WO2021062920A1 - 信息处理方法、装置及计算机可读存储介质 - Google Patents

信息处理方法、装置及计算机可读存储介质 Download PDF

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Publication number
WO2021062920A1
WO2021062920A1 PCT/CN2019/117824 CN2019117824W WO2021062920A1 WO 2021062920 A1 WO2021062920 A1 WO 2021062920A1 CN 2019117824 W CN2019117824 W CN 2019117824W WO 2021062920 A1 WO2021062920 A1 WO 2021062920A1
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Prior art keywords
information
recruitment
job
processing method
resume
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PCT/CN2019/117824
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English (en)
French (fr)
Inventor
王志强
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深圳春沐源控股有限公司
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Publication of WO2021062920A1 publication Critical patent/WO2021062920A1/zh

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    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR 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 disclosure relates to the field of information recommendation, and in particular, to an information processing method, an information processing device, and a computer-readable storage medium.
  • the first type After receiving the recruitment requirements sent by the business department, the company’s human resources specialists need to publish recruitment information on the recruitment website or recruitment platform to facilitate Applicants submit their resumes after seeing the recruitment information to complete the recruitment of personnel; the second type: Human resources specialists independently retrieve resumes on the recruitment website or recruitment platform to complete the recruitment of personnel.
  • the present disclosure aims to solve at least one of the technical problems existing in the prior art or technology.
  • the first aspect of the present disclosure is to propose an information processing method.
  • the second aspect of the present disclosure is to provide an information processing device.
  • the third aspect of the present disclosure is to provide a computer-readable storage medium.
  • an information processing method which includes: analyzing recruitment demand information to obtain recruitment positions and job requirements corresponding to the recruitment positions; performing data analysis in the database according to the recruitment positions and the corresponding job requirements of the recruitment positions; receiving; A suitable resume retrieved according to the recruitment position and the corresponding job requirements of the recruitment position.
  • the information processing method proposed in this disclosure by analyzing the recruitment demand information, in order to obtain the recruitment positions and the corresponding job requirements of the recruitment positions contained in the recruitment demand information, and then perform data in the database according to the recruitment positions and the corresponding job requirements of the recruitment positions Analyze to obtain a suitable suitable resume.
  • the suitable resume is obtained through data analysis, there is no need for the HR specialist to manually search on the recruitment platform, thus reducing the HR specialist’s resume.
  • the retrieved resumes are determined according to the job requirements of the recruitment position and the job position. Therefore, the number of inappropriate resumes in the obtained resumes is less, and the retrieved resumes are more adaptable. high.
  • it further includes: determining the degree of fit of any suitable resume, and displaying the suitable resume according to the rule from high to low of the degree of fit.
  • the suitability of any suitable resume is determined, and at the same time, according to the rule of matching degree from high to low Display adapted resumes.
  • the adapted resumes with high adaptability are more suitable for the job requirements of the recruitment position. Therefore, the adapted resumes are displayed according to the rule of adaptability from high to low, so that the human resources specialist can see it first
  • the adapted resume is more suitable for the recruitment position, so as to reduce the time consumed by the human resource specialists to compare the adapted resumes, thereby improving their work efficiency.
  • the step of analyzing the recruitment requirement information to obtain the recruitment position and the corresponding job requirements of the recruitment position it further includes: determining that the recruitment requirement information satisfies the job preparation conditions.
  • the recruitment demand information is compared with the job preparation conditions. Only when the recruitment demand information meets the job preparation conditions, The steps of analyzing the recruitment demand information to obtain the corresponding job requirements of the recruitment position and the recruitment position are carried out.
  • the recruitment demand information By comparing the recruitment demand information with the job preparation conditions, it effectively avoids the occurrence of personnel recruitment exceeding the job preparation conditions, and then the occurrence of different positions. Unreasonable distribution of the number of personnel between the time and other situations.
  • it further includes: parsing the adapted resume to obtain the basic information of the applicant included in the adapted resume; generating a survey request based on the basic information of the applicant, and sending the survey request to the information verification terminal; receiving; The survey results fed back by the information verification terminal; confirm that the survey results are consistent with the adapted resume, and send the hiring information to the applicants.
  • the survey request includes one or more of salary information, award information, team information, academic information, and job information.
  • the adapted resume is analyzed to obtain the basic information of the applicant included in the adapted resume, and then a survey request is generated based on the basic information of the applicant.
  • the survey request includes: salary information, award information, One or more of team information, academic information, and job information are investigated by sending the survey request to the information verification terminal, so that when the survey results feedback from the information verification terminal are received, the comparison between the survey results and the adapted simplified Determine the true situation of the applicant’s basic information based on the results.
  • the hiring information is sent to the applicant, and when the survey result is inconsistent with the adapted resume, the application process for the current applicant is terminated.
  • the step of sending the employment information to the applicants also includes: obtaining the registration information of the new employee, the registration information includes the ID card information and the image information of the new employee; confirming that the ID card information is valid and new The image information of the employee is consistent with the image in the ID card information, and labor contract data is generated.
  • the ID card information in the registration information is compared with the image information of the new employee to ensure that the ID card information is valid and the image information of the new employee is compared with the ID card information.
  • the images in the information are consistent, and labor contract data is generated.
  • the ID card information is judged to be valid to identify false identity information, and the image information of the new employee is compared with the image in the ID card information to avoid the existence of recruits The emergence of imposters and other situations, at the same time, by automatically judging whether the ID card information is valid, reducing the workload of the human resources specialist.
  • the registration information further includes account information; the information processing method further includes: determining that the account information verification has not passed, and issuing a prompt message indicating that the account information has not passed the verification.
  • the registration information also includes account information.
  • the account information is verified to reduce the manual verification of the account information by the human resource specialist, thereby reducing the workload of the human resource specialist and effectively improving work efficiency.
  • the account information includes but is not limited to bank card account number, account name, account bank, social security card number, social security city, provident fund card number, and provident fund city.
  • it also includes: receiving supplementary requirements for the job requirements corresponding to the recruitment positions, and updating the job requirements corresponding to the recruitment positions.
  • the job requirements corresponding to the recruitment positions include one or more of job responsibilities information, job qualification information, and salary information.
  • the job requirements corresponding to the recruited positions include but are not limited to one or more of job responsibilities information, job qualification information, and salary information, and may also include information such as job experience in formulating projects.
  • an information processing device including: a controller; a memory for storing a computer program; the controller executes the computer program stored in the memory to realize: analysing recruitment demand information to obtain recruitment positions and The job requirements corresponding to the recruitment position; data analysis is performed in the database according to the recruitment position and the corresponding job requirements of the recruitment position; the adapted resume retrieved according to the recruitment position and the corresponding job requirements of the recruitment position is received.
  • the information processing device proposed in the present disclosure includes a controller and a memory, wherein the controller executes a computer program stored in the memory to realize: by analyzing the recruitment demand information, so as to obtain the recruitment position and the corresponding recruitment position contained in the recruitment demand information According to the job requirements of the recruitment position and the job requirements corresponding to the recruitment position, data analysis is performed in the database to obtain a suitable suitable resume.
  • the suitable resume is obtained through data analysis, There is no need for HR specialists to manually search on the recruitment platform, thus reducing the time consumed by HR specialists in screening resumes.
  • the resumes retrieved are determined according to the recruitment position and the corresponding job requirements of the recruitment position. Therefore, There are fewer inappropriate resumes in the obtained resumes, and the retrieved resumes are more adaptable.
  • the information processing device in the above technical solution provided by the present disclosure may also have the following additional technical features:
  • the controller executes the computer program stored in the memory to realize: determine the degree of adaptation of any suitable resume, and display the adapted resume according to the rule of the degree of adaptation from high to low.
  • the controller executes the computer program stored in the memory to realize: after receiving the adapted resume retrieved according to the recruitment position and the job requirements corresponding to the recruitment position, determine the adaptability of any suitable resume , At the same time, the adapted resume is displayed according to the rule of adaptability from high to low. Among them, the adapted resume with high adaptability is more suitable for the job requirements of the recruitment position. Therefore, by following the rule of adapting from high to low The adapted resume is displayed so that the adapted resume first seen by the HR specialist is more suitable for the recruitment position, so as to reduce the time consumed by the HR specialist to compare the adapted resume, thereby improving their work efficiency.
  • the controller executes the computer program stored in the memory to realize: before the step of analyzing the recruitment requirement information to obtain the recruitment position and the corresponding job requirements of the recruitment position, it also includes: determining that the recruitment requirement information satisfies the position Preparation conditions.
  • the controller executes the computer program stored in the memory to realize: before analysing the recruitment requirement information to obtain the recruitment position and the corresponding job requirements of the recruitment position, it also compares the recruitment requirement information with the job preparation conditions, Only when the recruitment demand information meets the job preparation conditions, the steps of analyzing the recruitment demand information to obtain the recruitment position and the corresponding job requirements of the recruiting position are executed.
  • the recruitment demand information By comparing the recruitment demand information with the job preparation conditions, the recruitment of personnel can be effectively avoided. The emergence of post establishment conditions, and the emergence of unreasonable distribution of the number of personnel among different posts.
  • the controller executes the computer program stored in the memory to achieve: parse the adapted resume to obtain the basic information of the applicant included in the adapted resume; generate a survey request based on the basic information of the applicant, and The survey request is sent to the information verification terminal; the survey result is received from the information verification terminal; the survey result is confirmed to be consistent with the adapted resume, and the employment information is sent to the applicant.
  • the survey request includes one or more of salary information, award information, team information, academic information, and job information.
  • the controller executes the computer program stored in the memory to realize: by analyzing the adapted resume, so as to obtain the basic information of the applicant included in the adapted resume, and then generate a survey request based on the basic information of the applicant , Where the survey request includes one or more of salary information, award information, team information, education information, and job information.
  • the survey request is sent to the information verification terminal for investigation, so that the feedback from the information verification terminal is received.
  • the actual situation of the applicant’s basic information is determined based on the comparison between the investigation results and the adapted brief.
  • the recruitment information is sent to the applicants, and when the investigation results are consistent with the appropriate resumes.
  • inconsistent resumes the application process for the current applicants is ended, and the survey results are compared with the matching briefs to ensure that the information of the applicants is true, reducing the workload of the human resources specialists, thereby improving work efficiency.
  • the controller executes the computer program stored in the memory to realize: after the step of sending the hiring information to the applicant, it also includes: acquiring the registration information of the new employee.
  • the registration information includes the ID card information and the new employee.
  • the image information of the employee confirm that the ID card information is valid and that the image information of the new employee is consistent with the image in the ID card information to generate labor contract data.
  • the controller executes the computer program stored in the memory to realize: after acquiring the registration information of the new employee, it compares the ID card information in the registration information with the image information of the new employee to ensure identity
  • the ID information is valid and the image information of the new employee is consistent with the image in the ID card information to generate labor contract data.
  • the ID card information is judged to be valid in order to identify the false identity information, and the image information of the new employee is compared with the image in the ID card information.
  • the images in the ID card information are compared to avoid the occurrence of imposters among the recruits.
  • the workload of the human resources specialist is reduced by automatically judging whether the ID card information is valid.
  • the registration information further includes: account information; the controller executes a computer program stored in the memory to realize: it is determined that the account information verification has not passed, and a prompt message indicating that the account verification has not passed is issued.
  • the controller executes the computer program stored in the memory to realize: the registration information also includes account information.
  • the registration information also includes account information.
  • the account information includes but is not limited to bank card account number, account name, account bank, social security card number, social security city, provident fund card number, and provident fund city.
  • the controller executes the computer program stored in the memory to realize: receiving supplementary requirements for the job requirements corresponding to the recruiting positions, and updating the job requirements corresponding to the recruiting positions.
  • the controller executes the computer program stored in the memory to realize: by receiving the supplementary requirements for the job requirements corresponding to the recruiting positions, in order to update the job requirements corresponding to the recruiting positions, and to ensure the obtained suitable resume and job requirements More adapted to meet the personnel needs of the business part.
  • the job requirements corresponding to the recruitment positions include one or more of job responsibilities information, job qualification information, and salary information.
  • a computer-readable storage medium on which a computer program is stored, and when the computer program is executed by a processor, the steps of the information processing method in any of the above technical solutions are realized.
  • the computer-readable storage medium of the present disclosure when the computer program stored thereon is executed by the processor, the steps of the information processing method as in any of the above technical solutions are realized, so the computer-readable storage medium can implement the information processing method All the beneficial effects will not be repeated.
  • FIG. 1 shows a schematic flowchart of an information processing method according to an embodiment of the present disclosure
  • FIG. 2 shows a schematic flowchart of an information processing method according to another embodiment of the present disclosure
  • FIG. 3 shows a schematic flowchart of an information processing method according to still another embodiment of the present disclosure
  • Fig. 4 shows a schematic block diagram of an information processing device according to an embodiment of the present disclosure.
  • the information processing method includes:
  • Step S102 Analyze the recruitment requirement information to obtain the recruitment position and the corresponding job requirements of the recruitment position;
  • Step S104 perform data analysis in the database according to the recruitment position and the corresponding job requirements of the recruitment position
  • Step S106 receiving the adapted resume retrieved according to the recruitment position and the job requirements corresponding to the recruitment position.
  • the information processing method proposed in this disclosure by analyzing the recruitment demand information, in order to obtain the recruitment positions and the corresponding job requirements of the recruitment positions contained in the recruitment demand information, and then perform data in the database according to the recruitment positions and the corresponding job requirements of the recruitment positions Analyze to obtain a suitable suitable resume.
  • the suitable resume is obtained through data analysis, there is no need for the HR specialist to manually search on the recruitment platform, thus reducing the HR specialist’s resume.
  • the retrieved resumes are determined according to the job requirements of the recruitment position and the corresponding job positions. Therefore, the number of inappropriate resumes in the obtained resumes is small, and the suitability of the retrieved resumes Higher.
  • the data analysis in the database according to the recruitment position and the corresponding job requirements of the recruitment position can use artificial intelligence technology. Specifically, first, determine other position information that is the same or similar to the recruitment position; second, determine according to the recruitment position and other position information Field; again, call resumes in the field, and filter according to the job requirements to get a suitable resume.
  • the method further includes: determining the adaptability of any adapting resume, and according to the rule from high to low adaptability Show adapted resume.
  • the suitability of any suitable resume is determined, and at the same time, according to the rule of high to low suitability Display adapted resumes.
  • the adapted resumes with high adaptability are more suitable for the job requirements of the recruitment position. Therefore, the adapted resumes are displayed according to the rule of adaptability from high to low, so that the human resources specialist can see it first
  • the adapted resume is more suitable for the recruitment position, so as to reduce the time consumed by the human resource specialists to compare the adapted resumes, thereby improving their work efficiency.
  • the method before the step of analyzing the recruitment requirement information to obtain the recruitment position and the job requirements corresponding to the recruitment position, the method further includes: determining that the recruitment requirement information satisfies the job preparation conditions.
  • the job establishment conditions include but are not limited to the job title and the corresponding number of personnel.
  • the steps to determine that the recruitment requirement information meets the job establishment conditions specifically include: judging the recruitment requirements Whether the number of personnel corresponding to the position name exceeds the preset number, in determining whether the number of personnel corresponding to the position name exceeds the preset number, it is determined that the recruitment demand information does not meet the job preparation conditions, otherwise, it is determined that the recruitment demand information is satisfied Post establishment conditions.
  • the recruitment demand information is compared with the job preparation conditions. Only when the recruitment demand information meets the job preparation conditions, The steps of analyzing the recruitment demand information to obtain the corresponding job requirements of the recruitment position and the recruitment position are carried out.
  • the recruitment demand information By comparing the recruitment demand information with the job preparation conditions, it effectively avoids the occurrence of personnel recruitment exceeding the job preparation conditions, and then the occurrence of different positions. Unreasonable distribution of the number of personnel in the room.
  • the method further includes: receiving supplementary requirements for the job requirements corresponding to the recruitment position, and updating the job requirements corresponding to the recruitment position.
  • the job requirements corresponding to the recruitment post include one or more of job responsibility information, job qualification information, and salary information.
  • the suitability of any suitable resume is determined by the matching results of job responsibilities information, qualification information, and salary information included in the job requirements corresponding to the recruitment position with the job search position, job salary, and academic qualifications in the resume, specifically When the job search position matches the job responsibilities information, record the first value, when the qualification information matches the academic qualifications, record the second value, when the salary information matches the job search salary, generate the third value, whichever matches the resume
  • the degree of adaptation is equal to the sum of the first value, the second value, and the third value.
  • the job requirements corresponding to the recruited positions include, but are not limited to: one or more of job responsibilities information, job qualification information, and salary information, and may also include information such as job experience for formulating projects.
  • the information processing method further includes:
  • Step S202 parse the adapted resume to obtain the basic information of the applicant included in the adapted resume;
  • Step S204 generating a survey request according to the basic information of the applicant, and sending the survey request to the information verification terminal;
  • Step S206 Receive the survey result fed back by the information verification terminal; confirm that the survey result is consistent with the adapted resume, and send the hiring information to the applicant.
  • the survey request includes one or more of salary information, award information, team information, academic information, and job information.
  • the adapted resume is analyzed to obtain the basic information of the applicant included in the adapted resume, and then a survey request is generated based on the basic information of the applicant.
  • the survey request includes: salary information, award information, One or more of team information, academic information, and job information are investigated by sending the survey request to the information verification terminal, so that when the survey results feedback from the information verification terminal are received, the comparison between the survey results and the adapted simplified Determine the true situation of the applicant’s basic information based on the results.
  • the hiring information is sent to the applicant, and when the survey result is inconsistent with the adapted resume, the application process for the current applicant is terminated.
  • the data interface of Xuexin.com is called, and the academic information of the applicant is sent to the server of Xuexin.com through the data interface, and the information fed back by the server of Xuexin.com is compared with the academic information. Yes, and then determine whether the applicant’s academic information is wrong.
  • the workload of manual verification by the human resources specialist is reduced.
  • a background investigation letter is generated based on one or more of salary information, award information, team information, and job information, and Send the background check letter to the mailbox of the original work unit, so that the results of the feedback from the original work unit’s mailbox can be compared with the adapted resume to complete the background check of the applicant.
  • the background check letter is repeatedly sent or a short message is automatically sent to the manager of the original work unit’s mailbox, so as to obtain the feedback result of the background check letter in time .
  • the information processing method further includes:
  • Step S302 acquiring registration information of the new employee, the registration information including ID card information and image information of the new employee;
  • Step S304 It is determined that the ID card information is valid and the image information of the new employee is consistent with the image in the ID card information, and labor contract data is generated.
  • the ID card information in the registration information is compared with the image information of the new employee to ensure that the ID card information is valid and the image information of the new employee is compared with the ID card information.
  • the images in the information are consistent, and labor contract data is generated.
  • the ID card information is judged to be valid to identify false identity information, and the image information of the new employee is compared with the image in the ID card information to avoid the existence of recruits The emergence of imposters and other situations, at the same time, by automatically judging whether the ID card information is valid, reducing the workload of the human resources specialist.
  • the registration information further includes account information; the information processing method further includes: determining that the account information verification fails, and issuing a prompt message that the account verification fails.
  • the registration information also includes account information.
  • the account information is verified to reduce the manual verification of the account information by the human resource specialist, thereby reducing the workload of the human resource specialist and effectively improving work efficiency.
  • the account information includes but is not limited to bank card account number, account name, account bank, social security card number, social security city, provident fund card number, and provident fund city.
  • An information processing device 400 proposed in the present disclosure includes: a controller 402; a memory 404 for storing computer programs; the controller 402 executes the computer programs stored in the memory 404 to realize:
  • the demand information is used to obtain the recruitment position and the corresponding job requirements of the recruitment position; perform data analysis in the database according to the recruitment position and the corresponding job requirements of the recruitment position; receive the adapted resume retrieved according to the recruitment position and the corresponding job requirements of the recruitment position.
  • the information processing device 400 proposed in the present disclosure includes a controller 402 and a memory 404, wherein the controller 402 executes a computer program stored in the memory 404 to realize: by analyzing the recruitment demand information, so as to obtain the recruitment information contained in the recruitment demand information.
  • the job requirements corresponding to the positions and recruitment positions are then analyzed in the database according to the corresponding job requirements of the recruitment positions and recruitment positions to obtain a suitable suitable resume.
  • the suitable resume is passed According to the data analysis, there is no need for HR specialists to manually search on the recruitment platform. Therefore, it reduces the time consumed by HR specialists to screen resumes. Further, the resumes retrieved are based on the recruitment position and the corresponding job requirements of the recruitment position. Certainly, therefore, the number of unsuitable resumes in the obtained resumes is small, and the retrieved resumes are more adaptable.
  • the data analysis in the database according to the recruitment position and the corresponding job requirements of the recruitment position can use artificial intelligence technology. Specifically, first, determine other position information that is the same or similar to the recruitment position; second, determine according to the recruitment position and other position information Field; again, call resumes in the field, and filter according to the job requirements to get a suitable resume.
  • the controller 402 executes a computer program stored in the memory 404 to determine the degree of suitability of any suitable resume, and display the suitable resume according to the rule of the degree of suitability from high to low.
  • the controller 402 executes the computer program stored in the memory 404 to realize: after receiving the adapted resume retrieved according to the recruitment position and the job requirements corresponding to the recruitment position, determine the suitable resume of any suitable resume.
  • the adapted resumes are displayed according to the rules of the degree of adaptation from high to low.
  • the adapted resumes with a high degree of adaptation are more suitable for the job requirements of the recruitment position. Therefore, by following the rules of the degree of adaptation from high to low
  • the rule shows the adapted resume, so that the adapted resume first seen by the HR specialist is more suitable for the recruitment position, so as to reduce the time consumed by the HR specialist to compare the adapted resume and improve its work efficiency.
  • the controller 402 executes the computer program stored in the memory 404 to realize: before the step of analyzing the recruitment requirement information to obtain the recruitment position and the job requirements corresponding to the recruitment position, it further includes: determining that the recruitment requirement information satisfies the position Preparation conditions.
  • the job establishment conditions include but are not limited to the job title and the corresponding number of personnel.
  • the steps to determine that the recruitment requirement information meets the job establishment conditions specifically include: judging the recruitment requirements Whether the number of personnel corresponding to the position name exceeds the preset number, in determining whether the number of personnel corresponding to the position name exceeds the preset number, it is determined that the recruitment demand information does not meet the job preparation conditions, otherwise, it is determined that the recruitment demand information is satisfied Post establishment conditions.
  • the controller 402 executes the computer program stored in the memory 404 to realize: before analyzing the recruitment requirement information to obtain the recruitment position and the job requirements corresponding to the recruitment position, it also compares the recruitment requirement information with the job preparation conditions. Yes, only when the recruitment demand information meets the job preparation conditions, the steps of analyzing the recruitment demand information to obtain the recruitment position and the corresponding job requirements of the recruitment position are carried out. By comparing the recruitment demand information with the job preparation conditions, the personnel can be effectively avoided. Recruitment exceeds the conditions of job establishment, etc., and the number of personnel among different positions is unreasonably distributed.
  • the controller 402 executes the computer program stored in the memory 404 to realize: receiving supplementary requirements for the job requirements corresponding to the recruitment positions, and updating the job requirements corresponding to the recruitment positions.
  • the job requirements corresponding to the recruitment post include one or more of job responsibility information, job qualification information, and salary information.
  • the suitability of any suitable resume is determined by the matching results of job responsibilities information, qualification information, and salary information included in the job requirements corresponding to the recruitment position with the job search position, job salary, and academic qualifications in the resume, specifically When the job search position matches the job responsibilities information, record the first value, when the qualification information matches the academic qualifications, record the second value, when the salary information matches the job search salary, generate the third value, whichever matches the resume
  • the degree of adaptation is equal to the sum of the first value, the second value, and the third value.
  • the job requirements corresponding to the recruited positions include, but are not limited to: one or more of job responsibilities information, job qualification information, and salary information, and may also include information such as job experience for formulating projects.
  • the information processing device 400 is provided in a corporate server or a terminal used by the corporate.
  • the controller 402 executes the computer program stored in the memory 404 to implement: parse the adapted resume to obtain the basic information of the applicant included in the adapted resume; generate a survey request based on the basic information of the applicant, and The survey request is sent to the information verification terminal; the survey result is received from the information verification terminal; the survey result is confirmed to be consistent with the adapted resume, and the employment information is sent to the applicant.
  • the survey request includes one or more of salary information, award information, team information, academic information, and job information.
  • the adapted resume is analyzed to obtain the basic information of the applicant included in the adapted resume, and then a survey request is generated based on the basic information of the applicant.
  • the survey request includes: salary information, award information, One or more of team information, academic information, and job information are investigated by sending the survey request to the information verification terminal, so that when the survey results feedback from the information verification terminal are received, the comparison between the survey results and the adapted simplified Determine the true situation of the applicant’s basic information based on the results.
  • the hiring information is sent to the applicant, and when the survey result is inconsistent with the adapted resume, the application process for the current applicant is terminated.
  • the data interface of Xuexin.com is called, and the academic information of the applicant is sent to the server of Xuexin.com through the data interface, and the information fed back by the server of Xuexin.com is compared with the academic information. Yes, and then determine whether the applicant’s academic information is wrong.
  • the workload of manual verification by the human resources specialist is reduced.
  • a background investigation letter is generated based on one or more of salary information, award information, team information, and job information, and Send the background check letter to the mailbox of the original work unit, so that the results of the feedback from the original work unit’s mailbox can be compared with the adapted resume to complete the background check of the applicant.
  • the background check letter is repeatedly sent or a short message is automatically sent to the manager of the original work unit’s mailbox, so as to obtain the feedback result of the background check letter in time .
  • the controller 402 executes the computer program stored in the memory 404 to realize: after the step of sending the employment information to the applicant, it further includes: acquiring the registration information of the new employee, the registration information including ID card information And the image information of the new employee; it is determined that the ID card information is valid and the image information of the new employee is consistent with the image in the ID card information, and labor contract data is generated.
  • the controller 402 executes the computer program stored in the memory 404 to realize: after acquiring the registration information of the new employee, it compares the ID card information in the registration information with the image information of the new employee. Ensure that the ID card information is valid and the image information of the new employee is consistent with the image in the ID card information, and generate labor contract data. Among them, by judging that the ID card information is valid, in order to identify the false identity information, the image information of the new employee The image in the ID card information is compared to avoid the occurrence of imposters among the recruits. At the same time, the workload of the human resources specialist is reduced by automatically judging whether the ID card information is valid.
  • the registration information further includes account information; the information processing method further includes: determining that the account information verification fails, and issuing a prompt message that the account verification fails.
  • the registration information also includes account information.
  • the account information is verified to reduce the manual verification of the account information by the human resource specialist, thereby reducing the workload of the human resource specialist and effectively improving work efficiency.
  • the account information includes but is not limited to bank card account number, account name, account bank, social security card number, social security city, provident fund card number, and provident fund city.
  • the "Recruitment Requirements Disclosure Process” includes: After the business department needs to make up staff to trigger the recruitment demand information, the recruitment demand information is shown in Table 1, and the recruitment demand information is compared with the job preparation conditions. If the job preparation conditions are met, it will be initiated.
  • the "Recruitment Requirements Disclosure Process” retrieves the recruitment positions in the recruitment requirements information and the corresponding job requirements of the recruited positions, and at the same time receives supplementary requirements for the corresponding job requirements of the recruited positions, and updates the corresponding job requirements of the recruited positions, including supplementary requirements Including such as arrival time, working years, etc.
  • the "Recruitment Demand Disclosure Process” directly reaches the person in charge of recruitment without the approval of relevant leaders, so as to reduce the recruitment process.
  • the survey requests include survey items (such as salary, awards, team members, positions, etc.), and send the survey items to Information verification terminal (such as Xuexin.com; original work unit mailbox, etc.); receiving information collection results, comparing the collection results with basic information, and outputting the comparison results. If the feedback result is not collected within the preset time, the corresponding personnel can be notified.
  • the notification information includes the investigation items and the verification method.
  • the system After obtaining the registration information of the new employee, verify the authenticity and validity of the new employee’s ID number. After the person in charge of recruitment collects the employee’s face image and uploads it to the system, the system automatically performs image comparison analysis (such as using image recognition technology) to verify Whether the ID photo and the new employee are the same person (it can be accurately judged here: whether the employee has fraudulently used the ID card of another person), and at the same time, verify the account information in the level information.
  • image comparison analysis such as using image recognition technology
  • the account information includes but is not limited to the bank Card account number, account name, account bank, social security card number, social security city, provident fund card number, provident fund city, specifically, call the corresponding bank, social security website and other data interfaces to verify the above account information to avoid the inaccuracy of the information. Unnecessary troubles, such as inaccurate information, increase the workload of recruiting the person in charge.
  • MIS account namely Management Information Systems, information management system account.
  • a computer-readable storage medium on which a computer program is stored, and when the computer program is executed by a processor, the steps of any one of the above-mentioned information processing methods are implemented.
  • the computer-readable storage medium of the present disclosure implements the steps of the information processing method in any of the above-mentioned embodiments when the computer program stored thereon is executed by the processor, so the computer-readable storage medium can All the beneficial effects of this information processing method are achieved, and will not be repeated here.

Abstract

一种信息处理方法、一种信息处理装置及一种计算机可读存储介质。其中，信息处理方法包括：解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求(S102)；根据招聘岗位和招聘岗位对应的任职要求在数据库进行数据分析(S104)；接收根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历(S106)，在此过程中，由于适配简历是通过数据分析得到的，无需人力资源专员手动在招聘平台进行检索，因此，降低了人力资源专员进行简历筛选所消耗的时间，进一步地，检索得到的简历是根据招聘岗位和招聘岗位对应的任职要求所确定的，因此，得到的简历中不合适简历的数量较少，检索到的简历的适配性较高。

Description

信息处理方法、装置及计算机可读存储介质
本公开要求于2019年09月30日提交中国专利局、公开号为201910942883.0、发明名称为“信息处理方法、装置及计算机可读存储介质”的中国专利公开的优先权，其全部内容通过引用结合在本公开中。
技术领域
本公开涉及信息推荐领域，具体而言，涉及一种信息处理方法、一种信息处理装置及一种计算机可读存储介质。
背景技术
相关技术方案中，在企业进行招聘时，通常按照以下方式进行招聘：第一种：企业的人力资源专员在接收到业务部门发送的招聘需求后，需要在招聘网站或者招聘平台发布招聘信息，以便应聘人员在看到招聘信息后自主投递简历，以完成人员招聘；第二种：人力资源专员在招聘网站或招聘平台自主检索简历，以完成人员招聘。
本领域的技术人员发现，第一种人员招聘的方式招聘的时间周期长，而第二种人员招聘的方式人力资源专员需要查找大量的简历，占用大量的时间，工作效率低。
公开内容
本公开旨在至少解决现有技术或技术中存在的技术问题之一。
为此，本公开第一方面在于，提出一种信息处理方法。
本公开第二方面在于，提出一种信息处理装置。
本公开第三方面在于，提出一种计算机可读存储介质。
在本公开的第一方面提出了一种信息处理方法，包括：解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求；根据招聘岗位和招聘岗位对应的任职要求在数据库进行数据分析；接收根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历。
在本公开提出的信息处理方法中，通过解析招聘需求信息，以便得到 招聘需求信息中包含的招聘岗位和招聘岗位对应的任职要求，进而根据招聘岗位和招聘岗位对应的任职要求在数据库中进行数据分析，以得到与之相适配的适配简历，在此过程中，由于适配简历是通过数据分析得到的，无需人力资源专员手动在招聘平台进行检索，因此，降低了人力资源专员进行简历筛选所消耗的时间，进一步地，检索得到的简历是根据招聘岗位和招聘岗位对应的任职要求所确定的，故得到的简历中不合适简历的数量较少，检索到的简历的适配性较高。
另外，根据本公开提供的上述技术方案中的信息处理方法，还可以具有如下附加技术特征：
在上述技术方案中，还包括：确定任一适配简历的适配度，并按照适配度由高至低的规则显示适配简历。
在该技术方案中，在接收到根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历后，确定任一适配简历的适配度，同时，按照适配度由高至低的规则显示适配简历，其中，适配度高的适配简历更适合该招聘岗位的任职要求，因此，通过按照适配度由高至低的规则显示适配简历，以便人力资源专员首先看到的适配简历更加适合该招聘岗位，以减少人力资源专员对适配简历进行比对所消耗的时间，进而提高其工作效率。
在上述任一技术方案中，在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤之前，还包括：确定招聘需求信息满足岗位编制条件。
在该技术方案中，在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求之前，还将招聘需求信息与岗位编制条件进行比对，只有在招聘需求信息满足岗位编制条件的情况下，才执行解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤，通过将招聘需求信息与岗位编制条件进行比较，有效避免人员招聘超出岗位编制条件等情况的出现，进而出现不同岗位之间的人员数量分布不合理等情况的出现。
在上述任一技术方案中，还包括：解析适配简历，以得到适配简历包含的应聘人员的基本信息；根据应聘人员的基本信息生成调查请求，并将调查请求发送至信息核验端；接收信息核验端反馈的调查结果；确认调查 结果与适配简历一致，发送录用信息至应聘人员。
调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种。
在该技术方案中，通过对适配简历进行解析，以便得到适配简历包含的应聘人员的基本信息，进而根据应聘人员的基本信息生成调查请求，其中，调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种，通过将调查请求发送至信息核验端进行调查，以便在接收到信息核验端反馈的调查结果时，根据调查结果与适配简的比对结果来确定该应聘人员的基本信息的真实情况，当确认调查结果与适配简历一致，发送录用信息至应聘人员，而当调查结果与适配简历不一致，结束对当前应聘人员的应聘流程，通过将调查结果与适配简进行比对，在确保应聘人员的信息真实的情况下，减少了人力资源专员的工作量，进而提高工作效率。
在上述任一技术方案中，在发送录用信息至应聘人员的步骤之后，还包括：获取新员工的登记信息，登记信息包括身份证信息以及新员工的图像信息；确定身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据。
在该技术方案中，在获取到新员工的登记信息后，根据登记信息中的身份证信息和新员工的图像信息进行比对，在确保身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据，其中，通过判断身份证信息有效，以便对虚假身份信息的识别，而将新员工的图像信息与身份证信息中的图像进行比对，避免入职人员存在冒名顶替等情况的出现，同时，通过自动判断身份证信息是否有效，减少了人力资源专员的工作量。
在上述任一技术方案中，登记信息还包括：帐号信息；信息处理方法还包括：确定帐号信息验证未通过，发出帐号验证未通过的提示信息。
在该技术方案中，登记信息还包括账号信息，通过对账号信息进行验证，以减少人力资源专员对上述账号信息进行手动验证，进而减少了人力资源专员的工作量，从而有效提高了工作效率。
其中，账号信息包括但不局限于银行卡账号，户名，开户行，社保卡号，社保城市，公积金卡号，公积金城市。
在上述任一技术方案中，还包括：接收对招聘岗位对应的任职要求的补充要求，并更新招聘岗位对应的任职要求。
在该技术方案中，通过接收对招聘岗位对应的任职要求的补充要求，以便更新招聘岗位对应的任职要求，确保得到的适配简历与任职要求更加适配，以满足业务部分的人员需求。
在上述任一技术方案中，招聘岗位对应的任职要求包括：工作职责信息、任职资格信息和薪酬信息中的一种或多种。
在该技术方案中，招聘岗位对应的任职要求包括但不局限于：工作职责信息、任职资格信息和薪酬信息中的一种或多种，还可以包括制定项目的任职经历等信息。
在本公开的第二方面提出了一种信息处理装置，包括：控制器；存储器，用于存储计算机程序；控制器执行存储在存储器中的计算机程序以实现：解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求；根据招聘岗位和招聘岗位对应的任职要求在数据库进行数据分析；接收根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历。
在本公开提出的信息处理装置中包括控制器和存储器，其中，控制器执行存储在存储器中的计算机程序以实现：通过解析招聘需求信息，以便得到招聘需求信息中包含的招聘岗位和招聘岗位对应的任职要求，进而根据招聘岗位和招聘岗位对应的任职要求在数据库中进行数据分析，以得到与之相适配的适配简历，在此过程中，由于适配简历是通过数据分析得到的，无需人力资源专员手动在招聘平台进行检索，因此，降低了人力资源专员进行简历筛选所消耗的时间，进一步地，检索得到的简历是根据招聘岗位和招聘岗位对应的任职要求所确定的，因此，得到的简历中不合适简历的数量较少，检索到的简历的适配性较高。
另外，根据本公开提供的上述技术方案中的信息处理装置，还可以具有如下附加技术特征：
在上述技术方案中，控制器执行存储在存储器中的计算机程序以实现： 确定任一适配简历的适配度，并按照适配度由高至低的规则显示适配简历。
在该技术方案中，控制器执行存储在存储器中的计算机程序以实现：在接收到根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历后，确定任一适配简历的适配度，同时，按照适配度由高至低的规则显示适配简历，其中，适配度高的适配简历更适合该招聘岗位的任职要求，因此，通过按照适配度由高至低的规则显示适配简历，以便人力资源专员首先看到的适配简历更加适合该招聘岗位，以减少人力资源专员对适配简历进行比对所消耗的时间，进而提高其工作效率。
在上述任一技术方案中，控制器执行存储在存储器中的计算机程序以实现：在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤之前，还包括：确定招聘需求信息满足岗位编制条件。
在该技术方案中，控制器执行存储在存储器中的计算机程序以实现：在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求之前，还将招聘需求信息与岗位编制条件进行比对，只有在招聘需求信息满足岗位编制条件的情况下，才执行解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤，通过将招聘需求信息与岗位编制条件进行比较，有效避免人员招聘超出岗位编制条件等情况的出现，进而出现不同岗位之间的人员数量分布不合理等情况的出现。
在上述任一技术方案中，控制器执行存储在存储器中的计算机程序以实现：解析适配简历，以得到适配简历包含的应聘人员的基本信息；根据应聘人员的基本信息生成调查请求，将调查请求发送至信息核验端；接收信息核验端反馈的调查结果；确认调查结果与适配简历一致，发送录用信息至应聘人员。
其中，调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种。
在该技术方案中，控制器执行存储在存储器中的计算机程序以实现：通过对适配简历进行解析，以便得到适配简历包含的应聘人员的基本信息，进而根据应聘人员的基本信息生成调查请求，其中，调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种，通 过将调查请求发送至信息核验端进行调查，以便在接收到信息核验端反馈的调查结果时，根据调查结果与适配简的比对结果来确定该应聘人员的基本信息的真实情况，当确认调查结果与适配简历一致，发送录用信息至应聘人员，而当调查结果与适配简历不一致，结束对当前应聘人员的应聘流程，通过将调查结果与适配简进行比对，在确保应聘人员的信息真实的情况下，减少了人力资源专员的工作量，进而提高工作效率。
在上述任一技术方案中，控制器执行存储在存储器中的计算机程序以实现：在发送录用信息至应聘人员的步骤之后，还包括：获取新员工的登记信息，登记信息包括身份证信息以及新员工的图像信息；确定身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据。
在该技术方案中，控制器执行存储在存储器中的计算机程序以实现：在获取到新员工的登记信息后，根据登记信息中的身份证信息和新员工的图像信息进行比对，在确保身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据，其中，通过判断身份证信息有效，以便对虚假身份信息的识别，而将新员工的图像信息与身份证信息中的图像进行比对，避免入职人员存在冒名顶替等情况的出现，同时，通过自动判断身份证信息是否有效，减少了人力资源专员的工作量。
在上述任一技术方案中，登记信息还包括：帐号信息；控制器执行存储在存储器中的计算机程序以实现：确定帐号信息验证未通过，发出帐号验证未通过的提示信息。
在该技术方案中，控制器执行存储在存储器中的计算机程序以实现：登记信息还包括账号信息，通过对账号信息进行验证，以减少人力资源专员对上述账号信息进行手动验证，进而减少了人力资源专员的工作量，从而有效提高了工作效率。
其中，账号信息包括但不局限于银行卡账号，户名，开户行，社保卡号，社保城市，公积金卡号，公积金城市。
在上述任一技术方案中，控制器执行存储在存储器中的计算机程序以实现：接收对招聘岗位对应的任职要求的补充要求，并更新招聘岗位对应 的任职要求。
在该技术方案中，控制器执行存储在存储器中的计算机程序以实现：通过接收对招聘岗位对应的任职要求的补充要求，以便更新招聘岗位对应的任职要求，确保得到的适配简历与任职要求更加适配，以满足业务部分的人员需求。
在上述任一技术方案中，招聘岗位对应的任职要求包括：工作职责信息、任职资格信息和薪酬信息中的一种或多种。
在本公开的第三方面提出了一种计算机可读存储介质，其上存储有计算机程序，计算机程序被处理器执行时实现如上述任一技术方案中的信息处理方法的步骤。
根据本公开的计算机可读存储介质，其上存储的计算机程序被处理器执行时实现了如上述任一技术方案中的信息处理方法的步骤，因而该计算机可读存储介质能够实现该信息处理方法全部的有益效果，不再赘述。
本公开的附加方面和优点将在下面的描述部分中变得明显，或通过本公开的实践了解到。
附图说明
本公开的上述和/或附加的方面和优点从结合下面附图对实施例的描述中将变得明显和容易理解，其中：
图1示出本公开的一个实施例的信息处理方法的流程示意图；
图2示出本公开的另一个实施例的信息处理方法的流程示意图；
图3示出本公开的再一个实施例的信息处理方法的流程示意图；
图4示出本公开的一个实施例的信息处理装置的示意框图。
具体实施方式
为了能够更清楚地理解本公开的上述目的、特征和优点，下面结合附图和具体实施方式对本公开进行进一步的详细描述。需要说明的是，在不冲突的情况下，本公开的实施例及实施例中的特征可以相互组合。
在下面的描述中阐述了很多具体细节以便于充分理解本公开，但是， 本公开还可以采用其他不同于在此描述的其他方式来实施，因此，本公开的保护范围并不受下面公开的具体实施例的限制。
实施例一
在该实施例中，提出了一种信息处理方法，如图1所示，信息处理方法包括：
步骤S102，解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求；
步骤S104，根据招聘岗位和招聘岗位对应的任职要求在数据库进行数据分析；
步骤S106，接收根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历。
在本公开提出的信息处理方法中，通过解析招聘需求信息，以便得到招聘需求信息中包含的招聘岗位和招聘岗位对应的任职要求，进而根据招聘岗位和招聘岗位对应的任职要求在数据库中进行数据分析，以得到与之相适配的适配简历，在此过程中，由于适配简历是通过数据分析得到的，无需人力资源专员手动在招聘平台进行检索，因此，降低了人力资源专员进行简历筛选所消耗的时间，进一步地，检索得到的简历是根据招聘岗位和招聘岗位对应的任职要求所确定的，因此，得到的简历中不合适简历的数量较少，检索到的简历的适配性较高。
其中，根据招聘岗位和招聘岗位对应的任职要求在数据库进行数据分析可以使用人工智能技术，具体地，首先，确定与招聘岗位相同或相近的其他岗位信息；其次，根据招聘岗位和其他岗位信息确定所属领域；再次，调用所属领域中的简历，并根据任职要求进行筛选，以得到适配简历。
在其他实施例中，接收根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历之后，还包括：确定任一适配简历的适配度，并按照适配度由高至低的规则显示适配简历。
在该实施例中，在接收到根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历后，确定任一适配简历的适配度，同时，按照适配度由高至低的规则显示适配简历，其中，适配度高的适配简历更适合该招聘岗 位的任职要求，因此，通过按照适配度由高至低的规则显示适配简历，以便人力资源专员首先看到的适配简历更加适合该招聘岗位，以减少人力资源专员对适配简历进行比对所消耗的时间，进而提高其工作效率。
在其他实施例中，在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤之前，还包括：确定招聘需求信息满足岗位编制条件。
其中，岗位编制条件包括但不局限于岗位名称和对应的人员数量，在岗位编制条件包括岗位名称和对应的人员数量的情况下，确定招聘需求信息满足岗位编制条件的步骤具体包括，判断招聘需求中岗位名称所对应的人员数量是否超出预先设定的人数，在判定岗位名称所对应的人员数量超出预先设定的人数，则判定招聘需求信息不满足岗位编制条件，否则，判定招聘需求信息满足岗位编制条件。
在该实施例中，在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求之前，还将招聘需求信息与岗位编制条件进行比对，只有在招聘需求信息满足岗位编制条件的情况下，才执行解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤，通过将招聘需求信息与岗位编制条件进行比较，有效避免人员招聘超出岗位编制条件等情况的出现，进而出现不同岗位之间的人员数量分布不合理等情况的出现。
在其他实施例中，解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤之后，还包括：接收对招聘岗位对应的任职要求的补充要求，并更新招聘岗位对应的任职要求。
在该实施例中，通过接收对招聘岗位对应的任职要求的补充要求，以便更新招聘岗位对应的任职要求，确保得到的适配简历与任职要求更加适配，以满足业务部分的人员需求。
在其他实施例中，招聘岗位对应的任职要求包括：工作职责信息、任职资格信息和薪酬信息中的一种或多种。
其中，任一适配简历的适配度由招聘岗位对应的任职要求包括的工作职责信息、任职资格信息和薪酬信息与简历中的求职岗位、求职薪水以及学历等信息的匹配结果确定，具体地，当求职岗位与工作职责信息相匹配，记录第一数值，当任职资格信息与学历相匹配，记录第二数值，当薪酬信 息与求职薪水相匹配，生成第三数值，任一适配简历的适配度等于第一数值、第二数值和第三数值的和值。
在该实施例中，招聘岗位对应的任职要求包括但不局限于：工作职责信息、任职资格信息和薪酬信息中的一种或多种，还可以包括制定项目的任职经历等信息。
实施例二
在上述实施例中，如图2所示，信息处理方法还包括：
步骤S202，解析适配简历，以得到适配简历包含的应聘人员的基本信息；
步骤S204，根据应聘人员的基本信息生成调查请求，并将调查请求发送至信息核验端；
步骤S206，接收信息核验端反馈的调查结果；确认调查结果与适配简历一致，发送录用信息至应聘人员。
调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种。
在该实施例中，通过对适配简历进行解析，以便得到适配简历包含的应聘人员的基本信息，进而根据应聘人员的基本信息生成调查请求，其中，调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种，通过将调查请求发送至信息核验端进行调查，以便在接收到信息核验端反馈的调查结果时，根据调查结果与适配简的比对结果来确定该应聘人员的基本信息的真实情况，当确认调查结果与适配简历一致，发送录用信息至应聘人员，而当调查结果与适配简历不一致，结束对当前应聘人员的应聘流程，通过将调查结果与适配简进行比对，在确保应聘人员的信息真实的情况下，减少了人力资源专员的工作量，进而提高工作效率。
具体地，在调查请求中包含学历信息时，调用学信网的数据接口，将应聘人员的学历信息通过数据接口发送至学信网的服务器，根据学信网服务器反馈的信息与学历信息进行比对，进而确定应聘人员的学历信息是否有误，通过执行上述验证，减少了人力资源专员手动进行验证的工作量。
在调查请求中包含薪酬信息、获奖信息、团队信息以及职务信息中的一种或多种时，根据薪酬信息、获奖信息、团队信息以及职务信息中的一种或多种生成背景调查函，并将背景调查函发送至原工作单位邮箱，以便将原工作单位邮箱反馈的结果与适配简历进行比对，以完成应聘人员的背景调查。
具体地，在预先设定的时间内没有收到原工作单位邮箱反馈的结果时，重复发送背景调查函或者自动发送短信息至原工作单位邮箱的管理人员，以便及时获取背景调查函的反馈结果。
实施例三
在上述任一实施例中，如图3所示，信息处理方法还包括：
步骤S302，获取新员工的登记信息，登记信息包括身份证信息以及新员工的图像信息；
步骤S304，确定身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据。
在该实施例中，在获取到新员工的登记信息后，根据登记信息中的身份证信息和新员工的图像信息进行比对，在确保身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据，其中，通过判断身份证信息有效，以便对虚假身份信息的识别，而将新员工的图像信息与身份证信息中的图像进行比对，避免入职人员存在冒名顶替等情况的出现，同时，通过自动判断身份证信息是否有效，减少了人力资源专员的工作量。
在其他实施例中，登记信息还包括：帐号信息；信息处理方法还包括：确定帐号信息验证未通过，发出帐号验证未通过的提示信息。
在该实施例中，登记信息还包括账号信息，通过对账号信息进行验证，以减少人力资源专员对上述账号信息进行手动验证，进而减少了人力资源专员的工作量，从而有效提高了工作效率。
其中，账号信息包括但不局限于银行卡账号，户名，开户行，社保卡号，社保城市，公积金卡号，公积金城市。
实施例四
在本公开提出的一种信息处理装置400，如图4所示，包括：控制器402；存储器404，用于存储计算机程序；控制器402执行存储在存储器404中的计算机程序以实现：解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求；根据招聘岗位和招聘岗位对应的任职要求在数据库进行数据分析；接收根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历。
在本公开提出的信息处理装置400中包括控制器402和存储器404，其中，控制器402执行存储在存储器404中的计算机程序以实现：通过解析招聘需求信息，以便得到招聘需求信息中包含的招聘岗位和招聘岗位对应的任职要求，进而根据招聘岗位和招聘岗位对应的任职要求在数据库中进行数据分析，以得到与之相适配的适配简历，在此过程中，由于适配简历是通过数据分析得到的，无需人力资源专员手动在招聘平台进行检索，因此，降低了人力资源专员进行简历筛选所消耗的时间，进一步地，检索得到的简历是根据招聘岗位和招聘岗位对应的任职要求所确定的，因此，得到的简历中不合适简历的数量较少，检索到的简历的适配性较高。
其中，根据招聘岗位和招聘岗位对应的任职要求在数据库进行数据分析可以使用人工智能技术，具体地，首先，确定与招聘岗位相同或相近的其他岗位信息；其次，根据招聘岗位和其他岗位信息确定所属领域；再次，调用所属领域中的简历，并根据任职要求进行筛选，以得到适配简历。
在其他实施例中，控制器402执行存储在存储器404中的计算机程序以实现：确定任一适配简历的适配度，并按照适配度由高至低的规则显示适配简历。
在该实施例中，控制器402执行存储在存储器404中的计算机程序以实现：在接收到根据招聘岗位以及招聘岗位对应的任职要求检索到的适配简历后，确定任一适配简历的适配度，同时，按照适配度由高至低的规则显示适配简历，其中，适配度高的适配简历更适合该招聘岗位的任职要求，因此，通过按照适配度由高至低的规则显示适配简历，以便人力资源专员首先看到的适配简历更加适合该招聘岗位，以减少人力资源专员对适配简历进行比对所消耗的时间，进而提高其工作效率。
在其他实施例中，控制器402执行存储在存储器404中的计算机程序以实现：在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤之前，还包括：确定招聘需求信息满足岗位编制条件。
其中，岗位编制条件包括但不局限于岗位名称和对应的人员数量，在岗位编制条件包括岗位名称和对应的人员数量的情况下，确定招聘需求信息满足岗位编制条件的步骤具体包括，判断招聘需求中岗位名称所对应的人员数量是否超出预先设定的人数，在判定岗位名称所对应的人员数量超出预先设定的人数，则判定招聘需求信息不满足岗位编制条件，否则，判定招聘需求信息满足岗位编制条件。
在该实施例中，控制器402执行存储在存储器404中的计算机程序以实现：在解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求之前，还将招聘需求信息与岗位编制条件进行比对，只有在招聘需求信息满足岗位编制条件的情况下，才执行解析招聘需求信息以得到招聘岗位和招聘岗位对应的任职要求的步骤，通过将招聘需求信息与岗位编制条件进行比较，有效避免人员招聘超出岗位编制条件等情况的出现，进而出现不同岗位之间的人员数量分布不合理等情况的出现。
在其他实施例中，控制器402执行存储在存储器404中的计算机程序以实现：接收对招聘岗位对应的任职要求的补充要求，并更新招聘岗位对应的任职要求。
在该实施例中，通过接收对招聘岗位对应的任职要求的补充要求，以便更新招聘岗位对应的任职要求，确保得到的适配简历与任职要求更加适配，以满足业务部分的人员需求。
在其他实施例中，招聘岗位对应的任职要求包括：工作职责信息、任职资格信息和薪酬信息中的一种或多种。
其中，任一适配简历的适配度由招聘岗位对应的任职要求包括的工作职责信息、任职资格信息和薪酬信息与简历中的求职岗位、求职薪水以及学历等信息的匹配结果确定，具体地，当求职岗位与工作职责信息相匹配，记录第一数值，当任职资格信息与学历相匹配，记录第二数值，当薪酬信息与求职薪水相匹配，生成第三数值，任一适配简历的适配度等于第一数 值、第二数值和第三数值的和值。
在该实施例中，招聘岗位对应的任职要求包括但不局限于：工作职责信息、任职资格信息和薪酬信息中的一种或多种，还可以包括制定项目的任职经历等信息。
在其他实施例中，信息处理装置400设置在企业服务器中或企业使用的终端中。
实施例五
在上述实施例中，控制器402执行存储在存储器404中的计算机程序以实现：解析适配简历，以得到适配简历包含的应聘人员的基本信息；根据应聘人员的基本信息生成调查请求，将调查请求发送至信息核验端；接收信息核验端反馈的调查结果；确认调查结果与适配简历一致，发送录用信息至应聘人员。
其中，调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种。
在该实施例中，通过对适配简历进行解析，以便得到适配简历包含的应聘人员的基本信息，进而根据应聘人员的基本信息生成调查请求，其中，调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种，通过将调查请求发送至信息核验端进行调查，以便在接收到信息核验端反馈的调查结果时，根据调查结果与适配简的比对结果来确定该应聘人员的基本信息的真实情况，当确认调查结果与适配简历一致，发送录用信息至应聘人员，而当调查结果与适配简历不一致，结束对当前应聘人员的应聘流程，通过将调查结果与适配简进行比对，在确保应聘人员的信息真实的情况下，减少了人力资源专员的工作量，进而提高工作效率。
具体地，在调查请求中包含学历信息时，调用学信网的数据接口，将应聘人员的学历信息通过数据接口发送至学信网的服务器，根据学信网服务器反馈的信息与学历信息进行比对，进而确定应聘人员的学历信息是否有误，通过执行上述验证，减少了人力资源专员手动进行验证的工作量。
在调查请求中包含薪酬信息、获奖信息、团队信息以及职务信息中的 一种或多种时，根据薪酬信息、获奖信息、团队信息以及职务信息中的一种或多种生成背景调查函，并将背景调查函发送至原工作单位邮箱，以便将原工作单位邮箱反馈的结果与适配简历进行比对，以完成应聘人员的背景调查。
具体地，在预先设定的时间内没有收到原工作单位邮箱反馈的结果时，重复发送背景调查函或者自动发送短信息至原工作单位邮箱的管理人员，以便及时获取背景调查函的反馈结果。
实施例六
在上述任一实施例中，控制器402执行存储在存储器404中的计算机程序以实现：在发送录用信息至应聘人员的步骤之后，还包括：获取新员工的登记信息，登记信息包括身份证信息以及新员工的图像信息；确定身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据。
在该实施例中，控制器402执行存储在存储器404中的计算机程序以实现：在获取到新员工的登记信息后，根据登记信息中的身份证信息和新员工的图像信息进行比对，在确保身份证信息有效、且新员工的图像信息与身份证信息中的图像一致，生成劳动合同数据，其中，通过判断身份证信息有效，以便对虚假身份信息的识别，而将新员工的图像信息与身份证信息中的图像进行比对，避免入职人员存在冒名顶替等情况的出现，同时，通过自动判断身份证信息是否有效，减少了人力资源专员的工作量。
在其他实施例中，登记信息还包括：帐号信息；信息处理方法还包括：确定帐号信息验证未通过，发出帐号验证未通过的提示信息。
在该实施例中，登记信息还包括账号信息，通过对账号信息进行验证，以减少人力资源专员对上述账号信息进行手动验证，进而减少了人力资源专员的工作量，从而有效提高了工作效率。
其中，账号信息包括但不局限于银行卡账号，户名，开户行，社保卡号，社保城市，公积金卡号，公积金城市。
实施例七
信息处理方法具体划分为：《招聘需求公开流程》、《录用公开流程》 和《新员工入职流程》三个流程。
其中，《招聘需求公开流程》包括：业务部门需要补员触发招聘需求信息后，招聘需求信息如表1所示，将招聘需求信息与岗位编制条件进行比对，如符合岗位编制条件，则发起《招聘需求公开流程》，调取招聘需求信息中的招聘岗位和招聘岗位对应的任职要求，同时接收对招聘岗位对应的任职要求的补充要求，并更新招聘岗位对应的任职要求，其中，补充要求包括如到岗时间，工作年限等。
表1
Figure PCTCN2019117824-appb-000001
在《招聘需求公开流程》经过相关领导审批后，到达招聘负责人审批节点，此时，根据“工作职责”，“任职资格”，“月薪范围”进行数据分析，在具有合作关系的招聘平台进行简历适配，并根据适配度的高低排序在流程页面进行展示，以便招聘负责人进行审阅，通过根据“工作职责”，“任职资格”，“月薪范围”进行数据分析，减少了招聘负责人进行筛选的简历数量，进而降低招聘负责的工作量，进而提高了工作效率。
在其他实施例中，《招聘需求公开流程》无需相关领导审批直接到达招聘负责人手中，以减少招聘的流程。
在招聘负责人审批后，《招聘需求公开流程》结束，自动触发《录用公开流程》，形成如表2所示的录用公开单：
表2
Figure PCTCN2019117824-appb-000002
确定《录用公开流程》触发后，调用学信网的接口，对录用人的学历信息进行验证，如学历信息验证无误，则流程继续往下一节点进行流转，如学验证结果为录用人提供的学历信息虚假，则流程自动退回；可以基于简历获取应聘者人员基本信息，生成调查事项及调查请求，调查请求中包含调查事项(如薪资、获奖情况、团队人员、职务等)，发送调查事项至信息核验端(如学信网；原工作单位邮箱等)；接收信息收集结果，将收集结果与基本信息进行比对，输出比对结果。若在预设时间内没有收集到反馈结果，可以通知对应人员，通知信息包含调查事项及核验方式。
确定《录用公开流程》审批后，发送录用信息至应聘人员，如发送录用邮件至应聘人员，结束“录用公开流程”，同时触发《新员工入职流程》，在此过程中，无需人力操作。
在《新员工入职流程》下，获取新员工的登记信息。
其中，新员工的登记信息如表3所示：
表3
Figure PCTCN2019117824-appb-000003
在获取得到新员工的登记信息后，验证新员工的身份证号码的真实有效性，招聘负责人采集员工的人脸图像上传系统后，系统自动进行图像对比分析(如使用图像识别技术)，验证身份证照片与新员工是否为同一人(这里可以精准的判断出：员工是否存在冒用他人身份证的情况)，同时，对等级信息中的帐号信息进行验证，账号信息包括但不局限于银行卡账号，户名，开户行，社保卡号，社保城市，公积金卡号，公积金城市，具体地，调用对应银行、社保网站等数据接口，对上述帐号信息进行验证，以规避因为信息的不准确而带来的不必要的麻烦，如信息的不准确造成招聘负责人的工作量的增加。
其中，MIS帐号，即Management Information Systems，信息管理系统帐号。
在确定登记信息验证无误后，《新员工入职流程》结束，生成劳动合同数据，以便新员工签订。
实施例八
在本实施例中，提出了一种计算机可读存储介质，其上存储有计算机程序，计算机程序被处理器执行时实现如上述任一项信息处理方法的步骤。
在该实施例中，本公开的计算机可读存储介质，其上存储的计算机程序被处理器执行时实现了如上述任一实施例中的信息处理方法的步骤，因而该计算机可读存储介质能够实现该信息处理方法全部的有益效果，不再赘述。
以上仅为本公开的优选实施例而已，并不用于限制本公开，对于本领域的技术人员来说，本公开可以有各种更改和变化。凡在本公开的精神和原则之内，所作的任何修改、等同替换、改进等，均应包含在本公开的保护范围之内。

Claims (10)

  1. 一种信息处理方法，其中，包括：
    解析招聘需求信息以得到招聘岗位和所述招聘岗位对应的任职要求；
    根据所述招聘岗位和所述招聘岗位对应的任职要求在数据库进行数据分析；
    接收根据所述招聘岗位以及所述招聘岗位对应的任职要求检索到的适配简历。
  2. 根据权利要求1所述的信息处理方法，其中，还包括：
    确定任一所述适配简历的适配度，并按照适配度由高至低的规则显示所述适配简历。
  3. 根据权利要求1或2所述的信息处理方法，其中，在所述解析招聘需求信息以得到招聘岗位和所述招聘岗位对应的任职要求的步骤之前，还包括：
    确定所述招聘需求信息满足岗位编制条件。
  4. 根据权利要求1或2所述的信息处理方法，其中，还包括：
    解析所述适配简历，以得到所述适配简历包含的应聘人员的基本信息；
    根据所述应聘人员的基本信息生成调查请求，并将所述调查请求发送至信息核验端；
    接收所述信息核验端反馈的调查结果；
    确认所述调查结果与所述适配简历一致，发送录用信息至所述应聘人员。
  5. 根据权利要求4所述的信息处理方法，其中，在所述发送录用信息至所述应聘人员的步骤之后，还包括：
    获取新员工的登记信息，所述登记信息包括身份证信息以及新员工的图像信息；
    确定所述身份证信息有效、且所述新员工的图像信息与所述身份证信息中的图像一致，生成劳动合同数据。
  6. 根据权利要求5所述的信息处理方法，其中，所述登记信息还包括： 帐号信息；
    所述信息处理方法还包括：
    确定所述帐号信息验证未通过，发出帐号验证未通过的提示信息。
  7. 根据权利要求1或2所述的信息处理方法，其中，还包括：
    接收对所述招聘岗位对应的任职要求的补充要求，并更新所述招聘岗位对应的任职要求。
  8. 根据权利要求4所述的信息处理方法，其中，所述调查请求包括：薪酬信息、获奖信息、团队信息、学历信息以及职务信息中的一种或多种；
    所述招聘岗位对应的任职要求包括：工作职责信息、任职资格信息和薪酬信息中的一种或多种。
  9. 一种信息处理装置，其中，包括：
    控制器；
    存储器，用于存储计算机程序；
    所述控制器执行存储在所述存储器中的计算机程序以实现如权利要求1至8中任一项所述的信息处理方法的步骤。
  10. 一种计算机可读存储介质，其上存储有计算机程序，其中，所述计算机程序被处理器执行时实现如权利要求1至8中任一项所述的信息处理方法的步骤。
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