Information processing device, information processing method, and information processing program

Abstract

The system automatically determines the amount offered to employers during the recruitment process, reducing the burden on job seekers. [Solution] The information processing device 100 according to this disclosure has a salary determination unit 132 and a presentation unit 135. The salary determination unit 132 determines the amount of the job seeker's salary based on the job seeker's work record, the job seeker's work history, and the market salary for jobs corresponding to the work record or work history. The presentation unit 135 presents the job seeker's information and salary to employers who are recruiting.

Description

Technical Field

[0001] The present invention relates to an information processing apparatus, an information processing method, and an information processing program.

Background Art

[0002] Conventionally, a method of scouting job seekers from the employer's side in job hunting activities is known. For example, a job seeker presents conditions such as the salary they desire, and an employer who has viewed the job seeker's conditions may scout the desired job seeker, and the job hunting activity may be carried out in a process where the job seeker accepts the scout.

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] However, in the prior art, the burden on job seekers may be large. For example, when receiving a scout from an employer, a job seeker needs to determine their own salary amount. For this purpose, in addition to investigating the salary market, it is necessary to objectively judge their own achievements and experiences, and it is difficult for a job seeker to determine the amount by themselves. Also, when a job seeker determines a salary amount that deviates from the salary market, a mismatch with the employer may occur, and cases where the job seeker cannot receive a scout are also assumed. Therefore, a technology that automatically determines the amount to be presented to the employer during scouting and reduces the burden on job seekers is desired.

Means for Solving the Problems

[0005] To solve the above-mentioned problems and achieve the objective, the information processing device is characterized by having a salary determination unit that determines the amount of the job seeker's salary based on the job seeker's work record, the job seeker's work history, and the market salary for jobs corresponding to the work record or work history, and a presentation unit that presents the job seeker's information and the amount to employers who are recruiting. [Effects of the Invention]

[0006] According to the present invention, the amount to be offered to employers during the scouting process can be automatically determined, thereby reducing the burden on job seekers. [Brief explanation of the drawing]

[0007] [Figure 1] Figure 1 shows an example of the configuration of an information processing system according to an embodiment. [Figure 2] Figure 2 is a diagram illustrating the overview of the processing performed by the information processing device according to the embodiment. [Figure 3] Figure 3 illustrates the matching of employers and job seekers through recruitment and scouting methods. [Figure 4] Figure 4 shows an example of the configuration of an information processing device according to the present invention. [Figure 5] Figure 5 shows an example of the information stored by the job seeker information storage unit according to this embodiment. [Figure 6] Figure 6 shows an example of the information stored by the work information storage unit according to the embodiment. [Figure 7] Figure 7 shows an example of the information stored by the monetary amount information storage unit according to the embodiment. [Figure 8] Figure 8 shows an example of the information stored by the rank information storage unit according to this embodiment. [Figure 9] Figure 9 shows an example of the processing at the reception unit according to the embodiment. [Figure 10] Figure 10 shows an example of the processing of the display unit according to the embodiment. [Figure 11]Figure 11 shows an example of the processing of the presentation unit according to the embodiment. [Figure 12] Figure 12 is a flowchart showing an example of processing by the information processing device according to the embodiment. [Figure 13] Figure 13 shows an example of a hardware configuration. [Modes for carrying out the invention]

[0008] Hereinafter, embodiments of the information processing apparatus, information processing method, and information processing program according to the present application will be described in detail with reference to the drawings. However, the present invention is not limited to these embodiments. Furthermore, in the drawings, identical parts are denoted by the same reference numerals, and redundant explanations are omitted.

[0009] [Configuration of the information processing system] First, the configuration of the information processing system 1 will be described with reference to Figure 1. Figure 1 is a diagram showing an example of the configuration of the information processing system 1 according to the embodiment. As shown in Figure 1, the information processing system 1 has a configuration in which an information processing device 100, a job seeker information server 200, a job information server 300, and a terminal device 400 are connected by a predetermined network NW.

[0010] Furthermore, regarding the network configuration shown in Figure 1, each device may communicate via any communication network, whether wired or wireless, such as the Internet, LAN (Local Area Network), or VPN (Virtual Private Network). Note that the configuration shown in Figure 1 is merely an example, and there are no particular limitations on the specific configuration or the number of devices.

[0011] (Information processing device 100) The information processing device 100 is an information processing device that determines the amount presented by a job seeker during scouting and presents the information of the job seeker who receives the scouting to an employer, and is realized by a server device or a cloud system. For example, the information processing device 100 determines the amount presented by the job seeker from work performance, work history, and salary market, and supports scouting by causing a terminal device 400 to display information such as the determined amount, the work performance of the job seeker, and the work history. Note that the information processing device 100 can also perform matching between an employer and a job seeker, contract management (employment management), evaluation and payment to a job seeker who has worked.

[0012] (Job seeker information server 200) The job seeker information server 200 is a server that provides information of job seekers, and is realized by a computer, a cloud system, or the like. For example, the job seeker information server 200 provides information of job seekers including work performance and work history of the job seeker to the information processing device 100.

[0013] (Job information server 300) The job information server 300 is a server that provides job information, and is realized by a computer, a cloud system, or the like. For example, the job information server 300 provides job information including job content and salary to the information processing device 100.

[0014] (Terminal device 400) The terminal device 400 is a terminal such as a personal computer, a smartphone, or a tablet, and displays the output result by the information processing device 100 and accepts input by the terminal user. For example, the terminal device 400 is a smartphone that displays the amount output by the information processing device 100, information of the job seeker, etc. on a website or an application screen.

[0015] [Processing of Information Processing Device] The outline of the processing performed by the information processing device 100 according to the embodiment will be described in order to solve the problems and issues existing in the conventional information processing system. FIG. 2 is a diagram showing the outline of the processing performed by the information processing device 100 according to the embodiment.

[0016] In conventional information processing systems, job seekers must determine the salary they offer to employers during the recruitment process, which places an excessive burden on them. For example, in order for a job seeker to determine their own salary, they must research the market rate for their type of work and then objectively assess their own work performance and experience.

[0017] Even if job seekers were able to determine their own salary, there is a possibility that they might set a salary that deviates significantly from the market rate, thus failing to attract job offers. Furthermore, there is a possibility that job seekers who possess the work experience and qualifications that employers seek and should offer a salary higher than the market rate might offer a salary below the market rate, resulting in job seekers not receiving the compensation they are rightfully entitled to. For these reasons, there is a need for technology that automatically determines the salary offered to employers during the scouting process, thereby reducing the burden on job seekers.

[0018] Therefore, the information processing device 100 determines the amount of the job seeker's salary based on the job seeker's work record, the job seeker's work history, and the market salary for jobs corresponding to the work record or work history, and presents the job seeker's information and salary to the employer who is recruiting.

[0019] For example, first, as shown in Figure 2, the information processing device 100 obtains information about the job seeker, including the job seeker's work history and work experience, from the job seeker information server 200 (step S11). Next, the information processing device 100 obtains information about the job, including the job content and salary information, from the job information server 300 (step S12). Then, the information processing device 100 inputs the job seeker's work history, work experience, and salary market rate information for jobs identical to the jobs included in the work history or work experience into a model trained to output a salary, and determines the amount of the job seeker's salary (step S13).

[0020] Next, the information processing device 100 displays information about the amount of the job seeker's salary on the screen of the terminal device 400a used by the job seeker (step S14). Subsequently, the information processing device 100 receives an operation from the terminal device 400a used by the job seeker, such as acceptance of the displayed salary amount (step S15). Then, the information processing device 100 displays the job seeker's information and the amount of the job seeker's salary on the screen of the terminal device 400b used by the employer (step S16).

[0021] In this way, the information processing device 100 reduces the burden on job seekers and can offer a salary commensurate with their abilities and experience by automatically determining the amount that job seekers will offer to employers when being scouted, based on their work record, work history, and salary market rates. In other words, the information processing device 100 enables job seekers with high abilities and experience to market themselves with a high salary, and enables employers to scout each job seeker after confirming that the salary amount is commensurate with the job seeker's work record, work history, etc.

[0022] Here, with reference to Figure 3, the flow of recruitment activities conducted by scouting will be explained. Figure 3 is a diagram illustrating the matching of employers and job seekers using the recruitment method and the scouting method. Figure 3 shows the processing flow by the employer, the job seeker, and the information processing device 100 that can perform processing related to the matching of the two.

[0023] First, we will explain the matching method using the job posting system. Figure 3(1) illustrates the matching method using the job posting system. First, employers enter job posting information into the website. Job seekers apply for the job postings. The information processing device 100 posts the job posting information entered by employers on the website and accepts applications from job seekers.

[0024] If an application for a job opening is accepted, the employer accepts the job seeker on the day of the recruitment, and the job seeker performs work. At this time, the information processing device 100 manages the employment contract between the employer and the job seeker and manages work performance. When work is completed, the employer enters an evaluation of the job seeker on the website regarding items such as work attitude, skills, abilities, and attendance. The job seeker enters their attendance information on the website.

[0025] At this time, the information processing device 100 receives evaluation information entered by the employer and attendance information entered by the job seeker, reflects the evaluation in the job seeker's information, and makes payment to the job seeker. The information processing device 100 then determines the job seeker's rank (grade) from the job seeker's information. Subsequently, the job seeker receives the job seeker's rank information determined by the information processing device 100.

[0026] Next, we will explain the transition to the scouting system. Figure 3(2) illustrates the transition to the scouting system. The scouting function will be unlocked, allowing job seekers who meet the required work performance and work history to receive offers from employers. The unlocking of the scouting function may also be limited to job seekers who have achieved a certain rank or higher through work in the form of job postings.

[0027] When transitioning to the scouting system, job seekers can apply for their skills by uploading additional documents such as resumes and work histories. When a skills application is received, the information processing device 100 receives the uploaded information and reflects the information entered by the job seeker in the job seeker's information. The information processing device 100 then determines the job seeker's rank based on the job seeker's information.

[0028] Next, the job seeker inputs information such as desired salary, available days and locations for work. At this time, the information processing device 100 presents the job seeker with a salary amount determined based on their work history, work experience, and market salary, as a reference amount for their desired salary. The information processing device 100 then accepts the information on desired salary and available days for work that the job seeker has entered.

[0029] Next, we will explain the matching method using the scouting system. Figure 3(3) shows the matching method using the scouting system. First, the information processing device 100 creates a catalog of job seekers for each rank based on the rank of the job seeker and the information received from the job seeker. The job seeker catalog includes information such as each job seeker's work history, job experience, and desired salary amount (desired compensation). Employers enter their desired conditions for job seekers into the website and select job seekers from the catalog.

[0030] Next, the employer sends an offer to the selected job seeker. The information processing device 100 forwards the offer to the job seeker and sends a recruitment email to the job seeker. The job seeker checks the recruitment email. If the recruitment is successful, on the day of work, the employer accepts the job seeker and the job seeker works. At this time, the information processing device 100 manages the employment contract and work management between the employer and the job seeker.

[0031] Upon completion of work, the employer enters an evaluation of the job seeker on a website, covering items such as work attitude, skills, abilities, achievement rate, and sales. The job seeker submits information on their achievement rate, sales, and other results to the website. At this time, the information processing device 100 receives the evaluation entered by the employer and the results entered by the job seeker, reflects the evaluation in the job seeker's information, and makes payment to the job seeker. The information processing device 100 then determines the job seeker's rank. Subsequently, the job seeker receives information on the rank determined by the information processing device 100. The above is just one example of how employers and job seekers are matched using recruitment methods and scouting methods.

[0032] In the above example, the contract in the recruitment method shown in Figure 3(1) is an employment contract, while the contract in the scouting method shown in Figure 3(3) is a service contract (contract for work, mandate contract, quasi-mandate contract). In other words, in the example in Figure 3, the transition to the scouting method in Figure 3(2) changes the type of contract from an employment contract to a service contract.

[0033] [Configuration of the information processing device] Next, the configuration of the information processing device 100 will be described with reference to Figure 4. Figure 4 is a diagram showing an example of the configuration of the information processing device 100 according to this embodiment. As shown in Figure 4, the information processing device 100 has a communication unit 110, a storage unit 120, and a control unit 130. Note that each of these units may be distributed and held by multiple devices. The processing of each of these units will be described below.

[0034] The communication unit 110 is implemented using a NIC (Network Interface Card) or the like, enabling communication between the control unit 130 and external devices via telecommunication lines such as LANs or the Internet. For example, the communication unit 110 enables communication between the job seeker information server 200, the job information server 300, the terminal device 400, and the control unit 130.

[0035] (Storage unit 120) The memory unit 120 is implemented using semiconductor memory elements such as RAM (Random Access Memory) and flash memory, or storage devices such as hard disks and optical discs. The memory unit 120 stores data and programs necessary for various processes performed by the control unit 130. The memory unit 120 may also be implemented using a storage system installed outside the information processing device 100. As shown in Figure 4, the memory unit 120 includes a job seeker information storage unit 121, a job information storage unit 122, a monetary amount information storage unit 123, a rank information storage unit 124, and a model storage unit 125. The individual parts of the memory unit 120 will be described below.

[0036] (Job applicant information storage unit 121) The job seeker information storage unit 121 stores information about job seekers obtained from the job seeker information server 200. For example, the job seeker information storage unit 121 stores information such as the job seeker's basic information, the job seeker's image, the job seeker's work history, and their work experience. Now, with reference to Figure 5, the information stored by the job seeker information storage unit 121 will be explained. Figure 5 is a diagram showing an example of the information stored by the job seeker information storage unit 121 according to this embodiment.

[0037] As shown in Figure 5, the job seeker information storage unit 121 stores information on items such as "No," "Name," "Age," "Address," "Work History," "Job Experience," "Job Description," "Rank," "Determined Salary," and "Desired Salary." "No" indicates the job seeker's identification number. "Name" indicates the job seeker's name. "Age" indicates the job seeker's age. "Address" indicates the job seeker's address. "Work History" indicates the job seeker's past work history. Work history includes information such as the content and date of the work the job seeker has done in the past, as well as the job seeker's evaluation of their past work. "Job Experience" indicates the job seeker's job experience. Job experience includes information such as the skills and qualifications the job seeker possesses. "Job Description" indicates the content of the work the job seeker will be engaged in. "Rank" indicates the job seeker's rank. "Determined Salary" indicates the amount of salary offered to the job seeker. "Desired Salary" indicates the amount of salary the job seeker desires.

[0038] For example, the job seeker information storage unit 121 stores information about job seeker "No: 1" such as "Name: Taro XX", "Age: 21", "Address: Itabashi-ku, Tokyo ***", "Work history: 73 times as a hall staff member at XX restaurant, ** times as a staff member at XX restaurant, ...", "Work experience: 1 year and 3 months as a hall staff member", "Job description: Customer service at an izakaya (Japanese pub)", "Rank: B", "Determined salary: 1800 yen", "Desired salary: 1900 yen"... In other words, the job seeker information storage unit 121 stores information such as the job seeker's attributes, information about the job seeker's past work, and the conditions the job seeker desires when scouted by an employer.

[0039] (Job Information Memory Unit 122) The job information storage unit 122 stores job information obtained from the job information server 300. For example, the job information storage unit 122 stores information such as the job content and salary. Now, with reference to Figure 6, the information stored by the job information storage unit 122 will be explained. Figure 6 is a diagram showing an example of the information stored by the job information storage unit according to this embodiment.

[0040] As shown in Figure 6, the job information storage unit 122 stores information for items such as "No," "Job Name," "Category," "Job Description," "Required Achievements and Experience," "Date and Time," "Location," and "Salary." "No" indicates the job identification number. "Category" indicates the job category. "Job Description" indicates the job content. "Required Achievements and Experience" indicates information on the work experience and work history required of the job seeker. "Date and Time" indicates the date and time of the job. "Salary" indicates the fee to be paid to the job seeker if the job is performed.

[0041] For example, the job information storage unit 122 stores information about job "No:1" such as "Job name: Stocking shelves at XX Supermarket", "Category: Stocking shelves", "Job description: Stocking shelves at XX Supermarket", "Required experience and qualifications: None", "Date and time:", "Location: Nerima-ku, Tokyo ****", "Salary: 1400 yen (hourly wage)"...and so on. The job information storage unit 122 also stores information about job "No:2" such as "Job name: Hall staff at XX Restaurant", "Category: Hall staff", "Job description: Customer service at Izakaya XX", "Required experience and qualifications: At least one year of experience as a hall staff at an Izakaya", "Date and time: ** / ** **:**~**:**", "Location: Nerima-ku, Tokyo ****", "Salary: 1600 yen (hourly wage)"...and so on. In other words, the job information storage unit 122 stores current and past job postings.

[0042] (Amount information storage unit 123) The amount information storage unit 123 stores information used to determine the amount of salary. For example, the amount information storage unit 123 stores information such as the amount to be added to the salary market rate and the coefficient to be multiplied to the salary market rate, according to the job content, work performance, and work history. Now, with reference to Figure 7, the information stored by the amount information storage unit 123 will be explained. Figure 7 is a diagram showing an example of the information stored by the amount information storage unit according to the embodiment.

[0043] As shown in Figure 7, the monetary information storage unit 123 stores information on items such as "job description," "work performance," "work history," "additional amount," and "multiplication coefficient." "Job description" indicates the content of the work. "Work performance" indicates the job seeker's past work performance. "Work history" indicates the job seeker's work history. "Additional amount" indicates the amount to be added to the market salary. "Multiplication coefficient" indicates the coefficient to be multiplied by the market salary.

[0044] For example, the monetary information storage unit 123 stores information that, for "Job description: Customer service at an izakaya (Japanese pub)", if "Work history: 40 times or more" and "Work experience: 6 months or more", then "Additional amount: 300 yen" and "Multiplication coefficient: 1.2".

[0045] (Rank information storage unit 124) The rank information storage unit 124 stores information related to rank. For example, the rank information storage unit 124 stores information such as work performance that is a condition for each rank, and upper and lower salary limits for each rank. Now, with reference to Figure 8, the information stored by the rank information storage unit 124 will be explained. Figure 8 is a diagram showing an example of the information stored by the rank information storage unit according to this embodiment.

[0046] As shown in Figure 8, the rank information storage unit 124 stores information on items such as "rank," "upper salary limit," "lower salary limit," "work performance (number of times)," and "work performance (evaluation)." "Rank" indicates the job seeker's rank. "Upper salary limit" indicates the upper limit of the salary that the job seeker can input. "Lower salary limit" indicates the lower limit of the salary that the job seeker can input. "Work performance (number of times)" indicates the number of work performances required for the rank. "Work performance (evaluation)" indicates the evaluation of the work performance required for the rank. Here, the evaluation of work performance is an evaluation performed using an evaluation method commonly used when evaluating workers, such as a multi-level evaluation. The evaluation may also be a value calculated based on the evaluation for each work, such as the average value or median of the evaluation for each work.

[0047] For example, the rank information storage unit 124 stores information such as "upper salary: 2000 yen", "lower salary: 1600 yen", "work performance (number of times): 100 times or more", "work performance (evaluation): 4 or higher" for "Rank: A". In other words, the rank information storage unit 124 stores information on work performance necessary for a job seeker to receive an evaluation for each rank, and information on the range of desired salary amounts that job seekers of each rank can change. Note that the "upper salary" and "lower salary" information stored by the rank information storage unit 124 may be based on the market salary. For example, the rank information storage unit 124 may store information such as "upper salary: market salary + 1000 yen", "upper salary: market salary × 1.2", "lower salary: market salary + 500 yen", and "lower salary: market salary × 1.1 yen".

[0048] (Model memory unit 125) The model memory unit 125 stores a first model that outputs the average salary, a second model that outputs the salary of a job seeker, and a third model that outputs the scouting rate. For example, the model memory unit 125 stores a first model that has learned the relationship between job salaries and average salary, and has been trained to output average salary when job salaries are input. The amount shown as the average salary may have a predetermined range. For example, the average salary may be an amount within a predetermined range, such as XXX yen to XXX yen.

[0049] Furthermore, the model memory unit 125 may store a first model that uses information such as the content of the work, the category, the required achievements and experience, the location, and the date and time as input. For example, the model memory unit 125 learns the relationship between the content of the work, the salary for the work, and the market rate, and stores a first model that is trained to output the market rate for each type of work, taking the content of the work and the salary for the work as input.

[0050] Furthermore, the model memory unit 125 learns the relationship between the job seeker's work performance and work history, the market rate for jobs corresponding to the job seeker's work performance or work history, and the amount of salary, and stores a second model that has been trained to output the amount of salary, taking the job seeker's work performance and work history and the market rate for jobs corresponding to the job seeker's work performance or work history as input.

[0051] Furthermore, the model storage unit 125 may store a second model that uses information such as location and date / time as input. The model storage unit 125 learns the relationship between the job seeker's work history and work experience, the market rate for jobs corresponding to the job seeker's work history or work experience, the available dates and locations for work, and the amount of salary, and stores a second model that is trained to output the amount of salary using the job seeker's work history and work experience, the market rate for jobs corresponding to the job seeker's work history or work experience, and the available dates and locations for work as input.

[0052] Furthermore, the model memory unit 125 learns the relationship between the job seeker's work performance and work history, the market salary and salary amount for jobs corresponding to the job seeker's work performance or work history, and the probability of being scouted, and stores a third decision-making model that is trained to output the probability of being scouted, taking the job seeker's work performance and work history and the market salary and salary amount for jobs corresponding to the job seeker's work performance or work history as input.

[0053] Each model stored in the model memory unit 125 has been trained using supervised learning methods such as GBDT (Gradient Boosting Decision Tree) or unsupervised learning methods such as hierarchical clustering.

[0054] (Control unit 130) Let's return to the explanation of Figure 4. The control unit 130 is implemented using a CPU (Central Processing Unit), NP (Network Processor), FPGA (Field Programmable Gate Array), etc., and executes processing programs stored in memory. As shown in Figure 4, the control unit 130 has an acquisition unit 131, an amount determination unit 132, a rank determination unit 133, a reception unit 134, a calculation unit 135, a display unit 136, and a presentation unit 137. The following describes each part of the control unit 130.

[0055] (Acquisition part 131) The acquisition unit 131 acquires information about job seekers and job information. For example, the acquisition unit 131 acquires the job seeker's work history and job history from the job seeker information server 200 and stores it in the job seeker information storage unit 121. The acquisition unit 131 also acquires information such as the job name, category, content, required experience and skills, date and time, location, and salary from the job information server 300 and stores it in the job information storage unit 122.

[0056] (Amount determination section 132) The salary determination unit 132 determines the amount of the job seeker's salary based on the job seeker's work history, the job seeker's work experience, and the market rate for jobs corresponding to the work history or work experience. The salary determination unit 132 can determine the market rate and salary amount not only for the content of the work, but also for the location and time of the work.

[0057] First, the amount determination unit 132 determines the market rate for jobs corresponding to the job seeker's work history or work experience. For example, the amount determination unit 132 aggregates the salary information for jobs stored in the job information storage unit 122 that are identical in content to the job content included in the job seeker's work history or work experience information stored in the job seeker information storage unit 121, and determines the average of the aggregated salary amounts as the market rate. Although the above example shows the average of the aggregated salary amounts as the market rate, the amount determination unit 132 can also determine the market rate as a value calculated from the aggregated salary amount information, such as the median of the aggregated salary amounts.

[0058] Furthermore, the salary information for the jobs that is compiled may also relate to specific locations, dates, etc. In other words, the amount determination unit 132 can determine the market rate for each type of job, each location, and each region.

[0059] Alternatively, the amount determination unit 132 may determine the salary range using a model. The amount determination unit 132 inputs the salaries of jobs identical to those included in the job seeker's work history or work experience into a first model that has learned the relationship between salaries and salary ranges, and determines the salary range for jobs identical to those included in the job seeker's work history or work experience.

[0060] Furthermore, if a job seeker's work history or work experience includes multiple jobs, the appropriate job may be selected based on specified conditions. For example, this could include the job in which the job seeker worked the longest period of time, or the job in which the job seeker worked the most times. However, these conditions can be freely modified depending on the purpose.

[0061] The amount determination unit 132 then determines the amount of the job seeker's salary by adding or multiplying the determined salary range by a coefficient. For example, the amount determination unit 132 determines the amount of the job seeker's salary by adding an amount calculated from the job content, work performance, and work history to the salary range. More specifically, if the job content is customer service at an izakaya (Japanese pub) and the salary range is 1300 yen, the amount determination unit 132 obtains the following information from the job seeker information storage unit 121: "Job content: Customer service at an izakaya," "Work performance: 73 times," and "Work history: 1 year and 3 months of experience as a hall staff member." Subsequently, the amount determination unit 132 calculates an "additional amount: 500 yen" because the obtained job seeker information matches the "Job content: Customer service at an izakaya," "Work performance: 70 times or more," and "Work history: 1 year or more" stored in the amount information storage unit 123.

[0062] The amount determination unit 132 then determines the job seeker's salary to be 1,800 yen, which is calculated by adding the calculated additional amount of 500 yen to the market salary of 1,300 yen. While the above example illustrates determining the job seeker's salary by adding a positive amount to the market salary, it is also possible to determine the job seeker's salary by adding a negative amount to the market salary.

[0063] Furthermore, the amount determination unit 132 determines the amount of the job seeker's salary by multiplying the market rate by a coefficient calculated from the job content, work performance, and work history. More specifically, if the job in question is customer service at an izakaya (Japanese pub) and the market rate is 1300 yen, the amount determination unit 132 obtains the following information from the job seeker information storage unit 121: "Job content: Customer service at an izakaya," "Work performance: 73 times," and "Work history: 1 year and 3 months of experience as a waitstaff." Subsequently, the amount determination unit 132 calculates a "multiplication coefficient of 1.4" because the obtained job seeker information matches the "Job content: Customer service at an izakaya," "Work performance: 70 times or more," and "Work history: 1 year or more" stored in the amount information storage unit 123.

[0064] The amount determination unit 132 then determines the job seeker's salary to be 1,820 yen, which is calculated by multiplying the market salary of 1,300 yen by the coefficient of 1.4. Although the above example describes determining the job seeker's salary by multiplying the market salary by a positive coefficient, the job seeker's salary may also be determined by multiplying the market salary by a negative coefficient.

[0065] Alternatively, the amount determination unit 132 may determine the amount of the job seeker's salary using a model. For example, the amount determination unit 132 inputs information on the job seeker's work performance, work history, and salary range into a second model that has learned the relationship between the job seeker's work performance, work history, salary range, and the amount of the job seeker's salary, and determines the amount of the job seeker's salary.

[0066] The salary determination unit 132 determines the salary amount for job seekers who meet certain conditions. For example, the salary determination unit 132 determines the salary amount for job seekers whose work experience and work history meet certain requirements. More specifically, the salary determination unit 132 determines the salary amount for job seekers who have worked 40 or more times, whose work experience is rated 3 or higher, and who have worked for one year or more. The criteria for the number of work sessions, evaluation, and length of work history included in the prescribed conditions can be arbitrarily set according to the purpose, such as selecting job seekers.

[0067] (Rank determination section 133) The rank determination unit 133 determines the job seeker's rank based on their work history. For example, the rank determination unit 133 determines the job seeker's rank according to their work history. More specifically, the rank determination unit 133 obtains the information "Work history: 73 times as a hall staff member at XX restaurant" from the job seeker information storage unit 121. Subsequently, the rank determination unit 133 determines that the job seeker's rank is "B" because the obtained job seeker information corresponds to "Work history: 70 times or more" stored in the rank information storage unit 124, and stores this information in the job seeker information storage unit 121.

[0068] The rank determination unit 133 may also determine the rank of job seekers for each type of job. More specifically, the rank determination unit 133 obtains the information "Job content: Customer service at an izakaya (Japanese pub)" and "Work record: 73 times as a hall staff member at XX restaurant" from the job seeker information storage unit 121. Subsequently, the rank determination unit 133 determines that the rank of the job seeker for "Job content: Customer service at an izakaya" is "B" because the obtained job seeker information corresponds to "Work record (number of times): 70 times or more" stored in the rank information storage unit 124, and stores this in the job seeker information storage unit 121.

[0069] The rank determination unit 133 may determine the job seeker's rank according to the evaluation included in their work performance. For example, the rank determination unit 133 obtains the information "Work Performance: Evaluation 3.6" from the job seeker information storage unit 121. Subsequently, the rank determination unit 133 determines that the job seeker's rank is "B" because the obtained job seeker information corresponds to "Work Performance (Evaluation): 3 or higher," which is stored in the rank information storage unit 124, and stores this in the job seeker information storage unit 121. Note that the evaluation included in the job seeker's work performance may be a value calculated based on the evaluation for each job, such as the average or median of the evaluations for each job.

[0070] The rank determination unit 133 may also determine the job seeker's rank based on the number of work sessions and their evaluation. For example, the rank determination unit 133 obtains the information "Work Session: 73 times as a hall staff member at XX restaurant" and "Work Session: Evaluation 3.6" from the job seeker information storage unit 121. Subsequently, the rank determination unit 133 determines that the job seeker's rank is "B" because the obtained job seeker information corresponds to "Work Session (Number of Sessions): 70 or more" and "Work Session (Evaluation): 3 or higher," which are stored in the rank information storage unit 124, and stores this information in the job seeker information storage unit 121.

[0071] (Reception desk 134) The reception unit 134 displays the determined amount to the job seeker and accepts changes to the amount from the job seeker. For example, first, the reception unit 134 displays the amount determined by the amount determination unit 132 on the terminal device 400 used by the job seeker. Then, the reception unit 134 accepts changes to the amount from the job seeker by receiving operations such as pressing buttons on the terminal device 400.

[0072] Now, with reference to Figure 9, the processing of the reception unit 134 will be explained. Figure 9 is a diagram showing an example of the processing of the reception unit according to this embodiment. Figure 9(1) shows the screen of the terminal device 400 displaying the amount determined by the amount determination unit 132. Figure 9(2) shows the screen of the terminal device 400 that accepts changes to the amount by the job seeker.

[0073] For example, as shown in Figure 9(1), the reception unit 134 displays the amount "1,800 yen" determined by the amount determination unit 132, the job description "Izakaya (Japanese pub) customer service" to which the determined amount applies, and an "Accept" button and a "Change" button on the screen of the terminal device 400 used by the job seeker. If the job seeker presses the "Accept" button, the amount is finalized, and the presentation unit 137 presents the employer with information including the finalized amount "1,800 yen".

[0074] On the other hand, if the job seeker presses the "Change" button, the reception unit 134 displays a numeric keypad for entering the offered amount, a "Change" button, and a "Back" button on the terminal device 400, as shown in Figure 9(2), and accepts the job seeker's input of the desired amount. If the job seeker presses the "Back" button, the screen transitions to the screen shown in Figure 9(1). The processing when the job seeker presses the "Change" button will be explained in the section on the display unit 136.

[0075] The amount accepted from job seekers may be restricted to a predetermined range. For example, the reception unit 134 accepts changes to the amount within a range corresponding to the rank. More specifically, if a job seeker is rank A, the reception unit 134 obtains the information "Rank: A" from the job seeker information storage unit 121. Subsequently, since the acquired job seeker information corresponds to "Rank: A" stored in the rank information storage unit 124, the reception unit 134 accepts changes to the amount from the job seeker within the range of "1600 yen to 2000 yen".

[0076] The reception unit 134 can accept changes to the amount within a range based on the market rate. For example, the reception unit 134 obtains "Rank: A" information from the job seeker information storage unit 121. Subsequently, since the obtained job seeker information corresponds to "Rank: A" stored in the rank information storage unit 124, the reception unit 134 accepts changes to the amount from the job seeker within a range such as "market rate + 500 yen to market rate + 1000 yen" or "market rate × 1.2 to market rate × 1.4".

[0077] (Calculation section 135) The calculation unit 135 calculates the probability that a job seeker will be scouted by an employer when a salary is offered. For example, the calculation unit 135 inputs the job seeker's work performance, work history, the market salary for jobs corresponding to the job seeker's work performance or work history, the salary amount, and the probability of being scouted into a third model that has learned the relationship between the job seeker's work performance, work history, the market salary for jobs corresponding to the job seeker's work performance or work history, and the salary amount, and determines the probability that a job seeker will be scouted by an employer. Note that "when a salary is offered" includes not only when the salary determined by the salary determination unit 132 is offered, but also when the salary that has been changed and accepted by the reception unit 134 is offered.

[0078] (Display section 136) The display unit 136 displays the changed amount and probability to the job seeker. The processing of the display unit 136 will now be explained with reference to Figure 10. Figure 10 is a diagram showing an example of the processing of the display unit according to the embodiment. Figure 10(1) shows the screen of the terminal device 400 displaying the amount changed by the reception unit 134 and the probability calculated by the calculation unit 135. Figure 10(2) shows the screen of the terminal device 400 that accepts the amount change by the job seeker.

[0079] For example, as shown in Figure 10(1), the display unit 136 displays the amount "1,900 yen" changed by the reception unit 134, the job description "Izakaya (Japanese pub) customer service" to which the changed amount applies, the probability "75%" calculated by the calculation unit 135, and the "Accept" button and "Change" button on the screen of the terminal device 400 used by the job seeker. If the job seeker presses the "Accept" button, the amount is finalized, and the presentation unit 137 presents the employer with information including the finalized amount "1,900 yen".

[0080] On the other hand, if the job seeker presses the "Change" button, the reception unit 134 displays a numeric keypad for entering the offered amount, a "Change" button, and a "Back" button on the terminal device 400, as shown in Figure 10(2), and accepts the job seeker's desired amount input again.

[0081] When the job seeker presses the "Back" button, the screen returns to the one shown in Figure 10(1). On the other hand, when the job seeker presses the "Change" button, the display unit 136 displays a screen similar to Figure 10(1), including the information of the changed amount "2000 yen" and the newly calculated probability for the changed amount, and again accepts the job seeker's acceptance or change selection.

[0082] (Presentation part 137) The presentation unit 137 presents the job seeker's information and salary to the employer. The salary presented by the presentation unit 137 may be the salary determined by the salary determination unit 132, or it may be the salary that has been changed and accepted by the acceptance unit 134. For example, the presentation unit 137 presents the job seeker's rank, work history, job experience, and the salary determined by the salary determination unit 132 to the employer. Alternatively, the presentation unit 137 may present the job seeker's rank, work history, job experience, and the salary that has been changed and accepted by the acceptance unit 134 to the employer.

[0083] Here, the processing of the presentation unit 137 will be explained with reference to Figure 11. Figure 11 is a diagram showing an example of the processing of the presentation unit according to the embodiment. Figure 11 shows the screen of the terminal device 400 displaying the job seeker's information and the offered amount. For example, as shown in Figure 11, the presentation unit 137 displays the following information on the screen of the terminal device 400 used by the employer: "Job seeker: Taro XX", "Job description: Izakaya (Japanese pub) customer service", "Rank: B", "Work record: 73 times", "Work history: 1 year and 3 months", "Offered amount (hourly wage): 1900 yen", as well as a "Scout" button and a "Back" button.

[0084] The presentation unit 137 may present information to employers only for job seekers who meet predetermined conditions. Furthermore, the presentation unit 137 may present information to multiple employers. For example, the presentation unit 137 may present to multiple employers the salary amount and job seeker information of job seekers whose work performance and work history meet certain criteria. More specifically, the presentation unit 137 displays the salary amount and job seeker information of job seekers who have 40 or more work experiences, a work performance rating of 3 or higher, and at least one year of work experience, on the screens of terminal devices 400A to C used by employers A to C, respectively.

[0085] The presentation unit 137 receives recruitment offers from multiple employers for job seekers. For example, the presentation unit 137 receives the operation of pressing the "Recruit" button displayed on the screens of terminal devices 400A to C used by employers A to C, respectively.

[0086] 〔flowchart〕 Next, the processing flow by the information processing device 100 will be described with reference to Figure 12. Figure 12 is a flowchart showing an example of the processing flow according to this embodiment. The following steps can be executed in a different order, and some processes may be omitted.

[0087] First, the acquisition unit 131 acquires information on work performance, job history, and salary (step S101). Next, the amount determination unit 132 determines whether the job seeker's work performance and job history are above a certain level (step S102). If the amount determination unit 132 determines that they are not above a certain level (step S102; No), the information processing device 100 terminates processing.

[0088] On the other hand, if the amount determination unit 132 determines that the amount is above a certain level (step S102; Yes), the amount determination unit 132 determines the market rate for jobs corresponding to the work history or work experience (step S103). For example, the amount determination unit 132 aggregates information on the salaries of jobs with the same content as the jobs included in the job seeker's work history or work experience, and determines the average of the salary amounts as the market rate.

[0089] Next, the amount determination unit 132 determines the amount of the job seeker's salary based on their work performance, work history, and salary market rate (step S104). For example, the amount determination unit 132 determines the amount by adding an amount calculated from the job content, work performance, and work history to the salary market rate.

[0090] Next, the reception unit 134 presents the determined amount to the job seeker (step S105). Subsequently, the presentation unit 137 determines whether the job seeker has accepted the determined amount (step S106). For example, the presentation unit 137 determines acceptance by receiving a press of the "Accept" button displayed on the terminal device 400. If the presentation unit 137 determines that acceptance has been made (step S106; Yes), the presentation unit 137 proceeds with the processing described later in steps S111 and beyond.

[0091] On the other hand, if the presentation unit 137 determines that the applicant has not accepted the offer (step S106; No), the rank determination unit 133 determines the applicant's rank based on their work history (step S107). For example, the rank determination unit 133 refers to the rank information storage unit 124 and determines the applicant's rank according to the number of times the applicant has worked. Subsequently, the reception unit 134 accepts the change in amount within the range corresponding to the rank (step S108).

[0092] Next, the calculation unit 135 calculates the probability that a job seeker will be scouted by an employer if a salary is offered (step S109). For example, the calculation unit 135 inputs the job seeker's work performance, work history, the market salary for jobs corresponding to the job seeker's work performance or work history, the salary amount, and the probability of being scouted into a model that has learned the relationship between the job seeker's work performance, work history, the market salary for jobs corresponding to the job seeker's work performance or work history, and the salary amount, to determine the probability that a job seeker will be scouted by an employer.

[0093] Next, the display unit 136 displays to the job seeker the changed amount received by the reception unit 134 and the probability calculated by the calculation unit 135 (step S110). Subsequently, the presentation unit 137 determines whether the job seeker has accepted the changed amount (step S111). For example, the presentation unit 137 determines whether acceptance has been made by receiving a press of the "Accept" button displayed on the terminal device 400.

[0094] If the presentation unit 137 determines that the applicant has not accepted the offer (step S111; No), the reception unit 134 repeats the process in step S108. On the other hand, if the presentation unit 137 determines that the applicant has accepted the offer (step S111; Yes), the presentation unit 137 presents the applicant's information and salary amount to the employer (step S112). The presentation unit 137 then accepts the employer's offer to the applicant (step S113) and terminates the process shown in Figure 12.

[0095] 〔effect〕 The information processing device 100 according to this embodiment includes a salary determination unit 132 that determines the amount of a job seeker's salary based on the job seeker's work record, the job seeker's work history, and the market salary for jobs corresponding to the work record or work history, and a presentation unit 137 that presents the job seeker's information and salary to employers who are recruiting.

[0096] In this way, the information processing device 100 reduces the burden on job seekers and enables employers to offer a salary commensurate with the job seeker's abilities and experience by automatically determining the amount that the job seeker will offer to the employer when being scouted, based on the job seeker's work record, work history, and salary market. In other words, the information processing device 100 enables job seekers with high abilities and experience to market themselves with a high salary, and enables employers to scout each job seeker after confirming that the salary amount is commensurate with their work record, work history, etc.

[0097] Furthermore, the amount determination unit 132 of the information processing device 100 according to this embodiment determines the amount of salary for job seekers whose work performance and work history meet a certain standard. As a result, the information processing device 100 can reduce the burden on job seekers while providing an incentive for them to gain experience by determining the amount of salary only for reliable job seekers who have accumulated a certain level of experience.

[0098] Furthermore, the presentation unit 137 of the information processing device 100 according to this embodiment presents to multiple employers the salary amount and job seeker information of job seekers whose work performance and work history meet a certain standard, and accepts recruitment offers for job seekers from multiple employers. As a result, the information processing device 100 unlocks its recruitment function only for reliable job seekers with a certain level of experience, and employers can recruit job seekers who have the recruitment function unlocked and can become immediate assets.

[0099] Furthermore, the information processing device 100 according to this embodiment further includes a reception unit 134 that displays the determined amount to the job seeker and accepts changes to the amount from the job seeker, and a presentation unit 137 that presents the job seeker's information and the changed amount to the employer. In this way, the information processing device 100 can show the job seeker the standard amount of salary, making it easier to determine the amount of salary, while accurately reflecting the job seeker's intentions by presenting the desired salary amount to the employer.

[0100] Furthermore, the amount determination unit 132 of the information processing device 100 according to this embodiment determines the amount by adding an amount calculated from the job content, work performance, and work history to the market rate for salary. In this way, the information processing device 100 can appropriately determine the amount of salary for a job seeker by adding an amount commensurate with the job seeker's abilities and experience to the market rate for salary.

[0101] Furthermore, the amount determination unit 132 of the information processing device 100 according to this embodiment determines the amount by multiplying the market rate by a coefficient calculated from the job content, work performance, and work history. This allows the information processing device 100 to appropriately determine the job seeker's salary by multiplying the market rate by a coefficient commensurate with the job seeker's abilities and experience. Additionally, by using the coefficient, the amount of salary can be appropriately determined for jobs that are higher or lower in compensation than typical jobs.

[0102] Furthermore, the information processing device 100 according to this embodiment further includes a calculation unit 135 that calculates the probability that a job seeker will be scouted by an employer when a salary is offered, and a display unit 136 that displays the changed salary and probability to the job seeker. As a result, the information processing device 100 shows the job seeker how likely they are to be scouted by an employer when a salary amount is offered, along with the salary amount, thereby preventing the offer of a salary amount that deviates from the market rate and the job seeker's own abilities and experience, and appropriately supporting matching through scouting.

[0103] Furthermore, the information processing device 100 according to this embodiment further includes a rank determination unit 133 that determines the rank of a job seeker based on their work performance, and a reception unit 134 that accepts changes to the amount within the range corresponding to the rank. This allows for changes to the amount within a range that is appropriate to the job seeker's abilities and experience, thereby appropriately supporting matching through scouting.

[0104] [Hardware configuration] Furthermore, the information processing device 100 according to the above-described embodiment is realized by a computer 1000 having the configuration shown in Figure 13. Figure 13 is a hardware configuration diagram showing an example of a computer that realizes the functions of the information processing device 100. The computer 1000 has a CPU 1100, RAM 1200, ROM 1300, HDD 1400, communication interface (I / F) 1500, input / output interface (I / F) 1600, and media interface (I / F) 1700.

[0105] The CPU 1100 operates based on programs stored in the ROM 1300 or HDD 1400, controlling various components. The ROM 1300 stores boot programs executed by the CPU 1100 when the computer 1000 starts up, as well as programs that depend on the computer 1000's hardware.

[0106] The HDD 1400 stores programs executed by the CPU 1100 and data used by such programs. The communication interface 1500 receives data from other devices via a predetermined communication network and sends it to the CPU 1100, and transmits data generated by the CPU 1100 to other devices via the predetermined communication network.

[0107] The CPU 1100 controls output devices such as displays and printers, and input devices such as keyboards and mice, via the input / output interface 1600. The CPU 1100 acquires data from input devices via the input / output interface 1600. The CPU 1100 also outputs the generated data to output devices via the input / output interface 1600.

[0108] The media interface 1700 reads a program or data stored in the recording medium 1800 and provides it to the CPU 1100 via the RAM 1200. The CPU 1100 loads the program from the recording medium 1800 onto the RAM 1200 via the media interface 1700 and executes the loaded program. The recording medium 1800 is, for example, an optical recording medium such as a DVD (Digital Versatile Disc) or PD (Phase Change Rewritable Disk), a magneto-optical recording medium such as an MO (Magneto-Optical disk), a tape medium, a magnetic recording medium, or a semiconductor memory.

[0109] For example, when the computer 1000 functions as an information processing device 100 according to the embodiment, the CPU 1100 of the computer 1000 realizes the functions of the control unit 130 by executing a program loaded on the RAM 1200. The CPU 1100 of the computer 1000 reads and executes these programs from the recording medium 1800, but as another example, these programs may be obtained from other devices via a predetermined communication network.

[0110] 〔others〕 Although various embodiments have been described in detail herein with reference to the drawings, these embodiments are illustrative and are not intended to limit the present invention to these embodiments. The features described herein can be realized in various ways, including various modifications and improvements based on the knowledge of those skilled in the art.

[0111] Furthermore, the aforementioned "module (-er suffix, -or suffix)" can be reinterpreted as unit, means, circuit, etc. For example, the communication module, control module, and storage module can be reinterpreted as communication unit, control unit, and storage unit, respectively. [Explanation of Symbols]

[0112] 1. Information Processing System 100 Information Processing Devices 110 Communications Department 120 Storage section 121 Job applicant information storage section 122 Work Information Memory Department 123 Amount information storage unit 124 Rank Information Storage Unit 125 Model Memory Unit 130 Control Unit 131 Acquisition Department 132 Amount Determination Section 133 Rank Determination Section 134 Reception Department 135 Calculation Section 136 Display section 137 Presentation section 200 Job Seeker Information Server 300 Job Information Server

Claims

1. A salary determination unit that determines the amount of the job seeker's salary based on the job seeker's work record, the job seeker's work history, and the market salary for jobs corresponding to the work record or work history, A display unit that presents the information of the job seeker and the amount to the employer making the job offer. An information processing device characterized by having [a certain feature].

2. The information processing apparatus according to claim 1, characterized in that the amount determination unit determines the amount of salary for job seekers whose work performance and work history are above a certain level.

3. The aforementioned display unit is, The employer presents to multiple employers the salary amount and information of the job seeker, whose work performance and work history are above a certain level, and accepts recruitment offers for the job seeker from these multiple employers. The information processing apparatus according to feature 2.

4. The system further includes a reception section that displays the determined amount to the job seeker and accepts requests from the job seeker to change the amount. The display unit presents the information of the job seeker and the changed amount to the employer. The information processing apparatus according to feature 1.

5. The aforementioned amount determination unit, The aforementioned amount is determined by adding to the aforementioned salary range an amount calculated based on the content of the work, the work performance, and the work history. The information processing apparatus according to feature 1.

6. The aforementioned amount determination unit, The amount is determined by multiplying the aforementioned salary range by a coefficient calculated from the content of the work, the work performance, and the work history. The information processing apparatus according to feature 1.

7. A calculation unit that calculates the probability that the job seeker will be scouted by the employer when the aforementioned amount is offered, A display unit that displays the changed amount and the probability to the job seeker. The information processing apparatus according to claim 4, further comprising the above.

8. The system further includes a rank determination unit that determines the rank of the job seeker based on the aforementioned work performance, The reception desk accepts changes to the amount within the range corresponding to the rank. The information processing apparatus according to feature 4.

9. A method of information processing performed by a computer, A salary determination process for determining the amount of the job seeker's salary based on the job seeker's work history, the job seeker's work experience, and the market salary for jobs corresponding to the work history or work experience, A presentation process in which the information of the job seeker and the amount of money are presented to the employer who is recruiting. An information processing method characterized by including [a certain element].

10. A salary determination step in which the amount of the job seeker's salary is determined based on the job seeker's work record, the job seeker's work history, and the market salary for jobs corresponding to the work record or work history, A presentation step in which the information of the job seeker and the amount mentioned above are presented to the employer who is recruiting. An information processing program characterized by causing a computer to execute it.

Images