Method for presenting job seeker information, display screen, and job introduction platform

Abstract

To provide a technique which contributes to a proper matching between a job seeker and a recruitment agency when introducing a job seeker to a recruitment agency.SOLUTION: A method for presenting job seeker information (S1) includes: an agency registration step (S11) for receiving registration of a recruitment agency who wants to be registered; a job seeker registration step (S12) for receiving registration of a job seeker who wants to be registered; and a presentation step (S13) for presenting the result of evaluation made by a third person about a plurality of evaluation items related to the vocational aptitude of the job seeker who has been registered, to the recruitment agency which has been registered in job application information for the job seeker through the Internet.SELECTED DRAWING: Figure 1

Description

[Technical field]

[0001] The present invention relates to a job seeker information presentation method, a display screen, and a job introduction platform. [Background technology]

[0002] There are employment placement businesses that act as intermediaries between job seekers looking for work and recruiting businesses looking to hire job seekers. Employment placement businesses aim to match the two parties by introducing registered job seekers to registered recruiting businesses, and vice versa. Various methods have been proposed to match job seekers and recruiting businesses effectively and efficiently.

[0003] For example, Patent Document 1 discloses a job aptitude test based on the concept of work style, which is different from the concept of occupation. Specifically, the business model discloses a job seeker's personality type aptitude test result and a work style aptitude test result based on the job seeker's answers to the aptitude test, extracting a specific job style from among the job styles based on the personality type aptitude test result and the work style aptitude test result, and presenting the job seeker with job information related to the identified job style. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] JP 2002-230152 A Summary of the Invention [Problem to be solved by the invention]

[0005] However, in the above-mentioned business model, while job seekers can choose recruitment providers by presenting them with job information that matches their aptitude, recruitment providers cannot choose job seekers.

[0006] Generally, when introducing a job seeker to a recruiting business, the information on the job seeker is almost always factual information about the job seeker himself / herself, such as the job seeker's age, employment history, and the qualifications and skills the job seeker possesses. While such factual information is easy to understand, from the perspective of the recruiting business, there are times when information from a different perspective is desired. In some cases, the job seeker's self-promotional information is included in the job seeker introduction section, but this is ultimately information written by the job seeker. Therefore, it is expected that having an evaluation result of the job seeker from a third-party perspective will contribute to more appropriate matching.

[0007] One aspect of the present disclosure aims to provide a technology that contributes to appropriate matching between job seekers and recruiting businesses when introducing the job seeker to the recruiting business. [Means for solving the problem]

[0008] In order to solve the above problems, a job seeker information presentation method according to one embodiment of the present disclosure includes a business registration step of accepting registration of recruiting businesses that wish to register, a job seeker registration step of accepting registration of job seekers that wish to register, and a presentation step of including evaluation results by a third party on a plurality of evaluation items related to the occupational aptitude of the registered job seeker in the job search information of the job seeker and presenting the evaluation results to the registered recruiting business via the Internet.

[0009] In order to solve the above problems, a display screen according to one embodiment of the present disclosure is a display screen that presents and introduces registered job seekers to registered recruitment businesses via the Internet, and includes at least evaluation results by a third party for a number of evaluation items related to the occupational aptitude of the job seekers.

[0010] In order to solve the above problems, an employment placement platform according to one embodiment of the present disclosure comprises a memory unit that stores information about multiple registered employment placement agencies, a reception unit that receives a request from the employment placement agency to present information about the job seeker, and a generation unit that generates information about the job seeker to send to the employment placement agency based on the request for the information about the job seeker, wherein the information about the job seeker to be sent to the employment placement agency includes evaluation results by a third party for multiple evaluation items related to the occupational suitability of the job seeker.

[0011] The job seeker introduction device or job introduction platform according to each aspect of the present disclosure may be realized by a computer. In this case, the control program of the job seeker introduction device or job introduction platform that causes a computer to operate as each part (software element) of the job seeker introduction device or job introduction platform to realize the job seeker introduction device or job introduction platform on a computer, and the computer-readable recording medium on which it is recorded, also fall within the scope of the present disclosure. Effect of the Invention

[0012] According to one aspect of the present disclosure, when introducing a job seeker to a recruiting business, it is possible to contribute to appropriate matching between the job seeker and the recruiting business. [Brief description of the drawings]

[0013] [Figure 1] 1 is an example of a flowchart showing a method in which an employment placement agency presents information on a job seeker to a recruiting agency according to the first embodiment of the present disclosure. [Diagram 2] FIG. 1 is a schematic diagram showing an example of a web search page through which a recruiting business searches for job seekers. [Diagram 3] FIG. 13 is a schematic diagram showing an example of an introduction screen displayed when one of the candidates is selected; [Figure 4] FIG. 13 is a schematic diagram showing an example of an evaluation sheet in which an evaluator records the results of an interview with a job seeker. [Diagram 5]13 is an example of a flowchart showing the flow of a job applicant evaluation method S2. [Figure 6] 1 is a block diagram showing a configuration of a job seeker introduction device according to an embodiment of the present invention. [Figure 7] FIG. 2 is a configuration diagram showing the configuration of a job introduction platform according to the present embodiment. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0014] Before describing the embodiment of the present disclosure, an example of a procedure in which an employment placement agency (or a job seeker introduction device, the same applies below) introduces a job seeker looking for work to a recruiting agency will be described. The procedure for introducing a job seeker to a recruiting agency is performed, for example, through the following steps. First, the employment placement agency registers the recruiting agency that wishes to introduce a job seeker. In addition, the employment placement agency registers the job seeker that wishes to be mediated to the recruiting agency. These two steps are always performed in parallel. Next, the employment placement agency considers various desires of the job seeker and the recruiting agency and presents information on multiple job seekers whose desires are thought to match to a certain extent to the recruiting agency (introduces a job seeker). The recruiting agency informs the employment placement agency of the job seeker that it would like to interview from among the introduced job seekers. The employment placement agency informs the job seeker that it has received an offer from the recruiting agency and confirms whether or not the job seeker is willing to interview. If the job seeker agrees to the interview, the employment placement agency informs the recruiting agency of that effect, and the interview between the two parties is realized. If the interview between the recruitment agency and the job seeker results in an agreement, the match is successful.

[0015] [Embodiment 1] An embodiment of the present disclosure will be described in detail below with reference to the drawings. Fig. 1 is an example of a flow chart showing the flow of a job seeker information presentation method S1 according to this embodiment in which an employment placement agency (or a job seeker introduction device 1 described later) presents information on job seekers to recruiting agencies. As shown in the figure, the job seeker information presentation method S1 includes an agency registration step S11 for accepting registration of recruiting agencies who wish to register, a job seeker registration step S12 for accepting registration of job seekers who wish to register, and a presentation step S13 for including evaluation results by a third party on multiple evaluation items related to the occupational aptitude of the registered job seeker in the job seeker's job information and presenting the result to the registered recruiting agency via the Internet.

[0016] The business registration step S11 and the job seeker registration step S12 may be performed in parallel at all times. Usually, the business registration step S11 and the job seeker registration step S12 can be performed through a website set up by the employment placement agency. For example, a business or a job seeker can register by setting up an account (email address, etc.) on a registration page set up by the employment placement agency.

[0017] The presentation step S13 is a step of presenting the job search information of the job seeker to the registered recruiting business. The job search information of the job seeker includes information about the job seeker and information about the desired occupation. The information about the job seeker is, for example, age, gender, occupational experience, qualifications held, languages ​​that can be spoken, etc. The information about the desired occupation is, for example, the desired occupation, working style, work location, salary, etc.

[0018] In this embodiment, in the step of presenting job-seeking information, the job-seeking information of the job seeker includes evaluation results by a third party on multiple evaluation items related to the job seeker's vocational aptitude and is presented to the recruiting business. The multiple evaluation items related to the job seeker's vocational aptitude are the temperament, personality, qualities, etc. that the recruiting business would expect from the job seeker. Specific evaluation items are various, and may be, for example, mental or physical abilities such as communication skills, cooperation, stress resistance, learning ability, leadership, endurance, and physical strength (toughness), or may be impressions or personality traits that are given to others, such as appearance, cleanliness, smile, cheerfulness, and liveliness. It is preferable to obtain the job seeker's consent at the time of the interview that the evaluation results will be presented to the recruiting business.

[0019] A third-party evaluation is an objective evaluation made by an employment agency from a third-party perspective, not from the perspective of the job seeker or the recruiting agency. Therefore, it is different from the job seeker's self-reporting. The evaluator may be an experienced person affiliated with the employment agency, or an external experienced person commissioned by the employment agency. With such third-party evaluation results, recruiting agencies can refer to the evaluation results when deciding on who to hire. For example, they can search for job seekers with high evaluation results in the evaluation items required by the recruiting agency and select candidates for employment.

[0020] The evaluation results are included in the job search information of the job seeker and are presented to the desired recruiting business. For example, the evaluation results may be presented to the recruiting business via the Internet. Furthermore, the evaluation results may be presented to the recruiting business in an unlimited number of ways, or only extracted evaluation results or only evaluation items selected by the recruiting business may be presented.

[0021] FIG. 2 is a schematic diagram showing an example of a web search page that allows a recruiting business to search for job seekers via the Internet. Display screen 200 in FIG. 2 is the top screen of the search page. The recruiting business selects or inputs each item in condition input area 201 and clicks search button 202. A list of job seekers that meet the search criteria is then presented. The recruiting business can narrow down candidates from that list and make a decision by referring to more detailed information.

[0022] In the example shown in FIG. 2, the search conditions include area (work location), experienced job type, budget (salary category and amount), contract period, other items, evaluation, and free words. Specific conditions can be selected for each item from the pull-down menu. It is sufficient to enter at least one search condition; it is not necessary to enter all search conditions. After entering all the conditions you want to search for, click the search button 202 to display a list page listing candidates who meet the search conditions. To log out, click the logout button 203.

[0023] Among the search conditions shown in Figure 2, "Evaluation" is a search condition for selecting evaluation items by a third party. "All" is displayed in the menu field before selection, and a search can be performed in this state, that is, without selecting any evaluation items. In this case, when a specific job seeker candidate who meets the other conditions is selected, the evaluation results for all evaluation items will be displayed together. Note that, rather than displaying the evaluation results for all evaluation items for the selected candidate, employment placement agencies can set it so that, out of the multiple evaluation results for that job seeker (selected candidate), the evaluation results with relatively high evaluations are selected and presented to recruiting agencies. This allows the good points of the candidate to be actively promoted.

[0024] The order of specific conditions displayed in the pull-down menu for selecting various search conditions on the search screen may be changeable. For example, specific conditions that have been searched more frequently may be displayed higher. In addition, the specific conditions in cases where a job-seeking business operator and a job seeker have been successfully matched may be analyzed to estimate specific conditions or combinations of multiple specific conditions that are likely to lead to successful matching, and such specific conditions may be displayed higher. Such specific conditions or combinations may be analyzed or learned using a machine model or AI (Artificial Intelligence), and the specific conditions or combinations obtained using the machine model or AI may be displayed higher.

[0025] Furthermore, the recruiting business may be able to select the evaluation results that it wishes to have presented. For example, when the "Evaluation" pull-down menu is clicked, buttons for selecting evaluation items are displayed. For example, specific evaluation items such as communication skills, cooperation, stress tolerance, learning ability, leadership, endurance, physical strength, grooming, cleanliness, smile, cheerfulness, and liveliness are displayed. The recruiting business may select one or more evaluation items that it wishes to have from among these for the job seeker. In that case, when a specific person is further selected from among the job seeker candidates who meet the other conditions, the evaluation results for the selected evaluation items are also displayed.

[0026] FIG. 3 is a schematic diagram showing an example of an introduction screen in which one of the candidates is selected and displayed. Display screen 300 in FIG. 3 is an example of a display screen that presents and introduces a registered job seeker to a registered recruiting business via the Internet, and includes at least the evaluation results by a third party for a plurality of evaluation items related to the job seeker's occupational aptitude. The evaluation results by the third party that are displayed may be a part or all of them. Alternatively, they may be those selected by the recruiting business. Also, only the evaluation results by the third party may be displayed. Alternatively, the evaluation results by the third party may be displayed together with the job search information of the job seeker.

[0027] In the condition column 301 in Fig. 3, some of the conditions are displayed. In the other conditions column 302, only the conditions that apply are highlighted, and the conditions that do not apply are dimmed. The item "Currently working" in the condition column 302 indicates a situation where the person is currently employed but is looking for a new job. Note that the job seeker who is currently employed can choose whether or not to present the information so that they are not displayed in the introduction list.

[0028] In the illustrated example, the evaluation result display field 303 displays only evaluation items that received relatively high ratings. Specifically, out of a 5-point scale of 1 to 5 (the higher the rating, the better the rating), only items with a rating of 3 or higher are displayed. The recruiting business can determine whether or not the job description matches the requirements of such a personality. Then, by clicking the Interested button 305, the job seeker can be added to a list of potential recruits. Furthermore, if the business decides that it would like to interview this candidate, clicking the Offer button 306 will send a message to the job seeker requesting an interview. If the business wants to see more detailed information, clicking the Details button 307 will display a more detailed information field.

[0029] In Fig. 3, the evaluation result display field 303 shows an example in which the employment agency has set the field to display only evaluation items that have received relatively high ratings. However, the display contents of the evaluation result display field 303 change depending on the settings. For example, if the field is set to allow the recruiting agency to select the evaluation results to be displayed, the evaluation result display field 303 displays the evaluation items selected by the recruiting agency. If the recruiting agency has not selected anything, all evaluation items are displayed.

[0030] The display screen 300 may also include a comment field 304. A comment from the person in charge is displayed here. For example, this is a field where the person in charge who interviewed the job seeker can write a comment that cannot be conveyed by the evaluation results alone, such as what are the strong points of the job seeker.

[0031] Such a third-party evaluation can be made possible by the evaluator actually speaking with the job seeker. For this reason, it is preferable that the third-party evaluation is conducted by the evaluator interviewing the job seeker. The interview may be a face-to-face interview, a telephone interview, or an interview via the web. The obtained evaluation results may be recorded in the memory unit of the job seeker introduction device, which will be described later.

[0032] FIG. 4 is a schematic diagram showing an example of an evaluation sheet 400 for use when an evaluator records the results of an interview with a job seeker. In the example shown, various evaluation items and their five-point evaluation can be entered. The evaluation items listed are merely examples, and the contents are not limited to these. The number of evaluation items can also be arbitrary. The method of displaying the evaluation results is also not limited to a five-point evaluation, and can be arbitrary.

[0033] It is preferable that the evaluation by a third party be based on as uniform standards as possible. In other words, it is undesirable for there to be large differences in the evaluation of the same job seeker depending on the evaluator. For this reason, it is preferable for the evaluation to be performed by an experienced person with certain knowledge and experience. Furthermore, the evaluation by a third party may be performed by classifying predetermined questions and the job seeker's responses to the questions. The evaluation items may be evaluated using a machine model (AI) that has been trained to input the job seeker's responses to multiple questions and output an evaluation for multiple evaluation items.

[0034] FIG. 5 is an example of a flowchart showing the flow of the job seeker evaluation method S2 according to this embodiment. As shown in FIG. 5, the evaluation method S2 includes steps S21 to S23. Step S21 is a step of asking the job seeker a plurality of predetermined questions. Step S22 is a step of classifying the job seeker's responses (answers, attitude, etc.) to each question. Step S23 is a step of judging the temperament, personality, etc. of the job seeker from the classification results of the responses to the plurality of questions. This method can reduce large differences in the evaluation results of job seekers depending on the evaluator.

[0035] FIG. 6 is a block diagram showing the configuration of a job seeker introduction device 1 according to this embodiment. The above-mentioned job seeker information presentation method S1 may be executed by the job seeker introduction device 1. The job seeker introduction device 1 is a device that enables an employment placement agency to mediate employment between a job seeker and a recruiting agency. Specifically, the job seeker introduction device 1 is a device that enables an employment placement agency to provide information on a job seeker to a recruiting agency, and is a device that can select and introduce a job seeker having the qualities required by the recruiting agency. As shown in the figure, the job seeker introduction device 1 includes a control unit 10, a communication unit 20, and a storage unit 30. The control unit 10 includes a registration unit 11, a selection unit 12, and a generation unit 13.

[0036] The control unit 10 performs overall control of the job seeker introduction device 1. The control unit 10 includes a processor and a memory (not shown). The processor can be configured using, for example, at least one general-purpose processor such as an MPU (Micro Processing Unit) or a CPU (Central Processing Unit). The memory may include multiple types of memory such as a ROM (Read Only Memory) and a RAM (Random Access Memory). The memory may also include built-in or external memories such as an HDD (Hard Disk Drive) and an SSD (Solid State Drive). As an example, the processor realizes the functions of the registration unit 11, the selection unit 12, and the generation unit 13 by expanding various control programs recorded in the ROM of the memory into the RAM and executing them. The processor may also include a dedicated processor configured with an ASIC (Application Specific Integrated Circuit), an FPGA (Field Programmable Gate Array), a PLD (Programmable Logic Device), or the like.

[0037] The registration unit 11 accepts registrations of recruiting businesses who wish to register, and also accepts registrations of job seekers who wish to register.

[0038] The generating unit 13 generates information (display screen) including at least the evaluation results by a third party for a plurality of evaluation items related to the occupational aptitude of the registered job seeker. The generating unit 13 may generate information (display screen) that combines the evaluation results of the job seeker with the job search information. The display screen is generated as a display screen that is displayed on a computer screen via the Internet, for example.

[0039] For example, as described above, when the employment placement agency sets the selection unit 12 to select a relatively high evaluation result from among the multiple evaluation results for the job seeker and present it to the recruiting agency, the selection unit 12 selects the relatively high evaluation result from among the multiple evaluation results for the job seeker. The selected evaluation result is transmitted to the generation unit 13, and the generation unit 13 generates a display screen including and displaying only that evaluation result.

[0040] The communication unit 20 communicates information with job seekers and recruiting businesses via, for example, the Internet. The storage unit 30 stores information on registered job seekers and information on registered recruiting businesses. The information on registered job seekers includes the results of evaluations by a third party on multiple evaluation items related to the job seeker's occupational aptitude.

[0041] By using the above-mentioned job seeker information presentation method S1, the evaluation results by a third party for multiple evaluation items related to the vocational aptitude of a job seeker can be included in the job search information of the job seeker and presented to the registered recruiting business. Furthermore, by using the above-mentioned job seeker introduction device 1, a display screen including at least the evaluation results by a third party for multiple evaluation items related to the vocational aptitude of a job seeker can be generated and presented to the recruiting business. Therefore, when introducing a job seeker to a recruiting business, it is possible to contribute to appropriate matching between the job seeker and the recruiting business.

[0042] [Embodiment 2] Other embodiments of the present disclosure will be described below. For convenience of explanation, the same reference numerals will be given to members having the same functions as those described in the above embodiment, and the description thereof will not be repeated.

[0043] FIG. 7 is a configuration diagram showing the configuration of the job placement platform 100 according to this embodiment. The job placement platform 100 is a platform used by a plurality of job placement agencies who agree to a certain rule as members. Each of the plurality of job placement agencies has registered job seekers and registered recruiting agencies. Information on the registered job seekers and registered recruiting agencies is shared by all job placement agencies who are members of the job placement platform 100. In other words, the registered job seeker information can be introduced to any of the recruiting agencies registered with the member job placement agency. Therefore, the number of job seekers and the number of recruiting agencies registered with a job placement agency that has become a member of the job placement platform 100 are substantially larger than the number in the case where the job placement agency does not become a member of the job placement platform 100, so that the possibility of matching is increased. Note that recruiting agencies may become members of the job placement platform 100.

[0044] The job introduction platform 100 is operated by an operator 150. The operator 150 is, for example, an employment introduction business operator. The job introduction platform 100 includes a control unit 110, a communication unit 120, and a storage unit 130. The control unit 110 includes a reception unit 111, a registration unit 112, and a generation unit 114. The control unit 110 has a similar configuration to the control unit 10 of the job seeker introduction device 1 described in the first embodiment.

[0045] The registration unit 112 accepts the registration of job seekers who wish to register with a member employment placement agency (or job seekers who are already registered). The registration unit 112 may also accept the registration of recruiting agencies who wish to register as members. In other words, recruiting agencies normally receive information on job seekers via registered employment placement agencies, but they can also become members of the employment placement platform 100 and receive job seeker information directly.

[0046] The reception unit 111 receives a request from a member's employment placement business (or from a member's recruiting business) to present information related to shared job seekers.

[0047] The generation unit 114 generates information about the job seeker to be sent to the employment placement agency (or recruiting agency, the same applies below) based on the request for presentation of information about the job seeker received by the reception unit 111. This information about the job seeker includes the evaluation results by a third party for multiple evaluation items related to the job seeker's vocational aptitude. The evaluation results by a third party for multiple evaluation items related to the job seeker's vocational aptitude are as described in the first embodiment. The generation unit 114 may generate the information about the job seeker as a display screen to be displayed on a computer screen via the Internet, for example.

[0048] When the generation unit 114 generates information about the job seeker, the selection unit 113 selects at least one of the evaluation results of the evaluation items requested by the employment placement agency and the evaluation results that are relatively highly rated by the job seeker. For example, when the employment placement agency requests the presentation of a certain evaluation result, the selection unit 113 selects the evaluation result of the requested evaluation item. In addition, when the employment placement agency does not request any particular evaluation result and the operator sets the display to present only evaluation results that are relatively highly rated by the job seeker, the selection unit 113 selects the evaluation result that is relatively highly rated by the job seeker.

[0049] The communication unit 120 communicates information with job seekers and employment placement agencies, for example, via the Internet 250. The communication unit 120 may communicate information with recruiting agencies via the Internet 250. The storage unit 130 stores information on a plurality of registered employment placement agencies. The storage unit 130 may store information on a plurality of registered recruiting agencies.

[0050] The job placement platform 100 is communicably connected to a communication terminal 401 of a job seeker shared via the Internet 250 and a communication terminal 402 of a member's job placement agency. The job placement platform 100 may also be communicably connected to a communication terminal 403 of a member's job placement agency.

[0051] By using the job introduction platform 100 having the above configuration, it is possible to contribute to appropriate matching between job seekers and recruiting businesses when introducing job seekers to recruiting businesses.

[0052] [Software implementation example] The functions of the job seeker introduction device 1 or the job introduction platform 100 (hereinafter referred to as the "device") can be realized by a program for causing a computer to function as the device, and a program for causing a computer to function as each control block of the device (particularly each part included in the control unit 10, 110).

[0053] In this case, the device includes a computer having at least one control device (e.g., a processor) and at least one storage device (e.g., a memory) as hardware for executing the program. The control device and storage device execute the program to realize each function described in each of the above embodiments.

[0054] The program may be non-transitory and may be recorded in one or more computer-readable recording media. The recording media may or may not be included in the device. In the latter case, the program may be provided to the device via any wired or wireless transmission medium.

[0055] In addition, some or all of the functions of each of the control blocks can be realized by a logic circuit. For example, an integrated circuit in which a logic circuit that functions as each of the control blocks is formed is also included in the scope of the present disclosure. In addition, the functions of each of the control blocks can be realized by, for example, a quantum computer.

[0056] Furthermore, each process described in each of the above embodiments may be executed by AI (Artificial Intelligence). In this case, the AI ​​may be operated by the control device or may be operated by another device (for example, an edge computer or a cloud server).

[0057] The present disclosure is not limited to the above-described embodiments, and various modifications are possible within the scope of the claims. Embodiments obtained by appropriately combining the technical means disclosed in different embodiments are also included in the technical scope of the present disclosure. [Explanation of symbols]

[0058] 1...job seeker introduction device, 10,110...control unit, 11,112...registration unit, 12,113...selection unit, 13,114...generation unit, 100...job introduction platform, 20,120...communication unit, 30,130...storage unit, 200...operator, 300...Internet, 401,402,403...communication terminal

Claims

1. A business registration step that accepts registrations from businesses that wish to register; A job seeker registration step for accepting registration of a job seeker who wishes to register; A presentation step of including the evaluation results by a third party on a plurality of evaluation items related to the occupational aptitude of the registered job seeker in the job search information of the job seeker and presenting the evaluation results to the registered recruiting business via the Internet; A method for presenting job seeker information, comprising:

2. 2. The job seeker information presentation method according to claim 1, wherein in said presentation step, an evaluation result with a relatively high evaluation is selected from among a plurality of evaluation results of said job seeker and presented to said recruiting business.

3. 2. The job seeker information presenting method according to claim 1, wherein, in said presenting step, said recruiting business entity is able to select the evaluation results to be presented.

4. 4. The job seeker information presentation method according to claim 1, wherein the evaluation by the third party is carried out by an evaluator interviewing the job seeker.

5. 4. The job seeker information presentation method according to claim 1, wherein the evaluation by the third party is performed by classifying predetermined questions and the job seeker's responses to the questions.

6. A display screen that presents and introduces registered job seekers to registered job-seeking businesses via the Internet, A display screen including at least the results of a third party's evaluation of a plurality of evaluation items related to the job seeker's occupational aptitude.

7. A storage unit that stores information regarding a plurality of registered employment placement businesses; A reception unit that receives a request from the employment placement business operator for the presentation of information on job seekers; a generation unit that generates information about the job seeker to be transmitted to the employment placement business based on a request for information about the job seeker, The information about the job seeker to be transmitted to the employment placement business includes a third party's evaluation results on a plurality of evaluation items related to the job seeker's occupational aptitude. Job placement platform.

8. 8. The job placement platform according to claim 7, further comprising a selection unit that, when generating information about the job seeker to be transmitted to the employment placement agency, selects at least one of the evaluation results of the evaluation items requested by the employment placement agency to be presented and the evaluation results that have relatively high ratings from the job seeker.

Images