KR-102963923-B1 - METHOD, COMPUTER PROGRAM AND SYSTEM FOR JOB SEEKER RATING MANAGEMENT

KR102963923B1KR 102963923 B1KR102963923 B1KR 102963923B1KR-102963923-B1

Abstract

The present disclosure relates to a job seeker rating management method, a computer program, and a system. The job seeker rating management method may be performed by at least one processor. The job seeker rating management method may include the steps of receiving activity data for a plurality of job seekers; calculating a reliability score for each of the plurality of job seekers based on the activity data; assigning a first rating to a job seeker who satisfies a first automatic assignment condition based on the reliability score and the activity data; calculating a category score for each of the plurality of job seekers based on the activity data; and assigning a second rating to a job seeker who satisfies a second automatic assignment condition based on the reliability score, the category score, and the activity data.

Inventors

한주연
민범기
허혜영
박용진
오재용
김승욱
전수빈

Assignees

주식회사 당근마켓

Dates

Publication Date: 20260512
Application Date: 20250926

Claims (17)

In a job seeker grade management method performed by at least one processor, A step of receiving activity data for multiple job seekers; A step of calculating a reliability score for each of the plurality of job seekers based on the above activity data; A step of assigning a first grade to a job seeker who satisfies the first automatic assignment condition based on the above reliability score and the above activity data; A step of calculating a category score for each of the plurality of job seekers based on the above activity data; A step of assigning a second grade to a job seeker who satisfies the second automatic assignment condition based on the above reliability score, the above category score, and the above activity data. A job seeker rating management method including
In paragraph 1, A method for managing job seeker grades, wherein the above activity data includes at least one of the following: a job seeker's work completion history on the current platform, a history of confirmed hiring, category information, the number of recommendations received, the number of reviews received, review evaluation information, a history of repeated hiring by the same employer, a part-time job response rate, a history of over-application and over-chatting, a history of reporting, whether reports were accepted, the number and content of subjective reviews, a period of employment, a type of employment, a career score, whether a certification is held, whether online education is completed, whether an account is verified, information from an external reputation system, or other activity indicators.
In paragraph 1, The step of calculating the above reliability score is, A step of generating multiple time blocks by dividing the above activity data into preset time units; Based on the above activity data, a step of calculating a plurality of block scores corresponding to the plurality of time blocks; A step of sequentially applying lower weights to each of the plurality of block scores as the time blocks corresponding to the past increase; and A step of calculating the reliability score based on each of the plurality of block scores. A job seeker rating management method including
In paragraph 3, The step of calculating the above plurality of block scores is, In each of the plurality of time blocks above, a step of calculating a sub-score corresponding to at least one item included in the activity health indicator according to a preset score criterion, based on an activity health indicator including at least one item among a job posting approval rate, a positive review rate, an overbehavior indicator, a part-time job response rate, a history of confirmed hiring, the number of subjective reviews, applicant satisfaction, and the status of objective reviews or application submission; and A step of calculating the plurality of block scores based on sub-scores corresponding to each of the plurality of time blocks. A job seeker rating management method including
In paragraph 3, The step of calculating the above plurality of block scores is, In each of the plurality of time blocks, a step of calculating a deduction sub-score corresponding to at least one item included in the risk indicator according to a preset deduction criterion, based on a risk indicator including at least one item among accepted report history, number of reports, type of report item, or risk grade per report item; and A step of calculating the plurality of block scores based on the deduction sub-scores corresponding to each of the plurality of time blocks. A job seeker rating management method including
In paragraph 1, After the step of assigning Grade 1 to the above job applicant, A job seeker grade management method comprising the step of reclaiming a first grade from a job seeker who does not satisfy a preset first grade assignment condition based on the above reliability score and above activity data.
In paragraph 1, A job seeker rating management method comprising the case where at least one of the job seeker’s reliability score, the number of completed work on the current platform, or the number of recommendations received is greater than or equal to a preset threshold.
In paragraph 1, After the step of assigning Grade 2 to the above job applicant, A step of identifying a subject for examination who satisfies the first general examination condition; A step of identifying a specific job applicant who satisfies the second general screening condition among the above-mentioned screening subjects; and Step of assigning the second grade to the specific job seeker mentioned above Includes more, A job seeker grade management method comprising the case where at least one of the above-mentioned first general screening condition is greater than or equal to a preset threshold, the job seeker’s reliability score, the number of completed work on the current platform within a specific category, the number of recommendations received within the specific category, the period of work within the specific category, or the category score.
In paragraph 8, A job seeker grade management method in which the above-mentioned second general screening condition includes pre-set qualitative judgment criteria based on the job seeker's activity history and evaluation history.
In paragraph 8, A job seeker grade management method in which the above-mentioned second automatic grant condition includes the above-mentioned first general screening condition.
In paragraph 8, After the step of assigning Grade 2 to the above job applicant, A job seeker grade management method further comprising the step of reclaiming a second grade from a job seeker who does not satisfy the first general screening conditions based on the above reliability score and the above activity data.
In paragraph 1, The step of calculating the above category score is, A step of identifying one or more work histories of a specific job applicant included in a specific category; A step of classifying the above one or more work histories into one or more items according to the degree of job involvement and duration of employment; Based on the above classification results, a step of assigning a score corresponding to each of the classified items to each of the one or more work histories; and A step of calculating the category score based on the score assigned to each of the above one or more work histories A job seeker rating management method including
In Paragraph 12, A job seeker grade management method in which the above-described items include at least one of high-involvement long-term work history, low-involvement long-term work history, high-involvement short-term work history, or low-involvement short-term work history.
In Paragraph 13, A job seeker grade management method in which scores corresponding to the above high-involvement long-term work history, above low-involvement long-term work history, above high-involvement short-term work history, and above low-involvement short-term work history are set to decrease sequentially.
In paragraph 1, A job seeker grade management method further comprising the step of outputting a user interface including at least one visual object corresponding to the first grade or the second grade.
A computer program stored on a computer-readable recording medium for executing a method according to any one of paragraphs 1 through 15 on a computer.
In information processing systems, Memory; and At least one processor connected to the memory and configured to execute at least one computer-readable program contained in the memory. Includes, The above at least one program is, Receive activity data for multiple job seekers and Based on the above activity data, a reliability score is calculated for each of the above plurality of job seekers. Based on the above reliability score and the above activity data, a first grade is assigned to a job seeker who satisfies the first automatic assignment condition, and Based on the above activity data, a category score is calculated for each of the above plurality of job seekers, and Commands for assigning a second grade to a job seeker who satisfies the second automatic assignment condition based on the above reliability score, the above category score, and the above activity data An information processing system including

Description

Method, Computer Program and System for Job Seeker Rating Management The present disclosure relates to a job seeker rating management method, computer program, and system. Today, due to the rapid advancement of the Internet and communication technologies, recruitment and job-seeking activities are actively taking place through online platforms. In particular, recruitment for short-term or part-time work (so-called 'al-ba') is also conducted through various online posts and applications, and job seekers can search for job postings that meet their desired criteria in real time or automatically receive them via notification messages. While the accessibility and speed of recruitment and job search activities have improved, limitations still exist in that it is difficult to provide employers with sufficient, reliable information about job seekers on platforms. For instance, employers find it difficult to objectively determine in advance whether an applicant actually has relevant work experience or possesses diligence and responsibility, which can lead to losses due to repeated no-shows or substandard work attitudes. In particular, given that part-time job platforms are characterized by a high concentration of employers—primarily small businesses and self-employed individuals—who need to hire personnel quickly within a short period, there is a growing need for a systematic job seeker evaluation system that helps them identify reliable talent promptly. Accordingly, there is a demand for technology that evaluates a job seeker's trustworthiness based on various data, such as past work experience, recommendation history, reporting records, and activity frequency, and visually presents this assessment in the form of grades or badges, thereby enabling employers to identify and select more reliable candidates. The information described above disclosed in the background technology of this invention is intended only to enhance understanding of the background of the present invention and may therefore include information that does not constitute prior art. The following drawings attached to this specification illustrate preferred embodiments of the present invention and serve to further enhance understanding of the technical concept of the present invention together with the detailed description of the invention provided below; therefore, the present invention should not be interpreted as being limited only to the matters described in such drawings. Figure 1 is a diagram illustrating an example of using an application installed on a user terminal. FIG. 2 is a schematic diagram showing a configuration in which an information processing system is connected to communicate with a plurality of user terminals to provide a job seeker grade management method according to one embodiment of the present invention. FIG. 3 is a block diagram showing the internal configuration of a user terminal and an information processing system according to one embodiment of the present invention. FIG. 4 is a flowchart illustrating an example of a job seeker grade management method according to one embodiment of the present invention. FIG. 5 is a drawing showing an example of a user interface according to one embodiment of the present invention. FIG. 6 is a diagram showing an example of a time series weighting method used to calculate a reliability score according to an embodiment of the present invention. FIG. 7 is a flowchart illustrating an example of a reliability score calculation process according to one embodiment of the present invention. FIG. 8 is a flowchart illustrating an example of a category score calculation process according to one embodiment of the present invention. FIG. 9 is a flowchart illustrating an example of a first grade assignment and recovery process according to one embodiment of the present invention. FIG. 10 is a flowchart illustrating an example of a second grade assignment and recovery process according to one embodiment of the present invention. Hereinafter, specific details for implementing the present disclosure will be described in detail with reference to the attached drawings. However, in the following description, specific descriptions regarding widely known functions or configurations will be omitted if there is a risk that the gist of the present disclosure may be unnecessarily obscured. In the attached drawings, identical or corresponding components are assigned the same reference numerals. Additionally, in the description of the following embodiments, the description of identical or corresponding components may be omitted. However, even if a description of a component is omitted, it is not intended that such component is not included in any embodiment. The advantages and features of the disclosed embodiments and the methods for achieving them will become clear by referring to the embodiments described below in conjunction with the accompanying drawings. However, the present disclosure is not limited to the