중소기업 구인 해결을 위한 구직자 중심의 기업평가모형 개발

If a job seeker can freely access to or be provided with the information about a company of interest for being employed and know some companies provide what they want or other companies do not, it would be very helpful for choosing one among job alternatives. Even though lots of information on a specific company is available on the web or from enterprise information providers, this information mainly includes some specific contents which someone with a specific interest wants. Corporate information has been provided for several purposes in a variety of reasons. One is the information about company financial status for better and safer investment and the other may be the general overviews on company web sites for improving company image in public and etc. There is little corporate information available which is tailored to fit what a specific job seeker wants and none the less, it's hard to find any service to compare alternative companies according to any job seeker's preferences. In reality, well-known or major companies are preferred by job seekers just because job seekers are either familiar to the name and the image of the company or exposed to the company commercial advertisements. Therefore, Small and medium enterprises (SMEs), which have potentials of significant growth in future and providing better work environments, do have few means to deliver company information to potential employees, so have difficulties in recruiting preferred human resources. This research is driven based on two assumptions to reduce the difficulties in the matchmaking between job seekers and job opening companies. The first assumption is “If a job seeker is given to wide range information on multiple alternative companies (including SMEs having difficulties in recruiting new employees)), which is based on job seekers preference, the job seeker could make a different choice from only pursuing large-sized companies.” The second assumption is “Once a job seeker uses wide range information including wage level, work environment, some good SMEs may have competitive edge over the major companies in recruiting new employees.” Therefore, this research is concerning to suggest a company assessment model based on job seeker's major concerning factors on job selection and to apply this developed model to easing matchmaking between job seekers and job-opening companies. The company assessment based on job seeker's priorities, which uses job seeker's occupational choice factors as main considerations, differs from the one based on company brand or financial valuation which has been used for a long time by investors and entrepreneurs. The most concerned occupational choice factors are selected from the previous research on occupational choice factors and the surveys of the channels and contents of the job seekers information sources. The chosen factors are rearranged by trimming a few factors which are too superficial or too abundant to be used for company assessment. The remaining factors are screened out once again by the domain experts. The domain experts work to delete factors from the factor list and to construct four groups of factors. The four groups of the relative factors are named each as following, (1) Cooperate types and sizes, (2) Job stability and growth, (3) Working conditions and (4) Wage Level and Benefits. As a result of rearranging factors under the predefined groups, 3 level hierarchical structure composed of 4 groups, 12 factors and 32 indexes is determined as a basic assessment framework. The factor consists of type, size, stability, growth, potential, profitability, credit, vacation policy, working environments, promotion, wages, benefits, educational, and supports. For applying the developed company assessment framework, two surveys are carried out separately. The first survey is for investigating job seeker’s priorities arranged in the 3 level hierarchical frameworks. To determine the priorities of these occupational choice factors, a thousand job-seekers data are gathered and analyzed according to the AHP(Analytic Hierarchy Process). Elements in each 3 layer of the pre-built hierarchy are evaluated by comparing them to one another two at a time. By assigning calculated priority values to the previously defined three level hierarchical model, a whole company assessment model is obtained. Basically this assessment model is composed of a hierarchical structure of occupational choice factors and each priority assigned to each element belonging to the hierarchical structure. The second survey is to gathering each company’s data corresponding to the indexes in the proposed model. To validate the developed assessment model, real company data relevant to the groups, factors and indexes in the model are gathered, verified and analyzed. A part of data especially about financial information categorized into and under “Cooperate types and sizes” and “Job Stability and Growth” groups are extracted from the commercial enterprise information providing service by KOREA ENTERPRISE DATA Co. Ltd. The other necessary data are surveyed and gathered from more than three hundred SMEs by mail and phone. Using job seekers priorities and the company profile, each company is evaluated according to the provided assessment framework. With the results of the evaluation, companies are ranked according to job seeker's priorities and are able to be compared to other companies in each category of the suggested framework. The evaluation results can be mainly used for recommending job-opening companies to job seekers. However, leveling up company's job-seeker attractiveness by making up for revealed weak aspects through a comparison of other competitive cannot be overlooked. By utilizing the results of this study, several application services can be easily derived for job seekers and SMEs which need new employees. A service like screening and certifying companies for excellence in employee-favored business could be an easy application of this research. Certified companies may be preferred by new job seekers and this certification may encourage SMEs to turn to employee-favored companies. Moreover, the results of the job comparing aspect can be easily transformed to deliver highly individualized job recommendation service. Each job seeker will be easily helped to choose a job opening among the alternatives selected in generally preferred or individually customized manners. Some factors related to the company brand easily recognized by job seekers are not included in the proposed company assessment framework. This does not mean that the brand value is not important. In fact, most other assessment model for large sized companies are based on company's financial and brand values. The proposed model is mainly targeting SMEs and most SMEs have little brand value to job seekers. So, it is not certain yet that this model is suitable to evaluate large-sized big-brand-value companies. In the long term perspective, we hope that the Korean SMEs suffering the human resource shortage will have more chances to hire new capable employees easily and that job seekers will be given a reasonable model for evaluating job-opening alternatives.