How to match employers with job seekers

Abstract

We provide a matching method that can improve the accuracy of matching job seekers with employers, tailored to the individual needs of each employer. [Solution] A method for matching employers and job seekers provided by a system having an employer terminal, a job seeker terminal connected to the employer terminal via a network, and a server terminal, wherein the server terminal provides an aptitude test to the job seeker terminal and the employer terminal, calculates a score for evaluating one or more characteristics of employers associated with the employer terminal and job seekers associated with the job seeker terminal based on the information entered via the terminal, calculates the similarity of the score for job seekers' characteristics to the score for employers' characteristics based on the employer's score, extracts information on employers that meet the similarity and predetermined matching criteria, and extracts information on employers based on the matching criteria associated with consultant information selected by the job seeker terminal.

Description

Technical Field

[0001] The present invention relates to a method for matching job seekers and employers.

Background Art

[0002] Conventionally, services related to the matching of job seekers (employment candidates) and employers (recruitment companies) using aptitude tests have become widespread. In aptitude tests, it is common to evaluate characteristics such as the personality and abilities of job seekers.

[0003] For example, in Patent Document 1, a method is disclosed in which an aptitude test is conducted on employees of an employer, and based on the aptitude test results, the aptitude test goals for job seekers are set based on the test results of high-evaluated employees within the company who have taken the aptitude test in the past.

Prior Art Documents

Patent Documents

[0004]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0005] However, although Patent Document 1 enables improvement in the job matching accuracy between job seekers and employers by using aptitude tests, the actual image of the job seeker required by each employer is different for each employer, and setting the goals of the aptitude test according to a predetermined rule is not always appropriate.

[0006] Therefore, an object of the present invention is to improve the matching accuracy between job seekers and employers in accordance with the respective needs of employers.

Means for Solving the Problems

[0007] A matching method for employers and job seekers provided by a system having an employer terminal associated with an employer, a job seeker terminal associated with a job seeker connected to the employer terminal via a network, and a server terminal, wherein the server terminal provides an aptitude test to the job seeker terminal and the employer terminal, receives information input via the terminals regarding the aptitude test from the employer terminal and the job seeker terminal, and based on the information input via the terminals, assesses the problem-solving ability, quick thinking ability, logical thinking ability, decision-making ability, management ability, perseverance, and / or personality of the employer associated with the employer terminal and the job seeker associated with the job seeker terminal. The system calculates scores for evaluating multiple characteristics, uses the job seeker's score as a reference, calculates the similarity between the job seeker's characteristic score and the job seeker's characteristic score, extracts information on job seekers that meet the similarity and predetermined matching criteria, displays the information on job seekers that meet the similarity and predetermined matching criteria on the job seeker's terminal, provides the job seeker's terminal with consultant information associated with each of the multiple matching criteria, and extracts information on job seekers based on the matching criteria associated with the consultant information selected by the job seeker's terminal. [Effects of the Invention]

[0008] According to the present invention, it is possible to improve the accuracy of matching job seekers with employers in accordance with the individual needs of each employer. [Brief explanation of the drawing]

[0009] [Figure 1] This is a block diagram showing a matching 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 job seeker terminal 200. [Figure 4] This figure shows an example of job seeker data stored in server 100. [Figure 5] This figure shows an example of job seeker data stored in server 100. [Figure 6] This is an example of a flowchart relating to a matching method according to the first embodiment of the present invention. [Figure 7] This is another example of a flowchart relating to a matching method according to the first embodiment of the present invention. [Figure 8] This is yet another example of a flowchart relating to a matching method according to the first embodiment of the present invention. [Figure 9] This figure shows example screens displaying information related to job seekers and employers, respectively, on job seeker terminals and employer terminals. [Figure 10] This is an example of a flowchart relating to a matching method according to a second 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 claims of this disclosure. Furthermore, not all components shown in the embodiments are necessarily essential components of this disclosure.

[0011] (Embodiment 1) <Structure> Figure 1 is a block diagram showing a matching system according to the first embodiment of the present invention. This system 1 consists of a job seeker terminal 200 related to job seekers with various backgrounds, a recruiter terminal 300 related to recruiters such as companies that conduct recruitment activities, and a server terminal 100 that mediates between them.

[0012] The server terminal 100, the job seeker terminal 200, and the employer terminal 300 are connected via a network NW. The network NW consists of the Internet, intranet, wireless LAN (Local Area Network), WAN (Wide Area Network), etc.

[0013] The server terminal 100 provides aptitude tests for employees of the employer company and job seekers, analyzes the aptitude of employees of the employer company and job seekers from the obtained answers, and also receives information related to the employer from the employer through the employer terminal 300, and based on the information related to the job seeker received from the job seeker through the job seeker terminal 200, it is a device that performs matching processing between the employer and the job seeker. For example, it may be a general-purpose computer such as a workstation or a personal computer, or may be logically realized by cloud computing. In the present embodiment, for the sake of convenience of explanation, one server terminal is exemplified, but it is not limited thereto, and a plurality of server terminals may be used.

[0014] The job seeker terminal 200 is a job seeker who wishes to find employment or change jobs and is owned by a job seeker who uses the services provided by the server terminal 100. For example, it is an information processing device such as a personal computer or a tablet terminal, but it may also be composed of a smartphone, a mobile phone, a PDA, etc.

[0015] As described above, the employer terminal 300 is an employer (for example, an employment staff) of an enterprise or the like that conducts human resource recruitment activities and provides information related to the employer, and is owned by an employer who uses the services provided by the server terminal 100. For example, it is an information processing device such as a personal computer or a tablet terminal, but it may also be composed of a smartphone, a mobile phone, a PDA, etc. There is one or more departments (for example, Department A, Department B, Department C, etc.) in the employer company, and one or more employees belong to each department. For each terminal of each employee in such each department, an aptitude test is provided by the server terminal 100, and in some cases, through the employer terminal 300. Regarding the aptitude test, it can also be provided by a server different from the server terminal 100.

[0016] In this embodiment, the system 1 includes a server terminal 100, a job seeker terminal 200, and an employer terminal 300. It will be described as a configuration in which a job seeker or an employer operates the server terminal 100 by using the job seeker terminal 200 and the employer terminal 300 respectively. However, the server terminal 100 may be configured as a stand-alone device, and the server terminal itself may have functions for a job seeker or an employer to operate.

[0017] 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.

[0018] The communication unit 110 is a communication interface for communicating with the job seeker terminal 200 and the employer terminal 300 via the network NW. Communication is performed according to a communication protocol such as TCP / IP (Transmission Control Protocol / Internet Protocol).

[0019] 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 (ReadOnly Memory), etc. Further, the storage unit 120 has a job seeker data storage unit 121 that stores various data related to job seekers, an employer data storage unit 122 that stores various data related to employers, etc. Furthermore, the storage unit 120 can also temporarily store data communicated with the job seeker terminal 200 and the employer terminal 300. Note that a database (not shown) storing various data may be constructed outside the storage unit 120 or the server terminal 100.

[0020] The control unit 130 controls the overall operation of the server terminal 100 by executing programs stored in the memory unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), etc. The functions of the control unit 130 include an instruction receiving unit 131 that receives input from the job seeker terminal 200 or the employer terminal 300, a job seeker data management unit 132 that refers to and processes various data related to job seekers, an employer data management unit 133 that refers to and processes various data related to employers, an aptitude analysis unit 134 that analyzes the answers to aptitude tests entered by job seekers and employees of employer companies and calculates the analysis results, and a matching processing unit 135 that processes the matching of job seekers and employers. The instruction receiving unit 131, the job seeker data management unit 132, the employer data management unit 133, the aptitude analysis unit 134, and the matching processing unit 135 are activated by programs stored in the memory unit 120 and executed by the server terminal 100, which is a computer (electronic calculator).

[0021] The instruction receiving unit 131 receives instructions from the job seeker terminal 200 or the employer terminal 300 via the communication unit 110 when a user who is a job seeker or employer performs a predetermined input (by clicking, tapping, swiping, entering keywords, pressing icons, etc.) via a user interface such as a screen displayed on the job seeker terminal 200 or the employer terminal 300 through a web browser or application, provided by the server terminal 100.

[0022] The Job Seeker Data Management Unit 132 manages and processes various data related to job seekers (for example, job seeker ID, basic information of job seekers, work history information, qualification information, desired conditions information, and suitability information, etc.).

[0023] The Recruiter Data Management Unit 133 manages and processes various data related to recruiters (for example, recruiter ID, basic information, job information, suitability information, etc.).

[0024] The aptitude analysis unit 134 analyzes the aptitude of job seekers and employees of the recruiting company based on the responses of job seekers and employees of the recruiting company entered from the job seeker terminal 200 and the recruiter terminal 300 (or the terminals of employees of the recruiting company) to the provided aptitude test, and calculates the analysis results.

[0025] The matching processing unit 135 generates and provides matching support information to the job seeker terminal 200 and the job seeker terminal 300 based on the analysis results of aptitude tests of job seekers and employees of recruiting companies.

[0026] Figure 3 is a functional block diagram showing the job seeker terminal 200 of Figure 1. The job seeker terminal 200 comprises a communication unit 210, a display and operation unit 220, a storage unit 230, and a control unit 240.

[0027] 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.

[0028] The display operation unit 220 is a user interface used to display text, images, etc., in response to input data from the control unit 240, based on instructions given by the job seeker. If the job seeker terminal 200 is a personal computer, the display operation unit 220 consists of a display and a keyboard or mouse. If the job seeker terminal 200 is a smartphone or tablet, the display operation unit 220 consists of a touch panel, etc. This display operation unit 220 is activated by a control program stored in the memory unit 230 and executed by the job seeker terminal 200, which is a computer (electronic calculator). Through the display operation unit, the job seeker can perform actions such as pressing keys on the keyboard, moving the cursor with a mouse, or tapping, swiping, and pinching on a touch panel in response to the aptitude test provided.

[0029] 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.

[0030] The control unit 240 controls the overall operation of the job seeker terminal 200 by executing programs stored in the memory unit 230, and is composed of a CPU, GPU, etc.

[0031] Furthermore, the server terminal 100 may be configured to include a display and operation unit, in which case the job seeker terminal 200 may not be included.

[0032] Furthermore, since the functional configuration of the job seeker terminal 300 is essentially the same as that of the job seeker terminal 200, we will omit the explanation.

[0033] Figure 4 shows an example of job seeker data stored in server 100.

[0034] The job seeker data 1000 shown in Figure 4 stores various data related to job seekers. In Figure 4, for the sake of explanation, an example of one job seeker (a job seeker identified by job seeker ID "10001") is shown, but information for multiple job seekers can be stored. Various data related to job seekers can be stored, for example, basic information of the job seeker (job seeker's name, address, contact information such as email address, and other SNS account information, etc.), career information (job seeker's educational background, work history, most recent annual income, etc.), qualification information (qualifications, language skills, skills, self-introduction), desired information (desired annual income, desired employment timing, desired work location, desired industry, desired job type, etc.), and aptitude information (aptitude test scores, scores for characteristics measured by the aptitude test (problem-solving ability, quick thinking ability, logical thinking ability, decision-making ability, management ability, perseverance, personality, etc.)).

[0035] Figure 5 shows an example of job seeker data stored on server 100.

[0036] The recruiter data 2000 shown in Figure 5 stores various data related to recruiters. In Figure 5, for the sake of explanation, an example of one recruiter (a recruiter identified by recruiter ID "20001") is shown, but information for multiple users can be stored. Various data related to recruiters can be stored, for example, basic information of the recruiter (company name, industry, date of establishment, location, number of employees, company website URL, other company introduction text, etc.), job information (salary, desired candidate profile, working hours, treatment, benefits, work location, employment type (regular employee (new graduate / mid-career), contract employee, intern, part-time, etc.)), and aptitude information (scores of aptitude tests for employees belonging to the recruiting company (company-wide, by department, etc.), scores for characteristics measured by aptitude tests (problem-solving ability, quick thinking ability, logical thinking ability, decision-making ability, management ability, perseverance, personality, etc.)).

[0037] <Processing flow> Referring to Figure 6, the processing flow of the matching method between job seekers and employers performed by System 1 of this embodiment will be described. Figure 6 is an example of a flowchart relating to the matching method according to the first embodiment of the present invention.

[0038] To use this system 1, job seekers and / or employers (or employees of the employer company) access the server terminal 100 using the web browser or application on their respective job seeker terminals 200 and employer terminals 300 (or the terminals of each employee belonging to any department of the employer company). When using the service for the first time, they enter the aforementioned basic job seeker information and employer information, respectively. If they already have an account as a job seeker or employer, they log in after undergoing the prescribed authentication, such as entering an ID and password, to make the service available. After this authentication, a prescribed user interface is provided via a website or application, and the process proceeds to step S101 shown in Figure 6. For the sake of explanation, unless otherwise specified, the terminals of the hiring managers of the employer company and each employee belonging to any department of the employer company will be collectively referred to as "employers," and their respective terminals will be collectively referred to as "employer terminals."

[0039] First, as part of step S101, the server terminal 100 transmits the aptitude test to the job seeker terminal 300 via the communication unit 110. For example, the questions provided as the aptitude test are displayed in the user interface provided via a web browser or application on the job seeker terminal 300.

[0040] Examples of questions provided as an aptitude test include games designed to measure the respondent's aptitude. Through the game tasks, respondents can interact with objects displayed on the user interface in relation to the aptitude test questions by pressing keys on the keyboard if the display control unit is a keyboard, selecting and moving objects with a mouse if the display control unit is a mouse, or selecting objects by tapping and moving them while tapping or moving them with swiping gestures if the display control unit is a touch panel. Respondents can also input text or voice input via the display control unit in relation to the questions. The aptitude test is designed to measure multiple characteristics of the respondent (problem-solving ability, quick thinking ability, logical thinking ability, decision-making ability, management ability, perseverance, personality, etc.) and can consist of multiple questions. Here, one question may be linked to a specific characteristic or to multiple characteristics. The above characteristics can be evaluated by measuring the speed, accuracy, and / or characteristics of the respondent's operations through the aptitude test. The aptitude test can also be provided to the respondent in paper form. In addition to games, aptitude tests can also include methods that provide respondents with a virtual reality space via an HMD (head-mounted display) to measure their aptitude, or methods that measure aptitude using other behavioral indicators.

[0041] Next, as part of step S102, the server terminal 100 receives answer information for the predetermined questions sent from the recruiter terminal 300. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives the answer information from the recruiter terminal 300 via the communication unit 110.

[0042] Here, the response information may include information about the respondent's operations on a keyboard, mouse, and / or touch panel, and / or text or voice input. Furthermore, in addition to operation information, the response information may also include behavioral information such as whether the respondent answered multiple questions consecutively.

[0043] Next, as part of step S103, the server terminal 100 calculates a score for the applicant's aptitude based on the answer information received from the applicant terminal 300 for the aptitude test questions. For example, the aptitude analysis unit 134 of the control unit 130 of the server terminal 100 calculates a score for the applicant's aptitude (consisting of one or more characteristics) based on the answer information entered by the applicant for each question.

[0044] For example, based on the respondent's answer information, the aptitude analysis unit 134 can calculate a score for each of the multiple questions based on the correctness of the operation information and / or the features, and can calculate an overall score and / or scores for each characteristic. For example, for a certain respondent, it can calculate scores for each characteristic, such as 80 / 100 for "problem-solving ability" and 60 / 100 for "management ability". It can also calculate an overall score by summing the scores for each characteristic. Furthermore, based on behavioral information, such as answering multiple questions consecutively, it can calculate a score of 80 / 100 for "perseverance". In addition, it can calculate the average, highest, and lowest scores for the entire recruiting company and for employees in specific departments of the recruiting company as statistical information. Furthermore, for employees in a specific department, it can divide them into high performers (employees who are highly rated in that department) and low performers (employees who are poorly rated in that department) and calculate the above statistical information for each group.

[0045] Next, as part of step S104, the recruiter data management unit 133 of the server terminal 100 updates the recruiter data 2000 stored in the recruiter data storage unit 122 of the memory unit 120 with respect to the aptitudes analyzed by the aptitude analysis unit 134 as described above.

[0046] Therefore, as a preliminary step in matching job seekers with employers, information regarding the suitability of employers can be managed and updated.

[0047] Figure 7 is another example of a flowchart relating to a matching method according to the first embodiment of the present invention.

[0048] As another example, the process of providing an aptitude test from the server terminal 100 to the job seeker terminal 200, and managing and updating information regarding the job seeker's aptitude, will be described below.

[0049] First, as part of step S201, the server terminal 100 transmits the aptitude test to the job seeker terminal 200 via the communication unit 110. For example, the questions provided as the aptitude test are displayed in the user interface provided on the job seeker terminal 200 via a web browser or application.

[0050] P.7 As part of the aptitude test, questions may be provided similarly to those offered to job applicants, for example, by playing a game designed to measure the respondent's aptitude. In the game, the respondent can interact with objects displayed on the user interface in relation to the aptitude test questions by pressing keys on the keyboard if the display control unit is a keyboard, selecting and moving objects with the mouse if the display control unit is a mouse, or tapping and selecting objects and moving them while tapping or swiping if the display control unit is a touch panel. Respondents can also input text or voice input via the display control unit in relation to the questions. The aptitude test is designed to measure multiple characteristics of the respondent (problem-solving ability, quick thinking ability, logical thinking ability, decision-making ability, management ability, perseverance, personality, etc.) and can consist of multiple questions. Here, one question may be linked to a specific characteristic or to multiple characteristics. The aptitude test can evaluate the above characteristics by measuring the speed, accuracy, and / or characteristics of the respondent's actions. The aptitude test can also be provided to the respondent in paper form.

[0051] Next, as part of step S202, the server terminal 100 receives answer information for the predetermined questions sent from the job seeker terminal 200. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives the answer information from the job seeker terminal 200 via the communication unit 110.

[0052] Here, the response information may include, as described above, information on operations performed by the respondent on a keyboard, mouse, and / or touch panel, and / or text or voice input. Furthermore, in addition to operation information, the response information may also include behavioral information such as whether the respondent answered multiple questions consecutively.

[0053] Next, as part of step S203, the server terminal 100 calculates a score for the job seeker's aptitude based on the answer information received from the job seeker terminal 200 for each question in the aptitude test. For example, the aptitude analysis unit 134 of the control unit 130 of the server terminal 100 calculates a score for the job seeker's aptitude (consisting of one or more characteristics) based on the answer information entered by the employer for each question.

[0054] For example, based on the respondent's answer information, the aptitude analysis unit 134 can calculate a score for each of the multiple questions based on the correctness of the operation information and / or the features, and can calculate an overall score and / or scores for each characteristic. For example, for a certain respondent, it can calculate scores such as 80 / 100 for "problem-solving ability" and 60 / 100 for "management ability". It can also calculate an overall score by summing the scores for each characteristic. Furthermore, based on behavioral information such as answering multiple questions consecutively, it can also calculate a score such as 80 / 100 for "perseverance".

[0055] Next, as part of step S204, the job seeker data management unit 132 of the server terminal 100 updates the job seeker data 1000 stored in the job seeker data storage unit 121 of the storage unit 120 with respect to the aptitudes analyzed by the aptitude analysis unit 134 as described above.

[0056] Therefore, as a pre-processing step in matching job seekers with employers, information regarding the suitability of job seekers can be managed and updated.

[0057] Figure 7 is yet another example of a flowchart relating to a matching method according to the first embodiment of the present invention.

[0058] As another example, the process by which the server terminal 100 provides information regarding the similarity of job seekers to a specific department to the job seeker terminal 300 will be described below.

[0059] First, as part of step S301, the instruction receiving unit 131 of the server terminal 100 receives a request from the recruiter terminal 300 via the communication unit 110 to search for job seekers. For example, via the user interface of the recruiter terminal 300, the recruiter enters the name of a specific department of the recruiter and makes a request to search for job seekers that match that department through a predetermined operation.

[0060] Next, as part of step S302, the aptitude analysis unit 134 of the server terminal 100 performs a process to calculate the similarity of the job seeker's aptitude to employees in a specific department of the employer. For example, the aptitude analysis unit 134 references the aptitude information for employees in a specific department entered by the employer from the employer data 2000 in the employer data storage unit 122 and extracts the aptitude information for employees in that department. Here, the extracted aptitude information includes the score for each employee in that department, and may also include scores for each characteristic, or an overall score as the sum or average of the scores for each characteristic. Here, the scores may be the average, highest, and / or lowest scores for the department. The aptitude information also includes scores for each group of high performers and low performers. Similarly, for example, the aptitude analysis unit 134 references the aptitude information for all or some job seekers from the job seeker data 1000 in the job seeker data storage unit 121 and extracts the aptitude information for each job seeker. The aptitude information extracted here may include the job seeker's score for each characteristic, or an overall score which is the sum of the scores for each characteristic. The aptitude analysis unit 134 then compares, for example, the average score for each characteristic of the department with the score for each characteristic of each job seeker and calculates the similarity for each characteristic score. For example, if the average score for the characteristic "problem-solving ability" of department A of company X is 100 points, and a job seeker's score for that characteristic is 60, the similarity is calculated as 60%. Alternatively, the aptitude analysis unit 134 can also compare, for example, the overall score of the department with the overall score of each job seeker and calculate the similarity of the overall scores.

[0061] Next, as part of step S303, the matching processing unit 135 of the server terminal 100 transmits the calculated similarity information to the job seeker terminal 300.

[0062] Figure 9 shows example screens displaying information related to job seekers and employers, respectively, on job seeker terminals and employer terminals.

[0063] As shown in Figure 9(a), the user interface of the recruiter terminal 300 displays information on the similarity of job seekers to a specific department of the recruiter, either by the characteristics of the specific department (employee group) of the recruiter company, or by combining all characteristics. For example, for an employee group in the sales department of a recruiter company, information on multiple job seekers regarding the "problem-solving ability" characteristic is displayed, along with similarity information for each. The information on job seekers can be sorted and displayed, for example, by newest first, or by similarity. Here, in this example, the similarity is based on a comparison between the average score of the employee group in the sales department regarding the "problem-solving ability" characteristic and the score of each job seeker. It should be noted that a job seeker with a high similarity in "problem-solving ability" is not necessarily a good match (i.e., a good fit) for that department. A key feature of this embodiment is that it is ultimately left to the judgment of the hiring manager of that department to decide which characteristic's similarity to use when approaching suitable job seekers. For example, in a company's sales department, if the company does not value "problem-solving ability" but values ​​"perseverance," the recruiter for that department might select and approach job seekers with high similarities in the trait item "perseverance." Also, regarding a certain trait, if the average score for "perseverance" in a particular department of a company is 20 points, while the score of job seekers is 80 points, the department seeking job seekers with high "perseverance" might instead approach job seekers with low similarities. In this regard, this embodiment can provide information for recruitment decisions tailored to the circumstances of each employer by showing objective similarities.

[0064] Alternatively, for example, information on multiple job seekers is displayed, along with similarity information, for each job seeker, relative to the overall score of multiple characteristics, including "problem-solving ability" and "perseverance," for a group of employees in the sales department of a recruiting company. For example, if the overall score of all characteristics (the average score of each characteristic) for a group of employees in the sales department is "80 points," then a job seeker with an overall score of "80 points" has a similarity of 100% and is considered highly similar. Here, it is also possible to display information on the similarity of job seekers relative to an overall score obtained by summing or averaging the scores of each characteristic of a group of employees in the sales department who are considered high performers with good sales skills. Information on job seekers can be sorted and displayed, for example, by newest first, or by similarity. Here, as mentioned above, a job seeker with a high similarity score is not necessarily a good fit for a particular department of the employer. In particular, a job seeker with a total score of "100 points" may have a lower similarity to the total score of the sales department employee group ("80 points") compared to a job seeker with a score of "80 points." Some employers may also have a need to hire job seekers who differ from the tendencies of the employee group (i.e., candidates with a low similarity score). Thus, this embodiment calculates and presents the similarity between employers and job seekers using a total score calculated as the sum or average score of the scores for each characteristic, thereby providing employers with information to make hiring decisions tailored to their specific circumstances.

[0065] As described above, according to this embodiment, by objectively showing the degree of similarity between the recruiter's department group and the job seeker for each characteristic, recruiters can make objective hiring decisions in light of the needs of their respective companies.

[0066] As another example, as shown in Figure 8(b), the user interface of the job seeker terminal 200 displays employers (companies and / or departments) that are similar to the job seeker's characteristics based on their scores. The server terminal 100 receives a request from the job seeker terminal 200 to search for employers and provides information on multiple employers, along with similarity information, based on the similarity scores for each characteristic or the overall score of multiple characteristics calculated by the aptitude analysis unit 134. The information on employers can be displayed sorted, for example, by newest first, or by similarity. In this example, if a job seeker prioritizes "decision-making ability" over "problem-solving ability" as one of their characteristics, they can view a list of companies with high similarity in the "decision-making ability" characteristic and approach companies with high similarity. Alternatively, even when searching for companies based on the degree of similarity derived from a comprehensive score of multiple characteristics of a job seeker, the job seeker can either approach companies that are similar to their overall score, as these companies employ people with similar tendencies to them, or they can approach companies that are not similar to their overall score, in order to leverage their own characteristics.

[0067] As another example, the server terminal 100 can provide job seekers with, for example, "consultants who prioritize stability" and "consultants who prioritize annual income" when matching them with employers. Along with similarity scores based on the results of aptitude tests, or alternatively, it can provide job seekers with information on employers extracted based on matching criteria, such as "consultants who prioritize stability" which are stable companies (e.g., Japanese companies, companies with 1,000 or more employees, companies listed on the First Section of the Tokyo Stock Exchange, companies established for 20 years or more), or "consultants who prioritize annual income" which are high-income companies (e.g., foreign companies, companies that offer executive-level positions, stock options, etc.).

[0068] (Embodiment 2) Figure 10 is an example of a flowchart relating to a matching method according to a second embodiment of the present invention.

[0069] The system providing the matching method in this embodiment can be the same as that in the first embodiment, so its explanation will be omitted. Furthermore, the process of matching job seekers and employers, which involves providing aptitude tests to both job seekers and employers as a preprocessing step, calculating scores based on the responses received from each, and updating the respective score information of job seekers and employers, can also be the same as in the first embodiment shown in Figures 6 and 7, so its explanation will be omitted. Below, the matching process in this embodiment, which includes the process by which employers search for job seekers based on the score information of job seekers and employers obtained as a result of the above preprocessing, will be described.

[0070] First, as shown in Figure 10, in step S401, the instruction receiving unit 131 of the server terminal 100 receives a request from the recruiter terminal 300 via the communication unit 110 to search for job seekers. For example, via the user interface of the recruiter terminal 300, the recruiter enters the name of a specific department of the recruiter and performs a predetermined operation to request a search for job seekers that match that department.

[0071] Next, as part of step S402, the aptitude analysis unit 134 of the server terminal 100 performs a process to extract job seekers who meet the extraction criteria. For example, the aptitude analysis unit 134 references aptitude information for employees of a specific department entered by the employer from the employer data 2000 in the employer data storage unit 122 and extracts aptitude information for employees of that department. Here, the extracted aptitude information includes the score for each employee of that department, and may also include scores for each characteristic, or an overall score as the sum or average of the scores for each characteristic. Here, the scores may be the average, highest, and / or lowest scores for the department. The aptitude information also includes scores for each group of high performers and low performers. Similarly, for example, the aptitude analysis unit 134 references aptitude information for all or some job seekers from the job seeker data 1000 in the job seeker data storage unit 121 and extracts aptitude information for each job seeker. The aptitude information extracted here may include the applicant's score for each characteristic, or an overall score which is the sum or average of the scores for each characteristic. The aptitude analysis unit 134 can then use the overall score of the department mentioned above as a basis for extraction, for example, by referring to the applicant's score and extracting applicants whose overall score falls within a predetermined range. For example, it can extract one or more applicants from among the high performers of a particular department who have a score equal to or higher than the lowest overall score. Alternatively, it can extract one or more applicants from among the high performers of a particular department who have a score equal to or higher than the lowest overall score and less than or equal to the highest overall score. The purpose of setting an upper limit is to extract applicants with scores similar to those of the high performers of a particular department, thereby extracting applicants who have similar characteristics to those of the high performers of that particular department. Alternatively, it is possible to set a predetermined score range (for example, 60 points or more and 80 points or less) based on the lowest and highest overall scores of the high performers of a particular department, and extract applicants who meet that condition.

[0072] Next, as part of step S403, the matching processing unit 135 of the server terminal 100 transmits the extracted information about job seekers to the employer terminal 300.

[0073] As described above, according to this embodiment, by presenting to recruiters job seekers who have been objectively selected based on the scores of the recruiter's departmental groups for each characteristic, recruiters can make objective hiring decisions in light of the needs of each company.

[0074] Although embodiments relating to the disclosure 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]

[0075] 1. Matching System: 100 Server terminals, 110 Communication unit, 120 Storage unit, 130 Control unit, 200 Job seeker terminals, 300 Job seeker terminals, NW Network

Claims

1. A method for matching employers and job seekers provided by a system having an employer terminal related to an employer, a job seeker terminal related to a job seeker connected to the employer terminal via a network, and a server terminal, wherein the server terminal is We provide aptitude tests to job seeker terminals and employer terminals. The recruiter terminal and the job seeker terminal receive input information for the aptitude test, which is entered via the terminals. Based on the input information, a score is calculated to evaluate one or more characteristics of the employer associated with the employer terminal and the job seeker associated with the job seeker terminal. In response to a search request for job seekers from the aforementioned job seeker terminal, Using the job seeker's score as a basis, and referring to the job seeker's characteristic score, the similarity of the job seeker's characteristic score to the job seeker's characteristic score is calculated. Information on job seekers who meet the aforementioned similarity and predetermined matching criteria is extracted. Information regarding job seekers who meet the aforementioned similarity and predetermined matching criteria is displayed on the job seeker's terminal. A matching method that provides consultant information associated with each of the multiple matching criteria to the job seeker terminal, and extracts information about the employer based on the matching criteria associated with the consultant information selected by the job seeker terminal.

2. The matching method according to Claim 1, wherein the score relating to the characteristics of the recruiter is the score of an employee belonging to a specific department of the recruiter.

3. The matching method according to Claim 1, wherein the score relating to the characteristics of the recruiter is the score of high performers among the employees belonging to a specific department of the recruiter.

4. The matching method according to Claim 1, wherein the predetermined criteria are criteria based on information contained in either the basic information of the job seeker or the job information.

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