CH716688A2 - A process for recruiting candidates, a system for managing candidates, and an interactive terminal intended for recruiting candidates. - Google Patents

Abstract

The present invention relates to a method of recruiting candidates (2) during which the job advertisements are made available via one or more interactive terminals (1) arranged in a public place and connected to a server (3). The application stage does not require the candidate to have a pre-established profile or to open an account. The invention also covers an interactive terminal (1) suitable for this purpose and an application management system comprising such interactive terminals (1).

Description

Technical area

The present invention relates to an interactive terminal for broadcasting announcements for the purpose of recruiting candidates. The interactive terminal is aimed in particular at potential candidates who are difficult to access by the usual means of communication, and is intended to be installed in public places with high traffic. The invention also relates to a recruitment method associated with such a terminal.

State of the art

Interactive announcements broadcast kiosks allowing passing users to browse through advertisements and possibly subscribe to services or buy tickets are now known and widely distributed in places frequented by the public. Such terminals generally make it possible to buy a train ticket or a show ticket and therefore replace the traditional ticket offices.

In the field of recruitment, it may be advantageous to install interactive terminals in public places which make it possible to capture potential candidates who are difficult to reach by the usual means of communication. In particular, seniors who are still not very present on social networks, or candidates reluctant to make their professional profiles available to recruiters or to a large audience, can be difficult to identify. In addition, candidates already present on recruitment platforms are subject to fierce competition. Certain profiles may be excluded from recruitment upon automatic selection, in particular if they do not contain the adequate keywords or the indications specifically sought by recruiters for a given position. Conversely, employers may lack visibility in the face of competition and in particular in the face of the replication of certain advertisements by recruiters acting on behalf of their clients. Applicants may then not be able to identify their advertisements.

[0004] An example of terminals for recruitment purposes is described in patent applications FR3070783 and FR3063196. However, these terminals require the potential candidate to be equipped with a terminal and to open a user account by completing a profile. In this, the already known terminals differ little from the methods commonly used in the field of recruitment via software applications.

[0005] It therefore appears necessary to improve the recruitment process, in particular for the recruitment of the less visible candidates.

Brief summary of the invention

[0006] An aim of the present invention is to provide a recruitment method suitable for identifying candidates that are difficult to detect in software platforms, including social networks.

Another object of the invention is to provide candidates with the means to apply for job offers in a more personalized manner and thus to increase their chances of success.

Another object of the present invention is to offer employers increased visibility for applicants.

Another objective of the present invention is to provide an application management system allowing candidates to view ads and to apply.

[0010] These aims are achieved in particular by means of the invention which is the subject of the independent claims of the present application. In particular, potential candidates and employers are put in touch by means of a terminal placed in a public place without the candidate having a professional profile to complete or to disseminate to a large public. This solution has the particular advantage of targeting candidates whose professional profile is non-existent or difficult to detect on the usual platforms.

Brief description of the figures

Examples of implementation of the invention are indicated in the description illustrated by the appended figures: • Figure 1: General diagram of the recruitment device according to one embodiment. • Figure 2: General diagram of the recruitment device according to another embodiment. • Figure 3: Schematic process of the recruitment system

Example (s) of embodiment of the invention

The method according to the present invention involves a terminal1 provided with a display system11, at least one selection means12des displayed data, and at least one data entry means13. The display system11 can be a touch or non-touch screen making it possible to display in particular announcements or information relating to employers5. The selection means 12 can for example be a device that can be actuated by a candidate 2, such as a ball or a roller making it possible to select an entry in a menu displayed by the display system 11. The input means can be a keyboard made available to the candidate2 or any other device making it possible to include data in the items displayed by the display means11. Alternatively, in the case where the display system is a touch screen, it integrates the means for selecting the displayed data, and the means for entering data13.

The terminal1 is connected to a server3, where the exploitable dataD is stored, by a means of communication 14. The exploitable dataDinclude at least the information relating to the positions to be filled and the identity of the employers5, and which can be displayed on the terminal1 for the attention of a candidate2. The usable data also includes the information entered by the candidates2 at the terminal1 and allowing to evaluate their applications and to recontact them. The usable data also includes any information relating to the services associated with the operation of the terminal1, authorizations, and the management of any financial flows. The server3 is for this purpose connected to the employer5 by means of communication51. The employer5 designates any company looking for candidates2 to meet its own needs. Preferably, the employer5 excludes recruiters acting on behalf of their clients. An employer5 means, for example, a production site, a logistics site, a business, a laboratory or any other scientific or medical site, a cultural center, an advisory office or any other company employing employees, whether for short or temporary assignments. or contracts of indefinite duration. The terminal1 thus made available to candidates makes it possible to establish a direct link between the employer5 and the candidate2. The server3 is also connected to a service provider4 by a means of communication41. The service provider4 means any person or company in charge of the management of the terminal1, its maintenance and its operation. In particular, the service provider4 manages employers' access authorizations5 to the server3. The service provider4 therefore places at the service of employers5 one or more terminals1 scattered throughout the territory in frequented public places. If several terminals1 are installed, they are all connected to server3. Preferably, a terminal1 here denotes both a single terminal and a group of several identical or different terminals connected to a server3.

[0014] The service provider4 can designate in particular a person or a company involved in the management of human resources and in particular in the search for new candidates. In addition to making one or more terminals1 available to employers5, the service provider4 can offer additional services to facilitate the recruitment of new candidates2.

The server 3 can include or be connected to a database P, also called profiltèque, dedicated to the profiles of candidates 2 having applied by means of the terminal 1. Database May be partially accessible by employers 5. In particular, employers5 may have access to the profiles of candidates2 who have applied to the advertisements that they themselves have posted and not be able to access the other profiles in the P database, corresponding to candidates who have applied to advertisements from other employers5.

[0016] Alternatively, the database Pis fully accessible by one or more employers5. For this purpose, the service provider4 can offer one or more employers5 access to all the profiles in the databaseP, or to a selection of predetermined profiles corresponding to the employer's needs5, including profiles of candidates who have not applied for any of the their offers posted on the terminal 1. In this case, the service provider4 can himself establish a preselection of candidates that he stores in a dedicated memory space of the server3, to which the employer5 to whom this preselection is intended has access. The profiles of the P database include the elements entered by the candidates2 during their interaction with the terminal1. The profiles mentioned in this context are not developed by the candidates2 as such. The profiles of the databaseP can in particular combine several elements resulting from several terminals1, or resulting from several different interactions of a candidate2 at a given terminal1. The identity of the candidate2 can be recognized by his contact details, by means of a photo, or other elements entered during his interaction with a terminal1, or a combination of several of these elements. The database may further include data imported from one or more public platforms by the candidate2, such as social networks, professional matchmaking sites, or other public sites.

The data stored in the database is not public. In other words, they remain accessible to a limited number of people such as the service provider4, the employer5, or a limited number of employers5. The candidate2 is thus certain of keeping the confidentiality of his candidacies. The candidate2 is also assured that the data he provides during his application are adapted to the position for which he is applying without it being necessary to provide a complete profile established in advance. A limited amount of information is therefore transmitted by the candidate2.

The database may be inaccessible by the service provider4, and therefore exclusively accessible by employers5. Preferably, the database Pis accessible by the service provider4, either partially or totally, so that the service provider can offer employers5 using the terminal1 services relating to recruitment. Advantageously, the service provider4 retains full access to the databaseP. Preferably, the rights to access and use the database P are more important for the service provider4 than for the employers5. For example, the service provider4 is able to cross-check information and establish statistics on the entire P database.

[0019] The terminal1 can also be provided with a camera or a photo16 module allowing the candidate to be photographed. Alternatively or in addition, the terminal 1 can be equipped with a microphone 17 allowing the candidate to present himself orally and to submit his oral presentation with his application. Any snapshots and voice recordings are stored in the server3, and in particular in the databaseP. The microphone17 can be accompanied by a loudspeaker allowing the candidate2 to hear audio messages or to establish a discussion with an operator. A telephone interview with an employer5 can then be established, whether impromptu, at the request of the candidate2 or at the request of the employer5. The kiosk1 can optionally include a sound and visual insulation means (not shown), preserving the candidate's peace of mind2 vis-à-vis the public space and potentially the good quality of his oral presentation and listening to audio messages if necessary. appropriate.

The recruitment method according to the present invention comprises a stepE1de making an advertisement available to potential candidates by means of the terminal1. The ad can be broadcast on the terminal1 by an employer5, authorized by the service provider4. Alternatively, the announcement A is broadcast on terminal 1 by the service provider 4. The announcementA is accessible by the candidate2 by means of a selection menu, comprising at least one selection list, appearing on the display system of the interactive terminal1. The candidate2 can, for example, select the employers5 looking for candidates in a list51of employers5, then view the advertisementsFor a given employer5. The employers5 visible on the interactive terminal1 can be local employers5 active in the vicinity of the interactive terminal1, for example within a radius of 10 or 50 or 100 kilometers. Alternatively, all employers5 showing at least one ad can be visible to the candidate2, regardless of their location. The selection of advertisementsAby the candidate2 can be carried out by the selection of a geographical area from a list S2 of geographical areas. The geographical areas listed in list S2 can, for example, correspond to cantons or regions. The advertisements corresponding to positions located in the selected geographical area can then be viewed by the candidate2. The selection of an advertisementAby the candidate2 can be carried out by the selection of a technical field from a list S3 of predetermined technical fields. The advertisements corresponding to the selected technical field can then be viewed by the candidate2. The selection of announcements can alternatively be effected by selecting a particular function from a list S4 of predetermined functions. It should be noted that more than 4 pre-established lists can be offered to candidates, in particular lists relating to salary, required level of study, seniority, type of contract, whether temporary or open-ended. or other, to the type or size of the employer5, whether industrial, commercial, design office or other. A selection list of an interaction language for the display of data on the display system 11 can also be offered to the candidate 2, either in the selection menu S or on a welcome page.

The selection menu5 offers the candidate2 the choice of selecting only one item from one of the given lists S1, S2, S3, S4 and thus to access an important number of announcements, which he can consult one by one. for example by means of selection12 of terminal1. Alternatively, so that the occupation time of terminal1 is as low as possible, the candidate2 is invited to select an element from at least two, three or more than three pre-established lists S1, S2, S3, S4, to refine the selection of announcements Priority or compulsory level lists may be provided, for example, in which the candidate2 must select an element in order to access advertisementsA. Secondary lists can be proposed to refine the selection of advertisements at the goodwill of the candidate2.

[0022] The service provider4 can also plan to highlight one or more advertisementsA, directly visible to all the candidates2 without a preselection being imposed on him. Thus, an employer5 may be authorized to make an advertisement highly visible for a particularly important or urgent position.

[0023] The provider4 can also adjust the way in which the advertisementsAby the candidates2 are selected according to the number of advertisementsAvailable. When the number of advertisements A is low, for example less than 20, the candidate 2 can then view the advertisements Without preselection. When the advertisementsA are more numerous, for example of the order of 20 to 50 advertisementsA, the candidate is invited to select an element from at least one of the proposed lists. The selection of an item from several of the proposed lists may then be required in the event that a large number of advertisements are available.

The recruitment method according to the present invention comprises an application stepE2, allowing a candidate2de apply. The candidate can for example apply after having selected an advertisement. The means of selection12of the terminal1 allow it to access a formF which it is invited to complete. The formFest preferably pre-filled with the reference of the advertisementAand optionally with one or more other elements such as the name of the employer5, the title of the position to be filled, or the corresponding geographical area. The FormFest is intended to make the application as simple as possible for the candidate2, and in particular allows the candidate2 to avoid establishing a professional profile. In its simplest version, the formFonly requires the candidate's contact details2, such as a telephone number or an e-mail address, so that the employer5 receiving his application can reach him and offer him an appointment. FormF advantageously offers the candidate2 to fill in one or more additional fields to validate one or more prerequisites that the employer5 considers essential. Such fields relate, for example, to the level of study of the candidate2 in the process of applying, to his age, to his degree of experience or expertise, to his linguistic knowledge, or to any other criterion. The selection of such information fields is as easy as possible for the candidate2. In particular, this may involve answering simple questions with a yes or no to each of the criteria submitted by the employer5. The fields to be filled in are specific to each advertisement and must therefore be completed individually for each application. Thus, the candidate2 is able to apply directly and without having established a professional profile and to deliver the information strictly necessary for the evaluation of his candidacy for a given advertisement.

[0025] In a more elaborate version, the form invites the candidate to attach a photo or an oral presentation, either on an obligatory basis or on a subsidiary basis if the candidate2 so wishes. He can then activate the photo16 or the micro17 module and attach the corresponding photo or audio files to his application, for example by using the selection means 12 of the terminal1. Alternatively or in addition, a telephone discussion can be established between the candidate2 and the employer5 author of the advertisementA to which the candidate2 is applying. The employer5 can in fact leave the candidate2 the choice to call or not, or else request from the candidate2 a short telephone discussion. The employer5 is then able to briefly collect information from the candidate2, such as his level of education, age, motivations and other criteria. The telephone discussion can come in addition to or replace the formF. The criteria requested in form F can thus be fulfilled directly by the candidate2 as explained above, or else by the employer5 during the telephone discussion. An advantage of such an approach is that the candidate2 is identified quickly and that the recruitment process is initiated from the first contact at the level of the terminal1. The number of criteria required by the employer5, and which the candidate2 must meet, is advantageously less than 10, or even less than 5, preferably of the order of 2, 3 or 4.

The application step via the interactive terminal1 can be carried out without having selected any advertisements beforehand. The candidate2 can complete a spontaneous application form by, for example, filling out a form F1 where a minimum of criteria is required, among his contact details and essential elements of his profile such as his level of study, his age, his availability or other elements. The candidate2 can thus apply for a given geographical area listed in the list S2 of geographical areas, or for a given employer5 listed in the list S1 of employers5, or for a particular technical field listed in the list of technical fields S3 or for a predetermined function of the list of functions S4, or according to other criteria. A set of criteria can be selected by the candidate2 before applying, so as to limit his application to his preference criteria. Forms F1, allowing candidate 2 to apply spontaneously are preferably specific to candidate 2 preselections. If, for example, candidate2 chooses to apply for a predetermined employer5, then form F1 will be pre-filled with the name of the employer5 and the parameters to be filled in will be predefined by the employer5 in question.

[0027] Optionally, the criteria required by the employer5 and displayed in the application formF, F1, can be the subject of an audio message so as to facilitate the submission of the application by the candidate2.

The data entered by the candidate2sont transmitted to the server3 where they are stored. A confirmation message can be displayed on the interactive terminal1 for the attention of the candidate2 when his application is complete. The candidate2 can then consult other advertisements or stop his consultation. Advantageously, the interactive terminal1 informs the candidate2 of the status of his application. For example, his application may have been accepted for a preliminary evaluation or refused out of hand in the event that one or more of the criteria entered in a formFouF1 does not meet the requirements. Information concerning the rest of the recruitment process may be submitted to it, in particular the nature of the next assessment step, the timeframe to be expected, any steps that the candidate2 will have to take, any documents that the candidate2 will have to prepare or submit to the employer5. The complete recruitment procedure for a given post can be posted so as to notify the candidate2.

The recruitment method according to the present invention comprises a stepE3d'evaluation of the candidates stored in the server3. The evaluation of applications is for example carried out by the employer5, author of the announcementsAaccessible on the terminal1. The employer5 then assesses the relevance of the candidates2 who have applied to his own advertisements via an Associate form. The employer5 may also be authorized to access spontaneous applications appointing him. In the event that an employer5 has access to applications other than those of the applicants2 concerning it, then the evaluation of the applications may involve the applications or the profiles accessible in the databasePet not directly concerning said employer5.

[0030] Alternatively or in addition, the evaluation of the applications can be carried out by the service provider4. The service provider4 can in fact offer one or more employers5 to select candidates2 who meet the criteria required by the employer (s )5 concerned. This service from the provider4 can only concern candidates who have applied for Adu advertisements or employers5, or else be supplemented by analysis of the data in the Pet database accessible by the provider4.

The evaluation of the applications can include an automatic pre-selection E3a on the basis of the data entered by the applicants2 during their interaction with the interactive terminal1. Such an automatic preselection includes checking the adequacy of the information entered in the formsForF1 by the candidates2 with the essential criteria required by the corresponding employers5. In this case, a candidate2 having completed theFetF1 application forms so that one or more of the criteria does not correspond to those required may be automatically disqualified from the remainder of the recruitment process. In the case where a telephone interaction is established between the candidate2 and the employer5, the preselection step E3a can be confused with the application step by the candidate2 and be carried out non-automatically by an interlocutor of the candidate2.

If during this pre-selection stepE3ade, the candidate2est disqualified, either automatically or by a contact person, he can be informed immediately, and invited to apply for other offers. Information can be transmitted instantly via the interactive terminal1 or by e-mail to the address entered by the candidate2 when applying or both, or by any other means deemed relevant.

In the opposite case where the application is selected during this pre-selection step, the candidate2 is informed of his success and of the following steps in which his application will be involved.

The step of preselecting applications can also include a step E3bpre-evaluation of the candidate2 on the basis of the elements entered during his various interactions with the terminal1, or on several terminals 1. For example, the information provided can be compared from so as to identify any inconsistencies. An analysis of such inconsistencies can help determine to what extent they are detrimental to the continuation of the recruitment process. This pre-evaluation stepE3b is based on the data present in the databasePet requires that candidate2 has already interacted with a terminal1. This pre-assessment step E3b can be performed independently by the employer5 or by the service provider4. It can be carried out automatically on the basis of pre-established algorithms or by a person in charge of evaluating the applications received or by a combination of an automatic selection program and a human analysis.

The evaluation of the applications can include a step E3c to recontact the candidate2 to ask him for additional documents or information, such as a CV or a copy of diplomas or other documents deemed necessary for the evaluation of the candidate2. Such information is advantageously requested directly from terminal1, when the preselection step E3ade is validated. Alternatively or in addition, an e-mail can be sent to him for this purpose. Alternatively or in addition, additional questionnaires can be sent to the candidate2 by e-mail in order to complete his application. Alternatively or in addition, additional information can be requested via a mobileM application, preferably optional.

Step E3 includes the evaluation of any additional information. At the end of this step E3c, the application may be accepted or disqualified. The candidate2 is preferably informed of the rejection of his application or of his submission to the following evaluations. Candidate2 is then able to follow the status of their candidacy. The status of their application includes, for example, the following statuses: "evaluation by human resources", "evaluation by the manager", "contact for first interview", "contact for second interview", "not selected", "proposal of hiring". Other statutes may be foreseen.

The terminal1 or the network of terminals1 then allows candidates2 to apply without having to first create a professional profile. Although information relating to their possible profiles available on platforms may be requested, it is not required to apply. The data submitted through the application forms F, F1 or during a telephone exchange is sufficient to validate the application. In addition, the candidate2 does not have to create an account to apply.

However, the present invention does not prohibit the use of tools commonly used in the field of recruitment. In this case, after candidate2 has applied for one or more advertisements or submitted an unsolicited application, at terminal 1, he may be offered to download a mobile application with additional services. For example, a link to an application download site can be emailed to them. Alternatively, a device for connecting terminal 1 with a mobile terminal can be activated at terminal 1. Such a device can for example include a QR code or other elements allowing access to an application download site. If desired, the candidate2 can create a user account and a professional profile by filling in pre-established fields or by importing data from one of his pre-existing profiles, such as a Linkedln, Facebook or other profile. This profile can then be accessible by, or stored in the server3. Some or all of the data imported or entered in the mobile applicationM by the candidate2 can be recorded in the databaseP. To do so, its approval may be requested.

The mobile application M then allows the candidate2 to complete his application once he has moved away from the terminal1, to view the status of his or her applications, to take a photo and add it to his profile. , submit an oral or video presentation. If necessary, telephone contact can be established with the employer5, at the initiative of the employer5 or at the request of the candidate2, by using the mobile terminal directly. One or more of the selection menus S1, S2, S3, S4 present on terminal 1 can also be offered on the mobileM application. Preferably, the announcementsAvailable on terminal1 are not fully available via the mobileM application. For example, only the title of the advertisement or the audience to which it is addressed, or the employer5 or a combination of information relating to the position to be filled are displayed on the candidate's terminal2. Alternatively, the advertisement may be fully visible, but information relating, for example, to the employer5 or to the geographical area or other elements, may be hidden. In any case, candidate2 is not able to apply for an advertisement Directly through the mobileM application. To be interacted with a terminal1 of the network. Such an arrangement makes it possible to limit access to the server3, and consequently to control its management and security.

According to one embodiment, the terminal1 can be provided with a means of communication15 allowing the candidate2 to interact with a terminal1via the mobileM application (FIG. 2). The means of communication 15 can, for example, be of the wireless type and limited to the transmission range of the terminal 1. Alternatively, the terminal 1 can be connected to a mobile telephone network so that it can be connected to the mobile application regardless of its distance. One or more of the network terminals1 can be connected to a 4G or 5G network. Alternatively a wifi system or other short distance communication system is used. In this way, the annonesA can be consulted in full via the mobileM application. If candidate2 is connected to a terminal1, he may be able to apply for announcementsA. Preferably, access to announcements via the mobile application M is limited to a predetermined duration such as 30 minutes, or one hour or 90 minutes. According to a particular arrangement, provision may be made for the candidate to be able to apply only via a terminal1. Having taken note of the announcements Available via the mobileM application, the occupation time of the terminal 1 necessary for its application will be reduced. If he is authorized to apply via the mobileM application, when he is in communication with a terminal1, he may for example be invited to scan a recognition code such as a QR code which allows him to transfer the data. entered via the mobile applicationMto kiosk1 and thus quickly validate their application.

The mobile application M can also indicate to the candidate2 the location of the terminals of the network1. The candidate2 can then plan to interact with a terminal1 by means of the mobile applicationM during his course.

The mobile application M can offer the candidate2 additional information compared to that available on the terminal1. In this case, information relating to employers5, news on the job market, economic news, whether local or more global, to recruitment-related events such as trade fairs, or to any other relevant information.

The mobile application M can also allow the candidate 2 to send the link to an advertisement A to one or more of his potentially interested acquaintances. In this case, the announcement will be visible to the recipient after downloading the mobile application M. In addition, the recipient may be authorized to view the announcement for a predefined period such as 30 minutes or one hour or 90 minutes.

As during the consultation of the terminal1, advertsApourvent be put forward and visible without the candidate2n'ai need to preselect the selection criteria. An employer5 is then able to make an advertisement visible for a position that urgently needs to be fulfilled or of a strategic nature. In this case, the application must be made via terminal 1 or optionally via the application M when it is able to communicate with terminal 1.

The mobileM application is preferably managed by the service provider4. The downlink data can be authorized from the server3 or another server for updating the data relating to the mobile applicationM installed on the terminals of the candidates2. Alternatively or in addition, the mobileM application is updated when passing near a terminal1 or when it is connected to a terminal1. The data entered by candidate2 on the mobile applicationM can be automatically transferred to the server3 via a terminal1 when the candidate2 passes near terminal1 or connects to terminal1. Alternatively, a confirmation from him is required, in particular via a terminal 1, to allow data transfer.

According to a particular embodiment, it may be provided that the candidate2 can apply for one or more advertisements Via the mobileM application, independently of the terminal1. In this case, direct access to the server3 can be allocated to it, via the mobile interface, free of charge or as part of privileged services.

The terminal1 offers employers5 the possibility of disseminating their advertisements in an autonomous manner, after the provider4 has given them authorization. Alternatively, the service provider4 can offer one or more employers5 to manage the distribution of announcementsAt the terminals1. A display area or a home page can also be made available to employers on the terminals1 or on the mobile applicationM or on all terminals1 and on the mobileM application, for communication purposes, to publicize their brands or their products.

The recruitment process provides for a preliminary step E0de putting an employer5 into contact with the service provider4. This connection provides in particular for the creation of an employer account and the authorization of access to the server3 by the said employer5. The connection can be done remotely, via an internet or telephone connection between the employer5 and the service provider4. Alternatively, it may require at least one physical interview between the employer5 or a representative of the employer5 and the provider4 or a representative of the provider4. The linking step E0 may include the definition of the conditions of use of the terminal (s )1 by the employer5. In particular, it can be envisaged that the employer5 is authorized to broadcast its advertisements on one or more terminals1 autonomously, in accordance with a possible code of ethics. The number of advertisements, their duration of diffusion, the geographical scope of their diffusion and any other parameter considered relevant can be defined during this connection. The E0 connection can also provide for defining the conditions of use of the mobile application and the information offered therein. Additional services may be offered to the employer5 by the service provider4. Preferably, the linking step E0 offers the employer autonomous management of its advertisements and of the applications received through the terminal (s) placed at its service.

A management interface W5, intended for the management of announcements and applications, can be made available to employers5. The management interface W5 makes it possible in particular to broadcast advertisements autonomously on the terminals1 of the network, to manage the flow and selection of applications, to view statistics relating for example to the number of views of announcements A, to the number of applications for a given ad, to the suitability of the candidates in relation to the selection criteria. The management interface W5 can also be used to manage the financial flows relating to the distribution of announcementsA, such as payment and management of subscriptions, any additional services subscribed to with the service provider4, consultation of profiles in the databaseP, and possible other activities. Among the possible services offered to the employer5, one or more psychometric tests may be accessible via the W5 management interface. The management interface W5 can also allow a given employer5 to interact directly with an applicant2, in particular in the case where a telephone discussion is planned as part of the application at the level of the terminal1. The employer5 having access to one or more terminals1 can also authorize access to one or more of his employees already in post and authorize them to distribute content on the terminal1, for example in a field dedicated to this purpose. It can also be provided that the candidate2 can be put in touch with one or more collaborators of the employer5, so as to obtain information on the employer5 from sources other than the usual sources.

A management interface W4, intended for the service provider4, makes it possible in particular to manage the authorizations and access to the server3 by employers5, to manage the financial flows relating to the distribution of announcementsA, such as payment and management of subscriptions, possible additional services subscribed to by employers5, and to manage applications where applicable and process the corresponding data.

A management interfaceW2, intended for candidates2, can allow candidates in particular to synchronize the information entered in the mobileM application with a personal computer.

The means of communication14, 41 and 51 linking the server 3 to the various players such as the service provider 4, the employers 5 and the terminals 1, can include internet communication means or private protocols. They are secure and accessible by a limited number of authorized persons.

The present invention thus defines an application management system comprising at least one interactive terminal1connected to a server3, a service provider4 in charge of the management of the interactive terminal (s) and at least one employer5. The management systemG makes it possible, in addition to identifying candidates2 and evaluating them quickly and efficiently, to offer privileged communication spaces for employers and personalized recruitment assistance services. The management systemG also includes the management interfaces W5, allowing employers to access the server3, and W4 allowing the service provider4 to access the server3.

The terminal (s) described here can be fixed and permanently installed in a predetermined public place. Alternatively, one or more terminals 1 of the management system G can be mobile, offering the possibility of being temporarily installed in public places for periods of the order of a few days, a few weeks or a few months. Recruitment campaigns can thus be carried out in specific places such as forums, exhibitions, cultural events or other events. The choice of the locations of the terminals1 can be combined, for example, with the highlighting of certain advertisements or of certain employers5.

A terminal as described here can be exclusively dedicated to the recruitment method according to the present invention. Alternatively, a terminal1 comprising the elements described above, such as a display system11, at least one data selection means12, at least one inputting means13, and optionally a photo or camera module 16, or a microphone17, optionally combined with a loudspeaker, can be used in addition for other purposes. A preselection menu can then be offered to the candidate2 to access the advertisementsA and the recruitment service, independently of the other services offered by the terminal1.

Reference numbers used in figures

1 Terminal 11 Display system 12 Selection means 13 Data entry means 14, 41, 51, Communication means 15 Communication means 16 Photo module 17 Microphone 2 Candidate 3 Server 4 Service provider 5 Employer A Advert D Data usable M Mobile application P Database W2, W4, W5 Management interfaces

Claims (10)

1. A method of recruiting candidates (2) comprising the steps of: - (E1) provide candidates (2) with one or more advertisements (A), - (E2) application, allowing candidates (2) to apply to said one or more advertisements (A), - (E3) evaluation of candidates' applications (2), characterized in that the one or more announcements (A) are made available to the candidates (2) via one or more interactive terminals (1) arranged in a public place and connected to a server (3), and in that the application stage (E2) does not require a pre-established profile or the opening of an account on the part of the candidate (2). 2. Method according to claim 1, characterized in that the one or more terminals (1) comprise a display system (11) for displaying data, at least one selection means (12) of the displayed data, at least one input means (13) allowing the candidate (2) to input data, and optionally a photo or camera module (16), or a microphone (17), possibly accompanied by a speaker, or a assembly comprising a photo module or a camera (16) and a microphone (17), optionally accompanied by a loudspeaker. 3. Method according to one of claims 1 or 2, characterized in that the step of providing the candidate (2) with one or more advertisements (A) includes the display of a selection menu (S ) comprising at least a list (S1, S2, S3, S4) of elements to be selected from a list of employers (S1), a list of geographical areas (S2), a list of technical fields (S3), and a list of functions (S4). 4. Method according to one of claims 1 to 3, characterized in that the step (E2) of allowing the candidates (2) to apply to said one or more advertisements (A) comprises the display of a form (F , F1) in which the candidate (2) can enter his contact details, said form (F, F1) being able to be pre-filled or partially pre-filled. 5. Method according to claim 4, characterized in that said form (F, F1) comprises one or more fields allowing the candidate (2) to answer one or more pre-established questions specific to the advertisement (A) to which he apply. 6. Method according to one of claims 1 to 5, characterized in that the server (3) comprises or is connected to a database (P) relating to the profiles of the candidates (2) having interacted with one or more one or more interactive terminals (1). 7. Method according to one of claims 1 to 6, characterized in that the step of making available to candidates (2) one or more advertisements (A) is carried out by at least one employer (5) by means of a management interface (W5), or optionally by a service provider (4), where the employer (5) is the entity for which the position or positions covered by one or more announcements (A) must be filled. 8. Method according to one of claims 1 to 7, characterized in that the candidate (2) is optionally invited to download a mobile application (M) allowing him to interact with the one or more interactive terminals (1) to apply. to one or more announcements (A) during a predetermined period of time. 9. Application management system comprising at least one interactive terminal (1) making it possible to broadcast one or more announcements (A), connected to a server (3), a service provider (4) in charge of the management of the at least one interactive terminal (1), at least one employer (5) for which the position (s) covered by the advertisement (s) (A) must be filled and optionally a mobile application (M), characterized in that the at least one employer (5) is authorized by the service provider (4) to use the at least one interactive terminal (1) and in that the at least one employer (5) accesses the server (3) by means of a management interface (W5 ) and the service provider (4) accesses the server (3) by means of a management interface (W4). 10. Interactive terminal (1) for recruiting candidates (2), comprising a display system (11) for displaying data, at least one selection means (12) of the displayed data, at least one input means ( 13) allowing the candidate (2) to enter data, and optionally a photo or camera module (16), or a microphone (17), possibly accompanied by a speaker, or a set comprising a photo module or a camera (16) and a microphone (17), possibly accompanied by a loudspeaker, said interactive terminal (1) being able to display one or more advertisements (A) and one or more recruitment forms (F, F1) allowing candidates (2) to apply without having to open an account or a pre-established profile.