CN114840768A - Resource pushing method and system based on capability evaluation - Google Patents
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Abstract
The invention relates to the technical field of digital data processing, in particular to a resource pushing method and a system based on capability evaluation, wherein the system comprises a server, a server and a server, wherein the server is used for acquiring personnel information of personnel to be cared and performing capability analysis according to the personnel information to generate capability evaluation information; the system is also used for acquiring the recruitment requirement of the enterprise and screening the personnel information according to the recruitment requirement to generate target personnel; and the system is also used for calling the corresponding capability evaluation information according to the target personnel, screening the called capability evaluation information from low to high according to the recruitment requirement to generate an applicant, and pushing the applicant. By adopting the scheme, working opportunities can be provided for more personnel while manpower resources are pushed for follow-up enterprises, so that the manpower resources are utilized to the maximum extent.
Description
Technical Field
The invention relates to the technical field of digital data processing, in particular to a resource pushing method and system based on capability evaluation.
Background
With the advent of the talent economic era, human resources have become the core competitiveness of strong enterprise development. At present, enterprises generally adopt campus recruitment, social recruitment, recruiting meeting, hunting head recommendation and other modes to recruit talents for themselves, under the condition of meeting a large number of talent recruitings, the enterprises select to cooperate with a recruitment platform to provide talent requirements for the recruitment platform, and the recruitment platform screens and pushes personnel according to the talent requirements.
However, the personnel recruitment method has the condition of unreasonable human resource allocation, and the recruitment platform preferentially pushes personnel with relatively strong overall conditions for the enterprise which puts forward the demand first in the personnel pushing process, so that sufficient human resource pushing cannot be provided for the enterprise with the demand subsequently, meanwhile, the personnel with relatively weak overall conditions cannot find suitable work, and the utilization of human resources cannot be maximized. Therefore, a resource pushing method and system that can provide more staff with working opportunities while pushing human resources for subsequent enterprises is needed.
Disclosure of Invention
One of the purposes of the present invention is to provide a resource pushing system based on capability evaluation, which can provide working opportunities for more personnel while pushing human resources for subsequent enterprises, so as to maximize the utilization of human resources.
The invention provides a basic scheme I: the resource pushing system based on the capability evaluation comprises a server,
the server is used for acquiring personnel information of personnel to be cared and carrying out capability analysis according to the personnel information to generate capability evaluation information;
the system is also used for acquiring the recruitment requirement of an enterprise and screening the personnel information according to the recruitment requirement to generate target personnel;
and the system is also used for calling the corresponding capability evaluation information according to the target personnel, screening the called capability evaluation information from low to high according to the recruitment requirement to generate an applicant, and pushing the applicant.
The beneficial effects of the first basic scheme are as follows:
in the scheme, the ability evaluation is carried out on the persons to be cared through the ability analysis, so that the ability evaluation information of each person to be cared is obtained, and the personal ability and the content of excellence of each person to be cared are known through the ability evaluation information. When an enterprise has a need for recruitment of personnel, the enterprise provides recruitment requirements, including various requirements such as the number of people, positions, academic calendars and abilities which need to be recruited, and the personnel information of each to-be-recruited personnel is matched according to the recruitment requirements, so that the to-be-recruited personnel meeting the recruitment requirements are screened out to serve as target personnel, for example, the enterprise requires a academic subject and has more than two years of working experience, and the to-be-recruited personnel with the academic calendar higher than the subject and more than two years of working experience are correspondingly screened out to serve as the target personnel.
For the recruitment platform rich in human resources, the number of screened target persons is usually large, the number of persons required to be recruited by an enterprise is usually less than that of the target persons, and when the recruitment platform is pushed, the persons are screened according to the capacity represented by the capacity evaluation information, and the persons with low capacity in the target persons are preferentially screened to generate the recruiters for pushing. Compared with the prior art, the method has the advantages that the method avoids the condition that the expectedness is too high due to the fact that the interviewer has higher interviewing capability in advance, so that the interview of the subsequent applicant is influenced, and further the rapid recruitment of enterprise personnel is difficult to realize.
By adopting the scheme, the application personnel meeting the enterprise recruitment requirement can be pushed for more enterprises, and sufficient human resource pushing of the enterprises is guaranteed; meanwhile, for the personnel to be worked with weak capacity, more opportunities for applying work can be possessed, and the probability of finding suitable work is improved; and enterprises can quickly recruit a large number of people meeting the requirements, so that the utilization of human resources is maximized.
Further, the recruitment requirement comprises a recruiter, and the server comprises:
and the screening module is used for screening the target persons with the corresponding number from the called capability evaluation information from low to high according to the recruiter number to serve as the recruiters.
Has the advantages that: under the normal condition, an enterprise can perform interview on the application personnel pushed by the recruitment platform, in order to avoid occupying more personnel to be attended to perform interview, the interview cost of the two parties is increased, and the target personnel is screened according to the number of the recruiters, so that the corresponding number of the application personnel are obtained to perform interview pushing.
Further, the recruitment requirement comprises the number of recruiters, and the server is also used for acquiring the number of passing persons after the recruiters are pushed; and the capacity evaluation information corresponding to the non-employing person in the target person is called when the passing number of persons is less than the number of the employing persons, the recalled capacity evaluation information is screened and updated according to the number of the employing persons and the passing number of persons from low to high, and the updated employing persons are pushed.
Has the beneficial effects that: the employing personnel meet the recruitment requirements of the enterprise, but the specific passing or not depends on the performance of the interview, so that the condition that part of the personnel do not pass the interview of the enterprise possibly occurs after the interview, at the moment, the number of the people who need to be recruited by the enterprise is known according to the number of the passing people and the number of the recruiting people, the non-employing personnel in the target personnel are screened for the second time, the employing personnel are screened and updated from low to high according to the capacity, and the enterprise is pushed to perform the secondary interview. The system and the method provide sufficient manpower resource pushing for the enterprises, and meanwhile, the capacity of the re-pushed application personnel is higher than that of the first-pushed application personnel, and the dissatisfaction of the enterprises that the sufficient personnel are not recruited in the first interview can be reduced.
And further, the recruitment requirement comprises the number of recruiters, the server is also used for counting the number of target persons of the target persons, when the number of the target persons is smaller than the number of the recruiters, the capacity evaluation information corresponding to non-target persons in the to-be-cared persons is called, the called capacity evaluation information is screened from high to low according to the number of the recruiters and the number of the target persons to generate the replacement persons, and the application persons and the replacement persons are pushed.
Has the advantages that: due to special positions or high requirements of some enterprises, severe conditions may exist in the recruitment requirement, and the number of the screened target persons is less than that of the recruited persons. In this case, the non-target persons among the persons to be attended are screened by the breaking lattice, the persons to be attended with strong screening ability are screened as the replacement persons according to the ability evaluation information, and the recruiting persons are replenished by the replacement persons. Compared with the prior art, only the application personnel is pushed, the scheme is adopted to push the application personnel and simultaneously push other personnel with excellent capability, so that the enterprise can know the requirements of the required personnel better, and during interviewing, whether the personnel with stronger capability are suitable for corresponding work can be judged through communication with the personnel with stronger capability, so that excellent human resources are provided for the enterprise, and meanwhile, the personnel with stronger capability to be attended can develop more.
Further, the capability evaluation information includes a plurality of individual items of evaluation information, and the server includes:
the demand analysis module is used for analyzing and generating a single item capacity demand according to the recruitment demand;
and the screening module is used for acquiring corresponding single item evaluation information from the called capacity evaluation information according to the single item capacity requirement, and screening the single item evaluation information from high to low according to the recruiter number and the target number to generate the replacement personnel.
Has the advantages that: the recruited personnel of the enterprise mostly require the preference with the capability, such as the position of the service industry, and the preference of the personnel with the strong communication capability. And the demand analysis module is arranged to analyze the single capacity of the recruitment position preference based on the recruitment demand provided by the enterprise, namely generating the single capacity demand. When the ability analysis is performed on the persons to be cared for, the individual abilities of all aspects of the enterprise are also analyzed, so that the ability evaluation information comprises a plurality of individual evaluation information, such as the individual evaluation information of professional ability, communication ability, comprehension ability, creativity, learning ability and the like. And the screening module is arranged to screen the personnel with the strongest single item capacity according to the single item capacity evaluation information when the target number of people is less than the recruiter number, and preferentially screen the personnel with the strongest single item capacity as the replacement personnel, so that the application personnel suitable for development in various aspects are provided for enterprises, and meanwhile, the possibility of more development of the personnel to be worked with stronger capacity is provided.
The invention also aims to provide a resource pushing method based on capability evaluation.
The invention provides a second basic scheme: the resource pushing method based on the capability evaluation comprises the following steps:
acquiring personnel information of personnel to be cared, and performing capability analysis according to the personnel information to generate capability evaluation information;
acquiring the recruitment requirement of an enterprise, and screening the personnel information according to the recruitment requirement to generate a target person;
and calling the corresponding capability evaluation information according to the target person, screening the called capability evaluation information from low to high according to the recruitment requirement to generate an applicant, and pushing the applicant.
The second basic scheme has the beneficial effects that:
and performing capability evaluation on the persons to be cared by capability analysis to obtain capability evaluation information, and knowing the personal capability and the adept content of each person to be cared by the capability evaluation information. When an enterprise has a need for recruitment, the enterprise provides recruitment requirements, including various requirements such as the number of people, positions, academic calendars, abilities and the like, and the personnel information of each to-be-recruited person is matched according to the recruitment requirements, so that the to-be-recruited person meeting the recruitment requirement is screened out as a target person.
For the recruitment platform rich in human resources, the number of screened target persons is usually large, the number of persons required to be recruited by an enterprise is usually less than that of the target persons, and when the recruitment platform is pushed, the persons are screened according to the capacity represented by the capacity evaluation information, and the persons with low capacity in the target persons are preferentially screened to generate the recruiters for pushing. Compared with the prior art, the method has the advantages that the method avoids the condition that the expectedness is too high due to the fact that the interviewer has higher interviewing capability in advance, so that the interview of the subsequent applicant is influenced, and further the rapid recruitment of enterprise personnel is difficult to realize.
By adopting the scheme, the application personnel meeting the enterprise recruitment requirement can be pushed for more enterprises, and sufficient human resource pushing of the enterprises is guaranteed; meanwhile, for the personnel to be worked with weak capacity, more opportunities for applying work can be possessed, and the probability of finding suitable work is improved; and enterprises can quickly recruit a large number of people meeting the requirements, so that the utilization of human resources is maximized.
And further, screening corresponding numbers of the recruiters according to the recruiters when the recruiters are generated by screening the called capability evaluation information from low to high according to the recruiting requirements.
Has the advantages that: under the normal condition, an enterprise can perform interview on the application personnel pushed by the recruitment platform, and in order to avoid occupying more personnel to be attended to perform interview, the interview cost of the two parties is increased, and the corresponding number of application personnel are screened according to the number of the recruiters to perform interview pushing.
Further, the recruitment requirement comprises the number of recruiters and further comprises the following contents:
acquiring the number of passing persons after the employing persons are pushed;
and when the number of passing persons is less than the number of recruiting persons, calling the capacity evaluation information corresponding to the non-recruiting persons in the target persons, screening and updating the re-called capacity evaluation information according to the number of the recruiting persons and the number of passing persons from low to high, and pushing the updated recruiting persons.
Has the advantages that: although the employing personnel all meet the recruitment requirement proposed by the enterprise, the concrete passing or not depends on the performance in the interview, so that the condition that part of personnel do not pass the enterprise interview can occur after the interview, and at the moment, the passing number of the personnel is less than that of the recruiting personnel. And (4) performing secondary screening on non-employing persons in the target persons according to the passing persons and the recruiting persons, screening and updating the employing persons from low to high according to the capacity, and pushing the enterprise to perform secondary interview. Sufficient manpower resource pushing is provided for the enterprise, the capability of the application personnel pushed again is higher than that of the application personnel pushed for the first time, and the dissatisfaction of the enterprise to the fact that the application personnel cannot be recruited to the sufficient personnel for the first interview can be reduced.
Further, the recruitment requirement comprises the number of recruiters, and after the information of the persons is screened according to the recruitment requirement to generate the target person, the recruitment requirement also comprises the following contents:
counting the target number of the target persons, calling the capability evaluation information corresponding to non-target persons in the persons to be attended when the target number is smaller than the recruiting number, and screening the called capability evaluation information from high to low according to the recruiting number and the target number to generate a replacement person;
and when the candidate is pushed, the replacement personnel is also pushed.
Has the advantages that: due to special positions or high requirements of some enterprises, severe conditions may exist in the recruitment requirement, and the number of the screened target persons is less than that of the recruited persons. In this case, the non-target persons among the persons to be attended are screened by the breaking lattice, the persons to be attended with strong screening ability are screened as the replacement persons according to the ability evaluation information, and the recruiting persons are replenished by the replacement persons. Compared with the prior art, only the application personnel is pushed, the scheme is adopted to push the application personnel and simultaneously push other personnel with excellent capability, so that the enterprise can know the requirements of the required personnel better, and during interviewing, whether the personnel with stronger capability are suitable for corresponding work can be judged through communication with the personnel with stronger capability, so that excellent human resources are provided for the enterprise, and meanwhile, the personnel with stronger capability to be attended can develop more.
Further, the ability evaluation information comprises a plurality of single items of evaluation information, the called ability evaluation information is screened from high to low according to the number of recruiters and the number of target persons to generate replacement persons, and the method specifically comprises the following steps:
analyzing and generating a single item capacity requirement according to the recruitment requirement;
and acquiring corresponding single item evaluation information from the called capacity evaluation information according to the single item capacity requirement, and screening the single item evaluation information from high to low according to the recruiter number and the target number to generate the replacement personnel.
Has the advantages that: the recruited personnel of the enterprise mostly require the preference with the capability, such as the position of the service industry, and the preference of the personnel with the strong communication capability. And the requirement analysis module is arranged for analyzing the individual item capacity of the recruitment position preference based on the recruitment requirement provided by the enterprise, namely generating the individual item capacity requirement. When the ability analysis is performed on the persons to be cared, the individual abilities of all aspects of the enterprise are also analyzed, so that the ability evaluation information comprises a plurality of individual evaluation information, such as the individual evaluation information of professional ability, communication ability, comprehension ability, creation ability, learning ability and the like. And the screening module is arranged to screen the personnel with the strongest single item capacity according to the single item capacity evaluation information when the target number of people is less than the recruiter number, and preferentially screen the personnel with the strongest single item capacity as the replacement personnel, so that the application personnel suitable for development in various aspects are provided for enterprises, and meanwhile, the possibility of more development of the personnel to be worked with stronger capacity is provided.
Drawings
Fig. 1 is a logic block diagram of a first embodiment of a resource pushing system based on capability evaluation according to the present invention.
Detailed Description
The following is further detailed by way of specific embodiments:
example one
The resource pushing system based on the capability evaluation comprises a server, as shown in the attached figure 1, wherein the server comprises an information acquisition module, a capability analysis module, a storage module, a demand acquisition module, a matching module, a screening module, a pushing module, a judging module and a calculating module.
The server is used for acquiring the personnel information of the personnel to be cared and carrying out capability analysis according to the personnel information to generate capability evaluation information. Specifically, the information acquisition module is used for acquiring information of personnel to be cared for and uploaded by the recruitment platform, wherein the information of the personnel comprises names, sexes, identity card numbers, birth dates, ages, academic calendars, work experiences, honor awards and the like. The ability analysis module is used for calling the personnel information, carrying out ability analysis on the personnel information to generate ability evaluation information, wherein the ability evaluation information comprises scores and/or comments. Personnel information can be analyzed through a third-party capability evaluation platform; the capability evaluation model of the recruitment platform can be established, and the personnel information is analyzed through the capability evaluation model; the personnel information can also be displayed, and the capability evaluation information is uploaded after being artificially evaluated, in the embodiment, the capability analysis module is preset with a capability evaluation model, and the capability evaluation information output by the capability evaluation model according to the personnel information is obtained. The storage module is used for storing the personnel information and the capability evaluation information of each person to be cared.
The server is further used for acquiring the recruitment requirement of the enterprise and screening the personnel information according to the recruitment requirement to generate a target person, and specifically, the requirement acquisition module is used for acquiring the recruitment requirement of the enterprise, wherein the recruitment requirement comprises the number of recruiters and the position requirement, and the position requirement comprises sex, age, academic history, work experience and the like. The matching module is used for matching according to the position requirements and the personnel information, and when the matching items exist, the personnel to be cared corresponding to the screening personnel information are used as target personnel. For example, if the job requirement is the subject of the academic department and has more than two years of work experience, then the subject of the job waiting personnel is the subject or higher than the subject and has more than two years of work experience, that is, there is a matching item, and the job waiting personnel is screened as the target personnel.
The server is further used for calling the corresponding capability evaluation information according to the target person, screening the called capability evaluation information from low to high according to the recruitment requirement to generate an applicant, and pushing the applicant. Specifically, the screening module is used for calling the capability evaluation information corresponding to the target persons, sequencing the target persons in sequence from low to high according to the capability evaluation information, and screening the target persons with the corresponding number from the called capability evaluation information from low to high according to the recruiter number to serve as the recruiters. The pushing module is used for pushing the application personnel, and the storage module is also used for recording the target personnel and the application personnel.
The server is also used for acquiring the number of passing persons after the recruitment is pushed; and the capacity evaluation information corresponding to the non-employing person in the target person is called when the passing number of persons is less than the number of the employing persons, the recalled capacity evaluation information is screened and updated according to the number of the employing persons and the passing number of persons from low to high, and the updated employing persons are pushed. The method specifically comprises the following steps:
the demand acquisition module is also used for acquiring the number of passing persons after the employing persons are pushed. The judgment module is used for judging whether the number of passing persons is less than the number of recruiting persons, when the number of passing persons is not less than the number of recruiting persons, the number of passing persons is equal to the number of recruiting persons, at the moment, the enterprise is full of sufficient persons, and the recruitment push of the enterprise is finished. When the number of passing persons is less than the number of recruiting persons, representing that part of the applying persons do not pass the enterprise interview, the enterprise needs to be pushed again at the moment. The calculation module is used for calculating and generating the number of secondary push persons according to the number of passing persons and the number of recruiting persons when the number of passing persons is smaller than the number of recruiting persons, the screening module is further used for calling the capacity evaluation information corresponding to non-engaging persons in the target persons when the number of passing persons is smaller than the number of recruiting persons, sequencing the non-engaging persons in the target persons in sequence from low to high according to the capacity evaluation information, and screening the target persons with the corresponding number from the called capacity evaluation information according to the number of secondary push persons from low to high to update the engaging persons.
In other embodiments, the screening module is configured to, when the number of passing persons is smaller than the number of recruiting persons, call capability evaluation information corresponding to non-recruiting persons in the target persons, call capability evaluation information corresponding to the number of passing persons, perform matching according to the capability evaluation information corresponding to the number of passing persons and the capability evaluation information corresponding to the non-recruiting persons, generate a matching degree, sort the non-recruiting persons in the target persons from high to low according to the matching degree, and screen the corresponding number of target persons from high to low according to the secondary number of pushed persons to update the recruiting persons.
The push module is further used for pushing the updated employing personnel, and the storage module is further used for recording the pushed updated employing personnel, wherein the updated employing personnel are target personnel for secondary employing.
The resource pushing method based on the capability evaluation uses the resource pushing system based on the capability evaluation, and comprises the following contents:
and (3) capability evaluation step: and acquiring personnel information of the personnel to be cared, and performing capability analysis according to the personnel information to generate capability evaluation information. The personnel information includes name, gender, identification card number, birth year and month, age, academic calendar, work experience, honor award item and the like, the ability evaluation information includes score and/or comment, in this embodiment, the ability evaluation information is score, and the higher the score is, the higher the representative ability evaluation information is, the higher the ability of the corresponding personnel is.
A requirement screening step: and acquiring the recruitment requirement of the enterprise, and screening the personnel information according to the recruitment requirement to generate a target person. The recruitment requirements comprise the number of recruiters and the position requirements, and the position requirements comprise sex, age, academic history, work experience and the like.
A personnel screening step: and calling the corresponding capability evaluation information according to the target person, screening the called capability evaluation information from low to high according to the recruitment requirement to generate an application member, pushing the application member, and screening the corresponding number of application members according to the number of the application members when the application member is generated by screening.
And (3) supplementary screening: acquiring the number of passing persons after the employing persons are pushed; and when the number of passing persons is less than the number of recruiting persons, calling the capacity evaluation information corresponding to the non-recruiting persons in the target persons, screening and updating the re-called capacity evaluation information according to the number of the recruiting persons and the number of passing persons from low to high, and pushing the updated recruiting persons.
The capacity evaluation step specifically comprises the following steps:
acquiring information of personnel to be attended and uploaded by the recruitment platform, performing capability analysis on the information of the personnel to generate capability evaluation information, and analyzing the information of the personnel through a third-party capability evaluation platform; the capability evaluation model of the recruitment platform can be established, and the personnel information is analyzed through the capability evaluation model; the personnel information can also be displayed, the capability evaluation information is uploaded after the manual evaluation, and in the embodiment, a capability evaluation model is preset to obtain the capability evaluation information output by the capability evaluation model according to the personnel information. And storing the personnel information and the ability evaluation information of each person to be cared in an associated manner.
The requirement screening step specifically comprises the following steps:
acquiring the recruitment requirement of an enterprise, matching according to the job requirement and the personnel information, and screening the personnel to be cared corresponding to the personnel information as target personnel when matching items exist. For example, if the job requirement is the subject of the academic department and has more than two years of work experience, then the subject of the job waiting personnel is the subject or higher than the subject and has more than two years of work experience, that is, there is a matching item, and the job waiting personnel is screened as the target personnel.
The personnel screening step specifically comprises the following steps:
and calling the capability evaluation information corresponding to the target personnel, sequencing the target personnel in sequence from low to high according to the capability evaluation information, and screening the target personnel with the corresponding number from the called capability evaluation information from low to high according to the recruiter number to serve as the recruiter. And pushing the application personnel, and recording the target personnel and the application personnel.
The supplementary screening step specifically comprises the following steps:
and after the application personnel are pushed, acquiring the number of passing people, judging whether the number of passing people is less than the number of recruiting people, and when the number of passing people is not less than the number of recruiting people, the number of passing people is equal to the number of recruiting people, at the moment, the enterprise is full of sufficient personnel, and ending the recruitment push of the enterprise. When the number of passing persons is less than the number of recruiting persons, representing that part of the applying persons do not pass the enterprise interview, the enterprise needs to be pushed again at the moment. And when the number of passing persons is less than the number of recruiting persons, calculating to generate a secondary number of pushing persons according to the number of passing persons and the number of recruiting persons. And calling the capacity evaluation information corresponding to the non-employing persons in the target persons, sequencing the non-employing persons in the target persons in sequence from low to high according to the capacity evaluation information, and screening the target persons with the corresponding number from the called capacity evaluation information from low to high according to the number of secondary pushers to update the employing persons. And pushing the updated application personnel, and recording the pushed updated application personnel, wherein the updated application personnel are target personnel for secondary application.
In other embodiments, the non-applicant update applicant of the screening target persons is as follows: when the number of passing persons is less than the number of recruiting persons, the capacity evaluation information corresponding to the non-applying persons in the target persons is called, the capacity evaluation information corresponding to the number of passing persons is called, matching is carried out according to the capacity evaluation information corresponding to the number of passing persons and the capacity evaluation information corresponding to the non-applying persons, a matching degree is generated, the non-applying persons in the target persons are sorted from high to low according to the matching degree, and the corresponding number of target persons are screened from the matching degree according to the secondary number of pushed persons from high to low to update the applying persons.
Example two
The difference between the present embodiment and the first embodiment is: in the embodiment, when the target number of people is less than the recruiting number of people, the high-energy personnel which do not meet the recruiting requirement are pushed by breaking the lattice.
The resource pushing system based on the capability evaluation is characterized in that the server is further used for counting the target number of the target persons, calling capability evaluation information corresponding to non-target persons in the persons to be attended when the target number is smaller than the recruiting number, screening the called capability evaluation information according to the recruiting number and the target number from high to low to generate replacement persons, and pushing the recruited persons and the replacement persons. The method specifically comprises the following steps:
the calculation module is also used for counting the target number of the target personnel after the target personnel are generated. The judgment module is further used for judging whether the number of the target persons is less than the number of the recruiting persons, when the number of the target persons is not less than the number of the recruiting persons, the target persons meet the recruitment requirement of the enterprise, screening and pushing of the recruiters are carried out according to the technical scheme recorded in the first embodiment, when the number of the target persons is less than the number of the recruiting persons, the number of the target persons is small, the recruitment requirement of the enterprise cannot be met, and the target persons need to be supplemented. The calculation module is also used for calculating the number of the replacement persons according to the number of the recruiting persons and the number of the target persons when the number of the target persons is less than the number of the recruiting persons. The screening module is further used for calling the capacity evaluation information corresponding to the non-target persons in the persons to be attended when the target number of persons is smaller than the recruiting number, sequencing the non-target persons in sequence from high to low according to the capacity evaluation information, and screening the non-target persons with the corresponding number from the called capacity evaluation information from high to low according to the number of the replacement persons to serve as the replacement persons. The pushing module is also used for pushing the replacement personnel together when the employing personnel are pushed. The storage module is also used for recording replacement personnel.
In other embodiments, the capability evaluation information includes a plurality of single items of evaluation information, specifically: the evaluation method comprises the steps of evaluating the single items of information including professional ability, communication ability, comprehension ability, creativity and learning ability, wherein each piece of evaluation information is a score, and the higher the score is, the stronger the single item of evaluation information is, and the stronger the corresponding single item ability is.
The server also includes a demand analysis module. The demand analysis module is used for generating single item capacity demands according to recruitment demand analysis, specifically, the single item capacity demands correspond to single item evaluation information, and the single item capacity demands comprise professional capacity demands, communication capacity demands, comprehension capacity demands, creativity demands and learning capacity demands. The requirement analysis module is used for analyzing and generating single item capacity requirements according to the position requirements, for example, the position requirements are good at communicating with people, and the generated single item capacity requirements are communication capacity requirements.
The screening module is further used for obtaining corresponding single item evaluation information from the called capacity evaluation information according to the single item capacity requirement, and screening the single item evaluation information according to the recruitment number and the target number from high to low to generate replacement personnel. Specifically, the screening module is further configured to, when the target number of people is smaller than the recruiting number of people, call capability evaluation information corresponding to non-target people among the people to be attended, obtain corresponding single item of evaluation information from the called capability evaluation information according to the single item of capability requirement, sequence the non-target people in sequence from high to low according to the single item of evaluation information, and screen a corresponding number of non-target people from the single item of evaluation information as replacement people according to the replacement number from high to low.
The resource pushing method based on the capability evaluation uses the resource pushing system based on the capability evaluation. After the personnel information is screened according to the recruitment requirement to generate the target personnel, namely after the requirement screening step, the method also comprises the following steps:
a step of grid breaking and screening: and counting the target number of the target persons, calling the capability evaluation information corresponding to non-target persons in the persons to be attended when the target number is smaller than the recruiting number, and screening the called capability evaluation information from high to low according to the recruiting number and the target number to generate the replacement persons.
And when the candidate is pushed in the step of screening the personnel, the replacement personnel is also pushed.
The step of grid breaking and screening specifically comprises the following steps:
and after the target persons are generated, counting the target persons of the target persons, and judging whether the target persons are less than the recruiting persons. When the target number of people is not less than the recruiting number, the target number represents that the target people meets the recruiting requirement of the enterprise, screening and pushing of the recruiters are carried out according to the technical scheme recorded in the first embodiment, and when the target number is less than the recruiting number, the number of people representing the target people is less, the recruiting requirement of the enterprise cannot be met, and the target people need to be supplemented. And when the target number of people is not less than the recruiting number of people, executing a personnel screening step. When the target number of people is less than the recruiting number of people, calculating the number of the replacement people according to the recruiting number of people and the target number of people, calling the capacity evaluation information corresponding to the non-target people in the to-be-cared people, sequencing the non-target people from high to low according to the capacity evaluation information, and screening the non-target people with the corresponding number from the called capacity evaluation information from high to low according to the number of the replacement people as the replacement people.
The personnel screening step further comprises: and when the candidate is pushed, the candidate is pushed together, and the candidate is recorded.
In other embodiments, the capability evaluation information includes a plurality of single items of evaluation information, specifically: the evaluation method comprises the steps of evaluating the single items of information including professional ability, communication ability, comprehension ability, creativity and learning ability, wherein each piece of evaluation information is a score, and the higher the score is, the stronger the single item of evaluation information is, and the stronger the corresponding single item ability is.
Screening the called capability evaluation information according to the recruitment number and the target number from high to low to generate the replacement personnel, which specifically comprises the following contents:
analyzing and generating a single item capacity requirement according to the recruitment requirement; and acquiring corresponding single item evaluation information from the called capacity evaluation information according to the single item capacity requirement, and screening the single item evaluation information from high to low according to the recruiter number and the target number to generate the replacement personnel.
The method specifically comprises the following steps:
the single item of ability requirement corresponds to the single item of evaluation information, and comprises professional ability requirement, communication ability requirement, comprehension ability requirement, creativity requirement and learning ability requirement. And analyzing and generating individual capacity requirements according to the position requirements, wherein the generated individual capacity requirements are communication capacity requirements if the position requirements are good at communicating with people.
When the target number of people is less than the recruiting number of people, the corresponding ability evaluation information of the non-target people in the to-be-cared people is called, the corresponding single item evaluation information is obtained from the called ability evaluation information according to the single item ability requirement, the non-target people are sequentially sorted from high to low according to the single item evaluation information, and the non-target people with the corresponding number are screened from the single item evaluation information from high to low according to the number of the replacement people to be used as the replacement people.
The foregoing is merely an example of the present invention, and common general knowledge in the field of known specific structures and characteristics is not described herein in any greater extent than that known in the art at the filing date or prior to the priority date of the application, so that those skilled in the art can now appreciate that all of the above-described techniques in this field and have the ability to apply routine experimentation before this date can be combined with one or more of the present teachings to complete and implement the present invention, and that certain typical known structures or known methods do not pose any impediments to the implementation of the present invention by those skilled in the art. It should be noted that, for those skilled in the art, without departing from the structure of the present invention, several changes and modifications can be made, which should also be regarded as the protection scope of the present invention, and these will not affect the effect of the implementation of the present invention and the practicability of the patent. The scope of the claims of the present application shall be determined by the contents of the claims, and the description of the embodiments and the like in the specification shall be used to explain the contents of the claims.
Claims (10)
1. Resource push system based on ability evaluation, including the server, its characterized in that:
the server is used for acquiring personnel information of personnel to be cared and carrying out capability analysis according to the personnel information to generate capability evaluation information;
the system is also used for acquiring the recruitment requirement of the enterprise and screening the personnel information according to the recruitment requirement to generate target personnel;
and the system is also used for calling the corresponding capability evaluation information according to the target personnel, screening the called capability evaluation information from low to high according to the recruitment requirement to generate an applicant, and pushing the applicant.
2. The resource pushing system based on capability evaluation according to claim 1, characterized in that: the recruitment requirement comprises a recruiter number, and the server comprises:
and the screening module is used for screening the target persons with the corresponding number from the called capability evaluation information from low to high according to the recruiter number to serve as the recruiters.
3. The resource pushing system based on capability evaluation according to claim 1, characterized in that: the recruitment requirement comprises the number of recruiters, and the server is also used for acquiring the number of passing persons after the recruiters are pushed; and the capacity evaluation information corresponding to the non-employing person in the target person is called when the passing number of persons is less than the number of the employing persons, the recalled capacity evaluation information is screened and updated according to the number of the employing persons and the passing number of persons from low to high, and the updated employing persons are pushed.
4. The resource pushing system based on capability evaluation according to claim 1, characterized in that: the recruitment requirement comprises the number of recruiters, the server is further used for counting the number of target persons of the target persons, when the number of the target persons is smaller than the number of the recruiters, the capacity evaluation information corresponding to non-target persons in the to-be-attended persons is called, the called capacity evaluation information is screened from high to low according to the number of the recruiters and the number of the target persons to generate replacement persons, and the recruiters and the replacement persons are pushed.
5. The resource pushing system based on capability evaluation according to claim 4, wherein: the capability evaluation information includes a plurality of individual evaluation information, and the server includes:
the demand analysis module is used for generating individual capacity demands according to the recruitment demand analysis;
and the screening module is used for acquiring corresponding single item evaluation information from the called capacity evaluation information according to the single item capacity requirement, and screening the single item evaluation information from high to low according to the recruiter number and the target number to generate the replacement personnel.
6. The resource pushing method based on capability evaluation is characterized by comprising the following steps:
acquiring personnel information of personnel to be cared, and performing capability analysis according to the personnel information to generate capability evaluation information;
acquiring the recruitment requirement of an enterprise, and screening the personnel information according to the recruitment requirement to generate a target person;
and calling the corresponding capability evaluation information according to the target person, screening the called capability evaluation information from low to high according to the recruitment requirement to generate an applicant, and pushing the applicant.
7. The resource pushing method based on capability evaluation according to claim 6, characterized in that: and the recruitment requirement comprises the number of recruiters, and when the called capability evaluation information is screened from low to high according to the recruitment requirement to generate the recruiters, the corresponding number of the recruiters are screened according to the number of the recruiters.
8. The resource pushing method based on capability evaluation according to claim 6, characterized in that: the recruitment requirement comprises the number of recruiters and further comprises the following contents:
acquiring the number of passing persons after the employing persons are pushed;
and when the number of passing persons is less than the number of recruiting persons, calling the capacity evaluation information corresponding to the non-recruiting persons in the target persons, screening and updating the re-called capacity evaluation information according to the number of the recruiting persons and the number of passing persons from low to high, and pushing the updated recruiting persons.
9. The resource pushing method based on capability evaluation according to claim 6, characterized in that: the recruitment requirement comprises the number of recruiters, and the following contents are also included after the person information is screened according to the recruitment requirement to generate the target person:
counting the target number of the target persons, calling the capability evaluation information corresponding to non-target persons in the persons to be attended when the target number is smaller than the recruiting number, and screening the called capability evaluation information from high to low according to the recruiting number and the target number to generate a replacement person;
and when the candidate is pushed, the replacement personnel is also pushed.
10. The resource pushing method based on capability evaluation according to claim 9, characterized in that: the capacity evaluation information comprises a plurality of single item evaluation information, the called capacity evaluation information is screened from high to low according to the recruiter number and the target number to generate a replacement person, and the capacity evaluation information specifically comprises the following contents:
analyzing and generating a single item capacity requirement according to the recruitment requirement;
and acquiring corresponding single item evaluation information from the called capacity evaluation information according to the single item capacity requirement, and screening the single item evaluation information from high to low according to the recruiter number and the target number to generate the replacement personnel.
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