WO2023209970A1

WO2023209970A1 - Method for matching recruiter and job seeker

Info

Publication number: WO2023209970A1
Application number: PCT/JP2022/019334
Authority: WO
Inventors: 喜悦後藤
Original assignee: ミイダス株式会社
Priority date: 2022-04-28
Filing date: 2022-04-28
Publication date: 2023-11-02
Also published as: JP7465622B2; JPWO2023209970A1

Abstract

[Problem] To provide a technology which makes it possible for a recruiter to predict if a job seeker will appropriately perform work after being hired. [Solution] This method for matching a recruiter and a job seeker is provided by a system including a recruiter terminal associated with a recruiter, a job seeker terminal which is connected to the recruiter terminal by way of a network and which is associated with a job seeker, and a server terminal. The server terminal: provides a suitability test to the job seeker terminal and the recruiter terminal; receives response information with respect to the suitability test from the recruiter terminal and the job seeker terminal; calculates a score for the recruiter associated with the recruiter terminal and a score for the job seeker associated with the job seeker terminal, on the basis of the response information; and in response to a request from the recruiter terminal to search for a job seeker, determines a work-performance prediction for the job seeker on the basis of the score for the recruiter and evaluation information.

Description

How to match recruiters and job seekers

The present invention relates to a method for matching job seekers and job offers.

Traditionally, services that use aptitude tests to match job seekers (employed candidates) and job seekers (recruiting companies) have become popular. has become common.

For example, in Patent Document 1, an aptitude test is conducted on employees of a job applicant, and based on the aptitude test results, an aptitude test is conducted on job applicants based on the test results of aptitude tests taken in the past by highly rated employees within the company. A method for setting goals is disclosed.

Patent No. 2010-015289

However, although Patent Document 1 makes it possible to improve the accuracy of job matching between job seekers and job seekers by using an aptitude test, there are cases in which job seekers are not able to succeed after being employed by job seekers. Seen here and there.

Therefore, an object of the present invention is to provide a technology that allows a job seeker to predict that a job seeker will be able to play an active role appropriately even after employment.

In one aspect of the present invention, job offers provided by a system including a job seeker terminal associated with a job seeker, a job seeker terminal connected to the job seeker terminal via a network, and a server terminal connected to the job seeker terminal. In this method, a server terminal provides an aptitude test to a job seeker terminal and a job seeker terminal, and receives response information for the aptitude test from the job seeker terminal and the job seeker terminal. and based on the response information, calculate the scores of the job seeker associated with the job seeker terminal and the job seeker associated with the job seeker terminal, and respond to the search request for the job seeker from the recruiter terminal. , determining a prediction of the job applicant's performance or evaluation based on the score and evaluation information of the job applicant.

According to the present invention, it is possible to provide a technology that allows a job seeker to predict that a job seeker will be able to play an active role appropriately even after employment.

1 is a block configuration diagram showing a matching system according to a first embodiment of the present invention. FIG. 2 is a functional block configuration diagram showing the server terminal 100 of FIG. 1. FIG. 2 is a functional block configuration diagram showing the job applicant terminal 200 of FIG. 1. FIG. 3 is a diagram showing an example of job applicant data stored in the server 100. FIG. 3 is a diagram showing an example of job offerer data stored in the server 100. FIG. 1 is an example of a flowchart related to a matching method according to the first embodiment of the present invention. It is another example of the flowchart concerning the matching method based on the first embodiment of the present invention. It is yet another example of a flowchart related to the matching method according to the first embodiment of the present invention. It is yet another example of a flowchart related to the matching method according to the first embodiment of the present invention. FIG. 3 is a diagram illustrating an example of a screen displaying information related to a job applicant, which is displayed on each job applicant terminal.

Hereinafter, embodiments of the present invention will be described with reference to the drawings. Note that the embodiments described below do not unduly limit the content of the present disclosure described in the claims. Furthermore, not all components shown in the embodiments are essential components of the present disclosure.

(Embodiment 1)
<Configuration>
FIG. 1 is a block diagram showing a matching system according to a first embodiment of the present invention. This system 1 includes a server terminal 100 that mediates between job seeker terminals 200 associated with job seekers with various backgrounds and recruiter terminals 300 associated with job seekers such as companies conducting recruitment activities. configured.

The server terminal 100, the job applicant terminal 200, and the job applicant terminal 300 are connected via the network NW. The network NW includes the Internet, an intranet, a wireless LAN (Local Area Network), a WAN (Wide Area Network), and the like.

The server terminal 100 provides aptitude tests to employees of the recruiting company and job seekers, analyzes the aptitude of the employees of the recruiting company and job seekers based on the answers obtained, and also provides aptitude tests to employees of the recruiting company and job seekers. 300, and performs matching processing between the job seeker and the job seeker based on the information related to the job seeker received from the job seeker through the job seeker terminal 200. It may be a general-purpose computer such as a workstation or a personal computer, or it may be logically implemented by cloud computing. In this embodiment, one server terminal is illustrated for convenience of explanation, but the number is not limited to this, and a plurality of server terminals may be used.

The job seeker terminal 200 is an information processing device, such as a personal computer or a tablet terminal, owned by a job seeker who wishes to find a job or change jobs and who uses the services provided by the server terminal 100. , a smartphone, a mobile phone, a PDA, or the like.

As described above, the recruiter terminal 300 is a recruiter (e.g., a hiring manager) of a company, etc., who conducts human resource recruitment activities and provides information related to the recruiter, and is provided by the server terminal 100. For example, the information processing device is an information processing device such as a personal computer or a tablet terminal owned by the job offerer who uses the service, but it may also be configured by a smartphone, a mobile phone, a PDA, or the like. A recruiter company has one or more departments (for example, department A, department B, department C, etc.), and each department has one or more employees. The aptitude test is provided to each terminal of the employees in each department by the server terminal 100 and, in some cases, via the recruiter terminal 300. Note that the aptitude test can also be provided by a server different from the server terminal 100.

In this embodiment, the system 1 includes a server terminal 100, a job seeker terminal 200, and a recruiter terminal 300, and a job seeker or a recruiter can use the job seeker terminal 200 and the recruiter terminal 300 to Although the configuration will be described as a configuration in which operations are performed on the terminal 100, the server terminal 100 may be configured as a stand-alone device, and the server terminal itself may be provided with a function to be operated by a job seeker or a recruiter.

FIG. 2 is a functional block configuration diagram of the server terminal 100 in FIG. 1. The server terminal 100 includes a communication section 110, a storage section 120, and a control section 130.

The communication unit 110 is a communication interface for communicating with the job applicant terminal 200 and the job applicant terminal 300 via the network NW, and communication is performed according to communication protocols such as TCP/IP (Transmission Control Protocol/Internet Protocol), for example. be exposed.

The storage unit 120 stores programs, input data, etc. for executing various control processes and functions within the control unit 130, and is composed of RAM (Random Access Memory), ROM (Read Only Memory), etc. Ru. The storage unit 120 also includes a job applicant data storage unit 121 that stores various data related to job applicants, a job applicant data storage unit 122 that stores various data related to job applicants, and the like. Furthermore, the storage unit 120 can also temporarily store data communicated with the job seeker terminal 200 and the recruiter terminal 300. Note that a database (not shown) storing various data may be constructed outside the storage unit 120 or the server terminal 100.

The control unit 130 controls the overall operation of the server terminal 100 by executing programs stored in the storage unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), etc. be done. The functions of the control unit 130 include an instruction reception unit 131 that receives input from the job applicant terminal 200 or the job applicant terminal 300, a job applicant data management unit 132 that refers to and processes various data related to job applicants, and a job applicant data management unit 132 that refers to and processes various data related to job applicants. a job seeker data management unit 133 that refers to and processes various data related to job seekers; and a prediction determination unit that analyzes aptitude test answers input by job seekers and employees of job seeker companies and determines evaluation predictions. 134 etc. The instruction receiving unit 131, job applicant data management unit 132, job applicant data management unit 133, and prediction determination unit 134 are activated by a program stored in the storage unit 120 and are executed by the server terminal 100, which is a computer (electronic computer). executed.

The instruction receiving unit 131 is provided by the server terminal 100 and is provided by the job seeker terminal 200 or the recruiter terminal 300, through a user interface such as a screen displayed via a web browser or an application. When a user performs a predetermined input (by clicking, tapping, swiping, entering a keyword, pressing an icon, etc.), a message is sent from the job seeker terminal 200 or the recruiter terminal 300 via the communication unit 110. Accept instructions.

The job applicant data management unit 132 manages and processes various data related to job applicants (for example, job applicant ID, basic information of job applicants, career information, qualification information, desired condition information, aptitude information, etc.). .

The recruiter data management unit 133 manages and processes various data related to recruiters (for example, recruiter ID, basic information, job information, aptitude information, etc.).

The prediction determining unit 134 calculates the response contents of the job applicant and the employees of the recruiting company, which are input from the job applicant terminal 200 and the recruiting company's terminal 300 (or the terminals of the employees of the recruiting company) in response to the provided aptitude test. Based on this, the aptitude analysis of the job seeker and the employee of the recruiting company is performed, and a process is performed to determine the evaluation prediction.

FIG. 3 is a functional block configuration diagram showing the job applicant terminal 200 of FIG. 1. The job applicant terminal 200 includes a communication section 210, a display operation section 220, a storage section 230, and a control section 240.

The communication unit 210 is a communication interface for communicating with the server terminal 100 via the network NW, and communication is performed according to a communication protocol such as TCP/IP, for example.

The display operation unit 220 is a user interface used for a job applicant to input instructions and display text, images, etc. in accordance with input data from the control unit 240. If the job applicant terminal 200 is a smartphone or a tablet terminal, it is composed of a display, a keyboard, and a mouse, and if the job applicant terminal 200 is a smartphone or a tablet terminal, it is composed of a touch panel or the like. This display operation section 220 is activated by a control program stored in the storage section 230 and executed by the job applicant terminal 200, which is a computer (electronic computer). Through the display operation section, job seekers can respond to the aptitude test provided by pressing the keyboard, moving the cursor using the mouse, or tapping, swiping, or pinching the screen using the touch panel. Operations, etc. can be performed.

The storage unit 230 stores programs, input data, etc. for executing various control processes and functions within the control unit 240, and is composed of a RAM, a ROM, and the like. Furthermore, the storage unit 230 temporarily stores the contents of communication with the server terminal 100.

The control unit 240 controls the overall operation of the job applicant terminal 200 by executing a program stored in the storage unit 230, and is composed of a CPU, a GPU, etc.

Note that the server terminal 100 may be configured to include the function of a display operation section, or in this case, the job applicant terminal 200 may not be included.

Note that the functional configuration of the job applicant terminal 300 is also substantially the same as that of the job applicant terminal 200, so a description thereof will be omitted.

FIG. 4 is a diagram showing an example of job applicant data stored in the server 100.

Job applicant data 1000 shown in FIG. 4 stores various data related to job applicants. In FIG. 4, for convenience of explanation, an example of one job applicant (job applicant identified by job applicant ID "10001") is shown, but information on a plurality of job applicants can be stored. Various data related to job seekers include, for example, job seeker's basic information (job seeker's name, address, contact information such as email address, other SNS account information, etc.), career information (job seeker's academic background, work history, most recent information, etc.) annual income, etc.), qualification information (qualifications, language, skills, self-promotion), desired information (desired annual income, desired employment period, desired work location, desired industry, desired industry, etc.), aptitude information (aptitude test scores, aptitude Scores for characteristics measured by exams (problem-solving ability, creative thinking ability, ability to adapt to situations, management skills, stress factors, etc.), evaluation prediction information (predicted evaluation after employment at the employer company, It is possible to store information such as similarity with High Performer's score, high/low evaluation, evaluation by department, industry, etc.).

FIG. 5 is a diagram showing an example of job offerer data stored in the server 100.　

Recruiter data 2000 shown in FIG. 5 stores various data related to recruiters. In FIG. 5, for convenience of explanation, an example of one recruiter (recruiter identified by recruiter ID "20001") is shown, but information on a plurality of users can be stored. Various data related to the recruiter include, for example, the recruiter's basic information (company name, industry, date of establishment, location, number of instructors, company website URL, other company introductions, etc.), job information (salary, requested information, etc.) Personal profile, working hours, treatment, benefits, work location, employment type (full-time employees (new graduates/mid-career), contract employees, interns, part-time workers, etc.), aptitude information (information on employees belonging to the recruiting company (company as a whole, department), etc.) aptitude test scores, scores for characteristics measured by aptitude tests (problem-solving ability, creative thinking ability, ability to adapt to situations, management qualities, stress factors, etc.)), evaluation information (employees belonging to the recruiting company) information such as information regarding evaluations) can be stored.

<Processing flow>
Referring to FIG. 6, the processing flow of the method for matching job seekers and recruiters, which is executed by the system 1 of this embodiment, will be described. FIG. 6 is an example of a flowchart related to the matching method according to the first embodiment of the present invention.

Here, in order to use this system 1, a job seeker and/or a recruiter (or an employee of a recruiter company) connects to a job seeker terminal 200, a recruiter terminal 300 (or a job applicant belonging to any department of the recruiter company). When using the service for the first time by accessing the server terminal 100 using a web browser or application on each employee's terminal, input the basic job applicant information such as the above-mentioned job applicant basic information, etc. If you have already obtained an account for a job seeker or recruiter, you can use the service by logging in after receiving predetermined authentication, such as entering your ID and password. After this authentication, a predetermined user interface is provided via a website, application, etc., and the process proceeds to step S101 shown in FIG. For convenience of explanation, hereinafter, the terminal of the person in charge of recruitment at the recruiting company and each employee belonging to any department of the recruiting company will be collectively referred to as "recruiters" unless otherwise specified. However, each terminal will be collectively referred to as a "recruiter terminal."

First, as processing in step S101, the server terminal 100 transmits an aptitude test to the recruiter terminal 300 via the communication unit 110. For example, questions provided as an aptitude test are displayed on a user interface provided via a web browser or application of the job applicant terminal 300.

Examples of questions provided as aptitude tests include games to measure the aptitude of respondents. Through the game tasks, respondents can interact with objects displayed on the user interface in relation to questions related to the aptitude test by pressing down on the keyboard if the display control unit is a keyboard, or by pressing the mouse if the display operation unit is a keyboard. You can select an object and move it, or if you are using a touch panel, you can tap an object to select it and move it while tapping it, or you can move it by swiping. In addition, the answerer can input text or voice via the display operation section in connection with the question. Aptitude tests are designed to measure multiple characteristics of respondents (problem-solving ability, creative thinking ability, ability to adapt to situations, management skills, stress factors, etc.) and can consist of multiple questions. Here, one question can be linked to a specific characteristic or to a plurality of characteristics. Aptitude tests can evaluate the above characteristics by measuring the speed, accuracy, and/or characteristics of the respondent's operations. Furthermore, the aptitude test can also be provided to respondents in paper form. Note that aptitude tests are not limited to games, but may also provide respondents with a virtual reality space via an HMD (head-mounted display) to measure their aptitude, or use other behavioral indicators to determine their aptitude. Examples include methods of measuring aptitude such as personality and ability based on answers to written tests, and are not limited to one example.

Next, as processing in step S102, the server terminal 100 receives response information to the sent predetermined question from the recruiter terminal 300. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives response information from the job applicant terminal 300 via the communication unit 110.

Here, the answer information can include operation information on a keyboard, mouse, and/or touch panel, and/or text or voice input information by the answerer. Further, the response information may include, in addition to operation information and response information, behavioral information such as that the respondent answered a plurality of questions in succession.

Next, as processing in step S103, the server terminal 100 calculates a score regarding the aptitude of the recruiter based on the response information received from the recruiter terminal 300 in response to the questions of the aptitude test. For example, the prediction determining unit 134 of the control unit 130 of the server terminal 100 calculates a score regarding the suitability (consisting of one or more characteristics) of the recruiter based on the response information input by the recruiter to each question. .

For example, based on the answer information of the respondent, the prediction determining unit 134 calculates a score for each of the plurality of questions based on the correctness of the operation information and/or the feature amount, and scores the overall score and/or the score for each characteristic. can be calculated. For example, for a given respondent, scores such as 80/100 points for "problem-solving ability" and 60/100 points for "management qualities" can be calculated for each characteristic. Furthermore, regarding the respondents' scores, the average, highest score, and lowest score for each of the recruiter company as a whole and employees in a specific department of the recruiter company can be calculated as statistical information. Furthermore, for employees in a specific department (or employees in any group), based on the evaluation information of Recruiter Data 2000, we will determine whether the employee is a high performer (employee with a high rating in that department or any group) or a low performer (an employee who is highly rated in that department). It is also possible to divide the group into groups (employees with low performance) and calculate the above statistical information for each group.

Next, as processing in step S104, the recruiter data management unit 133 of the server terminal 100 stores the aptitude analyzed by the prediction determining unit 134 in the recruiter data storage unit 122 of the storage unit 120 as described above. The process of updating the job offerer data 2000 is performed.

As described above, when performing matching between a job applicant and a job offerer, it is possible to manage and update information regarding the suitability of the job offerer as a preprocess.

FIG. 7 is another example of a flowchart related to the matching method according to the first embodiment of the present invention.

As another example, a process in which the server terminal 100 provides an aptitude test to the job applicant terminal 200 and manages and updates information regarding the job applicant's aptitude will be described below.

First, as processing in step S201, the server terminal 100 transmits an aptitude test to the job applicant terminal 200 via the communication unit 110. For example, questions provided as an aptitude test are displayed on a user interface provided via a web browser or application of the job applicant terminal 200.

Similar to the aptitude tests provided to job seekers, questions provided as aptitude tests include, for example, games to measure the aptitude of respondents. For the game, respondents can press the keyboard when the display operation unit is a keyboard, or the mouse when the display operation unit is a mouse. You can select an object and move it, or if you are using a touch panel, you can tap an object to select it and move it while tapping, or you can move it by swiping. In addition, the answerer can input text or voice via the display operation section in connection with the question. Aptitude tests are designed to measure multiple characteristics of respondents (problem-solving ability, creative thinking ability, ability to adapt to situations, management skills, stress factors, etc.) and can consist of multiple questions. Here, one question can be linked to a specific characteristic or to a plurality of characteristics. Aptitude tests can evaluate the above characteristics by measuring the speed, accuracy, and/or characteristics of the respondent's operations. Furthermore, the aptitude test can also be provided to respondents in paper form.

Next, as processing in step S202, the server terminal 100 receives response information to the sent predetermined question from the job applicant terminal 200. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives response information from the job applicant terminal 200 via the communication unit 110.

Here, the answer information may include operation information on a keyboard, mouse, and/or touch panel, and/or text or voice input information by the answerer, as described above. Furthermore, the answer information may include, in addition to operation information, behavioral information such as whether the answerer answered a plurality of questions in succession.

Next, as processing in step S203, the server terminal 100 calculates a score regarding the job applicant's aptitude based on the response information received from the job seeking terminal 200 in response to the questions of the aptitude test. For example, the prediction determining unit 134 of the control unit 130 of the server terminal 100 calculates a score regarding the job seeker's aptitude (consisting of one or more characteristics) based on the response information input by the recruiter to each question. .

For example, based on the answer information of the respondent, the prediction determining unit 134 calculates a score for each of the plurality of questions based on the correctness of the operation information and/or the feature amount, and scores the overall score and/or the score for each characteristic. can be calculated. For example, it is possible to calculate a score of 80/100 points for "problem-solving ability" and 60/100 points for "management qualities" for a certain respondent. Furthermore, a total score can be calculated by summing the scores of each characteristic.

Next, as processing in step S204, the job applicant data management unit 132 of the server terminal 100 stores the aptitude analyzed by the prediction determination unit 134 in the job applicant data storage unit 121 of the storage unit 120 as described above. Processing to update job applicant data 1000 is performed.

As described above, when matching a job applicant and a job offerer, it is possible to manage and update information regarding the job applicant's aptitude as a preprocess.

FIG. 8 is yet another example of a flowchart related to the matching method according to the first embodiment of the present invention.

As yet another example, a process of providing the job applicant terminal 300 with information regarding the degree of similarity of job seekers to a specific department by the server terminal 100 will be described below.

First, as processing in step S301, the instruction receiving unit 131 of the server terminal 100 receives a request to search for a job applicant from the job applicant terminal 300 via the communication unit 110. For example, via the user interface of the recruiter terminal 300, a recruiter inputs the name of a specific department of the recruiter, and performs a predetermined operation to request a search for a job applicant that matches the department.

Next, as the process of step S302, the prediction determining unit 134 of the server terminal 100 performs a process of calculating the degree of similarity regarding the evaluation prediction of the job applicant with respect to the employee in the specific department of the recruiter. For example, the prediction determining unit 134 selects a high performer of a specific department for the recruiter terminal 300 based on evaluation information regarding employees of a specific department stored in the recruiter data 2000 of the recruiter data storage unit 122. It is possible to provide necessary information (information that is a combination of employees and evaluation information, etc.) and receive a request to select one or more desired recruiters (employees belonging to the company) from the recruiter terminal 300. can. Subsequently, the prediction determining unit 134 refers to the selected aptitude information from the recruiter data 2000 in the recruiter data storage unit 122 and extracts the aptitude information of the employee in the relevant department. Here, the aptitude information extracted includes the scores of each employee in the department, and may also include scores for each characteristic, or an overall score as the sum or average of the scores for each characteristic. . Here, the score may be the average, highest, and/or lowest score for the department. The aptitude information also includes scores for each group of high performers and low performers. Similarly, for example, the prediction determining unit 134 refers to the aptitude information regarding all or some of the job applicants from the job applicant data 1000 in the job applicant data storage unit 121, and extracts the aptitude information for each job applicant. . Here, the extracted aptitude information may include a score for each characteristic of the job applicant, or a total score as a total value of the scores for each characteristic. Then, the prediction determining unit 134 compares, for example, the average score for each characteristic of the high performers in the department with the score for each characteristic of each job applicant, and calculates the degree of similarity for each characteristic score. . For example, if the average score of department A of company Ru. Alternatively, the prediction determining unit 134 may, for example, compare the overall score of the department with the overall score of each job applicant, and calculate the degree of similarity of the overall scores.

Next, as processing in step S303, the prediction determining unit 134 of the server terminal 100 transmits information regarding the calculated degree of similarity to the job offerer terminal 300.

FIG. 9 is yet another example of a flowchart related to the matching method according to the first embodiment of the present invention.

As yet another example, a process of providing the job applicant terminal 300 with evaluation prediction information of a job applicant for a specific department by the server terminal 100 will be described below.

First, as processing in step S401, the instruction receiving unit 131 of the server terminal 100 receives a request to search for a job applicant from the job applicant terminal 300 via the communication unit 110. For example, via the user interface of the recruiter terminal 300, a recruiter inputs the name of a specific department of the recruiter, and performs a predetermined operation to request a search for a job applicant that matches the department.

Next, as the process of step S402, the prediction determining unit 134 of the server terminal 100 performs a process of calculating information regarding the predicted evaluation of the employee in a specific department of the job applicant for the job applicant. For example, the prediction determining unit 134 selects a high performer of a specific department for the recruiter terminal 300 based on evaluation information regarding employees of a specific department stored in the recruiter data 2000 of the recruiter data storage unit 122. It is possible to provide necessary information (information that is a combination of employees and evaluation information, etc.) and receive a request to select one or more desired recruiters (employees belonging to the company) from the recruiter terminal 300. can. Here, the recruiter can also specify or select a specific employee who is considered to be a high performer by name. Subsequently, the prediction determining unit 134 refers to the selected aptitude information from the recruiter data 2000 in the recruiter data storage unit 122 and extracts the aptitude information of the employee in the relevant department. Here, the aptitude information extracted includes the scores of each employee in the department, and may also include scores for each characteristic, or an overall score as the sum or average of the scores for each characteristic. . Here, the score may be the average, highest, and/or lowest score for the department. The aptitude information also includes scores for each group of high performers and low performers. Similarly, for example, the prediction determining unit 134 refers to the aptitude information regarding all or some of the job applicants from the job applicant data 1000 in the job applicant data storage unit 121, and extracts the aptitude information for each job applicant. . Here, the extracted aptitude information may include a score for each characteristic of the job applicant, or a total score as a total value of the scores for each characteristic. Then, the prediction determining unit 134 compares, for example, the average score for each characteristic of the high performers in the department with the score for each characteristic of each job applicant, and calculates the degree of similarity for each characteristic score. . For example, if the average score of department A of company Ru. Alternatively, the prediction determining unit 134 may, for example, compare the overall score of the department with the overall score of each job applicant, and calculate the degree of similarity of the overall scores. After calculating the degree of similarity, the prediction determining unit 134 sets the evaluation prediction of the employee whose aptitude score of the high performer is highly similar to the score of the job applicant's aptitude to be “high” and the evaluation prediction of the employee whose similarity is low. It is also possible to select only employees with high evaluations by setting the evaluation prediction to "low" or "no evaluation."

Here, regarding the evaluation prediction process in FIG. 9, it is also possible to perform the following process. For example, as a procedure, for each recruiting company, aptitude test result data and evaluation information of its employees are acquired, and based on the aptitude test result data, the distribution of the aptitude patterns of the recruiting company's employees is estimated using a method such as the tSNE method. By comparing the distribution estimation results and the suitability pattern of the job seeker, the degree of fit of the job seeker to the hiring company is estimated. Next, using the evaluation information of the employees of the recruiting company for the distribution estimation results, the aptitude patterns are color-coded by a method such as the nearest neighbor method, and the evaluation of the job seeker at the company is predicted. Next, the correlation coefficient is calculated between the aptitude test results and evaluation information of the recruiting company's employees, and the correlation coefficient results are used to select a small number of competencies that are considered important for each recruiting company. can be used to predict the evaluation of job seekers.

In addition, when predicting the evaluation of a job applicant, in addition to predicting the evaluation based on one or more high performers in a specific department of the applicant, the applicant's company as a whole, and the industry including the applicant's company. It is also possible to perform evaluation prediction based on a group of high performers in the entire industry (for example, IT/software industry, manufacturing industry, etc.).

Next, as processing in step S403, the prediction determining unit 134 of the server terminal 100 transmits information regarding the calculated evaluation prediction to the job offerer terminal 300.

FIG. 10 is a diagram illustrating an example of a screen displaying information related to a job applicant, which is displayed on a job applicant terminal.

As shown in FIG. 10(a), the user interface of the job offerer terminal 300 can display, for each company (recruiter), job seekers who can play an active role in that company. For example, as "activity prediction", job seekers with a high degree of similarity can be displayed based on the degree of similarity explained in FIG. 8. Here, the job seeker can sort and display job seekers by new arrival, similarity, industry, department (not shown), and performance prediction based on company-wide standards.

As shown in FIG. 10(b), on the user interface of the job offerer terminal 300, job seekers who can play an active role in the company can be displayed for each company (recruiter). For example, as "activity prediction", job seekers with high predicted evaluations can be displayed based on the predicted evaluations described in FIG. 9 . Here, in addition to displaying only those with high evaluations, job seekers can also sort job seekers by newest, highest to lowest, industry, department (not shown), and performance predictions based on company-wide criteria. and display it. Note that although this example shown in FIG. 10 shows an example of displaying job applicant human resources based on "performance prediction," job applicant human resources based on the above-mentioned "evaluation prediction" may also be displayed in the same way. It is possible.

Here, the "performance prediction" can also include criteria different from so-called internal evaluation. For example, an employee who has high sales performance but is not good at coordinating internally may have a low internal evaluation, even though he/she is doing well. In this way, instead of the so-called in-house evaluation mentioned above, the evaluation information may include information regarding whether or not the person is active in relation to certain criteria such as sales performance, and may be considered as performance information, or information regarding the internal evaluation and information regarding whether or not the person is active. It is also possible to combine these and consider them as activity information.

As described above, according to the present embodiment, a job seeker can appropriately predict job success or evaluation to a job offerer, and also a job seeker whose performance can be predicted through the user interface of the job offerer's terminal. Job seekers who can be predicted to receive high evaluations can be displayed in an easy-to-understand manner.

Although the disclosed embodiments have been described above, they can be implemented in various other forms, and can be implemented with various omissions, substitutions, and changes. These embodiments and modifications, as well as omissions, substitutions, and changes, are included within the technical scope of the claims and their equivalents.

1 Matching system 100 Server terminal, 110 Communication department, 120 Storage section, 130 Control section, 200 Job seeker terminal, 300 Job seeker terminal, NW network

Claims

Matching between job seekers and job seekers provided by a system that includes a job seeker terminal associated with the job seeker, a job seeker terminal connected to the job seeker terminal via a network, and a server terminal. A method, wherein the server terminal comprises:
Provide aptitude tests for job seeker terminals and job seeker terminals,
receiving answer information for the aptitude test from the job offerer terminal and the job applicant terminal;
Based on the response information, calculate the scores of the job seeker associated with the job seeker terminal and the job seeker associated with the job seeker terminal, respectively;
In response to a search request for job seekers from the job seeker terminal,
determining a prediction of the job applicant's success based on the job applicant's score and evaluation information;
Matching method.
The matching method according to claim 1, wherein the score of the recruiter is a score of an employee belonging to a specific department of the recruiter.
2. The matching method according to claim 1, wherein the score of the recruiter is a score of a high performer among employees belonging to a specific department of the recruiter.
Prior to determining the activity prediction, a request for selecting a desired job applicant from among the job applicants is received, and based on the score and evaluation information of the selected job applicant, the activity prediction of the job applicant is determined. The matching method according to claim 1.
2. The matching method according to claim 1, wherein information regarding job seekers who are highly rated in the determined performance prediction is provided to the job seeker terminal.
Matching between job seekers and job seekers provided by a system that includes a job seeker terminal associated with the job seeker, a job seeker terminal connected to the job seeker terminal via a network, and a server terminal. A method, wherein the server terminal comprises:
Provide aptitude tests for job seeker terminals and job seeker terminals,
receiving answer information for the aptitude test from the job offerer terminal and the job applicant terminal;
Based on the response information, calculate the scores of the job seeker associated with the job seeker terminal and the job seeker associated with the job seeker terminal, respectively;
In response to a search request for job seekers from the job seeker terminal,
determining a predicted evaluation of the job applicant based on the score and evaluation information of the job applicant;
Matching method.
7. The matching method according to claim 6, wherein the score of the recruiter is a score of an employee belonging to a specific department of the recruiter.
7. The matching method according to claim 6, wherein the score of the recruiter is a score of a high performer among employees belonging to a specific department of the recruiter.
Prior to determining the evaluation prediction, a request for selecting a desired job applicant from among the job applicants is received, and the evaluation prediction of the job applicant is determined based on the score and evaluation information of the selected job applicant. The matching method according to claim 6.
7. The matching method according to claim 6, wherein the determined evaluation prediction provides information regarding the job applicant with a high evaluation to the job applicant terminal.