WO2019095665A1 - 面试方法、服务器及计算机可读存储介质 - Google Patents

面试方法、服务器及计算机可读存储介质 Download PDF

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Publication number
WO2019095665A1
WO2019095665A1 PCT/CN2018/089348 CN2018089348W WO2019095665A1 WO 2019095665 A1 WO2019095665 A1 WO 2019095665A1 CN 2018089348 W CN2018089348 W CN 2018089348W WO 2019095665 A1 WO2019095665 A1 WO 2019095665A1
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interview
interviewer
plan
candidate
resume
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French (fr)
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秦欢欢
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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

Definitions

  • the present application relates to the field of process control application technologies, and in particular, to a user interview method and a server.
  • the general interview procedure is complicated. Basically, all the business units are recruiting qualified resumes from the resumes of many candidates, and then interviewing and inspecting each interview through a series of interview steps. The steps are carefully arranged for the interview method and interview time to reduce the impact on the daily work and life of the interviewer or candidate. Therefore, most of the interview process is complicated and time-consuming, wasting the time of the relevant personnel involved in the interview, wasting the resources of the company.
  • the present application proposes a server that can screen out qualified resumes according to preset job requirements, and then automatically generate an interview plan according to the interviewer's preset interview time period and interview mode, and notify the applicant and the interviewer.
  • the interview plan the corresponding interview step is performed, and finally the interview score of the candidate is obtained, and the interview result is output, thereby effectively reducing the interview period, improving the efficiency of the interview, and saving the resources of the enterprise.
  • the present application provides a server including a memory, a processor, and an interview program stored on the memory and operable on the processor, the interview program being processed
  • a server including a memory, a processor, and an interview program stored on the memory and operable on the processor, the interview program being processed
  • the qualified resumes are selected from the candidate resumes, and the candidate information corresponding to the qualified resumes is obtained; the interview plan is automatically generated according to the interviewable time period and the interview mode set by each interviewer; The program notifies the candidate and the interviewer to conduct an interview; obtains an interview score given by each interviewer in the interview plan, and outputs the interview result of the candidate according to a preset rule.
  • the selecting a qualified resume from the candidate resume according to the preset job requirement specifically comprising the steps of: obtaining each requirement in the preset job requirement, wherein the job requirement includes job responsibilities and skill requirements. And one or several items in the working years; comparing the candidate resume with each of the requirements, and calculating a matching degree; comparing the matching degree with a preset matching degree threshold, thereby selecting qualified resume.
  • the step of automatically generating an interview plan according to an interviewable time period and an interview mode set by each interviewer further includes the steps of: obtaining a job position in the job requirement; determining the interview according to the job position.
  • the step of automatically generating an interview plan according to the interviewable time period and the interview mode set by each interviewer further includes the steps of: obtaining an interviewable time period and an interview mode preset by each interviewer; The interview step, and the interviewable time period of each interviewer, generates a time period of each interview step, wherein the time periods of each interview step do not coincide; according to the time period of each interview step and the interview method Generate an interview plan.
  • the present application further provides an interview method, which is applied to a server, and the method includes the steps of:
  • the qualified resumes are selected from the candidate resumes, and the candidate information corresponding to the qualified resumes is obtained; the interview plan is automatically generated according to the interviewable time period and the interview mode set by each interviewer; The program notifies the candidate and the interviewer to conduct an interview; obtains an interview score given by each interviewer in the interview plan, and outputs the interview result of the candidate according to a preset rule.
  • the post needs to include one or more of job responsibilities, skill requirements, and working years.
  • the selecting a qualified resume from the candidate resume according to the preset job requirement specifically comprising the steps of: obtaining each requirement in the preset job requirement, wherein the job requirement includes job responsibilities and skill requirements. And one or several items in the working years; comparing the candidate resume with each of the requirements, and calculating a matching degree; comparing the matching degree with a preset matching degree threshold, thereby selecting qualified resume.
  • the step of automatically generating an interview plan according to an interviewable time period and an interview mode set by each interviewer further includes the steps of: obtaining a job position in the job requirement; determining the interview according to the job position.
  • the step of automatically generating an interview plan according to the interviewable time period and the interview mode set by each interviewer further includes the steps of: obtaining an interviewable time period and an interview mode preset by each interviewer; The interview step, and the interviewable time period of each interviewer, generates a time period of each interview step, wherein the time periods of each interview step do not coincide; according to the time period of each interview step and the interview method Generate an interview plan.
  • the method further includes the steps of: notifying the candidate to perform an interview according to the interview plan; Before the interview step, notify the interviewer corresponding to the interview step to conduct an interview.
  • the present application further provides a computer readable storage medium storing an interview program, the interview program being executable by at least one processor to enable the at least one The processor performs the steps of the interview method as described above.
  • the interview method, the server and the computer readable storage medium proposed by the present application can filter out qualified resumes according to preset job requirements, and then according to the interviewer's preset interview time period and interview method. Automatically generate an interview plan and notify the candidate and the interviewer to perform corresponding interview steps according to the interview plan, and finally obtain the candidate's interview score and output the interview result, thereby effectively reducing the interview period and improving the efficiency of the interview. , saving the resources of the enterprise.
  • 1 is a schematic diagram of an optional hardware architecture of the server of the present application.
  • FIG. 2 is a schematic diagram of a program module of an embodiment of an interview procedure of the present application
  • FIG. 3 is a schematic flow chart of an embodiment of an interview method of the present application.
  • FIG. 1 it is a schematic diagram of an optional hardware architecture of the server 1 of the present application.
  • the server 1 may be a computing device such as a rack server, a blade server, a tower server, or a rack server.
  • the server 1 may be a standalone server or a server cluster composed of multiple servers.
  • the server 1 may include, but is not limited to, the memory 11, the processor 12, and the network interface 13 being communicably connected to each other through a system bus.
  • the server 1 connects to the network through the network interface 13 (not shown in FIG. 1), and acquires or transmits all the information including the resume information.
  • the network may be an intranet, an Internet, a Global System of Mobile communication (GSM), a Wideband Code Division Multiple Access (WCDMA), a 4G network, or a 5G network.
  • Wireless or wired networks such as networks, Bluetooth, Wi-Fi, and call networks.
  • Figure 1 only shows the server 1 with the components 11-13, but it should be understood that not all illustrated components are required to be implemented, and more or fewer components may be implemented instead.
  • the memory 11 includes at least one type of readable storage medium including a flash memory, a hard disk, a multimedia card, a card type memory (eg, SD or DX memory, etc.), and a random access memory (RAM). , 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 11 may be an internal storage unit of the server 1, such as a hard disk or memory of the server 1.
  • the memory 11 may also be an external storage device of the server 1, such as a plug-in hard disk equipped with the server 1, a smart memory card (SMC), and a secure digital (Secure Digital). , SD) card, flash card (Flash Card), etc.
  • the memory 11 can also include both the internal storage unit of the server 1 and its external storage device.
  • the memory 11 is generally used to store an operating system installed in the server 1 and various types of application software, such as program codes of the interview program 200, and the like. Further, the memory 11 can also be used to temporarily store various types of data that have been output or are to be output.
  • the processor 12 may be a Central Processing Unit (CPU), controller, microcontroller, microprocessor, or other data processing chip in some embodiments.
  • the processor 12 is typically used to control the overall operation of the server 1, such as performing data interaction or communication related control and processing, and the like.
  • the processor 12 is configured to run program code or process data stored in the memory 11, such as running the interview program 200 or the like.
  • the network interface 13 may comprise a wireless network interface or a wired network interface, which is typically used to establish a communication connection between the server 1 and other electronic devices.
  • the server 1 selects a qualified resume according to the preset job requirement, and then according to the interviewer.
  • the interviewable time period and the interview method automatically generate an interview plan and notify the candidate and the interviewer to perform corresponding interview steps according to the interview plan, and finally obtain the interview score of the candidate and output the interview result, thereby effectively reducing the interview result.
  • the interview cycle improves the efficiency of the interview and saves the resources of the company.
  • the present application proposes an interview procedure 200.
  • FIG. 2 it is a program module diagram of an embodiment of the interview program 200 of the present application.
  • the interview program 200 includes a series of computer program instructions stored on the memory 11, and when the computer program instructions are executed by the processor 12, the interview execution process of the embodiments of the present application can be implemented.
  • the interviewer 200 can be divided into one or more modules based on the particular operations implemented by the various portions of the computer program instructions. For example, in FIG. 2, the interview program 200 can be divided into a setup module 201, a comparison module 202, a selection module 203, a generation module 204, a notification module 205, and an output module 206. among them:
  • the setting module 201 is configured to obtain each requirement in a preset job requirement.
  • each refinement requirement in the job requirement is set in advance.
  • the job requirements include one or more of job responsibilities, skill needs, and years of work.
  • the setting module 201 is configured to set each requirement included in each item of the job requirement. In this embodiment, when the job requirement includes job responsibilities, skill requirements, and working years, the setting module 201 respectively details each of the job responsibilities, the skill requirements, and the working years requirements. Turn into specific requirements for each.
  • the sub-item responsibilities in the job requirements of the software test position can be set to three requirements: "automated test”, “mobile phone related products”, “Android and ISO system”, the keywords can include words One or more of the words, words, and fields.
  • the comparing module 202 is configured to compare the candidate resume with each of the requirements, and calculate a matching degree.
  • the content of the resume is compared with each requirement of each of the post requirements set by the setting module 201, and the matching degree is calculated according to the degree of similarity.
  • the comparison module 202 compares all the contents of the resume with each requirement of each of the post requirements, when the resume content includes the post requirement When one of the sub-items is required, the resume is considered to have a matching degree of 100% with the requirement; when the content of the resume and one of the sub-items of the post requirement are similar to the requirement x When %, the resume is considered to match the requirement of the article x%. Then, the required similarity of each of all the sub-items in the post requirement is comprehensively calculated, and the matching degree of the resume is calculated. In this embodiment, the matching degree of each required item of each sub-item may be accumulated and divided by all the required number of items.
  • the matching degree of the resume corresponding to the three requirements is respectively 70%, 80%, 90%
  • the matching degree of the resume may also be calculated by weighting each required matching degree of each sub-item.
  • the selecting module 203 is configured to compare the matching degree with a preset matching degree threshold to select a qualified resume.
  • the selection module 203 compares all the matching degrees with the preset.
  • the matching degree threshold is compared, and the resume corresponding to the matching degree greater than the matching degree threshold is selected, and is selected as a qualified resume. For example, when the matching degree threshold is set to 85%, the selection module 203 selects the resume calculated by the comparison module 202 with a matching degree greater than 85% as a qualified resume for the next step of the interview.
  • the generating module 204 is configured to automatically generate an interview plan according to an interviewable time period and an interview mode set by each interviewer.
  • the generating module 204 first acquires a job position in the job requirement, determines an interview step of the interview according to the job position, and an interviewer corresponding to the interview step, and then obtains each preset of the interviewer. An interview time period and an interview mode; then generating a time period for each interview step according to a preset interview step and an interviewable time period of each of the interviewers, wherein the time period of each interview step is not Coincident; finally, an interview plan is generated according to the time period of each of the interview steps and the interview method.
  • the job requirements include the job information of the job
  • the job positions are different, corresponding to different recruitment departments and different recruitment steps, and different recruitment departments and different recruitment steps are directly Determined the different interviewers in the recruitment process. Therefore, it is necessary to first determine the interview steps and interviewers for this interview, and each interviewer will pre-set at least one interviewable time period that will not affect his or her life or work. Then, according to the interview step in the actual interview, the interviewable time segments preset by each interviewer are arranged such that the interview period of each interviewer in the interview step does not coincide. In this way, the time period of the interview step is formed. Then, by combining the interview methods preset by each interviewer, an interview plan is generated.
  • the generating module 204 obtains the job position in the job requirement as M, and the job M has a recruitment step of 3 steps, and the corresponding interviewer is A, B, and C.
  • each interviewer has an interview time of 1 hour
  • interviewer A sets an interview time of 9-11
  • interview mode is a telephone interview
  • interviewer B sets an interview time period of 9-11 and 14- 15, the interview method is face-to-face interview
  • interviewer C set the interview time period is 14-16, the interview method is face-to-face interview.
  • the generating module 204 arranges the interview time of the interviewer A, the interviewer B, and the interviewer C according to the principle that the time periods of each interview step do not coincide, forming an interviewer A interview at 9-10 points.
  • interviewer B interviews at 10-11, interviewer C interviews at 14-15; interviewer A at 9-10, interviewer B at 10-11, interviewer C at 15-16; Or interviewer A will be interviewed at 10-11, interviewer B will be interviewed at 14-15, and interviewer C will interview three interviews at 15-16.
  • each interviewer's interview method is associated with the interview plan for three interview programs: interviewer A conducts a telephone interview at 9-10, interviewer B conducts a face-to-face interview at 10-11, interviewer C 14-15 points for face-to-face interviews; interviewer A conducts a telephone interview at 9-10, interviewer B conducts a face-to-face interview at 10-11, interviewer C conducts a face-to-face interview at 15-16; or interviewer A at 10 A telephone interview was conducted at -11, interviewer B conducted a face-to-face interview at 14-15, and interviewer C conducted a face-to-face interview at 15-16.
  • the notification module 205 is configured to notify the applicant and the interviewer to conduct an interview according to the interview plan.
  • the notification module 205 randomly selects an interview plan of the interview plan to notify the candidate and the interviewer to conduct an interview, for other interviews.
  • the interview plan of the program is saved as a preliminary interview plan for replacement when the candidate or the interviewer has an intention to adjust the interview period of the notified interview plan.
  • the notification module 205 first notifies the applicant to perform an interview according to the interview plan, and after the candidate feedbacks the interview time for agreeing to the interview plan, the notification module 205 is The interviewer corresponding to the interview step is notified to interview the interview step before each interview step.
  • each interview step in the interview program is carried out in sequence. After the current interview step, if the applicant does not meet the expectations, they can be directly eliminated, so the next interview step will not be triggered.
  • the implementation may determine whether to notify the interviewer of the next interview step to perform an interview based on the interview score given by the interviewer for each interview step obtained by the output module.
  • the output module 206 obtains that the interview score given by the interviewer is lower than a preset value in an interview step, directly determining that the candidate does not meet the job requirement, and therefore feedback The notification module 205 then notifies the interviewer of the next interview step in the interview plan to conduct an interview.
  • the output module 206 is configured to obtain an interview score given by each interviewer in the interview plan, and output the interview result of the candidate according to a preset rule.
  • the output module 206 receives the interview score given by the interviewer for each interview step in the interview plan, and then comprehensively calculates the interview score of the candidate for the interview, and finally outputs the according to the preset rule.
  • the interview result of the candidate wherein, when the output module 206 receives an interview score given by the interviewer in a certain interview step is lower than a preset value, it directly determines that the candidate does not meet the job requirement, and feeds back to the notification module 205. The notification module 205 then no longer informs the interviewer of the next interview step in the interview plan to conduct an interview. When each interviewer in the interview plan gives an interview score that is not lower than a preset value, the output module 206 outputs the candidate's interview result according to a preset rule.
  • the interviewer when the interview score of each interview step is not less than 60 minutes, when the output module 206 obtains an interview step, the interviewer gives an interview score of less than 60 points. And then, to the notification module 205, the notification module 205 cancels the notification when the interviewer does not notify the next step of the interview step of the interview program, and then cancels the notification; otherwise, the next step The interviewer made an additional notice to inform him that the interview was terminated early and no longer needed an interview. When the output module 206 obtains that the interviewer's score given by each interviewer is not less than 60, the output module 206 also gives an interview score to the interviewer of each interview step. Perform statistical calculations, such as weighting statistics. For example, the interview plan includes three steps.
  • interviewer A gives a score of 70
  • interviewer A gives a score of 80
  • interviewer A gives a score of 80
  • each interviewer gives a score with a weight value of 1/3
  • the output module 206 is configured to sort the selection according to the interview results of all candidates in a period of time, and then select the candidate with the best interview result.
  • the server 1 can filter out qualified resumes according to preset job requirements, and then automatically generate an interview plan according to the interviewer's preset interview time period and interview mode, and notify the applicant and the interviewer according to the location.
  • the interview program carries out the corresponding interview steps, and finally obtains the candidate's interview score and outputs the interview result, thereby effectively reducing the interview cycle, improving the efficiency of the interview, and saving the resources of the enterprise.
  • the present application also proposes an interview method.
  • FIG. 3 it is a schematic flowchart of an embodiment of the interview method of the present application.
  • the order of execution of the steps in the flowchart shown in FIG. 3 may be changed according to different requirements, and some steps may be omitted.
  • step S500 each requirement in the preset job requirement is obtained.
  • each of the detailed requirements in the job requirements must be set in advance.
  • the job requirements include one or more of job responsibilities, skill requirements, and years of work, so each requirement included in each of the job requirements needs to be set.
  • each requirement included in each of the job requirements needs to be set.
  • each of the job responsibilities, the skill needs, and the working years are respectively refined into specific requirements.
  • the sub-item responsibilities in the job requirements of the software test position can be set to three requirements: "automated test”, “mobile phone related products”, “Android and ISO system”, the keywords can include words One or more of the words, words, and fields.
  • Step S502 comparing the candidate resume with each of the requirements, and calculating the matching degree.
  • the content of the resume is compared with each requirement of each of the set of post requirements, and the matching degree is calculated according to the degree of similarity.
  • the resume when all the content of the resume is compared with each requirement of each of the post requirements, when the resume content includes one of the sub-items of the post requirement
  • the resume is considered to have a matching degree of 100% with the requirement; when the content of the resume is similar to one of the requirements of the post, x% is considered to be The CV is matched with the requirement of x%.
  • Step S504 comparing the matching degree with a preset matching degree threshold, thereby selecting a qualified resume.
  • the matching degree of each resume is calculated, and then all the matching degrees are compared with a preset matching degree threshold, and the selected value is greater than the selected
  • the resume corresponding to the matching degree of the matching degree threshold is selected as a qualified resume. For example, when the set matching degree threshold is 85%, the resume whose matching degree is greater than 85% calculated in the step S502 is selected as the qualified resume for the next step of the interview.
  • step S506 the interview step and the interviewer of the interview are determined according to the job requirements, and the interview plan is automatically generated according to the interviewable time period and the interview mode set by each interviewer.
  • the recruitment position in the job requirement is obtained, and the interview step of the interview and the interviewer corresponding to the interview step are determined according to the job position, and then the interviewable time period preset by each interviewer is obtained.
  • Interview mode then generating a time period for each interview step according to a preset interview step and each of the interviewer's interviewable time periods, wherein the time periods of each interview step do not coincide;
  • the time period of each interview step and the interview method are generated to generate an interview plan.
  • the job requirements include the job information of the job
  • the job positions are different, corresponding to different recruitment departments and different recruitment steps, and different recruitment departments and different recruitment steps are directly Determined the different interviewers in the recruitment process. Therefore, it is necessary to first determine the interview steps and interviewers for this interview, and each interviewer will pre-set at least one interviewable time period that will not affect his or her life or work. Then, according to the interview step in the actual interview, the interviewable time segments preset by each interviewer are arranged such that the interview period of each interviewer in the interview step does not coincide. In this way, the time period of the interview step is formed. Then, by combining the interview methods preset by each interviewer, an interview plan is generated.
  • the job position in the job requirement is M
  • the job M is in the 3 steps
  • the corresponding interviewer is A, B, and C.
  • each interviewer has an interview time of 1 hour
  • interviewer A sets an interview time of 9-11
  • interview mode is a telephone interview
  • interviewer B sets an interview time period of 9-11 and 14- 15, the interview method is face-to-face interview
  • interviewer C set the interview time period is 14-16, the interview method is face-to-face interview.
  • the interviewer A, the interviewer B and the interviewer C will be interviewed, forming an interviewer A at 9-10 o'clock, interviewer B at 10 -11 interview, interviewer C interview at 14-15; interviewer A at 9-10, interviewer B at 10-11, interviewer C at 15-16; or interviewer A 10-11 interviews, interviewer B interviews at 14-15, interviewer C interviews three interviews at 15-16.
  • each interviewer's interview method is associated with the interview plan for three interview programs: interviewer A conducts a telephone interview at 9-10, interviewer B conducts a face-to-face interview at 10-11, interviewer C 14-15 points for face-to-face interviews; interviewer A conducts a telephone interview at 9-10, interviewer B conducts a face-to-face interview at 10-11, interviewer C conducts a face-to-face interview at 15-16; or interviewer A at 10 A telephone interview was conducted at -11, interviewer B conducted a face-to-face interview at 14-15, and interviewer C conducted a face-to-face interview at 15-16.
  • Step S508 notifying the applicant and the interviewer to conduct an interview according to the interview plan.
  • step S506 After step S506 generates an interview plan including several interview plans, an interview plan that randomly selects an interview plan informs the candidate and the interviewer to conduct an interview, and the interview plan for other interview programs is used as an interview plan.
  • the preliminary interviewing plan is saved for replacement when the candidate or the interviewer has an intention to adjust the interview period of the notified interview plan.
  • the applicant is first notified to perform an interview according to the interview plan, and after the applicant feedbacks the interview time for agreeing to the interview plan, it will be in each interview step of the interview plan.
  • the interviewer corresponding to the interview step described above is interviewed.
  • each interview step in the interview program is carried out in sequence. After the current interview step, if the applicant does not meet the expectations, they can be directly eliminated, so the next interview step will not be triggered.
  • the implementation may decide whether to notify the interviewer of the next interview step to conduct an interview based on the interview score given by the interviewer of each interview step obtained.
  • the interview score given by the interviewer in an interview step is less than a preset value, it is directly determined that the candidate does not meet the job requirement, and therefore the interview plan is not notified. The interviewer at the next interview step will conduct an interview.
  • Step S510 obtaining an interview score given by each interviewer in the interview plan, and outputting the interview result of the candidate according to a preset rule.
  • the interviewer who receives each interview step in the interview program receives the interview score given by the interview process, and then comprehensively calculates the interview score of the candidate for the interview, and finally outputs the interview result of the candidate according to the preset rule.
  • the notification plan is not notified.
  • the interviewer at the next interview step will conduct an interview.
  • the interview result of the candidate is output according to a preset rule.
  • the interview score of each interview step is not less than 60 points, and when the interviewer who obtains an interview step gives an interview score of less than 60 points, the feedback is Step S508, step S508 cancels the notification when the interviewer who does not notify the next step of the interview step of the interview program performs an interview; otherwise, the interviewer of the next step is additionally notified to inform the interview of the advance At the end, there is no longer an interview.
  • the interview score given by the interviewer of each interview step is statistically calculated, such as weighted statistics.
  • the interview plan includes three steps.
  • interviewer A gives a score of 70
  • interviewer A gives a score of 80
  • interviewer A gives a score of 80
  • each interviewer gives a score with a weight value of 1/3
  • step S510 will set a sorting selection according to the interview results of all candidates in a time period, and then Choose the candidate with the best interview result.
  • the interview method proposed in this embodiment can select a qualified resume according to the preset job requirements, and then automatically generate an interview plan according to the interviewer's preset interview time period and interview mode, and notify the applicant and the interviewer according to the interview.
  • the interview program carries out the corresponding interview steps, and finally obtains the candidate's interview score and outputs the interview result, thereby effectively reducing the interview cycle, improving the efficiency of the interview, and saving the resources of the enterprise.
  • 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

本申请公开了一种面试方法，该方法包括：根据预设的岗位需求从待选简历中筛选出合格简历，获取所述合格简历对应的应聘者信息；根据每个面试官设置的可面试时间段和面试方式自动生成面试方案；根据所述面试方案通知所述应聘者以及所述面试官进行面试；获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。本申请还提供一种服务器及计算机可读存储介质。本申请提供的面试方法、服务器及计算机可读存储介质能够有效缩减了面试的周期，提高了面试的效率，节省了企业的资源。

Description

面试方法、服务器及计算机可读存储介质
优先权申明
本申请要求于2017年11月17日提交中国专利局、申请号为201711141731.8，发明名称为“面试方法、服务器及计算机可读存储介质”的中国专利申请的优先权，其内容全部通过引用结合在本申请中。
技术领域
本申请涉及流程控制应用技术领域，尤其涉及一种用户面试方法及服务器。
背景技术
普通面试程序复杂，基本上所有的企业单位对于人员的招聘，都是要从很多应聘者的简历中挑选出合格的简历，然后通过一系列的面试步骤对应聘者进行面试和考察，每一个面试步骤都要对面试方式和面试时间进行精心安排以减少对面试官或者应聘者的日常工作和生活的影响。因此大部分的面试过程都是繁杂并且耗时的，白白浪费了参与面试的相关人员的时间，浪费了企业的资源。
发明内容
有鉴于此，本申请提出一种服务器，可以根据预设的岗位需求筛选出合格简历，然后再根据面试官预设的可面试时间段和面试方式自动生成面试方案并通知到应聘者以及面试官根据所述面试方案进行相对应的面试步骤，最后获取该应聘者的面试分数，输出面试结果，从而有效缩减了面试的周期，提高了面试的效率，节省了企业的资源。
首先，为实现上述目的，本申请提出一种服务器，所述服务器包括存储器、处理器及存储在所述存储器上并可在所述处理器上运行的面试程序，所 述面试程序被所述处理器执行时实现如下步骤：
根据预设的岗位需求从待选简历中筛选出合格简历，获取所述合格简历对应的应聘者信息；根据每个面试官设置的可面试时间段和面试方式自动生成面试方案；根据所述面试方案通知所述应聘者以及所述面试官进行面试；获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。
可选地，所述根据预设的岗位需求从待选简历中筛选出合格简历，具体包括步骤：获取预设的岗位需求中的每一条要求，其中，所述岗位需求包括岗位职责、技能需求和工作年限中的一项或几项；将待选简历与所述每一条要求分别进行比对，并计算出匹配度；将所述匹配度与预设的匹配度阈值比较，从而选择出合格简历。
可选地，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤之前还包括步骤：获取所述岗位需求中的招聘职位；根据所述招聘职位确定此次面试的面试步骤及所述面试步骤对应的面试官。
可选地，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤还包括步骤：获取每个面试官预先设置的可面试时间段和面试方式；根据预设的面试步骤，以及所述每个面试官的可面试时间段生成每个面试步骤的时间段，其中每个面试步骤的时间段不重合；根据所述每个面试步骤的时间段及所述面试方式生成面试方案。
此外，为实现上述目的，本申请还提供一种面试方法，该方法应用于服务器，所述方法包括步骤：
根据预设的岗位需求从待选简历中筛选出合格简历，获取所述合格简历对应的应聘者信息；根据每个面试官设置的可面试时间段和面试方式自动生成面试方案；根据所述面试方案通知所述应聘者以及所述面试官进行面试；获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。
可选地，所述岗位需包括岗位职责、技能需求和工作年限中的一项或几项。
可选地，所述根据预设的岗位需求从待选简历中筛选出合格简历，具体包括步骤：获取预设的岗位需求中的每一条要求，其中，所述岗位需求包括岗位职责、技能需求和工作年限中的一项或几项；将待选简历与所述每一条要求分别进行比对，并计算出匹配度；将所述匹配度与预设的匹配度阈值比较，从而选择出合格简历。
可选地，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤之前还包括步骤：获取所述岗位需求中的招聘职位；根据所述招聘职位确定此次面试的面试步骤及所述面试步骤对应的面试官。
可选地，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤还包括步骤：获取每个面试官预先设置的可面试时间段和面试方式；根据预设的面试步骤，以及所述每个面试官的可面试时间段生成每个面试步骤的时间段，其中每个面试步骤的时间段不重合；根据所述每个面试步骤的时间段及所述面试方式生成面试方案。
可选地，在所述根据所述每个面试步骤的时间段及所述面试方式生成面试方案的步骤之后还包括步骤：通知所述应聘者根据所述面试方案进行面试；在所述面试方案的每个面试步骤时段前通知所述面试步骤对应的面试官进行面试。
进一步地，为实现上述目的，本申请还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面试程序，所述面试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上述的面试方法的步骤。
相较于现有技术，本申请所提出的面试方法、服务器及计算机可读存储介质，可以根据预设的岗位需求筛选出合格简历，然后再根据面试官预设的可面试时间段和面试方式自动生成面试方案并通知到应聘者以及面试官根据所述面试方案进行相对应的面试步骤，最后获取该应聘者的面试分数，输出 面试结果，从而有效缩减了面试的周期，提高了面试的效率，节省了企业的资源。
附图说明
图1是本申请服务器一可选的硬件架构的示意图；
图2是本申请面试程序一实施例的程序模块示意图；
图3是本申请面试方法一实施例的流程示意图。
附图标记：
服务器 1
存储器 11
处理器 12
网络接口 13
面试程序 200
设置模块 201
比较模块 202
选择模块 203
生成模块 204
通知模块 205
输出模块 206
本申请目的实现、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，是本申请服务器1一可选的硬件架构的示意图。
所述服务器1可以是机架式服务器、刀片式服务器、塔式服务器或机柜式服务器等计算设备，该服务器1可以是独立的服务器，也可以是多个服务器所组成的服务器集群。
本实施例中，所述服务器1可包括，但不仅限于，可通过系统总线相互通信连接存储器11、处理器12、网络接口13。
所述服务器1通过网络接口13连接网络(图1未标出)，获取或传递包括简历信息在内的所有资讯。所述网络可以是企业内部网(Intranet)、互联网(Internet)、全球移动通讯系统(Global System of Mobile communication，GSM)、宽带码分多址(Wideband Code Division Multiple Access，WCDMA)、4G网络、5G网络、蓝牙(Bluetooth)、Wi-Fi、通话网络等无线或有线网络。
需要指出的是，图1仅示出了具有组件11-13的服务器1，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，所述存储器11至少包括一种类型的可读存储介质，所述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，所述存储器11可以是所述服务器1的内部存储单元，例如该服务器1的硬盘或内存。在另一些实施例中，所述存储器11也可以是所述服务器1的外部存储设备，例如该服务器1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，所述存储器11还可以既包括所述服务器1的内部存储单元也包括其外部存储设备。本实施例中，所述存储器11通常用于存储安装于所述服务器1的操作系统和各类应用软件，例如所述面试程序200的程序代码等。此外，所述存储器11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。
所述处理器12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。该处理器12通常用于控制所述服务器1的总体操作，例如执行数据交互或者通信相关的控制和处理等。本实施例中，所述处理器12用于运行所述存储器11中存储的程序代码或者处理数据，例如运行面试程序200等。
所述网络接口13可包括无线网络接口或有线网络接口，该网络接口13通常用于在所述服务器1与其他电子设备之间建立通信连接。
本实施例中，当所述服务器1内安装并运行有面试程序200时，当所述面试程序200运行时，所述服务器1根据预设的岗位需求筛选出合格简历，然后再根据面试官预设的可面试时间段和面试方式自动生成面试方案并通知到应聘者以及面试官根据所述面试方案进行相对应的面试步骤，最后获取该应聘者的面试分数，输出面试结果，从而有效缩减了面试的周期，提高了面试的效率，节省了企业的资源。
至此，己经详细介绍了本申请各个实施例的应用环境和相关设备的硬件结构和功能。下面，将基于上述应用环境和相关设备，提出本申请的各个实 施例。
首先，本申请提出一种面试程序200。
参阅图2所示，是本申请面试程序200一实施例的程序模块图。
本实施例中，所述面试程序200包括一系列的存储于存储器11上的计算机程序指令，当该计算机程序指令被处理器12执行时，可以实现本申请各实施例的面试执行过程。在一些实施例中，基于该计算机程序指令各部分所实现的特定的操作，面试程序200可以被划分为一个或多个模块。例如，在图2中，所述面试程序200可以被分割成设置模块201、比较模块202、选择模块203、生成模块204、通知模块205和输出模块206。其中：
所述设置模块201，用于获取预设的岗位需求中的每一条要求。
具体地，对应于需要招聘的职位，预先要设置好岗位需求中的每一条细化要求。所述岗位需求包括岗位职责、技能需求和工作年限中的一项或几项。所述设置模块201用于设置岗位需求中每一项所包括的每一条要求。在本实施例中，所述岗位需求包括岗位职责、技能需求和工作年限时，则所述设置模块201分别对所述岗位职责、所述技能需求和所述工作年限要求中的每一项细化成具体的每一条要求。
例如，可以根据实际岗位职责，将软件测试职位的岗位需求中的子项岗位职责设置三条要求：“自动化测试”、“手机相关产品”、“安卓和ISO系统”，所述关键字可以包括字、词、字段中的一种或多种。
所述比较模块202，用于将待选简历与所述每一条要求分别进行比对，并计算出匹配度。
具体地，设置好岗位需求中的每一条要求后，接收应聘人员投递的简历，或者从相关招聘的网站上自动获取在一定时间内刷新的相同岗位的应聘人员的简历。然后将所述简历的内容逐一与所述设置模块201设置的所述岗位需求中的每个子项的每一条要求进行比对，根据相似程度计算出匹配度。在本实施例中，所述比较模块202将所述简历的所有内容逐一与所述岗位需求中的每 个子项的每一条要求进行比对时，当所述简历内容包含所述岗位需求中的某一子项中的某一条要求时，则认为所述简历与该条要求匹配度100％；当所述简历内容与所述岗位需求中的某一子项中的某一条要求相似度为x％时，则认为所述简历与该条要求匹配度x％。然后再将所述岗位需求中的全部子项中的每一条要求的相似度进行综合运算，计算出所述简历的匹配度。在本实施例中，可以将每一子项的每一条要求的匹配度进行累加，再除以所有要求的条数，例如，有三条要求，所述简历对应与该三条要求的匹配度分别为70％，80％，90％，则所述简历对应于岗位要求的匹配度为(70％+80％+90％)/3＝80％。在其他实施例中，所述简历的匹配度还可以是每一条子项的每一条要求的匹配度进行加权运算计算出来的。
所述选择模块203，用于将所述匹配度与预设的匹配度阈值比较，从而选择出合格简历。
具体地，当所述比较模块202将待选简历与所述每一条要求分别进行比对，并计算出每一个简历的匹配度后，所述选择模块203则将所有所述匹配度与预设的匹配度阈值进行比较，选择出大于所述匹配度阈值的匹配度对应的简历，作为合格简历挑选出来。例如，当设置的匹配度阈值为85％时，所述选择模块203会将所述比较模块202计算出的匹配度大于85％的简历挑选出来，作为合格简历以进行面试的下一步。
所述生成模块204，用于根据每个面试官设置的可面试时间段和面试方式自动生成面试方案。
具体地，所述生成模块204首先获取所述岗位需求中的招聘职位，根据所述招聘职位确定此次面试的面试步骤及所述面试步骤对应的面试官，再获取每个面试官预先设置的可面试时间段和面试方式；然后在根据预设的面试步骤以及所述每个所述每个面试官的可面试时间段生成每个面试步骤的时间段，其中每个面试步骤的时间段不重合；最后根据所述每个面试步骤的时间段及所述面试方式生成面试方案。
在本实施例中，由于所述岗位需求中包含此次招聘的职位信息，招聘职位的不同，对应的是不同的招聘部门及不同的招聘步骤，而不同的招聘部门和不同的招聘步骤则直接决定了招聘过程中不同的面试官。因此，需要先确定此次面试的面试步骤和面试官，而每个面试官都会预先设置不会影响到自己的生活或者工作的至少一个可面试时间段。然后再根据实际面试中的面试步骤，将每个面试官预先设置的所述可面试时间段进行排列，使得所述面试步骤中的每个面试官的面试时间段都不重合。这样，就形成了面试步骤的时间段。然后再将所述每个面试官预先设置的面试方式结合进去，就生成了面试方案。
例如，生成模块204获取到岗位需求中的招聘职位为M，而职位M的招聘步骤为3步骤，对应的面试官为A，B，C。其中，每个面试官的面试时间为1个小时，面试官A设置的可面试时间段为9-11，面试方式为电话面试；面试官B设置的可面试时间段为9-11和14-15，面试方式为面对面面试；面试官C设置的可面试时间段为14-16，面试方式为面对面面试。则所述生成模块204根据每个面试步骤的时间段不重合的原则，将面试官A、将面试官B和将面试官C的面试时间进行排列，形成面试官A在9-10点面试，面试官B在10-11点面试，面试官C在14-15点面试；面试官A在9-10点面试，面试官B在10-11点面试，面试官C在15-16点面试；或者面试官A在10-11点面试，面试官B在14-15点面试，面试官C在15-16点面试三种面试方案。然后再将每个面试官的面试方式关联进去，生成三个面试方案的面试方案：面试官A在9-10点进行电话面试，面试官B在10-11点进行面对面面试，面试官C在14-15点进行面对面面试；面试官A在9-10点进行电话面试，面试官B在10-11点进行面对面面试，面试官C在15-16点进行面对面面试；或者面试官A在10-11点进行电话面试，面试官B在14-15点进行面对面面试，面试官C在15-16点进行面对面面试。
所述通知模块205，用于根据所述面试方案通知所述应聘者以及所述面试官进行面试。
具体地，所述生成模块204生成包含了几种面试方案的面试方案后，所述通知模块205随机选择一种面试方案的面试方案通知所述应聘者以及所述面试官进行面试，对于其他面试方案的面试方案则作为预备面试方案保存下来，用于当所述应聘者或者所述面试官对于通知下来的面试方案的面试时间段有调整意愿时进行更换。在本实施例中，所述通知模块205先通知所述应聘者根据所述面试方案进行面试，在所述应聘者反馈对同意所述面试方案的面试时间后，所述通知模块205在所述面试方案的每个面试步骤时段前通知所述面试步骤对应的面试官进行面试。
值得注意的是，面试方案中的每个面试步骤是依次进行的，当前一个面试步骤进行之后，觉得应聘者没有达到预期，则可以直接进行淘汰，因此就不会触发下一个面试步骤，具体的实施可以根据所述输出模块获取到的每个面试步骤的面试官给出的面试分数决定是否通知下一面试步骤的面试官进行面试。
在本实施例中，当所述输出模块206获取到在一个面试步骤中，面试官给出的面试分数低于一个预设的值时，直接判断所述应聘者不符合岗位要求，因此反馈到所述通知模块205，则所述通知模块205不再通知所述面试方案中下一面试步骤的面试官进行面试。
所述输出模块206，用于获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。
具体地，所述输出模块206接收面试方案中每个面试步骤的面试官对于面试过程给出的面试分数，然后综合计算出应聘者此次面试的面试分数，最后根据预设的规则输出所述应聘者的面试结果。其中，当所述输出模块206在接收某个面试步骤中面试官给出的面试分数低于一个预设的值时，直接判断所述应聘者不符合岗位要求，并且反馈到所述通知模块205，所述通知模块205则不再通知所述面试方案中下一面试步骤的面试官进行面试。当面试方案中的每个面试官给出的面试分数都不低于预设的值时，所述输出模块206则根据 预设的规则输出所述应聘者的面试结果。
在本实施例中，预先设置面试方案中，每个面试步骤的面试分数不得低于60分时，当所述输出模块206获取到某个面试步骤的面试官给出的面试分数低于60分时，则反馈到所述通知模块205，所述通知模块205在没有通知所述面试方案的所述面试步骤的下一步骤的面试官进行面试时，则取消通知；否则对所述下一步骤的面试官进行另外通知，通知其面试提前结束，不再需要进行面试。当所述输出模块206获取到每个面试步骤的面试官给出的面试分数都不低于60分时，所述输出模块206还会对所述每个面试步骤的面试官给出的面试分数进行统计计算，例如加权统计。例如所述面试方案包括三个步骤，对应的，面试官A给出分数70，面试官A给出分数80，面试官A给出分数80，每个面试官给出的分数的权重值均为1/3，则所述输出模块206计算出所述应聘者的面试分数为70*1/3+80*1/3+80*1/3＝76.7分。
由于招聘过程一般都包括开始招聘至人员入职的一个时间段，因此面试过程会包括多个应聘者。所述输出模块206会设置在一个时间段内根据所有应聘者的面试结果，进行排序选择，然后选择出面试结果最优的应聘者。
从上文可知，所述服务器1可以根据预设的岗位需求筛选出合格简历，然后再根据面试官预设的可面试时间段和面试方式自动生成面试方案并通知到应聘者以及面试官根据所述面试方案进行相对应的面试步骤，最后获取该应聘者的面试分数，输出面试结果，从而有效缩减了面试的周期，提高了面试的效率，节省了企业的资源。
此外，本申请还提出一种面试方法。
参阅图3所示，是本申请面试方法一实施例的流程示意图。在本实施例中，根据不同的需求，图3所示的流程图中的步骤的执行顺序可以改变，某些步骤可以省略。
步骤S500，获取预设的岗位需求中的每一条要求。
具体地，对应于需要招聘的职位，预先要设置好岗位需求中的每一条细 化要求。所述岗位需求包括岗位职责、技能需求和工作年限中的一项或几项，因此需要设置岗位需求中每一项所包括的每一条要求。在本实施例中，所述岗位需求包括岗位职责、技能需求和工作年限时，则分别对所述岗位职责、所述技能需求和所述工作年限中的每一项细化成具体的每一条要求。例如，可以根据实际岗位职责，将软件测试职位的岗位需求中的子项岗位职责设置三条要求：“自动化测试”、“手机相关产品”、“安卓和ISO系统”，所述关键字可以包括字、词、字段中的一种或多种。
步骤S502，将待选简历与所述每一条要求分别进行比对，并计算出匹配度。
具体地，设置好岗位需求中的每一条要求后，接收应聘人员投递的简历，或者从相关招聘的网站上自动获取在一定时间内刷新的相同岗位的应聘人员的简历。然后将所述简历的内容逐一与设置的所述岗位需求中的每个子项的每一条要求进行比对，根据相似程度计算出匹配度。在本实施例中，将所述简历的所有内容逐一与所述岗位需求中的每个子项的每一条要求进行比对时，当所述简历内容包含所述岗位需求中的某一子项中的某一条要求时，则认为所述简历与该条要求匹配度100％；当所述简历内容与所述岗位需求中的某一子项中的某一条要求相似度x％时，则认为所述简历与该条要求匹配度为x％。然后再将所述岗位需求中的全部子项中的每一条要求的相似度进行综合运算，计算出所述简历的匹配度。在本实施例中，可以将每一子项的每一条要求的匹配度进行累加，再除以所有要求的条数，例如，有三条要求，所述简历对应与该三条要求的匹配度分别为70％，80％，90％，则所述简历对应于岗位要求的匹配度为(70％+80％+90％)/3＝80％。在其他实施例中，所述简历的匹配度还可以是每一条子项的每一条要求的匹配度进行加权运算计算出来的。
步骤S504，将所述匹配度与预设的匹配度阈值比较，从而选择出合格简历。
具体地，将待选简历与所述每一条要求分别进行比对后，计算出每一个简历的匹配度，然后将所有所述匹配度与预设的匹配度阈值进行比较，选择出大于所述匹配度阈值的匹配度对应的简历，作为合格简历挑选出来。例如，当设置的匹配度阈值为85％时，则将所述步骤S502计算出的匹配度大于85％的简历挑选出来，作为合格简历以进行面试的下一步。
步骤S506，根据岗位需求确定此次面试的面试步骤和面试官，再根据每个面试官设置的可面试时间段和面试方式自动生成面试方案。
具体地，首先获取所述岗位需求中的招聘职位，根据所述招聘职位确定此次面试的面试步骤及所述面试步骤对应的面试官，再获取每个面试官预先设置的可面试时间段和面试方式；然后在根据预设的面试步骤以及所述每个所述每个面试官的可面试时间段生成每个面试步骤的时间段，其中每个面试步骤的时间段不重合；最后根据所述每个面试步骤的时间段及所述面试方式生成面试方案。
在本实施例中，由于所述岗位需求中包含此次招聘的职位信息，招聘职位的不同，对应的是不同的招聘部门及不同的招聘步骤，而不同的招聘部门和不同的招聘步骤则直接决定了招聘过程中不同的面试官。因此，需要先确定此次面试的面试步骤和面试官，而每个面试官都会预先设置不会影响到自己的生活或者工作的至少一个可面试时间段。然后再根据实际面试中的面试步骤，将每个面试官预先设置的所述可面试时间段进行排列，使得所述面试步骤中的每个面试官的面试时间段都不重合。这样，就形成了面试步骤的时间段。然后再将所述每个面试官预先设置的面试方式结合进去，就生成了面试方案。
例如，获取到岗位需求中的招聘职位为M，而职位M的招聘步骤为3步骤，对应的面试官为A，B，C。其中，每个面试官的面试时间为1个小时，面试官A设置的可面试时间段为9-11，面试方式为电话面试；面试官B设置的可面试时间段为9-11和14-15，面试方式为面对面面试；面试官C设置的可面试时间段 为14-16，面试方式为面对面面试。则根据每个面试步骤的时间段不重合的原则，将面试官A、将面试官B和将面试官C的面试时间进行排列，形成面试官A在9-10点面试，面试官B在10-11点面试，面试官C在14-15点面试；面试官A在9-10点面试，面试官B在10-11点面试，面试官C在15-16点面试；或者面试官A在10-11点面试，面试官B在14-15点面试，面试官C在15-16点面试三种面试方案。然后再将每个面试官的面试方式关联进去，生成三个面试方案的面试方案：面试官A在9-10点进行电话面试，面试官B在10-11点进行面对面面试，面试官C在14-15点进行面对面面试；面试官A在9-10点进行电话面试，面试官B在10-11点进行面对面面试，面试官C在15-16点进行面对面面试；或者面试官A在10-11点进行电话面试，面试官B在14-15点进行面对面面试，面试官C在15-16点进行面对面面试。
步骤S508，根据所述面试方案通知所述应聘者以及所述面试官进行面试。
具体地，当步骤S506生成包含了几种面试方案的面试方案后，则随机选择一种面试方案的面试方案通知所述应聘者以及所述面试官进行面试，对于其他面试方案的面试方案则作为预备面试方案保存下来，用于当所述应聘者或者所述面试官对于通知下来的面试方案的面试时间段有调整意愿时进行更换。在本实施例中，先通知所述应聘者根据所述面试方案进行面试，在所述应聘者反馈对同意所述面试方案的面试时间后，则会在所述面试方案的每个面试步骤时段前通知所述面试步骤对应的面试官进行面试。
值得注意的是，面试方案中的每个面试步骤是依次进行的，当前一个面试步骤进行之后，觉得应聘者没有达到预期，则可以直接进行淘汰，因此就不会触发下一个面试步骤，具体的实施可以根据获取到的每个面试步骤的面试官给出的面试分数决定是否通知下一面试步骤的面试官进行面试。
在本实施例中，当获取到在一个面试步骤中面试官给出的面试分数低于一个预设的值时，直接判断所述应聘者不符合岗位要求，因此不再通知所述面试方案中下一面试步骤的面试官进行面试。
步骤S510，获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。
具体地，接收面试方案中每个面试步骤的面试官对于面试过程给出的面试分数，然后综合计算出应聘者此次面试的面试分数，最后根据预设的规则输出所述应聘者的面试结果。其中，当接收到某个面试步骤中面试官给出的面试分数低于一个预设的值时，直接判断所述应聘者不符合岗位要求，并且反馈到步骤S508不再通知所述面试方案中下一面试步骤的面试官进行面试。当面试方案中的每个面试官给出的面试分数都不低于预设的值时，则根据预设的规则输出所述应聘者的面试结果。
在本实施例中，预先设置面试方案中，每个面试步骤的面试分数不得低于60分时，当获取到某个面试步骤的面试官给出的面试分数低于60分时，则反馈到步骤S508，步骤S508在没有通知所述面试方案的所述面试步骤的下一步骤的面试官进行面试时，则取消通知；否则对所述下一步骤的面试官进行另外通知，通知其面试提前结束，不再需要进行面试。当获取到每个面试步骤的面试官给出的面试分数都不低于60分时，则对所述每个面试步骤的面试官给出的面试分数进行统计计算，例如加权统计。例如所述面试方案包括三个步骤，对应的，面试官A给出分数70，面试官A给出分数80，面试官A给出分数80，每个面试官给出的分数的权重值均为1/3，则所述输出模块206计算出所述应聘者的面试分数为70*1/3+80*1/3+80*1/3＝76.7分。
由于招聘过程一般都包括开始招聘至人员入职的一个时间段，因此面试过程会包括多个应聘者，此时步骤S510会设置在一个时间段内根据所有应聘者的面试结果，进行排序选择，然后选择出面试结果最优的应聘者。
本实施例所提出的面试方法，可以根据预设的岗位需求筛选出合格简历，然后再根据面试官预设的可面试时间段和面试方式自动生成面试方案并通知到应聘者以及面试官根据所述面试方案进行相对应的面试步骤，最后获取该应聘者的面试分数，输出面试结果，从而有效缩减了面试的周期，提高了面 试的效率，节省了企业的资源。
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. 一种面试方法，应用于服务器，其特征在于，所述方法包括步骤：
    根据预设的岗位需求从待选简历中筛选出合格简历，获取所述合格简历对应的应聘者信息；
    根据每个面试官设置的可面试时间段和面试方式自动生成面试方案；
    根据所述面试方案通知所述应聘者以及所述面试官进行面试；
    获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。
  2. 如权利要求1所述的面试方法，其特征在于，所述根据预设的岗位需求从待选简历中筛选出合格简历，具体包括步骤：
    获取预设的岗位需求中的每一条要求，其中，所述岗位需求包括岗位职责、技能需求和工作年限中的一项或几项；
    将待选简历与所述每一条要求分别进行比对，并计算出匹配度；
    将所述匹配度与预设的匹配度阈值比较，从而选择出合格简历。
  3. 如权利要求2所述的面试方法，其特征在于，所述匹配度为待选简历与所述每一条要求的匹配度的算术平均值。
  4. 如权利要求2所述的面试方法，其特征在于，所述匹配度为待选简历与所述每一条要求的匹配度的加权平均值。
  5. 如权利要求1所述的面试方法，其特征在于，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤之前还包括步骤：
    获取所述岗位需求中的招聘职位；
    根据所述招聘职位确定此次面试的面试步骤及所述面试步骤对应的面试官。
  6. 如权利要求1至5中任一项所述的面试方法，其特征在于，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤还包括步骤：
    获取每个面试官预先设置的可面试时间段和面试方式；
    根据预设的面试步骤，以及所述每个面试官的可面试时间段生成每个面试步骤的时间段，其中每个面试步骤的时间段不重合；
    根据所述每个面试步骤的时间段及所述面试方式生成面试方案。
  7. 如权利要求6中所述的面试方法，其特征在于，所述根据所述面试方案通知所述应聘者以及所述面试官进行面试的步骤具体包括：
    通知所述应聘者根据所述面试方案进行面试；
    在所述面试方案的每个面试步骤时段前通知所述面试步骤对应的面试官进行面试。
  8. 一种服务器，其特征在于，所述服务器包括存储器、处理器及所述存储器上存储有可在所述处理器上运行的面试程序，所述面试程序被所述处理器执行时实现如下步骤：
    根据预设的岗位需求从待选简历中筛选出合格简历，获取所述合格简历对应的应聘者信息；
    根据每个面试官设置的可面试时间段和面试方式自动生成面试方案；
    根据所述面试方案通知所述应聘者以及所述面试官进行面试；
    获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。
  9. 如权利要求8所述的服务器，其特征在于，所述根据预设的岗位需求从待选简历中筛选出合格简历，具体包括步骤：
    获取预设的岗位需求中的每一条要求，其中，所述岗位需求包括岗位职责、技能需求和工作年限中的一项或几项；
    将待选简历与所述每一条要求分别进行比对，并计算出匹配度；
    将所述匹配度与预设的匹配度阈值比较，从而选择出合格简历。
  10. 如权利要求9所述的服务器，其特征在于，所述匹配度为待选简历与所述每一条要求的匹配度的算术平均值。
  11. 如权利要求9所述的服务器，其特征在于，所述匹配度为待选简历与所述每一条要求的匹配度的加权平均值。
  12. 如权利要求8所述的服务器，其特征在于，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤之前还包括步骤：
    获取所述岗位需求中的招聘职位；
    根据所述招聘职位确定此次面试的面试步骤及所述面试步骤对应的面试官。
  13. 如权利要求8-12中任一项所述的服务器，其特征在于，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤还包括步骤：
    获取每个面试官预先设置的可面试时间段和面试方式；
    根据预设的面试步骤，以及所述每个面试官的可面试时间段生成每个面试步骤的时间段，其中每个面试步骤的时间段不重合；
    根据所述每个面试步骤的时间段及所述面试方式生成面试方案。
  14. 如权利要求13中所述的服务器，其特征在于，所述根据所述面试方案通知所述应聘者以及所述面试官进行面试的步骤具体包括：
    通知所述应聘者根据所述面试方案进行面试；
    在所述面试方案的每个面试步骤时段前通知所述面试步骤对应的面试官进行面试。
  15. 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面试程序，所述面试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：
    根据预设的岗位需求从待选简历中筛选出合格简历，获取所述合格简历对应的应聘者信息；
    根据每个面试官设置的可面试时间段和面试方式自动生成面试方案；
    根据所述面试方案通知所述应聘者以及所述面试官进行面试；
    获取面试方案中每个面试官给出的面试分数，根据预设的规则输出所述应聘者的面试结果。
  16. 如权利要求15所述的计算机可读存储介质，其特征在于，所述根据预设的岗位需求从待选简历中筛选出合格简历，具体包括步骤：
    获取预设的岗位需求中的每一条要求，其中，所述岗位需求包括岗位职责、技能需求和工作年限中的一项或几项；
    将待选简历与所述每一条要求分别进行比对，并计算出匹配度；
    将所述匹配度与预设的匹配度阈值比较，从而选择出合格简历。
  17. 如权利要求16所述的计算机可读存储介质，其特征在于，所述匹配度为待选简历与所述每一条要求的匹配度的平均值。
  18. 如权利要求15所述的计算机可读存储介质，其特征在于，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤之前还包括步骤：
    获取所述岗位需求中的招聘职位；
    根据所述招聘职位确定此次面试的面试步骤及所述面试步骤对应的面试官。
  19. 如权利要求15至18中任一项所述的计算机可读存储介质，其特征在于，所述根据每个面试官设置的可面试时间段和面试方式自动生成面试方案的步骤还包括步骤：
    获取每个面试官预先设置的可面试时间段和面试方式；
    根据预设的面试步骤，以及所述每个面试官的可面试时间段生成每个面试步骤的时间段，其中每个面试步骤的时间段不重合；
    根据所述每个面试步骤的时间段及所述面试方式生成面试方案。
  20. 如权利要求19中所述的计算机可读存储介质，其特征在于，所述根据所述面试方案通知所述应聘者以及所述面试官进行面试的步骤具体包括：
    通知所述应聘者根据所述面试方案进行面试；
    在所述面试方案的每个面试步骤时段前通知所述面试步骤对应的面试官进行面试。
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