How to match employers and job seekers

Abstract

To provide a method for improving matching accuracy between job seekers and job recruiters in accordance with needs of each job recruiter.SOLUTION: A method for matching job recruiters and job seekers provided by a system that includes a job recruiter terminal associated with the job recruiter, a job seeker terminal associated with the job seeker that is connected to the job recruiter terminal via a network, and a server terminal, comprises: providing, by the server terminal, aptitude tests to the job recruiter terminal and the job seeker terminal; receiving answer information for the aptitude test from the job recruiter terminal and the job seeker terminal; calculating scores of the job recruiter associated with the job recruiter terminal and the job seeker associated with the job seeker terminal, respectively based on the answer information; and referring to the score of the job seeker based on the score of the job recruiter to extract job seekers who meet predetermined conditions in response to a search request for job seekers from the job recruiter terminal.SELECTED DRAWING: Figure 6

Description

[Technical Field]

[0001] The present invention relates to a method for matching job seekers with recruiters. [Background technology]

[0002] Traditionally, services that use aptitude tests to match job seekers (potential employees) with employers (employee companies) have become widespread, and aptitude tests typically assess job seekers' characteristics such as their personality and abilities.

[0003] For example, Patent Document 1 discloses a method of conducting an aptitude test on the employees of a recruiting company, and setting aptitude test goals for job seekers based on the results of the aptitude test and the results of aptitude tests previously taken by highly rated employees within the company. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] Patent No. 2010-015289 Summary of the Invention [Problem to be solved by the invention]

[0005] However, although Patent Document 1 makes it possible to improve the accuracy of job matching between job seekers and employers by using aptitude tests, the type of job seeker that each employer actually seeks varies, and setting goals for aptitude tests according to predetermined rules is not necessarily appropriate.

[0006] Therefore, an object of the present invention is to improve the accuracy of matching between job seekers and recruiters in accordance with the needs of each recruiter. [Means for solving the problem]

[0007] In one aspect of the present invention, there is provided a method for matching employers and job seekers provided by a system having a recruiter terminal associated with the employer, a job seeker terminal associated with the job seeker and connected to the recruiter terminal via a network, and a server terminal, wherein the server terminal provides an aptitude test to the job seeker terminal and the recruiter terminal, receives response information to the aptitude test from the recruiter terminal and the job seeker terminal, calculates scores for the employer associated with the recruiter terminal and the job seeker associated with the job seeker terminal based on the response information, and, in response to a search request for a job seeker from the recruiter terminal, extracts job seekers who satisfy specified conditions by referring to the scores of the job seekers using the score of the employer as a reference. [Effects of the Invention]

[0008] According to the present invention, it is possible to improve the accuracy of matching between job seekers and recruiters in line with the needs of each recruiter. [Brief explanation of the drawings]

[0009] [Figure 1] FIG. 1 is a block diagram showing a matching system according to a first embodiment of the present invention. [Figure 2] FIG. 2 is a functional block diagram showing the server terminal 100 of FIG. [Figure 3] FIG. 2 is a functional block diagram showing the job seeker terminal 200 of FIG. 1. [Figure 4] FIG. 3 is a diagram showing an example of job seeker data stored in the server 100. [Figure 5] FIG. 2 is a diagram showing an example of recruiter data stored in the server 100. [Figure 6] 1 is an example of a flowchart relating to a matching method according to the first embodiment of the present invention. [Figure 7] 10 is another example of a flowchart relating to the matching method according to the first embodiment of the present invention. [Figure 8] 10 is yet another example of a flowchart relating to the matching method according to the first embodiment of the present invention. [Figure 9] 10A and 10B are diagrams showing example screens that show information related to recruiters and job seekers, which are displayed on the job seeker terminal and the recruiter terminal, respectively. [Figure 10] 10 is an example of a flowchart relating to a matching method according to a second embodiment of the present invention. DETAILED DESCRIPTION OF THE INVENTION

[0010] Hereinafter, embodiments of the present invention will be described with reference to the drawings. Note that the embodiments described below do not unduly limit the content of the present disclosure described in the claims. Furthermore, not all of the components shown in the embodiments are necessarily essential components of the present disclosure.

[0011] (Embodiment 1) <Configuration> 1 is a block diagram showing a matching system according to a first embodiment of the present invention. This system 1 is composed of a server terminal 100 that acts as an intermediary between job seeker terminals 200 associated with job seekers with various backgrounds and recruiter terminals 300 associated with recruiters, such as companies, that are conducting recruitment activities.

[0012] The server terminal 100, the job seeker terminal 200, and the recruiter terminal 300 are connected via a network NW. The network NW is configured by the Internet, an intranet, a wireless LAN (Local Area Network), a WAN (Wide Area Network), or the like.

[0013] Server terminal 100 is a device that provides aptitude tests to employees of recruiting companies and job seekers, analyzes the aptitude of employees of recruiting companies and job seekers from the answers obtained, receives information related to the recruiter from the recruiter via recruiter terminal 300, and performs a matching process between recruiters and job seekers based on information related to the job seeker received from the job seeker via job seeker terminal 200, and may be implemented as a general-purpose computer such as a workstation or personal computer, or may be logically realized by cloud computing. In this embodiment, for convenience of explanation, one server terminal is shown as an example, but the present invention is not limited to this and multiple server terminals may be used.

[0014] The job seeker terminal 200 is an information processing device such as a personal computer or tablet terminal owned by a job seeker who wishes to find employment or change jobs and who uses the services provided by the server terminal 100, but it may also be configured as a smartphone, mobile phone, PDA, etc.

[0015] As described above, recruiter terminal 300 is a recruiter (e.g., a recruiter) of a company or the like who conducts recruitment activities and provides information related to the recruiter. It is an information processing device, such as a personal computer or tablet terminal, owned by the recruiter who uses the services provided by server terminal 100, but it may also be configured as a smartphone, mobile phone, PDA, or the like. A recruiter company has one or more departments (e.g., department A, department B, department C, etc.), and each department has one or more employees. An aptitude test is provided to each terminal of the employees in each department by server terminal 100, and in some cases via recruiter terminal 300. It should be noted that the aptitude test can also be provided by a server separate from server terminal 100.

[0016] In this embodiment, the system 1 is described as comprising a server terminal 100, a job seeker terminal 200, and a recruiter terminal 300, and the job seeker or recruiter uses the job seeker terminal 200 or recruiter terminal 300 to operate the server terminal 100, respectively; however, the server terminal 100 may be configured as a stand-alone unit, and the server terminal itself may have the functionality to be operated by the job seeker or recruiter.

[0017] Fig. 2 is a functional block configuration diagram of the server terminal 100 of Fig. 1. The server terminal 100 includes a communication unit 110, a storage unit 120, and a control unit .

[0018] The communication unit 110 is a communication interface for communicating with the job seeker terminal 200 and the recruiter terminal 300 via the network NW, and communication is carried out according to a communication protocol such as TCP / IP (Transmission Control Protocol / Internet Protocol).

[0019] The storage unit 120 stores input data, programs for executing various control processes and functions within the control unit 130, and is composed of RAM (Random Access Memory), ROM (Read Only Memory), and the like. The storage unit 120 also has a job seeker data storage unit 121 that stores various data related to job seekers, and an employer data storage unit 122 that stores various data related to employers. The storage unit 120 can also temporarily store data communicated with the job seeker terminal 200 and the employer terminal 300. A database (not shown) that stores various data may be constructed outside the storage unit 120 or the server terminal 100.

[0020] The control unit 130 controls the overall operation of the server terminal 100 by executing the programs stored in the memory unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), etc. The functions of the control unit 130 include an instruction receiving unit 131 that receives input from the job seeker terminal 200 or the recruiter terminal 300, a job seeker data management unit 132 that refers to and processes various data related to job seekers, a recruiter data management unit 133 that refers to and processes various data related to recruiters, an aptitude analysis unit 134 that analyzes aptitude test answers entered by job seekers and employees of recruiter companies and calculates the analysis results, and a matching processing unit 135 that processes matching between job seekers and recruiters. The instruction receiving unit 131, job seeker data management unit 132, employer data management unit 133, aptitude analysis unit 134, and matching processing unit 135 are activated by a program stored in the memory unit 120 and executed by the server terminal 100, which is a computer (electronic calculator).

[0021] The instruction receiving unit 131 receives instructions from the job seeker terminal 200 or the employer terminal 300 via the communication unit 110 when a user who is a job seeker or an employer makes a predetermined input (by clicking, tapping, swiping, entering a keyword, pressing an icon, etc.) via a user interface such as a screen provided by the server terminal 100 and displayed on the job seeker terminal 200 or the employer terminal 300 via a web browser or application.

[0022] The job seeker data management unit 132 manages and processes various data related to job seekers (for example, job seeker ID, basic information about the job seeker, career information, qualification information, desired conditions information, and aptitude information).

[0023] The recruiter data management unit 133 manages and processes various data related to recruiters (for example, recruiter ID, basic information, recruitment information, aptitude information, etc.).

[0024] The aptitude analysis unit 134 performs a process of analyzing the aptitude of the job seeker and the employee of the recruiting company based on the answers of the job seeker and the employee of the recruiting company entered from the job seeker terminal 200 and the recruiter terminal 300 (or the terminal of the employee of the recruiting company) to the provided aptitude test, and calculates the analysis results.

[0025] The matching processing unit 135 performs processing to generate and provide information to the job seeker terminal 200 and the job seeker terminal 300 to support matching, based on the analysis results of the aptitude tests of the job seeker and the employee of the recruiting company.

[0026] Fig. 3 is a functional block diagram showing the job seeker terminal 200 of Fig. 1. The job seeker terminal 200 includes a communication unit 210, a display operation unit 220, a storage unit 230, and a control unit 240.

[0027] The communication unit 210 is a communication interface for communicating with the server terminal 100 via the network NW, and communication is performed according to a communication protocol such as TCP / IP.

[0028] The display operation unit 220 is a user interface used by the job seeker to input instructions and to display text, images, etc. in accordance with input data from the control unit 240, and is composed of a display, keyboard, and mouse if the job seeker terminal 200 is configured as a personal computer, and is composed of a touch panel, etc. if the job seeker terminal 200 is configured as a smartphone or tablet terminal. This display operation unit 220 is started up by a control program stored in the storage unit 230 and executed by the job seeker terminal 200, which is a computer (electronic calculator). Via the display operation unit, the job seeker can press keys on the keyboard in the case of a keyboard, move the cursor with the mouse in the case of a mouse, or perform tapping, swiping, pinching, etc. in response to the aptitude test provided.

[0029] The storage unit 230 stores input data, programs for executing various control processes and functions in the control unit 240, and is composed of RAM, ROM, etc. The storage unit 230 also temporarily stores the contents of communication with the server terminal 100.

[0030] The control unit 240 controls the overall operation of the job seeker terminal 200 by executing the programs stored in the storage unit 230, and is composed of a CPU, a GPU, and the like.

[0031] The server terminal 100 may be configured to have the function of a display operation unit, in which case the job seeker terminal 200 may not be included.

[0032] The functional configuration of the recruiter terminal 300 is also substantially the same as that of the job seeker terminal 200, and therefore a description thereof will be omitted.

[0033] FIG. 4 is a diagram showing an example of job seeker data stored in the server 100. As shown in FIG.

[0034] The job seeker data 1000 shown in Figure 4 stores various data related to job seekers. For ease of explanation, Figure 4 shows an example of one job seeker (a job seeker identified by the job seeker ID "10001"), but information on multiple job seekers can be stored. The various data related to job seekers can include, for example, basic information about the job seeker (the job seeker's contact information such as name, address, email address, and other social media account information), career information (the job seeker's educational background, work history, most recent annual salary, etc.), qualification information (qualifications, languages, skills, self-promotion), desired information (desired annual salary, desired employment timing, desired work location, desired industry, desired business type, etc.), and aptitude information (aptitude test scores, scores for characteristics measured by aptitude tests (problem-solving ability, quick thinking, logical thinking, decision-making ability, management ability, perseverance, personality, etc.)).

[0035] FIG. 5 is a diagram showing an example of recruiter data stored in the server 100.

[0036] The recruiter data 2000 shown in Figure 5 stores various data related to recruiters. For ease of explanation, Figure 5 shows an example of one recruiter (identified by recruiter ID "20001"), but information on multiple users can be stored. The various data related to recruiters can include, for example, basic information about the recruiter (company name, industry, date of establishment, location, number of employees, URL of the company's website, and other company information), recruitment information (salary, desired profile, working hours, compensation, benefits, work location, employment status (full-time employee (new graduate / mid-career), contract employee, intern, part-time employee, etc.), and aptitude information (aptitude test scores (company-wide, department-specific, etc.) of employees belonging to the recruiter company, scores for characteristics measured by the aptitude test (problem-solving ability, quick thinking, logical thinking, decision-making ability, management ability, perseverance, personality, etc.)).

[0037] <Processing flow> The processing flow of the method for matching job seekers and recruiters executed by the system 1 of this embodiment will be described with reference to Fig. 6. Fig. 6 is an example of a flowchart relating to the matching method according to the first embodiment of the present invention.

[0038] To use this system 1, a job seeker and / or recruiter (or an employee of the recruiter company) accesses server terminal 100 using a web browser or application on each of job seeker terminal 200 and recruiter terminal 300 (or the terminal of each employee belonging to one of the departments of the recruiter company). If using the service for the first time, the job seeker and / or recruiter enters the basic information, etc., described above, and the recruiter also enters the basic information, etc., described above. If the job seeker or recruiter already has an account, the job seeker or recruiter logs in after undergoing predetermined authentication, such as entering an ID and password, and the service becomes available. After this authentication, a predetermined user interface is provided via a website, application, etc., and the process proceeds to step S101 shown in FIG. 6. For ease of explanation, the terminal of the recruiter's hiring manager and each employee belonging to one of the departments of the recruiter company will be collectively referred to as the "recruiter" unless otherwise specified, and each of their terminals will be collectively referred to as the "recruiter terminal."

[0039] First, in the process of step S101, the server terminal 100 transmits an aptitude test to the recruiter terminal 300 via the communication unit 110. For example, questions provided as the aptitude test are displayed in a user interface provided via a web browser or application on the recruiter terminal 300.

[0040] An example of a question provided as an aptitude test is a game designed to measure the respondent's aptitude. Through the game tasks, the respondent can select and move objects displayed on a user interface in association with the aptitude test questions by pressing a keyboard (if the display operation unit is a keyboard), selecting and moving the object with a mouse (if the display operation unit is a mouse), or tapping and moving the object while holding the tap or swiping (if the display operation unit is a touch panel). The respondent can also input text or voice via the display operation unit in association with the questions. Aptitude tests are designed to measure multiple characteristics of the respondent (e.g., problem-solving ability, quick thinking, logical thinking, decision-making ability, management ability, perseverance, personality, etc.) and can consist of multiple questions. Here, one question can be linked to a specific characteristic or multiple characteristics. The aptitude test can evaluate the characteristics by measuring the respondent's operation speed, accuracy, and / or characteristics. The aptitude test can also be provided to the respondent on paper. In addition, aptitude tests are not limited to games; they can also be used to measure the aptitude of respondents by providing them with a virtual reality space via an HMD (head-mounted display), or by measuring aptitude using other behavioral indicators.

[0041] Next, in the process of step S102, the server terminal 100 receives answer information to the transmitted predetermined question from the recruiting party terminal 300. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives the answer information from the recruiting party terminal 300 via the communication unit 110.

[0042] Here, the answer information may include operation information on a keyboard, mouse, and / or touch panel by the respondent, and / or input information by text or voice. Furthermore, the answer information may also include, in addition to operation information, behavioral information such as whether the respondent has answered multiple questions in succession.

[0043] Next, in the process of step S103, the server terminal 100 calculates a score for the aptitude of the recruiter based on the response information to the aptitude test questions received from the recruiter terminal 300. For example, the aptitude analysis unit 134 of the control unit 130 of the server terminal 100 calculates a score for the recruiter's aptitude (consisting of one or more characteristics) based on the response information entered by the recruiter to each question.

[0044] For example, based on the respondent's response information, the aptitude analysis unit 134 can calculate a score for each of multiple questions based on the correctness or incorrectness of the operation information and / or feature quantities, and can calculate an overall score and / or scores for each characteristic. For example, for a certain respondent, scores for each characteristic can be calculated, such as 80 points out of 100 for "problem-solving ability" and 60 points out of 100 for "management ability." An overall score can also be calculated by adding up the scores for each characteristic. Furthermore, based on behavioral information such as answering multiple questions consecutively, a score such as 80 points out of 100 for "perseverance" can also be calculated. Regarding the respondent's scores, the average, highest score, and lowest score for the entire recruiting company and for employees in a specific department of the recruiting company can also be calculated as statistical information. Furthermore, employees in a specific department can be divided into groups of high performers (employees with high evaluations in that department) and low performers (employees with low evaluations in that department), and the above statistical information can be calculated for each group.

[0045] Next, in the processing of step S104, the recruiter data management unit 133 of the server terminal 100 performs processing to update the recruiter data 2000 stored in the recruiter data storage unit 122 of the memory unit 120 regarding the aptitude analyzed by the aptitude analysis unit 134 as described above.

[0046] As described above, when matching job seekers with employers, information regarding the suitability of employers can be managed and updated as preprocessing.

[0047] FIG. 7 is another example of a flowchart relating to the matching method according to the first embodiment of the present invention.

[0048] As another example, a process in which the server terminal 100 provides an aptitude test to the job seeker terminal 200, and manages and updates information relating to the aptitude of the job seeker will be described below.

[0049] First, in the process of step S201, the server terminal 100 transmits an aptitude test to the job seeker terminal 200 via the communication unit 110. For example, questions provided as the aptitude test are displayed in a user interface provided via a web browser or application on the job seeker terminal 200.

[0050] P.7 Similar to the aptitude tests provided to employers, questions provided as part of aptitude tests include, for example, games designed to measure the aptitude of respondents. In response to questions related to the aptitude test, the respondent can interact with objects displayed on the user interface by pressing keys on the keyboard (if the display operation unit is a keyboard), selecting and moving objects with a mouse (if the display operation unit is a mouse), or tapping and moving objects while holding the tap or swiping (if the display operation unit is a touch panel). The respondent can also input text or voice via the display operation unit in response to the questions. Aptitude tests are designed to measure multiple characteristics of the respondent (e.g., problem-solving ability, quick thinking, logical thinking, decision-making ability, management ability, perseverance, personality, etc.) and can consist of multiple questions. Here, a single question can be linked to a specific characteristic or multiple characteristics. The aptitude test can evaluate the characteristics by measuring the respondent's speed, accuracy, and / or characteristics. The aptitude test can also be provided to the respondent on paper.

[0051] Next, in the process of step S202, the server terminal 100 receives answer information to the transmitted predetermined question from the job seeker terminal 200. For example, the instruction receiving unit 131 of the control unit 130 of the server terminal 100 receives the answer information from the job seeker terminal 200 via the communication unit 110.

[0052] Here, the answer information may include, as described above, operation information on a keyboard, mouse, and / or touch panel by the respondent, and / or input information by text or voice. Furthermore, in addition to operation information, the answer information may also include behavioral information such as whether the respondent has answered multiple questions in succession.

[0053] Next, in the process of step S203, server terminal 100 calculates a score for the job seeker's aptitude based on the response information to the aptitude test questions received from job seeker terminal 200. For example, aptitude analysis unit 134 of control unit 130 of server terminal 100 calculates a score for the job seeker's aptitude (consisting of one or more characteristics) based on the response information entered by the employer to each question.

[0054] For example, based on the answer information of the respondent, the aptitude analysis unit 134 can calculate a score for each of a plurality of questions based on the correctness or incorrectness of the operation information and / or the feature amount, etc., and can calculate an overall score and / or a score for each characteristic. For example, for a certain respondent, a score of 80 points out of 100 for "problem-solving ability" and 60 points out of 100 for "management ability" can be calculated. Also, an overall score can be calculated by adding up the scores for each characteristic. Furthermore, based on behavioral information such as answering multiple questions in succession, a score of 80 points out of 100 for "perseverance" can be calculated.

[0055] Next, in the processing of step S204, the job applicant data management unit 132 of the server terminal 100 performs processing to update the job applicant data 1000 stored in the job applicant data storage unit 121 of the memory unit 120 with respect to the aptitude analyzed by the aptitude analysis unit 134 as described above.

[0056] As described above, when matching job seekers with employers, information regarding the suitability of job seekers can be managed and updated as preprocessing.

[0057] FIG. 7 is yet another example of a flowchart relating to the matching method according to the first embodiment of the present invention.

[0058] As yet another example, a process performed by the server terminal 100 to provide the recruiting party terminal 300 with information regarding the similarity of a job seeker to a specific department will be described below.

[0059] First, in the process of step S301, the instruction receiving unit 131 of the server terminal 100 receives a request to search for job seekers from the recruiter terminal 300 via the communication unit 110. For example, via the user interface of the recruiter terminal 300, the recruiter inputs the name of a specific department of the recruiter and performs a predetermined operation to request a search for job seekers who match that department.

[0060] Next, in step S302, the aptitude analysis unit 134 of the server terminal 100 calculates the aptitude similarity of the job seeker with respect to employees in a specific department of the recruiter. For example, the aptitude analysis unit 134 references aptitude information about employees in a specific department entered by the recruiter from the recruiter data 2000 in the recruiter data storage unit 122 and extracts aptitude information about the employees in that department. The extracted aptitude information includes scores for each employee in the department and may also include scores for each characteristic, or an overall score as the sum or average of the scores for each characteristic. The score may be the average, highest, and / or lowest score for the department. The aptitude information also includes scores for each group of high performers and low performers. Similarly, for example, the aptitude analysis unit 134 references aptitude information about all or some of the job seekers from the job seeker data 1000 in the job seeker data storage unit 121 and extracts aptitude information for each job seeker. The extracted aptitude information may include the job seeker's score for each characteristic, or an overall score as the sum of the characteristic scores. The aptitude analysis unit 134 then compares, for example, the average characteristic score for the department with the characteristic score for each job seeker, and calculates the similarity between the scores for each characteristic. For example, if the average score for Department A of Company X for the characteristic "problem-solving ability" is 100 points, and a job seeker's score for that characteristic is 60, the similarity is calculated as 60%. Alternatively, the aptitude analysis unit 134 may compare, for example, the overall score for the department with the overall score for each job seeker, and calculate the similarity between the overall scores.

[0061] Next, in the process of step S303, the matching processing unit 135 of the server terminal 100 transmits information relating to the calculated similarity to the recruiting party terminal 300.

[0062] FIG. 9 shows an example of a screen showing information related to the recruiter and the job seeker, which is displayed on the job seeker terminal and the recruiter terminal, respectively.

[0063] As shown in FIG. 9(a), the user interface of the recruiter terminal 300 displays information about the similarity of job seekers to specific departments of the recruiter, broken down by the characteristics of specific departments (employee groups) of the recruiter company, or by combining all characteristics. For example, information about multiple job seekers is displayed along with information about their similarity for the characteristic "problem-solving ability" of the employee group in the sales department of the recruiter company. The information about job seekers can be sorted and displayed, for example, by most recent arrival or by similarity. Here, in this example, the similarity is based on a comparison of the average score of the employee group in the sales department regarding the characteristic "problem-solving ability" with the score of each job seeker. It should be noted that a job seeker with a high similarity for "problem-solving ability" does not necessarily match (i.e., be suitable for) the department. A feature of this embodiment is that the decision of which of multiple characteristics to use to approach a suitable job seeker is ultimately left to the discretion of the hiring manager in that department. For example, if a company does not place importance on "problem-solving ability" in the sales department, but on the other hand places importance on "perseverance," the hiring manager for that department of the company may extract and approach job seekers who have a high similarity in the characteristic item of "perseverance." Also, for a certain characteristic, if the average score for "perseverance" in a specific department of a company is 20 points, but job seekers have a score of 80 points, and that department is looking for job seekers with a high "perseverance" characteristic, they may approach job seekers with a low similarity. In this regard, the present embodiment can provide information for hiring decisions tailored to the circumstances of each employer by showing objective similarities.

[0064] Alternatively, for example, information about multiple job seekers relative to the overall score of multiple characteristics, including "problem-solving ability" and "perseverance," of a group of employees in the sales department of a recruiting company, may be displayed along with information about their similarity. For example, if the overall score of all characteristics of a group of employees in the sales department (the average score of each characteristic) is "80 points," a job seeker with an overall score of "80 points" has a similarity of 100%, and is considered to have a high similarity. Here, it is also possible to display information about the similarity of a job seeker relative to the overall score, which is the sum or average of the scores of each characteristic of a group of employees in the sales department who are good at sales and are considered high performers. Information about job seekers can be sorted and displayed, for example, by newest arrivals or by similarity. Here, as above, a job seeker with a high degree of similarity is not necessarily suited to a specific department of a recruiter; in particular, a job seeker with an overall score of "100 points" may have a lower degree of similarity to the overall score ("80 points") of the sales department employee group compared to a job seeker with a score of "80 points." Some recruiters may also have needs to hire job seekers who differ from the tendencies of the employee group (i.e., candidates with low similarity). In this way, this embodiment can provide information for hiring decisions tailored to the circumstances of each recruiter by calculating and presenting the similarity between the recruiter and the job seeker using an overall score calculated as the sum or average score of the scores of each characteristic.

[0065] As described above, according to this embodiment, by objectively showing the hiring manager the degree of similarity between the recruiter's department group and the job seeker for each characteristic, the hiring manager can make objective hiring decisions in light of the needs of each company.

[0066] As another example, as shown in FIG. 8(b), the user interface of the job seeker terminal 200 displays recruiters (companies and / or their departments) that have similar characteristic scores to the job seeker's characteristics. The server terminal 100 receives a request to search for recruiters from the job seeker terminal 200, and provides information about multiple recruiters along with information about the similarity of each trait score or the overall score of multiple traits calculated by the aptitude analysis unit 134. The information about recruiters can be sorted and displayed, for example, in order of new arrivals or similarity. Here, according to this example, if a job seeker places more importance on "decision-making ability" than on the trait of "problem-solving ability" as one of his or her own characteristics, the job seeker can view a list of companies that have a high similarity in the trait of "decision-making ability" and approach companies with a high similarity. Alternatively, when searching for companies based on the degree of similarity based on the overall score of a job seeker's multiple characteristics, the job seeker can approach companies that have employees with similar tendencies and have a similar overall score, or they can approach companies that are dissimilar to their own overall score in order to make the most of their own characteristics.

[0067] As another example, when matching a job seeker with an employer, the server terminal 100 may provide the job seeker with, for example, a "consultant who prioritizes stability" and a "consultant who prioritizes annual income," and provide the job seeker with information about the extracted employers, with the matching criteria set as "consultants who prioritize stability" for stable companies (for example, Japanese companies, companies with 1,000 or more employees, companies listed on the First Section of the Tokyo Stock Exchange, companies established for 20 years or more, etc.), or with the matching criteria set as "consultants who prioritize annual income" for high-income companies (for example, foreign-affiliated companies, companies that meet criteria such as executive treatment and stock option grants, etc.).

[0068] (Embodiment 2) FIG. 10 is an example of a flowchart relating to a matching method according to the second embodiment of the present invention.

[0069] The system for providing a matching method in this embodiment can be the same as that in the first embodiment, so a description thereof will be omitted. Furthermore, in matching job seekers and recruiters, as a pre-processing step, an aptitude test is provided to each of the job seekers and recruiters, and scores are calculated based on the response information received from each, and the score information for each of the job seekers and recruiters is updated. This can also be the same as that in the first embodiment shown in Figures 6 and 7, so a description thereof will be omitted. Below, a description will be given of the matching process in this embodiment, including a process in which the recruiter searches for job seekers based on the score information for the job seekers and recruiters obtained as a result of the above pre-processing.

[0070] First, as the processing of step S401 shown in Fig. 10, the instruction receiving unit 131 of the server terminal 100 receives a request to search for job seekers from the recruiter terminal 300 via the communication unit 110. For example, via the user interface of the recruiter terminal 300, the recruiter inputs the name of a specific department of the recruiter and performs a predetermined operation to request a search for job seekers who match that department.

[0071] Next, in step S402, the aptitude analysis unit 134 of the server terminal 100 extracts job seekers who satisfy the extraction conditions. For example, the aptitude analysis unit 134 references the aptitude information for employees in a specific department entered by the recruiter from the recruiter data 2000 in the recruiter data storage unit 122 and extracts the aptitude information for the employees in that department. The extracted aptitude information includes scores for each employee in the department and may also include scores for each characteristic, or an overall score as the sum or average of the scores for each characteristic. The score may be the average, highest, and / or lowest score for the department. The aptitude information also includes scores for each of the high performer and low performer groups. Similarly, for example, the aptitude analysis unit 134 references aptitude information for all or some of the job seekers from the job seeker data 1000 in the job seeker data storage unit 121 and extracts the aptitude information for each job seeker. The extracted aptitude information may include the job seeker's score for each characteristic, or an overall score as the sum or average of the scores for each characteristic. The aptitude analysis unit 134 can then use, for example, the department's overall score as a criterion for extraction, to reference the job seeker's score and extract job seekers whose overall scores fall within a predetermined range. Specifically, one or more high performers in a specific department who have a score equal to or greater than the lowest overall score can be extracted. Alternatively, one or more high performers in a specific department who have a score equal to or greater than the lowest overall score and less than or equal to the highest overall score can be extracted. Setting an upper limit may be intended to extract job seekers with scores similar to those of high performers in a specific department, thereby extracting job seekers with similar characteristics to those of the high performers in the specific department. Alternatively, a predetermined score range (e.g., 60 to 80 points) can be set based on the lowest and highest overall scores of the high performers in the specific department, and job seekers who meet this condition can be extracted.

[0072] Next, in step S403, the matching processing unit 135 of the server terminal 100 transmits information about the extracted job seekers to the recruiting party terminal 300.

[0073] As described above, according to this embodiment, by presenting job seekers who have been extracted for each characteristic based on the objective scores of the recruiter's department group to the hiring manager, the hiring manager can make objective hiring decisions in light of the needs of each company.

[0074] Although the embodiments of the present disclosure have been described above, they can be implemented in various other forms, and various omissions, substitutions, and modifications can be made. These embodiments, modifications, and omissions, substitutions, and modifications are included in the technical scope of the claims and their equivalents. [Explanation of symbols]

[0075] 1 Matching system 100 Server terminal, 110 Communication unit, 120 Memory unit, 130 Control unit, 200 Job seeker terminal, 300 Recruiter terminal, NW network

Claims

1. A method for matching employers and job seekers provided by a system having a recruiter terminal related to the employer, a job seeker terminal related to the job seeker connected to the recruiter terminal via a network, and a server terminal, wherein the server terminal: Provide job seeker and employer terminals with a game-style aptitude test; receiving operation information for the aptitude test input via the recruiter terminal and the job seeker terminal from the recruiter terminal and the job seeker terminal; calculate a score for each of the employer associated with the employer terminal and the job seeker associated with the job seeker terminal, which evaluates one or more characteristics of problem-solving ability, quick thinking, logical thinking, decision-making ability, management ability, perseverance, and / or personality, based on the speed of the operation input via the terminal, the accuracy of the operation, and / or the characteristics of the operation, which are included in the operation information; In response to a search request for a job seeker from the employer terminal, Using the score of the recruiter as a reference, and referring to the score of the job seeker regarding the characteristics, calculate a similarity of the score of the job seeker regarding the characteristics to the score of the recruiter regarding the characteristics; extracting information about recruiters who satisfy the similarity and predetermined matching criteria; Displaying information about recruiters who satisfy the similarity and predetermined matching criteria on the job seeker terminal; A matching method comprising: providing consultant information associated with each of a plurality of matching criteria to the job seeker terminal; and extracting information about the employer based on the matching criteria associated with the consultant information selected by the job seeker terminal.

2. The matching method according to claim 1 , wherein the scores relating to the characteristics of the recruiting party are scores of employees belonging to a specific department of the recruiting party.

3. The matching method according to claim 1 , wherein the score relating to the characteristics of the recruiter is a score of a high performer among employees belonging to a specific department of the recruiter.

4. The matching method according to claim 1 , wherein the predetermined criteria are based on information included in either basic information of the recruiter or recruitment information.

Images