JP2024069874A - Information processing system, information processing method, and program - Google Patents

Abstract

To provide an information processing system, method and program for improving the accuracy of appraising a staffing agent.SOLUTION: In an information processing system, a processor of a server device that can execute a program executes processing including: a first acquisition step A13 of acquiring first appraisal information indicating appraisal by a job seeker for a first activity of a staffing agent; and a second acquisition step A23 of acquiring second appraisal information indicating appraisal by the job seeker for a second activity of the staffing agent, the second activity including an activity different from the first activity. The processor further executes a determination step A51 of determining comprehensive appraisal of the staffing agent on the basis of the acquired first appraisal information and the acquired second appraisal information.SELECTED DRAWING: Figure 5

Description

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

Patent Document 1 discloses technology related to an information intermediation system that allows individual job seekers to register their job seeker information in a database and allows hiring companies to search for job seekers.

JP 2003-30314 A

Companies looking to hire personnel do not only search for job seekers themselves, but also try to secure personnel who meet their desired criteria through a recruitment agency. In such cases, it is desirable to have a system that makes it possible to identify excellent recruitment agencies.

In view of the above, the present invention aims to provide an information processing system etc. that can improve the accuracy of evaluations by recruitment agencies.

According to one aspect of the present invention, an information processing system is provided. The information processing system includes a processor capable of executing a program to perform the following steps: In a first acquisition step, first evaluation information is acquired that indicates the job seeker's evaluation of a first activity of the recruitment agent. In a second acquisition step, second evaluation information is acquired that indicates the job seeker's evaluation of a second activity of the recruitment agent, the second activity including an activity different from the first activity. In a determination step, an overall evaluation of the recruitment agent is determined based on the acquired first evaluation information and the acquired second evaluation information.

This aspect can improve the accuracy of the recruitment agency's evaluation.

1 is a diagram showing the overall configuration of an evaluation support system 1. FIG. 2 is a diagram illustrating a hardware configuration of the server device 10. FIG. 2 is a diagram showing the hardware configuration of the recruiter terminal 20. FIG. 2 is a diagram illustrating the functional configuration of a control unit of each device. FIG. 2 is an activity diagram showing an example of information processing. FIG. 13 is a diagram showing an example of a first questionnaire displayed. FIG. 13 is a diagram showing an example of a displayed second questionnaire. FIG. 11 is a diagram showing an example of a score table of first evaluation information. FIG. 11 is a diagram showing an example of a score table of second evaluation information. FIG. 13 is a diagram showing an example of a score table of employment results. FIG. 13 is a diagram illustrating an example of a rule compliance score table. FIG. 13 is a diagram illustrating an example of a rank table. FIG. 11 is a diagram showing an example of displayed overall evaluation information. FIG. 13 is a diagram showing an example of details of displayed comprehensive evaluation information. FIG. 11 is a diagram illustrating an example of ranking information. FIG. 13 is a diagram showing an example of a change in ranking. FIG. 13 is a diagram illustrating an example of a weighting table.

The following describes embodiments of the present invention with reference to the drawings. The various features shown in the following embodiments can be combined with each other.

The program for implementing the software used in this embodiment may be provided as a non-transitory computer-readable recording medium, or may be provided so that it can be downloaded from an external server, or may be provided so that the program is started on an external computer and its functions are implemented on a client terminal (so-called cloud computing).

In this embodiment, a "unit" may also include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In addition, this embodiment handles various types of information, which may be represented, for example, by physical values of signal values representing voltage and current, high and low signal values as a binary bit group consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculations may be performed on a circuit in the broad sense.

In the broad sense, a circuit is a circuit realized by at least appropriately combining a circuit, circuitry, a processor, and memory. In other words, it includes application specific integrated circuits (ASICs), programmable logic devices (e.g., simple programmable logic devices (SPLDs), complex programmable logic devices (CPLDs), and field programmable gate arrays (FPGAs)), etc.

1. Hardware Configuration In this section, the hardware configuration of the evaluation support system according to this embodiment will be described.

Figure 1 shows the overall configuration of the evaluation support system 1. In Figure 1, an overview of each device included in the evaluation support system 1 and the users who use those devices is shown. Each overview will be explained from time to time with reference to other figures.

The evaluation support system 1 is an information processing system that executes an evaluation support process to support the evaluation of a recruitment introducer U2 who introduces human resources to a recruiter U1. The evaluation support system 1 includes a communication line 2, a server device 10, a recruiter terminal 20, an introducer terminal 30, and a job seeker terminal 40.

The communication line 2 includes the Internet, etc., and mediates the exchange of data between devices connected to the line. The server device 10 is connected to the communication line 2 via a wire, and the employer terminal 20, the introducer terminal 30, and the job seeker terminal 40 are connected wirelessly. Note that the connection of each device to the communication line 2 may be wired or wireless. The server device 10 is an information processing device that executes evaluation support processing while exchanging data with the employer terminal 20, the introducer terminal 30, and the job seeker terminal 40.

The recruiter terminal 20 is a terminal whose user is a recruiter U1 who is recruiting, and is mainly used to input and output information related to the recruitment. The recruiter U1 is, for example, a person in the human resources department of a company that is recruiting. The introducer terminal 30 is a terminal whose user is a recruitment agent U2 who introduces personnel to the recruiter U1, and is mainly used to input and output information related to recruitment. The recruitment agent U2 is, for example, an agent (also called an agent or head hunter) who belongs to a company that provides recruitment and employment intermediation services and collects information and handles procedures related to recruitment and employment. The job seeker terminal 40 is a terminal whose user is a job seeker U3 who is job hunting, and is mainly used to input and output information related to job hunting. The job seeker U3 includes both new graduates and those considering changing jobs.

Figure 2 is a diagram showing the hardware configuration of the server device 10. The server device 10 includes a control unit 11, a storage unit 12, a communication unit 13, and a bus 14. The bus 14 electrically connects the various units included in the server device 10.

(Control unit 11)
The control unit 11 is, for example, a central processing unit (CPU) not shown. The control unit 11 is a computer that realizes various functions related to the evaluation support system 1 by reading out a predetermined program stored in the storage unit 12. That is, information processing by the software stored in the storage unit 12 can be specifically realized by the control unit 11, which is an example of hardware, and executed as each functional unit included in the control unit 11. These will be described in more detail in the next section. Note that the control unit 11 is not limited to being single, and may be implemented to have multiple control units 11 for each function. Also, a combination of these may be used.

(Memory unit 12)
The memory unit 12 stores various information defined by the above description. This can be implemented, for example, as a storage device such as a solid state drive (SSD) that stores various programs and the like related to the evaluation support system 1 executed by the control unit 11, or as a memory such as a random access memory (RAM) that stores temporarily required information (arguments, arrays, etc.) related to the program calculations. The memory unit 12 stores various programs, variables, etc. related to the evaluation support system 1 executed by the control unit 11.

(Communication unit 13)
The communication unit 13 is configured to be capable of transmitting various electrical signals from the server device 10 to external components. The communication unit 13 is also configured to be capable of receiving various electrical signals from the external components to the server device 10. More preferably, the communication unit 13 has a network communication function, which allows various information to be communicated between the server device 10 and external devices via the communication line 2.

Figure 3 is a diagram showing the hardware configuration of the recruiter terminal 20. The recruiter terminal 20 comprises a control unit 21, a memory unit 22, a communication unit 23, an input unit 24, an output unit 25, and a bus 26. The bus 26 electrically connects the various units of the recruiter terminal 20. The control unit 21, the memory unit 22, and the communication unit 23 are similar hardware to the control unit 11, the memory unit 12, and the communication unit 13 shown in Figure 2, although the specifications, model, etc. may be different.

(Input unit 24)
The input unit 24 has keys, buttons, a touch screen, a mouse, etc., and receives input from the user. The input unit 24 may also have a microphone and receive voice input from the user.

(Output unit 25)
The output unit 25 has a display, a speaker, and the like, and displays visual information generated in a manner that is visible to the user, such as screens, images, icons, text, and the like, on the display surface of the display, and outputs sounds including voice.

The introducer terminal 30 has the same hardware configuration as the recruiter terminal 20. For the introducer terminal 30, only the control unit 31 will be described with a different reference number from the control unit 21 of the recruiter terminal 20. Similarly, the job seeker terminal 40 has the same hardware configuration as the recruiter terminal 20. For the job seeker terminal 40, only the control unit 41 will be described with a different reference number from the control unit 21 of the recruiter terminal 20.

2. Functional Configuration In this section, the functional configuration of the present embodiment will be described. As described above, information processing by software stored in the storage unit of each device is specifically realized by a control unit, which is an example of hardware, so that each functional unit included in the control unit can be executed.

Figure 4 is a diagram showing the functional configuration of the control unit of each device. The control unit 11 of the server device 10 includes a server display unit 111, a memory control unit 112, an input reception unit 113, a user authentication unit 114, an information acquisition unit 115, an information output unit 116, and an evaluation determination unit 117. The control unit 21 of the recruiter terminal 20 includes a user display unit 211 and an operation reception unit 212. The control unit 31 of the introducer terminal 30 includes a user display unit 311 and an operation reception unit 312. The control unit 41 of the job seeker terminal 40 includes a user display unit 411 and an operation reception unit 412.

The server display unit 111 executes processing for displaying a system screen related to the evaluation support system 1 on each terminal. For example, the server display unit 111 performs processing such as generating and transmitting an HTML (Hyper Text Markup Language) file, and displays a web page showing the system screen on the recruiter terminal 20, the introducer terminal 30, and the job seeker terminal 40. The server display unit 111 may also perform processing such as generating and transmitting display data for an application for using the evaluation support system 1.

The memory control unit 112 controls the memory unit 12 of its own device, and writes and reads data to and from the memory unit 12. If the memory unit 12 stores a database, the memory control unit 112 stores data in the database and reads data from the database. The input reception unit 113 receives data input via an external device such as the recruiter terminal 20. Data input may be based on the operation of a user such as recruiter U1, or may be by the recruiter terminal 20 sending processed data.

The user authentication unit 114 executes authentication processing related to user authentication. The server device 10 stores authentication information (user identification information, passwords, etc.) of users registered as users of the evaluation support system 1. For example, when a user such as the employer U1 shown in FIG. 1 inputs authentication information into the employer terminal 20, etc. to log in, the user authentication unit 114 authenticates the user if the input authentication information is stored. This allows data exchanged with the employer terminal 20, etc. to be associated with the user.

The information acquisition unit 115 acquires predetermined information. For example, the information acquisition unit 115 acquires evaluation information indicating the evaluation of the recruitment introducer U2 by the job seeker U3. The information output unit 116 outputs predetermined information. For example, the information output unit 116 outputs ranking information indicating the ranking of each recruitment introducer U2 in the evaluation of multiple recruitment introducers U2. The evaluation determination unit 117 determines an overall evaluation of the recruitment introducer U2 based on the information acquired by the information acquisition unit 115. The details of the overall evaluation will be explained later.

The user display unit 211 of the recruiter terminal 20 displays a system screen relating to the evaluation support system 1 indicated by the screen data transmitted from the server device 10. The operation reception unit 212 receives operations by a user using the recruiter terminal 20. The user display unit 311 of the introducer terminal 30 displays a system screen relating to the evaluation support system 1 in the same manner as the user display unit 211. The operation reception unit 312 receives operations by a user using the introducer terminal 30. The user display unit 411 of the job seeker terminal 40 displays a system screen relating to the evaluation support system 1 in the same manner as the user display unit 211. The operation reception unit 412 receives operations by a user using the job seeker terminal 40.

3. Information Processing This section describes information processing in this embodiment that causes a computer that controls the assessment support system 1 to execute a program. The assessment support system 1 includes a processor that can execute a program to perform each step shown in the following FIG. 5 and the like.

Figure 5 is an activity diagram showing an example of information processing. The information processing shown in Figure 5 is performed by the server device 10 exchanging data with the recruiter terminal 20, the introducer terminal 30, and the job seeker terminal 40. At that time, the user authentication unit 114 authenticates each user (recruiter U1, recruitment introducer U2, and job seeker U3) of each terminal based on the authentication information input by the user. This makes it possible to associate the data sent from each terminal with the user using that terminal.

The information processing shown in FIG. 5 is roughly divided into two processes. The first is an acquisition process for acquiring information necessary to determine the overall evaluation of the recruitment agent U2, and the second is a determination process for determining the overall evaluation of the recruitment agent U2. In the acquisition process, four pieces of information are acquired: first evaluation information, second evaluation information, employment record, and activity history of the recruitment agent U2.

The first evaluation information is information indicating the job seeker U3's evaluation of the first activity of the recruitment agent U2. The second evaluation information is information indicating the job seeker U3's evaluation of the second activity of the recruitment agent U2. The second activity includes an activity different from the first activity, and in this embodiment, includes an activity that is carried out after the first activity. In other words, the first activity and the second activity may be completely different activities from each other, or may be activities that partially overlap.

More specifically, the first activity is an activity for supporting the job seeker U3 in self-analysis and confirming the job seeker U3's intentions regarding employment. The recruitment agent U2 performs, for example, an interview with the job seeker U3 (particularly the first interview) and supporting the job seeker U3's introspection activities as the first activity. The recruitment agent U2 may also perform, for example, supporting the job seeker U3 in creating a resume or a curriculum vitae as the first activity. In supporting the job seeker U3's introspection activities, the recruitment agent U2 supports the job seeker U3 in sorting out his/her purpose and reason for finding employment, his/her desired place of employment and conditions, etc. through communication by telephone, interview, email, etc. These first activities are activities performed before the recruitment agent U2 introduces information about the job seeker U3 to a company (employer U1) or recommends the job seeker U3.

The second activity includes an activity of supporting communication between the job seeker U3 and the company (employer U1). The recruitment agent U2 performs, as the second activity, activities to support the job seeker U3 in finding employment at the company (employer U1), such as mediating the job seeker U3's application to the employer U1, mediating the job seeker U3's contact with the employer U1, and supporting the job seeker U3 in setting up an interview or meeting with the employer U1 and preparing for the interview or meeting. If the recruitment agent U2 supports the job seeker U3 in creating a resume or curriculum vitae after introducing the job seeker U3 to the employer U1, such support is included in the second activity. In addition, the recruitment agent U2 may perform, as the second activity, activities to mediate and support the job seeker U3 in confirming and negotiating working conditions such as contract period and wages after the job seeker U3 receives a job offer from the employer U1, and in contacting the employer U1 to accept or decline the job offer.

In addition, if the job seeker U3 is changing jobs, the recruitment agent U2 may perform, as the second activity, support activities for the job seeker U3 to resign from the company he or she currently works for. Support activities for resignation include, for example, consultation on the timing of submitting resignation, how to write a resignation letter, and support on how to proceed with resignation negotiations with a superior or the human resources department. In this way, the second activity includes activities after the recruitment agent U2 introduces or recommends the job seeker U3 to the company (recruiter U1). In addition, the second activity is a different activity that does not overlap with the first activity, and may include only activities after the recruitment agent U2 introduces or recommends the job seeker U3 to the company (recruiter U1).

<Acquisition of first evaluation information>
The server device 10 stores a first questionnaire for evaluating the first activity of the recruitment introducer U2. In this first questionnaire, the name of the recruitment introducer U2 to be evaluated and the name of the job seeker U3 to be evaluated are input, and the evaluation and satisfaction level for the first activity are input as scores, comments, etc. The server device 10 first reads out the first questionnaire stored in its own device in A11 using the storage control unit 112, and transmits image data showing an input screen for the first questionnaire to the job seeker terminal 40 using the server display unit 111. The job seeker terminal 40 displays the screen of the first questionnaire shown in the transmitted image data.

Figure 6 is a diagram showing an example of the first questionnaire displayed. In the example of Figure 6, a questionnaire screen C1 for "interview satisfaction" showing an evaluation of the first activity is displayed. The questionnaire screen C1 includes an input field D11 for the name of the job seeker U3, an input field D12 for the name of the recruitment agent U2, an input field D13 for "question 1," an input field D14 for "question 2," and an input field D15 for "question 3." Note that the input field D11 for the name of the job seeker U3 may be omitted to make the questionnaire anonymous.

In addition, the input fields D11 and D12 may be used to input information that can identify the job seeker U3 or the recruitment agent U2, such as user identification information such as an ID, instead of the names of the job seeker U3 or the recruitment agent U2. The input fields D11 and D12 may be automatically filled in based on the authentication information of the job seeker U3 or the recruitment agent U2 input to the user authentication unit 114. At A12, the job seeker terminal 40 uses the operation acceptance unit 212 to accept input operations made by the job seeker U3 to the first questionnaire.

The operation reception unit 212 transmits the survey results entered by the received input operation to the server device 10 as first evaluation information. At A13, the server device 10 uses the information acquisition unit 115 to acquire the transmitted first evaluation information. The acquired first evaluation information is stored by the memory control unit 112 in association with the job seeker U3 who performed the evaluation and the evaluated recruitment introducer U2. In this way, the information acquisition unit 115 functions as an example of a first acquisition unit that executes a first acquisition step of acquiring first evaluation information indicating the job seeker U3's evaluation of the first activity of the recruitment introducer U2.

When the recruitment agent U2 performs employment support activities for the job seeker U3, the recruitment agent U2 inputs the details of the activities into the introducer terminal 30. The introducer terminal 30 notifies the server device 10 of the input details of the activities. For example, when the information acquisition unit 115 is notified by the introducer terminal 30 that the first interview with the job seeker U3 has been conducted, the information acquisition unit 115 transmits screen data of the first questionnaire to the job seeker terminal 40 of the job seeker U3. This makes it possible to acquire the first evaluation information while the job seeker U3 still remembers the first activity by the recruitment agent U2 well.

<Acquisition of second evaluation information>
The server device 10 stores a second questionnaire for evaluating the second activity of the recruitment introducer U2. In this second questionnaire, as in the first questionnaire, the name of the recruitment introducer U2 to be evaluated and the name of the job seeker U3 to be evaluated are input, and the evaluation and satisfaction with the second activity are input as scores and comments. First, in A21, the server device 10 reads out the second questionnaire stored in its own device by the memory control unit 112, and transmits image data showing an input screen for the second questionnaire to the job seeker terminal 40 by the server display unit 111. The job seeker terminal 40 displays the input screen for the second questionnaire shown in the transmitted image data.

FIG. 7 is a diagram showing an example of the displayed second questionnaire. In the example of FIG. 7, a questionnaire screen C2 for "job change experience satisfaction" showing an evaluation of the second activity of the recruitment agent U2 is displayed. The questionnaire screen C2 includes an input field D21 for inputting information identifying the job seeker U3, such as the name of the job seeker U3, and an input field D22 for inputting information identifying the job seeker U3, such as the name of the recruitment agent U2, similar to the input fields D11 and D12 of the questionnaire screen C1. The questionnaire screen C2 also includes an input field D23 for "Question 1," an input field D24 for "Question 2," and an input field D25 for "Question 3."

If the answer to question 1 is "NO", then question 2 is answered, and if the answer to question 1 is "YES", then question 3 is answered. Question 3 is a "question about support", and answers to the four questions are entered in input fields D251, D252, D253, and D254. Note that questions 1 to 3 are merely examples, and are not limited to those shown in the figure, and any questions can be set appropriately to evaluate the satisfaction of job seeker U3 with his or her job change experience.

At A22, the job seeker terminal 40 accepts input operations by the job seeker U3 to the second questionnaire through the operation acceptance unit 212. The operation acceptance unit 212 transmits the questionnaire results entered through the accepted input operations to the server device 10 as second evaluation information. At A23, the server device 10 acquires the transmitted second evaluation information through the information acquisition unit 115. The acquired second evaluation information is stored by the memory control unit 112 in association with the job seeker U3 who performed the evaluation and the evaluated recruitment agent U2.

In this case, the information acquisition unit 115 functions as an example of a second acquisition unit that executes a second acquisition step of acquiring second evaluation information indicating the job seeker U3's evaluation of the second activity of the recruitment introducer U2. For example, the information acquisition unit 115 transmits image data indicating the second questionnaire to the job seeker terminal 40 when a predetermined period (e.g., one month) has elapsed since the first questionnaire shown in FIG. 6 was conducted, and acquires the second evaluation information.

The information acquisition unit 115 may acquire the second evaluation information at a timing according to the status of the second activity. For example, the information acquisition unit 115 periodically inquires of the introducer terminal 30 about the status of the second activity. As the second activity progresses, a job offer may be made at a certain point. Since a specific activity such as a final interview is often carried out before a job offer is made, the information acquisition unit 115 acquires the second evaluation information at the timing of the activity carried out immediately before such a job offer is made.

Note that since it may take some time for job seeker U3 to respond to the second questionnaire after receiving it, the information acquisition unit 115 may acquire the second evaluation information at a timing that takes this time into consideration (for example, at the timing of the third interview). In these cases, the information acquisition unit 115 acquires the second evaluation information before job seeker U3 receives a job offer from the company. This makes it possible to eliminate any change in evaluation due to the job offer. After job seeker U3 receives a job offer, there is a possibility that his/her evaluation of recruitment introducer U2 will become higher. Therefore, by acquiring the second evaluation information before that, it is possible to obtain a more accurate and fair evaluation of recruitment introducer U2 compared to the case in which the second evaluation information is acquired after the job offer is received.

<Employment record>
First, in A31, the server device 10 generates and transmits request data requesting employment results by the information acquisition unit 115. The information acquisition unit 115 transmits the request data to, for example, the job seeker terminal 40. Upon receiving the request data, the job seeker terminal 40 displays, in A32, by the user display unit 411, a screen for inputting employment information including pass/fail information (offer or rejection) to the company to which the applicant applied (employer U1), the employment company (or company that has offered the job), annual salary at the time of employment, and the recruitment agency U2.

When the job seeker U3 inputs the employment information that can be input, the job seeker terminal 40 transmits the input employment information to the server device 10. At A33, the server device 10 uses the information acquisition unit 115 to acquire the transmitted employment information as employment results. The acquired employment results are stored by the memory control unit 112 in association with the job seeker U3 who has found employment and the recruitment agent U2 who assisted the job seeker U3.

Because the employment information may be known by the recruitment agent U2, the information acquisition unit 115 also sends request data to the introducer terminal 30 in A31. In A34, the introducer terminal 30 displays a screen for inputting the employment information on the user display unit 311, and transmits the employment information input by the recruitment agent U2 to the server device 10. In A33, the server device 10 acquires the employment information sent by the information acquisition unit 115 as employment results.

When the employment information acquired by the information acquisition unit 115 is collected for multiple job seekers U3 handled by the recruitment agent U2, it becomes information such as the success rate, number of successful contracts, and average annual salary for that recruitment agent U2. The information acquisition unit 115 acquires the employment records of multiple recruitment agents U2. In this way, the information acquisition unit 115 functions as an example of a third acquisition unit that executes a third acquisition step of acquiring the employment records of job seekers U3 introduced by the recruitment agent U2 to the employer U1.

<Acquisition of recruitment agent U2's activity history>
First, in A41, the server device 10 generates request data requesting an activity history by the information acquisition unit 115 and transmits it to the introducer terminal 30. For example, it is assumed that the results of the first activity and the second activity by the human resources introducer U2 are normally input as a daily report to the introducer terminal 30. Upon receiving the request data, the introducer terminal 30 reads out the history of the first activity and the second activity and transmits it to the server device 10 in A42.

In A43, the server device 10 uses the information acquisition unit 115 to acquire the transmitted history of the first activity and the second activity as the activity history of the recruitment introducer U2. The information acquisition unit 115 periodically acquires the activity history of the recruitment introducer U2. Each time the activity history is acquired, the storage control unit 112 stores the history in association with the recruitment introducer U2 who performed the activity.

<Decision on overall evaluation>
When the server device 10 acquires each piece of information as described above, in A51, the evaluation determination unit 117 determines an overall evaluation of the recruitment introducer U2. The evaluation determination unit 117 functions as an example of a determination unit that executes a determination step of determining an overall evaluation of the recruitment introducer U2 based on the first evaluation information acquired by the information acquisition unit 115 and the second evaluation information acquired by the information acquisition unit 115. In this embodiment, the evaluation determination unit 117 also determines the overall evaluation based on the employment record acquired by the information acquisition unit 115.

In addition, a specific rule is set for the first activity or the second activity. The specific rule is a rule set to ensure that the activities of the recruitment agent U2 are performed at a certain level, for example, a rule that when supporting the introspection activities of the job seeker U3, an interview must be conducted face-to-face or over the phone. In this embodiment, the evaluation determination unit 117 determines the overall evaluation based on the degree to which the recruitment agent U2 complies with the rules.

The evaluation determination unit 117 converts, for example, the parameters of the first evaluation information, the second evaluation information, the employment record, and the degree of compliance with rules into scores, and determines the sum of the converted scores as the overall evaluation. The evaluation determination unit 117 calculates each score using a score table that associates each parameter with information indicating the magnitude of the score.

Figure 8 is a diagram showing an example of a score table for the first evaluation information. In the example of Figure 8, a score table TB1 is shown in which scores are associated with combinations of questions and answers, which are the first evaluation information. The score table TB1 corresponds to the answers to the first questionnaire shown in Figure 6. For example, in "Question 1," the score "P11" is associated with "Answer 1," the score "P12" is associated with "Answer 2," and the score "P13" is associated with "Answer 3." In "Question 2," the score "P21" is associated with "Answer 1," the score "P22" is associated with "Answer 2," and the score "P23" is associated with "Answer 3." In "Question 3," the score "P31" is associated with "Answer 1," the score "P32" is associated with "Answer 2," and the score "P33" is associated with "Answer 3."

In score table TB1, answers are broadly divided into three categories. For example, in the case of a question that asks you to select a number (such as "1," "2," and "3") or a symbol (such as "A," "B," and "C"), for example, in the case of a question that asks you to indicate your level of satisfaction with a number from 1 to 3, 1 is classified as "Answer 1," 2 is "Answer 2," and 3 is "Answer 3." In addition, in the case of a question that asks you to answer with a comment, for example, if keyword 1 is included, it is classified as "Answer 1," if keyword 2 is included, it is "Answer 2," and if keyword 3 is included, it is "Answer 3."

In addition, if both keywords 1 and 2 are included, the one that contains more keywords or the one with higher priority may be classified. For example, if the first evaluation information is that question 1 has answer 2, question 2 has answer 1, and question 3 has answer 2, the evaluation determination unit 117 calculates "P12" + "P21" + "P32", which are associated with each answer in score table TB1, as the score of the first evaluation information.

In addition, instead of categorizing the answers, the score may be calculated directly from the numerical value selected in the answer, for example, a score of 1 if the answer "1" is selected. Also, the answer categories are not limited to two or three, but may be four or more. Also, instead of being limited to the sum of the scores for each question as in the above example, a statistical value such as an average or median score may be used as the score for the first evaluation information, or a score may not be given for each question, but rather one score may be given for the entire questionnaire. The same is true for the second evaluation information.

Figure 9 is a diagram showing an example of a score table for the second evaluation information. The example in Figure 9 shows score table TB2 in which scores are associated with combinations of questions and answers, which are the second evaluation information. Score table TB2 corresponds to the answers to the second questionnaire shown in Figure 7. In score table TB2, scores "P41" and "P42" are associated with "Answer 1" and "Answer 2" (as this is a multiple-choice question) of "Question 1".

Furthermore, scores "P51", "P52", and "P53" are associated with "Answer 1", "Answer 2", and "Answer 3" of "Question 2", and scores "P61", "P62", and "P63" are associated with "Answer 1", "Answer 2", and "Answer 3" of "Question 3-1". Note that "Question 3-2" and onwards are omitted. As in the case of score table TB1, the evaluation determination unit 117 calculates the sum of the scores associated with each of the answers of job seeker U3 as the score of the second evaluation information.

Figure 10 is a diagram showing an example of a score table of employment results. In the example of Figure 10, a score table TB3 is shown in which employment results are associated with coefficients. The coefficient is a value used to calculate a score by multiplying a value indicating employment results. In the score table TB3, coefficients "α1", "α2", and "α3" are associated with "contract rate Q1", "number of contracts Q2", and "annual contract income Q3", respectively. The evaluation determination unit 117 first calculates the contract rate Q1, number of contracts Q2, and annual contract income Q3 of the recruitment agent U2 to be evaluated from the employment results obtained.

The success rate Q1 is the ratio of the number of job seekers U3 who found employment to the number of job seekers U3 who were handled by the recruitment agent U2. The number of successful contracts Q2 is the number of job seekers U3 who were handled by the recruitment agent U2 and found employment. The successful annual salary Q3 is, for example, the average annual salary in the first year at the company where the job seekers U3 who were handled by the recruitment agent U2 and found employment.

Note that job seekers U3 handled by recruitment agent U2 refer to job seekers U3 who have been interviewed by recruitment agent U2, job seekers U3 to whom recruitment agent U2 has introduced a job offer, or job seekers U3 who have actually applied for a job offer introduced by recruitment agent U2, etc.

The evaluation determination unit 117 multiplies the calculated success rate Q1, number of successes Q2, and success yearly income Q3 by α1, α2, and α3, respectively, and calculates the sum of these values (Q1 x α1 + Q2 x α2 + Q3 x α3) as the employment performance score.

Figure 11 is a diagram showing an example of a score table of rule compliance. In the example of Figure 11, a score table TB4 is shown in which rule compliance and a coefficient are associated. The coefficient is a value for multiplying a value indicating rule compliance to calculate a score. In the score table TB4, a coefficient "β1" is associated with rule compliance. The evaluation determination unit 117 first calculates the rule compliance R1 by dividing the number of items in which rules are complied with by the number of items in which rules are set, from the acquired activity history of the recruitment introducer U2. The evaluation determination unit 117 then multiplies the calculated rule compliance R1 by β1 (R1 x β1) to calculate the score of the rule compliance.

The evaluation determination unit 117 determines the sum of the score of the first evaluation information, the score of the second evaluation information, the score of the employment record, and the score of the degree of compliance with the rules calculated as described above as a score indicating the overall evaluation of the recruitment introducer U2. Note that the degree of compliance with the rules may be determined by a deductive point system rather than a positive point system, and a score determined according to the content of the non-compliance (violation) of the rules may be subtracted from the sum of the score of the first evaluation information, the score of the second evaluation information, and the score of the employment record. Based on the determined score, the evaluation determination unit 117 also determines a rank such as "B", "A", or "S" as the overall evaluation. The evaluation determination unit 117 determines the rank using a rank table that associates scores with ranks.

Figure 12 is a diagram showing an example of a rank table. In the example of Figure 12, a rank table TB5 is shown in which the ranks "B", "A" and "S" are associated with scores of "less than Th1", "Th1 or greater but less than Th2", and "Th2 or greater". When the evaluation determination unit 117 determines a score for a certain recruitment introducer U2, it determines the rank associated with that score in the rank table TB5 as the rank of that recruitment introducer U2. Note that ranks may also be B or lower (C, D, E, etc.).

Then, in A52, the server device 10 outputs, via the information output unit 116, overall evaluation information indicating the determined overall evaluation score and rank to, for example, the introducer terminal 30. In A53, the introducer terminal 30 displays the output overall evaluation information via the user display unit 311.

13 is a diagram showing an example of the displayed overall evaluation information. In the example of FIG. 13, a message list page C3 is displayed, which includes a message list D31 that displays messages received from a job seeker U3, an employer U1, etc. to a recruitment agent U2, and an overall evaluation display field D32 that displays overall evaluation information. In the overall evaluation display field D32, a rank D33 based on the current score ("A" out of "B", "A", and "S"), a current score D34 ("SC1" in the example of FIG. 13), and a score compared to yesterday D35 ("+0.01" in the example of FIG. 13). The overall evaluation display field D32 is always displayed in the same position even when other pages are displayed. When the user performs an operation to select the overall evaluation display field D32, the details of the overall evaluation information shown in FIG. 14 are displayed.

Figure 14 is a diagram showing an example of the details of the displayed overall evaluation information. In the example of Figure 14, overall evaluation information C4 including a score column D41, an advice column D42, and a progress column D43 is displayed. In the score column D41, a rank D411 (A) based on the current score, a current score D412 (indicating a score SC1), a score change from yesterday D413 (+0.01), an explanation of the score change from yesterday D414, ranking bars D415, D416, and D417 for "sales record," "interview satisfaction," and "job change experience satisfaction" (in the example of Figure 14, the bar lengths indicate "J1st place," "J2nd place," and "J3rd place," respectively), and a score bar D419 indicating the current score (the bar length indicates the score SC1).

For example, the rank D411 is displayed as "B" if the overall evaluation score is less than the threshold Th1, "A" if it is between the threshold Th1 and Th2, and "S" if it is greater than or equal to the threshold Th2. The current score D412 is the overall evaluation score determined by the evaluation determination unit 117. The explanation D414 of the score change from yesterday is a sentence explaining what factors caused the change from yesterday. The ranking bars D415, D416, and D417 respectively indicate the ranking of the employment record score for the contract performance, the ranking of the first evaluation information score for the interview satisfaction, and the ranking of the second evaluation information score for the job change experience satisfaction. Note that, as mentioned above, if there are ranks C, D, E, etc., only the ranks before and after the user's rank may be illustrated on the graph, or all ranks may be illustrated.

The advice column D42 shows advice for improving the score. For example, this advice is a sentence that lists templates that are set according to the current score and ranking.

The transition column D43 shows the score transition D44, the score change from the previous day 441 (+0.01), and the transition of the ranking of the score factors D45. Each transition can be displayed by day or month using tabs, and in the example of FIG. 14, tabs showing the transition by day are displayed. The score factors are "sales record," "interview satisfaction," and "job change experience satisfaction," which are also shown in the score column D41, and in the example of FIG. 14, the daily transitions are shown by dotted lines, dashed lines, and two-dot chain lines, respectively. For each score factor, the rank change from yesterday is shown. In the example of FIG. 14, the rank change from yesterday D451 of the sales record rank is "-50," the rank change from yesterday D452 of the interview satisfaction rank is "+5," and the rank change from yesterday D453 of the job change experience satisfaction rank is "+50."

The score column D41, advice column D42, and progress column D43 may each be displayed in a separate tab. For example, the score column D41 and advice column D42 may be displayed in the same tab, and the progress column D43 may be displayed in a separate tab. Also, the rank D411, score bar D419, score comparison with yesterday's score D413, and commentary on the comparison with yesterday D414 may be displayed in the same tab, and the ranking bars D415, D416, and D417 may be displayed in separate tabs. The items displayed in the same tab are not limited to the above combinations, and any combination may be displayed.

In the example of FIG. 14, the rule compliance score is not shown, but the rule compliance score may be shown. Also, the employment record score was used as the contract record score, which is a score factor, but by further breaking it down, the transition of each ranking may be shown using the contract rate value (Q1 x α1), the number of contracts (Q2 x α2), and the annual contract income (Q3 x α3) calculated when calculating the employment record score in the example of FIG. 10.

As described above, the evaluation determination unit 117 determines an overall evaluation for multiple recruitment agents U2. The information output unit 116 functions as an example of an output unit that outputs ranking information indicating the ranking for each factor that determined the overall evaluation (first evaluation information/second evaluation information/employment record). This ranking is the ranking among multiple recruitment agents U2. In the example of Figure 14, the ranking information indicates both the current ranking and the transition of the ranking.

Note that the ranking information is not limited to this, and may, for example, only indicate the top percentile of a number of recruitment introducers U2 (such as "top 10%)", or indicate both one's own ranking and the total number of people (such as "10th place/10,000 people"), or indicate only one's own ranking without indicating the total number of people. The total number of rankings may, for example, be calculated only for recruitment introducers U2 who have been registered in the system for a certain period of time or for recruitment introducers U2 who have a certain number of evaluations or more. This makes it possible to avoid the score of a recruitment introducer U2 with a small number of evaluations being calculated to be higher.

By outputting the ranking information to the introducer terminal 30, the recruitment introducer U2 can compare his/her own evaluation with the evaluations of other recruitment introducers U2 and understand his/her own strengths and weaknesses. Furthermore, the information output unit 116 outputs the overall evaluation information to the recruiter terminal 20 in A52. In A54, the recruiter terminal 20 displays the output overall evaluation information by the user display unit 211. This allows the recruiter U1 to understand the excellent recruitment introducer U2. The information output unit 116 may also output the overall evaluation information to the job seeker terminal 40 for display. In that case, the job seeker U3 can also understand the excellent recruitment introducer U2.

In this embodiment, the overall evaluation is determined based on the evaluation of two types of activities, the first activity and the second activity. This makes it possible to improve the accuracy of the evaluation of the recruitment introducer U2 compared to when only one type of activity is evaluated. In addition, as described above, the second activity is an activity that is carried out after the first activity. This makes it possible to evaluate whether the recruitment introducer U2 is continuously performing good activities.

The first activity is an activity performed before the recruiter U2 introduces the job seeker U3 to the company, and the second activity is an activity performed after the recruiter U2 introduces the job seeker U3 to the company. This makes it possible to evaluate whether the recruiter U2 is continuously performing good activities before and after introducing the job seeker U3 to the company. The first activity is an activity for confirming the intentions of the job seeker U3, and the second activity is an activity for supporting communication between the job seeker U3 and the company. Although the first and second activities are both activities in which the recruiter U2 supports the job seeker U3, the responses required and the skills and abilities required are different. Therefore, by evaluating each activity separately, the activities of the recruiter U2 can be accurately evaluated. It is also possible to evaluate whether the recruiter U2 is performing good activities in each of the different phases.

In addition, in this embodiment, the overall evaluation is also determined based on employment record. This makes it easier to find a recruitment agent U2 who can result in employment, compared to when the overall evaluation is determined regardless of employment record. By separately displaying the score and ranking of the sales record, which is an objective evaluation consisting of the sales rate, number of sales, and annual sales, and the score and ranking of the interview satisfaction and job change experience satisfaction, which are subjective evaluations of the job seeker U3, the recruitment agent U2 can more accurately understand his or her own strengths and weaknesses compared to other recruitment agents U2.

Also, by displaying an explanation of how your score has changed since yesterday, you can understand changes in your score that cannot be understood just by looking at the changes in ranking for each score factor. Also, by displaying the ranks before and after you as bars or graphs, you can visually see how close you are to the next rank, or how close you are to a lower rank.

In addition, in this embodiment, the overall evaluation is also determined based on the degree of compliance with the rules. As a result, for example, the score of a recruitment introducer U2 who violates a certain rule can be deducted, lowering the overall evaluation. In addition, by making rules for the activities of a recruitment introducer U2 who can achieve employment results and having other recruitment introducers U2 comply with these rules, the activities of the recruitment introducer U2 can be raised to a certain level.

<Other embodiments>

<Attributes of recruiters>
Each of the multiple recruitment agents U2 has its own attributes. The attributes of the recruitment agent U2 include, for example, age, gender, years of work experience, residential area, recruitment agency to which the recruitment agent belongs, and industry in which the recruitment agent is responsible. When an operation to specify an attribute is accepted, the information output unit 116 may output information indicating the ranking of the recruitment agent U2 of the specified attribute as ranking information. In this case, the server device 10 stores the attributes of the recruitment agent U2, accepts an operation to specify an attribute via the recruiter terminal 20 or the introducer terminal 30, and determines the score of the recruitment agent U2 having the specified attribute. The information output unit 116 outputs ranking information indicating the ranking according to the score thus determined.

Figure 15 is a diagram showing an example of ranking information. In the example of Figure 15, a score field D41 including an attribute input field D418 is shown. Figures 15(a) and (b) both show ranking information for recruitment agent U2. In Figure 15(a), the age group "30s" has been entered in the attribute input field D418, and the rankings for "sales record," "interview satisfaction," and "job change experience satisfaction" are "J11th," "J12th," and "J13th," respectively.

In FIG. 15(b), on the other hand, the years of work experience "5 years or more but less than 10 years" is entered in the attribute input field D418, and the rankings of "sales record," "interview satisfaction," and "job change experience satisfaction" are "J21st," "J22nd," and "J23rd," respectively. In this manner, recruitment agent U2 can compare himself to recruitment agent U2 who shares attributes with him (recruiter U2 in his 30s with years of work experience of "5 years or more but less than 10 years" in the example of FIG. 15).

<Recruiters with different rankings>
In the comprehensive evaluation information C4 shown in Fig. 14, the ranking of the recruitment introducer U2 itself is shown, but information on the recruitment introducer U2 of another ranking may be displayed. For example, when an operation to change the ranking is accepted, the information output unit 116 outputs introducer information on the recruitment introducer U2 of the changed ranking.

Figure 16 is a diagram showing an example of ranking changes. Figure 16 (a) shows the score column D41 of the recruitment agent U2 shown in Figure 14. The score column D41 shows a score bar D419 indicating the score of the recruitment agent U2, and ranking bars D415, D416, and D417 indicating the ranking of the recruitment agent U2 in terms of sales record, interview satisfaction, and job change experience satisfaction (the longer each bar (white portion) is, the higher the score and the higher the ranking).

In the example of FIG. 16, the input receiving unit 113 receives an operation to change the length of the score bar D419 via the introducer terminal 30 as an operation to change the ranking. FIG. 16(b) shows the score field D41 when the score has changed to "SC2". The information output unit 116 outputs, as introducer information, ranking bars indicating that the rankings of the recruitment introducer U2, whose score is SC2, in terms of contract performance, interview satisfaction, and job change experience satisfaction are "J41st," "J42nd," and "J43rd."

The input reception unit 113 may also receive an operation to change the length of any of the ranking bars D415, D416, and D417 as an operation to change the ranking. In this case, the information output unit 116 outputs, as introducer information, a ranking bar indicating another ranking for the recruitment introducer U2 whose ranking is indicated by the changed length and a score bar indicating the score. The input reception unit 113 may also output, as introducer information, detailed information about the first activity and second activity of the recruitment introducer U2 whose ranking has changed, as well as first evaluation information and second evaluation information, in a display field separate from the score field D41. According to this aspect, the recruitment introducer U2 can refer to the recruitment introducer U2 whose ranking is different from his/her own.

<Weighting of evaluation information>
The first evaluation information is an evaluation of the first activity, but since the first activity is an activity carried out before the second activity, when the job seeker U3 tries to evaluate the first activity after the second activity has progressed, his/her memory becomes hazy, and the reliability of the first evaluation information decreases. Therefore, first, the input receiving unit 113 functions as an example of a first receiving unit that executes a first receiving step of receiving an input of the activity period when the recruitment agent U2 performed the first activity for the job seeker U3. This activity period is input, for example, by the recruitment agent U2.

The evaluation determination unit 117 may assign a smaller weight to the first evaluation information when determining the overall evaluation the later the acquisition time of the first evaluation information for job seeker U3 is from the input activity time, i.e., the activity time when job seeker U3 performed the first activity. Note that, typically, when job seeker U3 conducts a questionnaire to evaluate his/her first activity, the results are immediately acquired as the first evaluation information, so the evaluation time of the first activity by job seeker U3 and the acquisition time of the first evaluation information may be considered to be the same.

Specifically, the evaluation determination unit 117 multiplies the score of the first evaluation information by a coefficient smaller than 1, thereby reducing the weight of the first evaluation information when determining the overall evaluation. The evaluation determination unit 117 assigns weights using a weighting table that associates elapsed time with coefficients.

FIG. 17 is a diagram showing an example of a weighting table. In the example of FIG. 17, a weighting table TB6 is shown in which coefficients "10", "0.8", and "0.6" are associated with the elapsed periods of "less than T1", "T1 or more and less than T2", and "T2 or more". The evaluation determination unit 117 determines the score of the overall evaluation by multiplying the score of the first evaluation information by the coefficient associated in the weighting table TB6 with the elapsed period from the input activity period (the activity period when the recruitment agent U2 performed the first activity on the job seeker U3) to the acquisition time of the first evaluation information, and then adding the result. According to this aspect, the accuracy of the overall evaluation can be improved compared to always adding the score of the first evaluation information as it is.

<Correction of evaluation information>
The second evaluation information is an evaluation of the second activity, but since it is an activity carried out after the recruitment agent U2 introduces the job seeker U3 to a company, a job offer may be made during the activity. When a job offer is made, the job seeker U3 tends to rate the recruitment agent U2 higher, and the reliability of the second evaluation information decreases. Therefore, first, the input reception unit 113 functions as an example of a second reception unit that executes a second reception step of receiving an input of the time when the job seeker U3 will receive a job offer. This time when the job seeker U3 will receive a job offer is input, for example, by the recruitment agent U2 or the job seeker U3.

Then, when the second evaluation information of job seeker U3 is acquired after the time when the job seeker U3 receives a job offer, the evaluation determination unit 117 may determine a lower evaluation as the overall evaluation compared to when the information is acquired before the time when the job seeker U3 receives a job offer. Note that, since the results of a questionnaire conducted by job seeker U3 to evaluate the second activity are usually immediately acquired as the second evaluation information, the time when the second activity is evaluated by job seeker U3 and the time when the second evaluation information is acquired may be considered to be the same.

Specifically, the evaluation determination unit 117 multiplies the score of the second evaluation information by a coefficient smaller than 1, thereby reducing the score of the second evaluation information and consequently lowering the overall evaluation. According to this aspect, the impact of changes in evaluation due to job offers can be suppressed compared to when the overall evaluation is determined regardless of the timing of the job offer.

<Configuration variations>
The configuration shown in FIG. 1 and the like is an example, and other configurations may be used as long as there is no inconvenience in implementation. For example, one device may be distributed to two or more devices, or may be replaced by a cloud computing system. Furthermore, the functions of one device may be distributed and realized to two or more devices, or the functions of two or more devices may be concentrated and realized by one device. Furthermore, the operation performed by one function may be distributed to two or more functions, or two or more functions may be integrated into one function. In short, as long as each function required for the entire evaluation support system 1 is realized, the devices that realize those functions may have any configuration.

Although the above-mentioned embodiment is an information processing device such as the server device 10, or an information processing system such as the evaluation support system 1 including the server device 10, it may be an information processing method. The information processing method includes steps of each process executed by the information processing system. Also, the above-mentioned embodiment may be a program. The program causes a computer to execute each process executed by a similar information processing system.

<Other variations>
The output destination of the information or data (hereinafter referred to as "information, etc.") may be another device, a display, a memory unit (including a built-in memory unit and an external memory unit), etc. Acquisition of information, etc. includes acquiring information, etc. generated by the device itself, in addition to acquiring information, etc. transmitted from another device. The table in which parameters are associated is not limited to the table shown in the figure, and the number of parameters may be reduced or increased. Furthermore, information, etc. corresponding to parameters may be obtained by a formula, a conditional formula, etc. without using a table.

<Additional Notes>
Furthermore, it may be provided in the following aspects:

(1) An information processing system comprising a processor capable of executing a program to perform the following steps: in a first acquisition step, first evaluation information indicating the job seeker's evaluation of a first activity of a recruitment agent is acquired; in a second acquisition step, second evaluation information indicating the job seeker's evaluation of a second activity of the recruitment agent is acquired, the second activity including an activity different from the first activity; and in a determination step, an overall evaluation of the recruitment agent is determined based on the acquired first evaluation information and the acquired second evaluation information.

This aspect can improve the accuracy of the recruitment agency's evaluation.

(2) In the information processing system described in (1) above, in the third acquisition step, the employment record of the job seeker handled by the recruitment agency is acquired, and in the determination step, the overall evaluation is determined based on the acquired employment record.

This type of approach makes it easier to find a recruitment agency that can help you find employment.

(3) In the information processing system described in (1) or (2) above, the second activity includes an activity that is performed after the first activity.

In this manner, it is possible to evaluate whether a recruitment agency is consistently performing good activities.

(4) In the information processing system described in (3) above, the first activity is an activity performed before the recruitment agent introduces the job seeker to the employer, and the second activity is an activity performed after the recruitment agent introduces the job seeker to the employer.

This aspect allows the recruitment agency to evaluate whether or not it has been able to continue to perform well both before and after the introduction.

(5) An information processing system according to any one of (1) to (4) above, wherein the first activity includes an activity for supporting the job seeker's self-analysis or an activity for confirming the job seeker's intentions regarding employment, and the second activity is an activity for supporting communication between the job seeker and an employer.

In this manner, it is possible to evaluate whether a recruiter is performing well in each of the different phases.

(6) In the information processing system described in any one of (1) to (5) above, a predetermined rule is set for the first activity or the second activity, and in the determination step, the overall evaluation is determined based on the degree to which the recruiter complies with the rule.

This approach can raise the level of activity of recruitment agencies to a certain level.

(7) An information processing system according to any one of (1) to (6) above, wherein in the determination step, the overall evaluation is determined for a plurality of recruitment agencies, and in the output step, ranking information indicating the ranking of each factor that contributed to the determination of the overall evaluation is output, and the ranking is a ranking among the plurality of recruitment agencies.

This approach allows you to understand your strengths and weaknesses.

(8) In the information processing system described in (7) above, the multiple recruitment agencies each have attributes, and in the output step, when an operation to specify the attribute is accepted, information indicating the ranking of the specified attribute among the recruitment agencies is output as the ranking information.

In this manner, you can compare yourself with recruiters who share the same attributes.

(9) An information processing system according to any one of (1) to (8) above, wherein in the first reception step, the recruitment agent receives input of the time when the first activity was performed on the job seeker, and in the determination step, the weight of the first evaluation information when determining the overall evaluation is reduced the later the time when the first evaluation information of the job seeker was obtained compared to the time when the job seeker engaged in the activity.

This aspect can improve the accuracy of the overall evaluation.

(10) In the information processing system described in any one of (1) to (9) above, in the second acquisition step, the second evaluation information is acquired before the job seeker receives a job offer from a recruiter.

In this manner, changes in evaluation due to job offers can be eliminated.

(11) An information processing method comprising each step of the information processing system described in any one of (1) to (10) above.

(12) A program that causes a computer to execute each step of the information processing system described in any one of (1) to (10) above.
Of course, this is not the case.
Furthermore, the above-described embodiments and modifications may be combined in any desired manner.

Finally, although various embodiments of the present invention have been described, these are presented as examples and are not intended to limit the scope of the invention. New embodiments can be implemented in various other forms, and various omissions, substitutions, and modifications can be made without departing from the spirit of the invention. The embodiments and their modifications are within the scope and spirit of the invention, and are also within the scope of the invention and its equivalents as set forth in the claims.

1: Evaluation support system 10: Server device 11: Control unit 20: Recruiter terminal 21: Control unit 30: Introducer terminal 31: Control unit 40: Job seeker terminal 41: Control unit 111: Server display unit 112: Memory control unit 113: Input reception unit 114: User authentication unit 115: Information acquisition unit 116: Information output unit 117: Evaluation determination unit 211: User display unit 212: Operation reception unit 311: User display unit 312: Operation reception unit 411: User display unit 412: Operation reception unit

Claims (12)

An information processing system,
A processor capable of executing a program to perform the following steps:
In the first acquisition step, first evaluation information indicating an evaluation by the job seeker of the first activity of the recruitment introducer is acquired,
In the second acquisition step, second evaluation information is acquired that indicates an evaluation by the job seeker of a second activity of the recruitment introducer, the second activity including an activity different from the first activity;
In the determination step, a comprehensive evaluation of the recruitment introducer is determined based on the acquired first evaluation information and the acquired second evaluation information.
Information processing system. 2. The information processing system according to claim 1,
In a third acquisition step, the employment record of the job seeker handled by the recruitment agency is acquired,
In the determining step, the comprehensive evaluation is determined based on the employment record obtained.
Information processing system. 2. The information processing system according to claim 1,
The second activity includes an activity that is performed after the first activity.
Information processing system. 4. The information processing system according to claim 3,
The first activity is an activity before the recruitment agency introduces the job seeker to a recruiter,
The second activity is an activity after the recruitment agent introduces the job seeker to the recruiter,
Information processing system. 2. The information processing system according to claim 1,
The first activity includes an activity for supporting the job seeker's self-analysis or an activity for confirming the job seeker's intention regarding employment,
The second activity is an activity of supporting communication between the job seeker and the employer.
Information processing system. 2. The information processing system according to claim 1,
A predetermined rule is defined for the first activity or the second activity,
In the determining step, the comprehensive evaluation is determined based on the degree to which the recruiter complies with the rules.
Information processing system. 2. The information processing system according to claim 1,
In the determining step, the comprehensive evaluation is determined for a plurality of recruitment introducers;
In the output step, ranking information indicating a ranking of each factor that was a factor in determining the comprehensive evaluation is output, and the ranking is a ranking among the plurality of recruitment introducers.
Information processing system. 8. The information processing system according to claim 7,
The plurality of recruitment agencies each have attributes,
In the output step, when an operation for designating the attribute is accepted, information indicating a ranking of the designated attribute among the recruitment introducers is output as the ranking information.
Information processing system. 2. The information processing system according to claim 1,
In the first reception step, the recruitment agent receives an input of a time when the job seeker performed the first activity,
In the determining step, the weight of the first evaluation information when determining the overall evaluation is reduced as the acquisition time of the first evaluation information of the job seeker is later than the activity time of the job seeker.
Information processing system. 2. The information processing system according to claim 1,
In the second acquisition step, the second evaluation information is acquired before the job seeker receives a job offer from a recruiter.
Information processing system. 1. An information processing method, comprising:
The information processing system according to any one of claims 1 to 10,
Information processing methods. A program,
A method for making a computer execute each step of the information processing system according to any one of claims 1 to 10.
program.