JP7488985B2 - Program, method and information processing device - Google Patents

Description

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

In recent years, with the advancement of information technology, recruitment sites that provide recruitment services between companies looking to hire and recruitment agencies via the Internet and other means have come into use (see Patent Document 1).

For example, Patent Document 1 provides a system and method that prevents unnecessary agency fees by dispatching job seekers directly to companies from officially registered temporary staffing agencies, enables the setting of reasonable rates for both companies and job seekers, and gives companies the initiative in selecting personnel, enabling them to search for suitable candidates themselves and then approach the temporary staffing agencies that have identified the job seekers.

JP 2007-079900 A

In a system like that described in Patent Document 1, a company hiring a job purchases points equivalent to a certain number of offers, and when the company makes an offer to a job seeker, the company deducts the corresponding number of points from the company's accumulated points. The staffing agency then responds to the offer, and if the conditions of both parties match, a staffing contract is concluded.

However, since the terms and conditions of the hiring company and the staffing agency do not always match, there is a risk that the offer will not result in a contract and the purchased points will be wasted. This results in high recruitment costs per offer.

Therefore, this disclosure has been made in consideration of the above, and aims to support the recruitment process between companies hiring and recruitment agencies, and to enable companies hiring to efficiently introduce the personnel they desire.

According to one embodiment, a program is provided for supporting recruitment between a company hiring and a recruitment agency when executed by a computer having a processor. The program causes the processor to execute a first step of accepting an operation to register information on a job seeker, a second step of presenting the registered information on the job seeker to a user of the recruiting company, a third step of accepting, from the user of the recruiting company, a setting of information indicating a hiring intention in association with information on each job seeker to be presented to the user of the recruiting company, a fourth step of accepting, from a user of the recruitment agency, an input operation to specify information indicating a hiring intention set by the user of the recruiting company as a job seeker search condition, and a fifth step of presenting information on job seekers extracted according to the information indicating a hiring intention of the accepted search condition to the user of the recruitment agency.

The present disclosure can support recruitment between companies hiring and recruitment agencies, enabling companies hiring to efficiently introduce the talent they desire.

1 is a diagram showing the overall configuration of a recruitment system 1. FIG. 1 is a block diagram of a terminal device 10A of a recruitment agency constituting a recruitment system 1 according to a first embodiment of the present invention. FIG. FIG. 1 is a block diagram of a terminal device 10B of a recruiting company that constitutes the recruitment system 1 of the first embodiment. FIG. 2 is a diagram showing a functional configuration of a server 20 constituting the personnel introduction system 1 of the first embodiment. FIG. 2 is a diagram showing the data structures of a job seeker information database 281 and a hiring company information database 282 stored in the server 20. 11 is a flowchart showing an example of a process for searching for a job seeker by specifying employment intention information at a terminal device 10A of a recruitment agency in the recruitment system 1 of the first embodiment. 1A and 1B are diagrams showing examples of screens of a terminal device 10A of a recruitment agency and a terminal device 10B of a company looking to hire.

According to the following embodiment of the present disclosure, a subscription-based recruitment business model can be realized, which, compared to the conventional "one-time fee model in which the recruitment agency earns a recruitment commission when a job seeker is hired through the agency's introduction," can significantly improve the hiring rate (matching rate) at which a job seeker is hired by a company that is hiring, and can also maximize the number of people hired by companies that are hiring. This is the strength of this business model.

Specifically, the data of all job seekers who register with a recruitment agency is stored as job seeker information. Then, by registering the job seeker data, some of the job seeker's information is automatically concealed (a so-called "blind resume" state; some personal information such as the name is concealed, and the specific individual cannot be easily identified). In this state, the information of all job seekers whose registration has been accepted is made available for viewing by companies that are hiring. In other words, companies that are hiring can check the information of all job seekers in real time. In other words, compared to when the recruitment agency arbitrarily selects the information of job seekers it introduces to companies and then presents it to them, it is possible for the recruitment agency to present more information on job seekers to companies, and to present the information on job seekers to companies more quickly (as soon as the registration is accepted).

This makes it possible to maximize the number of recruitment proposals made to both companies hiring and job seekers. In addition, by having a flat-rate system with no restrictions on the number of people hired (a subscription-based model that allows users to use the service by paying a fixed amount regardless of the number of people hired), the cost hurdle for hiring itself is lowered compared to a one-time fee model that is based on the number of hires, which makes it possible to significantly improve the hiring rate and maximize the number of people hired.

Below, an embodiment of the present disclosure will be described with reference to the drawings. In the following description, the same components are given the same reference numerals. Their names and functions are also the same. Therefore, detailed descriptions thereof will not be repeated.

First Embodiment
Hereinafter, an embodiment will be described in which a recruitment introduction service is provided by searching for job seekers based on the hiring intention information indicated by companies offering jobs.

<1 Overall configuration of the recruitment system 1>
FIG. 1 is a diagram showing the overall configuration of a recruitment system 1.

The recruitment system 1 is a system for conducting recruitment between a company seeking employment and a recruitment agency. As shown in FIG. 1, the recruitment system 1 includes a terminal device 10A of the recruitment agency, a server 20, and a terminal device 10B of the recruiting company. The terminal device 10A of the recruitment agency, the server 20, and the terminal device 10B of the recruiting company are connected to each other so as to be able to communicate with each other via a network 80. The network 80 is configured as a wired or wireless network.

The recruitment agency's terminal device 10A is a device operated by the recruitment agency. The recruitment agency's terminal device 10A is realized, for example, by a stationary PC (Personal Computer) or a laptop PC. As shown in FIG. 1, the recruitment agency's terminal device 10A includes a communication IF (Interface) 12, an input device 13, an output device 14, a memory 15, a storage unit 16, and a processor 19.

The communication IF 12 is an interface for inputting and outputting signals so that the recruitment agency's terminal device 10A can communicate with external devices. The input device 13 is an input device (e.g., a touch panel, a touch pad, a pointing device such as a mouse, a keyboard, etc.) for receiving input operations from the recruitment agency. The output device 14 is an output device (a display, a speaker, etc.) for presenting information to the recruitment agency. The memory 15 is for temporarily storing programs and data processed by the programs, etc., and is a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage unit 16 is a storage device for saving data, such as a flash memory or a HDD (Hard Disc Drive). The processor 19 is hardware for executing the instruction set described in the program, and is composed of an arithmetic unit, a register, peripheral circuits, etc.

The server 20 is a device that manages information on each job seeker and each company offering jobs. The server 20 is a computer connected to the network 80.

As shown in FIG. 1, the server 20 includes a communication IF 22, an input/output IF 23, a memory 25, a storage 26, and a processor 29.

The communication IF 22 is an interface for inputting and outputting signals so that the server 20 can communicate with external devices. The input/output IF 23 functions as an interface with an input device for accepting input operations from users of the recruitment agency or users of the recruiting company, and an output device for presenting information to users of the recruitment agency or users of the recruiting company. The memory 25 is for temporarily storing programs and data processed by the programs, etc., and is a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage 26 is a storage device for saving data, such as a flash memory or a HDD (Hard Disc Drive). The processor 29 is hardware for executing the instruction set described in the program, and is composed of an arithmetic unit, registers, peripheral circuits, etc.

The hiring company's terminal device 10B is a device operated by a user of the hiring company. The hiring company's terminal device 10B is realized, for example, by a stationary PC (Personal Computer) or a laptop PC. The hiring company's terminal device 10B has a similar hardware configuration to the recruitment agency's terminal device 10A, so a repeated explanation will not be given here.

<1.1 Configuration of the Terminal Device 10A of the Recruitment Agency>
2 is a block diagram of the terminal device 10A of the recruitment agency constituting the recruitment system 1 of the first embodiment. As shown in FIG. 2, the terminal device 10A of the recruitment agency includes a communication unit 110A, an operation reception unit 130A, a display unit 140A, a storage unit 170A, and a control unit 180A. The terminal device 10A also has functions and configurations (e.g., a battery for storing power, a power supply circuit for controlling the supply of power from the battery to each circuit, etc.) that are not particularly shown in FIG. 2. As shown in FIG. 2, each block included in the terminal device 10A of the recruitment agency is electrically connected by a bus or the like.

The communication unit 110A is a component that enables the recruitment agency's terminal device 10A to communicate with other devices.

The operation reception unit 130A has a mechanism for receiving input operations from users of the recruitment agency. For example, the operation reception unit 130A includes a mouse, a keyboard, or a touch panel.

The display unit 140A displays data such as images, videos, and text in response to the control of the control unit 180A. The display unit 140A is realized, for example, by a liquid crystal display.

The storage unit 170A is configured, for example, from a flash memory or the like, and stores data and programs used by the recruitment agency's terminal device 10A. In one aspect, the storage unit 170A stores job seeker information 171A and hiring company information 172A. The job seeker information 171A and hiring company information 172A are information managed by the server 20 (such as the job seeker information database 281 and hiring company information database 282 described below). When the terminal device 10A accesses the server 20 via a browser or the like, processing based on the job seeker information 171A and hiring company information 172A is performed in the terminal device 10A.

Job seeker information 171A is information on job seekers that a recruitment agency introduces to a hiring company using the recruitment system 1. Job seeker information may be, for example, information that a job seeker has applied to and registered on a recruitment site, or it may be information that a recruitment agency has registered.

Hiring company information 172A is information about hiring companies in the recruitment system 1.

The control unit 180A controls the operation of the terminal device 10A by reading the program stored in the memory unit 170A and executing the instructions contained in the program. By operating in accordance with the program, the control unit 180A performs the functions of an input operation reception unit 181A, a transmission/reception unit 182A, a display control unit 183A, a notification control unit 184A, and a job seeker search unit 185.

The input operation reception unit 181A performs processing to receive input operations from the recruitment agency via input devices such as a mouse and keyboard.

The transmission/reception unit 182A performs processing to enable the terminal device 10A to transmit and receive data to and from external devices such as the server 20 in accordance with a communication protocol.

The display control unit 183A controls the display processing of the display unit 140A.

The notification control unit 184A performs processing to present notification information to the user of the recruitment agency. The notification control unit 184A performs processing to display the notification information on the display unit 140A, etc.

The job seeker search unit 185 accepts search conditions for searching for job seekers by specifying employment intention information, and performs processing to display information on job seekers who meet the search conditions.

<1.2 Configuration of the terminal device 10B of the hiring company>
3 is a block diagram of the recruiting company's terminal device 10B constituting the recruitment introduction system 1 of the first embodiment. As shown in FIG. 3, the recruiting company's terminal device 10B includes a communication unit 110B, an operation reception unit 130B, a display unit 140B, a storage unit 170B, and a control unit 180B. The terminal device 10B also has functions and configurations (e.g., a battery for storing power, a power supply circuit for controlling the supply of power from the battery to each circuit, etc.) that are not specifically shown in FIG. 3. As shown in FIG. 3, each block included in the recruiting company's terminal device 10B is electrically connected by a bus or the like.

The communication unit 110B is a component that allows the hiring company's terminal device 10B to communicate with other devices.

The operation reception unit 130B has a mechanism for receiving input operations from users of companies hiring. For example, the operation reception unit 130B includes a mouse, a keyboard, or a touch panel.

The display unit 140B displays data such as images, videos, and text in response to the control of the control unit 180B. The display unit 140B is realized, for example, by a liquid crystal display.

The storage unit 170B is configured, for example, from a flash memory, and stores data and programs used by the terminal device 10B of the recruiting company. In one aspect, the storage unit 170B stores job seeker information 171B.

Job seeker information 171B is information on job seekers that a recruitment agency introduces to a hiring company using the recruitment system 1. Job seeker information may be, for example, information that a job seeker has applied to and registered on a recruitment site, or information that a hiring company has registered.

The control unit 180B reads the program stored in the memory unit 170B and executes the commands contained in the program to control the operation of the terminal device 10B. By operating in accordance with the program, the control unit 180B performs the functions of an input operation reception unit 181B, a transmission/reception unit 182B, a display control unit 183B, a notification control unit 184B, a job seeker information acquisition unit 186, and a hiring intention display unit 187.

The input operation reception unit 181B performs processing to receive input operations by users of companies hiring employees via input devices such as a mouse and keyboard.

The transmission/reception unit 182B performs processing for the terminal device 10B to transmit and receive data to and from external devices such as the server 20 in accordance with a communication protocol.

The display control unit 183B controls the display processing of the display unit 140B.

The notification control unit 184B performs processing to present notification information to the hiring company. The notification control unit 184B performs processing to display the notification information on the display unit 140B, etc.

The job seeker information acquisition unit 186 performs processing in which the terminal device 10B acquires information on all job seekers registered in the recruitment system 1 from the server 20 and displays the information on the display unit 140B.

The hiring intention display unit 187 performs a process to display hiring intention information indicating whether or not a hiring company intends to hire each job seeker.

<1.3 Functional configuration of server 20>
Fig. 4 is a diagram showing the functional configuration of the server 20. As shown in Fig. 4, the server 20 fulfills the functions of a communication unit 201, a storage unit 202, and a control unit 203.

The communication unit 201 performs processing for the server 20 to communicate with external devices.

The memory unit 202 stores data and programs used by the server 20. The memory unit 202 stores a job seeker information database 281, a hiring company information database 282, etc.

The job seeker information database 281 is a database for storing information on job seekers that a recruitment agency introduces to companies with job openings using the recruitment system 1. Details will be described later.

The hiring company information database 282 is a database for storing information about hiring companies in the recruitment system 1. Details will be described later.

The control unit 203 performs functions shown as various modules by the processor of the server 20 performing processing according to a program.

The reception control module 2031 controls the process in which the server 20 receives signals from external devices according to a communication protocol.

The transmission control module 2032 controls the process in which the server 20 transmits signals to external devices according to a communication protocol.

The job seeker information acquisition module 2033 controls the process in which the server 20 acquires information on job seekers that the recruitment agency introduces to companies with job openings from the recruitment agency's terminal device 10A.

The hiring intention information acquisition module 2034 controls the process in which the server 20 acquires hiring intention information indicating whether or not the hiring company intends to hire each job seeker from the terminal device 10B of the hiring company.

The job seeker search module 2035 performs processing in which the server 20 receives search conditions from the recruitment agency's terminal device 10A, specifying employment intention information and searching for job seekers, and displays information on job seekers who meet the search conditions.

<2 Data Structure>
5 is a diagram showing the data structures of the job seeker information database 281 and the hiring company information database 282 stored in the server 20. The server 20 also stores a fee plan 283.

As shown in FIG. 5, each record in the job seeker information database 281 includes the items "job seeker ID," "name," "detailed information," "received employment intention information," "interview date," and "hiring date," etc.

The item "Job Seeker ID" is information that identifies each job seeker.

The "Name" item is information that indicates the name of each job seeker.

The "detailed information" item is personal information related to the job search of each job seeker. For example, "detailed information" includes information such as age, gender, employment status, work history, desired annual salary, desired work location, and work history. For example, employment status includes information such as whether the job seeker is currently employed or unemployed.

The name and details of the job seeker may be information that the job seeker applies for and registers on a job site, etc., and is then sent to and stored on the server 20, or may be information that the hiring company registers directly using the hiring company's terminal device 10A, and is then sent to and stored on the server 20.

The item "Received employment intention information" is information received by each job seeker from each company that is hiring, indicating whether the company is willing to hire the job seeker.

For example, the hiring intention information may have multiple stages according to the level of willingness to hire, for example, three options: "interested" (the hiring company is highly willing to hire the job seeker), "normal" (the hiring company is willing to hire the job seeker, but not as willing as "interested"), and "not interested" (the hiring company has no intention to hire the job seeker). In other words, in addition to no intention to hire ("not interested"), the hiring intention information is provided to users of hiring companies with multiple selectable stages ("interested" and "normal") according to the level of willingness to hire the job seeker.

Specifically, the "received hiring intention information" may include an interest ID that identifies each piece of hiring intention information, the name of the hiring company that indicated each piece of hiring intention information, and information regarding the hiring intention.

For example, take the hiring intention information "#001, from Company X, interested" received by job seeker AB in the job seeker information database 281 as an example. "#001" is an interest ID for identifying the hiring intention information, "from Company X" is the company name of the hiring company that indicated the hiring intention information, and "interested" means that Company X is willing to hire job seeker AB. The job seeker information database 281 stores the timing when users of hiring companies set hiring intention information such as "interested" for each job seeker.

The item "Interview Date" indicates the timing when the job seeker had an interview with the hiring company. For example, when a user of a recruitment agency contacts a job seeker to arrange a date for an interview with the hiring company, the recruitment agency's terminal device 10A associates the job seeker's information with the timing of the interview and transmits it to the server 20, which updates the job seeker database 281. Depending on the hiring company, it may be possible to offer employment to a job seeker without going through an interview.

The item "Hiring Date" indicates the timing when the hiring company hired the job seeker (the timing when the hiring decision was made). For example, the hiring company notifies the recruitment agency that it has decided to hire the job seeker, and the user of the recruitment agency notifies the server 20 via the terminal device 10A that the job seeker has been decided to be hired, and the server 20 updates the job seeker database 281.

As a result, the job seeker database 281 associates information about each job seeker with the timing of registration in the system provided by the server 20, the timing when each hiring company set hiring intention information such as "interested," and the timing when the hiring company took action to hire the job seeker (holding an interview, notifying the job seeker of a job offer, etc.).

Each record in the hiring company information database 282 includes the following items: "Company ID," "Company name," "Price plan," "Job details," "Information on indicated intention to hire," "Interview history," and "Hiring history."

The "Company ID" item is information that identifies each company that is hiring.

The "Company Name" item is information that indicates the name of each company that is hiring.

The item "fee plan" is information indicating the plan for which the hiring company pays the fee for using the system provided by the server 20. As shown in fee plan 283 described below, the server 20 offers hiring companies multiple fee plans depending on the amount of fee and the number of people that can be hired.

The "Job Details" item is information related to the job offered by each company. For example, "Job Details" includes information such as industry, job type, salary, employment status, and work location.

The item "Information on whether or not hiring intentions have been expressed" is information that indicates whether or not each hiring company has intentions to hire the job seeker, as expressed by each hiring company to each job seeker.

Specifically, the "indicated hiring intention information" may include an interest ID that identifies each piece of hiring intention information, the name of the job seeker who received each piece of hiring intention information, information regarding the hiring intention, and the timing at which the hiring company set the information indicating its intention to hire the job seeker (hiring intention information).

For example, let us take the example of the hiring intention information "#001, to job seeker AB, interested" provided by recruiting company X in the recruiting company information database 282. "#001" is an interest ID for identifying the hiring intention information, "to job seeker AB" is the name of the job seeker who received the hiring intention information, and "interested" means that X is willing to hire job seeker AB.

The "Interview History" item shows the history of interviews (timing of interviews) conducted by companies seeking to hire job seekers.

The "Recruitment History" item shows the history of job offers made by companies seeking employment to job seekers (the timing of the offer notification).

The fee plan 283 includes information on multiple fee plans for companies seeking employees to use the system provided by the server 20. As shown in the figure, each fee plan includes an item "Plan ID," an item "Compensation," an item "Number of employees available for hire," etc.

The "Plan ID" item is information that identifies the pricing plan.

The "Compensation" item indicates the amount of compensation, and is set as the amount of compensation for a subscription-based fee system, such as a monthly usage fee, for example.

The item "Number of people available for hire" indicates the upper or lower limit of the number of people that can be hired through the system provided by server 20 in the pricing plan. For example, some companies looking to hire have an estimated minimum number of people they wish to replenish with staff per year. For example, when operating a store, the number of people they wish to hire each month (or for a certain period such as a quarter) may be specified. Companies looking to hire select one of multiple pricing plans depending on the scale of the number of people they wish to hire. In the example shown, the range of the number of people that can be hired per year for a certain period is specified for each pricing plan. The number of people that can be hired per month (for example, the number of people that can be hired each month for each pricing plan) may be specified as the number of people they wish to hire.

As described above, in the recruitment system provided by server 20, by paying a fee for the system provided by server 20, recruiting companies can hire as many people as they like within the range specified in the fee plan. Regardless of the job seeker's desired annual income, recruiting companies can take action to hire a job seeker by paying the fee specified in the fee plan. Compared to a case where a recruiting company pays a fee to a recruitment agency according to the job seeker's desired annual income, recruiting companies can be encouraged to make the decision to try hiring a job seeker first, since, within the framework of the fee plan, there is no additional cost burden depending on the job seeker's desired annual income, even if they hire a job seeker. This can further increase the mobility of human resources, and further improve the possibility that a recruiting company can hire a job seeker and the possibility that a job seeker will be hired.

<3 Operation>
Hereinafter, with reference to FIG. 6, a process for searching for a job seeker by specifying employment intention information on the terminal device 10A of a recruitment agency using the recruitment system 1 of the first embodiment will be described.

Figure 6 is a flowchart showing an example of the process for searching for job seekers by specifying employment intention information on the terminal device 10A of a recruitment agency.

In step S611, the recruitment agency's terminal device 10A accepts an operation to register information about a job seeker. The registered information about the job seeker is transmitted to the server 20. Note that the information about the job seeker may be, for example, information that a job seeker applies for and registers on a recruitment site, and that is transmitted to and stored in the server 20.

In step S621, the server 20 transmits the information of all registered job seekers to the terminal device 10B of the hiring companies for display. Furthermore, if a job seeker applies to individual hiring companies on a job site or the like, the server 20 transmits the information of the job seeker to the terminal device 10A of all hiring companies for display, not just the hiring company to which the job seeker applied. Here, the job seeker information may include information that can easily identify a specific individual, such as name and age, but some of the job seeker information may be displayed in a confidential state (blind resume) on the hiring company's terminal device 10B. For example, the server 20 may not present information of the job seeker that can easily identify a specific individual (such as name) to the hiring company.

In addition, when the server 20 receives an operation to register information about a new job seeker, it may transmit a message to the terminal device 10B of the hiring company indicating that a new job seeker has been registered.

This will encourage companies looking to hire to check your listings for new job seekers and avoid missing out on talent.

The server 20 may also receive specified conditions for narrowing down the job seekers from the terminal device 10B of the hiring company, and transmit information on job seekers who meet the specified conditions to the terminal device 10B of the hiring company for display.

For example, if a company hiring specifies a desired annual income of 4 million to 5 million in order to narrow down the job seekers, the server 20 checks the job seeker database 281, extracts information on job seekers who meet the specified conditions, and transmits it to the terminal device of the company hiring for display.

This allows only job seekers that the hiring company desires to be displayed on the hiring company's terminal device, reducing the burden on the hiring company to check job seeker information.

The server 20 may also extract words from the job information of companies offering jobs and from the information of job seekers, and determine the display order of the information of job seekers based on the similarity between the words.

For example, the server 20 extracts words from the job information of the hiring company and from the job seeker's information, and if both contain the word "secretary," it determines that the job seeker is highly likely to be suitable for the job and displays the job seeker's information on the hiring company's terminal device preferentially over other job seekers.

This allows job seekers who are suitable for the job to be presented preferentially to companies hiring, based on the similarity between the job information and the job seeker information, and allows companies to efficiently introduce the personnel they are looking for.

In step S631, the terminal device 10B of the hiring company receives hiring intention information for each job seeker from the hiring company's personnel indicating whether or not the company intends to hire the job seeker.

For example, if a company that is hiring has the intention to hire a job seeker, it will display the hiring intention information of "Interested" for that job seeker, if it is uncertain whether it has the intention to hire the job seeker, it will display the hiring intention information of "Average," and if it has no intention to hire the job seeker, it will display the hiring intention information of "Not Interested," and this information will be sent to server 20 and stored.

A hiring company may indicate hiring intention information to the same job seeker multiple times, and may be able to change the hiring intention information previously indicated. For example, a hiring company may indicate hiring intention information of "interested" to a job seeker who was previously "not interested," and the server 20 may record the job seeker as "interested," and record the timing at which the information was changed to "interested."

In addition, if the hiring intention information indicates that there is an intention to hire (e.g., "interested"), the server 20 may notify the recruitment agency's terminal device 10A that the hiring intention information has been received.

For example, when a hiring company performs an operation to indicate to a job seeker the hiring intention information of "interested," the server 20 accepts the hiring intention information. In this case, the server 20 transmits information related to the hiring intention information of "interested," such as the company name of the hiring company, the name of the job seeker, and the date and time of the response, to the terminal device 10A of the recruitment agency.

This allows recruitment agencies to quickly check the response of companies hiring and efficiently introduce the personnel that companies are looking for.

The server 20 may also generate parameters for evaluating the likelihood that each job seeker will be hired based on the employment intention information received from that job seeker.

For example, if the percentage of "interested" responses among all employment intention information received by a job seeker is equal to or exceeds a predetermined percentage, a parameter for evaluating the job seeker's likelihood of being hired is generated, judging the job seeker to be "excellent."

This allows us to evaluate each job seeker based on the response of the company hiring, providing useful information for recruitment agencies.

In step S612, the recruitment agency's terminal device 10A accepts search conditions for searching for job seekers by specifying the hiring intention information.

For example, on the terminal device 10A of a recruitment agency, a staff member of the recruitment agency selects one of the following search criteria to search for job seekers: "Interested," "Normal," or "Not Interested."

In step S622, the server 20 searches for information on job seekers who meet the received search criteria and transmits the information to the recruitment agency's terminal device 10A.

For example, when "interested" is used as a search condition to search for job seekers who have received the hiring intention information of "interested," the server 20 checks the job seeker database 281, identifies the job seekers who have received the "interested" status, and transmits information about the job seekers to the terminal device 10A of the recruitment agency.

In step S613, the recruitment agency's terminal device 10A displays information about job seekers who meet the search criteria.

For example, when "interested" is used as a search condition to search for job seekers who have received "interested" hiring intention information, the recruitment agency's terminal device 10A receives information on job seekers who have received "interested" and displays information such as the job seeker's name and the names of companies that have indicated "interested" for each job.

The recruitment agency's terminal device 10A may also receive from the user an operation to select all (or some) of the job seekers who meet the received search criteria, and send to the job seekers a specific notification such as job information, interview schedule adjustments, and job offer notification all at once. The notification may also include information on whether or not the job seeker is willing to hire.

For example, all job seekers who have indicated they are interested will be notified in a lump sum that they have been "interested," along with information about the companies they are hiring for.

This allows recruitment agencies to, with simple operations, approach all job seekers that companies are looking to hire. Users of recruitment agencies can extract job seekers based on the results of associations made by users of recruiting companies with hiring intention information such as "interested," "normal," or "not interested" for each job seeker, and can easily take action to introduce personnel. As a result, companies that are hiring can easily hire job seekers, further improving the mobility of human resources.

The above series of processes allows the recruitment agency's terminal device 10A to search for job seekers by specifying the hiring intention information. This allows the recruitment agency to efficiently introduce the personnel desired by companies that are hiring.

<Modification>
(i) Proposal of optimal pricing plan:
As explained above in regard to fee plan 283, an upper or lower limit may be set on the number of people that a hiring company can employ, depending on the amount of compensation that the hiring company pays to the recruitment agency.

For example, a recruitment agency may set an upper limit on the number of people that a recruiting company can employ using its recruitment services depending on the amount of compensation paid by the recruiting company, and the higher the amount, the higher the upper limit. It is also possible to eliminate the upper or lower limit depending on the amount of compensation paid by the recruiting company.

This allows companies looking to hire to choose the most suitable pricing plan based on their hiring needs.

Furthermore, the server 20 may propose a fee plan to the user of the hiring company in response to changes in the hiring company's demand for personnel, based on information in the job seeker information database 281 (item "hiring date," item "interview date," etc.) and information in the hiring company information database 282. For example, the server 20 predicts the number of personnel that the hiring company needs to hire based on information on the size of the hiring company (number of employees, etc.) and information on the business scale (sales, etc.). The server 20 may propose a change to the hiring company's fee plan so that the number of personnel that can be hired under the fee plan becomes appropriate for the number of personnel that the hiring company predicts it will need to hire (so that they can be hired according to the fee plan). The server 20 displays on the terminal device 10B the fee plan and the number of personnel that can be hired that the hiring company has contracted with, and the number of personnel that are expected to need to be hired in the future, and accepts an operation to specify a fee plan from the user of the hiring company.

Furthermore, server 20 may identify a fee plan suitable for a hiring company from among multiple fee plans based on the hiring company's recruitment track record (history of hiring personnel) and the history of personnel leaving the hiring company, etc., based on job seeker information database 281, hiring company information database 282, etc. For example, server 20 may generate a trained model based on time series data on the hiring company's size, business content, and recruitment track record, thereby predicting the number of employees the hiring company will need in the future, and may propose a fee plan to the hiring company depending on the prediction result.

(ii) In order to facilitate matching between companies with job openings and job seekers, companies are encouraged to encourage job seekers to indicate whether or not they are willing to hire:
(ii-1) Notification to Hiring Companies When new job seeker information is registered in the job seeker information database 281 (or when a job seeker who is already registered becomes job-seeking due to resignation or the like), the server 20 may notify the user of the hiring company in response to the registration. In response to the registration of specified items of job seeker information (e.g., at least one of the job seeker's profile or working conditions), the server 20 may deem it acceptable to disclose the job seeker information to the hiring company, and may set the information of all job seekers for which the specified items are registered to be viewable by users of the hiring company.

In response to a notification that a job seeker has been newly registered, a user of the hiring company can use the terminal device 10B to check the job seeker's information and set information on whether or not they intend to hire the job seeker. This can increase the possibility that the job seeker will be matched with the hiring company after being registered.

Furthermore, server 20 may identify information on job seekers who are likely to match with a hiring company based on the degree of similarity between words (words) included in the job information of the hiring company and words (words) included in the information of the job seeker, and present the information on the identified job seeker in a manner that is easy for users of the hiring company to view. For example, a user of a hiring company may use terminal device 10B to display information on multiple job seekers, and the display order may be such that the information on the identified job seekers is given priority. This may encourage hiring companies to take action to hire job seekers, and may further improve the possibility of matching hiring companies with job seekers.

In addition, the server 20 creates a trained model based on the profile of each job seeker in the job seeker database 281 (item "Detailed information"), the history of setting the employment intention information (item "Received employment intention information"), and the history of events occurring until employment (item "Interview date", item "Employment date"), and can evaluate the possibility of hiring a newly registered job seeker and the period until employment for each recruiting company based on the information of the newly registered job seeker. The server 20 may notify the user of the recruiting company that there is a job seeker who is evaluated as having a high possibility of being hired among the newly registered job seekers based on the trained model for each recruiting company. The user of the recruiting company can check the information of the job seeker who is evaluated as having a high possibility of being hired using the terminal device 10B, making it even easier to contact a recruitment agency to inform them of the desire to hire and to set the employment intention information for the job seeker's information. This can further promote matching between job seekers and recruiting companies.

(ii-2) Granting of incentives In addition, a hiring company may grant an incentive to a user of the hiring company by setting employment intention information for a job seeker. The incentive may have a monetary value (such as points, which are treated as virtual currency. Points may be granted in association with a user of the hiring company, or points may be granted in association with the hiring company), and the monetary value may be transferable to other users or used as a price for a product or service. The incentive may also be a right to use facilities, services, etc. In addition, for example, an incentive may be granted if the hiring intention information is set within a certain time after a new job seeker is registered, or an incentive may be granted only if the hiring intention information is set within a certain time. This increases the possibility that the hiring company will set its interest in the job seeker early after the job seeker is newly registered, and promotes matching between the job seeker and the hiring company.

(ii-3) Ability to set employment intention for a job seeker without restrictions Regardless of the amount of compensation paid by a recruiting company to a recruitment agency, it is also possible to set no upper limit on the number of times that the hiring intention information can be indicated. For example, when a recruiting company pays the compensation indicated in the fee plan 283, the server 20 may be configured so that a special additional compensation (e.g., points that can be used in the system provided by the server 20) is not consumed for a user of the recruiting company to set employment intention information for a job seeker.

Specifically, each company hiring can check the information of all job seekers, regardless of the amount of compensation paid to the recruitment agency, and can indicate their intention to hire, whether or not they are interested, as many times as they like, with no limit on the number of times.

This allows companies hiring to approach interested job seekers without incurring any costs. For example, even if there is a limit to the number of people a company can hire, depending on the amount of compensation, there may be no limit to the number of times the company can approach interested job seekers (set hiring intention information).

<4 Screen example>
7A and 7B are diagrams showing examples of screens of the terminal device of the present disclosure. Fig. 7A is an example of a screen of the terminal device 10B of the recruiting company in the first embodiment, and Figs. 7B, 7C, and 7D are examples of screens of the terminal device 10A of the recruitment agency.

The example screen (A) in Figure 7 shows a situation in which information about a job seeker is displayed on a terminal device of a recruiting company, and hiring intention information indicating whether or not the recruiting company intends to hire the job seeker is received from the recruiting company.

As shown in screen example (A), information on job seekers is displayed in area 132A on the hiring company's terminal device 10B. The hiring company's personnel check the information on the job seekers and determine whether or not they intend to hire them, and in area 132B, input hiring intention information for each job seeker by selecting one of "Interested," "Normal," or "Not Interested" as the level of interest. In this way, while presenting the job seeker information to the hiring company, hiring intention information indicating whether or not they intend to hire each job seeker can be received from the hiring company, and the job seeker database 281 in server 20 is updated.

The example screen (B) in Figure 7 shows a situation in which search conditions for searching for job seekers are received from the terminal device 10A of the recruitment agency by specifying employment intention information.

As shown in screen example (B), on the recruitment agency's terminal device 10A, the recruitment agency's staff can specify search conditions for searching for job seekers. By accessing the server 20, the terminal device 10A receives information on each job seeker from the server 20 and displays it in area 132C.

In the illustrated example, information on some of a plurality of job seekers is displayed in area 132C. Terminal device 10A displays the job seeker's name, detailed information (age, employment type, etc.) and the like in area 132C as job seeker information, as shown in job seeker information database 281. Terminal device 10A accepts an operation from the recruitment agency staff to select each job seeker, and when a job seeker is selected, a display indicating that the job seeker has been selected (in the illustrated example, the check box associated with each job seeker is checked).

On terminal device 10A, the staff of the recruitment agency performs an operation to search for job seekers in order to support the hiring companies in their efforts to hire job seekers. The conditions for searching for a job seeker include information on each item in the job seeker information database 281, such as the job seeker's age, employment status, desired annual salary, desired place of work, work history, and hiring intention information entered by the hiring company staff for each job seeker ("Interested," "Normal," "Not interested," or "No entry by hiring company" where the hiring company has not specified hiring intention information for the job seeker).

The terminal device 10A accepts an operation to specify search conditions from a staff member of a recruitment agency in the area 132D. For example, in the terminal device 10A, the staff member of the recruitment agency selects one or more of the employment intention information ("interested", "normal", "not interested") as a search condition. In response to an input operation in the operation reception unit 132E, the terminal device 10A notifies the server 20 to search for job seekers based on the specified search conditions. In addition, in response to an input operation by the staff member of the recruitment agency to specify search conditions, the terminal device 10A may transmit information on the search conditions to the server 20 to search for job seekers based on the search conditions. For example, in response to an input operation to specify employment intention information (such as "interested") in the area 132D (even without an input operation in the operation reception unit 132E), the terminal device 10A searches for job seekers based on the specified information (for example, in response to an operation to specify "interested").

As a result, recruitment agencies can search for job seekers based on the hiring intention information provided by companies offering jobs. For example, when the recruitment agency's terminal device 10A receives the search condition "interested," it transitions to screen example (C).

The example screen (C) in Figure 7 shows a situation in which information on job seekers who meet the above search criteria is displayed on the recruitment agency's terminal device 10A.

As shown in screen example (C), the recruitment agency's terminal device 10A displays in area 132F the search conditions specified by the recruitment agency staff. The terminal device 10A displays in area 132G each job seeker extracted according to the search conditions. The terminal device 10A accepts an operation by the recruitment agency staff to select all the job seekers shown in area 132G at once (for example, an input operation into "all check"). In the example shown, the information of job seekers who satisfy the search condition of "interested" in the hiring intention information as the search condition, that is, job seekers who have received hiring intention information of "interested" from a hiring company, is displayed. Specifically, the interest ID of the hiring intention information, the company name of the hiring company that has indicated the hiring intention information, and the name of the job seeker who has received the hiring intention information are displayed.

This allows staff at recruitment agencies to efficiently contact each job seeker while managing the information of the job seekers registered on a daily basis.

For example, the actions (such as contact) that a recruitment agency staff member who is facilitating the matching of a recruiting company with a job seeker should take may be different between a job seeker for whom a recruiting company has entered information about whether or not they are willing to hire and a job seeker for whom a recruiting company has not yet entered information about whether or not they are willing to hire.

For job seekers who are likely to be hired, such actions may include taking the steps to satisfy the conditions for being hired by a company and starting work (such as submitting various documents required to start employment and taking a medical examination), and asking to schedule an interview with the company. On the other hand, for job seekers whose chances of being hired are unclear, such as those for which the company has not indicated its interest or has low interest (such as "not interested"), actions to increase the chances of being hired (such as acquiring skills) may be suggested. As a result, recruitment agencies can more efficiently match companies with job seekers based on the hiring intentions indicated by companies.

In addition, in the screen example (C), the terminal device 10A displays an operation reception section 132H for performing actions such as contacting one or more job seekers selected by the person in charge of the recruitment agency at once. In response to an input operation to the operation reception section 132H, the terminal device 10A performs a predetermined process such as sending an email to the selected job seekers. In the illustrated example, the operation reception section 132H functions as a "Send to job seekers at once" button for sending a notification that the employment intention information of "interested" has been received to job seekers who meet the search condition of "interested". The notification includes information such as the company name of the recruiting company that responded with "interested" and the date and time of the response. This allows the recruitment agency to contact all job seekers that each recruiting company is looking to hire with a simple operation. The terminal device 10A can narrow down the job seekers according to the possibility of hiring based on the hiring intention information specified for each job seeker by the person in charge of the recruiting company who is not the person in charge of the recruitment agency or the user of the terminal device 10A, not the person in charge of the recruitment agency.

The terminal device 10A may hold the contents of notification in advance based on the employment intention information so that the person in charge of the recruitment agency can easily contact each job seeker. For example, for a job seeker set as "interested" by a recruiting company, the person in charge of the recruitment agency is expected to give a notification to take action leading to employment, such as arranging an interview, as described above. On the other hand, for a job seeker set as "not interested" by a recruiting company, it is expected to give a notification such as encouraging the job seeker to wait until another recruiting company starts hiring, or encouraging the job seeker to acquire skills. The terminal device 10A may hold the type of information specified as the job seeker search condition and the notification content to be given to the job seeker in association with each other. The terminal device 10A may change the contents to be accepted for processing by the operation acceptance unit 132H according to the job seeker search condition. For example, when "interested" is specified as a job seeker search condition, the terminal device 10A may give a notification (such as arranging an interview date) to the selected job seeker in a lump sum by inputting an operation to the operation acceptance unit 132H to proceed with the recruitment activity. On the other hand, if "not interested" is specified as a job seeker search condition, the terminal device 10A may send notifications (such as information about skill training courses) to the selected job seeker in a batch, via input operations into the operation reception unit 132H, to increase the possibility of the job seeker being hired by other companies offering jobs.

The example screen (D) in Figure 7 shows a situation in which a notification to the effect that a recruiting company has responded "interested" to a job seeker is received on the recruitment agency's terminal device 10A.

As shown in screen example (D), the recruitment agency's terminal device 10A displays a notification that the hiring company has responded "interested" to the job seeker, along with a link to check the response. This allows the recruitment agency to immediately check the hiring company's response and efficiently introduce the hiring company to the personnel it desires.

<Summary>
As described above, according to the present disclosure, the terminal device of the recruitment agency can search for information on job seekers based on the hiring intention information that the recruiting company has indicated to the job seeker. This supports the recruitment process between the recruiting company and the recruitment agency, and enables the recruiting company to efficiently introduce the desired personnel.

<Additional Notes>
The matters explained in the above embodiments will be supplemented below.

(Appendix 1)
A program for supporting personnel introduction between a hiring company (10B) and a recruitment agency (10A), when executed by a computer (20, 10) having a processor (29, 19), the program causes the processor to execute a first step (S611) of accepting an operation to register information of a job seeker; a second step (S621) of presenting registered job seeker information (281) to a user of the hiring company; a third step (S631, 281, 282) of accepting, from the user of the hiring company, a setting of information indicating an intention to hire in association with information of each job seeker to be presented to the user of the hiring company; a fourth step (S612) of accepting, from a user of the recruitment agency, an input operation to specify the information indicating an intention to hire set by the user of the hiring company as a search condition for a job seeker; and a fifth step (S622, S613) of presenting information of a job seeker extracted in accordance with the information indicating an intention to hire of the accepted search conditions to the user of the recruitment agency.

(Appendix 2)
In a third step, the program described in Appendix 1 accepts from a user of a company hiring an employee, as information indicating the intention to hire, one of multiple types of information set in stages according to the degree of willingness to hire (132B), and in a fourth step, accepts from a user of a recruitment agency an input operation specifying each stage according to the degree of willingness to hire as a search condition for job seekers (132D, 132E).

(Appendix 3)
In a third step, settings are accepted for each job seeker from a user of the hiring company indicating a willingness to hire and information indicating no willingness to hire (132B), and one of a number of stages categorized according to the degree of willingness to hire is accepted for each job seeker as the information indicating a willingness to hire, and in a fourth step, an input operation is accepted from a user of the recruitment agency specifying each stage categorized in the information indicating a willingness to hire as a search condition for job seekers (132D).

(Appendix 4)
A program as described in any of Appendices 1 to 3, which accepts input operations from a user of the recruitment agency for sending a specified notification collectively to at least some of the job seekers presented in the fifth step (132G, 132H), and in response to the input operations for sending the notification, sends the specified notification to each of the job seekers.

(Appendix 5)
A program as described in Appendix 4, in which the type of information specified as a search condition is associated with and managed by a computer, and an input operation for sending a specified notification to each job seeker in accordance with the search conditions is accepted (132H).

(Appendix 6)
A program described in any one of Appendices 1 to 5, which, in response to the job seeker's information being registered in the first step, notifies a user of the company that is hiring that the job seeker's information has been registered (S611, S621).

(Appendix 7)
A program as described in Appendix 6, which stores in a computer's memory unit information on a job seeker to be registered and a history of the occurrence of hiring events in the process of being hired by a hiring company (281, 282), and when registration of new job seeker information is accepted in a first step, evaluates the possibility that the registered job seeker will be hired by a hiring company based on the information on the job seeker to be registered and the history in the memory unit, and presents the registered job seeker with priority to a user of the hiring company based on the evaluation results.

(Appendix 8)
A program described in any of Appendices 1 to 7, in which in a first step, registration of at least one of a job seeker's profile and working conditions is accepted as information about the job seeker, and once at least one of the profile and working conditions is registered, all of the registered information about the job seeker is presented to a user of the company seeking employment (S621).

(Appendix 9)
A program described in any of Appendices 1 to 8, in which in a third step, in response to information indicating a willingness to hire being set as information indicating an intention to hire, the program notifies a user of the recruitment agency of information about the job seeker for which such setting has been made.

(Appendix 10)
A program described in any of Appendices 1 to 9, in which in a second step, information on job seekers to be presented preferentially to users of hiring companies is identified based on the similarity of words contained in the job information of the hiring company and the information on job seekers.

(Appendix 11)
11. The program of any one of appendices 1 to 10, further comprising setting an upper or lower limit on the number of people that the hiring company can hire within a given period of time depending on the amount of compensation paid by the hiring company (283).

(Appendix 12)
The program described in Appendix 11, which does not set an upper limit on the number of times that information indicating employment intent can be set for each job seeker, regardless of the amount of compensation paid by the recruiting company to the recruitment agency.

(Appendix 13)
The program described in appendix 11 or 12, which includes a plurality of fee plans in which a hiring company pays a fee to receive a recruitment introduction, the amount of the fee to be paid for the period in which the recruitment introduction can be received and the number of people who can be hired within that period are set in stages, and which includes at least a first fee plan in which there is no upper limit on the number of people who can be hired, stores information on the hiring company's hiring history in a memory unit (281, 282), identifies a fee plan suitable for the hiring company from the plurality of fee plans based on information on the size of the hiring company or information on the hiring history of the hiring company, and presents the identified fee plan to a user of the hiring company.

10A: Terminal device of recruitment agency, 10B: Terminal device of recruiting company, 20: Server, 80: Network, 22: Communication IF, 23: Input/Output IF, 25: Memory, 26: Storage, 29: Processor, 201: Communication unit, 202: Memory unit, 281: Job seeker information database, 282: Recruiting company information database, 203: Control unit.

Claims (3)

A program for supporting recruitment between a company seeking employees and a recruitment agency when executed by a computer having a processor, comprising:
The program causes the processor to:
receiving an operation to register information of a job seeker from the recruitment agency ;
presenting information on all of the registered job seekers to a user of a company hiring a job seeker without the job seekers being selected by the recruitment agency;
receiving, from a user of the recruiting company, a setting of information indicating hiring intention in association with information of each job seeker to be presented to the user of the recruiting company;
presenting information on job seekers extracted according to the information indicating the hiring intention to a user of the recruitment agency ;
A program in which the recruiting company periodically pays a fee to the recruitment agency to receive recruitment referrals, and the recruiting company sets an upper or lower limit on the number of people it can hire within a specified period of time depending on the amount of the fee. A method for supporting recruitment between a company seeking employees and a recruitment agency, the method being executed by a computer having a processor, the method comprising the steps of:
receiving an operation to register information of a job seeker from the recruitment agency ;
presenting information on all of the registered job seekers to a user of a company hiring a job seeker without the job seekers being selected by the recruitment agency;
receiving, from a user of the recruiting company, a setting of information indicating hiring intention in association with information of each job seeker to be presented to the user of the recruiting company;
presenting information on job seekers extracted according to the information indicating the hiring intention to a user of the recruitment agency ;
The method comprises the steps of: the hiring company periodically paying a fee to the recruitment agency to receive personnel referrals; and the hiring company sets an upper or lower limit on the number of people it can employ within a specified period of time according to the amount of the fee . An information processing device that includes a control unit and a storage unit and that supports human resource introduction between a company that is hiring and a human resource introduction agency,
The control unit operates based on the program stored in the storage unit,
receiving an operation to register information of a job seeker from the recruitment agency ;
presenting information on all of the registered job seekers to a user of a company hiring a job seeker without the job seekers being selected by the recruitment agency;
receiving, from a user of the company hiring a job seeker, a setting of information indicating hiring intention in association with information of each job seeker to be presented to the user of the company hiring a job seeker;
presenting information on job seekers extracted according to the information indicating the hiring intention to a user of the recruitment agency ;
An information processing device in which the hiring company periodically pays a fee to the recruitment agency to receive personnel referrals, and in which the hiring company sets an upper or lower limit on the number of people it can hire within a specified period depending on the amount of the fee .