Matching system, compute device, and method

Abstract

A matching system (1) for matching applicants with recruiters that recruit task contractors, said matching system (1) comprising: a first applicant device (300) that is operated by a first applicant; and a computing device (100) that communicates with the first applicant device (300) and can access a database (120) in which task information indicating the content of a task to be assigned is registered for each recruitment case. The computing device (100) associates and registers, in the database (120), content information that can identify educational content related to recruitment cases with the recruitment cases. The computing device (100) displays the content information on the first applicant device (300) together with the recruitment cases.

Description

Technical Field

[0001] The present disclosure relates to a matching system, a computing device, and a method for matching a recruiter who recruits order recipients for a business with applicants.

Background Art

[0002] As technology rapidly advances and the aging population progresses, the industrial structure and employment structure are changing significantly. Workers and job seekers are required to make self-improvement efforts to meet the needs corresponding to the changes in the industrial structure.

[0003] Conventionally, an educational system that provides educational content useful for such self-improvement has been proposed. For example, Patent Document 1 discloses an educational system that presents a curriculum related to the business assigned to a learner and further presents application examples and related information useful for practical understanding of the learning content to the learner.

Prior Art Documents

Patent Documents

[0004]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0005] Those who attempt self-improvement may consider using a matching system related to their business in order to enhance their practical skills. By performing the business received from a recruiter, a user of the matching system can gain practical experience that cannot be obtained from educational content. As a result, the user of the matching system can enhance their practical skills.

[0006] However, for a user to be selected as a contractor from among many applicants, the user must possess the skills required for the job. Even if a job is interesting to a user, if the user does not possess the necessary skills or if their skill level is low, the user will likely hesitate to apply. Even if the user does apply for the job, the likelihood of them being hired as a contractor is considered low.

[0007] Therefore, for those planning to use the matching system as an applicant with the aim of improving their practical skills, their own lack of skills can be an obstacle to that plan. Even for those who are not aiming to improve their practical skills but simply plan to take on high-paying jobs, their own lack of skills may be an obstacle to that plan, depending on the relationship between the job being offered and their own skills.

[0008] However, conventional matching systems have not incorporated any measures to eliminate such obstacles. Furthermore, there has been no existing educational system aimed at resolving these obstacles that arise when using matching systems. For example, the educational system described in Patent Document 1 is intended for companies to educate their own employees and does not consider matching systems that are not confined to the framework of a single company.

[0009] This disclosure is made to address the aforementioned issues, and its purpose is to prevent a lack of skills from becoming an obstacle for those planning to use the matching system as an applicant. [Means for solving the problem]

[0010] The matching system relating to the first aspect of this disclosure is a matching system for matching recruiters who are seeking contractors for work with applicants, comprising a first applicant device operated by the first applicant, and a compute device that communicates with the first applicant device and can access a database in which work information indicating the content of the recruited work is registered for each recruitment case, wherein the compute device registers content information that can identify educational content related to the recruitment case in the database in association with the recruitment case, and the compute device displays the content information together with the recruitment case to the first applicant device.

[0011] The compute device relating to the second aspect of this disclosure is a compute device included in a matching system that matches recruiters who are seeking contractors for work with applicants, and comprises a communication interface that communicates with a first applicant device operated by a first applicant, and a processor that communicates with the first applicant device and can access a database in which work information indicating the content of the recruited work is registered for each recruitment case, wherein the processor registers content information that can identify educational content related to the recruitment case in the database in association with the recruitment case, and the processor displays the content information together with the recruitment case to the first applicant device.

[0012] The method relating to the third aspect of this disclosure is a method for matching a recruiter who is soliciting contractors for work with applicants, and includes the steps of: communicating with a first applicant device operated by a first applicant; communicating with the first applicant device and accessing a database in which work information indicating the content of the work to be recruited is registered for each recruitment case; registering content information that can identify educational content related to the recruitment case in association with the recruitment case in the database; and displaying the content information together with the recruitment case to the first applicant device. [Effects of the Invention]

[0013] According to this disclosure, for those planning to use the matching system as an applicant, a lack of skills can be prevented from becoming an obstacle to their plans. [Brief explanation of the drawing]

[0014] [Figure 1] It is a block diagram showing an overview of the matching system. [Figure 2] It is a block diagram showing the configurations of the sharing server, the recruiter device, and the applicant device. [Figure 3] It is a diagram showing an example of a corporate database. [Figure 4] It is a diagram showing an example of a member database. [Figure 5] It is a diagram showing an example of a community database. [Figure 6] It is a diagram showing an example of a recruitment case database. [Figure 7] It is a diagram showing an example of a part-time job database. [Figure 8] It is a diagram showing an example of an evaluation input database. [Figure 9] It is a diagram showing an example of an evaluation summary database. [Figure 10] It is a diagram for explaining the functions of the sharing server, the recruiter device, and the applicant device. [Figure 11] It is a diagram for explaining the functions of the sharing server, the recruiter device, and the applicant device. [Figure 12] It is a diagram for explaining the functions of the sharing server, the recruiter device, and the applicant device. [Figure 13] It is a diagram for further explaining the functions of the applicant device. [Figure 14] It is a diagram for explaining the procedure for registering a recruitment case in the recruitment case database. [Figure 15] It is a diagram for explaining the procedure for searching for a recruitment case from the database. [Figure 16] It is a diagram for explaining the procedure for registering the schedule and results of part-time jobs in the database. [Figure 17] It is a diagram for explaining the procedure for registering the evaluation of an applicant in the database. [Figure 18]This is a diagram for explaining the procedure of registering an evaluation of a recruiter in a database. [Figure 19] This is a diagram for explaining the procedure of displaying an evaluation of an applicant and a search result of members on a display. [Figure 20] This is a diagram for explaining the procedure of displaying an evaluation of a recruiter and a search result of members on a display. [Figure 21] This is a diagram for explaining the viewable range of an evaluation summary database. [Figure 22] This is a diagram showing a screen displayed on an applicant device of an administrator when the administrator (supervisor of an applicant) checks the side job status of a subordinate. [Figure 23] This is a diagram showing the details of the content of a recruitment case included in a recruitment case database. [Figure 24] This is a diagram showing an example in which recruitment cases and educational contents are restricted by company according to disclosure information. [Figure 25] This is a diagram showing an example in which a disclosure range is set according to a disclosure level. <opposite [Figure 26] This is a diagram showing an example in which a disclosure range of a recruitment case and a disclosure range of educational content are set according to a disclosure level. [Figure 27] This is a diagram showing an example of displaying a recruitment case list. [Figure 28] This is a diagram showing another example of displaying a recruitment case list. [Figure 29] This is a diagram showing an example of a first type of content database. [Figure 30] This is a diagram showing an example of a second type of content database. [Figure 31] This is a diagram showing an example of a required skill database. [Figure 32] This is a diagram showing an example of a content management database. [Figure 33] This is a flowchart showing a processing procedure for registering a recruitment case together with educational content. [Figure 34] This is a flowchart showing the processing procedure of a case registration section. [Figure 35]This is a flowchart showing the processing procedure for the content selection section. [Figure 36] This is a flowchart showing the processing procedure for the disclosure scope setting section. [Figure 37] This flowchart shows the processing procedure for providing applicants with educational content related to the job posting, based on their actions. [Figure 38] This figure shows an example of how the list of job postings related to Modification Example 1 is displayed. [Figure 39] This figure shows another example of how the recruitment list related to Variation 1 is displayed. [Figure 40] This diagram illustrates the functions of the sharing server, recruiter device, and applicant device related to Modification Example 2. [Figure 41] This figure shows an example of a member database related to the second variation. [Figure 42] This flowchart shows the processing procedure for the reverse offer member search process related to Modification 2. [Figure 43] This block diagram shows the configuration of the sharing server, recruiter device, and applicant device related to Modification Example 3. [Figure 44] This figure shows an example of a member group database related to the 3rd modification. [Figure 45] This figure shows an example of a recruitment database related to Modification Example 3. [Figure 46] This diagram illustrates the functions of the sharing server, recruiter device, and applicant device related to Modification Example 3. [Figure 47] This diagram illustrates the procedure for registering a recruitment request related to Modification Example 3 in the recruitment request database. [Modes for carrying out the invention]

[0015] The embodiments of this disclosure will be described in detail below with reference to the drawings. In the drawings, the same or corresponding parts are denoted by the same reference numerals, and their descriptions will not be repeated.

[0016] [Background for proposing Matching System 1] Figure 1 is a block diagram illustrating the overview of the matching system 1 related to this embodiment. First, the background for proposing the matching system 1 in this embodiment will be explained.

[0017] Matching System 1 can be used, for example, in crowdsourcing between companies. Crowdsourcing is generally the process of soliciting contributions from a large number of people to obtain the services, ideas, or content that are needed.

[0018] Many companies are promoting side jobs to make effective use of their human resources. By using crowdsourcing between companies, they can leverage the skills of their employees.

[0019] However, applying general crowdsourcing methods directly between companies may lead to the following problems:

[0020] [Potential for confidential information to be leaked] Conventional crowdsourcing methods often fail to consider the relationship between the client company and the contractor company, thus creating both corporate and individual risks when adopting crowdsourcing. For example, there is a risk that confidential information could be leaked to a rival company through an employee's side job. Traditional crowdsourcing methods also make it impossible for managers to verify that employees are not taking on projects for competitors as a side job.

[0021] [Potential for overwork] If companies allow employees to have side jobs, there is a risk that employees' working hours will become excessively long. To mitigate the risk of overwork, companies may consider setting limits on overtime hours, including both main job and side job hours. However, as long as employees are free to accept side jobs, it will be difficult for companies to manage their side job hours. As a result, employees may end up in a state of overwork.

[0022] [The possibility that the results of your side job may not be fairly evaluated] Traditionally, crowdsourcing systems have existed that require clients to evaluate contractors. When appropriate evaluations made by clients are shared within the crowdsourcing system, those recruiting contractors can use these evaluations as a reference to select highly capable individuals from among many applicants.

[0023] However, a client from one company might, out of consideration for other companies' contractors being evaluated, enter a higher rating into the system than the actual value should be. Alternatively, a client might avoid giving a low rating to another company's contractor to avoid damaging inter-company relations. Furthermore, a client might not see any benefit in conducting an evaluation and enter a rating far removed from the actual value. Considering these possibilities, the reliability of the evaluations provided by the system may be reduced. In this case, even if evaluations of contractors are shared, the client cannot use those evaluations as reference data when selecting a contractor.

[0024] [There is a possibility that accurate information about the recruiters may not be available.] In the crowdsourcing system described above, applicants will likely choose a job that suits them, taking into account the job description, compensation, and other factors. However, some recruiters may frequently request additional work or changes to the job description that fall outside the scope of the contract. Applicants would naturally want to avoid such recruiters when applying for jobs. Conversely, there are also recruiters who complete the work without any problems. Applicants would ideally prefer to apply for jobs offered by such recruiters. Therefore, it is desirable to widely share not only evaluations of applicants (contractors) but also evaluations of recruiters (clients) within the crowdsourcing system.

[0025] If appropriate evaluations of recruiters are shared through a crowdsourcing system, those who are considering applying for work can use these evaluations as a reference and select a suitable job from among many available opportunities, taking into account the recruiter's past transaction history and other factors.

[0026] However, building an evaluation system that allows for the evaluation of recruiters can present similar problems to those that allow for the evaluation of contractors. Specifically, a contractor (applicant) from one company might enter a higher rating into the system than their actual worth, out of consideration for the client (recruiter) of another company being evaluated. Also, a contractor (applicant) from one company might avoid giving a low rating to another company's client (recruiter) to avoid damaging inter-company relations. Furthermore, a contractor (applicant) might not see any benefit in providing an evaluation and enter a rating far removed from their actual worth. Considering these possibilities, the reliability of the evaluations provided by the system may decrease. In this case, even if evaluations of recruiters are shared, applicants will not be able to use those evaluations as reference data when selecting a recruiter.

[0027] [The unique characteristics of having companies as the main actors in the matching process] Generally, matching personnel and tasks across companies requires a close relationship, such as trust, between the companies involved. Therefore, for example, matching personnel and tasks between companies that do not have capital ties is extremely difficult. Furthermore, large companies, such as publicly listed companies, tend to compete with other companies due to their diversified businesses, leading to cannibalization. This creates a unique situation where they cannot match personnel and tasks with a large number of companies.

[0028] [Problems arising from insufficient skills when planning to use the service for skill improvement purposes] As one initiative to improve employees' practical skills, some companies build educational platforms for their employees. However, employees cannot improve their practical skills unless they have opportunities to use the knowledge gained from the educational platform in their work. Therefore, in order to improve practical skills, employees need to acquire both "knowledge" and "experience."

[0029] Therefore, as another initiative to improve employees' practical skills, some companies are introducing internal job matching systems. By using such job matching systems, employees can become involved in internal tasks different from their current responsibilities. As a result, employees can acquire new practical skills.

[0030] However, a job matching system whose scope of application is limited to within a company has limitations on the number of jobs that can be applied for, and the variety of jobs available is not very diverse. Therefore, we will try to adopt the general crowdsourcing method used between companies. This will allow employees of one company to apply as applicants for jobs posted by other companies. As a result, employees can choose jobs related to the practical skills they want to improve from a large number of diverse jobs.

[0031] For an employee to be selected as a contractor from among many applicants, they must possess the skills required for the advertised work. Even if an advertised work is interesting to an employee, if the employee lacks the necessary skills or their skill level is low, they will likely hesitate to apply. Even if an employee does apply for the advertised work, the likelihood of them being hired as a contractor is considered low.

[0032] Therefore, for employees planning to use the matching system as an applicant with the aim of improving their practical skills, their own lack of skills can be an obstacle to that plan. Even for employees who plan to simply take on high-paying jobs without the aim of improving their practical skills, their own lack of skills may be an obstacle to that plan, depending on the relationship between the job being offered and their own skills.

[0033] In this embodiment, with the aim of solving at least one of the various problems that conventional crowdsourcing faces, we propose the matching system 1 described in detail below.

[0034] [Overall structure] Referring to Figure 1, the general configuration of the matching system 1 will be explained. The matching system 1 comprises a sharing server 100, recruiter devices 200A, 200B, 200C..., and applicant devices 300A, 300B, 300C....

[0035] The sharing server 100 provides a matching service to numerous companies, facilitating the matching of business orders and acceptances between companies. Figure 1 shows companies A, B, C, etc., as examples of companies that use the matching service. Companies A, B, C, etc. are registered as corporate members of Matching System 1. Employees of Companies A, B, C, etc., who use Matching System 1 are also individually registered as members of Matching System 1.

[0036] The work offered through Matching System 1 is, for example, temporary work that is expected to be completed within a predetermined period. Therefore, those who accept work offered through Matching System 1 will engage in their primary work in their specific department within the company, and the work offered through Matching System 1 as a secondary job. In Matching System 1, for example, an applicant from Company A can also accept work from Company A. Therefore, in Matching System 1, it is permissible for an applicant belonging to a different department Y of Company A to accept work from department X of Company A.

[0037] Hereinafter, in Matching System 1, the work for which contractors are being sought may be referred to as "recruitment work" or "recruitment project," the person providing the recruitment project may be referred to as "recruiter," and the person applying to receive the recruitment project may be referred to as "applicant." Applying to recruitment work may be referred to as "applying to recruitment work" or "applying to recruitment project."

[0038] An applicant who wins a project is considered a "contractor," and the person who commissions the project to the contractor is considered a "client." However, in the following, "applicants" may be included in the term "contractor," and "clients" may be included in the term "commissioner."

[0039] The sharing server 100 has a database 120 built on it that is necessary for the matching service. Database 120 includes various databases in which information necessary for providing the matching service is registered. For example, database 120 contains information on members and recruitment activities. The sharing server 100 is managed and operated by a company separate from the companies that use the matching service. Any company that uses the matching service may manage and operate the sharing server 100.

[0040] Recruiter device 200A is operated by the administrator of company A. Recruiter device 200B is operated by the administrator of company B. Recruiter device 200C is operated by the administrator of company C. Hereinafter, recruiter devices 200A, 200B, 200C, etc. may be collectively referred to as "recruiter device 200".

[0041] Applicant device 300A is operated by an applicant from company A. Applicant device 300B is operated by an applicant from company B. Applicant device 300C is operated by an applicant from company C. Hereinafter, applicant devices 300A, 300B, 300C, etc. may be collectively referred to as "applicant device 300". Figure 1 shows two applicants for each company, but the number of applicants is not limited to this. There may be many more applicants for each company, or a company may have only one applicant. Sharing server 100 may accept applicants who are not affiliated with a company, such as freelancers.

[0042] In this embodiment, the managers of companies A, B, C, etc., will assume the role of recruiters. Therefore, in the following, the managers of each company may be referred to as "recruiters." Recruiters can also act as applicants for jobs advertised by other recruiters. In that case, recruiter device 200 will function as applicant device 300. In this embodiment, when a company manager acts as a recruiter, the device that the manager uses to utilize the matching service will be referred to as recruiter device 200.

[0043] Company A may have one administrator or multiple administrators. When assigning administrators to Company A, each administrator may be given a recruiter device 200, or a single recruiter device 200 may be shared by multiple people. The same applies to Companies B, C, etc.

[0044] The sharing server 100 and the recruiter device 200 are configured to communicate via the Internet 50, which is an example of a communication network. The sharing server 100 and the recruiter device 300 are configured to communicate via the Internet 50.

[0045] The sharing server 100 requires sign-in, including the input of a member ID and password, when accepting access from the recruiter device 200. Similarly, the sharing server 100 requires sign-in, including the input of a member ID and password, when accepting access from the applicant device 300. The sharing server 100 identifies each recruiter and applicant by the member ID provided during sign-in.

[0046] The recruiter device 200 accepts various operations from the recruiter. For example, the recruiter device 200 accepts operations such as inputting job postings (requested tasks), inputting evaluations of contractors who have completed the tasks, and searching for members of the matching service.

[0047] The recruiter device 200 communicates with the sharing server 100 in response to each operation performed on the recruiter device 200. The sharing server 100 registers the recruitment request (requested work) in the database 120 in response to an operation to input the recruitment request (requested work), registers the evaluation of the target applicant (contractor) in the database 120 in response to an operation to input an evaluation, and provides member information to the recruiter device 200 in response to an operation to search for members.

[0048] The applicant device 300 accepts various operations from the applicant. For example, the applicant device 300 accepts operations such as searching for job postings, applying for job postings, entering work performance, and entering evaluations of the recruiter (client).

[0049] The applicant device 300 communicates with the sharing server 100 in response to each operation performed on the applicant device 300. The sharing server 100 provides the applicant device 300 with appropriate job postings in response to an operation to search for job postings, issues a notification of acceptance or rejection to the applicant device 300 in response to an operation to apply for a job posting, registers the work performance in the database 120 in response to an operation to input work performance, and registers the evaluation of the target recruiter (client) in the database 120 in response to an operation to input an evaluation.

[0050] As described above, Matching System 1 includes an evaluation system for evaluating applicants (contractors) and recruiters (clients) for work, and a recruitment system for recruiting contractors for work.

[0051] A recruiter belonging to a certain department of Company A can use Matching System 1 to hire an applicant belonging to another department of Company A as a contractor for a recruitment project. A recruiter belonging to Company A can use Matching System 1 to hire an applicant belonging to Company B as a contractor for a recruitment project.

[0052] Members using Matching System 1 access Sharing Server 100 as either recruiters or applicants. Hereafter, members of Matching System 1 may be referred to as "users." Also below, the recruiter devices 200 and applicant devices 300 operated by members may be collectively referred to as "user devices 500."

[0053] Figure 1 illustrates the screen 350 displayed on the applicant device 300. As shown in Figure 1, the screen 350 displays a list of job postings. The sharing server 100 uses a predetermined recommendation algorithm to extract job postings that are presumed to attract the applicant's attention from among a large number of job postings, and displays the extraction results on the screen 350 as a "list of recommended job postings".

[0054] The job posting list includes sections for job details, required skills, and educational content. The job details section describes the job posting. The required skills section lists the skills required of the applicant. The educational content section lists the titles of educational content that the applicant is recommended to watch in order to acquire the required skills. For example, when a click operation is registered on a title, a screen for viewing a video data, which is an example of educational content, is displayed on the applicant device 300.

[0055] Applicants select which jobs to apply for by reviewing the job details and required skills sections. Applicants determine whether they possess the skills required by the job posting by comparing their own skills with those listed in the required skills section.

[0056] If an applicant possesses the skills required by a job posting, they are likely to consider that posting as one of their options. If an applicant does not possess the required skills, they may hesitate to consider that posting as one of their options.

[0057] For an employee planning to use Matching System 1 as an applicant with the aim of improving their practical skills, their own lack of skills can be an obstacle to that plan. Even for an employee who plans to simply take on high-paying jobs without the aim of improving their practical skills, their own lack of skills may be an obstacle to that plan, depending on the relationship between the job being offered and their own skills.

[0058] However, in the matching system 1 of this embodiment, information on educational content that is useful for acquiring the skills required by the job posting is displayed in the job posting list. Therefore, applicants can learn the skills required by the job posting by viewing the educational content listed in the educational content section.

[0059] After studying the educational content, applicants may select job postings they previously avoided as potential candidates. Therefore, according to this embodiment, it is possible to prevent a lack of skills from becoming an obstacle to a person's plan to use the matching system 1 as an applicant.

[0060] Figure 2 is a block diagram showing the configuration of the sharing server 100, the recruiter device 200, and the applicant device 300.

[0061] [Configuration of Sharing Server 100] The sharing server 100 includes a processor 101, memory 102, storage 103, and a communication interface 104.

[0062] Memory 102 includes RAM (Random Access Memory), ROM (Read Only Memory), flash memory, or any other suitable memory system. Memory 102 stores programs necessary for the arithmetic processing of processor 101, as well as temporary data calculated during the arithmetic processing.

[0063] Storage 103 consists of hard disk drives and solid-state drives, etc. Storage 103 stores database 120. Database 120 contains multiple types of databases. These multiple types of databases include a company database (company DB) 121, a member database (member DB) 122, a community database (community DB) 123, a job posting database (job posting DB) 124, a side job database (side job DB) 125, an evaluation input database (evaluation input) 126, an evaluation summary database (evaluation summary DB) 127, and many other databases.

[0064] Some of these multiple types of databases may be stored in storage separate from the sharing server 100. For example, some of the multiple types of databases shown in Figure 2 may be stored on a cloud service separate from the sharing server 100. In this case, the sharing server 100 can access the necessary databases by communicating with the cloud via the internet 50.

[0065] The processor 101 connects to the Internet 50 via the communication interface 104, following a program stored in the memory 102. The processor 101 communicates with the recruiter device 200 and the applicant device 300 after connecting to the Internet 50. The processor 101 accesses the database 120 and performs processes such as extracting necessary data, registering new data in the database 120, and updating data registered in the database 120.

[0066] [Configuration of recruiter device 200] The recruiter device 200 comprises a processor 201, memory 202, communication interface 203, input / output interface 204, display 205, and operation unit 206. The operation unit 206 consists of a mouse and keyboard, etc.

[0067] Memory 202 includes RAM (Random Access Memory), ROM (Read Only Memory), flash memory, or any other suitable memory system. Memory 202 stores programs necessary for the arithmetic operations of processor 201, as well as temporary data calculated during those operations.

[0068] The processor 201 connects to the internet 50 via the communication interface 203 according to the program stored in memory 202. The processor 201 connects to the internet 50 and communicates with the sharing server 100. The processor 201 communicates with the sharing server 100 and performs processes such as sending job postings, displaying information of applicant members on the display 205, ordering work from selected contractors from among the applicants, and sending the evaluations of contractors entered by the recruiter to the sharing server 100.

[0069] Information entered through the operation of the control unit 206 is notified to the processor 201 via the input / output interface 204.

[0070] [Configuration of applicant device 300] The applicant device 300 comprises a processor 301, memory 302, communication interface 303, input / output interface 304, display 305, and operation unit 306. The operation unit 306 consists of a mouse and keyboard, etc.

[0071] Memory 302 includes RAM (Random Access Memory), ROM (Read Only Memory), flash memory, or any other suitable memory system. Memory 302 stores programs necessary for the arithmetic processing of the processor 301, as well as temporary data calculated during the arithmetic processing.

[0072] The processor 301 connects to the Internet 50 via the communication interface 303 according to the program stored in the memory 302. The processor 301 connects to the Internet 50 and communicates with the sharing server 100. The processor 301 communicates with the sharing server 100 and performs processes such as applying for job postings, displaying acceptance or rejection notifications for applied jobs on the display 305, sending the results of the received work to the sharing server 100, and sending the evaluation of the recruiter entered by the applicant to the sharing server 100.

[0073] Information entered through the operation of the control unit 306 is notified to the processor 301 via the input / output interface 304.

[0074] [Overview of Database 120] The following is an overview of database 120. Company database 121 contains information on companies participating in matching system 1. Member database 122 contains information on members who use matching system 1. Many members are employees of companies participating in matching system 1.

[0075] Members registered in the member database 122 can use the matching system 1 to work as recruiters (clients) or applicants (contractors). Members may include employees of companies registered in the company database 121, as well as individuals (freelancers) who are not affiliated with any company.

[0076] The community database 123 stores information for identifying companies belonging to a community. Communities are formed by agreement between companies. Therefore, multiple communities can be formed depending on how the companies reach an agreement. The number of companies belonging to a single community can also be set in various ways. Companies that have community relationships form a relationship of trust to the extent determined by how the agreement was reached when the community was formed. The community database 123 registers information for identifying companies belonging to each community.

[0077] The job posting database 124 contains registered projects (job postings) for which contractors are being sought. Employees of each company can, while performing their primary duties in their respective departments within the company, become members of Matching System 1 and accept projects from other departments within their own company or from other companies that are registered in the job posting database 124. In this case, members accept projects from other departments within their own company or from other companies as a side job.

[0078] The side job database 125 registers data on each member's side job status. This data includes information such as past side job activities and planned side job activities.

[0079] The evaluation input database 126 contains evaluation information for applicants (contractors) and evaluation information for recruiters (clients). Recruiters (clients) can use the matching system 1 to evaluate the work of applicants (contractors) after they have completed their tasks. Applicants (contractors) can use the matching system 1 to evaluate recruiters (clients) as evaluators. The evaluations made by individual evaluators are registered in the evaluation input database 126.

[0080] Evaluation summaries are registered in the evaluation summary database 127. Evaluation summaries are registered in the evaluation summary database 127 for each member. Evaluation summaries include recruiter evaluation summaries and applicant evaluation summaries. Recruiter evaluation summaries show the level of evaluation a member received when acting as a recruiter (client). Applicant evaluation summaries show the level of evaluation a member received when acting as an applicant (contractor). Recruiter evaluation summaries are created based on the evaluations of applicants for recruiters. Applicant evaluation summaries are created based on the evaluations of applicants for applicants.

[0081] Members can view evaluation summaries. Recruiters can view each member's applicant evaluation summary and select a member they deem suitable as a contractor. Applicants can view each member's recruiter evaluation summary and apply for jobs from recruiters they deem suitable.

[0082] [Company Database 121] Figure 3 shows an example of the company database 121. The company database 121 registers company IDs, company names, company addresses, and maximum working hours for side jobs for each company. The maximum working hours for side jobs is the maximum number of hours that an employee is permitted to work as a side job in addition to their main job. The maximum working hours for side jobs are determined by each company. For example, the maximum working hours for side jobs can be calculated as "standard overtime hours - overtime hours in the main job excluding the side job." "Standard overtime hours" vary from company to company. Note that while Figure 3 shows the maximum working hours for side jobs on a monthly basis, it may also be shown as a weekly limit. Each company may also define its own unit for the maximum working hours for side jobs.

[0083] In this embodiment, members are permitted to apply for and accept work offered by various companies and departments, provided that they do not exceed the maximum number of hours for side jobs set by the company to which they belong.

[0084] [Member Database 122] Figure 4 shows an example of the member database 122. The member database 122 contains various information about members. This information includes a member ID to identify the member, the ID of the company to which the member belongs, the member's name, the member's authority, the department to which the member belongs, and the hours during which the member is permitted to work part-time.

[0085] Member privileges include administrator and applicant. Members with administrator privileges are authorized to use Matching System 1 as both recruiters and applicants. Members with applicant privileges are authorized to use Matching System 1 as applicants, but not as recruiters. Department heads within a company are granted administrator privileges to manage the side-job status of their subordinates. Administrators with administrator privileges are authorized to approve applications from their subordinates who are applicants. Therefore, administrators function as approvers.

[0086] The available time for side jobs is the remaining time that can be spent on side jobs. This time is calculated as "maximum available time for side jobs - total available time for side jobs". If an individual is engaged in multiple side jobs, the total available time for side jobs includes the time already spent on those jobs. In addition to the time already spent on side jobs, the total available time for side jobs includes the estimated time for side jobs. The estimated time for side jobs is calculated based on the estimated man-hours registered in the job posting database 124. Figure 4 shows the available time for side jobs on a monthly basis. Applicants using the matching system 1 to search for job postings are only offered jobs that can be handled within the man-hours of their available time for side jobs.

[0087] [Community Database 123] Figure 5 shows an example of the community database 123. The community database 123 registers information about communities formed between companies. The community information includes a community ID to identify the community, a community name, and a list of IDs of companies belonging to the community. Each company can form various communities by agreeing with other companies. Companies belonging to a community can change the companies that belong to that community by agreement with other companies.

[0088] [Job Posting Database 124] Figure 6 shows an example of the recruitment database 124. The recruitment database 124 contains information on recruitment projects. The recruitment information includes a project ID to identify the recruitment project, the ID of the company to which the recruiter who registered the recruitment project belongs, disclosure information, project title, estimated man-hours, estimated period, and project details.

[0089] "Disclosure information" is used to limit the scope of disclosure of "recruitment opportunities." "Disclosure information" is also used to limit the scope of disclosure of "educational content." Matching System 1 stores the "disclosure information" applicable to "recruitment opportunities" and the "disclosure information" applicable to "educational content" separately. Figure 6 shows an example in which the scope of disclosure of recruitment opportunities is limited by the disclosure information applicable to the recruitment opportunities.

[0090] As shown in Figure 6, "Disclosure Information" includes "Disclosure Level" and "Non-Disclosure Company ID List". Disclosure levels are classified into levels 1 to 3. Level 1 corresponds to disclosing the job posting only to the company itself. Level 2 corresponds to disclosing the job posting only to the community. Level 3 corresponds to disclosing the job posting to all companies.

[0091] The "non-disclosure list" is used to further restrict the scope already limited by the disclosure level. For example, if you set the disclosure level to level 3 and add company X's company ID to the non-disclosure list, the job posting will be disclosed to all companies except company X.

[0092] While this explanation focuses on "disclosure information" applicable to "job postings," the "disclosure information" applicable to "educational content" similarly includes "disclosure level" and "non-disclosure company ID list." In the "disclosure information" applicable to "educational content," Level 1 corresponds to disclosing the educational content only to your own company. Level 2 corresponds to disclosing the educational content only to the community. Level 3 corresponds to disclosing the educational content to all companies. For example, if you set the disclosure level to Level 3 and add company X's company ID to the non-disclosure list, the educational content will be disclosed to all companies except company X.

[0093] At the bottom of the recruitment database 124 in Figure 6, the IDs of companies that can view the recruitment postings are shown. For example, for the recruitment posting corresponding to posting ID=001, the disclosure level is set to "Level 1 (Our Company)". In this case, only members belonging to the company that registered the recruitment posting (Company ID=00A) can view the recruitment posting corresponding to posting ID=001.

[0094] Hereafter, using the project ID, the recruitment projects corresponding to each project ID may be referred to as project 001, project 002, project 003, etc. Similarly, using the community ID, the communities corresponding to each community ID may be referred to as community 01, community 02, community 03, etc., and using the member ID, the members corresponding to each member ID may be referred to as member P1, member P2, member P3, etc. Furthermore, using a part of the company ID, the companies corresponding to each company ID may be referred to as company A, company B, company C, etc.

[0095] In case 002, the disclosure level is set to "Level 2 (within the community)". According to the community database 123 shown in Figure 5, the companies that have a community relationship with company A, which registered case 002, are company B and company C. Therefore, as shown in Figure 6, only members belonging to company A, company B, or company C can view case 002.

[0096] Case 003 has the same registered companies and disclosure level as Case 002. However, in Case 003, "00B" is registered in the list of non-disclosing company IDs. Therefore, as shown in Figure 6, only members belonging to either Company A or Company C can view Case 003, and members belonging to Company B are not authorized to view Case 003.

[0097] For recruitment postings with a disclosure level set to "Level 3 (All)," all members can view the target recruitment posting. Post 005, shown in Figure 6, falls into this category. If one or more company IDs are registered in the non-disclosure company ID list for Post 005, members belonging to those companies will not be granted permission to view Post 005.

[0098] The estimated workload and estimated time are used by applicants and the matching system 1 to estimate the time required to process the job posting.

[0099] [Side Job Database 125] Figure 7 shows an example of the side job database 125. The side job database 125 registers information indicating the status of members' side jobs for each side job project. The information indicating the status of side jobs includes the ID of the member engaged in the side job, the project ID, the month (duration of engagement in the side job), the planned hours of the side job, the actual hours of the side job, the estimated hours of the side job, and the progress rate.

[0100] The planned time for side work is the estimated time required for a member to process a project they have already accepted. Members who have accepted side work enter their planned time for side work each month using their applicant device 300. The entered planned time for side work is reflected in the side work database 125. For example, the estimated man-hours for project 001 are set to 5 hours / person / month in the recruitment project database 124. This means that the workload is 5 hours per person per month. Typically, members enter their planned time for side work based on the estimated man-hours for the recruitment project.

[0101] The recorded hours for side jobs represent the actual time spent by a member on a project they have already accepted. In other words, the recorded hours for side jobs represent the time a member has already worked. Until a project is completed, members enter the hours spent on that project into their applicant device 300 at any time they choose to do so. The cumulative value of the hours entered into the applicant device 300 is registered in the side job database 125 as the recorded hours for side jobs each month.

[0102] The estimated side work time is the time expected to be required for the tasks of the project in question. In other words, the estimated side work time is the time expected to be part of the member's future working hours. The sharing server 100 automatically sets the estimated side work time, taking into account the planned side work time and the actual side work time. Members may be allowed to input their estimated side work time at any time using their applicant device 300 until the tasks of the project in question are completed. Alternatively, members may be allowed to modify the estimated side work time once it has been automatically set. It is desirable that the estimated side work time is less than or equal to the planned side work time. However, depending on the circumstances of the project, the estimated side work time may be longer than the planned side work time. Members working on a project may be allowed to update their estimated side work time at any time until the tasks of the project are completed.

[0103] The progress rate indicates the degree of progress in the side job. The progress rate is entered at the discretion of the person engaged in the side job. The progress rate can be entered, for example, between 0 (%) and 100 (%).

[0104] For example, when a member initially accepts a project, the progress rate is 0%, the actual time spent on side work is 0 hours, and the planned time and estimated time for side work match. As the member progresses with the project and enters the actual time spent on side work and the progress rate, the estimated time for side work changes accordingly.

[0105] The side job database 125 shown in Figure 7 contains data on member P2's side jobs from October 2021 to December 2021. Referring to the side job database 125 shown in Figure 7, it can be seen that member P2 was engaged in projects 001 and 002 between October 2021 and December 2021.

[0106] For the October data of project 001, the side job database 125 records planned side job hours = 5, actual side job hours = 10, and estimated side job hours = 10. From this, it can be seen that member P2 engaged in project 001 in October, exceeding the planned side job hours.

[0107] For the November data for project 002, the side job database 125 records planned side job hours = 10, actual side job hours = 4, and estimated side job hours = 8. From this, it can be seen that member P2 worked on project 002 in November without exceeding the set estimated side job hours. Since the progress rate is 50, it can be seen that member P2 completed half of the entire work for project 002 in November.

[0108] For the December data of project 001, the side job database 125 has registered planned side job hours = 5 and estimated side job hours = 5, but the actual side job hours are not registered. Similarly, for the December data of project 002, the actual side job hours are not registered. This means that we are waiting for member P2 to input the actual side job hours.

[0109] The sharing server 100 uses the estimated and actual side job hours from the side job database 125 to calculate the available capacity for additional side jobs that a member can take on. If a member is engaged in multiple side jobs, the sharing server 100 calculates the "total estimated side job hours," which is the sum of the estimated side job hours corresponding to those multiple side jobs, and the "total actual side job hours," which is the sum of the actual side job hours corresponding to those multiple side jobs. The sharing server 100 calculates the available side job capacity by calculating "maximum side job hours - (total estimated side job hours + total actual side job hours)." Here, if "total estimated side job hours + total actual side job hours" is defined as "total side job hours," then the available side job capacity, i.e., "available side job hours," will be calculated as "maximum side job hours - total side job hours." For example, in the side job database 125 shown in Figure 7, the total estimated side job hours for member P2 in December are 15 hours (5 hours + 10 hours). Furthermore, member P2's total hours spent on side jobs in December were zero. In this case, if the "maximum hours for side jobs" set by the company to which member P2 belongs is 30 hours, then member P2's available time for side jobs (time available for side jobs) can be calculated as 15 hours (30 hours - 15 hours).

[0110] Here, we will explain an example of a more specific procedure for calculating estimated side work hours. For example, "estimated side work hours" may be calculated based on the formula "(work progress rate / progress rate) × planned side work hours - actual side work hours". Here, "work progress rate" is calculated by "actual side work hours / planned side work hours". As explained earlier, the "progress rate" is the rate entered into the side work database 125 at the discretion of the person engaged in the side work.

[0111] For example, if the planned time for a side job is 10 hours and the actual time spent on the side job is 2 hours, the progress rate is calculated as 20%. Now, let's assume the progress rate is 40%. In this case, the estimated time for the side job is calculated as "(20% / 40%) × 10 hours - 2 hours" = 3 hours. In other words, according to this calculation, the estimated time for the side job in question is 3 hours.

[0112] [Evaluation Input Database 126] Figure 8 shows an example of the evaluation input database 126. The evaluation input database 126 registers evaluation information for the person being evaluated. The evaluation information includes the person being evaluated, the member ID of the person being evaluated, the member ID of the evaluator, and the evaluation result.

[0113] The evaluation input database 126 includes a recruiter evaluation unit 126A and an applicant evaluation unit 126B. The recruiter evaluation unit 126A stores evaluation information for recruiters (clients). The applicant evaluation unit 126B stores evaluation information for applicants (contractors).

[0114] In the Recruiter Evaluation Unit 126A, the person being evaluated is the recruiter (client), and the evaluator is the applicant who applied for the job being recruited by the person being evaluated and was awarded the job. The Recruiter Evaluation Unit 126A registers the evaluation of the person being evaluated by each evaluator. Figure 8 shows an example where members P1 and P2, who are the people being evaluated, are being evaluated by evaluator members. In particular, Figure 8 shows an example where member P1 is being evaluated by evaluator members P5, P7, P11, and P12. The evaluation result (evaluation value) is expressed as a numerical value with a maximum value of 10 and a minimum value of 0.

[0115] In the Applicant Evaluation Unit 126B, the person being evaluated (the person being evaluated) is the applicant (contractor) for the project, and the evaluator is the project's recruiter (client). The Applicant Evaluation Unit 126B registers the evaluation of the person being evaluated, separately for each evaluator. Figure 8 shows an example where member P7, who is the person being evaluated, is evaluated by members P1, P2, and P3, who are the evaluators. Although the example of the evaluation results in the Applicant Evaluation Unit 126B is omitted in Figure 8, various evaluation results are registered there, similar to the Recruiter Evaluation Unit 126A.

[0116] When an applicant (contractor) completes a project commissioned by a recruiter (client), they use the applicant device 300 to evaluate the recruiter (the person being evaluated) as an evaluator. The evaluator's evaluation results are registered in the evaluation input database 126. If an applicant receives another project from a recruiter from whom they have previously received work, the applicant evaluates that recruiter again. In this case, the average of the previous and subsequent evaluation results is registered in the evaluation input database 126.

[0117] When an applicant (contractor) completes the work assigned to them by the recruiter (client), the recruiter uses the recruiter device 200 to evaluate the applicant (contractor) as an evaluator. The evaluator's evaluation results are registered in the evaluation input database 126. If a recruiter assigns another task to an applicant who has previously been assigned a task, the recruiter evaluates that applicant again. In this case, the average of the previous and subsequent evaluation results is registered in the evaluation input database 126.

[0118] Therefore, the evaluation results registered in the evaluation input database 126 reflect the average value of each evaluator's evaluation of the person being evaluated. Alternatively, a weighted average value and a standard score calculated according to the number of evaluations may be used instead of the average value. The evaluation input database 126 may also further register evaluation results for each case ID.

[0119] [Evaluation Summary Database 127] Figure 9 shows an example of the evaluation summary database 127. The evaluation summary database 127 registers departmental evaluation information for those being evaluated. Organizational evaluation information includes the person being evaluated, the member ID of the person being evaluated, the ID of the company to which the person being evaluated belongs, the ID of the company to which the evaluator belongs, the department to which the evaluator belongs, and the evaluation summary.

[0120] The evaluation summary database 127 includes the recruiter evaluation summary section 127A and the applicant evaluation summary section 127B. In the recruiter evaluation summary section 127A, the subject of evaluation (the person being evaluated) is the recruiter (the client). In the applicant evaluation summary section 127B, the subject of evaluation (the person being evaluated) is the applicant (the contractor). The evaluation summary database 127 registers evaluation summaries for the subjects of evaluation by department.

[0121] The evaluation summary is calculated based on the aggregated results of the evaluation input database 126. The departmental categories include individual departments within a company, such as the "Systems Department" and the "Planning Department," as well as "Overall," which represents the entire company. The evaluation summary is calculated separately for each of these "departments."

[0122] Figure 9 shows an example where member P1 is the person being evaluated, as the recruiter evaluation summary section 127A. The company ID of the person being evaluated is "00A". Therefore, member P1 belongs to company A. In Figure 9, data group 1271 represents company B's evaluation of member P1 acting as a recruiter, and data group 1272 represents company C's evaluation of member P1 acting as a recruiter.

[0123] Referring to data set 1271, it can be seen that the evaluation of Company B is categorized into an overall company evaluation, an evaluation of the Systems Department within Company B, and an evaluation of the Planning Department within Company B. The evaluation summary registers the average value of the evaluation corresponding to each categorized category.

[0124] For example, the evaluation summary for the entire company B registers the average of the evaluation results of company B members who evaluated member P1 acting as a recruiter. In Figure 9, this value is shown as "4.75". The evaluation summary for the systems department registers the average of the evaluation results of company B members belonging to the systems department who evaluated member P1 acting as a recruiter. In Figure 9, this value is shown as "4.0". The evaluation summary for the planning department registers the average of the evaluation results of company B members belonging to the planning department who evaluated member P1 acting as a recruiter. In Figure 9, this value is shown as "5.0".

[0125] Similar to data group 1271, data group 1272 also classifies the evaluation of company C into an overall company evaluation and evaluations of each department within company C. Data groups 1271 and 1272 are data that evaluate recruiters. Therefore, the evaluation summaries registered in data groups 1271 and 1272 are recruiter evaluation summaries.

[0126] The above explains the recruiter evaluation summary section 127A in detail. Next, we will explain the applicant evaluation summary section 127B. Figure 9 shows an example in the applicant evaluation summary section 127B where member P7 is the person being evaluated. The company ID of the person being evaluated is "00C". Therefore, member P7 belongs to company C. The applicant evaluation summary section 127B registers the evaluations of member P7, who is acting as an applicant, by department.

[0127] The applicant evaluation summary section 127B has the same structure as the recruiter evaluation summary section 127A, except that the subject of evaluation is the "applicant" and not the "recruiter." Therefore, the explanation of the applicant evaluation summary section 127B will be replaced with the explanation of the recruiter evaluation summary section 127A that has already been given.

[0128] The sharing server 100 uses the evaluation input database 126 to identify each member's evaluation result and the member database 122 to identify each member's affiliation. Based on these identification results, the sharing server 100 updates the data in the evaluation summary database 127.

[0129] Although Figure 9 only shows members P1 and P7 as those being evaluated, members P2-P6, P8, and P9 are also similarly registered in the evaluation summary database 127 as those being evaluated. The evaluation summary database 127 may also include data where the same member is evaluated as both a recruiter and an applicant. For example, in addition to the recruiter evaluation summary for member P1, the evaluation summary database 127 shown in Figure 9 may also contain an applicant evaluation summary for member P1.

[0130] [Functions of the sharing server, recruiter device, and applicant device] Figures 10 to 12 are diagrams illustrating the functions of the sharing server, recruiter device, and applicant device.

[0131] As shown in Figure 10, the sharing server 100 functionally includes a community registration unit 140, a company registration unit 141, a member registration unit 142, a member search unit 143, and a case registration unit 144. These various functions are realized by the processor 101, memory 102, storage 103, and communication interface 104 provided by the sharing server 100.

[0132] The community registration unit 140 has the function of registering communities in the community database 123. The system administrator who manages the matching system 1 inputs information about the communities into the sharing server 100 using an operation unit such as a keyboard (not shown in the diagram).

[0133] Community information includes the community name and information about the companies belonging to the community. The community registration unit 140 registers the community in the community database 123 according to the system administrator's input (step S1). The community registration unit 140 also has a function to update the community information registered in the community database 123.

[0134] The company registration unit 141 has the function of registering new companies that will join the matching system 1. The system administrator inputs information about the companies into the sharing server 100 using an operation unit such as a keyboard.

[0135] The company information includes information such as the company name, address, and maximum hours for side jobs. The company registration unit 141 registers the company in the company database 121 according to the system administrator's input (step S2). The company registration unit 141 also has a function to update the information of companies that have already been registered.

[0136] The Member Registration Unit 142 has the function of registering (signing up) new members who wish to join Matching System 1. The Member Registration Unit 142 issues a Member ID and password upon request from a person belonging to a company that is a member of Matching System 1. A person who wishes to become a member performs the signup process using a personal computer or the like (Step S3).

[0137] Specifically, those wishing to become members enter information such as their name, affiliated company, and department into a personal computer and send the entered information to the sharing server 100. The member registration unit 142 registers the entered information in the member database 122. New members can sign in to the sharing server 100 using the personal computer used for member registration. In this case, the personal computer functions as either a recruiter device 200 or an applicant device 300.

[0138] Figure 10 shows two applicant devices 300. One device is intended to be operated by the manager of the applicant company. The other device is intended to be operated by someone other than the manager within the applicant company. The manager of the applicant company holds a management position such as department head and is the superior of the applicants who are their subordinates. In this embodiment, the manager of the applicant company plays the role of an approver who approves applications to job postings submitted by their subordinates.

[0139] The member search unit 143 has a function to search for members of the matching system 1. In response to requests from the recruiter device 200 and the applicant device 300, the member search unit 143 provides the recruiter device 200 and the applicant device 300 with information on members registered in the member database 122.

[0140] When the recruiter device 200 receives a search operation from a recruiter, it executes a member search process (step S4A). This allows the recruiter to view, for example, applicant information. The recruiter can then consider the applicant information and select the person to award the contract to from among multiple applicants. Similarly, when the applicant device 300 receives a search operation from an administrator who is the supervisor of a certain applicant, it executes a member search process (step S4A).

[0141] Furthermore, when the applicant device 300 receives a search operation from an applicant, it executes a member search process (step S4B). This allows the applicant to view, for example, the recruiter's information. The applicant can then select a job to accept from among multiple job postings, taking into account the recruiter's information.

[0142] The member search process (step S4A) performed by the recruiter device 200 and the processing of the member search unit 143 will be described in detail later with reference to Figure 19. The member search process (step S4B) performed by the applicant device 300 and the processing of the member search unit 143 will be described in detail later with reference to Figure 20.

[0143] The case registration unit 144 has the function of registering recruitment requests in the recruitment request database 124. When the recruiter device 200 receives an operation to input a recruitment request, it executes the process of registering the recruitment request (step S5). In the process of registering the recruitment request, the recruiter device 200 sends the recruitment request information to the sharing server 100. The case registration unit 144 registers the received recruitment request information in the recruitment request database 124.

[0144] The recruitment case registration process (step S5) performed by the recruiter device 200, and the processing of the case registration unit 144 will be explained in detail later with reference to Figure 14.

[0145] As shown in Figure 11, the sharing server 100 functionally includes a case extraction unit 145, an application unit 146, an approval unit 147, and a notification unit 148. These various functions are realized by the processor 101, memory 102, storage 103, and communication interface 104 provided by the sharing server 100.

[0146] The case extraction unit 145 has the function of extracting job postings that applicants can view. The application unit 146 has the function of submitting applications from applicants to the administrator (applicant's supervisor). The approval unit 147 has the function of sending the content of the application for the job posting to the recruiter, conditional on receiving approval of the application from the administrator (approver). The notification unit 148 has the function of receiving the result from the recruiter regarding whether or not to hire the applicant, and notifying the applicant and the administrator of the result.

[0147] The application unit 146, the approval unit 147, and the notification unit 148 use a workflow system to send notifications to administrators requesting approval, notify recruiters of applicants, and notify applicants of the application results.

[0148] When the applicant device 300 receives an operation from an applicant requesting to search for job postings, it executes a job posting search process (step S6). In the job posting search process, the applicant device 300 sends the search request to the job posting extraction unit 145 of the sharing server 100.

[0149] When the case extraction unit 145 receives a search request, it extracts cases from the recruitment cases registered in the recruitment case database 124 that are permitted for viewing by applicants, and transmits the extracted cases to the applicant device 300. The case extraction unit 145 determines whether a case is permitted for viewing by applicants based on the first and second criteria. The first criterion is the scope of disclosure set for the recruitment case. The second criterion is the applicant's available time for side work. The scope of disclosure is determined by the disclosure information shown in Figure 14. The available time for side work is calculated as the available time for side work shown in Figure 15.

[0150] The case extraction unit 145 determines that cases that meet both the first and second criteria are cases that applicants are permitted to view. Therefore, the case extraction unit 145 extracts from the recruitment cases registered in the recruitment case database 124 cases that are permitted to be disclosed to applicants who have received a search request. Furthermore, the case extraction unit 145 extracts from the recruitment cases registered in the recruitment case database 124 cases that the applicant who received the search request can handle within their available time for side work. The case extraction unit 145 transmits the cases that applicants are permitted to view to the applicant device 300.

[0151] The case extraction unit 145 may be configured to accept an operation to set the criteria for extracting cases. For example, the sharing server 100 may be given a function that allows the system administrator to select one of the following: a first setting that enables only the first criterion, a second setting that enables only the second criterion, or a third setting that enables both the first and second criteria.

[0152] The applicant device 300 receives job postings from the job posting extraction unit 145. The applicant device 300 displays the received job postings on the display 305 (step S7).

[0153] The job posting search process (step S6), the job posting display process (step S7), and the process of the job posting extraction unit 145 will be explained in detail later with reference to Figure 15.

[0154] The applicant selects a job posting to apply for from those displayed on the display 305 of the applicant device 300. The applicant device 300 then executes the application process in response to the applicant's operation (step S8). During the application process, the applicant device 300 transmits application information indicating the job to be applied for to the application unit 146 of the sharing server 100. This transmits the applicant's desire to accept the job from the applicant device 300 to the application unit 146.

[0155] The application unit 146 transmits the application information received from the applicant device 30 to the administrator's (applicant's supervisor's) applicant device 300. The application unit 146 identifies the supervisor's member ID, who is the applicant's supervisor, based, for example, on the relationship between the applicant's member ID and the supervisor's member ID registered in the member database 122. The application unit 146 transmits the subordinate's application information to the applicant device 300 corresponding to the identified supervisor's member ID. The administrator checks the work the subordinate has applied for on their own applicant device 300. The administrator performs an operation on the applicant device 300 to approve the application. The applicant device 300 accepts the approval operation and executes the application approval process (step S9). In the application approval process, the applicant device 300 transmits the approval information to the approval unit 147 of the sharing server 100. As a result, approval information, which is an example of an approval notification, is transmitted from the administrator's (approver's) applicant device 300 to the approval unit 147.

[0156] The approval unit 147 accepts an applicant's application on the condition that it has received approval information from the applicant device 300. Thus, in this embodiment, an applicant's application is accepted on the condition that it is approved by the manager to which the applicant belongs. Therefore, the manager can check in advance the content of the recruitment work that their subordinate intends to apply for. As a result, it is possible to prevent confidential information from being leaked outside the company through an employee's side job.

[0157] Figure 11 shows the process when the administrator approves an application. If, for example, an operation to reject the application is received in step S9, rejection information is sent from the administrator's applicant device 300 to the approval unit 147. Upon receiving the rejection information, the approval unit 147 may notify the applicant's applicant device 300 of the rejection of the application.

[0158] The approval unit 147, upon receiving an applicant's application, transmits the application information to the recruiter device 200. The application information includes the applicant's information and the details of the job being applied for. The recruiter device 200 displays the application details on the display 205 (step S10). The recruiter reviews the applicant and the job being applied for based on the display 205 and decides whether or not to hire the applicant.

[0159] The recruiter inputs the result of their decision to accept or reject the candidate into the recruiter device 200. The recruiter device 200 accepts the input result (step S11). The recruiter device 200 transmits the accepted acceptance or rejection result to the notification unit 148 of the sharing server 100.

[0160] When the notification unit 148 receives the acceptance or rejection result from the recruiter device 200, it transmits the application result (acceptance or rejection result) to the applicant's applicant device 300 and the administrator's applicant device 300.

[0161] The applicant's applicant device 300 and the administrator's applicant device 300 display the application results on the display 305 (steps S12, S13). The applicant and the administrator confirm the application results by looking at the display on the display 305.

[0162] As shown in Figure 12, the sharing server 100 functionally includes a performance reception unit 149, a performance output unit 150, an evaluation reception unit 151, and an evaluation output unit 152. These various functions are realized by the processor 101, memory 102, storage 103, and communication interface 104 provided by the sharing server 100.

[0163] The performance reception unit 149 has the function of receiving the planned and actual hours of side work entered by the applicant in the applicant device 300. The performance output unit 150 has the function of outputting information including the applicant's planned and actual hours of side work to the recruiter device 200 or the administrator's applicant device 300.

[0164] The evaluation reception unit 151 has the function of receiving evaluations of applicants (contractors) entered by the recruiter in the recruiter device 200. The evaluation output unit 152 has the function of outputting information indicating the evaluation of applicants to the recruiter device 200.

[0165] When an applicant engages in a side job, they input their planned and actual hours of work into the applicant device 300. Typically, when an applicant accepts a new side job, they input their planned hours into the applicant device 300, and at any time while they are working on the side job, they input their actual hours of work into the applicant device 300. For example, if an applicant accepts a side job that is expected to last for several months, they input their actual hours of work into the applicant device 300 each month.

[0166] The applicant device 300 accepts input of the planned and actual hours of the side job (step S14). The applicant device 300 transmits the accepted planned and actual hours of the side job to the performance reception unit 149 of the sharing server 100.

[0167] The performance reception unit 149 registers the received planned and actual part-time work hours in the part-time work database 125. The processing of step S14 performed by the applicant device 300 and the processing of the performance reception unit 149 will be explained in detail later with reference to Figure 16.

[0168] The performance output unit 150 transmits the planned and actual hours of side work registered in the side work database 125 to the recruiter device 200 and the administrator's applicant device 300. The recruiter device 200 displays the received information, including the planned and actual hours of side work, on the display 205, and the administrator's applicant device 300 displays the received information, including the planned and actual hours of side work, on the display 305 (step S15). However, when comparing the information transmitted to the recruiter device 200 and the information transmitted to the administrator's applicant device 300, the cases to which the information is transmitted are different.

[0169] From the performance reception unit 149, data corresponding to the projects handled by the subordinate is transmitted to the administrator's applicant device 300 from among the many projects registered in the side job database 125. The administrator can check the subordinate's side job status by looking at the display 305. The screen displayed on the administrator's applicant device 300 when the administrator checks the subordinate's side job status will be explained later with reference to Figure 23.

[0170] From the performance reception unit 149 to the recruiter device 200, data corresponding to the projects that recruiters have posted among the many projects registered in the side job database 125 is transmitted. For example, consider the case in the side job database 125 shown in Figure 7, where, among several recruiters, the first recruiter has posted project 001 and the second recruiter has posted project 002.

[0171] In this case, various data corresponding to case 001 from the side job database 125 are transmitted from the performance reception unit 149 to the recruiter device 200 operated by the first recruiter. Various data corresponding to case 002 from the side job database 125 are transmitted from the performance reception unit 149 to the recruiter device 200 operated by the second recruiter.

[0172] The first and second recruiters can check the progress of their projects by viewing the planned and actual hours of side work displayed on the display 305 of the recruiter device 200.

[0173] The recruiter inputs the applicant's evaluation into the recruiter device 200 when the side job is completed. The recruiter device 200 accepts the input of the evaluation for the applicant (step S16A). Therefore, when the recruiter device 200 accepts the input evaluation, it functions as an evaluator device operated by the evaluator (recruiter).

[0174] The recruiter device 200 transmits the received evaluations to the evaluation reception unit 151 of the sharing server 100. The evaluation reception unit 151 updates the evaluation input database 126 and the evaluation summary database 127 based on the received evaluations. As a result, the information in the applicant evaluation unit 126B is updated in the evaluation input database 126, and the information in the applicant evaluation summary unit 127B is updated in the evaluation summary database 127.

[0175] The processing of step S16A performed by the recruiter device 200 and the processing of the evaluation reception unit 151 will be explained in detail later with reference to Figure 17.

[0176] When the recruiter device 200 receives an operation from the recruiter to view the applicant's evaluation, it executes a viewing request process (step S17A). In the viewing request process, the recruiter device 200 sends the viewing request to the evaluation output unit 152 of the sharing server 100. In response to the viewing request, the evaluation output unit 152 sends the applicant's evaluation (applicant evaluation summary) registered in the evaluation summary database 127 to the recruiter device 200. The recruiter device 200 displays the received applicant evaluation on the display 205 (step S18A).

[0177] The processing of steps S17A and S18A performed by the recruiter device 200 and the processing of the evaluation output unit 152 will be explained in detail later with reference to Figure 19.

[0178] Figure 13 is a diagram illustrating the functions of the applicant device 300. Here, Figure 13 is used to explain the input and output of evaluations of recruiters. The evaluation reception unit 151 further includes the function of receiving evaluations of recruiters entered by applicants in the applicant device 300. The evaluation output unit 152 further includes the function of outputting information indicating the evaluation of the recruiter to the applicant device 300. When an applicant completes the work they have been awarded, they input their evaluation of the recruiter into the applicant device 300. There are various points that applicants consider when evaluating recruiters.

[0179] For example, if an applicant can communicate smoothly with the recruiter and complete the work within a reasonable timeframe, the applicant will likely give the recruiter a high rating. Conversely, if there are many requests for additions, changes, and modifications to the work content, if too much time is spent outside the scope of the work, if instructions are given too late, or if instructions regarding modifications to the work content are given unilaterally without prior consultation, the applicant will likely give the recruiter a low rating.

[0180] The applicant device 300 receives input of evaluations for the applicant (step S16B). Therefore, when receiving the input evaluations, the applicant device 300 functions as an evaluator device operated by the evaluator (applicant).

[0181] The applicant device 300 transmits the received evaluation to the evaluation reception unit 151 of the sharing server 100. The evaluation reception unit 151 updates the evaluation input database 126 and the evaluation summary database 127 based on the received evaluation. As a result, the information in the recruiter evaluation unit 126A is updated in the evaluation input database 126, and the information in the recruiter evaluation summary unit 127A is updated in the evaluation summary database 127.

[0182] The processing of step S16B performed by the applicant device 300 and the processing of the evaluation reception unit 151 will be explained in detail later with reference to Figure 18.

[0183] When the applicant device 300 receives an operation from an applicant to view the recruiter's evaluation, it executes a viewing request process (step S17B). In the viewing request process, the recruiter device 200 sends the viewing request to the evaluation output unit 152 of the sharing server 100. In response to the viewing request, the evaluation output unit 152 sends the recruiter's evaluation (recruiter evaluation summary) registered in the evaluation summary database 127 to the applicant device 300. The applicant device 300 displays the received recruiter's evaluation on the display 305 (step S18B).

[0184] The processes of steps S17B and S18B performed by the applicant device 300, and the processes of the evaluation output unit 152 will be explained in detail later with reference to Figure 20.

[0185] [Details of the processing by the case registration unit 144 and the recruiter device 200] Figure 14 is a diagram illustrating the procedure for registering job postings in the job posting database 124. Using Figure 14, we will explain in more detail step S5 in Figure 10 and the function of the job posting registration unit 144.

[0186] A recruiter registering a job posting first signs in to the sharing server 100 using the recruiter device 200. This establishes a logical communication path between the recruiter device 200 and the sharing server 100, identified by the recruiter's member ID. Next, the recruiter uses the mouse and keyboard or other operating unit 206 to input the job posting's business information and disclosure information into the recruiter device 200.

[0187] Information entered by the operation unit 206 is notified to the processor 201 via the input / output interface 204 of the recruiter device 200. The operation unit 206 and the input / output interface 204 constitute an interface that accepts operations for entering the content of the business and operations for entering disclosure information that specifies the target to which the business will be disclosed.

[0188] The job information for a job posting includes the job title, job description, estimated man-months, and estimated duration. Disclosure information includes the disclosure level. Depending on the recruiter's selection, disclosure information may include the ID of companies that are not being disclosed.

[0189] The recruiter device 200 receives the business information and disclosure information of the recruitment project and executes the process of registering the recruitment project (step S5). In the process of registering the recruitment project, the recruiter device 200 transmits the business information and disclosure information of the recruitment project to the sharing server 100.

[0190] The project registration unit 144 of the sharing server 100 obtains information about the recruiter (step S1441). Specifically, the project registration unit 144 identifies the company to which the recruiter belongs.

[0191] The sharing server 100 stores the member ID used when a member signs in to the sharing server 100 using the recruiter device 200 or applicant device 300. When the sharing server 100 receives any information from the recruiter device 200 or applicant device 300 in a communication established using this member ID, it identifies the member who sent that information using the member ID used for signing in.

[0192] Therefore, when the recruiter device 200 receives business information and disclosure information for the recruiting business, the case registration unit 144 uses the member ID used for signing in to identify the recruiter operating the recruiter device 200. The case registration unit 144 uses the identified member ID, member database 122, and company database 121 to identify the member who is the recruiter and the company to which the recruiter belongs.

[0193] Next, the project registration unit 144 executes the process of registering the recruitment project in the recruitment project database 124 (step S1442). Specifically, after generating a project ID, the project registration unit 144 registers the company information (company ID), the ID of companies to be kept confidential, the disclosure level, the project title, the estimated man-hours, the estimated period, and the project details in the recruitment project database 124, associating them with the generated project ID.

[0194] According to this embodiment, recruiters can freely control the scope of disclosure of their recruitment opportunities at the levels of "within their own company," "within the community," and "unrestricted." As a result, they can prevent recruitment opportunities from being disclosed to specific companies that they did not intend to disclose.

[0195] According to this embodiment, it is possible to set companies that are not to be disclosed separately from the disclosure level. Therefore, recruiters can set the scope of disclosure by excluding some of the companies that have community relationships with the company to which they belong. As a result, it is possible to prevent business related to a specific company within the community from being disclosed to that specific company.

[0196] Instead of, or in addition to, the list of non-disclosable company IDs, a list of non-disclosable member IDs may be provided in the recruitment database 124 for registering member IDs whose disclosure of recruitment opportunities is prohibited. The recruiter device 200 may accept an operation to specify members whose disclosure of recruitment opportunities is prohibited and send the ID of that member to the sharing server 100. The sharing server 100 may refrain from providing recruitment opportunities corresponding to member IDs listed in the non-disclosable member ID list to members whose IDs are listed in that list. In this way, the recruiter device 200 may accept either companies or members as those whose disclosure of business is prohibited.

[0197] Figure 15 is a diagram illustrating the procedure for searching for job postings from the database 120. Using Figure 15, the processes of steps S6 and S7 in Figure 11, and the functions of the job posting extraction unit 145 will be explained in more detail.

[0198] When the applicant device 300 receives an operation from an applicant requesting to search for job postings, it executes a job posting search process (step S6). In the job posting search process, the applicant device 300 sends the search request to the job posting extraction unit 145 of the sharing server 100.

[0199] When the case extraction unit 145 receives a search request, it extracts cases from the recruitment database 124 that are permitted for viewing by applicants. To this end, the case extraction unit 145 executes the processes in steps S1451 to S1454.

[0200] Steps S1451 and S1452 are processes that extract job postings that applicants are allowed to view, based on the disclosure scope set for each posting. In step S1451, the applicant's affiliated company and the community within that company are determined. In step S1452, the postings that can be disclosed are extracted.

[0201] Step S1453 is the process of extracting job postings that the applicant is allowed to view, based on their available capacity for side work. Step S1454 is the final process of extracting job postings that match the applicant.

[0202] [Process to extract cases based on the scope of disclosure] Step S1451 includes steps S1451A and S1451B.

[0203] In step S1451A, the applicant's affiliated company is identified based on the member ID used during sign-in, company database 121, and member database 122.

[0204] In step S1451B, the community of the applicant's company is identified based on the applicant's company ID and community database 123.

[0205] Step S1452 includes steps S1452A and S1452B. In step S1452A, based on the applicant's affiliated company's community and disclosure level, the job postings that can be disclosed are extracted from the job posting database 124.

[0206] In step S1452B, job postings extracted in step S1452A that include the applicant's company on the list of non-disclosed companies are excluded. Here, the job postings extracted by the process in step S1452B are referred to as Job Posting X.

[0207] [Process to extract projects based on available capacity for side jobs] Step S1453 includes steps S1453A, S1453B, and S1453C.

[0208] In step S1453A, the applicant's available time for side work T1 is calculated. The available time for side work is derived by calculating "maximum available time for side work - total available time for side work". The maximum available time for side work is the time set by the company to which the applicant belongs and is registered in the company database 121. The calculated available time for side work is registered in the member database 122. The case extraction unit 145 may calculate the available time for side work for all members at regular intervals and register the calculated available time for side work in the member database 122.

[0209] The total hours spent on side jobs are calculated using the formula "total estimated hours + total actual hours" based on the estimated and actual hours of side jobs registered in the side job database 125. In other words, total hours spent on side jobs include both the time already spent on side jobs and the estimated time not yet spent on side jobs.

[0210] In step S1453B, the time T2 required to handle the work is calculated for each job posting. Time T2 is calculated based on the estimated man-months and estimated period registered in the job posting database 124. For example, the estimated man-months may be used as time T2. For example, for a job posting corresponding to job ID 001, time T2 may be set to 5 hours per month.

[0211] In step S1453C, job postings that satisfy the condition "Time T2 ≤ Available time for side work T1" are extracted from the job posting database 124. Here, the job postings extracted by the process in step S1453C are referred to as job postings Y.

[0212] [Process to extract projects based on disclosure scope and available capacity for side jobs] The case selection unit 145 extracts case X based on the disclosure scope and case Y based on the available capacity for side work, and then extracts cases that overlap between case X and case Y as matching cases for applicants (step S1454).

[0213] [Process to provide extracted cases] Next, the case extraction unit 145 transmits information on matching cases to the applicant device 300 (step S1455). The applicant device 300 receives the matching cases. The applicant device 300 displays the received matching cases as recruitment cases on the display 305 (step S7).

[0214] This ensures that applicants receive job postings that are appropriate from two perspectives. Firstly, applicants are provided with job postings that do not exceed their maximum allowable hours for side work. This prevents applicants from becoming overworked. Secondly, job postings from recruiters are only provided to applicants who fall within the scope of disclosure intended by the recruiter. This prevents confidential information of the recruiter's company from being leaked to competitors.

[0215] [Process to register planned and actual hours worked on side jobs] Figure 16 is a diagram illustrating the procedure for registering planned and actual side job activities in the database 120. Using Figure 16, the functions of step S14 in Figure 12 and the actual activity reception unit 149 will be explained in more detail.

[0216] For example, when an applicant accepts a new side job, they input the planned hours for the side job into the applicant device 300, and at any time while working on the side job, they input the actual hours worked into the applicant device 300. The applicant device 300 accepts the input of the planned hours for the side job (step S14). The applicant device 300 transmits the accepted planned hours and actual hours worked to the performance reception unit 149 of the sharing server 100.

[0217] The performance reception unit 149 receives the applicant's planned and actual hours of work for their side job, and registers the received planned and actual hours of work for the applicant in the side job database 125 (step S1511). As a result, the side job database 125 registers the applicant's monthly planned and actual hours of work for their side job, categorized by project ID.

[0218] Typically, applicants enter their planned hours for side work, and then at the end of the month, they enter their actual hours worked. Therefore, the side work database 125 may contain cases where planned hours are registered, but actual hours are not. For example, when an applicant who has accepted a side job enters their planned hours, the data for that job will include the planned hours, but not the actual hours worked.

[0219] Next, the performance reception unit 149 automatically calculates the estimated side work hours for the current month (step S1512). The performance reception unit 149 calculates the estimated side work hours based on the planned side work hours and the actual side work hours. Specifically, the "estimated side work hours" are calculated based on the formula "(work progress rate / progress rate) × planned side work hours - actual side work hours," as explained earlier. Alternatively, the performance reception unit 149 may calculate the "estimated side work hours" using the formula "planned side work hours - actual side work hours." The performance reception unit 149 registers the calculated estimated side work hours in the side work database 125. As shown in the side work database 125 in Figure 7, the estimated side work hours are registered for each project ID.

[0220] [Process for registering evaluation results (evaluation of applicants)] Figure 17 is a diagram illustrating the procedure for registering applicant evaluations in the database 120. Using Figure 17, step S16A in Figure 12 and the functions of the evaluation reception unit 151 will be explained in more detail.

[0221] Upon completing the side job, the applicant delivers the work and reports its completion to the recruiter, who then inspects it. The recruiter then operates the recruiter device 200 to input an evaluation of the applicant. The recruiter device 200 accepts the input evaluation (step S16A). The recruiter device 200 transmits the received evaluation to the evaluation reception unit 151 of the sharing server 100. The information transmitted from the recruiter device 200 to the sharing server 100 includes the member ID and evaluation value (0-10) of the applicant who is being evaluated.

[0222] When the evaluation reception unit 151 receives evaluation information for the person being evaluated (applicant) from the recruiter device 200, it reflects the evaluation of the person being evaluated in the evaluation input database 126 (step S1513A).

[0223] If the evaluation reception unit 151 already has evaluation results registered for the person being evaluated (applicant) in the evaluation input database 126, it calculates the average value of the evaluation results for the person being evaluated, including the evaluation value received this time. The evaluation reception unit 151 updates the evaluation results registered in the evaluation input database 126 with the calculated average value. As a result, the average value of the evaluation (evaluation result) for the person being evaluated (applicant) is registered in the evaluation input database 126 for each evaluator (recruiter). This updates the information in the applicant evaluation unit 126B in the evaluation input database 126.

[0224] Next, the evaluation reception unit 151 performs evaluation summary processing (step S1514A). In evaluation summary processing, the evaluation reception unit 151 calculates the average evaluation result for each person being evaluated (applicant) by company and department, and registers the calculation result in the evaluation summary database 127. As a result, the information in the applicant evaluation summary unit 127B is updated in the evaluation summary database 127.

[0225] For example, the evaluation reception unit 151 identifies the evaluator (recruiter) using the member ID that the recruiter device 200 used to sign in to execute step S16A. Based on the evaluation information received in step S1513A, the company database 121, and the member database 122, the evaluation reception unit 151 identifies the ID of the company to which the evaluator belongs, the department to which the evaluator belongs, the member ID of the person being evaluated, and the ID of the company to which the person being evaluated belongs. The "member ID" is an example of "identification information that allows the sharing server 100, including the evaluation reception unit 151, to identify the affiliation (company and department) of a person who has accessed the sharing server 100."

[0226] The evaluation reception unit 151 accesses the evaluation summary database 127 and detects data rows containing the identified IDs (the member ID of the person being evaluated, the ID of the company to which the person being evaluated belongs, and the ID of the company to which the evaluator belongs). The evaluation reception unit 151 updates the applicant evaluation summary values ​​corresponding to the detected data rows.

[0227] [Process for registering evaluation results (evaluation of recruiters)] Figure 18 is a diagram illustrating the procedure for registering evaluations of recruiters in the database. Using Figure 18, step S16B in Figure 13 and the function of the evaluation reception unit 151 will be explained in more detail.

[0228] As described above, once the applicant completes the side job, they deliver the work and submit a completion report to the recruiter, and the recruiter inspects it. After that, the applicant operates the applicant device 300 to input an evaluation of the recruiter into the applicant device 300. The applicant device 300 accepts the input evaluation (step S16B). The applicant device 300 transmits the received evaluation to the evaluation reception unit 151 of the sharing server 100. The information transmitted from the applicant device 300 to the sharing server 100 includes the member ID of the recruiter who is being evaluated and the evaluation value (0 to 10).

[0229] When the evaluation reception unit 151 receives evaluation information for the person being evaluated (recruiter) from the applicant device 300, it reflects the evaluation of the person being evaluated in the evaluation input database 126 (step S1513B).

[0230] If the evaluation reception unit 151 has already registered evaluation results for the person being evaluated (recruiter) in the evaluation input database 126, it calculates the average value of the evaluation results for the person being evaluated, including the evaluation value received this time. The evaluation reception unit 151 updates the evaluation results registered in the evaluation input database 126 with the calculated average value. As a result, the average value of the evaluation (evaluation result) for the person being evaluated (recruiter) is registered in the evaluation input database 126 for each evaluator (applicant). This updates the information of the recruiter evaluation unit 126A in the evaluation input database 126.

[0231] Next, the evaluation reception unit 151 performs evaluation summary processing (step S1514B). In evaluation summary processing, the evaluation reception unit 151 calculates the average evaluation result for each company and department, and registers the calculation results in the evaluation summary database 127. As a result, the information in the recruiter evaluation summary unit 127A is updated in the evaluation summary database 127.

[0232] For example, the evaluation reception unit 151 identifies the evaluator (applicant) using the member ID that the applicant device 300 used to sign in in order to execute step S16B. Based on the evaluation information received in step S1513B, the company database 121, and the member database 122, the evaluation reception unit 151 identifies the ID of the company to which the evaluator belongs, the department to which the evaluator belongs, the member ID of the person being evaluated, and the ID of the company to which the person being evaluated belongs. The "member ID" is an example of "identification information that allows the sharing server 100, including the evaluation reception unit 151, to identify the affiliation (company and department) of a person who has accessed the sharing server 100."

[0233] The evaluation reception unit 151 accesses the evaluation summary database 127 and detects data rows containing the identified IDs (the member ID of the person being evaluated, the ID of the company to which the person being evaluated belongs, and the ID of the company to which the evaluator belongs). The evaluation reception unit 151 updates the recruiter evaluation summary values ​​corresponding to the detected data rows.

[0234] For example, in data set 1271 of Figure 9, the member ID of the person being evaluated is P1, the ID of the company to which the person being evaluated belongs is 00A, and the ID of the company to which the evaluator belongs is 00B. If a member belonging to the systems department of company B evaluates member P1, the evaluation is accepted in step S1513B.

[0235] In this case, in step S1514B, the evaluation received in step S1513B is reflected in the recruiter evaluation summary corresponding to "Overall" and the recruiter evaluation summary corresponding to "Systems Department" of data group 1271.

[0236] More specifically, the evaluation reception unit 151 uses the average value of the evaluations for the entire company B, including the evaluations received in step S1513B, as the recruiter evaluation summary corresponding to "Overall" in data group 1271. Similarly, the evaluation reception unit 151 uses the average value of the evaluations for the system department, including the evaluations received in step S1513B, as the recruiter evaluation summary corresponding to "System Department" in data group 1271.

[0237] Figure 19 is a diagram illustrating the procedure for displaying the evaluation of applicants and the search results for members on the display 205. Using Figure 19, step S4A (processing by the recruiter device 200) in Figure 10 and the function of the member search unit 143, as well as steps S17A and S18A in Figure 12 and the function of the evaluation output unit 152, will be explained in more detail.

[0238] [Process to output a summary of applicant evaluations] First, we will explain the processes in steps S17A, S18A, S1521A, and S1522A, as shown in Figure 19.

[0239] When the recruiter device 200 receives an operation from the recruiter to view the applicant's evaluation, it executes a viewing request process (step S17A). In the viewing request process, the recruiter device 200 sends the viewing request to the evaluation output unit 152 of the sharing server 100. In response to the viewing request, the evaluation output unit 152 selects from the evaluation summary database 127 an applicant evaluation summary for which the recruiter (viewer requester) is granted viewing rights (step S1521A).

[0240] Recruiters who request to view the data are authorized to view applicant evaluation summaries covering the entire company to which they belong, and applicant evaluation summaries covering the department to which they belong. Recruiters who request to view the data are not authorized to view any other evaluation summaries. The evaluation output unit 152 determines the viewing rights based on the member ID of the recruiter who sends the viewing request, the company database 121, and the member database 122. The "member ID" is an example of "identification information that allows the sharing server 100, including the evaluation reception unit 151, to identify the affiliation (company and department) and viewing rights of the person accessing the sharing server 100."

[0241] The evaluation output unit 152 selects an applicant evaluation summary corresponding to the viewing permission from the evaluation summary database 127. The evaluation output unit 152 transmits the data, including the selected applicant evaluation summary, to the recruiter device 200 (step S1522A). The transmitted data includes the applicant evaluation summary, as well as the applicant's (person being evaluated's) member ID, information about the company the applicant belongs to, information about the department the applicant belongs to, etc. Depending on the viewing request, the transmitted data may include applicant evaluation summaries corresponding to each of multiple applicants (persons being evaluated).

[0242] Upon receiving the applicant evaluation summary, the recruiter device 200 displays the applicant evaluation summary on the display 205 along with information about the company to which the applicant belongs and information about the department to which the applicant belongs (step S18A). If the recruiter device 200 receives applicant evaluation summaries corresponding to multiple applicants (those being evaluated), it displays the applicant evaluation summaries for all multiple applicants (those being evaluated) in a list.

[0243] Thus, when the sharing server 100 receives a viewing request in a communication established using a member ID that can identify the company and department to which the recruiter belongs, it sends an applicant evaluation summary, which is an example of evaluation information, to the recruiter's device 200 of the recruiter that sent the viewing request.

[0244] [Process for searching for members (applicants)] Next, referring to Figure 19, we will explain the processes in steps S4A, S19A, and S1431A to S1433A.

[0245] When the recruiter device 200 receives a search operation from the recruiter, it executes a member search process to retrieve information about applicants (step S4A). In the member search process, the recruiter device 200 sends a search request to the member search unit 143 of the sharing server 100. The search request includes a criterion value for excluding members with low applicant ratings from the search. This criterion value is determined, for example, based on the values ​​in the applicant rating summary.

[0246] Upon receiving the search request, the member search unit 143 identifies the company to which the recruiter who submitted the search request belongs (step S1431A). Here, the company identified by step S1431A is referred to as "Company Xa".

[0247] The member search unit 143 identifies the recruiter operating the recruiter device 200 using the member ID used when the recruiter device 200 signed in to the sharing server 100. The member search unit 143 identifies the company Xa to which the recruiter belongs using the company database 121 and the member database 122.

[0248] Next, the member search unit 143 extracts members from the evaluation summary database 127 whose applicant evaluation summary value for the entire identified company Xa exceeds a certain threshold (step S1432A). In other words, the member search unit 143 extracts the search results by excluding members whose evaluation of the entire company Xa is low.

[0249] Here, it should be noted that the member search unit 143 determines whether the evaluation is low based on the applicant evaluation summary. That is, the member α who has the authority of both the applicant and the recruiter may act as an applicant or as a recruiter. Therefore, as the evaluation summary of such a member α, both the applicant evaluation summary and the recruiter evaluation summary are registered in the evaluation summary database 127. Member α may have a high evaluation as a recruiter while having a low evaluation as an applicant. In this case, member α may be excluded from the extraction target in step S1432A.

[0250] The sharing server 100 may be provided with a function to receive the setting information of the reference value from the recruiter device 200 of each company. Thereby, each company can exclude members with a low evaluation based on its own reference value from the search results.

[0251] Next, the member search unit 143 outputs the information of the extracted members as a search result to the recruiter device 200 that made the search request (step S1433A). The recruiter device 200 displays the received search result in a list on the display 205 (step S19A).

[0252] As a result, the recruiter can view, on the display 205, a search result from which members with a low overall evaluation of the company to which the recruiter belongs are excluded. Therefore, when selecting an order recipient from the applicants, the recruiter can save the trouble of visually excluding members with a low overall evaluation of the company.

[0253] In this embodiment, even if a member has a low evaluation in a certain department of the company to which the recruiter belongs, as long as the overall evaluation of the company is not low, the member is not excluded from the search results. However, the member search unit 143 may further exclude such members from the search results.

[0254] Figure 20 is a diagram illustrating the procedure for displaying the evaluation of recruiters and the search results for members on the display 305. Using Figure 20, step S4B (processing of the applicant device 300) in Figure 10 and the function of the member search unit 143, as well as steps S17B, S18B, and the function of the evaluation output unit 152 in Figure 13 will be explained in more detail.

[0255] [Process to output a summary of applicant evaluations] First, we will explain the processes in steps S17B, S18B, S1521B, and S1522B, as shown in Figure 20.

[0256] When the applicant device 300 receives an operation from an applicant to view the recruiter's evaluation, it executes a viewing request process (step S17B). In the viewing request process, the applicant device 300 sends the viewing request to the evaluation output unit 152 of the sharing server 100. In response to the viewing request, the evaluation output unit 152 selects from the evaluation summary database 127 a recruiter evaluation summary for which the applicant (viewing requester) is granted viewing rights (step S1521B).

[0257] Applicants who request to view the information are authorized to view the recruiter evaluation summary for the entire company to which they belong, and the recruiter evaluation summary for the department to which they belong. Applicants who request to view the information are not authorized to view any other evaluation summaries. The evaluation output unit 152 determines the viewing rights based on the member ID of the applicant who sends the viewing request, the company database 121, and the member database 122. The "member ID" is an example of "identification information that the sharing server 100, including the evaluation reception unit 151, can use to identify the affiliation (company and department) and viewing rights of the person who accesses the sharing server 100."

[0258] The evaluation output unit 152 selects the recruiter evaluation summary corresponding to the viewing privileges from the evaluation summary database 127. The evaluation output unit 152 transmits the data, including the selected recruiter evaluation summary, to the applicant device 300 (step S1522B). The transmitted data includes the recruiter evaluation summary, as well as the recruiter's (evaluated person's) member ID, information about the company to which the recruiter belongs, information about the department to which the recruiter belongs, etc. Depending on the viewing request, the transmitted data may include recruiter evaluation summaries corresponding to each of multiple recruiters (evaluated people).

[0259] When the applicant device 300 receives the applicant evaluation summary, it displays the applicant evaluation summary on the display 305 along with information about the company to which the applicant belongs and information about the department to which the applicant belongs (step S18B). If the applicant device 300 receives applicant evaluation summaries corresponding to each of multiple applicants (those being evaluated), it displays the applicant evaluation summaries for the multiple applicants (those being evaluated) in a list.

[0260] Thus, when the sharing server 100 receives a viewing request in a communication established using a member ID that can identify the company and department to which the applicant belongs, it sends a recruiter evaluation summary, which is an example of evaluation information, to the applicant device 300 of the applicant who sent the viewing request.

[0261] [Process for searching for members (recruiters)] Next, referring to Figure 20, we will explain the processes in steps S4B, S19B, and S1431B to S1433B.

[0262] When the applicant device 300 receives a search request from an applicant, it performs a member search process to retrieve information about recruiters (step S4B). In the member search process, the applicant device 300 sends a search request to the member search unit 143 of the sharing server 100. The search request includes a criterion value for excluding members with low recruiter ratings from the search. This criterion value is determined, for example, based on the recruiter rating summary value.

[0263] Upon receiving the search request, the member search unit 143 identifies the company to which the applicant who submitted the search request belongs (step S1431B). Here, the company identified by step S1431B is referred to as "Company Xb".

[0264] The member search unit 143 identifies the applicant operating the applicant device 300 using the member ID used when the applicant device 300 signed in to the sharing server 100. The member search unit 143 identifies the company Xb to which the applicant belongs using the company database 121 and the member database 122.

[0265] Next, the member search unit 143 extracts members from the evaluation summary database 127 whose recruiter evaluation summary value for the entire identified company Xb exceeds a certain threshold (step S1432B). In other words, the member search unit 143 extracts the search results by excluding members with low evaluations for the entire company Xb.

[0266] The sharing server 100 may be equipped with a function to receive setting information for standard values ​​from each company's recruiting device 200. This allows each company to exclude members with low ratings based on their own standard values ​​from the search results.

[0267] Next, the member search unit 143 outputs the extracted member information as search results to the applicant device 300 that made the search request (step S1433B). The applicant device 300 displays the received search results in a list on the display 305 (step S19B).

[0268] As a result, applicants can view search results on display 305 that exclude members whose companies have low overall ratings. Therefore, when applicants select a contractor from among the recruiters, they can avoid the trouble of manually excluding members whose companies have low overall ratings.

[0269] In addition, in the present embodiment, even if a member has a low evaluation in a certain department of the company to which the applicant belongs, if the evaluation of the entire company is not low, the member is not excluded from the search results. However, the member search unit 143 may further exclude such a member from the search results.

[0270] [Range of Viewable Evaluation Summary Database 127] FIG. 21 is a diagram for explaining the range of viewable evaluation summary database 127. Here, the range of viewable evaluation summary database 127 will be explained using the recruiter evaluation summary unit 127A shown in FIG. 9 as an example.

[0271] The recruiter evaluation summary unit 127A shown in FIG. 21 includes evaluation summaries of each of Company B and Company C for member P1 who acts as a "recruiter". Member P1 belongs to Company A. The evaluation summary of Company B is classified into "Overall", "System Department", and "Planning Department". The evaluation summary of Company C is classified into "Overall" and "Planning Department", etc. Members belonging to Companies B and C view the evaluation summary for member P1 as "applicants".

[0272] The viewing right for the evaluation summary calculated from the overall evaluation of Company B is granted to all members belonging to Company B as shown in the "Range of Viewable" column in FIG. 21.

[0273] The viewing right for the evaluation summary calculated from the evaluation of the system department of Company B is granted to members of the system department of Company B, but not to members other than the system department of Company B. The viewing right for the evaluation summary calculated from the evaluation of the planning department of Company B is granted to members of the planning department of Company B, but not to members other than the planning department of Company B.

[0274] The viewing right for the evaluation summary calculated from the overall evaluation of Company C is granted to all members belonging to Company C. The viewing right for the evaluation summary calculated from the evaluation of the planning department of Company C is granted to members of the planning department of Company C, but not to members other than the planning department of Company C.

[0275] In the above, the scope of viewable information was explained using the applicant evaluation summary section 127A as an example. In matching system 1, the scope of viewable information for the applicant evaluation summary section 127B (see Figure 9) is also determined using the same design philosophy as the applicant evaluation summary section 127A.

[0276] If the viewers are members of Company X's first division and members of Company X's second division, the viewers' access to the overall evaluation summary of Company X, the evaluation summary of Company X's first division, and the evaluation summary of Company X's second division will be as shown in Table 401 in Figure 21. Here, when an applicant is a "viewer," the content they can view is the evaluation summary of the "recruiter." Conversely, when a recruiter is a "viewer," the content they can view is the evaluation summary of the "applicant."

[0277] Members belonging to the first division of company X can view the overall evaluation summary of company X and the evaluation summary of the first division of company X, but cannot view the evaluation summary of the second division of company X. Members belonging to the second division of company X can view the overall evaluation summary of company X and the evaluation summary of the second division of company X, but cannot view the evaluation summary of the second division of company X. Members belonging to company Y other than company X cannot view the overall evaluation summary of company X, the evaluation summary of the first division of company X, and the evaluation summary of the second division of company X.

[0278] The overall evaluation summary for Company X, the evaluation summary for Company X's first department, and the evaluation summary for Company X's second department will not be disclosed to members of companies other than Company X. Therefore, a member belonging to Company Y and acting as an applicant can objectively evaluate recruiters belonging to Company X without considering the relationships between the companies. Similarly, a member belonging to Company Y and acting as a recruiter can objectively evaluate applicants belonging to Company X without considering the relationships between the companies.

[0279] Furthermore, evaluations conducted by members of Company X (evaluations of recruiters and evaluations of applicants) are shared within Company X as recruiter evaluation summaries and applicant evaluation summaries. This helps evaluators understand that the accumulation of each evaluation generates useful information. This in turn motivates evaluators to conduct accurate evaluations.

[0280] As a result, the accuracy of both the recruiter evaluation summary and the applicant evaluation summary will improve. This will allow the recruiter evaluation summary to be used as useful reference data when selecting recruitment projects. Similarly, the applicant evaluation summary will be used as useful reference data when selecting contractors.

[0281] Furthermore, according to this embodiment, when the recruiter device 200 performs a member search process (step S4A), the recruiter is provided with search results that exclude members with low ratings (step S1432A). Similarly, when the applicant device 300 performs a member search process (step S4B), the recruiter is provided with search results that exclude members with low ratings (step S1432B). In other words, the matching system 1 is equipped with a filtering function that provides search results that exclude members with low ratings.

[0282] Therefore, recruiters can prevent mistakenly hiring low-rated members when deciding on contractors for their recruitment work, on a company-by-company basis. Similarly, applicants can prevent mistakenly selecting work offered by low-rated members when deciding which work to apply for from among many recruitment opportunities, on a company-by-company basis. The sharing server 100 may also perform filtering using evaluation summaries at the departmental level.

[0283] The recruiter device 200 may send a command signal to the sharing server 100 to instruct whether to use filtering using an evaluation summary for the entire company or filtering using an evaluation summary for each department. In this case, the sharing server 100 is provided with a function to change the evaluation summary used for filtering according to the command signal.

[0284] [Example of a screen displayed when checking your side job status] Figure 22 shows the screen displayed on the applicant device 300 used by the manager (the applicant's supervisor) when checking the status of their subordinate's side jobs. Figure 22 shows an example of how the applicant device 300 displays the status of the manager's subordinate's side jobs. The applicant device 300 is equipped with a keyboard 306A and a mouse 306B as operating units.

[0285] Here, the administrator is, for example, the head of the sales department at company C. Display 305 shows the status of side jobs held by employees in the sales department. The administrator can check the status of side jobs held by employees in the sales department by selecting one of the tabs 307A, 307B, 307C, etc., using the keyboard 306A or mouse 306B. Therefore, the administrator can manage the working hours of their subordinates to prevent them from becoming overworked. The progress rate may also be displayed on the screen.

[0286] [Project Details] Figure 23 shows the details of the job postings included in the job posting database 124. As shown in Figure 23, the job postings (recruitment requirements) are registered in the job posting database 124 by job posting ID. The job posting database 124 is an example of a database in which job information indicating the content of the recruitment work is registered for each job posting.

[0287] The job description includes the job name, job details, and required skills. The job name is the title of the job posting. The job details describe the job posting. The required skills describe the skills required of the applicant. Required skills are classified into basic skills and advanced skills depending on the level of skill required of the applicant.

[0288] For example, applied skills may be highly specialized skills that can only be acquired at companies that have registered job postings. In contrast, basic skills may be general skills known at many companies, including those that have registered job postings. As explained using Figure 1, the applicant device 300's screen 350 displays a list of job postings. The job posting list reflects the details of the job postings and the required skills registered in the job posting database 124. Applicants view the job details and required skills displayed in the job posting list and decide which job posting they wish to apply for from among many postings.

[0289] [Examples of restrictions on the scope of disclosure of recruitment information and educational content] Figure 24 shows an example where recruitment opportunities and educational content are restricted on a company-by-company basis by disclosed information. Figure 24 shows the relationship between Company A's recruitment opportunities and the corresponding educational content.

[0290] As shown in Figure 24, job postings include both the project details and required skills. The project details include specific information about the project, such as "development work for electrodes of lithium-ion secondary batteries." Required skills are classified into basic skills and applied skills.

[0291] For example, applied skills are highly practical skills required to perform the tasks described in the project details. Applied skills may be skills that are difficult to acquire outside of the company that registered the job posting. Applied skills may also be skills that can only be acquired at a small number of companies, including the company that registered the job posting. In contrast, basic skills may be basic skills that are disclosed in books, etc. Figure 24 shows "electrochemistry" as an example of a basic skill, and "slurry preparation" and "electrode preparation" as examples of applied skills.

[0292] The educational content includes Type 1 content (general-purpose content) corresponding to the classification of basic skills, and Type 2 content (custom content) corresponding to the classification of applied skills. Type 1 content is created by any company using Matching System 1. Type 2 content is created by companies possessing applied skills. Type 1 content may also be created by companies other than those using Matching System 1, for example, companies whose business is to create general-purpose educational content.

[0293] Type 1 content is associated with basic skills, and Type 2 content is associated with applied skills. The number of educational contents associated with basic or applied skills may be one or more. Figure 24 shows examples of associating "Basic knowledge of electrochemistry" and "Valence change and theoretical capacity" with "Electrochemistry," associating "Correlation between physical properties and surface area of ​​PVDF" with "Slurry preparation," and associating "Points of slurry coating, pressing, and slitting" with "Electrode fabrication."

[0294] Matching System 1 accepts requests from recruiters who have registered job postings to set the scope of disclosure for the job posting and to set the scope of disclosure for educational content associated with the required skills of the job posting. In response to the operation to set the scope of disclosure for the job posting, Matching System 1 sets the "disclosure information" applicable to the job posting, and in response to the operation to set the scope of disclosure for the educational content, it sets the "disclosure information" applicable to the educational content. The "disclosure information" applicable to the job posting is an example of the first disclosure information, and the "disclosure information" applicable to the educational content is an example of the second disclosure information.

[0295] Figure 24 shows an example of disclosure information settings, divided into first and second disclosure information. According to the example, a user belonging to Company B can view both Company A's recruitment postings and the educational content associated with those postings. A user belonging to Company C cannot view either Company A's recruitment postings or the educational content associated with those postings. A user belonging to Company D can view Company A's recruitment postings, but cannot view the educational content associated with those postings. Although not shown in Figure 24, users belonging to Company A, the source of the recruitment postings, are usually granted permission to view both the recruitment postings and the educational content associated with them.

[0296] Thus, in this embodiment, the scope of disclosure of recruitment opportunities and the scope of disclosure of educational content are determined by the disclosure information. As explained with reference to Figure 6, the disclosure information includes the disclosure level and the non-disclosure list. Next, the disclosure level will be explained in detail with reference to Figure 25.

[0297] [Example of how disclosure scope is set according to the disclosure level] Figure 25 shows an example of how the scope of disclosure is set according to the disclosure level. Here, we consider the case where companies A through E form a community relationship, as shown in Figure 25, and company F does not form a community relationship with any of the companies. In this case, the scope of disclosure of the recruitment project or educational content will be as shown in Table 402, depending on the company to which the recruiter belongs and the disclosure level set by the recruiter.

[0298] The disclosure levels "Level 1" through "Level 3" shown in Figure 25 correspond to the three levels already explained: "Internal," "Within the Community," and "All."

[0299] Therefore, job postings with Level 1 are only disclosed to users belonging to the recruiter's company. Job postings with Level 2 are disclosed to users belonging to the recruiter's company and users belonging to companies that have a community relationship with the recruiter's company. Job postings with Level 3 are disclosed to all users.

[0300] Similarly, educational content designated as Level 1 is only accessible to users belonging to the recruiter's company. Educational content designated as Level 2 is accessible to users belonging to the recruiter's company and users belonging to companies with community relationships with the recruiter's company. Educational content designated as Level 3 is accessible to all users.

[0301] However, if a company ID to be kept confidential is specified in the non-disclosure list, the company corresponding to that company ID will be excluded from the list of companies subject to disclosure, regardless of the set disclosure level. Of the disclosure levels in this embodiment, "Level 1" corresponds to "allowing the disclosure of business information to the first applicant and prohibiting the disclosure of business information to applicants who do not belong to the first group." "Level 2" corresponds to "allowing the disclosure of business information to applicants who belong to either the first group or a community group with which a community relationship has been formed with the first group, and prohibiting the disclosure of business information to applicants who do not belong to either the first group or a community group." "Level 3" corresponds to "allowing the disclosure of business information to applicants regardless of the group to which they belong."

[0302] Here, levels 1 to 3, as examples of multiple disclosure levels, have been explained. However, the number of disclosure levels is not limited to these. For example, a community may be divided into multiple subcommittees, and each subcommittee may set whether or not to disclose "recruitment opportunities / educational content." More specifically, community 02 shown in Figure 5 may be divided into a first subcommittee and a second subcommittee. Company C belongs to the first subcommittee, and companies D and E belong to the second subcommittee. In this case, recruiters at company D may be able to choose whether to limit the scope of disclosure of "recruitment opportunities / educational content" to the first subcommittee or the second subcommittee.

[0303] The sharing server 100 may accept operations to set the disclosure scope differently for each recruitment project and each educational content. For example, using projects 001 to 003 from among many recruitment projects as examples, a concrete example of setting the disclosure scope differently for each recruitment project will be explained. It is also assumed that in the following concrete example, "recruitment project" will be understood as being replaced with "educational content".

[0304] For example, the scope of disclosure for recruitment offer 001 may be limited to companies A and C belonging to the community identified by community ID=03. Alternatively, the scope of disclosure for recruitment offer 002 may be limited to companies C, D, and C belonging to the community identified by community ID=02. Alternatively, the scope of disclosure for offer 003 may be limited to companies C, D, and C belonging to the community identified by community ID=02, and companies A and C belonging to the community identified by community ID=03.

[0305] Company A may form a community separate from the community identified by community ID=01 or 02. For example, as shown by the dashed line in Figure 25, Company A may form a community with Company Z identified by community ID=Z. For example, if the recruiter belongs to Company A, the job posting may be disclosed to applicants belonging to Company A and applicants belonging to Company Z. Such a level of disclosure may be adopted as a variation of "Level 3" as shown in Figure 25.

[0306] In this case, "Level 3" corresponds to "allowing the disclosure of business information to applicants belonging to a specific community group (identified by community ID=Z) that is different from the first group (Company A) and the second-level community groups (Companies A to C) that have formed community relationships with the first group, while prohibiting the disclosure of business information to applicants who do not belong to either the first group or the specific community group."

[0307] Figure 26 shows an example of how the scope of disclosure for recruitment projects and educational content is set according to the disclosure level.

[0308] Here, we assume that Company A has three recruitment opportunities: A1, A2, and A3. Only Companies A through F are members of Matching System 1, and Companies A through F have the relationships shown in Figure 25. "Recruitment opportunities of Company A" refers to recruitment opportunities proposed by recruiters belonging to Company A.

[0309] As shown in Figure 26, recruiters belonging to Company A can set disclosure levels for each of the three projects A1 to A3. Figure 26 shows an example where project A1 is set to level 1, project A2 to level 2, and project A3 to level 3. In this case, project A1 is disclosed only to users belonging to Company A. Project A2 is disclosed to users belonging to any of Companies A through C. Project A3 is disclosed to users belonging to any of Companies A through F (all users).

[0310] Recruiters belonging to Company A can further set disclosure levels for each educational content associated with a job posting. Figure 26 shows an example of how disclosure levels are set for each educational content associated with job posting A3. As already explained, the educational content is associated with the required skills among the various pieces of information included in the job posting. In Figure 26, for the sake of brevity, the illustration of the required skills associated with the educational content is omitted.

[0311] As shown in Figure 26, recruitment request A3 is associated with educational content C100, C200, C300, and C400. Educational content C100, C200, C300, and C400 are all different contents. Educational content C100, C200, C300, and C400 may be either Type 1 content or Type 2 content. Educational content C100, C200, C300, and C400 may contain both Type 1 and Type 2 content.

[0312] In the example shown in Figure 26, educational content C100 is set to level 1, educational content C200 is set to level 2, educational content C300 is set to level 3, and educational content C100 is set to level 2.

[0313] Therefore, educational content C100 is disclosed only to users belonging to company A. Educational content C200 and C400 are disclosed to users belonging to any of companies A through C. Educational content C300 is disclosed to users belonging to any of companies A through F (all users).

[0314] Considering the disclosure levels for job postings and educational content, while job posting A3 will be disclosed to all users, the scope of educational content disclosure will vary depending on the user's company. In this way, users of matching system 1 can set the disclosure scope separately for job postings and educational content.

[0315] Companies participating in Matching System 1 can provide their employees with opportunities to gain diverse work experience by undertaking recruitment work not only for their own company but also for other companies. Furthermore, recruiting companies can improve their operational efficiency by utilizing talent from other companies. Additionally, recruiting companies can attract high-quality applicants by clearly indicating not only the skills required to apply for the job but also educational content that helps them acquire those skills.

[0316] However, recruiting companies may not want their specific recruitment activities to be known to rival companies. Large companies, especially publicly listed companies, are particularly susceptible to competition from other companies due to their diversified business operations. Furthermore, while recruiting companies may allow the disclosure of recruitment activities to many companies, they may want to refrain from disclosing educational content related to the skills required for those activities to specific companies. In particular, many companies are likely to want to limit the scope of disclosure of educational content that reflects (is customized for) the company's extremely high level of technical expertise, such as Type 2 content (see Figure 24).

[0317] According to this embodiment, users can set the scope of disclosure separately for recruitment opportunities and educational content. Therefore, companies on the recruitment side can adjust the scope of disclosure for recruitment opportunities and educational content in a way that does not result in any disadvantage to them, while taking into consideration their relationship with each company.

[0318] [Example of how to display a list of job postings] Figure 27 shows an example of how the recruitment list is displayed. Figure 28 shows another example of how the recruitment list is displayed. The recruitment list is displayed on the screen 350 of the applicant device 300. Figures 27 and 28 show more detailed examples of the recruitment list shown in Figure 1.

[0319] Referring to Figure 27, screen 350 displays job postings by job ID. The job posting list includes the job ID, recruiter information, job title, job details, required skills, and educational content (recommended educational content).

[0320] At the top of the job posting list, information about the person searching for the job posting is displayed. In the lower right corner of the job posting list, the keywords used by the searcher when searching for the job posting are displayed. According to screen 350 shown in Figure 27, the searcher is a member belonging to company A.

[0321] The recruitment project with project ID=011 (Project 011) was proposed by a member belonging to company G. Project 011 has "S1-010" and "S2-020" set as required skills. "S1-010" and "S2-020" are IDs used to identify the content of the skills. The same applies to other symbols shown in the required skills column. In Figure 27, the IDs are shown for simplification, but on the actual screen 350, the content of the skills identified by the IDs is displayed in text. This is also the case for the recruitment project list shown in Figure 28.

[0322] The required skills section for Project 011 displays multiple required skills. Of these, "S1-010" displayed at the top corresponds to "basic skills," and "S2-020" displayed at the bottom corresponds to "advanced skills." The same applies to other projects besides Project 011.

[0323] The job posting list includes Type 1 content "C1-001" associated with required skill "S1-010". Furthermore, the job posting list includes Type 2 content "C2-110" associated with required skill "S2-020". Here, "C1-001" and "C2-110" represent IDs used to identify the content. Other symbols shown in the recommended educational content section serve a similar purpose. While Figure 27 shows IDs for simplification, the actual screen 350 displays the name of the educational content identified by the ID. The same applies to the job posting list shown in Figure 28.

[0324] The searcher, for example, selects the second type of content "C2-110". Then, a screen for viewing the selected content is displayed on the applicant device 300.

[0325] The searcher is different in the screen 350 shown in Figure 27 and the screen 350 shown in Figure 28. According to the screen 350 shown in Figure 28, the searcher is a member belonging to company B. To simplify the explanation, we will compare examples where the same job posting is displayed as a search result when a member belonging to company A searches for a job posting and when a member belonging to company B searches for a job posting.

[0326] As is clear from comparing Figure 27 and Figure 28, the scope of educational content disclosure differs depending on the company to which the searcher belongs.

[0327] For example, in the job posting list shown in Figure 27, the required skill "S2-020" for job posting 011 only displays "C2-110" as a Type 2 content. In contrast, the job posting list shown in Figure 28 displays "C2-110" in addition to "C2-111".

[0328] In the job posting list shown in Figure 27, "C1-051" is displayed as a Type 1 content linked to the basic skills of job posting 012. In contrast, in the job posting list shown in Figure 28, "C1-052" is displayed in addition to "C1-051".

[0329] In the job posting list shown in Figure 27, the Type 2 content linked to the applied skills for job posting 012 is listed as "private." In contrast, the job posting list shown in Figure 28 displays the Type 2 content linked to the applied skills.

[0330] In the job posting list shown in Figure 27, the Type 1 and Type 2 content linked to the required skills for Job 013 are marked as "private." In contrast, the job posting list shown in Figure 28 displays the Type 1 content linked to the basic skills for Job 013.

[0331] Thus, according to this embodiment, the scope of educational content disclosed can be varied depending on the relationship between the searcher (applicant) and the recruiter.

[0332] [Other databases] In the following, in addition to the various databases 121 to 127 shown in Figure 2, other databases used in this embodiment will be described.

[0333] Figure 29 shows an example of a Type 1 content database 131. As shown in Figure 29, Type 1 content information is registered in the Type 1 content database 131 for each Type 1 content ID. The Type 1 content information includes the content name, information describing the content overview, and content data. The content data is, for example, a video.

[0334] Type 1 content is general-purpose educational content. Users can register Type 1 content in the Type 1 content database 131 using the user device 500. Type 1 content may also be registered in the Type 1 content database 131 by a professional provider of educational content. The sharing server 100 may access the system of a provider of general-purpose content and provide Type 1 content to users. In this case, instead of content data, information specifying the storage location of the content data may be registered in the Type 1 content database 131.

[0335] Figure 30 shows an example of a Type 2 content database 132. As shown in Figure 30, Type 2 content information is registered in the Type 2 content database 132 for each Type 2 content ID. The Type 2 content information includes the content name, information describing the content overview, and content data. The content data is, for example, a video. Instead of content data, information specifying the storage location of the content data may be registered in the Type 2 content database 132.

[0336] Type 2 content consists of highly specialized educational content created by each company, reflecting their advanced technological capabilities. Users of each company can register Type 2 content in the Type 2 content database 132 using the user device 500. In the Type 2 content database 132, Type 2 content information is classified and registered according to the company that created the content.

[0337] The Type 1 Content ID and Type 2 Content ID are examples of content information that can identify educational content related to a recruitment project. Furthermore, the Type 1 Content ID and Type 2 Content ID are examples of Type 1 and Type 2 content information used to hierarchically classify the educational level of educational content and register it in a database.

[0338] Figure 31 shows an example of the required skills database 133. As shown in Figure 31, the required skills database 133 registers various skills by skill ID. The registration information includes the skill name, skill type, and information describing the details of the skill.

[0339] Skill types are specified as either Type 1 or Type 2 skills. Type 1 skills refer to basic skills, while Type 2 skills refer to applied skills. The Skill ID is an example of skill information that identifies the skills required for the job posting.

[0340] Skill IDs are classified into Type 1 IDs and Type 2 IDs. Type 1 IDs correspond to Type 1 skills. Type 2 IDs correspond to Type 2 skills. Type 1 and Type 2 IDs are examples of Type 1 and Type 2 skill information used to hierarchically classify skill levels and register them in the required skills database 133 (database 120). The required skills column in the job posting list displays the skill name and skill details.

[0341] Figure 32 shows an example of the content management database 134. As shown in Figure 32, the content management database 134 registers content management information by case ID. The content management information includes information about Type 1 content and information about Type 2 content.

[0342] Information regarding Type 1 content includes a set of (skill ID, Type 1 content ID, disclosure information). The skill ID identifies the required skills included in the job posting. The Type 1 content ID identifies the Type 1 content associated with the skill ID. The disclosure information identifies the scope to which the Type 1 content is disclosed. The skill ID associated with the Type 1 content ID is the Type 1 ID shown in Figure 31. The sharing server 100 registers the Type 1 content information in the content management database 134, associating it with a Type 1 ID that serves as an example of Type 1 skill information.

[0343] If a job posting has multiple required skills, the information for Type 1 content will include sets corresponding to the number of required skills. Similarly, if multiple Type 1 content items are associated with a single required skill, the information for Type 1 content items will include sets corresponding to the number of Type 1 content items.

[0344] Information regarding Type 2 content includes a set of (skill ID, Type 2 content ID, disclosure information). The skill ID identifies the required skills included in the job posting. The Type 2 content ID identifies the Type 2 content associated with the skill ID. The disclosure information identifies the scope to which the Type 2 content is disclosed. The skill ID associated with the Type 2 content ID is the Type 2 ID shown in Figure 31. The sharing server 100 registers the Type 2 content information in the content management database 134, associating it with a Type 2 ID that serves as an example of Type 2 skill information.

[0345] If a job posting has multiple required skills, the information about the Type 2 content will include sets corresponding to the number of required skills. Similarly, if a single required skill is associated with multiple Type 2 content items, the information about the Type 2 content will include sets corresponding to the number of Type 2 content items.

[0346] The sharing server 100 determines the disclosure scope of Type 1 and Type 2 content set for the recruitment project by referring to the information registered in the content management database 134. The content management database 134 and database 120 are examples of databases for registering content information that can identify educational content related to a recruitment project, in association with the recruitment project.

[0347] [Explanation of procedures related to recruitment postings and educational content] Next, we will explain the various processing procedures related to recruitment postings and educational content with reference to Figures 33 to 37. Figure 33 is a flowchart showing the processing procedures for registering recruitment postings together with educational content.

[0348] In the flowchart shown in Figure 33, the first step is for the sharing server 100 to register a job posting (step Se1). The process of registering a job posting includes setting disclosure information and required skills for the job posting. In step Se1, the sharing server 100 functions as a job posting registration unit.

[0349] Next, the sharing server 100 specifies educational content that corresponds to the required skills of the job posting (step Se2). In step Se2, the sharing server 100 functions as a content specification unit.

[0350] Next, the sharing server 100 sets the disclosure information for the educational content (step Se3). In step Se3, the sharing server 100 functions as a disclosure scope setting unit.

[0351] Figure 34 is a flowchart showing the processing procedure of the job registration unit (Se1). First, the sharing server 100 accepts the user's login (step Se11). Next, the sharing server 100 accepts the input of information regarding the job posting (step Se12). The information regarding the job posting includes job information, required skills, and disclosure information.

[0352] The user enters the required skills for the job posting, dividing them into "basic skills" and "advanced skills." When entering the required skills, the user refers to the required skills database 133. The user enters the disclosure information corresponding to the job posting. The scope of disclosure of the job posting is determined by the entered disclosure information. The disclosure information entered here is an example of the first disclosure information that indicates the scope of disclosure of the job posting.

[0353] Next, the sharing server 100 registers the job posting in the job posting database 124 according to the user's instructions (step Se13). At this time, the sharing server 100 registers skill information that can identify the skills required for the job posting in the job posting database 124, associating it with the job posting. With this, the processing of the job posting registration unit is completed.

[0354] Figure 35 is a flowchart showing the processing procedure of the content specification unit (Se2). First, the sharing server 100 accepts the user's login (step Se21). Next, the sharing server 100 reads the recruitment request from the recruitment request database 124 in response to the user's request (step Se22).

[0355] Next, the sharing server 100 receives a specification from the user for educational content corresponding to the required skills (step Se23). At this time, the user accesses the first content database 131 and the second content database 132. Required skills are classified into basic skills and applied skills (see Figure 24). In step Se23, educational content corresponding to basic skills and educational content corresponding to applied skills are set for each recruitment project.

[0356] Next, the sharing server 100 registers the correspondence between required skills and educational content for each recruitment project in the content management database 134 (step Se24). With this, the processing of the content specification section is completed.

[0357] Figure 36 is a flowchart showing the processing procedure of the disclosure scope setting unit (Se3). First, the sharing server 100 accepts the user's login (step Se31). Next, the sharing server 100 reads the job posting from the job posting database 124 in response to the user's request (step Se32). At this time, the sharing server 100 also reads information on the educational content associated with the required skills of the job posting from the content management database 134.

[0358] Next, the sharing server 100 shows the user the educational content set as the required skills for the job posting (step Se33). Next, the sharing server 100 accepts the user to set the disclosure information corresponding to the educational content (step Se34). The disclosure information set here is an example of second disclosure information that indicates the scope of disclosure of the content information.

[0359] Next, the sharing server 100 registers the disclosure information corresponding to the educational content in the content management database 134 (step Se35). That is, the sharing server 100, which is an example of a compute device, registers second disclosure information indicating the scope of disclosure of the content information in the database. With this, the processing of the disclosure scope setting unit is completed.

[0360] As explained above using Figures 34 to 36, the sharing server 100 receives an operation from the recruiter device 200 to register the job description of the recruitment request, the skills required for the job, and content information in the database (steps Se12 and Se23).

[0361] Figure 37 is a flowchart showing the processing procedure for providing applicants with educational content related to job postings in response to their actions. First, the sharing server 100 accepts the user's login (step Sw101). Next, the sharing server 100 accepts the user's input of search keywords (step Sw102). That is, the compute device receives a search instruction for job postings from the applicant device 300.

[0362] Next, the sharing server 100 sets up a recommendation algorithm (step Sw103). The recommendation algorithm extracts matching opportunities that are recommended to the user. The recommendation algorithm may include, for example, a content-based algorithm generated based on content-based filtering and a collaborative-based algorithm generated based on collaborative filtering.

[0363] When a content-based algorithm is set, the sharing server 100 calculates the content algorithm priority by inputting user-specific characteristics (affiliation, skills, age, etc.) into the content-based algorithm and reflects the calculation result in the matching case extraction process. When a collaboration-based algorithm is set, the sharing server 100 calculates the collaboration algorithm priority by inputting the user's behavior history (case viewing history and search history, etc.) into the collaboration-based algorithm and reflects the calculation result in the matching case extraction process.

[0364] Next, the sharing server 100 searches for job postings based on the configured recommendation algorithm (step Sw104). Next, the sharing server 100 extracts matching job postings from the job posting database 124 (step Sw105). Step Sw105 is an example of a process that determines, based on the first disclosure information, which job postings registered in the database are permitted to be disclosed to applicants. Details of this process have already been explained in step S1454.

[0365] Next, the sharing server 100 determines which educational content to disclose to the user (applicant) from among the educational content associated with each matching case, based on the disclosure information (step Sw106). The disclosure information used in this determination is an example of second disclosure information that indicates the scope of disclosure of content information. Step Sw106 is an example of the process of determining which content information registered in the database is permitted to be disclosed to applicants, based on the second disclosure information.

[0366] Next, the sharing server 100 generates a list of job postings based on the judgment result and matching opportunities in step Sw106 (step Sw107). Then, the sharing server 100 sends the generated list of job postings to the user (applicant) (step Sw108).

[0367] As a result, a list of recommended job postings is displayed on the applicant device 300. In other words, the sharing server 100, which is an example of a compute device, displays job postings that are permitted to be disclosed to applicants on the user device 500 (applicant device 300). In addition, the sharing server 100, which is an example of a compute device, displays content information along with the job postings on the user device 500 (applicant device 300).

[0368] Next, the sharing server 100 accepts the selection of educational content from the user (applicant) (step Sw109). Then, the sharing server 100 distributes the selected educational content to the user (applicant) (step Sw110). As a result, the educational content is displayed on the applicant device 300.

[0369] As described above, according to the matching system 1 of this embodiment, the necessary skills and learning content that helps acquire those skills are displayed to applicants for each job posting. Therefore, for those planning to use the matching system as an applicant, a lack of skills can be prevented from becoming an obstacle to their plans.

[0370] Even if employees are provided with opportunities for knowledge-level education, their motivation to learn cannot be improved unless it is clearly stated "what skills are needed and for what purpose." Only when opportunities are provided for work that allow them to utilize the knowledge they have acquired through education can their motivation to learn be improved. According to the matching system 1 of this embodiment, it is also possible to provide employees with an environment for practical education. As a result, employees' motivation to learn can be improved.

[0371] From this perspective, the job postings registered in Matching System 1 do not necessarily have to be those that are based on the premise that the contractor will receive compensation. Job postings may also be registered with the purpose of being educational material.

[0372] In the matching system 1 of this embodiment, highly specialized educational content reflecting advanced technical capabilities is registered in the Type 2 content database 132. Companies often create highly specialized and high-quality training materials and other educational content for the purpose of in-house training. The types of educational content created in this way are diverse, including technical documents, quality control documents, and intellectual property documents. By registering the educational content created by companies in the Type 2 content database 132, these educational contents can be effectively utilized. Moreover, in this embodiment, companies can set the scope of disclosure of their educational content. This prevents companies that provide educational content from suffering disadvantages due to rival companies viewing their content.

[0373] To find more suitable personnel using crowdsourcing, it is desirable to broaden the scope of crowdsourcing beyond a specific company or a small number of companies. In this case, it becomes necessary to consider the interests of the recruiter who is seeking contractors for the work and the applicants who apply for those jobs. In this embodiment, the recruiter device 200 transmits the job posting and disclosure information indicating the scope of disclosure of the job posting to the sharing server 100. The sharing server 100 registers the job posting along with the disclosure information in the database 120. The sharing server 100 determines, based on the disclosure information, which job postings registered in the database 120 are permitted to be disclosed to applicants, and provides the job postings permitted to be disclosed to applicants to the applicant device 300. Therefore, according to this embodiment, it is possible to select appropriate applicants while considering the interests of the recruiter and the applicants.

[0374] In the embodiment described above, "company-specific groups" and "department-specific groups within the same company" are examples of "groups." Freelancers and other applicants who do not belong to a company may form a single "group." Multiple companies may form a "company group."

[0375] In this embodiment, "companies that form community relationships" is an example of a "community group."

[0376] In this embodiment, the "non-disclosure subject" information included in the disclosed information is an example of "information that can identify persons who are prohibited from disclosing business information."

[0377] The communication (S9 in Figure 11) from the administrator's applicant device 300, which functions as an approver, to the approval unit 147 to transmit approval information takes place on a logical communication path identified by the approver's member ID. "The approval unit 147 receiving approval information on such a communication path" is an example of "receiving an approval notification in a communication that includes the identification information of the first applicant's approver."

[0378] In this embodiment, the "Applicant Evaluation Summary" registered in the evaluation summary database 127 is an example of "evaluation information based on evaluations received from the recruiter device 200, which functions as an evaluator device." In this embodiment, the "Recruiter Evaluation Summary" registered in the evaluation summary database 127 is an example of "evaluation information based on evaluations received from the applicant device 300, which functions as an evaluator device."

[0379] Figure 9 shows only an example of the data registered in the evaluation summary database 127. In this embodiment, it is also assumed that a member belonging to company A will evaluate members belonging to companies A, B, C, etc., who are acting as recruiters, from the perspective of an applicant. In this embodiment, it is also assumed that a member belonging to company B will evaluate members belonging to companies A, B, C, etc., who are acting as recruiters, from the perspective of an applicant. In this embodiment, it is also assumed that a member belonging to company A will evaluate members belonging to companies A, B, C, etc., who are acting as applicants, from the perspective of a recruiter. In this embodiment, it is also assumed that a member belonging to company B will evaluate members belonging to companies A, B, C, etc., who are acting as applicants, from the perspective of a recruiter.

[0380] In this embodiment, the "recruiter device 200A," operated by a recruiter belonging to company A, functions as an evaluator device and is an example of a "first evaluator device (recruiter-side first evaluator device) operated by one or more evaluators belonging to the first group." In this embodiment, the "applicant device 300A," operated by an applicant belonging to company A, functions as an evaluator device and is an example of a "first evaluator device (applicant-side first evaluator device) operated by one or more evaluators belonging to the first group."

[0381] In this embodiment, the "recruiter device 200B," operated by a recruiter belonging to company B, functions as an evaluator device and is an example of a "second evaluator device (recruiter-side second evaluator device) operated by one or more evaluators belonging to a second group different from the first group." In this embodiment, the "applicant device 300B," operated by an applicant belonging to company B, functions as an evaluator device and is an example of a "second evaluator device (applicant-side second evaluator device) operated by one or more evaluators belonging to a second group different from the first group."

[0382] Figure 21 illustrates two departments of company B: the Systems Department and the Planning Department. In this embodiment, "one of the Systems Department and the Planning Department" is an example of a "first division group" included in the first group, and the other is an example of a "second division group" included in the first group.

[0383] The sharing server 100 extracts job information from the list of job postings database 124 where the applicant's working hours do not exceed the maximum hours, based on the estimated man-hours registered in the job posting database 124, the maximum hours for side jobs registered in the company database 121, the actual hours for side jobs registered in the side job database 125, and the estimated hours for side jobs registered in the side job database 125. Specifically, for example, if an applicant is engaged in multiple side jobs, the sharing server 100 calculates the total actual hours for side jobs corresponding to each side job to determine the total actual hours for side jobs, and calculates the total estimated hours for side jobs corresponding to each side job to determine the total estimated hours for side jobs.

[0384] The sharing server 100 calculates the total amount of time spent on side jobs by adding the calculated total actual time spent on side jobs and the total estimated time spent on side jobs. The sharing server 100 calculates the amount of time an applicant can spend on side jobs by subtracting the total amount of time spent on side jobs from the applicant's maximum amount of time spent on side jobs. The sharing server 100 searches the list of job postings in the job posting database 124 for jobs that can be handled with the calculated amount of time available for side jobs.

[0385] At this time, the sharing server 100 calculates the time required to handle each job posting based on the estimated man-hours in the job posting database 124 and searches for job postings that fall within the range of available time for side work. Here, "maximum hours for side work" is an example of "maximum hours which is the upper limit of the applicant's working time," "actual hours for side work" is an example of "actual hours which is the time the applicant has already worked as actual work," and "expected hours for side work" is an example of "expected hours which are expected to be the applicant's working time." The maximum hours may be set not only for side work, but also for the total time of main work and side work combined.

[0386] The first upper limit may not be the upper limit for side jobs only, but may also be the upper limit for all work combined, including both the main job and the side job. The first actual hours and the first estimated hours may not only be the hours for side jobs only, but also the total hours for all work combined, including both the main job and the side job.

[0387] The recruiter device 200 and applicant device 300 are not limited to those equipped with a processor, memory, communication interface, and input / output interface as shown in Figure 2, but may also be thin client systems utilizing VDI (Virtual Desktop Infrastructure). A thin client system utilizing VDI is a system that transfers and uses a desktop environment located on a server to a terminal in a remote location. The recruiter device 200, applicant device 300, and sharing server 100 do not necessarily have to be independent devices. When using such a thin client system, the functions of the recruiter device 200, applicant device 300, and sharing server 100 can be provided on the same aggregation server.

[0388] Database 120 is not limited to relational databases; object-oriented databases, NoSQL databases, and other types of databases may also be used.

[0389] Sharing Server 100 is an example of a compute device. A compute device may also be configured using servers (on-premise servers, cloud servers, etc.) or serverless systems. Here, an on-premise server is a server installed and managed within facilities managed by the company itself. A cloud server is a server provided by another company via a network (a leased server). A serverless system is a system that allows users to utilize compute and memory functions only when needed, without being aware of the existence of a server. A compute device includes servers and serverless systems. Servers include on-premise servers and cloud servers.

[0390] <Example 1> Next, Modification 1 will be described with reference to Figures 38 and 39. Figure 38 is a diagram showing an example of how the recruitment list related to Modification 1 is displayed. Figure 39 is a diagram showing another example of how the recruitment list related to Modification 1 is displayed.

[0391] In the embodiments described so far, we have shown examples in which the scope of disclosure of recruitment postings and educational content is set based on the disclosed information. However, the matching system 1 may also be configured so that the scope of disclosure of required skills set in the recruitment postings is also set based on the disclosed information.

[0392] Figures 38 and 39 show examples of further restricting the scope of required skills disclosure in the job posting list shown in Figures 27 and 29.

[0393] For example, in the job posting list shown in Figure 38, "S1-110" and "S2-020" are listed as required skills for job posting 011. In contrast, in the job posting list shown in Figure 39, "S2-020" is not publicly listed.

[0394] In the job posting list shown in Figure 38, the required skills for job posting 012 are listed as "S1-030" and "S2-040". In contrast, in the job posting list shown in Figure 39, the required skills for job posting 012 are not disclosed.

[0395] In the job posting list shown in Figure 38, the required skills for job 013 are not disclosed. In contrast, in the job posting list shown in Figure 39, the required skills for job 013 are disclosed.

[0396] In this way, by allowing companies to set the scope of required skills to be disclosed, we can provide a matching system 1 that can meet the needs of companies that are willing to disclose the content of job postings in their relationship with other companies, but wish to avoid disclosing educational content and required skills.

[0397] <Modification 2> Next, we will explain Modification 2 with reference to Figures 40 to 42. In Modification 2, we will explain a reverse offer function that allows recruiters to encourage individuals selected from a large number of members to participate in recruitment activities.

[0398] [Background for proposing the reverse offer function] In crowdsourcing, the recruiter typically discloses information about the job opening and waits for applications from those interested in the job. However, with this method, it may take time to receive responses from applicants. Furthermore, it is uncertain whether applicants with the skills the recruiter is looking for will apply.

[0399] Therefore, it is conceivable that recruiters could search for members and nominate suitable members (reverse offer). However, if recruiters are only informed of the member's ID and name, it would be difficult for them to nominate the applicant they truly desire. Furthermore, to prevent confidential information from being leaked to rival companies, member information of rival companies must be excluded from the search results.

[0400] In Modification 2, taking this background into account, the recruiter who performs a member search is provided with search results that include detailed member profile information. Furthermore, in Modification 2, member information of companies that are rivals of the recruiter's affiliated company is excluded from the search results. Modification 2 will be explained in detail below with reference to diagrams.

[0401] Figure 40 is a diagram illustrating the functions of the sharing server 100, recruiter device 200, and applicant device 300 related to Modification 2.

[0402] As shown in Figure 40, the sharing server 100 functionally includes, in addition to the member search unit 143, a reverse offer request unit 161, a reverse offer approval request unit 162, and a reverse offer request acceptance notification unit 163. These various functions are realized by the processor 101, memory 102, storage 103, and communication interface 104 provided in the sharing server 100.

[0403] As previously explained, the member search unit 143 has a function to search for members of the matching system 1. In particular, in the modified example 2, the member search unit 143 has a function to provide the searcher with detailed profile information of members. When the recruiter device 200 receives a search operation from a recruiter, it executes the member search process (step S21). In particular, in step S21, the recruiter device 200 accepts a search operation from the recruiter to make a counter-offer. The member search unit 143 provides the recruiter device 200 with information on members registered in the member database 122. The member information provided includes detailed profile information of the members. However, the member search unit 143 excludes member information of companies that are rivals to the recruiter's affiliated company, etc., from the search results.

[0404] The recruiter device 200 receives member information (search results) from the member search unit 143 and displays the member information as search results on the display 205 (step S22). Subsequently, the recruiter device 200 accepts an operation from the recruiter to select an applicant from the search results. That is, the recruiter selects a member to make a counter-offer to based on the search results and makes a counter-offer by operating the recruiter device 200 (step S23). The recruiter device 200 sends the member ID of the member targeted for the counter-offer to the sharing server 100.

[0405] The counter-offer request unit 161 receives the member ID of the member to be targeted for the counter-offer from the recruiter device 200. The counter-offer request unit 161 identifies the member corresponding to the received member ID. The counter-offer request unit 161 notifies the applicant device 300 of the member to be targeted for the counter-offer that a request for a counter-offer has been received. This notification may include information about the recruitment project to be targeted for the counter-offer. The member to be targeted for the counter-offer receives the request for a counter-offer via the applicant device 300. The "request" received here is an example of "information that encourages applicants to apply". The member to be targeted for the counter-offer decides whether or not to accept the request for a counter-offer. The member to be targeted for the counter-offer can use the applicant device 300 to accept the request for a counter-offer or to reject the request for a counter-offer. For example, the applicant device 300 accepts the request for a counter-offer (step S24). Applicant device 300, which has accepted the request for a counter-offer, transmits the application information to the counter-offer approval request unit 162.

[0406] The reverse offer approval request unit 162 sends the applicant's application information to the applicant's supervisor. Based on the relationship between the applicant's member ID and the supervisor's member ID registered in the member database 122, the reverse offer approval request unit 162 identifies the supervisor's member ID, who is the applicant's administrator. The applicant's supervisor checks the application information on their applicant device 300 and approves the application (step S25).

[0407] The reverse offer request acceptance notification unit 163 receives approval information from the applicant's supervisor. The reverse offer request acceptance notification unit 163 accepts the applicant's application, conditional on receiving the approval information. The reverse offer request acceptance notification unit 163 notifies the recruiter device 200 that an application from the member who made the reverse offer has been accepted. Based on this notification, the recruiter device 200 notifies the recruiter that the reverse offer has been accepted (step S26). More specifically, the recruiter device 200 displays information on the display 205 to notify the recruiter that the reverse offer has been accepted.

[0408] Figure 41 shows an example of the member database 122A related to the modified example 2. Compared to the member database 122 shown in Figure 4, the member database 122A shown in Figure 4 includes additional profile information and profile disclosure information indicating whether or not the profile is to be made public.

[0409] Matching System 1 grants members the authority to register and modify their profile information in the member database 122A using the applicant device 300. Members register various profile information in the member database 122A using the applicant device 300. This profile information includes, for example, the member's SPI (Synthetic Personality Inventory) information, work history, achievements, and qualifications.

[0410] Members set their profile disclosure information using the applicant device 300. Profile information of members whose profile disclosure information is set to "allowed" is provided to searchers. Profile information of members whose profile disclosure information is set to "not allowed" is not provided to searchers. The sharing server 100 registers the profile disclosure information in the member database 122A based on the settings selected by each member. In this way, the sharing server 100 receives input from each of multiple members indicating whether or not they allow their profile information to be included in the search results.

[0411] This section describes an example where the disclosure of a member's profile information is determined based on their profile disclosure settings. However, the sharing server 100 may also accept settings for disclosure on a per-type basis for each type of profile information. This allows, for example, a member to disclose their achievements and qualifications while keeping their SPI information private. Alternatively, if the profile information includes age, the member can keep their age private while disclosing the rest of their profile information. In this case, the sharing server 100 registers multiple profile information entries for multiple registrants (members) in the member database 122A. The sharing server 100 accepts input from each of the multiple registrants to set the scope of their multiple profile information entries to be disclosed as search results.

[0412] Figure 42 is a flowchart showing the processing procedure for the reverse offer member search process related to Modification 2. The processing based on this flowchart is executed by the sharing server 100.

[0413] First, the sharing server 100 receives a search request from a searcher to find a member suitable for their recruitment project (step S211). Here, the searcher is a recruiter with a recruitment project. The recruiter uses their recruiter device 200 to search for members who have the appropriate skills for the recruitment project and makes a counter-offer to them. The recruiter's search request is received by the sharing server 100 in step S211. The search request may include the searcher's member ID and the project ID of the recruitment project.

[0414] Next, the sharing server 100 identifies the company to which the searcher belongs from the member database 122A and the company database 121 (step S212). Next, the sharing server 100 identifies the community to which the searcher belongs from the community database 123 (step S213).

[0415] Next, the sharing server 100 identifies the disclosure level and non-disclosure company ID list of recruitment opportunities registered in the recruitment opportunity database 124 (step S214). Then, the sharing server 100 extracts members who can be disclosed to the searcher (step S215).

[0416] More specifically, the sharing server 100 identifies companies that should not disclose the job postings held by the searcher (recruiter) based on the list of non-disclosing companies and disclosure levels in the job posting database 124. The sharing server 100 determines that members belonging to such companies are members that cannot be disclosed to the searcher. The sharing server 100 extracts members other than those belonging to such companies as members that can be disclosed to the searcher.

[0417] Next, the sharing server 100 refers to the member database 122A and excludes the profile information of members who have set their profile information to private from the extracted member information (step S216).

[0418] Next, the sharing server 100 sends the extracted member information to the search request source (step S217), and the process based on this flowchart ends. The recruiter device 200, the search request source, receives the member information sent from the sharing server 100 and displays the information on the display 205. The information displayed on the display 205 includes the ID, name, and profile information of each extracted member. However, for members who have chosen not to disclose their profile information, only the member's ID and name are displayed, and the profile information is not displayed.

[0419] As explained above, according to Modification 2, recruiters can search for members they deem most suitable for the recruitment work by referring to the detailed profile information of the members, and then make a counter-offer to that member. Moreover, members from companies that are rivals of the recruiter's company and community are excluded from the search results. This prevents recruiters from inadvertently outsourcing work to members of such rival companies. Furthermore, since members can decide whether or not to make their profile information public, the system can be provided in a way that respects the free will of each member.

[0420] Furthermore, it may be possible to allow members to choose whether or not to disclose their name, in addition to their profile information. Additionally, several categories may be created within the profile information, allowing members to choose whether or not to disclose their profile information for each category.

[0421] By adding the offer function described above to Matching System 1, recruiters can view the profile information of members who are permitted to view job postings. Furthermore, recruiters can encourage applications from members they wish to place orders with. Members who are encouraged to apply by a recruiter can view the job information and accept or reject the application. In addition, when registering or editing member information, each member can decide whether or not to make their profile information public. This allows recruiters to proactively select potential clients and assign the most suitable applicants to work as quickly as possible.

[0422] <Variation 3> Next, we will explain Modification 3 with reference to Figures 43 to 47. Modification 3 describes a member group application function that allows multiple members to apply for recruitment work as a group.

[0423] [Background for proposing the member group application function] In crowdsourcing, typically, a recruiter discloses information about a project, and individuals interested in the project apply. However, many projects, such as comprehensive tasks ranging from business planning to acquiring related intellectual property rights, require or are best handled by a team of multiple people. Therefore, when the number of applicants is limited to one, it is difficult for those wishing to take on more work than they can handle individually.

[0424] In Modification 3, taking this background into account, a member group application function is provided that allows multiple members to apply for recruitment work as a group. Modification 3 will be explained in detail below.

[0425] Figure 43 is a block diagram showing the configuration of the sharing server 100, recruiter device 200, and applicant device 300 related to Modification 3. Compared to the block diagram shown in Figure 2, the block diagram in Figure 43 has an additional member group database 128. The recruitment case database 124A shown in Figure 43 has a function added to the recruitment case database 124 shown in Figure 6 that allows registration of recruitment cases that allow applications from member groups.

[0426] The member group database 128 contains member groups consisting of multiple members. Recruiters can use the recruiter device 200 to register recruitment opportunities that allow applications from member groups in the recruitment opportunity database 124A. Applicants can use the applicant device 300 to apply to recruitment opportunities that allow applications from member groups, using member groups registered in the member group database 128.

[0427] Figure 44 shows an example of the member group database 128 related to the modified example 3. The member group database 128 contains information about member groups. The member group information includes a group ID to identify the member group, the company ID of the company to which each member of the member group belongs, and the member ID of each member of the member group.

[0428] Hereafter, using the group ID, the member groups corresponding to each group ID may be referred to as Member Group G1, Member Group G2, Member Group G3, and so on.

[0429] Member group G1 consists of three members identified by member IDs P1, P2, and P5. Since the company ID registered for member group G1 is 00A, it can be seen that all three members belong to company A.

[0430] Member group G2 consists of two members identified by member IDs P1 and P3. Since the registered company IDs corresponding to member group G2 are 00A and 00B, it can be seen that one of the two members belongs to company A and the other belongs to company B. As can be seen by comparing member groups G1 and G2, member ID P1 is registered in both member groups G1 and G2. Therefore, member P1 belongs to two member groups.

[0431] Member group G3 consists of four members identified by member IDs P4, P7, P8, and P14. Since the company ID registered for member group G3 is 00C, it can be seen that all four members belong to company C.

[0432] The member group database 128 is stored in the storage 103 of the sharing server 100, as shown in Figure 43. Members form member groups with the consent of other members they have met through the same company or community, etc., and register the member groups in the member group database 128. "Member group" is an example of "application group".

[0433] Figure 45 shows an example of the recruitment database 124A related to the modified example 3. Compared to the recruitment database 124 shown in Figure 6, the recruitment database 124A shown in Figure 45 has additional information on the recruitment type. The recruiter operates the recruiter device 200 to set the recruitment type. The sharing server 100 registers the recruitment type based on that setting in the recruitment database 124A, associating it with the business information.

[0434] Recruiters can choose between group and individual recruitment methods. If a recruiter does not select a recruitment method, the recruitment method for the project is considered not limited to either group or individual. Projects with a recruitment method set to group can only be undertaken by member groups. Projects with a recruitment method set to individual can only be undertaken by individual members. Projects with no specified recruitment method can be undertaken by either member groups or individuals. "Recruitment method information" is an example of "information that can identify that a project seeking contractors should be applied for jointly by multiple recruiters."

[0435] Figure 46 is a diagram illustrating the functions of the sharing server 100, recruiter device 200, and applicant device 300 related to Modification 3. In Figure 46, a determination unit 145A is added to the sharing server 100 compared to Figure 11. Also, in Figure 46, compared to Figure 11, step S7A is added after step S7, and step S8A for group applications is adopted instead of step S8 for applications.

[0436] Here, we assume that the applicant belongs to multiple member groups. The applicant operates the applicant device 300 to search for job postings (step S6). The applicant device 300 sends a search request to the job posting extraction unit 145 of the sharing server 100.

[0437] When the case extraction unit 145 receives a search request, it extracts cases from the recruitment cases registered in the recruitment case database 124 that are permitted for viewing by applicants, as explained with reference to Figure 11. The cases extracted by the case extraction unit 145 include cases where the recruitment type is "group," "individual," or "unrestricted." The case extraction unit 145 transmits the extracted recruitment cases to the applicant device 300. The applicant device 300 receives the recruitment cases from the case extraction unit 145. The applicant device 300 displays the received recruitment cases on the display 305 (step S7).

[0438] The display 305 shows the disclosure level, project title, estimated man-hours, estimated period, project details, and recruitment format for each recruitment project. If a member group wishes to apply, the applicant uses the operation unit 306, such as a mouse and keyboard, to specify the member group and select a project where the recruitment format is "group" or "unrestricted." The applicant device 300 accepts the member group and the project the applicant wishes to apply for based on the applicant's operation (step S7A). The applicant device 300 sends the group ID of the accepted member group and the project ID of the accepted project to the sharing server 100. The determination unit 145A of the sharing server 100 obtains the group ID and project ID.

[0439] The determination unit 145A accesses the member group database 128 and identifies the member ID registered in accordance with the acquired group ID. The determination unit 145A accesses the member database 122 and identifies the company ID corresponding to the identified member ID.

[0440] The determination unit 145A accesses the community database 123 to identify the community ID of the community to which the identified company ID belongs. The determination unit 145A accesses the recruitment database 124A to identify the company ID (recruiter's company ID), non-disclosure company ID, disclosure level, and recruitment type registered in correspondence with the acquired recruitment ID.

[0441] Based on the information identified as described above, the determination unit 145A determines whether the recruitment project received by the applicant device 300 is one that is permitted to be applied for by the member group specified by the applicant. In other words, the determination unit 145A determines whether or not to permit the application by the member group.

[0442] For example, the determination unit 145A will not permit the member group to apply if one of the members in the member group belongs to a company listed on the non-disclosed company ID list corresponding to the recruitment. Alternatively, the determination unit 145A will not permit the member group to apply if, even though the disclosure level of the recruitment is "within the community," one of the members in the member group belongs to a company outside the community.

[0443] The determination unit 145A returns the determination result to the applicant device 300. Figure 46 shows the flow when the determination unit 145A approves the application by the member group. If the determination unit 145A approves the application by the member group, the applicant device 300 accepts the application from the member group (step S8A). For example, the applicant device 300 displays on the display 305 a screen indicating that the application accepted in step S7A is acceptable, and a screen confirming whether or not to apply. The applicant selects to apply using the operation unit 306, such as a mouse and keyboard.

[0444] When the applicant device 300 receives an application from a member group (step S8A), it sends the application information to the sharing server 100. The application unit 146 of the sharing server 100 acquires the application information. The subsequent processing is the same as described using Figure 11. However, the application unit 146 sends the application information to the supervisor of each member belonging to the member group. Therefore, the application approval process in step S9 is performed for each supervisor of each member belonging to the member group. Accordingly, the approval unit 147 receives approval information indicating approval of the subordinate's application, or rejection information indicating whether or not the subordinate's application is rejected, from multiple supervisors.

[0445] The approval unit 147 accepts an applicant's application only if it has obtained approval information from all of the supervisors of each member belonging to the member group. Upon receiving an applicant's application, the approval unit 147 transmits the application information to the recruiter device 200. As already explained using Figure 11, the recruiter device 200 displays the application details on the display 205 (step S10). The recruiter inputs the result of their decision to accept or reject the applicant to the recruiter device 200. The recruiter device 200 receives the input result (step S11) and transmits the accepted acceptance or rejection result to the notification unit 148 of the sharing server 100.

[0446] The notification unit 148 transmits the application results (acceptance or rejection) to the applicant's applicant device 300 and the supervisor's (administrator's) applicant device 300. However, the notification unit 148 also transmits the application results to the supervisor of each member belonging to the member group.

[0447] The applicant's applicant device 300 and the applicant device 300 of each member's supervisor belonging to the member group display the application results on the display 305 (steps S12, S13). The applicant and each member's supervisor belonging to the member group confirm the application results by looking at the display on the display 305.

[0448] Figure 47 is a diagram illustrating the procedure for registering a recruitment request related to Modification Example 3 in the recruitment request database 124A. Compared to Figure 14, Figure 47 includes the addition of a recruitment type to the business information entered into the recruiter device 200.

[0449] In Modification 3, when a recruiter registers a recruitment request, they can include the recruitment format of the request in the business information when inputting the business information and disclosure information of the recruitment request into the recruiter device 200. The recruitment format can be either a group or an individual. The request registration unit 144 of the sharing server 100 registers the recruitment request in the recruitment request database 124A, including the recruitment format selected by the recruiter (step S1442). If the recruiter has not selected a recruitment format, the request registration unit 144 registers information in the recruitment request database 124A indicating that the recruitment format is not limited. The other contents shown in Figure 47 are the same as those in Figure 14, which have already been explained, so their explanation will not be repeated here.

[0450] As explained above, according to Modification 3, multiple members can apply for a job posting as a group. Furthermore, according to Modification 3, the decision on whether or not to approve a member group's application is based on the relationship between the recruiter's company and community and the companies and communities to which each member of the member group belongs. This prevents a member group that includes members belonging to organizations that are competitors of the applicant from winning the applicant's job posting.

[0451] By adding the member group application function described above to Matching System 1, it becomes possible to provide a system in which the receiving party can view job postings and apply to them as a member group. This enables Matching System 1 to handle the ordering and receiving of large-scale projects that are best handled by a team.

[0452] The embodiment described above has the following configurations. (a) In the matching system, the recruiter device operated by the recruiter transmits business information for recruiting contractors and disclosure information indicating the scope of disclosure of the business information to the compute device, the compute device registers the business information together with the disclosure information in the database, the compute device determines which business information registered in the database is permitted to be disclosed to the first applicant based on the disclosure information, and provides the business information permitted to be disclosed to the first applicant to the first applicant device.

[0453] (b) The matching system further includes a second applicant device operated by a second applicant different from the first applicant, and the compute device determines, based on the disclosed information, which business information registered in the database is permitted to be disclosed to the second applicant, and provides the business information permitted to be disclosed to the second applicant to the second applicant device.

[0454] (c) In the matching system, the matching system further comprises a third applicant device operated by a third applicant distinct from the first and second applicants, and the disclosure information has multiple disclosure levels, and the compute device determines whether to allow disclosure for each of the first to third applicants according to the disclosure level.

[0455] (d) In the matching system, the first applicant belongs to the first group, the second applicant belongs to a different second group, and there are multiple disclosure levels, including the first and second levels, with the first level corresponding to allowing the disclosure of business information to the first applicant and prohibiting the disclosure of business information to applicants who do not belong to the first group, and the second level corresponding to allowing the disclosure of business information to applicants who belong to either the first group or a community group with which a community relationship has been formed with the first group, and prohibiting the disclosure of business information to applicants who do not belong to either the first group or a community group.

[0456] (e) In the matching system, the first applicant belongs to the first group, the second applicant belongs to a second group different from the first group, and there are multiple disclosure levels, including the first, second, and third levels, with the first level allowing disclosure of business information to the first applicant and prohibiting disclosure of business information to applicants who do not belong to the first group, the second level allowing disclosure of business information to applicants who belong to either the first group or a community group with which the first group has a community relationship, and the third level allowing disclosure of business information to applicants who belong to either the first group or a specific community group different from the second-level community group with which the first group has a community relationship, and prohibiting disclosure of business information to applicants who do not belong to either the first group or the specific community group.

[0457] (f) In the matching system, multiple disclosure levels include a disclosure level that allows for the disclosure of business information to applicants regardless of the group to which the applicant belongs.

[0458] (g) In the matching system, the database contains attribute data that can identify community groups, and the compute device identifies applicants who are permitted to disclose business information based on the disclosed information and attribute data.

[0459] (h) In the matching system, the recruiter device accepts an operation to input a target group from which disclosure of business information is prohibited, transmits information that can identify the accepted target group to the compute device, and the compute device prohibits the disclosure of business information to applicants belonging to the target group, even if the disclosure level is at a level that allows the disclosure of business information to the target group.

[0460] (i) In the matching system, the first applicant will belong to the first company, and the second applicant will belong to a second company that is different from the first company.

[0461] (j) In the matching system, the compute device receives a request from the recruiter device to search for information on multiple registered users in the database, provides the recruiter device with the search results based on the received request, the recruiter device receives an operation to select recommended applicants from the search results who are recommended to apply as applicants, transmits the identification information of the selected recommended applicants to the compute device, and the compute device transmits information to the applicant device of the selected recommended applicants to encourage them to apply.

[0462] (k) In the matching system, the compute device registers multiple profile information for each of the multiple registered users in the database, and the compute device receives input from each of the multiple registered users to set the scope of the multiple profile information to be made public as a search result.

[0463] (l) In the matching system, the recruiting device transmits recruitment type information to the compute device that can identify whether the work for which a contractor is being sought is a group project that can be awarded when multiple applicants apply together, or a project that can be awarded to a single applicant. The compute device then registers the recruitment type information in the database, associating it with the project information.

[0464] (m) In the matching system, the compute device registers application groups consisting of multiple applicants in the database, and the compute device can accept applications from application groups regarding business information that is permitted to be disclosed to all applicants belonging to the application group.

[0465] [Aspect] The following are the aspects of this disclosure.

[0466] (Article 1) The matching system described in Article 1 is a matching system for matching recruiters who are seeking contractors for work with applicants, comprising a first applicant device operated by the first applicant, and a compute device that communicates with the first applicant device and can access a database in which work information indicating the content of the work to be recruited is registered for each recruitment project, wherein the compute device registers content information that can identify educational content related to the recruitment project in the database in association with the recruitment project, and the compute device displays the content information together with the recruitment project to the first applicant device.

[0467] (Paragraph 2) In the matching system described in Paragraph 2, the compute device registers first disclosure information indicating the scope of disclosure of recruitment opportunities in the database, the compute device determines which recruitment opportunities registered in the database are permitted to be disclosed to first applicants based on the first disclosure information, and the compute device displays the recruitment opportunities permitted to be disclosed to first applicants to the first applicant device.

[0468] (Article 3) In the matching system described in Article 3, the compute device registers second disclosure information indicating the scope of disclosure of content information in the database, the compute device determines which content information registered in the database is permitted to be disclosed to the first applicant based on the second disclosure information, and the compute device displays the content information permitted to be disclosed to the first applicant together with the recruitment request to the first applicant device.

[0469] (Article 4) The matching system described in Article 4 is a matching system described in any one of Articles 1 to 3, wherein the compute device registers skill information that can identify the skills required for the work of the job posting in the database in association with the job posting, and the compute device registers content information in the database in association with the skill information.

[0470] (Article 5) The matching system described in Article 5 is the matching system described in Article 4, wherein the skill information includes Type 1 skill information and Type 2 skill information for registering skill levels in a hierarchical manner in the database, and the content information includes Type 1 content information and Type 2 content information for registering educational levels of educational content in a hierarchical manner in the database, and the compute device registers Type 1 content information in association with Type 1 skill information in the database, and registers Type 2 content information in association with Type 2 skill information in the database.

[0471] (Article 6) The matching system described in Article 6 is a matching system described in any one of Articles 1 to 5, wherein the compute device receives a search instruction for recruitment opportunities from the first applicant device, and when the compute device receives a search instruction, it extracts recruitment opportunities to be offered to applicants based on a predetermined filtering algorithm and displays the extraction results to the first applicant device.

[0472] (Clause 7) The matching system described in paragraph 7 is the matching system described in any one of paragraphs 1 to 6, wherein the compute device further includes a recruiter device operated by the first recruiter, and the compute device accepts operations from the recruiter device to register the details of the job posting, the skills required for the job posting, and content information in a database.

[0473] (Clause 8) The compute device described in paragraph 8 is a compute device included in a matching system that matches recruiters who are seeking contractors for work with applicants, and comprises a communication interface that communicates with a first applicant device operated by the first applicant, and a processor that communicates with the first applicant device and can access a database in which work information indicating the content of the recruited work is registered for each recruitment case, the processor registers content information that can identify educational content related to the recruitment case in the database in association with the recruitment case, and the processor displays the content information together with the recruitment case to the first applicant device.

[0474] (Paragraph 9) The method described in Paragraph 9 is a method for matching a recruiter who is recruiting contractors for work with applicants, and includes the steps of: communicating with a first applicant device operated by a first applicant; communicating with the first applicant device and accessing a database in which work information indicating the content of the work to be recruited is registered for each recruitment case; registering content information that can identify educational content related to the recruitment case in association with the recruitment case in the database; and displaying the content information together with the recruitment case to the first applicant device.

[0475] The embodiments disclosed herein should be considered in all respects to be illustrative and not restrictive. The scope of the present invention is indicated by the claims rather than by the description of the embodiments above, and all modifications within the meaning and scope of the claims are intended to be included. [Explanation of symbols]

[0476] 1 Matching system, 50 Internet, 100 Sharing server, 101 Processor, 102 Memory, 103 Storage, 104 Communication interface, 120 Database (DB), 121 Company database (Company DB), 122, 122A Member database (Member DB), 123 Community database (Community DB), 124, 124A Job posting database (Job Posting DB), 125 Side job database (Side job DB), 126 Evaluation input database (Evaluation input DB), 126A Recruiter evaluation department, 126B Applicant evaluation department, 127 Evaluation summary database (Evaluation summary DB), 127A Recruiter evaluation summary department, 127B Applicant evaluation summary department, 128 Member group database (Member group DB), 131 Type 1 content database (DB), 132 Type 2 content database (DB), 133 Required skills database (DB), 134 Content Management Database (DB), 1271, 1272 Data Groups, 140 Community Registration Section, 141 Company Registration Section, 142 Member Registration Section, 143 Member Search Section, 144 Case Registration Section, 145 Case Extraction Section, 146 Application Section, 147 Approval Section, 148 Notification Section, 149 Performance Reception Section, 150 Performance Output Section, 151 Evaluation Reception Section, 152 Evaluation Output Section, 161 Reverse Offer Request Section, 162 Reverse Offer Approval Request Section, 163 Reverse Offer Request Acceptance Notification Section, 200, 200A, 200B, 200C Recruiter Device, 201 Processor, 202 Memory, 203 Communication Interface, 204 Input / Output Interface, 205 Display, 206 Operation Section, 206A Keyboard, 206B Mouse, 207, 550 Screen, 300, 300A, 300B, 300C Applicant device, 301 Processor, 302 Memory, 303 Communication interface, 304 Input / Output interface, 305 Display, 306 Control panel, 306A Keyboard, 306B Mouse, 307A~307C Tabs, 350 Screen, 401, 402 Table, 500 User device.

Claims

1. A matching system that connects employers seeking contractors with applicants for work, A first applicant device, including a display, operated by the first applicant, The system includes a compute device that communicates with the first applicant device and has access to a database in which business information indicating the content of the recruitment work is registered for each recruitment project, The compute device registers content information that can identify educational content related to the recruitment project in the database in association with the recruitment project. The compute device transmits the recruitment request and the content information associated with the recruitment request to the first applicant device. The first applicant device displays the content information along with the recruitment notice on the display, The compute device registers second disclosure information indicating the scope of disclosure of the content information in the database. The compute device determines, based on the second disclosure information, which content information registered in the database is permitted to be disclosed to the first applicant. The compute device is a matching system that transmits content information permitted to be disclosed to the first applicant, along with the recruitment request, to the first applicant device.

2. The compute device registers the first disclosure information indicating the scope of disclosure of the solicitation request in the database. The compute device determines, based on the first disclosure information, which recruitment opportunities registered in the database are permitted to be disclosed to the first applicant. The matching system according to claim 1, wherein the compute device transmits the recruitment information that is permitted to be disclosed to the first applicant to the first applicant device.

3. The compute device registers skill information that can identify the skills required for the work of the job posting in the database, associating it with the job posting. The matching system according to claim 1, wherein the compute device registers the content information in association with the skill information in the database.

4. The aforementioned skill information includes first-type skill information and second-type skill information for registering the skill levels in the database in a hierarchical structure. The aforementioned content information includes first-type content information and second-type content information for registering the educational level of the educational content in the database in a hierarchical structure. The matching system according to claim 3, wherein the compute device registers the first type of content information in association with the first type of skill information in the database, and registers the second type of content information in association with the second type of skill information in the database.

5. The compute device receives a search instruction for the recruitment project from the first applicant device, The matching system according to claim 1, wherein the compute device, upon receiving the search instruction, extracts the recruitment opportunities to be offered to the applicants based on a predetermined filtering algorithm and transmits the extraction results to the first applicant device.

6. The system further includes a recruiter device operated by the recruiter, The matching system according to claim 1, wherein the compute device receives an operation from the recruiter device to register the details of the job posting, the skills required for the job posting, and the content information in the database.

7. A compute device included in a matching system that matches recruiters seeking contractors for work with applicants, A communication interface that communicates with the first applicant's device, which is operated by the first applicant, The system includes a processor that communicates with the first applicant device and has access to a database in which business information indicating the content of the recruitment work is registered for each recruitment project, The processor registers content information that can identify educational content related to the recruitment project in the database in association with the recruitment project. The processor transmits the recruitment request and the content information associated with the recruitment request to the first applicant device. The compute device registers second disclosure information indicating the scope of disclosure of the content information in the database. The compute device determines, based on the second disclosure information, which content information registered in the database is permitted to be disclosed to the first applicant. The compute device transmits content information that is permitted to be disclosed to the first applicant, along with the recruitment notice, to the first applicant device.

8. A method by which a computer device matches a recruiter seeking contractors for a project with applicants, The method includes a plurality of steps performed by the compute device, The aforementioned steps are: A step of communicating with the first applicant's device operated by the first applicant, The steps include communicating with the first applicant device and accessing a database in which job information indicating the content of the recruitment work is registered for each recruitment project, The steps include registering content information that allows for the identification of educational content related to the aforementioned recruitment project in the database in association with the aforementioned recruitment project, The steps include transmitting the recruitment request and the content information associated with the recruitment request to the first applicant device, The steps include registering second disclosure information indicating the scope of disclosure of the aforementioned content information in the database, A step of determining, based on the second disclosure information, which content information registered in the database is permitted to be disclosed to the first applicant, A method comprising the step of transmitting content information permitted to be disclosed to the first applicant, together with the recruitment notice, to the first applicant device.

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