Human resource recruitment support system, human resource recruitment support method, and human resource recruitment support program

Abstract

To provide new technologies that effectively support the recruitment of personnel tailored to specific job roles. [Solution] The talent acquisition support system comprises a memory unit, a job requirements reception unit, a response reception unit, and a judgment unit. The memory unit stores job requirements setting information for setting job requirements. The job requirements reception unit receives the setting of job requirements for desired personnel from companies based on the job requirements setting information. The response reception unit receives responses from job seekers to the company's job requirements. The judgment unit determines the suitability of the job seeker as personnel based on the company's settings and the job seeker's response.

Description

Technical Field

[0001] The present invention relates to a human resource recruitment support system, a human resource recruitment support method, and a human resource recruitment support program.

Background Art

[0002] Conventionally, there are technologies for suitably supporting human resource recruitment.

[0003] For example, Patent Document 1 discloses a technology that receives inspection items as judgment criteria and determines the suitability of an examinee for a company based on the received judgment criteria and the inspection results of the suitability inspection of the examinee.

Prior Art Documents

Patent Documents

[0004]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0005] By the way, these days, there are an increasing number of companies that want to efficiently recruit human resources by determining the suitability for a job type using the skills of job seekers related to the job type to be recruited. However, with the technology of Patent Document 1, while it is possible to determine the suitability of an examinee for each department within a company using the corporate culture, etc., it is not possible to make settings for determining the suitability for a job type using the skills of job seekers.

[0006] The present invention has been made in view of the above circumstances, and an object to be solved is to provide a new technology for suitably supporting human resource recruitment according to the job type.

Means for Solving the Problems

[0007] [1] A human resource recruitment support system for supporting a company's human resource recruitment, The aforementioned personnel recruitment support system comprises a memory unit, a job requirements reception unit, a response reception unit, and a determination unit. The memory unit stores job requirement setting information for setting job requirements, The aforementioned job requirements reception department receives job requirements from companies based on the aforementioned job requirements setting information, The aforementioned response receiving department receives responses from job seekers regarding the job requirements of the aforementioned company. The determination unit determines the suitability of the job seeker as a candidate based on the company's settings and the job seeker's responses. A recruitment support system.

[0008] [8] A method of supporting the recruitment of personnel that is implemented by a personnel recruitment support system that supports the recruitment of personnel by a company, The aforementioned personnel recruitment support system comprises a memory unit, a job requirements reception unit, a response reception unit, and a determination unit. The memory unit stores job requirement setting information for setting job requirements, The aforementioned job requirements reception unit receives the job requirements for the desired personnel from the company based on the job requirements setting information, The aforementioned response receiving unit receives responses from job seekers regarding the company's job requirements, The determination unit includes the step of determining the suitability of the job seeker as the said personnel based on the company's settings and the job seeker's responses, Methods for supporting talent acquisition.

[0009] [9] A talent acquisition support program that assists companies in recruiting talent, The computer is configured to function as a memory unit, a job requirements reception unit, a response reception unit, and a judgment unit. The memory unit stores job requirement setting information for setting job requirements, The aforementioned job requirements reception department receives job requirements from companies based on the aforementioned job requirements setting information, The aforementioned response receiving department receives responses from job seekers regarding the job requirements of the aforementioned company. The determination unit determines the suitability of the job seeker as a candidate based on the company's settings and the job seeker's responses. Talent acquisition support program.

[0010] This configuration allows companies to set job requirements for the personnel they seek, and to determine suitability for the job using the set job requirements and the applicant's responses.

[0011] [2] The job requirements setting information includes the job type and the professional skills necessary to perform the job of that job type, The aforementioned job requirements reception department receives the desired job title, the specialized skills required by the company for that job title, and the required level of those specialized skills. The aforementioned response receiving unit receives the job seeker's level of expertise in the aforementioned specialized skills from the job seeker. The determination unit determines the suitability of the job seeker based on the required level and the job seeker level. [1] The recruitment support system described above.

[0012] This structure allows companies to define the skills and skill levels required for the desired job roles, enabling them to assess suitability for those roles in more detail.

[0013] [3] The job requirements setting information includes portable skills, which are skills necessary for performing the job, in addition to the specialized skills related to the job category. The aforementioned job requirements reception department receives the portable skills required by the company and the required level of those portable skills. [2] The recruitment support system described below.

[0014] This structure allows companies to define the skills and skill levels required for job performance beyond those directly related to the job role, enabling them to assess suitability for the position in more detail.

[0015] [4] The talent recruitment support system includes a classification unit, The classification unit classifies the talent type of the job seeker based on the comparison between the required level for the job type and the job seeker level, and the comparison between the required level for the portable skill and the job seeker level. [3] The talent recruitment support system according to the above.

[0016] With such a configuration, it becomes possible to classify the type of the job seeker as a talent, and the company can make a recruitment decision by referring to the type of the job seeker.

[0017] [5] The determination unit determines the suitability of the job seeker based on the total value of the required level for each skill and the total value of the job seeker level for each skill. [3] or [4] The talent recruitment support system according to the above.

[0018] With such a configuration, it becomes possible to determine the numerical value of the suitability of the job seeker for the job type, and the company can make a recruitment decision by referring to that numerical value.

[0019] [6] The talent recruitment support system includes a comparison unit and a proposal unit. [[ID=二十三]] The storage unit stores the job requirements received from the company, linked to each company. The comparison unit compares the skills of the company that the job seeker has answered with the skills of a company other than that company. The proposal unit proposes to the job seeker the answers to the lacking skills regarding the other company based on the result of the duplication. [2] to [5] The talent recruitment support system according to any one of the above.

[0020] With such a configuration, it becomes possible to prompt the job seeker to answer to meet the job requirements of another company, and increase the possibility of the job seeker applying to another company.

[0021] [7] The talent recruitment support system includes a presentation unit. The aforementioned job requirements receiving department receives the annual salary to be offered to the aforementioned personnel from the aforementioned company, The aforementioned presentation unit presents the percentage of personnel meeting the required level for that job category within that annual salary, based on the annual salary, job category, skills, and required level received from the company. A recruitment support system described in any of [2] to [6].

[0022] This structure allows companies to understand the scarcity of the talent they are seeking based on the presented percentages, and they can then use those percentages to define the required skills and their required levels. [Effects of the Invention]

[0023] According to the present invention, it is possible to provide a new technology that effectively supports the recruitment of personnel according to job type. [Brief explanation of the drawing]

[0024] [Figure 1] A block diagram showing the configuration of the personnel recruitment support system in this embodiment. [Figure 2] Hardware configuration diagram in this embodiment. [Figure 3] A block diagram showing the functional components in this embodiment. [Figure 4] An example of the data structure stored in the memory unit in this embodiment. [Figure 5] An example of the data structure stored in the memory unit in this embodiment. [Figure 6] A schematic diagram of the personnel recruitment support system in this embodiment. [Figure 7] A flowchart of the process for determining the suitability of a job seeker as a candidate in this embodiment. [Figure 8] An example of the screen display of the determination result in this embodiment. [Figure 9] An example of the screen display of the determination result in this embodiment. [Figure 10] An example of the screen display of the determination result in this embodiment. [Modes for carrying out the invention]

[0025] The personnel recruitment support system of the present invention will be described below with reference to the drawings. Preferred embodiments are shown in the drawings. However, the present invention can be carried out in many different forms and is not limited to the embodiments described herein.

[0026] For example, this embodiment describes the configuration and operation of a personnel recruitment support system, but similar effects can be achieved by the execution method (steps), apparatus, computer program, etc. The program in this embodiment may be provided as a non-transient recording medium readable by a computer, or it may be provided as a downloadable service from an external server, or the program may be launched on an external computer to perform its functions on a client terminal (so-called cloud computing).

[0027] Furthermore, in this embodiment, "part" may include, for example, hardware resources implemented by a circuit in a broad sense, and information processing of software that can be specifically realized by these hardware resources. In this embodiment, "information" can be represented, for example, by the physical value of a signal value representing voltage or current, the high or low value of a signal value as a set of binary bits composed of 0s or 1s, or by a quantum superposition (so-called qubit), and communication and calculations can be performed on a circuit in a broad sense.

[0028] In a broad sense, a circuit is a circuit realized by appropriately combining circuits, circuits (including processors and memory). That is, it includes CPUs (Central Processing Units), GPUs (Graphics Processing Units), LSIs (Large Scale Integration), ASICs (Application Specific Integrated Circuits), FPGAs (Field-Programmable Gate Arrays), etc.

[0029] <System Overview> Figure 1 is a block diagram showing the configuration of the personnel recruitment support system in this embodiment. As shown in Figure 1, the personnel recruitment support system 0 comprises a personnel recruitment support device 1, a company terminal 2, and a job seeker terminal 3. The personnel recruitment support device 1 is configured to communicate with the company terminal 2 and the job seeker terminal 3 via a network NW. The personnel recruitment support device 1 operates as a server, and the company terminal 2 and the job seeker terminal 3 operate as client terminals.

[0030] The recruitment support device 1 receives job requirements for personnel sought by companies via the company terminal 2. The recruitment support device 1 also receives responses from job seekers to the job requirements set by companies via the job seeker terminal 3. Based on the information received from companies via the company terminal 2 and the information received from job seekers via the job seeker terminal 3, the recruitment support device 1 determines the suitability of the job seeker as personnel.

[0031] The personnel recruitment support device 1 can utilize general-purpose server computers or personal computers. It is also possible to configure the personnel recruitment support device 1 using multiple computers.

[0032] Enterprise Terminal 2 is a terminal used by companies to set job requirements for the personnel they seek. Companies use Enterprise Terminal 2 to set job requirements for the personnel they seek. Enterprise Terminal 2 can be a smartphone, tablet, personal computer, or other terminal device. There may be one or more Enterprise Terminal 2 devices.

[0033] Job seeker terminal 3 is a terminal used by job seekers to respond to job requirements set by companies, etc. Job seekers input their skill levels via job seeker terminal 3. Job seeker terminal 3 can be a smartphone, tablet, personal computer, or other terminal device. There may be one or more job seeker terminals 3.

[0034] In this embodiment, the network NW is an IP (Internet Protocol) network, but there are no restrictions on the type of communication protocol, nor on the type or size of the network.

[0035] <Hardware Configuration> Figure 2 is a hardware configuration diagram. As shown in Figure 2(a), the information processing device 10 (personnel recruitment support device 1) has a control unit 101, a storage unit 102, and a communication unit 103, which are used to enable the operation of each unit and each process.

[0036] The control unit 101 includes one or more processors such as a CPU (Central Processing Unit), and controls the entire operation of the information processing device 10 by executing the personnel recruitment support program, OS (Operating System), browser software, and other applications according to the present invention.

[0037] The storage unit 102 is an HDD (Hard Disk Drive), SSD (Solid State Drive), ROM (Read Only Memory), RAM (Random Access Memory), etc., and stores the personnel recruitment support program according to the present invention and data used by the control unit 101 when executing processing based on the program. The control unit 101 executes processing based on the personnel recruitment support program stored in the storage unit 102, thereby realizing the functional configuration described later.

[0038] The communication unit 103 performs communication control with the network NW and provides inputs necessary for operating the information processing device 10, as well as outputs related to the operation results.

[0039] As shown in Figure 2(b), the terminal device 9 (corporate terminal 2 and job seeker terminal 3) has a control unit 91, a storage unit 92, a communication unit 93, an input unit 94, and an output unit 95, which are used to perform the functions of each unit and each process.

[0040] The control unit 91 of the terminal device 9 includes one or more processors such as a CPU and controls the entire operation process of the terminal device 9. The storage unit 92 of the terminal device 9 is an HDD, SSD, ROM, RAM, etc., and stores the above-mentioned application and data used by the control unit 91 when it executes processing based on the program.

[0041] The communication unit 93 of the terminal device 9 controls communication with the network NW. The input unit 94 of the terminal device 9 is a mouse, keyboard, etc., which inputs operation requests from the user / provider to the control unit 91. The output unit 95 of the terminal device 9 is a display, etc., which displays the results of processing by the control unit 91.

[0042] <Functional Components> As shown in Figure 3, the personnel recruitment support device 1 includes a job requirements reception unit 11, a response reception unit 12, a determination unit 13, a classification unit 14, a comparison unit 15, a proposal unit 16, a presentation unit 17, and a conversion unit 18.

[0043] The arrangement of these functional components is merely an example, and it is also possible to implement these functional components on multiple computers to constitute the Human Resources Recruitment Support System 0. For example, some of the functional components of the Human Resources Recruitment Support Device 1 may be arranged on one or more devices configured to communicate with the company terminal 2, the job seeker terminal 3, and the Human Resources Recruitment Support Device 1. Similarly, some of the functional components of the company terminal 2 may be arranged on one or more devices configured to communicate with the Human Resources Recruitment Support Device 1, the job seeker terminal 3, and the company terminal 2. Furthermore, some of the functional components of the job seeker terminal 3 may be arranged on one or more devices configured to communicate with the Human Resources Recruitment Support Device 1, the company terminal 2, and the job seeker terminal 3.

[0044] <Data Structure> Figures 4 and 5 show an example of the data structure stored in the memory unit in this embodiment. The memory unit of the personnel recruitment support device 1 stores job requirement setting information (job type information, specialized skills information, portable skills information), company information, job requirement information, job seeker information, job seeker application information, etc.

[0045] The arrangement of each data is merely an example, and some or all of the data stored in the memory unit of the personnel recruitment support device 1 may be stored in one or more devices configured to communicate with the company terminal 2, the job seeker terminal 3, and the personnel recruitment support device 1. Similarly, some or all of the data stored in the memory unit of the company terminal 2 may be stored in one or more devices configured to communicate with the personnel recruitment support device 1, the job seeker terminal 3, and the company terminal 2. Furthermore, some or all of the data stored in the memory unit of the job seeker terminal 3 may be stored in one or more devices configured to communicate with the personnel recruitment support device 1, the company terminal 2, and the job seeker terminal 3.

[0046] Job information refers to information about the job positions that a company is recruiting for. As shown in Figure 4(a), job information includes the job title, specialized skill ID, etc., and is managed by a job ID for each job. By including a specialized skill ID in the job information, it is possible to store and link the specialized skills related to that job.

[0047] Specialized skills information refers to information about the specialized skills of a job. As shown in Figure 4(b), specialized skills information includes skill categories, specialized skills, etc., and is managed by a specialized skills ID.

[0048] Portable skills information refers to information other than the specialized skills of a job. As shown in Figure 4(c), portable skills information includes skill categories, portable skills, etc., and is managed by a portable skills ID. Portable skills are skills necessary for performing a job, in addition to the specialized skills related to the job. In other words, portable skills are job performance skills that can be carried over even if the industry or job changes, and are fundamental skills for a business person, in addition to the specialization of the job.

[0049] Job requirements setting information consists of job title information, specialized skills information, and portable skills information. Since the job title information includes a specialized skills ID, companies can select the specialized skills associated with the job title they are recruiting for. Furthermore, companies can set their own unique job requirements by defining the required skill level for the selected specialized skills, which is the level of expertise required for the type of person they are seeking.

[0050] Specialized skills information and portable skills information may include options for the required skill level to be set by companies, etc. The required skill level options may be linked to each skill, and the levels may differ for each skill.

[0051] Company information refers to information about companies that wish to recruit personnel. As shown in Figure 5(a), company information includes company name, address, telephone number, etc., and is managed by a company ID.

[0052] Job requirements information is information about the personnel a company is seeking. As shown in Figure 5(b), job requirements information includes the job ID for the position the company is recruiting for, the job requirements set for that position, etc., and is managed by the company ID. In addition, job requirements information may also include the compensation (annual salary, etc.) that the company can pay to personnel who meet those job requirements.

[0053] Job seeker information refers to information about job seekers looking for employment. As shown in Figure 5(c), job seeker information includes the job seeker's name, gender, age, telephone number, etc., and is managed by a job seeker ID.

[0054] Job seeker application information is information about the job type that the job seeker applied for. As shown in Figure 5(d), job seeker application information includes the company ID of the company the job seeker applied to, the job type ID of the applied job, and responses to the company's job requirements, and is managed by the job seeker ID.

[0055] <Overview image> Figure 6 is a schematic diagram of the talent acquisition support system in this embodiment. The schematic diagram will be used to explain the process of determining a job seeker's suitability as a talent.

[0056] Company recruiters input the job requirements for the desired personnel via the company terminal 2 and transmit them to the personnel recruitment support device 1 to set the job requirements (see (A)). The personnel recruitment support device 1 stores the information received via the company terminal 2 in its memory unit.

[0057] Job seekers respond to the job requirements set by the company via the job seeker terminal 3 and send the responses to the recruitment support device 1 (see (B)).

[0058] The personnel recruitment support device 1 determines the suitability of a job seeker as a personnel based on the job requirements received via the company terminal 2 and the job seeker's response to the job requirements received via the job seeker terminal 3 (see (C)).

[0059] The recruitment support device 1 transmits the results of the suitability assessment of the job seeker to the company terminal 2 and / or the job seeker terminal 3 (see (D)).

[0060] <Processing flowchart> Figure 7 is a flowchart of the process for determining the suitability of a job seeker as a candidate in this embodiment.

[0061] <Setting Job Requirements> In step S701, the job requirements reception unit 11 receives the job requirements for the desired personnel from the company. Specifically, the job requirements reception unit 11 receives from the company the desired job title, the specialized skills required by the company for that job title, and the required level of those specialized skills. In addition, the job requirements reception unit 11 may also accept numerical values ​​as a measure of proficiency in skills in order to set the job requirements.

[0062] Companies transmit the job requirements for the personnel they are seeking to the job requirements receiving unit 11 via the company terminal 2. Each company will have different requirements regarding the type of job, the specialized skills required, and the necessary skill levels for those skills. Based on the job requirements setting information pre-stored in the memory unit, each company can set the specialized skills and skill levels of the personnel they are seeking as job requirements.

[0063] By setting job requirements based on pre-stored job category information and the specialized skills required to perform those roles, companies can efficiently recruit personnel without having to consider job requirements from scratch and without selecting skills deemed unnecessary compared to the skills of their current internal staff. In addition, companies may be able to add and set their own unique skills required for the personnel they are seeking.

[0064] For example, when a company is recruiting a Product Manager (PdM), it selects the skills and skill levels required for the PdM it needs and sets the job requirements. The company selects specialized skills as shown in Figure 4(b) and then sets the skill levels for those skills.

[0065] The job requirements reception unit 11 receives the settings and stores them in the memory unit as shown in Figure 5(b). If there are personnel within the company with sufficient skills for the specialized skill ID "PDM13", it is possible that the company will not select that specialized skill.

[0066] The Job Requirements Reception Department 11 may accept from companies the portable skills they require and the required skill levels for those portable skills. Since the job requirements setting information includes portable skills, which are skills necessary for performing the job, in addition to specialized skills related to the job, companies can set the general skills they expect from business professionals, along with the skill levels for those skills.

[0067] Skill levels can be selected from multiple stages. For example, if there are five levels of skill levels accepted from job seekers, with Lv0 "No experience," Lv1 "Requires support," Lv2 "Competent," Lv3 "Expert," and Lv4 "Expert," then companies can select Lv0 to Lv4 as the required skill level and set job requirements accordingly.

[0068] <Receiving responses regarding job requirements> In step S702, the response receiving unit 12 receives responses from job seekers regarding the company's job requirements. Specifically, the response receiving unit 12 receives the job seeker's skill level in relation to their professional skills. In addition, the response receiving unit 12 may also accept numerical values ​​as a measure of proficiency in skills in order to respond to the job requirements.

[0069] The job seeker inputs their level of professional skills via the job seeker terminal 3 and sends it to the response reception unit 12. The job seeker inputs their level of professional skills in relation to the professional skills set by the company they are applying to. For example, the job seeker selects Lv0 to 4 and inputs their response.

[0070] <Assessing the suitability of job seekers> In step S703, the determination unit 13 determines the suitability of the job seeker as a candidate based on the company's settings and the job seeker's responses. Specifically, the determination unit 13 determines the suitability of the job seeker based on the required level set by the company and the job seeker level that the job seeker has answered. For example, the determination unit 13 determines the suitability of the job seeker by converting the Lv0 to 4 received as the required level or job seeker level into a numerical value from 0 to 4.

[0071] The determination unit 13 determines the suitability of the job seeker based on the required level of specialized skills set by the company and the job seeker's level of specialized skills as reported by the job seeker. The determination unit 13 may further determine the suitability of the job seeker based on the required level of portable skills set by the company and the job seeker's level of portable skills as reported by the job seeker.

[0072] The judgment unit 13 may determine the suitability of a job seeker based on the sum of the required levels for each skill and the sum of the job seeker's levels for each skill. Specifically, the judgment unit 13 may calculate an overall score by dividing the sum of the job seeker's levels for each skill by the sum of the required levels for each skill, and then determine the suitability of the job seeker.

[0073] The evaluation unit 13 may rank job seekers based on their overall score. For example, the evaluation unit 13 could rank job seekers as follows: S rank if their overall score is 200% or higher, A rank if their overall score is 150% or higher but less than 200%, B rank if their overall score is 100% or higher but less than 150%, and C rank if their overall score is less than 100%, thereby determining their suitability.

[0074] For example, in Figure 5(b), the total required level set by company ID "C001" is 8. Also, in Figure 5(d), the total job seeker level that job seeker ID "S0001" responded to job type ID "J004" of company ID "C001" is 12. The judgment unit 13 calculates a total score of 150% by dividing 12 by 8 and determines the job seeker to be rank A.

[0075] By ranking job seekers in this way, companies can more easily assess the skill levels of applicants. Furthermore, if a company sets a minimum skill requirement, the assessment unit 13 may determine that a job seeker is unsuitable if their skill level falls below the required level for that skill.

[0076] <Classification of Job Seeker Types> The classification unit 14 classifies job seekers into different types based on a comparison of the required skill level for each job and the job seeker's skill level, as well as a comparison of the required skill level for portable skills and the job seeker's skill level. Specifically, the classification unit 14 classifies job seekers into four types based on a comparison of the total job seeker's skill level for specialized skills and the total required skill level for specialized skills, as well as a comparison of the total job seeker's skill level for portable skills and the total required skill level for portable skills.

[0077] The classification unit 14 may classify job seekers into four talent types based on the result of dividing the sum of job seeker levels for specialized skills by the sum of required levels for specialized skills, and the result of dividing the sum of job seeker levels for portable skills by the sum of required levels for portable skills.

[0078] Classification unit 14 classifies job seekers as "experienced individuals who can contribute" if their level of specialized skills and portable skills is above the required level. Classification unit 14 classifies job seekers as "not eligible for this position" if their level of specialized skills and portable skills is below the required level.

[0079] Classification unit 14 classifies a job seeker as a "potential ready-to-work candidate" if their level of expertise is above the required level, but their level of portable skills is below the required level. Classification unit 14 classifies a job seeker as a "potential inexperienced candidate" if their level of expertise is below the required level, but their level of portable skills is above the required level.

[0080] By classifying job seekers by type in this way, companies can more easily determine the type of person each applicant is.

[0081] <Display of judgment results> Figures 8-10 show examples of screen displays of the judgment results in this embodiment. The judgment unit 13 may transmit the judgment results to the company terminal 2 and / or the job seeker terminal 3. The company terminal 2 and / or the job seeker terminal 3 may display a screen of the judgment results as shown in Figures 8-10. In Figures 8-10, the job seeker level is indicated as the job seeker's "score," and the required level is indicated as the "reference score" for determining the job seeker's suitability as a human resource.

[0082] In Figure 8, score W801 represents the job seeker's job seeker level, and the baseline score W802 represents the required level. The judgment unit 13 may transmit the judgment result to the company terminal 2 and / or the job seeker terminal 3, as shown in Figure 8, in a manner that clearly indicates where the job seeker level falls below the required level.

[0083] The score W901 in Figure 9 is the average value for the same skill category in the score W801 in Figure 8, and the baseline score W902 is the average value for the same skill category in the baseline score W802 in Figure 8. For example, in the professional skills section of Figure 8, the sum of the individual scores for the "Other" skill category is 1, so the average value is 1 divided by 3, which is 0.33. Therefore, the score for the "Other" skill category in the professional skills section of Figure 9 is 0.33.

[0084] The score W1001 in Figure 10 is the average of the scores in Figure 9, and the baseline score W1002 in Figure 10 is the average of the baseline scores in Figure 9. For example, since the total score for portable skills in Figure 9 is 9.50, the average is 9.50 divided by 5, which is 1.90.

[0085] The overall score percentage W1003 in Figure 10 is calculated by dividing the sum of the job seeker levels for each skill (score W801 in Figure 8) by the sum of the required levels for each skill (benchmark score W802 in Figure 8). Since the sum of the scores for each skill in Figure 8 is 49 and the sum of the benchmark scores is 43, the overall score percentage is 114.0%, which is obtained by dividing 49 by 43, multiplying by 100, and rounding to the nearest whole number.

[0086] Furthermore, as shown in Figure 10, displaying the talent type, overall evaluation (rank), overall score percentage, cutoff criteria, etc., as part of the evaluation results makes it easier for companies to decide whether or not to hire job seekers.

[0087] <Comparison of job seeker responses and job requirements of multiple companies> As shown in Figure 5(b), the memory unit stores job requirements received from companies, linking them to each company.

[0088] The comparison unit 15 compares the overlap between the skills of a company that a job seeker has answered and the skills of a different company. Specifically, the comparison unit 15 compares the overlap between the skills that a job seeker has answered as their job seeker level when applying for a job at a company and the skills that a different company has set as a job requirement for that job.

[0089] Furthermore, the comparison unit 15 may calculate a skill match score, which represents the potential for employment in a particular job at a particular company, based on the job requirements set by the company and the skills that the job seeker has stated. By calculating the skill match score based on the skills that the job seeker has stated and the job requirements set by companies other than the one the job seeker is applying to, it is possible to calculate the likelihood that the job seeker will be hired by another company.

[0090] Specifically, the comparison unit 15 calculates the degree of overlap, which represents how much of the skills set by the company the job seeker has answered (e.g., the percentage of job seekers who have answered). For example, if the number of skills set by the company is 10 and the job seeker has answered 6 of them, the comparison unit 15 divides 6 by 10 to calculate an overlap of 0.6 (60%).

[0091] Furthermore, the comparison unit 15 calculates the degree of deviation above (or below) the company's set benchmark score based on the average of the benchmark scores set by the company and the average of the job seeker levels for the skills the job seeker has answered. For example, if the average of the benchmark scores for the 10 skills set by the company is 2 and the average of the job seeker levels for the 6 skills the job seeker has answered is 3.2, the comparison unit 15 divides 3.2 by 2 to calculate 1.6 (160%).

[0092] The comparison unit 15 further calculates the skill match score based on the calculated overlap rate and the upward deviation rate. For example, the comparison unit 15 calculates the skill match score by multiplying the overlap rate by the upward deviation rate. Alternatively, the comparison unit 15 may calculate the skill match score using either the overlap rate or the upward deviation rate.

[0093] In addition, the comparison unit 15 may calculate the skill match score as the percentage of skills that exceed the standard score set by the company.

[0094] Furthermore, by displaying the skill match score via the company terminal 2 and / or the job seeker terminal 3, the comparison unit 15 creates the possibility that job seekers may become interested in various companies, and furthermore, it creates the possibility that companies may approach various job seekers.

[0095] In addition, the comparison unit 15 may calculate the number of skills that the job seeker has answered that exceed the threshold set by the company, and compare the number of skills that exceed the threshold with a threshold number set in advance by the company.

[0096] When the number of skills that exceed the benchmark score is greater than or equal to a threshold number predetermined by the company, the comparison unit 15 displays the job seeker, creating the possibility for the company to approach the job seeker even if only a portion of their skill level exceeds the benchmark score.

[0097] Based on the results of the comparison by the comparison unit 15, the suggestion unit 16 proposes answers to the job seeker regarding the skills that are lacking in other companies. The suggestion unit 16 also proposes answers to the job seeker regarding skills that do not overlap. If the job seeker responds to these suggestions, they will be able to apply to other companies or different job types.

[0098] Based on the responses from the job seeker, the proposal unit 16 searches for the job requirements that require the fewest additional responses from the job seeker for application to another company or job type, and proposes answers for any missing skills.

[0099] For example, when comparing the overlap between the skills answered by job seeker ID "S0001" in Figure 5(d) and the skills set as job requirements by company ID "C002" in Figure 5(b), the comparison unit 15 determines that the professional skill ID "PDM13" and the portable skill ID "PS06" do not overlap.

[0100] Proposal Unit 16 proposes that job seeker ID "S0001" input their job seeker level for the professional skill ID "PDM13" and portable skill ID "PS06". Furthermore, Proposal Unit 16 may also propose that by answering the questions about those skills, the job seeker can apply for job category ID "J004" at company ID "C002".

[0101] In addition, the suggestion unit 16 may also suggest to the job seeker responses to skill questions or applications to companies based on the skill match score or the number of skills that exceed the threshold calculated by the comparison unit 15. Specifically, the suggestion unit 16 makes suggestions to the job seeker based on the high skill match score (for example, the company with the highest score) or the large number of skills that exceed the threshold (for example, the company with the most skills exceeding the threshold). For example, the suggestion unit 16 may suggest companies with a high skill match score to the job seeker.

[0102] Furthermore, the determination unit 13 may determine the suitability of the job seeker for other companies based on the skill match score or the number of skills that exceed the threshold calculated by the comparison unit 15. Specifically, the determination unit 13 determines whether the skill match score is above a threshold set in advance by the company, and determines the suitability of the job seeker for the company based on the result of that determination.

[0103] <Requesting References> The response receiving unit 12 may accept evaluations of the job seeker and the legitimacy of their job seeker level from acquaintances of the job seeker (third parties) as references for the job seeker's job seeker level. These acquaintances (third parties) could include the job seeker's former supervisor, colleagues, or mentors in the same job field.

[0104] By having the response reception unit 12 receive feedback from third parties regarding the validity of job seekers' evaluations and skills, the credibility of the information regarding job seekers' skills increases, allowing companies to evaluate job seekers with confidence.

[0105] Skill-based talent management The memory unit stores the job seeker level of the skills of the hired job seekers, linked to the company ID, and the proposal unit 16 may propose training policies for the hired personnel and job requirements for the personnel to be recruited, based on the skills of the job seekers hired by the company.

[0106] Furthermore, the memory unit may store the skill levels of all employees belonging to the company, linked to the company ID, and the suggestion unit 16 may propose employee placement, employee training policies, and job requirements for personnel to be recruited based on the skills of all employees.

[0107] Specifically, Proposal 16 proposes extracting skills that the company lacks from the skills of all employees, and setting job requirements to develop those skills as part of the training policy for newly hired personnel and / or to recruit personnel who possess those skills.

[0108] <Presentation of annual salary and contract period> The memory unit stores the job seeker's skill level and job seeker employment salary information, including the annual salary offered by a company when it previously hired that job seeker. The presentation unit 17, based on the job requirements of the person received by the job requirements reception unit 11 and the job seeker employment salary information, presents the annual salary offered by a company when it hired a person who meets those job requirements.

[0109] In this way, companies can predict the annual salary they would receive if they hired someone who meets certain job requirements. The annual salary presented by the presentation unit 17 could be the median or average of the annual salaries offered by the company to multiple eligible individuals when hiring them.

[0110] The memory unit stores the job seeker's skill level and the actual annual salary that a company has offered to job seekers of that skill level in the past, regardless of whether they were hired or not. Based on the median, average, etc., of the actual offered salaries, it may then suggest an annual salary that would be appropriate for hiring a job seeker of that skill level.

[0111] Furthermore, the memory unit stores the job seeker's skill level and their annual salary, and when hiring other job seekers, the presentation unit 17 may present an annual salary for hiring other job seekers of that level based on the median, average, etc. of the job seekers' annual salaries stored in the memory unit.

[0112] In addition, the memory unit may store the skill level of an employee and their annual salary, and the presentation unit 17 may present an annual salary for hiring a job seeker at that level based on the median, average, etc., of the employees' annual salaries.

[0113] Furthermore, the memory unit stores job seeker recruitment period information, which includes the job seeker's skill level and the time it took for the job seeker to be hired by a company in the past. The presentation unit 17 then presents the time it would take for a person who meets the job requirements to be hired by a company, based on the job requirements received by the job requirements reception unit 11 and the job seeker recruitment period information. The job seeker recruitment period information may also include the annual salary offered by the company to the person.

[0114] In this way, companies can predict the time required to hire personnel who meet certain job requirements. The time presented by the presentation unit 17 may be the median, average, or other values ​​of the time it takes for multiple personnel to be hired if the company is hiring multiple personnel.

[0115] In addition, if there is no record of hiring personnel with the relevant job requirements, the presentation unit 17 extracts information on hiring personnel with similar job requirements based on the job seeker's annual salary information and / or the job seeker's employment period information, and presents the annual salary when the relevant personnel were hired by the company and / or the time it took for the company to hire the job seeker.

[0116] For example, if there is no record of hiring someone with a certain job requirement for sales who earns an annual salary of 12 million yen, the presentation unit 17 extracts other job types with similar job requirements that have been used to hire someone with an annual salary of 12 million yen, and presents the time it took to hire someone for the extracted job type.

[0117] Furthermore, if there is no record of hiring for a particular job requirement, the offering unit 17 extracts job seekers who have been hired for job requirements similar to that requirement and presents the annual salary offered to hire the extracted job seekers. Specifically, the offering unit 17 extracts hired job seekers who share multiple skills as part of the job requirements, based on the job seekers' responses and the job requirements set by the company.

[0118] <Presentation of personnel ratios> The Job Requirements Reception Department 11 may accept from companies the annual salary they plan to offer to the desired candidate.

[0119] The presentation unit 17 presents the percentage of personnel who meet the required level for that job type at that annual salary, based on the annual salary, job type, skills, and required level received from the company. Specifically, the presentation unit 17 presents the percentage of personnel based on historical information such as the job seeker level received from job seekers to date and the annual salary that each job seeker has accepted.

[0120] By presenting the proportion of personnel in this manner, companies can use it as a reference when setting job requirements. For example, if the proportion of personnel requested by the presentation section 17 is low, companies can consider raising the annual salary, lowering the required skill level, or reducing the number of skills specified.

[0121] <Presenting the possibility of switching to other occupations> The presentation unit 17 may present a job seeker with the possibility of switching to a different job from the one they applied for. Since different job types may share many common job requirements, job seekers may be able to apply for and be hired for a different job than initially intended. Based on the job requirements set by the company and the job seeker's responses to the job requirements of a particular job, the presentation unit 17 presents job types different from the one the job seeker responded to.

[0122] Specifically, the presentation unit 17 extracts other job types that share multiple skills as job requirements based on the job seeker's responses and the job requirements set by the company, and presents those job types to the job seeker. The memory unit stores a threshold number of skills required to extract other job types, and the presentation unit 17 presents other job types that share skills equal to or greater than that threshold number.

[0123] <Presentation of career paths (how to build one and / or direction)> The memory unit stores all job seekers' past skill data (skills and job seeker level, etc.), career history (work history, etc.), and changes in skill data, and the presentation unit 17 may present a career (how to build and / or direction) to a job seeker based on the skill data and career history (work history, etc.) of other job seekers. The presentation unit 17 extracts individuals whose skill level is similar to that of the job seeker based on the job seeker's occupation and job seeker level, and presents how to build and / or direction a career is directed towards based on the past and / or present skill data and occupation (changes) of the extracted job seekers.

[0124] There are two types of career building methods: the mountain-climbing type (work backward) and the river-downstream type (build up) and two types of career direction: vertical and horizontal. The presentation section 17 may present only the career building method (mountain-climbing type or river-downstream type), or only the career direction (vertical or horizontal type). Alternatively, the presentation section 17 may present one of four combinations of the career building method and the career direction.

[0125] In a mountain-climbing type of career development, the presentation unit 17 accepts goals from the job seeker and suggests improving skills by working backward to achieve those goals. In a river-rafting type of career development, the presentation unit 17 suggests improving skills according to the job seeker's situation.

[0126] Furthermore, in a vertical career path, the presentation unit 17 suggests to the job seeker that they improve their current skill level. In a horizontal career path, the presentation unit 17 suggests to the job seeker that they acquire skills they do not currently possess. In addition, even in a vertical career path, the presentation unit 17 may also suggest to the job seeker a range of options that they do not currently have (for example, acquiring or improving skills they do not currently possess).

[0127] For example, the presentation unit 17 suggests which skills should be improved to what level, which skills should be acquired, by when they should be acquired, by when they should be improved, and so on.

[0128] When presenting a career path model to a job seeker, the presentation unit 17 receives the job type the job seeker is aiming for, extracts individuals of that job type from the memory unit's storage, and further compares the job seeker's level with that of the extracted individuals to suggest what skills the job seeker should improve.

[0129] Generally, job seekers aim for career advancement by taking on more advanced (more challenging) roles within their current job category. For example, a job seeker might aim for career advancement within a particular job category, progressing from general employee to leader and then manager.

[0130] When presenting a career path that involves climbing a mountain, for example, the presentation unit 17 accepts a role higher than the role in the job seeker's current occupation and presents the skills and job seeker level required to assume that role. In addition, the presentation unit 17 may also accept occupations different from the job seeker's current occupation.

[0131] Furthermore, when presenting a downstream career development model to a job seeker, the presentation unit 17 may extract individuals with a higher job seeker level than the job seeker, and then compare the job seeker level of the extracted individuals with that of the extracted individuals to suggest what skills the job seeker should improve in order to take on the same job as the extracted individuals.

[0132] When presenting a job seeker with a downstream career development model, for example, the presentation unit 17 can extract individuals who are older than the job seeker but who were at a similar level when they were the same age, thereby extracting individuals who may be relevant to the job seeker's career. In addition, the presentation unit 17 could extract individuals who may be relevant (regardless of age) based on skill data, work history, etc.

[0133] When presenting a vertical career path to a job seeker, the presentation unit 17 may extract individuals who possess the same skills as the job seeker, and who have a higher level of those skills, and then present the skills that the extracted individuals have improved, their skill level, the order of improvement, their work history, etc., as a career direction.

[0134] Furthermore, when presenting a horizontal career path to a job seeker, the presentation unit 17 may extract individuals who possess the same skills as the job seeker and also possess skills that the job seeker does not have, and present the skills acquired by the extracted individuals, the job seeker's level of those skills, the order in which they were acquired, their work history, etc., as a career direction.

[0135] <Mentor Matching> The determination unit 13 determines an appropriate mentor for the job seeker based on the job seeker's skill level. A mentor is someone who provides advice to the job seeker on improving their skills.

[0136] For example, the determination unit 13 extracts skills that are at a low level among the job seeker's skills and determines that those with high levels in those skills should be mentors. In addition, the determination unit 13 may also determine that those who share skills with the job seeker and have a higher job seeker level should be mentors.

[0137] The presentation unit 17 presents the mentors determined by the judgment unit 13 to the job seeker. The presentation unit 17 may present multiple mentor candidates, and the job seeker may choose from among them.

[0138] <Generating a resume / CV> The conversion unit 18 may generate a resume for a job seeker based on the job seeker level received from the job seeker. Specifically, the conversion unit 18 extracts important skills from the job seeker's skills and generates a resume related to those skills.

[0139] For example, the conversion unit 18 extracts high-level skills from the job seeker's skills as important skills. The conversion unit 18 then generates a resume that includes an appeal summarizing the extracted skills.

[0140] As described above, the configuration of the present invention provides a new technology that effectively supports the recruitment of personnel according to job type. [Explanation of Symbols]

[0141] 0 Human Resources Recruitment Support System 1. Human Resources Recruitment Support Device 11. Job Requirements Reception Department 12. Response Reception Department 13 Judgment section 14 Classification section 15. Comparison Section 16 Proposal Department 17 Presentation section 2. Enterprise terminals 3. Job seeker terminals NW Network

Claims

1. A recruitment support system that assists companies in hiring personnel, The aforementioned personnel recruitment support system comprises a memory unit, a job requirements reception unit, a response reception unit, and a determination unit. The memory unit stores job requirement setting information for setting job requirements, The aforementioned job requirements reception department receives job requirements from companies based on the aforementioned job requirements setting information, The aforementioned response receiving department receives responses from job seekers regarding the job requirements of the aforementioned company. The determination unit determines the suitability of the job seeker as a candidate based on the company's settings and the job seeker's responses. A recruitment support system.

2. The aforementioned job requirements setting information includes the job type and the specialized skills necessary to perform the duties of that job type. The aforementioned job requirements reception department receives the desired job title, the specialized skills required by the company for that job title, and the required level of those specialized skills. The aforementioned response receiving unit receives the job seeker's level of expertise in the aforementioned specialized skills from the job seeker. The determination unit determines the suitability of the job seeker based on the required level and the job seeker level. The personnel recruitment support system according to claim 1.

3. The aforementioned job requirements setting information includes, in addition to the specialized skills related to the job category, portable skills which are skills necessary for performing the job. The aforementioned job requirements reception department receives the portable skills required by the company and the required level of those portable skills. The personnel recruitment support system according to claim 2.

4. The aforementioned personnel recruitment support system includes a classification unit, The classification unit classifies the type of job seeker based on a comparison of the required level for the job type and the job seeker's level, and a comparison of the required level for the portable skills and the job seeker's level. The personnel recruitment support system according to claim 3.

5. The determination unit determines the suitability of the job seeker based on the sum of the required levels for each skill and the sum of the job seeker levels for each skill. The personnel recruitment support system according to claim 3.

6. The aforementioned personnel recruitment support system comprises a comparison unit and a proposal unit, The memory unit stores the job requirements received from the company, linked to each company. The comparison unit compares the overlap between the skills of the company that the job seeker has answered and the skills of a company other than that company. Based on the results of the duplication, the proposal unit proposes to the job seeker answers to the lack of skills at the other company. The personnel recruitment support system according to claim 2.

7. The aforementioned personnel recruitment support system includes a display unit, The aforementioned job requirements receiving department receives the annual salary to be offered to the aforementioned personnel from the aforementioned company, The aforementioned presentation unit presents the percentage of personnel meeting the required level for that job category within that annual salary, based on the annual salary, job category, skills, and required level received from the company. The personnel recruitment support system according to claim 2.

8. A method of supporting human resource recruitment implemented by a human resource recruitment support system that assists companies in recruiting personnel, The aforementioned personnel recruitment support system comprises a memory unit, a job requirements reception unit, a response reception unit, and a determination unit. The memory unit stores job requirement setting information for setting job requirements, The aforementioned job requirements reception unit receives the job requirements for the desired personnel from the company based on the job requirements setting information, The aforementioned response receiving unit receives responses from job seekers regarding the company's job requirements, The determination unit includes the step of determining the suitability of the job seeker as the said personnel based on the company's settings and the job seeker's responses, Methods for supporting talent acquisition.

9. This is a talent acquisition support program that assists companies in recruiting talent. The computer is configured to function as a memory unit, a job requirements reception unit, a response reception unit, and a judgment unit. The memory unit stores job requirement setting information for setting job requirements, The aforementioned job requirements reception department receives job requirements from companies based on the aforementioned job requirements setting information, The aforementioned response receiving department receives responses from job seekers regarding the job requirements of the aforementioned company. The determination unit determines the suitability of the job seeker as a candidate based on the company's settings and the job seeker's responses. Talent acquisition support program.

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