Recruitment management system and method

Abstract

The invention discloses a recruitment management system and method, and relates to the technical field of recruitment management. The system comprises a resume acquisition module, a resume screening module, a first interview module and a second interview module. The resume acquisition module is used for acquiring resumes of all positions of a company within a preset time. The resume screening module screens the resumes meeting position requirements according to the position requirements and stores the resumes in a resume database. The first interview module matches different network interviewers according to different positions, and the network interviewers match the resumes meeting the requirements of an interview range from the resume database and perform interview. The second interviewmodule is used for carrying out second-round interview on job seekers passing interview of the first interview module, and the interviewers of the second-round interview serve as internal interviewersarranged by the company perform interview. The invention furthermore provides the corresponding management method. The recruitment efficiency is improved.

Description

Technical field [0001] The invention relates to the technical field of recruitment management, in particular to a recruitment management system and a method thereof. Background technique [0002] Existing recruitment websites have brought convenience to both user units and job hunting. Employers compile recruitment information according to job requirements and publish them through the recruitment website. Job seekers register on the recruitment website, fill in and make a resume according to the resume template provided by the website, and search for positions through the recruitment website for delivery. [0003] However, most of the existing recruitment websites are comprehensive recruitment platforms. On the one hand, a variety of recruitment information makes job seekers dizzy, and job seekers cannot effectively filter out the various recruitment information suitable for themselves and with high authenticity. Information. On the other hand, the credibility of online recruitme...

AI Technical Summary

Problems solved by technology

[0003] However, most of the existing recruitment websites are comprehensive recruitment platforms. On the one hand, a variety of recruitment information makes job seekers dizzy, and job seekers cannot effectively screen out a variety of recruitment information that suits them and has high authenticity. Information

On the other hand, the credibility of online recruitment is not high. At the initial stage of resume screening, employers and job seekers cannot meet each other, and can only complete the screening based on electronic resumes. Therefore, some job seekers can "golden" themselves, making it difficult for employers to Screen out all qualified resumes in a short period of time. Even if all qualified resumes are found, the employer needs to further screen, and the recruitment efficiency will be greatly reduced, which is especially unfavorable for companies that are in urgent need of recruitment.

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