Information processing device, information processing method, program, and information processing system

Abstract

To reduce the likelihood of hiring candidates who do not grow or develop in line with the expectations of a hiring side.SOLUTION: An information processing device 1 according to an embodiment comprises a provision unit 132 and an output unit 139. The provision unit provides a trainee terminal, which is an information terminal used by an interview trainee, with questions for interview practice. The output unit outputs change results indicative of the results of changes in the interview trainee's responses across a plurality of interview practice sessions, the change results being identified based on the interview trainee's reactions to the questions in the plurality of interview practice sessions, in association with trainee identification information for identifying the interview trainee.SELECTED DRAWING: Figure 2

Description

[Technical Field]

[0001] The present invention relates to an information processing device, an information processing method, a program, and an information processing system for supporting recruiters in hiring applicants. [Background technology]

[0002] A system is known that improves the retention rate of specific human resources, including people with disabilities, by providing support during and after their recruitment (see, for example, paragraph 0010 of Patent Document 1). [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Patent No. 6959622 Summary of the Invention [Problem to be solved by the invention]

[0004] Even when hiring managers interview applicants, it is difficult to determine whether or not the applicant is likely to grow as expected after joining the company. Therefore, there is a need to reduce the probability of hiring applicants who will not grow as expected by hiring managers.

[0005] The present invention has been made in consideration of these points, and aims to reduce the probability of hiring an applicant who does not grow as expected by the hiring side. [Means for solving the problem]

[0006] An information processing device according to a first aspect of the present invention has a providing unit that provides questions for interview practice to a trainee terminal, which is an information terminal used by an interview trainee, and an output unit that outputs change results indicating the results of changes in the reactions in multiple interview practice sessions, identified based on the reactions of the interview trainee to the questions in multiple interview practice sessions, in association with trainee identification information for identifying the interview trainee.

[0007] The output unit may output information indicating the change in the relationship between the amount of interview practice performed by the interview trainee and the evaluation results for the interview practice performed by the interview trainee, in association with the trainee identification information.

[0008] The output unit may output the degree of growth of the interview trainee calculated based on the relationship between the amount of practice and the evaluation result in association with the trainee identification information.

[0009] The information processing device may further have a memory unit that stores, for each industry, a standard growth degree calculated based on the growth degrees of multiple interview trainees who aspire to that industry, among the growth degrees calculated based on the relationship between the amount of interview practice performed by the interview trainee and the evaluation results for the interview practice performed by the interview trainee; a reception unit that accepts the setting of the desired industry desired by the interview trainee; and an evaluation acquisition unit that acquires an evaluation result within the set desired industry of the interview trainee who has set the desired industry by comparing the standard growth degree corresponding to the set desired industry with the growth degree of the interview trainee who has set the desired industry, and the output unit may output the acquired evaluation result in association with the trainee identification information.

[0010] The output unit may output, in association with the trainee identification information, the length of the period from a first point in time at which the trainee conducted the interview practice and obtained a first evaluation result to a second point in time at which the trainee conducted the interview practice and obtained a second evaluation result that is better than the first evaluation result.

[0011] The output unit may output, in association with the trainee identification information, the response items for which the evaluation results were better at a second point in time when the interview trainee conducted the interview practice and obtained a second evaluation result that was better than the first evaluation result at a first point in time when the interview trainee conducted the interview practice and obtained a first evaluation result.

[0012] The information processing device may further have a memory unit that stores relationship data that associates an employee's work performance with the change results in the interview practice conducted by the employee, and the output unit may output the work performance associated with the change result that is closest to the change result of the interview practice person in the relationship data, in association with the practice person identification information, as the performance that the interview practice person is expected to produce after starting work.

[0013] The information processing device may further have a memory unit that stores a machine learning model that is machine-learned using a set of an employee's work performance and the change results in the interview practice conducted by the employee as training data, and that outputs the work performance that the employee is expected to produce when the change results are input, and when the change results of the interview trainee are input into the machine learning model, the output unit may output the work performance that the interview trainee is expected to produce after working, in association with the trainee identification information.

[0014] The information processing device may further have a best answer identification unit that identifies the best answer with the best evaluation result among multiple answers to common questions that are common to multiple interview practice sessions, for each of the multiple common questions, and the output unit may output the best answer to each of the multiple common questions in association with the practice participant identification information.

[0015] The providing unit may provide the trainee terminal with the same questions as those provided in the previous or previous interview practice, and the information processing device may further have an improvement calculation unit that calculates the degree of improvement in the answers by comparing the interview trainee's answers to the same questions in the previous or previous interview practice with their answers in the current interview practice, and the output unit may output the improvement degree calculated for each of the multiple questions in association with the trainee identification information.

[0016] The output unit may output information indicating the difference between a set value, which is a predetermined value representing the number of times, total time, or frequency that the interview trainee should conduct the interview practice, and an actual value, which is the number of times, total time, or frequency that the interview trainee actually conducted the interview practice, in association with the trainee identification information.

[0017] The information processing device may further have a reaction acquisition unit that acquires the amount of information, attitude, content, speaking style, facial expression, or time required to answer the interview trainee's response to the question as information indicating the reaction.

[0018] An information processing method according to a second aspect of the present invention is an information processing method executed by a computer, and includes the steps of providing questions for interview practice to a trainee terminal, which is an information terminal used by an interview trainee, and outputting change results indicating the results of changes in the reactions in multiple interview practice sessions, identified based on the reactions of the interview trainee to the questions in multiple interview practice sessions, in association with trainee identification information for identifying the interview trainee.

[0019] A program relating to a third aspect of the present invention causes a processor possessed by an information processing device to function as a providing unit that provides questions for interview practice to a trainee terminal, which is an information terminal used by an interview trainee, and an output unit that outputs change results indicating the results of changes in the reactions in multiple interview practice sessions, identified based on the reactions of the interview trainee to the questions in multiple interview practice sessions, in association with trainee identification information for identifying the interview trainee.

[0020] An information processing system according to a fourth aspect of the present invention comprises an information processing device that provides an interview trainee with questions for interview practice, a trainee terminal that is an information terminal used by the interview trainee, and an evaluator terminal that is an information terminal used by an interview evaluator, wherein the information processing device has a providing unit that provides the questions to the trainee terminal, and an output unit that outputs to the evaluator terminal a change result indicating the results of changes in the reactions in multiple interview practice sessions, identified based on the interview trainee's reactions to the questions in multiple interview practice sessions, in association with trainee identification information for identifying the interview trainee, wherein the trainee terminal has a trainee communication unit that receives the provided questions from the information processing device and transmits the reactions to the questions to the information processing device, and the evaluator terminal has an evaluator communication unit that receives the change result associated with the trainee identification information from the information processing device. [Effects of the Invention]

[0021] The present invention has the effect of reducing the probability of hiring an applicant who does not grow as expected by the hiring side. [Brief explanation of the drawings]

[0022] [Figure 1] FIG. 2 is a diagram illustrating an outline of the operation of the information processing system S. [Figure 2] 1 is a diagram illustrating an example of a configuration of an information processing device 1. FIG. [Figure 3] FIG. 10 is a diagram illustrating an example of question data. [Figure 4] FIG. 10 is a diagram illustrating another example of question data. [Figure 5] FIG. 10 is a diagram showing an example of reaction data. [Figure 6] FIG. 10 is a diagram showing an example of a graph showing the change in the relationship between the amount of practice and the evaluation result. [Figure 7] FIG. 10 is a diagram illustrating an example of improvement result data. [Figure 8] FIG. 10 is a diagram illustrating an example of best answer data. [Figure 9] FIG. 2 is a diagram showing an example of the configuration of a learner terminal 2. [Figure 10] FIG. 2 is a diagram illustrating an example of the configuration of an evaluator terminal 3. DETAILED DESCRIPTION OF THE INVENTION

[0023] [Outline of Information Processing System S] An overview of an information processing system S according to this embodiment will be described using Fig. 1. Fig. 1 is a diagram showing an overview of the operation of the information processing system S. The information processing system S includes an information processing device 1, a trainee terminal 2, and an evaluator terminal 3. The information processing system S may also include other devices such as a server and a terminal.

[0024] Corporate recruiters want to hire applicants who are expected to grow after joining the company. In many cases, recruiters make hiring decisions based on the applicant's personality, career history, and motivation to join the company at the time of hiring. However, in order to increase a company's profitability and future prospects, the ideal talent to hire is one who is expected to grow at or above the level expected by the hiring company after joining the company. In the past, it was difficult for recruiters to identify talent with this kind of growth potential.

[0025] Therefore, the information processing device 1 outputs a change result indicating the result of the change in reaction in multiple practice interviews, which is specified based on the reaction of the interviewee to questions in multiple practice interviews. This makes it possible to reduce the probability of hiring an applicant who is not expected to grow.

[0026] The information processing device 1 is connected to a plurality of trainee terminals 2 and one or more evaluator terminals 3 via a communication network such as the Internet. The information processing device 1 is a computer such as a server that identifies changes in the responses of interview trainees to questions over a plurality of practice interviews and outputs the identified changes. The trainee terminal 2 is an information terminal used by interview trainees (applicants for a company) who practice interviews. The evaluator terminal 3 is an information terminal used by interview evaluators (recruiters at a company) who evaluate the interviews. The trainee terminal 2 and the evaluator terminal 3 may be stationary terminals such as desktop personal computers, or may be portable terminals such as smartphones or tablet personal computers.

[0027] An overview of the processing executed by the information processing device 1 will be described with reference to Fig. 1. The practice terminal 2 receives input of setting information such as the difficulty level and abstraction level of interview questions from an interview practice person, and transmits the received setting information to the information processing device 1. Upon receiving the setting information, the information processing device 1 transmits questions corresponding to the received setting information to the practice terminal 2. This allows the interview practice person to practice for the interview by answering the questions received by the practice terminal 2.

[0028] The trainee terminal 2 acquires reaction information indicating the interview trainee's reaction to questions in the interview practice (amount of information in the answer, attitude, content, speaking style, facial expression, or time required to answer), and transmits the acquired reaction information to the information processing device 1. The trainee terminal 2 transmits reaction information from multiple interview practice sessions to the information processing device 1.

[0029] The information processing device 1 identifies a change result indicating the result of the change in reactions over the multiple practice interviews based on the received reaction information over the multiple practice interviews. The change result is shown, for example, by a value that quantifies each reaction information of the interviewee in each practice interview or a graph showing the value. The information processing device 1 transmits the identified change result to the evaluator terminal 3 in association with a trainee ID for identifying the interviewee.

[0030] By referring to the change results received by evaluator terminal 3, the recruiting staff can determine whether the interviewee corresponding to the received change results is a person who is expected to grow as expected by the hiring company after joining the company. For example, the recruiting staff may determine that an interviewee whose reactions change relatively greatly over multiple practice interviews is a person who is expected to grow after joining the company, and determine that an interviewee whose reactions change relatively little over multiple practice interviews is a person who is not expected to grow after joining the company. The recruiting staff may determine that an interviewee whose evaluation results on the first practice interview are relatively good is a person who is expected to grow after joining the company, and determine that an interviewee whose evaluation results on the first practice interview are relatively poor is a person who is not expected to grow after joining the company.

[0031] In this way, by having the information processing device 1 output the results of changes in the interviewee's responses to questions over multiple practice interviews, the hiring manager can refer to these results to determine whether the interviewee is a person who is expected to grow as expected by the hiring company after joining the company. As a result, the probability of hiring an applicant who does not grow as expected by the hiring company after joining the company can be reduced. In other words, by maintaining a high motivation to learn even after being hired, the probability of hiring an applicant who will grow as expected by the hiring company can be increased.

[0032] [Configuration of information processing device 1] The following describes the configuration of the information processing device 1. Fig. 2 is a diagram showing an example of the configuration of the information processing device 1. The information processing device 1 includes a device communication unit 11, a storage unit 12, and a control unit 13. The control unit 13 includes a reception unit 131, a provision unit 132, a reaction acquisition unit 133, a change result identification unit 134, a growth degree calculation unit 135, an evaluation acquisition unit 136, a best answer identification unit 137, an improvement degree calculation unit 138, and an output unit 139.

[0033] The device communication unit 11 is a communication interface for communicating with the trainee terminal 2 and the evaluator terminal 3 via a communication network such as the Internet. The device communication unit 11 inputs setting information received from the trainee terminal 2 to the reception unit 131. The device communication unit 11 transmits information indicating questions to be asked in the interview input from the provision unit 132 to the trainee terminal 2. The device communication unit 11 inputs reaction information of the interview trainee received from the trainee terminal 2 to the reaction acquisition unit 133. The device communication unit 11 transmits information indicating the change results of the interview trainee input from the output unit 139 to the evaluator terminal 3.

[0034] The storage unit 12 is a storage medium including a ROM (Read Only Memory), a RAM (Random Access Memory), etc. The storage unit 12 stores a program executed by the control unit 13. For example, the storage unit 12 stores an information processing program that causes the control unit 13 to function as a reception unit 131, a provision unit 132, a reaction acquisition unit 133, a change result identification unit 134, a growth degree calculation unit 135, an evaluation acquisition unit 136, a best answer identification unit 137, an improvement degree calculation unit 138, and an output unit 139.

[0035] The storage unit 12 stores, for example, question data indicating questions to be asked in an interview practice or a program for generating the question data. In the question data, for example, a set of questions is associated with each piece of trainee attribute information indicating the attributes of the interview trainee. The trainee attribute information includes, for example, the desired industry, desired job type, desired company, and desired position of the interview trainee, as well as the educational background, work history, and personality assessment results of the interview trainee. Figure 3 is a diagram showing an example of question data. In the question data shown in Figure 3, a set of questions is set for each company.

[0036] In the question data, a question set may be associated with each piece of question characteristic information indicating the characteristics of questions in the interview practice. The question characteristic information is, for example, the difficulty level and abstraction level of the question. FIG. 4 is a diagram showing another example of question data. In the question data shown in FIG. 4, a question set is set for each abstraction level of the question.

[0037] The question data may include basic questions to be asked to the interview trainee regardless of the interview trainee's answers, probing questions to dig deeper into the answers to the basic questions, and hints for answering the basic questions.

[0038] The storage unit 12 may store reaction data indicating the reaction of the interview trainee to questions in the interview practice. Fig. 5 is a diagram showing an example of the reaction data. In the reaction data, the trainee ID, the practice date, the question ID, the quantified value of the reaction information, and the evaluation result are associated with each other.

[0039] The trainee ID is trainee identification information for identifying the interview trainee. The practice date is the date on which the interview trainee conducted the interview practice. The question ID is information for identifying the question in the interview practice.

[0040] The reaction information is information that indicates the reaction of the interview trainee to the question. The reaction is, for example, the amount of information in the interview trainee's answer, attitude, content, speaking style, facial expression, or the time required to answer. The quantified value of the reaction information is a value obtained by quantifying the reaction information using the method described below. The evaluation result is the evaluation result of each interview practice determined based on the quantified value of the reaction information.

[0041] The memory unit 12 may store, for each industry, a standard growth degree calculated based on the growth degrees of multiple interview trainees who aspire to work in that industry, among the growth degrees calculated based on the relationship between the amount of interview practice performed by the interview trainee and the evaluation results for the interview practice performed by the interview trainee. The standard growth degree is, for example, the average or median of the growth degrees of multiple interview trainees who aspire to work in that industry. The amount of interview practice, the evaluation results for the interview practice, and the growth degree will be described in detail below, but the growth degree is, for example, the ratio of the change in the evaluation results to the change in the amount of practice (average change rate).

[0042] The storage unit 12 may store relationship data that associates an employee's work performance with the change results of the interview practice conducted by the employee. The employee's work performance may be, for example, the employee's internal evaluation, tasks accomplished, sales amount, annual income, number of contracts, job title, coaching performance, and management performance. The change results will be described in detail later, but for example, the change results may be a value equivalent to the difference between the sum of the quantified values ​​of each piece of reaction information in the first interview practice and the sum of the quantified values ​​of each piece of reaction information in the most recent interview practice (i.e., the amount of change in the quantified value of the reaction information). The change results may be represented by the amount of change in the quantified value of the reaction information per unit period (e.g., one month).

[0043] The relationship data may associate a range of values ​​(change results) corresponding to the amount of change in the quantified value of the reaction information with the average or median of the work performance of employees who showed reactions of each piece of reaction information falling within that range in the practice interview. As an example, the relationship data may be data that shows that five employees whose values ​​corresponding to the amount of change fall within the range of 50 to 80 received an average average in-house evaluation after joining the company. The relationship data may associate an employee's work performance with a quantified value of the reaction information in the practice interview conducted by the employee or the evaluation result of the practice interview conducted by the employee.

[0044] The storage unit 12 may store a machine learning model trained by machine learning using a set of an employee's work performance and a change result in a practice interview conducted by the employee as training data. The machine learning model outputs the work performance predicted by the employee when the change result is input. Machine learning can be performed using a known method. Examples of known methods include large-scale language models (LLMs), convolutional neural networks (CNNs), logistic regression, support vector machines (SVMs), decision trees, and random forests. The machine learning model may be trained by machine learning using a set of quantified values ​​(change results) of each reaction information in each practice interview conducted by the employee and the employee's work performance as training data.

[0045] The control unit 13 is, for example, a CPU (Central Processing Unit). The control unit 13 executes an information processing program stored in the storage unit 12, thereby functioning as a reception unit 131, a provision unit 132, a reaction acquisition unit 133, a change result identification unit 134, a growth degree calculation unit 135, an evaluation acquisition unit 136, a best answer identification unit 137, an improvement degree calculation unit 138, and an output unit 139.

[0046] The reception unit 131 receives input of setting information indicating settings related to interview practice. The reception unit 131 receives the setting information from the trainee terminal 2, for example, via the device communication unit 11. The reception unit 131 receives, as the setting information, for example, at least one of trainee attribute information and question characteristic information. The reception unit 131 may receive data of the resume or application form of the interview trainee, and extract the trainee attribute information from the received data.

[0047] The receiving unit 131 may further receive, as the setting information, interview characteristic information indicating characteristics of the interview practice. The interview characteristic information is, for example, the difficulty level, mode, dialogue format, language, etc. of the interview practice.

[0048] Specific examples of the difficulty levels of the interview practice include beginner, intermediate, and advanced. At the beginner level, the interviewer can stop the interview practice or skip certain questions. At the intermediate level, answer hints are provided when the interviewer is stuck for an answer. At the advanced level, the interview practice cannot be stopped midway through, just like in a real interview, and there is a set time limit for answering. At the advanced level, if there is a contradiction between the interviewer's multiple answers, the contradiction may be pointed out.

[0049] Specific examples of interview practice modes include a question and answer mode, a real-life mode, and an on-demand feedback mode. The question and answer mode is a mode in which predetermined basic questions are presented in sequence without asking probing questions in response to the answers of the interviewee. The real-life mode is a mode in which probing questions are presented in response to the interviewee's answers to the basic questions, just like in a real interview. In the real-life mode, just like in a real interview, an ice-breaking period may be set aside. The on-demand feedback mode is a mode in which feedback on the interviewee's answers is provided to the interviewee at any time after each answer. In the on-demand feedback mode, when the interviewee is stuck for an answer, supplementary questions and example answers may be provided.

[0050] Examples of interactive interview practice formats include video, audio, and text formats. In the video format, questions are provided through video showing the interviewer's appearance and facial expressions. In the audio format, questions are provided through audio rather than video. In the text format, questions are provided through text.

[0051] The providing unit 132 provides questions for interview practice to the practitioner terminal 2. The providing unit 132 transmits the questions to the practitioner terminal 2, for example, via the device communication unit 11. The providing unit 132, for example, identifies a set of questions that correspond to the practitioner attribute information and question characteristic information received by the receiving unit 131, and provides the identified questions to the practitioner terminal 2 in a format that conforms to the interview characteristic information received by the receiving unit 131.

[0052] The reaction acquisition unit 133 acquires the amount of information, attitude, content, speaking style, facial expression, or time required to answer in the interview trainee's answer to the question as reaction information indicating the interview trainee's reaction to the question. The reaction acquisition unit 133 acquires the reaction information by receiving the reaction information from the trainee terminal 2, for example, via the device communication unit 11.

[0053] The providing unit 132 provides, for example, advice, answer hints, probing questions, and feedback to the trainee terminal 2 based on the reaction information acquired by the reaction acquisition unit 133. The providing unit 132 may identify the psychological state of the interview trainee by analyzing the reaction information acquired by the reaction acquisition unit 133, and provide advice or a reaction according to the identified psychological state of the interview trainee to the trainee terminal 2. Specifically, if the providing unit 132 identifies that the interview trainee is nervous, it may urge the interview trainee to relax, or if the providing unit 132 identifies that the interview trainee is enjoying themselves, it may change the facial expression of the interviewer in the video to a happy one. This allows the interview trainee to practice for the interview as if they were talking to a human being.

[0054] When the providing unit 132 determines that the interview trainee has not completed his / her answer to the basic question (i.e., the interview trainee is having difficulty answering), the providing unit 132 may provide a hint associated with the basic question to the trainee terminal 2. This allows the interview trainee to improve his / her answering ability by thinking of an answer by himself / herself.

[0055] When the reception unit 131 receives the actual mode as the interview practice mode, if a predetermined word is included in the interview trainee's answer to a basic question, the provision unit 132 may provide an in-depth question associated with the basic question to the trainee terminal 2. This allows the interview trainee to practice interviewing in a conversational format similar to a real interview, thereby improving the effectiveness of the interview practice.

[0056] When the receiving unit 131 receives the anytime feedback mode as the interview practice mode, the providing unit 132 may provide feedback to the practitioner terminal 2 using a machine learning model that is machine learned using the interview trainee's answers to interview questions and feedback on the answers as training data, and that outputs feedback when the interview trainee's answers are input. Specifically, when the interview trainee's answers are input to the machine learning model, the providing unit 132 may obtain from the machine learning model the most likely feedback for the answers, and provide the obtained feedback to the practitioner terminal 2. This allows the interview trainee to check the feedback after each answer, and therefore allows them to improve poor answers immediately after answering.

[0057] The change result identification unit 134 identifies a change result indicating the result of a change in the response over multiple interview practice sessions based on the interview trainee's response to questions in multiple interview practice sessions. The change result identification unit 134, for example, identifies the number of characters in the interview trainee's response and the length of time the interview trainee spends answering as values ​​quantifying the amount of information. The change result identification unit 134, for example, identifies the percentage of time the interview trainee's gaze is directed toward the camera of the trainee terminal 2 and the percentage of time honorific language is used correctly in the interview trainee's response as values ​​quantifying attitude.

[0058] The change result identification unit 134 identifies, for example, the percentage of questions to which the interview trainee was able to answer the keywords that the hiring side expects the interview trainee to answer as a value that quantifies the content. The change result identification unit 134 identifies, for example, the volume of the interview trainee's voice, the degree of voice intonation, and the number of dog words as values ​​that quantify the speaking style.

[0059] The change result determination unit 134, for example, determines the proportion of smiling or thinking expressions among the facial expressions of the interview trainee as a value that quantifies the facial expressions. The change result determination unit 134, for example, determines the length of time from reading out or displaying a question to obtaining the first utterance of the interview trainee's answer to the question as a value that quantifies the time required to answer.

[0060] The change result identification unit 134, for example, identifies the quantified value of each piece of reaction information in each of multiple practice interviews as the change result. The change result identification unit 134 may identify a value corresponding to the difference between the quantified value of each piece of reaction information in the first practice interview and the quantified value of each piece of reaction information in the latest practice interview as the change result for each piece of reaction information. The change result identification unit 134 may identify a rank to which the value corresponding to the difference belongs (for example, one of three ranks: high growth rank, medium growth rank, and low growth rank) as the change result.

[0061] The change result identification unit 134 may identify the average value or variance of responses in multiple practice interviews based on the responses of the interviewees to questions in multiple practice interviews. This allows recruiters to determine that interviewees with a high average value have high potential and use this information in their recruitment activities. In addition, recruiters can determine that interviewees with a small variance tend to have stable performance and use this information in their recruitment activities.

[0062] The output unit 139 outputs, in association with the trainee ID, change results indicating the results of changes in reactions over multiple practice interviews, identified based on the trainee's reactions to questions in multiple practice interviews. The output unit 139 outputs, for example, a graph indicating quantified values ​​of each piece of reaction information in each of the multiple practice interviews for each trainee ID. The output unit 139 may output, for each trainee ID, a value corresponding to the difference between the quantified value of each piece of reaction information in the first practice interview and the quantified value of each piece of reaction information in the latest practice interview.

[0063] The output unit 139 may transmit the change results to the evaluator terminal 3 via the device communication unit 11. By referring to the change results received by the evaluator terminal 3, the hiring manager can determine whether the interview trainee corresponding to the received change results is an applicant who is expected to grow as expected by the hiring company after joining the company.

[0064] The output unit 139 may output the trainee ID of an interview trainee for whom the value corresponding to the difference is equal to or greater than a predetermined threshold. The output unit 139 may also output the trainee ID of an interview trainee for whom the value corresponding to the difference is ranked, counting from the top, in terms of the number of people to be hired. In this way, by the output unit 139 outputting the trainee ID of an interview trainee who showed growth in the interview practice, the hiring manager can efficiently identify applicants who are expected to grow after joining the company.

[0065] A recruiting manager may want to confirm whether an interview trainee's performance in the interview practice has reached the level expected by the recruiting manager. Therefore, the output unit 139 outputs, in association with a trainee ID, information indicating the difference between a set value, which is a preset value representing the number of times, total time, or frequency that the interview trainee should conduct interview practice, and an actual value, which is the number of times, total time, or frequency that the interview trainee actually conducted interview practice. The set value is, for example, a value set by the recruiting manager. The output unit 139 may also output, in association with a trainee ID, information indicating the difference between a set value, which is a value that quantifies each piece of reaction information that the interview trainee should obtain in the interview practice, and an actual value, which is a value that quantifies each piece of reaction information that the interview trainee actually obtained in the interview practice.

[0066] In this way, by outputting the difference between the set value and the actual value in the interview practice by the output unit 139, the hiring manager can hire an interview trainee who has reached the level expected by the hiring manager in the interview practice, or an interview trainee who has not reached the expected level but has a small deviation from the expected level. As a result, the hiring manager can reduce the probability of hiring an applicant who does not grow as expected.

[0067] The output unit 139 may output the trainee IDs of interview trainees whose difference between the set value and the actual value is equal to or less than a predetermined threshold. This allows the hiring manager to efficiently identify applicants who are expected to grow after joining the company.

[0068] Incidentally, depending on the industry and type of business, understanding how much practice an interview trainee needed to grow can lead to hiring personnel with a high probability of growth. For example, in industries that require high work efficiency, it is desirable to hire an interview trainee who has grown as expected by the hiring side with a small amount of interview practice. On the other hand, in industries that require diligent and persistent work, it is desirable to hire an interview trainee who has grown steadily even if he or she has done a lot of interview practice.

[0069] Therefore, the output unit 139 outputs, for example, information indicating the transition of the relationship between the amount of interview practice performed by the interview trainee and the evaluation results of the interview practice performed by the interview trainee, in association with the trainee ID. The amount of interview practice may be, for example, the total time and total number of interview practice sessions. The evaluation results of the interview practice may be the result of the change result identification unit 134 evaluating the interview practice based on values ​​quantified from each response information of the interview trainee, or the result of the hiring manager evaluating the interview practice by observing the interview practice. In this way, by the output unit 139 outputting information indicating the transition of the relationship between the amount of interview practice performed and the evaluation results of the interview practice, the hiring manager can predict how the interview trainee will grow after joining the company. As a result, the probability of the company being able to hire the talent it needs increases.

[0070] The output unit 139 may output a graph in which one axis represents the amount of interview practice and the other axis represents the evaluation results for the interview practice, in association with the trainee ID. Figure 6 is a diagram showing an example of a graph showing the transition of the relationship between the amount of practice and the evaluation results. The horizontal axis of Figure 6 shows the amount of interview practice for each interview trainee. In Figure 6, points with a practice amount of 0 indicate the time when the interview practice started, and black circles indicate that one interview practice was conducted. The vertical axis of Figure 6 shows the evaluation results for each interview practice. The interview trainee with trainee ID U002 achieved high evaluation results in a short period of time. The interview trainee with trainee ID U003 showed slow improvement in his evaluation results, but steadily conducted a lot of interview practice.

[0071] Such a diagram makes it easier for recruiters to visually grasp the relationship between the amount of interview practice and the evaluation results for that interview practice. Furthermore, by using the amount of practice on the horizontal axis of the graph, it is possible to compare the relationship between the amount of practice and the evaluation results across multiple interviewers, even if the start times of the interview practice differ for each interviewer. While the amount of practice is represented by the number of practice sessions in Figure 6, if the length of each interview practice session is not constant, the amount of practice may also be represented by the practice time. The practice time is, for example, the calendar length or total time of interview practice from the time the interviewer started the first interview practice session to the time the interviewer finished the last interview practice session.

[0072] Incidentally, even if a hiring manager can understand the process of an interviewer's growth by looking at the relationship between the amount of interview practice and the evaluation results of the interview practice over time, it may be difficult to grasp the degree of growth of the interviewer (high growth, medium growth, low growth).

[0073] Therefore, the growth degree calculation unit 135 calculates the growth degree of the interview trainee based on the relationship between the amount of interview practice and the evaluation results for the interview practice. The growth degree calculation unit 135 calculates, for example, the ratio of the change in the evaluation results to the change in the amount of practice (average change rate) as the growth degree of the interview trainee. The growth degree calculation unit 135 may calculate the growth degree of the interview trainee based on the relationship between the quantified value of the reaction information or the interview trainee's answer and the evaluation results for the interview practice.

[0074] The output unit 139 outputs, for example, the growth level of the interview trainee calculated based on the relationship between the amount of interview practice and the evaluation results of the interview practice in association with the trainee ID. The output unit 139 may output the calculated growth level itself, or may output the growth rank (high growth rank, medium growth rank, low growth rank) to which the calculated growth level belongs. In this way, the output unit 139 outputs the growth level or growth rank of the interview trainee, allowing the hiring manager to efficiently grasp the degree of growth of the interview trainee.

[0075] The output unit 139 may output the growth rank in association with the trainee ID in a graph showing the transition of the relationship between the amount of practice and the evaluation result, as shown in Fig. 6. This allows the hiring manager to efficiently grasp which growth rank each interview trainee belongs to.

[0076] The output unit 139 may output, for example, the length of the period from a first point in time when the interview trainee conducted a practice interview in which they obtained a first evaluation result to a second point in time when they conducted a practice interview in which they obtained a second evaluation result that is better than the first evaluation result, in association with the trainee ID. The first point in time is, for example, the point in time when the interview trainee conducted their first practice interview. The second point in time is, for example, the point in time when the interview trainee conducted their most recent practice interview or the point in time when the interview trainee obtained the evaluation result desired by the company as the second evaluation result.

[0077] The output unit 139 may output the length of the calendar period from the first time point to the second time point, or may output the total time of the interview practice during the period from the first time point to the second time point. In this way, the output unit 139 outputs the length of time required for the interview practice person to grow, allowing the hiring manager to predict how long it will take for the interview practice person to achieve the expected growth after joining the company. As a result, it becomes easier to hire personnel who are more likely to grow.

[0078] Incidentally, the decision on whether to hire a trainee should be made not only based on the trainee's level of growth, but also on the level of applicants in that industry. For example, in an industry where the applicants are at a high level, even if the trainee's level of growth is high, careful consideration should be given to hiring that trainee. On the other hand, in an industry where the applicants are at a low level, even if the trainee's level of growth is low, the trainee should not be immediately excluded from consideration for employment.

[0079] Therefore, the evaluation acquisition unit 136 acquires an evaluation result for the interview trainee who has set a desired industry within the set desired industry by comparing the standard growth rate corresponding to the set desired industry with the growth rate of the interview trainee who has set a desired industry. For example, the evaluation acquisition unit 136 acquires a higher result as the evaluation result for the interview trainee who has set a desired industry, the greater the value obtained by subtracting the average change rate corresponding to the set desired industry from the average change rate of the interview trainee who has set a desired industry.

[0080] The output unit 139 outputs, for example, the acquired evaluation results in the desired industry in association with the trainee ID. This allows the hiring manager to evaluate the degree of growth of the interview trainee while taking into consideration the applicant's level in that industry, making it possible to hire personnel who are relatively likely to grow after joining the company.

[0081] As described above, when an interview trainee improves through interview practice, the hiring manager may want to see how each of the interview trainee's reaction information (the amount of information in the interview trainee's answer, attitude, content, speaking style, facial expression, or time required to answer) has changed. Therefore, the output unit 139 may output, for example, the reaction items for which the evaluation result was better at a second time point when the interview trainee performed an interview practice that resulted in a second evaluation result that was better than the first evaluation result, in association with the trainee ID, than at a first time point when the interview trainee performed an interview practice that resulted in the first evaluation result.

[0082] The output unit 139 may compare the values ​​quantified by the change result identification unit 134 for each piece of reaction information in the interview practice at the first time point with the values ​​quantified by the change result identification unit 134 for each piece of reaction information in the interview practice at the second time point, and output the reaction items corresponding to values ​​that are higher at the second time point than at the first time point. This allows the hiring manager to predict in what areas the interviewee will likely grow after joining the company, and use this information to help with assignment decisions. For example, if the interviewee's attitude, speaking style, or facial expression has improved, the hiring manager may assign the interviewee to a department that handles customer service, and if the amount of information, content, or time required for answering has improved, the hiring manager may assign the interviewee to a department that conducts analysis.

[0083] 7 is a diagram showing an example of output improvement result data. In the improvement result data, for each trainee ID, the evaluation result of the interview practice at a first time point (first practice), the evaluation result of the interview practice at a second time point (latest practice), the length of the calendar period from the first time point to the second time point (calendar period), the total time of the interview practice from the first time point to the second time point (total practice time), and the items for which the evaluation result was better at the second time point than at the first time point (improvement items) are associated.

[0084] A hiring manager may want to consider the content of the interviewee's answers when hiring. This is because considering the content of the answers increases the probability of hiring an applicant who is a good fit for the company culture. Therefore, the best answer identification unit 137 identifies, for each of the common questions, the best answer with the highest evaluation result among multiple answers to common questions that are common to multiple interview practice sessions. For example, the best answer identification unit 137 identifies, as the best answer, the answer with the highest total value of the quantified values ​​of each of the interviewee's response information among the multiple answers to the common questions, and performs this identification for each of the multiple common questions. The interviewee may select one answer from the multiple answers to the common questions, and perform this selection for each of the multiple common questions. The best answer identification unit 137 may identify the answer selected for each of the multiple common questions as the best answer.

[0085] The output unit 139, for example, outputs the best answer to each of a plurality of common questions in association with the trainee ID. This allows the hiring manager to check the interview trainee's best answer to each question in a list, thereby gaining a deeper understanding of the interview trainee's personality, etc. The output unit 139 may output the best answer in association with the amount of interview practice the interview trainee had performed at the time the interview trainee gave the best answer. This allows the hiring manager to understand how much practice the interview trainee had performed to be able to give the best answer.

[0086] 8 is a diagram showing an example of the best answer data that is output. In the best answer data, for each trainee ID, a question, a best answer to the question, and the amount of interview practice (total practice time at the time of answering) at the time the trainee gave the best answer are associated.

[0087] In addition to identifying the best answer, another method for considering the content of the answer is to calculate the degree of improvement in answers to the same question. Therefore, the providing unit 132 provides the same question as the question provided in the previous or previous interview practice to the trainee terminal 2. The improvement calculation unit 138 calculates the degree of improvement in answers by comparing the interview trainee's answer to the same question in the previous or previous interview practice with the answer in the current interview practice. For example, the improvement calculation unit 138 calculates the degree of improvement by subtracting the sum of the quantified values ​​of each piece of reaction information in the previous or previous interview practice from the sum of the quantified values ​​of each piece of reaction information in the current interview practice for the same question. The greater the subtraction value, the higher the degree of improvement.

[0088] The output unit 139 outputs, for example, the degree of improvement calculated for each of the multiple questions in association with the trainee ID. This allows the hiring manager to check the degree of improvement in the interview trainee's answers to each question, thereby predicting the tasks in which the interview trainee is likely to improve after joining the company and using this information to help with assignment decisions. For example, if the degree of improvement in answers to questions asking about research results from student days is significantly higher than the degree of improvement in answers to other questions, it becomes possible to decide to preferentially assign the interview trainee to the research department.

[0089] Incidentally, there may be employees who have joined the company after undergoing the interview practice according to this embodiment. In this case, by utilizing the relationship between the employee's work performance and the results of the interview practice conducted by the employee, it is possible to predict the performance that the applicant will produce after starting work as follows.

[0090] For example, in relationship data in which an employee's work performance is associated with the change result closest to the change result of the interview trainee conducted by the employee, the output unit 139 outputs the work performance associated with the change result closest to the change result of the interview trainee as the performance that the interview trainee is expected to produce after working, in association with the trainee ID. The relationship data is data in which, for example, a range of values ​​(change result) corresponding to the difference between the sum of the values ​​obtained by quantifying each piece of reaction information in the first interview practice and the sum of the values ​​obtained by quantifying each piece of reaction information in the latest interview practice is associated with the average or median of the work performance of employees who showed reactions to each piece of reaction information falling within that range in the interview practice.

[0091] The output unit 139 may output, in the relationship data, the average or median of the work performance of an employee associated with a range to which a value corresponding to the difference between the sum of the quantified values ​​of each reaction information in the first interview practice conducted by the interview trainee and the sum of the quantified values ​​of each reaction information in the latest interview practice conducted by the interview trainee belongs, as the performance that the interview trainee is expected to produce after starting work.

[0092] When the change results of the interview trainee are input to the above-mentioned machine learning model, which is trained by machine learning using a set of an employee's work performance and the change results in the practice interviews conducted by the employee as training data, the output unit 139 may output the work performance that the interview trainee is expected to produce after working, in association with the trainee ID. The machine learning model is, for example, a model trained by machine learning using a set of quantified values ​​(change results) of each piece of reaction information in each practice interview conducted by the employee and the employee's work performance as training data. In this case, the output unit 139 inputs the quantified values ​​of each piece of reaction information in each practice interview conducted by the interview trainee into the machine learning model, and outputs the work performance that the interview trainee is expected to produce after working, which is output by the machine learning model.

[0093] In this way, the output unit 139 can output the work performance that the interviewee is expected to show after starting work, by utilizing the relationship between the work performance of an employee who joined the company after taking a practice interview and the change results from the practice interview that the employee took. Since it is presumed that people who have similar change results obtained in the practice interview will also have similar work performance that they are expected to show after starting work, the hiring manager can predict with high accuracy the work performance that the interviewee is expected to show after starting work, and use this information to help decide whether to hire the interviewee.

[0094] [Configuration of Practice Device 2] The following describes the configuration of the practicer terminal 2. Fig. 9 is a diagram showing an example of the configuration of the practicer terminal 2. The practicer terminal 2 includes a practicer communication unit 21, a display unit 22, a camera 23, a microphone 24, a storage unit 25, and a control unit 26. The control unit 26 includes a display processing unit 261 and an input receiving unit 262.

[0095] The practitioner communication unit 21 is a communication interface for communicating with the information processing device 1 via a communication network such as the Internet. The practitioner communication unit 21 transmits interview setting information input from the input receiving unit 262 to the information processing device 1. The practitioner communication unit 21 inputs information indicating questions in the interview received from the information processing device 1 to the display processing unit 261. The practitioner communication unit 21 transmits reaction information of the interview practitioner input from the input receiving unit 262 to the information processing device 1.

[0096] The display unit 22 is configured by, for example, a liquid crystal display or an organic EL (Electro-Luminescence) display. The display unit 22 displays various information under the control of the display processing unit 261. The display unit 22 displays, for example, a screen for inputting setting information such as the difficulty level and abstraction level of interview questions, and the interview questions. The display unit 22 may display an avatar of the interviewer along with the interview questions. The display unit 22 has a touch panel and may receive data input by the user.

[0097] The camera 23 is a device capable of capturing an image of the face of the interview trainee. The camera 23 inputs the captured facial image of the face of the interview trainee to the input receiving unit 262 as reaction information.

[0098] The microphone 24 is a device capable of acquiring the voice of the interview trainee. The microphone 24 inputs the acquired voice data of the voice of the interview trainee to the input receiving unit 262 as reaction information.

[0099] The storage unit 25 is a storage medium including a ROM, a RAM, etc. The storage unit 25 stores a program executed by the control unit 26. For example, the storage unit 25 stores a program that causes the control unit 26 to function as a display processing unit 261 and an input receiving unit 262.

[0100] The control unit 26 is, for example, a CPU. The control unit 26 executes a program stored in the storage unit 25, thereby functioning as a display processing unit 261 and an input receiving unit 262.

[0101] The display processing unit 261 displays various types of information on the display unit 22. The display processing unit 261 displays on the display unit 22 a screen for inputting setting information for interview questions and the questions for the interview.

[0102] The input receiving unit 262 receives input of setting information and reaction information, and transmits the input setting information and reaction information to the information processing device 1 via the practice person communication unit 21.

[0103] [Configuration of Evaluator Terminal 3] The following describes the configuration of the evaluator terminal 3. Fig. 10 is a diagram showing an example of the configuration of the evaluator terminal 3. The evaluator terminal 3 includes an evaluator communication unit 31, a display unit 32, a storage unit 33, and a control unit 34. The control unit 34 includes a display processing unit 341 and an input receiving unit 342.

[0104] The evaluator communication unit 31 is a communication interface for communicating with the information processing device 1 via a communication network such as the Internet. The evaluator communication unit 31 transmits information to the trainee terminal 2 instructing the transmission of information indicating the change results of the interview trainee input from the input receiving unit 262. The evaluator communication unit 31 inputs the received information indicating the change results of the interview trainee to the display processing unit 261.

[0105] The display unit 32 is configured, for example, by a liquid crystal display or an organic EL display. The display unit 32 displays various information according to the control of the display processing unit 341. The display unit 32 displays a screen for instructing the transmission of information showing the change results of the interview trainee and the change results of the interview trainee. The display unit 32 has a touch panel and may receive data input by the user.

[0106] The storage unit 33 is a storage medium including a ROM, a RAM, etc. The storage unit 33 stores a program executed by the control unit 34. For example, the storage unit 33 stores a program that causes the control unit 34 to function as a display processing unit 341 and an input receiving unit 342.

[0107] The control unit 34 is, for example, a CPU. The control unit 34 executes a program stored in the storage unit 33, thereby functioning as a display processing unit 341 and an input receiving unit 342.

[0108] The display processing unit 341 displays various types of information on the display unit 32. The display processing unit 341 displays on the display unit 32 a screen for instructing the transmission of information showing the change results of the interview trainee and the change results of the interview trainee.

[0109] The input receiving unit 342 receives input of instruction information that instructs the sending of information showing the change results of the interview trainee, and transmits the input instruction information to the information processing device 1 via the evaluator communication unit 31.

[0110] [Effects of information processing device 1] As described above, the information processing device 1 can output a change result indicating the result of changes in responses over multiple practice interviews, which is identified based on the responses of the interviewee to questions in multiple practice interviews. By referring to this change result, the hiring manager can determine whether the interviewee is a person who is expected to grow as expected by the hiring company after joining the company. As a result, the hiring manager can reduce the probability of hiring an applicant who does not grow as expected by the hiring company after joining the company.

[0111] Furthermore, the information processing device 1 can calculate the degree of growth of the person undergoing interview practice based on the relationship between the amount of interview practice and the evaluation result of the interview practice. As a result, the hiring manager can efficiently grasp the degree of growth of the person undergoing interview practice.

[0112] In the above explanation, an example has been given in which the machine learning model is stored in the memory unit 12, but the information processing device 1 may also perform various processes using a machine learning model (including a generation AI) stored in an external device.

[0113] The present invention has been described above using embodiments, but the technical scope of the present invention is not limited to the scope described in the above embodiments, and various modifications and changes are possible within the scope of the gist of the present invention. For example, all or part of the device can be configured by functionally or physically distributing or integrating any unit. Furthermore, new embodiments resulting from any combination of multiple embodiments are also included in the embodiments of the present invention. The effects of the new embodiments resulting from the combination also have the effects of the original embodiments. [Explanation of symbols]

[0114] 1. Information processing equipment 11 Device communication unit 12 Storage section 13 Control Unit 131 Reception 132 Provision Department 133 Response Acquisition Unit 134 Change result identification part 135 Growth Calculation Department 136 Evaluation Acquisition Department 137 Best Answer Identification Section 138 Progress Calculation Section 139 Output Section 2. Trainee terminal 21 Practitioner Communication Department 22 Display section 23 Camera 24 microphones 25 Memory section 26 Control Unit 261 Display processing section 262 Input Reception Unit 3. Evaluator terminal 31 Evaluator Communication Department 32 Display section 33 Storage section 34 Control Unit 341 Display processing unit 342 Input reception section S Information Processing System

Claims

1. a providing unit that provides questions for interview practice to a trainee terminal that is an information terminal used by an interview trainee; an output unit that outputs a change result indicating a result of a change in the reaction in the plurality of practice interviews, the change result being identified based on the reaction of the interview trainee to the question in the plurality of practice interviews, in association with trainee identification information for identifying the interview trainee; having Information processing device.

2. The output unit outputs information indicating a change in the relationship between the amount of practice of the interview practice conducted by the interview trainee and an evaluation result of the interview practice conducted by the interview trainee, in association with the trainee identification information. The information processing device according to claim 1 .

3. The output unit outputs the degree of growth of the interview trainee calculated based on the relationship between the amount of practice and the evaluation result in association with the trainee identification information. The information processing device according to claim 2 .

4. a storage unit that stores, for each industry, a standard growth degree calculated based on the growth degrees of multiple interview trainees who are aspiring to that industry, among the growth degrees calculated based on the relationship between the amount of interview practice performed by the interview trainee and the evaluation results of the interview practice performed by the interview trainee; A reception unit that receives the interview trainee's desired industry setting; an evaluation acquisition unit that acquires an evaluation result of the interview trainee who has set the desired industry within the set desired industry by comparing the standard growth rate corresponding to the set desired industry with the growth rate of the interview trainee who has set the desired industry; and the output unit outputs the acquired evaluation result in association with the learner identification information. The information processing device according to claim 1 .

5. The output unit outputs, in association with the trainee identification information, the length of a period from a first time point at which the trainee conducted the interview practice and obtained a first evaluation result to a second time point at which the trainee conducted the interview practice and obtained a second evaluation result that is better than the first evaluation result. The information processing device according to claim 1 .

6. The output unit outputs, in association with the trainee identification information, the reaction items for which the evaluation results are better at a second time point when the trainee conducted the interview practice and the second evaluation result is better than the first evaluation result at a first time point when the trainee conducted the interview practice and the first evaluation result was obtained. The information processing device according to claim 1 .

7. The system further includes a storage unit that stores relationship data that associates the work performance of an employee with the change results in the interview practice conducted by the employee, The output unit outputs the business performance associated with the change result that is closest to the change result of the interview trainee in the relationship data as the performance that the interview trainee is expected to produce after working, in association with the trainee identification information. The information processing device according to claim 1 .

8. The machine learning model is machine-learned using a set of an employee's work performance and the change results in the interview practice conducted by the employee as training data, and further includes a memory unit that stores the machine learning model that outputs the work performance that the employee is expected to produce when the change results are input; When the change result of the interview trainee is input to the machine learning model, the output unit outputs the work performance that the interview trainee is expected to produce after working, in association with the trainee identification information. The information processing device according to claim 1 .

9. a best answer specifying unit that specifies, for each of the plurality of common questions, a best answer that has the best evaluation result among a plurality of answers to the common questions that are common to the plurality of interview practice sessions; the output unit outputs the best answer to each of the plurality of common questions in association with the learner identification information. The information processing device according to claim 1 .

10. the provision unit provides the trainee terminal with the same questions as those provided in the previous interview practice; The information processing device further includes an improvement calculation unit that calculates an improvement level of the answer by comparing the answer of the interview trainee to the same question in the previous interview practice with the answer in the current interview practice, the output unit outputs the degree of improvement calculated for each of the plurality of questions in association with the learner identification information. The information processing device according to claim 1 .

11. The output unit outputs information indicating a difference between a preset value, which is a value set in advance as the number of times, total time, or frequency that the interview trainee should conduct the interview practice, and an actual value, which is the number of times, total time, or frequency that the interview trainee actually conducted the interview practice, in association with the trainee identification information. The information processing device according to claim 1 .

12. The apparatus further includes a reaction acquisition unit that acquires, as information indicating the reaction, the amount of information, attitude, content, speaking style, facial expression, or time required for the interview trainee to answer the question. The information processing device according to claim 1 .

13. A computer-implemented information processing method, comprising: providing questions for the interview practice to a trainee terminal, which is an information terminal used by the interview trainee; a step of outputting a change result indicating a result of a change in the reaction in the plurality of practice interviews, the change result being identified based on the reaction of the interview trainee to the question in the plurality of practice interviews, in association with trainee identification information for identifying the interview trainee; having Information processing methods.

14. The processor of the information processing device is a providing unit that provides questions for interview practice to a trainee terminal that is an information terminal used by an interview trainee; an output unit that outputs a change result indicating a result of a change in the reaction in the plurality of practice interviews, the change result being identified based on the reaction of the interview trainee to the question in the plurality of practice interviews, in association with trainee identification information for identifying the interview trainee; A program to function as a

15. The system comprises an information processing device that provides an interview trainee with questions for the interview practice, a trainee terminal that is an information terminal used by the interview trainee, and an evaluator terminal that is an information terminal used by an interview evaluator, The information processing device includes: a providing unit that provides the question to the trainee terminal; an output unit that outputs to the evaluator terminal a change result indicating a change in the response in the multiple practice interviews, the change result being determined based on the response of the interviewee to the questions in the multiple practice interviews, in association with trainee identification information for identifying the interviewee; and the practitioner terminal has a practitioner communication unit that receives the provided question from the information processing device and transmits the response to the question to the information processing device; the evaluator terminal has an evaluator communication unit that receives the change result associated with the practicer identification information from the information processing device. Information processing system.

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