WO2007066104A1 - Service de recrutement video - Google Patents

Service de recrutement video Download PDF

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Publication number
WO2007066104A1
WO2007066104A1 PCT/GB2006/004555 GB2006004555W WO2007066104A1 WO 2007066104 A1 WO2007066104 A1 WO 2007066104A1 GB 2006004555 W GB2006004555 W GB 2006004555W WO 2007066104 A1 WO2007066104 A1 WO 2007066104A1
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WO
WIPO (PCT)
Prior art keywords
video
candidate
interface
interview
user
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Application number
PCT/GB2006/004555
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English (en)
Inventor
Roger Scott Philby
William Stuart Barribal
Original Assignee
In2Vista Limited
Priority date (The priority date is an assumption and is not a legal conclusion. Google has not performed a legal analysis and makes no representation as to the accuracy of the date listed.)
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Publication date
Application filed by In2Vista Limited filed Critical In2Vista Limited
Publication of WO2007066104A1 publication Critical patent/WO2007066104A1/fr

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    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G06Q10/10—Office automation; Time management

Definitions

  • the present invention relates to an online interface capable of providing recruitment services, and in particular but not exclusively, for providing online recruitment collaboration tools to facilitate recruitment services amongst various parties that have an interest therein.
  • recruitment agencies have become widespread and indeed many have become quite specialised targeting certain areas of industry. Recruitment agencies provide an interface between employers who require candidates to fill vacant positions and job seekers who are looking to find a particular position.
  • the recruitment agent has been the middle man that is able to draw from a range of employers and job seekers in order to try and find the most suitable match between a job seeker and an employer.
  • a conventional procedure might begin with an employer approaching a particular recruitment agency and asking the recruitment agency to find a suitable candidate for a particular vacancy in the employer's company.
  • the executive recruiter is then able to look at existing job seekers and/or advertise the position in order to track a plurality of job seekers, and from these job seekers try and identify an appropriate match. It is not only the employer that has certain requirements, but also the job seeker.
  • the MonsterTM website can be found at www.monster.co.uk and it provides a web portal for job seekers to search for jobs and to post their CV. It also provides a listing of various employers as well as the jobs these employers have on offer. While the system is powerful in allowing job seekers, and indeed employers, to advertise to an extremely wide audience through the use of the Internet and email, it does suffer from certain disadvantages. Specifically, the Monster interface only allows a job seeker to post their CV and/or other textual information that is relevant. Although the interface does support video streaming of job descriptions, there is not a video interview of a candidate which would for example, allow potential employers to perform a preliminary scan on whether the candidate is deemed suitable for further investigation.
  • FlashvueTM does offer a video solution, but in this case a job seeker needs to travel to specific locations having specialised video kiosks which are configured to act as automated teleprompters. That is, a candidate is able to record a video interview, but the interview is conducted in response to automated questions and instructions provided through the teleprompter.
  • This teleprompting interview technique does not require a live human interviewer, since it is automated, but as a consequence, it is found that the resulting video interviews tend to be somewhat monotonous and devoid of interaction and spontaneity.
  • a human interviewer also has the ability to adapt to the job seekers responses and if needed, follow a more appropriate line of questioning if it is felt that not enough information has been gleaned from the job seeker in response to a previous question. This is not possible with the teleprompter or automated method, which has an inflexible programmed set of questions and instructions.
  • FlashvueTM system A further disadvantage of the FlashvueTM system and others like it is that these teleprompters require specialist hardware and software equipment (i.e. kiosks), which are located in discrete geographical locations and would require a potential job seeker to travel to these locations. Yet a further disadvantage of the FlashvueTM system is that is that it only provides the ability for the candidate to expose the video to the Internet as a publicly available hyperlink without security. The public nature of the Flashvue system in this respect is therefore not concerned with providing collaboration tools and interfaces for registered recruitment agencies to view candidates. Other systems such as TalkingCVTM created by the i-tebaTM group can be found on their website at www.iteba.com. However, again such a system is also concerned with a similar automated video interview process.
  • the TalkingCVTM software which now guides the job seeker to instructions on how they will complete a TalkingCVTM interview.
  • the TalkingCVTM software utilises video footage of a friendly advisor who describes each stage of the interview in detail.
  • this system suffers from the aforementioned disadvantages associated with the FlashvueTM system in not being able to provide a truly interactive video interview experience, which is desired by employers.
  • a user interface of a service provider capable of facilitating online recruitment services for a recruiter, the user interface enabling the recruiter to access at least one of a job assignment and a candidate of the recruiter, wherein the at least one candidate having a profile comprising an electronic recording of a video interview conducted in an interactive manner between the candidate and a human interviewer, and wherein the recruiter is able to view the video interview recording using the user interface.
  • a video centre for capturing an interview of a candidate seeking employment, the video centre comprising: a camera for recording said interview of the candidate; a computer loaded with a computer program which enables a user thereof to operate the camera, and wherein the user is able to conduct an interview in a realtime manner such that the recorded video interview reflects an interactive experience between the user and the candidate.
  • a system for providing recruitment services over an interface comprising: a media centre coupled to the interface, the media centre being coupled to: a video centre for capturing a video interview and data associated with a candidate which is sent to the media centre; a profile engine for generating a profile for the candidate wherein the captured video interview and data associated with the candidate are assigned to said profile; a database for storing said profile; and a video server for managing the streaming operations of the video.
  • a service provider for providing a web interface enabling at least one of a candidate and a recruiter to offer recruitment services online
  • the service provider comprising: a first database for storing a list of candidates that have registered with the service provider, each of the candidates having a corresponding profile comprising an electronic video file of an interactive interview between the candidate and a human interviewer; a second database for storing a list of recruiters that have registered with the service provider, each of the recruiters having a job assignment comprising details of a job offer; and wherein at least one of the candidates and the recruiters are able to upload their respective profiles and job assignments to the web interface for viewing by the others.
  • a web interface arranged to provide a virtual bulletin board for at least one of candidates offering skills for employment and recruiters offering vacant job assignments, the web interface being provided by a service provider arranged to store profiles for each candidate, each said profile comprises an electronic video recording of an interactive interview between the candidate and a human interviewer, and wherein each candidate is able to purchase their corresponding profile from the service provider and to upload said profile to the web interface such that it can be viewed by said recruiters.
  • a method of providing a recruitment service comprising: capturing a video interview of a candidate interacting with a human interviewer on an electronic file; sending the file to a service provider; and operating an interface of the service provider to allow a user to access the sent file and to view the recorded video interview.
  • a user interface of a service provider capable of facilitating recruitment services by providing online collaboration facilities between a recruitment agency and a client and vice versa, wherein at least one candidate has a profile consisting of a video interview conducted in an interactive manner between the candidate and a human interviewer, and wherein the client is able to view the video interview recording using the interface.
  • a self- service interface provided by a service provider for allowing a candidate to upload online an electronic file to the service provider, wherein the electronic file comprises a video recording an interview of the candidate, and wherein the interface is arranged to generate a unique link corresponding to the video recording in response to the uploaded file.
  • Figure 1 shows an example of a basic communication network which is able to support a preferred embodiment of the present invention.
  • Figure 2 shows an architectural model of the logical elements of implementing embodiments of the present invention
  • Figure 3 shows an embodiment for implementing the In2View web server interface
  • Figure 4 shows a relationship diagram illustrating how different components are logically interconnected
  • Figure 5 shows an example of an embodiment of the VJB web interface
  • Figure 6 shows an example of the login page of a particular ASP 4.
  • Figure 7 shows an example of the main menu of a particular recruitment agency after successful login
  • Figure 8 shows an example of a table listing a plurality of assignments for a client of a recruitment agency
  • Figure 9 shows an example of a brief listing of candidate profiles deemed suitable for a particular assignment
  • Figure 10 shows an example of a screen displaying the profile of a selected candidate having a default CV section
  • Figure 11 shows an example of a screen displaying the profile of a selected candidate having an action section selected
  • Figure 12 shows an example of a wrapped atomic file captured by the video centre; and Figure 13 shows an example of an embodiment of the SS web interface.
  • Figure 1 shows an example of a basic communication network which is able to support a preferred embodiment of the present invention. Specifically, Figure 1 shows various parties 6, 8, 10 that may be involved in recruitment activities and as such are able to connect to a ASP (Application Service Provider) 4.
  • ASP Application Service Provider
  • the ASP 4 is able to host a web interface for enabling various recruitment services to be accessed by the various entities 6, 8, 10. Specifically, such entities are able to access the ASP over a network connection 2, for example the Internet. Examples of some of the parties that might be shareholders of a recruitment service are shown in Figure 1 as: a recruitment agency 6, a client of a recruitment agency 8, an in-house recruitment client 9, and a candidate 10 applying for a job.
  • a plurality of different recruitment companies 6 might individually register themselves with the ASP 4. Its recruitment company 6 would have a portfolio of clients 8 that it represents in order to try and match a particular job (i.e. employment position) with a suitable candidate (i.e. future employee).
  • Figure 2 shows an architectural model of the logical elements of implementing embodiments of the present invention.
  • the ASP 4 is arranged to provide different interfaces for carrying out a range of different services.
  • Figure 2 shows a so-called “In2View Web Interface” 200, a "VJB (Video Job Board) Web Interface” 220 and also a “Self-Service (SS) Web Interface” 230.
  • Figure 2 also provides detail as to how such interfaces can be implemented according to one embodiment of the present invention.
  • the interfaces are implemented using the J2EE (Java2 Enterprise Edition) platform, which is a programming platform that uses the Java programming language.
  • the Java platform is used to develop certain applications that run on an application server.
  • Such a programming platform is particularly advantageous in that it allows various levels of abstraction to be created and for components to build on one another.
  • This type of programming platform is also useful in that much of the development software can be downloaded for free and there are a variety of different third party open-source development tools, for example: JBossTM that is an open-source application server, StrutsTM that is a framework for developing J2EE web applications, and Jakarta TomcatTM that is JSP (Java Server Pages) web container.
  • Figure 2 shows that each of the interfaces 200, 220 and 230 can be implemented by respective Tomcat web servers that use various levels of abstraction.
  • each TomcatTM web server having a lower StrutsTM layer, which is able to control web pages and having a higher level of programming abstraction provided by the JSP pages, which are able to build on the underlying Struts layerTM.
  • a so-called profile engine 240 is shown and a media centre 260.
  • the functionality of these component can be implemented using different "business layers".
  • the lowest layer could be implemented using the so-called “persistence layer”, which is able to interface with and store information into the databases 242 and 262 respectively.
  • the persistence layer is a "business layer” capable of managing the different states of the system. For example, such a layer can be arranged to control whether a particular candidate account is either: “active", "employed”, “inactive”, etc.
  • the API Application Programming Interface
  • Both the profile engine 240 and the media centre 260 are shown as being implemented by JBossTM application server and the database functionality is implemented according to one embodiment using a MySQLTM, which is a multi threaded, multi user SQL (Structured Query Language) database system which also has open source software.
  • MySQLTM is a multi threaded, multi user SQL (Structured Query Language) database system which also has open source software.
  • the media centre 260 has tags associated with each of the various layers. These tags represent common functionality for each of the 12 V (In2View) 200 and VJB (Video Job Board) 220 and self-service (SS) 230 web interfaces. Specifically, the common functionality can be used if the system is expanded, and indeed if such a system is scaled up, it is possible to make even more of the APIs generic and to introduce this information into the tags at each of the various layers.
  • Figure 2 shows that the media centre 260 has connections to the In2View web interface 200, the VJB web interface 220, the SS web interface 230, a video server 280, the profile engine 240, a database 262 and a re-encoder 265.
  • the media centre may be constructed according to a preferred embodiment using an upper generic API layer, which builds on a generic business layer, which in turn builds on a lower generic persistence layer.
  • the media centre being connected to a profile engine 240 which can also be implemented using a JBossTM server constructed from multiple layers.
  • the profile engine having an uppermost profile engine API layer, which builds on a profile engine business layer, which in turn builds on a profile engine persistence layer.
  • the video server 280 is responsible for receiving videos, CVs (Curriculum Vitaes) and other information associated with a particular candidate that is potentially available for a particular job.
  • the video server 280 is responsible for managing the streaming operations associated with, for example, the video clips that have been created and stored.
  • the connection 267 between. Media Centre 260 and Video Server 280 denotes that the security functionality internal to Media Centre 260, which prevents users from accessing data they are not authorised to see, is exposed externally to the Video Server 280 so that videos are not served inappropriately.
  • such video clips are uploaded from a video centre 290, which is responsible for capturing the relevant video clip, and sending it via an FTP (File Transfer Protocol) server 270 through the re-encoder 265 to the media centre 260 and stored in a database thereof 262. Consequently, the video server 280 is able to operate on the stored video clip 260 to manage the streaming of said video clip to either the interfaces 200, 220 Or 230 that are provided.
  • FTP File Transfer Protocol
  • the re-encoder 265 sits between the FTP Server 270 and the Media Centre 260.
  • the re-encoder 265 includes functionality for permitting: • a degree of trade-off between the different requirements of Video Centre 290 and the Media Centre 260, e.g. the time required to generate a video on the Video Centre 290 and the potential availability of video-playback facilities of various entities 6, 8, 10 served by the Media Centre 260; and
  • a potential embodiment will generate multiple videos from a single recorded video, and thus permit the Media Centre 260 to tailor the video sent by the Video Server 280 to a particular entity 6, 8, 10 according to the specific entity's needs, either via auto-detection of the entity's video-playback capabilities and the available connection bandwidth (which will require a video of smaller size).
  • size denotes size in megabytes, not the dimensions of a video on screen (i.e. width and height).
  • the re-encoder is able to take into account these different sizes, formats and video-playback software.
  • FTP is a software standard for transferring computer files between machines and different operating systems. It is advantageous in that it is capable of handling different types of files without incurring further processing, as can be expected from other protocols. However, it should be appreciated that different protocols are equally valid. Many modern web browsers are able to connect through FTP servers allowing manipulation of files on a remote system.
  • the video centre 290 and FTP server could be substituted with that of another source that has already recorded the video interview.
  • This is advantageous in allowing embodiments of the present invention to integrate with other video recording systems that are for example provided by third parties. This can be achieved provided either the output from the third party complies with the required protocols as used by the output of the video centre 290 or the re-encoder is configured to accept a different format of input, in addition to that generated by the video centre 290, and to translate that input into a form recognisable to the media centre 260.
  • the TomcatTM server is a basic web server that contains the various user interfaces (i.e. the In2View web interface and the VJB web interface), but no real business logic.
  • Figure 2 shows that the In2View web interface, the VJB web interface and the SS web interface are logically separate entities, it should be appreciated that these interfaces could probably run within the same physical instance of TomcatTM, requiring only a single physical web server.
  • the profile engine 240 and media centre 260 are shown as being implemented using JBossTM containers that run applications, which effectively provide additional functionality to that offered by the operating system.
  • the profile engine 240 represents generic functionality used for storing videos and associated data associated with a particular candidate profile (as will be defined later) which is common to: the In2View web interface 200, the VJB web interface 220 and the SS web interface 230. Although it is shown in Figure 2 as being logically separate from the media centre 260, it should be appreciated that such functionality could also be represented as being within the same instance of JBossTM, and therefore located on the same physical server if required.
  • Figure 4 shows a relationship diagram illustrating how different components of the system are logically interconnected, and is annotated with a UML (Unified Modelling Language) shorthand.
  • Figure 4 shows a candidate 400 that is linked to a candidate account 410 via the relational link 470.
  • a recruitment agency 450 is linked to the candidate 400 via the relational link 460 and to the candidate account 410 via the relational link 480.
  • the candidate account 410 is linked to the candidate profile 420 via the relational link 490.
  • the candidate profile 420 is linked to an assignment 430 via the relational link 492.
  • the assignment 430 is linked to a client 440 via the relational link 494.
  • the client 440 is shown as being linked to the recruitment agency 450 via the relational link 496.
  • each of the relational links having a particular characteristic as indicated by the shorthand reference symbols shown in Figure 4.
  • the "*" symbol indicates a "many" relationship.
  • each candidate is capable of having a range of one to many candidate accounts, represented by the terminology "1..*”.
  • looking from the candidate account 410 point of view each candidate account can only have a single associated candidate 400, represented by the notation "1".
  • the candidate account 410 can have a range of between 0 and a plurality of candidate profiles 420. It would be desirable for a single candidate account to have a plurality of different candidate profiles, if a particular candidate is interested in applying for different jobs (i.e. assignments) and in such a case to have a different profile to try and bolster the chances of being deemed acceptable for a particular assignment. In the reverse direction, it can be seen that each candidate profile can only be linked to a single candidate account, represented by the shorthand notation "1" on the relational link 490.
  • a candidate 400 may be defined as a physical person wishing to be considered for employment.
  • a candidate account 410 comprises the basic details of a candidate. If a candidate is signed up to multiple recruitment agencies, each candidate will have a separate and unrelated candidate account for each recruitment agency 6 even if multiple recruitment agencies are using the same database.
  • a candidate profile 420 provides additional information on each candidate and is assigned to a particular candidate account. The candidate profile for example comprises a video attachment of a recorded interview of the candidate and also a CV (Curriculum Vitae) of a particular candidate. Such additional information may be tailored specifically to a particular assignment.
  • An assignment 430 is a job or a job description as offered by a client.
  • a client that is seeking a candidate does so through a recruitment agency 6, which is responsible for administering the assignment.
  • the recruitment agency 6 is responsible for associating a plurality of candidate profiles (that may have been created specifically for it) that they consider suitable for review by the client 8. That is a physical job (or position of employment) is able to differ from an "assignment" since a client may work with multiple recruitment agencies, so the same job may result in multiple assignments being created in the system.
  • the client 440 is defined as the company/organisation that is offering a job to a recruitment agency 450.
  • the recruitment agency 450 is defined as an organisation having multiple clients, wherein each client is capable of offering multiple jobs.
  • the role of the client and the recruitment agency may be taken on by one and the same organisation if they perform their own recruitment, for example an in-house client 9 as shown in Figure 1.
  • the assignment functionality 430 is now also administered by the single in- house client 9.
  • the job is indeed offered and administered by the same in-house client 9.
  • Figure 4 shows that for a single "instance" of the In2View interface 200 a candidate will only have a single candidate account. However, it is possible for a candidate to be associated with multiple recruitment agencies, which will result in separate instances of the In2View interface 200. The candidates will have multiple candidate accounts, but on completely separate systems, which is why the comments shown in Figure 4 describes that the candidate is a physical entity only and not modelled within the system.
  • a candidate account can have multiple candidate profiles. This is because that if a candidate has multiple skill sets, the recruitment agent 6 can tailor the profile information that is passed on to their client (i.e. the organisation having a particular assignment) so as to emphasise the relevant skills of a candidate. When a candidate is employed then the candidate account status is marked as "employed" by the recruitment agency and it will automatically update all of the candidates associated profiles so that the candidate profile is removed from future lists of potential candidates for a particular assignment required by a client.
  • a candidate profile can be associated with multiple assignments. Also an assignment can be associated with multiple candidate profiles. Furthermore a client can be associated with multiple assignments. However, an assignment is associated with one client otherwise two (or more) companies could find themselves in a situation in which they are offering the exact same position.
  • a recruitment agency can be associated with multiple clients. Therefore if a client has one physical job and is using multiple recruitment agencies that are all able to access the In2View web interface, there will be multiple assignments (one per recruitment agency), since they are considered to be separate.
  • An example of a simple operation in practice would be for a recruitment agency 450 to talk to a client 440 over the link 496 and set up an assignment 430, wherein after discussions between the recruitment agency and the client, they would be able to judge what types of candidate profiles 420 are best suited to the assignment 430 in question.
  • the client 440 is then able to view the profiles (i.e. video clips) of the suitable candidates and make selections based thereon.
  • Figure 3 shows a more specific embodiment for implementing the In2View web server interface.
  • Figure 3 shows how the video centre 290 which is responsible for capturing an employment interview on video and encoding this into a format, or formats by the re-encoder, which is uploaded to the media centre 260 for eventual viewing via the web server interface 200.
  • Figure 3 shows the media centre 260 comprises an In2View web server 200 and an In2View video server 280.
  • the media centre and functionality are described as being contained in "remote servers" which are located at a remote location from the video centre functionality 290. That is, the video centre functionality 290 is located at an interview room which is at a location remote from the servers of the media centre 260.
  • the remote servers that provide the media centre functionality 260 can be thought of as being contained within the ASP 4 as shown in Figure 1, whereas the video centre can be located in an interview room at any remote location, provided there is a computer terminal connected to the internet 2, for uploading.
  • the video centre 290 is shown to comprise an interview camera (for example a digital video camera) 390 which is connected to In2View video client functionality 370.
  • the video client functionality could for example be implemented with a standard laptop computer running computer programs 372 and 374.
  • a first computer program 372 might be arranged to allow the interviewer the capability of manipulating and controlling the way in which the video of the candidate is captured.
  • a second computer program 374 comprises computer instructions responsible for encoding the captured video into a particular format which is useful for transmission (i.e. uploading) to the In2View video server 280.
  • the second computer program 374 is specifically designed so as to encode the captured video and any other relevant information of the interview into a single atomic file, which is transmitted along with an XML (Extensible Markup Language) descriptive file, used for referencing and efficient decoding of the information contained in the uploaded electronic file.
  • XML Extensible Markup Language
  • Such software 374 is particularly advantageous in increasing the efficiency of the system in that all the relevant information of a particular interview can be submitted in a single atomic file, which can easily be uploaded to the video server 280, via for example an FTP connection and wherein the XML descriptor file acts as a header to the other information in the single atomic file it allows for easy decoding of this information by the video server 280.
  • Figure 12 shows the single atomic file 1260 named "Chemistry_l 129882824386_David_Poves” comprising three files: an XML descriptor file 1200 named “David_Poves_info.xml", a thumbnail file 1220 named “thumb.png” and a video file 1240 named "video.avi".
  • XML descriptor file is particularly important in creating the wrapped atomic file, since it contains numerous fields which reference information to be extracted after being sent from the video centre to the media centre. It is this extracted information which can be used to build up a profile of a candidate.
  • An example of some of these fields is:
  • the wrapped atomic file is that a single electronic file can be easily and efficiently transferred between locations and all the relevant information of the candidate can be extracted.
  • the encoded atomic file which represents the information captured during the interview can then be uploaded online via the communication link 380 to the video server 280 located at a remote location from the interview.
  • the captured interview data need not be uploaded online and in an alternative embodiment can be sent from the video client 370 to the video server 280 in an offline manner.
  • the interview data can be written to a storage medium, for example burnt to a CD (Compact Disk) 360'.
  • Figure 2 shows that the CD can be transported between locations to an editing room, which can either be located at the remote servers (i.e. the media centre 260) or at a location separate from both the interview room and the remote servers.
  • Figure 2 shows that in the editing room the information captured on the CD 360 can be edited by an editing computer 340 to get it into a more acceptable format before being forwarded on to the video server 280.
  • the CD can be physically transported rather than over an electronic link.
  • the information after editing can either be burnt back to the CD and again physically transported to the video server for storage or alternatively can be sent via an electronic link 392 to the video server 280.
  • the video centre will be operated by a human operator, i.e. the interviewer, which is not only able to capture the interview using standard components with some additional software, but has the added advantage of being able to put questions to the candidate in a live and interactive manner.
  • a basic set of questions can be prepared beforehand (for example from the client 8) to be put to the candidate, the video session which is ultimately captured should provide a more lifelike and realistic view of the mannerisms of the candidate.
  • the video client software 370 and interviewer can be located remotely in relation to the camera 390, but is still able to operate the camera.
  • the video client software could be located in the media centre 260 of the ASP 4.
  • the media centre 260 could be equipped with teleconferencing facilities.
  • either a recruitment agency 6 or a client 8 would be able to login to the ASP and operate the camera remotely and ask interview questions remotely while still retaining the benefits of a realtime interactive interview (albeit not in person).
  • Most modern 3 G (third generation) mobile phones are equipped with a video camera and thus the advantage of such an embodiment is that the candidate does not have to travel to a local video centre, instead an interview can be performed at any location over the candidates mobile phone.
  • video server functionality 280 is the same as that as shown in Figure 2 and is responsible for streaming the uploaded video clips or CVs assembled during the interview capture process.
  • the interview web server 200 is the interface of the ASP 4 which enables various parties (or users) to access such information, assuming access has been granted to that user (i.e. via registration with the ASP 4).
  • FIG. 5 shows an example of an embodiment of the VJB (Video Job Board) interface 220.
  • Figure 5 shows that a recruitment agency 6, a candidate 10, and a plurality of recruitment agency clients 8 and 8' are able to access the VJB interface 220 provided by the ASP 4.
  • One useful way to conceptualise the VJB interface is a bulletin board to which recruitment agents/clients can post assignments and candidates can post video profiles for offer.
  • the VJB interface 220 differs from the In2View interface 200 in that whereas for the In2Vista web interface recruitment agencies/clients are in control and are responsible for matching up assignments to a particular candidate.
  • the VJB interface allows a candidate to have control over which potential recruitment agencies/clients are able to view his/her profile.
  • a candidate is able to purchase their profile (i.e. a video clip and other interview details) from a particular recruitment agency/client that was responsible for capturing their profile 500 (assuming they agree to sell it), and after purchasing such a profile 500 would be free to transfer the video to a VJB portion 502, which can be viewed by a plurality of other recruitment agencies 6 or clients 8, 8'.
  • the advantage of the VJB user interface is that whereas a candidate might have a profile which is only shown to clients of the particular recruitment agency 6 responsible for capturing the original video profile, candidates 10 are now able to purchase their profile and to upload it to a VJB portion 502 to be made available to a wider audience.
  • the VJB interface has a bilateral function in that not only are candidates able to post their profiles, but also clients are able to post their assignments (i.e. job positions).
  • the VJB provides a more open-ended approach and while it is not subjected to the same controls as the In2Vista web interface 200, it serves a different function by virtue of its flexibility.
  • the respective interfaces 200, 220 may be preferred by respective candidates and/or clients depending on their requirements.
  • a candidate or client which prefers a more refined search would prefer the Ir ⁇ View interface 200 since a filtering mechanism is performed by the recruitment agency in sifting out the more suitable candidates for an assignment, whereas the VJB exposes the candidates and/or assignment to a greater audience.
  • the In2View web interface 200 differs in that the recruitment agency 6 takes on the responsibility for creating assignments for clients 8 thereby ensuring only worthwhile candidates are in the system.
  • a recruitment agency can represent a candidate or a client or both, and can also perform searches on behalf of either.
  • Both the Ir ⁇ View web interface 200 and the VJB interface 220 provide an audit log and therefore, if a client is using a recruitment agency and representing themselves, the client is aware of how they first encountered the client and this alleviates any concerns relating to whether a recruitment agency might be owed any commission (i.e. compensation for bringing the candidate to the client's attention).
  • VJB interface 220 provides additional advantages in that the VJB might be used in conjunction with an simpler video centre 290 to that used for the In2View interface (shown in Figure 3). That is, rather than requiring appropriate software and a live interviewer, the VJB is also useful for a candidate with a mobile phone equipped with a camera and 3G capabilities. In this way, a candidate could take a video clip of himself/herself at any time or location, and upload this to a VJB (presumably they have registered with the ASP 4 for such a service). Indeed, although the video clip may be in an interview format, a candidate would be aware of the assignment he/she is interested in and as such can tailor his/her video clip to describe the particular experiences and skills suitable for such an assignment.
  • the recruitment agency does the selection on behalf of the candidate and/or client, and chooses from a selected list of assignments and/or candidates respectively deemed suitable by the recruitment agency.
  • the bilateral functionality afforded by the VJB interface 220 would allow: i) clients to select their own candidates, ii) recruitment agencies to select candidates on behalf of a client, and iii) candidates to put themselves forward (i.e. via the self-service web interface 230). a recruitment agency/client to add a candidate to their shortlist of suitable candidates themselves.
  • the relative flexibility of the VJB can also potentially raise certain difficulty issues.
  • the candidate may wish to advertise his/her services to a broad audience, the candidate may be reluctant to post to the VJB in the event that the present employer of the candidate might be one of the recruitment agencies/clients which are perusing the VJB and would therefore notice that a candidate is looking to move jobs.
  • One way of overcoming such a difficulty is to ensure that each recruitment agency/client or candidate that accesses the VJB interface needs to register with the ASP 4. Then, during registration, a candidate could be presented with a list of options, in which it would be possible to check fields and/or enter information such as the name of the present employer, which would allow, for example the underlying business logic layer in the media centre 260 of the ASP 4 to limit access to respective recruitment agencies/clients. This would ensure the confidentiality of the candidate in relation to certain parties, but at the same time expose the profile of a candidate to the widest audience possible.
  • Another way of overcoming this difficulty is to permit candidates to have an "anonymous" profile with personal details and video removed.
  • the candidate When someone wishes to view the video, the candidate is automatically contacted, for example via e-mail or SMS, and can then release to the recruitment agency and/or client their details if the candidate desires.
  • the underlying business logic of the ASP will ensure that profiles and/or assignments which are intended to be kept confidential in regards to a particular party will not appear on the VJB for that party (i.e. irrespective of whether the party is a candidate or a recruitment agency or a client).
  • the registration process may also be used by the ASP 4 to ensure that a candidate needs to attach a CV and a video in order to register for access to the VJB functionality.
  • Figures 6 to 11 provide screen shots of the In2View interface 200.
  • Figure 6 shows the login page of a particular ASP 4 that is capable of supporting the In2View web interface 200.
  • the In2View web interface is primarily intended for recruitment agencies, clients of recruitment agencies 8 and/or in-house clients 9.
  • a recruitment agency 6 is able to enter their user name and password details in the login fields 600, and if the ASP is able to establish that valid login information has been submitted, the relevant user is automatically redirected to their main menu, as shown by Figure 7.
  • Figure 7 is shown as having the branding associated with the ASP (i.e. In2View), it should be appreciated that the particular web page (or main menu) of a particular recruitment agency can be branded (i.e. designed) so as to display the specific details which are unique to that particular recruitment agency or client.
  • ASP i.e. In2View
  • Figure 7 shows an example of the main menu according to an embodiment, and in fact all subsequent links which are selected from the main menu, will contain a set of main links 700 which appear in the header of each web page and allow a user of the In2View web interface to successfully navigate through the various web pages of the relevant recruitment agency in question.
  • the header section 700 allows a user a quick interface to the main links of the In2View web interface.
  • the header section 700 comprises the following HTML links: "administrate”, “review assignments”, “search candidates”, “my shortlists” and "change password”. It should be appreciated that the types of HTML links and design of the web pages themselves are flexible.
  • a user can either view a particular assignment(s) or search for a particular candidate(s) 704.
  • the drop-down field actually prompts a user to select a client from the list.
  • a user may not be able to see the screen if for example the user is a recruitment agency having access to only one client.
  • the main menu would be skipped and instead a list of the assignments which correspond to a particular client would merely be displayed (for example as shown in Figure 8 which will now be described).
  • Figure 8 shows a table 800 listing a plurality of assignments. These assignments correspond to a client which was selected from the drop-down menu 702 in Figure 7 or alternatively if a recruiting agency only has a single client then the screen of Figure 8 will automatically appear after logging onto the system via the login interface of Figure 6.
  • each assignment provides a short description of the assignment which is listed under the heading "vacancy".
  • the short description is in the form of an HTML (Hyper Text Markup Language) link which allows a user to view all of the candidates for a particular vacancy by simply clicking on the HTML link of the relevant vacancy.
  • HTML Hyper Text Markup Language
  • the example shown in the table 800 of Figure 8 also provides a synopsis of the main details for each assignment.
  • Figure 9 shows a screen of the web page which a user is directed to when clicking on the "senior management" vacancy in table 800 of Figure 8. Specifically, Figure 9 shows a short preview of each of the three candidates for the particular assignment in question.
  • Figure 10 shows a screen which displays the profile of each candidate. Specifically, the screen of Figure 10 is generated by selecting (i.e. double clicking) on the candidate "John
  • the profile interface shown in Figure 10 has a plurality of different sections which include a video section 1000, a basic detail section 1010, an HTML interactive section 1040 and a CV (Curriculum Vitae) section 1020.
  • the video section 1000 has a video display screen and a row of control buttons below this display screen which enable the playing of a previously recorded video interview for a particular candidate.
  • a user accessing the interface is able to control the video, in effect the underlying business layers of the media centre 260 and the video server 280 are responsible for streaming the previously captured video to the In2View web server interface video screen 1000.
  • the basic section 1010 comprises basic details of the particular candidate including the: location, current role, base salary and OTE (Ordinary Time Earnings) of the candidate.
  • the interface shown in Figure 10 also comprises an interactive section 1040 which provides a set of further HTML links which may be selected by a user for display on the right hand side of the screen of Figure 10.
  • the default setting is for the candidate's CV 1020 to be shown.
  • a user can also select to view either the candidate's: "details", which is a listing of the candidate's qualifications, "comments”, which allows a user to add or view comments on for example the suitability of the candidate for the particular assignment, and an "action” link which allows a user to add or view actions to be taken for the candidate.
  • Figure 11 shows a further screen, wherein the "action” link 1120 has been selected and as a result an action section 1140 is generated on the right hand side of the screen.
  • the action section allows a user to select the action to take for the candidate.
  • potential options such as either: to "shortlist”, “hold” or “reject” a candidate.
  • a “comment” box allows a user to make any additional comments in relation to the action taken. It should also be appreciated that other actions might be developed, for example the ability to rate a client on a scale of 1 to 4 (which is not shown in the embodiment of Figure 11).
  • a live interview of a candidate using a video camera and associated software there are potentially three different processes that take place. Initially there is the process of capturing a live interview of a candidate using a video camera and associated software. This can be accomplished by using the video centre functionality 290 at a location which is remote from the media centre 260. Once a video interview has been captured, it is encoded using a computer program and either uploaded online to the video server 280 or stored offline to a physical storage medium such as a CD. The captured electronic file is then transferred to the media centre 260 that is able to create a candidate profile, by extracting the information captured during the interview, i.e. the video.
  • the candidate profile which for example is then stored in a database 240, 242 associated with the media centre 260 can be used by either the In2View interface 200 or the VJB interface 220.
  • the In2View web interface it can be seen from Figure 10 for example that a user is able to access a candidate profile and play the associated video clip of the captured interview.
  • a candidate 10 would need to purchase their own candidate profile for example, from the recruitment agency that is also responsible for capturing the initial video interview.
  • the candidate After the candidate has purchased their own candidate profile, they are able to post their profile to a open portion 502 of the VJB interface which is accessible by a wider range of clients.
  • clients can also post corresponding job assignments, offering vacant employment positions, to the open portion 502 of the VJB interface 220.
  • Candidates 10 are then able to view all of these different assignments and can select which of these assignments they would like to reply to. For example, the candidate could reply by going through a sequence of screens whereby the candidate applies for a particular position and in so doing is required to submit a candidate profile to the particular assignment being advertised.
  • the VJB interface 220 is interested in providing a virtual job bulletin board whereby, recturing agencies 6, clients 8 and candidates 10 can make more general offers to a broader audience. More specifically, the VJB interface 220 is capable of the following:
  • a client/recruitment agency can advertise an assignment.
  • a candidate can create an account and create one or more profiles. Each profile would have a tailored CV, a video and any other appropriate information.
  • a candidate can search and apply for multiple assignments, using which profile the candidate deems most appropriate.
  • the same profile can be used for multiple assignments and indeed a candidate might only have the one profile.
  • a client/recruitment agency can search exposed candidate profiles and request interviews with multiple candidates or request vie wings of anonymous profiles. For example, a client/recruitment agency will presumably narrow down their selection based on the available information for each candidate, including their videos.
  • the VJB can be implemented by storing in the database 240, 242 a plurality of the profiles of each candidate and the assignments of each client/recruitment agency. A candidate is then able to obtain their profile by purchasing it from the ASP 4 and then posting the profile, including the recording of their electronic video interview, onto the open portion 502 of the web interface thereby making the candidate's profile open to a wider audience of clients/recruitment agents.
  • One way of assuring that the candidate's profile is not inadvertently viewed by their current employer is to save registration details of the candidates, clients and recruitments agents into the database when they register.
  • an algorithm at the ASP could ensure that although most of the entries in the open portion of the VJB interface will be viewable, an offered profile belonging to a candidate employed by a particular client/recruitment agency, will not be viewable by that client/recruitment agency.
  • the algorithm can be replaced by selection performed by the candidate using the VJB interface. Lists of registered candidates and clients/recruitment agencies can also be stored in databases 240, 242 of the ASP.
  • FIG. 13 an example of the SS web interface is shown in Figure 13.
  • the interface 1300 runs on the underlying SS web interface server 230 of the ASP and provides a relatively simple self-service mechanism allowing a candidate 10 to upload pre-existing videos for exposing in a public fashion.
  • the candidate would be able to login in to the SS web interface 1300 by providing the appropriate input 1320, for example, by entering the relevant URL (Universe Resource Locator) address into their web browser.
  • the SS interface 1330 will appear for that candidate and has an UPLOAD VIDEO button 1340, which allows the candidate to upload a pre-existing video to the ASP 4.
  • a pre-existing video could exist either in the local directory of the candidate's computer or in a remote directory which can be accessed by the candidate's computer using for example FTP.
  • a normal "browse” option could exist in a dialog window which would allow the candidate to select the file containing the video interview which is to be uploaded, and once selected, this file is uploaded to the ASP, where for example it is stored in one of the the databases 242, 262 of the media centre 260.
  • the candidate can then select the GENERATE HTML LINK button 1360, wherein the SS server 230 operates to generate a unique hyperlink that corresponds to the uploaded video profile.
  • Such a link is then output 1380 to the candidate 10 who can make a note of the link and send it to any other user in the public domain for accessing the candidates video profile. That is, the candidate is able to manually provide the appropriate hyperlink to those they wish to see it.
  • This is advantageous in that, as with the VJB web interface, the candidate is able to potentially advertise to a wider audience, i.e. including client and recruitment agencies, but goes even further in that a potential recruiter does not need to register with the ASP or indeed require any specialised video playback software.
  • the SS web interface 230 allows a candidate to upload their video interview and to make it available for viewing by the public through a simply hyperlink.
  • the pre-existing video can either be recorded by the video centre 290 according to an embodiment of the present invention, or by third party means. Indeed the candidate can record the video interview with their own mobile phone. It should be appreciated that the video interview itself could be in a variety of different forms, for example a monologue recording, responding to a teleprompter, responding to a human interviewer for a more interactive result, etc.
  • the generated hyperlink feature is integrated with the VJB web interface, for allowing a candidate to buy their profiles and thereafter provide a link for those that wish to view the video interview.
  • Embodiments of the present invention are advantageous in that there is a considerable resource cost associated with interviewing candidates for a job that are not suited to that job.
  • An unsuitable candidate wastes the time and money of all concerned including the recruitment agency, the clients and the candidate involved.
  • the present invention is able to alleviate many of these problems.
  • a candidate can apply for multiple jobs (i.e. assignments) by using the same video profile which is created during an interview.
  • jobs i.e. assignments
  • a candidate might need to be re-interviewed and asked the specific questions which are important to the client.
  • Embodiments of the present invention are further advantageous in allowing recruitment agencies or clients to review candidates for a position online, via a website with screened videos of interviews.
  • This provides an efficient method of filtering candidates prior to a full interview with the client.
  • This online filtering is particularly beneficial to candidates and clients alike which are nowadays distributed geographically throughout the world.
  • a preliminary interview can be conducted online without the candidate having to travel a great distance for no benefit to either party.
  • a further advantage is that although the interview is performed online, it is still conducted in a live setting with an interviewer asking questions to the candidate. Thus it is possible to capture a more realistic and interactive appreciation of the candidate.
  • the screening video also allows the recruitment agent/client to replay certain sections of the video interview and to scrutinise more closely the responses provided by the client.
  • the ASP 4 is capable of supporting a plurality of different recruiting agencies using the same database, but wherein each recruitment agency is unaware of the others presence. Indeed, it is normally necessary to ensure the confidentiality of a particular recruitment agency both in terms of its clients and/or candidates.
  • An ASP which is capable of supporting the services of a plurality of recruitment agencies online is also potentially useful. That is, a plurality of recruitment agencies are all able to access a main login web page (i.e. using a single URL web address, but thereafter each will be directed to their own services. Thus, once a recruitment agency and/or client has registered with the ASP, they are then able to take control of the recruitment services offered to clients and candidates.
  • Different embodiments of the present invention are able to support a plurality of different models for example: multiple recruitment agencies each having multiple clients, a single recruitment agency having multiple clients and a single recruitment agency having a single client.
  • the recruitment agencies may each have multiple different clients, some of the clients may be shared.
  • Embodiments of the present invention are also advantageous in that they permit a plurality of users to concurrently record entries, review assignments, select candidates, etc.
  • the client is able to make a note of this and in response thereto he can be sent an email requesting that the candidate attend a standard interview.
  • the ASP 4 is capable of having a system administrator (or some other technical user) which is capable of accessing the system in order to create, edit or delete a particular recruitment agency.
  • the system administrator could also be responsible for maintaining and updating any password details or access rights granted to respective recruitment agencies and/or clients.
  • a recruitment agency is able to interview a candidate in a remote location by way of a recruitment consultant (interviewer) that uses a video centre 290 to capture the video interview and upload it to the media centre 260.
  • One embodiment or such a procedure could be for the recruitment consultant to log on to the website using his password details and to select the relevant candidate account.
  • the consultant reviews the candidate account details and selects the candidate profile.
  • a photograph is taken and a video of the interview is recorded.
  • the interview is uploaded to the media centre and the interview is marked as completed. It should be appreciated that the order of these steps is variable depending upon requirements. For example, it may be that a candidate is interviewed before details are entered into the system, thus the interview is temporarily orphaned and a candidate account and profile are created around it afterwards.

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Abstract

L'invention porte sur l'interface utilisateur d'un prestataire de services facilitant le recrutement en ligne par un recruteur. Ladite interface permet au recruteur d'accéder à au moins une description de poste, et à un candidat du recruteur. Le profil du candidat est fourni par l'enregistrement électronique d'un entretien vidéo interactif entre le candidat et un spécialiste. Le recruteur peut consulter ledit entretien à l'aide de l'interface utilisateur.
PCT/GB2006/004555 2005-12-06 2006-12-06 Service de recrutement video WO2007066104A1 (fr)

Applications Claiming Priority (2)

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GB0524889A GB0524889D0 (en) 2005-12-06 2005-12-06 Video recruitment service
GB0524889.3 2005-12-06

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Cited By (3)

* Cited by examiner, † Cited by third party
Publication number Priority date Publication date Assignee Title
US20130282606A1 (en) * 2012-04-18 2013-10-24 Lokesh Mohan BHAGAT Internet based resource acceptance, allocation and rejection system
WO2015120535A1 (fr) * 2014-02-11 2015-08-20 Clearfit Inc. Repérage mobile d'un emploi à l'aide d'une mise en correspondance de localisations géographiques
US11809594B2 (en) 2022-01-24 2023-11-07 My Job Matcher, Inc. Apparatus and method for securely classifying applications to posts using immutable sequential listings

Citations (4)

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Publication number Priority date Publication date Assignee Title
GB2362004A (en) * 2000-04-19 2001-11-07 Glenn Courtney Smith Data object matching using a classification index
US20030187680A1 (en) * 2002-03-26 2003-10-02 Fujitsu Limited Job seeking support method, job recruiting support method, and computer products
JP2004145518A (ja) * 2002-10-23 2004-05-20 Canon Sales Co Inc 面接サーバ及びその制御方法、並びに、コンピュータプログラム、及び、面接システム
US20050137896A1 (en) * 2003-12-22 2005-06-23 Pentecost Jared D. Integrated recruiting system and method

Patent Citations (4)

* Cited by examiner, † Cited by third party
Publication number Priority date Publication date Assignee Title
GB2362004A (en) * 2000-04-19 2001-11-07 Glenn Courtney Smith Data object matching using a classification index
US20030187680A1 (en) * 2002-03-26 2003-10-02 Fujitsu Limited Job seeking support method, job recruiting support method, and computer products
JP2004145518A (ja) * 2002-10-23 2004-05-20 Canon Sales Co Inc 面接サーバ及びその制御方法、並びに、コンピュータプログラム、及び、面接システム
US20050137896A1 (en) * 2003-12-22 2005-06-23 Pentecost Jared D. Integrated recruiting system and method

Cited By (3)

* Cited by examiner, † Cited by third party
Publication number Priority date Publication date Assignee Title
US20130282606A1 (en) * 2012-04-18 2013-10-24 Lokesh Mohan BHAGAT Internet based resource acceptance, allocation and rejection system
WO2015120535A1 (fr) * 2014-02-11 2015-08-20 Clearfit Inc. Repérage mobile d'un emploi à l'aide d'une mise en correspondance de localisations géographiques
US11809594B2 (en) 2022-01-24 2023-11-07 My Job Matcher, Inc. Apparatus and method for securely classifying applications to posts using immutable sequential listings

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