JP5171437B2 - Recruitment support system and recruitment support program - Google Patents

Description

  The present invention relates to a recruitment support system and a recruitment support program using a job aptitude test performed in a recruitment activity of a company.

  Companies choose not only interviews but also written aptitudes such as SPI tests or job aptitude tests via the Internet, etc., in order to select a suitable person from a wide range of human resources during recruitment activities such as new graduate recruitment and mid-career recruitment. (For example, refer to Patent Document 1).

A typical job aptitude test consists of a personality test and an ability test. The test result is output by converting the result of each analysis item into a deviation value, and is provided to personnel personnel by evaluating the job adaptability for each occupation according to the deviation value of each item.
JP 2001-357124 A

  By the way, individual companies have different corporate cultures and required personalities and abilities, so the aptitude of human resources also varies from company to company. However, in the conventional job aptitude test, when job aptitude is evaluated from the deviation value of the test result, the determination is performed by a uniform evaluation method. Therefore, even if it is going to apply the job aptitude test uniformly to the recruitment activities of all companies, the present situation is that an accurate evaluation result is not necessarily obtained for each company. If this happens, there will be a mismatch between the company and the hiring candidate, leading to excessive recruitment activities from the viewpoint of the company, and there is a risk of joining a company that is not suitable for the applicant.

  In view of the above, an object of the present invention is to effectively utilize the results of the job aptitude test so that an appropriate recruitment activity is carried out for each company.

The present invention has been made in view of the above circumstances, and the personnel recruitment support system according to the present invention is a personnel recruitment support system for analyzing the results of job aptitude tests of recruitment candidates by a computer, An employee evaluation database that stores internal evaluation information including internal evaluation scores of employees, an employee test result database that stores information on the results of job aptitude tests for the employee, and an employee's evaluation database that stores the employee evaluation data stored in the employee evaluation database. The internal evaluation score is associated with the employee job aptitude test result information stored in the employee test result database, and the job aptitude test result information of the highly evaluated employee with the internal evaluation score equal to or higher than a predetermined value is extracted. Based on the result information extracted by the highly evaluated employee information extracting means and the highly evaluated employee information extracting means, And a adoption target range determining means for determining the adoption target range in the company of the result of Tsutomu aptitude test, the adopted target range determining means, a plurality of said result information extracted by the high-rated employee information extraction means The average value of the score for each analysis item of the job aptitude test of the highly evaluated employee is calculated, and the deviation from the average value is calculated for each analysis item for each of the highly evaluated employee, and the deviation becomes smaller. the higher the score given to each of the analysis items, and calculates the sum of each of those analysis item score as suitability value of each of the high evaluation employees Rukoto to determine the adopted target range by referring to the appropriate value It is characterized by.

According to the above configuration, the results of the aptitude test based on the job aptitude test results of the highly evaluated employees are referred to by referring to the aptitude test results of employees who have already received high internal evaluations in individual companies. Since the recruitment target range is determined, it is possible to contribute to recruiting human resources according to the culture of each company and the required personality and ability. Therefore, mismatches between companies and recruitment candidates are reduced, excessive recruitment activities can be suppressed from the viewpoint of the company, and the risk of joining a company that is not suitable for the applicant is reduced. it can. For the aptitude value of highly evaluated employees, the deviation from the average score for each analysis item of the job aptitude test for highly evaluated employees is calculated, and the score given to each analysis item is summed up so that the deviation decreases. Therefore, it is possible to obtain an appropriate aptitude value that suppresses the influence of fluctuations in the results of the job aptitude test of highly evaluated employees.

The internal evaluation score of the employee stored in the employee evaluation database is associated with the result information of the employee job aptitude test stored in the employee test result database, and the internal evaluation score is smaller than the predetermined value. further comprising a low-rated employee information extraction means for extracting the result information of the job aptitude test of the second predetermined value der Ru dislikes employees or less, the adopted target range determining means, extracted by the low-rated employee information extraction means The recruitment target range in the company of the job aptitude test result of the recruitment selection target person may be determined with reference to the result information.

  According to the above configuration, the hiring target range is determined by referring to the results of aptitude tests that have been received in the past by employees who have received low internal evaluations at individual companies. -It can contribute to excluding personnel who do not correspond to ability from recruitment.

The in-house evaluation score of the employee stored in the employee evaluation database is associated with the employee job aptitude test result information stored in the employee test result database, and the in-house evaluation score is smaller than the predetermined value. 2 is further provided with a low evaluation employee information extraction means for extracting the result information of the job aptitude test of the low evaluation employee that is equal to or less than a predetermined value of 2, wherein the recruitment target range determination means is extracted by the low evaluation employee information extraction means. The average value of scores for each analysis item of the job aptitude test of the low evaluation employee is calculated from a plurality of the result information, and among the analysis items, the average value of the high evaluation employee and the low evaluation employee of the low evaluation employee it may be calculated the aptitude value based only on the analysis item difference between the average value is equal to or greater than a predetermined value.

  According to the above configuration, in the results of the job aptitude test, the analysis items having a large difference between the high evaluation employees and the low evaluation employees are extracted and used to determine the recruitment target range. It is possible to set an appropriate recruitment target range that sufficiently reflects the difference in characteristics between employees.

The result information duties aptitude test includes a character information, the aptitude value may be calculated based on the personality information.

  According to the said structure, the person who has the character matched with each company can be grasped | ascertained suitably.

  The job aptitude test result information includes ability information having a language ability score and a non-language ability score, and the recruitment target range determining means includes the result information extracted by the highly evaluated employee information extracting means. Among them, for the overall ability score obtained from both the language ability score and the non-language ability score, the ability value weighted according to the score difference between the language ability score and the non-language ability score is calculated, The adoption target range may be determined with reference to the capability value.

  According to the above configuration, the overall ability score obtained from both the language ability score and the non-language ability score is weighted so that the value decreases as the score difference between the language ability score and the non-language ability score increases. Since the ability value is calculated, a high score is given to those who have a good balance between language ability and non-language ability. Therefore, finding a well-balanced human resource that has a high ability score for those who are biased in terms of either linguistic ability or non-linguistic ability is set lower than in the past, and is highly adaptable to companies. it can.

The human resource recruitment support program of the present invention is a human resource recruitment support program for analyzing the results of job aptitude tests of candidates for employment selection with a computer, and the in-house evaluation score of a company employee is used as the job aptitude test for the employees. In association with the result information, the highly evaluated employee information extracting step for extracting the result information of the job aptitude test of the highly evaluated employee whose in-house evaluation score is a predetermined value or more, and the highly evaluated employee information extracting step Based on the result information, the recruitment target range determination step for determining a recruitment target range in the company of the job aptitude test result of the recruitment selection target person is executed by the computer, and the recruitment target range determination step includes: An analysis item of the job aptitude test of the highly evaluated employee from a plurality of the result information extracted by the highly evaluated employee information extracting step. For each of the highly evaluated employees, the deviation from the average value is calculated for each of the analysis items, and a score that increases as the deviation becomes smaller is assigned to each of the analysis items, to calculate the sum of the scores of each of those analysis items as suitability value of each of the high evaluation employees, it characterized that you determine the adoption target range by referring to the appropriate value.

  According to the above configuration, as described above, an employee who has already obtained a high in-house evaluation at an individual company refers to the result of an aptitude test that has been received in the past, and the job aptitude is based on the result of the aptitude test of a highly evaluated employee. Since the scope of recruitment of the test results has been determined, it can contribute to recruiting human resources according to the culture of each company and the required personality and ability.

  As is clear from the above explanation, according to the present invention, the mismatch between the company and the candidate for employment is reduced by effectively using the result of the job aptitude test, and the time and cost of the company and the applicant are reduced. Risk can be reduced.

  Embodiments according to the present invention will be described below with reference to the drawings.

  FIG. 1 is a block diagram showing a recruitment support system 1 using a recruitment support program 8 according to an embodiment of the present invention. As shown in FIG. 1, the recruitment support system 1 includes a computer 2 to which an input device 3 and a display device 4 are connected. The computer 2 includes a CPU, a storage device such as a hard disk storing a program executed by the CPU, a RAM for temporarily storing data when the program is executed, a memory such as a rewritable EEPROM, an input / output interface, etc. It consists of The input device 3 includes a mouse, a keyboard, and the like. The display device 4 includes a liquid crystal display, a CRT, or the like.

  The computer 2 is connected to an employee evaluation database 5, an employee test result database 6 and a recruitment selection subject database 7. The employee evaluation database 5 stores and stores in-house evaluation information including in-house evaluation scores of existing employees in individual companies. The in-house evaluation score is a numerical value of the in-house evaluation of existing employees from multiple viewpoints such as job adaptability and performance evaluation, and has been used in the corporate personnel department. The employee test result database 6 stores and stores the past job aptitude test result information and the interview value that is the evaluation score of the hiring interview test that the existing employee who has passed the past hiring has taken during the entrance examination. . The job aptitude test is a well-known job aptitude test such as the SPI test, and includes a personality test and an ability test, and outputs the result of each inspection item as a deviation value. The recruitment selection target person database 7 stores and stores the results of the job aptitude test of the recruitment selection target person who has undergone the entrance examination of the company and the interview value, which is the evaluation score of the recruitment interview test, every year.

  In the storage device of the computer 2, a human resource recruitment support program 8 is stored so as to be executable by the CPU. The human resource recruitment support program 8 includes high evaluation employee information extraction means 9, low evaluation employee information extraction means 10, employment target range determination means 11, and test result comparison means 12. These means 9 to 12 are constituted by a code set in the program 8, and each step is executed by the CPU.

  The highly evaluated employee information extraction means 9 selects a highly evaluated employee whose in-house evaluation score is a predetermined value or more from among the employees stored in the employee evaluation database 5, and performs a job aptitude test of the highly evaluated employee from the employee test result database 6. Extract result information. The low evaluation employee information extraction means 10 selects a low evaluation employee whose in-house evaluation score is equal to or lower than the second predetermined value from among the employees stored in the employee evaluation database 5, and the job of the low evaluation employee from the employee test result database 6. Extract results information of aptitude test. Here, the second predetermined value used by the low evaluation employee information extraction means 10 is a value smaller than the predetermined value used by the high evaluation employee information extraction means 9. The extraction of high evaluation employees and low evaluation employees is targeted at manager-level employees who have passed a predetermined number of years after joining the company (for example, 10 years or more, preferably 15 years or more).

  The recruitment target range determination means 11 is based on the result information extracted by the high evaluation employee information extraction means 9 and the low evaluation employee information extraction means 10. To decide. Details thereof will be described later. The test result contrasting unit 12 displays the result of the job aptitude test of the person selected for employment selection on the display device 4 against the recruitment target range 20 (see FIG. 3) determined by the recruitment target range determination unit 11 and selects the recruitment. It is possible to determine whether or not the result of the job aptitude test of the subject belongs to the adoption target range 20.

  FIG. 2 is an evaluation table showing the results of job aptitude tests and analysis results of high evaluation employees and low evaluation employees generated by the system 1 shown in FIG. As shown in FIG. 2, the job aptitude test result information includes ability information and personality information. The ability information includes a language ability score, a non-language ability score, and an overall ability score obtained by comprehensively quantifying both the language ability and the non-language ability. The personality information includes information obtained by quantifying evaluations regarding a number of analysis items (social introversion, reflection, physical activity, sustainability, discretion, willingness to achieve, etc.). The contents of such ability information and personality information have already been provided in the conventional job aptitude test.

  Next, a procedure for processing capability information by the personnel recruitment support program 8 will be described. The recruitment target range determination means 11 increases the score difference between the language ability score and the non-language ability score from the result information of the job aptitude test extracted by the high evaluation employee information extraction means 9 and the low evaluation employee information extraction means 10. The ability value weighted so that the value becomes smaller is calculated. Specifically, the square root of the absolute value of the difference between the language ability score and the non-language ability score for each employee is calculated as the ability balance value. This ability balance value means that the smaller the value, the better the balance between language ability and non-language ability. Then, the ability balance value is subtracted from the total ability score to calculate the ability value of each employee.

  Next, the personal information processing procedure by the human resource recruitment support program 8 will be described. The recruitment target range determination means 11 calculates the average value of highly evaluated employees for each analysis item of the personality information from the result information of the job aptitude test extracted by the highly evaluated employee information extracting means 9. Further, the recruitment target range determination means 11 calculates the average value of the low evaluation employees for each analysis item of the personality information from the result information of the job aptitude test extracted by the low evaluation employee information extraction means 10. Then, analysis items in which the difference between the average value of high evaluation employees and the average value of low evaluation employees is equal to or greater than a predetermined value are extracted, and the extracted analysis items are used to determine the employment target range 20. In FIG. 2, the analysis items of social introvert, physical activity, sustainability, and willingness to achieve are used to determine the adoption target range 20. The analysis items of introspection and prudence that were not extracted are the adoption target range. Not used for 20 decisions.

  The recruitment target range determining means 11 calculates the deviation of the evaluation value of each employee from the average value of the highly evaluated employees for each analysis item, and gives a score that increases as the deviation decreases for each analysis item with a maximum score of 5 ( In FIG. 2, displayed on the right of each analysis item). Specifically, the standard deviation σ of the evaluation value of the highly evaluated employee and the low evaluated employee is calculated for each analysis item, and when the deviation is less than 0.5σ, 5 points, when less than 1.0σ 4 points, 3 points if less than 1.5σ, 2 points if less than 2.0σ, 1 point if less than 3.0σ, 0 points for each employee, etc. As given. Then, the total score for each extracted analysis item is calculated as an appropriate value. In the present embodiment, the aptitude value is obtained by converting the aptitude value to 100 points.

  Further, in the rightmost column of the evaluation table of FIG. 2, interview values, which are evaluations at the hiring interview when a highly evaluated employee and a low evaluated employee enter the company, are added. This interview value is obtained by collecting the scores of interviewers and evaluating them with a maximum score of 100. Successful employees (employees) get an evaluation of 60 points or more.

  FIG. 3 is a plot diagram for explaining the adoption target range 20 determined based on the evaluation table shown in FIG. As shown in FIG. 3, the vertical axis is an ability value calculated based on ability information, the horizontal axis is an appropriate value calculated based on personality information, and each data of a highly evaluated employee and a low evaluated employee is plotted. . The recruitment target range determination means 11 determines an appropriate recruitment target range 20 so as to include all the appropriate values of the highly evaluated employees, and sets the capability values so as to include all of the ability values of the highly evaluated employees. The adoption target range 20 is determined. Specifically, the lower limit value of the recruitment target range 20 is set to a value that is the same as or slightly smaller than the minimum value among the multiple plots of highly evaluated employees in FIG. 3, and the upper limit value of the recruitment target range 20 is A value that is the same as or slightly larger than the maximum plot among the plurality of plots of highly evaluated employees in FIG. 3 is set. Thereby, the range frame of the employment target range 20 is set so as to pass through the outermost point of the plurality of plots of highly evaluated employees and the vicinity of the outside. Therefore, not only when the values of the appropriate value and the ability value are small, but also when the values are too large, it is out of the adoption target range 20.

  Next, the test result comparison means 12 obtains the ability value and the appropriate value from the result of the job aptitude test for the recruitment selection target person, and contrasts the ability value and the appropriate value with the employment target range 20. Specifically, the test result comparison means 12 plots the ability value and appropriate value of the recruitment selection target person on the graph of FIG. 3 and displays them on the display device 4, and the result of the job aptitude test of the recruitment selection target person is obtained. It is determined whether or not it belongs to the adoption target range 20. Then, the test result comparison unit 12 records the determination result in the adoption selection target person database 7. The method for obtaining the ability value and the appropriate value of the recruitment candidate is the same as the method for obtaining the employee ability value and the appropriate value described above. That is, the test result comparison unit 12 calculates a deviation from the average value for each of the analysis items for the recruitment selection target person, and assigns a score that increases as the deviation decreases for each analysis item. The total is calculated as the aptitude value of candidates for recruitment. Moreover, the test result comparison means 12 calculates the ability value obtained by weighting the overall ability score of the job aptitude test for the recruitment selection target person.

  In addition, since the hiring target range 20 includes data of low evaluation employees, the caution areas 21 and 22 that are areas including the data of low evaluation employees are set in an overlapping manner. Specifically, the caution area 21 on the left side is a range that is set so as to include a plot of low evaluation employees based on the point (LL point) where the ability value and the appropriate value are the lower limit values in the adoption target range 20. Yes, the caution range 22 on the right side is a range that is set to include the plot of low evaluation employees based on the point (HL point) where the ability value is the upper limit value and the appropriate value is the lower limit value in the recruitment target range 20. is there. These caution ranges 21 and 22 mean that adoption is possible, but there is a possibility that problems may occur in long-term adaptability, and it is necessary to carefully select in the interview.

  FIG. 4 is a plot diagram of ability values and interview values determined based on the evaluation table shown in FIG. FIG. 5 is a plot diagram of appropriate values and interview values determined based on the evaluation table shown in FIG. According to FIGS. 4 and 5, for high evaluation employees and low evaluation employees, it is possible to visually recognize the correlation between the ability value and the appropriate value, which are the results of the job aptitude test, and the evaluation at the employment interview. Therefore, it is possible to feed back the relevance between the interview evaluation and the aptitude test result to the hiring interviewer.

  According to the configuration described above, the hiring target range of the results of job aptitude tests is determined based on the results of job aptitude tests previously received by highly evaluated employees who have obtained high internal evaluations at individual companies. , It can contribute to recruiting human resources according to the culture of each company and the required personality and ability. Therefore, it is possible to reduce mismatches between the company and the job offerer. In addition, the aptitude value is calculated by calculating the deviation from the average score for each analysis item in the job aptitude test for highly evaluated employees, and adding the scores given to each analysis item so that the higher the deviation, the higher the score. Therefore, it is possible to obtain an appropriate appropriate value that suppresses the influence of fluctuations in the results of the job aptitude test of highly evaluated employees.

  Furthermore, since only the analysis items that have a large difference between high and low evaluation employees are used in calculating the appropriate values, the differences in characteristics between high evaluation employees and low evaluation employees were reflected. Appropriate recruitment target ranges can be set. In addition, for the ability value, the total ability score obtained from both the language ability score and the non-language ability score is weighted so that the value decreases as the score difference between the language ability score and the non-language ability score increases. Therefore, a high score is given to those who have a good balance between linguistic ability and non-linguistic ability, and it is possible to find a well-balanced human resource with high adaptability to companies.

  Furthermore, by comparing the job aptitude test results of the recruitment candidates with the recruitment target range 20, and judging whether there are many numbers that are outside the recruitment target range 20, recruitment activities (recruiting activities, job advertisements, etc.) ) And the effectiveness of the recruitment activities can also be verified. In addition, the recruitment selection target database 7 accumulates and saves data of all applicants (recruitment selection target) who took the recruitment examination every year. You can also follow up by year.

  The employee evaluation database 5, the employee test result database 6, and the recruitment selection target database 7 may be possessed by one company, or may be dispersed and possessed by different companies. In the latter case, each database may be communicably connected to the computer 2 via a network such as the Internet. The recruitment support program 8 may be centrally managed by the company providing the job aptitude test, or may be provided to an individual company in a state stored in a recording medium such as a CD-ROM. May be provided to an individual company by downloading it from a server in which is stored via a network such as the Internet.

  As described above, the recruitment support system and the recruitment support program according to the present invention have an excellent effect of reducing the mismatch between the company and the recruitment candidate, and the system and program that can demonstrate the significance of this effect. It is beneficial to apply to a wide range.

It is a block diagram showing a recruitment support system using a recruitment support program according to an embodiment of the present invention. FIG. 2 is an evaluation table showing results of job aptitude tests and analysis results of high evaluation employees and low evaluation employees generated by the system shown in FIG. 1. It is a plot figure explaining the employment | adopting target range regarding the capability value determined based on the evaluation table | surface shown in FIG. 2, and an appropriate value. FIG. 3 is a plot diagram of ability values and interview values determined based on the evaluation table shown in FIG. 2. FIG. 3 is a plot diagram of appropriate values and interview values determined based on the evaluation table shown in FIG. 2.

Explanation of symbols

1 Personnel Recruitment Support System 2 Computer 5 Employee Evaluation Database 6 Employee Examination Result Database 7 Recruitment Selection Target Database 8 Personnel Recruitment Support Program 9 Highly Reputed Employee Information Extraction Means 10 Low Evaluation Employee Information Extraction Means 11 Employment Target Range Determination Means 20 Employment Targets range

Claims (6)

A human resource recruitment support system for analyzing the results of job aptitude tests of recruitment candidates with a computer,
An employee evaluation database that stores internal evaluation information including internal evaluation scores of company employees,
An employee test result database in which information on the results of the job aptitude test of the employee is stored;
A high evaluation in which the internal evaluation score of the employee stored in the employee evaluation database is related to the result information of the employee job aptitude test stored in the employee test result database, and the internal evaluation score is a predetermined value or more. Highly evaluated employee information extraction means for extracting information on the results of the job aptitude test of employees,
Based on the result information extracted by the highly evaluated employee information extracting means, the recruitment target range determining means for determining the recruitment target range in the company of the job aptitude test result of the recruitment candidate ,
The recruitment target range determining means calculates an average value of scores for each analysis item of the job aptitude test of the highly evaluated employee from a plurality of the result information extracted by the highly evaluated employee information extracting means, and the highly evaluated For each employee, the deviation from the average value is calculated for each analysis item, and a score that increases as the deviation decreases is assigned to each analysis item, and the total score for each analysis item is assigned to the highly evaluated employee. each calculated as proper value, recruiting support system characterized that you determine the adoption target range by referring to the appropriate value of. The internal evaluation score of the employee stored in the employee evaluation database is associated with the result information of the employee job aptitude test stored in the employee test result database, and the internal evaluation score is smaller than the predetermined value. further comprising a low-rated employee information extraction means for extracting the result information of the job aptitude test of the second predetermined value der Ru dislikes employees or less,
The recruitment target range determination means refers to the result information extracted by the low evaluation employee information extraction means, and determines a recruitment target range in the company as a result of the job aptitude test of the recruitment candidate. The personnel recruitment support system according to 1. The internal evaluation score of the employee stored in the employee evaluation database is associated with the result information of the employee job aptitude test stored in the employee test result database, and the internal evaluation score is smaller than the predetermined value. Further comprising a low evaluation employee information extracting means for extracting result information of the job aptitude test of the low evaluation employee which is equal to or less than a second predetermined value;
The recruitment target range determination means calculates an average value of scores for each analysis item of the job aptitude test of the low evaluation employee from a plurality of the result information extracted by the low evaluation employee information extraction means, and the analysis item of, recruitment of claim 2 the difference between the average value of the low-rated employees and the average value of the high evaluation employees to calculate the aptitude value based only on the analysis item is not less than a predetermined value Support system. The job aptitude test result information includes personality information,
The aptitude value, recruitment support system according to any one of claims 1 to 3 is calculated on the basis of the personality information. The result information of the job aptitude test includes ability information having a language ability score and a non-language ability score,
The recruitment target range determination means is configured to compare the language ability with respect to the overall ability score obtained from both the language ability score and the non-language ability score among the result information extracted by the highly evaluated employee information extraction means. The recruitment according to any one of claims 1 to 4 , wherein a weighted ability value is calculated according to a difference between the score and the non-language ability score, and the recruitment target range is determined with reference to the ability value. Support system. A recruitment support program that uses a computer to analyze the results of job aptitude tests for recruitment candidates,
Highly evaluated employee information extraction that associates internal evaluation scores of company employees with the results of job aptitude test results of the employees and extracts the results of job aptitude test results of highly evaluated employees whose internal evaluation score is equal to or greater than a predetermined value Steps,
Based on the result information extracted by the highly evaluated employee information extraction step, a recruitment target range determination step for determining a recruitment target range in the company as a result of the job aptitude test of the recruitment selection target person to the computer to be executed,
The hiring target range determining step calculates an average value of scores for each analysis item of the job aptitude test of the highly evaluated employee from a plurality of the result information extracted by the highly evaluated employee information extracting step, and the highly evaluated For each employee, the deviation from the average value is calculated for each analysis item, and a score that increases as the deviation decreases is assigned to each analysis item, and the total score for each analysis item is assigned to the highly evaluated employee. each calculated as proper value, recruiting support program characterized that you determine the adoption target range by referring to the appropriate value of.

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