U.S. patent application number 14/150610 was filed with the patent office on 2014-05-01 for career and employment services system and apparatus.
This patent application is currently assigned to CAREER DESTINATION DEVELOPMENT, LLC. The applicant listed for this patent is Career Destination Development, LLC. Invention is credited to Marc VIANELLO.
Application Number | 20140122361 14/150610 |
Document ID | / |
Family ID | 28040047 |
Filed Date | 2014-05-01 |
United States Patent
Application |
20140122361 |
Kind Code |
A1 |
VIANELLO; Marc |
May 1, 2014 |
CAREER AND EMPLOYMENT SERVICES SYSTEM AND APPARATUS
Abstract
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.
Inventors: |
VIANELLO; Marc; (Overland
Park, KS) |
|
Applicant: |
Name |
City |
State |
Country |
Type |
Career Destination Development, LLC |
Overland Park |
KS |
US |
|
|
Assignee: |
CAREER DESTINATION DEVELOPMENT,
LLC
Overland Park
KS
|
Family ID: |
28040047 |
Appl. No.: |
14/150610 |
Filed: |
January 8, 2014 |
Related U.S. Patent Documents
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Application
Number |
Filing Date |
Patent Number |
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13765549 |
Feb 12, 2013 |
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14150610 |
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12059721 |
Mar 31, 2008 |
8660871 |
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13765549 |
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10101644 |
Mar 19, 2002 |
7424438 |
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12059721 |
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13765549 |
Feb 12, 2013 |
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10101644 |
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12846635 |
Jul 29, 2010 |
8374901 |
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13765549 |
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12059799 |
Mar 31, 2008 |
7797181 |
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12846635 |
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10101644 |
Mar 19, 2002 |
7424438 |
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12059799 |
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Current U.S.
Class: |
705/321 |
Current CPC
Class: |
G06Q 10/063112 20130101;
G06Q 10/10 20130101; G06Q 10/1053 20130101; G06Q 20/10 20130101;
G06Q 30/0242 20130101; G06Q 30/0273 20130101 |
Class at
Publication: |
705/321 |
International
Class: |
G06Q 10/10 20060101
G06Q010/10 |
Claims
1. A method of searching a plurality of candidate profiles
including candidate attributes by a computer system within a
computer network, the computer system comprising at least one
computer comprising at least one processor in communication with at
least one storage medium, the method comprising: receiving
information for at least one candidate by the computer system,
including at least one of information classified according to a
hierarchical industry classification system or information
classified according to a hierarchical occupational classification
system; storing the candidate information as a candidate profile in
a structured format on the at least one storage medium; receiving
at least one search parameter by the computer system from an
employer; identifying at least one candidate profile by the
computer system based on the at least one search parameter; and
communicating to the employer the at least one determined candidate
profile.
2. The method of claim 1, wherein the at least one search parameter
includes at least one candidate attribute selected by the
employer.
3. The method of claim 2, wherein the at least one candidate
attribute of the candidate profile is a minimum compensation
requirement not greater than the search parameter specified by the
employer.
4. The method of claim 1, wherein at least one of the candidate
profiles includes a candidate-specified threshold requirement.
5. The method of claim 4, wherein the at least one candidate
threshold requirement includes a minimum compensation specified by
the candidate.
6. The method of claim 5, wherein the minimum compensation
requirement is confidential.
7. The method of claim 4, further comprising: receiving information
for at least one job by the computer system; storing the
information as a job profile in a structured format on the at least
one storage medium; comparing the at least one job profile with the
at least one candidate-specified threshold requirement of the
identified candidate profile by the computer system; and
determining by the computer system that the at least one job
profile matches the at least one candidate-specified threshold
requirement.
8. The method of claim 7, wherein the at least one job profile
includes information classified according to an occupation
classification system.
9. The method of claim 8, wherein the occupation classification
system is hierarchical.
10. The method of claim 7, wherein the at least one job profile
includes information classified according to an industry
classification system.
11. The method of claim 10, wherein the industry classification
system is hierarchical.
12. The method of claim 7, further comprising: receiving by the
computer system from the employer a request for an interview with a
candidate associated with the at least one matched candidate
profile; and transmitting the interview request to the candidate
over the computer network.
13. The method of claim 12, further comprising: receiving from the
candidate over the computer network an indication regarding whether
the candidate accepts the interview request.
14. The method of claim 7, further comprising providing the
employer with an opportunity to modify the at least one job profile
if the threshold comparison indicates that the at least one job
profile does not match the at least one identified candidate
profile.
15. The method of claim 7, further comprising providing the
employer with a list of candidate profiles whose respective
candidate-specified threshold requirements match the job
profile.
16. The method of claim 15, wherein the list of candidates is
ordered by at least one of: (i) the degree of compatibility of the
candidates with the job profile, and (2) geographic proximity to a
geographic location specified in the search parameters.
Description
CROSS-REFERENCE TO RELATED APPLICATIONS
[0001] This application is a division of prior application Ser. No.
13/765,549, filed Feb. 12, 2013, which is a continuation of prior
application Ser. No. 12/059,721, filed Mar. 31, 2008, which is a
division of prior application Ser. No. 10/101,644, filed Mar. 19,
2002, now U.S. Pat. No. 7,424,438; and this application is a
division of prior application Ser. No. 13/765,549, filed Feb. 12,
2013, which is a continuation of prior application Ser. No.
12/846,635, filed Jul. 29, 2010, now U.S. Pat. No. 8,374,901, which
is a divisional of prior application Ser. No. 12/059,799, filed
Mar. 31, 2008, now U.S. Pat. No. 7,797,181, which is a divisional
of prior application Ser. No. 10/101,644, filed Mar. 19, 2002, now
U.S. Pat. No. 7,424,438, the contents of which are hereby
incorporated herein by reference.
FIELD OF THE INVENTION
[0002] This invention relates to network connected information
systems, and, more particularly, to network connected information
systems providing data processing applications in connection with
optimizing individuals' employment searches and career
opportunities, and optimizing employers' recruiting and hiring
processes and decisions.
BACKGROUND OF THE INVENTION
[0003] Finding and hiring highly qualified employees or talent for
specific jobs is one of the most important objectives an employer
undertakes. In furthering the employer's objective of hiring the
best possible employees, an employer would ideally have access to
detailed information regarding as large a pool of talent as
possible and the pool of talent would include prospective employees
who are highly qualified for the particular job that the employer
seeks to fill. Without such information, a great deal of time and
expense is often expended by employers in connection with their
recruiting and screening functions, while, nevertheless, achieving
unacceptable results.
[0004] Traditionally, employers have found potential talent among
new school graduates through school-related job counseling
resources, in response to classified advertisements for particular
jobs, referrals from existing employees, and through the use of
third-party recruiters ("headhunters"). Each of these alternatives
is inefficient, and some are costly, as well. Furthermore,
employers' articulation of the skills they seek to hire are
imprecise. Typically, school-related job counseling resources,
classified advertising, and word-of-mouth referrals deal in
generalities.
[0005] When an employer seeks to hire an experienced employee, the
pool of talent, within which a search is conducted, is often
limited to individuals who have already worked in a particular job
within a particular industry. Although it may be meritorious that a
prospective employee has current or prior experience in a
particular job within a particular industry, individuals with
experience in other jobs within other industries may possess the
particular skills that an employer requires for a particular job.
Yet there exists no efficient means for identifying such
individuals in other fields who may possess the precise skills
sought by the employer. Consequently, an employer's employment
recruiting and hiring processes and subsequent operations would be
greatly enhanced if the employer could efficiently and
cost-effectively identify highly qualified talent both within and
without the industry and occupational categories of the
employer.
[0006] Another employment problem faced by employers is that they
often do not know when a particular employment position may become
vacant. Specifically, while it is a business courtesy to provide
two weeks notice of termination of at-will employment, employees
occasionally terminate employment with less than two weeks notice.
Additionally, it may occur that an employee may be terminated for a
reason necessitating less than two weeks notice, and injury,
illness, or death may cause an employee to become unavailable to
perform his or her job function. Further, even if a full two weeks
is available to hire a replacement employee, frequently two weeks
is not enough time to hire a person, particularly for skills that
are in high demand.
[0007] Another problem faced by employers is that they may stop
searching for more highly skilled employee(s) than they have, if an
employment position is currently filled. Consequently, an
employer's recruiting and hiring processes, and subsequent
operations, would be greatly enhanced if the employer could
efficiently and cost-effectively identify highly qualified talent
on a continuous basis. Accordingly, there is a need in the art for
a practical continuous recruiting system.
[0008] Another employment problem faced by employers is that there
is no uniformity among employers in how they communicate the
requirements, compensation, and benefits of their employment
positions to the public. As a result, it is difficult for talent to
efficiently and cost-effectively identify the universe of
employment positions for which their skills may be suited.
Consequently, an employer's recruiting and hiring processes, and
subsequent operations, would be greatly enhanced if the employer
could efficiently and cost-effectively communicate detailed
information about the skills and experience they require, and the
compensation and benefits they offer, in a structured manner that
facilitates the search by talent for optimal employment
opportunities.
[0009] At the same time that employers are encountering difficulty
in identifying highly qualified employees ("talent") to fill
specific employment positions, talent is struggling to find the
employers and employment opportunities that best match the talent's
skills and objectives.
[0010] For talent, establishing and developing a career involves
finding, researching, and targeting employers. Traditionally,
talent has used the same sort of inefficient means to find
employment opportunities as employers have used to find talent.
Talent has generally relied on school placement resources, replying
to classified advertisements, and word-of-mouth referrals from
persons who may already be employed by a particular employer, a
process that is as inefficient for talent as it is for employers.
And traditionally, talent has relied on resumes to present their
qualifications, yet there is no uniformity of resumes among talent.
Talent generally must "tailor" their resumes to respond to
particular employment opportunities, and talent may have only a
limited understanding of the skills being sought by a particular
employer. As a result, resumes are often unwieldy devices for
employers to consider.
[0011] Also, it may be difficult for talent to determine which
employers to target for potential employment, and which potential
opportunity represents the optimal use of their skills.
Accordingly, talent can waste much time and energy trying to find
the right position and may, nevertheless, fail to find an optimal
position.
[0012] Furthermore, it is difficult for talent to identify an
appropriate format for expressing his or her skills to an employer.
It is also difficult for talent to know what types of information
to share with a prospective employer. Consequently, it is
advantageous for talent to have the ability to maintain his or her
resume, including a detailed description of training, skills, and
experience in a uniformly structured manner on both a current and
cumulative basis (a "talent profile").
[0013] Even when a person is employed in a desirable position,
economic or other circumstances may cause the unexpected
termination of his or her employment. Specifically, talent may be
laid-off or terminated at an unanticipated time. Even if a talent
is not terminated, economic conditions may cause his or her
employer to go out of business. In some circumstances, talent will
be provided with adequate notice or severance pay to allow for
adequate time to seek other employment in the event of undesired
termination. However, in some circumstances, there is inadequate
time. Accordingly, there is a need in the job placement industry
for systems that allow talent to be continually in the job market
or at least ready to enter the job market on short notice.
[0014] Known methods of recruiting include the process by which a
manager will prepare a job description, and send the description to
a human resources ("HR") department, which may check its files of
resumes to determine if a qualified applicant has previously
contacted the company. The HR department may also consider
qualifications of internal candidates, and finally, the HR
department may place a classified ad in a newspaper or trade
publication. The company may also retain the services of a
professional recruiter, who may have connections with suitable
talent. In addition to classified ads in printed publications,
other media may be used to publish advertisements for talent.
[0015] As distributed computer networks such as the Internet have
become widely used, it has become possible to provide classified
employment ads to mass markets via on-line databases and
publications. Most major newspapers now have on-line editions that
may be used to search classified ads for job positions. For
example, the employment classifieds of the Kansas City Star
newspaper may be searched on line at http://www.kansascity.com.
[0016] Such on-line databases provide convenient access by
employers to an audience that is potentially beyond the scope of
coverage of subscribers to the printed newspaper. The on-line
databases also have an advantage to talent in that talent is better
able to search for jobs by geographic location or keyword. Of
course, both of those features are present in regular newspaper
classified advertising. Nevertheless, on-line databases of
classified ads share the same major drawbacks as printed classified
ads. First, both are highly unstructured and without uniformity of
job parameters. Second, both solicit highly unstructured resumes
without uniformity from prospective job candidates. Third, both
involve the placement of advertising in exchange for an up-front
payment obligation by the employer/advertiser.
[0017] Because a cost is associated with posting a classified ad,
there is an economic disincentive for employers to post jobs other
than those for which there is a current (or currently expected)
vacancy. Furthermore, the classified advertising model employed by
newspapers and existing on-line employment sites attracts almost
exclusively jobs for which there are current (or currently
expected) vacancies. Accordingly, many fewer jobs are advertised
than actually exist, and because much of the talent that is
currently employed are not continually looking, the jobs that are
advertised attract a much smaller pool of highly qualified talent
than actually exists. This situation is bridged at significant cost
to employers by their use of headhunters who recruit currently
employed persons who may be willing to change jobs for a better
opportunity, but are unwilling to continuously bear the burden of
the search effort.
[0018] For employers with on-going recruiting and employment
problems, the inefficiencies of existing mediums of finding the
best, and, in many cases, sufficient talent for a job is a serious
problem that contributes to on-going operational inefficiencies.
Likewise, for talent who would like to have access to the complete
picture of available jobs, the economic disincentive placed on
employers to provide information about all of their jobs is a
serious problem that diminishes talent's ability to optimize his or
her career.
[0019] For employers, the classified ad system allows a company to
develop a group of resumes of persons who have responded to ads.
Employers may also consider classified ads placed by talent,
indicating that they are available for employment. However, there
is a similar economic disincentive for talent to pay for
publication of a classified ad. Further, this combined group of
talent resumes is small in relation to the potential universe of
talent, and it does not provide an employer with the detailed and
comprehensive information necessary for employers to select an
ideal candidate.
[0020] Other recruiting systems are basically improvements to the
newspaper-based classified ad system. Several improvements have
been proposed and implemented. Specifically the Monster.com job
board, which may be found at www.monster.com, collects resumes and
allows posting of classified employment ads. Systems like
Monster.com represent an improvement to the traditional classified
ad system, in that these types of bulletin boards collect resumes
for free. Nevertheless, the posted jobs are essentially searchable
classified ads, and the resumes posted on Monster.com are not
searchable without payment of a significant fee. Again, this places
an economic disincentive on employers to search out the best
qualified candidate for a job.
[0021] The Monster.com site indicates that it is covered by U.S.
Pat. No. 5,832,497 to Jeffrey C. Taylor ("the Taylor patent" or
"Taylor"). The Taylor patent describes a system for managing
classified employment ads, using of two databases to store
information about resumes and about jobs.
[0022] Taylor discloses providing job industries, company
identifiers, job disciplines and job titles. Taylor describes using
a password system to specify who has access to the job records for
the purposes of adding, changing, and deleting job records.
Employer-users are charged for contact information on applicant
users. Fees are structured as a basic subscription charge allowing
a predetermined number of accesses, with a predetermined fee
associated with each access above the predetermined number of
accesses.
[0023] Several other on-line job sites collect information about
applicants and provide this information to prospective employers in
various ways; however, these systems suffer from drawbacks similar
to those of the Taylor patent. Specifically, HotJobs.com, Ltd.
(www.hotjobs.com) allows a user to choose a city and also to
specify a corresponding metropolitan area. Using HotJobs, a user
can search for a job in New York, for example, and find jobs in
nearby cities, without knowing the names of the other cities.
[0024] To use the HotJobs site, a job search user first registers
by providing his or her E-mail address and a password. Next the job
search user is prompted to either paste in the text of an existing
resume or to answer a set of questions that will provide for the
automatic generation of a resume. In addition to asking questions
pertinent to the resume, the HotJobs system asks job search users
about the types of jobs they are seeking, whether they are willing
to relocate, and whether they would like their resume to be
searchable by employers and/or recruiters. If the job search user
elects not to allow his or her resume to be searchable, the resume
will only be accessible by those employers that the job search user
specifies by using a process described below. An arbitrary job
search user of the HotJobs web site may search all of the posted
jobs. By registering and creating a resume, the job search user can
apply to any of the posted jobs.
[0025] Like Monster.com, HotJobs.com charges for posting jobs.
Therefore, the same economic disincentives are placed on employers
that would use the HotJobs system as is placed on employers that
would the Monster system.
[0026] Accordingly, known on-line job advertising systems represent
only minor improvements over the traditional newspaper-based
employment classified advertising system. And the known on-line job
advertising systems retain the significant economic limitation of
being based on the newspaper employment classifieds paradigm. The
services charge employers for posting their jobs, just as in the
newspaper model, and then they charge fees for merely having the
ability to search through the database of talent resumes.
[0027] Because the pay-to-post and subscribe-to-search systems
impose upfront economic barriers on employers, the systems have the
disadvantage of providing a disincentive for all employers to post
all of their jobs. Further, when talent knows that only a subset of
available jobs are posted and that employers are charged to search
resumes, talent will not be optimally motivated to use the career
site.
[0028] In order to avoid the economic barriers presented by
traditional print and on-line media to the comprehensive posting of
employment opportunities, some employers have established
employer-owned Internet sites wherein they list some or all of
their employment positions. Such sites, to the extent that the
employer has listed all of its employment positions, can provide a
prospective employee with a comprehensive view of opportunities
with that employer, but not with any other employer. Therefore,
while employer-owned sites avoid the economic barriers of
classified advertising, they do so at another cost--the loss of
broad exposure to the available pool of prospective employees, most
of whom are unaware of the employer-owned sites.
[0029] While the Internet theoretically allows an unlimited number
of prospective employees to visit an employer's web site to view
potentially all of such employer's positions at little or no cost
to the employer, that benefit is accomplished via the transfer of
economic burden to the prospective employee who must search
countless employer sites hoping for a comprehensive view of
employment opportunities. Some people have attempted to reduce the
cost-transfer defect of employer-owned sites by creating
"collector" sites that electronically link to various employers'
separate sites. Such collector sites are mere conduits that may
attract incremental attention from prospective employees, but do
little, if anything, to ultimately eliminate the economic burden
that is shifted to prospective employees. This is because the
employers continue to post their employment positions to their
separate sites. Under such collector systems, the prospective
employee must still periodically visit each site in order to
acquire a comprehensive up-to-date view of the market place of
employment opportunities. That burden imposes substantial economic
costs on the prospective employee due to the significant time
inefficiencies entailed.
[0030] Accordingly, a system is needed that does not have the
limitations of existing systems, and that encourages the
participation of all employers and all talent in an economically
efficient, on-going process of optimizing the use of available
skills.
SUMMARY
[0031] Systems, methods, distributed networks, and
computer-readable media are provided that relate to employment
services. Background information associated with talent-capability
attributes is received from talent in a structured format. Job
description information is received from employers in a structured
format. Prospective matches are identified between employers and
talent, and employers and talent are given an opportunity to
mutually consent to the exchange of talent contact information. In
one embodiment, after such mutual consent has been granted, a
financial transaction is consummated wherein the employer pays a
fee to the career site operator.
[0032] In one embodiment, skills descriptions are received from
talent. In one embodiment, mutual consent is indicated by a request
for an interview and an acceptance of a request for an interview.
In one embodiment, follow up surveys to employers and talent are
used to provide feedback to career site participants.
[0033] In one embodiment, employers provide information regarding
multiple divisions, including geographical and access scope
information.
[0034] In one embodiment affiliate marketing arrangements are
utilized to promote use of the career site. In another embodiment,
wholesale marketing techniques are employed. In yet another
embodiment, a multi-level retail marketing system is applied to
develop employer participation in the career site.
BRIEF DESCRIPTION OF THE DRAWINGS
[0035] The drawings constitute a part of this specification and
include exemplary embodiments of the disclosed subject matter and
illustrate various objects and features thereof.
[0036] FIG. 1 shows a schematic block diagram of a network in which
information systems consistent with the present invention may be
practiced;
[0037] FIG. 2 is a schematic block diagram representing
interrelationships between databases consistent with the present
invention;
[0038] FIG. 3 is a flow diagram representing an unauthenticated
user or interacting with a career site consistent with the present
invention, and a talent interacting with a career site consistent
with the present invention;
[0039] FIG. 4 is a flow diagram representing a process whereby
talent searches for and selects jobs and whereby it is determined
if talent has the minimum qualifications established and required
by the employers for the job(s) that talent has selected, the
processes being performed in connection with talent interacting
with a career site in operating in a manner consistent with the
present invention;
[0040] FIG. 5A is a flow diagram representing a series of
talent-initiated processes for gathering governmentally regulated
information about a talent in a manner consistent with the present
invention;
[0041] FIG. 5B is a flow diagram representing a series of
employer-initiated processes for gathering governmentally regulated
information about a talent in a manner consistent with the present
invention;
[0042] FIG. 6A is a flow diagram representing a talent-initiated
process for collecting information pertaining to protected classes
of employees, the process being performed in connection with talent
interacting with a career site consistent with the present
invention;
[0043] FIG. 6B is a flow diagram representing an employer-initiated
process for collecting information pertaining to protected classes
of employees, the process being performed in connection with talent
interacting with a career site consistent with the present
invention;
[0044] FIG. 7A is a flow diagram representing a talent-initiated
process for determining the eligibility of talent to be employed in
certain jobs requiring U.S. citizenship, the process being
performed in connection with talent interacting with a career site
consistent with the present invention;
[0045] FIG. 7B is a flow diagram representing an employer-initiated
process for determining the eligibility of talent to be employed in
certain jobs requiring U.S. citizenship, the process being
performed in connection with talent interacting with a career site
consistent with the present invention;
[0046] FIG. 8 is a flow diagram representing a process performed in
connection with an unauthenticated user interacting with a career
site consistent with the present invention, and an employer
interacting with a career site consistent with the present
invention;
[0047] FIG. 9 is a flow diagram representing a series of processes
performed in connection with an employer interacting with a career
site consistent with the present invention;
[0048] FIG. 10 is a flow diagram representing an employer-initiated
process whereby an employer searches for and selects talent
profiles for the purpose of establishing talent interest in the
employer's employment opportunity using a career site in operated
in a manner consistent with the present invention;
[0049] FIG. 11 is a flow diagram representing an employer-initiated
process for determining whether talent is interested in the
employer's employment opportunity in a manner consistent with the
present invention;
[0050] FIG. 12 is a flow diagram representing the purchase of
talent contact information by an employer in a manner consistent
with the present invention;
[0051] FIG. 13 is a flow diagram representing the payment of
referral fees and commissions for a career site operated in a
manner consistent with the present invention;
[0052] FIG. 14 is a flow diagram representing a procedure whereby
additional information about talents' and employers' employment
decisions is gathered subsequent to the release of talent contact
information to a prospective employer in a manner consistent with
the present invention;
[0053] FIG. 15 is a schematic block diagram representing the
relationship of trade associations to talent, employers and a
career site in a system consistent with one embodiment of the
present invention;
[0054] FIG. 16 is schematic a block diagram representing the
relationship of educational institutions, professional
associations, and labor unions to talent, employers and a career
site in a system consistent with another embodiment of the present
invention;
[0055] FIG. 17 is a schematic block diagram representing the
relationship of wholesalers to trade associations, professional
associations, educational institutions, labor unions, employers,
talent, and a career site in a system consistent with yet another
embodiment of the present invention; and
[0056] FIG. 18 is a flow diagram representing the relationship of
multiple levels of retailers with a career site in a system
consistent with a further embodiment of the present invention.
DETAILED DESCRIPTION
[0057] Referring to the drawings in greater detail, FIG. 1 shows a
block diagram of an embodiment of a network in which information
systems consistent with the present invention are practiced.
Computers 110 represent client computers that are used by talent,
employer-users, and other users and administrators of career
systems consistent with the present invention. Client computers 110
are of any type of data processing system capable of interacting
with a network based application, including conventional personal
computer ("PC") type computer systems that are available from
companies such as Hewlett-Packard Company and Dell Computer
Corporation, employing an operating system such as, for example,
the Linux operating system (which is available from companies such
as Red Hat, Inc.) or the Windows operating system (which is
available from the Microsoft Corporation). Alternatively, computers
110 utilize a UNIX platform such as those available from Sun
Microsystems and Silicon Graphics Inc. or the type of computer sold
under the trademark Macintosh.TM. by Apple Computer
Corporation.
[0058] In alternative embodiments client computers 110 may also be
implemented using other types of computing platforms including thin
clients, such as, for example, network computers or using personal
digital assistants ("PDA"), such as, for example, the iPAQ.TM. from
Compaq Computer Corporation, or the Palm Pilot.TM. from Palm,
Inc.
[0059] Network 120 represents a network, such as, for example, the
Internet, which is an interconnected network of other networks,
including local area networks ("LANs"), wide area networks,
("WANs"), wireless networks, the public services telephone network
("PSTN") or any other network capable of transmitting and receiving
digital information.
[0060] Through the network 120, client computers 110 may interact
with network applications such as career site application 140. In
one embodiment, the career site application 140 comprises a web
server 150 such as, the Apache web server available from the Apache
Software Foundation, or the Internet Information Server ("IIS")
available from the Microsoft Corporation. In one embodiment, web
server 150 provides application specific information to client
computers 110 based on information associated with a database
server 170. Application information is structured based on business
logic contained in an application server 160. E-mail server 142
operates in connection with the web server 150 to facilitate
sending and receiving of E-mail messages. Alternatively, each of
the E-mail server 142, the web server 150, the application server
160, and the database server 170 may be implemented in various
ways, including as three separate processes running on three
separate server computer systems, as processes or threads running
on a single computer system, as processes running in virtual
machines, and as multiple distributed processes running on multiple
computer systems distributed throughout a network. In one
embodiment, multiple servers corresponding to the E-mail server
142, the web server 150, the application server 160, and the
database server 170 are used. In this embodiment, conventional load
balancing techniques are employed to balance network load between
the multiple servers.
[0061] In one embodiment, application server 160 is a
ColdFusion.TM. application server available from Macromedia, Inc.
In this embodiment, when one of client computers 110 requests a web
page from web server 150, a request is transmitted through web
server 150 to application server 160, where the request is
processed and data requested from database server 170 as necessary.
Upon processing of the request a response is prepared and returned
to one of client computers 110 via web server 150.
[0062] Computer systems such as web server 150 and application
server 160 include memories in which information resides. These
memories may be either non-volatile, as in the case of flash
electrically erasable programmable read only memory, or volatile as
in the case of random access memory.
I. Career Site Overview
[0063] In one embodiment a career site is provided in connection
with a web site running on a web server such as web server 150 of
FIG. 1. Users wishing to search jobs or talent profiles on the
career site do not have to register to gain access to a subset of
features on the career site. In one embodiment, when a career site
is operated as a business, a fee is generated when an employer
elects to purchase contact information corresponding to a talent
profile. Consistent with the invention, there is no risk to an
employer by listing its jobs on the site because, unlike a typical
classified ad, there is no fee associated with listing jobs on the
career site. Further, a participating employer pays nothing until
it identifies talent having an appropriate set of skills and
experience, and the talent has expressed interest in the
employer.
[0064] In one embodiment, the amount of the fee paid by an employer
to the career site before obtaining contact information is related
to the educational level of a particular talent. In this
embodiment, the structured system of recording educational levels
in the talent profile is used in connection with accounting aspects
of the career site. For example, in one embodiment, the charge for
talent contact info is mapped to the highest education level as
follows: (i) GED costs $30; (ii) high school costs $40; (iii)
vocational educational training costs $50; (iv) associate's degree
costs $50; (v) bachelor's degree costs $65; (vi) master's degree
costs $80; and (vii) doctorate costs $100. In another embodiment, a
flat fee, such as, for example $50 is charged for all talent
contact information regardless of education level or required
compensation. In another embodiment, the price of contact
information is related to the maximum offered compensation of the
employer and is independent of educational level. In yet another
embodiment a combination of factors is used in determining the cost
of contact information, including for example, education level and
the intersection of required and offered compensation.
[0065] Any employer that wishes to add job descriptions to the job
database may do so without incurring any costs payable to the
career site operator for such additions to the job database. In one
embodiment, an employer that requires the assistance of the career
site operator in entering its jobs in the career site databases may
be required to pay fees for such assistance, but an employer's use
of such assistance is at the employer's discretion. Consequently,
the ability to avoid the economic barriers represented by the
existing models of searching for prospective employees removes the
disincentive to posting all of an employer's jobs that is found in
classified advertising based systems.
[0066] Since employers may comprehensively post any number of jobs
for free, the career site may be considered a continuous recruiting
system. As a result, employers may efficiently, effectively, and at
low cost optimize the pool of skills represented by their
personnel. And the resulting comprehensive listing of jobs,
encourages talent to post and maintain, throughout their career
life, a talent profile that enumerates and describes talent's
specific skills and qualifications in order to match as often as
possible the skills defined by employers in any number of job
listings. Because talent profiles are exposed on a continuous basis
to comprehensive listings of jobs by a potentially comprehensive
pool of employers, the career site may be considered a continuous
employment search and continuous career enhancing system.
[0067] The arbitrary user of the invention may search job listings
and talent profiles for free. While it is common for job seekers to
be able to search advertised jobs of multiple employers for free on
various commercial media, and to be able to search jobs of
individual employers for free on separate employer-owned on-line
sites, nowhere may job seekers search a comprehensive database of
freely-listed employment opportunities that is unimpeded by the
transaction cost of advertising. And employers that want to search
resumes face even more hurdles. In the case of print media, resumes
cannot be searched; in the case of current on-line systems, resume
searches are typically subject to subscription and other fees.
Accordingly, there is a need in the art for practical and
inexpensive ways for employers to search for resumes.
[0068] Consistent with the present invention, talent profile
searches yield results that do not include either the talent's
contact information or the name of talent's current employer.
Therefore, applicants need not be concerned that their information
is available to be searched. Additionally, since one of the fields
in a talent profile allows an applicant-user to specify that he or
she is currently content with his or her position, talent need not
be concerned that posting a talent profile may place talent's
current employment at risk in the unlikely event that the talent's
current employer may happen upon talent's profile and recognize it.
In one embodiment, talent profiles are always active. In another
embodiment, talent profiles are always active unless rendered
inactive for failure to respond to requests for interviews.
[0069] In an alternative embodiment, a talent is provided an
opportunity to disable his or her talent profile. In this
embodiment, if a particular talent profile is disabled the talent
resume will not be provided to employers, and the talent will not
receive messages regarding requests for interviews.
[0070] When an employer is seeking talent and searches the talent
database for a person with a predetermined level of training,
skills, and experience, and finds one or more suitable talent
profiles, the employer becomes the initiating party to the ensuing
transactions. When a talent is seeking employment and searches the
database for a desirable employment position, the talent becomes
the initiating party to the ensuing transactions.
[0071] Next the system compares the parameters of the talent
profile and the job listing involved in the initiating party's
inquiry, including comparing the minimum required compensation of
the talent with the maximum provided compensation of the job
position. If the parameters do not match or overlap, the initiating
party is told that the parameters (for example compensation
requirements) do not match. The initiating party may then be
offered an opportunity to change parameters and to try the
comparison again.
[0072] In one embodiment, if a talent is notified that his or her
minimum required compensation is too high and declines to lower his
or her minimum, the corresponding employer is notified that talent
are considering the employer's job descriptions and electing not to
lower their minimum requirements. In this way, employers are
provided an opportunity to raise the maximum compensation, even in
situations in which a talent is the initiating party.
[0073] In one embodiment, if a talent is notified that his or her
minimum required compensation is too high and declines to lower his
or her minimum, the corresponding employer is notified that talent
are considering the employer's job descriptions and electing not to
lower their minimum requirements. In this way, employers are
provided an opportunity to raise the maximum compensation, even in
situations in which a talent is the initiating party.
[0074] In an employer initiated process, when an employer declines
to increase its maximum compensation in response to a message that
it is too low for talents' minimum requirements, the
employer-identified talent are notified of the failed match and
that an anonymous employer has declined to increase maximum
compensation. Then, talent is provided an opportunity to lower
their minimum requirements. In this way, an initial, anonymous
salary negotiation can take place to facilitate employer and talent
matching.
[0075] Mutual interest is the basis for facilitating the exchange
of contact information between talent and an employer. Once an
internal matching has occurred in response to an action by an
initiating party, the non-initiating party must consent before the
release of talent's contact information.
[0076] When a talent is the initiating party, the talent, by
initiating the process, grants his or her consent to provide
contact information in the event that the employer wishes to
purchase the talent's complete talent profile. If the employer
expresses interest in pursuing the recruiting opportunity, the
transaction is completed, each party is notified, the talent's
contact information is transmitted to the employer, and the
employer contacts the talent. In one embodiment, an employer that
declines a talent-initiated employment inquiry is presented with a
survey requesting reasons why the employer declined. Reasons may
include, for example, talent's lack of experience. Responsive
e-mails or other communications are then presented to the talent
about why the employer declined the talent's inquiry. In one
embodiment, if the employer does not respond to the initial inquiry
or to the subsequent survey, the talent is informed, "The employer
corresponding to the job that you selected declined to pursue your
inquiry. No reason was stated."
[0077] When an employer is the initiating party, the employer
indicates its consent to purchasing the complete talent profile in
the event that the talent is interested in the employer's
employment opportunity. If the talent is interested in pursuing the
employment opportunity, the transaction is completed, each party is
notified, the talent's contact information is transmitted to the
employer, and the employer contacts the talent. In one embodiment,
a talent that declines interest in an employer-initiated employment
opportunity is presented with a survey requesting reasons why the
talent declined the employment opportunity. Reasons may include,
for example, geographic location. Responsive e-mails or other
communications are then presented to the employer about why the
talent was not interested in the employer's employment opportunity.
In one embodiment, if the talent does not respond to the initial
inquiry or to the subsequent survey, the employer is informed, "The
talent that you selected declined your employment opportunity. No
reason was stated."
[0078] Feedback is useful for several reasons. For example, it
allows talent to develop a realistic understanding of the types of
skills and qualifications for which employers are looking and the
compensation and benefits that employers are willing to provide;
allows employers to assess the adequacy of their compensation
packages and other aspects of their employment of their employment
environment; and removes or reduces the uncertainty associated with
rejection by the non-initiating party, or that may accompany
waiting for a response from the non-initiating party when it is
unclear whether the lack of a response indicates a delay in
processing or a rejection.
[0079] Transmission of contact information may be carried out in
various ways, including presenting the information via an
authenticated web page, electronic mail, facsimile, or any other
convenient medium for communicating contact information.
[0080] Job listings that are presented by employers are different
from classified ads. In one embodiment, job listings are similar to
the employers' internal human resources job descriptions.
[0081] Although job information may be entered manually, one
embodiment consistent with the present invention allows electronic
exchange of such information from separately maintained human
resource databases directly into career site databases. This
process is facilitated and optimized by the structured nature of
the career site databases.
[0082] In one embodiment, the career site receives precise talent
profile information including a uniformly described college degree,
with major and minor degree programs. In one embodiment, employer
job listings are associated with a database of more than 31,000
occupations. In one embodiment, the occupations database includes
information that can be obtained from the U.S. Department of Labor
at http://www.oalj.dol.gov/libdot.htm.
[0083] In one embodiment, some of the talent profile information,
for example, talent's current employer or current compensation is
not disclosed to employers unless they purchase a complete talent
profile. In one embodiment, talent profile information may include
information that may be disclosed to employers only under special
circumstances. For example, citizenship information may be
optionally collected from a talent, so that if the talent wishes to
apply for a position requiring a particular citizenship status, he
or she will be able to automatically provide that information. In
many cases, however, it is inappropriate for an employer to
consider citizenship in its hiring decisions, because such
consideration may lead to discrimination on the basis of national
origin. Accordingly, a career site, consistent with the present
invention will provide citizenship information only in
circumstances in which it would be appropriate for an employer to
consider the information.
[0084] Similarly, Federal Law and Executive Order require certain
employers to collect and analyze race and gender information of all
applicants to ensure that impermissible discrimination is not
taking place. Accordingly, career sites consistent with the present
invention have the ability to optionally collect information from
talent regarding race and gender information. In one embodiment,
race and gender information is provided to the employer at the time
the employer makes the hiring decision, but the employer agrees not
to use the information to unlawfully discriminate in any way.
Furthermore, after hiring decisions are made, and on a
predetermined interval, such as, quarterly, race and gender
information on an individual basis is provided to the employer for
a fee. In this way, employers may inexpensively comply with legal
requirements, have adequate information to prevent discrimination,
and document that non-discriminatory practices are in fact
compliant.
[0085] In one embodiment, the career site inquires about a talent's
licenses and certificates, such as for example, Licensed Practical
Nurse, or Certified Public Accountant. In another embodiment, the
career site asks about professional accomplishments. In a further
embodiment, the career site asks about a talent's English and
foreign language skills. In an additional embodiment, the career
site asks about a talent's professional associations. In another
embodiment, the career site asks about the educational
institution(s) attended by the talent, and the talent's field(s) of
study, including specialties such as medical specialties. In a
further embodiment, a talent is asked to classify his or her
current and past employment history according to the North American
Industry Classification System ("NAICS") and the Dictionary of
Occupational Titles ("DOT"). These detailed questions provide a
better understanding of a talent's experience than merely asking
about what an applicant did in his or her prior positions. Further,
the system allows input of educational and professional awards,
professional recognitions, and honors that talent has received.
[0086] Additionally, in yet another embodiment, the career site is
designed to receive skills information from a talent. By allowing a
talent to describe skills organized in a structured manner, a
talent has the ability to manage and to achieve optimal future
employment by comprehensively collecting data on his or her
marketable attributes. Further, the skills information provided by
a talent is in a format that distinguishes itself from mere
conclusory statements of skill, such as, for example, "highly
skilled in Russian language." Instead, the talent is asked to (i)
identify a skill among various skills set forth by the DOT that
constitute analytical, communications, and mechanical skills; (ii)
explain how the skill was acquired; and (iii) explain how the skill
helped the talent perform his or her employment duties in a better
fashion. By describing skills as identified above, it is clear how
the person has acquired and utilized the particular skill, which
allows an optimal evaluation of talent.
[0087] Methods, systems, and distributed networks consistent with
the present invention provide a powerful cumulative database
management system for talent and employers alike. For talent it is
a cumulative skills management system that a talent can maintain
over the talent's lifetime and that can be used to cumulatively
describe: (i) educational programs, including educational
institutions, levels of education, fields of study, and specialty
fields of study; (ii) employment positions, including employer
names and prior job descriptions that are cross-indexed to the
NAICS, and the DOT; (iii) licenses and certifications; (iv)
languages; (v) analytical skills that are cross-indexed to the DOT;
(vi) communications skills that are cross-indexed to the DOT; (vii)
mechanical skills that are cross-indexed to the DOT; (vii)
professional affiliations; (ix) professional references by
employment position; (x) professional accomplishments; (xi)
personal references; (xii) personal accomplishments; and (xiii)
other relevant cumulative items associated with the constantly
evolving attributes associated with a person's actual
experiences.
[0088] For employers, the management system is a cumulative human
resources recruiting and management system that enables management
of: (i) employer-account users corresponding to various employer
human resources recruiting and management functions; (ii) the
recruiting needs of divisions or business units within the
enterprise; (iii) the recruiting needs of employment positions,
cross-indexed to the DOT, including current open positions, and if
desired all employment positions within the company; (vi)
recruiting pay scales; (vii) benefits programs; (viii)
self-identification and reporting requirements of race and gender
of applicants to document effective non-discrimination policies of
the employer; (ix) reporting of the self-identification data if
required by regulators; (x) jobs requiring U.S. citizenship; (xi)
the number of filled and unfilled employment positions; (xii) the
skills required for each employment position; and (xiii) other
human resources recruiting and management functions.
[0089] Because a talent classifies each of his or her employers by
industry and dates of employment, methods, systems, and distributed
networks can be configured to aggregate relevant portions of the
talent's work experience in any tier of an industry using NAICS
codes that are a part of the industries database consistent with
the present invention. Further, because a talent classifies each of
his or her employment positions by occupation and dates of
employment, the talent's work experience in any tier of occupations
can be aggregated using the DOT codes that are a part of
occupations databases consistent with the present invention.
[0090] Additionally, by using structured data corresponding to
analytical, communications, and mechanical skills that are a
component part of the DOT classification system, employers have the
ability to search occupational titles other than the particular
occupational title associated with a particular employment position
for skills similar to those required for the particular employment
position. Identifying target skills found in other occupational
titles may, optionally, be based on the primary analytical,
communication, and mechanical skill required for each occupational
title, but may include skills other than the primary skills, and in
any combination.
[0091] Because the analytical, communications, and mechanical
skills that the career site requests talent to describe correspond
to the DOT codes, employers have the ability to search for relevant
skills that a talent described in his or her talent profile.
[0092] In one embodiment, employers may search based on a closest
metropolitan area. According to this embodiment, a search will
match talent residing outside of a particular metropolitan area if
the talent's location is nevertheless closer, in terms of cost,
distance, or time, to the selected metropolitan area that to any
other metropolitan area. In one embodiment, talent may search for
employers based on a closest metropolitan area. In an alternative
embodiment, the closest metropolitan area feature is not used in
connection with U.S. metropolitan areas but is used in connection
with metropolitan areas outside of the U.S.A.
A. Talent
[0093] Users may search job listings at no cost without registering
with the career site. However, in order to apply for an employment
position, a user must have registered as a "talent" and must have
posted a talent profile to the career site's talent profile
database. In order to post his or her profile to the talent profile
database, a talent must (i) select a username and password to
prevent unauthorized access to the talent's profile; (ii) provide
all required personal information, such as, for example, name,
address, phone number, and e-mail address; (iii) provide all
required information with respect to at least one school that the
talent has attended, such information to include, for example, the
name of the school, the talent's graduation status, the talent's
level of education, and the talent's primary field of study; and
(iv) provide all required information with respect to at least one
employment position that the talent has held (or indicate that he
or she has never been employed), such information to include, for
example, the name of the employer, the dates of employment, the
title of the job held, the employer's industry classification
according to the NAICS, the occupational classification of the
employment position held according to the DOT, a description of the
employment position held, and other information relevant to the
employment position talent has held. Optionally, talent may enter
information describing his or her special skills and abilities such
as analytical skills, communications skills, mechanical skills,
language skills, licenses and certifications, and professional and
personal accomplishments.
[0094] In one embodiment, the talent's identity is not discernable
to the arbitrary user of the career site. In another embodiment,
digital certificates are employed to prevent unauthorized access to
the talent's profile. Authentication and authorization may be
performed for a user account using other methods, including
biometrics, smart cards, and tokens.
[0095] After having created a talent profile, a talent may conduct
more refined searches of the career site's jobs database, and may
apply for jobs on the system.
[0096] In one embodiment, once a talent profile is established, the
talent may access a message repository similar to an electronic
mail box. The repository contains information about jobs sought and
the status of the employers' response to the talent's inquiries.
The repository also contains information regarding employer
inquiries regarding the talent's profile. In each case, the
information is linked to a specific job listing, and provides other
information such as the current status of each inquiry, the dates
of inquiry, and the response by either the employer or the talent
depending upon who initiated the inquiry.
[0097] In another embodiment, potential matches are automatically
suggested to talent based on comparisons with job descriptions
seeking talent having attributes similar to those provided in the
talent profile.
B. Employers
[0098] Users may search talent profiles without registering with
the career site. However, in one embodiment, in order to obtain any
talent contact information, a user must establish an account as an
"employer," and must post at least one job listing to the career
site's jobs database. To establish an account, the employer must
register with the career site. In one embodiment, the individual
establishing the account on behalf of the employer is designated as
the "account manager." In one embodiment, the identity of the
initial account manager is established when an employer account is
created. In one embodiment, another individual may be designated as
a substitute or replacement account manager. In one embodiment, the
identity of account managers is not discernable to the arbitrary
user of the career site.
[0099] In one embodiment, a username and password is selected by or
provided to the account manager to prevent unauthorized access to
an employer's account. In another embodiment, digital certificates
are employed. Authentication and authorization may be performed for
a user account using other methods, including biometrics, smart
cards, and tokens.
[0100] Some employers, especially large enterprises, may wish to
allow multiple persons to have access to their account ("account
users") to maintain job listings on the career site. Some
employers, especially large enterprises, may wish to create
multiple divisions of their account to categorize job listings
pursuant to the employers' operational divisions. Some employers
may wish to allow multiple account users for various divisions,
and/or to assign multiple divisions to one or more account users.
Accordingly, in one embodiment, the employer-user is asked whether
the employer has multiple divisions. If the answer to the multiple
divisions question is "No" then all posted jobs for the employer go
to a single listing for the employer. If the answer is "Yes" then
the employer may designate separate divisions, which correspond to
the employer's separate business units, facilities, offices,
departments, etc., and which may be separate legal entities such as
subsidiaries. In this way an employer more effectively manages its
jobs by location, division, or business unit.
[0101] In one embodiment, employer division information is
structured in a hierarchical manner, beginning with the parent
company, which is the employer in whose name the employer account
is established. Each subsequent division is categorized, for
example, according to Statements of Financial Accounting Standards
No. 141 and 142, as: (i) a subsidiary company, which typically
corresponds to legal entities at least partially owned by the
parent company; (ii) an operating division, which corresponds to
plants, product lines, or other constructs identified by an
employer as a "division"; (iii) a reporting unit, which is an
employer identified segment of an operating division; and (iv) a
department, which is an employer identified, and separately
tracked, segment of a reporting unit. Any number of divisions of
any category may be associated with an employer account.
[0102] In another embodiment, the employer is asked whether it
wants to allow multiple users to have limited access to the
employer's account. If the answer is "No," then only the account
manager may use the account. If the answer is "Yes," then the
account manager may identify multiple account users. In another
embodiment, account managers may grant account users access to
conduct administrative and recruiting functions for some divisions,
and restrict access to other divisions. Further, in one embodiment,
employers may grant account users access to conduct administrative
and recruiting functions for some job listings, and restrict access
to other job listings within the same division. In one embodiment,
to accommodate these features, the account manager establishes a
username and password for each account user. Ordinarily an employer
account manager will have the authority to grant and restrict
access to account users.
[0103] Once an employer is authenticated, the employer's account
manager may access a message repository similar to an electronic
mail box. Account users may access message repositories established
for them that correspond to the account users' division and job
listing assignments. Such repositories contain information about
talent sought and the status of such talents' responses to the
employer. The repositories also contain information about talent
inquiries regarding the employer's job listings. The talent sought
and talent inquiries sections of the repositories contain records
having information including: (i) employer division(s); (ii)
account user(s); (iii) linked job title(s), which provide a
connection to the posted job(s), (iv) linked talent profile
identifier(s), which provide a connection to blind or complete
talent profile(s); (v) dates of inquiry and response; and (vi)
current status.
[0104] In one embodiment, when the employer initially creates or
later modifies its employer profile, the system asks the employer
to classify itself using an industry classification. When an
employer indicates that it has multiple locations, divisions, or
business units above, the employer is prompted for an industry
classification for each of its sub-entities.
[0105] In one embodiment, the billing contact for the employer
defaults to the first account manager of the employer account.
However, the default billing contact may provide information about
a different billing contact by clicking on a check box. User
interfaces other than the check box may be used to provide instant
access to entering an additional billing contact. Billing contacts
may be done for the entire enterprise, or assigned on a sub-entity
basis.
[0106] In another embodiment, when a job listing is created, the
employer is asked to (i) classify the job according to the DOT;
(ii) describe the various skills required for the job such as
educational level, field of study, specialty, and language skills,
etc. using the career site's databases; (iii) provide a narrative
description of the job; and (iv) provide other information
pertinent to the career site's functionality, such as the maximum
compensation that the employer has assigned for the job listing,
and any regulatory criteria.
C. Data Controls
[0107] The career site employs a number of internal controls to
insure the integrity of its data. In one embodiment, when a user of
the career site inputs a city, the city is checked against a
database of geographical information, and if the city is not found,
the user is provided with an indication that the city was not
present in a comprehensive database of cities. In one embodiment, a
city is selected from existing choices by way of a multi-level
hierarchical data structure, in which the levels include, for
example, country, state or province, county or parish, and
city.
[0108] Additionally the data input system is advantageously
constructed so that all input data is checked for upper and lower
limits, and that all data is otherwise in conformance with the
restrictions of the career site's systems. For example, in one
embodiment, postal codes preferably include the appropriate number
of digits for the applicable country; geographic areas are
cross-checked against the comprehensive database; U.S. phone
numbers must be ten digits; foreign phone numbers preferably
include an indication that they are not domestic, e.g. by starting
with a "+" sign for example; names (such as, for example, city,
employer, school, and other types of names existing in the career
site databases) are checked against existing names in the various
databases; industry classifications, occupational classifications,
fields of study, languages, and various licenses and certifications
learned by the system are checked against existing data; and
information pertaining to analytical skills, communications skills,
mechanical skills, and professional and personal accomplishments
are collected in a comprehensively structured manner. All of these
steps are designed to insure that talent and employers are guided
to provide the fullest extent of relevant information, and to
insure the uniformity and integrity of data to the fullest extent
possible.
[0109] In one embodiment, telephone numbers are received in an
unstructured manner, without restriction. In this embodiment,
application server 160 determines if an international or domestic
number has been entered, based on the number of total digits
entered. In this embodiment, special characters (i.e. +) are not
stored with the phone number field. Special characters may be
removed in various places within career site application 140, e.g.
in a browser associated with client computer 110 or in web server
150 or in application server 160.
II. Databases
[0110] FIG. 2 is a block diagram representing interrelationships
between data sources consistent with the present invention. In one
embodiment, a relational database management system ("RDBMS") may
be employed, such as, for example, Oracle9i from Oracle Corporation
or SQL Server from Microsoft Corporation. In one embodiment, in
connection with an RDBMS, data structures known as tables are used
to represent the databases described in connection with the present
invention. Data structures other than those used in connection with
an RDBMS may be employed. The term database is used herein to
merely describe a collection of information. In one embodiment,
information is intentionally structured to minimize variation
between data entries. When allowing members of the public to
provide information to a computer system, it is advantageous to
maintain data in a consistent format. Accordingly, entries
representing the same thing are written in exactly the same way,
i.e. "New York City" is always "New York City" and not occasionally
"NYC." This is because, when categorizing and cross-referencing
employers and talent based on certain parameters, having an
inconsistent data format will cause the employers and talent to be
incorrectly categorized.
[0111] Accordingly, it is advantageous to have a comprehensive
database of parameters, such as, for example, "fields of study." In
one embodiment, a comprehensive set of fields of study is obtained
in advance of operating the career site by examining the degree
programs of several representative universities. In one embodiment,
additional fields of study may be learned by providing a user with
an opportunity to enter a different degree under an "other"
category, and then auditing the entered degrees to make sure they
are not merely a variation of an existing degree. If the degree is
found to be legitimate, it is added to fields of study database 217
preserving data consistency for the next person searching or
entering such a field of study. The employers 210, educational
institutions 215, geography 216, fields of medical specialties 218,
languages 219, hospital departments 221, trade associations 222,
professional associations and labor unions 223, and licenses and
certifications 224 databases are updated in a similar manner.
[0112] In one embodiment, benefits database 220 is fixed, in that
it does not learn new benefits, but may be modified from
time-to-time by the career site operator. However, employers may
supplement benefits database 220 with special benefits programs
they may have devised, which programs may be designated as
applicable to all of the employer's jobs, or limited to specific
employer divisions, or limited to specific jobs within specific
divisions.
[0113] In this way, data integrity is ensured and variations in
data entry style are minimized. Data consistency facilitates
matches in searching. In one embodiment, it is not necessary to
manually type in a category when searching. If a category is not in
a drop down list for searching, the category is not in the database
of categories.
[0114] In one embodiment, data integrity is imposed on industries
database 213 by providing a multi-level hierarchical industry tree
consistent with the NAICS, which is maintained by the U.S. Census
Bureau. As the NAICS is modified by the Census Bureau, the
classifications in industries database 213 are updated.
[0115] In one embodiment, data integrity is imposed on job
descriptions in occupations database 214 by providing a multi-level
hierarchical job-tree consistent with the DOT, which is maintained
by the U.S. Department of Labor. Levels may include, for example,
industry classification, occupational category, occupational
division, occupational group, and job title. Such a database may be
constructed using a relational database model or other types of
database models including multi-dimensional database models. As the
DOT is modified by the Department of Labor, the classifications in
occupations database 214 are updated.
[0116] In one embodiment, industries database 213 and occupations
database 214 are associated with each other.
A. Industries Database
[0117] NAICS, the North American Industry Classification System, is
a system for classifying businesses by industry. NAICS is a
classification system that is constructed based on economic
principles. In NAICS, economic units that use like processes to
produce goods or services are grouped together. NAICS is a
replacement for the Standard Industrial Classification ("SIC"),
which had been used in various versions since the 1930s. NAICS is a
six-digit system that provides for increased flexibility over the
old SIC codes.
[0118] Consistent with the present invention, coded, labeled, and
described industry and sub-industry entries are structured into
five tiers. For example, code 488111 is for "Air Traffic Control"
and is a 4th subpart of the Transportation and Warehousing
industry. For example:
TABLE-US-00001 Transportation and Warehousing Support Activities
for Transportation Support Activities for Air Transportation 20
Airport Operations Air Traffic Control
[0119] In one embodiment, industries database 213 is searchable by
each of 5 tiers. In one embodiment, each entry in the coded,
labeled, and described industry listings, within industries
database 213, is accompanied by an English language description of
the entry that talent and/or employers may access for additional
consideration of the classification choice they make. Talent are
asked to classify each employment position they have held by the
employer's industry. Employers are asked to classify themselves as
a whole (for example, "conglomerate"), and to classify each
division that they may set up in the career site system. Divisions
may have a different classification than the employer as a
whole.
[0120] In one embodiment, industries database 213 is intended to
allow a precise classification of the industry or industries in
which a particular talent has worked and the industry in which an
employer's particular job listing participates. The precise
classifications facilitate highly refined searches by talent for
jobs and by employers for talent, which searches can be done by any
industry tier in industry database 213.
[0121] In one embodiment, industries database 213 will be updated
to correspond with updates to NAICS. Industries database 213
searches may be carried out in combination with searches performed
on other databases, such as, for example, those represented in FIG.
2.
[0122] In one embodiment, the number of years of experience that
talent has in a particular industry tier is calculated by the
career site operator to facilitate matching the industry experience
offered by the talent to the industry experience required by
employers. In one embodiment, industries database 213 is updated as
the NAICS is updated from time-to-time by the U.S. Census Bureau.
Industries database 213 may be searched in combination with any
other databases of the career site, such as, for example those
represented in FIG. 2.
B. Occupations Database
[0123] In one embodiment, occupation database 214 uses information
from the Dictionary of Occupational Titles--Fourth Edition, Revised
1991, published by the U.S. Department of Labor. DOT is a system
for classifying jobs and the skills required for each job.
Occupations database 214 includes over 31,000 separately identified
occupations or "occupational titles" that are assigned to
successively broader groups. In one embodiment, the structure of
occupations database 214 consists of coded, labeled, and described
occupational and sub-occupational entries consisting of 4 tiers,
including:
TABLE-US-00002 Occupational Category Occupational Division
Occupational Group Occupational Title
[0124] For example, the occupation of Artificial-Breeding
Technician is the Occupational Title of the following Category,
Division, and Group:
[0125] Agricultural, Fishery and Forestry Occupations Animal
Farming [0126] Animal Services [0127] Artificial-Breeding
Technician
[0128] Each occupational title is matched to a three-part
combination of coded, labeled, and described primary job skills
associated therewith. Skill categories include:
[0129] 1. Data and Analytical Skills
[0130] 2. Communications and People Skills
[0131] 3. Mechanical Skills
[0132] The three categories of skills are further broken down into
subparts for which there are corresponding codes. The subparts
include:
[0133] Data and Analytical Skills
TABLE-US-00003 Synthesizing Coordinating Analyzing Compiling
Computing Copying Comparing
[0134] Communications and People Skills
TABLE-US-00004 Mentoring Negotiating Instructing Supervising
Diverting Persuading Speaking - Signaling Serving Taking
Instructions - Helping
[0135] Mechanical Skills
TABLE-US-00005 Setting Up Precision Working Operating - Controlling
Driving - Operating Manipulating Tending Feeding - Offbearing
Handling
[0136] In a systematic manner, talent is asked to describe their
skills in each subcategory of data/analytical,
communications/people, and mechanical skills. In addition, each
occupational title is assigned to a particular industry. For
example, the occupational title of Artificial-Breeding Technician
is assigned to the Agriculture industry. In one embodiment,
occupations database 214 includes a written description or
definition of occupational titles that talent and/or employers may
access for additional consideration of the classification choice
they make.
[0137] A talent is asked to classify each employment position they
have held by occupational title, when the employment position is
added to his or her talent profile. Employers are asked to classify
each job listing they post to the career site by occupational
title. Occupations database 214 allows precise classification of
talent's current or past employment positions and a precise
classification of each employer's individual job listings.
[0138] Talent may use occupations database 214 to search for jobs
in any occupational category, division, group, or title. Employers
may use occupations database 214 to search for talent that have
worked in any occupational category, division, group, or title.
Employers may also use occupation database 214 to search for talent
that has described specific data/analytical, communications/people,
and mechanical skills compatible with the employer's requirements
and expectations for the job. Occupation database 214 may be
searched in combination with any other databases of the career site
such as, for example, those represented in FIG. 2.
[0139] In one embodiment, selections from occupations database 214
are presented to talent and employers after a keyword search of the
occupational titles. In addition to the occupational titles, the
corresponding occupational group and industry are presented to
assist talent and employers in the selection of a specific
occupational title. The results of the keyword search may be sorted
alphabetically by occupational group, title, or industry to assist
talent and employers in the selection of a specific Occupational
Title. If additional assistance is required for classifying an
employment position or job listing, a narrative description may be
accessed for each occupational title.
[0140] In one embodiment, the number of years of experience that
talent has in any Occupational Category, Division, Group, or Title
is calculated by the career site operator to facilitate matching
the experience offered by the talent in a particular occupation to
the occupational experience required by employers.
C. Hospital Departments Database
[0141] Hospital departments database 221 contains information
gathered from hospitals and other sources to prepare a list of
functional departments within hospitals. Hospital departments
database 221 is used to further classify talent's hospital
employment position(s), if any, and an employer hospital's
employment positions. This feature is important because, for
example, registered nurses may hold many different positions within
a hospital. Accordingly, talent and employers may conduct searches
based on designated hospital departments. Hospital departments
database 221 may be searched in combination with any other
databases of the career site, such as, for example, those
represented in FIG. 2.
D. Employers Database
[0142] In one embodiment, employers database 210 contains
information regarding employers that have provided employer
information, and the names of employers provided by talent for whom
no employer account has yet been established. Therefore, in one
embodiment, talent may add an employer name, location, and industry
classification to employers database 210 if said database does not
already contain such information. If an employer account is later
established, the information provided directly by the employer will
be used by the career site operator to replace any information that
may have been provided by talent.
[0143] Employers database 210 includes information comprising an
employer's (i) name; (ii) address; (iii) phone number; (iv) NAICS
code(s), (v) account users and e-mail addresses, and other
identifying information, including, for example, a number of
divisions or business units of an employer and associations between
an employer's account users, divisions, and job listings. In one
embodiment, employers database 210 is updated as each employer
establishes or registers an employer account with a particular
career system operator.
[0144] In one embodiment, a talent may use the employer name
portion of the employers database 210 to identify the employer
precisely. Employers may conduct searches for talent based on
employers' names in order to identify talent who have worked for a
particular employer in the past. This functionality serves as an
alternative industry search and may identify talent who
misclassified the industry and/or occupational title of their
previous employment.
[0145] In one embodiment, logic used in connection with employers
database 210 includes a routine to safeguard against employers
establishing duplicate employer accounts for a single employer. In
this embodiment, when a new employer account is established, it is
compared to existing employers using a soundex name comparison and
for example a comparison of address and industry codes.
[0146] In one embodiment, talent and unauthenticated users may use
employers database 210 to search for jobs listed by particular
employers using as broad or as refined a set of criteria as the
talent chooses to use. Searches of employers database 210 may be
made in combination with any other databases such as, for example,
those represented in FIG. 2. Talent may search job listings using
any available data field supplied by employers, or by use of key
words, except that talent may not search employers database 210
using employers' confidential information, including, for example,
the names and addresses of the account manager or account
users.
[0147] In one embodiment, personally identifying information
regarding persons associated with employers in employers database
210 and maximum compensation allocation may not be viewed by anyone
other than the account manager and account users associated with a
particular employer, and authorized personnel associated with the
career site operator.
E. Talent Profiles
[0148] Talent profiles database 205 contains biographical
information about talent that would be useful for an employer or
recruiter to determine if the talent has suitable skills, training,
and experience to be considered for a particular job. Talent
profiles database 205 includes information received from talent. In
one embodiment talent information is received and stored in a
structured format. The talent information includes information
selected by talent from lists of information such as, for example,
information contained in industries database 213, fields of study
database 217, educational institution database 215, occupations
database 214, employers database 210, hospital departments database
221, medical specialties database 218, geography database 216,
languages database 219, professional associations and labor unions
database 223, trade associations database 222, and licenses and
certifications database 224. Talent information may also include
other data supplied by talent from their own sources. In one
embodiment, personally identifiable information is not available
for searching or viewing by anyone other than the particular talent
and authorized personnel of the career site provider.
[0149] Employers may use talent profile database 205 to search for
talent using as broad or as refined a set of criteria as the
particular employer chooses to use. Employers may search talent
profiles database 205 using any available data field supplied by
talent, or by use of key words, except that employers may not
search talent profiles database 205 using talent's confidential
information. When an employer searches talent profiles, the
employer does not receive certain information designated as
confidential, including, for example the talent's name, home
address, telephone number, E-mail address, minimum compensation
requirements, and current employer's name. Nevertheless, a match
would not have occurred between a talent profile and a job listing
if there were not overlap between the maximum compensation
parameter in the job description and the minimum compensation
requirement associated with particular talent. In one embodiment,
when an employer purchases talent contact information, the employer
is provided with the talent's name, home address, telephone number,
E-mail address, and current employer's name but is not provided the
talent's minimum compensation requirements.
[0150] In one embodiment, a talent creates his or her profile
directly as indicated in block 204. Alternatively, talent profile
information may be added to talent profiles database 205 from
existing data sources of talent profile information. In either case
educational institution referrals 201, professional association
referrals 202, and other sources of talent profiles 203 may be used
to provide talent profile information.
F. Jobs Database
[0151] Jobs database 211 includes information gathered from
employers in a structured format. It includes information provided
by employers from industries database 213, field of study database
217, educational institution database 215, occupations database
214, employers database 210, hospital departments database 221,
medical specialties database 218, geography database 216, languages
database 219, professional associations and labor unions database
223, trade associations database 222, and licenses and
certifications database 224. Jobs database 211 may also include
other information supplied by employers from independent
sources.
[0152] Personally identifiable information such as the names and
other information of account managers, billing contacts, account
users, and other confidential information such as maximum
compensation allowed for a job, may be accessed only by an account
manager associated with the employer or by authorized personnel of
the career site operator.
[0153] Talent uses jobs database 211 to search for jobs on as broad
or as refined a set of criteria as they choose to provide. Talent
may search job listings using any available data field supplied by
employers, except that talent may not search jobs listings using
the confidential and personally identifiable information of
employers' account managers, billing contacts, account users, and
maximum compensation specified for the particular job listing.
Nevertheless, a match would not have occurred between talent and an
employer if there were not overlap between the maximum compensation
parameter in the job description and the minimum compensation
requirement associated with particular talent.
[0154] In one embodiment, employers are encouraged to list every
job they have or intend to have. In this embodiment, such listings
are maintained indefinitely by the career site operator, and the
listings are expanded, contracted, or edited by each employer,
either by individual manual entry, or by automatic electronic
exchange with an employer's enterprise database application, as the
employer's recruiting and operational needs change.
G. Geography Database
[0155] In one embodiment, geography database 216 is used in
connection with talent profile database 205, employers database
210, and jobs database 211 to precisely locate talent, employers,
and jobs. Geography database 216 may be used to measure the
proximity of talent to employers or jobs. In one embodiment, a
database of postal codes may be acquired by continued operation of
the career system. As users enter the names of their cities, the
associated postal codes are stored in a database with an
association to a town. If a particular user mistypes or incorrectly
specifies a town or a postal code, repeated use will provide an
ability to identify the incorrect associations by checking for
consistency with other records and other sources, such as databases
that are commercially available. Political sub-entities may include
entities such as, for example, cities, towns, or villages;
counties, or parishes; and states, provinces, or regions.
[0156] In one embodiment, a commercial database containing
associations between political sub-entities and postal codes is
used directly. In an additional embodiment of the present
invention, the association between political sub-entities and
postal codes may optionally learn city and postal code associations
by aggregate analysis of data that is entered into the system by
users.
[0157] Other convenient geographical units exist. For example, the
U.S. Census Bureau has provided the public with metropolitan area
("MA") population estimates. These MA population estimates are
associated with county and sub-county population estimates, which
are based on censuses conducted by the U.S. Census Bureau. MAs are
further designated as Metropolitan Statistical Areas ("MSA") or
Consolidated Metropolitan Statistical Areas ("CMSA"). Within an MA,
a "central city" is designated based on the city with the largest
population in each MSA or CMSA.
[0158] MAs include MSAs, CMSAs, and primary metropolitan
statistical areas ("PMSA"). An area that qualifies as an MSA and
has a population of one million or more may be recognized as a CMSA
if separate component areas that demonstrate strong internal,
social, and economic ties, including availability of
transportation, can be identified within the entire area and local
opinion supports the component areas. Component areas, if
recognized, are designated PMSAs. If no PMSAs are designated within
the area, then the area remains an MSA.
[0159] In one embodiment, a user may conduct a geographical search
by county, because some rural counties are not part of an MSA, and
accordingly a user, whether applicant or employer will not be
excluded from a search on the basis that a particular location is
not part of an MSA.
[0160] In this way, methods and systems consistent with the present
invention provide optimal geographic choice in searching for jobs
and candidates. This is particularly useful for employers that
would like to consider persons with close geographical ties to the
area in which a particular job is located.
H. Associations Databases
[0161] Trade associations database 222 and professional
associations and labor unions database 223 include the vast
majority of established trade and professional associations in the
world. In one embodiment, there are approximately 7,649 trade and
professional associations in trade associations database 222 and
professional associations and labor unions database 223. Talent and
employers use trade associations database 222 and professional
associations and labor unions database 223 to make a precise
designation of such organizations with which they associated.
Employers use professional associations and labor unions database
223 to refine their searches for certain skills possessed by talent
who belong to particular associations.
[0162] In one embodiment of the present invention, commissions may
be paid to professional associations that are affiliated with
talent who are using the career site, and to trade associations
that are affiliated with employers that are using the career
site.
I. Fields of Study and Educational Institutions Databases
[0163] When talent provide talent profile information to talent
profile database 205, they are asked to provide specific,
structured background information, including information about
training and experience. To facilitate collection of structured
data, fields of study database 217, medical specialties database
218, and educational institution database 215 are provided.
[0164] Fields of study database 217 includes information collected
from various representative educational institutions to prepare a
list of educational emphasis that is intended to enumerate the vast
majority of possible fields of study. In one embodiment, fields of
study database 217 identifies narrower fields of study that exist
within broader fields. For example, "Pharmacy" may be broken down
into the following subparts:
TABLE-US-00006 Clinical Sciences Doctor of Pharmacy General
Medicinal Chemistry Pharmaceutical Chemistry Pharmaceutics Pharmacy
Administrative and Social Sciences
[0165] Talent are asked to designate their field(s) of study by
selecting from an enumerated list obtained from a data source, such
as, for example fields of study database 217. If fields of study
database 217 does not include a talent's particular field of study,
then the talent is asked to type in his or her particular degree.
The database will be updated as previously unlisted degrees are
identified and optionally audited for duplication and
correctness.
[0166] Medical specialties database 218 includes information
collected from various educational institutions in order to prepare
a list of specialties within the various medical fields of study,
and is intended to enumerate the vast majority of possible medical
specialties. In one embodiment, medical specialties database 218
identifies narrower fields of study that exist within a broader
medical field of study. For example, a specialty within the
"medical-surgery" field of study might be "hand surgery."
[0167] Field of study database 217 is intended to allow a precise
classification of talent's major and minor areas of educational
emphasis. Medical specialty database 218 is intended to allow a
further refinement of classification with respect to the
educational and occupational emphasis of licensed health care
providers, such as doctors, nurses, and therapists. It will be
apparent to the casual observer that other occupations offer
specialization, such as, for example, the legal profession. An
embodiment of the present invention is the expansion of the
specialty database concept to occupations other than medical
occupations.
[0168] Precise classifications facilitate highly refined searches
by talent for jobs requiring appropriate education and by employers
for talent with particular education.
[0169] Educational institutions database 215 contains information
about educational institutions. Educational institution database
215 is intended to include the vast majority of all colleges,
universities, and vocational schools in the world. Based on the
enumerated list, talent are asked to precisely designate the
schools of higher education they have attended. If educational
institution database 215 does not include the school from which a
talent graduated or attended, the talent is asked to provide the
name of the school.
[0170] Employers may use the educational institution database 215
information to search for talent who graduated or attended specific
institutions. In one embodiment, educational institution database
215 will be updated as new schools are identified by talent or
employers, or as colleges, universities, or vocational schools
establish accounts with the career services provider consistent
with the present invention.
J. Languages Database
[0171] When talent provide talent profile information to talent
profiles database 205, they are asked to identify their language
skills To facilitate collection of this information in a structured
manner, languages database 219 is provided. Languages database 219
is intended to enumerate the vast majority of the world's
languages. In one embodiment, languages database 219 will be
updated as additional languages are identified by talent,
employers, or other sources available to the career site.
K. Benefits Database
[0172] In one embodiment, benefits database 220 is associated with
employers and job descriptions. The benefits database includes a
standardized listing of benefits that may be associated with a
particular employer or job. Some examples of standard benefits
include incentive pay, health insurance, including an
identification of health care providers, 401-K, dental insurance,
continuing education, signing bonus, pension, on-site daycare,
flex-time, free parking, relocation, paid vacation, and
differential shift pay. Because benefits information is recorded
and stored in this way, it becomes searchable by talent. In one
embodiment, when talent searches for jobs, icons are displayed that
represent the particular standardized benefits that the employer
offers with the particular job. The benefits database may, at the
option of each employer, also include benefits that are unique to
the employer.
IV. Searches for Talent and Jobs
[0173] Searches of an arbitrary career site databases may be
conducted in conjunction with any or all of the other career site
databases. These criteria may be used in connection with
self-searches (whereby the user conducts a search at his or her
prompting), and with automatic searches (whereby the user specifies
at least one set of search parameters that are saved by the career
site operator in order to conduct periodic searches) of the career
site to facilitate matching talent with the type of position talent
is seeking.
[0174] In one embodiment, a talent is asked to identify every
country in which he or she may lawfully work. Such information
facilitates searches conducted by employers. In one embodiment,
employers and talent have the ability to conduct either or both of
"domestic" and "foreign" searches. For employers, a domestic search
identifies the talent profiles of talent who live in and are
lawfully eligible to be employed in a designated country, which may
or may not be specified as the U.S. Employers may also conduct a
foreign search to identify the talent profiles of talent who live
outside of a designated country, but who are lawfully eligible to
work in the designated country, which again may or may not be
specified as the U.S.
[0175] In one embodiment, talent may conduct a domestic search to
identify jobs located within a designated country, which may or may
not be specified as the U.S. For talent, a foreign search
identifies jobs located outside of a designated country, which
again may or may not be specified as the U.S.
[0176] Searching may be performed by way of search interfaces 206
and 212. Potential search capabilities include both searching jobs
database 211 and talent profiles database 205. In one embodiment,
the process of searching domestic job descriptions includes
selecting a geographical region. In one embodiment an applicant may
search for jobs by any available geographic designation, which
includes country; state, province, region or similar designation;
county, parish, township or similar designation; city, town,
village, or similar designation; zip or postal code.
[0177] In one embodiment, a user of the site may search for talent
profiles or jobs that are aggregated within a designated geographic
area. If some or all of the designated area encompasses an MSA,
then two levels of results are presented. The first level presents
the results that are within the designated geographic area; the
second level presents the results that are within the corresponding
MSA and, if applicable, CMSA.
[0178] In one embodiment, the user of the site may broaden or
narrow the search. For instance, the user may broaden his or her
search from a designated city or MSA within a state to the entire
state. Or the user may narrow from a CMSA, such as, for example,
the Baltimore/Washington CMSA, to a PMSA or a component of a PMSA,
such as, for example, limiting the search to the District of
Columbia or to a specific zip code. A search may be broadened or
narrowed to any of the available geographical divisions in
geography database 216.
[0179] In one embodiment, geography database 216 includes
searchable listings of every country in the world, and each
country's states, provinces, or other political subdivision,
cities, and postal codes gathered as part of the data collection in
connection with talent profiles database 205, employers database
210, and jobs database 211. In one embodiment, for countries other
than the U.S., employers and talent are asked to select from a list
or directly provide a metropolitan area, or fractional portion
thereof, closest to their place of residence. If a city is not
listed, then it is not in the database, and the closest
metropolitan area should be selected.
[0180] In one embodiment, employers directly create accounts as
shown in connection with block 209. Additionally, trade
associations 207 and other sources yielding employers 208 may be
used to refer employers to the career site and to provide
information to employers database 209. Alternatively, employer data
sources may provide employer data directly, such as, for example in
the case of a trade association providing employer information
about its employer members.
[0181] In one embodiment of the present invention, the results of
talent-initiated searches for jobs are presented to the talent
ranked by the maximum compensation offered by the employer for the
particular job; the job offering the highest compensation is listed
first and the job offering the lowest compensation is listed last.
Nevertheless, the actual compensation ranges specified by employers
are not disclosed to anyone. In one embodiment, the results of
employer-initiated searches for talent are presented to employers
on a scoring system (discussed later in this patent application)
consistent with this invention; the talent profile evidencing the
most favorable score is listed first and the talent profile with
the least favorable score is listed last. Nevertheless, the score
calculated by the career site operator is not disclosed to anyone,
and is merely used to determine the order of presentation.
[0182] At the election of the user, one or more search parameters
devised by the user will be saved by the career site operator for
such user's future use within the career site. At the election of
the user, the results of searches conducted by the user will be
saved for such user's future use within the career site.
V. Talent-Initiated Processes
[0183] FIG. 3 is a flow diagram representing a process performed in
connection with an unauthenticated user and a talent (i.e. a user
that has registered as a talent) interacting with a career site
consistent with the present invention. First, an unauthenticated
user visits the career site (stage 301). In one embodiment, the
career site provides users with access to a web page. A user could
alternatively access an application in forms other than a web page,
such as, for example, by way of a speech recognition interface.
Next, the unauthenticated user visits pages of interest in the
application (stage 302). The pages or content of interest may
include (a) searching (i) talent profiles, (ii) job listings, (iii)
articles; and (b) viewing advertisements, or other content in the
career site. The unauthenticated user may search jobs and talent
profiles, but may not apply for jobs or purchase talent contact
information (stage 303).
[0184] While accessing the site, a first-time user has an ongoing
opportunity to register with the site (stage 304). Users must
register as either "talent" or "employers." If a user decides not
to register and has no more pages or content of interest to him or
her, then the session ends (stage 328). If an authenticated user
intends to register as a talent, then he or she continues with the
process described in FIG. 3 (stage 304, et seq.). If an
authenticated user intends to register as an employer, then he or
she continues with the process described at FIG. 8 (stage 804).
[0185] Authentication is the process of identifying an individual,
usually based on a username and password or credentials. Other
methods of authentication may be employed without departing from
the scope of the present invention, including digital certificates,
token cards, and biometrics. An authenticated user is a user that
has provided adequate credentials to an authentication system,
based on a predetermined standard for adequacy of credentials. In
connection with the present invention, "predetermined" means to be
determined prior to any attempted access.
[0186] In one embodiment, an unauthenticated user of a career site
application may access only a subset of the available features of
the career site application. Areas to which access is allowed to
unauthenticated users in this embodiment include: (i) a home page
associated with the career site; (ii) a talent section that
provides information to talent about registering with the system
and about how to use the system; (iii) an employer section that
provides information to employers about registering with the system
and how to use the system; (iv) "quick search" of the job
description, talent profile, and employer databases; (v) a
"storefront" section where the user may learn more about specific
employers that are using the career site for recruiting purposes;
(vi) an industry news section where users may access news articles
pertaining to one or more industries or employers that the talent
has identified, and/or in which talent has expressed interest as
evidenced by talent's most recent job search and/or employment
application; (vii) a section that describes commercially available
reports prepared by the career site operator; (viii) an "affiliate"
section that describes the career site's affiliate marketing
programs; (ix) an "about us" section that provides information
about the career site operator, including information such as, for
example, contact information for the site operator; (x) a privacy
statement regarding information that is collected; and (xi) terms
of use of the career site.
[0187] In one embodiment, "quick search" is a function designed to
search the career site's databases in a manner that is less
specific than the "full search" function, which is capable of
searching all data fields in the career site's databases.
[0188] In one embodiment, an unauthenticated user is not allowed to
perform the functions of (i) "full search" function; (ii) create or
modify a talent profile; (iii) create or modify an employer
account; (iv) create or modify a job listing; (v) apply for a job;
(vi) convey an employment opportunity to talent; or (vii) create or
modify storefronts.
[0189] In one embodiment, registering with the career site involves
choosing to register as either "talent" or as "employer." The
remainder of this section generally pertains only to users who have
registered as "talent."
[0190] Registering as talent involves providing several discrete
pieces of information. In this embodiment, required information
includes, for example, first name, last name, residence address,
e-mail address, telephone number, a unique user-ID and password,
birth date, and the answer to one question chosen by the talent
from among several questions presented that is used for
identification purposes if the talent ever forgets the user-ID or
password. The discrete pieces of information required for
registration may be expanded or contracted without departing from
the scope of the present invention.
[0191] If the user elects to register with the site as talent, the
talent will receive a welcome message via e-mail (stage 305). The
talent then also has full site access (stage 306, et seq.). Next
the talent has an opportunity to complete a talent profile (stage
307). In one embodiment, talent is encouraged to complete a talent
profile, because it will increase the likelihood that an employer
will be motivated to contact the talent with an employment
opportunity. In one embodiment, a talent is encouraged to complete
the talent profile, because the talent may not apply for a job
listed in the jobs database unless talent's profile includes the
minimum required information.
[0192] In one embodiment, once a talent registers and authenticates
with the site, the talent may access a career site message
repository that resembles an electronic mail box. The message
repository contains information about the positions or job listings
for which talent has applied and the status of each such
application, including employer name, linked job title, dates of
inquiry and response, whether the employer has accepted or declined
to proceed, and the reason employer declined. The message
repository also contains information about employers' inquiries
submitted to the talent, including employer name, linked job title,
dates of inquiry and response, and whether the talent has accepted
or declined to proceed, and the reason that the talent declined, if
applicable.
[0193] Consistent with the present invention, talent profiles are
received and stored in the talent profiles database 205 for any
talent that wishes to store a talent profile in the system. Even
talent who are not currently seeking employment may develop and
maintain their talent profiles including an extensive set of skill
descriptions. Consequently, talent profiles are continuously
available for consideration for new employment opportunities, thus
enhancing the talent's ability to optimize his or her career
opportunities.
[0194] Talent profiles are made available to the public for
searching and browsing without any contact information, and without
the talent's current employer's name. Accordingly, a talent's
current employment position is not jeopardized. In any event, since
the present invention contemplates continuous job search by all
talent and continuous recruiting by all employers, it is
anticipated that the arbitrary talent will elect to display his or
her talent profile continuously. In the event that a talent does
not want to continuously display his or her talent profile, then
the talent may elect to make his or her entire talent profile
"invisible" to others until the talent reverses that election.
[0195] In completing an employment profile, a talent is guided
through a detailed, multi-step process during which talent provides
information, such as, for example: (i) personal contact
information; (ii) educational history; (iii) employment history;
(iv) special skills and qualifications; (v) professional
affiliations; (vi) optionally, race and gender information for use
in programs, such as, for example, affirmative action programs and
(vii) optionally, citizenship information for use in programs, such
as, for example, government contracting programs. If a talent
chooses not to complete an employment profile, he or she will not
have full access to the site and will not be able to apply for jobs
until the minimum requirements for a talent profile are satisfied.
If the talent elects to complete a talent profile, the results are
saved for searching, analytical, and reporting purposes (stage
321). Based on the saved information, a fully disclosed talent
profile 322 is available for inspection by the talent, and a
limited disclosure talent profile (i.e., one lacking contact
information) is available for public inspection (stage 323).
[0196] FIG. 3 also includes a process for already registered talent
to "sign in." First, if the talent is not already signed-in, then
he or she must "sign in" using his or her previously selected
user-ID and password (stage 324). Next, the talent is presented
with all employer-initiated and certain talent-initiated inquiries
(e.g., for example, the results of automatic searches) that have
occurred since talent's last visit to the site or another time
period determined by the career site operator (stage 325). If any
of the listed inquiries require a response from the talent, then he
or she must respond to each such inquiry before conducting
additional searches or applying for additional employment positions
(stage 326), or the session ends (stage 327). After responding to
the necessary messages, the talent may access the career site and
its databases (stage 308).
[0197] FIG. 4 is a flow diagram representing a process for
conducting searches of job listings consistent with the present
invention. As indicated in block 400 this process is performed in
connection with a process such as the one described in connection
with FIG. 3. To search a jobs database as indicated in block 401, a
talent may identify a job listing by way of self-search (stage 402)
or may specify an automatic search (stage 403). In performing a
self-search, talent uses a search form to perform individual,
custom searches of the employers database. Automatic searches are
conducted on a recurring basis, such as daily, by the career site
operator based on the search parameters that the employed has
specified for each of its job listings. To conduct a search,
whether self-search or automatic search, employers must specify a
geographic point of reference and at least one of several
non-geographic search parameters, such as industry, occupation,
license, or language.
[0198] In one embodiment, a talent may initiate a search by
specifying the search either as a domestic search or as a foreign
search as described earlier in this patent application, and by
selecting a geographic point of reference such as a country, state,
county, city, or zip code. In this embodiment, a talent may
indicate his or her selection from a drop-down list of choices
corresponding to the level of geographic area of interest to
talent. For example, if a talent is interested in searching for any
job of a certain type within a country, then the talent will select
a country from a predetermined list of countries. In this
embodiment, if a talent specifies only a country, e.g. "United
States of America" then all jobs in the U.S. that match the
talent's other search parameters will be reported in order of
highest to lowest maximum compensation specified by each employer.
Other methods may be employed to order the presentation of jobs. In
one embodiment, the career site operator may limit the number of
jobs reported to a maximum number, for example, 25. The number jobs
reported to talent by the career site operator may vary from all
jobs or a predetermined number. In this embodiment, employers'
maximum compensation figures are not disclosed in the ranking, and
job descriptions having the same maximum compensation figure are
ordered alphabetically by employer name.
[0199] A talent may optionally provide cumulatively more
restrictive search parameters by choosing from progressively
smaller geographic subdivisions, such as: (i) state, province, or
region within a particular country; (ii) county or parish within a
particular state, province or region; and (iii) city, town, or
village within a particular county or parish. In one embodiment, a
preexisting geographical database facilitates collection of
structured data by providing the talent with an enumerated list of
possible selections for each step. That is to say that if a talent
wishes to specify a city, he or she selects a country from the list
of possible countries, then selects a state, province, or region
from a list of the same from within the selected country, and,
finally, selects a city from a list of cities and towns within the
selected state, province, or region. Some countries may not have
state, provinces, regions, counties, or parishes, or the same may
be unknown to the career site operator, in which event, the talent
may select directly from the available list of cities, towns, or
villages within the particular country. In one embodiment, a talent
may by-pass certain geographical subdivisions such as counties or
parishes within U.S. states or within the states, provinces, or
regions of other countries, and directly select a city, town, or
village within a particular state, province, or region.
[0200] In one embodiment, if a talent elected to search for jobs by
postal code, the talent selects a country from a list of countries.
Next, the talent provides a postal code corresponding to the
selected country, and the talent need identify no other geographic
subdivision of the selected country.
[0201] In one embodiment, a predetermined number of jobs will be
reported to a talent who selects only search by city or search by
zip code. However, in one embodiment, additional search parameters
may be provided. In one embodiment, if a talent specifies a
geographic subdivision of a country, e.g. the State of Missouri,
then all jobs in the specified subdivision that match the talent's
other search parameters will be reported. In one embodiment, if a
talent specifies a postal code of a country, e.g., 66202 in the
U.S., then all jobs in the specified postal code that match the
talent's other search parameters will be reported. In either
embodiment, the reported jobs may be ranked in order of highest to
lowest maximum compensation specified by each employer. However, in
one embodiment, the career site operator may limit the number of
jobs reported to a maximum number, for example, 25. In this
embodiment, employers' maximum compensation figures are not
disclosed in the ranking, and job descriptions having the same
maximum compensation figure are ordered alphabetically by employer
name.
[0202] In one embodiment, at least one of a group of additional
optional search steps must be specified. In one embodiment, the
group of search steps includes, accessing the career site databases
(stage 404), for example: (i) industry search; (ii) occupation
search; (iii) education search, including any combination of (a)
level of education, (b) field of study, (c) specialty, and (d)
educational institution; (iv) employer name search; (v) licenses
and certifications keyword search; and (vi) languages search; (vii)
analytical skills search; (viii) communications skills search; (ix)
mechanical skills search; (x) hospital department; and (xi) other
keyword search. In this embodiment, each additional search step may
be specified as cumulative (i.e., A and B) or alternative (i.e., A
or B). For example, a talent may formulate a search as follows: all
jobs in a particular city requiring a predetermined level of
education and a predetermined license. A talent may also formulate
a search in the alternative: i.e. all jobs in a particular postal
code requiring either a predetermined level of education or a
predetermined certification.
[0203] In this embodiment, an optional industry search makes use of
an underlying industry database to facilitate collection of
structured data. In one embodiment, the industry database contains
five tiers of industry specificity. A talent specifies only the
first tier of industry specificity, resulting in a broad search.
Alternatively, a talent specifies an industry at a more detailed
level, resulting in a more focused search. In this embodiment, a
talent can also specify a number of years of experience in the
specified industry. By providing a number of years of experience, a
talent has the ability to filter out those job listings that
require more industry experience than the talent specified.
[0204] If a talent elects to provide occupation search parameters,
the talent is requested to provide an occupational division. To
facilitate a more detailed search, the talent may optionally
provide occupational group, or occupational title. In one
embodiment, a talent may additionally provide a department, for
example, in the case of searching hospital job descriptions. A
talent may also search by specialty, for example, in the case of
licensed health care professionals. In connection with occupation
search parameters, a talent may also specify a number of years of
experience in the specified occupational division, group, or title.
The number of years of experience may be used to filter out those
job listings that require more occupational experience than the
talent specified.
[0205] If a talent elects to provide education search parameters,
he or she provides an educational level, i.e. general equivalency
diploma ("GED"), high school, vocational school,
college--associate, college--bachelor, college--master, or
college--doctorate. A talent may further specify a field of study,
i.e. "mathematics." A talent may also further specify a specialty,
e.g. a medical specialty of "Plastic Surgery."
[0206] A talent may also elect to provide a search step that
searches job listings by at least one employer name. Additional
keyword search steps include searching by at least one license or
certification keyword, i.e. "professional engineer" or "certified
nurse anesthetist." Other keyword search steps may be provided,
corresponding to which the text of any searchable parameter of a
job description will be matched for the purpose of the search.
[0207] In one embodiment, search results are provided in a
structured format, in which job descriptions are provided only if
they satisfy all of the criteria as set forth in connection with
talent-provided job search parameters.
[0208] In one embodiment, for search reporting purposes, job
descriptions are separated into two groups: (i) the matching jobs
that are located within the specified point of geographic
reference, such as a city or postal code; and (ii) the matching
jobs that are located within the MSA/PMSA and CMSA that encompasses
the selected point of geographic reference. In connection with
group (ii), a distance is optionally provided between the location
of each job and the talent-specified location in the search.
[0209] In one embodiment, the jobs presented to the talent are
ordered in descending order based on the maximum compensation that
the employer has defined for the particular job listing. In this
embodiment, the employers' maximum compensation figures are not
disclosed in the ranking, and job descriptions having the same
maximum compensation figure are ordered alphabetically by employer
name.
[0210] In one embodiment, an automatic search is performed based on
talent specifications similar to that provided in connection with a
self-search. In an automatic search, the career site performs an
automatically recurring periodic search against all job listings.
In one embodiment, if a talent specifies an automatic search, the
system stores a predetermined number of unique automatic searches,
such as, for example, 10 (stages 407 and 408), which are used to
automatically search job listings using different parameters. In
this embodiment, search results are presented pursuant to each
talent-specified search routine in the fashion previously described
for self-searches. If, alternatively, a talent identified an
employer via a self-search, in one embodiment the system may save
only the most recent search (stages 405 and 406). In alternative
embodiments, an arbitrary number of self-searches may be stored to
facilitate repeating self-searches at later times.
[0211] A talent-initiated match is a match that occurs because of
an initial action taken by a talent. When a talent-initiated match
occurs, it is because of one of several reasons including: (i) the
talent has located a job description through self-search; and/or
(ii) the talent has received notice of a match from the career
application by way of an automatic search. The talent may save the
search results (stages 411 and 412), discard the results (stage
413), process the results as employment inquiries (stage 414), or
conduct another search (stage 410). By submitting an employment
inquiry, the talent granted permission to the career site to
provide his or her contact information to that employer, if the
employer is interested in the talent. Employment inquiries are
saved and made available in various reports (stages 415 and
416).
[0212] If the talent elects to process the search results as
employment inquiries, the next step is to determine whether
talent's qualifications and compensation requirements meet the
minimum requirements specified by the employer (stage 417). At this
stage, the talent's qualifications are compared to the job listing,
including non-public aspects of the job description such as for
example, maximum compensation value, or the lawful ability to work
in a particular country. If the listing employer has identified any
qualifications as mandatory, the talent must possess the minimum
amount of the corresponding skill in order to be considered for the
position. If the talent does not have appropriate experience,
education, or other minimum qualification, talent is
contemporaneously sent a "not qualified" message, indicating an
incompatibility between the job listing and the talent's profile
(stage 418). Next, the message is saved and made available in
connection with various reports (stages 419 and 420).
[0213] If minimum requirements are not met, the talent decides
whether to process an employment inquiry for another job listing
(stage 409), or to conduct another search (stage 410). If the
talent decides not to conduct another search, the session ends
(stage 421). Alternatively, if the talent wishes to conduct another
search, the process proceeds back to the search stage (stage
401).
[0214] If the minimum requirements for the selected job listing are
met, then processing advances to FIG. 5A, which is a flow diagram
representing a series of talent-initiated process for gathering
governmentally regulated information about a talent. First, the
career site determines whether the employer has requested that
talent applying for the particular job provide information
pertaining to their race and gender (i.e., Federal Employment
Records Information, "FERI") (stage 501). If the employer requested
FERI (stage 501), then processing moves to FIG. 6A.
[0215] FIG. 6A is a flow diagram for obtaining FERI from talent on
a voluntary basis. If the talent profile does not already include
FERI (stage 601), then the talent is requested to voluntarily
supply such information (stage 602). If the talent supplies FERI
(stage 603), the employer may not use the information to
discriminate in the employment process in any way, and the
information is stored for the later use of the employer (stages
609, 610, 611, and 612).
[0216] In order to avoid FERI routine in processing future
employment inquiries, the talent may elect to save his or her FERI
in his or her talent profile (stages 606 and 607), in which case
the FERI generally will not be visible to anyone except the
particular talent (stage 608). If the talent elects not to save
FERI data it will be discarded (stage 605). However, employers may
use FERI in order to favor certain protected classes of talent.
Regardless of whether the talent has supplied his or her FERI, the
employment inquiry is processed to the next stage (stage 604,
returning to stage 502).
[0217] Returning now, to FIG. 5A, if the employer has not requested
that talent provide FERI, the employment inquiry is processed to
the next stage (stage 503). Here, the career site determines
whether the employer has indicated that the job listing selected by
the talent is requires work authorization (stage 503), such as for
certain positions and contracts with the U.S. government and its
political subdivisions. If the job selected by the talent requires
work authorization, then processing moves to FIG. 7A.
[0218] FIG. 7A is a flow diagram illustrating exemplary procedures
for obtaining work authorization representations. If the talent
profile includes the required work authorization information (stage
701), and if the talent is qualified (stage 702), then the
employment inquiry is processed to the next stage (returning to 504
of FIG. 5A). If the talent profile includes the required work
authorization information (stage 701), and if the talent is not
qualified (stage 702), then the employment inquiry is not processed
any further, the talent receives a message that he or she is "not
qualified" for the selected job listing (stage 703) and the
processing of the employment inquiry ends (stages 713 and 714).
[0219] If the talent profile does not include the required work
authorization information (stage 701), then the talent is asked to
supply that information (stage 704). If the talent does not supply
the required information (stage 705), then processing of the
employment inquiry ends (stages 715 and 716). If the talent
supplies the required information (stage 705), and if the talent is
qualified (stage 706), then the employment inquiry is processed to
the next stage (returning to stage 504 of FIG. 5A). If the talent
supplies the required information (stage 705), and if the talent is
not qualified (stage 706), then the talent receives a "not
qualified" message (stage 707), and processing of the employment
inquiry ends (stages 715 and 716).
[0220] Regardless of whether the talent is qualified or not
qualified, the talent may save his or her work authorization
information in his or her talent profile in order to avoid this
routine in processing future employment inquiries for job listings
that require work authorization information (stage 708), in which
case the information becomes a part of the talent profile, but is
not visible to anyone other than the particular talent (stages 710
and 711). Next processing ends (stage 717). If the talent does not
elect to save his or her work authorization information, then any
completed work authorization information is discarded and
processing ends (stage 709).
[0221] Because it may reasonably be anticipated that job listings
may be subject to other governmentally imposed restrictions or
record keeping, FIG. 5A contemplates other routines for processing
such requirements (stages 505 and 506).
[0222] The next stage (stage 507) is to check the employer's
account to determine if its billing information is current. If the
employer's billing information is not operative, then the employer
receives a message to that effect (stage 512), and the employer's
account becomes "inactive" (stage 513) because it no longer meets
the minimum standards for an employer account.
[0223] In one embodiment, the employer is contacted by email on the
occurrence of inactivation of its account. In another embodiment,
the employer is notified of the inactivation when it logs in to the
career site. If the employer updates its billing information (stage
514), then processing may resume (return to stage 507). If, after a
predetermined period of time, the employer has not updated its
billing information, it is assumed that the employer has declined
the talent's inquiry. Whereupon, the talent receives a message
stating that the employer declined but gave no reason for its
decline (stage 515), and the session ends (stage 516).
[0224] Returning to stage 507, if the employer's billing
information is current, then the talent's employment inquiry is
submitted to the employer (stage 508). By submitting an employment
inquiry, the talent granted permission to the career site to
provide his or her contact information to an interested employer.
The talent's employment inquiry consists of talent's "blind" talent
profile (stage 509) and a brief survey (510) for use in the event
that the employer declines the talent's employment inquiry. At this
stage, the talent profile omits the talent's personally identifying
information and the name and location of the talent's current
employer (collectively, "contact information"), and is referred to
as a "blind talent profile." Processing continues at FIG. 12 (stage
511).
[0225] In one embodiment, an employer may determine approximate
current geographical information about a talent, based on the metro
area identified in connection with talent's current residence.
Further, an employer may obtain information about a talent based on
the industry classification of the talent's current or most recent
position. It is possible that some persons, including employers,
may attempt to circumvent the career site's procedures. However,
several reasons exist to dissuade employers and unauthenticated
users from attempting to circumvent the procedures:
[0226] 1. It is difficult to obtain contact information for a
talent without using the career site's procedures to obtain the
talent's consent to release contact information. The difficulty
arises from the fact that the talent's (a) name; (b) street
address; (c) phone number; (d) e-mail address; and (f) current
employer's name and address are not publicly displayed when talent
profiles are searched. Therefore, an employer's ability to contact
a talent based on information in the talent profile is no better
than if one were to surmise the existence of a talent employed by
any identifiable employer.
[0227] 2. With respect to searches conducted by unauthenticated
users, neither talent's current or past employer's names are
publicly displayed when talent profiles are searched.
[0228] 3. The career site procedures are more efficient and cost
effective compared to all other forms of recruiting. Only the
isolated word-of-mouth referral of a qualified candidate could be
considered to be more efficient. Therefore, there are economic
reasons for employers to adhere to the career site's
procedures.
[0229] 4. By virtue of the fact that talent have posted their
talent profiles with the career site, they are stating a preferred
means of contact that employers with legitimate recruiting interest
can be expected to honor.
[0230] 5. Before conducting any searches, unauthenticated users
must agree to the career site's terms and conditions of use.
[0231] 6. Upon registering, employers agree not to circumvent or
attempt to circumvent the career site's procedures when they
establish their employer account with the career site.
[0232] 7. Employers obtain important information in support of
their recruiting and hiring practices by using the career site. The
opportunity to collect such information could be irrevocably lost
if an employer were to circumvent the career site's procedures.
[0233] FIG. 12 is described in connection with the above
description of FIG. 5A as indicated in stage 1200. If a talent's
employment inquiry is successfully processed by the career site,
and a blind talent profile and survey are forwarded to an employer
by the career site, the employer must respond to the inquiry (stage
1201) the next time that the employer signs-in to the site. In one
embodiment, if the employer does not respond to all messages from
the career site that require response, then the employer's account
is made "inactive" (stage 1202), meaning that the employer may not
conduct transactions (such as submitting employment inquiries to
talent, conducting full searches, editing account information and
job listings, or purchasing talent contact information) on the
site. In one embodiment, the employer is notified, for example, by
E-mail upon the inactivation of the employer's account. In another
embodiment, the employer discovers inactivation at the time it next
logs in to the career site.
[0234] In one embodiment, after all messages have been answered,
the employer's account is returned to "active" status. If the
employer has not responded within a predetermined number of days,
then the talent is sent a message to the effect that the employer
is not interested in the talent, but gave no reason (stage 1203).
This information is saved for the talent and the employer (stage
1204), and processing ends (stage 1205).
[0235] In one embodiment, if an employer repeatedly fails to
respond to requests for interviews, then the employer's account is
suspended or inactivated. In one embodiment, the account suspension
or inactivation will expire after a predetermined period of time.
In another embodiment, the account suspension or inactivation will
not be removed until the employer takes some action, such as, for
example contacting the career site operator.
[0236] If the employer responds (stage 1201), the employer
indicates if it wants to contact the talent and answers the survey
(stage 1206). If the answer is "no," the talent receives a message
that the employer was not interested in talent, and the talent is
provided with the reason given by the employer for employer's
decision (stage 1207). This information is saved for the talent and
the employer (stage 1204), and the processing ends (stage
1205).
[0237] If the employer is interested in interviewing the talent,
then the processing enters the next phase, which commences at stage
1208. This next phase is discussed in the section entitled
"Completing the Transaction."
VI. Employer-Initiated Processes
[0238] FIG. 8 is a flow diagram representing a process performed in
connection with an unauthenticated user and an employer (i.e., a
user that has registered as an employer) interacting with a career
site consistent with the present invention. First, an
unauthenticated user visits the career site (stage 801). In one
embodiment, the career site provides unauthenticated users with
access to a web page. A user or employer could alternatively access
an application in forms other than a web page, such as, for example
by voice recognition. Next, the unauthenticated user visits pages
of interest in the application (stage 802). The pages or content of
interest may include searching talent profiles (stage 803),
searching job listings, articles, advertisements, or other content
in the career site. While accessing the site, a first-time user has
an ongoing opportunity to register with the site as an employer
(stage 804). Users must register as either "employer" or "talent."
Refer to FIG. 3 at stage 304 for registration as talent. If a user
decides not to register and has no more pages or content of
interest, then the session ends.
[0239] Authentication is the process of identifying an individual,
usually based on a username and password or credentials, however,
in an alternative embodiment, other methods of authentication are
employed without departing from the scope of the present invention,
including digital certificates, token cards, and biometrics. An
authenticated user is a user that has provided adequate credentials
to an authentication system, based on a predetermined standard for
adequacy of credentials.
[0240] In one embodiment, an unauthenticated user of a career site
application may access only a subset of the available features of
the career site application. Areas to which access is allowed to
unauthenticated users in this embodiment include: (i) a home page
associated with the career site; (ii) a talent section that
provides information to talent about registering with the system
and about how to use the system; (iii) an employer section that
provides information to employers about registering with the system
and how to use the system; (iv) "quick search" of the job
description, talent profile, and employer databases; (v) a
"storefront" section where the user may learn more about specific
employers that are using the career site for recruiting purposes;
(vi) an industry news section where users may access news articles
pertaining to one or more industries or employers that the talent
has identified, and/or in which talent has expressed interest as
evidenced by talent's most recent job search and/or employment
application; (vii) a section that describes commercially available
reports prepared by the career site operator; (viii) an "affiliate"
section that describes the career site's affiliate marketing
programs; (ix) an "about us" section that provides information
about the career site operator, including information such as, for
example, contact information for the site operator; (x) a privacy
statement regarding information that is collected; and (xi) terms
of use of the career site.
[0241] In one embodiment, "quick search" is a function designed to
search the career site's databases in a manner that is less
specific than the "full search" function, which is capable of
searching all data fields in the career site's databases, and which
is restricted to authenticated users of the career site.
[0242] An unauthenticated user may not perform the functions of (i)
"full search" function; (ii) create or modify an employer account;
(iii) create or modify a talent profile; (iv) create or modify a
job listing; (v) apply for a job; (vi) convey an employment inquiry
to an employer; or (vii) create or modify storefronts.
[0243] In one embodiment, registering with the career site involves
choosing to register as either "employer" or as "talent." This
section of the patent application generally pertains only to users
who have registered as "employer."
[0244] Registering as an employer involves providing several
discrete pieces of information. In this embodiment, required
information includes, for example, first name, last name, business
address, e-mail address, telephone number, a unique user-ID and
password, birth date to be used for identification purposes if the
employer ever forgets the user-ID or password, and the answer to
one question chosen by the employer from among several questions
presented that is used for identification purposes if the employer
ever forgets the user-ID or password. The discrete pieces of
information required for registration may be expanded or contracted
without departing from the scope of the present invention.
[0245] If the user elects to register with the site as an employer,
the employer will receive a welcome message via e-mail (stage 806).
The employer then also has full site access (stage 807, et seq.).
Next the employer has an opportunity to complete an employer
profile (stage 807, 808, and FIG. 9).
[0246] In one embodiment, an employer is encouraged to complete the
employer profile, because it will increase the likelihood that
talent will be motivated to contact the employer with an employment
inquiry. In one embodiment, an employer is encouraged to complete
the employer profile, because the employer may not submit requests
for contact information to talent in the talent database unless the
employer's profile includes the minimum required information.
[0247] In one embodiment, the minimum requirements for establishing
an employer profile include (a) providing all required employer
account information, such as, for example, the employer's account
manager contact information, (b) billing information, and at least
one job listing. FIG. 9, which is a flow diagram of the employer
account set up process, illustrates how an employer may customize
its employer profile by establishing, within the profile, (a)
separate divisions (stages 901 to 903), (b) separate account users
(stages 904 to 906), (c) jobs that require the collection of
federal employment records information ("FERI") pertaining to race
and gender (stages 907 to 909), (d) jobs that require the
collection of work authorization information pertaining to certain
government jobs and government contract jobs in the U.S. (stages
910 to 912), and (d) jobs that are subject to other forms of
regulation (stages 913 to 915).
[0248] Returning to FIG. 8, in one embodiment, an employer
interacting with the present invention may elect either to manually
enter job information (stage 823), or to electronically download
job data using an electronic interface (stage 825). In each case,
an employer will access some or all of the career site's databases
809 (stage 822), and the employer's separate database(s) (stage
824). The employer's profile and job listings are stored in the
career site's databases of employers and job listings (stage 826).
The public portion of an employer's job listings is available for
searches conducted by talent, employers, and unauthorized users.
Confidential information is not available to anyone other than the
particular employer. An employer may then generate a variety of
reports (stage 827).
[0249] In one embodiment, an employer may list as many or all of
its employment positions at no cost, because, unlike newspaper
classified employment ads and existing on-line systems, there are
no up-front fees for creating an employer account or listing a job.
Fees are only charged and collected if the talent and the employer
mutually agree to the release of the talent's contact information,
or if the employer purchases other optional services or products
from the career site.
[0250] Consistent with the present invention, employer profiles are
received and stored in the employers database for any employer that
wishes to store an employer profile in the system. Employer
profiles are made available to the public for searching and
browsing without any contact information, except that employer
names may or may not be displayed to the public at the option of
the career site operator.
[0251] Even employers that are not currently seeking talent may
develop and maintain employer profiles including an extensive list
of jobs. Unless an employer elects otherwise, all of the employer's
jobs are continuously available for consideration by prospective
employees, thereby enhancing the employer's ability to optimize the
skills represented by his or her personnel. Thus, the present
invention contemplates continuous recruiting by an employer for all
of its jobs. It is anticipated that the typical employer will elect
to display all of its jobs continuously. In the event that an
employer does not want to continuously display one or more of its
jobs, the employer may elect to make one or more jobs "invisible"
to others until employer reverses that election.
[0252] In completing an employment profile, an employer is guided
through a detailed, multi-step process during which the employer
provides information, such as: (i) personal contact information;
(ii) billing information; (iii) divisions; (iv) account users; (v)
industry classification(s); (vi) job listings; (vii) qualifications
and skills required for each job; (viii) occupational
classifications; (ix) trade affiliations; (x) whether FERI is
requested, such as, for example, for affirmative action programs;
(xi) whether citizenship information is required for use in
programs, such as government contracting programs; (xii) the
location of jobs; and other relevant information. If an employer
chooses not to complete an employer profile, he or she will not
have full access to the site until the minimum requirements for an
employer profile are satisfied. The minimum requirements for an
employer profile include (i) the primary account information
providing detailed information about the employer, including
contact information for the account manager, (ii) the billing
information, and (iii) at least one job listing.
[0253] If the employer elects to complete an employer profile, the
results are stored for searching, analytical, and reporting
purposes (stage 826). Based on the stored information, a fully
disclosed employer profile including all job listings is available
for inspection by the employer and its authorized users, and job
listings without contact information are available for public
inspection (stage 828).
[0254] After an employer has completed the minimum requirements for
an employer profile, an employer may access any authenticated user
area of the career site via direct sign-in (stage 830), including
maintaining aspects of the employer profile pursuant to FIG. 8 and
FIG. 9, and conducting full searches of the talent and employers
databases. In one embodiment, employers may be restricted from
searching the employers database. At stage 831 it is determined
whether an employer response is required. If not the process
continues to stage 808. If a response is required (stage 832), the
session ends (stage 805) if no response is provided and continues
at stage 808 if an appropriate response is presented at stage
832.
[0255] In one embodiment, once an employer registers and
authenticates with the site, the employer may access a career site
message repository that resembles an electronic mailbox. The
message repository contains information about the talent profiles
for which employer has submitted requests for the release of
contact information, including linked talent profile, the dates of
employer inquiry and talent response, whether the talent has
accepted or declined to release contact information, and the reason
talent declined, if applicable and available. The message
repository also contains information about talents' employment
inquiry submissions to the employer, including linked talent
profile, dates of talent inquiry and employer response, whether the
employer has accepted or declined the inquiry, and the reason that
the employer declined the talent's inquiry, if applicable.
[0256] Employers that are already registered may enter the career
site by direct sign-in using the employer's previously selected
user-ID and password. Next, employer is presented with all
talent-initiated and certain employer-initiated inquiries (e.g.,
for example, the results of automatic searches) that have occurred
since employer's last visit to the site or another time period
determined by the career site operator. In one embodiment, before
conducting any transactions on the career site (stage 1001), such
as, for example, maintaining employer account, billing, division,
user, FERI, work authorization information, other regulated job
information, job listings, or searches, an employer is presented
with a display of messages from the career site (stage 1022), some
of which may require a response from the employer, such as, for
example, if talent have made inquiries regarding the employer's job
listing(s) and the employer must accept or decline the inquiry, or
if the employer has not responded to the follow-up survey that is
described in connection with FIG. 14. After responding, an employer
may proceed to maintain its account and conduct searches as it
wishes (stages 808 and 822).
[0257] FIG. 10 is a flow diagram representing a process for
conducting searches of talent profiles consistent with the present
invention. To conduct a search, an employer identifies a talent
profile by way of self-search (stage 1003) or may specify an
automatic search (stage 1004). In performing a self-search, an
employer uses a search form to perform individual, custom searches
of the talent database. Automatic searches are conducted on a
recurring basis, such as daily, by the career site operator based
on the search parameters that the employer has specified for each
of its job listings. To conduct a search, whether self-search or
automatic search, employers must specify a geographic point of
reference and at least one of several non-geographic search
parameters, such as industry, occupation, license, language,
etc.
[0258] In one embodiment, an employer may initiate a search by
specifying the search either as (a) a domestic search as described
earlier in this patent application, and by selecting a geographic
point of reference such as a country, state, county, city, or zip
code and at least one non-geographic search parameter; or (b) as a
foreign search as described earlier in this patent application, and
by selecting a country and at least one non-geographic search
parameter. With respect to the geographic selection, an employer
may indicate its selection from a drop-down list of choices
corresponding to the level of geographic area of interest to
employer. For example, if an employer is interested in searching
for talent of a certain type within a country, then the employer
will select a country from a predetermined list of countries and
all talent profiles in that country that match the employer's other
search parameters will be reported in order of a score (discussed
below) calculated by the career site operator.
[0259] For domestic searches, an employer may optionally provide
cumulatively more restrictive geographic search parameters by
choosing from progressively smaller geographic subdivisions, such
as: (i) state, province, or region within a particular country;
(ii) county or parish within a particular state, province or
region; and (iii) city, town, or village within a particular county
or parish. In one embodiment, a pre-existing geographical database
facilitates the collection of structured data by providing
employers with an enumerated list of possible selections for each
step. Specifically, if an employer wishes to specify a city, it
selects a country from the list of possible countries, then selects
a state, province, or region from a list of the same from within
the selected country, and, finally, selects a city from a list of
cities and towns within the selected state, province, or region.
Some countries may not have state, provinces, regions, counties, or
parishes, or the same may be unknown to the career site operator,
in which event, the employer may select directly from the available
list of cities, towns, or villages within the particular country.
In one embodiment, employers may by-pass certain geographical
subdivisions, such as counties or parishes within the states of the
U.S. or within the states, provinces, or regions of other
countries, and directly select a city, town, or village within a
particular state, province, or region.
[0260] In one embodiment of domestic searches, if an employer
elects to search for talent profiles by postal code, the employer
selects a country from a list of countries. Next, the employer
provides a postal code corresponding to the selected country, and
the employer need identify no other geographic subdivision of the
selected country, but must identify at least one non-geographic
search parameter.
[0261] In one embodiment, a predetermined number of talent profiles
will be reported to an employer based on the geographic area the
employer selected, and the employer's other search parameter(s). At
least one non-geographic search parameter is required.
[0262] In one embodiment, multiple non-geographic search parameters
may be specified. In one embodiment, the group of search steps
includes, accessing the career site databases (stage 1005), via
different types of searches for example: (i) industry search; (ii)
occupation search, including hospital department, if applicable;
(iii) education search, including educational institution and
multiple levels of education consisting of (a) the specific level
of education, such as, for example, bachelor, master, or doctorate,
(b) field of study, and (c) specialty, such as, for example, in the
case of licensed health care professionals and others; (iv)
licenses and certifications keyword search; (v) languages search,
including searches of talents' level of fluency in reading,
writing, and conversing; (vi) analytical skills search; (vii)
communications skills search; (viii) mechanical skills search; (ix)
prior employer search; and (x) other keyword search. In this
embodiment, each additional search step may be specified as
cumulative (i.e., A and B) or alternative (i.e., A or B). For
example, an employer may formulate a search as follows: all talent
profiles in a particular city displaying a predetermined level of
education and a predetermined license. An employer may also
formulate a search in the alternative: i.e. all talent profiles in
a particular postal code requiring either a predetermined level of
education or a predetermined certification.
[0263] In this embodiment, an optional industry search makes use of
an underlying industry database to facilitate collection of
structured data. In one embodiment, the industry database contains
five tiers of industry specificity. An employer may specify only
the first tier of industry specificity, resulting in a broad
search. Alternatively, employer may specify an industry at a more
detailed level, resulting in a more focused search. In this
embodiment, an employer may also specify a number of years of
experience in the specified industry. By specifying a number of
years of experience, an employer may filter out those talent
profiles with less industry experience than the employer
specified.
[0264] If an employer elects to provide occupation search
parameters, the employer is requested to provide an occupational
division based on the DOT. To facilitate a more detailed search, an
employer may also optionally provide occupational group, or
occupational title. In one embodiment, employer may additionally
provide a department, for example, in the case of searching
hospital job descriptions. An employer may also search by
specialty, for example, in the case of licensed health care
professionals.
[0265] In connection with occupation search parameters, an employer
may also specify a number of years of experience in the specified
occupational division, group, or title. The number of years of
experience may be used to filter out those talent profiles that
display less occupational experience than employer specified.
[0266] In one embodiment, an employer may elect to search
occupational categories, divisions, groups, or titles that are
different from the occupational category, division, group, or title
for which the employer is seeking talent, but that involve similar
skill sets. Therefore, an employer's search for skills is not
limited to talent with experience in a particular occupation.
Instead, the employer may search any other occupation that it
believes may suit its needs.
[0267] If an employer elects to provide education search
parameters, it provides an educational level, i.e. general
equivalency diploma (GED), high school, vocational school,
college--associate, college--bachelor, college--master, or
college--doctorate. An employer may further specify a field of
study, i.e. "mathematics." An employer may also further specify a
specialty, e.g. a medical specialty of "Plastic Surgery."
[0268] An employer may also elect to search for talent profiles
using the component skills described by the DOT as constituting
analytical skills, communications skills, and mechanical skills. In
this embodiment, an employer may specify any number and combination
of such skills to search for talent who have described their skills
of the type specified by the employer. Therefore, an employer's
search for skills is not limited to talent with experience in a
particular occupation. Instead, the employer may base its search on
a specified set of skills, thereby searching all other occupations
for the specified skill set.
[0269] An employer may also elect to search for talent profiles
evidencing specific language skills. In this embodiment, the
employer (i) specifies one or more languages from the career site's
languages database; (ii) chooses any number or combination of
language-related skills (e.g., "writing," "reading," and
"conversing") and (iii) specifies a fluency level (e.g., "fluent,"
"moderate," or "none"). In this embodiment, the employer may
specify one or more languages, and search on either a cumulative
basis (such as English and Chinese) or an alternative basis (such
as Italian or French). In this embodiment, using "and" will result
in a more limited search result, while using "or" will result in a
broader search result.
[0270] An employer may also elect to provide a search step that
searches talent profiles using a prior employer name. In this
embodiment, talents' current employers' names are not searched.
Additional keyword search steps include searching by at least one
license or certification keyword, i.e. "professional engineer" or
"certified nurse anesthetist." Other keyword search steps may be
provided, corresponding to which the text of any searchable
parameter of a talent profile will be matched for the purpose of
the search.
[0271] In one embodiment, search results are provided in a
structured format in which "blind" talent profiles (that is to say,
without any talent contact information) are provided only if they
satisfy all of the criteria as set forth in connection with
employer-provided job search parameters. In one embodiment, for
search reporting purposes, talent profiles are scored according to
a best fit with the employer-specified parameters. In this
embodiment, a low score is best. A talent profile receives a score
of "1" if talent's current employment position is in the industry
specified in the search. A talent profile receives a score of "2"
if talent's first prior employment position corresponds to the
specified industry and a score of "3" if talent's second prior
employment position corresponds to the specified industry, and so
on. In one embodiment, if none of talent's employment corresponds
to the specified industry, the talent profile will not be reported
to the employer. Similar scores may be assigned in relation to
employer departments, such as in the case of hospital
departments.
[0272] In one embodiment, additional scores are associated with a
best fit between a talent's employment and an occupation specified
in connection with the search. A score of "1" is assigned in the
case that talent's current employment position is in the selected
occupation. A score of "2" is assigned if the first prior
employment position corresponds to the specified occupation, and so
on. As disclosed in connection with fit between employment and
industry, a lack of employment experience in the specified
occupation will result in exclusion of the talent profile.
[0273] In one embodiment, an additional score is associated with
whether the specified educational level is "achieved," i.e. talent
has already graduated, or "expected," i.e. talent is expected to
graduate in the near future. In this embodiment, a score of "1" is
assigned to a talent profile in which the educational level is
denoted "achieved" and a score of "2" is assigned to a talent
profile in which educational level is denoted "expected." Similar
scores may be provided in connection with academic major and
medical specialty.
[0274] In one embodiment, if the employer specified a language
search, a score of "1" is given if the reported talent profile
reports "fluent" writing skills for the language specified by the
employer, a score of "2" is given if "moderate" writing skills are
reported, and a score of "3" the talent profile reports no writing
skills in the specified language. The same scoring is applied to
reading and conversing skills in the specified language.
[0275] In one embodiment of the language search feature, if an
employer specifies cumulative language requirements, a talent
profile will not be reported unless if evidences skills for each
specified language. In another embodiment, if an employer specifies
an alternative language requirement, a talent profile will be
reported if it reports any one of the specified languages.
[0276] In order to calculate a final score for ranking talent
profiles, component scores are added, and the talent profiles are
ranked in ascending order. In this embodiment, talents' profile
scores are not disclosed in the ranking of talent profiles. In this
embodiment, talent profiles having the same score are ordered
alphabetically by talent name. In this embodiment, talents' names
are not disclosed. Other methods may be employed to order the
presentation of talent profiles without departing from the scope of
the present invention.
[0277] In one embodiment, if a search yields more than a
predetermined number of talent profiles, such as for example 25,
then no talent profiles are reported to the employer, and the
employer is requested to provide a narrower search. In one
embodiment, only a predetermined number of blind talent profiles
are reported to the employer, and the employer is warned that the
reported set of talent profiles exceeds the predetermined number,
and is advised to narrow the search. The number of talent profiles
reported to an employer by the career site operator may range from
one talent profile to all matching talent profiles without
departing from the scope of the present invention.
[0278] In one embodiment, search results are provided in a
structured format, in which talent profiles are provided only if
they satisfy all of the criteria as set forth in connection with
employer-provided talent profile search parameters.
[0279] In one embodiment, for search reporting purposes, talent
profiles are separated into two groups: (i) talent profiles that
match the search criteria, and that are within the specified point
of geographic reference, such as a city or postal code; and (ii)
talent profiles that match the search criteria, and are outside of
the specified point of geographic reference, but are within the
MSA/PMSA and CMSA that encompasses the selected point of geographic
reference. In connection with group (ii), a distance is optionally
provided between the location of each talent and the
employer-specified location in the search.
[0280] In one embodiment, an automatic search is performed based on
employer specifications similar to that provided in connection with
a self-search. In an automatic search, the career site performs an
automatically recurring periodic search for each job listing
against all talent profiles. In one embodiment, if an employer
specifies an automatic search, the system will save one unique
automatic search for each job listing (stage 1007). In this
embodiment, search results are presented pursuant to each
employer-specified search routine in the fashion previously
described for self-searches. If, alternatively, the employer
identified a talent profile via a self-search, in one embodiment
the system may save only the most recent search (stage 1006). In
alternative embodiments, a larger number of self-searches and
automatic searches may be stored to facilitate repeating
self-searches or to provide automatic search alternatives at later
times.
[0281] An employer-initiated match is a match that occurs because
of an initial action taken by employer. When an employer-initiated
match occurs, it is because of one of several reasons including:
(i) the employer has located a talent profile through self-search;
and/or (ii) the employer has received notice of a match from the
career site by way of an automatic search. As a result of a match,
"blind" profiles are identified (stage 1008). An employer may save
the search results (stage 1009 and stage 1010), or discard the
results by conducting another search (stage 1024 and return to
stage 1002) or end the session (stage 1023).
[0282] The employer may select one or more talent profiles from the
search results to process as employment inquiries to talent (stage
1011), may conduct another search (stage 1012) or may end the
session (stage 1013). If the employer wants to process its
selection(s) as employment inquiries, it submits the selections to
the career site operator (stage 1014). Upon the employer's
submission of an employment inquiry to the career site, the
employer has given its consent to the purchase of the talent's
contact information assuming that the talent consents to the
release of the information.
[0283] At this point, the career site operator checks the
employer's account to determine that all billing information is
current (stage 1015). If it is not, then the employer receives a
message that its billing information must be updated (stage 1021),
the message is saved (stage 1022) and the session ends (stage 1023)
until the employer has updated its billing information. An
employer's account becomes "inactive" if its billing information is
determined to be not current, because current billing information
is required in order to satisfy the minimum requirements for an
employer account.
[0284] If the employer saved the search results (stage 1009), then
the same may be accessed for submission to the career site operator
after the employer has updated its billing information. If not, the
search results are lost. If the employer's billing information is
current (stage 1015), links to the selected talent profiles are
saved (stage 1016), and processing continues.
[0285] The next step is to determine whether the maximum
compensation that the employer is willing to pay is greater than
the minimum compensation specified by the talent (stage 1017). In
one embodiment, talent profiles that match the employer's skill
requirements are reported to the employer for consideration, but
will not be forwarded to the talent unless the employer adjusts its
maximum pay scale to a level that exceeds the amount required by
the talent. If an employer selects a talent profile that requires
greater compensation that the employer has defined for its job
listing, the employer receives a message that the compensation it
is offering is less than the talent requires; therefore, a request
to disclose contact information will not be forwarded to the
selected talent (stage 1018).
[0286] If the employer chooses, it may redefine the maximum
compensation defined in its job listing, and resubmit its
employment inquiry. In one embodiment, the minimum compensation
that the talent requires is not reported to employers for this
purpose, although it is possible that an employer could ascertain
the information through a process of trial and error. If the
maximum compensation the employer has specified for its job listing
exceeds the talent's minimum compensation requirement, then the
process proceeds to FIG. 5B.
[0287] FIG. 5B is a flow diagram representing a series of processes
for requesting and obtaining (i) federal employment records
information ("FERI"), i.e., race and gender information (stage
551), which is represented in greater detail at FIG. 6B, described
below; (ii) work authorization information (U.S. citizenship for
certain jobs lawfully requiring the same) (stage 553), which is
represented in greater detail at FIG. 7B described below; and (iii)
other regulatory parameters that may arise in the future (stage
555). If the job listing has no FERI (stage 551), work
authorization (stage 553), or other regulatory (stage 555)
requirements, then the job listing is sent to the selected talent
for consideration (stage 557).
[0288] In one embodiment, a talent may specify any number of
employers as "preferred," which means that the talent has given
advance consent to release his or her confidential contact
information to those employers. If the talent specified the
particular employer as preferred, then processing proceeds to FIG.
12. FIG. 12 was previously discussed in connection with
talent-initiated processes and is discussed from the perspective of
employer-initiated processes below. If the talent did not specify
the employer as preferred, then processing proceeds to FIG. 11.
[0289] If the job listing is not subject to FERI (stage 551), then
processing advances to the work authorization stage (stage 553). If
the job listing is subject to FERI, then processing transfers to
FIG. 6B, which is a flow diagram for the process of requesting and
obtaining FERI.
[0290] At FIG. 6B, first, the talent profile is checked to
determine if the talent has already saved his or her FERI (stage
661). If the answer is "yes," then processing returns to FIG. 5B,
whereupon processing advances to the work authorization stage
(stage 553). If the answer is "no," then information about the
employment opportunity is presented to the talent, who is asked to
complete the optional FERI page of his or her talent profile (stage
652), and is presented with an electronic link to that page. If the
talent does not complete the FERI page (stage 653), then processing
again returns to FIG. 5B at stage 553, and the transaction may
still go forward because the disclosure of FERI by talent is
entirely optional. If the talent does complete the FERI page, then
that information is saved for the benefit of the employer's
employment reporting obligations (stage 659). In this section, FERI
information is saved on behalf of an employer (stage 660). In
connection with this information various reports are generated
(stage 661). The reports include information about numbers of
candidates in particular groups and may be used for statistical
purposes and to show compliance with applicable governmental
regulations. Next the routine ends (stage 672).
[0291] If the talent provides FERI, the talent is given an
opportunity to save his or her FERI (stage 656 and 657), which
allows the talent to avoid this processing routine in the future.
If the talent saves his or her FERI, then that information is not
publicly presented on his or her talent profile (stage 658), but
may be disclosed to employers as part of the employment process. In
the event of disclosure to employers as part of the employment
process, employers may not use the information to unlawfully
discriminate in any way. At this point, processing again returns to
FIG. 5B.
[0292] Next, the career site determines whether the employer's job
listing indicates a work authorization requirement, such as for
certain positions and contracts with the U.S. government and its
political subdivisions (stage 553). If the answer is "no," then
processing advances to consider other regulatory parameters (stage
555). If the answer is "yes," then processing transfers to FIG. 7B,
which represents a process for requesting and obtaining work
authorization information.
[0293] At FIG. 7B, the career site determines whether the talent
profile selected by the employer includes a completed work
authorization section (stage 751). If the employer profile includes
the required work authorization information, the career site
determines if the talent is qualified for the particular job (stage
752). If the answer is "no," then the talent and employer receive
messages that the talent is not qualified because of the work
authorization limitation (stage 753), the information is stored for
both employer and talent (stage 763), and processing ends (stage
764). If the career site determines that the talent qualifies for
the job (stage 752), then processing returns to FIG. 5B at stage
555.
[0294] If the talent profile does not include work authorization
information (stage 751), then the talent is presented with a
request to supply the work authorization information and an
electronic link to the work authorization page of his or her talent
profile (stage 754). If the talent declines to complete the work
authorization (stage 755), then the employer is notified of the
talent's denial (stage 765), the talent's denial is saved for both
the employer and the talent (stage 768), and processing ends (stage
769). However, the employer is given an option of continuing the
recruiting process (stage 768) because the employer could obtain
the work authorization information after interviewing the talent
with the talent's consent. If the employer elects to continue, then
the process returns to FIG. 5B. If the employer does not elect to
continue, then the process ends (stage 769).
[0295] Returning to stage 755, if the talent completes the work
authorization request but is not qualified (stage 756), then both
the talent and the employer are notified of that fact (stage 757),
the notice is saved for both the employer and the talent (stage
768), and the process ends (stage 769). If the talent is qualified
for the job (at stage 756), processing proceeds back to FIG.
5B.
[0296] In one embodiment, regardless of whether the talent is
qualified for employment in jobs requiring U.S. citizenship, the
talent may elect to save his or her work authorization information
in his or her talent profile (stages 758, 760, and 761), whereupon
this portion of the routine ends (stage 769). If the talent does
not elect to save his or her work authorization information in his
or her talent profile, then the data is discarded (stage 759).
[0297] Returning to FIG. 5B, because it may reasonably be
anticipated that job listings may be subject to other
governmentally imposed restrictions or record keeping, exemplary
processes of FIG. 5B contemplate other routines for processing such
requirements (stages 555 and 556).
[0298] After the FERI, work authorization, and other regulatory
parameters have been processed, the career site determines if the
employer is "preferred" (stage 557), as previously discussed. If
the talent specified the particular employer as preferred, then
processing proceeds to FIG. 12. If the talent did not specify the
employer as preferred, then processing proceeds to FIG. 11.
[0299] Turning to FIG. 11, if the talent did not list the employer
as preferred, then the employment opportunity is submitted to the
talent for his or her consideration (stage 1101). The inquiry
consists of the particular Job Listing (stage 1102), a Request to
Release Contact Information (stage 1103), and a brief survey for
use in the event that the talent declines the opportunity (stage
1104). The inquiry sent to the talent may be effected by a variety
of means, including displaying a message to the talent upon
sign-in, via e-mail, regular mail, or some combination of means.
The information supplied to the talent may include the name of the
employer and the city, state/province, and country of the employer
but omits any personally identifying information for the employer
and its personnel, and omits the employer's address, phone number,
and e-mail address.
[0300] In one embodiment, if the information provided to the talent
includes the name and geographic location of the employer, the
talent may determine the address and phone number of the employer
from sources outside of the career site, and attempt to contact the
employer directly instead of using the services of the career site.
However, a number of factors make such a circumstance unlikely.
First, by using the career site, employers have stated a preference
for using the site's procedures. Second, the easiest way for the
talent to pursue the opportunity presented by the employer is for
the talent to utilize the process adopted by the employer, i.e.,
the career site. Third, employers contractually agree that they
will not circumvent the career site system. Fourth, if the career
site system were circumvented, important records of the employer's
recruiting and hiring process would not be created to be available
to the employer and the talent in the future.
[0301] In one embodiment, upon receiving an employment inquiry, a
talent is asked to respond (stage 1105). If the talent does not
immediately respond, then he or she becomes "inactive," meaning
that he or she cannot apply for jobs or receive new opportunities
from employers (stage 1106). Upon each sign-in, the talent is
prompted to respond to outstanding messages (FIG. 3 at stage 324).
If the talent has not responded within a predetermined number of
days after the date of the employer-initiated inquiry, then the
employer receives a message from the career site to the effect that
the talent has declined the employer's inquiry, but that no reason
was given (stage 1107), and the message is saved for the employer
and the talent and the process ends (stages 1110 and 1111).
[0302] If the talent does respond, such response will be to either
grant or decline permission to release his or her contact
information (stage 1108). A decline response requires the answer to
a brief survey requesting the reason for declining (stage 1109).
Possible reasons may include, for example, the geographic location
of the employer, the nature of the job, or talent's personal
circumstances, among others. Again, the response is saved for the
employer and the talent (stage 1110). If the talent grants
permission to release his or her contact information, then that
action is saved for the employer and the talent (stage 1112).
Processing then continues at FIG. 12.
VII. Completing the Transaction
[0303] After the talent and the employer have reached mutual
consent to the release of talent's contact information, an employer
becomes obligated to purchase the "compete" talent profile (stage
1208) that includes the talent's contact information. At such time,
the career site sends a notice to the talent to expect contact from
the employer (stage 1209), the talent contact information is
released to the employer (stage 1210), and the career site invoices
and collects its fee from the employer (stages 1211, 1212, and
1213). These transactions are saved for the talent, the employer,
and the career site (stage 1214) so that various reports may be
prepared (stage 1215). In one embodiment, some reports relate to
aggregate information gathered during the operation of the career
site and may be used to identify employment trends. After talent
contact information is purchased, processing advances to FIG.
13.
[0304] Returning to stage 1208, for an employer that purchases a
complete talent profile there are several payment options,
including, for example: (i) by credit card; (ii) by prepaid account
in which an amount of money is pre-deposited with a career site
operator; and (iii) by periodic invoice. In connection with a
prepaid account, as an employer purchases talent profiles, fees are
deducted from the corresponding account, and periodically, the
employer is notified that it is time to replenish the account.
Talent contact information may not be purchased if there is
insufficient money in an employer's prepaid account to effect the
transaction(s). In connection with the periodic invoice, employers
must have met the career site's established credit criteria. For
such employers, a monthly statement will be sent for payment on
pre-established terms.
[0305] FIG. 13 is a flow diagram representing a procedure of the
career site for paying referral fees and commissions that may be
payable with respect to completed transactions. In one embodiment,
through an affiliate program, referral fees are paid as further
described in FIG. 15, FIGS. 16, 17, and 18. First, referral fees
and commissions are processed (stage 1301). Next, affiliates,
wholesalers, and retailers of career site marketing services are
sent a message regarding earned referral fees, as appropriate
(stages 1302, 1303, and 1304). Next, transactions are stored for
processing in the next payment cycle (stage 1305). Finally, payment
is made to affiliates, wholesalers, and retailers and the session
ends (stages 1306 and 1307).
VIII. Trade Associations
[0306] Affiliate organizations in good standing such as trade
associations may earn referral fees by referring employers to the
career site (see FIG. 13 and FIG. 15). FIG. 15 is a block diagram
representing interrelationships between market participants in a
system consistent with another embodiment of the present invention,
including a marketing program directed to employers. Each time a
complete talent profile 1501 is completed by talent 1500 and
purchased by a referred employer 1505, a referral fee is paid to
the affiliate trade association 1506 by career site operator 1503.
In this embodiment, transactions are effected in part by employers
using trade associations database 222 to identify trade
associations to which they (or their divisions) belong. In this
embodiment, if the trade association identified by the employer has
become a career site "affiliate" then the trade association 1506
will receive a referral fee for each "complete" talent profile 1501
purchased 1507 by such employers 1505 based on job listings 1504
provided by employers 1505.
[0307] Trade associations 1506 become approved associations by (i)
agreeing to a list of responsibilities, (ii) encouraging member
employers to submit job listings, and (iii) providing the career
site with a list of its employer-members. In exchange for promoting
the career site and the career site operator 1503, the trade
association 1506 receives a referral fee whenever a match occurs
between a talent profile and a job listing, and the career site is
paid. A match occurs when (a) talent agrees to release his or her
contact information to an employer, and (b) the employer agrees to
purchase that talent's contact information.
[0308] In one embodiment, trade associations receive a percentage
or fixed referral fee on the revenues that the career site operator
earns when talent and employer mutually agree to contact each other
regarding employment. The referral fee is paid with respect to all
of the employer's job listings, provided that the employer has
listed the trade association in the trade affiliations section of
its profile. A trade association will continue to receive the
referral described as long as it maintains good standing.
[0309] In this embodiment, good standing requires several actions
on the part of an affiliated association, including (i) publicly
endorsing the career site operator; (ii) consenting to the use of
its name in connection with career site advertisements; (iii)
promoting career site to its members as part of its member
employment program; (iv) advertising, with a minimum specified-size
ad, the career site in each issue of its member newsletter at no
cost to the career site; (v) listing all of its jobs on the career
site; and (vi) linking the association's web site to the career
site.
IX. Educational Institutions, Professional Associations, and Labor
Unions
[0310] Affiliate organizations in good standing such as educational
institutions, professional associations, and labor (or trade)
unions may earn referral fees by referring talent to the career
site (see FIG. 13 and FIG. 16). Each time a referred complete
talent profile 1604 is purchased by an employer 1606 and the career
site is paid, a referral fee is paid to the affiliate educational
institution 1601 and/or professional association 1602 and/or labor
union 1603. In this embodiment, the transactions are effected in
part by talent 1600 using educational institutions database 215 and
professional associations and labor unions database 223 to
precisely identify educational institutions 1601 that they have
attended and professional associations 1602 and/or labor unions
1603 to which they belong. In this embodiment, if the educational
institution and/or professional association and/or labor union
identified by the talent has become a career site "affiliate" then
the educational institution 1601 and/or professional association
1602 and/or labor union 1603 will received a referral fee each time
the talent's "complete" talent profile is purchased.
[0311] FIG. 16 is a block diagram representing interrelationships
between market participants in a system consistent with another
embodiment of the present invention, including a marketing program
directed to talent. Educational institution 1601 participates by
working with talent 1600 to contact and provide information to
career site operator 1605. Job listings 1607 are provided to career
site operator 1605 by employers 1606, and when a match and purchase
occur 1608, a referral fee is paid to an appropriate educational
institution 1601 and/or professional association 1602 and/or labor
union 1603.
[0312] In one embodiment, educational institutions 1601 receive a
percentage or fixed fee on the revenues that the career site earns
when talent and employer mutually agree to contact regarding
employment 1608. Talent 1603 must have listed the educational
institution 1601 in his or her education history associated with
the talent profile 1604. An educational institution 1601 will
continue to receive the referral fee as long as it is in good
standing.
[0313] Educational institutions 1601 maintain good standing by
taking several actions, including (i) publicly endorsing the career
site operator; (ii) consenting to the use of its name in connection
with career site advertisements; (iii) promoting career site to its
students and graduates as part of its student employment program;
(iv) advertising, with a minimum specified-size ad, the career site
in each issue of its alumni newsletter at no cost to the career
site; (v) listing all of its jobs on the career site; and (vi)
linking the educational institution's web site to the career site.
In one embodiment affiliates enter into an exclusive marketing
relationship with the career site, meaning that the affiliate will
not participate in an affiliate program with another career
site.
[0314] In one embodiment, professional associations 1602 and labor
unions 1603 may receive a percentage or fixed referral fee on the
revenues that a career site earns when talent 1600 and employer
1606 mutually agree to contact regarding employment 1608. Talent
1600 must have listed the professional association 1602 and/or
labor union 1603 in his or her special skills and affiliations
section, associated with the talent profile. A professional
association 1602 or labor union 1603 will continue to receive the
referral fee as long as it is in good standing.
[0315] Professional associations 1602 and labor unions 1603
maintain good standing by taking several actions, including (i)
publicly endorsing the career site operator; (ii) consenting to the
use of its name in connection with career site advertisements;
(iii) promoting career site to its members as part of its member
employment program; (iv) advertising, with a minimum specified-size
ad, the career site in each issue of its member newsletter at no
cost to the career site; (v) listing all of its jobs on the career
site; and (vi) linking the professional association's or labor
union's web site to the career site.
X. Wholesalers
[0316] In one embodiment, through a wholesaler program, wholesalers
in good standing may earn commissions as further described in FIG.
13 and FIG. 17. A wholesaler earns a commission (a) if it is
responsible for establishing an employer account, in which case a
commission is paid each time the employer purchases a complete
talent profile and the career site is paid, and/or (b) if it is
responsible for recruiting as an affiliate a trade association,
professional association, or educational institution, in which case
a commission is paid each time the affiliate is paid a referral
fee. In this embodiment, the transactions are effected in part by
talent 1708 using educational institutions database 215 and
professional associations and labor unions database 223 to
precisely identify educational institutions 1706 that they have
attended and professional associations 1705 and/or labor unions
1707 to which they belong, and by employers using trade
associations database 222 to precisely identify trade associations
1701 to which they belong. In this embodiment, if the trade
association, professional association, educational institution, or
labor union, identified by the talent and/or employer has become a
career site "affiliate" through the efforts of the wholesaler 1700,
then the wholesaler 1700 will paid a commission each time such
trade association 1701, professional association 1705, educational
institution 1706, or labor union 1707 receives a referral fee.
[0317] FIG. 17 is a block diagram representing interrelationships
between market participants in a system consistent with yet another
embodiment of the present invention, including wholesale marketing
of a career site. Wholesalers 1700 work in conjunction with trade
associations 1701, professional associations 1705, educational
institutions 1706, and labor unions 1707. Trade associations 1701
provide marketing that results in employers 1702 listing jobs 1703
on the career site 1704. Professional associations 1705,
educational institutions 1706, and labor unions 1707 provide
marketing directed at members and students becoming talent 1708 who
post talent profiles 1708 to the career site 1704. When a match
1710 occurs, commissions are paid to the responsible wholesaler
1700 at the time that referral fees are paid to the career
site-affiliated trade association 1701, professional association
1705, educational institution 1706, and/or labor union 1707
[0318] In one embodiment, wholesalers 1700 are selected from a
group of public accounting firms, payroll processing firms, human
resource consulting firms, human resource software developers, and
other designated entities. In this embodiment, wholesalers 1700
receive percentage commission on the revenues a career site
realizes when talent 1708 and employers 1702 mutually agree to
contact each other regarding employment 1710. The commission is
paid with respect to an employer's entire job listings, provided
that the employer 1702 account was assigned to wholesaler 1700 at
the time the employer 1702 account was established.
[0319] In one embodiment, wholesalers 1700 receive commissions as a
wholesaler so long as it and the trade associations 1701,
professional associations 1705, educational institutions 1706, and
labor unions for which it is responsible remain in good standing.
The requirements for trade associations 1701, professional
associations 1705, educational institutions 1706, and labor unions
1707 remaining in good standing were discussed previously.
Wholesalers 1700 maintain good standing by taking several actions,
including (i) publicly endorsing the career site operator; (ii)
consenting to the use of its name in connection with career site
advertisements; (iii) using best efforts to promote the career site
to employers for the purpose of listing all of their jobs on the
career site; (iv) assisting employers (for fees to be paid by
employers) with technical aspects of automatically listing all of
the employer's jobs on the career site; (v) listing all of its jobs
on the career site; and (vi) linking the wholesaler's web site to
the career site.
XI. Retailers
[0320] In one embodiment, through a retailer program, retailers in
good standing may earn commissions as further described in FIG. 13
and FIG. 18. FIG. 18 is a flow diagram representing the
relationship of multiple levels of retailers with a career site in
a system consistent with a further embodiment of the present
invention. A first-level retailer 1800 earns a commission (a) if it
is responsible for establishing an employer account with the career
site, in which case a commission is paid each time the employer
purchases a complete talent profile, or (b) if it is responsible
for recruiting another retailer, consistent with the terms and
conditions of the career site, in which case a commission is paid
each time the other retailer is paid a referral fee. Alternative
retailer processes may be employed using one or more levels
consistent with local law.
[0321] A first-level retailer identifies a prospective employer
(stage 1801). Next, it is determined whether the identified
employer is subject to a preexisting wholesale or retail commission
(stage 1802). If so, then no retail commission is payable in the
case of the identified employer (stage 1803). Returning to stage
1802, if the employer is not subject to another commission, then
when the employer pays the career site for talent contacts (stage
1804), a first level commission is paid to the first-level retailer
(stage 1805). A first-level retailer may also recruit (stage 1806)
second-level retailers 1807. Next, second level retailers add
employers to the career site (stage 1808), and it is determined
whether the added employers are subject to another commission
(stage 1809). As described in connection with first-level
retailers, if a particular employer is already subject to a
commission, no retail commission is payable (stage 1803). On the
other hand, if at stage 1809, it is determined that a particular
employer is not subject to commissions, and the employer pays the
career site for talent contacts (stage 1810), then the second-level
retailer is paid a first-level commission (stage 1811) and a
second-level commission is paid to the first-level retailer (stage
1812).
[0322] Further, second-level retailer 1807 may recruit (stage 1813)
a third-level retailer 1814. The third-level retailer adds
employers to the career site (stage 1815). If the employer is
subject to another commission, no retail commission is payable
(stage 1803). However, if the added employer is not subject to
another commission (stage 1816) and the added employer pays the
career site for talent contacts (stage 1817), then a first-level
commission is paid to the third-level retailer (stage 1819), a
second-level commission is paid to the second-level retailer (stage
1830) and a third-level commission is paid to the first-level
retailer (stage 1820).
[0323] Finally, additional retail levels may be added to the system
consistent with local law.
XII. Commercially Available Reports
[0324] Data generated with activities carried out in connection
with the invention may contain commercially valuable information
based on aggregated information. In one embodiment, reports are
marketed that indicate industry trends such as salary trends,
including which industries are hiring, which industries are not
hiring and which geographical areas are hiring and which are
not.
XIII. Storefronts
[0325] Employers may rent "storefronts" which are sections of the
career site devoted to the particular employer. Employers who rent
storefronts have broad discretion with respect to the information
that they may present, but may not present personally identifying
information, or information intended to circumvent the procedures
of the career site, or information that is unlawful.
XIV. Follow-Up Process
[0326] FIG. 14 is a flow diagram of a process whereby the career
site initiates contact with talent and employers with respect to
matches that have occurred between talent and employers, and the
parties have agreed to the exchange of contact information, i.e., a
purchase has occurred. In one embodiment, employers database 210,
jobs database 211, and talent profiles database 205 are opened on a
periodic basis, such as, for example 60 days after the date of the
match (stages 1401 and 1402). The employers who purchased talent
contact information are asked whether they hired the particular
talent (stage 1403). The talent, whose contact information was
purchased, are asked whether they were hired by the particular
employer (stage 1404). Any responses (stages 1405 and 1406) are
saved (stage 1407), and various talent and employer reports may be
prepared (stage 1408), and the routine ends (stage 1409).
XV. Enterprise Databases
[0327] Methods, systems, and distributed networks consistent with
the present invention are capable of facilitating transmission and
processing of job description information directly from enterprise
human resources and other applications, such as, for example,
enterprise database systems from PeopleSoft, Inc. and SAP AG.
Similarly, trade or professional associations, educational
institutions or other entities may have sufficient consent and data
to provide talent profile information for its members or students.
This information may be exchanged in various ways as will be
apparent to one of ordinary skill in the art.
[0328] It will be appreciated by those of ordinary skill in the art
that the invention can be embodied in other specific forms without
departing from the spirit or essential character hereof. The
present description is therefore considered in all respects to be
illustrative and not restrictive. The scope of the invention is
indicated by the appended claims, and all changes that come within
the meaning and range of-equivalents thereof are intended to be
embraced therein.
* * * * *
References