Personnel introduction support device, personnel introduction support method, and program

Abstract

To provide a mechanism for promoting cooperation of job offer information between an employer and an employment introducer SOLUTION: The information processing device includes a job offer information acquisition unit that acquires job offer information related to a job offer based on an operation input by an employer, a determination unit that determines a job introducer as a candidate of a publication destination of the job offer information among a plurality of job introducers in charge of a plurality of job offers based on a degree of matching between first condition information indicating a condition for adopting a candidate included in the job offer information and second condition information indicating a condition for adopting a candidate included in past job offer information related to a plurality of job offers adopted in the past, and a display processing unit that displays information indicating the candidate job introducer and information indicating a basis for setting the job introducer as the candidate in association with the job offer information.SELECTED DRAWING: Figure 5

Description

[Technical Field]

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

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

[0003] Patent Document 1 describes a system that calculates a credit score indicating the credibility of recruitment services provided by recruitment agencies (consultants) for job postings posted by employers. It also describes a system that allows recruitment agencies with high credit scores to publish private job postings. This allows employers to easily identify high-quality consultants, and provides a system that can reduce employer recruitment costs. [Prior art documents] [Patent documents]

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

[0005] In the system described in Patent Document 1, multiple recruitment agents are registered. In such a system, employers may wish to disclose job information to appropriate recruitment agents according to the content of the job information.

[0006] The present invention has been made in view of the above, and aims to provide a system that promotes cooperation between employers and recruitment agencies regarding job information. [Means for solving the problem]

[0007] A recruitment introduction support device according to one embodiment of the present invention comprises a recruitment information acquisition unit that acquires recruitment information related to a job opening based on an employer's operational input; a determination unit that determines recruitment introducers, from among a plurality of recruitment introducers who have handled a plurality of job openings, to be candidates for disclosure of the recruitment information based on the degree of agreement between first condition information contained in the recruitment information that indicates the conditions for hiring a candidate and second condition information contained in past recruitment information related to a plurality of job openings for which hiring has been completed in the past, and a display processing unit that displays information indicating the candidate recruitment introducers and information indicating the basis for selecting the recruitment introducers as candidates, in association with the job information.

[0008] A recruitment support method according to one embodiment of the present invention includes: a computer acquiring job information relating to a job vacancy based on an employer's operational input; determining, based on the degree of agreement between first condition information contained in the job information indicating conditions for hiring a candidate and second condition information contained in past job information relating to a plurality of job vacancies for which hiring has been completed in the past, candidate recruitment agents to whom the job information should be disclosed, from among a plurality of recruitment agents who have handled the plurality of job vacancies; and displaying, in association with the job information, information indicating the candidate recruitment agents and information indicating the basis for selecting the candidate recruitment agent.

[0009] A program according to one embodiment of the present invention causes a computer to: acquire job information relating to a job opening based on an employer's operational input; determine, based on the degree of agreement between first condition information contained in the job information indicating the conditions for hiring a candidate and second condition information contained in past job information relating to multiple job openings for which hiring has been completed in the past, candidate recruitment agents to whom the job information should be disclosed, from among multiple recruitment agents who have handled the multiple job openings; and display, in association with the job information, information indicating the candidate recruitment agents and information indicating the basis for selecting the candidate recruitment agent. [Effects of the Invention]

[0010] According to an aspect of the present invention, a mechanism can be provided that promotes cooperation of job information between employers and recruitment agencies. [Brief explanation of the drawings]

[0011] [Figure 1] 1 is a diagram showing an overview of a recruitment introduction support system according to an embodiment of the present invention. [Figure 2] 1 is a diagram showing functional blocks of a personnel introduction support device according to an embodiment of the present invention; [Figure 3] FIG. 10 is a conceptual diagram illustrating an example of an overview of a consultant score calculation process according to an embodiment of the present invention. [Figure 4] FIG. 2 is a diagram showing an example of job information according to an embodiment of the present invention. [Figure 5] FIG. 10 is a diagram showing an example of a job information input screen according to an embodiment of the present invention. [Figure 6] 10 is a flowchart illustrating an example of a consultant display process according to an embodiment of the present invention. [Figure 7] 10 is a flowchart illustrating an example of an account generation process according to an embodiment of the present invention.

[0012] Hereinafter, embodiments of the present invention will be described with reference to the drawings. However, the embodiments described below are merely examples, and are not intended to exclude various modifications or applications of techniques not explicitly described below. In other words, the present invention can be implemented with various modifications (such as combining the contents of the embodiments) within the scope of its purpose. Furthermore, in the following description of the drawings, identical or similar parts are denoted by the same or similar reference numerals.

[0013] In this invention, the terms "unit," "device," and "system" do not simply mean physical means, but also include cases where the functions of the "unit," "device," or "system" are realized by software. Furthermore, the functions of one "unit," "device," or "system" may be realized by two or more physical means or devices, or the functions of two or more "units," "devices," or "systems" may be realized by one physical means or device.

[0014] <System Overview> 1 is a diagram showing an example of the configuration of a recruitment introduction support system 100 according to an embodiment of the present invention. An overview of the recruitment introduction support system 100 will be described with reference to FIG.

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

[0016] Employers may be legal entities such as businesses, associations, and schools, or may be individuals.

[0017] A consultant may be a business operator that conducts a business of introducing job seekers to employers (for example, a paid employment placement business), or may be an individual that conducts such a business.

[0018] Employers register job offers in the recruitment support system 100. Hereinafter, information indicating job offers will be referred to as "job offer information."

[0019] The registered job postings are checked, for example, by a consultant. The consultant and job seeker communicate with each other about the job postings, and the consultant introduces job seekers who match the job postings to employers as "candidates" for the job postings through the recruitment support system 100.

[0020] In other words, a "candidate" refers to a job seeker who is deemed to be a good match for a job opening and is introduced to an employer by a consultant.

[0021] Additionally, the recruitment support system 100 may support various procedures carried out between employers and consultants, for example. The "various procedures" may include, for example, registration of a job offer by an employer, a request from an employer to a consultant for recruitment, a recommendation of a candidate by a consultant to an employer, scheduling of a selection process to be carried out by an employer, notification of the selection results from an employer to a consultant, recruitment procedures, and payment of a recruitment fee.

[0022] Since it is inefficient for each employer and each consultant to carry out these various procedures individually, a system that mediates the procedures between the two parties is needed. In order to meet this demand, the recruitment introduction support system 100 according to one embodiment of the present invention operates as an intermediary system that mediates the various procedures between each employer and each consultant.

[0023] Furthermore, consultants may also be able to register job offers using the recruitment support system 100. Other consultants may be able to check the job offers. In other words, consultants who use the recruitment support system 100 may also be able to share information about job offers with each other.

[0024] Furthermore, the recruitment introduction support system 100 may register an evaluation of the consultant's recruitment introduction for each consultant, and calculate a score for recruitment introduction for each consultant based on the registered evaluation. In this way, the recruitment introduction support system 100 makes it possible to easily grasp the credibility (quality) of consultants regarding recruitment introduction. This allows an employer, when requesting a recruitment introduction, to identify a specific consultant with a high degree of credibility from among multiple consultants, for example, a specific consultant who is likely to appropriately introduce the person the employer desires.

[0025] The score is a numerical representation (score) of the consultant's trustworthiness based on an evaluation of the consultant's job introductions and candidate introductions. The score is calculated based on various data related to the consultant. Details of how the score is calculated will be described later, but for example, the score may be calculated based on an evaluation of each consultant's recruitment introductions or information indicating the consultant's past actions in the recruitment support system 100. The score may be managed in association with each individual consultant, or in association with each organization. The score related to an organization may be the average score of each of the multiple people belonging to the organization. The score related to an organization may also be the maximum or minimum score of each of the multiple people belonging to the organization.

[0026] Furthermore, when an employer registers a job offer, the recruitment support system 100 displays to the employer a consultant recommended as a recipient of the job offer, in association with the job offer. This process is requested and executed, for example, by the employer operating an operation object (such as a button display or a check mark) such as "recommend a consultant" after registering the job offer.

[0027] The recommended consultant may be, for example, a consultant who has previously closed a job offer with the same content as the registered job offer. Furthermore, if the employer limits the scope of disclosure of the job offer by designating it as a "private job offer," the consultant with the highest "score" described above may be recommended, for example. In this way, the recruitment support system 100 recommends consultants who will post job offers to the employer based on the specified requirements. The specified requirements may include various requirements or may be a combination of multiple requirements. Details of the recommendation process and the specified requirements will be described later, but the recommended requirements are not limited to those described above.

[0028] This allows employers to use the recruitment support system 100 to formulate a strategy for "which consultant to use" from among multiple consultants depending on the content of the job offer. Furthermore, the recommended consultants may include consultants with whom the employer has never met or done business before, and recruitment between employers and consultants is promoted via the recruitment support system 100.

[0029] The provider of the recruitment support system 100 may provide the recruitment support system 100 to employers and consultants for a fee. In this case, the provider receives a performance-based fee from the employer based on the recruitment or recruitment of personnel. On the other hand, the provider receives a monthly usage fee for the recruitment support system 100 from the consultant. The performance-based fee from the employer may be divided proportionally between the provider and the consultant, or the provider may pay a portion of the performance-based fee received from the employer to the consultant. The monetary transactions related to these system usage fees and performance-based fees may be carried out via the recruitment support system 100. Here, for example, for consultants with high scores, a service may be provided in which the monthly usage fee for the recruitment support system 100 is set low and the share of the performance-based fee is set large, or the timing of payment of the performance-based fee is accelerated.

[0030] <Configuration overview> As shown in FIG. 1, the recruitment support system 100 includes, for example, an employer terminal device 10 operated by an employer, a consultant terminal device 20 operated by a consultant, and a recruitment support device 1 that supports recruitment between employers and consultants, and between consultants themselves, all connected to each other so that they can communicate with each other via a communication network N.

[0031] The communication network N may be, for example, the Internet, a LAN, a telephone line, an in-house network, a mobile communication network, Bluetooth (registered trademark), WiFi (Wireless Fidelity), any other communication line, or a combination thereof, regardless of whether it is wired or wireless. In addition, a plurality of employee terminal devices 10 and a plurality of consultant terminal devices 20 may be included.

[0032] For the sake of explanation, as shown in Figure 1, the consultant terminal device used by a certain consultant A is designated by the symbol "20a." Also, the consultant terminal device used by a different consultant B, who is different from consultant A, is designated by the symbol "20b."

[0033] The recruitment introduction support device 1 may be equipped with a communication interface for wired or wireless communication. The recruitment introduction support device 1 is a device that supports recruitment introductions carried out between employers and consultants. That is, the recruitment introduction support device 1 acquires job information from an employer terminal device 10 via a communication network N. The recruitment introduction support device 1 may share the job information with a consultant terminal device 20.

[0034] Furthermore, the personnel introduction support device 1 may make job information accessible from the consultant terminal device 20a (i.e., make the job available to consultant A) but inaccessible from the consultant terminal device 20b (i.e., do not make the job available to consultant B), for example, according to the above-mentioned specified requirements.

[0035] The employer terminal device 10 is a terminal device used, for example, by an employer (e.g., a company's human resources employee) who wishes to hire personnel. Employers operate the employer terminal device 10 to send job information to the recruitment support device 1, check consultant scores, and check consultants recommended for the job information. The employer terminal device 10 may be equipped with a communication interface for wired or wireless communication. The employer terminal device 10 may also be, for example, a general-purpose personal computer, a smartphone, a tablet terminal, etc.

[0036] The consultant terminal device 20 is a terminal device used by consultants who introduce personnel. For example, consultant A operates consultant terminal device 20a to access job information and confirm the job vacancy indicated in the job information. In this way, each consultant operates consultant terminal device 20 to exchange information related to personnel introduction with employers via the personnel introduction support device 1.

[0037] The consultant terminal device 20 may be provided with a communication interface for wired or wireless communication. The consultant terminal device 20 may be, for example, a general-purpose personal computer, a smartphone, a tablet terminal, or the like.

[0038] <Functional section configuration> Fig. 2 is a diagram showing an example of the configuration of the functional units of the recruitment introduction support device 1 according to one embodiment of the present invention. As shown in Fig. 2, the recruitment introduction support device 1 functionally comprises a communication unit 11 that transmits and receives various information to and from the employer terminal device 10 and the consultant terminal device 20 shown in Fig. 1, a control unit 12 that controls various processes in this embodiment, and a recording unit 13 that records information for executing the various processes or information indicating the execution results of the various processes.

[0039] The recruitment introduction support device 1 is configured, for example, by a server device configured by a computer system, or a cloud server, etc., and is implemented by a software program. The program may be provided by being downloaded from outside the recruitment introduction support device 1 via a predetermined network, or may be provided by various computer-readable information recording media such as CD-ROMs and DVD-ROMs.

[0040] The control unit 12 functionally includes an evaluation registration unit 121, an implementation status information acquisition unit 122, a score calculation unit 123, a job information acquisition unit 124, a determination unit 125, a consent information acquisition unit 126, a display processing unit 127, and an account generation unit 128. Each functional unit will be described below.

[0041] FIG. 3 is a conceptual diagram illustrating an example of an overview of a consultant score calculation process according to one embodiment of the present invention.

[0042] The evaluation registration unit 121 registers evaluations of consultant recruitment services entered by employers. Evaluations of consultants are entered, for example, by the employer operating the employer terminal device 10 on a predetermined evaluation input screen (not shown) for each recruitment service provided by a consultant. The evaluation may be an evaluation of the consultant by the employer in light of the selection process (including document screening and interview selection) conducted on the candidates introduced by the consultant, for example. The method of inputting the evaluation is arbitrary. For example, a multi-level evaluation may be used, where the employer expresses the evaluation using the number of stars (from 1 to 5, for example) on the evaluation input screen. Alternatively, the input method is not limited to multi-level evaluation, and may be text input or voice input.

[0043] Furthermore, the evaluation registration unit 121 may automatically calculate and register an evaluation of the consultant's recruitment introduction, depending on the content of the selection process that the employer conducts on the candidates, or depending on the results of the selection. The content of the selection may be based on, for example, the employer's impressions when selecting the candidates introduced by the consultant, such as whether the "corporate atmosphere and culture are a match," "whether the personality and character are a match," and "whether the experience and skills are a match." The results of the selection may be based on, for example, information on whether the average selection pass rate when candidates are introduced by a certain consultant is higher or lower than the average selection pass rate when candidates are introduced by other consultants.

[0044] Furthermore, the evaluation registration unit 121 may combine evaluation points calculated by the above-mentioned multiple evaluation methods to calculate and register an overall evaluation.

[0045] The evaluation registration unit 121 may record the evaluation registered for each consultant as evaluation information 131 in the recording unit 13 shown in FIG.

[0046] The implementation status information acquisition unit 122 acquires implementation status information, which is information regarding past actions of consultants in the recruitment support system 100. The implementation status information may be recorded in the recording unit 13 as implementation status information 132, for example.

[0047] The past actions refer to, for example, the recruitment introduction support system 100, and indicate the consultant's recruitment introduction activity record that can be grasped from the data on the system.

[0048] Past actions can be classified into categories such as "activity level," "speed of response," and "quality of response," as shown in Figure 3, but are not limited to these categories and can be any activity record of the consultant that can be understood from data obtained by the recruitment support system 100.

[0049] The implementation status information acquisition unit 122 acquires implementation status information from, for example, the recording unit 13. For example, information about "response speed" includes information about the speed at which a consultant sends and receives messages regarding scheduling interviews between employers and candidates for a certain job posting. For example, a consultant who sends and receives messages quickly will have a relatively higher parameter than a consultant who sends and receives messages slowly.

[0050] Furthermore, for example, information regarding "response quality" may include information regarding the rate at which candidates introduced by a consultant are offered a job. The rate may be, for example, the ratio (%) of the number of candidates introduced by a consultant to the number of candidates who actually received a job offer. For example, consultants with a high rate of offer acceptance will have a relatively higher parameter than consultants with a low rate of offer acceptance.

[0051] The implementation status information may also be used for evaluation registration in the evaluation registration unit 121. In this case, the evaluation registration unit 121 may register each evaluation based on the implementation status information acquired by the implementation status information acquisition unit 122.

[0052] For example, the evaluation registration unit 121 may compare the hiring success rate for one or more job openings handled by consultant A during a certain period in the past with the average hiring success rate for one or more job openings handled by each of all consultants during the same period, and if consultant A's hiring success rate is high, when registering the evaluation, the parameters of each evaluation may be calculated to be relatively higher than those of other consultants.

[0053] In this way, the evaluation registered by the evaluation registration unit 121 is not based only on the information registered by the employer's operational input, but can also be registered based on past actions (i.e., activity results that can be grasped on the system), making it possible to ensure the credibility of the calculated score.

[0054] As shown in Figure 3, the score calculation unit 123 calculates a score for each consultant based on at least one of the evaluations registered by the evaluation registration unit 121 and the implementation status information (past actions) acquired by the implementation status information acquisition unit 122.

[0055] The score calculation section 123 may calculate the score using a score calculation function such as that shown in the following equation, for example.

[0056] [formula] C=α-a*e+b*x1+c*x2+d*x3+… Here, C is the score, e is the consultant's evaluation, and x1, x2, x3, etc. are non-evaluation factors that affect the score and are information different from the information about the registered consultant's evaluation.

[0057] That is, x1, x2, x3, etc. are parameters relating to the implementation status information acquired by the implementation status information acquisition unit 122. The parameters only need to be defined in a format applicable to the above formula, and the numerical value of each parameter may be an absolute value, or may be a value normalized by the number of all employers or all clients registered in the recruitment support system 100, etc.

[0058] The score calculation unit 123 may calculate the score by employing a score calculation function that uses predetermined values ​​for each parameter (α, a, b, c, d...). The score calculation unit 123 may also collect past data (C, e, x1, x2, x3...), apply the data to the above formula, and then generate the score calculation function by determining the appropriate parameters (α, a, b, c, d...) through regression analysis or the like. Note that the score calculation function is not limited to the above formula, and may include other functions or relational expressions that define the relationship between the score and the consultant's evaluation.

[0059] When the score calculation unit 123 calculates the score for each consultant, the recording unit 13 may record the score as score information 133 in association with each consultant.

[0060] The job information acquisition unit 124 acquires job information sent from the employer terminal device 10, for example.

[0061] The job information is information indicating a job offer, and includes, for example, basic information such as "company name" and "work location," as well as information on the requirements required of candidates such as "required experience," "qualifications," etc. In other words, the job information may include various information that may be included in a job offer.

[0062] Job information is information indicating job vacancies registered by employers in the recruitment support system 100. D111 in FIG. 4 shows an example of job information. Job information includes, for example, position Da, recruitment background Db, characteristics Dc, number of employees Dd, assigned department De, assigned department details Df, employment type Dg, probationary period Dh, job type Di, occupation Dj, and job content Dk. Position Da is an item indicating the job title representing the job content of the job vacancy. Recruitment background Db is an item indicating the reason for creating the position. Characteristics Dc is an item indicating special notes about the job vacancy. For example, information such as "no experience in the industry required" or "maternity and childcare leave history" may be included to enable a consultant reviewing the job information to search for a suitable candidate. Number of employees Dd is an item indicating the number of employees recruited for the job vacancy. Assigned department De is an item indicating the department to which the candidate will be assigned if hired. Assigned department details Df is an item indicating the personnel composition of the assigned department. For example, the information may include information to inform consultants reviewing job postings about the workplace. The employment status (Dg) indicates the type of employment contract, such as "full-time employee," "contract employee," or "contract work." The probationary period (Dh) indicates the length of the probationary period, if any, after hiring. A probationary period may or may not be included. The job type (Di) indicates the job type of the position. The occupation (Dj) includes the mission of the position and the role at the assigned workplace. Other qualifications required for the position (such as lawyer or patent attorney) may also be listed. The job description (Dk) includes the tasks that arise when a position is filled, as well as the products and information handled in the job. For example, the information may include information that helps consultants reviewing job postings visualize the skills and work-life balance required for the position.

[0063] Furthermore, although not shown, the job information D111 may include information indicating whether the job information is a private job. If the job information has a private attribute, for example, the job information of the corresponding job may not be normally accessible by consultants.

[0064] The determination unit 125 is a functional unit that determines a consultant to be recommended as a recipient of the job information registered by the employer.

[0065] The determination unit 125 may determine a consultant to be recommended as a recipient of the acquired job information based on the acquired job information and job information regarding multiple job openings for which hiring has been completed in the past (hereinafter referred to as "past job information").

[0066] For example, based on the degree of match between the content of the job information and the past job information, the determination unit 125 may determine, among multiple consultants linked to the past job information, a consultant who has a track record of handling job offers with content similar to that of the acquired job information, as a consultant to be recommended as a recipient of the job information. Multiple applicable consultants may be determined.

[0067] The past job information may be recorded as past job information 134 in the recording unit 13 in the recruitment support system 100 as information on job offers that have been successfully filled in the past.

[0068] The past job information includes at least information indicating the consultant who introduced the recruitment for each past job. In addition, the past job information may include the same items as the job information.

[0069] Here, an overview of a mechanism by which the determination unit 125 determines a consultant to be recommended as a recipient of job information disclosure based on the degree of match between the content of the job information and past job information will be described. The degree of match between the content may be obtained using, for example, a language model.

[0070] The language model outputs, for example, several pieces of text indicating the conditions for hiring a candidate from the text of data for each job item contained in the job information to be acquired and multiple pieces of past job information.

[0071] The conditions for hiring a candidate may indicate hurdles to employment, such as required experience, skills, language ability, and qualifications, or may be basic information about the job, such as the position name, work location, and employment type. The output text may be, for example, a group of multiple words contained in the job information, or a word predicted from multiple words contained in the job information.

[0072] The language model may be a model that is trained using the text contained in the past job information and the text to be output as training data.

[0073] For example, the language model outputs information indicating the conditions for hiring a candidate that are included in the acquired job information (hereinafter referred to as "first condition information"). Also, the language model outputs information indicating the conditions for hiring a candidate that are included in each past job information from multiple past job information (hereinafter referred to as "second condition information").

[0074] The determination unit 125 compares the contents of the output first condition information and second condition information, and, for example, identifies past job information that includes second condition information that most closely matches the first condition information, and identifies information about a consultant associated with the identified past job information.

[0075] Furthermore, the determination unit 125 may output, for example, the degree to which the text information of the first condition information and the second condition information matches in % (percentage), or may compare the text information of the first condition information and the second condition information and output the number of matching keywords.

[0076] The determining unit 125 may also determine one or more consultants to be recommended. For example, the determining unit 125 may determine the top one to top five consultants based on the degree of match between the first condition information and the second condition information.

[0077] In this way, the determination unit 125 determines consultants to be recommended as recipients of job information. This makes it possible to identify and recommend consultants who have a track record of closing similar job offers in the past for the job offer registered by the employer.

[0078] In addition, if the job information includes information indicating that the job information is confidential, the determination unit 125 may determine a consultant to be recommended as a recipient of the confidential job corresponding to the job information, based on the score calculated by the score calculation unit 123.

[0079] A private job offer may be a job offer that is made public on a limited basis when an employer sets the corresponding job information to private. For example, an employer may include information such as "whether or not the applicant has overseas experience" or "educational background" in the job information, and may decide to make the job information containing such information private. The criteria for whether or not to make the job information private may be set at the discretion of the employer.

[0080] In this way, the determination unit 125 determines to recommend consultants with high scores as disclosure destinations for undisclosed job offers. This allows employers to disclose job information only to high-quality, trustworthy consultants and conduct recruitment activities.

[0081] Furthermore, the determination unit 125 may determine a consultant to be recommended as a recipient of the job information for a non-public job offer, based on the implementation status information acquired by the implementation status information acquisition unit 122. For example, the determination unit 125 may refer to multiple pieces of past job information and determine a consultant who has successfully hired (or offered) a predetermined number of people during a specific period in the past (for example, the most recent three months) as a consultant to be recommended as a recipient of the job information. Furthermore, when making this determination, the determination unit 125 may also check the score information calculated by the score calculation unit 123, and determine to recommend a consultant who meets the above-mentioned conditions and has a high score.

[0082] Furthermore, the determination unit 125 may determine that only consultants who agree to the terms and conditions for introducing personnel should be recommended as recipients of undisclosed job information.

[0083] A "consultant who agrees to the terms and conditions" refers to, for example, a consultant who operates the consultant terminal device 20 to input an operation agreeing to the terms and conditions regarding the handling of non-public job postings, and then accesses the job posting information.

[0084] The terms and conditions refer to rules that consultants who handle non-public job openings in the recruitment support system 100 must promise, such as "job information will not be made public" and "when introducing personnel for non-public job openings, the introduction will be done confidentially."

[0085] For example, consultant A operates consultant terminal device 20a and clicks the "agree button" on the operation screen to agree to the terms and conditions, thereby transmitting information indicating that he or she agrees to the terms and conditions (hereinafter referred to as "first consent information").

[0086] When the determination unit 125 acquires the first consent information from the consultant terminal device 20a, the determination unit 125 may determine to recommend consultant A as a recipient of the job information of the private job offer registered by the employer.

[0087] The first consent information may be acquired by, for example, a functional unit for acquiring the information from the consultant terminal device 20 (the consent information acquisition unit 126).

[0088] This means that when posting a job with a confidential attribute, only consultants who agree to the rules regarding the handling of confidential job postings will be recommended, allowing employers to choose where to publish their job information with confidence.

[0089] In addition, the determination unit 125 may determine to recommend only consultants who pay a usage fee for a service that supports consultants in recruiting in the recruitment support system 100 (hereinafter referred to as a "paid plan") and who agree to the terms and conditions for conducting recruitment using the paid plan, as recipients of job information.

[0090] A paid plan includes, for example, a service in which a consultant using the recruitment introduction support system 100 pays an appropriate fee to the provider of the recruitment introduction support system 100 and receives support regarding recruitment introduction via the recruitment introduction support device 1.

[0091] The paid plan may be, for example, a function to increase the number of terminals that can be accessed simultaneously for an account used to access the recruitment support device 1 in order to use the recruitment support system 100, a function to increase the number of job information items that can be viewed per month, or a function to view job information with priority over other consultants. Furthermore, the paid plan may include a fee structure in which a number of plans are prepared for using the recruitment support system 100, and an additional fee is added to the basic monthly usage fee to change the grade.

[0092] In this case, "terms" refers to the rules that consultants who use a paid plan to introduce personnel must promise to abide by after paying the fee for the paid plan, such as "using the paid plan to receive system support for introducing personnel" or "using the paid plan to introduce personnel with the aim of closing a hire."

[0093] For example, consultant A operates consultant terminal device 20a and clicks the "agree button" on the operation screen to agree to the terms and conditions, thereby transmitting information indicating that he or she agrees to the terms and conditions (hereinafter referred to as "second consent information").

[0094] When the determination unit 125 acquires the second consent information from the consultant terminal device 20a, it may determine to recommend consultant A as a candidate for the disclosure of job information based on the second consent information and information about consultant A, who is paying the usage fee for the service that supports recruitment introduction. The second consent information may be acquired, for example, by the consent information acquisition unit 126 described above.

[0095] This means that consultants who are recommended in association with job information registered by employers will use a paid plan and will be recommended consultants who meet certain requirements, allowing employers to make job information available to consultants who are expected to actively introduce personnel.

[0096] For example, when the determination unit 125 determines a consultant to recommend as a recipient of job information, the display processing unit 127 is a functional unit that displays the consultant in association with the job information on the job information input screen operated by the employer.

[0097] The following describes an overview of the process of displaying consultant information by the display processing unit 127. Fig. 5 is a diagram showing an example of a screen (job information input screen G1) operated by an employer to input job information.

[0098] For example, an employer accesses the recruitment introduction support device 1 using the employer terminal device 10, and while viewing the recruitment information input screen G1, registers predetermined recruitment information by operating the device. As shown in G1 of Fig. 5, the employer inputs recruitment information corresponding to recruitment X.

[0099] After entering job information and creating job X, the employer performs an operation such as clicking or tapping on an object (e.g., a button display) shown in (a) on the job information input screen G1 to recommend consultants to whom job X should be published.

[0100] Then, as shown in (b) of the job information input screen G1, consultants who are candidates for the disclosure of job X are displayed. The consultants may be displayed, for example, by displaying the reasons for being selected as candidates as "recommendation reasons" in association with the consultants. As described above, the recommendation reasons may indicate the determination logic used by the determination unit 125 when determining which consultant to recommend. Furthermore, the recommendation reasons are not limited to the determination logic of the determination unit 125 described above.

[0101] Furthermore, the display processing unit 127 may display a plurality of consultants recommended as disclosure destinations, as shown in (b) of Fig. 5. Note that, although the consultant display process has been described as being started by an employer's operational input to an object as an example, it is not limited to this, and for example, while the employer is inputting job information on the job information input screen, recommended consultants may be displayed on the screen in real time based on the information being input.

[0102] Next, a description will be given of the account generation unit 128. The account generation unit 128 is a functional unit that executes processing to generate an account for the recruitment introduction support system 100, which enables a specific consultant to access the recruitment introduction support device 1.

[0103] For example, when the account creation unit 128 receives a request to create an account for a specific consultant (hereinafter referred to as an "account creation request") from the employer terminal device 10, it executes a process to create the account.

[0104] The account is basic information (user ID, password, etc.) for a consultant to access the recruitment introduction support device 1. The account creation request may be sent to the recruitment introduction support device 1, for example, by the employer operating the employer terminal device 10 and inputting an operation for an object such as "Create consultant account" displayed on the operation screen.

[0105] The specific consultant who creates an account may be a consultant who does not yet have an account using the recruitment support system 100, or may be a consultant who already has an account. In this case, the consultant may have multiple created accounts.

[0106] Furthermore, based on the account creation request, the account creation unit 128 may create a URL for the consultant to access a screen (account creation screen) where the consultant can create an account by entering his / her own information (user ID, password, etc.). The URL may be sent to the consultant terminal device 20.

[0107] The account generation unit 128 acquires account information (including user ID, password, and other information related to predetermined requirements) from the consultant terminal device 20 based on the consultant's operational input, and generates an account for the consultant based on the account information.

[0108] In addition to the basic information for creating an account, the account creation screen may include the terms and conditions between the employer and the consultant regarding the recruitment contract (a contract to introduce candidates for a job opening) to be concluded between the employer and the consultant. In other words, the terms and conditions are the predetermined requirements for concluding the recruitment contract between the employer and the consultant.

[0109] The predetermined requirements may include a recruitment fee, which may be, for example, a predetermined percentage of the annual salary of the position, to be paid if the position is successfully filled.

[0110] The predetermined requirements may also include rules regarding refunds in the event of early retirement after employment has been established.

[0111] Rules regarding refunds in connection with early retirement (hereinafter referred to as "refund rules") include, for example, refunds of a specified percentage of the recruitment fee depending on the length (or shortness) of a period in which a candidate introduced by a consultant for a job vacancy resigns for personal reasons within a certain period after being hired. Other refund rules may be used as long as they are stipulated in the recruitment contract, and are not limited to these rules.

[0112] The predetermined requirements may also include a requirement that a consultant only introduces talent to an employer that has sent a request to create an account. An account created under this requirement may be access-controlled so that a consultant using the account can introduce talent only to the employer that sent the request to create the account in the recruitment support system 100. This allows the consultant to work exclusively for the employer by using the corresponding account.

[0113] Furthermore, the parameters of the specified requirements may be fixed in advance (unchangeable by the consultant) in the account creation request. Alternatively, the parameters of the specified requirements may be adjustable by the consultant within a predetermined range on the account creation screen. This allows the account to be created taking the specified requirements into consideration when concluding a recruitment contract, eliminating the need to coordinate with the consultant regarding the specified requirements.

[0114] The predetermined requirements may be set, for example, taking into consideration the consultant's score. For example, for a consultant with a high score, the recruitment commission rate may be set high, or the refund rule amount may be set low. Furthermore, the adjustment range of the parameters may vary depending on the score. This provides a mechanism that takes the consultant's score into consideration when adjusting the content of the recruitment contract when creating an account, making coordination between employers and consultants flexible and providing a mechanism that supports high-quality consultants.

[0115] In addition, the specified requirements may be any items that are taken into consideration when concluding a recruitment contract, and are not limited to those mentioned above.

[0116] The recording unit 13 records various types of information. As shown in Fig. 2, the recording unit 13 may record, for example, information related to the evaluation registered by the evaluation registration unit 121 as evaluation information 131. The recording unit 13 may also record information related to the implementation status acquired by the implementation status information acquisition unit 122 as implementation status information 132. The recording unit 13 may also record the score calculated by the score calculation unit 123 for each consultant as score information 133. The recording unit 13 may also record past job information 134 related to past job information.

[0117] <Displaying recommended consultants> An example of a process for displaying consultants recommended as recipients of job information according to an embodiment of the present invention will be described with reference to Fig. 6. Fig. 6 is a flowchart showing an example of this process.

[0118] As a premise, in the process of displaying recommended consultants, recruitment introduction support application software including this process is downloaded from, for example, a predetermined site on a network or a recording medium, and stored in an executable manner on the recruitment introduction support device 1 shown in Figure 1. Then, when an instruction to run the recruitment introduction support application software is given, program operation based on this software begins. Note that the software is also run in advance on the employer terminal device 10 and the consultant terminal device 20 so that they operate appropriately as elements of the recruitment introduction support system 100.

[0119] The recruitment introduction support device 1 acquires job information from the employer terminal device 10 (Step S11). The job information may include first condition information. The job information may also include information indicating that the job is a private job.

[0120] The recruitment introduction support device 1 determines a consultant to be recommended as a recipient of the acquired job information based on the degree of match between the first condition information and the second condition information of the past job information (step S12). When the recruitment introduction support device 1 determines a consultant, it may do so based on the score of each consultant described above. It may also do so based on implementation status information. Alternatively, it may do so based on the first consent information or the second consent information.

[0121] The recruitment introduction support device 1 acquires a request to display consultants recommended as recipients of job information based on an operational input by the employer to the employer terminal device 10 (step S13).

[0122] The recruitment introduction support device 1 displays the consultant recommended as a recipient of the job information on the display unit of the employer terminal device 10 in association with the job information (step S14). At this time, the recruitment introduction support device 1 may display the basis for recommending the consultant as a recipient of the job information in association with information indicating the consultant.

[0123] In this way, the recruitment introduction support device 1 recommends consultants to publish for job postings registered by employers. This allows employers to identify the most appropriate consultant depending on the content of the job posting to be registered, and helps employers decide "which consultant to use (which consultant to publish the job posting to)." In other words, this allows employers to improve the quality of their recruitment activities for each job posting.

[0124] <Account issuance process> An example of a process according to one embodiment of the present invention for generating an account for a specific consultant to access the recruitment introduction support device 1 will be described with reference to Fig. 7. Fig. 7 is a flowchart showing an example of this process.

[0125] The recruitment introduction support device 1 acquires an account creation request from the employer terminal device 10 based on an operational input by the employer (step S21).

[0126] The recruitment introduction support device 1 creates a URL for accessing the account creation screen and sends it to the consultant terminal device 20 (step S22). Note that when creating an account, it is required that the employer and the consultant conclude a recruitment introduction contract via the recruitment introduction support system 100, and further, predetermined requirements for concluding the contract may be set.

[0127] The recruitment introduction support device 1 acquires account information from the consultant terminal device 20 based on the consultant's operational input on the account creation screen (step S23).

[0128] The recruitment introduction support device 1 creates the account (step S24).

[0129] This allows for the addition of a new account for a consultant that can use the recruitment support system 100, on the condition that the consultant concludes a recruitment contract with an employer. In addition, certain requirements may be set for account creation, which can reduce the effort required for adjustments when making a contract between a consultant and an employer.

[0130] <First Modification> Below, we will explain a modified example of the personnel introduction support device 1 according to one aspect of the present invention. We will only explain the configuration that differs from the configuration of the personnel introduction support device 1 described above, and unless otherwise specified, it will be assumed that the configuration is the same as the personnel introduction support device 1 described above.

[0131] In the modified example, when the input job information contains undesirable wording (hereinafter referred to as "words of caution"), the inputted words of caution are displayed on the display unit on the job information input screen.

[0132] Words of caution refer to expressions, displays, phrases, etc. that are undesirable for use in job advertisements. Words of caution include gender-discriminatory and age-discriminatory expressions as defined by the Equal Employment Opportunity Act and the Employment Measures Act. For example, the expression "Housewives welcome" is prohibited (although "Housewives (husbands) welcome" is acceptable), and therefore falls under the category of words of caution.

[0133] Furthermore, the caution words are not limited to legal terms, but may include, for example, words that an employer or consultant, at their own discretion, recognizes as undesirable.

[0134] The display processing unit 127, for example, refers to the caution word information 135 that stores a plurality of caution words stored in the recording unit 13, and when the job information entered by the employer on the job information input screen contains a word that corresponds to a caution word, indicates that the word may correspond to the caution word. The manner of indicating that the entered word is a caution word may be any manner that indicates that a caution word may have been entered, and for example, the word may be highlighted in bold, or a speech bubble may be provided for the word to indicate which of the caution words it corresponds to.

[0135] This allows employers to check relatively easily whether undesirable wording is being used in the job information they enter. Even if an employer recognizes a word that is a cautionary word, there may be cases where the prohibition does not apply, so it is up to the employer to make the final decision on whether to actually correct the wording.

[0136] <Second Modification> Next, a second modified example of the personnel introduction support device 1 according to an embodiment of the present invention will be described. Only the configurations that are different from the configuration of the personnel introduction support device 1 described above will be described, and unless otherwise specified, it will be assumed that the configuration is the same as the personnel introduction support device 1 described above.

[0137] The recruitment introduction support device according to the second modification displays, for example, the estimated annual salary of the job offer on the display unit in accordance with the content of the job offer information that is input.

[0138] For example, if there is past job information similar to the job information being input, the display processing unit 127 refers to the annual salary information contained in the past job information and displays an appropriate annual salary corresponding to the job information being input in association with the job information.

[0139] The similarity of job information and past job information means that, for example, the contents of each piece of information, such as the position name and job content, are the same or similar.

[0140] For example, the display processing unit 127 may refer to the first condition information and the second condition information for the position in the input job information and display the average annual salary registered for jobs recruiting for a similar position in association with the job information. Furthermore, the displayed annual salary information is not limited to the average value of multiple past job information pieces, but may also be the maximum or minimum value among the multiple past job information pieces. Furthermore, if the first condition information is more stringent than the second condition information, even for a similar position, the display processing unit 127 may display a higher annual salary in association with the past job information pieces.

[0141] This allows the annual salary amount to be displayed in association with the job information entered, allowing employers to create job postings while keeping in mind the going rate annual salary for the position corresponding to the job information they enter.

[0142] <Other embodiments> The above-described embodiments are provided to facilitate understanding of the present invention and are not to be construed as limiting the present invention. The present invention may be modified or improved (for example, by combining the embodiments or omitting some of the components of the embodiments) without departing from the spirit thereof, and the present invention also includes equivalents thereof.

[0143] A learning algorithm may be used for score calculation. For example, the recruitment support device 1 associates the "input" (e.g., at least one of the registered evaluations and the acquired action information) and the "output" (e.g., the calculated score) shown in FIG. 3 with each other and uses them as training data (learning data) to train a score calculation function according to the above formula. The recruitment support device 1 may generate a learning model for the score calculation function. The recruitment support device 1 may calculate a score using the generated learning model. The recruitment support device 1 may strengthen (update) the learning model periodically or at any timing through second learning using learning data including results calculated using the generated learning model. Note that the recruitment support device 1 may generate the learning model from a network structure including, for example, a convolutional neural network (CNN). The recruitment support device 1 may have a network structure in which, in addition to the CNN, a recurrent neural network (RNN) is further combined. Note that the network structure may have a configuration other than the above. Furthermore, as for the neural network, a neural network other than CNN and RNN may be adopted.

[0144] The recorded evaluation information may include, for example, an evaluation of a consultant by the business entity that provides the recruitment support system 100 (hereinafter referred to as the "operator"). In other words, a consultant's score may be calculated taking into account not only the employer's evaluation but also the evaluation of the operator of the recruitment support system 100. The operator may access the recruitment support device 1 from a terminal device and input information evaluating the consultant on an evaluation input screen (not shown) for a certain consultant. The evaluation may be input manually by the operator or automatically. If the evaluation is input manually, for example, the operator may input information on the evaluation input screen, such as "Are there any problems with paying the system usage fee?", "Are refund rules being complied with?", and "How often is the system used?" from the perspective of the operator of the recruitment support system. If the evaluation is input automatically, for example, the operator may evaluate the consultant on "activity level," "speed of response," and "quality of response" based on the implementation status information shown in FIG. 3. This allows the operator's evaluation to be included in the consultant's evaluation, allowing the operator to independently evaluate consultants, not just from the perspective of the employer or system usage, thereby further activating the link between employers and consultants regarding job information.

[0145] <Summary> The recruitment introduction support device 1 comprises a job information acquisition unit 124 that acquires job information related to job openings based on an employer's operational input; a determination unit 125 that determines which recruitment introducers are candidates to whom the job information will be disclosed from among multiple recruitment introducers who have handled multiple job openings, based on the degree of agreement between first condition information contained in the job information that indicates the conditions for hiring a candidate and second condition information contained in past job information related to multiple job openings for which hiring has been completed in the past, and a display processing unit 127 that displays information indicating the candidate recruitment introducers and information indicating the basis for selecting the recruitment introducers as candidates, in association with the job information.

[0146] This allows job postings to be made available to consultants with a track record of handling similar job postings. In this way, consultants are recommended based on the content of the job posting, allowing employers to formulate strategies for deciding which consultant to use, facilitating recruitment introductions between employers and consultants.

[0147] The recruitment support device 1 further includes an evaluation registration unit 121 that registers, for each recruitment agent, an evaluation of the recruitment introduction carried out between the employer and the recruitment agent, and a score calculation unit 123 that calculates a score related to the recruitment introduction for each recruitment agent based on the registered evaluation, wherein the job information includes information indicating that the job information is not public, the determination unit 125 determines, based on the score, recruitment agents that are candidates to whom the job information should be disclosed, and the display processing unit 127 displays information indicating the candidate recruitment agents in association with the job information.

[0148] This allows employers to make registered job information available to consultants with high scores.

[0149] The recruitment support device 1 further includes an implementation status information acquisition unit 122 that acquires implementation status information indicating the past implementation status of recruitment introduction by recruitment introducers, a determination unit 125 that determines recruitment introducers that are candidates to whom the job information will be disclosed based on the implementation status information for a specific period in the past, and a display processing unit 127 that displays information indicating the candidate recruitment introducers in association with the job information.

[0150] This allows employers to make job information available to consultants who have a specified track record over a specified period of time.

[0151] The recruitment support device 1 further includes a consent information acquisition unit 126 that acquires first consent information indicating agreement to the terms and conditions for providing recruitment information for undisclosed job postings based on operational input from the recruitment agent, and the determination unit 125 determines recruitment agents that are candidates to whom the job posting information will be made public based on the first consent information, and the display processing unit 127 displays information indicating the candidate recruitment agents in association with the job posting information.

[0152] This allows employers to decide whether to disclose job information that has been kept private to consultants who meet certain requirements, allowing employers to choose with confidence who to disclose their job information to.

[0153] In addition, the recruitment support device 1 further includes a consent information acquisition unit that acquires second consent information indicating agreement to the terms and conditions regarding the use of job information via the service, based on operational input from a recruitment agent who is paying the usage fee for the recruitment support service, and the determination unit 125 determines recruitment agents who are candidates to whom the job information will be disclosed, based on the information of the recruitment agent who is paying the usage fee for the service and the second consent information, and the display processing unit 127 displays information indicating the candidate recruitment agents in association with the job information.

[0154] This allows us to provide a system for publishing job information to consultants who use paid plans.

[0155] In addition, the display processing unit 127 displays an operation object for executing a process to conclude a contract with a specific recruitment agent to introduce a candidate for the job vacancy indicated by the job information under specified conditions, and the recruitment introduction support device 1 further includes an account generation unit 128 that executes a process to generate an account that can be used by the specific recruitment agent based on an operation input to the operation object, and the specified conditions include the amount of introduction fee set by the employer to be paid by the employer to the recruitment agent.

[0156] This allows the employer to adjust the contents of the recruitment contract with the consultant and issue an account to the consultant, giving the employer the opportunity to receive recruitment introductions from the consultant and eliminating the need to go through the trouble of adjusting the contents of the contract.

[0157] In addition, based on the warning word information, which is information on undesirable words that should not be included in job information, if the job information entered by the employer contains undesirable words, the display processing unit 127 displays on the display unit that the words are being used.

[0158] This makes it relatively easy for employers to register job offers while checking whether the job information they enter contains any problematic wording.

[0159] Furthermore, the display processing unit 127 displays information indicating the amount of the expected annual salary according to the job information input by the employer, in association with the job information, based on the second condition information.

[0160] This allows employers to input job information while keeping in mind the going rate annual salary for the position they are recruiting for. [Explanation of symbols]

[0161] 1...Recruitment introduction support device, 10...Employer terminal device, 20...Consultant terminal device, 11...Communication unit, 12...Control unit, 13...Recording unit, 121...Evaluation registration unit, 122...Implementation status information acquisition unit, 123...Score calculation unit, 124...Recruitment information acquisition unit, 125...Determination unit, 126...Consent information acquisition unit, 127...Display processing unit, 128...Account generation unit, 100...Recruitment introduction support system

Claims

1. a job information acquisition unit that acquires job information related to job openings based on an operation input by an employer; a determination unit that determines, based on the degree of agreement between first condition information, which is included in the job information and indicates conditions for hiring a candidate, and second condition information, which is included in past job information related to multiple job openings for which hiring has been completed, and indicates conditions for hiring a candidate, from among multiple job openings that have been handled by the multiple job openings, which recruitment introducers are candidates to whom the job opening information will be disclosed; a display processing unit that displays information indicating the candidate recruitment agents and information indicating the basis for selecting the candidate recruitment agents in association with the job information; A personnel introduction support device comprising:

2. an evaluation registration unit that registers evaluations of recruitment introductions conducted between employers and recruitment introducers for each recruitment introducer; and a score calculation unit that calculates a score related to the recruitment introduction for each recruitment introducer based on the registered evaluation. The job information is Including information indicating that the job information is not publicly available, The determination unit determines, based on the score, recruitment agents who are candidates for recipients of the job information, The display processing unit displaying information indicating the candidate recruiters in association with the job information; The personnel introduction support device according to claim 1.

3. Further, an implementation status information acquisition unit acquires implementation status information indicating the past implementation status of the recruitment introducer regarding the recruitment introduction, The determination unit Determine candidate recruitment agencies to whom the job information will be disclosed based on the implementation status information for a specific period in the past; The display processing unit displaying information indicating the candidate recruiters in association with the job information; 3. The personnel introduction support device according to claim 2.

4. The system further includes a consent information acquisition unit that acquires first consent information indicating consent to the terms and conditions for providing recruitment services to undisclosed job openings, based on an operation input by the recruitment agent; The determination unit determining, based on the first consent information, recruitment agencies that are candidates for disclosure of the job information; The display processing unit displaying information indicating the candidate recruiters in association with the job information; 3. The personnel introduction support device according to claim 2.

5. The system further includes a consent information acquisition unit that acquires second consent information indicating consent to the terms and conditions for use of the job information via the service, based on an operation input by a recruitment agent who is paying a service fee for supporting recruitment introduction; The determination unit Determine candidate recruitment agencies to whom the job information will be disclosed based on information about the recruitment agencies that are paying the service fees and the second consent information; The display processing unit displaying information indicating the candidate recruiters in association with the job information; 3. The personnel introduction support device according to claim 2.

6. The display processing unit displaying an operation object for executing a process to conclude a contract with a specific recruitment agent to introduce a candidate for the job vacancy indicated by the job vacancy information under predetermined conditions; an account generation unit that executes a process of generating an account that can be used by the specific recruitment introducer based on an operation input to the operation object; The predetermined requirements are: including the amount of the placement fee to be paid by the employer to the recruitment agent, as set by said employer; 3. The personnel introduction support device according to claim 2.

7. The display processing unit Based on cautionary word information, which is information on undesirable words to be included in job information, if the job information input by the employer contains such words, the display unit indicates that such words are used.

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

8. The display processing unit and displaying information indicating an expected annual salary amount according to the job information input by the employer based on the second condition information in association with the job information. The personnel introduction support device according to claim 7.

9. The computer obtaining job information regarding a job opening based on an employer's operational input; Based on the degree of agreement between first condition information, which is included in the job information and indicates the conditions for hiring a candidate, and second condition information, which is included in past job information related to multiple job openings for which hiring has been completed in the past, and indicates the conditions for hiring a candidate, determining which recruitment introducers are candidates to whom the job opening information will be disclosed, from among multiple recruitment introducers who have handled the multiple job openings; Displaying information indicating the candidate recruitment agents and information indicating the basis for selecting the candidate recruitment agents in association with the job information; Recruitment support methods including:

10. On the computer, obtaining job information regarding a job opening based on an employer's operational input; Based on the degree of agreement between first condition information, which is included in the job information and indicates the conditions for hiring a candidate, and second condition information, which is included in past job information related to multiple job openings for which hiring has been completed in the past, and indicates the conditions for hiring a candidate, determining which recruitment introducers are candidates to whom the job opening information will be disclosed, from among multiple recruitment introducers who have handled the multiple job openings; Displaying information indicating the candidate recruitment agents and information indicating the basis for selecting the candidate recruitment agents in association with the job information; A program that executes the following.

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