Job offer and job search support device and job offer and job search support method

Abstract

To allow each of a recruiter and a job hunter to suitably determine a schedule of working.SOLUTION: A job offer and job search support device comprises: an introduction code issue unit which issues an introduction code in response to a request from a job hunter or a recruiter; an introduction code receiving unit which receives the introduction code when a job hunter or a recruiter different from the job hunter or the recruiter for whom the introduction code is issued by the introduction code issue unit newly registers for a service; and an incentive giving unit which gives an incentive to both of the job hunter or the recruiter for whom the introduction code is issued and the job hunter or the recruiter who newly registers for the service.SELECTED DRAWING: Figure 14

Description

[Technical Field]

[0001] The present invention relates to a recruitment and job search support device and a recruitment and job search support method. [Background technology]

[0002] BACKGROUND ART Hitherto, a job information search system capable of inexpensively and quickly providing job information for part-time work and the like has been known (see, for example, Patent Document 1). [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Laid-Open No. 2002-73868 Summary of the Invention [Problem to be solved by the invention]

[0004] In recent years, there has been a demand for a conventional job information search system that is easier to use from the perspective of both employers and job seekers, i.e., a system that allows both employers and job seekers to more easily determine their work schedules.

[0005] The present invention has been made in consideration of the above circumstances, and aims to provide a recruitment and job search support device and a recruitment and job search support method that enable both employers and job seekers to appropriately determine work schedules. [Means for solving the problem]

[0006] (A1) One aspect of the present invention is a recruitment and job search support device that includes a first attribute information acquisition unit that acquires first attribute information about attributes of job information; a second attribute information acquisition unit that acquires second attribute information about attributes of a job seeker; a compatibility determination unit that determines compatibility between the job seeker and the job listed in the job information based on the acquired first attribute information and second attribute information; and a job information presentation unit that presents the compatibility determined by the compatibility determination unit along with the job information.

[0007] (A2) Furthermore, one aspect of the present invention is that in the job recruitment and job search support device described in (A1) above, the first attribute information includes at least information about the atmosphere of the workplace where the personnel sought by the job information will work, and the second attribute information includes at least information about the workplace atmosphere preferred by the job seeker.

[0008] (A3) Furthermore, one aspect of the present invention is that in the recruitment and job search support device described in (A1) or (A2) above, the first attribute information acquisition unit generates the first attribute information based on the answers given by the recruiter who posts the recruitment information to the questions presented, and the second attribute information acquisition unit generates the second attribute information based on the answers given by the job seeker to the questions presented.

[0009] (A4) Furthermore, one aspect of the present invention is a job recruitment and job search support device described in any of (A1) to (A3) above, wherein the first attribute information acquisition unit inquires of the employer as to whether or not they wish to have their personality assessed, and generates the first attribute information based on the response of the employer who wishes to have their personality assessed, and the second attribute information acquisition unit inquires of the job seeker as to whether or not they wish to have their personality assessed, and generates the second attribute information based on the response of the job seeker who wishes to have their personality assessed.

[0010] (A5) Furthermore, one aspect of the present invention is that in the job recruitment and job search support device described in any of (A1) to (A4) above, the first attribute information is acquired for each department, store, or company of the recruiter.

[0011] (A6) Furthermore, one aspect of the present invention is a job recruitment and job search support device described in any of (A1) to (A5) above, wherein the job information presentation unit presents the compatibility determined by the compatibility determination unit as a percentage.

[0012] (A7) Another aspect of the present invention is a recruitment and job search support method including a first attribute information acquisition step of acquiring first attribute information about attributes of job information, a second attribute information acquisition step of acquiring second attribute information about attributes of a job seeker, a compatibility determination step of determining compatibility between the job seeker and the job listed in the job information based on the acquired first attribute information and second attribute information, and a job information presentation step of presenting the compatibility determined by the compatibility determination step together with the job information.

[0013] (B1) One aspect of the present invention is a recruitment and job search support device that includes an introduction code issuing unit that issues an introduction code in response to a request from a job seeker or an employer, an introduction code accepting unit that accepts the introduction code when a job seeker or employer different from the job seeker or employer to which the introduction code issuing unit issued the introduction code newly registers for the service, and an incentive granting unit that grants incentives to both the job seeker or employer that issued the introduction code and the job seeker or employer that newly registered for the service.

[0014] (B2) Furthermore, one aspect of the present invention is that in the recruitment and job search support device described in (B2) above, the referral code issuing unit issues a referral code to a job seeker in response to a request from the job seeker, and further issues a referral code to a recruiter in response to a request from the recruiter, and the incentive granting unit grants different incentives to the recruiter and the job seeker, respectively.

[0015] (B3) Furthermore, in one aspect of the present invention, in the recruitment and job search support device described in (B1) or (B2) above, the incentive granting unit grants incentives to recruiters by deducting the referral discount amount from the service usage fee for the following month and thereafter and charging the amount to each recruiter who has issued the referral code and each recruiter who has newly registered for the service.

[0016] (B4) Furthermore, in one aspect of the present invention, in the job recruitment and job search support device described in any of (B1) to (B3) above, the incentive granting unit grants incentives to job seekers by granting points to each job seeker to whom the referral code has been issued and each job seeker who has newly registered for the service.

[0017] (B5) Furthermore, one aspect of the present invention is that in the recruitment and job search support device described in any of (B1) to (B4) above, when the recruitment code issuing unit issues a recruitment code to a job seeker, the recruitment code receiving unit receives the recruitment code when the employer newly registers for the service, and the incentive granting unit grants incentives to both the job seeker who issued the recruitment code and the employer who newly registered for the service.

[0018] (B6) Furthermore, one aspect of the present invention is that in the recruitment and job search support device described in any of (B1) to (B5) above, when the recruitment code issuing unit issues a recruitment code to an employer, the recruitment code receiving unit receives the recruitment code when the job seeker newly registers for the service, and the incentive granting unit grants incentives to both the employer who issued the recruitment code and the job seeker who newly registers for the service.

[0019] (B7) Another aspect of the present invention is a recruitment and job search support method including: an introduction code issuing step of issuing an introduction code in response to a request from a job seeker or a recruiter; an introduction code receiving step of receiving the introduction code when a job seeker or a recruiter different from the job seeker or the recruiter to whom the introduction code was issued in the introduction code issuing step newly registers for the service; and an incentive granting step of granting incentives to both the job seeker or the recruiter who issued the introduction code and the job seeker or the recruiter who newly registered for the service.

[0020] (C1) One aspect of the present invention is a work management device comprising: an actual working time acquisition unit that acquires actual working time, which includes at least either the start time or the end time of work performed by a worker; a planned working time acquisition unit that acquires planned working time, which includes at least either the planned start time or the planned end time of work performed by the worker; a deviation determination unit that determines the degree of deviation between the actual working time and the planned working time; a scoring unit that scores the work performed by the worker based on the degree of deviation determined by the deviation determination unit; and an incentive granting unit that grants incentives to the worker based on the scoring result obtained by the scoring unit.

[0021] (C2) Furthermore, one aspect of the present invention is the work management device described in (C1) above, wherein the actual working time acquisition unit acquires the actual working time, which includes both the start time and end time of work performed by the worker, the planned working time acquisition unit acquires the planned working time, which includes both the planned start time and planned end time of work performed by the worker, and the deviation determination unit determines the degree of deviation between the start time included in the actual working time and the planned start time included in the planned working time, and the degree of deviation between the end time included in the actual working time and the planned end time included in the planned working time.

[0022] (C3) Furthermore, in one aspect of the present invention, in the work management device described in (C2) above, the deviation determination unit determines the degree of deviation based on a value obtained by dividing the difference between the start time included in the actual working time and the scheduled start time included in the scheduled working time by the time from the start time to the end time of the scheduled working time, and determines the degree of deviation based on a value obtained by dividing the difference between the end time included in the actual working time and the scheduled end time included in the scheduled working time by the time from the start time to the end time of the scheduled working time.

[0023] (C4) Furthermore, one aspect of the present invention is that in the work management device described in any of (C1) to (C4) above, the incentive granted to the worker by the incentive granting unit is points that can be used for services other than the attendance management service.

[0024] (C5) Furthermore, one aspect of the present invention is a work management device as described in (C4) above, wherein the incentive granting unit grants points consumed by the worker as incentives and manages the history of incentives granted to the worker.

[0025] (C6) In addition, in one aspect of the present invention, the work management device described in any of (C1) to (C5) above further includes a presentation unit that presents to the job seeker information based on the history of incentives granted to the worker by the incentive granting unit.

[0026] (C7) Furthermore, one aspect of the present invention is a work management method having an actual working time acquisition step of acquiring actual working time that includes at least either a start time or an end time of work performed by a worker; a planned working time acquisition step of acquiring planned working time that includes at least either a planned start time or a planned end time of work performed by the worker; a deviation determination step of determining the degree of deviation between the actual working time and the planned working time; a scoring step of scoring the work performed by the worker based on the degree of deviation determined by the deviation determination step; and an incentive granting step of granting an incentive to the worker based on the scoring result obtained by the scoring step. [Effects of the Invention]

[0027] According to the present invention, it is possible to provide a recruitment and job search support device and a recruitment and job search support method that enable both recruiters and job seekers to suitably determine work schedules. [Brief explanation of the drawings]

[0028] [Figure 1] FIG. 1 is a diagram illustrating an overview of a system according to an embodiment. [Figure 2] FIG. 2 is a diagram showing functions of the recruitment and job search support device according to the present embodiment. [Figure 3] 1 is a first flowchart showing the flow of the system according to the first embodiment. [Figure 4] 6 is a second flowchart showing the flow of the system according to the first embodiment. [Figure 5] 10 is a third flowchart showing the flow of the system according to the first embodiment. [Figure 6] 1 is a functional configuration diagram showing an example of the functional configuration of a recruitment and job search support device according to a first embodiment. [Figure 7] FIG. 2 is a functional configuration diagram illustrating an example of the functional configuration of the job recruitment device according to the first embodiment. [Figure 8]FIG. 2 is a functional configuration diagram showing an example of the functional configuration of the job seeking device according to the first embodiment. [Figure 9] 1 is a block diagram showing an example of the internal configuration of a recruitment and job search support device, a recruitment device, or a job search device according to a first embodiment. [Figure 10] 10 is a first flowchart showing the flow of a system according to a second embodiment. [Figure 11] 10 is a second flowchart showing the flow of the system according to the second embodiment. [Figure 12] FIG. 11 is a first diagram showing an example of a screen configuration when an introduction is made using the system according to the second embodiment. [Figure 13] FIG. 2 is a second diagram showing an example of a screen configuration when an introduction is made using the system according to the second embodiment. [Figure 14] FIG. 10 is a functional configuration diagram showing an example of the functional configuration of a recruitment and job search support device according to a second embodiment. [Figure 15] 10 is a flowchart showing the flow of a system according to a third embodiment. [Figure 16] FIG. 11 is a diagram showing an example of a display screen for managing the working hours of workers according to the third embodiment. [Figure 17] FIG. 10 is a functional configuration diagram showing an example of the functional configuration of a work management device according to a third embodiment. DETAILED DESCRIPTION OF THE INVENTION

[0029] [Embodiment] The following describes in detail preferred embodiments of a recruitment and job search support device and a recruitment and job search support method according to the present invention, with reference to the accompanying drawings. Note that the present invention is not limited to these embodiments and includes various modifications and improvements. In other words, the components described below include those that would be easily conceivable to a person skilled in the art or that are substantially identical, and the components described below can be combined as appropriate. Furthermore, various omissions, substitutions, or modifications of the components can be made without departing from the spirit of the present invention. Furthermore, in the drawings, the scale and number of components may differ from the scale and number of the actual components to make each component easier to understand.

[0030] FIG. 1 is a diagram for explaining an overview of a system according to one embodiment. First, with reference to the diagram, the prerequisites for this embodiment will be explained. The system 1 is used by a recruiter / job seeker supporter 2, a recruiter 3, and a job seeker 4. In reality, the system 1 includes multiple recruiters 3 and multiple job seekers 4. To simplify the explanation, the example shown in the diagram shows an example in which the system 1 is used by one recruiter 3 and one job seeker 4.

[0031] Furthermore, it is preferable that system 1 is realized by a computer system. When system 1 is realized by a computer system, the device operated by recruiter and job search supporter 2 will be referred to as recruiter and job search support device 20, the device operated by recruiter 3 will be referred to as recruiting device 30, and the device operated by job seeker 4 will be referred to as job search device 40.

[0032] The recruiter / job seeker supporter 2 supports each of the multiple recruiters 3 and multiple job seekers 4 included in the system 1 in determining appropriate work schedules.

[0033] The recruiter 3 is a person who uses the system 1 in search of labor. The recruiter 3 may be a company, etc. The recruiter 3 may hire multiple job seekers 4. In this case, the recruiter 3 can also be said to be an employer who hires workers. In other words, the recruiter 3 is a recruiter in relation to those who have not yet been hired, and an employer in relation to those who have already been hired.

[0034] A job seeker 4 uses the system 1 in search of job information. A job seeker 4 may be an individual who provides labor. A job recruiter 3 may be employed by multiple job seekers 4. In this case, the job seeker 4 can also be said to be a worker who provides labor. In other words, a job seeker 4 is a job seeker in relation to someone who has not yet been hired, and a worker in relation to someone who has already been hired.

[0035] The recruiter / job seeker supporter 2 supports finding a combination of multiple recruiters 3 and multiple job seekers 4 that meets their mutual requirements. After finding a combination that meets their mutual requirements, the recruiter / job seeker supporter 2 supports the procedures up until the actual start of employment. Furthermore, after employment begins, if a job seeker 4 is unable to provide labor on the scheduled work day, the recruiter / job seeker supporter 2 will help find another job seeker 4. In other words, the recruiter / job seeker supporter 2 provides a wide range of support to meet the supply and demand for labor between recruiters 3 and job seekers 4.

[0036] As an example, when the recruiter / job seeker supporter 2 receives a request to post a job from one recruiter 3, it presents the job information to multiple job seekers 4 using the system 1. Furthermore, when the recruiter / job seeker supporter 2 receives an application from one job seeker 4, it inquires with the recruiter 3 about whether or not the job seeker 4 will be hired, along with information about the job seeker 4. Once the decision is made to hire the job seeker 4, the recruiter 3 gives work instructions to the job seeker 4, and the job seeker 4 works under the work instructions of the recruiter 3.

[0037] FIG. 2 is a diagram showing the functions of the recruitment and job search support device according to this embodiment. The recruitment and job search support device 20 has at least a compatibility diagnosis function 5, a referral function 6, and a preferential treatment granting function 7. These functions may operate independently of each other or may cooperate with each other. Furthermore, the recruitment and job search support device 20 may include any one of these functions, or may include all of these functions. In the following explanation, a configuration that includes at least the preferential treatment granting function 7, among the functions of the recruitment and job search support device 20, may be referred to as a work management device 21. Each of these functions will be explained below in order as the first to third embodiments.

[0038] [First embodiment] The first embodiment will be described with reference to Figures 3 to 9. In the first embodiment, the compatibility diagnosis function 5 will be described.

[0039] 3 is a first flowchart showing the flow of the system according to the first embodiment. First, with reference to the same figure, the flow of the compatibility diagnosis function 5 from the time when the job information sent by the recruiter 3 is posted on the job information site will be described.

[0040] (Step S511) First, a shift is created by the recruiter 3. The shift created by the recruiter 3 is a schedule showing the date and time and the workers who will work on that date and time. For a shift, slots for the required number of personnel are prepared for each date and time, and there are slots for which workers have already been assigned and slots for which there are shortages.

[0041] (Step S512) Here, if there is no shortage of slots in the shift (i.e., step S512; NO), the following process is not performed. If there is a shortage of slots in the shift (i.e., step S512; YES), the process proceeds to step S513.

[0042] (Step S513) Next, the recruiter 3 creates a job offer for the shift shortage. The job offer describes the employment conditions.

[0043] (Step S514) Here, according to this embodiment, a button for determining whether or not the recruiter 3 wishes to have a personality assessment is displayed on the recruiter's 3 My Page. A personality assessment involves answering questions to assess the recruiter's 3 personality, thereby assessing the personality of the recruiter 3 (in other words, this can also be said to be the attributes of the job posting posted by the recruiter 3). If the recruiter 3 wishes to have a personality assessment (i.e., step S514; YES), the process proceeds to step S515. If the recruiter 3 does not wish to have a personality assessment (i.e., step S514; NO), the process skips step S515 and proceeds to step S516.

[0044] (Step S515) If a personality assessment is desired, the recruiter 3 answers a number of questions. The questions may be prepared in a format similar to a questionnaire. The questions include questions to clarify the type of personnel the recruiter 3 is seeking and the attributes of the job postings the recruiter 3 is posting. The questions answered by the recruiter 3 may also include various other questions.

[0045] (Step S516) Next, the recruiter 3 sends the created job offer to the recruiter / job seeker supporter 2 and requests that the job offer information be posted.

[0046] (Step S517) Next, upon receiving a request to post job information from the employer 3, the recruiter / job seeker supporter 2 posts the job information. The job information may be posted on a job information posting site independently operated by the recruiter / job seeker supporter 2, or may be posted through another platform.

[0047] 4 is a second flowchart showing the flow of the system according to the first embodiment. Next, with reference to the same figure, the flow of presettings by the job seeker 4, which is part of the series of flows of the compatibility diagnosis function 5, will be described.

[0048] (Step S521) First, the job seeker 4 decides on his / her My Page whether or not he / she wishes to have a personality assessment. The personality assessment of the recruiter 3 and the personality assessment of the job seeker 4 may be similar to each other, or may be different from each other. For example, questions specific to the recruiter 3 and questions specific to the job seeker 4 may be prepared. If the job seeker 4 wishes to have a personality assessment (i.e., step S521; YES), the process proceeds to step S522. If the job seeker 4 does not wish to have a personality assessment (i.e., step S521; NO), the process skips step S522 and ends.

[0049] (Step S522) If a personality assessment is desired, the job seeker 4 answers a plurality of questions. The questions may be prepared in a format such as a questionnaire form. The questions include questions to clarify the attributes of the job seeker 4, such as the working conditions desired by the job seeker 4, the job seeker 4's career history, and unique work. The questions answered by the job seeker 4 may also include various other questions.

[0050] (Step S523) Next, the job seeker 4 sends the answers to the questions to the recruiting and job seeker supporter 2.

[0051] (Step S524) When the job seeker 4 requests a personality assessment and receives the results of the answers to the questions, the recruiter and job seeker supporter 2 calculates the degree of match between each job offer and the job seeker 4. The recruiter and job seeker supporter 2 posts the job information along with the calculated degree of match.

[0052] 5 is a third flowchart showing the flow of the system according to the first embodiment. Next, with reference to the same figure, the flow of the compatibility diagnosis function 5 after the recruiter 3 has completed posting of a job offer and the job seeker 4 has completed the pre-settings will be described.

[0053] (Step S531) In this embodiment, the job information posting site viewed by the job seeker 4 displays the degree of match between the job posting posted by the employer 3 and the job seeker 4. The degree of match is calculated based on the results of the personality assessment made in step S515 described above and the results of the personality assessment made in step S522. The job seeker 4 decides which job to apply for while referring to the displayed degree of match. Note that some employers 3 may not have made a personality assessment in advance. Therefore, the degree of match is displayed if the employer 3 and the job seeker 4 have made a personality assessment of each other in advance, and it is not necessary to display the degree of match if either of them has not made a personality assessment.

[0054] (Step S532) Once a job offer to apply for has been decided, the job seeker 4 identifies the job offer to apply for and notifies the job seeker supporter 2. For example, the job seeker 4 applies by operating the "Apply" button corresponding to the job offer information posted on the job information site.

[0055] (Step S533) When the job recruiter / job seeker supporter 2 accepts an application from the job seeker 4, the job recruiter 3 is notified that an application has been received from the job seeker 4. If the job recruiter 3 has previously conducted a personality assessment and calculated a match degree, the notification from the job recruiter / job seeker supporter 2 to the job recruiter 3 will also include the match degree.

[0056] (Step S534) The recruiter 3 makes a hiring decision when it receives the application notification from the recruiting job seeker supporter 2. If the match level is presented along with the application, the recruiter 3 can use the match level as a basis for deciding whether to hire the candidate.

[0057] (Step S535) After making a decision on whether to hire the candidate, the recruiter 3 sends hiring decision information to the recruiter / job seeker supporter 2.

[0058] (Step S536) When the job recruiter / job seeker supporter 2 receives the employment decision information from the recruiter 3, the job recruiter / job seeker supporter 2 transmits the employment decision information to the job seeker 4 corresponding to the employment decision information.

[0059] FIG. 6 is a functional configuration diagram showing an example of the functional configuration of the recruitment and job search support device according to the first embodiment. Referring to FIG. 6, an example of the functional configuration of the recruitment and job search support device 20 for implementing the compatibility diagnosis function 5 described above will be described. The recruitment and job search support device 20 includes a recruitment information acquisition unit 251, a first attribute information acquisition unit 252, a second attribute information acquisition unit 253, a compatibility assessment unit 254, a recruitment information database 256, and a compatibility assessment result database 257. Each of these functional units is implemented using, for example, electronic circuits. Each functional unit may also include internal storage means such as semiconductor memory or a magnetic hard disk drive, as necessary. Each function may also be implemented by a computer having a CPU (Central Processing Unit) and software. While the recruitment information database 256 and the compatibility assessment result database 257 are described as being included as part of the functional configuration of the recruitment and job search support device 20, they may also exist outside the recruitment and job search support device 20, such as in a virtual storage unit on the cloud.

[0060] The job information acquisition unit 251 acquires job posting information from the recruiter 3. The job posting information may be information sent from the recruiter 3 to the job seeker supporter 2 in step S516 described above. The job posting information acquired by the job information acquisition unit 251 is stored in the job information database 256. The job information database 256 stores job information to be posted on the job information posting site. The information stored in the job information database 256 is posted on the job information posting site.

[0061] The first attribute information acquisition unit 252 acquires first attribute information about the attributes of the job information. The first attribute information includes at least information about the atmosphere of the workplace where the human resources sought by the job information will work. The first attribute information acquisition unit 252 may acquire the first attribute information directly from the job recruitment device 30, or may acquire the first attribute information indirectly from the job recruitment device 30 by performing predetermined processing based on the information acquired from the job recruitment device 30. In this case, the first attribute information acquisition unit 252 may present questions to the job recruiter 3 who posts the job information, and generate the first attribute information based on the results of the job recruiter 3's answers to the presented questions.

[0062] The first attribute information acquisition unit 252 may acquire first attribute information only for recruiters 3 who wish to have their personality assessed. For example, the first attribute information acquisition unit 252 may inquire of the recruiters 3 as to whether or not they wish to have their personality assessed, and generate the first attribute information based on the response of the recruiters 3 who wish to have their personality assessed.

[0063] The first attribute information may be acquired for each job offer, or for other units, such as for each department of the recruiter 3, each store, or each company.

[0064] The second attribute information acquisition unit 253 acquires second attribute information about the attributes of the job seeker 4. The second attribute information preferably includes at least information about the workplace atmosphere preferred by the job seeker 4. In addition, the second attribute information may include information about the desires of the job seeker 4, such as the preferred working hours of the job seeker 4, the minimum wage required, and the wage that the job seeker would like to receive if possible.

[0065] Similar to the first attribute information acquisition unit 252, the second attribute information acquisition unit 253 may inquire of the job seeker 4 as to whether or not he or she wishes to have a personality assessment, and generate the second attribute information based on the answer given by the job seeker 4 who wishes to have a personality assessment. Also, similar to the first attribute information acquisition unit 252, the second attribute information acquisition unit 253 may present a question to the job seeker 4, and generate the second attribute information based on the answer given by the job seeker 4 to the presented question.

[0066] The compatibility determination unit 254 determines the compatibility between the job seeker 4 and the job posting indicated in the job information, based on the first attribute information acquired by the first attribute information acquisition unit 252 and the second attribute information acquired by the second attribute information acquisition unit 253. The determination by the compatibility determination unit 254 may be made, for example, by comparing an item included in the first attribute information (e.g., the atmosphere of the workplace where the job posting is posted) with a corresponding item included in the second attribute information (e.g., the atmosphere of the desired workplace), and based on the degree of discrepancy. The compatibility determination unit 254 may, for example, perform a statistical calculation of the degree of discrepancy for each item, and calculate an overall degree of match by taking these into consideration. The compatibility determination unit 254 stores the compatibility determination result in the compatibility determination result database 257.

[0067] The job information presenting unit 255 presents the compatibility assessment results stored in the compatibility assessment result database 257 to the job seeker 4 along with the job information stored in the job information database 256. The job information presenting unit 255 may, for example, present the compatibility assessment results stored in the compatibility assessment result database 257 as a percentage as a degree of match. The job information presenting unit 255 may also present the degree of match to the recruiter 3. In the following description, the job information presenting unit 255 may also be simply referred to as the presenting unit.

[0068] FIG. 7 is a functional configuration diagram showing an example of the functional configuration of the job sourcing device according to the first embodiment. With reference to the same figure, an example of the functional configuration of the job sourcing device 30 will be described. The job sourcing device 30 includes a job sourcing device operation acquisition unit 31, a job sourcing device information presentation unit 32, a job sourcing device control unit 33, and a job sourcing device communication unit 34. Each of these functional units is realized, for example, using electronic circuits. Furthermore, each functional unit may include internal storage means such as semiconductor memory or a magnetic hard disk drive, as necessary. Furthermore, each function may be realized by a computer having a CPU and software.

[0069] The job vacancy device operation acquisition unit 31 acquires the operation of the job vacancy provider 3. The operation of the job vacancy provider 3 may be, for example, an input operation using a keyboard, mouse, touch panel, etc., or a voice input operation using a microphone, etc. The job vacancy device operation acquisition unit 31 outputs the acquired operation information to the job vacancy device control unit 33.

[0070] The job vacancy device information presentation unit 32 presents information to the job vacant party 3. The presentation of information by the job vacancy device information presentation unit 32 may be, for example, a visual presentation such as displaying a screen on a display, or an auditory presentation such as outputting audio information from a speaker.

[0071] Based on the operation of the job recruitment device control unit 33, the job recruitment device communication unit 34 communicates information with the job recruitment and job search support device 20 via a predetermined communication network. The predetermined communication network may be the Internet or the like. Specifically, the job recruitment device communication unit 34 transmits job recruitment device output information to the job recruitment and job search support device 20 and acquires job recruitment device input information from the job recruitment and job search support device 20.

[0072] The job recruitment device control unit 33 acquires operation information from the job recruitment device operation acquisition unit 31, and acquires job recruitment device input information from the job recruitment device communication unit 34. The job recruitment device control unit 33 performs predetermined processing based on the acquired information. The job recruitment device control unit 33 presents the results of the predetermined processing to the recruiter 3 or outputs them to the job recruitment and job search support device 20. Specifically, the job recruitment device control unit 33 outputs presentation information to the job recruitment device information presentation unit 32, and outputs job recruitment device output information to the job recruitment device communication unit 34.

[0073] FIG. 8 is a functional configuration diagram showing an example of the functional configuration of the job search device according to the first embodiment. An example of the functional configuration of the job search device 40 will be described with reference to the diagram. The job search device 40 includes a job search device operation acquisition unit 41, a job search device information presentation unit 42, a job search device control unit 43, and a job search device communication unit 44. Each of these functional units is realized, for example, using electronic circuits. Each functional unit may also include internal storage means such as semiconductor memory or a magnetic hard disk drive, as necessary. Each function may also be realized by a computer having a CPU and software.

[0074] The job search device operation acquisition unit 41 acquires operations of the job seeker 4. The operations of the job seeker 4 may be, for example, input operations using a keyboard, mouse, touch panel, etc., or voice input operations using a microphone, etc. The job search device operation acquisition unit 41 outputs the acquired operation information to the job search device control unit 43.

[0075] The job search device information presentation unit 42 presents information to the job seeker 4. The presentation of information by the job search device information presentation unit 42 may be, for example, a visual presentation such as displaying a screen on a display, or an auditory presentation such as outputting audio information from a speaker.

[0076] Based on the operation of job search device control unit 43, job search device communication unit 44 communicates information with recruitment and job search support device 20 via a predetermined communication network. The predetermined communication network may be the Internet, etc. Specifically, job search device communication unit 44 transmits job search device output information to recruitment and job search support device 20 and acquires job search device input information from recruitment and job search support device 20.

[0077] Job search device control unit 43 acquires operation information from job search device operation acquisition unit 41, and acquires job search device input information from job search device communication unit 44. Job search device control unit 43 performs predetermined processing based on the acquired information. Job search device control unit 43 presents the results of the predetermined processing to job seeker 4 or outputs them to recruitment and job search support device 20. Specifically, job search device control unit 43 outputs presentation information to job search device information presentation unit 42, and outputs job search device output information to job search device communication unit 44.

[0078] FIG. 9 is a block diagram showing an example of the internal configuration of the recruitment and job search support device, recruitment device, or job search device according to the first embodiment. At least some of the functions of recruitment and job search support device 20, recruitment device 30, or job search device 40 can be implemented using a computer. As shown in the figure, the computer includes a central processing unit 901, RAM 902, an input / output port 903, input / output devices 904 and 905, and a bus 906. The computer itself can be implemented using existing technology. The central processing unit 901 executes instructions contained in a program read from RAM 902 or the like. In accordance with each instruction, the central processing unit 901 writes data to RAM 902, reads data from RAM 902, and performs arithmetic and logical operations. RAM 902 stores data and programs. Each element in RAM 902 has an address and can be accessed using the address. RAM is an abbreviation for "random access memory." Input / output port 903 is a port through which central processing unit 901 exchanges data with external input / output devices. Input / output devices 904 and 905 are input / output devices. Input / output devices 904 and 905 exchange data with central processing unit 901 via input / output port 903. Bus 906 is a common communication path used within the computer. For example, central processing unit 901 reads and writes data from RAM 902 via bus 906. Also, for example, central processing unit 901 accesses an input / output port via bus 906. Furthermore, all or part of the functional units provided in recruitment and job search support device 20, recruitment device 30, or job search device 40 may be realized using hardware such as ASIC, PLD, or FPGA. Furthermore, all or part of the functional units may be realized by a combination of software and hardware.

[0079] [Summary of the first embodiment] According to the above-described embodiment, the job recruitment and job search support device 20 includes a first attribute information acquisition unit 252 to acquire first attribute information about the attributes of job information, a second attribute information acquisition unit 253 to acquire second attribute information about the attributes of the job seeker 4, a compatibility determination unit 254 to determine the compatibility between the job seeker 4 and the job listed in the job information based on the acquired first attribute information and the second attribute information, and a job information presentation unit 255 to present the compatibility determined by the compatibility determination unit 254 along with the job information. By adopting such a configuration, according to this embodiment, the compatibility between the job recruiter 3 and the job seeker 4 can be confirmed along with the job information, allowing each of the job recruiter 3 and the job seeker 4 to appropriately decide on their work schedules.

[0080] [Second embodiment] Next, a second embodiment will be described with reference to Figs. 10 to 14. In the second embodiment, a referral function 6 will be described. The referral function 6 is a function that allows a recruiter 3 or a job seeker 4 to introduce another recruiter 3 or a job seeker 4. The person who makes the introduction is given some kind of incentive. The incentive may be, for example, points that can be used like money, or may be paid by the recruiter / job seeker supporter 2, for example.

[0081] In the following explanation, an example in which a first job recruiter 3-1 introduces a second job recruiter 3-2 and an example in which a first job seeker 4-1 introduces a second job seeker 4-2 will be described. However, this embodiment is not limited to this example, and the job recruiter 3 may introduce the job seeker 4, or the job seeker 4 may introduce the job recruiter 3.

[0082] In the following explanation, it is preferable that the person making the introduction and the person being introduced (for example, the first job seeker 3-1 and the second job seeker 3-2, and the first job seeker 4-1 and the second job seeker 4-2) are acquainted with each other.

[0083] Figure 10 is a first flowchart showing the flow of the system according to the second embodiment. First, with reference to the same figure, an example in which a first recruiter 3-1 introduces a second recruiter 3-2 will be described. It can also be said that the first recruiter 3-1 is the introducer, and the second recruiter 3-2 is the person introduced.

[0084] (Step S611) First, the first recruiter 3-1 logs in with his / her service ID and clicks the referral URL issue button displayed on his / her personal page. The referral URL may be issued each time by the recruitment and job search support device 20. Alternatively, the referral URL may be unique to the first recruiter 3-1.

[0085] (Step S612) When the introduction URL issue button is clicked, a service introduction code is displayed on the screen. The service introduction code may be, for example, a number of any digits (for example, four digits), a two-dimensional code, a URL (Uniform Resource Locator), or any other commonly used code.

[0086] (Step S613) Next, the first recruiter 3-1 shares the service referral code with the second recruiter 3-2. The service referral code may be shared via the system by inputting the email address of the second recruiter 3-2, or by sending the service referral code displayed in step S612 by email or other method.

[0087] (Step S614) Upon receiving the service introduction code from the first recruiter 3-1, the second recruiter 3-2 registers for the service. Here, the second recruiter 3-2 enters the service introduction code received from the first recruiter 3-1 when registering for the service.

[0088] (Step S615) The second recruiter 3-2 inputs his / her own information, such as company name, address, representative name, recruitment information, etc., and registers for the service.

[0089] (Step S616) When registering for the service, the second recruiter 3-2 sends information identifying the introducer (ie, the first recruiter 3-1) and the introduced person (ie, the second recruiter 3-2) to the recruiter and job seeker support provider 2.

[0090] (Step S617) When the job seeker support provider 2 confirms that the introducer (i.e., the first recruiter 3-1) has introduced the introduced person (i.e., the second recruiter 3-2) and that the introduced person (i.e., the second recruiter 3-2) has newly registered for the service, the job seeker support provider 2 deducts the referral discount amount from the service usage fee for the following month of the second recruiter 3-2 and bills the second recruiter 3-2. This allows the introduced person (i.e., the second recruiter 3-2) to receive an incentive for the referral.

[0091] (Step S618) The recruiter / job seeker supporter 2 also deducts the referral discount amount from the service usage fee for the following month from the first recruiter 3-1 and bills the first recruiter 3-1. This allows the introducer (i.e., the first recruiter 3-1) to receive an incentive for the referral as well. Note that the incentive given to the introducer (i.e., the first recruiter 3-1) and the incentive given to the introduced person (i.e., the second recruiter 3-2) may be different from each other.

[0092] 11 is a second flowchart showing the flow of the system according to the second embodiment. Next, with reference to the same figure, an example in which a first job seeker 4-1 introduces a second job seeker 4-2 will be described.

[0093] (Step S621) First, the first job seeker 4-1 logs in with his / her service ID and clicks the introduction URL issue button displayed on his / her personal page.

[0094] (Step S622) When the introduction URL issue button is clicked, a service introduction code is displayed on the screen. The service introduction code may be, for example, a number of any number of digits (for example, four digits), a two-dimensional code, a URL, or any other commonly used code.

[0095] (Step S623) Next, the first job seeker 4-1 shares the service referral code with the second job seeker 4-2. The service referral code may be shared via the system by inputting the email address of the second job seeker 4-2, or may be shared by sending the service referral code displayed in step S622 by email, etc.

[0096] (Step S614) When the second job seeker 4-2 receives the service introduction code from the first job seeker 4-1, he / she registers for the service. Here, the second job seeker 4-2 enters the service introduction code received from the first job seeker 4-1 when registering for the service.

[0097] (Step S615) The second job seeker 4-2 inputs his / her own information, such as name, address, age, work history, etc., and registers for the service.

[0098] (Step S616) When registering for the service, the second job seeker 4-2 transmits to the recruiter and job seeker supporter 2 information identifying the introducer (ie, the first job seeker 4-1) and the introduced person (ie, the second job seeker 4-2).

[0099] (Step S617) When the recruiter / job seeker supporter 2 confirms that the introducer (i.e., the first job seeker 4-1) has introduced the introduced person (i.e., the second job seeker 4-2) and that the introduced person (i.e., the second job seeker 4-2) has newly registered with the service, the recruiter / job seeker supporter 2 awards points to the second job seeker 4-2. This allows the introduced person (i.e., the second job seeker 4-2) to receive an incentive for the introduction.

[0100] (Step S618) The recruiter / job seeker supporter 2 also awards points to the first job seeker 4-1. As a result, the introducer (i.e., the first job seeker 4-1) can also receive an incentive for the introduction. Note that the incentive given to the introducer (i.e., the first job seeker 4-1) and the incentive given to the introduced person (i.e., the second job seeker 4-2) may be different from each other.

[0101] FIG. 12 is a first diagram showing an example of a screen configuration when making an introduction using the system according to the second embodiment. Reference numeral D61 in the figure indicates an example of the screen configuration of My Page displayed in step S611 or step S621 described above. As shown in the figure, My Page of reference numeral D61 includes reference numeral D61 as a screen configuration. Reference numeral D61 is an "Introduction URL Issue Button." The recruiter 3 or job seeker 4 operates the button to advance the process to step S612 or step S622.

[0102] FIG. 13 is a second diagram showing an example of a screen configuration when an introduction is made using the system according to the second embodiment. Reference numeral D62 in the same figure indicates an example of the screen configuration of the new registration screen displayed in step S614 or step S624 described above. As shown in the figure, the new registration screen of reference numeral D62 comprises reference numerals D621 and D622 as its screen configuration. Reference numeral D621 is an input box for inputting the user name of the person to be introduced. The person to be introduced, that is, the recruiter 3 or job seeker 4, inputs an arbitrary name. Reference numeral D622 is an input box for inputting a service introduction code. At the same time, this shows an example where the service introduction code is a number of any number of digits (for example, four digits). The person to be introduced, that is, the recruiter 3 or job seeker 4, inputs the service introduction code shared in step S613 or step S623 into the input box of reference numeral D622 to prove that they are the person to be introduced.

[0103] Note that by associating the introducer with the service introduction code at the time the service introduction code is issued in step S612 or step S622, the job seeker supporter 2 can identify the introducer by inputting the introduction code. Note that to prevent the number of correspondences between introducers and service introduction codes from becoming too large, the issued service introduction code may be set to have an expiration date.

[0104] FIG. 14 is a functional configuration diagram showing an example of the functional configuration of a recruitment and job search support device according to the second embodiment. Referring to the diagram, an example of the functional configuration of recruitment and job search support device 20 for implementing the above-described referral function 6 will be described. Recruitment and job search support device 20 includes an introduction code issuing unit 261, an introduction code accepting unit 262, and an incentive granting unit 263. Each of these functional units is implemented using, for example, electronic circuits. Each functional unit may also include internal storage means such as semiconductor memory or a magnetic hard disk drive, as necessary. Each function may also be implemented by a computer with a CPU and software.

[0105] In response to a request from a job seeker 4, the referral code issuing unit 261 issues a service referral code to the job seeker 4. In addition, in response to a request from a recruiter 3, the referral code issuing unit 261 issues a service referral code to the recruiter 3.

[0106] Here, it is preferable that the code issued by the referral code issuing unit 261 is unique to the person to whom it is issued, that is, the recruiter 3 or the job seeker 4. Furthermore, it is preferable that the referral code issuing unit 261 stores the correspondence between the unique code that it has issued and the person to whom it has issued it.

[0107] The referral code receiving unit 262 receives a service referral code when a job seeker 4 or a recruiter 3 different from the job seeker 4 or the recruiter 3 issued by the referral code issuing unit 261 newly registers for the service.

[0108] The incentive granting unit 263 grants incentives to both the job seeker 4 or the recruiter 3 to whom a service introduction code has been issued (i.e., the introducer), and the job seeker 4 or the recruiter 3 who newly registers for the service (i.e., the introduced person). Here, information on the introducer and the introduced person can be acquired in various ways. For example, information on the introducer and the introduced person may be acquired from the introduced person, or information on the introduced person may be acquired from the introduced person, and the information on the introducer may be obtained by referencing information stored in the introduction code issuing unit 261.

[0109] The incentive granting unit 263 may grant different incentives to the introducer and the introduced person, or may grant the same incentive to them.

[0110] Furthermore, the incentive granting unit 263 may grant different incentives to the recruiter 3 and the job seeker 4, or may grant the same incentive to both. For example, the incentive granting unit 263 may grant an incentive to the recruiter 3 by deducting the referral discount amount from the service usage fee from the following month onwards for each recruiter 3 who has issued an introduction code and each recruiter 3 who has newly registered for the service. Furthermore, the incentive granting unit 263 may grant an incentive to the job seeker 4 by granting points to each job seeker 4 who has issued an introduction code and each job seeker 4 who has newly registered for the service. These points may be points that can be used for services provided by the recruiter and job seeker support provider 2.

[0111] Furthermore, in this embodiment, the recruiter 3 can also introduce the job seeker 4. In this case, if the recruiter code issuing unit 261 issues an introduction code to the job seeker 4, the introduction code receiving unit 262 can also receive the introduction code when the recruiter 3 newly registers for the service. Furthermore, the incentive granting unit 263 can also grant incentives to both the job seeker 4 who has been issued an introduction code and the recruiter 3 who has newly registered for the service.

[0112] Furthermore, in this embodiment, the job seeker 4 can also introduce the recruiter 3. In this case, if the recruiter code issuing unit 261 issues an introduction code to the recruiter 3, the introduction code receiving unit 262 can also receive the introduction code when the job seeker 4 newly registers for the service. Furthermore, the incentive granting unit 263 can also grant incentives to both the recruiter 3 that issued the introduction code and the job seeker 4 who newly registered for the service.

[0113] [Summary of the second embodiment] According to the above-described embodiment, the recruitment and job search support device 20 includes an introduction code issuing unit 261, which issues an introduction code in response to a request from a job seeker 4 or a recruiter 3; an introduction code receiving unit 262, which receives an introduction code when a job seeker 4 or a recruiter 3 different from the job seeker 4 or the recruiter 3 to whom the introduction code issuing unit 261 issued an introduction code registers for the service; and an incentive granting unit 263, which grants incentives to both the job seeker 4 or the recruiter 3 to whom the introduction code was issued and the job seeker 4 or the recruiter 3 who newly registers for the service. By adopting such a configuration, according to this embodiment, both the recruiter 3 and the job seeker 4 can receive an incentive by making an introduction. Because the recruiter 3 and the job seeker 4 can receive an incentive by making an introduction, they are more likely to make an introduction, which can increase the number of recruiters 3 and job seekers 4 participating in the service. According to this embodiment, the number of employers 3 and job seekers 4 participating in the service can be increased, allowing employers 3 and job seekers 4 to search for suitable partners from a wider range of options, and each of employers 3 and job seekers 4 can determine their preferred work schedules.

[0114] [Third embodiment] Next, a third embodiment will be described with reference to Figs. 15 to 17. In the third embodiment, the preferential treatment granting function 7 will be described. The preferential treatment granted by the preferential treatment granting function 7 is given according to work performance (the degree to which the employee worked according to the hours specified in the job information). The preferential treatment granted may be points or discount coupons that can be used in other services provided by the job seeker supporter 2.

[0115] In this embodiment, the recruiter 3 can also be said to be an employer because they have already hired workers. Also, the job seeker 4 can also be said to be a worker because their employment has already been decided. In the following explanation, the recruiter 3 may be referred to as the employer 3, and the job seeker 4 may be referred to as the worker 4.

[0116] 15 is a flowchart showing the flow of the system according to the third embodiment. First, a series of flows of the preferential treatment granting function 7 will be described with reference to the same figure.

[0117] (Step S711) First, the worker 4 makes an application at his / her workplace regarding work such as coming to work, taking a break, and leaving work. The application may be made using a work time tallying machine (time recorder) installed at the workplace.

[0118] FIG. 16 is a diagram showing an example of a display screen for managing worker working hours according to the third embodiment. An example of a work-related application, such as attendance, breaks, and clock-out, made by a worker 4 will be described with reference to the same figure. The same figure shows reference numeral D70, which is an example of the configuration of a work hour tabulation machine installed at the workplace. This configuration may be displayed electronically on a display, or may be provided as a device with physical buttons.

[0119] Reference symbol D70 includes buttons D71 to D74 for selecting work status, buttons D75 and D76 for displaying working hours, and button D77 for confirming working hours. Reference symbol D70 is a screen for managing the work status of Mr. / Ms. XX. Worker 4 may log in using his / her own ID or the like to manage his / her own work status.

[0120] Reference symbol D71 is the clock-in button. Worker 4 confirms the start time of work by operating this button when arriving at work. Reference symbol D72 is the break start button. Worker 4 can specify the start of break time and exclude break time from working hours by operating this button when starting break. Reference symbol D73 is the break end button. Worker 4 can specify the end of break time and exclude it from working hours by operating this button when ending break.

[0121] Reference symbol D75 displays the planned working hours. The planned working hours may be those determined at the time the hiring of worker 4 was decided. Reference symbol D76 displays the actual working hours that worker 4 has worked to date. The actual working hours may be the time from when worker 4 started working until the current time. Reference symbol D77 is a button that worker 4 uses to confirm the work for that day. Returning to Figure 15, we will continue to explain the series of steps in the preferential treatment granting function 7.

[0122] (Step S712) Once the working hours for that day, that is, the actual working hours, are determined, the worker 4 transfers the working hours to the recruiter / job seeker supporter 2.

[0123] (Step S713) When the recruiter / job seeker supporter 2 acquires the actual work hours from the worker 4, the recruiter / job seeker supporter 2 acquires the planned work hours corresponding to the actual work hours.

[0124] (Step S714) The recruiter / job seeker supporter 2 compares the corresponding actual work hours with the scheduled work hours and determines the degree of deviation. The degree of deviation can be said to indicate the degree to which the actual work hours worked by the worker 4 were longer or shorter than the scheduled work hours.

[0125] (Step S715) The recruiter / job seeker supporter 2 performs scoring based on the determined degree of deviation. Preferably, the smaller the degree of deviation, the higher the score, and the larger the degree of deviation, the lower the score.

[0126] (Step S716) The recruiter / job seeker supporter 2 grants an incentive to the worker 4 based on the results of the scoring. Note that the recruiter / job seeker supporter 2 does not need to grant an incentive every time, but may grant an incentive only when the score exceeds a predetermined threshold as a result of multiple work sessions.

[0127] FIG. 17 is a functional configuration diagram showing an example of the functional configuration of a work management device according to the third embodiment. With reference to the same diagram, an example of the functional configuration of the work management device 21 for realizing the preferential treatment granting function 7 described above will be described. The work management device 21 includes an actual working time acquisition unit 271, a planned working time acquisition unit 272, an employment conditions database 273, a deviation determination unit 274, a scoring unit 275, an incentive granting unit 276, a score database 277, and a presentation unit 278. Each of these functional units is realized using, for example, electronic circuits. Furthermore, each functional unit may include internal storage means such as semiconductor memory or a magnetic hard disk drive, as necessary. Furthermore, each function may be realized by a computer having a CPU and software.

[0128] The actual work time acquisition unit 271 acquires the actual work time (actual work time) for work performed by the worker 4. It is preferable that the actual work time includes at least either the start time or the end time of the work. It is even more preferable that the actual work time includes both the start time and the end time of the work.

[0129] The planned working time acquisition unit 272 acquires the planned working hours (planned working hours) for work performed by the worker 4. It is preferable that the planned working hours include at least either the planned start time or the planned end time of the work performed by the worker 4. It is even more preferable that the planned working hours include both the planned start time and the planned end time of the work performed by the worker 4. The planned working hours may be stored, for example, in the employment condition database 273, and the planned working time acquisition unit 272 may acquire the planned working hours stored in the employment condition database 273.

[0130] The deviation determination unit 274 determines the degree of deviation based on the actual work hours acquired by the actual work hour acquisition unit 271 and the planned work hours acquired by the planned work hour acquisition unit 272. Determining the degree of deviation may mean determining whether the worker 4 worked as scheduled or whether he / she arrived late or left early. Therefore, the deviation determination unit 274 may determine the degree of deviation by comparing the scheduled start time with the actual time, and by comparing the scheduled end time with the actual time. The deviation determination may be based on either the start time (i.e., determining whether the worker is late) or the end time (i.e., determining whether the worker is leaving early), or both. The deviation determination may also be based on determining whether the overtime hours are too long.

[0131] For example, even if a worker is five minutes late, the weighting may be different if the working hours are seven hours than if the working hours are one hour. Therefore, the deviation determination unit 274 may determine the degree of deviation based on the difference between the planned working hours and the actual working hours divided by the total planned working hours. In other words, the deviation determination unit 274 can determine the degree of deviation based on the value obtained by dividing the difference between the start time included in the actual working hours and the planned start time included in the planned working hours by the time from the start time to the end time of the planned working hours. The deviation determination unit 274 can also determine the degree of deviation based on the value obtained by dividing the difference between the end time included in the actual working hours and the planned end time included in the planned working hours by the time from the start time to the end time of the planned working hours.

[0132] The scoring unit 275 scores the work performed by the worker 4 based on the degree of deviation determined by the deviation degree determination unit 274. The scores determined by the scoring unit 275 are preferably stored in a score database 277.

[0133] The incentive granting unit 276 grants incentives to the worker 4 based on the scoring results performed by the scoring unit 275. The incentives granted to the worker 4 by the incentive granting unit 276 may be points that can be used for the recruitment and job search support service or attendance management service provided by the recruitment and job search support provider 2, or may be points that can be used for other services provided by the recruitment and job search support provider 2.

[0134] The score determined by the scoring unit 275 will disappear when it is awarded as an incentive by the incentive awarding unit 276, but it is preferable to store the score acquired by the worker 4 as a cumulative value in the score database 277. The cumulative value of the scores awarded as incentives can also be said to be the worker 4's experience points. Therefore, if the worker 4 is repeatedly late or leaves early, the score will be negative and the cumulative value may also be subtracted. The incentive awarding unit 276 can award points consumed by the worker 4 as incentives, and further manage the history of incentives awarded to the worker 4.

[0135] Furthermore, by making the history of incentives granted to workers 4 available for viewing by employers 3, employers 3 can select and hire job seekers 4 with a high level of experience or job seekers 4 who are less likely to arrive late or leave early. In this case, the presentation unit 278 can present information based on the history of incentives granted to workers by the incentive granting unit 276 to job seekers 4.

[0136] [Summary of the third embodiment] According to the above-described embodiment, the work management device 21 includes an actual work time acquisition unit 271 that acquires actual work time, which includes at least the start time or end time of work performed by the worker 4; a planned work time acquisition unit 272 that acquires planned work time, which includes at least the planned start time or end time of work performed by the worker 4; a deviation determination unit 274 that determines the degree of deviation between the actual work time and the planned work time; a scoring unit 275 that scores the work performed by the worker based on the degree of deviation determined by the deviation determination unit 274; and an incentive granting unit 276 that grants incentives to the worker 4 based on the scoring result obtained by the scoring unit 275. This configuration allows the worker 4 to receive certain discounts and preferential treatment in various services provided by the job seeker supporter 2 based on their work performance (the degree to which they worked according to the working hours posted in the job posting). Therefore, Worker 4 will try not to arrive late or leave early in order to receive certain discounts and preferential treatment, and Employer 3 will be able to hire Worker 4 who does not arrive late or leave early.

[0137] In addition, all or part of the functions of each unit of each device provided in the recruitment and job search support device 20, recruitment device 30, and job search device 40 in the above-mentioned embodiment may be realized by recording a program for realizing these functions on a computer-readable recording medium, and reading and executing the program recorded on this recording medium into a computer system. Note that the term "computer system" here includes hardware such as an OS and peripheral devices.

[0138] Furthermore, "computer-readable recording media" refers to portable media such as flexible disks, optical magnetic disks, ROMs, and CD-ROMs, as well as storage units such as hard disks built into computer systems. Furthermore, "computer-readable recording media" may also include devices that dynamically store programs for a short period of time, such as communication lines when transmitting programs over networks like the Internet or communication lines like telephone lines, or devices that store programs for a fixed period of time, such as volatile memory within computer systems that serve as servers or clients in such cases. Furthermore, the above-mentioned programs may be programs that realize some of the aforementioned functions, or may be programs that can realize the aforementioned functions in combination with programs already stored in the computer system.

[0139] Although the embodiments of the present invention have been described above, the present invention is not limited to the above-described embodiments, and various modifications can be made without departing from the spirit of the present invention. Furthermore, it is also possible to combine multiple embodiments described above. [Explanation of symbols]

[0140] 1...system, 2...recruiter / job seeker supporter, 3...recruiter, 4...job seeker, 5...compatibility diagnosis function, 6...referral function, 7...preferential treatment granting function, 20...recruitment / job search support device, 21...work management device, 30...recruitment device, 40...job search device, 251...recruitment information acquisition unit, 252...first attribute information acquisition unit, 253...second attribute information acquisition unit, 254...compatibility determination unit, 255...recruitment information presentation unit, 256...recruitment information database, 257...compatibility determination result database, 31...recruitment device operation acquisition unit, 32...recruitment device information presentation unit , 33...job seeking device control unit, 34...job seeking device communication unit, 41...job seeking device operation acquisition unit, 42...job seeking device information presentation unit, 43...job seeking device control unit, 44...job seeking device communication unit, 261...referral code issuing unit, 262...referral code receiving unit, 263...incentive granting unit, 271...actual working hour acquisition unit, 272...planned working hour acquisition unit, 273...employment condition database, 274...deviation degree determination unit, 275...scoring unit, 276...incentive granting unit, 277...score database, 278...presentation unit

Claims

1. an introduction code issuing unit that issues an introduction code in response to a request from a job seeker or an employer; an introduction code receiving unit that receives the introduction code when a job seeker or a recruiter different from the job seeker or the recruiter issued by the introduction code issuing unit newly registers for the service; an incentive granting unit that grants incentives to both the job seeker or employer who has been issued the referral code and the job seeker or employer who has newly registered with the service; A job recruitment and job search support device comprising:

2. the introduction code issuing unit issues an introduction code to a job seeker in response to a request from the job seeker, and further issues an introduction code to a recruiter in response to a request from the recruiter; the incentive granting unit grants different incentives to the employer and the job seeker, respectively; The job offer and job search support device according to claim 1.

3. The incentive granting unit grants incentives to recruiters who have issued the referral code and recruiters who have newly registered for the service by deducting the referral discount amount from the service usage fee for the following month and thereafter.

3. The job offer and job search support device according to claim 1 or 2.

4. the incentive granting unit grants incentives to job seekers by granting points to each job seeker to whom the referral code has been issued and each job seeker who has newly registered with the service; 3. The job offer and job search support device according to claim 1 or 2.

5. the referral code receiving unit, when the referral code issuing unit has issued a referral code to a job seeker, receives the referral code when a recruiter newly registers for the service; the incentive granting unit grants incentives to both the job seeker to whom the referral code is issued and the employer who newly registers with the service; 3. The job offer and job search support device according to claim 1 or 2.

6. the referral code receiving unit, when the referral code issuing unit has issued a referral code to a recruiter, receives the referral code when a job seeker newly registers for the service; the incentive granting unit grants incentives to both the recruiter who issued the referral code and the job seeker who newly registers for the service; 3. The job offer and job search support device according to claim 1 or 2.

7. an introduction code issuing step of issuing an introduction code in response to a request from a job seeker or an employer; an introduction code receiving step of receiving the introduction code when a job seeker or a recruiter different from the job seeker or the recruiter to whom the introduction code is issued in the introduction code issuing step newly registers for the service; an incentive granting step of granting incentives to both the job seeker or the employer who issued the referral code and the job seeker or the employer who newly registered with the service; A method of job hunting support.

Images