NL2009175C2

NL2009175C2 - Computer implemented method for matchmaking.

Info

Publication number: NL2009175C2
Application number: NL2009175A
Authority: NL
Inventors: Sezan Tymo Lourens Keers; Rens Alexander Thomas Netten; Jacob Hardeman; Andr Machiel Bolland
Original assignee: Whoopaa B V
Priority date: 2012-07-12
Filing date: 2012-07-12
Publication date: 2014-01-14
Also published as: WO2014011045A1

Abstract

The invention concerns a computer system implemented method for matchmaking. The computer system determines the one or more preference profiles to be matched on basis of information provided by one or more submitters. Similar the computer system determines the one or more candidate profiles to be matched on basis of information provided. The preference profiles and the candidate profiles are valued, ranked and categorized by the computer system. The computer system matches the preference profiles and the candidate profiles and recommends one or more matched preference profiles and candidate profiles. The invention also concerns a computer system to implement the method of the invention.

Description

Computer implemented method for matchmaking.

The invention concerns a computer implemented method for matchmaking and a computer system for implementing the 5 method.

In daily practice, in several sectors, for instance recruitment and dating, computer-implemented matchmaking plays an important role. In particular in recruitment much time, money and effort is invested in communicating vacancies, 10 finding interested and eligible candidates and selecting candidates who meet specific function profiles. This is typically the area where companies, recruiters and temporary employment agencies are active. Recruiters, temporary employment agencies and companies may notify a vacancy at the 15 internet. Interested candidates may demonstrate their interest and submit their resumes and their motivation letters by means of the internet. In general there the involvement of computer systems ends. The pre-selection of eligible candidates that have responded to the vacancy will then be done by a recruiter 20 personally, followed by interviews and possibly an assessment. Many recruiters complain that they are confronted with a large number of applications, of which many are not or only partly matching the job profile. The pre-selection is therefore labor intensive and expensive. During pre-selection, even 25 experienced recruiters tend to focus only on some of all characteristics which are mentioned in the profile.

Accordingly it is not guaranteed that the best candidates, when all characteristics had been taken into account, are invited for an interview. The pre-selection is therefore also 30 suboptimal. Moreover, candidates complain that they are exclusively pre-selected on their resume, representing their education and jobs history and not their other skills, competences, potential and ambition. The internet has accordingly very much contributed in bringing vacancies, at 35 low cost, to the attention of a larger audience. It also facilitates the first part of the procedure, however, it does not really contribute to the subsequent part of the procedure·, in particular the pre-selection and selection of eligible candidates .

2

The present invention intends to solve one or more of the problems of the prior art as described above.

The method according to the invention is characterized by one or several of the appended claims.

5 According to a first aspect of the invention the method of the invention is implemented by a computer system and comprises the following steps: the computer system determining the one or more preference profiles to be matched and/or the other preferences and 10 characteristics, on basis of information provided to the computer system by one or more submitters; the computer system determining the one or more candidate profiles to be matched and/or the other preferences and characteristics of a candidate, on basis of information 15 provided to the computer system by the one or more candidates; the computer system valuing, ranking and categorizing the preference profiles and the candidate profiles; the computer system matching the preference profiles and 20 the candidate profiles; and the computer system recommending one or more matches of preference profiles and candidate profiles.

The method of the invention makes it possible that the computer system carries out the pre-selection. The pre-25 selection by the computer system is less expensive, less time consuming, more rational and therefore more optimal. The candidate is only recommended and introduced to the submitter of the preference profile when sufficient match is determined between the preference profile and the candidate profile. The 30 candidate may then be invited for an interview and possibly an assessment in order to confirm the recommendation of the computer. The typical procedure will be that a vacancy with a preference profile will be entered in the computer system by an employer, recruiter or a temporary employment agency. The 35 vacancy will be disclosed on the internet. Interested persons may apply. The computer may also be set such that only or also a restricted group of candidates is personally informed of the vacancy. This restricted group of candidates may for instance be persons that have been previous registered in relation to 3 earlier vacancies or that have indicated to be interested in appropriate future vacancies. The computer system may even start with a pre-selection of such previous registered candidates to whom the vacancy will be communicated. This will 5 further optimize the procedure. Only interested, motivated and eligible candidates will then reply.

According to a further aspect of the invention the candidate profiles and/or the preference profiles are entered into one or more algorithms for valuing, ranking, categorizing 10 and matching the profiles. In this way the matchmaking is rationalized and all profile characteristics may be taken into account and may be weighted to their degree of importance. As a result, the selected and recommended candidates provide the best fit over the entire width of the preference profile.

15 Typically such algorithms will be based on scientifically proven (selection) methods.

The invention also provides that the algorithms are self-learning. In this way the actual matching results of earlier recommendations will be taken into account for future 20 matchmaking recommendation. For instance the actual matching results may reflect that the weighting of certain profile characteristics has to be amended in order to improve the success rate of matchmaking.

According to again another aspect of the invention the 25 algorithms are fed with variables from one or more databases, such as weightings, benchmarks, scores and categories. In this way the computer system becomes flexible and may be optimized for each specific application. For instance variables may be selected out of the databases in dependence of the 30 requirements of the submitter of the preference profile. The method may be further improved according to the invention by feeding back the actual matching results of the algorithms and/or of the related variables to the databases. This will further enhance the self learning capacity of the method and 35 the computer system.

Typically the database of the computer system of the invention comprises default-profiles and/or default-profile-objects. This facilitates the use of the system as the preference profile may be selected from the default-profiles 4 and/or may be composed of the readily available default-profiles-objects. The database of default-profiles and default-profile-objects may in time, on a self-learning basis, be expanded as the computer system may deduce additional 5 default-profiles and default-profiles-objects from the earlier composed preference profiles and/or candidate profiles. This database of default-profiles and default-profile-objects may also be applied to generate career advices to candidates. The computer system will select default-profiles that match with 10 the candidate profile and the ambitions of the candidate. The selected profiles will then be recommended to the candidate in a career advice. Moreover such career advice may indicate which education and skills are presently lacking or insufficient to obtain the job the candidate is interested in 15 and motivated for. The career advice may even be extended with an advice concerning additional training and education in order to become eligible for such job.

According to a further aspect of the invention the method of the invention may include that the computer system 20 inquires a candidate concerning the characteristics of the candidate profile. In this way a detailed picture will be obtained of the education, skills, competences and motivation of the candidate. The same applies to the submitter and accordingly the method of the invention may also include that 25 the computer system inquires a submitter concerning the characteristics of the preference profile, in order to obtain a detailed picture of the actual needs and wishes of the submitter. According the invention, such inquiry may be supported by testing the candidate and/or the submitter in 30 order to obtain a psychoanalytic insight and to further improve the scientific basis of the matching recommendation and the career advice. The inquiry may include that the computer system searches for and collects relevant and readily available information concerning the candidate and/or the 35 submitter on the internet. The internet is the most important source of information and may, also in matchmaking, provide substantial relevant information. The inquiry may be further supported by a library of preselected answers stored at the computer system. In this way, answering a certain question, 5 the candidate or submitter may select the answer out of a set of possible preselected answers. For instance the library may contain a list of skills from which the candidate may select his specific skills and even may value the extent to which he 5 has that specific skill.

The invention also provides that the candidate and/or the submitter may set, for other users of the computer system, the level of accessibility to their profiles, preferences and other characteristics, entered in the computer system. In this 10 way the sensitive information will be blocked or partly blocked for other users of the computer system.

Again to a further aspect of the invention, the method includes the step of recommending storing the candidate profile and/or the preference profile in the database for 15 future matching activities. Accordingly a talent pool and a job database are generated. If for instance a candidate enters his profile in relation to a specific vacancy and this does not result in an actual match, the computer system may recommend having the candidate profile stored in the database 20 for a future rematch. The candidate profile may then be taken into account by the computer when preparing recommendations for future vacancies. Similar a submitter may be advised to have the preference profile stored when no immediately match is feasible within the group of applicants or candidates in 25 the database. Moreover, according to the method of the invention the computer system may, on intermittent or continuous basis, compare the stored candidate profiles and the preference profiles for possible matches.

The method of the invention may further comprise making 30 a users profile and/or a submitter profile, the users profile and the submitter profile representing one or more of the characteristics of the candidate respectively the submitter. Such user profile will be maintained in the computer system and facilitates the application of the computer system. The 35 content of the user profile and the submitter profile may be amended, in time, if desired. For instance additional education or new career steps may be added and the information will be kept up-to-date. The invention also provides that the computer system reports and/or displays the users profile 6 respectively the submitter profile and the developments thereof. In this way the candidate and/or the submitter are encouraged to keep their profile up-to-date and consequently the databases remains reliable. The candidate may be asked to 5 provide evidence for certain items of the users profile, for instance evidence that education is successfully completed, evidence on the job history or credentials. In this way the users profile or parts thereof, in particular the resume, become validated. Accordingly a submitter of a vacancy, such 10 as an employer or a recruiter, is sure that the information of a candidate is correct and up-to-date. This makes the selection process much more reliable and efficient.

The computer system for implementing the method of the invention comprises: 15 - one or more input/output devices arranged for introducing, receiving and displaying data, in particular candidate and/or submitter data, profile data, matches and recommendations; a server for determining and recommending matches; and 20 - one or more storage devices comprising databases and/or libraries .

Such computer system may be composed of readily available devices without the need of substantial investments by the candidates or by the submitters. Accordingly the computer 25 system provides an optimal accessibility for the candidates and the submitters within the available infrastructure. The server and the storage devices will typically be made available by a service provider, although it is also possible that submitters have the server and/or the storage devices 30 integrated in their own system. Typically one or more of the input/output device, the server and the storage device are connected at distance by one or more servers.

The various aspects of the invention will now be described in more detail and will be elucidated, by way of 35 example only, with reference to the accompanying drawing which shows in:

Figure 1, a computer system for implementing the method of the invention.

The computer system of figure 1 has a client-server 7 architecture in an internet environment. The input/output device 1 may be operated by a candidate or any other person on behalf of the user. The candidate, a person interested in a vacancy or a career advice, is by the input/output device 1 5 connected to one or more servers 2. Such connection may be wired and/or wireless. In this case the input/output device 1 is wireless, so called 'in the cloud 2' wireless connected to server 2. The input/output device 1 may be any terminal with display, such as a mobile phone, a tablet, a netbook, a 10 notebook or a personal computer. In a similar manner, input/output device 3 is connected to the server 2. The input/output device 3 is used by a submitter, typically a company, a recruiter or a temporary employment agency. The server 2 comprises amongst others a database 4 of user 15 profiles 11(including the candidate profile), a database 5 of submitters profiles 10(including the preference profiles of the several vacancies), a matchmaking processor 9, a processor database 8 and a general database 6. The general database 6 may for instance comprise questionnaires, tests, libraries and 20 default profiles.

A company, a recruiter, a temporary employment agency or any other submitter having one or more job vacancies, may approach the server 2. On the terminal of input/output device 3 a homepage is shown and the submitter may register.

25 Typically the server 3 will sent a questionnaire from its database 6 to the input/output device 3 and the user will answer the questionnaire at the output/input device 3. The answers will be sent to server 2. The provided input will be stored in the database 5 containing all information concerning 30 the submitter and the preference profiles of related vacancies. After the first registration the server 2 may be approached with a simple log-in procedure. The submitter may be offered additional support by the server 2 by providing default-profiles from the database 6. A preference profile may 35 also be compiled out of the default-profile-objects, which are stored in the same database 6. This database 6 also includes tests. For instance the culture of the company may be determined on basis of such test. Such information concerning the culture of the company is important to attract the right 8 persons that fit that culture.

The database 6 is typically self-learning. For instance the server may add new profiles or profile-objects based on preference profiles entered by the submitters. It may 5 also learn to use several synonyms for one and the same profile, for instance CEO and managing director, which will optimize the results of search engines within in the database.

A candidate may also approach the server 2. Such candidate may for instance react on a specific vacancy that is 10 communicated by the server 2 on the internet. Moreover a candidate may approach server 2 for a career advice or to register in order to be informed of future vacancies. On the terminal of input/output device 1 a homepage is shown and the candidate may register. Typically the server 3 will sent a 15 questionnaire to the input/output device 1 and the applicant will answer the questionnaire at the output/input device 1.

The answers will be sent to server 2. The provided input will be stored in the database 4 containing all user profiles 11. After the first registration the server 2 may be approached by 20 a candidate with a simple log-in procedure.

The candidate may be offered additional support by the server 2 by providing tests. On basis of such test the candidate may be offered a career advice, for instance the type of jobs that fit best to the candidate. These jobs may be 25 selected by the server 2 out of database 6 with the default-profiles and may then be recommended to the candidate. This is of particular interest to candidates that are uncertain about their future career or wish to deviate from their present career line and are motivated for further development. Also a 30 test may be offered that determines which type of company culture would fit best to the specific candidate. The test could even provide for a full assessment of the candidate, for instance in relation to a specific vacancy. As a result of the test, for instance a personal coach 8 may be recommended. The 35 coach may provide personal career advice and/or outplacement services. Such advice may be displayed at the output/input device 1 or may be communicated in any other way, for instance orally. The applicant may enter personal questions to the coach. In similar way a coach may support the submitter, for 9 instance to compose profiles or to fill difficult vacancies.

The server 2 is configured such that it may search on the internet 7 independently and in particular search in the social media for relevant information concerning the candidate 5 or the company having a vacancy. Such information may be automatically entered in the questionnaire in order to facilitate completing of the questionnaire, or may be used to enrich the user profile or the submitter profile.

The matchmaking processor 9 of server 2 is provided 10 with one or more algorithms for valuing, ranking, categorizing and matching the candidate profiles and the preference profiles. The algorithms may be fed with variables from the processor database 5. This database 8 contains amongst others weightings, benchmarks, scores and categories. The algorithms 15 may be automatically fed with the variables dependent on the specific circumstances, or may for instance be selectively fed by a recruiter or a submitter. When a vacancy has to be filled, the matchmaking processor will compare the preference profile of the vacancy as stored in database 5 with the 20 candidate profiles as stored in database 4. The candidate profiles may be restricted to the candidates that have explicitly applied for the vacancy, or may concern all candidate profiles in the database. The matching results will be recommended and communicated to the submitter. The 25 submitter may then decide to invite one or more matched candidates for an interview to have the findings of the computer system confirmed and make a final decision. The submitter may also request an assessment of the candidate, which assessment may also be provided by the computer system. 30 Some submitter will even request to have the most eligible candidates assessed before they are recommended.

The matchmaking processor 9 may be set such that it intermittently or continuously compares the candidate profiles as stored in database 4 with the preference profiles as stored 35 in the database 5. In fact the talent pool of database 4 is continuously or intermittently compared with the job database 5. In this way, vacancies that could not be filled earlier or candidates that could not be linked to a vacancy previously, may match at a later stage. Candidates may then be made aware 10 of new vacancies and new candidates may be recommended to submitters of existing vacancies.

If a submitter has not been successful in filling a vacancy, the submitter may for instance amend the preference 5 profile and target for a slightly different type of candidate. Also the variables of the algorithm may be amended.

The submitter is requested to feedback the match result of the recommendations of the computer system. The computer system will on basis of all feedbacks fine-tune the 10 algorithm of the matchmaking processor 9 and in particular its input variables from the processor database 8. The computer is therefore self-learning and will be able to improve its matching results in time.

To the person skilled in art it is obvious that the 15 above given embodiments of the method represent only a few of the many possible variations in which the method according to the invention may be executed. Therefore the embodiments given here must be understood as an elucidation to the appended claims without limiting the scope of the invention. Within the 20 protective scope numerous variations are conceivable. For instance, instead of one server also several servers may be applied. Also the databases may be located at distance from the server and at distance from each other. Moreover the same method may be used for other match making applications, such 25 as dating and dating sites or, as an example, in finding a travelling companion. Similar, the method may be applied for educational guidance, matching students, schools, universities and (vocational) training on basis of interests, skills, competences and culture. Also companies may apply the method 30 to determine personal development programs or to support outplacement.

Claims

1. Computer system implemented method for making appropriate combinations (matchings), comprising the following steps: - the computer system determines the one or more preferred profiles to be combined, as well as the other preferences and characteristics, based on information that is offered to the computer system by one or more applicants; - the computer system determines one or more candidate profiles to be combined, as well as the other preferences and characteristics of a candidate, based on information that is offered to the computer system by one or more candidates; - the computer system values, arranges and categorizes the preferred profiles and the candidate profiles; - the computer system combines the preferred profiles and the candidate profiles; and - the computer system recommends one or more suitable combinations of the preferred profiles and the candidate profiles.

Method according to claim 1, characterized in that the candidate profiles and / or the preferred profiles are subjected to one or more algorithms for valuing, arranging, categorizing and combining the profiles.

Method according to claim 2, characterized in that the algorithm is self-learning.

4. Method as claimed in any of the claims 2-3, characterized in that the algorithms are provided with one or more variables from one or more databases, such as weighting factors, criteria, scores and categories.

Method according to claim 4, characterized in that the effective results of the combinations made by the algorithms and / or by the related variables are fed back to the databases.

Method according to one or more of the preceding claims, characterized in that standard profiles and / or elements of standard profiles are made available to the applicant and / or the candidate.

7. Method according to claim 6, characterized in that the computer system derives additional standard profiles and / or elements from standard profiles from the preferred profiles and the candidate profiles.

8. Method as claimed in any of the foregoing claims, characterized in that the method further comprises querying and examining the candidate by the computer system with regard to the characteristics of the candidate profile.

A method according to any one of the preceding claims, characterized in that the method further comprises querying and examining the submitter with regard to the characteristics of the preferred profile by the computer system.

Method according to one of claims 8 or 9, characterized in that the search also involves testing the candidate and / or the applicant.

11. Method as claimed in any of the claims 8-10, characterized in that the query and investigations also entails that the computer independently searches for and collects available information on the internet.

12. Method according to any of claims 8-11, characterized in that the query and the search are supported by a collection of selected answers stored on the computer system.

A method according to any one of the preceding claims, characterized in that the candidate and / or the submitter can set the accessibility level of their profiles, preferences and other features entered in the computer for other users of the computer system.

14. Method as claimed in any of the foregoing claims, characterized in that the step in which the computer recommends one or more combinations also includes the possibility that the computer recommends that the candidate profile and / or the preferred profile are stored in a database for future activities establishing appropriate combinations.

Method according to claim 14, characterized in that the computer system, continuously or intermittently, compares the 40 stored candidate profiles and the stored preference profiles and examines them for possible suitable combinations.

A method according to any one of the preceding claims, characterized in that the method also comprises the step 5 in which a user profile and / or a submitter profile is made, the user profile and the submitter profile representing one or more characteristics of the candidate or of the candidate respectively. submitter and / or the vacancies of the submitter.

Method according to claim 16, characterized in that the computer system reports and displays the user profile and the submitter profile, as well as the developments thereof.

18. Computer system for implementing the method according to one of the preceding claims, comprising: - one or more input / output devices for entering, receiving and displaying data, in particular data from the candidate and / or the submitter, profile data, combinations and recommendations; 20. a server for determining and recommending suitable combinations; and - one or more storage devices for databases and / or libraries.

19. Computer system according to claim 19, characterized in that one or more input / output devices, the server and one or more storage devices are connected to each other remotely by one or more servers.