Methods to support the generation of recruitment messages for corporate hiring activities.

Abstract

This provides a method for generating more effective recruitment messages. [Solution] In a scout message generation support system in which a server terminal, multiple candidate terminals, and multiple company terminals are each connected via a network, the method for supporting the generation of scout messages for candidates in a company's recruitment activities is as follows: The control unit of the server terminal generates a scout message that reflects the candidate's values ​​and / or preferences regarding their career, based on publicly available information about the candidate.

Description

Technical Field

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[0001] The present invention relates to a method for assisting in generating a scout message in a company's recruitment activities.

Background Art

[0002] In recruitment activities, there are cases where a recruiting company sends a scout message to a recruitment candidate in advance. In such cases, the person in charge of the recruiting company refers to the registered resume and work history of the recruitment candidate.

[0003] For example, in Patent Document 1, a technique for collecting information on academic background and work experience from a predetermined SNS and collecting information on skills from an engineer SNS is disclosed.

Prior Art Documents

Patent Documents

[0004]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0005] However, in the technique disclosed in Patent Document 1, although it is possible to collect information such as the history and skills of a recruitment candidate, a technique for collecting information such as the values and preferences regarding the candidate's career is not disclosed. On the other hand, when generating a scout message, it is important not only to understand the history and skills of the recruitment candidate, but also to understand the candidate's thinking about their career.

[0006] Therefore, an object of the present invention is to generate a more effective scout message for a recruitment candidate.

Means for Solving the Problems

[0007] A method for supporting the generation of recruitment messages to job candidates in one aspect of the present invention, wherein a control unit of a server terminal generates a recruitment message that reflects the values ​​and / or preferences of the job candidate regarding their career, based on publicly available information concerning the job candidate. [Effects of the Invention]

[0008] According to the present invention, it is possible to generate more effective recruitment messages for job candidates. [Brief explanation of the drawing]

[0009] [Figure 1] This is a block diagram showing a scout message generation support system according to the first embodiment of the present invention. [Figure 2] Figure 1 is a functional block diagram showing the server terminal 100. [Figure 3] Figure 1 is a functional block diagram showing the candidate terminal 200. [Figure 4] This figure shows an example of candidate data stored in server 100. [Figure 5] This figure shows an example of corporate data stored on server 100. [Figure 6] This is a flowchart showing an example of the processing of a scout message generation support method according to the first embodiment of the present invention. [Modes for carrying out the invention]

[0010] Embodiments of the present invention will be described below with reference to the drawings. The embodiments described below are not intended to unduly limit the scope of the present invention as described in the claims. Furthermore, not all components shown in the embodiments are necessarily essential components of the present invention.

[0011] <Structure> Figure 1 is a block diagram showing a system that supports the generation of recruitment messages in a company's recruitment activities, according to a first embodiment of the present invention. This system 1 includes, for example, a server terminal 100 that sends and receives predetermined information to multiple candidate terminals 200A and 200B of job candidates, candidate terminals 200A and 200B of job candidates, and corporate terminals 300A and 300B of the company conducting the recruitment activities. Here, each of the corporate terminals 300A and 300B can implement a program and execute the above-mentioned recruitment support method that is executed on the server terminal 100, or the server terminal 100 and the corporate terminals can cooperate via an API (Application Programming Interface) and execute a part of the above-mentioned recruitment support method on the server terminal 100 or the corporate terminal. For the sake of explanation, each terminal is described as a single or a specific number, but there is no limit to the number of each.

[0012] The server terminal 100, the candidate terminals 200A and 200B, and the corporate terminals 300A and 300B are each connected via the network NW1. The network NW consists of the Internet, intranet, wireless LAN (Local Area Network), WAN (Wide Area Network), etc. Furthermore, the server terminal 100 is characterized by being connected via the network to a large-scale language model (a natural language processing model trained using vectorized text data including question and answer sentences, converted into a specified format; hereinafter referred to as "LLM").

[0013] The server terminal 100 and the enterprise terminals 300A and 300B may be general-purpose computers such as workstations or personal computers, or they may be logically implemented through cloud computing.

[0014] The candidate terminals 200A and 200B are, for example, information processing devices such as personal computers or tablet terminals, but may also be composed of smartphones, mobile phones, PDAs, etc.

[0015] In this embodiment, the system 1 includes a server terminal 100, candidate terminals 200A and 200B, and enterprise terminals 300A and 300B. It will be described as a configuration in which users of each terminal operate the server terminal 100 using their respective terminals. However, the server terminal 100 may be configured as a stand-alone device and may have a function for each user to directly perform operations on the server terminal itself. Hereinafter, as necessary, the candidate terminals 200A and 200B will be collectively referred to as the candidate terminal 200, and the enterprise terminals 300A and 300B will be collectively referred to as the enterprise terminal 300.

[0016] FIG. 2 is a functional block configuration diagram of the server terminal 100 in FIG. 1. The server terminal 100 includes a communication unit 110, a storage unit 120, and a control unit 130.

[0017] The communication unit 110 is a communication interface for communicating with the candidate terminal 200 and the enterprise terminal 300 via the network NW1. Communication is performed according to a communication protocol such as TCP / IP (Transmission Control Protocol / Internet Protocol).

[0018] The storage unit 120 stores programs for executing various control processes and each function in the control unit 130, input data, etc., and is composed of a RAM (Random Access Memory), a ROM (Read Only Memory), etc. Further, the storage unit 120 has a candidate data storage unit 121 that stores various data related to the candidate, and an enterprise data storage unit 122 that stores various data related to the recruitment company that conducts the recruitment activities. Note that a database (not shown) storing various data may be constructed outside the storage unit 120 or the server terminal 100.

[0019] The control unit 130 controls the overall operation of the server terminal 100 by executing the program stored in the storage unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), and the like. As functions of the control unit 130, there are an information reception unit 131 that receives information from various terminals, and an information processing unit 132 that refers to and processes various data related to the employment candidate and various data related to the recruiting company that conducts the recruitment activities. The information reception unit 131 and the information processing unit 132 are activated by the program stored in the storage unit 120 and executed by the server terminal 100 which is a computer (electronic computer).

[0020] The information reception unit 131 receives information from the employment candidate terminal 200 and the company terminal 300 via the communication unit 110.

[0021] The information processing unit 132 refers to various data related to the employment candidate received from the employment candidate terminal 200 (for example, candidate data 1000 described later, etc.) and various data related to the recruiting company received from the company terminal 200 (for example, company data 2000 described later), and performs predetermined processing.

[0022] Also, the control unit 130 can also have a screen generation unit (not shown), and generates screen information displayed via the user interfaces of the employment candidate terminal 200 and the company terminal 300 as required. For example, using the images and text data (not shown) stored in the storage unit 120 as materials, various images and texts are arranged in a predetermined area of the user interface based on a predetermined layout rule to generate the user interface. The processing related to the image generation unit can also be executed by a GPU (Graphics Processing Unit).

[0023] Figure 3 is a functional block configuration diagram showing the employment candidate terminal 200 of Figure 1. The employment candidate terminal 200 includes a communication unit 210, a display operation unit 220, a storage unit 230, and a control unit 240.

[0024] The communication unit 210 is a communication interface for communicating with the server terminal 100 via the network NW, and communication is performed using a communication protocol such as TCP / IP.

[0025] The display operation unit 220 is a user interface used by job candidates to input instructions and display text, images, etc., in accordance with the input data from the control unit 240. If the job candidate terminal 200 is a personal computer, it consists of a display and a keyboard or mouse, and if the job candidate terminal 200 is a smartphone or tablet, it consists of a touch panel, etc. This display operation unit 220 is activated by a control program stored in the storage unit 230 and executed by the job candidate terminal 200, which is a computer (electronic calculator).

[0026] The memory unit 230 stores programs for executing various control processes and functions within the control unit 240, input data, etc., and is composed of RAM, ROM, etc. The memory unit 230 also temporarily stores the contents of communications with the server terminal 100.

[0027] The control unit 240 controls the overall operation of the candidate terminal 200 by executing a program stored in the memory unit 230, and is composed of a CPU, GPU, and the like.

[0028] Figure 4 shows an example of candidate data stored in the server terminal 100.

[0029] The candidate data 1000 shown in Figure 4 stores various data related to the candidate for employment. In Figure 4, for the sake of explanation, an example of one candidate (a user identified by candidate ID "10001") is shown, but information on multiple candidates can be stored. Various data related to the candidate can include, for example, basic information about the candidate (e.g., name, address, contact information, etc.). In addition, as selection data related to the selection of candidates, it can include academic information about the candidate's educational background, work history information about the candidate's work history, skills information about the candidate's skills and qualifications, annual income information about the candidate's annual income (including desired annual income), and information from the candidate's responses through the response items included in the step letter and offer letter (response items asking whether they wish to be selected or are interested, response items asking about their willingness to change jobs, response items asking about what they are interested in regarding the recruiting company, response items asking about the status of other applications, response items asking about their impression of the recruiting company, response items asking about their desired economic conditions, response items asking about the criteria the candidate uses to choose a job, and job postings. This includes, but is not limited to, the following: response items asking about the likelihood of joining the company when an offer is made, response items asking about topics to be discussed in subsequent interviews, response information regarding acceptance of the offer, items regarding whether the candidate has expressed their intention to resign to their current company, etc.; interview information regarding the candidate's interviews with the recruiting company during the hiring process (status, pass / fail status, interviewer / person involved, etc.); and letter information regarding step letters and offer letters addressed to the candidate (for example, the content of the letter (the above response items in the step letter or offer letter, etc.)). Here, a step letter is a letter from the company to a candidate at each stage of the selection process informing the candidate of the company's desire for them to move on to the next step. Its purpose is to provide positive feedback to the candidate in a minimal yet rich manner, foster the candidate's desire to change jobs to the recruiting company, and includes response items that allow the company to collect information necessary for attracting the candidate and designing the offer.An offer letter is a letter in which a recruiting company presents the terms of the offer, including financial conditions, when it decides to hire a candidate, and the offer is finalized when the candidate accepts it. In this embodiment, the offer letter is designed around the following points: 1) understanding the candidate (reasons for joining the current company, reasons for changing jobs, past job change motivations and decision-making criteria), 2) understanding the candidate's needs (confirmation of prerequisites (what aspects of our company interest them), future career plans and career vision and the reasons for them), 3) extracting attractive points (decision-making criteria for changing jobs, desired job type / position, etc.), 4) competition (existence and status of competitors, priority and advantages compared to competitors), 5) financial conditions (current annual salary, desired annual salary, lower limit of financial conditions), and 6) timing of job change (decision-making date, possible start date). This information is basically collected from the candidate through the aforementioned step letters. Furthermore, candidate data can include information about content (articles, images, videos, etc. provided via web pages and / or email newsletters) distributed by the recruiting company to candidates during the recruitment process and to maintain contact with candidates afterward, as well as action data regarding candidates' behavior towards such content (views, likes, comments, etc.). In addition, candidate data can also include talent list information (a so-called talent pool) that stores information about candidates with a high degree of match with the company, associated with a score that measures the degree of match. Moreover, publicly available information about recruiting candidates (for example, profile information, posts, interview articles, feature articles, etc., provided by social media and recruitment media) can also be stored.

[0030] Figure 5 shows an example of corporate data stored on the server terminal 100.

[0031] Company Data 2000 primarily stores various data related to companies that conduct recruitment activities. While Figure 5 shows an example of a single company (identified by company ID "20001") for illustrative purposes, it can store information related to multiple companies. Various data related to a company include, for example, basic company information (company name, industry, number of employees, location (address), contact information, mission, evaluation system, welfare system, technical information, information on company recruitment (open positions, organization name, organizational information, start date, financial conditions, etc.)), interview information in the company's recruitment process (candidate name, status, interview content (start date, reason for joining, timing of job change, reason for changing jobs, etc.), pass / fail status, interviewer / person in charge, etc.), letter information regarding step letters and offer letters addressed to candidates (letter content (items in the step letter or offer letter to confirm the candidate's willingness to change jobs, items to confirm their intention to proceed to the next selection step, items to confirm the recruiting company's interests, items to avoid mismatches between the recruiting company and the candidate, etc.)), and candidate response information through response items included in step letters and offer letters (response items asking about their desire or interest in selection, response items asking about their willingness to change jobs, content of interest to the recruiting company). The information may include, but is not limited to, the following: response items to be asked, response items to be asked about the status of other applications, response items to be asked about the impression of the recruiting company, response items to be asked about desired economic conditions, response items to be asked about the criteria the candidate uses to choose a job, response items to be asked about the likelihood of joining the company if the recruiting company makes an offer, and response items to be asked about what the candidate would like to hear in subsequent interviews, response information regarding acceptance of the offer, and items regarding whether the candidate has expressed their intention to resign to their current employer, etc.; analytical information (response information by acceptance / rejection, analysis based on the above candidate response information (for example, comparison of response results for each step letter of a specific candidate, rejection rate based on the response results of multiple candidates, reasons for rejection, reasons for delay, comparison of each item with other companies, comparison of response content by acceptance / rejection, offer letter generation logic based on response results, etc.), sample comment information for generating various letters and interview handover notes, and sample content information for generating the above content distributed by the recruiting company to the candidate.

[0032] Figure 6 is a flowchart showing an example of the processing for a scout message generation support method according to the first embodiment of the present invention.

[0033] First, as part of step S101, the information receiving unit 131 of the control unit 130 of the server terminal 100 acquires publicly available information about the target job candidate via the network using methods such as web crawling. Here, the information receiving unit 131 can acquire the job candidate's profile information and posts on social media, the company's recruitment web page, recruitment media, interview articles and feature articles about the job candidate in business media, etc., using the job candidate's name and other keywords. The information processing unit 132 of the control unit 130 of the server terminal 100 stores the acquired publicly available information about the job candidate in the candidate data of the storage unit 120's candidate data storage unit 121.

[0034] Next, as part of step S102, the information processing unit 132 of the control unit 130 of the server terminal 100 generates personal profile information for the candidate based on the publicly available information stored as candidate data 1000 in the candidate data storage unit 121. Here, the information processing unit 132 can also generate personal profile information for the candidate based on non-public information that the company has previously held as internal information, in addition to or instead of the publicly available information. Furthermore, based on the acquired publicly available and / or non-public information of the candidate, the information processing unit 132 can extract information regarding the candidate's values ​​and / or preferences regarding their career, such as 1) the criteria for selecting a company, 2) what they want to achieve through their career, 3) what they have focused on in the past throughout their career, and 4) what they value and have achieved in their work, and generate a prompt message to generate personal profile information, which can then be sent to the LLM400. Information regarding the values ​​and / or preferences of job candidates, as described above, is typically found in interview articles in recruitment media, but the media is not limited to these. Also, in relation to step S101, the information processing unit 132 may, instead of the server terminal 100, generate a prompt message indicating that the LLM400 will retrieve the publicly available information of the job candidates and send it to the LLM400. In response to the instructions defined by the above prompt statement, the LLM400 performs natural language analysis based on publicly available information acquired by the server terminal 100 or the LLM400, extracts information regarding the candidate's values ​​and / or preferences regarding their career, and generates the candidate's profile information. The information receiving unit 131 of the control unit 130 of the server terminal 100 stores the generated profile information of the job candidate as candidate data in the candidate data storage unit 121 of the storage unit 120.

[0035] Next, as part of step S103, the information processing unit 132 of the control unit 130 of the server terminal 100 refers to the generated personal profile information and generates a recruitment message for the candidate. When generating the recruitment message, the information processing unit 132 can generate and send a prompt message to the LLM 400, instructing it to generate a recruitment message that reflects the candidate's values ​​and / or preferences regarding their career based on the profile information. Here, the information processing unit 132 can also send instructions (via prompt messages) to the LLM400 to generate a scout message by combining the above profile information with the above selection data of the job candidate managed by the recruiting company (in particular, survey data obtained when the job candidate proceeded to the next selection step, or declined, withdrew from, or put the offer on hold in the step letters and offer letters sent by the recruiting company to the job candidate). In response to the instructions defined by the above prompt statement, the LLM400 generates a recruitment message for the recruiting company based on the candidate's profile information and / or selection data stored in the storage unit 120 of the server terminal 100. For example, if the recruitment message includes a statement such as "I value these things" as the criteria for choosing a company to work for, the recruitment message can be modified to include a statement like "Let's achieve these things together." Similarly, if the recruitment message includes a statement such as "I thought I could achieve this kind of career" as the reason for declining in a questionnaire included in the offer letter to the recruitment candidate, the recruitment message can be modified to include a statement like "You can achieve this kind of career." In this way, the LLM400 can generate recruitment messages that address concerns that recruiting companies may have regarding the characteristics of the candidate being recruited (such as their values ​​and / or preferences regarding their career), and also generate recruitment messages that appear attractive to the candidate. The information receiving unit 131 of the control unit 130 of the server terminal 100 stores the generated recruitment message for the candidate as candidate data in the candidate data storage unit 121 of the storage unit 120. The information processing unit 132 sends the above recruitment message to the candidate terminal 200 of the target candidate. Furthermore, based on the above-mentioned recruitment message, the information processing unit 132 can generate company information that includes not only basic company information and job duties, but also information about the company's appeal and the type of person it seeks, and make it available to one or more job candidates. For example, the information processing unit 132 can also generate and send instructions to the LLM to create the above-mentioned company information based on the job candidate's responses to the offer letter acceptance / rejection questionnaire, information about the reasons for acceptance if accepted, and / or company information published on the website obtained through crawling. Candidates may access the above recruitment message and / or company information via email, a URL to access a webpage designated by the company, and / or by accessing a direct recruiting platform or service provided by the company to candidates for recruitment purposes.

[0036] This allows recruiting companies to reflect candidates' values ​​and / or preferences regarding their careers based on publicly available data, and / or to generate more effective recruitment messages based on selection data.

[0037] Although embodiments of the invention have been described above, these can be implemented in various other forms, and can be carried out by various omissions, substitutions, and modifications. These embodiments and variations, as well as those with omissions, substitutions, and modifications, are included within the technical scope of the claims and their equivalents. [Explanation of Symbols]

[0038] 1 System: 100 Server terminals, 110 Communication unit, 120 Storage unit, 130 Control unit, 200 Candidate terminals, 300 Enterprise terminals, NW1 Network

Claims

1. A method to support the generation of recruitment messages for job candidates in a company's recruitment activities, The control unit of the server terminal is: A method for generating a recruitment message that reflects the career values ​​and / or preferences of the aforementioned candidate, based on publicly available and confidential information about the candidate, via a large-scale language model (LLM).

2. The method according to claim 1, The control unit, A method for obtaining publicly available information concerning the aforementioned job candidates through web crawling.

3. The method according to claim 1, A method for generating personal profile information of a candidate, which includes information about the candidate's values ​​and / or preferences regarding their career based on the publicly available information.

4. The method according to claim 1, A method for the control unit to generate the scout message based on the personal profile information.

5. The method according to claim 1, The control unit transmits the generated recruitment message to the candidate terminal of the candidate.

6. The method according to claim 1, A method for the control unit to generate company information to be posted on the company's job posting or media based on the generated scout message.

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