Method for on demand job recruitment

Abstract

A non-transitory computer readable medium whose contents, when executed by a computer system, performs a method comprising receiving a request from a recruiter for publication of a vacant position, id

Description

Applicant Attain Capital Limited (Incorporated in the United Kingdom with company number 14318235) 50 Grosvenor Hill, London, England, W1K 3QT Inventor Attain Capital Limited (Incorporated in the United Kingdom with company number 14318235) 50 Grosvenor Hill, London, England, W1K 3QT Field Embodiments described herein relate to methods and systems for simplifying fulfilment of a vacant job by allowing recruiters and applicants to post requests independently and by using artificial intelligence to classify and automate the matching process. Drawings Embodiments of the invention will now be described by way of example with reference to the accompanying drawings in which, Figure 1. Is a block diagram illustrating the components of a system to provide a request / fulfil model for a vacant job. The drawings have not necessarily been drawn to scale. Similarly, some components or operations may be separated into different blocks or combined into a single block for discussion of some of the embodiments of the present technology. Moreover, while the technology is amenable to various modifications and alternative forms, specific embodiments have been shown by way of example in the drawings and are described in detail below. The intention, however, is not to limit the technology to the particular embodiments described. On the contrary, the technology is intended to cover all modifications, equivalents, and alternatives falling within the scope of the technology as defined by the appended claims. Description A conventual recruitment process is usually carried out using one of the following methods: i. a recruiter reaching out or head hunting a potential applicant for a vacant position on the behalf of an employer looking to satisfy their requirements. ii. a recruiter looking at a market trends for popular or in demand skillsets will identify candidates from publicly available sources, for example Linkedln, via events such as topical meet ups for that skillset or existing job marketplaces such as reed, monster plus others. iii. a job applicant using an existing job marketplace such as reed, monster plus others to find suitable vacances based on their own skillset, word of mouth or direct from a corporate website. During the above process, there is a feedback loop involving the recruiter / job applicant and the employer / job applicant. This feedback loop involves remote or local testing alongside verbal questions. As described herein, figure 1 is a block diagram illustrating the components of a computer environment to enable an on-demand peer to peer job recruitment process

[100] . The computer environment

[100] facilitates the exchange of data of a vacant position

[140] between a job applicant

[110] and employer

[150] , the process of a vacant position being fulfilled is by a matching process

[130] , The recruitment process

[100] , enables an opportunity normally reserved by word of mouth, where a person (recruiter

[120] ) is aware of an open employment opportunity (vacant position

[140] ) at an employer

[150] and has connections to potential job applicants

[110] to fulfil the position. Recruitment typically is a costly process with a monetary value via advertising a position or fees due when a vacant position

[140] is filled and the time required reviewing and interviewing job applicants

[110] , The recruitment process

[100] will provide a platform to allow a recruiter

[120] to sign up for an account, create the vacant position

[140] and invite the known job applicants

[110] to apply during which time they are validated for the vacant position

[140] by a matching process

[130] , A recruiter

[120] would be required to create an account with at least an e-mail address and password and to enable their account would need their identity verified using a standard KYC process to maintain the quality and to reduce abuse from signing up multiple times. The recruiter

[120] will create the vacant position

[140] with at least an industry sector, the locality (town and country), a salary range, a description, required skills and other rewards from their employment such as health benefits. The provided required skills are used in the matching process

[130] to identify and validate suitable candidates prior to them being considered for a vacant position

[140] . As part of the recruitment process

[100] , the environmental impact of the matching process

[130] can be recorded, scored and offset by collecting details of, for example but not limited to; • How the recruiter

[120] and job applicant

[110] discuss the vacant position

[140] • How the employer

[150] interviews the job applicant

[110] , online, in-person • Whether the vacant position

[140] is an in-person role requiring daily commuting or whether it is remote The employer

[150] is created by the recruiter

[120] , but before they can be used must be validated to be included in the recruitment process

[100] , An employer will require at least their name, locality (town and country), number of employees, year of incorporation or age and a contact to provide validation. The job applicant

[110] creates their own profile with at least an e-mail address and password to identify themselves, and to be considered by the matching process will need to their identity verified using a standard KYC process. They may also indicate a preference of potential vacant positions which could include but would not be limited to offered skills, locality (town and country), salary, desirable additional benefits, employer size and industry. The matching process

[130] is bidirectional and can operated on the behalf of a job applicant

[120] looking for a vacant position

[140] and from a recruiter

[120] or employers

[150] point of view. In both scenarios the matching process

[130] consists of a set of rules, a set of rules can be generated from scratch or can incorporate a predefined set the system has built up over time with a history of producing high match success rate, or a combination of both. The set of predefined rules is an automatically generated based on what has been requested before and has demonstrated via user feedback to be a valuable question in the case of an employer

[150] and recruiter

[120] or a valuable feature for a job applicant

[110] . The weight or value of a rule is learned by the system based on how many vacant positions have been fulfilled by the rule and how they apply to a linked skill. If the matching process

[130] finds suitable candidates, it can automatically arrange for terms of employment issued for signature between the employer

[150] and the job applicant

[110] for the vacant position

[140] utilising existing e-signature technology. Unless the context clearly requires otherwise, throughout the description and the claims, the words “comprise”, “comprising,” and the like are to be construed in an inclusive sense, as opposed to an exclusive or exhaustive sense; that is to say, in the sense of “including, but not limited to.” As used herein, the terms “connected,” “coupled,” or any variant thereof, means any connection or coupling, either direct or indirect, between two or more elements; the coupling of connection between the elements can be physical, logical, or a combination thereof. Additionally, the words “herein”, “above”, “below”, and words of similar import, when used in this application, shall refer to this application as a whole and not to any portions of this application. Where the context permits, words in the above Detailed Description using the singular or plural number may also include the plural or singular number respectively. The word “or”, in reference to a list of two or more items, covers all the following interpretations of the word: any of the items in the list, all the items in the list, and any combination of the items in the list. The above-detailed description of embodiments of the disclosure is not intended to be exhaustive or to limit the teachings to the precise form disclosed above. While specific embodiments of, and examples for, the disclosure are described above for illustrative purposes, various equivalent modifications are possible within the scope of the disclosure, as those skilled in the relevant art will recognise. For example, while processes or blocks are presented in a given order, alternative embodiments may perform routines having steps, or employ systems having blocks in a different order, and some processes or blocks may be deleted, moved, added, subdivided, combined, and / or modified to provide alternative or sub-combinations. Each of these processes or blocks may be implemented in a variety of different ways. Also, while processes or blocks are at times shown as being performed in series, these processes or blocks may instead be performed in parallel or may be performed at different times. Further, any specific numbers noted herein are only examples: alternative implementations may employ differing values or ranges. The teachings of the disclosure provided herein can be applied to other systems, not necessarily the system described above. The elements and acts of the various embodiments described above can be combined to provide further embodiments. Any patents and applications and other references noted above, including any that may be listed in accompanying filing papers, are incorporated herein by reference. Aspects of the disclosure can be modified, if necessary, to employ the systems, functions, and concepts of the various references described above to provide yet further embodiments of the disclosure. These and other changes can be made to the disclosure in light of the above description. While the above description describes certain embodiments of the disclosure, and describes the best mode contemplated, no matter how detailed the above appears in the text, the teachings can be practiced in many ways. Details of the system may vary considerably in its implementation details, while still being encompassed by the subject matter disclosed herein. As noted above, particular terminology used when describing certain features or aspects of the disclosure should not be taken to imply that the terminology is being redefined herein to be restricted to any specific characteristics, features, or aspects of the disclosure with which that terminology is associated. In general, the terms used in the following claims should not be construed to limit the disclosure to the specific embodiments disclosed in the specification, unless the above Detailed Description section explicitly defines such terms. Accordingly, the actual scope of the disclosure encompasses not only the disclosed embodiments but also all equivalent ways of practicing or implementing the disclosure under the claims. From the preceding, it will be appreciated that specific embodiments have been described herein for purposes of illustration, but that various modifications may be made without deviating from the spirit and scope of the embodiments. Accordingly, the embodiments are not limited except as by the appended claims.

Claims

1. A non-transitory computer-readable medium whose contents, when executed by a computer system causes the computer system to perform a method, a method comprising:175 a. receiving a request from a recruiter for publication of a vacant positionb. identifying multiple candidate job applicants via an automated rules enginec. presenting suitable job applicants to a recruiter for validation of the vacant position2. At least one non-transitory computer-readable medium whose contents, when executed by a computer system causes the computer system to perform a method, a method comprising:180 a. receiving an identifier associated with a recruiter,b. authorising a recruiter access to the recruitment process3. At least one non-transitory computer-readable medium carrying instructions that, when executed by at least one data processor, perform a method, the method comprising;a. receiving an identifier associated with a job applicant185 b. authorising a job applicant access to the recruitment process

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