Program, information processing apparatus, and method

Abstract

To provide a program, an information processor and a method for urging matching between a job offerer and a job seeker while reducing the risk of an agent of employment business.SOLUTION: A program for causing a server including a processor and a memory to execute, the server being used by a user who is an agent who acts for employment of a job applicant from a standpoint of a job recruiter on behalf of the job recruiter, the program causing a storage unit to store a plurality of stages until the job applicant is employed by the job recruiter and information on the job applicant for each of the stages in association with each other, the program causes the processor to execute a step of referring to the information of the job applicant from the storage unit, and a step of determining a reward to the agent according to an event for shifting the plurality of stages of the job applicant to a direction adopted by the job recruiter.SELECTED DRAWING: Figure 9

Description

[Technical Field]

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

[0002] Patent Document 1 describes a "recruitment support device that supports recruitment introductions carried out between a recruiter and one or more recruitment agents, and includes an evaluation registration unit that registers the recruitment agent's evaluation of the recruitment introduction for each of the recruitment agents, and a score calculation unit that calculates a credit score for the recruitment introduction for each of the recruitment agents based on the registered evaluations." [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Patent Publication No. 2021-190042 Summary of the Invention [Problem to be solved by the invention]

[0004] The technology described in Patent Document 1 can match talent with recruiters seeking to hire them. However, the fee structure requires the introducer to pay a fee only if the recruiter decides to hire the candidate; the introducer does not receive a fee until the candidate is hired. This creates a significant risk for the introducer, even if the introducer reviews the job seeker's profile and conducts interviews at the time of application. In particular, agents who handle the recruitment of job seekers on behalf of the recruiter risk not receiving compensation if the recruiter repeatedly fails to hire a candidate, despite the financial and time costs incurred. Furthermore, if the compensation structure for the recruitment process itself, in which the recruiter pays the agent a fixed commission fee regardless of whether the candidate is hired, could actually hinder the matching of recruiters and job seekers.

[0005] Therefore, the present disclosure provides a technology that can promote matching between employers and job seekers while reducing the risks for agents in recruitment operations. [Means for solving the problem]

[0006] According to one embodiment, there is provided a program for causing a computer having a processor and a memory to execute, the computer being used by an agent user who acts on behalf of an employer in recruiting job seekers, the computer having a memory unit that stores information on the job seeker in association with a plurality of stages through which the job seeker is recruited by the employer, the information on the job seeker for each of the stages being managed, the program causing the processor to execute the steps of: referencing the information on the job seeker from the memory unit; and determining compensation to the agent depending on events that move the job seeker through the plurality of stages toward being recruited by the employer. [Effects of the Invention]

[0007] According to the present disclosure, by reducing the risks to the recruitment agent while setting incentives for the recruitment agent to perform the work, it is possible to promote matching between employers and job seekers. [Brief explanation of the drawings]

[0008] [Figure 1] FIG. 1 is a diagram showing the overall configuration of a system 1. [Figure 2] FIG. 2 is a diagram showing the functional configuration of the server 10. As shown in FIG. [Figure 3] FIG. 3 is a diagram showing the functional configuration of the agent terminal 20. As shown in FIG. [Figure 4] FIG. 4 is a diagram showing the data structure of the database. [Figure 5] FIG. 5 is a diagram showing the data structure of the database. [Figure 6] FIG. 6 is a diagram showing the data structure of the database. [Figure 7] FIG. 7 is a diagram showing the data structure of the database. [Figure 8] FIG. 8 is a diagram showing the data structure of the database. [Figure 9] FIG. 9 is a diagram showing an example of the flow of processing in the system 1. [Figure 10] FIG. 10 is a diagram showing an example of the flow of processing in the system 1. [Figure 11] FIG. 11 is a diagram showing an example of the flow of processing in the system 1. [Figure 12] FIG. 12 is an example of a screen displayed on the agent terminal 20. [Figure 13] FIG. 13 is an example of a screen displayed on the agent terminal 20.

[0009] Hereinafter, an embodiment of the present invention will be described with reference to the drawings. In the following description, the same components are denoted by the same reference numerals. The names and functions of the components are also the same. Therefore, detailed description thereof will not be repeated.

[0010] <1. First embodiment> <1.1. Overall configuration of System 1> The system 1 is a system for realizing an environment for performing the recruitment work according to the present disclosure. Fig. 1 is a diagram showing the overall configuration of the system 1.

[0011] 1, system 1 includes server 10, agent terminal 20, and recruiter server 30. Server 10, agent terminal 20, and recruiter server 30 are communicatively connected via network 80. The server 10 is a device that determines the remuneration to the agent. The server 10 is realized by a desktop personal computer (PC), a laptop PC, or the like.

[0012] As shown in FIG. 1, the server 10 includes a communication IF 12, an input / output IF 13, a memory 15, a storage 16, and a processor 19.

[0013] The communication IF 12 is an interface for inputting and outputting signals so that the server 10 can communicate with external devices. The input / output IF 13 functions as an interface with an input device for receiving input operations from a user and an output device for presenting information to the user. The memory 15 is for temporarily storing programs and data processed by the programs, etc., and is a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage 16 is a storage device for saving data, such as a flash memory or an HDD (Hard Disc Drive). The processor 19 is hardware for executing an instruction set written in a program, and is composed of an arithmetic unit, registers, peripheral circuits, etc.

[0014] The agent terminal 20 is a device operated by a user of an agent who performs recruitment work on behalf of the agent. The agent terminal 20 is a computer connected to a network 80.

[0015] The agent terminal 20 is realized by a mobile terminal such as a smartphone or tablet compatible with a mobile communication system, or a stationary personal computer (PC), laptop PC, or the like.

[0016] As shown in FIG. 1, the agent terminal 20 includes a communication IF 22, an input / output IF 23, a memory 25, a storage 26, and a processor 29.

[0017] The communication IF 22 is an interface for inputting and outputting signals so that the agent terminal 20 can communicate with external devices. The input / output IF 23 functions as an interface with an input device for accepting input operations from a user and an output device for presenting information to the user. The memory 25 is for temporarily storing programs and data processed by the programs, etc., and is a volatile memory such as a DRAM (Dynamic Random Access Memory). The storage 26 is a storage device for saving data, such as a flash memory or an HDD (Hard Disc Drive). The processor 29 is hardware for executing an instruction set written in a program, and is composed of an arithmetic unit, registers, peripheral circuits, etc.

[0018] The recruiter server 30 is a server managed by the recruiter.

[0019] Similar to the server 10, the recruiter server 30 includes a communication IF, an input / output IF, a memory, a storage, and a processor (not shown).

[0020] <1.2. Functional Configuration of Server 10> 2 is a diagram showing the functional configuration of the server 10. As shown in FIG. 2, the server 10 functions as a communication unit 101, a storage unit 102, and a control unit 103.

[0021] The communication unit 101 performs processing for the server 10 to communicate with external devices.

[0022] The storage unit 102 stores data and programs used by the server 10. The storage unit 102 also stores and manages a plurality of stages until a job seeker is hired by a recruiter, and information on the job seeker for each stage in association with each other. Specifically, the storage unit 102 stores a management DB (database) 121, a hiring status DB 122, and the like.

[0023] The following describes the data structures of the management DB 121 and the employment status DB 122 stored in the server 10 shown in Figures 3 and 4. Figures 3 and 4 are diagrams showing the data structures of each database.

[0024] The management DB121 includes the items "job seeker ID", "agent ID", "application stage status", "interview stage status", "hiring stage status", "hiring date", and "settlement assessment". The item "job seeker ID" is information for identifying a job seeker.

[0025] The item "agent ID" is information for identifying an agent.

[0026] The item "application stage status" is the status of the application stage at which applications are accepted from job seekers.

[0027] Specifically, the item "application stage status" stores the application stage status, such as the status when an application has been received or the status of progress toward hiring.

[0028] The item "Interview stage status" is the status of the interview stage in which a job seeker is interviewed.

[0029] Specifically, the item "interview stage status" stores the status of the interview stage, such as not yet reached, the status of adjusting the interview schedule, or the status of moving towards employment.

[0030] The item "recruitment stage status" is the status of the recruitment stage in which a job seeker is hired as an employer.

[0031] Specifically, the item "adoption stage status" stores the status of the adoption stage, such as a state where the adoption stage has not been reached, a state where the adoption stage is progressing, and the like.

[0032] As such, the technology of the present disclosure includes multiple stages until a job seeker is hired by a recruiter, including an application stage in which the job seeker applies, an interview stage in which the job seeker is interviewed, and a hiring stage in which the job seeker is hired as the recruiter. Furthermore, in the present disclosure, hiring does not mean that an agent conducts hiring activities for a job seeker under a title different from that of the recruiter, but rather that the agent conducts hiring activities for a job seeker under the title of the recruiter. Having an agent conduct hiring activities directly under the title of the recruiter makes it easier for job seekers to stay with the recruiter than indirect hiring through temporary staffing or other methods, thereby increasing the retention rate.

[0033] The item "Date of employment" is the date on which the job seeker was employed by the employer.

[0034] Specifically, the item "Date of Hiring" stores the specific date on which the job seeker was hired by the employer.

[0035] The item "Retention Determination" is information indicating whether the job seeker has been retained by the employer.

[0036] The employment status DB 122 includes the items "job seeker ID", "employer ID", "employment stage", "date", "agent ID", and "remuneration". The item "job seeker ID" is information for identifying a job seeker.

[0037] The item "Employer ID" is information for identifying the employer.

[0038] The item "employment stage" is information indicating the employment stage of the job seeker with respect to the employer.

[0039] Specifically, the item "recruitment stage" stores information indicating the stage of employment, such as application stage, interview stage, employment stage, and already hired.

[0040] The item "Date" is a date related to the item "Recruitment Stage."

[0041] Specifically, the "Date" field stores the date on which the corresponding stage ended for each stage. For example, for the application stage, the date on which it was decided whether or not to proceed to the next selection stage, the interview stage, is entered.

[0042] The item "agent ID" is information for identifying an agent.

[0043] The item "remuneration" is the remuneration for the item "recruitment stage."

[0044] Specifically, the item "remuneration" stores the remuneration to the agent determined for each stage according to the event that moves the job seeker toward employment.

[0045] The control unit 103 performs functions shown as various modules by the processor of the server 10 performing processing according to the program. The control unit 103 performs functions as a reception control unit 131, a transmission control unit 132, a registration unit 133, a reference unit 134, a comparison unit 135, a determination unit 136, and a presentation unit 137.

[0046] The reception control unit 131 controls the processing by which the server 10 transmits and receives signals to and from external devices in accordance with a communication protocol.

[0047] The transmission control unit 132 controls the process in which the server 10 transmits a signal to an external device in accordance with a communication protocol.

[0048] The registration unit 133 associates a plurality of stages that a job seeker goes through until he or she is hired by a recruiter with information about the job seeker for each of the stages, and registers the information in the management DB 121 and the hiring status DB 122. The reference unit 134 references the management DB 121, the hiring status DB 122, and an external DB. The external DB is, for example, the DB of the agent terminal 20 and the DB of the recruiter server 30. The comparison unit 135 compares the profile information of the job seeker who applied with the hiring conditions of the employer. The job seeker's profile information includes the job seeker's date of birth, qualifications, work history, etc. The job seeker's profile information may be obtained by any method, such as when the job seeker receives a notification from an agent that an application has been made, and from that notification.

[0049] The hiring conditions include, for example, age, qualifications, and years of experience. The hiring conditions of the recruiter may be obtained by any method, such as by obtaining them from a notification when the recruiter receives a notification from the agent that an application has been received.

[0050] Specifically, the comparison unit 135 determines whether the profile information satisfies the hiring conditions of the employer. If the result of the determination indicates that the hiring conditions are not met, the comparison unit 135 prevents the job seeker from proceeding to the interview stage. Specifically, the comparison unit 135 prevents the job seeker from proceeding to the interview stage by, for example, having the presentation unit 137 present a message to the agent indicating that the job seeker does not satisfy the hiring conditions.

[0051] Furthermore, if the employment conditions are met, the comparison unit 135 prompts the agent to adjust the date of the interview for the job seeker. Specifically, the comparison unit 135 prompts the agent to adjust the date of the interview by, for example, having the presentation unit 137 present to the agent a message indicating that the job seeker meets the employment conditions and therefore the date should be adjusted.

[0052] The determination unit 136 determines the compensation to be paid to the agent in accordance with the events that move the job seeker through multiple stages toward being hired by the recruiter. Specifically, the determination unit 136 determines the compensation to the agent based on the job seeker's progress toward being hired, rather than just a fixed compensation that is not related to the number of hires, which is the recruitment activity of the employer.

[0053] Furthermore, the determination unit 136 determines a larger remuneration for a stage closer to hiring among the multiple stages. For example, the determination unit 136 determines the remuneration so that the remuneration determined for the interview stage is larger than the remuneration determined for the application stage. In the technology disclosed herein, the remuneration is determined in advance by contract so that the remuneration is larger for a stage closer to hiring, and an example will be described in which the remuneration is managed by the recruiter.

[0054] Furthermore, when the result of the determination by the comparison unit 135 is that the hiring conditions are not satisfied, the determination unit 136 may determine that the compensation to the agent will be less than the compensation that would be determined if the result of the determination was that the hiring conditions are satisfied, or that the compensation to the agent will be zero. This is because if the job seeker who presented the job seeker to the agent as not satisfying the hiring conditions were to receive a normal compensation if he or she proceeded to the next hiring stage, this would deviate from the purpose of reducing the risk to the agent, cause a disadvantage to the employer, and go against the purpose of promoting matching between job seekers and employers.

[0055] Furthermore, if a job seeker is employed by a recruiter for a predetermined period after the recruiter has employed the job seeker, the determination unit 136 determines the amount of compensation to be paid in accordance with the job seeker's retention with the recruiter. Specifically, when the determination unit 136 receives a notification from the agent terminal 20 or the like that a predetermined period of time has passed since the job seeker was hired by the recruiter, the determination unit 136 checks the date on which the job seeker was hired by the recruiter by referring to the hiring status DB 122. The predetermined period of time may be set as follows: Any period, e.g., 3 months, 6 months, 1 year, 3 years, etc. The probationary period set by the employer in the employment regulations, etc., or the combined period of the probationary period and an optional period (for example, the probationary period is three months, and the employee is considered to have settled in after an optional three-month period). The determination unit 136 determines whether the current date is a predetermined period of time since the date of hire. If the predetermined period of time has passed, the determination unit 136 records the job seeker in the management DB 121 as having been retained by the recruiter. The determination unit 136 acquires a reward for the retention from the recruiter server 30. The determination unit 136 determines a reward to be paid to the agent for the retention in accordance with the acquired reward. The determination unit 136 may determine that the reward to be paid to the agent for the retention is greater than the rewards paid at each stage until the job seeker is hired (see FIG. 8). This encourages agents to hire job seekers who are expected to be retained by the recruiter, thereby further promoting matching between recruiters and job seekers.

[0056] The determination unit 136 may set multiple retention periods and determine the remuneration for the agent multiple times. In this case, the determination unit 136 may determine the remuneration for a longer retention period to be greater than the remuneration for a shorter retention period.

[0057] The presentation unit 137 presents the result of the comparison made by the comparison unit 135 to the agent. Specifically, the presentation unit 137 presents the comparison result to the agent by transmitting the comparison result to the agent terminal 20.

[0058] Furthermore, the presenting unit 137 presents to the agent, out of multiple job seekers who have applied, job seekers who meet the employment conditions in preference to job seekers who do not meet the employment conditions. Specifically, the presentation unit 137 presents to the agent job seekers who meet the hiring conditions in preference to job seekers who do not meet the hiring conditions, and performs the following when presenting a list of job seekers to the agent. · Display job seekers who meet your hiring criteria at the top - Show job seekers who meet your criteria by distinguishing them from those who do not (by highlighting them in different colors, bolding, etc.) Show job seekers who meet your criteria, but hide those who don't Furthermore, the presentation unit 137 may present job seekers who meet the hiring conditions to the agent in priority over job seekers who do not meet the hiring conditions, and when displaying information about job seekers in card format or the like, may display job seekers who meet the hiring conditions in a higher layer than job seekers who do not meet the hiring conditions (displaying a card showing information about a job seeker who does not meet the hiring conditions behind a card showing information about a job seeker who meets the hiring conditions).

[0059] FIG. 12 is an example of a screen displayed on the agent terminal 20.

[0060] Screen 1200 is an example of a screen that displays the results of comparing the profile information of a job seeker who has applied with the hiring conditions of a recruiter.

[0061] The screen 1200 displays, among multiple job seekers who have applied, those who meet the hiring conditions with priority.

[0062] A text box 1201 is a text box that displays the comparison results for job seekers who meet the hiring conditions.

[0063] A text box 1202 is a text box for displaying the comparison results in the case of job seekers who do not meet the hiring conditions.

[0064] A text box 1201 that displays the comparison results of job seekers who meet the hiring conditions is displayed with priority over a text box 1202 that displays the comparison results of job seekers who do not meet the hiring conditions. For example, as shown in the example of Fig. 12, the text box 1201 is displayed in front of the text box 1202 or at the top of the screen.

[0065] In addition, the presentation unit 137 presents the agent's remuneration in response to a request from the agent terminal 20.

[0066] Specifically, the presentation unit 137 transmits the remuneration determined for the agent for a period such as a month or a year to the agent terminal 20, thereby causing the agent terminal 20 to display the remuneration.

[0067] FIG. 13 is an example of a screen displayed on the agent terminal 20.

[0068] Screen 1300 is an example of a screen for showing the determined remuneration to the agent.

[0069] The screen 1300 includes a text box 1301 and a button 1302 .

[0070] A text box 1301 is a text box for displaying the determined reward.

[0071] 13, the text box 1301 displays the monthly remuneration to the agent. Note that the text box 1301 can display the remuneration for any period.

[0072] Button 1302 is a button for displaying details of the reward.

[0073] When the agent presses button 1302, a screen displaying details of remuneration is displayed. The details of remuneration are a list of remuneration for the agent for the target period, which are acquired by referring to employment status DB 122.

[0074] <1.3. Functional configuration of agent terminal 20> 5 is a diagram showing the functional configuration of the agent terminal 20. As shown in FIG. 5, the agent terminal 20 functions as a communication unit 201, a storage unit 202, and a control unit 203.

[0075] The communication unit 201 performs processing for the agent terminal 20 to communicate with external devices.

[0076] The storage unit 202 stores data and programs used by the agent terminal 20. The storage unit 202 also stores a recruiter DB 221.

[0077] The following describes the data structure of the recruiter DB 221 stored in the agent terminal 20 shown in Fig. 6. Fig. 6 is a diagram showing the data structure of the database.

[0078] The recruiter DB 221 is a database that manages information about recruiters.

[0079] The recruiter DB 221 includes the items "recruiter ID", "name", "address", and "contact information".

[0080] The item "Employer ID" is information for identifying the employer.

[0081] The item "Name" is the name or full name of the employer.

[0082] The item "Address" is the address or residence of the employer.

[0083] The item "contact information" is contact information such as the employer's telephone number and email address.

[0084] The control unit 203 performs functions shown as various modules by the processor of the agent terminal 20 performing processing according to the program. The control unit 203 performs functions as a reception control unit 231, a transmission control unit 232, a reception unit 233, a registration unit 234, a notification unit 235, and a display unit 236.

[0085] The reception control unit 231 controls the processing in which the agent terminal 20 transmits and receives signals from external devices in accordance with a communication protocol.

[0086] The transmission control unit 232 controls the process in which the agent terminal 20 transmits a signal to an external device in accordance with a communication protocol.

[0087] The reception unit 233 receives applications from job seekers. The reception unit 233 also receives information about employment of job seekers through operations by an agent.

[0088] Furthermore, the reception unit 233 receives input of the examination results for each stage of employment of the job seeker through operation by the agent. The examination results are the results of examining whether or not to proceed with employment.

[0089] The registration unit 234 registers applications from job seekers.

[0090] Furthermore, the registration unit 234 registers the employment status of the job seeker through the operation of the agent.

[0091] The notification unit 235 notifies the server 10 of an application from a job seeker. Specifically, the notification unit 235 transmits to the server 10 information that an application has been received, profile information of the job seeker, and information about the recruiter.

[0092] Furthermore, the notification unit 235 transmits the review results to the server 10.

[0093] The display unit 236 displays the information received from the server 10 .

[0094] <1.4. Functional configuration of the recruiter server 30> The recruiting party server 30 has a function to return information from its database in response to an inquiry. Specifically, the storage unit of the recruiting party server 30 stores a job seeker DB 321, a remuneration DB 322, and the like.

[0095] The following describes the data structures of the job seeker DB 321 and remuneration DB 322 stored in the recruiting provider server 30, which are shown in Figures 7 and 8. Figures 7 and 8 show the data structures of each database.

[0096] The job seeker DB 321 is a database for managing information on job seekers.

[0097] The job seeker DB 321 includes the following items: "job seeker ID," "name," "address," "date of birth," "qualifications," and "work history."

[0098] The item "job seeker ID" is information for identifying a job seeker.

[0099] The item "Name" is the name of the job seeker.

[0100] The item "Address" is the address of the job seeker.

[0101] The item "Date of Birth" is the date of birth of the job seeker.

[0102] The item "Qualifications" is information about qualifications held by the job seeker.

[0103] Specifically, if the job seeker does not have any qualifications, no information is entered in the "Qualifications" field; if the job seeker has qualifications, information on all of the qualifications held is stored.

[0104] The item "Work history" is the work history of the job seeker.

[0105] Specifically, the item "Work History" stores detailed information about the work history of the job seeker. The work history may be stored in the form of a text file, for example.

[0106] The reward DB 322 is a database related to rewards.

[0107] The remuneration DB322 includes an item "job type ID", an item "remuneration at application stage", an item "remuneration at interview stage", an item "remuneration at hiring stage", and an item "remuneration at time of establishment".

[0108] The item "job type ID" is information for identifying the job type for which the employer is recruiting.

[0109] The item "remuneration at application stage" is the remuneration paid to the agent if the job seeker is hired at the application stage.

[0110] The item "interview stage remuneration" is the remuneration paid to the agent if the candidate is hired at the interview stage.

[0111] The item "remuneration at the hiring stage" is the remuneration paid to the agent when the job seeker is hired at the hiring stage.

[0112] The item "Remuneration upon establishment" is the remuneration paid to the agent when the job seeker is established with the employer after being employed.

[0113] <1.5. System 1 processing flow> Next, we will explain the flow of processing in the system 1. Figures 9 and 10 show the flow of processing for determining the remuneration for the agent.

[0114] In step S711, the agent terminal 20 accepts the job seeker's application.

[0115] Specifically, the agent terminal 20 accepts applications for job information from job seekers.

[0116] In addition, the recruiter may accept an application from a job seeker, and the recruiter may notify the agent of the application, so that the agent may accept the application.

[0117] Furthermore, when the agent terminal 20 receives an application from a job seeker, it acquires the job seeker's profile and the employment conditions of the employer to which the job seeker has applied from the employer server 30.

[0118] In step S713, the agent terminal 20 notifies the server 10 of the application information.

[0119] Specifically, the agent terminal 20 transmits to the server 10 the profile of the job seeker who applied and the employment conditions of the employer to whom the application was made.

[0120] In step S715, the server 10 registers the application information.

[0121] Specifically, the server 10 adds a record to the management DB 121 based on the received application information. The server 10 also adds a record to the hiring status DB 122 based on the received application information.

[0122] In step S717, the server 10 compares the profile information of the job seeker who has applied with the hiring conditions of the recruiter.

[0123] Specifically, the server 10 determines whether the profile information of a job seeker who has applied meets the hiring conditions of the employer. The hiring conditions may be, for example, at least one of age, qualifications, and years of experience. The server 10 compares the profile information with the hiring conditions, and if all of the hiring conditions are met, determines that the job seeker meets the hiring conditions.

[0124] In step S719, the server 10 presents the comparison result to the agent.

[0125] Specifically, the server 10 transmits the result of the determination made in step S717 to the agent terminal 20, thereby displaying the determination result on the agent terminal 20. At this time, the server 10 presents to the agent, of the multiple job seekers who have applied, job seekers who meet the hiring conditions in preference to job seekers who do not meet the hiring conditions.

[0126] Furthermore, if the result of the determination does not satisfy the hiring conditions, the server 10 prevents the job seeker from moving towards an event in which the job seeker is hired. For example, the server 10 includes a message in the determination result of a job seeker who does not satisfy the hiring conditions that prevents the job seeker from proceeding to the next stage, thereby causing the agent to prevent the job seeker from moving towards an event in which the job seeker is hired.

[0127] In step S721, the agent terminal 20 accepts input of the result of consideration of whether to advance the job seeker to the interview stage.

[0128] Specifically, agent terminal 20 receives input from the agent as to whether or not the job seeker should proceed to the interview stage, which is the next stage of employment.

[0129] In step S723, the agent terminal 20 notifies the agent terminal 20 of the review result.

[0130] In step S725, the server 10 refers to the information on the job seeker from the storage unit.

[0131] Specifically, if the result of the review is in favor of hiring the job seeker, the server 10 refers to the storage unit 120 for information on the job seeker.

[0132] The server 10 also receives the review results from the agent terminal 20. The server 10 updates each database based on the received review results.

[0133] In step S727, the server 10 determines compensation for the agent depending on the events that move the job seeker through multiple stages toward being hired by the recruiter.

[0134] Specifically, if the review result is in favor of hiring, server 10 acquires the reward according to the job seeker, the recruiter, and the stage of hiring (application stage) from recruiter server 30. Then, server 10 stores the reward acquired from recruiter server 30 in hiring status DB 122.

[0135] In step S729, the agent terminal 20 arranges the interview date and conducts the interview.

[0136] In step S731, the agent terminal 20 accepts input of the results of the consideration of whether to proceed with the job seeker to the hiring stage.

[0137] In step S733, the agent terminal 20 notifies the agent terminal 20 of the review result.

[0138] In step S735, the server 10 refers to the information on the job seeker from the storage unit.

[0139] Specifically, if the result of the review is in favor of hiring the job seeker, the server 10 refers to the storage unit 120 for information on the job seeker.

[0140] The server 10 also receives the review results from the agent terminal 20. The server 10 updates each database based on the received review results.

[0141] In step S737, the server 10 determines compensation for the agent depending on the events that move the job seeker through multiple stages toward being hired by the recruiter.

[0142] Specifically, if the review result is in favor of hiring, server 10 acquires the remuneration according to the job seeker, the recruiter, and the stage of hiring (interview stage) from recruiter server 30. Then, server 10 stores the remuneration acquired from recruiter server 30 in hiring status DB 122.

[0143] In step S739, the agent terminal 20 accepts input of the result of considering whether or not to hire the candidate.

[0144] In step S741, the agent terminal 20 does not recruit a job seeker with a title different from that of the recruiter, but recruits a job seeker with the title of the recruiter.

[0145] In step S743, the agent terminal 20 notifies the agent terminal 20 of the review result.

[0146] In step S745, the server 10 refers to the information on the job seeker from the storage unit.

[0147] Specifically, if the result of the review is in favor of hiring the job seeker, the server 10 refers to the storage unit 120 for information on the job seeker.

[0148] The server 10 also receives the review results from the agent terminal 20. The server 10 updates each database based on the received review results.

[0149] In step S747, the server 10 determines compensation for the agent depending on the events that move the job seeker through multiple stages toward being hired by the recruiter.

[0150] Specifically, if the review result is in favor of hiring, server 10 acquires the reward according to the job seeker, the recruiter, and the stage of hiring (hiring stage) from recruiter server 30. Then, server 10 stores the reward acquired from recruiter server 30 in hiring status DB 122.

[0151] In step S749, the agent terminal 20 notifies the recruiter that the person has been hired.

[0152] Next, the flow of the process for determining the remuneration when a job seeker is retained will be described. Fig. 11 shows the flow of the process for determining the remuneration when a job seeker is retained.

[0153] In step S811, the agent terminal 20 notifies the agent terminal 20 that a predetermined period of time has passed since the job seeker was hired.

[0154] In step S813, after a recruiter hires a job seeker, if the job seeker hired by the recruiter is employed by the recruiter for a predetermined period of time, the server 10 determines to award a reward in accordance with the job seeker's retention with the recruiter.

[0155] Specifically, when the server 10 receives a notification from the agent terminal 20, it checks the date on which the job seeker was hired by the recruiter by referring to the hiring status DB 122. The server 10 determines whether the current date is a predetermined period of time since the hiring date. If the predetermined period of time has passed, the server 10 records the job seeker as having been retained by the recruiter in the management DB 121. The server 10 obtains a reward for the retention from the recruiter server 30. The server 10 determines a reward to be paid to the agent for the retention based on the obtained reward.

[0156] On the other hand, if the predetermined period has not passed, the server 10 records the job seeker as not having been retained by the recruiter in the management DB 121. In this case, the server 10 does not determine the remuneration to the agent.

[0157] <1.6.Summary> As described above, the technology of the present disclosure is used by an agent user who acts on behalf of a recruiter in recruiting jobs for job seekers, and stores in a storage unit information about the job seeker at each stage, in association with the stages the job seeker goes through before being hired by the recruiter. The technology of the present disclosure also references the job seeker's information from the storage unit and determines compensation for the agent based on events that move the job seeker toward being hired by the recruiter at each stage. This allows the technology of the present disclosure to promote matching between recruiters and job seekers while reducing the risk to the agent in the recruiting process.

[0158] Furthermore, the technology disclosed herein pays the agent a fee according to the results of each stage. By paying the agent a fee before the job seeker is confirmed as being hired by the employer, the technology disclosed herein can reduce the risk involved in the agent's recruitment process.

[0159] <2. Modifications> In the first embodiment, the hiring stage is explained by taking as an example three stages: the application stage, the interview stage, and the hiring stage, but the hiring stage is not limited to this.

[0160] <2.1. Variation 1> In the first embodiment, the comparison unit 135 prevents the job seeker from proceeding to the interview stage if the determination result does not satisfy the hiring conditions, but the present invention is not limited to this. For example, the comparison unit 135 may be configured to automatically send a notification of rejection to the job seeker if the determination result does not satisfy the hiring conditions.

[0161] Specifically, if the hiring conditions are not met, the comparison unit 135 automatically sends a preset notice to the job seeker stating that the job offer will be rejected (notice of rejection) after the time it is expected that the agent will take to screen the documents has elapsed, without the agent having to create the wording of the email, etc. The time it will take the agent to screen the documents may be determined in advance for each agent, such as one day, two days, or four days.

[0162] In this way, by configuring the system so that job seekers who do not meet the hiring conditions are automatically notified of their rejection by email or other means, the burden on the agent of communicating with job seekers who do not meet the hiring conditions can be reduced.

[0163] <2.2. Variation 2> The comparison unit 135 may also be configured to automatically send a predetermined message regarding employment to job seekers who have applied.

[0164] Specifically, when the comparison unit 135 is notified by the agent terminal 20 or the like that an application has been received, it automatically sends the predetermined message to the job seeker's contact information. The predetermined message is information used for recruitment, such as a request to send a resume and a curriculum vitae. The information used for recruitment may include information for comparing the information with the recruiter's recruitment conditions.

[0165] In this way, by configuring the system to automatically send a predetermined message regarding employment to job seekers who have applied, the burden on the agent of communicating with job seekers who have applied can be reduced.

[0166] <2.3. Variation 3> The server 10 may also have a function to display to the agent the hiring goals of the recruiter and the agent's hiring progress relative to those goals. In this modified example, an example will be described in which the control unit 130 of the server 10 includes a counting unit (not shown) that displays to the agent the hiring goals of the recruiter and the agent's hiring progress for that recruiter. Because an agent may be acting on behalf of multiple recruiters in the hiring activities, by collectively checking the hiring goals of each of the multiple recruiters and the actual hiring results (number of personnel, etc.), it becomes easy to discover recruiters who are deviating from their hiring goals, and to easily determine which recruiters to target in daily work.

[0167] Specifically, the tallying unit acquires the recruiting target for the predetermined period of time of the recruiter. The recruiting target for the predetermined period is, for example, as follows: Monthly hiring goals (i.e., we want to hire X number of people in July) Hiring goals for a certain period (such as hiring five people in three months or hiring X people in the first quarter) The hiring goal is stored, for example, in the recruiter server 30.

[0168] The tallying unit tally the progress of the recruiter over a predetermined period. Specifically, the tallying unit refers to the hiring status DB 122 and tally the number of applications, interviews, and hires over the predetermined period.

[0169] The tallying unit displays to the agent, for each of the multiple recruiters, a comparison of the recruiter's recruitment goals and the recruitment progress for that recruiter. Specifically, the tallying unit transmits to the agent terminal 20 a screen comparing the recruiter's recruitment goals and the recruitment progress for that recruiter in a list format or the like for each of the multiple recruiters, thereby causing the agent terminal 20 to display the comparison screen.

[0170] Recruiters have different hiring goals. In this modification, the hiring goals of each recruiter and the agent's hiring progress against those goals are displayed to the agent. The technology according to this modification can visualize how hard the agent should work on each recruiter's recruitment. This allows the technology according to this modification to encourage the agent to better match recruiters with job seekers.

[0171] <2.4. Variation 3-2> Some companies may have a large gap between their hiring targets and their actual hiring results. This may be because the working conditions desired by job seekers, such as the salary range or work location, do not match their expectations, or the hiring conditions are too strict to begin with, such as requiring advanced qualifications.

[0172] Therefore, the server 10 according to this modification may have a function of suggesting changes to the hiring conditions of the recruiter when there is a discrepancy between the hiring conditions and the target. In this modification, an example will be described in which the control unit 130 of the server 10 includes a suggestion unit (not shown) that refers to the aggregation results of the aggregation unit and suggests changes to the hiring conditions of the recruiter when there is a discrepancy between the hiring conditions and the target. Note that in this modification, the hiring conditions include not only age, qualifications, and years of experience, but also working conditions such as annual salary if hired, work location, and working hours.

[0173] Specifically, the proposal unit compares the recruiter's hiring goals with the agent's performance based on the results compiled by the compilation unit. The comparison is performed by comparing the target number of hires with the number of actual hires, or the number of applications with the number of people who progressed to interviews. For example, if the target number of hires is greater than the number of people actually hired and the difference between the target number of hires and the number of people actually hired is equal to or greater than a predetermined threshold, the proposal unit determines that there is a discrepancy between the hiring conditions and the goal. Furthermore, if the number of people who progressed to interviews divided by the number of applications is less than a predetermined threshold, the proposal unit determines that there is a discrepancy between the hiring conditions and the goal.

[0174] If the suggestion unit determines that there is a discrepancy between the hiring conditions and the goal, it acquires hiring conditions of other recruiters similar to the relevant recruiter. Similar other recruiters may, for example, be recruiters engaged in a similar business as the relevant recruiter, or be of similar company size. The suggestion unit may acquire the hiring conditions of other recruiters from, for example, job information of the other recruiters posted on a job search engine.

[0175] The suggestion unit compares the hiring conditions of the relevant recruiting party with the hiring conditions of other recruiting parties that have been acquired, and presents the results to the relevant recruiting party. Specifically, the suggestion unit presents the results of the comparison to the recruiting party server 30.

[0176] As a result, the technology of this variation allows the agent to propose improvements to the hiring conditions to the employer. Typically, in cases of recruitment through recruitment agencies, the agent's compensation is a percentage of the hired job seeker's annual salary. Therefore, the proposal to change the hiring conditions to the employer may be seen as an attempt to increase the job seeker's annual salary. It is not necessarily the case that the proposal to change the hiring conditions to the employer is not understood by the employer, as it is for the benefit of the recruitment agency. However, since this disclosure is a hiring agency, the job seeker's annual salary is not related to the agent's compensation. Therefore, the technology of this variation can propose changes to the hiring conditions that are more in line with the employer, thereby promoting a better match between the employer and the job seeker.

[0177] The suggestion unit may also select other similar recruiters who meet the agent's recruitment goals. By comparing the agent with recruiters who meet the recruitment goals, the recruiter can be made aware of specific recruitment conditions, and can be encouraged to change the recruitment conditions to more realistic conditions in order to realize the recruitment.

[0178] <2.5. Other Modifications> The multiple stages may also include an employment examination stage in which practical tests, written tests, etc. Also, there may be multiple interview stages.

[0179] Furthermore, the databases described in the embodiments do not need to be installed in the same terminal. For example, they may be installed in different terminals or in the same terminal.

[0180] Moreover, the above modifications can be used in combination. Although several embodiments of the present disclosure have been described above, these embodiments can be embodied in various other forms, and various omissions, substitutions, and modifications can be made without departing from the spirit of the invention. These embodiments and modifications are intended to be included in the scope of the inventions and their equivalents as defined in the claims, as well as in the scope and spirit of the inventions.

[0181] <Additional Notes> The matters described in the above embodiments will be supplemented below.

[0182] <Appendix 1> A program for causing a computer having a processor and memory to run, the computer being used by an agent user who acts on behalf of an employer in recruiting job seekers, the computer having a memory unit that stores information on the job seeker in association with a plurality of stages through which the job seeker is recruited by the employer, the information on the job seeker for each of the stages being associated with each other, the program causing the processor to execute the steps of: referencing the information on the job seeker from the memory unit; and determining compensation to the agent depending on events that move the job seeker through the plurality of stages toward being recruited by the employer.

[0183] <Appendix 2> The program described in <Appendix 1>, wherein in the memory unit, the plurality of stages include at least one of a group consisting of an application stage in which an application is accepted from the job seeker, an interview stage in which the job seeker is interviewed, and a hiring stage in which the job seeker is hired as the employer, and in the determining step, a remuneration determined according to the stage is determined in accordance with the reaching of at least one of the application stage, the interview stage, or the hiring stage.

[0184] <Appendix 3> The program described in <Appendix 2>, wherein in the step of determining the remuneration, a larger remuneration is determined for a stage closer to employment among the plurality of stages.

[0185] <Appendix 4> The program described in <Appendix 2>, wherein in the determining step, if the job seeker hired by the employer is employed by the employer for a predetermined period after the employer hires the job seeker, a determination is made as to whether to grant a reward in accordance with the job seeker's retention with the employer.

[0186] <Appendix 5> A program described in <Appendix 2> that executes the steps of comparing the profile information of the job seeker who has applied with the hiring conditions of the employer, and presenting the results of the comparison to the agent.

[0187] <Appendix 6> The program described in <Appendix 5>, wherein in the comparing step, the comparison involves determining whether the profile information satisfies the hiring conditions of the employer, and in the presenting step, of multiple job seekers who have applied, presenting job seekers who meet the hiring conditions to the agent in priority over job seekers who do not meet the hiring conditions.

[0188] <Appendix 7> The program described in <Appendix 5>, wherein the memory unit includes at least the application stage as one of the multiple stages, and in the step of determining the remuneration to the agent, if the result of the judgment does not satisfy the hiring conditions, the remuneration to the agent is determined to be less than the remuneration that would be determined if the result of the judgment satisfied the hiring conditions, or to be zero.

[0189] <Appendix 8> The program described in <Appendix 5>, wherein the memory unit includes at least the interview stage as the plurality of stages, and in the comparing step, the comparison determines whether the profile information satisfies the hiring conditions of the employer, and if the result of the determination indicates that the hiring conditions are not met, prevents the job seeker from moving forward in a direction that would lead to hiring.

[0190] <Appendix 9> The program described in <Appendix 8>, which accepts the job seeker's transition to the application stage, and in the comparison step, if the judgment result does not satisfy the hiring conditions, prevents the job seeker from proceeding to the interview stage, and if the hiring conditions are satisfied, prompts the agent to arrange a date for the hiring interview for the job seeker.

[0191] <Appendix 10> The program described in <Appendix 9>, wherein the employment conditions are at least one of age, qualifications, and years of experience.

[0192] <Appendix 11> The program described in <Appendix 1>, wherein the recruitment does not involve the agent conducting recruitment activities for the job seeker under a title different from that of the employer, but rather the agent conducting recruitment activities for the job seeker under the title of the employer.

[0193] <Appendix 12> The program described in <Appendix 11>, wherein in the step of determining compensation to the agent, the compensation to the agent is not only a fixed compensation for the recruiting activity of the employer that is not related to the number of hires, but also determines the compensation to the agent for each of a plurality of job seekers based on the job seekers reaching each stage toward being hired.

[0194] <Appendix 13> An information processing device comprising a processor and a memory, the information processing device being used by an agent who acts on behalf of an employer to hire a job seeker, wherein a memory unit stores information on the job seeker in association with a plurality of stages through which the job seeker is hired by the employer, and manages the information on the job seeker for each of the stages, and a control unit of the information processing device executes the steps of: referencing the information on the job seeker from the memory unit; and determining compensation to the agent depending on an event that moves the job seeker through the plurality of stages toward being hired by the employer.

[0195] <Appendix 14> A method for running a computer having a processor and a memory, the computer being used by an agent who acts on behalf of a recruiter to hire a job seeker, the computer having a memory unit storing information for managing a plurality of stages a job seeker goes through before being hired by the recruiter, in association with information about the job seeker for each of the stages, the method comprising the steps of: referencing the information about the job seeker from the memory unit; and determining compensation for the agent depending on an event that moves the job seeker through the plurality of stages toward being hired by the recruiter.

[0196] In addition, examples of applying the technology of the present disclosure to actual businesses are provided. Specifically, a server (10) used by a recruitment agent, whose remuneration is linked to the results, manages the multiple stages a job seeker goes through before being hired by a recruiter, in association with the job seeker's information for each stage, and by referencing the job seeker's information, determines the remuneration for the agent for each stage of the job seeker's progress toward being hired. This reduces the risk to the recruitment agent, while promoting matching between recruiters and job seekers. [Explanation of symbols]

[0197] 1 System, 10 Server, 12 Communication IF, 13 Input / Output IF, 15 Memory, 16 Storage, 19 Processor, 20 Agent Terminal, 22 Communication IF, 23 Input / Output IF, 25 Memory, 26 Storage, 29 Processor, 30 Employer Server, 80 Network, 101 Communication Unit, 102 Memory Unit, 103 Control Unit, 120 Memory Unit, 121 Management DB, 122 Employment Status DB, 131 Transmission / Reception Control Unit, 132 Transmission Control Unit, 133 Registration Unit, 134 Reference Unit, 135 Comparison Unit, 136 Determination Unit, 137 Presentation Unit, 201 Communication Unit, 202 Memory Unit, 203 Control Unit, 221 Employer DB, 231 Transmission / Reception Control Unit, 232 Transmission Control Unit, 233 Reception Unit, 234 Registration Unit, 235 Notification Unit, 236 Display Unit, 3321 Job applicant DB, 322 Remuneration DB, 1200 screen, 1201 text box, 1202 text box, 1300 screen, 1301 text box, 1302 button.

Claims

1. A program for causing a computer having a processor and a memory to execute, the computer being used by an agent user who, on behalf of a recruiter, performs recruitment work for job seekers on behalf of the recruiter, a storage unit stores and manages a plurality of stages through which the job seeker is employed by the recruiter in association with information on the job seeker for each of the stages; The program causes the processor to: referencing information on the job seeker from the storage unit; and determining compensation for the agent depending on the events that move the job seeker toward being hired by the recruiter for the plurality of stages of the job seeker.

2. In the storage unit, the plurality of stages are: an application stage of accepting applications from said job seekers; an interview stage of interviewing the job seeker; and a hiring stage of hiring the job seeker as the job recruiter; and 2. The program according to claim 1, wherein in the determining step, a remuneration determined according to the stage is determined in accordance with the stage having been reached, including the application stage, the interview stage, and the hiring stage.

3. 3. The program according to claim 2, wherein in the step of determining the remuneration, a larger remuneration is determined for a stage closer to employment among the plurality of stages.

4. In the determining step, if the job seeker employed by the recruiter is employed by the recruiter for a predetermined period after the recruiter employs the job seeker, determining whether to grant a reward in accordance with the job seeker's retention with the recruiter. The program according to claim 2.

5. A step of comparing profile information of the job seeker who applied with the employment conditions of the employer; The program according to claim 2 , further comprising a step of presenting the result of the comparison to the agent.

6. In the comparing step, the comparing step determines whether the profile information satisfies the hiring conditions of the recruiter; 6. The program according to claim 5, wherein in the presenting step, of a plurality of job seekers who have applied, job seekers who meet the hiring conditions are presented to the agent in preference to job seekers who do not meet the hiring conditions.

7. In the storage unit, the plurality of stages includes at least the application stage, 6. The program of claim 5, wherein in the step of determining the remuneration to the agent, if the result of the judgment does not satisfy the employment conditions, the remuneration to the agent is determined to be less than the remuneration that would be determined if the result of the judgment satisfied the employment conditions, or to be zero.

8. In the storage unit, the plurality of stages includes at least the interview stage, In the comparing step, the comparing step determines whether the profile information satisfies the hiring conditions of the recruiter; 6. The program according to claim 5, wherein, when the result of said determination indicates that said employment conditions are not satisfied, said job seeker is prevented from moving towards an event in which he or she will be employed.

9. Accepting the job seeker to move to the application stage, In the comparing step, if the result of the determination does not satisfy the employment conditions, the candidate is prevented from proceeding to the interview stage; The program according to claim 8 , further comprising: prompting the agent to arrange a date for the job interview regarding employment with the job seeker if the job seeker satisfies the employment conditions.

10. The program according to claim 9 , wherein the employment conditions are at least one of age, qualifications, and years of experience.

11. The program according to claim 1, wherein the recruitment does not involve the agent conducting recruitment activities for the job seeker under a title different from that of the employer, but rather the agent conducting recruitment activities for the job seeker under the title of the employer.

12. 12. The program according to claim 11, wherein in the step of determining compensation to the agent, the compensation to the agent is not only a fixed compensation for the recruiting activities of the employer that is not related to the number of hires, but is determined for each of a plurality of job seekers based on the job seekers reaching each stage toward being hired.

13. An information processing device including a processor and a memory, the information processing device being used by an agent who acts as an agent for recruiting job seekers on behalf of a recruiter, a storage unit stores and manages a plurality of stages through which a job seeker is employed by a recruiter in association with information on the job seeker for each of the stages; a control unit of the information processing device, referencing information on the job seeker from the storage unit; and determining a remuneration to be paid to the agent in accordance with an event that moves the job seeker toward being hired by the recruiter for the plurality of stages of the job seeker.

14. A method for running a computer having a processor and a memory, the computer being used by an agent who acts as an agent for recruiting a job seeker on behalf of a recruiter, a storage unit stores and manages a plurality of stages through which a job seeker is employed by a recruiter in association with information on the job seeker for each of the stages; the processor: referencing information on the job seeker from the storage unit; determining compensation for the agent depending on an event that moves the job seeker toward being hired by the recruiter for the plurality of stages of the job seeker.

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