WO2016094943A1

WO2016094943A1 - Online recruitment method and system

Info

Publication number: WO2016094943A1
Application number: PCT/AU2015/050793
Authority: WO
Inventors: John COOLING
Original assignee: Smartworker Pty Ltd
Priority date: 2014-12-17
Filing date: 2015-12-14
Publication date: 2016-06-23

Abstract

An online recruitment method is provided, including receiving, on a data interface and from a recruiter, a recruitment proposal; receiving, on the data interface and from the recruiter, details of an evaluation of a candidate; generating, by a processor, a graphical user interface including details of the evaluation of the candidate in relation to the recruitment proposal, wherein the graphical user interface is generated automatically as details of the evaluation of the candidate are received.

Description

ONLINE RECRUITMENT METHOD AND SYSTEM

TECHNICAL FIELD

[0001] The present invention relates to recruitment, and in particular online methods and systems for assisting in recruitment.

BACKGROUND ART

[0002] Traditionally, employers have attracted personnel to fill open positions through traditional advertising, such as newspaper classifieds, and more recently using online job forums. However, employers often have difficulty in locating and identifying relevant jobseekers this way, particularly when seeking specialised personnel.

[0003] Recruitment is therefore often outsourced to specialised recruitment agencies to assist in the recruitment process. A recruitment agency will generally advertise the open position, screen and interview candidates, and provide a shortlist of candidates to the employer based thereon. The agency will generally receive a fee filling a position, which fee may be substantial.

[0004] A problem with such outsourcing of recruitment of the prior art is that it is time consuming, and payment is often on a "no placement, no fee" basis. As such, the recruitment agency must recoup lost fees, i.e. costs incurred where no placement has occurred, when placing an employee. As a result, when filling a positon using a recruitment agency, employers are generally also paying for other employers failed recruitment attempts, which is more costly in the long run.

[0005] Certain attempts have been made to provide recruitment services on a professional service basis, i.e. where recruitment agencies are paid based upon work performed rather than outcome. However, a problem with such attempts of the prior art is that it is difficult for a recruitment agency to justify the time taken when seeking candidates, as the recruitment process is generally hidden from the employer.

[0006] It will be clearly understood that, if a prior art publication is referred to herein, this reference does not constitute an admission that the publication forms part of the common general knowledge in the art in Australia or in any other country. SUMMARY OF INVENTION

[0007] The present invention is directed to online recruitment systems and methods, which may at least partially overcome at least one of the abovementioned disadvantages or provide the consumer with a useful or commercial choice.

[0008] With the foregoing in view, the present invention in one form, resides broadly in an online recruitment method including:

receiving, on a data interface and from a recruiter, a recruitment proposal; receiving, on the data interface and from the recruiter, details of an evaluation of a candidate;

generating, by a processor, a graphical user interface including details of the evaluation of the candidate in relation to the recruitment proposal, wherein the graphical user interface is generated automatically as details of the evaluation of the candidate are received.

[0009] The method enables a recruiter to provide an employer with access to details of the progress of the recruitment as the recruitment process unfolds. The method enables recruiters to bill in a similar manner as professional service providers or consultants as the recruiters are able to easily demonstrate what work has been performed in relation to the recruitment. Furthermore, the employer is able to actively participate in the recruitment process, and thus influence the recruitment process at various stages.

[0010] The graphical user interface may be generated in real-time or near real time as the details of the evaluation of the candidate are received. For example, the graphical user interface may be generated the same minute, the same hour, or the same day that the details of the evaluation of the candidate are received.

[0011] The recruitment proposal may include a plurality of selection criteria on which details of the evaluation of the candidate are based. The selection criteria may comprise a two- dimensional selection criteria. The two dimensions may represent 1) practical training and/or experience, and 2) qualifications and/or technical skills. Alternatively, the two dimensions may represent 1) soft criteria, and 2) hard criteria.

[0012] A score may be generated for the candidate in relation to the selection criteria. The score may be generated for the candidate in relation to each of the two dimensions.

[0013] The evaluation of the candidate may comprise a part-score for each of the selection criteria. The selection criteria may be weighted. As such, a weight may be applied to each of the part- scores to generate the scores.

[0014] The weights may be graphically represented in the graphical user interface, for example using a pie chart or a bar chart.

[0015] The method may further include generating timeline for the candidate based upon a work history of the candidate. The timeline may comprise timeline entries that correspond to different positions held by the candidate. Each timeline entry may be a different colour.

[0016] The method may further comprise providing recruitment proposal to the employer for review.

[0017] The method may further comprise, subsequent to generating the graphical user interface:

receiving, on the data interface and from the recruiter, details of an evaluation of a second candidate;

generating, by the processor, a revised graphical user interface including details of the evaluation of the first and second candidate in relation to the recruitment proposal.

[0018] The method may further comprise ranking a plurality of candidates based upon respective evaluation details and the selection criteria

[0019] The method may comprise ranking the plurality of candidates in two dimensions using a chart.

[0020] The recruitment proposal may include a plurality of work items, each work item associated with a budget. The budget may comprise a number of hours or a cost. The method may further comprise receiving, from the recruiter, hours worked in relation to the work items, wherein the graphical user interface is configured to display a number of hours worked in relation to a number of hours budgeted.

[0021] The method may further comprise automatically generating candidate data based upon a resume of the candidate. The method may include converting unstructured data in the resume to structured data according to a scheme. The structured data may be generated using Artificial intelligence (AI) and Natural Language Processing (NLP) methods.

[0022] Any of the features described herein can be combined in any combination with any one or more of the other features described herein within the scope of the invention. [0023] The reference to any prior art in this specification is not, and should not be taken as an acknowledgement or any form of suggestion that the prior art forms part of the common general knowledge.

BRIEF DESCRIPTION OF DRAWINGS

[0024] Various embodiments of the invention will be described with reference to the following drawings, in which:

[0025] Figure 1 illustrates a recruitment system, according to an embodiment of the present invention;

[0026] Figure 2 illustrates a screenshot of a job list screen of the system of Figure 1, according to an embodiment of the present invention;

[0027] Figure 3 illustrates screenshot of a job details screen of the system of Figure 1, according to an embodiment of the present invention;

[0028] Figure 4 illustrates a further screenshot of the job details screen of Figure 3, according to an embodiment of the present invention;

[0029] Figure 5 illustrates a further screenshot of the job details screen of Figure 3, according to an embodiment of the present invention;

[0030] Figure 6 illustrates a further screenshot of the job details screen of Figure 3, according to an embodiment of the present invention;

[0031] Figure 7 illustrates a screenshot of an applicant screen of the system of Figure 1, according to an embodiment of the present invention;

[0032] Figure 8 illustrates a further screenshot of the applicant screen of Figure 8, according to an embodiment of the present invention; and

[0033] Figure 9 illustrates a recruitment method, according to an embodiment of the present invention.

[0034] Preferred features, embodiments and variations of the invention may be discerned from the following Detailed Description which provides sufficient information for those skilled in the art to perform the invention. The Detailed Description is not to be regarded as limiting the scope of the preceding Summary of the Invention in any way. DESCRIPTION OF EMBODIMENTS

[0035] Figure 1 illustrates a recruitment system 100, according to an embodiment of the present invention.

[0036] The recruitment system 100 includes a recruitment server 105, with which a potential employer 110 communicates using an employer device 115. In particular, the employer 110 can create a new recruitment matter or follow an existing recruitment matter using the recruitment server 105, as outlined below.

[0037] A recruiter 120 also communicates with the recruitment server 105, using a recruiter device 125. The recruiter 120 can receive details of a new recruitment matter, and report a progress of an existing recruitment matter by providing details of evaluations of candidates as they take place using the recruitment server 105.

[0038] In short, the recruitment server 105 provides a communication channel between the recruiter 120 and the employer 110, which enables the employer to take part in the recruitment process and receive details of the progress of the recruitment as the recruitment process unfolds.

[0039] In use, the employer 110 will initially log onto the recruitment server 105 and generate a new recruitment request. The recruiter 120 is then notified of the new recruitment request and is able to log onto the recruitment server 105 to obtain details of the request. The recruiter 120 can then respond to the request with a recruitment proposal.

[0040] The recruitment proposal may include a job brief, which is shared with the employer 110 in graphical and text form. The recruitment proposal may further include a plurality of selection criteria on which details of the evaluation of the candidate are based. As discussed in further detail below, the selection criteria may comprise two-dimensional selection criteria, the two dimensions comprising practical training and/or experience, and qualifications and/or technical skills. The recruiter 120 and the employer 110 are thus able to collaborate on, and reach an agreement regarding the recruitment proposal.

[0041] The selection criteria enables consistent evaluation, scoring and screening of the candidates 130, which further assists in making the recruitment process efficient.

[0042] Upon agreement regarding the recruitment proposal, the recruiter 120 will identify recruitment candidates 130. This may be performed using job advertisements, headhunting, or any other suitable means. The recruiter then evaluates the candidates 130, and provides details of the evaluations of the candidates 130 to the recruitment server 105 as the evaluation takes place.

[0043] The evaluation of the candidates is provided in the form of a graphical user interface including details of the evaluation of the candidate in relation to the recruitment proposal.

Examples of suitable graphical user interfaces are shown below.

[0044] The graphical user interface may be generated in real-time or near real time as the details of the evaluation of the candidates 130 are received. For example, the graphical user interface may be generated the same minute, the same hour, or the same day that the details of the evaluation of the candidate 130 are received. As such, the employer 110 is able to follow the progress of the recruitment as it takes place.

[0045] As an illustrative example, the graphical user interface may be revised each time details of the evaluation of a candidate 130 are received. As such, the graphical user interface is always current in relation to the recruitment process.

[0046] A score may be generated for each candidate 130 in relation to the selection criteria. The score may be generated for each candidate 130 in relation to each of the two dimensions mentioned earlier. As such, the employer 110 and the recruiter 120 are able to evaluate the candidates 130 using the same selection criteria.

[0047] According to certain embodiments, the selection criteria are weighted. As such, a weight may be applied to each of the part-scores to generate the scores. As such, the candidates are able to be evaluated using criteria of differing importance.

[0048] The weights may be graphically represented in the graphical user interface, for example using a pie chart or a bar chart. As such, the recruiter and the employer are able to quickly get an overview of the importance of each of the selection criteria.

[0049] The recruitment proposal may include a plurality of work items, wherein each work item is associated with a budget. The budget may comprise a number of hours or a cost. The recruiter 120 may then provide a number of hours worked in relation to the work items, for example using a timesheet. The graphical user interface can then be configured to display a number of hours worked in relation to a number of hours budgeted, which enables the employer to follow the costs accrued in relation to the recruitment process.

[0050] Candidate data may be automatically generated based upon a resume of the candidate and provided in the graphical user interface. This may be performed by converting unstructured data in the resume to structured data according to a predefined scheme. In particular, the structured data may be generated using Artificial intelligence (AI) and Natural Language Processing (NLP) methods.

[0051] The system 100 provides online tools to initiate the search to target people based on their match to the selection criteria, while providing feed back to the employer 110 in real time. In particular, the system 100 provides an online tool that enables the recruiter 120 to record candidate evaluations in a way that can be shared with the employer in a graphical and quickly understood way. The employer can access this data in real time as it is developed and does not have to wait for the end of the recruitment process. The graphical views may illustrate the comparative strengths of the candidates for the job, which in turn assist the recruiter and the employer in selecting candidates.

[0052] Finally, the employer 110 generally selects candidate(s) for interview by his team and the recruiter 120 may manage and coordinate this activity.

[0053] According to certain embodiments, the system 100 is configured to generate an invoice automatically based upon data entered by the recruiter 120 and/or employer 110. For example, the system 100 may be configured to generate an invoice based upon an amount of time entered, a milestone being completed, or a combination thereof.

[0054] Figure 2 illustrates a screenshot 200 of a job list screen of the system 100, according to an embodiment of the present invention. The enables a recruiter or an employer to get a quick overview of the jobs that are currently active for recruitment, together with their corresponding status, and select a job in relation to work that has been performed. When a recruitment proposal is received by the recruitment server, a job may be automatically generated and populated into the job list screen.

[0055] The job list screen includes a plurality of job entries 205, wherein each job entry 205 corresponds to a job that is currently active, including recruitment proposals. The job entries 205 are associated with a job title 210, specifying a title associated with the job, a job number 215, specifying a number or other identifier of the job, a budget 220, specifying a number of hours or cost budgeted for the job, and a status 225, specifying a status associated with the job.

[0056] Each job entry 205 further includes a bag size 230, a long list size 235, a short list size 240 and a submit list size 245. The bag size 230 corresponds to the number of candidates identified for the job, the long list size 235 corresponds to the number of candidates filtered for in an initial "long list", and the short list size 240 corresponds to the number of candidates filtered for in a subsequent "short list" The submit list size 245 corresponds to the number of candidates for submission by the recruiter to the employer.

[0057] Each job entry 205 is selectable, and upon selection provides further details relating to the corresponding job. In this regard, Figure 3 illustrates screenshot 300 of a job details screen according to an embodiment of the present invention.

[0058] The job details screen includes menu in the form of a summary tab 305, a budget tab 310, a job brief tab 315 and an applicants tab 320. The menu enables the recruiter to navigate between different aspects of the job details screen. The summary tab 305 is selected in the screenshot 300.

[0059] The job details screen includes a job overview portion including a job type field 325, a title field 330, a job family field 335, a job level field 340 and a job template field 345. The job type field 325, title field 330, job family field 335, job level field 340 and job template field 345 enable the recruiter to get a quick overview of the job.

[0060] The job details screen further includes a competency and commitment chart 350, which is used to plot the job candidates (applicants) with respect to their capability,

competencies and experience against their commitment, achievement and drive. In particular, the competency and commitment chart 350 includes a plurality of job applicant entries 355, corresponding to and evaluation of the candidates 130 in relation to selection criteria. As such, the competency and commitment chart 350 enables the employer 110 or the recruiter to quickly identify candidates that excel in relation to the selection criteria, and in relation to each other.

[0061] According to certain embodiments, the job applicant entries 355 are selectable, which enables the recruiter to quickly obtain further information about one or more of the corresponding candidates.

[0062] Figure 4 illustrates a further screenshot 400 of a job details screen according to an embodiment of the present invention. The budget tab 310 is selected in the screenshot 400.

[0063] The job details screen includes a plurality of components in relation to a budget associated with the job, including a job brief component 405, a tools setup component 410, a push marketing component 415, a searching component 420, a selecting component 425, a hiring manager selection component 430, and an offer completion component 435. Each of the components is associated with an item name field 440, a budgeted time field 445, an actual time field 450, a balance field 455 and a percent used field 460.

[0064] As the recruiter works on a finding a candidate for a job, the recruiter's time is logged using a time reporting system (not shown). The recruiter's time is automatically added to the system 100 and recorded against one of the components in relation to the budget. As the time is recorded, a sum of the time spent on that component is provided in the corresponding actual time field 450. The balance of time remaining, i.e. difference between the time budgeted (budgeted time field 445) the time spent (actual time field 450) is generated, and presented in the balance field 455. Similarly, a percentage of time used is generated and presented in the percent used field 460.

[0065] Finally, the job details screen includes a total hours element 465 and a total value element 470, providing total hours and value (i.e. cost) for the components in relation to a budget. As such, the employer 110 and the recruiter 120 are able to follow costs as they occur, which helps provide transparency in relation to the costs incurred.

[0066] Figure 5 illustrates a further screenshot 500 of a job details screen according to an embodiment of the present invention. The job brief tab 315 is selected in the screenshot 500.

[0067] The job details screen includes a job scale component 505, an achievement analysis component 510, a benefits component 515, and a background information component 520. The job scale component 505 includes details of the job, the achievement analysis component 510 includes details of the purpose and achievement targets in relation to the job, the benefits component 515 provides details of any applicable benefits in relation to the job, and the background information component 520 provides background details in relation to the job.

[0068] The job brief screen further includes a selection criteria component 525, which provides details of the selection criteria and their associated weights. In particular, the selection criteria comprises a two dimensional selection criteria, the first dimension identified by a first chart 230 and the second dimension identified by a second chart 235. The first and second charts 230 and 235 provide a quick visual overview of the different criteria and their associated weights.

[0069] The first dimension may represent practical training and experience, and the second dimension may represent qualifications and technical skills. According to an alternative embodiment, the first dimension may represent soft criteria, whereas the second dimension represents hard criteria. [0070] The components of the first and second dimension, and their associated weights, are provided in textual form in a legend component 240.

[0071] According to certain embodiments, the selection criteria may be used to

automatically determine salary ranges. For example, a candidate 130 better fitting the criteria may be offered a higher salary than a candidate 130 that does not fit the criteria particularly well.

[0072] Figure 6 illustrates a further screenshot 600 of a job details screen according to an embodiment of the present invention. The applicants tab 315 is selected in the screenshot 600.

[0073] The job details screen includes a plurality of applicant entries 605, wherein each applicant entry 605 corresponds to a candidate for the job. The applicant entries 605 are associated with a name field 610, specifying a name of the candidate, an application status field 615, specifying a status of an application associated with the candidate, an application notes field 620, identifying notes associated with the applicant entry 605, and a reference field 625, specifying a reference associated with the candidate (or application associated with the candidate and job).

[0074] The name field 610 is selectable, which enables the recruiter or employer to gain further information about a particular candidate.

[0075] Figure 7 illustrates a screenshot 700 of an applicant screen, according to an embodiment of the present invention.

[0076] The applicant screen includes a profile component 705, providing details of the profile of the candidate such as name and date of birth, a contact information component 710, providing contact details of the applicant, and a social profile component 715, providing links to social profiles of the candidate, such as a Linkedln profile of the candidate.

[0077] The applicant screen further includes an applicant timeline component 720, providing details of the applicant work history in a graphical timeline. The graphical timeline includes a plurality of timeline entries 725 that correspond to different positions held by the candidate. Each timeline entry 725 may be a different colour, or otherwise be differentiable from each other. Each timeline entry 725 is associated with an employer field 730 and a position field 735. As such, the recruiter is able to get a quick overview of the candidates work history.

[0078] A plurality of timeline markers 740 may be presented on the timeline component 720 to provide anchor points. For example, the timeline markers 740 may comprise year identifiers, and provide context to the recruiter in relation to the timeline entries 725.

[0079] Figure 8 illustrates a further screenshot 800 of the applicant screen, according to an embodiment of the present invention.

[0080] The applicant screen includes an X-score graph 805, and a Y-score graph 810. The X-score graph 805 and the Y-score graph 810 correspond to first and second dimensions of the evaluation criteria, discussed above. As such, the applicant screen provides an ability for the recruiter 120 or the employer 110 to see where the candidate excels, and what weight that has.

[0081] In particular, the X-score graph 805 and the Y-score graph 810 are split into portions corresponding to weights of each of the evaluation criteria, and each portion is filled to a level identifying the candidates score in relation to that evaluation criteria. As such, the employer 110 or the recruiter 120 is able to see both the candidates score and the weight associated with that score from a single graph.

[0082] The applicant screen includes a plurality of score component entries 815 that correspond to components of the X-score graph 805 and the Y-score graph 810. Each score component entry 815 includes a score ID field, specifying an identifier of the score component, a score field, specifying a score received by the candidate in relation to the score component, a weight field, specifying a weight associated with the score component, and a description field, specifying a description associated with the score component.

[0083] The applicant screen enables the recruiter to quickly see where the candidate excels (and not), and how this relates to the job criteria.

[0084] As can be seen from the above, the system enables the recruiter 120 to provide the employer 110 with details of the progress of the recruitment as the recruitment process unfolds. The method enables the recruiter 120 to bill in a similar manner as a professional service provider or consultant as the recruiter 120 is able to easily demonstrate what work has been performed in relation to the recruitment. Furthermore, the employer 110 is able to actively participate in the recruitment process, and thus influence the recruitment process at various stages.

[0085] According to certain embodiments, other graphical presentations are used instead of the pie charts described above. For example, the X-score graph 805 and the Y-score graph 810, which represent pie charts, could instead be represented using a bar graph. [0086] According to some embodiments, the candidates 130 are able to see their scores, or see how their resume ranks, and modify it to put their best foot forward. In one embodiment, each candidate 130 is able to see their profile in a similar manner to the recruiter 120 or employer 110.

[0087] According to certain embodiments, the candidates 130 are able to see their relative position among other candidates 130 using a graphical user interface similar to that provided to the recruiter 120 and the employer 110. As such, full transparency is not only provided between the recruiter 120 and the employer 110, but also to the candidates 130.

[0088] The system 100 enables the recruiter to transform themselves from working under the old employment recruiting industry business models of contingent and speculative sales to working as a professional service provider or consultant. This means that the recruiter can be paid fairly for the work they do on an hourly basis in line with widely accepted professional services or consulting business models. The system 100 provides transparency required by the employer required to utilise that new business model.

[0089] Also, the open communication channel in near real time between the employer and the recruiter, coupled with the pay for service approach, means the employer can short cut the whole process under a number of circumstances to save money and still get a good quality result.

[0090] The system 100 further enables the recruiter 120 to more efficiently sell the job to the candidate 130 as the recruiter does not need to keep the identity of the employer 110 a secret, which is generally the case in prior art recruiting as the recruiter wants to make sure the candidate 1430 won't try to "back door" them and contact the employer 110 directly.

[0091] Finally, the system helps eliminate duplication of effort and increases productivity by having only one recruitment consultant working on a job, which will obviously lead to cost savings in the recruiting supply chain. Also, the system 100 may improve communication of a candidate's status back to the candidate because the identity of the candidate/employer no longer needs to be kept secret.

[0092] Figure 9 illustrates a recruitment method 900, according to an embodiment of the present invention.

[0093] At step 905, a recruitment proposal is received from a recruiter. As discussed above in the context of Figure 1 , the recruitment proposal may include selection criteria. [0094] At step 910, the recruitment proposal is provided to the employer for review. The employer may then modify or otherwise provide input relating to the recruitment proposal as discussed above in the context of Figure 1.

[0095] At step 915, details of an evaluation of a first candidate are received from the recruiter.

[0096] At step 920, a graphical user interface is generated including details of the evaluation of the candidate in relation to the recruitment. Examples of the graphical user interface are illustrated with reference to Figure 2 to Figure 9 above.

[0097] At step 925, details of an evaluation of a second candidate are received from the recruiter.

[0098] At step 930, a revised graphical user interface is generated including details of the evaluation of the first and second candidate in relation to the recruitment proposal. As such, the graphical user interface is generated/updated as details of the first and second candidates are received.

[0099] The above description uses the terms "candidate" and "applicant" interchangeably. In particular, the term applicant does not require that the person has applied for the job, but instead may, for example, be selected by the recruiter for further assessment.

[00100] In the present specification and claims (if any), the word 'comprising' and its derivatives including 'comprises' and 'comprise' include each of the stated integers but does not exclude the inclusion of one or more further integers.

[00101] 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 of the present invention. Thus, the appearance 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 combinations.

[00102] In compliance with the statute, the invention has been described in language more or less specific to structural or methodical features. It is to be understood that the invention is not limited to specific features shown or described since the means herein described comprises preferred forms of putting the invention into effect. The invention is, therefore, claimed in any of its forms or modifications within the proper scope of the appended claims (if any) appropriately interpreted by those skilled in the art.

Claims

1. An online recruitment method including:

receiving, on a data interface and from a recruiter, a recruitment proposal;

receiving, on the data interface and from the recruiter, details of an evaluation of a candidate;

2. The method of claim 1, wherein the graphical user interface is generated in real-time or near real time as the details of the evaluation of the candidate are received.

3. The method of claim 1, wherein the recruitment proposal includes a plurality of selection criteria on which details of the evaluation of the candidate are based.

4. The method of claim 1, wherein the selection criteria comprise a two-dimensional selection criteria.

5. The method of claim 4, wherein the two dimensions represent 1) practical training and/or experience, and 2) qualifications and/or technical skills.

6. The method of claim 4, wherein the two dimensions represent 1) soft criteria, and 2) hard criteria.

7. The method of claim 4, wherein a score is generated for the candidate in relation to the selection criteria.

8. The method of claim 7, wherein the score is generated for the candidate in relation to each of the two dimensions.

9. The method of claim 7, wherein the evaluation of the candidate comprises a part-score for each of the selection criteria.

10. The method of claim 9, wherein the selection criteria are weighted, and a weight is applied to each of the part-scores to generate the score.

11. The method of claim 10, wherein the weights are graphically represented in the graphical user interface.

12. The method of claim 1, further including generating a timeline for the candidate based upon a work history of the candidate.

13. The method of claim 12, wherein the timeline may comprise timeline entries that correspond to different positions held by the candidate.

14. The method of claim 13, wherein each timeline entry is represented in a different colour.

15. The method of claim 1, further comprising providing recruitment proposal to the employer for review.

16. The method of claim 1, further comprising, subsequent to generating the graphical user interface:

17. The method of claim 1, further comprising ranking a plurality of candidates based upon respective evaluation details and the selection criteria.

18. The method of claim 17, wherein the plurality of candidates are ranked in two dimensions using a chart.

19. The method of claim 1, wherein the recruitment proposal includes a plurality of work items, each work item associated with a budget, wherein the budget comprises a number of hours or a cost.

20. The method of claim 19, further comprising receiving, from the recruiter, hours worked in relation to the work items, wherein the graphical user interface is configured to display a number of hours worked in relation to a number of hours budgeted.

21. The method of claim 1, further comprising automatically generating candidate data based upon a resume of the candidate.

22. The method of claim 21, wherein generating candidate data based upon a resume of the candidate comprises converting unstructured data in the resume to structured data according to a scheme.