Intelligent recruitment method and device based on user answers, equipment and storage medium

Abstract

The invention discloses an intelligent recruitment method and device based on user answers, equipment and a storage medium. The method comprises the following steps: receiving an answer instruction which is sent by an applicant and comprises an examination number, obtaining a test paper type corresponding to the examination number, calling a preset questionnaire from a database according to the test paper type, and displaying the questionnaire on a client in a preset answer mode for the applicant to answer; receiving a questionnaire submitting instruction containing user answers, and scoring the user answers by using a preset scoring model to obtain single question scores of the test questions; obtaining configuration parameters associated with the test paper type, and obtaining a test paper scoring result of the questionnaire according to the configuration parameters and all the single question scores; and obtaining a recording parameter associated with the test paper type, and determining a recording result of the applicant according to the recording parameter and the test paper scoring result. According to the invention, self-service, paperless, fair and fair interview examination is realized, the recruitment process is simplified, and the manpower input cost is saved.

Description

technical field [0001] The invention relates to the field of intelligent decision-making, in particular to an intelligent recruitment method, device, equipment and storage medium based on user answers. Background technique [0002] At present, for enterprises with high mobility, a large amount of manpower is required for interviewing candidates, and the workload is relatively large, which puts great pressure on relevant management personnel. In addition, in specific application scenarios, such as: enterprise school recruitment, social recruitment, need to face a large number of applicants, the interviewer will have physical fatigue, unable to maintain accurate judgment and insight. Therefore, it is not guaranteed to completely select talents suitable for the company's recruitment requirements in all links of recruitment (including: resume screening, interview, scoring, and admission). The evaluation standards are not the same, and it is impossible to achieve an objective an...

AI Technical Summary

Problems solved by technology

[0002] At present, for companies with high mobility, a large amount of manpower is required for interviewing candidates, and the workload is relatively large, which puts great pressure on relevant management personnel.

In addition, in specific application scenarios, such as: enterprise school recruitment, social recruitment, need to face a large number of applicants, the interviewer wil

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