• Journal of the Korea Society of Computer and Information
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• v.13 no.5
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• pp.211-218
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• 2008

This paper studies the quality of the major domestic job information sites and compares the strong and weak points of them. The study was conducted with respect to the user satisfaction by asking job seekers and employers. Questionnaires consist of three factors: quality of information, quality of delivery, quality of environment, each factor of which contains several sub-questions. The results showed that the quality of information was the most important factor to both job seekers and job Provider. The lower job providers' satisfaction than job seekers' indicated more various services should be developed fer job providers. Specially, Personal information is not protected well enough to satisfy job seekers, so improvement plan is required. Public job information site requires as much service level as private job information sites.

• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.679-695
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• 2017

This paper analyzed the effect of job search channels on the occupational adaptation of college graduates, with the Graduates Occupational Mobility Survey(GOMS) data. The analysis results are as follows: First, when using human networks for getting jobs, not only the educational level and major adequacy, but also the workplace satisfaction and the job satisfaction were higher than when using non-human networks. Second, as in the mediating effect of the relationship between job search channels and occupational adaptation by Sobel-test, it was found that there was a partial mediating effect of educational level and major adequacy, excluding skill level adequacy. The results of this study shows that human networks, by serving as an effective information transmitter on person-job fit between job search and recruitment, contribute significantly to improve occupational adaptation of college graduates. These results imply that strategic utilization of human networks in job search activities is important, and that it is necessary that career-related programs in the universities or the employment service institutions systematically include the importance and methods of using human networks.

• Proceedings of the Korean Society for Information Management Conference
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• 2014.08a
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• pp.143-147
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• 2014

본 연구는 인터넷 망을 활용한 문헌정보학 전공자 채용공고를 대상으로, 마이닝기법을 적용하여 구직 실태의 특성을 파악하기 위해 수행되었다. 그 결과, 관종과 공고시기별로 유의한 차이가 나타났으며, 구직자들의 관심정도로 표현되는 공고 게시글의 조횟수 또한 고용형태에 따라 관종, 분기간 유의한 차이를 보였다. 사후검증결과, 구직자의 관심정도는 여타 관종보다 전문도서관과 대학도서관의 공고에 비슷한 추세를 보이며 두 관종의 업무와 고용조건을 유사하게 인식하는 것으로 분석되었다. 이러한 결과는 도서관의 인적자원관리의 개선에 기여할 수 있는 기초자료로써 가치가 있으리라 판단된다.

• The Journal of Society for e-Business Studies
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• v.26 no.1
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• pp.43-65
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• 2021

With the advancement of information and communications technology, a means to recruit IT professional has fundamentally changed. Nowadays recruiters search for candidate information from the Web as well as traditional information sources such as résumés or interviews. Particularly, open-source software development (OSSD) platforms have become an opportunity for developers to demonstrate their IT capabilities, making it a way for recruiters to find the right candidates, whom they need. Therefore, this study aims to investigate the impact developers' profiles in an OSSD platform on their finding a job. This study examined four antecedents of developer information that can accelerate their job search: job-seeking status, personal-information posting, learning activities and knowledge contribution activities. For the empirical analysis, we developed a Web crawler and gathered a dataset on 4,005 developers from GitHub, which is a well-known OSSD platform. Proportional hazards regression was used for data analysis because shorter job-seeking period implies more successful result of job change. Our results indicate that developers, who explicitly posted their job-seeking status, had shorter job-seeking periods than those who did not. The other antecedents (i.e., personal-information posting, learning, and knowledge contribution activities) also contributed in reducing the job-seeking period. These findings imply values of OSSD platforms for recruiters to find proper candidates and for developers to successfully find a job.

• Proceedings of the Korea Contents Association Conference
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• 2017.05a
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• pp.303-304
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• 2017

본 연구에서는 경력단절여성의 개인특성에 따른 구직의사와 구직활동의 재취업욕구 차이를 분석하기 위하여 직업교육경험이 있는 자를 대상으로 설문조사를 실시하였다. 분석결과 개인특성에 따라 재취업욕구에는 차이가 있으며, 구직의사와 구직활동에 차이가 있는 것으로 나타났다. 특히 구직의사는 30-40대 이상 연령이 높게 나타났고, 구직활동은 20대가 활발한 것으로 나타났다. 본 연구는 개인특성에 따라 재취업욕구가 차이가 있으므로 구직활동과 구직의사를 분리해서 정책수립을 해야 하는 시사점을 제공하고 있다.

• Proceedings of the Korean Information Science Society Conference
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• 1998.10c
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• pp.216-218
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• 1998

최근 인터넷의 급속한 확산과 새로운 컴퓨팅 환경으로 인해서 에이전트들간에 서로 협력하여 주어진 문제를 해결하는 멀티 에이전트에 관한 연구가 활발히 진행되고 있다. 그리고, 인터넷 기술의 발달로 인해서 이용자는 자신의 기호에 적합하거나 자신이 원하는 정보를 보다 정확하고 신속하게 제공하는 서비스를 요구하게 되었다. 그러므로, 본 논문에서는 인력수급의 불균형 문제를 해결하기 위해서 구인자(Job Offer)와 구직자(Job Hunter)에게 인력정보와 채용정보를 각각 제공하고 이를 바탕으로 협상이 이루어진 후에, 최적의 협상결과가 나온 상대방을 결정하도록 하는 멀티 에이전트 시스템을 제안하도록 한다.

• Journal of the Korean Institute of Intelligent Systems
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• v.22 no.2
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• pp.141-147
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• 2012

The purpose of the study is the acquisitions of knowledge related in job searching from local companies and job seekers using data mining techniques. At the first step, for the study, we had selected the local companies their headquarters are located in Jeonbuk province. Then we had picked the graduating students out from the high schools, colleges, and universities in the same area as the job seekers. After the targeting of the sample, we had surveyed 560 local companies and 14 schools for the collecting of the preliminary data. As the result of the survey, we could collect 173 responses from the companies and 551 responses from the job seekers. At the second step using data mining, we had adapted the C5.0 algorithm to extract the inference rules. Then we had used the Visual Basic (VB) programming language to visualize the rules at the third step. At the fourth step, we transformed the inference rules into DB tables. At the final step, we had executed the rule inferences to support the development of the long-term human resources development (HRD) strategies. As the result of the study, we could suggest the helpful information to the HRD directors and job seekers in designing their strategies in managing their jobs and career development.

• Proceedings of the Korea Information Processing Society Conference
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• 2023.11a
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• pp.974-975
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• 2023

2023 년 워크넷 구직자 데이터에 따르면 취업 취약 계층은 46.4%를 차지하며, 2019 년 KOSIS 국가 통계 포털에 따르면 취업 기관 및 프로그램 이용 경험이 없는 자는 전체의 93.7%를 차지한다. 이러한 현황은 대면 프로그램 부담과 정보 부족이 원인으로, 취업 기관 및 지원 프로그램의 활용도가 낮음을 의미한다. 일자리 및 자격증 등의 정보를 각각 찾아야 하는 불편함과 대면 활동 부담, 및 구직자 간의 정보 공유 어려움 등이 문제가 된다. 이를 해결하기 위해 웹 프로그램을 통해 사회적 취약 계층인 경력 단절 여성, 노인, 청년에게 구직 관련 정보를 제공하고 메타버스 가상 공간에서 다양한 활동을 통해 취업 취약 계층에게 적극적인 도움을 제공하는 서비스를 제안한다.

• Korean small business review
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• v.43 no.1
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• pp.35-50
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• 2021

The youth job problem is becoming more serious due to COVID-19. To solve this problem, a "good job platform" was proposed that allows young job seekers to easily and conveniently find excellent SMEs they want to work for. This study developed a "good job self-assessment model" that grasps the preferred jobs of young job seekers and evaluates SMEs and applied them in the platform. In this process, the characteristics of good jobs from the viewpoint of job seekers were identified through conjoint analysis from the viewpoint of salary level, performance compensation, working environment, corporate soundness, and organizational culture. Next, the importance of 13 detailed evaluation items was reflected through AHP for industry, academia, and research experts. The self-assessment model of this study can be used as a tool to improve awareness that changes the SME environment into a job favored by young job seekers. As a result, it could provide an opportunity to change the job problem from providing cost-oriented support to a qualitative solution.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.292-300
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• 2022

This study aims to improve the situation in which accurate job information for small and medium-sized enterprises is not known and it is difficult to identify jobs that meet the preference criteria from the perspective of the 'employer brand'. To this end, through a hierarchical regression analysis of 700 young job seekers, the factors affecting the intention to get a job centered on five value factors (Interest Value, Social Value, Economic Value, Development Value and Application Value) were identified by reflecting the brand categorization theory. As a result of the analysis, it was confirmed that young job seekers are more interested in work culture, environment, and utilization of their majors, which directly affect job seekers, rather than characteristics of companies such as talent development, products, services, and management, and are influenced by their intention to work. This suggests that the job policy for SMEs needs to be changed from the existing quantitative support-centered to a qualitative improvement that strengthens the use of platform-centered job information.