Employment sourcing system

Abstract

An automated system and method for storing information from employment seeking candidates, evaluating each candidate's job-related qualifications based on criteria set by the employer, quickly eliminating unqualified candidates, and tracking the source that referred the candidate.

Description

TECHNICAL FIELD [0001] The present invention is directed, in general, to an automated system and method for matching job seekers with employers having available positions, based on the job seeker's qualifications and employer's job requirements. In particular, the invention is directed to a online (World Wide Web) and / or voice-response system for storing information from employment seeking candidates, evaluating each candidate's job-related qualifications based on criteria set by the employer, quickly eliminating unqualified candidates, and tracking the source that referred the candidate. BACKGROUND OF THE INVENTION [0002] For many years, employment agencies (sometimes called search firms) have been attempting to match job candidates to specific job criteria as required by employers. Most employment agencies receive payment only for those positions which they fill with qualified employee candidates. Therefore, in a highly competitive environment, speed in identifying and presenting ...

AI Technical Summary

Benefits of technology

This system efficiently and cost-effectively matches qualified candidates with job openings in real-time, improving recruitment processes by automating the screening and referral processes, and providing incentives for referral sites to promote the system.

Problems solved by technology

It is obviously very slow in most cases since there is no fast way to sort unqualified candidates from qualified candidates on a large-scale basis.

In addition, it can be very time-consuming and therefore quite costly.

Further, the amount of applicants may be limited if much of the information about the candidates must be remembered by the search consultants themselves.

The amount of candidates may also be limited by the factors such as the geographical location of the job placement center, interpersonal skills of the interviewer, and failure to widely distribute notice of the available position or failure to distribute notice to the appropriate group of individuals.

Use of such a system makes it difficult to identify and present a list of qualified candidates together with resumes and other needed information to the requestor in a short period of time.

Such systems are limited by the fact that the use of keywords is very imprecise.

Further, such systems are not “user friendly” because they often require significant training and experience with the system before it can be used effectively.

Such systems are further limited by misspellings which can commonly occur in large databases and which may cause candidates to be missed by a key word approach.

Furthermore, these systems lack automated methods for immediately determining whether each candidate applying for a position meets the criterion for that particular position, while the application process is still being completed.

Images