WO2005114377A1

WO2005114377A1 - Automated matching method and system

Info

Publication number: WO2005114377A1
Application number: PCT/US2005/016914
Authority: WO
Inventors: H. Franklyn Smith
Original assignee: Smith H Franklyn
Priority date: 2004-05-13
Filing date: 2005-05-13
Publication date: 2005-12-01

Abstract

Method for matching an offeror and an offeree in which a searching party is presented with parameters related to an offer (12) and a limited number of possible selections for each parameter, e.g., on a display. The searching party determines which of the possible selections are applicable to their search by actuating an input device, i.e., clicking a mouse button. A database of information in which each party is associated with their selections is created in a processor unit which compares the searching party's selections to information in the database for the same parameters of other parties having a status as offeror or offeree different from the status of the searching party as offeror or offeree (20) and notifies the searching party when any other parties have selections which exactly match the searching party's selections (24). A remote interview scheduling procedure is also possible.

Description

AUTOMATED MATCHING METHOD AND SYSTEM

FIELD OF THE INVENTION The present invention relates generally to a matching system and method for matching an offeror of an object, opportunity or experience to potential acceptors of the object, opportunity or experience. More specifically, the present invention relates to a paperless, computer-based matching program which matches employers seeking employees with potential employees and vice versa. BACKGROUND OF THE INVENTION Traditional recruitment and job-seeking are both rather slow processes, known to commonly have durations of several weeks or months, and by some estimates, an average duration of 76 days. The rather significant amount of time spent by an employer seeking an employee and an individual seeking employment from the start of the search to its completion is a source of frustration to both employers and job-seekers. For the employer, being understaffed during the search often results in a loss of productivity and profits, and can eventually result in the inability to satisfy customers. For the job-seeker, financial hardship, stress, strained personal relationships, social embarrassment, and reduced self-esteem can occur during the job search. One of the most objectionable aspects of this often lengthy duration of time during a recruitment or job-seeking period is that the majority of this time is not spent engaged in the search for an employee or job, respectively, but instead is spent waiting to hear from the other party involved in the neutral search. In the employee recruitment process, most commonly an employer must first spend some time composing a description or listing of the duties and responsibilities associated with the available position and the desired education, training, experience, character, and other characteristics required of the ideal candidate for the position. The employer must then seek out outlets for posting this listing and pay for posting in each outlet, e.g., newspapers and other print media, various web sites on the Internet. For the print media outlets, the employer must wait for the listing to be published and circulated before it is actually viewed by potential candidates for the available position. This delay is exacerbated in companies with Human Resources departments in which case, the description must first be submitted for review and approval to the Human Resources department which may not be able to readily act upon the request and post an advertisement in various listings. After publication in print media or listed on websites on the Internet, the employer must then wait to receive submissions from interested individuals, typically by mail, e-mail or facsimile. These submissions are sometimes made long after the job-seeker has initially seen the job posting, to some extent due to the job- seeker's need or desire to make adjustments to their resume, cover letter or other materials to be^'submitted to tailor them to the advertised position. Thereafter, the submitted resume, cover letters, etc., often sit unreviewed for some time as they accumulate at the employer. They might be sorted, filed and stored. To some extent, electronically submitted resumes may be pre-screened or searched by commercial software applications currently available on the market, yet those passing through such an evaluation must still await manual review, and should a resume not contain certain preselected search code words inserted in the search or screening software, all resumes not containing such search code words are rejected. Eventually, a review by a member of management or the Human Resources department begins. Frequently, the submitted materials are divided up and reviewed by separate individuals, who, while adhering to basic standards of acceptability specified by the specific hiring individual seeking an employee, are subjective in their evaluation of candidates. They have varying notions of what constitutes proper form, are impressed to varying degrees by a given credential and may pay varying insight and levels of attention to the materials they review. Even one individual reviewing all submissions alone may apply varying standards to the material he looks over, as his impressions are colored as time goes on and his perceptions change with his mood. The number of candidates for a given position must be reduced so that a careful comparison of the several top candidates may be made. In some cases, the number of candidates for a position may be in the thousands. The employer must then contact the candidates in whom it is most interested. This is most often done by telephone or e-mail. At the same time, at larger companies, time and money is spent to provide a rejection notice to the candidates who are not considered to be as desirable as others, typically by mail or e-mail. Desired candidates for further review may be unavailable at the time a phone call is made, and so a return phone call or e-mail must be made by the candidate. Often, several communications must be made between the parties as days go by before a mutually acceptable interview time can be established and confirmed, and weeks can pass as this procedure is repeated with several candidates. Each candidate is then interviewed. Depending upon the size of the initial interview pool and the procedures of the company, these interviews may be conducted by several different managers or Human Resources representatives, each of whom will make subjective judgments in differentiating the candidates they've interviewed. Nonetheless, the field of candidates must be further narrowed. It is generally rare that one is selected for an offer of employment after this stage of recruitment. Typically, the number of candidates is reduced, more phone calls and e-mails are made to establish second interviews with particular candidates, and more letters of rejection are sent out. A third, fourth, and even fifth round of this process is not unheard of. Occasionally, a pre-hiring round of interviews with various managers is held once the choice has been narrowed to a single candidate. Finally, the most desirable candidate is selected, and he or she must be notified of the company's desire to hire him. As noted above, there are estimates placing this actual notification at an average of about 76 days from the start of the recruitment process. From the standpoint of an individual seeking employment, i.e., a job-seeker, the job-seeker begins the process by composing a detailed resume listing his credentials, including education, achievements, awards, work experience, skills, etc. He then typically spends time composing a generic cover letter to highlight items in the resume and describe experiences and credentials not typically included in a resume. Both of these documents usually undergo several revisions, and days may pass as he has advisers, such as friends and colleagues, review them and make suggestions as to how the materials can be improved. Next, the job-seeker must seek out available positions that he feels he is qualified to perform, or at least qualified to be considered for. Simply determining the various sources where listings can be found takes time. After sifting through perhaps thousands of postings in various listings, the job-seeker must compile a list of potential employers to contact. He may even travel to various businesses to inquire in person as to whether there are available positions. Then, he must initiate communication about his interest in an available position by submitting his resume and cover letter, typically by mail, e-mail or facsimile. Usually, he will have to customize his generic cover letter to make it more specifically focused towards applying for a particular job. For certain positions, he may have to gather additional material such as an educational transcript or a writing sample. Some positions may instead be applied for by filling out an application formatted specifically for that company. After sending his submissions out, he waits for responses by interested employers. As described above from the employer's perspective, there is a series of communications exchanged between an interested employer and the job-seeker as they attempt to establish a mutually acceptable time for an initial interview and one or more possible subsequent interviews. There is also the possibility that the job-seeker's submissions will go unanswered, in which case, he again must sift through postings, and prepare and send out additional submissions. Eventually, he may be successful in getting an offer for employment. This system is fraught with numerous problems, some of which will now be described. First, qualified candidates who would likely be a good match for a company, and who have contacted that company and are waiting to hear from it, may become employed by another company during the lengthy recruitment period, frustrating the company's efforts to fill their vacant position. Thus, during the time that a company decides that one individual is the most desirable candidate, that candidate may already have accepted employment by another company. Similarly, desirable jobs for which the job-seeker has submitted application materials may become unavailable during his job-search period even though there was no delay on the part of the job-seeker, e.g., because his submission was delayed by the mail and the backlog of materials in the offices of the company's reviewers, and the company was spending time interviewing many less qualified candidates. Executives in large companies and managers at small businesses spend valuable work time on recruitment, instead of devoting this time to the work or projects in which they are primarily involved. These management people often have to directly place advertisements for available jobs in various publications and internet listings, review submitted resumes and associated materials such as cover letters, writing samples, academic transcripts, etc. and conduct several rounds of interviews. Even in large corporations with Human Resources departments, the activities just mentioned are often still conducted by management officers. They must specify to the Human Resources department what requirements must be posted in recruitment listings, may still have to review a large amount of submitted material after the initial submissions are whittled down by the Human Resources department, and may still have to personally interview a large number of candidates after a first round of interviews is conducted by the Human Resources department to narrow the selection of candidates. These candidate searches are currently performed only during the standard 8- hour work day. This adversely affects the progress of the primary work of these management officers, and often results in the slowdown of productivity of lower level workers as well. These lower level workers are either awaiting review of their work so that they may continue on with it, awaiting further instructions, waiting for new assignments upon completion of their current assignments, or who could be urged to keep pace by a management team capable of devoting more time to oversight of lower level employees. The drain on management resources is made even more troubling by the fact that it often occurs unpredictably. There is no way for management to know that a sudden resignation, sudden event requiring employment termination, serious injury, illness or death will occur, and these events can interrupt a particularly important and busy period in the manager's work. In view of the fact that these sudden vacancies occur in addition to those predictable in the short-term, such as resignation with notice, predictable termination, maternity leave, slow long-term illness, etc., it can be seen that a significant portion of a manager's time can be spent conducting recruitment activities. ^■ High costs are associated with maintaining Human Resources departments at businesses, in terms of both overhead and compensation for these employees. Costs are also associated with the various communications conducted, such as mail to those candidates who have been rejected and telephone calls made in attempts to contact those who are sought. Professional recruiters, or "headhunters", may also become involved and demand a hefty fee. Disruption to the workflow of a business or department of a business occasionally results in diminished profits. Missed deadlines may further cause a temporary or even permanent loss of customers. The overall reputation of the business may also suffer. Thus, it would be beneficial to have a more efficient and economical manner to match potential employees to employers and vice versa. OBJECTS AND SUMMARY OF THE INVENTION Accordingly, it is an object of the present invention to provide an employment matching system and method which provides employers with a fast turnaround time for scheduling interviews with potential employees and for staffing positions, reducing the customary wait of weeks or months to about 1.5 days. It is another object of the present invention to provide a paperless employment matching system and method which thereby reduces office clutter, office waste, and conserves natural resources. It is another object of the present invention to provide a remote electronic employment and matching system and method which provides employers with immediate 24/7 remote access to a vast pool of candidates so that there is a high probability that they will be able to identify several who precisely match their requirements for open positions. The employer is remotely provided, 24/7, with pre-selected numbers of candidates, covering hundreds of skill sets, occupations, professions, trades and activities and is able to quickly identify a desired number, whether small or large, of candidates for interviewing or staffing the available positions from the pool of candidates, while being permitted the option of pre-confirming interview hour, day, week and month, in advance, remotely, in the absence of any physical human input by either recruiter or candidate. It is still another object of the invention to provide an employment and matching system and method which minimizes the duration of staff vacancies for an employer, reducing or preventing a loss of productivity, lost profits, loss of customers and possible tarnishment of the employer's reputation. It is yet another object of the present invention to provide a remote electronic-based employment matching system and method, which from the standpoint of the job-seeker, provides immediate access to a large selection of available jobs, remotely, 24/7, so that there is a high probability that the job-seeker will be able to identify several which precisely match their preferences. The matching technique and program will also allow the job-seekers to quickly identify positions for which they are qualified so that there is no need to view irrelevant postings. Another object of the present invention is to provide a job-search engine that is designed to minimize the duration of unemployment of a job-seeker, reducing or preventing his financial hardship, stress, possible social embarrassment, strain on personal relationships and diminishment of self-esteem. Still another object of the invention is to provide an employment matching system and method which fundamentally alters employment matching in that it has essentially no time delay between submission of a listing of an employment opportunity and posting of that listing, it eliminates the need for a job-seeker to compose a formal resume or cover letter or customize a formal cover letter for each position sought. Other objects of the present invention are to provide an employment matching system and method which reduces or eliminates the duration for which a candidate's submission goes unreviewed, reduces or eliminates subjectiveness from the review of candidates, reduces or eliminates the possibility that various people will decide who is recommended based on different viewpoints and biases and reduces or eliminates the need for an employer to have a Human Resources department, expedites or eliminates the time spent in scheduling a mutually acceptable time for an interview, reduces or eliminates the need for a qualified or unqualified interview, reduces or eliminates the possibility that an employer will lose its most desirable candidate to another employer during the drawn-out duration of the recruitment process, reduces or eliminates the possibility that a job-seeker will lose his most desired position to another job-seeker during the duration of the job-seeking process, reduces the amount of time managers must spend conducting recruitment activities and increases available time for other management activities. Other objects of the present invention are to permit the employment matching system to remotely arrive at metaphoric psychoanalytic profiles, assessments and determinations by means of methodically and systematically inverted interplay of pre-selected and predefined word opposites, antonyms, synonyms and their contrasting interpretations, meanings, explanations and conclusions, resulting in a pre-determined positive and/or negative-based optional series of results, answers, verbiage and text format, method, system, manner, fashion in calculating, deciding, deducing, analyzing, plotting, mandating and arriving at varied pre-set and conclusive inverse, converse, reverse, invert, transposed and/or converse, obverse, opposite, contrary, antithesis, contradictory interchangeable positive and/or negative determinations, results, conclusions, ends, completion, climax, culmination and finish in the act of providing and obtaining digital numeral, formatted text, verbiage or pictorial solutions and results, amounting to and by means of exposing and/or by way of extracting psychological, subconscious, empirical, sophisticated or naive response, reply, answers from the user to varied opposing and contradicting queries. Other objects of the present invention are to permit the employment matching system to remotely arrive at metaphoric psycho-occupational profiles, assessments and determinations by means of methodically and systematically inverted interplay of pre-selected and predefined word opposites, antonyms, synonyms and their contrasting interpretations, meanings, explanations and conclusions, resulting in a pre-determined positive and/or negative-based optional series of results, answers, verbiage and text format, method, system, manner, fashion in calculating, deciding, deducing, analyzing, plotting, mandating and arriving at varied pre-set and conclusive inverse, converse, reverse, invert, transposed and/or converse, obverse, opposite, contrary, antithesis, contradictory interchangeable positive and/or negative determinations, results, conclusions, ends, completion, climax, culmination and finish in the act of providing and obtaining digital numeral, formatted text, verbiage or pictorial solutions and results, amounting to and by means of exposing and/or by way of extracting psychological, subconscious, sophisticated, naive or empirical response, reply, answers from the user to varied opposing and contradicting queries by the recruiter. Other objects of the invention are to allow the system to access varied forms of remote psychoanalytic and psycho-occupational pre-set tests, commands and digitally composed, articulated, collected, tabulated, written and specifically organized inversed, conversed, reversed, posed positive and negative words, themes, essays, missives, genre, narratives relating to and interacting with proposed, predetermined, pre-allocated, pre- queried, propounded, pre-evaluated, offered and requested opposing matching replies, answers, queries and responses from one user to another user by means of electronic single-clicks or series of single-click commands, deductions, insinuations, subtractions, inferences, ratio allowing the system to create, adjust, include, add, interpret and determine on command, both negative and positive reverse, transposed and opposing interpretation, conclusions and answers to pre-formatted categories of psychoanalytic and psycho-occupational test formats. In order to achieve the above objects and others, a method and system in accordance with the present invention provide a paperless system for matching a user having an offer (the offeror) to a user who wishes to accept such an offer (the offeree) based on specific, pre-determined parameters selected from a closed list of available parameters provided by the system. It can further be used to match a user with a plurality of identical offers to a plurality of users meeting identical parameters which are selected by the offeror from a closed list available within the system. For example, the paperless system can be designed to match a potential employer (recruiter) offering a position to a potential employee (job-seeker) based on identically matching parameters specified by both parties and selected from a closed list available within the system. The system may also be utilized by an employer offering a plurality of positions with identical requirements to quickly identify and hire a group of potential employees who identically match parameters specified by the employer and chosen from a closed list of options available within the system. An important aspect of the invention is that input by users is limited to the selection of predetermined options. There is no variation or ability to enter other information. The selection of parameters selected by the parties may be stored on a server in a searchable database accessible upon request, and which can be updated by the party. A searching party using the system accesses the database and can tailor the search until a predetermined number of matches are found. The search can be broadened or narrowed, within the confines of the predetermined parameters, and the database continually searched until the desired number of matches is found. The narrowing of the database can be achieved as the searching party makes selections without disruption to his selection process, or after the searching party has completed the data entry process. Additional features of the system and method include a remote interview scheduling arrangement having the ability to initiate a request for an interview on behalf of the party executing the search, issue an acceptance to a request for an interview on behalf of the party queried, schedule an interview time acceptable to both parties and issue notification thereof to each party. In a preferred embodiment, the system attempts to find three matches. The selection of the amount of three is arbitrary, but is believed to be preferable to other amounts because this amount gives a few choices to the recruiter or job-seeker but does not overwhelm them with matches. Other amounts may be chosen. In another embodiment, the user designates the number of results he wishes to receive. In one embodiment, only exact matches will be returned as successful search results. In another embodiment, in the event that not enough exact matches can be found, the system finds a best match from available matches of 85% or better. The selection of 85% as the cutoff percentage is arbitrary, but is believed to be preferable to other percentages because it allows some matches to occur in cases where there might otherwise be no match while still eliminating a majority of non-matching previous users who additionally are less of a match than those who match 85% or better. Another cutoff percentage may be used. In another embodiment, the user designates the percentage to be used for the best matches, if no 100% matches are found. In another embodiment, in the event that no exact matches are found and no match of 85% or greater is available to be used as a best match, a psychoanalytical analysis may be incorporated into a new analysis for a best match, possibly limited to available matches of 85% or better. The psychoanalytical analysis examines the matches between the characteristics of the personality of the job-seeker and the ideal candidate for a job. In other embodiments, the psychoanalytical profile may be employed directly into exact matching, or into best matching on the first round. Both the recruiter and candidate are remotely provided access to a printout hard copy facility separately of an Assessment Report, stating a scoring status job match relative to the recruiter and applicant for each vacancy satisfied and with a remote "vacancy filled" posted by recruiter for the immediate benefit of applicants. Advantageously, both recruiters and job-seekers can store their entries to allow them to be remotely searchable by parties of the other type. The system has other applications such as for dating services, or for matching hobbyists seeking companions with whom they can pursue their interests. Other and further objects, advantages and features of the present invention will be understood by reference to the following specification in conjunction with the annexed drawings, wherein like parts have been given like numbers. BRIEF DESCRIPTION OF THE DRAWINGS The invention, together with further objects and advantages thereof, may be understood by reference to the following description taken in conjunction with the accompanying non-limiting drawings. FIG. 1 is a flow diagram of the basic procedure by which a person uses the matching system and method in accordance with the invention. FIG. 2 is a flow diagram of the initial steps taken by a user of the program in accordance with the invention used for employment matching. FIG. 3 is a flow diagram of the confirmation portion of the program viewed from the employer's perspective. FIG. 4 is a flow diagram of the matching portion of the system and method viewed from the job- seeker's perspective. FIG. 5 is a flow diagram of the confirmation portion of the system and method viewed from the job- seeker's perspective. FIGS. 6 and 7 show a "Standard Rating/Ranking Matrix Prototype" configuration for use in the invention. FIG. 8 illustrates a flow chart of the EJD candidate search in accordance with one embodiment of the invention. FIG. 9 illustrates the EJD (Single-Click) Process Architecture in accordance with the invention. FIG. 10 illustrates the EJD Applicant Search (Single-Click) in accordance with the invention. FIGS. 11A, 1 IB and 1 IC illustrate the EJD Ensemble (Single-Click) device aspect in accordance with the invention. FIGS. 12A and 12B illustrate the Applicant/Job Search Click-Flow aspect in accordance with the invention. FIG. 13A illustrates the EJD/ERA System Recruiting Technology in accordance with the invention from the perspective of the recruiter. FIG. 13B illustrates the EJD/ERA System Recruiting Technology in accordance with the invention from the perspective of the job seeker. FIG. 14 illustrates the System Engagement Process Flowchart in accordance with the invention. FIG. 15 illustrates a comparison of a traditional recruitment scenario and a recruitment scenario in accordance with the invention. FIG. 16 illustrates the PACOS Recruiting Process Activity in accordance with the invention. FIG. 17 illustrates the Electronic Job Description Menu/Vacancy Profile configuration in accordance with the invention. FIGS. 18A, 18B and 18C illustrates template design information screens for use in the invention. FIG. 19 illustrates an Electronic Job Description Menu in accordance with the invention. FIG. 20 illustrates a Completed EJD Evaluation Profile in accordance with the invention. FIG. 21 illustrates an EJD/ERA Synchronization Configuration and Explanation in accordance with the invention. FIGS. 22A-22F illustrate a Recruiter Synchronized Search Activity Coding Architecture for use in the invention. FIGS. 23A-23F illustrate a Rating Status Coding Permutations Architecture in accordance with the invention. FIGS. 24A-24C illustrate an EJD Item/Sub-Item Coding Designation Architecture in accordance with the invention. FIGS. 25A and 25B illustrate an Interview Day, Date and Time Schedule Architecture in accordance with the invention. FIG. 26 illustrates an Electronic Resume Application Menu for use in the invention. FIGS. 27A and 27B illustrate an Electronic Job Description/ Applicant Profile for use in the invention. FIGS. 28A and 28B illustrate screens presented in the Psychoanalytic Profiling Test section to be completed by particular searching parties, e.g., job seekers, in accordance with the invention. FIG. 29 illustrates an Intelligence Quotient Profiling screen presented in the profiling test of FIGS. 28A and 28B. FIG. 30 shows the possibility of using offline boutiques and kiosks to practice the invention. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS Referring to the accompanying drawings wherein the same reference numerals refer to the same or similar elements or operations, FIG. 1 is a flow diagram of the basic procedure by which a person uses the matching system and method in accordance with the invention. Generally, the user of the matching system and method is a party searching for another user or something being offered by another user. For example, in an employment situation, the searching party can be an employer searching for an employee or an employee searching for an opportunity being provided by an employer. In a dating situation, the searching party can be a male searching for a female or vice versa. Initially, the user accesses the system by accessing a server (10). The server can be accessed from a location remote from the server via a wired link, over a wireless communications network and/or through the Internet. The server is designed to enable multiple users access at the same time remotely and virtually continuously. Once the server is accessed, the user is provided with a list of parameters relating to the offer (12). The parameters which are available for selection by the user depends on the offer and are selected by the programmer. Thus, in an employment situation, the parameters could relate to education, experience, personality, desired salary, geographical location and the like whereas in a dating situation, the parameters could relate to gender, ethnicity (white, black, Hispanic, Asian, mixed, middle eastern, Chinese, Japanese), employment status (employee, businessperson, proprietor, entrepreneur, self-employed, consultant, retiree), occupation, height, weight, roots, marital status, religion (Christian, Jewish, Moslem, Neutral, Atheist, none), offspring (none, daughter(s), son(s), adoption, relatives, number of progeny), hair color, eye color, personality, hobbies, activities and the like. In a dating situation, a selection of primary attributes could also be provided. When presented with a screen containing the available parameters, the user then selects one parameter, e.g., by clicking with a mouse associated with the computer accessing the server (14). A predetermined list of possible selections relating to the selected parameter are then displayed to the user (16) and the user clicks on . one or more of the selections applicable to themselves. The user can then select other parameters to enter a selection therefor and once the applicable parameters are reviewed and selections therefor made, the user has completed the data entry process (18). This parameter selection process can be designed to be in the form of menus and sub-menus in a drop-down type of arrangement. Clicking on certain parameters or selections of some of the parameters may trigger the appearance of additional menus or lists of possible selections to gain more detailed information pertinent to a particular parameter, or the removal of existing parameters or menus to avoid the need for the recruiter to review irrelevant or non-applicable parameters. Since the parameters selection process can be completed by pointing and clicking the button on a mouse (or a button on another type of input device), the system and method in accordance with the invention can be considered a "pick and click" system. It is greatly simplified and the speed of completion of the parameter selection process is limited only by the speed of the server and the user's ability to review the parameters and the selections therefor and the user's agility in manipulating the mouse or other input device. Indeed, it is envisioned that with touch screen technology currently available, a program can be designed to interface with a touch screen so that a user would be able to simply touch the portion of the screen showing the applicable selections for each parameters in order to select the parameters. This would reduce the estimated time to complete the parameter selection process even more. It is important to appreciate that the system however is not limited to entry selection through pointing devices, i.e., a mouse or a touch screen, and indeed the invention contemplates the use of other methods of data entry such as a voice-activated data entry system or a common keyboard. When the parameter selection process is complete, and all of the selections have been entered simply by clicking the mouse on the menus, possible sub-menus and selections, the server adds the information from the user to a database. Any inconsistencies or errors in the data entry process could be detected using available software and prompts provided to the user to re-enter or change the erroneous information. After a proper parameter entry by the current user, the server compares the selections of the current user to selections of other, previous users in the database (20) to determine whether any previous user's selections exactly match those of the current user (22). For example, if the current user is an employer, the selections of the employer would be compared to selections of job-seekers to see whether all of the selections of any single job-seeker match the selections of the employer. If one parameter is education and the current job- seeker indicates he or she has an MBA degree (which is programmed as one of the available selections) and the employer is looking for a employee with an MBA degree, this parameter is considered a match. Of course, the employer would typically enter multiple parameters, e.g., about 25-50, and all of these parameters are compared to the corresponding parameters entered by a job-seeker. As described above, the comparison between the selections made by the current user and previous users is made upon completion of selecting entries for any number of desired available parameters. The current user might decide to select entries for only fifty parameters which he or she deems to be the most significant. The parameters can vary from general information to specific information. In an employment matching program, for the employer, the general information would be information such as the geographical location of the place of employment, the title of the available position, the type of industry/subindustry in which the employer is involved, whether full or part time employment is sought, when compensation is hourly or salaried. Specific information would be information relating to a specific number of years employment in the relevant industry and specific educational degrees. From the employee's perspective, general information would be information about the location in which the employee resides and is willing to work, the title of previous positions held by the employee, the industry/subindustry in which the employee worked and the number of years in each industry/subindustry A finite number of parameters are available within the system. However, the number of questions posed and their nature will satisfy very specific or customized requirements, for example, requirements of the recruiter or job-seeker. To allow for very specific parameters, certain parameters may be used to send the type of user to various sub-sets of questions to which other user who selected a different response to that parameter are ' not directed to. For example, an initial question might be to designate the industry in which the job is available or in which a job is sought. Selecting "accounting" would cause the rest of the questions to be accounting- related, whereas selecting "Information Technology" would cause the rest of the questions to be related to that field. Recruiters may leave certain parameters out to broaden their search of candidates. Options for certain parameters may consist of very specific information, such as the level of education required of the candidate or the geographical location of the job vacancy from the recruiter, or the level of education attained or the geographical location of the job-seeker from the job-seeker. Certain parameters may be designated to not be used for searches as match requirements but nonetheless entered and made available to job-seekers utilizing the system from the EJD point of view, such as the name of the company or the title of the position available, or to recruiters utilizing system from the ERA point of view, such as the name of the job- seeker. These however could be used by the job-seeker or recruiter as search parameters if he so desired. The majority of entries however will be made in response to a question by selecting a number, percentage, range, word, phrase, or the like. For example, when a recruiter is prompted to designate what amount of experience a candidate should have doing monthly reports or a job-seeker is prompted to designate what amount of experience he has doing monthly reports, available choices for selection may be 0%, l%-29%, 30%-69%, and 70%- 100%. Another set of choices that may be used instead might be None, Some, Acceptable and Extensive. Also, the program can be designed to provide variably priced searches whereby a search using fifty parameters would be priced differently than a search using twenty-five parameters. In another embodiment, the comparison for matching may be made entry by entry, with the available pool of matches being reduced with each entry. If all of the parameters of the current user and one or more previous users match, remote contact data about the previous user or users is provided to the current user (24). The current user has thus located one or more matching parties to the offer. If the selections of the current user do not match all of the selections of any single previous user, then the current user is given the option to continue the search (26) and if he continues the search, he must change the selections of the parameters or vary the parameters (via a loop back to the parameter review and selection steps) until one or more matches are obtained. Otherwise, the search ends and is unsuccessful (28). The basic matching system and method in accordance with the invention described above thus differ from prior art matching programs in that the number of selections for each parameter is limited and the user cannot enter any information which is not listed under one of the parameters. For example, for the educational degree parameter, only commonly known degrees might be listed so that the user cannot enter another type of degree or any foreign degrees. Rather, the user is limited to entering one of the pre-programmed available selections and cannot deviate from them. Moreover, at the onset, ranking of the importance of the parameters is not required. Rather, the system and method make a match when all of the parameters of one user match the corresponding parameters of another user. If not, no match is made. Thus, even though one user might attach relatively low importance to one of the parameters, so long as that user enters a selection for that parameter, a matching user must have the same ' selection of that parameter or no match will be made. The basic matching system and method can be specifically adapted for use in matching available positions being offered by employers and potential employees. The following description will generally focus on the employment situation wherein the employer having an available position is alternatively referred to as the recruiter and the employee seeking employment is alternatively referred to as the job-seeker or candidate.

Nevertheless, the matching system and method can be readily adapted for any other situation wherein one user is seeking another user or something being offered by another user and predicated on the system's remote capabilities and actions. The matching system can be self-contained in a single workstation, but preferably the database is stored in a server accessible remotely by many end-terminals at once. The end-terminals may be personal computers, handheld electronic devices, cellular phones, etc. Connection to the system may be done by methods such as establishing a direct link with the server or accessing a local area network on which the system is available. Preferably, accessing the server is done via a web site locatable on the internet. As such, the system is called the Pick-and-Click Online System (PACOS). In order to enable a user to use the system and method, registration could be required, for which a registration fee might be charged. The user would have to complete a registration form after accessing the server and before performing the parameter selection process. The registration form would be different for different users, e.g., a recruiter would complete a different registration form than a job-seeker. FIGS. 2-5 are flow diagrams exemplifying one aspect of such an employment matching system. As shown in FIG. 2, both the recruiter and the job-seeker access the system server (30) and informs the system what type of user he or she is, i.e., a recruiter having a position available or a job-seeker seeking a position (32). If the user is a job-seeker, he is directed to a pre-prepared and pre-formatted electronic job description (EJD) entry process (34) and if the user is a recruiter, he is directed to pre-prepared electronic resume applications (ERA) entry process (36). The entry process for the EJD and the ERA are substantially the same in that parameters are provided along with possible responses. Unless otherwise stated herein, the same applications of the ERA apply to the EJD and vice versa. For example, one parameter might be "computer skills acquired". A screen presented in both the ERA and EJD might appear with a heading "COMPUTER SKILLS ACQUIRED" and list computer software and manufacturers including but not limited to: QuickBooks, IBM, dBase, MS Excel, CorelPerfect, PeachTree, MS Access, File Master, MultiMate, MSWord, RealWorld, Microfiche, Lotus, Windows, WordPerfect, MAS-90, WordPro, ADP System, Letter Perfect and Atari. The recruiter clicks on the box next to each program knowledge of which is required by a potential employee while the job-seeker clicks on the box next to each program with which he or she is familiar. Regardless of whether the user is a recruiter or job-seeker, the program operates based on the ability to enable the user to perform whatever steps they need to take to either find an employee or submit information by actuating an input device, e.g., pressing a button of a mouse, and thereby activating the system's remote capabilities. There is no paper involved in the matching program, i.e., it is paperless. The recruiter and job- seeker are provided with a number of parameters relating to employment and each parameter has a limited number of possible responses. Thus, the employment matching system may be considered a "pick and click" system. The EJD entry process generally allows the recruiter to enter desired qualifications of a prospective employee, for among a limited list of possible options. The recruiter is provided with a list of parameters relating to employment qualifications and selects one (38). Preferably, the parameters do not relate to a psychoanalytical profile, as a psychoanalytical profile is used generally only to narrow the pool of possible employees when more than a specified number of prospective employees are considered matches. Nevertheless, the recruiter should also be provided with psychoanalytical parameters and complete selections therefor in order to reserve the possibility of increasing the pool of prospective employers. Each parameter in turn has a limited list of selections relating to that parameter and the recruiter marks one selection (40). Selection of the parameters and section of responses to the parameters may be made by using an interface device such as a computer mouse to press a virtual button, open a drop-down menu, fill in a virtual circle, etc. Although not ideal, special entries may also be made by typing. Typing utility is limited and restricted only to the addition of new components to the parameter categories by both recruiter and applicant. Each time an entry is made, the system accesses a database containing information collected by the system about job-seekers who have accessed the system and designated that they wish to be included in searches by recruiters (42). The recruiter's entry is compared to a stored corresponding entry previously made by each job-seeker, and those which do not match are eliminated from a pool of prospective employers. In addition to parameter selection using an input device (pick and click), it is also possible to select an option to submit a file, e.g., a photograph. The photograph could be scanned in or entered by some other electronic/manual means. Although of some value for employment purposes, this would be particularly useful when the matching system is used for dating purposes. The parameter selection process by the recruiter continues when additional entries for the parameters are made (44) until the recruiter indicates that the parameter entry process is complete (46). At this stage, the system can be designed to provide the recruiter with the remaining pool of prospective employees (48). Thus, in a general employee search, the recruiter can specify the desired qualifications of an employee using the menus and sub-menus of the parameters and the selections of the parameters until they have created as complete as possible a description of the ideal employee. In view of the elimination of job-seekers without the same qualifications as desired by the recruiter, unacceptable job-seekers are not even provided to the recruiter. The recruiter thus saves a significant amount of time which would otherwise be wasted if the recruiter was required to review a large number of resumes to check for the desired qualifications and send rejection notices. The recruiter's search has been reduced to simple pointing and clicking and optimizes the employee search. Variations of the parameter selection process include the design of the program to first receive all of the selections of each parameter before accessing the database to eliminate non-matching job-seekers. In addition, the program can be designed to receive all of the selections of a plurality of parameters or even all of the parameters before accessing the database. To further optimize the recruiter's search, various options are possible to present a specified number of prospective employees to the recruiter, which number might be selected by the recruiter or determined by the fee paid by the recruiter for the search. Ideally, the number of prospective employees will exactly correspond to the specified number of job-seekers sought by the recruiter to consider for an available position. However, this will often not be the case; but rather, the search will provide more or less than the specified number of job-seekers. Accordingly, if the pool of job-seekers remaining after the recruiter's search contains less than the specified number he designated, the recruiter can be provided with options for modifying the search. These options include varying the selections of the parameters including possibly removing selections or adding different selections from one or more of the parameters entirely, and subjecting the search to a ranking process. If the recruiter decides to vary the selections, the recruiter is provided with the screen showing the parameters and when a parameter is selected, a sub-menu will appear showing the selections previously made by the recruiter. By clicking on a previous selection, that selection can be removed. Removal of a selection might result in a large number of job-seekers. The recruiter then indicates completion of the search and the search forms a new pool of job-seekers. Again, an analysis is performed as to whether this pool contains the same number of job-seekers as desired by the recruiter and if so, the recruiter is notified that the search is complete and is successful. If the pool contains fewer job-seekers than the desired number, the recruiter can again modify the search, e.g., remove selections from one or more of the parameters, or subject the search to the ranking process. If the pool now contains more job-seekers than the desired number, the recruiter can again modify the search, e.g., provide selections for parameters not previously reviewed and considered, or proceed as discussed below. If the recruiter decides to subject the search to the ranking process in order to increase the pool of prospective employees, the program would consider the percentage match between the recruiter's selections and each job-seeker's selections and rank the percentage correspondence from highest to lowest. Then, the highest ranking job-seeker(s) would be added to the pool of prospective employees until the desired number is obtained. For example, if the desired number of prospective employees is three and the first search obtains only a single prospective employee, the ranking process would provide two additional prospective employees who would have the highest number of matches with the recruiter. The ranking process can apply a minimum percentage rank to avoid obtaining job-seekers with only nominal matches to the employer's desired qualifications. For example, the percentage matching between the recruiter's selected parameters and job-seeker's selected parameters could be limited such that only those job- seekers having a percentage match of 85% or above are considered, 100% being an exact matching between all of the parameters. If no job-seekers have a percentage matching higher than 85%, none will be added to the pool presented to the recruiter. In conjunction with the ranking process or as an alternative to the ranking process, the psychoanalytical profile of job-seekers can be remotely considered, provided the recruiter has entered selections for psychoanalytical parameters. In this regard, the EJD entry process would further be designed to allow the recruiter to select from a list of psychoanalytical parameters, with each parameter in turn having a limited list of selections relating to that parameter and the recruiter would mark one or more selections for each desired parameter. Selection of the parameters and section of responses to the parameters may be made by using an interface device such as a computer mouse to press a virtual button, open a drop-down menu, fill in a virtual circle, etc. Although not ideal, entries may also be made by typing. Each time an entry is made, the system could access a database containing information collected by the system about job-seekers who have accessed the system and designated that they wish to be included in searches by recruiters. The recruiter's entry is compared to a stored corresponding entry previously made by each job-seeker, and those which do not match are eliminated from a pool of prospective employers. Instead of removing all candidates with any single non-matching psychoanalytical parameter, it is also possible to factor in the psychoanalytical profile when ranking job-seekers so that the percentage match between the recruiter's selections including those of the psychoanalytical profile and each job-seeker's selections would be considered and the percentage correspondence ranked from highest to lowest. This might result in different job-seekers being included in the pool than if the psychoanalytical profile were not included. This modified ranking process might be utilized as a fallback ranking process to the above-described ranking process, such that as many attempts as necessary are made to fill vacant spots in the pool of matching job-seekers until the desired number of job-seekers is obtained. If the pool of job-seekers remaining after the recruiter's search contains more than the specified number he designated, the recruiter can be provided with options for modifying the search as discussed above.

Modifications to the selections, and possible addition of selections, might result in a smaller number of job- seekers. The recruiter then indicates completion of the search and the search forms a new pool of job-seekers.

Again, an analysis is performed as to whether this pool contains the same number of job-seekers as desired by the recruiter and if so, the recruiter is notified that the search is complete and is successful. If the pool contains fewer job-seekers than the desired number, the recruiter can proceed as discussed above, i.e., again modify the search or subject the search to the ranking process. Instead of modifying the search, the recruiter can indicate a desire to consider the psychoanalytical profile of job-seekers, provided the recruiter has entered selections for psychoanalytical parameters. This would provide additional parameters to match and would likely reduce the number of job-seekers whose selections match exactly with those of the recruiter. The job-seekers with the highest rank would be presented to the recruiter. Whenever the psychoanalytical profile is considered, a minimum percentage rank can be used to avoid obtaining job-seekers with only nominal matches to the employer's desired qualifications. For example, the percentage matching of the combined general parameters and psychoanalytical parameters between the recruiter and job-seekers could be limited such that only those job-seekers having a percentage match of 85% or above are considered, 100% being an exact matching between all of the parameters. If no job-seekers have a percentage matching higher than 85%, none will be added to the pool presented to the recruiter. As an example of a psychoanalytical profile examination, a query might be "what comprises self- management?" Psychoanalytical question and answer parameters proposed as a response to this query might be:

Maturity, Impartiality, or Sustainability;

Discipline, Conviction, or Sentiment; Single-Mindedness, Option, or Friendship;

Ability, Characteristics, or Temperament;

Fortitude, Recognition, or Personality;

Principle, Recalcitrance, or Amusement;

Structure, Construction, or Amelioration; Organization, Community, or Rapprochement;

Patience, Understanding, or Spirituality;

Commitment, Sarcasm, or Congregation;

Attentiveness, Circumspection, or Trenchancy;

Aggressiveness, Diplomacy, or Calculation; Venturesomeness, Watchfulness, or Outcome;

Competence, Inducement, or Actuation;

Determination, Progression, or Faultfinding;

Flexibility, Forethought, or Vigilance;

Conviction, Impetuousness, or Appeasement; Functionality, Accommodation, or Fame;

Objective, Inauguration, or Relinquishment;

Strength, Capitulation, or Good-Nature;

Expertise, Prominence, or Calibration; Intuition, Complaisance, or Meditation;

Consistency, Conspicuousness, or Honor;

Motivation, Deliberateness, or Swiftness;

Orientation, Nimbleness, or Expedition;

Honesty, Expostulation, or Discernment; Leadership, Fleetness, or Comprehension;

Passion, Commemoration, or Prominence;

Peace-of-Mind, Deliberation, or Fulfillment;

Temperament, Dominance, or Probability;

Obligation, Ceremony, or Centralization; Punctuality, Preponderance, or Distribution;

Refinement, Credence, or Maintenance;

Application, Contingency, or Duplication;

Open-Mindedness, Flexibility, or Peculiarity;

Responsiveness, Modification, or Diversity; Productivity, Invincibility, or Demarcation;

Risk-Taking, Permutation, or Philanthropy;

Judgment, Inevitability, or Instrumentality;

Fair-Play, Characteristics, or Distinctiveness;

Steadfastness, Transformation, or Boldness; Economy, Profitability, or Interruption;

Responsibility, Obstinacy, or Distinctness;

Temerity, Maneuvering, or Double-Dealing;

Sociability, Openhandedness, or Humaneness;

Capability, Susceptibility, or Illusion; Courage, Metamorphosis, or Transmutation;

Trustworthiness, Obedience, or Redundancy;

Tolerance, Benevolence, or Circumspection;

Humility, Acknowledgment, or Relaxation; A follow-up question might be "Extent of use of this quality in the past as compared to the others?" with choices of 10%, 25%, 50%, 75% and 99%. The psychoanalytical question might be on one side of the screen, i.e., the left side, while the answers are on the other side of the screen, i.e., right side. Displays of screens shown to the applicant during the data entry for the psychoanalytical profile are discussed below with respect to FIGS. 28A and 28B. Another option for the recruiter when indicating the parameters of the search would be to obtain the desired number of prospective employees for the pool and store the remaining matching job-seekers for possible later use. The number of job-seekers presented to the recruiter would be randomly selected from the oversized pool. Alternatively, the job-seekers to be considered or presented could be the first ones in alphabetical order or the most recent job-seekers or the earliest job-seekers. The recruiter thus has several options to arrive at the desired number of possible job-seekers, all of which can be achieved by clicking on options presented to the recruiter on the screen. The entire search can thus be accomplished by picking and clicking, and cumbersome manual handling and processing of employment applications and resumes are not required. Once the desired number of prospective employees is obtained, the program can advantageously be designed to schedule an interview between the recruiter and each prospective employee. ' At this stage, the program might be designed to act as an intermediary between the recruiter and the job-seeker so that the exact identity of the parties does not have to be revealed (yet). That is, each job-seeker is provided with an identification number and only the identification number will be provided to the recruiter, until an interview date is confirmed. However, if the identity or anonymous profile of the job-seeker is provided, the recruiter is provided with an opportunity to indicate that he wants to interview the job-seeker. If he does not, the job-seeker is removed from the pool and the recruiter is provided with an opportunity to indicate whether he wants to interview the next job-seeker. If the pool of matching job-seekers was larger than the desired number of job- seekers, another job-seeker with matching selections could be added to the pool. If the pool of job-seekers was equal to the desired number of job-seekers and so is now smaller than that number, the recruiter may be given an opportunity to add job-seekers as described above. If the identity or anonymous profile was not provided, no opportunity to reject the job-seeker exists and the scheduling process is executed as described below. At the same time, the job-seeker could be remotely notified of the match with the potential recruiter. To expedite the assessment of the compatibility of the job-seeker to the recruiter, the recruiter and job-seeker can be provided with a short time period in which to accept an interview request, i.e., about thirty seconds. Referring now to FIG. 3, if the recruiter decides to interview the job-seeker, the system remotely checks the recruiter's schedule and the job-seeker's schedule and compares them to find one or more mutually acceptable times for an interview, e.g., three mutually acceptable interview dates (50). The schedules might be entered at any time by the recruiter and can be constantly updated by the job-seeker. Also, an e-mail communication can be sent to the job-seeker requesting updates on their availability. If there are any matches, an interview is scheduled at the earliest matching time (52). If there are no time matches, an announcement of the absence of a mutually acceptable interview time is provided to the recruiter. The recruiter is then given an option to alter his schedule of availability, reject the job-seeker or share his contact information with the job-seeker so that they may work out a meeting time. If the recruiter chooses to alter his schedule of availability, the system again remotely checks his modified schedule and the job-seeker's schedule. If he chooses to reject the job-seeker, the job-seeker is eliminated from the pool and the system checks to see if the pool of job-seekers was larger than the desired number of job-seekers, and if so, another job-seeker with matching selections could be added to the pool. If not, the recruiter can be given the opportunity to modify his search as described above to obtain another job-seeker. If the recruiter chooses to share his contact information, his contact information is sent to the job-seeker by whatever method the job-seeker has specified as acceptable, such as e-mail, instant message, page, mobile telephone text message, automated telephone voice message, electronic facsimile, postal mail, etc. The system then proceeds to enable the recruiter to schedule an interview with the next job-seeker in the pool, if any, until the recruiter has scheduled an interview with each job-seeker or contacted each job-seeker remaining in the pool. Once an interview is scheduled, notification is remotely provided to both parties, e.g., on-screen to the recruiter immediately and to the prospective employee by whatever notification method he or she selected, such as e-mail, instant message, page, mobile telephone text message, automated telephone voice message, electronic facsimile, postal mail, etc. (54). Alternately, a list of available interview times can be sent to the prospective employee and he or she can select any one he or she prefers. The parties then both await confirmation of the interview (56). The time allotted for the recruiter and prospective employee to confirm the interview could be limited, e.g., to a time period of thirteen minutes, in order to expedite the employment search. If both parties accept the scheduled interview time (58), notification of the finalized interview is sent to each party by whatever method each party has selected (60). If there are any remaining matched job-seekers in the pool which the recruiter has not yet contacted (62), the recruiter can proceed to schedule an interview with them by first comparing schedules (50). Otherwise, the search is complete (60). If the job-seeker declines the scheduled interview time (66), the recruiter is notified of the rejection (68). The recruiter can opt to remove the job-seeker from the list and if the number of matching job-seekers exceeds the desired number of job-seekers (70), then another job-seeker is added to the pool (78) and the recruiter is provided an opportunity to schedule an interview with him or her (54). If there are no additional matching job-seekers, then the recruiter is provided with an opportunity to modify the search in any of the methods described above (76). If one or both parties wish to alter the interview time (72), the system schedules the interview at the next available mutually agreeable interview time (74) and sends notification to each party by the designated preferred method (54). A description of the employment matching program from the perspective of the job-seeker will now be described with reference to FIGS. 4 and 5. FIG. 4 is a flow diagram of the matching portion of the system viewed from the job-seeker's perspective as he completes an ERA. The job-seeker is prompted by the system to review a list of parameters relating to employment qualifications, as well as a psychoanalytical profile, and selects one (80). Each parameter in turn has a limited list of selections relating to that parameter and the job-seeker marks one selection (82). Selection of the parameters and section of responses to the parameters may be made by using an interface device such as a computer mouse to press a virtual button, open a drop-down menu, fill in a virtual circle, etc. Although not ideal, specific entries may also be made by typing, but only to add new components to existing parameter categories. Each time an entry is made, the system accesses a database containing information collected by the system about employers (recruiters) who have accessed the system and designated that they wish to be included in searches by job-seekers (84). The job-seeker's entry is compared to a stored corresponding entry previously made by each recruiter, and those which do not match are eliminated from a pool of potential matching recruiters. The parameter selection process by the job-seeker continues when additional entries for the parameters are made (86) until the job-seeker indicates that the parameter entry process is complete (88). At this stage, the system can be designed to notify the job-seeker of the remaining pool of prospective employers (90), which prospective employers have made selections to the same parameters as the job-seeker. The time to complete the parameter selection process, i.e., have job-seeker complete an electronic resume application (ERA), can be as little as ten minutes and eliminates the need to prepare a paper resume and cover letters. Instead of waiting for the job-seeker to complete the parameter selection process, the system can be designed to notify the job-seeker as soon as the number of potential employers is within or equals a predetermined number. This number can be based on the fee paid by the job-seeker. When the number of potential employers is less than the pre-determined number of potential employers sought by the job-seeker, the job-seeker can be provided with options for modifying the search. These options include varying the selections of the parameters including possibly removing selections from one or more of the parameters entirely, and subjecting the search to a ranking process. If the job-seeker decides to vary the selections, the job-seeker is provided with the screen showing the parameters and when a parameter is selected, a sub-menu will appear showing the selections previously made by the job-seeker. By clicking on a previous selection, that selection can be removed. Removal of a selection might result in a large number of potential employers. The job-seeker then indicates completion of the search and the search forms a new pool of potential employers. Again, an analysis is performed as to whether this pool contains the same number of employers as desired by the job-seeker and if so, the job-seeker is notified that the search is complete and matched employers have been found. If the pool contains fewer employers than the desired number, the job seeker can again modify the search or subject the search to the ranking process. If the job-seeker decides to subject the search to the ranking process in order to increase the pool of prospective employers, the program would consider the percentage match between the job-seeker's selections and each employer's selections and rank the percentage correspondence from highest to lowest. Then, the highest ranking employer(s) would be added to the pool of prospective employers until the desired number is obtained. For example, if the desired number of prospective employers is ten and the first search obtains only four prospective employer, the ranking process would provide six additional prospective employers who would have the highest number of matches with the job-seeker. The ranking process can apply a minimum percentage rank to avoid obtaining employers with only nominal matches to the employee's desired employment conditions. For example, the percentage matching between the job-seeker's selected parameters and employer's selected parameters could be limited such that only those employers having a percentage match of 85% or above are considered, 100% being an exact matching between all of the parameters. If no employers have a percentage matching higher than 85%, none will be added to the pool of potential employers. Thus, the job-seeker can be assured that any potential employers will have at least an 85% match with their selections. The job-seekers will not have to waste their time interviewing with employers offering a position for which the job-seeker has only nominal qualifications for. In contrast to the ability of the recruiter to factor in the psychoanalytical profile when attempting to reduce the number of potential employees, in one embodiment of the invention, the job-seeker has no control over the use or non-use of the psychoanalytical profile. Rather, the job-seeker is limited to modifying the parameters constituting the psychoanalytical profile. The purpose of the psychoanalytical profile is therefore to fine-tune the employer's ability to locate and pinpoint appropriate employees from among a large number of potential job-seekers, all of whom might have the same qualifications. If the pool of employers remaining after the job-seeker's search contains more than the specified number he designated, the job-seeker can be provided with options for modifying the search as discussed above. Modifications to the selections, and possible addition of selections, might result in a smaller number of potential employers. The job-seeker then indicates completion of the search and the search forms a new pool of potential employers. An analysis is performed as to whether this pool contains the same number of employers as sought (or paid for) by the job-seeker and if so, the job-seeker is notified of the existence of the matches. If the updated pool contains fewer potential employers than the desired number, the job-seeker can proceed as discussed above, i.e., again modify the search or subject the search to the ranking process. The search could also be terminated by the program as soon as the number of potential employers is equal to or less than the predetermined number of potential employers. Another option for the job-seeker when indicating the parameters of the search would be to obtain the desired number of prospective employers for the pool and store any excess matching employers for possible later use. The number of employers presented to the job-seeker would be randomly selected from the oversized pool. Alternatively, the employers to be presented could be the first ones in alphabetical order or the most recent employers or the earliest employers. The job-seeker thus has several options to arrive at the desired number of possible employers, all of which can be achieved by clicking on options presented to the job-seeker on the screen. The entire search can thus be accomplished by picking and clicking, and cumbersome review of available positions and preparation and forwarding of personal materials are not required. Once the desired number of potential employers is obtained, the existence of the available position is provided to the job-seeker within a very short period of time, e.g., within thirty seconds from the completion of the data entry process. In addition, the program can advantageously be designed to remotely schedule an interview between the job-seeker and each prospective employer. The potential employers can be notified of a match of their selections and be provided with a limited amount of time in which to accept the job-seeker for an interview and confirm the interview. If the identity of the employer is provided, the job-seeker is provided with an opportunity to indicate that he wants to interview with the employer. If not, the employer is removed from the pool and the job-seeker is provided with an opportunity to indicate whether he wants to interview with the next employer. If the number of matching employers was larger than the desired number of employers, another employer with matching selections could be added to the pool. If the job-seeker decides to interview with the employer, the system checks the job-seeker's schedule and the employer's schedule and compares them to find one or more mutually acceptable times for an interview (92). The schedules might be entered at any time by the employer and can be constantly updated by the job- seeker. Also, an e-mail communication can be sent to the employer requesting updates on their availability. If there are any matches, an interview is scheduled at the earliest matching time (94). If there are no matches, an announcement of the absence of a mutually acceptable interview time is provided to the job-seeker who is then given an option to alter his or her schedule of availability, reject the employer or share his contact information with the employer so that they may work out a meeting time. If the job-seeker chooses to alter his schedule of availability, the system again checks his modified schedule and the employer's schedule. If he chooses to reject the employer, the employer is eliminated from the pool and the system checks to see if the number of matching employers was larger than the desired number of employers, and if so, another employer with matching selections could be added to the pool. If the job-seeker chooses to share his contact infoimation, his contact information is sent to the employer by whatever method the employer has specified as acceptable, such as e-mail, instant message, page, mobile telephone text message, automated telephone voice message, electronic facsimile, postal mail, etc. Referring to FIG. 5, the system then proceeds to enable the job-seeker to schedule an interview with the next employer in the pool, if any, until the job-seeker has scheduled an interview with each employer or contacted each employer remaining in the pool. Once an interview is scheduled, notification is provided to both parties, e.g., on-screen to the job-seeker immediately and to the hiring person of the potential employer by whatever notification method they selected, such as e-mail, instant message, page, mobile telephone text message, automated telephone voice message, electronic facsimile, postal mail, etc. (96). Alternately, a list of available interview times can be sent to the hiring person of the potential employer and they can select any one he or she prefers. The parties then both await confirmation of the interview (98). If both parties accept the scheduled interview time (100), notification of the finalized interview is sent to each party by whatever method each party has selected (102). If there are any remaining uncontacted potential employers in the pool which the job-seeker has not yet contacted (104), the job- seeker can proceed to schedule an interview with them by first comparing schedules (92). Otherwise, the search is complete (106). If the employer declines the scheduled interview time (108), the job-seeker is notified of the rejection (110). The job-seeker can opt to remove the employer from the pool and if the number of matching employers exceeded the desired number of employers (112), then another employer is added to the pool (114) and the job- seeker is provided an opportunity to schedule an interview with them (92). If there are no additional matching employers, then the job-seeker is provided with an opportunity to modify the search in any of the methods described above (116). If one or both parties wish to alter the interview time (118), the system schedules the interview at the next available mutually agreeable interview time (120) and remotely sends notification to each party by the designated preferred method (96). There are numerous advantages of the matching technique and program described above. In particular, when used in the employment field, the matching technique and program can likely enable an employer to shrink the size of their human resources department, whether at a large, medium or small firm, e.g., by about 90% or more, since significant manpower is not required to accept, process and review resumes. Moreover, the days-to- hire window, i.e., the period between when an employer starts a search and an individual accepts employment, can be drastically reduced. Fast-moving neighborhood entrepreneurial operations can also benefit greatly from the ability to locate potential employees without maintaining any human resources personnel. Another advantage provided by the invention is that it identifies, screens, profiles, selects and matches potential employees for an employer upon request. It can also perform recruiting and pre-hiring services so that all employee searching and hiring is performed remotely by the program with only minimal involvement by the employer. This would constitute a "one-stop-shop" form of employment matching and can be readily offered to employers for a predetermined price. As such, the employer would be able to budget accurately when deciding to hire personnel, e.g., at a price of $2,000 per employee, to hire 5 employees would cost the employer $10,000. In the alternative, if a traditional hiring technique were to be performed, the costs would be open-ended and could cost the employer significantly more than budgeted. The above-described method could be implemented by writing a computer program to execute the specified steps. As such, a system for matching an offeror and an offeree in accordance with the invention would include at a minimum, a display, an input device (which could be integral with the display in the form of a touch screen) and a processor unit coupled to the display and the input device. Software in the processor unit is designed to display parameters related to an offer on the display and a limited number of possible selections for each of the parameters and enable the searching party to include selections applicable to their search by actuating the input device. The processor unit also creates a database of infoimation in which each party is associated with their selections, compares the searching party's selections to information in the database for the same parameters of other parties having a status as offeror or offeree different from the status of the searching party as offeror or offeree and notifies the searching party when any other parties have selections which exactly match the searching party's selections. The processor unit may be arranged to display the parameters and selections therefor in a drop-down menu arrangement. Also, the processor unit can be arranged to compare the searching party's selections to information in the database for the same parameters for other parties only after the searching party's completion of entry of the applicable selections to the parameters. In additional embodiments, the processor unit instantaneously compares each searching party's selections for each parameter to information in the database for the same parameter of other parties to eliminate the other parties with non-matching parameters from a pool of potential matching parties. Also, the processor unit can display to the searching party on the display database information about any other parties having selections which exactly match the searching party's selections. The processor unit may also be programmed to allow the searching party to modify the selections for each of the parameters when no other parties which exactly match the searching party's selections are found, and when the number of parties which exactly match the searching party's selections is greater than or less than a desired number of matching parties. As discussed above, the matching program can involve a psychoanalytical profile in which case, the processor unit presents the searching party with parameters related to a psychoanalytical profile on the display, compares the searching party's selections to the parameters related to the psychoanalytical profile to selections of matching parties when the number of matching parties is greater than a desired number of matching parties and notifies the searching party of a number matching parties obtained by use of the psychoanalytical profile which corresponds to the desired number of matching parties. A ranking of matching parties could also be used when the number of matched parties is less than a desired number of potential matched parties. The processor unit is also preferably programmed to remotely schedule an interview between the matching parties in substantially the same manner discussed above. For example, the processor unit could be designed to compare the matched parties interview availability schedules to determine at least one mutually acceptable interview time, schedule the interview at the earliest interview time and notify the matched parties of the earliest interview time. Other possibilities of the processor unit include all of the steps mentioned above and described with reference to FIGS. 1-5. Referring now to FIG. 6, after an applicant's entry of a ERA, it is worthwhile to pre-process the information entered by the applicant to determine whether any problems arise with the compatibility between the ERA and the EJDs. For example, one of a series of back-office technical parameter components might be a "Standard Rating/Ranking Matrix Prototype" configuration. An automatic Rating Term, Ranking Numeral and Rating Index profile display screen presents to management, their back-office system operations functionality, cross-reference facility and access to technical calculations, permutations, query and computation methods, systems and structure design for engineers to identify potential technical malfunctions that may occur in any area or region of the systems' critical remote control and interfacing functionality and environment. This facility intends to permit engineers to identify, pinpoint, isolate and/or locate actual malfunction and problem points, if any, occurring after completion of the ERAs when each applicant clicks in the ERA queries to be transposed onto the EJD in their attempts to respond to the job vacancy particulars and requirements and it might appear as shown in FIG. 6. Standard Rating/Ranking Matrix Prototype and the "Collective Work Experience Sort" Section (1) Rating Term and Section (1) Rating Numerals and Ranking Index metric and scoring computation is executed in a consistently simple and standard manner over the entire applicant selection choice and system process. This is explained in taking the below single skill set item "Financial Statements" as a sub-component relative to Full Charge Bookkeeping parameter component and identified under sub-set "Skill Set Item" under Occupational Category, namely: "Accounting." This is a sub-component that is incorporated, integrated and interfaced into the combined EJD and ERA. As such, whenever an applicant clicks on either the "Specific" or "Profound" or "General" item on the ERA, either a rating numeral of "40/C" or "46/A" or "14/B" is remotely registered and allocated confirming and extrapolating applicant's selective decision which is also remotely transposed simultaneously on the EJD to the recruiter and might appear as shown in FIG. 6. The system's precision rating/ranking matrix is as follows: Under Section (1) Rating Term above, "Specific/C" or "Profound/A" or "General/B" (ScPaGb) skills set scores are compared against Section (2) Rating Terms "Acceptable/C" and "Extensive/A" and "Genius B" (AcEaGb) to render attempts to game the system futile and to gain deceptively constant high scores meaningless. The ScPaGb rating and ranking system is introduced under Section (1) Rating Term along with their respective Rating Numerals. The "C" and "A" and "B" Ranking Indices are introduced to alternatively measure, define and simplify the collective ranking of the ScPaGb final scoring results. ScPaGb scoring above 50% of the allocated numerals earn a plus (+) factor Ranking Index. ScPaGb scoring below 50% earns a minus (-) factor Ranking Index. For security purposes, the Rating Numerals are designed to become changeable in minus (-) or plus (+) degrees every so often and might appear as shown in FIG. 7. The system's precision rating/ranking matrix is as follows: Under Section (2) Rating Term above, the "None/0" and "Some/39" term and their percentages are assigned to graduate students who have limited solid real-life office working experience. "Acceptable/C" and "Extensive/A" and "Genius/B" (AcEaGb) skills set scores are compared against, combined and interfaced with Section (1) Rating Term "Specific/C" and "Profound/A" and "General/B" (ScPaGb) memory to render attempts at gaming the system futile and to gain deceptively constant high scores meaningless. The AcEaGb formula, rating and ranking system is introduced along with their respective Converted Rating Numerals, namely: "39/C" and "45A" and 16B permutations." Ranking Indices are introduced to measure, define and simplify the collective ranking of the AcEaGb final scoring results. AcEaGb scoring below 39% of the allocated numerals are ignored and not considered as relevant in the Ranking Index and is disregarded by the system through a process of elimination. AcEaGb scores above the 40% mark, starts the system's ability to assess and evaluate the initially screened and acceptable Applicant's ERA clicking input. And thereafter, scoring above the 40% benchmark is thus allocated to the pool of screened ERAs, prior to any ERA input information is transposed onto the Recruiter's EJD. Referring now to FIG. 8, another back-office technical parameter functionality might be "EJD Candidate Search Illustration." A display screen is presented to systems, installation and maintenance engineers graphically explaining and illustrating one of the combined interacting component processes of the invention and the various remote integrated and interfacing inputs and output functions, options, requirements and designed results expected from the EJD and ERA system from start to finish and it might appear as shown in FIG. 8. A registered employer seeking candidates for one or more job opportunities (four in the illustrated example) would access the system and be presented with a screen which enables a single-click to begin the search process. The employer clicks on a job match option, a biometrics option or an eSignature option. The software interface is then activated and the EJD candidate search mode begins. Again, a single click is all that is required to activate the candidate search selection to obtain potential candidates for the four listed, available jobs shown in FIG. 8 (for which EJDs have previously been entered or entered at this time). The EJD/ERA matching activity is then activated and the EJD rating/ranking process described above is then effected. As per parameters set by the recruiter, three exactingly matched ERAs for each EJD are selected within about 30 seconds. Candidate profile/assessment reports are automatically generated and automatic interview requests are then dispatched to the three candidates. The total candidate search could thus end in 60 seconds and the recruiter logs-off the system or web-site if remotely accessed through the Internet. The recruiter receives access to three candidate profile/assessment reports and waits approximately 1-

13 minutes for candidates to be alerted and respond with confirmed interview dates in real time Three realtime interview requests are then electronically dispatched to the candidates in the manner described in detail above. As a result, three pre-arranged interview date responses are mutually confirmed by the recruiters with the three candidates in real time at work, home, after work, at nights, weekends, while traveling, vacationing, shopping, socializing or whatever the parties are doing. Referring now to FIG. 9, another back-office technical parameter functionality might be "EJD (Single- Click) Process Architecture." A display screen is presented to systems, installation and maintenance engineers graphically explaining and illustrating another one of the combined interacting component processes of the invention and the various remote integrated and interfacing input and output functions, options, requirements and designed results expected from the EJD and ERA system from start to finish. This might take the form of "Recruiter Applicant-Search Process Flow Prototype" and it might appear as shown in FIG. 9. Yet another back-office technical parameter functionality might be "EJD Applicant Search (Single- Click) Illustration." For this aspect, a display screen is presented to systems, installation and maintenance engineers graphically explaining and illustrating another one of the combined interacting component processes of the invention and the various remote integrated and interfacing inputs and output functions, options, requirements and designed results expected from the EJD and ERA system from start to finish and it might appear as shown in FIG. 10. Yet another back-office technical parameter functionality and recruiter and applicant's input utility illustration might be the "EJD Ensemble (Single-Click) Device." For this aspect, a display screen is presented equally to system engineers, recruiters and applicants, graphically explaining and illustrating another one of the various combined interacting components, options and processes of the invention and the various remote integrated and interfacing inputs and output functions, options, requirements and designed results expected by users of the EJD and ERA system requiring only single-clicks to start and rapidly move the search and it might appear as shown in FIGS. 11 A, 1 IB and 1 IC. Yet another back-office technical parameter functionality might be the "Applicant/Job Search Click- Flow Illustration." For this aspect, a display screen is presented to systems, installation and maintenance engineers graphically explaining and illustrating another one of the combined interacting component processes of the invention and the various remote integrated and interfacing inputs and output functions, options, requirements and designed results expected by users from the EJD and ERA system from start to finish and it might appear as shown in FIGS. 12A and 12B. FIG. 12A shows a summary flow chart of the recruiter and applicant/Job Search from the perspective of an employer or recruiter who would first access a home page and then click on a box or icon indicative of the individual's status as an employer or recruiter. The employer would complete a registration form, again by clicking on a box or icon and the proceed to the candidate search menu by clicking on another box or icon. Once the employer or recruiter enters an electronic job description (EJD), the data input is directed to a database management system to provide a candidate rating disposition which in turn leads to a candidate rating performance. A scoring summary of performance is obtained and then an instant automatic response to the employer or recruiter is provided. Selection results are made available to the employer or recruiter, namely, for example, three exactly matching ERA/EJD selections are processed. Thereafter, an alert is dispatched to the employer or recruiter in the manner or manners requested by the employer or recruiter, e.g., via wire/cell phone, e-mail, fax, instant messaging, e-mail, pager, PDA or mailgram in real time, 24/7. FIG. 12B shows a summary flow chart of the recruiter and applicant/Job Search from the perspective of an applicant for employment, i.e., a job seeker, prospective employee who would first access a home page and then click on a box or icon indicative of the individual's status as a job seeker. The job seeker would complete a registration form, again by clicking on a box or icon and the proceed to the job search menu by clicking on another box or icon. Once the job seeker inputs or enters an electronic resume application (ERA), the data input is directed to a database management system to provide a job rating disposition which in turn leads to a job selection rating status. A vacancy selection summary is obtained and then an instant automatic response to the job seeker is provided. Selection results are made available to the job seeker, namely, for example, three exactly matching EJD ERA selections are processed. Thereafter, an alert is dispatched to the job seeker in the manner or manners requested by the job seeker, e.g., via wire/cell phone, e-mail, fax, instant messaging, e-mail, pager, PDA or mailgram in real time, 24/7. Yet another back-office technical parameter functionality might be the "EJD/ERA System Recruiting

Technology Illustration." For this aspect, a display screen is presented to systems, installation and maintenance engineers graphically explaining and illustrating another one of the combined interacting component processes of the invention and the various remote integrated and interfacing inputs and output functions, options, requirements and designed results expected by users from the EJD and ERA system from start to finish indicating "How The EJD is Processed for Recruiters" and it might appear as shown in FIG. 13 A. Once EJDs and ERAs are provided, each EJD or request for potential employees enters the system's multi-tier database of recruiters/job seekers/merchants and by analyzing the EJD relative to the ERAs, the system locates, identifies, screens, selects, profiles, fool-proofs (vents and screens), rates and ranks ERAs. Within 30 seconds of each posted EJD, the system e-mails only three exactly matched/coded ERAs to the requester, usually an employer or recruiter. (Although three ERAs are provided, this number may vary based on the level of access or fees paid by the employer or recruiter.) The recruiter automatically receives only 3 ERAs that are a 85%-99% exact fit against the EJD from among millions of rated and ranked job seekers, nationwide. The three applicant of the 85%-99% exactingly matched ERAs are notified in real-time regarding the EJD/ERA qualification match. Automatic two-way communication in real-time is activated by the system on behalf of both sides. The preferred specified medium of communication by both sides, via either: e-mail, wire/cell phone, instant messaging, pager, fax, etc. is effected in real-time by the system. Within 1-13 minutes, the employer or recruiter and applicants/candidates confirm mutual interview dates in real-time for same-day, next-day, day-after appointments. FIG. 13B shows a flowchart of how the ERA is processed for job seekers. Initially, the job seeker posts an electronic resume application for any type of job search and the processing unit of the system is designed to receive the job seekers' request into the database. Pre-processing of the information entered by the job seeker may be necessary to assure compliance with any minimum requirements and completion of at least a minimum number of entry fields. Pre-coded instructions for the system facilitates and expedites a cross-functionality. Upon receipt of the ERA, the system proceeds in the manner discussed above in the processing of the EJDs while simultaneously, for the entered ERA, it e-mails or otherwise notifies the job seeker of three exactly matching/coded EJDs, ideally within about thirty seconds. In a similar manner as for the number of ERAs provided to an employer or recruiter as noted above, although three EJDs are provided, this number may vary based on the level of access or fees paid by the job seeker. The job seeker would thus in a preferred embodiment of the invention automatically receive only 3 EJDs that are a 85%-99% exact fit against the ERA from among thousands or even possibly millions of employers or recruiters. The job seeker is notified of the EJDs in realtime. Automatic two-way communication in real-time is activated by the system on behalf of both sides. The preferred specified medium of communication by both sides, via either: e-mail, wire/cell phone, instant messaging, pager, fax, etc. is effected in real-time by the system. Within 1-13 minutes, the employer or recruiter and applicants/candidates confirm mutual interview dates in real-time for same-day, next-day, day-after appointments. Yet another back-office technical parameter functionality might be the "System Engagement Process Flowchart Illustration." For this aspect, a display screen is presented to systems, installation and maintenance engineers graphically explaining and illustrating another one of the combined interacting component processes of the invention and the various remote integrated and interfacing input and output functions, options, requirements and designed results expected by users from the EJD and ERA system and involving "Application For Membership" from start to finish and it might appear as shown in FIG. 14. As shown in FIG. 14, the system engagement process begins with an application for membership with a choice being provided as to whether the applicant is an employer/recruiter Applicant For Registration or a job seeking Applicant For Registration. These options are presented in a form enabling the applicant to click on a box or icon for each option. The first stage in either case is to present the applicant with a proper blank form for completion depending on their status. The second stage is to process the application and approve the membership payment. Thereafter, once the applicant is registered, the applicant is provided with the appropriate option of either the candidate search menu or the job search menu, e.g., in a pre-formatted form for filling out and clicking in). The third stage is to view the corresponding Electronic Job Description (EJD) menu or electronic Resume Application (ERA) menu, which are preferably presented in a pre-formatted form for clicking in). The fourth stage is to process the applicant's information through the system's database and establish realtime contact between the employer or recruiter and job candidate. The fifth stage involves an instant bi-direction or two-way response in which an interview date is confirmed and the confirmation is dispatched in a printed form to both parties). An automatic mutual interview schedule/date is established between the employer or recruiter and the job candidate in real-time in about 1-13 minutes and the entire candidate/job search is completed. Ideally, the user's access ends in only 13 minutes. Yet another back-office technical parameter functionality might be the "Tradition and PACOS System Comparison" for staff and recruiter edμcational purposes. In this aspect, a display screen is presented to staff, systems, installation and maintenance engineers and recruiters, graphically explaining and illustrating the difference in time, recruiting quality, efficiency, effort and economics between the two systems. The "pick-and- click" aspect of the present invention and its office staff pool reduction imperatives, along with the combined interacting electronic component processes of the invention and the various remote integrated and interfacing input and output functions, options and designed results are superior to the traditional system by its ability to effectively and efficiently execute and expedite the same recruiting requirement in about 13 minutes what it normally takes the traditional system 72 days on average and which illustration might appear as shown in FIG. 15. A detailed analysis of the traditional or prior art system for employee hiring is discussed in the background of the invention section above. Briefly, in the traditional system, an employer Advertises a Job opening in a Newspaper or other print media, a number of human resources staffers (typically 3-5 depending on the size of the employer) are manually involved in sorting, screening, selecting, processing, filing numerous resumes and manually matching job descriptions with resumes. This may take about 2 weeks. Then, the staffers, manually contact, speak to, schedule and arranging interviews with candidates by various personnel of the employer, e.g., human resources, line, sales, office manager, regional directors. Interviews are arranged to be attended by these personnel with the probable elapsed time of about 4 weeks. A collective review by the hiring decision-makers of the re-interviewed candidate's qualifications and suitability for the job is made based on guesswork and trial-and-error. A selection is attained after about three weeks and the candidate accepts (or declines) the job offer and stipulates start date availability. The candidate submits a resignation notice to the current employers with the total elapsed time of the hiring process taking about 76 days. By contrast, applying a system and method in accordance with the invention, the hiring process is essentially totally automated and it introduces a new range of check-and-balance profiling facilities. This eliminates 9 weeks of hiring indecision, uncertainties, missed opportunities, time-wasting, guesswork, trial-and- error, hit-and-miss approaches. Indeed, the system in accordance with the invention reduces all of these activities from several weeks in the traditional system to about 13 minutes. It provides employers with foolproof, exacting, precise and fast candidate selection and job description match. Thus, it cuts the traditional hiring cycle from an average of about 76 days to about 1-1/2 days. After applicant interviews, the total time for hiring may be about three weeks. Described above is the typical process flow of a 12-week traditional recruiting process/cycle. The invention's recruiting time-eliminating protocol is superimposed via the dotted lines above upon the traditional process architecture to illustrate the points of the new non-essential manual involvement by human resource personnel. The system automates that entire time-wasting conventional CMIE factor zone. Thus cutting the national average 76 days hire-cycle involvement to 1-1/2 days along with its attached costs/resources reduction. Still another back-office technical parameter functionality might be the "PACOS Recruiting Process Activity Flowchart" for staff and recruiter educational purposes. A display screen is presented to staff, systems, installation and maintenance engineers and recruiters, graphically comparing, explaining and illustrating the difference in method, approach, recruiting efficiency, strategies, execution, quality result delivery and office staff pool reduction imperatives between the two systems. Illustration of the "pick-and-click" aspect of the invention's ability to effectively and efficiently execute and expedite recruiting requirements in about 13 minutes what normally takes the traditional system 76 days on average to accomplish might appear as shown in FIG. 16. Cross-validating job applicant' s online registration ID number, Log-on Name, eSignature andor Biometrics data and remotely comparing warehoused recognition facsimiles of same applicant's information before responding to requests will furnish the highest degree of personal ID security possible, short of eyewitness identification. The system's combined technology and data security application serves to eliminate confidential disclosure risks to promote easy real-time job search for recruiters and applicants alike. Another back-office technical parameter and component functionality might be "Electronic Job Description Menu/Vacancy Profile" configuration. An automatic EJD Advertised Job Vacancy Profile display screen presents the technical back-office system operations functionality, cross-reference facility and access to technical calculations, permutations, query and computation methods and systems structure design for engineers to pinpoint and identify potential technical malfunctions that may occur in the EJD Menu sector or the ERA Menu zone. One such configuration is shown in FIG. 17. A back-office template design information screen may appear as shown in FIGS. 18A, 18B and 18C Still another parameter component might be "Electronic Job Description Menu." An automatic

Applicant-completed "ERA Advertised Job Vacancy Profile" display screen is presented to recruiter from the Applicant in the EJD Menu "ERA Response" section after Applicant completes clicking in the EJD queries onto the ERA and responds to the job vacancy particulars and requirements and it might appear as shown in FIG. 19. Another parameter component might be "Completed EJD Evaluation Profile." An automatic Applicant- completed ERA that is transposed onto the EJD and designated "Candidate ERA Performance Explanation" display screen is presented to recruiter from the Applicant in the EJD Menu under "ERA Response" section, after Applicant completes clicking in the EJD queries onto the ERA and responds to the job vacancy particulars and requirements and it might appear as shown in FIG. 20. Another back-office technical parameter and component functionality might be "EJD/ERA Synchronization Configuration and Explanation." An automatic EJD/ERA synchronization profile display screen presents the back-office systems and maintenance engineers with the technical operations functionality, cross- reference facility and access to the interfacing configurations, permutations, computation and actionable query methods and systems structure and design, providing yet another design configuration explanation and insight into pinpointing and identifying any area of potential technical malfunctions that may occur across the EJD and ERA remote integrating and interfacing platform and activities and it might appear as shown in FIG. 21.

Another back-office technical parameter and component functionality might be "Recruiter Synchronized Search Activity Coding Architecture." An automatic EJD/ERA Search Process Coding Template" display screen presents the back-office systems and maintenance engineers with the technical operations functionality, cross-reference facility and access to the interfacing configurations, permutations, computation and actionable query methods and systems structure and design, providing yet another design configuration explanation and insight into pinpointing and identifying any area of potential technical malfunctions that may occur across the EJD and ERA remote integrating and interfacing platform and activities and it might appear as shown in FIGS. 22A-22F. Another back-office technical parameter and component functionality might be "Rating Status Coding

Permutations Architecture." An automatic EJD/ERA "User Access Verification Coding Template" display screen presents the back-office systems and maintenance engineers with the technical operations functionality, cross-reference facility and access to the interfacing configurations, permutations, computation and actionable query methods and systems structure and design, providing yet another design configuration explanation and insight into pinpointing and identifying any area of potential technical malfunctions that may occur across the EJD and ERA platform and remote integrating and interfacing platform and activities and it might appear as shown in FIGS. 23A-23F. Another back-office technical parameter and component functionality might be "EJD Item/Sub-Item Coding Designation Architecture." An automatic "Menu of Categorized EJD Designation" display screen presents the back-office systems and maintenance engineers with another aspect of the technical operations functionality, cross-reference facility and access to the interfacing configurations, permutations, computation and actionable query methods and systems structure and design, providing yet another design configuration explanation and insight into pinpointing and identifying any area of potential technical malfunctions that may occur across the EJD and ERA platform and remote integrating and interfacing platform and activities and it might appear as shown in FIGS. 24A-24C. Another back-office technical parameter and component functionality might be "Interview Day, Date and Time Schedule Architecture." An automatic "Menu of Desirable Interview Day and Date" display screen presents the Applicant and back-office systems and maintenance engineers with another aspect of the technical operations functionality, cross-reference facility and access to the interfacing configurations, permutations, computation and actionable query methods and systems structure and design, providing yet another design configuration explanation and insight into pinpointing and identifying any area of potential technical malfunctions that may occur across the EJD and ERA platforms and remote integrating and interfacing platform and activities and it might appear as shown in FIGS. 25A and 25B. Another parameter component may be "Electronic Resume Application Menu". An automatic

"Applicant ERA Response Profile Report" display screen is presented to Applicant in the ERA Menu section after Applicant completes clicking in the ERA particulars/requirements requested by the EJD about the vacancy that was posted by "Recruiter Advertised EJD Job Vacancy Profile" and it might appear as shown in FIG. 26. Another example of a parameter component might be "Electronic Job Description/ Applicant Profile". A screen presented in the ERA Menu section might appear as shown in FIGS. 27A and 27B. As discussed above, the job seeker may be required to complete a psychoanalytical profile test for use by a prospective employer, for example, in the event there are more than three candidates for the employment opportunity. There may be several parameters considered in the psychoanalytical profile. For example, one parameter might be "Self-Management Aptitude." A screen presented in the Psychoanalytic Profiling Test section might appear as shown in FIGS. 28A and 28B. Another parameter might be "Intelligence Quotient Profiling." A screen presented in the Psycho- Occupational Profiling Test section might appear as shown in FIG. 29. One of the issues which arise in order to enable use of the system and method described above is the requirement for access to the database. Typically, the job seekers and employer or recruiters would have access to a computer which can interface with the database via the Internet or other network. However, there are instances in which Internet access is not available to job seekers or employers. To this end, and with reference to FIG. 30, the invention can be embodied in an offline mode wherein staffing boutiques and staffing kiosks are provided, with the permission of participating landlords and business owners, in stores, restaurants, strip malls, shopping enters, coffeehouses, bars and music stores (to name just a few of the establishments in which kiosks and staffing boutiques can be arranged). Such a system would work in substantially the same manner as the on-line system and method with a compute terminal being provided to enable access to the database. The job seeker or employer or recruiter can even wait for the process to be completed, and three matches found, since the entire process can be performed in 1-13 minutes. Thus, the job seeker could continue shopping and return to the boutique or kiosk and find matching employment opportunities waiting for them. A print-out of the confirmed interviews would be provided to the job seeker at that time. In summary, the method and system described above can be used to rapidly matching a searching party to a desired objective based on a single-click technique by presenting the searching party with tests relating to that party's objective, structuring the tests as inverse, reverse, converse, interchange, transposed tests which enable single-click entry of answers to questions posed on the tests, receiving the searching party's responses to the tests, embodying the objective as a set of responses to the questions posed on the test, comparing the searching party's responses to the responses which embody the objective to ascertain a degree of correspondence between them, and when the degree of correspondence is above a threshold, notifying the searching party of details regarding the objective. The tests may be manually written and electronically presented. Also, the tests may be arranged as a collection of randomly selected and imputed information presented in a categorized and sequenced manner, the information being prepared, predetermined, pre-designed, pre-loaded information, items, data, phrases, statements, answers, questions, expressions, queries, voice interactions contained in a database for random selection by the searching party while taking the tests and being partially based on answers provided by the searching party to previous questions. The collection of tests, which may also be referred to as a service, item, product or material request questionnaire, is conceived and designed to work, function simultaneously and in conjunction with and as an integral part of the ensemble components assemblage described above and single-click component amalgam of the method, also described above. Using the request questionnaire, aided by other search actions, it becomes possible for the request questionnaire to automatically register the search needs in a database. The functionality and operability protocol of the single-click technique in accordance with the invention comprises a single-unit combination of various integral types and kinds of separate units of electronic data, words, symbols, icons, statements, instructions, phrases and linguistic data analysis including but not limited to syntactic, phonological, pragmatic, discourse, semantic, morphological, lexical, numbers, letters, digits, fuzzy logic, computational techniques to rate, rank, assess, evaluate, conclude and offer, provide, present the comparative results of system-desired data-based information manually or electronically input on-line by one or more users. The request questionnaire format that works in conjunction with the real-time randomly created ensemble unit is the enabling search action, documentation, request, information needed by user to locate any or all required remote and digitized person-to-person or machine-to-machine, radio wave, microwave, wireless requests over the Internet. Moreover, the single-click ensemble interface application of inverse, reverse, converse, interchanged or transposed positive/negative applied in deducing reasonably logical, inferenced, calculated and non-bias interpretation, results from matching, comparing one set of information, data, results from an opposite and comparative set of system information and data to arrive at a relatively accurate assessment of unbiased, human-free, technically conclusive results by the searching party. While the invention has been described above with respect to specific apparatus and specific implementations, it should be clear that various modifications and alterations can be made, and various features of one embodiment can be included in other embodiments, within the scope of the present invention.

Claims

CLAIMS 1. A method for matching an offeror and an offeree, comprising: presenting a searching party with parameters related to an offer on a display; presenting the searching party with a limited number of possible selections for each of the parameters on the display and enabling the searching party to determine which of the possible selections are applicable to their search using an input device; creating a database of information in a processing unit in which each party is associated with their selections; comparing the searching party's selections to infoimation in the database for the same parameters of other parties having a status as offeror or offeree different from the status of the searching party as offeror or offeree; and notifying the searching party when any other parties have selections which exactly match the searching party's selections.

2. The method of claim 1, wherein the searching party is a job seeker and the offer is an offer of employment.

3. The method of claim 1 , wherein the searching party is an employer and the offer is an available position with the employer.

4. The method of claim 1, wherein the searching party is presented with a display showing the parameters, further comprising enabling the searching party to select each parameter in order to be presented with the possible selections for each parameter by pointing and clicking a button of an input device.

5. The method of claim 1, further comprising arranging the parameters and selections therefor in a drop-down menu arrangement.

6. The method of claim 1, wherein the searching party's selections are compared to information in the database for the same parameters for other parties only after the searching party's completion of entry of the applicable selections to the parameters.

7. The method of claim 1, wherein each of the searching party's selections for each parameter is instantaneously compared to information in the database for the same parameter of other parties to eliminate the other parties with non-matching parameters from a pool of potential matching parties.

8. The method of claim 1 , further comprising presenting the searching party with database information about any other parties having selections which exactly match the searching party's selections.

9. The method of claim 1, further comprising: assigning the searching parties an identification tag distinct from their identity; and selectively notifying the searching party of the identity of the matched parties to thereby limit transfer of personal information from the database.

10. The method of claim 1 , further comprising allowing the searching party to modify the selections for each of the parameters when no other parties which exactly match the searching party's selections are found, and when the number of parties which exactly match the searching party's selections is greater than or less than a desired number of matching parties.

11. The method of claim 1 , further comprising: presenting the searching party with parameters related to a psychoanalytical profile; comparing the searching party's selections to the parameters related to the psychoanalytical profile to selections of matching parties when the number of matching parties is greater than a desired number of matching parties; and notifying the searching party of a number matching parties obtained by use of the psychoanalytical profile which corresponds to the desired number of matching parties.

12. The method of claim 11, wherein the psychoanalytical profile is considered when the number of parties which exactly match the searching party's selections is greater than a desired number of matching parties.

13. The method of claim 12, further comprising enabling the searching party to specify the desired number of matches and tying a cost for the search paid by the searching party to the desired number of matches.

14. The method of claim 13, further comprising: ranking the potential matching parties based on the number of matches between the searching party's selections and the potential matching parties' selections; and notifying the searching party of a number of highest ranked matching parties which corresponds to the desired number of matching parties.

15. The method of claim 14, further comprising applying a minimum percentage rank below which matching parties are not considered.

16. The method of claim 1, wherein when no other parties which exactly match the searching party's selections are found and when the number of parties which exactly match the searching party's selections is less than a desired number of matching parties, further comprising: ranking the potential matching parties based on the number of matches between the searching party's selections and the potential matching arties' selections; and notifying the searching party of a number of highest ranked matching parties which corresponds to the desired number of matching parties.

17. The method of claim 16, further comprising applying a minimum percentage rank below which matching parties are not considered.

18. The method of claim 1, wherein when the number of parties which exactly match the searching party's selections is greater than a desired number of matching parties, further comprising: notifying the searching party of only the desired number of matching parties; and storing identification of the matching parties not presented to the searching party for possible later use.

19. The method of claim 1, further comprising remotely scheduling an interview between the matching parties.

20. The method of claim 19, further comprising: enabling the matched party to refuse the interview; and when the number of parties which exactly match the searching party's selections is greater than a desired number of matching parties and the searching party has been notified of only the desired number of matching parties; storing identification of the matching parties not presented to the searching party in memory; removing the matched party refusing the interview from a pool of matched parties presented to the searching party; and presenting the searching party with another matched party from the memory, if any are present in the memory.

21. The method of claim 19, wherein an interview between the matching parties is remotely scheduled by comparing the matched parties' interview availability schedules to determine at least one mutually acceptable interview time; scheduling the interview at the earliest interview time; and notifying the matched parties of the earliest interview time.

22. The method of claim 19, wherein an interview between the matching parties is remotely scheduled by comparing the matched parties' interview availability schedules to determine at least one mutually acceptable interview time; notifying the matched parties of the absence of any mutually agreeable times; providing the matched parties with an opportunity to alter the interview availability schedule; and when the interview availability schedule is altered, again comparing matched parties' interview availability schedules to determine at least one mutually acceptable interview time.

23. The method of claim 19, wherein an interview between the matching parties is remotely scheduled by comparing the matched parties' interview availability schedules to determine at least one mutually acceptable interview time; notifying the matched parties of the absence of any mutually agreeable times; and providing the searching party with an opportunity to reject the matched party or provide contact infoimation directly to the matched party.

24. The method of claim 1, further comprising enabling the searching party to include a photograph in association with their selections to the parameters.

25. The method of claim 1, further comprising requiring the searching party to register in order to use the matching program.

26. A system for matching an offeror and an offeree, comprising: a display; an input device; and a processor unit coupled to said display and said input device and including software for displaying parameters related to an offer on said display and a limited number of possible selections for each of the parameters and enabling the searching party to include selections applicable to their search by actuating said input device, said processor unit being arranged to create a database of information in which each party is associated with their selections, to compare the searching party's selections to information in the database for the same parameters of other parties having a status as offeror or offeree different from the status of the searching party as offeror or offeree and notifying the searching party when any other parties have selections which exactly match the searching party's selections.

27. The system of claim 26, wherein said processor unit is arranged to compare the searching party's selections to information in the database for the same parameters for other parties only after the searching party's completion of entry of the applicable selections to the parameters.

28. The system of claim 26, wherein said processor unit is arranged to instantaneously compare each of the searching party's selections for each parameter to information in the database for the same parameter of other parties to eliminate the other parties with non-matching parameters from a pool of potential matching parties.

29. The system of claim 26, wherein said processor unit is arranged to display to the searching party on said display database information about any other parties having selections which exactly match the searching party's selections.

30. The system of claim 26, wherein said processor unit is arranged to allow the searching party to modify the selections for each of the parameters when no other parties which exactly match the searching party's selections are found, and when the number of parties which exactly match the searching party's selections is greater than or less than a desired number of matching parties.

31. The system of claim 26, wherein said processor unit is arranged to present the searching party with parameters related to a psychoanalytical profile on said display, compare the searching party's selections to the parameters related to the psychoanalytical profile to selections of matching parties when the number of matching parties is greater than a desired number of matching parties and notify the searching party of a number matching parties obtained by use of the psychoanalytical profile which corresponds to the desired number of matching parties.

32. The system of claim 26, wherein said processor unit is arranged to remotely schedule an interview between the matching parties by comparing the matched parties' interview availability schedules to determine at least one mutually acceptable interview time, scheduling the interview at the earliest interview time and notifying the matched parties of the earliest interview time.

33. A method for rapidly matching a searching party to a desired objective, comprising: presenting the searching party with tests relating to that party's objective; structuring the tests as inverse, reverse, converse, interchange, transposed tests which enable single- click entry of answers to questions posed on the tests; receiving the searching party's responses to the tests; embodying the objective as a set of responses to the questions posed on the test; comparing the searching party's responses to the responses which embody the objective to ascertain a degree of correspondence between them; and when the degree of correspondence is above a threshold, notifying the searching party of details regarding the objective, whereby a single-click system is thereby provided for matching the searching party to the objective.

34. The method of claim 33, wherein the tests are manually written and electronically presented.

35. The method of claim 33, further comprising arranging the tests as a collection of randomly selected and imputed information presented in a categorized and sequenced manner, the information being prepared, predetermined, pre-designed, pre-loaded information, items, data, phrases, statements, answers, questions, expressions, queries, voice interactions contained in a database for random selection by the searching party while taking the tests and being partially based on answers provided by the searching party to previous questions.