WO2015089560A1

WO2015089560A1 - Methods, systems and apparatus for recruitment candidate criteria matching

Info

Publication number: WO2015089560A1
Application number: PCT/AU2014/001143
Authority: WO
Inventors: Dean Collins; Gordon Williams
Original assignee: Cvmatchmaker Pty Ltd
Priority date: 2013-12-17
Filing date: 2014-12-17
Publication date: 2015-06-25

Abstract

A system and procedure for selecting candidates for recruitment by providing a structured database of candidate characteristics and preferences and a search interface that enables selection of mandatory criteria and refinement of variable criteria to dynamically refine a short-list of candidates. The candidate database maintains currency by periodically contacting each candidate and removing those that do not respond. The variable criteria can be refined by a recruiter having regard to the number and ranking of candidates in the short-list, as well as actual criteria represented amongst those candidates.

Description

METHODS, SYSTEMS AND APPARATUS FOR RECRUITMENT CANDIDATE

CRITERIA MATCHING

FIELD OF INVENTION

[0001] The present invention relates to the field of recruitment candidate criteria matching, and in particular to computer implemented methods, systems and apparatus for searching, filtering and/or identifying recruitment candidates.

BACKGROUND ART

[0002] Finding work (e.g. employment, job, position) can be a time-consuming, difficult and stressful part of people's lives. People may spend large amounts of time and money searching for the perfect position, or even finding a position that is acceptable. Presently, job-seekers predominantly have three main avenues through which to source new employment positions:

• Job Boards - e.g. applying to job advertisements on websites such as Seek.com, Monster, etc.

• Recruitment Agencies - e.g. allowing an agency recruiter to source new roles.

• Online networking - e.g. making contact with potential employers by way of networks such as Linkedln.

[0003] Conversely, from the employer perspective, sourcing desirable candidates for roles can also be a time consuming and expensive process. Companies can spend large amounts of money and time in searching for and selecting appropriate job candidates. For example, much effort can be expended in human resource departments, recruitment agencies, job advertisements and promotions to attract and determine suitability of job candidates and to compare all applicants to determine "best fit" in respect of a particular role.

[0004] Some of the existing job board websites and systems attempt to cater for the recruitment market but are not wholly satisfactory. Job board sites such as these generally require that the job seeker check the job board daily or to set up "job alert" notifications. In this instance the job seeker must hope that a suitable role presents itself and then apply individually for each role in the hopes that they are the "best fit". In this economy people are applying for any role that they even think they marginally have a chance at securing. This results in large volumes of applicants for recruiters to sort through in order to obtain a shortlist.

[0005] Such job board websites typically offer only a limited recruitment service that allows companies to search their "resume database". This database searching facility matches keywords contained in a candidate profile without the ability to search and scale down results to the project level, or levels of refinement to make the systems fully effective. Because they search based on keywords contained in the resume, the results of the search are often inaccurate, and a simple search for a role can bring up candidates with inappropriate careers based on the role search of the recruiter.

[0006] These searching facilities are generally charged on a per-candidate basis for recruiters to contact likely candidates, or even view their details. Furthermore, poor database management can also result in searches containing candidates that have been on the database for many weeks, months or years, meaning that there is a high likelihood that these candidates have already found employment. This means the recruiter has wasted their time and may have also been charged the fee that they paid to view or contact these obsolete candidates.

[0007] Online networking sites, such as Linkedln and Facebook, have more recently become a place for job seekers to try and connect with recruiters or advertise their availability for employment. However this approach requires the job seeker to maintain a constant online presence and spend considerable time trying to connect with recruiters, only in most cases to discover that there is no employment opportunity available to them. This can be a time consuming, costly and frustrating exercise.

[0008] The use of a recruitment agency can avoid some of the discussed disadvantages and difficulties to recruiters/employers and job seekers, but can be expensive because the recruitment agent may spend considerable time selecting, filtering and matching job seekers with positions available.

[0009] In view of the foregoing, it is desirable to provide improved methods or systems by which recruiters or potential employers may identify potential candidates, addressing or ameliorating one or more disadvantages or limitations associated with the prior art, or at least provide a useful alternative. [0010] It is to be appreciated that any discussion of documents, devices, acts or knowledge in this specification is included to explain the context of the present invention. Further, the discussion throughout this specification comes about due to the realisation of the inventors and/or the identification of certain related art problems by the inventors. Moreover, any discussion of material such as documents, devices, acts or knowledge in this specification is included to explain the context of the invention in terms of the inventors' knowledge and experience and, accordingly, any such discussion should not be taken as an admission that any of the material forms part of the prior art base or the common general knowledge in the relevant art in Australia, or elsewhere, on or before the priority date of the disclosure and claims herein.

SUMMARY OF INVENTION

[001 1] In accordance with the present invention, there is provided a computer implemented method for dynamically identifying candidates for recruitment, comprising:

providing a candidate database relating to a plurality of candidates, for each candidate the database including a plurality of candidate parameters;

providing a recruiter user interface enabling selection of at least one mandatory parameter value and at least one variable parameter value;

identifying and displaying an ordered short-list of candidates from the candidate database based on a best-fit match of selected mandatory and variable parameter values with stored candidate parameters; and

dynamically updating the ordered short-list of candidates according to input adjustments to the at least one variable parameter value.

[0012] In accordance with the present invention there is also provided A method for selecting employment candidates, comprising:

providing a candidate database having a structured record stored for each candidate that includes candidate characteristics and preference data;

providing a search interface that includes:

a plurality of mandatory parameter selectors;

a plurality of variable parameter controllers; and

a candidate short-list indicator display;

the method including: specifying one or more mandatory parameters using the mandatory parameter selectors and generating a candidate pool comprising candidates represented in the database having the specified one or more mandatory parameters contained in their database record;

specifying one or more variable parameters by adjusting the variable parameter controllers and generating a short-list of candidates comprising a sub-set of those candidates from the candidate pool with characteristics and/or preference data within the scope of the specified one or more variable parameters;

ranking the candidates represented in the short-list according to a measure of difference between the one or more specified variable parameters and each short-listed candidate characteristics and/or preference data;

displaying the number of candidates represented in the short-list and dynamically updating the short-list, ranking and short-list indicator display in response to variations to the one or more variable parameters by user adjustments to the variable parameter controllers.

[0013] The present invention further provides a computer implemented system for dynamically identifying candidates for recruitment, comprising:

a candidate registration module executing in memory of a computer and in communication with a candidate database, the candidate registration module being effective to receive candidate characteristics and preference parameter values input by candidates and store the parameter values for each candidate in a structured record in the candidate database;

a recruiter search module executing in memory of a computer and in communication with the candidate database, the recruiter search module including:

a plurality of mandatory parameter selectors;

a plurality of variable parameter controllers; and

a candidate short-list indicator display;

the recruiter search module being effective to:

receive user input specifying one or more mandatory parameters using the mandatory parameter selectors and generate a candidate pool comprising candidates represented in the database having the specified one or more mandatory parameters contained in their database record;

receive user input specifying one or more variable parameters by adjusting the variable parameter controllers and generate a short-list of candidates comprising a sub- set of those candidates from the candidate pool with characteristics and/or preference data within the scope of the specified one or more variable parameters;

determine a ranking of candidates represented in the short-list according to a measure of difference between the one or more specified variable parameters and each short-listed candidate characteristics and/or preference parameters; and

display the number of candidates represented in the short-list and dynamically update the short-list, ranking and short-list indicator display in response to variations to the one or more variable parameters by user adjustments to the variable parameter controllers.

[0014] According to the method and system of the present invention the at least one mandatory parameter value may include a job role selected from a hierarchical classification structure.

[0015] According to the method and system of the present invention the at least one mandatory parameter value may include one or more of a job location, employment type, usual days of work and/or usual hours of work.

[0016] According to the method and system of the present invention the at least one variable parameter values may include one or more of a salary specification, a years of experience specification, an industry experience specification, a qualifications specification and/or specification of skills, projects or achievements.

[0017] According to the method and system of the present invention selection of variable parameter values may be enabled by a selectable list highlighting those parameter values represented by candidates in the database that also match the at least one mandatory parameter value.

[0018] According to the method and system of the present invention a candidate registration interface may be provided by means of which candidates provide characteristics and preference parameters according to a predefined structure for storage in the candidate database.

[0019] According to the method and system of the present invention a currency verification message may be periodically issued to each candidate in the candidate database, and whereby those candidates that do not confirm currency are removed from the database. [0020] Embodiments of the present invention aim to simplify the process of selecting candidates for recruitment by providing a structured database of candidate characteristics and preferences and a search interface that enables selection of mandatory criteria and refinement of variable criteria to dynamically refine a short-list of candidates. The candidate database maintains currency by periodically contacting each candidate and removing those that do not respond. The variable criteria can be refined by a recruiter having regard to the number and ranking of candidates in the short-list, as well as actual criteria represented amongst those candidates.

[0021] Further scope of applicability of embodiments of the present invention will become apparent from the detailed description given hereinafter. However, it should be understood that the detailed description and specific examples, while indicating preferred embodiments of the invention, are given by way of illustration only, since various changes and modifications within the spirit and scope of the disclosure herein will become apparent to those skilled in the art from this detailed description.

BRIEF DESCRIPTION OF THE DRAWINGS

[0022] Further disclosure, objects, advantages and aspects of preferred and other embodiments of the present invention may be better understood by those skilled in the relevant art by reference to the following description of embodiments taken in conjunction with the accompanying drawings, which are given by way of illustration only, and thus are not limitative of the disclosure herein, and in which:

Figure 1 is a diagrammatic illustration of a system according to an embodiment of the present invention;

Figure 2 is a simplified functional block diagram of the system primary operations;

Figure 3 is a flowchart diagram illustrating a candidate registration process;

Figure 4 is a screenshot for a candidate account establishment page;

Figure 5 is a screenshot for a candidate employment preferences page;

Figure 6 is a screenshot for a candidate preferred location selection page;

Figure 7 is a screenshot for a candidate employment history page;

Figure 8 is a screenshot for a candidate achievements page;

Figure 9 is a screenshot for a candidate qualifications page;

Figure 10 is a diagrammatic illustration of essential and refinable criteria for profile matching; Figures 1 1 A, 11 B & 11 C are diagrammatic representations of recruiter search features;

Figure 12 is a screenshot illustrating a recruiter search page with dynamic shortlist results;

Figure 13 is a flowchart diagram of a recruiter search and dynamic refinement procedure;

Figures 14A & 14B represent search engine parameter generation corresponding to the parameters utilised in the procedure of Figure 13;

Figures 15 to 24 are screenshots representing a step-by-step sequence of recruiter search and dynamic refinement operations.

DETAILED DESCRIPTION

[0023] An embodiment of the present invention is described hereinbelow in the form of a computer implemented system and method for selecting appropriate employment candidates. The system allows recruiters, or those acting in that capacity, to source potential candidates for every role type in any industry, and any location, with a high level of specification for the role requirements, down to specific project or achievement level on a database that produces matching candidate results from job seekers that must refresh their availability weekly, meaning the candidate database is never more than 1 week old.

[0024] The system allows for job seekers to "advertise" their availability, their ideal work days/hours and type, their work history, their skill sets and experience (even down to specific project level), their qualifications or course experience, their ideal work locations, and ideal salary. These criteria are utilised in order to allow recruiters to match candidates to suitable roles.

[0025] The system also allows job seekers to "compare" themselves against other job seekers going for similar roles. A job seeker can compare their salary expectations, experience and qualifications, for example, against other similar job seekers in the database. This allows job seekers to give themselves the best chance possible at securing a new role (e.g. they may have been asking for a slightly higher than average salary, or that they didn't include a qualification or skill that someone else had and in so doing they were "ranking" lower). The system may automatically send job seekers recommendations to assist in this field. [0026] In particular, the system may utilise information mined from search data to assist candidates in improving their employability and appearance within search results. This assistance can come in the form of salary suggestions, recommendations for future training or education and advice on the times and geographic locations where demand for a candidate's particular skill set is at its peak. This information can also be used to provide candidates with a representation of their relative employability compared to similar candidates while also advising them on potential career opportunities they may not have previously considered. The mined data can also reveal and even predict trends in employment based on locality, industry, job role or other parameters.

[0027] The system requires that job seekers periodically respond to an email or SMS (e.g. every seven days) that asks if the job seeker would still like to advertise their availability to be matched to job vacancies. If the job seeker fails to respond, then their profile is suspended and is not "searchable". This ensures that entries in the job seeker database are never Older' than a predetermined period, such as seven days, so that search results returned are always current.

[0028] Recruiters can log onto the site and search for job seekers for their individual role needs. They enter the role type and can then enter the specific or ideal criteria and are presented with a shortlist of those candidates that best match the role, sourced from the database and ranked in order of best match.

[0029] The system allows recruiters to then use variable parameter adjusters, such as slide bars, to adjust each specific criterion in order of greater or lesser importance. This adjusts the candidates in the shortlist to suit and narrow the list to an exact match, based on the criteria they enter. The recruiter can click on a candidate and be presented with further detail in the form of a full printable CV.

[0030] The recruiter can then send a contact request in the form of an email or SMS (for example) to the candidate(s), requesting either a phone or face-to-face interview. The recruiter request includes a proposed date and time and allows for the candidate to accept, decline or propose a new time.

[0031] The combination of being so refinable as far as candidate criteria, in addition to maintaining a database never older than one week, and ease of use makes this system extremely effective to recruiters (or those acting in that capacity) to source and shortlist appropriate candidates.

[0032] It is also advantageous that recruiters can source for and compare job seekers to roles in a qualitative and quantitative manner based on the candidates' competencies, work experience, project experience, skill sets, qualifications etc. as well as their job preferences such as salary, location and employment type. It is a further advantage that the recruiter user can then adjust the importance of the role criteria using a simple interface (e.g. slide bars) and in turn dynamically adjust the resulting shortlist of candidates in order to quickly identify and even set up interviews with job seekers that "exactly match" the role's needs.

[0033] By providing an interface to assess candidates in this level of detail from data not gathered from "resume sifted" data, on a database never more than one week old, the system speeds up the recruitment process significantly, which in turns saves on costs to recruiters, or those acting in that capacity.

[0034] An embodiment of the system 10 is diagrammatically illustrated in Figure 1. The system 10 is implemented using an internet server 20 having at least one processor adapted to execute programmed instruction code stored in digital memory in order to perform functions as detailed herein. The internet server is coupled to database storage 25, which may be in the form of disk drives or equivalent, provided to store candidate data. The server 20 is coupled for internet protocol communication (30) with remote computer terminals such as a candidate computer (50) and a recruiter computer (40). The suite of functions (100) performed by the server in operation of the system is illustrated diagrammatically in two main blocks - candidate functions (1 10), and recruiter functions (160). A web interface (105) is provided to enable access to these functions by job seeking candidates and recruiters, for example using an internet browser on a candidate computer (50) or recruiter computer (40).

[0035] Consider firstly the candidate functions (1 10). Candidates (job seekers) are required to input information that is stored in the database to enable recruiters to search that information in order to locate candidates that are best suited to particular available jobs. The candidate functions include a job seeker registration (1 12), CV structured data entry (114) and an online payment system (1 16). These functions are used for a candidate to register for the job matching system by providing personal details (name, address, contact details, etc.) and CV details according to a structured format. The structured online form allows job seekers to enter CV information in a way that maximises consistency, and therefore the reliability of searc results. The online payment function is provided so that job seekers may be charged for the services of creation and hosting of their CV and availability via the search engine. A CV relevance and currency verification function (118) is used by the system for elimination of the issue of out-of-date CV's via a system that regularly notifies candidates to check and re-verify the accuracy and relevance of their CV, and a system that de-activates a CV that has not been verified. Candidates can be provided with useful feedback through a job seeker statistics and reporting function (120) and for an additional fee candidates can access premium subscription search result data (122). For example, the system may provide job seekers with data on the number of employer/recruiter searches that have taken place, and information on where that candidate has appeared in the search results. A premium service can automatically generate and provide advice based on that data to improve the job seeker's chances of being short-listed.

[0036] Figure 2 is a simplified functional block diagram illustrating the primary operations of the system (200). The database is represented at 25 containing a plurality of candidate CV records 212. The candidate CV records are generated by the candidate registration operation 220. Recruiters are able to search and dynamically refine (230) a selection of candidates in order to generate a short-list having the desired characteristics (240) and then obtain contact details for those short-listed candidates.

[0037] A procedure (220) for candidate registration and CV record generation is illustrated in the flowchart diagram of Figure 3. Screenshots from various stages of the candidate registration procedure are shown in Figures 4 to 9.

[0038] The candidate registration procedure 220 is conducted online and begins with creation of a candidate account (302). The candidate account registration screen is shown in Figure 4. Table 1 below sets out the information to be supplied by a candidate at the account creation stage, which includes candidate identification, contact and authentication information.

irtictfrnattQii J&Jevant Hates

First Name Contact information, billing, identification etc i

Las!. Name Coniaci information billing, identification ek: I informal ion f&sievarit Hates

Contact Number Contact information |

Email Address Contact information, sending weekly reports + promo information etc |

Password Account security i

2 Factor Authentication Optional 2 FA functionality. Important factors are low cost, wide |

availability and ease of use. |

Current country of residence Used to enable the include international candidates'^' functionality in I

the search. |

:8i¾|t: Qi¾0^:r|: Trie user is presented with a list of countries tnat are wholly or I

partially inside their selected location. The user is required to choose i ii from this list the countries where they currently have the legal right to | work. 1

Table 1 : Candidate account registration fields

[0039] To complete the candidate account creation stage the candidate is sent a verification email (304) with a link for verification that the email address supplied is correct. The candidate's email address (or other contact means such as mobile telephone) is used by the system in an ongoing way, both to enable short-listed candidates to be contacted by recruiters, and also for periodic currency verification,

[0040] in the second stage (306) the candidate supplies preference information using the candidate preferences registration screen as shown in Figure 5. Table 2 below sets out the information to be supplied by a candidate at this stage, which includes preferred employment type, location, available days/hours and desired salary.

information elevant Notes

Preferred Employment Type The user selects one or more of the following options:

Full Time

Part Time

Casual

Shift

Available Days The user selects which days of the week they are available la work. |

Available Times The user selects what times of the day they are available to work.

Preferred Locations Users can specify locations where they wish So work. As a part of this, users can specify X distances from Y locations as well as selecting entire countries, states, territories and provinces {where possible).

This information is used to enable the location and nclude candidates outside preferred work area" functionality in the search. Iftforntat ion Reieva rrf

Preferred Minimum Salary User enters their preferrecl minimum annual salary in $ per annum

In the future when applicable data has been collected CV+ wiil recommend an appropriate salary or salary scale to the user.

Table 2: Candidate preferences registration fields

[0041] A location selector (seen in Figure 8) is provided (308) to enable the candidate to indicate their preferred iocation on a map display, along with information about how far from the location they are wilting to travef. Multiple locations may be selected.

[0042] Next is the candidate employment history registration (310). The screens hot shown in Figure 7 illustrates the fields provided for candidate supplied information, which is summarised in Table 3 below. In general the candidate here provides their employment history in a structured manner including, for each entry, selection of a job role from a hierarchical structure (312) and the relevant industry from a standardised list

(314).

[0043] The preferred embodiment uses the Australian and New Zealand Standard Classification of Occupations (ANZSCO) hierarchical structure from which candidates may select each job role. The ANZSCO classification is arranged in five levels with each class identified by a description and a numerical identifier as outlined in the table below.

Major Groups Major Groups

1 digit 1. Managers

Broadest level of ANZSCO. 2. Professionals

Made up of a combination of skiil level and skill 3. Technicians and Trade Workers

specialisation . 4. Community and Personal Service Workers

5. Clerical and Administrative Workers

6. Sales Workers

7. Machinery Operators and Drivers

8. Labourers

[0044} Similarly the for the purposes of registering employment history, for each previous job the candidate is presented ith a selection (314) from amongst the choices of the Australian and ew Zealand Standard I dustrial Classification (ANZSIC). The ANZSIC is a hierarchical classification with four levels, namely Divisions (the broadest level),. Subdivisions, Groups and Classes (th finest level). At the Divisional level, the main purpose is to provide a limited number of categories which provide a broad overall picture of the economy and are suitable for the publication of summary tables in official statistics. The Subdivision, Croup and Class levels provide increasingly detailed dissections of these categories. The ANZSiC aligns closely with other international classification standards, such as the international Standard Industrial Classification of All Economic .Activities (ISiC). Thus, whilst the ANZSCO and ANZSIC classifications are referred to herein for the purposes of describing an embodiment of the invention, other classification systems may alternatively be used.

[0045] The next stage of candidate registration (318) involves the input of the candidate's past achievements. Figure 8 illustrates the candidate registration page fo this function. At this stage the candidate enters information about their skills, projects & achievements. For each item, they will provide the information about the skiil, project or achievement they have attained along with the amount of relevant experience, summarized in Table 5 below.

Table 5: Candidate achievement registration fields

[0046] The final stage of candidate registration relates to educational and professional qualifications (318). Figure 9 illustrates the candidate registration page for this function. At this stage the candidate enters information about each of their educational and professional qualifications, as summarized in Table 6 below.

Table 6: Candidate qualification registration fields

[0047] Once the candidate has compieted providing the registration information as outlined above, the registration procedure is finalised through a payment process stage (320). in the preferred embodiment registered candidates are charged a fee for establishing and maintaining their account. Although this function is indicated as taking place after the candidate provides CV information it may aiternatlveiy occur at the beginning of the registration procedure.

[0048] The information provided by the candidate during the registration procedure is stored in a corresponding candidate record in the database (25). In use the stored database (25) contains structured CV information relating to a plurality of registered candidates. An example of information and data fields contained in a candidate CV database record is outlined in Table 7 below. Candidate CV Record Data

Page 1 - Details tab

Name Required? Description

firstName Yes First name identifier

lastName Yes Surname identifier

mobileNumber Yes Contact detail

email Address Yes Contact detail

username Yes Account user name identifier

password Yes Account password

rightToWork Yes Does the user have the right to work in Australia?

Page 2 - Preferences

jobType Yes Full time, part time, casual, contract, temporary

workTimes Yes User provided preferred start time and finish time

Table, 1 row, 7 columns, day of the week in each column. User workDays Yes

provided days of week they would prefer to work.

preferredSalary Yes Preferred salary

minimumSalary Yes Minimum salary

User provided locations, for example postcodes or suburbs, and locations Yes distances from these locations that they are willing to work.

Multiple location choices allowable.

Page 3 - experience

Note - User can click "add another" to add multiple previous jobs

User provided dates they were employed in a particular position. workFromTo Yes

MM/YYYY format

User provided job title for particular position, e.g. "Photographer" job Title Yes "IT Services Director" etc. System makes suggestions,

encouraging user to select a "best match"

industry Yes Multi-select from standard list of industries.

comments No Free text describing work experience. 200char limit.

Page 4 Courses and qualifications

Note - User can click "add another" to add multiple courses

User provided year they attained qualification. "Leave blank if not yearCompleted Yes

yet completed"

Qualification name, e.g. "Bachelor Degree in Information qualificationName Yes

Technology" "Certificate IV in Animal Husbandry"

institution Yes Name of course provider

comments No Free text describing education experience. 200char limit.

Page 5 - Skills

Note - User can click "add another" to add multiple skills

skill Yes User provided skill such as "C++ programming" "Leadership" "Working in a Team" etc.

skillJustify Yes User justifies their claim to a particular skill. 200char limit.

Table 7: Candidate CV database record information

[0049] The recruiter functions (160) enable recruiters or employers to access the candidate CV information using specially designed search tools that enables accurate and efficient matching of candidates to particular job criteria. The recruiter functions include registration (162) and verification (164) of recruiters/employers so as to minimise bogus creation of employer/recruiter accounts and access to CV search functions.

[0050] The main searching and candidate matching functions include a structured search engine (168) and database system that provides employers/recruiters with search criteria based on the same structure and data sources as that used by candidates for CV creation. The CV search results short-list (170) provides immediate delivery of search criteria refinements into a short-list of candidates that best match the search criteria and subsequent fine-tuning of requirements. Search fine-tuning and short-list dynamic updating (172) is a function that allows the relative importance between various search criteria to be selected and fine-tuned. Once a recruiter/employer has developed the search criteria and candidate short-list, the search can be saved for later use and for the purposes of contacting short-listed candidates (174).

[0051] Figure 10 provides a conceptual representation of the approach to recruitment searching adopted and implemented in embodiments of the present invention. To enable a recruiter to determine the best candidates for a particular job role there are some criteria that are considered mandatory (350) and others that may be adjusted dynamically (360) in order to obtain the desired results. For example, some criteria relating to a particular job role such as the job itself and the job location may be unchangeable, whereas others such as particular qualifications and/or industry experience may be preferred. In the example shown in Figure 10 the salary criterion is shown as a fixed consideration, whereas qualifications are refinable, however for a different job role those criteria may be reversed.

[0052] Figures 1 1 A, B & C illustrate the candidate searching procedure in a linear fashion which doesn't necessarily represent the manner in which a search is conducted in practice, but may be used to introduce the candidate selection criteria generally available to a recruiter according to an embodiment of the invention. The entire field of job seeker candidates represented in the database is indicated at 380, and a series of search features 381-390 are provided to narrow the field to a short-list of most appropriate candidates through a cumulative filtering effect.

[0053] The first search feature shown is the job role selector (381 ). This feature presents the searcher (recruiter) with a selection from amongst the hierarchical government classification of official job titles/roles (e.g. ANZSCO list). Upon selection of a particular job role or position the search system generates a pool of candidates which is a subset of the candidate field having selected the corresponding job role or position as the job they are seeking.

[0054] The location selection feature (382) presents the user with a graphical and text search map selector to enable the recruiter to identify the location of the job on offer. The search system utilises the specified location to calculate which of the candidates include the location within the acceptable geographical boundaries they have recorded in their CV record. Candidates with an acceptable location radius that encompasses the specified job location (in addition to previously specified search criteria) are included in the candidate pool.

[0055] The employment type selector (383) presents the recruiter with options for specifying the type of employment on offer, insofar as whether it is a full-time position, part-time, temporary, etc. The search system queries the selection against work types selected by candidates in the pool constituting the sub-set of the field determined by the previously specified search criteria so as to narrow the pool to include only those with matching employment types.

[0056] The work days/hours selector(s) (384) presents the recruiter with the ability to select the days of the week and/or hours of the day applicable to the job on offer. The search system queries the selection against work days/hours specified by candidates in the pool constituting the sub-set of the field determined by the previously specified search criteria so as to narrow the pool to include only those with matching days/hours of availability.

[0057] At each stage of the search procedure the system displays the number of candidates from the database matching the criteria specified by the recruiter. Using the variable search criteria controls (described below) the recruiter is thus able to refine the search to develop a short-list containing a suitable number of candidates within the range of the parameters specified by the recruiter.

[0058] A job role selection sensitivity control (385) may be used by the recruiter to select a degree of adherence to the specified job role. A variable controller allows the recruiter to select whether the short-list contains only candidates with CVs that specify the same job role as the position to be filled, or whether to include candidates seeking other, related jobs. The closeness of the candidate's job specification and the recruiter's job specification can be determined by their relationship on the hierarchical job role classification system.

[0059] The years of experience control (386) presents the recruiter with a variable controller to set the minimum number of years of experience for candidates to include in the dynamically generated short-list. The salary control (387) presents the recruiter with a variable controller to set the maximum salary available for candidates to be included in the short-list.

[0060] The industry experience controller (388) presents the recruiter with a selection from amongst the hierarchical list of industrial classifications (e.g. ANZSIC), which may include a variable controller for selection of the degree of relativity in the classification system for which candidates can be considered to inclusion in the short-list.

[0061] The qualifications selector provides a different type of dynamic selection to the recruiter. The recruiter is presented with a dynamically generated list of qualifications, with those qualifications represented amongst the candidates on the current short-list highlighted on the list. This enables the recruiter to select from those qualifications that at least one of the short-listed candidates possesses, thereby eliminating a null result where a qualification is selected that has no representation within the current short-list candidate pool. A similar form of selection is provided for skills, projects and achievements (390) wherein a dynamically generated list of skills, projects and achievements for candidates meeting the current short-list parameters is generated for selection by the recruiter. Additionally a variable controller may be provided to the recruiter to adjust the relative importance for a candidate to possess the specified skills, etc. [0062] Figure 12 illustrates an example of the recruiter search interface (400) showing the user interface relating to some of the search features outlined above. At the top of the search interface are user controls and selectors (402) that allow recruiter selection of various generally essential job characteristics such as job role, location, employment type, usual days and hours of work. The central portion (404) of the search interface displays controls and selectors that enable dynamic variation of the candidate search parameters. This includes a slider control (406) enabling the recruiter to specify a number of years of experience that is desired for the job, and a slider control (408) for specifying the annual salary available. The variable controls shown in Figure 12 also include an industry experience selector/controller (410) and a qualifications selector/controller (412). The industry experience selector/controller provides a dropdown menu enabling selection of an applicable industry (for example from the ANZSIC list) and a slider control for varying the relative importance of candidate experience in the specified industry. Similarly, the qualifications selector/controller (410) provides a dropdown menu enabling selection from a list of qualifications relevant to the job on offer. The list of qualifications is dynamically generated to highlight those qualifications that are represented amongst the candidates in the current short-list. A slider control also enables variation of the relative importance the recruiter wishes to place on candidates having the specified qualification(s).

[0063] The bottom section (420) of the search interface displays information about the pool of candidates selected by the search criteria, providing a dynamically updated shortlist of candidates. In Figure 12 the display illustrates 12,485 candidates falling within the specified search parameters, and also displays the names of the five highest ranked candidates. Ranking of the candidates on the short-list may be accomplished by combining the relative measures specified by the variable controllers and, for each candidate on the short-list, generating a normalised ranking score according to how closely the candidate's CV parameters match the criteria specified by the recruiter. Thus, by manipulating the variable controllers on the search interface a recruiter is able to dynamically adjust the candidate short-list both in number and in relative ranking of candidates on the list.

[0064] A flowchart diagram of the candidate searching system is shown in Figure 13, and the relationship of the parameters utilised therein are shown in Figures 14A & B. Application of the procedure is explained through a practical example illustrated in the step-by-step screenshots of the search interface shown in Figures 15 to 24.

[0065] Figure 15 shows the search interface at the first stage of the search procedure. As indicated at the bottom of the search interface, the total field of candidates in the database comprises 1 ,000,023. The first stage involves the selection of a job role using the selector button (501 ) which invokes a selector box (502). The selector box (502) provides the recruiter with the capability of selecting a job role from the ANZSCO hierarchical list. In the example shown the recruiter has selected, using the five-tiered structure, Professionals→ Business, Human Resources and Marketing Professionals→ Accountants, Auditors and Company Secretaries → Accountants → Management Accountants. This selection narrows the pool of potential candidates down to include only those candidates that specify they are looking for a job as a Management Accountant.

[0066] At the next stage shown in Figure 16 the recruiter selects the job location by pressing the job location button (504) which invokes an interactive map selector (506). The recruiter is able to specify the job location by placing a marker on the map or typing an address into the search box (508). Once a job location is specified the pool of potential candidates is narrowed to include only those candidates whose preferred location range includes the job location specified. In the example shown the total field of candidates has been narrowed to a pool of 61 , as indicated at the bottom of the search interface.

[0067] Figure 17 illustrates the selection of job parameters, such as employment type, days and hours of work, using the corresponding selection controls (510). The search interface also has a selector (512) that enables inclusion of international candidates in the search results, and may also allow the search to include candidates who may not have selected the location corresponding to the job as their preferred place of employment, in order to increase the potential candidate pool. Using the controls (510) the recruiter is able to refine the job parameters so that the search results include only candidates who are willing to work the type of employment, the days and hours specified. However, the recruiter may also choose to make these selections "flexible" in order to once again increase the potential candidate pool. [0068] Figure 18 shows the adjustment of two of the variable parameters provided in the search interface, in this case a slider control (514) for selecting the desired number of years of experience, and another slider control (516) for setting the salary level on offer. In this example, the experience variable control has been set to select candidates with at least nine years of experience, and the salary slider is set to select candidates willing to work for $100,000 or less per year. The screenshot shown indicates that, using the parameter values specified, the pool of potential candidates has been narrowed from over 1 million in the total field, down to a short-list of 33.

[0069] Next, it would be possible to specify an industry if the recruiter wanted someone with a specific industry background, however in this example (searching for an accountant) a specific industry background is not a requirement. Instead, Figure 19 shows the recruiter selecting a desired qualification which may be necessary when seeking an accountant. The recruiter may select the qualification from a list provided by the search interface in which qualifications possessed by candidates in the current shortlist are highlighted. An example is shown in Figure 20, where the qualifications relating to accounting are listed and a number of them highlighted to indicate that at least one of the currently short-listed candidates has that qualification. This is a dynamic selection feature designed to reduce the occurrence of null results, where a recruiter specifies a characteristic that is not represented amongst the candidates in question. As shown in the example in Figure 19, 32 of the previously 33 candidates in the pool have the selected qualification.

[0070] The recruiter may now add specifics to the search criteria in order to further narrow down the short-list to locate candidates with appropriate and desirable skills, as shown in Figure 21. In this case the recruiter specifies that the Management Accountant being sought should have experience using specific software such as Microsoft Dynamic AX and SAP ERP. Once again the list presented to the recruiter to select from may have those represented amongst candidates in the pool highlighted to avoid null results. The example as shown has a short-list of 17 candidates that meets the criteria.

[0071] Once a short-list has been generated the recruiter can dynamically refine the list in real-time by adjusting the variable controllers. For example, Figure 22 shows the effect of adjusting the salary modifier control down from $100,000 to $90,000. As shown, the short-list of candidates has been reduced from the previous 17 to 7 potential candidates. Using the controllers the search may in fact be further refined, even down to an exact match for the criteria specified. Figure 23, for example, shows the effect of increasing the experience slide bar from 9 years of experience to 1 1 years of experience. As can be seen this results in a single candidate that meets all of the recruiter's specifications, such as the right salary expectations, the most experience for that salary range, the required skills, projects or achievements, willing to work the required days and times, and willing to work in the required location.

[0072] Moreover, according to the preferred operation of the system, the candidate(s) that are short-listed through the search and refinement procedure is known to be currently looking for a job, since each candidate is required to reconfirm their availability periodically (e.g. every week). Once the recruiter has refined the short-list they can view the CV of each short-listed candidate by pressing the corresponding button (Figure 23). This then displays the CV information for that candidate stored in the database record (Figure 24). At the bottom of each CV the recruiter is able to save a candidate's CV to a contact list for easy reference at a later time, or they can select to "Contact Now" in order to make contact with a potential candidate for the job on offer. Clicking "Contact Now" opens up a contact request dialog (Figure 24) and allows a recruiter to select what type of contact they would like, whether by telephone or face-to-face and what date and time is proposed. The recruiter can choose to include their own specific details in the request or not in order to maintain their own privacy to a degree. On hitting send an email is sent to the potential candidate who can choose to accept, decline or propose a different time/day to the recruiter. On acceptance, an email confirmation is sent along with calendar invites and reminders to ensure the appointments are kept.

[0073] Figure 25 provides an illustration of a contact manager function available to recruiters, which displays candidates located and saved for future reference and includes an indication of whether they have been contacted or not and other status information. Also, a "Search" button allows a recruiter to recreate any search that provided a shortlisted candidate, with all the requirements and refinements that search contained. This is a feature that allows a recruiter to refine a search a little further, to look to see if any new matching candidates have been included in the database since the initial search was done. [0074] While this invention has been described in connection with specific embodiments thereof, it will be understood that it is capable of further modification(s). For example, the invention may also be implemented in fields outside of recruitment where dynamic presentation based on ability to conduct fine tuning of search results across relative data fields is desired (e.g. cars, real estate, dating, etc.) This application is intended to cover any variations uses or adaptations of the invention following in general, the principles of the invention and including such departures from the present disclosure as come within known or customary practice within the art to which the invention pertains and as may be applied to the essential features hereinbefore set forth.

[0075] As the present invention may be embodied in several forms without departing from the spirit of the essential characteristics of the invention, it should be understood that the above described embodiments are not to limit the present invention unless otherwise specified, but rather should be construed broadly within the spirit and scope of the invention as defined in the appended claims. The described embodiments are to be considered in all respects as illustrative only and not restrictive.

The following sections I - VII provide a guide to interpreting the present specification.

I. Terms

[0076] The term "product" means any machine, manufacture and/or composition of matter, unless expressly specified otherwise.

[0077] The term "process" means any process, algorithm, method or the like, unless expressly specified otherwise.

[0078] Each process (whether called a method, algorithm or otherwise) inherently includes one or more steps, and therefore all references to a "step" or "steps" of a process have an inherent antecedent basis in the mere recitation of the term 'process' or a like term. Accordingly, any reference in a claim to a 'step' or 'steps' of a process has sufficient antecedent basis.

[0079] The term "invention" and the like mean "the one or more inventions disclosed in this specification", unless expressly specified otherwise. [0080] The terms "an embodiment", "embodiment", "embodiments", "the embodiment", "the embodiments", "one or more embodiments", "some embodiments", "certain embodiments", "one embodiment", "another embodiment" and the like mean "one or more (but not all) embodiments of the disclosed invention(s)", unless expressly specified otherwise.

[0081] The term "variation" of an invention means an embodiment of the invention, unless expressly specified otherwise.

[0082] A reference to "another embodiment" in describing an embodiment does not imply that the referenced embodiment is mutually exclusive with another embodiment (e.g., an embodiment described before the referenced embodiment), unless expressly specified otherwise.

[0083] The terms "including", "comprising" and variations thereof mean "including but not limited to", unless expressly specified otherwise.

[0084] The terms "a", "an" and "the" mean "one or more", unless expressly specified otherwise.

[0085] The term "plurality" means "two or more", unless expressly specified otherwise.

[0086] The term "herein" means "in the present specification, including anything which may be incorporated by reference", unless expressly specified otherwise.

[0087] The phrase "at least one of", when such phrase modifies a plurality of things (such as an enumerated list of things), means any combination of one or more of those things, unless expressly specified otherwise. For example, the phrase "at least one of a widget, a car and a wheel" means either (i) a widget, (ii) a car, (iii) a wheel, (iv) a widget and a car, (v) a widget and a wheel, (vi) a car and a wheel, or (vii) a widget, a car and a wheel. The phrase "at least one of", when such phrase modifies a plurality of things, does not mean "one of each of" the plurality of things.

[0088] Numerical terms such as "one", "two", etc. when used as cardinal numbers to indicate quantity of something (e.g., one widget, two widgets), mean the quantity indicated by that numerical term, but do not mean at least the quantity indicated by that numerical term. For example, the phrase "one widget" does not mean "at least one widget", and therefore the phrase "one widget" does not cover, e.g., two widgets.

[0089] The phrase "based on" does not mean "based only on", unless expressly specified otherwise. In other words, the phrase "based on" describes both "based only on" and "based at least on". The phrase "based at least on" is equivalent to the phrase "based at least in part on".

[0090] The term "represent" and like terms are not exclusive, unless expressly specified otherwise. For example, the term "represents" do not mean "represents only", unless expressly specified otherwise. In other words, the phrase "the data represents a credit card number" describes both "the data represents only a credit card number" and "the data represents a credit card number and the data also represents something else".

[0091] The term "whereby" is used herein only to precede a clause or other set of words that express only the intended result, objective or consequence of something that is previously and explicitly recited. Thus, when the term "whereby" is used in a claim, the clause or other words that the term "whereby" modifies do not establish specific further limitations of the claim or otherwise restricts the meaning or scope of the claim.

[0092] The term "e.g." and like terms mean "for example", and thus does not limit the term or phrase it explains. For example, in the sentence "the computer sends data (e.g., instructions, a data structure) over the Internet", the term "e.g." explains that "instructions" are an example of "data" that the computer may send over the Internet, and also explains that "a data structure" is an example of "data" that the computer may send over the Internet. However, both "instructions" and "a data structure" are merely examples of "data", and other things besides "instructions" and "a data structure" can be "data".

[0093] The term "i.e." and like terms mean "that is", and thus limits the term or phrase it explains. For example, in the sentence "the computer sends data (i.e., instructions) over the Internet", the term "i.e." explains that "instructions" are the "data" that the computer sends over the Internet.

[0094] Any given numerical range shall include whole and fractions of numbers within the range. For example, the range "1 to 10" shall be interpreted to specifically include whole numbers between 1 and 10 (e.g., 2, 3, 4, . . . 9) and non-whole numbers (e.g., 1.1 ,

I .2, . . . 1.9).

II. Determining

[0095] The term "determining" and grammatical variants thereof (e.g., to determine a price, determining a value, determine an object which meets a certain criterion) is used in an extremely broad sense. The term "determining" encompasses a wide variety of actions and therefore "determining" can include calculating, computing, processing, deriving, investigating, looking up (e.g., looking up in a table, a database or another data structure), ascertaining and the like. Also, "determining" can include receiving (e.g., receiving information), accessing (e.g., accessing data in a memory) and the like. Also, "determining" can include resolving, selecting, choosing, establishing, and the like.

[0096] The term "determining" does not imply certainty or absolute precision, and therefore "determining" can include estimating, extrapolating, predicting, guessing and the like.

[0097] The term "determining" does not imply that mathematical processing must be performed, and does not imply that numerical methods must be used, and does not imply that an algorithm or process is used.

[0098] The term "determining" does not imply that any particular device must be used. For example, a computer need not necessarily perform the determining.

III. Indication

[0099] The term "indication" is used in an extremely broad sense. The term "indication" may, among other things, encompass a sign, symptom, or token of something else.

[00100] The term "indication" may be used to refer to any indicia and/or other information indicative of or associated with a subject, item, entity, and/or other object and/or idea.

[00101] As used herein, the phrases "information indicative of and "indicia" may be used to refer to any information that represents, describes, and/or is otherwise associated with a related entity, subject, or object. [00102] Indicia of information may include, for example, a code, a reference, a link, a signal, an identifier, and/or any combination thereof and/or any other informative representation associated with the information.

[00103] In some embodiments, indicia of information (or indicative of the information) may be or include the information itself and/or any portion or component of the information. In some embodiments, an indication may include a request, a solicitation, a broadcast, and/or any other form of information gathering and/or dissemination.

IV. Forms of Sentences

[00104] Where a limitation of a first claim would cover one of a feature as well as more than one of a feature (e.g., a limitation such as "at least one widget" covers one widget as well as more than one widget), and where in a second claim that depends on the first claim, the second claim uses a definite article "the" to refer to the limitation (e.g., "the widget"), this does not imply that the first claim covers only one of the feature, and this does not imply that the second claim covers only one of the feature (e.g., "the widget" can cover both one widget and more than one widget).

[00105] When an ordinal number (such as "first", "second", "third" and so on) is used as an adjective before a term, that ordinal number is used (unless expressly specified otherwise) merely to indicate a particular feature, such as to distinguish that particular feature from another feature that is described by the same term or by a similar term. For example, a "first widget" may be so named merely to distinguish it from, e.g., a "second widget". Thus, the mere usage of the ordinal numbers "first" and "second" before the term "widget" does not indicate any other relationship between the two widgets, and likewise does not indicate any other characteristics of either or both widgets. For example, the mere usage of the ordinal numbers "first" and "second" before the term "widget" (1 ) does not indicate that either widget comes before or after any other in order or location; (2) does not indicate that either widget occurs or acts before or after any other in time; and (3) does not indicate that either widget ranks above or below any other, as in importance or quality. In addition, the mere usage of ordinal numbers does not define a numerical limit to the features identified with the ordinal numbers. For example, the mere usage of the ordinal numbers "first" and "second" before the term "widget" does not indicate that there must be no more than two widgets. [00106] When a single device or article is described herein, more than one device/article (whether or not they cooperate) may alternatively be used in place of the single device/article that is described. Accordingly, the functionality that is described as being possessed by a device may alternatively be possessed by more than one device/article (whether or not they cooperate).

[00107] Similarly, where more than one device or article is described herein (whether or not they cooperate), a single device/article may alternatively be used in place of the more than one device or article that is described. For example, a plurality of computer- based devices may be substituted with a single computer-based device. Accordingly, the various functionality that is described as being possessed by more than one device or article may alternatively be possessed by a single device/article.

[00108] The functionality and/or the features of a single device that is described may be alternatively embodied by one or more other devices which are described but are not explicitly described as having such functionality/features. Thus, other embodiments need not include the described device itself, but rather can include the one or more other devices which would, in those other embodiments, have such functionality/features.

V. Disclosed Examples and Terminology Are Not Limiting

[00109] Neither the Title nor the Abstract in this specification is intended to be taken as limiting in any way as the scope of the disclosed invention(s). The title and headings of sections provided in the specification are for convenience only, and are not to be taken as limiting the disclosure in any way.

[001 10] Numerous embodiments are described in the present application, and are presented for illustrative purposes only. The described embodiments are not, and are not intended to be, limiting in any sense. The presently disclosed invention(s) are widely applicable to numerous embodiments, as is readily apparent from the disclosure. One of ordinary skill in the art will recognize that the disclosed invention(s) may be practiced with various modifications and alterations, such as structural, logical, software, and electrical modifications. Although particular features of the disclosed invention(s) may be described with reference to one or more particular embodiments and/or drawings, it should be understood that such features are not limited to usage in the one or more particular embodiments or drawings with reference to which they are described, unless expressly specified otherwise.

[001 1 1] The present disclosure is not a literal description of all embodiments of the invention(s). Also, the present disclosure is not a listing of features of the invention(s) which must be present in all embodiments.

[001 12] Devices that are described as in communication with each other need not be in continuous communication with each other, unless expressly specified otherwise. On the contrary, such devices need only transmit to each other as necessary or desirable, and may actually refrain from exchanging data most of the time. For example, a machine in communication with another machine via the Internet may not transmit data to the other machine for long period of time (e.g. weeks at a time). In addition, devices that are in communication with each other may communicate directly or indirectly through one or more intermediaries.

[001 13] A description of an embodiment with several components or features does not imply that all or even any of such components/features are required. On the contrary, a variety of optional components are described to illustrate the wide variety of possible embodiments of the present invention(s). Unless otherwise specified explicitly, no component/feature is essential or required.

[001 14] Although process steps, algorithms or the like may be described in a particular sequential order, such processes may be configured to work in different orders. In other words, any sequence or order of steps that may be explicitly described does not necessarily indicate a requirement that the steps be performed in that order. The steps of processes described herein may be performed in any order practical. Further, some steps may be performed simultaneously despite being described or implied as occurring non-simultaneously (e.g., because one step is described after the other step). Moreover, the illustration of a process by its depiction in a drawing does not imply that the illustrated process is exclusive of other variations and modifications thereto, does not imply that the illustrated process or any of its steps are necessary to the invention(s), and does not imply that the illustrated process is preferred.

[001 15] Although a process may be described as including a plurality of steps, that does not imply that all or any of the steps are preferred, essential or required. Various other embodiments within the scope of the described invention(s) include other processes that omit some or all of the described steps. Unless otherwise specified explicitly, no step is essential or required.

[001 16] Although a process may be described singly or without reference to other products or methods, in an embodiment the process may interact with other products or methods. For example, such interaction may include linking one business model to another business model. Such interaction may be provided to enhance the flexibility or desirability of the process.

[001 17] Although a product may be described as including a plurality of components, aspects, qualities, characteristics and/or features, that does not indicate that any or all of the plurality are preferred, essential or required. Various other embodiments within the scope of the described invention(s) include other products that omit some or all of the described plurality.

[001 18] An enumerated list of items (which may or may not be numbered) does not imply that any or all of the items are mutually exclusive, unless expressly specified otherwise. Likewise, an enumerated list of items (which may or may not be numbered) does not imply that any or all of the items are comprehensive of any category, unless expressly specified otherwise. For example, the enumerated list "a computer, a laptop, a PDA" does not imply that any or all of the three items of that list are mutually exclusive and does not imply that any or all of the three items of that list are comprehensive of any category.

[001 19] An enumerated list of items (which may or may not be numbered) does not imply that any or all of the items are equivalent to each other or readily substituted for each other.

[00120] All embodiments are illustrative, and do not imply that the invention or any embodiments were made or performed, as the case may be.

VI. Computing

[00121] It will be readily apparent to one of ordinary skill in the art that the various processes described herein may be implemented by, e.g., appropriately programmed general purpose computers, special purpose computers and computing devices. Typically a processor (e.g., one or more microprocessors, one or more microcontrollers, one or more digital signal processors) will receive instructions (e.g., from a memory or like device), and execute those instructions, thereby performing one or more processes defined by those instructions.

[00122] A "processor" means one or more microprocessors, central processing units (CPUs), computing devices, microcontrollers, digital signal processors, or like devices or any combination thereof.

[00123] Thus a description of a process is likewise a description of an apparatus for performing the process. The apparatus that performs the process can include, e.g., a processor and those input devices and output devices that are appropriate to perform the process.

[00124] Further, programs that implement such methods (as well as other types of data) may be stored and transmitted using a variety of media (e.g., computer readable media) in a number of manners. In some embodiments, hard-wired circuitry or custom hardware may be used in place of, or in combination with, some or all of the software instructions that can implement the processes of various embodiments. Thus, various combinations of hardware and software may be used instead of software only.

[00125] The term "computer-readable medium" refers to any medium, a plurality of the same, or a combination of different media, that participate in providing data (e.g., instructions, data structures) which may be read by a computer, a processor or a like device. Such a medium may take many forms, including but not limited to, non-volatile media, volatile media, and transmission media. Non-volatile media include, for example, optical or magnetic disks and other persistent memory. Volatile media include dynamic random access memory (DRAM), which typically constitutes the main memory. Transmission media include coaxial cables, copper wire and fibre optics, including the wires that comprise a system bus coupled to the processor. Transmission media may include or convey acoustic waves, light waves and electromagnetic emissions, such as those generated during radio frequency (RF) and infrared (IR) data communications. Common forms of computer-readable media include, for example, a floppy disk, a flexible disk, hard disk, magnetic tape, any other magnetic medium, a CD-ROM, DVD, any other optical medium, punch cards, paper tape, any other physical medium with patterns of holes, a RAM, a PROM, an EPROM, a FLASH-EEPROM, any other memory chip or cartridge, a carrier wave as described hereinafter, or any other medium from which a computer can read.

[00126] Various forms of computer readable media may be involved in carrying data (e.g. sequences of instructions) to a processor. For example, data may be (i) delivered from RAM to a processor; (ii) carried over a wireless transmission medium; (iii) formatted and/or transmitted according to numerous formats, standards or protocols, such as Ethernet (or IEEE 802.3), SAP, ATP, Bluetooth™, and TCP/IP, TDMA, CDMA, and 3G; and/or (iv) encrypted to ensure privacy or prevent fraud in any of a variety of ways well known in the art.

[00127] Thus a description of a process is likewise a description of a computer- readable medium storing a program for performing the process. The computer-readable medium can store (in any appropriate format) those program elements which are appropriate to perform the method.

[00128] Just as the description of various steps in a process does not indicate that all the described steps are required, embodiments of an apparatus include a computer/computing device operable to perform some (but not necessarily all) of the described process.

[00129] Likewise, just as the description of various steps in a process does not indicate that all the described steps are required, embodiments of a computer-readable medium storing a program or data structure include a computer-readable medium storing a program that, when executed, can cause a processor to perform some (but not necessarily all) of the described process.

[00130] Where databases are described, it will be understood by one of ordinary skill in the art that (i) alternative database structures to those described may be readily employed, and (ii) other memory structures besides databases may be readily employed. Any illustrations or descriptions of any sample databases presented herein are illustrative arrangements for stored representations of information. Any number of other arrangements may be employed besides those suggested by, e.g., tables illustrated in drawings or elsewhere. Similarly, any illustrated entries of the databases represent exemplary information only; one of ordinary skill in the art will understand that the number and content of the entries can be different from those described herein. Further, despite any depiction of the databases as tables, other formats (including relational databases, object-based models and/or distributed databases) could be used to store and manipulate the data types described herein. Likewise, object methods or behaviours of a database can be used to implement various processes, such as the described herein. In addition, the databases may, in a known manner, be stored locally or remotely from a device which accesses data in such a database.

[00131] Various embodiments can be configured to work in a network environment including a computer that is in communication (e.g., via a communications network) with one or more devices. The computer may communicate with the devices directly or indirectly, via any wired or wireless medium (e.g. the Internet, LAN, WAN or Ethernet, Token Ring, a telephone line, a cable line, a radio channel, an optical communications line, commercial on-line service providers, bulletin board systems, a satellite communications link, a combination of any of the above). Each of the devices may themselves comprise computers or other computing devices that are adapted to communicate with the computer. Any number and type of devices may be in communication with the computer.

[00132] In an embodiment, a server computer or centralized authority may not be necessary or desirable. For example, the present invention may, in an embodiment, be practiced on one or more devices without a central authority. In such an embodiment, any functions described herein as performed by the server computer or data described as stored on the server computer may instead be performed by or stored on one or more such devices.

[00133] Where a process is described, in an embodiment the process may operate without any user intervention. In another embodiment, the process includes some human intervention (e.g., a step is performed by or with the assistance of a human).

VII. 35 U.S.C. §112, Paragraph 6

[00134] In a claim, a limitation of the claim which includes the phrase "means for" or the phrase "step for" means that 35 U.S.C. §1 12, paragraph 6, applies to that limitation.

[00135] In a claim, a limitation of the claim which does not include the phrase "means for" or the phrase "step for" means that 35 U.S.C. §1 12, paragraph 6 does not apply to that limitation, regardless of whether that limitation recites a function without recitation of structure, material or acts for performing that function. For example, in a claim, the mere use of the phrase "step of" or the phrase "steps of in referring to one or more steps of the claim or of another claim does not mean that 35 U.S.C. §112, paragraph 6, applies to that step(s).

[00136] With respect to a means or a step for performing a specified function in accordance with 35 U.S.C. §112, paragraph 6, the corresponding structure, material or acts described in the specification, and equivalents thereof, may perform additional functions as well as the specified function.

[00137] Computers, processors, computing devices and like products are structures that can perform a wide variety of functions. Such products can be operable to perform a specified function by executing one or more programs, such as a program stored in a memory device of that product or in a memory device which that product accesses. Unless expressly specified otherwise, such a program need not be based on any particular algorithm, such as any particular algorithm that might be disclosed in the present application. It is well known to one of ordinary skill in the art that a specified function may be implemented via different algorithms, and any of a number of different algorithms would be a mere design choice for carrying out the specified function.

[00138] Therefore, with respect to a means or a step for performing a specified function in accordance with 35 U.S.C. §1 12, paragraph 6, structure corresponding to a specified function includes any product programmed to perform the specified function. Such structure includes programmed products which perform the function, regardless of whether such product is programmed with (i) a disclosed algorithm for performing the function, (ii) an algorithm that is similar to a disclosed algorithm, or (iii) a different algorithm for performing the function.

[00139] "Comprises/comprising" and "includes/including" when used in this specification is taken to specify the presence of stated features, integers, steps or components but does not preclude the presence or addition of one or more other features, integers, steps, components or groups thereof. Thus, unless the context clearly requires otherwise, throughout the description and the claims, the words 'comprise', 'comprising', 'includes', 'including' and the like are to be construed in an inclusive sense as opposed to an exclusive or exhaustive sense; that is to say, in the sense of "including, but not limited to".

Claims

1 . A computer implemented method for dynamically identifying candidates for recruitment, comprising:

2. A computer implemented method as claimed in claim 1 , wherein the at least one mandatory parameter value includes a job role selected from a hierarchical classification structure.

3. A computer implemented method as claimed in claim 2, wherein the at least one mandatory parameter value includes one or more of a job location, employment type, usual days of work and/or usual hours of work.

4. A computer implemented method as claimed in claim 1 , wherein the at least one variable parameter values include one or more of a salary specification, a years of experience specification, an industry experience specification, a qualifications specification and/or specification of skills, projects or achievements.

5. A computer implemented method as claimed in claim 4, wherein selection of variable parameter values is enabled by a selectable list highlighting those parameter values represented by candidates in the database that also match the at least one mandatory parameter value.

6. A computer implemented method as claimed in claim 1 , including providing a candidate registration interface by means of which candidates provide characteristics and preference parameters according to a predefined structure for storage in the candidate database.

7. A computer implemented method as claimed in claim 6, including periodically issuing a currency verification message to each candidate in the candidate database, and removing those candidates from the database that do not confirm currency.

8. A method for selecting employment candidates, comprising:

providing a search interface that includes:

a plurality of mandatory parameter selectors;

a plurality of variable parameter controllers; and

a candidate short-list indicator display;

the method including:

specifying one or more mandatory parameters using the mandatory parameter selectors and generating a candidate pool comprising candidates represented in the database having the specified one or more mandatory parameters contained in their database record;

ranking the candidates represented in the short-list according to a measure of difference between the one or more specified variable parameters and each shortlisted candidate characteristics and/or preference data;

10. A method for selecting employment candidates, comprising: providing a candidate registration interface by means of which candidates provide characteristics and preference parameters, according to a predefined structure;

storing a plurality of candidate records in a candidate database, each candidate record including the structured characteristics and preference parameters; providing a search interface that includes:

a plurality of mandatory parameter selectors;

a plurality of variable parameter controllers; and

a candidate short-list indicator display;

the method including:

specifying one or more mandatory parameters using the mandatory

parameter selectors and generating a candidate pool comprising candidates represented in the database having the specified one or more mandatory parameters contained in their database record;

ranking the candidates represented in the short-list according to a measure of difference between the one or more specified variable parameters and each shortlisted candidate characteristics and/or preference data; and

1 1 . A method as claimed in claim 9 or 10, wherein the at least one mandatory parameter includes a job role selected from a hierarchical classification structure.

12. A method as claimed in claim 1 1 , wherein the at least one mandatory parameter includes one or more of a job location, employment type, usual days of work and/or usual hours of work.

13. A method as claimed in claim 9 or 10, wherein the at least one variable parameter includes one or more of a salary specification, a years of experience specification, an industry experience specification, a qualifications specification and/or specification of skills, projects or achievements.

14. A method as claimed in claim 13, wherein selection of the at least one variable parameter is enabled by a selectable list highlighting those parameter values represented by candidates in the database that also match the at least one mandatory parameter.

15. A computer implemented system for dynamically identifying candidates for recruitment, comprising:

a plurality of mandatory parameter selectors;

a plurality of variable parameter controllers; and

a candidate short-list indicator display;

the recruiter search module being effective to:

receive user input specifying one or more mandatory parameters using the mandatory parameter selectors and generate a candidate pool comprising

candidates represented in the database having the specified one or more mandatory parameters contained in their database record;

receive user input specifying one or more variable parameters by adjusting the variable parameter controllers and generate a short-list of candidates comprising a sub-set of those candidates from the candidate pool with characteristics and/or preference data within the scope of the specified one or more variable parameters; determine a ranking of candidates represented in the short-list according to a measure of difference between the one or more specified variable parameters and each short-listed candidate characteristics and/or preference parameters; and

16. A computer implemented system as claimed in claim 15, including a candidate currency verification and confirmation module executing in memory of a computer and in communication with the candidate database and being effective to periodically issue a currency verification message to each candidate in the candidate database, and remove those candidates from the database that do not confirm currency.

17. A computer apparatus adapted to dynamically identify candidates for recruitment, said apparatus comprising:

processor means adapted to operate in accordance with a predetermined instruction set,

said apparatus, in conjunction with said instruction set, being adapted to perform one or a combination of the method steps as claimed in any one of claims 1 to 14.

18. A computer program product comprising:

a computer usable medium having computer readable program code and computer readable system code embodied on said medium for dynamically identifying candidates for recruitment within a data processing system, said computer program product comprising:

computer readable code within said computer usable medium for performing one or a combination of the method steps as claimed in any one of claims 1 to 14.

19. A method, protocol or process as herein described.

20. A system, apparatus, device or component as herein described.