KR20200093201A - A evaluation method of job seeker's ability in the recruit system - Google Patents

Abstract

The job-seeker′s ability value can be evaluated in various ways, and among them, the present invention is to provide a method of quantifying and quantitatively evaluating the job-seeker′s aptitude and work ability. The present invention relates to a method of evaluating job seekers′ ability in a job search system realizing smart matching. According to the present invention, the method of evaluating job seeker′s ability comprises the steps of: (a) entering a participation period of each of a plurality of job seekers who participated in a project into an input unit; (b) collecting the participation periods of each of the plurality of job seekers and generating a sample group of participation periods having a sample mean and a sample standard deviation in an operation unit; (c) generating a range of the population mean of the sample group during the participation period from the sample mean and the sample deviations of the sample group during the participation period by estimating by the operation unit; and (d) comparing and determining the range of the population mean of the population of the participation period and each participation period input in the step (a) by the operation unit.

Description

A evaluation method of job seeker's ability in the recruitment system in a job search system that implements smart matching

The present invention is a method for evaluating a job seeker's ability in a job search system, and in evaluating a job seeker's ability, which is an essential element in matching a job seeker with a job search system, a job seeker's profile is used to find a job seeker's aptitude, work ability, and technical skills It relates to a method for evaluating job seekers' ability to analyze job seekers' ability as accurately as possible. Specifically, by applying statistical techniques in evaluating aptitude based on the information that job seekers entered into the job search system, the population average of the population of the job seekers participating in each project is estimated, and the job seekers' project participation period and participation period population Evaluation of job seekers' aptitude is made by comparing and judging the range of population averages. Furthermore, job seekers are assessed for their job ability by applying specific formulas based on the information entered by job seekers into the job search system. It is about the method of evaluating the job abilities of job seekers.

The job search system relates to a system that can arrange employment between job seekers and job seekers, and systematically analyze and provide information for job seekers and job seekers.

In recent years, new jobs have been created with so-called high-tech industries as the main axis, or in many cases, it is necessary to supply and demand human resources in a short period of time. In addition, this phenomenon led to a so-called increase in the mobility of workers. In particular, in the case of the information technology (IT) industry, manpower to be used for short- and long-term projects is temporarily required, whereas when these short- and long-term projects are terminated after a certain period of time, it is a characteristic of the industry that temporarily releases manpower to the market. The number of people working in the industry has increased rapidly.

One of the important factors in smart matching implemented on the job search system is the ability of job seekers. In other words, the matching rate can be increased only when matching with job seekers is made while the job seeker's aptitude, job ability, or technical skills are properly evaluated. The higher the job matching ratio between job seekers and job seekers, the higher the job efficiency of job seekers. At the same time, job satisfaction for job seekers can also increase.

Despite the importance of evaluating job applicants' abilities, in the past, there was a limitation in evaluating job applicants' abilities using texts such as self-introduction letters. The evaluation of the job seeker's ability based on the text entered by the job seekers is bound to be limited, and thus causes an additional evaluation that requires more time and money.

In order to solve this problem, Korean Patent Publication No. 10-2004-0044703, which is a prior art, is disclosed.

In the prior art, when job seekers are registered, job histories or job skills are assessed in detail and quantified through job competency verification to verify them. It is an invention related to a job search system that can provide a personalized service through and effectively perform recruitment management and talent management of manpower.

However, according to the prior art, a specific metering method is not provided in quantifying the profile of the job applicant. That is, it does not disclose technical features of how to specifically quantify using the input job-seeker's captive file, and furthermore, it does not disclose technical features of how the specifically quantified job seekers' profiles are used for evaluation. not.

Therefore, there is a need for a technical means to extract factors that can be quantified from the input job seeker's profile, and to evaluate a job seeker's aptitude, work ability, and technical skills using the quantified data consisting of the extracted factors.

In order to solve the problems according to the above-described prior art, it is intended to provide a method for specifically evaluating a job seeker's ability using a profile of job seekers input by item, not by text level, by classifying items to be input by job seekers.

Specifically, job abilities of job seekers can be evaluated in a number of ways. Among them, it is intended to provide a method for quantitatively evaluating job applicants' aptitude and work ability.

In order to solve the problems according to the prior art described above, a method for evaluating a job applicant's ability according to the present invention includes: (a) inputting a participation period of each of a plurality of job seekers participating in a project into an input unit; (b) a step of generating a sample group of participation periods having a sample mean and a sample standard deviation in a calculation unit by collecting the participation periods of each of the plurality of job seekers; (c) a step in which the range of the population mean of the population of the participation period is estimated from the sample mean and the sample deviation of the sample group of the participation period and is generated by the calculation unit; And (d) comparing the range of the population average of the participation period population and each participation period input in step (a) by the calculation unit.

Preferably, the project in step (a) is multiple, and in step (a), the respective identification factors for each of the plurality of projects are input to the input unit.

Preferably, (a-1) after the step (a), determining whether the respective identification factors for each project input in the step (a) are the same or similar; And (a-2) when each identification factor of each project in the step (a-1) is the same or similar, it is further determined that it is the same project.

Preferably, in the step (b), when it is determined that the project is the same in the step (a-2), the participation periods of the plurality of job seekers participating in the same project are gathered, and the participation period for the same project A sample group is generated in the calculation unit, but if the participation period of each of the participation periods is a participation period less than a predetermined period, the participation period is excluded from the sample group.

In order to solve the problems according to the prior art described above, another job seeker's ability evaluation method according to the present invention includes: (g) a specific task and a period during which the job seeker performed the specific task is input to the input unit, and the specific task is continuously performed. Inputting one or more consecutive execution periods for each execution period; (h) calculating a total period from the start time of the first continuous execution period to the end time of the last continuous execution time among the one or more consecutive execution periods input to the input unit; (i) The sum of one or more consecutive execution periods input in step (a) is calculated by the operation unit to calculate the expertise of the specific task, and the ratio of the sum of the one or more consecutive execution periods to the total period is calculated by the operation unit Calculation is performed, the continuity of the specific task is calculated, and the start time and the current time of the first continuous execution period among the one or more continuous execution periods input to the input unit are input to a predetermined formula to calculate the latestness of the specific task. ; And (j) a predetermined weight is assigned to each of the expertise of the specific task, the continuity of the specific task, and the latestness of the specific task, calculated in step (i), and is input to a predetermined formula to be calculated by the calculation unit. Includes steps to be computed.

Due to the above-described problem solving means according to the present invention, according to a method of evaluating a job seeker's ability with a job seeker's profile for each detailed item entered by applying a statistical technique, the aptitude or job ability of the job seeker who is a qualitative evaluation factor Since it can be quantitatively evaluated, the matching rate between job seekers and job seekers in the job search system can be increased, thereby increasing work efficiency and satisfaction with work.

Specifically, the population average range of the population of the participation period of the project is estimated through the project identification factors and the participation period included in the job seeker's profile, and the extent of the job seekers' participation period is calculated from the population average range, based on the calculation. Since it is possible to evaluate job seekers' aptitudes, it is possible to more clearly and objectively evaluate qualitative evaluation areas. Furthermore, the suitability for a specific task can be more clearly and objectively based on the execution period of a specific task entered by job seekers.

1 is a flow chart for a method for evaluating a job seeker's ability according to an embodiment of the present invention.
2 is a flow chart for a method for evaluating a job seeker's ability according to another embodiment of the present invention.

Hereinafter, preferred embodiments of the method according to the present invention will be described with reference to the accompanying drawings. In this process, the thickness of lines or the size of components shown in the drawings may be exaggerated for clarity and convenience. In addition, terms to be described later are terms defined in consideration of functions in the present invention, which may vary according to a user's or operator's intention or practice. Therefore, the definition of these terms should be made based on the contents throughout the present specification.

The present invention can be applied to any type of industry as long as the job seeker's profile can be input by dividing it into specific details, and the input job seeker's profile can be distinguished by a certain criterion. However, the present invention will be described based on the information technology (IT) industry.

An embodiment according to the present invention will be described with reference to FIG. 1.

Various projects are implemented and ended in the information technology industry. A project refers to a series of tasks that are planned, executed, controlled or built in any one information processing system, or systematically performed in connection with the information processing system.

S100: Step of entering the job searcher's project participation period and the identification factor of the participating project into the input unit

Project information included in the profile of relevant job seekers such as the duration of project participation, the name of the project, the place where the project was performed, the provincial office where the project was performed, and the project attendant is entered into the input unit.

In general, projects in which job seekers have participated in the information technology industry include project duration, project name, place where the project was performed, the original office where the project was performed, and identification factors that can be divided into the project operator.

Accordingly, as the job seeker's profile is input by each detailed item in the job search system, the participation period, etc., along with the project identification factor that the job seeker participated in are input.

In the job search system according to the present invention, unlike the job search system according to the prior art described by the job seeker in text form, each job item is specifically subdivided, and the job seeker checks, classifies or describes in the corresponding detailed items, From the step of entering the profile of the job seeker can be classified by subdividing information about the profile.

Furthermore, it is needless to say that a project for a new technology is carried out due to a rapid change in the industrial structure, and if a new detailed item corresponding to the project is needed, it can be configured to generate a job seeker. However, the detailed items created for job seekers may be composed of formal details after obtaining approval from the job search system administrator. Accordingly, detailed items necessary for the industrial structure may be continuously updated.

S200: Step of determining whether it is the same project or a different project using the project identification factors input from a plurality of job seekers

As a project-specific identification factor included in the job seeker's profile entered in the input section, whether it is the same project or a different project is calculated and classified by the calculation unit.

As project identification factors such as the project name, the original office, the attendant, and the work place input to the input unit by a plurality of job seekers, it is determined whether the projects in which a plurality of job seekers participate are the same project or different projects.

If the input identification factor is the same or similar, it is determined that the same project is the same project, and if it exceeds a similar range, it can be determined as a different project. For example, if the project name, original office, and attendant are the same, the identification is considered to be the same project even if the place of execution is slightly different, and it is judged to be the same project. It can be judged as a different project. Of course, the similarity range can be defined by certain rules.

Of course, it can be determined that the input project identification factors are weighted and calculated according to a predetermined formula, so that if they show a certain value, they are considered to be within a similar range.

At this stage, multiple identical projects may be generated through multiple project-specific identification factors entered by multiple job seekers. Alternatively, if the project identifier entered by the job seeker is within the similar range as the identifier of the project already created, it may be determined to be the same project as the project already created.

S300: Step of determining whether the participation period of each job seeker participating in the same project is longer than a predetermined period

It is determined by the calculation unit whether each of the job seekers participating in the same project has a participation period of a predetermined period or more.

Since the participation period of multiple job seekers is gathered to form a sample group for the participation period of the same project, if the participation period of the job seekers input into the job search system is a very short participation period, it is compared with the sample group for the participation period of the same project. This may be a meaningless period. For example, if the participation period of job seekers participating in one and the same project with a sample average participation period of 12 months is less than 1 month, it can be regarded as a meaningless participation period compared to the sample group of the entire participation period. This is to have the significance of the sample group in forming the sample group during the participation period of the same project.

If a job seeker's participation period is longer than a certain period, it can be reflected in estimating the scope of the population average in the future by being included in the sample group for the participation period of the same project. If a job seeker's participation period is less than a predetermined period, it is not included in the sample group for the same project's participation period, and is immediately compared with the population average range of the population for the same project's participation period. The job seeker's abilities are assessed in relation to aptitude by comparison with the population mean range.

S400: Steps in which a sample group for the same project participation period is generated by gathering respective participation periods of multiple job seekers

When a job seeker's participation period is equal to or greater than a predetermined period, the participation period of each of the plurality of job seekers gathers and a sample group of the participation period of the same project is calculated and generated in the calculation unit. If a sample group for the participation period for the same project has already been created, a sample group for the participation period for the same project may be updated by including a new participation period. Furthermore, the new average participation period is updated to include the population average of the participation period population estimated from the participation period sample group for the same project.

S500: Step of determining whether the number of participation periods constituting the sample period of participation period is greater than or equal to a predetermined number

The calculation unit determines whether the number of participation periods of each of the plurality of job seekers constituting the sample period of participation period is greater than or equal to a predetermined number.

In order for the sample group to participate in the sample period, the number of samples needs to be more than a predetermined number. For example, if the number of participation periods of more than 30 job seekers participating in the same project is more than 30, it can be defined as maintaining the sample quality of the participation period sample group.

If there are less than 30, it is judged that they do not have the sample quality, and a sample group may not be created for the participation period of the same project. Then, until the newly entered and recognized as the same project, the job seeker's participation period remains sampled. Continued addition, only 30 or more participants can form a sample group.

S600: Step of estimating and generating the population mean range of the participation period population from the generated participation period sample group

The population mean range of the participation period population from the sample period of the participation period with the sample mean and sample standard deviation in the same project is estimated and calculated by the operator.

For example, at a 95% confidence level, the population mean range is as shown in Equation 1.

[Equation 1]

이고,

이다.In Equation 1

ego,

to be.

S700: Step of comparing the population average range and each participation period input to the input unit to the calculation unit

The population average of the estimated participation period population and each participation period input to the input unit are compared and judged by the calculation unit.

As an example, when the job seekers input to the input unit participate in the same project more than the maximum value in the population average range, a high job search ability can be recognized as a high sense of responsibility. On the other hand, if the job seeker's participation in the same project entered in the input section is less than the minimum value in the population average range, the low job seeker's ability can be recognized as a low sense of responsibility.

As another example, if the job seekers entered in the input section participate in the same project more than the maximum value of the population average range, the score will be 5 points, the population average range will be 3 points, and if the population average is less than the minimum value, the score will be 1 point. It is possible.

In conclusion, it is judged whether the same project is the project identification factor that the job seekers participated in, and the participation period of each job seeker who participated in the project judged to be the same project is gathered to generate a sample group and population mean range of the same project. Each job seeker's participation in the same project is compared and judged.

Another embodiment according to the present invention will be described with reference to FIG. 2.

In the information technology industry, job seekers perform a variety of specific tasks. The method of evaluating the job seeker's abilities, such as the job seeker's job abilities, will be described in terms of the job seeker's execution period.

P100: Step in which the job search period for a specific job is input to the input unit

Each execution period for a specific job performed by job seekers is input to the input unit. However, it is preferable that the execution period is inputted, but is inputted for each execution period continuously performed. As an example, if a specific task is performed from January to March, then after a period of cessation from April to May, and then again from June to October, the specific task is performed from January to March, June It is desirable to enter the execution period for each consecutive section in October.

Job seekers input information about specific tasks performed by job seekers into the input unit.

In the job search system according to the present invention, unlike the conventional job search system described in the text form by job seekers, the job seekers perform specific jobs by checking, classifying or describing the items related to the specific job in detail. The period may be input for each execution period performed continuously.

Furthermore, of course, when a new specific task is performed due to a rapid change in the industrial structure, and a new detailed item corresponding to the specific task is required, it can be configured to allow job seekers to create detailed items for a specific task. However, the detailed items created for job seekers may be composed of formal details after obtaining approval from the job search system administrator. Accordingly, detailed items of a specific task required may be continuously updated according to changes in the industrial structure.

P200: Step of calculating the execution period of the job seekers inputted and calculating the total period of time the job seekers are involved in a specific task

Of the one or more consecutive execution periods of the job seekers input to the input unit, the entire period from the start of the first continuous execution period to the end of the last continuous execution period is calculated in the calculation unit.

It is desirable that the entire period is calculated separately for each specific task. Therefore, when job seekers perform several specific tasks, the entire period can be calculated for each specific task performed.

P300: The stage in which the professionalism, continuity, and latestness of a specific task are calculated by comparing judgment between the continuous execution period and the entire period.

Since the professionalism of a job seeker for a specific task is determined, the professionalism of the job seeker may be determined by the calculation unit as a sum of execution periods continuously performed. Therefore, the longer the period of successively performed, the greater the professionalism for a particular task and the higher the overall job seeker's ability.

Since the continuity of job seekers for a specific task is determined, the continuity of job seekers may be determined by the calculation unit as a ratio of the sum of the continuous execution periods among the entire period. Therefore, the higher the ratio of continuous execution periods among the entire periods, the higher the continuity for job-seekers' specific tasks and the higher the overall job seekers' ability.

In order to determine the latestness of a job seeker for a specific job, the time point of the first continuous execution period and the current time point are input into Equation 2 below, and the latest part of the job can be determined by the calculation unit.

The latestness of a specific task = ((1-C) ^{(current year-first year)} )*

[Equation 2]

In Equation 2, C is the attenuation coefficient. If the information on a specific task is not acquired every year due to the rapid industrial structure, it can be calculated as a simulation result consisting of the participation of a large number of job seekers in a specific task, on the assumption that the latestness of the specific task is reduced. In the information technology industry, it is known that the attenuation coefficient of 0.15 is desirable as a result of simulation.

P400: Step of evaluating job seekers' abilities by assigning weights to the professionalism, continuity and up-to-dateness of specific tasks

After weighting is given to expertise, continuity, and up-to-dateness for a specific task, it is input to a predetermined formula and calculated by the calculation unit.

Needless to say, the weight can be different for each considering the characteristics of a specific task. For example, in the case of a manpower required for the latest technology, a high weight is given to the latestness, and a low continuity weight can be assigned, and when a manpower familiar with a specific specific task without sudden change is needed, the continuity or expertise rather than the latestness Needless to say, it can be given a higher weight.

The weighted professionalism, continuity, and up-to-date values are input and calculated in a predetermined formula, and the calculated values of job seekers can be evaluated. In addition to a simple arithmetic mean, job seeker's ability can be more appropriately evaluated by applying it to a formula derived using a statistical technique or simulation.

As described above, the present specification has been described with reference to the embodiments shown in the drawings so that those skilled in the art can easily understand and reproduce the present invention, but these are merely exemplary, and those skilled in the art can make various modifications and equivalents from the embodiments of the present invention. It will be understood that embodiments are possible. Therefore, the protection scope of the present invention should be defined by the claims.

Claims (5)

(a) a step in which the participation period of each of a plurality of job seekers participating in the project is input to the input unit;
(b) a step of generating a sample group of participation periods having a sample mean and a sample standard deviation in a calculation unit by collecting the participation periods of each of the plurality of job seekers;
(c) a step in which the range of the population mean of the population of the participation period is estimated from the sample mean and the sample deviation of the sample group of the participation period and is generated by the calculation unit; And
(d) A method for evaluating a job seeker's ability including the step of comparing the range of the population mean of the participation period population and each participation period input in step (a) in the calculation unit.
According to claim 1,
There are a number of projects in step (a) above,
In the step (a), a method for evaluating a job seeker's ability to identify each of the multiple project identification factors is input to the input unit.
According to claim 2,
(a-1) after the step (a), determining whether each identification factor of each project input in the step (a) is the same or similar; And
(a-2) When each identification factor of each project in the step (a-1) is the same or similar, the method of evaluating a job seeker's ability further comprising determining that the project is the same project.
The method of claim 3,
In step (b), if it is determined in step (a-2) that the project is the same, the participation period of a plurality of job seekers participating in the same project gathers and the sample group of the participation period for the same project is recalled. A method of evaluating a job seeker's ability generated by the calculation unit, but excluded from the sample group of the participation period when the participation period is less than a predetermined period among the participation periods.
(g) a period in which a specific job and a job seeker performed the specific job are input to an input unit, and one or more consecutive execution periods are input for each execution period in which the specific job is continuously performed;
(h) calculating a total period from the start time of the first continuous execution period to the end time of the last continuous execution time among the one or more consecutive execution periods input to the input unit;
(i) The sum of one or more consecutive execution periods input in step (a) is calculated by the calculation unit to calculate the expertise of the specific task, and the ratio of the sum of the one or more consecutive execution periods compared to the total period is calculated by the calculation unit Calculation is performed, the continuity of the specific task is calculated, and the start time and the current time of the first continuous execution period among the one or more consecutive execution periods input to the input unit are input to a predetermined formula to calculate the latestness of the specific task. ; And
(j) In a state in which a predetermined weight is assigned to each of the expertise of the specific task, the continuity of the specific task, and the latestness of the specific task calculated in step (i), it is input to a predetermined formula and calculated by the calculation unit A method for evaluating a job seeker's ability including the steps of becoming.

Images