Entries |
Document | Title | Date |
20100049662 | SYSTEM AND METHOD FOR FACILITATING EMPLOYMENT SEARCHES - A system and method is provided for facilitating and assisting employment related searches. Prospective employees and prospective employers can access and upload employment related information, which can pertain to available positions and positions being sought. Prospective employees remain anonymous until they decided to provide identifying information. Prospective employers can search prospective employees and communicate directly with them under complete anonymity. | 02-25-2010 |
20100100496 | Job matching system and method - A system for matching employment candidates to employment positions is disclosed. Measures of personality traits and optionally interests are used to match candidates to employment positions. Candidates' traits may be assessed by administering a questionnaire. A similar questionnaire may be provided to suitable employees who are already filling, or have previously filled, employment positions, in order to assess personality traits of suitable employees for each position. Results are preferably received and compared. A list of suitable jobs may then be provided to the candidate. Software and computer systems embodying the method are also disclosed. | 04-22-2010 |
20100114789 | SYSTEM AND METHOD FOR GUIDING USERS TO CANDIDATE RESUMES AND CURRENT IN-DEMAND JOB SPECIFICATION MATCHES USING PREDICTIVE TAG CLOUDS OF COMMON, NORMALIZED ELEMENTS FOR NAVIGATION - Systems and methods for guiding users to candidate resume and current in-demand job specification matches using a predictive tag cloud of common, normalized elements for navigation. The system automatically processes candidate resumes and job specifications expressed in natural language into a common, normalized, validated form. Users select a single job classification of interest, and subsequently select elements of interest from a tag cloud. Upon each selection, an engine may display a new set of elements that are found in combination with the previously selected elements, via a tag cloud, and a revised list of candidate resume/profiles or job specifications, any of which users can select. | 05-06-2010 |
20100131418 | Structured Job Search Engine - Candidates use a computer-based system to create profiles of their job experience, skills, interests, and future job requirements. Companies seeking candidates to fill job positions use the system to create profiles of the positions they seek to fill. The system automatically matches candidates to company searches based on their profiles, and confidentially and anonymously presents the companies with a list of candidates, ranked in decreasing order of the degree of match. The system may also notify candidates of positions which match their profiles. Candidates may earn referral fees from companies by referring positions to other candidates. | 05-27-2010 |
20100145870 | T.E.S.S. Teacher Evaluation Systems Software - T.E.S.S. is a Teacher Evaluation Assessment Software which evaluates the teacher/candidate based on a series of pre-designed questions that probe teaching styles, traits, strengths & weaknesses as related to the vocation of teaching. Results determine teaching styles/archetypes (The Discoverer, The Sage, The Counselor and The Motivator), in addition to learning styles associated, methods to assist the client, qualities & characteristics adaptable to the profession, a movie reference that fits learner style, tools for teachers, need to knows and a supervisory portion if requested by administrator for client to assist in supervising to their preferred teaching style. Employers/Clients are provided pdf/word document of results. Used for development of faculty/staff and as a screening tool for schools and universities for teacher candidates. | 06-10-2010 |
20100153290 | Methods of matching job profiles and candidate profiles - Methods and computer program products are described for matching candidate profiles and job profiles during a job search or a people search. Methods of matching of a candidate profile with a plurality of job profiles, or a job profile with a plurality of candidate profiles are disclosed. During the disclosed methods a strict initial match between a candidate profile and a plurality of job profiles, or between a job profile and a candidate profile is initially undertaken in order to select matched profiles. Thereafter a fuzzy match between the candidate profile and the matched job profiles, or between a job profile and the matched candidate profile based on the degree of similarity between the respective profiles is used to determine the relevance of the matched profiles. A job or candidate profile and/or a matched job or candidate profile may be forwarded using a social network. The profiles preferably include psychometric information or criteria. | 06-17-2010 |
20100161503 | System and Method for Online Employment Recruiting and Evaluation - A system and method for online employment recruiting and evaluation is provided. An online, web-based environment allows employers to create job descriptions for posting on an Internet-based job search service in communication with the web-based environment, and allows for online recruitment and review of hiring candidates using a multi-phase approach. An employer can create an initial questionnaire associated with the job descriptions, which must be answered by potential employees as part of the recruitment and hiring process. A virtual dossier is created for each potential employee, is stored in a database, and can be reviewed by the employer. An employer can select desired candidates based upon information provided in response to the initial questionnaire, and selected candidates can be provided with a second questionnaire which asks the selected candidates to provide information about previous employers/supervisors. A subset of candidates can then be selected for a telephone interview, which is recorded and stored as part of the virtual dossier. Each employer/supervisor specified by the candidate is also interviewed, and the interview is recorded and is stored as part of the candidate's virtual dossier. A final group of candidates is then selected for an in-person interview, which is recorded and made part of the candidate's virtual dossier. A final review of the updated virtual dossiers is conducted by the employer so that the employer can select a final candidate for hiring. The virtual dossier can be made part of the hired candidate's personnel file, and provides a digital, comprehensive, and easy-to-access record of the recruitment and evaluation process of the candidate. | 06-24-2010 |
20100185551 | Web-based method for automating recruiting processes comprising job description generation, screening questionnaire generation, Boolean logic generation, screening applicants using knock-out, non-knock-out and essay questions, allowing employers to score and rank candidates, and allowing employers to re-calibrate the scores and rankings of applicants - The invention removes much of the labor previously associated with recruiting employees. Specifically the invention automates processes comprising compilation of strings of terms used in resume searches, writing of job descriptions, advertising and posting of job descriptions on Internet accessible job boards, sending e-mail invitations to apply to likely candidates, creation and administration of applicant screening questionnaires, scoring submitted questionnaires, re-calibration of scores based on changed criteria, and sending notification to employers about qualified candidates. | 07-22-2010 |
20100211516 | METHOD AND SYSTEM FOR MATCHING EMPLOYERS WITH JOB-SEEKING INDIVIDUALS - A system for proactively marketing job openings via an employment clearinghouse in communication with employers and outreach organizations serving potential employees is provided. The employment clearinghouse provides information and services related to employment; receives one or more job openings from an employer; geocodes the one or more job openings to determine a location for each of the one or more job openings; determines, for each of the one or more job openings, one or more outreach organizations within a predetermined distance of the location determined for the job opening; and presents the received one or more job openings to the one or more determined outreach organizations. | 08-19-2010 |
20100241581 | System and Method for Interactive Interview and Recruitment - The invention relates to a system and method for interactive interview and recruitment which comprises of plurality of interactive application means for collecting recruiters of hiring needs of first type seeking video interview assistance and of second type seeking automatch assistance; plurality of interactive application means for collecting resume of prospective applicants of first type seeking video interview assistance and of second type seeking automatch assistance; plurality of interlace application means for automatching the resume of second type and forwarding the same along with resume of first type to recruiters of first type, and the interface application means further automatching the resume of second type and forwarding the same to recruiters of second type; and plurality of interactive application means for enabling video communications between the interfaced first type applicants and the first type recruiters. | 09-23-2010 |
20100241582 | Career planning and job search management - Methods and apparatus, including computer program products, for career planning and job search management. A method includes, in a network of interconnected computers, displaying a menu of web productivity tools on a graphical user interface (GUI) on an input/output (I/O) device of a computing system, the web productivity tools including a contacts manager tool, a scheduler tool, a resume builder tool, a personal statement builder tool, an interview preparation tool and a self-assessment tool, receiving an indication through the GUI of which of the web productivity tools to execute, executing the indicated web productivity tool, and integrating data received and stored for each of the web productivity tools. | 09-23-2010 |
20100262552 | System and method of global electronic job market in the Internet - A system and a method of global electronic job market in the Internet are provided. The method of operating of a global electronic job market for jobseekers and employers via the Internet includes: registering the jobseekers and the employers; creation of the structured database of offers of employers and a database information about jobseekers on the basis of the International Classification of Specialities and on the basis of the International Classification of Job Position; creation of requests of jobseekers for search of the necessary information in the database of offers of employers; creation of requests of employers for search of the necessary information in the database information about jobseekers; providing of searching of the necessary information according to requests, specified above, in appropriate databases; providing of jobseekers by the list of offers from employers, acceptable for them, which are available in the database; providing of employers by the list of offers from jobseekers, acceptable for them, which are available in the database; a choice of partners in employment out of the presented lists; holding competitions for job vacancies (tenders); conclusion of job contracts between jobseekers and employers; providing additional services of the system of global electronic job market. | 10-14-2010 |
20100262553 | METHOD FOR COMPLYING WITH EMPLOYMENT ELIGIBILITY VERIFICATION REQUIREMENTS - A method is provided for determining employer compliance in determining employment eligibility requirements in accordance with federal immigration regulations. Compliance alerts and compliance tips are displayed for guiding employers in verifying employment eligibility. Completed employment eligibility forms are automatically audited to analyze whether the employer has accurately completed the employment verification. The completed forms are audited by applying various compliance rules to a completed employment eligibility form, presently a Form I-9, to determine compliance with the applicable regulations. A listing is provided of various errors and additional data required to complete the audited form. The method is preferably administered by a single service provider for multiple employers, to assure that changes in the applicable regulations are regularly incorporated. A central system is provided for managing all of the employment eligibility forms associated with particular employers, to assure continued compliance with federal regulations. | 10-14-2010 |
20100287110 | ELECTRONIC EMPLOYEE SELECTION SYSTEMS AND METHODS - An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions. | 11-11-2010 |
20100287111 | ELECTRONIC EMPLOYEE SELECTION SYSTEMS AND METHODS - An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions. | 11-11-2010 |
20100325059 | METHOD TO FACILITATE ENGAGEMENT OF A COMPANY WITH AN AVAILABLE POSITION - A method to encourage a recruiter to engage a company with an available position on a computer network that accepts information about the available position from the company; accepts information about a candidate for the available position from a recruiter and submits the information about the candidate to the company; and upon the selection by the company of a candidate for the available position, accepts payment from the company and transmits a portion of the payment to the recruiter. The method of the preferred embodiments include allowing the recruiter to invite a company to a computer network, accepting contact information for the company, and allowing the recruiter to access the contact information of the company. The method may include transmitting an invitation code to the company, transmitting a portion of the payment to the inviter of the company, or allowing the recruiter to invite only a predetermined number of companies. | 12-23-2010 |
20110022530 | Method and apparatus for ranking candidates - A method and apparatus for ranking candidates is provided. Preferably, the method includes steps of and/or apparatus performs steps of receiving candidate referrals from a plurality of referrers, generating a predicted prospect ranking (PPR) based at least in part on received candidate referrals, and displaying a candidate list ranked by the PPR. | 01-27-2011 |
20110022531 | Electronic Verification Software - A method is described herein for managing employees and their workforce verification. | 01-27-2011 |
20110047090 | System and apparatus to increase efficiency in matching candidates to job offers while keeping candidate privacy - System and apparatus to send candidate resume to job offers published in any of the medias while keeping candidate privacy and increasing effectiveness in finding the best candidate for job offer. The system is based on the ability to compare candidate results from third parties matching systems and increased effectiveness in tracking candidates in recruitment process. | 02-24-2011 |
20110055098 | Automated employment information exchange and method for employment compatibility verification - A computer implemented system is provided to manage the exchange of information about people seeking employment with suitable job opportunities through the use of linguistic technologies. The system is particularly useful for job hiring environments which require an exchange between companies looking to hire employees and individuals seeking employment. The system manages a database of job candidates who have been interviewed and answers have been recorded. The system converts the candidate's answers into a personal linguistic profile and then analyzes the linguistic profile to reveal the candidates unique talents and skills to find the most suitable job opportunities. | 03-03-2011 |
20110055099 | Automated Systems and Methods for Matching Healthcare Professionals with Healthcare Organizations on a Temporary Basis - Automated web-based systems and methods for matching healthcare professionals with healthcare organizations on a temporary basis are disclosed. The systems and methods of the present invention utilize a secure online portal to facilitate communication between healthcare organizations and locum tenens recruitment agencies. The present invention automates and manages all aspects of the connecting of healthcare organizations and vendors for the purpose of matching and placing of temporary medical professionals with healthcare organizations. | 03-03-2011 |
20110099118 | SYSTEMS AND METHODS FOR ELECTRONIC DISTRIBUTION OF JOB LISTINGS - Systems and methods are provided for electronically distributing job listings. In one implementation, a method is provided that includes receiving information for job listings from one or more employers, and associating one or more keyword tags with each job listing. The method also includes identifying a content web page for injecting at least one job listing; analyzing text of the identified content web page; and selecting a job listing for injection into the content web page, based on a comparison between the analyzed text and the one or more keyword tags. | 04-28-2011 |
20110099119 | SYSTEM AND METHOD FOR PUSHING NOTIFICATIONS OF POSTINGS - A system and method for the generation and distribution of a job notification The method includes receiving geographic information for a shoot location. A job posting is generated that is associated with a production shoot held at the shoot location on a particular date. A user selected search parameter is determined that is associated with the geographic information. One or more listings are accessed from a directory of listings, each of which corresponds to an entity providing products or services related to the job posting. The accessing of listings is based on the geographic information and the user selected search parameter. A notification of the job posting is generated and pushed to one or more network access devices associated with the one or more listings. | 04-28-2011 |
20110112977 | Computer method of collecting, managing and using job applicant data for specific employment opportunities - A computer method and system by which an employer or other entity, organization or individual, can collect, manage, view, search, evaluate and store data entered by job applicants for specific employment opportunities. This invention includes a computer method and system by which the employer can create a uniquely identified customized pre-employment application designed specifically for a unique and specific employment opportunity. Furthermore this invention includes a computer method by which interested individuals can access one or multiple unique pre-employment applications, submit the requested information and exit the system, without obtaining a system registration (username or password). Also, each applicant record is linked specifically to the pre-employment application along with attached resume. This invention utilizes well established Internet conventions to allow applicants to remotely access uniquely identified Web pages containing pre-employment applications. Furthermore this invention utilizes well established Internet conventions to allow employers to access, applicant information, contained in a database and uploaded to a remote computer or server location. Employer access to the system is determined and regulated by permissions associated with their username and password. Depending on the type of customer, a unique home page can be provided for accessing the applicant information. | 05-12-2011 |
20110131146 | Employment management system - Embodiments of the present disclosure generally relate to a system, apparatus, and computer program product for employment management and, more particularly, an automated system for managing and matching employment requirements and employment candidates physically separated from one another. | 06-02-2011 |
20110137816 | METHOD AND SYSTEM FOR PROVIDING A COLLABORATION RECOMMENDATION - In a recruitment context, it can be difficult to determine the best third-party recruiter to help fill an open job. The disclosed system includes a recommendation engine that determines the best recruiter to help fill an open job, either for another recruiter to collaborate in a split-fee placement or for an employer having the opening. For a given candidate or job opening that becomes available and that is represented by a given user, the system analyzes disparate work information from users' transactional systems, including various criteria about their past transactions (job placements, geography, timeliness, etc.) and their current candidates to produce a recommendation. The user representing the subject candidate or job opening may then be notified of potential other users, and connected with them through an online system, in order to complete a collaborative placement. | 06-09-2011 |
20110145161 | ELECTRONIC EMPLOYEE SELECTION SYSTEMS AND METHODS - An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions. | 06-16-2011 |
20110161238 | ASSESSMENT OF SKILLS OF A USER - A method, operable on a processing device, for assessment of skills of a user may include receiving, by the processing device, an error message reporting an error associated with the user. The method may also include determining, by the processing device, a categorization of the error. Determining the categorization of the error may include assigning one of a plurality of predetermined skill ratings to the user. Each predetermined skill rating may be associated with a predefined condition. The method may additionally include generating, by the processing device, a report for assessment of the skills of the user. The report may include an identification of the user, the error, identification of a system if a system associated error, identification of a product if a product associated error, the categorization of the error and the predetermined skill rating assigned to the user. | 06-30-2011 |
20110178940 | AUTOMATED ASSESSMENT CENTER - A web based Assessment Center system that imposes a prescribed workflow and facilitates defined interactions between the various participants implementing the Assessment Center method using portal technology. The system relies on a hub-and-spoke web-based client/server architecture, and a software foundation comprising an open-architecture modular array of web-based software for data collection and exchange between the various participants. The software modules include a Role profile module by which a customer can specify a freeform customer role profile, a Job Analysis module for distilling suitability ranking factors from the customer's free form Role profile, a Proctor Module for online testing, a Simulation Module for recording video simulations, and a Scoring Module for standardizing multiple Assessor scoring of the recorded video simulations and consolidation of the online test scores and simulation scores into a Data Map for collective decision-making. An integrated Video Training Module for training and certification of Assessors. | 07-21-2011 |
20110178941 | INTERNET BASED RESUME COLLECTOR AND RELATED METHOD - An internet based resume database collector includes at least one host server. The at least one host server is operative to communicate with the Internet. The resume database system is accessible by a plurality of job candidates and a plurality of employers over the internet. The resume database system includes an interface module, a data collector module and a formatting module. The resume database system further includes a criteria collector module, a search module and a communications module. | 07-21-2011 |
20110196801 | METHOD AND APPARATUS FOR HIRING USING MOBILE PHONES - A computing device aggregates job postings from a plurality of job listing systems. The computing device ranks the job postings for a user based on user specified criteria. The computing device places a subset of the job postings into a queue associated with the user based on the ranking, and sends a first job posting in the queue to a mobile device of the user. | 08-11-2011 |
20110196802 | METHOD AND APPARATUS FOR HIRING USING SOCIAL NETWORKS - A computing device generates job search results for a user. The computing device accesses a social network account of the user to determine employers of contacts in the user's social network. For each job search result, the computing device determines a number of contacts in the user's social network that work for an employer associated with the job search result. The computing device then ranks the job search results based at least in part on the number of contacts in the user's social network that work for employers associated with the job search results. The computing device then provides the ranked search results to the user. | 08-11-2011 |
20110208664 | Employment portal enabling interactive mobile contact and feedback - The present invention relates to an enabled real time interaction between an employer and a job seeker. The job seeker submits resume information on a job portal and may enable a chat session option should an employer request one. The job seeker may download a chat client on his or her computer as well as a wireless mobile device. An employer that wants to contact a matched job seeker sends a chat request that activates the downloaded chat client on a computer or a mobile device of the job seeker without the job seeker logged on the website. The employer may be enabled to chat via a similar downloaded chat software module as the job seeker. The job seeker may be provided with job related feedback statistics before or after the application is made. | 08-25-2011 |
20110208665 | METHODS AND APPARATUS FOR EMPLOYMENT QUALIFICATION ASSESSMENT - A qualification processing system configured to dynamically collect and/or analyze information associated with a client and/or a candidate via an automated system and method. | 08-25-2011 |
20110213726 | Multi-Modal Automation for Human Interactive Skill Assessment - A method for screening applicants by a screening entity includes the steps of remotely accessing a screening entity's multi-modal pre-screening tool by a candidate using an Internet-accessible device, the pre-screening tool comprising audio and visual elements operable to communicatively interact with the candidate, and carrying out an interactive skills assessment of the candidate by communicating at least one cue to the candidate from the screening entity, requiring the candidate, upon receiving the at least one cue, to simultaneously interact with the pre-screening tool and, based upon this interaction, communicate a verbal response to the cue, recording the candidate's verbal response with the pre-screening tool and storing the verbal response in a database profile associated with the candidate and accessible by the screening entity, and analyzing the candidate's recorded response by the screening entity and carrying out a quality and criteria judgment to determine the hiring potential of the candidate. | 09-01-2011 |
20110218932 | System and Method for Interactively Entering Data Into the Database - A system and method for facilitating the accurate entry of information into a highly structured database by initially extracting information from a plurality of nonuniformly formatted source data streams, e.g., documents/files, and subsequent interactions with users before storing the accepted and/or modified information into the database. Embodiments of the present invention provide an interactive path for each user (e.g., the author of the source document/file) to interactively modify the extracted data, e.g., according to the source document/file. Preferably, this interactive path is provided via the Internet and the extracted information can be modified by editing and/or selectively copying portions of the source documents/files to supplement and/or modify the extracted information. | 09-08-2011 |
20110231329 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and candidates, and employers and candidates are given an opportunity to exchange information. | 09-22-2011 |
20110231330 | JOB MATCHING METHOD - A job matching method that matches applicants with employers is revealed. The job matching method includes steps of providing a plurality pieces of capability information of a job seeker, creating a capability map by quantifying the pieces of capability information, and matching the capability map with a plurality of recruitment requirements. Thus the job applicant's capabilities are shown by the capability map clearly and the employers find qualified candidates more quickly. The length of the interview is reduced and the recruitment period is minimized. Therefore, the recruitment is more efficient. | 09-22-2011 |
20110238591 | AUTOMATED PROFILE STANDARDIZATION AND COMPETENCY PROFILE GENERATION - A system and method are described for standardizing disparate personal profile information from different sources into a standardized competency based profile. The standardized competency profile enables equalized and fast candidate evaluation and selection across multiple sources for recruiting, education, training and career management purposes. | 09-29-2011 |
20110258132 | METHOD AND SYSTEM FOR MATCHING EMPLOYERS WITH JOB-SEEKING INDIVIDUALS - A system for proactively marketing job openings via an employment clearinghouse in communication with employers and outreach organizations serving potential employees is provided. The employment clearinghouse provides information and services related to employment; receives one or more job openings from an employer; geocodes the one or more job openings to determine a location for each of the one or more job openings; determines, for each of the one or more job openings, one or more outreach organizations within a predetermined distance of the location determined for the job opening; and presents the received one or more job openings to the one or more determined outreach organizations. | 10-20-2011 |
20110276505 | SYSTEMS AND METHODS FOR PROVIDING CREDIBILITY METRICS FOR JOB REFERRALS - Methods and systems for assigning a credibility score for referrals provided through a professional talent management platform are described herein. Embodiments provide for registering members with the platform, listing available positions, accepting position referrals from the members, and associate credibility scores with the platform members. | 11-10-2011 |
20110276506 | SYSTEMS AND METHODS FOR ANALYZING CANDIDATES AND POSITIONS UTILIZING A RECOMMENDATION ENGINE - Methods and systems for assigning generating referrals within a talent management platform are described herein. Embodiments provide for registering platform members, obtaining profile information from the members and from member external networks, analyzing the profile information to obtain subjective information about the members and potential referrals, generating referrals for open positions by applying the subjective information to requirements of the open positions. | 11-10-2011 |
20110276507 | SYSTEM AND METHOD FOR RECRUITING, TRACKING, MEASURING, AND IMPROVING APPLICANTS, CANDIDATES, AND ANY RESOURCES QUALIFICATIONS, EXPERTISE, AND FEEDBACK - A system and method for locating resources and providing recruitment information. Including a memory device for storing the information regarding a at least one resource, a at least one resource criteria, a at least one resource match, and a at least one processing device for processing information regarding the information, criteria, resource and match. In one aspect, the processing device utilizes information regarding a at least one job opening, an applicant's contract, an interviewer's available date, an interviewer available time, and a interview schedule, stored in the memory device, and further wherein the processing device generates a message containing information regarding at least one of a job opening, an interview schedule, an interviewer, an applicant's contract, a date and a time, wherein the message is responsive to the job interview request, and a transmitter for transmitting the message to a communication device associated with an individual in real-time. | 11-10-2011 |
20110295759 | METHOD AND SYSTEM FOR MULTI-SOURCE TALENT INFORMATION ACQUISITION, EVALUATION AND CLUSTER REPRESENTATION OF CANDIDATES - Embodiments of the invention relate to a system, method and apparatus for performing a multi-source talent acquisition. The method includes entering search criteria; selecting at least one source from a plurality of sources; executing a search using at least the search criteria and the at least one source; identifying at least one talent match; and displaying the at least one talent match. | 12-01-2011 |
20110302100 | METHOD AND SYSTEM FOR IDENTIFICATION OF TALENT ON THE BASIS OF A TARGET CANDIDATE PROFILE - Embodiments of the invention relate to a system, method and apparatus for identifying at least one candidate from a plurality of candidates based on at least one target candidate profile associated with the at least one target candidate. The method includes identifying at least one candidate from a plurality of candidates based on at least one target candidate profile associated with the at least one target candidate. The method further includes constructing profile images for candidates; representing the at least one candidate profile in a multi-dimensional characteristic space; executing a search of a plurality of candidate profiles associated with the plurality of candidates; and identifying the at least one candidate having the at least one candidate profile almost identical to the at least one target candidate profile. | 12-08-2011 |
20110307402 | CONTACT CENTER EXPERT IDENTIFICATION - A system evaluates callers, into a contact center, for possible employment. The evaluations occur while the caller waits in a contact center queue and provide a rating of the callers as potential employees. Ratings may be generated or accumulated from one or more interactions with the contact center, where each interaction with the caller can provide information about the caller's suitability as an employee. Good candidates may be interviewed automatically and/or by a manager. Those candidates that receive good ratings/evaluations and are interested in the position may be hired or provided incentives to help the call center respond to calls. | 12-15-2011 |
20110313940 | Process To Optimize A Person's Profile Into A Standardized Competency Profile - A process to optimize a person's profile information into a standardized competency profile that can then be found for and measured against any specific job position or work need is disclosed herein. The process generates an optimized competency profile for a person comprising a location attribute, an education attribute, a work experience attribute, a plurality of competency matrix attributes and a plurality of job transition attributes. The process obtains the information from various sources including social networking websites, with or without the knowledge of the person. The process is preferably performed at a competency server. | 12-22-2011 |
20110313941 | Employment portal enabling interactive mobile contact feedback and advertisment - The present invention relates to a job provider provided with an option to advertise any job posting on all registered job seekers with an employment portal. By taking this option, the job provider is able to place a posting on the landing page of a job seeker that matches the job description. The job provider may also be provided an option to select filtration to target better candidates. Once an advertisement is posted on a job seeker's landing page, the job seeker may act and apply for that job. Once submitted, the job provider is informed of the new application with an indication that this was result of a job advertisement. This approach of job provider posting advertisement on a job seeker website allows the job provider to directly interact with potential job seekers rather than waiting for a job seeker to find the job posting and submit an application. | 12-22-2011 |
20110313942 | SYSTEM AND METHOD FOR PROVIDING DEPARTMENTS WITH CANDIDATE TEST SCORES AND PROFILES - Multiple departments of an organization can cooperate to simplify the testing process and enlarge the pool of qualified candidates for each department. Each department advertises for candidates, but requests that they also register at a website to apply to take a test rather than send any paperwork directly to the department. On the web site, candidates provide personal profile information, schedule a test at a test site in their area, and select their department preference. When the department is ready to interview candidates, a user logs in to the web site and downloads a tailored list of qualified candidates that have 1) met that department's predetermined hiring criteria, and 2) indicated they are willing to work at that department. The interviewer then contacts the candidates and proceeds with their normal application procedures. | 12-22-2011 |
20110313943 | Structured Job Search Engine - Candidates use a computer-based system to create profiles of their job experience, skills, interests, and future job requirements. Companies seeking candidates to fill job positions use the system to create profiles of the positions they seek to fill. The system automatically matches candidates to company searches based on their profiles, and confidentially and anonymously presents the companies with a list of candidates, ranked in decreasing order of the degree of match. The system may also notify candidates of positions which match their profiles. Candidates may earn referral fees from companies by referring positions to other candidates. | 12-22-2011 |
20120005113 | SYSTEM AND METHOD FOR ASSESSING EMPLOYEE WORK PERFORMANCE - A computer system for maintaining employee performance ratings, the system comprising a storage module configured to store an employee record comprising employee performance data, the performance data generated in response to an evaluation made by an associated employer. The system further comprising a determination module arranged to evaluate both the stored employee performance data and predefined performance criteria to determine a performance rating for the employee. A publishing module is provided for publishing the employee performance rating which is viewable by authorised third parties via a computer network. | 01-05-2012 |
20120023031 | BUSINESS MATCHING SYSTEM AND METHODS THEREOF FOR THE CREATIVE ARTS INDUSTRIES - Embodiments of the present invention are generally related to a business matching system and methods thereof. More specifically, embodiments of the present invention relate to a network-based system for matching a candidate with an open position of an employer within a predetermined creative arts industry and methods of utilizing and implementing the same. In one embodiment, a method of matching business personnel comprises: receiving, at an administrator, candidate data comprising at least information pertaining to the candidate's professional abilities; receiving, at the administrator, employer data comprising at least information pertaining to the employer's employment needs; utilizing a processer, at the administrator, to compare the candidate data to the employer data based upon at least one predetermined criteria; and enabling a virtual audition between the candidate and the employer upon determination of a positive match between the candidate data and the employer data based upon the at least one predetermined criteria. | 01-26-2012 |
20120030126 | Structured Job Search Engine with Guided Navigation - Candidates use a computer-based system to create profiles of their job experience, skills, interests, and future job requirements. Companies seeking candidates to fill job positions also use the system to create profiles of the positions they are seeking to fill. The system enables employers to use a combination of text-based keyword entry and guided navigation to easily create a set of candidate search criteria, to preview candidate profiles which match those search criteria, and to automatically create a new job profile (project) which contains the candidate search criteria for future use in matching candidate profiles. | 02-02-2012 |
20120030127 | Computerized Apparatus for Identifying Industries for Potential Transfer of a Job Function - Methods for identifying industries for potential transfer of a job function capability involve the use of a database that correlates, for a job function in a first industry, the first industry with a set of second industries with respect to which a job function capability of the job function is potentially transferable. The database can be accessed to identify the second set of industries. A symbolic representation of a job transfer between the first industry and a second industry or a symbolic representation that categorizes a subject of a user's job transferability query may be used to access the database. | 02-02-2012 |
20120036081 | METHOD AND SYSTEM FOR A REAL-TIME INTERACTIVE WEB/MEDIA-BASED ELECTRONIC NEW OR REMOTE HIRE DOCUMENT PROCESSING SYSTEM INTERFACED/INTERLINK TO AN EMPLOYER AUTHORIZED DISTAL/REMOTE NOTARIES PUBLIC OR 3RD PARTY AGENT - Disclosed is an interactive web based method and system facilitating an employee to virtually and electronically process their employee eligibility verification and certification with a live remote Notary Public or authorized third party agent; comprising on demand functionality implementing web-based appointment booking, on-line payment platform, secure web based interactive videoconferencing communication | 02-09-2012 |
20120041889 | SYSTEMS AND METHODS FOR MATCHING AND LINKING EMPLOYEES WITH EMPLOYERS OF APPLICATION-BASED POSITIONS - The present invention relates generally to the provision of a Website portal for matching potential applicants to employers who are seeking to fill application-based positions (e.g., hourly-wage or restaurant or retail or similar positions). An applicant portal is provided to collect information from the applicants, to store the applicant information in a database, and to allow the applicants to perform other tasks. An employer portal is provided to collect employer information, to store the employer information in an employer database, to allow employers to search the applicants, to allow the employer to view uploaded videos provided by the applicants, and to allow employers to run background checks on the applicants. An applicant information database is stored in connection with the website, such that potential employees may be optimally matched and linked/connected to the most appropriate employer. | 02-16-2012 |
20120066141 | System and Method for Conducting a Computer-Aided Telephone Interview - A system and method is provided for a computer-aided telephone interview system that includes a computer server operatively connected to an interviewer over a global telecommunications network, where the server is configured to transmit sound file prompts that can include pre-recorded questions and statements to a person being interviewed over a telephone network under the control of the interviewer in response to answers provided by the person being interviewed. | 03-15-2012 |
20120072361 | METHOD AND SYSTEM FOR CAREER MANAGEMENT ASSESSMENT MATCHING - A method for system for career matching assessment matching. One or more electronic questionnaires that are designed to reflect models of working environments, problem solving, communication and inter-personal skills are presented via a communications network. Each candidate and/or employer fills in a separate questionnaire. The job seeker answers questions as if the job seeker was the employer and the employer answers questions as if the employer were the job seeker. The particular pattern of their answers provides a profile for both the job seeker and the employer. A matching process then assesses the amount of overlap between the profiles of different candidates and employers. Greater candidate-employer overlap yields superior job performance, higher levels of job satisfaction and longer retention. | 03-22-2012 |
20120078804 | ELECTRONIC EMPLOYEE SELECTION SYSTEMS AND METHODS - An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions. | 03-29-2012 |
20120089528 | SYSTEM AND METHOD FOR QUALITY CONTROL IN A HIGH VOLUME TALENT ACQUISITION - A system and method for quality control in a high volume talent acquisition is disclosed. In one embodiment, a system for quality control in a high volume talent acquisition includes a processor, a quality talent acquisition database for storing a plurality of candidate e-dossiers and historical data associated with fraudulent practices used in the talent acquisition, memory operatively coupled to the processor and the quality talent acquisition database, and a quality talent acquisition module communicatively coupled to the processor and the quality talent acquisition database. The quality talent acquisition module includes a selection module for selecting one or more prospective candidates from the plurality of candidate e-dossiers, a fraud and non-compliance module for obtaining information associated with fraudulent practices, an e-dossier compilation module for compiling the candidate e-dossiers and a sampling module for sampling on a real-time basis the selected one or more candidates. | 04-12-2012 |
20120095933 | Hiring Decisions Through Validation Of Job Seeker Information - The present methods and systems relate to means for job seekers to provide more detailed information to prospective employers to aid in job hiring decisions. The means comprises validation of job history, education, and skills information provided by the job seeker, which can comprise third party support and feedback. The means further comprises a display of information that comprises the relative strength of the validation, as well as possible means of further validation for the prospective employer to use. The means further comprises a skills assessment that is taken by the job seeker at a time of the seekers time and place convenience, but that can be validated at the place of employment. The means also provides the job seeker with information about how they could improve their employment prospects. | 04-19-2012 |
20120101955 | TOKEN-BASED METHOD FOR FACILITATING EMPLOYMENT OVER A COMMUNICATIONS NETWORK - Token-based method of facilitating employment over a communications network is provided. The method includes providing at least one database of electronic data at a computer site. The data includes cost data that identifies a cost to a job applicant to apply for each job associated with job opportunities and for which payment in tokens is required. The method further includes transferring at least one token from a token account of the job applicant to a token escrow account in response to a job application signal. A monetary or associated currency value of the at least one token is based on the cost to apply for the desired job. The method further includes debiting the at least one token identified with a job applicant applying for a desired job from the token escrow account when job applicant data is received and viewed by the job provider associated with the desired job. | 04-26-2012 |
20120109837 | METHOD AND APPARATUS FOR MANAGING AND CAPTURING COMMUNICATIONS IN A RECRUITING ENVIRONMENT - Method and apparatus described that can be applied to a job recruiting environment. A system can be configured to manage interactions between candidates seeking job positions and recruiters seeking to fill job positions. Using the central system, a candidate may be able to 1) search for different jobs, 2) upload work related information, 3) learn information about individual recruiters, 4) communicate with a recruiter and 5) maintain a network of connections including other candidates and/or recruiters. Recruiters may be able to 1) search through candidate provided information, 2) initiate a live communication with a candidate, 3) block or filter candidate communications, 4) receive a notification when a candidate may be available for a communication, 5) review prior communications with a candidate, 6) post a job description and a company profile, 7) manage a team of recruiters and 8) receive metrics and reports associated with recruiter activities and/or candidate characteristics. | 05-03-2012 |
20120109838 | HEURISTICALLY-DRIVEN PLATFORM AND METHOD FOR HIRING BASED ON PREVIOUSLY-SUPPORTED JOBS - A heuristically-driven platform and method for hiring based on previously-supported jobs and collected metrics solves the problem of efficiently connecting hiring agents and suitable job candidates. A portal application includes an inventory of successful placements and successful listings, allowing hiring agents to build job searches against a database of historical jobs. Leveraging the portal's inventory of placements and listings, the hiring agent may build a listing and design a candidate search based on previous listings, search venues for the same job type and metrics collected against each. An embodiment may provide the hiring agent a listing of the hiring agent's jobs, a list of applicants for each listed job and the detail for each applicant. The platform monitors applicant flow, online interviews, and site usage analytics for each position, suggesting alternatives and course corrections to the hiring agent if the performance of the job search is sub-par based on benchmarks. | 05-03-2012 |
20120123956 | SYSTEMS AND METHODS FOR MATCHING CANDIDATES WITH POSITIONS BASED ON HISTORICAL ASSIGNMENT DATA - Systems and associated methods for matching candidates with positions through an automated scoring and ranking process utilizing a scoring function based on previous assignments. The ranking of candidates includes identifying the position requirements, mining relevant candidate information, prioritizing mined information based upon past assignments, and ranking candidates based on how well they match the position requirements. The systems and methods are applicable for use in different environments, including online job portals, recruiting services, and by company human resource departments. | 05-17-2012 |
20120123957 | Computerized System and Methods for Matching a Project and at Least One Applicant - A computerized system or method having a project management interface for an employer to describe the project, an applicant interface that allows an applicant to key in his/her profile, and a system module that, based on certain characteristics of the matches previously accepted by any employer, assigns a score for each of the characteristic to the applicant, gives the score a weight, and uses the sum of the weighed scores to determine whether the applicant profile will be displayed to the employer. The score for a characteristic may be the frequency of a value of the characteristic. The system module may use correlations of keywords between the applicant characteristics and the project characteristics. The system module may also be implemented to provide bonus scores for applicants that have certain properties. | 05-17-2012 |
20120123958 | Employer-candidate time and information manager - A method of online human resource management for hiring employers of prospective job applicants. First, job seekers may apply to an employment posting listed on a region-specific employment listing website by submitting a resume. Applicants are notified through an online messaging system when certain actions are taken by the employer or applicant. Second, employer may request an interview by initiating a direct connection with online applicant. The interview request is received through a messaging system and can be responded to by applicant through an online function. Thirdly, employer may request and retrieve additional documents such as cover letter and writing sample. The purpose of this system is to foster effective management of job applicants and to decrease the response time between online job application and feedback to job applicants. | 05-17-2012 |
20120130915 | SCORING A MATCHING BETWEEN A RESOURCE AND A JOB - A resource is scored based on a matching of the resource to a job. Job attributes for the job and resource attributes for the resource are identified. A hierarchy of the job attributes that includes dependencies between the job attributes is determined. A score for the resource is determined using the hierarchy of the job attributes and the resource attributes. The score represents a matching between the resource and the job. | 05-24-2012 |
20120150760 | SYSTEM AND METHOD FOR VERIFYING EMPLOYMENT ELIGIBILITY - An employment eligibility verification system is provided which includes an employee database, for storing a plurality of employee records each record having data associated with an employee including an employee hire date and an employee hire status[ | 06-14-2012 |
20120150761 | Pre-Screening System and Method - An independent pre-screening system is provided. The independent pre-screening system may include a pre-screening workflow manager executed on one or more servers configured to receive a pre-screened candidate portfolio for an associated job posting. Each pre-screened candidate portfolio will receive a GPA based on predetermined set of fulfillment criteria. The system is configured to facilitate the execution of an automated pre-screening interview, and upon completion send the corresponding candidate portfolio to a candidate queue. The independent pre-screening system may further include a pre-screening candidate manager executed on the one or more servers configured to send a portion of the pre-screened candidate portfolio and a pre-screening rubric from the candidate queue to an online dashboard or remotely executed program, receive a portfolio evaluation from the pre-screening program, and rank the portfolio evaluation by GPA in a candidate status chart for the job posting. | 06-14-2012 |
20120173445 | WEB-BASED RECRUITMENT SYSTEM - A method and system for facilitating the hiring and recruitment of candidates for a particular position. The system would include information relating to the skill level and expertise of various candidates irrespective of a particular job. The candidates will have their various skills assessed through the use of an anonymous assessor. The assessor would provide the system with a rating of each candidate's various assessed skills. The candidate has the option to have this assessment evaluated by a disinterested third party. A client or employer would access the system for the purpose of receiving a listing of potential candidates, their skill levels as well as assessments. The client will provide the system with a list of potential candidates to the position. The clients would utilize this information to hire a particular candidate. | 07-05-2012 |
20120179617 | METHOD, SYSTEM AND PROGRAM PRODUCT FOR FILLING JOB ORDERS - A method, system and program product are disclosed for filling job orders, the method comprising: creating electronically a respective commitment reservation for each of a plurality of workers, with each respective commitment reservation comprising a commitment for the respective worker to work on a prospective job not yet created, with the prospective job having one or more job parameters; receiving electronically a job order subsequent to the creation of one of the commitment reservations, the job order specifying a job with one or more job parameters; matching the job parameters of the job in the job order to the job parameters in one or more of the commitment reservations to obtain a reservation-job match; and, securing automatically based on the results of the matching step the job in the job order to one of the workers with a commitment reservation. | 07-12-2012 |
20120185402 | ONLINE RECRUITMENT SYSTEM AND METHOD - The system and method allows finding candidates for job offers using a reward scheme, in which members of the public provide contact information on one or more potential candidates for available job offers. Considering that most employment opportunities are communicated by acquaintances, available job offers are presented as “wanted notices”, with an attached reward to encourage members of the public to participate in an employee search for filling one or more available job positions. These participants become “third-party submitters” and only need to provide contact information required for the system to send an invitation message to the corresponding potential candidate. The potential candidate does not need to be registered or otherwise known by the system beforehand. Ultimately, when a candidate is hired by a hiring entity, the corresponding third-party submitter receives at least a portion of the associated reward. | 07-19-2012 |
20120215709 | METHODS AND SYSTEMS FOR COMPUTERIZED EMPLOYMENT RECRUITING - Methods, systems and articles of manufacture for computerized employment recruiting are provided. The system accesses a candidate database of candidate data for a plurality of candidates and a job posting database. The system compares the qualifications of the candidates to the job criteria for the job postings and determines a match between the qualifications and the job criteria. The system also identifies a inferred links between the candidates and the employer for the job postings to provide an added reliability factor to the referred candidates. The system ranks the matched candidates based, at least in part, using the inferred links and provides the ranked candidates to the employer. The system may use ontology based, and semantic matching based, algorithms for matching candidates to job postings, and also for identifying inferred links between candidates and employers. | 08-23-2012 |
20120215710 | ELECTRONIC EMPLOYEE SELECTION SYSTEMS AND METHODS - An automated employee selection system can use a variety of techniques to provide information for assisting in selection of employees. For example, pre-hire and post-hire information can be collected electronically and used to build an artificial-intelligence based model. The model can then be used to predict a desired job performance criterion (e.g., tenure, number of accidents, sales level, or the like) for new applicants. A wide variety of features can be supported, such as electronic reporting. Pre-hire information identified as ineffective can be removed from a collected pre-hire information. For example, ineffective questions can be identified and removed from a job application. New items can be added and their effectiveness tested. As a result, a system can exhibit adaptive learning and maintain or increase effectiveness even under changing conditions. | 08-23-2012 |
20120215711 | SYSTEM AND METHOD FOR INTERNET BASED PROCUREMENT OF GOODS AND SERVICES - A system for internet-based procurement of non-cataloged goods and services based upon qualified resumes includes a human resources procurement server, an associate vendor terminal, and a hiring manager terminal. The associate vendor terminal is connected to the human resources procurement server. The hiring manager terminal is connected to the human resources procurement server. The human resources procurement server receives at least one job request from the hiring manager terminal. The human resources procurement server also receives at least one qualified resume from the associate vendor terminal and forwards the qualified resume to the hiring manager terminal for review. | 08-23-2012 |
20120221476 | Medical Job Bidding System - An electronic job auction system for medical professionals. The system considers the unique needs of a medical professional and healthcare facility and medical group's (FMG) emphasis for qualification and license. In a bidding process, medical professionals are grouped into groups according to a FMG's preference, and a FMG has the option to choose the bidding winner from any of the bidding groups or bidding medical professional with the highest matching score. Thus, the most qualified medical professional doesn't have to compromise his bidding position. Conversely, a medical professional is able to post his/her job preferences and availability, and have a FMG bid for the medical professional. Similarly, FMGs are grouped into bidding groups according to a medical professional's preference, and a medical professional has the option to choose the bidding winner from any of the bidding groups or the bidding FMGs who has the highest matching score. | 08-30-2012 |
20120221477 | INTERNET-BASED METHOD AND APPARATUS FOR CAREER AND PROFESSIONAL DEVELOPMENT VIA SIMULATED INTERVIEWS - Methods and apparatus for generating feedback, reviewing feedback, and conducting interviews by use of VMocks are provided. A VMock, or Virtual Mock, is a virtual profile of a candidate that includes resume, text, video and a document. VMock profiles may be created that have one or more VMocks. Contacts associated with the VMock profile may be managed. Feedback may be requested from the contacts concerning the one or more VMocks, who may then generate the requested feedback. The feedback may then be reviewed. This feedback process may be performed in the context of interviews for employment opportunities and in other similar situations. | 08-30-2012 |
20120226623 | METHODS AND SYSTEMS FOR EXPLORING CAREER OPTIONS - Techniques for presenting career information are described. Consistent with some embodiments, the profile data of members of a social network service is analyzed to generate a set of probabilities for use in predicting career transitions. Based on some profile data (e.g., academic major, academic degree, desired industry, etc.) provided by a user, the derived probabilities are used to predict a set of job titles likely to be of interest to the user. By repeating this process, the user can generate a career path, which is displayed in a visual and interactive manner, enabling the user to explore various aspects of different careers, industries and jobs. | 09-06-2012 |
20120239585 | SYSTEMS AND METHODS FOR FACILITATING RECRUITMENT - A system and method for facilitating recruitment comprises a database and a processor. The database stores hiring company records, recruiter records, candidate records, and job orders. The processor is coupled to the database, and performs anti-fraud searches and transmits candidate submissions. The submissions are transmitted where the anti-fraud search finds that there has been no fraud, and the candidate submission corresponds to the recruiter submission, and an amount of recruiter submissions is less than or equal to an amount of hiring company specified submissions. | 09-20-2012 |
20120254054 | NETWORK BASED EMPLOYMENT ELIGIBILITY AND VERIFICATION SYSTEM WITH ELECTRONIC DOCUMENT MANAGEMENT - A network based system, providing employment eligibility and verification services, includes a file management interface and a module. The file management interface is configured to display at least one account along with a status of the account. The module is configured to communicate with E-verify to validate information that has been electronically received with respect to the account. The system is configured to check that an expiration date of a submitted document of the account is valid prior to communicating with E-verify regarding the account. The system is also configured to update the status of the account on the file management interface based on a result provided by E-verify. | 10-04-2012 |
20120254055 | METHOD AND SYSTEM FOR VERIFICATION AND ACCEPTANCE OF AN ELECTRONIC CONTRACT - A system and method for verification and/or acceptance of an electronic employment contract. According to an embodiment, a notification is sent or otherwise transmitted to a candidate, and the notification includes a link for accessing a landing or web page. The page is configured to authenticate the candidate's credentialed and once logged on, the candidate is presented with a page that is configured to allow the candidate to review and/or verify the employment contract presented in an electronic form or rendering. The page is also configured with a confirmation control thereby allowing the candidate to confirm acceptance of the employment contract in its electronic form. The acceptance by the candidate is confirmed to the candidate and the electronic employment contract as accepted is archived and the acceptance parameters are logged. | 10-04-2012 |
20120271774 | INTERVIEW FRAMEWORKS - Selecting interview questions to be posed to an interviewee. A method includes receiving user input. The user input selects an interview evaluation system from among a number of different interview evaluation systems. Each interview evaluation system in the number of different interview evaluation systems includes functionality for at least one of scoring interview interactions or rating interviewees. At least two or more of the interview evaluation systems from among the number of different interview evaluation systems include different functionality for scoring interview interactions or rating interviewees. Based on the user input selecting an interview evaluation system, a set of interview queries from among a plurality of pre-defined interview queries are automatically selected. The selected set of interview queries are provided for use in an interview of an interviewee. | 10-25-2012 |
20120271775 | SYSTEMS, METHODS, APPARATUS AND GRAPHICAL USER INTERFACES FOR IMPROVED CANDIDATE SEARCH AND SELECTION AND RECRUITMENT MANAGEMENT | 10-25-2012 |
20120278248 | Interactive Method for Facilitating Employment Searches - A method and system for job recruiting employing a physically distributed employer video presentation on detachable memory devices that may be selectively accessed by a job applicant through a communication terminal and the internet. | 11-01-2012 |
20120290494 | SYSTEM AND METHOD FOR SCREENING AND SELECTING PERFORMERS - Methods, systems and articles of manufacture are disclosed for automatically screening and selecting performers and for establishing communications between performers seeking roles and representation, and entities that are capable of providing such roles and representation. | 11-15-2012 |
20120296839 | SYSTEM AND METHOD FOR PERFORMING SUBSTITUTE FULFILLMENT - A system and method for automating the performance of substitute fulfillment. The system includes a server which receives absentee information representing an absent worker via a telephone communication link or an Internet communication link. In response to receiving the absentee information, the system generates a list of potential substitute workers. The system then contacts potential substitute workers until one is found or until the list is exhausted. The system can also post a list of positions that are available on a website allowing potential substitute workers to search for a position. | 11-22-2012 |
20120310851 | System and method for online employment opportunities - A method and system of providing an on line employment opportunity to job seekers and employee seekers is described. The method includes consideration from the employee seeker to the job seeker in exchange for viewing access to the job seekers credentials and identifying information. The method further reduces the amount of effort for employee seekers and job seekers to identify each other's compatible preferences by categorizing credentials into levels of data, which can be managed within the system. | 12-06-2012 |
20120317045 | SYSTEM AND METHOD FOR CAREER WEBSITE OPTIMIZATION - A method of managing career opportunities is provided. In some embodiments, a method for providing career and job listing websites and optimizing the career and job listing websites for search engine optimization is provided. In various embodiments, the method comprises creating a career website that mirrors a company's website, extracting job information from the company, and optimizing the job information for maximum search engine placement. | 12-13-2012 |
20120323812 | MATCHING CANDIDATES WITH POSITIONS BASED ON HISTORICAL ASSIGNMENT DATA - Systems and associated methods for matching candidates with positions through an automated scoring and ranking process utilizing a scoring function based on previous assignments. The ranking of candidates includes identifying the position requirements, mining relevant candidate information, prioritizing mined information based upon past assignments, and ranking candidates based on how well they match the position requirements. The systems and methods are applicable for use in different environments, including online job portals, recruiting services, and by company human resource departments. | 12-20-2012 |
20120330856 | METHOD AND SYSTEM FOR CHANNEL OPTIMIZATION - A method for selecting a communication channel. The method includes identifying a job, identifying a target for the job, determining a characteristic of the target, obtaining analytic information using the characteristic, identifying, using the analytic information, a first communication channel of a plurality of communication channels over which to send a first job message for the job to the target, wherein a conversion rate associated with the first communication channel is higher than any conversion rate associated with any other of the plurality of communication channels and wherein the conversion rates are determined using the analytic information, and generating the first job message, wherein the first job message is associated with a first URL, and wherein the first URL is associated with the job, a sender, the target, and the first communication channel, and sending the first job message over the first communication channel to the target. | 12-27-2012 |
20130031015 | Attribute Scoring System and Methods - Systems and methods for collecting data from one or more scoring candidates, storing such data in a database, and transforming such data using various techniques and software modules to generate a personal tracking and development score that determines an individual's proficiency for skills that are mapped to a job profile are depicted. Users may be ranked or compared against each other with similar units of measure. An attribute score may be used as a benefit for career development similar to the benefit a credit score may provide in assessing a user's financial records. | 01-31-2013 |
20130031016 | SYSTEM FOR POSTING PROFILES OF ANONYMOUS INDIVIDUALS AND FOR ENABLING POTENTIAL EMPLOYERS TO DISCOVER AND TO COMMUNICATE WITH THE ANONYMOUS INDIVIDUALS - A website and method are disclosed for helping an anonymous individual to publicly disclose anonymous information about the anonymous individual so as to facilitate discovery of the anonymous individual by potential employers interested in hiring the anonymous individual. The website and method reduce risk to the anonymous individual of negative consequences of public disclosure of information about the anonymous individual. The website and method also inherently encourage disclosure to potential employers of more comprehensive information about the anonymous individual. The website includes a profile input capability for use by an anonymous individual to create a profile having anonymous information about the anonymous individual; a profile presentation capability for use by potential employers to view and select profiles of anonymous individuals; and a communication capability for potential employers to communicate with a selected anonymous individual so as to preserve the anonymity of the selected anonymous individual. | 01-31-2013 |
20130036066 | SYSTEMS, METHODS, AND COMPUTER PROGRAM PRODUCTS FOR ONLINE CAREER NETWORKING - A method and computer program product for career networking is provided. A career networking apparatus may receive a request to create a job opening and associate it with a desired level of competency, job hierarchy, prerequisite, and organization profile. A method for searching for and displaying a job opening is also provided. An applicant may create a profile and assign different levels of privacy to profile information. Profiles may be viewed by recruiters according to profile privacy levels and clearance levels of the recruiter. | 02-07-2013 |
20130046704 | Recruitment Interaction Management System - A computer implemented method and system for managing recruitment interactions provides a recruitment interaction management platform (RIMP) that acquires profile information associated with multiple roles from multiple users and recruitment advisory information from one or more of the users and/or first external sources via a network, for creating one or more candidate profiles for candidates. The RIMP matches the candidate profiles with a recruiting requirement acquired from one or more of the users or second external sources via the network, based on matching criteria to generate a candidate list that matches the recruiting requirement; dynamically assigns a rating to each of the users based on their roles, the profile information, an outcome of a transaction performed between recruiters and the candidates, and predetermined rating criteria associated with the roles; and allocates incentives to each of the users based on the roles, the assigned rating, and predetermined incentive allocation criteria. | 02-21-2013 |
20130054482 | INTERVIEW ASSISTANT SYSTEM AND METHOD - Systems and methods to provide interview assistance at a user device are provided. In example embodiments, a request to access candidate information for at least one candidate from a backend system is received at a user device. The request including an identifier of a user of the user device is provided to the backend system via a communication network. The candidate information for the at least one candidate specified for the user based on the identifier is received by the user device from the backend system. Additionally, assessment information for the at least one candidate is received from the user and provided to the backend system for storage. | 02-28-2013 |
20130054483 | METHOD AND SYSTEM FOR SOURCE TRACKING - A method for tracking referrals using a third party applicant tracking system (ATS). The method include receiving a request to display a web page at a URL from a client used by a job candidate, where the URL is associated with a job at a company and the job candidate. The method further includes providing to the client a web page associated with the URL that includes a description of the job and a link to an ATS, receiving a request for a web page corresponding to the job, where the request is initiated by selection of the link. The method further includes making a determination that the ATS is a third party ATS and, in response, generating a third party referral URL, a unique identifier associated with the job, and an identifier associated with a source type, and providing the third party referral URL to the client. | 02-28-2013 |
20130060711 | TOOLBAR APPLICATION FOR ACCESSING VISUAL JOB INFORMATION - A multimedia recruitment system for providing job information in a visual or video format is described. The multimedia recruitment system may deliver job and career opportunity information in a high quality visual or video representation. The multimedia recruitment system may also provide a toolbar application. The toolbar application may allow a user to access visual or video representation from the user's device. | 03-07-2013 |
20130066795 | Resume ID System - A computer-operated method for distributing job-seeker qualifications to hiring entities comprises job-seeker registration and secure internet entry/uploading, of personal data into a program administrator server, to selectively populate one or more data fields, including a résumé module, a photo/video module, a verification module, and a pre-employment screening module. The job-seeker selects a distribution security scheme, which may include requiring a password to view data, and the program administrator encodes a bar code based upon inputted data and filter/security selections, and sends the bar code to the seeker, who forwards the bar code to one or more hiring entities, who use it and a password for online viewing of the seeker's personal data. The bar code is customizable to be hiring-entity-specific and to permit only selective viewing of the entire stored databank, and may also be subsequently disabled. The bar code facilitates seeker tracking of a time/date of data viewing. | 03-14-2013 |
20130066796 | SYSTEM AND METHOD FOR PROVIDING VISUAL JOB INFORMATION AND JOB SEEKER'S INFORMATION - A multimedia recruitment system for providing job information and/or job seeker's information in a visual or video format is described. The multimedia recruitment system may deliver job and career opportunity information in a high quality visual or video representation. The multimedia recruitment system may also provide job seeker or job candidate's information in a visual or video representation. The visual or video representation may be provided through TV channels or networks, on-line communication networks, wireless networks, etc. | 03-14-2013 |
20130066797 | Method for Identifying, Employing, Retaining and Compensating Motivated Workers in a Business using an Ownership Experience Franchise Model - Disclosed is a franchise-style business method that incorporates a system of identifying, evaluating, hiring and recruiting qualified candidates, managing employees in smaller franchise cells and providing franchise owners with an ownership experience model otherwise absent in most organizations. The system entails identifying candidates, and thereafter tracking the performance of each franchise cell within the larger organization. The performance of the individual franchises determines their compensation, placing emphasis on higher work quality, output and developed business. Highly skilled and entrepreneurial candidates are given the opportunity to lead franchises within the larger organization, recruit and hire high performing employees and define their franchise business objectives. Greater employee satisfaction results in higher employee retention and improved employee performance, which improves efficiency and revenue for the overall organization. | 03-14-2013 |
20130085954 | SYSTEM AND METHOD FOR IDENTIFYING A QUALIFIED CANDIDATE - A system, method and computer program product are provided for identifying a qualified candidate from among a plurality of initial candidates in an efficient and reliable manner. In the context of a system, an associative memory is provided that is configured to store information regarding a plurality of candidate entities and at least one requisition entity. The associative memory is also configured to store information regarding attributes associated with candidate and requisition entities. Further, the associative memory is configured to store information regarding associations between the entities. The system also includes a receiver module configured to receive one or more query terms. The system may also include an identification module configured to identify the qualified candidate based upon the query terms and the associations between the candidate entities and the at least one requisition entity that are provided by the associative memory. | 04-04-2013 |
20130097093 | Systems and Methods for Quantifying Job Candidates - Systems and methods of matching candidates and employers are described. The system can be a web based server that provides processors that implement all of the methods described herein. In accordance with one method described herein, a processor displays a video of the candidate during the interview on a display, the processor displays a scorecard that shows a score of the candidate on the display, the processor displays a candidate profile on the display. An interviewer enters scoring and comment information on the display and the processor updates the scorecard based on the scoring information and displaying an updated scorecard on the display. | 04-18-2013 |
20130103601 | SYSTEM AND METHOD FOR PERFORMING A SECURE ONLINE SEARCH - One embodiment of the invention relates to a computer implemented method and system for recruiting individuals using an online search community. The method includes creating at least one microsite associated with a firm using provided online tools; creating at least one profile for a position associated with the at least one microsite; creating an anonymous ID for at least one recruit; blocking access to at least one micro site based on information provided by at least one of the firm and the at least one recruit; enabling the at least one recruit to access the at least one profile position; enabling the at least one recruit to communicate with at least one microsite; enabling the at least one recruit to disclose selected identifying information; and enabling the firm to review the at least one recruit's disclosed identifying information. | 04-25-2013 |
20130110734 | JOB-MANAGEMENT SYSTEMS | 05-02-2013 |
20130110735 | METHOD TO FACILITATE ENGAGEMENT AND COMMUNICATION BETWEEN A COMPANY AND A RECRUITER INCLUDING A BOUNTY | 05-02-2013 |
20130124428 | REFERRAL GENERATION AND PAYMENT SYSTEM AND METHOD - A method of incentivizing distribution of job postings through social and professional networks, the method includes the steps of: associating a first identifier with a job posting, wherein the first identifier includes information further associating the first identifier with a first person; and receiving a request to associate a second identifier with the job posting, wherein the second identifier includes information associating the second identifier with a second person as well as identifying the first person as being one degree removed in an associated referral chain. | 05-16-2013 |
20130159203 | Personnel Management - Among other things, in a user interface of an employee management application, a cloud is displayed of thumbnail images of personnel of an organization, e.g. employees, who are associated with respective values of a quantifiable management parameter. The thumbnail images and other graphical features indicate useful information to the personnel manager, for example in the relative sizes of the graphical features that correspond to respective values of the quantifiable management parameter with which they are respectively associated. | 06-20-2013 |
20130159204 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 06-20-2013 |
20130185218 | METHODS AND APPARATUS FOR A SOCIAL RECRUITING NETWORK - A system for generating and maintaining a private talent network (PTN) is described. The system allows a company to create and maintain a branded private talent network including a live talent pool of active job seekers and potential job applicants for company positions. The system includes tools for establishing, managing and developing relations with the talent pool within a private talent network as a whole or within sub-networks (circles), such as a capability to schedule and host events of interest to candidates and a capability to communicate with candidates via such methods as video, text messaging, announcements, discussions and email. In addition, the system provides tools for segmenting the recruiting process into multiple phases where each of the interactions with each candidate during each phase is tracked and information associated with the interactions is stored. | 07-18-2013 |
20130191299 | METHODS AND APPARATUS FOR A SOCIAL RECRUITING NETWORK - A system for generating and maintaining a private talent network (PTN) is described. The system allows a company to create and maintain a branded private talent network including a live talent pool of active job seekers and potential job applicants for company positions. The system includes tools for establishing, managing and developing relations with the talent pool within a private talent network as a whole or within sub-networks (circles), such as a capability to schedule and host events of interest to candidates and a capability to communicate with candidates via such methods as video, text messaging, announcements, discussions and email. In addition, the system provides tools for segmenting the recruiting process into multiple phases where each of the interactions with each candidate during each phase is tracked and information associated with the interactions is stored. | 07-25-2013 |
20130198099 | Intelligent Job Matching System and Method including Negative Filtration - A job searching and matching system and method is disclosed that gathers job seeker information in the form of job seeker parameters from one or more job seekers, gathers job information in the form of job parameters from prospective employers and/or recruiters, correlates the information with past job seeker behavior, parameters and behavior from other job seekers, and job parameters and, in response to a job seeker's query, provides matching job results based on common parameters between the job seeker and jobs along with suggested alternative jobs based on the co-relationships and based on ratings and preferences provided by the job seeker and provides negative filtration of undesirable jobs based on job seeker input and in response to queries from the system in order to efficiently and accurately accommodate job seeker perception. | 08-01-2013 |
20130212032 | SKILL COMPETENCY SEARCH AND MANAGEMENT - A method, system, server processing system, and computer program product for conducting a skills competency search and/or managing skills acquisition for a user. In one aspect, the method includes, in a server processing system, steps of: receiving, from a client processing system in data communication with the server processing system, skills competency data indicative a user's competency for a set of skills; storing the skills competency data in a data store; receiving a skills acquisition notice indicative of a skills acquisition task completed by the user; obtaining skills acquisition data based upon the skills acquisition task; updating the skills competency data for the user according to the skills acquisition data; and generating a report indicative of the user's competency for the set of skills. | 08-15-2013 |
20130212033 | DETERMINING REPUTATION OF USERS WITH RESPECT TO SKILLS - A method and system for evaluating the reputation of a member of a social networking system is disclosed. Consistent with an embodiment of the invention, one or more attributes associated with a social networking profile of a member of a social network are analyzed. Based on the analysis, a ranking, rating or score is assigned to a particular category of reputation. When requested, the ranking, rating or score is displayed to a user of the social network. | 08-15-2013 |
20130218794 | ONLINE SYSTEM AND METHOD FOR PRESENTING AND MAINTAINING EMPLOYMENT PROFILE - A website, system and method is provided, wherein potential job candidates may create, post and maintain up-to-date employment profiles that include employment related information, such as education, job history, professional licenses and certifications, research activities, video, audio, multi-media presentations and other information that may be useful for employers in selecting candidates to fill specific jobs. Employment profiles are broken down into tabbed categories in a brag book format for ease of use and navigation, and the employment profiles are searchable by employers and job placement recruiters. | 08-22-2013 |
20130218795 | SYSTEM FOR CREATING AN ENTERTAINMENT NETWORK CONGLOMERATE VIA A GLOBAL COMPUTER NETWORK AND METHODS THEREOF - A computer-implemented method for creating a network conglomerate system is provided. In exemplary embodiments, the method may comprise, at a computing device having one or more processors and memory storing one or more programs for execution by the one or more processors, receiving a request to create a user account from an entity; performing a security check to verify the identity of the entity; allowing the entity to enter general information about the entity if the identity of the entity is verified; receiving and storing the general information in a database and requesting specific information from the entity based on the general information entered by the entity; receiving and storing the specific information in the database enabling the network conglomerate system by generating and displaying a virtual tree based on the general information and the specific information, the tree comprising a virtual branch associated with at least one of a department and a skill. | 08-22-2013 |
20130246294 | METHOD AND SYSTEM FOR ASSESSING THE CANDIDACY OF AN APPLICANT - A method and apparatus for automating the process of assessing a candidate and confidentially determining whether the candidate is suited for a particular job opening is disclosed. A designated user creates a position to be filled and establishes the requirements and qualifications for that position. As the candidate applies to a particular position, a computer system collects application data from the candidate in a variety of formats and outputs the application data in a uniform manner to avow comparison of multiple candidates applying for the same job opening. The designated user also shares the collected application data with a plurality of secondary users. The secondary users browse the application data, rate the candidates and provide feedback to the designated user. The designated user is able to determine which candidate to extend employment to, after having viewed the application data, feedback, and ratings provided from the secondary users. | 09-19-2013 |
20130246295 | Behavioral Profiles in Sourcing and Recruiting as Part of a Hiring Process - A method of selecting potential hires for progression through a hiring process is provided. The method comprises selecting at least one performance indicator for a position, obtaining the at least one performance indicator for a plurality of incumbents in the position, and placing each incumbent in the plurality of incumbents along a performance continuum according to their performance indicator. The method also comprises surveying incumbents from at least both halves of the performance continuum, generating an ideal profile based upon the incumbent survey and the at least one performance indicator of the incumbents, using a survey to generate a candidate profile of a potential hire, comparing the candidate profile of the potential hire with the ideal profile for the position to determine a result for the potential hire, and determining whether to progress the potential hire to a next stage in the hiring process based upon the result. | 09-19-2013 |
20130254129 | TECHNOLOGICAL SOLUTION TO INTERVIEW INEFFICIENCY - A technique for job screening may involve providing a video-augmented resume. An aspect of the technique can include providing a teaser video builder to resume-building users to enforce rules regarding “teaser” video entry. Alternatively or in addition, video could be augmented to push data that would normally be acquired in interview forward in a hiring process. Another aspect of the technique can include providing a cue point editor that augments video with hyperlinks and special effects. A similar editor can be provided to reviewers that are available, for example, in a social network for resume-building users. | 09-26-2013 |
20130268451 | Method and System for Assessing the Candidacy of an Applicant - A method and apparatus for automating the process of assessing a candidate and confidentially determining whether the candidate is suited for a particular job opening is disclosed. A designated user creates a position to be filled and establishes the requirements and qualifications for that position. As the candidate applies to a particular position, a computer system collects application data from the candidate in a variety of formats and outputs the application data in a uniform manner to allow comparison of multiple candidates applying for the same job opening. The designated user also shares the collected application data with a plurality of secondary users. The secondary users browse the application data, rate the candidates and provide feedback to the designated user. The designated user is able to determine which candidate to extend employment to, after having viewed the application data, as well as the feedback and ratings provided from the secondary users. | 10-10-2013 |
20130268452 | METHODS AND APPARATUS FOR MATCHING BETWEEN EMPLOYERS AND EMPLOYEES - A system, methods, and apparatus for matching employers to employees are disclosed. In an example embodiment, preferences submitted by employers and employees are stored. The preferences may include number of open positions, industry, location, salary, work experience, education level and background information received from employers and employees. The employers may be stably matched to employees in a many to many relationship. The resulting matches may be stable such that (i) no employee would prefer to be unmatched than stay with the employer matched with the employee, (ii) no employer would prefer to be unmatched than stay with the employees matched with the employer, and (iii) no employee and employer that are not matched with each other would prefer to match with each other rather than remain matched with their current matches. The matches may be employer-optimized or employee-optimized. | 10-10-2013 |
20130275320 | Identifying Prospective Employee Candidates via Employee Connections - Various implementations for identifying prospective employee candidates via employee connections are disclosed. In some implementations, a system includes an employee identification module, a candidate identification module, and an interface module. The employee identification module identifies at least one first user as an employee of an employer based at least in part on employer information. The candidate identification module identifies at least one second user as a prospective employee candidate based at least in part on social graph connection information including at least a social graph connection between the first user and the second user. The interface module generates a summary of the second user as the prospective employee candidate and provides the summary for display to a third user. The interface module is coupled to a communication unit to provide the summary for display to the third user. | 10-17-2013 |
20130275321 | SYSTEM AND METHOD FOR MANAGING A TALENT PLATFORM - Improved systems and methods of facilitating placement of candidates between employers and recruiters are provided. In various implementations, such systems and methods provide an integrated interface within the ATS platform for employers and integrated interface within the talent platforms for recruiters. In another implementation, a talent platform exchange is provided that permits disparate talent platforms to communicate and thus more effectively manage the hiring process from within the platform. To this end, interfaces and other components may be provided which facilitate communication between talent platforms and a talent platform exchange. Such communication capability would enable a direct hire marketplace where employers engage recruiters to fill positions through their presently implemented ATSs. | 10-17-2013 |
20130275322 | SYSTEM AND METHOD FOR MANAGING A TALENT PLATFORM - Improved systems and methods of facilitating placement of candidates between employers and recruiters are provided. In various implementations, such systems and methods provide an integrated interface within the ATS platform for employers and integrated interface within the talent platforms for recruiters. In another implementation, a talent platform exchange is provided that permits disparate talent platforms to communicate and thus more effectively manage the hiring process from within the platform. To this end, interfaces and other components may be provided which facilitate communication between talent platforms and a talent platform exchange. Such communication capability would enable a direct hire marketplace where employers engage recruiters to fill positions through their presently implemented ATSs. | 10-17-2013 |
20130275323 | SYSTEM AND METHOD FOR MANAGING A TALENT PLATFORM - Improved systems and methods of facilitating placement of candidates between employers and recruiters are provided. In various implementations, such systems and methods provide an integrated interface within the ATS platform for employers and integrated interface within the talent platforms for recruiters. In another implementation, a talent platform exchange is provided that permits disparate talent platforms to communicate and thus more effectively manage the hiring process from within the platform. To this end, interfaces and other components may be provided which facilitate communication between talent platforms and a talent platform exchange. Such communication capability would enable a direct hire marketplace where employers engage recruiters to fill positions through their presently implemented ATSs. | 10-17-2013 |
20130282605 | System and Method for User Profile Creation and Access Control - The present disclosure relates to a system and method for creating and sharing user profiles. In an illustrative embodiment, the system includes a computer network with one or more networked computer devices having a processor and a memory, and the system is adapted to: create a user profile module for creating a user-owned user profile including sensitive information; receive a plurality of privacy settings to control access to the user-owned user profile; match the user-owned user profile with one or more interested parties based on a commonality of interest; and in dependence upon the plurality of privacy settings received, and confirmation of permission to access, provide access to the user-owned user profile to the one or more interested parties. The user profiles are entirely user-owned and the owner of a user profile has full control over access to the user profile by one or more third parties based on a plurality of privacy settings. | 10-24-2013 |
20130282606 | INTERNET BASED RESOURCE ACCEPTANCE, ALLOCATION AND REJECTION SYSTEM - An online resource management system, that comprises a first service seeking node, a second service seeking node, a server that generates a unique identification number for the first service seeking node, enables the first service seeking node to create multiple profiles using the associated unique identification number and enables the second service seeking node to fetch limited information regarding the profiles of the first service seeking nodes. The server is also configured to store, update and modify information regarding plurality of the candidate nodes and plurality of the recruiter nodes in the resource management system. | 10-24-2013 |
20130282607 | System and Method for Authorization and Disclosure for Background Information Searches - A system and automated method for verification of employment history regarding a job applicant, the method including receiving information identifying an applicant, receiving employment history information for the job applicant, receiving information identifying an identified verification contact for verification of the employment history information, automatically providing the identified verification contact with a question pertaining to employment history information, receiving an answer from the identified verification contact, storing the answer. | 10-24-2013 |
20130290205 | RECRUITING SERVICE GRAPHICAL USER INTERFACE - A recruiting service is disclosed that generates profiles of software developers having specific skills. Public code repositories are examined to identify projects of software developers. The projects are analyzed to estimate the number of years of experience a software developer has with an individual language and determine a score with respect to other developers. Social media information and a messaging link may also be provided with each profile. A graphical user interface for displaying the information is disclosed. | 10-31-2013 |
20130290206 | METHOD AND APPARATUS FOR ELECTRONIC JOB RECRUITING - A recruitment enhancement system is disclosed that can be used by job recruiters to assess job applicant's suitability for particular jobs. The recruitment enhancement system can maintain and regularly update a proprietary database of individuals where the individuals can be scored or ranked within a profession. The recruitment enhancement system can be configured to receive a recruitment service request including one or more individuals. In response to receiving the request, the system can attempt to match the one or more individuals named in the request to individuals maintained in the proprietary database. Scores or ranks for the matched individuals can be returned in a response to the request. | 10-31-2013 |
20130290207 | METHOD, APPARATUS AND COMPUTER PROGRAM PRODUCT TO GENERATE PSYCHOLOGICAL, EMOTIONAL, AND PERSONALITY INFORMATION FOR ELECTRONIC JOB RECRUITING - A recruitment enhancement system is disclosed that can be used by job recruiters to assess a job applicant's suitability for particular jobs. The recruitment enhancement system can maintain and regularly update a proprietary database of individuals where the individuals can be scored or ranked within a profession. Additionally, the recruitment enhancement system can be configured to generate information on the psychological, emotional or personality attributes of an individual based on online content authored by the individual as an additional form of information to determine an optimum time to recruit an individual and the personality fit of an individual to a job opening. | 10-31-2013 |
20130290208 | SOCIAL MEDIA DATA FILTERING FOR ELECTRONIC JOB RECRUITING - A recruitment enhancement system is disclosed that can be used by job recruiters to assess job applicant's suitability for particular jobs. The recruitment enhancement system can maintain and regularly update a proprietary database including resume data and data gathered from social media sources for various individuals. The system can be configured to filter data before it is presented to a user. The filtering system can be configured such that only data “safe” for use in a hiring decision is presented about individuals. In one embodiment, the filtering can involve identifying protected class information for each individual and preventing its output via the system. | 10-31-2013 |
20130290209 | CrowdSourced Wiki Resume - A new method for professionals to post their experience, expertise, and interests—while keeping this content understandable to a wide range of colleagues, up to date with current industry standards and definitions, and mediated of errors and misrepresentation. | 10-31-2013 |
20130290210 | SYSTEM AND METHOD FOR AUTOMATING PRE-EMPLOYMENT ASSESSMENT - A system and method for automating pre-employment assessment includes a job analysis engine to receive end-user preferences of a target job, an automated job mapping, validation engine in communication with the job analysis engine, where the automated job mapping, validation engine is to receive end-user performance metrics for the target job, and workflow logic and automation in communication with the automated job mapping, validation engine, where the workflow logic and automation are to provide an end-user employee-selection model, such that the end-user employee-selection model recommends assessment battery options for the new job based on job analysis of the target job, mapping of the target job to archived jobs, and the performance metrics for the target job. | 10-31-2013 |
20130297520 | Position Modeling Systems - Position class modeling systems are presented. Modeling systems can include a position class modeling engine configured to model one or more positions within an organization as a position class as a function of one or more values of modeling factors. The modeling engine derives one or more elasticity of the modeling factors where the elasticity provides in indication of how a position class would change based on changes of the modeling factor values. | 11-07-2013 |
20130304659 | INTEGRATED UNEMPLOYMENT AND RE-EMPLOYMENT SYSTEM - The present invention provides a system for accessing unemployment insurance and workforce registration comprising in combination a database containing unemployment insurance benefit data and a database containing workforce registration data. A server having a software employment component is operatively coupled to the database containing unemployment insurance benefit data and is operatively coupled to the database containing workforce registration data. A computer access terminal is operatively coupled to the software employment component. The computer access terminal allows a first user to enter data into the database containing unemployment insurance benefit data and into the database containing workforce registration data. | 11-14-2013 |
20130317997 | METHOD AND SYSTEM FOR USE OF AN APPLICATION WHEEL USER INTERFACE AND VERIFIED ASSESSMENTS IN HIRING DECISIONS - A method and system are disclosed for using verified assessments of employee capabilities in hiring decisions, where the method and system are implemented via applications displayed as icons on a rotatable wheel structure. The verified assessments are of criteria applicable to a group of employees, where the criteria are weighted in accordance with attributes of the group and the hiring decisions depend upon the weighted criteria applied to the assessments of the employee and upon a rating of the group. An arc of the wheel structure is displayed, exposing a subset of applications, the wheel structure being rotatable to expose additional applications within the displayed arc. | 11-28-2013 |
20130317998 | Intelligent Job Matching System and Method - A job searching and matching system and method is disclosed that gathers job seeker information in the form of job seeker parameters from one or more job seekers, gathers job information in the form of job parameters from prospective employers and/or recruiters, correlates the information with past job seeker behavior, parameters and behavior from other job seekers, and job parameters and, in response to a job seeker's query, provides matching job results based on common parameters between the job seeker and jobs along with suggested alternative jobs based on the co-relationships. In addition, the system correlates employer/recruiter behavior information with past employer/recruiter behavior, parameters and information concerning other job seekers, which are candidates to the employer, and resume parameters, and, in response to a Employer's query, provides matching job seeker results based on common parameters between the job seeker resumes and jobs along with suggested alternative job seeker candidates based on the identified co-relationships. | 11-28-2013 |
20130325734 | Systems and Methods for Recruiting Candidates for Employment Opportunities - Systems and methods for recruiting candidates for employment opportunities are disclosed. Systems and methods to create a talent pool of job candidates and identify the candidates within that pool who are potentially best qualified and be inclined to consider current job openings that has been matched to their aspirations for a career move. In particular, passive candidates, persons who are not actively looking for work, are targeted and monitored for indications that they may be interested in considering potential employment opportunities. Passive candidates are obtained from various sources, for example, a prehire or reference checking service. | 12-05-2013 |
20130332380 | DETERMINATION OF A CONTRACTOR TEAM - Technologies are generally described for systems, methods and devices configured to determine a contractor team from a group of contractors. An example method may include receiving hiring details, receiving profiles of contractors in the group, receiving social data and determining the contractor team based on the hiring details, the profiles, and the social data. The hiring details may include technical details and social details. The technical details may indicate requested first skills of contractors in the contractor team. The social details may indicate a request of a first strength of a social connection between two or more of the contractors in the contractor team. The profiles may indicate second skills of respective contractors. The social data may relate to a second strength of a social connection between at least two of the contractors in the group. | 12-12-2013 |
20130332381 | SYSTEM AND METHOD FOR ONLINE HIRING AND VIRTUAL INTERVIEW QUESTIONING - A computer-implemented method for virtual interview questioning. The method can include receiving virtual interview elements, receiving additional components for one or more of the virtual interview elements, presenting the virtual interview elements and the additional components to an applicant, receiving responses to the virtual interview elements from the applicant, receiving evaluations of the responses, and calculating a score for the applicant based on the evaluations. | 12-12-2013 |
20130332382 | SYSTEM AND METHOD FOR EVALUATING JOB CANDIDATES - Human resource system for collecting and analyzing survey data from reference providers identified by a job candidate for use by an employer. The system sends an electronic communication to the reference providers to request completion of survey questions and electronically receives the survey data from the reference providers, preferably through webpages. An analysis module combines the received survey data from the reference providers and generates a confidential candidate report for an employer which excludes identification of any ratings or comments by any reference providers. The system also generates customized interview probe questions for use during job interviews and coaching tactics for use after the hiring, based on the weak areas that have been identified from the completed surveys in order to assist the hiring manager to bring the new hires up to speed quickly and effectively. | 12-12-2013 |
20130339262 | Method for Presenting Credentials to Prospective Employers or for Advanced Education - The invention is a method for creating a resume comprising responding to prompts at a remote computer terminal, uploading/installing text, photographs, video feeds, and files. The completed resume can be edited and then electronically transmitted to a prospective employer or university. The employer's or college's representatives can then respond to the applicant electronically. | 12-19-2013 |
20130346332 | Multi-Modal Automation for Human Interactive Skill Assessment - A method for screening candidates by a screening entity that includes remotely accessing a screening entity's online web page by a candidate. The candidate inputs responses to a set of queries tailored to the screening entity. The responses thereto are stored in a candidate profile. An interactive audio session is initiated and an interactive information gathering process with the candidate occurs using both the audio session and the computer. Prompts are generated via the audio session and web page. Verbal responses are recorded and confidence scores are automatically calculated. The verbal responses are stored with the candidate profile for later access and analysis by the screening entity. The stored information is analyzed by the screening entity to make quality and criteria judgments about the candidate to determine a hiring potential of the candidate. | 12-26-2013 |
20140006299 | CONNECTING CANDIDATES AND EMPLOYERS USING CONCISE MESSAGING | 01-02-2014 |
20140025597 | APPLYING FOR A JOB USING A MOBILE COMPUTING DEVICE - Systems and methods for displaying a user interface object associated with a job candidate's social networking site proximate to a job listing presented by a website are described. When a job candidate selects the user interface object, the systems and methods identify and/or obtain information associated with the job candidate that is located or otherwise stored at the social networking site of which the job candidate is a member. Once the information is identified and/or obtained, the systems and methods provide the information to the website, such as to a job application submission system associated with the website. | 01-23-2014 |
20140025598 | ELECTRONIC SOURCING MANAGEMENT SYSTEM - An electronic system may be configured to host prospect profiles for a plurality of prospects, host organization profiles for a plurality of organizations, and store an application template for each of the plurality of organizations. The electronic system may be configured to generate an aggregate application that is based on a first one of the plurality of application templates corresponding to a first organization and a second one of the plurality of application templates corresponding to a second organization. In response to a prospect submitting the aggregate application via an interface of the electronic system, the electronic system may be configured to extract data from the aggregate application for upload to a prospect tracking system of the first organization, and extract data from the aggregate application for upload to an prospect tracking system of the second organization | 01-23-2014 |
20140032435 | METHOD AND APPARATUS FOR ENHANCING JOB RECRUITING - A recruitment enhancement system is disclosed that can be used by job recruiters to assess job applicant's suitability for particular jobs. The recruitment enhancement system includes a module for generating and encouraging individuals to participate in recruitment enhancement activities, such as knowledge-based contests. An individual may be able to participate in the activities via their mobile device. One purpose of the activities can be to increase awareness about a particular company. Thus, the activities can be branded. In one embodiment, information derived from the activities can be used to assess the participant's suitability for various job positions. | 01-30-2014 |
20140032436 | SYSTEM FOR FACILITATION OF RECRUITMENT OR HIRING ON AN ONLINE INTERFACE AND METHODS THEREOF - The present invention in a preferred embodiment provides systems and methods for facilitation of recruitment or hiring on an online interface which provide the employer with the “jobseekers' search list” based on a predefined questionnaire or custom questionnaire comprising of direct questions or queries or multiple choice options, whereby any descriptive or elaborate answers or details are eliminated. Jobseekers' attributes are matched with employers' desired job attributes based on the predefined questionnaire or custom questionnaires. Matching of the attributes generates scores or ranks depending on a pre-defined system and weightage provided to specific job attributes. | 01-30-2014 |
20140046862 | Candidate Sourcing System - A computing system may be operable to store, in memory, a profile of a candidate, wherein the profile includes a résumé of the candidate. The computing system may be operable to associate, in memory, a electronically-readable identifier with the candidate profile. The computing system may be operable to read, via an electronic, the electronically-readable identifier from an article presented to the computing system. The computing system may be operable to locate the profile of the candidate in the electronic memory based on the read-in electronically-readable identifier. The computing system may be operable to retrieve the résumé of the candidate from the located profile. The computing system may be operable to present the résumé via a display of the computing system. | 02-13-2014 |
20140052657 | METHOD FOR COMPLYING WITH EMPLOYMENT ELIGIBILITY VERIFICATION REQUIREMENTS - A method is provided for determining employer compliance in determining employment eligibility requirements in accordance with federal immigration regulations. Compliance alerts and compliance tips are displayed for guiding employers in verifying employment eligibility. Completed employment eligibility forms are automatically audited to analyze whether the employer has accurately completed the employment verification. The completed forms are audited by applying various compliance rules to a completed employment eligibility form, presently a Form I-9, to determine compliance with the applicable regulations. A listing is provided of various errors and additional data required to complete the audited form. The method is preferably administered by a single service provider for multiple employers, to assure that changes in the applicable regulations are regularly incorporated. A central system is provided for managing all of the employment eligibility forms associated with particular employers, to assure continued compliance with federal regulations. | 02-20-2014 |
20140052658 | Apparatuses, Methods and Systems For Automated Online Data Submission - The disclosure discusses an AODSA tool that assists a user in submitting data responding to an online data posting. An embodiment of the invention is described as a job application utility. The user registers with a central data management system. This may be achieved by uploading a resume and/or manually providing registration data. Alternately, the registration data may be derived from parsing an uploaded resume that is analyzed and stored. In another embodiment, a user may simply answer a series of registration questions to register, while also creating a resume. Once the identifying information is finalized, the user is able to search the broad range of job listings. The user is able to forward identifying information to respond to a job listing by forwarding an uploaded/system created resume to an email address in the job listing or conduct an auto-fill of a linked online job application form. | 02-20-2014 |
20140067703 | TALENT ACQUISITION SYSTEM AND METHOD - Embodiments of the present invention may provide a system and method for matching candidates to a job position opening. Embodiments may include automatically creating a virtual profile based on shared characteristics of known top performing employees; matching candidates to the virtual profile; and outputting the matching results. Therefore, in addition to finding qualified candidates, embodiments of the present invention may find candidates best suited to succeed at the job based on matches to shared characteristics of known top performers. | 03-06-2014 |
20140067704 | JOB BROADCAST DATA PUBLICATION THROUGH A WORK-OPPORTUNITY LISTING SERVER USING A RADIAL ALGORITHM TO AUTOMATICALLY DISTRIBUTE THE JOB BROADCAST DATA IN A THRESHOLD RADIAL DISTANCE FROM A SET OF GEOSPATIAL COORDINATES ASSOCIATED WITH A MOBILE DEVICE - Disclosed are a method, a device and a system of job broadcast data publication through a work-opportunity listing server using a radial algorithm to automatically distribute the job broadcast data in a threshold radial distance from a set of geospatial coordinates associated with a mobile device. In one embodiment, the job broadcast data is radially distributed as a notification data through an on-page posting, an electronic communication, and/or a push notification delivered to (1) a set of recipients | 03-06-2014 |
20140074738 | METHODS AND SYSTEMS FOR PROVIDING PREDICTIVE METRICS IN A TALENT MANAGEMENT APPLICATION - Techniques for providing predictive metrics relating to employment positions are provided. A method may include receiving, by a computing device, data relating to a plurality of employment positions, wherein the data is received from a plurality of customers. The computing device may aggregate the data received from the plurality of customers and may determine statistics using the aggregated data, which are based on each of the plurality of employment positions. The computing device may generate one or more predictive metrics relating to the plurality of employment positions using one or more of the statistics. | 03-13-2014 |
20140074739 | METHODS AND SYSTEMS FOR A JOB SUGGESTIONS ENGINE AND TALENT TIMELINE IN A TALENT MANAGEMENT APPLICATION - Techniques for automatically suggesting one or more employment positions are provided. A method may include receiving, by a computing device, candidate data relating to an employment position candidate. The computing device may then match the employment position candidate with one or more employment positions based on the received candidate data. Once the employment position candidate is matched with the one or more employment positions, the computing device may generate one or more suggested employment positions for the employment position candidate, wherein the one or more suggested employment positions are automatically generated based on the matching of the employment position candidate with the one or more employment positions. | 03-13-2014 |
20140081883 | SYSTEMS AND METHODS FOR RECRUITING CANDIDATES FOR EMPLOYMENT - An interactive computer system and method for recruiting potential employee candidates. A user interactive Graphical User Interface (GUI) is provided on a computering device connected to a network for tracking and storing an employee candidate lifecycle with a potential employer. The GUI is preferably configured and operational to provide interactive promotional materials regarding an employment opportunity with a potential employer and establish a first video conference between the candidate and at least one representative of the potential employer. | 03-20-2014 |
20140081884 | SYSTEMS AND METHODS OF PROVIDING A STREAMLINED REFERRAL FLOW - The technology disclosed further relates to efficiently referring recruiting candidates. In particular, it relates to providing a streamlined referral flow that enables a user to instantly refer a person whom the user has opportunistically met. The streamlined referral flow creates referral profiles of recruiting candidates based on commentary provided by a referrer and social data of the recruiting candidates assembled from one or more person-related data sources. | 03-20-2014 |
20140089218 | Systems and Processes for Employment Job Centers - An employment server in communication over an Internet with a plurality of job candidates and with a plurality of businesses and related methods are disclosed. The web site stores and provides upon request a plurality of job candidate web pages, each have a set of job qualifications. It also stores and provides upon request a plurality of job center web pages. It also stores and provides upon request, a plurality of job details web pages, each one of which is related to a job center web page. When a business reviews the job center web page and the job details web page, information identifying the business is displayed on the web pages. When a third party reviews these web pages, then information identifying the business may or may not be displayed on the web pages, depending on the settings of one or two stealth setting parameters. | 03-27-2014 |
20140095399 | COMPETITION-BASED METHOD OF RANKING JOB CANDIDATES - A software, web-based method enables employers to determine which candidates are the most talented as it relates to a specific job capabilities. It takes a pre-existing pool of job seekers and allows them to enter talent based competitions to win prizes, job interviews, and ultimately jobs. Employers then receive a list ranking the most talented candidates for any given job. Because there are prizes associated with contests, there are additional incentives to participate ensuring a higher volume of candidates for the position. The prizes attract candidates who would otherwise not have been interested in that particular job. This competition-based system will produce the best candidates that have the particular and specific skills necessary for the actual job and will allow the employer to actually see those skills in action during the selection process. | 04-03-2014 |
20140095400 | Mobile Application for a Vendor Management System - The present invention generally relates to a mobile vendor management software application and system or (“VMS”) system that allow users to better manage the procurement and management of outside sources of labor. The software application may be resident on a mobile device and allows a user of the mobile device to communicate with a VMS system or database in order to perform traditional VMS functions. The mobile VMS application may also allow for additional functionality by integration of various functions and features available on the mobile device into the software application. | 04-03-2014 |
20140095401 | System and Method of Evaluating Candidates for a Hiring Decision - The system and method of the present application utilizes a number of analysis modules to apply analysis techniques to candidate applications. The analysis modules then apply a score for each candidate for each technique with feedback information into an aggregate score. The system and method of the present application controls the collection order of the scores can weight scores by technique, and provide a graphical user interface for ease of evaluation. | 04-03-2014 |
20140095402 | System and Method of Scoring Candidate Audio Responses for a Hiring Decision - The Applicant has developed a system and method for extracting a large amount of raw emotional features from candidate audio responses and automatically isolating the relevant features. Relative rankings for each pool of candidates applying for a given position are calculated and candidates are grouped by predictive scores into broad categories. | 04-03-2014 |
20140108283 | SYSTEM AND METHOD FOR A HOUSEHOLD SERVICES MARKETPLACE - A system and method are disclosed for the operation of an In-home Assistant Service. The service provides a marketplace to connect households with assistants for frequent and specialized jobs. The service collects profile data of potential assistants including multiple skills the assistant can provide. It also enables the household to provide detailed request criteria. A locate process is then performed to determine, which assistants best meet the identified criteria. | 04-17-2014 |
20140114870 | SYSTEM AND METHOD FOR ONLINE CAREER DEVELOPMENT - Systems and methods of online career development are described. According to one embodiment, an online career fair is provided where companies can conduct interviews with applicants, such as students, online. For example, companies can host round-robin style video interviews with applicants. Applicants will be able to log in to a host website with a time ticket and interview with companies immediately, or queue up in a line to wait for an interview slot. These interviews may be full interviews, or quick, one-the-go style interviews. Companies have access to the applicants they want, for example, from the universities they choose and the GPAs they mandate. After a preregistration and preapproval process, the career fair launches for a designated time, giving companies and applicants ample opportunity to conduct interviews | 04-24-2014 |
20140114871 | RE-ENGINEERING USER LOGIN / REGISTRATION PROCESS FOR JOB APPLICATIONS - An on-line job application process that encourages participants to provide as much information as possible before drop-offs occur, by requesting access to authentication information such as social network identity, and moving an Applicant Tracking System login step to near the end. If a drop off does occur, a dummy email address can then be associated with the user to enable subsequent follow up. | 04-24-2014 |
20140122355 | IDENTIFYING CANDIDATES FOR JOB OPENINGS USING A SCORING FUNCTION BASED ON FEATURES IN RESUMES AND JOB DESCRIPTIONS - A computer-based method, and computer system, for matching candidates with job openings. The technology more particularly relates to methods of providing a candidate with a score for a particular job opening, where the score is derived from a comparison of features in the candidate's resume with job features in a description of the job opening, as well as use of external data gathered from other sources and based on information contained in the candidate's resume and/or in the description of the job opening. Particular features are weighted to take account of their significance in matching candidates to job openings in a statistical survey of such matching. The technology further provides for notifying employers that one or more high scoring candidates have been identified. | 05-01-2014 |
20140122356 | SCORING MODEL METHODS AND APPARATUS - Techniques for evaluating suitability of one or more candidates for a job. The techniques include: obtaining at least one value associated with at least one credential of at least one candidate for a job, obtaining credential value preferences associated with the job, the credential value preferences specifying at least one preferred value for the at least one credential, and calculating at least one talent score of the at least one candidate based at least in part on the at least one value of the at least one credential of the at least one candidate and the credential value preferences associated with the job. | 05-01-2014 |
20140122357 | SCORING MODEL METHODS AND APPARATUS - Techniques for evaluating suitability of a candidate for a plurality of jobs. The techniques include: obtaining at least one value associated with at least one credential of a candidate, obtaining credential value preferences for each one of a plurality jobs, wherein the credential value preferences for each one job in the plurality of jobs indicate at least one preferred value for the at least one credential, and calculating, using at least one processor, a talent score of the candidate for each one of a plurality of jobs based at least in part on the at least one value of the at least one credential of the candidate and the credential value preferences. | 05-01-2014 |
20140122358 | SCORING MODEL METHODS AND APPARATUS - Techniques for recommending at least one credential to a candidate. The techniques include: identifying a plurality of credentials a candidate for a job does not possess, the plurality of credentials including a first credential, calculating, using at least one processor, a first talent score of the candidate based at least in part on at least one credential possessed by the candidate, the first credential, and credential value preferences for the job, and identifying the first credential as a credential to recommend to the candidate to obtain, when the first talent score is greater, by a threshold amount, than a talent score of the candidate calculated using only the credentials that the candidate possesses. | 05-01-2014 |
20140122359 | SCORING MODEL METHODS AND APPARATUS - Techniques for computing a talent score of a candidate for a job, the candidate having at least one of a primary set of credentials and at least one of a secondary set of credentials, the job being associated with credential value preferences for at least some of the primary and secondary set of credentials. The techniques include: calculating a primary credentials score of the candidate based at least in part on at least one first value of the at least one first credential and the credential value preferences, calculating at least one secondary score of the candidate based at least in part on at least one second value of the at least one second credential and the credential value preferences, and calculating a talent score of the candidate for the job based at least in part on the primary credentials score and the at least one secondary score. | 05-01-2014 |
20140122360 | SCORING MODEL METHODS AND APPARATUS - Techniques for computing a talent score of a candidate for a job. The techniques include: obtaining a first value for a first credential of a candidate for a job, wherein the first credential is indicative of the candidate's knowledge/skill in a first credential area, obtaining credential value preferences associated with the job, wherein the credential value preferences indicate at least one preferred value for at least one credential in a second credential area different from the first credential area, and calculating a talent score of the candidate at least in part by calculating a score for the first credential based at least in part on the first value, the credential value preferences, and a hierarchy of credential areas comprising the first credential area and the second credential area. | 05-01-2014 |
20140122361 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-01-2014 |
20140122362 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-01-2014 |
20140122363 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-01-2014 |
20140122364 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-01-2014 |
20140122365 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-01-2014 |
20140122366 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-01-2014 |
20140129460 | SOCIAL NETWORK FOR EMPLOYMENT SEARCH - Systems and methods described herein provide an application through which social media can accelerate communication between a job seeker and a talent seeker (e.g., an employer). | 05-08-2014 |
20140129461 | Crowdsourced Vendor Information - Disclosed is, among other things, techniques to obtain information about client companies, staffing firms, and jobs, which may allow contractors to find the work they desire more efficiently. | 05-08-2014 |
20140129462 | MULTIFACETED CANDIDATE SCREENING - A method, system and computer program product are disclosed for candidate screening. In one embodiment, the method comprises identifying a multitude of dimensions of a specified job, assigning a weight to each of the dimensions, and determining whether each of a group of candidate satisfies the weights assigned to the dimensions. In an embodiment, a score is assigned to each candidate based on the weights assigned to the dimensions, and the number of the candidates score above a threshold is determined. In an embodiment, if the number of the candidates that have a score above the threshold is less than a defined number, one or more of the weights is adjusted, and the candidates are rescored based on these adjusted weights. In embodiments of the invention, the weights are adjusted based on the number of the candidates that score above the threshold, or based on the other weights. | 05-08-2014 |
20140129463 | Method and System for Skill-Based Endorsement Platform - System and method for evaluating the performance of at least one person (“applicant”) are provided. The applicant may select, at his or her discretion, people (“endorsers”) from an automated pre-populated list or manually entered list to request for endorsements or recommendations. This system and method allows the applicant to capture endorsements more efficiently and effectively. | 05-08-2014 |
20140129464 | Method and System for Skill-Based Endorsement and Credential Validation Platform - System and method for evaluating the performance of at least one person (“applicant”) are provided. The applicant may select, at his or her discretion, people (“endorsers”) from an automated pre-populated list or manually entered list to request for endorsements or recommendations. This system and method allows the applicant to capture endorsements more efficiently and effectively. | 05-08-2014 |
20140129465 | TALENT ACQUISITION PIPELINE - A talent acquisition pipeline can be provided for managing candidates for a job opening. The talent acquisition pipeline comprises a plurality of stages. Information can be displayed along with the talent acquisition pipeline, including a count of candidates associated with the stages and/or target values associated with the stages. Candidates can be moved between stages. Stage-specific actions can be selected to perform various actions related to the candidates for a selected stage. A graphical user interface can be provided depicting a talent acquisition pipeline and a list of candidates associated with a selected stage of the pipeline. | 05-08-2014 |
20140129466 | METHOD AND SYSTEM FOR SELECTING LABOUR RESOURCES - A method of selecting a candidate for a job including the steps of: receiving at a server at least one candidate profile from at least one candidate; receiving at the server at least one job description for a job from an employer; processing at the server the at least one candidate profile and the at least one job description; determining at the server a most compatible candidate profile or profiles from the candidate profile or profiles and the job description; and transmitting the most compatible candidate profile or profiles to the employer. | 05-08-2014 |
20140129467 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-08-2014 |
20140129468 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-08-2014 |
20140129469 | CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-08-2014 |
20140129470 | APPARATUS & METHODS FOR PROVIDING CAREER EMPLOYMENT SERVICES - Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information. | 05-08-2014 |
20140129471 | SYSTEMS AND METHODS FOR OPTHALMIC STAFFING - A computer-implemented method that can be used to select for staffing temporary ophthalmic positions is described. The method includes the steps of: providing a database configured to store information pertaining to one or more members, wherein the database is further configured to store information pertaining to one or more clients; storing member information in the database; storing client information in the database; providing to the client a calculated price or a negotiated price for the staffing opportunity; enabling selection of the staffing opportunity by one or more members, wherein these members are selecting members; enabling selection of a desired member by the client from the selecting members; and notifying the desired member of the client's selection. | 05-08-2014 |
20140136437 | METHOD FOR COMPILATION AND EVALUATION OF A CURRICULUM VITAE - A method to evaluate and classify curricula vitae includes the steps of inserting a plurality of data relating at least to the formation and/or professional experience of a plurality of candidates into storage, associating to the data entered a corresponding measuring parameter representative of the data and calculating a parameter of evaluation defined by above-mentioned measurement parameters. | 05-15-2014 |
20140136438 | SYSTEMS AND METHODS OF OBTAINING CANDIDATE QUALIFICATIONS USING SELF-RANKING TESTING TOOLS - Systems and methods of attracting highly qualified candidates to a recruiter network are provided. The recruiter network may offer success-based measurement tools to potential candidates that may allow candidates to benchmark their individual career successes against their peers. The resulting test data may be quantitatively matched to recruiter profiles to identify and evaluate potential candidates that may meet specific success criteria. | 05-15-2014 |
20140136439 | SELECTING COLLABORATORS FOR PROJECTS - A method, computer program product, and system for selecting collaborators is described. A set of candidates for collaboration with an initiator is received. Initial contact scores for one or more member of the set of candidates are determined based upon, at least in part, one or more of initial availability and initial willingness. An initial ranking order for the set of candidates is determined. A member is selected from the set based upon, at least in part, the initial ranking order. An invitation to collaborate is provided to the selected member. If the invitation is accepted, a communication channel connection is established between the initiator and the selected member. | 05-15-2014 |
20140149302 | LIVE RESUME - A system and method of providing a live resume by a system is provided. The system is in communication with a service provider and the user has a user profile in the system. The method includes querying the service provider for user information relating to the user. The user information is received from the service provider. The received user information is grouped into predetermined categories. Attribute scores in the predetermined categories are determined based on the grouped user information. A matrix of the attribute scores of the user is provided. The matrix represents the live resume of the user. | 05-29-2014 |
20140156550 | SYSTEMS AND METHODS FOR CONDUCTING AN INTERVIEW - A system for scheduling interviews includes an interviewer database and a calendar database. Interviewers are selected as a function of one or more modules of questions that are associated with each of the interviewers, and an interview schedule is generated for a job candidate from the selected interviewers. The system can also schedule and invite people to meetings based on their calendar availability and the skills, characteristics, or attributes associated with potential meeting attendees. | 06-05-2014 |
20140164271 | CAREER MANAGEMENT APPLICATION FOR TRACKING, MANAGING, AND APPLYING FOR EMPLOYMENT OPPURTUNITIES - The present disclosure relates to a system and methods that provide a web-based application, and/or plug-in, to aid a job-seeker in tracking, managing, and applying for potential employment positions. Processing circuitry, suth as that on a user's computer, monitors the user's web activity, activates when the user is on the job application page, and automatically fills in data in the appropriate fields of the webpage. | 06-12-2014 |
20140164272 | JOB-MANAGEMENT SYSTEMS - Computer implemented job-management systems for adding employment seeking features to a web browser displaying an online employment resource. The systems include a processor configured to execute computer executable instructions, a data storage system in data communication with the processor, and a computer readable medium in data communication with the processor. The computer readable medium includes stored computer executable instructions for the processor. The instructions instruct the processor to detect when a trigger event occurs, interface with the web browser to capture job data associated with the online employment resource displayed in the web browser when the processor detects the trigger event, and store the job data captured from the online employment resource in the data storage system. In some examples, the system further includes a server programed with instructions to send a notification to a user of the system based on scheduling data. | 06-12-2014 |
20140164273 | WEB-BASED RECRUITMENT SYSTEM - A method and system for facilitating the hiring and recruitment of candidates for a particular position. The system would include information relating to the skill level and expertise of various candidates irrespective of a particular job. The candidates will have their various skills assessed through the use of an anonymous assessor. The assessor would provide the system with a rating of each candidate's various assessed skills. The candidate has the option to have this assessment evaluated by a disinterested third party. A client or employer would access the system for the purpose of receiving a listing of potential candidates, their skill levels as well as assessments. The client will provide the system with a list of potential candidates to the position. The clients would utilize this information to hire a particular candidate. | 06-12-2014 |
20140172732 | PSYCHOGRAPHIC BASED METHODS AND SYSTEMS FOR JOB SEEKING - A computer-implemented method for job seeking is disclosed. The method includes receiving a user request to search job openings, which request includes desired work field and user education information. Responsive to the user request, the user is prompted to provide information comprising one or more assertions associated with the user preferences with respect to one or more skills, abilities, work activities and one or more work styles. Further, based on the user request and the provided information, scores associated with a plurality of predetermined occupations are calculated. The scores identify how the user is favorable for every predetermined occupation. The method then identifies and displays a list of predetermined occupations being the most favorable for the user. The user is then prompted to select one or more predetermined occupations, and responsive thereto, the user is selectively provided with a list of job openings associated with the selected predetermined occupations. | 06-19-2014 |
20140180944 | IDENTIFYING CANDIDATE REFERRERS - Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. Multiple job criteria that collectively represent requirements of a job are received. Multiple referrers is identified. Each referrer is associated with multiple referrer attributes that collectively represent social associations of each referrer. Based on social associations of the multiple referrers and the requirements of the job, a subset of the multiple referrers is determined. Each referrer in the subset is associated with one or more referrer attributes that match one or more job criteria of the multiple job criteria. The subset of the multiple referrers is provided as candidate referrers from whom referrals for candidates for the job can be sought. | 06-26-2014 |
20140180945 | IDENTIFYING ENDORSERS FOR A CANDIDATE - Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. A candidate for a job in an organization can be identified based on comparing social associations of the candidate with multiple job criteria that collectively represents requirements for the job. From among the social associations of the candidate, data describing an entity with social associations that are at least partly associated with some of the job criteria and some of the social associations of the organization can be identified. The data describing the entity can be provided as an endorser who can endorse the candidate for the job. | 06-26-2014 |
20140180946 | PRESENTING REFERRERS ACCORDING TO DEGREES OF ASSOCIATION - Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. Multiple referrers, from each of whom referrals for candidates for a job in an organization have been sought, are identified. A respective degree of association of each referrer with the organization is determined based on a type of each referrer. A user interface that displays objects representing the organization and each of the multiple referrers is generated. Objects representing the referrers are arranged in the user interface relative to the object representing the organization according to the respective degree of association determined for each referrer based on the type of each referrer. The user interface is provided for presentation. | 06-26-2014 |
20140180947 | PRESENTING A UNIFIED SEARCH RESULT OF EXTERNAL AND INTERNAL CANDIDATES - Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. In response to receiving input to search for candidates for a job in an organization, multiple candidates that are internal to the organization and multiple candidates that are external to the organization are identified. In addition, ranking of the multiple internal job candidates and ranking of the multiple external job candidates according to a respective match of each candidate to the job is also identified. A combined ranking, which is generated by combining both rankings, provided. | 06-26-2014 |
20140180948 | MATCHED-BASED EMPLOYMENT SYSTEM AND METHOD - A method of operating an employment system is provided. The method includes generating a score for each of a plurality of possible results compared to information associated with a user, enabling the user to access a result of the plurality of possible results if the score generated for the result meets a threshold condition, enabling the user to adjust the threshold condition and preventing the user from adjusting the threshold condition beyond a minimum threshold condition. The score can be a bi-directional matching score. The minimum threshold condition can include a minimum score. The minimum score can be determined based on the percentage of the plurality of possible results that would be accessible to the user. | 06-26-2014 |
20140188743 | APPARATUSES, METHODS AND SYSTEMS FOR ENHANCED POSTED LISTING GENERATION AND DISTRIBUTION MANAGEMENT - The Enhanced Posted Listing Management (EPLM) system facilitates generating, distributing, managing and tracking posted listing that are based on a sponsor's underlying data entry. The underlying data entry may be configured as an advertisement or offer for any number of goods, services or opportunities. As an example, the data entry may be a posting on specialized search facilitation site, such as Monster.com. The posted listings may be distributed to a posted listing aggregation web site, such as an online classified web site. Advantageously, the post EPLM system incorporates additional support resources into posted distributed listings. The additional support resources facilitate web user tracking and posted listing maintenance. Accordingly, the EPLM enable a posted listing sponsor to effectively and efficiently access posted listing performance and manage one or more posted listings. | 07-03-2014 |
20140201098 | SYSTEM FOR CANDIDATE AUTHENTICATION AND METHODS THEREOF - Systems and methods for candidate authentication, wherein the system comprises,
| 07-17-2014 |
20140207698 | SYSTEM, METHOD AND COMPUTER PROGRAM PRODUCT FOR AUTOMATICALLY EVALUATING PROSPECTIVE EMPLOYEES - In accordance with embodiments, there are provided mechanisms and methods for automatically evaluating prospective employees. These mechanisms and methods for automatically evaluating prospective employees can reduce the amount of time to evaluate prospective employees, as opposed to evaluation techniques the include manual processes, as well as to provide consistent evaluation standards. | 07-24-2014 |
20140207699 | RECRUITING SERVICE GRAPHICAL USER INTERFACE - A recruiting service is disclosed that generates profiles of software developers having specific skills. Public code repositories are examined to identify projects of software developers. The projects are analyzed to estimate the number of years of experience a software developer has with an individual language and determine a score with respect to other developers. Social media information and a messaging link may also be provided with each profile. A graphical user interface for displaying the information is disclosed. | 07-24-2014 |
20140214708 | Community Oriented Job Hub For Increasing Efficiency In Hiring Processes - A community oriented job application and hiring hub, to leverage the trust and transparency created by community charters and memberships, to share and review the potential job to job applicant matching data with improved emphasis on quality control of hiring processes and efficiency of hiring processes, using advanced computer technology to connect communities to other communities, and to hiring and sponsoring companies. | 07-31-2014 |
20140214709 | OCCUPATIONAL PERFORMANCE ASSESSMENT APPARATUSES, METHODS AND SYSTEMS - The OCCUPATIONAL PERFORMANCE ASSESSMENT APPARATUSES, METHODS AND SYSTEMS (“OPA”) transforms candidates occupational test answers and employers occupational goal inputs via OPA test intake, assessment and score components, into candidates occupational assessment outputs. In one embodiment, the OPA provides a computer-delivered technology-driven systems approach for occupational psychological assessment for talent identification, acquisition, management and support, which adapts to a user's responses to provide an individualized evaluation. The OPA may also be integrated with mobile technology and multi-touch interfaces. | 07-31-2014 |
20140214710 | Job Search Diagnostic, Strategy and Execution System and Method - An apparatus, system and method for helping a job seeker diagnose and improve the efficiency and effectiveness of a job search. A Job Search Diagnostic of the present invention helps a job seeker secure a new job more quickly, by identifying the specific problem areas in a search that are limiting progress and to identify those areas that will yield the greatest beneficial impact and by offering specific recommendations and guidance for how to improve in these problem areas. Diagnostic results can be highly individualized and may be based on the unique characteristics of an individual job search as well as the weighted importance of different areas of the search, and can be achieved through use of expert knowledge and logic and using a wide array of both individual generated and other available information including an individual's job search skills, employment search attributes, job seeker qualifications as well as job market and hiring environment realities. Additional information such as the mental and emotional characteristics of a job seeker can also be used to create a variety of data and reports to assist the job seeker and others to improve the efficiency and effectiveness of job searches. | 07-31-2014 |
20140214711 | INTELLIGENT JOB RECRUITMENT SYSTEM AND METHOD - A computer-implemented method for sorting candidates according to their relevance to a job query, according to which a website through which a search for candidates can be executed is provided and index information related to each of the candidates is stored in a candidate profile. Upon supplying a search query that includes keywords in the website, search engine is queried with the supplied query. A reporting engine is used for notifying whenever the search query has been issued. Then a full search query is automatically built according to the search query by boosting the keywords and matching is done between the full search query and the stored candidates' profiles. Listing of all matching candidates sorted is displayed according to their relevance to the full search query and whenever a candidate profile is selected from the listing, a notification is sent to the reporting engine for updating the overall score of the selected candidate. | 07-31-2014 |
20140222705 | RECOMMENDING STUDENTS TO PROSPECTIVE EMPLOYERS BASED ON STUDENTS' ONLINE CONTENT - A system and method for recommending a producer to a consumer. An example is provided illustrating a social network for online learning. Students, teachers and employers contribute content to the social network. A recommendation engine obtains the content, extracts objects from the content and determines relationships among the objects and users. The relationships are used for generating a relationship graph. In association with activities and interactions provided by the students, conclusions are made about the students based on psychological and sociological analysis to match students to employers and opportunities. | 08-07-2014 |
20140236850 | On-Demand, Web-Based Interactive Video Interviewing - A method and system for an on-demand web-based interactive video interviewing process provides a convenient and flexible way for candidates and employers to perform an interview in a more objective manner. This on-demand web-based interview process comprises the steps of building an interview set by a customer, informing candidates about an upcoming interview, candidates recording responses, collaborators evaluating recorded answers from candidates and asking follow-up questions for specific candidate, with approval of follow-up questions, the designated candidate being promoted to answer follow-up questions for reevaluation and finally generating an interview report. This interview system also includes a specific function of Click2Interview and a practice platform for candidates and collaborators to practice in a real interview process model. The practice platform provides for a method of posting the practice results to public profiles through the use of a hyper-link. | 08-21-2014 |
20140236851 | CROWDSOURCED SEARCH AND LOCATE PLATFORM - A crowdsourced search and locate platform, comprising an application server and a crowdrank server. The application server: receives connections from crowdsourcing participants; navigates a first crowdsourcing participant to a specific geospatial location; sends an image corresponding to the geospatial location to the first crowdsourcing participant; receives tagging data from the first crowdsourcing participant, the tagging data corresponding to a plurality of objects and locations identified by the first crowdsourcing participant. The crowdrank server: retrieves a plurality of tags made by participating users computes agreement and disagreement values for each of the plurality of retrieved tags; performs an expectation-maximization or expectation-minimization process iteratively until a configured maximum number of iterations is performed or until an indicia of rate of change between iterations falls below a configured threshold; and provides resulting output values corresponding to geolocations of objects of a plurality of types to an administrative user. | 08-21-2014 |
20140236852 | SYSTEM AND METHOD OF DETERMINING WORKER SKILLS AND EXPERIENCE - A method of determining worker skills and experience including the steps of: transmitting from a server a first interview question to a worker based on a job type; receiving at the server an answer to the first interview question; transmitting from the server a further interview question to the worker based on both the job type and the answer to the first interview question; receiving at the server an answer to the further interview question; and storing on the server the answer to the first interview question and the answer to the further interview question in a worker profile. | 08-21-2014 |
20140244532 | CANDIDATE AND JOB TRENDING IN EMPLOYMENT SYSTEM - Systems and methods described herein provide an application through which social media can accelerate communication between a job seeker and a talent seeker (e.g., an employer). | 08-28-2014 |
20140244533 | Connecting Individuals with Organizational Opportunities - Individuals may be connected with organizations via a communications network. A resume database may hold resume data for one or more independent users. The resume data may include donated time, monetary contributions, and/or the like. An organization database may hold organization data for one or more independent organizations. The organizational data may include opportunities, events, and/or the like. | 08-28-2014 |
20140250024 | FORMATTING SYSTEM AND METHOD FOR PRODUCING A STANDARDIZED RESUME - The present invention is a system for taking a resume up loading it to the internet to produce a new resume which is reformatted to desired format. | 09-04-2014 |
20140250025 | SYSTEM AND METHOD FOR EVALUATING JOB CANDIDATES - Human resource system for collecting and analyzing survey data from reference providers identified by a job candidate for use by an employer. The system sends an electronic communication to the reference providers to request completion of survey questions and electronically receives the survey data from the reference providers, preferably through webpages. An analysis module combines the received survey data from the reference providers and generates a confidential candidate report for an employer which excludes identification of any ratings or comments by any reference providers. The system also generates customized interview probe questions for use during job interviews and coaching tactics for use after the hiring, based on the weak areas that have been identified from the completed surveys in order to assist the hiring manager to bring the new hires up to speed quickly and effectively. | 09-04-2014 |
20140258161 | SYSTEMS AND METHODS FOR CAREER INFORMATION PROCESSING - Systems and methods for consolidating, preparing, and distributing job information as well as applicant responses are provided. Some embodiments consolidate social profile information to facilitate job applications with minimal candidate involvement. Some embodiments provide systems and methods for assessing an employer's recruitment effectiveness via website analysis. Some embodiments distribute job notifications via participating recruiter social networks. Some embodiments consolidate job information into an accessible “job card” format, facilitating quick assessment by a candidate. | 09-11-2014 |
20140279630 | PROGRESSIVE JOB BOARD - A method is provided for displaying to a candidate one or more candidate-views. Specifically, a candidate may be presented with one or more jobs based on the candidate's possessed proficiencies. Tools and resources are provided to assess and increase a candidate's possessed proficiencies. A method is also provided for displaying, to an employer, employer-views. Specifically, employer-views may be used to define the required proficiencies for a job, find qualified candidates, and retrieve detailed candidate profile information comprising possessed proficiencies for one or more skills. Furthermore, a method is provided for displaying to an educator one or more educator-views. Specifically, a ranked list of skills may be presented to educators based on the number of candidates that may further their respective careers by increasing a particular proficiency. Educator-views may also provide educators with a space to post course information and materials. | 09-18-2014 |
20140279631 | PROGRESSIVE JOB BOARD - A method is provided for displaying to a candidate one or more candidate-views. Specifically, a candidate may be presented with one or more jobs based on the candidate's possessed proficiencies. Tools and resources are provided to assess and increase a candidate's possessed proficiencies. A method is also provided for displaying, to an employer, employer-views. Specifically, employer-views may be used to define the required proficiencies for a job, find qualified candidates, and retrieve detailed candidate profile information comprising possessed proficiencies for one or more skills. Furthermore, a method is provided for displaying to an educator one or more educator-views. Specifically, a ranked list of skills may be presented to educators based on the number of candidates that may further their respective careers by increasing a particular proficiency. Educator-views may also provide educators with a space to post course information and materials. | 09-18-2014 |
20140279632 | PROGRESSIVE JOB BOARD - A method is provided for displaying to a candidate one or more candidate-views. Specifically, a candidate may be presented with one or more jobs based on the candidate's possessed proficiencies. Tools and resources are provided to assess and increase a candidate's possessed proficiencies. A method is also provided for displaying, to an employer, employer-views. Specifically, employer-views may be used to define the required proficiencies for a job, find qualified candidates, and retrieve detailed candidate profile information comprising possessed proficiencies for one or more skills. Furthermore, a method is provided for displaying to an educator one or more educator-views. Specifically, a ranked list of skills may be presented to educators based on the number of candidates that may further their respective careers by increasing a particular proficiency. Educator-views may also provide educators with a space to post course information and materials. | 09-18-2014 |
20140279633 | Systems and Processes for Employment Job Centers - An employment server in communication over an Internet with a plurality of job candidates and with a plurality of businesses and related methods are disclosed. The web site stores and provides upon request a plurality of job candidate web pages, each have a set of job qualifications. It also stores and provides upon request a plurality of job center web pages. It also stores and provides upon request, a plurality of job details web pages, each one of which is related to a job center web page. When a business reviews the job center web page and the job details web page, information identifying the business is displayed on the web pages. When a third party reviews these web pages, then information identifying the business may or may not be displayed on the web pages, depending on the settings of one or two stealth setting parameters. | 09-18-2014 |
20140279634 | WEB-BASED EMPLOYER-EMPLOYEE NETWORKING SYSTEM - A computer-based networking method and system connects individuals and businesses within a trade to match work assignments with availability for work assignments and relevant qualifications. Both employers and individuals job seekers/employees set up and manage their own individual profiles which provide information to others in the network. Members of the network who share a common trade are placed into trade pools. The job seekers within a given trade pools are placed into an employment pool for that trade, and employers are placed into sub-trade pools. The employment pool is graphically associated with the sub-trade pools. Employers view job seeker profiles and availability and can offer work assignments to job seekers in the employment pool. Network members who have worked together can post reviews which can be viewed by others in the network. | 09-18-2014 |
20140279635 | SYSTEM AND METHOD FOR UTILIZING ASSESSMENTS - A system maintains job performance data for a plurality of persons employed in a plurality of occupations and maintains assessment data for the plurality of persons. Top performers in each of the plurality of occupations are identified as a function of the job performance data. The system receives assessment data for an individual person. The system compares the assessment data for the individual person with the assessment data for the top performers in each of the plurality of occupations. The system recommends one or more of the plurality of occupations to the individual person as a function of the comparison, such that the individual person is more likely to succeed in the one or more of the recommended occupations. | 09-18-2014 |
20140279636 | SYSTEM AND METHOD FOR USING THREE DIMENSIONAL GRAPHICAL FIGURES IN AN ASSESSMENT - A system maintains a database of scores of job candidates or persons employed in a particular job or occupation. The scores are calculated from responses by the job candidates or the employed persons to inquiries about a display of a three dimensional graphical figure on a true three dimensional display device. The three dimensional graphical figure is displayed on the true three dimensional display device. The display of the three dimensional graphical figure is part of an assessment of a potential job candidate. The system presents an inquiry to the potential job candidate relating to the true three dimensional graphical figure, and receives a response to the inquiry from the potential job candidate. The system calculates a score for the potential job candidate based on the response of the potential job candidate. The system compares the score of the potential job candidate with the scores of the job candidates or the persons employed in a particular job or occupation, and generates the assessment of the potential job candidate based on the comparison. | 09-18-2014 |
20140279637 | Web-based system, apparatus and method promoting hiring of persons with disabilities who self-identify - A computer-implemented system comprising an application accessible to job seeker users and employer users over a network via a browser on user computing devices, the application comprising a Job Seeker Database and a Posted Jobs Database, the Job Seeker Database comprising inputs by job seekers who self-identify as having a disability as required per a Terms of Use of the application, the job seeker Database comprising inputs by job seekers relating to job seeker functional skills and an indication whether the functional skill exists with or without an accommodation, the Posted Jobs Database comprising inputs by employers of essential functional skills for a job posted by the employer. | 09-18-2014 |
20140289141 | Employment Job Centers with Equal Opportunity Tools - An employment server in communication over an Internet with a plurality of job candidates and with a plurality of businesses and related methods are disclosed. The web site stores and provides upon request a plurality of job candidate web pages, each have a set of job qualifications. It also stores and provides upon request a plurality of job center web pages. It also stores and provides upon request, a plurality of job details web pages, each one of which is related to a job center web page. When a business reviews the job center web page and the job details web page, information identifying the business is displayed on the web pages. When a third party reviews these web pages, then information identifying the business may or may not be displayed on the web pages, depending on the settings of one or two stealth setting parameters. | 09-25-2014 |
20140289142 | Method,Apparatus and System for Evaluating A Skill Level of A Job Seeker - The present invention discloses method, apparatus and system for evaluating a skill level of a job seeker. The method includes building a code snippet bank from predefined code snippets, obtaining a code snippet of a job seeker, evaluating the skill level of the job seeker based on the code snippet of the job seeker and the code snippet bank. | 09-25-2014 |
20140289143 | SYSTEMS, METHODS, AND DEVICES FOR MATCHING A JOB OPENING AND/OR JOB CANDIDATE WITH A JOB TYPE - Methods for matching a job opening and/or a job candidate with a job type are provided. A method of matching a job opening with a job type may include receiving job opening information via an electronic device and/or a server, and matching a plurality of job openings described in the job opening information with a plurality of respective job types, using an electronic database. A method of matching a job candidate with a job type may include identifying one or more job skills and/or job credentials of the job candidate, and matching the job candidate with one or more predetermined job types by matching the one or more job skills and/or job credentials of the job candidate with one or more skills and/or credentials corresponding to the one or more predetermined job types, using an electronic database. | 09-25-2014 |
20140289144 | SYSTEMS, METHODS, AND DEVICES FOR MATCHING A JOB OPENING AND/OR JOB CANDIDATE WITH A JOB TYPE - Methods for matching a job opening and/or a job candidate with a job type are provided. A method of matching a job opening with a job type may include receiving job opening information via an electronic device and/or a server, and matching a plurality of job openings described in the job opening information with a plurality of respective job types, using an electronic database. A method of matching a job candidate with a job type may include identifying one or more job skills and/or job credentials of the job candidate, and matching the job candidate with one or more predetermined job types by matching the one or more job skills and/or job credentials of the job candidate with one or more skills and/or credentials corresponding to the one or more predetermined job types, using an electronic database. | 09-25-2014 |
20140289145 | SYSTEMS, METHODS, AND DEVICES FOR MATCHING A JOB OPENING AND/OR JOB CANDIDATE WITH A JOB TYPE - Methods for matching a job opening and/or a job candidate with a job type are provided. A method of matching a job opening with a job type may include receiving job opening information via an electronic device and/or a server, and matching a plurality of job openings described in the job opening information with a plurality of respective job types, using an electronic database. A method of matching a job candidate with a job type may include identifying one or more job skills and/or job credentials of the job candidate, and matching the job candidate with one or more predetermined job types by matching the one or more job skills and/or job credentials of the job candidate with one or more skills and/or credentials corresponding to the one or more predetermined job types, using an electronic database. | 09-25-2014 |
20140289146 | REPAIRING EMPLOYEE BENEFITS DATA IN A BENEFITS ADMINISTRATION DOMAIN MODEL - In embodiments of the present invention improved capabilities are described for a human resource management platform that includes applications targeted to solve a variety of human resource and benefits administration management problems. Applications of the human resource management platform include business applications such as benefits administration that may provide a single solution for facilitating employee benefits management and organizational efficiencies through automation of benefit management functions, measurement of benefit provider effectiveness, and the like. | 09-25-2014 |
20140297548 | METHOD AND COMPUTER FOR MATCHING CANDIDATES TO TASKS - A method is performed upon a computer server in response to specific instructions stored on a non-transitory computer-readable medium. The method includes processing, within at least one server, a set of data to assess the skills and capabilities of an individual or collection of individuals within a company or collection of companies. The method considers multiple aspects of individual experience when assessing skills and capabilities, garnered from reports of experience stored electronically in a database connected to the server on which the method's processes are performed. The method is performed upon a computer server in response to specific instructions stored on a non-transitory computer-readable medium. | 10-02-2014 |
20140297549 | SYSTEM FOR EXCHANGING JOBS AND TRIP INFORMATION TO REDUCE DRIVING AND PROMOTE SAVING GASOLINE - A system that may include a website and linked database may be used to connect people for purposes of job exchange which may result in reducing commutes and promote saving gasoline. The system's database may include people seeking to move closer to home or elsewhere, and the profiles may provide knowledge about occupied jobs unknown to a public job search, or soon to be vacant. Use of the system may result in reduced commute times for users that may improve the problems of traffic congestion, save money on gas and vehicle expenses, reduce wear and tear on highways, save time and add to a better quality of life with family, friends and building community. | 10-02-2014 |
20140297550 | METHODS AND SYSTEMS FOR MANAGING REQUISITION AND HIRING - The invention provides systems and methods for managing requisition and hiring. Such systems and methods may include one or more user interfaces that may be accessible by a candidate for a position within a company, an employee of the company, and/or a human resources employee of the company. Requisition and hiring systems and methods may assist with managing the hiring process for the company. Job posting interfaces may facilitate posting jobs to one or more job boards. A candidate network may assist with collecting references and/or feedback for a job candidate, and may utilize social networks. Requisition hiring systems and methods may also assist with mapping out career paths for employees. | 10-02-2014 |
20140297551 | System and Method of Evaluating a Candidate Fit for a Hiring Decision - The Applicants have developed a system and methods for extracting timing and emotional content from recorded audio in order to automate screening decisions for hiring candidates by processing candidate audio responses to predict candidate alignment for given job position. Emotional content is extracted using variable models to optimize detection of specific emotional content of interest. A feedback system is implemented for job supervisors to rate employee performance. Jobs are categorized according to emotional requirements and feedback is used to optimize candidate emotional alignment for a given position. | 10-02-2014 |
20140304181 | BADGE AUTHENTICATION - Authenticating a badge. The badge represents at least one of skills, training, attributes, or qualifications of an individual. The method includes at a trustworthy verifier, accessing a badge image identified by a user. The method further includes at the trustworthy verifier, accessing policy identified by the user. The method further includes determining that the badge identified by the user is compliant with the policy by determining that the badge complies with the policy identified by the user. As a result of determining that the badge is compliant with the policy, the method further includes causing an indicator to be displayed in a trustworthy way to indicate to the user that the purported badge is compliant with the policy. | 10-09-2014 |
20140304182 | BADGE LOGICAL GROUPIING ACCORDING TO SKILLS AND TRAINING - Identifying that one or more badges in a set of a plurality of badges indicates that an individual having the set of a plurality of badges meets certain requirements in terms of one or more of skills, training, attributes, or qualifications. The method includes identifying a set of a plurality of badges for an individual. The method further includes identifying evaluation criteria, the evaluation criteria comprising criteria for evaluating a plurality of badges, that when satisfied, indicates that an individual meets certain requirements. The method further includes comparing the set of the plurality of badges to the evaluation criteria. Based on comparing the set of the plurality of badges to the evaluation criteria, the method further includes determining whether or not the individual meets the certain requirements | 10-09-2014 |
20140304183 | Verification System - In described embodiments, a verification system allows for registration of credential providing entities and storage of credential data from, and verified by, the credential providing entities. The verification system further allows for users, through a credential and verification device associated with the credential providing entities, to approve the use of corresponding credential data by those accessing the verification system. In some embodiments, on-going tracking of current requirements for maintaining certain credentials is performed. Employers or other interested parties might access the verification system to verify information of certain credentials, and lapses in maintenance of certain credentials. By definition herein, credential data includes qualifications to perform various duties or Job functions that arise from academic or trade institution awards and degrees, organizational certifications and training, and various work experience that is verifiable by a third party, institution, organization and/or employer. | 10-09-2014 |
20140310190 | SYSTEM AND METHOD FOR CONCEPT DISCOVERY WITH ONLINE INFORMATION ENVIRONMENTS - Provided are systems and methods for referencing intent-based taxonomies to enable more natural approaches for users to specify problems to be solved, questions to be answered, and other content requests that can be delivered within online communities. Further embodiments include an active recruitment approach to ensure answers and interactions occur on a given case and/or question. The recruitment approach can be integrated with known or existing online communities to facilitate information exchange and generation. The recruitment approach can be configured to tap resources within an online community but also reach outside of the community to additional resources. Further, intent-based models of cases can be used across even language barriers to recruit across the largest knowledge base possible. Internationally accepted concepts can be used in conjunction with case definition/modeling and resulting case models can be translated through various languages. Such recruitment approaches can target individuals outside a community and across languages. | 10-16-2014 |
20140317009 | Managing Online and Offline Interactions Between Recruiters and Job Seekers - Systems and methods for managing interactions between users to allow for a more effective online employment process are disclosed. In an aspect, the system includes a portal containing various databases and allows employers and prospective employees to create profiles, create and search for job postings, and create and take exams and interviews. In another aspect, system includes processes which can assist in these steps by using an automated system to grade and score tests and interviews, generate test questions based on the type of the job posting, and perform automated matching between users based on commonalities. In yet another aspect, user profiles may be connected to update feeds and social media sites in order to automatically pull updates from such sites to ensure that a prospective employee's profile remains up-to-date. | 10-23-2014 |
20140324721 | Identification of Job Skill Sets and Targeted Advertising Based on Missing Skill Sets - Methods and systems are disclosed for determining gaps in a user's resume regarding skills or titles for a job, and recommending educational courses to the user based on those gaps. The user's resume is received and analyzed for the user's current set of skills. Various searching methods are used to identify a set of job requisitions based on a user's input query for a job. The user's skills are compared with a set of required skills associated with the set of job requisitions. Educational courses are identified for the skills that are required for the set of job requisitions but are not present in the user's set of skills. The educational courses presented to the user via the search engine. The user's resume can also be ranked relative to other resumes for the skills or titles required for a job. | 10-30-2014 |
20140330733 | SYSTEMS AND METHODS FOR GRAPHICAL DISPLAY OF GEOGRAPHIC DATE FOR EMPLOYMENT OPPORTUNITIES - The invention relates to systems and methods graphically displaying geographic data corresponding to multiple employment opportunities, such as by displaying points on a map. In an embodiment, the system includes an employment search server that is operatively coupled to a public network, and has a database that stores data associated with a plurality of employment opportunities, and data associated with a plurality of users. The system receives employment opportunities information entered by an administrator or a potential employer, finds geographic data for the employment opportunities using a map service, and stores the geographic data in the database. When the system receives a query from a user for one or more employment opportunities, it searches the database for employment opportunities corresponding to the query, then uses the geographic data of those employment opportunities to display those employment opportunities, such as by displaying points on a map. The system may also display the location of the user on the map. | 11-06-2014 |
20140330734 | SYSTEMS AND METHODS FOR IDENTIFYING HIDDEN TALENT - A candidate assessment system reviews gaming data from a plurality of players to determine how well those players fit a particular job opening. The system uses one or more interpretation metrics to derive skill sets for each player by analyzing game attribute data from game scenarios played by the player. Each interpretation metric is generally unique, allowing the candidate assessment engine to derive a player's skill sets in markedly different ways. | 11-06-2014 |
20140337242 | SYSTEM AND METHOD FOR CANDIDATE MATCHING - A system and method for candidate matching using a recruiter applicant tracking system and by providing a top candidate for employment to a recruiter based on a job request of a hiring employer. A structured candidate experience is created based on free form information associated with a candidate. The candidate experience is also associated with a recruiter of a plurality of recruiters, and a plurality of structured candidate experiences are stored. A structured job description is created based on a free form job description associated with a hiring employer and with a recruiter of the plurality of recruiters. A score is determined between each structured candidate experience and structured job description associated with a recruiter. A match list is generated from the scores associated with the recruiter. The match list is displayed on a recruiter device. | 11-13-2014 |
20140344175 | RECRUITMENT SYSTEMS AND METHODS IN A MODULAR LEARNING SYSTEM - A modular learning system provides recruiting systems and methods to a recruiting user. A recruiting user provides a recruiting request to the modular learning system. The recruiting request specifies learning applications and minimum performance metrics for users qualifying for recruitment. Learning users who have performed the learning applications at the specified performance metrics are eligible for recruitment by the recruiting user and may be provided an interview with the recruiting user. | 11-20-2014 |
20140351156 | METHOD AND SYSTEM OF PERSONAL ASSESSMENT AND PROFILING - One aspect of the present invention is a search engine that returns as results a list of job-seekers who meet specific criteria related to the results of professionally scored assessment profiles including personality, cognitive ability and skills aptitude. Coupled with the ability to score and rank the results of the assessment profiles, it facilitates the research on job-seekers prior to interviews. The present invention provides a method for assessing and profiling personal attributes, comprising: generating one or more personal assessment tests; generating one or more test results from the personal assessment tests taken; validating the test results; generating one or more personal profiles of the user, the personal profiles comprising the test results, and other personal attributes; allowing a user to publish whole or one or more portions of the personal profiles; and ranking a plurality of users using the test results of personal assessment tests taken by the users. | 11-27-2014 |
20140358809 | FACILITATING INTERNAL MOBILITY WITHIN AN ORGANIZATION - Systems and methods for facilitating internal mobility within an organization are described. For example, the systems may receive information identifying a recruiting goal for a team within an organization. The systems may determine a metric based on interactions between employees of the organization and a portal associated with the team. The metric may be associated with satisfying the recruiting goal with internal candidates of the organization. The systems may compare the recruiting goal to the determined metric. The systems may provide a recommendation associated with recruiting individuals outside of the organization to the team within the organization based on the comparison. | 12-04-2014 |
20140358810 | IDENTIFYING CANDIDATES FOR JOB OPENINGS USING A SCORING FUNCTION BASED ON FEATURES IN RESUMES AND JOB DESCRIPTIONS - A computer-based method, and computer system, for matching candidates with job openings. The technology more particularly relates to methods of providing a candidate with a score for a particular job opening, where the score is derived from a comparison of features in the candidate's resume with job features in a description of the job opening, as well as use of external data gathered from other sources and based on information contained in the candidate's resume and/or in the description of the job opening. Particular features are weighted to take account of their significance in matching candidates to job openings in a statistical survey of such matching. The technology further provides for notifying employers that one or more high scoring candidates have been identified. | 12-04-2014 |
20140372332 | SYSTEM AND METHOD FOR EVALUATING JOB CANDIDATES - Human resource system for collecting and analyzing survey data from reference providers identified by a job candidate for use by an employer. The system sends an electronic communication to the reference providers to request completion of survey questions and electronically receives the survey data from the reference providers, preferably through webpages. An analysis module combines the received survey data from the reference providers and generates a confidential candidate report for an employer which excludes identification of any ratings or comments by any reference providers. The system also generates customized interview probe questions for use during job interviews and coaching tactics for use after the hiring, based on the weak areas that have been identified from the completed surveys in order to assist the hiring manager to bring the new hires up to speed quickly and effectively. | 12-18-2014 |
20140372333 | SYSTEM AND METHOD FOR EVALUATING JOB CANDIDATES - Human resource system for collecting and analyzing survey data from reference providers identified by a job candidate for use by an employer. The system sends an electronic communication to the reference providers to request completion of survey questions and electronically receives the survey data from the reference providers, preferably through webpages. An analysis module combines the received survey data from the reference providers and generates a confidential candidate report for an employer which excludes identification of any ratings or comments by any reference providers. The system also generates customized interview probe questions for use during job interviews and coaching tactics for use after the hiring, based on the weak areas that have been identified from the completed surveys in order to assist the hiring manager to bring the new hires up to speed quickly and effectively. | 12-18-2014 |
20150012453 | System And Method For Providing Hiring Recommendations Of Agents Within A Call Center - A system and method for providing hiring recommendations of agents within a call center is provided. A voice sample is received from a candidate agent. The voice sample is analyzed by comparing the voice sample with at least one voice model associated with voice characteristics for two or more populations of a trait. One of the populations to which the candidate agent belongs for that trait is identified. A score is assigned to the candidate agent based on the identified population for the trait. A recommendation for hire for the candidate agent is provided based on the assigned score. | 01-08-2015 |
20150026085 | GENERATING A CURRICULUM VITAE UPDATE REPORT - In a method for compiling information suitable for assisting in creating or updating curriculum vitae (CV), a processor analyzes a plurality of entries to determine that one or more entries of the plurality of entries contains information relevant to creating or updating a CV. A processor organizes the one or more entries containing information relevant to creating or updating a CV. A processor generates a report suitable for assisting in creating or updating a CV using the entries organized into the one or more topics. | 01-22-2015 |
20150026086 | SYSTEMS AND METHODS FOR PROVIDING A VIRTUAL STAFFING AGENCY - This disclosure provides systems and methods for providing a virtual staffing agency that enables a real-time intelligent job placement. The virtual staffing agency allows a client to create an assignment using its computing device and submit the assignment to a server. Subsequently, the client can receive, at its computing device from the server, a list of candidate personnel suitable for the assignment. In response, the client can select one or more candidate personnel from the list and wait for the selected candidate personnel to accept the assignment. The selected candidate personnel can accept, reject, or provide a counter offer to the assignment. Once the candidate personnel accept the assignment, a contract is formed and the personnel can perform the assignment, thereby allowing the client to fulfill job assignments in a real time, flexible, and intelligent manner. | 01-22-2015 |
20150026087 | GENERATING A CURRICULUM VITAE UPDATE REPORT - In a method for compiling information suitable for assisting in creating or updating curriculum vitae (CV), a processor analyzes a plurality of entries to determine that one or more entries of the plurality of entries contains information relevant to creating or updating a CV. A processor organizes the one or more entries containing information relevant to creating or updating a CV. A processor generates a report suitable for assisting in creating or updating a CV using the entries organized into the one or more topics. | 01-22-2015 |
20150032655 | Facilitating Introductions During The Onboarding Process Using A Mobile Device - The subject matter disclosed herein provides methods for facilitating introductions with new employees using a mobile application. The method may maintain profiles that include one or more new employee and existing employee profiles. The profiles have identifiers that identify the employees. A first request may be received from a mobile program running on a first mobile device of a first employee when the first mobile device is within a predetermined distance of a second mobile device of a second employee. The first request may include an identifier associated with the second employee. A profile of the second employee may be accessed based on the identifier to determine whether the second employee is a new or an existing employee. A notification may be sent to the mobile program running on the first mobile device based on the determination. Related apparatus, systems, techniques, and articles are also described. | 01-29-2015 |
20150046355 | INTEGRATED TEMPORARY LABOR PROVISIONING AND MONITORING - Various embodiments herein include temporary labor provisioning and monitoring integrated within systems and processes. Some embodiments include receiving a temporary employee hiring request including data identifying requirements for a temporary employee. The received data is then stored and an approval process is initiated. Upon receipt of approval input, candidates may then be identified within a computing system of at least one other entity based on the requirements in the stored data. A selection of an identified candidate may then be received and a purchase order for the identified candidate may be generated. Subsequently, items may be added to the stored data representative of orientation activities, equipment and supplies to be provided to the identified candidate upon start of temporary employment, and human resources activities to be performed with regard to the identified candidate following a start of temporary employment. | 02-12-2015 |
20150046356 | IDENTIFICATION OF SKILLS GAPS BASED ON PREVIOUS SUCCESSFUL HIRES - A system and method for providing career-related information. An example method includes determining a first set of one or more jobs based on one or more criteria; accessing successful hire data pertaining to one or more jobs of the first set of one or more jobs; and employing the successful hire data to provide one or more natural language suggestions in response thereto. The successful hire data may represent data characterizing one or more persons that have been previously hired to the one or more jobs and who is associated with a performance metric that surpasses a threshold. In a more specific embodiment, the method further includes comparing user data with the successful hire data, and using comparison results to provide the one or more natural language suggestions in response thereto. | 02-12-2015 |
20150046357 | SYSTEMS AND METHODS FOR EVALUATING JOB CANDIDATES - The methods, apparatus, and systems described herein facilitate making hiring decisions. The methods include identifying keywords associated with one or more categories relevant to a job position, receiving the candidate's answers to interview questions, reviewing the answers for the identified keywords, and outputting a score for the one or more categories based on a density of the keywords in the answers. | 02-12-2015 |
20150058240 | Method and System for Providing a Virtual Job Market - The present invention relates to a method for providing a virtual job market on a network comprising an application server and clients and/or electronic message systems allowing to input and output information, wherein the method comprises the following steps: providing primary dimensions information on industries, career levels and functional areas; providing secondary dimensions information on salary ranges and/or geo-data and/or educational information and/or languages and/or special expertises, entering the primary and secondary dimensions information in a three dimensional data base on the application server; collecting information chunks of open jobs and candidate profiles, and placing the information chunks in a distinct cell or number of cells in the three dimensional database. Further, the present invention relates to a system for providing a virtual job market on a network comprising an application server and clients and/or electronic message systems including at least a first database comprising candidate profiles, a second database comprising salary information and a third database comprising job information, wherein the information available in the three databases is matched in a three dimensional database model. | 02-26-2015 |
20150058241 | METHOD AND APPARATUS FOR ENHANCING JOB RECRUITING - A recruitment enhancement system is disclosed that can be used by job recruiters to assess job applicant's suitability for particular jobs. The recruitment enhancement system includes a module for generating and encouraging individuals to participate in recruitment enhancement activities, such as knowledge-based contests. An individual may be able to participate in the activities via their mobile device. One purpose of the activities can be to increase awareness about a particular company. Thus, the activities can be branded. In one embodiment, information derived from the activities can be used to assess the participant's suitability for various job positions. | 02-26-2015 |
20150066792 | MATCHING PROFESSIONAL SERVICE PROVIDERS WITH EMPLOYERS HAVING WORK ASSIGNMENTS - A method is disclosed for matching service providers with employers who have work assignments. The method is suitable for implementation on an Internet website. The method provides a mechanism for service providers and employers to negotiate the terms on which service providers and employers enter into contract with each other. The identities of a prospective employer and a potentially interested service provider are kept confidential from each other until both are interested in negotiating. Certain information input to the website is verified by the operator of the website in order to weed out persons who misrepresent their credentials or their identities. | 03-05-2015 |
20150088774 | PLATFORM FOR GENERATING PERSONALIZED CAREER PATHWAYS - The disclosure provides for generating an adaptive career pathway for an individual. An apparatus is provided that includes at least one processing unit to: (A) receive data indicative of two or more of an educational level, a skill level, a personality metric, a residence location, a score in an educational course, a score in a vocational course, a job location, and a skill set selected by the individual; (B) compute an assessment vector associated with the individual based on the received data; (C) perform a GAP analysis to compare the assessment vector to a database of job taxonomy vectors, wherein each job taxonomy vector comprises data indicative of deconstruction parameters associated with a specified job; and (D) classify the individual, based on the GAP analysis, according to at least one of a coursework recommendation, a career pathway recommendation, and an employability score. | 03-26-2015 |
20150100510 | FINDING SUITABLE JOBS USING A JOB WEBSITE - A repository of job postings organized with multiple dimensions is maintained, with each job posting being associated with values for one or more dimensions. A corresponding group of values for each of a set of dimensions are identified such that each value has at least one available job posting in the repository. A user interface definition is then sent to an end user system, the user interface definition when rendered on a display unit of the end user system provides an input user interface to a job seeker, the input user interface containing a set of viewports, each viewport corresponding to a dimension of the set of dimensions and showing the group of values for the dimension. The display of the “job universe” reflecting the currently available jobs in the repository facilitates the job seeker to find suitable jobs more effectively when interacting with job websites. | 04-09-2015 |
20150100511 | SYSTEM AND METHOD FOR RECRUITMENT - A recruitment system ( | 04-09-2015 |
20150112881 | Automated Recruiting Application - An automated recruiting process, which utilizes behavior pattern analysis of a recruiter account, determines the best search criteria and finding potential employees for a job opening. By analyzing the search patterns of the recruiter account, the recruiting process creates a behavioral recruiting pattern description within a plurality of job-filling records so that the recruiting process can utilize the plurality of job-filling records for future job openings. When the recruiting process receives a new job posting, the recruiting process sequentially mimics the behavioral recruiting pattern description to identify preferred candidates for that respective new job posting. Once the preferred candidates are identified through the behavioral recruiting pattern description, the recruiting process forwards the preferred candidates to a hiring manager of the new job posting. | 04-23-2015 |
20150112882 | SYSTEM AND METHOD FOR SCREENING AND PROCESSING APPLICANTS - Disclosed are systems and methods for performing efficient job applicant screening In particular, a network-based system is established for gathering applicant information from an applicant remotely. Analysis of the received information is performed and evaluated pursuant to a first level of screening that can be done without excessive use of resources. Upon passing the first level screening, background checks and/or interviews, which require substantial resources, are further conducted. Applicants who pass the first level of screening are scheduled for interviews, including the optional initiation of personal interviews via video chat. | 04-23-2015 |
20150120592 | Laborer connection - conexion jornalera - This application is designed specifically to help laborers who want to offer their services and/or skills, and individuals and/or companies who need those services and/or skills, to communicate to each other via electronic communication. | 04-30-2015 |
20150120593 | Correlating Jobs with Personalized Learning Activities in Online Education Platforms - Employers or recruiters populate an online database with job postings. The concepts that job applicants need to have learned to be successful applicants for a job are stated or inferred from the job posting and optionally resumes of others who have held that job. A student's own learning activities are logged by an online education platform. From a comparison between the student's completed learning units and a job posting's required learning units, a personalized learning unit gap can be identified for a student. The online education platform can then recommend how the student can fill the gap by undertaking the study of learning units on the education platform. | 04-30-2015 |
20150127567 | DATA MINING INCLUDING PROCESSING NATURAL LANGUAGE TEXT TO INFER COMPETENCIES - A data mining system extracts job opening information and derives, for a given job, relevant competencies and derives, for a given candidate, relevant competencies, for the candidate. In some embodiments, the data mining performs authentication of relevant competencies before performing matching. The matching outputs can be used to provide data to a candidate indicating possible future competencies to obtain, to provide data to a teaching organization indicating possible future competencies to cover in their coursework, and to provide data to employers related to what those teaching organizations are covering. | 05-07-2015 |
20150127568 | INTERACTIVE SYSTEM FOR JOB OFFERING AND SUBSCRIPTION - The present invention concerns an interactive system ( | 05-07-2015 |
20150127569 | MOBILE EMPLOYMENT DISCOVERY USING GEOGRAPHIC LOCATION MATCHING - A computer implemented employment discovery system for identifying a potential employment position of an employer for an employment candidate, the system comprising: a computer processor configured for executing of a set of instructions stored in a memory for: storing candidate employment profile information and a candidate contact address of a candidate mobile device associated with the employment candidate; storing agent profile information for a candidate agent associated with the employment candidate including an agent contact address of an agent mobile device associated with the candidate agent; generating employment position information of the potential employment position including geographical information of the employer; receiving a geographical location of the agent mobile device and generating a geographical match of the geographical location with the geographical information by comparing the geographical location with the geographical information; generating a profile match of the candidate employment profile information with the employment position information by comparing the candidate employment profile information with the employment position information; based on the geographical match and the profile match, generating a match message including details of the potential employment position and the geographical information of the employer; and sending the match message to the agent contact address over a communications network to the agent mobile device. | 05-07-2015 |
20150134554 | NETWORK VISUALIZATION FOR EMPLOYMENT PROFILING - Various of the disclosed embodiments present systems and methods for visualizing social network information to identify correlations between employees and their peers. In some embodiments, the system may receive a list of candidates for the position and a list of employees well-suited to their existing positions. The system may then consider social network information to identify relations between the employees and the candidates as relates to the various job positions. The relations may be identified by applying various functions of differing granularity. Once the relations are identified, the system may present the relations in an edge-node depiction to a recruiter. The recruiter may then use the visualization to inform the next step in their decision process (e.g., identify an employee to recommend candidate peers, identify candidates for interviews, etc.). | 05-14-2015 |
20150134555 | DOCUMENT ERROR RESOLUTION - Described herein are techniques and mechanisms for document error resolution. According to various embodiments, errors in existing document record data associated with an existing document record may be identified. The existing document record may be associated with a digital image of a physical document, which may be associated with one or more document restrictions. Replacement data may be determined for resolving one or more of the identified errors, and the replacement data may be stored on a storage medium. | 05-14-2015 |
20150142685 | METHODS AND APPARATUS HAVING APPLICABILITY TO EVALUATION OF HIRING CANDIDATES - Methods and apparatus having applicability to evaluation of hiring candidates. A method having applicability to evaluation of hiring candidates may include determining a first score for a first attribute of a hiring candidate and a second score for a second attribute of the hiring candidate, assigning the hiring candidate to a recruiting category based, at least in part, on the first and second scores, and controlling a display device to display an indicator associated with the hiring candidate, wherein a property of the indicator is based, at least in part, on the recruiting category to which the hiring candidate is assigned. | 05-21-2015 |
20150294271 | GOTGURU SYSTEM - A method and apparatus can provide online assessment of employment candidates, and includes an online skills test with a test verification system, interview, and reference check. The method and apparatus additionally can include a member system, and can further provide a talent auction system. | 10-15-2015 |
20150294272 | RECRUITING SERVICE GRAPHICAL USER INTERFACE - A recruiting service is disclosed that generates profiles of software developers having specific skills. Public code repositories are examined to identify projects of software developers. The projects are analyzed to estimate the number of years of experience a software developer has with an individual language and determine a score with respect to other developers. Social media information and a messaging link may also be provided with each profile. A graphical user interface for displaying the information is disclosed. | 10-15-2015 |
20150302355 | SYSTEMS AND METHODS FOR MANAGING JOB CANDIDATE INFORMATION AND PROPOSALS - A method for managing job candidate information is provided. The method is performed by a computing device coupled to a database. The method includes receiving, by the computing device, job candidate information, performing semantic analysis on at least a first portion of the job candidate information, generating a prompt for additional information based on the semantic analysis, combining the additional information with the job candidate information into a master candidate profile, and storing the master candidate profile in the database. | 10-22-2015 |
20150302357 | METHOD AND SYSTEM FOR EVALUATING USER ASSERTIONS - The various embodiments herein disclose a method and system for enabling users to make assertions of suitability and have other users evaluate those assertions. According to an embodiment of the present invention, the method comprises steps of receiving an application along with a guarantee from an applicant. Herein, the application corresponds to one or more requirements; authenticating, by a guarantee verification module, the guarantee received from the applicant; evaluating, by an evaluation module, the suitability of the application with respect to the requirement; and deducting, by a deduction module, portion of the guarantee received from the applicant, if the application matches requirement, otherwise rejecting the application along with forfeiting the guarantee. | 10-22-2015 |
20150302358 | METHOD AND APPARATUS FOR ENABLING A USER ASSERTION SERVICE FOR VISITORS TO WEB PAGES - A method and user interface object for invoking a user assertion service to operate with a web page are disclosed. Consistent with one embodiment of the invention, a web portal hosting a user assertion service enables an evaluator to include a user interface element on his requirement posting. An applicant can interact with the user interface object to assert his suitability for the requirement, by including a guarantee, and the evaluator can determine the suitability of the applicant's assertion. Consistent with one embodiment of the invention, a web portal enabling the user assertion service provides one or more web pages for configuring one or more user interface objects to be added respective to one or more requirements. Each user interface object is displayed with its associated snippet of code, making it simple for a web author to copy and paste the code into any web page, or internet connected application that he is creating or modifying. Once embedded, the code snippet displays a user interface object (e.g., button) which when pressed or selected, invokes a user assertion service. Alternatively, the user assertion service may be automatically invoked without requiring the selection of a button. | 10-22-2015 |
20150302359 | SCORE AND SUGGESTION GENERATION FOR CAREER REQUIREMENT - Methods, systems and computer program products are provided for generating a feasibility score for a job search and for generating a suggestion for enhancing the score. In one method, one or more computing devices receive, over a network, a data object that is associated with a user who is engaged in a search for employment. The data object includes a résumé of the user and a requirement that is associated with the search. The computers calculate, based on the data object, a score that indicates a likelihood of receiving an offer for an employment position that satisfies the requirement. The computers generate a suggestion that identifies how the score may be increased. The computers send the suggestion over the network to a computing device of the user. | 10-22-2015 |
20150310392 | JOB RECOMMENDATION ENGINE USING A BROWSING HISTORY - A system receives and stores in a database identifications and attributes of jobs viewed by a user in a job posting service, and creates a job browsing history profile for the user using the identifications and attributes. The system compares the job browsing history profile to jobs in the job posting service, generates a listing of jobs based on the comparison, and displays the listing of jobs to the user. | 10-29-2015 |
20150310393 | METHODS FOR IDENTIFYING A BEST FIT CANDIDATE FOR A JOB AND DEVICES THEREOF - A method, non-transitory computer readable medium, and device that identify a best fit candidate for a job in an organization includes receiving company specific data and job specific data. A company profile and a job profile are created using the received company specific data and job specific data. Data pertaining to all candidates are obtained from the company and other external sources and used to fill a candidate profile for each of the candidates. A job influence score, company fitment score and a job fitment score is calculated for each candidate. A total candidate job score is calculated based on the calculated job influence score, company fitment score and the job fitment score. All the candidates are then ranked based on the calculated total candidate job score. | 10-29-2015 |
20150310395 | SYSTEM AND METHOD OF PLACING JOB CANDIDATES - A method of placing job candidates with a prospective employer is disclosed where a plurality of personal qualities from a job candidate is collected, a score to each of the personal qualities is assigned, an assessment score for the job candidate factored from the scores assigned to each of the personal qualities is calculated; and the job candidate is ranked in accordance with an employer's pre-selected criteria for job candidates. | 10-29-2015 |
20150317602 | SCORING MODEL METHODS AND APPARATUS - Techniques comprising: obtaining natural language input comprising a job description for a job; generating at least one representation of job requirements for the job at least in part by automatically processing the natural language input using at least one natural language processing technique; obtaining credential information for a candidate; and calculating a talent score for the candidate based, at least in part, on the at least one representation of job requirements and the credential information. | 11-05-2015 |
20150317603 | SCORING MODEL METHODS AND APPARATUS - Techniques comprising using at least one computer hardware processor to perform: obtaining first credential information for at least one individual; generating at least one representation of job requirements for a job based, at least in part, on the first credential information; obtaining second credential information for a candidate different from the at least one individual; and calculating a talent score for the candidate at least in part by using the at least one representation of job requirements and the second credential information. | 11-05-2015 |
20150317604 | SCORING MODEL METHODS AND APPARATUS - Techniques comprising: obtaining information associated with a job; obtaining semi-structured natural language input comprising credentials of a candidate for the job; identifying the candidate's credentials at least in part by automatically processing the semi-structured natural language input; and calculating a talent score for the candidate based, at least in part, on the identified the candidate's credentials and the information associated with the job. | 11-05-2015 |
20150317605 | SCORING MODEL METHODS AND APPARATUS - Techniques comprising: obtaining information about a first job associated with a first recruiter; identifying a second job associated with a second recruiter, the identifying comprising calculating a measure of similarity between the information about the first job and information about the second job; identifying at least one candidate for the first job from among a plurality of users of an online service associated with users, each of the plurality of users being associated with the second employer via the online network; and calculating a talent score for the identified at least one candidate based, at least in part, on the information about the first job and credentials of the identified candidate, the talent score indicating suitability of the identified at least one candidate for the first job. | 11-05-2015 |
20150317606 | SCORING MODEL METHODS AND APPARATUS - Techniques comprising using at least one computer hardware processor to perform: generating a representation of job requirements for a job based, at least in part, on obtained information about the job; generating a search query comprising at least a first keyword in the representation of job requirements and at least a second keyword related to the first keyword, wherein the second keyword is not in the job representation; identifying, using the search query, at least one candidate for the job from among users of an online service associated with a plurality of users; and calculating a talent score for each identified candidate for the job based on the at least one representation of job requirements. | 11-05-2015 |
20150317607 | System and Method for Matching Job Candidates to Job Opportunities - The disclosure relates to a system and method for matching a job candidate to a job opportunity. The method and system includes prompting preference-selections of one or more GUI widgets that indicate preferences for a set of job attributes. The prompting displays the GUI widgets as part of a presented job opportunity. The method and system includes prompting, via the graphical user interface, one or more priority inputs corresponding to the set of job attributes. The method and system includes causing to receive a list of one or more matched job-postings in which each of the matched job-postings has an associated score value and in which the list and associated score values have been determined at least in part using a portion of the preference selections and a portion of the one or more priority inputs. | 11-05-2015 |
20150317610 | METHODS AND SYSTEM FOR AUTOMATICALLY OBTAINING INFORMATION FROM A RESUME TO UPDATE AN ONLINE PROFILE - Techniques involving accessing a resume of a person; automatically parsing the resume at least in part by: identifying, based at least in part on formatting of the resume, a plurality of sections in the resume including a first section; identifying, based at least in part on content in the first section and formatting of the content, a plurality of subsections of the first section; and processing text in the plurality of subsections to identify a plurality of credentials and associated attributes; and updating a profile for the person to reflect the plurality of credentials and the associated attributes. | 11-05-2015 |
20150324747 | TALENT ACQUISITION PORTAL, SYSTEM, AND METHOD - A talent acquisition portal, system, and method includes one or more servers collectively configured to implement: an employer function enabling the one or more employers to post opportunities and find candidates based on a two-tiered search structure; a counselor function enabling the one or more counselors to invite other counselors to join the talent acquisition portal, interact with assigned candidates of the one or more candidates, and assist the assigned candidates with finding an opportunity; a candidate function enabling the one or more candidates to sign up responsive to an invite from one of the one or more counselors, develop a resume, and search and apply for one of the opportunities; and a triangulated communication structure between the one or more employers, the one or more counselors, and/or the one or more candidates. | 11-12-2015 |
20150324748 | METHOD AND SYSTEM FOR IDENTIFYING, TRACKING, AND COMPENSATING INDIVIDUALS IN JOB REFERRAL CHAIN - A method and system are provided to combine best practices with a new discovery method, incentive structure and tracking system for better results in the referral process, particularly in the domain of employment. Crowdsourcing using a tiered peer-to-peer referral incentive system that encourages higher quality inbound leads combined with data analytics and machine learning techniques of identifying high quality referrers and candidates improve success rates, and leveraging online and offline Social and Professional networks creates a frictionless user experience. Tracking technologies and methods inspired by the online advertising industry across a variety of platforms (desktop/handheld/wearable devices) enable improved crowdsourcing and reward strategies. | 11-12-2015 |
20150324750 | SYSTEM AND METHOD FOR EVALUATING JOB CANDIDATES - Human resource system for collecting and analyzing survey data from reference providers identified by a job candidate for use by an employer. The system sends an electronic communication to the reference providers to request completion of survey questions and electronically receives the survey data from the reference providers, preferably through webpages. An analysis module combines the received survey data from the reference providers and generates a confidential candidate report for an employer which excludes identification of any ratings or comments by any reference providers. The system also generates customized interview probe questions for use during job interviews and coaching tactics for use after the hiring, based on the weak areas that have been identified from the completed surveys in order to assist the hiring manager to bring the new hires up to speed quickly and effectively. | 11-12-2015 |
20150339630 | Method and System for Skill-Based Endorsement and Credential Validation - System and method for evaluating the performance of at least one person (“applicant”) are provided. The applicant may select, at his or her discretion, people (“endorsers”) from an automated pre-populated list or manually entered list to request for endorsements or recommendations. This system and method allows the applicant to capture endorsements more efficiently and effectively. | 11-26-2015 |
20150347973 | TECHNIQUES FOR PROVIDING INSIGHTS RELATING TO JOB POSTINGS - A method is disclosed for supplementing information that is to be presented to a user of a social-networking system with respect to a job posting. A request for a job posting stored in a database of a job hosting service is received from a client-computing device. The job posting is for a job opening of an employer and the request is associated with a first member of a social networking service. A snippet of a member profile of a second member of the social networking service is selected for presentation with the job posting. The snippet is extracted from the member profile based on an identification of a correspondence between information specified in the member profile and information specified in the job posting. Responsive to the request, the snippet is communicated to the client-computing device for presentation to the first member in conjunction with the job description. | 12-03-2015 |
20150347975 | SYSTEM AND METHOD FOR CREATING AND DISSEMINATING ONLINE JOB DESCRIPTIONS - The present invention embodiments pertain to an online recruiting system, method, and computer program product for creating, disseminating, and measuring dynamic job descriptions. The embodiments of the present invention described herein are designed to compel candidates to interact with brands and apply for advertised positions. The system is designed as an intelligent system for users to create a seamless, end to end, dynamic talent acquisition experience. The system is utilized to create dynamic job descriptions, and/or power a dynamic branded, often referred to as “white-labeled”, full scale career site. Job(s) (or job objects) may be represented by stand-alone dynamic job descriptions, employer brand pages, and/or dynamic branded full scale career sites. Users create their branding (e.g., colors, logos etc.), manually or by linking their programmed styles, and integrate their systems/networks to automate as much of job postings as they so choose. | 12-03-2015 |
20150347976 | Talent Management - Among other things, we describe presenting, through a user interface, a document that contains information about an employment relationship of a person with an entity, while the document is being presented through the user interface, receiving from a presenter video information capturing a presentation about the information contained in the document, and providing a coordinated presentation of the document and the presentation to the presenter or to a party other than the presenter, through a user interface. | 12-03-2015 |
20150356510 | METHOD AND SYSTEM FOR FULFILLING LABOR REQUIREMENTS - A system and method for matching potential employees with potential employers over a network. Potential employees sign up for a job notification service and receive information about job openings, including temporary job positions, on their electronic communications devices, which may include a smart phone, a tablet, a laptop, etc. When signing up for the service, the employees generate their Employee Profiles, which contain information about the potential employees certifications, licensing, availability for the job assignment, readiness to travel and other requested information. An employer, when signing up for the service, selects to participate in an open pool or a restricted, closed pool, where only this employer has access to potential employees and job postings of the employee. The server compares the employee profile data with job postings and sends a notification to the employees about available jobs, while also sends to the employer a list of possible job candidates. The employee and the employer can accept or decline the offers. An incentive program may be offered to employees creating an account within the network. | 12-10-2015 |
20150356511 | METHOD AND SYSTEM FOR FULFILLING LABOR REQUIREMENTS - A system and method for matching potential employees with potential employers over a network. Potential employees sign up for a job notification service and receive information about job openings, including temporary job positions, on their electronic communications devices, which may include a smart phone, a tablet, a laptop, etc. When signing up for the service, the employees generate their Employee Profiles, which contain information about the potential employees certifications, licensing, availability for the job assignment, readiness to travel and other requested information. An employer, when signing up for the service, selects to participate in an open pool or a restricted, closed pool, where only this employer has access to potential employees and job postings of the employer. The server establishes connection with a certification and/or licensing authority to verify current status of worker's certification and/or licensing. The server compares the employee profile data with job postings and sends a notification to the employees about available jobs, while also sends to the employer a list of possible job candidates. The employee and the employer can accept or decline the offers. The server sends notices to workers about the necessity to renew soon-to-expire certifications and/or licensing and any other news. | 12-10-2015 |
20150356512 | System and Method for Optimizing Job Candidate Referrals and Hiring - A comprehensive method and system is disclosed for registering candidates, retrieving a self-assessment of their own skills and experiences, validating one or more of their skills and experiences leveraging third party websites and/or former managers or colleagues, associating those skills with focused and relevant video clips that permits immediate assessment of honesty and interpersonal communication skills in key areas of need, side by side comparisons between multiple candidates simultaneously and a simple “one button” click to arrange an interview or provide feedback to a candidate. | 12-10-2015 |
20150363744 | TRACKING CHANGES IN RESUMES TO IDENTIFY PERSONS INTERESTED IN ACQUIRING A NEW POSITION - A method, system, and computer program product for identifying persons who may be interested in acquiring a new position by tracking changes in their resumes. The present invention provides an efficient method to both prevent employee attrition and to signal to potential future employers that the person may become available soon. In general, the invention works by crawling a resume source for resumes, determining the resume owner, associating owner contact information, and tracking changes made to the resumes. If a resume is changed within a certain time period above a certain threshold activity level, then the resume owner is identified as being interested in acquiring a new position. Multiple different resumes from multiple different resume sources can also be mapped to a single owner to provide an aggregate actual resume in which changes can be tracked and used to identify employees interested in acquiring a new position. | 12-17-2015 |
20150371191 | MODEL-DRIVEN EVALUATOR BIAS DETECTION - A method for detecting bias in an evaluation process is provided. The method includes operations of receiving evaluation data from a candidate evaluation system. The evaluation data is provided by a set of evaluators based on digital interview data collected from evaluation candidates. The operations of the method further include extracting indicators of characteristics of the evaluation candidates from the digital interview data, classifying the evaluation candidates based on the indicators extracted from the digital interview data, and determining whether the evaluation data indicates a bias of one or more evaluators with respect to a classification of the evaluation candidates. | 12-24-2015 |
20150371192 | APPARATUS AND METHOD FOR PROVIDING JOB SEARCHING SERVICES, RECRUITMENT SERVICES AND/OR RECRUITMENT-RELATED SERVICES - An apparatus, including a memory device for storing work schedule information or scheduling information for an individual, independent contractor, temporary worker, or freelancer; a receiver for receiving a first request containing a request to obtain work schedule information or scheduling information for the individual, independent contractor, temporary worker, or freelancer, wherein the first request is received from a first communication device associated with an employer or hiring entity; a processing device for processing information contained in the first request, wherein the processing device generates a first message containing the work schedule information or the scheduling information for the individual, the independent contractor, the temporary worker, or the freelancer; and a transmitter for transmitting the first message to the first communication device. The apparatus processes information contained in a second request and reserves, engages, or requests, the services of the individual, independent contractor, temporary worker, or freelancer. | 12-24-2015 |
20150379473 | SYSTEM AND METHODS FOR GENERATING RANKED JOB REFERRALS - A data record descriptive of an employment opportunity submitted by a potential employer is provided to multiple users. Referrals from at least several of these users are received, where the referrals indicating multiple candidates. Numeric metrics related to the referring registered users are retrieved from a database, including, for each referring registered user, (i) a first numeric metric indicative of success rate of past referrals submitted by the referring registered user and (ii) a second numeric metric indicative of quality of feedback related to the referring registered user. Respective scores for each of the candidates are calculated based at least on the received numeric metrics, the candidates are ranked based on the calculated scores to generate a ranked list, and a data record including the ranked list is provided to the potential employer. | 12-31-2015 |
20160005000 | Systems and Methods for Managing Career Development Experiences Within a Company - Systems and methods are provided for managing career development experiences within a company. One exemplary system includes a memory configured to store, in an offer database, development experience information for multiple career development experiences, and a processor coupled to the memory. The processor is configured to generate a development experience, in response to an experience creation request from a first employee of the company directed to a second employee of the company. The development experience includes at least one task outside a plurality of job duties of the second employee. The processor is also configured to post the development experience to the offer database, and notify the first employee of an experience acceptance reply from the second employee when the second employee indicates interest in participating in the posted development experience. | 01-07-2016 |
20160034852 | NEXT JOB SKILLS AS REPRESENTED IN PROFILE DATA - A machine may be configured to identify skills for a projected next job position. For example, the machine performs an analysis of profile data associated with a plurality of members of a social network service. Based on the analysis of the profile data and a present job position of a particular member of the social network service, the machine identifies a projected next position in a career path model. The machine identifies a cohort of other members of the social network service. The identifying of the cohort may be based on each cohort member holding the projected next position in a respective career. Each cohort member may be associated with one or more skills. The machine identifies one or more over-indexed skills for the cohort based on the one or more skills of the cohort members. The machine generates a recommendation that includes the one or more over-indexed skills. | 02-04-2016 |
20160034853 | DETERMINING A USER'S LATENT PREFERENCE - Generally discussed herein are methods, systems, and apparatuses for determining a latent preference of a user. One or more embodiments, discussed herein regard determining a latent preference of a user's propensity to relocate for a job. According to an example, a method can include receiving one or more characteristics of a user of a web service, estimating a probability corresponding to a latent preference of the user, and/or determining whether the probability indicates the user has the latent preference. | 02-04-2016 |
20160034854 | JOB HOSTING SERVICE FOR PAID AND UNPAID JOB POSTINGS - A system receives, via a user input, job profiles for job postings to a social network. The system then determines whether each job profile is for a paid job posting to the social network or for an unpaid job posting to the social network. Unpaid job postings are presented to users of the social network only via a job search user interface; paid job postings are presented to users of the social network via the job search user interface and via other channels of the social network, such as e-mail. The presentation via other channels is based a comparison of user profiles to job profiles. The system also extracts job profiles for job postings to the social network, from at least one external website, and presents these job postings to users of the social network only via the job search user interface. | 02-04-2016 |
20160042323 | RECRUITING PROCESS UTILIZING READINESS DATA FROM REFERENCE PROVIDERS - A system, method and program product are provided for facilitating the recruitment process. The disclosed system includes: a communication system that provides automated communications with a set of reference providers over a network; a readiness inquiry system for collecting readiness data from the set of reference providers via the network, wherein the readiness data comprises electronic responses to a questionnaire; an analysis system that analyzes the readiness data for each reference provider, determines whether each reference provider is an active job seeker and assigns a readiness score to each reference provider; and a system for generating a readiness report that includes a readiness score for at least one reference provider, wherein the readiness score measures an interest in being recruited for a potential job position. | 02-11-2016 |
20160048807 | EXECUTIVE SEARCH AND RECRUITING TOOL - A system and method for recruiting that utilizes a combination of pre-categorized and filtered candidate profiles coupled with a discerning search followed by contact with a live representative. A searcher selects candidate criteria as either required or optional. The searcher's selections are compared against a proprietary database of candidate profiles, and are sorted based on the criteria selections of the user. Criteria marked as required are weighted at 100%, while those that do not possess them are weighted at 0%. Criteria marked as optional are weighted at 100%, but if they do not match the candidate the optional criteria are weighted at 50% of the value based upon the number of criteria selected by the searcher. Based on the sorting, the searcher receives a report of qualified candidates ranked by a percentage matched based upon the selected criteria. | 02-18-2016 |
20160055457 | Human Resource System Providing Reduced Bias - The inherent human biases related to hiring processes are mediated using automated computer based systems. Computer executed logic is configured to detect and compensate for, for example, cultural, gender, and/or racial biases. Specific applications include, but are not limited to, job descriptions, review of resumes and interviews. | 02-25-2016 |
20160063443 | INTELLIGENT DISCOVERY OF QUALIFICATIONS OF A WEB BROWSING USER - Disclosed herein is a system and method relating to a listing service's listings, such as job listings of a recruitment service, targeted for a user using targeting information collected external to the listing service. A number of listings are identified for the user using the externally-collected targeting information and information obtained from the listing service including information about listings of the listing service. The user-targeted listing service listings are provided to the user outside the listing service's notifications, such as in a web page provided by a service other than the listing service. | 03-03-2016 |
20160063444 | CREATING RICH PROFILES OF USERS FROM WEB BROWSING INFORMATION - Disclosed herein is a system and method relating to a listing service's listings, such as job listings of a recruitment service, targeted for a user using targeting information collected external to the listing service. A number of listings are identified for the user using the externally-collected targeting information and information obtained from the listing service including information about listings of the listing service. The user-targeted listing service listings are provided to the user outside the listing service's notifications, such as in a web page provided by a service other than the listing service. | 03-03-2016 |
20160071061 | SYSTEM AND METHOD FOR AUTOMATED CREATION AND VALIDATION OF PHYSICAL ABILITY TESTS FOR EMPLOYMENT ASSESSMENT - A system and method for the automated creation and validation of physical ability tests for employment assessment is disclosed. A particular embodiment includes: enabling, by use of a computing device, a user to edit and configure a plurality of physical ability test (PAT) event parameters including: environment parameters, restrictions, requirements, and risk parameters; enabling, by use of the computing device, the user to identify and describe essential physical tasks of a job description being tested; automatically creating a proposed PAT event based on the PAT event parameters and the essential physical tasks; automatically generating a validation survey corresponding to the proposed PAT event; sending the validation survey with an invitation to a set of job experts for feedback in a data network communication; and creating a test parameter report and a validation report based on the PAT event parameters, the essential physical tasks, and the feedback from the set of job experts. | 03-10-2016 |
20160071062 | Computer System and Method for Determining Whether a Technical Feature of a Computer Satisfies a Criterion - A server computer obtains, from a client computer, technical feature data representing a technical feature associated with the client computer. The server computer determines whether the technical feature data satisfies a first criterion. If the server computer determines that the technical feature data satisfies the first criterion, the server computer sends, to the client computer, data indicating that the technical feature data satisfies the first criterion. | 03-10-2016 |
20160078406 | TEMPORARY WAREHOUSE RECRUITER - A temporary warehouse environment includes various platforms for locating, establishing, and operating one or more temporary houses. A temporary warehouse locator identifies potential geographic locations for one or more temporary warehouses based on prior transactions conducted by a merchant and predicted transactions or operating expenditures. The identified geographic locations may then be leveraged by a temporary warehouse marketplace, which connects the merchant with owners and/or operators of available property in the identified geographic locations. A temporary warehouse recruiter further connects the merchant with potential employees for maintain and operating the temporary warehouse and includes various mechanisms by which the merchant may identify potential employees based on their prior employment history. Finally, a temporary warehouse system provides day-to-day operations for the temporary warehouse, including fulfilling orders placed by customers and monitoring the shipments of such orders. | 03-17-2016 |
20160086134 | SYSTEM AND METHOD FOR IDENTIFYING HIGH VALUE CANDIDATES - A system and method for identifying a high value target. The system is implemented via a computer running software with first code stored on a tangible medium for processing objective data regarding a candidate to provide a first metric; second code stored on said medium for processing subjective data regarding the candidate to provide a second metric; third code stored on said medium for processing test data generated by the candidate to provide a third metric; fourth code stored on said medium for combining the first, second and/or third metrics to generate a fourth metric relating to the suitability of the candidate as a high value target; a processor for executing said first, second, third and fourth code; and an apparatus coupled to the processor for outputting a score or recommendation relating to the candidate as a high value target. The inventive method for identifying a high value target includes the steps of: processing objective data regarding a candidate to provide a first metric; processing subjective data regarding the candidate to provide a second metric; processing test data generated by the candidate to provide a third metric; and combining the first, second and/or third metrics to generate a fourth metric relating to the suitability of the candidate as a high value target. | 03-24-2016 |
20160086135 | EVALUATION APPARATUS, EVALUATION METHOD AND EVALUATION SYSTEM FOR EVALUATING EVALUATION TARGET PERSON - The present invention provides an evaluation apparatus and an evaluation method which can evaluate an evaluation target person without difficulty, based on data regarding the evaluation target person. An evaluation apparatus | 03-24-2016 |
20160092839 | JOB POSTING STANDARDIZATION AND DEDUPLICATION - Techniques for standardizing and deduplicating unpaid job postings obtained from third-party systems are described. An unpaid job posting is obtained by a social networking service from a third-party system. The title and description of the unpaid job posting are standardized and combined into a standardized unpaid job posting. A deduplication process is performed to prevent the standardized unpaid job posting from replacing a paid job posting within the social networking service, and to prevent the standardized unpaid job posting from replacing a more authoritative, unpaid job posting within the social networking service. | 03-31-2016 |
20160092840 | FORECASTING JOB APPLICANT DATA FOR A JOB POSTING - Techniques for upselling a limited job posting to a premium job posting are described. A determination module can access job listing data from a limited job. Additionally, the determination module can access member data from a social network. Furthermore, the determination module can determine a value for the limited job posting based on the accessed job listing data and the accessed member data. Moreover, the determination module can generate a job application based on the accessed job listing data and the accessed member data, when the determined value is above a predetermined threshold. Subsequently, the determination module and an upsell module can upsell the limited job posting to a premium job posting by using the generated job application data. In some instances, the upsell module can market to the job poster in order to upsell the limited job listing, and fill empty job slots already paid by the job poster. | 03-31-2016 |
20160098683 | SYSTEM AND METHOD FOR JOB AND CAREER DISCOVERY BASED ON USER ATTRIBUTES AND FEEDBACK - A system and method for identifying career opportunities to a job seeker comprising a first input device used to gather first information from a first job seeker and a processor which is programmed to obtain first priority information from the first job seeker regarding the personal importance of various job characteristics. The system and method may also include a second input device to gather first additional information regarding the first job seeker from at least one other person who has first additional information regarding the first job seeker and wherein the processor is programmed to determine at least two characteristics of the first job seeker from information gathered concerning said the job seeker, The processor may be programmed to determine a relative importance of the at least two characteristics of the first job seeker and the system and method may include a comparator for comparing the desired characteristics of the career choices with characteristics of the first job seeker to identify a possible career choice for said the job seeker and an output device to present the possible career choice to the first job seeker. | 04-07-2016 |
20160098684 | Dual Education Student Apprentice Program - A dual education student apprentice program that provides students with job skills and the necessary incentive to enter the work force by training the students in the occupational field of their choice while concurrently providing the students with a standard educational program is provided herein. The student apprentice program provides students with the opportunity to receive on-the-job training in the field of their choice while attending a standard educational program such as high school or a similar curriculum. Apprentices completing the program are immediately ready to accept jobs and enter into the local workforce. The student apprentice program benefits local communities by providing competent and qualified employees for local businesses. | 04-07-2016 |
20160098685 | VIDEO ASSISTED HIRING SYSTEM AND METHOD - Methods, systems, and devices for implementing video assisted hiring using a web-based job posting platform are disclosed, including receiving a first set of data relating to a position including one or more of a job description, job title, salary, location, job type, schedule, travel requirements, and benefits, sending a request for video messages relating to the position to one or more of a hiring manager, a supervisor, a direct report, and a colleague, receiving a second set of data including additional information relating to the position, receiving an input as to whether the received video messages should be included in the job posting, and in response to an approval of the video messages, sending the job posting, including the first and second sets of data and the video messages, to a server to be made available for viewing by applicants. | 04-07-2016 |
20160098686 | REFERRAL AND RECRUITMENT PLATFORM - Referral and recruiting methods and systems may be enabled to receive a user profile associated with a first candidate; receive a company profile associated with a company; receive a job posting from the company; receive a referral for the job posting from a referring user, wherein receiving the referral for the job posting comprises: receiving an association of the job posting and the first candidate, and providing the job posting to the first candidate; track the referral, wherein tracking the referral comprises: associating the referral with the referring user and the first candidate, and preventing other users from referring the job posting to the first candidate; and administer the referral, wherein administering the referral comprises providing a referral fee to the referring user. | 04-07-2016 |
20160104117 | Employment Verification and Recruiting Platform and Method of Use - An apparatus, comprising at least one memory including computer program code and at least one processor. The apparatus designed to: catalog users in a user list table as being an applicant, an educator, and/or a recruiter; correlate one or more open opportunities with a one or more credentials; correlate the one or more credentials with a one or more educational resource. The one or more educational resources each comprising a test. A portion of the users comprising applicants qualify under a portion of the one or more credentials and apply for a portion of the one or more open opportunities correlated with the one or more credentials. The portion of the users comprising the educators selectively create the one or more educational resource to support the credentialing process for the applicants and the recruiters. | 04-14-2016 |
20160110689 | SYSTEM AND METHOD FOR GENERATING A THREE-DIMENSIONAL RESUME - Provided is a process, including: receiving resume data from a computing device of a job candidate, the resume data including: a plurality of roles the job candidate has occupied, for each of the roles, a plurality of skills used by the job candidate in the respective roles, for each of the skills, a measure of usage of the respective skill in the respective role; combining the measures of usage of the each skill across the plurality of roles to form a skill density score for each of the skills; receiving a request for information about job candidates from a computing device of a recruiter; and sending data indicative of the skill density scores for at least some of the skills to the computing device of the recruiter | 04-21-2016 |
20160117641 | CODE-FREE INGESTION OF JOB POSTINGS - A method of ingesting job postings into a social-networking system is disclosed. A candidate mapping is identified between a type of a data field corresponding to content items published on a third-party system and a type of a data field corresponding to job postings published on a. social-networking system. A user interface is generated to prompt an administrator to identify the candidate mapping as a confirmed mapping. Based on the administrator identifying the candidate mapping as the confirmed mapping, the mapping is included in a data model corresponding to the content items published on the third-party system. Additional job postings to be published on the social-networking system are generated based on an application of the data model to additional content items published on the third-party system. | 04-28-2016 |
20160117642 | Marketplace for Service Providers' Time - A computer implemented system and method whereby service providers offer blocks of their available time to be bid upon by service buyers. In addition, with respect to a time block for which service has been performed, fee and ratings data are used to derive a monetary value rating per unit of time for the time block. The monetary value rating with respect to a time block is aggregated and averaged with other such ratings received by the service provider on other time blocks to provide expected value information to the marketplace. This expected value per unit of time worked or billed would likely correlate to the actual fees that the service provider is able to command on the auction marketplace with respect to future time blocks. | 04-28-2016 |
20160125360 | CANDIDATE PIPELINE BUILDER - Embodiments of the invention provide for identifying candidates for an open position. More specifically, embodiments provide for matching, comparing and sorting candidates based on skill set, job title, education, and/or other attributes described in a candidate profile with a requisition in a recruiting application. Embodiments of the present invention can build candidate pools for current or future openings without manual intervention. Embodiments can segment candidate profiles, e.g., which can be built from collected resumes, based on skill set, education, job title match, and/or other criteria. Matches can be found between these profiles and a set of requirements for a position based on one or more searches including but not limited to a keyword search, a synonym replacement search, a distance matching search, etc. Results of these searches can be weighted and combined into an ordered candidate list or pipeline presented to the recruiter or other user for review. | 05-05-2016 |
20160132831 | SYSTEM AND METHOD FOR HUMAN RESOURCE MANAGEMENT - The disclosed embodiments illustrate methods and systems for human resource management in an organization. A graph, representative of relationships between employees, job openings, and candidates applied for the job openings, is generated. The graph is transformed to generate a graph matrix deterministic of a mapping of nodes depicted in the graph, in a predetermined dimensional space. Further, a first distance between nodes corresponding to the candidates and a node corresponding to a job opening is determined based on the graph matrix. A list of ranked candidates, based on the first distance, is presented over a display associated with a hiring manager, allowing selection of a set of candidates. Additionally, a second distance between nodes corresponding to the candidates and between each node corresponding to a candidate and each node corresponding to an employee, is determined, based on which a set of candidates for a team are selected. | 05-12-2016 |
20160132833 | RESUME MANAGEMENT AND RECRUITMENT WORKFLOW SYSTEM AND METHOD - A computer system and method for managing access to a resume database. For each skill or experience-related phrase in a resume, the system computes a term of experience based on an experience range associated with a contextual use of the phrase in the resume. The term of experience for a phrase that occurs multiple times in the resume is the summation of the term of experience for each occurrence of the phrase associated with a different contextual use. The system stores each phrase and the term of experience in a parsed resume. The resume database also stores job descriptions that include required phrases and a required term of experience for each required phrase. The job descriptions also store a required level of education or field of specialization, and a required salary range. A recruiter searches the resume database to find matching resumes that satisfy a job description. | 05-12-2016 |
20160132834 | PERSONALIZED JOB SEARCH - Techniques for assisting a user in conducting an online job search for online job listings are described. According to various embodiments, a user specification of a job search query including at least one user-specified job search query term is received. Values for one or more member profile attributes of the user are then accessed. Thereafter, the job search query is modified based on the accessed values for the member profile attributes of the user, the modifying comprising inserting job search query terms corresponding to the values for the member profile attributes into the job search query. Search results corresponding to job listings posted on the job search engine are then generated, based on the modified job search query. Further, one or more of the search results may be displayed, via a user interface. | 05-12-2016 |
20160132835 | Method and system for decision support in relation to geolocalization of a candidate's residence and workplace - Process for analyzing the geolocalization data of the work sites, the employees' or the candidates' place of residence (current or future) for one or several companies in order to calculate the travel time (for several modes of transportation) and the distance between each location, based on several search criteria. The invention allows one or more users to view the travel time and/or distance in relation to a worksite at the time of selection of a candidate or an employee for a given job. It may also allow an employee to find a job that matches a specific travel time. Employees could also find a home that is located within a specific travel time from their current or future place of work. Currently, the travel time cannot be included into massive calculation when decision analyses are needed for these types of choices. The present invention allows the integration of such options. | 05-12-2016 |
20160140503 | DATABASE SYSTEMS AND METHODS FOR USING CREDIBILITY RATINGS OF USERS TO PROCESS ONLINE RESUMES IN A SOCIAL NETWORKING ENVIRONMENT - Disclosed are examples of systems, apparatus, methods, and computer program products for determining the credibility of resumes or resume components posted to an online social network. For example, a rating user may rate the credibility of a resume component posted by a posting user to an online social network. The rating given by the rating user may be adjusted according to a credibility indicator associated with the rating user. The adjusted credibility rating may be used, possibly in combination with adjusted credibility ratings from other rating users, to calculate a weighted average credibility rating for the resume component that will then be visible to users of the online social network. The weighted average credibility rating may be an indication of the credibility of a resume or resume component. | 05-19-2016 |
20160140504 | RESUME MANAGEMENT AND RECRUITMENT WORKFLOW SYSTEM AND METHOD - A computer system and method for managing access to a resume database. For each skill or experience-related phrase in a resume, the system computes a term of experience based on an experience range associated with a contextual use of the phrase in the resume. The term of experience for a phrase that occurs multiple times in the resume is the summation of the term of experience for each occurrence of the phrase associated with a different contextual use. The system stores each phrase and the term of experience in a parsed resume. The resume database also stores job descriptions that include required phrases and a required term of experience for each required phrase. The job descriptions also store a required level of education or field of specialization, and a required salary range. A recruiter searches the resume database to find matching resumes that satisfy a job description. | 05-19-2016 |
20160140505 | ASSEMBLING INFORMATION TO GENERATE COMPOSITE WEB PAGE CONTENT - Disclosed herein is a system and method relating to a listing service's listings, such as job listings of a recruitment service, targeted for a user using targeting information collected external to the listing service. A number of listings are identified for the user using the externally-collected targeting information and information obtained from the listing service including information about listings of the listing service. The user-targeted listing service listings are provided to the user outside the listing service's notifications, such as in a web page provided by a service other than the listing service. | 05-19-2016 |
20160140506 | Systems and Methods for Candidate Recruiting - Systems and methods for communicating with recruiting candidates in accordance with embodiments of the invention are disclosed. In one embodiment, a candidate recruiting server system includes a processor and a memory connected to the processor, wherein the candidate recruiting server system obtains candidate data, where the candidate data includes direct communication channel data and candidate capability data, obtains job opportunity data describing one or more job opportunities, identifies a set of target candidate data based on the candidate capability data and the job opportunity data, generates communication data including the direct communication channel data for the set of target candidate data, and transmits the communication data to client devices associated with the direct communication channel within the generated communication data. | 05-19-2016 |
20160148160 | SYSTEM AND METHOD OF FACILITATING JOB RECRUITMENT - An improved system for facilitating job recruitment is disclosed. The embodiments comprise a job recruitment website that matches employers and job applicants. The website presents a job applicant with a short list of relevant job opportunities and presents an employer with a short list of relevant candidates who satisfy the criteria of the job opening. This results in a system that is suitable for use on a mobile phone. | 05-26-2016 |
20160162840 | TALENT ACQUISITION AND MANAGEMENT SYSTEM AND METHOD - A system and method for assigning and/or managing staffing needs. A software application may provide one or more portals or hubs that allow job requisitions to be created with particular user-defined requirements. A search is conducted, using both internal data and/or external data in order to find appropriate individuals to satisfy those job requisitions. The system and method may operate in conjunction with Managed Service Providers and Vendor Management Systems. Social features may be incorporated to aid in maintaining active user presence with the system and/or to promote targeted marketing and/or efficient referral systems. Referrals may take place by candidates themselves (e.g., referring another candidate) and/or by clients for different clients. Candidate curation methods may be included such that candidate mobility among different contracting jobs is more efficient and/or with less downtime between jobs. | 06-09-2016 |
20160162841 | METHOD AND SYSTEM FOR CONNECTING PEOPLE AND EMPLOYERS BASED ON WORKPLACE CULTURAL PREFERENCE - A web-based matching system for potential candidates to be matched with employers based in part on the cultural similarities between the working environment and the candidate's nature. Candidates and employers are required to answer questions designed to quantify their cultural bent. A Matching Algorithm calculates matches as a function of the quantified cultural preferences. When the calculated match rate exceeds the threshold, the filtered results are depicted on an annular radar diagram and arranged with the highest match rates closest to the diagram center. The system automatically generates affinity groups based on the unique answer combinations to the cultural questions. Both candidates and employers are placed in sufficiently matching affinity groups to facilitate networking. Connections may be provided to the candidate and employer pre-existing social media accounts. | 06-09-2016 |
20160171444 | Smart Open Requisition Card View | 06-16-2016 |
20160171445 | SELF-SERVICE DATA IMPORTING | 06-16-2016 |
20160171446 | Professional, Career, and Academic Scoring | 06-16-2016 |
20160171448 | Method of Job Recruiting between an Employer Network and a Jobseeker Network | 06-16-2016 |
20160180234 | USING MACHINE LEARNING TO PREDICT PERFORMANCE OF AN INDIVIDUAL IN A ROLE BASED ON CHARACTERISTICS OF THE INDIVIDUAL | 06-23-2016 |
20160180292 | Electronic Medical Evaluation Software | 06-23-2016 |
20160189083 | SYSTEM AND METHOD FOR PROVIDING FUTURE INDICATORS OF SUCCESS STATISTICS FOR A LARGE POOL OF CANDIDATES - A job matching system and method for determining future indicators of success statistics for a large pool of candidates is provided. The future indicators of success statistics are enabled for reporting by an online portal system generating and comparatively analyzing a statistically relevant number of industry-specific test results for the large pool of candidates. The online portal system provides a candidate-facing portion and an interconnected recruiter-facing portion that facilitate the large pool of candidates to generate the statistically relevant number of industry-specific test results. | 06-30-2016 |
20160196534 | TRAINING, TRACKING, AND PLACEMENT SYSTEM | 07-07-2016 |
20160253626 | Network Interview System and Interview Method Thereof | 09-01-2016 |
20160253627 | SYSTEM AND METHOD FOR JOB SEACHING AND REFERRAL | 09-01-2016 |
20160379170 | CAREER ANALYTICS PLATFORM - A method and system for assessing a career profile of a candidate is disclosed. The system comprises a database configured to include a plurality of parameters and a plurality of scores respective to each parameter, a parser configured to parse the career profile to identify at least one parameter from the plurality of parameters within the career profile and an analytics engine configured to retrieve a score from the plurality of scores for the at least one parameter identified within the career profile, compute a score of at least one category based on the retrieved score, wherein the at least one category comprises the at least one parameter identified within the career profile, and provide feedback to the candidate on the career profile in accordance with the computed score of the at least one category. | 12-29-2016 |
20170236095 | SYSTEM AND METHOD FOR GENERATING A CAREER PATH | 08-17-2017 |
20190147385 | METHOD AND SYSTEM FOR FACILITATING EVALUATION OF A COMPETENCE ASSOCIATED WITH A CANDIDATE | 05-16-2019 |
20190147407 | AUTOMATED HIRING ASSESSMENTS | 05-16-2019 |
20220138698 | UTILIZING MACHINE LEARNING MODELS FOR MAKING PREDICTIONS - A device may receive assessment scores for a candidate associated with an entity and performance data identifying performance metrics and time periods associated with existing members of the entity. The device may process the assessment scores and the performance data, with an attrition model, to identify attrition scores for the candidate and confidences of the attrition scores, and may calculate a final attrition score based on the attrition scores. The device may process the assessment scores and the performance data, with a performance model, to identify performance scores for the candidate and confidences of the performance scores, and may calculate a final performance score based on the performance scores. The device may calculate an overall score based on the final attrition score and the final performance score, and may perform one or more actions based on the overall score. | 05-05-2022 |