Online recruitment method and device

Abstract

The invention discloses an online recruitment method and a device, wherein, the method comprises the following steps: obtaining candidate information of an application end, wherein the candidate information comprises resumes information and intention position information of the applicant; Acquiring at least one position information to be recruited at the recruitment end; Searching a first target position in at least one position to be recruited according to the candidate information, wherein the first target position is a position to be recruited matched with the candidate information in at least one position to be recruited; The enterprise evaluation information is indexed in response to an evaluation request triggered by the applicant based on the first target position and sent to the applicant. The scheme disclosed by the invention can provide comprehensive and objective information of the applicant and the recruiter, reduce the employment risk of the enterprise, and improve the jobseeking efficiency of the applicant.

Description

technical field [0001] The invention belongs to the technical field of Internet platform data interaction, and in particular relates to an online recruitment method and device. Background technique [0002] With the continuous development of Internet technology, online recruitment has gradually replaced traditional recruitment methods such as talent markets and job fairs. Applicants and corporate HR can no longer be constrained by physical space, and can directly pass various recruitment methods online. Recruitment websites to obtain corresponding job information and employment information. [0003] At present, although some recruitment websites have carried out legal obligations such as qualification verification on the companies that post recruitment information to ensure the formality of the companies that have settled in, the company information provided by the recruitment websites to applicants is limited to the positions they recruit. Therefore, applicants cannot dire...

AI Technical Summary

Problems solved by technology

[0003] At present, although some recruitment websites have carried out legal obligations such as qualification verification on the companies that post recruitment information to ensure the formality of the companies that have settled in, the company information provided to applicants by recruitment websites is limited to the positions they recruit. Therefore, applicants cannot directly obtain other actual information of the company in advance through the recruitment website, such as corporate atmosphere, working environment, etc. As a result, applicants are dissatisfied with the working environment and corporate atmosphere of the company they are applying for. Candidates' actual job search success rate is reduced, wasting both parties' time

In addition, the HR of the enterprise can only understand the applicant's work ability and work experience through the resume provided by the applicant, but the resume information provided by the applicant is often too subjective. When concealing or lying about one's own working ability, the HR of the enterprise is often unable to understand this information in a timely manner, which leads to an increase in the employment risk of the enterprise

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