WO2016005913A1

WO2016005913A1 - Methods and systems for career analysis and profiling

Info

Publication number: WO2016005913A1
Application number: PCT/IB2015/055160
Authority: WO
Inventors: Sanjay Mukund SAWANT
Original assignee: Sawant Sanjay Mukund
Priority date: 2014-07-09
Filing date: 2015-07-08
Publication date: 2016-01-14

Abstract

Methods and systems for career analysis and profiling to achieve a perfect job match and improve work efficiency involves creating an individual's trait profile based on responses to questions. Job trait profiles for various jobs are then compared with the individual's trait profile to determine the extent to which each job trait profile matches with the individual's trait profile. A job is eliminated from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait is not being met by the individual's trait profile. Jobs whose job trait profiles have the closest match to the individual's trait profile are then ranked or selected.

Description

METHODS AND SYSTEMS FOR CAREER ANALYSIS AND PROFILING

TECHNICAL FIELD

[0001] The present disclosure relates to the field of career analysis and profiling. More particularly, the present disclosure relates to methods and systems for matching one or more jobs to an individual by correlating job trait profiles with an individual's trait profile.

BACKGROUND

[0002] Background description includes information that may be useful in understanding the present invention. It is not an admission that any of the information provided herein is prior art or relevant to the presently claimed invention, or that any publication specifically or implicitly referenced is prior art.

[0003] Globally, the prevalent practice for individuals is to focus on education and get one or more qualifications, and then, once it is completed, the individuals try to find a career path that matchesthe education/qualifications and hope to get a job that can make them successful, as a result of which many of them get stuck in jobs or career paths that they do not like or do not find suitable due to the fact that these jobs/ careers are not matched to their inherent and unique core strengths, interests, abilities, temperament, skills, aptitude and personality. Guiding people on the appropriate jobs or career paths that they could pursue based on their individual traits is a challenging task. Counsellors often counsel people on these aspects without any proper tool or clarity and there is a lot of subjectivity in the process as education guidance is treated as a business rather than an impartial service.

[0004] Even existing systems in place for mapping qualifications with possible jobs are not accurate and/or are subjective, or take into consideration a limited number of parameters that are based largely on educational qualifications of the users, and therefore do not account for additional physiological, behavioral, and demographic parameters of the users; making the existing systems and solutions non-reliable.

[0005] There is therefore a need in the art for systems and methods for overcoming above-mentioned disadvantages, and enabling accurate assessment of a user in terms of multiple psychological, behavioral, educational, and demographic parameters, and propose career paths/job based on such parameters.

[0006] All publications herein are incorporated by reference to the same extent as if each individual publication or patent application were specifically and individually indicated to be incorporated by reference. Where a definition or use of a term in an incorporated reference is inconsistent or contrary to the definition of that term provided herein, the definition of that term provided herein applies and the definition of that term in the reference does not apply.

[0007] In some embodiments, the numbers expressing quantities of ingredients, properties such as concentration, reaction conditions, and so forth, used to describe and claim certain embodiments of the invention are to be understood as being modified in some instances by the term "about." Accordingly, in some embodiments, the numerical parameters set forth in the written description and attached claims are approximations that can vary depending upon the desired properties sought to be obtained by a particular embodiment. In some embodiments, the numerical parameters should be construed in light of the number of reported significant digits and by applying ordinary rounding techniques. Notwithstanding that the numerical ranges and parameters setting forth the broad scope of some embodiments of the invention are approximations, the numerical values set forth in the specific examples are reported as precisely as practicable. The numerical values presented in some embodiments of the invention may contain certain errors necessarily resulting from the standard deviation found in their respective testing measurements.

[0008] As used in the description herein and throughout the claims that follow, the meaning of "a," "an," and "the" includes plural reference unless the context clearly dictates otherwise. Also, as used in the description herein, the meaning of "in" includes "in" and "on" unless the context clearly dictates otherwise.

[0009] The recitation of ranges of values herein is merely intended to serve as a shorthand method of referring individually to each separate value falling within the range. Unless otherwise indicated herein, each individual value is incorporated into the specification as if it were individually recited herein. All methods described herein can be performed in any suitable order unless otherwise indicated herein or otherwise clearly contradicted by context. The use of any and all examples, or exemplary language (e.g. "such as") provided with respect to certain embodiments herein is intended merely to better illuminate the invention and does not pose a limitation on the scope of the invention otherwise claimed. No language in the specification should be construed as indicating any non-claimed element essential to the practice of the invention.

OBJECTS OF THE INVENTION

[00010] It is an object of the present disclosure to provide a system and method thereof that enables creation of an individual's trait profile, and matching of the individual's trait profile with a plurality of job trait profiles to determine/rank suitable job trait profile(s) that match with and/or are above a defined threshold with respect to the individual's trait profile.

[00011] It is an object of the present disclosure to provide a system and method thereof that enables generation of the individual's trait profile based on a questionnaire having a plurality of questions, answers to which can be used to generate the individual's trait profile.

[00012] It is an object of the present disclosure to provide a system and method thereof that enables ranking of one or more jobs/career paths for an individual based on matching of the individual's trait profile with a plurality of job trait profiles.

[00013] Various objects, features, aspects and advantages of the present invention will become more apparent from the detailed description of the invention herein below along with the accompanying drawing figures in which like numerals represent like components.

SUMMARY OF THE INVENTION

[00014] The present disclosure relates to the field of career analysis and profiling. More particularly, the present disclosure relates to methods and systems for matching one or more jobs to an individual by correlating job trait profiles with an individual's trait profile.

[00015] In an aspect, the present disclosure relates to a system that is configured for career analysis and profiling and includes a processor and a memory that is operatively coupled with the processor and is configured to store and enable implementation of a creator module that is configured to create an individual's trait profile, wherein the individual's trait profile can include a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, and wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual.

[00016] System of the present disclosure can further include a comparator module that is configured to compare the individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile. System of the present disclosure can further include an eliminator module that is configured to eliminate a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile. System of the present disclosure can further include a selector module that is configured to rank and/or select one or more jobs whose job trait profiles,with respect to the individual's trait profile,have a matching threshold of greater than a defined threshold value.

[00017] In another aspect, the plurality of traits can be evaluated based on one or a combination of individual's interests, IQ, EQ, personality attributes, behavioral attributes, reaction patterns, attitude, problem-solving approach, aptitude, working skills, response time, logic ability, temperament, machine skills, data skills, working attributes, and vocational attributes.

[00018] In another aspect, evaluation of one or more of the plurality of traits of an individual can be done based on the individual's responses to the plurality of questions relating to the one or more of the plurality of traits, wherein the responses can include spontaneous responses and/or responses given after due consideration. In another aspect, each trait in the individual's trait profile has a weight associated thereto to indicate importance of the respective trait.

[00019] In yet another aspect, individual's trait profile has a value that can be computed based on any of weighted values for each trait in the individual's trait profile, or average of the values of each trait in the individual's trait profile, or computational processing of the values for each trait in the individual's trait profile.

[00020] In an aspect, each job trait profile can include one or more traits, wherein each trait of the one or more traits can be weighted based on its relevancy for the respective job. In another aspect, each job trait profile can include one or more traits, wherein each trait of the one or more traits has a value or a range associated thereto based on the job. In yet another aspect, each job trait profile can include one or more traits, wherein each trait can be associated with a relevancy code indicative of its importance for the respective job.

[00021] The present disclosure further provides a method for career analysis and profiling, wherein the method can include the step of creating, at a first computing device, an individual's trait profile, wherein the individual's trait profile comprises a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual. The method can further include the step of comparing, at a second computing device, the individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile, and eliminating, at the second computing device, a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile. The method can further include the step of ranking and/or selecting, at the second computing device, one or more jobs whose job trait profiles, with respect to the individual's trait profile, have a matching threshold of greater than a defined threshold value.

[00022] Various objects, features, aspects and advantages of the inventive subject matter will become more apparent from the following detailed description of preferred

embodiments, along with the accompanying drawing figures in which like numerals represent like components.

BRIEF DESCRIPTION OF THE DRAWINGS

[00023] The accompanying drawings are included to provide a further understanding of the present disclosure, and are incorporated in and constitute a part of this specification. The drawings illustrate exemplary embodiments of the present disclosure and, together with the description, serve to explain the principles of the present disclosure.

[00024] FIG. 1 illustrates an exemplary illustration showing generation of an individual's trait profile in accordance with an embodiment of the present disclosure.

[00025] FIG. 2 illustrates an exemplary architecture showing comparison of individual's trait profile with a plurality of job trait profiles of respective jobs in order to rank/select an appropriate job for the individual in accordance with an embodiment of the present disclosure.

[00026] FIG. 3 illustrates exemplary functional modules of the proposed career analysis and profiling system in accordance with an embodiment of the present disclosure.

[00027] FIG. 4 illustrates an exemplary flow diagram of the proposed career analysis and profiling system in accordance with an embodiment of the present disclosure.

DETAILED DESCRIPTION

[00028] Unless the context requires otherwise, throughout the specification and claims which follow, the word "comprise" and variations thereof, such as, "comprises" and "comprising" are to be construed in an open, inclusive sense that is as "including, but not limited to." [00029] Reference throughout this specification to "one embodiment" or "an embodiment" means that a particular feature, structure or characteristic described in connection with the embodiment is included in at least one embodiment. Thus, the appearances of the phrases "in one embodiment" or "in an embodiment" in various places throughout this specification are not necessarily all referring to the same embodiment. Furthermore, the particular features, structures, or characteristics may be combined in any suitable manner in one or more embodiments.

[00030] As used in this specification and the appended claims, the singular forms "a," "an," and "the" include plural referents unless the content clearly dictates otherwise. It should also be noted that the term "or" is generally employed in its sense including "and/or" unless the content clearly dictates otherwise.

[00031] The headings and abstract of the disclosure provided herein are for convenience only and do not interpret the scope or meaning of the embodiments.

[00032] Reference will now be made in detail to the exemplary embodiments of the present disclosure, examples of which are illustrated in the accompanying drawings. Wherever possible, the same reference numbers are used in the drawings and the description to refer to the same or like parts.

[00033] The following discussion provides many example embodiments of the inventive subject matter. Although each embodiment represents a single combination of inventive elements, the inventive subject matter is considered to include all possible combinations of the disclosed elements. Thus if one embodiment comprises elements A, B, and C, and a second embodiment comprises elements B and D, then the inventive subject matter is also considered to include other remaining combinations of A, B, C, or D, even if not explicitly disclosed.

[00034] The present disclosure relates to the field of career analysis and profiling. More particularly, the present disclosure relates to methods and systems for matching one or more jobs to an individual by correlating job trait profiles with an individual's trait profile.

[00035] In an aspect, the present disclosure relates to a system that is configured for career analysis and profiling and includes a processor and a memory that is operatively coupled with the processor and is configured to store and enable implementation of a creator module that is configured to create an individual's trait profile, wherein the individual's trait profile can include a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, and wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual.

[00036] System of the present disclosure can further include a comparator module that is configured to comparethe individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile. System of the present disclosure can further include an eliminator module that is configured to eliminate a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile. System of the present disclosure can further include a selector module that is configured to rank and/or select one or more jobs whose job trait profiles,with respect to the individual's trait profile,have a matching threshold of greater than a defined threshold value.

[00037] In another aspect, the plurality of traits can be evaluated based on one or a combination of individual's interests, IQ, EQ, personality attributes, behavioral attributes, reaction patterns, attitude, problem-solving approach, aptitude, working skills, response time, logic ability, temperament, machine skills, data skills, working attributes, and vocational attributes.

[00038] In another aspect, evaluation of one or more of the plurality of traits of an individual can be done based on the individual's responses to the plurality of questions relating to the one or more of the plurality of traits, wherein the responses can include spontaneous responses and/or responses given after due consideration. In another aspect, each trait in the individual's trait profile has a weight associated thereto to indicate importance of the respective trait.

[00039] In yet another aspect, individual's trait profile has a value that can be computed based on any of weighted values for each trait in the individual's trait profile, or average of the values of each trait in the individual's trait profile, or computational processing of the values for each trait in the individual's trait profile.

[00040] In an aspect, each job trait profile can include one or more traits, wherein each trait of the one or more traits can be weighted based on its relevancy for the respective job. In another aspect, each job trait profile can include one or more traits, wherein each trait of the one or more traits has a value or a range associated thereto based on the job. In yet another aspect, each job trait profile can include one or more traits, wherein each trait can be associated with a relevancy code indicative of its importance for the respective job.

[00041] The present disclosure further provides a method for career analysis and profiling, wherein the method can include the step of creating, at a first computing device, an individual's trait profile, wherein the individual's trait profile comprises a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual. The method can further include the step of comparing, at a second computing device, the individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile, and eliminating, at the second computing device, a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile. The method can further include the step of ranking and/or selecting, at the second computing device, one or more jobs whose job trait profiles, with respect to the individual's trait profile, have a matching threshold of greater than a defined threshold value.

[00042] The method and system for matching jobs to an individual in accordance with the present disclosure will now be described with reference to non-limiting exemplary embodiments. The exemplary embodiments are explained particularly with reference to an exemplary Career Analysis and Profiling (CAP) system.

[00043] The expression 'machine readable media' used hereinafter in the specification refers to RAM, ROM, EPROM, EEPROM, CD-ROM or other optical disk storage, magnetic disk storage or other magnetic storage devices, or any other medium which can be used to carry or store desired program code in the form of machine-executable instructions or data structures and which can be accessed by a general purpose or special purpose computer or other machine with a processor.

[00044] The expression 'computer program product' is defined as a manufactured product embodied in a machine readable medium as defined herein above.

[00045] In the present disclosure the terms 'job' and 'career' may be used interchangeably. [00046] FIG. 1 illustrates an exemplary illustration 100 showing generation of an individual's trait profile in accordance with an embodiment of the present disclosure. One should appreciate that the proposed system architecture 100 is completely exemplary in nature, and any other architecture can be configured in accordance with embodiments of the present disclosure, all of which would be well within the scope of the present invention.As shown, the system can include a user/individual 102, who, through a computing device 104 and a network 106, for instance, can be operative ly coupled with a trait profile determination engine 108, wherein the trait profile determination engine 108 can be operatively coupled with a trait questionnaire database 110 that enables the engine 108 to pull out one or more questions from the database 110 and ask the same to the individual 102 in order to compute the individual's trait profile. Answers to the questions, in an exemplary implementation, can be associated with a trait value for the individual 102 in context, based on which a table such as 112 can be generated to indicate the traits that have been evaluated along with the score/value of each trait for the individual 102. Any subjective remarks can also be associated with the individual 102 for one or more traits.

[00047] In an exemplary implementation, the trait questionnaire database 110 can include objective/subjective questions relating to one or a combination of individual's interest, aptitude, work skills, social skills, math skills, language skills, reasoning skills, social priorities, personality, IQ, EQ, attitude, logic ability, temperament, machine skills, behavioral patterns, psychological patterns, data skills or any other characteristic which may be relevant in selecting the jobs that may be suitable for the individual. In another exemplary implementation, at least one of the plurality of questions relates to situations or subjects to which the individual has to respond based on his/her immediate subconscious response or based on careful thought and consideration. For instance, few of the questions can test the patience of the individual 102, or IQ of the user, based on which a score/grade/value can be associated with the trait. One should appreciate that each trait such as IQ can be tested based on multiple questions. At the same time, one question can also be indicative of multiple traits. Any implementation of the questions is therefore completely within the scope of the present disclosure.

[00048] In an embodiment of the present disclosure, individual's responses to the plurality of questions can be captured in the form of a percentage value, wherein a low percentage value can be indicative of a low concurrence by the individual with a situation or subject of the question, and a high percentage value indicates a high concurrence with the situation or subject of the question. For instance, in case the question relates to how a person would react if he slips down in public, subjective/objective response to the question can enable association of a grade/value/percentage to the trait value of say "self-respect trait". For instance, if a job requires public interaction, it may place high importance on reaction in public, and if the user indicates answers to the above question as being angry or short- tempered, the percentage of concurrance with the situation may be low, say 20% vis-a-via if the user laughs off the situation and continues with the work, in which case the percentage of concurrance with the situation may be high, say 80%. Therefore, the trait values can also be assigned percentages as high/low depending on the job trait profiles in context. For objective IQ questions for instance, on the other hand, the percentage can be based on the correct answers given by the individual.

[00049] In another implementation, individual's responses to the plurality of questions can be captured as a rating value in a range, wherein low rating value can indicate a low concurrence by the individual with a situation or subject of the question, and a high rating value indicates a high concurrence with the situation or subject of the question. Similarly, it may also be configured that a low rating value indicates a high concurrence by the individual with a situation or subject of the question, and a high rating value indicates low concurrence with the situation or subject of the question. Answers to the questions can also be in the form of a 'Yes' or a 'No'. Furthermore, the answers can also be in the form of any numeric value or non-numeric input, which can indicate the individual's response.

[00050] In another embodiment, responses to the plurality of questions can be captured from the individual 102 through at least one of a form, a questionnaire, oral questions and replies, a computing device such as 104, a mobile or electronic device, on a website, or remotely using any suitable communication means.

[00051] It is to be appreciated that each trait in an individual's trait profile may have equal or different importance/relevance factor. For instance, depending on age/qualifications/family background/health background, location of presence, among other like parameters, importance of one or more traits may be different. Furthermore, traits based on which the individual's trait profile is generated may also vary between different individuals depending on which traits can better and more accurately define the individual. On the other hand, the traits may also be common for all individuals. Such traits on the basis of which the individual's trait profile is generate can either be selected by the user or automatically done by the trait profile determination engine 108.

[00052] In another embodiment, one or more of the responses captured from the individual to determine a trait value corresponding to at least one trait can include determination of an average, weighted average, median or any representative value of the one or more responses captured from the individual.

[00053] FIG. 2 illustrates an exemplary architecture 200 showing comparison of individual's trait profile 202 with a plurality of job trait profiles 206 of respective jobs in order to rank/select an appropriate job for the individual in accordance with an embodiment of the present disclosure. As shown, for each individual, respective individual's trait profile 202 (for instance 202-1 for first individual, 202-2 for second individual, and 202-n for n'th individual) can be compared with one or more job trait profiles using a trait-based comparison engine 204. In an aspect, ajob trait profile database 208 can include a plurality of job trait profiles 206-1, 206-2, 206-m, wherein each individual's trait profile 202 can be matched with the job trait profiles 206 to determine either a defined number of closest matching jobs or a rank of say the top 10 jobs or any other configuration reporting format that can help the individual understand the jobs/careers that may be suitable for him/her. As shown, for each individual, an output table such as 210 can be configured to indicate and/or present, for each job, the job trait profile values, the individual's trait profile values, and the matching percentage/relevance between the profiles. For instance, the table 210 can indicate that for job 1, the matching for the individual is 92%, and for the second job is 85%, which indicates that Job 1 may actually be most suitable for the individual. One should appreciate that such matching can be computed by for instance, computing the deviation of individual's trait profile values from corresponding job trait profile values,and averaging the deviation values to determine the average deviation, which can then be compared with a defined threshold to associate the matching percentage. One should appreciate that any other method or technique to compute the relevancy is completely within the scope of the present disclosure. For instance, as one or more traits can be weighted for each job, individual's trait profile values for corresponding traits can also be weighted accordingly and then evaluated/compared with values of the respective job trait profile values to see if there is a matching between the value sets. For instance, a gym trainer job can have three traits, current physical body condition (having a weight of 50%), financial offering/saving (30%), and diet parameters (20%), wherein the ideal values may have 9, 6, and 8 respective on a scale of 10. Based on this, values of these three traits can be computed for the individual and then compared with the ideal/job defined values to see if the deviation from these values is more than, say the defined 20% threshold. If not, gym trainer may be a good job/career opportunity for the individual. This is merely an illustration and any other mode of computing individual's trait profile and comparison of the same with job trait profiles is completely within the scope of the present disclosure. According to one embodiment, such matching can either be done based on comparison of each common (common between job traits and individual's traits) trait value, or based on overall profile value, or a combination thereof.

[00054] FIG. 3 illustrates exemplary functional modules 300 of the proposed career analysis and profiling system in accordance with an embodiment of the present disclosure. In an aspect, the system 300 can include creator module 302 that can be configured to create an individual's trait profile, wherein the individual's trait profile can include a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, and wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual.

[00055] System 300 of the present disclosure can further include a comparator module 304 that can be configured to compare the individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile.

[00056] System 300 of the present disclosure can further include an eliminator module 306 that can be configured to eliminate a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile. For instance, in case a job mandatorily requires an individual to drive a vehicle, and the individual's trait profile indicates that he/she does not know how to drive or is not comfortable driving, the job can be eliminated from the evaluation. Similarly, in case values of job traits are required to be within a defined ranges, which are not met by the corresponding trait values of the individual, the jobs can be eliminated from evaluation to enable shortlisting of only relevant job profiles. Similarly, like filters can be provided for all other traits such as for salary, growth opportunity, interests, temperament, behavioral attributes, among others, depending on the job in context, and matching can be done for a defined number of traits for that job with trait values for the individual. One should appreciate that individual's trait profile can simply by an aggregation and/or vector representation of the trait values, which can be compared with corresponding job trait values.

[00057] System of the present disclosure can further include a selector module 308 that can be configured to rank and/or select one or more jobs whose job trait profiles,with respect to the individual's trait profile,have a matching threshold of greater than a defined threshold value. The comparison/matching may not actually be based on threshold value(s) but on a simple comparison between values of traits that are common between each job trait profile and individual's trait profile.

[00058] In another aspect, the plurality of traits can be evaluated based on one or a combination of individual's interests, IQ, EQ, personality attributes, behavioral attributes, reaction patterns, attitude, problem-solving approach, aptitude, working skills, response time, logic ability, temperament, machine skills, data skills, working attributes, and vocational attributes.

[00059] In yet another aspect, evaluation of one or more of the plurality of traits of an individual can be done based on the individual's responses to the plurality of questions relating to the one or more of the plurality of traits, wherein the responses can include spontaneous responses and/or responses given after due consideration. In another aspect, each trait in the individual's trait profile can have a weight associated thereto to indicate importance of the respective trait.

[00060] In yet another aspect, individual's trait profile can have a value that can be computed based on any of weighted values for each trait in the individual's trait profile, or average of the values of each trait in the individual's trait profile, or any other computational processing of the values for each trait in the individual's trait profile.

[00061] In an aspect, each job trait profile can include one or more traits, wherein each trait of the one or more traits can be weighted based on its relevancy for the respective job. In another aspect, each job trait profile can include one or more traits, wherein each trait of the one or more traits has a value or a range associated thereto based on the job. In yet another aspect, each job trait profile can include one or more traits, wherein each trait can be associated with a relevancy code indicative of its importance for the respective job.

[00062] In an exemplary aspect, a trait can include a minimum trait value that is specified in the job trait profile for the trait, which must be equaled or exceeded by the trait value for the trait in the individual's trait profile. Similarly, the trait can also include a maximum trait value that is specified in the job trait profile for the trait, which must not be equaled or exceeded by the trait value for the trait in the individual's trait profile.

[00063] In another embodiment, job trait profiles can be created in advance for each job by specifying the extent to which each trait should normally be present in the individual's trait profile for each such job to be reckoned as suitable for that individual. [00064] In an additional embodiment, traits in the trait profile can relate to any or a combination of the worker traits, vocational traits, and personality traits. For instance, traits in an individual's trait profile and in the job trait profiles can relate to any or a combination of worker traits, vocational traits, and personality traits. In an embodiment, the extent to which each job trait profile matches with the individual's trait profile can be expressed as a matching percentage value or as a numeric value, or in any other format/confirmation such as a grade, or color, or shape, or any other configured representation.

[00065] In a further embodiment, matching percentage value or numeric value can be determined using trait values in the individual's trait profile and the job trait profile, and calculating at least one of a deviation value, average value, weighted average value or any representative value that indicates the extent of the match between the individual's trait profile and the job trait profile.

[00066] In another embodiment, traits and trait values in an individual's trait profile can be used to automatically generate textual matter that can explain the results of the job matching process. For instance, a remarks section can be included in the final comparison/matching output that can indicate for instance, what the trait is indicative of, the interpretation of matching/evaluation between two trait values, reason for deviation, questions that form part of a given trait, parameters that lead to trait definition, among other subjective explanations for better understand of why one or more jobs/careers are more recommended for an individual when compared with other jobs.

[00067] In an aspect, system of the present disclosure can be implemented using any computing / communication devices such as but not limited to PCs, servers, laptops, notebook computers, tablets, mobile phones, or smart phones whether in standalone mode or connected to other devices. In another aspect, system described herein above may be implemented as a computer program product, wherein the computer program product can be tangibly implemented on a machine-readable media. In yet another aspect, components and methods of the exemplary CAP system can be described in detail herein below.

[00068] In an exemplary implementation, an individual can be asked questions from a set of questions that form part of the questionnaire database that is designed to generate random questions in simple English to invoke an immediate subconscious response from the individual, e.g. "I like to paint", "I like to play adventure sports" etc.

[00069] Table- 1 herein below illustrates some exemplary questions that an individual may be asked. Table-1

Sample of Typical Question Set

[00070] As illustrated in Table-1, in an exemplary embodiment, random questions can be generated by selecting any one question version out of the three versions for each question for an individual. The CAP system and the set of questions indicated herein above can be customized to any particular requirement based on say the country in context, type of individual, set of jobs that are available and in context, among other like parameters. Any number of new questions can be added, deleted, modified as found suitable. Similarly, the CAP system and the set of questions can be customized to suit any country, region or local environment.

[00071] In another aspect, the questions can be designed to capture user responses related to various job related attributes e.g., skills in language, math, thinking, reasoning, social priorities along with personal attributes like IQ (intelligence quotient), EQ (emotional quotient), attitude, logic, interest, temperament etc. as a rating on a pre-defined user scale which also has "no response" as an answer. In another aspect, answers/ responses to the questions can be used to create an individual's trait profile by determining trait values for the traits in the trait profile using the responses to one or more questions. The trait value can give an indication of the extent to which the corresponding trait is present in/is relevant to the individual.

[00072] Traits can relate to (and be created for) three broad groups (for the purpose of career/ job determination) namely, 1) worker traits, 2) vocational traits, and 3) personality traits. All three groups of traits can be relevant for matching jobs to individuals. Table-2, Table-3, and Table-4 herein below illustrate some typical traits relating to worker traits, vocational traits, and personality traits, respectively.

Table-2

Sample of Typical Worker Traits

Note: The worker traits used in the exemplary CAP system and illustrated in Table-2 can be based on traits listed in the Occupational Information Network (0*NET) developed by the US Department of Labor/Employment and Training Administration.

Table-3

Sample of Typical Vocational Traits

Vocational Trait Vocational Trait / Field

Code / Indicator

V16 Photography: aesthetics, form, color, perspective

V28 Corporate Leadership: executive, managerial

V37 Research, Social Science, Psychological

V55 Musical, Creative: compose, arrange, improvise

Vnn Note: The vocational traits used in the exemplary CAP system and illustrated in Table-3 are based on major vocational categories suggested by the US Department of Labor.

Table-4

Sample of Typical Personality Traits

Note: The personality traits used in the exemplary CAP system and illustrated in Table-4 are based on Holland Codes developed by the American psychologist John L. Holland, Professor Emeritus of Sociology at Johns Hopkins University and creator of career development model, Holland Occupational Themes (Holland Codes) based on observed personality types.

[00073] In an aspect, trait values for the traits in the individual's trait profile (worker or vocational or personality) can be determined based on the individual's free will inputs,wherein the individual's trait profile can be matched with pre-created job trait profiles (worker or vocational or personality) in the CAP database for accurate matching of the jobs with the individual.

[00074] Table-5 herein below illustrates an individual's trait profile with trait codes, traits and trait values. The trait values can be determined based on individual's responses to one or more of the questions. Table-5

Sample of an Individual's Trait Profile

Table-6 herein below illustrates a typical job trait profile

Table-6

Sample of a Typical Job Trait Profile

[00076] It may be noted that the job trait profile (as illustrated in Table-6) can, in an exemplary implementation, include a column for a relevance code / indicator along with a column for trait value requirement. The relevance code / indicator can include the following: i) MH - Must Have,

ii) DH - Don't Have (or Should Not Have),

iii) NH - Nice to Have, and

iv) NN - Not Necessary. [00077] In an aspect, the relevance code / indicator "MH" next to a trait in a job trait profile can mean that the minimum trait value specified in the trait value requirement value column for the trait must be equaled or exceeded by the trait value for the trait in the individual's trait profile. If this requirement is not met, the corresponding job can be eliminated from the matching process. For example, trait "Manual dexterity in routine workbench activities" in the individual's trait profile in Table-5, which has a trait value of 68%, meets the "Must Have" (MH) trait value requirement of 60% as indicated in the job trait profile in Table-6.

[00078] In another aspect, relevance code / indicator "DH" (Dont' Have) next to a trait in a job trait profile can mean that the maximum trait value specified in the trait value requirement value column for the trait must not be equaled or exceeded by the trait value for the trait in the individual's trait profile. If this requirement is not met, the corresponding job can be eliminated from the matching process. For example, the trait "Work for personal gain, recognition, status" in the individual's trait profile in Table-5, which has a trait value of 73%, does not meet the "Don't Have" (DH) trait value requirement of 30% as indicated in the job trait profile in Table-6.

[00079] Relevance code / indicator "NH" next to a trait in a job trait profile can mean that the trait is nice to have and the trait value will be reckoned which matching the job. Relevance code / indicator "N " next to a trait in a job trait profile, on the other hand, can mean that the trait is not necessary or relevant and the trait value will not be reckoned while matching the job.

[00080] Worker traits / attributes of a general practitioner doctor would be different from those of a heart specialist surgeon, which will further differ from those of an audiologist or recreational therapist. Thus, the CAP database has different job trait profiles for each worker type for reliable matching of jobs to individuals. A worker trait profile based rating can be created for each job/ career from the CAP database for refined level of matching. The CAP database can have different job trait profiles for each vocation for reliable matching of jobs to individuals based on vocational traits. For example, vocational areas can include fine arts, medicine, engineering, among others. A vocational trait profile based rating can be created for each job/ career from the CAP database for refined level of matching.

[00081] In another aspect, CAP database can have different job trait profiles for each personality type for reliable matching of jobs to individuals based on personality traits. For example, basic personality traits can include, but are not limited to, artistic, investigative, entrepreneurial, conventional, social and realistic. In the exemplary CAP system these basic personality traits have been further classified in sub-categories to ensure highest level of accuracy of the matching results - e.g., artistic + investigative, artistic + entrepreneurial, artistic + conventional, artistic + realistic, entrepreneurial + investigative, conventional + investigative, realistic + investigative, entrepreneurial + conventional, entrepreneurial + realistic, conventional + realistic. For example, personality attributes of an English teacher would be different from those of a Math teacher, which will further differ from a sports teacher or music teacher. Thus, the CAP system can create a personality trait profile based rating for each job/ career from the CAP database for refined level of matching.

[00082] For an individual, an average of the three ratings based on worker traits, vocational traits and personality traits can be determined for every possible job / career. A final list of the closest matching jobs/ careers can then be presented to the individual, wherein the jobs/ careers match his/her core profile (as he/she naturally is) and hence enable the individual to have a better chance to succeed in their careers with minimum struggle and stand out above average in the chosen profession which comes naturally to him/her because of the way his/her natural self is.Table-7 herein below illustrates a sample job ranking list.

Table-7

Sample of Typical Job Ranking List

Job (with Description) Match

%

Field Investigator: The responsibilities a field investigator has vary from case to 72% case, but he or she should pretty much investigate the facts surrounding a certain

event. In order for the investigation to have relevant conclusions, an efficient field investigator should obtain photographic documentation, quality surveillance video evidence, securing written/recorded statements, detailed reports and scene

investigations

Fraud Investigation officer: Investigates fraudulent/illegal activities perpetrated 63% by customers or employees. Designs and implements programs to prevent such

activities and to recover any incurred losses. Works with local, state and federal

authorities with matters relating to fraudulent/illegal activities. Require a bachelor's degree and at least 4 years of experience in the field or related area. Familiar with a variety of the field's concepts, practices, and procedures. Relies on experience and judgement to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. Typically reports to a manager.

Animal Breeders - Animal Control Workers: Handle animals for the purpose of 61% investigations of mistreatment, or control of abandoned, dangerous, or unattended animals.

Agricultural Inspectors: An agricultural inspector makes sure that every 60% agricultural product sold to be consumed is according to the standards set by the

government. Aside from inspecting agricultural output by farmers and businesses, they also evaluate the process of making or growing these agricultural products.

They also prepare reports that contain the actual evaluation of the agricultural

process and/or product.

[00083] FIG. 4 illustrates an exemplary flow diagram 400 of the proposed career analysis and profiling system in accordance with an embodiment of the present disclosure. In an aspect, the method for career analysis and profiling can include, at step 402, creating, at a first computing device, an individual's trait profile, wherein the individual's trait profile comprises a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual.

[00084] At step 404, the method can include the step of comparing, at a second computing device, the individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile, and, at step 406, eliminating, at the second computing device, a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile. At step 408, the method can include the step of ranking and/or selecting, at the second computing device, one or more jobs whose job trait profiles, with respect to the individual's trait profile, have a matching threshold of greater than a defined threshold value.

[00085] The terminology used herein is for the purpose of describing particular embodiments only and is not intended to be limiting of the invention. As used herein, the singular forms "a", "an" and "the" are intended to include the plural forms as well, unless the context clearly indicates otherwise.

[00086] It will be further understood that the terms "comprises" or "comprising," when used in this specification, specify the presence of stated features, integers, steps, operations, elements, or components, but do not preclude or rule out the presence or addition of one or more other features, integers, steps, operations, elements, components, or groups thereof.

[00087] The use of the expression "at least" or "at least one" suggests the use of one or more elements, as the use may be in one of the embodiments to achieve one or more of the desired objects or results. The numerical values mentioned for the various physical parameters, dimensions or quantities are only approximations and it is envisaged that values higher/lower than the numerical values assigned to the parameters, dimensions or quantities fall within the scope of the disclosure, unless there is a statement in the specification specific to the contrary .Wherever a range of values is specified, a value up to 10% below and above the lowest and highest numerical value respectively, of the specified range, is included in the scope of the disclosure. The process steps, method steps, algorithms or the like may be described in a sequential order, such processes, methods and algorithms may be configured to work in alternate orders. In other words, any sequence or order of steps that may be 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, in parallel, or concurrently.

[00088] The aim of this specification is to describe the invention without limiting the invention to any one embodiment or specific collection of features. Person skilled in the relevant art may realize the variations from the specific embodiments that will nonetheless fall within the scope of the invention. It may be appreciated that various other modifications and changes may be made to the embodiment described without departing from the spirit and scope of the invention.Throughout the following discussion, numerous references will be made regarding servers, services, interfaces, engines, modules, clients, peers, portals, platforms, or other systems formed from computing devices. It should be appreciated that the use of such terms is deemed to represent one or more computing devices having at least one processor (e.g., ASIC, FPGA, DSP, x86, ARM®, ColdFire®, GPU, etc.) configured to execute software instructions stored on a computer readable tangible, non-transitory medium (e.g. , hard drive, solid state drive, RAM, flash, ROM, etc.). For example, a server can include one or more computers operating as a web server, database server, or other type of computer server in a manner to fulfill described roles, responsibilities, or functions. One should further appreciate the disclosed computer-based algorithms, processes, methods, or other types of instruction sets can be embodied as a computer program product comprising a non-transitory, tangible computer readable media storing the instructions that cause a processor to execute the disclosed steps. The various servers, systems, databases, or interfaces can exchange data using standardized protocols or algorithms, possibly based on HTTP, HTTPS, AES, public -private key exchanges, web service APIs, known financial transaction protocols, or other electronic information exchanging methods. Data exchanges can be conducted over a packet-switched network, the Internet, LAN, WAN, VPN, or other type of packet switched network.

[00089] The above description represents merely an exemplary embodiment of the present invention, without any intention to limit the scope of the present invention thereto. Various equivalent changes, alterations or modification based on the present invention are all consequently viewed as being embraced by the scope of the present invention.

[00090] As used herein, and unless the context dictates otherwise, the term "coupled to" is intended to include both direct coupling (in which two elements that are coupled to each other contact each other) and indirect coupling (in which at least one additional element is located between the two elements). Therefore, the terms "coupled to" and "coupled with" are used synonymously. Within the context of this document terms "coupled to" and "coupled with" are also used euphemistically to mean "communicatively coupled with" over a network, where two or more devices are able to exchange data with each other over the network, possibly via one or more intermediary device.

[00091] It should be apparent to those skilled in the art that many more modifications besides those already described are possible without departing from the inventive concepts herein. The inventive subject matter, therefore, is not to be restricted except in the spirit of the appended claims. Moreover, in interpreting both the specification and the claims, all terms should be interpreted in the broadest possible manner consistent with the context. In particular, the terms "comprises" and "comprising" should be interpreted as referring to elements, components, or steps in a non-exclusive manner, indicating that the referenced elements, components, or steps may be present, or utilized, or combined with other elements, components, or steps that are not expressly referenced. Where the specification claims refers to at least one of something selected from the group consisting of A, B, C ... . and N, the text should be interpreted as requiring only one element from the group, not A plus N, or B plus N, etc. ADVANTAGES OF THE INVENTION

[00092] The present disclosure provides a system and method thereof that enables creation of an individual's trait profile, and matching of the individual's trait profile with a plurality of job trait profiles to determine/rank suitable job trait profile(s) that match with and/or are above a defined threshold with respect to the individual's trait profile.

[00093] The present disclosure provides a system and method thereof that enables generation of the individual's trait profile based on a questionnaire having a plurality of questions, answers to which can be used to generate the individual's trait profile.

[00094] The present disclosure provides a system and method thereof that enables ranking of one or more jobs/career paths for an individual based on matching of the individual's trait profile with a plurality of job trait profiles.

Claims

I Claim:

1. A system configured for career analysis and profiling comprising:

a processor;

a memory operatively coupled with the processor and configured to store and enable implementation of:

a creator module that is configured to create an individual's trait profile, wherein the individual's trait profile comprises a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual;

a comparator module that is configured to compare the individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile;

an eliminator module that is configured to eliminate a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile; and

a selector module that is configured to rank and/or select one or more jobs whose job trait profiles,with respect to the individual's trait profile,have a matching threshold of greater than a defined threshold value.

2. The system of claim 1, wherein the plurality of traits are evaluated based on one or a combination of individual's interests, IQ, EQ, personality attributes, behavioral attributes, reaction patterns, attitude, problem-solving approach, aptitude, working skills, response time, logic ability, temperament, machine skills, data skills, working attributes, and vocational attributes.

3. The system of claim 1, wherein evaluation of one or more of the plurality of traits of an individual is done based on the individual's responses to the plurality of questions relating to the one or more of the plurality of traits, wherein the responses comprise spontaneous responses and/or responses given after due consideration.

4. The system of claim 1, wherein each trait in the individual's trait profile has a weight associated thereto to indicate importance of the respective trait.

5. The system of claim 1, wherein individual's trait profile has a value that is computed based on any of weighted values for each trait in the individual's trait profile, or average of the values of each trait in the individual's trait profile, or computational processing of the values for each trait in the individual's trait profile.

6. The system of claim 1, wherein each job trait profile comprises one or more traits, wherein each trait of the one or more traits is weighted based on its relevancy for the respective job.

7. The system of claim 1, wherein each job trait profile comprises one or more traits, and wherein each trait of the one or more traits has a value or a range associated thereto based on the job.

8. The system of claim 1, wherein each job trait profile comprises one or more traits, and wherein each trait is associated with a relevancy code indicative of its importance for the respective job.

9. A method for career analysis and profiling comprising the steps of:

creating, at a first computing device, an individual's trait profile, wherein the individual's trait profile comprises a plurality of traits or indicators of the traits along with corresponding trait values of the respective traits, wherein the creator module is configured to capture an individual's responses to a plurality of questions and use one or more of the individual's responses to determine a trait value corresponding to at least one trait to form the individual's trait profile, such that the trait value gives an indication of the extent to which the corresponding trait is present in / is relevant to the individual;

comparing, at a second computing device,the individual's trait profile with a plurality of job trait profiles of corresponding jobs in order to determine extent to which each job trait profile matches with the individual's trait profile;

eliminating, at the second computing device, a job from the matching process if comparison of the corresponding job trait profile with the individual's trait profile indicates that at least one essential requirement with respect to at least one trait of the job trait profile is not being met by the individual's trait profile; and

ranking and/or selecting, at the second computing device,one or more jobs whose job trait profiles,with respect to the individual's trait profile,have a matching threshold of greater than a defined threshold value.

10. The method of claim 9, wherein the plurality of traits are evaluated based on one or a combination of individual's interests, IQ, EQ, personality attributes, behavioral attributes, reaction patterns, attitude, problem-solving approach, aptitude, working skills, response time, logic ability, temperament, machine skills, data skills, working attributes, and vocational attributes.

11. The method of claim 9, wherein evaluation of one or more of the plurality of traits of an individual is done based on the individual's responses to the plurality of questions relating to the one or more of the plurality of traits, wherein the responses comprise spontaneous responses and/or responses given after due consideration.

12. The method of claim 9, wherein each trait in the individual's trait profile has a weight associated thereto to indicate importance of the respective trait.

13. The method of claim 9, wherein individual's trait profile has a value that is computed based on any of weighted values for each trait in the individual's trait profile, or average of the values of each trait in the individual's trait profile, or computational processing of the values for each trait in the individual's trait profile.

14. The method of claim 9, wherein each job trait profile comprises one or more traits, wherein each trait of the one or more traits is weighted based on its relevancy for the respective job.

15. The method of claim 9, wherein each job trait profile comprises one or more traits, and wherein each trait of the one or more traits has a value or a range associated thereto based on the job.

16. The method of claim 9, wherein each job trait profile comprises one or more traits, and wherein each trait is associated with a relevancy code indicative of its importance for the respective job.