WO2019056708A1 - 电子装置、待释放人员推荐方法和计算机可读存储介质 - Google Patents

电子装置、待释放人员推荐方法和计算机可读存储介质 Download PDF

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WO2019056708A1
WO2019056708A1 PCT/CN2018/077644 CN2018077644W WO2019056708A1 WO 2019056708 A1 WO2019056708 A1 WO 2019056708A1 CN 2018077644 W CN2018077644 W CN 2018077644W WO 2019056708 A1 WO2019056708 A1 WO 2019056708A1
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information
similarity
resume
department
demand
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PCT/CN2018/077644
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English (en)
French (fr)
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肖辉雪
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平安科技（深圳）有限公司
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    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G06Q10/10—Office automation; Time management
    • G06Q10/105—Human resources
    • G06Q10/1053—Employment or hiring
    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G06Q10/06—Resources, workflows, human or project management; Enterprise or organisation planning; Enterprise or organisation modelling
    • G06Q10/063—Operations research, analysis or management
    • G06Q10/0631—Resource planning, allocation, distributing or scheduling for enterprises or organisations
    • G06Q10/06311—Scheduling, planning or task assignment for a person or group
    • G06Q10/063112—Skill-based matching of a person or a group to a task

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  • the present application relates to the field of outsourcing management, and in particular, to an electronic device, a method for recommending a person to be released, and a computer readable storage medium.
  • the outsourcing company dispatches outsourcers to the designated department of the agreement company. After the outsourcing personnel complete the project (that is, after the work expires), the agreement company directly releases the outsourced personnel and returns them to the outsourcing company. Before the release of the outsourced personnel, if the other parts of the agreement company have similar project tasks to the project of the outsourced personnel to be evacuated, the agreement company will directly send the project task to the outsourcing company, and let the outsourcing company choose to dispatch the outsourcing. Personnel, newly dispatched outsourcing personnel will need to adapt to the working environment, mode, etc. of the agreement company for a period of time, affecting the completion efficiency of the project.
  • the outsourced personnel who are about to withdraw from the agreement company have already adapted to the working environment and mode of the agreement company, and have the project experience of the agreement company. If the similar project tasks are handed over to the outsourced personnel who are about to evacuate, the project can be upgraded. The completion efficiency and the cost of the project are reduced; therefore, the direct release of the company by the contractor after the completion of the project will result in the loss of the company's resources. Therefore, it is necessary to propose a plan to rationally utilize the outsourced personnel to be released.
  • the main purpose of the present application is to provide an electronic device, a method for recommending a person to be released, and a computer readable storage medium, which are intended to rationally utilize the resources of the person to be released.
  • the first aspect of the present application provides an electronic device, including a memory and a processor, where the memory is stored with a system for recommending a person to be released running on the processor, and the system for recommending the person to be released is processed by the processor.
  • the following steps are implemented when the device is executed:
  • the acquired resume information is matched with the received departmental demand information one by one to obtain the similarity between each resume information and the received departmental demand information;
  • the top K similarity similarity descending order is selected from the obtained similarities, and the selected resume information corresponding to each similarity is recommended to the employing department.
  • a second aspect of the present application provides a method for recommending a person to be released, the method comprising the steps of:
  • the acquired resume information is matched with the received departmental demand information one by one to obtain the similarity between each resume information and the received departmental demand information;
  • the top K similarity similarity descending order is selected from the obtained similarities, and the selected resume information corresponding to each similarity is recommended to the employing department.
  • a third aspect of the present invention provides a computer readable storage medium storing a person recommendation system to be released, the person to be released recommendation system being executable by at least one processor to cause the at least one process Perform the following steps:
  • the acquired resume information is matched with the received departmental demand information one by one to obtain the similarity between each resume information and the received departmental demand information;
  • the top K similarity similarity descending order is selected from the obtained similarities, and the selected resume information corresponding to each similarity is recommended to the employing department.
  • the technical solution of the present application After receiving the department requirement information issued by the user department, the technical solution of the present application acquires the resume information of all the currently released persons in the system, and similarly matches each acquired resume information with the received department demand information, Obtaining similarity between each resume information and the demand information of the department, and filtering out the top K similarity of the similarity descending ranking, and recommending the selected resume information corresponding to each similarity to the employing department; thus, the company The employing department may select a suitable list of persons to be released according to the resume information of the system to be released, and let the supplier provide the resume information of the person to be released to apply for, so that the outsourced personnel employed for the new project task do not need to spend The time is applicable to the company's environment and model, and has the corresponding project experience, which can complete the project faster and better, so that the company's outsourced personnel to be released can be rationally utilized.
  • FIG. 1 is a schematic flow chart of an embodiment of a method for recommending a person to be released in the present application
  • FIG. 2 is a schematic flowchart of an embodiment of a method for recommending a person to be released in the present application
  • FIG. 3 is a schematic flowchart of a third embodiment of a method for recommending a person to be released in the present application
  • FIG. 4 is a schematic flowchart of a fourth embodiment of a method for recommending a person to be released in the present application
  • FIG. 5 is a schematic diagram of an operating environment of an embodiment of a system for recommending personnel to be released
  • FIG. 6 is a block diagram of a program of an embodiment of a system for recommending personnel to be released
  • FIG. 7 is a schematic structural diagram of a matching module in an embodiment of a system for recommending personnel to be released
  • FIG. 8 is a block diagram of a program of the second embodiment of the system for recommending personnel to be released in the present application.
  • FIG. 1 is a schematic flowchart of an embodiment of a method for recommending a person to be released in the present application.
  • the recommended method for the person to be released includes:
  • Step S10 After receiving the department requirement information issued by the user department, obtaining resume information of all current persons to be released;
  • the agreement company will determine the release time of the outsourced personnel in advance (that is, the time for the outsourced personnel to evacuate the project team, that is, the outsourced personnel have completed the work of the agreement company), and the system will monitor all the outsourced personnel in real time.
  • the in-service outsourcer is added with a status flag to be released, and the system determines that the outsourced person with the to-be-released flag is to be released. personnel.
  • the system database contains the resume information of all the in-service outsourced personnel.
  • the system receives the department's demand information, and obtains the resume information of all the outsourced personnel with the pending release mark in the system, that is, obtains Resume information for all personnel to be released.
  • Step S20 matching the acquired resume information one by one with the received department requirement information to obtain the similarity between each resume information and the received department demand information;
  • the system After obtaining the resume information of all the persons to be released, the system will match the acquired resume information one by one with the received departmental demand information; specifically, the information in the resume information and the received information.
  • the information in the departmental demand information is separately compared, and the similarity between the resume information and the received departmental demand information is obtained according to the degree of comparison of the respective information, so that the obtained resume information is respectively received and received.
  • the similarity of departmental demand information is compared.
  • step S30 the top K-like similarity of the similarity descending ranking is selected from the obtained similarities, and the selected resume information corresponding to each similarity is recommended to the employing department.
  • the system sorts the similarities from large to small, and selects the top K (for the preset value, for example, 20) to be similar. Degree, the resume information corresponding to the selected similarity is recommended to the employer department (ie, the employer department that issues the demand information of the department). Specifically, the system may send the selected resume information to the employing department in the form of packaging or linking.
  • the technical solution of the embodiment After receiving the department requirement information issued by the user department, the technical solution of the embodiment acquires the resume information of all the currently released persons in the system, and similarly matches the obtained resume information one by one with the received department requirement information.
  • the employer department of the company may select a suitable list of persons to be released according to the resume information of the person to be released recommended by the system, and let the supplier provide the resume information of the person to be released to apply for, so that the outsourced personnel hired for the new project task, It takes time to apply the company's environment and model, and has the corresponding project experience, which can complete the project faster and better, so that the company's outsourced personnel to be released can be rationally utilized.
  • FIG. 2 a schematic flowchart of an embodiment of a method for recommending a person to be released is provided.
  • the embodiment is based on an embodiment.
  • the method for recommending the person to be released further includes:
  • step S40 the resume information screening result fed back by the employing department is received, and the resume information screening result is sent to the outsourcing supplier.
  • the employer department After the employer department receives the resume information recommended by the system, the employer department selects the appropriate resume information (may be one or more) from the recommended resume information, and the employer department then selects the selected resume information or the resume information.
  • the system receives the feedback from the employer department, the system sends the feedback from the user department to the outsourcing supplier, so that the outsourcing supplier can actively send the corresponding resume information to the employer department according to the information sent by the system.
  • the department requirement information and the resume information both contain key type information and regular type information
  • the step S20 includes:
  • Step S21 comparing the key type information of the acquired resume information with the key type information of the department demand information one by one;
  • the key type information includes skill information
  • the regular type information includes academic information and project experience information.
  • the key type information and the regular type information are not limited to including the above information items, and may also include More other information items.
  • the system selects resume information one by one from each obtained resume information to compare with the department's demand information; the key type information of the department demand information is the most important information, and the resume information must have the key information of the department's demand information.
  • the type information meets the basic requirements of the department's demand information. Therefore, the key type information of the selected resume information is first compared with the key type information of the department's demand information, and the key type information is compared. As a result, it is possible to determine the resume information related to the department demand information and the irrelevant resume information in the acquired resume information.
  • Step S22 after confirming that the key type information of the currently compared resume information is consistent with the key type information of the department requirement, each preset designated item in the regular type information of the currently compared resume information is corresponding to the department. Comparing each preset specified item in the general type information of the demand information;
  • the system After confirming that the key type information of the currently compared resume information is consistent with the key type information of the department demand information, the system indicates that the department demand information is related to the resume information, and further, the conventional type information of the two is further The comparison is performed; the general type information of the department requirement information includes each preset designated item, and the regular type information of the resume information also includes each preset designated item.
  • the preset specified item is, for example, academic qualification, major, project experience, age, and the like. Specifically, the system compares each preset designated item in the currently selected resume information with each preset specified item of the department requirement information (for example, the respective "education", “professional”, “ The project experience and the "age” are respectively compared to each other, thereby obtaining the comparison result of each preset designated item.
  • the system finds that the key type information of the currently compared resume information is inconsistent with the key type information of the department demand information, the conventional type information comparison of the two is not performed, and the current departmental demand can be directly compared.
  • the similarity between the information and the resume information is set to 0 or other processing is performed.
  • Step S23 Calculate the similarity between the currently compared resume information and the department demand information according to the comparison result of each preset designated item and the preset similarity calculation rule.
  • the similarity degree between the currently compared resume information and the department demand information is calculated according to the obtained comparison result and the preset similarity calculation rule.
  • the preset similarity calculation rule may be: according to preset weights of each preset specified item (for example, “education”, “professional”, “project experience”, “age”, respectively, the weights are: 0.4. , 0.2, 0.3, 0.1), and the similarity comparison results of each preset specified item, the respective similarity comparison results are respectively multiplied by the corresponding weights and summed, and the similarity between the resume information and the departmental demand information is obtained.
  • Degree of course, the preset similarity calculation rule may also be other calculation methods.
  • FIG. 4 is a schematic flowchart of a fourth embodiment of a method for recommending a person to be released.
  • the solution of this embodiment is based on any of the foregoing embodiments.
  • the step S30 is replaced by:
  • Step S31 selecting the top K similarity similarity in the descending order of similarity from the obtained similarities
  • Step S32 the selected resume information corresponding to each similarity is checked and checked with the received departmental demand information one by one, and the contradiction information of each resume information and the department demand information is analyzed.
  • the contradictory information is information that is objectively conflicting;
  • the selected resume information and the department demand information are subjected to the same type information contradiction check one by one, that is, the information of the same attribute in the two is performed. Verify to see if there are any conflicts or conflicts.
  • the same type of information is, for example, information such as a work area and a work period.
  • the optional work area specified in the department's demand information is “Shanghai, Beijing”
  • the acceptable work area indicated in the resume information is “Guangzhou, Shenzhen”
  • the work area of the resume information and the departmental demand information is contradictory information (that is, information with contradictions or conflicts), and the other types of information of the two are contradictory, and the contradiction between the two is calculated.
  • the amount of information in this way, the amount of contradictory information existing in each resume information and the department demand information can be obtained.
  • Step S33 the resume information with the number of contradictory information being less than the first preset value is pushed to the employing department.
  • the resume information with the number of contradictory information smaller than the first preset value (for example, three) is further selected, and then The resume information obtained after screening the number of contradictory information is pushed to the employing department.
  • the department requirement information in which the number of contradictory information is smaller than the first preset value in the embodiment also includes department requirement information in which there is no contradiction (that is, the number of contradictory information is 0).
  • the resume information obtained by the similarity screening is further filtered by the number of contradictory information, and the selected resume information is pushed to the employing department, so that there is a large number of conflicts with the departmental demand information.
  • Some of the resume information makes the pushed resume information more accurate.
  • step S30 may also be replaced by:
  • the former K-name similarity of the similarity descending ranking is selected from the obtained similarities
  • the selected resume information corresponding to each similarity is checked and checked with the received departmental demand information one by one;
  • the resume information with the contradiction of the same type of information is marked, so that the resume information that contradicts the department's demand information is distinguished from the resume information that does not have conflicts.
  • the present application also proposes a person recommendation system to be released.
  • FIG. 5 is a schematic diagram of an operating environment of an embodiment of the system for recommending release 10 of the present application.
  • the person to be released recommendation system 10 is installed and operated in the electronic device 1.
  • the electronic device 1 may be a computing device such as a desktop computer, a notebook, a palmtop computer, and a server.
  • the electronic device 1 may include, but is not limited to, a memory 11, a processor 12, and a display 13.
  • Figure 5 shows only the electronic device 1 with components 11-13, but it should be understood that not all illustrated components may be implemented, and more or fewer components may be implemented instead.
  • the memory 11 is a computer storage medium, which in some embodiments may be an internal storage unit of the electronic device 1, such as a hard disk or memory of the electronic device 1.
  • the memory 11 may also be an external storage device of the electronic device 1 in other embodiments, such as a plug-in hard disk equipped on the electronic device 1, a smart memory card (SMC), and a secure digital (SD). Card, flash card, etc. Further, the memory 11 may also include both an internal storage unit of the electronic device 1 and an external storage device.
  • the memory 11 is used to store application software installed on the electronic device 1 and various types of data, such as program codes of the person recommendation system 10 to be released.
  • the memory 11 can also be used to temporarily store data that has been output or is about to be output.
  • the processor 12 may be a Central Processing Unit (CPU), microprocessor or other data processing chip for running program code or processing data stored in the memory 11, such as executing a person to be released Recommend system 10 and so on.
  • CPU Central Processing Unit
  • microprocessor or other data processing chip for running program code or processing data stored in the memory 11, such as executing a person to be released Recommend system 10 and so on.
  • the display 13 may be an LED display, a liquid crystal display, a touch-sensitive liquid crystal display, an OLED (Organic Light-Emitting Diode) touch sensor, or the like in some embodiments.
  • the display 13 is for displaying information processed in the electronic device 1 and a user interface for displaying visualization, such as a business customization interface or the like.
  • the components 11-13 of the electronic device 1 communicate with one another via a system bus.
  • FIG. 6 is a program module diagram of a preferred embodiment of the system for recommending release 10 of the present application.
  • the person to be released recommendation system 10 can be divided into one or more modules, one or more modules are stored in the memory 11, and are processed by one or more processors (this embodiment is the processor 12) ) is performed to complete the application.
  • the person to be released recommendation system 10 can be divided into an acquisition module 101, a matching module 102, and a first push module 103.
  • the module referred to in the present application refers to a series of computer program instruction segments capable of performing a specific function, and is more suitable than the program to describe the execution process of the person to be released recommendation system 10 in the electronic device 1, wherein:
  • the obtaining module 101 is configured to obtain resume information of all currently-released personnel after receiving the department requirement information issued by the user department;
  • the agreement company will determine the release time of the outsourced personnel in advance (that is, the time for the outsourced personnel to evacuate the project team, that is, the outsourced personnel have completed the work of the agreement company), and the system will monitor all the outsourced personnel in real time.
  • the in-service outsourcer is added with a status flag to be released, and the system determines that the outsourced person with the to-be-released flag is to be released. personnel.
  • the system database contains the resume information of all the in-service outsourced personnel.
  • the system receives the department's demand information, and obtains the resume information of all the outsourced personnel with the pending release mark in the system, that is, obtains Resume information for all personnel to be released.
  • the matching module 102 is configured to perform similarity matching between the acquired resume information and the received department requirement information one by one to obtain similarity between each resume information and the received department requirement information;
  • the system After obtaining the resume information of all the persons to be released, the system will match the acquired resume information one by one with the received departmental demand information; specifically, the information in the resume information and the received information.
  • the information in the departmental demand information is separately compared, and the similarity between the resume information and the received departmental demand information is obtained according to the degree of comparison of the respective information, so that the obtained resume information is respectively received and received.
  • the similarity of departmental demand information is compared.
  • the first pushing module 103 is configured to filter the top K similarity similarity of the similarity descending order from the obtained similarities, and recommend the selected resume information corresponding to each similarity to the employing department.
  • the system sorts the similarities from large to small, and selects the top K (for the preset value, for example, 20) to be similar. Degree, the resume information corresponding to the selected similarity is recommended to the employer department (ie, the employer department that issues the demand information of the department). Specifically, the system may send the selected resume information to the employing department in the form of packaging or linking.
  • the technical solution of the embodiment After receiving the department requirement information issued by the user department, the technical solution of the embodiment acquires the resume information of all the currently released persons in the system, and similarly matches the obtained resume information one by one with the received department requirement information.
  • the employer department of the company may select a suitable list of persons to be released according to the resume information of the person to be released recommended by the system, and let the supplier provide the resume information of the person to be released to apply for, so that the outsourced personnel hired for the new project task, It takes time to apply the company's environment and model, and has the corresponding project experience, which can complete the project faster and better, so that the company's outsourced personnel to be released can be rationally utilized.
  • system for recommending personnel to be released in this embodiment further includes:
  • the forwarding module is configured to receive the result of the resume information feedback by the employer department, and send the resume information screening result to the outsourcing supplier.
  • the employer department After the employer department receives the resume information recommended by the system, the employer department selects the appropriate resume information (may be one or more) from the recommended resume information, and the employer department then selects the selected resume information or the resume information.
  • the system receives the feedback from the employer department, the system sends the feedback from the user department to the outsourcing supplier, so that the outsourcing supplier can actively send the corresponding resume information to the employer department according to the information sent by the system.
  • the structure of the matching module 102 in an embodiment of the system for recommending the release of the present application is shown.
  • the department requirement information and the resume information both contain key type information and regular type information
  • the matching module 102 includes:
  • the first comparison sub-module 1021 is configured to compare the key type information of the acquired resume information with the key type information of the department requirement information one by one;
  • the key type information includes skill information
  • the regular type information includes academic information and project experience information.
  • the key type information and the regular type information are not limited to including the above information items, and may also include More other information items.
  • the system selects resume information one by one from each obtained resume information to compare with the department's demand information; the key type information of the department demand information is the most important information, and the resume information must have the key information of the department's demand information.
  • the type information meets the basic requirements of the department's demand information. Therefore, the key type information of the selected resume information is first compared with the key type information of the department's demand information, and the key type information is compared. As a result, it is possible to determine the resume information related to the department demand information and the irrelevant resume information in the acquired resume information.
  • the second comparison sub-module 1022 is configured to: after confirming that the key type information of the currently compared resume information is consistent with the key type information of the department requirement, each preset in the regular type information of the currently compared resume information The specified item is compared with each preset specified item in the general type information of the department requirement information.
  • the system After confirming that the key type information of the currently compared resume information is consistent with the key type information of the department demand information, the system indicates that the department demand information is related to the resume information, and further, the conventional type information of the two is further The comparison is performed; the general type information of the department requirement information includes each preset designated item, and the regular type information of the resume information also includes each preset designated item.
  • the preset specified item is, for example, academic qualification, major, project experience, age, and the like. Specifically, the system compares each preset designated item in the currently selected resume information with each preset specified item of the department requirement information (for example, the respective "education", “professional”, “ The project experience and the "age” are respectively compared to each other, thereby obtaining the comparison result of each preset designated item.
  • the system finds that the key type information of the currently compared resume information is inconsistent with the key type information of the department demand information, the conventional type information comparison of the two is not performed, and the current departmental demand can be directly compared.
  • the similarity between the information and the resume information is set to 0 or other processing is performed.
  • the calculation sub-module 1023 is configured to obtain a similarity between the currently compared resume information and the department requirement information according to the comparison result of each preset specified item and the preset similarity calculation rule.
  • the similarity degree between the currently compared resume information and the department demand information is calculated according to the obtained comparison result and the preset similarity calculation rule.
  • the preset similarity calculation rule may be: according to preset weights of each preset specified item (for example, “education”, “professional”, “project experience”, “age”, respectively, the weights are: 0.4. , 0.2, 0.3, 0.1), and the similarity comparison results of each preset specified item, the respective similarity comparison results are respectively multiplied by the corresponding weights and summed, and the similarity between the resume information and the departmental demand information is obtained.
  • Degree of course, the preset similarity calculation rule may also be other calculation methods.
  • FIG. 8 is a program module diagram of a second embodiment of a system for recommending personnel to be released.
  • the first pushing module 103 is replaced by the second pushing module 104
  • the second pushing module 104 includes:
  • a screening sub-module 1041 configured to filter, from the obtained similarities, a top K-like similarity of the similarity descending ranking
  • the verification sub-module 1042 is configured to perform the contradiction check of the same type information on the selected resume information corresponding to each similarity one by one to analyze the existence of each resume information and the department demand information.
  • the amount of contradictory information which is objectively conflicting information
  • the selected resume information and the department demand information are subjected to the same type information contradiction check one by one, that is, the information of the same attribute in the two is performed. Verify to see if there are any conflicts or conflicts.
  • the same type of information is, for example, information such as a work area and a work period.
  • the optional work area specified in the department's demand information is “Shanghai, Beijing”
  • the acceptable work area indicated in the resume information is “Guangzhou, Shenzhen”
  • the work area of the resume information and the departmental demand information is contradictory information (that is, information with contradictions or conflicts), and the other types of information of the two are contradictory, and the contradiction between the two is calculated.
  • the amount of information in this way, the amount of contradictory information existing in each resume information and the department demand information can be obtained.
  • the pushing sub-module 1043 is configured to push the resume information whose number of contradictory information is less than the first preset value to the employing department.
  • the resume information with the number of contradictory information smaller than the first preset value (for example, three) is further selected, and then The resume information obtained after screening the number of contradictory information is pushed to the employing department.
  • the department requirement information in which the number of contradictory information is smaller than the first preset value in the embodiment also includes department requirement information in which there is no contradiction (that is, the number of contradictory information is 0).
  • the resume information obtained by the similarity screening is further filtered by the number of contradictory information, and the selected resume information is pushed to the employing department, so that there is a large number of conflicts with the departmental demand information.
  • Some of the resume information makes the pushed resume information more accurate.
  • the second pushing module 104 may be configured to: filter the top K similarity of the similarity descending ranking from the obtained similarities; and select the resume corresponding to each similarity.
  • the information is checked against the received departmental demand information one by one.
  • the departmental demand information and the acquired resume information have the same type of information contradiction, the department's demand information is marked; there will be a contradiction with the same type of information.
  • the information is marked, so that the resume information that contradicts the department's demand information is separated from the resume information that does not have conflicts; finally, the resume information after the contradiction check of the same type of information is pushed to the employer department.
  • the present application further provides a computer readable storage medium storing a person recommendation system to be released, the person to be released recommendation system being executable by at least one processor to enable the at least one The processor executes the method for recommending a person to be released in any of the above embodiments.

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Abstract

本申请公开一种待释放人员推荐方法、电子装置及计算机可读存储介质，其中，该方法包括：在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；将获取的简历信息逐一与接收到的部门需求信息进行相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。本申请技术方案实现了对待释放的外包人员资源的合理利用。

Description

电子装置、待释放人员推荐方法和计算机可读存储介质
本申请基于巴黎公约申明享有2017年9月25日递交的申请号为CN 201710875622.2、名称为“电子装置、待释放人员推荐方法和计算机可读存储介质”中国专利申请的优先权，该中国专利申请的整体内容以参考的方式结合在本申请中。
技术领域
本申请涉及外包管理领域，特别涉及一种电子装置、待释放人员推荐方法和计算机可读存储介质。
背景技术
为了节省成本，大部分公司或企业通常会把一部分不涉及商业机密的业务或项目承包给外包公司去做。
目前，外包公司派遣外包人员到协议方公司的指定部门工作，协议方公司在外包人员完成项目后(即工作到期后)，直接释放外包人员，使其回到外包公司。在外包人员释放之前，若协议方公司的其它部门有与即将撤离的外包人员进行的项目相似的项目任务时，协议方公司是直接将该项目任务发给外包公司，让外包公司选择派遣的外包人员，新派遣的外包人员都需要一段时间适应协议方公司的工作环境、模式等等，影响项目的完成效率。而即将从协议公司撤离的外包人员，已经适应了协议方公司的工作环境、模式，且具有协议方公司的项目经验，若将相似的项目任务交给这些即将撤离的外包人员处理，可以提升项目的完成效率、降低项目成本；因此，协议方公司在外包人员完成项目后直接释放会造成公司资源的流失，故提出一种合理利用待释放的外包人员的方案很有必要。
发明内容
本申请的主要目的是提供一种电子装置、待释放人员推荐方法和计算机可读存储介质，旨在合理利用待释放人员资源。
本申请第一发面提供一种电子装置，包括存储器、处理器，所述存储器上存储有可在所述处理器上运行的待释放人员推荐***，所述待释放人员推荐***被所述处理器执行时实现如下步骤：
在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
将获取的简历信息逐一与接收到的部门需求信息进行相似度匹 配，以得到各个简历信息与接收到的部门需求信息的相似度；
从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
本申请第二方面提供一种待释放人员推荐方法，该方法包括步骤：
在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
将获取的简历信息逐一与接收到的部门需求信息进行相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；
从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
本发明第三方面提供一种计算机可读存储介质，所述计算机可读存储介质存储有待释放人员推荐***，所述待释放人员推荐***可被至少一个处理器执行，以使所述至少一个处理器执行下步骤：
在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
将获取的简历信息逐一与接收到的部门需求信息进行相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；
从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
本申请技术方案在接收到用人部门发布的部门需求信息后，获取***中当前所有的待释放人员的简历信息，将获取的各个简历信息逐一的与接收到的部门需求信息进行相似度匹配，以得到各个简历信息分别与该部门需求信息的相似度，并从中筛选出相似度降序排名的前K名相似度，将筛选出的各个相似度对应的简历信息推荐给所述用人部门；从而，公司的用人部门可以根据***推荐的待释放人员的简历信息，挑选合适的待释放人员名单，让供应商提供该待释放人员的简历信息来应聘，这样给新项目任务聘用的外包人员，不需要花费时间适用公司环境、模式，且具有相应项目经验，能更快、更好的完成项 目，如此对公司的待释放外包人员合理利用。
附图说明
图1为本申请待释放人员推荐方法一实施例的流程示意图；
图2为本申请待释放人员推荐方法二实施例的流程示意图；
图3为本申请待释放人员推荐方法三实施例的流程示意图；
图4为本申请待释放人员推荐方法四实施例的流程示意图；
图5为本申请待释放人员推荐***一实施例的运行环境示意图；
图6为本申请待释放人员推荐***一实施例的程序模块图；
图7为本申请待释放人员推荐***一实施例中匹配模块的结构示意图；
图8为本申请待释放人员推荐***二实施例的程序模块图。
具体实施方式
以下结合附图对本申请的原理和特征进行描述，所举实例只用于解释本申请，并非用于限定本申请的范围。
如图1所示，图1为本申请待释放人员推荐方法一实施例的流程示意图。
本实施例中，该待释放人员推荐方法包括：
步骤S10，在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
协议方公司根据现有项目的完成情况会提前确定外包人员的释放时间(即外包人员撤离项目组的时间，即代表外包人员在协议公司的工作已完成)，***会实时监测所有在职外包人员的状态，在监测到有在职外包人员的释放时间倒计时小于预设阈值(例如10天)后，会给该在职外包人员添加待释放状态标记，***对带有待释放标记的外包人员即确定为待释放人员。***的数据库中存有所有在职外包人员的简历信息，用人部门在***中发布部门需求信息后，***接收该部门需求信息，获取***中当前所有带有待释放标记的外包人员的简历信息，即获取所有待释放人员的简历信息。
步骤S20，将获取的简历信息逐一与接收到的部门需求信息进行 相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；
***在获取到所有待释放人员的简历信息后，将获取到的各个简历信息逐一的与接收到的部门需求信息进行相似度匹配；具体的，就是将简历信息中的各项信息与接收到的部门需求信息中的各项信息分别进行比对，根据各个信息的比对上的程度得出简历信息与接收到的部门需求信息的相似度，从而得到获取到的各个简历信息分别与接收到的部门需求信息的相似度。
步骤S30，从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
***在得到获取到的各个简历信息分别与接收到的部门需求信息的相似度之后，将各个相似度进行从大到小进行排序，选取排序的前K(为预设值，例如20)名相似度，将选取的相似度所对应的简历信息推荐给所述用人部门(即发布该部门需求信息的用人部门)。具体的，***可以将选取的简历信息采取打包或链接等形式发送给所述用人部门。
本实施例技术方案，在接收到用人部门发布的部门需求信息后，获取***中当前所有的待释放人员的简历信息，将获取的各个简历信息逐一的与接收到的部门需求信息进行相似度匹配，以得到各个简历信息分别与该部门需求信息的相似度，并从中筛选出相似度降序排名的前K名相似度，将筛选出的各个相似度对应的简历信息推荐给所述用人部门；从而，公司的用人部门可以根据***推荐的待释放人员的简历信息，挑选合适的待释放人员名单，让供应商提供该待释放人员的简历信息来应聘，这样给新项目任务聘用的外包人员，不需要花费时间适用公司环境、模式，且具有相应项目经验，能更快、更好的完成项目，如此对公司的待释放外包人员合理利用。
进一步地，如图2所示，为本申请待释放人员推荐方法二实施例的流程示意图。本实施例基于一实施例，在本实施例中，于所述步骤 S30之后，所述待释放人员推荐方法还包括：
步骤S40，接收所述用人部门反馈的简历信息筛选结果，将该简历信息筛选结果发送给外包供应商。
当用人部门接收到***推荐的简历信息后，用人部门从推荐的简历信息中挑选出合适的简历信息(可为一个或多个)，用人部门再将选出的简历信息或简历信息对应的待释放人员反馈回***，当***接收到用人部门的反馈后，***将用人部门的反馈发送给外包供应商，从而外包供应商可根据***发送的信息主动向用人部门发送相应的应聘简历信息。
如图3所示，为本申请待释放人员推荐方法三实施例的流程示意图。在本实施例中，所述部门需求信息和简历信息中均包含关键类型信息和常规类型信息，所述步骤S20包括：
步骤S21，逐一将获取到的简历信息的关键类型信息与所述部门需求信息的关键类型信息进行比对；
本实施例中，所述关键类型信息包括技能信息，所述常规类型信息包括学历信息、项目经验信息；需要说明的是，关键类型信息和常规类型信息不仅仅限于包括上述信息项，还可以包括更多其它信息项。***从获取到的各个简历信息中逐一的选取简历信息，以与所述部门需求信息进行比对处理；部门需求信息的关键类型信息是最主要的信息，简历信息必须具备该部门需求信息的关键类型信息，才符合所述部门需求信息的基本要求，因此首先将选取出的简历信息的关键类型信息与所述部门需求信息的关键类型信息进行比对，根据两者的关键类型信息的比对结果，可以确定出获取倒的简历信息中，与部门需求信息相关的简历信息及不相关的简历信息。
步骤S22，在确认当前比对的简历信息的关键类型信息与所述部门需求的关键类型信息一致后，将当前比对的简历信息的常规类型信息中的各个预设指定项对应与所述部门需求信息的常规类型信息中的各个预设指定项进行比对；
***在确认当前比对的简历信息的关键类型信息与所述部门需 求信息的关键类型信息一致后，说明该部门需求信息与该简历信息是相关的，此时再进一步将两者的常规类型信息进行比对；部门需求信息的常规类型信息中包括有各个预设指定项，简历信息的常规类型信息中也均含有各个预设指定项。其中，所述预设指定项例如，学历、专业、项目经验、年龄等。具体的，***将当前选取的简历信息中的各个预设指定项与所述部门需求信息的各个预设指定项分别进行比对(例如，将两者各自的“学历”、“专业”、“项目经验”、“年龄”分别对应进行比对)，从而得到各个预设指定项的比对结果。另外，若***得出当前比对的简历信息的关键类型信息与所述部门需求信息的关键类型信息不一致，则不进行两者的常规类型信息比对，可以直接将该当前比对的部门需求信息与所述简历信息的相似度定为0或进行其它处理。
步骤S23，根据各个预设指定项的比对结果和预设的相似度计算规则，得出当前比对的简历信息与所述部门需求信息的相似度。
在得到各个预设指定项的比对结果后，则根据得到的比对结果及预设的相似度计算规则，计算出当前比对的简历信息与所述部门需求信息的相似度度。例如，所述预设的相似度计算规则可以为：根据各个预设指定项的预设权重(例如，“学历”、“专业”、“项目经验”、“年龄”各自的权重依次为：0.4、0.2、0.3、0.1)，及各个预设指定项的相似度比对结果，将各个相似度比对结果分别与对应的权重相乘后求和，则得到该简历信息与部门需求信息的相似度；当然，所述预设的相似度计算规则还可以为其它计算方式。
如图4所示，图4为本申请待释放人员推荐方法四实施例的流程示意图。本实施例方案基于上述任一实施例，本实施例待释放人员推荐方法中，将所述步骤S30替换为：
步骤S31，从得到的相似度中筛选出相似度降序排名的前K名相似度；
步骤S32，将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分 别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
在筛选出相似度降序排名的前K名相似度对应的简历信息后，逐一的将筛选出的简历信息与所述部门需求信息进行同类型信息矛盾校验，即将两者中相同属性的信息进行验证，看是否存在矛盾或冲突。本实施例中，所述同类型信息例如，工作地域、工作时段等信息。通过同类型信息矛盾校验，例如，所述部门需求信息中规定的可选工作地域为“上海、北京”，而简历信息中写明的可接受的工作地域为“广州、深圳”，那么说明该简历信息与所述部门需求信息两者的工作地域为矛盾信息(即存在矛盾或冲突的信息)，同理校验得出两者的其它类型信息是否矛盾，统计出两者之间的矛盾信息数量；如此，可得到各个简历信息分别与所述部门需求信息存在的矛盾信息数量。
步骤S33，将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
通过同类型信息矛盾校验得到筛选出的各个简历信息分别与所述部门需求信息的矛盾信息数量后，进一步筛选出矛盾信息数量小于第一预设值(例如，3个)的简历信息，然后将经矛盾信息数量筛选后得到的简历信息推送给所述用人部门。本实施例中矛盾信息数量小于第一预设值的部门需求信息也包括不存在矛盾(即矛盾信息数量为0)的部门需求信息。
本实施例将经过相似度筛选得到的简历信息，进一步地通过矛盾信息数量筛选，再将筛选得到的简历信息推送给所述用人部门，如此，滤除了与所述部门需求信息存在冲突数量较多的一些简历信息，使得推送的简历信息更加的精准。
另外，在另一实施例中，所述步骤S30也可以替换为：
从得到的相似度中筛选出相似度降序排名的前K名相似度；
将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验；
在部门需求信息与获取到的简历信息存在同类型信息矛盾时，对该部门需求信息进行标记；
将存在同类型信息矛盾的简历信息进行标记，如此将与所述部门需求信息存在矛盾的简历信息和不存在矛盾的简历信息区分开。
将完成同类型信息矛盾校验后的简历信息推送给所述用人部门。
在筛选出的各个简历信息均与所述部门需求信息完成同类型信息矛盾校验后，将这些简历信息全部推送给该待释放人员，使用人部门收到***的推送后，可以清楚知道哪些简历信息与其部门需求信息存在矛盾，让用人部门判断与其部门需求信息存在矛盾的简历信息中的矛盾信息是否对项目有影响，避免与该部门需求信息相似度较好的简历信息被漏掉。
此外，本申请还提出一种待释放人员推荐***。
请参阅图5，是本申请待释放人员推荐***10一实施例的运行环境示意图。
在本实施例中，待释放人员推荐***10安装并运行于电子装置1中。电子装置1可以是桌上型计算机、笔记本、掌上电脑及服务器等计算设备。该电子装置1可包括，但不仅限于，存储器11、处理器12及显示器13。图5仅示出了具有组件11-13的电子装置1，但是应理解的是，并不要求实施所有示出的组件，可以替代的实施更多或者更少的组件。
存储器11是一种计算机存储介质，在一些实施例中可以是电子装置1的内部存储单元，例如该电子装置1的硬盘或内存。存储器11在另一些实施例中也可以是电子装置1的外部存储设备，例如电子装置1上配备的插接式硬盘，智能存储卡(Smart Media Card,SMC)，安全数字(Secure Digital,SD)卡，闪存卡(Flash Card)等。进一步地，存储器11还可以既包括电子装置1的内部存储单元也包括外部存储设备。存储器11用于存储安装于电子装置1的应用软件及各类数据，例如待释放人员推荐***10的程序代码等。存储器11还可以用于暂时地存储已经输出或者将要输出的数据。
处理器12在一些实施例中可以是一中央处理器(Central Processing Unit,CPU)，微处理器或其他数据处理芯片，用于运行存 储器11中存储的程序代码或处理数据，例如执行待释放人员推荐***10等。
显示器13在一些实施例中可以是LED显示器、液晶显示器、触控式液晶显示器以及OLED(Organic Light-Emitting Diode，有机发光二极管)触摸器等。显示器13用于显示在电子装置1中处理的信息以及用于显示可视化的用户界面，例如业务定制界面等。电子装置1的部件11-13通过***总线相互通信。
请参阅图6，是本申请待释放人员推荐***10较佳实施例的程序模块图。在本实施例中，待释放人员推荐***10可以被分割成一个或多个模块，一个或者多个模块被存储于存储器11中，并由一个或多个处理器(本实施例为处理器12)所执行，以完成本申请。例如，在图6中，待释放人员推荐***10可以被分割成获取模块101、匹配模块102及第一推送模块103。本申请所称的模块是指能够完成特定功能的一系列计算机程序指令段，比程序更适合于描述待释放人员推荐***10在电子装置1中的执行过程，其中：
获取模块101，用于在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
协议方公司根据现有项目的完成情况会提前确定外包人员的释放时间(即外包人员撤离项目组的时间，即代表外包人员在协议公司的工作已完成)，***会实时监测所有在职外包人员的状态，在监测到有在职外包人员的释放时间倒计时小于预设阈值(例如10天)后，会给该在职外包人员添加待释放状态标记，***对带有待释放标记的外包人员即确定为待释放人员。***的数据库中存有所有在职外包人员的简历信息，用人部门在***中发布部门需求信息后，***接收该部门需求信息，获取***中当前所有带有待释放标记的外包人员的简历信息，即获取所有待释放人员的简历信息。
匹配模块102，用于将获取的简历信息逐一与接收到的部门需求信息进行相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；
***在获取到所有待释放人员的简历信息后，将获取到的各个简 历信息逐一的与接收到的部门需求信息进行相似度匹配；具体的，就是将简历信息中的各项信息与接收到的部门需求信息中的各项信息分别进行比对，根据各个信息的比对上的程度得出简历信息与接收到的部门需求信息的相似度，从而得到获取到的各个简历信息分别与接收到的部门需求信息的相似度。
第一推送模块103，用于从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
***在得到获取到的各个简历信息分别与接收到的部门需求信息的相似度之后，将各个相似度进行从大到小进行排序，选取排序的前K(为预设值，例如20)名相似度，将选取的相似度所对应的简历信息推荐给所述用人部门(即发布该部门需求信息的用人部门)。具体的，***可以将选取的简历信息采取打包或链接等形式发送给所述用人部门。
本实施例技术方案，在接收到用人部门发布的部门需求信息后，获取***中当前所有的待释放人员的简历信息，将获取的各个简历信息逐一的与接收到的部门需求信息进行相似度匹配，以得到各个简历信息分别与该部门需求信息的相似度，并从中筛选出相似度降序排名的前K名相似度，将筛选出的各个相似度对应的简历信息推荐给所述用人部门；从而，公司的用人部门可以根据***推荐的待释放人员的简历信息，挑选合适的待释放人员名单，让供应商提供该待释放人员的简历信息来应聘，这样给新项目任务聘用的外包人员，不需要花费时间适用公司环境、模式，且具有相应项目经验，能更快、更好的完成项目，如此对公司的待释放外包人员合理利用。
进一步地，本实施例所述待释放人员推荐***，还包括：
转发模块，用于接收所述用人部门反馈的简历信息筛选结果，将该简历信息筛选结果发送给外包供应商。
当用人部门接收到***推荐的简历信息后，用人部门从推荐的简历信息中挑选出合适的简历信息(可为一个或多个)，用人部门再将 选出的简历信息或简历信息对应的待释放人员反馈回***，当***接收到用人部门的反馈后，***将用人部门的反馈发送给外包供应商，从而外包供应商可根据***发送的信息主动向用人部门发送相应的应聘简历信息。
如图7所示，为本申请待释放人员推荐***一实施例中匹配模块102的结构示意图。在本实施例中，所述部门需求信息和简历信息中均包含关键类型信息和常规类型信息，所述匹配模块102包括：
第一比对子模块1021，用于逐一将获取到的简历信息的关键类型信息与所述部门需求信息的关键类型信息进行比对；
本实施例中，所述关键类型信息包括技能信息，所述常规类型信息包括学历信息、项目经验信息；需要说明的是，关键类型信息和常规类型信息不仅仅限于包括上述信息项，还可以包括更多其它信息项。***从获取到的各个简历信息中逐一的选取简历信息，以与所述部门需求信息进行比对处理；部门需求信息的关键类型信息是最主要的信息，简历信息必须具备该部门需求信息的关键类型信息，才符合所述部门需求信息的基本要求，因此首先将选取出的简历信息的关键类型信息与所述部门需求信息的关键类型信息进行比对，根据两者的关键类型信息的比对结果，可以确定出获取倒的简历信息中，与部门需求信息相关的简历信息及不相关的简历信息。
第二比对子模块1022，用于在确认当前比对的简历信息的关键类型信息与所述部门需求的关键类型信息一致后，将当前比对的简历信息的常规类型信息中的各个预设指定项对应与所述部门需求信息的常规类型信息中的各个预设指定项进行比对。
***在确认当前比对的简历信息的关键类型信息与所述部门需求信息的关键类型信息一致后，说明该部门需求信息与该简历信息是相关的，此时再进一步将两者的常规类型信息进行比对；部门需求信息的常规类型信息中包括有各个预设指定项，简历信息的常规类型信息中也均含有各个预设指定项。其中，所述预设指定项例如，学历、专业、项目经验、年龄等。具体的，***将当前选取的简历信息中的 各个预设指定项与所述部门需求信息的各个预设指定项分别进行比对(例如，将两者各自的“学历”、“专业”、“项目经验”、“年龄”分别对应进行比对)，从而得到各个预设指定项的比对结果。另外，若***得出当前比对的简历信息的关键类型信息与所述部门需求信息的关键类型信息不一致，则不进行两者的常规类型信息比对，可以直接将该当前比对的部门需求信息与所述简历信息的相似度定为0或进行其它处理。
计算子模块1023，用于根据各个预设指定项的比对结果和预设的相似度计算规则，得出当前比对的简历信息与所述部门需求信息的相似度。
在得到各个预设指定项的比对结果后，则根据得到的比对结果及预设的相似度计算规则，计算出当前比对的简历信息与所述部门需求信息的相似度度。例如，所述预设的相似度计算规则可以为：根据各个预设指定项的预设权重(例如，“学历”、“专业”、“项目经验”、“年龄”各自的权重依次为：0.4、0.2、0.3、0.1)，及各个预设指定项的相似度比对结果，将各个相似度比对结果分别与对应的权重相乘后求和，则得到该简历信息与部门需求信息的相似度；当然，所述预设的相似度计算规则还可以为其它计算方式。
如图8所示，图8为本申请待释放人员推荐***二实施例的程序模块图。本实施例中，将所述第一推送模块103替换为第二推送模块104，所述第二推送模块104包括：
筛选子模块1041，用于从得到的相似度中筛选出相似度降序排名的前K名相似度；
校验子模块1042，用于将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
在筛选出相似度降序排名的前K名相似度对应的简历信息后，逐一的将筛选出的简历信息与所述部门需求信息进行同类型信息矛 盾校验，即将两者中相同属性的信息进行验证，看是否存在矛盾或冲突。本实施例中，所述同类型信息例如，工作地域、工作时段等信息。通过同类型信息矛盾校验，例如，所述部门需求信息中规定的可选工作地域为“上海、北京”，而简历信息中写明的可接受的工作地域为“广州、深圳”，那么说明该简历信息与所述部门需求信息两者的工作地域为矛盾信息(即存在矛盾或冲突的信息)，同理校验得出两者的其它类型信息是否矛盾，统计出两者之间的矛盾信息数量；如此，可得到各个简历信息分别与所述部门需求信息存在的矛盾信息数量。
推送子模块1043，用于将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
通过同类型信息矛盾校验得到筛选出的各个简历信息分别与所述部门需求信息的矛盾信息数量后，进一步筛选出矛盾信息数量小于第一预设值(例如，3个)的简历信息，然后将经矛盾信息数量筛选后得到的简历信息推送给所述用人部门。本实施例中矛盾信息数量小于第一预设值的部门需求信息也包括不存在矛盾(即矛盾信息数量为0)的部门需求信息。
本实施例将经过相似度筛选得到的简历信息，进一步地通过矛盾信息数量筛选，再将筛选得到的简历信息推送给所述用人部门，如此，滤除了与所述部门需求信息存在冲突数量较多的一些简历信息，使得推送的简历信息更加的精准。
另外，在其他实施例中，所述第二推送模块104也可以是用于：从得到的相似度中筛选出相似度降序排名的前K名相似度；将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验；在部门需求信息与获取到的简历信息存在同类型信息矛盾时，对该部门需求信息进行标记；将存在同类型信息矛盾的简历信息进行标记，如此将与所述部门需求信息存在矛盾的简历信息和不存在矛盾的简历信息区分开；最后将完成同类型信息矛盾校验后的简历信息推送给所述用人部门。
在筛选出的各个简历信息均与所述部门需求信息完成同类型信 息矛盾校验后，将这些简历信息全部推送给该待释放人员，使用人部门收到***的推送后，可以清楚知道哪些简历信息与其部门需求信息存在矛盾，让用人部门判断与其部门需求信息存在矛盾的简历信息中的矛盾信息是否对项目有影响，避免与该部门需求信息相似度较好的简历信息被漏掉。
进一步地，本申请还提出一种计算机可读存储介质，所述计算机可读存储介质存储有待释放人员推荐***，所述待释放人员推荐***可被至少一个处理器执行，以使所述至少一个处理器执行上述任一实施例中的待释放人员推荐方法。
以上所述仅为本申请的优选实施例，并非因此限制本申请的专利范围，凡是在本申请的申请构思下，利用本申请说明书及附图内容所作的等效结构变换，或直接/间接运用在其他相关的技术领域均包括在本申请的专利保护范围内。

Claims (20)

  1. 一种电子装置，其特征在于，所述电子装置包括存储器、处理器，所述存储器上存储有可在所述处理器上运行的待释放人员推荐***，所述待释放人员推荐***被所述处理器执行时实现如下步骤：
    A1、在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
    A2、将获取的简历信息逐一与接收到的部门需求信息进行相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；
    A3、从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
  2. 如权利要求1所述的电子装置，其特征在于，所述步骤A3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  3. 如权利要求1所述的电子装置，其特征在于，于所述步骤A3之后，所述处理器还用于执行所述待释放人员推荐***，以实现以下步骤：
    A4、接收所述用人部门反馈的简历信息筛选结果，将该简历信息筛选结果发送给外包供应商。
  4. 如权利要求3所述的电子装置，其特征在于，所述步骤A3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述 部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  5. 如权利要求1所述的电子装置，其特征在于，所述处理器还用于执行所述待释放人员推荐***，以实现以下步骤：
    实时监测所有在职外包人员的状态，在监测到有在职外包人员的释放时间倒计时小于预设阈值后，给该在职外包人员添加待释放状态标记，所述释放时间为撤离项目组时间。
  6. 如权利要求5所述的电子装置，其特征在于，所述步骤A3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  7. 如权利要求1所述的电子装置，其特征在于，所述部门需求信息和简历信息中均包含关键类型信息和常规类型信息，所述关键类型信息包括技能信息，所述常规类型信息包括学历信息、项目经验信息，所述步骤A2包括：
    逐一将获取到的简历信息的关键类型信息与所述部门需求信息的关键类型信息进行比对；
    在确认当前比对的简历信息的关键类型信息与所述部门需求的关键类型信息一致后，将当前比对的简历信息的常规类型信息中的各个预设指定项对应与所述部门需求信息的常规类型信息中的各个预设指定项进行比对；
    根据各个预设指定项的比对结果和预设的相似度计算规则，得出当前比对的简历信息与所述部门需求信息的相似度。
  8. 如权利要求7所述的电子装置，其特征在于，所述步骤A3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  9. 一种待释放人员推荐方法，其特征在于，该方法包括步骤：
    B1、在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
    B2、将获取的简历信息逐一与接收到的部门需求信息进行相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；
    B3、从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
  10. 如权利要求9所述的待释放人员推荐方法，其特征在于，所述步骤B3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  11. 如权利要求9所述的待释放人员推荐方法，其特征在于，于所述步骤B3之后，所述方法还包括步骤：
    B4、接收所述用人部门反馈的简历信息筛选结果，将该简历信息筛选结果发送给外包供应商。
  12. 如权利要求11所述的待释放人员推荐方法，其特征在于， 所述步骤B3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  13. 如权利要求9所述的待释放人员推荐方法，其特征在于，所述处理器还用于执行所述待释放人员推荐***，以实现以下步骤：
    实时监测所有在职外包人员的状态，在监测到有在职外包人员的释放时间倒计时小于预设阈值后，给该在职外包人员添加待释放状态标记，所述释放时间为撤离项目组时间。
  14. 如权利要求13所述的待释放人员推荐方法，其特征在于，所述步骤B3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  15. 如权利要求9所述的待释放人员推荐方法，其特征在于，所述部门需求信息和简历信息中均包含关键类型信息和常规类型信息，所述关键类型信息包括技能信息，所述常规类型信息包括学历信息、项目经验信息，所述步骤B2包括：
    逐一将获取到的简历信息的关键类型信息与所述部门需求信息的关键类型信息进行比对；
    在确认当前比对的简历信息的关键类型信息与所述部门需求的关键类型信息一致后，将当前比对的简历信息的常规类型信息中的各 个预设指定项对应与所述部门需求信息的常规类型信息中的各个预设指定项进行比对；
    根据各个预设指定项的比对结果和预设的相似度计算规则，得出当前比对的简历信息与所述部门需求信息的相似度。
  16. 如权利要求15所述的待释放人员推荐方法，其特征在于，所述步骤B3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部门。
  17. 一种计算机可读存储介质，其特征在于，所述计算机可读存储介质存储有待释放人员推荐***，所述待释放人员推荐***可被至少一个处理器执行，以使所述至少一个处理器执行如下步骤：
    C1、在接收到用人部门发布的部门需求信息后，获取当前所有待释放人员的简历信息；
    C2、将获取的简历信息逐一与接收到的部门需求信息进行相似度匹配，以得到各个简历信息与接收到的部门需求信息的相似度；
    C3、从得到的相似度中筛选出相似度降序排名的前K名相似度，并将筛选出的各个相似度对应的简历信息推荐给所述用人部门。
  18. 如权利要求17所述的计算机可读存储介质，其特征在于，所述步骤C3替换为：
    从得到的相似度中筛选出相似度降序排名的前K名相似度；
    将筛选出的各个相似度对应的简历信息逐一与接收到的部门需求信息进行同类型信息矛盾校验，以分析出各个简历信息分别与所述部门需求信息存在的矛盾信息数量，所述矛盾信息为客观上存在冲突的信息；
    将矛盾信息数量小于第一预设值的简历信息推送给所述用人部 门。
  19. 如权利要求17所述的计算机可读存储介质，其特征在于，于所述步骤C3之后，所述处理器还用于执行所述待释放人员推荐***，以实现以下步骤：
    C4、接收所述用人部门反馈的简历信息筛选结果，将该简历信息筛选结果发送给外包供应商。
  20. 如权利要求17所述的计算机可读存储介质，其特征在于，所述部门需求信息和简历信息中均包含关键类型信息和常规类型信息，所述关键类型信息包括技能信息，所述常规类型信息包括学历信息、项目经验信息，所述步骤C2包括：
    逐一将获取到的简历信息的关键类型信息与所述部门需求信息的关键类型信息进行比对；
    在确认当前比对的简历信息的关键类型信息与所述部门需求的关键类型信息一致后，将当前比对的简历信息的常规类型信息中的各个预设指定项对应与所述部门需求信息的常规类型信息中的各个预设指定项进行比对；
    根据各个预设指定项的比对结果和预设的相似度计算规则，得出当前比对的简历信息与所述部门需求信息的相似度。
PCT/CN2018/077644 2017-09-25 2018-02-28 电子装置、待释放人员推荐方法和计算机可读存储介质 WO2019056708A1 (zh)

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