JP7745862B2 - Talent matching system, talent matching program, and talent matching system - Google Patents

Description

The present invention relates to a human resources matching system that can efficiently utilize human resources that can meet diverse consumer needs.

Various techniques for matching job seekers with employers have been known for some time. Specifically, there are attempts to score whether a workplace is comfortable to work in using objective indicators, and provide the results to job seekers, thereby matching them with employers that the job seekers consider desirable.

The following Patent Documents 1 and 2 provide details of the above technologies. Patent Document 1 discloses technology configured to allow job seekers to apply for jobs with peace of mind by obtaining information on businesses evaluated by a third-party organization. Patent Document 2 discloses technology that matches job seekers' personal information, such as their hobbies and hometown, with information such as the presence and number of people in the workplace who share common hobbies, live in nearby areas, or have the same hometown. This eliminates psychological anxiety and provides a comfortable working environment.

JP 2020-064516 A JP 2019-175338 A

However, with the prior art described in Patent Document 1, it is difficult to say that there is any guarantee that the objective evaluation by a third party will provide employer information that the job seeker is satisfied with. The prior art described in Patent Document 2 is also difficult to say is suitable for job seekers who cannot accept the premise that a workplace with many people who share the same hobbies or hometowns will be a comfortable working environment.

More specifically, in the case of job seekers working at businesses that serve the general public, such as retail sales, what employers are looking for is someone who is skilled at customer service, and what job seekers are looking for is a place where they can provide rewarding customer service, so it is difficult to say that matching is being done from this perspective. Furthermore, the content of job offers can differ between different stores of the same business depending on conditions such as location and opening hours, making it difficult to respond to such specific individual job offers.

To solve the above problems, the present invention proposes a human resources matching system that includes a job seeker ID holding unit that holds a job seeker ID, which is an ID for identifying a job seeker, along with attribute information about the job seeker; a recruiting entity ID holding unit that holds a recruiting entity ID, which is an ID for identifying a business that is the recruiting entity, along with operation-related information, which is information about the business's operation; a job request receiving unit that receives a job request linked to specified attribute information from the recruiting entity; and a job seeker extraction unit that, in response to the received job request, extracts job seekers linked to one or more job seeker IDs using the operation-related information related to the recruiting entity ID.

Furthermore, in relation to the invention of this system, we also propose a human resources matching system that further includes an evaluation reception unit that accepts evaluations of specified job seekers by linking them with a recruiting entity ID, or accepts evaluations of specified recruiting entities by linking them with a job seeker ID, and an evaluation recording unit that records the accepted evaluations as job seeker attribute information or recruiting entity work-related information, and the job seeker extraction unit has evaluation utilization means that also uses the recorded evaluations to extract job seekers.

Furthermore, in relation to the invention of this system, we also propose a human resources matching system in which the job seeker extraction unit has a means for utilizing information from other parties to extract job seekers using work-related information from other recruiting entities.

In addition, we also propose inventions for methods and programs to realize the system invention.

The present invention, which is primarily configured as described above, makes it easy to match employers and job seekers in a way that is optimal from a consumer perspective.

Schematic diagram of the talent matching system of the present invention. FIG. 1 is a diagram illustrating an example of a functional block of a talent matching system according to a first embodiment. FIG. 10 is a diagram showing an example of job seeker ID storage in a job seeker ID storage unit; FIG. 1 is a schematic diagram illustrating an example of a configuration in which the functional components of the talent matching system according to the first embodiment are integrated and implemented as a single piece of hardware. FIG. 1 is a diagram showing an example of a processing flow in the talent matching system of the first embodiment. FIG. 10 is a diagram showing an example of a functional block of a talent matching system according to a second embodiment. FIG. 10 is a diagram showing an example of a processing flow in the talent matching system of the second embodiment. FIG. 10 is a diagram showing an example of a functional block of a talent matching system according to a third embodiment. FIG. 10 is a diagram showing an example of a processing flow in the talent matching system of the third embodiment.

First, let's look at Figure 1. Figure 1 is a diagram showing an overview of the present invention. As shown in this diagram, job seekers record their own attribute information in advance on a server via a network using their own terminal, and hiring entities also record their own work-related information on a server via a network using their own terminal. When a hiring entity requests a job, the server extracts job seekers who match the hiring entity's business.

Each embodiment of the present invention will be described below with reference to the drawings. First, the relationship between the embodiments and the claims is as follows: First, embodiment 1 mainly corresponds to claims 1, 4, 5, etc.; embodiment 2 mainly corresponds to claim 2, etc.; embodiment 3 mainly corresponds to claim 3, etc.

Note that the present invention is not limited to these embodiments in any way, and may be implemented in various forms within the scope of the technical concepts set forth in each claim in accordance with common technical knowledge and without departing from the spirit of the invention.

<<First Embodiment>>
<Overview>
2 is a diagram showing an example of the functional blocks of the talent matching system of this embodiment. As shown in the figure, the talent matching system 0200 of this embodiment has a job seeker ID storage unit 0201, a recruiting entity ID storage unit 0202, a recruitment request receiving unit 0203, and a job seeker extraction unit 0204.

The talent matching system, described in detail below, can be configured to implement one or more of its functions using multiple devices, and its functional blocks can all be implemented as hardware or software. Examples of devices that use computers include hardware components such as a CPU, main memory, GPU, TPU, image memory, bus, secondary storage device (hard disk or non-volatile memory), various input devices such as a keyboard, microphone, touch panel, and electronic pen for touching the touch panel, speakers, displays and other various output devices, and other external peripheral devices, as well as interfaces for these external peripheral devices, communication interfaces, driver programs for controlling this hardware, and other application programs.

Then, through computational processing according to the program deployed on main memory, data input from input devices and other interfaces and stored in memory and hardware is processed and stored, and commands for controlling the hardware and software are created. Here, the above programs may be realized as multiple modular programs, or two or more programs may be combined using cloud computing or other methods to be realized as a single program.

<Functional configuration>
The "job seeker ID holding unit" 0201 is configured to hold a job seeker ID, which is an ID for identifying a job seeker, along with attribute information about the job seeker. There may be various specific modes of holding a job seeker ID, and in addition to a mode in which the job seeker ID is stored and held in a database in advance, maintaining a state in which the job seeker ID can be used by sending and receiving data to and from an external server via a network also falls under the term "holding" here (the same basically applies to modes of holding various other information specified in this specification).

Typically, one job seeker ID is assigned to each job seeker, but a configuration in which multiple IDs are assigned is not excluded. It is also possible to generate multiple job seeker IDs for each specified attribute information and link each to a single job seeker. By adopting this configuration, it is possible to generate job seeker IDs that correspond to the job seeker's career history, thereby making the search process more efficient.

There are no particular restrictions on job seeker attribute information, so long as it can be information that can be used for recruiting or job hunting, and examples include the job seeker's work history, qualifications, hobbies, and interests/business types. Furthermore, it is desirable for work history to be specific, such as the type of job, at which store, and for what period of time, and it is anticipated that this information will constitute attribute information with a hierarchical structure.

Here, Figure 3 is shown. This figure is a structural diagram illustrating an example of job seeker ID storage, particularly for a job seeker who has worked in the apparel industry. The figure shows how various attribute information 0300 related to a job seeker assigned the job seeker ID "AD0101" is linked and stored. The leftmost columns in the figure represent the items set as attribute information, with "Work History," "Previous Positions," "Qualifications," and "Hobbies," and the information corresponding to each item is listed in the column to the right of the item. The column to the right of the "Work History" item records three periods, and the column further to the right lists the stores or establishments where the job seeker has worked, and the column to the right of that lists the job type at each establishment. This shows an example of a configuration that allows a job seeker's work history to be broken down and stored. By configuring the content entered in each field to be linked to a job seeker ID and ultimately to a specific job seeker, like a tag, for example, the job seeker extraction unit described below can perform efficient and complex processing and provide effective processing results.

Furthermore, the figure also shows that the right side of the "Experienced Positions" column links and stores the positions the corresponding job seeker has held to date, such as sales staff, team leader, store manager, etc. This information can be used as a reference for understanding the job seeker's suitability for specific tasks.

Furthermore, in the same diagram, information such as Eiken Grade 2, Color Examination Grade 1, and Merchandise Decoration and Display Skills Examination Grade 2 is listed to the right of the "Qualifications" column, indicating that the corresponding job seeker has obtained these qualifications. By using this information, it is possible to match the job seeker with a job posting that targets people with specific qualifications.

In addition, in the diagram, information such as watching movies and snowboarding is listed to the right of the "Hobbies" column, indicating that the corresponding job seeker has these hobbies. Employers may design stores based on a specific concept or create stores targeting customers with specific tastes (some of which may be included in the operation-related information described below). Using this information makes it easier to determine whether the job seeker meets the employer's intentions, which can ultimately contribute to effective matching.

Note that the attribute information shown in the diagram does not include personal information such as the job seeker's name, age, address, facial photo, or full-body photo. While it is not excluded to include such personal information in the attribute information, it is desirable to distinguish this personal information from the attribute information referred to here and store it in association with the job seeker ID. By adopting this configuration, matching can be performed without using personal information, making it possible to extract talent that will truly contribute to the business without the influence of the hiring entity's preferences or preconceptions.

With the above in mind, the attribute information items shown in Figure 3 are merely examples, and excluding the circumstances mentioned above, it does not preclude the acquisition and retention of other information. For example, it is of course possible to acquire attribute information such as annual income from previous jobs or characteristics of the items mainly handled (foreign brands, accessories, men's or women's, etc.), and this information can be added, deleted, or amended as appropriate by the job seeker. By adopting such a configuration, it becomes possible to perform matching processing using the latest situation.

Furthermore, the attribute information may not only be stored as textual information as described above, but also may be scored and the results stored. The rules and processing mechanisms for scoring may be set as appropriate, but if the processing is performed in advance and then stored, the processing load on the job seeker extraction unit, which will be described later, can be reduced.

Incidentally, the job seeker ID storage unit may acquire the job seeker ID in a variety of ways, including accepting, acquiring, and storing information directly entered by the job seeker in response to the above-mentioned items, or acquiring information by accepting a selection from pre-prepared options. A configuration in which all information is freely entered by the job seeker may increase the load on subsequent extraction processing, so it is desirable to acquire and store at least some of the attribute information by accepting a selection from pre-prepared options.

The "recruiter ID storage unit" 0202 is configured to store a recruiter ID, which is an ID used to identify the recruiter, along with operation-related information, which is information related to the operation of the recruiter. The "recruiter" here refers to the business that is recruiting, but is understood to include not only the corporate name or business name, but also at least the location where the business is carried out. When it comes to recruitment, what is important is the type of work the person will be engaged in, and the business name alone does not necessarily allow the content of the work to be identified. By identifying the location where the business is carried out, it is possible to understand the overview, customer demographic, concept, etc. of the business being carried out at that location, as well as distinguish it from other recruitment content.

Multiple recruiting entity IDs may be assigned to a single business. Specifically, in the case of a business that operates multiple stores, or a business that operates both stores and an online shopping business, a separate recruiting entity ID will be assigned to each store or business. In other words, even in the case of a business that does not have a physical location, such as online shopping, a single independent recruiting entity ID will be assigned if the business is distinguished from other businesses. However, a single business that operates multiple stores may also be configured to be assigned a general recruiting entity ID as an ID to consolidate the individual recruiting entity IDs.

The recruiting entity ID is stored together with operation-related information, which is information related to the operation of the recruiting entity. The operation-related information referred to here may collectively include various information generated, acquired, or configured in connection with the operation of the business run by the recruiting entity. For a store operation, possible information might include the number of customers per given time unit at the store, the gender attributes and age composition of customers, the number of accompanying persons, the composition of customers (families, couples, solo visitors, etc.), average purchase price, payment method, rankings of best-selling items, sale periods, changes in sales by day of the week or season, changes in sales by weather, average length of stay, etc. For online shopping, in addition to the above information, information such as login time, the user's residential area, and the route of entry may be included.

Of course, other information that may be included in the operation-related information includes the content, type, price, menu, business hours, accepted payment methods, store size, number of employees, opening date, and other information. By adopting a configuration in which each of these pieces of information is linked to the hiring entity, it becomes possible to grasp the business situation of the hiring entity in detail and easily match job seekers who fit that business situation.

Note that work-related information may be acquired and stored by a recruiting entity associated with the work-related information. One example is a configuration in which information acquired through various means, such as a beacon or POS register installed at the store entrance of the recruiting entity, point card usage history, or the results of consumer survey responses, is acquired directly via a network. It is also possible to configure the system to accept input arbitrarily by the recruiting entity, but in this case, as explained in relation to the job seeker ID storage unit, it is similarly preferable to accept input by selecting from pre-set options.

Furthermore, with regard to operation-related information, rather than just being stored as text information as described above, it is also possible to score each piece of information and store the results. As with the attribute information, the rules and processing mechanisms for scoring can be set as appropriate. By adopting a configuration in which this processing is performed in advance and then stored, it is possible to reduce the processing load on the job seeker extraction unit, which will be described later.

The "job request receiving unit" 0203 is configured to receive a job request linked to specified attribute information from a job seeker. The job request here does not simply mean a job request that limits or specifies work-related information, such as a request for a specific number of hours, a certain income, or a specific work location. This is because even if a matching process is performed in response to such a job request, it is difficult to say that a match that truly matches the abilities of the job seeker can be achieved. The present invention enables a matching process that truly matches the job by allowing the job seeker to clearly state their request based on information such as what kind of work experience they have, what kind of sensibilities they have, and what kind of workplace they can use their abilities in.

There may be various specific modes for accepting job vacancies. For example, one possible configuration is to accept job vacancies at the timing of the hiring entity's choosing. However, it may also be possible to accept job vacancies periodically or continuously at predetermined times without the hiring entity's instructions or selection, but not make job vacancies at the hiring entity's choosing. In the present invention, it is conceivable that hiring entities have a variety of recruitment objectives, such as those seeking continuous employment or those seeking short-term or one-off work. Therefore, by adopting this configuration, hiring entities can appropriately determine whether or not there are job seekers and what type of job seekers will be extracted, even in the case of sudden job vacancies.

Furthermore, specific examples of "job requests linked to specified attribute information" include, for example, searching for pre-selected or tagged attribute information, accepting a selection, extracting specified attribute information, and then making a job request linked to the extracted attribute information. By adopting this configuration, it is possible to avoid operations where the selection or identification of attribute information for each recruiting entity becomes too abstract, resulting in poor matching processing.

The "job seeker extraction unit" 0204 is configured to extract job seekers linked to one or more job seeker IDs in response to a received job recruitment request, using the job recruiter ID and associated work-related information. When a job recruitment request is received, it is associated with specific attribute information, and the job seeker extraction process is performed using this attribute information and work-related information.

However, there is a possibility that the processing result will be that no suitable job seekers can be extracted for the received job request. However, because whether or not something is "suitable" is ultimately subjective, in this invention it is desirable to ensure that one or more job seekers are extracted using a specified method. In this case, it is possible to provide a reason output means that outputs the extraction results together with the reason for the extraction, such as stating that the extraction results are not based on a judgment that there is a high affinity, but only that there is a possibility of a relatively high affinity. By adopting this configuration, it becomes possible to provide specific information for the hiring entity to use in making a decision.

Various specific processing methods are conceivable for extracting job seekers. For example, scored attribute information may be used to extract one or more job seeker IDs that have that score or are linked to a score that is close to that score, and then the results of scoring work-related information associated with the recruiting entity ID may be used to extract job seeker IDs that have an affinity with that score.

It is also possible to consider a method of extracting job seeker IDs using not only scored attribute information but also scored work-related information. Specific algorithms for extraction processing using other scores can be determined in any appropriate manner. For example, predetermined rules may be stored and processing may be performed in accordance with those rules. Alternatively, a trained model generated in advance for the extraction processing may be stored, scores may be input into that trained model, and job seeker IDs may be extracted using the output results.

The extraction algorithm described above can be modified or revised as needed, and multiple algorithms can be selectively applied. By adopting such a configuration, it becomes possible to match job offers with job seekers in a timely manner.

Here, the job seeker extraction unit performs the job seeker extraction process, but the type of processing to be performed thereafter can be configured as appropriate. For example, it is possible to provide a result display unit for displaying and outputting the extraction results to the hiring entity, an offer output unit for outputting an offer letter to the extracted job seeker via electronic means, or an intention confirmation unit for outputting a questionnaire to confirm the job seeker's intention via electronic means. The information on the extracted job seeker need only be that which is necessary to realize these functions, and the information on the job seeker that becomes the extraction result may be limited to the hiring entity at the extraction stage. By adopting this configuration, it is possible to avoid the unnecessary disclosure of personal information on job seekers to the hiring entity, ensuring information management and providing job seekers with a sense of security.

<Specific configuration>
FIG. 4 is a schematic diagram showing an example of a configuration in which the functional components of the talent matching system of this embodiment are integrated into a single piece of hardware. Each device includes a "CPU" 0401 for executing various arithmetic operations, a "storage device (storage medium)" 0402, a "main memory" 0403, an "input interface" 0404, an "output interface" 0405, and a "network interface" 0406. Information is exchanged with external peripheral devices, such as a "touch panel" 0407 and a "display" 0408, via the input/output interfaces. Information may also be exchanged with external devices, such as a "job seeker terminal" 0409, via the network interface. The specific form of this network interface may be wired or wireless, and the communication method may be direct or indirect. Therefore, it is also possible to employ a so-called cloud computing format in which information is exchanged between a specific external device or a server managed by a third party linked to the user of the device.

The storage device stores various programs as described below, and the CPU reads, deploys, and executes these programs in the work area of the main memory. These components are interconnected by data communication paths such as a "system bus" 0499, and transmit and receive information and perform processing (the basic configuration described above is the same for all of the other devices described below).

(Specific configuration of job seeker ID holding unit)
The job seeker ID holding unit is composed of a computer program and computer hardware, and specifically, the CPU reads the "job seeker ID acquisition program" 0410 from the storage device into the main memory, executes it, and records the job seeker ID together with the attribute information of the job seeker in the computer's memory area.

(Specific configuration of the recruiting entity ID holding unit)
The recruiting entity ID storage unit is composed of a computer program and computer hardware, and specifically, the CPU reads the ``recruiting entity ID acquisition program'' 0620 from the storage device into the main memory and executes it, recording the recruiting entity ID together with the operation-related information of the recruiting entity in the computer's memory area.

(Specific configuration of the job offer request reception unit)
The job vacancy request receiving unit is configured by a computer program and computer hardware. Specifically, the CPU reads out the “job vacancy request receiving program” 0630 from the storage device into the main memory and executes it to receive a job vacancy request linked with predetermined attribute information from a job vacancy entity.

(Specific configuration of the job seeker extraction unit)
The job seeker extraction unit is composed of a computer program and computer hardware. Specifically, the CPU reads the "employer extraction program" 0640 from the storage device into the main memory and executes it, and in response to a job recruitment request accepted by executing the job recruitment request acceptance program, extracts one or more job seeker IDs using the job recruiting entity ID and the associated operation-related information, and stores the results at a predetermined address in the main memory.

<Processing flow>
FIG. 5 is a diagram showing an example of the processing flow in the talent matching system of this embodiment. The processing flow in this diagram consists of the following steps. First, in step S0501, a job seeker ID, which is an ID for identifying a job seeker, is acquired along with the job seeker's attribute information (job seeker ID acquisition step). In step S0502, a recruiting entity ID, which is an ID for identifying the recruiting entity, is acquired along with operation-related information, which is information related to the recruiting entity's operation (recruiting entity ID acquisition step). Here, steps S0501 and S0502 may be processed in reverse order, or may be processed at a timing independent of the processing from step S0503 onward, or may be processed independently by adding, deleting, or changing the content of the acquired information. The same explanation of this processing applies to the following embodiments.

Then, in step S0503, a job request linked to specified attribute information is received from the recruiting entity (job request reception step), and in step S0504, a process is performed to extract job seekers linked to one or more job seeker IDs using the work-related information associated with the recruiting entity ID (job seeker extraction step).

<Effects>
By using a human resources matching system that employs the above configuration, it becomes possible to match employers and job seekers who are suitable from the perspective of consumer response.

<<Embodiment 2>>
<Overview>
The talent matching system of this embodiment basically has the same technical features as the talent matching system described in embodiment 1, but has an additional feature in that it accepts an evaluation of a specified job seeker by linking it with a recruiting entity ID, or accepts an evaluation of a specified recruiting entity by linking it with a job seeker ID, uses the accepted evaluation as the job seeker's attribute information or the recruiting entity's work-related information, and extracts job seekers using the recorded evaluation as well.

<Functional configuration>
6 is a diagram showing an example of functional blocks of the talent matching system of this embodiment implemented on a single computer (device). As shown in the diagram, the talent matching system 0600 of this embodiment includes a job seeker ID storage unit 0601, a job seeker subject ID storage unit 0602, a job offer request receiving unit 0603, a job seeker extraction unit 0604, an evaluation receiving unit 0605, and an evaluation recording unit 0606. The job seeker extraction unit further includes an evaluation utilization unit 0614. Since the basic configuration is the same as that of the talent matching system of the first embodiment described using FIG. 2, the following describes the differences, specifically, the functions of the evaluation receiving unit 0605, the evaluation recording unit 0606, and the evaluation utilization unit 0614.

The "evaluation receiving unit" 0605 is configured to accept an evaluation of a specific job seeker linked to a recruiting entity ID, or to accept an evaluation of a specific recruiting entity linked to a job seeker ID. The job seeker's evaluation here refers to an evaluation of the job seeker's work performance and customer service skills, and the recruiting entity's evaluation refers to an evaluation of the recruiting entity's work environment. The specific evaluation content may be obtained as text information, or the configuration may accept the selection of one or more specific items from a pre-set list of options that match the evaluation content.

There are no particular restrictions on the timing of when ratings can be accepted, but it is desirable to limit them to a certain period of time after the matching process. This is because if a rating is suddenly made a long time after the matching process, it will be difficult to determine the authenticity of the rating, and the reliability of the rating will be difficult to guarantee.

The "evaluation recording unit" 0606 is configured to record the received evaluation as the job seeker's attribute information or the hiring entity's work-related information. The "received evaluation" referred to here includes evaluations obtained through the free-form text described above, evaluations obtained by accepting selections from options, and even the results of scoring these evaluations according to predetermined rules. In other words, a process for scoring such evaluations is conceivable, and by acquiring and recording the results of this process as attribute information or work-related information, matching processing can be performed that also takes into account objective information about the work of the job seeker and hiring entity.

It is also possible to provide an alteration control means that prevents the person who received the evaluation from freely adding, deleting, or amending the evaluations recorded in the evaluation recording unit. It is also possible to provide a configuration restriction control means that prevents relatively negative evaluations from being made public, while allowing positive evaluations to be made public. In this way, while the recorded evaluations are used for job seeker extraction, as described below, it is possible to restrict their use for other purposes (for example, when an employer attempts to select a job seeker from multiple extracted job seekers). While this function may not necessarily be essential for achieving optimal matching, providing it can prevent a matching process that relies too heavily on evaluations when unreasonable or untrue evaluations are made.

The "evaluation utilization means" 0614 is configured to extract job seekers using the evaluations recorded in the job seeker extraction unit. Specifically, when extracting multiple job seekers, one possible mode is to output job seekers in order of the number of positive evaluations. In addition, when using scored evaluations, one possible mode is to perform the job seeker extraction process with the score also written on it. Whichever method is used, it is possible to provide the hiring entity with an objectively understandable explanation of the reasons for the selection, thereby giving them a sense of satisfaction.

<Specific configuration>
The hardware configuration of each device constituting the talent matching system of this embodiment is basically the same as the hardware configuration of the talent matching system of embodiment 1 described using Fig. 4. Therefore, the following describes the specific processing of the "evaluation receiving unit,""evaluation recording unit," and "evaluation utilization means," which have not been described so far.

(Specific configuration of the evaluation reception unit)
Specifically, the evaluation reception unit is composed of a computer program and computer hardware, and the CPU reads the "evaluation reception program" from the storage device into the main memory and executes it, linking it to the recruiting entity ID and accepting the evaluation of a specified job seeker, or linking it to the job seeker ID and accepting the evaluation of a specified recruiting entity.

(Specific configuration of the evaluation recording unit)
The evaluation recording unit is specifically composed of a computer program and computer hardware, and the CPU reads the ``evaluation recording program'' from the storage device into the main memory and executes it, and stores the evaluations obtained by executing the evaluation reception program at a specified address in the main memory either as is or after undergoing specified processing.

(Specific configuration of evaluation utilization means)
Specifically, the evaluation utilization means is composed of a computer program and computer hardware, and when the job applicant extraction program is executed, the CPU reads the "evaluation utilization subprogram" from the storage device into the main memory and executes it, and reads out the evaluations obtained by executing the evaluation recording program to extract job applicants.

<Processing flow>
7 is a diagram showing an example of the processing flow in the talent matching system of this embodiment. The processing flow in the diagram consists of the following steps. First, in step S0701, a job seeker ID, which is an ID for identifying a job seeker, is acquired along with attribute information of the job seeker (job seeker ID acquisition step). In step S0702, a recruiting entity ID, which is an ID for identifying a recruiting entity, is acquired along with operation-related information, which is information related to the operation of the recruiting entity (recruiting entity ID acquisition step).

In step S0703, an evaluation of a specified job seeker is accepted in association with the recruiting entity ID, or an evaluation of a specified recruiting entity is accepted in association with the job seeker ID (evaluation acceptance step), and in step S0704 the accepted evaluation is recorded as attribute information of the job seeker or work-related information of the recruiting entity (evaluation recording step). Here, steps S0703 and S0704 can be processed at a timing independent of the processing before and after them, and can be processed independently in the form of accepting additions, deletions, or changes to the evaluation content after recording.

Then, in step S0705, a job request linked to specified attribute information is received from the recruiting entity (job request reception step), and in step S0706, a process is performed to extract job seekers linked to one or more job seeker IDs using the work-related information associated with the recruiting entity ID, particularly evaluations (job seeker extraction step).

<Effects>
By using the talent matching system of this embodiment, it becomes possible to provide optimal matching results that take into account specific information regarding past work performance, in addition to when using the talent matching system of embodiment 1.

<<Embodiment 3>>
<Overview>
The talent matching system of this embodiment basically has the same technical features as the talent matching system described in embodiment 1, but is characterized in that it also uses operation-related information of other recruiting entities to extract job seekers.

<Functional configuration>
8 is a diagram showing an example of functional blocks when the talent matching system of this embodiment is implemented on a single computer (device). As shown in the diagram, the "talent matching system" 0800 of this embodiment includes a "job seeker ID holding unit" 0801, a "job seeker subject ID holding unit" 0802, a "job recruitment request receiving unit" 0803, and a "job seeker extraction unit" 0804, and the job seeker extraction unit further includes an "other person information utilization means" 0814. Since the basic configuration is the same as the talent matching system described using FIG. 2 of the first embodiment, the following will explain the function of the "other person information utilization means" 0814, which is the difference.

The "means for utilizing information from other parties" 0814 is configured in the job seeker extraction unit to extract job seekers using information related to the work of other recruiting entities. Here, "information related to the work of other recruiting entities" refers to information related to the business operations of recruiting entities identified by other recruiting entity IDs. By adopting this configuration, matching processing is performed while emphasizing individuality, and also using objective information such as general hiring trends based on other recruiting entities, making it possible to extract job seekers from a broad perspective.

Note that even when "using the work-related information of other recruiting entities," the manner of use may be selected as appropriate. For example, one possible method would be to select work-related information from recruiting entities in the same industry or business type, or to select work-related information from different recruiting entities within the same corporation. Another possible method would be to select work-related information from other recruiting entities in the same trade area or other recruiting entities with the same business scale, and it is desirable for these use modes to be selectable as appropriate by the recruiting entity. By adopting such a configuration, the matching process can be carried out under the conditions desired by the recruiting entity, enabling rational talent matching based on a variety of information while eliminating subjective elements.

Operation-related information from other recruiting entities may be obtained and used by acquiring operation-related information linked to other recruiting entity IDs stored in the recruiting entity ID storage unit, but is not expected to be acquired from any other external source. If processing such as the scoring described above has been performed during the process of storage in the recruiting entity ID storage unit, the operation-related information has already been processed so that it can be used in cases like this embodiment, and no special processing is required, allowing for smooth use.

<Specific configuration>
The hardware configuration of each device constituting the talent matching system of this embodiment is basically the same as the hardware configuration of the talent matching system of embodiment 1 described using Fig. 4. Therefore, the following will describe specific processing of the "other person information utilization means" that has not been described so far.

(Specific configuration of means for using information of others)
The means for utilizing information of others is specifically composed of a computer program and computer hardware, and when the job seeker extraction program is executed, the CPU reads out the "subprogram for utilizing information of others" from the storage device into the main memory and executes it, thereby performing a process of extracting job seekers using the operation-related information of other recruiting entities as well.

<Processing flow>
9 is a diagram showing an example of the processing flow in the talent matching system of this embodiment. The processing flow in the diagram consists of the following steps. First, in step S0901, a job seeker ID, which is an ID for identifying a job seeker, is acquired along with attribute information of the job seeker (job seeker ID acquisition step), and in S0902, a recruiting entity ID, which is an ID for identifying a recruiting entity, is acquired along with operation-related information, which is information related to the operation of the recruiting entity (recruiting entity ID acquisition step).

Then, in step S0903, a job request linked to specified attribute information is received from the recruiting entity (job request reception step), and in step S0904, work-related information related to the recruiting entity ID, as well as work-related information from other recruiting entities, is used to extract job seekers linked to one or more job seeker IDs (job seeker extraction step).

<Effects>
By using the talent matching system of this embodiment, it becomes possible to perform a more rational talent matching based on a wider variety of information than when the talent matching system of the first embodiment is used.

0200: Human Resources Matching System, 0201: Job Seeker ID Storage Unit, 0202: Recruiter ID Storage Unit, 0203: Recruitment Request Reception Unit, 0204: Job Seeker Extraction Unit

Claims (3)

a job seeker ID holding unit that holds a job seeker ID, which is an ID for identifying a job seeker, together with attribute information of the job seeker;
a recruiting entity ID holding unit that holds a recruiting entity ID, which is an ID for identifying a business entity that is a recruiting entity, together with operation-related information, which is information relating to the operation of the business entity;
a job offer request receiving unit that receives a job offer request linked with predetermined attribute information from the job offer entity;
a job seeker extraction unit that extracts one or more job seekers linked to the job seeker ID stored in the job seeker ID storage unit using operation-related information related to the recruiting entity ID of the recruiting entity that made the job seeker request in response to the received job seeker request;
A human resources matching system comprising :
The job seeker extraction unit of the human resources matching system has means for utilizing information of other parties to extract job seekers using operation-related information of entities other than the entity that made the job offer request . a job seeker ID acquisition step of acquiring a job seeker ID, which is an ID for identifying a job seeker, together with attribute information of the job seeker;
a recruiting entity ID acquisition step of acquiring a recruiting entity ID, which is an ID for identifying a business entity that is a recruiting entity, together with operation-related information, which is information related to the operation of the business entity;
a job offer request receiving step of receiving a job offer request linked with predetermined attribute information from the job offer entity;
a job seeker extraction step of extracting one or more job seekers linked to the job seeker ID stored in the job seeker ID storage unit using operation-related information related to the recruiting entity ID of the recruiting entity that made the job seeker request that has been received;
A human resources matching method that causes a computer to execute the following:
The human resources matching method, wherein the job seeker extraction step includes a sub-step of utilizing information of other parties to extract job seekers using operation-related information of entities other than the entity that made the job offer request . a job seeker ID acquisition step of acquiring a job seeker ID, which is an ID for identifying a job seeker, together with attribute information of the job seeker;
a recruiting entity ID acquisition step of acquiring a recruiting entity ID, which is an ID for identifying a business entity that is a recruiting entity, together with operation-related information, which is information related to the operation of the business entity;
a job offer request receiving step of receiving a job offer request linked with predetermined attribute information from the job offer entity;
a job seeker extraction step of extracting one or more job seekers linked to the job seeker ID stored in the job seeker ID storage unit using operation-related information related to the recruiting entity ID of the recruiting entity that made the job seeker request that has been received;
A human resources matching program executed by a computer ,
The job seeker extraction step includes a sub-step of utilizing information of other parties to extract job seekers using information related to work of entities other than the entity that made the job offer request .