研究社群招募平台成功關鍵因素–以影響者的角色為焦點

企業競爭力源於人才的實戰能力，尋找合適人才成為各企業普遍面臨的巨大挑戰。求職者不遺餘力地展示自己的優勢，而企業在評估求職者能力時往往難以精確判斷致資訊不對稱，使企業陷入不利的選擇。本文探討人才招募的非零和博弈，如何讓雇主和求職者兩者均獲得最大利益，期望減少招募時間和降低背景調查成本，並讓求職者獲得應有的報酬。目前國內外多個媒合平台提供能力測試分級和同儕推薦機制，其試圖降低資訊不對稱，若能在生態系中找到具有影響力的角色或公正的第三方，應有效鑑別求職者的實戰能力，促進人才供需生態系的媒合服務，提高交易效率。本研究運用賽局理論分析招募行為和平台競爭策略，探討如何找到最適合的供需媒合之「影響者」，以實現雙方最大利益。研究目標包括：(1) 確定合適的供需媒合影響者，尋找具影響力的人選，以實現有效媒合；(2) 分析資訊不對稱問題，探討招募過程中求職者與企業雇主之資訊不對稱；(3) 探究非零和博弈，分析實現雙方最大利益的招募策略，達成雙贏局面；(4) 分析影響者在協調博弈中的角色，促使雙方達到更佳的納許均衡，實現有效媒合並維護市場秩序；(5) 對合適的供需媒合影響者進行深入探討，確保人才招募之有效媒合。綜合以上，本研究透過賽局理論與策略建議，實現人才招募之共同利益，使招募過程更加效率。藉由理論分析與實踐應用，期盼為企業與求職者創造更多價值，推動人才市場健全發展，帶動人才招募行業可持續擁競爭性，透過這些研究成果，各方將能夠更好地因應未來挑戰。

關鍵字

影響者；社群招募平台；賽局理論；媒合服務；求職者能力認證

並列摘要

The competitiveness of enterprises stems from the practical capabilities of talents. Identifying suitable talents is a major challenge as job seekers aim to impress, while employers face difficulties in accurately assessing abilities. Information asymmetry between the two parties can lead to adverse or unfavorable selections. This study explores how to maximize the benefits for both employers and job seekers in the non-zero-sum game of talent recruitment, with the aim to reduce recruitment time and reference check costs for employers and ensure fair compensation for job seekers. Existing matching platforms offer ability testing and peer recommendation mechanisms to reduce information asymmetry. Introducing an influencer or a third-party certifier within this ecosystem can further improve the matchmaking process, enhancing the transaction efficiency. This study employs game theory to analyze recruitment behavior and platform competition strategies, exploring how to identify the most suitable influencer for demand-supply matchmaking to maximize the benefits for both parties. The research objectives include: (1) Identifying suitable influencers for effective matchmaking; (2) Analyzing information asymmetry issues and proposing solutions; (3) Developing recruitment strategies to achieve a win-win situation; (4) Analyzing the role of influencers in coordinating games to achieve better Nash equilibrium and maintain a healthy market; (5) Conducting in-depth analysis of suitable demand-supply influencers for efficient talent recruitment. In summary, through game theory and strategic recommendations, this study provides valuable guidance for achieving mutual benefits for employers and job seekers in the talent recruitment process, promoting efficiency, fairness, and competitiveness in recruitment.