Cloud recruitment method, system, platform, medium and equipment based on rational job search assistance

Abstract

The present invention provides a cloud recruitment method, system, platform, medium, and device based on rational job search assistance. The method includes: preliminarily matching target job seekers with enterprises based on cloud recruitment and establishing a recruitment relationship between the job seekers and the enterprises; providing rational job search assistance to the target job seekers; and allowing the target job seekers to choose whether to cancel the established recruitment relationship with the enterprise during the process of receiving the rational job search assistance. The rational job search assistance at least includes: assisting the target job seekers in entering the enterprise's virtual workplace for work experience; and / or assisting the target job seekers in entering the enterprise's virtual cultural scene for a quick overview. This method comprehensively and effectively solves the problem of job seekers' lack of rational decision-making during the job search process, ensuring that job seekers can fully consider underlying factors such as actual work conditions and corporate culture when making decisions, avoiding ignoring these key factors and thus avoiding a series of negative impacts on both job seekers and enterprises.

Description

Technical Field

[0001] The present invention relates to the field of computer data processing technology, and in particular to a cloud recruitment method, system, platform, medium and equipment based on rational job search assistance. Background Art

[0002] The current cloud recruitment method mainly relies on intelligent matching algorithms, which provide corresponding support to job seekers and companies by analyzing the match between job seekers' resumes and corporate recruitment requirements.

[0003] However, this approach can lead job seekers to lack rational decision-making during the job search process. They often make choices based solely on the superficial match between their resume and the job requirements, overlooking deeper factors like actual job expectations and corporate culture. If a job seeker joins a company under these circumstances, they may face significant adaptation challenges, which can negatively impact their job satisfaction and even limit their career development.

[0004] For companies, irrational decisions made by job seekers may lead to a series of negative consequences, not only significantly increasing recruitment costs but also weakening the overall work efficiency of the team.

[0005] Therefore, there is an urgent need for a more comprehensive and effective solution to help job seekers make more rational decisions while ensuring that companies can find more suitable talents. Summary of the Invention

[0006] One of the purposes of the present invention is to provide a cloud recruitment method based on rational job search assistance. First, the cloud recruitment platform is used to preliminarily match target job seekers for enterprises. Then, rational job search assistance is provided to the target job seekers to help them deeply experience the enterprise's working environment and fully understand the corporate culture. Finally, the job seekers are given the opportunity to make their own choices and decide whether to continue to maintain a recruitment relationship with the enterprise. This method comprehensively and effectively solves the problem of job seekers' lack of rational decision-making in the job search process, ensures that job seekers can fully consider deep-seated factors such as actual work conditions and corporate culture when making decisions, avoid ignoring these key factors, and thus avoid a series of negative impacts on both job seekers and enterprises.

[0007] An embodiment of the present invention provides a cloud recruitment method based on rational job search assistance, comprising:

[0008] Based on cloud recruitment, we can initially match target job seekers for enterprises and establish recruitment relationships between job seekers and enterprises;

[0009] Provide rational job search assistance to target job seekers;

[0010] During the process of the target job seeker receiving rational job search assistance, the target job seeker can choose whether to cancel the recruitment relationship established with the enterprise;

[0011] The rational job search assistance provided to the target job seekers at least includes:

[0012] Assist target job seekers to enter the company's virtual workplace for work experience;

[0013] and / or,

[0014] Assist target job seekers to enter the company's virtual cultural scene for a quick overview.

[0015] Optionally, assisting the target job seeker to enter the company's virtual workplace for work experience includes:

[0016] When the weighted sum of the progress and frequency of the target job seeker's most recent experience with the same first work item in the virtual workplace exceeds a threshold, a description vector is generated for the remaining progress content of the first work item and the feature distribution of the second work item that the target job seeker has not experienced in the virtual workplace to obtain a first description vector;

[0017] A set of experience level elements matching the first description vector;

[0018] Create experience level scenes in the virtual workplace based on the experience level element set;

[0019] Guide target job seekers into the experience level scene;

[0020] Based on the target job seeker's experience behavior information generated in the experience level scene, make decisions to actively interact and control the timeline;

[0021] Based on the active interaction control timeline, the experience level scene is controlled to actively interact with the target job seekers accordingly.

[0022] Optionally, the decision to actively interact and control the timeline based on the experience behavior information generated by the target job seeker in the experience level scenario includes:

[0023] Generate an experience behavior sequence based on the experience behavior information;

[0024] Create a difficulty sequence; where the i-th difficulty in the difficulty sequence represents the degree of difficulty of the experience indicated by the first i experience behaviors in the experience behavior sequence; the representative moment of the i-th difficulty in the difficulty sequence is the moment when the i-th experience behavior in the experience behavior sequence occurs; i = 1, 2, ..., N; N is the total number of experience behaviors in the experience behavior sequence and the total number of difficulty levels in the difficulty sequence;

[0025] Based on the difficulty-time coordinate system, a difficulty-time curve is created according to each difficulty in the difficulty sequence and its representative moment;

[0026] Create a retroactive time interval; the start time of the retroactive time interval is the earliest time among the consecutive peak difficulty moments on the difficulty-time curve, and the end time is the latest time among the consecutive peak difficulty moments on the difficulty-time curve;

[0027] The target job seeker's experience behavior generated during the retrospective time interval and the performance behavior generated during the experience level scenario during the retrospective time interval are represented by a description vector to obtain a second description vector;

[0028] Active interactive control knowledge matching the second description vector;

[0029] Based on the active interactive control knowledge, the active interactive control timeline is decided.

[0030] Optionally, the step of assisting the target job seeker in entering the virtual cultural scene of the enterprise for a quick overview includes:

[0031] When the target job seeker's most recent stay at the first browsing position in the virtual cultural scene exceeds a threshold time, if the target job seeker switches continuously from the current first browsing perspective to multiple second browsing perspectives and then switches back to the first browsing perspective, a browsing position change trigger condition is generated based on a first relative position relationship between the second browsing position where the target job seeker has historically stayed and the first browsing position in the second browsing perspective to which the target job seeker has switched most recently;

[0032] When the target job seeker changes his browsing position from the first browsing position to a point where a browsing position change trigger condition is met, target content related to the second browsing content freely visible at the first browsing position in the virtual cultural scene is determined from the first browsing content when the target job seeker historically stayed at the second browsing position;

[0033] Generate a quick overview interface based on the target content;

[0034] All browsing position changes made by the target job seeker starting from the first browsing position are canceled, so that the target job seeker can view the content quick view interface at the first browsing position.

[0035] Optionally, the browsing location change triggering condition includes at least:

[0036] After the browsing positions are changed more than a threshold number of times, the similarities between the second relative position relationships between each of the plurality of third browsing positions and the first browsing position and the first relative position relationship all exceed the similarity threshold.

[0037] Optionally, generating a content overview interface based on the target content includes:

[0038] Determining, from the second browsing content, partial content visible from the first browsing perspective;

[0039] Arrange multiple sub-contents in the target content from top to bottom in the initial interface according to their relevance to the local content, so as to obtain a content quick-view interface.

[0040] An embodiment of the present invention provides a cloud recruitment system based on rational job search assistance, including:

[0041] The cloud recruitment module is used to preliminarily match target job seekers for enterprises based on cloud recruitment, and to establish recruitment relationships between job seekers and enterprises;

[0042] Rational job search assistance module, used to provide rational job search assistance to target job seekers;

[0043] The relationship cancellation selection support module is used to allow target job seekers to choose whether to cancel the recruitment relationship established with the company during the process of receiving rational job search assistance;

[0044] The rational job-hunting assistance module provides rational job-hunting assistance to the target job seeker, which at least includes:

[0045] Assist target job seekers to enter the company's virtual workplace for work experience;

[0046] and / or,

[0047] Assist target job seekers to enter the company's virtual cultural scene for a quick overview.

[0048] An embodiment of the present invention provides a cloud recruitment platform based on rational job search assistance, wherein the cloud recruitment platform adopts any of the above-described methods to perform cloud recruitment.

[0049] An embodiment of the present invention provides a computer-readable storage medium, wherein a computer program is stored on the computer-readable storage medium, and a processor executes the computer program to implement any of the above methods.

[0050] An embodiment of the present invention provides an electronic device, which includes a memory and a processor. The memory stores a computer program, and the processor executes the computer program to implement any one of the methods described above.

[0051] Other features and advantages of the present invention will be described in the following description, and in part will become apparent from the description, or will be understood by practicing the present invention. The purpose and other advantages of the present invention can be realized and obtained by the structures particularly pointed out in the written description and the accompanying drawings.

[0052] The technical solution of the present invention is further described in detail below through the accompanying drawings and embodiments. BRIEF DESCRIPTION OF THE DRAWINGS

[0053] The accompanying drawings are used to provide a further understanding of the present invention and constitute a part of the specification. Together with the embodiments of the present invention, they are used to explain the present invention and do not constitute a limitation of the present invention. In the accompanying drawings:

[0054] Figure 1 Schematic diagram of a cloud recruitment method based on rational job search assistance in an embodiment of the present invention;

[0055] Figure 2 Schematic diagram of a cloud recruitment system based on rational job search assistance in an embodiment of the present invention. DETAILED DESCRIPTION

[0056] The preferred embodiments of the present invention are described below with reference to the accompanying drawings. It should be understood that the preferred embodiments described herein are only used to illustrate and explain the present invention, and are not used to limit the present invention.

[0057] Example 1:

[0058] The embodiment of the present invention provides a cloud recruitment method based on rational job search assistance, such as Figure 1 Shown, including:

[0059] S1. Based on cloud recruitment, we can initially match target job seekers for enterprises and establish recruitment relationships between job seekers and enterprises;

[0060] S2. Provide rational job search assistance to target job seekers;

[0061] S3. During the process of the target job seeker receiving rational job search assistance, the target job seeker may choose whether to cancel the recruitment relationship established with the enterprise;

[0062] Wherein, said S2, providing rational job search assistance to target job seekers, at least includes:

[0063] Assist target job seekers to enter the company's virtual workplace for work experience;

[0064] and / or,

[0065] Assist target job seekers to enter the company's virtual cultural scene for a quick overview.

[0066] First, based on cloud recruitment, we use indicators such as cosine similarity and Jaccard similarity to analyze the matching degree between job seekers' resumes and corporate recruitment requirements. The corresponding job seekers whose matching degree exceeds the matching threshold (such as 90%) are selected as target job seekers. The established recruitment relationship represents that the target job seekers preliminarily meet the corporate recruitment requirements.

[0067] Next, the target job seekers are provided with rational job search assistance, which includes at least two methods: entering a virtual workplace for work experience and entering a virtual cultural scene for a quick overview. The virtual workplace is a virtual scene that simulates the work of people after entering the company's recruitment positions, and the target job seekers can experience work in it. The virtual cultural scene is equipped with content information related to the company's corporate culture, and the target job seekers can gain an in-depth understanding of the company's corporate culture.

[0068] Finally, by receiving rational job search assistance, the target job seeker can make an in-depth and rational analysis of whether he or she is suitable for the job that the company is recruiting for, and thus choose whether to cancel the established recruitment relationship with the company. If not, the target job seeker will be pushed to the company.

[0069] This application first uses the cloud recruitment platform to initially match companies with target job seekers. It then provides them with rational job search assistance, helping them to gain a deeper understanding of the company's work environment and corporate culture. Finally, it gives job seekers the opportunity to independently decide whether to continue the recruitment relationship with the company. This effectively and comprehensively addresses the lack of rational decision-making among job seekers during the job search process, ensuring that job seekers fully consider underlying factors such as the actual work situation and corporate culture when making decisions, avoiding overlooking these key elements and thus preventing a series of negative impacts on both job seekers and companies.

[0070] Specifically, smart contracts can be used to facilitate data communication between companies and job seekers.

[0071] Authorized institutions can issue certificates to individuals, including academic qualifications or work experience certificates. The issuance process requires providing necessary data (e.g., academic qualification type, major, university of graduation, company employed, position, start and end dates, etc.) as well as the Ethereum address of the individual receiving the certificate. The specific certificate issuance contract code is as follows:

[0072] pragma solidity ^0.8.0;

[0073] contract CredentialIssuanceContract {

[0074] / / List of authorized certificate issuing agency addresses

[0075] mapping(address => bool) public authorizedIssuers;

[0076] / / Credentials structure

[0077] struct Credential {

[0078] CredentialType credentialType; / / credential type (education / work experience)

[0079] address issuer; / / Issuing authority address

[0080] bytes credentialData; / / credential data (JSON format or other structured data)

[0081] uint256 issueTime; / / Issuance time

[0082] bool isRevoked; / / Has it been revoked?

[0083] }

[0084] / / Credential type enumeration

[0085] enum CredentialType { EDUCATION, WORK_EXPERIENCE}

[0086] / / Credential ID self-increment counter

[0087] uint256 public credentialCounter;

[0088] / / Store credential information, credential ID => credential structure

[0089] mapping(uint256 => Credential) public credentials;

[0090] / / Event: Certificate Issued

[0091] event CredentialIssued(

[0092] uint256 credentialId,

[0093] CredentialType credentialType,

[0094] address recipient,

[0095] address issuer );

[0097] / / Event: Credential revocation

[0098] event CredentialRevoked(uint256 credentialId, address issuer);

[0099] / / Contract deployer address, acting as administrator

[0100] address public admin;

[0101] constructor() {

[0102] admin = msg.sender;

[0103] authorizedIssuers[msg.sender] = true; / / The address where the contract is deployed defaults to the authorized issuer

[0104] }

[0105] / / Set the authorized issuing agency

[0106] function setAuthorizedIssuer(address _issuer, bool _isAuthorized)public onlyAdmin {

[0107] authorizedIssuers[_issuer] = _isAuthorized;

[0108] }

[0109] / / Issue certificate

[0110] function issueCredential(

[0111] CredentialType _credentialType,

[0112] address _recipient,

[0113] bytes memory _credentialData / / Use bytes storage, the actual application can be more refined data structure

[0114] ) public onlyAuthorizedIssuer {

[0115] credentialCounter++; / / Increment credential ID

[0116] uint256 credentialId = credentialCounter;

[0117] credentials[credentialId] = Credential({

[0118] credentialType: _credentialType,

[0119] issuer: msg.sender,

[0120] credentialData: _credentialData,

[0121] issueTime: block.timestamp,

[0122] isRevoked: false

[0123] });

[0124] emit CredentialIssued(credentialId, _credentialType, _recipient,msg.sender);

[0125] / / TODO: You can add logic here, such as automatically calling the receiving contract, or notifying the user of the receipt certificate through an event

[0126] }

[0127] / / Revoke credentials

[0128] function revokeCredential(uint256 _credentialId) publiconlyAuthorizedIssuer {

[0129] require(credentials[_credentialId].issuer == msg.sender, "You are not the issuer of this credential.");

[0130] require(!credentials[_credentialId].isRevoked, "Credential alreadyrevoked.");

[0131] credentials[_credentialId].isRevoked = true;

[0132] emit CredentialRevoked(_credentialId, msg.sender);

[0133] }

[0134] / / Modifier: Only administrators can call

[0135] modifier onlyAdmin() {

[0136] require(msg.sender == admin, "Only admin can call this function.");

[0137] _;

[0138] }

[0139] / / Modifier: Only authorized issuers can call

[0140] modifier onlyAuthorizedIssuer() {

[0141] require(authorizedIssuers[msg.sender], "You are not an authorized issuer.");

[0142] _;

[0143] }

[0144] }

[0145] Secondly, each user can have his or her own credential management contract instance, which is used to perform the following functions:

[0146] Receive Credentials: The user calls this function to receive a credential issued by an authorized institution. The credential data will be stored in the user's contract, and the receipt of the credential will be recorded through events.

[0147] Authorized View: Users can authorize a specific third party (e.g., a recruitment company) to view their credential information within a certain period of time. Authorization information is also recorded on the chain.

[0148] Revocation of authorization: Users can revoke the granted viewing authorization at any time.

[0149] Query credentials: Users can query the list and detailed information of their credentials.

[0150] The specific user credential management contract code is as follows:

[0151] pragma solidity ^0.8.0;

[0152] contract UserCredentialManagementContract {

[0153] / / User address

[0154] address public owner;

[0155] / / Received credential ID list

[0156] uint256[] public credentialIds;

[0157] / / Authorized viewing records, authorization object address => credential ID => authorization expiration time

[0158] mapping(address => mapping(uint256 => uint256)) publicauthorizations;

[0159] / / Event: Credentials received

[0160] event CredentialReceived(uint256 credentialId, address issuer);

[0161] / / Event: Credential View Authorization

[0162] event AuthorizationGiven(uint256 credentialId, addressauthorizedViewer, uint256 expirationTime);

[0163] / / Event: Credential view authorization revoked

[0164] event AuthorizationRevoked(uint256 credentialId, addressauthorizedViewer);

[0165] constructor() {

[0166] owner = msg.sender; / / The contract deployer is the user himself

[0167] }

[0168] / / Receive credentials

[0169] function receiveCredential(uint256 _credentialId, address _issuer)public {

[0170] credentialIds.push(_credentialId);

[0171] emit CredentialReceived(_credentialId, _issuer);

[0172] }

[0173] / / Authorization to view credentials

[0174] function authorizeViewing(uint256 _credentialId, address _authorizedViewer, uint256 _expirationDurationSeconds) public onlyOwner {

[0175] uint256 expirationTime = block.timestamp + _expirationDurationSeconds;

[0176] authorizations[_authorizedViewer][_credentialId] = expirationTime;

[0177] emit AuthorizationGiven(_credentialId, _authorizedViewer,expirationTime);

[0178] }

[0179] / / Revoke credential viewing authorization

[0180] function revokeAuthorization(uint256 _credentialId, address _authorizedViewer) public onlyOwner {

[0181] delete authorizations[_authorizedViewer][_credentialId]; / / Delete authorization record

[0182] emit AuthorizationRevoked(_credentialId, _authorizedViewer);

[0183] }

[0184] / / Check if you are authorized to view the credentials

[0185] function isAuthorizedViewer(uint256 _credentialId, address _viewer)public view returns (bool) {

[0186] return authorizations[_viewer][_credentialId] > block.timestamp; / / If the authorization expiration time is greater than the current time, it is a valid authorization

[0187] }

[0188] / / Modifier: Only the contract owner (user) can call

[0189] modifier onlyOwner() {

[0190] require(msg.sender == owner, "Only contract owner can call this function.");

[0191] _;

[0192] }

[0193] }

[0194] Example 2:

[0195] When job seekers participate in a virtual workplace experience, they typically independently select and perform the desired job content. However, the sheer number of available job options often reduces the efficiency of job seekers' ability to assess their suitability for continued employment. Furthermore, the ability to independently select and perform the content can lead to inaccuracies in their assessments of suitability, potentially leading to misjudgments.

[0196] Therefore, in order to solve the above-mentioned shortcomings, in one embodiment, the method of assisting target job seekers to enter the virtual workplace of the enterprise for work experience includes:

[0197] When the weighted sum of the progress and frequency of the target job seeker's most recent experience with the same first work item in the virtual workplace exceeds a threshold, a description vector is generated for the remaining progress content of the first work item and the feature distribution of the second work item that the target job seeker has not experienced in the virtual workplace to obtain a first description vector;

[0198] A set of experience level elements matching the first description vector;

[0199] Create experience level scenes in the virtual workplace based on the experience level element set;

[0200] Guide target job seekers into the experience level scene;

[0201] Based on the target job seeker's experience behavior information generated in the experience level scene, make decisions to actively interact and control the timeline;

[0202] Based on the active interaction control timeline, the experience level scene is controlled to actively interact with the target job seekers accordingly.

[0203] In the virtual workplace, technologies such as digital twins can be used to restore the company's working environment in three dimensions, and multiple work items can be set up based on the work content of the company's actual jobs.

[0204] The first task item is the target job seeker's most recent task experience in the virtual workplace. The progress is the current progress of the task, and the frequency is the number of times the task was experienced within the current unit time (e.g., 1 minute). The weighted sum of the two is calculated as follows: ,in is the weighted sum, For progress, is the frequency, and is the preset weight value. The threshold represents the larger value of the weighted sum. When the weighted sum exceeds the threshold, it indicates that the target job seeker is focused on the first job experience and subjectively wants to continue the experience. This is the best time to actively interact with them.

[0205] The remaining progress content refers to the unfinished portion of the target job seeker's work after completing the first task, while the second task refers to the additional work content the target job seeker has yet to experience in the virtual workplace. The feature distribution of the second task includes at least the type of work content and the amount of work content. A first description vector is formed by converting the remaining progress content and its feature distribution into a vector. This vector is pre-set with a matching experience level element set. The experience level element set contains multiple remaining progress contents represented by the first description vector and elements representing the experience level scenarios currently suitable for the target job seeker, as represented by the feature distribution. For example, if the remaining progress content is a software interface simulation design and the feature distribution includes introducing the product to a customer and the presentation lasts half an hour, then the experience level elements in the experience level element set matched by the first description vector include the checkpoint type (e.g., demonstrating capabilities and introducing the product to the customer), task content (e.g., conducting a software interface design demonstration and introducing the product), task priority (e.g., high), and task difficulty (e.g., intermediate). Based on this experience level element set, an experience level scenario can be created in the virtual workplace, which enables the experience level scenario to set experience levels for target job seekers based on the remaining progress content and feature distribution, helping them to quickly evaluate whether they are suitable to continue applying for jobs in the company through the experience level scenario.

[0206] In the experience level scenario, the target job seeker will generate a series of experience behavior information, including at least performance and operation information. Based on their decision-making, the active interaction control timeline is used to indicate how to control the experience level scenario to actively interact with the target job seeker over a period of time. This allows the target job seeker to further quickly evaluate their suitability for further application to the company through the experience level scenario.

[0207] The embodiment of the present invention creates an experience level scene, decides on an active interactive control timeline, and based on the active interactive control timeline, controls the experience level scene to actively interact with the target job seeker accordingly, helping the target job seeker to quickly evaluate whether he or she is suitable for continuing to apply for a job in the enterprise through the experience level scene controlled by the active interactive control timeline, thereby greatly improving the efficiency of the target job seeker in evaluating whether he or she is suitable for continuing to apply for a job in the enterprise; secondly, the creation of the experience level scene is based on the remaining progress content of the first work item and the characteristic distribution of the second work item that the target job seeker has not experienced in the virtual workplace. The decision of the active interactive control timeline is based on the experience behavior information generated by the target job seeker in the experience level scene, thereby greatly ensuring the accuracy of the target job seeker's evaluation of whether he or she is suitable for continuing to apply for a job in the enterprise through the experience level scene controlled by the active interactive control timeline, thereby avoiding misjudgment.

[0208] Example 3:

[0209] In one embodiment, the process of determining the active interactive control timeline based on the target job seeker's experience behavior information within the experience level scene includes:

[0210] Generate an experience behavior sequence based on the experience behavior information;

[0211] Create a difficulty sequence; where the i-th difficulty in the difficulty sequence represents the degree of difficulty of the experience indicated by the first i experience behaviors in the experience behavior sequence; the representative moment of the i-th difficulty in the difficulty sequence is the moment when the i-th experience behavior in the experience behavior sequence occurs; i = 1, 2, ..., N; N is the total number of experience behaviors in the experience behavior sequence and the total number of difficulty levels in the difficulty sequence;

[0212] Based on the difficulty-time coordinate system, a difficulty-time curve is created according to each difficulty in the difficulty sequence and its representative moment;

[0213] Create a retroactive time interval; the start time of the retroactive time interval is the earliest time among the consecutive peak difficulty moments on the difficulty-time curve, and the end time is the latest time among the consecutive peak difficulty moments on the difficulty-time curve;

[0214] The target job seeker's experience behavior generated during the retrospective time interval and the performance behavior generated during the experience level scenario during the retrospective time interval are represented by a description vector to obtain a second description vector;

[0215] Active interactive control knowledge matching the second description vector;

[0216] Based on the active interactive control knowledge, the active interactive control timeline is decided.

[0217] The multiple experience behaviors in the experience behavior information are sorted in chronological order of their occurrence to obtain an experience behavior sequence. The experience behaviors indicate the degree of experience difficulty. For example, if multiple experience behaviors indicate that the target job seeker is unable to complete the tasks in the experience level scenario, the degree of experience difficulty is high, at 20. The total number of experience behaviors in the experience behavior sequence and the total number of difficulty levels in the difficulty level sequence are equal. The difficulty-time coordinate system is a two-dimensional coordinate system, with time on the horizontal axis and difficulty on the vertical axis. The resulting difficulty-time curve reflects the changing degree of experience difficulty experienced by the target job seeker in the experience level scenario.

[0218] When a target job seeker has experienced multiple difficulty peaks in their history, their inner struggles in deciding whether to continue applying to the company are most intense during this period. Therefore, these consecutive peaks in difficulty are the most crucial moments for determining how to proactively interact with the target job seeker. During this phase, a retrospective time interval can be constructed by determining the earliest and latest moments of these difficulty peaks. Within this retrospective time interval, the target job seeker's experience behavior and their performance in the experience level scenario are traced to form a second description vector. This second description vector is matched with pre-set proactive interaction control knowledge to guide the decision-making process for proactive interaction control, ultimately determining the proactive interaction control timeline based on this decision. Specifically, for example: the target job seeker's experience behavior within the retrospective time interval is panic in the face of work content, and the experience level scene's performance behavior within the retrospective time interval is continuous output of work requirements. The active interactive control knowledge represented by the second description vector matching is to provide emotional guidance, reduce task burden, and give clear task guidance to help them regain their composure within the next 3 minutes, as well as choose to decompose the task and gradually present task requirements to help job seekers better understand and execute. When deciding on the active interactive control timeline, the provision of emotional guidance, reduction of task burden, and clear task guidance are set within the next 3 minutes on the timeline.

[0219] The embodiment of the present invention creates a difficulty sequence based on the degree of experience difficulty indicated by different parts of the experience behavior sequence, and then creates a difficulty-time curve based on the difficulty sequence to quickly determine the most suitable tracing time interval for tracing the experience behavior and the performance behavior, thereby greatly improving the efficiency and accuracy of active interactive control decisions and reducing the use of tracing resources. Secondly, the active interactive control knowledge of the second description vector is matched, and the active interactive control timeline is determined based on the active interactive control knowledge, thereby greatly improving the accuracy and comprehensiveness of the active interactive control timeline decision.

[0220] Example 4:

[0221] When the target job seeker enters the virtual cultural scene, he or she will constantly move to view different corporate cultural information. However, when viewing new content, he or she may want to view it together with the content viewed in the past. At this time, the target job seeker needs to return to the location of the corresponding content viewed in the past, and then return to the current location of viewing the new content, which is very cumbersome.

[0222] Therefore, in order to solve the above-mentioned shortcomings, in one embodiment, the method of assisting target job seekers to enter the virtual cultural scene of the enterprise for a quick overview includes:

[0223] When the target job seeker's most recent stay at the first browsing position in the virtual cultural scene exceeds a threshold time, if the target job seeker switches continuously from the current first browsing perspective to multiple second browsing perspectives and then switches back to the first browsing perspective, a browsing position change trigger condition is generated based on a first relative position relationship between the second browsing position where the target job seeker has historically stayed and the first browsing position in the second browsing perspective to which the target job seeker has switched most recently;

[0224] When the target job seeker changes his browsing position from the first browsing position to a point where a browsing position change trigger condition is met, target content related to the second browsing content freely visible at the first browsing position in the virtual cultural scene is determined from the first browsing content when the target job seeker historically stayed at the second browsing position;

[0225] Generate a quick overview interface based on the target content;

[0226] Undo all browsing position changes made by the target job seeker starting from the first browsing position, so that the target job seeker can view the content quick overview interface at the first browsing position;

[0227] The browsing location change triggering condition includes at least:

[0228] After the browsing positions are changed more than a threshold number of times, the similarities between the second relative position relationships between each of the plurality of third browsing positions and the first browsing position and the first relative position relationship all exceed the similarity threshold.

[0229] The virtual cultural scene is a three-dimensional virtual space, in which information columns displaying corporate culture are set up at different locations.

[0230] The first browsing position is a location within the virtual cultural scene where one views corporate culture content. The threshold duration can be, for example, 20 seconds. When the target job seeker's most recent stop at the first browsing position within the virtual cultural scene exceeds the threshold duration, it indicates that they want to carefully review the corresponding corporate culture content in the first browsing position. At this point, if they want to combine their previously viewed content for a combined viewing, they will successively switch from the current first browsing perspective to multiple second browsing perspectives. If they find that none of the second browsing perspectives can view the content they want to combine, they will then switch back to the first browsing perspective, confirming that the target job seeker wants to combine their previously viewed content for a combined viewing. The next step is to determine the specific content they want to combine.

[0231] The second browsing perspective that the target job seeker switched to last is the last browsing perspective at which the target job seeker adjusted their perspective to view the corresponding jointly viewed content. It reflects the approximate area in which the target job seeker intended to view the corresponding jointly viewed content. Therefore, a browsing position change trigger condition is generated based on the first relative positional relationship between the target job seeker's historical second browsing position and the first browsing position in the second browsing perspective that the target job seeker switched to last. When the target job seeker changes their browsing position from the first browsing position to a point that meets the browsing position change trigger condition, it is confirmed that the specific content they intended to jointly view was within the first browsing content at the time they historically landed at the second browsing position. Therefore, target content related to the second browsing content freely visible at the first browsing position within the virtual cultural scene (relevance refers to similarity or consistency in subject matter, information, context, or intent between the content) is determined from the first browsing content at the time the target job seeker historically landed at the second browsing position. Freely visible refers to content that the target job seeker can view by freely adjusting their perspective at the first browsing position. Based on the target content, a content quick-view interface is generated, and all browsing position changes made by the target job seeker starting from the first browsing position are undone, so that the target job seeker can view the content quick-view interface at the first browsing position. He or she no longer needs to return to the position of the corresponding content viewed in history and then return to the current position of viewing new content, which greatly improves convenience.

[0232] In the browsing position change trigger condition, the threshold number of times may be, for example, 2, and the similarity threshold may be, for example, 75%. When the similarities between the second relative position relationships of the multiple third browsing positions after the browsing position changes exceed the threshold number of times and the first relative position relationships thereof exceed the similarity threshold, it indicates that the specific content that the target job seeker wants to jointly view is in the first browsing content when his / her historical footsteps are at the second browsing position.

[0233] In this embodiment of the present invention, when a target job seeker wishes to review historical information related to the currently browsed content, the system can automatically identify their browsing behavior patterns, accurately infer the content they wish to view together, and provide a quick overview of the content. This avoids the tedious manual return to historical locations, saves job seekers time, and improves operational efficiency. Furthermore, with the help of browsing location change trigger conditions, the system can accurately identify the needs of the target job seeker, allowing them to quickly access relevant corporate culture content without having to switch locations multiple times. This greatly optimizes the information browsing experience in the virtual recruitment environment and helps improve the target job seeker's understanding of and interest in corporate culture.

[0234] Example 5:

[0235] In one embodiment, generating a content quick-view interface based on the target content includes:

[0236] Determining, from the second browsing content, partial content visible from the first browsing perspective;

[0237] Arrange multiple sub-contents in the target content from top to bottom in the initial interface according to their relevance to the local content, so as to obtain a content quick-view interface.

[0238] The initial interface is a blank screen for content placement. Multiple sub-content within the target content are arranged from top to bottom based on their relevance to the local content, prioritizing more relevant content when viewing the quick overview interface. Relevance refers to the degree of similarity or consistency between content in terms of theme, information, context, or intent.

[0239] The embodiment of the present invention provides a cloud recruitment system based on rational job search assistance, such as Figure 2 Shown, including:

[0240] Cloud Recruitment Module 1 is used to preliminarily match target job seekers for enterprises based on cloud recruitment and establish recruitment relationships between job seekers and enterprises;

[0241] Rational job search assistance module 2, used to provide rational job search assistance to target job seekers;

[0242] The relationship cancellation selection support module 3 is used to allow the target job seeker to choose whether to cancel the recruitment relationship established with the enterprise during the process of the target job seeker receiving rational job search assistance;

[0243] The rational job-hunting assistance module provides rational job-hunting assistance to the target job seeker, which at least includes:

[0244] Assist target job seekers to enter the company's virtual workplace for work experience;

[0245] and / or,

[0246] Assist target job seekers to enter the company's virtual cultural scene for a quick overview.

[0247] An embodiment of the present invention provides a cloud recruitment platform based on rational job search assistance, wherein the cloud recruitment platform adopts any of the above-described methods to perform cloud recruitment.

[0248] An embodiment of the present invention provides a computer-readable storage medium, wherein a computer program is stored on the computer-readable storage medium, and a processor executes the computer program to implement any of the above methods.

[0249] An embodiment of the present invention provides an electronic device, which includes a memory and a processor. The memory stores a computer program, and the processor executes the computer program to implement any one of the methods described above.

[0250] Obviously, those skilled in the art may make various changes and modifications to the present invention without departing from the spirit and scope of the present invention. Thus, if such changes and modifications fall within the scope of the claims and their equivalents, the present invention is intended to include such changes and modifications.

Claims

1. A cloud recruitment method based on rational job search assistance, characterized in that: include: Based on cloud recruitment, we can initially match target job seekers for enterprises and establish recruitment relationships between job seekers and enterprises; Provide rational job search assistance to target job seekers; During the process of the target job seeker receiving rational job search assistance, the target job seeker can choose whether to cancel the recruitment relationship established with the enterprise; The rational job search assistance provided to the target job seekers at least includes: Create experience level scenes in the virtual workplace; Guide target job seekers into the experience level scene; Generate an experience behavior sequence based on the target job seeker's experience behavior information in the experience level scenario; Create a difficulty sequence; where the i-th difficulty in the difficulty sequence represents the degree of difficulty of the experience indicated by the first i experience behaviors in the experience behavior sequence; the representative moment of the i-th difficulty in the difficulty sequence is the moment when the i-th experience behavior in the experience behavior sequence occurs; i = 1, 2, ..., N; N is the total number of experience behaviors in the experience behavior sequence and the total number of difficulty levels in the difficulty sequence; Based on the difficulty-time coordinate system, a difficulty-time curve is created according to each difficulty in the difficulty sequence and its representative moment; Create a retroactive time interval; the start time of the retroactive time interval is the earliest time among the consecutive peak difficulty moments on the difficulty-time curve, and the end time is the latest time among the consecutive peak difficulty moments on the difficulty-time curve; The target job seeker's experience behavior generated during the retrospective time interval and the performance behavior generated during the experience level scenario during the retrospective time interval are represented by a description vector to obtain a second description vector; Active interactive control knowledge matching the second description vector; Based on the active interactive control knowledge, decide the active interactive control timeline; Based on the active interaction control timeline, control the experience level scene and actively interact with the target job seekers accordingly; and / or, Assist target job seekers to enter the company's virtual cultural scene for a quick overview.

2. The cloud recruitment method based on rational job search assistance according to claim 1, characterized in that: The creation of experience level scenes in the virtual workplace includes: When the weighted sum of the progress and frequency of the target job seeker's most recent experience with the same first work item in the virtual workplace exceeds a threshold, a description vector is generated for the remaining progress content of the first work item and the feature distribution of the second work item that the target job seeker has not experienced in the virtual workplace to obtain a first description vector; A set of experience level elements matching the first description vector; Based on the experience level element set, create experience level scenes in the virtual workplace.

3. The cloud recruitment method based on rational job search assistance according to claim 1, characterized in that: The method of assisting target job seekers to enter the virtual cultural scene of the enterprise for a quick overview includes: When the target job seeker's most recent stay at the first browsing position in the virtual cultural scene exceeds a threshold time, if the target job seeker switches continuously from the current first browsing perspective to multiple second browsing perspectives and then switches back to the first browsing perspective, a browsing position change trigger condition is generated based on a first relative position relationship between the second browsing position where the target job seeker has historically stayed and the first browsing position in the second browsing perspective to which the target job seeker has switched most recently; When the target job seeker changes his browsing position from the first browsing position to a point where a browsing position change trigger condition is met, target content related to the second browsing content freely visible at the first browsing position in the virtual cultural scene is determined from the first browsing content when the target job seeker historically stayed at the second browsing position; Generate a quick overview interface based on the target content; All browsing position changes made by the target job seeker starting from the first browsing position are canceled, so that the target job seeker can view the content quick view interface at the first browsing position.

4. The cloud recruitment method based on rational job search assistance according to claim 3, characterized in that: The browsing location change triggering condition includes at least: After the browsing positions are changed more than a threshold number of times, the similarities between the second relative position relationships between each of the plurality of third browsing positions and the first browsing position and the first relative position relationship all exceed the similarity threshold.

5. The cloud recruitment method based on rational job search assistance according to claim 3, characterized in that: Generating a content quick overview interface based on the target content includes: Determining, from the second browsing content, partial content visible from the first browsing perspective; Arrange multiple sub-contents in the target content from top to bottom in the initial interface according to their relevance to the local content, so as to obtain a content quick-view interface.

6. A cloud recruitment system based on rational job search assistance, characterized in that: include: The cloud recruitment module is used to preliminarily match target job seekers for enterprises based on cloud recruitment, and to establish recruitment relationships between job seekers and enterprises; Rational job search assistance module, used to provide rational job search assistance to target job seekers; The relationship cancellation selection support module is used to allow target job seekers to choose whether to cancel the recruitment relationship established with the company during the process of receiving rational job search assistance; The rational job-hunting assistance module provides rational job-hunting assistance to the target job seeker, which at least includes: Create experience level scenes in the virtual workplace; Guide target job seekers into the experience level scene; Generate an experience behavior sequence based on the target job seeker's experience behavior information in the experience level scenario; Create a difficulty sequence; where the i-th difficulty in the difficulty sequence represents the degree of difficulty of the experience indicated by the first i experience behaviors in the experience behavior sequence; the representative moment of the i-th difficulty in the difficulty sequence is the moment when the i-th experience behavior in the experience behavior sequence occurs; i = 1, 2, ..., N; N is the total number of experience behaviors in the experience behavior sequence and the total number of difficulty levels in the difficulty sequence; Based on the difficulty-time coordinate system, a difficulty-time curve is created according to each difficulty in the difficulty sequence and its representative moment; Create a retroactive time interval; the start time of the retroactive time interval is the earliest time among the consecutive peak difficulty moments on the difficulty-time curve, and the end time is the latest time among the consecutive peak difficulty moments on the difficulty-time curve; The target job seeker's experience behavior generated during the retrospective time interval and the performance behavior generated during the experience level scenario during the retrospective time interval are represented by a description vector to obtain a second description vector; Active interactive control knowledge matching the second description vector; Based on the active interactive control knowledge, decide the active interactive control timeline; Based on the active interaction control timeline, control the experience level scene and actively interact with the target job seeker accordingly; and / or, Assist target job seekers to enter the company's virtual cultural scene for a quick overview.

7. A cloud recruitment platform based on rational job search assistance, characterized by: The cloud recruitment platform uses the method according to any one of claims 1 to 5 to perform cloud recruitment.

8. A computer-readable storage medium, characterized in that The computer-readable storage medium stores a computer program, and the processor executes the computer program to implement the method according to any one of claims 1 to 5.

9. An electronic device, characterized in that: The electronic device includes a memory and a processor, wherein the memory stores a computer program, and the processor executes the computer program to implement the method according to any one of claims 1 to 5.

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