JP7465622B2 - How to match employers with job seekers - Google Patents

Description

The present invention relates to a method for matching job seekers with employers.

Traditionally, services that use aptitude tests to match job seekers (potential employees) with employers (companies offering jobs) have become widespread, and aptitude tests typically assess characteristics such as the personality and abilities of job seekers.

For example, Patent Document 1 discloses a method of administering an aptitude test to the employees of a job seeker, and setting aptitude test goals for job seekers based on the results of the aptitude test and also on the results of aptitude tests previously taken by highly rated employees within the company.

Patent No. 2010-015289

However, although Patent Document 1 makes it possible to improve the accuracy of job matching between job seekers and employers by using aptitude tests, there are occasional cases where job seekers are unable to perform well after being hired by the employer.

Therefore, the present invention aims to provide technology that can predict whether a job seeker will be able to perform well after being hired by an employer.

In one aspect of the present invention, a method for matching employers and job seekers is provided by a system having an employer terminal associated with an employer, a job seeker terminal associated with a job seeker connected to the employer terminal via a network, and a server terminal, wherein the server terminal provides an aptitude test to the job seeker terminal and the employer terminal, receives response information to the aptitude test from the employer terminal and the job seeker terminal, calculates scores for the employer associated with the employer terminal and the job seeker associated with the job seeker terminal based on the response information, and determines a performance prediction or evaluation prediction for the job seeker based on the score and evaluation information of the employer in response to a search request for a job seeker from the employer terminal.

The present invention provides technology that can predict whether a job seeker will be able to perform well after being hired by an employer.

1 is a block diagram showing a matching system according to a first embodiment of the present invention. FIG. 2 is a functional block diagram showing the server terminal 100 of FIG. 1 . FIG. 2 is a functional block diagram showing the job seeker terminal 200 of FIG. 1. FIG. 2 is a diagram showing an example of job seeker data stored in the server 100. FIG. 2 is a diagram showing an example of recruiter data stored in the server 100. 4 is an example of a flowchart relating to a matching method according to the first embodiment of the present invention. 5 is another example of a flowchart relating to the matching method according to the first embodiment of the present invention. 11 is yet another example of a flowchart relating to the matching method according to the first embodiment of the present invention. 11 is yet another example of a flowchart relating to the matching method according to the first embodiment of the present invention. FIG. 13 is a diagram showing an example of a screen showing information related to a job seeker, which is displayed on each recruiter terminal.

Hereinafter, an embodiment of the present invention will be described with reference to the drawings. Note that the embodiment described below does not unduly limit the contents of the present disclosure described in the claims. Furthermore, not all of the components shown in the embodiment are necessarily essential components of the present disclosure.

(Embodiment 1)
<Configuration>
1 is a block diagram showing a matching system according to a first embodiment of the present invention. The system 1 comprises a job seeker terminal 200 associated with job seekers having various backgrounds, a recruiter terminal 300 associated with recruiters such as companies conducting recruiting activities, and a server terminal 100 that acts as an intermediary between the job seeker terminal 200 and the recruiter terminal 300.

The server terminal 100, the job seeker terminal 200, and the employer terminal 300 are connected via a network NW. The network NW is composed of the Internet, an intranet, a wireless LAN (Local Area Network), a WAN (Wide Area Network), etc.

The server terminal 100 is a device that provides aptitude tests to employees of recruiting companies and job seekers, analyzes the aptitude of employees of recruiting companies and job seekers from the answers obtained, and performs matching processing between recruiters and job seekers based on information related to the recruiter received from the recruiter through the recruiter terminal 300 and information related to the job seeker received from the job seeker through the job seeker terminal 200. For example, the server terminal 100 may be a general-purpose computer such as a workstation or personal computer, or may be logically realized by cloud computing. In this embodiment, one server terminal is shown as an example for convenience of explanation, but the present invention is not limited to this and multiple server terminals may be used.

The job seeker terminal 200 is an information processing device such as a personal computer or tablet terminal owned by a job seeker who wishes to find employment or change jobs and uses the services provided by the server terminal 100, but it may also be configured as a smartphone, mobile phone, PDA, etc.

As described above, the recruiter terminal 300 is a recruiter (e.g., a recruiter) of a company or the like who conducts recruitment activities and provides information related to the recruiter. The recruiter terminal 300 is an information processing device such as a personal computer or tablet terminal owned by the recruiter who uses the services provided by the server terminal 100, but may also be configured as a smartphone, mobile phone, PDA, etc. A recruiter company has one or more departments (e.g., department A, department B, department C, etc.), and each department has one or more employees. An aptitude test is provided to each terminal of the employees of each department by the server terminal 100, and in some cases via the recruiter terminal 300. The aptitude test can also be provided by a server separate from the server terminal 100.

In this embodiment, the system 1 is described as comprising a server terminal 100, a job seeker terminal 200, and an employer terminal 300, and the job seeker or employer uses the job seeker terminal 200 and the employer terminal 300, respectively, to operate the server terminal 100; however, the server terminal 100 may be configured as a stand-alone system, and the server terminal itself may have a function for operation by the job seeker or employer.

Figure 2 is a functional block diagram of the server terminal 100 in Figure 1. The server terminal 100 includes a communication unit 110, a memory unit 120, and a control unit 130.

The communication unit 110 is a communication interface for communicating with the job seeker terminal 200 and the employer terminal 300 via the network NW, and communication is carried out according to a communication protocol such as TCP/IP (Transmission Control Protocol/Internet Protocol).

The memory unit 120 stores programs for executing various control processes and functions in the control unit 130, input data, etc., and is composed of RAM (Random Access Memory), ROM (Read Only Memory), etc. The memory unit 120 also has a job seeker data storage unit 121 that stores various data related to job seekers, and an employer data storage unit 122 that stores various data related to employers, etc. Furthermore, the memory unit 120 can also temporarily store data communicated with the job seeker terminal 200 and the employer terminal 300. A database (not shown) storing various data may be constructed outside the memory unit 120 or the server terminal 100.

The control unit 130 controls the overall operation of the server terminal 100 by executing the programs stored in the memory unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), etc. The functions of the control unit 130 include an instruction reception unit 131 that receives input from the job seeker terminal 200 or the employer terminal 300, a job seeker data management unit 132 that refers to and processes various data related to job seekers, an employer data management unit 133 that refers to and processes various data related to employers, and a prediction determination unit 134 that analyzes answers to aptitude tests entered by job seekers and employees of employer companies and determines evaluation predictions. The instruction reception unit 131, job seeker data management unit 132, employer data management unit 133, and prediction determination unit 134 are started by the programs stored in the memory unit 120 and executed by the server terminal 100, which is a computer (electronic calculator).

The instruction receiving unit 131 receives instructions from the job seeker terminal 200 or the employer terminal 300 via the communication unit 110 when a user who is a job seeker or employer makes a specified input (by clicking, tapping, swiping, entering a keyword, pressing an icon, etc.) via a user interface such as a screen provided by the server terminal 100 and displayed via a web browser or application on the job seeker terminal 200 or the employer terminal 300.

The job seeker data management unit 132 manages and processes various data related to job seekers (e.g., job seeker ID, basic information on the job seeker, career information, qualification information, desired conditions information, and aptitude information, etc.).

The employer data management unit 133 manages and processes various data related to employers (e.g., employer ID, basic information, employment information, aptitude information, etc.).

The prediction determination unit 134 performs a process of analyzing the aptitude of the job seeker and the employee of the recruiting company based on the answers of the job seeker and the employee of the recruiting company inputted from the job seeker terminal 200 and the recruiting terminal 300 (or the terminal of the employee of the recruiting company) to the provided aptitude test, and determines an evaluation prediction.

Figure 3 is a functional block diagram showing the job seeker terminal 200 of Figure 1. The job seeker terminal 200 includes a communication unit 210, a display operation unit 220, a memory unit 230, and a control unit 240.

The communication unit 210 is a communication interface for communicating with the server terminal 100 via the network NW, and communication is carried out according to a communication protocol such as TCP/IP.

The display operation unit 220 is a user interface used by the job seeker to input instructions and display text, images, etc. in response to input data from the control unit 240. If the job seeker terminal 200 is a personal computer, it is composed of a display, keyboard, and mouse, and if the job seeker terminal 200 is a smartphone or tablet terminal, it is composed of a touch panel, etc. This display operation unit 220 is started by a control program stored in the storage unit 230 and executed by the job seeker terminal 200, which is a computer (electronic calculator). Via the display operation unit, the job seeker can press keys on the keyboard in the case of a keyboard, move the cursor with the mouse in the case of a mouse, and tap, swipe, pinch, etc. in the case of a touch panel in response to the aptitude test provided.

The storage unit 230 stores programs for executing various control processes and functions in the control unit 240, input data, etc., and is composed of RAM, ROM, etc. The storage unit 230 also temporarily stores the contents of communication with the server terminal 100.

The control unit 240 controls the overall operation of the job seeker terminal 200 by executing the programs stored in the memory unit 230, and is composed of a CPU, GPU, etc.

In addition, the server terminal 100 may be configured to have the function of a display operation unit, in which case the job seeker terminal 200 may not be included.

The functional configuration of the employer terminal 300 is essentially the same as that of the job seeker terminal 200, so explanation will be omitted.

Figure 4 shows an example of job seeker data stored on server 100.

The job seeker data 1000 shown in FIG. 4 stores various data related to the job seeker. In FIG. 4, for the sake of convenience, an example of one job seeker (a job seeker identified by the job seeker ID "10001") is shown, but information on multiple job seekers can be stored. As various data related to the job seeker, for example, basic information of the job seeker (job seeker's name, address, contact information such as email address, other SNS account information, etc.), career information (job seeker's educational background, work history, most recent annual income, etc.), qualification information (qualifications, language, skills, self-promotion), desired information (desired annual income, desired employment time, desired work location, desired industry, desired business type, etc.), aptitude information (aptitude test scores, scores for characteristics measured by aptitude tests (problem-solving ability, creative thinking ability, adaptability to situations, management qualities, stress factors, etc.)), evaluation prediction information (predicted evaluation after employment at the employer's company, similarity to the score of a high performer at the employer's company, high/low evaluation, evaluation by department, by business type, etc.), etc. can be stored.

Figure 5 shows an example of recruiter data stored on server 100.

Employer data 2000 shown in FIG. 5 stores various data related to the employer. For the sake of convenience, FIG. 5 shows an example of one employer (identified by employer ID "20001"), but information on multiple users can be stored. As various data related to the employer, for example, basic information of the employer (company name, industry, date of establishment, location, number of employees, URL of the company's website, other company introduction text, etc.), employment information (salary, desired personality, working hours, treatment, welfare benefits, work location, employment type (full-time employee (new graduate/mid-career), contract employee, intern, part-time worker, etc.), aptitude information (scores of aptitude tests (for the entire company, by department, etc.) of employees belonging to the employer company, scores for characteristics measured by aptitude tests (problem-solving ability, creative thinking ability, adaptability to situations, management qualities, stress factors, etc.)), evaluation information (information regarding the evaluation of employees belonging to the employer company), etc. can be stored.

<Processing flow>
The process flow of the method for matching job seekers and recruiters executed by the system 1 of this embodiment will be described with reference to Fig. 6. Fig. 6 is an example of a flowchart relating to the matching method according to the first embodiment of the present invention.

Here, in order to use this system 1, the job seeker and/or the employer (or an employee of the employer company) accesses the server terminal 100 using the web browser or application of the job seeker terminal 200, the employer terminal 300 (or the terminal of each employee belonging to any department of the employer company), and when using the service for the first time, the job seeker basic information, etc., and the employer basic information, etc. are input, respectively, and when the job seeker and employer accounts have already been obtained, the service can be used by logging in after undergoing a predetermined authentication, such as entering an ID and password. After this authentication, a predetermined user interface is provided via a website, application, etc., and the process proceeds to step S101 shown in FIG. 6. For the sake of convenience, the terminal of the recruiter company's hiring manager and each employee belonging to any department of the employer company will be collectively referred to as the "employer" unless otherwise specified, and each person's terminal will be collectively referred to as the "employer terminal".

First, in step S101, the server terminal 100 transmits an aptitude test to the recruiter terminal 300 via the communication unit 110. For example, questions provided as the aptitude test are displayed in a user interface provided via a web browser or application on the recruiter terminal 300.

For example, a game for measuring the aptitude of a respondent is an example of a question provided as an aptitude test. Through the game task, the respondent can, in association with the question related to the aptitude test, press the keyboard when the display operation unit is a keyboard, select and move the object with the mouse when the display operation unit is a mouse, tap the object to select it, move it while tapping, or move it by swiping when the display operation unit is a touch panel. In addition, the respondent can input text or voice via the display operation unit in association with the question. The aptitude test is designed to measure multiple characteristics of the respondent (problem-solving ability, creative thinking ability, adaptability to situations, management qualities, stress factors, etc.), and can be composed of multiple questions. Here, one question can be linked to a specific characteristic or multiple characteristics. The aptitude test can evaluate the above characteristics by measuring the speed, accuracy, and/or characteristics of the respondent's operation. In addition, the aptitude test can be provided to the respondent on paper. In addition, aptitude tests are not limited to games, but may also include methods of providing respondents with a virtual reality space via an HMD (head mounted display) or the like to measure the respondent's aptitude, other methods of measuring aptitude based on behavioral indicators, and methods of measuring aptitude in terms of personality, ability, etc. based on the results of a written test, and are not limited to just one example.

Next, in step S102, the server terminal 100 receives answer information to the specific question sent from the recruiter terminal 300. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives the answer information from the recruiter terminal 300 via the communication unit 110.

Here, the answer information may include operation information on a keyboard, mouse, and/or touch panel by the respondent, and/or input information by text or voice. Furthermore, the answer information may include, in addition to operation information and answer information, behavioral information such as the respondent answering multiple questions in succession.

Next, in the process of step S103, the server terminal 100 calculates a score for the aptitude of the recruiter based on the response information received from the recruiter terminal 300 to the questions in the aptitude test. For example, the prediction determination unit 134 of the control unit 130 of the server terminal 100 calculates a score for the recruiter's aptitude (consisting of one or more characteristics) based on the response information entered by the recruiter to each question.

For example, based on the answer information of the respondent, the prediction determination unit 134 can calculate a score for each of a plurality of questions based on the correctness or incorrectness of the operation information and/or the feature amount, etc., and can calculate the total score and/or the score by characteristic. For example, for a certain respondent, a score such as 80 points/100 points for "problem-solving ability" and 60 points/100 points for "management qualities" can be calculated for each characteristic. In addition, the average, maximum score, and minimum score of the respondent's score for the entire recruiter company and for employees of a specific department of the recruiter company can be calculated as statistical information. Furthermore, for employees of a specific department (or employees of any group), it is also possible to divide them into groups of high performers (employees who are highly evaluated in that department or any group) and low performers (employees who are low evaluated in that department) based on the evaluation information of the recruiter data 2000, and calculate the above statistical information for each group.

Next, as the processing of step S104, the employing party data management unit 133 of the server terminal 100 performs processing to update the employing party data 2000 stored in the employing party data storage unit 122 of the memory unit 120 with respect to the suitability analyzed by the prediction determination unit 134 as described above.

As a result, when matching job seekers with employers, information regarding the suitability of employers can be managed and updated as pre-processing.

Figure 7 is another example of a flowchart relating to a matching method related to the first embodiment of the present invention.

As another example, the process of the server terminal 100 providing an aptitude test to the job seeker terminal 200 and managing and updating information regarding the job seeker's aptitude is described below.

First, in the process of step S201, the server terminal 100 transmits an aptitude test to the job seeker terminal 200 via the communication unit 110. For example, questions provided as the aptitude test are displayed in a user interface provided via a web browser or application on the job seeker terminal 200.

As questions provided as aptitude tests, for example, games for measuring the aptitude of respondents can be given, similar to aptitude tests provided to employers. In response to questions related to the aptitude test, the respondent can press the keyboard when the display operation unit is a keyboard, select and move the object with the mouse when the display operation unit is a mouse, tap the object to select it in the user interface, and move it while tapping it, or move it by swiping, in the case of a touch panel. In addition, the respondent can input text or voice via the display operation unit in association with the questions. The aptitude test is designed to measure multiple characteristics of the respondent (problem-solving ability, creative thinking ability, adaptability to situations, management qualities, stress factors, etc.), and can be composed of multiple questions. Here, one question can be linked to a specific characteristic or multiple characteristics. The aptitude test can evaluate the above characteristics by measuring the speed, accuracy and/or characteristics of the respondent's operation. In addition, the aptitude test can be provided to the respondent on paper.

Next, in the process of step S202, the server terminal 100 receives answer information to the specific question sent from the job seeker terminal 200. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives the answer information from the job seeker terminal 200 via the communication unit 110.

Here, the answer information may include operation information on a keyboard, mouse, and/or touch panel by the respondent, and/or input information by text or voice, as described above. Furthermore, the answer information may include, in addition to operation information, behavioral information such as the respondent answering multiple questions in succession.

Next, in step S203, the server terminal 100 calculates a score for the job seeker's aptitude based on the response information received from the job seeker terminal 200 to the questions in the aptitude test. For example, the prediction determination unit 134 of the control unit 130 of the server terminal 100 calculates a score for the job seeker's aptitude (consisting of one or more characteristics) based on the response information entered by the employer to each question.

For example, based on the answer information of the respondent, the prediction determination unit 134 can calculate a score for each of a number of questions based on the correctness or incorrectness of the operation information and/or the feature amount, etc., and can calculate an overall score and/or a score for each characteristic. For example, for a certain respondent, a score of 80 points/100 points for "problem-solving ability" and 60 points/100 points for "management qualities" can be calculated. In addition, an overall score can be calculated by adding up the scores for each characteristic.

Next, in the process of step S204, the job seeker data management unit 132 of the server terminal 100 performs a process of updating the job seeker data 1000 stored in the job seeker data storage unit 121 of the memory unit 120 with respect to the aptitude analyzed by the prediction determination unit 134 as described above.

As a result, when matching job seekers with employers, information regarding the suitability of job seekers can be managed and updated as pre-processing.

Figure 8 is yet another example of a flowchart relating to a matching method related to the first embodiment of the present invention.

As yet another example, the process by the server terminal 100 to provide the employer terminal 300 with information regarding the similarity of a job seeker to a particular department is described below.

First, in the process of step S301, the instruction receiving unit 131 of the server terminal 100 receives a request to search for job seekers from the employer terminal 300 via the communication unit 110. For example, via the user interface of the employer terminal 300, the employer inputs the name of a specific department of the employer and performs a specified operation to request a search for job seekers matching that department.

Next, in step S302, the prediction determination unit 134 of the server terminal 100 performs a process of calculating the similarity of the evaluation prediction of the job seeker with respect to employees of a specific department of the recruiter. For example, the prediction determination unit 134 provides the recruiter terminal 300 with information necessary for selecting high performers of the department (information that is a combination of employees and evaluation information, etc.) based on the evaluation information of employees of the specific department stored in the recruiter data 2000 of the recruiter data storage unit 122, and can accept a selection request of one or more desired recruiters (employees belonging to a company) from the recruiter terminal 300. Next, the prediction determination unit 134 refers to the selected aptitude information from the recruiter data 2000 of the recruiter data storage unit 122 and extracts aptitude information of employees of the department. Here, the extracted aptitude information includes the scores of each employee of the department, and may also include scores by characteristics, or an overall score as the sum or average value of the scores by characteristics. Here, the score may be the average, highest, and/or lowest score of the department. The aptitude information also includes scores for each of the high performer and low performer groups. Similarly, for example, the prediction determination unit 134 refers to aptitude information for all or a part of the job seekers from the job seeker data 1000 in the job seeker data storage unit 121, and extracts aptitude information for each job seeker. Here, the extracted aptitude information may include the job seeker's score for each characteristic, or a total score as a sum of the scores for each characteristic. Then, the prediction determination unit 134, for example, compares the average score for each characteristic of the high performers in the above department with the score for each characteristic of each job seeker, and calculates the similarity of the scores for each characteristic. For example, if the average score for the characteristic of "problem-solving ability" in department A of company X is 100 points, and a job seeker's score for the characteristic is 60, the similarity is calculated as 60%. Alternatively, the prediction determination unit 134 may compare the total score of the above department with the total score of each job seeker, and calculate the similarity of the total scores.

Next, as processing step S303, the prediction determination unit 134 of the server terminal 100 transmits information regarding the calculated similarity to the recruiter terminal 300.

Figure 9 is yet another example of a flowchart relating to a matching method related to the first embodiment of the present invention.

As yet another example, the process in which the server terminal 100 provides the employer terminal 300 with predicted evaluation information for a job seeker in a specific department is described below.

First, in the process of step S401, the instruction receiving unit 131 of the server terminal 100 receives a request to search for job seekers from the employer terminal 300 via the communication unit 110. For example, via the user interface of the employer terminal 300, the employer inputs the name of a specific department of the employer and performs a specified operation to request a search for job seekers matching that department.

Next, in step S402, the prediction determination unit 134 of the server terminal 100 performs a process of calculating information on the evaluation prediction for employees in a specific department of the recruiter for the job seeker. For example, the prediction determination unit 134 can provide the recruiter terminal 300 with information necessary for selecting high performers in the department (information that is a combination of employees and evaluation information, etc.) based on evaluation information on employees in a specific department stored in the recruiter data 2000 of the recruiter data storage unit 122, and can accept a selection request for one or more desired recruiters (employees belonging to a company) from the recruiter terminal 300. Here, the recruiter can also specify or select employees who are thought to be specific high performers by name. Next, the prediction determination unit 134 refers to the selected aptitude information from the recruiter data 2000 of the recruiter data storage unit 122 and extracts aptitude information for employees in the department. Here, the extracted aptitude information includes the scores of each employee in the department, and can also include scores by characteristic, or an overall score as the sum or average of the scores by characteristic. Here, the score may be the average, the highest, and/or the lowest score of the department. The aptitude information also includes the scores for each group of high performers and low performers. Similarly, for example, the prediction determination unit 134 refers to the aptitude information for all or a part of the job seekers from the job seeker data 1000 in the job seeker data storage unit 121, and extracts the aptitude information for each job seeker. Here, the extracted aptitude information may include the job seeker's score for each characteristic, or an overall score as a total value of the characteristic scores. Then, the prediction determination unit 134, for example, compares the average score for each characteristic of the high performers in the above department with the score for each characteristic of each job seeker, and calculates the similarity for each characteristic score. For example, if the average score for the characteristic of "problem-solving ability" in department A of company X is 100 points, and a job seeker's score for the characteristic is 60, the similarity is calculated as 60%. Alternatively, the prediction determination unit 134 can, for example, compare the overall score of the above department with the overall score of each job seeker and calculate the similarity of the overall scores. After calculating the similarity, the prediction determination unit 134 can determine only the highly rated employees by setting the evaluation prediction of employees whose scores regarding the aptitude of high performers and the scores regarding the aptitude of the job seeker are highly similar to each other as "high" and setting the evaluation prediction of employees whose scores regarding the aptitude of low performers are low as "low" or giving them no evaluation.

Here, the following processing can also be performed for the evaluation prediction processing of FIG. 9. For example, as a procedure, for each recruiting company, aptitude test result data and evaluation information of employees are obtained, and based on the aptitude test result data, a distribution estimation of the aptitude pattern of employees of the recruiting company is performed using a method such as the tSNE method, and the distribution estimation result is compared with the aptitude pattern of the job seeker to estimate the fitting degree of the job seeker to the recruiting company. Next, using the evaluation information of employees of the recruiting company for the distribution estimation result, the aptitude pattern is color-coded using a method such as the nearest neighbor method, and an evaluation prediction of the job seeker at the company is performed. Next, a correlation coefficient is calculated between the aptitude test results and evaluation information of employees of the recruiting company, and a small number of competencies that are considered important for each recruiting company are selected using the correlation coefficient result, and the selection result is used to perform an evaluation prediction of the job seeker.

In addition, when predicting the job seeker's evaluation, it is possible to make an evaluation prediction based on one or more high performers in a specific department of the employer, as well as based on a group of high performers in the employer's entire company or in an entire industry that includes the employer's company (for example, IT/software, manufacturing, etc.).

Next, as processing step S403, the prediction determination unit 134 of the server terminal 100 transmits information regarding the calculated evaluation prediction to the employer terminal 300.

Figure 10 shows an example screen displayed on an employer terminal showing information related to a job seeker.

As shown in FIG. 10(a), the user interface of the employer terminal 300 can display job seekers who can thrive at a company (employer) by company. For example, as a "performance prediction," job seekers with high similarities can be displayed based on the similarity described in FIG. 8. Here, employers can sort and display job seekers by newest arrivals, similarity, industry, department (not shown), or performance prediction based on company-wide standards.

As shown in FIG. 10(b), the user interface of the employer terminal 300 can display job seekers who can thrive at a company (employer) by company. For example, as "performance prediction," job seekers with high evaluation predictions can be displayed based on the evaluation prediction described in FIG. 9. Here, the employer can display only those with high evaluations, or sort and display job seekers by newest, highest, lowest, industry, department (not shown), or performance prediction based on company-wide standards. Note that while the example shown in FIG. 10 shows an example of displaying job seekers based on "performance prediction," it is also possible to similarly display job seekers based on the above-mentioned "evaluation prediction."

Here, the "performance prediction" can also include criteria other than the so-called internal evaluation. For example, an employee with high sales performance but poor internal coordination is considered to be performing well but has a low internal evaluation. In this way, instead of the so-called internal evaluation described above, the evaluation information can include information regarding whether or not an employee is performing well in relation to certain criteria such as sales performance, and can be considered as performance information, or information regarding the internal evaluation and information regarding whether or not an employee is performing well can be combined and considered as performance information.

As described above, according to this embodiment, job seekers can appropriately predict their employment performance or evaluation to employers, and job seekers who are predicted to perform well and who are predicted to receive high evaluations can be clearly displayed via the user interface of the employer terminal.

Although the disclosed embodiments have been described above, they can be embodied in various other forms and can be implemented with various omissions, substitutions, and modifications. These embodiments and variations, as well as omissions, substitutions, and modifications, are included in the technical scope of the claims and their equivalents.

1 Matching system 100 Server terminal, 110 Communication unit, 120 Memory unit, 130 Control unit, 200 Job seeker terminal, 300 Recruiter terminal, NW Network

Claims (4)

A method for matching employers and job seekers provided by a system having a employer terminal related to the employer, a job seeker terminal related to the job seeker and connected to the employer terminal via a network, and a server terminal, the server terminal comprising:
Provide aptitude tests to job seeker terminals and employer terminals;
receiving answer information for the aptitude test from the recruiter terminal and the job seeker terminal;
calculating a score for each of the employer related to the employer terminal and the job seeker related to the job seeker terminal based on the response information;
A matching method in which a performance prediction is determined based on the similarity between the score of the employer and the score of the job seeker, and the employer is composed only of employers determined based on information regarding the performance or lack thereof of the employer's employees, which is not reflected in evaluation information regarding the employer's internal evaluation. The matching method according to claim 1, wherein the recruiter's score is the score of an employee belonging to a specific department of the recruiter. The matching method according to claim 1, wherein, prior to determining the performance forecast, the server terminal receives a selection request for a desired employer from among the employers, and determines the performance forecast for the job seeker based on the score and evaluation information of the selected employer. The matching method according to claim 1 , wherein the server terminal provides information about the job seekers whose determined performance predictions are highly evaluated to the recruiter terminal.