WO2019062016A1 - 电子装置、外包人员选聘方法及存储介质 - Google Patents

电子装置、外包人员选聘方法及存储介质 Download PDF

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WO2019062016A1
WO2019062016A1 PCT/CN2018/077643 CN2018077643W WO2019062016A1 WO 2019062016 A1 WO2019062016 A1 WO 2019062016A1 CN 2018077643 W CN2018077643 W CN 2018077643W WO 2019062016 A1 WO2019062016 A1 WO 2019062016A1
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outsourced
person
reason
interview
outsourcer
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French (fr)
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李文慧
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Ping An Technology Shenzhen Co Ltd
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Ping An Technology Shenzhen Co Ltd
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    • G—PHYSICS
    • G06—COMPUTING OR CALCULATING; COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G06Q10/10—Office automation; Time management
    • G06Q10/105—Human resources
    • G06Q10/1053—Employment or hiring
    • G—PHYSICS
    • G06—COMPUTING OR CALCULATING; COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G06Q10/06—Resources, workflows, human or project management; Enterprise or organisation planning; Enterprise or organisation modelling
    • G06Q10/063—Operations research, analysis or management
    • G06Q10/0639—Performance analysis of employees; Performance analysis of enterprise or organisation operations

Definitions

  • the present application relates to the field of enterprise personnel management, and in particular, to an electronic device, an outsourcing personnel selection method, and a storage medium.
  • outsourcing personnel the outsourcing company's technical personnel
  • the present application proposes an electronic device, an outsourcing personnel selection method and a storage medium, which can effectively reduce the risk of selecting and hiring an enterprise outsourcing person.
  • a first aspect of the present application provides an electronic device, where the electronic device includes a memory, and a processor connected to the memory, where the processor is configured to execute an outsourced candidate stored on the memory.
  • the hiring procedure when the outsourcing personnel selection procedure is executed by the processor, implements the following steps:
  • the outsourcer obtains the identity of the outsourced person before the job interview
  • the blacklist is queried according to the identity identifier, and the reason why the outsourced personnel recorded in the blacklist is blacklisted is obtained. And determining whether to interview the outsourced person based on the reason for the blacklisting and the preset interview rules;
  • the identifier of the outsourced person matches the identity identifier recorded in the whitelist, querying the whitelist according to the identity identifier, and obtaining the reason why the outsourced personnel recorded in the whitelist are added to the whitelist And determining whether to prioritize interviewing the outsourced person based on the reason for the whitelisting and the preset interview rules.
  • the second aspect of the present application provides a method for selecting an outsourcing personnel, and the method includes the following steps:
  • the outsourcer obtains the identity of the outsourced person before the job interview
  • the blacklist is queried, and the reason why the outsourced person recorded in the blacklist is blacklisted is obtained, and according to the The reason for being blacklisted and the default interview rules determine whether to interview the outsourcer;
  • the identifier of the outsourced person matches the identity identifier recorded in the whitelist, querying the whitelist according to the identity identifier, and obtaining the reason why the outsourced personnel recorded in the whitelist are added to the whitelist And determining whether to prioritize interviewing the outsourced person based on the reason for the whitelisting and the preset interview rules.
  • a third aspect of the present application provides a computer readable storage medium, where the computer readable storage medium stores an outsourcing personnel selection program, and the outsourcing personnel selection program can be at least one processor. Executing to cause the at least one processor to perform the following steps:
  • the outsourcer obtains the identity of the outsourced person before the job interview
  • the blacklist is queried, and the reason why the outsourced person recorded in the blacklist is blacklisted is obtained, and according to the The reason for being blacklisted and the default interview rules determine whether to interview the outsourcer;
  • the identifier of the outsourced person matches the identity identifier recorded in the whitelist, querying the whitelist according to the identity identifier, and obtaining the reason why the outsourced personnel recorded in the whitelist are added to the whitelist And determining whether to prioritize interviewing the outsourced person based on the reason for the whitelisting and the preset interview rules.
  • the electronic device, the outsourcing personnel selection method and the storage medium proposed by the present application firstly obtain the identity of the outsourced person before the outsourcing personnel conducts the job interview; and then traverse the predetermined outsourced personnel.
  • the blacklist and the whitelist determine whether the identity of the outsourcer matches the identity identified in the blacklist or the whitelist; if the identity of the outsourcer matches the identity identified in the blacklist, the match is matched according to
  • the identity identifier queries the blacklist, obtains the reason why the outsourcer is blacklisted in the blacklist, and determines whether to interview the outsourcer according to the reason for being blacklisted and the preset interview rule; if the outsourcer If the identity identifier matches the identity identifier recorded in the whitelist, the whitelist is queried according to the matched identity, and the reason why the outsourced person recorded in the whitelist is added to the whitelist is obtained, and according to the reason for being added to the whitelist.
  • the default interview rules determine whether to prioritize interviewing the outsourcer. It can effectively reduce the risk
  • FIG. 1 is a schematic diagram of an optional hardware architecture of an electronic device proposed by the present application.
  • FIG. 2 is a schematic diagram of functional modules of an embodiment of an outsourcing personnel selection procedure of the present application
  • FIG. 3 is a schematic diagram showing the implementation process of an embodiment of the method for selecting an outsourced person in the present application.
  • first, second and the like in the present application are for the purpose of description only, and are not to be construed as indicating or implying their relative importance or implicitly indicating the number of technical features indicated. .
  • features defining “first” and “second” may include at least one of the features, either explicitly or implicitly.
  • the technical solutions between the various embodiments may be combined with each other, but must be based on the realization of those skilled in the art, and when the combination of the technical solutions is contradictory or impossible to implement, it should be considered that the combination of the technical solutions does not exist. Nor is it within the scope of protection required by this application.
  • the electronic device 10 may include, but is not limited to, the memory 101, the processor 102, and the network interface 103 being communicably connected to each other through the system bus 104. It is to be noted that Figure 1 shows only the electronic device 10 having the components 101-104, but it should be understood that not all illustrated components may be implemented and that more or fewer components may be implemented instead.
  • the memory 101 includes at least one type of computer readable storage medium including a flash memory, a hard disk, a multimedia card, a card type memory (eg, SD or DX memory, etc.), a random access memory (RAM), and a static Random access memory (SRAM), read only memory (ROM), electrically erasable programmable read only memory (EEPROM), programmable read only memory (PROM), magnetic memory, magnetic disk, optical disk, and the like.
  • the memory 101 can be an internal storage unit of the electronic device 10, such as a hard disk or memory of the electronic device 10.
  • the memory 101 may also be an outsourced storage device of the electronic device 10, such as a plug-in hard disk equipped on the electronic device 10, a smart memory card (SMC), and a secure digital (Secure Digital, SD) ) cards, flash cards, etc.
  • the memory 101 can also include both an internal storage unit of the electronic device 10 and an outsourced storage device thereof.
  • the memory 101 is generally used to store an operating system installed on the electronic device 10 and various types of application software, such as an outsourcing personnel selection program. Further, the memory 101 can also be used to temporarily store various types of data that have been output or are to be output.
  • Processor 102 may be a Central Processing Unit (CPU), controller, microcontroller, microprocessor, or other data processing chip in some embodiments.
  • the processor 102 is typically used to control the overall operation of the electronic device 10.
  • the processor 102 is configured to run program code or process data stored in the memory 101, such as an outsourced personnel selection program that runs.
  • the network interface 103 can include a wireless network interface or a wired network interface, which is typically used to establish a communication connection between the electronic device 10 and other electronic devices.
  • the network interface 103 is mainly used for communicating and connecting the electronic device 10 with the system of other management personnel inside the company or the personnel management system of other companies having personnel interaction with the company through the network.
  • the system bus 104 is used to implement a communication connection between the various modules.
  • the outsourcer hire program stored in the memory 101 is executed by the processor 102 to implement the steps of the outsourcer selection method of various embodiments of the present application.
  • the outsourcer selection process is performed by the processor 102 to:
  • the outsourcer obtains the identity of the outsourced person before the job interview
  • the blacklist is queried according to the matching identity, and the reason why the outsourced person is blacklisted in the blacklist is obtained, and is added according to the The reason for the blacklist and the default interview rules determine whether to interview the outsourcer;
  • the whitelist is queried according to the matched identity, and the reason why the outsourced person recorded in the whitelist is added to the whitelist is obtained, and is added according to the The reason for the whitelist and the pre-set interview rules determine whether to prioritize the interview with the outsourcer.
  • the reasons for being blacklisted include that the interview has not arrived, the job is incompetent, the work attitude is poor, the sense of responsibility is weak, and the disobedience is arranged.
  • the absence of leaving the site causes a major impact on the project and reveals the company secret. , fraud, etc.
  • the reasons for being whitelisted include two consecutive performance appraisals, good performance appraisal, positive work attitudes, small chances of errors in work, and high-quality work tasks.
  • the predetermined interview rule corresponds to two situations, for example, in one case.
  • the predetermined interview rule includes: according to a predetermined first mapping relationship between the reason for being blacklisted and the severity level, Determining the severity level of the reason why the user is blacklisted, wherein the identity identifier includes, for example, an ID number, a phone number, a job number, and the like, and an identification code that can identify the user identity. In this embodiment, as shown in Table 1 below.
  • the severity level indicates the image of the number of stars applied. It is understandable that the number of stars is larger. Explain that the level is more serious (for example, the preset severity level is 5 stars), for example, the corresponding number of stars is greater than the preset star
  • the predetermined auditor is sent For the interview review request of the outsourcer, a predetermined auditor decides whether to interview the outsourcer.
  • the predetermined interview rule further includes: according to a predetermined reason for being added to the whitelist and the professional level
  • the second mapping relationship determines the professional level of the reason why the user is added to the whitelist.
  • the reason for joining the whitelist is related to the professional level and the corresponding preset processing countermeasures.
  • the professional level indicates the number of images of the five-pointed star.
  • a preset expert level for example, five five-pointed stars
  • the performance of the outsourcer is recorded in real time or periodically, and the performance of the outsourced person is matched with the reason for being blacklisted and the reason for being added to the whitelist, and the selection result will be selected according to the matching result.
  • the identity of the outsourcer is added to the blacklist or whitelist.
  • the outsourcing personnel selection procedure of the above embodiment obtains the identity of the outsourced person before the outsourcing personnel conducts the on-the-job interview; traverses the predetermined blacklist and whitelist of the outsourced personnel to determine whether the identity of the outsourced person is blacklisted or The identity identifiers recorded in the whitelist match; if the identity of the outsourced person matches the identity identifier recorded in the blacklist, the blacklist is queried according to the matched identity, and the outsourced personnel recorded in the blacklist are obtained.
  • the identity query queries the whitelist, obtains the reason why the outsourced personnel listed in the whitelist is whitelisted, and determines whether to prioritize the outsourcing personnel according to the reason for being added to the whitelist and the preset interview rule. It can effectively reduce the risk of selecting and hiring employees for outsourcing.
  • the above-mentioned outsourcing personnel selection procedure may be described by one or more virtual function modules having the same function according to different functions implemented by the respective parts.
  • FIG. 2 is a schematic diagram of functional modules of a preferred embodiment of the outsourcing personnel selection procedure of the present application.
  • the outsourcing personnel selection procedure may be divided into an obtaining module 201, a determining module 202, a first analyzing module 203, and a second analyzing module 204 according to functions implemented by the respective parts.
  • the functional modules referred to in the present application refer to a series of computer program instruction segments capable of performing specific functions, which are more suitable than the program to describe the execution process of the outsourcing personnel selection program in the electronic device 10.
  • the functions or operation steps implemented by the respective functional modules are similar to the above, and are not described in detail herein. Illustratively, the functions of the respective functional modules 201-204 are briefly described.
  • the obtaining module 201 is configured to obtain the identity of the outsourced person before the outsourcing personnel conducts an on-the-job interview.
  • the determining module 202 is configured to traverse the predetermined blacklist and whitelist of the outsourced personnel to determine whether the identity of the outsourced person matches the identity of the blacklist or the whitelist.
  • the first analysis module 203 is configured to: if the identifier of the outsourced person matches the identity identifier recorded in the blacklist, query the blacklist according to the matched identity, and obtain the blacklist listed in the blacklist. The reason for determining whether to interview the outsourced person based on the reason why the outsourcer was blacklisted and the default interview rules.
  • the second analysis module 204 is configured to: if the identity of the outsourced person matches the identity identifier recorded in the whitelist, query the whitelist according to the matched identity, and obtain the whitelist listed in the whitelist to be whitelisted. The reason, and based on the reasons for being whitelisted and the default interview rules, determine whether to prioritize the interview of the outsourcer.
  • FIG. 3 is a schematic diagram of an implementation process of a preferred embodiment of the method for selecting an outsourcer of the present application.
  • the method can be performed by a device that can be implemented by software and/or hardware.
  • the method for selecting an outsourcer includes the following steps:
  • Step S301 the outsourcer obtains the identity of the outsourced person before performing the job interview
  • Step S302 traversing a predetermined blacklist and whitelist of the outsourced personnel to determine whether the identity of the outsourced person matches the identity identifier recorded in the blacklist or the whitelist;
  • Step S303 if the identity of the outsourced person matches the identity identifier recorded in the blacklist, the blacklist is queried according to the matched identity, and the reason why the outsourced person recorded in the blacklist is blacklisted is obtained. Determine whether to interview the outsourced person based on the reason for being blacklisted and the default interview rules;
  • Step S304 if the identity of the outsourced person matches the identity identifier recorded in the whitelist, the whitelist is queried according to the matched identity, and the reason why the outsourced person recorded in the whitelist is added to the whitelist is obtained, and Determine whether to prioritize interviewing the outsourced person based on the reason for being whitelisted and the default interview rules.
  • the reasons for being blacklisted include the fact that the interview has not arrived, the job is incompetent, the work attitude is poor, the sense of responsibility is weak, the disobedience is arranged, the absence of leaving the site causes a major impact on the project, and the company secret is disclosed. , fraud, etc.
  • the reasons for being whitelisted include two consecutive performance appraisals, good performance appraisal, positive work attitudes, small chances of errors in work, and high-quality work tasks.
  • the predetermined interview rule corresponds to two situations, for example, in one case.
  • the predetermined interview rule includes: according to a predetermined first mapping relationship between the reason for being blacklisted and the severity level, Determining the severity level of the reason why the user is blacklisted, wherein the identity identifier includes, for example, an ID number, a phone number, a job number, and the like, and an identification code that can identify the user identity. In this embodiment, as shown in Table 1 below.
  • the severity level indicates the image of the number of stars applied. It is understandable that the number of stars is larger. The severity of the description is more serious; further, as can be seen from Table 1, if the determined severity level is greater than or equal to the preset severity level (example) For example, if the preset severity level is 5 stars, for example, if the number of corresponding stars is greater than the preset number of stars, it is determined not to interview the outsourced personnel; if the determined severity level is less than or equal to the preset severity level, For example, if the number of corresponding stars is less than or equal to the preset number of stars, an interview review request for the outsourcer is sent to a predetermined auditor, and a predetermined auditor decides whether to interview the outsourcer.
  • the predetermined interview rule further includes: according to a predetermined reason for being added to the whitelist and the professional level
  • the second mapping relationship determines the professional level of the reason why the user is added to the whitelist.
  • the reason for joining the whitelist is related to the professional level and the corresponding preset processing countermeasures.
  • the professional level indicates the number of images of the five-pointed star.
  • the outsourcer further, if the identified professional level of the outsourced person reaches the preset expert level (for example, 5 five-pointed stars), then the determination is crossed
  • the basis of the interview process faces directly into the final round decided to hire the interview process.
  • the performance of the outsourcer is recorded in real time or periodically, and the performance of the outsourced person is matched with the reason for being blacklisted and the reason for being added to the whitelist, and the selection result will be selected according to the matching result.
  • the identity of the outsourcer is added to the blacklist or whitelist.
  • the outsourcing personnel selection method of the above embodiment obtains the identity of the outsourced person before the outsourcing personnel conducts the on-the-job interview; traverses the predetermined blacklist and whitelist of the outsourced personnel to determine whether the identity of the outsourced person is blacklisted or The identity identifiers recorded in the whitelist match; if the identity of the outsourced person matches the identity identifier recorded in the blacklist, the blacklist is queried according to the matched identity, and the outsourced personnel recorded in the blacklist are obtained.
  • the identity query queries the whitelist, obtains the reason why the outsourced personnel listed in the whitelist is whitelisted, and determines whether to prioritize the outsourcing personnel according to the reason for being added to the whitelist and the preset interview rule. It can effectively reduce the risk of selecting and hiring employees for outsourcing.
  • the present application further provides a computer readable storage medium on which an external personnel selection program is stored, and when the external personnel selection program is executed by the processor, the following operations are implemented:
  • the outsourcer obtains the identity of the outsourced person before the job interview
  • the blacklist is queried according to the matching identity, and the reason why the outsourced person is blacklisted in the blacklist is obtained, and is added according to the The reason for the blacklist and the default interview rules determine whether to interview the outsourcer;
  • the whitelist is queried according to the matched identity, and the reason why the outsourced person recorded in the whitelist is added to the whitelist is obtained, and is added according to the The reason for the whitelist and the pre-set interview rules determine whether to prioritize the interview with the outsourcer.
  • the performance of the outsourcer is recorded in real time or periodically, and the performance of the outsourced person is matched with the reason for being blacklisted and the reason for being added to the whitelist, and the selection result will be selected according to the matching result.
  • the identity of the outsourcer is added to the blacklist or whitelist.
  • the foregoing embodiment method can be implemented by means of software plus a necessary general hardware platform, and of course, can also be through hardware, but in many cases, the former is better.
  • Implementation Based on such understanding, the technical solution of the present application, which is essential or contributes to the prior art, may be embodied in the form of a software product stored in a storage medium (such as ROM/RAM, disk,
  • the optical disc includes a number of instructions for causing a terminal device (which may be a mobile phone, a computer, a server, an air conditioner, or a network device, etc.) to perform the methods described in various embodiments of the present application.

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Abstract

本申请公开了一种电子装置、外包人员选聘方法及存储介质，包括在外包人员进行入职面试前，获取该外包人员的身份标识；遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配；若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则获取该外包人员被加入黑名单的原因，并根据被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；若该外包人员的身份标识与白名单内记载的身份标识相匹配，则获取该外包人员被加入白名单的原因，并根据被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。能够有效降低企业外包人员选聘工作的风险。

Description

电子装置、外包人员选聘方法及存储介质
本申请要求于2017年9月30日提交中国专利局、申请号为201710914958.5，发明名称为“电子装置、外包人员选聘方法及存储介质”的中国专利申请的优先权，其全部内容通过引用结合在本申请中。
技术领域
本申请涉及企业人员管理领域，尤其涉及一种电子装置、外包人员选聘方法及存储介质。
背景技术
通常，随着业务的拓展，企业为了降低公司人力成本，实现效率最大化，一般会选择借助外包公司的技术人员(简称外包人员)来企业驻厂，提供相关的技术指导或者专业服务。
然而，由于外包人员数量众多且通常流动性大，企业在选聘外包人员时往往对外包人员缺乏必要的了解，无法预先获知外包人员的历史工作表现，选聘工作具有盲目性，风险较高。例如，所选聘的外包人员可能是曾经在服务过程中出现过重大违纪，给企业造成过损失的外包人员等。故，如何在选聘外包人员增加企业对外包人员的了解，降低企业外包人员选聘工作的风险，成了一个亟待解决的问题。
发明内容
有鉴于此，本申请提出一种电子装置、外包人员选聘方法及存储介质，能够有效降低企业外包人员选聘工作的风险。
首先，为实现上述目的，本申请第一方面提出一种电子装置，所述电子装置包括存储器、及与所述存储器连接的处理器，所述处理器用于执行所述 存储器上存储的外包人员选聘程序，所述外包人员选聘程序被所述处理器执行时实现如下步骤：
外包人员进行入职面试前，获取该外包人员的身份标识；
遍历预先确定的外包人员黑名单和白名单，确定所述外包人员的身份标识是否与所述黑名单或所述白名单内记载的身份标识相匹配；
若所述外包人员的身份标识与所述黑名单内记载的身份标识相匹配，则根据所述身份标识查询所述黑名单，获取该黑名单内记载的所述外包人员被加入黑名单的原因，并根据所述被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
若所述外包人员的身份标识与所述白名单内记载的身份标识相匹配，则根据所述身份标识查询所述白名单，获取该白名单内记载的所述外包人员被加入白名单的原因，并根据所述被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
另外，为实现上述目的，本申请第二方面提出一种外包人员选聘方法，所述方法包括如下步骤：
外包人员进行入职面试前，获取该外包人员的身份标识；
遍历预先确定的外包人员黑名单和白名单，确定所述外包人员的身份标识是否与所述黑名单或所述白名单内记载的身份标识相匹配；
若所述外包人员的身份标识与所述黑名单内记载的身份标识相匹配，则查询所述黑名单，获取该黑名单内记载的所述外包人员被加入黑名单的原因，并根据所述被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
若所述外包人员的身份标识与所述白名单内记载的身份标识相匹配，则根据所述身份标识查询所述白名单，获取该白名单内记载的所述外包人员被 加入白名单的原因，并根据所述被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
进一步地，为实现上述目的，本申请第三方面提供一种计算机可读存储介质，所述计算机可读存储介质存储有外包人员选聘程序，所述外包人员选聘程序可被至少一个处理器执行，以使所述至少一个处理器执行如下步骤：
外包人员进行入职面试前，获取该外包人员的身份标识；
遍历预先确定的外包人员黑名单和白名单，确定所述外包人员的身份标识是否与所述黑名单或所述白名单内记载的身份标识相匹配；
若所述外包人员的身份标识与所述黑名单内记载的身份标识相匹配，则查询所述黑名单，获取该黑名单内记载的所述外包人员被加入黑名单的原因，并根据所述被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
若所述外包人员的身份标识与所述白名单内记载的身份标识相匹配，则根据所述身份标识查询所述白名单，获取该白名单内记载的所述外包人员被加入白名单的原因，并根据所述被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
相较于现有技术，本申请所提出的电子装置、外包人员选聘方法及存储介质，首先，在外包人员进行入职面试前，获取该外包人员的身份标识；接下来遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配；若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则根据相匹配的身份标识查询黑名单，获取该黑名单内记载的该外包人员被加入黑名单的原因，并根据被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；若该外包人员的身份标识与白名单内记载的身份标识相匹配，则根据相匹配的身份标识查询白名单，获取该白名单内记载的该外包人员被加入白名单的原因，并根据被加入 白名单的原因和预设的面试规则确定是否优先面试该外包人员。能够有效降低企业外包人员选聘工作的风险。
附图说明
图1是本申请提出的电子装置一可选的硬件架构的示意图；
图2是本申请外包人员选聘程序一实施例的功能模块示意图；
图3本申请外包人员选聘方法一实施例的实施流程示意图。
本申请目的的实现、功能特点及优点将结合实施例，参照附图做进一步说明。
具体实施方式
为了使本申请的目的、技术方案及优点更加清楚明白，以下结合附图及实施例，对本申请进行进一步详细说明。应当理解，此处所描述的具体实施例仅用以解释本申请，并不用于限定本申请。基于本申请中的实施例，本领域普通技术人员在没有做出创造性劳动前提下所获得的所有其他实施例，都属于本申请保护的范围。
需要说明的是，在本申请中涉及“第一”、“第二”等的描述仅用于描述目的，而不能理解为指示或暗示其相对重要性或者隐含指明所指示的技术特征的数量。由此，限定有“第一”、“第二”的特征可以明示或者隐含地包括至少一个该特征。另外，各个实施例之间的技术方案可以相互结合，但是必须是以本领域普通技术人员能够实现为基础，当技术方案的结合出现相互矛盾或无法实现时应当认为这种技术方案的结合不存在，也不在本申请要求的保护范围之内。
参阅图1所示，是本申请提出的电子装置一可选的硬件架构示意图。本实施例中，电子装置10可包括，但不仅限于，可通过系统总线104相互通信连接存储器101、处理器102、网络接口103。需要指出的是，图1仅示出了 具有组件101-104的电子装置10，但是应理解的是，并不要求实施所有示出的组件，可以替代的实施更多或者更少的组件。
其中，存储器101至少包括一种类型的计算机可读存储介质，计算机可读存储介质包括闪存、硬盘、多媒体卡、卡型存储器(例如，SD或DX存储器等)、随机访问存储器(RAM)、静态随机访问存储器(SRAM)、只读存储器(ROM)、电可擦除可编程只读存储器(EEPROM)、可编程只读存储器(PROM)、磁性存储器、磁盘、光盘等。在一些实施例中，存储器101可以是电子装置10的内部存储单元，例如电子装置10的硬盘或内存。在另一些实施例中，存储器101也可以是电子装置10的外包存储设备，例如电子装置10上配备的插接式硬盘，智能存储卡(Smart Media Card,SMC)，安全数字(Secure Digital,SD)卡，闪存卡(Flash Card)等。当然，存储器101还可以既包括电子装置10的内部存储单元也包括其外包存储设备。本实施例中，存储器101通常用于存储安装于电子装置10的操作系统和各类应用软件，例如外包人员选聘程序等。此外，存储器101还可以用于暂时地存储已经输出或者将要输出的各类数据。
处理器102在一些实施例中可以是中央处理器(Central Processing Unit，CPU)、控制器、微控制器、微处理器、或其他数据处理芯片。处理器102通常用于控制电子装置10的总体操作。本实施例中，处理器102用于运行存储器101中存储的程序代码或者处理数据，例如运行的外包人员选聘程序等。
网络接口103可包括无线网络接口或有线网络接口，网络接口103通常用于在电子装置10与其他电子设备之间建立通信连接。本实施例中，网络接口103主要用于通过网络将电子装置10与公司内部的其他管理人员的系统或与公司有人员交互的其他公司的人员管理系统之间进行通信连接。
系统总线104用于实现各个模块之间的通信连接。
存储器101中存储的外包人员录用程序被处理器102执行，以实现本申请各个实施例的外包人员选聘方法的步骤。
在一实施例中，外包人员选聘程序被处理器102执行时实现如下操作：
外包人员进行入职面试前，获取该外包人员的身份标识；
遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配；
若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则根据相匹配的身份标识查询黑名单，获取该黑名单内记载的该外包人员被加入黑名单的原因，并根据被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
若该外包人员的身份标识与白名单内记载的身份标识相匹配，则根据相匹配的身份标识查询白名单，获取该白名单内记载的该外包人员被加入白名单的原因，并根据被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
在本实施例中，被加入黑名单的原因包括面试未到岗，工作不胜任被退回，工作态度差、责任心较弱、不服从安排，无故离场导致对项目造成重大影响，泄露公司机密、骗薪等。
被加入白名单的原因包括连续两次绩效考核优秀、连续多次绩效考核良好、工作态度积极认真、工作中出错的几率很小、能超前高质量的完成工作任务等。
由于该外包人员的身份标识有可能与黑名单内记载的身份标识相匹配，或者有可能与白名单内记载的身份标识相匹配，所以预先确定的面试规则对应包括两种情况，例如，在一实施例中，若该外包人员的身份标识与黑名单内记载的身份标识相同，则预先确定的面试规则包括：根据预先确定的被加入黑名单的原因与严重等级之间的第一映射关系，确定该用户被加入黑名单的原因的严重等级，其中，身份标识包括，例如，身份证号码、电话号码、工号等可以识别该用户身份的识别码，在本实施例中，如下表1所示，为加 入黑名单的原因与严重等级以及对应预设的处理对策之间的对应关系表，在表1中，严重等级对应用星星颗数形象的表示，可以理解地，星星颗数越多说明等级越严重(例如，预设的严重等级为5颗星)，例如，对应的星星颗数大于预设的星星颗数时，确定不面试该外包人员；若确定的严重等级小于或等于预设的严重等级，例如，对应的星星颗数小于或等于预设的星星颗数时，则向预先确定的审核人员发送针对该外包人员的面试审核请求，由预先确定的审核人员决定是否面试该外包人员。表1
Figure PCTCN2018077643-appb-000001
例如，在另一实施方式中，若该外包人员的身份标识与白名单内记载的身份标识相同，则预先确定的面试规则还包括：根据预先确定的被加入白名单的原因与专业级别之间的第二映射关系，确定该用户被加入白名单的原因的专业级别，在本实施例中，如下表2所示，为加入白名单的原因与专业级别以及对应预设的处理对策之间的对应关系表，在表2中，专业级别对应用五角星的数量形象的表示，可以理解地，五角星的数量越多说明该用户的专业级别越高；进一步，由表2可知，若确定的专业级别大于预设的专业级别(例如，预设的专业级别为5颗五角星)，则确定优先面试该外包人员。若 确定的专业级别小于或等于预设的专业级别，则确定不优先面试该外包人员，进一步地，若确定的外包人员的专业级别达到预设的专家级别(例如，5颗五角星)，则确定越过前面的基础面试环节，直接进入最后一轮决定录用的面试环节。
表2
Figure PCTCN2018077643-appb-000002
可以理解的是，在本实施例中，若该外包人员的身份标识与白名单和黑名单内记载的身份标识均不匹配，则向相关面试人员发出可针对该外包人员发起面试流程的通知。
需要说明的是，在本申请的另一实施例中，电子装置10中的存储器101中存储的外包人员选聘程序被处理器102执行时，还实现如下操作：
若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与被加入黑名单的原因和被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入黑名单或白名单。
上述实施例的外包人员选聘程序，在外包人员进行入职面试前，获取该外包人员的身份标识；遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配；若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则根据相匹配的身份标识查询黑名单，获取该黑名单内记载的该外包人员被加入黑名单的原因，并根据被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；若该外包人员的身份标识与白名单内记载的身份标识相匹配，则根据相匹配的身份标识查询白名单，获取该白名单内记载的该外包人员被加入白名单的原因，并根据被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。能够有效降低企业外包人员选聘工作的风险。
此外，上述外包人员选聘程序依据其各部分所实现的功能不同，可用具有相同功能的一个或多个虚拟的功能模块进行描述。
请参阅图2所示，是本申请外包人员选聘程序较佳实施例的功能模块示意图。本实施例中，外包人员选聘程序依据各部分所实现的功能，可被分割成获取模块201、判断模块202、第一分析模块203、以及第二分析模块204。由上面的描述可知，本申请所称的功能模块是指能够完成特定功能的一系列计算机程序指令段，比程序更适合于描述外包人员选聘程序在电子装置10中的执行过程。且各个功能模块所实现的功能或操作步骤均与上文类似，此处不再详述，示例性地，将各功能模块201-204的功能进行简单描述。
获取模块201用于在外包人员进行入职面试前，获取该外包人员的身份标识。
判断模块202用于遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配。
第一分析模块203用于若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则根据相匹配的身份标识查询黑名单，获取该黑名单内记载的 该外包人员被加入黑名单的原因，并根据该外包人员被加入黑名单的原因和预设的面试规则确定是否面试该外包人员。
第二分析模块204用于若该外包人员的身份标识与白名单内记载的身份标识相匹配，则根据相匹配的身份标识查询白名单，获取该白名单内记载的该外包人员被加入白名单的原因，并根据被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
此外，本申请还提出一种外包人员选聘方法。请参阅图3所示，是本申请外包人员选聘方法较佳实施例的实施流程示意图。该方法可以由一个装置执行，该装置可以由软件和/或硬件实现。
在本实施例中，外包人员选聘方法包括如下步骤：
步骤S301，外包人员进行入职面试前，获取该外包人员的身份标识；
步骤S302，遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配；
步骤S303，若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则根据相匹配的身份标识查询黑名单，获取该黑名单内记载的该外包人员被加入黑名单的原因，并根据被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
步骤S304，若该外包人员的身份标识与白名单内记载的身份标识相匹配，则根据相匹配的身份标识查询白名单，获取该白名单内记载的该外包人员被加入白名单的原因，并根据被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
在本实施例中，被加入黑名单的原因包括面试未到岗、工作不胜任被退回、工作态度差、责任心较弱、不服从安排、无故离场导致对项目造成重大影响、泄露公司机密、骗薪等。
被加入白名单的原因包括连续两次绩效考核优秀、连续多次绩效考核良好、工作态度积极认真、工作中出错的几率很小、能超前高质量的完成工作任务等。
由于该外包人员的身份标识有可能与黑名单内记载的身份标识相匹配，或者有可能与白名单内记载的身份标识相匹配，所以预先确定的面试规则对应包括两种情况，例如，在一实施例中，若该外包人员的身份标识与黑名单内记载的身份标识相同，则预先确定的面试规则包括：根据预先确定的被加入黑名单的原因与严重等级之间的第一映射关系，确定该用户被加入黑名单的原因的严重等级，其中，身份标识包括，例如，身份证号码、电话号码、工号等可以识别该用户身份的识别码，在本实施例中，如下表1所示，为加入黑名单的原因与严重等级以及对应预设的处理对策之间的对应关系表，在表1中，严重等级对应用星星颗数形象的表示，可以理解地，星星颗数越多说明等级越严重；进一步地，由表1可知，若确定的严重等级大于或等于预设的严重等级(例如，预设的严重等级为5颗星)，例如，对应的星星颗数大于预设的星星颗数时，确定不面试该外包人员；若确定的严重等级小于或等于预设的严重等级，例如，对应的星星颗数小于或等于预设的星星颗数时，则向预先确定的审核人员发送针对该外包人员的面试审核请求，由预先确定的审核人员决定是否面试该外包人员。
表1
Figure PCTCN2018077643-appb-000003
Figure PCTCN2018077643-appb-000004
例如，在另一实施方式中，若该外包人员的身份标识与白名单内记载的身份标识相同，则预先确定的面试规则还包括：根据预先确定的被加入白名单的原因与专业级别之间的第二映射关系，确定该用户被加入白名单的原因的专业级别，在本实施例中，如下表2所示，为加入白名单的原因与专业级别以及对应预设的处理对策之间的对应关系表，在表2中，专业级别对应用五角星的数量形象的表示，可以理解地，五角星的数量越多说明该用户的专业级别越高；进一步，由表2可知，若确定的专业级别大于预设的专业级别(例如，预设的专业级别为3颗五角星)，则确定优先面试该外包人员，若确定的专业级别小于或等于预设的专业级别，则确定不优先面试该外包人员，进一步地，若确定的外包人员的专业级别达到预设的专家级别(例如，5颗五角星)，则确定越过前面的基础面试环节，直接进入最后一轮决定录用的面试环节。
表2
Figure PCTCN2018077643-appb-000005
Figure PCTCN2018077643-appb-000006
可以理解的是，在本实施例中，若该外包人员的身份标识与白名单和黑名单内记载的身份标识均不匹配，则向相关面试人员发出可针对该外包人员发起面试流程的通知。
需要说明的是，在本申请的另一实施例中，电子装置10中的存储器101中存储的外包人员选聘程序被处理器102执行时，还实现如下操作：
若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与被加入黑名单的原因和被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入黑名单或白名单。
上述实施例的外包人员选聘方法，在外包人员进行入职面试前，获取该外包人员的身份标识；遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配；若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则根据相匹配的身份标识查询黑名单，获取该黑名单内记载的该外包人员被加入黑名单的原因，并根据被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；若该外包人员的身份标识与白名单内记载的身份标识相匹配，则根据相匹配的身份标识查询白名单，获取该白名单内记载的该外包人员被加入白名单的原因，并根据被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。能够有效降低企业外包人员选聘工作的风险。
此外，本申请还提出一种计算机可读存储介质，该计算机可读存储介质上存储有外部人员选聘程序，该外部人员选聘程序被处理器执行时实现如下操作：
外包人员进行入职面试前，获取该外包人员的身份标识；
遍历预先确定的外包人员黑名单和白名单，确定该外包人员的身份标识是否与黑名单或白名单内记载的身份标识相匹配；
若该外包人员的身份标识与黑名单内记载的身份标识相匹配，则根据相匹配的身份标识查询黑名单，获取该黑名单内记载的该外包人员被加入黑名单的原因，并根据被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
若该外包人员的身份标识与白名单内记载的身份标识相匹配，则根据相匹配的身份标识查询白名单，获取该白名单内记载的该外包人员被加入白名单的原因，并根据被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
进一步地，该外包人员选聘程序被处理器执行时，还实现如下操作：
若该外包人员的身份标识与白名单和黑名单内记载的身份标识均不匹配，则向相关面试人员发出可针对该外包人员发起面试流程的通知。
进一步地，该外包人员选聘程序被处理器执行时，还实现如下操作：
若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与被加入黑名单的原因和被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入黑名单或白名单。
本申请计算机可读存储介质具体实施方式与上述电子装置和外包人员选聘方法各实施例基本相同，在此不作累述。
上述本申请实施例序号仅仅为了描述，不代表实施例的优劣。
通过以上的实施方式的描述，本领域的技术人员可以清楚地了解到上述实施例方法可借助软件加必需的通用硬件平台的方式来实现，当然也可以通过硬件，但很多情况下前者是更佳的实施方式。基于这样的理解，本申请的技术方案本质上或者说对现有技术做出贡献的部分可以以软件产品的形式体现出来，该计算机软件产品存储在一个存储介质(如ROM/RAM、磁碟、光盘)中，包括若干指令用以使得一台终端设备(可以是手机，计算机，服务器， 空调器，或者网络设备等)执行本申请各个实施例所述的方法。
以上仅为本申请的优选实施例，并非因此限制本申请的专利范围，凡是利用本申请说明书及附图内容所作的等效结构或等效流程变换，或直接或间接运用在其他相关的技术领域，均同理包括在本申请的专利保护范围内。

Claims (20)

  1. 一种电子装置，其特征在于，所述电子装置包括存储器、及与所述存储器连接的处理器，所述处理器用于执行所述存储器上存储的外包人员选聘程序，所述外包人员选聘程序被所述处理器执行时实现如下步骤：
    外包人员进行入职面试前，获取该外包人员的身份标识；
    遍历预先确定的外包人员黑名单和白名单，确定所述外包人员的身份标识是否与所述黑名单或所述白名单内记载的身份标识相匹配；若所述外包人员的身份标识与所述黑名单内记载的身份标识相匹配，则根据所述身份标识查询所述黑名单，获取该黑名单内记载的所述外包人员被加入黑名单的原因，并根据所述被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
    若所述外包人员的身份标识与所述白名单内记载的身份标识相匹配，则根据所述身份标识查询所述白名单，获取该白名单内记载的所述外包人员被加入白名单的原因，并根据所述被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
  2. 如权利要求1所述的电子装置，其特征在于，所述外包人员选聘程序被所述处理器执行时还实现如下步骤：
    若所述外包人员的身份标识与所述白名单和所述黑名单内记载的身份标识均不匹配，则向相关面试人员发出可针对该外包人员发起面试流程的通知。
  3. 如权利要求1所述的电子装置，其特征在于，所述预设的面试规则包括：
    若外包人员被加入黑名单的原因的严重等级大于预设的严重等级，则确定不面试该外包人员；若外包人员被加入黑名单的原因的严重等级小于或等于预设的严重等级，则向预先确定的审核人员发送针对该外包人员的面试审核请求，由预先确定的审核人员决定是否面试该外包人员。
  4. 如权利要求3所述的电子装置，其特征在于，所述预设的面试规则还包括：
    若外包人员被加入白名单的原因的专业级别大于预设的专业级别，则确定优先面试该外包人员；
    若外包人员被加入白名单的原因的专业级别小于或等于预设的专业级别，则确定不优先面试该外包人员。
  5. 如权利要求1所述的电子装置，其特征在于，所述外包人员选聘程序被所述处理器执行时还实现如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名单或所述白名单。
  6. 如权利要求2所述的电子装置，其特征在于，所述外包人员选聘程序被所述处理器执行时还实现如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名单或所述白名单。
  7. 如权利要求3所述的电子装置，其特征在于，所述外包人员选聘程序被所述处理器执行时还实现如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名单或所述白名单。
  8. 如权利要求4所述的电子装置，其特征在于，所述外包人员选聘程序被所述处理器执行时还实现如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名单或所述白名单。
  9. 一种外包人员选聘方法，其特征在于，所述方法包括如下步骤：
    外包人员进行入职面试前，获取该外包人员的身份标识；
    遍历预先确定的外包人员黑名单和白名单，确定所述外包人员的身份标识是否与所述黑名单或所述白名单内记载的身份标识相匹配；
    若所述外包人员的身份标识与所述黑名单内记载的身份标识相匹配，则根据所述身份标识查询所述黑名单，获取该黑名单内记载的所述外包人员被加入黑名单的原因，并根据所述被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
    若所述外包人员的身份标识与所述白名单内记载的身份标识相匹配，则根据所述身份标识查询所述白名单，获取该白名单内记载的所述外包人员被加入白名单的原因，并根据所述被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
  10. 如权利要求9所述的外包人员选聘方法，其特征在于，所述方法还包括如下步骤：
    若所述外包人员的身份标识与所述白名单和所述黑名单内记载的身份标识均不匹配，则向相关面试人员发出可针对该外包人员发起面试流程的通知。
  11. 如权利要求9所述的外包人员选聘方法，其特征在于，所述预设的面试规则包括：
    若外包人员被加入黑名单的原因的严重等级大于预设的严重等级，则确定不面试该外包人员；
    若外包人员被加入黑名单的原因的严重等级小于或等于预设的严重等级，则向预先确定的审核人员发送针对该外包人员的面试审核请求，由预先确定的审核人员决定是否面试该外包人员。
  12. 如权利要求11所述的外包人员选聘方法，其特征在于，所述预设的面试规则还包括：
    若外包人员被加入白名单的原因的专业级别大于预设的专业级别，则确定优先面试该外包人员；
    若外包人员被加入白名单的原因的专业级别小于或等于预设的专业级别，则确定不优先面试该外包人员。
  13. 如权利要求9所述的外包人员选聘方法，其特征在于，所述方法还包括如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名单或所述白名单。
  14. 如权利要求10所述的外包人员选聘方法，其特征在于，所述方法还包括如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名单或所述白名单。
  15. 如权利要求11所述的外包人员选聘方法，其特征在于，所述方法还包括如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名 单或所述白名单。
  16. 如权利要求12所述的外包人员选聘方法，其特征在于，所述方法还包括如下步骤：
    若确定该外包人员面试通过，则实时或定时记录该外包人员的工作表现，并将该外包人员的工作表现与所述被加入黑名单的原因和所述被加入白名单的原因进行匹配，根据匹配结果选择将该外包人员的身份标识加入所述黑名单或所述白名单。
  17. 一种计算机可读存储介质，所述计算机可读存储介质存储有外包人员选聘程序，所述外包人员选聘程序可被至少一个处理器执行，以使所述至少一个处理器执行如下步骤：
    外包人员进行入职面试前，获取该外包人员的身份标识；
    遍历预先确定的外包人员黑名单和白名单，确定所述外包人员的身份标识是否与所述黑名单或所述白名单内记载的身份标识相匹配；
    若所述外包人员的身份标识与所述黑名单内记载的身份标识相匹配，则根据所述身份标识查询所述黑名单，获取该黑名单内记载的所述外包人员被加入黑名单的原因，并根据所述被加入黑名单的原因和预设的面试规则确定是否面试该外包人员；
    若所述外包人员的身份标识与所述白名单内记载的身份标识相匹配，则根据所述身份标识查询所述白名单，获取该白名单内记载的所述外包人员被加入白名单的原因，并根据所述被加入白名单的原因和预设的面试规则确定是否优先面试该外包人员。
  18. 如权利要求17所述的存储介质，其特征在于，所述外包人员选聘程序可被至少一个处理器执行，以使所述至少一个处理器还执行如下步骤：
    若所述外包人员的身份标识与所述白名单和所述黑名单内记载的身份标识均不匹配，则向相关面试人员发出可针对该外包人员发起面试流程的通知。
  19. 如权利要求18所述的存储介质，其特征在于，所述预设的面试规则包括：
    若外包人员被加入黑名单的原因的严重等级大于预设的严重等级，则确定不面试该外包人员；
    若外包人员被加入黑名单的原因的严重等级小于或等于预设的严重等级，则向预先确定的审核人员发送针对该外包人员的面试审核请求，由预先确定的审核人员决定是否面试该外包人员。
  20. 如权利要求19所述的存储介质，其特征在于，所述预设的面试规则还包括：
    若外包人员被加入白名单的原因的专业级别大于预设的专业级别，则确定优先面试该外包人员；
    若外包人员被加入白名单的原因的专业级别小于或等于预设的专业级别，则确定不优先面试该外包人员。
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