Human resource introduction support device, human resource introduction support method, and program

Abstract

To enable promotion of qualifying information sharing among consultants who introduce human resources.SOLUTION: A human resource introduction support device includes: a qualifying information acquisition part for acquiring qualifying information which is different from job offer information browsable by employers, job seekers and human resource introducers, is related to job offers indicated by the job offer information and can be shared among the human resource introducers, from the human resource introducers having the qualifying information; an evaluation registration part for registering a first evaluation including an evaluation for the qualifying information by human resource introducers other than the human resource introducers having the qualifying information in association with the human resource introducers having the qualifying information; and a score calculation part for calculating scores of the human resource introducers having the qualifying information on the basis of the registered first evaluation.SELECTED DRAWING: Figure 1

Description

[Technical Field]

[0001] The present invention relates to a recruitment introduction support device, a recruitment introduction support method, and a program. [Background technology]

[0002] 2. Description of the Related Art Conventionally, an intermediary system has been known in which employers and job seekers send and receive information desired by both parties via a communication network, and perform matching processing based on that information.

[0003] Patent Document 1 describes the calculation of a score (credit score) that indicates the credibility of the recruitment provided by a recruitment agency (consultant) for a job posting posted by an employer. This allows employers to easily identify high-quality consultants, and provides a system that can reduce employers' recruitment costs. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] Patent No. 7178027 Summary of the Invention [Problem to be solved by the invention]

[0005] Consultants who use a system such as that described in Patent Document 1 may possess restricted information that is not shown in the job information. If such restricted information could be shared among consultants, it would be possible for consultants to introduce personnel who are more suitable for the job. However, at present, such restricted information is not being actively shared.

[0006] The present invention has been made in view of the above, and has as its object to facilitate the sharing of limited information among consultants who provide recruitment services. [Means for solving the problem]

[0007] A recruitment support device according to one embodiment of the present invention includes a limited information acquisition unit that acquires, from a recruitment agent having the limited information, limited information that can be shared among recruitment agents regarding a job offer indicated in job information, which is different from the job information that can be viewed by employers, job seekers, and recruitment agents; an evaluation registration unit that registers, in association with the recruitment agent having the limited information, a first evaluation including an evaluation of the limited information by a recruitment agent other than the recruitment agent having the limited information; and a score calculation unit that calculates a score for the recruitment agent having the limited information based on the registered first evaluation.

[0008] A recruitment support method according to one embodiment of the present invention includes the steps of: acquiring, by a computer, from a recruitment agent having the limited information, limited information that can be shared among recruitment agents regarding a job offer indicated in a job posting, the limited information being different from the job posting that is viewable by employers, job seekers, and recruitment agents; registering, in association with the recruitment agent having the limited information, a first evaluation including an evaluation of the limited information by a recruitment agent other than the recruitment agent having the limited information; and calculating a score for the recruitment agent having the limited information based on the registered first evaluation.

[0009] A program according to one embodiment of the present invention causes a computer to perform the following operations: obtain, from a recruitment agent having the limited information, limited information that can be shared among recruitment agents regarding a job offer indicated in a job posting, which is different from the job posting that is viewable by employers, job seekers, and recruitment agents; register, in association with the recruitment agent having the limited information, a first evaluation including an evaluation of the limited information by a recruitment agent other than the recruitment agent having the limited information; and calculate a score for the recruitment agent having the limited information based on the registered first evaluation.

[0010] In this invention, the terms "unit," "device," and "system" do not simply mean physical means, but also include cases where the functions of the "unit," "device," or "system" are realized by software. Furthermore, the functions of one "unit," "device," or "system" may be realized by two or more physical means or devices, or the functions of two or more "units," "devices," or "systems" may be realized by one physical means or device. [Effects of the Invention]

[0011] According to aspects of the present invention, it is possible to facilitate the sharing of restricted information among recruitment consultants. [Brief explanation of the drawings]

[0012] [Figure 1] 1 is a diagram showing an overview of a recruitment introduction support system according to an embodiment of the present invention. [Figure 2] 1 is a diagram showing functional blocks of a personnel introduction support device according to an embodiment of the present invention; [Figure 3] FIG. 10 is a conceptual diagram illustrating an example of an overview of a consultant score calculation process according to an embodiment of the present invention. [Figure 4] 10 is a diagram illustrating an example of score information according to an embodiment of the present invention. [Figure 5] 10 is a flowchart of a first example of a score calculation process according to one embodiment of the present invention. [Figure 6] 10 is a flowchart of a second example of a score calculation process according to one embodiment of the present invention.

[0013] Hereinafter, embodiments of the present invention will be described with reference to the drawings. However, the embodiments described below are merely examples, and are not intended to exclude various modifications or applications of techniques not explicitly described below. In other words, the present invention can be implemented with various modifications (such as combining the contents of the embodiments) within the scope of its purpose. Furthermore, in the following description of the drawings, identical or similar parts are denoted by the same or similar reference numerals.

[0014] 1 is a diagram showing an outline of the configuration of a recruitment introduction support system 100 according to an embodiment of the present invention. The outline of the recruitment introduction support system 100 will be described with reference to FIG.

[0015] Users of the recruitment support system 100 are employers, including multiple companies, who wish to hire personnel, job seekers who wish to change jobs or find employment, and consultants (also called "recruitment agents") who introduce the job seekers to employers.

[0016] An employer may be a legal entity such as a company, association, or school, or may be an individual. A consultant may be a legal entity such as those mentioned above, or may be an individual.

[0017] Job information issued by employers is registered in the recruitment support system 100. A consultant checks the registered job information, contacts the job seeker, and introduces the job seeker who matches the job information to the employer via the recruitment support system 100 as a "candidate" for the job information.

[0018] In other words, a "candidate" refers to a job seeker who is deemed to be a good match for a job opening and who the consultant introduces to an employer.

[0019] Additionally, the recruitment support system 100 may support various procedures carried out between employers and consultants, for example. The "various procedures" may include, for example, registration of job opening details by employers, requests for recruitment introductions from employers to consultants, recommendations of candidates from consultants to employers, scheduling of selections to be carried out by employers, notification of selection results from employers to consultants, recruitment procedures, and payment of recruitment fees.

[0020] Since it is inefficient for each employer and each consultant to carry out these various procedures individually, a system that mediates the procedures between the two parties is needed. In order to meet this demand, the recruitment introduction support system 100 according to one embodiment of the present invention operates as an intermediary system that mediates the various procedures between each employer and each consultant.

[0021] In the following, it is assumed that consultants can register job information and candidate information (recommend candidates) using the recruitment support system 100. Other consultants can then check the job information and candidate information. In other words, it is assumed that consultants can use the recruitment support system 100 to share job information and candidate information with each other as appropriate.

[0022] As shown in FIG. 1, the recruitment support system 100 includes, for example, an employer terminal device 10 operated by an employer, a consultant terminal device 20 operated by a consultant, and a recruitment support device 1 that supports recruitment between employers and consultants, and between consultants themselves, all connected to each other so that they can communicate with each other via a communication network N.

[0023] The communication network N may be, for example, the Internet, a LAN, a telephone line, an in-house network, a mobile communication network, Bluetooth (registered trademark), WiFi (Wireless Fidelity), any other communication line, or a combination thereof, regardless of whether it is wired or wireless. In addition, a plurality of employee terminal devices 10 and a plurality of consultant terminal devices 20 may be included.

[0024] For the sake of explanation, as shown in FIG. 1, the consultant terminal device used by consultant A is labeled "20a" and the consultant terminal device used by consultant B is labeled "20b."

[0025] The recruitment support device 1 is a device that supports recruitment between employers and consultants. The recruitment support device 1 also supports the sharing of job information and candidate information between consultants. The recruitment support device 1 may be equipped with a communication interface for wired or wireless communication.

[0026] For example, the recruitment introduction support device 1 receives a recruitment introduction request from an employer terminal device 10 via the network N, and transmits the recruitment introduction request to a predetermined consultant terminal device 20. The recruitment introduction support device 1 may also acquire job information and candidate information from the consultant terminal device 20. The recruitment information and candidate information may also be accessed from the consultant terminal device 20.

[0027] The employer terminal device 10 is a terminal used by a person in charge of a company seeking to hire personnel (for example, a human resources employee). Employers operate the employer terminal device 10 to register job information indicating job openings in the recruitment support system 100 and to confirm information on candidates to be introduced. The employer terminal device 10 may be equipped with a communication interface for wired or wireless communication. The employer terminal device 10 may also be a device such as a general-purpose personal computer, a smartphone, or a tablet terminal.

[0028] The consultant terminal device 20 is a terminal used by consultants who introduce personnel. In the personnel introduction support system 100 according to this embodiment, for example, consultant A operates the consultant terminal device 20a to register job information. Consultant A also registers candidate information that matches the job information registered in the personnel introduction support system 100. Consultant B operates the consultant terminal device 20b to check the registered job information and candidate information.

[0029] The consultant terminal device 20 may be equipped with a communication interface for wired or wireless communication. The consultant terminal device 20 may be, for example, a general-purpose personal computer, a smartphone, a tablet terminal, or other device.

[0030] The following explanation is based on the assumption that consultants share job information and candidate information in the recruitment support system 100. In this embodiment, for example, consultant A registers job information in the recruitment support system 100, and consultant B views the job information and, if there is any information useful to the consultant, evaluates the information. Consultant A, whose information has been evaluated, is recognized in the system as a consultant with a high score of trustworthiness by other consultants. In this way, consultants using the recruitment support system 100 know each other's scores via the recruitment support device 1.

[0031] The consultant score is a numerical value (score) of the consultant's reliability based on the evaluation of the consultant's job introductions and candidate introductions. The score is calculated based on evaluations made by other consultants from various perspectives by consultants who use the recruitment introduction support system 100, for example.

[0032] Consultants who are highly rated by other consultants have a higher score. Job information and candidate information posted by consultants with high scores can be judged to be trustworthy, such as "high quality" and "reliable." Consultants who can trust each other can share job information and candidate information quickly and without stress. In this way, the recruitment support system 100 according to this embodiment allows consultants to understand each other's trustworthiness, providing a mechanism for more efficiently exchanging and sharing job information and candidate information via the system.

[0033] The consultant's score may be managed in association with each individual consultant, or in association with each organization to which the consultant belongs. The score for an organization may be the average score of each of the consultants belonging to the organization. Furthermore, the score for an organization may be the maximum or minimum score of each of the consultants belonging to the organization.

[0034] The score is calculated based on various data related to the consultant. For example, the score may be calculated based on the evaluation of each consultant or information indicating the consultant's past actions on the recruitment introduction support system 100, as will be described in detail later.

[0035] Fig. 2 is a diagram showing the functional blocks of a recruitment introduction support device 1 according to one embodiment of the present invention. As shown in Fig. 2, the recruitment introduction support device 1 functionally comprises a communication unit 11 that transmits and receives various information to and from the employer terminal device 10 and the consultant terminal device 20 shown in Fig. 1, a control unit 12 that controls various processes in this embodiment, and a recording unit 13 that records information for executing the various processes and the execution results of the various processes.

[0036] The recruitment introduction support device 1 is configured, for example, by a server device configured by a computer system, or a cloud server, etc., and is implemented by a software program. The program may be provided by being downloaded from outside the recruitment introduction support device 1 via a predetermined network, or may be provided by various computer-readable information recording media such as CD-ROMs and DVD-ROMs.

[0037] The control unit 12 functionally includes a limited information acquisition unit 121, a candidate information acquisition unit 122, an evaluation registration unit 123, an implementation status acquisition unit 124, and a score calculation unit 125.

[0038] Each functional block will be described with reference to Figures 2 and 3. Figure 3 is a conceptual diagram illustrating an example of an outline of score calculation processing according to one embodiment of the present invention.

[0039] The limited information acquisition unit 121 acquires limited information together with the job information registered by the consultant.

[0040] The job information is basic information for understanding the outline of the job, such as "company name," "work location," "expected annual salary," "expected age," and "employment type."

[0041] The restricted information is, for example, restricted information that is different from the job information. The restricted information may be associated with the job information. The restricted information may be, for example, private information that cannot be viewed by recruiters in the recruitment support system 100. In other words, the restricted information may be information that can only be viewed by employers or consultants. The restricted information may include information indicating conditions that are essential for a candidate to be hired or conditions that are advantageous in the hiring process.

[0042] Restricted information is information that is not included in job information. For example, it may be information such as "whether or not the applicant has overseas experience" or "educational background." Other information may be attribute information such as "gender," "age," "alma mater," and "most recent annual salary." This restricted information does not have to be uniformly treated as restricted information, including other job information. For example, at the discretion of the employer or consultant, some job information may be treated as job information rather than restricted information. In other words, information may be treated as job information by one employer, but as restricted information by another employer.

[0043] The restricted information is, for example, non-public information associated with the job information that only the consultant has permission to view, and consultants can exchange information about the job information with each other via the recruitment support system 100. This allows, for example, consultants to check the restricted information and select candidates who are a better match for the job information.

[0044] The restricted information acquisition unit 121 may also acquire information indicating the degree of relationship between the employer and the consultant in the job information (hereinafter referred to as "employer relationship information"). The employer relationship information may be information associated with the job information, similar to the restricted information.

[0045] The employer relationship information is information that indicates, for example, the depth of the relationship between the employer and the consultant in relation to a certain job posting. By checking the employer relationship information that indicates the degree of the relationship between the employer and the consultant, other consultants can understand how deep the relationship is between the consultant who posted the job posting and the employer of the job posting.

[0046] "Degree of relationship between employer and consultant" includes, for example, information about a consultant who has registered a job posting, such as "I previously worked on the same team as the HR person," "I have already introduced more than 10 people to the HR person," or "I have personal contact with the HR person."

[0047] For example, when registering job information, the consultant may also input and register employer-related information by operating the consultant terminal device 20. The input may be, for example, by selecting the employer-related information that the consultant thinks is most applicable from the information displayed in a pull-down menu on the job information input screen (not shown), or by manually entering the relationship with the employer.

[0048] Other consultants can check the registered employer-related information to understand whether the consultant who posted the job posting can negotiate with the human resources department regarding the job posting, and can evaluate the consultant. Other consultants can evaluate consultants who can build deep relationships with employers as trustworthy.

[0049] In this way, employment-related information is exchanged between consultants via job information, and consultants can evaluate each other on the system.

[0050] The candidate information acquisition unit 122 acquires information about the candidate from the consultant terminal device 20. The consultant operates the consultant terminal device 20 to input candidate information about the candidate on a candidate information input screen (not shown).

[0051] Candidate information is information about the candidate, and may include basic information for understanding the candidate's profile, such as "name," "gender," "date of birth," "most recent annual income," and "resume information."

[0052] Candidate information may be registered by the consultant operating the consultant terminal device 20 and inputting it on the candidate information input screen, or alternatively, the candidate information may be registered by, for example, performing an input operation to recommend a candidate from a screen showing job information and registering the information of the recommended candidate.

[0053] Furthermore, the candidate information acquiring unit 122 may acquire information indicating the degree of relationship between the candidate and the consultant in the candidate information (hereinafter referred to as "candidate relationship information"). The candidate relationship information may be information associated with the candidate information.

[0054] The candidate relationship information is information different from the candidate information, and is information that indicates, for example, how close the relationship is between the candidate indicated by the candidate information and the consultant who registered the candidate information. By checking the candidate relationship information, other consultants can understand how close the relationship is between the consultant who registered the candidate information and the candidate.

[0055] "Degree of relationship between candidate and consultant" is information such as, for example, whether a candidate registered by a consultant "has not consulted with other consultants," "has not conducted job hunting activities without going through the consultant," or "the registered consultant himself is able to keep in frequent contact with the candidate."

[0056] For example, when registering candidate information, the consultant operates the consultant terminal device 20 to input candidate-related information about the candidate. The input may be, for example, by selecting the candidate-related information that the consultant thinks is most applicable from the candidate-related information displayed in a pull-down menu, or by manually entering the relationship with the candidate.

[0057] When other consultants check the registered candidate information, they can see the candidate-related information and understand whether the consultant who posted the job information has built a trusting relationship with the candidate, and evaluate them from that perspective.Other consultants can evaluate consultants who can build deep relationships with candidates as trustworthy.

[0058] In this way, candidate-related information is exchanged between consultants via candidate information, and the consultants can evaluate each other on the system.

[0059] The evaluation registration unit 123 receives evaluations from other consultants for each piece of information acquired from a consultant, and registers the evaluations for each consultant.

[0060] For example, the evaluation registration unit 123 accepts evaluations by other consultants for limited information registered by a consultant. For example, the consultant operates the consultant terminal device 20 to register an evaluation (hereinafter referred to as a "first evaluation") for the limited information for each consultant on a predetermined evaluation input screen (not shown).

[0061] Specifically, when consultant B views the job information registered by consultant A, consultant B checks the limited information. Here, it is assumed that the limited information in the job information is "gender is female" and "graduated from graduate school." Consultant B operates consultant terminal device 20b to evaluate the limited information and, for example, inputs the results of that evaluation (first evaluation). Consultant terminal device 20b transmits the input information regarding that evaluation to the recruitment introduction support device 1. The evaluation registration unit 123 registers the first evaluation based on the information indicating that evaluation.

[0062] Furthermore, the evaluation registration unit 123 may accept evaluations by other consultants regarding the employer-related information registered by a consultant. For example, the consultant operates the consultant terminal device 20 to register an evaluation (hereinafter referred to as a "second evaluation") of the employer-related information for each consultant on a predetermined evaluation input screen.

[0063] Specifically, when consultant B views the job information registered by consultant A, consultant B checks the employer-related information. Here, it is assumed that the employer-related information in the job information is "more than 10 people have already been introduced to the human resources (person in charge)." Consultant B operates consultant terminal device 20b to evaluate the employer-related information and input the results of that evaluation (second evaluation). Consultant terminal device 20b transmits the input information regarding that evaluation to the recruitment introduction support device 1. The evaluation registration unit 123 registers the second evaluation based on the information indicating that evaluation.

[0064] Furthermore, the evaluation registration unit 123 may accept evaluations by other consultants regarding the candidate-related information registered by a consultant. For example, the consultant operates the consultant terminal device 20 to input an evaluation (hereinafter referred to as a "third evaluation") of the candidate-related information for each consultant on a predetermined evaluation input screen.

[0065] Specifically, when consultant B views the candidate information registered by consultant A, consultant B checks the candidate-related information. Here, it is assumed that the candidate-related information in the candidate information is "no other consultants have been consulted." Consultant B operates consultant terminal device 20b to evaluate the candidate-related information and input the results of that evaluation (third evaluation). Consultant terminal device 20b transmits the input information regarding that evaluation to the recruitment introduction support device 1. Evaluation registration 123 registers the third evaluation based on the information indicating that evaluation.

[0066] The timing for inputting the first, second, and third evaluations for each consultant may be arbitrary.

[0067] In the case of the first and second evaluations, for example, the timing of input may be when consultant B confirms the job information (limited information and employer-related information) registered by consultant A, or after confirming the information of the candidate actually recommended for the job information.

[0068] In the case of the third evaluation, for example, the timing of input may be when consultant A confirms the registered candidate information (candidate-related information), or after the candidate has progressed to the selection process for a certain job opening.

[0069] The first, second, and third ratings may be entered by, for example, selecting the number of stars to represent a multi-level rating. That is, in the case of a five-level rating system, entering five stars indicates that the consultant's limited information, employer-related information, and candidate-related information are given the highest rating. The star marks do not have to be integers; half a star, such as "3.5," may be used. A three-level rating or a ten-level rating may also be used. The rating method is not limited to this, and may include, for example, clicking a "like" or "good" button located near the displayed limited information, employer-related information, and candidate-related information. Text input or voice input may also be used.

[0070] The registration of evaluations by the evaluation registration unit 122 is not limited to those registered by operational input by other consultants. For example, evaluations may be registered based on reference values ​​set in the recruitment support system 100 for the registered information (limited information, employer-related information, and candidate-related information).

[0071] To give an example of the second evaluation, if the employer-related information in the job posting is registered as "previously worked on the same team as the HR person," it will be given a score of 2; if "has already introduced 10 or more people to the HR person," it will be given a score of 4; and if "has personal contact with the HR person," it will be given a score of 5. In this way, a second evaluation linked to the employer-related information can be registered.

[0072] Additionally, the evaluation registration unit 122 may register each evaluation (first evaluation, second evaluation, third evaluation) relatively by, for example, comparing the average of the parameters of the evaluation entered regarding one or more pieces of information (limited information, employer-related information, candidate-related information) posted by a certain consultant with the average parameters of each piece of information (limited information, employer-related information, candidate-related information) registered by all consultants registered in the recruitment support system 100.

[0073] The evaluation registration unit 122 may calculate and register an evaluation by combining the parameters indicating the evaluation registered by the other consultants described above with the parameters of the evaluation registered by the system processing.

[0074] In this way, in the recruitment support system 100, other consultants can evaluate information unique to consultants in job information and candidate information (here, limited information, employer-related information, and candidate-related information). Once the evaluations between consultants are registered, it becomes possible to calculate a score. The calculation of the score will be described later.

[0075] The implementation status acquisition unit 124 acquires implementation status information, which is information relating to past actions of consultants in the recruitment introduction support system 100.

[0076] Past actions refer to, for example, the consultant's activity record regarding job introductions, candidate introductions, etc., which can be grasped from data on the recruitment introduction support system 100.

[0077] As shown in Figure 3, past actions can be classified into categories such as "activity level," "speed of response," and "quality of response," but they are not limited to these categories and can be any information about the consultant's activity history that can be understood from data obtained by the system.

[0078] For example, based on the consultant's activity record in the recruitment support system 100, the recording unit 13 records at least one piece of information for each consultant, such as the consultant's level of activity in recruitment, response speed, or response quality, as implementation status information.

[0079] The implementation status acquisition unit 124 acquires implementation status information from the recording unit 13. For example, the information regarding each consultant's response speed in the recruitment introduction support system 100 includes information regarding the speed at which a consultant sends and receives messages regarding scheduling an interview between an employer and a candidate for a certain job posting. For example, a consultant who sends and receives messages quickly is given a relatively higher score or parameter than a consultant who sends and receives messages slowly.

[0080] As another example, when candidate information by consultants is registered in the recruitment introduction support system 100, information on the acceptance rate of the registered candidates may be included as information on the response quality of each consultant. The acceptance rate may include, for example, the ratio (%) of the number of candidates introduced by a consultant to the number of candidates who actually received an offer. For example, consultants with a high acceptance rate may be given a relatively higher score or parameter than consultants with a low acceptance rate.

[0081] Furthermore, the implementation status information may be used for rating registration in the rating registration unit 122. For example, the above-mentioned first rating, second rating, and third rating may be calculated based on past actions and registered.

[0082] In this case, the evaluation registration unit 122 may register each evaluation based on the implementation status information acquired by the implementation status acquisition unit 124.

[0083] For example, the evaluation registration unit 122 may compare the hiring success rate (or job offer acquisition rate) of one or more job postings registered by consultant A with the average of one or more hiring success rates (or job offer acquisition rate) registered by all consultants registered in the recruitment support system 100 based on implementation status information, and if consultant A's hiring success rate (or job offer acquisition rate) is high, when registering the evaluations (first evaluation, second evaluation, third evaluation), the parameters of each evaluation may be calculated to be relatively higher than those of other consultants.

[0084] In this way, each evaluation is not based solely on the information registered by the consultant's input, but can also be registered based on past actions (i.e., the activity results that can be tracked on the system), providing a mechanism that ensures the credibility of the calculated scores.

[0085] As shown in FIG. 3, the score calculation unit 125 calculates a score for each consultant based on each evaluation registered by the evaluation registration unit 123.

[0086] Furthermore, the score calculation unit 125 may calculate the score based on each evaluation of the consultant and the acquired past actions (implementation status information) registered by the evaluation registration unit 123. Furthermore, the score calculation unit 125 may calculate the score based on the acquired implementation status information.

[0087] The score calculation unit 125 calculates the score using, for example, a score calculation function such as that shown in the following equation.

[0088] [formula] C=α-a*e+b*x1+c*x2+d*x3+… Here, C is the score, e is the consultant's evaluation, and x1, x2, x3, etc. are non-evaluation factors that affect the score and are information different from the information about the registered consultant's evaluation.

[0089] That is, x1, x2, x3, etc. are parameters relating to the implementation status information acquired by the implementation status acquisition unit 124. The parameters only need to be specified in a format applicable to the above formula, and the numerical value of each parameter may be an absolute value, or may be a value normalized by the number of all employers or all clients registered in the recruitment support system 100, etc.

[0090] The score calculation unit 125 may calculate the score by employing a score calculation function that uses predetermined values ​​for each parameter (α, a, b, c, d...). The score calculation unit 125 may also collect past data (C, e, x1, x2, x3...), apply the data to the above formula, and then generate the score calculation function by determining the appropriate parameters (α, a, b, c, d...) through regression analysis or the like. Note that the score calculation function is not limited to the above formula, and may include other functions or relational expressions that define the relationship between the score and the consultant's evaluation.

[0091] Fig. 4 is a diagram showing an example of a score according to one embodiment of the present invention. As shown in Fig. 4, when the score calculation unit 125 calculates a score for each consultant, the recording unit 13 records the score in association with each consultant as score information 135.

[0092] The recording unit 13 records various types of information. For example, when a consultant operates the consultant terminal device 20 to register job information (including limited information and employer-related information), it may be recorded as job information 131. When candidate information (including candidate-related information) is registered, it may be recorded as candidate information 132. The recording unit 13 may also record information on the evaluations (first evaluation, second evaluation, third evaluation) registered by the evaluation registration unit 123 as evaluation information 133. The recording unit 13 may also record information on the implementation status acquired by the individual status acquisition unit 124 as implementation status information 134. The recording unit 13 may also record the scores calculated by the score calculation unit for each consultant as score information 135.

[0093] <Score calculation process> (Example 1) A first example of score calculation processing according to one embodiment of the present invention will be described with reference to Fig. 5. Fig. 5 is a flowchart of the first example of score calculation processing according to one embodiment of the present invention.

[0094] As a premise, in the score calculation process, recruitment introduction support application software including the score calculation process according to one embodiment of the present invention is downloaded from, for example, a predetermined site on a network or a recording medium, and stored in an executable manner on the recruitment introduction support device 1 shown in FIG. 1. Then, when an instruction to execute the recruitment introduction support application software is given, program operation based on the software begins. Note that the software is also executed in advance on the employer terminal device 10 and the consultant terminal device 20 so that they operate appropriately as elements of the recruitment introduction support system 100. The recruitment introduction support application software is also executed in the consultant selection process and job disclosure decision process, which will be described later.

[0095] The recruitment introduction support device 1 registers, for each consultant, a first evaluation of the restricted information and a second evaluation of the employer-related information for the job information registered by the consultant. Also, for each consultant, the recruitment introduction support device 1 registers, for each consultant, a third evaluation of the candidate-related information for the candidate information registered by the consultant (step S1).

[0096] The recruitment introduction support device 1 calculates a score for each consultant based on each registered evaluation (step S2).

[0097] (Example 2) A second example of the score calculation process according to one embodiment of the present invention will be described with reference to Figure 6. The second example of the score calculation process differs from the first example in that, in addition to the registered evaluations (first evaluation, second evaluation, third evaluation), implementation status information indicating the consultant's past implementation status is also taken into consideration. The following will particularly describe the differences from the first example.

[0098] 6 is a flowchart of a second example of the score calculation process according to one embodiment of the present invention. Step S11 shown in FIG. 6 is the same as step S1 shown in FIG.

[0099] Next, the recruitment introduction support device 1 acquires implementation status information indicating the past implementation status of the consultant in the recruitment introduction support system 100 (step S12).

[0100] Next, the recruitment introduction support device 1 calculates a score based on each registered evaluation and the acquired implementation status information (step S13).

[0101] The order of the processes in steps S11 and S12 may be reversed.

[0102] According to the first example described above, the recruitment introduction support device 1 registers the evaluations of each consultant and calculates a score for each consultant based on the registered evaluations, thereby making it possible to grasp the reliability of the consultant.

[0103] According to the second example, when calculating the consultant's score, the recruitment introduction support device 1 takes into consideration not only the consultant's evaluation but also the implementation status information indicating the consultant's past implementation status, thereby making it possible to calculate the consultant's score more accurately.

[0104] Below, we will explain application examples using the calculated scores. Specifically, we will explain an example of a consultant selection process that selects a specific consultant from one or more consultants, and a job offer disclosure determination process that determines whether to disclose one or more job offers to a specific consultant.

[0105] In this way, the recruitment introduction support device 1 can calculate a score for each consultant. The calculated score is based on the evaluations by other consultants. This allows consultants to evaluate other consultants via the recruitment introduction support system 100, and allows consultants to mutually understand the reliability of the consultants in the recruitment introduction support system.

[0106] In other words, consultants who use the recruitment support system can more easily determine which consultants are most promising for recruitment (including job introductions and candidate introductions) and with whom to collaborate by exchanging information, etc. Furthermore, if you have a high score, you can more easily collaborate with other consultants.

[0107] In this way, by concretely evaluating each other's evaluations via the recruitment introduction support device 1, a mechanism can be provided that encourages cooperation between consultants.

[0108] <Other embodiments> The above-described embodiments are provided to facilitate understanding of the present invention and are not to be construed as limiting the present invention. The present invention may be modified or improved (for example, by combining the embodiments or omitting some of the components of the embodiments) without departing from the spirit thereof, and the present invention also includes equivalents thereof.

[0109] A learning algorithm may be used for score calculation. For example, the recruitment support device 1 associates the "input" (e.g., at least one of the registered evaluations and the acquired action information) and the "output" (e.g., the calculated score) shown in FIG. 3 with each other and uses them as training data (learning data) to train a score calculation function according to the above formula. The recruitment support device 1 may generate a learning model for the score calculation function. The recruitment support device 1 may calculate a score using the generated learning model. The recruitment support device 1 may strengthen (update) the learning model periodically or at any timing through second learning using learning data including results calculated using the generated learning model. Note that the recruitment support device 1 may generate the learning model from a network structure including, for example, a convolutional neural network (CNN). The recruitment support device 1 may have a network structure in which, in addition to the CNN, a recurrent neural network (RNN) is further combined. Note that the network structure may have a configuration other than the above. Furthermore, as for the neural network, a neural network other than CNN and RNN may be adopted.

[0110] The provider of the recruitment support system 100 may provide the recruitment support system 100 to employers and consultants for a fee. In this case, the provider receives performance-based compensation from employers based on recruitment or recruitment. On the other hand, the provider receives a monthly usage fee for the recruitment support system 100 from consultants. Performance-based compensation from employers may be divided proportionally between the provider and the consultant, or the provider may pay a portion of the performance-based compensation received from the employer to the consultant. The monetary transactions related to these system usage fees and performance-based compensation may be conducted via the recruitment support system 100. For consultants with high scores, the monthly usage fee for the recruitment support system 100 may be set low, the share of performance-based compensation may be increased, or a service may be provided that expedites the payment of performance-based compensation. For consultants with high scores, the provider may assist their cash flow by arranging for a low discount rate from a purchaser of performance-based compensation receivables (such as a factoring company).

[0111] ===Summary=== The recruitment introduction support device 1 includes a limited information acquisition unit 121 that acquires, from a recruitment introducer having the limited information, limited information that can be shared among recruitment introducers regarding a job offer indicated by job information, which is different from the job information that can be viewed by employers, job seekers, and recruitment introducers; an evaluation registration unit 123 that registers, in association with the recruitment introducer having the limited information, a first evaluation including an evaluation of the limited information by a recruitment introducer other than the recruitment introducer having the limited information; and a score calculation unit 125 that calculates a score for the recruitment introducer having the limited information based on the registered first evaluation.

[0112] This allows consultants who provide recruitment services to evaluate each other's limited information, which in turn promotes the sharing of limited information between consultants.

[0113] In addition, the limited information acquisition unit 121 acquires employer relationship information associated with the job information, which indicates the degree of relationship with the employer of the job offer, from the related recruitment agent, the evaluation registration unit 123 registers a second evaluation of the employer relationship information for the related recruitment agent based on the degree of relationship with the employer, and the score calculation unit 125 calculates a score for the related recruitment agent based on the registered second evaluation.

[0114] This will allow consultants to include information about the relationship they have built with the employer of the job posting (employer relationship information) in the job posting, making it available for other consultants to check, and will also provide a system for evaluating consultants who register employer relationship information.

[0115] The recruitment introduction support device 1 further includes a candidate information acquisition unit 122 that acquires candidate-related information indicating the degree of relationship between the candidate for a job opening and the recruitment introducer who introduces the candidate from the recruitment introducer who introduces the candidate, an evaluation registration unit 123 registers a third evaluation of the candidate-related information for the recruitment introducer who introduces the candidate based on the degree of relationship with the candidate, and a score calculation unit 125 calculates a score for the recruitment introducer who introduces the candidate based on the registered third evaluation.

[0116] This allows consultants to include information about the relationships they have built with candidates (candidate relationship information) in the candidate information, making it available for other consultants to check, and also provides a system for evaluating consultants who register candidate relationship information.

[0117] In addition, the recruitment introduction support device 1 further includes an implementation information acquisition unit 124 that acquires implementation status information indicating past implementation status including job introductions and candidate introductions carried out by recruitment agents, and the score calculation unit 125 calculates a score based on at least one of the registered first evaluation, the registered second evaluation, and the registered third evaluation and the acquired implementation status information.

[0118] This allows the score to be calculated not only based on evaluations based on limited information, employer-related information, and candidate-related information, but also based on the consultant's past actions that can be grasped on the recruitment support system 100, thereby increasing the credibility of the calculated score. [Explanation of symbols]

[0119] 1...Recruitment introduction support device, 10...Employer terminal device, 20...Consultant terminal device, 11...Communication unit, 12...Control unit, 13...Recording unit, 121...Limited information acquisition unit, 122...Candidate information acquisition unit, 123...Evaluation registration unit, 124...Implementation status acquisition unit, 125...Score calculation unit, 100...Recruitment introduction support system

Claims

1. a limited information acquisition unit that acquires limited information, which is different from the job information that can be viewed by employers, job seekers, and recruitment agents, and which is related to the job indicated by the job information and can be shared among the recruitment agents, from the recruitment agents who have the limited information; an evaluation registration unit that registers a first evaluation including an evaluation of the limited information by a recruitment introducer other than the recruitment introducer having the limited information, in association with the recruitment introducer having the limited information; and a score calculation unit that calculates a score for the recruitment introducer having the limited information based on the registered first evaluation. Recruitment support device.

2. The limited information acquisition unit acquires employer relationship information associated with the job information, the employer relationship information indicating the degree of relationship with the employer of the job, from the recruitment agency having the relationship; the evaluation registration unit registers a second evaluation of the employer relationship information for the recruitment agent having the relationship based on the degree of the relationship with the employer; The score calculation unit calculates the score for the recruitment introducer having the relationship based on the registered second evaluation. The personnel introduction support device according to claim 1.

3. a candidate information acquisition unit that acquires candidate-related information indicating the degree of relationship between the candidate for the job offer and the recruitment agent who introduces the candidate from the recruitment agent who introduces the candidate; the evaluation registration unit registers a third evaluation of the candidate-related information for the recruitment agent who introduces the candidate based on the degree of relationship with the candidate; The score calculation unit calculates the score for the recruitment introducer who introduces the candidate based on the registered third evaluation.

3. The personnel introduction support device according to claim 2.

4. Further, an implementation information acquisition unit acquires implementation status information indicating past implementation status including job introductions and candidate introductions conducted by the recruitment agency, the score calculation unit calculates the score based on at least one of the registered first evaluation, the registered second evaluation, and the registered third evaluation, and the acquired implementation status information; 4. The personnel introduction support device according to claim 1.

5. The computer obtaining, from a recruitment agent having the restricted information, restricted information about the job vacancy indicated in the job vacancy information that is different from the job vacancy information available to employers, job seekers, and recruitment agents, which restricted information can be shared among the recruitment agents; registering a first evaluation including an evaluation of the limited information by a recruitment introducer other than the recruitment introducer having the limited information in association with the recruitment introducer having the limited information; and calculating a recruitment introducer score for the recruitment introducer having the limited information based on the registered first evaluation. How to support recruitment.

6. On the computer, obtaining, from a recruitment agent having the restricted information, restricted information about the job vacancy indicated in the job vacancy information that is different from the job vacancy information available to employers, job seekers, and recruitment agents, which restricted information can be shared among the recruitment agents; registering a first evaluation including an evaluation of the limited information by a recruitment introducer other than the recruitment introducer having the limited information in association with the recruitment introducer having the limited information; calculating a recruitment introducer score for the recruitment introducer having the limited information based on the registered first evaluation; program.

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