Information processing method, information processing device, and program

Abstract

To improve the efficiency of tasks performed by hired employees.SOLUTION: In the disclosed information processing method, an information processing device executes: generating candidate information regarding a candidate based on information set according to a selection process for hiring the candidate; acquiring the candidate information of the candidate when the candidate becomes an employee; and generating employee information for the employee based on the acquired candidate information.SELECTED DRAWING: Figure 1

Description

[Technical Field]

[0001] The disclosed technology relates to an information processing method, an information processing device, and a program. [Background technology]

[0002] Conventionally, there has been known an information processing system that can realize matching that meets the needs of both job seekers and hiring companies while reducing the workload on both sides (see, for example, Patent Document 1). [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Publication No. 2024-034619 Summary of the Invention [Problem to be solved by the invention]

[0004] However, while conventional techniques can reduce the workload on job seekers and companies looking to hire, there is still room for improvement in the efficiency of work related to the labor of hired employees.

[0005] Therefore, one of the objects of the disclosed technology is to provide an information processing method, an information processing device, and a program that can improve the efficiency of work related to the labor of hired employees. [Means for solving the problem]

[0006] In one aspect of the disclosure, an information processing method includes an information processing device that generates candidate information about a candidate based on information set in accordance with a selection process for hiring the candidate, acquires candidate information about the candidate if the candidate becomes an employee, and generates employee information about the employee based on the acquired candidate information. [Effects of the Invention]

[0007] The disclosed technology can improve the efficiency of work related to the labor of hired employees. [Brief explanation of the drawings]

[0008] [Figure 1] FIG. 2 is a diagram for explaining an outline of the operation of the information processing system 1 according to the embodiment. [Figure 2] 1 is a diagram illustrating an example of the configuration of an information processing system 1 according to an embodiment. [Figure 3] FIG. 2 is a diagram illustrating an example of the configuration of a server 10 according to an embodiment. [Figure 4] FIG. 2 is a diagram illustrating an example of information stored in a storage device 130 according to the embodiment. [Figure 5] 3 is a diagram illustrating an example of the operation of the server 10 according to the embodiment. FIG. [Figure 6] 3 is a diagram illustrating an example of the operation of the server 10 according to the embodiment. FIG. [Figure 7] 3 is a diagram illustrating an example of the operation of the server 10 according to the embodiment. FIG. [Figure 8] 3 is a diagram illustrating an example of the operation of the server 10 according to the embodiment. FIG. [Figure 9] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 10] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 11] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 12] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 13] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 14] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 15] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 16] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 17] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 18] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. [Figure 19] 3 is a diagram for explaining an example of a display screen on the terminal device 20 of the embodiment. FIG. DETAILED DESCRIPTION OF THE INVENTION

[0009] Preferred embodiments of the present disclosure will be described with reference to the accompanying drawings, in which the same reference numerals denote the same or similar configurations.

[0010] [Embodiment] <Summary> With reference to FIG. 1, an overview of the operation of a server 10 included in an information processing system 1 according to an embodiment (hereinafter simply referred to as "information processing system 1") will be described. In one example, the server 10 provides a service in the form of SaaS (Software as a Service) for organizational personnel to streamline recruitment and labor. The server 10 generates candidate information related to candidates for recruitment by the organization (hereinafter simply referred to as "candidates") and generates employee information based on the candidate information. In addition, in the disclosure, the recruiting personnel and / or labor personnel of the organization may be referred to as "users."

[0011] (S1: Creating and updating candidate information) First, the server 10 generates candidate information based on a candidate's application for a job. For example, if the server 10 receives information about the candidate along with an application request, the server 10 may generate the candidate information based on the information about the candidate. At this time, the candidate information may be generated by setting default values ​​for certain fields. The server 10 then updates the candidate information based on information set according to the selection process for the candidate. The information set according to the selection process may include, for example, information about the evaluation and hiring manager in the document screening process, and the evaluation and hiring manager in the interview process. The information set according to the selection process may also include, for example, information about the resume or CV prepared by the candidate. In other words, the candidate information may include information indicating the candidate's abilities and how they were evaluated during the selection process. The process in step S1 can be collectively referred to as "generating candidate information." Note that acquiring candidate information may involve acquiring candidate information through input from the candidate, or acquiring candidate information through AI processing of the resume or CV submitted by the candidate.

[0012] In this disclosure, the "selection process" may include at least a portion of the process from when a candidate applies for a job at an organization to when the selection of that candidate is completed. During the selection process, an event for deciding whether to hire a candidate and an event for collecting information for deciding whether to hire the candidate may be held. The event for deciding whether to hire a candidate may be, for example, a meeting between recruiters. The event for collecting information for deciding whether to hire a candidate may be, for example, a document screening, an interview, a reference check, etc. Furthermore, the completion of the selection of a candidate may be, for example, when a decision is made to hire the candidate, when a decision is made not to hire the candidate, or when the candidate declines selection.

[0013] (S2: Generate employee information) Next, when a candidate is hired, the server 10 generates employee information based on the candidate information of the candidate. In an embodiment, the candidate information and the employee information generated based on the candidate information are associated with each other. Generating employee information based on the candidate information may include, for example, reflecting information contained in the candidate information, such as the candidate's personal information, qualifications, and work experience, in the employee information. Generating employee information based on the candidate information may also include, for example, generating employee information in which common identification information (e.g., an ID) is associated with the candidate information. Note that a candidate may be hired when, for example, the candidate accepts a job offer or when an employment contract is concluded between the organization and the candidate.

[0014] (S3: Update employee information) Next, the server 10 updates the employee information based on the information set during the employee's employment period. During the employment period, for example, the employee may be evaluated, transferred, or assigned work. Updating the employee information may include, for example, updating the employee's evaluation. Updating the employee information may also include, for example, updating the employee's department and job title. Updating the employee information may also include adding information about the employee's work experience to the employee information depending on the employee's work. In other words, the updated employee information may include information indicating how the employee worked and how they were evaluated after being hired.

[0015] According to the embodiment, since the employee information is generated based on the candidate information, it is possible to generate the employee information more efficiently compared to when the user sets the employee information from scratch. Furthermore, according to the embodiment, since the information in the candidate selection process (candidate information) is associated with the information after the candidate becomes an employee (employee information), it becomes possible to easily analyze, for example, what kind of candidate will perform well in the organization after being hired.

[0016] <System configuration> Fig. 2 is a diagram showing an example of the configuration of the information processing system 1. As shown in Fig. 2, the information processing system 1 includes a server 10, a terminal device 20A used by a user, and a terminal device 20B used by a candidate. Hereinafter, when there is no need to distinguish between the terminal devices, they will be referred to as terminal devices 20. The server 10 is an example of an information processing device.

[0017] The server 10 and the terminal device 20 can transmit and receive data to and from each other via a network N. The server 10 may be configured with a plurality of processing devices, and the number of terminal devices 20 may be any number.

[0018] An application program (app) for using the present service provided by the server 10 may be installed on the terminal device 20. This app may be web browsing software. This app causes the terminal device 20 to execute at least a part of the processing disclosed in the following embodiments in the service provided by the server 10. When this app is executed, the terminal device 20 accesses the server 10 and transmits and receives information used to execute the app. Below, each component of the information processing system 1 that enables the execution of the service related to the disclosed technology will be described in detail.

[0019] <Server configuration> 3 is a block diagram showing an example of a server 10 according to an embodiment of the disclosure. The server 10 includes one or more processors (e.g., CPUs) 110, one or more network communication interfaces 125, a storage device (storage unit) 130, and one or more communication buses 170 for interconnecting these components. The server 10 is not limited to being configured by a single physical device, but may be configured by multiple devices (including virtual machines).

[0020] The server 10 may optionally include a user interface 150, which may include a display and input devices (such as a keyboard and / or mouse or some other pointing device).

[0021] The storage device 130 may be, for example, a high-speed random access memory (main storage device) such as a DRAM, an SRAM, or other random access solid-state storage device. Alternatively, the storage device 130 may be a non-volatile memory (auxiliary storage device) such as one or more magnetic disk storage devices, optical disk storage devices, flash memory devices, or other non-volatile solid-state storage devices. Alternatively, the storage device 130 may be a non-transitory computer-readable recording medium that stores programs including instructions for a computer. Alternatively, the storage device 130 may be either a main storage device (memory) or an auxiliary storage device (storage), or may include both.

[0022] The storage device 130 stores data, programs, etc. used by the information processing system 1. In one embodiment, the storage device 130 includes a candidate information DB 131 and an employee information DB 132. The candidate information DB 131 includes information on one or more candidates. The employee information DB 132 includes information on one or more candidates.

[0023] Another example of storage device 130 may be one or more storage devices located remotely from processor 110. In one embodiment, storage device 130 stores programs, modules, and data structures, or a subset thereof, that are executed by processor 110.

[0024] By executing the programs stored in the memory device 130, the processor 110 constitutes, for example, a service providing unit 111, a candidate information generating unit 112, a hiring decision information acquiring unit 113, an employee information generating unit 114, an updating unit 115, a restriction unit 116, an analysis unit 117, a billing information generating unit 118, a job information generating unit 119, and an output unit 120.

[0025] The service providing unit 111 provides each service disclosed in the embodiments. For example, the service providing unit 111 acquires requests for generating and updating candidate information and requests for generating and updating employee information from the terminal device 20. The service providing unit 111 executes processing in response to these requests and outputs responses to the requests to the terminal device 20. The service providing unit 111 may be a function for providing web services, and the requests may be HTTP requests and the responses may be HTTP responses. The service providing unit 111 includes a candidate information generating unit 112, a hiring decision information acquiring unit 113, an employee information generating unit 114, an updating unit 115, a limiting unit 116, an analyzing unit 117, a billing information generating unit 118, a job information generating unit 119, and an output unit 120 to control the execution of the services disclosed in the embodiments. Each process that the service providing unit 111 can provide is described below.

[0026] ≪Candidate information management function≫ (Candidate information generation) The candidate information generation unit 112 acquires information set according to the selection process for hiring a candidate, and generates candidate information based on that information. The candidate information generation unit 112 stores the generated candidate information in the candidate information DB 131.

[0027] In one embodiment, the information configured as a function of the selection process includes information that the organization is notified of when the candidate applies for a job at the organization (i.e., when the selection process begins) and information that is determined as the candidate progresses through the selection process.

[0028] In one embodiment, the candidate information generation unit 112 acquires information set in accordance with the selection process from the terminal device 20A used by the user. For example, the user may operate the terminal device 20A based on receiving an application for a job posting posted by their organization and having interviewed a candidate, and cause the terminal device 20A to transmit the information set in accordance with the selection process to the server 10.

[0029] In another embodiment, the candidate information generation unit 112 acquires information set in accordance with the selection process from the terminal device 20B used by the candidate. For example, when applying for a job, the candidate may operate the terminal device 20B and cause the information set in accordance with the selection process to be transmitted from the terminal device 20B to the server 10.

[0030] In one embodiment, the candidate information includes basic candidate information, resume information, and selection information. Each of these pieces of information includes a plurality of items and a value associated with each of the plurality of items. In the disclosure, a "value" may be a number, a character, a string of characters, a symbol, a stage, or the like.

[0031] The basic candidate information may include basic information about the candidate. The basic candidate information may be composed of items such as the candidate's name, date of birth, email address, telephone number, address, gender, and age. The basic candidate information may be included in the information set according to the selection process that the candidate notifies the organization when applying for a job at the organization.

[0032] The resume information may include information that a candidate writes on a resume when applying for a job. The resume information may be composed of items such as the high school and university attended, qualifications held, self-promotion, reasons for applying, and work history. The resume information may be included in the information that is set according to the selection process and that is notified to an organization when a candidate applies for a job at that organization.

[0033] The selection information may include information that is set as the candidate selection process progresses. The selection information may be composed of items such as the hiring manager and evaluation during the selection process, positions that were deemed promising during the selection process, and comments by the hiring manager during the selection process. In one embodiment, when the candidate information is generated, default values ​​(for example, blank spaces) are associated with each item of the selection information, and then the values ​​are updated by the update unit 115, which will be described later, as the selection process progresses.

[0034] In the disclosure, generating information includes making the information processable by processor 110. Generating information may involve storing the information in storage device 130, or may involve temporarily storing the information in a short-term storage area within processor 110.

[0035] (Candidate information update) The update unit 115 updates the candidate information stored in the candidate information DB 131. Updating the candidate information may include changing a value associated with at least one item among multiple items included in the candidate information. Furthermore, updating the candidate information may include adding a new item to the candidate information and deleting an existing item.

[0036] In one embodiment, the update unit 115 acquires update information and updates the candidate information based on the update information. The update unit 115 may acquire the update information from at least one of the terminal device 20A used by the user and the terminal device 20B used by the candidate.

[0037] According to this configuration, as the candidate selection process progresses, the information set in the selection process can be reflected in the candidate information at any time.

[0038] The restriction unit 116 restricts updating of the candidate information by the update unit 115 after generating employee information based on the candidate information. In other words, after a candidate is hired and becomes an employee, changes to the candidate information of the candidate (i.e., information during the selection process) are restricted.

[0039] This configuration can prevent inconsistencies from occurring between the candidate information and the employee information generated based on the candidate information.

[0040] Employee information management function (Generating employee information) When a candidate becomes an employee, the employee information generation unit 114 generates employee information based on the candidate information of that candidate. More specifically, the employee information generation unit 114 identifies and acquires candidate information of a candidate who will become an employee from the multiple pieces of candidate information generated by the candidate information generation unit 112, and generates employee information based on the acquired candidate information. The employee information generation unit 114 stores the generated employee information in the employee information DB 132.

[0041] The employee information generation unit 114 stores multiple combinations of candidate information and employee information generated based on the candidate information in the storage unit 13. In one embodiment, the employee information generation unit 114 associates identification information of the candidate information with identification information of the employee information and stores them in the storage unit 13. Storing the identification information of the candidate information and the identification information of the employee information in association with each other includes associating common identification information for identifying the candidate and the employee who is the same person as the candidate with each of the identification information of the candidate information and the identification information of the employee information.

[0042] In one embodiment, the employee information generation unit 114 generates employee information from the candidate information based on the hiring decision information acquired by the hiring decision information acquisition unit 113. The hiring decision information may be information indicating that the candidate has been hired, information indicating that the candidate has accepted the job offer, or information indicating that an employment contract has been concluded between the organization and the candidate. The hiring decision information acquisition unit 113 may acquire the hiring decision information from the terminal device 20.

[0043] In one embodiment, the employee information includes basic employee information, affiliation information, skill information, and evaluation information, each of which includes a plurality of items and values ​​associated with each of the plurality of items.

[0044] The employee basic information may include basic information about the employee. The employee basic information may be determined based on the candidate basic information. At least one item and a value associated with the item among multiple items included in the employee basic information may be common to an item and a value associated with the item included in the candidate basic information. In one example, the employee's name and date of birth included in the employee basic information are common to the name and date of birth included in the candidate basic information.

[0045] The affiliation information may include information about the employee's affiliation within an organization, such as the department, position, responsibilities, concurrent positions, and secondment.

[0046] The skill information may include information about an employee's abilities and experience, etc. The skill information may include, for example, information about qualifications, work experience, aptitude, past companies employed, etc. In one embodiment, the skill information is determined based on resume information and selection information included in the candidate information.

[0047] The evaluation information may include information regarding the evaluation of the employee in the organization. The evaluation information may relate to a subjective evaluation of the employee by others, or may relate to an objective evaluation based on the employee's performance, etc. An example of a subjective evaluation is an evaluation by the employee's supervisor. An example of an objective evaluation is the employee's achievement rate of sales goals for the current period, etc. In one embodiment, when the employee information is generated, default values ​​(for example, blank spaces) are associated with each item of the evaluation information, and as the employee continues to work, the values ​​are updated by the update unit 115, which will be described later.

[0048] The employee information generation unit 114 may determine whether to set a predetermined value for a predetermined field included in the employee information based on a predetermined value set for the predetermined field included in the candidate information. In this case, the predetermined field may include a field that is common or corresponding between the candidate information and the employee information. For example, the employee information generation unit 114 may not reflect a value associated with an item included in the candidate information in the employee information depending on the validity of the value. As a specific example, if the value "Okinawa Prefecture" is associated with the "Address" field in the candidate basic information of a candidate to be selected, and the organization selecting the candidate is located in Tokyo, the candidate may move to Tokyo after being hired. In such a case, it may be unreasonable to associate the value "Okinawa Prefecture" with the "Address" field in the employee basic information generated after hiring based on the value "Okinawa Prefecture" associated with the "Address" field in the candidate basic information. On the other hand, since a candidate who has the value "Tokyo" associated with the "Address" field in the candidate basic information is expected to not change their address even after being hired, in this case it would be better to associate the value "Tokyo" with the "Address" field in the employee basic information that is generated after being hired, based on the value "Tokyo" associated with the "Address" field in the candidate basic information.

[0049] To achieve this, in one embodiment, the employee information generation unit 114 generates employee information for a first candidate when he or she becomes an employee based on a value associated with a predetermined item included in the first candidate information about the first candidate, and generates employee information for a second candidate when he or she becomes an employee based on a value associated with an item other than the predetermined item included in the second candidate information about the second candidate. In the above example, a candidate who resides in Tokyo before being hired corresponds to the "first candidate," a candidate who resides in Okinawa Prefecture before being hired corresponds to the "second candidate," and "address" corresponds to the "predetermined item." In other words, when a candidate who resides in Tokyo is hired by an organization in Tokyo, the value associated with the "address" item may be reflected in the employee information, and when a candidate who resides in Okinawa Prefecture is hired by that organization, the value associated with the item other than "address" may be reflected in the employee information.

[0050] The "predetermined items" that may not be reflected in the employee information and the conditions for their values ​​may be stored in advance in the storage unit 13 or may be set by the user.

[0051] An example of information stored in the candidate information DB 131 and the employee information DB 132 will be described with reference to Figure 4. The candidate information DB 131 stores basic candidate information, resume information, and selection information for each of a plurality of candidates, in association with each other. The employee information DB 132 stores basic employee information, affiliation information, skill information, and evaluation information for each of a plurality of employees, in association with each other. In one embodiment, the employee basic information is generated based on the candidate basic information, and the skill information is generated based on the resume information and the selection information.

[0052] In the employee information DB 132, candidate IDs (an example of identification information of candidate information) at the time of selection are associated with employee IDs (an example of identification information of employee information). Specifically, in the employee information DB 132, an employee with an employee ID of "L001" is associated with a candidate ID of "C001." Furthermore, an employee with an employee ID of "L002" is associated with a candidate ID of "C003." This indicates that an employee whose candidate ID was "C001" at the time of selection is assigned an employee ID of "L001" after being hired, and an employee whose candidate ID was "C003" at the time of selection is assigned an employee ID of "L002" after being hired. Note that an employee whose candidate ID was "C002" at the time of selection is not hired. Note that, conversely, an employee ID may be associated with a candidate ID at the time of selection.

[0053] This configuration allows the user to generate employee information more efficiently than if the user set the employee information from scratch.

[0054] Although FIG. 4 shows candidate information for three people and employee information for two people, the storage unit 13 may store candidate information and employee information for more people.

[0055] (Update employee information) The update unit 115 updates the employee information stored in the employee information DB 132. Updating the employee information may include changing a value associated with at least one item among multiple items included in the employee information. Updating the employee information may also include adding a new item to the employee information and deleting an existing item.

[0056] With this configuration, even after an employee is hired, information about that employee can be reflected in the employee information.

[0057] In one embodiment, the update unit 115 acquires update information and updates the employee information based on the update information. The update unit 115 may acquire the update information from at least one of the terminal device 20A used by the user and the terminal device 20B used by the candidate.

[0058] ≪Analysis function≫ (Comparison information generation function) The analysis unit 117 generates information regarding a comparison between the candidate information and the employee information generated based on the candidate information (hereinafter referred to as "comparison information").

[0059] In one embodiment, the comparison information may be information regarding a comparison between a first value associated with a first item included in the candidate information and a second value associated with a second item included in the employee information that is common to or corresponds to the first item. For example, if the candidate information includes an item called "evaluation at the time of selection" and an associated value of "good," and the employee information includes an item called "evaluation after hiring" and an associated value of "bad," the analysis unit 117 may generate comparison information indicating "evaluation transition: good → bad." In this example, the "evaluation at the time of selection" and the "evaluation after hiring" correspond to the "first item included in the candidate information" and the "second item common to or corresponding to the first item included in the employee information," respectively, and "good" and "bad" correspond to the "first value" and the "second value," respectively.

[0060] The combination of a first item and a second item that is common to or corresponds to the first item may be, for example, any of the following (1) to (5). (1) Item 1: Evaluation at the time of selection, Item 2: Evaluation after hiring (2) Item 1: The position expected at the time of selection, Item 2: The position actually assigned after hiring (3) Item 1: Expected sales at the time of selection, Item 2: Actual sales after hiring (4) Item 1: Communication skills during the selection process, Item 2: Communication skills after hiring (5) Item 1: The treatment desired by the candidate at the time of selection, Item 2: The actual treatment after employment

[0061] This configuration allows the user to easily understand, for example, whether a candidate is actually performing as expected after being hired, thereby enabling the user to improve the efficiency of hiring.

[0062] (Extraction condition judgment function) The analysis unit 117 determines whether the relationship between a first value associated with a first item included in the candidate information and a second value associated with an item that is common to or corresponds to the first item and that is included in the employee information updated by the update unit 115 satisfies a predetermined condition for candidate extraction (hereinafter referred to as an "extraction condition"). In one embodiment, the extraction condition may be that the second value is lower (or higher) than the first value. In another embodiment, the extraction condition may be that the second value is lower (or higher) than the first value, and the absolute value of the difference therebetween exceeds a predetermined threshold for candidate extraction. The extraction condition may be set by a user. In one example, the analysis unit 117 may determine as in the following (1) and (2):

[0063] (1) If the candidate information includes an item called “engagement” (first item) and an associated value of “high” (first value), the employee information updated by the update unit 115 includes an item called “engagement” (second item) and an associated value of “low” (second value), and the extraction condition is “engagement has decreased after hiring compared to the level of desire at the time of selection,” the analysis unit 117 determines that the extraction condition is met.

[0064] (2) If the candidate information includes an item called “evaluation at the time of selection” (first item) and an associated value of “80 points” (first value), and the employee information updated by the update unit 115 includes an item called “evaluation after hiring” (second item) and an associated value of “40 points” (second value), and the extraction condition is “the evaluation after hiring has decreased from the evaluation at the time of selection, and the absolute value of the difference is 30 points or more,” the analysis unit 117 determines that the extraction condition is met.

[0065] This configuration makes it possible to more quantitatively grasp, for example, whether a candidate is actually demonstrating the expected performance after being hired.

[0066] (Candidate tendency extraction function) The analysis unit 117 reads from the storage unit 13 multiple combinations of candidate information and employee information generated based on the candidate information, and generates, based on the multiple combinations, information about candidate information in which the relationship between a first value of the candidate information and a second value of the employee information updated by the update unit 115 tends to satisfy the candidate extraction condition. In one embodiment, the information about candidate information that tends to satisfy the extraction condition may be information common to the candidate information in multiple combinations that satisfy the extraction condition. In one example, the analysis unit 117 analyzes multiple combinations of candidate information and updated employee information to extract characteristics common to candidates who, after being hired, perform better than (or worse than) expected at the time of selection. The common characteristics include, for example, at least one of the following: alma mater, qualifications held, and scores obtained by an external testing organization.

[0067] 5, an example of the operation of the analysis unit 117 when generating information regarding candidate information that tends to satisfy the extraction conditions will be described. Candidate information 500, 510, 520, and 530 is information generated by the candidate information generation unit 112. Employee information 502, 512, 522, and 532 is information generated by the employee information generation unit 114 based on the candidate information 500, 510, 520, and 530, respectively. Updated employee information 504, 514, 524, and 534 is information obtained by updating the employee information 502, 512, 522, and 532, respectively, by the update unit 115.

[0068] In the example of FIG. 5, the analysis unit 117 determines whether the "evaluation after hiring" of the updated employee information 504, 514, 524, and 534 has significantly increased based on the "evaluation at the time of selection" of the candidate information 500, 510, 520, and 530. The analysis unit 117 then generates information indicating the trend from the candidate information for combinations for which it has been determined that the evaluation has significantly increased. In the example of FIG. 5, it is determined that the evaluation has significantly increased for the combination of the candidate information 500 and the updated employee information 504, and the combination of the candidate information 530 and the updated employee information 534. In this case, the analysis unit 117 generates information indicating the trend of a significant increase in evaluation from the information of the candidate information 500 and the candidate information 530 for which the evaluation has significantly increased.

[0069] This configuration makes it possible to grasp the characteristics of candidates who, after being hired, will perform better (or worse) than expected.

[0070] (Similar employee identification function) Based on the candidate information, the analysis unit 117 identifies employees similar to the candidate in the organization that conducts the selection process for the candidate or in organizations related to the organization. The organizations related to the organization that conducts the selection process are, for example, group companies of the organization that conducts the selection process.

[0071] In one embodiment, the analysis unit 117 compares first candidate information of the candidate to be selected with second candidate information associated with employee information of an employee already belonging to the organization (i.e., candidate information from when the employee was a candidate before being hired) to determine whether the candidate to be selected is similar to the employee. That is, the analysis unit 117 determines whether the candidate to be selected has elements in common with the employee at the time of selection. In one example, the analysis unit 117 may determine that the candidate and the employee are similar if the number of items in the first candidate information of the candidate to be selected and the number of items in the second candidate information of the employee share common associated values ​​exceeds a predetermined threshold. Here, the predetermined threshold may be a value obtained by multiplying the number of items included in the candidate information by a predetermined percentage (e.g., 30%, 50%, 70%, etc., or other percentages) or an absolute value (e.g., 3 items, 5 items, 7 items, etc., or other numbers). The predetermined threshold may be set by the user.

[0072] In one embodiment, the analysis unit 117 compares first candidate information of the candidate to be selected with second candidate information associated with employee information of a highly evaluated employee among employees already belonging to the organization, thereby determining whether the candidate to be selected is similar to the highly evaluated employee. In other words, the analysis unit 117 determines whether the candidate to be selected has elements in common with the highly evaluated employee in the organization.

[0073] This configuration improves predictability regarding whether a candidate will be a good fit for the organization and whether the candidate will demonstrate high performance after being hired. Note that instead of the second candidate information associated with the employee information of an employee already belonging to the organization, the employee information of that employee after being hired may be used. Outputting the similarity between the candidate and the employee already belonging to the organization makes it easier for the recruiter to form a concrete image of the candidate.

[0074] ≪Billing information generation function≫ The billing information generation unit 118 determines the service usage fee for generating employee information based on at least one of the following (1) to (4). Note that the service usage fee determined in this way may be added to the basic fee. (1) The number of times the employee information generation unit 114 has generated candidate information (i.e., the number of applicants or applications). (2) The number of times that the employee information generation unit 114 has generated employee information based on candidate information. (3) The amount of information in the candidate information when the employee information generation unit 114 generates employee information based on the candidate information. (4) The amount of information in the employee information when the employee information generation unit 114 generates the employee information based on the candidate information.

[0075] The above (1) to (4) can be proportional to the amount of work time saved by the user by using the service provided by the information processing system 1. According to this configuration, it is possible to determine a service usage fee that is acceptable to the user.

[0076] <Job information generation function> The job information generation unit 119 generates job information related to recruiting candidates. In one embodiment, the job information may include information about the organization recruiting candidates, information about benefits the organization may offer to candidates, and information about the abilities the organization seeks in candidates. The information about the organization recruiting candidates may include, for example, company information and the industry to which the organization belongs. The information about benefits the organization may offer to candidates may include information about annual salary, benefits, and job titles. The information about the abilities the organization seeks in candidates may include information about the work experience, qualifications, aptitude, and job type required of candidates. The information about the abilities the organization seeks in candidates may include information about essential skills that candidates must possess in order to be hired and information about desirable skills that candidates should possess in order to be hired. When job information is generated, past job seekers who could be candidates for the job information may be identified based on the job information and the rejection information described below. This allows past candidates who were not previously hired to have a second chance at employment, and reduces the user's workload for recruitment.

[0077] In one embodiment, the job information generation unit 119 generates job information based on AI processing. In one embodiment, this AI processing is realized by learning multiple pieces of data indicating the relationship between information about the abilities an organization requires of a candidate and information about the benefits the organization may offer to the candidate. This data may be, for example, job information about past job openings held by the organization to which the user belongs, or job information about past job openings held by organizations other than the organization.

[0078] In one example, the AI ​​processing is configured to output information about the benefits that the organization should provide to the candidate (e.g., annual salary) based on receiving an input of information about the capabilities that the organization requires of the candidate (e.g., qualifications and work experience). In another example, the AI ​​processing is configured to output information about the capabilities that the organization can require of the candidate (e.g., qualifications and work experience) based on receiving an input of information about the benefits that the organization can provide to the candidate (e.g., annual salary).

[0079] AI processing includes generative AI processing and may be processing using a machine learning model, a large-scale language model, a deep learning model, a rule-based model, or the like. A large-scale language model may be a machine learning model that includes hundreds of millions of parameters and has learned hundreds of gigabytes of information. Examples of large-scale language models include GPT-4 and BERT. In one example, the large-scale language model may create sentences, etc., including information about the benefits an organization offers to candidates based on receiving input of instructions (also referred to as prompts) including information about the capabilities the organization offers to candidates. In another example, the large-scale language model may create sentences, etc., including information about the capabilities the organization offers to candidates based on receiving input of instructions including information about the capabilities the organization offers to candidates.

[0080] <Output function> The output unit 120 may output the various types of information described above. In one embodiment, the output unit 120 outputs the candidate information generated by the candidate information generation unit 112, the employee information generated by the employee information generation unit 114, the comparison information generated by the analysis unit 117, the candidate information that satisfies the extraction conditions, the candidate information that tends to satisfy the extraction conditions, and the information on employees similar to the candidate to be selected, as well as the job information generated by the job information generation unit 119.

[0081] In the disclosure, outputting information includes transmitting the information to another device such as terminal device 20 and displaying the information via user interface 150.

[0082] <Operation description> An example of the operation of the server 10 will be described with reference to Fig. 6. Fig. 6 is a flowchart showing an example of the operation when the server 10 generates candidate information and generates employee information based on the candidate information.

[0083] First, in step S100, the server 10 acquires information about the application for the job vacancy and generates candidate information with initial values ​​based on that information (see "Creating candidate information" in the above-mentioned <<Candidate information management function>>). At this time, among the candidate information, the candidate basic information and resume information are set based on the information about the application for the job vacancy.

[0084] In step S102, the server 10 acquires information about the person in charge of document screening and the evaluation of the candidate. In step S104, the server 10 updates the selection information of the candidate information based on the information acquired in step S102 (see "Updating candidate information" in the above-mentioned <<Candidate information management function>>).

[0085] In step S106, the server 10 acquires information regarding the person in charge of interviewing the candidate and the evaluation. In step S108, the server 10 updates the selection information of the candidate information based on the information acquired in step S106 (see "Updating candidate information" in the above-mentioned <<Candidate information management function>>). In the disclosure, the series of processes from steps S100 to S108 can also be referred to as "generation of candidate information."

[0086] In step S110, the server 10 determines whether or not the value "recruitment decided" is associated with the item "selection status" included in the selection information of the candidate information (see candidate information DB 131 in FIG. 4).

[0087] If the determination in step S110 is "YES," then in step S112, the server 10 generates employee information based on the candidate information of the candidate (see "Generation of Employee Information" in the above-mentioned "Employee Information Management Function"). If the determination in step S110 is "NO," the server 10 ends the process.

[0088] Another example of the operation of the server 10 will be described with reference to Fig. 7. Fig. 7 is a flowchart showing an example of the details of the operation when the server 10 generates employee information based on candidate information.

[0089] First, in step S200, the server 10 sets the value of a variable n for executing the repeated process to "1".

[0090] In step S202, based on a value associated with the nth item (here, the first item) included in the candidate information, the server 10 sets a value associated with the item in the employee information corresponding to that item. For example, based on the value "Second-level bookkeeping" associated with the item "Qualifications" (an example of the nth item) included in the resume information of the candidate information, the server 10 associates the value "Second-level bookkeeping" with the item "Qualifications" (an example of the item corresponding to the nth item) included in the skill information of the employee information.

[0091] In step S204, the server 10 determines whether the n-th item is the last item of the multiple items included in the candidate information. If the determination in step S204 is "NO," the server 10 increments the variable n in step S206, and then executes steps S202 and S204 again. If the determination in step S204 is "YES," the server 10 ends the processing.

[0092] Another example of the operation of the server 10 will be described with reference to Fig. 8. Fig. 8 is a flowchart showing another example of the details of the operation when the server 10 generates employee information based on the candidate information. Specifically, while Fig. 7 describes an example of generating employee information based on values ​​associated with all items included in the candidate information, Fig. 8 describes an example of generating employee information based on values ​​associated with some of the items included in the candidate information.

[0093] First, in step S300, the server 10 sets the value of a variable n for executing repeated processing to "1".

[0094] In step S302, the server 10 determines whether to reflect the value associated with the nth item (here, the first item) included in the candidate information in the employee information. In one example, the server 10 determines to reflect the value associated with the nth item in the employee information if the value satisfies a condition set by the user. For example, if the value associated with an item called "address" (an example of the nth item) in the candidate information is "included in the Kanto region" (an example of a condition set by the user), the server 10 may determine to reflect the value in the employee information.

[0095] If the answer is "YES" in step S302, in step S304a, the server 10 sets a value associated with the item in the employee information corresponding to the nth item (here, the first item) included in the candidate information based on the value associated with that item.

[0096] If the determination in step S302 is "NO," in step S304b, the server 10 sets a default value (for example, a blank) for the item in the employee information that corresponds to the nth item included in the candidate information. That is, in this case, the value associated with the nth item included in the candidate information is not reflected in the employee information.

[0097] In step S306, the server 10 determines whether the n-th item is the last item of the multiple items included in the candidate information. If the determination in step S306 is "NO," the server 10 increments the variable n in step S308, and then executes steps S302 to S306 again. If the determination in step S306 is "YES," the server 10 ends the process.

[0098] <Screen example> Next, examples of screens displayed on the terminal device 20A used by the user will be described with reference to Figs. 9 to 19. Figs. 9 to 12 are examples of screens that display candidate information. Figs. 13 and 14 are examples of screens that are used when entering hiring decision information. Figs. 15 to 17 are examples of screens that display employee information. Figs. 18 and 19 show other examples of screens that are displayed.

[0099] The example screen in Figure 9 displays a back button d100, a status display area d102, a selection end button d104, a similar employee display button d105, a summary display area d106, a candidate basic information display button d108, a resume information display button d110, a selection evaluation display button d112, an agent message display button d114, and a candidate basic information display area d116.

[0100] The back button d100 is a button for displaying a list of candidates currently under selection. The status display area d102 is an area for displaying the names of candidates currently under selection and the stage of selection (in the example of Figure 9, the part that reads "Selection in progress: First interview schedule being arranged"). The selection completion button d104 is a button for transitioning the display to a screen for completing the candidate selection. The similar employee display button d105 is a button for displaying employees similar to the candidate, or employees with high ratings among employees similar to the candidate, or the degree of similarity with these employees, or a button for transitioning to a screen that displays these (see the "Similar Employee Identification Function" in the "Analysis Function" section above). The summary display area d106 is an area for displaying an overview of the candidate's application process, etc.

[0101] The candidate basic information display button d108, resume information display button d110, selection evaluation display button d112, and agent message display button d114 are buttons for switching the information displayed on the screen. The example screen in Figure 9 shows a state in which the candidate basic information display button d108 has been pressed. As a result, the candidate basic information is displayed in the candidate basic information display area d116.

[0102] Figure 10 shows an example of a screen that appears when the user presses the resume information display button d110 on the screen of Figure 9. In the example screen of Figure 10, a resume information display area d118 is displayed in place of the candidate basic information display area d116 of Figure 9. The resume information display area d118 displays the candidate's resume information.

[0103] FIG. 11 shows an example of a screen that appears when the user presses the selection evaluation display button d112 on the screen of FIG. 10. In the example screen of FIG. 11, a selection evaluation display area d120 is displayed in place of the resume information display area d118 of FIG. 10. The selection evaluation display area d120 displays the candidate's selection information. The user can check the person in charge and the evaluation at each stage by pressing the "Document Screening," "First Interview," and "Final Interview" buttons in the selection evaluation display area d120.

[0104] Fig. 12 shows an example of a screen that appears when the user presses the agent message display button d114 on the screen of Fig. 11. In the example screen of Fig. 12, an agent message display area d122 is displayed instead of the selection evaluation display area d120 of Fig. 11. The agent message display area d122 displays messages exchanged between the user and an agent who supports the candidate in finding employment or changing jobs.

[0105] Fig. 13 shows an example of a screen that appears when the selection end button d104 is pressed on any of the screen examples of Figs. 9 to 12. The screen example of Fig. 13 displays a status display area d200, a send-off button d202, a decline selection button d204, a hire decision button d206, a cancel button d208, and a confirm button d210.

[0106] The status display area d200 is an area that displays information similar to that of the status display area d102 in FIGS. 9 to 12. The Send Back button d202, the Withdraw Selection button d204, and the Hire Confirmation button d206 are buttons for selecting the type of termination of the candidate's selection. The Cancel button d208 is a button for deciding to cancel the termination of the candidate's selection (i.e., to continue the selection process). The Confirmation button d210 is a button for deciding to terminate the selection process in the type corresponding to the selected button among the Send Back button d202, the Withdraw Selection button d204, and the Hire Confirmation button d206. In the example of FIG. 13, the Hire Confirmation button d206 is selected. Therefore, when the user presses the Confirmation button d210 on this screen, the candidate's selection is terminated with "decided to be hired."

[0107] FIG. 14 shows an example screen displayed when the confirm button d210 is pressed on the example screen of FIG. 13. Compared to the example screen of FIG. 9, the example screen of FIG. 14 displays a status display area d300 after the hiring decision has been made and an employee information generation button d302. While the status display area d102 of the example screen of FIG. 9 displayed "Selection in progress: First interview, schedule being adjusted," the status display area d300 after the hiring decision has been made on the example screen of FIG. 14 displays "Hired." The employee information generation button d302 is a button that, when pressed by the user, allows employee information to be generated based on the candidate information of the candidate. In one example, pressing the employee information generation button d302 generates the above-mentioned hiring decision information.

[0108] The example screen in Figure 15 displays a back button d400, a name etc. display area d402, an employee basic information display button d404, an affiliation information display button d406, a skill information display button d408, an evaluation information display button d410, and an affiliation information display area d412.

[0109] The back button d400 is a button for displaying a list of employees in the organization. The name etc. display area d402 is an area for displaying the employee's name, employee ID, and candidate ID at the time of selection of that employee.

[0110] The employee basic information display button d404, affiliation information display button d406, skill information display button d408, and evaluation information display button d410 are each buttons for switching the information displayed on the screen. The example screen in Fig. 15 shows a state in which the affiliation information display button d406 has been pressed. As a result, employee affiliation information is displayed in the affiliation information display area d412.

[0111] Fig. 16 shows an example of a screen that appears when the user presses the skill information display button d408 on the screen of Fig. 15. In the example screen of Fig. 16, a skill information display area d414 is displayed in place of the affiliation information display area d412 of Fig. 15. The skill information display area d414 displays employee skill information.

[0112] Fig. 17 shows an example of a screen that appears when the user presses the evaluation information display button d410 on the screen of Fig. 16. In the example screen of Fig. 17, an evaluation information display area d416 is displayed in place of the skill information display area d414 of Fig. 16. The evaluation information display area d416 displays the employee's evaluation information.

[0113] The evaluation information display area d416 displays the employee's pre-employment evaluation and a message stating, "There is a discrepancy with the evaluation at the time of selection." The employee's pre-employment evaluation may be displayed based on the selection information of the candidate information (i.e., information about the employee during the selection process) associated with the employee information of that employee. The message "There is a discrepancy with the evaluation at the time of selection" indicates that it has been determined that the relationship between the value associated with the item "evaluation at the time of selection" included in the candidate information and the value associated with the item "evaluation after hiring" included in the employee information updated by the update unit 115 satisfies an example extraction condition (see "Extraction Condition Determination Function" in the "Analysis Function" section above).

[0114] FIG. 18 shows an example of a candidate list screen when the back button d100 is pressed on any of the screen examples of FIGS. 9 to 12. The candidate list screen may be configured with a hierarchical structure as shown in FIG. 18. Specifically, there may be a hierarchy of job types such as "corporate sales" and "engineer," and below that there may be a hierarchy that displays a list of candidates for each job type. Note that "corporate sales" and "engineer" are merely examples, and other job types may also be used. This configuration can improve the visibility of candidates.

[0115] FIG. 19 shows another example of a screen displaying candidate information. FIGS. 9 to 12 show examples in which one of the candidate basic information display button d108, resume information display button d110, selection evaluation display button d112, and agent message display button d114 is pressed. In contrast, FIG. 19 shows an example in which two of these buttons are pressed. Specifically, in FIG. 19, the selection evaluation display button d112 and the agent message display button d114 are pressed, thereby displaying the selection evaluation display area d120 and the agent message display area d122. While this example shows an example in which two buttons are pressed, three or more buttons may be pressed. This configuration allows multiple pieces of information to be viewed at a glance, improving user convenience.

[0116] The above-described embodiments are merely examples for explaining the disclosed technology, and are not intended to limit the disclosed technology to only these embodiments. Various modifications of the disclosed technology are possible without departing from the spirit of the invention. For example, the various parameters described in the above embodiments (e.g., items to be used when comparing candidate information with employee information, various thresholds, etc.) may be set by the user, may be stored in advance in the storage unit 13, or may be received from another device. Furthermore, the processes on the server side and the user's processing device side may be appropriately integrated, or the processes may be transferred to the other device or to a different device.

[0117] In the above embodiment, it has been described that common identification information may be associated with candidate information and employee information in a certain organization. Expanding on this, the information system 1 may associate identification information associated with a specific user with candidate information and employee information in multiple organizations. In this case, the specific user will be continuously associated with the common identification information, for example, during the selection process for a job offer at a first organization and the period of employment as an employee of the first organization, and during the selection process for a job offer at a second organization and the period of employment as an employee of the second organization. This configuration allows information about the specific user to be aggregated more efficiently.

[0118] In the above embodiment, an example of generating employee information based on candidate information has been described, but this is not limiting. Specifically, the information system 1 may generate rejection information regarding the rejection of a candidate based on the candidate information. Furthermore, the information system 1 may generate candidate information based on the rejection information. Even if a candidate is rejected for employment at one time, the candidate may later be approached again for employment. This configuration can reduce the user's effort in setting candidate information in such cases. Furthermore, this configuration allows the user to refer to the information set based on the previous selection process during a second selection process. For example, the information system 1 may generate rejection information based on the candidate information by the user selecting the rejection button d202 on the screen example of FIG. 13 and then pressing the confirm button d210.

[0119] The information system 1 may also generate retiree information about retiring employees based on employee information. The information system 1 may also generate candidate information based on retiree information. Even if an employee has once left an organization, the employee may later reapply for a job opening at that organization. This configuration can reduce the user's effort in setting candidate information in such cases. This configuration also allows the user to refer to information set based on work performed during the employment period during the reselection process. [Explanation of symbols]

[0120] 1...information processing system, 10...server, 13...storage unit, 20, 20A, 20B...terminal device, 110...processor, 111...service providing unit, 112...candidate information generating unit, 112...candidate generating unit, 113...employment decision information acquisition unit, 114...employee information generating unit, 115...updating unit, 116...restriction unit, 117...analysis unit, 118...billing information generating unit, 119...job information generating unit, 120...output unit, 125...network communication interface, 130...storage unit, 150...user interface

Claims

1. The information processing device generating candidate information about the candidate based on information set according to a selection process for hiring the candidate; If the candidate becomes an employee, obtaining candidate information of the candidate; generating employee information for the employee based on the obtained candidate information; An information processing method that performs the above.

2. The information processing device further The information processing method of claim 1 , further comprising outputting information relating to the comparison of the candidate information and the employee information.

3. The information processing device, updating the employee information after generating the employee information; outputting information indicating that a relationship between a first value associated with a first item included in the candidate information and a second value associated with a second item that is common to or corresponds to the first item and that is included in the updated employee information satisfies a predetermined condition for extracting the candidate; The information processing method according to claim 1 , further comprising the steps of:

4. The information processing device, storing a plurality of combinations of the candidate information and the employee information generated based on the candidate information and subsequently updated; outputting information about the candidate information in which a difference between the first value of the candidate information and the second value of the updated employee information tends to satisfy the predetermined condition based on the stored plurality of combinations; The information processing method according to claim 3 , further comprising the steps of:

5. The candidate information includes information regarding the evaluation of the candidate in the selection process, The information processing method according to claim 1 , wherein the employee information includes information regarding an evaluation of the employee.

6. The information processing device further restricting updates to the candidate information after generating the employee information based on the candidate information; obtaining update information regarding updates to the employee information; The information processing method according to claim 1 , further comprising the steps of:

7. The information processing device further The information processing method according to claim 1 , wherein common identification information for identifying the candidate is associated with the candidate information and the employee information.

8. The information processing device further The number of times the candidate information has been generated; the number of times the employee information is generated based on the candidate information; The amount of information in the candidate information when generating the employee information based on the candidate information; The amount of information in the employee information when generating the employee information based on the candidate information; The information processing method according to claim 1 , further comprising determining a service fee for generating the employee information based on at least one of the following:

9. generating the employee information based on the candidate information, determining whether to set a predetermined value in a predetermined item included in the employee information based on a predetermined value set in the predetermined item included in the candidate information; The information processing method according to claim 1 , comprising:

10. The information processing method of claim 1, wherein the information set in accordance with the selection process for hiring the candidate includes information in which at least one of a hiring manager and an evaluation is associated with each of a plurality of steps in the selection process for the candidate, including document screening and interviews.

11. The information processing device, The information processing method according to claim 1, further comprising: acquiring information indicating that the candidate has accepted a job offer and / or signed an employment contract; and generating the employee information from the candidate information based on the acquired information.

12. The information processing device further Identifying employees similar to the candidate in an organization that conducts a selection process for the candidate or an organization related to the organization based on the candidate information; outputting information about the identified employee; The information processing method according to claim 1 , further comprising the steps of:

13. An information processing device including one or more processors, The processor: generating candidate information about the candidate based on information set according to a selection process for hiring the candidate; If the candidate becomes an employee, obtaining candidate information of the candidate; generating employee information for the employee based on the obtained candidate information; An information processing device that executes the above.

14. In the information processing device, generating candidate information about the candidate based on information set according to a selection process for hiring the candidate; If the candidate becomes an employee, obtaining candidate information of the candidate; generating employee information for the employee based on the obtained candidate information; A program that executes.

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