Method for measuring culture matching between users

Abstract

To provide a method for measuring culture matching between users, such as between a job seeker and a recruiter or between company employees, on the basis of a competency analysis.SOLUTION: A competency analysis method related to the aptitude of a job seeker is provided by a system having a job seeker terminal related to a job seeker and a server terminal connected to the job seeker terminal via a network. The server terminal receives information on an aptitude test from the job seeker terminal and a user different from the job seeker, analyzes the competency of the job seeker and the user different from the job seeker, and displays a result of competency analysis of the job seeker and a result of competency analysis of the user different from the job seeker on a two-dimensional map on the basis of the competency analysis.SELECTED DRAWING: Figure 7

Description

[Technical Field]

[0001] The present invention relates to a method for measuring culture matching between users. [Background technology]

[0002] Traditionally, services that match job seekers (potential employees) with employers (employee companies) have been widespread, and among these, there has been an increase in services that provide functions that employ mechanisms to prevent mismatches between job seekers and employers after they join the company.

[0003] For example, Patent Document 1 discloses a function for preventing mismatches by estimating the attributes of employers that job seekers are looking for based on the behavior of the job seekers, and matching the two. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] Patent No. 7299663 Summary of the Invention [Problem to be solved by the invention]

[0005] However, Patent Document 1 aims to match job seekers with employers based on attributes such as the employer's industry and size, and in reality, there are cases where job seekers do not fit in with the culture of the employer after joining the company and are unable to perform well or leave the company early, so there are still issues with the accuracy of matching.

[0006] Therefore, an object of the present invention is to provide a technology that can measure the cultural match between users, such as a job seeker and a recruiter, or between company employees, based on competency analysis. [Means for solving the problem]

[0007] In one aspect of the present invention, there is provided a method for analyzing competency regarding the aptitude of a job seeker, provided by a system having a job seeker terminal related to the job seeker and a server terminal connected to the job seeker terminal via a network, wherein the server terminal receives information regarding an aptitude test from the job seeker terminal and a user other than the job seeker, analyzes the competencies of the job seeker and the user other than the job seeker, and displays the results of the competency analysis of the job seeker and the results of the competency analysis of the user other than the job seeker on a two-dimensional map based on the competency analysis. [Effects of the Invention]

[0008] According to the present invention, it is possible to provide a technology that can measure the cultural match between users, such as a job seeker and a recruiter, or between company employees, based on competency analysis. [Brief explanation of the drawings]

[0009] [Figure 1] 1 is a block diagram showing a matching system according to a first embodiment of the present invention. [Figure 2] FIG. 2 is a functional block diagram showing the server terminal 100 of FIG. [Figure 3] FIG. 2 is a functional block diagram showing the job seeker terminal 200 of FIG. 1. [Figure 4] FIG. 3 is a diagram showing an example of job seeker data stored in the server 100. [Figure 5] FIG. 2 is a diagram showing an example of recruiter data stored in the server 100. [Figure 6] 1 is an example of a flowchart relating to a competency analysis method according to the first embodiment of the present invention. [Figure 7] 10 is another example of a flowchart relating to the competency analysis method according to the first embodiment of the present invention. [Figure 8] FIG. 10 is a diagram showing an example of a screen showing competency analysis results displayed on each recruiter terminal. [Figure 9]FIG. 10 is a diagram showing another example of a screen showing competency analysis results displayed on each recruiter terminal. [Figure 10] FIG. 10 is a diagram showing yet another example of a screen showing competency analysis results displayed on each recruiter terminal. DETAILED DESCRIPTION OF THE INVENTION

[0010] Hereinafter, embodiments of the present invention will be described with reference to the drawings. Note that the embodiments described below do not unduly limit the content of the present disclosure described in the claims. Furthermore, not all of the components shown in the embodiments are necessarily essential components of the present disclosure.

[0011] (Embodiment 1) <Configuration> 1 is a block diagram showing the configuration of a competency analysis system according to a first embodiment of the present invention. This system 1 is composed of a server terminal 100 that acts as an intermediary between job seeker terminals 200 associated with job seekers with various backgrounds and recruiter terminals 300 associated with recruiters, such as companies, that are conducting recruitment activities.

[0012] The server terminal 100, the job seeker terminal 200, and the recruiter terminal 300 are connected via a network NW. The network NW is configured by the Internet, an intranet, a wireless LAN (Local Area Network), a WAN (Wide Area Network), or the like.

[0013] Server terminal 100 is a device that provides aptitude tests to employees of recruiting companies and job seekers, analyzes the aptitudes and aptitude-based competencies of employees of recruiting companies and job seekers from the answers obtained, and displays the analysis results on job seeker terminal 200 of the job seeker or recruiter terminal 300 of the recruiter, and may be, for example, a general-purpose computer such as a workstation or personal computer, or may be logically realized by cloud computing. In this embodiment, for convenience of explanation, one server terminal is shown as an example, but the present invention is not limited to this and multiple server terminals may be used.

[0014] The job seeker terminal 200 is an information processing device such as a personal computer or tablet terminal owned by a job seeker who wishes to find employment or change jobs and who uses the services provided by the server terminal 100, but it may also be configured as a smartphone, mobile phone, PDA, etc.

[0015] As described above, recruiter terminal 300 is a recruiter (e.g., a recruiter) of a company or the like who conducts recruitment activities and provides information related to the recruiter. It is an information processing device, such as a personal computer or tablet terminal, owned by the recruiter who uses the services provided by server terminal 100, but it may also be configured as a smartphone, mobile phone, PDA, or the like. A recruiter company has one or more departments (e.g., department A, department B, department C, etc.), and each department has one or more employees. An aptitude test is provided to each terminal of the employees in each department by server terminal 100, and in some cases via recruiter terminal 300. It should be noted that the aptitude test can also be provided by a server separate from server terminal 100.

[0016] In this embodiment, the system 1 is described as comprising a server terminal 100, a job seeker terminal 200, and a recruiter terminal 300, and the job seeker or recruiter uses the job seeker terminal 200 or recruiter terminal 300 to operate the server terminal 100, respectively; however, the server terminal 100 may be configured as a stand-alone unit, and the server terminal itself may have the functionality to be operated by the job seeker or recruiter.

[0017] Fig. 2 is a functional block configuration diagram of the server terminal 100 of Fig. 1. The server terminal 100 includes a communication unit 110, a storage unit 120, and a control unit .

[0018] The communication unit 110 is a communication interface for communicating with the job seeker terminal 200 and the recruiter terminal 300 via the network NW, and communication is carried out according to a communication protocol such as TCP / IP (Transmission Control Protocol / Internet Protocol).

[0019] The storage unit 120 stores input data, programs for executing various control processes and functions within the control unit 130, and is composed of RAM (Random Access Memory), ROM (Read Only Memory), and the like. The storage unit 120 also has a job seeker data storage unit 121 that stores various data related to job seekers, and an employer data storage unit 122 that stores various data related to employers. The storage unit 120 can also temporarily store data communicated with the job seeker terminal 200 and the employer terminal 300. A database (not shown) that stores various data may be constructed outside the storage unit 120 or the server terminal 100.

[0020] The control unit 130 controls the overall operation of the server terminal 100 by executing programs stored in the memory unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), etc. The functions of the control unit 130 include an instruction receiving unit 131 that receives input from the job seeker terminal 200 or the recruiter terminal 300, a job seeker data management unit 132 that refers to and processes various data related to job seekers, a recruiter data management unit 133 that refers to and processes various data related to recruiters, and a competency analysis unit 134 that analyzes aptitude test answers entered by job seekers and employees of recruiter companies and performs competency analysis. The instruction receiving unit 131, job seeker data management unit 132, recruiter data management unit 133, and competency analysis unit 134 are activated by programs stored in the memory unit 120 and executed by the server terminal 100, which is a computer (electronic calculator).

[0021] The instruction receiving unit 131 receives instructions from the job seeker terminal 200 or the employer terminal 300 via the communication unit 110 when a user who is a job seeker or an employer makes a predetermined input (by clicking, tapping, swiping, entering a keyword, pressing an icon, etc.) via a user interface such as a screen provided by the server terminal 100 and displayed on the job seeker terminal 200 or the employer terminal 300 via a web browser or application.

[0022] The job seeker data management unit 132 manages and processes various data related to job seekers (for example, job seeker ID, basic information about the job seeker, career information, qualification information, desired conditions information, and aptitude information).

[0023] The recruiter data management unit 133 manages and processes various data related to recruiters (for example, recruiter ID, basic information, recruitment item information, aptitude information, etc.).

[0024] The competency analysis unit 134 analyzes competencies based on the aptitude tests and aptitude tests received from the job seeker terminal 200 and the employer terminal 300 (or the terminals of employees of the employer company), and performs processing to display the competency analysis results on the job seeker terminal 200 and / or the employer terminal 300.

[0025] Fig. 3 is a functional block diagram showing the job seeker terminal 200 of Fig. 1. The job seeker terminal 200 includes a communication unit 210, a display operation unit 220, a storage unit 230, and a control unit 240.

[0026] The communication unit 210 is a communication interface for communicating with the server terminal 100 via the network NW, and communication is performed according to a communication protocol such as TCP / IP.

[0027] The display operation unit 220 is a user interface used by the job seeker to input instructions and to display text, images, etc. in accordance with input data from the control unit 240, and is composed of a display, keyboard, and mouse if the job seeker terminal 200 is configured as a personal computer, and is composed of a touch panel, etc. if the job seeker terminal 200 is configured as a smartphone or tablet terminal. This display operation unit 220 is started up by a control program stored in the storage unit 230 and executed by the job seeker terminal 200, which is a computer (electronic calculator). Via the display operation unit, the job seeker can press keys on the keyboard in the case of a keyboard, move the cursor with the mouse in the case of a mouse, or perform tapping, swiping, pinching, etc. in response to the aptitude test provided.

[0028] The storage unit 230 stores input data, programs for executing various control processes and functions in the control unit 240, and is composed of RAM, ROM, etc. The storage unit 230 also temporarily stores the contents of communication with the server terminal 100.

[0029] The control unit 240 controls the overall operation of the job seeker terminal 200 by executing the programs stored in the storage unit 230, and is composed of a CPU, a GPU, and the like.

[0030] The server terminal 100 may be configured to have the function of a display operation unit, in which case the job seeker terminal 200 may not be included.

[0031] The functional configuration of the recruiter terminal 300 is also substantially the same as that of the job seeker terminal 200, and therefore a description thereof will be omitted.

[0032] FIG. 4 is a diagram showing an example of job seeker data stored in the server 100. As shown in FIG.

[0033] The job seeker data 1000 shown in Fig. 4 stores various data related to job seekers. For the sake of convenience, Fig. 4 shows an example of one job seeker (a job seeker identified by the job seeker ID "10001"), but information on multiple job seekers can be stored. Various data related to job seekers can be stored, for example, basic information about the job seeker (job seeker's name, age, address, contact information such as email address, other social media account information, etc.), career information (job seeker's educational background, work history, most recent annual salary, etc.), qualification information (qualifications, languages, skills, self-promotion), preference information (desired annual salary, desired employment timing, desired work location, desired industry, desired business type, etc.), aptitude information (aptitude test scores, scores for characteristics measured by the aptitude test (problem-solving ability, creative thinking ability, ability to adapt to situations, management qualities, stress factors, etc.), competency scores), evaluation prediction information (predicted evaluation after employment at the employer's company, similarity to the scores of high performers at the employer's company, high / low evaluation, evaluation by department, by industry, etc.), feedback information (explicit feedback information (user evaluation of job items), implicit feedback information (behavioral information), job information (job item information with personalized display order for job seekers), etc.).

[0034] FIG. 5 is a diagram showing an example of recruiter data stored in the server 100.

[0035] The recruiter data 2000 shown in FIG. 5 stores various data related to recruiters. For ease of explanation, FIG. 5 shows an example of a single recruiter (identified by the recruiter ID "20001"), but information on multiple users can be stored. Examples of data related to recruiters include basic recruiter information (company name, industry, date of establishment, location, number of employees, company website URL, and other company information), recruitment item information (salary, desired profile, working hours, compensation, benefits, work location, employment status (full-time employee (new graduate / mid-career), contract employee, intern, part-time employee, etc.), aptitude information (aptitude test scores (for the entire company, by department, etc.) of employees belonging to the recruiter company, scores for characteristics measured by the aptitude test (problem-solving ability, creative thinking ability, adaptability to situations, management qualities, stress factors, etc.), competency scores), and evaluation information (information related to the evaluation of employees belonging to the recruiter company).

[0036] <Processing flow> The flow of the culture matching method executed by the system 1 of this embodiment will be described with reference to Fig. 6. Fig. 6 is an example of a flowchart relating to the competency analysis method according to the first embodiment of the present invention.

[0037] To use this system 1, a job seeker and / or recruiter (or an employee of the recruiter company) accesses server terminal 100 using a web browser or application on each of job seeker terminal 200 and recruiter terminal 300 (or the terminal of each employee belonging to one of the departments of the recruiter company). If using the service for the first time, the job seeker and / or recruiter enters the basic information, etc., described above, and the recruiter also enters the basic information, etc., described above. If the job seeker or recruiter already has an account, the job seeker or recruiter logs in after undergoing predetermined authentication, such as entering an ID and password, and the service becomes available. After this authentication, a predetermined user interface is provided via a website, application, etc., and the process proceeds to step S101 shown in FIG. 6. For ease of explanation, the terminal of the recruiter's hiring manager and each employee belonging to one of the departments of the recruiter company will be collectively referred to as the "recruiter" unless otherwise specified, and each of their terminals will be collectively referred to as the "recruiter terminal."

[0038] First, in the process of step S101, the server terminal 100 receives, via the communication unit 110, from the job seeker terminal 300, answer information to an aptitude test provided to the job seeker (for example, answers to an aptitude test that measures predetermined behavioral characteristics (problem-solving ability, creative thinking ability, ability to adapt to situations, management qualities, stress factors, etc.)). The server terminal 100 can also receive answer information to an aptitude test provided to a recruiter as answer information to an aptitude test of a user different from the job seeker. Here, the recruiter may be a single company or a plurality of companies. The total number of users (sample number) to which aptitude tests are provided per company can be set to, for example, 5,000. Here, the server terminal 100 can also receive, as information about job seekers, basic information about job seekers (job seeker's name, age, address, contact information such as email address, other SNS account information, etc.), career information (job seeker's educational background, work history, most recent annual salary, etc.), qualification information (qualifications, languages, skills, self-promotion), desired information (desired annual salary, desired employment timing, desired work location, desired industry, desired business type), etc.

[0039] Next, in step S102, the server terminal 100 performs a competency analysis of the job seeker and the recruiter based on the received aptitude test. The server terminal 100 first determines the competency types of the job seeker and the recruiter by scoring predetermined behavioral characteristics (competencies such as problem-solving ability, creative thinking ability, adaptability to situations, management qualities, and stress factors) based on the answers to the aptitude test, and then determines the competency types of the job seeker and the recruiter based on data indicating the correspondence between the aptitude test results and competency patterns stored in the memory unit 120. Here, a competency pattern is a collection of individual competency scores in the form of a vector, and typically refers to a 31-dimensional vector pattern that collects scores on 10 personality factors and 21 stress factors (the number of items may vary depending on the specifications).

[0040] Competency types are obtained by classifying competency patterns into a small number of types, and refer to a number of types determined based on the behavioral characteristics of the job seeker or recruiter, such as activity style: proactive, activity style: loyal, work style: teamwork, work style: solo work, strategic style: planning, strategic style: improvisation, problem-solving style: theory-oriented, problem-solving style: physical challenge, and general-purpose. Server terminal 100 classifies each job seeker and recruiter into a number of types based on the results of their aptitude tests, and stores the results in job seeker data 1000 and recruiter data 2000 in storage unit 120, respectively. The method for determining competency types is described in more detail below: first, principal component analysis is applied to 31-dimensional vector patterns for 5,000 points to determine a principal component loading matrix W. Here, the size of the principal component loading matrix W is M × 31. The mth row of this matrix is ​​called the mth principal component loading vector, where m = 1, ..., M, and the principal components are arranged in descending order of eigenvalue. Using this, the mth principal component score PCm can be calculated as the inner product of any examinee's competency pattern (a 31-dimensional vector) x and the mth principal component loading vector. Here, PCm is a scalar real value. Here, M = 4 is typically used, and the vector summarizing the scores of the first, second, third, and fourth principal components is expressed as (PC1, PC2, PC3, PC4) and is called the principal component vector or principal component vector pattern. Next, the meaning of each principal component score is analyzed and named. Each component of the first principal component loading vector corresponds to a competency item. For example, the second component of the first principal component loading vector corresponds to "personality factor: vitality." Therefore, when this component is a large positive real number, it means that examinees with high PC1 scores tend to have high vitality scores. Therefore, by taking into consideration the values ​​of the 31-dimensional factor loading vector, several researchers with expertise in psychology have determined the interpretation that "PC1 represents the test-taker's 'activity style'," and for test-taker whose PC1 value is positive / negative, their characteristics will be named as follows:PC1+ (candidates for whom PC1 is a positive value) will be named "activity style: proactive," and PC1- (candidates for whom PC1 is a negative value) will be named "activity style: dutiful." Similarly, for PC2, PC3, and PC4, PC2+ will be named "working style: teamwork," PC2- will be named "working style: solo work," PC3+ will be named "strategic style: planned," PC3- will be named "strategic style: improvisation," PC4+ will be named "problem-solving style: theory-oriented," and PC4- will be named "problem-solving style: physical attack."

[0041] Next, in the process of step S103, the server terminal 100 performs a process of displaying the competency analysis results (competency map (mapping)) on the job seeker terminal 200. Details will be explained using Figs. 7 and 8. Note that, in the following detailed description of the competency analysis results, an example is shown in which the aptitude test results of multiple people are compiled each time and a pattern based on the test results is displayed, but it is also possible to display the analysis results at any timing based on the test results that have been compiled once.

[0042] FIG. 7 is another example of a flowchart relating to the competency analysis method according to the first embodiment of the present invention, and relates to a process for displaying the competency analysis results.

[0043] First, in the process of step S201, the server terminal 100 performs a process of causing the job seeker terminal 300 to display a personal map as a competency analysis result.

[0044] Here, the personal map is a map consisting of a two-dimensional map mapping the competency patterns of individual job seekers and multiple users (users including job seekers, not limited to specific employers) and a competency-type composition table. The two-dimensional map is first generated by arranging competency patterns corresponding to competency scores calculated through aptitude tests for multiple users (5,000 points in this example) in two-dimensional space using the tSNE method. Specifically, competency patterns for the job seeker and other users for 5,000 points are generated from a four-dimensional normal distribution, and a mapping is generated using the tSNE method. The competency patterns for each of the 5,000 points are then plotted in two dimensions. For example, KNN (K=3) can be used for the plotting. The two-dimensional personal map consists of, for example, plots for the 5,000 points as reference points, a plot of the job seeker's competency pattern, and a competency-type distribution (dotted line). Competency types are, for example, activity style: proactive, activity style: loyal, work style: teamwork, work style: solo work, strategic style: planning, strategic style: improvisation, problem-solving style: theory-oriented, problem-solving style: physical challenge, and general-purpose, and the competency type composition table displays the competency types of users in a predetermined range (%) who are similar to the job seeker, for example, the top 2% of competency types of users who are similar to the job seeker. Specifically, from the above 5,000 reference points, 100 points that are similar to the job seeker are selected, and the frequency of these 100 competency types is displayed in the composition table.

[0045] As shown in FIG. 8, a personal map is displayed on the user interface of the job seeker terminal 200. In the example of FIG. 8, a two-dimensional map mapping the competency patterns of multiple people is displayed on the left side of the screen as the personal map, and a competency type composition table is displayed on the right side. 5,000 points of competency patterns of the job seeker and other users are plotted on the two-dimensional map. As the composition table indicates the number of users (top 2%) who have a competency type similar to that of the job seeker, the competency types of similar users (in this example, "advancement type" and "teamwork type") are plotted close to the job seeker on the two-dimensional map. When a job seeker selects a desired pattern (in this example, "advancement type") on the composition table of the user interface of the job seeker terminal 200, the corresponding pattern is highlighted on the two-dimensional map (in this example, displayed as a highlighted area). This allows the job seeker to visualize where he or she is distributed among the competency types of all users.

[0046] Next, in step S202, the server terminal 100 performs processing to cause the job seeker terminal 300 to display an employee map as the competency analysis result.

[0047] Here, the employee map is a map consisting of a two-dimensional map mapping the competency patterns of individual job seekers and multiple people including job seekers (in this example, employers (corporate employees)), and a competency-type composition table. The two-dimensional map is first generated by using the tSNE method to arrange competency patterns corresponding to competency scores calculated through aptitude tests for multiple people (in this example, a predetermined number of employers) in two-dimensional space. More specifically, competency patterns for the above job seekers and employers are generated from a four-dimensional normal distribution for a predetermined number of people, and then a mapping is generated using the tSNE method, and each competency pattern is plotted in two dimensions. Here, for example, KNN K=3? can be used for the plotting. The two-dimensional employee map may consist of, for example, plots for a specified number of people as reference points, plots of the job seeker's competency types, the distribution of competency types (dotted lines), and the competency types of employers (overall, high-ranking positions (selected from rank-and-file employees, apprentices, section chiefs, department heads, directors, executives, etc.), and high ratings). Competency types may be, for example, proactive activity style, loyal activity style, teamwork style, solo work style, strategic style, planning style, strategic style, improvisation style, theory-oriented problem-solving style, physical problem-solving style, and general-purpose. The competency type composition table displays the top competency types (%) of users similar to the job seeker, for example, the top 2% of users similar to the job seeker. Specifically, from the above 400-500 points (the number of points can be set arbitrarily), 100 points (the number of points can be set arbitrarily) that are similar to the job seeker are selected, and the competency-type frequency of these 100 points is shown in the component table.

[0048] As shown in FIG. 9, an employee map is displayed on the user interface of the job seeker terminal 200. In the example of FIG. 9, the employee map is displayed as a two-dimensional map on the left side of the screen, mapping the competency patterns of multiple employees, and a competency type composition table on the right side. The competency types of a specified number of employees are plotted on the two-dimensional map, and the composition table shows a breakdown of the number of employees with each competency type, as well as a breakdown of the number of high-ranking and highly rated employees within the hiring company. In addition, the employee's competency type is plotted on the two-dimensional map in relation to the plot of the job seeker's competency type. When the job seeker selects a desired pattern (in this example, "advance type") on the composition table on the user interface of the job seeker terminal 200, the corresponding pattern is highlighted on the two-dimensional map (in this example, displayed as an area surrounded by a dotted line). In addition, in response to the job seeker's selection, the distribution of the competency patterns of high-ranking employees is highlighted in a red frame. This allows job seekers to understand in a visualized way where they fit into the competency categories of their desired company (employer).

[0049] Next, in step S203, the server terminal 100 performs processing to cause the job seeker terminal 300 to display a company map as the competency analysis result.

[0050] Here, a corporate map is a two-dimensional map in which companies are arranged. The two-dimensional map is generated by first arranging competency patterns corresponding to competency scores calculated through aptitude tests for multiple individuals (in this example, by company) in two-dimensional space using the tSNE method. Specifically, competency patterns for a predetermined number of job seekers and employers are generated from a four-dimensional normal distribution, a mapping is generated using the tSNE method, and each competency pattern is plotted in two dimensions. Here, for example, KNN K=3? can be used for the plotting. The two-dimensional corporate map is composed of, for example, plots for a predetermined number of people belonging to a certain company as reference points, and competency-type plots for a predetermined number of people belonging to another company. Competency types are composed of, for example, average activity style: proactive, average activity style: faithful, average work style: teamwork, average work style: solo work, average strategic style: planning, average strategic style: improvisation, average problem-solving style: theory-oriented, average problem-solving style: physical challenge, and average general-purpose.

[0051] As shown in FIG. 10, a company map is displayed on the user interface of the job seeker terminal 200. In the example of FIG. 10, the company map is a two-dimensional map that maps the competency types of multiple employees of a certain company. The competency types for a specified number of employees of a certain company are plotted on the two-dimensional map. When a job seeker specifies the name of a desired company on the user interface of the job seeker terminal 200, the competency types of employees belonging to the specified company are plotted on the same two-dimensional map on which the competency types of employees of the specified company are plotted, overlaying the already plotted competency types. In this way, the job seeker can understand and compare the trends in competency types for different companies, such as similar companies. Furthermore, the job seeker can understand the trends in the competency types of the desired company by, for example, selecting an industry or occupation from a pull-down list or selecting a company in the selected industry on the map. The server terminal 100 can also display a frequency table of the company's competency types on the job seeker terminal 200. Furthermore, the company map can be provided to investors as well as job seekers, and in that case, it can be displayed on the investor's terminal.

[0052] As described above, according to this embodiment, job seekers can use the map that visualizes competency types to understand where they stand overall and within their companies, and can also visualize and understand the trends in competency types among similar companies.

[0053] Furthermore, although an example of displaying the competency analysis results to a job seeker on the job seeker terminal 200 has been described above, this example can also be used to display the competency analysis results to a recruiter (including the recruiter's hiring manager) on the recruiter terminal 300. For example, a recruiting company can take an approach such as sending a scouting email to job seekers who match the competency types based on the competency analysis results and the tendencies of the recruiting company's employees.

[0054] Although the embodiments of the present disclosure have been described above, they can be implemented in various other forms, and various omissions, substitutions, and modifications can be made. These embodiments, modifications, and omissions, substitutions, and modifications are included in the technical scope of the claims and their equivalents. [Explanation of symbols]

[0055] 1 Matching system 100 Server terminal, 110 Communication unit, 120 Memory unit, 130 Control unit, 200 Job seeker terminal, 300 Employer terminal, NW Network

Claims

1. A method for competency analysis relating to the aptitude of a job seeker, provided by a system having a job seeker terminal related to the job seeker and a server terminal connected to the job seeker terminal via a network, the server terminal comprising: receiving information about aptitude tests from a plurality of users different from the job seeker; Analyzing the competencies of a plurality of users different from the job seeker; A method for displaying, based on the competency analysis, competency analysis results of a plurality of users other than the job seeker on a two-dimensional map as a company map showing the companies to which the plurality of users other than the job seeker belong.

2. The method of claim 1, wherein analyzing the competencies includes determining the competency types of a plurality of users different from the job seeker based on correspondence data between aptitude test results and competency patterns stored in a memory unit of the server terminal.

3. The method of claim 2 , wherein the displaying on the two-dimensional map includes displaying competency types of a plurality of users different from the job seeker based on similarity.

4. The method of claim 1 , wherein the displaying on the two-dimensional map includes displaying using a tSNE method.

5. The method of claim 1 , wherein the two-dimensional map is displayed on a terminal of the job seeker, recruiting organization, or investor.

6. Receive information regarding the job seeker's aptitude test from the job seeker terminal; Analyzing the job seeker's competencies; The method according to claim 1, wherein a personal map representing the competency analysis results of the job seeker and the competency analysis results of a plurality of users other than the job seeker is displayed on the two-dimensional map in a switchable manner with the company map.

7. Receive information regarding the job seeker's aptitude test from the job seeker terminal; Analyzing the job seeker's competencies; The method according to claim 1, wherein an employee map showing the results of a competency analysis of the job seeker and the results of a competency analysis of a specific company to which some of a plurality of users other than the job seeker belong is displayed on the two-dimensional map in a switchable manner with the company map.

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