Career vending machine

Abstract

To provide a solution for the problems in which job hunting requires a series of simultaneous tasks, including information gathering, selection, preparation and submission of documents, document screening, interviews, and notification of results, which requires time, effort, expense, and stress in addition that there is a risk of irreparable loss if job seekers misjudge a situation regarding acceptance or rejection and the order of their applications, and many job seekers are troubled by this unstable and uncertain situation.SOLUTION: While turning one's passion into a career is one of life's greatest joys, in a labor market where only a handful of job seekers can achieve this, this system offers a concept where job seekers do not conduct their own job search; instead, an AI concierge determines their employment destination, optimizing the balance between the job seeker's ideals and reality. It is akin to not seeking a romantic partner oneself, but having one's marriage partner chosen by one's parents.SELECTED DRAWING: Figure 1

Description

[Technical Field]

[0001] This invention relates to a job vending machine, which is a matching platform in the labor market, where conditions registered by both labor and management are distributed on a dedicated market, checked and matched by a computer program, and bilateral transactions are randomly concluded and allocated, thereby securitizing the right to complete employment contracts and providing jobs to job seekers and human resources to employers. [Background technology]

[0002] Employment can be broadly divided into new graduate recruitment and mid-career recruitment, but in either case, job seekers apply for a job at a specific employer, undergo a document screening and interview, and then a final decision is made on whether they are hired or not. When it comes to new graduate recruitment, job seekers tend to prioritize whether the company meets certain criteria, such as name recognition, stability, wages, and benefits, and place less importance on industry, job type, or individual company name. For example, if a student hoping to become a journalist is rejected by a major newspaper company but is offered a position by a small or medium-sized newspaper company and a major manufacturing company, he or she will choose the major manufacturing company. In the case of mid-career recruitment, rather than starting from scratch, it is better to prioritize jobs and industries where you can utilize the specialized knowledge and skills you have acquired in your work history. While the name of the individual company is not necessarily important, it is a fairly low priority. For example, if you are in clerical or accounting, it doesn't matter what industry you are in, but if you are in technology or sales, you should choose a company in the same industry. Currently (in the first quarter of the 21st century), a labor system known as "dispatch work" has become widespread and established in Japan. This system differs significantly from direct employment in that workers are not employed by the company where they work, but belong to a dispatch company. Dispatch companies act as a platform that matches businesses and job seekers in the labor market. The advantages of the temporary staffing system are that it frees both employers and job seekers from the time, effort, expense, and stress involved in the process leading up to the conclusion of an employment contract, and it eliminates problems that arise due to time lags in the screening and selection process, such as multiple applications, switching to other companies, declining to work, or giving up on a job. The disadvantages of the temporary staffing system are that the labor costs for the employer are higher than those for direct employment, and the wages for the workers are lower than those for direct employment. These characteristics provide important clues for creating a more sophisticated and evolved job matching platform of the future. [Prior art documents] [Patent documents]

[0003] Summary of the Invention [Problem to be solved by the invention]

[0004] This had the following drawbacks: When job seekers look for work, they incur the following time, effort, expense, and stress: (1) Gather information from schools, Hello Work, or private employment support services. (2) Prepare and submit application documents such as resumes and work histories to numerous businesses. (3) You will wait for the decision on the document screening, and if you pass, you will be notified of the date and time of the interview. (4) Wait until the scheduled interview date and time and attend the interview. (5) You will wait until the final selection results are announced to be notified of your acceptance or rejection. When businesses recruit, they incur the following time, effort, expense, and stress: (1) Disseminate information through schools, Hello Work, or private employment support services. (2) Reviewing documents submitted by a large number of applicants. (3) All applicants will be notified of the selection results, and successful applicants will be notified of the date and time of the interview. (4) Interviews will be conducted for applicants who pass the document screening. (5) Final selection will be conducted and the decision on whether or not the applicant will be accepted will be notified. The above is a standard process, but individual approaches vary widely. In some cases, there may be three or more rounds of selection, and in other cases, it may take months for the final announcement to be made. Employers try to select the best talent from multiple applicants, and applicants try to choose the company with the best conditions from multiple employers. While applying to multiple companies, they narrow down their pool and adjust their order of preference depending on the situation. As a result, employers often find that hired candidates decline their offers, or that they have already rejected candidates when they try to move up the list. Applicants may be hired by their first choice after being hired by their second choice, or conversely, they may be rejected by their first choice after giving up on their second choice and declining. In this way, the desires of employers to secure talented talent and the desires of applicants to find a company with better conditions intersect, resulting in an inappropriate allocation of talent, resulting in lost profits, waste, missed opportunities, and even a disruption to the gears of life. This is a constant occurrence in the labor market. There are two ways to procure human resources from the labor market: "direct employment" and "temporary staffing." With temporary staffing, you specify the required capabilities and employment period, and a temporary staffing agency will provide you with personnel who meet your requirements. By using temporary staffing, businesses can save time and costs by avoiding the need for job advertisements, document screening, interviews, selection, hiring, and training. Job seekers can have a workplace automatically prepared for them through the information gathering capabilities of the temporary staffing agency, and are given a job without the need for document screening or interviews. Both methods have the advantage of avoiding unforeseen problems such as rejections and switching companies that inevitably accompany direct employment recruitment methods such as job postings and applications. On the other hand, the disadvantage for businesses is that the fees paid to the staffing agency are higher than the labor costs of direct hiring, and the disadvantage for workers is that the wages paid by the staffing agency are lower than in the case of direct hiring.

[0005] The ideal matching platform for the labor market would aim to provide a system that simultaneously solves the time, effort, expense, and stress required for direct employment, including job advertisements, document screening, interviews, selection, hiring, and training, as well as the various problems inevitably associated with this hiring method, such as high labor costs for businesses and low wages for workers. The present invention has been made to eliminate the above-mentioned drawbacks. [Means for solving the problem]

[0006] 1 The platform registers data on businesses and job seekers, and randomly selects candidates from groups that meet the criteria to match them. 2. Employers and job seekers specify the items that will be considered as compatibility conditions: (1) major items (commuting distance, job type wages, employment status, working conditions, benefits), (2) items that will be considered as compatibility conditions as needed, and (3) items that will not be considered as compatibility conditions. 3 These can be easily automated using a very classical computer program, so if the conditions are met, a match will be made. If there are multiple matches, they will be matched in order of registration, and if there are multiple simultaneous registrations, an automatic lottery will be used. If there are no matches, the message "None found" will be displayed. Naturally, changing the various conditions will change the probability of a hit. 4 Job seekers can purchase "job opportunities" from so-called gacha-like vending machines. More precisely, they can purchase capsules containing "lists of the rights to complete employment contracts with specific businesses." 5. Businesses can order personnel who meet their desired requirements through a dedicated website. Once ordered, the personnel will be delivered to the office. To be precise, they will arrive on their "first day at work."

[0007] For example, organ transplant platforms register the medical data of donors and recipients, and then prioritize matching among compatible groups. Important factors include blood type, size, antibody response, and ischemic tolerance time, but the person's whereabouts are irrelevant and unnecessary for the matching process. Similarly, employment platforms register labor data for job seekers and employers, and then randomly select candidates from a suitable group to match them. What is important is commuting distance, occupation, wages, working conditions, etc.; who and where they are from is irrelevant and unnecessary for the matching process. The present invention has the above structure. [Effects of the Invention]

[0008] 1. For businesses seeking employees, the time from expressing their intention to hire to securing personnel can be completed in seconds, eliminating the time, effort, expense, and stress required for job advertisements, document screening, interviews, selection, and hiring, as well as the various problems inevitably associated with the time lag associated with direct hiring. 2 For job seekers looking for employment, the time from expressing their intention to apply to being hired can be completed in seconds, eliminating the time, effort, expense, stress, and other problems inevitably associated with the time lag involved in direct hiring, such as the time required for information gathering, document preparation, interviews, waiting, and hiring. 3. Temporary employment agencies are an ideal system for providing employment support to skilled workers, but if they are expanded to include general workers, they will become a breeding ground for exploitation and undermine a healthy capitalist society. This problem can be improved. 4 Promoting the proper allocation of human resources in the labor market will have a positive impact on macroeconomic indicators such as unemployment rate, GDP, economic growth rate, and international competitiveness. [Brief explanation of the drawings]

[0009] [Figure 1] FIG. 1 is an explanatory diagram of an embodiment of the present invention. DETAILED DESCRIPTION OF THE INVENTION

[0010] Hereinafter, an embodiment of the present invention will be described. 1 The platform registers data on businesses and job seekers, and a dedicated program automatically extracts and matches the two parties who meet the conditions. 2 The conditions specified by businesses and job seekers should be adjusted in a balanced manner, as the number of items and the matching rate are inversely proportional. 3. The items to be specified by businesses and job seekers are as follows. Basically, if all items match, they will be placed in a condition-matching group, and individual transactions will be concluded on a first-come, first-served basis or by lottery. (1) Major items: commuting distance, job type, wages, employment type, working conditions, and benefits. (2) Items to be added as necessary as eligibility conditions: licenses, qualifications, work experience, educational background, age, language, etc., which are not required if they are not related to the job type or have only a weak connection. The types of businesses, including private companies and public institutions, include type, industry, size, number of employees, capital, sales, and date of establishment. (3) Items that are not specifically considered to be eligibility conditions: name, gender, race, nationality, religion, beliefs, contact information, hobbies, special skills, reasons for applying, family composition, and other personal information. 4 These can be easily automated using a very classical computer program, so if the conditions are met, a match will be made. If there are multiple matches, they will be matched in order of registration, and if there are multiple simultaneous registrations, an automatic lottery will be used. If there are no matches, the message "None found" will be displayed. Naturally, changing the various conditions will change the probability of a hit. 4 Job seekers can purchase "job opportunities" from so-called gacha-like vending machines. More precisely, they can purchase capsules containing "lists of the rights to complete employment contracts with specific businesses." 5. Businesses can order personnel who meet their desired requirements through a dedicated website. Once ordered, the personnel will be delivered to the office. To be precise, they will arrive on their "first day at work." 6. A vending machine can be a device in the real world or an electronic screen in the virtual world. If it is a device, you need to insert a card with an individual identification function, and if it is an electronic screen, you need to enter your ID and password. 7 If the conditions are not met, the output will say "not applicable at this time." This is not a flaw of the present invention. The reason is that even with conventional methods, there will always be cases where there are zero applicants and zero desired job offers. In such cases, changing the conditions and updating the registration details will change the probability of a hit. For example, if a job seeker lowers their designated wage, they will be matched with the inventory of registered job data for that wage range. If there are multiple jobs with the same conditions, they will be sorted in the order of registration, and if there are multiple jobs registered at the same time, an automatic lottery will be used.

[0011] In a consumer society, we pay for goods and services in a variety of everyday situations, including transportation, accommodation, events, shopping, and eating and drinking. These are monetary transactions, contracts, and legal acts, but no contracts are signed and there is no obligation to explain. This is because we share unwritten and implicit rules, and the basis is social common sense and relationships of trust. In a restaurant, if a customer orders curry, the restaurant must serve curry. Ramen is not permitted. Even if it is curry, it must be of the specified type, such as beef, pork, or chicken. The same applies if a customer requests extra rice or a specific level of spiciness. In return, customers are not allowed to complain if the curry they are served is not to their liking or does not taste the way they imagined it. On an employment platform, if a business orders a salesperson, the platform operator must provide the salesperson. It is not permitted to provide an accounting employee. Even if the employee is a salesperson, it must be in a specified industry, such as housing, insurance, or automobiles. This applies whether the business requests an experienced veteran or a grade-evidence employee. In return, businesses are not allowed to complain even if they somehow dislike the sales staff they are provided with or if they are different from what they expected.

[0012] For example, if a business is looking to hire beauty staff, the conditions they would specify would be (1) a licensed cosmetologist, (2) a woman in her 20s to suit their clientele, and (3) average customer service skills...as long as the candidate meets these conditions, it doesn't matter who they are, whether it's Sato, Suzuki, or Takahashi. Similarly, the conditions that a hairdresser specifies are (1) not too far from home, (2) the desired wage, and (3) the desired working hours and holidays...as long as the business meets these conditions, it doesn't matter where it is, whether it's Beauty Salon A, Hair Salon B, or Beauty Hair C. This is a basic principle that applies to all professions, not just hairdressers, but also architects, dental hygienists, chefs, auto mechanics, and pharmacists.

[0013] Businesses look for "ability" and "qualifications" in their personnel. Ability is quantified as the level of proficiency in job skills, and qualifications are quantified as personality traits, with acceptable limits set like the strike zone in baseball. Platformers will responsibly screen applicants and will not offer jobs to "incompetent individuals" or "eccentrics." However, salespeople, hostesses, attendants, restaurant staff, etc. will always score high on the quality of being cheerful and smiling, but funeral staff, organ transplant coordinators, crime reporters, those involved in handling various disputes regarding human life and property, butlers, and craftsmen will always score high on the quality of being quiet and gloomy.

[0014] Both employers and job seekers are obligated to fulfill the employment contract as long as the person offered meets all of the conditions specified by the employer. The terms of use state that refusal to comply with this obligation will result in penalties such as cancellation fees. This is not particularly problematic, since if you are uncomfortable entering into an employment contract with someone you have never met, you can simply not use the system. What is important is the "title" or "signature," not the "person." This is why society functions efficiently and smoothly, with people entrusting their lives to flight crew members or medical staff they have never met, and their assets to lawyers they have never met. [Industrial Applicability]

[0015] This invention contributes to "freedom of occupational choice," "equal employment opportunities," and "elimination of labor exploitation." It is likely that AI technology will make this a global standard in the 22nd century. Humanity is on the cusp of endless evolution, gradually developing rationality, advancing the ideals of freedom, equality, and justice, and fighting to abolish inhumane discrimination and exploitation and to free slaves. Humanity has evolved and society has progressed, both in the past and in the future. Those living in the same era must learn the lessons of their predecessors, compensate for their foolish mistakes and sacrifices, improve society, and pass on these lessons to future generations. Just as humanity eradicated human trafficking slave traders in the 19th century, humanity in the 21st century must eradicate human labor rental agencies. A labor market where AI automatically supports direct employment without relying on temporary employment agencies could create a new trend in which companies can brand themselves as "temporary worker-free" and increase the happiness of their citizens.

Claims

1. It is a matching platform that supports direct employment between job seekers and employers in the labor market. The conditions specified by both parties are registered in a dedicated database, which is then compared using a computer program. Bilateral transactions are concluded on a first-come, first-served basis or randomly among groups that meet the conditions, and the details are securitized as the right to complete an employment contract, providing jobseekers with employment opportunities and employers with human resources. It is a job vending machine characterized by having a function configured by a system that outputs a list of parties with whom employment contracts have been confirmed by operating the buttons on the vending machine's physical or electronic communication screen.

2. The professional vending machine of claim 1 is characterized in that it is equipped with a cloud server CPU, multiple information memory devices, a database that records items specified by job seekers and employers, and a generating AI (artificial intelligence) that is equipped with the functions of searching, collating, and optimizing individual information entered by text or voice, and a function that allows human or robot staff to carry out work using various application software via a CIG network consisting of multiple terminals installed at user support centers and an IP-VPN formed on the Internet.

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