Resume display method

Abstract

The invention relates to a resume display method. The method comprises the following steps: acquiring resumes and JD basic data from a database; expressing the acquired resumes and JD in a form of competency label value matrix; acquiring an association rule between a position and the competency label; extracting the competency label from the resumes, then substituting the competency label into the association rule, sorting the resume according to the obtained weight sum, and displaying the resumes according to the sorted sequence to an employer. The method increases the resume / JD display accuracy rate, improves the use experience, enhances the degree of satisfaction of a user to the display result, reduces resource occupation and waste of servers and clients in the current platform, avoids repeated operation of a user or search in the other platform, improves the operation convenience, reduces time consumption of the user, also reduces the resource consumption of servers and clients in the other platform, and has significance on guiding recruitment, employment, training and the like.

Description

technical field [0001] The invention relates to the technical field of computer processing, in particular to a resume display method. Background technique [0002] With the development and popularization of the network, based on the high speed and huge amount of information of the network, online recruitment has become the current mainstream recruitment form. Online recruitment and online job hunting have further promoted the talent exchange in today's society. In the current online recruitment, job seekers need to complete resumes according to the requirements of various websites or companies, and then deliver them to different websites or companies. Compared with the traditional way of job hunting and recruitment, the current form of online recruitment is relatively efficient and fast. [0003] As a third-party human resource website, it provides such a platform for recruiters and job seekers. In practical applications, recruiters submit positions to the network platform ...

AI Technical Summary

Problems solved by technology

This evaluation rule is basically based on psychological tests, intelligence tests, and some aptitude tests. It is highly subjective and has poor accuracy. Did not show the expected effect; at the same time, this type of assessment does not reflect the detailed and different needs of different industries and positions for competency

In the absence of data support, these evaluation methods must rely on various auxiliary information and the experience judgment of decision makers, which are highly subjective, and the primary and secondary relationship between competencies is difficult to confirm specifically, and do not have a wide range of applicable significance

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