Post matching parameter-based man-post bidirectional matching method and system

Abstract

The invention discloses a person and post bidirectional matching method and system based on post matching parameters, and the method comprises the steps: matching capability levels of multiple dimensions according to post demand information, and defining a target capability system according to the capability levels of the multiple dimensions, thereby determining the target capability system corresponding to the post demand information, and improving the matching efficiency. And screening the candidate database according to the target ability system. Furthermore, post demand personnel are screened for multiple times, matching of a target capability system is carried out in the primary screening, matching of working experience and working capability is carried out in the secondary screening, and final matching of a function part, a characteristic part and an interview part preferred by post demand information is carried out in the third screening. According to the invention, the evaluation of the personnel requiring the post in multiple dimensions is ensured, so that the matching consistency between the personnel requiring the post and the post demand information is ensured, and the accurate positioning of the personnel requiring the post is realized.

Description

Technical Field

[0001] The present invention relates to the technical field of bidirectional matching between people and positions, and in particular to a method and system for bidirectional matching between people and positions based on position matching parameters. Background Art

[0002] With the development of science and technology, talents have gradually become an important asset of organizations, and the development of organizations is inseparable from the corresponding talents in positions. The matching of people and positions is the premise for the effective allocation and rational use of organizational human resources, and is an important indicator for measuring the human resource management of organizations. On the basis of clarifying the requirements of job competency standards and establishing a job competency model, we can take into account the work results and daily behavior performance of talents, carry out multi-dimensional evaluation of people and positions, provide scientific and effective personnel and position management tools for the company, and provide a practical basis for improving the competency and quality of employees.

[0003] In the existing technology, a talent assessment questionnaire is used to evaluate the ability of candidates. This ability assessment mainly presents the abilities in various aspects, and does not conduct targeted matching according to the job requirement information. In particular, it does not accurately give a digital matching degree, and cannot ensure the consistency of the matching between the personnel required for the job and the job requirement information, which reduces the accuracy of "selecting people based on the job" and "selecting jobs based on people", making it difficult to maximize the value of talents, and affecting the organization's development trend of "attracting all the talents possible". Summary of the invention

[0004] The purpose of the present invention is to overcome the deficiencies of the prior art. The present invention provides a bidirectional matching method and system for people and jobs based on job matching parameters, matches the ability levels of multiple dimensions according to job requirement information, and defines the target ability system according to the ability levels of multiple dimensions, so as to clarify the target ability system corresponding to the job requirement information, and then screen the candidate talent database according to the target ability system. Furthermore, the personnel required for the job are screened multiple times, and the target ability system is matched in the first screening, the work experience and ability are matched in the second screening, and the functional part, characteristic part and interview part preferred by the job requirement information are finally matched in the third screening, forming a quantitative and accurate matching degree parameter, ensuring the evaluation of the personnel required for the job in multiple dimensions, so as to ensure the matching consistency between the personnel required for the job and the job requirement information, and realize the accurate positioning of the personnel required for the job.

[0005] In order to solve the above technical problems, an embodiment of the present invention provides a bidirectional matching method for people and positions based on position matching parameters, which is applied to the personnel matching scenario of position requirements; The person-job bidirectional matching method based on job matching parameters includes: Collect organizational information and match the corresponding job database based on the organizational information; Define the corresponding job requirement space based on the job database, and collect job requirement information in the job requirement space; Match the competency levels of multiple dimensions according to job requirements, and define the target competency system based on the competency levels of multiple dimensions; Locate the candidate database and determine N preliminary candidates based on the match between the candidate database and the target capability system; The corresponding job requirements assessment is triggered based on the N preliminary candidates, and the M final candidates are determined based on the job requirements assessment results and the working experience of the N preliminary candidates; The ability difference part is defined based on the comparison of the abilities of the M final candidates, and the first matching parameter is defined according to the ability difference part and the functional part preferred by the job requirement information. Meanwhile, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the job are defined according to the first matching parameter and the second matching parameter.

[0006] Optionally, the collecting of organizational information and matching a corresponding position database according to the organizational information includes: Collecting organizational information; Match the corresponding database number according to the organization information; Match the corresponding system database based on the database number and database query mechanism; Match the corresponding job database according to the system database and the corresponding job tags.

[0007] Optionally, defining a corresponding job requirement space based on a job database and collecting job requirement information in the job requirement space includes: Define job database; Define the job demand space corresponding to the job database and the current time period; Traverse the job demand space and divide it into job demand area, job analysis area, job supplement area and job planning area; Linking the job demand area, job analysis area, job supplement area, and job planning area, and building a talent mechanism based on the job demand area, job analysis area, job supplement area, and job planning area, triggering the autonomous update of the job demand space based on the talent mechanism; Locate job demand areas and traverse job demand areas; Job demand information is collected based on the traversal of the job demand area, and dynamic confirmation is performed based on the job demand information and the corresponding number of people on the job and the planned number of people for the position to ensure the accuracy of the job demand information.

[0008] Optionally, matching the competence levels of multiple dimensions according to the job requirement information, and defining the target competence system according to the competence levels of multiple dimensions, includes: Define job requirements information; Determine the corresponding capability requirements based on job requirement information and keyword query mechanism; Divide each capability requirement into corresponding dimensions, and evaluate the level of capability requirements in the corresponding dimensions to match the capability levels of multiple dimensions; Associate capability levels across multiple dimensions; Define the target capability system based on the capability levels in multiple dimensions and the basic information of the corresponding job requirements.

[0009] Optionally, locating the candidate talent database and determining N preliminary candidates based on the matching of the candidate talent database and the target capability system includes: Marking the candidate talent database based on the traversal of the system database and locating the candidate talent database; Talent levels are divided according to the candidates in the candidate database, and multiple level combinations are formed; Associate multiple level combinations, and mark the corresponding priorities according to the multiple level combinations. At the same time, match the multiple level combinations with the job requirement information and define the corresponding matching coefficients; Construct the evaluation sequence of candidates based on the priority and matching coefficient of multiple level combinations; Each candidate undergoes a preliminary assessment along the assessment sequence, and N preliminary candidates are determined based on the matching of each candidate in the candidate database and the target capability system. At this time, the matching coefficient of the N preliminary candidates is the highest, and the N preliminary candidates meet the target capability system in terms of personal cognitive ability, personal execution ability, and personal professional ethics.

[0010] Optionally, triggering a corresponding job requirement assessment based on the N preliminary candidates, and determining M final candidates based on the job requirement assessment results and the working experience involved in the N preliminary candidates, includes: Define N primary candidates; Trigger an emergency assessment based on N preliminary candidates, and define the emergency response ability levels of the N preliminary candidates according to the emergency assessment results; Associate the emergency response capability level and the corresponding job requirement assessment, and form the corresponding job assessment content based on the emergency response capability level and the corresponding job requirement assessment.

[0011] Optionally, triggering a corresponding job requirement assessment based on the N preliminary candidates, and determining M final candidates based on the job requirement assessment results and the working experience involved in the N preliminary candidates, further includes: Match the N preliminary candidates with the corresponding job assessment content, and conduct job demand assessment based on the job assessment content to collect the corresponding job demand assessment results; Define the first job matching coefficient based on the job demand assessment results; Collect the work experience of N preliminary candidates and mark the matching content with the job requirement information according to each work experience; According to the matching content, the professional evaluation opinions of each preliminary candidate are traced back, and the second job matching coefficient is defined based on the matching content and the professional evaluation opinions. According to the first job matching coefficient, the second job matching coefficient and the job requirement assessment results of the N preliminary candidates, the M final candidates are determined. At this time, the M final candidates are further screened from the N preliminary candidates.

[0012] Optionally, the ability difference part is defined based on the comparison of the abilities of the M final candidates, and the first matching parameter is defined according to the ability difference part and the function part preferred by the job requirement information, and at the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the job are defined according to the first matching parameter and the second matching parameter, including: Define M finalists and their capabilities; Outputting the ability comparison result according to the ability comparison of the M finalists; The capability difference part is defined based on the traversal of the capability comparison results.

[0013] Optionally, the capability difference part is defined based on the comparison of the capabilities of the M final candidates, and the first matching parameter is defined according to the capability difference part and the function part preferred by the job requirement information, and at the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the job are defined according to the first matching parameter and the second matching parameter, and further includes: Define job requirement information, and define the preferred functional parts of the job requirement information according to the traversal of the job requirement information; Associating the capability difference portion and the function portion preferred by the job requirement information, and defining a first matching parameter according to the capability difference portion and the function portion preferred by the job requirement information; Conduct corresponding characteristic evaluation and on-site interviews on the M finalists, and output the characteristic part and interview part between the M finalists; Defining a second matching parameter based on the characteristic part and the interview part between the M finalists; The personnel required for the position are defined according to the first matching parameter and the second matching parameter, and the personnel required for the position are finally screened from the M preliminary candidates.

[0014] In addition, the embodiment of the present invention further provides a method and system for bidirectional matching of people and positions based on position matching parameters, wherein the precise bidirectional matching system for people and positions comprises: The collection module is used to collect organizational information and match the corresponding position database according to the organizational information; A job requirement space module is used to define the corresponding job requirement space based on the job database and collect job requirement information in the job requirement space; The target competency system module is used to match competency levels in multiple dimensions according to job requirements and define the target competency system according to competency levels in multiple dimensions; The preliminary selection module is used to locate the candidate database and determine N preliminary candidates based on the matching of the candidate database and the target capability system; The final selection module is used to trigger the corresponding job demand assessment based on the N preliminary candidates, and determine the M final candidates based on the job demand assessment results and the working experience involved in the N preliminary candidates; The personnel module for job requirements is used to define the ability difference part based on the comparison of the abilities of M final candidates, and to define the first matching parameter according to the ability difference part and the functional part preferred by the job requirement information. At the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the job is defined according to the first matching parameter and the second matching parameter.

[0015] In an embodiment of the present invention, through the method in the embodiment of the present invention, organizational information is collected, and the corresponding job database is matched according to the organizational information; the corresponding job requirement space is defined based on the job database, and job requirement information is collected in the job requirement space; the ability levels of multiple dimensions are matched according to the job requirement information, and the target ability system is defined according to the ability levels of multiple dimensions, so as to clarify the target ability system corresponding to the job requirement information, and then the candidate talent database is screened according to the target ability system.

[0016] Furthermore, the candidate talent database is located, and N preliminary candidates are determined based on the matching of the candidate talent database and the target capability system; the corresponding job requirement assessment is triggered based on the N preliminary candidates, and M final candidates are determined based on the job requirement assessment results and the work experience involved in the N preliminary candidates; the ability difference part is defined based on the comparison of the capabilities of the M final candidates, and the first matching parameter is defined based on the ability difference part and the functional part preferred by the job requirement information, and at the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the position are defined according to the first matching parameter and the second matching parameter. The personnel required for the position are screened for multiple times, and the target capability system is matched in the first screening, the work experience and capability are matched in the second screening, and the functional part, characteristic part and interview part preferred by the job requirement information are finally matched in the third screening, which ensures the evaluation of the personnel required for the position in multiple dimensions, accurately evaluates the digital matching parameters, and realizes accurate matching of people and positions based on the percentage "granularity". BRIEF DESCRIPTION OF THE DRAWINGS

[0017] In order to more clearly illustrate the embodiments of the present invention or the technical solutions in the prior art, the drawings required for use in the embodiments or the description of the prior art will be briefly introduced below. Obviously, the drawings described below are only some embodiments of the present invention. For ordinary technicians in this field, other drawings can be obtained based on these drawings without paying creative work.

[0018] Figure 1 It is a flowchart of a person-job bidirectional matching method based on job matching parameters in an embodiment of the present invention; Figure 2 It is a flow chart of S11 in the person-job bidirectional matching method based on job matching parameters in an embodiment of the present invention; Figure 3 It is a flow chart of S12 in the person-job bidirectional matching method based on job matching parameters in an embodiment of the present invention; Figure 4 It is a flow chart of S13 in the person-job bidirectional matching method based on job matching parameters in an embodiment of the present invention; Figure 5 It is a flow chart of S14 in the person-job bidirectional matching method based on job matching parameters in an embodiment of the present invention; Figure 6 It is a flow chart of S15 in the person-job bidirectional matching method based on job matching parameters in an embodiment of the present invention; Figure 7 It is a flow chart of S16 in the person-job bidirectional matching method based on job matching parameters in an embodiment of the present invention; Figure 8 Schematic diagram of the structure of a bidirectional matching system for people and positions based on position matching parameters in an embodiment of the present invention; Fig. 9 The figure is a hardware diagram of an electronic device according to an exemplary embodiment. DETAILED DESCRIPTION

[0019] The following will be combined with the drawings in the embodiments of the present invention to clearly and completely describe the technical solutions in the embodiments of the present invention. Obviously, the described embodiments are only part of the embodiments of the present invention, not all of the embodiments. Based on the embodiments of the present invention, all other embodiments obtained by ordinary technicians in this field without creative work are within the scope of protection of the present invention.

[0020] See also Figures 1 to 9 A bidirectional matching method for people and positions based on position matching parameters is applied to a personnel matching scenario for position requirements; the bidirectional matching method for people and positions based on position matching parameters includes: Step S11: Collecting organizational information and matching the corresponding job database according to the organizational information; Step S12: defining a corresponding job requirement space based on the job database, and collecting job requirement information in the job requirement space; Step S13: matching the capability levels of multiple dimensions according to the job requirement information, and defining the target capability system according to the capability levels of multiple dimensions; Step S14: Locate the candidate talent database, and determine N preliminary candidates based on the matching between the candidate talent database and the target capability system; Step S15: triggering a corresponding job requirement assessment based on the N preliminary candidates, and determining M final candidates based on the job requirement assessment results and the working experience of the N preliminary candidates; Step S16: Define the ability difference part based on the comparison of the abilities of the M final candidates, and define the first matching parameter according to the ability difference part and the functional part preferred by the job requirement information. At the same time, define the second matching parameter based on the characteristic part and the interview part between the M final candidates, and define the personnel required for the job according to the first matching parameter and the second matching parameter.

[0021] In an embodiment of the present invention, through the method in the embodiment of the present invention, organizational information is collected, and the corresponding job database is matched according to the organizational information; the corresponding job requirement space is defined based on the job database, and job requirement information is collected in the job requirement space; the ability levels of multiple dimensions are matched according to the job requirement information, and the target ability system is defined according to the ability levels of multiple dimensions, so as to clarify the target ability system corresponding to the job requirement information, and then the candidate talent database is screened according to the target ability system.

[0022] Furthermore, the candidate talent database is located, and N preliminary candidates are determined based on the matching of the candidate talent database and the target capability system; the corresponding job requirement assessment is triggered based on the N preliminary candidates, and M final candidates are determined based on the job requirement assessment results and the work experience involved in the N preliminary candidates; the ability difference part is defined based on the comparison of the capabilities of the M final candidates, and the first matching parameter is defined based on the ability difference part and the functional part preferred by the job requirement information, and at the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the position are defined according to the first matching parameter and the second matching parameter. The personnel required for the position are screened for multiple times, and the target capability system is matched in the first screening, the work experience and capability are matched in the second screening, and the functional part, characteristic part and interview part preferred by the job requirement information are finally matched in the third screening, which ensures the evaluation of the personnel required for the position in multiple dimensions, accurately evaluates the digital matching parameters, and realizes accurate matching of people and positions based on the percentage "granularity".

[0023] refer to Figure 2 , in step S11, collect organizational information, and match the corresponding position database according to the organizational information; In the specific implementation process of the present invention, the specific steps may be: S111: Collecting organizational information; S112: Matching the corresponding database number according to the organization information; S113: Matching a corresponding system database based on the database number and the database query mechanism; S114: Matching the corresponding job database according to the system database and the corresponding job tag.

[0024] In an embodiment of the present application, the organization information is collected, the organization information is traversed, and the corresponding database number is matched according to the organization information, so as to introduce the database number, thereby performing a query based on the database number.

[0025] Furthermore, the corresponding system database is matched based on the database number and the database query mechanism, so that the system database can be confirmed by matching the database number and the database query mechanism, and then the system database can be evaluated, so that the corresponding job database can be matched according to the system database and the corresponding job tag, and then the corresponding job requirement information can be located for the job database, so as to further process the job requirement information.

[0026] refer to Figure 3 , in step S12, a corresponding job requirement space is defined based on the job database, and job requirement information is collected in the job requirement space; In the specific implementation process of the present invention, the specific steps may be: S121: define job database; S122: defining a corresponding job demand space according to the job database and the current time period; S123: traverse the job requirement space, and divide the job requirement space into a job requirement area, a job analysis area, a job supplement area, and a job planning area; S124: associating the job demand area, the job analysis area, the job supplement area, and the job planning area, and building a talent mechanism based on the job demand area, the job analysis area, the job supplement area, and the job planning area, and triggering autonomous updating of the job demand space based on the talent mechanism; S125: Locate the job demand area and traverse the job demand area; S126: Collecting job demand information based on the traversal of the job demand area, and dynamically confirming the job demand information and the corresponding number of people on the job and the planned number of people for the job, so as to ensure the accuracy of the job demand information.

[0027] In an embodiment of the present application, a job database is defined to facilitate querying the job database. At this time, the current time period is introduced to facilitate association between the job database and the current time period. The current time period is used as a time factor, and further queries are performed according to the current time period to define a corresponding job demand space based on the job database and the current time period, thereby defining the job demand space corresponding to the current time period, and achieving accurate evaluation of the job demand space, so as to clarify the job demand information in the current time period.

[0028] Furthermore, the job requirement space is traversed, and the job requirement space is divided into job requirement area, job analysis area, job supplement area, and job planning area, so as to clarify the job requirement area, job analysis area, job supplement area, and job planning area, and thus interact with the job requirement area, job analysis area, job supplement area, and job planning area.

[0029] Therefore, the job demand area, job analysis area, job supplement area, and job planning area are linked, and a talent mechanism is constructed based on the job demand area, job analysis area, job supplement area, and job planning area, so that the talent mechanism can realize the corresponding talent allocation, and according to the training progress of the corresponding talents, the autonomous update of the job demand space can be triggered based on the talent mechanism, thereby ensuring the real-time update of the job demand space and the accuracy of the job demand information.

[0030] At the same time, the job demand area is located and traversed, and further evaluated to facilitate the collection of job demand information based on the traversal of the job demand area, and dynamic confirmation is performed based on the job demand information and the corresponding number of people on the job and the planned number of people for the position, so as to ensure the accuracy of the job demand information, realize the evaluation of the planned number of people for the position, and update the job demand status.

[0031] refer to Figure 4 , in step S13, matching the capability levels of multiple dimensions according to the job requirement information, and defining the target capability system according to the capability levels of multiple dimensions; In the specific implementation process of the present invention, the specific steps may be: S131: define job requirement information; S132: Determine corresponding capability requirements based on job requirement information and keyword query mechanism; S133: Divide the capability requirements into corresponding dimensions based on each capability requirement, and perform level evaluation of the capability requirements in the corresponding dimensions to match the capability levels of the multiple dimensions; S134: Associate multiple dimensions of capability levels; S135: Define the target capability system based on the capability levels in multiple dimensions and the basic information of the corresponding job requirements.

[0032] In an embodiment of the present application, organizational information is collected, and a corresponding job database is matched based on the organizational information; a corresponding job requirement space is defined based on the job database, and job requirement information is collected in the job requirement space; capability levels of multiple dimensions are matched based on the job requirement information, and a target capability system is defined based on the capability levels of multiple dimensions, so as to clarify the target capability system corresponding to the job requirement information, and then the candidate talent database is screened according to the target capability system.

[0033] Define job requirement information, and associate the job requirement information with a keyword query mechanism to facilitate keyword processing of the job requirement information, thereby ensuring the evaluation of the job requirement information. At the same time, determine the corresponding capability requirements based on the job requirement information and the keyword query mechanism to facilitate further processing of the capability requirements.

[0034] At this time, each capability requirement is divided into corresponding dimensions so as to match each capability with the corresponding dimension, thereby evaluating the level of capability requirements in the corresponding dimension to match the capability levels of multiple dimensions and thus evaluating the capability levels.

[0035] Therefore, the ability levels of multiple dimensions are associated to facilitate an overall assessment of the ability levels of multiple dimensions, so as to define a target ability system based on the ability levels of multiple dimensions and the basic information of the corresponding job requirements, so as to introduce the target ability system, and present the abilities required by the corresponding job requirement information through the target ability system, so as to facilitate further processing of the target ability system.

[0036] refer to Figure 5 , S14: locate the candidate talent database, and determine N preliminary candidates based on the matching of the candidate talent database and the target capability system; In the specific implementation process of the present invention, the specific steps may be: S141: marking a candidate talent database based on the traversal of the system database, and locating the candidate talent database; S142: Classifying the candidates in the candidate database into talent levels and forming multiple level combinations; S143: Associating multiple level combinations, and marking corresponding priorities according to the multiple level combinations, and at the same time, matching the multiple level combinations with job requirement information, and defining corresponding matching coefficients; S144: constructing an evaluation sequence for candidate candidates based on the priorities and matching coefficients of multiple level combinations; S145: Each candidate undergoes a preliminary assessment in the assessment sequence, and N preliminary candidates are determined based on the matching of each candidate in the candidate database and the target capability system. At this time, the matching coefficient of the N preliminary candidates is the highest, and the N preliminary candidates meet the target capability system in terms of personal cognitive ability, personal execution ability, and personal professional ethics.

[0037] In an embodiment of the present application, a candidate talent database is marked based on the traversal of a system database, and the candidate talent database is located, thereby introducing a candidate talent database to facilitate screening of corresponding talents in the candidate talent database, thereby matching the talents with corresponding job requirement information.

[0038] At this time, the talent levels of the candidates in the candidate database are divided into different levels so as to facilitate the division of the ability levels of the candidates, thereby combining the ability levels corresponding to multiple candidates to form multiple level combinations, thereby realizing the overall operation of multiple level combinations.

[0039] Furthermore, multiple level combinations are associated, and the corresponding priorities are marked according to the multiple level combinations, so that the priorities can be defined through the capability levels of the multiple level combinations, thereby clarifying the priorities corresponding to the multiple level combinations, so as to adjust the order of the multiple level combinations according to the priorities.

[0040] At the same time, multiple level combinations are matched with job requirement information to facilitate capability comparison between multiple level combinations and job requirement information, thereby defining corresponding matching coefficients. Matching coefficients are introduced to facilitate constructing the evaluation order of candidates based on the priorities and matching coefficients of multiple level combinations, thereby clarifying the evaluation order of candidates and achieving accuracy in the evaluation order of candidates.

[0041] Therefore, each candidate is evaluated in the order of evaluation, and N preliminary candidates are determined according to the matching of each candidate in the candidate database and the target capability system. At this time, the matching coefficient of the N preliminary candidates is the highest, and the N preliminary candidates meet the target capability system in terms of personal cognitive ability, personal execution ability, and personal professional ethics. Optionally, N is 5.

[0042] refer to Figure 6 , S15: triggering corresponding job demand assessment according to the N preliminary candidates, and determining M final candidates according to the job demand assessment results and the working experience involved in the N preliminary candidates; In the specific implementation process of the present invention, the specific steps may be: S151: define N primary candidates; S152: triggering an emergency assessment based on the N preliminary candidates, and defining the emergency response capability levels of the N preliminary candidates according to the emergency assessment results; S153: Associating the emergency response capability level with the corresponding job requirement assessment, and forming corresponding job assessment content according to the emergency response capability level and the corresponding job requirement assessment; S154: Matching the N preliminary candidates with the corresponding job evaluation contents, and performing job demand evaluation based on the job evaluation contents to collect corresponding job demand evaluation results; S155: define the first job matching coefficient according to the job requirement assessment result; S156: Collecting the working experience of the N preliminary candidates and marking the matching content with the job requirement information according to each working experience; S157: According to the matching content, the employment evaluation opinions of each preliminary candidate are traced back, and the second job matching coefficient is defined based on the matching content and the employment evaluation opinions. According to the first job matching coefficient, the second job matching coefficient and the job requirement assessment results of the N preliminary candidates, the M final candidates are determined. At this time, the M final candidates are formed by further screening from the N preliminary candidates.

[0043] In an embodiment of the present application, N preliminary candidates are defined, and subsequent talent screening is performed on the N preliminary candidates. At this time, an emergency assessment is triggered based on the N preliminary candidates, and the emergency response ability levels of the N preliminary candidates are defined according to the emergency assessment results, so as to evaluate the emergency response ability levels of the N preliminary candidates, thereby realizing the presentation of the emergency response ability of the N preliminary candidates, and fully considering the impact of the emergency response ability of the N preliminary candidates on the subsequent assessment, thereby ensuring the accuracy of the subsequent assessment.

[0044] At this time, the emergency response ability level and the corresponding job requirement assessment are associated, and the corresponding job assessment content is formed according to the emergency response ability level and the corresponding job requirement assessment, so as to facilitate the management of the job assessment content in the emergency response ability level and the corresponding job requirement assessment, thereby evaluating the job assessment content in multiple dimensions, achieving accurate evaluation of the job assessment content, and adapting to the corresponding preliminary candidates.

[0045] Therefore, the N preliminary candidates are matched with the corresponding job evaluation contents, and the job demand evaluation is performed based on the job evaluation contents to collect the corresponding job demand evaluation results, the job demand evaluation results are introduced, and the first job matching coefficient is defined according to the job demand evaluation results.

[0046] At the same time, the work experience of the N shortlisted candidates is collected, and the matching content with the job requirement information is marked according to each work experience, so as to introduce the evaluation of the matching content and further evaluate the matching degree of the job in the work experience.

[0047] Furthermore, the employment evaluation opinions of each preliminary candidate are traced back according to the matching content, and the second position matching coefficient is defined based on the matching content and the employment evaluation opinions, so as to control the second position matching coefficient based on the matching content and the employment evaluation opinions, thereby ensuring the multi-dimensional evaluation of the second position matching coefficient. At the same time, M final candidates are determined according to the first position matching coefficient, the second position matching coefficient and the job demand evaluation results of the N preliminary candidates. At this time, the M final candidates are further screened from the N preliminary candidates. Optionally, M is 2.

[0048] refer to Figure 7S16: defining the ability difference part based on the comparison of the abilities of the M final candidates, and defining the first matching parameter according to the ability difference part and the function part preferred by the job requirement information, and at the same time, defining the second matching parameter based on the characteristic part and the interview part between the M final candidates, and defining the personnel required for the job according to the first matching parameter and the second matching parameter; In the specific implementation process of the present invention, the specific steps may be: S161: define M finalists and define the capabilities of the M finalists; S162: Outputting a capability comparison result based on the capability comparison of the M final selected candidates; S163: defining a capability difference part based on traversing the capability comparison result; S164: defining job requirement information, and defining the preferred functional part of the job requirement information according to the traversal of the job requirement information; S165: Associating the capability difference portion and the function portion preferred by the job requirement information, and defining a first matching parameter according to the capability difference portion and the function portion preferred by the job requirement information; S166: Conduct corresponding characteristic evaluation and on-site interviews on the M final candidates, and output the characteristic part and interview part between the M final candidates; S167: defining a second matching parameter based on the characteristic part and the interview part of the M final candidates; defining the personnel required for the position based on the first matching parameter and the second matching parameter, the personnel required for the position being finally screened from the M preliminary candidates.

[0049] In the specific implementation process of the present invention, the personnel required for the position are screened multiple times, and the target capability system is matched in the first screening, the work experience and ability are matched in the second screening, and the functional part, characteristic part and interview part preferred by the position requirement information are finally matched in the third screening, which ensures the evaluation of the personnel required for the position in multiple dimensions, accurately evaluates the digital matching parameters, and realizes accurate matching of people and positions based on the percentage "granularity".

[0050] At this time, M finalists are defined, and their abilities are defined; ability comparison results are output based on the comparison of the abilities of the M finalists to facilitate presentation of the ability comparison results, and then the ability difference part is defined based on the traversal of the ability comparison results, and the ability difference part is processed in a targeted manner to facilitate presentation of the ability difference part and better match the job requirements.

[0051] Furthermore, the job requirement information is defined, and the functional part preferred by the job requirement information is defined based on the traversal of the job requirement information, so as to introduce the functional part preferred by the job requirement information, thereby indirectly presenting the core capabilities of the position, so as to further match the core capabilities with the M final candidates.

[0052] Therefore, the ability difference part and the functional part preferred by the job requirement information are associated, and the first matching parameter is defined based on the ability difference part and the functional part preferred by the job requirement information. At the same time, the M final candidates are subjected to corresponding characteristic evaluations and on-site interviews, and the characteristic part and the interview part between the M final candidates are output; the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates; the personnel required for the job are defined based on the first matching parameter and the second matching parameter, and the personnel required for the job are finally screened from the M preliminary candidates.

[0053] At this time, an overall evaluation is performed on the first matching parameter and the second matching parameter to facilitate compatibility with the overall evaluation of the functional part, characteristic part and interview part preferred by the job requirement information, and fully consider the functional part, characteristic part and interview part preferred by the job requirement information to achieve a multi-dimensional evaluation, so as to define the personnel required for the job according to the first matching parameter and the second matching parameter, so as to ensure the consistency of the match between the personnel required for the job and the job requirement information, and achieve accurate positioning of the personnel required for the job.

[0054] In addition, the enterprise platform and the enterprise ERP system share data in the form of an interface, configure basic assessment data such as organizations and personnel, access the ERP platform data at a specified frequency through demand applications, and use this as a benchmark to generate organizations and system users to be reviewed, delegate authority to grassroots units for self-review and confirmation, and form a basic information database for personnel and organizations on an annual basis, and simultaneously establish a "mapping" relationship to store historical annual democratic evaluations, basic archives, personnel composition and other data.

[0055] Establish data entry rules, compare archive data tables, mark the data access status of each table, monitor and record field level changes, write abnormal events into logs, provide rollback functions, avoid dirty data overwriting, and ensure normal data use. At this time, starting from the three levels of pre-evaluation, during evaluation, and after evaluation, create multiple modules such as data, indicators, reporting, and configuration. Each module corresponds to multiple sub-modules, and each module is interconnected and influences each other.

[0056] Innovate behavioral assessment methods, establish an organizational talent assessment index system, change the assessment method from subjective scoring to behavioral identification, and construct a subjective assessment evaluation index system and method system composed of "dimension-indicator-situation-behavior" to avoid falling into "text assessment" or "digital assessment."

[0057] In an embodiment of the present invention, through the method in the embodiment of the present invention, organizational information is collected, and the corresponding job database is matched according to the organizational information; the corresponding job requirement space is defined based on the job database, and job requirement information is collected in the job requirement space; the ability levels of multiple dimensions are matched according to the job requirement information, and the target ability system is defined according to the ability levels of multiple dimensions, so as to clarify the target ability system corresponding to the job requirement information, and then the candidate talent database is screened according to the target ability system.

[0058] Furthermore, the candidate talent database is located, and N preliminary candidates are determined based on the matching of the candidate talent database and the target capability system; the corresponding job requirement assessment is triggered based on the N preliminary candidates, and M final candidates are determined based on the job requirement assessment results and the work experience involved in the N preliminary candidates; the ability difference part is defined based on the comparison of the capabilities of the M final candidates, and the first matching parameter is defined based on the ability difference part and the functional part preferred by the job requirement information, and at the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the position are defined according to the first matching parameter and the second matching parameter, and the personnel required for the position are screened for multiple times, and the target capability system is matched in the first screening, the work experience and capability are matched in the second screening, and the functional part, characteristic part and interview part preferred by the job requirement information are finally matched in the third screening, thereby ensuring the evaluation of the personnel required for the position in multiple dimensions, so as to ensure the matching consistency between the personnel required for the position and the job requirement information, and realize the accurate positioning of the personnel required for the position.

[0059] See also Figure 8 , Figure 8 It is a schematic diagram of the structural composition of a person-job bidirectional matching system based on job matching parameters in an embodiment of the present invention.

[0060] like Figure 8 As shown, a bidirectional matching system for people and positions based on position matching parameters, the precise bidirectional matching system for people and positions includes: The collection module 21 is used to collect organizational information and match the corresponding position database according to the organizational information; A job requirement space module 22, used to define a corresponding job requirement space based on a job database and collect job requirement information in the job requirement space; A target capability system module 23 is used to match capability levels of multiple dimensions according to job requirement information, and define a target capability system according to the capability levels of multiple dimensions; A preliminary selection module 24 is used to locate the candidate talent database and determine N preliminary selection personnel according to the matching between the candidate talent database and the target capability system; The final selection module 25 is used to trigger the corresponding job requirement evaluation according to the N preliminary selection candidates, and determine the M final selection candidates according to the job requirement evaluation results and the working experience involved in the N preliminary selection candidates; The personnel module 26 for job requirements is used to define the ability difference part based on the comparison of the abilities of the M final candidates, and to define the first matching parameter according to the ability difference part and the functional part preferred by the job requirement information. At the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel for the job requirements are defined according to the first matching parameter and the second matching parameter.

[0061] See also Fig. 9 , refer to the following Fig. 9 The electronic device 40 according to this embodiment of the present invention will be described. Fig. 9 The electronic device 40 shown is only an example and should not bring any limitation to the functions and scope of use of the embodiments of the present invention.

[0062] like Fig. 9 As shown, the electronic device 40 is in the form of a general computing device. The components of the electronic device 40 may include but are not limited to: at least one processing unit 41, at least one storage unit 42, and a bus 43 connecting different system components (including the storage unit 42 and the processing unit 41).

[0063] The storage unit stores program codes, which can be executed by the processing unit 41, so that the processing unit 41 executes the steps according to various exemplary embodiments of the present invention described in the above “Embodiment Method” section of this specification.

[0064] The storage unit 42 may include a readable medium in the form of a volatile storage unit, such as a random access memory unit (RAM) 421 and / or a cache memory unit 422 , and may further include a read-only memory unit (ROM) 423 .

[0065] The storage unit 42 may also include a program / utility 424 having a set of (at least one) job-required personnel modules 425, such job-required personnel modules 425 including but not limited to: an operating system, one or more application programs, other job-required personnel modules, and program data, each of which or some combination may include an implementation of a network environment.

[0066] Bus 43 may represent one or more of several types of bus structures, including a memory unit bus or memory unit controller, a peripheral bus, an accelerated graphics port, a processing unit, or a local bus using any of a variety of bus architectures.

[0067] The electronic device 40 may also communicate with one or more external devices (e.g., keyboards, pointing devices, Bluetooth devices, etc.), one or more devices that enable a user to interact with the electronic device 40, and / or any device that enables the electronic device 40 to communicate with one or more other computing devices (e.g., routers, modems, etc.). Such communication may be performed via an input / output (I / O) interface 44. Furthermore, the electronic device 40 may also communicate with one or more networks (e.g., a local area network (LAN), a wide area network (WAN), and / or a public network, such as the Internet) via a network adapter 45. Fig. 9 As shown, the network adapter 45 communicates with other modules of the electronic device 40 via the bus 43. It should be understood that although Fig. 9 Not shown, other hardware and / or software modules may be used in conjunction with the electronic device 40, including but not limited to: microcode, device drivers, redundant processing units, external disk drive arrays, RAID systems, tape drives, and data backup planning systems.

[0068] Through the description of the above implementation, it is easy for those skilled in the art to understand that the example implementation described here can be implemented by software, or by software combined with necessary hardware. Therefore, the technical solution according to the implementation of the present disclosure can be embodied in the form of a software product, which can be stored in a non-volatile storage medium (which can be a CD-ROM, a USB flash drive, a mobile hard disk, etc.) or on a network, and includes a number of instructions to enable a computing device (which can be a personal computer, a server, a terminal device, or a network device, etc.) to execute the method according to the implementation of the present disclosure.

[0069] Those skilled in the art can understand that all or part of the steps in the various methods of the above embodiments can be completed by instructing related hardware through a program, and the program can be stored in a computer-readable storage medium, and the storage medium can include: a read-only memory (ROM), a random access memory (RAM), a disk or an optical disk, etc. In addition, it stores computer program instructions, and when the computer program instructions are executed by a computer, the computer executes the above method.

[0070] In addition, the above describes in detail the bidirectional matching system for people and positions based on position matching parameters and the system provided in the embodiments of the present invention. Specific examples are used in this article to illustrate the principles and implementation methods of the present invention. The description of the above embodiments is only used to help understand the method of the present invention and its core idea; at the same time, for general technical personnel in this field, according to the ideas of the present invention, there will be changes in the specific implementation methods and application scopes. In summary, the content of this specification should not be understood as a limitation on the present invention.

Claims

1. A bidirectional matching method for people and positions based on position matching parameters, characterized in that: Applied to personnel matching scenarios based on job requirements; The person-job bidirectional matching method based on job matching parameters includes: Collect organizational information and match the corresponding job database based on the organizational information; Define the corresponding job requirement space based on the job database, and collect job requirement information in the job requirement space; Match the competency levels of multiple dimensions according to job requirements, and define the target competency system based on the competency levels of multiple dimensions; Locate the candidate database and determine N preliminary candidates based on the match between the candidate database and the target capability system; The corresponding job requirements assessment is triggered based on the N preliminary candidates, and the M final candidates are determined based on the job requirements assessment results and the working experience of the N preliminary candidates; The ability difference part is defined based on the comparison of the abilities of the M final candidates, and the first matching parameter is defined according to the ability difference part and the functional part preferred by the job requirement information. Meanwhile, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the job are defined according to the first matching parameter and the second matching parameter.

2. The person-job bidirectional matching method based on job matching parameters according to claim 1 is characterized in that: The collecting of organizational information and matching the corresponding position database according to the organizational information includes: Collecting organizational information; Match the corresponding database number according to the organization information; Match the corresponding system database based on the database number and database query mechanism; Match the corresponding job database according to the system database and the corresponding job tags.

3. The person-job bidirectional matching method based on job matching parameters according to claim 2 is characterized in that: Defining a corresponding job requirement space based on a job database and collecting job requirement information in the job requirement space includes: Define job database; Define the job demand space corresponding to the job database and the current time period; Traverse the job demand space and divide it into job demand area, job analysis area, job supplement area and job planning area; Linking the job demand area, job analysis area, job supplement area, and job planning area, and building a talent mechanism based on the job demand area, job analysis area, job supplement area, and job planning area, triggering the autonomous update of the job demand space based on the talent mechanism; Locate job demand areas and traverse job demand areas; Job demand information is collected based on the traversal of the job demand area, and dynamic confirmation is performed based on the job demand information and the corresponding number of people on the job and the planned number of people for the position to ensure the accuracy of the job demand information.

4. The person-job bidirectional matching method based on job matching parameters according to claim 3 is characterized in that: The matching of multiple dimensions of competence levels according to job requirement information and defining a target competence system according to the multiple dimensions of competence levels include: Define job requirements information; Determine the corresponding capability requirements based on job requirement information and keyword query mechanism; Divide each capability requirement into corresponding dimensions, and evaluate the level of capability requirements in the corresponding dimensions to match the capability levels of multiple dimensions; Associate capability levels across multiple dimensions; Define the target capability system based on the capability levels in multiple dimensions and the basic information of the corresponding job requirements.

5. The person-job bidirectional matching method based on job matching parameters according to claim 4 is characterized in that: The positioning of the candidate talent database and determining N preliminary candidates based on the matching of the candidate talent database and the target capability system include: Marking the candidate talent database based on the traversal of the system database and locating the candidate talent database; Talent levels are divided according to the candidates in the candidate database, and multiple level combinations are formed; Associate multiple level combinations, and mark the corresponding priorities according to the multiple level combinations. At the same time, match the multiple level combinations with the job requirement information and define the corresponding matching coefficients; Construct the evaluation sequence of candidates based on the priority and matching coefficient of multiple level combinations; Each candidate undergoes a preliminary assessment along the assessment sequence, and N preliminary candidates are determined based on the matching of each candidate in the candidate database and the target capability system. At this time, the matching coefficient of the N preliminary candidates is the highest, and the N preliminary candidates meet the target capability system in terms of personal cognitive ability, personal execution ability, and personal professional ethics.

6. The person-job bidirectional matching method based on job matching parameters according to claim 5 is characterized in that: The triggering of the corresponding job requirement assessment based on the N preliminary candidates and determining the M final candidates based on the job requirement assessment results and the working experience involved by the N preliminary candidates include: Define N primary candidates; Trigger an emergency assessment based on N preliminary candidates, and define the emergency response ability levels of the N preliminary candidates according to the emergency assessment results; Associate the emergency response capability level and the corresponding job requirement assessment, and form the corresponding job assessment content based on the emergency response capability level and the corresponding job requirement assessment.

7. The person-job bidirectional matching method based on job matching parameters according to claim 6 is characterized in that: The triggering of corresponding job requirement assessment according to the N preliminary candidates, and determining M final candidates according to the job requirement assessment results and the working experience involved by the N preliminary candidates, further includes: Match the N preliminary candidates with the corresponding job assessment content, and conduct job demand assessment based on the job assessment content to collect the corresponding job demand assessment results; Define the first job matching coefficient based on the job demand assessment results; Collect the work experience of N preliminary candidates and mark the matching content with the job requirement information according to each work experience; According to the matching content, the professional evaluation opinions of each preliminary candidate are traced back, and the second job matching coefficient is defined based on the matching content and the professional evaluation opinions. According to the first job matching coefficient, the second job matching coefficient and the job requirement assessment results of the N preliminary candidates, the M final candidates are determined. At this time, the M final candidates are further screened from the N preliminary candidates.

8. The method for bidirectional matching of people and positions based on position matching parameters according to claim 7 is characterized in that: The method of defining the ability difference part based on the comparison of the abilities of the M final candidates, and defining the first matching parameter according to the ability difference part and the function part preferred by the job requirement information, and defining the second matching parameter based on the characteristic part and the interview part between the M final candidates, and defining the personnel required for the job according to the first matching parameter and the second matching parameter, includes: Define M finalists and their capabilities; Outputting the ability comparison result according to the ability comparison of the M finalists; The capability difference part is defined based on the traversal of the capability comparison results.

9. The person-job bidirectional matching method based on job matching parameters according to claim 8 is characterized in that: The method further comprises: defining the ability difference part based on the comparison of the abilities of the M final candidates, defining the first matching parameter based on the ability difference part and the function part preferred by the job requirement information, defining the second matching parameter based on the characteristic part and the interview part between the M final candidates, and defining the personnel required for the job based on the first matching parameter and the second matching parameter, and further comprising: Define job requirement information, and define the preferred functional parts of the job requirement information according to the traversal of the job requirement information; Associating the capability difference portion and the function portion preferred by the job requirement information, and defining a first matching parameter according to the capability difference portion and the function portion preferred by the job requirement information; Conduct corresponding characteristic evaluation and on-site interviews on the M finalists, and output the characteristic part and interview part between the M finalists; Defining a second matching parameter based on the characteristic part and the interview part between the M finalists; The personnel required for the position are defined according to the first matching parameter and the second matching parameter, and the personnel required for the position are finally screened from the M preliminary candidates.

10. A bidirectional matching system for people and jobs based on job matching parameters, characterized in that: The bidirectional matching system for people and positions based on position matching parameters is applied to the bidirectional matching method for people and positions based on position matching parameters as claimed in any one of claims 1 to 9, and the bidirectional matching system for people and positions based on position matching parameters includes: The collection module is used to collect organizational information and match the corresponding position database according to the organizational information; A job requirement space module is used to define the corresponding job requirement space based on the job database and collect job requirement information in the job requirement space; The target competency system module is used to match competency levels in multiple dimensions according to job requirements and define the target competency system according to competency levels in multiple dimensions; The preliminary selection module is used to locate the candidate database and determine N preliminary candidates based on the matching of the candidate database and the target capability system; The final selection module is used to trigger the corresponding job demand assessment based on the N preliminary candidates, and determine the M final candidates based on the job demand assessment results and the working experience involved in the N preliminary candidates; The personnel module for job requirements is used to define the ability difference part based on the comparison of the abilities of M final candidates, and to define the first matching parameter according to the ability difference part and the functional part preferred by the job requirement information. At the same time, the second matching parameter is defined based on the characteristic part and the interview part between the M final candidates, and the personnel required for the job is defined according to the first matching parameter and the second matching parameter.

Images