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.
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This application claims the benefit of U.S. Provisional Application No. 61/331,394, filed May 5, 2010, by inventor Matt O'Malley.
The field of the present inventions relates to electronic commerce and recruitment for a resource, an individual or a business entity and more particularly to a localized, segmented, automated, computerized method and system for the same.
Referenced throughout this specification to “one embodiment,” “an embodiment,” or similar language means that a particular feature, structure, or characteristic described in connection with the embodiment is included in at least one embodiment of the present invention. Thus, appearances of the phrases “in one embodiment,” “in an embodiment,” “in another embodiment,” and similar language throughout this specification may, but do not necessarily, all refer to the same embodiment.
Also referenced throughout this specification are the terms and/or phrases “for example,” “for instance,” “say,” “the like,” “etc.,” or similar language which generally means that the language, description, and explanation utilized is association is merely to demonstrate an element, feature, item, list of items, purpose, way, means, method, and/or the like for what has been described in association, but depending on the usage and situation, it may not be meant to be exhaustive representation or demonstration, or meant to limit the invention to that particular precise formation. Many modifications and variations will be apparent to the practitioner skilled in the art.
Today, finding the right employee, contractor, and/or expert can become a time consuming process of posting, searching, researching, and screening. Furthermore, many steps are efficient and lack the ability to automate, track and collect feedback.
Starting with the job posting which are typically randomly created paragraphs of text that simply describe a job opening. Occasionally the job posting has a list of bullets highlighting the text for specific job requirements, but often there is little more detail. The task of determining whether a particular applicant is qualified or not, is often left to the applicant himself/herself, who then need to stop and read each advertisement to see if he/she is qualified before responding to the job posting.
Depending on the size and resources of the company, that's posting the job opening, the process of posting the job opening and finding a list of qualified applicants (“candidates”) can be left to one person, or a number of people, such as a department head, a member of the human resources department, an executive or partner in the company, an executive's assistant, and/or an office manager. These people may designate someone to post the job opening, a “Job Poster”. Unfortunately, it is unrealistic for this Job Poster who may lack the hands-on or experience knowledge necessary for the particular job opening and thus may not be equipped to create the ideal, let alone adequate job description, find the ideal/best candidates, and/or to best assess the ideal qualifications required, let alone all job openings within the company.
Many Job Posters simply start by finding and using a job posting previously used by his/her company, say at least once before, or the Job Poster may instead search online for what other companies are posting for similar job openings. The job description may request an applicant to submit a resume and his/her salary requirements, but often not much else. Consequently, the Job Poster is then left to wade through a pile of job applications trying to determine who is truly qualified, has the appropriate job experience, can handle the level of responsibilities required, lives within a reasonable commuting distance for the work location, is available when needed, fits the company's culture and is willing to work within the salary budget that has been allocated.
After the job opening has been posted for a period of time and applicants have inquired, comes the daunting and quite time-consuming task of trying to contact each applicant who appears qualified in order to schedule either a phone interview and/or an in person interview. Consequently, the current hiring systems can cause even highly qualified applicants to be lost to a company's competitors, simply because of highly inefficient ways and means to qualify applicants, and the employer's own delayed communications with qualified applicants.
Instead, both the job seekers, referred to herein as “Applicants”, and the “Job Poster” need a far more efficient system with tools to automatically and succinctly create the most appropriate Job Postings, with additional tools that can create conditional qualifications and surveys for both the Job Poster, and the job Applicant to complete. Followed by data and reports that can sort and rank the Applicants according to pre-determined criteria, and automation tools to contact the Applicants and schedule appointments as necessary, and/or collect the Applicant's feedback.
Further, the Job Poster needs the ability to see where and why Applicants are not qualifying for the Job Opening, to determine if there may be a shortage of qualified Applicants with a specific requirement or requirements relative to other time periods (say a year earlier) when the Job Poster has posted the same Job Opening.
This not only allows the Job Poster to make adjustments as needed, but to track the long-term ramifications of such adjustments relative to such things as the number of Applicants that eventually qualify as Job Candidates, the number of Candidates that get interviewed, the successfulness of the Candidate who becomes the employee or contractor.
Applicants on the other hand, can easily search for relevant job openings by listing their skills, education, experience, along with desired position(s), his/her ideal to maximum commute distances and salary expectations. This system could then contact both the appropriate Applicants, and other appropriate parties, such as the Job Posters, the company with the job opening, those people that will be conducting the job interviews when, and as, matches are created, and according to the conditions pre-set within the System.
Today's hiring practices also suffer from the lack of time available to assess each every Applicant. Consequently, many Applicants get ruled out before the interview process even begins. Further, the time consuming process of trying to interview Applicants fairly with, say the same questions from the same people under similar circumstances becomes virtually impossible. Even if several Applicants all get interviewed with same questions, having different people doing the interviewing can create subjective differences and challenges to later fairly comparing similarly qualified Candidates.
Ideally there would be a system that could interview virtually an unlimited number of Applicants with similar questions, criteria, and conditions, so as to create a relatively fair assessment for each unique opportunity and/or Job Opening. The system could be setup to allow Applicants to apply and interview on their time schedule. The system could provide the Applicants with instant feedback and with areas for suggested improvements.
Advanced systems could even provide Applicants and Companies with high tech analysis regarding computational assessments for speed, accuracy, honesty, and believability in answering interview questions. The system could allow for tools and experts in body language assessment, arousal assessment/lie-detecting, and/or peer groups to assess one's ability to interview well and to what degree, even before he/she becomes an Applicant in an interview for a specific job opening or position, both as practice for improving one's interview skills and/or as joining social communities of shared assessments.
Many hiring practices today also lack a well defined and choreographed system for collecting valuable feedback from the job applicants themselves. What's also needed is a system that collects, analyzes and quantifies correlations between job applicants and job qualifications, to help determine if the best candidates are truly being interviewed and/or hired.
A system where data can be collected from any and all the applicants who for whatever reasons did not become an employee or get hired for a project. Each applicant could be allowed to voice his/her feedback regarding his/her perception of the Company's reasoning for not being hired, and/or if he/she has/had any concerns regarding what he/she perceived to be issues regarding the job opening and/or company, such as unrealistic job qualifications given the salary, too few resources given the project scope and expectations, too small of a team given the project milestones, and/or other flaws in say, the management/structure, the interviewer, the company, the culture, the office, the software architecture or resources available, and/or timelines.
On the other hand, the applicant's feedback could reveal that most Applicants felt the Company's expectations and qualifications for a particular position are/were perceived to be relatively realistic by, say all or by an overwhelming number of job applicants. This too can be invaluable data for assessing hiring practices, listing measurable qualifications, and/or projects goals.
Another short-coming of the current hiring practices is the ability to accurately assess someone's software skills as they relate to a specific job requirement or skill expectation. Several companies and/or recruiters use software testing programs to gauge the applicant's skills for say, his/her typing speed and accuracy in Microsoft® Word®, the ability to explain features and functionality of programs such as Microsoft® Excel® and/or Microsoft® PowerPoint®.
However, there is a lack of standards among most software proficiency tests. Furthermore, the collected applicant results are often considered proprietary data. Consequently, it can be difficult for smaller companies or companies with a relatively short lifespan to accurately gauge a candidate's software skills. In some cases, it might be ideal if the software tests were coming directly from the software manufacturer and creator's themselves. This would also create a powerful two-way street of training, testing, and data correlations regarding software skills per region of the country.
Given adequate company usage, such a system could maintain an on-going system for assessing such things as, the number of applicants per region of the country that possess, say each necessary software skill, the combination of skills, and where there are deficiencies in skills and by what degree. These software skill measurements, collected per region, over time, can help track the successfulness of quantifiable steps that were taken by specific companies, educational facilities, and/or software companies to both increase and improve the pool of qualified applicants for each given software skill.
These skills could be measured beyond each software package and segmented into quantifiable components. For example, take a software program such as Adobe's® Flash® which can boast a large community of developers who are highly proficient in ActionScript® programming, but where some may not be nearly as proficient in artistic drawing or creative design work relative to others. Whereas this same software program may also have a large community of artists who are very proficient in designing, but some may lack some or all of the ActionScript® programming skills. Segmenting the skills for each given software program, especially according to job requirements and a particular project's needs, can segment applicants and make better candidates for each of these independent talent pools standout for the right company and/or project.
In some cases, hiring two candidates may create a relatively better outcome, when provided the system's added ability to highly distinguish each candidate's specific talents within a specific area of expertise and/or software skills. Unfortunately, many existing systems simply ask overly generalized questions to a particular Applicant regarding his/her software skills, such as: “Would you consider yourself, (A) an expert, (B) proficient, (C) capable, (D) a beginner, or (E) someone with no experience”. These vague delineations are highly subjective, can be highly skewed by current trends, and can change dramatically over a relatively short time with little ability for the Applicant to go back and update past records and/or perceptions.
In summary, the hiring process has many inefficiencies and valuable feedback data is often overlooked. The result is unnecessary hiring delays and far too much guesswork in solving many mission critical problems for both hiring entities and applicants.
As used herein, the term “modules,” and as employed herein, are considered computer-executable program stored on a computer-readable storage medium. These modules provide information to users of a “Sourcing Employers, Applicants, Resources, and Criteria Hub” (hereinafter “S.E.A.R.C.H.”) and a “Hiring Entity's Recruiting Database and System” (“H.E.R.D.S.”) and carry one or more sequences of instructions, wherein execution of the one or more sequences of instructions by one or more processors embodied therein causes the one or more processors to perform a method for providing information to a user using a transceiver.
Further, the term “modules” is used in an embodiment of the invention. Modules can be implemented in software for execution by various types of processors. An identified module of executable code can, for instance, comprise one or more physical or logical blocks of computer instructions, which can, for instance, be organized as an object, procedure, or function. Nevertheless, the executables of an identified module need not be physically located together, but can comprise disparate instructions stored in different locations which, when joined logically together, comprise the module and achieve the stated purpose for the module.
A module of executable code can be a single instruction, or many instructions, and may even be distributed over several different code segments, among different programs, and across several memory devices. Similarly, operational data may be identified and illustrated herein within modules, and may be embodied in any suitable form and organized within any suitable type of data structure. The operational data may be collected as a single data set, or may be distributed over different locations including over different storage devices, and may exist, at least partially, merely as electronic signals on a system or network.
As used herein, the term System, represents the overall functionality of the invention. The software system is sometimes referred to hereinafter as the H.I.R.E.S. 102 System or by the trade name, Skillustrate™. As used herein, the term “Campaign” 103 can be all types of information organized for specific purposes with instructions for delivery and tracking, and includes, but is not limited to job recruiting, job posting(s), job interview(s), job testing, job criteria, job resource(s), invitation(s), surveys, tests, assessments, Peer reviews, Expert reviews, advertising (or ‘ad(s)”), messaging (including marketing messages), information for the purpose of selling goods and/or services, or those messages that can be used for life cycle management and customer relationship management. Campaigns 103 with an advertising or messaging are generally directed towards a user using a transceiver, which includes, but is not limited to a communication device used for retrieving and/or sending information.
For example, the communication device can be a computing device, such as a desktop computer, laptop computer, tablet computer, or PDA, with software enabling the computing device to connect to the World Wide Web, Internet, and/or a cellular communications network with an ability to display and browse. For example, the communication device can also be a phone, such as a cell phone, mobile phone, smartphone, landline phone, PDA phone, or the like. The communication device can also be a Voice over Internet Protocol (VoIP) device.
Herein is a summary of an embodiment with terms and supporting definitions found through the specification. A computer-implemented method for locating a particular resource to fulfill a particular need, the steps comprising; collecting one or more applicants for the particular need; filtering the one or more applicants into at least one or more candidates based on qualifying criteria pre-assigned to the particular need; collecting a one or more responses from the at least one candidate for the particular need, wherein the candidate is then ranked against other candidates based on the criteria. A computer-implemented method of herein paragraph, further comprising collecting a feedback from the candidate, wherein the feedback indicates a reason why the candidate is qualified for the particular need. A computer-implemented method of herein paragraph, further comprising collecting the feedback from the candidate, wherein the feedback indicates a reason why the candidate is not qualified for the particular need.
Herein is a summary of an embodiment with terms and supporting definitions found through the specification. A computer-implemented method for scheduling an interview for a particular resource to fulfill a particular need, the steps comprising; collecting one or more applicants for the particular need; filtering the one or more applicants into at least one or more candidates based on qualifying criteria pre-assigned to the particular need; collecting one or more dates and times from the at least one candidates for the particular need, wherein a at least one interviewer would be available for the interview. A computer-implemented method of herein paragraph, further comprising collecting a feedback from the candidate, wherein the feedback indicates a reason why the candidate is scheduling the interview. A computer-implemented method of herein paragraph, further comprising collecting the feedback from the candidate, wherein the feedback indicates a reason why the candidate is not scheduling the job interview.
Herein is a summary of an embodiment with terms and supporting definitions found through the specification. A computer-implemented method for scheduling an interview for a particular resource to fulfill a particular need, the steps comprising; collecting one or more applicants for the particular need; filtering the one or more applicants into at least one or more candidates based on qualifying criteria pre-assigned to the particular need; collecting one or more dates and times from the at least one candidates for the particular need, wherein a at least one interviewer would be available for the interview.
Herein is a summary of an embodiment with terms and supporting definitions found through the specification. A computer-implemented method for scheduling a job candidate for a job interview for a particular job opening, the steps comprising; collecting one or more job applications from one or more job applicants for the particular job opening; filtering the job applicants and job candidates apart based on qualifying criteria pre-selected by a PAM-MGR, a recruiter and/or a job interviewer for the particular job opening; collecting one or more dates and times from one or more job interviewers for the particular job, wherein the job interviewers would be available for the job interview; automatically generating via a computer an optimized interview schedule for a plurality of dates and times the job interviewers would be available to conduct the job interviews for the particular job opening; forwarding a communication from the computer to the candidates; updating the dynamic schedule when the candidates select a particular available date and time for the interview.
FIG. 1 depicts a “Search Resources, Interview, Screen, Ad Target Network & Exchange System” 40.
12) An ADSTATS 116 module