Program, information processor and method

Abstract

To provide a program, an information processor, and a method that facilitate the matching of a job offerer and a job applicant while reducing the risk of an agent for recruitment.SOLUTION: In a system for a result-based recruitment agency service in which compensation is paid to an agent for recruitment when a job applicant reaches each stage of a recruitment process, a server (10) used by the agent to whom compensation is paid in conjunction with a result manages multiple stages until the job applicant is employed by a job offerer in association with information on the job applicant for each of the stages to determine the compensation for the agent every time the job applicant proceeds to employment in each of the multiple stages of the job applicant, by referring to the information of the job applicant.SELECTED DRAWING: Figure 9

Description

[Technical field]

[0001] The present disclosure relates to a program, an information processing device, and a method. [Background technology]

[0002] Patent Document 1 describes a "recruitment support device that supports recruitment introduction between a recruiter and one or more recruitment introducers, comprising an evaluation registration unit that registers the recruitment introducer's evaluation of the recruitment introduction for each recruitment introducer, and a score calculation unit that calculates a credit score for the recruitment introduction for each recruitment introducer based on the registered evaluation." [Prior art documents] [Patent documents]

[0003] [Patent Document 1] JP 2021-190042 A Summary of the Invention [Problem to be solved by the invention]

[0004] The technology of Patent Document 1 can match human resources with recruiters who hire them. However, since the fee structure is such that the fee is paid to the introducer when the recruiter decides to hire the person, the introducer does not incur any fee until the person is hired. Therefore, even if the introducer checks the profile of the job seeker at the time of application and conducts an interview, if the job seeker is not hired, the fee is not paid to the introducer, which is a very risky structure for the introducer. In particular, there is a problem that an agent who performs the recruitment work of the job seeker on behalf of the recruiter, even though the agent performs the recruitment work on behalf of the recruiter, runs the risk of not receiving any compensation if the job seeker continues to fail to be hired, despite the financial and time costs incurred. In addition, if the compensation system paid by the recruiter to the agent for the recruitment work itself is a fixed commission fee regardless of whether the job seeker is hired or not, there is a risk that the matching between the recruiter and the job seeker will not be achieved.

[0005] Therefore, the present disclosure provides technology that can promote matching between employers and job seekers while reducing the risks for agents in charge of recruitment tasks. [Means for solving the problem]

[0006] According to one embodiment, a program for executing on a computer having a processor and a memory, the computer is used by an agent user who acts on behalf of an employer in recruiting job seekers, and a memory unit is stored to manage a plurality of stages through which the job seeker goes before being recruited by the employer and information on the job seeker for each of the stages in association with each other, the program causes the processor to execute the steps of: referencing the information on the job seeker from the memory unit; and determining remuneration to the agent depending on an event that moves the job seeker at each of the stages toward being recruited by the employer. Effect of the Invention

[0007] According to the present disclosure, by reducing the risk to the recruitment agent while setting incentives for the recruitment agent to perform the job, it is possible to promote matching between employers and job seekers. [Brief description of the drawings]

[0008] [Figure 1] FIG. 1 is a diagram showing the overall configuration of a system 1. [Diagram 2] FIG. 2 is a diagram showing the functional configuration of the server 10. As shown in FIG. [Diagram 3] FIG. 3 is a diagram showing the functional configuration of the agent terminal 20. As shown in FIG. [Figure 4] FIG. 4 is a diagram showing the data structure of the database. [Diagram 5] FIG. 5 is a diagram showing the data structure of the database. [Figure 6] FIG. 6 is a diagram showing the data structure of the database. [Figure 7] FIG. 7 is a diagram showing the data structure of the database. [Figure 8] FIG. 8 is a diagram showing the data structure of the database. [Figure 9] FIG. 9 is a diagram showing an example of a processing flow in the system 1. [Figure 10] FIG. 10 is a diagram showing an example of a processing flow in the system 1. [Figure 11] FIG. 11 is a diagram showing an example of a processing flow in the system 1. [Figure 12] FIG. 12 is an example of a screen displayed on the agent terminal 20. [Figure 13] FIG. 13 is an example of a screen displayed on the agent terminal 20.

[0009] Hereinafter, an embodiment of the present invention will be described with reference to the drawings. In the following description, the same components are denoted by the same reference numerals. Their names and functions are also the same. Therefore, detailed description thereof will not be repeated.

[0010] <1. First embodiment> <1.1. Overall configuration of System 1> The system 1 is a system for realizing an environment for carrying out the recruitment process according to the present disclosure. FIG. 1 is a diagram showing the overall configuration of the system 1.

[0011] 1, the system 1 includes a server 10, an agent terminal 20, and a recruiter server 30. The server 10, the agent terminal 20, and the recruiter server 30 are communicatively connected via a network 80. The server 10 is a device that determines a remuneration for an agent. The server 10 is realized by a stationary PC (Personal Computer), a laptop PC, or the like.

[0012] As shown in FIG. 1, the server 10 includes a communication IF 12, an input / output IF 13, a memory 15, a storage 16, and a processor 19.

[0013] The communication IF 12 is an interface for inputting and outputting signals so that the server 10 can communicate with an external device. The input / output IF 13 functions as an interface with an input device for receiving input operations from a user and an output device for presenting information to a user. The memory 15 is for temporarily storing programs and data processed by the programs, etc., and is a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage 16 is a storage device for saving data, such as a flash memory or a HDD (Hard Disc Drive). The processor 19 is hardware for executing an instruction set described in a program, and is composed of an arithmetic unit, a register, a peripheral circuit, etc.

[0014] The agent terminal 20 is a device operated by a user of an agent who performs recruitment operations on behalf of the agent. The agent terminal 20 is a computer connected to a network 80.

[0015] The agent terminal 20 is realized by a mobile terminal such as a smartphone or tablet compatible with a mobile communication system, or a stationary PC (Personal Computer), laptop PC, or the like.

[0016] As shown in FIG. 1, the agent terminal 20 includes a communication IF 22, an input / output IF 23, a memory 25, a storage 26, and a processor 29.

[0017] The communication IF 22 is an interface for inputting and outputting signals so that the agent terminal 20 can communicate with an external device. The input / output IF 23 functions as an interface with an input device for receiving input operations from a user and an output device for presenting information to a user. The memory 25 is for temporarily storing programs and data processed by the programs, etc., and is a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage 26 is a storage device for saving data, such as a flash memory or a HDD (Hard Disc Drive). The processor 29 is hardware for executing an instruction set described in a program, and is composed of an arithmetic unit, a register, a peripheral circuit, etc.

[0018] The recruiter server 30 is a server managed by the recruiter.

[0019] Like the server 10, the recruiter server 30 includes a communication IF, an input / output IF, a memory, a storage, and a processor (not shown).

[0020] <1.2. Functional configuration of server 10> 2 is a diagram showing a functional configuration of the server 10. As shown in FIG. 2, the server 10 fulfills the functions of a communication unit 101, a storage unit 102, and a control unit 103.

[0021] The communication unit 101 performs processing for the server 10 to communicate with external devices.

[0022] The storage unit 102 stores data and programs used by the server 10. The storage unit 102 also stores a plurality of stages until a job seeker is employed by a recruiter and information on the job seeker for each stage in association with each other so as to manage the stages. Specifically, the storage unit 102 stores a management DB (database) 121, a hiring status DB 122, and the like.

[0023] The data structures of the management DB 121 and the adoption status DB 122 stored in the server 10 shown in Fig. 3 and Fig. 4 will be described below. Fig. 3 and Fig. 4 are diagrams showing the data structures of each database.

[0024] The management DB121 includes the items "job seeker ID", "agent ID", "application stage status", "interview stage status", "hiring stage status", "hiring date", and "settlement assessment". The item "Job Seeker ID" is information for identifying a job seeker.

[0025] The item "agent ID" is information for identifying an agent.

[0026] The item "application stage status" is the status of the application stage at which applications are accepted from job seekers.

[0027] Specifically, the item "application stage status" stores the application stage status, such as the state when an application has been received, the state when the position is moving toward employment, etc.

[0028] The item "interview stage status" is the status of the interview stage in which a job seeker is interviewed.

[0029] Specifically, the item "interview stage status" stores the status of the interview stage, such as a status where the interview stage has not been reached, a status where the interview schedule is being adjusted, a status where the stage is moving toward hiring, and the like.

[0030] The item "recruitment stage status" is the status of the recruitment stage at which a job seeker is employed as an employer.

[0031] Specifically, the item "adoption stage status" stores the status of the adoption stage, such as a state not reached, a state progressing in the direction of adoption, and the like.

[0032] In this way, the technology of the present disclosure includes, as multiple stages until a job seeker is employed by a recruiter, an application stage in which an application is accepted from a job seeker, an interview stage in which the job seeker is interviewed, and a hiring stage in which the job seeker is hired as the recruiter. Also, in this disclosure, hiring does not mean that an agent engages in hiring activities for a job seeker under a title different from that of the recruiter, but rather that the agent engages in hiring activities for a job seeker under the title of the recruiter. By having an agent directly engage in hiring activities under the title of the recruiter, it becomes easier for job seekers to become established with the recruiter than indirect hiring through temporary staffing or the like, and therefore the retention rate can be increased.

[0033] The item "Date of employment" is the date on which the job seeker was employed by the employer.

[0034] Specifically, the item "Date of employment" stores the specific date on which the job seeker was employed by the employer.

[0035] The item "retention determination" is information indicating whether or not a job seeker has been retained by a recruiter.

[0036] The hiring status DB122 includes an item "job seeker ID", an item "employer ID", an item "hiring stage", an item "date", an item "agent ID", and an item "remuneration". The item "Job Seeker ID" is information for identifying a job seeker.

[0037] The item "Employer ID" is information for identifying the employer.

[0038] The item "employment stage" is information indicating the employment stage at which the job seeker is employed by the employer.

[0039] Specifically, the item "recruitment stage" stores information indicating the stage of employment, such as application stage, interview stage, hiring stage, and already hired.

[0040] The item "Date" is a date related to the item "Recruitment stage".

[0041] Specifically, the item "Date" stores the date on which the corresponding stage ended for each stage. For example, for the application stage, the date on which it was decided whether or not to proceed to the next selection stage, the interview stage, is entered.

[0042] The item "agent ID" is information for identifying an agent.

[0043] The item "Remuneration" is the remuneration for the item "Recruitment stage."

[0044] Specifically, the item "remuneration" stores the remuneration to be paid to the agent for each stage, which is determined according to the event that moves the job seeker toward being hired.

[0045] The control unit 103 performs functions shown as various modules by the processor of the server 10 performing processing according to a program. The control unit 103 performs functions as a reception control unit 131, a transmission control unit 132, a registration unit 133, a reference unit 134, a comparison unit 135, a determination unit 136, and a presentation unit 137.

[0046] The reception control unit 131 controls the processing in which the server 10 transmits and receives signals from external devices in accordance with a communication protocol.

[0047] The transmission control unit 132 controls the process in which the server 10 transmits a signal to an external device in accordance with a communication protocol.

[0048] The registration unit 133 registers in the management DB 121 and the hiring status DB 122 a number of stages that a job seeker goes through before being hired by a recruiter, in association with information about the job seeker for each of the stages. The reference unit 134 references the management DB 121, the hiring status DB 122, and an external DB. The external DB is, for example, the DB of the agent terminal 20 and the DB of the recruiter server 30. The comparison unit 135 compares the profile information of a job seeker who has applied with the hiring conditions of the recruiter. The profile information of the job seeker includes the job seeker's date of birth, qualifications held, work history, etc. The profile information of the job seeker may be obtained by any method, for example, when a notification of an application is received from an agent, or from the notification.

[0049] The hiring conditions include, for example, age, qualifications, and years of experience. The hiring conditions of the recruiter may be obtained by any method, for example, by obtaining the hiring conditions from the notification when the recruiter receives a notification from the agent that an application has been received.

[0050] Specifically, the comparison unit 135 compares the profile information to determine whether or not it satisfies the hiring conditions of the employer. If the result of the determination by the comparison unit 135 is that the hiring conditions are not satisfied, the comparison unit 135 prevents the job seeker from proceeding to the interview stage. Specifically, the comparison unit 135 prevents the job seeker from proceeding to the interview stage by, for example, having the presentation unit 137 present to the agent a message indicating that the job seeker does not satisfy the hiring conditions.

[0051] Furthermore, when the employment conditions are met, the comparison unit 135 prompts the agent to adjust the date of the interview for the job seeker. Specifically, the comparison unit 135 prompts the agent to adjust the date of the interview by, for example, having the presentation unit 137 present to the agent a message indicating that the job seeker meets the employment conditions and therefore the agent should adjust the date.

[0052] The determination unit 136 determines remuneration to be paid to the agent for each of the multiple stages of the job seeker depending on the event that moves the job seeker toward being hired by the recruiter. Specifically, the determination unit 136 determines the remuneration to be paid to the agent based on each stage that the job seeker reaches toward being hired, rather than just a fixed remuneration that is not related to the number of hires, which is the recruiter's recruitment activity.

[0053] In addition, the determination unit 136 determines a larger remuneration for a stage closer to hiring among the multiple stages. For example, the remuneration is determined so that the remuneration determined for the interview stage is larger than the remuneration determined for the application stage. In the technology disclosed herein, the remuneration is determined in advance by contract so that the remuneration is larger for a stage closer to hiring, and an example will be described in which the remuneration is managed by the recruiter.

[0054] Furthermore, when the result of the judgment by the comparison unit 135 is that the hiring conditions are not satisfied, the determination unit 136 may determine the remuneration to the agent to be less than the remuneration determined when the result of the judgment is that the hiring conditions are satisfied, or to be zero. This is because if the job seeker who has been presented to the agent as not satisfying the hiring conditions were to receive a normal remuneration if he or she proceeds to the next hiring stage, this would deviate from the purpose of reducing the risk to the agent, cause a disadvantage to the employer, and go against the purpose of promoting matching between job seekers and employers.

[0055] In addition, when a job seeker is employed by a recruiter for a specified period of time after the recruiter has employed a job seeker, the determination unit 136 determines the amount of compensation to be paid in accordance with the job seeker's retention with the recruiter. Specifically, when the determination unit 136 receives a notification from the agent terminal 20 or the like that a predetermined period of time has passed since the job seeker was employed by the recruiter, the determination unit 136 checks the date on which the job seeker was employed by the recruiter by referring to the employment status DB 122. The predetermined period may be set as follows. Any period, for example, 3 months, 6 months, 1 year, 3 years, etc. The trial period set by the employer in the employment regulations, etc., or the combined period of the trial period and a discretionary period (for example, the trial period is three months, and an employee is considered to have settled in after an additional three months of discretionary period). The determination unit 136 determines whether the current date is a predetermined period of time after the date of employment. If the predetermined period of time has passed, the determination unit 136 records the job seeker in the management DB 121 as being retained by the recruiter. The determination unit 136 acquires a reward for the retention from the recruiter server 30. The determination unit 136 determines a reward for the agent for the retention in accordance with the acquired reward. The determination unit 136 may determine the reward for the agent for the retention to be greater than the reward for each stage until the job seeker is hired (see FIG. 8). This encourages the agent to hire a job seeker who is expected to be retained by the recruiter, thereby further encouraging matching between the recruiter and the job seeker.

[0056] The determination unit 136 may set a plurality of established periods and determine the remuneration for the agent a plurality of times. In this case, the determination unit 136 may determine the remuneration for a longer established period to be greater than the remuneration for a shorter established period.

[0057] The presentation unit 137 presents the result of the comparison made by the comparison unit 135 to the agent. Specifically, the presentation unit 137 transmits the comparison result to the agent terminal 20, thereby presenting the comparison result to the agent.

[0058] Furthermore, the presentation unit 137 presents to the agent, out of a plurality of job seekers who have applied, those who satisfy the employment conditions in preference to job seekers who do not satisfy the employment conditions. Specifically, the presentation unit 137 presents to the agent job seekers who meet the hiring conditions in preference to job seekers who do not meet the hiring conditions, and performs the following when presenting a list of job seekers to the agent. · Display job seekers who meet your job criteria at the top - Display job seekers who meet your criteria separately from those who do not (by highlighting them in different colors, bolding, etc.) Display job seekers who meet your criteria while hiding those who do not In addition, the presentation unit 137 may present information about job seekers who meet the hiring conditions to the agent in priority over job seekers who do not meet the hiring conditions, and when displaying information about job seekers in card format or the like, may display job seekers who meet the hiring conditions in a higher layer than job seekers who do not meet the hiring conditions (displaying a card showing information about a job seeker who does not meet the hiring conditions behind a card showing information about a job seeker who meets the hiring conditions).

[0059] FIG. 12 is an example of a screen displayed on the agent terminal 20.

[0060] Screen 1200 is an example of a screen that displays the results of comparing the profile information of a job seeker who has applied with the hiring conditions of a recruiter.

[0061] Screen 1200 displays, among multiple job seekers who have applied, those who meet the hiring conditions with priority.

[0062] A text box 1201 is a text box for displaying the comparison results in the case of a job seeker who meets the hiring conditions.

[0063] A text box 1202 is a text box for displaying the comparison results in the case of a job seeker who does not satisfy the hiring conditions.

[0064] A text box 1201 that displays the comparison results of job seekers who meet the hiring conditions is displayed with priority over a text box 1202 that displays the comparison results of job seekers who do not meet the hiring conditions. For example, as shown in the example of Fig. 12, the text box 1201 is displayed in front of the text box 1202 or at the top of the screen.

[0065] In addition, the presentation unit 137 presents the agent's remuneration in response to a request from the agent terminal 20.

[0066] Specifically, the presentation unit 137 transmits the remuneration determined for the agent for a period such as a month or a year to the agent terminal 20, thereby causing the agent terminal 20 to display the remuneration.

[0067] FIG. 13 is an example of a screen displayed on the agent terminal 20.

[0068] Screen 1300 is an example of a screen for showing the agent the determined remuneration.

[0069] The screen 1300 includes a text box 1301 and a button 1302 .

[0070] A text box 1301 is a text box for displaying the determined remuneration.

[0071] 13, the text box 1301 displays the monthly remuneration to the agent. Note that the text box 1301 can display the remuneration for any period.

[0072] Button 1302 is a button for displaying details of the reward.

[0073] When the agent presses the button 1302, a screen displaying details of remuneration is displayed. The details of remuneration are a list of remuneration for the agent for the target period, which are acquired by referring to the employment status DB 122.

[0074] <1.3. Functional configuration of agent terminal 20> Fig. 5 is a diagram showing a functional configuration of the agent terminal 20. As shown in Fig. 5, the agent terminal 20 exerts the functions of a communication unit 201, a storage unit 202, and a control unit 203.

[0075] The communication unit 201 performs processing for the agent terminal 20 to communicate with external devices.

[0076] The storage unit 202 stores data and programs used by the agent terminal 20. The storage unit 202 also stores a recruiter DB 221.

[0077] The following describes the data structure of the recruiter DB 221 stored in the agent terminal 20 shown in Fig. 6. Fig. 6 is a diagram showing the data structure of the database.

[0078] The recruiter DB 221 is a database that manages information about recruiters.

[0079] The employing party DB 221 includes an item "employing party ID", an item "name", an item "address", and an item "contact information".

[0080] The item "Employer ID" is information for identifying the employer.

[0081] The item "name" is the name or surname of the employer.

[0082] The item "Address" is the address or residence of the employer.

[0083] The item "contact information" is contact information such as the employer's telephone number and email address.

[0084] The control unit 203 performs functions shown as various modules by the processor of the agent terminal 20 performing processing according to a program. The control unit 203 performs functions as a reception control unit 231, a transmission control unit 232, a reception unit 233, a registration unit 234, a notification unit 235, and a display unit 236.

[0085] The reception control unit 231 controls the processing in which the agent terminal 20 transmits and receives signals from external devices in accordance with a communication protocol.

[0086] The transmission control unit 232 controls the process in which the agent terminal 20 transmits a signal to an external device in accordance with a communication protocol.

[0087] The reception unit 233 receives applications from job seekers. The reception unit 233 also receives information about employment of job seekers through operations by an agent.

[0088] The reception unit 233 also receives input of the examination results for each stage of employment of the job seeker through the operation of the agent. The examination results are the results of examination into whether or not to proceed with employment.

[0089] The registration unit 234 registers applications from job seekers.

[0090] Furthermore, the registration unit 234 registers the employment status of the job seeker through the operation of the agent.

[0091] The notification unit 235 notifies the server 10 of an application from a job seeker. Specifically, the notification unit 235 transmits to the server 10 information to the effect that an application has been received, profile information of the job seeker, and information of the recruiter.

[0092] In addition, the notification unit 235 transmits the review result to the server 10.

[0093] The display unit 236 displays the information received from the server 10 .

[0094] <1.4. Functional configuration of the recruiter server 30> The recruiter server 30 has a function of returning information from its database in response to an inquiry. Specifically, the storage unit of the recruiter server 30 stores a job seeker DB 321, a remuneration DB 322, and the like.

[0095] The data structures of the job seeker DB 321 and the remuneration DB 322 stored in the recruiter server 30 shown in Figures 7 and 8 will be described below. Figures 7 and 8 are diagrams showing the data structures of each database.

[0096] The job seeker DB 321 is a database for managing information on job seekers.

[0097] The job seeker DB 321 includes an item "job seeker ID", an item "name", an item "address", an item "date of birth", an item "qualifications held", and an item "work history".

[0098] The item "Job Seeker ID" is information for identifying a job seeker.

[0099] The item "Name" is the name of the job seeker.

[0100] The item "Address" is the address of the job seeker.

[0101] The item "Date of Birth" is the job seeker's date of birth.

[0102] The item "Qualifications held" is information on qualifications held by a job seeker.

[0103] Specifically, if the job seeker does not have any qualifications, no information is entered in the item "Qualifications held," and if the job seeker has qualifications, information on all of the qualifications held is stored.

[0104] The item "Work history" is the work history of the job seeker.

[0105] Specifically, the item "Work History" stores detailed information about the work history of the job seeker. The work history may be stored in the form of a text file, for example.

[0106] The reward DB 322 is a database relating to rewards.

[0107] The remuneration DB322 includes an item "job type ID", an item "remuneration at application stage", an item "remuneration at interview stage", an item "remuneration at hiring stage", and an item "remuneration upon establishment".

[0108] The item "job type ID" is information for identifying the job type for which a job seeker is recruiting.

[0109] The item "remuneration at application stage" is the remuneration to be paid to the agent when the job seeker is hired at the application stage.

[0110] The item "remuneration at interview stage" is the remuneration to be paid to the agent if the candidate is hired at the interview stage.

[0111] The item "remuneration at the hiring stage" is the remuneration paid to the agent when the job seeker is hired at the hiring stage.

[0112] The item "Remuneration upon establishment" is the remuneration paid to the agent when the job seeker is established with the employer after being employed.

[0113] <1.5. System 1 processing flow> Next, a description will be given of the flow of processing performed by the system 1. Figures 9 and 10 show the flow of processing for determining remuneration for an agent.

[0114] In step S711, the agent terminal 20 accepts the job seeker's application.

[0115] Specifically, the agent terminal 20 accepts applications for job information from job seekers.

[0116] In addition, the employment employer may accept an application from a job seeker, and the employment employer may notify the agent of the application, so that the agent may accept the application.

[0117] In addition, when the agent terminal 20 accepts an application from a job seeker, it obtains the job seeker's profile and the employment conditions of the employer to which the application has been made from the employer server 30.

[0118] In step S713, the agent terminal 20 notifies the server 10 of the application information.

[0119] Specifically, the agent terminal 20 transmits to the server 10 the profile of the job seeker who applied and the employment conditions of the employer to which the application was made.

[0120] In step S715, the server 10 registers the application information.

[0121] Specifically, the server 10 adds a record to the management DB 121 based on the received application information. The server 10 also adds a record to the hiring status DB 122 based on the received application information.

[0122] In step S717, the server 10 compares the profile information of the job seeker who applied with the hiring conditions of the recruiter.

[0123] Specifically, the server 10 judges whether or not the profile information of a job seeker who has applied meets the hiring conditions of the employer. The hiring conditions are, for example, at least one of age, qualifications, and years of experience. The server 10 compares the profile information with the hiring conditions, and if all the hiring conditions are met, judges that the job seeker meets the hiring conditions.

[0124] In step S719, the server 10 presents the comparison result to the agent.

[0125] Specifically, the server 10 transmits the result of the determination made in step S717 to the agent terminal 20, thereby displaying the determination result on the agent terminal 20. At this time, the server 10 presents to the agent, of multiple job seekers who have applied, job seekers who meet the hiring conditions in preference to job seekers who do not meet the hiring conditions.

[0126] In addition, when the result of the judgment does not satisfy the hiring conditions, the server 10 inhibits the job seeker from moving to an event in the direction of being hired. For example, the server 10 causes the agent to inhibit the job seeker from moving to an event in the direction of being hired by including a message not to proceed to the next stage in the judgment result of the job seeker who does not satisfy the hiring conditions.

[0127] In step S721, the agent terminal 20 accepts an input of the result of consideration of whether to advance the job seeker to the interview stage.

[0128] Specifically, the agent terminal 20 receives input from the agent as to whether or not the job seeker should proceed to the interview stage, which is the next stage of employment.

[0129] In step S723, the agent terminal 20 notifies the agent terminal 20 of the review result.

[0130] In step S725, the server 10 refers to the information on the job seeker from the storage unit.

[0131] Specifically, if the examination result is in favor of hiring the job seeker, the server 10 refers to the storage unit 120 for information on the job seeker.

[0132] Furthermore, the server 10 receives the review results from the agent terminal 20. The server 10 updates each database based on the received review results.

[0133] In step S727, the server 10 determines remuneration for the agent depending on the events that move the job seeker through multiple stages toward being hired by the recruiter.

[0134] Specifically, when the examination result is in the direction of hiring, the server 10 acquires the remuneration according to the job seeker, the recruiter, and the stage of hiring (application stage) from the recruiter server 30. Then, the server 10 stores the remuneration acquired from the recruiter server 30 in the hiring status DB 122.

[0135] In step S729, the agent terminal 20 arranges the interview date and conducts the interview.

[0136] In step S731, the agent terminal 20 accepts an input of the result of consideration of whether to advance the job seeker to the hiring stage.

[0137] In step S733, the agent terminal 20 notifies the agent terminal 20 of the review result.

[0138] In step S735, the server 10 refers to the information on the job seeker from the storage unit.

[0139] Specifically, if the examination result is in favor of hiring the job seeker, the server 10 refers to the storage unit 120 for information on the job seeker.

[0140] Furthermore, the server 10 receives the review results from the agent terminal 20. The server 10 updates each database based on the received review results.

[0141] In step S737, the server 10 determines remuneration for the agent depending on the events that move the job seeker to be hired by the recruiter at multiple stages of the job seeker.

[0142] Specifically, when the review result is in the direction of hiring, the server 10 acquires remuneration according to the job seeker, the recruiter, and the hiring stage (interview stage) from the recruiter server 30. Then, the server 10 stores the remuneration acquired from the recruiter server 30 in the hiring status DB 122.

[0143] In step S739, the agent terminal 20 accepts an input of the result of considering whether or not to employ the candidate.

[0144] In step S741, the agent terminal 20 does not recruit a job seeker under a title different from that of the recruiter, but recruits a job seeker by the title of the recruiter.

[0145] In step S743, the agent terminal 20 notifies the agent terminal 20 of the review result.

[0146] In step S745, the server 10 refers to the information on the job seeker from the storage unit.

[0147] Specifically, if the examination result is in favor of hiring the job seeker, the server 10 refers to the storage unit 120 for information on the job seeker.

[0148] Furthermore, the server 10 receives the review results from the agent terminal 20. The server 10 updates each database based on the received review results.

[0149] In step S747, the server 10 determines remuneration for the agent depending on the events that move the job seeker through multiple stages toward being hired by the recruiter.

[0150] Specifically, when the review result is in the direction of hiring, the server 10 acquires remuneration according to the job seeker, the recruiter, and the stage of hiring (hiring stage) from the recruiter server 30. Then, the server 10 stores the remuneration acquired from the recruiter server 30 in the hiring status DB 122.

[0151] In step S749, the agent terminal 20 notifies the recruiter that the person has been hired.

[0152] Next, a process flow for determining the remuneration when a job seeker is retained will be described. Fig. 11 shows the process flow for determining the remuneration when a job seeker is retained.

[0153] In step S811, the agent terminal 20 notifies the agent terminal 20 that a predetermined period of time has passed since the job seeker was hired.

[0154] In step S813, when a job seeker is employed by a recruiter for a specified period after the recruiter has employed the job seeker, the server 10 determines the amount of compensation to be paid in accordance with the job seeker's retention with the recruiter.

[0155] Specifically, when the server 10 receives a notification from the agent terminal 20, it checks the date on which the job seeker was hired by the recruiter by referring to the hiring status DB 122. The server 10 determines whether the current date is a predetermined period of time after the hiring date. If the predetermined period of time has passed, the server 10 records the job seeker as having been retained by the recruiter in the management DB 121. The server 10 obtains a reward for the retention from the recruiter server 30. The server 10 determines the reward to be paid to the agent for the retention in accordance with the obtained reward.

[0156] On the other hand, if the predetermined period has not passed, the server 10 records the job seeker as not having been retained by the recruiter in the management DB 121. In this case, the server 10 does not determine the remuneration to be paid to the agent.

[0157] <1.6.Summary> As described above, the technology disclosed herein is used by an agent user who performs the recruitment work of a job seeker on behalf of a recruiter, and the storage unit stores multiple stages of the job seeker until the job seeker is hired by the recruiter, and information on the job seeker for each of the stages is associated and managed. The technology disclosed herein also refers to the information on the job seeker from the storage unit, and determines compensation for the agent depending on the events that move the job seeker toward being hired by the recruiter for each of the multiple stages. In this way, the technology disclosed herein can promote matching between recruiters and job seekers while reducing the risk to the agent in the recruitment work.

[0158] In addition, the technology disclosed herein pays the agent a fee according to the results of each stage. The technology disclosed herein pays the agent a fee before the job seeker is confirmed as being employed by the employer, thereby reducing the risk involved in the agent being employed.

[0159] <2. Modifications> In the first embodiment, the hiring stage is described by taking three examples: the application stage, the interview stage, and the hiring stage; however, the hiring stage is not limited to this.

[0160] <2.1. Variation 1> In the first embodiment, the comparison unit 135 prevents the job seeker from proceeding to the interview stage when the judgment result does not satisfy the hiring conditions, but the present invention is not limited to this. For example, the comparison unit 135 may be configured to automatically send a rejection notice to the job seeker when the judgment result does not satisfy the hiring conditions.

[0161] Specifically, when the employment conditions are not met, the comparison unit 135 automatically sends a preset notice to the job seeker to decline employment (notice of non-employment) after the time that it is expected that the agent will take to screen the documents has elapsed, without the agent having to create the wording of the email, etc. The time that the agent will take to screen the documents may be determined in advance for each agent, for example, 1 day, 2 days, 4 days, etc.

[0162] In this way, by configuring the system so that a rejection notice is automatically sent by email or other means to job seekers who do not meet the hiring conditions, the burden on the agent of contacting job seekers who do not meet the hiring conditions can be reduced.

[0163] <2.2. Variation 2> The comparison unit 135 may also be configured to automatically send a predetermined message regarding employment to each job seeker who has applied.

[0164] Specifically, when the comparison unit 135 is notified by the agent terminal 20 or the like that an application has been received, it automatically sends the predetermined message to the job seeker's contact information. The predetermined message is, for example, information used for recruitment, such as a request to send a resume and a curriculum vitae. The information used for recruitment may include information for comparison with the recruitment conditions of the employer.

[0165] In this way, by configuring the system so that a specific message regarding employment is automatically sent to job seekers who have applied, the burden on the agent of communicating with job seekers who have applied can be reduced.

[0166] <2.3. Variation 3> The server 10 may also have a function of displaying to the agent the hiring goals of the recruiter and the hiring progress of the agent for that hiring goal. In this modified example, an example will be described in which the control unit 130 of the server 10 includes a tabulation unit (not shown) that displays to the agent the hiring goals of the recruiter and the hiring progress of the agent for that recruiter. Since an agent may be acting on behalf of multiple recruiters in the hiring activities, by collectively checking the hiring goals of each of the multiple recruiters and the actual hiring results (number of personnel, etc.), it becomes easy to find recruiters who are not meeting the hiring goals, and it becomes easy to determine which recruiters to target in daily work.

[0167] Specifically, the tabulation unit acquires the recruiting target of the recruiter for a given period. The recruiting target for the given period is, for example, as follows: Monthly hiring goals (how many people you want to hire each month, e.g. X number of people in July) Hiring goals for a certain period of time (recruitment plan, can be set to correspond to fiscal year end) (e.g. hire 5 people in 3 months, hire Y number of people in the first quarter, etc.) The hiring goal is stored, for example, in the recruiter server 30.

[0168] The tallying unit tallies the progress of the recruiter for a given period. Specifically, the tallying unit refers to the hiring status DB 122 and tallies the number of applications, interviews, and hires for the given period.

[0169] The tallying unit displays to the agent, for each of the multiple recruiters, the recruitment goal of the recruiter and the recruitment progress of the recruiter. Specifically, the tallying unit transmits to the agent terminal 20 a screen comparing the recruitment goal of the recruiter and the recruitment progress of the recruiter in a list format or the like for each of the multiple recruiters, thereby causing the agent terminal 20 to display the comparison screen.

[0170] The hiring goals of each employer are different. In this modification, the hiring goals of each employer and the hiring progress of the agent relative to those goals are displayed to the agent. The technology according to this modification can visualize how hard the agent should work on the hiring behalf of each employer. In this way, the technology according to this modification can encourage the agent to better match employers with job seekers.

[0171] <2.4. Variation 3-2> Some companies may have a large gap between their hiring targets and their actual hiring results. This may be because the employment conditions desired by job seekers, such as the annual salary range or work location, do not match the employment conditions desired by job seekers, or the hiring conditions are strict to begin with, such as requiring highly advanced qualifications.

[0172] Therefore, the server 10 according to this modification may have a function of suggesting to the recruiter to change the hiring conditions when there is a discrepancy between the hiring conditions and the goal. In this modification, an example will be described in which the control unit 130 of the server 10 includes a suggestion unit (not shown) that refers to the tabulation results of the tabulation unit and suggests to the recruiter to change the hiring conditions when there is a discrepancy between the hiring conditions and the goal. In this modification, the hiring conditions include not only age, qualifications, and years of experience, but also working conditions such as annual salary if hired, work location, and working hours.

[0173] Specifically, the suggestion unit compares the recruiter's hiring goals with the agent's performance based on the results tallied by the tallying unit. The comparison is made by comparing the hiring goal with the number of people actually hired, or the number of applications with the number of people who progressed to interviews, etc. For example, if the hiring goal is greater than the number of people actually hired and the difference between the hiring goal and the number of people actually hired is equal to or greater than a predetermined threshold, the suggestion unit determines that there is a discrepancy between the hiring conditions and the goal. In addition, if the number of people who progressed to interviews divided by the number of applications is less than a predetermined threshold, the suggestion unit determines that there is a discrepancy between the hiring conditions and the goal.

[0174] When the suggestion unit determines that there is a discrepancy between the hiring conditions and the goal, it acquires hiring conditions of other recruiters similar to the relevant recruiter. For example, the similar other recruiters are recruiters who are engaged in a similar business as the relevant recruiter, are of similar company size, etc. The suggestion unit may acquire the hiring conditions of the other recruiters from, for example, the job information of the other recruiters posted on a job search engine.

[0175] The suggestion unit compares the hiring conditions of the relevant recruiting provider with the hiring conditions of other recruiting providers that have been acquired, and presents the results to the relevant recruiting provider. Specifically, the suggestion unit presents the results of the comparison to the recruiting provider server 30.

[0176] As a result, the technology of this modification allows the agent to propose improvements to the employment conditions to the employer. Usually, in the case of employment through a recruitment agency, the remuneration is a certain percentage of the annual salary of the recruited job seeker, so the proposal may have been made to increase the annual salary of the job seeker, and it cannot be said that there are cases where the proposal to change the employment conditions to the employer is not understood by the employer as it is for the benefit of the recruitment agency. However, since the present disclosure is a recruitment agency, the annual salary of the job seeker is not related to the agent's remuneration. Therefore, the technology of this modification can propose changes to the employment conditions that are more in line with the employer, and can promote better matching between the employer and the job seeker.

[0177] The suggestion unit may also select other similar recruiters who meet the hiring goals of the agent. By comparing with recruiters who meet the hiring goals, the recruiter can be made aware of the specific hiring conditions, and can be encouraged to change the hiring conditions to more realistic conditions to realize hiring.

[0178] <2.5. Other Modifications> The multiple stages may include an employment examination stage in which a practical test, a written test, etc. Also, there may be multiple interview stages.

[0179] Furthermore, the databases described in the embodiments do not need to be implemented in the same terminal, and may be implemented in separate terminals or in the same terminal, for example.

[0180] Moreover, the above modifications can be used in combination. Although several embodiments of the present disclosure have been described above, these embodiments can be implemented in various other forms, and various omissions, substitutions, and modifications can be made without departing from the spirit of the invention. These embodiments and modifications are within the scope of the invention and its equivalents as described in the claims, as well as the scope and spirit of the invention.

[0181] <Additional Notes> The matters described in the above embodiments will be supplemented below.

[0182] <Appendix 1> A program for executing on a computer having a processor and a memory, the computer being used by an agent user who acts on behalf of an employer in recruiting job seekers, the memory unit being stored to manage a plurality of stages through which the job seeker goes until he or she is hired by the employer, in association with information about the job seeker for each of the stages, the program causing the processor to execute the steps of: referencing information about the job seeker from the memory unit; and determining remuneration to the agent depending on an event that moves the job seeker at each of the stages toward being hired by the employer.

[0183] <Appendix 2> The program described in <Appendix 1>, wherein, in the memory unit, the plurality of stages include at least one of a group consisting of an application stage in which an application is accepted from the job seeker, an interview stage in which the job seeker is interviewed, and a hiring stage in which the job seeker is hired as the employer, and in the determining step, a remuneration determined according to the stage is determined in accordance with reaching at least one of the application stage, the interview stage, or the hiring stage.

[0184] <Appendix 3> The program described in <Appendix 2>, wherein in the step of determining the remuneration, a larger remuneration is determined for a stage that is closer to adoption among the multiple stages.

[0185] <Appendix 4> The program described in <Appendix 2>, in the determining step, determines the amount of compensation to be paid in accordance with the job seeker's retention with the employer if, after the employer hires the job seeker, the job seeker hired by the employer is employed by the employer for a specified period of time.

[0186] <Appendix 5> The program described in <Appendix 2> executes the steps of: comparing the profile information of the job seeker who has applied with the employment conditions of the employer; and presenting the results of the comparison to the agent.

[0187] <Appendix 6> The program described in <Appendix 5>, wherein in the comparing step, the comparison involves determining whether the profile information satisfies the hiring conditions of the employer, and in the presenting step, of multiple job seekers who have applied, job seekers who meet the hiring conditions are presented to the agent in priority over job seekers who do not meet the hiring conditions.

[0188] <Appendix 7> The program described in <Appendix 5>, wherein, in the memory unit, the multiple stages include at least the application stage, and in the step of determining remuneration to the agent, if the result of the judgment does not satisfy the hiring conditions, the remuneration to the agent is determined to be less than the remuneration that would be determined if the result of the judgment satisfied the hiring conditions, or to be zero.

[0189] <Appendix 8> The program described in <Appendix 5>, wherein, in the memory unit, the multiple stages include at least the interview stage, and in the comparing step, the comparison determines whether the profile information satisfies the hiring conditions of the employer, and if the result of the determination indicates that the hiring conditions are not satisfied, prevents the job seeker from progressing toward employment.

[0190] <Appendix 9> The program described in <Appendix 8>, which accepts the job seeker's transition to the application stage, and in the comparison step, if the judgment result does not satisfy the hiring conditions, prevents the job seeker from proceeding to the interview stage, and if the hiring conditions are satisfied, prompts the agent to arrange a date for the interview regarding the hiring of the job seeker.

[0191] <Appendix 10> The program described in <Appendix 9>, wherein the employment conditions are at least one of age, qualifications, and years of experience.

[0192] <Appendix 11> The program described in <Appendix 1>, wherein the recruitment does not involve the agent conducting recruitment activities for the job seeker under a title different from that of the employer, but rather the agent conducting recruitment activities for the job seeker under the title of the employer.

[0193] <Appendix 12> The program described in <Appendix 11>, wherein in the step of determining remuneration to the agent, the remuneration to the agent is not only a fixed remuneration for the recruiting activities of the employer that is not related to the number of hires, but is determined for each of a plurality of job seekers based on the job seekers reaching each stage toward being hired.

[0194] <Appendix 13> An information processing device having a processor and a memory, the information processing device being used by an agent who acts on behalf of an employer to hire a job seeker, wherein a memory unit stores a plurality of stages a job seeker goes through before being hired by an employer and information on the job seeker for each of the stages in association with each other, and a control unit of the information processing device executes the steps of: referencing the information on the job seeker from the memory unit; and determining remuneration to the agent depending on an event that moves the job seeker through the plurality of stages toward being hired by the employer.

[0195] <Appendix 14> A method for running a computer having a processor and a memory, the computer being used by an agent who acts on behalf of a recruiter to hire a job seeker, the memory unit storing information about the job seeker for each of a number of stages that a job seeker goes through before being hired by the recruiter, in association with each other, the method comprising the steps of: referencing the information about the job seeker from the memory unit; and determining remuneration to be paid to the agent depending on an event that moves the job seeker through each of the multiple stages toward being hired by the recruiter.

[0196] In addition, examples of applying the technology disclosed herein to actual business are provided. Specifically, a server (10) used by a hiring agent, whose remuneration is linked to results, manages multiple stages a job seeker goes through before being hired by an employer, in association with information about the job seeker for each stage, and by referencing the job seeker information, determines remuneration for the agent for each of the multiple stages the job seeker goes through each time they progress toward being hired. This makes it possible to promote matching between employers and job seekers while reducing the risk to the hiring agent. [Explanation of symbols]

[0197] 1 system, 10 server, 12 communication IF, 13 input / output IF, 15 memory, 16 storage, 19 processor, 20 agent terminal, 22 communication IF, 23 input / output IF, 25 memory, 26 storage, 29 processor, 30 employer server, 80 network, 101 communication unit, 102 memory unit, 103 control unit, 120 memory unit, 121 management DB, 122 employment status DB, 131 transmission / reception control unit, 132 transmission control unit, 133 registration unit, 134 reference unit, 135 comparison unit, 136 decision unit, 137 presentation unit, 201 communication unit, 202 memory unit, 203 control unit, 221 employer DB, 231 transmission / reception control unit, 232 transmission control unit, 233 reception unit, 234 registration unit, 235 notification unit, 236 display unit, 3321 Job seeker DB, 322 compensation DB, 1200 screen, 1201 text box, 1202 text box, 1300 screen, 1301 text box, 1302 button.

Claims

1. A program for causing a computer having a processor and a memory to execute the program, the computer being used by an agent user who, on behalf of a recruiter, performs recruitment work for job seekers on behalf of the recruiter, a storage unit stores information on the job seeker in association with a plurality of stages through which the job seeker is employed by the recruiter, and the information on the job seeker in association with each of the stages; The program causes the processor to: referencing information on the job seeker from the storage unit; and determining compensation to the agent depending on an event that moves the job seeker toward being hired by the employer for the plurality of stages of the job seeker.

2. In the storage unit, the plurality of stages are an application stage for accepting applications from said job seekers; an interview stage of interviewing the job seeker; and a hiring step of hiring the job seeker as the job recruiter; The present invention includes at least one of the following groups:

2. The program according to claim 1, wherein in the determining step, a remuneration set according to the stage is determined in response to reaching at least one of the application stage, the interview stage, and the hiring stage.

3. 3. The program according to claim 2, wherein in the step of determining the remuneration, a larger remuneration is determined for a stage that is closer to being hired among the plurality of stages.

4. In the determining step, when the job seeker employed by the recruiter is employed by the recruiter for a predetermined period after the recruiter employs the job seeker, determining the amount of compensation to be paid in accordance with the job seeker's retention with the recruiter. The program according to claim 2.

5. A step of comparing profile information of the job seeker who applied with the employment conditions of the recruiter; The program according to claim 2 , further comprising a step of presenting the result of the comparison to the agent.

6. In the step of comparing, the comparison includes determining whether the profile information satisfies the hiring conditions of the recruiter; 6. The program according to claim 5, wherein in said presenting step, of a plurality of job seekers who have applied, job seekers who meet said employment conditions are presented to said agent in preference to job seekers who do not meet said employment conditions.

7. In the storage unit, the plurality of stages includes at least the application stage, The program of claim 5, wherein in the step of determining remuneration to the agent, if the result of the judgment does not satisfy the hiring conditions, the remuneration to the agent is determined to be less than the remuneration that would be determined if the result of the judgment satisfied the hiring conditions, or to be zero.

8. In the memory unit, the plurality of stages includes at least the interview stage, In the step of comparing, the comparison includes determining whether the profile information satisfies the hiring conditions of the recruiter; 6. The program according to claim 5, further comprising: preventing the job seeker from moving toward an event leading to employment when the result of the determination indicates that the job seeker does not satisfy the employment conditions.

9. accepting the job seeker to move to the application stage; In the step of comparing, if the result of the determination does not satisfy the employment conditions, the candidate is prevented from proceeding to the interview stage; The program according to claim 8 , further comprising: prompting the agent to schedule an interview for employment with the job seeker if the job seeker satisfies the employment conditions.

10. The program according to claim 9 , wherein the employment conditions are at least one of age, qualifications, and years of experience.

11. The program according to claim 1 , wherein the recruitment does not involve the agent conducting recruitment activities for the job seeker under a title different from that of the recruiter, but rather involves the agent conducting recruitment activities for the job seeker under the title of the recruiter.

12. 12. The program according to claim 11, wherein in the step of determining remuneration to the agent, the remuneration to the agent is not only a fixed remuneration for the recruiting activities of the employer that is not related to the number of hires, but is determined for each of a plurality of job seekers based on the job seeker reaching each stage toward being hired.

13. An information processing device including a processor and a memory, the information processing device being used by an agent who acts on behalf of a recruiter to recruit job seekers, a storage unit stores and manages a plurality of stages through which a job seeker is employed by a recruiter in association with information on the job seeker for each of the stages; A control unit of the information processing device referencing information on the job seeker from the storage unit; and determining compensation to be paid to the agent in accordance with an event that moves the job seeker toward being hired by the employer for the plurality of stages of the job seeker.

14. A method for running a computer having a processor and a memory, the computer being used by an agent who recruits job seekers on behalf of a recruiter, the method comprising: a storage unit stores and manages a plurality of stages through which a job seeker is employed by a recruiter in association with information on the job seeker for each of the stages; The processor, referencing information on the job seeker from the storage unit; determining compensation for the agent depending on an event that moves the job seeker toward being hired by the recruiter for the plurality of stages of the job seeker.

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