Intelligent job seeker screening method and system based on custom post requirements

Abstract

The invention discloses a job seeker intelligent screening method and system based on user-defined post requirements, and the method comprises the steps: setting recruitment posts, and customizing the post requirements of the corresponding posts; setting scoring fields, and distributing scores and weights for the scoring fields based on the recruitment posts; obtaining an application file of a job seeker, wherein the application file comprises recruitment post information and personal data corresponding to the scoring field; calculating a matching degree score according to the application file and the score and the weight of the scoring field; and sorting and screening the plurality of job seekers according to the matching degree scores. According to the technical scheme, the post requirements are set for the self-defined posts, the corresponding scoring fields are obtained according to the application files of the job seekers, the overall matching degree scores of the job seekers can be obtained, the multiple job seekers can be automatically sorted and screened according to the matching degree scores, and then the job seeker best meeting the requirements is obtained.

Description

Technical Field

[0001] The present invention relates to the technical field of data screening and processing, and in particular to a method and system for intelligently screening job seekers based on customized job requirements. Background Art

[0002] Currently, in traditional human resource management, the evaluation and screening process of job applications usually relies on manual operations. Recruiters need to review applicants' resumes one by one, compare them with job requirements and applicants' qualifications, and use this as a basis for judging whether to notify applicants to come for interviews. This process is not only time-consuming but also easily affected by subjective factors. In addition, with the expansion of enterprise scale and the diversification of job requirements, manual screening methods are increasingly difficult to meet efficient and accurate recruitment needs. Existing automated tools often lack flexibility and cannot adapt to the personalized requirements of applicants for different positions. Summary of the invention

[0003] In view of this, the present invention proposes a method and system for intelligently screening job seekers based on customized job requirements, which can automatically score and rank applicants according to job requirements. The present invention provides the following technical solutions:

[0004] A method for intelligently screening job seekers based on customized job requirements, the method comprising:

[0005] Set recruitment positions and customize the job requirements for corresponding positions;

[0006] Set scoring fields and assign scores and weights to scoring fields based on recruitment positions;

[0007] Obtain the job applicant's application file, which contains job information and personal data corresponding to the scoring field;

[0008] Calculate the matching score based on the scores and weights of the application documents and scoring fields;

[0009] Sort and filter multiple job applicants based on their match scores.

[0010] Furthermore, the scoring field is an independent scoring field or a combined scoring field.

[0011] Furthermore, the method of setting the scoring field and assigning scores and weights to the scoring field based on the recruitment position includes:

[0012] Assign scores and first weights to all scoring fields;

[0013] A second weight is assigned to each of the score fields in the combined score field.

[0014] Furthermore, the method for calculating the matching score according to the scores and weights of the application documents and the scoring fields includes:

[0015] Identify the personal data in the application file that corresponds to the scoring field;

[0016] When the scoring field corresponding to the personal data is an independent scoring field, the matching score is calculated using the score of the scoring field and the first weight;

[0017] When the scoring field corresponding to the personal data includes a combined scoring field, the matching score is calculated using the score of the scoring field in the combined scoring field and the corresponding second weight and other scoring fields and the corresponding first weight.

[0018] Furthermore, before sorting and screening the multiple job seekers according to the matching scores, the method further includes:

[0019] Encapsulate each job seeker's application documents and matching score data into a data package, transmit it in real time and save it to the database;

[0020] Multiple data packages in the database are classified according to recruitment positions.

[0021] Furthermore, the method for classifying the multiple data packets in the database according to the recruitment positions includes:

[0022] Identify job posting information from multiple data packages;

[0023] Classify data packets with the same recruitment position information into the same category;

[0024] Sort the scores of each scoring field corresponding to the personal data of multiple job seekers under the same category.

[0025] The present invention further discloses an intelligent screening system for job seekers based on customized job requirements, comprising:

[0026] The custom module is used to set recruitment positions and customize the job requirements of the corresponding positions; it is also used to,

[0027] Set scoring fields and assign scores and weights to scoring fields based on recruitment positions;

[0028] A data acquisition module is used to acquire the application documents of job seekers, which include recruitment position information and personal data corresponding to the scoring fields;

[0029] The data processing module is used to calculate the matching score based on the scores and weights of the application documents and scoring fields; and is also used to,

[0030] Sort and filter multiple job applicants based on their match scores.

[0031] The present invention further discloses a computer-readable storage medium, wherein the storage medium stores a computer program, and the computer program implements the above method when executed by a processor.

[0032] The present invention further discloses an electronic device, comprising a memory, a processor, and a computer program stored in the memory and executable on the processor, wherein the processor implements the above method when executing the program.

[0033] The present invention further discloses a computer program product, comprising a computer program, wherein the computer program implements the above method when executed by a processor.

[0034] According to the technical solution of the present invention, by setting job requirements for custom positions and obtaining corresponding scoring fields based on the job seeker's application documents, the overall matching score of the job seeker can be obtained, which helps to automatically sort and screen multiple job seekers according to the matching scores, so as to obtain the job seeker who best meets the requirements. BRIEF DESCRIPTION OF THE DRAWINGS

[0035] For the purpose of illustration and not limitation, the present invention is now described in conjunction with the embodiments of the present invention and the accompanying drawings, in which:

[0036] Figure 1 It is a flowchart of a method for intelligently screening job seekers based on customized job requirements in an embodiment of the present invention;

[0037] Figure 2 It is a structural schematic diagram of an intelligent job seeker screening system based on customized job requirements in an embodiment of the present invention;

[0038] Figure 3 It is a schematic diagram of the structure of an electronic device in an embodiment of the present invention. DETAILED DESCRIPTION

[0039] In order to enable those skilled in the art to better understand the solution of the present application, the technical solution in the implementation mode of the present application will be clearly and completely described below in conjunction with the drawings in the implementation mode of the present application. Obviously, the described implementation mode is only a part of the implementation mode of the present application, not all the implementation modes. Based on the implementation mode in the present application, all other implementation modes obtained by ordinary technicians in the field without creative work should fall within the scope of protection of the present application.

[0040] It should be noted that the terms "first", "second", etc. in the specification of the present application and the above-mentioned drawings are used to distinguish similar objects, and are not necessarily used to describe a specific order or sequence. It should be understood that the data used in this way can be interchanged where appropriate, so that the embodiments of the present application described here. In addition, the terms "including" and "having" and any of their variations are intended to cover non-exclusive inclusions, for example, a process, method, system, product or device that includes a series of steps or units is not necessarily limited to those steps or units clearly listed, but may include other steps or units that are not clearly listed or inherent to these processes, methods, products or devices.

[0041] In the present application, the terms "upper", "lower", "left", "right", "front", "back", "top", "bottom", "inner", "outer", "middle", "vertical", "horizontal", "lateral", "longitudinal" and the like indicate positions or positional relationships based on the positions or positional relationships shown in the drawings. These terms are mainly used to better describe the present application and its implementation methods, and are not used to limit the indicated devices, elements or components to have a specific orientation, or to be constructed and operated in a specific orientation.

[0042] In addition, some of the above terms may be used to express other meanings in addition to indicating orientation or positional relationship. For example, the term "on" may also be used to express a certain dependency or connection relationship in some cases. For those of ordinary skill in the art, the specific meanings of these terms in this application can be understood according to the specific circumstances. In addition, the term "plurality" should mean two or more than two.

[0043] It should be noted that, in the absence of conflict, the embodiments of the present application and the features in the embodiments can be combined with each other. The embodiments of the present application will be described in detail below with reference to the accompanying drawings.

[0044] As companies expand and job requirements diversify, manual screening is increasingly unable to meet efficient and accurate recruitment needs. Existing automated tools often lack flexibility and cannot adapt to the personalized requirements of applicants for different positions.

[0045] Therefore, developing a system that can automatically score and rank applicants according to job requirements is of great significance for improving recruitment efficiency and ensuring the fairness of the recruitment process. However, most existing systems only provide basic screening functions and lack the ability to conduct in-depth analysis and comprehensive scoring of applicant information. The present invention aims to solve these problems and provide a more intelligent and automated solution.

[0046] refer to Figure 1 This embodiment discloses a method for intelligently screening job seekers based on customized job requirements, and the method includes:

[0047] S100: Set recruitment positions and customize the job requirements for corresponding positions.

[0048] The intelligent screening method for job seekers in this embodiment is based on the designed recruitment function system, which can be a related function integration platform that can publish, modify and transmit data, such as a web page data publishing terminal, a mobile terminal data publishing device, etc. The recruiter sets the position to be recruited through the platform, and the position is a data label. Exemplary recruitment positions are product managers, R&D engineers, process engineers, etc., which are not limited in this embodiment. For the recruitment position, the recruiter sets relevant job requirements for it, and there is at least one, such as: academic requirements, work experience requirements, certificate requirements, etc. On this basis, the recruiter can also set a personalized label for the position to reflect the nature of the job of the position, such as a preference for R&D, a preference for administration, etc. Through the personalized label, the job seeker can be deeply understood, which is conducive to the calculation of the job seeker matching score in the later stage.

[0049] S200: Set scoring fields and assign scores and weights to scoring fields based on recruitment positions.

[0050] The scoring fields are essentially the skills or other performances of job seekers. For example, when the job requirement is education, the scoring fields are: high school, bachelor's degree, master's degree, and doctorate. For another example, when the job requirement is work experience, the scoring fields are: 1-3 years, 3-5 years, 5-10 years, and more than 10 years. For further example, the scores assigned to the scoring fields are as follows:

[0051] Educational requirements (maximum score 25 points): Bachelor's degree: 10 points; Postgraduate degree (Master): 15 points; Doctoral degree: 25 points.

[0052] Working experience (maximum 30 points): 1-3 years: 5 points; 3-5 years: 10 points; 5-7 years: 15 points; 7-10 years: 20 points; more than 10 years: 30 points.

[0053] Professional skills (maximum score 20 points): Basic skills: 5 points; Intermediate skills: 10 points; Advanced skills: 20 points.

[0054] Language proficiency (out of 10 points): basic level: 2 points; fluency level: 5 points; multilingual ability: 10 points.

[0055] Project experience (out of 15 points): Participated in small projects: 3 points; Participated in medium-sized projects: 7 points; Leaded large projects: 15 points.

[0056] Award-winning experience (out of 10 points): Winning school-level awards: 2 points; winning national-level awards: 5 points; winning international-level awards: 10 points.

[0057] Different job positions place different emphasis on the skills or other requirements of job seekers. Setting scores for different scoring fields can help calculate the matching scores between job seekers and job positions. Since the requirements of different positions are different, weights can better highlight the advantages that different scoring fields bring to job seekers.

[0058] However, some job seekers have a relatively large gap in different scoring fields. Therefore, only calculating the final score by the score and weight of each scoring field may magnify its advantages and weaken its disadvantages, which will lead to the final score not being able to truly reflect the real level of the job seeker. Therefore, in this embodiment, the scoring field is an independent scoring field and a combined scoring field. For the independent scoring field, it does not form a data connection with other scoring fields, and for the combined scoring field, when calculating the score, it will complete the calculation together with other scoring fields that form a data connection with it, so as to balance the final score of the job seeker when the level gap of the scoring field is large, and improve the real ability level performance of the job seeker. Exemplarily, the combined scoring field is represented by the educational requirement of undergraduate and the work experience requirement of 5-10 years. For another example, the educational requirement is a doctorate and the work experience requirement is 1-3 years. The above is only an example. For different positions, the job requirements are also different, and there is no limitation here. At the same time, the number of scoring fields contained in the combined scoring field is also not limited. It should be understood that the more scoring fields the combined scoring field contains, the more accurate the screening of job seekers is.

[0059] This method aims to obtain accurate personnel recommendations based on the recruitment position. For example, if the recruitment position is a technology-intensive position, it will focus more on work experience requirements. If the corresponding first weight is still used, it will not be possible to highlight job seekers with more work experience. Using the second weight can significantly highlight the job seeker's work experience, while correspondingly weakening the scores of other scoring fields. For another example, administrative positions have higher educational requirements. In this case, the scoring field combined with the second weight can significantly improve the job seeker's educational score and obtain a higher ranking structure. In short, the second weight can more accurately obtain better job seekers who are more suitable for specific industries. After each combined scoring field is constructed, a personalized label will be formed to correspond to it, and the personalized label corresponds to the recruitment position.

[0060] For the score field, this embodiment discloses a specific setting method:

[0061] S210: assigning scores and first weights to all scoring fields;

[0062] S220: Assign a second weight to each score field in the combined score field.

[0063] It should be understood that, regardless of whether it is an independent scoring field or a combined scoring field, it is assigned a fixed score and a first weight, and for the combined scoring field, it also has a second weight, so that when the combined scoring field is identified, the second weight can be enabled for related calculations.

[0064] After the relevant requirements on the applicant side are constructed, the job applicant intelligent screening method further includes the following steps:

[0065] S300: Obtaining an application document of a job seeker, wherein the application document includes recruitment position information and personal data corresponding to a scoring field.

[0066] The application document can be understood as the resume of the job seeker, which contains the recruitment position information, that is, it corresponds to the recruitment position set by the employer. The scoring field can be listed separately by the job seeker, or accurately identified from the application document through a large language model, and completed with the scoring field set by the employer. The application document also contains information used to support the scoring field, and the employer can verify the authenticity of the scoring field in the application document based on the information.

[0067] S400: Calculate the matching score according to the scores and weights of the application documents and the scoring fields.

[0068] Therefore, by calculating the score and weight of the scoring field, the overall score of the job seeker can be obtained. In this embodiment, the score of each scoring field is obtained by taking the product of the score of the scoring field and its corresponding weight. Specifically:

[0069] S410: Identify personal data corresponding to the scoring field in the application document;

[0070] S420: When the scoring field corresponding to the personal data is an independent scoring field, the matching score is calculated using the score of the scoring field and the first weight;

[0071] S430: When the scoring field corresponding to the personal data includes a combined scoring field, the matching score is calculated using the score of the scoring field in the combined scoring field and the corresponding second weight and other scoring fields and the corresponding first weight.

[0072] The method for identifying the combined scoring field is to identify the recruitment position information in the application document, determine whether the current recruitment position corresponds to a personalized tag, and if a personalized tag can be identified, then identify the combined scoring field corresponding to the personalized tag, and then implement the calculation process in step S430.

[0073] For the calculation of the matching score, this embodiment adopts the product of the score and the weight and adds the calculation results of multiple scoring fields to obtain the matching score. It should be understood that the above calculation method is only exemplary, and nonlinear weighting, hierarchical analysis method, maximum and minimum normalization and other calculation methods can also be used for calculation, and this embodiment does not limit it.

[0074] S500: Encapsulate each job seeker's application document and matching score data into a data packet, transmit and save it to a database in real time, and classify multiple data packets in the database according to recruitment positions. Further, the method of classifying multiple data packets in the database according to recruitment positions includes:

[0075] S510: Identify recruitment position information of multiple data packets;

[0076] S520: Classify data packets with the same recruitment position information into the same category;

[0077] S530: Sort the scores of each scoring field corresponding to the personal data of multiple job seekers in the same category.

[0078] By sorting the scoring fields corresponding to the personal data of multiple job seekers in the data packets under the same category, multiple job seekers can be sorted for each scoring field. The recruiter can perform targeted sorting according to personalized needs and obtain the job seeker who best meets the single requirement.

[0079] After obtaining the matching scores of multiple job seekers in S400, the job seeker intelligent screening method of this embodiment further includes:

[0080] S600: Sort and screen multiple job seekers according to matching scores.

[0081] Multiple job seekers can be actively screened based on the matching scores, or all job seekers can be sorted based on the matching scores to obtain the best options. Furthermore, as new applicants join, the ranking order can be dynamically adjusted to ensure that the ranking results always reflect the latest job seekers.

[0082] In summary, this implementation can automatically sort multiple job seekers by quantifying the scores and weights of the job seekers' scoring fields. At the same time, by utilizing the combined scoring fields, multiple job seekers can be accurately ranked according to different recruitment positions, and finally the job seekers who best meet the job requirements can be screened out.

[0083] refer to Figure 2 This embodiment further discloses a system for intelligently screening job seekers based on customized job requirements, including:

[0084] The custom module 21 is used to set recruitment positions and customize the job requirements of the corresponding positions; it is also used to,

[0085] Set scoring fields, assign scores and weights to scoring fields based on recruitment positions; also used to assign scores and first weights to all scoring fields;

[0086] A second weight is assigned to each of the score fields in the combined score field.

[0087] The data acquisition module 22 is used to acquire the application documents of the job seekers, which include the recruitment position information and the personal data corresponding to the scoring fields;

[0088] The data processing module 23 is used to calculate the matching score according to the scores and weights of the application document and the scoring field; and is also used to identify the personal data corresponding to the scoring field in the application document; when the scoring field corresponding to the personal data is an independent scoring field, the matching score is calculated using the score of the scoring field and the first weight; when the scoring field corresponding to the personal data includes a combined scoring field, the matching score is calculated using the score of the scoring field in the combined scoring field and the corresponding second weight, as well as other scoring fields and the corresponding first weight;

[0089] The data processing module 23 is also used to encapsulate the application documents and matching score data of each job seeker into a data packet, transmit and save it to the database in real time; classify multiple data packets in the database according to recruitment positions; specifically, identify the recruitment position information of multiple data packets; classify data packets with the same recruitment position information into the same category; and sort the scores of each scoring field corresponding to the personal data of multiple job seekers in the same category.

[0090] The data processing module 23 is also used to sort and screen multiple job seekers according to the matching scores.

[0091] refer to Figure 3 The electronic device 50 is a schematic diagram of a physical structure of an electronic device provided in an embodiment of the present invention. The electronic device 50 includes: a processor 501 (processor), a memory 502 (memory) and a bus 503;

[0092] The processor 501 and the memory 502 communicate with each other via the bus 503 ; the processor 501 is used to call program instructions in the memory 502 to execute the methods provided by the above-mentioned method embodiments.

[0093] This embodiment provides a non-transitory computer-readable storage medium, which stores computer instructions. The computer instructions enable a computer to execute the methods provided by the above method embodiments.

[0094] A person skilled in the art can understand that all or part of the steps of implementing the above method embodiment can be completed by hardware related to program instructions, and the aforementioned program can be stored in a computer-readable storage medium. When the program is executed, it executes the steps of the above method embodiment; and the aforementioned storage medium includes: ROM, RAM, magnetic disk or optical disk, etc., various storage media that can store program codes.

[0095] The device embodiments described above are merely illustrative, wherein 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, i.e., they may be located in one place, or they may be distributed on multiple network units. Some or all of the modules may be selected according to actual needs to achieve the purpose of the scheme of this embodiment. Those of ordinary skill in the art may understand and implement it without creative effort.

[0096] Through the description of the above implementation methods, those skilled in the art can clearly understand that each implementation method can be implemented by means of software plus a necessary general hardware platform, and of course, it can also be implemented by hardware. Based on this understanding, the above technical solution is essentially or the part that contributes to the prior art can be embodied in the form of a software product, and the computer software product can be stored in a computer-readable storage medium, such as ROM / RAM, a disk, an optical disk, etc., including a number of instructions for a computer device (which can be a personal computer, a server, or a network device, etc.) to execute the methods of each embodiment or some parts of the embodiment.

[0097] The above specific implementations do not constitute a limitation on the protection scope of the present invention. It should be understood by those skilled in the art that various modifications, combinations, sub-combinations and substitutions may occur depending on design requirements and other factors. Any modification, equivalent substitution and improvement made within the spirit and principle of the present invention shall be included in the protection scope of the present invention.

Claims

1. A method for intelligently screening job seekers based on customized job requirements, characterized in that: The method comprises: Set recruitment positions and customize the job requirements for corresponding positions; Set scoring fields and assign scores and weights to scoring fields based on recruitment positions; Obtain the job applicant's application file, which contains job information and personal data corresponding to the scoring field; Calculate the matching score based on the scores and weights of the application documents and scoring fields; Sort and filter multiple job applicants based on their match scores.

2. The method for intelligently screening job seekers based on customized job requirements according to claim 1, characterized in that: The scoring field is an independent scoring field or a combined scoring field.

3. The method for intelligently screening job seekers based on customized job requirements according to claim 2, characterized in that: The method of setting the scoring field and assigning scores and weights to the scoring field based on the recruitment position includes: Assign scores and first weights to all scoring fields; A second weight is assigned to each of the score fields in the combined score field.

4. The method for intelligently screening job seekers based on customized job requirements according to claim 3, characterized in that: The method for calculating the matching score according to the scores and weights of the application documents and the scoring fields includes: Identify the personal data in the application file that corresponds to the scoring field; When the scoring field corresponding to the personal data is an independent scoring field, the matching score is calculated using the score of the scoring field and the first weight; When the scoring field corresponding to the personal data includes a combined scoring field, the matching score is calculated using the score of the scoring field in the combined scoring field and the corresponding second weight and other scoring fields and the corresponding first weight.

5. The method for intelligently screening job seekers based on customized job requirements according to claim 1, characterized in that: Before sorting and screening the plurality of job applicants according to the matching scores, the method further includes: Encapsulate each job seeker's application documents and matching score data into a data package, transmit it in real time and save it to the database; Multiple data packages in the database are classified according to recruitment positions.

6. The method for intelligently screening job seekers based on customized job requirements according to claim 5, characterized in that: The method for classifying multiple data packets in the database according to recruitment positions includes: Identify job posting information from multiple data packages; Classify data packets with the same recruitment position information into the same category; Sort the scores of each scoring field corresponding to the personal data of multiple job seekers under the same category.

7. An intelligent job applicant screening system based on customized job requirements, characterized in that: include: Custom module, used to set recruitment positions and customize the job requirements of corresponding positions; Also used for Set scoring fields and assign scores and weights to scoring fields based on recruitment positions; A data acquisition module is used to acquire the application documents of job seekers, which include recruitment position information and personal data corresponding to the scoring fields; The data processing module is used to calculate the matching score based on the scores and weights of the application documents and scoring fields; and is also used to, Sort and filter multiple job applicants based on their match scores.

8. A computer-readable storage medium, characterized in that: The storage medium stores a computer program, and when the computer program is executed by a processor, the method according to any one of claims 1 to 6 is implemented.

9. An electronic device comprising a memory, a processor, and a computer program stored in the memory and executable on the processor, characterized in that: When the processor executes the program, the method described in any one of claims 1 to 6 is implemented.

10. A computer program product, comprising a computer program, wherein when the computer program is executed by a processor, the computer program implements the method for performing a task according to any one of claims 1 to 6.

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