WO2007053876A1

WO2007053876A1 - Method and system for a voice-based self-promotion

Info

Publication number: WO2007053876A1
Application number: PCT/AU2006/001352
Authority: WO
Inventors: Nathan Conrad Steven Isterling; Heath Richard Kilgour
Original assignee: Boom Recruitment Systems Pty Ltd
Priority date: 2005-11-10
Filing date: 2006-09-14
Publication date: 2007-05-18

Abstract

A method and system of assessing prospective applicants for an advertised position. A contact number is supplied to an applicant to call in relation to the advertised position wherein a voice message of the applicant is recorded and a code is used to identify the recorded voice message and applicant. The recorded voice message is used to assess the suitability of the applicant to the advertised position.

Description

Method and System for a Voice-Based Self-Promotion

Field of the Invention

This invention relates to a method and system for self promotion of individuals which is voice based. In a particular embodiment, the invention relates to a method and system that requires individuals to have their voices recorded to enable assessment of suitability of any individuals to a particular task, for example an advertised position.

Background to the Invention When an employer is seeking a suitable applicant or candidate for a given position, applicants generally submit a resume either in a hard copy form or online. Where the resume is submitted online, this can be directly sent to the employer or through an agent. The agent may have its own website for retrieving the information from the individual candidates and then forward the information about each candidate to the employer or otherwise allow the employer access to the website. However, the employer only has information about each individual applicant prior to making a decision to cull the number of prospective candidates and grant an interview to those applicants that are not culled. Thus there is no indication to the employer about the personality or characteristics of the individual applicant and in particular to assess their diction, how they sound or how their voice is projected.

Internet recruitment agents have made it effortless for prospective applicants to apply for a multiplicity of jobs. Many applications received are inappropriate or irrelevant to the advertised position and thus an inordinate amount of time is used by the agent or the employer to read through each of the applications and then process and select qualified candidates for an interview. It is therefore difficult to ascertain an applicant's true suitability for the advertised position and to filter genuine candidates. Written or electronic resumes generally oversell the prospective applicant and pro- forma resumes often do not address requirements specific to the advertised position. In many respects, the industry of job recruitment has become more complex and time consuming due to the advantages provided by the internet.

Some recruitment systems do not enable automatic identification of an advertisement source which provides the most candidates. Such systems provide just one simple collection point for applicants from multiple sources. Having such identification can provide employers with useful information and determine how to source their advertisements in future. The present invention seeks to substantially reduce the number of interviews required to be conducted by employers in obtaining a successful candidate for an advertised position. By using voice recordings as part of the assessment process the present invention allows employers to reject applicants before the employer has to meet that individual in person. It also enables filtering of candidates that are not interested in the position by requesting a recording of the individual's voice. The present invention also allows employers to log in online and listen to a prospective candidate's voice in order to judge how they might perform in voice communications with clients.

Summary of the Invention

According to a first aspect of the invention there is provided a method of assessing prospective applicants for an advertised position comprising the steps of: supplying a contact number for an applicant to call in relation to the advertised position; recording a voice message from the applicant; using a code to identify the received voice message; such that the recorded voice message is used to assess the suitability of the applicant to the advertised position.

Preferably an application for the advertised position is received on-line from the applicant. The recorded voice message and application are preferably linked by the code. The application and recorded voice message may be used to assess the suitability of the applicant to the advertised position. The code is preferably created on receipt of the application from the applicant. A response acknowledging receipt of the application may be sent to the applicant including the code and a telephone number to contact. Preferably the telephone number is used to enable recording of the applicant's voice message. In order to record a message the applicant may enter the code, following a prompt, to enable the message to be linked to the application.

The on-line application is preferably transmitted over a communications network, such as the internet, using an email address, or another communication delivery mechanism, provided with the advertised position, to a website. The website may be that of one of a number of recruitment agents hosted by a server of the recruitment agent. On receipt of the application at a recruitment website, the application is then transmitted to a system server which filters and imports the application to be stored in a database. The system server then allocates the code to the application and forwards the acknowledgement response by email to the applicant including the code. Preferably the system server sends a questionnaire for the applicant to answer, thereby forming the recorded message, after the applicant has dialled the provided number and entered the code. After the message has been recorded, the server associates the recorded message with the application by applying the code and then storing the message and application in the database. The email address provided for the applicant to use in submitting an application form may identify the position advertised, such that all emails from prospective applicants are linked to that advertised position and subsequently stored in the database. When the recorded message is tagged to the applicant's application, it may be stored in the database in a file corresponding to the advertised position. An employer or recruitment agent responsible for the position may access the website, or alternatively be informed by the system server, to view received applications having recorded voice messages. On accessing the website, by providing a login and password, the employer or recruitment agent may access details on each applicant through the code. Alternatively, a link may be displayed on a GUI for the employer or recruitment agent for each applicant's name. Also displayable on the GUI, after clicking on an applicant's name or code are any one or more of the applicant's status, e.g. interview stage, date of the application, contact details, a link to the recorded voice message of the applicant so that the employer/recruiter can listen to the message, a link to the original application (including resume), the source of the application, i.e. which recruitment agent, a scoring pad into which the employer or recruitment agent can rank various characteristics of the applicant and a window box into which can be typed comments on the applicant.

The applicant may call an advertised telephone number and receive the code to use and record the voice message. A description of the advertised position may be played to the applicant after using the code. A series of questions may be used to obtain answers from the applicant, which answers serve as the recorded voice message. The applicant may be able to re-record or otherwise modify the recorded voice message.

According to a second aspect of the invention there is provided a system of assessing prospective applicants for an advertised position comprising: means for receiving a telephone call for the advertised position from an applicant; and recording means for recording a voice message from the applicant upon entry of a code identifying the applicant; such that the recorded voice message is used to assess the suitability of the applicant to the advertised position. A system server may be used to receive an application for the advertised position on-line from the applicant. Upon receipt of the application the system server may apply the code to the application. Preferably the application and recorded voice message are used to assess the suitability of the applicant to the advertised position. The recording means may form part of a mail server that also functions as a telephone private branch exchange. On receipt of the application the server may generate a code which links the recorded message and the application of the applicant. A response, preferably by email, may be sent from the server to a processor used by the applicant, acknowledging receipt of the application and containing the code together with a telephone number to dial in order to have their voice message recorded. In order to record a message the applicant may enter the code on their telephone to enable the message to be linked to the application.

According to a third aspect of the invention there is provided computer program means for use in assessing prospective applicants for an advertised position, the computer program means instructing a processor to: supply a contact number for an applicant to call in relation to the advertised position; and record a voice message from the applicant; such that the recorded voice message is used to assess the suitability of the applicant to the advertised position.

The program means may prior to recording the message, instruct the processor to compile a response email to the applicant including a code that would link the message to the application and/or advertised position.

The program means may further instruct the processor, preferably located at a server, to undertake any of the processing steps in accordance with either the first or second aspects of the invention.

Brief Description of the Drawings

Preferred embodiments of the invention will hereinafter be described, by way of example only, with reference to the drawings wherein:

Figure 1 is a block diagram of a system used to assess prospective applicants for an advertised position according to a first embodiment of the invention;

Figure 2 is a block diagram and flow chart showing the process of an applicant lodging an application with a recorded voice message and the management of applications received for the position; Figure 3 is a block diagram showing how an employer/recruiter can view and edit details of an applicant;

Figure 4 is a diagram of a GUI presented to an employer to view, edit and rate an applicant's application; Figure 5 is a flow diagram showing the process involved in recording a message of the applicant;

Figure 6 is a flow diagram showing the overall process of managing and applying for an advertised position; and

Figure 7 is a flow diagram showing how prospective applicants can apply for an advertised position according to a second embodiment of the invention.

Detailed Description of the Preferred Embodiments

With reference to Figure 1 there is shown a system 100 that enables prospective candidates for an advertised position to lodge their application forms, which may include a resume or a summary of the candidate's employment experience and educational qualifications and then have the candidate's voice recorded for an employer to listen to in conjunction with reviewing each application.

The prospective applicant will, using their PC 102 access a website hosted by a web server (system server) 104 through the internet 106 to complete an application form which may include details as to their technical qualifications and previous work experience together with attachments such as photographs. A dedicated email address will be provided for each position advertised which is initially stored at mail server 108. Alternatively the applicant, using their PC 102, will email information pertaining to the applicant at the advertised email address that identifies the advertised position. Furthermore, the email may be sent to a server 110 directly hosting a website of a recruitment agent. The email or contact details are then automatically routed through router 112 to server 104. The file server 114 automatically converts any recorded message or voice of the candidate, to be hereinafter described, into a voice file which is then forwarded to web server 104 for storage in database 116. The candidates may also see a position advertised in a newspaper which advertises a website address to forward their application.

In Figure 2 there is shown a block ^■ diagram 200 of the various processes involved with the system from an employer perspective, an applicant perspective and a system perspective. An employer at 202 accesses the system website hosted on server 104 and registers with the website to enable advertisements to be posted on the site to prospective applicants. Alternatively, the employer can register with a recruitment agent, for example at server 110. As a part of the registration process, the employer is provided with a log in and password at 204. A position for advertisement is created and posted on the website at 206. Collectively, for all the registered employers, their advertisements offering positions of employment, applicants and applications are managed by the system at 208 with each job advertised having a code, provided in an email address, which is linked to the employer.

An applicant wishing to apply for a position with the particular employer uses the internet to access the website either at server 104 or server 110 of a recruitment agent. Where the incoming email 210 from the applicant is received at an agent's web server 110, the details of the application and the applicant are forwarded through router 112 to server 104. There, the various emails from the applicants are filtered at 212 and stored in database 116 according to a specific categorisation. Before the various incoming emails are stored in the database 116 they are routed to mail server 108 which also acts as a Private Branch Exchange ( PBX). Once the email from the applicant is received it is tagged with a code identifying the position advertised for which that individual is applying and an acknowledgement response is sent by email from server 104 over the internet 106 to request a voice message. This occurs at steps 214 and 216. In the message there will be identified a 1300 telephone number to which the applicant is directed to ring in order to record responses of the applicant to specific questions, in a questionnaire, related to the advertised position. Other questions may be asked to ascertain any personality characteristics about the individual through their voice responses. A code to be entered by the applicant is also provided in the email from server 104. Alternatively, the questionnaire can be provided in an email to the applicant by mail server 108. Thus the individual or applicant using their telephone 103, which is preferably

VOIP enabled, but may alternatively be a PSTN phone or mobile phone, dials the number over the internet 106 for which the incoming session initiation protocol (SIP) call 218 is routed by router 112 to mail server 108 where it is recorded and identified with the applicant's original application and job code. The applicant must input the code provided in the acknowledgement email from server 104. Thus the applicant leaves a voice message at 220 which is attached to the individual's profile at 222 and after conversion by the server 114 into a voice file is forwarded to web server 104 for storage in the database 116. Each day an applicant summary is produced by the database 116 at 224, under each code for each position advertised, and forwarded to the respective employer at 227 over internet 106. The filtering of incoming emails from applicants at 212 is also sent to the employer at 227 as well as any received voice messages that are attached to the individual's profile at 222.

With regard to Figure 3, there is shown a more detailed block diagram on how applications can be managed at 226 (Figure 2). The system enables employers or the responsible persons for an advertised position to select a particular applicant and read and comment on the details of the applicant. Specifically once an applicant is selected at 302, from database 116, the employer can view and edit any details of the application at 304, provide a score to particular characteristics of the applicant at 306, listen to a voice message of the applicant which is attached to the application at 308 and view the original email from the applicant at 310. The original email normally will contain a resume which can be viewed at 312. Any changes that have been made may be saved and updated at 314 and stored in the database 116. The employer is then able to select another applicant at 302 and repeat the process.

Shown in Figure 4 is a graphical user interface screen 400 that shows an application of an applicant or candidate, in this case Kelly Clark. Any other applications of prospective applicants can be viewed by clicking on the relevant link in column 402. Kelly Clark's application details are shown at 404 specifically showing the status as interview, the date, her name, telephone number and email address. There are specific links to enable playing of the message recording of the applicant at 406 and to view the original application and resume at 408. The source of the application, where it is not directly sent to the system server 104, is identified at 410. In this example the application was originally sent to the website of recruitment agent "Seek®". On the right hand side of the screen 400 there are a number of characteristics which can be scored from 1 to 5 by the employer. This is collectively shown as 412 where for example the characteristics education, experience, skills, voice message, and any other relevant factors can be scored and rated. Any other notes that the employer would like to add can be entered in the comment box 414. The changes are then saved and stored in the database 116 as previously described in relation to Figure 3.

Shown in Figure 5 are further details as to the processes that are carried out when the prospective candidate or applicant is required to leave a recorded message at the PBX/mail server 108. The incoming SIP call at 218 is received at the PBX/mail server 108 where a primary call menu is initiated at 502 which then in turn prompts for a menu option at 504. Once selected, the process then moves to recording a message or series of questions and answers between the server and the caller/applicant. At 506 a prompt is made for an ID code, relating to the advertised position, to be entered by the applicant. Then at 508 the system or job information is retrieved and at 510 the message is recorded. Any additional information that is required as part of the applicant leaving a message is made at 512 and at 514 a decision is made whether to return to the call menu. If a return to the menu is required then the process moves back to 504. If not, the caller hangs up at 516 to disconnect the call. Shown in Figure 6 is a flow chart 600 describing how the system works from the recruiter or employer setting up a job on a website to the applicant subsequently applying for the advertised position. At step 602 the recruiter or employer makes available the position online, either directly with the web server 104 or at a recruiting agent website on server 110. There the recruiter also defines the criteria for ranking each applicant as discussed in relation to Figure 4, for example skills, experience, education. At step 604 the recruiter places the advertisements on job sites and uses a dedicated email address to which applicants can respond. Thus, a recruiting agent such as Seek®¹, MyCareer®² or CareerOne®³ has the advertisement placed on their websites with the address to which applicants apply. At step 606 the applicant can respond to a job advertisement by depressing an "Apply Now" button on the particular job website, and complete the application.

The process then moves to step 608 where the system, either at server 110 or server 104 receives the email from the applicant. The contact details are extracted from the email and the application is stored in database 116. At step 610 the applicant, having been directed to ring a 1300 number in a return email, then records a voice message in accordance with Figure 5. At step 612 the system, in particular the server 104 attaches the voice file, converted by server 114, to the applicant's application. At step 614 the employer or recruiter is able to listen to the message of the applicant and view the application on line and score the applicant using their voice recording and original resume application, as described in relation to Figure 4. Finally at step 616 the employer or recruiter uses the scoring as a guide to select the most appropriate applicants for an interview or to otherwise continue with the recruitment process for the advertised position.

Computer program code, stored in memory at server 104, instructs a processor of server 104 to undertake a series of commands. For example, on receipt of an application from an applicant, either directly at server 104 or at a recruiting agent's server 110, the computer program code or software instructs the processor at server 104 to extract information of each applicant from the application and subsequently store the

¹ Seek is a registered trade mark of Seek Ltd.

² MyCareer is a registered trade mark of John Fairfax Publications Pty Limited.

³ CareerOne is a registered trade mark of CareerOne Services Pty Limited. application in database 116. Prior to storing the application in the database 116, a categorisation code is applied to the application, under the instructions from the computer program code to the server's processor. The categorisation code is usually embedded in the email address provided to the applicant which identifies a particular advertised position of an employer or the employer itself.

The computer program instructs the processor at server 104 to compile an email to be sent as an acknowledgement response to the applicant which is tagged with a code identifying the application. This code has previously been tagged and associated with the application stored in the database 116 by the software. The software also instructs the processor to compile a series of questions or a questionnaire together with prompts for the applicant to answer verbally in order to record a voice message.

On receipt of the incoming SIP call from the applicant, the software instructs the processor to set up a primary call menu, prompts for menu options and a prompt for entering the code by the applicant. It also instructs a processor to retrieve job information pertaining to the application of the applicant together with the application itself. The software also enables recording of the message and attaches the recorded message to the application or profile of the applicant. Thereafter the software subsequently instructs server 114 to convert the recorded voice message into a voice file and then instructs the server 114 to forward the voice file back to server 104 and thereafter be stored in the database 116.

Server 104 under instruction from the computer program forwards an applicant summary, generally each day, to the respective employer of the advertised position. This may include any received voice messages attached to an applicant's profile. With reference to Figures 3 and 4, computer program code stored in memory at server 104 instructs a processor co-located in server 104 to provide a graphical user interface for use by an employer. Information extracted from each of the applicants is compiled into the GUI whereby the computer program arranges links to each of the applicants through their name at 402, and provides the application details when for example an employer clicks on the link associated with that applicant. Thus the computer program arranges to have displayed on the GUI the applicant details shown in 404, enable a link to listen to the recorded voice at 406 and provide a link to the original application of the applicant at 408. The program also provides, through the processor, a facility for the employer to rate the various characteristics of the applicant in box 412 and enable text to be inserted in box 414. With reference to Figure 7 there is shown a further embodiment of the invention in which prospective applicants can apply directly over the phone rather than online. Thus, an applicant may see an advertisement in a newspaper or at a website, such as at a recruitment agent website, which provides a telephone number to use in order to apply for the advertised position. This is to cater for advertisements that do not appear online. On calling the recruitment agent or person responsible for the advertisement, the applicant identifies himself/herself, says which advertisement he/she is calling about and then he/she will be given an ID code to use. The potential candidate can call using the number, enter the ID number and then listen to the description of the job, answer some questions related to the position and leave a recording, by providing their answers, to apply for the position. The applicants can ring up and listen to the job description and questions as many times as required. There is no limit on how many times an applicant can apply for a given position.

Initially the employer or the person responsible for the advertisement will leave a description of the position advertised, what it entails and a number of questions for the applicant to respond to. In Figure 7 there is shown a flow diagram 700 which discloses the steps required for an applicant to record their message and for an employer to record a description about the position advertised and also record some questions pertaining to the position advertised for the applicants to answer. At step 702 the applicant dials the given number and listens to a welcome prompt at 704. At step 706 an option is given as to whether the purpose of the call is for an employer or recruitment agent to manage a job description or whether it is an applicant applying for a particular position. In this case the applicant will be guided to step 708 and prompted to enter the ID code provided to them earlier for the position advertised. Once the code is entered at step 710 it is then checked for validity and if it is valid then the applicant will be either asked (at 712) to create a new recording in which case they are directed to step 714 or to modify an existing recording in which case they will be directed to step 716. Where they are creating a new recording at step 714 the applicant is prompted by a number of options at 716 to either listen to the job description at step 718, listen to the questions at 720 or to have a pre-recorded message played to them at step 722. In each of the cases at steps 718 and step 720 after the job description and the questions have been played to the applicant, the applicant is redirected to step 714. On playing a prerecorded message at step 722 the applicant is then directed to record a message at 724 by being asked a series of questions and then at step 726 a post recording message is played to the applicant and the call is teπninated at step 728. Where at step 717 a pre-recorded message is played to the applicant the process moves to step 730 where the applicant records the message which can be appended to or replace an existing recorded message. At step 732 a post recording message is played to the applicant and at step 734 the call is terminated.

Referring back to the decision box 706 a further option available to the caller is a sales enquiry whereby at step 736 a sales voice mail message is played to the caller and at step 738 a new message is then recorded by the caller and the call is terminated at 740. This is in situations where the caller wishes to have further information about the process involved in either applying for an advertised position or creating an advertisement for an available position.

A further option available from step 706 is a support enquiry whereby at step 742 a support voice mail message is played to the caller. A message is then recorded at step 744 of the caller as to what the enquiry entails and then the call is terminated at step 746. Support enquiries may relate to particular services that are offered by the recruitment agent or person responsible for placing an advertisement.

Going back to decision box 706, a further option available to persons responsible for advertisements is to make changes to a particular job description or job- related questions or create a new job description and questions. Thus at step 748 once the welcome prompt 704 is broadcast to the caller they are then prompted to insert a login or ID code that the employer or recruitment agent would have been given previously. If the login is successful at step 750 then the process moves to step 752 where a prompt is given for particular client options. The options available through step 754 is to either manage a job description or to manage questions. Where managing the job description is applicable, a prompt for job descriptions is given at step 756. Thus at decision box 758 the client may return to the client menu 752, record a new job description at 762 or to have a job description played back to them at step 760 which then returns to step 756. Where a new job description is to be recorded prerecording instructions are played to the employer or recruitment agent at step 762. At step 764 a job description is then recorded by that employer or recruitment agent and at step 766 a prompt to job description recording options is given. Such options are given at step 770 whereby the job description can be played back at step 768, the prerecording instructions may be replayed at 762, the questions may be activated at step 772 or the previous menu may be returned to without activating the job description at step 756. Where the questions are activated at step 772 the questions activated message is played at step 774 and the job descriptions option is then given at step 756.

Referring to step 754, with the second option being managing the questions, a question options prompt is given at step 776 which, through the decision box 778, gives the possibility to listen to the current questions at step 780 in which case the client questions are replayed and then a return is made to step 776. Alternatively, new questions may be rerecorded whereby at step 782 prerecording instructions are played. Job questions are then recorded at step 784 and a question recording option is prompted at 786. The decision box 788 gives the option to listen to the questions and then the questions are played at step 790 or to rerecord the questions in which case the process moves back to step 782. Alternatively the questions may be activated at step 792 in which case a questions activated message is played at 794 and a return is made to the question options prompt 776. The final option through decision box 788 is going back to the question options prompt at 776. In summary it can be seen that an applicant can apply for a position either online or over the phone using a specific identification code whereby a message of the applicant is recorded in response to a series of questions. An employer or recruitment agent thus has flexibility in advertising for positions either online, for example at a website, and receiving an online application for prospective applicants or advertising through the radio, television or newspapers and advertising a number to call with a code to use for the prospective applicants.

It will be appreciated by persons skilled in the art that numerous variations and/or modifications may be made to the invention as shown in the specific embodiments without departing from the spirit or scope of the invention as broadly described. The present embodiments are, therefore, to be considered in all respects as illustrative and not restrictive.

Claims

CLAIMS:

1. A method of assessing prospective applicants for an advertised position comprising the steps of: supplying a contact number for an applicant to call in relation to the advertised position; recording a voice message from the applicant; using a code to identify the recorded voice message and applicant; such that the recorded voice message is used to assess the suitability of the applicant to the advertised position.

2. A method according to claim 1 further comprising: receiving an application for the advertised position on-line from the applicant; linking the application and voice message through the code, wherein the application and recorded voice message are used to assess the suitability of the applicant to the advertised position.

3. A method according to claim 2 wherein the code is created on receipt of the application from the applicant.

4. A method according to claim 3 further comprising sending a response to the applicant acknowledging receipt of the application, the response including the code and a telephone number to use in order to record the voice message.

5. A method according to claim 4 further comprising the applicant dialling the telephone number and entering the code after a prompt in order to record the message and to enable the message to be linked to the application.

6. A method according to claim 5 further comprising transmitting the application over the internet to a website.

7. A method according to claim 6 wherein the website is owned by a recruitment agent and hosted by a server of the recruitment agent.

8. A method according to claim 6 or claim 7 further comprising transmitting the application to a system server for filtering and subsequently storing in a database.

9. A method according to claim 8 wherein the system server allocates the code to the application prior to forwarding the acknowledgement response to the applicant.

10. A method according to claim 9 wherein the system server arranges a questionnaire for the applicant to answer in order to create the recorded message, after the applicant has dialled the telephone number and entered the code.

11. A method according to claim 10 wherein after the message has been recorded, the server associates the recorded message with the application by applying the code and then storing the message and application in the database.

12. A method according to claim 11 wherein the advertised position provides an email address for the applicant to use in submitting the application and wherein the email address identifies the position advertised, such that all emails from prospective applicants are linked to that advertised position and subsequently stored in the database.

13. A method according to claim 12 wherein when the recorded message is linked to the application, the recorded message is stored in the database in a file corresponding to the advertised position.

14. A method according to claim 13 wherein an entity responsible for the advertised position accesses the website to view received applications having recorded voice messages.

15. A method according to claim 13 wherein an entity responsible for the advertised position is informed by the system server that received applications having recorded voice messages are able to be viewed.

16. A method according to claim 14 or claim 15 wherein the entity is an employer or the recruitment agent.

17. A method according to claim 16 whereupon accessing the website, by providing a login and password, the employer or recruitment agent accesses details on each applicant through the code.

18. A method according to claim 16 whereupon accessing the website, by providing a login and password, the employer or recruitment agent accesses a link to each applicant's name displayed on a GUI.

19. A method according to claim 18 further comprising displaying on the GUI, after clicking on an applicant's name or code, any one or more of the following: the applicant's status; the date of the application; contact details of the applicant; a link to the recorded voice message of the applicant; a link to the application; the source of the application; a scoring pad into which the employer or recruitment agent ranks characteristics of the applicant; and a window box into which can be typed comments on the applicant.

20. A method according to claim 1 further comprising the applicant calling an advertised telephone number and receiving the code to use and record the voice message.

21. A method according to claim 20 wherein a description of the advertised position is played to the applicant after using the code.

22. A method according to claim 21 wherein a series of questions is used to obtain answers from the applicant, which answers serve as the recorded voice message.

23. A method according to claim 22 wherein the applicant is able to re-record or otherwise modify the recorded voice message.

24. A system of assessing prospective applicants for an advertised position comprising: means for receiving a telephone call for the advertised position from an applicant; and recording means for recording a voice message from the applicant upon entry of a code identifying the applicant; such that the recorded voice message is used to assess the suitability of the applicant to the advertised position.

25. A system according to claim 24 further comprising a system server for receiving an application on-line from the applicant, whereupon receipt of the application the system server applies the code to the application, the application and recorded voice message being used to assess the suitability of the applicant to the advertised position.

26. A system according to claim 25 wherein the application is sent from the applicant by e-mail and a response is sent from the system server to the applicant acknowledging receipt of the application.

27. A system according to claim 26 wherein the response includes the code and a telephone number for the applicant to use in order to record the voice message.

28. A system according to claim 27 further comprising a mail server including the recording means, the mail server functioning as a telephone private branch exchange for receiving incoming telephone calls from applicants.

29. A system according to claim 28 wherein an applicant requiring to leave a recorded message dials the telephone number and enters the code after a prompt.

30. A system according to claim 29 wherein the system server transmits a questionnaire to the applicant and the applicant responds to each question in the questionnaire to form the message.

31. A system according to claim 30 further comprising a file server for converting the recorded message into a voice file.

32. A system according to claim 31 wherein the voice file is transmitted to the system server and is linked by the system server to the application of the applicant by the code.

33. A system according to claim 32 further comprising a database linked to the system server in which is stored the application and the voice file of the recorded voice message of the applicant.

34. A system according to claim 33 wherein the advertised position provides an email address for the applicant to use in submitting the application and wherein the email address identifies the position advertised, such that all emails from prospective applicants are linked to that advertised position and subsequently stored in the database.

35. A system according to claim 34 wherein when the recorded message is linked to the application, the voice file is stored in the database in a file corresponding to the advertised position.

36. A system according to claim 35 wherein an entity responsible for the advertised position accesses the website to view received applications having recorded voice messages.

37. A system according to claim 36 wherein an entity responsible for the advertised position is informed by the system server that received applications having recorded voice messages are able to be viewed.

38. A system according to claim 37 wherein the application is transmitted over the internet to a website owned by a recruitment agent and hosted by a server of the recruitment agent.

39. A system according to claim 38 wherein the entity is an employer or the recruitment agent.

40. A system according to claim 39 whereupon accessing the website, by providing a login and password, the employer or recruitment agent accesses details on each applicant through the code.

41. A system according to claim 40 whereupon accessing the website, by providing a login and password, the employer or recruitment agent accesses a link to each applicant's name displayed on a GUI.

42. A system according to claim 41 wherein displaying on the GUI, after clicking on an applicant's name or code, any one or more of the following is able to be accessed by the employer or recruitment agent displayed on the GUI: applicant's status; date of the application; the applicant's contact details; a link to the recorded voice message of the applicant; a link to the application; the source of the application; a scoring pad into which the employer or recruitment agent ranks characteristics of the applicant; and a window box into which can be typed comments on the applicant.

43. A system according to claim 24 wherein the applicant calls an advertised telephone number and receives the code to use and record the voice message.

44. A method according to claim 43 wherein a description of the advertised position is played to the applicant after using the code.

45. A method according to claim 44 wherein a series of questions is used to obtain answers from the applicant, which answers serve as the recorded voice message.

46. A method according to claim 45 wherein the applicant is able to re-record or otherwise modify the recorded voice message.

47. A computer program for enabling the assessment of prospective applicants for an advertised position, the program instructing a processor to undertake any of the method steps of claims 1 to 23.