Information processing system, information processing method and program

Abstract

To provide an information processing system and so on capable of efficiently creating and managing recruitment conditions.SOLUTION: There is provided an information processing system. The information processing system includes a processor. The processor is configured to execute the following steps: a receiving step of receiving input information including at least one of personnel names and job information, where the personnel names are names of management object persons contained in an organization database for registering management object persons working in the organization, and where the job information includes words or sentences containing phrases relating to the job; an information creation step of creating position information including at least one of related organization, recruitment requirements and job content as recruitment conditions on the basis of the input information and the reference information, where the reference information includes a correlation between the input information and the recruitment conditions; and a management step of generating association information for managing the position information and the organization information relating to the organization or the management object persons contained in the organization database, associated with each other.SELECTED DRAWING: Figure 1

Description

[Technical Field]

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

[0002] As disclosed in Patent Document 1, a technique is known that supports the creation of text by automatically creating templates. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Laid-Open No. 2009-230705 Summary of the Invention [Problem to be solved by the invention]

[0004] The conditions for recruiting for a position required within an organization include, for example, related organizations (department names), recruitment requirements, job content, etc. Therefore, even if the above-mentioned technology automatically creates a text template, it is not possible to create recruitment conditions that correspond to the position, and the administrator must put in effort to create the recruitment conditions.

[0005] In view of the above circumstances, the present invention provides an information processing system and the like that can efficiently create and manage recruitment conditions. [Means for solving the problem]

[0006] According to one aspect of the present invention, an information processing system is provided. The information processing system includes a processor. The processor is configured to execute the following steps: In the receiving step, input information including at least one of a personnel name and job information is received. The personnel name is the name of a managed person included in an organization database in which managed persons working in an organization are registered, and the job information is a word or sentence including a phrase related to the job. In the information creation step, position information including at least one of related organizations, recruitment requirements, and job content as recruitment conditions is created based on the input information and reference information. The reference information includes a correlation between the input information and the recruitment conditions. In the management step, association information is generated for associating and managing the position information with organizational information related to the organization or managed person included in the organization database.

[0007] According to this aspect, for example, by inputting the name of the person currently employed in the position to be recruited or job information related to the position to be recruited, position information including the necessary recruitment conditions can be efficiently created. Also, by generating information relating the position information to the organization database, it becomes easy to understand the status of the created position information, take necessary actions, and perform other management. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a configuration diagram illustrating an information processing system 1. FIG. [Figure 2] 2 is a block diagram showing the hardware configuration of the server device 10. FIG. [Figure 3] 2 is a block diagram showing the hardware configuration of a manager terminal 20 and a managed person terminal 30. FIG. [Figure 4] 3 is a block diagram showing the hardware configuration of a job seeker terminal 40. FIG. [Figure 5] 1 is a block diagram showing functions realized by a server device 10 (controller 11), a manager terminal 20 (controller 21), a managed person terminal 30 (controller 31), and a job seeker terminal 40 (controller 41). [Figure 6]FIG. 10 is a diagram showing an example of an input information reception screen PD. [Figure 7] FIG. 10 is a diagram showing another example of the input information reception screen PD. [Figure 8] 10 is a diagram showing an example of a recruitment status display screen RD displayed on the administrator terminal 20. FIG. [Figure 9] FIG. 10 is a diagram illustrating an example of a graph showing a transition of a fill rate. [Figure 10] FIG. 10 is a diagram showing an example of a candidate list CL displayed on the administrator terminal 20. [Figure 11] FIG. 10 is a diagram showing yet another example of the input information reception screen PD. [Figure 12] 10 is a diagram showing an example of an internal job posting suggestion screen PS displayed on the managed person terminal 30. FIG. [Figure 13] FIG. 10 is a diagram showing an example of a human resources management document MD. [Figure 14] FIG. 10 is a diagram showing an example of a search result list SL displayed on the administrator terminal 20. [Figure 15] FIG. 10 is a diagram showing an example of a search screen SD displayed on the administrator terminal 20. [Figure 16] 1 is an activity diagram showing the flow of information processing (processing for creating a job posting based on position information) according to the first embodiment, which is executed by the information processing system 1. FIG. [Figure 17] 10 is an activity diagram showing the flow of information processing (search processing for managed users) according to the second embodiment, which is executed by the information processing system 1. FIG. DETAILED DESCRIPTION OF THE INVENTION

[0009] DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS The present invention will be described below with reference to the accompanying drawings. Various features shown in the following embodiments can be combined with each other.

[0010] Incidentally, the program for realizing the software appearing in this embodiment may be provided as a non-transitory computer-readable medium, or may be provided so that it can be downloaded from an external server, or may be provided so that the program is started on an external computer and its functions are realized on a client terminal (so-called cloud computing).

[0011] In this embodiment, the term "unit" may also include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In addition, various types of information are handled in this embodiment, and this information may be represented by, for example, physical values of signal values representing voltages and currents, high and low signal values as a binary bit set consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculations may be performed on a circuit in the broad sense.

[0012] In addition, a circuit in the broad sense is a circuit realized by at least appropriately combining a circuit, circuitry, a processor, a memory, etc. That is, it includes an application specific integrated circuit (ASIC), a programmable logic device (e.g., a simple programmable logic device (SPLD), a complex programmable logic device (CPLD), and a field programmable gate array (FPGA)), etc.

[0013] 1. Hardware Configuration This section explains the hardware configuration.

[0014] <Information Processing System 1> 1 is a configuration diagram showing an information processing system 1. The information processing system 1 includes a communication line 2, a server device 10, a plurality of manager terminals 20, a plurality of managed person terminals 30, and a plurality of job seeker terminals 40. The server device 10, the manager terminal 20, the managed person terminals 30, and the job seeker terminals 40 are configured to be able to communicate with each other via the communication line 2. The connection between the server device 10, the manager terminal 20, the managed person terminals 30, and the job seeker terminals 40 and the communication line 2 may be wired or wireless.

[0015] The information processing system 1 constitutes part of a personnel system used by personnel (multiple managed persons) subject to personnel management within an organization and multiple managers who have relationships with the managed persons within the organization, and part of a recruitment and job search system used by job seekers. In one embodiment, the information processing system 1 is comprised of one or more devices or components. These components will be described below.

[0016] <Server device 10> 2 is a block diagram showing the hardware configuration of server device 10. Server device 10 includes a control unit 11, a storage unit 12, a communication unit 13, and a communication bus 14. Control unit 11, storage unit 12, and communication unit 13 are electrically connected within server device 10 via communication bus 14.

[0017] <Control unit 11> The control unit 11 processes and controls the overall operations related to the server device 10. The control unit 11 is, for example, a central processing unit (CPU). The control unit 11 realizes various functions related to the server device 10 by reading out predetermined programs stored in the storage unit 12. In other words, information processing by software stored in the storage unit 12 is specifically realized by the control unit 11, which is an example of hardware, and can be executed as each functional unit included in the control unit 11. These will be described in more detail in the next section. Note that the control unit 11 is not limited to being single, and multiple control units 11 may be provided for each function. A combination of these may also be used.

[0018] <Storage section 12> The memory unit 12 stores various pieces of information defined above. This can be implemented, for example, as a storage device such as a solid state drive (SSD) that stores various programs and the like related to the server device 10 executed by the control unit 11, or as a memory such as a random access memory (RAM) that stores temporarily required information (arguments, arrays, etc.) related to the program operations. The memory unit 12 stores various programs, variables, etc. related to the server device 10 executed by the control unit 11.

[0019] <Communications Department 13> The communication unit 13 is preferably a wired communication means such as USB, IEEE1394, Thunderbolt (registered trademark), or wired LAN network communication, but may also include wireless LAN network communication, mobile communication such as 3G / LTE / 5G, or BLUETOOTH (registered trademark) communication as needed. That is, it is more preferable to implement it as a collection of multiple communication means. That is, the server device 10 may communicate various information from the outside via the communication unit 13 and the network.

[0020] The server device 10 may be an on-premise server or a cloud server. The cloud server device 10 may provide the above-described functions and processes in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0021] <Administrator terminal 20> 3 is a block diagram showing the hardware configuration of the administrator terminal 20 and the managed user terminal 30. As shown in FIG. 3A, the administrator terminal 20 includes a control unit 21, a storage unit 22, a communication unit 23, an input unit 24, an output unit 25, and a communication bus 26. The control unit 21, the storage unit 22, the communication unit 23, the input unit 24, and the output unit 25 are electrically connected via the communication bus 26 inside the administrator terminal 20. The description of the control unit 21, the storage unit 22, and the communication unit 23 is the same as the description of each unit in the server device 10, and therefore will be omitted.

[0022] <Input section 24> The input unit 24 accepts operation inputs made by the user. The operation inputs are transferred as command signals to the control unit 21 via the communication bus 26. The control unit 21 can execute predetermined control or calculations based on the transferred command signals as necessary. The input unit 24 may be included in the housing of the administrator terminal 20 or may be externally attached. For example, the input unit 24 may be implemented as a touch panel integrated with the output unit 25. When the input unit 24 is implemented as a touch panel, the user can input tap operations, swipe operations, etc. to the input unit 24. Instead of a touch panel, a switch button, a mouse, a trackpad, a QWERTY keyboard, etc. can be used as the input unit 24.

[0023] <Output section 25> The output unit 25 displays a screen of a graphical user interface (GUI) that can be operated by a user. The output unit 25 may be included in the housing of the administrator terminal 20 or may be attached externally. Specifically, the output unit 25 may be implemented as a display device such as a CRT display, a liquid crystal display, an organic EL display, or a plasma display. It is preferable that these display devices are used appropriately depending on the type of administrator terminal 20.

[0024] <Management target terminal 30> 3B, the managed user terminal 30 includes a control unit 31, a storage unit 32, a communication unit 33, an input unit 34, an output unit 35, and a communication bus 36. The control unit 31, the storage unit 32, the communication unit 33, the input unit 34, and the output unit 35 are electrically connected via the communication bus 36 inside the managed user terminal 30. The description of the control unit 31, the storage unit 32, the communication unit 33, the input unit 34, and the output unit 35 will be omitted as they are the same as the description of each unit in the administrator terminal 20.

[0025] <Job Seeker Terminal 40> Fig. 4 is a block diagram showing the hardware configuration of job seeker terminal 40. As shown in Fig. 4, job seeker terminal 40 includes a control unit 41, a memory unit 42, a communication unit 43, an input unit 44, an output unit 45, and a communication bus 46. The control unit 41, the memory unit 42, the communication unit 43, the input unit 44, and the output unit 45 are electrically connected via the communication bus 46 inside job seeker terminal 40. The description of the control unit 41, the memory unit 42, the communication unit 43, the input unit 44, and the output unit 45 is omitted because they are the same as the description of each unit in the administrator terminal 20.

[0026] 2. Functional configuration This section describes the functional configuration of this embodiment. Information processing by software stored in the storage unit 12 is specifically realized by the control unit 11, which is an example of hardware, and can be executed as each functional unit included in the control unit 11 (a processor provided in the information processing system 1).

[0027] FIG. 5 is a block diagram showing functions realized by the server device 10 (controller 11), the manager terminal 20 (controller 21), the managed person terminal 30 (controller 31), and the job seeker terminal 40 (controller 41).

[0028] As shown in FIG. 5A, the server device 10 (control unit 11) includes a basic display control unit 111, a reception unit 112, an information creation unit 113, a management unit 114, a job advertisement creation unit 115, a search unit 116, and an artificial intelligence unit 120. As shown in FIG. 5B, the manager terminal 20 (control unit 21) includes a display unit 211 and an operation reception unit 212. As shown in FIG. 5C, the managed person terminal 30 (control unit 31) includes a display unit 311 and an operation reception unit 312. As shown in FIG. 5D, the job seeker terminal 40 (control unit 41) includes a display unit 411 and an operation reception unit 412.

[0029] <Basic display control unit 111> The basic display control unit 111 is configured to display various information on the manager terminal 20, the managed person terminal 30, or the job seeker terminal 40. For example, the basic display control unit 111 displays registration information of human resources registered in the database on the display unit 211 of the manager terminal 20, the display unit 311 of the managed person terminal 30, or the display unit 411 of the job seeker terminal 40, in response to a request from each user (managers U1, U2, managed persons U3, U4, or job seekers U5, U6).

[0030] A "person to be managed" is someone who works for an organization, such as an employee of the organization (full-time employee, temporary employee, fixed-term employee, etc.). Organizations include for-profit corporations (such as companies), non-profit corporations (such as cooperatives and incorporated foundations), and public corporations (such as local governments). A "manager" includes a person on the reporting line of a person to be managed (such as a superior, line manager, etc.), a human resources manager, etc. Note that a "person to be managed" in the information processing system 1 can also be the "manager" of another person to be managed.

[0031] The databases handled by the information processing system 1 include an organization database and a job seeker database. The organization database is accessible only to those involved with the organization and includes an employee database in which data is not made public or provided to anyone outside the organization. The organization database registers administrators and people to be managed.

[0032] Information about the managed persons registered in the organization database (hereinafter, "managed person registration information") includes, for example, the name, gender, age, employee code, contact information, affiliation, employment status, work location, job duties, skills, qualifications, educational background, work history, job types, job titles, organizational goals set by the managed person, managerial evaluations of those goals, information about the managed person before joining the organization (hiring information), the managed person's condition, engagement (e.g., eNPS), aptitude or personality, interview history of the managed person (interviewee, comments, etc.), and attendance information of the managed person (overtime hours, number of annual leave taken, etc.). Hiring information includes the position offered at the time of hiring, annual salary, hiring interviewer, hiring evaluation, aptitude test results, reference check information, etc. Information other than hiring information is information after joining the organization (post-hiring information).

[0033] The organization database also stores organization registration information, which includes information such as the number of people in the entire organization, the organizational structure (department structure), the number of people in each department, and the department structure.

[0034] The job seeker database is different from the organizational database within the organization and is a database that is open to employers who are users of the recruitment service, and is typically provided outside the organization. The job seeker database contains job seekers outside the organization.

[0035] Information on job seekers registered in the job seeker database (hereinafter referred to as "job seeker registration information") includes the job seeker's resume, curriculum vitae, and other profile information. A "resume" is a document that primarily contains the job seeker's profile, current situation, educational background, work history, desired working conditions, etc., while a "curriculum vitae," also known as a résumé, is a document in which the job seeker informs the employer of their work history, experience, skills, qualifications, etc., related to their past work.

[0036] <Reception Department 112> The reception unit 112 is configured to receive input from the administrator terminal 20, the managed person terminal 30, or the job seeker terminal 40. Specifically, the reception unit 112 receives input information including at least one of a human resource name and job information from the administrator terminal 20. The human resource name is the name of the managed person included in the organization database. The job information is a word or sentence (natural language) including a phrase related to the job. The phrase related to the job includes, for example, phrases such as business content, job type, position (job title), and merchandise handled.

[0037] The receiving unit 112 may receive, as input information, basic information such as at least one of the employee name and job information, as well as additional information such as an experienced job title, an experienced job type, and skills. Furthermore, the receiving unit 112 may present, for example, a plurality of keyword-type tags as objects to the administrator terminal 20 and receive, as input information, keywords associated with the tags selected by the administrator terminal 20. Examples of tags include tags representing experienced job titles, tags representing experienced job types, and tags representing skills. These tags are automatically assigned to the managed person registration information by the control unit 11 based on words extracted from the managed person registration information, for example, when the managed person registration information is registered in the organization database or when the managed person registration information is updated.

[0038] Furthermore, the reception unit 112 may present tags related to the base information input from the administrator terminal 20 as initial tags that are selected in the initial state. For example, if the base information is a personnel name, the reception unit 112 searches the organization database for the input personnel (managed person) and sets the tags attached to the managed person registration information of the managed person as initial tags. Also, for example, if the base information is job information, the reception unit 112 extracts job-related words from the job information and sets tags related to the words as initial tags. The relationship between job-related words and tags is set in advance in relationship definition information such as a table or tag list.

[0039] The reception unit 112 may accept, as input information, job information input from the administrator terminal 20 converted into a personnel name. The reception unit 112 may also accept, as input information, a personnel name input from the administrator terminal 20 converted into job information. The conversion from job information to a personnel name is realized, for example, by using words extracted from the job information or tags related to the job information as search criteria, searching for managed persons with corresponding tags from the organization database, and setting the names of the searched managed persons as the personnel names. The conversion from personnel names to job information is realized, for example, by setting information related to the job included in the registration information of the managed person corresponding to the personnel name (specifically, words and phrases written in the job item) as the job information.

[0040] 6 is a diagram showing an example of an input information reception screen PD, which includes a base information input area BA, an additional information input area OA, and a position display area PA.

[0041] The base information input area BA is an area for inputting base information (personnel name or job information). Before the base information is input, only the base information input area BA is displayed on the reception screen PD. The base information input area BA includes a first selection button B11, a second selection button B12, an input field IF, and an extraction button B13.

[0042] The first selection button B11 is selected when job information (personnel image) is entered as base information in the input field IF. The second selection button B12 is selected when a personnel name (employee) is entered as base information in the input field IF. In the example of FIG. 6, the first selection button B11 and the second selection button are configured as mutually exclusive radio buttons. That is, the user can select only one of the first selection button B11 and the second selection button B12. The input field IF is a field where the user enters base information (personnel name or job information). An additional information input area OA and a position display area PA are displayed.

[0043] The additional information input area OA includes multiple tag display areas TA. The tag display area TA displays tags TG for inputting additional information for each item (category). Each tag display area TA displays multiple tags TG and an add tag button B14. The user performs an input operation to switch the tag TG between a selected state (displayed by a shaded area in FIG. 6) and a non-selected state. Immediately after the extract button B13 is operated in the base information input area BA (i.e., immediately after the additional information input area OA is displayed), the initial tag set (extracted) by the accepting unit 112 is selected from the multiple tags TG. The user can add a new tag TG by operating the add tag button B14. The tag TG may be added by, for example, selecting a tag to be added from a tag list prepared in advance, or by accepting the input of an arbitrary keyword (natural language) and converting the keyword into a prepared tag.

[0044] The position display area PA includes a first create button B15 and a position information display field PF. When the first create button B15 is operated, the base information input in the base information input area BA and the keyword (additional information) linked to the tag selected in the additional information input area OA are received as input information by the receiving unit 112. The position information display field PF displays position information (job content in the example of FIG. 6) created by the information creation unit 113, which will be described later.

[0045] Fig. 7 is a diagram showing another example of the input information reception screen PD. The reception screen PD in Fig. 7 includes a position input area PIA, a second generation button B21, and a position display area PA.

[0046] The position input area PIA includes a position input field IFP and a personnel name input field IFH. The position input field IFP accepts input of a position name (an example of job information) from the administrator terminal 20. When a position name is input into the position input field IFP, the reception unit 112 displays the name of the managed person who is working in the position corresponding to the input position name as a personnel name ("employee" in FIG. 7) in the personnel name input field IFH. When multiple managed persons are working in the same position, or when there are multiple positions corresponding to the input position name, the reception unit 112 presents multiple candidates, for example, in a pull-down UI, and allows the user to select one personnel name from the candidates via the administrator terminal 20.

[0047] When the second create button B21 is operated with a talent name entered in the talent name input field IFH, position information created by the information creation unit 113, which will be described later, is displayed in the position information display field PF. In the reception screen PD of Fig. 7, the position information display field PF displays, as recruitment conditions, a department name P1 (an example of a related organization), an overview P2, recruitment requirements P3, duties and responsibilities P4 (an example of job content), and skills P5.

[0048] <Information Creation Department 113> The information creation unit 113 is configured to create position information including at least one of related organizations, recruitment requirements, and job content as recruitment conditions, based on the input information received by the reception unit 112 and, for example, reference information stored in the memory unit 12. The "related organizations" are organizations that are recruiting for the position. The "recruitment requirements" are, for example, experience, skills, etc. required for the position being recruited. The "job content" is the specific job content, job responsibilities, etc. of the position being recruited for. The recruitment conditions may further include the job title being recruited for.

[0049] The information creation unit 113 may create position information using both base information (at least one of the personnel name and job information) and secondary information converted or extracted from the base information (for example, additional information using tags) from the input information received by the reception unit 112, or may create position information using only the secondary information.

[0050] The reference information is information that includes a correlation between the input information and the recruitment conditions. The reference information is an estimator that is constructed so as to be able to output the recruitment conditions (at least a part of the position information) using the input information accepted by the accepting unit 112 as an input.

[0051] The reference information may be a position information creation model that has been trained to take input information as input and output position information. In this case, the information creation unit 113 inputs the input information to the position information creation model and causes the position information creation model to output position information. This makes it possible to generate accurate position information (recruitment conditions) from the input information.

[0052] The position information creation model is a learning model trained to receive input information (personnel names, job information, or secondary information converted from these) and output position information including recruitment conditions. In other words, the position information creation model is a learning model trained using the input information and corresponding position information data as training data. The position information creation model may also be a generative AI including a large-scale language model. In this case, the information creation unit 113 receives the input information, inputs a prompt including an instruction to create position information based on the input information to the position information creation model, and causes the position information creation model to output the position information. Furthermore, the information creation unit 113 may input a prompt containing, as input and output samples, one or more input information samples and one or more corresponding position information samples, to the position information creation model in addition to the position information creation and output instructions and the input information.

[0053] Position information may include skills as recruitment requirements. Skills are selected from skill words registered in a pre-prepared skill list. This enables a search for talent based on standardized skills, improving the efficiency of talent searches. It also facilitates seamless talent searches using skills, regardless of whether the talent is inside or outside the organization. Multiple skill words are registered in the skill list. Skill words are generated by referencing, for example, a job dictionary, skill dictionary, or in-house terminology dictionary used in the job seeker database. Skills are displayed as tags TG, a type of object, in the position information display field PF, as shown in Figure 7, for example.

[0054] Skill words included in the skill list (internal skill list) referenced when generating position information can be associated with identical or similar skill words included in a job seeker skill list (external skill list) referenced in a job seeker database outside the organization. The similarity of skill words can be determined, for example, by comparing features such as vector data, referencing a database containing synonyms, similar words, and spelling variations, or by using a learning model (large-scale language model). The job seeker skill list is a skill list that registers skill words to be added to job seeker registration information. This allows for appropriate and efficient searches of human resources targeting both managed individuals and job seekers.

[0055] The recruitment conditions for the position information may be composed of sentences (natural language), tagged keywords, or a combination of sentences and keywords. For example, the recruitment conditions may be composed only of tags TG, such as experienced job titles, experienced occupations, and skills, included in the additional information input area OA shown in FIG. 6. That is, the information creation unit 113 may create position information including a combination of multiple keywords representing recruitment requirements (experience, skills, etc.) as recruitment conditions based on the base information and reference information accepted by the acceptance unit 112. In this case, when the extraction button B13 is pressed with the base information entered in the input field IF of FIG. 6, the information creation unit 113 generates tags TG constituting the recruitment requirements and displays these tags TG in a selected state. The tags TG generated by the information creation unit 113 may be selected from a list of tags assigned to the managed person registration information, or may be assigned independently by the position information creation model (independently generated tag words).

[0056] The user can directly edit the recruitment requirements by switching between selecting and deselecting the tag TG displayed in the additional information input area OA. The user can also add a new tag TG by inputting the tag addition button B14. The tag TG may be added by, for example, selecting the tag to be added from a pre-prepared tag list, or by accepting the input of an arbitrary keyword (natural language) and converting the keyword into a pre-prepared tag.

[0057] The information creation unit 113 may secondarily generate other recruitment conditions (related organizations, job content, etc.) other than the recruitment requirements based on the recruitment requirements generated from the base information. In the example of Fig. 6, when the first generation button B15 is operated to input, the information creation unit 113 generates job content based on the recruitment requirements (selected tag TG) presented in the additional information input area OA, and displays the job content in the position information display field PF.

[0058] The position information created by the information creation unit 113 is registered in a database (for example, an organization database) stored in the storage unit 12. The position information is referenced as appropriate by the management unit 114, the job posting creation unit 115, the search unit 116, etc.

[0059] <Management Department 114> The management unit 114 is configured to generate association information for associating and managing the position information created by the information creation unit 113 with organization information related to the organization or the managed person contained in the organization database. The organization information includes the organization registration information and the managed person registration information described above. The position information created by the management unit 114 is registered in a database (e.g., the organization database) stored in the storage unit 12. The association information includes first association information indicating the association between the position information and the organization registration information, and second association information indicating the association between the position information and each managed person registration information.

[0060] The first association information includes, for example, information for managing the position (vacant position) targeted by the position information in association with the current state of the organization. Specifically, the first association information may include at least one of the incumbent, candidate, sufficiency rate, and selection status of the position targeted by the position information. This allows the generated position information to be managed in combination with information on the vacant position linked to the organizational information. This makes it easier for the administrator to consider the necessity and timing of recruitment using the position information.

[0061] FIG. 8 is a diagram showing an example of a recruitment status display screen RD displayed on the administrator terminal 20. The recruitment status display screen RD includes a position list RL, a search input field SF, and an add button B31. The position list RL displays a list of first association information for multiple position information items created by the information creation unit 113. Specifically, the position list RL includes the following items: position name PN, current member MS1, next candidate member MS2, and selection status SI. In the example of FIG. 8, the current member MS1, next candidate member MS2, and selection status SI correspond to the first association information.

[0062] The position name PN is the name of the position that the position information targets. The current member MS1 includes information on the current occupant of the position and the current occupancy rate PR1. The information on the current occupant of the position is displayed, for example, as an icon such as a facial image FI1 included in the managed person registration information. The information (icon) of the current occupant is obtained, for example, from the organizational information in the organizational database. The current occupancy rate PR1 is the ratio of the number of current occupants to the number of positions filled. A current occupancy rate PR1 of less than 100% is information indicating a shortage of a position. In addition, a vacant seat icon FI2 indicating a shortage of personnel is displayed for the current member MS1 together with the facial image FI1. The number of personnel (vacant seat icon) that is shortage may be obtained, for example, from the organizational information in the organizational database, or may be set by input by the administrator. The management unit 114 may change the display format (e.g., color, font, character size, presence or absence of an icon indicating the fulfillment status, etc.) between position information where the current fulfillment rate PR1 is 100% and position information where the current fulfillment rate PR1 is less than 100%.

[0063] The upcoming candidate member MS2 includes information about candidates for the position and a candidate fulfillment rate PR2. The information about candidates for the position is displayed, for example, using an icon such as a facial image FI1 included in the managed person registration information. The candidate fulfillment rate PR2 is the ratio of the number of managed persons registered as candidates to the number of candidates set for the position. In addition, the upcoming candidate member MS2 displays a vacant seat icon FI2 indicating a shortage of candidates together with the facial image FI1. As will be described later, the candidates may be managed persons presented as candidates by the management unit 114, or may be managed persons manually selected by the manager. The management unit 114 may change the display format (e.g., color, font, character size, presence or absence of an icon indicating the fulfillment status, etc.) between position information for which the candidate fulfillment rate PR2 is 100% and position information for which the candidate fulfillment rate PR2 is less than 100%.

[0064] The selection status SI displays the number of applicants for the position, the number of applicants undergoing selection, the number of applicants who have received job offers, the number of applicants who have accepted the job offers, and so on. In the example of Figure 8, for positions where the current staffing rate PR1 is 100% (positions where there is no shortage of staff), no recruitment is required, so the number of applicants and so on are displayed as "-". In addition, the selection status SI displays a display switch button B32 for each position. Pressing the display switch button B32 switches between an expanded state, which displays the recruitment status for job openings outside the organization and the recruitment status for job postings within the organization, as in the case of the "engineer" position in Figure 8, and a collapsed state, which displays the combined recruitment status for job openings outside the organization and the recruitment status for job postings within the organization, as in the case of the "designer" position in Figure 8.

[0065] The search input field SF is a field for inputting the name of a specific managed person when searching for a specific managed person. The management unit 114 displays the positions for which the managed person entered in the search input field SF is currently holding or is a candidate for the next position.

[0066] When the add button B31 is operated, the creation of position information starts. That is, the reception screen PD of Fig. 6 or 7 is displayed on the administrator terminal 20, and the reception unit 112 receives the input information.

[0067] The management unit 114 may statistically display the first association information. Fig. 9 is a diagram showing an example of a graph showing changes in the fill rate. In Fig. 9, the change in the fill rate by period for a specific position (for example, a preset key position) is shown as a bar graph. In addition to this, the management unit 114 may also display a comparison of the fill rate of positions by job type, changes in the ratio between the number of internal job postings for a position and the application rate, changes in the number of job openings, etc.

[0068] The second association information may include a matching index that indicates the degree of match between the recruitment conditions included in the position information and the registered information of the person to be managed. This allows the administrator to use an objective index to select and extract candidates for the position targeted by the position information.

[0069] The matching index is calculated as the similarity (e.g., cosine similarity) between the vector data of the position information and the vector data of the administrator registration information. The vector data is a vector value obtained by quantifying the position information (particularly the recruitment conditions) and the administrator registration information using known methods such as natural language processing using morphological analysis or encoding of categorical variables.

[0070] Furthermore, the matching index may be calculated based on, for example, a tag assigned to a managed person and a weighted score of the tag. For example, the management unit 114 assigns a weighted score set for a tag to a managed person to whom a tag corresponding to a tag included in the recruiting conditions is assigned as a matching index. For a managed person to whom multiple tags corresponding to each of the multiple tags included in the recruiting conditions are assigned, the sum of the weighted scores of the multiple tags is set as the matching index. The weighted score of the tag is set in advance for each tag by a setting manager or the like of the information processing system 1.

[0071] Furthermore, the management unit 114 may calculate the matching index of the managed person based on the number of tags that match the tags included in the recruiting conditions. For example, if the number of tags included in the recruiting conditions is 10, the matching index of the managed person to which tags that match 8 of these tags are attached is set to 80%.

[0072] Furthermore, the management unit 114 may input the managed person registration information and the recruitment conditions into the matching index calculation model and cause the matching index calculation model to output a matching index. The matching index calculation model is a learning model that receives the managed person registration information and the recruitment conditions as input and is trained to output a matching index. In other words, the matching index calculation model is a learning model that is trained using the managed person registration information, the recruitment conditions, and the corresponding matching index data as training data. The matching index calculation model may also be a generative AI including a large-scale language model. In this case, the management unit 114 receives the managed person registration information and the recruitment conditions as input, inputs a prompt to the matching index calculation model that includes an instruction to create a matching index based on the managed person registration information and the recruitment conditions, and causes the matching index calculation model to output the matching index. The management unit 114 may also input a prompt to the matching index calculation model that includes, as input and output samples, one or more samples of the managed person registration information and the recruitment conditions, in addition to the matching index calculation and output instructions, the managed person registration information, and the recruitment conditions.

[0073] The matching index may include a sub-matching index indicating the degree of match for each category in the registration information of the managed person. The categories in the managed person registration information include, for example, items such as career history, job duties, educational background, and skills. For example, the sub-matching index for the "career" category indicates the degree of match between the career information in the recruitment conditions (items listed in the "experience" category) and the career information in the managed person registration information. The sub-matching index is calculated using the same procedure as the matching index. For example, the sub-matching index is calculated as the similarity between the vector data of the content of the corresponding category in the position information and the vector data of the content of the corresponding category in the administrator registration information. Note that the matching index may be calculated as the average value of multiple sub-matching indexes.

[0074] Furthermore, the management unit 114 may present candidates for the position specified by the position information to the manager from among the managed persons included in the organization database based on the second association information including the matching index, and may also display the matching index for the candidate's position information on the manager terminal 20. This allows the manager to select appropriate personnel from candidates extracted from the managed persons based on the matching index, thereby reducing the manager's effort in searching for personnel. For example, the management unit 114 may display, on the manager terminal 20, managed persons whose matching index exceeds a predetermined threshold (e.g., 50%) as candidates.

[0075] FIG. 10 is a diagram showing an example of the candidate list CL displayed on the administrator terminal 20. The candidate list CL displays basic information BI, a matching index MI, and a selection button B41 for each candidate. The basic information BI includes the candidate's facial image, name, affiliation, etc. When the selection button B41 is operated, the corresponding candidate (person to be managed) is selected as a "position candidate." Position candidates are people who are the subject of an internal recruitment described below. The management unit 114 preferentially displays candidates (for example, displays them at the top of the list) in descending order of matching index MI, for example.

[0076] The management unit 114 may present a narrowed-down list of candidates based on a narrowing-down condition for managed persons input from the administrator terminal 20. The narrowing-down condition is a condition for determining whether or not a specific tag, keyword, numerical value, etc. is included in the managed person registration information. For example, if a narrowing-down condition is set such that the managed person has a "leader" tag, the management unit 114 presents as candidates only managed persons who are tagged with a "leader" tag and who satisfy the narrowing-down condition (i.e., display them in the candidate list CL). The management unit 114 may also narrow down the candidates based on a narrowing-down condition based on the range (lower limit value) of the matching index or the range (lower limit value) of each sub-matching index.

[0077] Furthermore, the management unit 114 may set the priority display level of a candidate based on the magnitude of the sub-matching index of a priority category selected by the administrator from among multiple categories for which sub-matching indexes are set. For example, if "career" is selected as the priority category by the administrator terminal 20, the management unit 114 displays candidates on the administrator terminal 20 in descending order of the sub-matching index for "career." In particular, the management unit 114 may display candidates on the administrator terminal 20 in descending order of the sub-matching index for skills. This facilitates a talent search that emphasizes skills. Furthermore, the management unit 114 may display a specified sub-matching index (which determines the priority display level) or all sub-matching indexes in the candidate list CL.

[0078] The management unit 114 may simultaneously display on the administrator terminal 20 a screen for accepting input of input information and a screen for displaying candidates extracted from among the managed persons. FIG. 11 is a diagram showing yet another example of the input information acceptance screen PD. The acceptance screen PD of FIG. 11 has an area for displaying the candidate list CL in the right area of the acceptance screen PD of FIG. 7. The candidate list CL displays candidates (for example, managed persons whose matching index exceeds a threshold) corresponding to the position information (recruitment conditions) displayed in the position information display field PF.

[0079] The management unit 114 may accept modifications to the recruiting conditions while the candidate list CL is displayed. For example, the management unit 114 may accept, on the reception screen PD of FIG. 11, edits to the text of the department name P1, summary P2, recruitment requirements P3, or duties and responsibilities P4, or input of selection or deselection for each tag TG in skills P5. The management unit 114 updates the association information (matching index, etc.) based on the modified recruiting conditions. Furthermore, the management unit 114 updates and displays the candidate list CL based on the updated association information. Therefore, when the recruiting conditions are modified on the reception screen PD, the candidate list CL is updated immediately.

[0080] In addition, by inputting an input operation on the text or icon (for example, text such as name, department, facial image, etc.) of each managed person in the candidate list CL, the management unit 114 displays detailed information of the managed person (information included in the manager target information) on the manager terminal 20.

[0081] The management unit 114 may present to the administrator modifications to the recruiting conditions in the position information based on the second association information including the matching index. For example, the management unit 114 presents relaxed recruiting conditions so that the representative value (maximum, average, median, etc.) of the matching index of multiple managed individuals is equal to or greater than a certain value. Furthermore, for example, the management unit 114 presents relaxed recruiting conditions so that the number of managed individuals whose matching index is equal to or greater than a predetermined target value exceeds a predetermined threshold. Relaxed recruiting conditions may include, for example, removing required skills, reducing the number of years of experience, or expanding the range of expected annual income. This allows the managed individuals to modify the recruiting conditions so that there are more managed individuals with high matching indexes or so that the maximum value of the matching index is increased. The modified recruiting conditions are displayed on the administrator terminal 20, for example, along with the candidate list CL.

[0082] The management unit 114 may also input a representative value of the matching index and the recruiting conditions into a recruiting condition correction model and cause the model to output corrections to the recruiting conditions (or corrected recruiting conditions). The representative value of the matching index is the maximum value, average value, median, etc., in the distribution of matching indices for multiple managed subjects (all managed subjects or narrowed-down managed subjects). The recruiting condition correction model is a learning model trained to receive the representative value of the matching index and the recruiting conditions and output corrections to the recruiting conditions. In other words, the recruiting condition correction model is a learning model trained using the representative value of the matching index and the recruiting conditions and data on the corresponding corrections to the recruiting conditions (or corrected recruiting conditions) as training data. The recruiting condition correction model may also be a generative AI including a large-scale language model. In this case, the management unit 114 receives the representative value of the matching index and the recruiting conditions as input, inputs a prompt to the recruiting condition correction model including an instruction to correct the recruiting conditions based on the representative value and the recruiting conditions, and causes the recruiting condition correction model to output the corrected recruiting conditions. In addition, the management unit 114 may input a prompt into the recruitment condition modification model, which includes, as input and output samples, for example, one or more samples of representative values of matching indices and recruitment conditions, and one or more corresponding samples of modified recruitment conditions, in addition to instructions to modify and output the recruitment conditions and the representative values of matching indices and recruitment conditions.

[0083] After presenting the revised recruiting conditions, the management unit 114 accepts the revision of the recruiting conditions from the administrator terminal 20. The management unit 114 may also accept revisions to recruiting conditions that have not been presented, or additions to recruiting conditions (for example, adding tags such as skills, setting an expected annual salary range, etc.). The management unit 114 registers the position information including the revised recruiting conditions in the database.

[0084] The association information may further include a matching index indicating the degree of match between the recruiting conditions included in the position information and the registered information of job seekers included in a job seeker database in which job seekers outside the organization are registered. The management unit 114 may present candidates for the position recruited for in the position information to the manager from among the job seekers based on the association information including the matching index of the job seekers. This allows the manager to scout suitable talent from candidates extracted from the job seekers based on the matching index, thereby reducing the manager's effort in searching for talent. For example, the management unit 114 may display, on the manager terminal 20, job seekers whose matching index exceeds a predetermined threshold (e.g., 50%) as candidates. The management unit 114 may also display, on the manager terminal 20, the matching index for the position information of the candidates extracted from the job seekers.

[0085] The management unit 114 may simultaneously present to the manager candidates extracted from the persons to be managed (i.e., candidates within the organization) and candidates extracted from job seekers (i.e., candidates outside the organization). The management unit 114 may also cause the manager terminal 20 to display the number of candidates outside the organization together with the candidate list CL displaying the candidates within the organization.

[0086] The management unit 114 may present to the manager modifications to the recruiting conditions in the position information based on the matching index of the job seeker. For example, the management unit 114 presents relaxed recruiting conditions so that a representative value (maximum, average, median, etc.) of the matching indexes of multiple job seekers is equal to or greater than a certain value. In addition, for example, the management unit 114 presents relaxed recruiting conditions so that the number of job seekers whose matching index is equal to or greater than a predetermined target value exceeds a predetermined threshold. The procedure for modifying recruiting conditions based on the matching index of a job seeker is the same as the procedure for modifying recruiting conditions based on the matching index of a managed person.

[0087] The management unit 114 may present to the managed person position information in which the matching index for the registration information of the managed person exceeds a predetermined threshold. That is, the management unit 114 causes the managed person terminal 30 of the managed person whose matching index satisfies the condition to display or notify the position information corresponding to the matching index. This allows the managed person to know available positions that suit them, thereby encouraging the managed person to apply for the available positions.

[0088] 12 is a diagram showing an example of an internal job posting suggestion screen PS displayed on the managed person terminal 30. The internal job posting suggestion screen PS is displayed, for example, in the managed person's personal page (a screen for inputting, displaying, and editing the registration information of each managed person). The internal job posting suggestion screen PS includes an internal job posting list PL and a list display button B51.

[0089] The internal job posting list PL lists position information for which the matching index of the managed person viewing the personal page (i.e., logged in to the services of the information processing system 1) exceeds a predetermined threshold (e.g., 50%), along with second association information (matching index). The personal page is, for example, a dashboard for viewing and managing the managed person registration information. The internal job posting list PL displays, for example, the position name of the position information, the matching index, and an image (image icon). When the managed person selects any position information from the list, an application screen for that position information or details of the position information (recruitment conditions) are displayed on the managed person terminal 30. Note that the display format of the matching index is not limited to numbers, and may be a graphic such as a gauge, bar, or graph that indicates the size of the matching index.

[0090] The application screen is a screen for accepting applications for positions corresponding to the selected position information. On the application screen, the management unit 114 accepts input of, for example, basic information of the applicant (such as name, ID, email address, and department) and a human resources management document (described later).

[0091] Furthermore, when the list display button B51 is operated, a list screen that displays all position information that can be viewed by the managed person, including position information that is not included in the internal job posting list PL (i.e., position information whose matching index does not exceed the threshold), is displayed on the managed person terminal 30. The managed person can narrow down and search for position information on the list screen.

[0092] The management unit 114 may create a human resources management document for the managed person based on the managed person registration information. The human resources management document is composed of a plurality of document components. The document components include a first document component, which is a keyword included in the managed person registration information, and a second document component, which includes a sentence created based on the managed person registration information.

[0093] Extraction of first document components from the managed entity registration information is performed by referencing first reference information that includes correlations between the managed entity registration information and the first document components. For example, an extraction item list is used as the first reference information. The extraction item list lists candidates (samples) for each item, such as department, job, etc., and the management unit 114 extracts keywords corresponding to each item from the registration information and sets them as first document components. Therefore, the first document components may include multiple keywords.

[0094] Furthermore, as the first reference information, a keyword extraction model may be used, which is a learning model trained (by machine learning or fine tuning) to use the managed user registration information as input and the first document components as output.

[0095] The second document components include sentences newly created using keywords included in the managed user registration information. The second document components are summaries of sentences included in the managed user registration information, sentences reconstructed using keywords included in the managed user registration information, or sentences newly constructed using keywords included in the managed user registration information.

[0096] The creation of a summary of the text included in the managed entity registration information is performed by referencing second reference information that includes correlations between the managed entity registration information and the second document components (summaries). As the second reference information, for example, a summary creation model is used, which is a learning model that takes the managed entity registration information as input and trains the second document components as output.

[0097] 13 is a diagram showing an example of a personnel management document MD. The personnel management document MD includes a header HD and multiple document components (first document component DC1 and second document component DC2). The header HD contains the name, photograph, affiliation, etc. of the person to be managed.

[0098] The document components may include a job summary of the person being managed within the organization. The "job summary" describes the person being managed's work history within the organization. The job summary may include, for example, a description of the department, role or job type, job content, results or achievements, etc. for each specified period. The job summary may also include time-series data showing changes over time in the attributes of the person being managed, such as their personality, characteristics, and condition.

[0099] The management unit 114 may create a job summary for a predetermined period so that the job summary fits within a designated display area. This reduces the need to scroll the screen displayed on the manager terminal 20, while allowing the manager to more easily understand the work history. The "designated period" can be set by the creator (editor) of the personnel management document, and may be, for example, three years from the present. Setting the designated period to a period from the present to a relatively recent past prevents old information with low priority from being reflected in the personnel management document. The "designated display area" is, for example, an area that can be displayed on one page on the screen of the manager terminal 20 or the managed person terminal 30. The management unit 114 adjusts the number of items, font size, amount of information, etc. so that the summary fits within the designated display area.

[0100] The document component may include information about the person to be managed before he or she joined the organization. For example, the management unit 114 generates a second document component DC2 that summarizes information about the person to be managed that is included in the management person registration information before he or she joined the organization (information at the time of hiring), and places the second document component DC2 in the human resources management document.

[0101] The document components may include tags related to the attribute information of the managed person. "Attribute information of the managed person" refers to, for example, information indicating the position, career history, experience, skills, qualifications, etc. of the managed person. The management unit 114 tags, for example, keywords included in the managed person registration information or first document components that represent pre-specified attribute information. Specifically, the management unit 114 prepares a tag list containing multiple tags in advance, extracts tag words corresponding to the managed person registration information or document components from the tag list, and tags the managed person registration information or document components. Here, the tag list is a list containing one or more tag words. In the example of FIG. 13, the "Experience / Skills" field includes tags TG indicating the experienced job types and possessed skills. The tags TG may be the same as the tags assigned to the job seeker registration information.

[0102] <Job Posting Department 115> The job posting creation unit 115 is configured to create a job posting for use within the organization and / or for use outside the organization based on the position information created by the information creation unit 113 (including position information modified by the administrator). A job posting is a document including multiple items such as the name of the position being recruited, job content and working conditions (annual salary, job type, industry, work location, etc.), application qualifications, and selling points. The job posting may also include other items such as the job title, heading, and information about the employer (organization) (company size (sales, number of employees, etc.), industry, etc.).

[0103] Specifically, the job posting creation unit 115 inputs the position information into a job posting creation model, which is a learning model, and causes the job posting creation model to output a job posting corresponding to the position targeted by the position information. This reduces the amount of work required to create a job posting to solicit applicants for the applied position, and also makes it possible to create an appropriate job posting corresponding to the position information. The job posting created by the job posting creation unit 115 is associated with the position information and registered in a database.

[0104] The job posting creation unit 115 may cause the job posting creation model to output a first job posting and a second job posting. Here, the information included in the second job posting or the scope of disclosure of that information is different from the information included in the first job posting or the scope of disclosure of that information. This allows multiple types of job postings corresponding to the target candidates to be created from a single piece of position information, thereby improving the efficiency of recruitment for applied positions.

[0105] Furthermore, the job posting creation unit 115 may cause the job posting creation model to output a job posting (first job posting) for internal recruitment targeting the managed persons included in the organization database. This allows a job posting for internal recruitment to be created from position information, thereby efficiently promoting applications from managed persons for open positions or matching with managed persons suitable for open positions.

[0106] Furthermore, the job posting creation unit 115 may cause the job posting creation model to output an external job posting (second job posting) targeting job seekers included in a job seeker database organization in which job seekers outside the organization are registered. This allows an external job posting to be created from the position information, thereby efficiently promoting applications from job seekers for open positions or matching with job seekers suitable for open positions.

[0107] The creation of the first job posting and the second job posting are executed based on instructions from, for example, manager terminal 20. When an instruction to create a first job posting is input into manager terminal 20, job posting creation unit 115 creates the first job posting. Furthermore, when an instruction to create a second job posting is input into manager terminal 20, job posting creation unit 115 creates the second job posting. For example, job posting creation unit 115 causes manager terminal 20 to display a selection screen including an object (e.g., a button) for instructing the creation of the first job posting and an object for instructing the creation of the second job posting. Job posting creation unit 115 accepts an instruction to create the first job posting or the second job posting by inputting an operation on either object.

[0108] The first job posting has a narrower scope of disclosure (scope of people who can view it) than the second job posting. For example, the first job posting is disclosed only to people within the organization or some people within the organization, while the second job posting is disclosed to people both within and outside the organization.

[0109] Furthermore, the items listed in the first and second job postings differ. For example, the first job posting does not include an introduction to the organization, while the second job posting does. The first job posting does not directly include an expected annual salary; instead, the grade or range of annual salary can be included, while the second job posting directly includes the expected annual salary. The first job posting includes the required grade (job rank, etc.) within the organization and related department (assignment), while the second job posting does not include these details. The first job posting includes the required skills in conjunction with the skills list within the organization, while the second job posting allows for free description of the required skills. The first job posting includes the skills to be acquired in conjunction with the skills list within the organization, as part of reskilling, while the second job posting does not include such details. The first job posting includes the reporting line, while the second job posting does not.

[0110] Furthermore, the words and information used in the first and second job postings are different. For example, the first job posting may include in-house terminology (words used exclusively by the organization) and information that is not publicly available outside the organization in the recruitment requirements, responsibilities, and other sections. On the other hand, the second job posting does not use in-house terminology and includes only information that is publicly available outside the organization.

[0111] The job posting creation model is a learning model that takes position information (recruitment conditions) as input and is trained to output a job posting corresponding to the position targeted by the position information. In other words, the job posting creation model is a learning model that is trained using position information and the corresponding job posting data as training data.

[0112] The job posting creation model may include a first job posting creation model trained to output a first job posting, and a second job posting creation model trained to output a second job posting. In this case, job posting creation unit 115 inputs position information into the first job posting creation model when creating the first job posting, and inputs position information into the second job posting creation model when creating the second job posting. The job posting creation model may also be trained to output both the first and second job postings in response to an input of one piece of position information.

[0113] The job posting creation model may also be a generative AI that includes a large-scale language model. In this case, the job posting creation unit 115 receives position information as input, inputs a prompt to the job posting creation model that includes instructions to create a job posting (first job posting and / or second job posting) based on the position information, and causes the job posting creation model to output the job posting. In addition to the job posting creation / output instructions and the position information, the job posting creation unit 115 may also input a prompt to the job posting creation model that includes, as input and output samples, one or more position information samples and one or more corresponding job posting samples.

[0114] Furthermore, the job posting creation unit 115 may create a scouting document for a subject or a job seeker based on the created job posting. The job posting creation unit 115 creates a scouting document by inputting the job posting into a scouting document creation model that has been trained to take the job posting as input and output a scouting document. The creation of the scouting document is performed, for example, based on an instruction to create a scouting document from the administrator terminal 20 (input of the destination of the scouting document). The target of the scouting document can be selected, for example, from the candidate list CL of FIG. 10.

[0115] <Search Section 116> The search unit 116 is configured to search for any managed person in the organization database. In addition to searches based on search conditions such as ordinary keywords, numbers, tags, etc., the search unit 116 executes searches for managed people related to input information (personnel name, job information, or secondary information converted from these) received by the reception unit 112 from the organization database, using recruitment conditions included in position information as search conditions. This allows the administrator to search for managed people who meet the recruitment conditions by entering input information, thereby enabling efficient searches for managed people suitable for the recruited position.

[0116] The search unit 116 displays, as search results, managed persons who satisfy a certain level of the recruitment conditions created from the input information by the information creation unit 113 (for example, whose matching index exceeds a threshold value). In addition, the search unit 116 may display, in the search results, the matching index and / or sub-matching index of each managed person.

[0117] 14 is a diagram showing an example of a search result list SL displayed on the administrator terminal 20. The search result list SL displays basic information BI, a matching index MI, and a detected word display field DF for each searched managed person. The basic information BI includes the managed person's face image, name, affiliation, position, label, etc. The label is information indicating attributes such as skills and performance.

[0118] The detected word display field DF displays items in the managed entity registration information that contain words that match the input information (search words), as well as the corresponding words or sentences containing the words. Furthermore, in the detected word display field DF, words that match the input information ("product designer" and "new item" in the example of FIG. 14) are highlighted (e.g., colored, bolded, etc.). Therefore, the search unit 116 searches for managed entities based on the recruitment conditions created from the input information received by the reception unit 112, and extracts and displays words that match the input information from the managed entity registration information. Furthermore, the search unit 116 preferentially displays managed entities (e.g., displays them at the top of the list) in descending order of the matching index MI, for example. The display format of the matching index is not limited to numbers, and may be a graphic, such as a gauge or graph, that indicates the size of the matching index.

[0119] The administrator can select any of the managed persons included in the search result list SL to create and send a scouting document to the managed person.

[0120] The search unit 116 may sequentially accept input of input information or search conditions and search instructions in a chat format. For example, the search unit 116 displays the search results and an area for chatting side by side on the administrator terminal 20.

[0121] 15 is a diagram showing an example of a search screen SD displayed on the administrator terminal 20. The search screen SD includes an information display screen IS and a chat screen CS. The information display screen IS is an area that displays the processing results (for example, the search result list SL in FIG. 14) in response to an instruction input to the chat screen CS.

[0122] The chat screen CS is an area where the search unit 116 receives various inputs from the administrator terminal 20 and displays the responses. The chat screen CS is displayed alongside the information display screen IS (specifically, on the right side of the information display screen IS) at the same time as the information display screen IS. The chat screen CS includes a message display area MF where a user message M1 input by the administrator via the administrator terminal 20 and a response message M2 to the user message M1 are displayed, and an input field IF where the administrator inputs a message.

[0123] The search unit 116 inputs a user message M1 entered by a user as a prompt into a chat model (a generation AI including a large-scale language model) of the artificial intelligence unit 120, and causes the chat model to output a response message M2. Here, the chat model is a language model that can return an appropriate response to a chat-style message from a user. This chat model includes, for example, a position information creation model.

[0124] The information display screen IS displays the results (processing results) of processing performed by each part of the control unit 11 based on instructions included in a user message M1 (input from the user) on the chat screen CS. In the example of FIG. 15, the first user message M1 inputs "new business" as input information (or search criteria). Accordingly, the information display screen IS displays managed persons corresponding to the position information created from "new business" (who have a high matching index), and the number of search results is displayed as a response message M2. Furthermore, the second user message M1 further adds "product designer" to the input information (i.e., narrows down the search). Accordingly, a search for managed persons is performed again using the new input information, the information display screen IS is updated, and the new number of search results is displayed as a response message M2.

[0125] The search unit 116 may be configured to search for any job seeker in the job seeker database. In addition to searches based on normal search conditions such as keywords, numbers, tags, etc., the search unit 116 also searches for job seekers related to input information (personnel names, job information, or secondary information converted from these) received by the reception unit 112 from the organization database, using recruitment conditions included in position information as search conditions. In addition, the search unit 116 may also sequentially receive input of input information or search conditions and search instructions in a chat format when searching for job seekers, similar to when searching for managed persons.

[0126] Furthermore, the administrator can select any job seeker included in the search results of the search unit 116, and create and send a scouting document to that job seeker.

[0127] Furthermore, the search unit 116 may search for manager targets and job seekers related to the input information from both the organization database and the external job seeker database, using the recruitment conditions included in the position information as search conditions. That is, the search unit 116 may simultaneously search for manager targets and job seekers based on the recruitment conditions. In this case, the search results include both manager targets and job seekers.

[0128] <Artificial Intelligence Department 120> The artificial intelligence unit 120 is configured to receive input from each functional unit and return the instructed output. The artificial intelligence used by the server device 10 in each functional unit may be a common one, or may be prepared individually for each functional unit.

[0129] The artificial intelligence unit 120 is an AI (Artificial Intelligence) equipped with language models such as Transformers including GPT (Generative Pretrained Transformer, including GPT-1, GPT-2, and GPT-3), BERT (Bidirectional Encoder Representations from Transformers), and BART (Bidirectional and Auto-regressive Transformer), and Recurrent Neural Networks (RNNs), and includes generative AI.

[0130] The language model is an example of a learning model based on a machine learning algorithm. Specific examples of machine learning algorithms include nearest neighbor methods, naive Bayes methods, decision trees, support vector machines, and deep learning using neural networks. The artificial intelligence unit 120 can apply the above algorithms as appropriate.

[0131] The artificial intelligence unit 120 has a trained model constructed by a learning method such as supervised learning, unsupervised learning, or self-supervised learning. In supervised learning, machine learning is performed using training data (training data). The training data consists of pairs of input data for learning and output data (correct answer data). Furthermore, the language model may not only be trained for a specific task, but also be a general-purpose model that can be used for a wide range of tasks.

[0132] The artificial intelligence unit 120 includes, as its artificial intelligence, a general-purpose natural language processing learning model such as a large-scale language model (LLM) that has learned a huge amount of data. Such a general-purpose learning model includes a language model that can handle various tasks without fine tuning using one-shot learning, few-shot learning, etc. Furthermore, the general-purpose learning model can also handle various tasks using zero-shot learning. The artificial intelligence used in each functional unit of the control unit 11 may be a separate learning model, or may be a common general-purpose learning model.

[0133] The learning model included in the artificial intelligence unit 120 can undergo additional learning. For example, the artificial intelligence unit 120 learns whether the created position information has been corrected by an administrator or the like. That is, the artificial intelligence unit 120 performs additional learning and fine-tuning using a teacher data set in which the position information is labeled with actual correction results as feedback for the position information created by the learning model. This optimizes the position information output from the learning model.

[0134] <Display section> The display unit 211 of the manager terminal 20, the display unit 311 of the managed person terminal 30, and the display unit 411 of the job seeker terminal 40 each display a screen indicated by the screen data transmitted from the server device 10.

[0135] <Operation reception section> The operation acceptance unit 212 of the manager terminal 20 accepts operations by a user (manager) who uses the manager terminal 20. The operation acceptance unit 312 of the managed person terminal 30 accepts operations by a user (managed person) who uses the managed person terminal 30. The operation acceptance unit 412 of the job seeker terminal 40 accepts operations by a user (job seeker) who uses the job seeker terminal 40.

[0136] 3. Information Processing Method This section describes an information processing method of the server device 10. This information processing method is executed by a computer, with each unit of the server device 10 acting as each step.

[0137] This information processing method includes a first embodiment and a second embodiment. The information processing method of the first embodiment includes a reception step, an information creation step, a management step, and a job posting creation step. In the reception step, at least one of a personnel name and job information is accepted as input information. In the information creation step, position information including at least one of related organizations, recruitment requirements, and job content as recruitment conditions is created based on the input information and reference information. In the management step, association information is generated for associating and managing the position information with organizational information related to organizations or managed persons contained in the organizational database. In the job posting creation step, the position information is input into a job posting creation model, which is a learning model, and the job posting creation model is caused to output a job posting corresponding to the position targeted by the position information.

[0138] 16 is an activity diagram showing the flow of information processing (processing for creating a job posting based on position information) in the first embodiment executed by the information processing system 1. The information processing will be described below along with each activity in this activity diagram.

[0139] The process of creating a job posting based on position information begins when the administrator inputs input information from the administrator terminal 20 (activity A101). The server device 10 accepts the input information sent from the administrator terminal 20 (activity A102). Next, the server device 10 creates position information based on the input information (activity A103).

[0140] After creating the position information, the server device 10 generates association information based on the position information (activity A104). Subsequently, the server device 10 outputs the generated association information to the administrator terminal 20 (activity A105). As a result, the association information is displayed on the administrator terminal 20 (activity A106). The association information (matching index, etc.) is also output to the managed person terminal 30.

[0141] The administrator, on administrator terminal 20, refers to the displayed association information and instructs the creation of a job posting for internal and / or external use for the position information (activity A107). Server device 10 receives the instruction to create a job posting and creates a job posting based on the position information (activity A108). After creating the job posting, server device 10 sends the job posting to administrator terminal 20 (activity A109). This causes the job posting to be displayed on administrator terminal 20 (activity A110). The job posting is also output to managed person terminal 30 and / or job seeker terminal 40.

[0142] The information processing method of the second embodiment includes a receiving step, an information creation step, a management step, and a search step. In the receiving step, at least one of a personnel name and job information is received as input information. In the information creation step, position information including at least one of related organizations, recruitment requirements, and job content as recruitment conditions is created based on the input information and reference information. In the management step, association information is generated for associating and managing the position information with organizational information related to organizations or managed persons contained in the organizational database. In the search step, managed persons related to the input information are searched for from the organizational database using the recruitment conditions as search conditions.

[0143] 17 is an activity diagram showing the flow of information processing (search processing for managed users) according to the second embodiment, which is executed by the information processing system 1. Below, the information processing will be described along with each activity in this activity diagram.

[0144] The search process for managed users begins when the administrator inputs input information from the administrator terminal 20 (activity A201). The server device 10 accepts the input information sent from the administrator terminal 20 (activity A202). Next, the server device 10 creates position information based on the input information (activity A203).

[0145] After creating the position information, the server device 10 generates association information based on the position information (activity A204). Next, the server device 10 searches for managed persons using the recruitment conditions included in the position information as search conditions (activity A205). Thereafter, the server device 10 outputs the search results for managed persons together with the association information (matching index) to the administrator terminal 20 (activity A206). As a result, the search results for managed persons together with the association information are displayed on the administrator terminal 20 (activity A207).

[0146] 4. Effect The operation of this embodiment can be summarized as follows. For example, by inputting the name of the person currently working in the position for which the position is being recruited or the job information related to the position, position information including the necessary recruitment conditions can be efficiently created. Furthermore, by generating information relating the position information to the organization database, it becomes easier to understand the status of the created position information, take necessary actions, and perform other management tasks.

[0147] Although the embodiment of the present invention has been described above, the present invention is not limited to this and can be modified as appropriate within the scope of the technical idea of the invention.

[0148] 5.Other In the above embodiment, the server device 10 performs various storage and control operations. However, multiple external devices may be used instead of the server device 10. That is, various information and programs may be distributed and stored in multiple external devices using blockchain technology or the like. In particular, the artificial intelligence unit 120 may be configured external to the server device 10. In this case, the artificial intelligence unit 120, which is an external configuration, is configured to receive input from each functional unit of the server device 10 and return instructed output to the server device 10.

[0149] The reference information used by the information creation unit 113 does not necessarily have to be a learned model. For example, the reference information may be a table, function, simple algorithm, or the like that describes the correlation between features (vector data) extracted from job information and items included in position information. This reference information is constructed, for example, by extracting and recording job information from an unspecified number of actual position information.

[0150] The aspect of this embodiment is not limited to the information processing system 1, and may be an information processing method or a program. The information processing method includes steps executed by the information processing system 1. The program causes a computer to execute the steps of the information processing system 1.

[0151] It may be provided in the following manner.

[0152] (1) An information processing system including a processor configured to execute the following steps: a receiving step receives input information including at least one of a personnel name and job information, wherein the personnel name is the name of the managed person included in an organization database in which managed persons working in an organization are registered, and the job information is a word or sentence including a phrase related to the job; an information creating step creates position information including at least one of a related organization, recruitment requirements, and job content as recruitment conditions based on the input information and reference information, wherein the reference information includes a correlation between the input information and the recruitment conditions; and a management step generates association information for associating and managing the position information with organizational information related to the organization or the managed person included in the organization database.

[0153] (2) In the information processing system described in (1) above, the reference information is a position information creation model that has been trained to be able to use the input information as input and the position information as output, and in the information creation step, the input information is input into the position information creation model and the position information is output from the position information creation model.

[0154] (3) In the information processing system described in (1) above, the position information includes skills as the recruitment requirements, and the skills are selected from skill words registered in a pre-prepared skill list.

[0155] (4) In the information processing system described in any one of (1) to (3) above, the association information includes at least one of the incumbent, candidate, fulfilment rate, and selection status of the position covered by the position information.

[0156] (5) In the information processing system described in any one of (1) to (4) above, the association information includes a matching index indicating the degree of match between the recruitment conditions included in the position information and the registration information of the managed person.

[0157] (6) In the information processing system described in (5) above, in the management step, based on the association information, candidates for the position targeted by the position information are presented from among the managed persons included in the organizational database, and the matching indicator for the position information of the candidate is displayed.

[0158] (7) In the information processing system described in (5) or (6) above, in the management step, a modification of the recruitment conditions in the position information is presented based on the association information.

[0159] (8) In the information processing system described in any one of (5) to (7) above, in the management step, the position information in which the matching index for the registered information of the managed person exceeds a predetermined threshold is presented to the managed person.

[0160] (9) In the information processing system described in any one of (5) to (8) above, the association information includes a matching index indicating the degree of match between the recruitment conditions included in the position information and the registered information of the job seeker included in a job seeker database in which job seekers outside the organization are registered, and in the management step, candidates for the position recruited in the position information are presented from among the job seekers based on the association information.

[0161] (10) In the information processing system described in any one of (1) to (9) above, the processor is further configured to execute the following steps: in the job posting creation step, the position information is input into a job posting creation model, which is a learning model, and the job posting creation model is caused to output a job posting corresponding to the position targeted by the position information.

[0162] (11) In the information processing system described in (10) above, in the job posting creation step, the job posting creation model outputs a first job posting and a second job posting as the job posting, and the information included in the second job posting or the scope of disclosure of the information is different from the information included in the first job posting or the scope of disclosure of the information.

[0163] (12) In the information processing system described in (10) or (11) above, in the job posting creation step, the job posting creation model outputs the job posting for an internal recruitment in the organization targeting the managed persons included in the organization database.

[0164] (13) In the information processing system described in any one of (11) to (13) above, in the job posting creation step, the job posting creation model outputs the job posting for external use, which is targeted at job seekers included in a job seeker database organization in which job seekers outside the organization are registered.

[0165] (14) In the information processing system described in any one of (1) to (13) above, the processor is further configured to execute the following steps: in the search step, the recruitment conditions are used as search conditions to search for the managed person related to the input information from the organization database.

[0166] (15) In the information processing system described in (14) above, the association information includes a matching index indicating the degree of match between the recruitment conditions included in the position information and the registration information of the managed person, and the matching index includes sub-matching indexes indicating the degree of match for each category in the registration information of the managed person.

[0167] (16) An information processing method, comprising steps executed by the information processing system according to any one of (1) to (15) above.

[0168] (17) A program that causes a computer to execute each step of the information processing system described in any one of (1) to (15) above. Of course, this is not the case.

[0169] Finally, while various embodiments of the present disclosure have been described, they are presented as examples and are not intended to limit the scope of the invention. The novel embodiments may be embodied in various other forms, and various omissions, substitutions, and modifications may be made without departing from the spirit of the invention. Such embodiments and modifications are intended to be included within the scope and spirit of the invention, as well as within the scope of the inventions and their equivalents as defined in the claims. [Explanation of symbols]

[0170] 1: Information processing system 2: Communication line 10: Server device 11: Control section 12: Storage section 13: Communications Department 14: Communication bus 20: Administrator terminal 21: Control unit 22: Storage section 23: Communications Department 24: Input section 25: Output section 26: Communication bus 30: Managed device 31: Control unit 32: Storage section 33: Communications Department 34: Input section 35: Output section 36: Communication bus 40: Job seeker terminal 41: Control unit 42: Storage section 43: Communications Department 44: Input section 45: Output section 46: Communication bus 111: Basic display control section 112: Reception 113: Information Creation Department 114: Management Department 115: Job posting department 116: Search section 120: Artificial Intelligence Department 211: Display section 212: Operation reception unit 311: Display section 312: Operation reception section 411:Display section 412: Operation reception section

Claims

1. An information processing system, a processor; The processor is configured to perform the following steps: In the receiving step, input information including at least one of a human resource name and job information is received, wherein the human resource name is a name of a managed person included in an organization database in which managed people working in an organization are registered, and the job information is a word or a sentence including a phrase related to the job; In the information creation step, position information including at least one of related organizations, recruitment requirements, and job content as recruitment conditions is created based on the input information and reference information, wherein the reference information includes a correlation between the input information and the recruitment conditions; In the management step, the information processing system generates association information for managing the position information in association with organizational information on the organization or the person to be managed, which is included in the organization database.

2. 2. The information processing system according to claim 1, the reference information is a position information generation model that has been trained to use the input information as an input and the position information as an output, In the information creating step, the input information is input to the position information creating model, and the position information creating model is caused to output the position information.

3. 2. The information processing system according to claim 1, The position information includes skills as the recruitment requirements, An information processing system in which the skills are selected from skill words registered in a pre-prepared skill list.

4. 2. The information processing system according to claim 1, An information processing system in which the association information includes at least one of the incumbent, candidate, fulfilment rate, and selection status of the position covered by the position information.

5. 2. The information processing system according to claim 1, An information processing system, wherein the association information includes a matching index indicating the degree of match between the recruitment conditions included in the position information and the registration information of the managed person.

6. 6. The information processing system according to claim 5, In the management step, an information processing system presents candidates for the position targeted by the position information from among the managed persons included in the organizational database based on the association information, and displays the matching indicator for the position information of the candidate.

7. 6. The information processing system according to claim 5, In the management step, an information processing system presents a modification of the recruitment conditions in the position information based on the association information.

8. 6. The information processing system according to claim 5, In the management step, the information processing system presents to the managed person the position information in which the matching index for the registered information of the managed person exceeds a predetermined threshold.

9. 6. The information processing system according to claim 5, the association information includes a matching index indicating a degree of match between the recruitment conditions included in the position information and registered information of the job seeker included in a job seeker database in which job seekers outside the organization are registered; In the management step, an information processing system presents candidates for the position recruited for in the position information from among the job seekers based on the association information.

10. 2. The information processing system according to claim 1, The processor is further configured to perform the following steps: In the job posting creation step, the position information is input into a job posting creation model, which is a learning model, and the job posting creation model is caused to output a job posting corresponding to the position targeted by the position information, in this information processing system.

11. 11. The information processing system according to claim 10, In the job posting creation step, the job posting creation model outputs a first job posting and a second job posting as the job postings, and the information included in the second job posting or the scope of disclosure of the information is different from the information included in the first job posting or the scope of disclosure of the information.

12. 11. The information processing system according to claim 10, In the job advertisement creation step, the information processing system causes the job advertisement creation model to output the job advertisement for internal recruitment targeting the managed persons included in the organization database.

13. 12. The information processing system according to claim 11, In the job posting creation step, the information processing system causes the job posting creation model to output the job posting for external use targeted at job seekers included in a job seeker database organization in which job seekers outside the organization are registered.

14. 2. The information processing system according to claim 1, The processor is further configured to perform the following steps: In the search step, the information processing system searches the organization database for the managed person related to the input information using the recruitment conditions as search conditions.

15. 15. The information processing system according to claim 14, The association information includes a matching index indicating a degree of match between the recruitment conditions included in the position information and the registration information of the managed person, An information processing system, wherein the matching index includes sub-matching indexes that indicate the degree of match for each category in the registration information of the managed person.

16. An information processing method, comprising: An information processing method comprising the steps executed by the information processing system according to any one of claims 1 to 15.

17. A program, A program causing a computer to execute each step of the information processing system according to any one of claims 1 to 15.

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