Information processing systems, information processing methods, and programs

Abstract

We provide information processing systems and other tools that can improve the convenience of personnel recruitment within an organization. [Solution] According to one aspect of the present invention, an information processing system is provided, comprising at least one processor, the processor being configured to perform the following steps by reading a program, wherein in a first setting step, reception settings are made for employees belonging to an organization regarding the reception of scout messages, where the reception settings are settings that enable employees who satisfy a first condition to receive scout messages sent from senders belonging to the organization, the first condition at least includes that the employee's manager has set up the employee to be able to receive scout messages, and in a first sending step, based on the sender's terminal operation, a scout message regarding a recruitment position within the organization is sent to the employee who has been set up to receive the scout message.

Description

Technical Field

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

Background Art

[0002] Patent Document 1 discloses an employment support device for hiring job seekers.

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] On the other hand, there are also efforts to promote internal talent within an organization.

[0005] In view of the above circumstances, the present invention aims to provide an information processing system and the like that can improve convenience when promoting internal talent within an organization.

Means for Solving the Problems

[0006] According to one aspect of the present invention, an information processing system is provided, comprising at least one processor, the processor configured to perform the following steps by reading a program: a first setting step, which sets up reception settings for employees belonging to an organization regarding the reception of recruitment messages, wherein the reception setting is a setting that enables employees who satisfy a first condition to receive recruitment messages sent from senders belonging to the organization, the first condition at least includes that the employee's manager has set up the employee to be able to receive recruitment messages; and a first sending step, based on the sender's terminal operation, which sends a recruitment message regarding a recruitment position within the organization to the employee who has been set up to receive recruitment messages.

[0007] In this manner, an information processing system, etc., is provided that can improve the convenience of recruiting personnel within an organization. [Brief explanation of the drawing]

[0008] [Figure 1] This is a diagram showing the configuration of Information Processing System 1. [Figure 2] This is a block diagram showing the hardware configuration of server device 10. [Figure 3] This is a block diagram showing the hardware configuration of user terminal 20. [Figure 4] This is a block diagram showing the functions implemented by the server device 10 (control unit 11) and the user terminal 20 (control unit 21). [Figure 5] This is an activity diagram illustrating the information processing of this embodiment. [Figure 6] This is an example of a screen displayed on the sender's terminal. [Figure 7] This is a conceptual diagram illustrating the process of generating the resume document RD by the generation unit 116. [Figure 8] This is an example of a screen displayed on the sender's terminal. [Figure 9] This is an example of a screen displayed on the sender's terminal. [Figure 10] This is an example of a screen displayed on the sender terminal. [Figure 11] This is an example of a screen displayed on the sender terminal. [Figure 12] This is an example of a screen displayed on the sender terminal. [Figure 13] This is an example of a screen displayed on the employee terminal. [Figure 14] This is an example of a screen displayed on the employee terminal. [Figure 15] This is an example of a screen displayed when generating position information. [Figure 16] This is an example of a screen displayed when generating position information. [Figure 17] This is an example of a screen displayed when generating position information. [Figure 18] This is an example of a screen that the display control unit 113 causes to be displayed on the user terminal 20. [Figure 19] This is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 20] This is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 21] This is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 22] This is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 23] This is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 24] This is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 25] This is an example of a screen that the display control unit 113 causes to be displayed on the terminal of the sender U3. [Figure 26] This is an example of a screen that the display control unit 113 causes to be displayed on the user terminal 20.

Mode for Carrying Out the Invention

[0009] Embodiments of the present invention will be described below. The various features shown in the embodiments below can be combined with each other.

[0010] In other words, the information processing system of this embodiment is as follows. An information processing system, Equipped with at least one processor, The aforementioned processor is configured to perform the following steps by reading a program: In the first setup step, you configure the settings for receiving recruitment messages for employees belonging to your organization. Here, the receiving settings are configured to allow employees who satisfy the first condition to receive scouting messages sent from senders belonging to the organization. The first condition includes at least that the employee's manager has enabled the employee to receive the recruitment message, An information processing system that, in the first transmission step, sends a recruitment message regarding an open position within the organization to the employee who has configured the receiving settings, based on the sender's terminal operation.

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

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

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

[0014] Furthermore, a circuit in a broad sense is a circuit realized by combining at least a suitable combination of circuits, circuits, processors, and memory. The processor may be a general-purpose processor or a dedicated circuit. In other words, it includes application-specific integrated circuits (ASICs), programmable logic devices (for example, simple programmable logic devices (SPLDs), complex programmable logic devices (CPLDs), and field programmable gate arrays (FPGAs)), etc.

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

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

[0017] Information processing system 1 constitutes part of the human resources system used by employees belonging to an organization. In a typical embodiment, information processing system 1 can provide a platform that supports human resource management (employee management) and the formulation of human resources strategies within the organization. Employees (such as staff) belonging to the organization can have the server device 10 execute predetermined information processing by operating their user terminal 20. In the example in Figure 1, employee U1 is an employee who can receive recruitment messages. Administrator U2 is the administrator of employee U1. Here, "administrator" may include, for example, a person in employee U1's reporting line who belongs to the same organization as employee U1 (e.g., supervisor, superior, line manager, department head, division head, etc.), human resources staff, human resources managers, human resources officers, persons who make decisions regarding human resources (decision-makers), etc. Decision-makers may also include management and business unit managers within the organization. Sender U3 is a person who can send recruitment messages to employee U1. As will be described later, this sender U3 may be able to send recruitment messages to employee U1 on the condition that they have predetermined authority. Furthermore, Approver U4 is a person who can approve the template described later. In Figure 1, for convenience, Administrator U2, Sender U3, and Approver U4 are referred to differently from Employee U1, but Administrator U2, Sender U3, and Approver U4 may typically be employees within the organization. Also, Administrator U2, Sender U3, and Approver U4 may be the recipients of the scout message. In addition, the user terminals 20 used by Employee U1, Administrator U2, Sender U3, and Approver U4 may be referred to as "Employee Terminal," "Administrator Terminal," "Sender Terminal," and "Approver Terminal," respectively.

[0018] In this embodiment, "organization" includes for-profit corporations (e.g., companies), non-profit corporations (e.g., cooperatives, foundations, etc.), public corporations (e.g., local governments, etc.), etc.

[0019] Furthermore, in this embodiment, the "scout message" is a message sent by sender U3 to employee U1 based on the functions of the server device 10, and includes wording or text that employee U1 can understand. The wording or text here may include wording or text prepared by sender U3, etc., to scout employee U1 for a recruiting position. The scout message should be sent using communication technology that allows employee U1 to understand the wording or text prepared by sender U3, etc., and the specific means of communication may be set as appropriate. Typically, both sender U3 and employee U1 may be configured to send and receive messages within a platform that supports human resource management and the formulation of personnel strategies in the organization described above. In addition, the scout message may be sent from sender U3 to employee U1 via email. A scout message sent in this manner via email is sometimes called a "scout email". Furthermore, recruitment messages may be sent from sender U3 to employee U1 via messaging services such as SMS (Short Message Service), chat services such as Chatwork® and Slack®, or social networking services (SNS) such as Facebook® and Instagram®. In addition, recruitment messages may be sent from sender U3 to employee U1 via communication apps such as LINE® and Kakao Talk®. Information regarding these communication methods (email address, phone number, service account, app account, etc.) may be pre-associated with employee U1 and stored in the server device 10, etc.

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

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

[0022] <Control Unit 11> The control unit 11 performs processing and control of the overall operation related to the server device 10. The control unit 11 is, for example, a Central Processing Unit (CPU). The control unit 11 realizes various functions related to the server device 10 by reading predetermined programs stored in the memory unit 12. That is, information processing by software stored in the memory unit 12 is concretely realized by the control unit 11, which is an example of hardware, and can be executed as each functional unit included in the control unit 11. These will be described in more detail in the next section. Note that the control unit 11 is not limited to being a single unit, and the server device 10 may have multiple control units 11 for each function. The server device 10 may also be composed of a combination of these.

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

[0024] <Communications Department 13> The communication unit 13 preferably uses wired communication methods such as USB, IEEE1394, Thunderbolt®, and wired LAN network communication, but may also include wireless LAN network communication, mobile communication such as LTE / 5G, and Bluetooth® communication as needed. In other words, it is more preferable to implement it as a collection of these multiple communication methods. That is, the server device 10 may communicate various information from the outside via the communication unit 13 and the network.

[0025] The server device 10 may be on-premises or in a cloud environment. A cloud-based server device 10 may provide the above-mentioned functions and processing in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0026] <User terminal 20> Figure 3 is a block diagram showing the hardware configuration of the user terminal 20. As shown in Figure 3, the user terminal 20 comprises a control unit 21, a storage unit 22, a communication unit 23, an input unit 24, an output unit 25, and a communication bus 26. The control unit 21, storage unit 22, communication unit 23, input unit 24, and output unit 25 are electrically connected within the user terminal 20 via the communication bus 26. The descriptions of the control unit 21, storage unit 22, and communication unit 23 are the same as the descriptions of each part in the server device 10, so they are omitted.

[0027] <Input section 24> The input unit 24 receives operation inputs made by the user. The operation inputs are transmitted as command signals to the control unit 21 via the communication bus 26. The control unit 21 can perform predetermined controls or calculations based on the transmitted command signals as needed. The input unit 24 may be included in the casing of the user terminal 20 or it may be an external component. For example, the input unit 24 may be implemented as a touch panel integrated with the output unit 25. When the input unit 24 is implemented as a touch panel, the user can input tap operations, swipe operations, etc. to the input unit 24. Instead of a touch panel, the input unit 24 can be a switch button, mouse, trackpad, QWERTY keyboard, etc.

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

[0029] Although Figure 1 shows an example where the user terminal 20 is a laptop PC (Personal Computer), the type of terminal used by the user terminal 20 is not particularly limited in this embodiment. That is, each user terminal 20 may be a desktop PC, laptop PC, smartphone, tablet, or any other type of information processing terminal.

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

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

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

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

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

[0035] <Display Control Unit 113> The display control unit 113 is configured to execute a display control step. In the display control step, the display control unit 113 generates various display information and controls the display content that can be seen by the user. The display information may be the information itself that is generated in a manner that can be seen by the user, such as a screen, image, icon, or text, or it may be rendering information for displaying a screen, image, icon, text, etc. on various terminals. In the example of this embodiment, the display control unit 113 causes the screen of the sender U3's terminal to display a screen showing employee U1 as a candidate to whom a scout message will be sent. The details of this display will be explained later.

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

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

[0038] <Generation unit 116> The generation unit 116 is configured to execute the generation step. In the generation step, the generation unit 116 generates various information based on the acquired information. For example, the generation unit 116 generates a set of employees U1, which are collected by selecting or extracting a portion of the employees U1 registered in the employee database. In addition, the generation unit 116 generates texts, documents, etc., based on the acquired information. The specific contents that the generation unit 116 generates will be explained later.

[0039] <Extraction part 117> The extraction unit 117 is configured to perform the extraction step. In the extraction step, the extraction unit 117 selects information that satisfies predetermined conditions from the acquired information. Details of this extraction process will be explained later.

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

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

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

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

[0044] The artificial intelligence unit 118 may be a natural language model, and may include a general-purpose pre-trained model for natural language processing, such as a Large Language Model (LLM) that has been trained on a vast amount of data. An LLM is a pre-trained model that has been trained on a large amount of data consisting of text data, etc. (for example, (i) web content on the internet, or (ii) data stored in a predetermined database), and can perform various language processing tasks by being given a task. It can perform a wide range of natural language processing tasks, such as understanding sentence patterns and context, responding to questions, and generating sentences, according to the given prompt. Such a general-purpose pre-trained model may include a language model that can handle various tasks without fine-tuning by using One-shot Learning or Few-shot Learning. Furthermore, a general-purpose pre-trained model can also handle various tasks by Zero-shot Learning. The artificial intelligence used in each functional unit of the control unit 11 may be a separate pre-trained model, or it may be a common general-purpose pre-trained model. A large language model is a type of generative AI and includes models provided by services such as OpenAI's GPT, Google's Gemini, and Microsoft's Azure AI Studio. Furthermore, the artificial intelligence unit 118 may include any machine learning model, deep learning model, artificial intelligence model, etc. The artificial intelligence unit 118 may be built on a system outside of the information processing system 1. Also, the artificial intelligence unit 118 may be interactive (which may be rephrased as chat type or conversation type) in which it alternately receives input to produce an instructed output and generates and outputs information.

[0045] The learning model included in the artificial intelligence unit 118 can undergo additional learning through methods such as transfer learning or fine-tuning. For example, the artificial intelligence unit 118 learns whether or not the output content has been modified by a user or the like. In other words, the artificial intelligence unit 118 may perform additional learning and fine-tuning based on the modifications made to the content output by the learning model. Also, for example, whenever new data is registered, the artificial intelligence unit 118 may perform additional learning and fine-tuning using this as new training data. This improves the accuracy of the information output from the learning model.

[0046] The learning model included in the artificial intelligence unit 118 may be a learning model (distilled model) obtained by knowledge distillation using the original trained model. In knowledge distillation, a trained model, such as a large-scale language model, is used as the teacher model, and the parameters of the student model are adjusted so that the loss of the student model's output relative to the teacher model's output (Soft Target Loss) is small, thereby training the student model, and that student model becomes the distilled model. Alternatively, the student model may be trained so that the loss of the student model's output relative to the correct labels (Hard Target) of the teacher data (combinations of input and output data of the learning model) is small. Compared to the original trained model (teacher model), the distilled model has similar performance to the trained model but with fewer parameters and a lower processing load. Therefore, using a distilled model can reduce the cost of the information processing system 1.

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

[0048] An AI agent may also be called an autonomous agent. An "AI agent" is a model that, upon input of a goal (objective, purpose, etc.) such as "teach me about XX" or a task such as "output XX," breaks down the processes necessary to reach the goal or accomplish the task into subtasks, actions, etc., and performs necessary data collection and analysis, program generation and execution, etc. The AI ​​agent takes the information and instructions input by the user as its goal, autonomously selects and executes tasks and actions according to the goal, outputs information according to the goal, and does not require user intervention (operation input). Furthermore, the AI ​​agent may autonomously plan and execute, evaluate the execution results itself, and autonomously learn in order to achieve the goal. For example, the AI ​​agent may autonomously update itself based on the execution results of subtasks (e.g., collected information, results of information analysis, etc.).

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

[0050] <Operation reception unit 212> The operation reception unit 212 of the user terminal 20 receives operations from the user (employee U1, etc.) using the user terminal 20.

[0051] 3. Information Processing Methods This section describes the information processing method of the server device 10. This information processing method may be executed by each part of the server device 10 as individual steps. The various features described in this section can be combined with each other as long as they do not create technical inconsistencies.

[0052] Figure 5 is an activity diagram illustrating the information processing in this embodiment. As shown in this activity diagram, in the information processing method of this embodiment, first, sender U3 performs operations on its own terminal (sender terminal) to display candidate employees to whom a scout message will be sent (activities A101 to A104). Then, sender U3 identifies employee U1 to whom a scout message will be sent and performs the operation to send the scout message (activity A105). Then, the transmission unit 112 of the server device 10 sends a scout message to employee U1 regarding a recruitment position within the organization based on sender U3's terminal operation (activity A106). In this embodiment, employee U1 to whom a scout message is sent is an employee who has made predetermined receiving settings. The screens displayed on sender U3's terminal and details of the receiving settings will be explained below with examples.

[0053] Figure 6 shows an example of a screen displayed on the sender's terminal. The screen shown in Figure 6 displays detailed information about an individual employee belonging to the organization. In other words, sender U3, upon viewing the screen shown in Figure 6, can decide whether to send the recruitment message while reviewing information about employee U1 to whom the recruitment message is intended.

[0054] In the example screen shown in Figure 6, the resume document RD (internal resume) for a specified employee U1 is displayed in area Rg1. Here, the resume document RD is a document that contains information about employee U1, and is also called a "human resource management document" or "internal human resource management document." This resume document RD may also be called employee U1's work history. Such a resume document RD is typically a document that includes registration information registered in the employee database and may include a career summary, experienced positions, experienced job types, skills and experience, and internal career history within the organization to which employee U1 currently belongs. Here, the career summary is, for example, a document that summarizes employee U1's career. The internal career history is, for example, a document that describes the career within the organization to which the employee currently belongs in chronological order. Furthermore, the resume document RD may be an internal resume (for example, a document that aggregates the registration information) based on the registration information registered in the employee database. Furthermore, the resume document RD may include information about the employee U1's work history outside the organization (e.g., previous employment or earlier work history). The resume document RD may also typically be made available for viewing within the organization to a certain extent.

[0055] In the example shown in Figure 6, the items described in the resume document RD include employee U1's career summary, previous job titles, previous job types, skills and experience, and internal company history. However, the types and number of items described in the resume document RD can be arbitrarily set according to the organization's objectives, etc. Furthermore, the items described in such a resume document RD may be related to various registration information registered in the employee database.

[0056] Here, the "employee database" may be a database containing various data related to employee U1, etc. The employee database may also be called the "personnel database." Furthermore, the employee database may be a collection of multiple databases. That is, the employee database may include databases such as a basic information database, a goal evaluation database, a position database, a skills database, a recruitment database, a condition survey database, an organizational diagnostic survey database, an original survey database, an interview database, and an attendance database. Each of these databases stores and / or stores individual data (registration information) for employee U1, etc. The recruitment database may store recruitment data for both new graduates and mid-career hires. Also, the position database and the skills database may be part of the basic information database or the goal evaluation database.

[0057] The registered information stored in the employee database may be personnel information. Furthermore, the registered information stored in the employee database may be categorized into multiple categories. These categories may include, for example, employee U1's name, gender, age, employee code, contact information, department, employment type, length of service, years of service at each previous department (department, division, etc.), work location, job duties, career history, goals set within the organization, evaluation of those goals, information about employee U1 before joining the organization (recruitment information, resume), condition, engagement (e.g., eNPS), aptitude or personality, interview history (interviewer, content of statements, etc.), attendance information (overtime hours, number of annual leave days taken, etc.). Recruitment information may include the offered position, annual salary, interviewer, evaluation at the time of recruitment, aptitude test results, reference check information, etc. Information other than recruitment information may be information after joining the organization (post-recruitment information).

[0058] The contents of the resume document RD may be manually entered by employee U1 or the like. Alternatively, the contents of the resume document RD may be generated and entered by the functions of the generation unit 116. Furthermore, the contents of the resume document RD may be manually modified by employee U1 or the like after being generated by the functions of the generation unit 116. In other words, the generation unit 116 may generate a resume document RD (or a part of a resume document RD) that includes document components derived from registration information stored in the employee database. The document components here may include text created based on the functions of the artificial intelligence unit 118. In other words, the resume document RD (or part of the resume document RD) of this embodiment may include text output from the artificial intelligence module (artificial intelligence unit 118) based on registration information registered in the employee database (i.e., the generation unit 116 of the server device 10 can generate an employee personnel management document by inputting the registration information of employees registered in the employee database into the artificial intelligence module (artificial intelligence unit 118)). Furthermore, the resume document RD (or part of the resume document RD) of this embodiment may be input after the text output from the artificial intelligence module (artificial intelligence unit 118) has been manually modified by employee U1, etc. In a typical example, the registration information input to the artificial intelligence module (artificial intelligence unit 118) may include employee U1's work history before joining the organization (before employee U1 joined the company), employee U1's career history within the organization (such as transfer history), goals and evaluations, and other personnel information. For example, the creation of a resume document RD (or part of a resume document RD) from registration information may be performed by referring to reference information that includes the correlation between the registration information and the resume document RD (or part of a resume document RD). Here, a human resource management document creation model, which is a learning model that takes registration information as input and outputs a resume document RD (or part of a resume document RD), may be used as the reference information. For example, the human resource management document creation model is a learning model that has learned using registration information and its corresponding resume document RD (or part of a resume document RD) as training data.The generation unit 116 may input the registered information into the human resource management document creation model of the artificial intelligence module (artificial intelligence unit 118) and cause the human resource management document creation model to output a resume document RD (or a part of a resume document RD). The human resource management document creation model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generation AI. The generation unit 116 may input a prompt to the artificial intelligence module (artificial intelligence unit 118) that includes an instruction to create and output a resume document RD (or a part of a resume document RD) from the registered information and the registered information, causing the artificial intelligence module (artificial intelligence unit 118) to output the resume document RD (or a part of a resume document RD). In addition, the generation unit 116 may input a prompt to the artificial intelligence module (artificial intelligence unit 118) that includes, for example, one or more samples of registered information and one or more samples of corresponding resume document RDs (or parts of resume document RDs), in addition to keyword extraction instructions and registered information. This makes it possible to document and visualize an employee's skills, experience, transfer history, and other career details without requiring extra effort. The details of the resume document RD generation process by the generation unit 116 are described below.

[0059] Figure 7 is a conceptual diagram illustrating the generation process of the resume document RD by the generation unit 116. The resume document RD in this embodiment may consist of multiple document components that show information such as the work history and attributes of employee U1 belonging to the organization. These document components may include, for example, a first document component which is a keyword included in the registration information, and a second document component which includes text created based on the registration information. As shown in Figure 7, the generation unit 116 may obtain the first registration information RI1 or the second registration information RI2 from multiple databases included in the personnel database D10.

[0060] The generation unit 116 may extract keywords included in the first registration information RI1 from the registered information as the first document component DC1, and may also create a document as the second document component DC2 based on the second registration information RI2, which is different from the first registration information RI1. In this embodiment, the generation unit 116 may accept registration information from two or more categories relating to an employee U1 belonging to an organization, and use this to create a resume document RD. The generation unit 116 may select a procedure for converting the registered information into document components depending on the form or category of the registered information. This makes it possible to convert multiple registration information from different categories into appropriate forms as elements of a resume document and integrate them into a single document.

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

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

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

[0064] The extraction of the first document component DC1 from the first registration information RI1 may be performed by referring to first reference information that includes the correlation between the first registration information RI1 and the first document component DC1. For example, an extraction item list may be used as the first reference information. The extraction item list may contain candidates (samples) for each item, such as department, division, job, etc., and the generation unit 116 extracts keywords corresponding to each item from the registration information to form the first document component DC1. Therefore, the first document component DC1 may contain multiple keywords.

[0065] Furthermore, as the first reference information, a keyword extraction model may be used, which is a learning model that has been trained to take the first registration information RI1 as input and output the first document element DC1. The first document element DC1 is, for example, a keyword representing skills, experience, qualifications, etc. For example, the keyword extraction model is a learning model that has been trained using the first registration information RI1 and its corresponding first document element DC1 as training data. The generation unit 116 may input the first registration information RI1 into the keyword extraction model of the artificial intelligence module (artificial intelligence unit 118) and cause the keyword extraction model to output the first document element DC1. The keyword extraction model may be, for example, a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generative AI. In this case, the generation unit 116 may input an instruction to extract keywords representing skills, experience, or qualifications from the first registration information RI1 and a prompt with the first registration information RI1 inserted into it into the keyword extraction model and cause the keyword extraction model to output the first document element DC1. Furthermore, the generation unit 116 may input to the keyword extraction model a prompt that, in addition to the keyword extraction instruction and the first registration information RI1, includes, for example, one or more samples of the first registration information RI1 and one or more samples of the corresponding first document component DC1.

[0066] The second document component DC2 may include a newly created document using keywords included in the registration information. The second document component DC2 may be a summary of a document included in the second registration information RI2, a document reconstructed using keywords included in the second registration information RI2, or a document newly constructed using keywords included in the first registration information RI1. The second document component DC2 may also be a document that summarizes a document (created document) such as a work history (internal work history) created by the generation unit 116. The second document component DC2 may be, for example, a document about work history created using the registration information, or a summary document of work history and registration information. In this specification, a document that summarizes work history (internal work history) may also be called a "career summary" or "job summary."

[0067] The creation of the second document component DC2, which is a summary of the text contained in the second registration information RI2, may be performed by referring to second reference information that includes the correlation between the second registration information RI2 and the second document component DC2. As the second reference information, for example, a summarization model, which is a learning model that takes the second registration information RI2 as input and outputs the second document component DC2, may be used. For example, the summarization model is a learning model that has been trained using the second registration information RI2 and its corresponding second document component DC2 as training data. The generation unit 116 may input the second registration information RI2 into the summarization model of the artificial intelligence module (artificial intelligence unit 118) and have the summarization model output the second document component DC2. The summarization model may also be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generative AI. In this case, the generation unit 116 may input an instruction to summarize the text contained in the second registration information RI2 and a prompt inserting the second registration information RI2 into the summary creation model, causing the summary creation model to output the second document component DC2. Alternatively, in addition to the summary creation instruction and the second registration information RI2, the generation unit 116 may input a prompt to the summary creation model that inserts, for example, one or more samples of the second registration information RI2 and one or more corresponding samples of the second document component DC2.

[0068] The generation unit 116 may create a new document as a second document component DC2 by combining multiple keywords contained in the first registration information RI1 or multiple keywords contained in the text of the second registration information RI2. The creation of a new document based on the first registration information RI1 or the second registration information RI2 may be performed by referring to third reference information that includes the correlation between the first registration information RI1 or the second registration information RI2 and the new document. As the third reference information, for example, a document creation model is used, which is a learning model that takes the first registration information RI1 or the second registration information RI2 as input and outputs the second document component DC2. For example, the document creation model is a learning model that has learned using the first registration information RI1 or the second registration information RI2 and the corresponding second document component DC2 as training data. The generation unit 116 may input the first registration information RI1 or the second registration information RI2 into the document creation model of the artificial intelligence module (artificial intelligence unit 118) and have the document creation model output the second document component DC2. Furthermore, the document creation model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generative AI. In this case, the generation unit 116 may input to the document creation model an instruction to create a new document based on the first registration information RI1 or the second registration information RI2, and a prompt inserting the first registration information RI1 or the second registration information RI2, causing the document creation model to output the second document component DC2. Alternatively, the generation unit 116 may input to the document creation model a prompt inserting, in addition to the document creation instruction and the first registration information RI1 or the second registration information RI2, for example, one or more samples of the first registration information RI1 or the second registration information RI2 and one or more corresponding samples of the second document component DC2.

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

[0070] The creation of the second document component DC2, which is a summary of the text created by the generation unit 116, may be performed by referring to fourth reference information, which includes the correlation between the created text and the second document component DC2. As the fourth reference information, for example, a summary creation model may be used, which is a learning model that has been trained to take created text such as work history (internal work history) as input and output the second document component DC2. For example, the summary creation model is a learning model that has been trained using created text and its corresponding second document component DC2 as training data. The generation unit 116 may input the created text into the summary creation model of the artificial intelligence module (artificial intelligence unit 118) and have the summary creation model output the second document component DC2. The summary creation model may also be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generation AI. In this case, the generation unit 116 may input instructions to summarize the text contained in the created text and prompts to insert the created information into the summary creation model and have the summary creation model output the second document component DC2. Furthermore, the generation unit 116 may input prompts to the summary creation model that, in addition to the summary creation instructions and the created text, include, for example, one or more sample created texts and one or more sample second document component DC2 corresponding to them.

[0071] The generation unit 116 may generate document components for each category from the registered information of multiple categories, or it may generate one document component from the registered information of multiple categories. Furthermore, the generation unit 116 may generate multiple document components from the registered information of a single category. For example, Figure 7 shows an example where the first document component DC1 of "Possessed Skills / Job Title," the second document component DC2 of "Internal Work Experience," and the second document component DC2 of "Job Summary" are generated from the registered information of "Goals / Evaluation." Also, Figure 7 shows an example where the first document component DC1 of "Educational Background / Job Title / Qualifications at Time of Recruitment" and the second document component DC2 of "Offer Details / Evaluation" are generated from the registered information of "Recruitment Information." Note that the "Job Summary" shown in Figure 7 may be a re-summarization of a document (internal work experience, etc.) created based on the registered information of "Goals / Evaluation."

[0072] A sender U3, upon viewing a screen displaying a resume document RD as shown in Figure 6, can proceed with sending a scout message by pressing button BT1 located on the screen. In this exemplary embodiment, when button BT1 is pressed, an area Rg2 is displayed as a side panel on the screen, where the user can create and send a scout message. This area Rg2 may include, for example, a form F1 for identifying position information related to the recruiting position, and a form F2 for setting (inputting) the scout message. That is, sender U3 can send a scout message to a designated employee U1 by entering the required information and then pressing button BT2. In this exemplary embodiment, sending a scout message may make the job details (job posting) for the position information identified in form F1 viewable by the employee U1 to whom the scout message was sent.

[0073] In this embodiment, the "recruitment position" is an internal position (such as a department, division, or role) within the organization that is recruiting personnel, and may be pre-registered in the platform provided by the information processing system 1 by sender U3, etc. In a typical example, the recruitment position recruited by sender U3 may be registered as registered information in the platform provided by the information processing system 1, along with position information such as the recruitment background, organizational overview, desired personnel profile, application requirements (mandatory requirements, preferred requirements), job details, and prepared scouting message. Here, the position information may also be called "internal position requirements" or "internal position requirements," and may include the application requirements for the recruitment position within the organization. The person who creates and registers the "position information" may be sender U3, who sends the scouting message, or it may be an employee other than sender U3. For example, a human resources person may create and register the position information, and based on this created and registered position information, a person belonging to the business division, etc. related to the recruitment position can send a scouting message to employee U1. In this embodiment, the person who registers the "recruitment position" or the person who creates and registers the "position information" may be referred to as "sender U3, etc." for convenience. However, as stated here, the person who registers the "recruitment position" or the person who creates and registers the "position information" is not limited to sender U3. In addition, such registration information (or part of the registration information) may be configured to be viewable by employee U1. That is, recruitment positions and position information may be made public as job postings within the organization, and employees U1 may be able to apply voluntarily regardless of whether or not there is a history of sending scout messages. This can increase the opportunities for employees to encounter various positions within the organization and provide employees with opportunities for career development within the organization. On the other hand, recruitment positions and position information may be viewable only by persons with certain authority. Even in this case, communication between sender U3 and employee U1 can be facilitated by sending a scout message to employee U1.

[0074] The registered position information may include text. Here, the text included in this position information may be manually entered by the sender U3, etc. Alternatively, the text included in the position information may be generated by the function of the generation unit 116 before being entered. Furthermore, the text included in the position information may be manually modified by the sender U3, etc., based on the information generated by the function of the generation unit 116 before being entered. In other words, the generation unit 116 may generate text related to position information. Here, the text related to position information may include text created based on the function of the artificial intelligence unit 118. That is, the generation unit 116 may input input information from the sender U3, etc., into the artificial intelligence module (artificial intelligence unit 118), obtain text output from the artificial intelligence module (artificial intelligence unit 118), and use this for position information (i.e., the generation unit 116 of the server device 10 can generate position information for recruitment positions by inputting predetermined input information into the artificial intelligence module (artificial intelligence unit 118)). Furthermore, the position information in this embodiment may be manually modified by an employee U1 or the like after the text output from the artificial intelligence module (artificial intelligence unit 118) is entered. Here, the input information entered into the artificial intelligence module (artificial intelligence unit 118) may include information entered by the sender U3 or the like, such as the position name (name of the position being recruited), the desired candidate profile, information about employees who belong to (or belonged to) the position being recruited, job title, skills, etc. This makes it possible to document and visualize recruited positions within the organization without requiring much effort.

[0075] As an example, the generation unit 116 may input input information entered by the sender U3, etc., into an artificial intelligence module (artificial intelligence unit 118) to output (generate) text related to position information. For example, the input information may be input into a position information generation model possessed by the artificial intelligence unit 118, and the position information generation model may output text related to position information associated with the input information. The position information generation model here may be a learning model that takes the input information as input and has learned to output text related to position information associated with the input information. In other words, the position information generation model may be a learning model that has learned input information and corresponding text related to position information as training data. Furthermore, the position information generation model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generation AI. In this case, the generation unit 116 may input to the position information generation model an instruction to generate text related to position information associated with the input information by referring to the input information, and a prompt that inserts the input information entered by the sender U3, etc., and output text related to position information. Furthermore, in addition to the instructions for generating texts related to position information and the input information, the generation unit 116 may also input prompts to the position information generation model, for example, by inserting one or more samples of input information and one or more corresponding texts related to position information. The texts related to position information generated by the generation unit 116 may be texts that constitute all of the position information, or texts that constitute only a part of the position information. By visualizing the position information related to the recruiting positions and the aforementioned personnel management document (resume document RD) of employee U1, the matching of personnel (employee U1) and recruiting positions in the organization can be promoted more efficiently. In an exemplary embodiment, the display control unit 113 of the server device 10 may perform a first display and / or a second display based on the correlation between the generated personnel management document and the generated position information. Here, the first display is to display employee U1s that are correlated with the recruiting positions on the screen of the sender U3's terminal. The second display is to display recruiting positions that are correlated with the personnel management document on the screen of employee U1's terminal.Specific examples of these displays will be provided later.

[0076] In this embodiment, the system may be configured as follows: The memory management unit 115 of the server device 10 may store a template for the text to be sent as a scout message. The location where the template is stored can be arbitrary. The transmission unit 112 of the server device 10 may then send a scout message based on the stored template to employee U1 in response to terminal operations by sender U3. By adopting this configuration, scout messages can be efficiently sent to employee U1 without requiring excessive checks by sender U3.

[0077] Furthermore, the template for the text of a scout message may have different texts set for each type of recruitment position. On the other hand, the template for the text may have a consistent text regardless of the type of recruitment position. In one embodiment, when a predetermined recruitment position is entered into form F1, the text corresponding to the entered recruitment position may be entered into form F2. Furthermore, the text entered into form F2 may be modified as appropriate according to the terminal operations of the sender U3. On the other hand, the text entered into form F2 may be configured to prevent modification of the text. Typical examples of such a configuration that prevents modification of the text include a configuration in which the sender U3 is prevented from entering text information related to the scout message, and only the sending of scout messages based on stored templates is possible. By adopting such a configuration, the burden on the sender U3 to send scout messages is reduced.

[0078] Furthermore, the template for the message to be sent may have variables incorporated into it. Here, the variables may change part of the content of the message depending on the registration information of employee U1. That is, in the example shown in Figure 6, a variable is incorporated in the section where the name of employee U1, to whom the scout message will be sent, is inserted. In this case, the message can be adjusted by inserting the registration information of employee U1 (in this example, employee U1's last name, "ABC").

[0079] Furthermore, in this embodiment, the system is configured to enable employees U1 who have been given predetermined receiving settings to receive scout messages. That is, in this embodiment, the setting unit 111 of the server device 10 performs receiving settings for employees U1 belonging to the organization regarding the reception of scout messages. Here, the receiving settings are settings that enable employees U1 who satisfy the first condition to receive scout messages sent from senders belonging to the organization. The first condition includes at least the fact that the administrator U2 of employee U1 has set up employee U1 to be able to receive scout messages.

[0080] In other words, the scout message in this embodiment is configured to be receivable by employees U1 who satisfy the first condition. To put it another way, it is configured so that employees U1 who do not satisfy the first condition cannot receive the message. Here, the manner in which reception is prevented includes, for example, graying out the display of button BT2 and disabling its function, or other controls that hinder the sender U3's operation to send the scout message.

[0081] Regarding the setting of the first condition described above, Administrator U2 can configure whether or not employee U1 can receive recruitment messages by operating their own terminal (administrator terminal). As mentioned earlier, "administrator" may include individuals in employee U1's reporting line (e.g., supervisor, manager, line manager, department head, etc.), HR personnel, HR managers, HR officers, and those who make HR decisions (decision-makers). If Administrator U2 is an individual in the reporting line (e.g., department head, etc.), they can configure whether or not employee U1 can receive recruitment messages after considering employee U1's career plan, etc. Furthermore, if Administrator U2 is an HR personnel, HR manager, HR officer, decision-maker, etc., they can configure whether or not employee U1 can receive recruitment messages after considering employee U1's length of service, performance evaluation, and the personnel structure of the organization as a whole and their department, etc. In other words, in all of the above cases, Administrator U2, who is not employee U1 themselves, can configure settings related to employee U1.

[0082] Note that the first condition here may be a combination of conditions. That is, it is possible to combine conditions different from those set by administrator U2 and adopt this combined condition as the first condition.

[0083] In an exemplary embodiment, the first condition may further include the fact that the employee U1's personnel management document (resume document RD) is made public to a specified extent within the organization. The aforementioned personnel management document (resume document RD) can also be used by employee U1 to showcase their experience, skills, etc., to other departments or divisions within the organization. From this perspective, including the public availability of the personnel management document (resume document RD) as part of the first condition allows for the efficient operation of internal recruitment within the organization.

[0084] Regarding the disclosure of this personnel management document (resume document RD), it should be explained that the personnel management document (resume document RD) may have the following statuses, for example. Specifically, the status of the personnel management document (resume document RD) may include, for example, the situation where employee U1 has not yet created the personnel management document (resume document RD) (not created), the situation where employee U1 is in the process of creating or creating the personnel management document (resume document RD) but has not yet made it public to a predetermined range (draft), and the situation where employee U1 has already made the personnel management document (resume document RD) public (public). The scope to which this personnel management document (resume document RD) is made public can be arbitrarily set according to the purpose for which the personnel management document (resume document RD) is used. For example, the personnel management document (resume document RD) may be made public to the entire organization, or it may be made public only to a select few authorized persons within the organization. The authority here may be set according to, for example, the department or division to which the viewer belongs, or according to the viewer's position or layer (rank / hierarchy). These settings may be made, for example, by HR personnel, HR managers, HR supervisors, or those who make HR decisions (decision-makers) within the organization.

[0085] In an exemplary embodiment, the first condition may further include that the employee U1 has enabled receiving recruitment messages for themselves. In other words, if employee U1 does not wish to receive recruitment messages, they can disable this setting. This allows for the efficient operation of recruitment within the organization.

[0086] In addition, the following settings may be made regarding the scout messages sent by sender U3. Specifically, in the information processing system 1 of this embodiment, an upper limit on the number of scout messages that sender U3 can send and / or a time interval required when sender U3 sends a scout message to the same employee U1 may be set in advance. Since a particular sender U3 or a particular department or division may reduce the operational efficiency of the organization by sending many scout messages, an upper limit may be set on the number of scout messages that sender U3 can send. Also, since sender U3 sending scout messages to employee U1 consecutively may reduce the operational efficiency of the organization, a predetermined time interval may be required before resending a scout message. These settings may be set, for example, by the HR personnel, HR managers, HR supervisors, or those who make HR decisions (decision-makers) within the organization.

[0087] Additionally, when sender U3 identifies employee U1 to whom the recruitment message is sent, a screen like the following may be displayed.

[0088] In other words, the display control unit 113 of the server device 10 may display a screen on the sender U3's terminal screen showing employee U1 as a candidate to send a scout message to. Figure 8 is an example of a screen displayed on the sender's terminal. In the example screen shown in Figure 8, filtering conditions (search conditions) for employee U1 can be set in area Rg3, and the filtering (search) results are displayed in area Rg4. In other words, sender U3, upon accessing the screen shown in Figure 8, can input predetermined search conditions into form F3 or form F4 and then press button BT3 to extract employee U1 that satisfies the predetermined conditions from among the employees U1 belonging to the organization. Information about the extracted employee U1 may be shown in area Rg4. As an example, Figure 8 shows an example where the extracted employee U1 is displayed in card format. Then, by selecting the extracted employee U1 (for example, by clicking on the corresponding card), it is possible to transition to an individual screen for employee U1, as shown in Figure 6. As mentioned earlier, it is possible to send a scout message after transitioning to the individual screen.

[0089] In an exemplary embodiment, sender U3 can also send a scout message to multiple employees U1 at once. Using the example screen shown in Figure 8, after selecting the employees U1 to whom the scout message should be sent from the extracted employees U1, the message can be sent (in bulk) to the selected employees U1 by pressing button BT4. Note that the selection of employees U1 may be made using checkboxes CB or the like shown on the screen in Figure 8.

[0090] Furthermore, the screen displayed by the display control unit 113 may be controlled so that employees U1 who satisfy the first condition are displayed, and employees U1 who do not satisfy the first condition are not displayed. That is, although an example such as graying out the button for sending an operation (button BT2) was shown earlier, for example, in the example screen of Figure 8, employees U1 who do not satisfy the first condition (who are not targets for sending a scout message) may be controlled not to be displayed on the screen. Separately from this, the display manner on the screen may be controlled to differ between employees U1 who satisfy the first condition and employees U1 who do not satisfy the first condition. Such control of the display manner may include changing the color tone or adding predetermined tags or marks to the fields or ranges that indicate the target employees U1. Other examples include changing the font of the text indicating the target employees U1, but these are not limiting. That is, display control means that emphasize predetermined parts of the screen may be used as a means for identifying such employees U1.

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

[0092] Furthermore, in order for sender U3 to identify employee U1 to whom the recruitment message is being sent, a screen like the following may be displayed.

[0093] Figure 9 shows an example of a screen displayed on the sender's terminal. Figure 10 shows another example of a screen displayed on the sender's terminal. The screen shown in Figure 9 displays a list of employees U1 in the organization. When sender U3, who is viewing the screen shown in Figure 9, operates button BT5, the following processing becomes possible. By pressing button BT5, a predetermined set can be selected, and a list of employees U1 belonging to the selected set can be displayed on the screen of sender U3's terminal. Figure 10 shows an example of a screen when the set "Transfer Candidates" is selected (specified) as the set. That is, sender U3 can select an employee U1 to send a scout message to while checking the list of employees U1 belonging to the set on the screen of sender U3's terminal. Note that although the example shown in Figure 10 shows the selection of a single set, "Transfer Candidates," the system may be configured to allow the selection of multiple sets when operating button BT5. In that case, the screen shown in Figure 10 will display employees belonging to any of the multiple sets. In other words, sender U3 can extract employee U1 using a pre-configured set, and efficiently identify employee U1 to whom a scout message should be sent.

[0094] Furthermore, when sender U3 accesses the screen shown in Figure 10, they can select one of the candidates displayed as "transfer candidates" to transition to an individual screen for the selected candidate. As mentioned earlier, it is possible to send a scout message after transitioning to the individual screen. In one embodiment, as explained in Figure 8, it is also possible to select some of the candidates belonging to a group and send a scout message to them all at once. That is, the screen shown in Figure 10 may also include checkboxes or similar to allow for further selection of employees U1 to whom a scout message should be sent. It may then be possible to send a scout message to the selected employees U1 (all at once).

[0095] Here, "set" may refer to a collection of employee information belonging to an organization, grouped together according to a predetermined purpose. This set may typically relate to human resource management or personnel strategy within the organization. The set may be a collection of candidates or individuals for specific personnel events, such as "transfer candidates," "promotion candidates," "overseas assignment candidates," "promotion candidates," or "promoted employees." Such a set may be generated by someone who manages personnel information within the organization (e.g., a personnel officer, personnel manager, personnel supervisor, or person who makes personnel decisions (decision-makers)). The person who performs the operation to generate the set may be referred to as the "set generator." Furthermore, since the "set" in this embodiment can be formed by gathering employees U1, it may also be interpreted as a "group," "cluster," "aggregate," "pool," "list," etc.

[0096] Furthermore, while a set may be a collection of employees U1 gathered according to a predetermined purpose, the profile of employee U1 to be included in the set may also be associated with the set itself. In a typical embodiment, the type of set can be set by the set generator, and along with this type of set, the set generator can also associate information such as career history, skills, qualifications, years of service (years of service to the organization, years of service to a specific department within the organization, etc.), job title, evaluation, age, position, and rank as the profile of the employees to be included in the set. For example, when setting up a set of the type "Transfer Candidates," the set can be set by associating it with the employee's years of service in their current department and the employee's evaluation within the organization being within a predetermined range.

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

[0098] Furthermore, the following configuration may be adopted for the screen of sender U3's terminal. Specifically, the acquisition unit 114 of the server device 10 may acquire information regarding employee U1's interest in the recruitment position and / or employee U1's attributes. The display control unit 113 of the server device 10 may display a screen on sender U3's terminal screen showing employee U1 as a candidate to whom a scout message will be sent. Here, on this screen, candidates who satisfy the second condition associated with the acquired information regarding employee U1's interest in the recruitment position and / or employee attributes may be displayed in a different manner than candidates who do not satisfy the second condition.

[0099] In other words, as shown in Figures 8 and 10, the display control unit 113 of the server device 10 can display information about multiple employees U1 on the screen of the sender U3's terminal in an overview format. On such a screen, if an employee U1 satisfies a predetermined condition (second condition), the employee U1 that satisfies this condition may be displayed on the screen in a different manner than other employees U1. Furthermore, it may be suggested to send a scout message to the sender U3 for an employee U1 that satisfies such a predetermined condition (second condition). To explain based on a typical example, the display manner of the screen may be controlled so that the field or range showing an employee U1 that satisfies such a predetermined condition (second condition) is more likely to catch the sender U3's eye. Of course, this is not the only way, but controlling the display manner in this way is a typical example of the first display described above.

[0100] Such control of the display manner includes changing the color tone or adding predetermined tags or marks to the field or area that indicates the target employee U1. Other examples include changing the font of the text indicating the target employee U1, but these are not limited to these. In other words, display control means that emphasize predetermined parts of the screen may be used as a means for identifying such employee U1.

[0101] Whether employee U1 satisfies the second condition may be determined by the function of the extraction unit 117 of the server device 10. For example, if the second condition relates to information about employee U1's interest in the recruiting position, the extraction unit 117 may determine the degree of information about employee U1's interest in the recruiting position based, for example, on the operation history of objects (object OBJ1, object OBJ2) described later by employee U1. On the other hand, the extraction unit 117 may determine whether employee U1 satisfies the second condition based on the registration information registered in the employee database. In other words, the information about employee U1's interests and attributes acquired by the acquisition unit 114 may be based on the registration information registered in the employee database. This allows the extraction unit 117 to extract employee U1 that matches the recruiting position. For example, the extraction unit 117 can determine and extract employee U1 as a desirable candidate for a recruitment message based on whether the skills and experience registered in the employee database match the application requirements for the advertised position, or whether the length of service or period of service in a specific department registered in the employee database is above a predetermined value (exceeds a predetermined value). The display control unit 113 can then display the extracted employee U1 on the screen of the sender U3's terminal in the various manners described above. In addition, if the advertised position is "North American Sales Manager," the system can determine whether an employee is a desirable candidate for a recruitment message based on their English skills (e.g., English test scores) or their experience in overseas-related departments (e.g., work experience and length of service in overseas-related departments). When making such determinations, the system can refer to the position information (e.g., ideal candidate profile) set for the advertised position. Of course, the means of determining whether an employee satisfies the second condition are not limited to this, and various determination methods may be employed.

[0102] As an example, the extraction unit 117 may input position information related to the recruiting position and various registration information registered in the employee database to the artificial intelligence module (artificial intelligence unit 118) to output (extract) employees that satisfy the second condition. Here, the various registration information may include resume documents RD (or a part of resume documents RD), and the resume documents RD (or a part of resume documents RD) may be created by the artificial intelligence unit 118, or they may be modified by employees or others after being created by the artificial intelligence unit 118. For example, position information and registration information registered in the employee database may be input to an employee extraction model possessed by the artificial intelligence unit 118, and the employee extraction model may output employees that have a correlation with the position information. The employee extraction model here may be a learning model that takes position information and registration information registered in the employee database as input, extracts registration information that has a correlation with the position information from the registration information registered in the employee database, and outputs the corresponding employees. In other words, the employee extraction model may be a learning model that has learned using position information, registration information registered in the employee database, and the corresponding employees as training data. Furthermore, the employee extraction model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes generative AI. In this case, the extraction unit 117 may input to the employee extraction model an instruction to extract employees that have a correlation with the position information, and a prompt in which the position information has been inserted, by referring to various registration information registered in the employee database, and output employees that have a correlation with the position information. In addition, the extraction unit 117 may input to the employee extraction model a prompt in which, in addition to the employee extraction instruction and position information, for example, one or more samples of position information and one or more samples of employees corresponding to them have been inserted. The type of position information used in the extraction process here may be some or all of the position information described above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0103] Furthermore, based on the functions of the artificial intelligence module (artificial intelligence unit 118), the extraction unit 117 can also output (extract) employees who satisfy the second condition based on methods such as vector matching between registered information such as resume document RD and position information, as follows. Specifically, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the position information related to the recruiting position into vector data (first vector data). At the same time, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the registered information of each employee belonging to the organization into vector data (second vector data). Then, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to extract employees who have a correlation with the position information (employees who satisfy the second condition or employees who match the recruiting position) from among the employees belonging to the organization, based on the closeness of the distance between the first vector data and the second vector data. The closeness of the distance between the vector data here may be evaluated by various methods, for example, by the angle between the two vectors (cosine similarity). The types of position information used in the extraction process here may be some or all of the position information described above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0104] Furthermore, the extraction unit 117 can also output (extract) employees who satisfy the second condition, based on the functions of the artificial intelligence module (artificial intelligence unit 118), as follows. That is, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the registration information of employees to whom a scout message has already been sent into vector data (third vector data). At the same time, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the registration information of each employee belonging to the organization into vector data (fourth vector data). Then, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to extract employees from among the employees belonging to the organization who have a correlation with employees to whom a scout message has already been sent, based on the proximity of the third vector data and the fourth vector data. The proximity of the distance between the vector data here may be evaluated by various methods, for example, by the angle between the two vectors (cosine similarity). Furthermore, if multiple employees have already received a recruitment message, the third vector data may be a composite of the vector data for multiple employees. This data integration includes, but is not limited to, averaging the data; various integration processes may be used. Separately, if multiple employees have already received a recruitment message, the third vector data may be a composite of the vector data for each of the employees. That is, by evaluating the proximity of the vector data for each of the employees to the fourth vector data, employees who have a correlation with the recruitment position may be extracted.

[0105] Furthermore, the sender U3's terminal may display a screen similar to the one shown below. Figure 11 is an example of a screen displayed on the sender's terminal. The screen shown in Figure 11 is the management screen MS1, which is accessible to sender U3 and displays various information related to the recruitment position in a consolidated manner. In other words, when sender U3 accesses the screen in Figure 11, they can grasp various information from that screen when sending a scout message, and can efficiently perform the operation of sending a scout message.

[0106] In the example screen shown in Figure 11, area Rg5 displays various information related to the specified recruitment position (North American Sales Manager), including buttons (BT6-BT9) that allow various operations related to the position, the recruitment background, the required skills for the position, and the administrators for the position (page administrator list). Area Rg6 shows employees U1 who are interested in the position, and area Rg7 shows employees U1 who have a skill match for the position. Finally, area Rg8 displays information about the external talent market related to the recruitment position.

[0107] Furthermore, the skill-matching employee U1 displayed on the management screen MS1 ​​may have a predetermined correlation with the recruiting position. Also, although it is displayed here as "skill-matching employee," it may be possible to extract and display employee U1 who has registered information that matches the recruiting position and its position information, not limited to skills. Such extraction processing can be realized by the functions of the extraction unit 117. For example, the extraction unit 117 can determine whether the skill and experience information of employee U1 included as registered information in the employee database matches or is similar to the skill and experience information of the recruitment conditions included in the position information, using methods such as keyword matching, and extract employee U1 that has a correlation (match) with the recruiting position. Also, as an example, the extraction unit 117 can output (extract) employee U1 based on the functions of the artificial intelligence module (artificial intelligence unit 118) as follows. That is, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the employee's registered information into vector data (fifth vector data). On the other hand, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the position information of the recruiting positions into vector data (sixth vector data). The extraction unit 117 then instructs the artificial intelligence module (artificial intelligence unit 118) to extract employees who have a correlation with the position information of the recruiting positions from among the employees, based on the proximity of these vector data (between the fifth vector data and the sixth vector data). When extracting and outputting employees, employees with a higher degree of correlation with the position information of the recruiting positions may be displayed, and such employees may be given special identification displays. For example, when the extraction unit 117 extracts employees, a threshold for correlation that the extraction unit 117 refers to may be set, and employees who should be given such identification displays may be identified based on their relationship with the threshold, or for example, only employees with a relationship exceeding the threshold may be output.

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

[0109] Figure 12 shows an example of a screen displayed on the sender's terminal. The screen shown in Figure 12 displays the name NM (full name) of employee U1 to whom sender U3 sent a scout message, as well as various items such as employee number EN (employee code), interest in the position ITR (interest in the position), first status ST1 (status), second status ST2 (status), link to the recruitment management system LNK (link), and scout message sender SD (sender). In other words, the screen in Figure 12 displays the content (management details) for each management item for each employee U1 to whom a scout message was sent. In Figure 12, the first status ST1 shows the status of the response to the scout message. And in Figure 12, the second status ST2 shows the status of the selection process for the recruitment position corresponding to the scout message.

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

[0111] More specifically, a set of statuses may be pre-configured for each recruitment position. Here, the set of statuses may include multiple statuses that the sender U3 can select. The sender U3 may then set the status for each employee U1 to whom the scout message was sent by selecting one of the statuses included in the pre-configured set of statuses.

[0112] Such sets of statuses for each recruitment position may be set when the recruitment position is registered. In one embodiment, the server device 10 may store in advance a combination of a recruitment position and a set of statuses corresponding to that recruitment position. A combination of a recruitment position and a set of statuses stored in this way can typically be used as a template on a list screen.

[0113] To explain using the example shown in Figure 12, based on the item for the first status ST1, various statuses such as "Accepted," "Under Consideration," and "Declined" are pre-set for this first status ST1. Then, sender U3, who is viewing the screen shown in Figure 12, can select one of the status sets by manipulating the form located in the item for the first status ST1. In this way, sender U3 can set the status for employee U1 to whom the scout message was sent.

[0114] Furthermore, in the example shown in Figure 12, the "Interest in Position ITR" item can also be entered by selecting from the status set as described above. On the other hand, this item may be set or updated based on the operation of the employee U1's terminal. That is, as shown in Figure 13 below, objects OBJ1 and OBJ2 are shown, and the display of the "Interest in Position ITR" item may be configured to switch based on the employee U1's operation of these objects. The functions of the relevant objects will be described in detail later.

[0115] Furthermore, in the example shown in Figure 12, a link (Link to the Recruitment Management System LNK) is displayed, associated with employee U1 who sent the scout message, which leads to a screen in the recruitment management system that individually displays applicants for the open position. In a typical embodiment, the platform provided by the information processing system 1 of this embodiment may be linked to the recruitment management system, and by manipulating the link from the screen shown in Figure 12, it is possible to transition to a predetermined screen in the recruitment management system (individual applicant screen). Note that in the example shown in Figure 12, a link is created for employee U1 who accepted the scout message, but the timing of creating this link can be arbitrary. For example, it is possible to create a link to the recruitment management system at the time the scout message is sent, without relating it to the content of the reply to the scout message.

[0116] Furthermore, in the example shown in Figure 12, the sender of the scout message (Scout Message Sender SD) is displayed in association with employee U1, who sent the scout message. By specifically displaying the person who sent the scout message in this way, the management of recruitment positions can be improved.

[0117] Furthermore, in the management screen MS1 ​​shown in Figure 11, pressing button BT7 allows you to search for employee U1 to whom a scout message will be sent. For example, pressing button BT7 can transition to a search screen as shown in Figure 8.

[0118] Furthermore, in the management screen MS1 ​​shown in Figure 11, permission settings for sender U3 can be configured by pressing button BT8. That is, in response to the operation of sender U3, the setting unit 111 of the server device 10 can configure settings for sender U3 of scout messages. In a typical embodiment, the setting unit 111 of the server device 10 may configure sending settings for sending scout messages to employees belonging to the organization. Here, the sending settings enable the sending of scout messages to employees who satisfy the third condition. The third condition may include the fact that a person with predetermined authority in the organization has configured the system to enable the sending of scout messages to employees. That is, in the example of the management screen MS1 ​​in Figure 11, sender U3 (or a person among senders U3 with predetermined configuration authority) can enable the sending of scout messages to employees in the organization by operating button BT8. Specifically, sender U3 (or a person within sender U3 who has the necessary configuration authority) designates employees from within the organization who are allowed to send scout messages and grants them the authority to do so, thereby configuring the sending settings. Employees who have been configured to send messages in this way may, for example, be displayed in the "Page Administrator List" on the management screen MS1 ​​shown in Figure 11.

[0119] Furthermore, in the management screen MS1 ​​shown in Figure 11, settings related to the text of the scout message can be configured by pressing button BT9. As mentioned earlier, the memory management unit 115 of the server device 10 may store templates for the text of the scout message, and the transmission unit 112 of the server device 10 may send a scout message based on the stored template to employee U1 in response to the terminal operation of sender U3. The template here may be configured so that sender U3 can send a scout message based on the template only after an approver U4 belonging to the organization has approved the template. In other words, in this embodiment, before sender U3 sends a scout message based on the template, an operation may be adopted in which the content of the template is approved in advance by approver U4. In a typical embodiment, pressing button BT9 displays a template specification screen in which sender U3 can specify the content of the template. This template specification screen may be configured to allow an approval flow to be run for the template specified by sender U3. This approval flow allows approver U4 to determine whether the template specified by sender U3 can be used. Once approver U4 approves the use of the template, the template specified by sender U3 can be made available. However, this approval flow is not necessarily required. For example, a very general template could be stored in advance, and such a general template could be made available for use without requiring special approval. Various system designs are possible for this type of operation, according to the organization's guidelines.

[0120] In the management screen MS1 ​​shown in Figure 11, area Rg6 displays employee U1 who is interested in the advertised position. However, employee U1 shown in area Rg6 may be employee U1 who has manipulated object OBJ1 in Figure 13, which will be described later. The specific functions of the object will be described later.

[0121] In the management screen MS1 ​​shown in Figure 11, area Rg7 displays employees U1 whose skills match the advertised position. These employees U1 may, for example, be employees U1 that satisfy the second condition mentioned earlier. In other words, by displaying employees U1 with a correlation to the advertised position in the management screen MS1, the sender U3 can send recruitment messages efficiently.

[0122] In the management screen MS1 ​​shown in Figure 11, area Rg8 displays information related to the recruitment position, specifically information about external personnel or the job market. In relation to such information, the following configuration may be adopted in this embodiment. That is, the acquisition unit 114 of the server device 10 may acquire job seeker information and / or job posting information from outside the organization. The display control unit 113 of the server device 10 may display visual information based on the job seeker information and / or job posting information acquired by the acquisition unit 114 on the screen of the sender U3's terminal. Here, the visual information may include information about the quantity of job postings related to the recruitment position or the quantity of job seekers related to the recruitment position from outside the organization.

[0123] In other words, the server device 10 of this embodiment may generate predetermined visual information based on job seeker information and job posting information from outside the organization (outside the organization) acquired by the acquisition unit 114, and display it on the screen of the sender U3's terminal. The acquisition route for job seeker information and job posting information here may be set as appropriate, but as an example, the acquisition unit 114 may acquire job seeker information and job posting information from a platform that matches employers and job seekers (for example, a job change support platform or a job placement support platform). In other words, the platform provided by the information processing system 1 of this embodiment may be linked with a platform that matches employers and job seekers, and the acquisition unit 114 of the server device 10 can generate predetermined visual information by acquiring job seeker information and job posting information registered on the platform that matches employers and job seekers.

[0124] The visual information displayed on the screen of sender U3's terminal may include information regarding the number of job postings related to the open position or the number of job seekers related to the open position. In other words, in the example shown in Figure 11, the number of job postings (job information) similar to the open position "North American Sales Manager" and the number of job seekers who match the open position are shown. The number of such job postings and job seekers may be shown with specific numerical values, or with qualitative terms such as "many," "medium," or "few." Furthermore, the visual information displayed on the screen of sender U3's terminal may indicate the effectiveness (likelihood of hiring) of calling on job seekers outside the organization to apply for the open position, based on the job seeker information and job posting information acquired by the acquisition unit 114. In this case, effectiveness (likelihood of hiring) may be judged as high if, for example, there are few similar job postings and many job seekers outside the organization. In other words, if there are few similar job postings and many job seekers outside the organization, the likelihood of job seekers applying for the open position increases. By providing this information to sender U3, the organization can assess the effort and resources required for internal recruitment. In a typical scenario, if there are many similar job openings outside the organization for a given position, and few job seekers, it will be determined that securing candidates for the position from outside the organization will be difficult. In this case, sender U3 can determine that employing an employee U1 within the organization would be more effective, and can take action to proactively send recruitment messages to employee U1 within the organization.

[0125] The job postings related to the open positions (similar job postings) mentioned here may be job postings that have a certain correlation with the open positions. Such job postings that have a correlation with the open positions can be extracted, for example, by the functions of the extraction unit 117. The extraction unit 117 can determine that there is a correlation between the open positions and the job postings outside the organization if the job title and / or industry of the open positions and the job postings outside the organization match or are similar. The extraction unit 117 can also determine that there is a correlation between the open positions and the job postings outside the organization if the work location, required skills, etc., of the open positions and the job postings outside the organization match or are similar.

[0126] Furthermore, the extraction unit 117 may input position information relating to the recruiting position and registration information from job postings outside the organization to an artificial intelligence module (artificial intelligence unit 118) to output (extract) job postings related to the recruiting position. For example, the position information and registration information from job postings outside the organization may be input to an external job posting extraction model possessed by the artificial intelligence unit 118, and the external job posting extraction model may output job postings that have a correlation with the position information. The external job posting extraction model here may be a learning model that takes position information and registration information from job postings outside the organization as input, extracts registration information that has a correlation with the position information from the registration information from job postings outside the organization, and outputs the corresponding job postings. In other words, the external job posting extraction model may be a learning model that has learned position information, registration information from job postings outside the organization, and the corresponding job postings as training data. The external job posting extraction model may also be a learning model such as a language model or a large-scale language model, or it may be an AI that includes generative AI. In this case, the extraction unit 117 may input a prompt to the external job extraction model containing an instruction to extract job postings that correlate with the position information, along with the position information itself, by referring to the registered information in the job postings outside the organization, and output the job postings that correlate with the position information. Alternatively, the extraction unit 117 may input a prompt to the external job extraction model containing, for example, one or more sample position information and one or more sample job postings corresponding to them, in addition to the job posting extraction instruction and position information. The type of position information used in this extraction process may be some or all of the position information described above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0127] Furthermore, the extraction unit 117 can also output (extract) job information related to the recruiting position based on the functions of the artificial intelligence module (artificial intelligence unit 118) as follows. Specifically, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the position information related to the recruiting position into vector data (7th vector data). At the same time, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the registration information in job information outside the organization into vector data (8th vector data). Then, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to extract job information from job information outside the organization that has a correlation with the recruiting position, based on the proximity of the 7th vector data and the 8th vector data. The proximity of the vector data here may be evaluated by various methods, for example, by the angle between the two vectors (cosine similarity). The type of position information used in the extraction process here may be some or all of the position information shown above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0128] Furthermore, the job seekers related to the above-mentioned recruitment positions may be external job seekers who have a (certain) correlation with the recruitment positions. This correlation may be such that the registration information of job seekers outside the organization correlates with the position information for the recruitment positions. In a typical example, job seekers related to the recruitment positions outside the organization can be identified based on whether the job seeker's desired job type and / or desired industry matches or is similar to the recruitment conditions for the recruitment position (the job type and / or the organization's industry). Such job seekers can be extracted, for example, by the function of the extraction unit 117.

[0129] As an example, the extraction unit 117 may input position information related to the recruiting position and various registration information of job seekers outside the organization to an artificial intelligence module (artificial intelligence unit 118) to output (extract) job seekers related to the recruiting position. For example, the position information and various registration information of job seekers outside the organization may be input to a job seeker extraction model possessed by the artificial intelligence unit 118, and the job seeker extraction model may output job seekers that have a correlation with the position information. The job seeker extraction model here may be a learning model that takes position information and various registration information of job seekers outside the organization as input, extracts registration information of job seekers that have a correlation with the position information from the registration information of job seekers outside the organization, and outputs the corresponding job seekers. In other words, the job seeker extraction model may be a learning model that has learned position information, various registration information of job seekers outside the organization, and the corresponding job seekers as training data. Furthermore, the job seeker extraction model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes generative AI. In this case, the extraction unit 117 may input a prompt to the job seeker extraction model containing an instruction to extract job seekers who have a correlation with the position information, and the position information itself, by referring to various registration information of job seekers outside the organization, and output job seekers who have a correlation with the position information. In addition, the extraction unit 117 may input a prompt to the job seeker extraction model containing, for example, one or more samples of position information and one or more corresponding samples of job seekers, in addition to the job seeker extraction instruction and position information. The type of position information used in the extraction process here may be some or all of the position information described above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0130] Furthermore, the extraction unit 117 can also output (extract) job seekers related to the recruiting positions based on the functions of the artificial intelligence module (artificial intelligence unit 118) as follows. Specifically, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the position information related to the recruiting positions into vector data (9th vector data). At the same time, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert various registration information of job seekers outside the organization into vector data (10th vector data). Then, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to extract job seekers from among the job seekers outside the organization who have a correlation with the recruiting positions, based on the proximity of the 9th vector data and the 10th vector data. The proximity of the vector data here may be evaluated by various methods, for example, by the angle between the two vectors (cosine similarity). The type of position information used in the extraction process here may be some or all of the position information shown above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0131] Furthermore, the visual information described above may include information such as the compensation amount (annual salary) offered when recruiting for a position outside the organization. Such compensation amounts may be calculated based on the number of job postings and the number of job seekers, and may typically be the market rate for offers when applying for a position outside the organization. The sender U3 can consider how much effort to put into sending a recruitment message to an employee U1 within the organization, while referring to such information.

[0132] On the other hand, employee U1, who receives a recruitment message, can perform the following actions:

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

[0134] Employee U1, upon viewing notifications NT1 to NT3, can navigate to a page displaying details about each notification by clicking on the corresponding area. For example, clicking on the area corresponding to notification NT1 will navigate to a page where the details of the scout (scout message) can be viewed. This page where the details of the scout (scout message) can be viewed will be explained later using Figure 14.

[0135] Furthermore, when displaying a scout message as shown in Figure 13, the following configuration may be adopted. Specifically, the acquisition unit 114 of the server device 10 may acquire information regarding employee U1's interest in the recruiting position and / or employee attributes. The display control unit 113 of the server device 10 may then display the scout message sent by sender U3 on the screen of employee U1's terminal. However, on this screen, the display configuration of the scout message may be controlled to be different from the configuration when the fourth condition, which is associated with the acquired information regarding employee U1's interest in the recruiting position and / or employee attributes, is not satisfied.

[0136] Specifically, using the screen shown in Figure 13 as an example, if a sent scout message satisfies a predetermined condition (the fourth condition), the scout message satisfying this condition may be displayed on the screen in a different manner than other scout messages. Furthermore, for example, the display manner of the screen may be controlled to make the field or area showing the scout message satisfying such predetermined condition (the fourth condition) more eye-catching for employee U1.

[0137] Such control of the display manner includes changing the color tone or adding predetermined tags or marks to the field or area that displays the target scout message. Other examples include changing the font of the text that displays the target scout message, but these are not limited to these. In other words, display control means that highlight predetermined parts of the screen may be used as a means for identifying such scout messages.

[0138] In other words, in the example in Figure 13, the scout message corresponding to notification NT1 has the tag TG1 "Attention" displayed, while the scout message corresponding to notification NT2 does not have the corresponding tag. By controlling the display in this way, employee U1 can easily identify scout messages that interest them.

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

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

[0141] As an example, the extraction unit 117 may input position information for the recruitment position corresponding to the scout message and various registration information registered in the employee database to the artificial intelligence module (artificial intelligence unit 118) to output (extract) scout messages that are correlated with the employee. For example, the position information for the recruitment position corresponding to the scout message and various registration information registered in the employee database may be input to the scout message extraction model of the artificial intelligence unit 118, and the scout message extraction model may be instructed to extract scout messages that are correlated with the employee. The scout message extraction model here may be a learning model that takes position information for the recruitment position corresponding to the scout message and various registration information registered in the employee database as input, and identifies position information that is correlated with the various registration information of the employee, thereby outputting the corresponding scout message. In other words, the scout message extraction model may be a learning model that has learned using position information and various registration information registered in the employee database associated with the scout message, and the corresponding scout message, as training data. Furthermore, the scout message extraction model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generative AI. In this case, the extraction unit 117 may input a prompt to the scout message extraction model that includes an instruction to extract scout messages correlated with the employee by referring to position information for the recruitment position corresponding to the scout message, and various employee registration information, and may cause the scout message extraction model to output scout messages correlated with the various employee registration information. In addition, the extraction unit 117 may input a prompt to the scout message extraction model that includes, for example, the registration information of one or more employees and one or more sample scout messages corresponding to them, in addition to the instruction to extract scout messages and various registration information. The type of position information used in the extraction process here may be some or all of the position information described above.Furthermore, the types of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0142] Furthermore, the extraction unit 117 can also output (extract) scout messages based on the functions of the artificial intelligence module (artificial intelligence unit 118) as follows. Specifically, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the position information for the recruitment positions corresponding to the scout messages into vector data (11th vector data). At the same time, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the various registration information of each employee belonging to the organization into vector data (12th vector data). Then, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to extract scout messages that have a correlation with the employee's registration information from among the scout messages, based on the proximity of the distance between the 11th vector data and the 12th vector data. The proximity of the distance between the vector data here may be evaluated by various methods, for example, by the angle between the two vectors (cosine similarity). The type of position information used in the extraction process here may be some or all of the position information shown above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0143] Furthermore, the management screen MS2 may display job postings that are publicly available within the organization. In the screen shown in Figure 13, job postings (JOFs) that are correlated with employee U1 are displayed as "Internal job postings that match your skills." Employee U1, accessing the management screen MS2, can click on the area corresponding to the job posting (JOF) to navigate to a page showing the details of that job posting. When applying for such a job, an employee can send a message to the employee who is the contact person for the job posting (JOF). Sending such messages may be done within the platform provided by the information processing system 1, or outside the platform provided by the information processing system 1.

[0144] Furthermore, the "Internal Job Openings that Match Skills" in the management screen MS2 may be those extracted and displayed from the publicly available job openings within the organization. The job openings extracted here may have a predetermined correlation with employee U1. In addition, although it is displayed here as "Internal Job Openings that Match Skills," it is not limited to this, and any job openings that match employee U1's registered information may be extracted and displayed. Such extraction processing can be achieved by the functions of the extraction unit 117. For example, the extraction unit 117 can determine whether the skill and experience information of employee U1 included as registered information in the employee database matches or is similar to the skill and experience information of the job openings included in the position information, using methods such as keyword matching, and extract job openings that have a correlation (match) with employee U1.

[0145] Furthermore, the extraction unit 117 may input position information related to the recruiting positions and various registration information registered in the employee database to an artificial intelligence module (artificial intelligence unit 118) to output (extract) recruiting positions that are correlated with employees. For example, the position information and various registration information registered in the employee database may be input to a recruiting position extraction model in the artificial intelligence unit 118, and the recruiting position extraction model may output recruiting positions that are correlated with employees. The recruiting position extraction model here may be a learning model that takes position information and various registration information registered in the employee database as input and outputs corresponding recruiting positions by extracting position information that is correlated with the various registration information of employees from the position information. In other words, the recruiting position extraction model may be a learning model that has learned position information, various registration information registered in the employee database, and the corresponding recruiting positions as training data. The recruiting position extraction model may also be a learning model such as a language model or a large-scale language model, or it may be an AI that includes generative AI. In this case, the extraction unit 117 may input a prompt to the recruitment position extraction model that includes an instruction to extract recruitment positions that have a correlation with an employee by referring to the position information of various recruitment positions, and the employee's various registration information, and output recruitment positions that have a correlation with the employee's various registration information to the recruitment position extraction model. Alternatively, the extraction unit 117 may input a prompt to the recruitment position extraction model that includes, in addition to the recruitment position extraction instruction and registration information, for example, the registration information of one or more employees and one or more sample recruitment positions corresponding to them. The type of position information used in the extraction process here may be some or all of the position information described above. Furthermore, the type of position information used in the extraction process may be adjusted as appropriate for the purpose of improving extraction efficiency, etc.

[0146] Furthermore, the extraction unit 117 can also output (extract) recruitment positions based on the functions of the artificial intelligence module (artificial intelligence unit 118) as follows. Specifically, first, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to convert the position information related to recruitment positions into vector data (13th vector data). At the same time, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to similarly convert the various registration information of each employee belonging to the organization into vector data (14th vector data). Then, the extraction unit 117 instructs the artificial intelligence module (artificial intelligence unit 118) to extract recruitment positions that have a correlation with the employee registration information from among the recruitment positions, based on the proximity of the distance between the 13th vector data and the 14th vector data. The proximity of the distance between the vector data here may be evaluated by various methods, for example, by the angle between the two vectors (cosine similarity). The type of position information used in the extraction process here may be some or all of the position information shown above. Furthermore, the types of position information used in the extraction process may be adjusted as appropriate to improve extraction efficiency, etc.

[0147] Furthermore, when displaying publicly available job postings within the organization, those with a particularly high degree of correlation to employee U1 may be given special identification. This identification may be based on the display control means that highlight a predetermined part of the screen, as described above. For example, in the example screen shown in Figure 13, the job posting for "North American Sales Manager" is tagged with "Attention" (TG2). As an example, when the extraction unit 117 extracts job postings, a threshold for correlation that the extraction unit 117 refers to may be set, and job postings for which such identification is given may be identified based on the relationship with this threshold. Examples of the relationship with the threshold include the correlation between the job posting and employee U1 exceeding the threshold, or being above the threshold. Of course, it is not limited to this, but controlling such display patterns is a typical example of the second display described above.

[0148] Furthermore, the following configuration may be adopted in relation to this management screen MS2. Specifically, the display control unit 113 of the server device 10 may display on the terminal screen of employee U1 the recruitment positions within the organization and an object that allows the employee to apply for said recruitment positions. The acquisition unit 114 of the server device 10 may acquire information (application information) indicating that employee U1 has applied for the recruitment position based on employee U1's operation of the object. In other words, employee U1 can express their intention to apply and complete the application procedure through the operation of such an object. The acquisition unit 114 of the server device 10 can acquire recruitment information based on such object operations by employee U1. The application information acquired by the acquisition unit 114 may be used as reference information when the aforementioned extraction operations related to scout messages and extraction operations related to recruitment positions within the organization are performed.

[0149] Furthermore, the history of operations on such objects and application information may be displayed and / or notified to the sender U3. That is, in the example screen in Figure 11, employees interested in the position are displayed in area Rg6, but the information of employee U1 who actually applied for the "North American Sales Manager" position can be displayed on the screen of the sender U3's terminal. The display control unit 113 of the server device 10 may display employee U1 who operated the object (applied) to the sender U3 for the recruitment position corresponding to the object in a different manner than employee U1 who did not operate the object. In another manner, the information of employee U1 who operated the object (applied) can be notified to the sender U3's terminal. This notification includes notifying the sender U3 via email or other message that employee U1 has operated the object, or displaying various notifications (so-called pop-up notifications, push notifications, etc.) on the sender U3's terminal screen in response to employee U1 operating the object. Furthermore, the displays or notifications corresponding to the manipulation of an object are not limited to these, and may be any means by which the sender U3 can ascertain that there has been an object manipulation history.

[0150] Furthermore, the following configuration may be adopted in relation to this management screen MS2. Specifically, the display control unit 113 of the server device 10 may display on the terminal screen of employee U1 the recruitment positions within the organization and an object that allows the employee U1 to specify their interest in said recruitment positions. The acquisition unit 114 of the server device 10 may then acquire information regarding the employee U1's interest in the recruitment positions based on their interaction with the object.

[0151] As illustrated in the example screen in Figure 13, objects OBJ1 and OBJ2 are displayed, allowing the user to specify whether or not they are interested in each job posting (JOF). In other words, employee U1, who is viewing the screen shown in Figure 13, can specify the job postings within the organization that they are interested in by manipulating these objects (objects OBJ1 and OBJ2). That is, employee U1 can express their interests through the manipulation of these objects. The acquisition unit 114 of the server device 10 can then acquire information regarding employee U1's interest in job postings based on these object operations. This information regarding interest acquired by the acquisition unit 114 may be used as reference information when the aforementioned extraction operations related to scout messages and extraction operations related to job postings within the organization are performed.

[0152] Furthermore, the history of operations on such objects may be displayed and / or notified to the sender U3. That is, in the example screen in Figure 11, employees interested in a position are displayed in area Rg6, but the information of employee U1 who actually operated object OBJ1 for the recruitment position "North American Sales Manager" can be displayed on the screen of the sender U3's terminal. In other words, the second condition mentioned above may include that employee U1 operated a predetermined object. The display control unit 113 of the server device 10 may then display employee U1 who operated the object to the sender U3 for the recruitment position corresponding to the object in a different manner than employee U1 who did not operate the object. In another manner, the information of employee U1 who operated object OBJ1 can be notified to the sender U3's terminal. The notifications described here include methods such as notifying sender U3 via email or other message that employee U1 has manipulated object OBJ1, or displaying various notifications (so-called pop-up notifications, push notifications, etc.) on sender U3's terminal screen in response to employee U1's manipulation of object OBJ1. However, the displays and notifications corresponding to object manipulation are not limited to these, and may be any means by which sender U3 can ascertain that there has been an object manipulation history. By adopting such a configuration, sender U3 can easily identify employee U1 to whom a scout message is valid, and the human resources department or the department in charge of the recruitment position can send scout messages while considering notifications and displays.

[0153] Furthermore, the "Interest in Position ITR" item in Figure 12, as mentioned earlier, may be configured so that its display switches based on the operation of object OBJ1 or object OBJ2. That is, if there is no operation on object OBJ1 or object OBJ2, the display of the "Interest in Position ITR" item can be set to "Unknown," if there is an operation on object OBJ1, the display of the "Interest in Position ITR" item can be set to "Present," and if there is an operation on object OBJ2, the display of the "Interest in Position ITR" item can be set to "None."

[0154] Next, we will explain how employee U1 responds to scout messages. Figure 14 shows an example of a screen displayed on an employee's terminal. The screen shown in Figure 14 displays a list of scout messages sent to employee U1. Such a screen may be displayed, for example, when employee U1 clicks on notification NT1 or notification NT3 shown in Figure 13.

[0155] In the screen shown in Figure 14, the sender U3 who sent the scout message is shown as sender SD1 to SD4. Employee U1, upon viewing the screen in Figure 14, can select a specific sender U3 to view the content of the scout message sent by that sender U3. Figure 14 shows a scout message SCM, specifically a scout message sent by sender U3, "PPP Ichiro." Links showing details of the job posting JI may also be displayed in association with such a scout message SCM. In this example in Figure 14, manipulating the link labeled "Job Posting JI" allows the user to navigate to a page containing details of the job posting.

[0156] Furthermore, employee U1, who is connected to the screen shown in Figure 14, can reply to the scout message SCM by clicking or pressing button BT10 or button BT11. In other words, in this embodiment, the memory management unit 115 of the server device 10 may store templates that will be used as reply text to the scout message. Then, the transmission unit 112 may send a reply to the sender U3 based on the stored template in response to the terminal operation of employee U1 who has received the scout message.

[0157] In other words, in the example screen shown in Figure 14, a template for a reply declining the scout is stored in association with button BT10, and a template for a message indicating interest in the scout is stored in association with button BT11. Employee U1 can then easily reply to the scout message SCM by operating button BT10 or BT11. It is also possible to disable the input of text information related to the reply on the screen where employee U1 replies to the scout message, allowing replies based only on the stored templates. That is, as shown in Figure 14, the reply screen displayed on employee U1's terminal does not necessarily need to have a form for inputting text information related to the reply. By allowing replies only on the template text, the burden on employee U1 in replying to the scout message is reduced. If necessary, a form for inputting text information related to the reply, as described above, can be displayed on employee U1's terminal screen, allowing employee U1 to reply to the scout message by inputting text.

[0158] In addition, the following configuration may be adopted as an example embodiment. That is, similar to the embodiment described above, the memory management unit 115 may store a template that will be the reply text to the scout message, but the transmission unit 112 may send a reply to the sender U3 based on the template, provided that a predetermined amount of time has elapsed after the sender U3 has sent the scout message or after the employee U1 has marked the scout message as read.

[0159] In other words, if employee U1 does not reply within a certain period after a scout message is sent, it can be assumed that employee U1 has little or no interest in the scout. Therefore, the system may be controlled to automatically send a template-based reply (for example, a decline of the scout) after a predetermined time has elapsed. The time control here may be based on the timing of sending the scout message or the timing when employee U1 marks the scout message as read, or it may be based on other timings. For example, the timing when the scout message is received on the employee's terminal may be used as the time control criterion, or the control regarding replies may be executed based on predetermined operations performed by other senders U3 or employee U1. By executing such control regarding replies, the burden on employee U1 when processing replies to scout messages can be reduced.

[0160] Furthermore, in the list screen of scout messages as shown in Figure 14, the actions taken by employee U1 in response to each scout message may be displayed. In the example screen in Figure 14, tags TG3 indicating the actions taken by employee U1 in response to scout messages (such as reply status) are associated with the senders SD1 to SD4 of the scout messages, such as "No reaction," "Want to hear more," and "Declined." Such tags TG3 may be associated with the corresponding scout message based on the history of button BT10 and button BT11 being pressed by employee U1, or the history of scout messages being opened. Note that the tag TG3 for "No reaction" may be applied when the scout message is unread, or when the scout message has been read but no reply has been made to the scout message (for example, when neither button BT10 nor button BT11 has been pressed), or in other cases where no reaction has been made to the scout message.

[0161] The operation of this embodiment can be summarized as follows: In this information processing method, the setting unit 111 performs predetermined settings and then enables the transmission unit 112 to send scout messages. As a result, proper operation can be achieved when enabling the sending of scout messages within an organization. Furthermore, it is possible to increase the opportunities for employees within the organization to encounter various positions within the organization, thereby providing employees with opportunities for career development within the organization. In addition, by being able to send scout messages for open positions within the organization, each department and human resources department within the organization can proactively and independently scout and recruit employees within the organization. Furthermore, by creating employee registration information (including resume documents) and position information for open positions within the organization, it becomes possible to present positions and transfers within the organization that take into account the skills and experience of employees. As a result, it is possible to deter the outflow of employees from the organization to outside.

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

[0163] 4. Others Although embodiments of the present invention have been described above, the present invention is not limited thereto and can be modified as appropriate without departing from the technical spirit of the invention.

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

[0165] In the above embodiment, the first condition is specified to include at least a setting by administrator U2, but as a variation, the first condition may be different. For example, the first condition may be that the personnel management document is made public, or it may be that the personnel management document is made public in combination with other conditions. Alternatively, the first condition may be that employee U1 has enabled receiving scout messages for themselves, or it may be that employee U1 has enabled this setting in combination with other conditions.

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

[0167] Figure 15 is an example of a screen displayed when generating position information. Figure 16 is an example of a screen displayed when generating position information. Figure 17 is an example of a screen displayed when generating position information. As mentioned earlier, position information may be generated by terminal operations of sender U3 or other device related to the recruiting position. In other words, the various screens shown in Figures 15 to 17 may be displayed on the terminal screen of sender U3 or other device related to the recruiting position.

[0168] In an exemplary embodiment, sender U3, etc., who accesses the screen shown in Figure 15, enters (one or more) pieces of information (input information) related to the recruiting position into forms F5 to F8. In the example screen in Figure 15, the input fields include the position name (name of the recruiting position), job title, occupation, and candidate profile. Forms F5 and F8 allow free text input, while forms F6 and F7 may be configured to allow information selection via dropdown menus. Furthermore, the candidate profile field may allow free text input, or it may be entered by selecting an employee U1 belonging to the organization. For example, by switching between "Enter candidate profile / Specify specific employee," it may be possible to retrieve information about an employee U1 registered in the employee database. For instance, if "Specify specific employee" is selected, a screen may be displayed allowing the sender U3, etc., to select an employee U1 that corresponds to the candidate profile for the recruiting position. If employee U1 is selected, employee U1's registration information may be retrieved from the employee database, etc., and used as input information for outputting (generating) the keywords and position information described below. Sender U3, etc., who has entered the necessary information, can proceed with the position information creation process by pressing button BT12.

[0169] The screen shown in Figure 16 may be displayed after pressing button BT12 on the screen shown in Figure 15. In column C1 of the screen shown in Figure 16, keywords used to generate position information are presented as options. For example, such options may be displayed in tag format. Such options may be referenced when generating position information, but in the example screen shown in Figure 16, tag TG4, shown with a solid line, is shown as a tag for a keyword referenced when generating position information, while tag TG5, shown with a dashed line, is shown as a tag that is not referenced when generating position information. Thus, the display forms of tags TG4 and TG5 may be different, but the sender U3, etc., can switch the tag type by manipulating the displayed tags. Also, as an example, when button BT12 on the screen shown in Figure 15 is pressed, the system is controlled to place tags for options correlated with the content entered in forms F5 to F8 in column C1. For example, when button BT12 is pressed, only tags in the form of tag TG5 are placed in field C1, and these tags TG5 can be switched to the form of tag TG4 by the sender U3 or the like. In this case, the sender U3 or the like can select tags that need to be referenced when generating position information. On the other hand, when button BT12 is pressed, only tags in the form of tag TG4 are placed in field C1, and these tags in the form of tag TG4 can be switched to the form of tag TG5 by the sender U3 or the like. In this case, the sender U3 or the like can select tags that do not need to be referenced when generating position information. On the other hand, when button BT12 is pressed, tags with different display modes may be placed, as shown in the relationship between tags TG4 and TG5 in Figure 16. Also, by pressing button BT13, it is possible to recall pre-prepared keywords. That is, the server device 10 may store multiple keywords used when generating position information as a keyword master. The sender U3 or the like can then place the selected keyword in field C1 by selecting a keyword stored in this keyword master.

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

[0171] Furthermore, for example, keyword extraction from content (input information) entered by sender U3, etc., may be performed by referring to reference information that includes the correlation between the input information and the keywords. Here, a keyword extraction model, which is a learning model that has been trained to take the input information as input and output keywords, may be used as the reference information. For example, the keyword extraction model is a learning model that has been trained using the input information and its corresponding keywords as training data. The extraction unit 117 may input the input information into the keyword extraction model of the artificial intelligence module (artificial intelligence unit 118) and cause the keyword extraction model to output the keywords. The keyword extraction model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generative AI. The extraction unit 117 may input an instruction to generate and output keywords from the input information and a prompt into the artificial intelligence module (artificial intelligence unit 118) with the input information inserted, causing the artificial intelligence module (artificial intelligence unit 118) to output the keywords. Furthermore, in addition to keyword extraction instructions and input information, the extraction unit 117 may also input a prompt to the artificial intelligence module (artificial intelligence unit 118) that includes, for example, one or more samples of input information and one or more corresponding keyword samples.

[0172] After selecting various tags in this manner, you can proceed with the position information generation operation by pressing button BT14.

[0173] Pressing button BT14 may transition to the screen shown in Figure 17. Figure 17 shows an example where field C2 is an input field for position information, and field C3 is a field that shows the assignment status of the recruited position. Various fields (fields C21, C22, etc.) located within field C2 may contain text related to position information generated by the function of the generation unit 116. In other words, the above embodiment shows a method in which input information entered by sender U3, etc. is input to the artificial intelligence module (artificial intelligence unit 118) to output (generate) text related to position information, but the input information here may be based on keywords corresponding to the tag TG4 shown in Figure 16. Furthermore, the generation unit 116 of the server device 10 may, for example, input one or more of the contents entered by sender U3, etc. in forms F5 to F8, the registration information of the selected employee U1, and the selected keywords to the artificial intelligence module (artificial intelligence unit 118) to generate text related to position information. Sender U3, etc., who is viewing the screen in Figure 17, can check the contents of the various fields (fields C21, C22, etc.) located within field C2, make any necessary modifications, and then press button BT15 to store the position information in association with the recruitment position.

[0174] In the screen shown in Figure 17, the current employee U1 for the advertised position is shown in area Rg9, and an example is shown in which candidates for the advertised position can be added to area Rg10. For example, area Rg10 may be provided with buttons or the like (not shown), and by pressing these buttons, candidates to be placed in area Rg10 may be added.

[0175] Furthermore, the display control unit 113 of the server device 10 may display the following screen. Figure 18 is an example of a screen that the display control unit 113 displays on the user terminal 20. The screen in Figure 18 shows an indicator of how well-staffed various positions are in the organization. Such a screen may be displayed to, for example, HR personnel, HR managers, HR supervisors, and those who make HR decisions (decision-makers) within the organization. When displayed to these individuals, the displayed indicators can be evaluated, making it easier to formulate efficient HR strategies.

[0176] The "Position Fulfillment Rate" shown in Figure 18 may represent the percentage of all positions in the organization that meet the staffing plan. The "Staffing Plan" is the number of personnel that are required to be assigned to a position at a certain time point (for example, the end of a specified fiscal year). In the example in Figure 18, there are 50 positions in the organization, and 5 positions are short of the staffing plan (45 positions satisfy the staffing plan), so the position fulfillment rate is shown as "90%". The "Assignment Fulfillment Rate" shown in Figure 18 may represent the percentage of the current number of personnel relative to the staffing plan for all positions in the organization. In the example in Figure 18, there are 220 personnel planned for all positions in the organization, and 11 personnel are currently needed (209 personnel are currently employed), so the assignment fulfillment rate is shown as "95%". Note that this figure shows the results after the condition "currently employed only" has been entered in Form F9. For example, it is also possible to enter conditions in Form F9 to include those who have been provisionally assigned (prospective employees) or those who are currently being considered for a position. In this case, the various indicators will be shown after adding those who are expected to be assigned to the position in the future. In other words, the various values ​​displayed in Figure 18 may be controlled to change according to the conditions entered in Form F9. In addition, although Figure 18 shows an example of displaying indicators for positions across the entire organization, it is also possible to narrow the scope of positions for which various indicators are shown, for example, to a specific business unit within the organization, a specific layer within the organization, or a specific recruitment position, and then display the indicators.

[0177] Furthermore, the display control unit 113 of the server device 10 may display the following screens. Figure 19 is an example of a screen that the display control unit 113 displays on the sender U3's terminal. Figure 20 is an example of a screen that the display control unit 113 displays on the sender U3's terminal. As shown in Figure 19, the display control unit 113 of the server device 10 may display a map showing the organizational structure of the organization on the screen of the sender U3's terminal. The map here may show the correspondence between positions in part or all of the organization. For example, Figure 19 shows each position in a predetermined department called "XX Department". Furthermore, the map displayed by the display control unit 113 may also display, linked to each position, the number of current employees U1, the planned number of personnel, the employees U1 assigned to the position, and candidates who are expected to be assigned to the position. Furthermore, the map displayed by the display control unit 113 may also display a note if there are positions that do not meet the planned number of personnel. For example, in the example shown in Figure 19, the tag TG6 indicates that the number of personnel for the position "Department Chief" is insufficient. Furthermore, the map displayed by the display control unit 113 may also display a predetermined object (object OBJ3) associated with any positions being recruited within the organizational structure. A sender U3, interacting with the map displayed by the display control unit 113, can then proceed with sending a scout message by manipulating this object (object OBJ3).

[0178] For example, when manipulating the object OBJ3, a screen like the one shown in Figure 20 may be displayed. In the screen shown in Figure 20, column C4 is displayed superimposed on the map mentioned earlier. Employee U1, which is correlated with the recruitment position corresponding to object OBJ3, may be placed (displayed) in column C4. That is, sender U3 can confirm the employee U1 displayed in column C4 and then send a scout message to the displayed employee U1. For example, by clicking or pressing the area representing employee U1 in column C4, it is possible to transition to employee U1's individual screen, as shown in Figure 6. As mentioned earlier, it is possible to send a scout message after transitioning to the individual screen.

[0179] In column C4, the "Match Score" displays a score indicating the degree of correlation between the candidate employee U1 to whom the scout message is sent and the recruiting position. This score may be a numerical representation of the degree of correlation used by the extraction unit 117 to evaluate the second condition described earlier. In addition, column C4 displays the "Matched Skills" in tag format, indicating the skills of the candidate employee U1 to whom the scout message is sent that are correlated with the recruiting position. These tags may be extracted and displayed using any method, but as an example, "Matched Skills" may be tags selected as "Skills and Experience" in the resume document RD that are correlated with the position information of the recruiting position. For example, as position information, information regarding required skills and experience can be associated as recruitment requirements for the recruiting position. These required skills and experience may be associated with the position information after being tagged in a predetermined way, similar to the resume document RD. That is, tags associated with both the resume document RD and the position information may be compared, and matching or similar tags may be displayed as "Matched Skills" in column C4. The tag matching (evaluation of correlations between tags) here may be performed using any method, such as keyword matching or vector matching.

[0180] Furthermore, the display control unit 113 of the server device 10 may display the following screens. Figure 21 is an example of a screen that the display control unit 113 displays on the sender U3's terminal. Figure 22 is an example of a screen that the display control unit 113 displays on the sender U3's terminal. Figure 23 is an example of a screen that the display control unit 113 displays on the sender U3's terminal. The screen shown in Figure 21 is a screen on which filtering conditions (search conditions) for employee U1 can be set, and, similar to the screen shown in Figure 8, it has areas Rg3 and Rg4. Although not explicitly shown in Figure 8, the search conditions displayed in area Rg3 may include conditions such as "transfer preference" and "employment category". This "transfer preference" may indicate the degree of preference for a transfer for each employee U1. This degree of preference for a transfer may be stored in the employee database, associated with each employee U1, based on, for example, the results of a questionnaire given to employee U1. Furthermore, the "recruitment category" indicates whether employee U1 is a new graduate or an experienced hire, and such attributes may also be stored in the employee database, associated with each employee U1.

[0181] Furthermore, in the region Rg4 of Figure 21, the extracted employee U1 is displayed, similar to the screen shown in Figure 8. In the example screen shown in Figure 21, the extracted employee U1 is displayed along with the "match score" and "matched skills" mentioned earlier.

[0182] Furthermore, in the example shown in Figure 21, each extracted employee U1 is accompanied by an introductory text (ITD). This introductory text (ITD) may, for example, describe the aspects and reasons why employee U1 is a good match for the advertised position. A sender U3, viewing the screen shown in Figure 21, can consider whether or not to send a scouting message while taking such an introductory text (ITD) into account.

[0183] Such an introductory text ITD may be prepared based on the correlation between position information and the registration information of employee U1 in the employee database, and may be stored in association with the recruiting position. The introductory text ITD may be created manually by, for example, a human resources person, human resources manager, human resources supervisor, or a person who makes human resources decisions (decision-maker), and then stored. On the other hand, the introductory text ITD may be generated by the functions of the generation unit 116. As an example, the generation unit 116 may output (generate) an introductory text by inputting both position information and registration information registered in the employee database into an artificial intelligence module (artificial intelligence unit 118). For example, both position information and registration information registered in the employee database may be input into an introductory text generation model of the artificial intelligence unit 118, and the introductory text generation model may output an introductory text that relates to both position information and registration information registered in the employee database. The introductory text generation model here may be a learning model that takes both position information and registered information in the employee database as input and outputs introductory texts related to both the input position information and the registered information in the employee database. In other words, the introductory text generation model may be a learning model that has learned using both position information and registered information in the employee database, along with the corresponding introductory texts, as training data. Furthermore, the introductory text generation model may be a learning model such as a language model or a large-scale language model, or it may be an AI that includes a generation AI. In this case, the generation unit 116 may input to the introductory text generation model an instruction to generate introductory texts related to both position information and registered information in the employee database by referring to both the position information and the registered information in the employee database, and a prompt inserting both the position information and the registered information in the employee database, causing the model to output introductory texts.Furthermore, the generation unit 116 may input to the introduction text generation model a prompt that includes, for example, one or more sample position information entries and one or more sample introduction texts corresponding to those entries, in addition to the introduction text generation instruction, position information and registered information registered in the employee database.

[0184] Then, by clicking or pressing the area corresponding to employee U1 displayed in area Rg4 in Figure 21, the operation to send a scout message can be carried out. Figure 22 shows an example where employee U1 "ZZ AA" displayed in area Rg4 is selected. In this example screen of Figure 22, an area containing a resume document RD is displayed as a side panel of the screen shown in Figure 21. This area containing the resume document RD may show details about a given employee U1, similar to the screen shown in Figure 6. Furthermore, a button BT16 used to send a scout message may be provided in the area containing the resume document RD.

[0185] Figure 22 also shows a tab TB associated with the resume document RD, which scrolls (transitions) the display to a specific item in the resume document RD. Sender U3, viewing Figure 22, can easily confirm the specified item in the resume document RD by operating this tab TB.

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

[0187] Furthermore, the display control unit 113 of the server device 10 may display the following screens. Figure 24 is an example of a screen that the display control unit 113 displays on the sender U3's terminal. Figure 25 is another example of a screen that the display control unit 113 displays on the sender U3's terminal. The example screen shown in Figure 24 is a list screen of employees U1 who have manipulated the "interested" object for a recruiting position throughout the organization. That is, as shown in the example in Figure 13, the terminal screen of employee U1 may display an object (object OBJ1) indicating employee U1's interest in a recruiting position in the organization. The screen shown in Figure 24 extracts the history of object manipulation by such employees U1 and shows employees U1 with an object manipulation history to a designated person in the organization (sender U3, etc.). As shown in the screen in Figure 24, employees U1 with an object manipulation history may be displayed in association with the recruiting position corresponding to the object (in the figure, "target position"). Figure 24 shows the history of employee U1, named "ZZ AA," manipulating objects related to "Position X." If employee U1, "ZZ AA," has also manipulated objects related to other positions (for example, "Position Y"), the history of these other position object manipulations may be displayed separately from the history of "Position X." Furthermore, such object manipulation histories may be displayed in association with the degree of skill match to the position (equivalent to the "match degree" mentioned earlier), the status of actions taken regarding the recruited position (in the figure, "Status"), the date of the last action, etc. Regarding the status of actions taken regarding the recruited position, if employee U1 has not applied or if sender U3 has not sent a scout message, the status may be displayed as "Not Contacted." In addition, if a scout message has been sent regarding the recruited position, the status may be displayed according to the various statuses displayed in association with the scout message in Figure 14, for example.In addition, the "Last Action Date" field may display the most recent date of an action taken by employee U1 or sender U3 in relation to the advertised position. For example, it may display the most recent date among the following: the day employee U1 interacted with the object (expressed interest), the day sender U3 sent the recruitment message, or the day employee U1 responded to the recruitment message.

[0188] Furthermore, in the screen shown in Figure 24, the operation to send a scout message can be carried out by selecting the displayed employee U1. That is, in the screen of Figure 24, by clicking or pressing the area that displays employee U1, an area containing the resume document RD may be displayed, and a button to proceed with the operation to send a scout message may be provided in the area containing the resume document RD. Then, by operating this button, an operation area for sending a scout message may be displayed. That is, as shown in the screen of Figure 25, various areas may be displayed on the screen of the sender U3 or other terminal so as to be superimposed on the list screen of employee U1 whose object was manipulated. The functions that can be adopted for each area are the same as those shown in Figures 22 and 23.

[0189] Furthermore, the display control unit 113 of the server device 10 may display the following screen. Figure 26 is an example of a screen that the display control unit 113 displays on the user terminal 20. The screen in Figure 26 displays statistics on recruitment activities conducted within the organization over a predetermined period, in an overview format. The period used as the basis for displaying the statistics can be arbitrarily set, for example, to a certain fiscal year. Such a screen may be displayed to, for example, personnel personnel staff, personnel managers, personnel officers, and those who make personnel decisions (decision-makers) within the organization. When displayed to these individuals, the displayed statistics can be taken into consideration, making it easier to formulate efficient personnel strategies.

[0190] The example screen shown in Figure 26 displays the cumulative number of applications, scout messages sent, position information views, and publicly available positions (number of open positions) for all open positions made public to employee U1 across the entire organization (left side of the screen). The example screen shown in Figure 26 also displays the number of position information views, number of applicants, number of scout messages sent, and results of replies to scout messages for a specific open position (position X, position Y, position Z, etc.) (right side of the screen). These statistics may be counted as follows: The number of publicly available positions may be counted based on the number of open positions registered in the server device 10 by sender U3, for example. The number of applications may be counted based on the number of employees U1 who applied for a given open position. The number of views may be counted based on the number of times the position information page for a given open position was accessed, for example. The number of scout messages sent may be counted based on the history of sender U3 sending scout messages to employee U1 for a given open position, for example. Regarding replies to recruitment messages, the number of responses corresponding to "I want to hear more" may be counted based on the number of times button BT11 in Figure 14 is pressed. The number of responses corresponding to "I decline" may be counted based on the number of times button BT10 in Figure 14 is pressed and the number of times employee U1's decline is automatically replied to. Figure 26 shows statistics on publicly advertised recruitment positions for the entire organization, but it is also possible to narrow the scope of the statistics to show positions for specific business units within the organization, specific layers within the organization, or specific recruitment positions, and then display various numerical values. Furthermore, it is possible to create graphs (pie charts, bar graphs, line graphs, etc.) based on the numerical values ​​of the various statistics and display the created graphs on the screen in Figure 26, etc.

[0191] The embodiments of this model are not limited to the information processing system 1, but may also be an information processing method or a program. The information processing method comprises each step executed by the information processing system 1. The program causes a computer to execute each step of the information processing system 1.

[0192] The product may be provided in any of the following embodiments.

[0193] (1) An information processing system comprising at least one processor, wherein the processor is configured to perform the following steps by reading a program, the first setting step being to set up reception settings for an employee belonging to an organization regarding the reception of recruitment messages, wherein the reception settings are settings that enable an employee who satisfies a first condition to receive recruitment messages sent from a sender belonging to the organization, the first condition being at least that the employee's manager has set up the employee to be able to receive the recruitment messages, and the first sending step being to send a recruitment message regarding a recruitment position within the organization to the employee for whom the reception settings have been made, based on the sender's terminal operation.

[0194] (2) An information processing system as described in (1) above, wherein the first condition further includes that the personnel management documents of the employees in question are made public to a predetermined extent within the organization.

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

[0196] (4) An information processing system described in any one of (1) to (3) above, wherein the first condition further includes that the employee in question has set it to enable receiving the scout message.

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

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

[0199] (7) An information processing system according to any one of (1) to (6) above, wherein in the first acquisition step, information is acquired regarding the employee's interest in the recruitment position and / or the employee's attributes; and in the second display control step, a screen is displayed on the sender's terminal screen showing the employee as a candidate to whom the scout message will be sent, wherein the screen displays candidates who satisfy the second condition associated with the acquired information regarding the employee's interest in the recruitment position and / or the employee's attributes in a different manner from candidates who do not satisfy the second condition.

[0200] (8) An information processing system as described in (7) above, wherein in the third display control step, the system displays on the screen of the employee's terminal a recruitment position within the organization and an object on which the employee can specify interest in the recruitment position, and in the first acquisition step, the system acquires information regarding the employee's interest in the recruitment position based on the employee's operation of the object.

[0201] (9) An information processing system according to any one of (1) to (8) above, wherein the second setting step includes setting up sending settings for sending scout messages to employees belonging to the organization, wherein the sending settings are settings that enable the sending of scout messages to employees who satisfy the third condition, and the third condition includes setting that a person with a predetermined authority in the organization enables the sending of scout messages to the employee.

[0202] (10) An information processing system described in any one of (1) to (9) above, wherein an upper limit on the number of scout messages that the sender can send; and / or the time interval required when the sender sends a scout message to the same employee is set in advance.

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

[0204] (12) An information processing system as described in (11) above, wherein the template has variables incorporated into a part thereof, and the variables change a part of the content of the transmitted message according to the employee's registration information.

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

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

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

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

[0209] (17) An information processing system according to any one of (1) to (16) above, wherein the second acquisition step acquires job seeker information and / or job posting information outside the organization, and the fifth display control step displays visual information based on the job seeker information and / or job posting information acquired in the second acquisition step on the screen of the sender's terminal, wherein the visual information includes information about the amount of job postings related to the recruitment position or the amount of job seekers related to the recruitment position outside the organization.

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

[0211] (19) An information processing method comprising each step performed by the information processing system described in any one of (1) to (18) above.

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

[0213] Finally, while various embodiments relating to this disclosure have been described, these are presented as examples only and are not intended to limit the scope of the invention. These novel embodiments can be implemented in a variety of other forms, and various omissions, substitutions, and modifications can be made without departing from the spirit of the invention. These embodiments and their variations are included in the scope and spirit of the invention, as well as in the claims and their equivalents. [Explanation of symbols]

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

Claims

1. An information processing system, Equipped with at least one processor, The aforementioned processor is configured to perform the following steps by reading a program: In the first generation step, the employee registration information registered in the employee database is input into the artificial intelligence module to generate a human resource management document for employees belonging to the organization. In the first display control step, the generated employee personnel management document is displayed on the screen of the sender's terminal belonging to the organization. Here, the screen on which the employee's personnel management document is displayed shows a first object for proceeding with the operation of sending a scout message. In the first transmission step, based on the sender's operation on the first object, a recruitment message regarding an open position within the organization is sent to the employee in the following first, second, or third transmission modes: The first transmission method involves sending the text entered into a form provided in the area displayed when the first object is manipulated to the employee as the scout message. The second transmission method involves sending the text contained in the first template to the employee as the recruitment message. Here, the first template has text set for each of the recruitment positions, In response to an operation performed by the sender on the area displayed as a result of the manipulation of the first object, the first template is identified. The third transmission method involves sending the text contained in the second template to the employee as the recruitment message. Here, the second template has a consistent wording regardless of the type of position being recruited for in the organization. An information processing system in which, in response to an operation performed by the sender on an area displayed as a result of the manipulation of the first object, a document held as the second template is sent to the employee as the scout message.

2. In the information processing system described in claim 1, The employee's registration information includes one or more of the following: the employee's work history prior to joining the organization, the employee's work history within the organization, the employee's goals or evaluations, the employee's attendance information, and the employee's aptitude or personality. An information processing system in which the employee's personnel management document shows the employee's skills, the employee's career history within the organization, and a summary of the employee's job responsibilities.

3. In the information processing system described in claim 1, In the first display control step, when the sender operates the first object, an area for performing the operation to send the scout message is displayed on the same screen as the screen on which the employee's personnel management document is displayed. Here, the area for performing the operation of sending the scout message is provided with a first form for entering the scout text and a second object for sending the scout message. An information processing system that, in the first transmission step, transmits the scout message entered in the first form to the employee based on the operation of the second object.

4. In the information processing system described in claim 3, The area for performing the operation of sending the aforementioned scout message is further provided with a second form for identifying position information relating to the recruitment position within the organization, An information processing system that, in the first transmission step, transmits position information identified by the second form to the employee based on the fact that the second object has been manipulated.

5. In the information processing system described in claim 1, In the second generation step, the information processing system generates position information for the recruitment position by inputting predetermined input information into an artificial intelligence module.

6. In the information processing system described in claim 5, In the second display control step, the first display and / or second display are performed based on the correlation between the generated personnel management document and the generated position information. Here, the first display is to display employees who are related to the advertised position on the screen of the sender's terminal, The second display is an information processing system that displays job openings related to the personnel management document on the screen of the employee's terminal.

7. In the information processing system described in claim 1, In the first memory management step, the template for the message to be sent regarding the scout message is stored as the second template. Here, the second template to be stored has a fixed text regardless of the type of position being recruited in the organization, and is configured so that the text cannot be changed. In the first transmission step, as a third transmission mode, the information processing system transmits the scout message based on the stored second template to the employee in response to the sender's terminal operation.

8. In the information processing system described in claim 1, In the third display control step, a screen for filtering by employee is displayed on the sender's terminal screen. An information processing system in which, in the screen displayed in the third display control step, the personnel management document for an employee is displayed by operating the area corresponding to the filtered employee.

9. In the information processing system described in claim 1, In the first setup step, the settings for receiving recruitment messages for the employee are configured. Here, the receiving setting is a setting that enables employees who satisfy the first condition to receive scouting messages sent from the sender. The first condition includes that the personnel management documents of the employee in question are made public to a predetermined extent within the organization, In the first transmission step, the information processing system transmits the scout message to the employee who has been configured to receive the message.

10. In the information processing system described in claim 1, In the fourth display control step, the employee's terminal screen is made to display the open positions within the organization and a third object that allows the employee to specify their interest in those open positions. In the first acquisition step, based on the employee's interaction with the third object, information regarding the employee's interest in the advertised position is obtained. In the fifth display control step, the screen of the sender's terminal is made to display a screen showing the employee as a candidate to whom the scout message will be sent. Herein, the information processing system displays candidates who satisfy the second condition associated with the employee's acquired interest in the job opening in a different manner from candidates who do not satisfy the second condition.

11. In the information processing system described in claim 1, In the second memory management step, a template for the reply text to the scout message is stored. In the second transmission step, the information processing system sends a reply to the sender based on the stored template, in response to the terminal operation of the employee who received the scout message.

12. In the information processing system described in claim 1, In the first acquisition step, information is obtained regarding the employee's interest in the advertised position and / or the employee's attributes. In the sixth display control step, the scout message sent by the sender is displayed on the screen of the employee's terminal. Herein, on the screen, an information processing system controls the display of the scout message to be different from the display when the fourth condition is not met, provided that the fourth condition associated with the acquired information regarding the employee's interest in the recruiting position and / or the employee's attributes is met.

13. In the information processing system described in claim 1, In the second acquisition step, the organization acquires job seeker information and / or job posting information from outside the organization. In the seventh display control step, the visual information based on the job seeker information and / or job information acquired in the second acquisition step is displayed on the screen of the sender's terminal. Herein, the visual information is an information processing system that includes information about the quantity of job postings related to the recruitment position or the quantity of job seekers related to the recruitment position, outside of the organization.

14. In the information processing system described in claim 1, In the eighth display control step, a list screen showing a list of employees who sent the scout message is displayed on the screen of the sender's terminal. On this list screen, (i) The status of responses to the aforementioned scout message; (ii) Selection status for the above-mentioned open positions; and (iii) An information processing system in which one or more links that transition to a screen showing individual applicants for the advertised position in the recruitment management system are displayed in association with each employee who sent the scout message.

15. Information processing method, An information processing method comprising each step performed by the information processing system according to any one of claims 1 to 14.

16. It is a program, A program for causing a computer to perform each step of the information processing system described in any one of claims 1 to 14.

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