JP7447201B1 - Programs and information processing equipment - Google Patents

Abstract

[Problem] To provide a program, etc. that can support the collection of information necessary for considering whether or not to hire a job applicant, while suppressing the time and cost required for recruitment activities. [Solution] A program to be executed on a computer of an information processing device, which includes information regarding the types of jobs the user has worked in and the hours worked, the user's attendance information, and the employer's evaluation of the user's work. a storing step of storing work history-related information including at least one piece of information in the storage unit; A determination step of determining whether or not a recruitment interview is necessary is executed by the computer of the information processing device. [Selection diagram] Figure 3

Description

The present disclosure relates to a program and an information processing device.

2. Description of the Related Art An employment intermediary system is known that allows a job applicant who is looking to hire a new job applicant to present evaluations of the job applicant at his/her past workplaces (for example, see Patent Document 1). Patent Document 1 describes an employment mediation system that mediates employment via a communication network, and includes a job offerer information holding means that holds information on employment conditions determined by each job offeror, and Recruiter evaluation information storage means for retaining employer evaluation information showing evaluations of job seekers by people who have worked in a recruiter selection means for selecting a recruiter whose employment conditions satisfy the employment conditions desired by a job applicant, based on the information received via the recruiter information holding means and held by the recruiter information holding means; The means extracts the information on the working conditions specified by the recruiter selected by the means from the recruiter information holding means, extracts the recruiter evaluation information of the recruiter from the recruiter evaluation information holding means, and extracts the information on the working conditions and the recruiter evaluation information. An employment intermediary system is disclosed that includes a job offerer information presentation means that is transmitted to a job applicant terminal.

Japanese Patent Application Publication No. 2003-248763

However, with the technology disclosed in Patent Document 1, it is often difficult to determine whether or not a job applicant will be hired based solely on the evaluation of the job applicant at his or her past workplaces. For this reason, it is common to conduct recruitment interviews with job applicants in order to collect the information necessary to consider whether or not to hire them. and costs will be required.

The present disclosure has been made to solve such problems. The purpose is to provide a program and an information processing device that can support the collection of information necessary for considering whether or not to hire a job applicant, while suppressing the time and cost required for recruitment activities.

A program according to the present disclosure is a program to be executed on a computer of an information processing device, and is a program that is executed by a computer of an information processing device, and includes information regarding the types of jobs that the user has engaged in and the working hours, attendance information of the user, and employment information regarding the user's work. a storing step of storing work history-related information including at least one evaluation information by the user in the storage unit; and considering employment of the user based on the user's work history-related information stored in the storage unit and hiring criteria. and a determination step of determining whether or not a recruitment interview for the user is necessary for the above-mentioned information processing apparatus.

The information processing device according to the present disclosure includes at least one of information regarding occupations in which the user has engaged in the past and total working hours, past attendance information of the user, and evaluation information by the employer regarding the user's past employment. a storage unit that stores work history-related information, including information about the user's work history, and whether an employment interview of the user is necessary in order to consider hiring the user, based on the user's work history-related information stored in the storage unit and hiring criteria; and a determination unit that determines whether or not.

According to the program and information processing device according to the present disclosure, it is possible to support the collection of information necessary for considering whether to hire a job applicant while suppressing the time and cost required for recruitment activities.

1 is a diagram showing the overall configuration of a mediation system according to Embodiment 1. FIG. FIG. 2 is a block diagram showing the configuration of a terminal included in the mediation system according to Embodiment 1. FIG. FIG. 2 is a block diagram showing the configuration of a server included in the mediation system according to the first embodiment. FIG. 3 is a diagram illustrating an example of work history related information stored in the intermediary system according to the first embodiment. 3 is an example of a display screen of a recruitment information list displayed on a terminal provided in the intermediary system according to the first embodiment. 3 is an example of a display screen of recruitment information details displayed on a terminal included in the intermediary system according to the first embodiment. 3 is an example of a display screen of a recruitment information list displayed on a terminal provided in the intermediary system according to the first embodiment. 3 is an example of a display screen of recruitment information details displayed on a terminal included in the intermediary system according to the first embodiment. 5 is a flowchart illustrating an example of processing in the mediation system according to the first embodiment.

Embodiments for implementing a program and an information processing apparatus according to the present disclosure will be described with reference to the accompanying drawings. In each figure, the same or corresponding parts are given the same reference numerals, and overlapping explanations will be simplified or omitted as appropriate. In the following description, for convenience, the positional relationship of each structure may be expressed based on the illustrated state. Note that the present disclosure is not limited to the following embodiments, and any combination of embodiments, modification of any component of each embodiment, or modification of each embodiment may be made without departing from the spirit of the present disclosure. Any component of the embodiment can be omitted.

Embodiment 1.
Embodiment 1 of the present disclosure will be described with reference to FIGS. 1 to 9. FIG. 1 is a diagram showing the overall configuration of the mediation system. FIG. 2 is a block diagram showing the configuration of a terminal included in the mediation system. FIG. 3 is a block diagram showing the configuration of a server included in the mediation system. FIG. 4 is a diagram showing an example of work history related information stored in the intermediary system. 5 and 7 are examples of display screens of recruitment information lists displayed on terminals included in the intermediary system. 6 and 8 are examples of display screens of recruitment information details displayed on a terminal included in the intermediary system. FIG. 9 is a flowchart showing an example of processing in the mediation system.

As shown in FIG. 1, a mediation system 400 according to this embodiment includes a server 100 and a terminal 200. In the mediation system 400, a server 100 and a terminal 200 are communicably connected via a network 300. In the configuration example described here, the server 100 of the intermediary system 400 provides services such as mediating the employment of a job-seeking user by a job-recruiting user via the network 300.

There are two types of users of the intermediary system 400 according to the present disclosure: job seeking users and recruiting users. A job-seeking user is an employee-side user who desires employment. A recruitment user is a user on the hiring side who wishes to hire a worker. The server 100 allows the job seeking information registered by the job seeking user to be viewed on the terminal 200 owned by the job seeking user. The server 100 also accepts applications for job offers from job-seeking users' terminals 200, and provides the accepted application information to the job-seeking users. In this way, the mediation system 400 mediates the employment of the job-seeking user by the job-seeking user.

The network 300 plays a role of connecting one or more terminals 200 and one or more servers 100. That is, the network 300 refers to a communication network that provides a connection path so that the terminal 200 can transmit and receive data after connecting to the server 100. One or more portions of network 300 may or may not be a wired network or a wireless network.

The network 300 is, for example, an ad hoc network, an intranet, an extranet, a virtual private network (VPN), a local area network (LAN), or a wireless LAN. : WLAN), Wide Area Network (WAN), Wireless WAN (WWAN), Metropolitan Area Network (MAN), part of the Internet, Public Switched Telephone Network hone Network： PSTN), mobile phone networks, ISDN (Integrated Service Digital Networks), wireless LAN, LTE (Long Term Evolution), CDMA (Code Division Multiple Access), Bluetooth (Bluetooth (registered trademark)) or satellite communication, etc. , or a combination of two or more of these. Network 300 may include one or more networks 300.

The terminal 200 may be any information processing terminal that can implement the functions of the embodiments of the present disclosure. Terminal 200 may be, for example, a smartphone, a mobile phone (feature phone), a computer (e.g., desktop PC, laptop PC, tablet PC, etc.), a media computer platform (e.g., cable, satellite set-top box, digital video recorder), handheld. These include computer devices (eg, PDAs (Personal Digital Assistants), e-mail clients, etc.), wearable terminals (glass-type devices, watch-type devices, etc.), or other types of computers, or communication platforms. Further, the terminal 200 may be expressed as an information processing terminal.

The server 100 has a function of providing predetermined services to the terminal 200. The server 100 may be any information processing device that can implement the functions of the embodiments of the present disclosure. Server 100 may be, for example, a server device, a computer (e.g., desktop PC, laptop PC, tablet PC, etc.), a media computer platform (e.g., cable, satellite set-top box, digital video recorder), a handheld computer device (e.g., PDA , email clients, etc.) or other types of computers or communication platforms. Further, the server 100 may be expressed as an information processing device. If there is no need to distinguish between the server 100 and the terminal 200, the server 100 and the terminal 200 may or may not each be expressed as an information processing device.

The configuration of each terminal 200 is basically the same. Next, the configuration of the terminal 200 will be described with reference to FIG. 2. The terminal 200 includes a terminal control section 230, a terminal storage section 220, a terminal communication section 210, an input/output section 240, a display section 250, a microphone 260, a speaker 270, and a camera 280. The hardware components of the terminal 200 are interconnected via, for example, a bus. Note that the hardware configuration of the terminal 200 does not necessarily include all the components described here. For example, the terminal 200 may or may not be configured such that an individual component or multiple components such as the camera 280 can be removed.

The terminal communication unit 210 transmits and receives various data via the network 300. The communication may be performed by wire or wirelessly, and any communication protocol may be used as long as mutual communication can be performed. The terminal communication unit 210 has a function of communicating with the server 100 via the network 300. The terminal communication section 210 includes a terminal transmitting section 211 and a terminal receiving section 212. The terminal transmitter 211 transmits various data to the server 100 according to instructions from the terminal controller 230. Terminal receiving section 212 receives various data transmitted from server 100 and transmits it to terminal controlling section 230. Further, the terminal communication unit 210 may be expressed as a terminal communication I/F (interface). In addition, when the terminal communication unit 210 is composed of a physically structured circuit, it may be expressed as a terminal communication circuit.

The input/output section 240 includes an input section and an output section. The input unit is a device for inputting various operations to the terminal 200. The output unit is a device that outputs the processing results processed by the terminal 200. The input/output section 240 may have an input section and an output section integrated, or may be separated into an input section and an output section, or may not.

The input unit is realized by any one of all types of devices, or a combination thereof, that can receive input from the user and transmit information related to the input to the terminal control unit 230. The input unit includes, for example, a touch panel, a touch display, hardware keys such as a keyboard, a pointing device such as a mouse, a camera (operation input via moving images), and a microphone (operation input via voice).

The output unit is realized by any of all types of devices capable of outputting the processing results processed by the terminal control unit 230, or a combination thereof. The output unit includes, for example, a touch panel, a touch display, a speaker (audio output), a lens (for example, 3D (Three Dimensions) output or hologram output), a printer, and the like.

The display unit 250 is realized by any one of all types of devices capable of displaying data according to the display data written in the frame buffer, or a combination thereof. The display unit 250 is, for example, a touch panel, a touch display, a monitor (for example, a liquid crystal display, an OELD (Organic Electroluminescence Display), etc.), a head mounted display (HDM), a projection mapping, a hologram, an air display, etc. (which may or may not be the case) includes devices that can display images, text information, etc. Note that these display units 250 may or may not be capable of displaying display data in 3D.

Note that when the input/output unit 240 has a touch panel, the input/output unit 240 and the display unit 250 may have substantially the same size and shape and may be disposed facing each other.

The terminal control unit 230 has a physically structured circuit for executing functions realized by codes or instructions included in a program, and is realized by, for example, a data processing device built into hardware. Ru. Therefore, the terminal control unit 230 may or may not be expressed as a control circuit.

The terminal control unit 230 includes, for example, a central processing unit (CPU), a microprocessor, a processor core, a multiprocessor, and an application-specific IC (ASIC). IC Integrated Circuit), FPGA (Field Programmable Gate Array), etc.

The terminal storage unit 220 has a function of storing various programs and various data necessary for the operation of the terminal 200. The terminal storage unit 220 includes various storage media such as, for example, a hard disk drive (HDD), a solid state drive (SSD), a flash memory, a random access memory (RAM), and a read only memory (ROM). Further, the terminal storage unit 220 may or may not be expressed as a memory.

The terminal 200 stores a program in the terminal storage unit 220, and by executing this program, the terminal control unit 230 executes processing as each unit included in the terminal control unit 230. That is, the programs stored in the terminal storage section 220 cause the terminal 200 to implement each function executed by the terminal control section 230. In other words, the processor of the terminal 200 executes a program stored in the memory, and the hardware and software of the terminal 200 cooperate to realize the functions of each part of the terminal 200. Note that this program may or may not be expressed as a program module.

Microphone 260 is used for inputting audio data. Speaker 270 is used to output audio data. Camera 280 is used to acquire moving image data and/or still image data.

Next, the configuration of the server 100 will be described with reference to FIG. 3. The server 100 includes a server control section 130, a server storage section 120, and a server communication section 110. The hardware components of the server 100 are interconnected via, for example, a bus.

The server control unit 130 has a physically structured circuit to execute functions realized by codes or instructions included in a program, and is realized by, for example, a data processing device built in hardware. Ru. The server control unit 130 is typically a central processing unit (CPU), and may or may not be a microprocessor, processor core, multiprocessor, ASIC, FPGA, or the like. In the present disclosure, the server control unit 130 is not limited to these.

The server storage unit 120 has a function of storing various programs and various data necessary for the operation of the server 100. The server storage unit 120 is realized by various storage media such as HDD, SSD, and flash memory. However, in the present disclosure, the server storage unit 120 is not limited to these. Further, the server storage unit 120 may or may not be expressed as a memory.

The server communication unit 110 transmits and receives various data via the network 300. The communication may be performed by wire or wirelessly, and any communication protocol may be used as long as mutual communication can be performed. The server communication unit 110 has a function of communicating with the terminal 200 via the network 300. The server communication section 110 includes a server transmission section 111 and a server reception section 112. The server transmitter 111 transmits various data to the terminal 200 according to instructions from the server controller 130. Additionally, the server communication unit 110 receives various data transmitted from the terminal 200 and transmits it to the server control unit 130. Further, the server communication unit 110 may be expressed as a server communication I/F (interface). Further, when the server communication unit 110 is composed of a physically structured circuit, it may be expressed as a server communication circuit.

Note that the server 100 may include an input/output unit and a display as a hardware configuration. The input/output unit is realized by a device that inputs various operations to the server 100. The input/output unit is realized by any one of all types of devices capable of receiving input from a user and transmitting information related to the input to the server control unit 130, or a combination thereof. The display is typically realized by a monitor (eg, a liquid crystal display, an OELD, etc.). In this case, for example, the hardware of the server 100 may or may not have a display that can be removed.

The server 100 stores a program in the server storage unit 120, and by executing this program, the server control unit 130 executes processing as each unit included in the server control unit 130. That is, the programs stored in the server storage unit 120 cause the server 100 to implement each function executed by the server control unit 130. In other words, in the server 100, a processor executes a program stored in a memory, and the hardware and software of the server 100 cooperate to realize the functions of each part of the server 100. Note that this program may or may not be expressed as a program module.

Note that the terminal control unit 230 of the terminal 200 and/or the server control unit 130 of the server 100 include not only a CPU having a control circuit but also an integrated circuit (IC (Integrated Circuit) chip, LSI (Large Scale Integration)), etc. Each process may or may not be realized by a logic circuit (hardware) or a dedicated circuit formed in the system. Further, these circuits may be realized by one or more integrated circuits, and the plurality of processes shown in the embodiments of the present disclosure may be realized by one integrated circuit, or even if not. good. Further, LSIs are sometimes called VLSIs, super LSIs, ultra LSIs, etc. depending on the degree of integration.

Further, the program (for example, a software program, a computer program, or a program module) of an embodiment according to the present disclosure may or may not be provided in a state stored in a computer-readable storage medium. . The storage medium is a "non-temporary tangible medium" that can store a program. Furthermore, the program may or may not be for realizing part of the functions of the embodiments of the present disclosure. Furthermore, it may or may not be a so-called difference file (difference program) that can realize the functions of the embodiments of the present disclosure in combination with a program already recorded on a storage medium.

The storage medium may include one or more semiconductor-based or other integrated circuits (ICs), such as field programmable gate arrays (FPGAs) or application specific integrated circuits (ASICs), hard disk drives, etc. (HDD), hybrid hard drive (HHD), optical disk, optical disk drive (ODD), magneto-optical disk, magneto-optical drive, floppy diskette, floppy disk drive (FDD), magnetic tape, solid-state drive (SSD) , a RAM drive, a secure digital card, or a drive, any other suitable storage medium, or a suitable combination of two or more thereof. Storage media may be volatile, non-volatile, or a combination of volatile and non-volatile, where appropriate. Note that the storage medium is not limited to these examples, and may be any device or medium as long as it can store a program. Further, the storage medium may or may not be expressed as a memory.

Further, the program of the present disclosure may or may not be provided to the server 100 and/or the terminal 200 via any transmission medium (communication network, broadcast waves, etc.) that can transmit the program. . When the program is provided via a transmission medium, the server 100 and/or the terminal 200 realizes the functions of the plurality of functional units shown in each embodiment by, for example, executing the program downloaded via the Internet or the like. It is possible to do so.

Embodiments according to the present disclosure may also be implemented in the form of a data signal embedded in a carrier wave, where the program is embodied by electronic transmission. Furthermore, at least part of the processing in the server 100 and/or the terminal 200 may or may not be realized by cloud computing configured by one or more computers. Further, at least a part of the processing in the terminal 200 may be performed by the server 100, or may not be configured. In this case, at least part of the processing of each functional unit of the terminal control unit 230 of the terminal 200 may or may not be performed by the server 100. Further, at least a part of the processing in the server 100 may be performed by the terminal 200, or may not be performed. In this case, at least some of the processing of each functional unit of the server control unit 130 of the server 100 may or may not be performed by the terminal 200.

Note that the program of the present disclosure may be implemented using, for example, a script language such as ActionScript or JavaScript (registered trademark), an object-oriented programming language such as Objective-C or Java (registered trademark), a markup language such as HTML5, etc. obtain.

In the mediation system 400 according to this embodiment, as shown in FIG. I'm here. The recruitment information storage unit 121 stores recruitment information, such as recruitment requirements and recruitment period, input by a recruitment user who performs recruitment, as a job offer. Recruitment information includes work location, work date and time, hourly wage, job content, conditions required of applicants, required number of applicants, application deadline, etc. The conditions required of applicants may include public information and private information. For example, information such as minimum requirements (for example, having cooking experience, etc.) and skills that are desirable to have may be public information. Further, for example, conditions regarding the user's attendance information, which will be described later, conditions regarding evaluation information by the employer regarding the user's work, etc. may be kept as private information.

Further, the recruitment information may include information regarding a hiring procedure. In this case, the hiring decision procedure includes, for example, hiring the applicant unconditionally, viewing the applicant's information and making the final decision on whether to hire the applicant, or hiring the applicant as necessary. Examples include conducting an interview and deciding whether to hire or not.

The recruitment user inputs recruitment information using the terminal 200 that the recruitment user owns. The input recruitment information is transmitted from the terminal transmitter 211 of the terminal 200 to the server 100 via the network. The server receiving unit 112 of the server 100 receives recruitment information transmitted from the terminal 200. Then, the recruitment information storage unit 121 stores the recruitment information received by the server 100.

The work history related information storage unit 122 stores work history related information of the job seeking user. The work history related information of the job-seeking user includes at least one of information regarding the types of jobs the user has engaged in and hours of work, attendance information of the user, and evaluation information by the employer regarding the user's work. There is.

Examples of occupations in which the user has experience include clerical work, customer service, cashier work, stocking, cooking, delivery/transportation, and the like. The user's attendance information is, for example, information regarding tardiness, absence, cancellation just before the start of work, and the like. The employer's evaluation information regarding the user's work is information regarding the evaluation of the job-seeking user made by the job-seeking user when the job-seeking user's employment ends. Specific examples of the employer's evaluation information regarding the user's work include evaluations regarding the user's work skills, evaluations regarding the user's personality, and evaluations regarding whether or not the user wants to hire the user again. The user's business skills and personality are evaluated on a five-level scale ranging from, for example, the lowest rating of "1" to the highest rating of "5". Furthermore, whether or not the user wants to hire the user again is evaluated in three stages: "I want to hire him again," "I don't want to hire him again," and "I don't want to hire him again." The work history related information of the job seeking user stored in the work history related information storage unit 122 includes basic information about the user, such as name, age, gender, address, etc., and information about the work history and skills self-reported by the user. It may be

An example of work history related information of a job seeking user stored in the work history related information storage unit 122 will be described with reference to FIG. 4. What is shown in the figure is a specific example of work history related information regarding one job-seeking user. In the illustrated example, the work history related information includes the types of industries and jobs in which the user has worked, and the date and time of work. From the job type and work date and time, it is possible to determine the job types in which the user has experience and the working hours for each job type. Further, in the example shown in the figure, the employer's evaluation information regarding the user's work includes evaluation of the user's work skills, personality evaluation, and evaluation of whether or not the user wants to hire the user again. Furthermore, comments that can be input by the employer at will are also included in the information stored in the work history related information storage section 122. In addition, in the evaluation of whether or not you want to hire someone again, "Y" means "I want to hire someone again," and "N" means "I don't want to hire someone again."

The prospective employee information storage unit 123 stores job-seeking users who are determined to be hired by the determining unit 133 (described later) as prospective employees. As described above, in the server storage section 120, a database of information necessary for the mediation service is constructed by the recruitment information storage section 121, the work history related information storage section 122, and the prospective employee information storage section 123.

In the intermediary system 400 according to this embodiment, the server 100 includes a recruitment information management section 131, an application reception section 132, a determination section 133, a prospective employee information management section 134, and a A work history related information management section 135 is provided. The recruitment information management unit 131 manages recruitment information stored in the recruitment information storage unit 121 of the server storage unit 120. For example, when the server reception unit 112 receives recruitment information transmitted from the terminal 200 owned by a recruitment user, the recruitment information management unit 131 stores information stored in the recruitment information storage unit 121 based on the recruitment information received by the server 100. Update.

Further, the recruitment information management unit 131 makes the recruitment information during the application period available for viewing by job-seeking users. A job-seeking user can view recruitment information during the application period by accessing the server 100 using a terminal 200 owned by the job-seeking user. The recruitment information management unit 131 has a function of checking the user information of a job-seeking user stored in the work history-related information storage unit 122 of the server storage unit 120, for example, and recommending job recruitment that suits the user. Good too.

A job-seeking user who has viewed the recruitment information can operate his or her own terminal 200 to apply for a job opening if there is one for which he/she wishes to work. The application reception unit 132 of the server 100 performs a process of accepting applications for specified recruitment information in response to an application operation performed on the terminal 200 by a job-seeking user.

Next, an example of processing in the intermediary system 400 when a job-seeking user views recruitment information and applies for recruitment will be described. When a job-seeking user performs an operation to view the recruitment information list on the terminal 20, the terminal transmission unit 211 of the terminal 200 transmits a recruitment information list transmission request to the server 100. When the server reception unit 112 receives a recruitment information list transmission request, the recruitment information management unit 131 of the server 100 stores recruitment information that can be presented to the job-seeking user related to the recruitment information list transmission request in the recruitment information storage unit 121. Create a list of recruitment information from the available recruitment information. Then, the server transmission unit 111 transmits the recruitment information list created by the recruitment information management unit 131 to the terminal 200 that is the request transmission source. When the terminal receiving unit 212 receives the recruitment information list, the terminal control unit 230 of the terminal 200 displays the received recruitment information list on the display unit 250 of the terminal 200. In this way, on the display unit 250 of the terminal 200, recruitment information that can be viewed by the job-seeking user is displayed in a list format.

What is shown in FIG. 5 is an example of a display screen of the recruitment information list. In the example display screen shown in the figure, recruitment information is displayed in a list format sorted in order of hourly wage. The sorting order of the recruitment information is not limited to the hourly wage order, but may also be, for example, the alphabetical order of workplaces, the order of closest scheduled work dates and times, etc. Further, the sort order may be changed by the job-seeking user operating the terminal 200. In the illustrated example, the workplace, hourly wage, scheduled date and time of work, job content, and employment conditions are displayed for each piece of recruitment information. Note that the recruitment information to be displayed on the display unit 250 may be narrowed down by inputting desired conditions on the display screen of the recruitment information list. Furthermore, when transmitting the recruitment information list transmission request from the terminal 200 to the server 100, desired search conditions may also be transmitted. In this case, the recruitment information management unit 131 creates a recruitment information list by listing only the recruitment information stored in the recruitment information storage unit 121 that matches the search conditions.

When the job-seeking user operates the terminal 200 and selects one piece of recruitment information from the list of recruitment information displayed on the display unit 250, the display screen of the display unit 250 transitions to a detailed display screen of the selected recruitment information. . The recruitment information can be specifically selected by, for example, tapping or clicking on the desired recruitment information. When an operation for selecting one piece of recruitment information from the displayed recruitment information list is performed on the terminal 200, the terminal transmitter 211 of the terminal 200 transmits a request to transmit the selected recruitment information to the server 100. When the server reception unit 112 receives the recruitment information transmission request, the recruitment information management unit 131 of the server 100 acquires detailed information of the recruitment information from the recruitment information stored in the recruitment information storage unit 121. The server transmission unit 111 then transmits the recruitment information acquired by the recruitment information management unit 131 to the terminal 200 that is the request transmission source. When the terminal receiving unit 212 receives recruitment information, the terminal control unit 230 of the terminal 200 causes the display unit 250 of the terminal 200 to display details of the received recruitment information.

What is shown in FIG. 6 is an example of a display screen of detailed information of the recruitment information list. In the example display screen shown in the figure, in addition to the workplace, hourly wage, scheduled date and time of work, job content, employment conditions, the address of the workplace, contact information, etc. are displayed as detailed information on the recruitment information. Further, in the illustrated example, an application button 501 is displayed. When a job-seeking user operates the terminal 200 and presses the apply button 501, the terminal transmitter 211 of the terminal 200 transmits an application acceptance request for the recruitment information to the server 100. When the server receiving unit 112 receives an application reception request for recruitment information, the application reception unit 132 of the server 100 performs a process of accepting applications for the recruitment information related to the application reception request.

When the application reception unit 132 receives an application, the determination unit 133 of the server 100 determines whether the job-seeking user who applied is hired or rejected. First, the determination unit 133 specifies the recruitment criteria for the recruitment based on the recruitment information stored in the recruitment information storage unit 121. The hiring criteria are specified based on, for example, the hiring decision procedure and the conditions required of applicants in the recruitment. Specifically, for example, if an applicant is to be hired unconditionally, the hiring criteria will be to apply. Then, the determination unit 133 determines that the applicant is hired.

Further, when the recruitment user confirms the applicant's information and decides whether to hire or reject the applicant, the determination unit 133 acquires one or both of the applicant's basic information and work history related information from the work history related information storage unit 122. Then, the server transmission unit 111 transmits the acquired information to the terminal 200 of the recruitment user who posted the recruitment. The recruitment user checks the applicant's information received on the terminal 200 and decides whether to hire or reject the applicant. The recruitment user inputs the determined acceptance/rejection information into the terminal 200, and the terminal 200 transmits the acceptance/rejection information of the applicant to the server 100. Then, the determination unit 133 determines whether the applicant is hired or not, according to the acceptance or rejection information received by the server receiving unit 112. Note that if there are applications from multiple job-seeking users, information on the multiple applicants may be presented in a list to the job-seeking users.

In addition, when deciding whether to hire or reject an applicant by conducting a recruitment interview as necessary, the determination unit 133 first specifies the recruitment criteria for the recruitment based on the recruitment information stored in the recruitment information storage unit 121. do. The determination unit 133 specifies hiring criteria based on, for example, conditions required of applicants in the recruitment. Then, the determination unit 133 determines whether or not a recruitment interview is necessary for the user in order to consider employment of the user, based on the specified recruitment criteria and the work history related information of the user stored in the work history related information storage unit 122. Determine whether

In this case, if the applicant's work history related information satisfies the employment criteria, the determination unit 133 determines that the applicant is hired without needing a recruitment interview. Furthermore, if the applicant's work history related information does not meet the employment criteria, the determination unit 133 determines that a recruitment interview of the applicant is necessary in order to consider employment of the applicant.

The determination result by the determining unit 133 is transmitted from the server transmitting unit 111 to the terminal 200 of the recruiting user who issued the recruitment. Based on this determination result, the job-seeking user can confirm whether or not a job interview is necessary for the job-seeking user, who is an applicant, in order to consider hiring the user. Then, the recruiting user only needs to interview the job-seeking user when it is determined that it is necessary.

By doing so, it is possible to hire a job-seeking user whose employment can be judged only from the information stored in the work history-related information storage unit 122 without conducting a recruitment interview, and also to For job-seeking users for whom it is difficult to decide whether to hire or not based only on the information stored in the job-seeking user, the recruiting user can conduct a hiring interview and directly obtain information necessary for considering whether to hire or not from the job-seeking user. Therefore, it is possible to support job-recruiting users in collecting information necessary for considering whether or not to hire a job-seeking user, while reducing the time and cost required for recruitment activities.

Note that the determination unit 133 may use rejection criteria in addition to employment criteria to determine whether or not a recruitment interview is necessary for the user in order to consider hiring the user. In other words, the determination unit 133 conducts a recruitment interview for the user in order to consider hiring the user based on the employment criteria, the rejection criteria, and the user's work history related information stored in the work history related information storage unit 122. It may also be determined whether or not it is necessary.

In this case, if the applicant's work history related information satisfies the employment criteria, the determination unit 133 determines that the applicant is hired without needing a recruitment interview. Further, if the applicant's work history related information satisfies the rejection criteria, the determination unit 133 determines that the applicant does not need a recruitment interview and is rejected. Then, if the applicant's work history related information does not meet either the employment criteria or the rejection criteria, the determination unit 133 determines that a recruitment interview of the applicant is necessary in order to consider employment of the applicant. judge.

Next, we will explain the recruitment criteria and rejection criteria, and the determination of whether an interview is necessary, using specific examples. As a first example, if the condition required of the applicant is that the applicant must have worked for a certain type of job for a certain number of hours, the condition required of the applicant will be the hiring criteria, and the rejection criteria will be set to the working hours of the hiring standard. It is set based on the time multiplied by a certain percentage (for example, 1/5). Specifically, for example, if the condition required of an applicant is "40 hours or more of cooking work," the hiring criteria would be "40 hours or more of cooking work," and the rejection criteria would be "40 hours or more of cooking work." ``Working time is less than 8 hours.''

In this first example, if the applicant's cooking work time is 40 hours or more, which satisfies the hiring criteria, the determining unit 133 determines that the applicant does not need a hiring interview and is hired. Furthermore, if the applicant's cooking work time is less than 8 hours, which satisfies the rejection criteria, the determination unit 133 determines that the applicant does not need a recruitment interview and is rejected. Then, the determination unit 133 determines that if the applicant's cooking work time does not satisfy either the recruitment criteria or the rejection criteria, that is, if the applicant's cooking work time is 8 hours or more and less than 40 hours, It is determined that a recruitment interview for the applicant is necessary in order to consider employment of the applicant.

In this case, additional conditions may be added to the recruitment criteria. For example, the hiring criteria may be that the person has been engaged in cooking for 40 hours or more and has no history of unauthorized absences. In addition, it may be possible to add to the employment conditions that one or both of the following: a personality evaluation of ``3'' or higher on a five-point scale, and 50% or higher of ``I want to hire again'' in the evaluation of whether or not I want to hire again. .

In the second example, when the conditions required of an applicant include a plurality of conditions, employment conditions and non-employment conditions are determined based on the number of conditions met. For example, assume that there are five conditions from the first condition to the fifth condition below as conditions required of applicants.

・First condition: 8 hours or more of cooking work ・Second condition: No history of absenteeism without permission ・Third condition: Personality evaluation of ``3'' or higher on a five-point scale ・Fourth condition: Time spent working in customer service 8 hours or more ・Fifth condition: 50% or more answered “I would like to hire again” when evaluating whether or not they would like to hire again.

The employment condition is that all of these five conditions apply. In addition, the number of conditions that apply to the rejection condition is one or less. In this case, if the applicant's work history related information satisfies all of the five conditions, the determining unit 133 determines that the applicant does not need a recruitment interview and is hired. Further, if the number of conditions satisfied by the applicant's work history related information is one or less, the determination unit 133 determines that the applicant does not need a recruitment interview and is not hired. Then, if the number of conditions satisfied by the applicant's work history-related information is between two and four, the determination unit 133 determines that a recruitment interview with the applicant is necessary in order to consider hiring the applicant. It is determined that

In this second example, each condition may be weighted and evaluated. For example, if it is assumed that conditions are important in order from the first condition described above, the following points are added when each condition is met. Then, the determining unit 133 may determine whether or not a recruitment interview is necessary and whether the applicant is not hired based on the total score for each applicant.

・1st condition: 5 points ・2nd condition: 4 points ・3rd condition: 3 points ・4th condition: 2 points ・5th condition: 1 point

According to such a second example, relative evaluation of applicants becomes possible based on the number of applicable conditions or scores. Therefore, especially when there are more applicants than the number of people scheduled to be hired, it is possible to interview applicants in order of their relative evaluation, thereby supporting more efficient recruitment activities. It is also possible to take flexible measures, such as temporarily putting applicants with low relative evaluations on hold and conducting recruitment interviews if, for example, the number of applications scheduled to be hired is not received at the end of the application period. In addition, in this second example, essential conditions may be set in one or both of the employment conditions and the conditions for determining the necessity of a recruitment interview. For example, the second condition among the first to fifth conditions described above is made an essential condition. In this case, even if the number of conditions satisfied by the applicant's work history related information is two or more, if the second condition is not satisfied, the determination unit 133 determines that the applicant does not need a recruitment interview and is not eligible for a recruitment interview. It is determined that the person is hired.

Similarly to the second example, the third example is a case where the conditions required of the applicant include a plurality of conditions. In this third example, employment conditions and non-employment conditions are determined based on combinations of whether or not each of a plurality of conditions is satisfied. For example, assume that there are two conditions required of applicants: first condition: 50 hours or more of cooking work time, and second condition: personality evaluation of ``3'' or higher on a five-point scale. In this case, the following four combinations are possible as to whether each of these conditions is satisfied.

- Both the first condition and the second condition are satisfied.
- The first condition is met, but the second condition is not met.
- The first condition is not met, but the second condition is met.
-Both the first and second conditions are not met.

For example, if the applicant's work history related information satisfies both conditions, the determination unit 133 determines that the applicant is hired without needing a recruitment interview. Furthermore, if the applicant's work history related information does not satisfy either of the conditions, the determination unit 133 determines that the applicant does not need a recruitment interview and is not hired. Then, if the applicant's work history related information satisfies only one of the two conditions, the determination unit 133 determines that a recruitment interview of the applicant is necessary in order to consider employment of the applicant. do.

In this third example, a rejection condition may be set separately from the first condition and second condition described above. For example, it is conceivable to set the following conditions as the conditions for rejection: being engaged in cooking for less than 8 hours, and having a personality evaluation of "1" or lower on a five-point scale, or both. If both the first condition and the second condition are not met, if the rejection condition is not met, instead of immediately rejecting the offer, as explained in the second example, it may be put on hold. good.

In addition, regarding the evaluation information by the employer regarding the user's work among the work history related information, it may be possible to take into account which recruiting user the employer who performed the evaluation is. For example, emphasis may be placed on past evaluations made by the recruitment user himself or evaluations by specific recruitment users (for example, famous companies, major companies, etc.). Furthermore, evaluations over long periods of employment may be given more weight than evaluations over short periods of employment.

Furthermore, it may be possible to calculate evaluation values for each type of industry and type of business. That is, evaluation information for the same industry or occupation as the job offer to be judged may be extracted and used for the judgment. This makes it possible to make a determination without being influenced by differences in evaluation trends depending on the type of business or type of business. For example, in the case of a job-seeking user in an industry where character evaluations are strict, if judgment is made based on the evaluation values performed by employers in other industries, even job-seeking users whose personality is below the desired line will still meet the criteria. . Such mismatches can be suppressed by extracting evaluation information for the same industry and occupation as the job offer to be judged and using it for judgment.

The work history related information of the job seeking user stored in the work history related information storage unit 122 further includes information on the employer (recruiting user) who employed the user in the past, the name of the store where the user worked in the past, etc. May be included. In this case, one or both of the employment conditions and the conditions for determining the necessity of a recruitment interview may include whether or not the applicant has past work experience at the same store as the job offer. By doing so, for example, job-seeking users who have worked at the same store in the past and have a high level of proficiency can be selected.

The prospective employee information management unit 134 manages information on prospective employees stored in the prospective employee information storage unit 123. For example, the prospective employee information management unit 134 causes the prospective employee information storage unit 123 to store the job-seeking user who has been determined to be hired by the determining unit 133 as a prospective employee. That is, when the determination unit 133 determines that the work history related information of the job-seeking user who is the applicant satisfies the employment criteria and that the job interview for the user is not necessary, the prospective employee information management unit 134 The user is registered in the database of the server storage unit 120 as a prospective employee. At this time, the recruitment information management unit 131 reduces the number of people scheduled to be hired by one for the recruitment for which the prospective employees have been determined.

Further, when the determination unit 133 determines that a recruitment interview is necessary, the prospective employee information management unit 134 receives input of the results of the recruitment interview for the job-seeking user by the job-recruiting user. Then, if the inputted employment interview result is that the user is hired, the prospective employee information management unit 134 causes the prospective employee information storage unit 123 to store the job-seeking user as a prospective employee. On the other hand, if the input recruitment interview result is not selected, it is not stored in the prospective employee information storage unit 123. That is, the prospective employee information management unit 134 registers the job-seeking user in the database of the server storage unit 120 as a prospective employee according to the input employment interview result.

Work history related information management section 135 manages work history related information stored in work history related information storage section 122. Based on the work status of the job-seeking user during the employment period, the work history-related information of the user stored in the work history-related information storage unit 122 is updated. For example, the work history related information management unit 135 updates information regarding the types of jobs the user has worked in and hours of work, as well as attendance information of the user, based on the attendance and leaving records of the hired job-seeking user.

Further, the work history related information management unit 135 receives input of evaluation information from the employer regarding the work of the user, and updates the work history related information stored in the work history related information storage unit 122 based on the input information. do. For example, a recruiting user who is an employer who has hired a job-seeking user may rate the job-seeking user's skills, attitude during work, personality (vividity, politeness, promptness, accuracy), etc. on a scale of 4 to 5, for example. evaluate. Further, the job-seeking user who is the employer may be able to evaluate whether or not he or she would like to hire the job-seeking user again from a comprehensive perspective.

In the intermediary system 400 according to this embodiment, the timing at which the determination unit 133 performs the determination process will be described next. Each time the application reception unit 132 receives an application for a job, the determination unit 133 may determine whether the job-seeking user who has applied for the job is hired or not and whether a recruitment interview is required. By doing this, it is possible to contact the job seeker who has applied for a job or about the job interview without having to wait for a long time.

In addition, when the application reception unit 132 accepts applications for job openings during a preset application period, the determination unit 133 determines whether or not the applications received during the application period will be accepted or rejected all at once after the application period ends. You may decide whether or not an interview is necessary. By doing so, it is possible to easily make a determination that takes into account relative evaluations of multiple applicants.

Furthermore, before the application reception unit 132 receives an application for a job offer from a job-seeking user, the determination unit 133 may determine whether the job-seeking user is selected or not, and whether a recruitment interview is required. For example, when the server receiving unit 112 receives the above-mentioned recruitment information list transmission request and the recruitment information management unit 131 creates a recruitment information list, the determination unit 133 temporarily determines whether the job-seeking user has applied for the recruitment information list. If so, determine whether the applicant is accepted or not, and whether or not a recruitment interview is necessary. Then, when the determination result of the determination unit 133 is that the user is hired, the server transmission unit 111 may transmit to the terminal 200 of the user a special offer indicating that the user can be hired without the need for a recruitment interview, along with the recruitment information list. . In other words, if the determination unit 133 determines that the user's work history-related information satisfies the hiring criteria and the user does not need a job interview, the server 100 can hire the user without needing a job interview. You may notify that. Further, the recruitment information management unit 131 may extract only recruitment information for which it has been determined that a recruitment interview is not necessary and create a recruitment information list. On the other hand, when the determination result of the determination unit 133 is that the recruitment information is not adopted, the recruitment information management unit 131 may exclude the recruitment information for which the determination result is rejection from the recruitment information list transmitted to the terminal 200 of the user. By doing this, it is possible to prevent job-seeking users from being presented with job openings for which there is an extremely low possibility of being hired even if they apply.

FIG. 7 shows an example of a display screen of the recruitment information list. In the display screen example shown in the figure, a special offer message 502 is displayed on recruitment information for which the judgment result of the judgment unit 133 is employment in the recruitment information list. This special offer message 502 can notify the job-seeking user that the job offer does not require an interview and can be accepted.

For example, when the server reception unit 112 receives the above-mentioned recruitment information transmission request, the determination unit 133 determines whether the job-seeking user is selected or not, whether a recruitment interview is required, etc., if the job-seeking user applies for the recruitment information related to the request. may be determined. In this case, if the determination result of the determination unit 133 is that the user is hired, the server transmission unit 111 transmits to the terminal 200 of the user a special offer indicating that the user can be hired without the need for a job interview, along with the details of the recruitment information. Good too. On the other hand, if the determination result of the determination unit 133 is that the job is not accepted, the application operation for the recruitment cannot be performed on the recruitment information details screen displayed on the display unit 250 of the job-seeking user's terminal 200 (for example, The application button 501 may not be displayed.

What is shown in FIG. 8 is an example of a display screen of recruitment information details. In the display screen example shown in the figure, a special offer message 502 is displayed on a detailed screen of recruitment information for which the judgment result of the judgment unit 133 is employment. This special offer message 502 can notify the job-seeking user that the job offer does not require an interview and can be accepted.

Next, an example of the operation of the mediation system 400 according to this embodiment will be described with reference to the flowchart of FIG. 9. First, in step S10, when a recruitment user operates the terminal 200 to input recruitment information, the input recruitment information is transmitted from the terminal 200 to the server 100. In subsequent step S11, the recruitment information management unit 131 of the server 100 stores the recruitment information received by the server reception unit 112 in the recruitment information storage unit 121, and updates the recruitment information stored in the recruitment information storage unit 121. . Then, the recruitment information management unit 131 publishes the recruitment information during the application period and makes it available for viewing by job-seeking users. In further subsequent step S12, when the job-seeking user who viewed the recruitment information on the terminal 200 applies for the recruitment, the application reception unit 132 of the server 100 receives the specified recruitment information according to the application operation performed on the job-seeking user's terminal 200. Performs processing to accept applications. After step S12, the server control unit 130 next performs the process of step S13.

In step S13, the determination unit 133 of the server control unit 130 determines whether the work history related information of the job-seeking user in the application received by the application reception unit 132 in step S12 satisfies the employment criteria for the application. If the employment criteria are met, in step S14, the determination unit 133 determines that the user is hired and that a recruitment interview for the user is unnecessary. Then, in the subsequent step S15, the prospective employee information management unit 134 registers the user in the database as a prospective employee.

On the other hand, if the employment criteria are not met in step S13, the determination unit 133 determines in step S16 that the work history-related information of the job-seeking user in the application received by the application reception unit 132 in step S12 does not meet the rejection criteria for the application. Determine whether the requirements are met. If the rejection criteria are met, in step S17, the determination unit 133 determines that the user is not hired and that a recruitment interview for the user is unnecessary. Then, in the subsequent step S18, the server transmission unit 111 transmits a notification of rejection to the terminal 200 of the user.

On the other hand, if the rejection criteria are not met in step S16, the determination unit 133 determines in step S19 that the user is neither hired nor rejected, and that a recruitment interview for the user is required. Then, in the following step S20, the server transmission unit 111 transmits a notification informing the user of a recruitment interview to the terminal 200 of the user.

After step S20, the intermediary system 400 next performs the process of step S21. That is, when the recruitment user operates the terminal 200 to input the results of the recruitment interview in step S21, the input recruitment information is transmitted from the terminal 200 to the server 100. In the following step S22, the prospective employee information management unit 134 of the server 100 registers the user in the database as a prospective employee, if the employment interview result received by the server receiving unit 112 is a job offer.

After step S15 or S22, the mediation system 400 next performs the process of step S23. In step S23, the work history-related information management unit 135 updates the work history-related information of the hired job-seeking user stored in the work history-related information storage unit 122, based on the work status of the hired job-seeking user during the employment period.

The program and information processing device according to the present disclosure, configured as described above, provide a job-seeking user who is an employee with recruitment information registered by a job-seeking user who is an employer, and a job-seeking user who wishes to work. It can be utilized in programs and information processing devices for intermediating employment.

100 Server 110 Server communication section 111 Server transmission section 112 Server reception section 120 Server storage section 121 Recruitment information storage section 122 Work history related information storage section 123 Prospective employee information storage section 130 Server control section 131 Recruitment information management section 132 Application reception section 133 Determination unit 134 Prospective employee information management unit 135 Work history related information management unit 200 Terminal 210 Terminal communication unit 211 Terminal transmission unit 212 Terminal reception unit 220 Terminal storage unit 230 Terminal control unit 240 Input/output unit 250 Display unit 260 Microphone 270 Speaker 280 Camera 300 Network 400 Intermediary system 501 Apply button 502 Special offer message

Claims (8)

A program to be executed on a computer of an information processing device,
a storing step of storing work history-related information including information on the types of jobs the user has worked in and the hours of work in the storage unit;
If the user's work history-related information stored in the storage unit satisfies the employment criteria or rejection criteria, it is determined that the employment interview for the user is unnecessary, and the user's work history-related information stored in the storage unit is determined to be unnecessary. causing the computer of the information processing device to execute a determination step of determining that a recruitment interview for the user is necessary when neither the recruitment criteria nor the rejection criteria are met;
The recruitment standard is that the time spent in a specific job is longer than a predetermined standard time,
The rejection criterion is that the time spent in the specific occupation is less than the reference time multiplied by a certain percentage. 2. The method according to claim 1 , wherein the computer of the information processing apparatus further executes an updating step of updating work history related information of the user stored in the storage unit based on the user's work status during the employment period. program. Claim 1 further comprising: causing the computer of the information processing device to further execute a first registration step of registering the user in a database as a prospective employee when it is determined in the determination step that a recruitment interview for the user is not necessary. The program described in . If it is determined in the determination step that a recruitment interview is necessary for the user, a second registration process receives input of the recruitment interview result and registers the user as a prospective employee in the database according to the input recruitment interview result. 4. The program according to claim 3 , for causing a computer of the information processing apparatus to further execute step. further causing the computer of the information processing device to execute an application reception step of accepting a user's application for a job,
2. The program according to claim 1, for causing the computer of the information processing device to execute the determining step each time a user applies for a job in the application receiving step. further causing the computer of the information processing device to execute an application reception step of accepting a user's application for a job during a preset application period;
The program according to claim 1 , for causing a computer of the information processing device to execute the determination step after the application period ends. further causing the computer of the information processing device to further execute a notification step of notifying the user that the user can be hired without the need for a recruitment interview if it is determined in the determination step that a recruitment interview is not necessary for the user; The program according to claim 1 . a storage unit that stores work history-related information including information about the types of jobs the user has engaged in in the past and total hours of work;
If the user's work history-related information stored in the storage unit satisfies the employment criteria or rejection criteria, it is determined that the employment interview for the user is unnecessary, and the user's work history-related information stored in the storage unit is determined to be unnecessary. a determination unit that determines that a recruitment interview is necessary for the user when neither the recruitment criteria nor the rejection criteria are met;
The recruitment standard is that the time spent in a specific job is longer than a predetermined standard time,
The rejection criterion is that the time spent in the specific job is less than the reference time multiplied by a certain percentage.

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