Systems, devices, methods, and programs

Abstract

The system aims to encourage active job-seeking by job seekers while simultaneously supporting employers' recruitment efforts. [Solution] This system comprises: a receiving means for receiving responses from multiple job seekers to tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations; an evaluation means for outputting evaluation information regarding the evaluation of the responses received by the receiving means; a disclosure means for disclosing the evaluation information while allowing the responding job seekers to remain anonymous; and a transmission means capable of transmitting trigger information that serves as a trigger to connect the responding job seeker with the employer to at least one of the job seeker and the employer.

Description

[Technical Field]

[0001] The present invention relates to a system, apparatus, method and program for recruitment assistance. [Background Art]

[0002] In recent years, in the selection of recruited personnel by companies, examinations such as interviews have been conducted between recruiters and job applicants. As an example of such examinations, case interviews that assess business acumen, for example, have been introduced. A case interview refers to a form of interview examination in which a situation close to actual business is analyzed, and the ability to identify and solve problems is assessed.

[0003] On the other hand, mechanisms that greatly reduce the labor involved in recruitment activities for recruiters at companies and other organizations have been proposed (see, for example, Patent Document 1).

[0004] However, as far as the applicant is aware, no mechanism has yet been proposed that has both functions: it provides an alternative to the recruitment process for recruiters such as companies wishing to hire new talent, and for job seekers engaged in job hunting, it serves not only as preparation for the recruitment process but also as training to improve performance during job hunting and after employment. [Prior Art Documents] [Patent Documents]

[0005] [Patent Document 1] Japanese Unexamined Patent Application Publication No. 2024-107965 [Summary of the Invention] [Problem to be Solved by the Invention]

[0006] An object of the present invention is to assist recruitment activities by recruiters while encouraging active job hunting by job applicants. [Means for Solving the Problem]

[0007] To this end, this disclosure provides a system comprising: a receiving means for receiving responses from multiple job seekers regarding tasks used in past recruitment examinations and / or tasks that may be used in future recruitment examinations; an evaluation means for outputting evaluation information relating to the evaluation of the responses received by the receiving means; a disclosure means for disclosing the evaluation information while allowing the anonymity of the job seekers who provided the responses; and a transmission means capable of transmitting trigger information that serves as a catalyst for connecting the job seekers who provided the responses with the employers to at least one of the job seekers and the employers.

[0008] Here, the transmission means may transmit the detailed information of the job seeker to the employer as trigger information based on the evaluation information. Furthermore, the evaluation means may output evaluation information that includes participation information regarding the participation status of multiple job seekers in responding to the aforementioned questions. Furthermore, the transmission means may send promotional information to the job seeker as trigger information, encouraging them to apply for the job offered by the employer. Furthermore, the promotional information should preferably include employer evaluation information, which is the employer's evaluation of the response. Furthermore, the disclosure means may also disclose evaluation information, including the ranking of the job seekers in their evaluations of the responses. Furthermore, the disclosure means may also disclose information regarding the responses of other job seekers. Furthermore, the disclosure means may allow access to information regarding the responses of other job seekers, provided that the job seeker who wishes to view the information has answered the aforementioned question. Furthermore, the evaluation means may include summary information that allows for an understanding of the general outline of the responses given by the job seeker to the aforementioned tasks. Furthermore, it is preferable to display a section on the recruiter's terminal screen, along with the summary information, where the recruiter can indicate whether or not they have reviewed the summary information. Furthermore, the evaluation means may lower the evaluation of responses created by people other than the job seeker who entered the response. Furthermore, the reception method may present the task in text format, restrict copying of the text, and set a time limit from the time the question is presented until the answer is given. Furthermore, the reception means may receive the response to the aforementioned task in the form of a voice message from the job seeker. Furthermore, the aforementioned application means may present the specific tasks received from the employer to the job seekers. Furthermore, it would be preferable that the display of the screen on which the job seeker answers differs depending on whether the assignment is one received from the employer or one not received from the employer. Furthermore, the evaluation means may output evaluation information that evaluates the responses according to a weighting determined according to the job seeker.

[0009] Furthermore, for the purposes described herein, this disclosure provides a method comprising: receiving responses from multiple job seekers to tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations; outputting evaluation information relating to the evaluation of the received responses; disclosing the evaluation information while allowing the anonymous responses of the job seekers who provided the responses; and transmitting trigger information that serves as a catalyst for connecting the job seekers who provided the responses with the employers to at least one of the job seekers and the employers.

[0010] Furthermore, for the purposes described herein, this disclosure is a program that causes a computer to perform the following functions: a function to receive answers from multiple job seekers regarding tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations; a function to output evaluation information regarding the evaluation of the received answers; a function to make the evaluation information public while allowing the anonymity of the job seekers who have provided answers; and a function to transmit trigger information that serves as a catalyst for connecting the job seekers who have provided answers with the employers to at least one of the job seekers and the employers.

[0011] Furthermore, for the purposes described herein, this disclosure provides an apparatus comprising: a receiving means for receiving responses from multiple job seekers to tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations; an evaluation means for outputting evaluation information relating to the evaluation of the responses received by the receiving means; a publishing means for publishing the evaluation information of the job seekers without publishing any information for contacting the job seekers who have provided the responses; and a transmitting means for transmitting detailed information of the job seekers who have provided the responses to employers based on the published evaluation information.

[0012] Furthermore, for the purposes described herein, this disclosure provides a system comprising: a receiving means for receiving responses from multiple job seekers regarding tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations; an evaluation means for outputting evaluation information regarding the evaluation of the responses received by the receiving means; a disclosure means for making the evaluation information public in a state where viewers cannot contact the job seekers; and a transmission means capable of transmitting trigger information that serves as a catalyst for connecting the job seekers who have provided the responses with the employers to at least one of the job seekers and the employers.

[0013] Furthermore, for the purposes described herein, this disclosure provides a system comprising: a receiving means for receiving responses from multiple job seekers to tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations; an evaluation means for outputting evaluation information relating to the evaluation of the responses received by the receiving means; a disclosure means for making the evaluation information of the job seekers public; and a transmission means capable of transmitting trigger information that serves as a catalyst for connecting the job seekers who have provided the responses with the employers to at least one of the job seekers and the employers. [Effects of the Invention]

[0014] According to the present invention, it is possible to encourage active job-seeking activities by job seekers while assisting employers in their recruitment activities. [Brief explanation of the drawing]

[0015] [Figure 1]FIG. 1 is a diagram illustrating an outline of the configuration of a recruitment assistance system according to the present embodiment. [Figure 2] FIG. 2 is a block diagram illustrating the hardware configuration of a recruitment assistance device according to the present embodiment. [Figure 3] FIG. 3 is a block diagram illustrating a configuration example of a recruitment assistance device that functions as a server in the present embodiment. [Figure 4] FIG. 4 is a sequence diagram illustrating an example of recruitment assistance processing according to an embodiment of the present invention. [Figure 5] FIG. 5 is a flowchart illustrating an example of the basic operation of recruitment assistance processing according to the present embodiment. [Figure 6] FIG. 6 is a flowchart illustrating the operation of trigger information transmission processing according to the present embodiment. [Figure 7] FIG. 7 is a flowchart illustrating another operation of trigger information transmission processing according to the present embodiment. [Figure 8] FIG. 8 is a flowchart illustrating another operation of trigger information transmission processing according to the present embodiment. [Figure 9] FIG. 9 is a flowchart illustrating the operation of evaluation information generation processing according to the present embodiment. [Figure 10] FIG. 10 is a flowchart illustrating another operation of evaluation information generation processing according to the present embodiment. [Figure 11] FIG. 11 is a flowchart illustrating another operation of evaluation information generation processing according to the present embodiment. [Figure 12] FIG. 12 is a flowchart illustrating another operation of evaluation information generation processing according to the present embodiment. [Figure 13] FIG. 13 is a flowchart illustrating another operation of evaluation information generation processing according to the present embodiment. [Figure 14] FIG. 14 is a flowchart illustrating another operation of evaluation information generation processing according to the present embodiment. [Figure 15] FIG. 15 is a flowchart illustrating the operation of answer information sharing and browsing processing according to the present embodiment. [Figure 16] FIG. 16 is a schematic diagram illustrating a configuration example of a question genre selection screen displayed on a job seeker terminal. [Figure 17]This is a schematic diagram illustrating an example of the configuration of the response start screen displayed on the job seeker's terminal. [Figure 18] This is a schematic diagram showing an example of the configuration of the response screen displayed on the job seeker's terminal. [Figure 19] This is a schematic diagram illustrating an example of the configuration of the response evaluation screen displayed on the job seeker's terminal. [Figure 20] This is a schematic diagram illustrating another example of the configuration of the response evaluation screen displayed on the job seeker's terminal. [Figure 21] This is a schematic diagram illustrating yet another example of the configuration of the response evaluation screen displayed on the job seeker's terminal. [Figure 22] This figure shows an example of the ranking screen of this embodiment. [Figure 23] This is a schematic diagram showing an example of the configuration of the voice response input screen displayed on the job seeker's terminal. [Figure 24] This is a schematic diagram showing an example of the configuration of the voice response input screen displayed on the job seeker's terminal. [Figure 25] This figure shows an example of a job seeker screen displayed on a job seeker's terminal. [Modes for carrying out the invention]

[0016] An example of this embodiment will be described below with reference to the drawings. This embodiment describes how a system can be used to provide job seekers with a platform for case interviews that mimic the selection tests conducted by employers during their recruitment activities, thereby encouraging active job-seeking by job seekers while simultaneously supporting employers' recruitment efforts.

[0017] The embodiments described below are preferred examples of the present invention and are subject to various technical limitations. However, the scope of the present invention is not limited to these forms unless otherwise specified in the following description.

[0018] (System Configuration) Figure 1 is a diagram showing an overview of the configuration of the recruitment support system 1 according to this embodiment.

[0019] As shown in Figure 1, the recruitment support system 1 in this embodiment (hereinafter sometimes referred to as "this system 1") is configured by interconnecting a recruitment support device 10 that conducts a mock examination that mimics the selection examination of an employer, a job seeker terminal 30 used by job seekers, and an employer terminal 50 used by employers, via a network N such as the Internet.

[0020] System 1 is a system that assists employers in recruiting job seekers. It periodically presents new challenges, and multiple job seekers respond to them. Evaluation information regarding each job seeker's response is output and made public. Furthermore, System 1 is a recruitment support system that uses this evaluation information to encourage job seekers to apply to specific employers' job postings and to encourage specific employers to hire specific job seekers.

[0021] In other words, System 1 receives responses from multiple job seekers regarding tasks used in past recruitment examinations and / or tasks that may be used in future recruitment examinations, outputs evaluation information regarding the evaluation of the received responses, makes the evaluation information public while allowing the responding job seekers to remain anonymous, and can send trigger information that serves as a catalyst for connecting the responding job seekers with employers to at least one of the job seekers and employers. Furthermore, System 1 is intended to enable job seekers to actively engage in job-seeking activities by using it as a rehearsal before actually taking selection tests from employers, and to help employers connect job seekers and employers by providing evaluation information on job seekers' responses to case interviews to cultivate and discover job seekers with excellent business acumen. Here, "job seeker" refers to individuals engaged in job-seeking activities, including students and working adults, including those applying for mid-career positions. "Employer" refers to organizations such as companies, unions, associations, and sole proprietors that wish to hire new personnel.

[0022] The recruitment support device 10 shown in Figure 1 also includes a device that uses AI to evaluate response information. The auxiliary device 10 adopted in this embodiment has arithmetic processing functions and communication functions, and functions as a server in the system. The auxiliary device 10 adopted in this embodiment is implemented by an electronic device such as a personal computer. Therefore, in the following description, the auxiliary device 10 may be referred to as a "server".

[0023] Both the job seeker terminal 30 and the employer terminal 50 are communication terminals used by users of System 1, and are devices having computational processing and communication functions. In this embodiment, both the job seeker terminal 30 and the employer terminal 50 are implemented as, for example, a desktop or laptop computer, a tablet computer, or a smartphone.

[0024] Furthermore, while network N is comprised of the internet, it is not particularly limited and may also be a communication network such as a LAN (Local Area Network) or a WAN (Wide Area Network). Additionally, the communication lines of network N may be wired or wireless, or a combination of both may be used.

[0025] In the example in Figure 1, only one job seeker terminal 30 and one employer terminal 50 are shown, but their number is not particularly limited. Furthermore, although only one auxiliary device 10 is shown, the auxiliary device 10 is not limited to a standalone device; it may also be a distributed server system or cloud server that operates cooperatively by communicating via the network N.

[0026] (Hardware configuration) Figure 2 is a block diagram showing the hardware configuration of the auxiliary device 10 adopted according to this embodiment.

[0027] The adopted auxiliary device 10 includes a CPU (Central Processing Unit) 11, a ROM (Read Only Memory) 12, a RAM (Random Access Memory) 13, a bus 14, an input / output interface 15, an output unit 16, an input unit 17, a storage unit 18, and a communication unit 19.

[0028] The CPU 11 executes various processes according to the program stored in the ROM 12 or the program loaded from the memory unit 18 into the RAM 13. In other words, the CPU 11 is a processor that controls the operation of the entire auxiliary device 10, executing various processes according to the program. The program is, for example, an operating system or firmware for operating each part of the auxiliary device 10, or application software for realizing the functional blocks described later.

[0029] RAM13 also stores data necessary for the CPU11 to perform various processes. The CPU 11, ROM 12, and RAM 13 are interconnected via a bus 14. An input / output interface 15 is also connected to the bus 14. The input / output interface 15 is connected to an output unit 16, an input unit 17, a storage unit 18, and a communication unit 19.

[0030] The output unit 16 consists of a display, speakers, etc., and outputs various information as images and sounds. The input unit 17 consists of a keyboard, mouse, microphone, camera, etc., and inputs various information according to the received instructions and operations. For example, the output unit 16 and the input unit 17 may be integrated and implemented using a touch panel.

[0031] The memory unit 18 stores various data necessary for the auxiliary device 10 to perform information processing, and is composed of, for example, a hard disk or DRAM (Dynamic Random Access Memory). The communication unit 19 communicates with other devices via a network N, including the Internet.

[0032] The auxiliary device 10 may also include a drive into which removable media such as magnetic disks, optical disks, magneto-optical disks, or semiconductor memory can be appropriately mounted. This drive allows programs read from the removable media to be installed into the storage unit 18. Furthermore, the removable media can store various types of data stored in the storage unit 18, just as the storage unit 18 does.

[0033] Furthermore, the hardware configurations of the job seeker terminal 30 and the employer terminal 50 in this embodiment are the same as those of the recruitment support device 10 described above.

[0034] (Recruitment aid device 10) Figure 3 is a block diagram illustrating an example configuration of the auxiliary device 10 that functions as a server in this embodiment.

[0035] The recruitment support device (server) 10 includes an implementation unit 110, an evaluation unit 120, a publication unit 130, a transmission unit 140, and a sharing unit 150. The recruitment support device 10 also includes a job seeker information DB 210, a job offerer information DB 220, a task information DB 230, a response information DB 240, and an evaluation information DB 250.

[0036] The implementation unit 110 is a means that has the function of conducting a mock examination by presenting tasks that mimic the tests conducted in recruitment activities and receiving responses from multiple job seekers. The mock examination conducted by the implementation unit 110 in this embodiment refers to, for example, a so-called case interview conducted in the recruitment activities of an employer. Furthermore, the tasks to be presented may have categories, and the implementation unit 110 may present the tasks divided into categories. In this case, the implementation unit 110 is capable of accepting the selection of a category. Furthermore, the tasks assigned in the implementation unit 110 may have time limits or allow time for thinking before answering. The implementation unit 110 may also periodically present new tasks.

[0037] Furthermore, the implementation unit 110 also has a function to present the task in text format and to restrict the copying of said text. In this case, the implementation unit 110 sets a time limit from the presentation of the question to the answer. In other words, by restricting (or prohibiting) the copying of assignments presented in text, it is possible to prevent responses from others other than job seekers who expect high evaluations, as well as automated responses including those using CHATGPT®. Therefore, it is possible to prevent fraudulent responses that are not provided by the job seekers themselves. Therefore, it can help prevent fraud by eliminating responses intended to obtain high scores, and can enhance the reliability and credibility of evaluation information.

[0038] Furthermore, the implementation unit 110 also has a function to receive answers to the tasks in the form of voice statements made by the job seeker. In other words, the responses to the tasks will include not only text input by the job seeker, as in a written exam, but also oral responses from the job seeker to tasks and questions from the employer. Therefore, job seekers can avoid the tedious task of typing and gain experience in a simulated interview.

[0039] Therefore, job seekers can easily provide lengthy answers and can also review the interview process, interview etiquette, and how to answer questions in advance. Furthermore, if the implementation unit 110 can acquire voiceprint data from the received audio, it will be possible to prevent cheating, such as having someone else take the exam in your place, during actual exams like employment examinations. Furthermore, acquiring voiceprint data makes it possible to deter the duplicate use of multiple accounts by the same user. By acquiring voiceprint data, it is possible to prevent fraudulent activity by users (job seekers), such as using a different account to view the answers of other job seekers that are conditional on answering an assignment, as will be described later.

[0040] Furthermore, the implementation unit 110 may present the task via voice output. In this case, the task can be presented via voice output, and the answer can be entered as text. Alternatively, the task can be presented via voice output, and the answer can also be entered via voice input.

[0041] Furthermore, the implementation unit 110 also has the function of presenting specific tasks received from employers to job seekers. In other words, by receiving specific challenges related to the employer's business from the employer and storing them in the challenge information DB230, and then presenting these challenges to job seekers, it becomes possible to determine from their responses whether or not they fit the profile of the person the employer is looking for. Furthermore, by presenting specific challenges related to the employer's business, it is expected that the employer's business will become more widely known. Furthermore, the implementation unit 110 may grant the right to take on a "specific task" only to job seekers who have achieved a certain level of performance, or who meet certain conditions such as response trends, educational background, and qualifications. Furthermore, specific challenges are not necessarily limited to those submitted by job seekers. For example, System 1 can propose challenges that are suitable for a job seeker's PR or appropriate for the selection process, and present them as specific challenges.

[0042] Furthermore, the implementation unit 110 also has a function that allows for different response methods depending on the selection category envisioned by the examination. In other words, the display method of the response screen differs depending on whether the task is submitted to the job seeker based on a task received from the employer, or whether the task is submitted to the job seeker based on a task provided by this system 1 without a submission from the employer. Here, different modes refer to, for example, when the test is designed to simulate an actual job interview conducted by an employer, the applicant is photographed while answering the questions (during the test). On the other hand, when the test is a mock test for practice rather than an actual job interview, the applicant is not photographed while answering the questions. Therefore, the implementation unit 110 also serves as a means to photograph the applicant while answering questions when the selection category is an interview. Therefore, job seekers can answer the tasks with a sense of responsibility if their faces are photographed while they are answering. On the other hand, if their faces are not photographed while they are answering, job seekers can take on the tasks (answer) casually without worrying about their clothing or location.

[0043] The evaluation unit 120 is a means that has the function of outputting evaluation information regarding multiple responses received by the implementation unit 110. The evaluation information output as part of the evaluation results refers to judgments (evaluations) based on predetermined criteria, such as a high score, a high number of responses, or regular responses. This evaluation information includes the content of the responses. Alternatively, the evaluation unit 120 may evaluate the responses according to evaluation items linked to each category that divides the tasks.

[0044] Furthermore, the evaluation unit 120 is also a means that has the function of outputting evaluation information that includes comparative information that relatively evaluates the responses of multiple job seekers. Here, evaluation information refers not to judgments (evaluations) based on predetermined criteria such as high scores, high number of responses, or regular responses, but rather to comparative information that evaluates responses relatively in comparison to others, such as rankings (see Figure 22 below), ranking, standard scores, and the display of scores and average scores.

[0045] Therefore, by making evaluation information that includes such comparative information publicly available, job seekers can confirm (understand) their current level. On the other hand, employers can find talent (job seekers) that are superior to others. Furthermore, by including comparative information in the evaluation information, it is expected that job seekers' competitiveness will be stimulated, leading to the participation of new job seekers in this system 1 and further solutions to the challenges. Therefore, job seekers can use this to improve their skills in the future. On the other hand, employers can use this to attract highly qualified job seekers.

[0046] Furthermore, the evaluation unit 120 is also a means that has the function of outputting evaluation information including qualitative information (an example of participation information) that evaluates the response behavior of multiple job seekers. In other words, the evaluation unit 120 outputs evaluation information that includes participation information regarding the participation status of job seekers' responses. Here, qualitative information used to evaluate response behavior refers to an evaluation of responses from a different perspective than a score. Qualitative information includes, for example, the number and frequency of attempts at a task, the duration of those attempts, and other aspects of the job seeker's participation in the response, which can help assess their diligence and hard work.

[0047] Therefore, by using response behavior as an evaluation item and making evaluation information, including qualitative information based on this evaluation, publicly available, job seekers can help employers understand their own characteristics that are not reflected in their scores. In addition, employers can find suitable candidates (job seekers), such as serious and diligent job seekers who may not have particularly high scores. Therefore, job seekers can gain employment opportunities, while employers can use it to assist in their recruitment efforts.

[0048] Here, the evaluation unit 120 may have a function to terminate the evaluation midway if special circumstances such as communication failures occur while the job seeker is answering the task, and the job seeker requests that their answers not be reflected in the comparison information. On the other hand, the evaluation unit 120 may manage the history of job seekers who overuse the early termination function. In this case, the evaluation unit 120 can identify inappropriate use of the function, such as when a job seeker considers their answer to an assignment unsatisfactory and uses the early termination function to cancel their answer.

[0049] Furthermore, the evaluation unit 120 is also a means that has the function of outputting evaluation information including an overview of the job seeker's answers to the tasks they have performed. In other words, the evaluation unit 120 outputs overview information that allows the job seeker to grasp an overview of their answers to the tasks they have performed. Here, the summary of the response (an example of summary information) refers to a summary of the entire conversation, typically between 400 and 800 characters. In this case, the summary of the response can be summarized in a format that includes, for example, (1) an analysis of the current situation, (2) identified issues that need to be addressed, and (3) policies or measures for resolving these issues.

[0050] Furthermore, the summary of the response can include not only a simple summary, but also highlights of important keywords, phrases, or sentences, scores based on evaluation criteria, and radar charts representing multiple evaluation items on a regular polygon for comparison. Therefore, by making such evaluation information, including the summary, publicly available, it becomes possible to review the evaluation of the job seeker's response from various perspectives. Therefore, job seekers can use this experience to improve their skills in the future. On the other hand, employers can use it to help them in their recruitment efforts to attract excellent job seekers.

[0051] Furthermore, the evaluation unit 120 lowers the evaluation of responses created by people other than the job seeker who entered the response. The evaluation unit 120 in this embodiment also has a function of outputting evaluation information that evaluates the job seeker's response by comparing it with the response generated by the generation AI model. Here, the use of a generation AI can be considered as a way to generate answers by someone other than the job seeker who inputs the answers. An example of an answer generated by a generation AI is an answer generated using CHATGPT®. The evaluation unit 120 acquires the user's answer and automatically generates an evaluation of the user's answer using a pre-configured text generation model. The text generation model can be understood as an algorithm and calculation for automated dialogue processing using text. The text generation model is composed of, for example, a Large Language Model (LLM). In other words, the machine learning model is trained so that the evaluation (score) of the answer example in CHATGPT® is low, and by comparing and evaluating the job seeker's answer, it is possible to prevent fraudulent answers that the job seeker did not intend. Furthermore, the evaluation unit 120 can lower the evaluation of an answer not only by comparing it with answers generated by the generation AI, but also in cases where, for example, an answer is reused from another person's answer published on a website. Therefore, it can help prevent fraud by eliminating responses intended to obtain high scores, and can enhance the reliability and credibility of evaluation information.

[0052] Furthermore, the evaluation unit 120 also has a function to output evaluation information regarding the response according to the weighting set by the recruiter, if the task is a specific task received from the recruiter. By evaluating responses according to weightings set by the employer, it is expected that the system will prioritize the points that the employer values ​​and pinpoint the type of talent (job seeker) that the employer is looking for. Furthermore, the evaluation unit 120 may not only accept the setting of weights related to the evaluation from the employer, but may also accept information regarding the setting of evaluation items and evaluation criteria for responses to the tasks.

[0053] The disclosure unit 130 is a means that has the function of disclosing the evaluation information output by the evaluation unit 120 without identifying the job seeker who provided the response. In the public section 130, evaluation information is published in a way that conceals personal information such as names and contact details, so as to prevent contact with job seekers.

[0054] Furthermore, the public display unit 130 also has the function of displaying, on the recruiter's screen, an input field for indicating whether or not the recruiter has confirmed the summary, along with the summary, when the evaluation unit 120 outputs evaluation information including a summary of the response. Here, the "entry section" refers to, for example, the checkboxes provided for each item to be confirmed. Therefore, by placing a checkmark or other mark in the checkbox each time an item is confirmed, it is possible to prevent any items from being overlooked. Therefore, by having applicants indicate whether or not they have confirmed the information in the designated section, employers can conduct actual interviews more efficiently.

[0055] Furthermore, the public access unit 130 also has the function of including the captured image in the evaluation information and making it public when the implementation unit 110 has taken a photograph of the job seeker at the time of their response, according to predetermined conditions. Here, the specified conditions refer to cases where the job seeker who responded instructs or permits the disclosure of their responses. Therefore, by observing the expressions of job seekers during mock exams in which they answer tasks in a simulated interview setting, job seekers can check their response style and other aspects in advance through the recorded images. On the other hand, employers can check the gestures of job seekers through the recorded images to identify desirable candidates, and can also verify their identity by comparing them with the recorded images during actual interviews, thereby detecting fraud such as impersonation. Furthermore, if the system can identify a situation where fraud, such as someone taking an exam in someone else's place, is suspected based on captured images (images or audio), the system may also have a function to notify the recruiter or the administrator of the system of this

[0056] The transmission unit 140 is a means that has the function of transmitting trigger information that connects employers and job seekers. In this embodiment, the transmission unit 140 transmits arbitrary trigger information based on the category of the task received by the job seeker and the response result (evaluation information).

[0057] Furthermore, the transmission unit 140 also has the function of transmitting the job seeker's evaluation information to the employer as trigger information. In other words, the trigger information can be the job seeker's evaluation information. Here, evaluation information can refer to, for example, job seekers who have high scores, job seekers who have submitted many responses, or job seekers who submit responses regularly, as long as they meet the specified conditions without being compared to others. In other words, based on the evaluation information obtained from the responses, it is possible to identify excellent, hardworking, and diligent job seekers, and thus introduce suitable candidates to employers.

[0058] Furthermore, the transmission unit 140 can send detailed information about job seekers to employers as trigger information based on the evaluation information. That is, the transmission unit 140 can send detailed information about job seekers who rank highly in the evaluation of their responses to employers as evaluation information. Here, detailed information can include, for example, the job seeker's real name, contact information such as an email address, and the job seeker's educational background.

[0059] Therefore, employers can use this information to assist in their recruitment activities. On the other hand, job seekers can gain employment opportunities. The evaluation information here may include, however, the applicant's name, alma mater (educational background), and affiliations such as work history, excluding their contact information.

[0060] Furthermore, the transmission unit 140 also has the function of transmitting information about employers (an example of promotional information) to job seekers as trigger information, encouraging them to apply for the employer's job. In other words, the trigger information can be promotional information that encourages applicants to apply for the employer's job. Here, "employer information" refers to so-called company information, including, for example, a company overview such as business content, business scale, and business model, as well as corporate philosophy, management strategy, management status, capital status, and job postings. In other words, based on the content (category) of the assignment received (answered) by the job seeker, it is possible to identify the industry that the job seeker desires, and thus introduce appropriate employers to the job seeker.

[0061] Furthermore, the transmission unit 140 may also send job seekers information on companies that match their preferences as recruiter information, based on information on desired industries that has been obtained from job seekers in advance. In particular, job seekers who challenge themselves with case interviews, as in this system 1, are expected to have a high level of interest in positions such as consulting, business planning, and marketing. The transmission unit 140 may also send job seekers recruiter information that has been narrowed down to industries and companies in which the answers were highly evaluated.

[0062] Furthermore, employer information includes information indicating that the employer is interested in a particular job seeker and is positively considering hiring that job seeker, as well as information that can identify the employer. For example, employer information could include the employer's evaluation of the job seeker's responses (e.g., "Good!"), and examples of information that, along with the evaluation, reveals the employer's identity. Therefore, job seekers can use this as an aid in their job search. On the other hand, employers can gain opportunities to recruit applicants.

[0063] Furthermore, the transmission unit 140 also has the function of transmitting, as trigger information, feedback information from the employer regarding the response (an example of employer evaluation information) to the job seeker. In other words, the trigger information can be feedback information from the employer regarding the response. Here, feedback information refers to, for example, evaluations of a response, such as its strengths, weaknesses, and areas for improvement. In other words, by providing feedback on a job seeker's response that caught their eye, the employer can let the job seeker know that there is an employer who is interested in them.

[0064] Therefore, job seekers can increase their motivation through feedback and expect to improve their skills in the future. On the other hand, employers can expect job seekers to become interested and apply for their positions. Furthermore, providing positive feedback that highlights the good points of the response is desirable, as it is expected to increase the job seeker's motivation and the likelihood of them becoming interested in the employer.

[0065] Furthermore, the trigger information may also be approach information from the employer to the job seeker, used to identify and scout job seekers that the employer wants to hire based on evaluation information including the content of the responses. In other words, the transmission unit 140 may be a means that has the function of transmitting approach information from the employer to the job seeker as trigger information. This allows job seekers to use the platform to assist in their job search. On the other hand, employers can expect to gain more job applications and thus increase their chances of hiring.

[0066] The shared section 150 is a means that has the function of allowing one job seeker to view the responses of other job seekers. Making it possible to view the responses of other job seekers in this way can further deepen their understanding of and approach to the challenges they face.

[0067] Furthermore, the shared section 150 also has a function that allows other job seekers to view the answers of other job seekers, provided that one job seeker who wishes to view the answers has answered the task. In this way, by not allowing anyone to view the answers of other job seekers, and by making it a condition that applicants answer the assigned tasks, it is possible to encourage them to actively answer the tasks.

[0068] The Job Seeker Information DB210 is a means of storing personal information about each job seeker, including their name, contact information, and school attended. In this embodiment, the Job Seeker Information DB210 may also include an account for logging into the site and an account for sending and receiving emails for each job seeker.

[0069] The recruiter information DB220 is a means of storing company information for each recruiter, including the recruiter's name (company name), contact information, company overview such as business content, business scale, business type, corporate philosophy, management strategy, management status, capital status, and job postings. In this embodiment, the recruiter information DB220 may also include an account for logging into the site and an account for sending and receiving emails for each recruiter.

[0070] The Task Information DB230 is a means of storing tasks that have been or will be given to job seekers, including tasks that have been given in the past, tasks that will be given in the future, and tasks that have been received from employers. The Task Information DB230 stores tasks that have actually been used in past recruitment tests and tasks that may be used in future recruitment tests. Each of these tasks has a category, and the Task Information DB230 stores the tasks in association with their categories.

[0071] Furthermore, regarding the tasks, the generation AI may be used to generate specific questions when presenting the tasks, as well as further questions for job seekers after receiving their answers. In that case, for example, the prompt conditions may be set to deliberately make it difficult for job seekers to answer, and the AI ​​may be made to generate the questions in the task presentation. In addition, the information of the generated tasks (questions) can be stored in the task information DB230.

[0072] The Answer Information DB240 is a means of storing and associating the answer information of multiple job applicants for each given task. Furthermore, the Answer Information DB240 is also a means of storing evaluation information related to each answer. The response information and evaluation information stored in the response information DB240 of this embodiment may also be stored for each job seeker in the job seeker information DB210.

[0073] The evaluation information DB250 is a means of storing evaluations associated with each assigned task. The evaluation information DB250 references evaluation results in response to requests from the evaluation unit 120.

[0074] As described above, the auxiliary device adopted according to this embodiment functions as a device including an implementation unit 110, an evaluation unit 120, a publishing unit 130, a transmission unit 140, and a sharing unit 150, when various programs (OS, applications, etc.) stored in the auxiliary storage device are loaded into the main memory and executed by the CPU 11.

[0075] Next, we will explain the basic processing flow of the recruitment support system according to one embodiment of the present invention. Figure 4 is a sequence diagram showing an example of an adoption support process related to one embodiment of the present invention.

[0076] First, in step S301, the job seeker terminal 30 sends a request to the recruitment support device 10 to take a mock exam using this system 1. In step S302, the recruitment support device 10, upon receiving a request to conduct a mock examination, sends a list of information displaying the genres of the tasks to the job seeker terminal 30. Next, in step S303, the job seeker terminal 30 selects the desired job genre from the list information and transmits the selection information to the recruitment support device 10. In step S304, the recruitment support device 10 transmits the selected assignment to the job seeker terminal 30.

[0077] In step S305, the job seeker terminal 30 inputs the answer to the given task. At this time, the answer may be automatically sent to the recruitment support device 10 after the time limit expires, for example. In step S306, the selection support device 10 evaluates the received response and generates evaluation information. Furthermore, in step S307, the recruitment support device 10 outputs the generated evaluation information and transmits it to the job seeker terminal 30. In step S308, the job seeker terminal 30 receives evaluation information regarding the response.

[0078] Furthermore, in step S309, the recruitment support device 10 makes the generated evaluation information public. The evaluation information may be made public to the general public. Alternatively, the evaluation information may be made public based on predetermined conditions, such as limiting it to job seekers and employers registered in this system 1. Furthermore, in step S310, the recruitment support device 10 transmits trigger information that connects employers and job seekers to either a designated employer or a designated job seeker. Then, in step S311a, the job seeker terminal 50 receives trigger information. Alternatively, in step S311b, the job seeker terminal 30 receives trigger information. The processing based on this trigger information will be described in detail later.

[0079] Next, we will explain the flow of the recruitment support process in the recruitment support device 10. Figure 5 is a flowchart illustrating an example of the basic operation of the recruitment support process according to this embodiment.

[0080] As shown in Figure 5, in step S401, the implementation unit 110 performs a process to determine whether or not it has received a request to conduct a mock exam. If the implementation unit 110 receives a request to conduct a mock examination (YES in S401), the process proceeds to step S402. On the other hand, if the implementation unit 110 does not receive a request to conduct a mock examination (NO in S401), the operation of the recruitment support device 10 ends (END). In step S402, the implementation unit 110 performs the process of sending a list displaying the genres of the tasks to the requested job seeker terminal 30.

[0081] Next, in step S403, the implementation unit 110 performs a process to determine whether or not it has received (sent) task selection information for selecting the genre of task for which the user wishes to answer. If the implementation unit 110 receives task selection information (YES in S403), the process proceeds to step S404. On the other hand, if the implementation unit 110 does not receive task selection information (NO in S403), the process in step S403 is repeated. In step S404, the implementation unit 110 performs the process of sending the selected task to the job seeker terminal 30 that made the request.

[0082] Furthermore, in step S405, the implementation unit 110 performs a process to determine whether or not it has received the response start information. If the implementation unit 110 receives the response start information (YES in S405), the process proceeds to step S406. On the other hand, if the implementation unit 110 does not receive the response start information (NO in S405), the process in step S405 is repeated. Specifically, the test is conducted in an interactive format where questions are presented as tasks, applicants provide answers, and then new questions are generated based on those answers, resulting in a continuous cycle of questions and answers. Furthermore, the response start information can be transmitted to the recruitment support device 10 (implementation unit 110) when, for example, the "Start" button is selected.

[0083] Furthermore, in step S406, the implementation unit 110 performs a process to determine whether or not it has received (seen) completion information indicating the end of the time limit for the answer given for each task. If the implementation unit 110 receives the end time information (YES in S406), the process proceeds to step S407. On the other hand, if the implementation unit 110 does not receive the end time information (NO in S406), the process in step S406 is repeated. Furthermore, the completion time information can be configured, for example, to start setting and counting the response time limit when the response start information is received in step S405, and to notify when the predetermined response time given for each task has been reached.

[0084] In step S407, the implementation unit 110 processes the task of receiving (receiving) the answer from the job seeker terminal 30 that submitted (sent) the task. In step S408, the evaluation unit 120 generates evaluation information related to the response received by the implementation unit 110 and outputs (sends) the evaluation information to the job seeker terminal 30 that sent the response.

[0085] Furthermore, in step S409, the disclosure unit 130 performs a process to disclose the evaluation information generated by the evaluation unit 120 without identifying the job seeker who provided the response. Furthermore, in step S410, the transmission unit 140 performs the process of transmitting trigger information that connects employers and job seekers to the job seeker terminal 30 or the employer terminal 50. After that, the operation of the support device 10 ends (END).

[0086] Next, we will explain the flow of the recruitment support process that transmits trigger information in this system 1. Figure 6 is a flowchart illustrating the operation of the trigger information transmission process according to this embodiment.

[0087] As shown in Figure 6, in step S501, the implementation unit 110 performs a process to determine whether or not it has received (seen) competition end information indicating that the deadline for attempting (answering) the challenge currently being presented has ended. If the implementation unit 110 receives the competition completion information (YES in S501), the process proceeds to step S502. On the other hand, if the implementation unit 110 does not receive the competition completion information (NO in S501), the process in step S501 is repeated.

[0088] In step S502, the transmission unit 140 refers to the evaluation information DB250 and performs a process to determine whether or not there are any responses in the evaluation information that meet predetermined conditions (criteria), such as a high score, a large number of responses, or regular responses. If the transmitting unit 140 determines that there is a response that satisfies the predetermined conditions (YES in S502), the process proceeds to step S503. On the other hand, if the transmitting unit 140 determines that there is no response that satisfies the predetermined conditions (NO in S502), the operation of the auxiliary device 10 ends (END). Then, in step S503, the transmission unit 140 performs the process of transmitting the evaluation information that satisfies the conditions as trigger information to the job seeker terminal 50, as an example of step S410 described above. After that, the operation of the support device 10 ends (END).

[0089] In this embodiment, System 1 can transmit information about top-performing job seekers to employers based on evaluation information such as rankings. The job seeker information can include the job seeker's real name, educational background information such as the university attended, work history information in the case of mid-career hires, and evaluation information of their responses.

[0090] Furthermore, we will explain the other steps in the recruitment support process that transmits trigger information within this system 1. Figure 7 is a flowchart illustrating other operations of the trigger information transmission process according to this embodiment.

[0091] As shown in Figure 7, in step S601, the implementation unit 110 performs a process to determine whether or not it has received (sent) task selection information for selecting the genre of task for which the respondent wishes to answer. If the implementation unit 110 receives task selection information (YES in S601), the process proceeds to step S602. On the other hand, if the implementation unit 110 does not receive task selection information (NO in S601), the process in step S601 is repeated.

[0092] In step S602, the transmission unit 140 performs a process to identify the industry based on the selected issue category. Next, in step S603, the transmission unit 140 performs a process to identify job seekers in the same industry based on the identified industry. That is, it refers to the job seeker information DB 220 to identify job seekers who belong to the identified industry. The transmitting unit 140 may also identify employers based on the type of industry the job seeker is interested in. Then, in step S604, the transmission unit 140 performs the process of transmitting the identified job seeker information (company information) as trigger information to the job seeker terminal 30, as an example of step S410 described above. After that, the operation of the support device 10 ends (END).

[0093] In this embodiment, the system sends a list of responses and evaluation information from multiple job seekers to the employer, including detailed information about the job seekers (such as their real name and educational background). The system then receives replies from the employer regarding job seekers they are interested in and who are potential candidates for employment. Subsequently, the system can send information to the job seeker's terminal 30 indicating that a particular employer (company) is interested in the job seeker. This employer information includes details such as the name of the employer's organization.

[0094] Furthermore, we will explain other steps in the recruitment support process for transmitting trigger information within System 1. Figure 8 is a flowchart illustrating other operations of the trigger information transmission process according to this embodiment.

[0095] As shown in Figure 8, in step S701, the disclosure unit 130, similar to step S409 described above, processes the evaluation information generated by the evaluation unit 120 to be published without identifying the job seeker who responded. The disclosure unit 130 also processes the evaluation information generated by the evaluation unit 120 to be published in a manner that prevents employers from contacting the job seeker. Here, not identifying the job seeker can be exemplified by publishing the evaluation results under a pseudonym or anonymously, without disclosing the job seeker's real name. In other words, the disclosure unit 130 publishes the evaluation information while allowing the responding job seeker to remain anonymous. Furthermore, a state in which employers cannot contact the job seeker can be exemplified by publishing the evaluation results without disclosing the job seeker's email address, address, telephone number, SNS ID, direct mail ID, etc.

[0096] Next, in step S702, the public display unit 130 performs a process to determine whether or not it has received feedback information regarding the response from the job seeker terminal 50 on the public display screen. If the public access unit 130 receives feedback information (YES in S702), the process proceeds to step S703. On the other hand, if the public access unit 130 does not receive feedback information (NO in S702), the operation of the auxiliary device 10 ends (END).

[0097] Then, in step S703, the transmission unit 140 performs the process of transmitting the feedback information from the job seeker terminal 50 received by the publication unit 130 to the job seeker terminal 30 of the job seeker identified from the evaluation information as trigger information, as an example of step S410 described above. After that, the operation of the support device 10 ends (END).

[0098] Furthermore, we will explain the flow of the recruitment support process that generates evaluation information in this system 1. Figure 9 is a flowchart illustrating the operation of the evaluation information generation process according to this embodiment.

[0099] As shown in Figure 9, in step S801, the implementation unit 110 performs the same process as in step S407 described above, receiving (acquiring) a response from the job seeker terminal 30 that submitted (sent) the task. Next, in step S802, the evaluation unit 120 performs a process to evaluate the responses received by the implementation unit 110, including the response behavior, according to the evaluation items set for each category of task.

[0100] Then, in step S803, the evaluation unit 120 generates evaluation information, which includes qualitative information evaluating the response behavior of multiple job seekers, as an example of step S408 described above, and outputs (sends) the evaluation information to the job seeker terminal 30 that submitted the response. After that, the operation of the support device 10 ends (END).

[0101] Furthermore, we will explain the other steps in the recruitment support process that generates evaluation information within this system 1. Figure 10 is a flowchart illustrating other operations of the evaluation information generation process according to this embodiment.

[0102] As shown in Figure 10, in step S901, the implementation unit 110 performs a process to determine whether or not it has received (seen) competition end information that indicates the deadline for taking on (answering) the assigned task. If the implementation unit 110 receives the competition completion information (YES in S901), the process proceeds to step S902. On the other hand, if the implementation unit 110 does not receive the competition completion information (NO in S901), the process in step S901 is repeated.

[0103] Next, in step S902, the evaluation unit 120 performs a process to evaluate all the evaluated responses (evaluation results) relatively for each task. Then, in step S903, the evaluation unit 120 generates evaluation information that includes comparative information evaluating the responses of multiple job seekers relatively, as an example of step S408 described above, and outputs (sends) the evaluation information to the job seeker terminal 30 that submitted the response. After that, the operation of the support device 10 ends (END).

[0104] Furthermore, we will explain other steps in the recruitment support process that generates evaluation information within this system 1. Figure 11 is a flowchart illustrating other operations of the evaluation information generation process according to this embodiment.

[0105] As shown in Figure 11, in step S1001, the implementation unit 110 performs the same process as in step S407 described above, receiving (acquiring) a response from the job seeker terminal 30 that submitted (sent) the task. Next, in step S1002, the evaluation unit 120 performs a process to generate an overview of the response.

[0106] Then, in step S1003, the evaluation unit 120 generates evaluation information including an overview of the answers to the tasks performed by the job seeker, as an example of step S408 described above, and outputs (sends) the evaluation information to the job seeker terminal 30 that sent the answers. After that, the operation of the support device 10 ends (END).

[0107] Furthermore, we will explain other steps in the recruitment support process that generates evaluation information within this system 1. Figure 12 is a flowchart illustrating other operations of the evaluation information generation process according to this embodiment.

[0108] As shown in Figure 12, in step S1101, the implementation unit 110 performs the same process as in step S407 described above, receiving (acquiring) a response from the job seeker terminal 30 that submitted (sent) the task. Next, in step S1102, the evaluation unit 120 performs a process to evaluate the job seeker's response by comparing it with, for example, an example of a fraudulent response generated by a generation AI. Then, in step S1103, the evaluation unit 120 generates evaluation information based on the comparison results, as an example of step S408 described above, and outputs (sends) the evaluation information to the job seeker terminal 30 that submitted the response. After that, the operation of the support device 10 ends (END).

[0109] Furthermore, this system 1 can process responses that attempt to steal the evaluation criteria executed by the evaluation unit 120 as invalid responses. When an invalid response is entered, the evaluation unit 120 can send a warning (alert) to the administrator of this system 1.

[0110] Furthermore, we will explain other steps in the recruitment support process that generates evaluation information within this system 1. Figure 13 is a flowchart illustrating other operations of the evaluation information generation process according to this embodiment.

[0111] As shown in Figure 13, in step S1201, the implementation unit 110 performs the same process as in step S407 described above, receiving (acquiring) a response from the job seeker terminal 30 that submitted (sent) the task. In step S1202, the evaluation unit 120 performs a process to determine whether the task corresponding to the received response is a specific task received from the job seeker. If the evaluation unit 120 determines that the task is a specific task received from the employer (YES in S1202), the process proceeds to step S1203. On the other hand, if the evaluation unit 120 determines that the task is not a specific task received from the employer (NO in S1202), the process proceeds to step S1204.

[0112] In step S1203, the evaluation unit 120 performs a process to evaluate the responses according to the weighting set by the recruiter for the evaluation items set for each category of task. Meanwhile, in step S1204, the evaluation unit 120 performs the usual process of evaluating the response according to the score associated with the evaluation items set for each category of task. Then, in step S1205, the evaluation unit 120 generates evaluation information based on the processing in step S1203 or step S1204 described above, as an example of step S408, and outputs (sends) the evaluation information to the job seeker terminal 30 that sent the response. After that, the operation of the support device 10 ends (END).

[0113] Furthermore, evaluation information, which is assessed according to the weighting set by the employer, may be sent only to the employer's terminal 50 and not to the job seeker's terminal 30. Furthermore, while the above example involves evaluating specific tasks received from employers based on predetermined weightings, this evaluation method is not limited to specific tasks. For example, even for so-called regular tasks other than specific tasks received from employers, responses may be evaluated according to the weightings set by the employer. Alternatively, responses to regular tasks may be evaluated according to evaluation items and criteria set by the employer.

[0114] Furthermore, we will explain other steps in the recruitment support process that generates evaluation information within this system 1. Figure 14 is a flowchart illustrating other operations of the evaluation information generation process according to this embodiment.

[0115] In step S1301, the implementation unit 110 performs a process to determine whether or not it has received (sent) task selection information for selecting the genre of task to be answered, similar to step S403 described above. If the implementation unit 110 receives task selection information (YES in S1301), the process proceeds to step S1302. On the other hand, if the implementation unit 110 does not receive task selection information (NO in S1301), the process in step S1301 is repeated.

[0116] In step S1302, the implementation unit 110 performs a process to determine whether or not the selected task is an interview examination. If the implementation unit 110 determines that an interview examination will be administered (YES in S1302), the process proceeds to step S1303. On the other hand, if the implementation unit 110 determines that an interview examination will not be administered (i.e., a written examination will be administered) (NO in S1302), the process proceeds to step S1304.

[0117] In step S1303, the evaluation unit 120 processes the application while taking a photograph of the job applicant and receiving their response. On the other hand, in step S1304, the evaluation unit 120 processes the application of a response without photographing the job seeker. Then, in step S1305, the evaluation unit 120 generates evaluation information based on the processing in step S1303 or step S1304 described above, as an example of step S408, and outputs (sends) the evaluation information to the job seeker terminal 30 that sent the response. After that, the operation of the support device 10 ends (END).

[0118] In the example above, evaluation information is sent to the job seeker's terminal 30, but it is not necessary to send the evaluation information to the job seeker. The evaluation information of the job seeker's responses may be made accessible only to the employer who conducted the interview.

[0119] Furthermore, we will explain the process flow for sharing the viewing of response information in this system 1. Figure 15 is a flowchart illustrating the operation of the response information sharing and viewing process according to this embodiment.

[0120] In step S1401, the implementation unit 110 performs a process to determine whether or not it has received (sent) task selection information for selecting the genre of task to be answered, similar to step S403 described above. If the implementation unit 110 receives task selection information (YES in S1401), the process proceeds to step S1402. On the other hand, if the implementation unit 110 does not receive task selection information (NO in S1401), the process in step S1401 is repeated.

[0121] Next, in step S1402, the disclosure unit 130 performs a process to determine whether or not it has received a request to view the response information. If the public access unit 130 receives a request to view the answer (YES in S1402), the process proceeds to step S1403. On the other hand, if the public access unit 130 does not receive a request to view the answer (NO in S1402), the operation of the adoption support device 10 ends (END).

[0122] Furthermore, in step S1403, the public access unit 130 performs a process to determine whether or not it has responded to the issue received in step S1401 described above. If the public access unit 130 determines that a response has been given (responded) (YES in S1403), the process proceeds to step S1404. On the other hand, if the public access unit 130 determines that a response has not been given (not responded) (NO in S1403), the operation of the adoption support device 10 ends (END). In step S1404, the public access unit 130 performs a process to output the job seeker's own response information (evaluation information) to the task received in step S1401 described above.

[0123] Furthermore, in step S1405, the shared unit 150 performs a process to determine whether or not it has received a request to view the response information of another person (another job seeker). If the shared unit 150 receives a request to view the answer (YES in S1405), the process proceeds to step S1406. On the other hand, if the shared unit 150 does not receive a request to view the answer (NO in S1405), the operation of the auxiliary device 10 ends (END). Then, in step S1406, the shared unit 150 outputs response information (evaluation information) that allows other job seekers to view the responses of other job seekers, provided that the job seeker has answered the task. After that, the operation of the support device 10 ends (END).

[0124] As described above, System 1 evaluates the responses of job seekers by conducting mock exams, and not only publishes the evaluation results without identifying the job seekers, but also uses various information obtained from the mock exams to send various pieces of information that can connect job seekers and employers. In other words, System 1 is a recruitment support system using case interviews that is desirable for both job seekers and employers.

[0125] Next, an example of the screen configuration displayed on the job seeker terminal 30 in this embodiment will be described. First, in step S303, the task genre selection screen displayed on the job seeker terminal 30 can be shown, for example, in Figure 16. Figure 16 is a schematic diagram showing an example of the configuration of the job seeker terminal 30's task genre selection screen 300.

[0126] In Figure 16, the task genre selection screen 300 of this embodiment shows a task list display area 301 that displays multiple tasks with headings for each genre. The task list display area 301 in this embodiment shows information about ongoing competitions. Specifically, the task list display area 301 displays the tasks that are currently being implemented in the competition. Specifically, in Figure 16, the task list display area 301 shows the first task 302a, which falls under the category of sales improvement; the second task 302b, which falls under the category of sales improvement; the third task 302c, which falls under the category of growth strategy; and the fourth task 302d, which falls under the category of sales improvement. Furthermore, in this embodiment, the task list display area 301 can display multiple additional tasks by scrolling down the display screen. Therefore, in the task list display area 301 of this embodiment, job seekers select (click or tap) a task from the genre they wish to answer.

[0127] Furthermore, in step S303, by selecting one of the competition information displayed in the task list display area 301, the first screen displayed on the job seeker terminal 30 can be, for example, shown in Figure 17. Figure 17 is a schematic diagram showing an example of the configuration of the response start screen 310 displayed on the job seeker terminal 30.

[0128] As shown in Figure 17, the answer start screen 310 of this embodiment displays a genre display field 311 that indicates the genre of the selected competition (task). Specifically, in Figure 17, the genre display column 311 shows "Sales Improvement (NYCG Consulting Past Questions)," indicating that it is a question related to sales improvement that a consulting firm has asked in the past.

[0129] The answer start screen 310 also includes a competition period display section 312 indicating the duration of the competition, a time limit display section 313 indicating the time limit for answering, a precautions display section 314 indicating precautions to take before starting to answer, and a "Start" button 315 to begin answering. Specifically, in Figure 17, the event period display section 312 indicates that the competition will run from 20:30:00 on November 25, 2024 to 23:59:00 on December 1, 2024. The time limit display section 313 indicates that the time limit is 25 minutes. The notes display section 314 shows notes such as the fact that selecting (clicking) the "Start" button 315 will display the task and start counting down the time limit for the answer. Therefore, job seekers should select (click) the "Start" button 315 to begin responding.

[0130] Furthermore, in step S305, the response screen displayed on the job seeker terminal 30 can be shown, for example, in Figure 18. Figure 18 is a schematic diagram showing an example of the configuration of the response screen 320 displayed on the job seeker terminal 30.

[0131] As shown in Figure 18, the answer screen 320 of this embodiment includes a genre display field 321 showing the genre of the selected competition (task), a task display field 322 showing the given task, and an answer input field 323 for entering the answer. The answer screen 320 of this embodiment also includes a note display field 324 showing precautions to take when answering, and a time limit display field 325 that counts down the time limit for answering. Therefore, job seekers enter their answers to the tasks displayed in the task display area 322 into the answer input area 323.

[0132] The answers entered in the answer input field 323 may be automatically sent to the selection assistance device 10 after the time limit expires. Alternatively, the answers entered in the answer input field 323 may be sent separately via a "End Answer" button or similar. In other words, for example, if the emphasis is on answering within the time limit, the answer should be automatically sent to the recruitment support device 10 after the time limit expires. On the other hand, if the emphasis is on the content of the answer, the answer should be sent to the recruitment support device 10 when the job seeker presses a "finish answer" button or similar. Furthermore, if the time limit is exceeded, points may be deducted according to the excess time to ensure fairness with job seekers who answered within the time limit.

[0133] Furthermore, the response evaluation screen displayed on the job seeker terminal 30 in step S308 can be shown, for example, in Figure 19. Figure 19 is a schematic diagram showing an example configuration of the response evaluation screen 330 displayed on the job seeker terminal 30.

[0134] As shown in Figure 19, the response evaluation screen 330 of this embodiment displays a response display field 331 that shows the content of the job seeker's response, followed by a comment display field 332 that displays "Thank you for your response."

[0135] The comment display area 332 of this embodiment is provided with a Good comment section 333 that points out the good points of the answer and a More comment section 334 that points out areas for improvement in the answer. The comment display area 332 is also provided with a "Share on SNS" button 335 that allows users to post their answer to the task using this system 1 to SNS. Therefore, job seekers can use the points raised in comment section 332 as a reference to prepare for other tasks and the actual recruitment (selection) exam. In addition, job seekers who have provided answers can showcase their answers and evaluations to other job seekers.

[0136] Furthermore, in step S308, the response evaluation screen displayed on the job seeker terminal 30 may be, for example, the one shown in Figure 20. Figure 20 is a schematic diagram showing another example of the configuration of the response evaluation screen 340 displayed on the job seeker terminal 30.

[0137] As shown in Figure 20, the answer evaluation screen 340 of this embodiment displays a task display area 341 showing the task that was presented and an answer evaluation area 342 showing the evaluation result for the answer.

[0138] In this embodiment, the response evaluation section 342 includes a score information display section 343 that shows score information related to the response, a comment display section 344 that shows comments on the response, and a response display section 345 that shows the content of the response given by the job seeker. The score information display unit 343 includes a score display unit 3431 showing the score (points) obtained in this task, an average score display unit 3432 showing the average score for this task, a maximum score display unit 3433 showing the highest score for this task, and a score meter display unit 3434 that shows the obtained scores in a graph. In addition, the comment display unit 344 includes a Good comment unit 3441 that points out the good points of the answer and a More comment unit 3442 that points out areas for improvement in the answer. Therefore, job seekers can understand their current situation based on the numerical values ​​displayed in the score information display unit 343, and use the points highlighted in the comment display unit 344 as a reference to prepare for other challenges and the actual recruitment (selection) test.

[0139] Furthermore, as shown in Figure 20, the screen of the job seeker terminal 30 in System 1 is equipped with a share button 346 for sharing the job seeker's responses on social media. By sharing their responses and evaluations externally, job seekers can stimulate competition among other job seekers and promote the spread of job seekers' responses and System 1 itself.

[0140] Furthermore, in step S308, the response evaluation screen displayed on the job seeker terminal 30 may be, for example, the one shown in Figure 21. Figure 21 is a schematic diagram showing yet another configuration example of the response evaluation screen 350 displayed on the job seeker terminal 30.

[0141] As shown in Figure 21, the response evaluation screen 350 displays a response evaluation field 351 that shows the evaluation results for the responses. In this embodiment, the response evaluation section 351 includes a level display section 352 that shows the relative level of the response, a score display section 353 that shows the score (points) obtained in the response, and a histogram 354 that shows the score distribution of each response in the task and its own position. Therefore, job seekers can use the levels, numerical values, and current position shown in the response evaluation section 351 as a reference to prepare for other tasks and the actual recruitment (selection) test.

[0142] Furthermore, the evaluation information generated in this system 1 is not limited to the content described in each response evaluation screen shown in Figures 19 to 21. By appropriately combining these elements, it is possible to create desired evaluation information that includes, for example, numerical information for the responses, comparative information that relatively evaluates the responses, and comments on the responses.

[0143] Next, I will explain the ranking screen 400, which will be made publicly available. Figure 22 shows an example of the ranking screen 400 of this embodiment.

[0144] As shown in Figure 22, the evaluation information of each job seeker's response is displayed in a ranking format on the ranking screen 400. The ranking screen 400 displays the rank 401, respondent 402, score 403, response date 404, and a response viewing button 405.

[0145] Rank 401 displays the respondents' (job seekers') evaluation results in order of their scores, from highest to lowest. Respondent 402 will be displayed without identifying the job seeker who submitted the response, for example, by a pseudonym or anonymously. Furthermore, the ranking screen 400 will not display any information that would allow employers to contact job seekers. Furthermore, the ranking screen (400) may include information about the educational background of the job seekers who responded, such as their alma mater or current school. The score of 403 displays the score (points) earned in the task. The response date 404 displays the date the response was submitted. The answer viewing button 405 is a button image that requests users to view answers from the ranking screen 400. By pressing the answer viewing button 405, users viewing the ranking screen 400 can view answers from, for example, those at the top of the rankings.

[0146] In this way, by displaying their evaluation results in a ranking format on the ranking screen 400, job seekers can compare their abilities with those of others. Furthermore, the display of the ranking screen 400 encourages respondents (job seekers) to actively participate in the mock exams provided by this system in order to aim for a higher ranking in the next exam. As a result, it becomes possible to gather a larger pool of job seekers to use this system 1.

[0147] In System 1, the evaluation results of job seekers' responses are made public anonymously to encourage active participation in answering the tasks. However, other methods may be used to encourage job seeker participation. For example, without requiring anonymity for job seekers, it is possible to publish only the responses of some respondents, only summaries of responses, or System 1 publishes example responses based on the responses of job seekers. In this way, responses and evaluations that encourage job seekers to take on the tasks can be made public.

[0148] In this system 1, evaluation information can be exemplified by generating it using an LLM (Large-Scale Language Model). The evaluation information in this embodiment is generated by evaluating from three perspectives, such as a model for content evaluation, a model for formal evaluation, and a model for comments.

[0149] Furthermore, in step S305, if the response screen displayed on the job seeker terminal 30 is voice input rather than text input, it can be shown, for example, as in Figure 23. Figure 23 is a schematic diagram showing an example configuration of the voice response input screen 360 displayed on the job seeker terminal 30. Note that the example in Figure 23 assumes that the test is one of the actual recruitment tests, such as an online interview.

[0150] In Figure 23, the voice response input screen 360 of this embodiment shows a task display field 361 that shows the genre of the selected competition (task) and the task that has been asked, a log display field 362 that displays the task that has been asked and a log (record) of the entered response, a user information display field 363 that displays information of the job seeker who is answering, and a thinking time display unit 364 that counts down the thinking time before answering the task.

[0151] Furthermore, the voice response input screen 360 displays an audio on / off button 365 and a conversation log display button 366. The audio on / off button 365 is used to turn on or off sound collection by the microphone 31 and recording by the camera 32. The conversation log display button 366 is used to toggle the display of the log display area 362.

[0152] Therefore, the answers given by the job seeker are input (recorded) via the microphone 31 of the job seeker terminal 30 and displayed in the log display area 362. In addition, the job seeker while answering is photographed (recorded) by the camera 32 of the job seeker terminal 30 and displayed in the user information display area 363. Specifically, the user information display area 363 displays an image of the face and body of the job seeker who is answering, as well as the username of the user who is answering.

[0153] Furthermore, responses entered via microphone 31 are used to generate evaluation information, just like responses entered as text. In addition, images of job seekers captured by camera 32 can be used by employers to verify the identity of candidates when using this system 1 for the selection of personnel.

[0154] Furthermore, in step S305, if the response screen displayed on the job seeker terminal 30 is voice input rather than text input, it can be shown, for example, as in Figure 24. Figure 24 is a schematic diagram showing another configuration example of the voice response input screen 360 displayed on the job seeker terminal 30. In the example shown in Figure 24, the job seeker terminal 30 can be a smartphone or other device with a smaller screen compared to a tablet or a fixed PC monitor. Furthermore, this example assumes that the test is not an actual job interview conducted by the employer, but rather a mock test for practice.

[0155] The voice response input screen 360 shown in Figure 24 displays a task display field 361 showing the genre of the selected competition (task) and the assigned task, and a log display field 362 showing the assigned task and a log (record) of the entered response. Furthermore, the voice response input screen 360 also displays a user information display field 367 showing the user information of the job seeker who is currently answering, and a voice acquisition image 368 indicating that voice is being acquired.

[0156] Furthermore, the voice response input screen 360 displays an audio on / off button 365 and a conversation log display button 366.

[0157] Therefore, the answers given by the job seeker are input (recorded) via the microphone 31 on the job seeker terminal 30 and displayed in the log display area 362. The user name of the user providing the answer is displayed in the user information display area 367. On the other hand, the job seeker is not photographed (recorded) by the camera 32 on the job seeker terminal 30 while providing the answer, and for example, the image of the job seeker is not displayed in the user information display area 367. In other words, the voice response input screen 360 displayed on the smartphone in this mock exam has a different display configuration than the voice response input screen 360 in the case of an actual interview shown in Figure 23. This allows job seekers to answer the questions casually, without worrying about their attire or location.

[0158] Next, we will describe the recruiter screen 500 displayed on the recruiter terminal 50 of this embodiment. Figure 25 shows an example of a job seeker screen 500 displayed on the job seeker terminal 50.

[0159] The example shown in Figure 25 illustrates a screen used when a job seeker who has taken a mock exam is connected with a job offeror by sending trigger information, and the job offeror conducts an interview with the job seeker.

[0160] The job seeker screen 500 displays applicant information 510, mock exam score information 520, mock exam answer information 530, mock exam image information 540, mock exam evaluation information 550, and job seeker analysis information 560 based on the exam.

[0161] Applicant Information 510 displays the applicant's full name 511 when applying for a job. Applicant Information 510 also displays the applicant's (job seeker's) information 512 from when they took a mock exam using this system. Applicant Information 512 displays the account name used by the applicant when taking the mock exam, along with the date and time of the response.

[0162] Score information 520 contains information about the scores from the mock exam. The average score and the highest score of each job seeker are displayed together.

[0163] The response information 530 displays the job seeker's answers 531 from the mock exam and a summary display 532 that summarizes the answers 531. The response 531 displays the full answer, and important points are displayed differently from the rest of the answer. Here, important points are highlighted. The summary display 532 is information that summarizes the answer so that the content can be understood without reviewing the full answer. In other words, the summary display 532 is information that allows the job seeker to grasp the gist of their answers to the task they performed. Furthermore, response information 530 includes a checkbox 533 (an example of a section to fill in) indicating whether the employer has confirmed the content of the mock exam with the job seeker. This section ensures that employers do not neglect to confirm that the job seeker has actually taken the mock exam.

[0164] Furthermore, the employer screen 500 may suggest questions that help employers confirm whether job seekers have actually taken the mock exam. For example, instead of directly asking whether or not the job seeker took the mock exam, the questions could be related to information displayed on the mock exam's answer screen, or conversely, they could be designed to ask about information that was not present in the mock exam.

[0165] The captured image information 540 displays captured images of the applicant's face and other features taken during a mock exam. When playback is initiated using the captured image information 540, the recorded images are played back, and video and audio are output. Furthermore, the captured image information 540 includes a checkbox 541 indicating whether the employer has confirmed the job seeker's face and voice.

[0166] Evaluation information 550 shows the evaluation results of the mock test administered by this system to the job seeker. Analysis Information 560 is a graph of the evaluation results of job seekers (respondents) obtained from conducting a mock examination. By presenting the results as a graph in Analysis Information 560, employers can easily understand the evaluation results of job seekers visually.

[0167] Although the embodiments described above are illustrative examples intended to facilitate understanding of the present invention, they are not intended to limit the interpretation of the present invention. Furthermore, the present invention is not limited to the embodiments described above, and any modifications, improvements, etc., that can achieve the objectives of the present invention are included in the present invention. [Explanation of symbols]

[0168] 10... Recruitment support device (server), 30... Job seeker terminal, 50... Employer terminal, 110... Implementation unit, 120... Evaluation unit, 130... Publication unit, 140... Transmission unit, 150... Sharing unit, 210... Job seeker information DB, 220... Employer information DB, 230... Issue information DB, 240... Response information DB, 250... Evaluation information DB

Claims

1. A means of receiving responses from multiple job applicants regarding tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations, An evaluation means that outputs evaluation information relating to the evaluation of the response received by the reception means, A means of disclosing the evaluation information while allowing the aforementioned job seekers who responded to remain anonymous, A transmission means capable of transmitting information that serves as a catalyst for connecting the job seeker and the employer who have provided the above response to at least one of the job seeker and the employer, A system equipped with these features.

2. The system according to claim 1, wherein the transmission means transmits detailed information of the job seeker to the employer as trigger information based on the evaluation information.

3. The system according to claim 2, wherein the evaluation means outputs evaluation information including participation information regarding the participation status of the responses of a plurality of job seekers.

4. The system according to claim 1, wherein the transmission means transmits promotional information to the job seeker as trigger information, encouraging the job seeker to apply for the job offered by the employer.

5. The system according to claim 4, wherein the promotion information includes recruiter evaluation information, which is the recruiter's evaluation of the response.

6. The system according to claim 1, wherein the disclosure means discloses evaluation information including the ranking of the job seeker's evaluation of the response.

7. The system according to claim 1, wherein the disclosure means discloses information relating to the responses of other job seekers.

8. The disclosure means enables viewing of information regarding the responses of other job seekers, provided that the job seeker who wishes to view the information has answered the aforementioned question.

9. The system according to claim 1, wherein the evaluation means includes summary information that allows for an understanding of the general outline of the answers given by the job seeker to the task.

10. The system according to claim 9, wherein, along with the summary information, a section is displayed on the screen of the recruiter's terminal for the recruiter to indicate whether or not they have confirmed the summary information.

11. The system according to claim 1, wherein the evaluation means lowers the evaluation of responses created by persons other than the job seeker who entered the response.

12. The system according to claim 1, wherein the receiving means presents the task in text form, restricts copying of the text, and sets a time limit from the presentation of the task to the answer.

13. The system according to claim 1, wherein the receiving means receives the answer to the task in the form of a voice spoken by the job seeker.

14. The system according to claim 1, wherein the receiving means presents a specific task received from the employer to the job seeker.

15. The system according to claim 14, wherein the display of the screen on which the job seeker answers differs depending on whether the assignment is one received from the employer or one applied for an assignment not received from the employer.

16. The system according to claim 14, wherein the evaluation means outputs evaluation information that evaluates the response according to a weight determined according to the job seeker.

17. A step of receiving responses from multiple job applicants regarding tasks used in past recruitment exams and / or tasks that may be used in future recruitment exams, Steps include outputting evaluation information regarding the evaluation of the received response, The steps include disclosing the evaluation information while allowing the aforementioned job seekers who responded to remain anonymous, The steps include transmitting information that serves as a catalyst for connecting the job seeker who provided the above response with the employer to at least one of the job seeker and the employer, A method for providing this.

18. On the computer, A function to receive responses from multiple job seekers regarding tasks used in past recruitment exams and / or tasks that may be used in future recruitment exams, A function to output evaluation information regarding the evaluation of the received response, A function that allows the aforementioned job seekers who have responded to be kept anonymous while disclosing the aforementioned evaluation information, A function to transmit information that serves as a catalyst for connecting the job seeker and the employer who have provided the aforementioned response to at least one of the job seeker and the employer, A program that executes the command.

19. A means of receiving responses from multiple job applicants regarding tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations, An evaluation means that outputs evaluation information relating to the evaluation of the response received by the reception means, A means of making public the evaluation information of the job seeker without publishing information for contacting the job seeker who provided the aforementioned response, A transmission means for transmitting detailed information of the job seeker who provided the response to the employer based on the publicly available evaluation information, A device equipped with the following features.

20. A means of receiving responses from multiple job applicants regarding tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations, An evaluation means that outputs evaluation information relating to the evaluation of the response received by the reception means, A means of disclosing the evaluation information when viewers are unable to contact the job seeker, A transmission means capable of transmitting information that serves as a catalyst for connecting the job seeker and the employer who have provided the above response to at least one of the job seeker and the employer, A system equipped with these features.

21. A means of receiving responses from multiple job applicants regarding tasks that have been used in past recruitment examinations and / or tasks that may be used in future recruitment examinations, An evaluation means that outputs evaluation information relating to the evaluation of the response received by the reception means, A means for disclosing the aforementioned evaluation information of the job seeker, A transmission means capable of transmitting information that serves as a catalyst for connecting the job seeker and the employer who have provided the above response to at least one of the job seeker and the employer, A system equipped with these features.

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