WO2005101260A1

WO2005101260A1 - Recruiting system using online document selection system and operation method thereof

Info

Publication number: WO2005101260A1
Application number: PCT/JP2004/005298
Authority: WO
Inventors: Atsushi Naito; Aya Sato; Takaomi Watanabe
Original assignee: First Career Trading
Priority date: 2004-04-14
Filing date: 2004-04-14
Publication date: 2005-10-27
Also published as: JPWO2005101260A1

Abstract

There is provided a recruiting system including: an ability request information acquisition section for acquiring information indicating ability requested for a job seeker by an employer enterprise together with public/non-public identification information for the job seeker; an ability request information disclosure section for disclosing the acquired ability request information on the Web according to the public/non-public identification information; a satisfaction information acquisition section for acquiring satisfaction information, i.e., information indicating the degree of satisfaction of the ability request information by the job seeker; a point score calculation section for calculating a point score according to the satisfaction information acquired; a history storage section for storing a history of application for the employer enterprise by the job seeker; a tentatively adopted applicant ratio correlation equation generation section for generating a tentatively adopted applicant ratio correlation equation indicating the relationship between the point score and the tentatively adopted applicant ratio according to the application result and the point score calculated; and a tentatively adopted applicant ratio calculation section for calculating the tentatively adopted applicant ratio according to the satisfaction information and the unofficial ratio correlation equation.

Description

Description Recruiting system using online document selection system and its operation method

The present invention relates to a recruiting system for calculating a job offer rate based on a job offer rate correlation formula or the like generated based on a result of a job seeker applying for a recruiting company and a score calculated by a score calculation unit, and an operation method thereof. Related. Background technology-There has been a system that supports matching between recruiting companies and job seekers using the Internet or the like. For example, a recruiting company's recruiting conditions are converted into a database, the database is searched from the recruiter's personal computer, and information that matches the search conditions is extracted and transmitted to the recruiter's personal computer. (Refer to Patent Document 1 (Japanese Patent Application Laid-Open No. 2004-212571)).

However, given the collapse of lifetime employment and the worsening employment situation, more and more people need job recruiting and recruiting activities, and the need for sustained recruiting and job recruiting activities will increase in the future. It is expected. Under these circumstances, recruiting companies seek to hire the best job seekers in order to secure the right people in the right jobs, or to seek employment in the light of future career development by job seekers. In order to secure recruitment, it is not enough to search for such recruiting and recruiting information and create a database.It is more suitable for short-term intensive activities for both recruiting and recruiting sides. Securing human resources or finding a job in a company that wants it is becoming an important issue. In other words, from the perspective of the recruiting company, it is necessary to conduct recruiting activities at an early stage by narrowing down to human resources that meet the standards of the own company. It is necessary to shorten the time and effort. Also, from the job seeker's point of view, the recruiting company will clearly and objectively indicate the human resources that the recruiting company wants to hire from the beginning, and recruit themselves in light of such human resources. It is necessary to narrow down the approach to companies with high potential from the beginning. In this way, effective and efficient activities are needed for both job seekers and job seekers. In order to enable such effective and efficient job recruiting and recruiting activities, it is necessary for job seekers to grasp in advance the recruitment potential of a company that has been objectively calculated in light of its own abilities, etc. Can be In addition, recruiting companies are required to conduct recruiting activities based on the evaluation of job seekers based on such objectively calculated results, and perform objective calculations of recruitment potential for this purpose Building a mechanism is an essential issue.

In addition, among the above-mentioned objectively calculated criteria for recruitment of companies, such as the ability of job seekers, the recruiting companies disclose in advance to job seekers the evaluation criteria While this may be familiar to job seekers as making it entirely possible to determine the employability of a company against the standards in advance, while others may not. You can. Therefore, it is necessary to incorporate such non-disclosed information and evaluate it, and to establish a mechanism to give consideration to the convenience of job seekers. Disclosure of the invention

In order to solve the above-described problems, the present invention provides a capability request information acquisition unit that acquires capability request information, which is information indicating the capability that a recruiting company seeks for a job seeker, with public / non-public identification information for the job seeker, A capability request information disclosure unit for releasing the capability request information acquired by the capability request information acquisition unit to job seekers on the basis of public / non-public identification information on a page, and responding to a recruitment of a recruiting company. The degree to which the entry job seeker who meets the ability request information A satisfaction information acquisition unit that acquires satisfaction information that is information indicating a job, a score calculation unit that calculates a score based on the satisfaction information acquired by the satisfaction information acquisition unit, and a job seeker who applied for the recruiting company. Based on the history holding unit that holds the history, the result of the application held in the history holding unit, and the score calculated by the score calculation unit, the undecided rate correlation indicating the relationship between the score and the undecided rate. An implicit rate correlation equation generation unit that generates an equation; an entry job seeker's satisfaction information acquired by the satisfaction information acquisition unit; and an implicit rate correlation equation generated by the implicit rate correlation equation generation unit. The present invention provides a job recruitment system having a job offer rate calculation unit that calculates the job offer rate of entry job seekers based on and. Brief description of the drawings

FIG. 1 is a schematic diagram for explaining Embodiment 1, FIG. 2 is a functional block diagram for explaining Embodiment 1, and FIG. 3 is a functional block diagram for Embodiment 1.

FIG. 4 is a conceptual diagram for explaining the first embodiment, FIG. 4 is a conceptual diagram for explaining the first embodiment, and FIG. 5 is a diagram for explaining a processing flow of the first embodiment. -, Fig. 6 is a functional block diagram for explaining the second embodiment, Fig. 7 is a diagram for explaining the processing flow of the second embodiment, and Fig. 8 is FIG. 9 is a functional block diagram for explaining Embodiment 3, and FIG.

FIG. 10 is a diagram for explaining the flow of processing of FIG. 3; FIG. 10 is a functional block diagram for explaining Embodiment 4; FIG. 11 is a flowchart of processing of Embodiment 4; FIG. 12 is a functional block diagram for explaining the fifth embodiment.

FIG. 13 is a diagram for explaining the processing flow of the fifth embodiment.

^JJ

Some ο best modes for carrying out the invention

Hereinafter, embodiments of the present invention will be described using examples. Examples, implementation The mutual relationship between the form and the claims is as follows.

Embodiment 1 A first embodiment, which is an embodiment mainly related to Claims 1 and 6, will be described. -Embodiment 2: A description will be given of Embodiment 2 which is an embodiment mainly related to the second claim and the like.

Third Embodiment A third embodiment, which is an embodiment mainly related to Claim 3 and the like, will be described. '

Embodiment 4 Embodiment 4 which is an embodiment mainly relating to Claim 4 and the like will be described.

Fifth Embodiment A description will be given of a fifth embodiment, which is an embodiment mainly relating to claim 5 and the like. '

The present invention is not limited to these embodiments at all, and may be implemented in various modes without departing from the gist of the invention.

<Example 1>,

FIG. 1 shows an example of the concept of the present embodiment. Hereinafter, description will be given in accordance with the example shown in FIG.

(1) The recruitment system according to the present invention obtains an evaluation criterion 0103 created by the recruiting company 0101 to evaluate whether or not the recruiting company is suitable for the company. The criterion 0103 is divided into a plurality of evaluation items. For example, evaluation items are divided into large items, medium items, and small items. Major items are, for example, skills, experience and persons. The middle items are, for example, Java (registered trademark) and C language for skills, Web system development for experience, and emotional and behavioral aspects for persons. The recruitment system according to the present invention evaluates these items, for example, if each small item is satisfied, if not satisfied, evaluates as X, and as a whole, what percentage of the item is Evaluate whether or not is there Alternatively, items may be weighted and, for example, one item may be evaluated with twice the specific gravity of the other items. This evaluation result is converted into a score.

This evaluation criterion 0 1 0 3 is based on the ability request information 0 1 0 4, which is information indicating the ability of the recruiting company 0 1 0 1 seeking the job seeker 0 1 0 2, and the Possess. The recruiting company 0 1 0 1

There is a possibility that 104 will be disclosed to job seekers 0 102 on the homepage of the recruiting company, etc., and a case where it will not be disclosed. Therefore, the recruiting company 0 1 0

1 holds the capability requirement information 0 1 0 4 with public / non-public identification information 0 1 0 5 which is information for identifying whether or not to disclose it. The ability request information 0104 identified as open to the public based on the open / closed identification information 0105 is sent to the job seeker 0102 on the homepage of the recruiting company 0101. It will be published and as a result, job seekers 0 102 will be able to view it.

(2) Further, the recruiting system according to the present invention retains application history · 0106 of applicants who have applied for recruitment of the recruiting company 0101 in the past. This application history 0 10.6 contains information on how many points each individual applicant has scored against the above criteria and whether or not the applicant has received a job offer. It is. As a result, what percentage of those who got a certain score got a job offer, or how many points needed to get a job offer with a certain probability or more? Information is obtained. Such information, which is related to the privacy of the individual, is particularly open to the public, for example, on the homepage of the recruiting company 0101 and can be viewed by job seekers 0102.

(3) The job seeker 0 1 0 2 is the job seeker 0 1 on the homepage of the job seeker 0 1 0 1 among the ability request information 0 1 0 4 held by the job seeker 0 1 0 1. You can browse the information published in 02. So, find a job The person o 102 evaluates himself / herself based on the ability request information that he / she can review about the company etc. that he / she wants to apply for. In addition, all items that the company evaluates when recruiting are disclosed, including those for which the capability request information 0104 is not disclosed. So the job seeker 0 1 0

2 is also for items for which the capability requirement information 0 1 0 4 is not disclosed.

(4) Job seeker 0102 is an evaluation of a company whose ability request information is not disclosed in the information 0107 including the above-mentioned evaluation result, that is, information indicating the degree to which he / she is satisfied with the ability request information. Relevant item for the item. Information that includes the relevant content is added to the recruiting company with the intention to apply. 0 1

At this stage, the job seeker will be sent from the person who merely has a willingness to respond to the job seeker's recruitment from the inside out. _t to be a Jill job seekers

(5) The recruiting company 0101 receiving the above information will not be able to disclose the ability request information, and will submit all the information, including the contents entered by the job seeker 0102, on the evaluation items of the company. Evaluate this for information. Therefore, the recruiting company

0 1 0 1 has this as a natural premise for the evaluation criteria for non-public information. As a result, for example, the recruiting company 0101 will know that those who score less than a certain score are unlikely to be recruited, based on the application history 0106 mentioned above. Therefore, this person will be dropped at the stage of document screening, and only those who have reached a certain score will be notified of interviews and other tests. Also, job seekers 0 1 0

2 Because it is not possible to know almost all of the evaluation criteria, it is necessary to know how they were evaluated against non-disclosed standards and whether or not they were judged to be adoptable as a result. I can't do that. Therefore, in order to contribute to the convenience of the job seeker, the job seeker 0101, who did not score below a certain score, was individually dropped by the job seeker 0102, which was dropped at the stage of document screening. Is also good. <Configuration>

FIG. 2 is a diagram showing an example of a functional block according to the present embodiment.

Each part which is a component of the present invention is configured by one of hardware, software, and both hardware and software. For example, in the case of using a computer, hardware that consists of CPU, memory, path, interface, peripheral device, Software that can be executed on hardware can be mentioned.

Specifically, by sequentially executing the programs expanded on the memory, it is possible to add, store, and output data on the memory or data input via the interface. This realizes the function of each part.

The recruiting system 0 200 of the present embodiment includes a capability request information acquisition unit 0 201, a capability request information disclosure unit 0 202, a satisfaction information acquisition unit 0 203, and a score calculation unit 0 200. 4, a history storage unit 0205, an implicit rate correlation formula generation unit 0206, and a fixed rate calculation unit 0207.

The ability request information disclosure unit 0201 is configured to acquire the ability request information, which is information indicating the ability of the recruiting company to seek the job seeker, with the public / non-public identification information for the job seeker. .

Public / non-public identification information refers to information for identifying whether or not to release the capability request information to job seekers.

Some criteria for assessing whether a job seeker is satisfied with the skill requirement information, particularly the skill requirement information, may not be appropriate to disclose to the job seeker. For example, a company is a business that requires a specific ideology to exist and requires workers to approve and support it. In this case, the company may consider the job seeker's philosophy and beliefs as recruiting conditions, to the extent that it does not unduly discriminate. Indeed, exposing parentheses to a standard would hinder a job seeker's honest filing or give the job seeker an unnecessary misunderstanding. In such a case, it is required that the evaluation criteria for the philosophy and beliefs be kept private. Therefore, the ability request information disclosure unit 0201 obtains the capability request information that is not appropriate for the job seeker to be disclosed to the job seeker with the disclosure / non-disclosure identification information under such circumstances, and does not disclose it based on this. The purpose is not to disclose such information. In addition, the ability request information disclosure section 0 201 automatically alerts and corrects erroneous entries when the acquired items alone are insufficient as information necessary for calculating the informal offer rate. It may be configured as follows.

The capability request information disclosure unit 0202 has a function to release the capability request information acquired by the capability request information acquisition unit 0201 to job seekers on the web based on the public / non-public identification information. .

The satisfaction information acquisition unit 0203 is configured to acquire satisfaction information, which is information indicating the degree to which the entry job seeker satisfies the ability request information.

Entrepreneur job seekers are job seekers who respond to recruitment from a recruiting company. In other words, those who merely have a willingness to respond to recruitment by a recruiting company in their own mind are excluded. In other words, when a job seeker sends his / her intention to apply, etc. to the recruiting company, the person who merely has a willingness to respond to the recruitment of the recruiting company from the inside out becomes an entry job seeker.

Acquisition may be, for example, one that is stored in its own HDD, or one that is acquired as needed from one that is stored in a medium such as CD.

The score calculation unit 0204 is configured to calculate a score based on the satisfaction information acquired by the satisfaction information acquisition unit 0203.

The history holding unit 0205 is configured to hold a history in which a job seeker responds to the recruiting company. The undecided rate correlation formula generation unit 0206 determines the score and undecided rate based on the application result held in the history storage unit 0205 and the score calculated by the score calculation unit 0204. It is configured to generate an implicit fixed-rate correlation equation that indicates the relationship. The undecided rate calculation unit 0207 is generated by the satisfaction information of the entry job seeker acquired by the satisfaction information acquisition unit 0203 and the undecided rate correlation formula generation unit 0206. It is configured to calculate the job offer rate of the entry job seeker based on the job offer rate correlation formula.

The undecided rate correlation formula generation unit 0205 determines the relationship between the score and the undecided rate based on the application result held in the history holding unit 0204 and the score calculated by the score calculation unit. It is configured to generate the undecided rate correlation equation shown below.

The job offer means that the recruiting company decides on recruitment as a result of the job seeker's judgment based on the standards of the company, and the job offer rate means the rate that indicates the possibility of job offer. In other words, the job offer rate is a rate that indicates the likelihood of being offered a job offer based on the standards of the company, and the job offer company has actually offered the job offer or has the intention to do so. This is not necessary. This job offer rate is a numerical value that can be used as a criterion for a recruiting company to help narrow down candidate human resources.

The relationship between the score and the undecided percentage is, for example, if the score is 70 or more and less than 75 points, the past 9 applicants have applied and two have received the undecided decision, so the final rate is 22% However, if the score is 75 or more and less than 80 points, since the past nine people have applied and three have obtained a job offer, the job offer rate rises to 33% every time I say

Fig. 3 shows an example of the history of job applicants who have been applied to the recruiting company and are stored in the history storage unit.

This figure shows that the past 50 applicants applied for the recruiting company and that 20 had received a job offer, along with the score distribution of each job seeker. Fig. 4 shows the information that shows the ability of a recruiting company to seek a job seeker in multiple items format, satisfaction information, a score calculation based on the satisfaction information, and an implicit rate correlation formula generated based on the score. An example of the informal fixed rate calculation based on is shown below.

In the example of this figure, the plurality of items are set in three stages: a large item 0401, a medium item 0402 and a small item 0403.

The major items 0 4 0 1 are skills, experience and persons.

The middle item 0 4 0 2 is a further subdivision of the large item 0 4 0 1, and for example, according to the example in this figure, one of the middle items related to skills is Either Java (registered trademark), which is a skill required for computer software system development, or each skill in a programming language such as C language. '

The sub-item 0 403 is a further subdivision of the mid-item 0 4 0 2, for example, according to the example in this figure, the Java (registered trademark) One of the skills sub-items is the number of years of Java ™ experience.

The numerical value of 0% 0 4 0 4 shown in the lower column of the skill is satisfaction information indicating that the degree of satisfying the major items of the skill is 90%. Similarly, 70% is experience and 85% is person satisfaction. For example, there are 100 small skill items, and whether or not each item is satisfied is evaluated by the X formula. For example, if you have more than 3 years of experience with Java (registered trademark), it will be like 〇. The fact that the skill satisfaction information is 90% indicates that 90 out of 100 items are 〇.

Then, based on the skill satisfaction information of 90%, the score 0 406 is calculated to be 90 points. For this reason, the score calculation unit usually has a table 0405 for converting satisfaction information into a score. This example In ', the score calculation unit calculates based on the conversion rule of setting 0% to 0 points and adding one point for each point increase. Then, the score calculation unit comprehensively evaluates the scores of each of the large items thus calculated, and calculates a total score. At that time, each major item may be weighted. In this example, since each large item is not weighted, each large item is evaluated equally. As a result, the formula for calculating the total score is:

9 0 X 1/3 + 7 0 X 1/3 + 8 5 X 1/3 = 8 1 .7

The total score of 0 407 is 81.7 points.

In addition, since the undecided rate in the case where the score is 80 or more and less than 85 points is 85.7% as shown in Table 0408 of the undecided rate correlation equation, the undecided rate of the job seeker is 0 409 is calculated as 85.7%. -This structure is effective and efficient, for example, if a company has a job offer rate lower than a certain rate, it will be rejected by screening documents, and job seekers will apply only to companies with their own fixed rate. The present invention contributes to achieving the object of the present invention, which enables the development of job recruiting activities.

In addition, when a job seeker applies for multiple companies, the job seeker can grasp the more suitable company based on objective data by comparing the unscheduled rate of the multiple companies. it can.

However, if the ability request information obtained by the ability request information disclosure section contains information that should be kept secret as open / closed identification information for the job seeker, the job seeker will Inability to evaluate information on their own. Thus, in this case, the job seeker would be able to obtain his own assessment of only the information that was made public. As a result, there may be a discrepancy between the self-estimated appraisal of recruitment based solely on publicly available information and the job offer rate actually evaluated and calculated by the recruiting company. In this case, the job seeker can know the job offer rate itself, but why It is impossible to know whether such a job offer rate has been reached.

Further, communication means may be provided between the recruiting company side and the job seeker side for the information including the job offer rate of the job seeker. Such a configuration makes it easier to achieve the object of the present invention described above.

By using this communication method, for example, it is possible for a company to present to applicants the subsequent selection process for job seekers who have passed a company's document screening because they reached a certain job offer rate Become. As a concrete means, for example, a method in which a company visually displays the selection process on a website, inputs information to the applicant's unique ID, and sends e-mail to applicants Conceivable. With this configuration, job seekers can grasp the selection status of the applicant company. If more than one company is offered at the same time, it will be possible to display more suitable companies based on the job offer rate.

Also, by using this communication method, it will be possible to automatically adjust the interview schedule between the dreamer and the interviewer of the recruiting company and set the interview date and time.

In this embodiment, the company includes an individual manager. The same applies to other embodiments. '

FIG. 5 shows an example of a processing flow in the present embodiment. The processing flow in the present embodiment includes the following steps.

First, in the acquisition step S 0501 of the ability request information, the recruitment system of the present embodiment transmits the ability request information, which is information indicating the ability of the recruiting company to seek the job seeker, to the job seeker's open / closed identification information. Acquired with the date. Next, in the step S 0502 of `` disclosure of capability requirement information '', the capability requirement information acquired in the capability requirement information acquisition step S 0501 is sent to the job seeker based on the public / non-public identification information. And perform processing to make it public. Next, in the satisfaction information acquisition step S 0503, the recruiting system of the present embodiment determines the degree to which the entry job seeker who is a job seeker responding to the recruitment of the recruiting company satisfies the ability request information. The satisfaction information which is the information to be shown is acquired. Next, in a score calculation step S 0504, the recruiting system of the present embodiment calculates a score based on the satisfaction information acquired in the satisfaction information acquisition step S 0503. ·

Next, in the step of generating the undecided rate correlation equation S 0505, the recruitment system of the present embodiment uses the job applicant's application result and the score calculated in the score calculation step SO 504. Then, a correlation between the score and the undecided rate is generated.

Furthermore, in the calculation step SO 506 of the undecided rate, the recruiting system of the present embodiment compares the satisfaction information acquired in the acquisition step S 0503 of the satisfaction information with the fixed rate correlation equation. The undecided rate is calculated based on the undecided rate correlation formula generated in the generation step S 0505.

In addition, the undecided rate correlation formula used for calculating the undecided rate may be generated each time based on the application result and the score calculated in the score calculation step S 0504, or may be calculated in the past. It may be generated and stored in the database.

The recruitment system according to the present embodiment enables effective and efficient activity development for both job seekers and recruiters.

In particular, by acquiring the skill requirement information with the public and private identification information for the job seeker, the recruiting company sets the criteria for evaluating whether or not the job seeker is satisfied with the skill requirement information. If it is not appropriate to disclose the information to the public, the necessary informal offer rate can be obtained without disclosing it.

The recruitment system of the present embodiment is based on Embodiment 1, and discloses a job offer rate for making the job offer rate calculated by the job offer rate calculation unit available to entry job seekers on the web. It has more parts.

FIG. 6 is a diagram illustrating an example of a functional block according to the present embodiment.

The recruiting system 0600 of the present embodiment includes a capability request information acquisition unit 0601, a capability request information disclosure unit 0602, a satisfaction information acquisition unit 0603, and a score calculation unit 0600. 4, a history holding unit 0605, an implicit rate correlation formula generation unit 0606 and-, an implicit rate calculation unit 0607, and an implicit rate disclosure unit 0608. The job offer rate disclosure section 0608 has a function to make the job offer rate calculated by the job offer rate calculation section 0607 available to entry job seekers on the web.

Other configurations are the same as those described in the first embodiment, and a description thereof will not be repeated.

FIG. 7 shows an example of a processing flow in the present embodiment. The flow of the process according to the present embodiment includes the steps shown in FIG. In the step of releasing the job offer rate S 707, the recruiting system of the present embodiment executes the process for publishing the job offer rate calculated in the calculation rate SO 706 of the job offer rate to job seekers on the web. I do.

The rest of the processing flow is the same as the processing flow in the first embodiment, and a description thereof will not be repeated.

Effect>

The recruitment system according to the present embodiment enables effective and efficient activity development for both job seekers and recruiters. In particular, the disclosure of the job offer rate does not disclose to the job seeker the criteria for evaluating whether or not the job seeker is satisfied with the skill requirement information, and the job seeker can know this. Even if there is no job seeker, the job seeker can know the calculated job offer rate itself, so that the job seeker will be able to carry out further smooth job seeking activities.

<Overview> '

The recruiting system according to the present embodiment is based on Embodiment 1 or 2, and is identified by the company identifier acquiring unit that acquires a company identifier that is information for identifying a desired recruiting company of a job seeker, and the company identifier. A transmission unit for transmitting the job seeker's intention of the entry job seeker to a company; a transmission condition holding unit for defining a transmission condition of the transmission unit; and the transmission unit actually recruiting the entry job. A job seeker intention transmission result publishing unit for publishing the job seeker's intention and the job seeker's intention to the entry job seeker on a web, and the transmission condition holding unit comprises: The condition determined by the company that the above-mentioned transmission is performed only when the result of calculation by the above-mentioned undecided rate calculation unit is equal to or more than a predetermined undecided rate is held.

Configuration>

FIG. 8 is a diagram illustrating an example of a functional block according to the present embodiment.

The job recruiting system 0800 of the present embodiment includes a capability request information acquisition unit 0801, a capability request information disclosure unit 0802, a satisfaction information acquisition unit 0803, and a score calculation unit 0800. 4, history storage unit 0 805, uncertain rate correlation formula generation unit 0 806, uncertain rate calculation unit 0 807, company identifier acquisition unit 808, transmission unit 809, transmission It has a condition holding unit 0811 and a job seeking intention transmission result disclosure unit 0811.

The company identifier acquiring unit 0808 is configured to acquire a company identifier, which is information for identifying a desired recruiting company of a job seeker. The transmitting unit 0809 is configured to transmit the job seeker's intention of the entry job seeker to the company identified by the company identifier.

The transmission condition holding unit 0810 is determined by the company that is to transmit only when the result of calculation by the unscheduled rate calculation unit 0870 of the entry applicant is equal to or higher than the predetermined unscheduled rate. It is configured to hold condition 0 8 1 2.

The job-seeking-sent-result-result-disclosure-response-disclosure-unit-8086 sends the entry-job-seeker a message as to whether the sending unit 0804 has actually sent the job-seeking intention as intended by the entry-seeker It has a function to make it public. .

In addition to the above configuration, the job offer rate published by the job offer rate calculation unit 0811 to make it available on the web for entry applicants It may have a part.

The rest of the configuration is the same as that described in the first or second embodiment, and a description thereof will not be repeated.

FIG. 9 shows an example of a processing flow in the present embodiment. The flow of the process according to the present embodiment includes the steps shown in FIG.

In the acquisition step S0907 of the company identifier, the recruitment system of the present embodiment acquires a company identifier, which is information for specifying a desired recruiting company of a job seeker.

In the step S0908 of determining whether the calculation result in the calculation step of the job seeker's undecided rate satisfies the transmission condition defined by the company, the recruitment system of the present embodiment calculates the job undecided rate of the job seeker. If it is determined that the condition stipulated by the company that transmission is to be performed only when the calculation result in S 0906 is equal to or higher than the predetermined fixed rate satisfies the conditions specified in the transmission step S 009 9, The recruiting system of the present embodiment transmits the job seeking intention to the company. In step S0910 of disclosing the result of sending a job-seeking intention, the recruiting system of the present embodiment determines in step S0909 that the recruiting system of the present embodiment actually The job seeker's intention is transmitted to the applicant as a will on the web.

The recruiting system according to the present embodiment enables effective and efficient activity development for both job seekers and recruiters.

In particular, by sending only when the calculated result of the job offer rate is equal to or higher than the predetermined job offer rate, the recruiting company can quickly narrow down the job seekers to the personnel they need. Information can be obtained, and more effective and efficient activities can be developed especially for recruiters.

The recruiting system according to the present embodiment is based on Embodiment 1 or 2, and is identified by the company identifier acquiring unit that acquires a company identifier that is information for identifying a desired recruiting company of a job seeker, and the company identifier. A transmission unit for transmitting the job seeker's intention of the entry job seeker to a company; a transmission condition holding unit for defining a transmission condition of the transmission unit; and the transmission unit actually transmitting the entry job seeker. A transmission result holding unit for publishing the job seeker's intention and the job seeker's intention to the entry job seeker on the web, and the transmission condition holding unit holds the transmission. The condition is a condition determined by the job seeker that the transmission is performed only when the calculation result of the entry job seeker in the job offer rate calculator is equal to or higher than a predetermined fixed rate.

Configuration> FIG. 10 is a diagram showing an example of a functional block of the present embodiment. In the present embodiment, the recruiting system 100 of. Has a capability request information acquisition unit 1001, an ability request information disclosure unit 1002, a satisfaction information acquisition unit 1003, and a score. Calculation unit 1004, history storage unit 1005, fixed rate correlation formula generation unit 1006, uncertain rate calculation unit 100◦7, company identifier acquisition unit 10008, transmission It has a section 1 009, a transmission condition holding section 1 10 10, and a job seeking intention transmission result disclosure section 1 0 1 1.

The company identifier acquisition unit 1008 is configured to acquire a company identifier, which is information for identifying a desired recruiting company of a job seeker.

The transmitting unit 1009 is configured to transmit the job seeker's intention of the entry job seeker to the company identified by the company identifier.

The transmission condition holding unit 1100 shall transmit only when the result of calculation by the entry job seeker's job offer rate calculation unit 1007 is equal to or higher than the predetermined job offer rate.Conditions set by the job seeker. It is configured to hold 1 0 1 2.

The job seeker's intention sending result disclosure section 1101 sends the job seeker's intention to the job seeker 1009 to the entry seeker. It has a function to make it public.

In addition to the above configuration, there is also a part-time job rate publication unit that makes the job offer rate calculated by the job offer rate calculator 1007 available to entry job seekers on the web. You may have.

Process Flow>

FIG. 11 shows an example of a processing flow in the present embodiment. The processing flow in the present embodiment includes the steps shown in FIG. In the acquisition step S111 of the company identifier, the recruiting The system obtains a company identifier, which is information for identifying the job seeker's desired job seeker.

In step S111 of judging whether or not the calculation result in the calculation step of the job seeker's job offer rate satisfies the transmission condition set by the company, the recruiting system of this embodiment calculates the job offerer's job offer rate step S1 In step 106, if it is determined that the conditions specified by the job seeker to be transmitted are satisfied only when the calculation result is equal to or higher than the predetermined job offer rate, The form of recruitment system sends the job seeker's intention to the company.

In step S11110, the recruitment system according to the present embodiment determines that the recruitment system according to the present embodiment is in accordance with the intention of the entry job seeker in the transmission step S1109. The job seeker's intention is sent to the entry seeker on the web. .

Effect>

In particular, by sending only when the calculated result of the job offer rate is equal to or higher than the predetermined job offer rate, the recruiting company can narrow down the job seekers to the personnel they need at an early stage. Information can be obtained, and more effective for both job seekers and recruiters.

<Overview>'The job recruitment system of this embodiment is based on any one of Embodiments 1 to 4, and the job recruitment company acquires job offer rate information that is set as an application condition. Information acquisition means, applicant number acquisition means for obtaining applicant number information of applicants, which is calculated as a job offer rate, which satisfies the job offer rate information obtained by the job offer rate information acquisition section, and job offer rate information acquisition means The charge amount calculation unit further includes a calculation means for calculating a charge to be charged to the company based on the job offer rate information acquired by the above and the number of applicants acquired by the application number acquisition means. . Configuration>

FIG. 12 is a diagram showing an example of a functional block of the present embodiment. The recruiting system 1200 of the present embodiment includes a capability request information acquisition unit 1221, an ability request information disclosure unit 122, a satisfaction information acquisition unit 1203, and a score calculation unit 1. 204, a history storage unit 125, an implicit rate correlation formula generation unit 1206, an implicit rate calculation unit 1207, and a charge calculation unit 1210.

The billing calculator 1 210 has a job offer rate information acquiring means 1 211, an appropriate number acquiring means 1 2 1 2, and a calculating means 1 2 1 3.

Although not shown in the figure, the informal fixed-rate publicizing section for disclosing the fixed-rate calculated by the informal-decision-rate calculating section 127 to the job seeker on the web. May be further provided.

Also, although not shown in the figure, a company identifier acquisition unit for acquiring a company identifier which is information for identifying a job seeker who is a candidate for a job seeker; A transmitting unit that transmits the job seeker's intention of the tree job seeker, a transmission condition holding unit that determines the transmission conditions of the transmitter, and the transmitting unit actually sends the job seeker's intention according to the intention of the entry job seeker. A job seeker intention transmission result publishing unit for publishing the result to the entry job seeker on a web, and the transmission condition holding unit, wherein the unsettled rate calculation unit of the entry job seeker The above-mentioned transmission may be performed only when the result of the calculation in step S is equal to or higher than a predetermined job offer rate. Also, although not shown in this figure, identify the desired recruiting company for the job seeker A company identifier acquiring unit for acquiring a company identifier that is information for transmitting the information; a transmitting unit for transmitting the job seeker of the entry job seeker to the company identified by the company identifier; and the transmitting unit. The transmission condition holding unit that determines the transmission conditions of the above, and whether the transmission unit has actually sent the job seeker's intention according to the intention of the entry job seeker is disclosed on the web to the entry job seeker. And a transmission condition holding unit, wherein the transmission condition holding unit is provided only when the calculation result of the entry job seeker in the job offer rate calculation unit is equal to or greater than a predetermined job offer rate. It may hold the conditions specified by the job seeker to send.

內 Fixed rate information acquisition means 1 3 1 1 is configured to acquire 內 fixed rate information set by the recruiting company as an application condition.

The job offer rate information is typically a score set in advance by the recruiting company as the minimum score that evaluates the recruiting company's ability to seek a job applicant to the extent necessary for the job offer. In consideration of the number of applicants and the number of applicants, it is set so that the number of applicants who have the score or more and are within the range of the number of applicants. This information is an indicator of the ability of a company to seek a job seeker as an expected job offer rate.

The number-of-applicants acquisition means 1 2 1 2 is configured to acquire the number of applicants calculated as the job offer rate that satisfies the job offer rate information acquired by the job offer rate information acquisition section 1 211.

Calculation means 1 2 1 3 is charged to the company based on the fixed rate information acquired by the fixed rate information acquisition means 1 2 1 1 and the number of applicants acquired by the number of applicants acquisition means 1 2 1 2 It is configured to determine the amount to be paid. Such fees are charged in return for recruiting companies to disclose evaluation criteria and other recruiting information to recruiting sites.

The rest of the configuration is the same as that described in the first or second embodiment, and a description thereof will not be repeated. In the prison system, as described above, the amount to be charged to the company is calculated based on the informal offer rate information and the number of applicants information, and the fee is charged according to the number of applicants. And are characterized by Typically, it is charged in the form of how much per applicant.

In addition, since the informal offer rate information is set so that the number of applicants is equal to or close to the number of applicants, the structure of charging based on the number of applicants is actually adopted. It is a billing method based on the number of applicants with high probability, which is close to a success fee type.

Process Flow>

FIG. 13 shows an example of a processing flow in the present embodiment. The processing flow in the present embodiment includes the steps shown in FIG. In the step S1306 of obtaining unemployment rate information, the recruitment system of the present embodiment obtains unemployment rate information set by the recruiting company as an application condition. In step S 13 07 of obtaining the number of applicants, the recruiting system of the present embodiment uses the job offer rate calculated as the job offer rate that satisfies the job offer rate information acquired in step S 1306 of acquiring the job offer rate information. Get the number of applicants.

In the billing amount calculation step S 13 08, the recruitment system of the present embodiment should charge the company based on the information on the number of applicants acquired in the acquisition step S 13 07 of the number of applicants Calculate the amount. -Although not shown in the figure, in the step of publishing the job offer rate, the recruitment system of the present embodiment sends the job offer rate calculated in the job offer rate calculation step S135 to the job seeker A process for making the above public may be performed.

Also, although not shown in the figure, a step of acquiring a company identifier for acquiring a company identifier, which is information for identifying a desired recruiting company of a job seeker, and a step of calculating a job offer undecided rate The calculation result in satisfies the transmission condition The job is sent only when the calculation result in the job offer applicant's job offer rate calculation step is equal to or greater than the predetermined job offer rate. At the sending step to send to the company and at the sending step, the job recruiting system of the present embodiment determines whether or not the job seeker's intention was actually sent according to the intention of the entry job seeker on the web to the entry job seeker. It may have a step of disclosing the result of sending a job seeking intention to be disclosed.

In addition, although not shown in the figure, a step of obtaining a company identifier for obtaining a company identifier which is information for identifying a desired recruiting company of a job seeker, and a step of calculating a job offer undecided rate The step of determining whether or not the calculation result in (1) satisfies the transmission conditions, and the conditions that the job seeker determines that transmission is performed only when the calculation result in the calculation step of the job offer rate of the job seeker is equal to or higher than a predetermined job offer rate In the transmission step and the transmission step of transmitting the intention to seek a job to the company if it is determined to be satisfied, the recruitment system according to the present embodiment actually determines the intention to seek the job according to the intention of the entry applicant. It may have a step of publishing the result of sending a job seeker's intention to disclose on the web whether or not it has been sent to the entry job seeker.

The recruitment system according to the present embodiment calculates the amount to be charged to the company based on the informal offer rate information and the number of applicants information, and based on the number of applicants who are likely to be actually employed, so to speak, It is possible to realize a billing method that is close to the success-paid type, and more effective and efficient activities can be developed for both job seekers and job seekers. Industrial applicability

As described above, the recruitment system according to the present invention reduces the time and effort required for document selection, etc., by conducting recruitment activities by narrowing down to those who meet the standards of the company from an early stage. Enable the provision of services that can meet the needs of desired recruiting companies. In addition, the needs of job seekers are to seek out companies that are likely to be hired from the outset by clearly and objectively indicating the philosophy of the recruiting company that they want to hire from the beginning. It is also possible to provide services that meet the requirements. In this way, the recruitment system according to the present invention enables both the recruiting side and the recruiting side to secure more suitable human resources through short-term intensive activities or to find a job in a desired company. The purpose is to enable the provision of services for effective and efficient activity development.

In addition, the recruitment system according to the present invention can be used, for example, to seek employment of skill-requesting information, such as a company that operates under a specific ideology and that also requires workers to approve and support them. The same service can be provided to companies that do not want to be disclosed to the public.

Claims

The scope of the claims

1. A capability request information acquisition unit that acquires capability request information, which is information indicating the capability that a recruiting company seeks for a job seeker, with public and private identification information for the job seeker,

A capability request information disclosure unit for releasing the capability requirement information acquired by the capability requirement information acquisition unit to a job seeker on the web based on the disclosure / non-disclosure specific information;

A satisfaction information acquisition unit for acquiring a job seeker who is a job seeker responding to a recruitment of a recruiting company and acquiring satisfaction information that is information indicating a degree of satisfaction with the ability request information;

A score calculation unit that calculates a score based on the satisfaction information acquired by the satisfaction information acquisition unit;

A history holding unit that holds a history of job seekers applying for the recruiting company, an application result held in the history holding unit, and a score calculated by the score calculation unit. An implicit rate correlation equation generation unit that generates an implicit rate correlation equation indicating the relationship of

Based on the satisfaction information of the entry job seeker acquired by the satisfaction information acquisition unit and the uncertain rate correlation formula generated by the uncertain rate correlation formula generation unit, the uncertain rate of the entry job seeker A fixed rate calculation unit for calculating

Recruiting system with.

2. There is further a job offer rate disclosure section for disclosing the job offer rate calculated by the job offer rate calculation section to entry job seekers on EPS. The recruitment system described in 1.

3. A company identifier acquisition unit for acquiring a company identifier which is information for identifying a job seeker's desired recruiting company; A transmitting unit that transmits a job seeking intention of the entry job seeker to the company identified by the company identifier;

A transmission condition holding unit that determines a transmission condition of the transmission unit,

A job seeker intention transmission result publishing unit for publishing on the web to the entry job seeker whether the transmitting unit has actually sent the job seeker's intention according to the intention of the entry job seeker,

Has,

The transmission condition holding unit holds a condition set by a company to perform the transmission only when a calculation result of the job seeker in the job offer rate calculation unit is equal to or greater than a predetermined fixed rate. Paragraph 1 or paragraph 2 of the recruiting system.

4. A company identifier acquisition unit for acquiring a company identifier, which is information for identifying a job seeker's desired recruiting company;

A sending unit that sends a job seeker's intention of the entry job seeker to the company identified by the company identifier;

A job seeking intention transmission result publishing unit for publishing on the web to the entry job seeker whether the transmitting unit has actually transmitted the job seeking intention according to the intention of the entry job seeker;

Has,

The transmission condition held by the transmission condition holding unit is the transmission condition of the job seeker who performs the transmission only when the calculation result of the entry job seeker in the job offer rate calculation unit is equal to or higher than a predetermined job offer rate. The recruitment system according to claim 1 or claim 2, which is a condition to be determined.

5. Retrieval rate information acquisition means for acquiring the preset rate information set by the recruiting company as application conditions;

The unsettled rate that satisfies the unsettled rate information acquired by the unsettled rate information acquisition unit Means for obtaining the calculated number of applicants for the number of applicants,... The job offer rate information obtained by the job offer rate information obtaining means, and Calculation means for calculating the amount to be charged to the company based on

Charge amount calculation unit with

The recruitment system according to any one of claims 1 to 4, further comprising:

6. Acquisition of ability request information, which is information indicating the ability of a recruiting company to seek a job seeker, with public / non-public identification information for the job seeker;

A capability request information disclosure step for publishing the capability requirement information acquired in the capability requirement information acquisition step to a job seeker on a web based on public / non-public identification information;

An entry that is a job seeker who responds to the recruitment of the recruiting company, a step of acquiring satisfaction information that obtains satisfaction information that is information indicating the degree of satisfaction of the ability request information,

A score calculation step of calculating a score based on the satisfaction information acquired in the satisfaction information acquisition step;

A step of generating a non-fixed rate correlation formula that shows a relationship between the score and the non-fixed rate based on the application result of the job seeker and the score calculated in the score calculation step;

Calculating the undecided rate based on the satisfaction information acquired in the acquiring step of the satisfaction information and the undecided rate correlation equation generated in the step of generating the undecided rate correlation equation;

Recruitment system operation method having