An employment service management system based on intelligent big data

Abstract

The present invention relates to the technical field of employment services, and particularly to an employment service management system based on intelligent big data. The system obtains enterprise recruitment requirements through a requirements acquisition unit, a requirements extraction unit extracts a number of requirement tags based on the recruitment requirements, a retrieval unit obtains a number of job seeking information that meets the recruitment requirements from an employment database based on the requirement tags, a screening unit screens the number of job seeking information according to preset screening tags to obtain a number of screened information, an auditing unit audits the screened information to obtain audit information and sends interview notices to the corresponding job seekers, a statistics unit counts the number of personnel increases of the enterprise within a preset period, an analysis unit determines whether the recruitment process meets the standards based on the comparison between the number of personnel increases and a preset value, and determines the reasons when the standards are not met. Finally, an adjustment module determines and adjusts the operating parameters of the corresponding unit based on the reasons, thereby optimizing the recruitment process and improving the recruitment efficiency of the enterprise.

Description

Technical Field

[0001] The present invention relates to the technical field of employment services, and particularly to an employment service management system based on intelligent big data. Background Art

[0002] Employment service management is one of the means of human resource allocation and social stable operation. Through some measures of employment service management, the needs of job seekers for employment or employers for hiring personnel can be met.

[0003] The current employment service system includes some recruitment platforms. By entering some resume information of job seekers and some recruitment requirements of enterprises through the platform, and then displaying information of relevant enterprises to job seekers or information of relevant job seekers to enterprises through the platform, so as to promote employment in related industries. However, the current existing technology only provides some basic information for the two parties, and cannot effectively monitor and feedback manage the employment situation. In actual situations, it will cause recruitment enterprises to be unable to accurately recruit the required job seekers or the number of recruited people is insufficient, which will in turn affect the recruitment efficiency of related enterprises, thus affecting the business conditions of enterprises, and also affecting the employment efficiency of job seekers. Summary of the Invention

[0004] Therefore, the present invention provides an employment service management system based on intelligent big data, which can determine whether the recruitment process meets the standards by monitoring the number of increased personnel in enterprises, and determine corresponding processing when the recruitment does not meet the standards to achieve self-regulation of the system, thereby improving the recruitment efficiency.

[0005] To achieve the above object, the present invention provides an employment service management system based on intelligent big data, including:

[0006] A demand acquisition unit, which is connected to an enterprise and is used for receiving the recruitment demand of the enterprise;

[0007] A demand extraction unit, which is connected to the demand acquisition unit and is used for extracting a plurality of demand tags based on the recruitment demand;

[0008] A retrieval unit, which is respectively connected to the demand extraction unit and an employment database, and is used for retrieving the employment database based on a plurality of the demand tags to obtain a plurality of job seeking information;

[0009] A screening unit, which is connected to the retrieval unit and is used for screening the job seeking information according to a preset screening tag to obtain screened information;

[0010] An auditing unit, which is connected to the screening unit and is used for auditing the screened information to obtain audited information, and sending an interview notice to the job seeker corresponding to the audited information;

[0011] A statistical unit, which is connected to the enterprise and used to count the number of personnel increases of the enterprise within a preset period;

[0012] An analysis unit, which is respectively connected to the review unit and the statistical unit, and is used to determine whether the recruitment process meets the standards based on the comparison result between the number of personnel increases and the preset number of personnel increases, and generate corresponding instructions based on the reasons for non-compliance;

[0013] An adjustment unit, which is respectively connected to the retrieval unit, the screening unit and the analysis unit, and is used to increase the number of job application information obtained by the retrieval unit, update the screening label of the screening unit or lower the judgment benchmark of the analysis unit based on the instruction.

[0014] Further, the analysis unit is used to make a judgment based on the comparison result between the personnel increase ratio and the preset personnel increase ratio stored in the analysis unit, or re-determine whether the recruitment process meets the standards based on the proportion of on-the-job personnel, and determine the reasons for non-compliance based on the interview notice sending rate when it is determined that the recruitment process does not meet the standards;

[0015] Among them, the personnel increase ratio is the ratio between the number of personnel increases and the number of personnel required for recruitment, the proportion of on-the-job personnel is the ratio between the actual number of people in the position and the expected number of people in the position, and the interview notice sending rate is the ratio between the number of review information and the total number of job application information.

[0016] Further, the analysis unit is also used to determine whether to lower the preset personnel increase ratio of the analysis unit based on the comparison result between the proportion of on-the-job personnel and the preset proportion of on-the-job personnel stored in the analysis unit.

[0017] Further, the analysis unit is also used to determine to lower the preset personnel increase ratio of the analysis unit based on the comparison result between the difference in the proportion of on-the-job personnel and the preset difference in the proportion of on-the-job personnel stored in the analysis unit, and the reduction range of the preset personnel increase ratio is directly proportional to the difference in the proportion of on-the-job personnel, where the difference in the proportion of on-the-job personnel is the difference between the proportion of on-the-job personnel and the preset proportion of on-the-job personnel.

[0018] Further, the analysis unit is also used to determine the reasons for non-compliance of the recruitment process based on the comparison result between the interview notice sending rate and the preset interview notice sending rate stored in the analysis unit, and determine the corresponding processing based on the reasons, including: updating the screening label of the screening unit, or re-determining the reasons for non-compliance of the recruitment process based on the interview completion rate, where the interview completion rate is the ratio between the actual number of people participating in the interview and the total number of interview notices sent.

[0019] Further, the screening unit is further configured to update the tags with a frequency of occurrence higher than a preset frequency of occurrence in the job application information excluded by the review unit during the previous review process to the screening tags, where, for a single tag, the number of job application information screened out after review with the tag is recorded as the preset frequency of occurrence.

[0020] Further, the analysis unit is further configured to determine to reduce the preset frequency of occurrence of the screening tags based on the comparison result between the transmission rate difference and the preset transmission rate difference pre-stored in the analysis unit, and the reduction amplitude of the preset frequency of occurrence is in a direct proportional relationship with the transmission rate difference.

[0021] Further, the analysis unit is further configured to re-determine the reasons for the unqualified recruitment process based on the comparison result between the interview completion degree and the preset interview completion degree pre-stored in the analysis unit, and determine corresponding processing based on the reasons, including: increasing the number of job application information acquired by the retrieval unit, or increasing the update frequency of the employment database.

[0022] Further, the analysis unit is further configured to determine to increase the update frequency of the employment database based on the comparison result between the completion degree difference and the preset completion degree difference pre-stored in the analysis unit, and the increase amplitude of the update frequency is in a direct proportional relationship with the completion degree difference, where the completion degree difference is the difference between the preset interview completion degree and the interview completion degree.

[0023] Further, the analysis unit is further configured to determine to increase the number of job application information acquired by the retrieval unit based on the comparison result between the ratio difference and the preset ratio difference pre-stored in the analysis unit, and the increase amplitude of the number of job application information is in a direct proportional relationship with the ratio difference, where the ratio difference is the difference between the preset personnel increase ratio and the personnel increase ratio.

[0024] Compared with the prior art, the beneficial effects of an employment service management system based on intelligent big data of the present invention are as follows: the system acquires the recruitment requirements of enterprises through the requirement acquisition unit, extracts a number of requirement tags based on the recruitment requirements through the requirement extraction unit, acquires a number of job application information that meets the recruitment requirements from the employment database through the retrieval unit based on the requirement tags, screens a number of job application information according to the preset screening tags through the screening unit to obtain a number of screened information, reviews the screened information through the review unit to obtain review information and sends interview notices to the corresponding job seekers, counts the number of personnel increases of the enterprise within a preset period through the statistics unit, determines whether the recruitment process meets the standards based on the comparison between the number of personnel increases and the preset number of personnel increases through the analysis unit, and determines the reasons when the standards are not met. Finally, the adjustment module determines to adjust the operating parameters of the corresponding unit based on the reasons, and then optimizes the recruitment process through self-adjustment, thereby improving the recruitment efficiency of the enterprise.

[0025] Furthermore, the present invention also determines whether the recruitment process meets the standards based on the comparison between the personnel increase ratio and the preset personnel increase ratio, and can determine the reasons based on the interview notice sending rate, so as to quickly adjust the operating parameters of the corresponding units in the system to optimize the recruitment process.

[0026] Furthermore, the present invention also re-determines the recruitment process based on the comparison result between the proportion of on-the-job personnel and the preset proportion of on-the-job personnel, thereby reducing misjudgment and improving the judgment accuracy for this process.

[0027] Furthermore, when the present invention determines that the current recruitment process meets the standards during the secondary determination, it can also reduce the preset personnel increase ratio of the analysis unit based on the difference in the proportion of on-the-job personnel, thereby expanding the judgment range for the recruitment to meet the standards, and helping the enterprise to complete the recruitment task quickly.

[0028] Furthermore, the present invention also determines the specific reasons why the recruitment process does not meet the standards based on the comparison result between the interview notice sending rate and the preset interview notice sending rate, and determines the corresponding handling based on the reasons. By updating the screening tags of the screening unit to increase the number of review messages, the number of interview candidates is increased, thereby improving the recruitment efficiency.

[0029] Furthermore, when the present invention updates the screening unit, it further determines to reduce the preset occurrence frequency of the screening tags based on the difference in the sending rate, thereby increasing the number of review messages.

[0030] Furthermore, when the present invention determines the reasons why the recruitment process does not meet the standards, it further determines the specific reasons based on the comparison result between the interview completion rate and the preset interview completion rate, thereby improving the accuracy of determining the reasons.

[0031] Furthermore, after the present invention further determines the reasons why the recruitment does not meet the standards, it determines the corresponding handling based on the reasons. By increasing the update frequency of the employment database or increasing the number of job hunting information obtained by the retrieval unit to optimize the recruitment process, the personnel increase ratio is increased, thereby improving the recruitment efficiency. BRIEF DESCRIPTION OF THE DRAWINGS

[0032] Figure 1 It is a schematic diagram of the modules of an employment service management system based on intelligent big data in this embodiment;

[0033] Figure 2 It is a schematic flowchart of an employment service management system based on intelligent big data in this embodiment;

[0034] Figure 3 It is a logic flowchart for determining whether the recruitment process meets the standards based on the personnel increase ratio in this embodiment;

[0035] Figure 4 This is the logic flowchart for determining the reasons why the recruitment process does not meet the standards based on the interview notice sending rate and correcting the recruitment process in this embodiment;

[0036] Figure 5 This is the logic flowchart for re-determining the reasons why the recruitment process does not meet the standards based on the interview completion rate and correcting the recruitment process in this embodiment. Detailed implementation manners

[0037] In order to make the objectives and advantages of the present invention clearer and more understandable, the present invention will be further described below in conjunction with embodiments; it should be understood that the specific embodiments described herein are only used to explain the present invention and are not used to limit the present invention.

[0038] The preferred implementation manners of the present invention will be described below with reference to the accompanying drawings. Those skilled in the art should understand that these implementation manners are only used to explain the technical principles of the present invention and do not limit the protection scope of the present invention.

[0039] It should be noted that in the description of the present invention, unless otherwise clearly defined and limited, the term "connection" should be understood in a broad sense. For example, it can be a fixed connection, a detachable connection, or an integral connection; it can be a mechanical connection or an electrical connection; it can be directly connected or indirectly connected through an intermediate medium, and it can be the communication inside two components. For those skilled in the art, the specific meanings of the above terms in the present invention can be understood according to specific situations.

[0040] In this embodiment, an employment service management system based on intelligent big data is provided. The employment service management system in this embodiment is a system for an enterprise to obtain job application information from an employment database and conduct audits. Through this system, the recruitment situation of the enterprise within a preset period can be monitored in real time, and it can be determined whether the current recruitment process meets the standards based on the number of increased personnel, that is, whether it meets the expected number of recruits of the enterprise. Moreover, the reasons why the recruitment process does not meet the standards can be determined based on the number of increased personnel, and then the self-adjustment of the system can be achieved through corresponding processing, thereby improving the recruitment efficiency of the enterprise.

[0041] Please refer to Figure 1As shown, it is a module schematic diagram of an employment service management system based on intelligent big data in this embodiment. The system includes an enterprise, an employment database, a demand acquisition unit, a demand extraction unit, a retrieval unit, a screening unit, an auditing unit, a statistics unit, an analysis unit, and an adjustment unit. The demand acquisition unit is connected to the enterprise for receiving the recruitment demands of the enterprise; the demand extraction unit is connected to the demand acquisition unit for extracting a number of demand tags based on the recruitment demands; the retrieval unit is respectively connected to the demand extraction unit and the employment database for retrieving the employment database based on the number of demand tags to obtain a number of job application information; the screening unit is connected to the retrieval unit for screening the job application information according to a preset screening tag to obtain screened information; the auditing unit is connected to the screening unit for auditing the screened information to obtain audited information and sending an interview notice to the job applicant corresponding to the audited information; the statistics unit is connected to the enterprise for counting the number of personnel increases of the enterprise within a preset period; an analysis unit, which is respectively connected to the auditing unit and the statistics unit for determining whether the recruitment process meets the standards based on the comparison result between the number of personnel increases and the preset number of personnel increases, and generating corresponding instructions based on the reasons for non-compliance; the adjustment unit is respectively connected to the retrieval unit, the screening unit, and the analysis unit for increasing the number of the job application information obtained by the retrieval unit, updating the screening tag of the screening unit, or lowering the determination benchmark of the analysis unit based on the instructions.

[0042] Specifically, in this embodiment, when an enterprise needs to recruit job seekers, it can receive the enterprise's recruitment requirements through the requirement acquisition unit connected to the enterprise; then obtain the recruitment requirements through the requirement extraction unit connected to the requirement acquisition unit, and extract several requirement tags based on the recruitment requirements. The requirement tags are key retrieval words classified and planned from the recruitment requirements, and corresponding information can be obtained based on these requirement tags; then obtain the requirement tags through the retrieval unit respectively connected to the requirement extraction unit and the employment database, and retrieve the job seeker information in the employment database based on the requirement tags to initially obtain several job information that meet the enterprise's recruitment requirements. Among them, each job information includes several tags. When retrieving, obtain the number of tags corresponding to the requirement tags in a single job information, and calculate the ratio between the number of tags and the total number of requirement tags. Denote this ratio as the job information ratio. When the job information ratio is greater than the preset job information ratio, obtain the job information; then further screen the obtained job information according to the preset exclusion tags through the screening unit connected to the retrieval unit to obtain several screened information. Such a setting can further screen before the interview, so that the recruitment personnel can quickly find job seekers who meet the enterprise's needs. Among them, when screening, obtain the number of tags corresponding to the exclusion tags in a single screened information, and calculate the ratio between the number of tags and the total number of exclusion tags. Denote this ratio as the screened information ratio. When the screened information ratio is less than or equal to the preset screened information ratio, obtain the screened information. In this embodiment, when the current enterprise first enables this management system, the preset exclusion tags have not been constructed yet. After enabling this management system more than once, the preset exclusion tags that meet the current enterprise's recruitment requirements are constructed and updated; then obtain the screened information through the review unit connected to the screening unit, and conduct a review based on the screened information to obtain review information, and then send an interview notice to the job seeker corresponding to the review information. Among them, the screened information obtained before the review is automatically screened and pushed to the enterprise by the management system according to the recruitment requirements, and the review information is obtained after the enterprise's recruitment personnel further review the screened information according to the actual situation of the enterprise; then obtain the number of personnel increases of the enterprise within the preset period through the statistical unit connected to the enterprise, providing corresponding data for the subsequent analysis of this employment service management system. The preset period refers to the duration from the issuance of the interview notice to the formal reporting to work of the job seeker at the enterprise;The analysis unit, which is connected to the review unit and the statistics unit respectively, obtains the number of newly added personnel, and determines whether the current recruitment process meets the standards based on the comparison result between the number of newly added personnel and the preset number of newly added personnel. When the number of newly added personnel is greater than the preset number of newly added personnel, it can be determined that the recruitment process meets the standards. If the recruitment process does not meet the standards, the corresponding reasons can be determined based on the number of newly added personnel, and corresponding instructions can be generated based on the reasons. Herein, meeting the standards means that this recruitment enables the number of newly added personnel to at least meet the expected number of recruited personnel of the enterprise at the current time; the adjustment unit, which is connected to the retrieval unit, the screening unit and the analysis unit respectively, obtains the instructions and adjusts the operating parameters in the corresponding units based on the instructions, realizing the self-adjustment of this employment service management system, and further being able to meet the enterprise's recruitment needs, increase the number of newly added personnel of the enterprise, and thus increase the number of employed personnel. The operating parameters to be adjusted include: increasing the number of job-seeking information obtained by the retrieval unit, updating the screening tags of the screening unit or lowering the judgment benchmark of the analysis unit.;

[0043] Please refer to Figure 2 as shown, which is a schematic flowchart of an employment service management system based on intelligent big data in this embodiment. The process includes:

[0044] S1: The demand acquisition unit connected to the enterprise receives the recruitment demand of the enterprise.

[0045] S2: The demand extraction unit connected to the demand acquisition unit extracts several demand tags based on the recruitment demand.

[0046] S3: The retrieval unit, which is connected to the demand extraction unit and the employment database respectively, retrieves the employment database based on several demand tags to obtain several job-seeking information.

[0047] S4: The screening unit connected to the retrieval unit screens the job-seeking information according to the preset screening tags to obtain the screened information.

[0048] S5: The review unit connected to the screening unit reviews the screened information to obtain the reviewed information, and sends interview notices to the job-seekers corresponding to the reviewed information.

[0049] S6: The statistics unit connected to the enterprise counts the number of newly added personnel of the enterprise within a preset period.

[0050] S7: The analysis unit, which is connected to the review unit and the statistics unit respectively, determines whether the recruitment process meets the standards based on the comparison result between the number of newly added personnel and the preset number of newly added personnel, and generates corresponding instructions based on the reasons for not meeting the standards.

[0051] S8: Based on the instruction, the adjustment unit connected to the retrieval unit, the screening unit, and the analysis unit respectively increases the quantity of the job application information obtained by the retrieval unit, updates the screening tags of the screening unit, or reduces the judgment criterion of the analysis unit.

[0052] Please refer to Figure 3 As shown, it is a logic flowchart for determining whether the recruitment process meets the standard based on the personnel increase ratio in this embodiment. The analysis unit is used to make a judgment based on the comparison result between the personnel increase ratio and the preset personnel increase ratio pre-stored in the analysis unit, or re-determine whether the recruitment process meets the standard based on the proportion of on-the-job personnel, and determine the reason for not meeting the standard based on the interview notice sending rate in the case where the recruitment process is determined not to meet the standard;

[0053] Among them, the personnel increase ratio is the ratio between the quantity of increased personnel and the quantity of personnel required for recruitment, the proportion of on-the-job personnel is the ratio between the actual number of personnel in the position and the expected number of personnel in the position, and the interview notice sending rate is the ratio between the quantity of the reviewed information and the total quantity of the job application information.

[0054] Specifically, in this embodiment, the preset personnel increase ratio L0 can be divided into the first preset personnel increase ratio L1 and the second preset personnel increase ratio L2. It is set that the preset personnel increase ratio standard L3 = 0.6, L1 = L3, L2 = 1.5×L3. It should be noted that in other embodiments, the values of L1, L2, and L3 can also be determined according to the relative recruitment requirements, and all personnel-related values are rounded up; the specific process of comparing the personnel increase ratio L with L1 and L2 is as follows:

[0055] If L < L1, it indicates that the quantity of increased personnel in the current preset period is relatively small. Therefore, it can be determined that the current recruitment process does not meet the standard, and it is necessary to determine the reason why the recruitment process does not meet the standard based on the interview notice sending rate P, where P is the ratio between the quantity of the reviewed information after review and the total quantity of the job application information obtained by the enterprise from the employment database; if L1 ≤ L < L2, at this time, it is impossible to accurately determine whether the current recruitment process meets the standard. In order to avoid misjudgment, it is necessary to further make a judgment based on the proportion of on-the-job personnel Q to ensure the accuracy of the judgment result; if L2 ≤ L, it indicates that the quantity of increased personnel in the current preset period is relatively large, and it can initially meet the enterprise's expected recruitment goal. Therefore, it can be determined that the current recruitment process meets the standard, and the subsequent recruitment work continues according to the current system settings.

[0056] Furthermore, the analysis unit is also used to determine whether to reduce the preset personnel increase ratio of the analysis unit based on the comparison result between the proportion of on-the-job personnel and the preset proportion of on-the-job personnel pre-stored in the analysis unit.

[0057] Specifically, in this embodiment, when performing the secondary determination, the on-the-job personnel ratio Q is the ratio between the actual number of personnel in the position and the expected number of personnel in the position. Given a fixed expected number of personnel in the position, the actual number of personnel in the position of the current enterprise can be determined through the on-the-job personnel ratio Q. Furthermore, the number of recruitment requirements can be calculated, which is the difference between the expected number of personnel in the position and the actual number of personnel in the position. When the Q value is larger, the number of recruitment requirements is smaller. When the number of recruitment requirements is smaller, the personnel increase ratio is larger. Therefore, when performing the re-determination, if the Q value is greater than the preset value, it indicates that the current recruitment process also meets the standards, and the determination benchmark at this time needs to be lowered to expand the scope of recruitment that meets the standards; the preset on-the-job personnel ratio Q0 = 0.5. The specific comparison process between Q and Q0 is as follows:

[0058] If Q ≤ Q0, it indicates that the actual number of personnel in the position during the current preset period is relatively small, while the corresponding number of recruitment requirements is relatively large. If L1 ≤ L < L2 at this time, it is determined that the increased number of personnel has not reached the actual recruitment target required by the enterprise for this position. Therefore, it can be determined that the current recruitment process does not meet the standards, and the reason for not meeting the standards needs to be determined based on the interview notice sending rate P; if Q0 < Q, it indicates that the actual number of personnel in the position during the current preset period is relatively large, while the corresponding number of recruitment requirements is relatively small. If L1 ≤ L < L2 at this time, it is determined that the increased number of personnel actually initially meets the actual recruitment target required by the enterprise for this position, and L at this time is qualified. Therefore, the L0 pre-stored in the analysis unit can be lowered to expand the determination range of recruitment that meets the standards, thereby helping the enterprise quickly complete the recruitment task.

[0059] Furthermore, the analysis unit is also used to determine to lower the preset personnel increase ratio of the analysis unit based on the comparison result between the on-the-job personnel ratio difference and the preset on-the-job personnel ratio difference pre-stored in the analysis unit, and the reduction amplitude of the preset personnel increase ratio is directly proportional to the on-the-job personnel ratio difference, where the on-the-job personnel ratio difference is the difference between the on-the-job personnel ratio and the preset on-the-job personnel ratio.

[0060] Specifically, in this embodiment, the preset on-the-job personnel ratio difference N0 can be divided into the first preset on-the-job personnel ratio difference N1 and the second preset on-the-job personnel ratio difference N2. The preset on-the-job personnel ratio difference standard N3 = 0.2, N1 = N3, N2 = 1.5 × N3. It should be noted that N1, N2, and N3 can be adjusted accordingly as needed; to lower the preset personnel increase ratio L of the analysis unit, specifically, it is to lower the second preset personnel increase ratio L2. The specific comparison process between the on-the-job personnel ratio difference N and N1 and N2 is as follows:

[0061] If N ≤ N1, the adjustment unit uses the first reference adjustment coefficient to reduce the preset personnel increase ratio L0 to 0.8 times the initial value, that is, to reduce the second preset personnel increase ratio L2 to 0.8 times the initial value; if N1 < N ≤ N2, the adjustment unit uses the second reference adjustment coefficient to reduce L0 to 0.6 times the initial value, that is, to reduce L2 to 0.6 times the initial value; if N2 < N, the adjustment unit uses the third reference adjustment coefficient to reduce L0 to 0.4 times the initial value, that is, to reduce L2 to 0.4 times the initial value. Specifically, in this embodiment, the reduction ratio of L0 or L2 can also be modified accordingly and the obtained values are all rounded up.

[0062] Please refer to Figure 4 As shown, it is a logic flowchart for determining the reasons for non - compliance of the recruitment process based on the interview notice sending rate and correcting the recruitment process in this embodiment. The analysis unit is also used to determine the reasons for non - compliance of the recruitment process based on the comparison result between the interview notice sending rate and the preset interview notice sending rate pre - stored in the analysis unit, and, based on the reasons, determine the corresponding processing, including: updating the screening label of the screening unit, or, re - determining the reasons for non - compliance of the recruitment process based on the interview completion rate, where the interview completion rate is the ratio between the actual number of people participating in the interview and the total number of interview notices sent.

[0063] Specifically, in this embodiment, the preset interview notice sending rate P0 = 0.7, and the comparison process between the interview notice sending rate P and P0 is as follows:

[0064] If P ≤ P0, it indicates that the number of audit information is relatively small. At this time, the reason for non - compliance of the recruitment process is that the number of job application information screened out is too large, resulting in insufficient job application information that can pass the audit. At this time, the screening label of the screening unit can be updated based on the sending rate difference M. By lowering the screening standard, the number of screened - out information is increased, thereby increasing the number of audit information to increase the interview notice sending rate P, so that the enterprise can meet the recruitment needs, where the sending rate difference M is the difference between P0 and P. If P0 < P, it indicates that the number of audit information is relatively large, so there is no problem in the screening process. At this time, it is necessary to re - determine the reasons for non - compliance of the recruitment process based on the interview completion rate V.

[0065] Further, the screening unit is also used to update the screening label with the labels that appear more frequently than the preset appearance frequency among the job application information excluded by the audit unit in the previous audit process. For a single label, the number of screened - out job application information with the label after audit is recorded as the preset appearance frequency.

[0066] Specifically, in this embodiment, the preset occurrence frequency K0 for a single tag is set to 5 times. If the occurrence frequency K of a tag is greater than 5 times, it can be recorded as a filtered tag. For this tag in a single job application information, regardless of how many times it appears in the single job application information, it is recorded as an occurrence frequency K of 1 time. By counting the job application information excluded during the review process and updating the tags with K greater than K0 into the filtered tags, the filtered information in the filtering unit can better meet the recruitment needs of the enterprise during the next screening. In this embodiment, when the enterprise first uses this system, the screening tags are empty. After using this system multiple times, the recruitment needs for this enterprise can be gradually improved based on the processing of intelligent big data, thereby improving the recruitment efficiency of the enterprise.

[0067] Furthermore, the analysis unit is also used to determine to reduce the preset occurrence frequency of the filtered tag based on the comparison result between the transmission rate difference and the preset transmission rate difference pre-stored in the analysis unit, and the reduction amplitude of the preset occurrence frequency is directly proportional to the transmission rate difference.

[0068] Specifically, in this embodiment, the preset transmission rate difference M0 can be divided into the first preset transmission rate difference M1 and the second preset transmission rate difference M2. The preset transmission rate difference standard M3 = 0.2 is set, M1 = 1.5×M3, and M2 = 2.5×M3. It should be noted that the values of M1, M2, and M3 can all be adjusted correspondingly. The specific process of comparing the transmission rate difference M with M1 and M2 is as follows:

[0069] If M ≤ M1, the adjustment unit uses the first frequency adjustment coefficient to reduce the preset occurrence frequency K0 to 0.8 times the initial value; if M1 < M ≤ M2, the adjustment unit uses the second frequency adjustment coefficient to reduce K0 to 0.6 times the initial value; if M2 < M, the adjustment unit uses the third frequency adjustment coefficient to reduce K0 to 0.4 times the initial value. Specifically, in this embodiment, the reduction multiples of K0 can all be adjusted correspondingly and are all rounded up.

[0070] Please refer to Figure 5 shown, which is a logic flow chart for re-determining the reasons for non-compliance in the recruitment process and correcting the recruitment process based on the interview completion degree in this embodiment. The analysis unit is also used to re-determine the reasons for non-compliance in the recruitment process based on the comparison result between the interview completion degree and the preset interview completion degree pre-stored in the analysis unit, and, based on the reasons, determine corresponding processing, including: increasing the number of job application information obtained by the retrieval unit, or increasing the update frequency of the employment database.

[0071] Specifically, in this embodiment, the preset interview completion degree V0 can be set to 0.85. The specific process of comparing the interview completion degree V with V0 is as follows:

[0072] If V ≤ V0, it indicates that the interview completion rate within the current preset period is relatively low. In fact, it means that the number of people actually participating in the interview is relatively small. Therefore, it can be determined that due to the untimely update of job-seeking information in the employment database, the job-seeking information of people who have already been employed has been sent to the enterprise, resulting in the people who received the interview notice being unable to participate in the interview, and further causing the recruitment process not to meet the standards. At this time, the update frequency of the employment database can be increased based on the comparison result between the completion difference H and the preset completion difference H0, where H is the difference between V0 and V. If V0 < V, it indicates that the interview completion rate within the current preset period is relatively high. In fact, it means that the number of people actually participating in the interview meets the expectation. Therefore, it can be determined that due to the insufficient quantity of job-seeking information obtained by the retrieval unit, that is, the number of resumes obtained from the employment database does not match the number of recruitment requirements. Even if the people who pass the interview this time are recruited into the enterprise, there is still a large gap from the expected personnel requirements for the position, resulting in the recruitment process not meeting the standards. At this time, the quantity of job-seeking information obtained by the retrieval unit can be increased based on the comparison result between the ratio difference F and the preset ratio difference F0, where F is the difference between the preset personnel increase ratio L0 and the personnel increase ratio L. More specifically, in this embodiment, F is the difference between L1 and L.

[0073] Furthermore, the analysis unit is also used to determine to increase the update frequency of the employment database based on the comparison result between the completion difference and the preset completion difference pre-stored in the analysis unit, and the increase amplitude of the update frequency is directly proportional to the completion difference, where the completion difference is the difference between the preset interview completion degree and the interview completion degree.

[0074] Specifically, in this embodiment, the preset completion difference H0 can be divided into the first preset completion difference H1 and the second preset completion difference H2. Set the preset completion difference standard H3 = 0.1, H1 = 2 × H3, H2 = 4 × H3. It should be noted that the values of H1, H2, and H3 can all be modified accordingly; the specific process of comparing the completion difference H with H0 is as follows:

[0075] The adjustment unit is also connected to the employment database. If H ≤ H1, the update frequency is increased to 1.5 times the initial value by using the first update frequency adjustment coefficient through the adjustment unit; if H1 < H ≤ H2, the update frequency is increased to 2 times the initial value by using the second update frequency adjustment coefficient through the adjustment unit; if H2 < H, the update frequency is increased to 2.5 times the initial value by using the third update frequency adjustment coefficient through the adjustment unit; specifically, in this embodiment, the magnification of the increase in the update frequency can also be other values.

[0076] Further, the analysis unit is further configured to determine to increase the number of the job-seeking information obtained by the retrieval unit based on the comparison result between the ratio difference and a preset ratio difference pre-stored in the analysis unit, and the increase range of the number of the job-seeking information is in a direct proportion relationship with the ratio difference, where the ratio difference is the difference between the preset personnel increase ratio and the personnel increase ratio.

[0077] Specifically, in this embodiment, the ratio difference F is specifically the difference between the first preset personnel increase ratio L1 and the personnel increase ratio L. The preset ratio difference F0 can be divided into a first preset ratio difference F1 and a second preset ratio difference F2. The specific process of comparing F with F1 and F2 is as follows:

[0078] If F ≤ F1, the adjustment unit uses the first job-seeking information acquisition quantity adjustment coefficient to increase the acquisition quantity of the job-seeking information to 2 times the initial value; if F1 < F ≤ F2, the adjustment unit uses the second job-seeking information acquisition quantity adjustment coefficient to increase the acquisition quantity of the job-seeking information to 4 times the initial value; if F2 < F, the adjustment unit uses the third job-seeking information acquisition quantity adjustment coefficient to increase the acquisition quantity of the job-seeking information to 6 times the initial value. Specifically, in this embodiment, the increase multiple of the acquisition quantity of the job-seeking information can also be other values.

[0079] So far, the technical solution of the present invention has been described in conjunction with the preferred embodiments shown in the drawings. However, it is easy for those skilled in the art to understand that the protection scope of the present invention is obviously not limited to these specific embodiments. Without departing from the principle of the present invention, those skilled in the art can make equivalent changes or substitutions to the relevant technical features, and the technical solutions after these changes or substitutions will all fall within the protection scope of the present invention.

[0080] The above are only the preferred embodiments of the present invention and are not used to limit the present invention. For those skilled in the art, the present invention can have various changes and modifications. Any modification, equivalent substitution, improvement, etc. made within the spirit and principle of the present invention shall be included in the protection scope of the present invention.

Claims

1. An employment service management system based on intelligent big data, characterized in that Comprising: A requirement acquisition unit, which is connected to an enterprise and is used to receive the recruitment requirements of the enterprise; A requirement extraction unit, which is connected to the requirement acquisition unit and is used to extract a number of requirement tags based on the recruitment requirements; A retrieval unit, which is respectively connected to the requirement extraction unit and an employment database, and is used to retrieve the employment database based on a number of the requirement tags to obtain a number of job seeking information; A screening unit, which is connected to the retrieval unit and is used to screen the job seeking information according to a preset screening tag to obtain screened information; An auditing unit, which is connected to the screening unit and is used to audit the screened information to obtain audited information and send an interview notice to the job seekers corresponding to the audited information; A statistics unit, which is connected to the enterprise and is used to count the number of personnel increases of the enterprise within a preset period; An analysis unit, which is respectively connected to the auditing unit and the statistics unit, and is used to determine whether the recruitment process meets the standards based on the comparison result between the number of personnel increases and a preset number of personnel increases, and generate corresponding instructions based on the reasons for non-compliance; An adjustment unit, which is respectively connected to the retrieval unit, the screening unit and the analysis unit, and is used to increase the number of the job seeking information obtained by the retrieval unit, update the screening tag of the screening unit or lower the determination benchmark of the analysis unit based on the instruction; The analysis unit is used to make a determination based on the comparison result between the personnel increase ratio and a preset personnel increase ratio pre-stored in the analysis unit, or re-determine whether the recruitment process meets the standards based on the ratio of the on-the-job personnel, and determine the reasons for non-compliance based on the interview notice sending rate in the case that the recruitment process does not meet the standards; Wherein, the personnel increase ratio is the ratio between the number of personnel increases and the number of recruitment requirement personnel, the ratio of the on-the-job personnel is the ratio between the actual number of personnel in a position and the expected number of personnel in the position, and the interview notice sending rate is the ratio between the number of the audited information and the total number of the job seeking information; Wherein, the preset personnel increase ratio includes a first preset personnel increase ratio and a second preset personnel increase ratio greater than the first preset personnel increase ratio. When the personnel increase ratio is less than the first preset personnel increase ratio, it is determined that the recruitment process does not meet the standards. When the personnel increase ratio is greater than or equal to the first preset personnel increase ratio and less than the second preset personnel increase ratio, a further determination is made based on the ratio of the on-the-job personnel. When the personnel increase ratio is greater than or equal to the second preset personnel increase ratio, it is determined that the recruitment process meets the standards; The analysis unit is also used to determine whether to lower the preset personnel increase ratio of the analysis unit based on the comparison result between the ratio of the on-the-job personnel and a preset ratio of the on-the-job personnel pre-stored in the analysis unit; Wherein, when the ratio of the on-the-job personnel is less than or equal to the preset ratio of the on-the-job personnel, it is determined that the recruitment process does not meet the standards and the reasons for non-compliance are determined based on the interview notice sending rate. When the ratio of the on-the-job personnel is greater than the preset ratio of the on-the-job personnel, it is determined to lower the preset personnel increase ratio.

2. The employment service management system based on intelligent big data according to claim 1, characterized in that, The analysis unit is further configured to determine to reduce the preset personnel increase ratio of the analysis unit based on the comparison result between the on-duty personnel ratio difference and the preset on-duty personnel ratio difference stored in the analysis unit, and the reduction range of the preset personnel increase ratio is in a direct proportion relationship with the on-duty personnel ratio difference, where the on-duty personnel ratio difference is the difference between the on-duty personnel ratio and the preset on-duty personnel ratio.

3. The employment service management system based on intelligent big data according to claim 1, characterized in that, The analysis unit is further configured to determine the reason why the recruitment process does not meet the standard based on the comparison result between the interview notice sending rate and the preset interview notice sending rate stored in the analysis unit, and determine corresponding processing based on the reason, including: updating the screening label of the screening unit, or re-determining the reason why the recruitment process does not meet the standard based on the interview completion rate, where the interview completion rate is the ratio of the actual number of people participating in the interview to the total number of interview notices sent.

4. The employment service management system based on intelligent big data according to claim 3, characterized in that, The screening unit is further configured to update the labels with a frequency higher than the preset frequency in the job application information excluded during the previous review process by the review unit to the screening labels, where for a single label, the number of job application information screened out after review with the label is recorded as the preset frequency.

5. The employment service management system based on intelligent big data according to claim 4, characterized in that The analysis unit is further configured to determine to reduce the preset frequency of the screening label based on the comparison result between the sending rate difference and the preset sending rate difference stored in the analysis unit, and the reduction range of the preset frequency is in a direct proportion relationship with the sending rate difference.

6. The employment service management system based on intelligent big data according to claim 3, characterized in that, The analysis unit is further configured to re-determine the reason why the recruitment process is unqualified based on the comparison result between the interview completion rate and the preset interview completion rate stored in the analysis unit, and determine corresponding processing based on the reason, including: increasing the number of job application information obtained by the retrieval unit, or increasing the update frequency of the employment database.

7. The employment service management system based on intelligent big data according to claim 6, characterized in that, The analysis unit is further configured to determine to increase the update frequency of the employment database based on the comparison result between the completion rate difference and the preset completion rate difference stored in the analysis unit, and the increase range of the update frequency is in a direct proportion relationship with the completion rate difference, where the completion rate difference is the difference between the preset interview completion rate and the interview completion rate.

8. The employment service management system based on intelligent big data according to claim 6, characterized in that, The analysis unit is further configured to determine to increase the number of job application information obtained by the retrieval unit based on the comparison result between the ratio difference and the preset ratio difference stored in the analysis unit, and the increase range of the number of job application information is in a direct proportion relationship with the ratio difference, where the ratio difference is the difference between the preset personnel increase ratio and the personnel increase ratio.

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