JP7178027B2 - Recruitment Support Device, Recruitment Support Method, and Program - Google Patents

Description

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

2. Description of the Related Art Conventionally, an information intermediary system is known in which a job seeker and an employer transmit and receive information desired by both parties via a communication network and perform matching processing based on the information.

In relation to this, Patent Document 1 discloses a web server of an intermediary that has a control device for controlling various data processing operations, a company terminal that is an employer connected to the web server via a communication network, and a and a job seeker's terminal connected via a communication network, and the control device of the web server allows the company to register the job offer information through the company's terminal, and the company to which the job seeker's side terminal has registered the job offer information. An information mediation system is described that searches and transmits search results to a job seeker's terminal.

Japanese Unexamined Patent Application Publication No. 2003-30314

Using a system such as that described in Patent Document 1, an employer introduces human resources to intermediaries, including thousands of companies and thousands of individuals, in order to secure desired human resources. make a request. The intermediary introduces a human resource to the employer in response to the recruitment request, and receives compensation when the employer decides to employ the human resource. Here, when an employer submits a request for recruitment, the employer selects a specific intermediary with high credibility from among a large number of intermediaries, that is, a specific intermediary that appropriately introduces the human resources desired by the employer. , there is a request to grasp in advance. However, conventional systems do not have the function of managing the credibility of intermediaries regarding recruitment. Therefore, it was not easy to grasp the credibility of intermediaries regarding recruitment.

Therefore, the present invention has been made in view of the above, and it is an object of the present invention to provide a technique for easily grasping the credibility of a person who introduces personnel.

A personnel introduction support device according to one aspect of the present invention is a personnel introduction support device that supports personnel introduction performed between a recruiter and one or a plurality of personnel introducers, An evaluation registration unit for registering an evaluation for each recruiter, and a score calculation unit for calculating a credit score for each recruiter based on the registered evaluation.

A personnel introduction support method according to one aspect of the present invention is a personnel introduction support method executed by a personnel introduction support device for supporting personnel introduction between a recruiter and one or more personnel introducers, The method includes the steps of registering, for each recruiter, an evaluation of the recruiter's referral, and calculating a credit score for each recruiter based on the registered evaluation.

A program according to an aspect of the present invention registers a computer that supports recruitment between a job recruiter and one or more recruitment agents, and registers an evaluation of the recruitment agent's employment introduction for each recruitment agent. and a score calculation unit that calculates a credit score for each recruiter based on the registered evaluation.

In the present invention, "part", "apparatus", and "system" do not simply mean physical means. Also includes In addition, even if the function of one "part", "apparatus" or "system" is realized by two or more physical means or devices, the two or more "part", "apparatus" or "system" Functions may be realized by one physical means or device.

According to the aspect of the present invention, it is possible to easily grasp the credibility of the recruiter regarding recruitment.

1 is a diagram showing a network configuration of a personnel introduction support system according to one embodiment of the present invention; FIG. It is a figure which shows the functional block of the personnel introduction support apparatus which concerns on one Embodiment of this invention. FIG. 4 is a conceptual diagram illustrating an example of an overview of credit score calculation processing according to one embodiment of the present invention; It is a figure which shows an example of the credit score information which concerns on one Embodiment of this invention. It is an example of a job offer input screen displayed on the employer terminal device according to one embodiment of the present invention. It is an example of a job offer input screen displayed on the employer terminal device according to one embodiment of the present invention. 4 is a flowchart of a first example of credit score calculation processing according to one embodiment of the present invention; 4 is a flow chart of a second example of credit score calculation processing according to one embodiment of the present invention. 4 is a flow chart showing an example of consultant selection processing according to an embodiment of the present invention; 6 is a flow chart showing an example of a job offer disclosure determination process according to an embodiment of the present invention;

BEST MODE FOR CARRYING OUT THE INVENTION Hereinafter, embodiments of the present invention will be described with reference to the drawings. However, the embodiments described below are merely examples, and are not intended to exclude various modifications and application of techniques not explicitly described below. That is, the present invention can be implemented in various modifications (combining each embodiment, etc.) without departing from the scope of the invention. In addition, in the description of the drawings below, the same or similar parts are denoted by the same or similar reference numerals.

FIG. 1 is a diagram showing a network configuration of a personnel introduction support system according to an embodiment of the present invention. As shown in FIG. 1, the personnel introduction support system 100 includes, for example, an employer terminal device 3 (terminal device) operated by an employer (recruiter) who employs personnel, and a consultant who introduces personnel to the employer. It is provided with a consultant terminal device 5 operated by a (recruiter) and a staff introduction support device 1 that supports the staff introduction between the employer and the consultant.

First, an overview of the personnel introduction support system 100 will be described. For example, the recruitment support system 100 includes employers including thousands of companies that wish to hire human resources, and thousands of companies and thousands of individuals that contract with job seekers and introduce the human resources to companies. Support the following procedures to be conducted between consultants, including: Various procedures include, for example, registration of job vacancies by employers, request for recruitment from employers to consultants, recommendation of candidates for employment from consultants to employers, adjustment of schedules for selection conducted by employers, employer Notification of selection results to consultants, recruitment procedures, and payment of referral fees. Since it is not efficient for both employers and consultants to carry out the various procedures as described above individually, there is a need for a system to mediate the procedures between them. In order to meet such demands, the personnel introduction support system 100 according to one embodiment of the present invention operates as an intermediary system that mediates various procedures between each employer and each consultant. The employer may be a corporation such as a company, an association, or a school, or may be an individual. A consultant may be a legal entity, as described above, or an individual.

In addition, as described above, when an employer submits a recruitment request to a large number of consultants to be used or used, the employer may select a highly credible specific consultant from among the large number of consultants, for example, the personnel desired by the employer. There is a request to know in advance which specific consultants will be introduced to the company. However, the conventional system as described in Patent Literature 1 does not have a function of managing the credibility of consultants regarding recruitment. Therefore, it was not easy to grasp the credibility of consultants regarding recruitment. Therefore, in the recruitment support system 100, the evaluation of the consultant's recruitment is registered for each consultant, and the credit score for the recruitment is calculated for each consultant based on the registered evaluation. Therefore, the personnel introduction support system 100 provides a technology that enables easy grasping of the credibility of a personnel introducer regarding personnel introduction.

A “credit score” is a score (numerical representation) of the credibility, credibility, or credibility of an individual or an organization with respect to recruitment. As will be described later, the credit score is a score based on various data regarding consultants (consultant's evaluation of recruitment, consultant's actions on recruitment support system 100, etc.). The credit score may be managed in association with each individual consultant, or may be managed in association with each organization. A credit score for an organization may be an average value of credit scores of multiple people belonging to the organization. Also, the credit score for an organization may be the maximum or minimum credit score of each of a plurality of people belonging to the organization. A specific configuration of the personnel introduction support system 100 will be described below.

The employer terminal device 3 shown in FIG. 1 accepts the operation of the employer, registers the employer's recruitment content, requests for recruitment to the consultant, inputs the selection result, notifies the consultant of the selection result, Executes input of recruitment results, input of evaluation of consultants, and the like. The employer terminal 3 is connected to the first communication network N1. The first communication network N1 may be a wired communication network or a wireless communication network. The employer terminal device 3 may have a communication interface for wired or wireless communication. The employer terminal device 3 may be, for example, a device such as a general-purpose personal computer, smart phone, or tablet terminal. Also, there is no limit to the number of employer terminal devices 3 .

The personnel introduction support device 1 is a device that supports personnel introduction between an employer and a client. For example, the personnel introduction support device 1 receives a personnel introduction request from the employer terminal device 3 via the first communication network N1, and transmits it to a specific consultant terminal device 5 via the second communication network N2. The second communication network N2 may be a wired communication network or a wireless communication network. The number of personnel introduction support devices 1 is not limited.

The consultant terminal device 5 is a device for recording information about personnel and introducing personnel in response to a personnel introduction request from the employer terminal device 3 . In addition, the consultant terminal device 5 transmits information on personnel extracted based on the personnel introduction request transferred from the personnel introduction support device 1 to the personnel introduction support device 1 via the second communication network N2. The consultant terminal device 5 may have a communication interface for wired or wireless communication. Note that the consultant terminal device 5 may be, for example, a device such as a general-purpose personal computer, a smart phone, or a tablet terminal. Also, the number of consultant terminal devices 5 is not limited.

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

The control unit 12 functionally includes an evaluation reception unit 14, an evaluation registration unit 15, an implementation status acquisition unit 16 (acquisition unit), a score calculation unit 17, a job recruitment reception unit 18 (reception unit), and a consultant selection unit. It includes a section 19 (selection section) and a job offer disclosure determination section 20 (disclosure determination section). Each function of the control unit 12 will be described with reference to FIGS. 2 to 6. FIG.

FIG. 3 is a conceptual diagram illustrating an example of an outline of credit score calculation processing according to one embodiment of the present invention. As shown in FIG. 3, the evaluation reception unit 14 shown in FIG. 2 receives an input of an evaluation of the consultant's recruitment by the employer. For example, the employer operates the employer terminal device 3 shown in FIG. Specifically, the employer evaluates the consultant by itself in consideration of the selection (including document screening and interview selection) conducted for human resources, and inputs the evaluation results for each consultant. The employer terminal device 3 transfers the input information regarding the evaluation to the personnel introduction support device 1 shown in FIG. The evaluation reception unit 14 receives the input information. It should be noted that the timing of inputting the evaluation of the personnel introduction for each consultant may be arbitrary. For example, the timing of inputting the evaluation may be during or after the introduction of personnel between the employer and the consultant.

The input method of "evaluation" is arbitrary. "Evaluation" is, for example, a multi-level evaluation. The “evaluation” is represented by, for example, the number of star marks on a predetermined evaluation input screen displayed on the employer terminal device 3 . For example, in the case of a five-level evaluation, when five star marks are entered, the consultant will receive the highest evaluation. Note that the star marks need not be integers, and may be represented by three star marks and half (0.5) star marks, such as 3.5 star marks. In other words, the consultant evaluation does not have to be a 5-level evaluation, and other evaluation methods such as a 3-level evaluation (top, middle, and bottom) or a 10-level evaluation may be adopted. The "evaluation" input method may be text input or voice input, in addition to the above-described input method using the star mark.

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

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

The evaluation registration unit 15 may calculate the consultant's evaluation using a plurality of evaluation points. The evaluation registration unit 15 determines the consultant's evaluation based on the first evaluation points and the second evaluation points. The evaluation registration unit 15 judges the consultant's evaluation based on the overall evaluation score, which is the sum of the first evaluation score and the second evaluation score, for example. Specifically, the evaluation registration unit 15 evaluates the consultant as follows: first evaluation point (maximum score of 2.5 points) + second evaluation point (maximum score of 2.5 points) = total evaluation score (maximum score of 5.0 points) calculate. Note that the evaluation registration unit 15 may be configured to calculate the consultant's evaluation based on the difference, product, or quotient between the first evaluation point and the second evaluation point, as well as other comprehensive evaluation points. It should be noted that the evaluation of a consultant's recruitment by a certain employer may be configured so that other employers can refer to it, or it can be configured so that only the evaluated employer can refer to it.

The evaluation registration unit 15 calculates a first evaluation point based on the document screening pass rate. The evaluation registration unit 15 calculates, for example, the average document screening pass rate of one or more human resources introduced by a certain consultant. A first evaluation point is calculated by comparing with the passage rate. Here, the higher the average document screening pass rate of the personnel, the higher the first evaluation point. The first evaluation point is evaluated, for example, in five stages, with the lowest point being 0.5 points and the highest point being 2.5 points. It should be noted that the first evaluation point is not limited to the 5-level evaluation, and other evaluation methods may be adopted even with the 10-level evaluation.

The first evaluation point is not limited to the method of calculating using the average document screening pass rate. The first evaluation score may be calculated by comparing the actual number of persons who passed the document screening among the one or more personnel introduced by each of all the consultants registered in the system.

The evaluation registration unit 15 may calculate the second evaluation point based on a compatibility parameter that indicates compatibility between the employer and the human resource. One or more compatibility parameters indicating compatibility between human resources and employers as a result of interview selection, for example, "Compatibility with corporate culture/culture" parameter P1, "Compatibility with character/humanity" parameter P3, and It is configured to allow the input of the "experience/skill compatibility" parameter P5. The employer may enter "5" if it judges that the candidate has good compatibility with the person to be selected, and may enter "1" if it judges that there is no compatibility. Note that the compatibility parameters are not limited to the above three compatibility parameters.

For example, the evaluation registration unit 15 converts the average compatibility parameter input for one or more personnel introduced by a consultant into the average compatibility parameter of one or more personnel introduced by each of all consultants registered in this personnel introduction system. A second evaluation point is calculated by comparing with . Here, the second evaluation points are evaluated, for example, on a scale of five, with the lowest score being 0.5 points and the highest score being 2.5 points. It should be noted that the second evaluation point is not limited to the 5-level evaluation, and other evaluation methods may be adopted even with the 10-level evaluation.

Further, when calculating the second evaluation score based on the plurality of compatibility parameters P1, P3, and P5, the weighting of the plurality of compatibility parameters P1, P3 among the plurality of compatibility parameters P1, P3, and P5 and the plurality of compatibility parameters P5 may be configured to be weighted differently. For example, the evaluation registration unit 15 weights each compatibility parameter such as compatibility parameter P1: 30%, compatibility parameter P3: 30%, compatibility parameter P5: 40%, and then calculates the second evaluation point. You may In this way, it is possible to evaluate consultants based on evaluation points obtained by controlling the degree of influence (weighting) on each compatibility parameter, and accumulate the evaluations.

As a method for calculating the first evaluation point, a calculation method similar to the method for calculating the second evaluation point may be adopted instead of the calculation method described above. Specifically, the first evaluation point may be calculated based on one or more compatibility parameters that indicate the compatibility (degree of association) between the human resource and the employer as a result of document selection. On the other hand, as a method of calculating the second evaluation points, a calculation method similar to the method of calculating the first evaluation points may be employed instead of the calculation method described above. Specifically, the second evaluation point may be calculated based on the interview selection passing rate or the like as a result of the interview selection. Also, a plurality of evaluation points may be calculated in each selection. For example, the first and second evaluation points may be calculated in document screening, and the first and second evaluation points may be calculated in interview selection. Furthermore, in addition to the first evaluation point based on the document screening result and the second evaluation point based on the interview selection result, other evaluation points may be further taken into consideration in order to calculate the overall evaluation score. For example, as the third evaluation point, an evaluation point based on the intern's performance, evaluation, or the like may be adopted.

The implementation status acquisition unit 16 shown in FIG. 2 acquires implementation status information ISI indicating the past implementation status of recruitment of consultants. As shown in FIG. 3, the implementation status acquisition unit 16 acquires past actions of each consultant in the personnel introduction support system 100 shown in FIG. 1 as implementation status information ISI. Specifically, when personnel introduction is performed in the personnel introduction support system 100, the recording unit 13 records, for each consultant, the degree of activity, speed of response, quality of response, etc. in personnel introduction of each consultant, as shown in FIG. is recorded as the implementation status information ISI. The implementation status acquisition unit 16 acquires implementation status information ISI from the recording unit 13 . For example, the information about the response speed in recruitment of each consultant includes the information about the speed of sending and receiving messages regarding scheduling interviews between the employer and the personnel. For example, consultants who transmit and receive quickly are given relatively higher scores or parameters than consultants who transmit and receive slowly. In addition, as shown in FIG. 3, the information on the quality of each consultant's staffing service includes, for example, the job offer rate. The job offer rate may include, for example, the ratio (%) between the number of human resources introduced by consultants and the number of people who actually received job offers. For example, a consultant with a high job offer rate is given a relatively higher score or parameter than a consultant with a low job offer rate.

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

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

[formula]
C=α-a*e+b*x1+c*x2+d*x3+...
where C is the credit score and e is the consultant's rating. x1, x2, x3, .

That is, x1, x2, x3, . The parameter may be specified in a format applicable to the above formula, and the numerical value of each parameter may be an absolute value, or the number of all employees or all clients registered in the recruitment support system 100, etc. It may be a value normalized by .

The score calculation unit 17 employs a credit score calculation function using a predetermined value or the like for each parameter (weight) (α, a, b, c, d . . . ) to calculate the credit score. good. In addition, the score calculation unit 17 collects past data (C, e, x1, x2, x3 . c, d...) to generate a credit score calculation function. The credit score calculation function is not limited to the above formula, and may include other functions or relational expressions that define the relationship between the credit score and the consultant's evaluation.

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

The job offer acceptance unit 18 shown in FIG. 2 accepts input regarding one or more job offers from the employer terminal device 3 shown in FIG. The recording unit 13 records the job offer information JOI corresponding to the input received by the job offer accepting unit 18 . In the following, an example of inputting a job offer relating to job offer X will be described as an example, but the job offer accepting unit 18 can accept input relating to other job offers other than job offer X. FIG.

FIG. 5 is an example of a job offer input screen displayed on the employer terminal device 3 shown in FIG. FIG. 6 is an example of a job offer input screen displayed on the employer terminal device 3. As shown in FIG. As shown in FIG. 5, the employer operates the employer terminal device 3 to input "basic information" regarding the job offer X on the job offer entry screen G1. As shown in FIG. 6, the employer operates the employer terminal device 3 to input "department", "employment type", and "job content" regarding the job offer X on the job offer input screen G3. The job offer accepting unit 18 shown in FIG. 2 accepts the information entered on the job offer input screens G1 and G3 from the employer terminal device 3. As shown in FIG. In addition, although not shown, the employer uses the employer terminal device 3 as information about the job offer, such as age, position, annual income, place of work, essential requirements (such as qualifications held), educational background, treatment/benefits, or , the degree of urgency (for example, introduction period or employment period) may be further input.

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

Based on the credit score calculated by the score calculation unit 17, the job offer disclosure determination unit 20 shown in FIG. determines whether to disclose limited job offers or secret job offers (specific job offers). For example, the job offer disclosure determination unit 20 identifies one or more consultants having a credit score equal to or higher than a predetermined score (eg, one or more highly creditworthy consultants) as specific consultants to be used by the employer. The job offer disclosure determination unit 20 discloses the limited job offer only to the specific consultant. The reason for adopting limited or secret recruitment is that employers (especially listed companies) want to offer recruitment only to consultants who can make high-quality recommendations (recommendation of high-quality human resources desired by employers). and needs. In addition, the job offer disclosure determination unit 20 is configured to change the content or granularity of information to be disclosed in a single input job offer for consultants with a high credit score and consultants with a low credit score. may be In addition, the job offer disclosure determination unit 20 may disclose a limited job offer to a specific consultant who has a credit score less than a predetermined score.

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

As a premise, in the credit score calculation process, the personnel introduction support application software including the credit score calculation process according to one embodiment of the present invention is downloaded from, for example, a predetermined network site or recording medium, and the personnel introduction support shown in FIG. It is stored in the device 1 so as to be executable. Then, when execution of the personnel introduction support application software is instructed, a program operation based on the software starts. Note that the employer terminal device 3 and the consultant terminal device 5 also execute the software in advance so that they can properly operate as elements of the personnel introduction support system 100 . Also in the consultant selection process and the job offer disclosure determination process, which will be described later, the above-described personnel introduction support application software is executed in the same manner.

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

According to the first example, the personnel introduction support device 1 registers evaluations of consultants' personnel introductions, and calculates a credit score regarding personnel introductions for each consultant based on the registered evaluations. Therefore, it becomes possible to easily grasp the credibility of the recruiter regarding recruitment.

(Second example)
A second example of credit score calculation processing according to one embodiment of the present invention will be described with reference to FIG. A second example of the credit score calculation process is that when calculating the credit score for recruitment, in addition to the evaluation of the consultant's recruitment, implementation status information indicating the past implementation status of the consultant's recruitment is further taken into consideration. , different from the first example of the credit score calculation process. The points different from the first example will be particularly described below.

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

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

An application example using the calculated credit score will be described below. Specifically, a consultant selection process to select a specific consultant from among one or more consultants, and a job disclosure decision to determine whether to disclose to a specific consultant from among one or more job offers An example of processing will be described.

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

According to the above embodiment, the personnel introduction support device 1 selects a specific consultant to be used by the employer based on the calculated credit score. Therefore, the employer can easily grasp in advance, for example, a specific consultant with high credibility regarding recruitment, as a request destination candidate for recruitment.

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

According to the above-described embodiment, the personnel introduction support device 1 determines whether or not to disclose a specific job offer to a specific consultant used by the employer, based on the calculated credit score. Thus, an employer can, for example, offer limited vacancies only to certain consultants with a high reputation for referrals. In addition, consultants with high credibility can enjoy economic incentives because they can view limitedly disclosed job offers.

<Other embodiments>
The above embodiments are intended to facilitate understanding of the present invention, and are not intended to limit the interpretation of the present invention. The present invention can be modified/improved (for example, combining each embodiment, omitting a part of the configuration of each embodiment) without departing from the spirit thereof, and the present invention also includes equivalents thereof. be

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

The provider of the personnel introduction support system 100 may provide the personnel introduction support system 100 for a fee to employers and consultants. In this case, the Provider will receive from the Employer a performance fee based on recruitment or recruitment. On the other hand, the provider receives a monthly usage fee for the personnel introduction support system 100 from the consultant. Further, the performance fee from the employer may be divided proportionally between the provider and the consultant, or the provider may pay a part of the performance fee received from the employer to the consultant. The exchange of money related to these system usage fees, performance rewards, etc. may be performed via the personnel introduction support system 100 . Here, for consultants with high credit scores, a service is provided in which the monthly usage fee of the personnel introduction support system 100 is set at a low level, the performance fee is set at a large share, or the timing of payment of the performance fee is advanced. may provide. For consultants with a high credit score, it is also possible to assist the consultant's cash management by arranging purchases at a low discount rate from a trader (a so-called factoring trader, etc.) that purchases receivables for payment of performance fees.

REFERENCE SIGNS LIST 1 personnel introduction support device 3 employer terminal device 5 consultant terminal device 11 communication unit 12 control unit 13 recording unit 14 evaluation reception unit 15 evaluation registration unit 16 implementation Situation acquisition unit 17 Score calculation unit 18 Recruitment reception unit 19 Consultant selection unit 20 Recruitment disclosure determination unit 100 Recruitment support system

Claims (10)

A recruiting support device for supporting recruiting between a recruiter and one or more recruiters,
an evaluation registration unit that registers, for each recruiter, an evaluation of the recruiter's evaluation of the recruiter;
a score calculation unit that calculates a credit score regarding the recruitment for each of the recruitment agents based on the registered evaluation;,
The score calculation unit generates a learning model based on learning data including the evaluation and the credit score.
Recruitment support device. further comprising an acquisition unit that acquires implementation status information indicating a past implementation status of the recruitment by the recruitment agency;
The score calculation unit calculates the credit score based on the registered evaluation and the acquired implementation status information.
The personnel introduction support device according to claim 1. a reception unit that receives an input regarding a job offer from a terminal device operated by the job offerer;
a selection unit that selects a specific recruiter used by the recruiter from among the recruiters based on the calculated credit score when the input is accepted;
The personnel introduction support device according to claim 1 or 2. a reception unit that receives input regarding one or more job offers from a terminal device operated by the job recruiter;
A disclosure determination unit that determines, based on the calculated credit score, whether or not to disclose a specific job offer among the job offers to a specific job offerer used by the job offerer. and further comprising
The personnel introduction support device according to any one of claims 1 to 3. The score calculation unit calculates the credit score using the learning model.
The personnel introduction support device according to any one of claims 1 to 4. A personnel introduction support method executed by a personnel introduction support device for supporting personnel introduction between a recruiter and one or more personnel introducers, comprising:
a step of registering an evaluation of the recruiter for the recruiting for each of the recruiters;
and calculating, for each of the recruiters, a credit score for the recruiting based on the registered evaluation.fruit,
The calculating step generates a learning model based on learning data including the evaluation and the credit score.
Recruitment support method. A computer that supports recruitment conducted between a recruiter and one or more recruitment agencies,
an evaluation registration unit for registering an evaluation of the recruiter for the recruiter for each recruiter;
a score calculation unit that calculates a credit score related to the recruitment of each of the recruiters based on the registered evaluation;
function as,
The score calculation unit generates a learning model based on learning data including the evaluation and the credit score. program. A recruiting support device for supporting recruiting between a recruiter and one or more recruiters,
an evaluation registration unit that registers, for each recruiter, an evaluation of the recruiter's evaluation of the recruiter;
a score calculation unit that calculates a credit score regarding the recruitment for each of the recruiters based on the registered evaluation;
Based on the calculated credit score, it is determined whether or not to disclose a specific job offer among one or a plurality of job offers to a specific recruiter used by the recruiter among the recruiters. a disclosure determination unit;
Recruitment support device. A personnel introduction support method executed by a personnel introduction support device for supporting personnel introduction between a recruiter and one or more personnel introducers, comprising:
a step of registering an evaluation of the recruiter for the recruiting for each of the recruiters;
calculating, for each of the recruiters, a credit score for the recruiting based on the registered evaluation;
Based on the calculated credit score, it is determined whether or not to disclose a specific job offer among one or a plurality of job offers to a specific recruiter used by the recruiter among the recruiters. including steps and
Recruitment support method. A computer that supports recruitment conducted between a recruiter and one or more recruitment agencies,
an evaluation registration unit that registers, for each recruiter, an evaluation of the recruiter's evaluation of the recruiter;
a score calculation unit that calculates a credit score regarding the recruitment for each of the recruiters based on the registered evaluation;
Based on the calculated credit score, it is determined whether or not to disclose a specific job offer among one or a plurality of job offers to a specific recruiter used by the recruiter among the recruiters. Disclosure Determination Department,
A program that acts as a

Images