DE102021006251A1 - Video platform with smart recruiting features - Google Patents

Abstract

In an online system, applicants post individually produced videos for applications, which are evaluated via the system and presented to job applicants.

Description

BACKGROUND OF THE INVENTION

The selection or pre-selection of applicants is no longer carried out in person but online to an increasing extent. The resulting advantages for the employer are offset by the previous disadvantages of personal job interviews, e.g. the lack of documentation of the interview (video recordings are usually undesirable or not permitted) and the verifiability of statements by the applicants.

As a result, the decision-making process is based on notes, memories or personal preferences at the time of the conversation. Some of the previous disadvantages also continue to exist on the part of the applicant, above all the dependence on the form of the day, stage fright or even linguistic inaccuracies that lead to misunderstandings.

One of the problems for applicants is that there is usually no immediate feedback on the result of the interview, and in the application process the job seeker is usually put off to a later notification. This is stressful for applicants, but also requires considerable effort for internal post-processing on the part of the company. A reference to immediate evaluation in the job advertisement would increase the number of applications considerably, so the criteria to be mentioned in advance could be narrowed down.

Another problem is the power imbalance in the interview, which often implies wrong criteria: it is tempting for the employer to present themselves in a jovial or demanding manner or to lose themselves in detailed self-portrayal. Structured discussions should therefore be supported, even if there was often no time for differentiated preparation. In the case of conference calls, documentation and the traceability of decisions are often difficult. Although the interviews are regularly recorded, the effort to call them up again later and use them for decision-making often seems unacceptable. Therefore, the decision-making process is often based on noting brief impressions and personal preferences.

OBJECT OF THE INVENTION

The object of the invention is to overcome the disadvantages mentioned above.

In the first problem, the effort at the decision-maker level should be reduced and applicants should be given the opportunity to create a suitable self-presentation and retain control over access to it.

In order to overcome the problem of the missing evaluation in the second problem, a technical procedure should evaluate the interviews according to given criteria, make decisive statements quickly reproducible and create parity.

SOLUTION

The first task is solved by making videos made by the applicant available in an online system. These are then evaluated by the system in a technical process according to specified criteria, decisive statements are marked and speech or facial expressions are analysed.

In addition, technical features can be recognized, such as subsequent changes, the use of filters or the use of avatars.

Jobseekers provide the self-presentation in the form of a video and decide whether they should be sent to any employer or only to selected employers.

In addition, there is the possibility that an employer will ask a job seeker to present himself individually, which should effectively prevent - due to the effort - applicants who are not actually interested from contacting us.

Jobseekers and employers are matched according to defined criteria, which can include technical evaluations as well as preliminary tests. This can be done, for example, by personnel supporting the HR manager, but it would also be possible to involve future superiors at an early stage.

It is also possible to categorize applicants in advance by using filters. After the pre-selection, the system offers the possibility of a video conference, here too the above-mentioned analysis methods are used.

In addition, the system offers applicants the opportunity to load test videos into the system, which are then analyzed accordingly and - if desired - reviewed by application trainers. A feedback system allows applicants and employers - under Berück review of personal rights - evaluate each other. It is also possible to assign "stars" if both sides agree to the publication.

The solution to the problem for the second task consists of a further part of the process in which mutual scoring is carried out continuously during a job interview using video conferencing technology, preferably with a display using a multi-dimensional graphic figure.

This should be based on the graphic structure of a requirement profile with the required characteristics of the applicant and in the first online step with the superimposed self-assessment of the candidate.

In the course of the conversation, those involved in the selection enter their assessment of these criteria based on the answers to the relevant questions and correspondence reactions (e.g. in a foreign language) and thus change the matrix.

At the end of the interview, the applicant receives an evaluation matrix template in which he/she schematically presents his evaluation of the conduct of the interview and his assessment of the result.

This is intended to shorten or eliminate the mutual decision-making process, but also other necessary correspondence, and to review the decision-making process (if permissible, also using the archived video) in the case of applicants who have not yet been rejected but have also not been accepted.

STATE OF THE ART

US2006/0277056A1 describes a computer-assisted method and a device for evaluating candidates, with the focus on the database-assisted allocation of applications and positions using algorithms and weightings.

US8001057B1 , a system and method for quantitative job search and analysis, ranks job seekers for a specific job using an interactive website for remote communication and querying parameters and their weighting via a grading system.

US20210233032A1 is a system and procedure for evaluating job applicants, in which referees submit data about the applicants via a questionnaire, based on which a confidential applicant report is created for an employer.

Based on the pain points identified in the surveys, the system also generates tailored interview questions and post-hire coaching tactics to help the hiring manager bring the new hire up to speed quickly and effectively.

in the in U.S. 8,112,365 B2 disclosed system and method for online recruitment and assessment of employees on the Internet, a web-based online environment allows employers, in addition to posting jobs and applications from job seekers, the examination of recruitment candidates in a multi-stage process. Furthermore, all referees should be included and conversation recordings of the same should be recorded and stored in virtual dossiers of the applicant.

character list

• 1 shows the procedure in the application of the first task, the applicant (1) registers (2a) in a user account (2b), leaves master data and documents (3b) and a self-assessment (3a) based on given values, invites (4a). Video (4b) in the designated area of the user account for the unedited applicant video (5), uses filters (6) to determine who can access their data and, if necessary, starts communication immediately (7).

The unprocessed applicant video (5) is analyzed (9) by the analysis process (8) using various parameters (language, gestures, facial expressions, post-processing, recording device, etc.), tagged and stored in a data memory (10). The analysis result (11) is evaluated and an analysis report (13) is created from this, together with the information from the self-assessment (3) using a report generation module (12), and passed on to the applicant database (14).

In the fusion module (14), the analysis report (13) is merged with master data and documents (3b) to form an applicant profile. The profiles in the applicant database (17) are available via a filter module (15), depending on filters set by the employer (16) and the applicant (6).

The employer can access applicant data through an employer account (18), which includes both privileged owner accounts (19) and restricted employee accounts (20). These can be found on the profiles in the Bewer access the ber database (17) and communicate with the applicant.

2 shows the procedure in the application of the second task, the applicant (1) registers (2a) in a user account (2b) and starts a video conference (21). The employer (25) can participate in the video conference via the employer account (18).

The video data of the applicant (22) is analyzed live by the analysis method (8) using the parameters language, gestures, facial expressions and live post-processing (9). The data (23) resulting from the analysis of the applicant's video data (22) are combined with the applicant's video data (25) and presented to the employer as a video stream.

At the same time, this data (23) is stored in the applicant database (14). The video data of the applicant (22) are also stored in the applicant database (14), the video data of the employer (24) are stored in the employer account (18).

QUOTES INCLUDED IN DESCRIPTION

This list of documents cited by the applicant was generated automatically and is included solely for the better information of the reader. The list is not part of the German patent or utility model application. The DPMA assumes no liability for any errors or omissions.

Patent Literature Cited

• US 2006/0277056 A1 [0020]
• US8001057B1 [0021]
• US 20210233032 A1 [0022]
• US 8112365 B2 [0024]

Claims (6)

Video platform with smart recruiting functions for selecting applicants using online communication, characterized in that a. Provide applicant master data, own assessments of personality traits, skills and abilities b. Provide applicants with a self-portrayal video c. Applicants control access for third parties to the information provided under a) and b) d. Job providers provide profile data about themselves and the advertised job e. Applicants and job providers communicate with each other synchronously or asynchronously via video. video platform claim 1 , characterized in that applicants and job providers mutually deposit ratings. video platform claim 1 and 2 , characterized in that videos are evaluated synchronously and asynchronously on the basis of acoustics, optics and facial expressions. video platform claim 1 , 2 and 3 , characterized in that data from the video evaluation of the applicant's assessment of personality traits, skills and abilities of the applicant are automatically compared and summarized in a report. Video platform according to Claim 3, characterized in that a feedback system provides information about the evaluation results. video platform claim 3 , characterized in that with synchronous video communication, the feedback is provided via a graphical visualization.

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