Recruitment system and recruitment methods

Abstract

We will flexibly recruit workers for a single job posting. [Solution] The recruitment system described herein generates multiple job postings that include job descriptions and recruitment slots, with at least a portion of the job descriptions being common to all of them, and accepts applications for these multiple job postings. When predetermined conditions are met, the recruitment system adds at least a portion of the difference between the recruitment slots and the number of applicants for the first job posting, which is one of the multiple job postings, to the recruitment slots for the second job posting, which is one of the multiple job postings.

Description

Technical Field

[0001] The present invention relates to a job recruitment system and a job recruitment method.

Background Art

[0002] Due to recent changes in the labor environment, there has been an increasing trend in spot work such as part-time and single-day short-term jobs like part-time work. Patent Document 1 discloses a technology related to a job recruitment system for spot work.

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] When recruiting multiple workers for spot work, there are situations where workers with different attributes are desired. For example, there is a situation where 20 workers are to be recruited, and about 10 workers with a specific skill are desired. In such a situation, it is conceivable to create a job recruitment for 10 workers with a specific skill and a job recruitment for 10 workers regardless of skill. At this time, if the number of workers applying for each job recruitment is sufficient, it is fine. However, if the number of applicants for workers with a specific skill is less than 10, even if the number of applicants for the job recruitment regardless of skill is sufficient, the total number of workers will be less than the desired 20.

[0005] The desires of job recruiters vary, such as a situation where at least a predetermined number of workers with a specific attribute need to be secured, a situation where it is preferable to have workers with a specific attribute but it is not necessary, a situation where the total number of workers needs to be surely secured at a predetermined number or more, etc.

[0006] The object of the present invention is to provide a recruitment system and recruitment method that can flexibly recruit workers for a single recruitment purpose. [Means for solving the problem]

[0007] One aspect of this disclosure provides a recruitment system comprising one or more processors, which generate multiple job postings that share the same job posting details and recruitment slots, accept applications for the multiple job postings, and, when predetermined conditions are met, add at least a portion of the difference between the recruitment slots and the number of people to be recruited for a first job posting, which is one of the multiple job postings, to the recruitment slots for a second job posting, which is one of the multiple job postings. [Effects of the Invention]

[0008] According to the above configuration, the recruitment system can flexibly recruit workers with different attributes for a single job posting. [Brief explanation of the drawing]

[0009] [Figure 1] A diagram showing the configuration overview of the recruitment system 1 according to the first embodiment. [Figure 2] A block diagram showing the functional configuration of the job posting server 100 according to the first embodiment. [Figure 3] This is a flowchart showing the job information registration process in the job recruitment system according to the first embodiment. [Figure 4] This is a flowchart showing the transfer process for recruitment slots according to the first embodiment. [Figure 5] This flowchart shows the process for determining whether a change in recruitment quota is necessary according to the second embodiment. [Figure 6] A schematic block diagram showing the configuration of a computer according to at least one embodiment. [Modes for carrying out the invention]

[0010] <First Embodiment> The embodiments will be described in detail below with reference to the drawings.

[0011] Figure 1 is a diagram illustrating the configuration overview of the recruitment system 1 according to the first embodiment. The recruitment system 1 comprises a recruitment server 100, worker terminals 200 used by workers 20, and recruiter terminals 300 used by recruiters 30. The recruitment server 100, worker terminals 200, and recruiter terminals are connected to each other via a network NW such as the Internet.

[0012] The recruitment system 1 provides job information from employers 30 to workers 20 and supports the conclusion of employment contracts between workers 20 and employers 30. The job information includes the job description, recruitment slots, and publication conditions set by the employer 30. The job description includes the employer 30, working hours, work location, job duties, and wages. The published conditions include the recruitment period (recruitment start date and recruitment end date) and where the job posting will be published. An employer can create multiple job postings for a single job description, setting multiple recruitment slots with different publication conditions.

[0013] Specifically, the employer 30 registers job information, including the job description and available positions, with the job server 100 via the employer terminal 300. When a worker 20 accesses the job server 100 via the worker terminal 200, the job server 100 presents the job information to the worker 20. At this time, the job information presented to the worker 20 must meet the presentation conditions and have available positions. In other words, the job information presented to the worker 20 must not exceed the set number of available positions, and the worker 20's attributes must match the conditions of the posting destination. The worker 20 selects a job information that matches their preferences via the worker terminal 200 and applies for the job. Among the job information presented to the worker 20, the job information that does not exceed the set number of available positions and has not exceeded the application deadline is the job information that the worker 20 can apply for. The employer 30 accepts the worker 20's application for the job information via the employer terminal 300. Subsequently, the employer 30 reviews the one or more applications received and decides whether to hire or reject each one.

[0014] The job posting server 100 is an application server that provides a job matching service between workers 20 and employers 30 via worker terminals 200 and employer terminals 300. Worker terminal 200 is a terminal used by worker 20 who desires short-term, one-off, spot work. The recruiter terminal 300 is a terminal used by recruiters 30 who wish to hire workers. Examples of worker terminals 200 and recruiter terminals 300 include smartphones, tablets, and PCs.

[0015] The worker terminal 200 and the recruiter terminal 300 can be implemented by installing recruitment software on a general-purpose terminal. In other embodiments, the worker terminal 200 and the recruiter terminal 300 may be implemented by accessing the recruitment server 100 via a web browser. Worker 20 operates the worker terminal 200 to start the job application and registers for use with the job server 100. Job seeker 30 operates the job seeker terminal 300 to start the job application and registers for use with the job server 100.

[0016] 《Configuration of Job Server 100》 FIG. 2 is a block diagram showing the functional configuration of the job server 100 according to the first embodiment. The job server 100 includes a database 110, a job information reception unit 120, an application reception unit 130, and an approval reception unit 140.

[0017] The database 110 stores a worker table 111, a job seeker table 112, a job information table 113, and a matching table 114.

[0018] The worker table 111 stores information about worker 20. The worker table 111 stores a worker ID for identifying worker 20, name, address, email address, phone number, date of birth, gender, qualification information, work history, evaluation information of past work, etc. The qualification information is not limited to public qualifications and may be given by the provider of the job server 100 or the job seeker (for example, a certificate given to a worker with work experience in a predetermined job type or a worker who has received a high evaluation).

[0019] The job seeker table 112 stores information about job seeker 30. The job seeker table 112 stores a job seeker ID for identifying job seeker 30, name, location, contact phone number, etc.

[0020] The job information table 113 stores job information. The job information table 113 stores a job information ID for identifying the job information, a job seeker ID indicating the job seeker to which the job information belongs, recruitment details (working hours, workplace, job content, salary, etc.), presentation conditions (recruitment period, disclosure destination, etc.), recruitment quota, and recruitment quota transfer destination. A recruitment slot transfer destination is another job posting to which the remaining recruitment slots are transferred if the number of available positions falls below the final number before the job posting meets certain conditions (such as the end of the recruitment period). The recruitment slot transfer destination is represented by the job posting ID. The "Disclosure Destination" setting allows you to narrow down the workers to whom job postings are made public. Options include public, qualification-restricted, group-restricted, first-time access only, and URL-restricted. Public means the job posting is made public to all 20 workers. Qualification-restricted means the job posting is only made public to 20 workers with specified qualifications. Group-restricted means the job posting is only made public to 20 workers registered in a specified group. Groups can be formed based on, for example, worker evaluation information or work history. First-time access means the job posting is only made public to 20 workers who have never worked at the location related to the job posting. URL-restricted means the job posting is not displayed in the list of job postings on worker terminals 200, but is only made public to worker terminals 200 that access it directly via URL.

[0021] The matching table 114 stores the relationship between job postings and workers 20. The matching table 114 stores the relationship between the job posting ID, the worker ID of the worker 20 that matches the job posting, and the matching status. The matching table 114 can associate multiple worker IDs (up to the number of available positions) with a single job posting ID. The matching status can take the following forms: waiting (awaiting approval from the employer 30), approved (the employer 30 has approved the application), rejected (the employer 30 has rejected the application), withdrawn (the worker 20 has withdrawn their application), or confirmed (hiring has been confirmed). In the matching table 114, the number of workers 20 whose matching status is approved is the number of confirmed workers in the job posting.

[0022] Some or all of the worker table 111, the job seeker table 112, the job information table 113, and the matching table 114 may be located on an external server instead of on the job server 100.

[0023] The job information reception unit 120 receives job information input from the job seekers 30 and records the entered job information in the job information table 113. The application reception unit 130 presents job information to the workers 20 and accepts applications from the workers 20 for the job information. The application reception unit 130 updates the matching table 114 in response to the acceptance of applications. The approval reception unit 140 presents the application status of the worker 20 to the employer 30 and accepts approval or rejection of the application from the employer. The approval reception unit 140 updates the matching table 114 upon receiving approval or rejection. Depending on the job posting, the approval reception unit 140 may finalize the hiring without the employer 30's approval. In other words, the job posting may have a flag indicating whether or not to hire immediately.

[0024] The recruitment slot transfer unit 150 performs a transfer process for the remaining recruitment slots for job postings recorded in the job posting table whose recruitment period has expired, whose recruitment slots are not filled, and for which a recruitment slot transfer destination has been set. In the recruitment slot transfer process, the recruitment slot transfer unit 150 updates the job posting table 113 by adding the remaining recruitment slots from the original job posting to the recruitment slots related to the job posting set as the recruitment slot transfer destination.

[0025] Job posting registration process Figure 3 is a flowchart showing the job information registration process in the job recruitment system according to the first embodiment. When the job posting server 100 receives an access request from the job seeker terminal 300, it displays a menu screen for job seekers on the job seeker terminal 300. The job seeker menu displays a button to create a new job posting. When the job seeker 30 presses the button to create a new job posting, the job posting reception unit 120 displays a job posting input screen on the job seeker terminal 300 (step S1).

[0026] The job information input screen displays a form for entering information such as working days, working period (start and end times), break time, recruitment period (recruitment start date and recruitment deadline date), posting location, number of positions, wages, work location, and job description. The job information reception unit 120 receives input values ​​for the items displayed on the input screen from the job seeker 30 (step S2).

[0027] The job information receiving unit 120 searches the job information table 113 for other job postings created by the employer 30, where the work days, work period, and work location match the information entered in step S2, and the application deadline is earlier than the application deadline entered in step S2 (step S3). If the job information receiving unit 120 finds other job postings that match the employer, work days, work period, and work location (step S3: YES), it displays a destination setting screen that prompts the user to indicate whether or not to set the found other job postings as the destination for the recruitment slot of the job posting entered in step S2 (step S4). The destination setting screen displays the information entered in step S2 to prompt confirmation of the entered content, and also displays a list of candidate destinations for the recruitment slot. The list of candidate destinations for the recruitment slot includes options for one or more other job postings that match the employer, work days, work period, and work location, and an option to "do not set a destination," and the user can select one of each option.

[0028] If the job seeker 30 selects one of the other job postings (Step S4: YES), the job posting reception unit 120 adds the job posting (first job posting) to the job posting table 113, setting the job posting ID of the other job posting (second job posting) selected in Step S4 as the destination for the recruitment slot transfer, in addition to the information entered in Step S2 (Step S5).

[0029] On the other hand, if the employer 30 selects the option "Do not set a destination" (Step S4: NO), or if there is no other job information that matches the employer, work days, work period, and work location (Step S3: NO), the job information reception unit 120 adds the job information entered in Step S2 to the job information table 113 (Step S6).

[0030] Furthermore, even if the destination for the recruitment slot is not set when registering a new job posting, it can be reset on the editing screen of the job posting. Similarly, if the destination for the recruitment slot is set when registering a new job posting, it can be reset or removed on the editing screen of the job posting. In other embodiments, the job posting server 100 may accept a selection from the employer 30 to turn the recruitment slot migration function on or off, and automatically perform the migration of the recruitment slot according to that selection. In other words, even if the employer 30 does not select a destination to link as the migration destination, the job posting server 100 may automatically perform the linking.

[0031] Processing applications for job postings When the job posting server 100 receives an access request from a worker terminal 200, it displays a worker-oriented menu screen on the worker terminal 200. The worker-oriented menu displays a list of job postings. The job posting server 100 displays job postings that meet the specified conditions (recruitment period, posting location, etc.) from the job postings recorded in the job postings table 113 in the list of job postings.

[0032] Worker 20 refers to the job posting. If Worker 20 wishes to apply for the job indicated in the job posting, they press the apply button displayed on the details screen of the job posting. The apply button may be represented in the form of a list of dates and times, for example, and Worker 20 presses the apply button corresponding to the date and time they wish to work. When Worker 20 presses the apply button, the application reception unit 130 accepts the application from Worker 20 after going through procedures such as identity verification. Upon receiving the application, the application reception unit 130 associates the job posting ID of the target job posting with the worker ID of the applicant Worker 20 and records it in the matching table 114. At this time, the matching status is set to "awaiting approval".

[0033] Subsequently, when the employer 30 selects a job posting they have already created, the approval reception unit 140 displays an approval screen on the employer terminal 300 for approving or rejecting the application for the job posting. The employer 30 approves or rejects the application for the job posting according to the instructions on the approval screen. The approval reception unit 140 updates the matching table 114 upon receiving the approval or rejection.

[0034] 《Transfer of recruitment slots》 The recruitment slot transition unit 150 of the recruitment system 1 performs recruitment slot transition processing at a predetermined time each day (for example, midnight) when the display of job information is switched. Figure 4 is a flowchart showing the recruitment slot transition processing according to the first embodiment.

[0035] The recruitment transfer unit 150 selects each job posting recorded in the job posting table 113 one by one (step S51), and then executes the following processes from steps S52 to S56.

[0036] The recruitment slot transfer unit 150 determines whether the day of the transfer process is the day after the application deadline for the job information selected in step S51 (step S52). In other words, the recruitment slot transfer unit 150 determines whether the application deadline for the job information selected in step S51 has passed. If the day of the transfer process is the day after the application deadline (step S52: YES), the recruitment slot transfer unit 150 calculates the number of confirmed applicants for that job information (step S53). Specifically, the recruitment slot transfer unit 150 calculates the number of workers 20 associated with that job information in the matching table 114 and whose matching status is approved. The recruitment slot transfer unit 150 determines whether the number of confirmed applicants for that job information is less than the number of applicants for the recruitment slot (step S54). In other words, the recruitment slot transfer unit 150 determines whether the recruitment slot for the job information selected in step S51 is filled.

[0037] If the number of confirmed applicants for a job posting is less than the number of applicants for the recruitment slot (Step S54: YES), it is determined whether a recruitment slot transfer destination is set for the job posting (Step S55). If a recruitment slot transfer destination is set for the job posting (Step S55: YES), the recruitment slot transfer unit 150 adds the difference between the recruitment slot of the job posting selected in Step S51 (First Job Posting) and the number of confirmed applicants to the recruitment slot of the recruitment slot transfer destination (Second Job Posting) in the job posting table 113, and updates the job posting table 113 (Step S56).

[0038] This allows for the transfer of unfilled positions in a job posting to another job posting if the recruitment period expires. By automatically adding the unfilled positions in one job posting (the first job posting) to another job posting (the second job posting), employers can recruit the desired number of people by combining the first and second job postings without manually updating the second job posting. In other words, according to the first embodiment, it is possible to prioritize increasing the overall matching rate over securing workers with specific skills. Furthermore, if securing workers with specific skills takes precedence over the overall matching rate, the employer can achieve a job posting that meets their needs by not setting a destination for the transfer of positions and by setting a longer recruitment period.

[0039] On the other hand, if the application deadline for the job information selected in step S51 has not passed (step S52: NO), if the number of confirmed applicants for the job information has reached the recruitment limit (step S54: NO), if the job information does not have a recruitment limit transfer destination set (step S55: NO), or if the transfer has already been completed, the recruitment limit transfer process will not be performed for that job information.

[0040] "effect" Thus, according to the first embodiment, the recruitment system 1 generates multiple job postings that include job descriptions and recruitment slots, with at least a portion of the job descriptions being common to all of them. It accepts applications for multiple job postings, and when predetermined conditions are met, it adds at least a portion of the difference between the recruitment slots and the number of people to be recruited for the first job posting, which is one of the multiple job postings, to the recruitment slots for the second job posting, which is another of the multiple job postings. This allows for flexible recruitment by proceeding with recruitment for multiple recruitment slots in parallel and transferring recruitment slots to other job postings for job postings that are likely to have insufficient recruitment slots. In other words, according to the first embodiment, the recruitment system 1 can flexibly recruit workers for a single job description.

[0041] Furthermore, the job postings according to the first embodiment have designated recipients, and the first and second job postings have different recipients. By setting the recipients according to the worker's attributes, the job posting system 1 can flexibly recruit workers with different attributes for a single job posting.

[0042] Furthermore, the job postings according to the first embodiment include the employer and the work dates, and the employer and work dates match between the first and second job postings. This prevents the transfer of recruitment slots to job postings with different employers and work dates, thus preventing an imbalance in the number of hires for the same job type on the same date and time.

[0043] Furthermore, in the recruitment system 1 according to the first embodiment, the conditions for transferring job postings include the current date being past the application deadline. This allows the application posting slots of the first job posting to be transferred to the second job posting even after the application period for the first job posting has closed, thereby improving the matching rate for job postings related to a single job posting. In other embodiments, however, the system is not limited to this, and job postings may be transferred according to other conditions. For example, in the recruitment system 1 according to another embodiment, the condition for transferring job postings may be that the number of days elapsed since the start date of recruitment exceeds a predetermined number of days. Alternatively, in the recruitment system 1 according to another embodiment, the condition for transferring job postings may be that the number of days remaining until the start date falls below a predetermined number of days. In these cases, employers can achieve the transfer of job postings without setting an application deadline. In these cases, it is also possible to set it so that not all of the application posting slots of the first job posting that are insufficient at the time of the transfer are transferred to the second job posting, but rather only a portion (for example, 50%) of the application posting slots of the first job posting that are insufficient at the time of the transfer are transferred to the second job posting. In other embodiments, the job posting server 100 may accept settings for the number of days to begin the transfer of job postings from the job seeker and the transfer rate of job postings. In other embodiments, the job postings for the first job posting may be transferred to the second job posting in stages. For example, the job posting system 1 may transfer a portion (e.g., 30%) of the job postings for the first job posting to the second job posting at a first timing (e.g., 3 days before the application deadline for the first job posting), and then, if there are still job postings remaining for the first job posting at a second timing (e.g., on the day of the application deadline for the first job posting), transfer a portion or all of the job postings for the first job posting to the second job posting.

[0044] Furthermore, in the recruitment system 1 according to the first embodiment, two job postings that are in a transfer relationship for recruitment slots can each be set to have different recruitment periods. In other words, the first job posting and the second job posting may have different recruitment start dates. By releasing the job postings in stages, the employer 30 can try to secure workers with specific attributes, such as repeat workers or highly-rated workers, on a priority basis. The conditions for transferring recruitment slots may include the current date becoming the recruitment start date for the second job posting. The first job posting, which is the source of the recruitment slot transfer, must be a job posting with an earlier release date than the second job posting, which is the destination of the recruitment slot transfer. In this case, it is also possible to set it so that not all of the recruitment slots in the first job posting that are insufficient at the time of the transfer are transferred to the second job posting, but rather only a portion of the recruitment slots in the first job posting that are insufficient at the time of the transfer are transferred to the second job posting.

[0045] <Second Embodiment> In the first embodiment, the recruitment system 1 transfers the recruitment slots of the first job posting to the second job posting when the application deadline for the first job posting has passed. On the other hand, there is a possibility that the recruitment slots for a job posting seeking skilled workers may be filled early, before the application deadline has passed. In such situations, some employers 30 may want to expand the recruitment slots for skilled workers to secure more skilled workers. In the second embodiment, the recruitment system 1 has a function to transfer recruitment slots from other job postings when the recruitment slots are filled early.

[0046] Job posting registration process In the second embodiment, the job information receiving unit 120, after the input of job information via the job information input screen, displays a list of candidates for the source of the recruitment slot in case of early termination on the migration destination setting screen, in addition to a list of candidates for the destination of the recruitment slot migration. The list of candidates for the source of the recruitment slot migration includes options for the source of the recruitment slot migration, which are one or more other job information that match the employer, work days, work period, and work location, and an option to "do not set a source," and it is possible to select one of each option. The destination and source of the recruitment slot migration may be the same job information, or they may be different job information. For example, if the recruitment slot for a worker with a certain skill is filled early, the system may be set to receive a migration of the recruitment slot from a worker belonging to a certain group, and if the recruitment slot for a worker with a certain skill is not filled by the deadline, it may be set to migrate to a recruitment slot for a job information for the general public.

[0047] 《Transfer of recruitment slots》 The recruitment slot transfer unit 150 of the recruitment system 1 according to the second embodiment performs a recruitment slot transfer process at a predetermined time, as well as a recruitment slot transfer determination process each time a match between a worker 20 and a job is confirmed. Figure 5 is a flowchart showing the recruitment slot transfer determination process according to the second embodiment.

[0048] When the approval receiving unit 140 receives approval from the employer 30 for an application to the job information, it updates the matching table 114 by changing the matching status of the approved worker 20 and the job information to the approved status (step S101). The recruitment slot transfer unit 150 calculates the number of confirmed matches for the job information whose matching status has been updated (step S102). The recruitment slot transfer unit 150 determines whether the number of confirmed matches for the job information has reached the number of people allocated to the recruitment slot (step S103).

[0049] If the number of confirmed applicants for a job posting reaches the number of applicants for the recruitment slot (Step S103: YES), the recruitment slot transfer unit 150 determines whether or not a source for early termination of the recruitment slot is set for the job posting (Step S104). If a source for early termination of the recruitment slot is set for the job posting (Step S104: YES), the recruitment slot transfer unit 150 adds a portion (for example, 50%) of the recruitment slot of the job posting related to the recruitment slot transfer source (first job posting) in the job posting table 113 to the recruitment slot of the job posting updated in Step S101 (second job posting), and updates the job posting table 113 (Step S105).

[0050] On the other hand, if the number of confirmed applicants for a job posting does not reach the recruitment quota (Step S103: NO), or if the job posting does not have a source for transferring the recruitment quota in case of early termination (Step S104: NO), the recruitment quota transfer process will not be performed for that job posting.

[0051] "effect" Thus, in the recruitment system 1 according to the second embodiment, the condition for transferring job slots includes the filling of the recruitment slots related to the second job posting. This allows for the transfer of recruitment slots from other job postings when the recruitment slots for a particular job posting are filled early. In this way, by automatically adding the desired number of recruitment slots for a particular job posting (second job posting) from other job postings (first job posting), employers can recruit the desired number of people as a total for the first and second job postings without manually updating the second job posting, while also attracting more workers 20 with specific attributes recruited in the first job posting. In other words, according to the second embodiment, it is possible to maintain the overall number of recruits while securing more workers with predetermined skills. Furthermore, for example, if the public access range for the second job posting is narrower than that of the first job posting, and the application deadline for the second job posting is earlier than that of the first job posting, the recruitment slots for the second job posting may be filled before the application deadline for the second job posting arrives. According to the second embodiment, in such cases, the recruitment system 1 can transfer recruitment slots from the first job posting to the second job posting.

[0052] In the second embodiment, the destination and source of the recruitment slots are set separately, but the system is not limited to this. For example, in the recruitment system 1 according to the other embodiment, the source of the recruitment slots for the second job information may not be explicitly set, and the first job information, which designates the second job information as the destination, may be treated as the source of the recruitment slots.

[0053] <Other Embodiments> Although one embodiment has been described in detail above with reference to the drawings, the specific configuration is not limited to that described above, and various design changes are possible. In other embodiments, the order of the above-described processes may be changed as appropriate. Also, some processes may be executed in parallel. The job posting server 100 according to the above embodiment may be configured on a single computer, or it may be configured by dividing the job posting server 100 among multiple computers and having the multiple computers cooperate with each other to function as the job posting server 100.

[0054] In the embodiment described above, the recruitment details and recruitment slots related to job postings are managed in a single table (job posting table 113), but this is not limited to this. For example, in another embodiment, the recruitment details of job postings may be created in advance as templates, and multiple job postings with different recruitment slots may be generated using the same template. In this case, the templates may be managed in a separate data table (recruitment details table) from the job posting table 113, such as a template table. In other words, the job posting table 113 may store template IDs instead of recruitment details, and present job postings by referring to the templates associated with the template IDs. To put it another way, the job posting table 113 may store the recruitment slots associated with the recruitment details in the template table. In other words, in another embodiment, the various types of information constituting job postings may be managed in the same table, or they may be managed by separating the tables and making them accessible.

[0055] <Computer Configuration> Figure 6 is a schematic block diagram showing the configuration of a computer according to at least one embodiment. The computer 90 includes a processor 91, main memory 92, storage 93, and an interface 94. The aforementioned job posting server 100, worker terminal 200, and job seeker terminal 300 are each implemented in computer 90. The operation of each processing unit described above is stored in storage 93 in the form of a program. The processor 91 reads the program from storage 93, loads it into main memory 92, and executes the above processing according to the program. The processor 91 also allocates memory areas in main memory 92 corresponding to each of the above-mentioned storage units according to the program. Examples of the processor 91 include a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), and a microprocessor.

[0056] The program may be for implementing some of the functions that the computer 90 is to perform. For example, the program may perform functions in combination with other programs already stored in storage, or in combination with other programs implemented on other devices. In other embodiments, the computer 90 may include a custom LSI (Large Scale Integrated Circuit) such as a PLD (Programmable Logic Device) in addition to, or instead of, the above configuration. Examples of PLDs include PAL (Programmable Array Logic), GAL (Generic Array Logic), CPLD (Complex Programmable Logic Device), and FPGA (Field Programmable Gate Array). In this case, some or all of the functions implemented by the processor 91 may be implemented by the integrated circuit. Such an integrated circuit is also included as an example of a processor. In other embodiments, the computer 90 may be virtualized on one or more computers.

[0057] Examples of storage 93 include magnetic disks, magneto-optical disks, optical disks, and semiconductor memory. Storage 93 may be an internal medium directly connected to the bus of the computer 90, or it may be an external medium connected to the computer 90 via an interface 94 or a communication line. Furthermore, if this program is delivered to the computer 90 via a communication line, the computer 90 that receives the delivery may load the program into the main memory 92 and execute the above processing. In at least one embodiment, storage 93 is a tangible storage medium that is not temporary.

[0058] Furthermore, the program may be intended to implement some of the functions described above. In addition, the program may be a so-called differential file (differential program) that implements the functions described above in combination with other programs already stored in storage 93. [Explanation of Symbols]

[0059] 1…Recruitment System 20…Worker 30…Employer 90…Computer 91…Processor 92…Main Memory 93…Storage 94…Interface 100…Recruitment Server 110…Database 111…Worker Table 112…Employer Table 113…Job Information Table 114…Matching Table 120…Job Information Reception Department 130…Application Reception Department 140…Approval Reception Department 150…Recruitment Slot Transfer Department 200…Worker Terminal 300…Employer Terminal NW…Network

Claims

1. Equipped with one or more processors, The one or more processors described above are: A job posting that includes the job description and the number of available positions, and generates multiple job postings in which at least a part of the job description is common, We accept applications for the aforementioned multiple job postings. When the specified conditions are met, at least a portion of the difference between the number of available positions in the first job posting (one of the multiple job postings) and the number of confirmed matches related to the first job posting will be added to the number of available positions in the second job posting (one of the multiple job postings). Recruitment system.

2. The aforementioned job postings have designated recipients. The first and second job postings mentioned above are published in different locations. The recruitment system according to claim 1.

3. The aforementioned job posting includes the applicant and the working days. The first job posting and the second job posting match in terms of the employer and the working days. The recruitment system according to claim 1.

4. The aforementioned specified conditions include the fact that the number of days from the current date to the start date of employment related to the job posting is less than the specified number of days. The recruitment system according to claim 1.

5. The aforementioned job posting has an application deadline set. The aforementioned conditions include the fact that the current date has passed the application deadline for the first job posting. The second job posting is one of the multiple job postings mentioned above that has a later application deadline than the first job posting. The recruitment system according to claim 1.

6. The aforementioned job posting includes a start date for applications. The first job posting and the second job posting mentioned above have different start dates. The recruitment system according to claim 1.

7. The aforementioned specified conditions include the current date being the start date for the recruitment of the second job posting, The first job posting is one of the multiple job postings mentioned above, with an earlier start date than the second job posting. The recruitment system according to claim 6.

8. The aforementioned specified conditions include the fact that the recruitment slots for the second job posting have been filled. The recruitment system according to claim 1.

9. The system includes a database that stores the aforementioned job information, The database has a job information table that stores the recruitment details and the number of available positions for each job posting. The recruitment system according to claim 1.

10. The system includes a database that stores the aforementioned job information, The database includes a recruitment content table that stores the recruitment details, and a job information table that stores the recruitment slots associated with the recruitment details in the recruitment content table. The recruitment system according to claim 1.

11. Computers A job posting that includes the job description and the number of available positions, and generates multiple job postings in which at least a part of the job description is common, We accept applications for the aforementioned multiple job postings. When the specified conditions are met, at least a portion of the difference between the number of available positions in the first job posting (one of the multiple job postings) and the number of confirmed matches related to the first job posting will be added to the number of available positions in the second job posting (one of the multiple job postings). Recruitment method.

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