A recruitment management system

Abstract

The application relates to the technical field of information management, and particularly discloses a recruitment management system, which comprises a demand input module, a recruitment release module, a resume screening module, an interview module and an employment module. The demand input module is used for inputting personnel demand; the recruitment release module is used for generating and releasing a recruitment notice according to the personnel demand; the resume screening module is used for receiving and screening resumes, and storing the resumes meeting preset conditions; the interview module is used for receiving a resume selection instruction, sending an interview notice based on the resume selection instruction, and acquiring interview result information; and the employment module is used for generating an employment notice according to the interview result information, and receiving employment information. The recruitment release module is further used for judging whether the personnel demand is satisfied according to the employment information, and if yes, withdrawing the recruitment notice. The technical scheme of the application can effectively control the whole process of recruitment.

Description

TECHNICAL FIELD

[0001] The present application relates to the technical field of information management, in particular to a recruitment management system. BACKGROUND

[0002] At present, more and more enterprises or units recruit talents through network. The main process of network recruitment includes: first, HR makes recruitment files; then, the recruitment demand is published on the recruitment website and the resumes delivered by the job seekers are received, or the job seekers are searched on the recruitment website and their information is obtained; then, comprehensive analysis is made to decide whether to need an interview. If needed, the job seekers are informed by telephone about the time and place of the interview, and finally the job seekers are interviewed face to face for one or more rounds and it is finally decided whether to recruit.

[0003] It can be seen that the network recruitment work of enterprises or units has many links and the procedure is relatively complicated. It is difficult to effectively control the whole process of recruitment. SUMMARY

[0004] The present application provides a recruitment management system, which can effectively control the whole process of recruitment.

[0005] In order to solve the above technical problems, the present application provides the following technical solutions:

[0006] A recruitment management system, comprising:

[0007] A demand input module for inputting personnel demand;

[0008] A recruitment publishing module for generating and publishing a recruitment notice according to the personnel demand;

[0009] A resume screening module for receiving delivered resumes, screening the resumes, and storing the resumes meeting preset conditions;

[0010] An interview module for receiving a resume selection instruction, sending an interview notice based on the resume selection instruction, and obtaining interview result information;

[0011] A recruitment module for generating a recruitment notice according to the interview result information, and receiving employment information;

[0012] The recruitment publishing module is further used for judging whether the personnel demand is met according to the employment information, and if met, the recruitment notice is withdrawn.

[0013] The basic scheme principle and beneficial effects are as follows:

[0014] In the scheme, the staff of the enterprise human resources or the managers of the enterprise can enter the personnel demand according to the demand; the recruitment release module automatically generates and releases the recruitment notice, which saves the step of editing the recruitment notice and simplifies the release process. The enterprise will receive a large number of invalid resumes in the recruitment process. Through the resume screening module, the resumes that do not meet the preset conditions can be eliminated, and the viewing amount of the resumes is reduced. The recruitment module can automatically send the recruitment notice to the job seekers who pass the interview. The recruitment release module automatically withdraws the recruitment notice after the personnel demand is met, and completes the closed-loop processing of the whole recruitment process.

[0015] In summary, through the scheme, the enterprise can effectively control the whole recruitment process.

[0016] Further, it further comprises a personnel module, a database and an analysis module, the personnel module establishes a personnel file based on the employment information; and is further used for obtaining the resignation information and updating the personnel file based on the resignation information;

[0017] The database is used for storing the personnel file;

[0018] The analysis module is used for analyzing the employee retention rate based on the same personnel demand recruitment according to the personnel file, and generating a retention report.

[0019] The personnel module establishes the personnel file, which facilitates the enterprise to uniformly manage the data of the in-service employees, and the analysis module analyzes the employee retention rate, so that the effect of the recruitment can be effectively evaluated after a certain period of time.

[0020] Further, the recruitment module is further used for generating an employment reminder according to the employment information.

[0021] The employment reminder can be sent to the designated work group of the enterprise or the designated employee or the designated manager, so that the designated object knows that there is a new employee.

[0022] Further, the analysis module is further used for judging whether the employee retention rate based on the same personnel demand recruitment is lower than a first threshold value, if lower than the first threshold value, obtaining the corresponding resume, comparing the resume with the recruitment notice generated according to the personnel demand, judging whether the coincidence degree of the resume and the recruitment notice is lower than a second threshold value, if lower than the second threshold value, marking the personnel demand as a to-be-confirmed demand;

[0023] The demand input module is further used for comparing the input personnel demand with the to-be-confirmed demand, judging whether the similarity of the input personnel demand and the to-be-confirmed demand is higher than a third threshold value, if higher than the third threshold value, marking the input personnel demand as an invalid demand.

[0024] When the retention rate falls below the first threshold, it indicates that the majority of recruited employees have not retained, necessitating analysis of the reasons. Resumes are then compared with the job posting generated based on the personnel requirements. If the degree of alignment between the resume and the job posting falls below the second threshold, this indicates a significant discrepancy between the applicants who submitted their resumes and the actual personnel requirements. In other words, the likelihood of applicants meeting the personnel requirements is low, or highly qualified individuals are unwilling to submit their resumes. Therefore, the interview criteria must be lowered for admission. This indirectly proves that the personnel requirement does not meet the actual job market conditions and that the company cannot retain the individuals recruited according to the requirement. Therefore, the requirement is marked as pending. The requirement entry module compares the entered personnel requirement with the pending requirement. If the similarity between the entered personnel requirement and the pending requirement exceeds the third threshold, the entered requirement is marked as invalid, avoiding the repeated posting of recruitment notices for similar pending requirements.

[0025] Furthermore, the analysis module is also used to generate a personnel demand review reminder when the consistency between the resume and the recruitment notice is lower than a second threshold.

[0026] By generating reminders for personnel demand review, it is convenient for companies to conduct subsequent discussions on the needs to be confirmed.

[0027] Furthermore, the demand entry module is configured to mark the entered personnel demand as a valid demand when it is determined that the similarity between the entered personnel demand and the demand to be confirmed is lower than a third threshold;

[0028] The recruitment release module is used to determine whether the personnel demand is a valid demand. If so, a recruitment notice is generated and released based on the personnel demand.

[0029] Furthermore, the interview module is also used to count the number of resumes that meet the preset conditions, determine whether the number of resumes is greater than a limit value, and generate a resume viewing reminder if it is greater than the limit value.

[0030] It can remind relevant personnel of the company to check resumes in time to avoid excessive accumulation of resumes.

[0031] Furthermore, when the analysis module determines that the degree of compliance between the resume and the recruitment notice is higher than the second threshold, it obtains the number of resumes that meet the preset conditions and the number of interview notifications sent, and determines whether the percentage is lower than the fourth threshold. If it is lower than the fourth threshold, it generates an insufficient interview quantity reminder.

[0032] When the resumé-to-job posting match exceeds the second threshold, it indicates that the number of applicants submitting resumes is consistent with actual job openings. By comparing the percentage of resumes meeting the pre-set criteria to the number of interview invitations sent, we can analyze whether insufficient interviews are leading to unsuitable candidates and, in turn, low retention rates.

[0033] Furthermore, the first threshold is 5%-20%.

[0034] Furthermore, the second threshold is 50%-80%. BRIEF DESCRIPTION OF THE DRAWINGS

[0035] Figure 1 This is a logical block diagram of a recruitment management system according to Example 1. DETAILED DESCRIPTION

[0036] The following is further described in detail through specific implementation methods:

[0037] Example 1

[0038] like Figure 1 As shown, a recruitment management system of this embodiment includes a demand entry module, a recruitment release module, a resume screening module, an interview module, a recruitment module, a personnel module, a database and an analysis module.

[0039] The demand entry module is used to enter personnel requirements. In this embodiment, the demand entry module pre-stores a demand template that includes several items. HR personnel fill in the demand template to implement standardized personnel demand entry. Items include: number of positions, highest level of education, work experience, position, job responsibilities, salary, and vacation time.

[0040] The recruitment release module is used to generate and release recruitment notices based on personnel needs.

[0041] The resume screening module is used to receive submitted resumes, screen them, and store those that meet the preset conditions. In this embodiment, the preset conditions can be set according to personnel needs. For example, if the recruitment requires 10 years of work experience, the resumes of fresh graduates will be screened out.

[0042] The interview module is used to receive resume selection instructions, send interview notifications based on the resume selection instructions, and obtain interview result information. HR can review stored resumes and enter resume selection instructions based on the results, manually selecting applicants who meet the requirements. After the interview is completed, HR uploads the interview result information. In this embodiment, the interview result information includes the interview result / score and reason; for example, the interview result is: passed, and the reason is: met the recruitment requirements.

[0043] The recruitment module is configured to generate a recruitment notice according to the interview result information, and is further configured to receive employment information. In this embodiment, the recruitment notice is sent to the contact email left by the job seeker in the resume. After the HR completes the employment-related procedures, the HR inputs the employment information. The employment information includes, for example, the employee name, the position, and the employment time. The recruitment module is further configured to generate an employment reminder according to the employment information. The employment reminder can be sent to a designated work group of the company, or to a designated employee or a designated manager, so that the designated object is aware that a new employee has been employed.

[0044] The recruitment publishing module is further configured to determine whether the personnel demand is satisfied according to the employment information, and if so, withdraw the recruitment notice. For example, the personnel demand is for an administrative position, and two persons are recruited. The employment information of the two newly added administrative position employees indicates that the personnel demand has been satisfied, and the recruitment notice is withdrawn.

[0045] The personnel module is configured to establish a personnel file based on the employment information, and is further configured to obtain resignation information and update the personnel file based on the resignation information.

[0046] The database is configured to store the personnel file.

[0047] The analysis module is configured to analyze the retention rate of the employees recruited based on the same personnel demand according to the personnel file, and generate a retention report. For example, the retention rate of 10 employees recruited for a technical position in one year is analyzed. Eight employees are in service, and two employees resign, and the retention rate is 80%.

[0048] Embodiment Two

[0049] The difference between this embodiment and Embodiment One is that the analysis module in this embodiment is further configured to determine whether the retention rate of the employees recruited based on the same personnel demand is lower than a first threshold value. If so, the corresponding resume is obtained, and the corresponding resume refers to the resume of the employee recruited based on the same personnel demand. The resume is compared with the recruitment notice generated according to the personnel demand to determine whether the degree of coincidence between the resume and the recruitment notice is lower than a second threshold value. The first threshold value is 5%-20%, and in this embodiment, the first threshold value is 10%. The resume screening is a screening of the minimum requirements, such as the educational background and the work experience. In this embodiment, the degree of coincidence is a judgment of whether the requirements of the recruitment notice and the conditions or the abilities possessed by the job seeker in the resume are consistent, for example, the design position requires the use of design software, including PS, AE, PR, CDR, Da Vinci, etc. The job seeker fills in the resume that he can use PS, and in this item, the degree of coincidence is only 20%. The second threshold value is 50%-80%, and in this embodiment, the second threshold value is 50%.

[0050] If the degree of coincidence is lower than the second threshold value, the personnel demand is marked as a to-be-confirmed demand, and a personnel demand review reminder is generated.

[0051] If higher than the second threshold, the number of resumes meeting the preset condition and the number of interview notices sent are obtained, and it is determined whether the percentage of the number of interview notices sent to the number of resumes meeting the preset condition is lower than a fourth threshold. If lower than the fourth threshold, an interview quantity shortage reminder is generated. The fourth threshold is 30-70%, and in this embodiment, is 40%.

[0052] The demand entry module is also used to compare the entered personnel demand with the to-be-confirmed demand, and determine whether the similarity of the entered personnel demand and the to-be-confirmed demand is higher than a third threshold. The third threshold is 80%-90%, and in this embodiment, is 90%. In this embodiment, the similarity refers to the similarity degree of the entered personnel demand and the to-be-confirmed demand, and the determination can be performed in the manner of the degree of coincidence, that is, whether the specific content of the project in the entered personnel demand and the specific content of the project in the to-be-confirmed demand are consistent is determined, and the entered personnel demand can also be directly taken as text A and the to-be-confirmed demand as text B, and the similarity degree of text A and text B is compared. The comparison of the similarity degree of text A and text B belongs to the prior art, and will not be described herein. In this embodiment, the comparison of text A and text B is adopted.

[0053] If higher than the third threshold, the entered personnel demand is marked as an invalid demand;

[0054] If lower than the third threshold, the entered personnel demand is marked as a valid demand;

[0055] The recruitment publishing module is also used to determine whether the personnel demand is a valid demand, and if yes, generates a recruitment notice according to the personnel demand and publishes the recruitment notice. If not, the recruitment notice is not generated.

[0056] When the retention rate is lower than the first threshold, it is indicated that most of the recruited employees do not stay, and the reason needs to be analyzed. At this time, the resume is compared with the recruitment notice generated according to the personnel demand, and if the degree of coincidence of the resume and the recruitment notice is lower than the second threshold, it is indicated that there is a large deviation between the job seekers who deliver the resume and the actual personnel demand, in other words, the possibility of the job seekers meeting the personnel demand is low, or the person who particularly meets the condition does not want to deliver the resume. The standard has to be lowered when interviewing, which indirectly proves that the personnel demand does not meet the actual situation of the job market, and the enterprise cannot retain the person recruited according to the personnel demand, and therefore, the personnel demand is marked as a to-be-confirmed demand. The demand entry module compares the entered personnel demand with the to-be-confirmed demand, and when the similarity of the entered personnel demand and the to-be-confirmed demand is higher than the third threshold, the entered personnel demand is marked as an invalid demand, so as to avoid repeatedly publishing the recruitment notice for the similar to-be-confirmed demand.

[0057] When the degree of coincidence between the resume and the job posting is higher than the second threshold, it indicates that the job seeker who submits the resume and the actual human resource demand do not have a large deviation. By judging the percentage of the number of resumes meeting the preset condition and the number of interview notices sent, it can be analyzed whether the unsuitable personnel recruited due to insufficient interviews leads to low retention rate.

[0058] Embodiment three

[0059] The difference between this embodiment and embodiment one is that in this embodiment, the interview module is further used to count the number of resumes meeting the preset condition, judge whether the number of resumes is greater than a limit value, and generate a resume viewing reminder if the number of resumes is greater than the limit value. The relevant personnel of the enterprise can be reminded to view the resumes in time, so as to avoid excessive accumulation of resumes.

[0060] The above is only an embodiment of the present application, and the present application is not limited to this embodiment. The common knowledge of specific structures and characteristics in the scheme is not described in detail, and the ordinary skilled person in the art knows all the ordinary technical knowledge in the field of the present application before the filing date or the priority date, can know all the prior art in the field, and has the ability to apply conventional experimental means before that date. The ordinary skilled person in the art can improve and implement the present scheme based on their own ability under the guidance of the present application. Some typical known structures or known methods should not be an obstacle for the ordinary skilled person in the art to implement the present application. It should be noted that for those skilled in the art, without departing from the structure of the present application, a number of modifications and improvements can be made, which should also be considered as the protection scope of the present application. These will not affect the effect and practicality of the present application. The protection scope of the present application should be subject to the content of its claims, and the specific implementation mode in the specification can be used to explain the content of the claims.

Claims

1. A recruitment management system, characterized by, The application comprises: a demand input module for inputting personnel demand; a recruitment publishing module for generating and publishing a recruitment notice according to the personnel demand; a resume screening module for receiving a submitted resume, screening the resume, and storing the resume meeting preset conditions; an interview module for receiving a resume selection instruction, sending an interview notice based on the resume selection instruction, and obtaining interview result information; a hiring module for generating a hiring notice according to the interview result information, and receiving employment information; wherein the recruitment publishing module is further configured to determine whether the personnel demand is satisfied according to the employment information, and if so, withdraw the recruitment notice, and further comprising an analysis module configured to determine whether the employee retention rate based on the same personnel demand is lower than a first threshold value, if so, obtain the corresponding resume, compare the resume with the recruitment notice generated according to the personnel demand, determine whether the degree of coincidence between the resume and the recruitment notice is lower than a second threshold value, if so, mark the personnel demand as a to-be-confirmed demand; the demand input module is further configured to compare the input personnel demand with the to-be-confirmed demand, determine whether the similarity between the input personnel demand and the to-be-confirmed demand is higher than a third threshold value, if so, mark the input personnel demand as an invalid demand; the analysis module is further configured to generate a personnel demand review prompt when the degree of coincidence between the resume and the recruitment notice is lower than the second threshold value; the demand input module is configured to mark the input personnel demand as a valid demand when the similarity between the input personnel demand and the to-be-confirmed demand is lower than the third threshold value; the recruitment publishing module is configured to determine whether the personnel demand is a valid demand, if so, generate and publish a recruitment notice according to the personnel demand; the interview module is further configured to count the number of resumes meeting the preset conditions, determine whether the number of resumes is greater than a limit value, if so, generate a resume viewing prompt; the analysis module is configured to determine whether the percentage is lower than a fourth threshold value when the degree of coincidence between the resume and the recruitment notice is higher than the second threshold value, if so, generate an insufficient interview quantity prompt.

2. The recruitment management system of claim 1, wherein: The application further comprises a personnel module and a database, the personnel module is configured to establish a personnel file based on the employment information, and further configured to obtain resignation information and update the personnel file based on the resignation information; the database is configured to store the personnel file; the analysis module is configured to analyze the employee retention rate based on the same personnel demand according to the personnel file, and generate a retention report.

3. The recruitment management system of claim 1, wherein: The hiring module is further configured to generate an employment prompt according to the employment information.

4. The recruitment management system of claim 1, wherein: The first threshold value is 5%-20%.

5. The recruitment management system of claim 1, wherein: The second threshold value is 50%-80%.

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