the number of people to be interviewed. Further, although FIG. 1 shows a PC as an example of the client device 110, the client device 110 is not limited to a PC, and may be any device that can respond to a survey sent from the server device 100, such as a tablet computer or a smartphone. It can be anything. A survey is an example of questionnaire information.
Here, the information processing system described in the claims may be composed of a plurality of devices or may be composed of one device. When the information processing system described in the claims is constituted by one device, an example of the device is the server device 100. When the information processing system described in the claims is composed of a plurality of devices, examples of the plurality of devices are the server device 100 and the client device 120.

2. Hardware configuration (hardware configuration of server device 100)
FIG. 2 is a diagram showing an example of the hardware configuration of the server device 100. The server device 100 includes a control section 210, a storage section 220, and a communication section 230 as a hardware configuration.

The control unit 210 is a CPU (Central Processing Unit) or the like, and controls the entire server device 100. The functions of the server device 100 are realized by the control unit 210 executing processing based on the program stored in the storage unit 220.
The storage unit 220 is any one of HDD (Hard Disk Drive), ROM (Read Only Memory), RAM (Random Access Memory), SSD (Solid State Drive), or any combination thereof, and stores programs and a control unit. 210 stores data and the like used when executing processing based on a program.
The communication unit 230 is a NIC (Network Interface Card) or the like, connects the server device 100 to the network 150, and controls communication with other devices.

(Hardware configuration of client device 110)
FIG. 3 is a diagram showing an example of the hardware configuration of the client device 110. The client device 110 includes a control section 310, a storage section 320, an imaging section 330, an input section 340, an output section 350, and a communication section 360 as a hardware configuration.

The control unit 310 is a CPU or the like, and controls the entire client device 110.
The storage unit 320 is an HDD, ROM, RAM, SSD, or any combination thereof, and stores programs, data used by the control unit 310 when executing processing based on the programs, and the like. When the control unit 310 executes processing based on the program stored in the storage unit 320, the functions of the client device 110 as shown in FIG. 4, which will be described later, are realized.
The image capturing unit 330 is a camera or the like, and captures an image of a subject. In the example of this embodiment, the camera is a camera built into or externally attached to the client device 110, and images the operator of the client device 110.
The input unit 340 is a keyboard, a mouse, or the like, and inputs information to the client device 110 based on user operations. The output unit 350 is a display or the like, and displays a screen or the like based on the control of the control unit 310. The communication unit 360 is a NIC or the like, connects the client device 110 to the network 150, and manages communication with other devices.
Note that the client device 110 may further include an audio input section and an audio output section. The voice input unit is a microphone or the like, and inputs the operator's voice and the like. The audio output is a speaker or the like, and outputs audio or the like based on the control of the control unit 310.

The hardware configuration of client device 120 is also similar to that of client device 110. The functions of the client device 120 are realized by the control unit of the client device 120 executing processing based on a program stored in the storage unit of the client device 120.

3. Information processing (processing overview)
Information processing according to this embodiment will be described below.
FIG. 4 is a conceptual diagram showing information processing and the like in the information processing system 1000.
During recruitment selection, the control unit 210 of the server device 100 transmits a predetermined URL (Uniform Resource Locator) to the client device 110 of the applicant for employment, and instructs the applicant to access the URL and answer the questionnaire before the interview. request. The control unit 210 controls the display of a survey-related screen on the output unit 350 of the client device 110 in response to a request to access the URL. The control unit 210 acquires information input and/or selected via the screen displayed on the output unit 350 as questionnaire information of the interviewee. That is, the control unit 210 acquires questionnaire information indicating the results of a questionnaire survey of the interviewee before the interview.
In FIG. 4, the survey section shows that applicants respond to a questionnaire via a screen or the like before the interview. Note that the questionnaire includes questions regarding the applicant's skills (professional skills, business skills, etc.), questions regarding culture (personality, personal values, etc.), and the like. Therefore, the questionnaire information includes answers to these questions. The survey-related screen also includes an area for inputting questions to the company by applicants. When a question for the company is entered in the input area, the question for the company will also be included in the questionnaire information.

The control unit 210 creates an interview sheet creation screen based on the questionnaire information of the interviewee. The interview sheet creation screen is an example of the first screen. Here, the interview sheet creation screen is a screen for creating an interview sheet. The interview sheet is used by the interview organizer during an interview between the interview organizer and the interviewee. The interview sheet creation screen is configured so that questions to be used during the interview can be selected from a plurality of question candidates for the interviewee. Note that the control unit 210 can also create new questions in response to operations via the interview sheet creation screen.
In FIG. 4, the design part shows that the control unit 210 creates an interview sheet creation screen based on questionnaire information. In the example shown in FIG. 4, the interview sheet creation screen for pattern A among the plurality of patterns is created based on the questionnaire information. Depending on the pattern, the question candidates that can be selected on the interview sheet creation screen differ. Based on the questionnaire information, the control unit 210 selects one pattern from among a plurality of patterns, taking into consideration the interviewee's personality, qualities, characteristics, etc., and creates an interview sheet creation screen of the selected pattern.
The control unit 210 controls the interview sheet creation screen to be displayed on the output unit of the client device 120 in response to a display request from the client device 120 of the interview organizer who is the organizer of the interview. The interview organizer selects questions to be used during the interview from a plurality of question candidates or changes the order of the questions via the displayed interview sheet creation screen. Further, as described above, the interview organizer can also create new questions via the interview sheet creation screen. When a question to be used during the interview is selected from a plurality of question candidates via the interview sheet creation screen, the control unit 210 creates an interview sheet including the selected question. If the questionnaire information includes questions from the interviewee to the organization or business related to the interview organizer, the interview sheet creation screen includes input for entering questions to the organization or business related to the interview organizer and answers to the questions. Contains areas. The interview organizer operates the client device 120 to input answers to the questions into the input area. Then, the control unit 210 creates an interview sheet that further includes questions to the organization or business regarding the interview organizer and answers to the questions.

During the interview between the interview organizer and the interviewee, the control unit 210 controls so that an interview screen including the created interview sheet is displayed on the output unit of the interview organizer's client device 120. The interview screen is an example of the second screen. As will be described later, the interview screen includes points for determining pass/fail regarding responses to questions posed to the interviewee. The interview organizer evaluates the interviewee for each question based on the interviewee's responses to the questions, with reference to these pass/fail decision points. Here, if the interview sheet includes questions to the organization or business regarding the interview organizer and answers to the questions, the interview screen will display the questions to the organization or business regarding the interview organizer and the answers to the questions. The answer will be displayed. If a question to the organization or business related to the interview organizer and an answer to the question are displayed on the interview screen, the interview organizer answers the question during the interview with the interviewee. By doing so, questions from the interviewee to the interview organizer (or to the company to which the applicant is applying) can be received in advance, and the questions can be reliably answered at the time of the interview. Here, the interview screen may be provided with an area for inputting notes regarding the reaction of the interviewee when the interview organizer answers the interviewee's questions during the interview.
When the control unit 210 receives evaluations of the interviewee and comments during the interview via the interview screen, the control unit 210 stores them in the storage unit 220 or the like.
In FIG. 4, the interview (N times) part shows that an interview screen including an interview sheet is displayed on the output unit of the client device 120, the interview is conducted using the interview sheet, and the evaluation is recorded. It shows.

Further, the control unit 210 transmits a coupon (a career coaching coupon in the example of FIG. 4) for attending a seminar or the like to the client device 110 or the like of the interviewee. Here, the coupon is an example of a ticket. The control unit 210 may transmit a discount coupon as the coupon. For example, an interviewee who has received a discount coupon ticket can use the discount coupon ticket to apply for a seminar and receive the seminar at a discounted price. By doing this, even if the applicant is rejected as a result of the interview, the applicant can be given a positive opportunity. Note that the control unit 210 may determine the seminar that the interviewee should attend based on the evaluation at the time of the interview, which is input via the screen at the time of the interview. Further, if the interview is a recruitment interview, the control unit 210 may send a coupon to the interviewee who is not hired. Further, the control unit 210 may count the number of interviewees to whom coupons have been sent, and charge the company hosting the seminar a fee according to the number of coupons sent. Further, the control unit 210 counts the number of interviewees who have attended the seminar based on information indicating that the interviewee to whom the coupon was sent has attended the seminar, and sends the seminar to the company hosting the seminar. Fees may be charged based on the number of interviewees who have taken the course.

The processing of the control unit 210 will be described below using screen examples. The following screen is displayed on the output unit 350 of the client device 110 under the control of the control unit 210.
(Dashboard)
FIG. 5 is a diagram illustrating an example of a list of unresponsive hiring candidates for interviews in which a certain employee is the interview organizer.
When a certain employee (Taro Sato in the example of FIG. 5) logs into the information processing system 1000 and selects the item 510, a screen 500 is displayed on the output unit 350 of the client device 110. Screen 500 includes a list of hiring candidates related to unresolved interviews for which a certain employee is the interview organizer. Information on candidates for interviews includes name, date and time of registration, job type, selection steps, preparation (not yet, in progress, or completed), report (not yet, in progress, or completed), and notification. There is information on. Additionally, at the top of the screen 500, the number of interviews that have not yet been completed is shown as "Not yet completed," the number of interviews that have been prepared is shown as "Prepared," and the number of interviews that have been completed is shown as "Interviewed." , the number of interviews for which reports have been completed is included as ``completed reports,'' and the number of interviews that the individual is handling is included as ``total responses.''

(Recruitment candidate)
FIG. 6 is a diagram illustrating an example of a top screen of a hiring candidate.
When an employee logs into information processing system 1000 and selects item 520, screen 600 is displayed on output unit 350 of client device 110. Note that when item 520 is selected, a list of hiring candidates is displayed on the screen, and when one hiring candidate is selected from the list of hiring candidates, a screen as shown in FIG. 6 is displayed. You can do it like this.
Screen 600 includes a hiring candidate area 610, a hiring score area 620, and a button 630. The hiring candidate area 610 includes information on hiring candidates. The information on the hiring candidate includes the hiring candidate's photo, name, age, gender, job offer (indicating which job category the candidate has applied for), contact information, registration date and time, and the like. Further, the recruitment candidate area 610 includes a graph showing how far the selection process has progressed, a button for downloading a job history, a button for downloading survey results, and the like. Here, the survey result is questionnaire information about the interviewee, which is the hiring candidate in the example of this embodiment. In the recruitment score area 620, a rank regarding recruitment determined by the control unit 210 or the like based on questionnaire information or the like is displayed as a recruitment score. In the example of FIG. 6, the ranks are A, B, C, D, and E in order, with S being the highest. In the recruitment score area 620, the rank of the relevant recruitment candidate and the number of people in other ranks are shown. When button 630 is selected, an interview sheet is displayed on the screen.

(Interview sheet creation screen)
The control unit 210 determines question items based on the questionnaire information, generates and displays an interview sheet creation screen including the determined question items. FIG. 7 is a diagram showing an example of an interview sheet creation screen 700. In the example of FIG. 7, questions such as "low formal orientation" and "low problem acceptance" are determined and displayed as question items regarding work values. Question items regarding work values are an example of question items. Furthermore, in the example of FIG. 7, "poor sociability" is determined and displayed as a question item regarding personality characteristics. Question items regarding personality traits are an example of question items.
More specifically, the control unit 210 generates an interview sheet creation screen based on the questionnaire information of the interviewee and the questionnaire information of a plurality of people belonging to the organization related to the interview organizer. Here, the questionnaire information of a plurality of people belonging to an organization related to the interview organizer is questionnaire information of a plurality of people belonging to the same organization (for example, a company) as the interview organizer. More preferably, the control unit 210 acquires questionnaire information from a plurality of people in the same organization as the interview organizer and in the job category desired by the hiring candidate.

Furthermore, to explain more specifically, the control unit 210 determines whether the interviewee matches the culture of the organization based on the questionnaire information of the interviewee and the questionnaire information of multiple people belonging to the organization regarding the interview organizer. is determined, and the multiple question candidates that can be selected on the interview sheet creation screen are changed according to the determination result. For example, the control unit 210 obtains answers to questions about culture from multiple people at the company hosting the interview as questionnaire information. The control unit 210 identifies the company's culture based on answers to culture-related questions from a plurality of people. For example, the control unit 210 can determine information about the company based on answers to questions about culture from multiple people, such as what people value as work values and what personality traits most people have. identify the culture of Further, the control unit 210 obtains answers to questions regarding the interviewee's culture (personality, personal values, etc.) as questionnaire information. The control unit 210 identifies parts of the identified company's culture that match and those that do not match, based on the acquired questionnaire information of the interviewee. The control unit 210 generates an interview sheet creation screen so that question candidates regarding the portions that are determined to be inappropriate can be selected on the interview sheet creation screen.

The interview organizer selects one question item from the displayed question items, and selects a question to ask during the interview from a plurality of question candidates related to the selected question item. That is, the interview sheet creation screen 700 is configured so that one question item can be selected from a plurality of question items.

When one question item is selected from a plurality of question items, the control unit 210 controls to generate and display an interview sheet creation screen including a plurality of question candidates related to the selected question item. In FIG. 7, when a question item 710 is selected, the control unit 210 controls the output unit 350 of the client device 110 to display a screen as shown in FIG. FIG. 8 is a diagram showing an example of an interview sheet creation screen 800. That is, the interview sheet creation screen 800 is configured such that when one question item is selected from a plurality of question items, a question to be used during the interview can be selected from a plurality of question candidates regarding the selected one question item. Ru. In the example of FIG. 8, a plurality of question candidates 820 are configured to be selectable in response to the question item "low formal orientation." In the example shown in Figure 8, a check 830 is placed in the checkbox corresponding to the question candidate, "Please tell me about the most challenging work experience you have had so far.", and this question candidate is selected. It is shown that Note that in the example of FIG. 8, a question can be selected by checking the checkbox corresponding to a question candidate, but the configuration is not limited to this. Any configuration may be used as long as question candidates can be selected.
Further, the control unit 210 may configure the interview sheet creation screen so that when a question to be used during the interview (referred to as a main question) is selected, sub-questions related to the main question can be selected. . With this structure, when a certain main question is selected, there are deeper questions that should be asked related to that main question, questions that should be asked based on the interviewee's response, etc. You can set sub-questions related to the main question.
Further, as shown in FIG. 8, the interview sheet creation screen 800 includes pass/fail judgment points 810 regarding a plurality of question candidates for the selected question item.

When the close button or the like is selected and the next question item “low problem acceptance” 910 is selected, the control unit 210 causes the output unit 350 of the client device 110 to display a screen as shown in FIG. Control. FIG. 9 is a diagram showing an example of an interview sheet creation screen 900. In the example of FIG. 9 as well, a plurality of question candidates and pass/fail judgment points regarding the plurality of question candidates are included in response to the question item 910 "low problem acceptance."

When the setting of questions to determine culture match is completed on the interview sheet creation screen as shown in FIGS. 8 and 9, control is performed to display an interview sheet creation screen as shown in FIG. 10 on the output unit 350 of the client device 110. do. FIG. 10 is a diagram showing an example of an interview sheet creation screen 1010. In the example of FIG. 10, question items such as "specialized skills" and "business skills" are selectable on the interview sheet creation screen 1010.

In the screen of FIG. 10, for example, when the question item "specialized skills" is selected, the control unit 210 causes the output unit 350 of the client device 110 to display an interview sheet creation screen 1100 as shown in FIG. Control. FIG. 11 is a diagram showing an example of an interview sheet creation screen 1100. In the example of FIG. 11, on the interview sheet creation screen 1100, "requirements definition," "external design," and "internal design" are selectable as categories below "specialized skills."

When the setting of questions for determining the candidate's skills on the interview sheet creation screen as shown in FIGS. 10 and 11 is completed, the control unit 210 displays the interview sheet creation screen 1300 as shown in FIG. control so as to display it on the output section 350 of. FIG. 12 is a diagram showing an example of an interview sheet creation screen 1300. The interview sheet creation screen 1300 in FIG. 12 shows the skill interest rate, motivation, etc. of the hiring candidate, which are determined based on the questionnaire information obtained from the hiring candidate. In the example of FIG. 12, for the hiring candidate "Ichiro Yamada", the overall number is set to 100, and 50% interest in professional skills and 50% interest in business skills are displayed. Furthermore, the example in FIG. 12 shows that among the motivations, career advancement and economic opportunity, "career advancement" is high. The interview organizer refers to the content shown in Figure 12 and selects a pre-created appeal content regarding the attractiveness of the company to be promoted in the interview, or creates a new one and inputs it into the interview sheet creation screen. I can do it.

When the setting of the contents to be discussed about the attractiveness of the company during the interview on the interview sheet creation screen as shown in FIG. 350. FIG. 13 is a diagram showing an example of an interview sheet creation screen 1400. The interview organizer can modify or change the content of the questions and the number of questions on the interview sheet creation screen 1400. Furthermore, the interview organizer can change the order of questions on the interview sheet creation screen 1400. For example, the interview host can change the order of the questions in object 1420 and the questions in object 1410 by selecting object 1410 and moving it below object 1420.

Furthermore, upon receiving a predetermined operation, the control unit 210 displays a window 1510 as shown in FIG. 14 . The predetermined operation is, for example, right-clicking on the relevant question. FIG. 14 is a diagram showing an example of an interview sheet creation screen 1500. When "edit question" is selected in window 1510, control unit 210 enables the corresponding question to be edited. Further, when "Add to template" is selected in the window 1510, the control unit 210 adds the question to the template used when creating the interview sheet. Furthermore, when "Up one question" is selected in the window 1510, the control unit 210 changes the order of the questions one question to the previous one (up one question on the screen). Furthermore, when "Down one" is selected in the window 1510, the control unit 210 changes the order of the questions one step later (one step lower on the screen). Further, when "Delete question" is selected in window 1510, control unit 210 deletes the corresponding question from the interview sheet.

When an OK button (not shown) is selected on the interview sheet creation screen shown in FIGS. 13 and 14, the control unit 210 changes the selected questions to An interview sheet containing the information in order is created and stored in the storage unit 220 or the like.

(screen during interview)
Control unit 210 controls display of interview screen 1600 on output unit 350 of client device 110 in response to a request. FIG. 15 is a diagram showing an example of an interview screen 1600. As shown in FIG. 15, the interview screen 1600 includes an interview sheet for the hiring candidate. The interview sheet includes the number of questions and the interview time. Further, the interview screen 1600 includes questions selected on the above-mentioned interview sheet creation screen, and also includes points for determining pass/fail regarding the questions. The interview screen 1600 also includes a memo entry area 1610 for personnel in charge related to the question. The interview organizer inputs what he/she felt during the interview, what he/she is concerned about, etc. to 1610 via the input section 340 or the like. The interview screen 1600 also includes a judgment button 1620 for inputting the result of judgment regarding the question. The judgment buttons 1620 include "OK", "NG", and "Hold". The interview organizer selects OK, NG, or postponement based on the hiring candidate's response to the question. The interview screen 1600 also includes a save button 1630. When the save button 1630 is selected, the control unit 210 adds the contents input in the person-in-charge memo input area 1610, the contents of the button selected with the judgment button 1620, etc. to the interview sheet, and saves it. As another example, the control unit 210 may periodically (for example, every few seconds) add information input in a predetermined area, information selected using a button, etc. to the interview sheet and save it. .
Note that the interview sheet created on the interview sheet creation screen includes items related to screening of the interviewee and items related to attraction. The screening-related items are questions to check whether the interviewee can work properly after joining the company, for example. The items related to attraction are items for the interview organizer and the like to appeal to the interviewee the attractive points of their company. Questions related to screening display points for deciding whether to pass or fail as described above, but on the screen for setting the question content regarding attraction (for example, the screen shown in Figure 12), the points that convey the attractiveness of the company are displayed. It will be included in the interview sheet creation screen.

FIG. 16 is a diagram showing an example of an interview screen 1700 after the save button 1630 is selected. As shown in FIG. 16, the interview screen 1700 includes a memo 1710 of the person in charge. Further, on the interview screen 1700, the judgment selected by the judgment button (OK, NG, pending) is displayed so as to be distinguishable from other judgments. In the example of FIG. 16, an example is shown in which OK 1720 is displayed in a different color from NG and Pending, but this is not limiting. The interview screen 1700 also includes an edit button 1730. When the edit button 1730 is selected, the control unit 210 displays the contents of the person in charge memo 1710 and the contents of the judgment selected with the judgment button in a changeable manner.

(Report creation screen)
After the interview ends, when a report creation request is received, the control unit 210 controls the report creation screen 1800 to be displayed on the output unit 350 of the client device 110. FIG. 17 is a diagram showing an example of a report creation screen 1800. As shown in FIG. 17, the report creation screen 1800 includes an evaluation 1810 during the interview. The interview evaluation 1810 includes judgment information such as responses to each question included in the interview sheet. In the example of FIG. 17, in the evaluation 1810 during the interview, out of seven questions, five were judged OK, one was judged as NG, and one was judged as pending. It is shown.

Other functions of the information processing system 1000 will be described below.
(Interview cost)
The control unit 210 outputs cost information indicating the cost of the interview based on time information indicating the time taken to interview the organization member and cost information indicating the cost of the organization member. For example, the control unit 210 divides the annual income of a member of the organization by the legal working hours for one year to obtain hourly wage information. Hourly wage information is an example of cost information. The control unit 210 obtains cost information indicating the cost of the interview during the hiring period based on the time information indicating the time taken for the interview and the member's hourly wage information, and outputs the obtained cost information. You can do it like this. Further, the control unit 210 may obtain cost information indicating the cost of interviews during the hiring period for each person in charge, and output the obtained cost information. In addition, as another example, the control unit 201 acquires information on the ranks (or positions) of the members of the relevant organization, and sets the information for each rank (or position) based on the information on the ranks (or positions). The hourly wage information of the relevant member may be acquired from the approximate hourly wage information of the member. The hourly wage information obtained in this manner is also an example of cost information.

(Method of determining interview organizer)
The control unit 210 determines a member to be appointed as an interview organizer based on performance information indicating the performance of each of the plurality of members in past interviews as an interview organizer. To explain more specifically, the control unit 210 controls the interview so that the member with a good score becomes the interview organizer based on performance information indicating the performance of each of the plurality of members as the interview organizer in the past. Decide which members will be appointed as organizers.

(Method for determining grade information of interview organizer Part 1)
For example, after the interview, the control unit 210 sends a post-interview questionnaire regarding the interview to the interviewee, and obtains responses to the post-interview questionnaire. The post-interview questionnaire includes questions about the interview, such as whether it was easy to talk and whether you felt pressured. In addition, the post-interview questionnaire is structured so that respondents can select answers to questions from multiple levels, such as strongly agree, agree, neutral, disagree, and strongly disagree. Here, the responses to the post-interview questionnaire are an example of post-interview questionnaire information indicating the results of a questionnaire survey of the interviewee after the interview. The control unit 210 determines whether or not the interview organizer was able to conduct an appropriate interview based on the responses to the post-interview questionnaire and the standard information for determining what kind of grade will be given in response to the responses. determine the grade information (e.g., excellent, good, fair, etc.).

(Method for determining grade information of interview organizer Part 2)
Further, the control unit 210 may determine the performance information of the interview organizer based on evaluation information indicating the personnel evaluation after joining the company of the interviewee who has been evaluated to be suitable for employment as the interview organizer. Note that the personnel evaluation may be performed by the human resources department or by the interviewee's superior or the like. For example, the control unit 210 provides good performance information (for example, excellent in a three-level evaluation of excellent, good, and fair) to an interview organizer who employs a person with a high personnel evaluation. On the other hand, the control unit 210 provides unfavorable performance information (for example, a three-level evaluation of excellent, good, and fair is acceptable) to an interview organizer who employs a person with a low personnel evaluation.

(Method for determining grade information of interview organizer Part 3)
Note that the method of assigning grades to the interview organizer is not limited to the above, and the control unit 210 may, for example, assign the interview organizer's performance information based on what percentage of the interviewees who have been notified that they will be hired have actually joined the company. It may be decided. For example, the control unit 210 determines whether a first percentage (for example, 70%) or more of the interviewees who have been interviewed by the interview organizer and who have been accepted for employment have joined the company. If you are joining the company between the first percentage (for example, 30% to 70%), you will be given a good grade, and if you are joining the company less than the second percentage (for example, less than 30%), you will be given a good grade. Determine performance information for students.

The control unit 210 determines the score information of the interview organizer using any one of the plurality of methods described above, or a method that arbitrarily combines the plurality of methods among the plurality of methods described above.

(Method for determining interview organizer (modification example 1))
Further, the control unit 210 determines the member to be appointed as the interview organizer of the interview based on the interview score information of each of the plurality of members and the frequency information of the interview of each of the plurality of members. It's okay. Here, the interview frequency information is information on how many times a member has been interviewed during the period set as the employment period. For example, if there is a plurality of members with the best interview performance (for example, the highest number of excellent grades), the control unit 210 controls the control unit 210 to control the control unit 210 to determine whether among the plurality of corresponding members, the number of interviews has been the highest based on the frequency information. Decide a member with a small number of members to be the interview organizer for the interview. In addition, as another example, the control unit 210 may select not the member with the best interview score (for example, the highest number of honors), but the member whose score is within a specified range (interview score in the top 10%). Among the members, the member who has had the least number of interviews based on the frequency information may be determined to be the interview organizer of the interview.

(Method for determining interview organizer (modification example 2))
Furthermore, the control unit 210 selects a member to be appointed as the interview organizer for the interview on the scheduled interview date based on the interview score information of each of the plurality of members and the density information of the interviews of each of the plurality of members. It may be decided. Here, the interview density information is information about how many times interviews are conducted in a predetermined period (for example, one week). For example, if there is a plurality of members with the best interview performance (for example, the highest number of excellent grades), the control unit 210 schedules the interview based on the interview density information among the plurality of corresponding members. The member who has had the least number of interviews during a predetermined period including days may be determined to be the interview organizer of the interview. In addition, as another example, the control unit 210 may select not the member with the best interview score (for example, the highest number of honors), but the member whose score is within a specified range (interview score in the top 10%). Among the members, the member who has had the least number of interviews during a predetermined period including the scheduled interview date may be determined to be the interview organizer of the interview based on the density information.

(Method for determining interview organizer (modification example 3))
Further, the control unit 210 determines, for example, a person with a high degree of agreement in the answers to the questionnaire as a good match based on the questionnaire information of each of the plurality of members before the interview and the questionnaire information before the interview of the interviewee. Alternatively, the interview organizer may decide.

The control unit 210 determines the interview organizer using any one of the plurality of methods described above, or a method that arbitrarily combines the plurality of methods among the plurality of methods described above.

(Evaluation feedback)
The control unit 210 modifies the question candidates included in the interview sheet based on the evaluation after the interviewee becomes a member of the organization. For example, if the subsequent personnel evaluation of an employee who has joined the company is lower than a predetermined evaluation, the control unit 210 identifies the ability with a low evaluation based on the personnel evaluation data, etc., and changes the content of the question candidate question regarding the identified ability. or to increase the number of question candidates. As another example, instead of automatically modifying the content of the question or increasing the number of question candidates, the control unit 210 may select abilities that are poorly evaluated based on personnel evaluation data or the like. It is also possible to output information that suggests questions for the interview sheet that are considered to be related to the specified ability. The person in charge manually corrects the questions included in the interview sheet based on the suggestions. Note that the control unit 210 may modify the question candidates included in the interview sheet based on the information from the questionnaire of the interviewee after joining the company, together with or instead of the personnel evaluation.

Furthermore, the control unit 210 modifies the judgment points included in the interview sheet based on the evaluation after the interviewee becomes a member of the organization. For example, if the subsequent personnel evaluation of an employee who has joined the company is lower than a predetermined evaluation, the control unit 210 specifies the ability with a low evaluation based on the personnel evaluation data, etc., and changes the judgment point of the question regarding the specified ability. Modify or add decision points. As another example, the control unit 210 may identify abilities that are poorly evaluated based on personnel evaluation data, etc., instead of automatically changing the judgment points or adding judgment points. , information suggesting evaluation points for questions on the interview sheet that are considered to be related to that ability may be output. Based on the suggestions, the person in charge manually corrects the evaluation points of the questions included in the interview sheet. Similarly to the above, the control unit 210 may modify the judgment points included in the interview sheet based on the information from the questionnaire of the interviewee after joining the company, together with or instead of the personnel evaluation.

Further, the control unit 210 classifies the plurality of people by type based on the questionnaire information of the plurality of people belonging to the organization related to the interview organizer, displays the proportion of each type, and also displays the proportion of the interviewee based on the questionnaire information of the interviewee. Show which type it belongs to. FIG. 18 is a diagram illustrating an example of a configuration map for each type. Based on the request, the control unit 210 generates a screen as shown in FIG. 18 and controls the screen to be displayed on the output unit 350 of the client device 110 of the person in charge. By visually observing a diagram such as that shown in FIG. 18, it is possible to grasp the proportion of members of a given organization of a company by type, and it is also possible to grasp which type the interviewee belongs to. As a result, it is possible to determine whether the interviewee is the type needed by the organization. In the example of FIG. 18, the part 10.5 in bold indicates the type of interviewee (or corresponding zone).

Furthermore, each aspect described below may be provided.

(1) An information processing system, which acquires questionnaire information indicating the results of a questionnaire survey of the interviewee before the interview, and controls to display a first screen generated based on the interviewee's questionnaire information; The first screen is a screen for creating an interview sheet, and the interview sheet is used by the interview organizer during an interview between the interview organizer and the interviewee. The information processing system is configured to be able to select questions to be used during an interview from a plurality of question candidates for the interviewee.

(2) In the information processing system according to (1) above, the first screen is configured such that one question item can be selected from a plurality of question items, and one question item among the plurality of question items is selected. An information processing system configured to, when selected, select a question to be used during an interview from the plurality of question candidates regarding the selected one question item.

(3) The information processing system according to (1) or (2) above, wherein the first screen is generated based on the questionnaire information.

(4) The information processing system according to any one of (1) to (3) above, wherein the information processing system creates the interview sheet including the questions selected via the first screen.

(5) In the information processing system according to any one of (1) to (4) above, when the interview organizer and the interviewee have an interview, a second An information processing system that controls a screen to be displayed to the interview organizer.

(6) The information processing system according to (5) above, wherein the second screen includes points for determining whether to pass or fail regarding responses to questions to the interviewee.

(7) In the information processing system described in (5) or (6) above, if the questionnaire information includes a question from the interviewee to an organization or business related to the interview organizer, the second An information processing system, wherein the screen includes answers to the questions.

(8) In the information processing system according to (3) above, the first screen is generated based on questionnaire information of the interviewee and questionnaire information of a plurality of people belonging to an organization related to the interview organizer. , Information Processing Systems.

(9) In the information processing system according to (8) above, based on questionnaire information of the interviewee and questionnaire information of a plurality of people belonging to the organization related to the interview organizer, the interviewee An information processing system that determines whether or not a question matches the above, and changes a plurality of question candidates selectable on the first screen according to the determination result.

(10) In the information processing system according to any one of (1) to (9) above, based on time information indicating the time taken for the interview and cost information indicating the cost of the organization members. , an information processing system that outputs cost information indicating the cost of an interview.

(11) In the information processing system set forth in any one of (1) to (10) above, an interview is conducted based on performance information indicating the performance of each of the plurality of members as interview organizers in the past. An information processing system that determines members to be appointed as organizers.

(12) The information processing system according to (11) above, wherein the performance information is determined based on post-interview questionnaire information indicating the results of a questionnaire survey of the interviewee after the interview.

(13) The information processing system according to (11) above, wherein the performance information is determined based on evaluation information indicating a personnel evaluation of the interviewee after the interview.

(14) In the information processing system according to any one of (11) to (13) above, an interview organizer of an interview based on the grade information and frequency information of interviews of a plurality of members. An information processing system that determines the members to be appointed.

(15) In the information processing system according to any one of (11) to (13) above, an interview organizer of an interview based on the grade information and information on the density of interviews of a plurality of members. An information processing system that determines the members to be appointed.

(16) In the information processing system according to any one of (1) to (15) above, the questions included in the interview sheet are based on the evaluation after the interviewee becomes a member of the organization. An information processing system that corrects candidates.

(17) The information processing system according to (6) above, wherein the judgment points included in the interview sheet are corrected based on an evaluation after the interviewee becomes a member of the organization.

(18) In the information processing system according to any one of (1) to (17) above, the plurality of people are classified by type based on questionnaire information of the plurality of people who belong to an organization related to the interview organizer. , an information processing system that displays a proportion of each type and also displays to which type the interviewee belongs based on questionnaire information of the interviewee.

(19) The information processing system according to any one of (1) to (16) above, wherein a ticket is sent to the interviewee after the interview ends.

(20) In the information processing system according to any one of (1) to (19) above, the question is a main question, and the first screen is displayed when the main question is selected. , an information processing system configured to be able to select sub-questions related to the main question.

(21) An information processing method, which acquires questionnaire information indicating the results of a questionnaire survey of the interviewee before the interview, and controls to display a first screen generated based on the questionnaire information of the interviewee, The first screen is a screen for creating an interview sheet, and the interview sheet is used by the interview organizer during an interview between the interview organizer and the interviewee. The information processing method is configured such that questions to be used during the interview can be selected from a plurality of question candidates for the interviewee.

(22) A program for causing a computer to function as the information processing system according to any one of (1) to (20) above.
Of course, this is not the case.

For example, some or all of the processing of the server device 100 described above may be executed by the client device 110.
Further, in the embodiments described above, it is assumed that a predetermined area or folder of the server device 100 is configured to be accessible from a predetermined device, for example, the client device 110.

Finally, although various embodiments according to the present invention have been described, these are presented as examples and are not intended to limit the scope of the invention. The new embodiment can be implemented in various other forms, and various omissions, substitutions, and changes can be made without departing from the gist of the invention. The embodiments and their modifications are included within the scope and gist of the invention, as well as within the scope of the invention described in the claims and its equivalents.

100: Server device 110: Client device 120: Client device 150: Network 210: Control unit 220: Storage unit 230: Communication unit 310: Control unit 320: Storage unit 330: Imaging unit 340: Input unit 350: Output unit 360: Communication Section 500: Screen 510: Item 520: Item 600: Screen 610: Recruitment candidate area 620: Recruitment score area 630: Button 700: Interview sheet creation screen 710: Question item 800: Interview sheet creation screen 810: Judgment points 820: Question Candidate 830: Check 900: Interview sheet creation screen 910: Question items 1000: Information processing system 1010: Interview sheet creation screen 1100: Interview sheet creation screen 1300: Interview sheet creation screen 1400: Interview sheet creation screen 1410: Object 1420: Object 1500 : Interview sheet creation screen 1510 : Window 1600 : Interview screen 1610 : Person in charge memo input area 1620 : Judgment button 1630 : Save button 1700 : Interview screen 1710 : Person in charge memo 1720 : OK
1730: Edit button 1800: Report creation screen 1810: Evaluation during interview 1900: Configuration map screen by type

Claims (22)

An information processing system,
Before the interview, we obtain questionnaire information showing the results of a questionnaire survey of the interviewee,
Controlling to display a first screen generated based on the questionnaire information of the interviewee,
The first screen is a screen for creating an interview sheet,
The interview sheet is used by the interview organizer during an interview between the interview organizer and the interviewee,
The first screen is configured such that questions to be used during the interview can be selected from a plurality of question candidates for the interviewee.
Information processing system. The information processing system according to claim 1,
The first screen is configured such that one question item can be selected from a plurality of question items, and when one question item is selected from the plurality of question items, the plurality of question items related to the selected one question item are selected. It is configured so that the questions to be used during the interview can be selected from the question candidates.
Information processing system. The information processing system according to claim 1,
generating the first screen based on the questionnaire information;
Information processing system. The information processing system according to claim 1,
creating the interview sheet including the questions selected via the first screen;
Information processing system. The information processing system according to claim 1,
controlling a second screen including the created interview sheet to be displayed to the interview organizer during an interview between the interview organizer and the interviewee;
Information processing system. The information processing system according to claim 5,
The second screen includes points for determining pass/fail regarding responses to questions to the interviewee.
Information processing system. The information processing system according to claim 5,
If the questionnaire information includes a question from the interviewee to an organization or business related to the interview organizer, the second screen includes an answer to the question.
Information processing system. The information processing system according to claim 3,
generating the first screen based on questionnaire information of the interviewee and questionnaire information of a plurality of people belonging to an organization related to the interview organizer;
Information processing system. The information processing system according to claim 8,
Based on the questionnaire information of the interviewee and the questionnaire information of multiple people belonging to the organization related to the interview organizer, determine whether the interviewee fits the culture of the organization, and depending on the result of the determination. , changing the plurality of question candidates selectable on the first screen;
Information processing system. The information processing system according to claim 1,
Outputting cost information indicating the cost of the interview based on time information indicating the time taken for the interview and cost information indicating the cost of the members of the organization;
Information processing system. The information processing system according to claim 1,
Determining a member to be appointed as an interview organizer based on performance information indicating the performance of each of the plurality of members in past interviews as an interview organizer;
Information processing system. The information processing system according to claim 11,
determining the performance information based on post-interview questionnaire information indicating the results of a questionnaire survey of the interviewee after the interview;
Information processing system. The information processing system according to claim 11,
determining the performance information based on evaluation information indicating the personnel evaluation of the interviewee after the interview;
Information processing system. The information processing system according to claim 11,
determining a member to be appointed as an interview organizer of the interview based on the performance information and frequency information of interviews of the plurality of members;
Information processing system. The information processing system according to claim 11,
determining a member to be appointed as an interview organizer of the interview based on the performance information and information on the density of interviews of the plurality of members;
Information processing system. The information processing system according to claim 1,
modifying the question candidates included in the interview sheet based on the evaluation after the interviewee becomes a member of the organization;
Information processing system. The information processing system according to claim 6,
modifying the judgment points included in the interview sheet based on the evaluation after the interviewee becomes a member of the organization;
Information processing system. The information processing system according to claim 1,
Based on the questionnaire information of the plurality of people belonging to the organization related to the interview organizer, the plurality of people are classified by type and the proportion of each type is displayed. Show whether it belongs to a type,
Information processing system. The information processing system according to claim 1,
Sending a ticket to the interviewee after the interview ends;
Information processing system. The information processing system according to claim 1,
The above question is the main question,
The first screen is configured such that when the main question is selected, sub-questions related to the main question can be selected.
Information processing system. An information processing method,
Before the interview, we obtain questionnaire information showing the results of a questionnaire survey of the interviewee,
Controlling to display a first screen generated based on the questionnaire information of the interviewee,
The first screen is a screen for creating an interview sheet,
The interview sheet is used by the interview organizer during an interview between the interview organizer and the interviewee,
The first screen is configured such that questions to be used during the interview can be selected from a plurality of question candidates for the interviewee.
Information processing method. A program,
computer,
A program for functioning as the information processing system according to any one of claims 1 to 20.