Intelligent screening method, device and system for intelligent personnel platform

Abstract

The present application relates to the technical field of data processing, in particular to an intelligent screening method, device and system for an intelligent personnel platform, the method comprising: collecting a plurality of reference resumes and extracting keywords, establishing a reference resume database; obtaining a job position and a corresponding delivery resume, matching the reference resume of the delivery resume with the reference resume database for the job position; counting the number of same keywords according to the delivery resume and the corresponding reference resume, respectively determining the compliance degree and the non-target degree of the work ability to the job position, obtaining the compliance of the delivery resume to the job position, and visualizing the display; based on the reference resume, analyzing the job position and the corresponding delivery resume, determining the compliance of the delivery resume to the job position, screening all the delivery resumes through the compliance, making the compliance judgment of the delivery resume more accurate, effectively reducing the screening time of the delivery resume by manual, retaining suitable delivery resumes, and preventing the omission of excellent talents.

Description

TECHNICAL FIELD

[0001] The present application relates to the technical field of data processing, in particular to an intelligent screening method, device and system for an intelligent personnel platform. BACKGROUND

[0002] The traditional resume screening method relies on manual review, which not only consumes time and effort, but is also easily affected by human subjective factors, resulting in bias and injustice in the recruitment results. Using an intelligent screening method to evaluate resumes can significantly improve recruitment efficiency. Typically, AI (Artificial Intelligence) technology is used to quickly process a large number of resumes, automatically match job requirements, reduce the tedious work of manual screening, reduce human bias, improve matching accuracy, save time and reduce recruitment costs. At the same time, the AI system can assist in decision-making, optimize the recruitment process, and improve overall recruitment efficiency and quality.

[0003] The existing AI-based intelligent screening method simply evaluates the quality of resumes based on keyword matching, which has certain shortcomings: it does not take into account the different degrees to which different keywords reflect the abilities of the person submitting the resume, i.e., keyword matching cannot fully reflect the actual abilities and experience of the job applicant; and it does not fully consider the comprehensive quality and adaptability of job seekers, which can result in the omission of excellent talents and an unreasonable screening of resumes. SUMMARY

[0004] To solve the technical problem that the existing intelligent screening method does not take into account the different degrees to which different keywords reflect the abilities of the person submitting the resume, resulting in unreasonable screening of resumes, the purpose of the present application is to provide an intelligent screening method for an intelligent personnel platform, and the technical solution adopted is as follows:

[0005] A number of reference resumes are collected and keywords are extracted to establish a reference resume database;

[0006] An applied position and a corresponding submitted resume are obtained, and reference resumes are matched from the reference resume database based on the submitted resume corresponding to the applied position;

[0007] The number of identical keywords is counted according to the submitted resume and the corresponding reference resume, the degree of compliance and the degree of non-target of the work ability to the applied position are determined respectively, the compliance of the submitted resume to the applied position is obtained, and a visual display is provided.

[0008] Preferably, the reference resume database includes reference resume number, keywords of the reference resume, corresponding keywords in the keyword database, job category and position level.

[0009] Preferably, a number of reference resumes are collected and keywords are extracted to establish a reference resume database, including:

[0010] Generating a keyword database according to the job requirements of the job category;

[0011] Collecting a plurality of reference resumes and extracting keywords, obtaining the matching degree of the keywords of the reference resumes and the keywords in the keyword database based on the keyword database;

[0012] Screening the corresponding keywords of the keywords of the reference resumes in the keyword database through the matching degree, and establishing a reference resume database according to the corresponding reference resume numbers of the job category and the post level.

[0013] Preferably, the corresponding delivery resume of the recruitment post is obtained, and the reference resume is matched from the reference resume database based on the corresponding delivery resume of the recruitment post, including:

[0014] The keywords of the recruitment post and the corresponding delivery resume are extracted respectively, the number of coincidences of the keywords of the recruitment post and the keywords of the delivery resume with the keywords of the reference resumes is counted through the reference resume database, and a keyword sequence is established;

[0015] The number of keywords commonly existing in the recruitment post and the corresponding delivery resume is counted according to the keyword sequence, and the reference value of the reference resume to the delivery resume is determined;

[0016] The corresponding reference resume of the delivery resume is matched through the reference value.

[0017] Preferably, the number of same keywords is counted according to the delivery resume and the corresponding reference resume, and specifically:

[0018] All corresponding reference resumes of the delivery resume are obtained, the maximum reference value of the corresponding reference resume to the delivery resume is screened, the reference resume corresponding to the maximum reference value is obtained, and the number of same keywords is counted in combination with the delivery resume.

[0019] Preferably, the degree of conformity of the work ability to the recruitment post is determined, including:

[0020] The keywords of the delivery resume and the corresponding reference resume belonging to the same job category are screened, and the maximum post level of the delivery resume and the reference resume is determined according to the keywords;

[0021] The number of keywords contained in the maximum post level corresponding to the delivery resume is counted;

[0022] The consistency degree of the work ability of the delivery resume and all corresponding reference resumes is obtained in combination with the reference value, and the maximum consistency degree of the work ability is determined as the conformity degree of the delivery resume to the recruitment post.

[0023] Preferably, the non-target degree corresponding to the recruitment post is determined, including:

[0024] The number of job categories in the delivery resume is counted;

[0025] Determine the maximum post level corresponding to the keyword in any job category, and count the number of keywords in the maximum post level to obtain the ability feedback degree of the delivered resume to the current job category, and determine the ability feedback degree of the delivered resume to the job position.

[0026] According to the number of job categories and the ability feedback degree, the non-target degree of the delivered resume to the job position is determined.

[0027] Preferably, the ability feedback degree of the delivered resume to the job position is determined, specifically:

[0028] Determine the ability feedback degree of the delivered resume to all job categories, and select the maximum ability feedback degree as the ability feedback degree of the delivered resume to the job position; if the maximum ability feedback degree and the job position corresponding to the degree of coincidence of the work ability are the same, the second largest value of the ability feedback degree of all job categories is determined as the ability feedback degree of the delivered resume to the job position.

[0029] To solve the above problems, the present application also provides: an intelligent screening device for an intelligent personnel platform, the device comprising: a processor, a communication interface, a memory and a communication bus, wherein the processor, the communication interface and the memory communicate with each other through the communication bus, and the processor calls the logic instructions in the memory to execute the intelligent screening method for the intelligent personnel platform.

[0030] To solve the above problems, the present application also provides: an intelligent screening system for an intelligent personnel platform, the system comprising:

[0031] The acquisition device is used for: acquiring reference resumes corresponding to different job categories;

[0032] The intelligent screening device for the intelligent personnel platform is used for: executing the intelligent screening method for the intelligent personnel platform.

[0033] The present application has the following advantages:

[0034] 1、According to the analysis of the delivery resume, the corresponding reference resume is matched from the reference resume database; the actual work experience ability of the corresponding job seeker of the delivery resume is judged through the keyword description situation in the delivery resume, the consistency degree of the work ability is determined, and then the consistency degree of the delivery resume corresponding to the job position is obtained; then the non-target degree of the delivery resume corresponding to the job position is analyzed according to the keywords, the industry targeting is judged in reverse, that is, the industry targeting of the resume is judged according to the difference of the different work experience categories of the delivery resume; the number of the same keywords of the delivery resume and the reference resume is counted, the consistency of the delivery resume corresponding to the job position is obtained, the delivery resumes are screened through the consistency, the consistency judgment of the delivery resumes is more accurate, the screening time of the delivery resumes by manual is effectively reduced, and suitable delivery resumes are reserved to prevent omission of excellent talents.

[0035] 2、The intelligent screening device and system for the intelligent personnel platform provided by the application have the same beneficial effects as the intelligent screening method for the intelligent personnel platform provided by the application, which will not be described here. BRIEF DESCRIPTION OF DRAWINGS

[0036] In order to more clearly illustrate the technical solutions and advantages of the embodiments of the present application or the prior art, the drawings needed to be used in the embodiments or the prior art description will be briefly introduced. Obviously, the drawings in the following description are only some embodiments of the present application, and those skilled in the art can also obtain other drawings according to these drawings without creative labor.

[0037] Figure 1 The step flow chart of the intelligent screening method for the intelligent personnel platform provided by an embodiment of the present application;

[0038] Figure 2 The structural schematic block diagram of the intelligent screening system for the intelligent personnel platform provided by an embodiment of the present application. DETAILED DESCRIPTION

[0039] In order to further illustrate the technical means and effects adopted by the present application to achieve the predetermined invention purpose, the following describes the intelligent screening method, device and system for the intelligent personnel platform according to the present application, the specific implementation, structure, features and effects thereof in detail, as follows. In the following description, different "one embodiment" or "another embodiment" do not necessarily refer to the same embodiment. In addition, the specific features, structures or characteristics in one or more embodiments can be combined in any suitable form.

[0040] Unless otherwise defined, all technical and scientific terms used herein have the same meaning as commonly understood by one of ordinary skill in the art to which the present application belongs.

[0041] The application provides a smart screening method, device and system for an intelligent personnel platform.

[0042] The traditional smart screening method for a resume simply evaluates the resume quality by keyword matching, without considering the different characteristics of different keywords in reflecting the ability of a candidate, and the screening of the resume is not reasonable enough; therefore, the corresponding reference resume is matched from a reference resume database by analyzing the delivered resume; the matching condition of the delivered resume for the job position is obtained by analyzing the delivered resume and the corresponding reference resume, and all the delivered resumes are screened through the matching condition; in order to realize the smart screening method for the intelligent personnel platform, the smart screening device and system for the intelligent personnel platform are provided, which is actually a software system and is composed of units for realizing corresponding functions, and the specific steps in the method are introduced in detail.

[0043] Please refer to Figure 1 which shows a step flowchart of the smart screening method for the intelligent personnel platform provided by the first embodiment of the application, and the method comprises the following steps:

[0044] Step S1: a plurality of reference resumes are collected and keywords are extracted to establish a reference resume database;

[0045] Step S2: a job position and a corresponding delivered resume are obtained, and a reference resume is matched from the reference resume database based on the delivered resume corresponding to the job position;

[0046] Step S3: the number of same keywords is counted according to the delivered resume and the corresponding reference resume, the matching degree and the non-target degree of the work ability for the job position are determined respectively, the matching condition of the delivered resume for the job position is obtained, and the matching condition is visualized and displayed.

[0047] For better illustration, as the number of job seekers increases, the number of delivered resumes received by the job position also increases, and in the screening process of each recruiter, there may be mis-screening and missing of excellent talents, and then the large number of resumes are processed more efficiently, the job requirements are automatically matched, the tedious work of manual screening is reduced, and the smart screening method is provided; and the existing smart screening method only evaluates the resume quality by keyword matching, which has limitations and leads to unreasonable screening, the smart screening method for the intelligent personnel platform is provided, the content of the resume is comprehensively analyzed, the comprehensive quality and potential of the job seeker are evaluated, and a more reasonable and scientific screening process is realized.

[0048] Further, the reference resume database comprises a reference resume number, keywords of a reference resume, corresponding keywords in a keyword database, a job category and a job level.

[0049] It can be understood that the reference resume database is used as priori data for analyzing the submitted resume, and the reference resume refers to a high-quality resume sample that has been screened, classified and evaluated, which comes from job seekers in different industries, positions and experience levels, covers a wide range of professional backgrounds and skill combinations, and can provide more accurate evaluation standards for the submitted resume for the job position by analyzing the corresponding reference resume.

[0050] It is explained that the reference resume number represents a complete reference resume corresponding to each number; the keywords of the reference resume are used to highlight the professional skills and experience of the reference resume; the corresponding keywords in the keyword database contain more comprehensive keyword information, which are used to match the keywords of the reference resume; the job category is used to record the job category to which each reference resume belongs, such as finance, technology, management or sales, etc.; the post level refers to the level assessment, i.e. from junior to senior, to ensure accurate matching in the recruitment process.

[0051] Further, in step S1, it includes:

[0052] Step S11: generating a keyword database according to the job requirements of the job category.

[0053] It can be explained that based on any company, the recruitment positions under it exist in various job categories, and the keyword database is generated according to the job requirements of different job categories, that is, the ability requirements of different job levels are distinguished, such as a junior financial analyst needs to complete the opening operation of checking customer information, filling out forms and system input, etc., and a senior financial analyst needs to cooperate with investment consultants to provide market analysis reports and assist customers in risk assessment and investment strategy development; Then divide the ability keywords under different job levels, correspond the different keywords to their job categories and job levels, and store them in the database to form the keyword database.

[0054] Step S12: Collecting a number of reference resumes and extracting keywords, and obtaining the matching degree of the keywords of the reference resume and the keywords in the keyword database based on the keyword database.

[0055] Specifically, in actual application, the text of the reference resume is segmented using the segmentation tool jieba, that is, the open source Chinese segmentation tool based on Python language is used to decompose the text into independent words, which is used for subsequent recognition and classification; combined with the TF-IDF (Term Frequency-Inverse Document Frequency, Term Frequency-Inverse Document Frequency) algorithm, that is, a statistical method is used to analyze the frequency of each word in the text and its importance in the entire text, and high-frequency keywords such as skills and experience are extracted, and then the keywords of the reference resume are obtained.

[0056] The keywords of the reference resume are converted into vector representations using the pre-trained model BERT (Bidirectional Encoder Representations from Transformers), which can capture the deep semantic relationship between words, improve the accuracy and relevance of matching; that is, the matching degree of the keywords of the reference resume and the keywords in the keyword database is calculated through vector matching methods such as keyword overlap and word embedding; it can be explained that the common points between two keywords are found by using the keyword overlap technology, such as the same words or phrases; then, the word embedding method is used to convert the keywords into vector representations, and the cosine similarity or Euclidean distance between the vectors corresponding to the two keywords is calculated to quantify the similarity between the two keywords, and a similarity score is obtained, which is used as the matching degree between the two keywords.

[0057] Step S13: Screen the keywords of the reference resume in the keyword database according to the matching degree, and establish a reference resume database according to the corresponding reference resume number in combination with the job category and the post level.

[0058] Preferably, in this embodiment, the screening threshold is set to 0.8; it can be modified according to the actual situation.

[0059] Specifically, the two keywords corresponding to the matching degree greater than the screening threshold 0.8 are recorded as the keywords of the reference resume and the corresponding keywords in the keyword database; otherwise, the two keywords with a matching degree less than and equal to the screening threshold 0.8, indicating that the keywords of the reference resume need to be matched again in the keyword database until the corresponding keywords in the keyword database are obtained; then, the reference resume database is established according to the corresponding reference resume number in combination with the job category and the quantified post level, that is, Table 1, the storage table in the reference resume database; wherein the quantified post level means that the original Chinese level is determined as a number for more intuitive and clear representation of the post level, for example, the primary corresponds to 1, the intermediate corresponds to 2, and so on, which is convenient for management and comparison, and can also provide more accurate reference in data analysis.

[0060] Table 1 Storage table in the reference resume database

[0061]

[0062] It can be explained that based on the reference resume corresponding to any reference resume number, multiple keywords are obtained in the reference resume, and the corresponding keywords in the keyword database are matched, and the corresponding ability requirements are different according to the different keywords, so even if they belong to the same job category, the post level is different.

[0063] It can be understood that different job categories and post levels have corresponding employment standards, and the received delivery resumes have corresponding work experience, and then the work experience of different delivery resumes is analyzed, the corresponding reference resume is matched from the reference resume database, and the matching degree of the corresponding job seeker is more accurately evaluated subsequently.

[0064] Further, in step S2, comprising:

[0065] Step S21: Extract the keywords of the job and the corresponding delivery resume respectively, count the number of coincidences of the keywords of the job and the delivery resume with the keywords of the reference resume through the reference resume database, and establish a keyword sequence.

[0066] For better illustration, in this embodiment, the job is denoted as , the delivery resume is denoted as , and the reference resume is denoted as ; before obtaining the exact corresponding reference resume of the delivery resume, it preliminarily screens out the reference resume similar to the content of the delivery resume according to the matching situation of the keywords, and provides a basis for subsequent detailed comparison. Specifically, based on the job requirements of the job , the keywords are extracted, the number of coincidences of the keywords of the reference resume is counted by comparison and statistics, denoted as , and a keyword sequence is established according to all the coincident keywords, denoted as ; similarly, the number of coincidences of the keywords of the delivery resume and the reference resume is obtained, denoted as , and the corresponding keyword sequence is obtained .

[0067] Step S22: According to the keyword sequence, count the number of keywords commonly existing in the job and the corresponding delivery resume, and determine the reference value of the reference resume to the delivery resume.

[0068] Specifically, based on the keyword sequences and , count the number of keywords commonly existing, denoted as , which represents the number of keywords commonly existing in the job and the delivery resume , and then calculate the reference value of the reference resume to the delivery resume. The corresponding calculation formula is:

[0069]

[0070] Wherein, represents the reference value of the reference resume to the delivery resume . the number of keywords of the delivered resume , which is not equal to 0.

[0071] It can be explained that when and are larger, and the number of keywords commonly existing between the two the number of keywords of the delivered resume occupies a larger proportion in the number of keywords of the delivered resume , it indicates that the reference resume meets the requirements of the job position , and is similar to the information in the delivered resume , which means that the work experience covered in the reference resume is more relevant to the delivered resume , that is, the reference resume is highly consistent with the information in the delivered resume , so the current reference resume has a greater reference value for judging the content of the delivered resume .

[0072] Step S23: Match the corresponding reference resume of the delivered resume according to the reference value.

[0073] Preferably, in this embodiment, the judgment threshold is set to 0.8; it can be modified according to the actual situation.

[0074] Specifically, the reference value is normalized by using the maximum and minimum normalization method to obtain , whose value range is [0, 1]; wherein the maximum and minimum normalization method is used to convert data, the minimum value is mapped to 0, and the maximum value is mapped to 1, so that the data interval is [0, 1], so as to eliminate the dimensional differences between different features.

[0075] When the normalized reference value is greater than the judgment threshold, that is, , it is determined that the reference resume is the corresponding reference resume of the delivered resume ; otherwise, when the normalized reference value is less than and equal to the judgment threshold, that is, , the current delivered resume needs to reacquire the corresponding reference resume.

[0076] Further, in step S3, the number of same keywords is counted according to the delivered resume and the corresponding reference resume, specifically:

[0077] All corresponding reference resumes of the delivered resume are obtained, and the maximum reference value of the corresponding reference resume to the delivered resume is screened to obtain the reference resume corresponding to the maximum reference value, and the number of same keywords is counted in combination with the delivered resume.

[0078] It can be understood that the number of same keywords between the delivery resume and the corresponding reference resume can be used to determine the consistency between them, so as to more reasonably analyze the degree of conformity of the delivery resume to the job position; wherein, the same keyword refers to the matching degree between the keywords obtained based on step S12, and when the matching degree is greater than the screening threshold, the two keywords are recorded as the same keyword.

[0079] It can be explained that the delivery resume can determine multiple corresponding reference resumes through reference value, and when determining the degree of conformity, the reference resume with the highest consistency needs to be reasonably explained, that is, the maximum reference value is screened from the multiple corresponding reference resumes, and similarly, the delivery resume is recorded as , the reference resume corresponding to the maximum reference value is determined as the reference resume used for analysis , the number of same keywords between the reference resume and the delivery resume is recorded as .

[0080] It can be understood that the number of matching keywords cannot be used to determine the real strength of the job seeker and the matching situation of the job position. In order to determine the degree of conformity of the work ability reflected by the delivery resume to the work ability corresponding to the reference resume, the difference between the job category keywords in the work experience of the delivery resume and the job category keywords in the corresponding reference resume can be used to determine the degree of conformity of the work ability reflected by the delivery resume to the work ability corresponding to the reference resume, and then the degree of conformity of the delivery resume to the job position is fed back.

[0081] Further, in step S3, determining the degree of conformity of the work ability to the job position comprises:

[0082] Step S311: screening the keywords belonging to the same job category in the delivery resume and the corresponding reference resume, and determining the maximum job level of the delivery resume and the reference resume according to the keywords respectively.

[0083] Specifically, the keywords belonging to the same job category are counted in the work experience part of the text of the delivery resume and the corresponding reference resume, such as position name, job description and project experience, etc. Among them, the reference resume only has one job category, which is used as the reference standard for the current job category. In this embodiment, the analysis is still performed on the reference resume and the delivery resume , based on the corresponding job category of the reference resume , the maximum job level corresponding to the keywords existing in the job category of the two resumes is counted respectively, recorded as and , respectively representing the delivery resume and the reference resume The highest job level.

[0084] To better illustrate, let's assume the current reference resume... If the corresponding job category is finance, then it will be based on the reference resume. In the finance category, the keywords found were account opening and investment consulting, corresponding to beginner level 001 and intermediate level 002 respectively. Therefore, refer to the resume... The corresponding maximum job level For intermediate level 002; similarly, we can obtain the resume submission. The highest job level.

[0085] Step S312: Count the number of keywords contained in the maximum job level corresponding to the submitted resumes; that is, based on the maximum job level determined in step S311. Count the number of keywords it contains, and denote it as... This indicates submitting a resume. At the highest job level The number of keywords contained therein, i.e., according to the example given in step S311, assuming a resume is submitted... The highest corresponding job level is 003 in the finance category, and the keywords involved are financial analysis and capital operation. The number of keywords was calculated. .

[0086] Step S313: Combine the reference value to obtain the degree of consistency of the submitted resume with all corresponding reference resumes, and determine the degree of consistency of the greatest work ability as the degree of suitability of the submitted resume for the applied position.

[0087] Specifically, based on resume submission and corresponding reference resume The analysis first determines the degree of consistency in work skills between the two resumes. Similarly, it determines the degree of consistency in work skills between the submitted resume and all corresponding reference resumes. The corresponding calculation formula is as follows:

[0088]

[0089] in, Indicates submitting a resume and reference resume The degree of consistency in work capabilities; Indicates reference resume For submitting resumes Its reference value.

[0090] It can be explained that when submitting a resume Reference resume The highest job level corresponding to the keywords in the same job category and The difference The bigger the resume, the more likely you are to submit it. At the highest job level Number of keywords contained The more, and refer to the resume. For submitting resumes Reference value The larger the value, the more likely it is that a resume has been submitted. The work experience section should demonstrate the relevant work abilities and be consistent with the job position applied for. The more it meets the job requirements.

[0091] When the difference The larger the value, the more likely it is to indicate that a resume has been submitted. The higher the job level, the more we can deduce that the job seekers submitting these resumes cover a range of work abilities from junior to senior positions. Furthermore, if we consider the highest job level in the statistics... The more keywords a resume contains, the more it indicates that the job seeker possesses relevant qualifications. The corresponding job level work ability; and its reference value. The larger the sample size, the more valid the reference resume. Submitting a resume The information matches highly, therefore it is advisable to submit your resume. The more closely the job applicant's demonstrated work abilities match the applied position, the better the applicant's resume is considered. They can be more competent at a higher job level; conversely, when the difference... The smaller the number, the more likely it is that a resume has been submitted. The job level is closer to the reference resume. The job level indicates where you should submit your resume. It focuses only on a narrow hierarchical range, which is consistent with the reference resume. Although the job levels are similar, the ability to highlight work skills is somewhat limited compared to higher job levels, and the scope of application becomes narrower. Even if the more keywords corresponding to the highest job level there are, the greater the reference value, the degree of consistency between the work skills and the reference resume is small in the subsequent analysis process, and thus the degree of suitability for the applied position is also relatively small.

[0092] Specifically, for the two highest job levels and The difference To illustrate, based on actual situations, the difference between the two cannot be zero or negative. First, the text description used by the job seeker in the job search process is more abundant, that is, the keywords of the delivered resume match the higher job level as much as possible; second, to improve job competitiveness, the keywords of the delivered resume show more professional skills, project experience and educational background, thereby surpassing the job level of the reference resume, so from real life, the maximum job level of the delivered resume must be greater than the maximum job level of the reference resume .

[0093] Next, according to the consistency of all work abilities descending order, get the maximum value, take the maximum value as the consistency of the work ability feedback of the delivered resume with the job position, denoted as , The greater the value, the more the work ability of the corresponding delivered resume meets the job requirements of the job position.

[0094] Understandably, in the current delivered resume screening process, job seekers often use the same resume to apply for multiple different job categories, resulting in a wide range of ability descriptions in the delivered resume, which lack specificity. In this regard, the content of the delivered resume may cover multiple functional directions, but it does not highlight the abilities and experiences highly relevant to the current job position, and cannot accurately reflect the real willingness and preference of the job seeker for the job position; at the same time, it makes it difficult for the pre-set screening scheme to identify the matching point between the generalized description and the job requirements, which not only reduces the efficiency of the delivered resume screening, but also may cause the job seeker to be ignored in the preliminary screening stage due to low matching degree.

[0095] Further, in step S3, the non-target degree of the job position is determined, including:

[0096] Step S321: count the number of job categories in the delivered resume; in this embodiment, based on the delivered resume analysis is still carried out, the number of job categories in which all keywords in the delivered resume exist is obtained, denoted as .

[0097] Step S322: determine the maximum job level corresponding to the keywords in any job category, and count the number of keywords in the maximum job level to obtain the ability feedback degree of the delivered resume to the current job category, and determine the ability feedback degree of the delivered resume to the job position.

[0098] ​​Specifically, based on the obtained multiple job categories, any job category in the analysis process is recorded as , the keywords in the job category in the resume delivery are extracted, and the corresponding maximum job level is determined according to the keywords, recorded as ; then the number of keywords about the job category under the maximum job level is counted, recorded as ; and the ability feedback degree is calculated, and the corresponding calculation formula is:

[0099]

[0100] Among them,

[0101] It can be explained that when is larger, and is also larger, the ability feedback degree of the resume delivery to the job category is larger, that is, the corresponding job seeker of the resume delivery is more suitable for the job category .

[0102] Further, in step S322, the ability feedback degree of the resume delivery to the job position is determined, specifically:

[0103] The ability feedback degree of the resume delivery to all job categories is determined, and the maximum ability feedback degree is selected as the ability feedback degree of the resume delivery to the job position; if the maximum ability feedback degree and the job category corresponding to the consistency degree of the work ability to the job position are the same, the second largest value of the ability feedback degree of all job categories is determined as the ability feedback degree of the resume delivery to the job position.

[0104] It is explained that since the job seeker uses one resume to deliver multiple job positions, the resume delivery contains multiple job categories, and then the ability feedback degree of all job categories in the resume delivery is determined according to the above steps, to screen the maximum ability feedback degree, and take it as the ability feedback degree of the resume delivery to the current job category; in particular, if the maximum ability feedback degree and the job category corresponding to the consistency degree of the work ability to the job position are the same, that is, if the job category used to screen the keywords in step S311 is consistent with the job category corresponding to the maximum ability feedback degree, take the second largest value as the ability feedback degree of the resume delivery to the current job category, recorded as , which represents the resume delivery ​​​​The degree of ability feedback corresponding to the job position; it can be explained that if the job category corresponding to the degree of job capability corresponding to the job position belongs to the same one, it means that the resume delivery is more suitable for the job position, but since the job seeker does not highlight the ability and experience highly related to the current job position, the job seeker's true intention and preference for the job position cannot be accurately reflected through the multiple job categories feedback by the resume delivery, so the non-target degree of the resume delivery to the job position needs to be further deduced through the degree of ability feedback to deduce the job seeker's target degree to the job position.

[0105] Step S323: Determine the non-target degree of the resume delivery to the job position according to the number of job categories and the degree of ability feedback.

[0106] Specifically, the corresponding calculation formula is:

[0107]

[0108] Among them, indicates the non-target degree of the resume delivery to the job position; indicates the number of job categories in the resume delivery ; indicates the degree of ability feedback of the resume delivery to the job position.

[0109] It can be explained that when is larger, and is larger, it means that the resume delivery involves more job categories, and the degree of ability feedback to other job categories other than the job position is larger, at this time, the resume delivery has a larger non-target degree to the job position, indicating a smaller target degree to the current job position.

[0110] For better explanation, based on the resume delivery , it is assumed that the job category of the job position belongs to finance, and the resume delivery is also used to apply for different job categories such as finance, project, marketing, etc., and the degree of job capability corresponding to the job position obtained in the foregoing calculation process is the job category of finance; first, according to step S321, the number of job categories in which all keywords in the resume delivery exist; ; then, according to step S322, determine the maximum job level corresponding to any one of the job categories such as finance, project, marketing, etc., for example, the maximum job level is 002 corresponding to finance, and the number of keywords under the 002 job level is counted to feedback the degree of ability feedback of the resume delivery to finance, and similarly, the degree of ability feedback of all resume deliveries The degree of ability feedback of all job categories; and because it corresponds to the same job category as the degree of correspondence between the work ability and the job position, it can only indicate that the resume delivery is the most suitable for the work ability of the job position, but it cannot reflect whether the job seeker's job intention is more specific to finance, so the second largest value of the degree of ability feedback is selected as the resume delivery The degree of ability feedback of the job position is calculated to obtain the resume delivery The non-target degree of the current job position, which indicates the resume delivery in the opposite direction The smaller the degree of targeting of the current job position, the more likely the job seeker prefers other job categories rather than finance.

[0111] Understandably, the more consistent the keywords of the delivery resume and the reference resume, the greater the degree of correspondence between the work ability and the job position, and the stronger the targeting of the job position, the better the condition of the current job seeker corresponds to the job position, and the more likely it should pass the initial selection of the resume.

[0112] Specifically, in step S3, the degree of correspondence of the delivery resume to the job position is obtained, and the corresponding calculation formula is:

[0113]

[0114] Among them, indicates the delivery resume The degree of correspondence to the job position; indicates the reference resume with the maximum reference value The number of same keywords of the delivery resume The degree of correspondence between the work ability feedback by the delivery resume and the job position; The non-target degree of the delivery resume to the job position.

[0115] It can be explained that when is greater, is greater, and the non-target degree is smaller, it indicates that the personal basic information such as education, age, etc. of the delivery resume is more consistent with the work requirements of the job position, and the delivery preference for the job position is greater, which is more in line with the requirements of the job position, and the opportunity for employment is greater.

[0116] Next, by analogy, the degree of correspondence of all different delivery resumes to the job position is obtained, and in step S3, the degree of correspondence is normalized by using maximum and minimum normalization to obtain , whose value range is The delivery resume compliance condition table is shown in Table 2, and the delivery resume number, the corresponding job-hunting post number and the compliance condition are included. The normalized compliance condition of different delivery resumes for different job-hunting posts is visually displayed by using the SQL (Structured Query Language) query statement, which is beneficial to the quick matching and screening of the recruitment personnel.

[0117] Table 2 Delivery resume compliance condition table

[0118]

[0119] It can be understood that the corresponding reference resume is matched from the reference resume database according to the analysis of the delivery resume; the actual work experience and ability of the job-hunting personnel corresponding to the delivery resume are judged by the keyword description condition in the delivery resume, the consistency of the work ability is determined, and then the compliance degree of the delivery resume for the job-hunting post is obtained; then the non-target degree of the delivery resume for the job-hunting post is analyzed according to the keyword, and the industry targeting is judged in reverse, that is, the industry targeting of the resume is judged according to the difference between the categories of different work experience of the delivery resume; the number of the same keywords of the delivery resume and the reference resume is counted, the compliance condition of the delivery resume for the job-hunting post is obtained, all the delivery resumes are screened through the compliance condition, the compliance condition judgment of the delivery resume is more accurate, the screening time of the delivery resume by the artificial is effectively reduced, and the suitable delivery resume is retained to prevent the omission of excellent talents.

[0120] The second embodiment of the present application provides a smart screening device for an intelligent personnel platform, which comprises a processor, a communication interface, a memory and a communication bus. The processor, the communication interface and the memory communicate with each other through the communication bus. The processor calls the logic instructions in the memory to execute the smart screening method for the intelligent personnel platform provided by any one of the preceding embodiments.

[0121] Please refer to Figure 2 The third embodiment of the present application provides a smart screening system for an intelligent personnel platform, which comprises:

[0122] The collection device is used for collecting reference resumes corresponding to different job categories.

[0123] The smart screening device for the intelligent personnel platform is used for executing the smart screening method for the intelligent personnel platform provided by any one of the preceding embodiments.

[0124] As an optional implementation, the collection device includes but is not limited to an advanced scanner, intelligent OCR (Optical Character Recognition) technology and a cloud storage system, which ensures efficient collection while ensuring the security and accuracy of resume information; and then efficiently obtains detailed resume samples required for various positions, i.e., reference resumes, which contain rich personal information, work experience, educational background and skill expertise, to establish a more comprehensive reference resume database and provide a basis for analyzing delivered resumes.

[0125] It can be explained that the device or the system has the same beneficial effects as the aforementioned intelligent screening method for the intelligent personnel platform, and will not be described here.

[0126] It can be understood that the intelligent screening device for the intelligent personnel platform or the intelligent screening system for the intelligent personnel platform needs to use the aforementioned intelligent screening method for the intelligent personnel platform provided in any of the embodiments when in operation, and therefore, whether the device or the system is integrated with program data or configured with different hardware to produce similar functions to the effects achieved by the present application, all belong to the protection scope of the present application.

[0127] It should be noted that: the above-mentioned sequence of the embodiments of the present application is only for description, and does not represent the advantages and disadvantages of the embodiments. The processes depicted in the drawings do not necessarily require the specific order or continuous order shown to achieve the desired results. In some embodiments, multi-task processing and parallel processing are also possible or can be advantageous.

[0128] Each embodiment in the specification is described in a progressive manner, and the same and similar parts between each embodiment can be referred to each other, and each embodiment mainly describes the difference from other embodiments.

Claims

1. An intelligent screening method for an intelligent human resources platform, characterized in that, The method includes: Collect several reference resumes and extract keywords to build a reference resume database; Get the job postings and corresponding resumes, and match reference resumes from the reference resume database based on the resumes submitted for the job postings. Based on the number of identical keywords found in submitted resumes and corresponding reference resumes, the degree to which work abilities match the applied position and the degree to which they are not relevant are determined, thus obtaining the matching status of submitted resumes to the applied position and displaying it visually. Determine the degree to which the applicant's work skills match the job requirements, including: Filter keywords that match the submitted resumes and corresponding reference resumes for the same job category, and determine the maximum job level for the submitted resumes and reference resumes based on the keywords; Count the number of keywords contained in the highest job level corresponding to the submitted resumes; By combining the reference value, the degree of consistency between the submitted resume and all corresponding reference resumes in terms of work ability is obtained, and the highest degree of consistency in work ability is determined as the degree of suitability of the submitted resume for the applied position. Determine the degree of non-relevance to the applied position, including: Count the number of job categories in the submitted resumes; Determine the maximum job level corresponding to the keywords in any job category, and count the number of keywords in the maximum job level to obtain the degree of ability feedback of the submitted resume to the current job category, and determine the degree of ability feedback of the submitted resume to the applied position; The degree to which resumes are not relevant to the applied position is determined based on the number of job categories and the level of feedback on abilities. Submit resume and reference resume The formula for calculating the consistency of work capabilities includes: in, Indicates submitting a resume and reference resume The degree of consistency in work capabilities; Indicates reference resume For submitting resumes Reference value; for reference resumes The corresponding maximum job level; To submit a resume The corresponding maximum job level; To submit a resume The number of keywords contained in the corresponding highest job level; Submit resume For job categories The formula for calculating the level of ability feedback includes: in, To submit a resume For job categories The degree of feedback on capabilities; To submit a resume Secondary vocational school The corresponding maximum job level; To submit a resume The job category is the highest job level corresponding to the vocational school category. The number of keywords; Submit resume The formulas for calculating the degree of non-relevance to the applied position include: in, To submit a resume The degree of non-relevance to the applied position; indicating the submission of a resume. The number of job categories; This indicates the degree to which the applicant's resume reflects their ability to meet the requirements of the applied position; Submit resume The formula for calculating eligibility for the applied position includes: To submit a resume How well do you meet the requirements for the applied position? To submit a resume The degree to which the submitted work skills match the applied position.

2. The intelligent screening method for an intelligent personnel platform according to claim 1, characterized in that, The reference resume database includes reference resume number, reference resume keywords, corresponding keywords in the keyword database, job category, and job level.

3. The intelligent screening method for an intelligent personnel platform according to claim 2, characterized in that, Collect several reference resumes and extract keywords to build a reference resume database, including: Generate a keyword database based on job requirements for different job categories; Collect several reference resumes and extract keywords. Based on the keyword database, obtain the matching degree between the keywords in the reference resumes and the keywords in the keyword database. Keywords from reference resumes are filtered based on matching scores, and corresponding keywords are then used to create a reference resume database based on job category and position level, according to the corresponding reference resume number.

4. The intelligent screening method for an intelligent personnel platform according to claim 2, characterized in that, Based on the submitted resumes for the applied position, reference resumes are matched from the reference resume database, including: Keywords for the job postings and the corresponding resumes were extracted separately. By referring to the resume database, the number of overlaps between the keywords for the job postings and the keywords for the submitted resumes and the keywords for the reference resumes was counted, and a keyword sequence was established. The number of keywords that are common to the job postings and the corresponding resumes is counted based on the keyword sequence to determine the reference value of the reference resume for the resume submitted. By matching the submitted resume with the reference value, the corresponding reference resume can be found.

5. The intelligent screening method for an intelligent personnel platform according to claim 4, characterized in that, The number of identical keywords between submitted resumes and corresponding reference resumes is counted as follows: Obtain all corresponding reference resumes for the submitted resumes, filter the reference resumes that have the greatest reference value for the submitted resumes, obtain the reference resumes corresponding to the greatest reference value, and count the number of identical keywords in the submitted resumes.

6. The intelligent screening method for an intelligent personnel platform according to claim 1, characterized in that, Determine the level of feedback on the applicant's abilities for the applied position based on the submitted resume, specifically as follows: Determine the degree of ability feedback of the submitted resume for all job categories, and select the maximum degree of ability feedback as the degree of ability feedback of the submitted resume for the applied position; if the maximum degree of ability feedback is the same as the job category corresponding to the degree of matching of work ability with the applied position, determine the second largest value of ability feedback for all job categories as the degree of ability feedback of the submitted resume for the applied position.

7. An intelligent screening device for an intelligent human resources platform, characterized in that, The device includes a processor, a communication interface, a memory, and a communication bus. The processor, the communication interface, and the memory communicate with each other through the communication bus. The processor calls logical instructions in the memory to execute the intelligent screening method for an intelligent personnel platform as described in any one of claims 1 to 6.

8. An intelligent screening system for an intelligent human resources platform, characterized in that, The system includes: Data collection equipment is used to collect reference resumes corresponding to different job categories. The intelligent screening device for the intelligent personnel platform is used to: execute the intelligent screening method for the intelligent personnel platform as described in any one of claims 1 to 6.

Images