A method for recruiting credit in the construction industry

A technology for recruiters and industries, applied in data processing applications, instruments, calculations, etc., to solve problems such as the inability to effectively protect workers' interests, the surge in the unemployment rate of construction workers, and the reduction in the number of construction workers. The effect of humanization, improving the employment rate of workers, and avoiding the loss of workers

Active Publication Date: 2021-11-02
四川省大益科技有限公司
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  • Summary
  • Abstract
  • Description
  • Claims
  • Application Information

AI Technical Summary

Problems solved by technology

[0003] The traditional way of recruiting in the construction industry often adopts the form of on-the-spot recruitment, which has low recruitment efficiency. The recruited workers are all newcomers to the recruiting party. It takes a long time to integrate into the collective, and the work tacit degree is low, which easily leads to work efficiency. low; moreover, this method of recruitment prevents the interests of workers from being effectively protected, which can easily lead to a sharp increase in the unemployment rate of construction workers, resulting in a decrease in the number of construction workers, thereby affecting the construction industry

Method used

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  • A method for recruiting credit in the construction industry
  • A method for recruiting credit in the construction industry
  • A method for recruiting credit in the construction industry

Examples

Experimental program
Comparison scheme
Effect test

Embodiment 1

[0049] like figure 1 As shown, a method for recruiting credit information in the construction industry includes the following steps:

[0050] a. According to the applicant's registration information, the applicant's credit data evaluation and the applicant's evaluation information, formulate the applicant's credit data information; and according to the recruiter's registration information, the recruiter's credit data evaluation and the recruiter's evaluation information, formulate the recruiter's credit data information;

[0051] b. Receive the employment demand information released by the recruiter, and judge whether the employment demand information is true and reliable according to the recruiter’s credit information, if yes, push the employment demand information to the applicant, and enter step c; if not, refuse to send The employment demand information is pushed to the applicant and recorded in the evaluation of the recruiter's credit data;

[0052] c. Receive the applic...

Embodiment 2

[0058] This embodiment is on the basis of embodiment 1, as figure 1 As shown, the step e includes the following steps:

[0059] e1. Push the application demand information to the recruiter, and send a reminder to the recruiter that the applicant exists in the cooperation database;

[0060] e2. If the recruiter sends a confirmation acceptance message, push the acceptance confirmation message to the applicant; if the recruiter sends a rejection message, push the rejection message to the applicant;

[0061] e3. After the recruiter sends the rejection information, the recruiter will push the option of whether to remove the applicant from the cooperation database. If the feedback confirming the removal is received, the applicant information will be removed from the cooperation database; if If the feedback not to be removed is received, the candidate information will be kept in the cooperation database.

[0062] This embodiment is a method of notification of recruitment after the ...

Embodiment 3

[0064] This embodiment is on the basis of embodiment 1, as figure 1 As shown, the step f includes the following steps:

[0065] After the cooperative relationship between the recruiter and the applicant is established, the information of the applicant is stored in the cooperation database. After establishing a cooperative relationship with a new applicant, the applicant's information will be stored in the cooperative database of the recruiter, so that the next project can continue to employ the applicant, or provide the recruiter with an additional employment option At the same time, it provides applicants with multiple opportunities to apply for jobs in the same industry, avoiding the loss of workers in the construction industry and improving the employment rate of workers.

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PUM

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Abstract

The invention discloses a method for recruiting credit information in the construction industry, which receives the employment demand information issued by the recruiter and pushes it to the applicant; receives the application demand information sent by the applicant, and judges whether the applicant exists in the cooperation database. , then push the application demand information to the recruiter, and return the feedback information to the applicant; if not, push the applicant information to the recruiter for review, and if it passes the review, send the employment information to the applicant to establish a cooperative relationship ; If not approved, send a message of rejection to the applicant. The invention provides a method for recruiting credit information in the construction industry, which has multiple modes, including active application by the applicant, communication and cooperation between the two parties that have established a cooperative relationship, and screening and solicitation by the recruiter; the efficiency and success rate of recruitment are fully improved, and the Worker mobility, enhance the sense of belonging of workers, and ensure the employment rate of workers.

Description

technical field [0001] The invention relates to the field of online recruitment, in particular to a method for recruiting credit information in the construction industry. Background technique [0002] The traditional construction industry has a problem of high mobility, which often requires continuous recruitment of workers, and workers also have a problem of poor sense of belonging; [0003] The traditional way of recruiting in the construction industry often adopts the form of on-the-spot recruitment, which has low recruitment efficiency. The recruited workers are all newcomers to the recruiting party. It takes a long time to integrate into the collective, and the work tacit degree is low, which easily leads to work efficiency. Moreover, this method of recruitment prevents the interests of workers from being effectively protected, which can easily lead to a sharp increase in the unemployment rate of construction workers, resulting in a decrease in the number of constructio...

Claims

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Application Information

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Patent Type & Authority Patents(China)
IPC IPC(8): G06Q10/10G06Q50/08H04L29/08
CPCG06Q10/1053G06Q50/08H04L67/55
Inventor 李平远
Owner 四川省大益科技有限公司
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