CA2385265A1 - Method of seeking employment opportunities and of employee recruitment - Google Patents
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Abstract
Published without an Abstract
Description
TITLE: A Method of Seeking Employment Opportunities And Of Employee Recruitment FIELD OF THE INVENTION
This invention relates to a new and novel method of both seeking employment opportunities and of recruiting new employees, and in one aspect such a method that utilizes a computer network.
BACKGROUND OF THE INVENTION
Traditionally, individuals seeking employment have been forced to examine help wanted ads published in various publications, attend at government or industry employment offices or j ob fairs, or to merely send out a series of unsolicited resumes to prospective employers. For certain employment positions, particularly skilled, technical and management related positions, the services of career counselors, recruitment officers and job placement agencies are sometimes enlisted. Such organizations can be somewhat beneficial in terms of introducing prospective employers and employees and acting as a liaison between the two. However, even with the assistance of job placement professionals the task of seeking employment that is suited to a particular individual has traditionally been extremely onerous and time consuming, and often with only limited amounts of success. The process usually results in a general level of frustration on the part of both the individual seeking employment, and employers attempting to fill a vacant job positions.
The SUBSTITUTE SHEET (RULE 26) process of placing and reviewing advertisements in a variety of different media is generally inefficient and unattractive to the individual and the employer alilce.
More recently, in order to help bring together prospective employers and employees, others have amassed existing job postings and advertisements and stored them within a database that may be searched by individuals seeking employment. While such systems are somewhat useful in that they help to centralize part of the employment searching process, they essentially comprise nothing more than a compilation of employment advertisements and notices that are otherwise published in a variety of sources. That is, aside from centralizing job advertisements, such existing systems provide little benefit. In some cases database systems provide limited lceyword searching capabilities.
As a result, it will be appreciated that existing recruitment systems are less than ideal. In many cases existing methods make it extremely difficult (if not completely random) for compatible employees and employers to be introduced to one another.
The various database systems that have been developed to date are severely limited in terms of their ability to allow individuals and perspective employers to search for specific types of jobs or employees. Keyword searching is limited to the vocabulary of both the searcher and the individual who inputs data into the database, and is also limited by particular terminology or terms of art used in specific industries.
Further, lceyword searching is limited to particular languages, malting it difficult for existing
This invention relates to a new and novel method of both seeking employment opportunities and of recruiting new employees, and in one aspect such a method that utilizes a computer network.
BACKGROUND OF THE INVENTION
Traditionally, individuals seeking employment have been forced to examine help wanted ads published in various publications, attend at government or industry employment offices or j ob fairs, or to merely send out a series of unsolicited resumes to prospective employers. For certain employment positions, particularly skilled, technical and management related positions, the services of career counselors, recruitment officers and job placement agencies are sometimes enlisted. Such organizations can be somewhat beneficial in terms of introducing prospective employers and employees and acting as a liaison between the two. However, even with the assistance of job placement professionals the task of seeking employment that is suited to a particular individual has traditionally been extremely onerous and time consuming, and often with only limited amounts of success. The process usually results in a general level of frustration on the part of both the individual seeking employment, and employers attempting to fill a vacant job positions.
The SUBSTITUTE SHEET (RULE 26) process of placing and reviewing advertisements in a variety of different media is generally inefficient and unattractive to the individual and the employer alilce.
More recently, in order to help bring together prospective employers and employees, others have amassed existing job postings and advertisements and stored them within a database that may be searched by individuals seeking employment. While such systems are somewhat useful in that they help to centralize part of the employment searching process, they essentially comprise nothing more than a compilation of employment advertisements and notices that are otherwise published in a variety of sources. That is, aside from centralizing job advertisements, such existing systems provide little benefit. In some cases database systems provide limited lceyword searching capabilities.
As a result, it will be appreciated that existing recruitment systems are less than ideal. In many cases existing methods make it extremely difficult (if not completely random) for compatible employees and employers to be introduced to one another.
The various database systems that have been developed to date are severely limited in terms of their ability to allow individuals and perspective employers to search for specific types of jobs or employees. Keyword searching is limited to the vocabulary of both the searcher and the individual who inputs data into the database, and is also limited by particular terminology or terms of art used in specific industries.
Further, lceyword searching is limited to particular languages, malting it difficult for existing
2 systems to be used by individuals in foreign countries, or in many instances non-English speaking persons.
SUMMARY OF THE INVENTION
The invention therefore provides a method of seeking employment opportunities and of employee recruitment that addresses many of the deficiencies of existing systems and methods. In one respect the inventive method utilizes a computer network and permits for a more efficient use by a broader range of people than currently available methods.
In one of its aspects the invention provides a method of seeking employment opportunities and of employee recruitment, the method comprising the steps of:
identifying a plurality of individual criteria, qualifications or attributes that are desired or necessary for a particular job opening sought to be filled, said criteria, qualifications or attributes collectively comprising a job description;
storing said job description on a database; storing information concerning the personal criteria, qualifications or attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said plurality of individuals comprising individual resumes; and; with a computer, comparing said criteria, qualifications or attributes comprising said job description with said personal criteria, qualifications or attributes comprising said individual resumes and, thereafter, developing and generating a List of said resumes stored in said databases that contain personal
SUMMARY OF THE INVENTION
The invention therefore provides a method of seeking employment opportunities and of employee recruitment that addresses many of the deficiencies of existing systems and methods. In one respect the inventive method utilizes a computer network and permits for a more efficient use by a broader range of people than currently available methods.
In one of its aspects the invention provides a method of seeking employment opportunities and of employee recruitment, the method comprising the steps of:
identifying a plurality of individual criteria, qualifications or attributes that are desired or necessary for a particular job opening sought to be filled, said criteria, qualifications or attributes collectively comprising a job description;
storing said job description on a database; storing information concerning the personal criteria, qualifications or attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said plurality of individuals comprising individual resumes; and; with a computer, comparing said criteria, qualifications or attributes comprising said job description with said personal criteria, qualifications or attributes comprising said individual resumes and, thereafter, developing and generating a List of said resumes stored in said databases that contain personal
3 criteria, qualifications or attributes most closely matching said individual criteria, qualifications or attributes of said job description.
In a further aspect the invention provides a method of seeking employment opportuzuties and of employee recruitment, the method comprising the steps of:
identifying a plurality of criteria, qualifications or attributes concerning a job that is being sought by an individual and storing said criteria, qualifications or attributes on a database; identifying the criteria, qualifications or attributes that are desired or necessary for a plurality of j ob positions sought to be filled by prospective employers and storing said criteria, qualifications or attributes on a database; with a computer, comparing said criteria, qualifications or attributes concerning said job being sought by said individual with said criteria, qualifications or attributes that are desired or necessary for said plurality of job positions sought to be filled by prospective employers; and, developing and generating a list of said job positions sought to be filled by prospective employers as stored in said databases that contain criteria qualifications or attributes most closely matching those concerning said job that is being sought by said individual.
In yet a further embodiment a method of seelcing employment opportunities and of employee recruitment, the method comprising the steps of: storing information concerning the personal criteria, qualifcations or job-related attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said
In a further aspect the invention provides a method of seeking employment opportuzuties and of employee recruitment, the method comprising the steps of:
identifying a plurality of criteria, qualifications or attributes concerning a job that is being sought by an individual and storing said criteria, qualifications or attributes on a database; identifying the criteria, qualifications or attributes that are desired or necessary for a plurality of j ob positions sought to be filled by prospective employers and storing said criteria, qualifications or attributes on a database; with a computer, comparing said criteria, qualifications or attributes concerning said job being sought by said individual with said criteria, qualifications or attributes that are desired or necessary for said plurality of job positions sought to be filled by prospective employers; and, developing and generating a list of said job positions sought to be filled by prospective employers as stored in said databases that contain criteria qualifications or attributes most closely matching those concerning said job that is being sought by said individual.
In yet a further embodiment a method of seelcing employment opportunities and of employee recruitment, the method comprising the steps of: storing information concerning the personal criteria, qualifcations or job-related attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said
4 plurality of individuals collectively comprising individual resumes;
develophlg a list of common or standard criteria, qualifications or attributes that are desired or necessary for a number of different and particular jobs or employment positions, said list comprising a job attribute list; storing said job attribute list on a database; with a computer, and from said job attribute list, identifying a plurality of job attributes that are desired or necessary for a particular and specific job opening sought to be filled by a prospective employer, said identified job attributes collectively comprising a job description; and, with a computer comparing said job description with said individual resumes and, thereafter, developing and generating a list of said resumes stored in said database that contain personal criteria, qualifications or attributes most closely matclung said individual criteria, qualifications or attributes of said job description.
Further aspects and advantages of the invention will become apparent from the following description.
DESCRIPTION OF THE PREFERRED EMBODIMENT
The present invention may be embodied in a number of different forms. However, the specification and drawings that follow describe and disclose only some of the specific forms of the invention and are not intended to limit the scope of the invention as defined in the claims that follow herein.
develophlg a list of common or standard criteria, qualifications or attributes that are desired or necessary for a number of different and particular jobs or employment positions, said list comprising a job attribute list; storing said job attribute list on a database; with a computer, and from said job attribute list, identifying a plurality of job attributes that are desired or necessary for a particular and specific job opening sought to be filled by a prospective employer, said identified job attributes collectively comprising a job description; and, with a computer comparing said job description with said individual resumes and, thereafter, developing and generating a list of said resumes stored in said database that contain personal criteria, qualifications or attributes most closely matclung said individual criteria, qualifications or attributes of said job description.
Further aspects and advantages of the invention will become apparent from the following description.
DESCRIPTION OF THE PREFERRED EMBODIMENT
The present invention may be embodied in a number of different forms. However, the specification and drawings that follow describe and disclose only some of the specific forms of the invention and are not intended to limit the scope of the invention as defined in the claims that follow herein.
5 Pursuant to a preferred embodiment of the method encompassed within the present invention, a list of the criteria, qualifications and attributes that are desired for a particular job sought to be filled by a prospective employer is developed, if such a list has not previously been created. It will of course be appreciated that the particular criteria, qualifications or attributes will vary substantially depending upon the j ob in question. For example, if an employer in the automotive industry were looking to fill a vacant mechanical engineering position, the particular criteria, qualifications or attributes necessary for that position may include one or more of the following: the acquisition of an engineering degree from an accredited university;
recognition as a professional engineer by appropriate governmental bodies;
training and experience using particular computer software packages; a specified degree or level of experience in a particular facet of the automotive industry; the ability to speak or understand various languages; etc. Regardless of the number and nature of such criteria, qualifications or attributes, once a list has been established for a particular job to be filled, those criteria, qualifications or attributes are then input into and stored on a database. An individual seeping employment may then prepare a similar list of his or her personal criteria, qualifications or attributes, and thereafter input that list into the database so that a computer may be used to compare the individual's criteria, qualifications or attributes with the criteria, qualifications or attributes of various jobs sought to be filled, to develop a list of jobs most closely matching the personal criteria, qualifications or attributes of the individual. The above described methodology provides a general and simplified description of the
recognition as a professional engineer by appropriate governmental bodies;
training and experience using particular computer software packages; a specified degree or level of experience in a particular facet of the automotive industry; the ability to speak or understand various languages; etc. Regardless of the number and nature of such criteria, qualifications or attributes, once a list has been established for a particular job to be filled, those criteria, qualifications or attributes are then input into and stored on a database. An individual seeping employment may then prepare a similar list of his or her personal criteria, qualifications or attributes, and thereafter input that list into the database so that a computer may be used to compare the individual's criteria, qualifications or attributes with the criteria, qualifications or attributes of various jobs sought to be filled, to develop a list of jobs most closely matching the personal criteria, qualifications or attributes of the individual. The above described methodology provides a general and simplified description of the
6
7 PCT/CA00/01277 overall operation of one aspect of the present invention.
In a further aspect of the present invention, the personal criteria, qualifications or attributes of a plurality of individuals (that collectively define individual resumes) are entered a.nd stored within a database to effectively serve as a pool of stored resumes containing particular criteria, qualifications or attributes of a number of different individuals. Thereafter, a prospective, employer may input into the database a list of criteria, qualifications or attributes desired or necessary for a particular job that the prospective employer is seeking to fill. A computer is then used to compare and analyze the criteria, qualifications or attributes necessary for the job the employer wishes to fill with those belonging to particular individuals as contained in the resumes stored within the database. Thereafter, the computer can generate and develop a list of stored resumes that most closely match the requirements fox the job as stipulated by the prospective employer.
In yet a fiu-ther aspect of the invention, rather than entering into the database specific qualifications of an individual seelcing employment, or entering specific criteria and qualifications necessary for a job to be filled, the criteria, qualifications or attributes for a plurality of particular jobs sought to be filled, and the personal criteria, qualifications or attributes of a plurality of individuals looking for employment, are together entered and stored into the database. Through the use of a computer, the qualifications and attributes of the various individuals as stored within the database are compared to the various criteria, qualifications or attributes required for jobs loolcing to be filled. A corresponding list identifying individuals whose qualifications most closely match the criteria desired for particular jobs may then be generated.
Regardless of which of the above three general embodiments of the invention are employed, an important and common element to each is that preferably the individual critexia, qualifications ox attributes of the particular job sought to be filled, together with the personal cxiteria, qualifications or attributes of individuals seeking employment, are converted into a common computer readable code for purposes of storing within the database, and for subsequent searching and analysis. The particular readable code may vary substantially while remaining within the broad scope of the invention. However, in the preferred embodiment the code is a numeric or alphanumeric code, and most preferably based upon binary numbers.
To assist in the entry and storage of information into the database, in a preferred embodiment of the invention the database may first be pre-programmed with a pre-defined list of common or standard attributes (including qualifications, slcills, experience, etc) that are often necessary for a number of particular jobs or employment positions. This pre-programming effectively creates what may be referred to as a job attribute list that will typically also be stored on the database.
The particular qualifications and other information comprising the job attribute list
In a further aspect of the present invention, the personal criteria, qualifications or attributes of a plurality of individuals (that collectively define individual resumes) are entered a.nd stored within a database to effectively serve as a pool of stored resumes containing particular criteria, qualifications or attributes of a number of different individuals. Thereafter, a prospective, employer may input into the database a list of criteria, qualifications or attributes desired or necessary for a particular job that the prospective employer is seeking to fill. A computer is then used to compare and analyze the criteria, qualifications or attributes necessary for the job the employer wishes to fill with those belonging to particular individuals as contained in the resumes stored within the database. Thereafter, the computer can generate and develop a list of stored resumes that most closely match the requirements fox the job as stipulated by the prospective employer.
In yet a fiu-ther aspect of the invention, rather than entering into the database specific qualifications of an individual seelcing employment, or entering specific criteria and qualifications necessary for a job to be filled, the criteria, qualifications or attributes for a plurality of particular jobs sought to be filled, and the personal criteria, qualifications or attributes of a plurality of individuals looking for employment, are together entered and stored into the database. Through the use of a computer, the qualifications and attributes of the various individuals as stored within the database are compared to the various criteria, qualifications or attributes required for jobs loolcing to be filled. A corresponding list identifying individuals whose qualifications most closely match the criteria desired for particular jobs may then be generated.
Regardless of which of the above three general embodiments of the invention are employed, an important and common element to each is that preferably the individual critexia, qualifications ox attributes of the particular job sought to be filled, together with the personal cxiteria, qualifications or attributes of individuals seeking employment, are converted into a common computer readable code for purposes of storing within the database, and for subsequent searching and analysis. The particular readable code may vary substantially while remaining within the broad scope of the invention. However, in the preferred embodiment the code is a numeric or alphanumeric code, and most preferably based upon binary numbers.
To assist in the entry and storage of information into the database, in a preferred embodiment of the invention the database may first be pre-programmed with a pre-defined list of common or standard attributes (including qualifications, slcills, experience, etc) that are often necessary for a number of particular jobs or employment positions. This pre-programming effectively creates what may be referred to as a job attribute list that will typically also be stored on the database.
The particular qualifications and other information comprising the job attribute list
8 should be as extensive and broad as reasonable under the circumstances, in order to provide the maximum amount of flexibility to users. For example, criteria ranging from educational requirements, to tecluucal skills, to spoken languages, to years of experience for specific types of jobs may be recorded on the job attribute list. The job attribute list may then serve as a template or checlc list that can be used when entering information with respect to a specific job opening that a prospective employer is seeking to fill. In one embodiment of the invention the job attribute list may be in the form of a "pull-down menu" presented on a computer screen.
Similarly, the database may also be pre-programmed with a variety of different personal criteria, qualifications or attributes that individuals from varying backgrounds, and with different educational and work experiences, may possess;
effectively creating what may be referred to as a candidate attribute list that will also typically be stored on the database. The number and nature of such personal criteria, qualifications or attributes should be relatively broad, again to allow for maximum flexibility to users of the inventive method. Lilce the job attribute list, the candidate attribute list may be used as a template or check list by individuals entering personal details into the system while searching for potential employment opportunities. The candidate attribute list may also be presented in the form of a "pull-down menu" on a computer screen.
Similarly, the database may also be pre-programmed with a variety of different personal criteria, qualifications or attributes that individuals from varying backgrounds, and with different educational and work experiences, may possess;
effectively creating what may be referred to as a candidate attribute list that will also typically be stored on the database. The number and nature of such personal criteria, qualifications or attributes should be relatively broad, again to allow for maximum flexibility to users of the inventive method. Lilce the job attribute list, the candidate attribute list may be used as a template or check list by individuals entering personal details into the system while searching for potential employment opportunities. The candidate attribute list may also be presented in the form of a "pull-down menu" on a computer screen.
9 Such job and candidate attributes that are pre-programmed into the database will preferably be each assigned a particular and unique computer readable code.
Accordingly, when fully programmed the database will thus contain an extensive listing of particular criteria, qualifications or attributes that may be required for a wide range of different employment opportunities, as well as an extensive listing of personal criteria, qualifications or attributes that potential employees may possess, all stored through a universal computer readable code.
By identifying an extensive pxe-defined list of job and candidate attributes, and through assigning specific computer readable codes to each of those attributes, it will thus be appreciated that the method according to the present invention provides a database having stored therein information that is not dependent upon a particular language spoken. That is, through the establishment and utilization of a list of job and candidate attributes associated with a series of computer readable codes, each uniquely associated with a particular job or personal attribute, the present method can effectively eliminate the significant limitations and difficulties encountered when dealing with prospective employers and employees that spealc different languages, that have different vocabularies, that have different understandings or views as to what qualifications may be necessary for a specific job function, or that have varying degrees of technical knowledge. Converting specific job qualifications and individual attributes into a common computer readable code, allows individuals and corporations that speak different languages, or that would otherwise have difficulty conversing, to utilize the present method and readily access information on the database without the imposition of language or other barriers.
The list of job and individual attributes to which specific designated and unique computer codes have been assigned may be utilized and integrated into the present method in a variety of ways. First, a tabulation of the various job attributes and individual attributes, and their corresponding codes, could be prepared in a written, graphical or electronic format. In such cases the computer code for a particular job qualification or individual attribute would then be readily available when data is input into the database, or when individuals are using a computer to analyze and compare data on the database. Such tabulations of job qualifications and individual attributes could be prepared in a variety of different languages to enable use by individuals without the need for translation. That is, individuals need not concern themselves with the translation of particular job qualifications or individual attributes, or the different meanings that particular words and phrases may have within different languages or cultures. Such difficulties are eliminated through the establishment of a common and unique computer readable code for each particular job qualification and individual attribute, irrespective of geographical, cultural, language or commercial influences.
In an alternate embodiment of the present invention there may be provided a language module or interface stored within the database that permits individuals and corporations to utilize the system directly through the use of any one of a variety of different languages. Rather than referring to a physical conversion table (whether it be printed or in electronic format) as described above, in this embodiment individuals may access the database, store information thereon, or run searches utilizing one of a variety of different languages. The language module within the system will effectively convert any one of a number of different specified job qualifications or individual attributes directly into the computer readable code assigned for such qualifications and attributes, regardless of the language of the system operator, thereby removing the need for an individual to refer to a separate chart or tabulation in order to ascertain computer codes.
In order to broaden the potential application of the invention, in one preferred embodiment the database within which the various job descriptions and individual attributes have been stored is connected to a computer network. The networlc may be a private network, a public network, or a quasi-public network. Preferably, to ensure the broadest application of the invention, the computer network would comprise the Internet. Through allowing access to the database over the Internet, individuals at practically any location across the planet will essentially have instantaneous access to job opportunities that may be available in a wide range of countries and geographical locations. Similarly, potential employers will have an equal access to individuals from across the world that are seeking employment.
It will be appreciated that the language module or interface will be potentially of even greater significance where the database is accessible over the Internet.
It will also be realized that through operating the present method over a computer network, such as the Internet, a plurality of separate databases may be utilized that are physically located in different geographical areas. That is, databases containing information with respect to individuals seelting employment, and databases containing information with respect to employers seelting employees, may be located in different countries and linlted together via the computer network such that they are, essentially, simultaneously accessible. This facet of the present method is particularly noteworthy from the perspective of databases that have been established and maintained by job placement and recruitment professionals. Conunouy such professionals maintain their own private databases containing the resumes of individuals seeking employment, as well as job descriptions for positions that employers are looking to fill. Through the utilization of the method according to the present invention, such databases may be linked together via a computer network (for example the Internet) to enable a sharing or pooling of the information stored thereon. To allow for the broadest application and use of information on a variety of prior existing databases, the job qualifications and individual attributes stored on the databases would first have to be converted into the computer readable codes established ~.mder the method, thereby malting such information universally available to all users.
It will thus be appreciated that operation of the method over a public or quasi-public computer network, and through the incorporation of the databases of various job placement and recruitment professionals in different geographical locations, individuals and corporations alilce will be provided with a very broad based pool from which potential employment opportunities or potential employees can be screened. In the instance where information from a recruitment professional's database is made available over the network, those individual professionals may be provided with the ability to share certain aspects of their database while maintaining the confidentiality of other parts. For example, placement or recruitment professionals may wish to share particular attributes of individual clients without necessarily sharing the name or address of the client. A prospective employer, or a recruitment professional acting on behalf of a prospective employer, accessing the database through the computer network will then have access to the particular attributes of such an individual, but not the individual's name or address.
Rather, the prospective employer would be provided with the name and address of the placement or recruitment professional representing the individual. The corporation is then at liberty to contact that professional directly and make further enquiries with respect to the individual in question. In this manner the corporation seeking to fill a vacant job position will potentially have access to a considerably broader range of individuals than it may otherwise have, including individuals in different geographical locations or countries. Similarly, individuals seeking employment will be provided with an equally enhanced access to potential employers. Finally, there will be a benefit realized by placement or recruitment professionals since the likelihood of filling a job opening will be increased allowing the professional to collect his or her associated fee more rapidly. At the same time, the recruitment professional need not publically disclose confidential client lists and addresses.
As described above, the present method may be utilized by an employer seeping to find an appropriate employee, or by an individual seeking employment, by allowing the employer or individual to access a networked database and to conduct various searches. Based upon the information input by the employer or the individual, the computer will compare and analyze the criteria, qualifications or attributes necessary for a job sought to be filled with those belonging to particular individuals to generate and develop a list of potential employee candidates, or a list of potential job opportunities. In a preferred embodiment, such lists are developed by providing a numerical or other ranking (such as a percentage match) between job requirements and the qualifications and attributes of specific individuals. That is, where an employer is seeking to fill a job the computer will compaxe the job criteria, qualifications or attributes stipulated by the employer with the criteria, qualifications or attributes of individuals as stored in the database, identify a pre-determined number of individuals whose attributes fulfill some or all of the job qualifications, and provide an overall ranking for those individuals i11 terms of the degree to which the individuals' criteria, qualifications or attributes match those corresponding to the job sought to be filled. The employer is then presented with a pre-determined number of individuals (for example 10), together with their relative ranlcings, for further evaluation. The information provided to the employer may be in the form of a simple relative overall ranking or may contain more detailed information presented as raw data or in the form of graphs or charts setting out how well a particular individual's qualifications match specific job requirements. For example, an individual may be identified as having an overall percentage rating of 85% in terms of how his or her personal qualifications matched the requirements for a particular job. The employer may then choose to further examine the qualifications of that individual to determine how he or she is ranked against other potential candidates with respect to the ability to spealc English, French and Spanish, where knowledge of those three languages is an importmt job requirement. That is, the employer is able to compare the overall ranking of individuals as well as ranlcings with respect to specific qualifications.
Similarly, where an individual is seeking employment he or she first identifies the particular aspects and classification of a job or position that interests them and that is being sought, together with his or her personal skills and qualifications.
Thereafter, the computer will analyze and compare the data input by the individual with the particular requirements of job openings stored in the database to again develop a relative ranking of potential job opportunities. The individual will thereafter be provided with a pre-determined number of potential j ob opportunities (again, for example 10) together with the associated ranking of each potential job.
Life the employer in the example described above, the individual may then choose to investigate fiuther details with respect to specific job openings that have been identified.
It will therefore be appreciated that through the use of the above method this ranking or matching process will be attribute and/or qualification based, thereby tending to have a higher lilcelihood of identifying compatible individuals and employers.
Furthermore, through the utilization of the described system of universal computer readable codes, the personal attributes and job qualifications that are searched will be independent of language differences and vocabulary discrepancies. The ranking or matching process allows both the employer and prospective employee to create the ideal "candidate" that will then be the focus of the computer's search.
The ranking of individuals and employers relative to the criteria established for that ideal "candidate" will be provided at which point the employer or individual is then at liberty to investigate the particular individuals or job opportunities further. When the method is conducted over a computer network, both the employer (or their recruitment professional) and the prospective employee (or their recruitment professional) is provided with the ability to download specific resumes or job postings based upon the ranking that has been determined.
Charges for use of the system would typically be based upon the number of resumes or job postings that are downloaded, and not the number of individuals or jabs that are tabulated according to the matching process. In this manner employers and individuals would only be charged for the specific resumes and job postings that most closely match their needs and requirements, and that they choose to review after the matching process has been completed. Alternately, businesses or individuals may subscribe to the system allowing unlimited access for a monthly or periodic fee. Charges may also be levied for each job opening or resume posted on the database. Where an employer wishes to obtain full copies of resumes for particular individuals, there may be provided the ability to download or acquire both textual and video resumes upon the payment of additional charges.
Accordingly, through an understanding and an appreciation of the above described inventive method, it will be apparent to those skilled in the art that a method and system of seeking employment opportunities and of employee recruitment utilizing a computer networlc will be provided that is universal in nature and broader in base than prior existing methods and systems. Individuals seeking employment, and employers looking to fill vacant job positions, will have access to a broad range of potential employees and job openings across the world, and not merely in or about their local geographical area. Furthermore, the utilization of universal computer readable codes enables individuals and employers from varying backgrounds, cultures, and locations to use the method and system of the invention with ease and without translational requirements. The ability to access stored and existing information from the databases of placement or recruitment professionals further enhances the application of the method and creates added benefits to potential employees, employers and recruitment professionals alike.
It is to be understood that what has been described are the preferred embodiments of the invention and that it may be possible to make variations to these embodiments while staying within the broad scope of the invention. Some of these variations have been discussed while others will be readily apparent to those slcilled in the art.
Accordingly, when fully programmed the database will thus contain an extensive listing of particular criteria, qualifications or attributes that may be required for a wide range of different employment opportunities, as well as an extensive listing of personal criteria, qualifications or attributes that potential employees may possess, all stored through a universal computer readable code.
By identifying an extensive pxe-defined list of job and candidate attributes, and through assigning specific computer readable codes to each of those attributes, it will thus be appreciated that the method according to the present invention provides a database having stored therein information that is not dependent upon a particular language spoken. That is, through the establishment and utilization of a list of job and candidate attributes associated with a series of computer readable codes, each uniquely associated with a particular job or personal attribute, the present method can effectively eliminate the significant limitations and difficulties encountered when dealing with prospective employers and employees that spealc different languages, that have different vocabularies, that have different understandings or views as to what qualifications may be necessary for a specific job function, or that have varying degrees of technical knowledge. Converting specific job qualifications and individual attributes into a common computer readable code, allows individuals and corporations that speak different languages, or that would otherwise have difficulty conversing, to utilize the present method and readily access information on the database without the imposition of language or other barriers.
The list of job and individual attributes to which specific designated and unique computer codes have been assigned may be utilized and integrated into the present method in a variety of ways. First, a tabulation of the various job attributes and individual attributes, and their corresponding codes, could be prepared in a written, graphical or electronic format. In such cases the computer code for a particular job qualification or individual attribute would then be readily available when data is input into the database, or when individuals are using a computer to analyze and compare data on the database. Such tabulations of job qualifications and individual attributes could be prepared in a variety of different languages to enable use by individuals without the need for translation. That is, individuals need not concern themselves with the translation of particular job qualifications or individual attributes, or the different meanings that particular words and phrases may have within different languages or cultures. Such difficulties are eliminated through the establishment of a common and unique computer readable code for each particular job qualification and individual attribute, irrespective of geographical, cultural, language or commercial influences.
In an alternate embodiment of the present invention there may be provided a language module or interface stored within the database that permits individuals and corporations to utilize the system directly through the use of any one of a variety of different languages. Rather than referring to a physical conversion table (whether it be printed or in electronic format) as described above, in this embodiment individuals may access the database, store information thereon, or run searches utilizing one of a variety of different languages. The language module within the system will effectively convert any one of a number of different specified job qualifications or individual attributes directly into the computer readable code assigned for such qualifications and attributes, regardless of the language of the system operator, thereby removing the need for an individual to refer to a separate chart or tabulation in order to ascertain computer codes.
In order to broaden the potential application of the invention, in one preferred embodiment the database within which the various job descriptions and individual attributes have been stored is connected to a computer network. The networlc may be a private network, a public network, or a quasi-public network. Preferably, to ensure the broadest application of the invention, the computer network would comprise the Internet. Through allowing access to the database over the Internet, individuals at practically any location across the planet will essentially have instantaneous access to job opportunities that may be available in a wide range of countries and geographical locations. Similarly, potential employers will have an equal access to individuals from across the world that are seeking employment.
It will be appreciated that the language module or interface will be potentially of even greater significance where the database is accessible over the Internet.
It will also be realized that through operating the present method over a computer network, such as the Internet, a plurality of separate databases may be utilized that are physically located in different geographical areas. That is, databases containing information with respect to individuals seelting employment, and databases containing information with respect to employers seelting employees, may be located in different countries and linlted together via the computer network such that they are, essentially, simultaneously accessible. This facet of the present method is particularly noteworthy from the perspective of databases that have been established and maintained by job placement and recruitment professionals. Conunouy such professionals maintain their own private databases containing the resumes of individuals seeking employment, as well as job descriptions for positions that employers are looking to fill. Through the utilization of the method according to the present invention, such databases may be linked together via a computer network (for example the Internet) to enable a sharing or pooling of the information stored thereon. To allow for the broadest application and use of information on a variety of prior existing databases, the job qualifications and individual attributes stored on the databases would first have to be converted into the computer readable codes established ~.mder the method, thereby malting such information universally available to all users.
It will thus be appreciated that operation of the method over a public or quasi-public computer network, and through the incorporation of the databases of various job placement and recruitment professionals in different geographical locations, individuals and corporations alilce will be provided with a very broad based pool from which potential employment opportunities or potential employees can be screened. In the instance where information from a recruitment professional's database is made available over the network, those individual professionals may be provided with the ability to share certain aspects of their database while maintaining the confidentiality of other parts. For example, placement or recruitment professionals may wish to share particular attributes of individual clients without necessarily sharing the name or address of the client. A prospective employer, or a recruitment professional acting on behalf of a prospective employer, accessing the database through the computer network will then have access to the particular attributes of such an individual, but not the individual's name or address.
Rather, the prospective employer would be provided with the name and address of the placement or recruitment professional representing the individual. The corporation is then at liberty to contact that professional directly and make further enquiries with respect to the individual in question. In this manner the corporation seeking to fill a vacant job position will potentially have access to a considerably broader range of individuals than it may otherwise have, including individuals in different geographical locations or countries. Similarly, individuals seeking employment will be provided with an equally enhanced access to potential employers. Finally, there will be a benefit realized by placement or recruitment professionals since the likelihood of filling a job opening will be increased allowing the professional to collect his or her associated fee more rapidly. At the same time, the recruitment professional need not publically disclose confidential client lists and addresses.
As described above, the present method may be utilized by an employer seeping to find an appropriate employee, or by an individual seeking employment, by allowing the employer or individual to access a networked database and to conduct various searches. Based upon the information input by the employer or the individual, the computer will compare and analyze the criteria, qualifications or attributes necessary for a job sought to be filled with those belonging to particular individuals to generate and develop a list of potential employee candidates, or a list of potential job opportunities. In a preferred embodiment, such lists are developed by providing a numerical or other ranking (such as a percentage match) between job requirements and the qualifications and attributes of specific individuals. That is, where an employer is seeking to fill a job the computer will compaxe the job criteria, qualifications or attributes stipulated by the employer with the criteria, qualifications or attributes of individuals as stored in the database, identify a pre-determined number of individuals whose attributes fulfill some or all of the job qualifications, and provide an overall ranking for those individuals i11 terms of the degree to which the individuals' criteria, qualifications or attributes match those corresponding to the job sought to be filled. The employer is then presented with a pre-determined number of individuals (for example 10), together with their relative ranlcings, for further evaluation. The information provided to the employer may be in the form of a simple relative overall ranking or may contain more detailed information presented as raw data or in the form of graphs or charts setting out how well a particular individual's qualifications match specific job requirements. For example, an individual may be identified as having an overall percentage rating of 85% in terms of how his or her personal qualifications matched the requirements for a particular job. The employer may then choose to further examine the qualifications of that individual to determine how he or she is ranked against other potential candidates with respect to the ability to spealc English, French and Spanish, where knowledge of those three languages is an importmt job requirement. That is, the employer is able to compare the overall ranking of individuals as well as ranlcings with respect to specific qualifications.
Similarly, where an individual is seeking employment he or she first identifies the particular aspects and classification of a job or position that interests them and that is being sought, together with his or her personal skills and qualifications.
Thereafter, the computer will analyze and compare the data input by the individual with the particular requirements of job openings stored in the database to again develop a relative ranking of potential job opportunities. The individual will thereafter be provided with a pre-determined number of potential j ob opportunities (again, for example 10) together with the associated ranking of each potential job.
Life the employer in the example described above, the individual may then choose to investigate fiuther details with respect to specific job openings that have been identified.
It will therefore be appreciated that through the use of the above method this ranking or matching process will be attribute and/or qualification based, thereby tending to have a higher lilcelihood of identifying compatible individuals and employers.
Furthermore, through the utilization of the described system of universal computer readable codes, the personal attributes and job qualifications that are searched will be independent of language differences and vocabulary discrepancies. The ranking or matching process allows both the employer and prospective employee to create the ideal "candidate" that will then be the focus of the computer's search.
The ranking of individuals and employers relative to the criteria established for that ideal "candidate" will be provided at which point the employer or individual is then at liberty to investigate the particular individuals or job opportunities further. When the method is conducted over a computer network, both the employer (or their recruitment professional) and the prospective employee (or their recruitment professional) is provided with the ability to download specific resumes or job postings based upon the ranking that has been determined.
Charges for use of the system would typically be based upon the number of resumes or job postings that are downloaded, and not the number of individuals or jabs that are tabulated according to the matching process. In this manner employers and individuals would only be charged for the specific resumes and job postings that most closely match their needs and requirements, and that they choose to review after the matching process has been completed. Alternately, businesses or individuals may subscribe to the system allowing unlimited access for a monthly or periodic fee. Charges may also be levied for each job opening or resume posted on the database. Where an employer wishes to obtain full copies of resumes for particular individuals, there may be provided the ability to download or acquire both textual and video resumes upon the payment of additional charges.
Accordingly, through an understanding and an appreciation of the above described inventive method, it will be apparent to those skilled in the art that a method and system of seeking employment opportunities and of employee recruitment utilizing a computer networlc will be provided that is universal in nature and broader in base than prior existing methods and systems. Individuals seeking employment, and employers looking to fill vacant job positions, will have access to a broad range of potential employees and job openings across the world, and not merely in or about their local geographical area. Furthermore, the utilization of universal computer readable codes enables individuals and employers from varying backgrounds, cultures, and locations to use the method and system of the invention with ease and without translational requirements. The ability to access stored and existing information from the databases of placement or recruitment professionals further enhances the application of the method and creates added benefits to potential employees, employers and recruitment professionals alike.
It is to be understood that what has been described are the preferred embodiments of the invention and that it may be possible to make variations to these embodiments while staying within the broad scope of the invention. Some of these variations have been discussed while others will be readily apparent to those slcilled in the art.
Claims (20)
1. A method of seeking employment opportunities and of employee recruitment, the method comprising the steps of:
(i) identifying a plurality of individual criteria, qualifications or attributes that axe desired or necessary for a particular job opening sought to be filled, said criteria, qualifications or attributes collectively comprising a job description;
(ii) storing said job description on a database;
(iii) storing information concerning the personal criteria, qualifications or attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said plurality of individuals comprising individual resumes; and;
(iv) with a computer, comparing said criteria, qualifications or attributes comprising said job description with said personal criteria, qualifications or attributes comprising said individual resumes and, thereafter, developing and generating a list of said resumes stored in said database that contain personal criteria, qualifications or attributes most closely matching said individual criteria, qualifications or attributes of said job description.
(i) identifying a plurality of individual criteria, qualifications or attributes that axe desired or necessary for a particular job opening sought to be filled, said criteria, qualifications or attributes collectively comprising a job description;
(ii) storing said job description on a database;
(iii) storing information concerning the personal criteria, qualifications or attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said plurality of individuals comprising individual resumes; and;
(iv) with a computer, comparing said criteria, qualifications or attributes comprising said job description with said personal criteria, qualifications or attributes comprising said individual resumes and, thereafter, developing and generating a list of said resumes stored in said database that contain personal criteria, qualifications or attributes most closely matching said individual criteria, qualifications or attributes of said job description.
2. The method as claimed in claim 1 including the further step of converting said criteria, qualifications or attributes comprising said job description, and said criteria, qualifications or attributes comprising said individual resumes, into a series of computer readable codes, said step of comparing said criteria, qualifications or attributes comprising said job description with said criteria, qualifications or attributes comprising said individual resumes including, comparing said computer readable codes of said respective criteria, qualifications ox attributes of said job description with said computer readable codes of said criteria, qualifications or attributes of said individual resumes.
3. The method as claimed in claim 2 wherein said comparison of said computer readable codes includes the further step of developing a relative ranking of said individual resumes in terms of the degree to which said personal criteria, qualifications or attributes of particular individuals match said criteria, qualifications or attributes comprising said job description.
4. The method as claimed in claim 3 wherein said computer readable codes are numeric codes.
S. The method as claimed in claim 3 wherein said computer readable codes are binary codes.
6. The method as claimed in claim 1 wherein said database and said computer axe connected to a public or quasi-public computer network.
7. The method as claimed in claim 6 wherein said public or quasi-public computer network is the Internet.
8. The method as claimed in claim 1 wherein the database storing said job descriptions, and the database storing said individual resumes, are maintained on the same computer or computer network.
9. The method as claimed in claim 1 wherein the database storing said job descriptions, and the database storing said individual resumes, are maintained on separate computers or computers networks that are connected to a public or quasi-public network.
10. A method of seeking employment opportunities and of employee recruitment, the method comprising the steps of:
(i) identifying a plurality of criteria, qualifications or attributes concerning a job that is being sought by an individual and storing said criteria, qualifications or attributes on a database;
(ii) identifying the criteria, qualifications or attributes that are desired or necessary for a plurality of job positions sought to be filled by prospective employers and storing said criteria, qualifications or attributes on a database;
(iii) with a computer, comparing said criteria, qualifications or attributes concerning said job being sought by said individual with said criteria, qualifications or attributes that are desired or necessary for said plurality of job positions sought to be filled by prospective employers; and, (iv) developing and generating a list of said job positions sought to be filled by prospective employers as stored in said databases that contain criteria qualifications or attributes most closely matching those concerning said job that is being sought by said individual.
(i) identifying a plurality of criteria, qualifications or attributes concerning a job that is being sought by an individual and storing said criteria, qualifications or attributes on a database;
(ii) identifying the criteria, qualifications or attributes that are desired or necessary for a plurality of job positions sought to be filled by prospective employers and storing said criteria, qualifications or attributes on a database;
(iii) with a computer, comparing said criteria, qualifications or attributes concerning said job being sought by said individual with said criteria, qualifications or attributes that are desired or necessary for said plurality of job positions sought to be filled by prospective employers; and, (iv) developing and generating a list of said job positions sought to be filled by prospective employers as stored in said databases that contain criteria qualifications or attributes most closely matching those concerning said job that is being sought by said individual.
11. The method as claimed in claim 10 including the further step of converting said criteria, qualifications or attributes concerning said job being sought by said individual, together with said criteria, qualifications or attributes desired or necessary for said plurality of job positions sought to be filled by said prospective employers, into a series of computer readable codes, said step of comparing said criteria, qualifications or attributes concerning said job being sought by said individual with said criteria, qualifications or attributes desired or necessary for said plurality of job positions sought to be filled by prospective employers comprising comparing said computer readable codes of said criteria, qualifications or attributes concerning said job being sought with said computer readable codes of said criteria, qualifications or attributes desired or necessary for said plurality of job positions.
12. The method as claimed in claim 11 wherein said comparison of said computer readable codes includes the further step of developing a relative ranking of said job positions sought to be filled in terms of the degree to which said criteria, qualifications or attributes that are desired or necessary for said job positions match said criteria, qualifications or attributes concerning said job being sought as identified by said individual.
13. The method as claimed in claim 11 wherein said computer readable codes are numeric codes.
14. The method as claimed in claim 11 wherein said computer readable codes are binary codes.
15. The method as claimed in claim 10 wherein said database and said computer are connected to a public or quasi-public computer network.
16. The method as claimed in claim 15 wherein said public or quasi-public computer network is the Internet.
17. The method as claimed in claim 10 wherein the database storing said plurality of criteria, qualifications or attributes concerning jobs that are being sought by individuals, and the database storing said criteria, qualifications or attributes that are desired or necessary for said plurality of job positions sought to be filled by prospective employers, are maintained on the same computer or computer network.
18. The method as claimed in claim 10 wherein the database storing said plurality of criteria, qualifications or attributes concerning jobs that are being sought by individuals, and the database storing said criteria, qualifications or attributes that are desired or necessary for said plurality of job positions sought to be filled by prospective employers, are maintained on separate computers or computer networks that are connected to a public or quasi-public network.
19. A method of seeking employment opportunities and of employee recruitment, the method comprising the steps of:
(i) storing information concerning the personal criteria, qualifications or job-related attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said plurality of individuals collectively comprising individual resumes;
(ii) developing a list of common or standard criteria, qualifications or attributes that are desired or necessary for a number of different and particular jobs or employment positions, said list comprising a job attribute list;
(iii) storing said job attribute list on a database;
(iv) with a computer, and from said job attribute list, identifying a plurality of job attributes that are desired or necessary for a particular and specific job opening sought to be filled by a prospective employer, said identified job attributes collectively comprising a job description; and, (v) with a computer comparing said job description with said individual resumes and, thereafter, developing and generating a list of said resumes stored in said database that contain personal criteria, qualifications or attributes most closely matching said individual criteria, qualifications or attributes of said job description.
(i) storing information concerning the personal criteria, qualifications or job-related attributes of a plurality of individuals on a database, said criteria, qualifications or attributes of said plurality of individuals collectively comprising individual resumes;
(ii) developing a list of common or standard criteria, qualifications or attributes that are desired or necessary for a number of different and particular jobs or employment positions, said list comprising a job attribute list;
(iii) storing said job attribute list on a database;
(iv) with a computer, and from said job attribute list, identifying a plurality of job attributes that are desired or necessary for a particular and specific job opening sought to be filled by a prospective employer, said identified job attributes collectively comprising a job description; and, (v) with a computer comparing said job description with said individual resumes and, thereafter, developing and generating a list of said resumes stored in said database that contain personal criteria, qualifications or attributes most closely matching said individual criteria, qualifications or attributes of said job description.
20. The method as claimed in claim 19 including the further step of developing a list of personal criteria, qualifications or attributes as may be possessed by a variety of different individuals, said list comprising a candidate attribute list, said step of storing said individual resumes on said database including first identifying a plurality of personal criteria, qualifications or attributes as contained in said candidate attribute list and thereafter generating said resumes having reference thereto.
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| US5197004A (en) * | 1989-05-08 | 1993-03-23 | Resumix, Inc. | Method and apparatus for automatic categorization of applicants from resumes |
| US5164897A (en) * | 1989-06-21 | 1992-11-17 | Techpower, Inc. | Automated method for selecting personnel matched to job criteria |
| JPH0619926A (en) * | 1992-07-01 | 1994-01-28 | Nippon Digital Equip Kk | Computer network for personnel intermediary service |
| US5416694A (en) * | 1994-02-28 | 1995-05-16 | Hughes Training, Inc. | Computer-based data integration and management process for workforce planning and occupational readjustment |
| US5832497A (en) * | 1995-08-10 | 1998-11-03 | Tmp Worldwide Inc. | Electronic automated information exchange and management system |
| JPH11175594A (en) * | 1997-12-09 | 1999-07-02 | Uzawa Jimusho Kk | System for providing job seeker information |
| JPH11338882A (en) * | 1998-05-28 | 1999-12-10 | Recruit Co Ltd | Job offering and job hunting mediating system provided with characteristic in input guide process at the time of the retrieval of job offering database by job hunter |
| KR20000050149A (en) * | 2000-05-18 | 2000-08-05 | 엄인섭 | Customized Job Service Method through Internet Using Matching System and Mobile Phone and E-Mail |
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