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CN-122022750-A - Method, equipment and program product for intelligently screening resume

CN122022750ACN 122022750 ACN122022750 ACN 122022750ACN-122022750-A

Abstract

The application discloses a method, equipment and program product for intelligently screening resume. The method comprises the steps of responding to operation input by a recruiter on a configuration interface, creating and storing at least one resume screening rule, associating the screening rule with a recruitment organization, wherein each resume screening rule is configured with at least one validity evaluation condition, the validity evaluation conditions are used for evaluating time validity of the resume screening rule and/or validity of a screening result, if the validity evaluation conditions are triggered, automatically updating the state or executing weight of the rule, wherein the state comprises activation, weight reduction or deactivation, receiving resume delivery of a candidate for a target position, determining the recruitment organization to which the candidate belongs according to the target position, and acquiring all resume screening rules activated for the recruitment organization. The embodiment of the application can improve the resume screening efficiency.

Inventors

  • FENG LEI
  • HU GUO

Assignees

  • 前锦网络信息技术(上海)有限公司

Dates

Publication Date
20260512
Application Date
20251219

Claims (10)

  1. 1. A method for intelligently screening resumes, comprising: Responding to the operation input by a recruiter on a configuration interface, creating and storing at least one resume screening rule, wherein the screening rule is associated with the recruitment organization, each resume screening rule is configured with at least one validity evaluation condition, and the validity evaluation condition is used for evaluating the time validity of the resume screening rule and/or the validity of a screening result; Receiving resume delivery of a candidate aiming at a target position; determining a recruitment organization to which the target position belongs according to the target position, and acquiring all resume screening rules which are started for the recruitment organization; based on the resume data of the candidate and the obtained resume screening rules, performing expression evaluation calculation by using a rule engine to obtain a judgment result corresponding to each rule; And according to the judging result, at least any one of marking the resume with an intelligent label associated with the rule, endowing the resume with an intelligent score associated with the rule, transferring the resume flow to the next preset recruitment process node and marking the resume flow as undetermined or directly eliminated.
  2. 2. The method of claim 1, wherein if the validity evaluation condition is time validity, the current time reaches an expiration time of a validity period preset by the resume screening rule, the validity evaluation condition being triggered.
  3. 3. The method according to claim 1, wherein if the validity evaluation condition is validity of the screening result, comprising: recording the resume of each candidate passing the preliminary screening, and forming a rule hit set according to all resume screening rules met in the screening process; Tracking and acquiring at least one result index of the candidate in a subsequent recruitment process; Calculating efficacy evaluation parameters of hit resume screening rules for each hit resume screening rule based on data of all candidates in the statistical period; Responding to the effectiveness evaluation parameters of the target resume screening rules to be lower than a preset effectiveness threshold and a result index, and triggering the effectiveness evaluation condition; wherein calculating efficacy evaluation parameters of the rule comprises: Counting the number of candidates with hit rules and the result indexes reaching preset standard standards in the counting period, wherein the number of the candidates accounts for the total number of the candidates with hit rules, so as to obtain the result index standard rate, and the result index standard rate is used as a efficacy evaluation parameter; And/or the number of the groups of groups, Calculating the difference or ratio between the average value of the result indexes of the candidate group hit to the rule and the average value of the result indexes of the candidate group miss to the rule.
  4. 4. The method of claim 1, wherein the created resume screening rules include a rule name, a rule condition, an associated recruitment organization, and an enablement status, wherein the rule condition is used to describe decision logic for a particular data field in the resume.
  5. 5. The method of claim 1, wherein the rule engine is a Aviator expression evaluation engine, and wherein the performing an expression evaluation calculation comprises parsing and combining the resume data and the rule conditions into an expression executable by the rule engine, dynamically calculating and returning a Boolean result by the rule engine.
  6. 6. The method of claim 1, wherein the selection rules are configured to provide an option to apply to the history resume when the selection is enabled, wherein the newly created or modified selection rules not only effect the subsequently delivered resume, but also trigger a recalculation of the history resume delivered to the recruitment organization and update the operations performed on the history resume based on the new determination.
  7. 7. The method as recited in claim 1, further comprising: constructing a rule flow chart based on configuration data of each node and dependency relationship of each node in the recruitment flow, wherein the rule flow chart takes rules as nodes and takes logic dependency relationship or exclusive conflict relationship among the rules as edges; when a candidate resume is judged to meet a predefined strong matching rule at the current screening node, the current circulation state of the resume and the rule flow chart are obtained; based on the dependency relationship in the rule flow chart, analyzing whether the strong matching rule can cover core requirements of one or more subsequent screening nodes; If the strong matching rule can cover the core requirement of a certain subsequent screening node, the resume is skipped over the subsequent screening node and flows to a more subsequent node.
  8. 8. The method of claim 1, wherein obtaining all resume screening rules enabled for the recruitment organization comprises: receiving a scene identifier appointed by a user for a current recruitment process, wherein the scene identifier is used for representing different recruitment urgency or talent positioning strategies; Dynamically screening a first rule set associated with the scene identifier from a rule base started by the recruitment organization according to the scene identifier, wherein the first rule set is used as a rule on which expression evaluation calculation is performed; The scene identifier at least comprises an emergency deficiency mode and a reserve culture mode, and for the same screening dimension, the experience age threshold set by a rule set associated with the emergency deficiency mode is lower than the experience age threshold set by a rule set associated with the reserve culture mode, and/or the judgment weight of the time dimension which can be entered in the rule set associated with the emergency deficiency mode is dynamically improved.
  9. 9. An electronic device, characterized in that the electronic device is a terminal device or a server, the electronic device comprising a processor and a memory storing computer program instructions, the electronic device implementing the method according to any of claims 1-8 when executing the computer program instructions.
  10. 10. A computer program product comprising computer program instructions which, when executed, implement the method of any one of claims 1-8.

Description

Method, equipment and program product for intelligently screening resume Technical Field The application relates to the technical field of Internet, and also relates to a human resource and resume screening technology, in particular to a method, equipment, a program product and a storage medium for intelligently screening resume. Background In the talent recruitment field, especially for enterprises facing large-scale recruitment demands, resume screening is always an important link in the recruitment process. As recruitment scales expand, enterprises often need to process tens of thousands or even hundreds of thousands of resumes within a single recruitment period. The traditional manual screening method not only consumes a great deal of manpower resources, but also is easy to cause low screening efficiency and increased misjudgment risk due to fatigue of screening personnel, subjective judgment difference or inconsistent understanding of complex rules. However, some existing intelligent resume screening systems have keyword matching or simple condition filtering functions, but most of the existing intelligent resume screening systems lack flexible configuration and dynamic execution capability for complex business rules. Meanwhile, the systems often lack a dynamic evaluation mechanism for the effectiveness of the rules, and cannot adjust and optimize the states of the rules according to actual recruitment progress or data feedback, so that the adaptability and the intelligent level of the systems in the long-term recruitment process are limited. Disclosure of Invention In view of the above, embodiments of the present application provide a method, an electronic device, a computer-readable storage medium and a computer program product for intelligently screening resumes, which solve at least one technical problem. The embodiment of the application provides an intelligent resume screening method, which comprises the steps of responding to operation input by a recruiter on a configuration interface, creating and storing at least one resume screening rule, wherein the screening rule is associated with recruitment organizations, each resume screening rule is configured with at least one validity evaluation condition, the validity evaluation condition is used for evaluating the time validity of the resume screening rule and/or the validity of a screening result, if the validity evaluation condition is triggered, automatically updating the state or execution weight of the rule, the state comprises activation, weight reduction or deactivation, receiving resume delivery of a candidate for a target position, determining the recruitment organization to which the candidate belongs according to the target position, acquiring all resume screening rules enabled for the recruitment organizations, performing expression evaluation calculation by using a rule engine based on resume data of the candidate and the acquired resume screening rules, obtaining a corresponding judgment result of each resume, and assigning at least one of the following operation of the candidate is selected as an intelligent resume with a preset score to be associated with one of the preset nodes or directly scored. Optionally, according to the method of the embodiment of the present application, if the validity evaluation condition is time validity, the current time reaches an expiration time of a validity period preset by the resume screening rule, and the validity evaluation condition is triggered. Optionally, according to the method of the embodiment of the application, if the validity evaluation condition is validity of a screening result, the method comprises recording a resume of each candidate passing through preliminary screening, forming a rule hit set by all resume screening rules met in the screening process, tracking and acquiring at least one result index of the candidate in a subsequent recruitment process, calculating efficacy evaluation parameters of the hit resume screening rule for each hit resume screening rule based on data of all candidates in a statistical period, and triggering the validity evaluation condition if the efficacy evaluation parameters of the target resume screening rule are lower than a preset efficacy threshold and a result index, wherein the efficacy evaluation parameters of the rule are calculated, and comprise counting the number of candidates of which the hit rule reaches a preset standard, accounting for the total number of all hit rule candidates to obtain a result index standard-reaching rate, and/or calculating a ratio of the result index standard-reaching rate of the hit index of the candidate of the group rule to the average value of the candidate of which the result index is not equal to the average value or the result index of the candidate of the group is not equal to the average value of the hit rule. Optionally, according to the method of the embodiment of the application, the created resume scree