Recruitment system and method based on cloud services

Abstract

The invention provides a recruitment system and method based on cloud services. The resume search procedure, the interview procedure and the entry procedure of human resources (HR) are achieved through terminals of the system; the interview process can be recorded at any time, and interview information can be preserved, so that the operation level of HR occupations is improved, and accurate interview information is provided; the system provides tests for meeting the real demands of job interviews and gives objective test assessment so that brain drain or talent abuse can be avoided; meanwhile, data can be automatically classified and filed, space is saved, the paperless process is achieved, resources are saved, and the environment is protected; from an interview notice to an interview and to entry, the HR cost is lowered, and the working efficiency is improved.

Description

technical field [0001] The invention relates to the field of human resources, in particular to a recruitment system and method based on cloud services. Background technique [0002] The current process of resume search, interview, and job entry requires the direct participation of multiple parties. In the process, a large number of documents and materials need to be stored, and paper materials need to be filled in. During the interview process, there are multiple interviews in the initial test and re-examination, and it is necessary to travel back and forth in the office. , this will inevitably affect the work of other employees; especially in the resume search process, the search and extraction of resume information requires a lot of labor, and when people search for resumes, whether the resume meets the job requirements of the job depends solely on simple human awareness Judgment cannot directly and comprehensively reflect the job competency of the person, and it is very e...

AI Technical Summary

Problems solved by technology

[0002] The current process of resume search, interview, and job entry requires the direct participation of multiple parties. In the process, a large number of documents and materials need to be stored, and paper materials need to be filled in. During the interview process, there are multiple interviews in the initial test and re-examination, and it is necessary to travel back and forth in the office. , this will inevitably affect the work of other employees; especially in the process of resume search, the search and extraction of resume information requires a lot of labor, and when people search for resumes, whether the resume meets the job requirements of the position depends solely on simple human awareness Judgment cannot directly and comprehensively reflect the job competency of the person, which can easily lead to wrong evaluation, or do not use talent

[0003] During the interview process, it is difficult for the interviewer to effectively record the interview information, which leads to repeated asking of the same question, resulting in low work efficiency; and due to the lack of interview skills of some enterprise interviewers themselves, it is difficult to capture during the interview process. Useful interview information, misestimating talents, leading to the loss of interview talents, or negligent employment, which has a great negative impact on enterprise talent management; what is most often seen in the interview process is that after the initial interview, no The corresponding interviewer for the re-examination cannot realize the off-site interview in time, which is also an important factor for enterprises to lose talents during the interview process

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