LU87999A1 - RECRUITMENT SYSTEM - Google Patents

Description

RECRUITMENT SYSTEM

The present invention relates to a recruitment system, in particular to an expert system capable of being used by a recruitment agency. In practice, it can be used as a tool to ensure that a database of potential candidates is effectively explored and that the most suitable candidates for a specified position to be filled are selected intelligently. Thus, candidates will be found during a search, whether or not they meet all the specific conditions related to the position, in a process of selection in advance of personal interviews, for example.

It is therefore a recruitment system which includes a database of candidates containing their personal details and attributes, as assigned by a recruitment consultant, and a computer program for selecting and comparing candidates. given to pre-established criteria for a given position to occupy in order to match the candidate's data and the selected criteria segmented into classification categories according to the degree of correspondence in each case.

The critical criteria in the context of the above classification are preferably chosen from the group consisting of keywords relating to the skills of specialized or rare candidates, salary, location, qualifications, age, experience and to the type of environment.

The data will preferably be encoded in the form of digital data separately from the keywords.

There are preferably four classification categories which may be designated by perfect match "," high level "," medium level "and" low level ".

The degree of correspondence of each of these criteria is preferably defined by rules allowing a certain percentage of variation vis-à-vis the value "perfect match" pre-established of the encoded data or vis-à-vis the number of words - correspondence keys, if applicable.

Advantageously, the system includes a characteristic which makes it possible to display information relating to segments of data, such as the average salary of the candidates of similar attributes or the total number of candidates of the same attributes.

Preferably, a separate employer database will be included as part of the system.

A system according to the present invention will now be described in detail with reference also to the accompanying single drawing which is a general flow diagram.

The recruitment process begins when candidates individually submit their Curriculum Vitae and their personal details are entered into the system, including name, address and telephone number, position currently held by the candidate, his current employer and a number internal reference. Various attributes of the candidate are assigned by a consultant and codes are assigned which are also entered into the system. For example, the following codes can be assigned:

Type of person (T)

It is a two-digit numeric code that can reflect the position or current experience of candidates or the type of position that most interests the candidate. A list of appropriate codes is presented in Appendix I for candidates specializing in accounting, engineering, insurance and computers.

Qualification fO)

This is a one-digit numeric code assigned according to the type of candidate. It cannot necessarily be limited to a professional qualification; for example, for candidates who specialize in computers, it may reflect the type of computer hardware or computer programming language with which the candidate is most familiar. A list ’of appropriate codes is given in Annex II.

Place of residence fl)

It is a one-digit numeric code giving a general indication of the geographic area in which the candidate currently lives. A list of appropriate codes is given in Annex III.

Description of the experiment (D ^

It is a one-digit numeric code that gives a broad description of the environment in which the candidate works and has acquired general experience. A list of appropriate codes is given in Annex IV.

Itn status

This is a one-digit numeric code that describes the candidate's current status, for example regarding their current availability to take up a position. A list of appropriate codes is given in Annex V.

Salary recuis fS)

It is a two-digit numeric code which indicates the salary required or expected by the candidate to the nearest £ 1,000.

Applicant's age (A)

It is a two-digit numeric code.

It will be appreciated that each of the coded data is a searchable criterion and, when taken in combination, they can constitute pre-established or critical criteria in order to be able to choose a candidate.

A candidate can also be chosen on the basis of keywords or descriptors used to describe the candidate's achievements, when these cannot be adequately described using codes. A limited number of keywords is used; for the sake of logic, they are assigned and kept in a glossary.

Applicants can be interviewed, which will require entering new data into the system or updating previous data. An update and file management system is provided which does not need to be described in detail.

Job specifications are created in consultation with an employer and are usually kept on paper. These specifications can be entered into the system, but generally will not remain current long enough to be retained there for any period of time. However, details of the client company or potential employer are kept in the system in a separate database. This does not need to be described in detail. Using the job specification, the recruiting consultant or the Senior Manager of the consulting firm will determine the most appropriate criteria or ranges of criteria for the position. This set of criteria is then used to select the candidates from the candidate database so as to choose the most suitable candidates for another interview or a presentation to the client company to fill the position.

The search criteria can be entered in any of the following ways. For example, the person type code (T) can be searched for as T = 70, T> 70, T <70, T <> 70 (this means that T should not be equal to 70), T < = 70 (this means that T is less than or equal to 70), Y> = 70 (this means that T is greater than or equal to 70), T = 70 OR T = 79 (this only means those who have T = 70 or T = 79). Different candidate attribute codes can be combined using the AND operator, for example (T = 70 AND Q = 2) means only candidates who have a person type code (T) equal to 70 and a code of qualification (Q) equal to 2. In fact, any combination of criteria can be specified by the system user in this way.

The job specification criteria are introduced using a menu-driven questionnaire system that is easy to use.

Descriptors or keywords used to describe the ideal achievements for the position, in particular specialized or rare skills, can be introduced, if desired. The range of salaries offered for the position is also introduced as part of the job specification. Other criteria such as the code "place of residence" (L) can be used if this constituted an essential criterion for the post to be occupied.

Once the job specification has been introduced and verified, the search program is initiated and will count the candidates in the candidate database who match the criteria closely or who closely match them and will decide the level of ranking for other candidates who do not have a perfect match with the position. The total number of candidates chosen is displayed and divided into four categories: P - Perfect match with the chosen criteria H - To be considered as a high level M - To be considered as a medium level L - To be considered as a low level

The selection process involves the application of rules regarding the degree to which each particular candidate in the database matches the job specification criteria. These rules can be varied, but, in one example, they are:

Perfect match - Salary - Coincides

Location - Coincides

Qualifications - Coincides

Age - Coincides

Experience / keywords- Coincides

High level Salary - Within 15% upward variance (+) - Location - Within 40% + or - - Qualifications - Coincide - Age - Coincide - Experience / keywords - Coincide

Average level - Salary - Within 25% upward variance (+) - Location - Within 40% + or - - Age - Within 10% + or - - Experience / keywords - Coincide

Low level - Salary - Within 50%

Variance upwards (+) - Location - Within 50% + or - - Age - Within 80% + or -

Experience / keywords - A coincident keyword If there is no perfect match, the recruiting consultant may wish to consider possible candidates in the high and medium level categories. If there are none in these categories, he may wish to explore the low-level category or readjust the search criteria.

The user can then display all the details of the first candidate who matches the chosen search criteria and move on to the next candidate with the same criteria, etc.

As an important aid to the recruiting consultant using the system, when considering potential candidates for a particular position, the system will also display a variety of information related to the T, Q and D codes (type of personnel, qualification and experience) of the displayed candidate. For example, the average salary for all applicants with this combination of coded values of T, Q, D or the average salary for applicants with the same T and Q values or the average age for all applicants with the same T value , Q or the total number of candidates with the same coded value T, Q, D. This allows the recruitment consultant to compare the candidates considered with other candidates who are at the same time looking for a similar position or give some ideas as to the present level of salary expected for a person with specific qualifications or for a particular type of position or industry. This is important in making the decision to re-establish the search criteria if, for example, higher or lower wages were to be offered.

In the drawing, which explains itself, the operations performed on the left side of the dotted line are made using the database of potential employers / companies. The system can be connected to a word processing software package to edit appropriate letters addressed to candidates and client companies to facilitate the management of a particular recruitment assignment.

The management of a recruiting consultant office can monitor assignments or work with a number of recruiting consultants who are users of the system by re-performing searches to ensure that the most appropriate selections have been made and that uniform criteria are applied.

APPENDIX I

T (TYPE OF PERSON1)

List of candidates specializing in accounts accounting 1 - Senior commercial manager 2 - Medium commercial manager 3 - Recently qualified 4 - Partially qualified senior manager (commercial) 5 - Partially qualified senior manager (commercial) 6 - Partially older (over 36 years) qualified / qualified 9 - Beginner accountant

Accounting staff 11 - Accountants 12 - Accounts payable 13 - Payroll 14 - General accounting 15 - Accounting / typing 16 - Secretary / receptionist with accounting 17 - Credit control 18 - Stock control

Various accounts 21 - Wish industry only 22 - Wish practical accounting only 24 - Tax experience 25 - Insolvency 26 - Corporate finance / Specialist, want + - Experience

List of candidates specializing in engineering 30 - Technicians 31 - Test engineer 32 - Sales engineer 33 - Electrical engineer 34 - Production, research and development 35 - Quality engineer 36 - Manufacturing engineer 37 - Technical and commercial engineer 38 - Purchases 39 - Construction 40 - Aeronautics 41 - Adjusters and turners 42 - Mechanical engineer 43 - Design 44 - Industrial engineers 45 - Maintenance 46 - Safety 47 - Industrial designers 48 - Chemistry 49 - Miscellaneous

List of candidates specialized in insurance 51 - Secretary / receptionist with insurance experience 52 - Accounting and administration 53 - Underwriting 54 - New business 55 - Sales and customer service support 56 - Claims 57 - Inspectors 61 - No experience 62 - Little experience 63 - Experienced 64 - Executive experience 65 - Sales manager 66 - Training

List of candidates specializing in computers 71 - Computer scientist

72 - Analyst / programmer expensive> £ 20K

73 - Analyst / programmer £ 14 - £ 20 K

74 - Cheap analyst / programmer <£ 14K

75 - Software engineer 76 - Sales 77 - Technical support 78 - Data entry 79 - Electronic edition 80 - Operators 81 - Team leaders 84 - Not yet determined / not applicable 85 - Trainer / instructor APPENDIX II O (QUALIFICATION)

List of candidates specializing in accounting and various accounts

1 - ACA qualified

2 - Qualified other 3 - Finalist only 4 - Mid-fast 5 - Mid-slow 6 - Early 7 - Has stopped 8 - Non-professional studies 9 - No studies

List of candidates for accounting personnel 1 - Computerized system manager 2 - Non-computerized system manager 3 - Non-computerized system manager 4 - Non-computerized system manager 5 - Junior computerized system 6 - Junior non-computerized system 7 - Old 32 ( +) 8 - Youth 1 year or less

List of candidates specialized in engineering 1 - Level of certificate 2 - Level of diploma 3 - Level of degree 4 - Level of master's degree 5 - Other recognized standards

List of candidates specialized in insurance 1 - Mixed brokerage 2 - Brokerage on life 3 - Society on life 4 - General broker 5 - General company

List of candidates specialized in computers 1 - Cobol

2 - RPG

3 - Pascal / Basic / Fortran

4 - dBase / Clipper / PC

5 - MC "/ assembler 6 - General mixed programming

7 - IBM environment

8 - VAX environment

9 - Other environment 0 - Not applicable

APPENDIX III

L (PLACE PE RESIDENCES

List of all candidates specializing in accounting and insurance 1 - South Dublin 2 - South County Dublin 3 - North Dublin 4 - West Dublin 5 - Leinster north 6 - Midlands 7 - South East 8 - South and West 9 - Abroad (outside the Republic)

List of candidates specialized in engineering 1 - South of Dublin and County 2 - North of Dublin and County 3 - West of Dublin 4 - Leinster north 5 - Midlands 6 - South-east 7 - South 8 - West 9 - North 0 - A l foreigner (outside the Republic)

List of candidates specialized in computers 1 - South of Dublin and County 3 - North of Dublin and County 4 - West of Dublin 5 - Leinster north 6 - Midlands 7 - South-east 8 - South and west 9 - Abroad (in outside the Republic) ANNEX IV D (EXPERIENCE!

List of all candidates specializing in accounting and insurance 1 - High technology 2 - Large manufacturing 3 - Small manufacturing 4 - Distribution services 5 - Financial services 6 - Professional office

List of candidates specialized in engineering 1 - Commercial and large computer equipment 2 - Commercial and small computer equipment 3 - Other large manufacturing 4 - Other small manufacturing 5 - Marine 6 - Large distribution and service 7 - Small distribution and service 8 - Consulting / contractor 9 - Construction

List of candidates specialized in computers 1 - Financial 2 - Service 3 - Manufacturing 4 - Finance of software engineering company 5 - Service of software engineering company 6 - Manufacturing in a software engineering company

ANNEX V U (STATUS

List of all candidates specializing in accounting and insurance 1 - Details to follow 2 - Not employed - available immediately 3 - Available soon 4 - Details returned 5 - Placed by a recruitment agency 6 - Lost contact 7 - Off market 8 - To archive and forget 9 - Pending

List of candidates specialized in engineering 1 - Active 5 - Placed by a recruitment agency 6 - Lost contact 7 - Not placed by a recruitment agency 8 - To archive and forget 9 - Graduated 0 - Details to follow

List of candidates specialized in computers 1 - Active long-term unemployed 2 - Active barely unemployed 3 - Active employed and looking for a job 4 - Entry details 5 - Placed by a recruitment agency 6 - Lost contact 7 - Placed not by a recruitment agency 8 - To archive and forget 9 - Graduates (no experience) 0 - Details to follow

Claims (9)

1. Recruitment system comprising a database of candidates containing their personal details and attributes as assigned by a recruitment consultant, and a computer program for the selection and comparison of data with pre-established criteria for a position given to occupy, so as to make the candidates' data coincide with the established criteria segmented into classification categories according to the degree of correspondence in each case. 2. The system as claimed in claim 1, in which the critical criteria for classification purposes are chosen from the group consisting of keywords linked to the skills of the specialized or rare candidates, the salary, the location, the qualifications, the age. and experience or type of environment. 3. The system of claim 2 wherein the data is encoded as digital data separately from the keywords. 4. The system of claim 3 wherein there are four categories of classifications which may be designated by "Perfect Match", "High Level", "Medium Level", "Low Level". 5. The system as claimed in claim 4, in which the degree of correspondence for each of the critical criteria is defined by rules allowing a certain percentage of variation from the pre-established value of "perfect correspondence" of the encoded data or the number of words. - matching keys, if applicable. 6. System according to any one of the preceding claims, containing a characteristic by which the information linked to data segments can be displayed, in particular the average salary for candidates with similar attributes or the total number of candidates with the same attributes . 7. System according to any one of claims 1 to 3, containing a separate employer database. 8. Recruitment system as described above with reference to the single drawing attached. 9. Computer programmed to operate a system according to any one of the preceding claims.