School recruitment and job application tutoring method and equipment

Abstract

The invention relates to the technical field of employment service training, in particular to a school recruitment and job application tutoring method and equipment. The invention discloses a school recruitment and job-seeking tutoring method. The method comprises the following steps: S1, constructing a complete systematically-managed job-seeking tutoring system; s2, collecting recruitment information, performing data analysis on the recruitment information, and formulating a job application framework; s3, collecting personal information and job-seeking demands of job seekers, and making a job-seeking tutoring strategy in combination with the job-seeking framework; s4, executing the job-seeking tutoring strategy, feeding back job-seeking sub-strategies of a plurality of stages in the job-seeking tutoring strategy to the job seeker, and collecting personal update information and job-seeking update information of the job seeker in a plurality of stages; and S5, dynamically optimizing the job-application tutoring strategy according to the personal update information and the job-application update information to obtain and execute the optimized job-application tutoring strategy until an end condition of the job-application tutoring strategy is met. According to the invention, blind delivery of job seekers is reduced, and the delivery success rate of the job seekers is improved.

Description

Technical Field

[0001] The present invention relates to the technical field of employment service training, and in particular to a method and device for school recruitment and job hunting guidance. Background Art

[0002] College graduates are the country's precious treasure trove of human resources and are also the focus of attention in ensuring and stabilizing employment.

[0003] During the job search process, many college students feel confused and unsure of which careers are suitable for them or how to join their dream company. This confusion leads to some graduates facing unemployment as soon as they leave campus, which has a serious impact on their mental health. As a result, many students choose to avoid reality and would rather stay at home than go out and actively look for jobs. At the same time, companies are also facing the problem of difficulty in recruiting suitable talents. Summary of the invention

[0004] The technical problem to be solved by the present invention is to provide a method and device for school recruitment and job hunting guidance.

[0005] The technical solution adopted by the present invention to solve the technical problem is: a method for school recruitment and job hunting guidance, comprising the following steps:

[0006] S1. Build a complete and systematic job search guidance system based on the growth model;

[0007] S2. Collect recruitment information, conduct data analysis on the recruitment information, and develop a job search framework;

[0008] S3, collecting personal information and job-seeking needs of job seekers, and formulating a job-seeking counseling strategy based on the job-seeking framework; wherein the job-seeking counseling strategy includes several stages and job-seeking sub-strategies corresponding to the several stages;

[0009] S4, executing the job-hunting coaching strategy, feeding back the job-hunting sub-strategies of several stages in the job-hunting coaching strategy to the job seeker, and collecting the job seeker's personal update information and job-hunting update information in the several stages;

[0010] S5. Dynamically optimize the job-seeking counseling strategy according to the personal update information and the job-seeking update information to obtain and execute the optimized job-seeking counseling strategy until an end condition of the job-seeking counseling strategy is met.

[0011] Preferably, the step S2 comprises:

[0012] S21, cleaning the recruitment information to remove invalid and erroneous data to obtain recruitment data;

[0013] S22. Establish a knowledge graph based on the work process, job functions and responsibilities, work difficulties and responsibilities, and work quality involved in the recruitment data;

[0014] S23. Based on the knowledge graph, combined with statistical analysis and data mining methods, the cleaned data is deeply analyzed to obtain a job profile;

[0015] S24. Determine the job search framework based on the job profile.

[0016] Preferably, the step S3 comprises:

[0017] S31, cleaning the personal information to obtain the job seeker's age, gender, family environment, household registration information, personal experience, and personal ability;

[0018] S32, matching the age, gender, family environment, household registration information, personal experience, and personal ability with job-seeking requirements with different weights to generate a job seeker portrait;

[0019] S32, selecting a suitable job profile according to the job-seeking needs, and obtaining the corresponding job-seeking framework;

[0020] S33, matching the job seeker portrait with the job profile to obtain job seeker promotion data;

[0021] S34, combining the job search framework with the job seeker's data to be promoted to generate the job search coaching strategy.

[0022] Preferably, the job search coaching strategy is divided into several stages;

[0023] The several stages mentioned include: career positioning stage, job search preparation stage and job search stage.

[0024] Preferably, the career orientation stage includes: generating a career development report, an action suggestion report, and a job search progress sheet based on the personal information and the job search needs;

[0025] The job search preparation stage includes: generating the job search sub-strategy and the return visit plan according to the action suggestion report and the job search progress sheet; returning the job seeker according to the return visit plan to collect the strategy execution status of the job search sub-strategy, the personal update information and the job search update information; updating the strategy data of the job search sub-strategy according to the strategy execution status, the personal update information and the job search update information, and executing the strategy data; until the personal update information combined with the personal information meets the job search requirements and the delivery requirements of the target position in the job search update information, the job search stage is entered;

[0026] The job search stage includes: collecting the application status and interview status of the target position according to the job search progress sheet or the job seeker feedback; analyzing the application status and the interview status to obtain the personal update information and the job search update information; updating the job search sub-strategy according to the personal update information and the job search update information; judging whether it is necessary to regenerate the career development report, the action suggestion report and the job search progress sheet according to the updated job search sub-strategy; judging whether it is necessary to re-execute the job search sub-strategy of the job search preparation stage and the job search stage according to the updated job search sub-strategy.

[0027] Preferably, the several stages also include a career development stage;

[0028] The career development stage includes generating career development suggestions and providing career development assistance based on the process data collected from the job seeker during the job preparation stage and the job search stage and the work data after joining the job.

[0029] Preferably, the job search sub-strategy includes:

[0030] Career planning sub-strategy, resume customization sub-strategy, mock interview sub-strategy, capacity improvement sub-strategy, job application sub-strategy, interview coaching sub-strategy, network expansion sub-strategy, internship practice sub-strategy, career development sub-strategy and psychological support sub-strategy.

[0031] Preferably, the interview coaching sub-strategy includes:

[0032] According to the recruitment information, obtaining the interview type;

[0033] A number of interview questions are set according to the interview type and interview experience over the years, and corresponding response templates are generated; the number of interview questions include open questions and customized questions;

[0034] Obtaining a preset standard answer based on the job seeker's language style and the question template;

[0035] Combine the preset standard answers with the job seeker's interview experience and own strengths, summarize and review them, and generate an interview improvement plan.

[0036] Preferably, the mock interview sub-strategy includes:

[0037] According to the recruitment information, obtaining the interview type;

[0038] An interview scenario is set up according to the interview type, allowing the job seeker to practice the interview in a close to real environment, and the interview is recorded for subsequent review and improvement.

[0039] A computer device comprises a memory, a processor and a computer program stored in the memory and executable on the processor, wherein when the processor executes the program, the steps of the campus recruitment and job search coaching method as described in any one of the above items are implemented.

[0040] The implementation of the present invention has the following beneficial effects:

[0041] The present invention constructs a job search guidance system based on the growth path model. By analyzing recruitment information, personal information and job search needs, a job search guidance strategy is formulated. Finally, by executing the optimized job search guidance strategy, job seekers are assisted in finding satisfactory jobs. The present invention reduces the blind submission of job seekers, increases the submission success rate of job seekers, and improves the job search efficiency of job seekers. BRIEF DESCRIPTION OF THE DRAWINGS

[0042] The present invention will be further described below with reference to the accompanying drawings and embodiments:

[0043] Figure 1 The present invention is a flowchart of a method for campus recruitment and job hunting guidance in one embodiment. DETAILED DESCRIPTION

[0044] In order to have a clearer understanding of the technical features, purposes and effects of the present invention, specific embodiments of the present invention are now described in detail with reference to the accompanying drawings.

[0045] In the following description, specific details such as specific system structures, technologies, etc. are provided for the purpose of illustration rather than limitation, so as to provide a thorough understanding of the embodiments of the present invention. However, it should be clear to those skilled in the art that the present invention may be implemented in other embodiments without these specific details. In other cases, detailed descriptions of well-known systems, devices, circuits, and methods are omitted to prevent unnecessary details from obstructing the description of the present invention.

[0046] An embodiment of the present invention provides a method for providing job hunting guidance for school recruitment, such as Figure 1 As shown, the following steps are included:

[0047] S1. Based on the growth model, build a complete and systematic job search coaching system.

[0048] It should be noted that the Growth Path Model is also known as the GROW Model. It consists of four steps. The first is G, Goal, that is, the goal. The job search guidance system helps job seekers find the positions they really want, that is, the job search needs, through a series of heuristic questions; then enter R, Reality, that is, facts, search for relevant facts around job search needs, such as recruitment information and personal information, difficulties, and resources. This process requires the job search guidance system and / or teachers to help job seekers expand their thinking, find content and dimensions beyond what they can currently see, and discover more possibilities, so as to move to the third step; the third step, 0, Option, is the choice of plan. Since job seekers see greater realistic possibilities, they open their minds to explore more options and find the best comparison party; finally, summarize. In the actual job search guidance process, teachers and job search guidance systems will take more methods to inspire job seekers to act enthusiastically, and provide support and inspection, and conduct phased guidance again until the purpose of job search is achieved.

[0049] S2. Collect recruitment information, conduct data analysis on the recruitment information, and develop a job search framework.

[0050] In some scenarios, recruitment information includes the company's business, company history, company location, company style, company structure, company classification, industry resources, positions, online application links, opening and closing times, company nature, etc. Different recruitment information can be obtained according to different needs, and there is no limitation here.

[0051] Furthermore, based on the location, style, structure, classification, business and other information of the recruitment information, a preliminary competency framework for the corresponding position can be established. Then, based on the competency framework, a job search framework can be further extended.

[0052] S3. Collect the job seekers' personal information and job search needs, and formulate a job search counseling strategy based on the job search framework. The job search counseling strategy includes several stages and job search sub-strategies corresponding to the stages.

[0053] Specifically, personal information includes name, contact information, educational background, professional skills, work experience, etc. Job search needs include job seekers' career interests, expected industries, job types, salary expectations, work location preferences, etc.

[0054] Furthermore, a job search counseling strategy is established based on empathy thinking, system thinking, and compound interest thinking.

[0055] Empathy refers to a deep understanding of the employer's needs and expectations. Job counseling strategies can help job seekers understand the needs and expectations of companies, interviewers or employers. At the same time, job counseling strategies can also assist or help job seekers make targeted adjustments to resumes, cover letters and interview strategies to better meet job requirements.

[0056] System thinking mainly helps job seekers comprehensively consider their career planning, industry development trends and career development paths, and then formulate scientific and reasonable job search strategies.

[0057] The questioning thinking mode of compound interest thinking can encourage job seekers to deeply explore job requirements, corporate culture and career development paths, and thus fully demonstrate their initiative and depth of thinking during the interview process.

[0058] S4. Execute the job search counseling strategy, provide feedback to job seekers on the job search sub-strategies at several stages in the job search counseling strategy, and collect personal update information and job search update information of job seekers at several stages.

[0059] Specifically, we provide personalized progress tracking and reminder services to ensure that job seekers do not experience delays or omissions during the job search process.

[0060] The personal update information and job search update information of job seekers collected in several stages can also be used to establish job seeker files, record the job seeker's job search process and growth trajectory, and provide job seekers with long-term career development advice and support.

[0061] S5. Dynamically optimize the job search counseling strategy according to the personal update information and the job search update information to obtain and execute the optimized job search counseling strategy until the end condition of the job search counseling strategy is met.

[0062] Specifically, dynamically optimizing the job search coaching strategy means flexibly adjusting and improving the coaching plan based on the job seeker's personal situation and the latest changes in the job market. This means that the coaching process is not static, but rather continuously monitors the job seeker's progress and market dynamics, and adjusts the coaching content, methods and goals in a timely manner to improve the success rate of job search. This optimization is responsive, ensuring that the coaching strategy always keeps pace with the job seeker's actual needs and market conditions until the job seeker achieves his or her employment goal or chooses to end the coaching.

[0063] Based on the growth model, the present invention analyzes recruitment information, personal information, and job-seeking needs to accurately position job seekers in their careers, and uses job-seeking counseling strategies to improve the all-round abilities of job seekers. Furthermore, because personal update information and job-seeking update information dynamically optimize job-seeking counseling strategies, job screening and application can be done efficiently, reducing blind submission and improving job-seeking efficiency.

[0064] In some executable embodiments, step S2 includes:

[0065] S21. Clean the recruitment information, remove invalid and erroneous data, and obtain recruitment data.

[0066] Collect original job information from different job websites, bulletin boards or internal databases. Check whether the data format of the job information, such as date, phone number, etc., conforms to the standard format. Identify and handle missing values, and decide whether to delete, fill or retain. Identify obvious errors, such as misspellings of job titles, unreasonable salary ranges, etc. Correct or delete erroneous data. Identify duplicate job information, which may be different postings for the same position, or exactly the same job advertisements. Merge or delete duplicate data. Make sure that the data fields of all job information are logically consistent, such as whether the work location and company address match. Classify and label the cleaned data, such as by industry, job type, etc. Store the cleaned data in a database and update it regularly to keep the data current.

[0067] S22. Establish a knowledge graph based on the work processes, job functions and responsibilities, work priorities and difficulties, and work qualities involved in the recruitment data.

[0068] Through entity recognition and relationship extraction, the workflow, job functions and responsibilities, job difficulties and difficulties, and job literacy are transformed into nodes and edges in the graph. These nodes represent entities such as positions and skills, and the edges represent the relationships between them, such as whether a position requires specific skills. The construction of the knowledge graph not only helps job seekers clearly understand the core requirements and workflow of each position, but also reveals the connections between different functions. At the same time, the knowledge graph is continuously optimized based on actual application feedback to improve its accuracy and practicality.

[0069] S23. Based on the knowledge graph, combined with statistical analysis and data mining methods, conduct in-depth analysis of the cleaned data to obtain a job profile.

[0070] First, through organizational analysis and talent data analysis, we identify the key capabilities and qualities required for the position. Then, through key personnel interviews and portrait workshops, we ensure the accuracy and practicality of the job portrait. Finally, we apply deep learning technology to improve the accuracy and robustness of the job portrait, providing job seekers with a scientific basis for job search and training.

[0071] S24. Determine the job search framework based on the job profile.

[0072] First, analyze the key responsibilities and skill requirements of the position. Then, extract common issues such as the professional skills, work experience and educational background required to evaluate the position profile and determine the job search framework.

[0073] In some executable embodiments, step S3 includes:

[0074] S31. Clean the personal information to obtain the job applicant's age, gender, family environment, household registration information, personal experience, and personal ability.

[0075] Assess the applicant's personal capabilities, including professional skills, soft skills, work experience and educational background.

[0076] S32. Combine age, gender, family environment, household registration information, personal experience, and personal ability with job-seeking needs and match them with different weights to generate a job seeker portrait.

[0077] Compare the applicant's personal abilities with the job requirements to identify matches and gaps.

[0078] S32. Select a suitable job profile based on job search needs and obtain the corresponding job search framework.

[0079] S33. Match the job applicant's profile with the job profile to obtain the job applicant's data to be promoted.

[0080] According to the job seeker's profile and job search needs, select the job profile that best matches them. Each job profile contains the key responsibilities, necessary skills and job requirements of the position. By comparing the job seeker profile with the job profile, you can determine the most suitable position type for the job seeker and obtain the corresponding job search framework accordingly.

[0081] S34. Combine the job search framework with the job seeker’s improvement data to generate a job search coaching strategy.

[0082] Based on the matching results of the job seeker's promotion data and job search framework, formulate personalized job search strategies, including resume customization, interview preparation and career development path planning.

[0083] In some executable embodiments, the job search coaching strategy is divided into several stages.

[0084] Several stages, including: career orientation stage, job search preparation stage and job search stage.

[0085] In some executable embodiments, the career orientation stage includes: generating a career development report and action suggestion report, and a job search progress sheet based on personal information and job search needs;

[0086] The job search preparation stage includes: generating job search sub-strategies and a follow-up plan based on the action suggestion report and the job search progress chart; visiting job seekers based on the follow-up plan to collect the strategy execution status, personal update information, and job search update information of the job search sub-strategy; updating the strategy data of the job search sub-strategy based on the strategy execution status, personal update information, and job search update information, and executing it; until the personal update information combined with the personal information meets the job search needs and the delivery requirements of the target position in the job search update information, the job search stage is entered;

[0087] The job search stage includes: collecting the application status and interview status of the target position according to the job search progress sheet or job seeker feedback; analyzing the application status and interview status to obtain personal update information and job search update information; updating the job search sub-strategy according to the personal update information and job search update information; judging whether it is necessary to regenerate the career development report, action suggestion report and job search progress sheet according to the updated job search sub-strategy; judging whether it is necessary to re-execute the job search sub-strategies of the job search preparation stage and the job search stage according to the updated job search sub-strategy.

[0088] In some executable embodiments, the several stages also include a career development stage.

[0089] The career development stage includes generating career development suggestions and providing career development assistance based on the process data collected from job seekers during the job preparation and job search stages and the work data after joining the company.

[0090] In some executable embodiments, the job search sub-strategy includes:

[0091] Career planning sub-strategy, resume customization sub-strategy, mock interview sub-strategy, capacity improvement sub-strategy, job application sub-strategy, interview coaching sub-strategy, network expansion sub-strategy, internship practice sub-strategy, career development sub-strategy and psychological support sub-strategy.

[0092] Specifically, the job search sub-strategies correspond to the ten job search counseling systems in the job search counseling system. The sub-strategies are flexible and easy to adjust according to needs; the system is stable and provides continuous support for personal development. The goals of the sub-strategies are specific and easy to quantify, while the goals of the system are macro and focus on the overall development of individuals. In short, the sub-strategies are part of the system, and the system provides the framework and direction for the sub-strategies.

[0093] The specific corresponding relationships are as follows:

[0094] 1. Career planning system: Help job seekers clarify their career goals and development paths. The career planning sub-strategies correspond to the career planning system.

[0095] Career planning sub-strategies refer to specific action plans or methods in the career planning process. They are specific steps or means to achieve career planning goals. The career planning system is more macroscopic. It is a comprehensive and systematic framework that includes all aspects of career planning, such as career positioning, goal setting, channel design, etc., providing a methodology for career planning sub-strategies.

[0096] 2. Resume customization system: Provide personalized resume customization services to improve resume quality. The resume customization sub-strategy corresponds to the resume customization system.

[0097] The scope of the resume customization system is broader. It not only includes the customization of the resume content, but also involves the overall structure, design style and overall matching degree of the resume with the job search goal. The purpose of the resume customization system is to create a fully optimized resume to adapt to different job search scenarios and provide a methodology for the resume customization sub-strategy.

[0098] Resume customization sub-strategies refer to specific action plans or methods in creating a fully optimized resume according to the resume customization system. They are specific steps or means to create a fully optimized resume. This includes in-depth exploration of resume content, in-depth analysis of the job market, and overall planning of personal branding. In order to increase the success rate of job hunting, resume customization sub-strategies will also adjust specific parts or specific goals of the resume for keyword optimization of a certain position, cultural adaptation for a specific company, or highlighting personal achievements in certain areas.

[0099] 3. Mock interview system: Provide mock interview opportunities and feedback to help job seekers improve their interview skills. The mock interview sub-strategies correspond to the mock interview system.

[0100] The main purpose of the mock interview system is to provide a structured method to help job seekers improve their interview skills in an all-round way. The mock interview sub-strategies focus on specific aspects or links in the mock interview, such as preparation skills for a specific type of interview (such as behavioral interviews, technical interview questions), or response strategies for a specific question. The mock interview sub-strategies are the action guides for the mock interview system, helping job seekers prepare and practice for specific situations in the mock interview.

[0101] 4. Capability improvement system: Provide training courses and online learning resources to help job seekers improve their professional skills. The capability improvement sub-strategy corresponds to the capability improvement system.

[0102] The capability improvement sub-strategy is a short-term, specific action plan for improving specific skills or capabilities, while the capability improvement system is a comprehensive, systematic, long-term plan that includes overall planning, tracking, and evaluation of skill improvement, providing a methodology for the capability improvement sub-strategy.

[0103] 5. Job application system: recommend suitable jobs to job seekers and help them prepare application materials. The job application sub-strategy corresponds to the job application system.

[0104] Job application sub-strategies refer to strategies for specific jobs or specific application situations, such as optimizing the application process for a specific company, customizing resumes for the special requirements of a certain industry, etc. Job application sub-strategies are more specific and flexible, and can be adjusted according to individual needs and market changes.

[0105] The job application system is a comprehensive and systematic framework that covers the entire process of job application, from job search, resume preparation, application submission to interview preparation, etc., providing a methodology for job application sub-strategies.

[0106] 6. Interview coaching system: Provide pre-interview coaching and suggestions to increase the success rate of interviews. The interview coaching sub-strategies correspond to the interview coaching system.

[0107] Interview coaching sub-strategies are strategies designed for specific stages or specific problems in the interview process, such as how to answer behavioral interview questions, how to demonstrate technical capabilities, etc.

[0108] The interview coaching system is a comprehensive and systematic framework, which not only includes the training of interview skills, but also covers the preparation before the interview, the application of strategies during the interview, the review and feedback after the interview, etc., providing a methodology for the interview coaching sub-strategies.

[0109] 7. Network expansion system: Help job seekers expand their network resources through activities such as alumni associations and industry exchange meetings. The network expansion sub-strategies correspond to the network expansion system.

[0110] Networking sub-strategies usually refer to methods of network building for specific situations or goals, such as attending industry-specific conferences or events to meet new people. They are highly targeted and focus on solving specific network development needs. When implementing network development sub-strategies, job seekers will also be subtly encouraged to build a network development system.

[0111] The network expansion system includes the establishment, maintenance and development of all formal or informal relationships between individuals and others. It covers multiple aspects, from identifying potential connections, taking the initiative to contact, continuous interaction to adapting to changes, and provides a methodology for network expansion sub-strategies.

[0112] 8. Internship practice system: provide internship opportunities and project practice to help job seekers accumulate practical work experience. The internship practice sub-strategy corresponds to the internship practice system.

[0113] Internship practice sub-strategies include improving a professional skill or solving a specific problem during the internship, or matching corresponding internship opportunities based on personal information. Internship practice sub-strategies mainly guide job seekers on how to achieve the goals of the internship practice system.

[0114] The internship practice system covers the entire process of internship practice, from preparation before the internship, execution during the internship to evaluation and feedback after the internship, providing a methodology for internship practice sub-strategies.

[0115] 9. Career development system: Provide career development consultation and support to job seekers to help them achieve career growth. The career development sub-strategies correspond to the career development system.

[0116] The career development system is a broader and more comprehensive concept. It includes the entire process of personal career development, from career goal setting, capacity building, skill development to network building, providing a methodology for career development sub-strategies.

[0117] A career development sub-strategy usually refers to an action plan taken for a specific area or specific goal in an individual's career development, such as improving a professional skill or obtaining a specific qualification certificate.

[0118] 10. Psychological support system: Provide psychological counseling services to help job seekers cope with stress and anxiety during the job search process. The psychological support sub-strategies correspond to the psychological support system.

[0119] Psychological support sub-strategies usually refer to psychological support methods for specific problems or needs, that is, by analyzing the job seeker's language, emotions and other aspects, different guidance is given to the job seeker.

[0120] The psychological support system is a more comprehensive and systematic plan for psychological changes in job-seeking scenarios, providing a methodology for psychological support sub-strategies.

[0121] Furthermore, the service content and evaluation criteria of the sub-strategies are as follows:

[0122] Career planning sub-strategies:

[0123] Services: Provide career orientation, goal setting and channel design to help job seekers develop plans and strategies to achieve their career goals, including learning new skills, acquiring new experiences, expanding interpersonal networks and finding suitable job opportunities.

[0124] Evaluation criteria: The effectiveness of career planning can be evaluated through goal achievement, performance evaluation, skill improvement, learning ability, feedback and improvement, and teamwork.

[0125] Resume customization sub-strategy:

[0126] Service content: Customize resumes according to the requirements of target companies and positions, including optimizing keywords, highlighting relevant work experience and project experience, and adjusting resume layout and content to match job requirements.

[0127] Evaluation criteria: resume writing standards, matching of age, rank and salary, resume completeness, continuity of work experience, job stability, etc.

[0128] Mock Interview Sub-Strategies:

[0129] Service content: Provides mock interview services, including exercises in different scenarios, AI feedback, personalized preparation and multi-language support, to help users improve their ability to cope with real interviews.

[0130] Evaluation criteria: Based on the interviewee’s answer content, expression and language use, as well as the improvement and progress after the mock interview.

[0131] Capacity enhancement sub-strategies:

[0132] Service content: Design personnel competency evaluation methods and tools based on competency models, conduct competency assessments through the organization and implementation of competency assessment activities, and understand the competency status of personnel based on the assessment results.

[0133] Evaluation criteria: including goal achievement, performance evaluation, skill improvement, learning ability, feedback and improvement, and teamwork.

[0134] Job application sub-strategy:

[0135] Service content: Assist job seekers to choose suitable positions to apply for and provide strategies and skills during the application process.

[0136] Evaluation criteria: including the success rate of job applications, interview invitation rate and OFFER acquisition rate.

[0137] Interview coaching sub-strategies:

[0138] Service content: Provide interview skills training, including preparation for behavioral interviews and technical interview questions, as well as mock interviews.

[0139] Evaluation criteria: Evaluation criteria can be based on the interviewee's performance, such as appearance, language fluency, explanation of key points and difficulties, teaching methods, etc.

[0140] Network development sub-strategies:

[0141] Service content: Guiding job seekers on how to build and expand their professional networks, including participating in industry events, social gatherings, etc.

[0142] Evaluation criteria: The breadth and depth of the network, and the number of opportunities obtained through the network.

[0143] Internship Practice Sub-Strategies:

[0144] Service content: Arrange job seekers to participate in internships to gain practical work experience and improve skills.

[0145] Evaluation criteria: performance during the internship, quality of the internship report, and ability development.

[0146] Career Development Sub-Strategies:

[0147] Service content: Provide career development path planning, including career positioning, goal setting and channel design.

[0148] Evaluation standards determine the rationality, adaptability and implementation effect of career development paths.

[0149] Psychological support sub-strategies:

[0150] Service content: Provide mental health education and career planning courses to help job seekers maintain mental and emotional balance in their career development.

[0151] Evaluation criteria: Applicants' mental health, ability to cope with stress, and career satisfaction.

[0152] In some feasible embodiments, the interview coaching sub-strategy includes:

[0153] Get the interview type based on the job posting.

[0154] Specifically, the types of interviews include: Structured interviews are also called standardized interviews, where all questions, possible answers, scoring criteria and operating procedures are prepared in advance. Unstructured interviews: Various topics can be discussed with applicants impromptu and randomly, and the content can be expanded at will. Semi-structured interviews: Combine the characteristics of structured interviews and unstructured interviews. Stress interviews: Put applicants in a tense atmosphere to test their ability to withstand pressure, emotional regulation and resilience. Non-stress interviews: Interviews conducted in a situation where there is no artificial pressure. Individual interviews: One-on-one interviews. Group interviews: Many-to-one interviews. Collective interviews: Many-to-many interviews. Sequential interviews: Each applicant is interviewed by several examiners in sequence. Situational interviews: Contains a series of scenario questions related to the position or job applied for, and these questions have predetermined clear answers. Leaderless group interviews: An interview assessment method that uses scenario simulation to conduct collective interviews with candidates. Video interviews: Interviews job seekers through video chats. Telephone interviews: Interviews conducted through telephone communication. On-site interviews: Interviewers and job seekers communicate directly face to face.

[0155] Several interview questions are set according to the interview type and interview experience over the years, and corresponding response templates are generated. Several interview questions include open questions and customized questions.

[0156] Based on the interview position and interview type, you can determine the focus and general direction of the interview, and get a response template based on the problems that will be encountered in the position, issues to be resolved, and job qualities.

[0157] Based on the applicant's language style and question template, a preset standard answer is obtained.

[0158] Combine the preset standard answers with the job seeker's interview experience and own strengths, summarize and review them, and generate an interview improvement plan.

[0159] Some examples of mock interview sub-strategies that can be implemented include:

[0160] Get the interview type based on the job posting.

[0161] Set up interview scenarios based on the interview type, allowing job seekers to practice interviews in a close-to-real environment, and record them for subsequent review and improvement.

[0162] In some executable embodiments, the job search counseling system established based on the GROW model includes: an intelligent job search counseling platform, three major thinking modes, six goal breakthroughs, seven-star full-time accompaniment service, ten counseling systems, intelligent supervision and guarantee, and campus recruitment information management system.

[0163] Among them, the intelligent job search guidance platform improves job search efficiency and success rate through personalized services, resume optimization, mock interviews, career planning and other multi-functional services. It uses AI technology for accurate job matching, resume analysis and interview training, while providing career assessment and competency models to help users understand their strengths and development direction.

[0164] The six-point breakthrough is to improve the all-round ability of job seekers only through job search counseling strategies. The details are as follows:

[0165] Based on the assessment results and industry analysis, the job search counseling strategy tailors a personalized career development path for job seekers to achieve a breakthrough in career positioning. The job search counseling strategy covers short-term, medium-term and long-term goals, and clearly defines the specific steps and strategies to achieve these goals.

[0166] The job search coaching strategy provides job seekers with coaching and support for skill certification exams, helping them obtain industry-recognized professional qualifications and achieve a systematic breakthrough in skill improvement.

[0167] Job search counseling strategy creates an exclusive online social platform to promote communication and cooperation among job seekers, share professional experience and resources, and promote breakthroughs in career network expansion:.

[0168] Job search counseling strategies provide job seekers with diversified job search channels, such as internal recommendations, recruitment websites, social media, etc., to improve job search efficiency and success rate, and make breakthroughs in job search strategy optimization.

[0169] The job search counseling strategy will provide job seekers with career adjustment suggestions based on the matching results of job profile and personal profile, including guidance on job promotion, career transformation, etc., to implement continuous breakthroughs in career development.

[0170] Job search counseling strategies provide job seekers with stress management guidance, including skills in time management, emotion regulation, etc., to help job seekers cope with career challenges with a positive attitude and promote breakthroughs in the integration of mental health and career planning.

[0171] The seven-star full-time companionship service includes the following seven points.

[0172] 1. Professional navigation and accompaniment: tailor-made personalized job search plans based on the job seeker's personal background, interests and hobbies, and career goals.

[0173] 2. Careful care and companionship: Provide meticulous care and support in every aspect of job hunting.

[0174] 3. Patient guidance and companionship: Assist job seekers to adjust their mindset, face the setbacks and difficulties in the job search process with a positive attitude, and provide patient guidance and encouragement.

[0175] 4. Efficient advancement and accompaniment: Provide personalized progress tracking and reminder services to ensure that job seekers do not procrastinate or miss any opportunities during the job search process.

[0176] 5. Enthusiastic and encouraging companionship: Create a positive job-seeking atmosphere and stimulate job seekers' enthusiasm and motivation by regularly holding exchange meetings, sharing sessions and other activities.

[0177] 6. Innovative training: Encourage job seekers to participate in project practice, simulated entrepreneurship and other activities to enhance their practical ability and innovative thinking.

[0178] 7. Reliable coaching and companionship: Establish a job seeker file, record the job seeker's job search process and growth trajectory, and provide job seekers with long-term career development advice and support.

[0179] Patient guidance helps job seekers maintain a positive attitude and cope with challenges. Efficient promotion reduces procrastination and improves job search efficiency through personalized progress tracking. Enthusiasm and motivation inspire enthusiasm through activities and create a positive job search atmosphere. Innovative training enhances practical ability and innovative thinking through practical activities and improves job seekers' market competitiveness. These benefits jointly promote job seekers' psychological resilience, efficiency, motivation and ability improvement in the job search process, increasing their chances of successful employment. Not only does it improve their job search skills and psychological quality, but it also enhances their market competitiveness and career development potential.

[0180] The present invention also provides a computer device, which includes a memory, a processor, and a computer program stored in the memory and executable on the processor. When the processor executes the program, the steps of any one of the above-mentioned campus recruitment and job search guidance methods are implemented.

[0181] The above embodiments only express the preferred implementation modes of the present invention, and the descriptions thereof are relatively specific and detailed, but they cannot be understood as limiting the patent scope of the present invention. It should be pointed out that, for ordinary technicians in this field, the above technical features can be freely combined without departing from the concept of the present invention, and several deformations and improvements can be made, which all belong to the protection scope of the present invention. Therefore, all equivalent changes and modifications made to the scope of the claims of the present invention should belong to the coverage of the claims of the present invention.

Claims

1. A method for coaching job hunting for campus recruitment, characterized in that: The following steps are involved: S1. Build a complete and systematic job search guidance system based on the growth model; S2. Collect recruitment information, conduct data analysis on the recruitment information, and develop a job search framework; S3, collecting personal information and job-seeking needs of job seekers, and formulating a job-seeking counseling strategy based on the job-seeking framework; wherein the job-seeking counseling strategy includes several stages and job-seeking sub-strategies corresponding to the several stages; S4, executing the job-hunting coaching strategy, feeding back the job-hunting sub-strategies of several stages in the job-hunting coaching strategy to the job seeker, and collecting the job seeker's personal update information and job-hunting update information in the several stages; S5. Dynamically optimize the job-seeking counseling strategy according to the personal update information and the job-seeking update information to obtain and execute the optimized job-seeking counseling strategy until an end condition of the job-seeking counseling strategy is met.

2. The job-hunting counseling method according to claim 1, characterized in that: The step S2 comprises: S21, cleaning the recruitment information to remove invalid and erroneous data to obtain recruitment data; S22. Establish a knowledge graph based on the work process, job functions and responsibilities, work difficulties and responsibilities, and work quality involved in the recruitment data; S23. Based on the knowledge graph, combined with statistical analysis and data mining methods, the cleaned data is deeply analyzed to obtain a job profile; S24. Determine the job search framework based on the job profile.

3. The job-hunting counseling method according to claim 2, characterized in that: The step S3 comprises: S31, cleaning the personal information to obtain the job seeker's age, gender, family environment, household registration information, personal experience, and personal ability; S32, matching the age, gender, family environment, household registration information, personal experience, and personal ability with job-seeking requirements with different weights to generate a job seeker portrait; S32, selecting a suitable job profile according to the job-seeking needs, and obtaining the corresponding job-seeking framework; S33, matching the job seeker portrait with the job profile to obtain job seeker promotion data; S34, combining the job search framework with the job seeker's data to be promoted to generate the job search coaching strategy.

4. The job-hunting counseling method according to claim 1, characterized in that: The job search coaching strategy described is divided into several stages; The several stages mentioned include: career positioning stage, job search preparation stage and job search stage.

5. The job-hunting counseling method according to claim 4, characterized in that: The career orientation stage includes: generating a career development report, an action suggestion report, and a job search progress sheet based on the personal information and the job search needs; The job search preparation stage includes: generating the job search sub-strategy and the return visit plan according to the action suggestion report and the job search progress sheet; returning the job seeker according to the return visit plan to collect the strategy execution status of the job search sub-strategy, the personal update information and the job search update information; updating the strategy data of the job search sub-strategy according to the strategy execution status, the personal update information and the job search update information, and executing the strategy data; until the personal update information combined with the personal information meets the job search requirements and the delivery requirements of the target position in the job search update information, the job search stage is entered; The job search stage includes: collecting the application status and interview status of the target position according to the job search progress sheet or the job seeker feedback; analyzing the application status and the interview status to obtain the personal update information and the job search update information; updating the job search sub-strategy according to the personal update information and the job search update information; judging whether it is necessary to regenerate the career development report, the action suggestion report and the job search progress sheet according to the updated job search sub-strategy; judging whether it is necessary to re-execute the job search sub-strategy of the job search preparation stage and the job search stage according to the updated job search sub-strategy.

6. The job-hunting counseling method according to claim 5, characterized in that: The several stages mentioned also include career development stages; The career development stage includes generating career development suggestions and providing career development assistance based on the process data collected from the job seeker during the job preparation stage and the job search stage and the work data after joining the job.

7. The job-hunting counseling method according to claim 1, characterized in that: The job search sub-strategy includes: Career planning sub-strategy, resume customization sub-strategy, mock interview sub-strategy, capacity improvement sub-strategy, job application sub-strategy, interview coaching sub-strategy, network expansion sub-strategy, internship practice sub-strategy, career development sub-strategy and psychological support sub-strategy.

8. The job-hunting counseling method according to claim 7, characterized in that: The interview coaching sub-strategies include: According to the recruitment information, obtaining the interview type; A number of interview questions are set according to the interview type and interview experience over the years, and corresponding response templates are generated; the number of interview questions include open questions and customized questions; Obtaining a preset standard answer based on the job seeker's language style and the question template; Combine the preset standard answers with the job seeker's interview experience and own strengths, summarize and review them, and generate an interview improvement plan.

9. The job-hunting counseling method according to claim 7, characterized in that: The mock interview sub-strategies include: According to the recruitment information, obtaining the interview type; An interview scenario is set up according to the interview type, allowing the job seeker to practice the interview in a close to real environment, and the interview is recorded for subsequent review and improvement.

10. A computer device, comprising a memory, a processor, and a computer program stored in the memory and executable on the processor, characterized in that: When the processor executes the program, the steps of the campus recruitment and job search counseling method as described in any one of claims 1-9 are implemented.

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