Interview data marking method and device, electronic equipment and storage medium

Abstract

The embodiment of the invention provides an interview data marking method and device, electronic equipment and a storage medium, and relates to the technical field of data processing.The method comprises the steps that an interview video list is displayed in a graphical user interface of a recruitment terminal, the interview video list comprises a plurality of interview video cards and interview result labels corresponding to the interview video cards; in response to a report browsing instruction for the interview video card, displaying a competency evaluation report corresponding to the interview video card and an evaluation label corresponding to the competency evaluation report in the graphical user interface; and in response to the report processing operation for the competency evaluation report, judging whether to update the evaluation label according to the report processing operation, and generating a marking message for the interview video, the marking message being used for indicating the job hunting terminal to display the interview result label for the interview video, thereby improving the screening efficiency of the recruitment user for the job hunting user, and improving the accuracy of the recruitment user. And the recruitment process is shortened.

Description

Technical Field

[0001] The present invention relates to the field of data processing technology, and in particular to a method for marking interview data, a device for marking interview data, an electronic device, and a computer-readable storage medium. Background Art

[0002] With the development of network technology, online recruitment has become an important way for enterprises to recruit. Employers can post relevant job information on the Internet, screen job seekers, communicate with job seekers online, etc., in order to recruit suitable talents. However, in the process of online recruitment, even if the recruiter can stay online for a long time, it is easy to fail to provide timely feedback on the interview results. This makes it easy for job seekers to switch to other companies when they cannot get timely interview feedback, which may cause employers to miss out on talents. Summary of the invention

[0003] The embodiments of the present invention provide a method, device, electronic device and computer-readable storage medium for marking interview data, so as to solve or partially solve the problem that in the process of online recruitment, it is impossible to provide timely feedback on the online interview of job seekers.

[0004] The embodiment of the present invention discloses a method for marking interview data, including:

[0005] Displaying an interview video list in a graphical user interface of a recruitment terminal, the interview video list including a plurality of interview video cards and interview result labels corresponding to each of the interview video cards, the interview video card being associated with an interview video, the interview video being a video generated by a job seeker conducting an online AI video interview for a target position, and the interview result label being a label generated according to a competency assessment report corresponding to the interview video card, or a label generated by the recruiting user marking the interview video card or the interview video;

[0006] In response to a report browsing instruction for the interview video card, a competency assessment report corresponding to the interview video card and an assessment label corresponding to the competency assessment report are displayed in the graphical user interface, wherein the assessment label is a label obtained by mining the interview video to which the interview video card belongs and basic information of the job seeker;

[0007] In response to a report processing operation on the competency assessment report, it is determined whether to update the assessment tag according to the report processing operation, and a marking message is generated for the interview video, wherein the marking message is used to instruct the job search terminal to display the interview result tag for the interview video.

[0008] In some feasible implementations, the report processing operation at least includes a report marking operation, and the step of responding to the report processing operation for the competency assessment report and determining whether to update the assessment tag according to the report processing operation includes:

[0009] In response to a report marking operation on the competency assessment report, determining a first marking tag corresponding to the report marking operation, and if the first marking tag is the same as the assessment tag, maintaining the interview result tag as the first marking tag or the assessment tag in the interview video list;

[0010] If the first marking label is different from the evaluation label, the evaluation label is updated to the first marking label, and the interview result label of the interview video is updated to the first marking label in the interview video list.

[0011] In some feasible implementations, the report processing operation at least includes a browsing exit operation, and the response to the report processing operation for the competency assessment report, judging whether to update the assessment tag according to the report processing operation, includes:

[0012] In response to a browse exit operation on the competency assessment report, the interview result label is maintained as the assessment label in the interview video list.

[0013] Some possible implementations also include:

[0014] In response to a video playback instruction for the interview video card, a video playback interface is displayed in the graphical user interface, and interview questions are displayed in the video playback interface and the corresponding interview video is played, wherein the interview questions change as the video progress of the interview video advances;

[0015] In response to the marking operation on the interview video, a second marking tag for the interview video is determined, and based on the second marking tag and the evaluation tag, it is determined whether to update the evaluation tag, and a marking message for the interview video is generated.

[0016] In some feasible implementations, the determining whether to update the evaluation tag according to the second marking tag and the evaluation tag includes:

[0017] If the second marking label is the same as the evaluation label, then in the interview video list, the interview result label is kept as the second marking label or the evaluation label;

[0018] If the second marking label is different from the evaluation label, the evaluation label is updated to the second marking label, and the interview result label of the interview video is updated to the second marking label in the interview video list.

[0019] In some feasible implementations, the competency assessment report includes at least one of a video screenshot of the interview video, a competency assessment score, an assessment tag, a name, an applied position, an interview evaluation of the job seeker, core concerns, general concerns, detailed interview content, and a marking control.

[0020] Some possible implementations also include:

[0021] In response to a selection operation on any of the core focus items or any of the general focus items, a corresponding editing window is displayed, and the editing window is used to edit the first job requirement corresponding to the core focus item or the second job requirement corresponding to the general focus item.

[0022] Some possible implementations also include:

[0023] Several user tags are displayed in the interview video card. The user tags are tags generated by matching preset job competency dimensions and the video content of the interview video. The job competency dimensions are employment requirements set by the recruiting user for the target job.

[0024] In some feasible implementations, the user tags include a first type of user tags and a second type of user tags, the first type of user tags representing that the job seeker meets the dimensional requirements of the job competency dimension, and the second type of user tags representing that the job seeker does not meet the dimensional requirements of the job competency dimension, and the plurality of user tags displayed in the interview video card include:

[0025] The first category of user tags and the second category of user tags are displayed differently in the interview video card according to the interview result tag.

[0026] In some feasible implementations, the differentially displaying the first category of user tags and the second category of user tags in the interview video card according to the interview result tag includes:

[0027] If the interview result label indicates that the interview is passed, the first type of user label is preferentially displayed in the interview video card;

[0028] If the interview result label ensures that the interview has not passed, the second type of user label will be displayed preferentially in the interview video card.

[0029] In some feasible implementations, the competency assessment report includes at least core focus items and general focus items relative to the target position, and several user tags are displayed in the interview video card, including:

[0030] The user tags corresponding to the core focus items are displayed preferentially in the interview video cards.

[0031] In some feasible implementations, the interview video card includes at least one of a video preview, video duration, playback controls, user name, interview position, gender, age, education, user tag, delivery time, call controls, and report controls.

[0032] The embodiment of the present invention also discloses a device for marking interview data, including:

[0033] A list display module is used to display an interview video list in a graphical user interface of a recruitment terminal, wherein the interview video list includes a plurality of interview video cards and interview result labels corresponding to each of the interview video cards, wherein the interview video card is associated with an interview video, wherein the interview video is a video generated by a job seeker conducting an online AI video interview for a target position, and the interview result label is a label generated according to a competency assessment report corresponding to the interview video card, or a label generated by a recruiting user marking the interview video card or the interview video;

[0034] A report browsing module, for responding to a report browsing instruction for the interview video card, and displaying in the graphical user interface a competency assessment report corresponding to the interview video card and an assessment label corresponding to the competency assessment report, wherein the assessment label is a label obtained by mining the interview video to which the interview video card belongs and basic information of the job seeker;

[0035] A marking module is used to respond to a report processing operation on the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video, wherein the marking message is used to instruct the job search terminal to display the interview result label for the interview video.

[0036] In some feasible implementations, the report processing operation at least includes a report marking operation, and the marking module is specifically configured to:

[0037] In response to a report marking operation on the competency assessment report, determining a first marking tag corresponding to the report marking operation, and if the first marking tag is the same as the assessment tag, maintaining the interview result tag as the first marking tag or the assessment tag in the interview video list;

[0038] If the first marking label is different from the evaluation label, the evaluation label is updated to the first marking label, and the interview result label of the interview video is updated to the first marking label in the interview video list.

[0039] In some feasible implementations, the report processing operation at least includes a browsing exit operation, and the marking module is specifically used to:

[0040] In response to a browse exit operation on the competency assessment report, the interview result label is maintained as the assessment label in the interview video list.

[0041] Some possible implementations also include:

[0042] A video playback module, for responding to a video playback instruction for the interview video card, displaying a video playback interface in the graphical user interface, and displaying interview questions in the video playback interface and playing the corresponding interview video, wherein the interview questions change as the video progress of the interview video advances;

[0043] A label processing module is used to determine a second label for the interview video in response to a labeling operation on the interview video, determine whether to update the evaluation label based on the second label and the evaluation label, and generate a labeling message for the interview video.

[0044] In some feasible implementations, the tag processing module is specifically used to:

[0045] If the second marking label is the same as the evaluation label, then in the interview video list, the interview result label is kept as the second marking label or the evaluation label;

[0046] If the second marking label is different from the evaluation label, the evaluation label is updated to the second marking label, and the interview result label of the interview video is updated to the second marking label in the interview video list.

[0047] In some feasible implementations, the competency assessment report includes at least one of a video screenshot of the interview video, a competency assessment score, an assessment tag, a name, an applied position, an interview evaluation of the job seeker, core concerns, general concerns, detailed interview content, and a marking control.

[0048] Some possible implementations also include:

[0049] The editing module is used to display a corresponding editing window in response to a selection operation on any of the core focus items or any of the general focus items, wherein the editing window is used to edit the first job requirement corresponding to the core focus item or the second job requirement corresponding to the general focus item.

[0050] Some possible implementations also include:

[0051] The label display module is used to display a number of user labels in the interview video card. The user labels are labels generated by matching the preset job competency dimensions and the video content of the interview video. The job competency dimensions are the employment requirements set by the recruiting user for the target job.

[0052] In some feasible implementations, the user tags include a first type of user tags and a second type of user tags, the first type of user tags representing that the job seeker meets the dimensional requirements of the job competency dimension, and the second type of user tags representing that the job seeker does not meet the dimensional requirements of the job competency dimension, and the tag display module is specifically used to:

[0053] The first category of user tags and the second category of user tags are displayed differently in the interview video card according to the interview result tag.

[0054] In some feasible implementations, the label display module is specifically used to:

[0055] If the interview result label indicates that the interview is passed, the first type of user label is preferentially displayed in the interview video card;

[0056] If the interview result label ensures that the interview has not passed, the second type of user label will be displayed preferentially in the interview video card.

[0057] In some feasible implementations, the competency assessment report includes at least core focus items and general focus items relative to the target position, and the label display module is specifically used to:

[0058] The user tags corresponding to the core focus items are displayed preferentially in the interview video cards.

[0059] In some feasible implementations, the interview video card includes at least one of a video preview, video duration, playback controls, user name, interview position, gender, age, education, user tag, delivery time, call controls, and report controls.

[0060] The embodiment of the present invention further discloses an electronic device, comprising a processor, a communication interface, a memory and a communication bus, wherein the processor, the communication interface and the memory communicate with each other via the communication bus;

[0061] The memory is used to store computer programs;

[0062] The processor is used to implement the method described in the embodiment of the present invention when executing the program stored in the memory.

[0063] The embodiment of the present invention further discloses a computer-readable storage medium having instructions stored thereon, which, when executed by one or more processors, enables the processors to execute the method described in the embodiment of the present invention.

[0064] The embodiments of the present invention include the following advantages:

[0065] In an embodiment of the present invention, during the online recruitment process, a job seeker can conduct an online AI video interview for a target position. The recruitment terminal to which the recruitment user belongs can receive the interview video generated by the online AI video interview of the job seeker, and display the interview video card corresponding to each interview video and the interview result label corresponding to each interview video card in the interview video list. The interview result label is a label generated according to the competency assessment report corresponding to the interview video card, or the recruitment user marks the interview video card or the interview video, so that the recruitment user can preliminarily understand whether the job seeker meets the job requirements through the interview result label. Furthermore, the recruitment user can input a report browsing instruction for the interview video card to browse the competency assessment report corresponding to the interview video card. The recruitment terminal can display the competency assessment report corresponding to the interview video card and the evaluation label corresponding to the competency assessment report. The evaluation label is a label obtained by mining the interview video to which the interview video card belongs and the basic information of the job seeker. When browsing the competency assessment report, the recruitment user can browse the competency assessment report corresponding to the interview video card. In the process of preparing a competency assessment report, the recruitment terminal can respond to the report processing operation for the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video. The marking message is used to instruct the job-seeking terminal to display the interview result label for the interview video, so as to generate corresponding assessment labels for the interview video for the received interview video according to the competency assessment report on the one hand, to assist the recruitment user to quickly understand whether the job-seeking user meets the job requirements, improve the efficiency of the recruitment user in screening job-seeking users, and shorten the recruitment process. On the other hand, after preliminarily understanding whether the job-seeking user meets the job requirements through the assessment label, the recruitment user can further mark it according to his own judgment. Based on the marking result, not only can the interview video card in the interview video list be updated with a label, but also the formal interview feedback result can be fed back to the job-seeking user, so that the job-seeking user can promptly learn the interview result so that the job-seeking user can promptly adjust the corresponding job-seeking strategy to ensure the online recruitment experience of the recruitment user and the online job-seeking experience of the job-seeking user. BRIEF DESCRIPTION OF THE DRAWINGS

[0066] Figure 1 is a flowchart of a method for marking interview data provided in an embodiment of the present invention;

[0067] Figure 2 is a schematic diagram of an application interface provided in an embodiment of the present invention;

[0068] Figure 3 is a schematic diagram of an application interface provided in an embodiment of the present invention;

[0069] Figure 4 is a schematic diagram of an application interface provided in an embodiment of the present invention;

[0070] Figure 5is a structural block diagram of a device for marking interview data provided in an embodiment of the present invention;

[0071] Figure 6 It is a block diagram of an electronic device provided in an embodiment of the present invention. DETAILED DESCRIPTION

[0072] In order to make the above-mentioned objects, features and advantages of the present invention more obvious and easy to understand, the present invention is further described in detail below with reference to the accompanying drawings and specific embodiments.

[0073] As an example, in the online recruitment process, even if the recruiting user can stay online for a long time, it is easy for the interview results to not be fed back in time, which makes it easy for job seekers to switch to other companies when they cannot get interview feedback in time, causing employers to miss out on talent.

[0074] In this regard, in the present invention, during the online recruitment process, job seekers can conduct online AI video interviews for target positions. The recruitment terminal to which the recruitment user belongs can receive the interview video generated by the online AI video interview of the job seeker, and display the interview video cards corresponding to each interview video and the interview result labels corresponding to each interview video card in the interview video list. The interview result label is a label generated according to the competency assessment report corresponding to the interview video card, or the recruitment user marking the interview video card or the interview video, so that the recruitment user can preliminarily understand whether the job seeker meets the position requirements through the interview result label. Furthermore, the recruitment user can input a report browsing instruction for the interview video card to browse the competency assessment report corresponding to the interview video card. The recruitment terminal can display the competency assessment report corresponding to the interview video card and the evaluation label corresponding to the competency assessment report. The evaluation label is a label obtained by mining the interview video to which the interview video card belongs and the basic information of the job seeker. When browsing the competency assessment report, the recruitment user can browse the competency assessment report corresponding to the interview video card. In the process of preparing a competency assessment report, the recruitment terminal can respond to the report processing operation for the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video. The marking message is used to instruct the job-seeking terminal to display the interview result label for the interview video, so as to generate corresponding assessment labels for the interview video for the received interview video according to the competency assessment report on the one hand, to assist the recruitment user to quickly understand whether the job-seeking user meets the job requirements, improve the efficiency of the recruitment user in screening job-seeking users, and shorten the recruitment process. On the other hand, after preliminarily understanding whether the job-seeking user meets the job requirements through the assessment label, the recruitment user can further mark it according to his own judgment. Based on the marking result, not only can the interview video card in the interview video list be updated with a label, but also the formal interview feedback result can be fed back to the job-seeking user, so that the job-seeking user can promptly learn the interview result so that the job-seeking user can promptly adjust the corresponding job-seeking strategy to ensure the online recruitment experience of the recruitment user and the online job-seeking experience of the job-seeking user.

[0075] Reference Figure 1 , shows a flowchart of a method for marking interview data provided in an embodiment of the present invention, which may specifically include the following steps:

[0076] Step 101, displaying an interview video list in a graphical user interface of a recruitment terminal, wherein the interview video list includes a plurality of interview video cards and interview result labels corresponding to each of the interview video cards, wherein the interview video card is associated with an interview video, wherein the interview video is a video generated by a job seeker conducting an online AI video interview for a target position, and the interview result label is a label generated according to a competency assessment report corresponding to the interview video card, or a label generated by the recruiting user marking the interview video card or the interview video;

[0077] Optionally, the recruitment terminal may be a terminal device corresponding to the recruitment user, and corresponding applications, applets, browser pages, etc. may be run in the recruitment terminal, and corresponding online recruitment functions may be provided to job seekers through applications, applets, browser pages, etc. It should be noted that in the embodiment of the present invention, an exemplary description is given by taking the recruitment terminal running the recruitment application as an example, the terminal runs the recruitment application, and displays the corresponding application interface through the graphical user interface, so that the recruitment user can perform corresponding operations in the application interface, such as editing positions, posting positions, receiving resumes, online conversations, starting AI (artificial intelligence) interviews, browsing interview videos, etc., and the present invention does not limit this.

[0078] In an embodiment of the present invention, the terminal can run an application and display an AI interview function interface through a graphical user interface. In the AI ​​interview function interface, the AI ​​video interview function for the full-time positions that have been published can be enabled. By starting the AI ​​video interview function, the background system (server) can automatically trigger the sending of a target invitation request for the target position to the job-seeking terminal to which the user resume belongs when it detects that a user resume has been submitted for the target position. Thus, by enabling the AI ​​video interview function for the target position, it can automatically trigger the initiation of an interview invitation when it detects that the corresponding job seeker has submitted a resume, and provide timely feedback to the job seeker, thereby ensuring the real-time feedback on the resume submission.

[0079] After enabling the AI ​​video interview function for published full-time positions, when the recruitment terminal receives the interview video submitted by the job seeker in response to the interview invitation request, it can score the content of the interview video and the job seeker's resume and other information according to the corresponding big model, generate a corresponding competency assessment report, and then generate a corresponding interview result label based on the content of the competency assessment report, and display the corresponding interview result label in the interview video list used to display the interview video, so that when the recruitment user browses the interview video card in the interview video list, he can also use the interview result label to preliminarily understand whether the job seeker meets the job requirements of the corresponding position, thereby assisting the recruitment user in screening the job seekers.

[0080] Among them, each interview video card in the interview video list can be associated with a corresponding interview video, and the interview video can be a video generated by the job seeker conducting an online AI video interview for the target position. Correspondingly, the interview video card can correspond to an interview result label, and the interview result label can be a label generated by the competency assessment report corresponding to the interview video card, or the recruitment user marking the interview video card or the interview video. It should be noted that for the interview result label, when the recruitment user does not actively mark the interview video card, it can be a label generated according to the competency assessment report, and when the recruitment user marks the interview video card or the interview video, the interview result label can be updated to the label corresponding to the recruitment user's marking operation, so as to ensure that the label is consistent with the recruitment user's screening result.

[0081] In some feasible implementations, for the AI ​​video interview process, first, the four-level job category dimensions can be mined through a mining algorithm, and an online dimension library and question library can be constructed based on the mining results. Then, the job identifiers corresponding to the four-level job categories can be retrieved, and clustering can be performed based on the job identifiers to generate interview questions corresponding to each job category, and the corresponding online question library can be constructed. When the recruiting user turns on the AI ​​video interview function for the target position, the target interview questions corresponding to the target position can be extracted by obtaining the job category corresponding to the target position. Furthermore, if a resume delivery for the target position is detected, an interview invitation request can be automatically triggered to be sent to the job-seeking terminal to which the job-seeking user belongs, and then the job-seeking user is guided to answer based on the target interview questions, and the job-seeking user's answering process is recorded to generate the final interview video. For the generated interview video, a video review can be performed first. If the review is successful, the interview video can be further formatted according to the question dimension data in the online question library, and data that meets the input requirements of the large model can be extracted based on the formatted results. The extracted data is input into the large model to mine the key information of the dimension-level answer, and the basic information of the job-seeking user is mined at the same time to obtain the corresponding mining information. For the mining information, a dimension scoring requirement list can be constructed based on the dimension data in the aforementioned online dimension library, and then the mining information can be matched with the dimension scoring requirement list to obtain the scores and mining labels corresponding to each dimension level, and then the question level is scored based on the scores and mining labels corresponding to each dimension level to obtain the competency assessment score for the interview video. If the competency assessment score is greater than or equal to the preset score, a corresponding pass label is generated; if the competency assessment score is less than the preset score, a corresponding fail label is generated, and then the job seeker's basic information, video screenshots, competency assessment scores, evaluation labels, core concerns and general concerns of the applied position and target position, detailed interview content and other information are extracted to construct a competency assessment report for the job seeker, so as to assist the recruitment user in screening the job seeker through the competency assessment report, thereby improving the recruitment user's screening efficiency for the job seeker and shortening the recruitment process.

[0082] For example, suppose a company is recruiting for the position of "software engineer". First, the system (backend server) analyzes a large amount of historical recruitment data through mining algorithms and identifies four levels of job category dimensions related to "software engineer", such as "programming ability", "problem solving ability", "teamwork", "communication ability", etc. Based on these dimensions, the system builds an online dimension library and question library. Then, the system retrieves the position identification corresponding to "software engineer", and performs cluster analysis based on these identifications to generate interview questions for this job category. For example, for the "programming ability" dimension, the system may generate questions such as "Please describe a complex programming problem you have solved and explain how you solved it."

[0083] When the recruiting user turns on the AI ​​video interview function for the "software engineer" position, the system can obtain the job category corresponding to the target position and extract the target interview questions corresponding to the position.

[0084] Assuming that a job seeker submits a resume, the system automatically triggers and sends an interview invitation request to the job seeker's job seeker terminal. After the job seeker accepts the invitation, the job seeker terminal can obtain the corresponding target interview questions from the system, guide the job seeker to answer based on the target interview questions, and record the entire answering process. The recorded interview video is sent to the system for video review to ensure that the video quality meets the requirements. After the review is successful, the system can format the interview video according to the question dimension data in the online question library and extract data that meets the input requirements of the large model.

[0085] For example, the key information of job seekers when answering questions about "programming ability" can be extracted, and then the system can input the extracted data into the large model to mine the key information of the answers at the dimension level. At the same time, the system mines the basic information of job seekers, such as educational background, work experience, etc. Based on the dimensional data in the online dimension library, the system builds a list of dimension scoring requirements, and matches the mining information with the list to obtain the scores and mining labels corresponding to each dimension level. The system scores the question level based on the scores and mining labels at each dimension level, and generates a competency assessment score for the interview video. Assuming that the competency assessment score is 85 points, which is greater than the preset score (such as 70 points), the system generates a "pass" label. The system further extracts the job seeker's basic information, video screenshots, competency assessment scores, assessment tags, applied positions, core focus items (such as "programming ability") and general focus items (such as "communication ability") of the target position, detailed interview content and other information, and constructs a competency assessment report for the job seeker. By viewing the competency assessment report, recruiting users can quickly understand the job seeker's various ability scores and key information, thereby efficiently screening out qualified candidates and shortening the recruitment process.

[0086] Step 102, in response to a report browsing instruction for the interview video card, displaying a competency assessment report corresponding to the interview video card and an assessment tag corresponding to the competency assessment report in the graphical user interface, wherein the assessment tag is a tag obtained by mining the interview video to which the interview video card belongs and basic information of the job seeker;

[0087] For interview video cards, in addition to being associated with corresponding interview videos, they can also be associated with corresponding competency assessment reports. The recruitment user can then input a report browsing instruction for the interview video card, and the recruitment terminal will display the competency assessment report corresponding to the interview video card and the assessment tag corresponding to the competency assessment report based on the report browsing instruction. This allows the recruitment user to use the assessment tags to intuitively and quickly gain a preliminary understanding of whether the job seeker meets the job requirements, and on the other hand, to gain a comprehensive understanding of the match between the job seeker and the target position through the detailed evaluation information in the competency assessment report. This helps the recruitment user to efficiently screen job seekers and improve recruitment efficiency through assessment tags and competency assessment reports.

[0088] For example, suppose a company is recruiting for the position of "marketing specialist" and detects an interview video for this position. The system first reviews the interview video to ensure that the video quality meets the requirements. After the review is passed, the system formats the interview video and extracts key information, such as the applicant's performance when answering the question of "market analysis ability". The formatted data can then be input into the big model to mine the key information of the dimension level. For example, the big model analyzes the logic and data analysis ability of the applicant when answering the question of "market analysis ability". At the same time, the system mines the basic information of the applicant, such as educational background, work experience, etc. Then, based on the dimension data in the online dimension library, the system constructs a list of dimension scoring requirements. For example, for the dimension of "market analysis ability", the scoring requirements may include: logic: whether the applicant's logic is clear when answering questions; data analysis ability: whether the applicant can effectively use data for analysis; innovation: whether the applicant's solution is innovative, etc. Then, the mined information is further matched with the dimension scoring requirement list to obtain the scores and mining labels corresponding to each dimension level. For example: Logic: score 85 points, mining label is "clear logic"; Data analysis ability: score 78 points, mining label is "good data utilization"; Innovation: score 70 points, mining label is "general solution". Finally, the system scores the problem level based on the scores and mining labels of each dimension level, and generates a competency assessment score for the interview video. Assuming that the competency assessment score is 80 points, which is greater than the preset score (such as 70 points), the system generates a "pass" label. The system further extracts the job seeker's basic information, video screenshots, competency assessment scores, assessment labels, core concerns (such as "market analysis ability") and general concerns (such as "communication ability") of the job application and target position, detailed interview content and other information, and constructs a competency assessment report for the job seeker, so as to assist recruitment users in efficiently screening job seekers and improve recruitment efficiency through assessment labels and competency assessment reports.

[0089] In some feasible implementations, the competency assessment report may include a screenshot of the interview video, a competency assessment score, an assessment label, a name, an applied position, an interview evaluation of the job seeker, core concerns, general concerns, detailed interview content, and one of the marking controls, thereby assisting the recruiting user to quickly and comprehensively understand the relevant information of the job seeker by displaying relevant information in the competency assessment report, assisting the recruiting user to efficiently screen the job seekers and improving recruitment efficiency.

[0090] Among them, the core concern items and general concern items respectively represent different levels of concern in job requirements. The core concern items represent the information with a higher level of concern in job requirements, while the general concern items represent the information with a lower level of concern in job requirements. For example, core concern items may include information such as age, gender, full-time or part-time status, education level, work experience, and current employment status, while general concern items may include the fastest time to join the job, the distance between the residence and the workplace, the accepted working time period, etc. The present invention does not limit this. Optionally, when displaying core concern items and general concern items, the recruiting user can also display the job requirements of the core concern items and the actual information of the job seeker corresponding to them in the competency assessment report, as well as display the job requirements of the general concern items and the actual information of the job seeker corresponding to them. For example, for the core concern items, the job requirements corresponding to age, gender, full-time or part-time status, education level, work experience and current employment status can be "18-40 years old", "unlimited", "full-time", "primary school and above", "one year and above" and "unlimited", and the corresponding user information of the job seeker can be "30 years old", "male", "part-time", "high school graduate", "three years" and "resigned", etc.; for the general concern items, the job requirements corresponding to the fastest time to join the job, the distance from the place of residence to the place of work, the accepted working time period, etc. can be "able to join the job within one week", "within Chaoyang District, Beijing", "accept switching between day and night shifts", etc., and the corresponding user information of the job seeker can be "within three weeks", "xkm" and "do not accept night shifts", etc.

[0091] It should be noted that since the job requirements corresponding to the core concern items and general concern items can be requirements generated by the large model, in the actual recruitment process, the recruiting users can edit the job requirements corresponding to the core concern items and general concern items according to their own needs. Specifically, the recruitment terminal can respond to the selection operation for any core concern item or any general concern item and display the corresponding editing window. The editing window is used to edit the first job requirement corresponding to the core concern item or the second job requirement corresponding to the general concern item. Based on the editing results of the recruiting users, the system can update the competency assessment report according to the new job requirements and the user information corresponding to the job seeker, so as to assist the recruiting users in better screening job seekers based on the updated competency assessment report.

[0092] Optionally, based on the adjustment results of the recruitment user's requirements for the items of concern, the system can collect corresponding data in compliance with local laws and with user authorization, and adjust the model parameters involved in the generation process of the competency assessment report based on the collected data to improve the prediction accuracy of the model and ensure that the prediction results meet user requirements.

[0093] In addition, for the job seeker interview evaluation, it can be text information generated by the large model based on the evaluation label, competency assessment score, etc. to characterize the degree of match between the job seeker and the target position. For example, when the evaluation label is passed and the competency assessment score is 83 points, the job seeker interview evaluation can be "the job seeker's basic conditions meet the requirements, he has rich work experience and a strong desire to find a job, and further interviews are recommended"; the detailed interview content can be the interview questions corresponding to the interview video and the job seeker's answers to the interview questions, and the present invention is not limited to this.

[0094] By displaying relevant information in the competency assessment report, recruiters can quickly and comprehensively understand the relevant information of job seekers, and can efficiently screen job seekers, thereby improving recruitment efficiency.

[0095] Step 103, in response to the report processing operation for the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video, wherein the marking message is used to instruct the job search terminal to display the interview result label for the interview video.

[0096] In the process of browsing the competency assessment report, since the competency assessment report is generated by a large model and is only used to assist recruiters in understanding job seekers, recruiters can combine the competency assessment report and relevant information of job seekers based on actual needs to ultimately determine whether job seekers meet the job requirements. Specifically, the recruitment terminal can respond to the report processing operation for the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video according to the judgment result. The marking message is used to instruct the job search terminal to display the interview result label for the interview video, so as to generate corresponding assessment labels for the interview video according to the competency assessment report for the received interview video, so as to assist the recruitment user to quickly understand whether the job seeker meets the job requirements, improve the efficiency of the recruitment user in screening job seekers, and shorten the recruitment process. On the other hand, after preliminarily understanding whether the job seeker meets the job requirements through the assessment label, the recruitment user can further mark it according to his own judgment. Based on the marking result, not only can the interview video card in the interview video list be updated with a label, but also the formal interview feedback result can be fed back to the job seeker, so that the job seeker can promptly learn the interview results so that the job seeker can promptly adjust the corresponding job search strategy to ensure the recruitment user's online recruitment experience and the job seeker's online job search experience.

[0097] In an optional implementation, the report processing operation at least includes a report marking operation. When the recruitment user marks the competency assessment report, the recruitment terminal can respond to the report marking operation on the competency assessment report and determine the first marking tag corresponding to the report marking operation. If the first marking tag is the same as the evaluation tag, the interview result label is maintained as the first marking label or the evaluation label in the interview video list; if the first marking label is different from the evaluation label, the evaluation label is updated to the first marking label, and the interview result label of the interview video is updated to the first marking label in the interview video list. Therefore, when the marking result of the recruitment user is consistent with the evaluation label, there is no need to update the corresponding interview result label in the interview video list; and when the marking result of the recruitment user is inconsistent with the evaluation label, the recruitment user's annotation shall prevail, and the corresponding interview result label in the interview video list shall be updated, so that the interview result label can accurately express the actual screening result of the recruitment user.

[0098] In addition, the report processing operation at least includes a browsing and exiting operation, that is, if the recruiting user does not make any mark on the competency assessment report, the recruiting terminal can respond to the browsing and exiting operation on the competency assessment report and keep the interview result label as the assessment label in the interview video list. It is understandable that if the recruiting user does not make any mark on the competency assessment report, it can correspond to the recruiting user's approval of the competency assessment report's assessment of the job seeker, or it can correspond to the recruiting user implicitly believing that the job seeker does not meet the job requirements, etc., and the present invention does not limit this.

[0099] It should be noted that, for the above-mentioned marking operation and browsing exit operation, only when the recruitment user performs the marking operation, the recruitment terminal can generate a marking message corresponding to the marking operation (including an interview passed message or an interview failed message). If the marking operation is an operation to mark a passed interview, the recruitment terminal can generate an interview passed message; if the marking operation is an operation to mark a failed interview, the recruitment terminal can generate an interview failed message. Based on the generated marking message, the recruitment terminal can send the marking message to the job-seeking terminal so that the job-seeking terminal displays the interview result label for the interview video. For example, if the marking message is an interview passed message, an interview passed label for the interview video can be displayed to instruct the job-seeking user and the recruitment user to proceed to the next step of the interview process; if the marking message is an interview failed message, an interview failed label for the interview video can be displayed so that the job-seeking user can promptly learn the interview result and adjust the job-seeking strategy in time.

[0100] In the above process, recruiters can learn about job seekers through competency assessment reports, so as to preliminarily know whether job seekers meet the job requirements. In practice, in addition to understanding job seekers through text and image information, recruiters can also intuitively understand the actual performance of job seekers in the online AI interview process through the interview video associated with the interview video card, so as to judge whether job seekers meet the job requirements based on various information.

[0101] In some feasible implementations, the recruitment terminal can respond to the video playback instruction for the interview video card, display the video playback interface in the graphical user interface, display interview questions and play the corresponding interview video in the video playback interface, and the interview questions change as the video progress of the interview video advances. In the process of watching the interview video, the recruitment user can mark the interview video. The recruitment terminal can respond to the marking operation on the interview video, determine the second marking tag for the interview video, and determine whether to update the evaluation tag based on the second marking tag and the evaluation tag, and generate a marking message for the interview video. By marking the interview video, the received interview videos are effectively classified, so that the recruitment user can intuitively and quickly identify the interview results corresponding to different interview videos. At the same time, based on the marking results of the interview video, the recruitment terminal can promptly feedback the results of the AI ​​video interview to the job seeker, ensuring the real-time feedback of the AI ​​video interview, effectively improving the communication efficiency between the recruitment user and the job seeker, and shortening the recruitment cycle and the job search cycle.

[0102] In a specific implementation, the recruitment terminal may compare the second marking label with the evaluation label corresponding to the competency assessment report. If the second marking label is the same as the evaluation label, the interview result label is kept as the second marking label or the evaluation label in the interview video list; if the second marking label is different from the evaluation label, the evaluation label is updated to the second marking label, and the interview result label of the interview video is updated to the second marking label in the interview video list, so that the recruitment terminal can update the evaluation label and the interview result label to the label corresponding to the marking operation of the recruitment user, so as to ensure that all labels are consistent with the screening results of the recruitment user.

[0103] In addition, for the interview video card, the recruitment terminal can display several user tags in the interview video card. The user tags are tags generated by matching the preset job competency dimensions and the video content of the interview video. The job competency dimensions are the employment requirements set by the recruiting user for the target position, so that the recruiting user can intuitively and quickly understand the relevant information of the job seeker through the user tags. Optionally, the interview video card can also include at least one of the following: video preview, video duration, playback controls, user name, interview position, gender, age, education, user tags, delivery time, call controls, and report controls.

[0104] Among them, the user tags include the first type of user tags and the second type of user tags. The first type of user tags represent that the job seeker meets the dimensional requirements of the job competency dimension, and the second type of user tags represent that the job seeker does not meet the dimensional requirements of the job competency dimension. When the user tags are displayed in the interview video card, the recruitment terminal can display the first type of user tags and the second type of user tags differently in the interview video card according to the interview result tags. Specifically, if the interview result tag represents that the interview is passed, the first type of user tags can be displayed preferentially in the interview video card; if the interview result tag guarantees that the interview is not passed, the second type of user tags can be displayed preferentially in the interview video card. Thus, through differentiated display, when the job seeker meets the job requirements, the information that meets the requirements is displayed preferentially; when the job seeker does not meet the job requirements, the information that does not meet the requirements is displayed preferentially, so that the recruitment user can intuitively and quickly understand the relevant information of the job seeker through the user tags, and at the same time understand the outstanding information of the job seeker (including information that meets the job requirements and information that does not meet the job requirements, etc.).

[0105] Optionally, since the competency assessment report includes at least core concern items and general concern items relative to the target position, when displaying user tags, the recruitment terminal may give priority to displaying user tags corresponding to the core concern items in the interview video card.

[0106] For example, for the interview video ① submitted by job seeker A, the corresponding interview video card can display a "suitable" label, and at the same time, differentiated display of information of job seeker A that meets the job requirements and information that does not meet the job requirements, including displaying first-category user labels such as "three years of work experience", "excellent past performance", and "full-time" in green font, and second-category user labels such as "half-year vacancy" in red font; for the interview video ② submitted by job seeker B, the corresponding interview video card can display an "unsuitable" label, and at the same time, displaying information of job seeker B that meets the job requirements and information that does not meet the job requirements, including displaying second-category user labels such as "zero work experience", "half-year vacancy", and "part-time" in red font, and first-category user labels such as "bachelor's degree" in green font. Through differentiated display, when the job seeker meets the job requirements, the information that meets the requirements will be displayed first; when the job seeker does not meet the job requirements, the information that does not meet the requirements will be displayed first, so that the recruiting user can intuitively and quickly understand the relevant information of the job seeker through the user labels, and at the same time understand the outstanding information of the job seeker (including information that meets the job requirements and information that does not meet the job requirements, etc.).

[0107] It should be noted that the embodiments of the present invention include but are not limited to the above examples. It is understandable that those skilled in the art can also make settings according to actual needs under the guidance of the ideas of the embodiments of the present invention, and the present invention is not limited to this.

[0108] In an embodiment of the present invention, during the online recruitment process, a job seeker can conduct an online AI video interview for a target position. The recruitment terminal to which the recruitment user belongs can receive the interview video generated by the online AI video interview of the job seeker, and display the interview video card corresponding to each interview video and the interview result label corresponding to each interview video card in the interview video list. The interview result label is a label generated according to the competency assessment report corresponding to the interview video card, or the recruitment user marks the interview video card or the interview video, so that the recruitment user can preliminarily understand whether the job seeker meets the job requirements through the interview result label. Furthermore, the recruitment user can input a report browsing instruction for the interview video card to browse the competency assessment report corresponding to the interview video card. The recruitment terminal can display the competency assessment report corresponding to the interview video card and the evaluation label corresponding to the competency assessment report. The evaluation label is a label obtained by mining the interview video to which the interview video card belongs and the basic information of the job seeker. When browsing the competency assessment report, the recruitment user can browse the competency assessment report corresponding to the interview video card. In the process of preparing a competency assessment report, the recruitment terminal can respond to the report processing operation for the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video. The marking message is used to instruct the job-seeking terminal to display the interview result label for the interview video, so as to generate corresponding assessment labels for the interview video for the received interview video according to the competency assessment report on the one hand, to assist the recruitment user to quickly understand whether the job-seeking user meets the job requirements, improve the efficiency of the recruitment user in screening job-seeking users, and shorten the recruitment process. On the other hand, after preliminarily understanding whether the job-seeking user meets the job requirements through the assessment label, the recruitment user can further mark it according to his own judgment. Based on the marking result, not only can the interview video card in the interview video list be updated with a label, but also the formal interview feedback result can be fed back to the job-seeking user, so that the job-seeking user can promptly learn the interview result so that the job-seeking user can promptly adjust the corresponding job-seeking strategy to ensure the online recruitment experience of the recruitment user and the online job-seeking experience of the job-seeking user.

[0109] In order to enable those skilled in the art to better understand the technical solutions in the embodiments of the present invention, the following examples are used for exemplary description:

[0110] Reference Figure 2, showing a schematic diagram of the application interface provided in an embodiment of the present invention, for the interview video list 20, when the AI ​​video interview function is turned on, the interview video list 20 can display the interview video card 210 corresponding to the received interview video, and the interview video card 210 may include a video preview (video first frame picture), video duration, play button, name, interview position, gender, age, education, user tags (such as "3 years of work experience", "can be employed within a week", "full-time" and "single person job search without companions", etc.), delivery time, mark tags (such as "passed", "eliminated", etc.), call button, view report button, etc., and the card status corresponding to the interview video card, etc. Among them, the card status may include unread, read, suitable, eliminated, etc., "unread" indicates that the interview video card 210 has not yet watched the corresponding interview video, "read" indicates that the interview video corresponding to the interview video card has been watched but not marked, "suitable" indicates that the interview video corresponding to the interview video card has been watched and marked as "suitable", and "eliminated" indicates that the interview video corresponding to the interview video card has been watched and marked as "unsuitable".

[0111] Among them, for the marking label, it can be information displayed according to the evaluation results of the competency assessment report, and the card status is information displayed based on whether the recruitment user actively marks the interview video, competency assessment report, etc. In actual application, when the recruitment user performs a marking operation, the marking result of the recruitment user is mainly used. The marking label can be updated, or the marking label in the interview video card 210 can be hidden when the mark is detected. The present invention does not limit this.

[0112] In addition, corresponding filtering controls can also be provided in the interview video list 20, such as "communication", "intention", "interview", "scheduled", "ended" and "magic interview room" and other controls. Through different filtering controls, you can filter videos of corresponding categories or jump to the corresponding page, etc. The present invention is not limited to this.

[0113] In a specific implementation, when the recruitment user triggers the display of the competency assessment report by clicking the View Report button, the recruitment terminal can jump to display the competency assessment report, such as Figure 3 As shown, the competency assessment report 30 may at least display the corresponding job title, the job seeker's image, competency assessment score, assessment tag, name, applied position, job seeker interview evaluation, core focus items, general focus items, detailed interview content, and mark control 310. For the job requirements corresponding to the core focus items and general focus items in the competency assessment report, the recruiting user can select any one of them to adjust, refer to Figure 4As shown, when the recruiting user selects the entry requirements, the recruiting terminal can display a corresponding editing window 410, and multiple options can be provided in the editing window 410 for the recruiting user to select to adjust the job requirements. Accordingly, other core focus items and general focus items can be adjusted in the same or similar manner, and the present invention is not limited to this.

[0114] In addition, the recruiting user can also mark the competency assessment report through the marking control 310 (such as "unsuitable" and "suitable", etc.), and the marking result can be synchronized to the interview video card in the interview video list, and the corresponding card status can be displayed on the interview video card. At the same time, based on the marking result, a corresponding marking message can also be generated, and the marking message can be sent to the corresponding job-seeking terminal to instruct the job-seeking terminal to display the corresponding interview result label, so that the job-seeking user can learn the interview result in time and adjust the job-seeking strategy in time.

[0115] Through the above process, for the received interview videos, on the one hand, corresponding evaluation tags are generated according to the competency evaluation report, which assists the recruitment users to quickly understand whether the job seekers meet the job requirements, improves the efficiency of the recruitment users in screening job seekers, and shortens the recruitment process. On the other hand, after preliminarily understanding whether the job seekers meet the job requirements through the evaluation tags, the recruitment users can further mark them according to their own judgment. Based on the marking results, not only can the labels of the interview video cards in the interview video list be updated, but also the formal interview feedback results can be fed back to the job seekers, so that the job seekers can learn the interview results in time, so that the job seekers can adjust the corresponding job search strategies in time, ensuring the online recruitment experience of the recruitment users, and also ensuring the online job search experience of the job seekers.

[0116] It should be noted that, for the sake of simplicity, the method embodiments are described as a series of action combinations, but those skilled in the art should be aware that the embodiments of the present invention are not limited by the order of the actions described, because according to the embodiments of the present invention, certain steps can be performed in other orders or simultaneously. Secondly, those skilled in the art should also be aware that the embodiments described in the specification are all preferred embodiments, and the actions involved are not necessarily required by the embodiments of the present invention.

[0117] Reference Figure 5 , shows a structural block diagram of an interview data marking device provided in an embodiment of the present invention, which may specifically include the following modules:

[0118] A list display module 501 is used to display an interview video list in a graphical user interface of a recruitment terminal, wherein the interview video list includes a plurality of interview video cards and interview result labels corresponding to each of the interview video cards, wherein the interview video card is associated with an interview video, wherein the interview video is a video generated by a job seeker conducting an online AI video interview for a target position, and the interview result label is a label generated according to a competency assessment report corresponding to the interview video card, or a label generated by a recruiting user marking the interview video card or the interview video;

[0119] A report browsing module 502 is used to respond to a report browsing instruction for the interview video card and display the competency assessment report corresponding to the interview video card and the assessment label corresponding to the competency assessment report in the graphical user interface, wherein the assessment label is a label obtained by mining the interview video to which the interview video card belongs and basic information of the job seeker;

[0120] The marking module 503 is used to respond to the report processing operation for the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video, wherein the marking message is used to instruct the job search terminal to display the interview result label for the interview video.

[0121] In some feasible implementations, the report processing operation at least includes a report marking operation, and the marking module 503 is specifically configured to:

[0122] In response to a report marking operation on the competency assessment report, determining a first marking tag corresponding to the report marking operation, and if the first marking tag is the same as the assessment tag, maintaining the interview result tag as the first marking tag or the assessment tag in the interview video list;

[0123] If the first marking label is different from the evaluation label, the evaluation label is updated to the first marking label, and the interview result label of the interview video is updated to the first marking label in the interview video list.

[0124] In some feasible implementations, the report processing operation at least includes a browsing exit operation, and the marking module 503 is specifically used to:

[0125] In response to a browse exit operation on the competency assessment report, the interview result label is maintained as the assessment label in the interview video list.

[0126] Some possible implementations also include:

[0127] A video playback module, for responding to a video playback instruction for the interview video card, displaying a video playback interface in the graphical user interface, and displaying interview questions in the video playback interface and playing the corresponding interview video, wherein the interview questions change as the video progress of the interview video advances;

[0128] A label processing module is used to determine a second label for the interview video in response to a labeling operation on the interview video, determine whether to update the evaluation label based on the second label and the evaluation label, and generate a labeling message for the interview video.

[0129] In some feasible implementations, the tag processing module is specifically used to:

[0130] If the second marking label is the same as the evaluation label, then in the interview video list, the interview result label is kept as the second marking label or the evaluation label;

[0131] If the second marking label is different from the evaluation label, the evaluation label is updated to the second marking label, and the interview result label of the interview video is updated to the second marking label in the interview video list.

[0132] In some feasible implementations, the competency assessment report includes at least one of a video screenshot of the interview video, a competency assessment score, an assessment tag, a name, an applied position, an interview evaluation of the job seeker, core concerns, general concerns, detailed interview content, and a marking control.

[0133] Some possible implementations also include:

[0134] The editing module is used to display a corresponding editing window in response to a selection operation on any of the core focus items or any of the general focus items, wherein the editing window is used to edit the first job requirement corresponding to the core focus item or the second job requirement corresponding to the general focus item.

[0135] Some possible implementations also include:

[0136] The label display module is used to display a number of user labels in the interview video card. The user labels are labels generated by matching the preset job competency dimensions and the video content of the interview video. The job competency dimensions are the employment requirements set by the recruiting user for the target job.

[0137] In some feasible implementations, the user tags include a first type of user tags and a second type of user tags, the first type of user tags representing that the job seeker meets the dimensional requirements of the job competency dimension, and the second type of user tags representing that the job seeker does not meet the dimensional requirements of the job competency dimension, and the tag display module is specifically used to:

[0138] The first category of user tags and the second category of user tags are displayed differently in the interview video card according to the interview result tag.

[0139] In some feasible implementations, the label display module is specifically used to:

[0140] If the interview result label indicates that the interview is passed, the first type of user label is preferentially displayed in the interview video card;

[0141] If the interview result label ensures that the interview has not passed, the second type of user label will be displayed preferentially in the interview video card.

[0142] In some feasible implementations, the competency assessment report includes at least core focus items and general focus items relative to the target position, and the label display module is specifically used to:

[0143] The user tags corresponding to the core focus items are displayed preferentially in the interview video cards.

[0144] In some feasible implementations, the interview video card includes at least one of a video preview, video duration, playback controls, user name, interview position, gender, age, education, user tag, delivery time, call controls, and report controls.

[0145] As for the device embodiment, since it is basically similar to the method embodiment, the description is relatively simple, and the relevant parts can be referred to the partial description of the method embodiment.

[0146] In addition, an embodiment of the present invention further provides an electronic device, including: a processor, a memory, and a computer program stored in the memory and executable on the processor. When the computer program is executed by the processor, each process of the above-mentioned interview data marking method embodiment is implemented, and the same technical effect can be achieved. To avoid repetition, it will not be described here.

[0147] The embodiment of the present invention further provides a computer-readable storage medium, on which a computer program is stored. When the computer program is executed by a processor, each process of the above-mentioned interview data marking method embodiment is implemented, and the same technical effect can be achieved. To avoid repetition, it is not repeated here. The computer-readable storage medium is, for example, a read-only memory (ROM), a random access memory (RAM), a magnetic disk or an optical disk.

[0148] Figure 6 A schematic diagram of the hardware structure of an electronic device for implementing various embodiments of the present invention.

[0149] The electronic device 600 includes but is not limited to: a radio frequency unit 601, a network module 602, an audio output unit 603, an input unit 604, a sensor 605, a display unit 606, a user input unit 607, an interface unit 608, a memory 609, a processor 610, and a power supply 611. Those skilled in the art will appreciate that the electronic device structure involved in the embodiments of the present invention does not constitute a limitation on the electronic device, and the electronic device may include more or fewer components than shown in the figure, or combine certain components, or arrange components differently. In the embodiments of the present invention, the electronic device includes but is not limited to a mobile phone, a tablet computer, a laptop computer, a PDA, a vehicle-mounted terminal, a wearable device, and a pedometer.

[0150] It should be understood that in the embodiment of the present invention, the radio frequency unit 601 can be used for receiving and sending signals during information transmission or communication. Specifically, after receiving downlink data from the base station, it is sent to the processor 610 for processing; in addition, uplink data is sent to the base station. Generally, the radio frequency unit 601 includes but is not limited to an antenna, at least one amplifier, a transceiver, a coupler, a low noise amplifier, a duplexer, etc. In addition, the radio frequency unit 601 can also communicate with the network and other devices through a wireless communication system.

[0151] The electronic device provides users with wireless broadband Internet access through the network module 602, such as helping users to send and receive emails, browse web pages, and access streaming media.

[0152] The audio output unit 603 can convert the audio data received by the RF unit 601 or the network module 602 or stored in the memory 609 into an audio signal and output it as sound. Moreover, the audio output unit 603 can also provide audio output related to a specific function performed by the electronic device 600 (for example, a call signal reception sound, a message reception sound, etc.). The audio output unit 603 includes a speaker, a buzzer, a receiver, etc.

[0153] The input unit 604 is used to receive audio or video signals. The input unit 604 may include a graphics processor (GPU) 6041 and a microphone 6042, and the graphics processor 6041 processes the image data of a static picture or video obtained by an image capture device (such as a camera) in a video capture mode or an image capture mode. The processed image frame can be displayed on the display unit 606. The image frame processed by the graphics processor 6041 can be stored in the memory 609 (or other storage medium) or sent via the radio frequency unit 601 or the network module 602. The microphone 6042 can receive sound and can process such sound into audio data. The processed audio data can be converted into a format output that can be sent to a mobile communication base station via the radio frequency unit 601 in the case of a telephone call mode.

[0154] The electronic device 600 also includes at least one sensor 605, such as a light sensor, a motion sensor, and other sensors. Specifically, the light sensor includes an ambient light sensor and a proximity sensor, wherein the ambient light sensor can adjust the brightness of the display panel 6061 according to the brightness of the ambient light, and the proximity sensor can turn off the display panel 6061 or the backlight when the electronic device 600 is moved to the ear. As a kind of motion sensor, the accelerometer sensor can detect the magnitude of acceleration in each direction (generally three axes), and can detect the magnitude and direction of gravity when stationary, which can be used to identify the posture of the electronic device (such as horizontal and vertical screen switching, related games, magnetometer posture calibration), vibration recognition related functions (such as pedometer, tapping), etc.; the sensor 605 can also include a fingerprint sensor, a pressure sensor, an iris sensor, a molecular sensor, a gyroscope, a barometer, a hygrometer, a thermometer, an infrared sensor, etc., which will not be repeated here.

[0155] The display unit 606 is used to display information input by the user or information provided to the user. The display unit 606 may include a display panel 6061, which may be configured in the form of a liquid crystal display (LCD), an organic light-emitting diode (OLED), or the like.

[0156] The user input unit 607 can be used to receive input digital or character information, and to generate key signal input related to user settings and function control of the electronic device. Specifically, the user input unit 607 includes a touch panel 6071 and other input devices 6072. The touch panel 6071, also known as a touch screen, can collect the user's touch operation on or near it (such as the user's operation on the touch panel 6071 or near the touch panel 6071 using any suitable object or accessory such as a finger, stylus, etc.). The touch panel 6071 may include two parts: a touch detection device and a touch controller. Among them, the touch detection device detects the user's touch orientation, detects the signal brought by the touch operation, and transmits the signal to the touch controller; the touch controller receives the touch information from the touch detection device, converts it into contact coordinates, and then sends it to the processor 610, receives the command sent by the processor 610 and executes it. In addition, the touch panel 6071 can be implemented in various types such as resistive, capacitive, infrared and surface acoustic waves. In addition to the touch panel 6071, the user input unit 607 may also include other input devices 6072. Specifically, other input devices 6072 may include but are not limited to a physical keyboard, function keys (such as volume control keys, switch keys, etc.), a trackball, a mouse, and a joystick, which will not be described in detail here.

[0157] Further, the touch panel 6071 may be covered on the display panel 6061. When the touch panel 6071 detects a touch operation on or near it, it is transmitted to the processor 610 to determine the type of the touch event, and then the processor 610 provides a corresponding visual output on the display panel 6061 according to the type of the touch event. It can be understood that in one embodiment, the touch panel 6071 and the display panel 6061 are used as two independent components to implement the input and output functions of the electronic device, but in some embodiments, the touch panel 6071 and the display panel 6061 can be integrated to implement the input and output functions of the electronic device, which is not limited here.

[0158] The interface unit 608 is an interface for connecting an external device to the electronic device 600. For example, the external device may include a wired or wireless headset port, an external power supply (or battery charger) port, a wired or wireless data port, a memory card port, a port for connecting a device with an identification module, an audio input / output (I / O) port, a video I / O port, a headphone port, etc. The interface unit 608 may be used to receive input (e.g., data information, power, etc.) from an external device and transmit the received input to one or more elements within the electronic device 600 or may be used to transmit data between the electronic device 600 and an external device.

[0159] The memory 609 can be used to store software programs and various data. The memory 609 can mainly include a program storage area and a data storage area, wherein the program storage area can store an operating system, an application required for at least one function (such as a sound playback function, an image playback function, etc.), etc.; the data storage area can store data created according to the use of the mobile phone (such as audio data, a phone book, etc.), etc. In addition, the memory 609 can include a high-speed random access memory, and can also include a non-volatile memory, such as at least one disk storage device, a flash memory device, or other volatile solid-state storage devices.

[0160] The processor 610 is the control center of the electronic device. It uses various interfaces and lines to connect various parts of the entire electronic device. It executes various functions of the electronic device and processes data by running or executing software programs or modules stored in the memory 609 and calling data stored in the memory 609, thereby monitoring the electronic device as a whole. The processor 610 may include one or more processing units; preferably, the processor 610 may integrate an application processor and a modem processor, wherein the application processor mainly processes the operating system, user interface, and application programs, and the modem processor mainly processes wireless communications. It is understandable that the above-mentioned modem processor may not be integrated into the processor 610.

[0161] The electronic device 600 may also include a power supply 611 (such as a battery) for supplying power to each component. Preferably, the power supply 611 may be logically connected to the processor 610 through a power management system, thereby implementing functions such as charging, discharging, and power consumption management through the power management system.

[0162] In addition, the electronic device 600 includes some functional modules not shown, which will not be described in detail here.

[0163] It should be noted that, in this article, the terms "include", "comprises" or any other variations thereof are intended to cover non-exclusive inclusion, so that a process, method, article or device including a series of elements includes not only those elements, but also other elements not explicitly listed, or also includes elements inherent to such process, method, article or device. In the absence of further restrictions, an element defined by the sentence "comprises a ..." does not exclude the existence of other identical elements in the process, method, article or device including the element.

[0164] Through the description of the above implementation methods, those skilled in the art can clearly understand that the above-mentioned embodiment methods can be implemented by means of software plus a necessary general hardware platform, and of course by hardware, but in many cases the former is a better implementation method. Based on such an understanding, the technical solution of the present invention, or the part that contributes to the prior art, can be embodied in the form of a software product, which is stored in a storage medium (such as ROM / RAM, a magnetic disk, or an optical disk), and includes a number of instructions for enabling a terminal (which can be a mobile phone, a computer, a server, an air conditioner, or a network device, etc.) to execute the methods described in each embodiment of the present invention.

[0165] The embodiments of the present invention are described above in conjunction with the accompanying drawings, but the present invention is not limited to the above-mentioned specific implementation modes, which are merely illustrative rather than restrictive. Under the guidance of the present invention, ordinary technicians in this field can also make many forms without departing from the scope of protection of the present invention and the claims, all of which are within the protection of the present invention.

[0166] Those of ordinary skill in the art will appreciate that the units and algorithm steps of each example described in conjunction with the embodiments disclosed in the embodiments of the present invention can be implemented in electronic hardware, or a combination of computer software and electronic hardware. Whether these functions are performed in hardware or software depends on the specific application and design constraints of the technical solution. Professional and technical personnel can use different methods to implement the described functions for each specific application, but such implementation should not be considered to be beyond the scope of the present invention.

[0167] Those skilled in the art can clearly understand that, for the convenience and brevity of description, the specific working processes of the systems, devices and units described above can refer to the corresponding processes in the aforementioned method embodiments and will not be repeated here.

[0168] In the embodiments provided in the present application, it should be understood that the disclosed devices and methods can be implemented in other ways. For example, the device embodiments described above are only schematic. For example, the division of the units is only a logical function division. There may be other division methods in actual implementation, such as multiple units or components can be combined or integrated into another system, or some features can be ignored or not executed. Another point is that the mutual coupling or direct coupling or communication connection shown or discussed can be through some interfaces, indirect coupling or communication connection of devices or units, which can be electrical, mechanical or other forms.

[0169] The units described as separate components may or may not be physically separated, and the components shown as units may or may not be physical units, that is, they may be located in one place or distributed on multiple network units. Some or all of the units may be selected according to actual needs to achieve the purpose of the solution of this embodiment.

[0170] In addition, each functional unit in each embodiment of the present invention may be integrated into one processing unit, or each unit may exist physically separately, or two or more units may be integrated into one unit.

[0171] If the functions are implemented in the form of software functional units and sold or used as independent products, they can be stored in a computer-readable storage medium. Based on this understanding, the technical solution of the present invention, or the part that contributes to the prior art, or the part of the technical solution, can be embodied in the form of a software product. The computer software product is stored in a storage medium, including several instructions for a computer device (which can be a personal computer, server, or network device, etc.) to perform all or part of the steps of the method described in each embodiment of the present invention. The aforementioned storage medium includes: various media that can store program codes, such as USB flash drives, mobile hard disks, ROM, RAM, magnetic disks, or optical disks.

[0172] The above is only a specific embodiment of the present invention, but the protection scope of the present invention is not limited thereto. Any person skilled in the art can easily think of changes or substitutions within the technical scope disclosed by the present invention, which should be included in the protection scope of the present invention. Therefore, the protection scope of the present invention should be based on the protection scope of the claims.

Claims

1. A method for marking interview data, characterized in that: include: Displaying an interview video list in a graphical user interface of a recruitment terminal, the interview video list including a plurality of interview video cards and interview result labels corresponding to each of the interview video cards, the interview video card being associated with an interview video, the interview video being a video generated by a job seeker conducting an online AI video interview for a target position, and the interview result label being a label generated according to a competency assessment report corresponding to the interview video card, or a label generated by the recruiting user marking the interview video card or the interview video; In response to a report browsing instruction for the interview video card, a competency assessment report corresponding to the interview video card and an assessment label corresponding to the competency assessment report are displayed in the graphical user interface, wherein the assessment label is a label obtained by mining the interview video to which the interview video card belongs and basic information of the job seeker; In response to a report processing operation on the competency assessment report, it is determined whether to update the assessment tag according to the report processing operation, and a marking message is generated for the interview video, wherein the marking message is used to instruct the job search terminal to display the interview result tag for the interview video.

2. The method according to claim 1, characterized in that The report processing operation at least includes a report marking operation, and the response to the report processing operation for the competency assessment report, judging whether to update the assessment tag according to the report processing operation, includes: In response to a report marking operation on the competency assessment report, determining a first marking tag corresponding to the report marking operation, and if the first marking tag is the same as the assessment tag, maintaining the interview result tag as the first marking tag or the assessment tag in the interview video list; If the first marking label is different from the evaluation label, the evaluation label is updated to the first marking label, and the interview result label of the interview video is updated to the first marking label in the interview video list.

3. The method according to claim 1 or 2, characterized in that: The report processing operation at least includes a browsing exit operation, and the response to the report processing operation for the competency assessment report, judging whether to update the assessment tag according to the report processing operation, includes: In response to a browse exit operation on the competency assessment report, the interview result label is maintained as the assessment label in the interview video list.

4. The method according to claim 1, characterized in that: Also includes: In response to a video playback instruction for the interview video card, a video playback interface is displayed in the graphical user interface, and interview questions are displayed in the video playback interface and the corresponding interview video is played, wherein the interview questions change as the video progress of the interview video advances; In response to the marking operation on the interview video, a second marking tag for the interview video is determined, and based on the second marking tag and the evaluation tag, it is determined whether to update the evaluation tag, and a marking message for the interview video is generated.

5. The method according to claim 4, characterized in that The determining whether to update the evaluation tag according to the second marking tag and the evaluation tag includes: If the second marking label is the same as the evaluation label, then in the interview video list, the interview result label is kept as the second marking label or the evaluation label; If the second marking label is different from the evaluation label, the evaluation label is updated to the second marking label, and the interview result label of the interview video is updated to the second marking label in the interview video list.

6. The method according to claim 1, characterized in that The competency assessment report includes at least one of a video screenshot of the interview video, a competency assessment score, an assessment tag, a name, an applied position, an interview evaluation of the job seeker, core concerns, general concerns, detailed interview content, and a marking control.

7. The method according to claim 6, characterized in that Also includes: In response to a selection operation on any of the core focus items or any of the general focus items, a corresponding editing window is displayed, and the editing window is used to edit the first job requirement corresponding to the core focus item or the second job requirement corresponding to the general focus item.

8. The method according to claim 1, characterized in that Also includes: Several user tags are displayed in the interview video card. The user tags are tags generated by matching preset job competency dimensions and the video content of the interview video. The job competency dimensions are employment requirements set by the recruiting user for the target job.

9. The method according to claim 8, characterized in that The user tags include first-category user tags and second-category user tags. The first-category user tags represent that the job seeker meets the dimensional requirements of the job competency dimension, and the second-category user tags represent that the job seeker does not meet the dimensional requirements of the job competency dimension. The user tags displayed in the interview video card include: The first category of user tags and the second category of user tags are displayed differently in the interview video card according to the interview result tag.

10. The method according to claim 9, characterized in that The differentially displaying the first category of user tags and the second category of user tags in the interview video card according to the interview result tag includes: If the interview result label indicates that the interview is passed, the first type of user label is preferentially displayed in the interview video card; If the interview result label ensures that the interview has not passed, the second type of user label will be displayed preferentially in the interview video card.

11. The method according to claim 8, 9 or 10, characterized in that: The competency assessment report includes at least the core focus items and general focus items relative to the target position, and several user tags are displayed in the interview video card, including: The user tags corresponding to the core focus items are displayed preferentially in the interview video cards.

12. The method according to claim 1, characterized in that The interview video card includes at least one of a video preview image, a video duration, a playback control, a user's name, an interview position, gender, age, education level, a user tag, a delivery time, a call control, and a report control.

13. A device for marking interview data, characterized in that: include: A list display module is used to display an interview video list in a graphical user interface of a recruitment terminal, wherein the interview video list includes a plurality of interview video cards and interview result labels corresponding to each of the interview video cards, wherein the interview video card is associated with an interview video, wherein the interview video is a video generated by a job seeker conducting an online AI video interview for a target position, and the interview result label is a label generated according to a competency assessment report corresponding to the interview video card, or a label generated by a recruiting user marking the interview video card or the interview video; A report browsing module, for responding to a report browsing instruction for the interview video card, and displaying in the graphical user interface a competency assessment report corresponding to the interview video card and an assessment label corresponding to the competency assessment report, wherein the assessment label is a label obtained by mining the interview video to which the interview video card belongs and basic information of the job seeker; A marking module is used to respond to a report processing operation on the competency assessment report, determine whether to update the assessment label according to the report processing operation, and generate a marking message for the interview video, wherein the marking message is used to instruct the job search terminal to display the interview result label for the interview video.

14. An electronic device, characterized in that: It includes a processor, a communication interface, a memory and a communication bus, wherein the processor, the communication interface and the memory communicate with each other through the communication bus; The memory is used to store computer programs; The processor is used to implement the method according to any one of claims 1 to 12 when executing the program stored in the memory.

15. A computer-readable storage medium having instructions stored thereon, which, when executed by one or more processors, cause the processors to perform the method according to any one of claims 1 to 12.

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