Employment sourcing system

Abstract

An automated system and method for storing information from employment seeking candidates, evaluating each candidate's job-related qualifications based on criteria set by the employer, quickly eliminating unqualified candidates, and tracking the source that referred the candidate.

Description

TECHNICAL FIELD [0001] The present invention is directed, in general, to an automated system and method for matching job seekers with employers having available positions, based on the job seeker's qualifications and employer's job requirements. In particular, the invention is directed to a online (World Wide Web) and / or voice-response system for storing information from employment seeking candidates, evaluating each candidate's job-related qualifications based on criteria set by the employer, quickly eliminating unqualified candidates, and tracking the source that referred the candidate. BACKGROUND OF THE INVENTION [0002] For many years, employment agencies (sometimes called search firms) have been attempting to match job candidates to specific job criteria as required by employers. Most employment agencies receive payment only for those positions which they fill with qualified employee candidates. Therefore, in a highly competitive environment, speed in identifying and presenting ...

AI Technical Summary

Benefits of technology

[0006] In many ways the present invention performs much of the traditional functions of an employment agency. For instance, job-seeking candidates can submit resumes and various job preferences, or express interest in a particular position available, and the employer (“clients”) are saved the time and expense it would cost for them to find qualified applicants on their own. Recruiting, like most tasks, is vastly improved by computer automation and the Internet. The present invention makes use of both to offer advantages and improvements over previous systems by, among other things, providing a logically-reasoned though fully-automated and user-friendly method for determining in real-time whether a candidate suits a particular job based on the candidate's qualifications and client specifications.

[0007] The present invention incorporates client-established requirements to screen candidates with the particular job-related criteria supplied by potential employers. Using the clients own criteria to screen candidates yields intelligently chosen candidates who are best suited for the available position, which is comparable to that of an experienced human recruiter. However, the present invention is much more versatile and cost-effective because clients from diverse industries can supply and tailor their criterion to suit their own particular needs, which may include details related to highly specialized areas. The screening criteria may include tests which evaluate the candidate's technical proficiency, work-related skills, fit with company culture, or any other area which the client deems pertinent to the position. The candidate's results may thereafter be reviewed by the client. Preferably, any questions posed to the candidate are answered by picking from multiple choice, yes or no, or otherwise easily gradable.

[0009] The present invention may be accessed by directly typing in the uniform resource locator (URL) of its host website, via hyperlink on a client's web page, or by using an internet search engine such as Metacrawler, Yahoo, Infoseek, etc. Preferably, clients pay a system usage fee for each candidate upon that candidate completing the registration process. Additionally, banner ads, buttons, or the like, that comprise links to the present invention may be incorporated in various other websites, such as Salon.com, Amazon.com or Ebay.com for example, thus increasing the group of possible candidates and providing convenient access to the inventive system. The present invention makes note of how each candidate arrives to its host site, and may thereafter pay a referral fee, if appropriate. Preferably, a referral fee is paid only if the candidate fully completes the registration process, thus providing incentive for referral sites to promote links with the present invention, and to encourage each candidate to complete the registration process.

Problems solved by technology

It is obviously very slow in most cases since there is no fast way to sort unqualified candidates from qualified candidates on a large-scale basis.

In addition, it can be very time-consuming and therefore quite costly.

Further, the amount of applicants may be limited if much of the information about the candidates must be remembered by the search consultants themselves.

The amount of candidates may also be limited by the factors such as the geographical location of the job placement center, interpersonal skills of the interviewer, and failure to widely distribute notice of the available position or failure to distribute notice to the appropriate group of individuals.

Use of such a system makes it difficult to identify and present a list of qualified candidates together with resumes and other needed information to the requestor in a short period of time.

Such systems are limited by the fact that the use of keywords is very imprecise.

Further, such systems are not “user friendly” because they often require significant training and experience with the system before it can be used effectively.

Such systems are further limited by misspellings which can commonly occur in large databases and which may cause candidates to be missed by a key word approach.

Furthermore, these systems lack automated methods for immediately determining whether each candidate applying for a position meets the criterion for that particular position, while the application process is still being completed.

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