Method, computer program and system for job offerer rating management

Abstract

The present disclosure relates to a method for managing recruiter grades, a computer program, and a system. The method for managing recruiter grades includes the steps of receiving activity data for a plurality of recruiters; selecting one or more candidate recruiters among the plurality of recruiters who satisfy a preset condition based on the activity data; calculating a composite score for each of the one or more candidate recruiters based on the activity data; identifying a recruiter among the one or more candidate recruiters who falls within a preset upper threshold ratio as an exemplary recruiter grade based on the composite score; and outputting a user interface including at least one visual object corresponding to the exemplary recruiter grade. The preset condition includes a condition in which there is no significant reporting history among the reporting history of the plurality of recruiters, and the activity data may include at least one of job seeker review information, job seeker reporting information, job posting information, or system usage history.

Description

Technology Field

[0001] The present disclosure relates to a method, computer program, and system for managing recruiter grades. Background Technology

[0002] Today, due to the rapid advancement of the Internet and communication technologies, recruitment and job-seeking activities are actively taking place through online platforms. In particular, recruitment for short-term or part-time work (so-called 'al-ba') is also conducted through various online posts and applications, and job seekers can search for job postings that meet their desired criteria in real time or automatically receive them via notification messages.

[0003] While the accessibility and speed of recruitment and job search activities have improved, limitations still exist in that it is difficult to provide sufficient reliable information about employers or job seekers on platforms. For example, job seekers may be concerned that the hiring conditions or working environment presented by an employer may differ from reality, while employers often find it difficult to assess an applicant's trustworthiness or sincerity in advance beyond their resume.

[0004] In particular, as online part-time job platforms are dominated by small businesses and individual business owners engaged in repetitive hiring activities, there is a growing need for a system that objectively evaluates their credibility and enables job seekers to apply with confidence. Accordingly, there is a necessity to establish reliable evaluation criteria based on various activity data—such as a hirer's past recruitment activities, reporting history, reviews, and response records—and to visually display these criteria, thereby providing job seekers with a means to identify highly trustworthy employers.

[0005] The information described above disclosed in the background technology of this invention is intended only to enhance understanding of the background of the present invention and may therefore include information that does not constitute prior art. The problem to be solved

[0006] The problem that the present disclosure aims to solve is to provide a recruiter grade management method, a computer program, and a system for solving the aforementioned problems.

[0007] However, the technical problems that the present invention aims to solve are not limited to those described above, and other unmentioned problems can be clearly understood by those skilled in the art from the description of the invention below. means of solving the problem

[0008] The present disclosure may be implemented in various ways, including a method, an apparatus (system), or a computer program stored on a readable storage medium.

[0009] A method for managing a job seeker grade, performed by at least one processor according to some embodiments of the present disclosure, may be performed by at least one processor. The method for managing a job seeker grade includes the steps of receiving activity data for a plurality of job seekers, selecting one or more candidate job seekers among a plurality of job seekers who satisfy a preset condition based on the activity data—the preset condition includes a condition that there is no significant report history among the report history of the plurality of job seekers—calculating a composite score for each of the one or more candidate job seekers based on the activity data, identifying a job seeker among the one or more candidate job seekers who is included within a preset upper threshold ratio as an exemplary job seeker grade based on the composite score, and outputting a user interface including at least one visual object corresponding to the exemplary job seeker grade. The activity data may include at least one of job seeker review information, job seeker report information, job posting information, or system usage history.

[0010] According to some embodiments of the present disclosure, a significant report history may include a report history corresponding to at least one of non-payment of minimum wage, illegal or unsound business operation, or work instructions different from a job posting.

[0011] According to some embodiments of the present disclosure, the step of calculating a comprehensive score may include determining whether the number of reviews for each of one or more candidate recruiters is greater than or equal to a predetermined threshold, determining whether there are subjective reviews among the reviews, and determining whether the proportion of positive reviews among the reviews is greater than or equal to a predetermined threshold.

[0012] According to some embodiments of the present disclosure, the step of calculating a comprehensive score may include: a step of calculating a first score corresponding to the number of reviews for each of one or more candidate recruiters; a step of calculating a second score corresponding to the proportion of subjective reviews among the reviews; a step of calculating a third score corresponding to the proportion of positive reviews among the reviews; and a step of calculating a comprehensive score based on the first score, the second score, and the third score.

[0013] According to some embodiments of the present disclosure, the step of calculating a comprehensive score includes the step of calculating a fourth score corresponding to a response score for each of one or more candidate recruiters, and the step of updating the comprehensive score based on the calculated fourth score. The response score may be calculated based on at least one of whether a response was given to a job seeker's inquiry or request, the average time taken to respond, or the response persistence rate over a certain period.

[0014] According to some embodiments of the present disclosure, the step of calculating a comprehensive score may further include the step of identifying a general reporting history that does not correspond to a significant reporting history among the reporting history of each of one or more candidate recruiters, the step of calculating a reporting score corresponding to the general reporting history, and the step of updating the comprehensive score based on the calculated reporting score.

[0015] According to some embodiments of the present disclosure, the method further comprises the steps of calculating a reliability score corresponding to a reliability indicator for each of one or more candidate recruiters, and updating a composite score based on the calculated reliability score, wherein the reliability score may be calculated based on the recruitment activity history of each of one or more candidate recruiters and evaluation information regarding the interaction between each of one or more candidate recruiters and job seekers.

[0016] According to some embodiments of the present disclosure, the step of calculating a reliability score may include: dividing activity data into preset time units to generate a plurality of time blocks; calculating a block score corresponding to the plurality of time blocks based on the activity data; applying sequentially lower weights to each of the calculated block scores as the time blocks corresponding to the past are further back; and calculating a reliability score by summing each of the weighted block scores.

[0017] According to some embodiments of the present disclosure, the step of calculating block scores may include, in each of a plurality of time blocks, calculating sub-scores corresponding to each item according to a preset score standard based on an activity health indicator comprising at least one item among a job posting approval rate, a positive review rate, an overbehavior indicator, an inquiry response rate, a history of confirmed hiring, the number of subjective reviews, applicant satisfaction, or objective reviews; and calculating each of a plurality of block scores based on the calculated sub-scores corresponding to each of the plurality of time blocks.

[0018] According to some embodiments of the present disclosure, the step of selecting one or more candidate recruiters may further include the step of identifying job information included in job postings of a plurality of recruiters based on activity data, the step of identifying a recruiter among the plurality of recruiters whose job information corresponds to a pre-set job, and the step of excluding the identified recruiter from one or more candidate recruiters.

[0019] According to some embodiments of the present disclosure, the step of selecting one or more candidate constructors may be performed repeatedly according to a preset evaluation cycle.

[0020] According to some embodiments of the present disclosure, activity data may further include at least one of employment quality information, activity continuity information, ethical standard compliance information, or local community contribution information.

[0021] According to some embodiments of the present disclosure, the step of outputting a user interface may include: outputting a first user interface comprising a list of a plurality of recruiters; and outputting a first visual object to an item corresponding to the exemplary recruiter grade among the grades associated with the plurality of recruiters included in the list, wherein the first visual object is output in association with the item corresponding to the exemplary recruiter grade.

[0022] According to some embodiments of the present disclosure, the step of outputting a user interface may further include receiving a user input that selects an item corresponding to one of a plurality of recruiters included in a list, outputting a second user interface including recruitment information corresponding to the selected item in response to the user input, and outputting a second visual object on the second user interface together with the recruitment information.

[0023] A computer program stored on a computer-readable recording medium may be provided to execute a recruiter grade management method according to some embodiments of the present disclosure on a computer.

[0024] According to some embodiments of the present disclosure, the system comprises a memory and at least one processor connected to the memory and configured to execute at least one computer-readable program included in the memory, wherein the at least one program includes instructions for receiving activity data for a plurality of recruiters, selecting one or more candidate recruiters among the plurality of recruiters who satisfy a preset condition based on the activity data, calculating a composite score for each of the one or more candidate recruiters based on the activity data, identifying a recruiter among the one or more candidate recruiters who falls within a preset upper threshold ratio as an exemplary recruiter grade based on the composite score, and outputting a user interface including at least one visual object corresponding to the exemplary recruiter grade, wherein the preset condition includes a condition in which there is no significant reporting history among the reporting history for the plurality of recruiters, and the activity data may include at least one of job seeker review information, job seeker reporting information, job posting information, or system usage history. Effects of the invention

[0025] According to some embodiments of the present disclosure, a comprehensive score for each employer can be calculated based on activity data including job seeker reviews, reporting history, response history, etc., and a rating can be assigned. With this configuration, a user (e.g., a job seeker) can easily identify reliable employers during the job search process and search for job postings more efficiently.

[0026] According to some embodiments of the present disclosure, recruiters with a history of significant reporting, model positions, or recruiters for paid advertising purposes are automatically excluded from the rating calculation, thereby preventing inappropriate recruiters on the platform from being mistaken for exemplary recruiters.

[0027] According to some embodiments of the present disclosure, a comprehensive score for each recruiter can be quantitatively calculated based on various evaluation items including the number of reviews, the proportion of open-ended reviews, the proportion of positive reviews, the response rate, general reporting history, reliability indicators, and information related to employment quality. With this configuration, grades can be compared and determined for multiple recruiters based on consistent criteria, and the intervention of subjective judgment can be minimized.

[0028] According to some embodiments of the present disclosure, a reliability score reflecting the flow of time can be calculated through a time-series weighting method, and by this configuration, a job seeker can determine a reliable employer based on current standards and enable an evaluation of employers that does not rely solely on temporary activities or past history.

[0029] However, the effects obtainable through the present invention are not limited to those described above, and other unmentioned technical effects will be clearly understood by those skilled in the art from the description of the invention below. Brief explanation of the drawing

[0030] The following drawings attached to this specification illustrate preferred embodiments of the present invention and serve to further enhance understanding of the technical concept of the present invention together with the detailed description of the invention provided below; therefore, the present invention should not be interpreted as being limited only to the matters described in such drawings. Figure 1 is a diagram illustrating an example of using an application installed on a user terminal. FIG. 2 is a schematic diagram showing a configuration in which an information processing system is connected to communicate with a plurality of user terminals to provide a recruiter grade management method according to one embodiment of the present invention. FIG. 3 is a block diagram showing the internal configuration of a user terminal and an information processing system according to one embodiment of the present invention. FIG. 4 is a flowchart illustrating an example of a recruiter grade management method according to one embodiment of the present invention. FIG. 5 is a drawing showing an example of a first user interface according to an embodiment of the present invention. FIG. 6 is a drawing showing an example of a second user interface according to an embodiment of the present invention. FIG. 7 is a flowchart illustrating an example of a comprehensive score calculation process according to one embodiment of the present invention. FIG. 8 is a diagram showing an example of a time series weighting method used to calculate a reliability score according to an embodiment of the present invention. FIG. 9 is a flowchart illustrating an example of a reliability score calculation process according to one embodiment of the present invention. Specific details for implementing the invention

[0031] Hereinafter, specific details for implementing the present disclosure will be described in detail with reference to the attached drawings. However, in the following description, specific descriptions regarding widely known functions or configurations will be omitted if there is a risk that the gist of the present disclosure may be unnecessarily obscured.

[0032] In the attached drawings, identical or corresponding components are assigned the same reference numerals. Additionally, in the description of the following embodiments, the description of identical or corresponding components may be omitted. However, even if a description of a component is omitted, it is not intended that such component is not included in any embodiment.

[0033] The advantages and features of the disclosed embodiments and the methods for achieving them will become clear by referring to the embodiments described below in conjunction with the accompanying drawings. However, the present disclosure is not limited to the embodiments disclosed below but may be implemented in various different forms, and the embodiments provided are merely to make the present disclosure complete and to fully inform those skilled in the art of the scope of the invention.

[0034] The terms used in this specification will be briefly explained, and the disclosed embodiments will be described in detail. The terms used in this specification have been selected to be as generally used as possible, taking into account their functions in this disclosure; however, these terms may vary depending on the intent of those skilled in the art, case law, the emergence of new technologies, etc. Additionally, in specific cases, terms may be arbitrarily selected by the applicant, and in such cases, their meanings will be described in detail in the relevant description of the invention. Therefore, the terms used in this disclosure should be defined not merely by their names, but based on their meanings and the content throughout this disclosure.

[0035] In this specification, singular expressions include plural expressions unless the context clearly specifies them as singular. Additionally, plural expressions include singular expressions unless the context clearly specifies them as plural. Throughout the specification, when a part is described as including a certain component, this means that, unless specifically stated otherwise, it does not exclude other components but may include additional components.

[0036] In this specification, terms such as "transmission," "communication," "transmission," "reception," and other similar terms regarding signals or information include not only the direct transmission of signals or information from one component to another but also transmission through other components.

[0037] In this specification, the statement that two or more data or information are “related” or “associated” means that if one data (or information) is obtained, at least a portion of another data (or information) can be obtained based thereon.

[0038] As used herein, the expression “based on” is used to describe one or more factors affecting an act or action of a decision or judgment described in the phrase or sentence containing such expression, and this expression does not exclude additional factors affecting an act or action of a decision or judgment.

[0039] Additionally, the terms 'module' or 'part' as used in the specification refer to software or hardware components, and the 'module' or 'part' performs certain roles. However, the meaning of 'module' or 'part' is not limited to software or hardware. The 'module' or 'part' may be configured to reside in an addressable storage medium or configured to run on one or more processors. Thus, as an example, the 'module' or 'part' may include components such as software components, object-oriented software components, class components, and task components, and at least one of processes, functions, attributes, procedures, subroutines, segments of program code, drivers, firmware, microcode, circuits, data, databases, data structures, tables, arrays, or variables. The components and the functions provided within the 'module' or 'part' may be combined into a smaller number of components and 'modules' or 'parts', or further separated into additional components and 'modules' or 'parts'.

[0040] According to one embodiment of the present disclosure, a ‘module’ or ‘part’ may be implemented as a processor and memory. The term ‘processor’ should be broadly interpreted to include a general-purpose processor, a central processing unit (CPU), a microprocessor, a digital signal processor (DSP), a controller, a microcontroller, a state machine, etc. In some environments, the term ‘processor’ may refer to an application-specific integrated circuit (ASIC), a programmable logic device (PLD), a field programmable gate array (FPGA), etc. The term ‘processor’ may also refer to a combination of processing devices, such as, for example, a combination of a DSP and a microprocessor, a combination of multiple microprocessors, a combination of one or more microprocessors combined with a DSP core, or any other combination of such configurations. Additionally, the term ‘memory’ should be broadly interpreted to include any electronic component capable of storing electronic information. 'Memory' may refer to various types of processor-readable media, such as Random Access Memory (RAM), Read-Only Memory (ROM), Non-Volatile Random Access Memory (NVRAM), Programmable Read-Only Memory (PROM), Erasable-Programmable Read-Only Memory (EPROM), Electrically Erasable PROM (EEPROM), Flash Memory, Magnetic or Optical Data Storage Devices, Registers, etc. If a processor can read information from memory and / or write information to memory, the memory is said to be in an electronic communication state with the processor. Memory integrated into a processor is in an electronic communication state with the processor.

[0041] In the present disclosure, the 'system' may include at least one of a server device and a cloud device, but is not limited thereto. For example, the system may be composed of one or more server devices. As another example, the system may be composed of one or more cloud devices. As yet another example, the system may be configured and operated with both a server device and a cloud device.

[0042] In the present disclosure, 'display' may refer to any display device associated with a computing device, for example, any display device capable of displaying any information / data controlled by or provided by the computing device.

[0043] In the present disclosure, 'each of a plurality of A' or 'each of a plurality of A' may refer to each of all components included in a plurality of A, or each of some components included in a plurality of A.

[0044] In embodiments of the present disclosure, the 'recruiting entity' may be a recruiter or a recruiting company wishing to hire an employee.

[0045] In embodiments of the present disclosure, 'job seeker' may be a user who wishes to find a job.

[0046] In embodiments of the present disclosure, the 'applicant' may be a job seeker who has applied for employment at a hiring company.

[0047] In embodiments of the present disclosure, 'output' may mean that visual elements are displayed on a display device included in or connected to a user terminal. Herein, visual elements may include text, images, videos, and combinations thereof. For example, outputting a user interface may include displaying visual elements on a display device to make the user aware of the user interface.

[0048] Various embodiments of the present disclosure will be described in detail below with reference to the accompanying drawings. The size or location of display screens, images, buttons, etc., as illustrated and described in the drawings are exemplary and are not limited thereto. For example, some buttons may be added or omitted, or configured with sizes and locations different from those illustrated. Furthermore, the flowcharts and descriptions illustrated in the drawings are merely examples and may be implemented differently in some embodiments. For example, one or more steps may be omitted, the order of each step may be changed, one or more steps may be performed in overlap, or one or more steps may be performed repeatedly.

[0049] FIG. 1 is a diagram illustrating an example of using an application installed on a user terminal (110). A user (100) can receive location-based services using a user interface (120). Here, location-based services may include location-based product trading services, location-based shopping services, location-based job search / recruitment services, etc.

[0050] To this end, the user interface (120) may provide multiple category menus for various location-based services. For example, when the user (100) selects to view menus, the processor may output a user interface (120) containing multiple category menus. As illustrated, multiple categories such as coupon box, local shopping, part-time jobs, real estate direct transactions, agricultural and fishery products, used cars, tutoring / classes, etc., may be output through the user interface (120).

[0051] When a selection input for the part-time job category among the aforementioned multiple categories is received, multiple job postings related to part-time work can be displayed through the user interface (120). At this time, the user terminal (110) can receive multiple job postings from an external system (e.g., an information processing system) and display the received multiple job postings through the user interface (120). According to one embodiment, the user terminal (110) can receive multiple job postings from an external system that have location information within a preset threshold distance based on location information set by the user (100).

[0052] Referring to FIG. 1, the user (100) may include a subject who receives location-based services or job search / recruitment related services through a terminal capable of communicating with an information processing system (230). The user (100) may include at least one of a job seeker who performs job search activities or a recruiter who registers job postings or performs recruitment activities. The user (100) may use a service linked with the information processing system (230) through an application or web interface using a user terminal such as a smartphone, tablet, or PC.

[0053] In one embodiment, the user interface (120) may include a first user interface that includes a plurality of job postings. The job postings may include a title, number of applicants, salary, working hours, working days, etc. According to one embodiment, the job postings may further include rating information of the recruiter corresponding to the selected job posting, and said rating information may be determined according to a comprehensive score calculated based on the recruiter's activity history, review information, reporting history, response history, etc. received from an external system.

[0054] In one embodiment, when a user (100) selects one of a plurality of job postings, detailed information about the job posting can be displayed through a user interface. For example, when a selection input for a specific job posting among a plurality of job postings is received in the first user interface, detailed information about the specific job posting can be displayed through the second user interface. This is described later in FIGS. 5 and 6.

[0055] In one embodiment, the processor may perform a recruiter grade management method. More specifically, the processor may receive activity data for a plurality of recruiters and calculate the recruiter grades based on the activity data. At this time, the processor may select recruiters satisfying one or more pre-set conditions as candidate recruiters and determine the recruiter grade through a comprehensive evaluation process for each candidate recruiter. For example, the processor may identify some of the plurality of recruiters as exemplary recruiters based on the activity data and provide identification information regarding recruiters corresponding to the exemplary recruiter grade through a user interface.

[0056] The processor may receive activity data collected during the interaction between job seekers and employers to determine the employer's rating. The activity data may include, for example, job seeker review information, job seeker report information, job posting information, system usage history, etc.

[0057] In one embodiment, the job seeker review information may be review data written by a job seeker about an employer during the hiring process or after the end of employment. For example, it may include the total number of reviews written for each employer, whether there are subjective reviews among the reviews, and the proportion of positive evaluations such as 'I recommend it' or 'it's okay' among the total reviews.

[0058] In one embodiment, job seeker report information may include the type and severity of each report as a report history received through the platform. For example, the processor may classify items such as 'does not pay minimum wage', 'is an illegal / unethical company', and 'makes work different from the job posting' as important report items.

[0059] In one embodiment, job posting information may include items such as job type, industry, workplace, salary level, working days, and working hours of a job posting posted by an employer on a platform. Additionally, job posting information may further include information such as whether the posting is repeatedly registered, whether specific job types (e.g., modeling jobs) are included, and whether paid categories are included.

[0060] In one embodiment, the system usage history may include items indicating the sincerity of the recruiter's response and the continuity of activity. For example, the system usage history may include whether a chat with a job seeker was responded to, the average response time, the response rate over a certain period, the number of confirmed hires, and whether regular job postings were registered. In one embodiment, whether excessive behavior occurred, such as more than 45 chats within a day or more than 40 applications within 24 hours, may be recorded. However, it is not limited thereto, and as described above, the activity data received by the processor in the present invention may consist of various items that can be evaluated quantitatively or qualitatively.

[0061] In addition to job seeker review information, job seeker report information, job posting information, or system usage history, activity data may further include at least one of employment quality information, activity continuity information, ethical standard compliance information, or local community contribution information.

[0062] In one embodiment, employment quality information may include data related to whether the working conditions stated in the job posting published by the employer match the actual working conditions, the degree of consistency or payment rate between the wage conditions specified in the posting and the actual wage payment history, and the specificity, clarity, or accuracy of information provided regarding the difficulty of the job description provided by the employer. Additionally, it may include whether detailed information about the employer's employment environment (e.g., work intensity, workplace location, provision of equipment, etc.) is provided, and the percentage of job seeker reviews in which this information is evaluated as actually matching.

[0063] In one embodiment, the activity continuity information may include a history of a recruiter posting job openings repeatedly or regularly over a certain period, a record of modifying or improving the content of job openings by accepting feedback from job seekers or the platform, a record of repeatedly conducting recruitment for the same industry or job function, or data regarding the degree to which consistency in job titles, working conditions, and work content has been maintained between postings. Additionally, if recruitment activities have been carried out continuously for a certain period or longer, indicators such as the duration, frequency, and variability may also be included.

[0064] In one embodiment, information on compliance with ethical standards may include the status of compliance, such as whether the recruiter is enrolled in the four major insurances, whether safety training or basic work manuals are provided to new hires, whether a non-discriminatory hiring policy is specified and details of actual compliance with said policy, work environment certification obtained by the recruiter through the platform, whether an employee growth support program is provided, and whether there is participation in eco-friendly operations or social contribution programs. Additionally, it may include whether the business is registered, whether the representative's real name is verified, whether the business address is registered, and a history of business operations that has continued for a certain period (e.g., whether the minimum operating period is met).

[0065] In one embodiment, local community contribution information may include the extent to which the recruiter's hiring activities contributed to local job creation, records of participation in hyper-local community activities, history of using local community bulletin boards or information sharing functions within the platform, the recruiter's cooperative activities for revitalizing the local economy (e.g., joint recruitment, preferential hiring of youth, etc.), the content of local-based reviews and reputation scores regarding the recruiter, or whether programs for developing the capabilities of job seekers, such as job seeker education, job-linked training, and support for the return of those with career breaks, are provided.

[0066] With the above-described configuration, the processor can calculate a comprehensive score for each employer based on activity data including job seeker reviews, reporting history, and response details, and assign a rating accordingly. Through this, users (e.g., job seekers) can easily identify trustworthy employers during the job search process and search for job postings more efficiently.

[0067] FIG. 2 is a schematic diagram showing a configuration in which an information processing system is connected to communicate with a plurality of user terminals to provide a recruiter grade management method according to one embodiment of the present invention.

[0068] Referring to FIG. 2, the information processing system (230) may include system(s) capable of providing a recruiter rating management method. In one embodiment, the information processing system (230) may include one or more server devices and / or databases capable of storing, providing, and executing data and computer executable programs (e.g., downloadable applications) related to providing a recruiter rating management method, or one or more distributed computing devices and / or distributed databases based on cloud computing services. For example, the information processing system (230) may include separate systems (e.g., servers) for providing a recruiter rating management method.

[0069] The recruitment grade management method, etc. provided by the information processing system (230) may be provided to the user through an application, etc. installed on each of the plurality of user terminals (210_1, 210_2, 210_3). In some embodiments, the plurality of user terminals (210_1, 210_2, 210_3) may be user terminals owned by the customer.

[0070] Multiple user terminals (210_1, 210_2, 210_3) can communicate with an information processing system (230) through a network (220). The network (220) can be configured to enable communication between the multiple user terminals (210_1, 210_2, 210_3) and the information processing system (230). Depending on the installation environment, the network (220) may be configured as a wired network such as Ethernet, Power Line Communication, telephone line communication device and RS-serial communication, a mobile communication network, a Wireless LAN (WLAN), Wi-Fi, Bluetooth and ZigBee, or a combination thereof. The communication method is not limited and may include not only communication methods utilizing communication networks that the network (220) may include (e.g., mobile communication network, wired internet, wireless internet, broadcasting network, satellite network, etc.) but also short-range wireless communication between user terminals (210_1, 210_2, 210_3).

[0071] In FIG. 2, a mobile phone terminal (210_1), a tablet terminal (210_2), and a PC terminal (210_3) are illustrated as examples of user terminals, but are not limited thereto, and the user terminals (210_1, 210_2, 210_3) may be any computing device capable of wired and / or wireless communication and capable of installing and running applications, etc. For example, user terminals may include smartphones, mobile phones, navigation systems, computers, laptops, digital broadcasting terminals, PDAs (Personal Digital Assistants), PMPs (Portable Multimedia Players), tablet PCs, game consoles, wearable devices, IoT (Internet of Things) devices, VR (Virtual Reality) devices, AR (Augmented Reality) devices, etc. Additionally, FIG. 2 illustrates three user terminals (210_1, 210_2, 210_3) communicating with an information processing system (230) through a network (220), but is not limited thereto, and may be configured so that a different number of user terminals communicate with an information processing system (230) through a network (220).

[0072] In one embodiment, each of the user terminals (210_1, 210_2, 210_3) can receive information or data from another user terminal or transmit it to another user terminal through the network (220).

[0073] In FIG. 2, the information processing system (230) is shown as an independent device separated from the user terminals (210_1, 210_2, 210_3), but is not limited thereto, and the information processing system (230) may be implemented in an integrated manner with the user terminals (210_1, 210_2, 210_3).

[0074] FIG. 3 is a block diagram showing the internal configuration of a user terminal and an information processing system according to one embodiment of the present invention.

[0075] A user terminal (or electronic device) (210) may refer to any computing device capable of running applications, web browsers, etc., and capable of wired / wireless communication, and may include, for example, a mobile phone terminal (210_1), a tablet terminal (210_2), a PC terminal (210_3) of FIG. 2. As illustrated, the user terminal (210) may include a memory (312), a processor (314), a communication module (316), and an input / output interface (318). Similarly, an information processing system (230) may include a memory (332), a processor (334), a communication module (336), and an input / output interface (338). As illustrated in FIG. 3, the user terminal (210) and the information processing system (230) may be configured to communicate information and / or data through a network (220) using their respective communication modules (316, 336). Additionally, the input / output device (320) may be configured to input information and / or data to the user terminal (210) or output information and / or data generated from the user terminal (210) through the input / output interface (318).

[0076] The memory (312, 332) may include any non-transient computer-readable recording medium. According to one embodiment, the memory (312, 332) may include a permanent mass storage device such as ROM (read-only memory), a disk drive, a solid-state drive (SSD), or flash memory. As another example, a permanent mass storage device such as ROM, an SSD, flash memory, or a disk drive may be included in the user terminal (210) or information processing system (230) as a separate permanent storage device distinct from the memory. Additionally, an operating system and at least one program code may be stored in the memory (312, 332).

[0077] These software components may be loaded from a computer-readable recording medium separate from memory (312, 332). This separate computer-readable recording medium may include a recording medium that can be directly connected to the user terminal (210) and the information processing system (230), for example, a computer-readable recording medium such as a floppy drive, disk, tape, DVD / CD-ROM drive, or memory card. As another example, the software components may be loaded into memory (312, 332) via a communication module (316, 336) rather than a computer-readable recording medium. For example, at least one program may be loaded into memory (312, 332) based on a computer program installed by files provided through a network (220) by developers or a file distribution system that distributes installation files for the application.

[0078] The processor (314, 334) may be configured to process instructions of a computer program by performing basic arithmetic, logic, and input / output operations. Instructions may be provided to the processor (314, 334) by memory (312, 332) or a communication module (316, 336). For example, the processor (314, 334) may be configured to execute instructions received according to program code stored in a recording device such as memory (312, 332).

[0079] The communication module (316, 336) may provide a configuration or function for the user terminal (210) and the information processing system (230) to communicate with each other via the network (220), and may provide a configuration or function for the user terminal (210) and / or the information processing system (230) to communicate with another user terminal or another system (e.g., a separate cloud system). For example, a request or data generated by the processor (314) of the user terminal (210) according to program code stored in a recording device such as memory (312) may be transmitted to the information processing system (230) via the network (220) under the control of the communication module (316). Conversely, a control signal or command provided under the control of the processor (334) of the information processing system (230) may be received by the user terminal (210) through the communication module (316) of the user terminal (210) via the communication module (336) and the network (220).

[0080] The input / output interface (318) may be a means for interfacing with an input / output device (320). As an example, the input device may include a device such as a camera including an audio sensor and / or an image sensor, a keyboard, a microphone, or a mouse, and the output device may include a device such as a display, a speaker, or a haptic feedback device. As another example, the input / output interface (318) may be a means for interfacing with a device in which the configuration or function for performing input and output is integrated into one, such as a touchscreen. For example, when the processor (314) of the user terminal (210) processes instructions of a computer program loaded in memory (312), a service screen configured using information and / or data provided by an information processing system (230) or another user terminal may be displayed on a display through the input / output interface (318). In FIG. 3, the input / output device (320) is depicted as not being included in the user terminal (210), but is not limited thereto and may be configured as a single device with the user terminal (210). Additionally, the input / output interface (338) of the information processing system (230) may be a means for interfacing with a device (not shown) for input or output that is connected to the information processing system (230) or that the information processing system (230) may include. In FIG. 3, the input / output interface (318, 338) is shown as an element configured separately from the processor (314, 334), but is not limited thereto, and the input / output interface (318, 338) may be configured to be included in the processor (314, 334).

[0081] The user terminal (210) and the information processing system (230) may include more components than those of FIG. 3. However, it is not necessary to clearly illustrate most of the prior art components. In one embodiment, the user terminal (210) may be implemented to include at least some of the input / output devices (320) described above. Additionally, the user terminal (210) may further include other components such as a transceiver, a GPS (Global Positioning System) module, a camera, various sensors, a database, etc. For example, if the user terminal (210) is a smartphone, it may include components that are generally included in a smartphone, and may be implemented to include various components such as an accelerometer, a gyroscope, a microphone module, a camera module, various physical buttons, buttons using a touch panel, input / output ports, and a vibrator for vibration.

[0082] According to one embodiment, the processor (314) of the user terminal (210) may be configured to operate an application or web browser that provides a recruiter grade management method. At this time, program code associated with the application may be loaded into the memory (312) of the user terminal (210). While the application is running, the processor (314) of the user terminal (210) may receive information and / or data provided from an input / output device (320) through an input / output interface (318) or receive information and / or data from an information processing system (230) through a communication module (316), and may process the received information and / or data and store it in the memory (312). Additionally, such information and / or data may be provided to the information processing system (230) through the communication module (316).

[0083] While the application is running, the processor (314) may receive voice data, text, images, videos, etc., that are input or selected through an input device such as a touch screen, keyboard, audio sensor and / or image sensor, camera, microphone, etc., connected to an input / output interface (318), and may store the received voice data, text, images and / or videos, etc. in memory (312) or provide them to an information processing system (230) through a communication module (316) and a network (220). In one embodiment, the processor (314) may receive user input input through an input device and provide data / requests corresponding to the received user input to an information processing system (230) through a network (220) and a communication module (316).

[0084] The processor (314) of the user terminal (210) can transmit information and / or data to an input / output device (320) through an input / output interface (318) and output it. For example, the processor (314) of the user terminal (210) can output the processed information and / or data through an output device (320), such as a display output device (e.g., touch screen, display, etc.) or a voice output device (e.g., speaker).

[0085] The processor (334) of the information processing system (230) may be configured to manage, process, and / or store information and / or data received from a plurality of user terminals (210) and / or a plurality of external systems. The information and / or data processed by the processor (334) may be provided to the user terminals (210) through a communication module (336) and a network (220).

[0086] FIG. 4 is a flowchart illustrating an example of a recruiter grade management method according to one embodiment of the present invention. In one embodiment, the recruiter grade management method may be performed by at least one processor (e.g., at least one processor (334) of the information processing system (230) of FIG. 3).

[0087] Referring to FIG. 4, a method for managing job seeker ratings may be initiated by a processor receiving activity data for a plurality of job seekers (S410). The activity data may include at least one of job seeker review information, job seeker report information, job posting information, or system usage history, and for each item, the descriptions are the same as those described in FIG. 1, and redundant descriptions are omitted.

[0088] Subsequently, the processor can select one or more candidate recruiters that satisfy preset conditions among multiple recruiters based on activity data (S420). Here, the preset conditions may include conditions in which there is no significant reporting history among the reporting history of multiple recruiters.

[0089] In one embodiment, the processor identifies the reporting history for each of a plurality of recruiters and can select one or more recruiters as candidate recruiters who do not have a pre-set critical reporting history. Here, the items included in the critical reporting history may include critical items directly related to the reliability of the hiring process among the reporting history entered by job seekers through the platform. For example, the critical reporting history may include at least one reporting history such as non-payment of minimum wage, illegal or unsound business operations, or work instructions different from the job posting.

[0090] In one embodiment, the processor may exclude a recruiter from the pool of candidate recruiters if one or more of the aforementioned important reporting items are identified. For example, the processor may identify whether a specific recruiter includes reporting items such as "does not pay minimum wage," "is an illegal or unethical business," or "makes work different from the job posting." In one embodiment, the aforementioned important reporting items may be periodically updated based on user reporting history or the platform's own operational policy, and the processor may perform candidate recruiter filtering by applying importance criteria according to said policy.

[0091] In one embodiment, important reporting items may include not only reports regarding specific cases by a single job applicant, but also items repeatedly received from multiple users. For example, the processor may determine the validity of a report by considering additional data such as the cumulative number of reports, processing results (e.g., acceptance / rejection), and the time of the most recent report. Accordingly, the processor may determine whether to exclude an item from the employer rating calculation based not only on the existence of an important reporting item but also on its cumulative nature and significance.

[0092] In one embodiment, during the process of selecting candidate recruiters, the processor can identify recruiters belonging to a specific category by analyzing category information included in activity data. For example, the processor can determine whether each recruiter's job posting belongs to a paid category and exclude recruiters included in the paid category from the pool of candidate recruiters. Here, the processor can identify the paid category based on a predefined category code or a job posting registration method.

[0093] In one embodiment, the processor can identify employers corresponding to a specific job category by analyzing job category information included in an employer's job posting. For example, the processor can identify employers corresponding to the 'model' job category based on job category codes or keywords in the job posting and exclude such employers from the pool of candidate employers. Here, the processor can identify job categories to be excluded based on a predefined job category code table.

[0094] In one embodiment, the processor may repeatedly perform the process of selecting candidate recruiters according to a preset evaluation cycle in order to periodically determine recruiter grades. For example, the processor may set an evaluation cycle in units of 3 months or 6 months and select new candidate recruiters based on recruiter activity data at each cycle. However, it is not limited thereto, and the processor may set the evaluation cycle to 6 months or more and repeat the recruiter selection process in units of 6 to 12 months.

[0095] In addition, in another embodiment, the preset evaluation cycle is not limited to a fixed time period, and the processor may automatically initiate the evaluation cycle and perform a candidate recruiter screening process when specific conditions are met. This may include a method in which evaluation and rating are automatically performed according to preset trigger events, such as when a recruiter's specific activity level (e.g., number of registered posts, number of interview offers) exceeds a predetermined threshold or when a specific rating maintenance period elapses.

[0096] With the above-described configuration, recruiters with a history of significant reporting, those in model positions, or recruiters for paid advertising purposes are automatically excluded from the rating calculation, thereby preventing inappropriate recruiters on the platform from being mistaken for exemplary recruiters.

[0097] Subsequently, the processor can calculate a composite score for each of one or more candidate recruiters based on activity data (S430).

[0098] In one embodiment, the processor may determine whether each of one or more candidate recruiters satisfies minimum conditions before calculating the overall score. For example, the processor may determine whether the reviews written for each candidate recruiter exceed a preset threshold. Here, the threshold may be set as a criterion to ensure reliability regarding the number of reviews, and the processor may exclude recruiters who do not have a certain number of reviews from the calculation of the overall score.

[0099] In one embodiment, the processor may determine whether one or more subjective reviews are included among the reviews for a candidate employer. Subjective reviews are descriptive evaluations based on the actual experiences of job seekers, and the processor may exclude employers whose subjective reviews are below a predetermined threshold ratio (e.g., 0 percent, 30 percent, 50 percent, etc.) from the calculation of the overall score.

[0100] In one embodiment, the processor can determine whether the proportion of reviews corresponding to positive evaluations among the reviews for a candidate recruiter is greater than or equal to a preset threshold. For example, the processor may retain the recruiter as a target for comprehensive score calculation only if the proportion of positively classified reviews, such as 'I recommend it' or 'It's okay,' in the total reviews is greater than or equal to a preset standard.

[0101] The above-described minimum conditions are examples for calculating the overall score. In some embodiments, the processor may calculate an overall score for all candidate recruiters regardless of the above-described minimum conditions. The method of calculating the overall score and the configuration of detailed items will be described in detail below in FIG. 7.

[0102] Subsequently, the processor can identify a recruiter among one or more candidate recruiters that falls within a predetermined upper threshold ratio based on the total score as an exemplary recruiter class (S440). In one embodiment, the processor sorts the total scores of all candidate recruiters and identifies recruiters corresponding to a predetermined upper threshold ratio based on the sorted results. For example, if the threshold ratio is set to 10%, the processor can classify recruiters corresponding to the top 10% among candidate recruiters sorted in order of highest total score as exemplary recruiters.

[0103] In one embodiment, the processor may apply additional criteria for exception handling when recruiters with the same overall score fall within a threshold boundary. For example, the processor may prioritize identifying recruiters with a higher number of reviews within the same score range, or prioritize including recruiters with a recent hiring history in the exemplary recruiter category.

[0104] In one embodiment, the processor may set a reference population for calculating the threshold ratio based on the number of valid recruiters. For example, the population may be set to include only recruiters who have secured activity data exceeding a minimum standard over a certain period, and recruiters within the upper threshold ratio may be calculated based on that population. This method may be applied when only recruiters who have a certain number of job seeker reviews and accumulated system usage history are included as evaluation targets.

[0105] In one embodiment, the processor may store identification information corresponding to a recruiter identified as an exemplary recruiter grade in the form of a tag, flag, grade code, etc., or set it as a status value that can be displayed on a user interface.

[0106] Subsequently, the processor may output a user interface including at least one visual object corresponding to an exemplary recruiter grade (S450). In one embodiment, the processor may generate a visual object that displays the grade status for a recruiter identified as an exemplary recruiter grade, and output the object by including it in the user interface along with recruitment information. For example, the processor may generate a visual object such as a badge, mark, icon, or highlight frame indicating the exemplary recruiter grade, and output the object by associating it with the recruiter's name or recruitment announcement information. The visual object may include specific colors, shapes, animation effects, etc., so that job seekers can intuitively recognize it on the UI. This is described below in FIGS. 5 and 6.

[0107] FIG. 5 is a diagram illustrating an example of a first user interface according to an embodiment of the present invention. In one embodiment, the recruiter grade management method may be performed by at least one processor (e.g., at least one processor (334) of the information processing system (230) of FIG. 3).

[0108] Referring to FIG. 5, the processor can generate a first user interface (500) and output the first user interface (500) to the display of a user terminal. The first user interface (500) may include a list (510) containing a plurality of recruiter information.

[0109] In one embodiment, the list (510) may include each job posting item that includes at least one of the following information: the employer's company name, job posting title, job type, industry, workplace, salary information, registration date, hiring deadline, number of applicants, etc. The list (510) may be configured, for example, in the form of a scrollable vertical list, and the processor may repeatedly output each job posting item in the same format or template.

[0110] In one embodiment, the processor may identify an item (520) corresponding to an exemplary recruiter grade among each recruiter item included in the list (510), and output a first visual object (522) associated with the item. The first visual object (522) is a visual identification element indicating an exemplary recruiter grade, and may be configured so that the user can recognize it by distinguishing it from other recruiter items.

[0111] In one embodiment, the first visual object (522) may be a combination of text elements and graphic elements. For example, the processor may configure the first visual object (522) to include text "Excellent Hireer" and at least one of one or more icons or badges corresponding to the Excellent Hireer grade. Additionally, the processor may display the first visual object (522) on an item corresponding to the Excellent Hireer grade, along with an icon representing a job seeker preference condition such as "same-day payment" or an icon representing the number of reviews. The processor may set the first visual object (522) to be displayed by placing it on the left, right, or bottom, etc., within the item.

[0112] In one embodiment, the processor may include one or more UI components in addition to the list (510) in the first user interface (500). For example, the first user interface (500) may include a dropdown button or a filter selection button that allows selecting items such as 'neighborhood range', 'short-term', 'job', 'day of the week', and 'time'. The UI components are input means for setting filtering criteria so that a job seeker can search for employers who meet the conditions, and the processor may place the aforementioned input means in the upper area of ​​the first user interface (500).

[0113] In one embodiment, the processor may receive user input selecting an item corresponding to one of a plurality of recruiter items in a list (510) included in the first user interface (500). In response to the user input, the processor may output a second user interface containing recruitment information corresponding to the selected recruiter item. For example, the second user interface may include more specific information such as detailed hiring conditions of the recruiter, workplace information, working environment, and a list of reviews, which will be explained below with reference to FIG. 6.

[0114] FIG. 6 is a diagram illustrating an example of a second user interface according to an embodiment of the present invention. In one embodiment, the recruiter grade management method may be performed by at least one processor (e.g., at least one processor (334) of the information processing system (230) of FIG. 3).

[0115] Referring to FIG. 6, the processor can generate and output a second user interface (600) containing detailed information of the recruiter in response to a user selecting a specific recruiter item on the first user interface.

[0116] In one embodiment, the second user interface (600) may include a plurality of detailed information such as recruitment information for a selected recruiter, store images, working conditions, job description, location information, and job seeker reviews. The processor may output the detailed information described above by item through the second user interface (600), and each item may be arranged to correspond to a designated visual area.

[0117] In one embodiment, the second user interface (600) may include a characteristic display area (610) for displaying attributes of an employer or characteristics of a job posting. The characteristic display area (610) may include one or more information items as text and / or graphic elements, for example, job category (e.g., store management / sales), industry category (e.g., convenience store), hiring status (e.g., new, closing soon).

[0118] Additionally, the characteristic display area (610) may include a second visual object (612) that visually indicates whether the recruiter is of the exemplary recruiter grade. For example, the second visual object (612) may include at least one of the text "Exemplary Recruiter," a grade mark, an emphasis badge, a certification icon, etc., and the second visual object (612) may be placed on the left or right side of the characteristic display area (610). By the processor outputting the second visual object (612) together with the characteristic display area (610), the user can intuitively recognize that the selected recruiter corresponds to the exemplary recruiter grade.

[0119] In one embodiment, the processor may output a second visual object (612) through the second user interface (600) when an item corresponding to the exemplary recruiter grade is selected among the recruiter items displayed on the list (510) of the first user interface (500). For example, the processor may display the second visual object (612) in the characteristic display area (610) of the recruiter only when the processor identifies the selected recruiter as the exemplary recruiter grade. The processor may not output the second visual object (612) when a recruiter item that does not correspond to the exemplary recruiter grade is selected.

[0120] FIG. 7 is a flowchart illustrating an example of a process for calculating a comprehensive score according to an embodiment of the present invention. In one embodiment, the recruiter grade management method may be performed by at least one processor (e.g., at least one processor (334) of the information processing system (230) of FIG. 3).

[0121] Referring to FIG. 7, the process of calculating a comprehensive score may begin with the processor calculating a first score corresponding to the number of reviews for each of one or more candidate recruiters (S710). In one embodiment, the processor may set a plurality of intervals based on the number of registered reviews for each recruiter and assign a first score according to the interval. For example, the processor may calculate a first score of 0 points when the number of reviews is less than 5, 1 point when it is 5 or more but less than 10, 2 points when it is 10 or more but less than 20, 3 points when it is 20 or more but less than 30, and 4 points when it is 30 or more.

[0122] Subsequently, the processor can calculate a second score corresponding to the proportion of subjective reviews among the reviews (S720). In one embodiment, the processor can calculate the proportion of reviews containing subjective reviews based on the total number of reviews and calculate a second score according to that proportion. For example, the processor can calculate 0 points as the second score if the proportion of subjective reviews is less than 10%, 1 point if it is 10% or more but less than 30%, 2 points if it is 30% or more but less than 50%, and 3 points if it is 50% or more. Subjective reviews may include free-form reviews entered by the user in text form.

[0123] Subsequently, the processor may calculate a third score corresponding to the proportion of positive reviews among the reviews (S730). In one embodiment, the processor may calculate the selection ratio of items corresponding to positive reviews and calculate a third score according to the ratio. For example, the processor may calculate 0 points as the third score if the positive review ratio is less than 50%, 1 point if it is 50% or more but less than 70%, 2 points if it is 70% or more but less than 90%, and 3 points if it is 90% or more. Positive reviews may include items selected as 'I recommend it', 'It's okay', etc.

[0124] Subsequently, a total score can be calculated based on the first score, the second score, and the third score (S740). The processor can calculate the total score by summing the scores for each item or by applying pre-set weights. For example, the processor can simply sum the scores or calculate the total score using a weighted sum method by assigning weights to the second score and the third score. The total score can be calculated as a value between 0 and 10 points, for example.

[0125] In one embodiment, the processor may calculate a response score for each of one or more candidate recruiters and calculate a fourth score corresponding to the response score. The response score may be calculated based on at least one of whether a response was made to a job seeker's inquiry or request, the average time taken to respond, or the response persistence rate over a certain period. For example, the processor may check whether a response was made to a job seeker's chat inquiry, support message, phone request, etc. received within a certain period, and calculate the fourth score based on the response rate. The processor may set the fourth score to 0 points if the response rate is less than 30%, 1 point if it is 30% or more but less than 60%, 2 points if it is 60% or more but less than 90%, and 3 points if it is 90% or more. Additionally, or alternatively, the processor may be configured to assign a relatively higher score to the fourth score as the average time taken to respond to a job seeker's inquiry or request is shorter. Additionally, or alternatively, the processor may be configured to assign a relatively higher score to the Fourth Score as the response persistence rate to a job seeker's inquiry or request over a certain period increases. Subsequently, the processor may update the Composite Score based on the calculated Fourth Score. For example, the processor may recalculate the Composite Score by adding the Fourth Score to the previously calculated Composite Score or by applying separate weights. The Fourth Score is an evaluation item related to response sincerity and may be applied preferentially over some items of the existing score or reflected secondarily.

[0126] In one embodiment, the processor may identify general report history among the report history of each of one or more candidate recruiters that does not correspond to significant report history. General report history may include relatively minor items, such as, for example, poor attire, unauthorized tardiness, unfriendly response, or being unreachable. The processor may calculate a report score corresponding to the general report history received for each recruiter. For example, the processor may calculate the report score based on the number, type, or recurrence of the general report details received for each recruiter. For example, it may be set to 0 points if the number of general reports is 1 or less, -1 point if 2 to 3, and -2 points if 4 or more. Subsequently, the processor may update the overall score based on the calculated report score. For example, the processor may calculate the updated overall score by subtracting the report score from the existing overall score.

[0127] In one embodiment, the processor can calculate a reliability score based on the activity data of candidate recruiters. For example, the processor can calculate a reliability score corresponding to a reliability indicator for each of one or more candidate recruiters. Subsequently, the composite integer can be updated based on the calculated reliability score. For example, the processor can calculate the reliability score based on activity data divided into multiple time units. The specific configuration and calculation procedure for this are described below with reference to FIG. 8.

[0128] In one embodiment, the processor may extract one or more scoreable evaluation items based on at least one of the employment quality information, activity continuity information, ethics standard compliance information, or local community contribution information described in detail in FIG. 1. The processor may set a threshold value or range for each item and calculate an evaluation score for each recruiter according to the corresponding criteria. For example, the processor may calculate a score for each item based on the rate of consistency between the job posting content and actual working conditions, the accuracy of wage payment, the clarity of the job description, or the rate of consistency evaluation based on reviews included in the employment quality information. The processor may calculate a score based on data related to the repeatability of job postings, history of content improvement, job consistency, duration, and frequency included in the activity continuity information. The processor may calculate a score for each item based on the status of implementation included in the ethics standard compliance information, such as whether the applicant is enrolled in the four major insurances, whether safety training is conducted, whether non-discriminatory hiring is complied with, whether real-name verification is performed, and the history of workplace registration. The processor may calculate item-specific scores based on factors included in the local community contribution information, such as local job creation, local-based reviews and community participation history, hiring of local youth, and hiring of individuals with career breaks. Subsequently, the processor may include the calculated evaluation scores as part of the overall score or reflect them in the calculation of auxiliary indicators, such as separate reliability scores or activity health scores. At the stage of calculating the overall score or at subsequent stages, the processor may combine the item-specific scores according to weighting criteria and include them in the final evaluation result.

[0129] With the above-described configuration, the processor can quantitatively calculate a comprehensive score for each employer based on various evaluation criteria, including the number of reviews, the ratio of subjective reviews, the ratio of positive reviews, the response rate, general reporting history, reliability indicators, and employment quality-related information. Through this, grades for multiple employers can be compared and determined based on consistent standards, and the intervention of subjective judgment can be minimized.

[0130] FIG. 8 is a diagram illustrating an example of a time-series weighting method (800) used to calculate a reliability score according to an embodiment of the present invention. FIG. 9 is a flowchart illustrating an example of a reliability score calculation process according to an embodiment of the present invention. In one embodiment, the recruiter rating management method may be performed by at least one processor (e.g., at least one processor (334) of the information processing system (230) of FIG. 3). The processor may calculate a reliability score corresponding to a reliability indicator for each of one or more candidate recruiters. For example, the reliability score may be calculated based on the recruitment activity history of each of one or more candidate recruiters and evaluation information regarding the interaction between each of one or more candidate recruiters and job seekers.

[0131] In one embodiment, the recruitment activity history of an employer may include the number of job postings posted during a certain period, consistency of content between postings, whether recruitment is regular or repetitive, history of repeated postings for the same job or industry, and whether postings are approved and the approval rate. For example, the processor may calculate a reliability score based on the posting interval, text similarity of titles, job duties, working conditions, etc., and the ratio of completed approvals to approval requests.

[0132] In one embodiment, evaluation information regarding the interaction may include the response rate to job seeker inquiries, the average response time, the chat or message-based response persistence rate, the number of confirmed hires, the ratio of mentions of actual work status in reviews, and feedback expressions in the content of reviews. For example, the processor may assign a score if the response rate to job seeker inquiries within the last 30 days is above a certain standard, and may score the interaction indicator based on the frequency of review labels such as 'worked' or 'applied' or the appearance of phrases such as 'was kind' or 'keeps appointments'.

[0133] Referring to FIG. 8, the processor can calculate a reliability score according to a time series weighting method (800). In one embodiment, the processor can generate a plurality of time blocks (810) in preset time units based on activity data collected for each candidate recruiter. For example, if there is activity data for the past six months, the processor can divide the data into one-month units to form a plurality of time blocks, such as a first time block (812), a second time block (814), a third time block (816), etc.

[0134] In one embodiment, the processor may calculate a block score corresponding to each time block (810) and apply a time-dependent weight (820) to the calculated block score. For example, the processor may apply a first weight (822) to a first time block (812) that is close to the current time, and a second weight (824) and a third weight (826) to a second time block (814) and a third time block (816), respectively, which are earlier time points. At this time, each weight may be set to a value that gradually decreases as it moves further away from the time point. For example, it may be set to 1.0 for the recent block, and 0.8, 0.6, 0.4, 0.2, etc., for the preceding blocks. However, it is not limited thereto, and the processor may adjust the decrease range of the weight, the method of application, or the total sum of the weights according to the purpose of evaluation, service policy, or characteristics of activity data.

[0135] In one embodiment, the processor may calculate a block score by multiplying the block score calculated for each time block (810) by a corresponding weight, and calculate a final reliability score by accumulating and summing the calculated block scores. Subsequently, the calculated reliability score may be integrated with the overall score and utilized, or used as an auxiliary indicator when determining the rating of an exemplary recruiter.

[0136] Referring to FIG. 9, the reliability calculation process may be initiated by a processor dividing activity data into preset time units to generate multiple time blocks (S910). As described above in FIG. 8, the processor may generate multiple time blocks by dividing the data into time intervals, such as 2-week units or 1-month units, based on activity data over the past 6 months.

[0137] Subsequently, based on activity data, block scores corresponding to multiple time blocks can be calculated (S920). Here, the processor can calculate sub-scores for each item based on activity health indicators corresponding to each time block and calculate block scores by summing them. For example, the activity health indicators may include at least one item among the job posting approval rate, positive review rate, overbehavior indicator, inquiry response rate, hiring confirmation history, number of open-ended reviews, applicant satisfaction, and open-ended reviews.

[0138] In one embodiment, the activity health indicator is a quantitative indicator calculated based on the job seeker's activity history within the platform and may include multiple items that can be used to calculate a reliability score. For example, the job posting approval rate may be defined as the percentage of resumes or applications submitted by job seekers that are approved after satisfying the platform's review criteria, and if the approval rate exceeds a predetermined standard, a predetermined score may be assigned.

[0139] Additionally, or alternatively, the positive review ratio may be calculated as the ratio of reviews written by employers about job seekers that are rated as 'I recommend it,' and the processor may calculate a sub-score based on the said positive review ratio. The overbehavior indicator is an indicator for determining whether the frequency of support requests or chat requests made by a job seeker within a specified period exceeds a predefined limit, and may calculate a sub-score based on the existence of a history of excessive support or excessive chat requests.

[0140] Additionally, or alternatively, the inquiry response rate is an indicator representing the percentage of times an employer responds to a job seeker's chat message; if it exceeds a predetermined standard, a set sub-score may be assigned to reflect communication sincerity. Additionally, or alternatively, the hiring confirmation history is an item calculated based on the employer's actual hiring history through the platform, and a sub-score may be calculated based on the number of confirmed hires. Additionally, or alternatively, the number of open-ended reviews is defined as the accumulated number of reviews entered in a free format by job seekers regarding the employer; if the said number exceeds a standard, the processor may assign a sub-score based on the evaluation history.

[0141] Additionally or otherwise, applicant satisfaction is an average score calculated based on multi-stage evaluation results such as 'good', 'okay', and 'disappointing' entered by job seekers, and sub-scores can be calculated based on the above average score. Additionally or otherwise, multiple-choice reviews may include quantitative indicators calculated by combining multiple items such as the employer's recruitment activity history, chat response attitude, hiring confirmation rate, and review evaluation text.

[0142] In one embodiment, the processor may set scoring criteria for each item included in each activity health indicator. For example, sub-scores for each item may be calculated in such a manner as +10 points if the job posting approval rate is 80% or higher, 0 points if it is less than 60%, +5 points if the positive review rate is 90% or higher, -5 points if overbehavior exceeds a certain standard, +3 points per confirmed hiring, +1 point per review of the 'actually worked' type, and -2 points if negative keywords such as 'unfriendly' are included. Subsequently, the processor may calculate block scores corresponding to each time block based on the calculated sub-scores. For example, block scores corresponding to each time block may be calculated by summing or averaging the calculated sub-scores.

[0143] Afterwards, sequentially lower weights can be applied to each block score as the time blocks correspond to the past (S930). For example, the processor may apply a weight of 1.0 to time blocks closer to the current time, and sequentially apply lower weights such as 0.8, 0.6, and 0.4 to time blocks further in the past.

[0144] Subsequently, a reliability score can be calculated by summing each block score (S940). The processor can calculate a weighted block score by multiplying the block score of each time block by a corresponding weight, and calculate a reliability score for a candidate recruiter by summing the multiple calculated block scores. The processor can reflect the calculated reliability score in the comprehensive score calculation step or apply it as an independent criterion for determining the grade of an exemplary recruiter.

[0145] With the above-described configuration, a reliability score reflecting the passage of time can be calculated, allowing job seekers to determine reliable employers based on current standards, and enabling employer evaluation that does not rely solely on temporary activities or past history.

[0146] The above-described flowchart and description are merely examples of the present disclosure, and the scope of the present disclosure is not limited to the above-described flowchart and description. For example, one or more steps in the flowchart and the above-described description may be added, changed, or deleted, the order of one or more steps may be changed, and one or more steps may be performed simultaneously.

[0147] The method described above may be provided as a computer program stored on a computer-readable recording medium for execution on a computer. The medium may continuously store a program executable by a computer, or temporarily store it for execution or download. Additionally, the medium may be various recording or storage means in the form of a single or multiple hardware components combined, and may not be limited to a medium directly connected to a computer system but may exist distributed over a network. Examples of media may include magnetic media such as hard disks, floppy disks, and magnetic tapes; optical recording media such as CD-ROMs and DVDs; magneto-optical media such as floptical disks; and media configured to store program instructions, including ROM, RAM, and flash memory. Furthermore, other examples of media may include recording or storage media managed by app stores that distribute applications or sites and servers that supply or distribute various other software.

[0148] The methods, operations, or techniques of the present disclosure may be implemented by various means. For example, these techniques may be implemented in hardware, firmware, software, or a combination thereof. Those skilled in the art will understand that the various exemplary logical blocks, modules, circuits, and algorithmic steps described in connection with the disclosure herein may be implemented in electronic hardware, computer software, or a combination of both. To clearly illustrate such interchangeability between hardware and software, various exemplary components, blocks, modules, circuits, and steps have been generally described above in terms of their functional aspects. Whether such functions are implemented in hardware or in software depends on the design requirements imposed on the specific application and the overall system. Those skilled in the art may implement the functions described in various ways for each specific application, but such implementations should not be construed as departing from the scope of the present disclosure.

[0149] In a hardware implementation, the processing units used to perform the techniques may be implemented in one or more ASICs, DSPs, digital signal processing devices (DSPDs), programmable logic devices (PLDs), field programmable gate arrays (FPGAs), processors, controllers, microcontrollers, microprocessors, electronic devices, other electronic units designed to perform the functions described in this disclosure, computers, or a combination thereof.

[0150] Accordingly, the various exemplary logic blocks, modules, and circuits described in connection with the present disclosure may be implemented or performed by any combination of general-purpose processors, DSPs, ASICs, FPGAs or other programmable logic devices, discrete gate or transistor logic, discrete hardware components, or those designed to perform the functions described herein. A general-purpose processor may be a microprocessor, but alternatively, the processor may be any conventional processor, controller, microcontroller, or state machine. The processor may also be implemented as a combination of computing devices, for example, a DSP and a microprocessor, a plurality of microprocessors, one or more microprocessors coupled with a DSP core, or any other combination of configurations.

[0151] In firmware and / or software implementations, techniques may be implemented as instructions stored on a computer-readable medium such as random access memory (RAM), read-only memory (ROM), non-volatile random access memory (NVRAM), programmable read-only memory (PROM), erasable programmable read-only memory (EPROM), electrically erasable PROM (EEPROM), flash memory, compact disc (CD), magnetic or optical data storage devices, etc. The instructions may be executable by one or more processors, and may cause the processor(s) to perform specific aspects of the functions described in this disclosure.

[0152] When implemented in software, the techniques described above may be stored on a computer-readable medium as one or more instructions or code, or transmitted through a computer-readable medium. Computer-readable media include both computer storage media and communication media, including any medium that facilitates the transmission of a computer program from one place to another. Storage media may be any available medium accessible by a computer. As a non-limiting example, such computer-readable media may include RAM, ROM, EEPROM, CD-ROM or other optical disk storage, magnetic disk storage or other magnetic storage devices, or any other medium accessible by a computer that can be used to transfer or store desired program code in the form of instructions or data structures. Additionally, any connection is appropriately referred to as a computer-readable medium.

[0153] For example, if software is transmitted from a website, server, or other remote source using coaxial cable, fiber optic cable, twisted pair cable, digital subscriber line (DSL), or wireless technologies such as infrared, radio, and microwave, coaxial cable, fiber optic cable, twisted pair cable, digital subscriber line, or wireless technologies such as infrared, radio, and microwave are included within the definition of a medium. As used herein, disk and disc include CD, laser disc, optical disc, DVD (digital versatile disc), floppy disk, and Blu-ray disc, wherein disks usually play data magnetically, whereas discs play data optically using a laser. The above combinations should also be included within the scope of computer-readable media.

[0154] The software module may reside in RAM memory, flash memory, ROM memory, EPROM memory, EEPROM memory, registers, a hard disk, a removable disk, a CD-ROM, or any other known form of storage medium. An exemplary storage medium may be connected to a processor so that the processor can read information from the storage medium or write information to the storage medium. Alternatively, the storage medium may be integrated into the processor. The processor and the storage medium may exist within an ASIC. The ASIC may exist within a user terminal. Alternatively, the processor and the storage medium may exist as separate components within the user terminal.

[0155] Although the embodiments described above have been described as utilizing aspects of the subject matter disclosed herein in one or more standalone computer systems, the present disclosure is not limited thereto and may be implemented in conjunction with any computing environment, such as a network or a distributed computing environment. Furthermore, aspects of the subject matter in the present disclosure may be implemented in a plurality of processing chips or devices, and storage may be similarly affected across a plurality of devices. Such devices may include PCs, network servers, and portable devices.

[0156] Although the present disclosure has been described in relation to some embodiments, various modifications and changes may be made without departing from the scope of the present disclosure as understood by a person skilled in the art to which the invention of the present disclosure pertains. Furthermore, such modifications and changes should be considered to fall within the scope of the claims appended to this specification. Explanation of the symbols

[0157] 100: User 110: User terminal 120: User Interface

Claims

Claim 1 A method for managing a job seeker grade, performed by at least one processor of an information processing system, comprising: receiving activity data for a plurality of job seekers; selecting one or more candidate job seekers among the plurality of job seekers who satisfy a preset condition based on the activity data, wherein the preset condition includes a condition that there is no significant report history among the report history of the plurality of job seekers; calculating a comprehensive score for each of the one or more candidate job seekers based on the activity data; identifying a job seeker among the one or more candidate job seekers who is included within a preset upper threshold ratio as an exemplary job seeker grade based on the comprehensive score; and providing a user interface to a user terminal that includes at least one visual object corresponding to the exemplary job seeker grade, wherein the activity data includes at least one of job seeker review information, job seeker report information, job posting information, or system usage history. Claim 2 A method for managing recruiter grades according to claim 1, wherein the aforementioned important reporting history includes a reporting history corresponding to at least one of non-payment of minimum wage, illegal or unsound business operation, or work instructions different from the job posting. Claim 3 A method for managing recruiter grades according to claim 1, wherein the step of calculating the comprehensive score comprises: a step of determining whether the number of reviews for each of the one or more candidate recruiters is greater than or equal to a predetermined threshold; a step of determining whether there are subjective reviews among the reviews; and a step of determining whether the ratio of positive reviews among the reviews is greater than or equal to a predetermined threshold ratio. Claim 4 A method for managing recruiter grades according to claim 1, wherein the step of calculating the comprehensive score comprises: a step of calculating a first score corresponding to the number of reviews for each of the one or more candidate recruiters; a step of calculating a second score corresponding to the ratio of subjective reviews among the reviews; a step of calculating a third score corresponding to the ratio of positive reviews among the reviews; and a step of calculating the comprehensive score based on the first score, the second score, and the third score. Claim 5 A method for managing recruiter grades according to claim 4, wherein the step of calculating the comprehensive score comprises: a step of calculating a fourth score corresponding to a response score for each of the one or more candidate recruiters; and a step of updating the comprehensive score based on the calculated fourth score, wherein the response score is calculated based on at least one of whether a response is given to a job seeker's inquiry or request, the average time taken to respond, or the response persistence rate over a certain period. Claim 6 A method for managing recruiter grades according to claim 4, wherein the step of calculating the comprehensive score further comprises: a step of identifying a general reporting history that does not correspond to the important reporting history among the reporting history of each of the one or more candidate recruiters; a step of calculating a reporting score corresponding to the general reporting history; and a step of updating the comprehensive score based on the calculated reporting score. Claim 7 A method for managing recruiter grades according to claim 1, further comprising: a step of calculating a reliability score corresponding to a reliability indicator for each of the one or more candidate recruiters; and a step of updating the comprehensive score based on the calculated reliability score, wherein the reliability score is calculated based on the recruitment activity history of each of the one or more candidate recruiters and evaluation information regarding the interaction between each of the one or more candidate recruiters and job seekers. Claim 8 A method for managing recruiter grades according to claim 7, wherein the step of calculating the reliability score comprises: a step of generating a plurality of time blocks by dividing the activity data into preset time units; a step of calculating a block score corresponding to the plurality of time blocks based on the activity data; a step of applying sequentially lower weights to each of the calculated block scores as the time blocks corresponding to the past are further back; and a step of calculating the reliability score by summing each of the block scores to which the weights have been applied. Claim 9 In claim 8, the step of calculating the block score comprises: a step of calculating a sub-score corresponding to each item according to a preset score standard based on an activity health indicator including at least one item among a job posting approval rate, a positive review rate, an overbehavior indicator, an inquiry response rate, a history of confirmed hiring, the number of subjective reviews, applicant satisfaction, or objective reviews, in each of the plurality of time blocks; and a step of calculating each of the plurality of block scores based on the calculated sub-score corresponding to each of the plurality of time blocks. Claim 10 A method for managing recruiter grades according to claim 1, wherein the step of selecting one or more candidate recruiters further comprises: a step of identifying job type information included in the job postings of the plurality of recruiters based on the activity data; a step of identifying a recruiter among the plurality of recruiters whose job type information corresponds to a pre-set job type; and a step of excluding the identified recruiter from the one or more candidate recruiters. Claim 11 A method for managing recruiter grades according to claim 1, wherein the step of selecting one or more candidate recruiters is performed repeatedly according to a preset evaluation cycle. Claim 12 A method for managing recruiter ratings according to claim 1, wherein the activity data further includes at least one of employment quality information, activity continuity information, ethical standard compliance information, or local community contribution information. Claim 13 A method for managing recruiter grades according to claim 1, wherein the user interface comprises a first user interface including a list of the plurality of recruiters, and configured such that a first visual object associated with the exemplary recruiter grade is displayed on an item corresponding to the exemplary recruiter grade among the plurality of recruiter items included in the list. Claim 14 A method for managing recruiter grades according to claim 13, wherein the step of providing the user interface to a user terminal includes, in response to receiving user input from the user terminal selecting any one of the items in the list, providing the user terminal with a second user interface including recruitment information corresponding to the selected item. Claim 15 A computer program stored on a computer-readable recording medium for executing a method according to any one of paragraphs 1 through 14 on a computer. Claim 16 An information processing system comprises: a memory; and at least one processor connected to the memory and configured to execute at least one computer-readable program included in the memory, wherein the at least one program includes instructions for receiving activity data for a plurality of recruiters, selecting one or more candidate recruiters among the plurality of recruiters who satisfy a preset condition based on the activity data, calculating a composite score for each of the one or more candidate recruiters based on the activity data, identifying a recruiter among the one or more candidate recruiters who falls within a preset upper threshold ratio as an exemplary recruiter grade based on the composite score, and providing a user interface to a user terminal that includes at least one visual object corresponding to the exemplary recruiter grade, wherein the preset condition includes a condition in which there is no significant report history among the report history of the plurality of recruiters, and the activity data includes at least one of job seeker review information, job seeker report information, job posting information, or system usage history.

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