Intelligent unmanned recruitment system
Through the intelligent unmanned recruitment system, the intelligent cabinet and backend management system are used to solve the problem of inefficient recruitment in traditional recruitment methods, and the contactless and low-threshold recruitment process is realized, which improves the recruitment efficiency and the recruitment effect of enterprises.
Patent Information
- Application Number
- CN202411677091.2
- Authority / Receiving Office
- CN · China
- Patent Type
- Applications(China)
- Current Assignee / Owner
- Filing Date
- 2024-11-22
- Publication Date
- 2025-03-11
- Estimated Expiration
- Not applicable · inactive patent
AI Technical Summary
Recruitment efficiency is inefficient in the existing technology, and job seekers need to register an account to submit resumes, which leads to insufficient candidates for positions. In addition, traditional offline job fairs have problems such as cumbersome affairs, limited number of companies and information asymmetry.
It provides an intelligent unmanned recruitment system. By setting up an intelligent unmanned recruitment cabinet in public places, job seekers can browse and register for positions, and the system background updates and manages recruitment information in real time, so job seekers can complete registration without registering.
Contactless recruitment has been achieved, lowered the threshold for job seekers to participate, improved recruitment efficiency, saved the company's time and labor costs, and improved the recruitment effect.
Smart Images
Figure CN119599622A_ABST
Abstract
Description
Technical Field
[0001] The present invention relates to the technical field of online recruitment, and in particular to an intelligent unmanned recruitment system. Background Art
[0002] With the development of the Internet, more and more companies have begun to use online recruitment platforms to publish job information. Job seekers can search for jobs they are interested in on the platform and submit their resumes. However, most online recruitment websites currently require job seekers to register an account before submitting their resumes. Many job seekers are unwilling to register an account for a position, resulting in many positions not being able to obtain enough applicants, affecting the recruitment efficiency of companies. In addition, traditional offline job fairs have the following problems: (1) The organizer needs to contact the venue in advance, set up the venue, invite companies to participate in the fair, and other tedious tasks; (2) The number of companies participating in the job fair is limited, and job seekers have a small range of choices; (3) The cost of on-site communication is high, which easily leads to information asymmetry.
[0003] Therefore, how to improve recruitment efficiency has become an urgent problem to be solved. Summary of the invention
[0004] In view of this, the purpose of this application is to propose an intelligent unmanned recruitment system, aiming to solve the problem of low recruitment efficiency in the prior art.
[0005] On the one hand, an intelligent unmanned recruitment system is provided, including an intelligent unmanned recruitment kiosk installed in a public place, including but not limited to a station, a talent market, a commercial street, around tourist attractions, and around a large industrial park, the kiosk cooperates with an employer to obtain and display recruitment information; the recruitment information includes work content, working hours, skill requirements, and salary and benefits, wherein the salary and benefits include basic salary, overtime pay, and welfare benefits, the information is clearly displayed on the kiosk interface and is updated in a timely manner by the system background; the kiosk allows job seekers to browse a list of recruitment information, select a suitable position, and view work videos of the selected position, the work videos displaying the working environment and work flow; the kiosk has a registration function, after confirming the position information, the job seeker clicks the registration button, enters the mobile phone number, receives the verification code sent by the system, enters the verification code and submits the registration information to the system background for processing by the employer.
[0006] On the other hand, a method for recruiting general workers in factories using the above-mentioned intelligent unmanned recruitment system is provided. Intelligent unmanned recruitment counters are set up around the main transportation hubs and large industrial parks in industrial cities. The counters cooperate with local factories to collect recruitment information for general worker positions in factories. After arriving at the transportation hub, job seekers from other places browse the recruitment information through the counters, select the general worker position in the factory, view the work video and salary, and then register by entering their mobile phone number, receiving a verification code and submitting it. The registration information is pushed to the factory's human resources department in real time, and the human resources department arranges interviews according to the order of registration and job requirements.
[0007] On the other hand, a method for recruiting in the service industry using the above-mentioned intelligent unmanned recruitment system is provided, wherein intelligent unmanned recruitment counters are set up in commercial streets and around tourist attractions in tourist cities, and the counters cooperate with local tourism-related enterprises to collect recruitment information for hotel, restaurant, and scenic area service personnel positions; after seeing the counters in the commercial streets, local residents search for hotel-related recruitment information, select hotel front desk positions, watch work videos to understand the work environment and main work content, salary and benefits, and promotion mechanisms, and then enter their mobile phone numbers to register, and the hotel human resources department arranges interviews after receiving the registration information.
[0008] On the other hand, a method for recruiting technical workers using the above-mentioned intelligent unmanned recruitment system is provided, in which intelligent unmanned recruitment counters are set up in talent markets and around technical colleges in cities with developed manufacturing industries, and the counters cooperate with local manufacturing companies to collect recruitment information for mechanical processing and CNC programming technical worker positions; after seeing the counters in the talent market, students graduating from technical colleges search for mechanical processing positions related to their majors, select positions in large manufacturing companies, watch work videos to understand the company's production equipment and working atmosphere, salary and benefits, and skill training plans, and then enter their mobile phone numbers to sign up, and the company's human resources department arranges interviews and skill tests based on professional grades and skill certificates.
[0009] In still another aspect, a computer storage medium is provided, the computer storage medium comprising computer instructions, and when the computer instructions are executed on a computer, the computer is enabled to execute the above method.
[0010] On the other hand, a computer program product is provided. When the computer program product is run on a computer, the computer is enabled to execute the above method.
[0011] Compared with the prior art, the above technical solution provided by the present invention has the following advantages: The present invention discloses an intelligent unmanned recruitment system, which can realize contactless recruitment and avoid the inconvenience caused by face-to-face communication in traditional recruitment methods. At the same time, since the recruitment process is completely online, job seekers can complete the registration without registering an account, which greatly reduces the participation threshold of job seekers and improves recruitment efficiency. In addition, the system can also save a lot of time and labor costs for enterprises and improve recruitment results. BRIEF DESCRIPTION OF THE DRAWINGS
[0012] Figure 1 It is a structural block diagram of the intelligent unmanned recruitment system of the present invention. DETAILED DESCRIPTION
[0013] For the purpose of the following detailed description, it should be understood that the present invention may adopt various alternative changes and step sequences, unless expressly specified to the contrary. In addition, except in any operating examples, or otherwise indicated, all numbers representing the amount of ingredients used in the specification and claims should be understood to be modified by the term "about" in all cases. Therefore, unless otherwise indicated, the numerical parameters set forth in the following specification and the attached claims are approximate values that vary according to the desired performance to be obtained by the present invention. At least it is not intended to limit the application of the doctrine of equivalents to the scope of the claims, and each numerical parameter should at least be interpreted according to the number of reported significant figures and by applying ordinary rounding techniques.
[0014] Notwithstanding that the numerical ranges and parameters setting forth the broad scope of the invention are approximations, the numerical values set forth in the specific examples are reported as precisely as possible. Any numerical value, however, inherently contains certain errors necessarily resulting from the standard deviation found in their respective testing measurements.
[0015] In addition, it should be understood that any numerical range described herein is intended to include all subranges subsumed therein. For example, a range of "1 to 10" is intended to include all subranges between (and including) the stated minimum value of 1 and the stated maximum value of 10, i.e., having a minimum value equal to or greater than 1 and a maximum value equal to or less than 10.
[0016] In order to make the purpose, technical solution and advantages of the present invention clearer, the technical solution of the present invention will be clearly and completely described below in conjunction with the drawings in the present invention. Obviously, the described embodiments are part of the embodiments of the present application, rather than all the embodiments. Based on the embodiments in the present application, all other embodiments obtained by ordinary technicians in this field without making creative work are within the scope of protection of this application.
[0017] There are many shortcomings in the existing recruitment methods. For example, traditional offline recruitment will have the following problems:
[0018] (1) The organizer needs to contact the venue in advance, set up the venue, invite companies to participate in the conference, and other tedious tasks;
[0019] (2) The number of companies participating in the job fair is limited, so job seekers have a narrow range of choices;
[0020] (3) The cost of on-site communication is high, which can easily lead to information asymmetry.
[0021] Therefore, in order to solve the above problems, the present invention provides an intelligent unmanned recruitment system, which can realize contactless recruitment and avoid the inconvenience caused by face-to-face communication in traditional recruitment methods. At the same time, since the recruitment process is completely online, job seekers can complete the registration without registering an account, which greatly reduces the participation threshold of job seekers and improves recruitment efficiency. In addition, the system can also save a lot of time and labor costs for enterprises and improve recruitment results.
[0022] Embodiment 1
[0023] like Figure 1 As shown, Figure 1 This is a structural diagram of the intelligent unmanned recruitment system provided by the present invention. The system mainly includes the following parts:
[0024] 1. Intelligent unmanned recruitment counter
[0025] The intelligent unmanned recruitment system provided by the present invention includes an intelligent unmanned recruitment counter set up in a public place, and the public places include but are not limited to stations, talent markets, commercial streets, surrounding areas of tourist attractions, and surrounding areas of large industrial parks. The counter cooperates with employers to obtain and display recruitment information; the recruitment information includes work content, working hours, skill requirements, and wages and benefits, wherein the wages and benefits include basic salary, overtime pay, and welfare benefits. The information is clearly displayed on the counter interface and updated in time by the system background; the counter allows job seekers to browse the recruitment information list, select a suitable position, and view the work video of the selected position, and the work video shows the working environment and work flow; the counter has a registration function. After confirming the position information, the job seeker clicks the registration button, enters the mobile phone number, receives the verification code sent by the system, and submits the registration information to the system background after entering the verification code, which is processed by the employer.
[0026] Specifically, the system can obtain recruitment information through various channels, for example, by cooperating with local enterprises or other recruitment agencies. In addition, the system can continuously optimize and improve recruitment information through user feedback and other means, thereby improving recruitment results.
[0027] 2. System background
[0028] The intelligent unmanned recruitment system provided by the present invention also includes a system background, which is mainly used to manage recruitment information and registration information. The system background can update the recruitment information in real time to ensure that job seekers can obtain the latest recruitment information. In addition, the system background can also review and classify the registration information to facilitate enterprises to screen suitable candidates.
[0029] 3. Database
[0030] The intelligent unmanned recruitment system provided by the present invention also includes a database, which is mainly used to store recruitment information and registration information. By establishing a database, the recruitment information and registration information can be effectively managed and maintained, thereby ensuring the stability and reliability of the system.
[0031] Embodiment 2
[0032] The present invention also provides a method for recruiting general workers in factories using the above-mentioned intelligent unmanned recruitment system. Intelligent unmanned recruitment counters are set up around the main transportation hubs and large industrial parks in industrial cities. The counters cooperate with local factories to collect recruitment information for general worker positions in factories. After arriving at the transportation hub, job seekers from other places browse the recruitment information through the counters, select general worker positions in the factory, view work videos and salary benefits, and then register by entering their mobile phone numbers, receiving verification codes and submitting them. The registration information is pushed to the factory's human resources department in real time, and the human resources department arranges interviews based on the order of registration and job requirements.
[0033] Specifically, the method can be divided into the following steps:
[0034] The first step is to determine the recruitment targets and positions
[0035] First, you need to determine the target and position of the recruitment. Usually, the target of recruitment can be fresh graduates, social personnel or specific groups. The recruitment position can be determined according to the actual needs of the company, for example, it can be a technical position, a sales position or an administrative and logistical position, etc.
[0036] Step 2: Develop a recruitment plan
[0037] After determining the recruitment targets and positions, you can start to formulate a recruitment plan. Generally speaking, a recruitment plan should include the following aspects:
[0038] 1. Recruitment goals: Clarify the goals of this recruitment, for example, how many employees do you want to recruit, what types of employees do you want to recruit, etc.
[0039] 2. Recruitment schedule: Develop a detailed recruitment schedule, including specific tasks and time nodes for each stage, etc.
[0040] 3. Promotion strategy: Consider what methods to use for promotion, for example, promotion can be carried out through social media, advertising, etc.
[0041] Step 3: Post recruitment information
[0042] The next step is to publish the recruitment information. Generally speaking, you can publish the recruitment information in the following ways:
[0043] 1. Online recruitment websites: You can post recruitment information on major online recruitment websites so that more people can learn about the recruitment information.
[0044] 2. Social media: You can use social media to publish recruitment information. For example, you can publish recruitment information on social platforms such as WeChat public accounts and Weibo.
[0045] 3. Campus briefing: If the recruitment targets are mainly recent graduates, then you can organize a campus briefing to introduce the company's situation and recruitment information to students.
[0046] Step 4: Screening resumes
[0047] After the job posting, many people will submit their resumes. At this time, you need to screen the resumes. Generally speaking, you can start from the following aspects:
[0048] 1. Education and work experience: First of all, we need to see whether the applicant's education and work experience meet the company's requirements.
[0049] 2. Professional skills: Secondly, it depends on whether the applicant’s professional skills meet the company’s requirements.
[0050] 3. Personal qualities: Finally, it depends on whether the applicant’s personal qualities meet the company’s requirements.
[0051] Step 5: Notify for interview
[0052] After the resume screening, you can notify qualified job seekers to come for an interview. When notifying the interview, you need to pay attention to the following points:
[0053] 1. Interview location: Tell job applicants where the interview will take place, preferably in a place with convenient transportation.
[0054] 2. Interview time: Tell job applicants the interview time, preferably a few days in advance.
[0055] 3. Notes: Job seekers should be reminded to pay attention to some matters, such as dress, carrying ID, etc.
[0056] Step 6: Conduct an interview
[0057] The interview is the most critical step in the entire recruitment process. During the interview, job seekers need to be examined from the following aspects:
[0058] 1. Professional knowledge: Examine whether the job applicant has solid professional knowledge.
[0059] 2. Language expression ability: examine whether the job applicant's language expression ability is fluent.
[0060] 3. Teamwork ability: examine whether the job applicant has good teamwork ability.
[0061] Step 7: Employment Decision
[0062] After the interview, it is time to make a hiring decision. Generally speaking, you can consider the following aspects:
[0063] 1. Comprehensive evaluation: Comprehensively evaluate the job applicants' performance in all aspects to see if they meet the company's requirements.
[0064] 2. Salary and benefits: Consider whether the applicant’s salary and benefits are reasonable.
[0065] Step 8: Issue offers
[0066] The last step is to issue the offer. Before issuing the offer, you need to discuss salary and other issues with the job seeker. If both parties reach an agreement, the offer can be issued.
[0067] Embodiment 3
[0068] The present invention also provides a method for recruiting in the service industry using the above-mentioned intelligent unmanned recruitment system, wherein intelligent unmanned recruitment counters are set up in commercial streets and around tourist attractions in tourist cities, and the counters cooperate with local tourism-related enterprises to collect recruitment information for hotel, restaurant, and scenic area service personnel positions; after seeing the counters in the commercial street, local residents search for hotel-related recruitment information, select hotel front desk positions, watch work videos to understand the work environment and main work content, salary and benefits, and promotion mechanisms, and then enter their mobile phone numbers to sign up, and the hotel human resources department arranges interviews after receiving the registration information.
[0069] Specifically, the method can be divided into the following steps:
[0070] The first step is to determine the recruitment targets and positions
[0071] First, you need to determine the target and position of the recruitment. Usually, the target of recruitment can be fresh graduates, social personnel or specific groups. The recruitment position can be determined according to the actual needs of the company, for example, it can be a technical position, a sales position or an administrative and logistical position, etc.
[0072] Step 2: Develop a recruitment plan
[0073] After determining the recruitment targets and positions, you can start to formulate a recruitment plan. Generally speaking, a recruitment plan should include the following aspects:
[0074] 1. Recruitment goals: Clarify the goals of this recruitment, for example, how many employees do you want to recruit, what types of employees do you want to recruit, etc.
[0075] 2. Recruitment schedule: Develop a detailed recruitment schedule, including specific tasks and time nodes for each stage, etc.
[0076] 3. Promotion strategy: Consider what methods to use for promotion, for example, promotion can be carried out through social media, advertising, etc.
[0077] Step 3: Post recruitment information
[0078] The next step is to publish the recruitment information. Generally speaking, you can publish the recruitment information in the following ways:
[0079] 1. Online recruitment websites: You can post recruitment information on major online recruitment websites so that more people can learn about the recruitment information.
[0080] 2. Social media: You can use social media to publish recruitment information. For example, you can publish recruitment information on social platforms such as WeChat public accounts and Weibo.
[0081] 3. Campus briefing: If the recruitment targets are mainly recent graduates, then you can organize a campus briefing to introduce the company's situation and recruitment information to students.
[0082] Step 4: Screening resumes
[0083] After the job posting, many people will submit their resumes. At this time, you need to screen the resumes. Generally speaking, you can start from the following aspects:
[0084] 1. Education and work experience: First of all, we need to see whether the applicant's education and work experience meet the company's requirements.
[0085] 2. Professional skills: Secondly, it depends on whether the applicant’s professional skills meet the company’s requirements.
[0086] 3. Personal qualities: Finally, it depends on whether the applicant’s personal qualities meet the company’s requirements.
[0087] Step 5: Notify for interview
[0088] After the resume screening, you can notify qualified job seekers to come for an interview. When notifying the interview, you need to pay attention to the following points:
[0089] 1. Interview location: Tell job applicants where the interview will take place, preferably in a place with convenient transportation.
[0090] 2. Interview time: Tell job applicants the interview time, preferably a few days in advance.
[0091] 3. Notes: Job seekers should be reminded to pay attention to some matters, such as dress, carrying ID, etc.
[0092] Step 6: Conduct an interview
[0093] The interview is the most critical step in the entire recruitment process. During the interview, job seekers need to be examined from the following aspects:
[0094] 1. Professional knowledge: Examine whether the job applicant has solid professional knowledge.
[0095] 2. Language expression ability: examine whether the job applicant's language expression ability is fluent.
[0096] 3. Teamwork ability: examine whether the job applicant has good teamwork ability.
[0097] Step 7: Employment Decision
[0098] After the interview, it is time to make a hiring decision. Generally speaking, you can consider the following aspects:
[0099] 1. Comprehensive evaluation: Comprehensively evaluate the job applicants' performance in all aspects to see if they meet the company's requirements.
[0100] 2. Salary and benefits: Consider whether the applicant’s salary and benefits are reasonable.
[0101] Step 8: Issue offers
[0102] The last step is to issue the offer. Before issuing the offer, you need to discuss salary and other issues with the job seeker. If both parties reach an agreement, the offer can be issued.
[0103] The above description is only a preferred specific implementation manner of the present invention, but the protection scope of the present invention is not limited thereto. Any technician familiar with the technical field can make equivalent replacements or changes according to the technical scheme and inventive concept of the present invention within the technical scope disclosed by the present invention, which should be covered by the protection scope of the present invention.
Claims
1. An intelligent unmanned recruitment system, characterized by: It includes intelligent unmanned recruitment counters set up in public places, including but not limited to stations, talent markets, commercial streets, surrounding areas of tourist attractions, and surrounding areas of large industrial parks. The counters cooperate with employers to obtain and display recruitment information; the recruitment information includes work content, working hours, skill requirements, and wages and benefits, among which the wages and benefits include basic salary, overtime pay, and welfare benefits. The information is clearly displayed on the counter interface and updated in a timely manner by the system background; the counters allow job seekers to browse the recruitment information list, select suitable positions, and view work videos of the selected positions, which display the working environment and work processes; the counters have a registration function. After confirming the position information, the job seeker clicks the registration button, enters the mobile phone number, receives the verification code sent by the system, enters the verification code and submits the registration information to the system background for processing by the employer.
2. A method for recruiting general factory workers using the intelligent unmanned recruitment system according to claim 1, characterized in that: Intelligent unmanned recruitment counters are set up around major transportation hubs and large industrial parks in industrial cities. The counters cooperate with local factories to collect recruitment information for general worker positions in factories. After arriving at the transportation hub, out-of-town job seekers browse the recruitment information through the counters, select general worker positions in the factory, view work videos and salary packages, and then register by entering their mobile phone number, receiving a verification code and submitting the registration information. The registration information is pushed to the factory's human resources department in real time, and the human resources department arranges interviews based on the order of registration and job requirements.
3. A method for recruiting in the service industry using the intelligent unmanned recruitment system of claim 1, characterized in that: Intelligent unmanned recruitment counters are set up in commercial streets and around tourist attractions in tourist cities. The counters cooperate with local tourism-related enterprises to collect recruitment information for hotel, restaurant, and scenic area service staff positions; after seeing the counters in the commercial streets, local residents look for hotel-related recruitment information, choose a hotel front desk position, watch work videos to understand the work environment and main work content, salary and benefits, and promotion mechanisms, and then enter their mobile phone number to sign up. The hotel human resources department will arrange an interview after receiving the registration information.
4. A method for recruiting skilled workers using the intelligent unmanned recruitment system of claim 1, characterized in that: Intelligent unmanned recruitment counters are set up around talent markets and technical colleges in cities with developed manufacturing industries. The counters cooperate with local manufacturing companies to collect recruitment information for mechanical processing and CNC programming technical worker positions. After seeing the counters in the talent market, students who graduate from technical colleges look for mechanical processing positions related to their majors, choose positions in large manufacturing companies, watch work videos to understand the company's production equipment and working atmosphere, salary and skills training plans, and then enter their mobile phone number to sign up. The company's human resources department arranges interviews and skills tests based on their professional grades and skills certificates.
5. A computer storage medium, characterized in that: The computer storage medium comprises computer instructions, and when the computer instructions are executed on a computer, the computer is caused to execute the method according to any one of claims 2 to 4.
6. A computer program product, characterized in that When the computer program product is executed on a computer, the computer is enabled to execute the method according to any one of claims 2 to 4.