Talent matching system and talent matching method

Abstract

In a talent matching system, we provide a talent matching system and method that presents and recommends employers that are suitable for job seekers based on their personality and preferences. [Solution] A talent matching system 10 for determining the suitability between job seekers and recruiting companies comprises a database 7 that collects multiple job seeker responses to questions directed at job seekers and multiple recruiting company responses to questions directed at recruiting companies, and a data processing unit 8 that accesses the database and determines the suitability based on the degree of value agreement calculated from the job seeker responses and recruiting company responses. The job seeker responses and recruiting company responses each include an equal number of job seeker responses and recruiting company responses that represent the same tendencies of the people, and the degree of value agreement is calculated by aggregating the response agreement scores that represent the degree of agreement between the job seeker responses and recruiting company responses that represent the same tendencies.

Description

[[TECHNICAL FIELD]]

[0001] The present invention relates to a talent matching system and a talent matching method. [[BACKGROUND ART]]

[0002] Various methods and systems for matching job seekers such as students with recruiting companies have been proposed.

[0003] Patent Document 1 discloses a talent matching system that enables companies to acquire talents not only with high ability but also with the character, nature, individuality and motivation that are considered to be able to contribute to the performance expansion of the department requiring the talent, while introducing both parties so that job seekers can find employment at a company where they can fully demonstrate their abilities in accordance with their own character, nature, individuality and motivation. Regarding matching between recruiting companies and job seekers, the general format is that the recruiting side presents information such as industry, occupation, work location, benefits such as salary, etc., job seekers browse this information and perform computer searches to find positions that match their own wishes, and the recruiting side examines and judges whether the job seeker who contacted them is a talent that meets the company's requirements. It has been pointed out that such a format is insufficient as a judgment material for connecting recruiting companies and job seekers: from the job seeker's perspective, they cannot fully grasp what kind of ability and what kind of character, nature and individuality the company posting the job information specifically seeks, and whether the workplace is suitable for their own character, nature and individuality and allows them to fully demonstrate their abilities (paragraphs 0002 to 0004). Attributes such as character, nature, individuality, and motivation (result-oriented, analytical-logical, etc.) of people currently working in the recruiting department of the recruiting company are investigated, while attributes such as character, nature, individuality, and motivation (result-oriented, analytical-logical, etc.) of job seekers (e.g., job seekers that can be introduced / dispatched by recruitment agencies and staffing agencies) are investigated, and matching between the two is performed to introduce and dispatch appropriate talents (paragraph 0017).

[0004] Patent Document 2 discloses a matching support device that enables appropriate matching based on information from multifaceted perspectives of both employers and job seekers. From a set of answers to predetermined questions for job seekers, it obtains job seeker information indicating the job seeker's personality, values, ideal way of working, talents, abilities, etc. From a set of answers to questions for employers, it obtains employer information indicating the employer's (employing company's) corporate culture and the type of person the company needs, i.e., the skills and characteristics required of the person. By analyzing this information, it calculates a score indicating the degree of matching (paragraphs 0030-0031). More specifically, it calculates a culture fit score and a skill fit score, and from the sum of these, it presents job seekers with a high degree of matching to the employer's culture and the skills required of the person they are looking for. This allows employers to find job seekers who are close to the ideal candidate profile that matches their corporate culture (paragraphs 0103-0104). [Prior art documents] [Patent Documents]

[0005] [Patent Document 1] Japanese Patent Publication No. 2005-18274 [Patent Document 2] Japanese Patent Publication No. 2021-157795 [Overview of the project] [Problems that the invention aims to solve]

[0006] The inventors have observed that, with the recent trend of declining birth rates, the initiative is shifting from employers to job seekers, and they realized that conventional talent matching systems cannot adequately address this trend. In other words, conventional talent matching systems primarily aim to present suitable job seekers to employers, and many of them select job seekers based on their abilities. On the other hand, the talent matching systems disclosed in Patent Documents 1 and 2 attempt to improve matching accuracy by focusing not only on the abilities and skills of the individuals but also on the corporate culture of the employer and the personality and individuality of the job seekers. However, the talent matching system in Patent Document 1 calculates "scores for each item: I. Achievement and Action, II. Listening and Information Gathering Ability, III. Planning and Proposal Ability, IV. Pioneering and Breakthrough Ability, V. Maintenance and Persistence Ability," and ultimately judges the degree of suitability based on superiority or inferiority. The matching support device in Patent Document 2 calculates a culture fit score in addition to the skill fit score, allowing for greater emphasis on the degree of suitability between the corporate culture of the employer and the personality and individuality of the job seekers. However, as stated in paragraph 0104, "It presents job seekers with a high degree of matching to the employer's culture and the skills required for the desired individual. This allows employers to find job seekers who closely match the ideal candidate profile that fits their company culture." Therefore, the purpose is solely to help employers find talent, and information dissemination to job seekers is not considered. Furthermore, it includes a match score database that shows the relationship between the responses to questions directed at employers and the responses to predetermined questions directed at job seekers, and calculates a culture fit score by appropriately weighting and summing these match scores.

[0007] The inventors of this invention have realized that conventional talent matching systems are solely aimed at presenting suitable job seekers to recruiting companies, and are unable to provide sufficiently appropriate information for job seekers to find the best recruiting company for them. For example, the culture fit score in Patent Document 2 is determined by values ​​and weights that indicate the relationship between the recruiting company's responses and the job seeker's responses set in the match score DB. However, in reality, such relationships and weights are set based on the type of person the recruiting company is looking for, and are therefore unlikely to necessarily reflect the corporate culture that job seekers are looking for.

[0008] The objective of the present invention is to provide a talent matching system and method that can present and recommend to job seekers companies that are suitable for their personality and preferences.

[0009] The means for solving these problems are described below, but other problems and novel features will become apparent from the description and accompanying drawings in this specification. [Means for solving the problem]

[0010] The present invention is a talent matching system that determines the degree of compatibility between job seekers and recruiting companies, and is configured as follows.

[0011] The system comprises a database that collects multiple responses from job seekers to questions directed at job seekers and multiple responses from recruiting companies to questions directed at recruiting companies, and a data processing unit that accesses the database and calculates the degree of fit based on the degree of value alignment calculated from the responses of job seekers and recruiting companies.

[0012] Job seeker responses and recruiting company responses each include an equal number of responses representing the same personality traits of individuals. The degree of value alignment is calculated by aggregating the response alignment scores, which represent the degree of agreement between job seeker responses and recruiting company responses representing the same personality traits.

[0013] The present invention provides a personnel matching method that is executed by a computer equipped with a memory device and determines the degree of compatibility between job seekers and recruiting companies, and is configured as follows.

[0014] The memory device stores a database containing multiple responses from job seekers to questions directed at job seekers, and multiple responses from recruiting companies to questions directed at recruiting companies. The computer accesses this database and performs a data processing step to determine the degree of fit based on the degree of value alignment calculated from the job seeker responses and recruiting company responses.

[0015] Job seeker responses and recruiting company responses each include an equal number of responses representing the same personality traits of individuals. The degree of value alignment is calculated by aggregating the response alignment scores, which represent the degree of agreement between job seeker responses and recruiting company responses representing the same personality traits. [Effects of the Invention]

[0016] The effects obtained by this invention can be briefly explained as follows: Specifically, it provides a talent matching system and method that can present and recommend to job seekers companies that are suitable for their personality and preferences. [Brief explanation of the drawing]

[0017] [Figure 1] Figure 1 is an explanatory diagram showing an example configuration of the human resource matching system of the present invention. [Figure 2] Figure 2 is an explanatory diagram showing an example of the method for calculating the degree of alignment of values ​​according to the present invention. [Figure 3] Figure 3 is a flowchart showing an example of the processing procedure for developing a database for a talent matching system. [Figure 4] Figure 4 is a flowchart showing an example of the processing procedure for delivering recommendations from a talent matching system to job seekers. [Figure 5]FIG. 5 is a flowchart showing an example of a processing procedure when a job applicant applies for a job posting to the personnel matching system. [Figure 6] FIG. 6 is an explanatory diagram showing an operation example of the personnel matching system of the present invention. MODE FOR CARRYING OUT THE INVENTION

[0018] 1. Overview of the Embodiment First, an outline of a representative embodiment disclosed in the present application will be described. Reference signs in the drawings, which are referred to with parentheses in the outline description of the representative embodiment, merely exemplify what are included in the concept of the components to which the signs are attached.

[0019] [1] A personnel matching system based on the degree of matching of answers representing tendencies that cannot be ranked superior or inferior (FIGS. 1 to 4) A representative embodiment disclosed in the present application is a personnel matching system (10) that calculates a compatibility degree (3) between a job applicant and a recruiting company, and is configured as follows.

[0020] The system comprises: a database (7) that stores a plurality of job applicant answers (5) to questions for job applicants asked to the job applicant, and a plurality of recruiting company answers (6) to questions for recruiting companies asked to the recruiting company; and a data processing unit (8) that accesses the database and calculates the compatibility degree based on a value matching degree (2) calculated from the plurality of job applicant answers and the plurality of recruiting company answers.

[0021] The plurality of job applicant answers and the plurality of recruiting company answers each include the same number of job applicant answers and recruiting company answers representing the same human tendency, and the value matching degree is calculated by aggregating answer matching degrees (1) representing the degree of matching between the job applicant answer and the recruiting company answer representing the same tendency.

[0022] With this configuration, it is possible to provide a personnel matching system that can present and recommend recruiting companies suitable for the job applicant's own personality and orientation to the job applicant.

[0023] [2] The same questions are asked to both job seekers and employees of the hiring company (Figure 6) In the talent matching system of [1], the multiple job seeker responses are the answers (As1 to As15) from job seekers to a set of predetermined questions (Q1 to Q15), and the multiple recruiting company responses are the answers (Ac1 to Ac15) from employees of the company to the same set of questions (Q1 to Q15).

[0024] This allows the database to reflect the ideal employee traits sought by recruiting companies in a way that minimizes arbitrary elements, and the calculation of the value alignment score in the database processing unit can be simplified to a simple match / mismatch. While arbitrary elements are effective in bringing the traits of job seekers closer to the ideal sought by recruiting companies, they are factors that impair objectivity from the perspective of job seekers measuring the degree of compatibility with their own traits. By eliminating such arbitrary elements as much as possible from the value alignment score, it becomes possible to present and recommend recruiting companies that are more suitable for job seekers' personalities and aspirations.

[0025] [3] Weighting of the degree of agreement on the traits that are considered important (Figure 2) In the talent matching system of [2], the degree of value agreement is calculated by weighting (W1 to W15) at least some of the response agreements during aggregation.

[0026] This allows for a greater weighting of the degree of agreement on the preferences that job seekers and recruiting companies consider important, thereby enabling a more accurate determination of value alignment. While objectivity was enhanced in [2] by eliminating arbitrary elements as much as possible, this provides a means to incorporate subjectivity from job seekers and / or recruiting companies.

[0027] [4] Work environment In the talent matching system described in any one of items (1) to (3), the questions for job seekers and the questions for recruiting companies each include questions about the work environment.

[0028] This allows the degree of match between the work environment desired by job seekers and the work environment of the hiring company to be taken into account in the value alignment score, thereby suppressing the occurrence of mismatches between the work environment of job seekers and hiring companies.

[0029] [5] Targeted job advertisements (Figure 3) In the talent matching system described in any one of items (1) to (4), the data processing unit delivers job advertisements to the job seeker prioritizing companies that have a high degree of shared values ​​with the job seeker.

[0030] This allows recruiting companies to target job advertisements to candidates with a high probability of applying, enabling them to allocate recruitment advertising costs more efficiently. Furthermore, job seekers receive job advertisements before being filtered (eliminated) based on the required skills, providing them with opportunities for self-development to acquire those skills.

[0031] [6] Interview scheduling and billing (Figures 5-6) In the talent matching system described in any one of items (1) to (5), the data processing unit receives applications from job seekers to recruiting companies, assists in scheduling interviews, and charges recruiting companies that have received applications.

[0032] This allows companies to incur their main expenses when they receive an application or when an interview is conducted, enabling them to allocate their recruitment expenses more efficiently.

[0033] [7] A talent matching method based on the degree of agreement of responses that represent inclinations rather than superiority or inferiority (Figures 1-4) Another representative embodiment disclosed in this application is a talent matching method that is executed by a computer equipped with a memory device and determines the degree of suitability (3) between job seekers and recruiting companies, and is configured as follows.

[0034] The storage device stores a database (7) containing multiple job seeker responses to questions directed at job seekers and multiple recruiting company responses to questions directed at recruiting companies. The computer accesses the database and performs a data processing step to determine the degree of fit based on a value alignment (2) calculated from the multiple job seeker responses and the multiple recruiting company responses.

[0035] Each of the aforementioned multiple job seeker responses and multiple recruiting company responses includes an equal number of responses from job seekers and recruiting companies that represent the same personality traits of individuals. The degree of value alignment is calculated by aggregating the response alignment scores, which represent the degree of agreement between the job seeker responses and recruiting company responses that represent the same personality traits.

[0036] This allows us to provide job seekers with a talent matching method that can present and recommend employers that are a good fit for their personality and preferences.

[0037] [8] The same questions are asked to both job seekers and employees of the hiring company (Figure 6) In the talent matching method of [7], the multiple job seeker responses are answers from job seekers to a predetermined set of questions, and the multiple recruiting company responses are answers from employees of the company to the same set of questions. As a result, similar to [2], the database reflects the ideal employee traits sought by recruiting companies in a way that minimizes arbitrariness, and the calculation of the degree of value alignment in the database processing unit can be simplified to alignment / misalignment, thereby eliminating arbitrary elements.

[0038] [9] Weighting of the degree of agreement on the traits that are considered important (Figure 2) In the personnel matching method of [8], the degree of value agreement is calculated by weighting some of the response agreements (W1 to W15) during aggregation.

[0039] This allows for a more accurate determination of value alignment by increasing the weight given to the degree of agreement on the tendencies that job seekers and recruiting companies consider important, similar to [3].

[0040]

[10] Work environment In the personnel matching method described in any one of items [7] to [9], the questions for job seekers and the questions for recruiting companies each include questions about the work environment.

[0041] This allows the degree of match between the workplace environment desired by job seekers and the workplace environment of the recruiting company to be taken into account in the value alignment score, thereby suppressing the occurrence of mismatches between the workplace environment of job seekers and recruiting companies.

[0042]

[11] Targeted job advertisements (Figure 6) In the talent matching method described in any one of items [7] to

[10] , in the data processing step, job advertisements are delivered to the job seeker prioritizing companies that have a high degree of shared values ​​with the job seeker.

[0043] This allows recruiting companies to target job advertisements to job seekers who are highly likely to apply, similar to [5], and to allocate recruitment advertising costs more efficiently. In addition, job seekers can receive job advertisements before they are filtered based on the skills required by recruiting companies, and are given opportunities for self-development to acquire the required skills.

[0044]

[12] Interview scheduling and billing (Figures 5-6) In the talent matching method described in any one of items [7] to

[11] , the data processing step includes receiving applications from job seekers to recruiting companies, assisting in scheduling interviews, and charging recruiting companies that have received applications.

[0045] This makes it possible, as in [6], for the recruiting company to incur the main expenses when an application is received or an interview is conducted, allowing the recruiting company to allocate its recruitment expenses more efficiently.

[0046] 2. Details of the Embodiment The embodiments will be described in more detail.

[0047] [Embodiment 1] Figure 1 is an explanatory diagram showing an example configuration of the talent matching system 10 of the present invention. The talent matching system 10 is implemented by a computer equipped with a storage device such as a cloud server, and comprises a database 7 stored in the storage device, a user interface 9 for communicating with an external network 20, and a data processing unit 8 that performs data processing functions when software is installed and executed. The talent matching system 10 is connected to job seeker terminals 50 and recruiting company terminals 60 via the network 20 through the user interface 9, and may also be connected to an administrator terminal (not shown) of the administrator who operates this system.

[0048] Database 7 is composed of collected job seeker responses 5 to questions for multiple job seekers and recruiter responses 6 to questions for multiple recruiting companies, collected separately for each job seeker and each recruiting company. The data processing unit 8 accesses Database 7 and calculates the degree of fit 3 based on the degree of value agreement 2 calculated from the job seeker responses 5 and recruiting company responses 6. In this case, the multiple job seeker responses 5 and multiple recruiting company responses 6 each contain the same number of job seeker responses and recruiting company responses that represent the same inclinations of the people, and the degree of value agreement 2 is calculated by aggregating the degree of agreement 1, which represents the degree of agreement between the job seeker responses 5 and recruiting company responses 6 that represent the same inclinations. Here, a person's inclinations refer to a person's personality, individuality, characteristics, orientation (direction of aspirations), and preferences (tastes), and do not indicate superiority or inferiority. Questions and answers may be either / or, or they may be expressed as numerical values ​​representing degrees. Accordingly, a response agreement score of 1 is expressed as a binary value (agree or disagree) when the question and answer are either / or, and as a numerical value representing the degree of agreement when the question and answer are numerical values ​​representing degrees.

[0049] This makes it possible to provide a talent matching system 10 that can present and recommend to job seekers companies that are suitable for their personality and aspirations. By calculating the degree of agreement 1 and the degree of agreement 2 of values ​​between job seeker responses 5 and company responses 6 that express the same tendencies, the method for calculating the degree of agreement 2 of values ​​can be simplified, and therefore objectivity can be ensured.

[0050] Conventional talent matching systems assume that questions and answers directed at job seekers will naturally differ from those directed at recruiting companies. For example, the matching support device described in Patent Document 2 addresses this by providing a match score database that shows the relationship between a group of answers to questions directed at recruiting companies and a group of answers to predetermined questions directed at job seekers. In this case, the relationship between the group of answers to questions directed at recruiting companies and the group of answers to predetermined questions directed at job seekers is either determined by the administrator or operator of the talent matching system based on their experience or considerations, or by using a vast amount of data to calculate a statistical correlation coefficient and adopting it as a numerical value representing this relationship to ensure objectivity. On the other hand, according to the present invention, since multiple question and answer pairs are designed to each represent the same tendency, a vast amount of data required to calculate the correlation coefficient is not necessary when calculating the degree of agreement of answers, and an objective degree of agreement of 1 can be obtained.

[0051] The questions posed to job seekers and those posed to recruiting companies are designed to elicit responses that reflect the same personality traits. The questions may be the same for both job seekers and recruiting companies, or they may be phrased differently for each respondent. Recruiting companies can employ various methods for answering. For example, they can 1) have employees answer, 2) have the person in charge of the workplace (assignment) being recruited, 3) the hiring manager, or 4) the president answer, imagining an ideal applicant, or they can combine 1) to 4) as appropriate to create the answers. In particular, with 1), by having employees who fit the desired job type and responsibilities select an ideal candidate and answer, the company can naturally define the personality traits of the person they want to hire without using a separate means to measure what kind of personality traits are suitable for that job type and responsibilities. This is because the database 7 reflects the personality traits of the ideal employee sought by the recruiting company in a way that minimizes arbitrariness, and the calculation of the value alignment score 2 in the data processing unit 8 can be simplified to alignment / misalignment, thereby eliminating arbitrary elements. While arbitrary elements can be effective in bringing the desired traits of job seekers closer to the ideal for recruiting companies, they can compromise objectivity from the perspective of job seekers measuring the degree of compatibility with their own traits. By eliminating such arbitrary elements from Value Alignment 2, it becomes possible to present and recommend recruiting companies that are more suitable for the job seeker's own personality and aspirations. On the other hand, 2) to 4) are response methods that can be used when there is no ideal employee like in 1). The response will be based on an imagined profile of the ideal employee (applicant). 3) is effective when the recruiter has a good understanding of the ideal applicant profile based on years of experience, and 4) is effective when the founder / CEO has a clear idea of ​​the person they want, such as in a startup company.

[0052] The combination of questions for job seekers, questions for recruiting companies, and answers that reflect the same tendencies is not necessarily better in terms of quantity. To ensure that many job seekers maintain their concentration while answering, 10 to 15 question-and-answer combinations are appropriate. Furthermore, it is preferable to have them answer in a binary choice format. If the number is greater than this, or if they are asked to choose a degree rather than a binary choice, persistent job seekers tend to have higher accuracy in their answers than those with a short attention span, raising concerns about fairness. On the other hand, even with 10 to 15 binary choices, the number of combinations is 2 to the power of 10 to 2 to the power of 15, which is sufficiently high accuracy to represent people's tendencies.

[0053] Examples of questions are shown below. For each of the questions from [1] to

[10] , the disposition being asked about, followed by a colon (:), and the main point of the question are listed in that order. [1] Stability orientation: This question asks whether the candidate prefers stable work performance or challenges. [2] Cooperativeness: Ask whether you value teamwork or prefer to be self-sufficient. [3] Planning Orientation: This question asks whether the person prefers planned execution or values ​​flexible thinking. [4] Contribution: This question asks whether you prioritize personal growth or contributing to others. [5] Creativity: This question asks whether you prioritize creating innovation or making use of existing frameworks. [6] Reward orientation: Ask whether you prioritize compensation or job satisfaction. [7] Freedom orientation: This asks whether you value rules or prefer a flexible work style. [8] Leadership orientation: This asks whether the candidate prefers to lead a team or to fulfill their assigned responsibilities as a team member. [9] Humanities / Science Determination: Ask whether the applicant is in the analytical / technical field or the interpersonal / communication field.

[10] Work location needs: Ask whether they prefer urban areas or local communities.

[0054] The above 10 items were selected by the inventors based on their experience in supporting students' job-hunting activities, and are suitable questions for determining suitability.

[0055] You may add further questions about the work environment to the above 10 items. For example, add the following items:

[11] Work style: Ask whether you prefer flexible or traditional work arrangements.

[12] Work-life balance: Ask whether you prefer less overtime or prioritize your career.

[13] Willingness to relocate: Ask whether you prefer to stay in one local area or prefer to be relocated.

[14] Internal communication: Ask whether they prefer more events or more private time.

[15] Education system: Ask whether you prefer extensive training or prioritize self-development.

[16] Evaluation system: Ask whether you prefer clear evaluation criteria or flexible evaluation.

[17] Convenience of work location: Ask whether you prefer urban areas or local / natural environments.

[18] Employee benefits: Ask whether you prefer comprehensive benefits or if simple benefits are acceptable.

[19] Whether or not to have a side job: Ask whether you prefer to have a side job or to focus solely on your main job.

[20] Work style: Ask whether you prefer an environment with a high degree of autonomy or a stable organization.

[0056] This allows the degree of match between the work environment desired by job seekers and the work environment of the recruiting company to be incorporated into the value alignment score 2, thereby suppressing the occurrence of mismatches between the work environment of job seekers and recruiting companies.

[0057] In order to more accurately create the job seeker responses 5 and the recruiting company responses 6, an AI (Artificial Intelligence) agent may be used in place of, or in addition to, the answers to the questions specified above, as detailed in Embodiment 4 below.

[0058] Figure 2 is an explanatory diagram illustrating an example of how to calculate the Value Alignment Score 2. This is an example of how to calculate the Value Alignment Score 2 assuming that there are 15 questions and that a binary answer is obtained for each question. The explanation assumes that answers As1 to As15 are obtained from job seekers for a set number of questions Q1 to Q15, and that answers Ac1 to Ac15 are obtained from the recruiting company's employees for the same set of questions Q1 to Q15.

[0059] In the first column, if the job seeker's response As1 to question Q1 matches the recruiting company's response Ac1, the response match score is 1; otherwise, it is 0. The value alignment score 2 is calculated by summing the response match scores for all questions Q1-Q15, responses As1-As15, and Ac1-Ac15. In the case of 10 questions, as in the example above, the maximum value of the value alignment score 2 is 10 and the minimum value is 0.

[0060] The Value Alignment Score 2 may be calculated by weighting at least some of the Response Alignment Score 1 responses W1 to W15 during aggregation. By increasing the weighting of Response Alignment Score 1 responses regarding the tendencies that job seekers and recruiting companies consider important, a more accurate Value Alignment Score can be obtained. As mentioned above, while the questions were simplified to eliminate arbitrary elements and increase objectivity, weighting provides a means to incorporate subjectivity from job seekers and / or recruiting companies.

[0061] For example, the above 10 questions can be structured so that recruiting companies can allocate 15 points to the 3 items they consider important, 5 points to the 3 items they consider unimportant, and 10 points to the other 4 standard items. The maximum value for a Value Alignment Score of 2 is 100 points, and the minimum value is 0 points. The maximum score can be designed to change depending on the number of questions, or it can be normalized so that the maximum score is 100 points.

[0062] Alternatively, the system could be structured to allow job seekers to assign weights. Or, it could be structured to allow both sides to assign weights, and the average of the two weighting methods used to obtain the final Value Match 2 could be used, or the system could be modified to add the agreement / disagreement of the weightings to the Answer Agreement 1 to calculate the Value Match 2.

[0063] The above explains the case where a binary answer is required for a question, but it may be modified to be applicable to answers that express degree. For example, for the stability orientation of [1], the following values ​​may be assigned: Strongly prefer stable work performance = 4 Prefers stability over challenge = 3 I prefer challenges to stability = 2 I strongly enjoy challenges = 1 The degree of agreement in the answers is calculated as follows:

[0064] Answer match rate = 1 - | Job seeker response - Recruiting company response | ÷ 3 The calculated value alignment score of 2 can be used directly as a suitability score of 3, and job advertisements from, for example, the top 10 companies with the highest suitability score of 3 can be delivered to job seekers as recommendation information 4. Alternatively, the suitability score of abilities and skills, which has been used in conventional matching systems, can be added to the value alignment score of 2 to arrive at a suitability score of 3.

[0065] [Embodiment 2] The present invention can also be positioned as a method for matching personnel (an invention of a method). The personnel matching method of the present invention is described as a procedure for determining a suitability score of 3 between job seekers and recruiting companies, which is executed by a computer equipped with a storage device. The hardware configuration is the same as that of Embodiment 1 described with reference to Figure 1, and the "storage device" does not necessarily have to be a single storage device, but may be a distributed storage state such as being stored in a distributed manner on the cloud. Similarly, the "computer" may be a single computer such as a server, or it may be a virtual computer that enables distributed processing. Thus, the physical implementation form of the storage device and the computer is arbitrary.

[0066] Figure 3 is a flowchart showing an example of the processing procedure for preparing the database 7 of the talent matching system 10.

[0067] Step 1 (S1) to Step 2 (S2): When the recruiting company terminal 60 accesses the system to register the recruiting company response 6, the system proceeds to Step 2 (S2), where predetermined questions are sent to the recruiting company terminal 60, the answers are obtained, and the system is registered in database 7 as the recruiting company response 6. The system may also be configured to send the questions in advance and only obtain the answers to register in database 7 as the recruiting company response 6. In addition, it may be possible to set weights for each question item. Furthermore, job advertisement information is registered in parallel. The job advertisement information includes job description, compensation and other benefits, working hours and location, required qualifications and skills, etc.

[0068] Steps 3 (S3) to 4 (S4): When access is received from the job seeker terminal 50 to register the job seeker response 5, the process proceeds to step 4, where a predetermined question is sent to the job seeker terminal 50, the answer is obtained, and registered as the job seeker response 5 in the database 7.

[0069] Figure 4 is a flowchart showing an example of the processing procedure for delivering recommendations from the talent matching system 10 to job seekers.

[0070] Step 5 (S5): Wait until there is some change in database 7. Such change could be, for example, the registration of a new job seeker response 5. For newly registered job seekers, proceed to the following steps to deliver recommendation information 4.

[0071] Step 6 (S6): Calculate the Value Match Score 2. This is the same calculation method as described in Embodiment 1 with reference to Figure 2. When a job seeker response 5 is newly registered, it is compared with all recruiting company responses 6 registered in the database 7 at that time, and the Value Match Score 2 is calculated for each recruiting company. All Value Match Scores 2 may be recalculated each time, or the latest Value Match Score 2 may be stored in a storage device such as the database 7, and only the Value Match Score 2 corresponding to the changes that have occurred in the database 7 may be recalculated and updated as the latest Value Match Score 2.

[0072] Step 7 (S7): Calculate a goodness of fit of 3. You can use the value alignment score of 2 obtained in S6 as the goodness of fit of 3, or you can consider other factors, such as the level of achievement regarding required abilities, skills, and experience, to determine a goodness of fit of 3.

[0073] Step 8 (S8): Generate Recommendation Information 4. For example, generate Recommendation Information 4 by adding pre-registered job advertisement information to the top 10 companies with a high relevance score of 3, as determined in S7. Recommendation Information 4 may also include the match / mismatch status for answer matching score of 1. In particular, if the recruiting company has weighted its responses, there may be cases where the questions and answer items that the recruiting company considers important do not match the items that job seekers consider important, so it is good to include the match / mismatch status as reference information in Recommendation Information 4.

[0074] Step 9 (S9): Distribute the recommendation information 4 generated in S8 to job seekers. It is recommended to configure the system so that when there is a change in database 7, the recommendation information 4 is distributed only to job seekers whose recommendation information 4 has changed. For example, if the recruiting company's response 6 is changed (updated), the suitability score 3 with that recruiting company is recalculated for all registered job seekers. As a result, if there is a change in the top 10 in suitability score 3, the updated recommendation information 4 is distributed only to the affected job seekers.

[0075] It is even more preferable to add a function to the talent matching system 10 of the present invention that accepts applications for job openings and sets up interviews (scheduling, etc.) with recruiting companies.

[0076] Figure 5 is a flowchart showing an example of the processing procedure when a job seeker applies for a job through the talent matching system 10.

[0077] Step 10 (S10): Wait until applications are received for the job posting.

[0078] Step 11 (S11): Send the application information, equivalent to the entry sheet of the job applicant, to the recruiting company. You may also send the information along with the match / mismatch status (matching level 1).

[0079] Step 12 (S12): If the applicant is notified of rejection, such as the recruiting company not wishing to conduct an interview, the applicant is notified of this (S15). The rejection notification does not necessarily have to be made through the talent matching system 10; the recruiting company may notify the applicant directly. In that case, the talent matching system 10 is notified of rejection and no notification is required, and this process is terminated by omitting S15, returning to START (waiting until there is an application for the job (S10)). If the recruiting company wishes to conduct an interview, the process proceeds to the next step.

[0080] Step 13 (S13): Schedule the interview.

[0081] Step 14 (S14): Charges are incurred to the recruiting company when the interview is confirmed to take place or when the interview has actually been conducted.

[0082] Regarding charges to recruiting companies, the timing in step 14 (S14) above is just an example and is optional. Charges similar to advertising fees may be made at the stage when the recommendation information in Figure 4 is distributed (S9), or charges similar to a success fee may be made after the interview and when the hiring is finally confirmed, or charges may be made at all three stages. By adding an interview scheduling function to this talent matching system 10, it becomes easier to charge when an interview schedule is set, and by adding a function to support the process from selection to hiring decision, it becomes easier to charge when hiring is completed.

[0083] Although this second embodiment has been described as an invention of a personnel matching method, other details such as the configuration of the questions are the same as in the first embodiment, so redundant explanations will be omitted.

[0084] [Embodiment 3] Figure 6 is an explanatory diagram showing an example of operation of the talent matching system 10 of the present invention. The main elements are the talent matching system 10, job seekers accessed from the job seeker terminal 50, and recruiting companies accessed from the recruiting company terminal 60, which are depicted at the top, with lines extending downwards representing the timeline.

[0085] In the step where a job seeker registers their response 5 in the database 7 (S2 in Figure 3), the talent matching system 10 issues questions Q1 to Q15 to the job seeker, receives responses As1 to As15, and registers them in the database 7. The same applies to the recruiting company. In the step where a recruiting company registers its response 6 in the database 7 (S4 in Figure 3), the talent matching system 10 issues questions Q1 to Q15 to the recruiting company, receives responses Ac1 to Ac15, and registers them in the database 7. The recruiting company also registers weights W1 to W15. The number of questions and whether or not weights are applied are the same as in Embodiments 1 and 2 described above. In Figure 6, the downward direction is chronological, and the registration of job seeker responses 5 and recruiting company responses 6 are shown as happening simultaneously, but the order is arbitrary. In reality, there are multiple job seekers and recruiting companies, and the registration of job seeker responses 5 and recruiting company responses 6 occurs frequently at arbitrary timings.

[0086] Once both the job seeker responses (5) and the recruiting company responses (6) are registered in the database (7), a value alignment score (2) is calculated. At this stage, recommendation information (4) is generated using this value alignment score (2) as a suitability score (3) and can be distributed to job seekers. At this stage, recommendation information (4) is generated without considering whether the job seeker's abilities and qualifications meet the requirements of the recruiting company, so the distributed recommendation information (4) has a strong character as a job advertisement. Job seekers who receive it can prioritize companies that are a good fit for them and find out what kinds of jobs are available. On the other hand, from the perspective of recruiting companies, they can distribute job advertisements only to job seekers who are a good fit, so the probability of receiving applications, the probability of hiring those who apply, and the probability of them fitting in and staying with the workplace after being hired are all higher, making it an extremely efficient targeted advertisement.

[0087] The talent matching system 10 may also be configured to allow recruiting companies to input skill requirements. When skill requirements are input by recruiting companies, the talent matching system 10 can ask job seekers questions about those skills. For example, if a recruiting company requires language skills, it can ask job seekers questions about their language skills and obtain their answers. The talent matching system 10 may also be configured to pre-select items to be considered as general skill requirements, collect responses from job seekers, and calculate skill satisfaction based on these responses. The skill satisfaction calculated from the pre-collected information alone or after additional questions is combined with the previously determined value alignment to generate a suitability score 3 and recommendation information 4, which are then distributed to job seekers. In this case, recommendation information 4 prioritizes candidates who meet or are close to meeting the skill requirements requested by the recruiting company, so for job seekers who receive it, it is considered a recommendation from the talent matching system 10.

[0088] In response to this, when a job seeker applies, the application information is transmitted to the recruiting company, an interview is scheduled, and the recruiting company is charged, as explained in Embodiment 2 with reference to Figure 5. The timing of the charge is arbitrary, as explained in Embodiment 2.

[0089] [Embodiment 4] To more accurately generate the job seeker responses 5 and the recruiting company responses 6, it is preferable to use an AI agent instead of, or in addition to, the format of having applicants answer predetermined questions as described in Embodiment 1. For example, in the operational example shown in Figure 6, in the step of collecting questions Q1 to Q15 and responses As1 to As15 and / or Ac1 to Ac15, the AI ​​agent generates questions corresponding to questions Q1 to Q15 and obtains the answers.

[0090] An AI agent can be created, for example, by providing an artificial intelligence that utilizes a large-scale language model such as ChatGPT® or Gemini® with specifications for questioners who will collect the required answers, and can be implemented in the human resource matching system 10 of the present invention. For example, the specifications given to the artificial intelligence to create the AI ​​agent are as follows: Objective: To elicit the same tendencies (for example, [1]~

[10] and

[11] ~

[20] as exemplified in Embodiment 1) from both job seekers and recruiting companies, respectively. Questioning Method 1: Instead of a tense interview format, engage in natural conversation with job seekers to elicit their values ​​and aspirations. For example, if the job seeker is a student, take on the role of a mentor. Questioning Method 2: If necessary, create a set of two-choice answers and present them to the respondent for them to answer. Questioning Method 3: For traits that are difficult to elicit through question-and-answer format (e.g., stress tolerance), explore the respondent's traits through casual conversation. For example, ask specific questions about their experiences, such as, "What was the most challenging thing you've experienced in your activities so far?" or "How did you cope with it?", and then ask follow-up questions to delve deeper into their answers. Questioning Method 4: If a job seeker who has already answered attempts to register their answer again, read the changes from their previous job seeker answer 5 and update that job seeker's answer 5. Questioning Method 5: For companies offering positions, begin by asking about the respondent's position (e.g., senior employee in the same job role or responsibilities, supervisor at the hiring workplace, HR manager, CEO, or other top executive), and reflect this in subsequent questions and conversations. Analysis of collected responses: Through a series of questions and / or conversations, the characteristics of the respondent themselves or the ideal person they envision will be profiled, and the results will be used as the job seeker response 5 and / or the recruiting company response 6.

[0091] As described above, by utilizing AI agents, we can provide more accurate talent matching, and in particular, we can provide job seekers with a greater sense of satisfaction. That is, we can elicit tendencies that are difficult to uncover with pre-prepared questions and answers, and further supplement dynamic elements. In particular, when job seekers are students, their needs and concerns change significantly over time, but the AI ​​agent can address their daily worries and needs.

[0092] Although the present inventors have described the invention in detail based on embodiments above, it goes without saying that the present invention is not limited thereto and can be modified in various ways without departing from its essence. [Explanation of symbols]

[0093] 1 Answer agreement 2. Degree of Value Alignment 3. Degree of suitability 4. Recommendation Information 5 Job applicant responses 6 Recruiting company responses 7 Databases 8. Data Processing Unit 9. User Interface 10. Talent Matching System 20 Networks 50 Job seeker terminals 60 Recruitment Company Terminals

Claims

1. A talent matching system that determines the degree of compatibility between job seekers and recruiting companies, A database comprising multiple responses from job seekers to questions directed at job seekers, and multiple responses from recruiting companies to questions directed at recruiting companies, The system includes a data processing unit that accesses the database and calculates the degree of suitability based on the degree of value alignment calculated from the responses of the multiple job seekers and the responses of the multiple recruiting companies, The aforementioned multiple job seeker responses and the aforementioned multiple recruiting company responses each include an equal number of job seeker responses and recruiting company responses that represent the same personality traits of individuals, and the value alignment score is calculated by aggregating the response alignment scores, which represent the degree of agreement between job seeker responses and recruiting company responses that represent the same personality traits. Talent matching system.

2. In claim 1, The aforementioned multiple job seeker responses are answers from job seekers to a predetermined set of questions, and the aforementioned multiple recruiting company responses are answers from employees of the respective companies to the same set of questions. Talent matching system.

3. In claim 2, The aforementioned degree of value agreement can be weighted by assigning weights to at least some of the response agreements during the aggregation process. Talent matching system.

4. In claim 1, The aforementioned questions for job seekers and the aforementioned questions for recruiting companies each include questions regarding the work environment. Talent matching system.

5. In claim 1, The data processing unit delivers job advertisements to the job seeker, prioritizing companies that have a high degree of shared values ​​with the job seeker. Talent matching system.

6. In any one of claims 1 to 5, The data processing unit receives applications from job seekers to recruiting companies, assists in scheduling interviews, and charges the recruiting companies that receive applications. Talent matching system.

7. A talent matching method that is executed by a computer equipped with a memory device and determines the degree of suitability between job seekers and recruiting companies, The storage device stores a database containing multiple responses from job seekers to questions directed at job seekers, and multiple responses from recruiting companies to questions directed at recruiting companies. The computer accesses the database and performs a data processing step to determine the degree of suitability based on the degree of value alignment calculated from the responses of the multiple job seekers and the responses of the multiple recruiting companies. The aforementioned multiple job seeker responses and the aforementioned multiple recruiting company responses each include an equal number of job seeker responses and recruiting company responses that represent the same personality traits of individuals, and the value alignment score is calculated by aggregating the response alignment scores, which represent the degree of agreement between job seeker responses and recruiting company responses that represent the same personality traits. Talent matching methods.

8. In claim 7, The aforementioned multiple job seeker responses are answers from job seekers to a predetermined set of questions, and the aforementioned multiple recruiting company responses are answers from employees of the respective companies to the same set of questions. Talent matching methods.

9. In claim 8, The aforementioned degree of value agreement can be weighted by assigning weights to at least some of the response agreements during the aggregation process. Talent matching methods.

10. In claim 7, The aforementioned questions for job seekers and the aforementioned questions for recruiting companies each include questions regarding the work environment. Talent matching methods.

11. In claim 7, In the aforementioned data processing step, job advertisements are delivered to the job seeker prioritizing companies that have a high degree of value alignment with the job seeker. Talent matching methods.

12. In any one of claims 7 to 11, In the aforementioned data processing step, applications from job seekers to recruiting companies are received, interview scheduling is supported, and the recruiting companies that receive applications are charged. Talent matching methods.

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