Program, information processing apparatus, and method

Abstract

To provide a program, an information processing apparatus, and a method for promoting matching between employers and job seekers while reducing risks to agents in recruitment operations.SOLUTION: In a system for performance-based recruitment agent operations in which remuneration is paid to recruitment agents as job seekers reach each stage toward employment, a server 10 used by the recruitment agent to whom remuneration is paid based on the results of performance, comprises: a storage unit 102 for storing and managing a plurality of stages until a job seeker is employed by an employer and information on the job seeker corresponding to each of the stages in association with each other; and a determination unit 136 for referring to the information on the job seeker and determining, for each of the plurality of stages of the job seeker, the remuneration to be paid to the recruitment agent as the job seeker reaches each stage toward employment.SELECTED DRAWING: Figure 2

Description

Technical Field

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

Background Art

[0002] Patent Document 1 describes "a human resource introduction support apparatus that supports human resource introduction implemented between a job seeker and one or more human resource intermediaries, the apparatus including an evaluation registration unit that registers, for each human resource intermediary, an evaluation of the human resource intermediary's human resource introduction, and a score calculation unit that calculates, for each human resource intermediary, a credit score related to the human resource introduction based on the registered evaluation."

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] In the technology of Patent Document 1, it is possible to match human resources with job seekers who recruit them. However, since it is a fee-based form in which a fee is charged to the introducer when the job seeker decides to hire, no fee is incurred for the introducer until the hiring is made. For this reason, even if the introducer checks the profile of the job seeker at the time of application and conducts an interview or the like, if the hiring does not result, no fee will be paid to the introducer, which poses a very high-risk structure for the introducer. In particular, a proxy who acts on behalf of the job seeker in the recruitment business of the job seeker from the position of the job seeker, even though acting in the recruitment business from the position of the job seeker himself / herself, if the failure to recruit continues, there is a risk that, despite incurring financial and time costs, no remuneration will be obtained. Also, regarding the act of acting as an agent for the recruitment business itself, if the remuneration system paid from the job seeker to the agent is set as a fixed commission fee regardless of whether the recruitment is successful or not, there is a possibility that the matching between the job seeker and the applicant will not be achieved.

[0005] Therefore, in the present disclosure, a technique is provided that can promote the matching between a job seeker and a job applicant while reducing the risk of an agent for the recruitment business.

Means for Solving the Problem

[0006] According to one embodiment, a program for causing a computer including a processor and a memory to execute, wherein the computer is used by a user of an agent who acts on behalf of a job seeker in the recruitment business of the job seeker from the position of the job seeker, and in a storage unit, a plurality of stages until the job seeker is hired by the job seeker and information of the job seeker for each of the stages are stored in association with each other for management, and the program causes the processor to refer to the information of the job seeker from the storage unit and determine a remuneration to the agent according to an event that causes a transition in the direction of being hired by the job seeker for the plurality of stages of the job seeker.

Effect of the Invention

[0007] According to the present disclosure, by reducing the risk of the agent of the recruitment work and setting an incentive for the agent of the recruitment work to perform the work, it is possible to promote the matching between the job seeker and the applicant.

Brief Description of the Drawings

[0008]

Figure 1

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Figure 13

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

[0010] <1. First Embodiment> <1.1. Overall Configuration of System 1> System 1 is a system for realizing an implementation environment for outsourcing employment-related operations according to the present disclosure. FIG. 1 is a diagram showing the overall configuration of System 1.

[0011] As shown in FIG. 1, System 1 includes a server 10, an agent terminal 20, and a job seeker server 30. The server 10, the agent terminal 20, and the job seeker server 30 are communicatively connected via a network 80. The server 10 is a device for determining the remuneration for the 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 for the server 10 to communicate with external devices. The input / output IF 13 functions as an interface for an input device for receiving input operations from the user and an output device for presenting information to the user. The memory 15 is for temporarily storing programs and data processed by the programs and the like, and is, for example, a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage 16 is a storage device for storing data, and is, for example, a flash memory or an 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, registers, peripheral circuits, and the like.

[0014] The agent terminal 20 is a device for the user of the agent who outsources employment-related operations to operate. The agent terminal 20 is a computer connected to the network 80.

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

[0016] As shown in FIG. 1, the proxy 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 proxy terminal 20 can communicate with an external device. The input / output IF 23 functions as an interface for an input device for receiving an input operation from a user and an output device for presenting information to the user. The memory 25 is for temporarily storing programs and data processed by the programs and the like, and is a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage 26 is a storage device for storing data, such as a flash memory or an 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, and the like.

[0018] The employer server 30 is a server managed by an employer.

[0019] Similar to the server 10, the employer 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> FIG. 2 is a diagram showing the functional configuration of the server 10. As shown in FIG. 2, the server 10 exhibits functions as 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 an external device.

[0022] The storage unit 102 stores data and programs used by the server 10. Further, the storage unit 102 stores so as to manage by associating a plurality of stages until an applicant is employed by an employer and applicant information for each of the stages. Specifically, the storage unit 102 stores a management DB (database) 121, an employment status DB 122, and the like.

[0023] The data structures of the management DB 121 and the employment status DB 122 stored in the server 10 shown in FIGS. 3 and 4 will be described below. FIGS. 3 and 4 are diagrams showing the data structures of the respective databases.

[0024] The management DB 121 includes an item "applicant ID", an item "agent ID", an item "status of application stage", an item "status of interview stage", an item "status of employment stage", an item "employment date", and an item "settling determination". The item "applicant ID" is information for identifying an applicant.

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

[0026] The item "status of application stage" is the status of the application stage for receiving applications from applicants.

[0027] Specifically, the item "status of application stage" stores statuses such as a state where there has been an application and a state of progressing in the direction of employment for the application stage.

[0028] The item "status of interview stage" is the status of the interview stage for interviewing an applicant.

[0029] Specifically, the item "status of interview stage" stores statuses such as a state of not yet reached, a state of adjusting the interview schedule, and a state of progressing in the direction of employment for the interview stage.

[0030] The item "status of employment stage" is the status of the employment stage for employing an applicant as an employer.

[0031] Specifically, the item "Status at the employment stage" stores the status of the employment stage, such as the unreached status and the status of progressing in the direction of employment.

[0032] As described above, the technology of the present disclosure includes, as multiple stages until an applicant is employed by an employer, an application stage for receiving applications from the applicant, an interview stage for interviewing the applicant, and an employment stage for employing the applicant as an employer. Also, in the present disclosure, employment is not an activity in which an agent conducts the employment activity of the applicant under a different title from the employer, but an activity in which the employment activity of the applicant is conducted under the title of the employer. Since the applicant is more likely to settle with the employer when the agent directly conducts the employment activity under the title of the employer than in indirect employment such as temporary staffing, the settlement rate can be increased.

[0033] The item "Employment date" is the date when the applicant was employed by the employer.

[0034] Specifically, the item "Employment date" stores the specific date when the applicant was employed by the employer.

[0035] The item "Settlement determination" is information indicating whether the applicant has settled with the employer.

[0036] The employment status DB 122 includes an item "Applicant ID", an item "Employer ID", an item "Employment stage", an item "Date", an item "Agent ID", and an item "Remuneration". The item "Applicant ID" is information for identifying the applicant.

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

[0038] The item "Employment stage" is information indicating the stage of employment of the applicant by the employer.

[0039] Specifically, the item "Employment stage" stores information indicating the stages of employment, such as the application stage, the interview stage, the employment stage, and the employed stage.

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

[0041] Specifically, for each stage, the item "Date" stores the date when the corresponding stage ended. For example, in the application stage, the date when it is determined whether to proceed to the next screening stage, i.e., the interview stage, is input.

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

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

[0044] Specifically, for each stage, the item "Remuneration" stores the remuneration to the agent determined according to the event that the job seeker is shifted in the direction of being employed.

[0045] The control unit 103 exhibits functions shown as various modules by the processor of the server 10 performing processing according to a program. The control unit 103 exhibits 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 decision unit 136, and a presentation unit 137.

[0046] The reception control unit 131 controls the processing of the server 10 to transmit and receive signals from an external device according to a communication protocol.

[0047] The transmission control unit 132 controls the processing of the server 10 to transmit signals to an external device according to a communication protocol.

[0048] The registration unit 133 associates a plurality of stages until a job seeker is employed by an employer with the information of the job seeker for each of the stages, and registers them in the management DB 121 and the employment status DB 122. The reference unit 134 refers to the management DB 121, the employment status DB 122, and an external DB. The external DB is, for example, the DB of the agent terminal 20 and the employer server 30. The comparison unit 135 compares the profile information of the applicant job seeker with the employment requirements of the employer. The profile information of the applicant job seeker includes the applicant's date of birth, qualifications held, work experience, etc. The profile information of the applicant job seeker may be obtained by any method, for example, at the timing of receiving notification from the agent that there has been an application, and obtained from that notification.

[0049] The employment requirements are, for example, age, qualifications, and years of experience. The employment requirements of the employer may be obtained by any method, for example, at the timing of receiving notification from the agent that there has been an application, and obtained from that notification.

[0050] Specifically, the comparison unit 135 determines whether the profile information meets the employment requirements of the employer. If the result of the determination is that the employment requirements are not met, the comparison unit 135 discourages proceeding to the interview stage. Specifically, the comparison unit 135 discourages proceeding to the interview stage by, for example, causing the presentation unit 137 to present a message to the agent indicating that the applicant job seeker does not meet the employment requirements.

[0051] Also, when the employment requirements are met, the comparison unit 135 prompts the agent to arrange a schedule for interviewing the applicant job seeker regarding employment. Specifically, the comparison unit 135 prompts the agent to arrange a schedule for the interview by, for example, causing the presentation unit 137 to present a message to the agent indicating that the applicant job seeker meets the employment requirements and thus the schedule should be arranged.

[0052] The decision unit 136 determines the remuneration to the agent according to the event that causes a transition in the direction of being employed by the employer for a plurality of stages of the applicant job seeker. Specifically, the decision unit 136 determines the remuneration to the agent not only based on a fixed remuneration that is independent of the number of employments in the employer's employment activities, but also by reaching each stage in the direction of the applicant job seeker being employed.

[0053] Further, the determination unit 136 determines a larger reward as the stage is closer to the adoption stage among the plurality of stages. For example, the reward determined for the interview stage is made larger than the reward determined for the application stage. In the technology of the present disclosure, the reward is determined in advance by contract so as to be a larger reward as the stage is closer to the adoption stage, and a case where the reward is managed by the employer will be described as an example.

[0054] Further, when the result determined by the comparison unit 135 does not satisfy the employment conditions, the determination unit 136 may determine that the reward for the agent is less than or non-existent compared to the reward determined when the result determined satisfies the employment conditions. This is because, even though the job seeker has been presented to the agent as not satisfying the employment conditions, if the job seeker can obtain the normal reward in the next employment stage, it will deviate from the purpose of reducing the risk to the agent, the employer will suffer disadvantages, and it will be contrary to the purpose of promoting the matching between the job seeker and the employer.

[0055] Further, after the employer hires the job seeker, the determination unit 136 determines the granting of a reward corresponding to the fact that the job seeker hired by the employer has been employed by the employer for a predetermined period. Specifically, when the determination unit 136 receives a notification from the agent terminal 20 or the like that a predetermined period has elapsed since the job seeker was hired by the employer, it refers to the employment status DB 122 to confirm the date when the job seeker was hired by the employer. The predetermined period may be set as follows. · For example, an arbitrary period such as 3 months, 6 months, 1 year, 3 years, etc. · The probation period set by the employer in the employment regulations or the like, or the period obtained by adding an arbitrary period to the probation period (for example, assuming that the probation period is 3 months and 3 months have passed as an arbitrary period, then it is determined that the job seeker has settled). The determination unit 136 determines whether the current date has passed a predetermined period since the adopted date. If the predetermined period has passed, the determination unit 136 records in the management DB 121 that the job seeker has settled with the employer. The determination unit 136 acquires the reward related to the settlement from the employer server 30. The determination unit 136 determines the reward for the agent related to the settlement according to the acquired reward. The determination unit 136 may determine the reward for the agent related to the settlement to be larger than the rewards at each stage (see FIG. 8) until the job seeker is employed. Thereby, since the agent is encouraged to employ job seekers expected to settle with the employer, the matching between the employer and the job seeker can be further promoted.

[0056] Note that the determination unit 136 may set a plurality of settlement periods and determine the rewards for the agent a plurality of times. In this case, the determination unit 136 may determine that the reward for a longer settlement period is larger than the reward for a shorter settlement period.

[0057] The presentation unit 137 presents the result compared by the comparison unit 135 to the agent. Specifically, the presentation unit 137 presents the comparison result to the agent by transmitting the comparison result to the agent terminal 20.

[0058] In addition, for a plurality of job seekers who have applied, the presentation unit 137 presents to the agent the job seekers who meet the employment conditions with priority over those who do not meet the employment conditions. Specifically, when presenting the list of job seekers to the agent, the presentation unit 137 performs the following to present the job seekers who meet the employment conditions with priority over those who do not meet the employment conditions. · Display the job seekers who meet the employment conditions at the top · Distinguish (highlight by color-coding, bolding, etc.) the job seekers who meet the employment conditions from those who do not meet the employment conditions and display them · Display the job seekers who meet the employment conditions while hiding those who do not meet the employment conditions In addition, the presentation unit 137 is configured to present to the agent preferentially over job seekers who do not meet the employment conditions. When displaying the information of job seekers in the form of a card or the like, job seekers who meet the employment conditions are displayed in a layer higher than job seekers who do not meet the employment conditions (display the card indicating the information of job seekers who do not meet the employment conditions so as to be behind the card indicating the information of job seekers who meet the employment conditions).

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

[0060] The screen 1200 is an example of a screen that displays, for job seekers who have applied, the result of comparing the profile information of the job seeker with the employment conditions of the employer.

[0061] The screen 1200 preferentially displays job seekers who meet the employment conditions among a plurality of job seekers who have applied.

[0062] The text box 1201 is a text box that displays the comparison result in the case of a job seeker who meets the employment conditions.

[0063] The text box 1202 is a text box that displays the comparison result in the case of a job seeker who does not meet the employment conditions.

[0064] The text box 1201 that displays the comparison result of job seekers who meet the employment conditions is preferentially displayed over the text box 1202 that displays the comparison result of job seekers who do not meet the employment 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 upper part 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 causes the agent terminal 20 to display the remuneration determined for the agent during a period such as monthly or annually by transmitting the remuneration to the agent terminal 20.

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

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

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

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

[0071] In the example of FIG. 13, the text box 1301 displays the monthly remuneration for the agent. Note that the text box 1301 can display the remuneration for an arbitrary period.

[0072] The button 1302 is a button for displaying the details of the remuneration.

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

[0074] <1.3. Functional Configuration of Agent Terminal 20> FIG. 5 is a diagram showing the functional configuration of the agent terminal 20. As shown in FIG. 5, the agent terminal 20 functions as 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 an external device.

[0076] The storage unit 202 stores data and programs used by the proxy terminal 20. The storage unit 202 also stores the job seeker DB 221.

[0077] The data structure of the job seeker DB 221 stored in the proxy terminal 20 shown in FIG. 6 will be described below. Note that FIG. 6 is a diagram showing the data structure of the database.

[0078] The job seeker DB 221 is a database for managing information about job seekers.

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

[0080] The item "job seeker ID" is information for identifying a job seeker.

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

[0082] The item "address" is the address or place of residence of the job seeker.

[0083] The item "contact information" is a contact such as the phone number or email address of the job seeker.

[0084] The control unit 203 exhibits functions shown as various modules when the processor of the proxy terminal 20 performs processing according to a program. The control unit 203 exhibits 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 process of the proxy terminal 20 transmitting and receiving signals from an external device according to a communication protocol.

[0086] The transmission control unit 232 controls the process of the proxy terminal 20 transmitting signals to an external device according to a communication protocol.

[0087] The reception unit 233 receives applications from job seekers. Also, the reception unit 233 receives information regarding the employment of job seekers through the operation of an agent.

[0088] In addition, the reception unit 233 receives the input of the examination results regarding each stage of the employment of job seekers through the operation of an agent. The examination results are the results of examining whether to proceed in the direction of employment.

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

[0090] Also, the registration unit 234 registers the status regarding the employment of job seekers through the operation of an agent.

[0091] The notification unit 235 notifies the server 10 of applications from job seekers. Specifically, the notification unit 235 transmits information indicating that there has been an application, the profile information of the job seeker, and the information of the employer to the server 10.

[0092] Also, the notification unit 235 transmits the examination results to the server 10.

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

[0094] <1.4. Functional Configuration of Employer Server 30> The employer server 30 has a function of returning the information of the database it holds in response to an inquiry. Specifically, the storage unit of the employer server 30 stores a job seeker DB 321, a salary DB 322, and the like.

[0095] The data structures of the job seeker DB 321 and the salary DB 322 stored in the employer server 30 shown in FIGS. 7 and 8 will be described below. FIGS. 7 and 8 are diagrams showing the data structures of the respective databases.

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

[0097] Job seeker DB321 includes the items "Job seeker ID", "Name", "Address", "Date of birth", "Held qualifications", and "Work experience".

[0098] The item "Job seeker ID" is information for identifying the 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 date of birth of the job seeker.

[0102] The item "Held qualifications" is information on the qualifications held by the job seeker.

[0103] Specifically, for the item "Held qualifications", if the job seeker does not hold any qualifications, no information is entered. If the job seeker holds qualifications, all information on the qualifications held is stored.

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

[0105] Specifically, for the item "Work experience", detailed information on the job seeker's work experience is stored. The work experience may be stored, for example, in the form of a text file.

[0106] Remuneration DB322 is a database regarding remuneration.

[0107] Remuneration DB322 includes the items "Occupation ID", "Remuneration at application stage", "Remuneration at interview stage", "Remuneration at employment stage", and "Remuneration at stabilization stage".

[0108] The item "Occupation ID" is information for identifying the occupation the employer is recruiting for.

[0109] The item "Remuneration at the Application Stage" is the remuneration paid to the agency when a job seeker is to be hired at the application stage.

[0110] The item "Remuneration at the Interview Stage" is the remuneration paid to the agency when a job seeker is to be hired at the interview stage.

[0111] The item "Remuneration at the Employment Stage" is the remuneration paid to the agency when a job seeker is hired at the employment stage.

[0112] The item "Remuneration at the Settling-in Stage" is the remuneration paid to the agency when a job seeker settles in with the employer after being hired.

[0113] <1.5. Flow of Processing in System 1> Next, the flow of processing in System 1 will be described. Figures 9 to 10 show the flow of processing for determining the remuneration for the agency.

[0114] In step S711, the agency terminal 20 receives the application from the job seeker.

[0115] Specifically, the agency terminal 20 receives the application regarding the job information from the job seeker.

[0116] Note that it may also be configured such that the employer receives the application from the job seeker and the employer notifies the agency of the application.

[0117] Also, when the agency terminal 20 receives the application from the job seeker, it acquires the profile of the job seeker and the employment conditions of the employer for the application destination from the employer server 30.

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

[0119] Specifically, the agency terminal 20 transmits the profile of the applied job seeker and the employment conditions of the employer for the application destination to the server 10.

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

[0121] Specifically, the server 10 adds a record to the management DB121 based on the received application information. Also, the server 10 adds a record to the employment status DB122 based on the received application information.

[0122] In step S717, the server 10 compares the profile information of the applicant who has applied with the employment conditions of the employer.

[0123] Specifically, the server 10 determines whether the profile information of the applicant who has applied meets the employment conditions of the employer. The employment conditions are, for example, at least any one of age, qualifications, and years of experience. The server 10 compares the profile information with the employment conditions and determines that the applicant meets the employment conditions when all the employment conditions are met.

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

[0125] Specifically, the server 10 sends the result determined in step S717 above to the agent terminal 20, causing the agent terminal 20 to display the determination result. At this time, the server 10 preferentially presents to the agent the applicants who meet the employment conditions over the applicants who do not meet the employment conditions among the multiple applicants who have applied.

[0126] Also, when the determined result does not meet the employment conditions, the server 10 suppresses the transition of the applicant to an event in the direction of being employed. For example, the server 10 includes a message in the determination result of the applicant who does not meet the employment conditions to prevent the agent from proceeding to the next stage, thereby suppressing the transition of the applicant to an event in the direction of being employed.

[0127] In step S721, the proxy terminal 20 receives an input of the result of considering whether to advance the job seeker to the interview stage.

[0128] Specifically, the proxy terminal 20 receives an input from the proxy regarding whether to advance the job seeker to the next stage of employment, which is the interview stage.

[0129] In step S723, the proxy terminal 20 notifies the proxy terminal 20 of the consideration result.

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

[0131] Specifically, when the consideration result is in the direction of employment, the server 10 refers to the information of the job seeker from the storage unit 120.

[0132] Also, the server 10 receives the consideration result from the proxy terminal 20. The server 10 updates each database based on the received consideration result.

[0133] In step S727, the server 10 determines the remuneration for the proxy according to the event of shifting the job seeker to the direction of being employed by the employer for a plurality of stages of the job seeker.

[0134] Specifically, when the consideration result is in the direction of employment, the server 10 obtains the remuneration corresponding to the job seeker, the employer, and the stage of employment (application stage) from the employer server 30. Then, the server 10 stores the remuneration obtained from the employer server 30 in the employment status DB122.

[0135] In step S729, the proxy terminal 20 adjusts the interview schedule and conducts the interview.

[0136] In step S731, the proxy terminal 20 receives an input of the result of considering whether to advance the job seeker to the employment stage.

[0137] In step S733, the proxy terminal 20 notifies the proxy terminal 20 of the consideration result.

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

[0139] Specifically, when the consideration result is in the direction of employment, the server 10 refers to the job seeker's information from the storage unit 120.

[0140] Also, the server 10 receives the consideration result from the proxy terminal 20. The server 10 updates each database based on the received consideration result.

[0141] In step S737, the server 10 determines the remuneration to the proxy according to the event of shifting to the direction of being employed by the employer for a plurality of stages of the job seeker.

[0142] Specifically, when the consideration result is in the direction of employment, the server 10 obtains the remuneration corresponding to the job seeker, the employer, and the stage of employment (interview stage) from the employer server 30. Then, the server 10 stores the remuneration obtained from the employer server 30 in the employment status DB122.

[0143] In step S739, the proxy terminal 20 accepts the input of the result of considering the employment approval.

[0144] In step S741, the proxy terminal 20 does not conduct the employment activities of the job seeker with a title different from that of the employer, but employs the job seeker with the title of the employer.

[0145] In step S743, the proxy terminal 20 notifies the proxy terminal 20 of the consideration result.

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

[0147] Specifically, when the examination result indicates an employment direction, the server 10 refers to the job seeker's information from the storage unit 120.

[0148] Also, the server 10 receives the examination result from the proxy terminal 20. Based on the received examination result, the server 10 updates each database.

[0149] In step S747, the server 10 determines the remuneration for the proxy according to the event of shifting the job seeker to the direction of being employed by the employer for a plurality of stages of the job seeker.

[0150] Specifically, when the examination result indicates an employment direction, the server 10 obtains the remuneration corresponding to the job seeker, the employer, and the employment stage (employment stage) from the employer server 30. Then, the server 10 stores the remuneration obtained from the employer server 30 in the employment status DB122.

[0151] In step S749, the proxy terminal 20 notifies the employer that the job seeker has been employed.

[0152] Next, the process flow for determining the remuneration when the job seeker becomes established will be described. FIG. 11 shows the process flow for determining the remuneration when the job seeker becomes established.

[0153] In step S811, the proxy terminal 20 notifies the proxy terminal 20 that a predetermined period has elapsed since the job seeker was employed.

[0154] In step S813, after the employer employs the job seeker, when the employed job seeker is employed by the employer for a predetermined period, the server 10 determines the granting of the remuneration corresponding to the job seeker's establishment with the employer.

[0155] Specifically, when the server 10 receives a notification from the agent terminal 20, it refers to the employment status DB 122 to confirm the date on which the applicant was employed by the employer. The server 10 determines whether the current date has passed a predetermined period since the employment date. If the predetermined period has passed, the server 10 records in the management DB 121 that the applicant has settled with the employer. The server 10 obtains from the employer server 30 the reward related to the settlement. The server 10 determines the reward to the agent related to the settlement according to the obtained reward.

[0156] On the other hand, if the predetermined period has not passed, the server 10 records in the management DB 121 that the applicant has not settled with the employer. In this case, the server 10 does not determine the reward to the agent.

[0157] <1.6. Parentheses> As described above, the technology of the present disclosure is used by a user of an agent who, on behalf of an employer, undertakes the recruitment business of an applicant from the position of the employer, and in the storage unit, a plurality of stages until the applicant is employed by the employer are associated with the information of the applicant at each stage and stored for management. Further, the technology of the present disclosure refers to the information of the applicant from the storage unit, and determines the reward to the agent according to an event that causes the applicant to shift in the direction of being employed by the employer for a plurality of stages of the applicant. Thereby, the technology of the present disclosure can reduce the risk of the agent in the recruitment business while promoting the matching between the employer and the applicant.

[0158] In addition, in the technology of the present disclosure, the reward to the agent is paid according to the results of each stage. The technology of the present disclosure can reduce the risk that the agent incurs until employment by paying the reward to the agent before the employment of the applicant by the employer is confirmed.

[0159] <2. Modification Example> In the first embodiment, the recruitment stages were described by taking the three stages of the application stage, the interview stage, and the employment stage as examples, but the present disclosure is not limited thereto.

[0160] <2.1. Variant Example 1> In the first embodiment, the comparison unit 135 has been described as a case where, when the determined result does not satisfy the employment conditions, it prevents proceeding to the interview stage, but it is not limited to this. For example, the comparison unit 135 may be configured to automatically send a rejection notice to the job applicant when the determined result does not satisfy the employment conditions.

[0161] Specifically, when the comparison unit 135 does not satisfy the employment conditions, after the lapse of the time assumed for the proxy to be involved in document screening, a preset notice (rejection notice) indicating rejection of employment is automatically sent to the job applicant without the proxy having to create the email text or the like. The time for the proxy to be involved in document screening may be determined in advance for each proxy, such as 1 day, 2 days, 4 days, etc.

[0162] In this way, by configuring to automatically send a rejection notice to job applicants who do not satisfy the employment conditions by email or the like, the burden on the proxy to communicate with job applicants who do not satisfy the employment conditions can be reduced.

[0163] <2.2. Variant Example 2> Also, the comparison unit 135 may be configured to automatically send a predetermined message regarding employment to the job applicant who has applied.

[0164] Specifically, when notified from the proxy terminal 20 or the like that there has been an application, the comparison unit 135 automatically sends the predetermined message to the contact information of the job applicant. The predetermined message is, for example, information used for employment such as requesting the sending of a resume and a work history. The information used for the employment may include information for collating with the employment conditions of the employer.

[0165] In this way, by configuring to automatically send a predetermined message regarding employment to the job applicant who has applied, the burden on the proxy to communicate with the job applicant who has applied can be reduced.

[0166] <2.3. Variant Example 3> In addition, the server 10 may have a function of displaying to the agent each of the employment target of the employer and the progress of the agent's employment for that. In this variant example, a case will be described by taking as an example a case where the control unit 130 of the server 10 includes a summarizing unit (not shown) that displays to the agent each of the employment target of the employer and the progress of the agent's employment for that employer. Since the agent may be acting on behalf of the employment activities of a plurality of employers, by summarizing and checking each employment target of the plurality of employers and the actual results (such as the number of personnel) that have actually led to employment, it becomes easy to discover an employer whose employment target is deviated, and it is possible to easily determine which employer's employment activities to carry out in daily operations.

[0167] Specifically, the summarizing unit acquires the employment target of the employer in a predetermined period. The employment target in the predetermined period is, for example, as follows. · Monthly employment target (setting the number of personnel to be employed each month, such as X people in July) · Employment target in a certain period (which may be determined corresponding to the employment plan and the settlement period) (employ 5 people in 3 months, employ Y people in the first quarter, etc.) The employment target is stored, for example, in the employer server 30.

[0168] The summarizing unit summarizes the progress in a predetermined period for the employer. Specifically, the summarizing unit refers to the employment status DB 122 and summarizes the number of applications, interviews, and employments for the predetermined period.

[0169] The summarizing unit compares the employment target of each of the plurality of employers with the progress of employment for that employer and displays it to the agent. Specifically, the summarizing unit transmits to the agent terminal 20 a screen comparing the employment target of each of the plurality of employers with the progress of employment for that employer in a list format or the like, thereby causing the agent terminal 20 to display the compared screen.

[0170] The employment goals of employers vary from employer to employer. In this modified example, for each employer, the employment goal of the employer and the progress of the employment agency in relation to it are displayed to the employment agency respectively. The technology according to this modified example enables the employment agency to visualize how hard it should work on behalf of which employer. As a result, the technology according to this modified example can encourage the employment agency to better match employers and job seekers.

[0171] <2.4.Modified Example 3-2> There may be a large gap between the employment goal and the actual employment performance of a certain company. The reasons may include that the employment conditions required by job seekers, such as the annual income range and work location sought by job seekers, do not match, or the employment conditions are originally strict, such as requiring advanced qualifications as essential.

[0172] Therefore, the server 10 according to this modified example may have a function of presenting a proposal to change the employment conditions of the employer when there is a deviation between the employment conditions and the goal. In this modified example, the control unit 130 of the server 10 refers to the aggregation result of the above-mentioned aggregation unit, and takes as an example the case where a proposal unit (not shown) that presents a proposal to change the employment conditions to the employer when there is a deviation between the employment conditions and the goal is included. In this modified example, the employment conditions include not only age, qualifications, and years of experience, but also labor conditions such as annual income, work location, and working hours when employed.

[0173] Specifically, the proposal unit compares the employment goal of the employer with the actual performance of the employment agency based on the result aggregated by the aggregation unit. The comparison is made by contrasting the number of employment goals with the number actually employed, the number of applicants with the number who advanced to the interview, etc. For example, when the number of employment goals is larger than the number actually employed and the difference between the number of employment goals and the number actually employed is equal to or greater than a predetermined threshold, the proposal unit determines that there is a deviation between the employment conditions and the goal. Also, when the ratio of the number of those who advanced to the interview divided by the number of applicants is smaller than a predetermined threshold, the proposal unit determines that there is a deviation between the employment conditions and the goal.

[0174] When the Proposal Department determines that there is a deviation between the employment conditions and the goals, it obtains the employment conditions of other job seekers similar to the said job seeker. Other job seekers similar to the said job seeker are, for example, job seekers engaged in the same business as the said job seeker, or those with a similar company scale. The Proposal Department may obtain the employment conditions of other job seekers, for example, from the job information of the said other job seekers posted on the job search engine.

[0175] The Proposal Department compares the employment conditions of the said job seeker with the employment conditions of the other job seekers obtained and presents them to the said job seeker. Specifically, the Proposal Department presents the comparison results to the job seeker by sending them to the Job Seeker Server 30.

[0176] As a result, the technology of this modification example enables the agent to propose improvements to the employment conditions to the job seeker. Usually, in the case of employment through a staffing agency, a certain percentage of the annual income of the employed job seeker is the remuneration, so there may have been a proposal to increase the annual income of the job seeker. It could not be said that the proposal to change the employment conditions for the job seeker would always be understood by the job seeker as being for the benefit of the staffing agency. However, since this disclosure is an employment agency, the annual income of the job seeker has nothing to do with the agent's remuneration. Therefore, the technology of this modification example can propose changes to the employment conditions that are in line with the job seeker, and can further promote the matching between the job seeker and the applicant.

[0177] In addition, the Proposal Department may select, as other job seekers similar to the said job seeker, other job seekers who meet the employment goals of the said agent. By comparing with job seekers who meet the employment goals, it is possible to make the job seeker recognize specific employment conditions, and thus promote changes to more realistic employment conditions for realizing employment.

[0178] <2.5. Other Modification Examples> In addition, in multiple stages, there may be an employment test stage where practical skill tests, written tests, etc. are conducted. Also, there may be multiple interview stages.

[0179] In addition, the databases described in the embodiments do not have to be implemented on the same terminal. For example, they may be implemented on different terminals or on the same terminal.

[0180] Also, the above modifications can be used in combination. As described above, some embodiments of the present disclosure have been explained. However, these embodiments can be implemented in various other forms, and various omissions, replacements, and changes can be made without departing from the gist of the invention. These embodiments and their modifications are to be included in the scope and gist of the invention, and are also to be included in the invention described in the claims and the equivalent scope thereof.

[0181] <Supplementary Note> The matters described in each of the above embodiments are appended below.

[0182] <Supplementary Note 1> A program for causing a computer including a processor and a memory to execute, wherein the computer is used by a user of an agent who substitutes for an employer to perform the employment operation of a job applicant from the position of the employer, and the storage unit stores a plurality of stages until the job applicant is employed by the employer in association with the information of the job applicant for each of the stages, and the program causes the processor to execute a step of referring to the information of the job applicant from the storage unit, and a step of determining a reward to the agent in accordance with an event of shifting the job applicant in the direction of being employed by the employer for the plurality of stages of the job applicant.

[0183] <Supplementary Note 2> In the memory unit, as the plurality of stages, it includes at least any one of the group consisting of an application stage for receiving applications from the job seeker, an interview stage for interviewing the job seeker, and an employment stage for employing the job seeker as the employer, and in the step of determining, in response to reaching at least any one of the application stage, the interview stage, or the employment stage, the program according to <Appendix 1> determines a reward determined according to the stage.

[0184] <Appendix 3> In the step of determining the reward, in the plurality of stages, the closer the stage is to employment, the larger the reward is determined. The program according to <Appendix 2>.

[0185] <Appendix 4> In the step of determining, after the employer employs the job seeker, if the job seeker employed by the employer is employed by the employer for a predetermined period, the program according to <Appendix 2> determines the granting of a reward corresponding to the job seeker's establishment with the employer.

[0186] <Appendix 5> For the job seeker who has applied, a step of comparing the profile information of the job seeker with the employment conditions of the employer, and a step of presenting the comparison result to the agent are executed. The program according to <Appendix 2>.

[0187] <Appendix 6> In the step of comparing, as the comparison, it is determined whether the profile information meets the employment conditions of the employer, and in the step of presenting, for a plurality of job seekers who have applied, the job seekers who meet the employment conditions are presented to the agent with priority over the job seekers who do not meet the employment conditions. The program according to <Appendix 5>.

[0188] <Appendix 7> In the memory unit, as the plurality of stages, at least including the application stage, in the step of determining the remuneration to the agent, when the determined result does not satisfy the employment conditions, the remuneration to the agent is determined to be less than or not to be the remuneration determined when the determined result satisfies the employment conditions, the program according to <Appendix 5>.

[0189] <Appendix 8> In the memory unit, as the plurality of stages, at least including the interview stage, in the step of comparing, as the comparison, it is determined whether the profile information satisfies the employment conditions of the employer, and when the determined result does not satisfy the employment conditions, the transition of the job seeker to an event in the direction of being employed is suppressed, the program according to <Appendix 5>.

[0190] <Appendix 9> While accepting the transition of the job seeker to the application stage, in the step of comparing, when the determined result does not satisfy the employment conditions, the progress to the interview stage is suppressed, and when the employment conditions are satisfied, the agent is urged to adjust the schedule for the interview regarding the employment of the job seeker, the program according to <Appendix 8>.

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

[0192] <Appendix 11> The employment is not the one in which the agent conducts the employment activities of the job seeker with a title different from that of the employer, but is the one in which the employment activities of the job seeker are conducted with the title of the employer, the program according to <Appendix 1>.

[0193] <Appendix 12> In the step of determining the remuneration for the agent, the remuneration for the agent is not only a fixed remuneration for the recruitment activities of the employer regardless of the number of recruits, but also for each of a plurality of job seekers, by reaching each stage in the direction of the job seeker being recruited, the program according to <Appendix 11> for determining the remuneration for the agent.

[0194] <Appendix 13> An information processing apparatus including a processor and a memory, the information processing apparatus being used by an agent who substitutes for an employer in recruiting job seekers, and stored in a storage unit so as to manage in association a plurality of stages until a job seeker is recruited by the employer and information of the job seeker for each of the stages, and a control unit of the information processing apparatus referring to the information of the job seeker from the storage unit, and determining the remuneration for the agent according to an event that causes a transition in the direction of being recruited by the employer for the plurality of stages of the job seeker.

[0195] <Appendix 14> A method for causing a computer including a processor and a memory to execute, the computer being used by an agent who substitutes for an employer in recruiting job seekers, and stored in a storage unit so as to manage in association a plurality of stages until a job seeker is recruited by the employer and information of the job seeker for each of the stages, and the processor referring to the information of the job seeker from the storage unit, and determining the remuneration for the agent according to an event that causes a transition in the direction of being recruited by the employer for the plurality of stages of the job seeker.

[0196] In addition, an example of applying the technology of the present disclosure to an actual business is appended. Specifically, a server (10) used by an employment agency that pays remuneration in conjunction with results manages by associating a plurality of stages until a job seeker is employed by an employer with the information of the job seeker for each of the stages. By referring to the information of the job seeker and determining the remuneration for the agency for each of the plurality of stages of the job seeker as the job seeker progresses in the direction of being employed, it is possible to reduce the risk of the employment agency while promoting the matching between the employer and the job seeker.

Explanation of Signs

[0197] 1 System, 10 Server, 12 Communication IF, 13 Input / Output IF, 15 Memory, 16 Storage, 19 Processor, 20 Agency Terminal, 22 Communication IF, 23 Input / Output IF, 25 Memory, 26 Storage, 29 Processor, 30 Employer Server, 80 Network, 101 Communication Unit, 102 Storage Unit, 103 Control Unit, 120 Storage 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 Storage 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 Remuneration DB, 1200 Screen, 1201 Text Box, 1202 Text Box, 1300 Screen, 1301 Text Box, 1302 Button.

Claims

1. A program for causing a computer including a processor and a memory to execute, wherein the computer is used by a user who is an agent to perform recruitment operations for job applicants on behalf of the job seeker from the position of the job seeker, is stored in a storage unit so as to manage, in association with each other, a plurality of stages until the job applicant is hired by the job seeker and information of the job applicant for each of the stages, the program causes the processor to, refer to the information of the job applicant from the storage unit, and determine a reward to the agent according to an event that causes a transition in the direction of being hired by the job seeker for the plurality of stages of the job applicant. A program.

2. In the storage unit, as the plurality of stages, an application stage for receiving an application from the job applicant, an interview stage for interviewing the job applicant, and an employment stage for hiring the job applicant as the job seeker, including at least any one of the group consisting of, In the step of determining, according to reaching at least any one of the application stage, the interview stage, or the employment stage, a reward determined according to the stage is determined. The program according to claim 1.

3. In the step of determining the reward, among the plurality of stages, a larger reward is determined for a stage closer to employment. The program according to claim 2.

4. In the step of determining, after the job seeker hires the job applicant, if the job applicant hired by the job seeker is employed by the job seeker for a predetermined period, determine the granting of a reward according to the job applicant's settlement with the job seeker, The program according to claim 2.

5. For the job applicant who has applied, compare the profile information of the job applicant with the employment conditions of the job seeker, and present the result of the comparison to the agent. The program according to claim 2.

6. In the step of comparing, as the comparison, determine whether the profile information satisfies the employment conditions of the job seeker, In the step of presenting, for a plurality of job applicants who have applied, present to the agent a job applicant who satisfies the employment conditions with priority over a job applicant who does not satisfy the employment conditions. The program according to claim 5.

7. In the memory unit, as the plurality of stages, at least including the application stage, In the step of determining the reward for the agent, when the determined result does not meet the employment conditions, the reward for the agent is determined to be less than or non-existent compared to the reward determined when the determined result meets the employment conditions. The program according to claim 5.

8. In the memory unit, as the plurality of stages, at least including the interview stage, In the step of comparing, as the comparison, it is determined whether the profile information meets the employment conditions of the employer, When the determined result does not meet the employment conditions, the program according to claim 5 suppresses the transition of the job seeker to an event in the direction of being employed.

9. While accepting the transition of the job seeker to the application stage, In the step of comparing, when the determined result does not meet the employment conditions, the progress to the interview stage is suppressed, When the employment conditions are met, the agent is urged to adjust the schedule for interviewing the job seeker regarding employment. The program according to claim 8.

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

11. The employment is not for the agent to conduct the employment activities of the job seeker under a title different from that of the employer, but for the employment activities of the job seeker under the title of the employer. The program according to claim 1.

12. In the step of determining the reward for the agent, the reward for the agent is not only a fixed reward for the employment activities by the employer regardless of the number of employments, but for each of a plurality of job seekers, the reward for the agent is determined by reaching each stage in the direction of the job seeker being employed. The program according to claim 11.

13. An information processing device including a processor and a memory, wherein the information processing device is used by an agent who substitutes for an employer to conduct the employment of job seekers, The memory unit stores and manages by associating a plurality of stages until a job seeker is employed by an employer with the information of the job seeker for each of the stages, The control unit of the information processing device, The step of referring to the information of the job seeker from the memory unit, An information processing apparatus that executes a step of determining a reward to the agent according to an event that causes a transition in a direction of being employed by the employer for the plurality of stages of the job seeker.

14. A method of causing a computer including a processor and a memory to execute, the computer being used by an agent who substitutes for an employer in hiring a job seeker, wherein a storage unit stores and manages by associating a plurality of stages until a job seeker is employed by an employer with information of the job seeker for each of the stages, the processor performs a step of referring to the information of the job seeker from the storage unit, and a method of performing a step of determining a reward to the agent according to an event that causes a transition in a direction of being employed by the employer for the plurality of stages of the job seeker.

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