Program and Information Processing Apparatus

Abstract

To provide a program capable suppressing the time and expense required for recruiting and supporting collection of information necessary to examine the adoption of a job applicant, etc.SOLUTION: A program causes a computer of an information processing device to perform: a transmitting step of transmitting recruiting information about recruitment to a user terminal; an application accepting step of accepting an application of a user to the recruitment of the recruiting information; a storing step of storing history-related information of the user in a storage unit; and a determining step of determining whether the hiring interview of the user is necessary to discuss the adoption of the user on the basis of the history-related information of the user stored in the storage unit and the adoption reference. When the determining step determines that the hiring interview of the user is unnecessary about recruitment by recruiting information before the application accepting step, the transmitting step transmits the notification that the hiring interview is unnecessary to the terminal together with the recruiting information.SELECTED DRAWING: Figure 3

Description

Technical Field

[0001] The present disclosure relates to a program and an information processing apparatus.

Background Art

[0002] There is known an employment agency system that enables a job seeker who intends to newly hire an applicant to present an evaluation of the applicant at the applicant's previous workplace (see, for example, Patent Document 1). Patent Document 1 discloses an employment agency system that mediates employment via a communication network, the system including: applicant information holding means for holding information on employment conditions determined by each applicant for each applicant; applicant evaluation information holding means for holding applicant evaluation information indicating evaluations of the applicant by those who have worked under the applicant; applicant selection means for receiving, from an applicant terminal used by the applicant, information on employment conditions desired by the applicant via the communication network, and selecting an applicant who determines employment conditions that satisfy the employment conditions desired by the applicant based on the information held by the applicant information holding means; and applicant information presenting means for extracting information on the employment conditions determined by the applicant selected by the applicant selection means from the applicant information holding means, extracting the applicant evaluation information of the applicant from the applicant evaluation information holding means, and transmitting the information on the employment conditions and the applicant evaluation information to the applicant terminal.

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] However, in the technology disclosed in Patent Document 1, it is often difficult to determine whether to hire a job applicant based solely on the evaluation of the applicant's previous employers. For this reason, it is common to conduct an employment interview with the applicant to collect information necessary for considering whether to hire the applicant. However, if employment interviews are conducted for all applicants, a great deal of time and cost will be required for the hiring activities.

[0005] The present disclosure has been made to solve such problems. The object is to provide a program and an information processing apparatus capable of assisting in collecting information necessary for considering whether to hire an applicant while suppressing the time and cost required for the hiring activities.

Means for Solving the Problems

[0006] The program according to the present disclosure is a program for execution by a computer of an information processing apparatus, and includes a transmission step of transmitting recruitment information about a job opening to a user's terminal, a recruitment acceptance step of accepting the user's application for the job opening in the recruitment information, a storage step of storing in a storage unit job history-related information including at least one of information about the job types the user has experience in and the working hours, the user's attendance information, and evaluation information by an employer regarding the user's work, and a determination step of determining that an employment interview for the user is unnecessary when the job history-related information of the user stored in the storage unit meets the employment criteria, and determining that an employment interview for the user is necessary when the job history-related information of the user stored in the storage unit does not meet the employment criteria. The computer of the information processing apparatus is caused to execute the above steps. The transmission step transmits a notification indicating that an employment interview is unnecessary to the terminal together with the recruitment information when it is determined in the determination step before the recruitment acceptance step that an employment interview for the user regarding the job opening in the recruitment information is unnecessary.

[0007] The information processing apparatus according to the present disclosure includes a transmission unit that transmits recruitment information about job openings to a user's terminal, an application reception unit that receives an application from the user for the job opening in the recruitment information, a storage unit that stores work history-related information including at least one of information about job types and working hours that the user has experience in, the user's attendance information, and evaluation information by the employer regarding the user's work, and a determination unit that determines that an employment interview for the user is unnecessary when the work history-related information of the user stored in the storage unit meets the employment criteria, and determines that an employment interview for the user is necessary when the work history-related information of the user stored in the storage unit does not meet the employment criteria. The transmission unit transmits a notice indicating that an employment interview is unnecessary to the terminal together with the recruitment information when the determination unit determines that an employment interview for the user for the job opening in the recruitment information is unnecessary before the application reception unit receives an application for the job opening.

Advantages of the Invention

[0008] According to the program and the information processing apparatus according to the present disclosure, it is possible to support the collection of information necessary for considering the acceptance or rejection of job seekers while suppressing the time and cost required for the recruitment activity.

Brief Description of the Drawings

[0009]

Figure 1

Figure 2

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Figure 8

Figure 9

[0010] Embodiments for implementing the program and information processing apparatus according to the present disclosure will be described with reference to the accompanying drawings. In each figure, the same or corresponding parts are denoted by the same reference numerals, and duplicate descriptions are appropriately simplified or omitted. In the following description, for convenience, the positional relationship of each structure may be expressed based on the illustrated state. Note that the present disclosure is not limited to the following embodiments, and within the scope not departing from the gist of the present disclosure, free combinations of the embodiments, modifications of any constituent elements of each embodiment, or omissions of any constituent elements of each embodiment are possible.

[0011] Embodiment 1. Embodiment 1 of the present disclosure will be described with reference to FIGS. 1 to 9. FIG. 1 is a diagram showing the overall configuration of the mediation system. FIG. 2 is a block diagram showing the configuration of a terminal included in the mediation system. FIG. 3 is a block diagram showing the configuration of a server included in the mediation system. FIG. 4 is a diagram showing an example of work history-related information stored in the mediation system. FIGS. 5 and 7 are examples of display screens of a recruitment information list displayed on a terminal included in the mediation system. FIGS. 6 and 8 are examples of display screens of recruitment information details displayed on a terminal included in the mediation system. FIG. 9 is a flowchart showing an example of processing in the mediation system.

[0012] As shown in FIG. 1, the mediation system 400 according to this embodiment includes a server 100 and a terminal 200. In the mediation system 400, the server 100 and the terminal 200 are communicably connected via a network 300. In the configuration example described here, the server 100 of the mediation system 400 provides services such as mediating the employment of job-seeking users by employers via the network 300.

[0013] There are two types of users of the mediation system 400 according to the present disclosure: job-seeking users and employer users. A job-seeking user is a user on the employed side who hopes to find employment. An employer user is a user on the employing side who hopes to hire workers. The server 100 enables job-seeking users to view job recruitment information registered by employer users on the terminals 200 owned by the job-seeking users. In addition, the server 100 receives applications from the terminals 200 of job-seeking users for jobs and provides the received application information to employer users. In this way, the mediation system 400 mediates the employment of job-seeking users by employer users.

[0014] The network 300 plays a role of connecting one or more terminals 200 and one or more servers 100. That is, the network 300 means a communication network that provides a connection path so that data can be transmitted and received after the terminal 200 is connected to the server 100. One or more parts of the network 300 may or may not be a wired network or a wireless network.

[0015] The network 300 can include, for example, an Ad Hoc Network, an intranet, an extranet, a Virtual Private Network (VPN), a Local Area Network (LAN), a Wireless LAN (WLAN), a Wide Area Network (WAN), a Wireless WAN (WWAN), a Metropolitan Area Network (MAN), a part of the Internet, a part of the Public Switched Telephone Network (PSTN), a mobile phone network, ISDN (Integrated Service Digital Networks), a wireless LAN, LTE (Long Term Evolution), CDMA (Code Division Multiple Access), Bluetooth (registered trademark), or satellite communication, etc., or a combination of two or more of these. The network 300 can include one or more networks 300.

[0016] The terminal 200 can be any terminal as long as it can realize the functions of the embodiments according to the present disclosure. The terminal 200 includes, for example, a smartphone, a mobile phone (feature phone), a computer (e.g., a desktop PC, a laptop PC, a tablet PC, etc.), a media computer platform (e.g., a cable, a satellite set-top box, a digital video recorder), a handheld computer device (e.g., a PDA (Personal Digital Assistant), an email client, etc.), a wearable terminal (a glasses-type device, a watch-type device, etc.), or other types of computers, or a communication platform. Also, the terminal 200 may be expressed as an information processing terminal.

[0017] Server 100 is equipped with a function of providing a predetermined service to terminal 200. Server 100 may be any device as long as it is an information processing device capable of realizing the functions of the embodiments according to the present disclosure. Server 100 includes, for example, a server device, a computer (e.g., a desktop PC, a laptop PC, a tablet PC, etc.), a media computer platform (e.g., a cable, a satellite set-top box, a digital video recorder), a handheld computer device (e.g., a PDA, an email client, etc.), or other types of computers, or a communication platform. Also, server 100 may be expressed as an information processing device. When there is no need to distinguish between server 100 and terminal 200, server 100 and terminal 200 may each be expressed as an information processing device, or may not be.

[0018] The configurations of each terminal 200 are basically the same. Next, the configuration of terminal 200 will be described with reference to FIG. 2. Terminal 200 includes a terminal control unit 230, a terminal storage unit 220, a terminal communication unit 210, an input / output unit 240, a display unit 250, a microphone 260, a speaker 270, and a camera 280. Each component of the hardware of terminal 200 is interconnected, for example, via a bus. Note that it is not essential to include all the components described here as the hardware configuration of terminal 200. For example, terminal 200 may be configured to remove individual components such as camera 280, or a plurality of components, or not.

[0019] The terminal communication unit 210 transmits and receives various data via the network 300. Such communication may be performed either by wire or wirelessly, and any communication protocol may be used as long as mutual communication can be executed. The terminal communication unit 210 has a function of communicating with the server 100 via the network 300. The terminal communication unit 210 includes a terminal transmission unit 211 and a terminal reception unit 212. The terminal transmission unit 211 transmits various data to the server 100 according to an instruction from the terminal control unit 230. The terminal reception unit 212 receives various data transmitted from the server 100 and transmits it to the terminal control unit 230. Also, the terminal communication unit 210 may be referred to as a terminal communication I / F (interface). Also, when the terminal communication unit 210 is composed of physically structured circuits, it may be referred to as a terminal communication circuit.

[0020] The input / output unit 240 includes an input unit and an output unit. The input unit is a device for inputting various operations to the terminal 200. The output unit is a device for outputting the processing result processed by the terminal 200. The input / output unit 240 may have the input unit and the output unit integrated, may be separated into the input unit and the output unit, or may be otherwise.

[0021] The input unit is realized by any one or a combination of all types of devices that can receive an input from a user and transmit information related to the input to the terminal control unit 230. The input unit includes, for example, hardware keys such as a touch panel, a touch display, a keyboard, a pointing device such as a mouse, a camera (operation input via moving images), and a microphone (operation input by voice).

[0022] The output unit is realized by any one or a combination of all types of devices that can output the processing result processed by the terminal control unit 230. The output unit includes, for example, a touch panel, a touch display, a speaker (voice output), a lens (for example, 3D (Three Dimensions) output or hologram output), a printer, etc.

[0023] The display unit 250 can be realized by any one of all types of devices that can display according to the display data written in the frame buffer, or a combination thereof. The display unit 250 includes, for example, a touch panel, a touch display, a monitor (e.g., a liquid crystal display, an OELD (Organic Electroluminescence Display), etc.), a head-mounted display (HDM: Head Mounted Display), projection mapping, a hologram, a device capable of displaying image, text information, etc. in the air (it may be in a vacuum or not). Note that these display units 250 may or may not be able to display display data in 3D.

[0024] Note that when the input / output unit 240 has a touch panel, the input / output unit 240 and the display unit 250 may be arranged to face each other with substantially the same size and shape.

[0025] The terminal control unit 230 has a circuit physically structured to execute functions realized by codes or instructions included in a program, and is realized, for example, by a data processing device built into hardware. Therefore, the terminal control unit 230 may or may not be expressed as a control circuit.

[0026] The terminal control unit 230 includes, for example, a central processing unit (CPU: Central Processing Unit), a microprocessor, a processor core, a multiprocessor, an ASIC (Application-Specific Integrated Circuit), an FPGA (Field Programmable Gate Array), etc.

[0027] The terminal memory unit 220 has a function of storing various programs and various data required for the operation of the terminal 200. The terminal memory unit 220 includes various storage media such as, for example, an HDD (Hard Disk Drive), an SSD (Solid State Drive), a flash memory, a RAM (Random Access Memory), and a ROM (Read Only Memory). Also, the terminal memory unit 220 may or may not be expressed as a memory.

[0028] The terminal 200 stores a program in the terminal memory unit 220 and executes this program, so that the terminal control unit 230 executes processes as each part included in the terminal control unit 230. That is, the program stored in the terminal memory unit 220 enables the terminal 200 to realize each function executed by the terminal control unit 230. In other words, the processor executes the program stored in the memory in the terminal 200, and the functions of each part provided in the terminal 200 are realized by the cooperation of the hardware and software of the terminal 200. Note that this program may or may not be expressed as a program module.

[0029] The microphone 260 is used for input of audio data. The speaker 270 is used for output of audio data. The camera 280 is used for acquisition of moving image data and / or still image data.

[0030] Next, the configuration of the server 100 will be described with reference to FIG. 3. The server 100 includes a server control unit 130, a server memory unit 120, and a server communication unit 110. Each component of the hardware of the server 100 is interconnected via, for example, a bus.

[0031] The server control unit 130 has a physically structured circuit for executing functions realized by codes or instructions included in a program, and is realized, for example, by a data processing device built into hardware. The server control unit 130 is typically a central processing unit (CPU), and may alternatively be a microprocessor, a processor core, a multiprocessor, an ASIC, an FPGA, etc., or not. In the present disclosure, the server control unit 130 is not limited thereto.

[0032] The server storage unit 120 has a function of storing various programs and various data required for the operation of the server 100. The server storage unit 120 is realized by various storage media such as an HDD, an SSD, and a flash memory. However, in the present disclosure, the server storage unit 120 is not limited thereto. Also, the server storage unit 120 may or may not be expressed as a memory.

[0033] The server communication unit 110 transmits and receives various data via the network 300. The communication may be performed either wired or wirelessly, and any communication protocol may be used as long as mutual communication can be executed. The server communication unit 110 has a function of communicating with the terminal 200 via the network 300. The server communication unit 110 includes a server transmission unit 111 and a server reception unit 112. The server transmission unit 111 transmits various data to the terminal 200 according to an instruction from the server control unit 130. Also, the server communication unit 110 receives various data transmitted from the terminal 200 and transmits them to the server control unit 130. Also, the server communication unit 110 may be expressed as a server communication I / F (interface). Also, when the server communication unit 110 is composed of a physically structured circuit, it may be expressed as a server communication circuit.

[0034] Note that the server 100 may include an input / output unit and a display as its hardware configuration. The input / output unit is realized by a device for inputting various operations to the server 100. The input / output unit is realized by any one or a combination of all types of devices that can receive an input from a user and transmit information related to the input to the server control unit 130. The display is typically realized by a monitor (e.g., a liquid crystal display, an OELD, etc.). In this case, for example, the hardware of the server 100 may or may not be configured to remove the display.

[0035] The server 100 stores a program in the server storage unit 120 and executes this program, so that the server control unit 130 executes the processes as each unit included in the server control unit 130. That is, the program stored in the server storage unit 120 enables the server 100 to realize each function executed by the server control unit 130. In other words, the processor executes the program stored in the memory in the server 100, and the functions of each unit provided in the server 100 are realized by the cooperation of the hardware and software of the server 100. Note that this program may or may not be expressed as a program module.

[0036] Note that the terminal control unit 230 of the terminal 200 and / or the server control unit 130 of the server 100 may or may not realize each process by a logic circuit (hardware) formed in an integrated circuit (IC (Integrated Circuit) chip, LSI (Large Scale Integration)), etc., or a dedicated circuit, in addition to a CPU having a control circuit. Also, these circuits may be realized by one or a plurality of integrated circuits, and it may or may not be the case that a plurality of processes shown in the embodiments according to the present disclosure are realized by one integrated circuit. Also, LSI may sometimes be referred to as VLSI, super LSI, ultra LSI, etc. depending on the degree of integration.

[0037] Also, the program (e.g., software program, computer program, or program module) according to the embodiments of the present disclosure may or may not be provided in a state stored in a computer-readable storage medium. The storage medium can store the program in a "non-transitory tangible medium". Also, the program may or may not be for realizing a part of the functions of the embodiments according to the present disclosure. Further, it may or may not be a so-called differential file (differential program) that can realize the functions of the embodiments according to the present disclosure in combination with a program already recorded in the storage medium.

[0038] The storage medium can include one or more semiconductor-based or other integrated circuits (ICs) (e.g., field-programmable gate arrays (FPGAs) or application-specific ICs (ASICs), etc.), hard disk drives (HDDs), hybrid hard drives (HHDs), optical disks, optical disk drives (ODDs), magneto-optical disks, magneto-optical drives, floppy disks, floppy disk drives (FDDs), magnetic tapes, solid state drives (SSDs), RAM drives, secure digital cards, or drives, any other suitable storage medium, or any suitable combination of two or more of these. The storage medium may, where appropriate, be volatile, non-volatile, or a combination of volatile and non-volatile. Note that the storage medium is not limited to these examples and can be any device or medium capable of storing the program. Also, the storage medium may or may not be expressed as memory.

[0039] Also, the program of the present disclosure may or may not be provided to the server 100 and / or the terminal 200 via any transmission medium (such as a communication network or a broadcast wave) capable of transmitting the program. When the program is provided via a transmission medium, the server 100 and / or the terminal 200 can realize the functions of the plurality of functional units shown in each embodiment, for example, by executing the program downloaded via the Internet or the like.

[0040] In addition, the embodiments according to the present disclosure can also be realized in the form of a data signal embedded in a carrier wave, in which the program is embodied by electronic transmission. Further, at least a part of the processing in the server 100 and / or the terminal 200 may or may not be realized by cloud computing constituted by one or more computers. Also, at least a part of the processing in the terminal 200 may or may not be configured to be performed by the server 100. In this case, at least a part of the processing of each functional unit of the terminal control unit 230 of the terminal 200 may or may not be configured to be performed by the server 100. Also, at least a part of the processing in the server 100 may or may not be configured to be performed by the terminal 200. In this case, at least a part of the processing of each functional unit of the server control unit 130 of the server 100 may or may not be configured to be performed by the terminal 200.

[0041] Note that the program of the present disclosure can be implemented using, for example, script languages such as ActionScript and JavaScript (registered trademark), object-oriented programming languages such as Objective-C and Java (registered trademark), markup languages such as HTML5, and the like.

[0042] In the mediation system 400 according to this embodiment, as shown in FIG. 3, the server storage unit 120 of the server 100 includes a recruitment information storage unit 121, an employment history related information storage unit 122, and an employment candidate information storage unit 123. The recruitment information storage unit 121 stores recruitment information such as recruitment terms and recruitment periods input by the job-seeking user who conducts recruitment as job openings. The recruitment information includes work location, working hours, hourly wage, job content, requirements for applicants, required number of people, application deadline, etc. The requirements for applicants may include both public information and non-public information. For example, information such as the minimum requirements (e.g., having cooking experience, etc.) and skills that are preferably possessed may be public information. Also, for example, conditions regarding the attendance information of the user described later and conditions regarding evaluation information by the employer regarding the user's work may be non-public information.

[0043] In addition, the recruitment information may include information regarding the adopter decision-making process. In this case, specific examples of the adopter decision-making process include, for example, the applicant is adopted unconditionally, the applicant's information is viewed and the job-seeking user finally decides on acceptance or rejection, and an employment interview of the applicant is conducted as needed to decide on acceptance or rejection, etc.

[0044] The job-seeking user inputs the recruitment information using the terminal 200 possessed by the job-seeking user. The input recruitment information is transmitted from the terminal transmission unit 211 of the terminal 200 to the server 100 via the network. The server reception unit 112 of the server 100 receives the recruitment information transmitted from the terminal 200. Then, the recruitment information storage unit 121 stores the recruitment information received by the server 100.

[0045] The employment history related information storage unit 122 stores employment history related information of the job-seeking user. The employment history related information of the job-seeking user includes at least one of information regarding the job types and working hours of the jobs the user has engaged in, the attendance information of the user, and evaluation information by the employer regarding the user's work.

[0046] Examples of the job types the user has experience in include, for example, clerical work, customer service, cashiering, product delivery, cooking, delivery and transportation, etc. The user's attendance information is, for example, information about being late, absent, or canceling just before the start time of work. The evaluation information by the employer regarding the user's work is information about the evaluation of the job-seeking user made by the job-opening user when the employment of the job-seeking user ends. Specific examples of the evaluation information by the employer regarding the user's work include, for example, evaluation regarding the user's job skills, evaluation regarding the user's personality, and evaluation as to whether the user wants to rehire the user or not. The evaluations regarding the user's job skills and personality are each evaluated, for example, on a five-point scale from the lowest evaluation of "1" to the highest evaluation of "5". Also, the evaluation as to whether the user wants to rehire the user or not is evaluated, for example, on a three-point scale of "want to rehire", "do not want to rehire", and "neither". The job history-related information of the job-seeking user stored in the job history-related information storage unit 122 may include the basic information of the user, for example, name, age, gender, address, etc., and information regarding the job history and skills self-reported by the user.

[0047] With reference to FIG. 4, an example of the job history-related information of the job-seeking user stored in the job history-related information storage unit 122 will be described. What is shown in the figure is a specific example of the job history-related information of a certain job-seeking user. In the illustrated example, the job history-related information includes the industry and job type the user has experience in and the working date and time. From the job type and the working date and time, the job types the user has work experience in and the working hours for each job type can be obtained. Also, in the example shown in the figure, as the evaluation information by the employer regarding the user's work, the evaluation of the user's job skills, the evaluation of the user's personality, and the evaluation as to whether the user wants to rehire the user or not are included. Furthermore, comments that the employer can optionally input are also included in the information stored in the job history-related information storage unit 122. Note that "Y" in the evaluation as to whether the user wants to rehire the user or not represents "want to rehire", and "N" represents "do not want to rehire".

[0048] The scheduled adopter information storage unit 123 stores job-seeking users determined to be adopted by the determination unit 133 described later as scheduled adopters. As described above, in the server storage unit 120, a database of information necessary for the intermediation service is constructed by the recruitment information storage unit 121, the work history-related information storage unit 122, and the scheduled adopter information storage unit 123.

[0049] In the intermediation system 400 according to this embodiment, the server 100 includes, as functions realized by the server control unit 130, a recruitment information management unit 131, an application reception unit 132, a determination unit 133, a scheduled adopter information management unit 134, and a work history-related information management unit 135. The recruitment information management unit 131 manages the recruitment information stored in the recruitment information storage unit 121 of the server storage unit 120. For example, when the server reception unit 112 receives the recruitment information transmitted from the terminal 200 possessed by the job-opening user, the recruitment information management unit 131 updates the information stored in the recruitment information storage unit 121 with the recruitment information received by the server 100.

[0050] In addition, the recruitment information management unit 131 makes the recruitment information during the application period viewable by job-seeking users. Job-seeking users can view the recruitment information during the application period by accessing the server 100 with the terminal 200 they possess. The recruitment information management unit 131 may have a function of, for example, checking the user information of the job-seeking user stored in the work history-related information storage unit 122 of the server storage unit 120 and recommending job openings suitable for the user.

[0051] Job-seeking users who have viewed the recruitment information can operate their own terminal 200 to apply for the recruitment if there is a recruitment they wish to work for. The application reception unit 132 of the server 100 performs a process of receiving an application for the specified recruitment information in response to an application operation made on the terminal 200 of the job-seeking user.

[0052] Next, an example of the processing in the intermediation system 400 when a job-seeking user views recruitment information and applies for recruitment will be described. When the job-seeking user performs a viewing operation on the recruitment information list on the terminal 20, the terminal transmission unit 211 of the terminal 200 transmits a recruitment information list transmission request to the server 100. When the server reception unit 112 receives the recruitment information list transmission request, the recruitment information management unit 131 of the server 100 lists up the recruitment information that can be presented to the job-seeking user related to the recruitment information list transmission request from the recruitment information stored in the recruitment information storage unit 121, and creates a recruitment information list. Then, the server transmission unit 111 transmits the recruitment information list created by the recruitment information management unit 131 to the terminal 200 that is the request transmission source. When the terminal reception unit 212 receives the recruitment information list, the terminal control unit 230 of the terminal 200 causes the received recruitment information list to be displayed on the display unit 250 of the terminal 200. In this way, the recruitment information that the job-seeking user can view is displayed in a list format on the display unit 250 of the terminal 200.

[0053] Fig. 5 shows an example of the display screen of the recruitment information list. In the example of the display screen shown in the figure, the recruitment information is displayed in a list format sorted by hourly wage. The sorting order of the recruitment information is not limited to the hourly wage order, and for example, it may be in the order of the 50-sound order of the work place or in the order of the closer work scheduled date and time. Also, the job-seeking user may be able to change the sorting order by operating the terminal 200. In the illustrated example, for each recruitment information, the work place, hourly wage, work scheduled date and time, job content, and employment conditions are displayed. In addition, on the display screen of this recruitment information list, the recruitment information to be displayed on the display unit 250 may be narrowed down by inputting desired conditions. Also, when transmitting a recruitment information list transmission request from the terminal 200 to the server 100, desired search conditions may be transmitted together. In this case, the recruitment information management unit 131 lists up only the recruitment information that matches the search conditions among the recruitment information stored in the recruitment information storage unit 121, and creates a recruitment information list.

[0054] When the job-seeking user operates the terminal 200 and selects one recruitment information from the recruitment information list displayed on the display unit 250, the display screen of the display unit 250 transitions to the detailed display screen of the selected recruitment information. The selection of the recruitment information can be specifically performed, for example, by tapping or clicking on the desired recruitment information. When an operation of selecting one recruitment information from the displayed recruitment information list is made on the terminal 200, the terminal transmission unit 211 of the terminal 200 transmits a transmission request for the selected recruitment information to the server 100. When the server reception unit 112 receives the recruitment information transmission request, the recruitment information management unit 131 of the server 100 acquires the detailed information of the recruitment information from the recruitment information stored in the recruitment information storage unit 121. Then, the server transmission unit 111 transmits the recruitment information acquired by the recruitment information management unit 131 to the terminal 200 that is the request transmission source. When the terminal reception unit 212 receives the recruitment information, the terminal control unit 230 of the terminal 200 causes the detailed information of the received recruitment information to be displayed on the display unit 250 of the terminal 200.

[0055] Figure 6 shows an example of the display screen of the detailed information of the recruitment information list. In the example of the display screen shown in the figure, in addition to the work location, hourly wage, scheduled work date and time, job content, and employment conditions, the address of the work location, contact information, etc. of the recruitment information are further displayed as the detailed information. Also, in the illustrated example, an application button 501 is displayed. When the job-seeking user operates the terminal 200 and presses the application button 501, the terminal transmission unit 211 of the terminal 200 transmits an application reception request for the recruitment information to the server 100. When the server reception unit 112 receives the application reception request for the recruitment information, the application reception unit 132 of the server 100 performs a process of accepting an application for the recruitment information related to the application reception request.

[0056] When the determination unit 133 of the server 100 receives an application from the application reception unit 132, it determines whether the job applicant is selected or not. First, the determination unit 133 identifies the employment criteria for the recruitment based on the recruitment information stored in the recruitment information storage unit 121. The employment criteria are identified based on, for example, the employment decision-making process for the recruitment and the conditions required for applicants. Specifically, for example, when applicants are hired unconditionally, the employment criteria are to apply. Then, the determination unit 133 determines that the applicant is hired.

[0057] Also, when the employer user checks the applicant's information and decides on selection or rejection, the determination unit 133 obtains one or both of the applicant's basic information and work history-related information from the work history-related information storage unit 122. Then, the server transmission unit 111 transmits the obtained information to the terminal 200 of the employer user who posted the recruitment. The employer user checks the applicant's information received on the terminal 200 and decides on the selection or rejection of the applicant. The employer user inputs the decided selection or rejection into the terminal 200, and the terminal 200 transmits the selection or rejection information of the applicant to the server 100. Then, the determination unit 133 determines the selection or rejection of the applicant according to the selection or rejection information received by the server reception unit 112. In the case of applications from multiple job applicants, the information of multiple applicants may be listed and presented to the employer user.

[0058] Also, when an employment interview of the applicant is conducted as needed to decide on selection or rejection, the determination unit 133 first identifies the employment criteria for the recruitment based on the recruitment information stored in the recruitment information storage unit 121. The determination unit 133 identifies the employment criteria based on, for example, the conditions required for applicants in the recruitment. Then, based on the identified employment criteria and the user's work history-related information stored in the work history-related information storage unit 122, the determination unit 133 determines whether an employment interview of the user is necessary to consider the employment of the user.

[0059] In this case, when the employment history-related information of the applicant meets the employment criteria, the determination unit 133 determines that the applicant does not require an employment interview and is to be employed. Also, when the employment history-related information of the applicant does not meet the employment criteria, the determination unit 133 determines that an employment interview of the applicant is necessary to consider the employment of the applicant.

[0060] The determination result by the determination unit 133 is transmitted from the server transmission unit 111 to the terminal 200 of the job-seeking user who issued the recruitment. Based on this determination result, the job-seeking user can confirm whether an employment interview of the applicant, who is the job-seeking user, is necessary to consider the employment of the applicant. Then, the job-seeking user only needs to conduct an employment interview of the job-seeking user only when it is determined to be necessary.

[0061] By doing so, for job-seeking users for whom it is possible to determine acceptance or rejection only from the information stored in the employment history-related information storage unit 122, employment can be carried out without conducting an employment interview, and for job-seeking users for whom it is difficult to determine acceptance or rejection only from the information stored in the employment history-related information storage unit 122, the job-seeking user can conduct an employment interview and directly obtain from the job-seeking user the information necessary for considering acceptance or rejection. Therefore, it is possible to support the job-seeking user in collecting the information necessary for considering the acceptance or rejection of the job-seeking user while suppressing the time and cost involved in the employment activity.

[0062] Note that the determination unit 133 may also use non-employment criteria in addition to the employment criteria to determine whether an employment interview of the user is necessary to consider the employment of the user. In other words, the determination unit 133 may determine whether an employment interview of the user is necessary to consider the employment of the user based on the employment criteria, the non-employment criteria, and the employment history-related information of the user stored in the employment history-related information storage unit 122.

[0063] In this case, when the employment history-related information of the applicant meets the employment criteria, the determination unit 133 determines that the applicant does not require an employment interview and is to be employed. Also, when the employment history-related information of the applicant meets the non-employment criteria, the determination unit 133 determines that the applicant does not require an employment interview and is not to be employed. Then, when the employment history-related information of the applicant meets neither the employment criteria nor the non-employment criteria, the determination unit 133 determines that an employment interview of the applicant is necessary to consider the employment of the applicant.

[0064] Next, specific examples will be given to explain the employment criteria, non-employment criteria, and the determination of whether an interview is required. As a first example, when the requirement for the applicant is a certain working time or more for a specific occupation, the requirement for this applicant is set as the employment criteria, and the non-employment criteria are set based on a time obtained by multiplying the working time of the employment criteria by a certain ratio (for example, 1 / 5). Specifically, for example, when the requirement for the applicant is "the working time for cooking work is 40 hours or more", the employment criteria are "the working time for cooking work is 40 hours or more", and the non-employment criteria are "the working time for cooking work is less than 8 hours".

[0065] In this first example, when the working time of the applicant for cooking work meets the employment criteria of 40 hours or more, the determination unit 133 determines that the applicant does not require an employment interview and is to be employed. Also, when the working time of the applicant for cooking work meets the non-employment criteria of less than 8 hours, the determination unit 133 determines that the applicant does not require an employment interview and is not to be employed. Then, when the working time of the applicant for cooking work meets neither the employment criteria nor the non-employment criteria, that is, when the working time of the applicant for cooking work is 8 hours or more and less than 40 hours, the determination unit 133 determines that an employment interview of the applicant is necessary to consider the employment of the applicant.

[0066] In this case, additional conditions may be further added to the employment criteria. For example, in addition to the requirement that the working hours for cooking duties be 40 hours or more, it may be a hiring condition that there is no history of unexcused absences. Also, it may be further added to the hiring conditions that the personality evaluation is 3 or more on a 5-point scale and / or that "want to hire again" is 50% or more in the evaluation of whether to hire again.

[0067] The second example determines the employment conditions and non-employment conditions based on the number of conditions satisfied when multiple conditions are included in the conditions required of the applicant. For example, assume that there are five conditions from the first condition to the fifth condition as follows for the conditions required of the applicant.

[0068] · First condition: The working hours for cooking duties are 8 hours or more · Second condition: There is no history of unexcused absences · Third condition: The personality evaluation is 3 or more on a 5-point scale · Fourth condition: The working hours for customer service duties are 8 hours or more · Fifth condition: "Want to hire again" is 50% or more in the evaluation of whether to hire again

[0069] And the employment conditions shall apply to all of these five conditions. Also, the non-employment conditions shall be that the number of applicable conditions is 1 or less. In this case, when the applicant's work history-related information satisfies all five conditions, the determination unit 133 determines that the applicant does not require an employment interview and is employed. Also, when the number of conditions satisfied by the applicant's work history-related information is 1 or less, the determination unit 133 determines that the applicant does not require an employment interview and is not employed. And when the number of conditions satisfied by the applicant's work history-related information is 2 or more and 4 or less, the determination unit 133 determines that an employment interview for the applicant is necessary to consider the employment of the applicant.

[0070] In this second example, evaluation may be performed by weighting each condition. For example, if the first condition described above is considered to be important in order, the following points are added when each condition is met. Then, the determination unit 133 may determine whether an employment interview is necessary or whether to hire or not hire each applicant based on the total points.

[0071] · First condition: 5 points · Second condition: 4 points · Third condition: 3 points · Fourth condition: 2 points · Fifth condition: 1 point

[0072] According to such a second example, relative evaluation of applicants becomes possible based on the number of conditions met or the points. Therefore, especially when the number of applicants is more than the planned number of hires, it is possible to conduct employment interviews in order from the applicants with better relative evaluation, and it is possible to support more efficient hiring activities. Also, for applicants with low relative evaluation, it is possible to take flexible measures such as putting them on hold once and conducting employment interviews when, for example, the number of applicants for the planned number of hires has not been collected by the end of the application period. In this second example, an essential condition may be set in one or both of the employment conditions and the determination conditions for the necessity of an employment interview. For example, the second condition among the first to fifth conditions described above is set as an essential condition. In this case, even if the number of conditions satisfied by the applicant's work history-related information is two or more, if the second condition is not satisfied, the determination unit 133 determines that the applicant does not require an employment interview and is not hired.

[0073] The third example is also a case where multiple conditions are included in the conditions required for the applicant, similar to the second example. And in this third example, the employment conditions and the non-employment conditions are determined by the combination of whether each of the multiple conditions is satisfied or not. For example, as conditions required for the applicant, assume there are two conditions: the first condition is that the working hours in the cooking business are 50 hours or more, and the second condition is that the character evaluation is 3 or more on a 5-point scale. In this case, regarding whether each of these conditions is satisfied or not, the following four combinations can be considered.

[0074] ·It satisfies both the first condition and the second condition. ·It satisfies the first condition but does not satisfy the second condition. ·It does not satisfy the first condition but satisfies the second condition. ·It does not satisfy either the first condition or the second condition.

[0075] For example, when the applicant's work history-related information satisfies both conditions, the determination unit 133 determines that the applicant does not require an employment interview and is to be employed. Also, when the applicant's work history-related information does not satisfy either of the two conditions, the determination unit 133 determines that the applicant does not require an employment interview and is not to be employed. And when the applicant's work history-related information satisfies only one of the two conditions, the determination unit 133 determines that an employment interview for the applicant is necessary to consider the applicant's employment.

[0076] In this third example, a non-employment condition may be set separately from the aforementioned first condition and second condition. For example, as a non-employment condition, it is conceivable to set a condition that either or both of the following are satisfied: the working hours in the cooking business are less than 8 hours, and the character evaluation is 1 or less on a 5-point scale. And when it does not satisfy both the first condition and the second condition, if it does not satisfy the non-employment condition, it may not be immediately determined as non-employed, but may be put on hold as described in the second example.

[0077] Regarding the evaluation information by the employer about the user's work in the work history-related information, it may be possible to take into account which recruitment user the employer who conducted the evaluation is. For example, importance may be attached to the evaluation made by the recruitment user himself / herself in the past, or importance may be attached to the evaluation by a specific recruitment user (for example, a well-known company, a large company, etc.). Also, the evaluation during a long employment period may be given more importance than the evaluation during a short employment period.

[0078] Furthermore, it may be possible to calculate evaluation values for each industry type and business format. That is, it may be possible to extract evaluation information for the same industry type and the same job type as the job offer for which the determination is to be made and use it for the determination. By doing so, it is possible to make a determination without being influenced by differences in evaluation tendencies depending on the industry type and business format. For example, in the case of a job offer user in an industry where evaluations regarding character are strict, if a determination is made based on the evaluation values given by employers in other industries, job seekers whose actual desired level is lower than that of the job offer user may also meet the conditions. By extracting and using evaluation information for the same industry type and the same job type as the job offer for which the determination is to be made, such mismatches can be suppressed.

[0079] Note that the work history-related information of the job seeker stored in the work history-related information storage unit 122 may further include information on the employer (job offer user) who employed the user in the past, the name of the store where the user worked in the past, and the like. In this case, one or both of the employment conditions and the determination conditions for the necessity of an employment interview may include whether or not there is a past work experience at the same store as the job offer. By doing so, for example, it is possible to select job seekers who have past work experience at the same store and have a high level of proficiency.

[0080] The employment candidate information management unit 134 manages the information of the employment candidates stored in the employment candidate information storage unit 123. For example, the employment candidate information management unit 134 stores the job seeker determined to be employable by the determination unit 133 in the employment candidate information storage unit 123 as an employment candidate. That is, when the determination unit 133 determines that the work history-related information of the job seeker who is an applicant meets the employment criteria and that an employment interview for the user is unnecessary, the employment candidate information management unit 134 registers the job seeker as an employment candidate in the database of the server storage unit 120. At this time, the recruitment information management unit 131 reduces the planned number of employed persons by one for the recruitment for which the employment candidate has been determined.

[0081] Also, when the determination unit 133 determines that an employment interview is necessary, the prospective employee information management unit 134 accepts the input of the employment interview result of the job applicant by the recruitment user. If the input employment interview result is "employed", the prospective employee information management unit 134 stores the job applicant as a prospective employee in the prospective employee information storage unit 123. On the other hand, if the input employment interview result is "not employed", it is not stored in the prospective employee information storage unit 123. That is, the prospective employee information management unit 134 registers the job applicant as a prospective employee in the database of the server storage unit 120 according to the input employment interview result.

[0082] The work history related information management unit 135 manages the work history related information stored in the work history related information storage unit 122. Based on the work status of the job applicant during the employment period, the work history related information of the user stored in the work history related information storage unit 122 is updated. For example, the work history related information management unit 135 updates the information on the job types and working hours of the user's work experience, as well as the attendance information of the user, based on the attendance records of the employed job applicant.

[0083] Also, the work history related information management unit 135 accepts the input of the evaluation information by the employer regarding the user's work, and updates the work history related information stored in the work history related information storage unit 122 based on the input information. For example, the recruitment user, who is the employer that has employed the job applicant, evaluates the skills, work attitude, personality (cheerfulness, politeness, speed, accuracy, etc.) of the job applicant, for example, on a scale of about 4 to 5 levels. Also, the recruitment user, who is the employer, may be able to evaluate whether or not to employ the job applicant again overall.

[0084] In the mediation system 400 according to this embodiment, the timing of the determination process by the determination unit 133 will be described next. The determination unit 133 may determine the acceptance or rejection and the necessity of an employment interview for the job-seeking user related to the application each time the application reception unit 132 receives an application for a job opening. By doing so, it is possible to contact the job-seeking user who has applied regarding acceptance or rejection and the employment interview without making the user wait for a long time.

[0085] Also, when the application reception unit 132 receives applications for job openings during a preset application period, the determination unit 133 may collectively determine the acceptance or rejection and the necessity of an employment interview for the applications made during the application period after the application period has ended. By doing so, it is possible to facilitate making a determination taking into account the relative evaluation of multiple applicants.

[0086] Furthermore, before the application reception unit 132 receives an application from a job-seeking user for a job opening, the determination unit 133 may determine whether the user would be hired or not and whether an employment interview is required if the job-seeking user were to apply. For example, when the server reception unit 112 receives the aforementioned recruitment information list transmission request and the recruitment information management unit 131 creates a recruitment information list, the determination unit 133 determines whether the user would be hired or not and whether an employment interview is required if the job-seeking user were to apply for the recruitment in the recruitment information list. And when the determination result of the determination unit 133 is "hired", the server transmission unit 111 may send a special offer indicating that the recruitment information list can be hired without an employment interview to the terminal 200 of the user. In other words, if the server 100 determines that the user's work experience-related information meets the employment criteria and the determination unit 133 determines that an employment interview for the user is not required, the server 100 may notify the user that they can be hired without an employment interview. Also, the recruitment information management unit 131 may create a recruitment information list by extracting only the recruitment information for which it is determined that an employment interview is not required. On the other hand, when the determination result of the determination unit 133 is "not hired", the recruitment information management unit 131 may exclude the recruitment information with the determination result of "not hired" from the recruitment information list to be sent to the terminal 200 of the user. By doing so, it is possible to prevent recruitment with a very low likelihood of being hired even if applied from being presented to the job-seeking user from the beginning.

[0087] Figure 7 shows an example of a display screen of a recruitment information list. In the example of the display screen shown in the figure, among the recruitment information list, a special offer message 502 is displayed for the recruitment information for which the determination result of the determination unit 133 is "hired". This special offer message 502 can notify the job-seeking user that the recruitment can be hired without an employment interview.

[0088] For another example, when the server receiving unit 112 receives the above-described recruitment information transmission request, the determination unit 133 may determine the acceptance or rejection and the necessity of an employment interview in the case where the job-seeking user applies for the recruitment information related to the request. In this case, if the determination result of the determination unit 133 is acceptance, the server transmission unit 111 may transmit a special offer indicating that employment interview is not required and employment is possible, together with the details of the recruitment information, to the terminal 200 of the user. On the other hand, if the determination result of the determination unit 133 is rejection, in the detailed screen of the recruitment information displayed on the display unit 250 of the terminal 200 of the job-seeking user, the application operation for the recruitment may be disabled (for example, the above-described application button 501 is not displayed).

[0089] FIG. 8 shows an example of a display screen of recruitment information details. In the example of the display screen shown in the figure, a special offer message 502 is displayed on the detailed screen of the recruitment information for which the determination result of the determination unit 133 is acceptance. By this special offer message 502, the job-seeking user can be notified that employment interview is not required and employment is possible for the recruitment.

[0090] Next, with reference to the flowchart of FIG. 9, an example of the operation of the mediation system 400 according to this embodiment will be described. First, in step S10, when the job-offering user operates the terminal 200 to input recruitment information, the input recruitment information is transmitted from the terminal 200 to the server 100. In the subsequent step S11, the recruitment information management unit 131 of the server 100 stores the recruitment information received by the server receiving unit 112 in the recruitment information storage unit 121 and updates the recruitment information stored in the recruitment information storage unit 121. Then, the recruitment information management unit 131 makes the recruitment information during the application period public so that it can be browsed by the job-seeking user. Further, in the subsequent step S12, when the job-seeking user who has browsed the recruitment information on the terminal 200 applies for the recruitment, the application reception unit 132 of the server 100 performs a process of accepting the application for the designated recruitment information in response to the application operation made on the terminal 200 of the job-seeking user. After step S12, the server control unit 130 then performs the process of step S13.

[0091] In step S13, the determination unit 133 of the server control unit 130 determines whether the employment history-related information of the job applicant who applied in step S12 by the application reception unit 132 meets the employment criteria for the application. If it meets the employment criteria, in step S14, the determination unit 133 determines that the user is to be employed and that an employment interview for the user is not required. Then, in the subsequent step S15, the prospective employee information management unit 134 registers the user as a prospective employee in the database.

[0092] On the other hand, if it does not meet the employment criteria in step S13, in step S16, the determination unit 133 determines whether the employment history-related information of the job applicant who applied in step S12 by the application reception unit 132 meets the non-employment criteria for the application. If it meets the non-employment criteria, in step S17, the determination unit 133 determines that the user is not to be employed and that an employment interview for the user is not required. Then, in the subsequent step S18, a notice of non-employment is sent from the server transmission unit 111 to the terminal 200 of the user.

[0093] On the other hand, if it does not meet the non-employment criteria in step S16, in step S19, the determination unit 133 determines that the user is neither to be employed nor not to be employed and that an employment interview for the user is required. Then, in the subsequent step S20, a notice guiding the employment interview is sent from the server transmission unit 111 to the terminal 200 of the user.

[0094] After step S20, the mediation system 400 then performs the process of step S21. That is, when the job applicant operates the terminal 200 to input the employment interview result in step S21, the input recruitment information is sent from the terminal 200 to the server 100. In the subsequent step S22, if the employment interview result received by the server reception unit 112 is employment, the prospective employee information management unit 134 of the server 100 registers the user as a prospective employee in the database.

[0095] After step S15 or S22, the mediation system 400 then performs the process of step S23. In step S23, the employment history related information management unit 135 updates the employment history related information of the applicant user stored in the employment history related information storage unit 122 based on the work status during the employment period of the adopted applicant user.

[0096] As configured above, the program and information processing apparatus according to the present disclosure can be utilized in a program and information processing apparatus for providing recruitment information registered by the employer-side job seeker user to the job seeker user on the employee side and mediating the employment of the job seeker user who wishes to work by the employer-side job seeker user.

Description of Reference Numerals

[0097] 100 Server 110 Server Communication Unit 111 Server Transmission Unit 112 Server Reception Unit 120 Server Storage Unit 121 Recruitment Information Storage Unit 122 Employment History Related Information Storage Unit 123 Scheduled Adoptee Information Storage Unit 130 Server Control Unit 131 Recruitment Information Management Unit 132 Application Reception Unit 133 Judgment Unit 134 Scheduled Adoptee Information Management Unit 135 Employment History Related Information Management Unit 200 Terminal 210 Terminal Communication Unit 211 Terminal Transmission Unit 212 Terminal Reception Unit 220 Terminal Storage Unit 230 Terminal Control Unit 240 Input / Output Unit 250 Display Unit 260 Microphone 270 Speaker 280 Camera 300 Network 400 Mediation System 501 Application Button 502 Special Offer Message

Claims

1. A program to be executed by a computer of an information processing device, A sending step of sending recruitment information about a job offer to a user's terminal; an application acceptance step of accepting an application from a user for the job offer of the recruitment information; A storage step of storing work history-related information in a storage unit, the work history-related information including at least one of information regarding the type of work and working hours of the user, the user's attendance information, and evaluation information by an employer regarding the user's work; a determination step of determining that a job interview for the user is unnecessary when the work history-related information of the user stored in the storage unit satisfies a hiring criterion, and determining that a job interview for the user is necessary when the work history-related information of the user stored in the storage unit does not satisfy the hiring criterion, The sending step is a program that, if it is determined in the determination step prior to the application acceptance step that a hiring interview with the user is not required for the job opening in the recruitment information, sends a notification that a hiring interview is not required to the terminal together with the recruitment information.

2. The determining step includes: If the work history-related information of the user stored in the storage unit satisfies the hiring criteria, it is determined that the user is hired without needing a hiring interview; When the work history-related information of the user stored in the storage unit satisfies a rejection criterion, it is determined that the user does not need a job interview and is rejected; When the work history-related information of the user stored in the storage unit does not satisfy either the hiring criteria or the non-hiring criteria, it is determined that a hiring interview for the user is necessary; The program of claim 1, wherein the sending step includes, if the user determines in the determination step prior to the application acceptance step that a job opening in the recruitment information does not require a job interview, sending a notification to the terminal together with the recruitment information that a job opening in the recruitment information does not require a job interview.

3. 3. The program according to claim 1 or 2, further causing the computer of the information processing device to execute an update step of updating the work history-related information of the user stored in the memory unit based on the user's work situation during the employment period.

4. A program as described in claim 1 or claim 2, which causes a computer of the information processing device to further execute a first registration step of registering the user in a database as a person to be hired if it is determined in the judgment step that the user's work history-related information stored in the memory unit satisfies the hiring criteria and an employment interview with the user is unnecessary.

5. The program described in claim 4, which causes the computer of the information processing device to further execute a second registration step, which, if it is determined in the judgment step that a job interview is necessary for the user, accepts input of job interview results and registers the user in the database as a prospective employee based on the input job interview results.

6. A sending unit that sends recruitment information about a job to a user's terminal; an application acceptance unit that accepts applications from users for the job postings in the recruitment information; A storage unit that stores work history-related information including at least one of information regarding the type of work and working hours of the user, the user's attendance information, and evaluation information by an employer regarding the user's work; a determination unit that determines that a job interview for the user is unnecessary when the work history-related information of the user stored in the storage unit satisfies a hiring criterion, and that a job interview for the user is necessary when the work history-related information of the user stored in the storage unit does not satisfy the hiring criterion; The transmission unit is an information processing device that, when the determination unit determines that an employment interview with the user is not required for the job in the recruitment information before the application receiving unit accepts the application for the job, sends a notification that an employment interview is not required to the terminal together with the recruitment information.

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