Information processing system, information processing method and program

Abstract

To provide an information processing system etc. that can improve convenience when employing personnel within an organization. [Solution] According to one aspect of the present invention, an information processing system is provided which includes at least one processor, and the processor is configured to execute the following steps by reading a program: a first setting step is to set reception settings for receiving scout messages for employees belonging to an organization, wherein the reception settings are settings that enable employees who satisfy a first condition to receive scout messages sent from senders belonging to the organization, and the first condition includes at least that the employee's manager has set the employee to be able to receive scout messages; and a first sending step is to send scout messages for open positions within the organization to employees for whom the reception settings have been set, based on the sender's terminal operation.

Description

[Technical Field]

[0001] The present invention relates to an information processing system, an information processing method, and a program. [Background technology]

[0002] Patent Document 1 discloses a hiring support device for hiring job seekers. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Patent No. 7137720 Summary of the Invention [Problem to be solved by the invention]

[0004] On the other hand, there are also efforts to appoint personnel from within the organization.

[0005] In view of the above circumstances, the present invention provides an information processing system and the like that can improve convenience when employing personnel within an organization. [Means for solving the problem]

[0006] According to one aspect of the present invention, there is provided an information processing system comprising at least one processor, the processor being configured to execute the following steps by reading a program: a first setting step of setting reception settings for receiving scout messages for employees belonging to an organization, wherein the reception settings are settings that enable employees who satisfy a first condition to receive scout messages sent from senders belonging to the organization, the first condition including at least that the employee's manager has set the employee to be able to receive scout messages; and a first sending step of sending scout messages for open positions within the organization to employees for whom the reception settings have been set based on the sender's terminal operation.

[0007] According to this aspect, an information processing system or the like is provided that can improve convenience when employing personnel within an organization. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a configuration diagram illustrating an information processing system 1. FIG. [Figure 2] 2 is a block diagram showing the hardware configuration of the server device 10. FIG. [Figure 3] FIG. 2 is a block diagram showing the hardware configuration of a user terminal 20. [Figure 4] 1 is a block diagram showing functions realized by a server device 10 (controller 11) and a user terminal 20 (controller 21). [Figure 5] FIG. 2 is an activity diagram for explaining information processing according to the present embodiment. [Figure 6] 10 is an example of a screen displayed on a sender terminal. [Figure 7] 10 is a conceptual diagram for explaining the process of generating a resume document RD by a generating unit 116. FIG. [Figure 8] 10 is an example of a screen displayed on a sender terminal. [Figure 9] 10 is an example of a screen displayed on a sender terminal. [Figure 10] 10 is an example of a screen displayed on a sender terminal. [Figure 11] 10 is an example of a screen displayed on a sender terminal. [Figure 12] 10 is an example of a screen displayed on a sender terminal. [Figure 13] 10 is an example of a screen displayed on an employee terminal. [Figure 14] 10 is an example of a screen displayed on an employee terminal. [Figure 15] 10 is an example of a screen displayed when generating position information. [Figure 16] 10 is an example of a screen displayed when generating position information. [Figure 17] 10 is an example of a screen displayed when generating position information. [Figure 18] 10 is an example of a screen that the display control unit 113 causes the user terminal 20 to display. [Figure 19] 10 is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 20] 10 is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 21] 10 is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 22] 10 is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 23] 10 is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 24] 10 is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 25] 10 is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 26] 10 is an example of a screen that the display control unit 113 causes the user terminal 20 to display. DETAILED DESCRIPTION OF THE INVENTION

[0009] Hereinafter, embodiments of the present invention will be described. Note that various features shown in the following embodiments can be combined with each other.

[0010] That is, the information processing system of this embodiment is as follows. An information processing system, at least one processor; The processor is configured to execute the following steps by reading the program: In the first step, you configure the settings for receiving scout messages for employees in your organization. wherein the receiving setting is a setting that enables an employee who satisfies a first condition to receive a scout message sent from a sender who belongs to the organization; The first condition includes at least a condition that a manager of the employee has set the employee to be able to receive the scout message; In a first sending step, the information processing system sends a scout message regarding an open position within the organization to the employee for whom the reception setting has been set, based on the sender's terminal operation.

[0011] Incidentally, the program for realizing the software appearing in one embodiment may be provided as a non-transitory computer-readable medium, or may be provided so that it can be downloaded from an external server, or may be provided so that the program is started on an external computer and its functions are realized on a client terminal (so-called cloud computing).

[0012] Furthermore, various information processing according to an embodiment may realize input and output corresponding to the input. Here, the form of information referenced in such information processing (hereinafter referred to as reference information) is not limited as long as an output is obtained as a result of the input. The reference information may be, for example, rule-based information such as a database, a lookup table, or a predetermined function (including a decision formula such as a regression formula constructed using a statistical method), a trained model that has previously trained the correlation between input and output, or a large-scale language model that can output a desired result by inputting a prompt.

[0013] In one embodiment, a "unit" may include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In one embodiment, various information is handled, and this information is represented, for example, by physical values of signal values representing voltage and current, high and low signal values as a binary bit set consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculations can be performed on a circuit in the broad sense.

[0014] Furthermore, a circuit in the broad sense is a circuit realized by at least an appropriate combination of a circuit, circuitry, processor, memory, etc. The processor may be a general-purpose processor or a dedicated circuit. That is, it includes an application specific integrated circuit (ASIC), a programmable logic device (e.g., a simple programmable logic device (SPLD), a complex programmable logic device (CPLD), and a field programmable gate array (FPGA)), etc.

[0015] 1. Hardware Configuration This section explains the hardware configuration.

[0016] <Information Processing System 1> 1 is a configuration diagram showing an information processing system 1. The information processing system 1 includes a communication line 2, a server device 10, and a plurality of user terminals 20. The server device 10 and the plurality of user terminals 20 are configured to be able to communicate with each other via the communication line 2. The connection between the server device 10 and the plurality of user terminals 20 may be wired or wireless.

[0017] The information processing system 1 constitutes part of a personnel system used by employees belonging to an organization. In a typical embodiment, the information processing system 1 may provide a platform that supports human resource management (employee management) and the formulation of personnel strategies in an organization. Employees (e.g., staff members) belonging to an organization can cause the server device 10 to execute predetermined information processing by operating their own user terminals 20. In the example of FIG. 1, employee U1 is an employee who can receive a scout message. Manager U2 is the manager of employee U1. Here, the "manager" may include, for example, a person in the same organization as employee U1 who is on employee U1's reporting line (e.g., a superior, a line manager, a department head, a division head, etc.), a human resources officer, a human resources manager, a person who makes personnel-related decisions (decision maker), etc. Note that decision makers may also include management personnel and division managers in the organization. Sender U3 is a person who can send a scout message to employee U1. As will be described later, sender U3 may be able to send a scout message to employee U1, provided that he or she has certain authority. Furthermore, the approver U4 is a person who can approve the template, which will be described later. Note that in FIG. 1, for convenience, the administrator U2, the sender U3, and the approver U4 are written differently from the employee U1, but the administrator U2, the sender U3, and the approver U4 may typically be employees in an organization. The administrator U2, the sender U3, and the approver U4 may also be recipients of a scout message. Furthermore, the user terminals 20 used by the employee U1, the administrator U2, the sender U3, and the approver U4 may be referred to as "employee terminals," "administrator terminals," "sender terminals," and "approver terminals."

[0018] In this embodiment, "organization" includes profit-making corporations (for example, companies, etc.), non-profit corporations (for example, cooperatives, foundations, etc.), public corporations (for example, local governments, etc.), and the like.

[0019] Furthermore, in this embodiment, a "scout message" is a message sent by sender U3 to employee U1 based on the functions of server device 10, and includes wording or a sentence that employee U1 can understand. The wording or a sentence here may include wording or a sentence prepared by sender U3 or the like to scout employee U1 for an open position. The scout message may be sent based on a communication technology that allows employee U1 to understand the wording or sentence prepared by sender U3 or the like, and the specific means of communication may be set appropriately. Typically, within the platform that supports human resource management and the formulation of personnel strategies in the organization, as described above, both sender U3 and employee U1 may be configured to be able to send and receive messages. Alternatively, the scout message may be sent from sender U3 to employee U1 via email. Note that a scout message sent via email in this manner may also be called a "scout email." Furthermore, the scout message may be sent from the sender U3 to the employee U1 via a messaging service such as SMS (Short Message Service), a chat service such as Chatwork (registered trademark) or Slack (registered trademark), or a social networking service (SNS) such as Facebook (registered trademark) or Instagram (registered trademark). Alternatively, the scout message may be sent from the sender U3 to the employee U1 via a communication app such as LINE (registered trademark) or Kakao Talk (registered trademark). Information about these communication methods (email address, phone number, service account, app account, etc.) may be associated with the employee U1 in advance and stored in the server device 10, etc.

[0020] In one embodiment, the information processing system 1 comprises one or more devices or components, which will be described below.

[0021] <Server device 10> Fig. 2 is a block diagram showing the hardware configuration of server device 10. As shown in Fig. 2, server device 10 includes a control unit 11, a storage unit 12, a communication unit 13, and a communication bus 14. Control unit 11, storage unit 12, and communication unit 13 are electrically connected within server device 10 via communication bus 14.

[0022] <Control unit 11> The control unit 11 processes and controls the overall operations related to the server device 10. The control unit 11 is, for example, a central processing unit (CPU). The control unit 11 realizes various functions related to the server device 10 by reading out predetermined programs stored in the storage unit 12. In other words, information processing by software stored in the storage unit 12 is specifically realized by the control unit 11, which is an example of hardware, and can be executed as each functional unit included in the control unit 11. These will be described in more detail in the next section. Note that the control unit 11 is not limited to being a single unit, and the server device 10 may have multiple control units 11 for each function. Furthermore, the server device 10 may be configured with a combination of these.

[0023] <Storage section 12> The memory unit 12 stores various pieces of information defined above. This can be implemented, for example, as a storage device such as a solid state drive (SSD) that stores various programs and the like related to the server device 10 executed by the control unit 11, or as a memory such as a random access memory (RAM) that stores temporarily required information (arguments, arrays, etc.) related to the program operations. The memory unit 12 stores various programs, variables, etc. related to the server device 10 executed by the control unit 11.

[0024] <Communications Department 13> The communication unit 13 is preferably a wired communication means such as USB, IEEE1394, Thunderbolt (registered trademark), or wired LAN network communication, but may also include wireless LAN network communication, mobile communication such as LTE / 5G, or BLUETOOTH (registered trademark) communication as needed. That is, it is more preferable to implement it as a collection of multiple communication means. That is, the server device 10 may communicate various information from the outside via the communication unit 13 and the network.

[0025] The server device 10 may be an on-premise server or a cloud server. The cloud server device 10 may provide the above-described functions and processes in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0026] <User terminal 20> Fig. 3 is a block diagram showing the hardware configuration of user terminal 20. As shown in Fig. 3, user terminal 20 includes control unit 21, storage unit 22, communication unit 23, input unit 24, output unit 25, and communication bus 26. Control unit 21, storage unit 22, communication unit 23, input unit 24, and output unit 25 are electrically connected via communication bus 26 inside user terminal 20. Description of control unit 21, storage unit 22, and communication unit 23 will be omitted as they are the same as the descriptions of the respective units in server device 10.

[0027] <Input section 24> The input unit 24 accepts operation inputs made by the user. The operation inputs are transferred as command signals to the control unit 21 via the communication bus 26. The control unit 21 can execute predetermined control or calculations based on the transferred command signals as necessary. The input unit 24 may be included in the housing of the user terminal 20 or may be attached externally. For example, the input unit 24 may be implemented as a touch panel integrated with the output unit 25. When the input unit 24 is implemented as a touch panel, the user can input tap operations, swipe operations, etc. to the input unit 24. Instead of a touch panel, a switch button, a mouse, a trackpad, a QWERTY keyboard, etc. can be used as the input unit 24.

[0028] <Output section 25> The output unit 25 displays a screen of a graphical user interface (GUI) that can be operated by the user. The output unit 25 may be included in the housing of the user terminal 20 or may be attached externally. Specifically, the output unit 25 may be implemented as a display device such as a CRT display, a liquid crystal display, an organic EL display, or a plasma display. It is preferable that these display devices are used appropriately depending on the type of user terminal 20.

[0029] 1 shows an example in which the user terminal 20 is a laptop PC (Personal Computer), but in this embodiment, there is no particular limitation on the type of terminal of the user terminal 20. That is, each user terminal 20 may be various information processing terminals such as a desktop PC, a laptop PC, a smartphone, a tablet terminal, etc.

[0030] 2. Functional configuration This section describes the functional configuration of this embodiment. Information processing by software stored in the storage unit 12 is specifically realized by the control unit 11, which is an example of hardware, and can be executed as each functional unit included in the control unit 11 (a processor provided in the information processing system 1).

[0031] FIG. 4 is a block diagram showing functions realized by the server device 10 (controller 11) and the user terminal 20 (controller 21).

[0032] 4A, the server device 10 (control unit 11) includes a setting unit 111, a transmission unit 112, a display control unit 113, an acquisition unit 114, a memory management unit 115, a generation unit 116, an extraction unit 117, and an artificial intelligence unit 118. As shown in FIG. 4B, the user terminal 20 (control unit 21) includes a display control unit 211 and an operation reception unit 212.

[0033] <Settings section 111> The setting unit 111 is configured to be able to execute a setting step. In the setting step, the setting unit 111 performs various settings related to the information processing system 1. In the example of this embodiment, the setting unit 111 performs reception settings related to reception of scout messages for an employee U1 who belongs to the organization. Details of this setting will be explained later.

[0034] <Transmitting unit 112> The sending unit 112 is configured to be able to execute a sending step. In the sending step, the sending unit 112 sends predetermined information to various users. In a typical embodiment, the sending here is performed to the user terminals 20 used by the various users. In the example of this embodiment, the sending unit 112 sends a scout message regarding an open position within the organization to employee U1, who has been set up to receive messages, based on the terminal operation of sender U3. Details of this sending process will be explained later.

[0035] <Display control unit 113> The display control unit 113 is configured to be able to execute a display control step. In the display control step, the display control unit 113 generates various display information and controls the display content that can be viewed by the user. The display information may be information itself generated in a form that can be viewed by the user, such as a screen, an image, an icon, or text, or may be rendering information for displaying a screen, an image, an icon, or text on various terminals. In this embodiment, the display control unit 113 displays a screen on the screen of the terminal of the sender U3 that shows employee U1 as a candidate to send a scout message. The display form and the like will be explained later.

[0036] <Acquisition part 114> The acquisition unit 114 is configured to be able to execute an acquisition step. In the acquisition step, the acquisition unit 114 acquires various information from various information processing devices, etc. In this embodiment, the acquisition unit 114 acquires information regarding employee U1's interest in the open position and / or the attributes of employee U1. Details of the acquired information and how to utilize it will be explained later.

[0037] <Storage management section 115> The memory management unit 115 is configured to be able to execute a memory management step. In the memory management step, the memory management unit 115 manages various pieces of information related to the information processing system 1 that need to be stored. Typically, the memory management unit 115 is configured to store information handled by the server device 10, various terminals, etc., in a memory area. This memory area is exemplified by, for example, a memory area (memory unit 12) provided in the server device 10 or a memory area of various devices, but this memory area does not necessarily have to be within the system shown in FIG. 1, and the memory management unit 115 can also manage various pieces of information to be stored in an external storage device, etc. In the example of this embodiment, the memory management unit 115 stores templates that serve as the text to be sent for scout messages. Details of these templates will be explained later.

[0038] <Generation unit 116> The generation unit 116 is configured to be able to execute a generation step. In the generation step, the generation unit 116 generates various pieces of information based on the acquired information. As an example, the generation unit 116 generates a set of employees U1 collected by selecting or extracting a portion of the employees U1 registered in the employee database. In addition, the generation unit 116 generates sentences, documents, etc. based on the acquired information. The specific content generated by the generation unit 116 will be explained later.

[0039] <Extraction part 117> The extraction unit 117 is configured to be able to execute an extraction step. In the extraction step, the extraction unit 117 acquires information that satisfies a predetermined condition from the acquired information. Details of the extraction process will be explained later.

[0040] <Artificial Intelligence Department 118> The artificial intelligence unit 118 is configured to receive input from each functional unit and return the instructed output. The artificial intelligence used by the server device 10 in each functional unit may be a common one, or may be prepared individually for each functional unit.

[0041] The artificial intelligence unit 118 is an AI (Artificial Intelligence) equipped with learning models such as Transformers including GPT (Generative Pretrained Transformer, including GPT-1, GPT-2, and GPT-3), BERT (Bidirectional Encoder Representations from Transformers), and BART (Bidirectional and Auto-regressive Transformer), and language models such as Recurrent Neural Networks (RNNs), and may include generative AI and AI agents.

[0042] The language model is an example of a learning model based on a machine learning algorithm. Specific examples of machine learning algorithms include nearest neighbor methods, naive Bayes methods, decision trees, support vector machines, and deep learning using neural networks. The artificial intelligence unit 118 can apply the above algorithms as appropriate.

[0043] The artificial intelligence unit 118 may have a trained model constructed by a learning method such as supervised learning, unsupervised learning, or self-supervised learning. In supervised learning, machine learning is performed using training data (training data). The training data consists of pairs of input data for learning and output data (correct answer data). Furthermore, the language model may not only be trained for a specific task, but also be a general-purpose model that can be used for a wide range of tasks.

[0044] The artificial intelligence unit 118 may use a natural language model as the artificial intelligence, or may include a general-purpose natural language processing trained model such as a large-scale language model (LLM) trained on a huge amount of data. An LLM is a learning model trained in advance on a large amount of data (e.g., (i) web content on the Internet, or (ii) data stored in a specified database) composed of text data, etc., and can perform various language processing tasks when given a task. Following given prompts, it can perform a wide range of natural language processing tasks, such as understanding sentence patterns and context, answering questions, and generating sentences. Such a general-purpose learning model may include a language model capable of handling various tasks without fine-tuning, using one-shot learning, few-shot learning, etc. Furthermore, a general-purpose learning model can also handle various tasks using zero-shot learning. The artificial intelligence used in each functional unit of the control unit 11 may be a separate learning model, or a common general-purpose learning model. A large-scale language model is a type of generative AI and includes models provided by services such as OpenAI's GPT, Google's Gemini, and Microsoft's Azure AI Studio. Additionally, the artificial intelligence unit 118 can include any machine learning model, deep learning model, artificial intelligence model, etc. The artificial intelligence unit 118 may be constructed in a system external to the information processing system 1. Furthermore, the artificial intelligence unit 118 may be of an interactive type (which may be interpreted as a chat type or a conversation type) that alternately receives input for performing instructed output and generates and outputs information.

[0045] The learning model included in the artificial intelligence unit 118 can perform additional learning using techniques such as transfer learning or fine tuning. For example, the artificial intelligence unit 118 learns whether the output content has been modified by a user or the like. That is, the artificial intelligence unit 118 may perform additional learning and fine tuning based on modifications to the content output by the learning model. Furthermore, for example, each time new data is registered, the artificial intelligence unit 118 may perform additional learning and fine tuning using the new data as new training data. This improves the accuracy of the information output from the learning model.

[0046] The learning model included in the artificial intelligence unit 118 may be a learning model (distilled model) obtained by knowledge distillation using an original trained model. In knowledge distillation, a trained model such as a large-scale language model is used as a teacher model, and the parameters of the student model (distilled model) are adjusted to reduce the output loss (Soft Target Loss) of the student model (distilled model) relative to the output (Soft Target) of the teacher model, thereby learning the student model, which becomes the distilled model. Alternatively, the student model may be learned to reduce the output loss (Hard Target Loss) of the student model relative to the correct label (Hard Target) of the teacher data (combination of input data and output data of the learning model). Compared to the original trained model (teacher model), the distilled model has a smaller number of parameters and a smaller processing load while maintaining performance close to the trained model. Therefore, using a distilled model can reduce the cost of the information processing system 1.

[0047] For example, the learning model used in each functional unit may be a distilled model trained using a combination of input data and output data in a large-scale language model as training data. Furthermore, when the information processing system 1 is introduced, a large-scale language model may be used as the learning model used in each functional unit, and when training data from the large-scale language model is accumulated, a distilled model obtained by knowledge distillation using the training data may be used as the learning model used in each functional unit.

[0048] AI agents may also be called autonomous agents. An "AI agent" is a model that, when given a goal (purpose, objective, etc.) such as "teach me XX" or a task such as "output XX," breaks down the processing required to reach the goal or accomplish the task into subtasks, actions, etc., and performs tasks such as collecting and analyzing necessary data, generating and executing programs, etc. AI agents target information and instructions input by a user, autonomously select and execute tasks and actions according to the goal, and output information according to the goal, without requiring user intervention (operational input). AI agents may also autonomously learn to achieve their goals by autonomously creating and executing plans and evaluating the results. For example, an AI agent may be autonomously updated based on the results of subtask execution (e.g., collected information, information analysis results, etc.).

[0049] <Display control unit 211> The display control unit 211 of the user terminal 20 controls the display of a screen indicated by the screen data transmitted from the server device 10.

[0050] <Operation Reception Unit 212> The operation reception unit 212 of the user terminal 20 receives operations by a user (such as employee U1) who uses the user terminal 20.

[0051] 3. Information Processing Method This section describes an information processing method of the server device 10. This information processing method may be executed as each step by each unit of the server device 10. Note that the various features described in this section can be combined with each other as long as no technical contradiction occurs.

[0052] FIG. 5 is an activity diagram for explaining information processing according to this embodiment. As shown in this activity diagram, in the information processing method according to this embodiment, first, the sender U3 operates his / her own terminal (sender terminal) to display employee candidates to whom a scout message is to be sent (activities A101 to A104). Then, the sender U3 identifies the employee U1 to whom the scout message is to be sent and operates to send the scout message (activity A105). Then, based on the terminal operation of the sender U3, the sending unit 112 of the server device 10 sends the employee U1 a scout message regarding an open position within the organization (activity A106). Note that, in this embodiment, the employee U1 to whom the scout message is to be sent is an employee for whom predetermined reception settings have been configured. The screen displayed on the terminal of the sender U3 and details of the reception settings will be described below with reference to examples.

[0053] Figure 6 is an example of a screen displayed on the sender terminal. The screen shown in Figure 6 shows detailed information about individual employees belonging to an organization. That is, sender U3, who sees the screen shown in Figure 6, can check information about employee U1 to whom he or she wants to send a scout message and decide whether to send the scout message.

[0054] In the example screen shown in FIG. 6 , a resume document RD (internal resume) for a specific employee U1 is displayed in area Rg1. Here, the resume document RD is a document containing information about employee U1, and is also referred to as a "human resources management document" or "internal human resources management document." This resume document RD may also be referred to as a resume of employee U1. Such a resume document RD is typically a document containing registered information registered in an employee database, and may include a career summary, previous positions, job types, skills and experience, and a history within the organization (internal history) of employee U1. Here, the career summary is, for example, a sentence summarizing the career of employee U1. The internal history is, for example, a sentence describing the career within the current organization in chronological order. Furthermore, the resume document RD may be an internal resume (e.g., a document aggregating the registered information) based on the registered information registered in the employee database. The resume document RD may also include information about the career history of the employee U1, etc. outside the organization (for example, previous employment and prior career history). The resume document RD may typically be made available for viewing within a predetermined range within the organization.

[0055] 6, the items described in the resume document RD include employee U1's career summary, previous positions, previous job types, skills and experience, and company history, but the types and number of items described in the resume document RD may be set arbitrarily depending on the organization's objectives, etc. The items described in such a resume document RD may be related to various registered information registered in the employee database.

[0056] Here, the "employee database" may be a database in which various data relating to employees U1 and the like is accumulated. The employee database may also be called a "personnel database." The employee database may also be a collection of multiple databases. That is, the employee database may include databases such as a basic information database, a goal evaluation database, a position database, a skill database, a recruitment database, a condition survey database, an organizational diagnosis survey database, an original survey database, an interview database, and an attendance database. Each of these databases stores and / or accumulates individual data (registration information) of employees U1 and the like. The recruitment database may store recruitment data for new graduates and recruitment data for mid-career recruitment. The position database and the skill database may also be part of the basic information database or the goal evaluation database.

[0057] The registered information stored in the employee database may be personnel information. The registered information stored in the employee database may also be classified into multiple categories. The "categories" may include, for example, employee U1's name, gender, age, employee code, contact information, affiliation, employment type, years of service, years of affiliation (department, division, etc.) (years of service), work location, job duties, career history, set goals within the organization, evaluation of goals, information about employee U1 before joining the organization (hiring information, resume), condition, engagement (e.g., eNPS), aptitude or personality, interview history (interviewee, comments, etc.), attendance information (overtime hours, number of annual holidays taken, etc.). The information at the time of hiring may include the position offered at the time of hiring, annual salary, hiring interviewer, evaluation at the time of hiring, aptitude test results, reference check information, etc. Note that information other than the information at the time of hiring may be information after joining the organization (post-hiring information).

[0058] The content to be written in the resume document RD may be input manually (manually) by employee U1 or the like. The content to be written in the resume document RD may also be generated and input using the functions of the generation unit 116. The content to be written in the resume document RD may also be input by employee U1 or the like after modifying text generated using the functions of the generation unit 116 manually (manually). In other words, the generation unit 116 may generate a resume document RD (or a part of the resume document RD) that includes document components derived from registered information stored in the employee database. The document components here may include text created based on the functions of the artificial intelligence unit 118. That is, the resume document RD (or a part of the resume document RD) of this embodiment may include text output from the artificial intelligence module (artificial intelligence unit 118) based on registration information registered in the employee database input to the artificial intelligence module (artificial intelligence unit 118) (i.e., the generation unit 116 of the server device 10 may generate a human resources management document for an employee by inputting the registration information of the employee registered in the employee database into the artificial intelligence module (artificial intelligence unit 118). Furthermore, the resume document RD (or a part of the resume document RD) of this embodiment may be input by manually modifying the text output from the artificial intelligence module (artificial intelligence unit 118) by employee U1 or the like. In a typical example, the registration information input to the artificial intelligence module (artificial intelligence unit 118) may include a resume of employee U1 before he / she joined the organization (before joining the company), employee U1's career history within the organization (such as transfer history), goals, evaluations, and other personnel information. For example, the creation of a resume document RD (or a part of the resume document RD) from the registered information may be performed by referring to reference information including a correlation between the registered information and the resume document RD (or a part of the resume document RD). Here, a human resources management document creation model, which is a learning model trained to use the registered information as input and the resume document RD (or a part of the resume document RD) as output, may be used as the reference information. For example, the human resources management document creation model is a learning model trained using the registered information and the corresponding resume document RD (or a part of the resume document RD) as training data.The generation unit 116 may input the registration information into a human resources management document creation model included in the artificial intelligence module (artificial intelligence unit 118) and cause the human resources management document creation model to output a resume document RD (or a portion of the resume document RD). The human resources management document creation model may be, for example, a learning model such as a language model or a large-scale language model, or may be an AI including a generation AI. The generation unit 116 may input a prompt into the artificial intelligence module (artificial intelligence unit 118) containing an instruction to create and output a resume document RD (or a portion of the resume document RD) from the registration information and the registration information, and cause the artificial intelligence module (artificial intelligence unit 118) to output the resume document RD (or a portion of the resume document RD). The generation unit 116 may also input a prompt into the artificial intelligence module (artificial intelligence unit 118) containing, for example, one or more samples of the registration information and one or more samples of the corresponding resume document RD (or a portion of the resume document RD), in addition to an instruction to extract keywords and the registration information. This allows the employee's career history, such as skills, experience, transfer history, etc., to be easily documented and visualized. An example of the generation process of the resume document RD by the generation unit 116 will be described in detail below.

[0059] FIG. 7 is a conceptual diagram illustrating the generation process of a resume document RD by the generation unit 116. The resume document RD of this embodiment may be composed of multiple document components that indicate information such as the work history and attributes of employee U1 who belongs to the organization. These document components may include, for example, first document components that are keywords included in the registered information, and second document components that include sentences created based on the registered information. As shown in FIG. 7, the generation unit 116 may acquire first registered information RI1 or second registered information RI2 from multiple databases included in the personnel database D10.

[0060] The generation unit 116 may extract keywords included in first registration information RI1 from the registered information as first document components DC1, and may also generate sentences created based on second registration information RI2, which is different from the first registration information RI1, as second document components DC2. In this embodiment, two or more categories of registered information related to employee U1 belonging to an organization may be accepted, and a resume document RD may be generated based on the accepted information. The generation unit 116 may select a procedure for converting the registered information into document components depending on the form or category of the registered information. This allows multiple pieces of registered information from different categories to be converted into appropriate forms for resume document elements and integrated into a single document.

[0061] The first registered information RI1 is registered information registered in the database that is converted by the generation unit 116 into a first document component DC1 or a second document component DC2. The first registered information RI1 may be information described by keywords or numerical values. Examples of the first registered information RI1 include basic information acquired from a basic information database, position information acquired from a position database, skill information acquired from a skill database, condition acquired from a condition survey database, eNPS acquired from an organization diagnosis survey database, and aptitude or personality acquired from an original survey database. The generation unit 116 may generate multiple first document components DC1 from first registered information RI1 of one category, or may generate one first document component DC1 from first registered information RI1 of multiple categories.

[0062] The second registered information RI2 is registered information that is registered in the database and converted into the first document component DC1 or the second document component DC2 by the generation unit 116. The second registered information RI2 may be information written in text. Examples of the second registered information RI2 include goals or evaluations obtained from a goal evaluation database, transfer history information obtained from a personnel database, information at the time of employment obtained from a recruitment database (e.g., a resume at the time of employment), 1-on-1 history obtained from an interview database, and attendance information obtained from an attendance database.

[0063] As shown in FIG. 7, the generation unit 116 may generate multiple second document components DC2 from the second registration information RI2 of one category, or may generate a first document component DC1 and a second document component DC2 from the second registration information RI2 of one category.

[0064] Extraction of the first document constituent DC1 from the first registered information RI1 may be performed by referring to first reference information including the correlation between the first registered information RI1 and the first document constituent DC1. As the first reference information, for example, an extraction item list is used. The extraction item list lists candidates (samples) for each item, such as department, division, job, etc., and the generation unit 116 extracts keywords corresponding to each item from the registered information and sets them as the first document constituent DC1. Therefore, the first document constituent DC1 may include multiple keywords.

[0065] Alternatively, a keyword extraction model may be used as the first reference information, which is a learning model trained to input the first registered information RI1 and output the first document constituent DC1. The first document constituent DC1 is, for example, a keyword representing a skill, experience, qualification, or the like. For example, the keyword extraction model is a learning model trained using the first registered information RI1 and the corresponding first document constituent DC1 as training data. The generation unit 116 may input the first registered information RI1 to a keyword extraction model included in an artificial intelligence module (artificial intelligence unit 118) and cause the keyword extraction model to output the first document constituent DC1. Note that the keyword extraction model may be, for example, a learning model such as a language model or a large-scale language model, or may be an AI including a generation AI. In this case, the generation unit 116 may input a prompt into the keyword extraction model, which includes an instruction to extract keywords representing a skill, experience, qualification, or the like from the first registered information RI1 and the first registered information RI1, and cause the keyword extraction model to output the first document constituent DC1. In addition, the generation unit 116 may input a prompt into the keyword extraction model that includes, in addition to the keyword extraction instruction and the first registered information RI1, for example, one or more samples of the first registered information RI1 and one or more corresponding samples of the first document components DC1.

[0066] The second document component DC2 may include a sentence newly created using keywords included in the registered information. The second document component DC2 may be a summary of a sentence included in the second registered information RI2, a sentence reconstructed using keywords included in the second registered information RI2, or a sentence newly constructed using keywords included in the first registered information RI1. The second document component DC2 may be a sentence newly summarized from a sentence (created sentence) such as work history (internal career) created by the generation unit 116. The second document component DC2 may be, for example, a sentence related to work history created using registered information, or a summary sentence of work history and registered information. In this specification, a sentence summarizing work history (internal career) may also be referred to as a "career summary" or "job summary," etc.

[0067] The second document constituent DC2, which is a summary of the sentence included in the second registered information RI2, may be created by referring to second reference information including the correlation between the second registered information RI2 and the second document constituent DC2. As the second reference information, for example, a summarization model, which is a learning model trained to use the second registered information RI2 as input and output the second document constituent DC2, may be used. For example, the summarization model is a learning model trained using the second registered information RI2 and the corresponding second document constituent DC2 as training data. The generation unit 116 may input the second registered information RI2 to a summarization model included in an artificial intelligence module (artificial intelligence unit 118) and cause the summarization model to output the second document constituent DC2. Furthermore, the summarization model may be a learning model such as a language model or a large-scale language model, or may be an AI including a generation AI. In this case, the generation unit 116 may input to the summarization model an instruction to summarize the sentence included in the second registered information RI2 and a prompt into which the second registered information RI2 has been inserted, and cause the summarization model to output the second document constituent DC2. Furthermore, the generation unit 116 may input to the summarization model a prompt into which, in addition to the summary generation instruction and the second registered information RI2, for example, one or more samples of the second registered information RI2 and one or more corresponding samples of the second document constituent DC2 have been inserted.

[0068] The generation unit 116 may create a new sentence as the second document component DC2 by combining multiple keywords included in the first registered information RI1 or multiple keywords included in the sentence of the second registered information RI2. The generation of the new sentence based on the first registered information RI1 or the second registered information RI2 may be performed by referring to third reference information including a correlation between the first registered information RI1 or the second registered information RI2 and the new sentence. As the third reference information, for example, a sentence creation model is used, which is a learning model trained to input the first registered information RI1 or the second registered information RI2 and output the second document component DC2. For example, the sentence creation model is a learning model trained using the first registered information RI1 or the second registered information RI2 and the corresponding second document component DC2 as training data. The generation unit 116 may input the first registered information RI1 or the second registered information RI2 to the sentence creation model of the artificial intelligence module (artificial intelligence unit 118) and cause the sentence creation model to output the second document component DC2. Furthermore, the writing model may be, for example, a learning model such as a language model or a large-scale language model, or may be an AI including a generation AI. In this case, the generation unit 116 may input to the writing model an instruction to create a new sentence based on the first registered information RI1 or the second registered information RI2 and a prompt into which the first registered information RI1 or the second registered information RI2 is inserted, and cause the writing model to output the second document constituent DC2. Furthermore, the generation unit 116 may input to the writing model a prompt into which, in addition to the sentence creation instruction and the first registered information RI1 or the second registered information RI2, for example, one or more samples of the first registered information RI1 or the second registered information RI2 and one or more corresponding samples of the second document constituent DC2 are inserted.

[0069] The generation unit 116 may determine whether the acquired registered information is the first registered information RI1 or the second registered information RI2, and may generate the first document component DC1 or the second document component DC2 using the first reference information, the second reference information, or the third reference information. The generation unit 116 may use a learning model (i.e., a model that integrates a keyword extraction model and a summary creation model) that receives the registered information as input, determines whether the input registered information is the first registered information RI1 or the second registered information RI2, and then outputs either the first document component DC1 or the second document component DC2.

[0070] The second document component DC2, which is a sentence obtained by re-summarizing a sentence (created sentence) created by the generation unit 116, may be created by referring to fourth reference information including a correlation between the created sentence and the second document component DC2. For example, the fourth reference information may be a summarization model, which is a learning model trained to input an created sentence such as a work history (internal history) and output the second document component DC2. For example, the summarization model is a learning model trained using the created sentence and the corresponding second document component DC2 as training data. The generation unit 116 may input the created sentence to a summarization model in an artificial intelligence module (artificial intelligence unit 118) and cause the summarization model to output the second document component DC2. Furthermore, the summarization model may be a learning model such as a language model or a large-scale language model, or may be an AI including a generation AI. In this case, the generation unit 116 may input a prompt, which includes an instruction to summarize the sentence included in the created sentence and creation information, to the summarization model and cause the summarization model to output the second document component DC2. In addition, the generation unit 116 may input a prompt into the summary creation model that includes, in addition to the summary creation instructions and the created sentence, for example, one or more sample created sentences and one or more corresponding samples of second document components DC2.

[0071] The generation unit 116 may generate document components for each category from registered information for multiple categories, or may generate one document component from registered information for multiple categories. Furthermore, the generation unit 116 may generate multiple document components from registered information for one category. For example, FIG. 7 shows an example in which a first document component DC1 for "Possessed Skills / Job Type," a second document component DC2 for "Internal Experience," and a second document component DC2 for "Job Summary" are generated from registered information for "Goals / Evaluation." Also, FIG. 7 shows an example in which a first document component DC1 for "Educational Background / Job Type / Qualifications at Time of Hiring" and a second document component DC2 for "Offer Content / Evaluation" are generated from registered information for "Information at Time of Hiring." The "Job Summary" shown in FIG. 7 may be a summary of a text (such as an internal experience) created based on the registered information for "Goals / Evaluation."

[0072] When a sender U3 comes across a screen displaying a resume document RD as shown in FIG. 6, the sender U3 can proceed with the operation of sending a scout message by pressing a button BT1 provided on the screen. In an exemplary embodiment, pressing the button BT1 displays an area Rg2 as a side panel on the screen, where the user can create and send a scout message. This area Rg2 may include, for example, a form F1 that identifies position information related to the open position and a form F2 that allows the user to set (input) a scout message. That is, the sender U3 can send a scout message to the specified employee U1 by entering predetermined information and then pressing the button BT2. Note that in an exemplary embodiment, by sending a scout message, the job details (job posting) for the position information identified in form F1 may be viewable by the employee U1 to whom the scout message was sent.

[0073] In this embodiment, the "open position" refers to a position (such as a department, division, or role) within an organization for which personnel are being recruited. The position may be registered in advance by a sender U3 or the like within the platform provided by the information processing system 1. In a typical example, the open position for which the sender U3 is recruiting may be registered as registration information within the platform provided by the information processing system 1, along with position information such as the recruitment background, organization overview, desired talent profile, application requirements (essential conditions, preferred conditions), job details, and prepared scouting text. Here, the position information may be referred to as "internal position requirements" or "internal position requirements," and may include application requirements for the open position within the organization. The person who creates and registers the "position information" may be the sender U3 himself who sends the scout message, or an employee other than the sender U3. For example, a human resources officer or the like may create and register the position information, and then a person in the business division or the like related to the open position may send a scouting message to employee U1 based on the created and registered position information. In this embodiment, for convenience, the person who registers the "open position" or the person who creates and registers the "position information" may be referred to as the "sender U3, etc." However, as described herein, the person who registers the "open position" or the person who creates and registers the "position information" is not limited to the sender U3. Note that such registered information (or a portion of the registered information) may be configured to be viewable by employee U1. In other words, the open position or position information may be made public as a job posting within the organization, and employee U1 may be able to apply voluntarily, regardless of whether or not they have a history of sending scout messages. This increases employees' opportunities to discover various positions within the organization and provides them with opportunities for career development within the organization. On the other hand, the open position or position information may be viewable only by those with certain authorizations. Even in this case, sending a scout message to employee U1 allows communication between sender U3 and employee U1.

[0074] The registered position information may include text. The text included in the position information may be manually (manually) input by the sender U3 or the like. The text included in the position information may be generated by the function of the generation unit 116 and then input. The text included in the position information may be input by the sender U3 or the like after the information generated by the function of the generation unit 116 has been manually (manually) modified. That is, the generation unit 116 may generate text related to the position information. The text related to the position information may include text created based on the function of the artificial intelligence unit 118. That is, the generation unit 116 may input input information from the sender U3 or the like to the artificial intelligence module (artificial intelligence unit 118) to obtain text output from the artificial intelligence module (artificial intelligence unit 118) and use the text as the position information (that is, the generation unit 116 of the server device 10 may generate position information for available positions by inputting predetermined input information to the artificial intelligence module (artificial intelligence unit 118).). Furthermore, the position information in this embodiment may be input by employee U1 or the like, after the text output from the artificial intelligence module (artificial intelligence unit 118) has been manually (manually) corrected. Here, the input information input to the artificial intelligence module (artificial intelligence unit 118) may include information input by sender U3 or the like, such as the position name (name of the open position), the desired talent profile, information about employees currently (or previously) holding the open position, job type, skills, etc. This allows open positions within an organization to be easily documented and visualized.

[0075] As an example, the generation unit 116 may input input information input by the sender U3 or the like into an artificial intelligence module (artificial intelligence unit 118) to output (generate) a sentence related to position information. For example, the input information may be input to a position information generation model possessed by the artificial intelligence unit 118, and the position information generation model may output a sentence related to position information related to the input information. The position information generation model here may be a learning model that receives the input information as input and is trained to output a sentence related to position information related to the input information. In other words, the position information generation model may be a learning model that is trained using the input information and the corresponding sentence related to position information as training data. Furthermore, the position information generation model may be a learning model such as a language model or a large-scale language model, or may be an AI including a generation AI. In this case, the generation unit 116 may refer to the input information and input a prompt into the position information generation model that includes an instruction to generate a sentence related to position information related to the input information and the input information input by the sender U3 or the like, and then output a sentence related to the position information. In addition to the instruction to generate a sentence related to the position information and the input information, the generation unit 116 may input a prompt, for example, including one or more input information samples and one or more corresponding sentences related to the position information, into the position information generation model. The sentences related to the position information generated by the generation unit 116 may be sentences that constitute the entire position information or sentences that constitute only a part of the position information. In this manner, by visualizing the position information related to the open position and the aforementioned human resources management document (resume document RD) of employee U1, matching of personnel (employee U1) in the organization with the open position can be more efficiently promoted. In an exemplary embodiment, the display control unit 113 of the server device 10 may perform a first display and / or a second display based on the correlation between the generated human resources management document and the generated position information. Here, the first display is to display employee U1, who is correlated with the open position, on the screen of the sender U3's terminal. The second display is to display the open position, which is correlated with the human resources management document, on the screen of employee U1's terminal.Specific examples of these displays will be described later.

[0076] Note that this embodiment may be configured as follows. That is, the memory management unit 115 of the server device 10 may store a template that serves as the text to be sent for the scout message. Note that the template may be stored in any location. Then, the transmission unit 112 of the server device 10 may transmit a scout message based on the stored template to employee U1 in response to a terminal operation by sender U3. By adopting such an embodiment, the scout message can be efficiently transmitted to employee U1 without requiring excessive checking by sender U3.

[0077] The template text to be sent for the scout message may have text set for each type of recruiting position. On the other hand, the template text to be sent may have text content that is constant regardless of the type of recruiting position. In one embodiment, when a specific recruiting position is entered into form F1, the text to be sent corresponding to the entered recruiting position may be entered into form F2. The text to be sent entered into form F2 may be changed as appropriate in response to the sender U3's terminal operation. On the other hand, the text to be sent entered into form F2 may be configured to be unable to be changed. A typical example of such an embodiment in which the text cannot be changed is one in which the sender U3 is prevented from inputting text information related to the scout message and is only allowed to send scout messages based on stored templates. By adopting such an embodiment, the burden on the sender U3 of sending scout messages is reduced.

[0078] The template that will be the message to be sent may have variables embedded in it. Here, the variables may vary part of the content of the message to be sent depending on the registered information of employee U1. That is, in the example shown in FIG. 6, a variable is embedded in the section where the name of employee U1, who will be the recipient of the scout message, is to be inserted. In this case, the message to be sent can be adjusted by inserting the registered information of employee U1, who will be the recipient (in this example, employee U1's surname, "ABC").

[0079] Furthermore, in this embodiment, the system is configured so that an employee U1 who has made a predetermined reception setting can receive scout messages. That is, in this embodiment, the setting unit 111 of the server device 10 makes reception settings related to the reception of scout messages for an employee U1 who belongs to an organization. Here, the reception settings are settings that enable an employee U1 who satisfies a first condition to receive scout messages sent from a sender who belongs to the organization. The first condition includes at least a condition that the manager U2 of employee U1 has made a setting to enable the employee U1 to receive scout messages.

[0080] That is, the scout message in this embodiment is configured to be receivable by employee U1 who satisfies the first condition. In other words, it is configured to be unreceivable by employee U1 who does not satisfy the first condition. Here, the manner in which reception is unreceivable includes, for example, control that prevents sender U3 from sending a scout message, such as graying out the display of button BT2 and disabling its function.

[0081] Regarding the setting of the first condition, the administrator U2 can set whether or not employee U1 will receive scout messages by operating his / her own terminal (administrator terminal). As mentioned above, the term "administrator" can include a person on employee U1's reporting line (e.g., a superior, a line manager, a department head, a division head, etc.), a human resources officer, a human resources manager, a person who makes human resources decisions (decision maker), etc. If the administrator U2 is a person on employee U1's reporting line (e.g., a department head, a division head, etc.), the administrator U2 can set whether or not employee U1 will receive scout messages, taking into consideration employee U1's career plan, etc. Furthermore, if the administrator U2 is a human resources officer, a human resources manager, a human resources manager, a decision maker, etc., the administrator U2 can set whether or not employee U1 will receive scout messages, taking into consideration employee U1's tenure in his / her current job, his / her performance evaluation, the personnel composition of the organization as a whole, and the division head, etc. In other words, in any of the above cases, the administrator U2, other than employee U1 himself / herself, can set the settings related to employee U1.

[0082] The first condition here may be a composite condition, that is, a condition different from that set by the administrator U2 may be combined, and this combined condition may be adopted as the first condition.

[0083] In an exemplary embodiment, the first condition may further include that the human resources management document (resume RD) of the target employee U1 is made publicly available within a predetermined range within the organization. The human resources management document (resume RD) described above can also be used by employee U1 to promote his or her career history, skills, etc. to other departments or divisions within the organization. From this perspective, by including the disclosure of the human resources management document (resume RD) as part of the first condition, scouting within the organization can be carried out efficiently.

[0084] Regarding the disclosure of this human resources management document (resume document RD), the human resources management document (resume document RD) may have, for example, the following statuses. That is, the status of the human resources management document (resume document RD) may include, for example, a status in which employee U1 has not yet created the human resources management document (resume document RD) (not created), a status in which employee U1 is in the process of creating or is creating the human resources management document (resume document RD) but has not yet made it publicly available (draft), and a status in which employee U1 has already made the human resources management document (resume document RD) public (public). The scope of disclosure of this human resources management document (resume document RD) can be arbitrarily set depending on the purpose of using the human resources management document (resume document RD). For example, the human resources management document (resume document RD) may be disclosed to the entire organization or only to authorized personnel within the organization. The authority here may be set, for example, according to the department or division to which the viewer belongs, or according to the viewer's position or rank (hierarchy). These settings may be made by, for example, a human resources person, a human resources manager, a human resources director, or a person who makes decisions regarding human resources (decision maker) in an organization.

[0085] In an exemplary embodiment, the first condition may further include that the target employee U1 has set himself / herself to be able to receive scout messages. In other words, if the employee U1 does not want to receive scout messages, the employee U1 can disable the reception of scout messages by setting himself / herself. This allows for efficient operation of scouts within the organization.

[0086] In addition, the following settings may be made regarding the scout messages sent by sender U3. That is, in the information processing system 1 of this embodiment, an upper limit on the number of scout messages that sender U3 can send and / or the time interval required for sender U3 to send scout messages to the same employee U1 may be set in advance. Because a specific sender U3 or a specific department or division may reduce the work efficiency of the organization by sending a large number of scout messages, an upper limit may be set on the number of scout messages that sender U3 can send. Furthermore, because sending consecutive scout messages to employee U1 by sender U3 may also reduce the work efficiency of the organization, a predetermined time interval may be required for resending a scout message. These settings may be set, for example, by a human resources officer, human resources manager, human resources director, or person who makes human resources decisions (decision maker) in the organization.

[0087] Furthermore, when the sender U3 identifies the employee U1 to whom he / she wants to send a scout message, the following screen may be displayed.

[0088] That is, the display control unit 113 of the server device 10 may display a screen on the screen of the terminal of the sender U3, showing employee U1 as a candidate to whom a scout message is to be sent. FIG. 8 is an example of a screen displayed on the sender terminal. In the example screen shown in FIG. 8, narrowing-down conditions (search conditions) for employee U1 can be set in area Rg3, and the narrowing-down (search) results are displayed in area Rg4. That is, upon accessing the screen shown in FIG. 8, the sender U3 can input predetermined search conditions in form F3 or form F4 and then press button BT3 to extract employees U1 who satisfy the predetermined conditions from among the employees U1 belonging to the organization. Information about the extracted employee U1 may be displayed in area Rg4. As an example, FIG. 8 shows an example in which the extracted employee U1 is displayed in card format. Then, by specifying the extracted employee U1 (e.g., by clicking on the corresponding card), transition to the individual screen for employee U1, as shown in FIG. 6, is possible. As described above, after transitioning to the individual screen, an operation to send a scout message is possible.

[0089] In an exemplary embodiment, the sender U3 can also send scout messages to multiple employees U1 in bulk. Explaining this based on the example screen shown in Fig. 8, the sender U3 can select the employees U1 to whom he or she wants to send a scout message from among the extracted employees U1, and then press button BT4 to send the scout message to the selected employees U1 (in bulk). Note that the selection of employees U1 may be performed using check boxes CB or the like shown on the screen of Fig. 8.

[0090] Furthermore, the screen displayed by the display control unit 113 may be controlled so that employees U1 who satisfy the first condition are displayed and employees U1 who do not satisfy the first condition are not displayed. That is, while an example of graying out the button (button BT2) for performing the sending operation has been described above, for example, in the example screen shown in FIG. 8 , employees U1 who do not satisfy the first condition (i.e., employees who are not the recipients of the scout message) may be controlled not to be displayed on the screen. Separately, the display mode on the screen may be controlled to be different between employees U1 who satisfy the first condition and employees U1 who do not satisfy the first condition. Examples of such control of the display mode include changing the color tone of a column or range indicating the target employee U1, or attaching a predetermined tag or mark. Other examples include, but are not limited to, changing the font of text indicating the target employee U1. That is, a display control unit that highlights a predetermined part on the screen may be used as a means for identifying such employee U1.

[0091] In an exemplary embodiment, the screen displayed by the display control unit 113 may display candidates to whom a scout message for a position has already been sent in a different manner from candidates to whom a scout message has not been sent. In the example shown in FIG. 8, a scout message has already been sent to an employee U1 named "XX XX." By adopting such a mode, it is possible to prevent sender U3 from sending duplicate scout messages to the same employee U1.

[0092] Furthermore, when the sender U3 identifies the employee U1 to whom he / she wants to send a scout message, the following screen may be displayed.

[0093] FIG. 9 is an example of a screen displayed on the sender's terminal. FIG. 10 is an example of a screen displayed on the sender's terminal. The screen shown in FIG. 9 displays a list of employees U1 in the organization. When the sender U3 accesses the screen shown in FIG. 9 and operates button BT5, the following processing becomes possible. That is, by pressing button BT5, a specific group can be selected, and a list of employees U1 belonging to the selected group can be displayed on the screen of the sender U3's terminal. FIG. 10 shows an example of a screen displayed when the group "transfer candidates" is selected (designated) as the group. That is, on the screen of the sender U3's terminal, the sender U3 can select an employee U1 to whom to send a scout message while checking the list of employees U1 belonging to the group. Note that the example shown in FIG. 10 shows the selection of one group, "transfer candidates," but multiple groups may be selected by operating button BT5. In this case, the screen shown in FIG. 10 displays employees belonging to any of the multiple groups. That is, the sender U3 can extract the employee U1 from a preset set, and can efficiently identify the employee U1 to whom he / she wants to send a scout message.

[0094] In addition, when the sender U3 accesses the screen shown in FIG. 10, he or she can select one of the candidates displayed as "transfer candidates" to transition to an individual screen for the selected candidate. As mentioned above, after transitioning to the individual screen, it is possible to send a scout message. In one aspect, as in the example described in FIG. 8, it is also possible to select a portion of the candidates belonging to a group and then send a scout message all at once. That is, the screen shown in FIG. 10 may also have a check box or the like that allows the user to further select the employee U1 to whom the scout message is to be sent. It may then be possible to send a scout message (all at once) to the selected employees U1.

[0095] Here, a "set" may refer to a grouping of (information about) employees belonging to an organization, aggregated for a specific purpose. This set may typically relate to human resource management or personnel strategies within the organization. A set may be, for example, a collection of candidates or relevant individuals for a specific personnel-related event, such as "transfer candidates," "promotion candidates," "overseas assignment candidates," "selection candidates," or "promoted individuals." Such a set may be generated by a person who manages personnel information in the organization (e.g., a personnel officer, personnel manager, personnel director, or a person who makes personnel-related decisions (decision maker)). The person who generates the set may be referred to as a "set generator." In this embodiment, a "set" may be formed by collecting employees U1, and therefore may be interpreted as a "group," "flock," "aggregate," "pool," "list," or the like.

[0096] Furthermore, while a set may be an aggregation of employees U1 according to a predetermined purpose, the set itself may be associated with a profile of the employees U1 to be aggregated. In a typical example, the type (category) of a set may be set by the set creator. The set creator may also associate information such as career history, skills, qualifications, years of service (years of service with the organization, years of service with a specific department within the organization, etc.), job type, evaluation, age, position, and grade as the profile of the employees to be aggregated in the set. For example, when setting a set of the type "transfer candidate," the creator may associate the employee's years of service in their current department, whether their evaluation within the organization is within a predetermined range, and so on.

[0097] Furthermore, such a set may be generated by the function of the generation unit 116. Specifically, the generation unit 116 may generate a set of employees U1 that is collected by selecting or extracting a portion of the employees U1 registered in the employee database. That is, the set of employees U1 may be generated by artificially (manually) selecting a portion of the employees U1, or may be generated by (mechanically) extracting a portion of the employees U1 based on the function of the server device 10. On the other hand, from the viewpoint of appropriately aggregating the employees U1, it is preferable that the generation unit 116 generates a set by adding the employees U1 selected by the set generator to the set.

[0098] The screen of the terminal of the sender U3 may have the following configuration: That is, the acquisition unit 114 of the server device 10 may acquire information about employee U1's interest in the recruiting position and / or the attributes of employee U1. Then, the display control unit 113 of the server device 10 may display a screen on the screen of the terminal of the sender U3 showing employee U1 as a candidate to whom a scout message will be sent. Here, the screen may display candidates who satisfy a second condition associated with the acquired information about employee U1's interest in the recruiting position and / or the attributes of the employee in a different manner from candidates who do not satisfy the second condition.

[0099] That is, as shown in FIGS. 8 and 10 , the display control unit 113 of the server device 10 can display information about multiple employees U1 in a list format on the screen of the sender U3's terminal. On such a screen, if an employee U1 satisfies a predetermined condition (second condition), the employee U1 who satisfies the condition may be displayed on the screen in a different manner from other employees U1. Furthermore, the sender U3 may be prompted to send a scout message to the employee U1 who satisfies the predetermined condition (second condition). To explain this based on a typical example, the display manner on the screen may be controlled so that the column or range indicating the employee U1 who satisfies the predetermined condition (second condition) is more likely to attract the sender U3's attention. While not limited to this, this control of the display manner can be considered a typical example of the first display described above.

[0100] Examples of such control of the display mode include changing the color tone of the column or range indicating the target employee U1, or adding a predetermined tag or mark. Other examples include, but are not limited to, changing the font of the text indicating the target employee U1. In other words, a display control means for highlighting a predetermined part on the screen may be used as a means for identifying such employee U1.

[0101] Whether employee U1 satisfies the second condition may be determined by the function of the extraction unit 117 of the server device 10. For example, if the second condition relates to information about employee U1's interest in the recruited position, the extraction unit 117 may determine the level of information about employee U1's interest in the recruited position based on, for example, the operation history of employee U1 on objects (object OBJ1, object OBJ2) described below. On the other hand, the extraction unit 117 may determine whether employee U1 satisfies the second condition based on registered information registered in the employee database. In other words, the information about employee U1's interests and attributes acquired by the acquisition unit 114 may be based on the registered information registered in the employee database. This allows the extraction unit 117 to extract employee U1 who matches the recruited position. For example, the extraction unit 117 can determine and extract employee U1 as a desirable candidate for a scout message based on whether the skills and experience registered in the employee database match the application requirements for the position, or whether the years of service and / or length of employment in a specific department registered in the employee database are equal to or greater than a predetermined value. The display control unit 113 can then display the extracted employee U1 on the screen of the sender U3's terminal in the various ways described above. Additionally, if the position being recruited is "North American Sales Manager," the extraction unit 117 can determine that employee U1 is a desirable candidate for a scout message based on the employee's English skills (e.g., English test scores) and / or employment history in an overseas department (e.g., work experience and years of service in an overseas department). In making this determination, the extraction unit 117 can refer to position information (e.g., a talent profile) set for the recruited position. Of course, the means for determining whether an employee satisfies the second condition is not limited to this, and various determination means may be employed.

[0102] As an example, the extraction unit 117 may input position information related to the open position and various registered information registered in the employee database into an artificial intelligence module (artificial intelligence unit 118), thereby outputting (extracting) employees who satisfy the second condition. Here, the various registered information may include a resume document RD (or a part of the resume document RD), and the resume document RD (or a part of the resume document RD) may be created by the artificial intelligence unit 118 or may be created by the artificial intelligence unit 118 and modified by an employee or the like. For example, the position information and the registered information registered in the employee database may be input into an employee extraction model possessed by the artificial intelligence unit 118, and the employee extraction model may output employees who have a correlation with the position information. Here, the employee extraction model may be a learning model trained to input position information and registered information registered in the employee database, extract registered information that has a correlation with the position information from the registered information registered in the employee database, and output the corresponding employees. In other words, the employee extraction model may be a learning model trained using position information, registered information registered in the employee database, and corresponding employees as training data. The employee extraction model may be a learning model such as a language model or a large-scale language model, or may be an AI including a generative AI. In this case, the extraction unit 117 may refer to various registration information registered in the employee database, input a prompt containing an instruction to extract employees correlated with position information and the position information into the employee extraction model, and output employees correlated with the position information. The extraction unit 117 may also input a prompt containing, in addition to the employee extraction instruction and the position information, one or more position information samples and one or more corresponding employee samples into the employee extraction model. The types of position information used in this extraction process may be some or all of the position information described above. The types of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0103] Furthermore, the extraction unit 117 can also output (extract) employees who satisfy the second condition based on the function of the artificial intelligence module (artificial intelligence unit 118) by vector matching between registration information such as a resume document RD and position information, as described below. That is, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert position information related to the open position into vector data (first vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the registration information of each employee belonging to the organization into vector data (second vector data). Then, the extraction unit 117 causes the artificial intelligence module (artificial intelligence unit 118) to extract employees who have a correlation with the position information (employees who satisfy the second condition or employees who match the open position) from among the employees belonging to the organization based on the proximity of the distance between the first vector data and the second vector data. Note that the proximity of the distance between the vector data here may be evaluated by various methods, such as the angle between the two vectors (cosine similarity). The types of position information used in the extraction process here may be some or all of the position information described above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0104] Furthermore, the extraction unit 117 can also output (extract) employees who satisfy the second condition as follows, based on the function of the artificial intelligence module (artificial intelligence unit 118). That is, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the registration information of employees who have already sent scout messages into vector data (third vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the registration information of each employee belonging to the organization into vector data (fourth vector data). Then, the extraction unit 117 causes the artificial intelligence module (artificial intelligence unit 118) to extract employees who have a correlation with employees who have already sent scout messages from among the employees belonging to the organization, based on the proximity of the distance between the third vector data and the fourth vector data. Note that the proximity of the distance between the vector data here may be evaluated by various methods, and may be evaluated, for example, by the angle formed by both vectors (cosine similarity). Furthermore, if there are multiple employees who have already sent scout messages, the third vector data may be data obtained by integrating the vector data for the multiple employees. Data integration here includes, for example, averaging the data, but is not limited to this, and various integration processes may be used. Alternatively, if there are multiple employees who have already sent scout messages, the third vector data may be vector data for each of the multiple employees. In other words, employees who have a correlation with the open position may be extracted by evaluating the proximity of the vector data for each of the multiple employees to the fourth vector data.

[0105] Furthermore, the sender U3's terminal may display the following screen. Figure 11 is an example of a screen displayed on the sender's terminal. The screen shown in Figure 11 is a management screen MS1 that can be viewed by the sender U3, and displays a variety of information related to the open position. In other words, when the sender U3 views the screen in Figure 11, they can grasp various information from the screen when sending a scout message, and can efficiently send the scout message.

[0106] In the example screen shown in FIG. 11, area Rg5 displays various information related to a specific open position (North American Sales Manager), including buttons (buttons BT6-BT9) that allow various operations, as well as the recruitment background, skills required for the open position, and the manager of the open position (page manager list). Area Rg6 displays employees U1 who are interested in the open position, and area Rg7 displays employees U1 whose skills match the open position. Area Rg8 displays information about the external talent market related to the open position.

[0107] The skill-matched employee U1 displayed on the management screen MS1 may have a predetermined correlation with the recruited position. Although the employee U1 is displayed as a "skill-matched employee" here, it may be an employee U1 whose registration information matches the recruited position and its position information. This extraction process can be realized by the function of the extraction unit 117. For example, the extraction unit 117 can determine whether the skill and experience information of employee U1 included in the registration information registered in the employee database matches or is similar to the skill and experience information of the recruiting conditions included in the position information, using a technique such as keyword matching, and extract employee U1 who is correlated (matches) with the recruited position. For example, the extraction unit 117 can also output (extract) employee U1 as follows based on the function of the artificial intelligence module (artificial intelligence unit 118): First, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the employee's registration information into vector data (fifth vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the position information of the open position into vector data (sixth vector data). Then, the extraction unit 117 causes the artificial intelligence module (artificial intelligence unit 118) to extract employees who have a correlation with the position information of the open position from among the employees, based on the proximity of the vector data (between the fifth vector data and the sixth vector data). When extracting and outputting employees, employees who have a higher degree of correlation with the position information of the open position may be displayed, and such employees may be specially identified. For example, when the extraction unit 117 extracts employees, a threshold value for correlation that the extraction unit 117 references may be set, and employees who are to be identified in this way may be identified based on their relationship with the threshold value. For example, only employees whose relationship exceeds the threshold may be output.

[0108] The sender U3 who accesses the management screen MS1 shown in FIG. 11 can perform, for example, the following operations. That is, the sender U3 can display a list screen showing a list of employees U1 who have sent scout messages by pressing button BT6, for example, by clicking. That is, the display control unit 113 of the server device 10 can display a list screen showing a list of employees U1 who have sent scout messages on the screen of the sender U3's terminal. Then, on the list screen displayed by the display control unit 113, one or more of the following may be displayed in association with each employee U1 who has sent a scout message: (i) the reply status to the scout message; (ii) the selection status for the open position; and (iii) a link that transitions to a screen in the recruitment management system that shows individual applicants for the open position.

[0109] FIG. 12 is an example of a screen displayed on the sender terminal. The screen shown in FIG. 12 displays the name NM (full name) of employee U1 to whom sender U3 sent a scout message, as well as various other items such as employee number EN (employee code), interest in the position ITR, first status ST1, second status ST2, link LNK to the recruitment management system, and scout message sender SD. That is, the screen in FIG. 12 displays the contents (management contents) of each management item for each employee U1 to whom a scout message was sent. Note that in FIG. 12, the first status ST1 indicates the status of the reply to the scout message. Furthermore, in FIG. 12, the second status ST2 indicates the status of the selection process for the open position corresponding to the scout message.

[0110] Input to such a list screen may be made by the sender U3 entering text in the appropriate field, or the sender U3 may set the status for each employee U1 who has sent a scout message by selecting one of pre-set options.

[0111] More specifically, a set of statuses may be set in advance for each open position. Here, the set of statuses may include multiple statuses that the sender U3 can select. The sender U3 may then set the status for each employee U1 who has sent a scout message by selecting one of the statuses included in the set of statuses that has been set in advance.

[0112] Such a status set for each available position may be set when the position is registered. In one aspect, the server device 10 may store in advance a combination of an available position and a status set corresponding to the available position. The combination of the available position and the status set thus stored can typically be used as a template on the list screen.

[0113] To explain this based on the item for the first status ST1 in the example shown in Figure 12, a set of various statuses such as "Accepted," "Considering," and "Declined" are provided in advance for this first status ST1. Then, the sender U3 who accesses the screen shown in Figure 12 can select one from the set of statuses by operating the form placed in the item for the first status ST1. In this way, the sender U3 can set the status for the employee U1 who sent the scout message.

[0114] In the example shown in FIG. 12, the "ITR of interest in position" item can also be entered by selecting it from the status set as described above. Alternatively, this item may be set or updated based on the operation of the terminal on the employee U1 side. In other words, objects OBJ1 and OBJ2 are shown in FIG. 13, which will be described later, and the display of the "ITR of interest in position" item may be configured to switch based on the operation of these objects by employee U1. The functions of the corresponding objects will be described in detail later.

[0115] In addition, in the example shown in FIG. 12, a link (link LNK to the recruitment management system) is displayed in association with employee U1 who sent the scout message, transitioning to a screen in the recruitment management system that shows individual applicants for the open position. In a typical implementation, the platform provided by the information processing system 1 of this embodiment may be linked to a recruitment management system, and by operating the link from the screen shown in FIG. 12, transition to a specific screen in the recruitment management system (individual screen for the applicant) can be made. Note that, while the example shown in FIG. 12 shows an example in which a link is created for employee U1 who accepted the scout message, the timing of creating this link may be arbitrary. For example, it is also possible to create a link to the recruitment management system at the time the scout message is sent, without being related to the content of the reply to the scout message.

[0116] 12, the sender of the scout message (scout message sender SD) is displayed in association with employee U1 who sent the scout message. By displaying the specific sender of the scout message in this way, it is possible to better manage the open positions.

[0117] Furthermore, by pressing button BT7 on the management screen MS1 shown in Fig. 11, it is possible to search for employee U1 to send a scout message. As an example, by pressing button BT7, it is possible to transition to a search screen such as that shown in Fig. 8.

[0118] Furthermore, by pressing button BT8 on the management screen MS1 shown in FIG. 11, authority settings for sender U3 can be made. That is, in response to an operation by sender U3, the setting unit 111 of the server device 10 can make settings for sender U3 of a scout message. In a typical aspect, the setting unit 111 of the server device 10 may make transmission settings related to sending scout messages for employees belonging to the organization. Here, the transmission settings are settings that enable employees who satisfy a third condition to send scout messages. The third condition may include a setting that enables a person with predetermined authority in the organization to send scout messages to employees. That is, in the example of the management screen MS1 of FIG. 11, sender U3 (or a person among senders U3 who has predetermined setting authority) can enable sending scout messages to employees in the organization by operating button BT8. Specifically, the sender U3 (or a sender U3 with a predetermined setting authority) designates employees in the organization who are allowed to send scout messages and grants them authority, thereby setting up the sending settings. Note that employees for whom sending settings have been set up in this way may be displayed, for example, in the "Page Administrator List" on the management screen MS1 of FIG. 11.

[0119] Furthermore, by pressing button BT9 on the management screen MS1 shown in FIG. 11, settings regarding the text of the scout message can be configured. As described above, the memory management unit 115 of the server device 10 may store a template that serves as the text of the scout message, and the transmission unit 112 of the server device 10 may transmit a scout message based on the stored template to the employee U1 in response to a terminal operation by the sender U3. The template here may be configured so that the sender U3 can transmit a scout message based on the template on the condition that an approver U4 belonging to the organization has approved the template. That is, in this embodiment, an operation may be adopted in which the sender U3 has the approver U4 approve the content of the template in advance before transmitting a scout message based on the template. In a typical embodiment, pressing button BT9 displays a template designation screen in which the sender U3 designates the content of the template. The template designation screen may be configured so that the sender U3 can go through an approval flow for the template designated by the sender U3. By using this type of approval flow, the approver U4 can be asked to decide whether or not the template specified by the sender U3 can be used. Then, when the approver U4 approves the use of the template, the template specified by the sender U3 can be used. However, this type of approval flow is not necessarily required. For example, extremely general-purpose templates can be stored in advance, and such general-purpose templates can be used without requiring special approval. Regarding this type of operation, various systems can be designed in accordance with the guidelines of the organization.

[0120] In the management screen MS1 in Fig. 11, an area Rg6 shows an employee U1 who is interested in the available position, but the employee U1 shown in this area Rg6 may be the employee U1 who operated an object OBJ1 in Fig. 13, which will be described later. The specific functions of the object will be described later.

[0121] 11, an area Rg7 shows an employee U1 whose skills match the available position, and the employee U1 shown in this area Rg7 may be, for example, an employee U1 who satisfies the second condition described above. In other words, by displaying an employee U1 who is correlated with the available position on the management screen MS1 as well, the sender U3 can send an efficient scout message.

[0122] In the management screen MS1 in FIG. 11 , area Rg8 displays information related to human resources outside the organization or the human resources market for the open position. In relation to such information, the following configuration may be adopted in this embodiment. That is, the acquisition unit 114 of the server device 10 may acquire job seeker information and / or job information outside the organization. Then, the display control unit 113 of the server device 10 may display visual information based on the job seeker information and / or job information acquired by the acquisition unit 114 on the screen of the terminal of the sender U3. Here, the visual information may include information regarding the number of job information related to the open position outside the organization or the number of job seekers related to the open position.

[0123] That is, the server device 10 of this embodiment may generate predetermined visual information based on job seeker information and recruitment information outside the organization (outside the organization) acquired by the acquisition unit 114, and display the generated visual information on the screen of the terminal of the sender U3. The source of acquisition of the job seeker information and recruitment information here may be set as appropriate, and as one example, the acquisition unit 114 may acquire the job seeker information and recruitment information from a platform that matches employers and job seekers (e.g., a job change support platform or an employment support platform). That is, the platform provided by the information processing system 1 of this embodiment may be linked to a platform that matches employers and job seekers, and the acquisition unit 114 of the server device 10 may acquire the job seeker information and recruitment information registered on the platform that matches employers and job seekers, thereby generating the predetermined visual information.

[0124] The visual information displayed on the screen of the sender U3's terminal may include information regarding the number of job postings related to the open position or the number of job seekers related to the open position. That is, in the example shown in FIG. 11 , the number of job postings (job postings) similar to the open position "North American Sales Manager" and the number of job seekers matching the open position are displayed. The number of job postings and job seekers may be displayed with specific numerical values or with qualitative terms such as "large," "medium," or "small." The visual information displayed on the screen of the sender U3's terminal may also indicate the effectiveness (hiring probability) of inviting job seekers outside the organization to apply for the open position based on the job seeker information and job postings acquired by the acquisition unit 114. Regarding the effectiveness (hiring probability) here, for example, the effectiveness (hiring probability) may be determined to be high when the number of similar job postings is small and the number of job seekers outside the organization is large. That is, when the number of similar job postings is small and the number of job seekers outside the organization is large, job seekers are more likely to apply for the open position. By showing such information to the sender U3, the sender U3 can determine the effort and man-hours required for scouting activities within the organization. In a typical example, if there are many similar job openings outside the organization and few job seekers for a specific job position, it is determined that it is difficult to secure candidates for the position from outside the organization. In this case, the sender U3 can determine that it would be effective to promote employee U1 within the organization, and can take action to actively send scouting messages to employee U1 who belongs to the organization.

[0125] Note that the job information related to the job opening (similar job opening) here may be job information about a job opening that has a (certain) correlation with the job opening. Such job information that has a correlation with the job opening can be extracted, for example, by the function of the extraction unit 117. For example, the extraction unit 117 can determine that there is a correlation between the job opening and the job opening outside the organization when the job type and / or industry of the job opening and the job opening outside the organization match or are similar. Furthermore, the extraction unit 117 can determine that there is a correlation between the job opening and the job opening outside the organization when the work location, required skills, etc. of the job opening and the job opening outside the organization match or are similar.

[0126] The extraction unit 117 may also input position information about the open position and registered information in job postings outside the organization into an artificial intelligence module (artificial intelligence unit 118), thereby causing the module to output (extract) job postings related to the open position. For example, the position information and registered information in job postings outside the organization may be input into an external job posting extraction model possessed by the artificial intelligence unit 118, causing the external job posting extraction model to output job postings correlated with the position information. The external job posting extraction model here may be a learning model trained to input position information and registered information in job postings outside the organization, extract registered information correlated with the position information from the registered information in job postings outside the organization, and output corresponding job postings. In other words, the external job posting extraction model may be a learning model trained using position information, registered information in job postings outside the organization, and corresponding job postings as training data. The external job posting extraction model may also be a learning model such as a language model or a large-scale language model, or an AI including a generative AI. In this case, the extraction unit 117 may refer to the registered information in the job information outside the organization, input a prompt containing an instruction to extract job listings correlated with the position information and the position information into the external job listing extraction model, and output the job listings correlated with the position information. Furthermore, the extraction unit 117 may input a prompt containing, for example, one or more sample pieces of position information and one or more corresponding job listing samples into the external job listing extraction model in addition to the instruction to extract job listings and the position information. The types of position information used in this extraction process may be some or all of the position information described above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate for purposes such as improving extraction efficiency.

[0127] The extraction unit 117 can also output (extract) job information related to the open position based on the function of the artificial intelligence module (artificial intelligence unit 118) as follows. That is, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert position information related to the open position into vector data (seventh vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert registered information in job information outside the organization into vector data (eighth vector data). Then, the extraction unit 117 causes the artificial intelligence module (artificial intelligence unit 118) to extract job information correlated with the open position from job information outside the organization based on the proximity of the distance between the seventh vector data and the eighth vector data. Note that the proximity of the distance between the vector data here may be evaluated by various methods, such as the angle between the vectors (cosine similarity). Note that the types of position information used in this extraction process may be some or all of the position information listed above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0128] Furthermore, the job seeker related to the above-mentioned open position may be a job seeker outside the organization who has a (certain) correlation with the open position. Note that the correlation here may be a relationship such as a correlation between the registered information of the job seeker outside the organization and the position information for the open position. In a typical example, a job seeker related to the open position outside the organization can be identified on the basis that the job type and / or desired industry of the job seeker matches or is similar to the recruitment conditions for the open position (the job type being recruited and / or the industry of the organization). Such a job seeker can be extracted, for example, by the function of the extraction unit 117.

[0129] As an example, the extraction unit 117 may input position information related to the open position and various registration information of job seekers outside the organization into an artificial intelligence module (artificial intelligence unit 118), thereby outputting (extracting) job seekers related to the open position. For example, the position information and various registration information of job seekers outside the organization may be input into a job seeker extraction model possessed by the artificial intelligence unit 118, and the job seeker extraction model may output job seekers correlated with the position information. The job seeker extraction model here may be a learning model trained to input position information and various registration information of job seekers outside the organization, extract registration information of job seekers correlated with the position information from the registration information of job seekers outside the organization, and output the corresponding job seekers. In other words, the job seeker extraction model may be a learning model trained using position information, various registration information of job seekers outside the organization, and the corresponding job seekers as training data. The job seeker extraction model may also be a learning model such as a language model or a large-scale language model, or an AI including a generative AI. In this case, the extraction unit 117 may refer to various registered information of job seekers outside the organization, input a prompt containing an instruction to extract job seekers who have a correlation with the position information and the position information into the job seeker extraction model, and output job seekers who have a correlation with the position information. Furthermore, the extraction unit 117 may input a prompt containing, for example, one or more position information samples and one or more corresponding job seeker samples into the job seeker extraction model in addition to the job seeker extraction instruction and the position information. The types of position information used in this extraction process may be some or all of the position information described above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0130] The extraction unit 117 can also output (extract) job seekers related to the recruited position based on the function of the artificial intelligence module (artificial intelligence unit 118) as follows. Specifically, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert position information related to the recruited position into vector data (ninth vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert various pieces of registration information about job seekers outside the organization into vector data (tenth vector data). The extraction unit 117 then causes the artificial intelligence module (artificial intelligence unit 118) to extract job seekers who are correlated with the recruited position from among job seekers outside the organization based on the proximity of the distance between the ninth vector data and the tenth vector data. The proximity of the distance between the vector data here may be evaluated by various methods, such as the angle between the vectors (cosine similarity). The types of position information used in the extraction process here may be some or all of the position information listed above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0131] The visual information may also include information such as the compensation amount (annual salary) offered when recruiting for a position outside the organization. Such compensation amount may be calculated based on the number of job postings and the number of job seekers, and may typically be the going rate for offers when applying for a position outside the organization. By referring to such information, the sender U3 can consider how much effort it will take to send a scouting message to employee U1 within the organization.

[0132] On the other hand, employee U1 who receives the scout message can perform the following operations.

[0133] Fig. 13 is an example of a screen displayed on an employee terminal. The screen shown in Fig. 13 is a management screen MS2 displayed on the terminal of employee U1, and is displayed when employee U1 logs in to the platform provided by the information processing system 1. On this management screen MS2, various notifications (notifications NT1 to NT3) are displayed for employee U1.

[0134] Employee U1, who has confirmed notifications NT1 to NT3, can transition to a page that displays details about the corresponding notification by clicking or otherwise pressing the area corresponding to each notification. For example, by clicking or otherwise pressing the area corresponding to notification NT1, the page can transition to a page where the details of the scout (scout message) can be confirmed. This page where the details of the scout (scout message) can be confirmed will be described later with reference to FIG. 14.

[0135] 13, the following manner may be adopted. That is, the acquisition unit 114 of the server device 10 may acquire information about employee U1's interest in the recruiting position and / or employee attributes. The display control unit 113 of the server device 10 may then display the scout message sent by sender U3 on the screen of employee U1's terminal. Here, the display manner of the scout message on the screen may be controlled to be different from that when the fourth condition is not satisfied, on the condition that a fourth condition associated with the acquired information about employee U1's interest in the recruiting position and / or employee attributes is satisfied.

[0136] Specifically, when a sent scout message satisfies a predetermined condition (fourth condition), the scout message that satisfies such a condition may be displayed on the screen in a manner different from that of other scout messages. Also, for example, the display manner of the screen may be controlled so that the column or range showing the scout message that satisfies such a predetermined condition (fourth condition) is more likely to attract the attention of employee U1.

[0137] Examples of such control of the display mode include changing the color tone of the column or range indicating the target scout message, or adding a predetermined tag or mark. Other examples include, but are not limited to, changing the font of the text indicating the target scout message. In other words, a display control means for highlighting a predetermined part on the screen may be used as a means for identifying such a scout message.

[0138] 13, the scout message corresponding to notification NT1 is tagged with the tag TG1 "Attention," whereas the scout message corresponding to notification NT2 does not have the corresponding tag. By controlling the display mode in this way, employee U1 can easily identify the scout messages that interest him or her.

[0139] Whether the sent scout message satisfies the fourth condition may be determined by the function of the extraction unit 117 of the server device 10. For example, if the fourth condition relates to information about employee U1's interest in the available position, the extraction unit 117 may determine the presence or absence of information about the employee's interest in the available position based on, for example, the operation history of objects (objects OBJ1 and OBJ2) by employee U1, which will be described later. In a more specific example, if there is an operation history of object OBJ1 by employee U1, the display control unit 113 may control (such as highlighting) the display mode of the scout message for the available position corresponding to the operated object OBJ1.

[0140] On the other hand, the extraction unit 117 may determine whether the fourth condition is satisfied based on the registered information registered in the employee database. In other words, the information acquired by the acquisition unit 114 regarding employee U1's interest in the recruited position and employee U1's attributes may be based on the registered information registered in the employee database. Note that, when making such a determination, position information about the recruited position associated with the scout message can be referenced. Of course, the means for determining whether the sent scout message satisfies the fourth condition is not limited to this, and various determination means may be employed.

[0141] As an example, the extraction unit 117 may input position information about the open position corresponding to the scout message and various registration information registered in the employee database into an artificial intelligence module (artificial intelligence unit 118), thereby outputting (extracting) a scout message that is correlated with the employee. For example, the position information about the open position corresponding to the scout message and various registration information registered in the employee database may be input into a scout message extraction model possessed by the artificial intelligence unit 118, and the scout message extraction model may extract a scout message that is correlated with the employee. The scout message extraction model here may be a learning model that receives as input the position information about the open position corresponding to the scout message and various registration information registered in the employee database, identifies position information that is correlated with the various registration information of the employee, and outputs the corresponding scout message. In other words, the scout message extraction model may be a learning model that is trained using the position information associated with the scout message, the various registration information registered in the employee database, and the corresponding scout message as training data. The scout message extraction model may be a learning model such as a language model or a large-scale language model, or may be an AI including a generation AI. In this case, the extraction unit 117 may input a prompt containing an instruction to extract a scout message correlated with an employee by referencing position information for the open position corresponding to the scout message and various employee registration information to the scout message extraction model, and cause the scout message extraction model to output a scout message correlated with the various employee registration information. The extraction unit 117 may also input a prompt containing, in addition to the scout message extraction instruction and the various registration information, one or more employee registration information samples and one or more corresponding scout message samples to the scout message extraction model. The types of position information used in this extraction process may be some or all of the position information listed above.Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0142] The extraction unit 117 can also output (extract) scout messages based on the function of the artificial intelligence module (artificial intelligence unit 118) as follows. Specifically, the extraction unit 117 first instructs the artificial intelligence module (artificial intelligence unit 118) to convert position information for the open position corresponding to the scout message into vector data (eleventh vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert various pieces of registration information for each employee belonging to the organization into vector data (twelfth vector data). The extraction unit 117 then causes the artificial intelligence module (artificial intelligence unit 118) to extract scout messages that are correlated with the employee's registration information from the scout messages based on the proximity of the distance between the eleventh vector data and the twelfth vector data. The proximity of the distance between the vector data here may be evaluated by various methods, such as the angle between the vectors (cosine similarity). The types of position information used in the extraction process here may be some or all of the position information listed above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0143] The management screen MS2 may also display job openings that are publicly available within the organization. The screen of FIG. 13 displays job openings JOF that are correlated with employee U1 as "internal job openings that match skills." When employee U1 views this management screen MS2, he or she can navigate to a page displaying details of the job opening JOF by clicking or otherwise pressing an area corresponding to the job opening JOF. To apply for such a job opening, the employee simply sends a message or the like to the employee who is the contact point for the job opening JOF. Such a message may be sent within the platform provided by the information processing system 1 or outside the platform provided by the information processing system 1.

[0144] The "internal job postings that match skills" on the management screen MS2 may be extracted from among the open positions published within the organization. The extracted open positions may have a predetermined correlation with employee U1. Although the "internal job postings that match skills" are displayed here, this is not a limitation. Open positions that match the registered information of employee U1 may be extracted and displayed. This extraction process can be realized by the function of the extraction unit 117. For example, the extraction unit 117 can use a method such as keyword matching to determine whether the skill and experience information of employee U1 included in the registration information registered in the employee database matches or is similar to the skill and experience information of the recruiting conditions included in the position information, and extract open positions that are correlated (matched) with employee U1.

[0145] The extraction unit 117 may also input position information about a vacant position and various registered information registered in the employee database into an artificial intelligence module (artificial intelligence unit 118), thereby causing the module to output (extract) a vacant position that is correlated with the employee. For example, the position information and various registered information registered in the employee database may be input into a vacant position extraction model possessed by the artificial intelligence unit 118, causing the module to output a vacant position that is correlated with the employee. The vacant position extraction model here may be a learning model that receives position information and various registered information registered in the employee database as input, extracts position information that is correlated with the various registered information of the employee from the position information, and outputs the corresponding vacant position. In other words, the vacant position extraction model may be a learning model that uses position information, various registered information registered in the employee database, and the corresponding vacant position as training data. The vacant position extraction model may also be a learning model such as a language model or a large-scale language model, or may be an AI including a generative AI. In this case, the extraction unit 117 may input a prompt containing an instruction to extract job openings correlated with employees by referencing the position information for the various job openings and various employee registration information into the job opening extraction model, and cause the job opening extraction model to output job openings correlated with the various employee registration information. Furthermore, the extraction unit 117 may input a prompt containing, for example, one or more employee registration information samples and one or more corresponding job openings samples into the job opening extraction model, in addition to the instruction to extract job openings and the registration information. The types of position information used in this extraction process may be some or all of the position information described above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate for purposes such as improving extraction efficiency.

[0146] The extraction unit 117 can also output (extract) available positions based on the function of the artificial intelligence module (artificial intelligence unit 118) as follows. Specifically, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert position information related to the available positions into vector data (thirteenth vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert various pieces of registration information for each employee belonging to the organization into vector data (fourteenth vector data). Then, the extraction unit 117 causes the artificial intelligence module (artificial intelligence unit 118) to extract available positions that are correlated with the employee's registration information from among the available positions based on the proximity of the distance between the thirteenth vector data and the fourteenth vector data. The proximity of the distance between the vector data here may be evaluated by various methods, such as the angle between the two vectors (cosine similarity). The types of position information used in this extraction process may be some or all of the position information listed above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0147] When displaying open positions published within an organization, positions with a higher correlation to employee U1 may be specifically marked. This may be based on the display control means for highlighting a specific portion of the screen, as described above. For example, in the example screen shown in FIG. 13, a tag TG2 labeled "Featured" is attached to the open position for the "North American Sales Manager." As an example, when the extraction unit 117 extracts open positions, the extraction unit 117 may set a correlation threshold value to reference, and identify open positions for which this marking is required based on the correlation with the threshold value. Examples of the correlation with the threshold value include a correlation between the open position and employee U1 that exceeds the threshold value or is equal to or greater than the threshold value. While not limited to this, controlling the display mode in this manner can be considered a typical example of the second display described above.

[0148] Furthermore, the following configuration may be adopted in relation to this management screen MS2. That is, the display control unit 113 of the server device 10 may display, on the screen of the terminal of employee U1, open positions within the organization and objects for which an application for the open positions can be made. Then, the acquisition unit 114 of the server device 10 may acquire information (application information) indicating that employee U1 has applied for the open position, based on employee U1's operation of the object. That is, employee U1 can express his / her intention to apply or complete the application procedure through such object operation. Then, the acquisition unit 114 of the server device 10 can acquire the recruitment information based on such object operation by employee U1. Such application information acquired by the acquisition unit 114 may be used as reference information when the above-mentioned extraction operation related to scout messages or extraction operation related to open positions within the organization is performed.

[0149] Furthermore, such object manipulation history and application information may be displayed and / or notified to the sender U3. That is, in the example screen of FIG. 11 , employees interested in the position are displayed in area Rg6. However, information about employee U1 who actually applied for the open position "North American Sales Manager" can be displayed on the screen of the sender U3's terminal. The display control unit 113 of the server device 10 may display employee U1 who manipulated (applied for) the object in a different manner from employees U1 who did not manipulate the object to the sender U3 who is associated with the open position corresponding to the object. In another embodiment, information about employee U1 who manipulated (applied for) the object can be notified to the sender U3's terminal. Examples of notifications include notifying the sender U3 that employee U1 manipulated the object via a message such as email, or displaying various notifications (so-called pop-up notifications, push notifications, etc.) on the screen of the sender U3's terminal in response to employee U1's manipulation of the object. Note that the display or notification corresponding to the operation of the object is not limited to these, and may be any means by which the sender U3 can know that there has been an operation history of the object.

[0150] Furthermore, the following configuration may be adopted in relation to this management screen MS2. That is, the display control unit 113 of the server device 10 may display, on the screen of the terminal of employee U1, open positions within the organization and objects that allow employee U1 to specify an interest in the open positions. Then, the acquisition unit 114 of the server device 10 may acquire information regarding the interest in the open positions based on employee U1's operation of the objects.

[0151] Using the example screen of FIG. 13 as an example, objects OBJ1 and OBJ2 are displayed, which allow employees to specify whether they are interested in each job posting JOF (opening position). That is, employee U1 viewing the screen shown in FIG. 13 can specify the open positions within the organization in which he or she is interested by manipulating these objects (object OBJ1 and object OBJ2). That is, employee U1 can express his or her interest through the manipulation of these objects. Then, the acquisition unit 114 of the server device 10 can acquire information regarding employee U1's interest in the open positions based on the object manipulation of employee U1. Such information regarding interest acquired by the acquisition unit 114 may be used as reference information when the aforementioned extraction operation related to the scout message or the extraction operation related to the open positions within the organization is performed.

[0152] Furthermore, the history of such object manipulations may be displayed and / or notified to the sender U3 side. That is, in the example screen of FIG. 11, employees interested in the position are displayed in area Rg6. However, information about employee U1 who manipulated object OBJ1 for the open position "North American Sales Manager" may be displayed on the screen of the sender U3's terminal. In other words, the second condition described above may include that employee U1 manipulated a specific object. The display control unit 113 of the server device 10 may then display employee U1 who manipulated the object in a different manner from employees U1 who did not manipulate the object to the sender U3 related to the open position corresponding to the object. Alternatively, information about employee U1 who manipulated object OBJ1 may be notified to the sender U3's terminal. The notification here includes a mode in which the sender U3 is notified by a message such as email that employee U1 has operated object OBJ1, and a mode in which various notifications (so-called pop-up notifications, push notifications, etc.) are displayed on the screen of the sender U3's terminal in response to employee U1's operation of object OBJ1. Note that the display or notification corresponding to the operation of an object is not limited to these, and any means that allows the sender U3 to understand that there has been an operation history of the object may be used. By adopting such a configuration, the sender U3 can easily identify employees U1 to whom it is valid to send a scout message, and the human resources department or the department responsible for the open position can send the scout message while taking into consideration the notification and display.

[0153] 12, the display of the "ITR for interest in position" item may be configured to switch based on the operation of object OBJ1 or object OBJ2. That is, if there is no operation of object OBJ1 or object OBJ2, the display of the "ITR for interest in position" item can be switched to "unknown," if there is an operation of object OBJ1, the display of the "ITR for interest in position" item can be switched to "yes," and if there is an operation of object OBJ2, the display of the "ITR for interest in position" item can be switched to "no."

[0154] Next, we will explain the operation of employee U1 to reply to a scout message. Fig. 14 is an example of a screen displayed on the employee terminal. The screen shown in Fig. 14 is a screen that shows a list of scout messages sent to employee U1. For example, such a screen may be displayed when employee U1 clicks on notification NT1 or notification NT3 shown in Fig. 13.

[0155] In the screen shown in FIG. 14, the sender U3 who sent the scout message is shown as senders SD1 to SD4. Employee U1 viewing the screen shown in FIG. 14 can confirm the contents of the scout message for the specified sender U3 by specifying a specific sender U3. In FIG. 14, the scout message SCM shown is a scout message sent by sender U3, "PPP Ichiro." A link showing details of the job information JI may be displayed in association with such a scout message SCM. In the example of FIG. 14, by operating the link shown as job information JI, it is possible to transition to a page showing details of the job.

[0156] 14, employee U1 can reply to the scout message SCM by clicking or otherwise pressing button BT10 or button BT11. That is, in the example of this embodiment, the memory management unit 115 of the server device 10 may store a template that serves as the reply text for the scout message. Then, the sending unit 112 may send a reply to the sender U3 based on the stored template in response to the terminal operation of employee U1 who received the scout message.

[0157] That is, in the example screen shown in FIG. 14, a reply message template for declining a scout is stored in association with button BT10, and a message template for expressing interest in a scout is stored in association with button BT11. Then, employee U1 can easily reply to a scout message SCM by operating button BT10 or button BT11. It is also possible to disable the input of text information related to a reply on the screen on which employee U1 replies to a scout message and enable the reply to a scout message based only on a stored template. That is, as shown in FIG. 14, the reply screen displayed on employee U1's terminal does not need to be provided with a form that allows the input of text information related to a reply. By allowing only the text of a template to be replied in this way, the burden on employee U1 in replying to a scout message is reduced. It is also possible to adopt a mode in which a form that allows the input of text information related to a reply, such as that described above, is displayed on the screen of employee U1's terminal, allowing employee U1 to reply to a scout message by entering text.

[0158] In an exemplary embodiment, the following configuration may be adopted: As in the embodiment described above, the memory management unit 115 may store a template that serves as a reply to a scout message, and the sending unit 112 may send a reply to the sender U3 based on the template on the condition that a predetermined time has passed after the sender U3 sent the scout message or after the employee U1 marked the scout message as read.

[0159] That is, if there is no reply from employee U1 for a certain period of time after the scout message is sent, it is assumed that employee U1 has little or no interest in the scout. Therefore, control may be performed to automatically send a reply based on a template (e.g., a decline to the scout) after a predetermined time has elapsed. Note that the time control here may be performed based on the timing of sending the scout message or the timing when employee U1 marks the scout message as read, or may be performed based on other timing. For example, the employee terminal may use the timing of receiving the scout message as the basis for time control, or may control the reply based on a predetermined operation performed by another sender U3 or employee U1. By performing such control on the reply, the burden on employee U1 when processing replies to scout messages can be reduced.

[0160] Furthermore, the details of the process that employee U1 has performed on each scout message may be displayed on a scout message list screen as shown in FIG. 14. In the example screen of FIG. 14, tags TG3 indicating the process that employee U1 has performed on each scout message (such as the status of the reply) are attached to the scout message senders SD1 to SD4 of the scout message, such as "no reaction," "want to hear more," or "decline." Such tags TG3 may be attached in association with the corresponding scout message based on the history of employee U1 pressing buttons BT10 and BT11, the history of opening the scout message, and the like. Note that the tag TG3 of "no reaction" may be attached when no reaction has been made to the scout message, such as when the scout message is in an unread state, or when the scout message has been marked as read but no reply has been made to the scout message (for example, when neither button BT10 nor button BT11 has been pressed).

[0161] The operation of this embodiment can be summarized as follows. That is, in the information processing method of this embodiment, the setting unit 111 performs predetermined settings and then enables the sending unit 112 to send scout messages. As described above, proper operation can be achieved when enabling the sending of scout messages within an organization. Furthermore, opportunities for employees within an organization to encounter various positions within the organization can be increased, providing employees with opportunities for career development within the organization. Furthermore, by being able to send scout messages for open positions within the organization, each department and human resources department within the organization can proactively scout and hire employees within the organization. Furthermore, by creating employee registration information (including resumes) and position information for open positions within the organization, it is possible to present and transfer employees within the organization while taking into account their skills, experience, etc. These features can prevent employees from leaving the organization.

[0162] Although the embodiments of the present invention have been described above, these are merely examples of the present invention, and various other configurations may be adopted. Furthermore, the present invention is not limited to the above-described embodiments, and modifications and improvements within the scope of achieving the object of the present invention are included in the present invention.

[0163] 4.Other Although the embodiment of the present invention has been described above, the present invention is not limited to this and can be modified as appropriate within the scope of the technical idea of the invention.

[0164] In the above embodiment, the server device 10 performs various storage and control functions. However, multiple external devices may be used instead of the server device 10. That is, various information and programs may be distributed and stored in multiple external devices using blockchain technology or the like. The artificial intelligence unit 118 may be external to the server device 10. In this case, the external artificial intelligence unit 118 may be provided, for example, by an artificial intelligence service server and configured to receive input from each functional unit of the server device 10, receive requests to execute an artificial intelligence service, and return the instructed output as a processing result to the server device 10. The artificial intelligence service server may provide a service using a language model as a learning model, or may perform language processing tasks using a language model, and may provide an LLM, a generative AI, or an AI agent. The artificial intelligence service server may receive prompt input, for example, in the form of text, image, or voice, and generate and respond to the prompt. The server device 10 may also cooperate with an API (Application Programming Interface) of a service server that provides the generative AI, etc., to use the generative AI, etc.

[0165] In the above embodiment, the first condition is specified to include at least a setting by the administrator U2. However, as a modified example, the first condition may be different. For example, the first condition may be simply that the personnel management document is made public, or may be a combination of the personnel management document being made public and other conditions. Furthermore, the first condition may be simply that employee U1 has set himself / herself to be able to receive scout messages, or may be a combination of the employee U1's setting and other conditions.

[0166] In the above embodiment, the position information is generated by the function of the generation unit 116. However, when generating such position information, the display control unit 113 of the server device 10 may display the following screen.

[0167] FIG. 15 is an example of a screen displayed when generating position information. FIG. 16 is an example of a screen displayed when generating position information. FIG. 17 is an example of a screen displayed when generating position information. As mentioned above, position information may be generated by operating a terminal of a sender U3 or the like related to the available position. In other words, the various screens shown in FIGS. 15 to 17 may be displayed on a terminal screen of a sender U3 or the like related to the available position.

[0168] In an exemplary embodiment, a sender U3 or the like accessing the screen shown in FIG. 15 enters information (input information) about the open position (one or more pieces of information) into forms F5 to F8. The screen example in FIG. 15 shows an example in which the input content includes fields for entering the position name (name of the open position), job title, job type, and employee image (personality profile). Forms F5 and F8 may be configured to allow free text input, while forms F6 and F7 may be configured to allow information selection using a pull-down menu. The employee image (personality profile) field may allow free text input or may be input in a format that selects an employee U1 belonging to the organization. For example, by switching between "Enter employee image / Specify specific employee," the information about employee U1 registered in the employee database may be retrieved. For example, selecting "Specify specific employee" displays a screen that allows the sender U3 or the like to specify an employee U1 belonging to the organization, allowing the sender U3 or the like to select an employee U1 who corresponds to the employee image (personality profile) of the open position. When employee U1 is selected, the registered information of employee U1 may be retrieved from an employee database or the like and used as input information to output (generate) keywords and position information, which will be described next. After inputting the necessary information, sender U3 or the like can proceed with the position information creation process by pressing button BT12.

[0169] The screen shown in FIG. 16 may be displayed after pressing button BT12 on the screen shown in FIG. 15. Keywords used to generate position information are presented as options in field C1 on the screen shown in FIG. 16. For example, these options may be displayed in tag format. These options may be referenced when generating position information. However, in the example screen shown in FIG. 16, tag TG4, indicated by a solid line, is a tag related to a keyword referenced when generating position information, and tag TG5, indicated by a dashed line, is a tag not referenced when generating position information. In this way, tags TG4 and TG5 may be displayed in different ways, but sender U3 or the like can switch the tag type by operating the displayed tag. Furthermore, as an example, when button BT12 on the screen shown in FIG. 15 is pressed, control is performed to place tags related to options correlated with the content entered in forms F5 to F8 in field C1. As an example, when button BT12 is pressed, only tags in the form of tag TG5 are placed in column C1, and this tag TG5 is switched to the form of tag TG4 by the sender U3 or the like. In this case, the sender U3 or the like can select tags that need to be referenced when generating position information. On the other hand, when button BT12 is pressed, only tags in the form of tag TG4 are placed in column C1, and this tag TG4 is switched to the form of tag TG5 by the sender U3 or the like. In this case, the sender U3 or the like can select tags that do not need to be referenced when generating position information. On the other hand, when button BT12 is pressed, tags with different display modes may be placed, as in the relationship between tags TG4 and TG5 shown in FIG. 16. Furthermore, pressing button BT13 can also call up a keyword that has been prepared in advance. That is, the server device 10 may store multiple keywords used when generating position information as a keyword master. Then, the sender U3 or the like can select a keyword stored in this keyword master and place the selected keyword in column C1.

[0170] In the above-described embodiment, tags corresponding to various keywords may be extracted and displayed (presented) by the function of the extraction unit 117. That is, the server device 10 may be configured to compare various keywords stored in the keyword master with the content entered by the sender U3 or the like in forms F5 to F8, extract appropriate keywords from the keyword master, and display them in the column C1 as various tags. Note that the function of the artificial intelligence unit 118 may be utilized in performing this extraction. That is, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the content entered by the sender U3 or the like in forms F5 to F8 into vector data (15th vector data). Meanwhile, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the keywords existing in the keyword master into vector data (16th vector data). The extraction unit 117 then causes the artificial intelligence module (artificial intelligence unit 118) to extract keywords that are correlated with the content entered into forms F5 to F8 by the sender U3 or the like from among the keywords present in the keyword master based on the proximity of the distance between the 15th vector data and the 16th vector data. Then, tags corresponding to the extracted keywords can be arranged in column C1. The proximity of the distance between the vector data here may be evaluated using various methods, such as the angle between the vectors (cosine similarity). The level of correlation here may be scored, and the keywords may be displayed in column C1 in descending order of the score. A threshold value may be set for the score, and the display mode of the tags, such as the relationship between tags TG4 and TG5, may be switched based on the relationship with this threshold.

[0171] Furthermore, for example, extraction of keywords from content (input information) input by sender U3 or the like may be performed by referring to reference information including correlations between the input information and keywords. Here, a keyword extraction model, which is a learning model trained to use the input information as input and keywords as output, may be used as the reference information. For example, the keyword extraction model is a learning model trained using the input information and corresponding keywords as training data. The extraction unit 117 may input the input information to a keyword extraction model possessed by an artificial intelligence module (artificial intelligence unit 118) and cause the keyword extraction model to output keywords. Note that the keyword extraction model may be, for example, a learning model such as a language model or a large-scale language model, or may be an AI including a generative AI. The extraction unit 117 may input a prompt containing an instruction to generate and output keywords from the input information and the input information to the artificial intelligence module (artificial intelligence unit 118), and cause the artificial intelligence module (artificial intelligence unit 118) to output the keywords. In addition, the extraction unit 117 may input to the artificial intelligence module (artificial intelligence unit 118) a prompt that includes, in addition to the keyword extraction instruction and the input information, for example, one or more samples of the input information and one or more samples of the corresponding keywords.

[0172] After selecting various tags in this way, the user can proceed with the operation of generating position information by pressing button BT14.

[0173] Pressing button BT14 may transition to the screen shown in FIG. 17. FIG. 17 shows an example in which column C2 is an input column for position information and column C3 is a column showing the assignment status of available positions. Various columns (columns C21, C22, etc.) within column C2 may contain text related to the position information generated by the generation unit 116. That is, in the above embodiment, input information entered by the sender U3 or the like is input to the artificial intelligence module (artificial intelligence unit 118) to output (generate) text related to the position information. However, the input information here may be based on a keyword corresponding to tag TG4 shown in FIG. 16. Furthermore, the generation unit 116 of the server device 10 may input, for example, one or more of the content entered in forms F5 to F8 by the sender U3 or the like, the registration information of the selected employee U1, and the selected keywords to the artificial intelligence module (artificial intelligence unit 118) to generate text related to the position information. A sender U3 or the like who comes across the screen of Figure 17 can check the contents of the various columns (column C21, column C22, etc.) within column C2, make any necessary modifications, and then press button BT15 to store the position information in association with the available positions.

[0174] 17 shows an example of a screen in which an area Rg9 shows employee U1 who currently holds the open position, and an area Rg10 allows a candidate for the open position to be added. As an example, an unillustrated button or the like may be provided in area Rg10, and pressing this button may allow a candidate to be placed in area Rg10 to be added.

[0175] Furthermore, the display control unit 113 of the server device 10 may display the following screen. FIG. 18 is an example of a screen that the display control unit 113 displays on the user terminal 20. The screen of FIG. 18 shows, as an index, the degree to which various positions in an organization are filled with personnel. Such a screen may be displayed, for example, to a human resources officer, a human resources manager, a human resources director, a person who makes decisions regarding human resources (a decision maker), or the like in an organization. When displayed to these people, the displayed index will be evaluated, making it easier to formulate an efficient human resources strategy, etc.

[0176] The "position fill rate" shown in FIG. 18 may indicate the percentage of positions in the organization that meet the planned staffing numbers. The "planned staffing number" is the number of personnel required to be assigned to positions at a certain time point (e.g., the last day of a specific business year). In the example of FIG. 18, there are 50 positions in total within the organization, but there are 5 positions that are short of the planned staffing numbers (there are 45 positions that meet the planned staffing numbers), so the position fill rate is displayed as "90%." The "assignment fill rate" shown in FIG. 18 may indicate the percentage of the number of current employees relative to the planned staffing numbers for all positions in the organization. In the example of FIG. 18, the planned staffing number for all positions within the organization is 220 employees, but there is a shortage of 11 employees (there are 209 current employees), so the assignment fill rate is displayed as "95%." In this figure, the display is based on the condition "current employees only" entered in form F9. For example, it is also possible to enter conditions in form F9, such as adding individuals who have been offered an assignment (accepted candidates) or individuals currently being considered for the open position. In this case, various indicators are displayed after adding individuals who are expected to be assigned to the open position in the future. In other words, the various numerical values displayed in Figure 18 may be controlled to change depending on the conditions entered in form F9. In addition, while Figure 18 shows an example of displaying indicators for positions throughout the organization, it is also possible to display indicators by narrowing the scope of positions for which indicators are displayed, such as a specific business division within the organization, a specific level within the organization, or a specific open position.

[0177] The display control unit 113 of the server device 10 may also display the following screens. FIG. 19 is an example of a screen that the display control unit 113 displays on the terminal of the sender U3. FIG. 20 is an example of a screen that the display control unit 113 displays on the terminal of the sender U3. As shown in FIG. 19, the display control unit 113 of the server device 10 may display a map showing the organizational structure of the organization on the screen of the terminal of the sender U3. The map here may show the correspondence between positions within a part or the entire organization. For example, FIG. 19 shows each position in a specific department called the "XX Department." The map displayed by the display control unit 113 may also display the number of current employees U1, the planned number of employees U1 assigned to the position, candidates expected to be assigned to the position, and the like, linked to each position. The map displayed by the display control unit 113 may also display, if there are positions for which the planned number of employees is not met. For example, in the example shown in Fig. 19, tag TG6 indicates that the number of positions for "XX Department Chief" does not meet the planned number of personnel. Furthermore, in the map displayed by the display control unit 113, if there is a position (vacant position) available within the organizational structure, a predetermined object (object OBJ3) may be displayed in association with this position (vacant position). The sender U3 who comes across the map displayed by the display control unit 113 can proceed with the operation of sending a scout message by operating this object (object OBJ3).

[0178] As an example, when the object OBJ3 is operated, a screen such as that shown in FIG. 20 may be displayed. In the screen shown in FIG. 20, a column C4 is displayed superimposed on the map described above. An employee U1 who is correlated with the open position corresponding to the object OBJ3 may be arranged (displayed) in this column C4. That is, the sender U3 can confirm the employee U1 displayed in column C4 and then send a scout message to the displayed employee U1. As an example, by pressing the area representing the employee U1 displayed in column C4 by a click operation or the like, the screen can transition to an individual screen for the employee U1, as shown in FIG. 6. As described above, after transitioning to the individual screen, the operation of sending a scout message is possible.

[0179] In column C4, the "Match Level" displays a score representing the degree of correlation between the candidate employee U1 who will send the scout message and the open position. This score may be a numerical representation of the degree of correlation when the extraction unit 117 evaluates the second condition described above. In addition, column C4 displays, in tag format, the skills of the candidate employee U1 who will send the scout message that are correlated with the open position as the "Matched Skills." These tags may be extracted and displayed using any method. For example, the "Matched Skills" may be tags selected as "Skills and Experience" in the resume document RD and correlated with the position information of the open position. For example, the position information may also be associated with information regarding the required skills and experience as a recruitment requirement for the open position. These required skills and experience may be associated with the position information after being tagged with a specific tag, as in the resume document RD. That is, tags associated with both the resume document RD and the position information may be compared, and matching or similar tags may be displayed as the "Matched Skills" in column C4. Note that the tag matching (evaluation of correlation between tags) here may be performed by any method, such as keyword matching or vector matching.

[0180] Furthermore, the display control unit 113 of the server device 10 may display the following screens. FIG. 21 is an example of a screen that the display control unit 113 displays on the terminal of the sender U3. FIG. 22 is an example of a screen that the display control unit 113 displays on the terminal of the sender U3. FIG. 23 is an example of a screen that the display control unit 113 displays on the terminal of the sender U3. The screen shown in FIG. 21 is a screen on which narrowing-down conditions (search conditions) for employee U1 can be set, and like the screen shown in FIG. 8, it has areas Rg3 and Rg4. Although not explicitly shown in FIG. 8, the search conditions displayed in area Rg3 may include conditions such as "desire for transfer" and "recruitment category." This "desire for transfer" may indicate the degree to which each employee U1 desires a transfer. This degree of desire for transfer may be stored in an employee database in association with each employee U1, for example, based on the results of a questionnaire administered to the employees U1. Furthermore, the "recruitment category" indicates whether employee U1 is a new graduate or mid-career hire, and such attributes may also be stored in the employee database in association with each employee U1.

[0181] Additionally, the extracted employee U1 is displayed in the area Rg4 of Fig. 21, similar to the screen shown in Fig. 8. In the example screen shown in Fig. 21, the extracted employee U1 is displayed together with the "match degree" and "matched skills" mentioned above.

[0182] In the example of Fig. 21, a sentence introducing each extracted employee U1 is added as an introduction sentence ITD. This introduction sentence ITD may be, for example, a sentence introducing employee U1 from what perspective and reason he or she correlates (matches) with the recruiting position, and sender U3 viewing the screen shown in Fig. 21 can consider whether or not to send a scout message while taking into account such an introduction sentence ITD.

[0183] Such an introductory text ITD may be prepared based on, for example, the correlation between the position information and the registration information of employee U1 in the employee database, and may be stored in association with the open position. The introductory text ITD may be manually created and stored by, for example, a human resources officer, a human resources manager, a human resources director, or a person who makes personnel decisions (decision maker). Alternatively, the introductory text ITD may be generated by a function of the generation unit 116. As an example, the generation unit 116 may input both the position information and the registration information registered in the employee database into an artificial intelligence module (artificial intelligence unit 118), thereby outputting (generating) an introductory text. For example, both the position information and the registration information registered in the employee database may be input into an introductory text generation model included in the artificial intelligence unit 118, and the introductory text generation model may be caused to output an introductory text related to both the position information and the registration information registered in the employee database. The introductory sentence generation model here may be a learning model that receives both position information and registered information registered in the employee database as input and is trained to output introductory sentences related to both the input position information and the registered information registered in the employee database. In other words, the introductory sentence generation model may be a learning model that uses both position information and registered information registered in the employee database, along with the corresponding introductory sentences, as training data. The introductory sentence generation model may also be a learning model, such as a language model or a large-scale language model, or an AI including a generation AI. In this case, the generation unit 116 may input, to the introductory sentence generation model, an instruction to generate an introductory sentence related to both the position information and registered information registered in the employee database, and a prompt that includes both the position information and the registered information registered in the employee database, and then output the introductory sentence.Furthermore, the generation unit 116 may input to the introductory sentence generation model, in addition to both the instruction to generate the introductory sentence, the position information, and the registered information registered in the employee database, a prompt that inserts, for example, one or more samples of both the position information and the registered information registered in the employee database, and one or more corresponding introductory sentences.

[0184] The user can then proceed with the operation of sending a scout message by clicking or otherwise pressing the area corresponding to employee U1 displayed in area Rg4 in FIG. 21. FIG. 22 shows an example in which employee U1, "ZZ AA," displayed in area Rg4, is specified. The example screen in FIG. 22 shows an aspect in which an area containing resume RD is displayed as a side panel of the screen shown in FIG. 21. This area containing resume RD may display details about the specified employee U1, similar to the screen shown in FIG. 6. A button BT16 may also be provided for sending a scout message to the area containing resume RD.

[0185] In addition, in Fig. 22, a tab TB is displayed in association with the resume document RD, which scrolls (transitions) the display to a specific item in the resume document RD. By operating this tab TB, the sender U3 who sees Fig. 22 can easily check a specific item in the resume document RD.

[0186] The screen of FIG. 23 is displayed when button BT16 is pressed on the screen of FIG. 22. That is, the screen of FIG. 23 further displays an operation area for sending a scout message to "ZZ AA," who is employee U1. This operation area is similar to the area shown as area Rg2 in FIG. 6, and is provided with form F10 (corresponding to form F1) for attaching position information, form F12 (corresponding to form F2) into which the scout message text is input, and button BT18 (corresponding to button BT2) for sending the scout message. Note that the example shown in FIG. 23 shows an example in which form F11 for selecting a scout message template is provided as form F11, and button BT17 for inputting the selected template into form F12 is provided. For example, when it is necessary to prepare multiple templates and use different templates prepared for different employees U1, the functions of form F11 and button BT17 are effective. Furthermore, as shown in the example screen of Figure 23, by displaying both an area containing the resume document RD and an operation area for sending a scout message side by side on the screen, the sender U3 can create and send a scout message to a specific employee U1 while checking the resume document RD.

[0187] Furthermore, the display control unit 113 of the server device 10 may display the following screens. FIG. 24 is an example of a screen that the display control unit 113 displays on the terminal of the sender U3. FIG. 25 is an example of a screen that the display control unit 113 displays on the terminal of the sender U3. The example screen shown in FIG. 24 is a list screen of employees U1 who have operated objects that are "interested" for available positions throughout the organization. That is, as shown in the example of FIG. 13 above, an object (object OBJ1) indicating employee U1's interest in available positions in the organization may be displayed on the terminal screen of employee U1. The screen shown in FIG. 24 extracts the object operation history of such employee U1 and displays employees U1 who have an object operation history to a specific person (such as sender U3) in the organization. As shown in the screen shown in FIG. 24, employees U1 who have an object operation history may be displayed in association with the available position corresponding to the object ("target position" in the figure). FIG. 24 displays the object operation history of employee U1, "ZZ AA," for "Position X." However, if employee U1, "ZZ AA," also has a history of object operation for another position (e.g., "Position Y"), the object operation history for the other position may be displayed separately from the object operation history for "Position X." Furthermore, the object operation history may be displayed in association with the degree of skill match with the position (equivalent to the aforementioned "match degree"), the status of actions taken for the open position ("Status" in the figure), the date of the last action, and the like. Regarding the status of actions taken for the open position, if employee U1 has not applied or if sender U3 has not sent a scout message, a "Not Contacted" status may be displayed. Furthermore, if a scout message has been sent for the open position, the status may be displayed along with the various statuses displayed in association with the scout message in FIG. 14.Additionally, the "Last Action Date" item may display the latest date of an action taken by employee U1 or sender U3 in relation to the open position. For example, the latest date may be displayed among the date on which employee U1 operated the object (expressed interest), the date on which sender U3 sent the scout message, and the date on which employee U1 responded to the scout message.

[0188] Note that, even on the screen shown in FIG. 24, the operation of sending a scout message can be carried out by specifying the displayed employee U1. That is, on the screen of FIG. 24, by pressing the area displaying employee U1 by a click operation or the like, an area including resume document RD may be displayed, and a button for carrying out the operation of sending a scout message may be provided in the area including resume document RD. Then, by operating this button, an operation area for sending a scout message may be displayed. That is, as shown in FIG. 25, various areas may be displayed on the screen of the terminal of sender U3 or the like so as to be superimposed on the list screen of employee U1 who operated the object. The functions that can be employed for each area are the same as those shown in FIGS. 22 to 23.

[0189] Furthermore, the display control unit 113 of the server device 10 may display the following screen. FIG. 26 is an example of a screen that the display control unit 113 displays on the user terminal 20. The screen of FIG. 26 displays, at a glance, statistics of recruitment within an organization over a predetermined period. The reference period for displaying the statistics can be set arbitrarily, for example, to a certain business year. Such a screen may be displayed to, for example, a human resources officer, a human resources manager, a human resources director, or a person who makes decisions regarding human resources (decision maker) in an organization. When displayed to these people, the displayed statistics are taken into consideration, making it easier to formulate an efficient human resources strategy, etc.

[0190] The example screen shown in FIG. 26 displays the cumulative totals of the number of applications, the number of scout messages sent, the number of views of position information, and the number of published positions (number of available positions) for open positions published for employee U1 throughout the organization (left portion of the screen). The example screen shown in FIG. 26 also displays the number of views of position information, the number of applicants, the number of scout messages sent, and the results of replies to scout messages for a specific open position (e.g., Position X, Position Y, Position Z, etc.) (right portion of the screen). These statistics may be calculated as follows: The number of published positions may be calculated based on, for example, the number of open positions registered in the server device 10 by sender U3, etc. The number of applications may be calculated based on, for example, the number of employees U1 who applied for a specific open position. The number of views may be calculated based on, for example, the number of accesses to the position information page for a specific open position. The number of scout messages sent may be calculated based on, for example, the history of sender U3 sending scout messages to employee U1 for a specific open position. Regarding replies to scout messages, the number of responses corresponding to "I'd like to hear more" may be counted based on the number of times button BT11 in FIG. 14 was pressed. The number of responses corresponding to "Decline" may be counted based on the number of times button BT10 in FIG. 14 was pressed and the number of times employee U1 automatically replied "Decline." Note that while FIG. 26 shows statistics on open positions published for the entire organization, it is also possible to narrow the scope of the statistics to, for example, positions for a specific business division within the organization, a specific level within the organization, or a specific open position, and then display various numerical values, etc. Furthermore, it is also possible to create graphs (pie charts, bar graphs, line graphs, etc.) based on the numerical values of various statistics and display the created graphs on the screen of FIG. 26, etc.

[0191] The aspect of this embodiment is not limited to the information processing system 1, and may be an information processing method or a program. The information processing method includes steps executed by the information processing system 1. The program causes a computer to execute the steps of the information processing system 1.

[0192] It may be provided in the following manner.

[0193] (1) An information processing system comprising at least one processor, the processor being configured to execute the following steps by reading a program: a first setting step of setting reception settings for receiving scout messages for employees belonging to an organization, wherein the reception settings are settings that enable employees who satisfy a first condition to receive scout messages sent from senders belonging to the organization, the first condition including at least that the employee's manager has set the employee to be able to receive the scout messages; and a first sending step of sending scout messages for open positions within the organization to the employees for whom the reception settings have been set based on the sender's terminal operation.

[0194] (2) In the information processing system described in (1) above, the first condition further includes that the human resources management documents of the target employee are in a state where they are publicly available within a specified range of the organization.

[0195] (3) In the information processing system described in (2) above, in a first generation step, a human resources management document for the employee is generated by inputting the employee's registration information registered in an employee database into an artificial intelligence module, and in a second generation step, predetermined input information is input into an artificial intelligence module to generate position information for the vacant position. In a first display control step, a first display and / or a second display is performed based on the correlation between the generated human resources management document and the generated position information, wherein the first display is to display employees correlated with the vacant position on the screen of the sender's terminal, and the second display is to display vacant positions correlated with the human resources management document on the screen of the employee's terminal.

[0196] (4) In the information processing system described in any one of (1) to (3) above, the first condition further includes that the target employee has set himself / herself to be able to receive the scout message.

[0197] (5) In the information processing system described in any one of (1) to (4) above, in the second display control step, a screen showing the employee as a candidate to send the scout message is displayed on the screen of the sender's terminal, and the screen is controlled so that employees who satisfy the first condition are displayed and employees who do not satisfy the first condition are not displayed.

[0198] (6) In the information processing system described in any one of (1) to (5) above, in the second display control step, a screen showing the employee as a candidate to whom the scout message will be sent is displayed on the screen of the sender's terminal, and on the screen, candidates to whom a scout message for the open position has already been sent are displayed in a manner different from candidates to whom the scout message has not been sent.

[0199] (7) In the information processing system described in any one of (1) to (6) above, in a first acquisition step, information regarding the employee's interest in the recruiting position and / or the employee's attributes is acquired, and in a second display control step, a screen showing the employee as a candidate for sending the scout message is displayed on the screen of the sender's terminal, and candidates who satisfy a second condition associated with the acquired information regarding the employee's interest in the recruiting position and / or the employee's attributes are displayed in a manner different from candidates who do not satisfy the second condition.

[0200] (8) In the information processing system described in (7) above, in the third display control step, open positions within the organization and an object that allows the employee to specify an interest in the open positions are displayed on the screen of the employee's terminal, and in the first acquisition step, information regarding the employee's interest in the open positions is acquired based on the employee's operation of the object.

[0201] (9) In the information processing system described in any one of (1) to (8) above, in the second setting step, a sending setting is made for sending a scout message to an employee belonging to the organization, wherein the sending setting is a setting that enables the sending of the scout message to an employee who satisfies a third condition, and the third condition includes a setting that a person with a predetermined authority in the organization has made a setting that enables the sending of the scout message to the employee.

[0202] (10) In the information processing system described in any one of (1) to (9) above, an upper limit on the number of scout messages that the sender can send; and / or the time interval required for the sender to send scout messages to the same employee is preset.

[0203] (11) In the information processing system described in any one of (1) to (10) above, in the first storage management step, a template is stored as the text to be sent for the scout message, and in the first sending step, the scout message based on the stored template is sent to the employee in response to the sender's terminal operation.

[0204] (12) In the information processing system described in (11) above, the template has variables incorporated into it, and the variables change part of the content of the message to be sent depending on the employee's registered information.

[0205] (13) In the information processing system described in (11) or (12) above, in the first sending step, the sender is configured to be able to send the scout message based on the template, provided that an approver belonging to the organization approves the template.

[0206] (14) In the information processing system described in any one of (1) to (13) above, in the second storage management step, a template for replying to the scout message is stored, and in the second sending step, a reply based on the stored template is sent to the sender in response to the terminal operation of the employee who received the scout message.

[0207] (15) In the information processing system described in any one of (1) to (14) above, in the second storage management step, a template for replying to the scout message is stored, and in the third sending step, a reply based on the template is sent to the sender, provided that a predetermined time has elapsed after the sender has sent the scout message or after the employee has marked the scout message as read.

[0208] (16) In the information processing system described in any one of (1) to (15) above, in a first acquisition step, information regarding the employee's interest in the recruiting position and / or the employee's attributes is acquired, and in a fourth display control step, the scout message sent by the sender is displayed on the screen of the employee's terminal, and the display mode of the scout message on the screen is controlled to be different from when the fourth condition is not satisfied, on the condition that a fourth condition associated with the acquired information regarding the employee's interest in the recruiting position and / or the employee's attributes is satisfied.

[0209] (17) In the information processing system described in any one of (1) to (16) above, in a second acquisition step, job seeker information and / or job information outside the organization is acquired, and in a fifth display control step, visual information based on the job seeker information and / or job information acquired in the second acquisition step is displayed on the screen of the sender's terminal, wherein the visual information includes information regarding the number of job information related to the open position or the number of job seekers related to the open position outside the organization.

[0210] (18) In the information processing system described in any one of (1) to (17) above, in the sixth display control step, a list screen showing a list of employees who sent the scout message is displayed on the screen of the sender's terminal, and on the list screen, one or more of the following are displayed in association with each employee who sent the scout message: (i) the response status to the scout message; (ii) the selection status for the vacant position; and (iii) a link to a screen in a recruitment management system that shows individual applicants for the vacant position.

[0211] (19) An information processing method, comprising steps executed by the information processing system according to any one of (1) to (18) above.

[0212] (20) A program for causing a computer to execute each step of the information processing system described in any one of (1) to (18) above. Of course, this is not the case.

[0213] Finally, while various embodiments of the present disclosure have been described, they are presented as examples and are not intended to limit the scope of the invention. The novel embodiments may be embodied in various other forms, and various omissions, substitutions, and modifications may be made without departing from the spirit of the invention. Such embodiments and modifications are intended to be included within the scope and spirit of the invention, as well as within the scope of the inventions and their equivalents as defined in the claims. [Explanation of symbols]

[0214] 1: Information processing system 2: Communication line 10: Server device 11: Control section 12: Storage section 13: Communications Department 14: Communication bus 20: User terminal 21: Control unit 22: Storage section 23: Communications Department 24: Input section 25: Output section 26: Communication bus 111: Settings section 112: Transmitter 113: Display control unit 114: Acquisition Department 115: Memory management department 116 :Generation part 117:Extraction part 118: Artificial Intelligence Department 211: Display control unit 212: Operation reception unit BT1~BT18: Buttons C1~C4, C21, C22: Column CB: Checkbox D10: Personnel Database DC1: First document component DC2: Second Document Component EN:Employee number F1~F14: Forms ITD: Introduction ITR: Interest JI: Job Information JOF: Job offer LNK: Link MS1, MS2: Management screen NM : Name NT1~NT3: Notification OBJ1~OBJ3: Objects RD: Resume document Rg1~Rg10: Area RI1: First registration information RI2: Second registration information SCM: Scout Message SD: Scout message sender SD1~SD4: Sender ST1: First status ST2: Second status TB: Tab TG1~TG6: Tags U1: Employee U2:Administrator U3: Sender U4: Approver

Claims

1. An information processing system, at least one processor; The processor is configured to execute the following steps by reading the program: In the first setting step, a receiving setting for receiving scout messages for employees belonging to the organization is performed, wherein the reception setting is a setting that enables an employee who satisfies a first condition to receive a scout message sent from a sender who belongs to the organization; The first condition includes at least a condition that a manager of the employee has set the employee to be able to receive the scout message; In the second display control step, a screen showing the employee as a candidate to send the scout message is displayed on a screen of the sender's terminal, In a first sending step, a scout message regarding an open position within the organization is sent to the employee for whom the reception setting has been set based on the sender's terminal operation; Here, the scout message is sent to the employee designated based on an operation on the screen displayed in the second display control step.

2. 2. The information processing system according to claim 1, An information processing system, wherein the first condition further includes that the human resources management documents of the target employee are in a state where they are publicly available within a predetermined range of the organization.

3. 3. The information processing system according to claim 2, In the first generation step, the registration information of the employee registered in the employee database is input into an artificial intelligence module to generate a human resources management document for the employee; In the second generation step, predetermined input information is input to an artificial intelligence module to generate position information for the recruited position; In the first display control step, a first display and / or a second display is performed based on a correlation between the generated human resource management document and the generated position information; Here, the first display is to display employees correlated with the recruited position on the screen of the sender's terminal, The second display is to display available positions correlated with the human resources management document on the screen of the employee's terminal.

4. 2. The information processing system according to claim 1, An information processing system, wherein the first condition further includes that the target employee has set himself / herself to be able to receive the scout message.

5. 2. The information processing system according to claim 1, An information processing system in which the screen displayed in the second display control step is controlled so that employees who satisfy the first condition are displayed and employees who do not satisfy the first condition are not displayed.

6. 2. The information processing system according to claim 1, An information processing system in which, on the screen displayed in the second display control step, candidates to whom a scout message for the open position has already been sent are displayed in a different manner from candidates to whom the scout message has not been sent.

7. 2. The information processing system according to claim 1, In the first obtaining step, information regarding the employee's interest in the open position and / or the employee's attributes is obtained; An information processing system in which, on the screen displayed in the second display control step, candidates who satisfy a second condition associated with the acquired information regarding the employee's interest in the recruited position and / or the employee's attributes are displayed in a manner different from candidates who do not satisfy the second condition.

8. 8. The information processing system according to claim 7, In the third display control step, a job opening within the organization and an object that allows the employee to specify an interest in the job opening are displayed on a screen of the employee's terminal; In the first acquisition step, the information processing system acquires information regarding the employee's interest in the recruited position based on the employee's operation of the object.

9. 2. The information processing system according to claim 1, In the second setting step, a sending setting is made for sending a scout message to employees belonging to the organization, wherein the sending setting is a setting that enables sending of the scout message to an employee who satisfies a third condition, An information processing system, wherein the third condition includes a setting that allows a person with a predetermined authority in the organization to send the scout message to the employee.

10. 2. The information processing system according to claim 1, an upper limit on the number of Scouting Messages that the sender may send; and / or An information processing system in which the time interval required for the sender to send a scout message to the same employee is preset.

11. 2. The information processing system according to claim 1, In the first storage management step, a template for a message to be sent about the scout message is stored, In the first sending step, the scout message based on the stored template is sent to the employee in response to a terminal operation of the sender.

12. 12. The information processing system according to claim 11, The template has variables embedded in it, Here, the variable is an information processing system that changes part of the content of the message to be sent depending on the registered information of the employee.

13. 12. The information processing system according to claim 11, An information processing system configured such that, in the first sending step, the sender can send the scout message based on the template on the condition that an approver belonging to the organization approves the template.

14. 2. The information processing system according to claim 1, In a second storage management step, a template for a reply to the scout message is stored, In a second sending step, the information processing system sends a reply based on the stored template to the sender in response to a terminal operation of the employee who received the scout message.

15. 2. The information processing system according to claim 1, In a second storage management step, a template for a reply to the scout message is stored, In a third sending step, an information processing system sends a reply based on the template to the sender, provided that a predetermined time has elapsed after the sender has sent the scout message or after the employee has marked the scout message as read.

16. 2. The information processing system according to claim 1, In the first obtaining step, information regarding the employee's interest in the open position and / or the employee's attributes is obtained; In a fourth display control step, the scout message sent by the sender is displayed on a screen of the terminal of the employee, Here, on the screen, the information processing system controls the display manner of the scout message to be different from that when a fourth condition associated with the acquired information regarding the employee's interest in the recruited position and / or the employee's attributes is satisfied.

17. 2. The information processing system according to claim 1, In a second acquisition step, job seeker information and / or job information outside the organization is acquired, In a fifth display control step, visual information based on the job seeker information and / or the job information acquired in the second acquisition step is displayed on a screen of the sender's terminal, Here, the visual information includes information regarding the number of job openings related to the open position or the number of job seekers related to the open position outside the organization, in an information processing system.

18. 2. The information processing system according to claim 1, In the sixth display control step, a list screen showing a list of employees who have sent the scout message is displayed on a screen of the terminal of the sender, On the list screen, (i) the reply status regarding the scout message; (ii) the selection status for the open position; and (iii) An information processing system in which one or more links that transition to a screen showing individual applicants for the open position in a recruitment management system are displayed in association with each employee who sent the scout message.

19. An information processing method, comprising: An information processing method comprising the steps executed by the information processing system according to any one of claims 1 to 18.

20. A program, A program for causing a computer to execute each step of the information processing system according to any one of claims 1 to 18.

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