Talent matching system, talent matching program, and talent matching system

Abstract

To provide a human resource matching system and a human resource matching program that more appropriately match by a clientele and a business category.SOLUTION: A human resource matching system 0200 includes: a job applicant ID holding unit 0201 that holds a job applicant ID, which is an ID for identifying a job applicant, together with attribute information of the job applicant; a recruiting subject ID holding unit 0202 that holds a recruiting subject ID, which is an ID for identifying a business operator who is a recruiting subject, together with operation-related information, which is information related to operation of the business operator; a recruiting request reception unit 0203 that receives a recruiting request associated with predetermined attribute information from the recruiting subject; and a job applicant extraction unit 0204 that extracts a job applicant associated with one or more job applicant IDs using operation-related information related to the job applicant ID for the received recruiting request.SELECTED DRAWING: Figure 2

Description

[Technical Field]

[0001] The present invention relates to a human resource matching system that can efficiently utilize human resources that can meet the diverse needs of consumers. [Background technology]

[0002] Various techniques for matching job seekers with employers have been known for some time. Specifically, there are known attempts to score whether a workplace is easy to work in using objective indicators, and provide the results to job seekers, thereby matching them with employers that the job seekers consider desirable.

[0003] Patent Documents 1 and 2 listed below provide details of the above-mentioned technologies. Patent Document 1 discloses technology configured to allow job seekers to apply for jobs with peace of mind by obtaining information on businesses evaluated by a third-party organization. Patent Document 2 discloses technology for eliminating psychological anxiety and providing a comfortable working environment by matching personal information such as the job seeker's hobbies and hometown with information such as the presence and number of people in the workplace who share the same hobbies or live in nearby areas or who share the same hometown. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] Patent Publication No. 2020-064516 [Patent Document 2] Patent Publication No. 2019-175338 Summary of the Invention [Problem to be solved by the invention]

[0005] However, with the prior art described in Patent Document 1, it is difficult to say that there is any guarantee that the objective evaluation by a third party is satisfactory to the job seeker.The prior art described in Patent Document 2 was also difficult to say that it was a suitable technology for job seekers who could not accept the premise that a workplace with many people who share the same hobbies or hometowns would be a comfortable working environment.

[0006] More specifically, in the case of job seekers working in businesses that serve the general public, such as retail sales, what employers are looking for is someone who is good at customer service, and what job seekers are looking for is a place where they can provide rewarding customer service, so it is difficult to say that matching has been achieved from that perspective.In addition, the content of job offers may differ between different stores of the same business depending on conditions such as location and opening hours, making it difficult to respond to such individual and specific job offers. [Means for solving the problem]

[0007] In order to solve the above problems, the present invention proposes a human resources matching system comprising a job seeker ID holding unit that holds a job seeker ID, which is an ID for identifying a job seeker, along with attribute information of the job seeker; a recruiting entity ID holding unit that holds a recruiting entity ID, which is an ID for identifying a business that is the recruiting entity, along with operation-related information, which is information regarding the operation of the business; a job request receiving unit that receives a job request linked to specified attribute information from the recruiting entity; and a job seeker extraction unit that, in response to the received job request, extracts job seekers linked to one or more job seeker IDs using the operation-related information related to the recruiting entity ID.

[0008] In addition, in relation to the invention of this system, we also propose a human resources matching system that further has an evaluation reception unit that accepts evaluations of specified job seekers by linking them to the recruiting entity ID, or accepts evaluations of specified recruiting entities by linking them to the job seeker ID, and an evaluation recording unit that records the accepted evaluations as attribute information of the job seeker or work-related information of the recruiting entity, and the job seeker extraction unit has evaluation utilization means that extracts job seekers using the recorded evaluations.

[0009] Furthermore, in relation to the invention of this system, we also propose a human resources matching system in which the job seeker extraction unit has a means for utilizing other people's information to extract job seekers using the work-related information of other recruiting entities.

[0010] In addition, we also propose inventions for methods and programs to realize the system invention. [Effects of the Invention]

[0011] The present invention, which is mainly configured as described above, can easily realize a suitable match between employers and job seekers from the perspective of consumer relations. [Brief explanation of the drawings]

[0012] [Figure 1] Schematic diagram of the talent matching system of the present invention. [Figure 2] FIG. 1 is a diagram showing an example of a functional block of a talent matching system according to a first embodiment. [Figure 3] A diagram showing an example of job seeker ID storage in a job seeker ID storage unit [Figure 4] FIG. 1 is a schematic diagram showing an example of a configuration in which the functional components of the talent matching system of the first embodiment are integrated and realized as a single piece of hardware. [Figure 5] FIG. 1 is a diagram showing an example of a processing flow in the talent matching system of the first embodiment. [Figure 6] FIG. 10 is a diagram showing an example of a functional block of a talent matching system according to a second embodiment. [Figure 7] FIG. 10 is a diagram showing an example of a processing flow in the talent matching system of the second embodiment. [Figure 8] FIG. 10 is a diagram showing an example of a functional block of a talent matching system according to a third embodiment. [Figure 9] FIG. 10 is a diagram showing an example of a processing flow in the talent matching system of the third embodiment. DETAILED DESCRIPTION OF THE INVENTION

[0013] First, let us look at Figure 1. Figure 1 is a diagram showing an overview of the present invention. As shown in this figure, job seekers record their own attribute information in advance on a server via a network using their own terminals, and hiring entities also record their own work-related information on a server via a network using their own terminals. When a hiring entity requests a job, the server extracts job seekers who match the hiring entity's business.

[0014] Hereinafter, each embodiment of the present invention will be described with reference to the drawings. First, the relationship between the embodiments and the claims is as follows: First, embodiment 1 mainly corresponds to claims 1, 4, 5, etc.; embodiment 2 mainly corresponds to claim 2, etc.; embodiment 3 mainly corresponds to claim 3, etc.

[0015] It should be noted that the present invention is not limited to these embodiments, and can be embodied in various forms within the scope of the technical ideas described in each claim in accordance with common technical knowledge and without departing from the gist of the invention.

[0016] <<Embodiment 1>> <Summary> 2 is a diagram showing an example of the functional blocks of the talent matching system of this embodiment. As shown in the diagram, the talent matching system 0200 of this embodiment has a job seeker ID storage unit 0201, a recruiting entity ID storage unit 0202, a recruitment request receiving unit 0203, and a job seeker extraction unit 0204.

[0017] The talent matching system described in detail below can be configured to realize one or more of its functions using multiple devices, and the functional blocks can all be realized as hardware or software. Examples of a computer-based system include hardware components such as a CPU, main memory, GPU, TPU, image memory, bus, secondary storage device (hard disk or non-volatile memory), various input devices such as a keyboard, microphone, touch panel, and electronic pen for touching the touch panel, speakers, displays, and various other output devices, and other external peripheral devices, as well as interfaces for these external peripheral devices, communication interfaces, driver programs for controlling these hardware devices, and other application programs.

[0018] Then, through arithmetic processing according to the program deployed on the main memory, data input from input devices or other interfaces and held in memory or hardware is processed and stored, and instructions for controlling the hardware and software are created. Here, the above program may be realized as multiple modularized programs, or two or more programs may be combined into one program using cloud computing or other methods.

[0019] <Functional configuration> The "job seeker ID holding unit" 0201 is configured to hold a job seeker ID, which is an ID for identifying a job seeker, along with attribute information about the job seeker. There may be various specific modes of holding a job seeker ID, and in addition to a mode in which the job seeker ID is stored and held in a database in advance, maintaining a state in which the job seeker ID can be used by sending and receiving data to and from an external server via a network also falls under the term "holding" here (the same basically applies to modes of holding various other information specified in this specification).

[0020] Normally, one job seeker ID is assigned to each job seeker, but the system does not exclude the possibility of assigning multiple IDs. It is also possible to generate multiple job seeker IDs for each set of attribute information and associate each with a single job seeker. By adopting this configuration, it is possible to generate job seeker IDs that correspond to the job seeker's career history, thereby making search processing more efficient.

[0021] There are no particular restrictions on the attribute information of job seekers, as long as it can be information that can be used for recruiting or job hunting, and examples include the job seeker's work history, qualifications, hobbies, interests, business types, etc. Furthermore, it is desirable for the work history to be specific, such as the type of job, at which store, and for what period of time, and it is expected that this information will constitute attribute information with a hierarchical structure.

[0022] Figure 3 shows an example of a structure for storing job seeker IDs, particularly for a job seeker who has worked in the apparel industry. The figure shows how various attribute information 0300 related to a job seeker assigned the job seeker ID "AD0101" is linked and stored. The leftmost columns in the figure represent the fields of "Work History," "Previous Positions," "Qualifications," and "Hobbies," and the information corresponding to each field is listed in the right column. The right column of the "Work History" field records three periods, and the columns to the right of those record the stores or establishments where the job seeker worked, and the columns to the right of those record the job types at those establishments. This shows an example of a configuration that allows a job seeker's work history to be broken down and stored in detail. By configuring the content written in each column to be linked to a job seeker ID and ultimately to a specific job seeker, like a tag, for example, it becomes possible to perform efficient and complex processing in the job seeker extraction unit described below and provide effective processing results.

[0023] Furthermore, the figure also shows that the right side of the "Experienced Positions" column links and stores the positions that the corresponding job seeker has held, such as sales staff, team leader, store manager, etc. Using this information can be used as a reference for understanding the suitability of the job seeker for a particular job.

[0024] Furthermore, in the same figure, information such as Eiken Grade 2, Color Examination Grade 1, and Merchandise Decoration and Display Skills Examination Grade 2 is listed to the right of the "Qualifications" column, indicating that the corresponding job seeker has obtained these qualifications. By using this information, it is possible to match the job seeker with a job posting that targets people with specific qualifications.

[0025] Additionally, in the figure, information such as watching movies and snowboarding is listed to the right of the "Hobbies" column, indicating that the corresponding job seeker has these hobbies. Recruiting entities may design stores based on a specific concept or create stores targeting customers with specific tastes (some of which may be included in the operation-related information described below). Using this information makes it easier to determine whether the job seeker meets the recruiting entity's intentions, which can ultimately contribute to effective matching.

[0026] The attribute information shown in the figure does not include personal information such as the job seeker's name, age, address, facial photograph, or full-body photograph. While it is not excluded to include such personal information in the attribute information, it is desirable to keep it separate from the attribute information referred to here and associate it with the job seeker ID. By adopting this configuration, matching is performed without using personal information, making it possible to extract personnel who will truly contribute to the business without being influenced by the preferences or preconceptions of the hiring entity.

[0027] With the above in mind, the attribute information items shown in Figure 3 are merely examples, and excluding the circumstances mentioned above, it is not excluded to acquire and retain other information. For example, it is of course possible to acquire attribute information such as annual income from previous jobs or characteristics of the items mainly handled (foreign brands, accessories, men's or women's, etc.), and this information can be added, deleted, or amended as appropriate by the job seeker. By adopting such a configuration, it becomes possible to perform matching processing using the latest situation.

[0028] Furthermore, the attribute information may not only be stored as text information as described above, but may also be scored and the results stored. The rules and processing mechanisms for scoring may be set as appropriate, but if a configuration is adopted in which the processing is performed in advance and then stored, the processing load on the job seeker extraction unit, which will be described later, can be reduced.

[0029] Incidentally, the job seeker ID holding unit may acquire the job seeker ID in various ways, including a configuration in which information directly input by the job seeker himself / herself in response to the above-mentioned items is accepted, acquired, and held, or a configuration in which information is acquired by accepting a selection from pre-prepared options. Since a configuration in which all information is freely written by the job seeker may increase the load on the subsequent extraction process, it is desirable that at least some of the attribute information be acquired and held by accepting a selection from pre-prepared options.

[0030] The "recruiter ID storage unit" 0202 is configured to store a recruiter ID, which is an ID for identifying the recruiter, along with operation-related information, which is information related to the operation of the recruiter. The recruiter here refers to the business that is recruiting, but is understood as a unit that includes not only the corporate name or business name but also at least the location where the business is conducted. What is important about a job is what kind of work the person will be engaged in, and the business name alone does not necessarily allow the content of the work to be identified. By identifying the location where the business is conducted, it is possible to understand the overview, customer demographic, concept, etc. of the business conducted at that location, as well as distinguish it from other job contents.

[0031] Multiple recruiting entity IDs may be assigned to a single business. Specifically, in the case of a business that operates multiple stores or a business that operates both stores and an online shopping business, a separate recruiting entity ID is assigned to each store or business. In other words, even in the case of a business that does not have a physical location, such as online shopping, if the business is distinguished from other businesses, a single independent recruiting entity ID is assigned. However, a single business that operates multiple stores may be configured to be assigned a general recruiting entity ID as an ID to consolidate the individual recruiting entity IDs.

[0032] The recruiting entity ID is stored together with operation-related information, which is information related to the operation of the recruiting entity. The operation-related information referred to here may collectively include various information generated, acquired, or configured in connection with the operation of the business operated by the recruiting entity. For a retail store, possible information includes the number of customers per given time unit, the gender and age profile of customers, the number of accompanying persons, the composition of customers (families, couples, solo visitors, etc.), average purchase price, payment method, ranking of best-selling products, sale periods, changes in sales by day of the week or season, changes in sales by weather, and average length of stay. For online shopping, in addition to the above information, information such as login time, the user's residential area, and the route of entry may also be included.

[0033] Of course, other information that can be included in the operation-related information include the content, type, price, menu, business hours, accepted payment methods, store size, number of employees, opening date, etc. By adopting a configuration in which each of these pieces of information is linked to the hiring entity and stored, it becomes possible to grasp the business situation of the hiring entity in detail and to easily match job seekers that fit the business situation.

[0034] It is conceivable that the work-related information is acquired and stored by being provided by the recruiting entity associated with the work-related information, and one example is a configuration in which information acquired through various means, such as a beacon or POS register installed at the entrance of the recruiting entity's store, the usage history of point cards, or the results of questionnaire responses from consumers, is acquired directly via a network. In addition, it is of course possible to configure the system so that the recruiting entity accepts input at its discretion, but in this case, as explained with regard to the job seeker ID storage unit, it is similarly preferable to configure the system so that input is accepted by selecting from preset options.

[0035] Furthermore, with regard to the operation-related information, instead of being stored as text information as described above, it is also possible to consider a mode in which each piece of information is scored and the results are stored. As with the point explained for the attribute information, the rules and processing mechanisms for scoring can be set as appropriate. If a configuration is adopted in which the processing is performed in advance and then stored, it is possible to reduce the processing load on the job seeker extraction unit, which will be described later.

[0036] The "job offer request receiving unit" 0203 is configured to receive a job offer request linked to predetermined attribute information from a job offer entity. The job offer request here does not simply mean a job offer request that limits or specifies work-related information, such as a request for a specific number of hours, a certain income, or a specific work location. This is because even if a matching process is performed in response to such a job offer request, it is difficult to say that a match that truly matches the abilities of the job seeker can be achieved. The present invention enables a job offer entity to specify a request based on information such as the job experience, sensibilities, and the type of workplace where the job offer entity can demonstrate their abilities, thereby enabling a matching process that truly matches the job offer.

[0037] There may be various specific modes for accepting job vacancies. For example, a configuration is conceivable in which job vacancies are accepted at the timing of the recruiting entity's discretion. Alternatively, a configuration is also possible in which job vacancies are accepted periodically or continuously at predetermined timings without instructions or selection from the recruiting entity, but job vacancies are not issued at the timing of the recruiting entity's discretion. In the present invention, it is conceivable that the recruiting objectives of recruiting entities vary, such as whether continuous employment is desired or whether a short-term or one-off job is desired. Therefore, by adopting such a configuration, it becomes possible for the recruiting entity to appropriately determine whether there are job seekers and what type of job seekers will be extracted, even in the case of sudden job vacancies.

[0038] Furthermore, regarding a specific embodiment of a "job request linked with predetermined attribute information," for example, it is conceivable to extract predetermined attribute information by searching for pre-selected or tagged attribute information and accepting a selection, and then make a job request linked with the extracted attribute information. By adopting this configuration, it is possible to avoid an operation in which the selection or identification of attribute information for each recruiting entity becomes abstract, resulting in an inability to perform a successful matching process.

[0039] The "job seeker extraction unit" 0204 is configured to extract job seekers linked to one or more job seeker IDs using the work-related information related to the job seeker ID in response to the received job offer request. When a job offer request is received, it is linked with predetermined attribute information, and the job seeker extraction process is performed using the attribute information and work-related information.

[0040] It should be noted that there is a possibility that the processing result will be that no suitable job seekers can be extracted for the received job request. However, since "suitability" ultimately depends on the subjective opinion of the hiring entity, in the present invention, it is desirable to ensure that one or more job seekers are extracted using a predetermined method. In this case, when outputting the extraction results, it is possible to provide a reason output means that outputs the reasons for the extraction, such as that the extraction results are not based on a judgment that there is a high affinity, but only on a judgment that there is a relatively high possibility of affinity. By adopting this configuration, it becomes possible to provide specific information for the hiring entity to make a decision.

[0041] There are various possible specific processing modes for extracting job seekers. For example, a process may be performed in which scored attribute information is used to extract one or more job seeker IDs that have the score or are linked to a score that is close to the score, and then a process may be performed in which a job seeker ID that has an affinity with the score is extracted using the scoring results of work-related information associated with the recruiting entity ID.

[0042] Also, a method of extracting job seeker IDs using not only scored attribute information but also scored work-related information is conceivable. Specific algorithms for extraction processing using other scores can be determined in an appropriate manner. For example, predetermined rules may be stored and processing may be performed in accordance with those rules, or a trained model generated in advance for extraction processing may be stored, scores may be input into the trained model, and job seeker IDs may be extracted using the output results.

[0043] The extraction algorithm described above can be modified or revised as needed, and multiple algorithms can be selected and applied. By adopting such a configuration, it becomes possible to match job offers with job seekers in a timely manner.

[0044] Here, the job seeker extraction unit performs the job seeker extraction process, but the subsequent processing may be configured as appropriate. For example, it may be possible to provide a result display unit for displaying and outputting the extraction results to the hiring entity, an offer output unit for outputting an offer letter to the extracted job seeker by electromagnetic means, or an intention confirmation unit for outputting a questionnaire to confirm the job seeker's intention by electromagnetic means. The information on the extracted job seeker may be any information necessary to realize these functions, and the information on the job seeker that becomes the extraction result may be limited to the hiring entity at the extraction stage. By adopting this configuration, it is possible to avoid the unnecessary disclosure of personal information, etc. of job seekers to the hiring entity, ensuring information management and providing job seekers with a sense of security.

[0045] <Specific configuration> FIG. 4 is a schematic diagram showing an example of a configuration in which the functional components of the talent matching system of this embodiment are integrated into a single piece of hardware. Each device includes a "CPU" 0401, a "storage device (storage medium)" 0402, a "main memory" 0403, an "input interface" 0404, an "output interface" 0405, and a "network interface" 0406 for performing various arithmetic operations. Information is exchanged with external peripheral devices, such as a "touch panel" 0407 and a "display" 0408, via the input / output interfaces. Information may also be exchanged with external devices, such as a "job seeker terminal" 0409, via the network interface. The specific form of this network interface may be wired or wireless, and the communication method may be direct or indirect. Therefore, it is also possible to employ a so-called cloud computing format in which information is exchanged between a specific external device or a server managed by a third party linked to the user of the device.

[0046] The storage device stores various programs as described below, and the CPU reads, develops, and executes these programs in the work area of ​​the main memory. These components are interconnected by a data communication path such as a "system bus" 0499, and transmit and receive information and perform processing (the basic configuration described above is the same for all of the other devices described below).

[0047] (Specific configuration of the job seeker ID storage unit) The job seeker ID storage unit is composed of a computer program and computer hardware, and specifically, the CPU reads the "job seeker ID acquisition program" 0410 from the storage device into the main memory, executes it, and records the job seeker ID together with the attribute information of the job seeker in the computer's memory area.

[0048] (Specific configuration of the recruiting entity ID holding unit) The recruiting entity ID storage unit is composed of a computer program and computer hardware, and specifically, the CPU reads the ``recruiting entity ID acquisition program'' 0620 from the storage device into the main memory and executes it, recording the recruiting entity ID together with the operation-related information of the recruiting entity in the computer's memory area.

[0049] (Specific configuration of the job request reception unit) The job vacancy request receiving unit is composed of a computer program and computer hardware. Specifically, the CPU reads the “job vacancy request receiving program” 0630 from the storage device into the main memory and executes it to receive a job vacancy request linked with predetermined attribute information from a job vacancy entity.

[0050] (Specific configuration of the job seeker extraction unit) The job seeker extraction unit is composed of a computer program and computer hardware. Specifically, the CPU reads the "employer extraction program" 0640 from the storage device into the main memory and executes it, and in response to a job request received by executing the job request reception program, extracts one or more job seeker IDs using the job entity ID and the associated work-related information, and stores the results at a predetermined address in the main memory.

[0051] <Processing flow> FIG. 5 is a diagram showing an example of the processing flow in the talent matching system of this embodiment. The processing flow in this diagram consists of the following steps. First, in step S0501, a job seeker ID, which is an ID for identifying a job seeker, is acquired along with the job seeker's attribute information (job seeker ID acquisition step). In step S0502, a recruiting entity ID, which is an ID for identifying the recruiting entity, is acquired along with operation-related information, which is information related to the recruiting entity's operation (recruiting entity ID acquisition step). Here, steps S0501 and S0502 may be processed in reverse order, or may be processed at a timing independent of the processing from step S0503 onwards, or may be processed independently by adding, deleting, or changing the content of the information after acquisition. The same explanation of this processing applies to the following embodiments.

[0052] Then, in step S0503, a job offer request linked to specified attribute information is received from the employer (job offer request receiving step), and in step S0504, a process is performed to extract job seekers linked to one or more job seeker IDs using the work-related information related to the employer ID (job seeker extraction step).

[0053] <Effects> By using a human resources matching system that employs the above configuration, it becomes possible to match employers and job seekers who are suitable from the perspective of consumer response.

[0054] <<Embodiment 2>> <Summary> The talent matching system of this embodiment basically has the same technical features as the talent matching system described in embodiment 1, but has the additional feature of accepting an evaluation of a specified job seeker by linking it with an employer ID, or accepting an evaluation of a specified employer by linking it with a job seeker ID, using the accepted evaluation as the job seeker's attribute information or the employer's work-related information, and extracting job seekers using the recorded evaluation as well.

[0055] <Functional configuration> 6 is a diagram showing an example of functional blocks of the talent matching system of this embodiment implemented on a single computer (device). As shown in the diagram, the "talent matching system" 0600 of this embodiment includes a "job seeker ID holding unit" 0601, a "job seeker subject ID holding unit" 0602, a "job recruitment request receiving unit" 0603, a "job seeker extraction unit" 0604, an "evaluation receiving unit" 0605, and an "evaluation recording unit" 0606, and the job seeker extraction unit further includes an "evaluation utilization means" 0614. Since the basic configuration is the same as the talent matching system described using FIG. 2 of the first embodiment, the following describes the differences, specifically the functions of the "evaluation receiving unit" 0605, the "evaluation recording unit" 0606, and the "evaluation utilization means" 0614.

[0056] The "evaluation receiving unit" 0605 is configured to receive an evaluation of a specific job seeker in association with a recruiting entity ID, or to receive an evaluation of a specific recruiting entity in association with a job seeker ID. The job seeker's evaluation here refers to an evaluation of the job seeker's performance and customer service skills, and the recruiting entity's evaluation refers to an evaluation of the recruiting entity's work environment. The specific evaluation content may be obtained as text information, or a configuration may be considered in which the selection of one or more specific items from pre-defined options is received as matching the evaluation content.

[0057] The timing for accepting evaluations is not particularly limited, but it is desirable to limit it to a certain period after the matching process. This is because if an evaluation is suddenly made a long time after the matching process, it is difficult to determine the authenticity of the evaluation content, and it is difficult to guarantee the reliability of the evaluation.

[0058] The "evaluation recording unit" 0606 is configured to record the received evaluation as the job seeker's attribute information or the hiring entity's work-related information. The "received evaluation" here includes evaluations obtained through the free-form text described above, evaluations obtained by accepting selections from options, and the results of scoring these evaluations according to predetermined rules. In other words, a process for scoring the evaluation is also possible, and by acquiring and recording the results of this process as attribute information or work-related information, matching processing that takes into account objective information about the work of the job seeker and hiring entity becomes possible.

[0059] It is also possible to provide a modification control means that prevents the subject of the evaluation from freely adding, deleting, or modifying the evaluations recorded in the evaluation recording unit. It is also possible to provide a configuration restriction control means that restricts the disclosure of relatively negative evaluations and allows the disclosure of positive evaluations. In this way, while the recorded evaluations are used for job seeker extraction (described below), their use can be restricted for other purposes (for example, when an employer attempts to select a job seeker from among multiple extracted job seekers). While this function may not necessarily be essential for achieving optimal matching, providing it can prevent a matching process that relies too heavily on unreasonable or untrue evaluations from being made.

[0060] The "evaluation utilization means" 0614 is configured to extract job seekers using the recorded evaluations in the job seeker extraction unit. Specifically, when extracting multiple job seekers, one possible mode is to output job seekers in order starting with those with the most positive evaluations. In addition, when using scored evaluations, one possible mode is to perform the extraction process for job seekers with the scores also written on them. Whichever method is used, it is possible to provide the hiring entity with an objectively understandable explanation for the reasons for the selection, thereby giving them a sense of satisfaction.

[0061] <Specific configuration> The hardware configuration of each device constituting the talent matching system of this embodiment is basically the same as the hardware configuration of the talent matching system of embodiment 1 described using Fig. 4. Therefore, the following describes the specific processing of the "evaluation receiving unit," "evaluation recording unit," and "evaluation utilization means" that have not been described so far.

[0062] (Specific configuration of the evaluation reception unit) Specifically, the evaluation reception unit is composed of a computer program and computer hardware, and the CPU reads the "evaluation reception program" from the storage device into the main memory and executes it, linking it to the recruiting entity ID and accepting the evaluation of a specified job seeker, or linking it to the job seeker ID and accepting the evaluation of a specified recruiting entity.

[0063] (Specific configuration of the evaluation recording unit) The evaluation recording unit is specifically composed of a computer program and computer hardware, and the CPU reads the ``evaluation recording program'' from the storage device into the main memory and executes it, and stores the evaluations obtained by executing the evaluation reception program at a specified address in the main memory either as is or after undergoing specified processing.

[0064] (Specific configuration of evaluation and utilization means) Specifically, the evaluation utilization means is composed of a computer program and computer hardware, and when executing the job applicant extraction program, the CPU reads the "evaluation utilization subprogram" from the storage device into the main memory and executes it, reading out the evaluations obtained by executing the evaluation recording program and extracting job applicants.

[0065] <Processing flow> 7 is a diagram showing an example of the processing flow in the talent matching system of this embodiment. The processing flow in the diagram consists of the following steps. First, in step S0701, a job seeker ID, which is an ID for identifying a job seeker, is acquired along with attribute information of the job seeker (job seeker ID acquisition step), and in S0702, a recruiting entity ID, which is an ID for identifying the recruiting entity, is acquired along with operation-related information, which is information related to the operation of the recruiting entity (recruiting entity ID acquisition step).

[0066] In step S0703, an evaluation of a specific job seeker is accepted in association with the recruiting entity ID, or an evaluation of a specific recruiting entity is accepted in association with the job seeker ID (evaluation acceptance step), and in step S0704 the accepted evaluation is recorded as attribute information of the job seeker or work-related information of the recruiting entity (evaluation recording step). Steps S0703 and S0704 can be processed at a timing independent of the processing before and after them, and can be processed independently in the form of accepting additions, deletions, or changes to the evaluation content after recording.

[0067] Then, in step S0705, a job request linked to specified attribute information is received from the employer (job request reception step), and in step S0706, a process is performed to extract job seekers linked to one or more job seeker IDs using the work-related information associated with the employer ID, particularly evaluations (job seeker extraction step).

[0068] <Effects> By using the talent matching system of this embodiment, it becomes possible to provide optimal matching results that take into account specific information regarding past work performance, in addition to when using the talent matching system of embodiment 1.

[0069] <<Embodiment 3>> <Summary> The talent matching system of this embodiment basically has the same technical features as the talent matching system described in embodiment 1, but is characterized by the fact that it also uses work-related information from other employers to extract job seekers.

[0070] <Functional configuration> 8 is a diagram showing an example of functional blocks when the talent matching system of this embodiment is implemented on a single computer (device). As shown in the diagram, the "talent matching system" 0800 of this embodiment has a "job seeker ID holding unit" 0801, a "job seeker subject ID holding unit" 0802, a "job recruitment request receiving unit" 0803, and a "job seeker extraction unit" 0804, and the job seeker extraction unit further has an "other person information utilization means" 0814. Since the basic configuration is the same as the talent matching system described using FIG. 2 of the first embodiment, the following will explain the function of the "other person information utilization means" 0814, which is the difference.

[0071] The "means for utilizing information of others" 0814 is configured in the job seeker extraction unit to extract job seekers using information related to the work of other recruiting entities. Here, "information related to the work of other recruiting entities" refers to information pertaining to the business operations of recruiting entities identified by other recruiting entity IDs. By adopting this configuration, matching processing is performed while emphasizing individuality, and also using objective information such as general hiring trends based on other recruiting entities, making it possible to extract job seekers from a broad perspective.

[0072] It should be noted that even when "using the work-related information of other recruiting entities," the manner of use may be selected as appropriate. For example, one possible method is to select work-related information of recruiting entities in the same industry or business type, or to select work-related information of different recruiting entities within the same corporation. Another possible method is to select work-related information of other recruiting entities in the same trade area or other recruiting entities of the same business scale, and it is desirable that these use modes be configured so that they can be selected as appropriate by the recruiting entity. By adopting such a configuration, the matching process can be performed under the conditions desired by the recruiting entity, thereby enabling rational human resource matching based on a variety of information while eliminating subjective elements.

[0073] It is conceivable that the operation-related information of other recruiting entities will be obtained and used by acquiring operation-related information linked to other recruiting entity IDs stored in the recruiting entity ID storage unit, and acquisition from other external sources is not anticipated. If processing such as the scoring described above has been performed in the process of storage in the recruiting entity ID storage unit, the operation-related information has already been processed so that it can be used in cases such as this embodiment, and no special processing is required, allowing for smooth use.

[0074] <Specific configuration> The hardware configuration of each device constituting the talent matching system of this embodiment is basically the same as the hardware configuration of the talent matching system of embodiment 1 described using Fig. 4. Therefore, the following describes the specific processing of the "other person information utilization means" that has not been described so far.

[0075] (Specific configuration of means for using information of others) Specifically, the means for utilizing information about others is composed of a computer program and computer hardware, and when the job seeker extraction program is executed, the CPU reads the "subprogram for utilizing information about others" from the storage device into the main memory and executes it, thereby extracting job seekers using the operation-related information of other recruiting entities as well.

[0076] <Processing flow> 9 is a diagram showing an example of the processing flow in the talent matching system of this embodiment. The processing flow in the diagram consists of the following steps. First, in step S0901, a job seeker ID, which is an ID for identifying a job seeker, is acquired along with attribute information of the job seeker (job seeker ID acquisition step), and in S0902, a recruiting entity ID, which is an ID for identifying the recruiting entity, is acquired along with operation-related information, which is information related to the operation of the recruiting entity (recruiting entity ID acquisition step).

[0077] Then, in step S0903, a job request linked to specified attribute information is received from the recruiting entity (job request reception step), and in step S0904, work-related information related to the recruiting entity ID, as well as work-related information from other recruiting entities, is used to extract job seekers linked to one or more job seeker IDs (job seeker extraction step).

[0078] <Effects> By using the talent matching system of this embodiment, it becomes possible to perform a more rational talent matching based on more diverse information than when the talent matching system of the first embodiment is used. [Explanation of symbols]

[0079] 0200: Human resource matching system, 0201: Job seeker ID holding unit, 0202: Recruiter ID holding unit, 0203: Recruitment request reception unit, 0204: Job seeker extraction unit

Claims

1. a job seeker ID holding unit that holds a job seeker ID, which is an ID for identifying a job seeker, together with attribute information of the job seeker; a recruiting entity ID holding unit that holds a recruiting entity ID, which is an ID for identifying a business entity that is a recruiting entity, together with operation-related information, which is information relating to the operation of the business entity; a job offer request receiving unit that receives a job offer request linked with predetermined attribute information from the job offer entity; a job seeker extraction unit that extracts one or more job seekers linked to the job seeker ID stored in the job seeker ID storage unit using operation-related information related to the recruiting entity ID of the recruiting entity that made the job seeker request in response to the received job seeker request; A human resources matching system comprising: The job seeker extraction unit of the human resources matching system has means for utilizing information of other parties to extract job seekers using operation-related information of entities other than the entity that made the job offer request.

2. a job seeker ID acquisition step of acquiring a job seeker ID, which is an ID for identifying a job seeker, together with attribute information of the job seeker; a recruiting entity ID acquisition step of acquiring a recruiting entity ID, which is an ID for identifying a business entity that is a recruiting entity, together with operation-related information, which is information related to the operation of the business entity; a job offer request receiving step of receiving a job offer request linked with predetermined attribute information from the job offer entity; a job seeker extraction step of extracting one or more job seekers linked to the job seeker ID stored in the job seeker ID storage unit using operation-related information related to the recruiting entity ID of the recruiting entity that made the job seeker request that has been received; A human resources matching method that causes a computer to execute the following: The human resources matching method, wherein the job seeker extraction step includes a sub-step of utilizing information of others to extract job seekers using operation-related information of recruiting entities other than the recruiting entity that made the recruitment request.

3. a job seeker ID acquisition step of acquiring a job seeker ID, which is an ID for identifying a job seeker, together with attribute information of the job seeker; a recruiting entity ID acquisition step of acquiring a recruiting entity ID, which is an ID for identifying a business entity that is a recruiting entity, together with operation-related information, which is information related to the operation of the business entity; a job offer request receiving step of receiving a job offer request linked with predetermined attribute information from the job offer entity; a job seeker extraction step of extracting one or more job seekers linked to the job seeker ID stored in the job seeker ID storage unit using operation-related information related to the recruiting entity ID of the recruiting entity that made the job seeker request that has been received; A human resources matching program executed by a computer, The job seeker extraction step includes a sub-step of utilizing information of other parties to extract job seekers using information related to operations of entities other than the entity that made the job offer request.

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