Talent marketplace system and talent marketplace program

Abstract

To build a talent marketplace to autonomously and flexibly achieve a more favorable match between human resources and enterprises.SOLUTION: The talent marketplace is equipped with: an employee information management unit 20 for collecting, recording, and outputting information on the career and results of employees in response to a request; a department information management unit 30 for collecting, recording, and outputting information on the operations of departments in response to a request; a recommendation processing unit 50 for deriving recommendation information consisting of one or more departments or employees to be recommended based on the information on the career and results of employees and the information on the operations of departments, and deriving a matching plan between one or more departments desired by each employee and one or more employees desired by each department by a predetermined matching algorithm; and a matching information output unit 40 for outputting the recommendation information and the matching plan.SELECTED DRAWING: Figure 1

Description

[Technical field]

[0001] The present invention relates to a technology that contributes to human capital management in a company, and in particular to a technology that is effective when applied to a talent marketplace system that realizes a talent marketplace and a talent marketplace program. [Background technology]

[0002] In Japanese companies, where the productive population is declining, it is essential to utilize human capital as efficiently as possible. In other words, it is important for management to maximize the value of "human resources" and increase corporate value in the medium to long term by linking the human resources strategy, in which the human resources department procures and develops the human resources necessary to execute the business strategy, with the business strategy, in which each business department formulates a business strategy that utilizes the strengths of human resources (management strategy), while overseeing the entire company.

[0003] However, in today's VUCA (Volatility, Uncertainty, Complexity, Ambiguity) world where it is difficult to predict the future, business strategies are changing and the fluidity and diversity of human resources is increasing, making it extremely difficult for the traditional centralized decision-making structure led by management and human resources departments to respond to both types of changes.

[0004] Therefore, the company is considering forming an "internal talent market" system (talent marketplace) that uses market principles to match and link the work required to execute business strategies with the capabilities, achievements, and will of each individual employee. This system will enable the company to flexibly link talent strategies with business strategies, thereby improving on-site engagement and productivity.

[0005] As an example of a technology for determining assignment by matching recruiters (employers) with applicants (job seekers), JP 2004-62270 (Patent Document 1) describes a technique for comparing the recruiter's response information selected by the recruiter from a set of multiple options with the job seeker's response information selected by the job seeker for each of a number of categories common to both recruiters and job seekers, calculating the recruiter's evaluation points from the perspective of the job seeker and the job seeker's evaluation points from the perspective of the recruiter, and matching recruiters and job seekers based on these points. [Prior art documents] [Patent documents]

[0006] [Patent Document 1] JP 2004-62270 A Summary of the Invention [Problem to be solved by the invention]

[0007] According to the conventional technology described in Patent Document 1, it is possible to create an assignment plan by matching applicants and recruiters, but it is a simple matching method that assists the human resources department in creating a tentative assignment plan, and there is a limit to the appropriateness and effectiveness of the matching results. In addition, since it is necessary to determine a recruiter (assignment destination) for all target applicants, there is a possibility that the combination of applicants and recruiters that is difficult to say is optimal individually may be generated as a result of performing overall optimization or optimization for some applicants and recruiters.

[0008] Therefore, an object of the present invention is to provide a talent marketplace system and a talent marketplace program that autonomously and dynamically achieves more optimal matching between human resources and jobs.

[0009] The above and other objects and novel features of the present invention will become apparent from the description of this specification and the accompanying drawings. [Means for solving the problem]

[0010] Among the inventions disclosed in this application, a brief summary of representative inventions is as follows.

[0011] A talent marketplace system that is a representative embodiment of the present invention is a talent marketplace system that supports matching of applicants who wish to work in other departments with departments of recruiters that are recruiting human resources, and has an applicant information management unit that acquires and records information on the applicant's background and achievements, and outputs it upon request; a recruiter information management unit that acquires and records information on the recruiter's work, and outputs it upon request; a recommendation processing unit that derives recommendation information consisting of one or more recruiters or applicants to be recommended to the applicant or recruiter based on the information on the applicant's background and achievements and the information on the recruiter's work, and also derives matching proposals between one or more recruiters desired by each applicant and one or more applicants desired by each recruiter using a predetermined matching algorithm; and a matching information output unit that outputs the recommendation information and the matching proposals.

[0012] The present invention can also be applied to a program that causes a computer to operate as the above-mentioned talent marketplace system. Effect of the Invention

[0013] The effects obtained by the representative inventions disclosed in this application can be briefly explained as follows.

[0014] In other words, according to the representative embodiment of the present invention, it becomes possible to achieve suitable matching of human resources and work in a more autonomous and flexible manner. [Brief description of the drawings]

[0015] [Figure 1] FIG. 1 is a diagram showing an overview of a configuration example of a talent marketplace system according to an embodiment of the present invention. [Diagram 2] FIG. 1 is a diagram outlining an example of a talent marketplace screen according to an embodiment of the present invention. [Diagram 3] FIG. 13 is a diagram outlining another example of a talent marketplace screen according to an embodiment of the present invention. [Figure 4] FIG. 13 is a diagram outlining another example of a talent marketplace screen according to an embodiment of the present invention. [Diagram 5] FIG. 1 is a diagram showing an overview of an example of a recommendation concept based on history and performance in an embodiment of the present invention. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0016] Hereinafter, an embodiment of the present invention will be described in detail with reference to the drawings. In all the drawings for explaining the embodiment, the same parts are generally given the same reference numerals, and the repeated explanations will be omitted. On the other hand, a part that has been described with a reference numeral in a certain drawing may be referred to with the same reference numeral in the explanation of another drawing, although it will not be shown again.

[0017] <Summary> The Talent Marketplace (hereinafter sometimes referred to as "TMP") system, which is one embodiment of the present invention, is an information processing system that matches, for example, multiple internal job postings within a company (recruiting departments, divisions, groups, etc. (hereinafter sometimes collectively referred to as "departments")) with applicants for these. In this embodiment, when matching, information such as the applicant's skills, personality, qualities, career history, and achievements is used to recommend suitable departments, thereby stimulating the flow of information, and a matching algorithm is used to present suitable matching proposals between applicants and recruiters, thereby supporting the management and human resources department in making final human resource allocation decisions.

[0018] In other words, this embodiment is specialized for the purpose of matching, and realizes a talent marketplace for both applicants and recruiters by simply displaying and visualizing only the necessary and useful information on the screen regarding information on individual employees who will be applicants (such as their skills, personality, qualities, career history, achievements, etc.), information on the department that will be recruiting, and recommendation information.

[0019] In this embodiment, the main example will be an internal job posting by a department and applications to the job posting, but the present invention is not limited to this and can be applied to, for example, regular personnel rotations, assignment of new employees and mid-career hires, etc. Also, the target applicants are not limited to those who wish to be transferred in personnel terms, but can be a wide range of applicants, such as those who wish to work in another department to improve their skills, or those who wish to gain work experience in another department for a certain period of time.

[0020] <System configuration> 1 is a diagram showing an overview of an example of the configuration of a talent marketplace (TMP) system according to an embodiment of the present invention. The TMP system 1 may be implemented, for example, by an information processing terminal such as a personal computer (PC) or a tablet terminal, or may be implemented by a server device or a virtual server constructed on a cloud computing service. Although the figure shows a single logical information processing system, the functions may be physically distributed and implemented on multiple information processing terminals, servers, etc.

[0021] The TMP system 1 realizes various functions related to TMP construction, for example, by using a CPU (Central Processing Unit) not shown to execute middleware such as an OS (Operating System), a DBMS (DataBase Management System), and a Web server program that are deployed onto memory from a recording device such as an HDD (Hard Disk Drive) or SSD (Solid State Drive), as well as software that runs on top of them.

[0022] The TMP system 1 has various units, such as a user interface (UI) processing unit 10, an employee information management unit 20, a department information management unit 30, a matching information output unit 40, and a recommendation processing unit 50, which are implemented as software. These units may be implemented as one application program as a whole, or each unit may be implemented as an independent program and linked together. The TMP system 1 also has various data stores, such as skill information 21, personality information 22, career information 23, department skill information 31, department personality information 32, and department work information 33, which are implemented as databases, file tables, etc.

[0023] The UI processing unit 10 provides users (applicants, department personnel, etc.) with user interface functions such as displaying the results of processing by each unit, such as the employee information management unit 20, department information management unit 30, and matching information output unit 40, which will be described later, on a screen, and accepting input. For example, the results may be displayed on a display (not shown) provided in the TMP system 1, or may be displayed by a web browser or dedicated application on an information processing terminal connected via a network (not shown). Examples of the screens to be displayed will be described later.

[0024] The employee information management unit 20 has a function of managing the personal information of employees who are applicants for jobs in other departments, such as transfers, and outputting the information on the screen via the UI processing unit 10. The personal information includes, for example, information on the type and level of skills that each employee self-reports or is certified by the company or an external organization, information on personality and qualities measured and determined by a predetermined personality diagnosis / aptitude diagnosis test, information on past work achievements and career appeal, information on fields and work that employees would like to challenge in the future, etc. These pieces of information may be, for example, input from employees via the UI processing unit 10 and registered in the skill information 21, personality information 22, and career information 23, etc., or the minimum necessary personnel information may be obtained through cooperation with a personnel database (not shown) and other information may be supplemented by input from employees.

[0025] The department information management unit 30 has a function of managing information on departments that are recruiting employees or scouting, such as those that are recruiting internally, and outputting the information on the screen via the UI processing unit 10. The department information includes, for example, the type and average level of skills possessed by the members of the department, the type and level of skills required, information on the average personality and qualities measured and determined by the members of the department through a predetermined personality diagnosis / aptitude diagnosis test, information on the work currently being performed in the department and future policies, information on the recruitment requirements for internal recruitment, etc. This information is, for example, input from the person in charge of the department via the UI processing unit 10 and registered in the department skill information 31, department personality information 32, department work information 33, etc.

[0026] The matching information output unit 40 has a function of outputting information on departments recommended for the applicant's employees and employees recommended for the recruiter's department on the screen via the UI processing unit 10 as a result of matching the applicant's employees with the recruiter's department by the recommendation processing unit 50 described later. In addition, the matching information output unit 40 has a function of receiving an input of a desired recruiter from the applicant and an input of a desired applicant from the recruiter via the UI processing unit 10, and outputting a suitable matching proposal derived by the recommendation processing unit 50 on the screen. As an additional function to enable both the applicant and the recruiter to make effective consideration, for example, a function of searching for applicants and recruiters, a function of displaying new applicants and recruiters, a function of displaying access rankings for applicant and recruiter information throughout the company, etc. may be included.

[0027] The recommendation processing unit 50 has a function of deriving recommendation information that specifies recruiters to be recommended to applicants and applicants to be recommended to recruiters based on information on employees of applicants and information on departments of recruiters. It also has a function of deriving a matching pattern that satisfies the desires of both parties to the maximum extent based on information on desired recruiters input by applicants and desired applicants input by recruiters, and outputting it as a suitable matching proposal. The concept and process for specifying recommended recruiters and applicants will be described later.

[0028] As a method for matching the preferences of both the applicant and the recruiter input based on the recommendation information (or not necessarily based on the recommendation information), various methods can be used, such as the method described in the prior art Patent Document 1. In this embodiment, however, the recommendation processing unit 50 uses the well-known DA (Deferred Acceptance) algorithm (Gale-Shapley algorithm), thereby making it possible to realize a process that is difficult to perform manually, namely, deriving a matching pattern that satisfies the preferences of both parties to the maximum extent possible.

[0029] In this embodiment, an employee (applicant) who wishes to be transferred to another department, and a person in charge of a department (recruiter) who is recruiting or scouting employees, such as by holding an internal job posting, access the TMP system 1 to register information about themselves or their department, and to view information about the department that is recruiting and the employees who are applicants. As described above, the system recommends suitable departments and employees to both parties using the skills, personality and qualities, and career and achievement information of the employees and members of the department.

[0030] If the applicant and the recruiter each have a desired department or employee in the content they have viewed, they specify the department or employee and input / register it. For example, an employee who is an applicant may specifically specify a department that they think matches their desire to be transferred to, or to concurrently work in another department, or to experience work in another department, and submit their preference. It is also possible to specify an employee with whom they would like to work (or the department to which the employee belongs) and submit their preference. When submitting their preference, they may specify multiple departments by ranking them, such as first choice to nth choice. Similarly, a department that is a recruiter may specifically specify an employee who they think matches their desire to be transferred to, or to concurrently work in their department, or to support their work, and submit their preference. It is also possible to specify multiple employees by ranking them, such as first choice to nth choice.

[0031] Then, the DA algorithm automatically derives a matching pattern that satisfies the wishes of each applicant (employee) and each recruiter (department) to the greatest extent possible. Based on this matching proposal, for example, the human resources department or management may make the final decision on actual transfers, rotations, and whether or not work can be performed in other departments. Note that if all of the transfers derived as the matching proposal are realized, there may be cases where adverse effects such as a large number of employees being transferred from a specific department occur. Therefore, for example, restrictions may be imposed, such as limiting the number of employees who can be transferred from one department to another department.

[0032] <Screen example> 2 is a diagram showing an example of a talent marketplace screen in one embodiment of the present invention. This screen is displayed by the employee information management unit 20 via the UI processing unit 10, and enables employees who wish to work in other departments to enter personal information to introduce themselves, and for the recruiters in charge of each department and other employees to view this information.

[0033] You can search for employees, departments, opportunities, etc. by entering keywords such as names, department names, and opportunities offered by departments in the keyword input field at the top of the screen. Depending on the item selected from the search results (not shown), you can transition to a department screen or a screen displaying matching results, which will be described later, at any time.

[0034] In the area below the keyword input field, employee profile information such as name, photo, department, brief self-introduction, etc. The minimum necessary personnel information may be displayed, for example, by linking with a personnel database.

[0035] The lower area of ​​the profile information display area displays a table of the career and achievements that the employee wants to highlight, and the area even lower displays information on the fields the employee wants to challenge in the future and the skills they want to acquire and master. The employee inputs this information as text sentences. By inputting free text, keywords can be extracted by natural language processing in the recommendation processing unit 50, and the similarity and compatibility with the work content and recruitment requirements of the recruiter's department can be systematically evaluated.

[0036] Furthermore, the area below displays the information on the skills possessed by the employee. The information on possessed skills is, for example, certified based on skill items and skill level standards defined within the company, or set by the employee's self-declaration. The employee may enter the information individually, or data registered in a personnel database or the like may be retrieved and displayed.

[0037] 3 is a diagram outlining another example of a talent marketplace screen in an embodiment of the present invention. This screen is displayed by the department information management unit 30 via the UI processing unit 10, and enables a person in charge of a department recruiting employees to input information for introducing the department, cases, opportunities, etc., and enables employees who are applicants, and people in charge of other departments, etc., to view this information.

[0038] In the area below the keyword input field at the top of the screen, the department profile information is displayed, such as the department name, an overview of the work, and an introduction to the areas of focus. A short video introducing the department may also be displayed. This information is entered, for example, by the person in charge of the department.

[0039] Furthermore, in the area below, aggregated information such as the average results of personality and aptitude diagnostic tests of the members are displayed as characteristics of the personality and qualities of the department. This information may be entered individually by the person in charge of the department, or data held by the human resources department may be obtained and displayed. In the area further below, profile information of the person in charge of the department obtained from a human resources database or the like is displayed, and in the area further below, information such as introductions of groups and members within the department is displayed. This information is entered, for example, by the person in charge of the department or group.

[0040] 4 is a diagram showing an overview of another example of a talent marketplace screen in one embodiment of the present invention. This screen is displayed by the matching information output unit 40 via the UI processing unit 10, and enables employees who are applicants and department personnel who are recruiting to view information on departments, employees, etc. recommended as suitable for them and to make a request. FIG. 4 shows an example of displaying information on departments, etc. recommended for employees who are applicants.

[0041] For example, the area below the keyword input field at the top of the screen displays information on various opportunities within the company, such as new internal job postings. The area below displays information on departments, jobs, other employees, etc. that are recommended as suitable for the employee based on the skills, personality, qualities, and career and achievements information that the employee inputs via the screen shown in Figure 2. For example, when an applicant selects another employee or department from this screen, the screen transitions to a screen that displays the employee's personal information and department introduction information shown in Figures 2 and 3, where the applicant can confirm the details and can further submit a request to the target employee or department. The applicant (or recruiter) may be configured to register the recommended recruiter (or applicant) in his / her "favorites" or bookmarks. This makes it possible to continuously check the status of the recruiter (or applicant).

[0042] <Recommendation methods> In this embodiment, as described above, the recommendation processing unit 50 uses information on the skills, personality / qualifications, and career / achievement of the employee who is the applicant and the members of the department who is the recruiter to recommend suitable departments and employees to both parties.

[0043] For example, in the case of recommendation based on skills, the degree of sufficiency of the skills possessed by each employee who is an applicant with respect to the skill requirements (skill type and level) required by each department that is the recruiter is calculated, and departments or employees with the highest degree of sufficiency are ranked and recommended. The method of calculating the degree of sufficiency is not particularly limited, but may be, for example, a method of simply counting the number of skills that are satisfied by comparing the skill requirements required by the department with the skills possessed by the employee (weighting may be applied according to the skill), or a method of calculating the statistical closeness between the skill requirements required by the department and the skills possessed by the employee using a known method to determine the degree of sufficiency.

[0044] In this case, the degree of sufficiency of the skills possessed by each employee who is an applicant with respect to the skill requirements required by each department who is a recruiter is calculated. In other words, it is also possible to identify skills that each employee who is an applicant does not have, and the identified skills may be presented to each employee who is an applicant. This allows each employee who is an applicant to understand the skills that he or she should acquire. In addition, the degree of sufficiency of information other than skills may be calculated and recommended. In this case, depending on the content of the information, it may be possible to determine whether or not each department who is a recruiter has the content or requirements required or desired by each employee who is an applicant.

[0045] For recommendations based on personality and qualities, for example, based on the results of personality and aptitude tests administered to employees, a predetermined method is used to calculate the statistical closeness between the personality and qualities of the applicant employee and the average personality and qualities of each member of the department that is the recruiter, and departments and employees that are close, i.e., have similar personalities and qualities and are assumed to be compatible, are ranked and recommended. In terms of compatibility, instead of recommending departments and employees with similar personalities and qualities, departments and employees that are not similar but have a mutually complementary relationship may be recommended. Furthermore, a questionnaire may be conducted on employees who have actually experienced work in other departments due to transfers, etc., and machine learning may be performed using the compatibility with the department in the answers as a target variable, and the obtained trained model may be used to estimate the compatibility of personality and qualities between the employee and the department and make a recommendation.

[0046] When it comes to recommendations based on work history and achievements, for example, the system evaluates the similarity between each combination of four elements: the work history, achievements, and skills possessed by each employee who is applying, the future work they wish to do and the skills they wish to acquire, and the current work of each department that is recruiting, and the work they wish to strengthen or develop in the future, and then makes a recommendation.

[0047] FIG. 5 is a diagram outlining an example of a recommendation based on career and achievements in one embodiment of the present invention. The diagram shows the above four elements and their combinations, and indicates that when the applicant's career, achievements, and skills are evaluated in combination with the current work of the department that is the recruiter, the recommendation is made from the perspective of "(1) ready-to-use human resources." Similarly, when the employee's desired work and skills to be acquired in the future are evaluated in combination with the department's current work, the recommendation is made from the perspective of "(2) career support" for the employee. Also, when the employee's career, achievements, and skills are evaluated in combination with the work that the department wants to strengthen or develop in the future, the recommendation is made from the perspective of "(3) right person in the right place" within the company. Also, when the employee's desired work and skills to be acquired in the future are evaluated in combination with the work that the department wants to strengthen or develop in the future, the recommendation is made from the perspective of "(4) human resources discovery / development" within the company.

[0048] The evaluation of the similarity in the combination of each element can be performed, for example, by determining the similarity of sentences and words using a known method in natural language processing for sentences such as self-introductions and appeals entered by the employee who is the applicant and the person in charge of the department who is the recruiter via the screens shown in the examples of Figures 2 and 3. Evaluation may also be performed using a generally available AI engine. With such an evaluation method, it is possible to realize more appropriate and effective recommendations that cannot be covered by skill matching alone, by picking up characteristic keywords from free text information in addition to standardized skill items.

[0049] In the above explanation, when making recommendations using the skills, personality, qualities, and career and achievement information of employees who are applicants or members of a department who are recruiters, the combination is evaluated based on the evaluation of each item at the current time (for example, when the employee views it or at a specified time such as every quarter), but the recommendation information at this time may be saved and later displayed as a history of recommendations based on past evaluations at that time. This allows employees who are applicants or departments who are recruiters to look back on the contents of recommendations at each past time and find recruiters or applicants who suit them through changes over time.

[0050] In addition, the configuration may be such that the transition of the matching state (e.g., recommendation ranking, etc.) between the applicant or recruiter and the specified specific recruiter or applicant is displayed in chronological order. This makes it possible to determine a suitable recruiter or applicant from a long-term perspective. For example, if an employee who is an applicant wanted to work in a certain department, he or she initially did not apply because the department's recommendation ranking was low due to the employee's lack of skills, etc., but as the employee accumulates work experience and skills over time, the department's recommendation ranking increases, and the employee can apply with confidence. When an applicant or recruiter specifies a specific recruiter or applicant, the applicant or recruiter can easily specify the recruiter or applicant by, for example, specifying the recruiter or applicant registered in the above-mentioned "favorites" or bookmarks.

[0051] As described above, according to the TMP system 1 which is one embodiment of the present invention, when matching, information such as the skills, personality, qualities, career history, and achievements of the employees who are applicants and the members of the department who are recruiting is used to recommend suitable departments, employees, and opportunities such as internal job openings, thereby stimulating the flow of information, and a talent marketplace can be realized which uses a matching algorithm to present suitable matching proposals between applicants and recruiters, thereby supporting the final human resource allocation decisions made by management and the human resources department.

[0052] The invention made by the present inventor has been specifically described above based on the embodiment, but it goes without saying that the present invention is not limited to the above embodiment and can be modified in various ways without departing from the gist of the invention. Furthermore, the above embodiment has been described in detail to explain the present invention in an easy-to-understand manner, and the present invention is not necessarily limited to having all of the configurations described. Furthermore, it is possible to add, delete, or replace part of the configuration of the above embodiment with other configurations.

[0053] For example, in the above embodiment, the recommendation is made using the skills, personality, qualities, and career and achievement information of employees and department members, but it is not essential to make a recommendation using each of these elements, and a recommendation may be made using one or more of these elements. Note that, since it is known that recommendations made by evaluating similarity using natural language processing based on career and achievement information tend to be more accurate than recommendations based on other elements, it is desirable to make at least recommendations using career and achievement information.

[0054] In addition, for example, in the above embodiment, recommendations and matching are made for employees who currently wish to work in other departments, such as transfers, and departments that are looking to recruit employees, but the present invention is not limited to this, and information on skills, personality, qualities, careers, achievements, etc. may also be acquired for employees who do not currently wish to work in other departments, and departments that are not considering recruiting employees. This makes it possible to recommend departments, projects, and employees that are potentially more suitable, even if there is no specific preference at present, and this makes it possible to further activate the market function of the talent marketplace and optimize the placement of human resources throughout the company.

[0055] In addition, while the above embodiment targets an in-house talent marketplace, it is also possible to include external group companies, partner companies, companies in different industries, the recruitment market, freelancers, retirees, etc., and use this as a foundation for realizing a DAO (Decentralized Autonomous Organization).

[0056] The above-mentioned configurations, functions, processing units, processing means, etc. may be realized in part or in whole by hardware, for example, by designing them as integrated circuits. The above-mentioned configurations, functions, etc. may also be realized in software by a processor interpreting and executing a program that realizes each function. Information such as the program, table, file, etc. that realizes each function can be stored in a recording device such as a memory, a hard disk, or an SSD, or in a recording medium such as an IC card, an SD card, or a DVD.

[0057] In addition, in each of the above figures, the control lines and information lines are shown as those considered necessary for explanation, and do not necessarily show all the control lines and information lines in the actual implementation. In reality, it can be considered that almost all the components are connected to each other. [Industrial Applicability]

[0058] The present invention can be used in a talent marketplace system and a talent marketplace program that realizes a talent marketplace. [Explanation of symbols]

[0059] 1. Talent Marketplace (TMP) system, 10...UI processing section, 20...Employee information management department, 21...Skill information, 22...Personality information, 23...Career information, 30... Department information management department, 31... Department skill information, 32... Department personality information, 33... Department business information, 40...Matching information output unit, 50…Recommendation processing section

Claims

1. A talent marketplace system that supports matching of applicants who wish to work in other departments with departments of recruiters who are looking for talent, an applicant information management unit that acquires and records information on the career and achievements of applicants and outputs it upon request; a recruiter information management unit that acquires and records information on the recruiter's business and outputs it upon request; a recommendation processing unit that derives recommendation information consisting of one or more recruiters or applicants to be recommended to the applicant or recruiter based on information on the career and achievements of the applicant and information on the business of the recruiter, and also derives a matching proposal between one or more recruiters desired by each applicant and one or more applicants desired by each recruiter using a predetermined matching algorithm; A talent marketplace system having a matching information output unit that outputs the recommendation information and the matching proposal.

2. 2. The talent marketplace system of claim 1, A talent marketplace system in which the recommendation processing unit derives the recommendation information by evaluating the similarity of sentences and words using natural language processing for text data related to information on the career and achievements of each applicant and text data related to information on the work of each recruiter.

3. 2. The talent marketplace system of claim 1, The applicant information management unit further acquires and records information on skills possessed by the applicant, The recruiter information management unit further acquires and records information on skills possessed by members of the recruiter; A talent marketplace system, wherein the recommendation processing unit derives the recommendation information based on information on skills possessed by applicants and information on skills possessed by members of the recruiter.

4. 2. The talent marketplace system of claim 1, The applicant information management unit further acquires and records information on the applicant's character and qualifications, The recruiter information management unit further acquires and records information on the characteristics and qualities of the recruiter members; A talent marketplace system, wherein the recommendation processing unit derives the recommendation information based on information on the personality and qualifications of the applicant and information on the personality and qualifications of members of the recruiter.

5. A talent marketplace program that causes a computer to operate as a talent marketplace system that supports matching of applicants who wish to work in other departments with departments of recruiters that are looking for human resources, The computer, obtaining and recording applicant background and performance information; obtaining and recording information about the business of the recruiter; A step of deriving and outputting recommendation information consisting of one or more recruiters or applicants to be recommended to the applicant or recruiter based on information on the career and achievements of the applicant and information on the business of the recruiter; and deriving and outputting a matching proposal between one or more recruiters desired by each applicant and one or more applicants desired by each recruiter using a predetermined matching algorithm.

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