KR20020089829A - man of talent incubating system - Google Patents
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Abstract
Description
본 발명은 인재 인큐베이팅 시스템에 관한 것이다.The present invention relates to a talent incubation system.
본 발명은 특히, 구인업체와 구직자가 인터넷을 통해 서로의 채용/취업조건을 확인한 상태에서 구직자가 자신이 원하는 업체에 취업을 신청하면 업체측에서는 이력서 검토, 시험실시, 면접실시 및 현장실습 등의 과정을 거쳐 업체에서 원하는 조건이 갖추어진 인재를 채용할 수 있도록 한 인재 인큐베이팅 시스템에 관한 것이다.In particular, when a job seeker and a job seeker confirms each other's hiring / employment conditions through the Internet, and a job seeker applies for a job with a company of their choice, the company reviews the resume, conducts tests, conducts interviews and conducts on-the-job training. It relates to a talent incubation system that allows companies to hire talented people with the desired conditions.
인터넷기술이 등장하기 전에는 일반매체를 통해 구인/구직 안내문을 광고하여 조건에 합당한 인재를 채용하거나 업체를 구하는 것이 일반적인 방법이었다.Prior to the emergence of Internet technology, it was common practice to advertise job postings through general media to hire talented people or find companies.
인터넷을 통한 통신기술의 급격한 발달에 따라 모든 생활 방법 자체가 변화하고 있는 요즘에는 구인/구직 방법도 인터넷을 통해 손쉽고 편리하게 이루어지고 있는 실정이다.With the rapid development of communication technology through the Internet, all the ways of living are changing nowadays, and the way of finding a job / job is easily and conveniently done through the Internet.
그러나, 이 같은 일반 매체를 통하거나 인터넷을 통한 구인/구직은 업체에서 필요로 하는 인재 조건과 구직자가 필요로 하는 취업 조건이 대체로 부합하는 경우 구인/구직이 이루어지는 매우 단순한 방법이므로 좀더 다양화하고 세분화한 현대의 직업에 부합할 수 있는 인재 혹은 업체를 선택할 수 없다는 단점이 있었다.However, job openings / jobs through such general media or via the Internet are very simple ways to create jobs / jobs if the job conditions required by the company and job seekers generally match. The downside was that you couldn't choose the right people or companies to match a modern career.
따라서, 본 발명은 이 같은 종래 구인/구직 방법을 개선하기 위하여 이루어진 것으로써, 본 발명의 목적은 서로의 조건이 부합하고 상태에서 구인/구직이 이루어지되, 특히 구인업체측에서는 필요로 하는 인재를 1차 선별하여 일정기간 구인업체에 맞는 교육 프로그램과 소정과정을 거쳐 최종합격을 결정하고, 구직자측에서는 구인업체의 업무 등을 미리 익힌 상태에서 취업함으로써 최대의 채용/취업효과를 달성할 수 있도록 한 인재 인큐베이팅 시스템을 제공하는데 있다.Accordingly, the present invention has been made to improve such a conventional job / job search method, the object of the present invention is to meet the conditions of each other, and the job / job is made in the state, in particular, the job listings required personnel 1 The final selection is made through a training program and a predetermined course suitable for the recruitment companies for a certain period of time, and the job seekers are incubated in the state of employment of the recruitment companies in order to achieve the maximum recruitment / employment effect. To provide a system.
상기 목적을 달성하기 위한 본 발명의 인재 인큐베이팅 시스템은, 구인업체 및 구직자가 관리서버에 회원등록을 한 상태에서 구직자가 관리서버에 이력서를 접수하면 관리서버는 이를 자동으로 분류하여 구직자에겐 자신의 조건에 맞는 구인업체의 리스트가 출력되고 구인업체에게는 자신의 조건에 맞는 인재 리스트가 출력되며, 구직자가 특정 구인업체에 이력서를 제출하면 구인업체는 이력서를 토대로 한 서류심사 합격자를 결정하여 이를 관리서버를 통해 구직자에게 통보하며, 서류심사 합격자를 대상으로 온라인상으로 일정 기간동안 구인업체의 교육 프로그램을 학습하여, 일정 횟수 시험을 치르고, 시험성적에 따라 면접 대상 구직자를 선별하여 면접을 치른 후, 일정 기간동안의 현장실습을 완료하여 서류심사 성적, 시험성적, 면접성적 및 현장실습 성적을 종합적으로 평가하여 최종합격자를 선별하고 이를 해당 구직자에게 통보하는 것을 특징으로 한다.In the talent incubating system of the present invention for achieving the above object, when a job seeker receives a resume on the management server while the job listing company and job seekers registered membership in the management server, the management server automatically classifies this to their job seekers The list of job openings that match the list is printed out, and the list of talented people who meets their requirements is displayed to the job listing companies. When a job applicant submits a resume to a specific job listing company, the job opening company decides the successful applicants based on the resume, and decides the management server. The applicants will be notified through the screening process, and the candidates will be given online training for a certain period of time, and will be given a number of exams. Completed the on-the-job training during the course of document review, test scores, interview results and Evaluate the chapter sexual practice in a comprehensive screening and final selection it will be characterized by notify those job seekers.
상기 시험실시 공지는 구인업체로부터 관리서버를 통해 시험 실시 전에 구직자에게 통보되며, 시험은 정해진 시간에 정해진 시간동안 온라인상으로 응시하고 정해진 시간 내에 접수된 답안만 유효하게 처리 등록하고, 그 이외 답안내용은 등록 삭제하는 것을 특징으로 한다.The test implementation notice will be notified to job seekers before the test is conducted through the management server from the job offer company, the test will be taken online for a predetermined time at a predetermined time, and only the answers received within the predetermined time will be effectively registered and registered. Is characterized by deleting the registration.
도 1은 본 발명의 개념도.1 is a conceptual diagram of the present invention.
도 2는 본 발명의 시스템 구성도.2 is a system configuration diagram of the present invention.
도 3은 구인업체측에서의 동작 흐름도.3 is an operation flowchart at the job listing side.
도 4는 구직자측에서의 동작 흐름도.4 is an operation flowchart on the job seeker side.
도 5는 본 발명의 전체적인 동작 흐름도.5 is an overall operational flow diagram of the present invention.
* 도면의 주요부분에 대한 부호의 설명 *Explanation of symbols on the main parts of the drawings
1 ------ 구인업체 2 ------ 구직자1 ------ Job Listings 2 ------ Job Seekers
3 ------ 관리서버3 ------ Management Server
이하, 본 발명의 실시예를 첨부한 도면을 참조하여 상세히 설명한다.Hereinafter, exemplary embodiments of the present invention will be described in detail with reference to the accompanying drawings.
도 1에 도시한 바와 같이 본 발명에 따른 인재 인큐베이팅 시스템은 예를 들어 대학생(2년제, 4년제)을 목표로 한 구인/구직 시스템으로써 1개월에서 1년의 기간을 두고 구인업체(1)측에서는 자신의 조건에 맞게 구직자(2)를 육성하여 채용할 수 있도록 구직자(2)가 제출한 이력서 심사, 시험실시, 면접실시, 현장실습 및 최종합격을 결정하는 업무를 수행한다.As illustrated in FIG. 1, the talent incubation system according to the present invention is a job / job system aimed at college students (two-year and four-year programs). The job searcher (2) conducts the examination of resumes, examinations, interviews, on-the-job training and final decision on the job applicants (2).
또한, 구직자(2)측에서는 상기 구인업체(1)의 성격과 성향을 미리 파악하여그의 조건에 맞도록 집중적으로 공부하여 취업을 달성하도록 이력서 제출, 시험응시, 면접응시, 현장실습 참가 및 취업하는 동작을 수행한다.In addition, the job seeker (2) side to grasp in advance the nature and propensity of the job listing company (1) to study intensively in accordance with its conditions to submit a resume, take a test, interview, participate in the field training and work Do this.
이 같은 구인업체(1) 및 구직자(2)측에서의 동작은 도 2에 도시한 바와 같이 관리서버(4)를 통해 상호간에 이루어지도록 구성된다. 상기 관리서버(4)FFM 운영하는 업체에서는 구인업체(1)와 구직자(2)로부터 년회비를 징수하게 되며, 면접시에도 일정액을 징수하도록 각각의 구인업체(1) 및 구직자(2)들과 약정한다.The operation at the job listing company 1 and the job seeker 2 side is configured to be made mutually through the management server 4 as shown in FIG. Companies operating the management server (4) FFM are to collect the annual fee from the job offer company (1) and job applicants (2), and each job offer company (1) and job seekers (2) to collect a certain amount during the interview Commit.
상기 관리서버(4)는 도 2에 도시한 바와 같이 그 자체 메모리에 회원관리프로그램, 시험 관리 프로그램 및 종합관리프로그램 등이 저장되어 필요한 동작이 수행되도록 제어된다.As shown in FIG. 2, the management server 4 stores a member management program, a test management program, a comprehensive management program, etc. in its own memory, and is controlled to perform necessary operations.
본 발명의 동작 흐름을 구인업체, 구직자측을 구분하여 설명하면 다음과 같다.Referring to the operation flow of the present invention by separating the job listings, job seekers side as follows.
먼저, 구인업체측에서는 도 3에 도시한 바와 같이 관리서버(4)에 접속하여(스텝 S1) 구인업체로서의 회원 가입을 하고(스텝 S2) 관리서버(4)에서 제공하는 예를 들어 "나의 회사정보"라는 메뉴에 진입하여 구인 등록을 하게 된다.First, the job offerer side connects to the management server 4 as shown in FIG. 3 (step S1) and registers as a job offerer (step S2), for example, provided by the management server 4 "My company information." "Enter the menu to register for a job.
즉, 구인업체(1)는 먼저 관리서버(4)에 통보하여 관리 코드를 부여받은 후(스텝 S3) 인재 채용계획에 대한 정확한 자료를 관리서버(4)에 제공하여 등록토록 하는 것이다(스텝 S4).That is, the job offerer 1 first notifies the management server 4, receives the management code (step S3), and then provides the management server 4 with the correct data on the recruitment plan so as to register it (step S4). ).
이후, 구인업체(1)는 구직자(2)가 관리서버(4)를 통해 접수시킨 이력서를 검토하여 이력서를 토대로 한 서류심사의 합격여부를 결정한다(스텝 S5, S6). 이때, 서류심사에서 탈락하는 것으로 결정되면 구인업체(1)는 관리서버(4)를 통해 이력서접수자 리스트에서 탈락된 구직자를 삭제한다.Thereafter, the job listing company 1 examines the resume received by the job seeker 2 through the management server 4 and determines whether or not the document examination based on the resume has passed (steps S5 and S6). At this time, if it is determined that the document is dropped from the job review company (1) through the management server (4) deletes the missing job applicants from the resume recipient list.
이후, 구인업체(1)는 서류심사에 합격한 구직자(2)를 상대로 일정기간 동안 일정횟수의 시험을 실시한다(스텝 S7). 시험은 실시 며칠 전 시험실시 공지를 서류심사를 통과한 구직자에게 관리서버(4)를 통해 발송하게 되고(스텝 S71), 시험실시 날짜에 맞추어 구인업체(1)가 관리서버(4)에 시험문제를 등록하면(스텝 S72) 구직자(2)는 미리 정해진 시간에 맞추어 관리서버(4)에 접속하여 온라인 시험을 치르게 된다. 시험은 미리 정해진 시간 동안만 치르게 되며 정확성을 확보하기 위해 정해진 시간 이후에 등록된 답안은 자동으로 삭제된다(스텝 S73).Thereafter, the job offerer 1 conducts a certain number of tests for a certain period of time for the job seeker 2 who has passed the document screening (step S7). The test will be sent to the job seeker who passed the examination of the test a few days before the test through the management server 4 (step S71). Is registered (step S72), the job seeker 2 connects to the management server 4 at a predetermined time and takes the online test. The test is taken only for a predetermined time, and answers registered after a predetermined time are automatically deleted to ensure accuracy (step S73).
이 같이 각각의 시험이 끝나면(스텝 S8) 일정시간 후(대략 30분에서 1시간 후)에 구인업체(1)가 구직자(2)의 답안을 채점하여 점수를 결정하고 온라인 상으로 관리서버(4)에 직접 점수를 입력 관리토록 한다(스텝 S9).In this way, after each test (step S8), after a predetermined time (about 30 minutes to 1 hour), the job seeker (1) scores the answer of the job seeker (2) to determine the score, and the management server (4) online. ), The score is directly inputted and managed (Step S9).
한편, 출제될 시험문제가 장기적인 프로젝트를 요할 경우에는 시험 실시 공지를 하고 답안 작성 마감일(일정 기간)을 명기하여 구직자(2)로 하여금 작성된 프로젝트를 상기 마감일 전에 관리서버(4)를 경유하여 구인업체(1)에 제출하도록 한다.On the other hand, if a test question to be asked requires a long-term project, a notice of examination is given and a deadline for writing an answer (scheduled period) is given to job seekers (2) through the management server (4) before the deadline. Submit to (1).
이 같이 서류심사에 합격한 구직자(2)에 대한 시험은 소정기간(대체로 1개월에서 1년 정도)동안 주기적으로 행해지며, 구인업체(1)는 상기 1개월에서 1년 동안 행해진 시험점수 등을 종합하여 면접대상 구직자를 선별하고 이를 관리서버(4)에 통보하여 관리서버(4)로부터 해당 구직자에게 면접 통보하도록 한다(스텝 S10).Examinations for job seekers (2) who passed the document screening are conducted periodically for a predetermined period (usually about one month to one year), and the job offerer (1) is a test score of the one month to one year In summary, the job candidates interviewed are selected and notified to the management server 4 so that the job seeker can be notified of the interview by the management server 4 (step S10).
해당 구직자에 대한 면접이 끝나면(스텝 S11), 구인업체(1)는 구직자(2)의시험성적 및 면접성적을 종합하여 구직자(2)에게 일정기간 동안의 현장실습을 신청한다(스텝 S12).After the interview for the job candidate is completed (step S11), the job offerer 1 applies the on-the-job training to the job candidate 2 for a period of time by combining the test scores and the interview results of the job applicant (step S12).
구직자(2)의 현장실습이 완료되면(스텝 S13) 구인업체(1)는 상기 서류심사, 시험성적, 면접성적 및 현장실습성적 등을 종합적으로 평가하여(스텝 S14) 최종 합격자를 발표함으로써 구직자(2)가 정식으로 구인업체(1)에 취업하여 근무할 수 있도록 한다(스텝 S15). 이때, 최종 합격된 구직자(2)는 구인업체(1)에서 요구하는 소정의 교육을 이수하여야 한다. 이를 이수하지 못하면 업체는 합격을 취소할 수 있다.When the on-the-job training of the job seeker 2 is completed (step S13), the job offerer 1 comprehensively evaluates the document examination, the test score, the interview score and the on-the-job training score (step S14) and announces the final candidates. 2) formally makes a job at the job offerer 1 to work (step S15). At this time, the job candidate (2) finally passed must complete the predetermined training required by the job listing company (1). Failure to complete this may result in the company canceling the pass.
다음에, 구직자(2)측에서는 도 4에 도시한 바와 같이 관리서버(4)에 접속하여(스텝 S1) 회원가입을 하고(스텝 S2) "나의 정보"라는 메뉴에 진입하여 이력서를 작성하여 관리서버(4)에 접수한다(스텝 S3). 추후 이력서의 내용에 변경 사항이 있을 경우에는 즉시 내용을 수정하여야 한다.Next, the job seeker 2 connects to the management server 4 as shown in FIG. 4 (step S1), registers as a member (step S2), enters the menu "My information", creates a resume, and manages the management server. It accepts in (4) (step S3). If there is any change in the contents of the resume later, the contents should be amended immediately.
상기 회원가입한 구직자(2)는 최초 일정횟수의 서류심사 응시 기회를 갖게 된다. 그러나, 구직자(2)의 고의적인 면접 불참이나 다른 구직자에게 피해를 주는 구직자에 대해서는 일정한 비율로 신용도를 평가하게 된다.The job seekers (2) who have the membership will have a chance to take an initial examination of the document. However, job seekers who are willing to miss a job interview 2 or damage other job seekers will be evaluated at a certain rate.
구직자(2)가 자신의 이력서를 관리서버(4)에 접수함에 따라 관리서버(4)는 데이터베이스에 저장 관리되고 있는 구인업체(1)를 검색하여 구직자(2)의 조건에 부합하는 구인업체(1) 리스트를 표시한다(스텝 S4).When the job seeker 2 receives his resume to the management server 4, the management server 4 searches for the job shop 1 that is stored and managed in the database and meets the conditions of the job seeker (2) ( 1) A list is displayed (step S4).
따라서, 구직자(2)는 자신이 원하는 구인업체(1)에 이력서를 접수시키며(스텝 S5) 이를 확인한 구인업체(1)에서는 상기 구직자(2)의 이력서를 검토하여 서류심사 합격여부를 결정한다. 그 결과, 서류심사에 합격하면(스텝 S6) 이 같은 사항이 구직자(2)의 회원가입 당시 등록한 E-메일로 통보되며(스텝 S7), 구직자(2)는 그 때부터 수시로 "나의 정보"라는 메뉴에 진입하여 그 구인업체(1)의 정보를 확인하고 언제 시험을 실시하는지를 확인하여 시험에 응시한다(스텝 S8).Therefore, the job seeker 2 receives the resume to the job company 1 he wants (step S5), and the job company 1 which has confirmed this determines the acceptance of the document examination by reviewing the resume of the job seeker 2. As a result, upon passing the document screening (step S6), such matters will be notified by e-mail registered at the time of membership of the job seeker 2 (step S7), and the job seeker 2 will always be referred to as "my information" from then on. Enter the menu, check the information of the job offerer 1, check when the test is performed, and take the test (step S8).
즉, 구인업체(1)가 시험실시 공지를 하면 관리서버(4)를 통해 구직자(2)의 E-메일로 그 내용이 발송된다(스텝 S81). 그 내용은 "나의 정보"라는 메뉴에서도 확인할 수 있다.That is, when the job offerer 1 announces the test, the contents are sent to the job searcher 2 via the management server 4 (step S81). The contents can also be found in the menu "My Information".
이후, 구직자(2)는 반드시 공지 사항에 등록된 시간에 온라인으로 관리서버(4)에 접속하여 시험문제를 풀어야 하며 시험 마감시간이 되기 전에 답안을 전송하여야만 답안지가 올바로 전송 등록되고 마감시간 후에 전송 등록된 답안은 삭제된다(스텝 S82).After that, the job seeker (2) must access the management server (4) online to solve the test questions at the time registered in the notice, and the answer sheet must be sent correctly before the test deadline. The registered answer is deleted (step S82).
상기 구인업체(1)의 문제가 게시되는 곳은 "나의 정보" 메뉴에 "서류면접통과리스트"에 해당 구인업체를 클릭하여 문제풀기를 클릭하면 된다.Where the problem of the job listings (1) is posted in the "My Information" menu in the "document interview pass list", click on the job listings and click Solve a problem.
일정기간 동안 일정횟수의 시험이 완료되면 상술한 바와 같이 구인업체(1)에서는 해당 구직자(2)의 시험성적 등을 종합하여 관리하게 되며, 구인업체(1)의 시험성적 조건에 부합되는 것으로 판단되어 구인업체(1)로부터 관리서버(4)를 통해 면접실시 통보가 오면(스텝 S9) 구직자(2)는 구인업체(1)가 지정하는 곳에 가서 면접을 보게 된다(면접시의 지참서류 등은 관리서버에 의해서 통보됨)(스텝 S10).When a certain number of tests are completed for a certain period of time, as described above, the job offerer 1 manages the test scores of the job seeker 2, and the test scores of the job offerer 1 are determined to be met. When the job interview notification is received from the job offerer 1 through the management server 4 (step S9), the job seeker 2 goes to a place designated by the job offerer 1 and sees the interview. Notified by the management server) (step S10).
혹시 정해진 시간에 면접 응시를 하지 못할 경우에는 미리 관리서버(4)에 연락해야 하며 무단 불참시에는 구직자(2)의 신용점수에 반영되어 불이익을 받도록한다.If you do not take the interview at the appointed time, you should contact the management server 4 in advance, and if you do not attend, you will be penalized by being reflected in the credit score of the job seeker (2).
시험실시 및 면접실시가 완료된 후 구인업체(1)가 구직자(2)의 종합점수를 판단하여 관리서버(4)를 통해 현장실습을 신청하면(스텝 S11) 구직자(2)는 해당회사의 현장실습 조건(급여, 업무내용, 숙식 등)을 확인한 후 현장실습에 참여할 것 인지의 여부를 관리서버(4)에 통보한다(스텝 S12). 현장실습 참여 통보를 받은 관리서버(4)는 이 사실을 구인업체(1)에 통보함과 동시에 구직자(2)의 학교에 통보하여 현장실습 기간 동안 학점을 인정받을 수 있도록 한다. 이후, 구직자(2)가 구인업체(1)에 출근함으로서 현장실습이 시작된다(스텝 S13).After completion of the test and interview, the job seeker (1) judges the job score of the job seeker (2), and applies for on-the-job training through the management server (step S11). After confirming the conditions (salary, work content, accommodation, etc.), the management server 4 is notified whether or not to participate in the field training (step S12). The management server 4, which has been informed of the participation in the field training, notifies the job listing company 1 and the school of the job seeker 2 so that the credit can be recognized during the field training period. Thereafter, the job seeker 2 goes to the job placement company 1 to start the field training (step S13).
이후, 구직자(2)가 최종적으로 구인업체(1)의 면접 또는 현장실습에 통과하면(스텝 S14) 구인업체(1)로부터 관리서버(4)를 통해 취업 통보를 받게 되며(스텝 S15) 합격된 구직자는 구인업체(1)에서 요구하는 일정한 교육을 받고 취업이 완료된다(스텝 S16). 이때, 교육을 이수하지 못하면 업체는 구직자(2)의 취업을 취소할 수 있다.After that, when the job seeker 2 finally passes the interview or on-site training of the job offerer 1 (step S14), the job searcher 1 receives a job notification through the management server 4 (step S15). The job seeker receives certain training required by the job offerer 1 and the job is completed (step S16). At this time, if the training is not completed, the company may cancel the job searcher (2).
상술한 도 3 및 도 4에 의한 구인업체 및 구직자측에서의 동작 흐름을 도 5에서 종합적으로 나타내었다.3 and 4 show the overall operation flow in the job listings and job seekers of FIG. 5.
상술한 바와 같이 본 발명의 인재 인큐베이팅 시스템에 따르면, 대부분의 구인/구직 동작 흐름이 온라인 상에서 처리되므로 시간과 비용을 절약할 수 있으며, 구인업체는 서류심사, 시험, 면접 및 현장실습 등의 과정을 통해 구직자의 점수를 종합적으로 판단하여 효과적으로 인재를 채용할 수 있는 이점이 있으며, 구직자는온라인상에 등록된 많은 구인자 정보를 검토하여 자신이 원하는 조건에 맞는 구인업체에 접수하여 상기 단계를 거쳐 최종 취업됨으로써 미리 해당업체의 업무를 파악하여 근무 효율을 향상시킬 수 있는 이점이 있다.As described above, according to the talent incubating system of the present invention, most job / job search flows are processed online, thereby saving time and money. Through the comprehensive evaluation of job seekers' scores, it has the advantage of effectively recruiting talents. Job seekers review many job listings registered online and submit them to job companies that meet their desired conditions. By doing so, there is an advantage of improving work efficiency by identifying the work of the company in advance.
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| KR20000072589A (en) * | 2000-09-14 | 2000-12-05 | 송재민 | An intermediating service method between job offering parties and job seeking parties based on Internet |
| KR20000072679A (en) * | 2000-09-19 | 2000-12-05 | 조광선 | Corporate Human Resource Management system combined with education, certification tests and career management in the cyber space |
| KR20010094220A (en) * | 2000-04-04 | 2001-10-31 | 김영한 | Job Offer and Order System |
| KR20010109847A (en) * | 2000-06-02 | 2001-12-12 | 박정규 | The career and education management system in the Internet through the career communication |
| KR20010111985A (en) * | 2000-06-14 | 2001-12-20 | 편재경 | Business method for suppling and demanding a manpower using the on-line network and computer readable medium having program for performing the method |
| KR20020088254A (en) * | 2001-05-21 | 2002-11-27 | 주식회사 에치알파워 | System for manpower management service and method for managing the same |
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| KR20010094220A (en) * | 2000-04-04 | 2001-10-31 | 김영한 | Job Offer and Order System |
| KR20010109847A (en) * | 2000-06-02 | 2001-12-12 | 박정규 | The career and education management system in the Internet through the career communication |
| KR20010111985A (en) * | 2000-06-14 | 2001-12-20 | 편재경 | Business method for suppling and demanding a manpower using the on-line network and computer readable medium having program for performing the method |
| KR20000063650A (en) * | 2000-07-27 | 2000-11-06 | 주진용 | Intermediation System And Method For Adaptive Job-Offering/Job-Hunting On The Internet |
| KR20000072589A (en) * | 2000-09-14 | 2000-12-05 | 송재민 | An intermediating service method between job offering parties and job seeking parties based on Internet |
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