WO2015144984A1 - Systems and methods for a user recruitment and suitability evaluation - Google Patents

Systems and methods for a user recruitment and suitability evaluation Download PDF

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Publication number
WO2015144984A1
WO2015144984A1 PCT/FI2015/050195 FI2015050195W WO2015144984A1 WO 2015144984 A1 WO2015144984 A1 WO 2015144984A1 FI 2015050195 W FI2015050195 W FI 2015050195W WO 2015144984 A1 WO2015144984 A1 WO 2015144984A1
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WO
WIPO (PCT)
Prior art keywords
user
job
server
suitability
information
Prior art date
Application number
PCT/FI2015/050195
Other languages
French (fr)
Inventor
Janne Vainio
Mikko ARMILA
Jane MOILANEN
Original Assignee
M2Talent Oy
Priority date (The priority date is an assumption and is not a legal conclusion. Google has not performed a legal analysis and makes no representation as to the accuracy of the date listed.)
Filing date
Publication date
Application filed by M2Talent Oy filed Critical M2Talent Oy
Publication of WO2015144984A1 publication Critical patent/WO2015144984A1/en

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    • G—PHYSICS
    • G06—COMPUTING; CALCULATING OR COUNTING
    • G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
    • G06Q10/00—Administration; Management
    • G06Q10/10—Office automation; Time management
    • G06Q10/105—Human resources
    • G06Q10/1053—Employment or hiring

Definitions

  • the present invention relates to a method and a system for a user to apply for a job, and furthermore a method and a system for determining a user's suitability to a job.
  • Recruiting people into a certain job is generally a long process, where several phases needs to be done in order to complete the recruitment. In general, the following steps are usually made, when recruiting a person into a job:
  • Testing the persons For example personality testing or other testing is performed to the selected persons.
  • Second (or final or quality) interview In this interview the candidates are ranked so that the employer/recruiter may start negotiating with the first candidate for recruitment.
  • the recruitment process usually takes several weeks before the employer/recruiter even gets to the second interview phase. It will usually take a week or two to receive applications after the job ad has been added to the media (e.g., a job portal). After selecting the candidates for the first interview, it usually takes several days before the interviews are done. It also takes several days before the selected candidates are tested and the test results are received from the testing company.
  • the traditional recruitment process takes a long time to go through and the most of the steps are performed by a person (an employer or a recruiter). Also, the employer/recruiter may receive several hundreds of applications for a single job ad. Therefore, it is time consuming process for the employer.
  • a job applicant/candidate usually finds out about available jobs from a potential employer company's www (World Wide Web)-site or from some job portal in the Internet.
  • the applicant normally applies for different jobs by analyzing each job ad and sending a separate application into each available job he/she considers that he/she is qualified for.
  • the applicant does not have any objective opinion of his/her suitability for the job, but merely his/her own opinion of the suitability for different qualifications for the job.
  • test results e.g., personality test
  • a system according to the inventive concept enables a digital headhunting services for companies by finding also those candidates that does not actively seek for a new job.
  • Embodiments of the present invention enable inactive job seekers to look for new jobs in passive and anonymous manner. It is an object of certain embodiments and examples of the present invention to provide for a user (or applicant) information regarding his/her suitability for each job in an automated manner. This way it is eliminated the user's need to analyze all the job ads e.g., on a job portal.
  • a method for a user to apply for a job comprising:
  • the user preferences includes an indication of when the user allows the server to automatically send user's application to an employer
  • the user profile comprises a set of user parameters
  • each of the at least one job ads comprising information of an employer and job details
  • the method further comprises storing the user profile in a storing means connected to or integrated in the server.
  • the method further comprises storing the job profile in a storing means connected to or integrated in the server.
  • the at least one job ad is retrieved from a job portal.
  • the server retrieves a plurality of job ads from a plurality of job portals.
  • the job portal is a recruiter agency's www (World Wide Web)- site.
  • the storing means is a database.
  • the method further comprises:
  • the method further comprises defining a suitability level for each job ad.
  • the application can be sent to the employer only if the suitability level is exceeded.
  • the user is connected to the server over a communications network.
  • the method further comprises:
  • the method further comprises:
  • the suitability of the user to the job is based on a suitability value formed by the server on the basis of the matching the set of job parameters to the set of user parameters.
  • the information of the user's suitability to the job is provided to the user.
  • the information of the user comprises: working experience, education, skills, and tests taken and their results.
  • the user preferences comprises: preferred job title(s), preferred job location and/or preferred employers.
  • the information of an employer and job details comprises: job title, job location, required working experience, required education, required skills, key competences, and expected behavior.
  • a system comprises a server and storing means attached to or integrated in the server, and at least one job description is stored in the storing means, the method comprising:
  • the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server.
  • the at least one job description is extracted from at least one job ad retrieved from at least one job portal.
  • the at least one job portal is a recruiter agency's www (World Wide Web)-site.
  • the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job.
  • a system comprises a server and storing means attached to or integrated in the server, and a plurality of user profiles of candidates are stored in the storing means, the method comprising:
  • the job description is extracted from a job ad retrieved from a job portal.
  • the job description is provided to the server by the recruiter.
  • the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server, and the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job.
  • a system for a user to apply for a job comprising:
  • the received information is information of the user and user preferences, which includes an indication of when the user allows the server to automatically send user's application to an employer;
  • each of the at least one job ads comprising information of an employer and job details
  • system further comprises means for storing the user profile in a storing means connected to or integrated in the server.
  • system further comprises means for storing the job profile in a storing means connected to or integrated in the server.
  • the at least one job ad is retrieved from a job portal.
  • the server retrieves a plurality of job ads from a plurality of job portals.
  • the job portal is a recruiter agency's www (World Wide Web)- site.
  • the storing means is a database.
  • system further comprises means for defining a suitability level for each job ad.
  • the application can be sent to the employer only if the suitability level is exceeded.
  • the user is connected to the server over a communications network.
  • system further comprises:
  • the suitability of the user to the job is based on a suitability value formed by the server on the basis of the matching the set of job parameters to the set of user parameters.
  • the information of the user's suitability to the job is provided to the user.
  • the information of the user comprises: working experience, education, skills, and tests taken and their results.
  • the information of an employer and job details comprises: job title, job location, required working experience, required education, required skills, key competences, and expected behavior.
  • a system for determining a user's suitability to a job comprising: a server;
  • the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server.
  • the at least one job description is extracted from at least one job ad retrieved from at least one job portal.
  • the at least one job portal is a recruiter agency's www (World Wide Web)-site.
  • the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job.
  • the storing means is a database.
  • a system for a recruiter to find suitable candidates for a job among a plurality of candidates wherein the system comprises a server and storing means attached to or integrated in the server, and a plurality of user profiles of candidates are stored in the storing means, the system comprising:
  • Embodiments and examples according to the present invention provide an automated manner for providing information of the user's suitability for a specific job. This information may be provided both to the user and to the employer.
  • the system further enables automation of the process for an employer to rank the suitable candidates (users) for a specific job, thereby reducing the time for employment process.
  • the system further enables a recruiter/employer to find candidates that are not actively applying for new jobs, since the beginning of the recruitment process may be anonymous.
  • the system further enables the users to find suitable hidden jobs, since the recruiters/employers may add a job description to the system without publishing a job ad.
  • FIG 1 shows one advantageous system according to the present invention.
  • FIG. 2 shows another advantageous system according to the present invention.
  • FIG. 3 shows one advantageous method of the invention illustrated as a flowchart.
  • Figure 4 shows another advantageous method of the invention illustrated as a flowchart.
  • FIG 1 shows one advantageous system according to the present invention.
  • a server 101 of a service provider In the preferred embodiment of the present invention there is storing means 102 attached to or integrated in the server 101.
  • the storing means 102 can be considered as a database whereto the server 101 stores various information, and wherefrom it can retrieve the information.
  • the server 101 is connected to a communications network 103 through which various users 104 (only one is indicated in Figure 1) and entities 105, 106, 107 can be connected to the server 101.
  • the communications network can be for example an Internet, a local area network (LAN), or such network that may connect various user terminals (e.g., mobile phones or portable pads) and communications devices (e.g., computers or servers) into each other.
  • the server 101 retrieves information regarding job ads from various job portals 105, e.g., a recruitment agency's www (World Wide Web)-site or a www-site having a collection of job ads from various employers. After retrieving the information, the server 101 analyzes the information in each job ad, and forms a set of parameters for each job that can be later on matched to user profiles. The parameters may be e.g., what kind of education is required, or where the job is located, or what skills are required from applicants, or applicant's key competences, or applicant's expected behavior. After forming the parameters, the server 101 stores the information into the database 102. The server 101 may also define how long the parameters of each job ad is stored in the database 102. The duration may be identified in the job ad itself, it may be predefined in the server for all job ads, or the server may test each job ad in the job portal(s) 105 to find out when the job ad is removed from the job portal 105.
  • the parameters may be
  • the server 101 may have one or more job description(s) stored in the database 102.
  • the job description(s) includes information that may be specific for certain job title (e.g., a sales manager) or other certain information regarding possible jobs.
  • the job description may include information regarding key competences and/or expected behavior that is common for successful performance in the job.
  • the details (or parameters) of the job descrip- tion(s) corresponds to the parameters of job ads as identified above.
  • the system may retrieve various job ads from various job portals.
  • the system may form a job description to each job ad by extracting the job title from each job ad and combining the basic information from the job ad with job description related to the corresponding job title stored in the database.
  • a user 104 has a profile in a www-site 106, e.g., in Linkedln or Facebook, where the user 104 has already added his profile regarding the work history, the user may log in the server 101 by using his/her www-site (e.g., Linkedln) log in information.
  • the server 101 is able to retrieve the user's 104 profile regarding the work history from the www-site 106 and form a first set of parameters in the user's profile and store it in the database 102.
  • the user 104 may log in the server 101 by registering his/her user name and password. After registering to the server 101, the user 104 provides his/her work history to the server 101 by providing the information manually.
  • the server will perform the actions as described above.
  • the user 104 is further able to provide user's preferences to the server 101.
  • the preferences may include user's preferred job titles, location, salary level or alike preferences.
  • the user 104 may also provide preferences that forms an indication to which job ads (or job descriptions) his/her job application may be sent automatically.
  • the user 104 may for example define that for every sales manager positions in companies A, B and D indicates that the server 101 is allowed automatically send the user's job application when such job ad is identified in the server.
  • the indication for allowing the server 101 to automatically send the user's application to an employer may be a single preference or a combination of preferences received from the user 104 in the server 101. These preferences are stored as a part of the user profile in the database 102.
  • the user 104 may also define by informing his/her preferences of what information is sent to the employers. Alternatively, the server 101 additionally requests further information regarding the user's 104 preferences.
  • the user's 104 preferences may comprise e.g., job location, or preferred employers. The user 104 then provides the information to the server 101, which adds the information to the user's profile stored in the database 102.
  • the server 101 may also request user 104 to provide other additional information e.g., educational information, skills, and test results from prior testing.
  • the user 104 provides the information he/she wishes to add to the profile.
  • the service may be such that the user 104 may take different kinds of tests, provided by testing companies 107 (only one of which is shown in Figure 1), that are available to the user 104 through the server 101.
  • the server 101 may provide e.g., a personality test to the user 104.
  • the user 104 takes the test, whereafter the server 101 provides the information of the test and user's 104 answers to the testing company 107 for further analyzes.
  • the testing company 107 After analyzing the test, the testing company 107 provides the results to the server 101 that adds the information to the user's 104 profile and stores the modified profile in the database. This way the user 104 has proven results of his/her personality stored in his/her profile.
  • the tests may be provided e.g., in an online service provided by the server 101.
  • the server 101 may provide a link to testing company's 107 site/testing tool for the user 104. After retrieving the link, the user 104 may connect to the site/testing tool and fill the necessary information for the test.
  • the testing company 107 analyzes the results, and provides the information to the server 101 and/or to the user 104.
  • the system may be arranged so that the user 104 may accept or deny the addition of the test results into user's profile. In case the user has not denied the addition of the test results to the user's profile, the server will add the information of the test results to the user's profile and store the modified profile to the database.
  • the server 101 may provide a plurality of different kinds of tests to the users 104.
  • the server 101 may provide a language test (such as English or German test) to prove user's 104 ability in that language.
  • the test may also test the user's ability in (but not limited to) the following areas: interests, motives, behavioral tendencies, numerical abilities, verbal abilities, abstract logical abilities, or special cognitive abilities,
  • the server 101 is arranged to analyze the user's 104 profile and each of the job ads (job descriptions). Thereafter, the server 101 is arranged to match the details of the user 104 profile into details of each of the job ads. By matching the details, the server 101 form a unique value that reflects the user's 104 suitability for the job identified in the job ad. Thereby, the user 104 will receive a suitability value for each of the jobs.
  • the server 101 When the server 101 has formed the values corresponding each of the jobs, the server ranks the jobs, and informs of the most suitable ones to the user 104. Thereafter, the user 104 may inform the server 101 into which of the jobs the user 104 allows his/her information to be available. Alternatively, as the user 104 has earlier defined preferences for automatic sending of applications, the server 101 may automatically send the information of the user 104 together with the information of the user's suitability for the job to an employer or a recruiter that has been identified in the job ad.
  • the above described embodiment of the present invention provides an effective way for user 104 to apply different jobs, since the system effectively identifies the job ads into which the user 104 is most suitable (not only qualified) and provides the information of those job ads to the user.
  • the system enables the user to apply for hidden jobs, since the system evaluates the user's suitability to all job descriptions (both public and hidden jobs) identified by the system.
  • This system further speeds up recruitment process on the employers/recruiters side, since this system automatically analyzes the suitability information of the users to the employer/recruiter, and thereby ranking the applicants effectively.
  • FIG 2 shows another advantageous system according to the present invention.
  • a server 201 of a service provider In the preferred embodiment of the present invention there is storing means 202 attached to or integrated in the server 201.
  • the storing means 202 can be considered as a database whereto the server 201 stores various information, and wherefrom it can retrieve the information.
  • the server 201 is connected to a communications network 203 through which various users 204 (only one is indicated in Figure 2) and entities 206, 207, 208, 209 can be connected to the server 201.
  • the communications network can be for example an Internet, a local area network (LAN), or such network that may connect various user terminals (e.g., mobile phones or portable pads) and communications devices (e.g., computers or servers) into each other.
  • each user 204 has provided a set of information (e.g., working experience, educational information, skills, and/or various test results) to the server 201, which has formed a user profile of each user 204 on the basis of the information provided.
  • the user profiles are stored in the database 202.
  • the server 201 retrieves a request from an employer 208 or from a recruiter 209 for finding a user 204 that would be most suitable for a job.
  • Specific requirements for the job has been defined by the employer 208 or the recruiter 209.
  • the requirements may be e.g., what kind of education is required, or where the job is located, or what skills is required from applicants, or applicant's key competences, or applicant' s expected behavior.
  • the server 201 analyzes the specific requirements defined for the available job, matches each of the user profiles stored in the database 202 to these requirements, and defines a suitability value for each user 204 to the job. After defining the suitability of the user 204 to the job, the server 201 ranks the users 204, and provides information of the users 204 and their suitability for the available job to the employer 208 or the recruiter 209. In case the user 204 has not yet allowed the server 202 to provide information of the user 204 to the employer 208 or the recruiter 209, the server may still provide information regarding user's suitability to the employer 208 or the recruiter 209 without detailed information of the user 204.
  • the system further informs the user 204 of his/her suitability for the available job, and further requests that the user 204 allows the system to send his/her information to the employer 208 or the recruiter 209.
  • the service provides the employer 208 or the recruiter 209 a recruitment report based on the information and the test results of the user 204, which makes the implementation of the quality interview easier.
  • the employer 208 or recruiter 209 may start interviews with the applicants (users 204).
  • the inventive concept of the present invention significantly reduces the time for processing potential applicants for each job. Since the applicants (users 204) are ranked on the basis of their suitability for the job automatically in the server 201, the employer 208 or recruiter 209 only needs to proceed with a limited number of applicants (users 204), thereby the hiring process speeds up enormously.
  • FIG. 3 shows one advantageous method of the invention illustrated as a flowchart.
  • a server has one or more job descriptions stored in a database that is connected to or integrated in the server.
  • the job description(s) includes various parameters such as job title and key competences for the job and/or expected behavior that is identified as successful behavior for performing in the job.
  • a server retrieves information regarding various job ads from one or more job portals, extracts the details of the information and stores them into a database connected to or integrated in the server.
  • a user logs in or registers in to a service provided by the server.
  • the user initiates providing personal information to the server and/or user preferences and/or additional information of the user to the server (step 302).
  • the server forms a profile of the user from the information provided to the server and stores the user profile in the database (step 303).
  • the user may initiate the connection to the server e.g., by using his/her log in information of Linkedln or Facebook service. If the user has provided information of his/her work history into Linkedln or Facebook service, the server is able to extract that information into the server and use that information for forming a profile of the user.
  • the user may register into the service by applying a user name and password from the service, and after registering to the service, providing details of the user's work history into the server, so that the server may use that information to form a profile of the user.
  • the user preferably also provide additional information of himself/herself to the server.
  • the information may be e.g., personal preferences of job location, preferences of employers, educational information, information of skills, etc.
  • the user also provides preferences that forms an indication to which job ads (or job descriptions) his/her job application may be sent automatically.
  • the user may for example define that for every sales manager positions the server is allowed automatically send the user's job application when such job ad is identified in the server.
  • the indication for allowing the server to automatically send the user's application to an employer may be a single preference or a combination of preferences received from the user in the server.
  • the user may also define by informing his/her preferences of what information is sent to the employers.
  • the user may take one or more tests that are made available by the server.
  • the test may be e.g., a personality test, a language test, etc. If the user takes the test(s), the server provides the filled test(s) to testing company (testing companies) for analyzing the test(s) or the server may perform the test(s) analyzes itself.
  • the server adds the results into the user's profile and stores the modified user profile into the database (step 305).
  • the server analyzes the details of user's information and matches those details into the details of job description (step 306), whereafter the server forms a suitability values for the user corresponding each job ads, and ranks the job ads on the basis of the suitability value (step 307).
  • the server provides a predetermined number of top ranked job ads to the user.
  • the server provides job ads whereto the user's suitability value is higher than a predetermined value.
  • the user informs the server to which job ads the server is able to provide the user's application together with information of the suitability to the job.
  • the server may automatically send the information of the user together with the information of the user's suitability for the job to an employer or a recruiter that has been identified in the job ad.
  • step 308 the server provides the information to employer(s) and/or recruiter(s).
  • Figure 4 shows another advantageous method of the invention illustrated as a flowchart.
  • step 401 at least one user provides information of his/her working experience, skills, preferences, or alike information to a server.
  • the server analyzes the information of the user and forms a user profile that is stored in a database connected to or integrated in the server (step 402).
  • the server retrieves a request from an employer or from a recruiter for finding a user that would be most suitable for a job whereto specific requirements have been defined by the employer or the recruiter.
  • the server analyzes the specific requirements defined for the available job (step 404), matches the various user profiles to these requirements (step 405), and defines a suitability value for each user to the job (step 406). After defining the suitability of the user to the job, the server ranks the users (step 407), and in case the server is allowed by the user, to provide information of the users and their suitability for the available job to the employer or the recruiter (step 408).
  • step 409 after receiving information of a predefined number of users that are most suitable for the job description, the employer or the recruiter may start interviews with the applicants (users).
  • the service provides the employer or the recruiter a recruitment report based on the information and the test results of the user, which makes the implementation of the quality interview easier.
  • the job portal may be a www-site containing job ads from various employers in a collective manner, it can be a recruiter agency's www- site, or in simpler form a company's (i.e., employer's) www-site having the company's job ads.
  • the user may use the service (provided by the server) with his/her computer or alternatively mobile phone or portable pad.

Abstract

The present invention relates to systems and methods for a user to apply for a job and the possibility to determining the user's suitability for the job. The system comprises a server and storing means (a database). The server is capable of receiving information from a user and forming a user profile on the basis of the user information. The server is further capable of receiving information regarding jobs from job portals and/or employers, and forming a job profile on the basis of the information. The server is further capable to match the user profile and the job profile. On the basis of the mathing, the server defines a suitability information of the at least one user to the at least one job description.

Description

SYSTEMS AND METHODS FOR A USER RECRUITMENT AND SUITABILITY EVALUATION
TECHNICAL FIELD OF THE INVENTION
The present invention relates to a method and a system for a user to apply for a job, and furthermore a method and a system for determining a user's suitability to a job.
BACKGROUND OF THE INVENTION
Recruiting people into a certain job is generally a long process, where several phases needs to be done in order to complete the recruitment. In general, the following steps are usually made, when recruiting a person into a job:
1. Making a job ad, including formulating a job description.
2. Selecting the media where the job ad is shown, and defining the period for receiving applications.
3. Receiving applications from applicants/candidates.
4. Scanning through the applications. In this phase, the employer/recruiter quickly reviews all the applications for the job and removes the applications, where one or more of the job requirements are not met, from further process.
5. Selecting a first set of applicants for a first interview (typically 3 to 5 applicants).
6. First interview of selected applicants. A purpose of this interview is to meet the candidates, and select those candidates that are qualified for the job. Usually narrows down the group of applicants into 1 to 3 persons.
7. Testing the persons. For example personality testing or other testing is performed to the selected persons.
8. Second (or final or quality) interview. In this interview the candidates are ranked so that the employer/recruiter may start negotiating with the first candidate for recruitment.
The recruitment process usually takes several weeks before the employer/recruiter even gets to the second interview phase. It will usually take a week or two to receive applications after the job ad has been added to the media (e.g., a job portal). After selecting the candidates for the first interview, it usually takes several days before the interviews are done. It also takes several days before the selected candidates are tested and the test results are received from the testing company.
As described above, the traditional recruitment process takes a long time to go through and the most of the steps are performed by a person (an employer or a recruiter). Also, the employer/recruiter may receive several hundreds of applications for a single job ad. Therefore, it is time consuming process for the employer.
A job applicant/candidate usually finds out about available jobs from a potential employer company's www (World Wide Web)-site or from some job portal in the Internet. The applicant normally applies for different jobs by analyzing each job ad and sending a separate application into each available job he/she considers that he/she is qualified for. The applicant does not have any objective opinion of his/her suitability for the job, but merely his/her own opinion of the suitability for different qualifications for the job.
Furthermore, usually the applicant is not able to use his/her previous test results (e.g., personality test) for different job applications, since the tests are requested by potential employer and the results stays in that company.
SUMMARY OF THE INVENTION
It is estimated that in some areas only about 20 percent of available jobs becomes publicly available. On the other hand, employers are generally more interested of those persons that do not actively seek for new jobs or send applications to the employers (even though the majority of the employees would be interested in changing their jobs). A system according to the inventive concept enables a digital headhunting services for companies by finding also those candidates that does not actively seek for a new job. Embodiments of the present invention enable inactive job seekers to look for new jobs in passive and anonymous manner. It is an object of certain embodiments and examples of the present invention to provide for a user (or applicant) information regarding his/her suitability for each job in an automated manner. This way it is eliminated the user's need to analyze all the job ads e.g., on a job portal.
It is an object of certain embodiments and examples of the present invention to provide an automated application provision for a user to apply various jobs.
It is an object of certain embodiments and examples of the present invention to provide for a recruiter/employer to find suitable candidates in an automatic manner.
According to an aspect of certain embodiments and examples of the present invention, there is provided a method for a user to apply for a job, the method comprising:
receiving information of a user in the server;
receiving user preferences in the server, wherein the user preferences includes an indication of when the user allows the server to automatically send user's application to an employer;
forming a user profile based on the information of the user and the user preferences received in the server, wherein the user profile comprises a set of user parameters;
retrieving at least one job ad of an available job in a server, each of the at least one job ads comprising information of an employer and job details;
forming a job profile from each of the at least one job ads, wherein the job profile comprises a set of job parameters;
matching the user profile into the job profile by comparing the set of user parameters to the set of job parameters;
defining a suitability of a user to the at least one job profile based on the matching result; and
in case the indication of when the user allows the server to automatically send user's application to an employer fulfils, providing the user's application together with information of user's suitability for the job to the employer by the server or
in case the indication does not fulfil, providing information of the user's suitability for the job to the user. According to certain examples, the method further comprises storing the user profile in a storing means connected to or integrated in the server.
According to certain examples, the method further comprises storing the job profile in a storing means connected to or integrated in the server.
According to certain examples, the at least one job ad is retrieved from a job portal.
According to certain examples, the server retrieves a plurality of job ads from a plurality of job portals.
According to certain examples, the job portal is a recruiter agency's www (World Wide Web)- site.
According to certain examples, the storing means is a database.
According to certain examples, the method further comprises:
requesting additional information from the user by the server; and
providing the additional information by the user to the server.
According to certain examples, the method further comprises defining a suitability level for each job ad.
According to certain examples, the application can be sent to the employer only if the suitability level is exceeded.
According to certain examples, the user is connected to the server over a communications network.
According to certain examples, the method further comprises:
retrieving a test from a testing company by the server;
providing the test to the user by the server;
filling the test by the user; providing the filled test by the server to a testing company;
analyzing the test and forming a result by the testing company;
providing the result by the testing company to the server;
adding the test result to the user profile by the server; and
storing the modified user profile to the storing means.
According to certain examples, the method further comprises:
providing a link to the testing company's test site to the user by the server;
filling the test by the user;
analyzing the test and forming a result by the testing company;
providing the result by the testing company to the server;
adding the test result to the user profile by the server; and
storing the modified user profile to the storing means.
According to certain examples, the suitability of the user to the job is based on a suitability value formed by the server on the basis of the matching the set of job parameters to the set of user parameters.
According to certain examples, the information of the user's suitability to the job is provided to the user.
According to certain examples, the information of the user comprises: working experience, education, skills, and tests taken and their results.
According to certain examples, the user preferences comprises: preferred job title(s), preferred job location and/or preferred employers.
According to certain examples, the information of an employer and job details comprises: job title, job location, required working experience, required education, required skills, key competences, and expected behavior.
According to an aspect of certain embodiments and examples of the present invention, there is provided a method for determining a user's suitability to a job, wherein a system comprises a server and storing means attached to or integrated in the server, and at least one job description is stored in the storing means, the method comprising:
providing information of a user and user preferences to the server;
providing a personality test to be filled by the user;
analyzing the filled personality test to provide test results;
forming a user profile on the basis of the information of the user, the user preferences, and the personality test results;
matching the at least one job description and the user profile; and
determining the user's suitability to the job on the basis of the matching.
According to certain examples, the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server.
According to certain examples, the at least one job description is extracted from at least one job ad retrieved from at least one job portal.
According to certain examples, the at least one job portal is a recruiter agency's www (World Wide Web)-site.
According to certain examples, the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job.
According to an aspect of certain embodiments and examples of the present invention, there is provided a method for a recruiter to find suitable candidates for a job among a plurality of candidates, wherein a system comprises a server and storing means attached to or integrated in the server, and a plurality of user profiles of candidates are stored in the storing means, the method comprising:
defining a job description by the recruiter;
retrieving the job description to the server;
matching the job description with each candidate's user profile by the server;
determining each user's suitability to the job on the basis of the matching; and providing an information of user's suitability to the job from the server to the recruiter. According to certain examples, the job description is extracted from a job ad retrieved from a job portal.
According to certain examples, the job description is provided to the server by the recruiter.
According to certain examples, the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server, and the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job..
According to an aspect of certain embodiments and examples of the present invention, there is provided a system for a user to apply for a job, the system comprising:
means for receiving information from a user in a server, wherein the received information is information of the user and user preferences, which includes an indication of when the user allows the server to automatically send user's application to an employer;
means for forming a user profile based on the information of the user and the user preferences received in the server, the user profile comprising a set of user parameters;
means for retrieving at least one job ad of an available job in a server, each of the at least one job ads comprising information of an employer and job details;
means for forming a job profile from each of the at least one job ads, the job profile comprising a set of job parameters;
means for matching the user profile into the job profile by comparing the set of user parameters to the set of job parameters;
means for defining a suitability of a user to the at least one job profile based on the matching result; and
in case indication of when the user allows the server to automatically send user's application to an employer fulfils, means for sending user's application together with information of user's suitability for the job to the employer by the server; or
in case the indication does not fulfil, means for providing information of the user's suitability for the job to the user .
According to certain examples, the system further comprises means for storing the user profile in a storing means connected to or integrated in the server. According to certain examples, the system further comprises means for storing the job profile in a storing means connected to or integrated in the server.
According to certain examples, the at least one job ad is retrieved from a job portal.
According to certain examples, the server retrieves a plurality of job ads from a plurality of job portals.
According to certain examples, the job portal is a recruiter agency's www (World Wide Web)- site.
According to certain examples, the storing means is a database.
According to certain examples, the system further comprises means for defining a suitability level for each job ad.
According to certain examples, the application can be sent to the employer only if the suitability level is exceeded.
According to certain examples, the user is connected to the server over a communications network.
According to certain examples, the system further comprises:
means for retrieving a test from a testing company by the server;
means for providing the test to the user by the server;
means for filling the test by the user;
means for providing the filled test by the server to a testing company;
means for analyzing the test and forming a result by the testing company;
means for providing the result by the testing company to the server;
means for adding the test result to the user profile by the server; and
means for storing the modified user profile to the storing means. According to certain examples, the suitability of the user to the job is based on a suitability value formed by the server on the basis of the matching the set of job parameters to the set of user parameters.
According to certain examples, the information of the user's suitability to the job is provided to the user.
According to certain examples, the information of the user comprises: working experience, education, skills, and tests taken and their results.
According to certain examples, the information of an employer and job details comprises: job title, job location, required working experience, required education, required skills, key competences, and expected behavior.
According to an aspect of certain embodiments and examples of the present invention, there is provided a system for determining a user's suitability to a job, wherein the system comprises: a server;
storing means attached to or integrated in the server, wherein at least one job description is stored in the storing means;
means for providing information of a user and user preferences to the server;
means for providing a personality test to be filled by the user;
means for analyzing the filled personality test to provide test results;
means for forming a user profile on the basis of the information of the user, the user preferences, and the personality test results;
means for matching the at least one job description and the user profile; and means for determining the user's suitability to the job on the basis of the matching.
According to certain examples, the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server.
According to certain examples, the at least one job description is extracted from at least one job ad retrieved from at least one job portal. According to certain examples, the at least one job portal is a recruiter agency's www (World Wide Web)-site.
According to certain examples, the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job.
According to certain examples, the storing means is a database.
According to an aspect of certain embodiments and examples of the present invention, there is provided a system for a recruiter to find suitable candidates for a job among a plurality of candidates, wherein the system comprises a server and storing means attached to or integrated in the server, and a plurality of user profiles of candidates are stored in the storing means, the system comprising:
means for defining a job description by the recruiter;
means for retrieving the job description in the server;
means for matching the job description with each candidate's user profile in the server; means for determining each user's suitability to the job on the basis of the matching; and
means for providing an information of each user's suitability to the job from the server to the recruiter.
Embodiments and examples according to the present invention provide an automated manner for providing information of the user's suitability for a specific job. This information may be provided both to the user and to the employer. The system further enables automation of the process for an employer to rank the suitable candidates (users) for a specific job, thereby reducing the time for employment process. The system further enables a recruiter/employer to find candidates that are not actively applying for new jobs, since the beginning of the recruitment process may be anonymous. The system further enables the users to find suitable hidden jobs, since the recruiters/employers may add a job description to the system without publishing a job ad.
BRIEF DESCRIPTION OF THE DRAWINGS For a better understanding of the present invention and in order to show how the same may be carried into effect reference will be now made to the accompanying drawings, in which:
Figure 1 shows one advantageous system according to the present invention.
Figure 2 shows another advantageous system according to the present invention.
Figure 3 shows one advantageous method of the invention illustrated as a flowchart.
Figure 4 shows another advantageous method of the invention illustrated as a flowchart.
DETAILED DESCRIPTION OF EXEMPLARY EMBODIMENTS
Figure 1 shows one advantageous system according to the present invention. In Figure 1, there is shown a server 101 of a service provider. In the preferred embodiment of the present invention there is storing means 102 attached to or integrated in the server 101. The storing means 102 can be considered as a database whereto the server 101 stores various information, and wherefrom it can retrieve the information.
The server 101 is connected to a communications network 103 through which various users 104 (only one is indicated in Figure 1) and entities 105, 106, 107 can be connected to the server 101. The communications network can be for example an Internet, a local area network (LAN), or such network that may connect various user terminals (e.g., mobile phones or portable pads) and communications devices (e.g., computers or servers) into each other.
In one embodiment of the present invention, the server 101 retrieves information regarding job ads from various job portals 105, e.g., a recruitment agency's www (World Wide Web)-site or a www-site having a collection of job ads from various employers. After retrieving the information, the server 101 analyzes the information in each job ad, and forms a set of parameters for each job that can be later on matched to user profiles. The parameters may be e.g., what kind of education is required, or where the job is located, or what skills are required from applicants, or applicant's key competences, or applicant's expected behavior. After forming the parameters, the server 101 stores the information into the database 102. The server 101 may also define how long the parameters of each job ad is stored in the database 102. The duration may be identified in the job ad itself, it may be predefined in the server for all job ads, or the server may test each job ad in the job portal(s) 105 to find out when the job ad is removed from the job portal 105.
Alternatively, the server 101 may have one or more job description(s) stored in the database 102. The job description(s) includes information that may be specific for certain job title (e.g., a sales manager) or other certain information regarding possible jobs. In this case the job description may include information regarding key competences and/or expected behavior that is common for successful performance in the job. The details (or parameters) of the job descrip- tion(s) corresponds to the parameters of job ads as identified above. Further, the system may retrieve various job ads from various job portals. The system may form a job description to each job ad by extracting the job title from each job ad and combining the basic information from the job ad with job description related to the corresponding job title stored in the database.
If a user 104 has a profile in a www-site 106, e.g., in Linkedln or Facebook, where the user 104 has already added his profile regarding the work history, the user may log in the server 101 by using his/her www-site (e.g., Linkedln) log in information. In this case the server 101 is able to retrieve the user's 104 profile regarding the work history from the www-site 106 and form a first set of parameters in the user's profile and store it in the database 102.
Alternatively, the user 104 may log in the server 101 by registering his/her user name and password. After registering to the server 101, the user 104 provides his/her work history to the server 101 by providing the information manually. The server will perform the actions as described above.
In the preferred embodiment of the present invention, the user 104 is further able to provide user's preferences to the server 101. The preferences may include user's preferred job titles, location, salary level or alike preferences. The user 104 may also provide preferences that forms an indication to which job ads (or job descriptions) his/her job application may be sent automatically. The user 104 may for example define that for every sales manager positions in companies A, B and D indicates that the server 101 is allowed automatically send the user's job application when such job ad is identified in the server. The indication for allowing the server 101 to automatically send the user's application to an employer may be a single preference or a combination of preferences received from the user 104 in the server 101. These preferences are stored as a part of the user profile in the database 102. The user 104 may also define by informing his/her preferences of what information is sent to the employers. Alternatively, the server 101 additionally requests further information regarding the user's 104 preferences. The user's 104 preferences may comprise e.g., job location, or preferred employers. The user 104 then provides the information to the server 101, which adds the information to the user's profile stored in the database 102.
The server 101 may also request user 104 to provide other additional information e.g., educational information, skills, and test results from prior testing. The user 104 provides the information he/she wishes to add to the profile.
In addition to the information provided to the server 101 by the user 104, the service may be such that the user 104 may take different kinds of tests, provided by testing companies 107 (only one of which is shown in Figure 1), that are available to the user 104 through the server 101. The server 101 may provide e.g., a personality test to the user 104. The user 104 takes the test, whereafter the server 101 provides the information of the test and user's 104 answers to the testing company 107 for further analyzes. After analyzing the test, the testing company 107 provides the results to the server 101 that adds the information to the user's 104 profile and stores the modified profile in the database. This way the user 104 has proven results of his/her personality stored in his/her profile. The tests may be provided e.g., in an online service provided by the server 101.
Alternatively, the server 101 may provide a link to testing company's 107 site/testing tool for the user 104. After retrieving the link, the user 104 may connect to the site/testing tool and fill the necessary information for the test. The testing company 107 analyzes the results, and provides the information to the server 101 and/or to the user 104. The system may be arranged so that the user 104 may accept or deny the addition of the test results into user's profile. In case the user has not denied the addition of the test results to the user's profile, the server will add the information of the test results to the user's profile and store the modified profile to the database. In addition to personality tests, the server 101 may provide a plurality of different kinds of tests to the users 104. For example, the server 101 may provide a language test (such as English or German test) to prove user's 104 ability in that language. The test may also test the user's ability in (but not limited to) the following areas: interests, motives, behavioral tendencies, numerical abilities, verbal abilities, abstract logical abilities, or special cognitive abilities,
The server 101 is arranged to analyze the user's 104 profile and each of the job ads (job descriptions). Thereafter, the server 101 is arranged to match the details of the user 104 profile into details of each of the job ads. By matching the details, the server 101 form a unique value that reflects the user's 104 suitability for the job identified in the job ad. Thereby, the user 104 will receive a suitability value for each of the jobs.
When the server 101 has formed the values corresponding each of the jobs, the server ranks the jobs, and informs of the most suitable ones to the user 104. Thereafter, the user 104 may inform the server 101 into which of the jobs the user 104 allows his/her information to be available. Alternatively, as the user 104 has earlier defined preferences for automatic sending of applications, the server 101 may automatically send the information of the user 104 together with the information of the user's suitability for the job to an employer or a recruiter that has been identified in the job ad.
The above described embodiment of the present invention provides an effective way for user 104 to apply different jobs, since the system effectively identifies the job ads into which the user 104 is most suitable (not only qualified) and provides the information of those job ads to the user. The system enables the user to apply for hidden jobs, since the system evaluates the user's suitability to all job descriptions (both public and hidden jobs) identified by the system. This system further speeds up recruitment process on the employers/recruiters side, since this system automatically analyzes the suitability information of the users to the employer/recruiter, and thereby ranking the applicants effectively.
Figure 2 shows another advantageous system according to the present invention. In Figure 2, there is shown a server 201 of a service provider. In the preferred embodiment of the present invention there is storing means 202 attached to or integrated in the server 201. The storing means 202 can be considered as a database whereto the server 201 stores various information, and wherefrom it can retrieve the information.
The server 201 is connected to a communications network 203 through which various users 204 (only one is indicated in Figure 2) and entities 206, 207, 208, 209 can be connected to the server 201. The communications network can be for example an Internet, a local area network (LAN), or such network that may connect various user terminals (e.g., mobile phones or portable pads) and communications devices (e.g., computers or servers) into each other.
In this embodiment of the present invention, there is stored various user profiles in the database 202. Each user 204 has provided a set of information (e.g., working experience, educational information, skills, and/or various test results) to the server 201, which has formed a user profile of each user 204 on the basis of the information provided. The user profiles are stored in the database 202.
In this embodiment of the invention, the server 201 retrieves a request from an employer 208 or from a recruiter 209 for finding a user 204 that would be most suitable for a job. Specific requirements for the job has been defined by the employer 208 or the recruiter 209. The requirements (or parameters) may be e.g., what kind of education is required, or where the job is located, or what skills is required from applicants, or applicant's key competences, or applicant' s expected behavior.
The server 201 analyzes the specific requirements defined for the available job, matches each of the user profiles stored in the database 202 to these requirements, and defines a suitability value for each user 204 to the job. After defining the suitability of the user 204 to the job, the server 201 ranks the users 204, and provides information of the users 204 and their suitability for the available job to the employer 208 or the recruiter 209. In case the user 204 has not yet allowed the server 202 to provide information of the user 204 to the employer 208 or the recruiter 209, the server may still provide information regarding user's suitability to the employer 208 or the recruiter 209 without detailed information of the user 204. In this case the system further informs the user 204 of his/her suitability for the available job, and further requests that the user 204 allows the system to send his/her information to the employer 208 or the recruiter 209. The service provides the employer 208 or the recruiter 209 a recruitment report based on the information and the test results of the user 204, which makes the implementation of the quality interview easier.
After receiving information of a predefined number of users 204 that are most suitable for the job description, the employer 208 or recruiter 209 may start interviews with the applicants (users 204). The inventive concept of the present invention significantly reduces the time for processing potential applicants for each job. Since the applicants (users 204) are ranked on the basis of their suitability for the job automatically in the server 201, the employer 208 or recruiter 209 only needs to proceed with a limited number of applicants (users 204), thereby the hiring process speeds up enormously.
Further, since only the most suitable applicants (users 204) are provided to the employers 208 or recruiters 209, they do not need to process the applications that would be sent by applicants that are not suitable for the job.
Figure 3 shows one advantageous method of the invention illustrated as a flowchart.
In a preferred embodiment of the present invention, a server has one or more job descriptions stored in a database that is connected to or integrated in the server. The job description(s) includes various parameters such as job title and key competences for the job and/or expected behavior that is identified as successful behavior for performing in the job.
In another embodiment of the present invention, a server retrieves information regarding various job ads from one or more job portals, extracts the details of the information and stores them into a database connected to or integrated in the server.
In step 301, a user logs in or registers in to a service provided by the server. When registering or logging in to the service, the user initiates providing personal information to the server and/or user preferences and/or additional information of the user to the server (step 302). The server forms a profile of the user from the information provided to the server and stores the user profile in the database (step 303). The user may initiate the connection to the server e.g., by using his/her log in information of Linkedln or Facebook service. If the user has provided information of his/her work history into Linkedln or Facebook service, the server is able to extract that information into the server and use that information for forming a profile of the user. Alternatively, the user may register into the service by applying a user name and password from the service, and after registering to the service, providing details of the user's work history into the server, so that the server may use that information to form a profile of the user.
The user preferably also provide additional information of himself/herself to the server. The information may be e.g., personal preferences of job location, preferences of employers, educational information, information of skills, etc. Preferably, the user also provides preferences that forms an indication to which job ads (or job descriptions) his/her job application may be sent automatically. The user may for example define that for every sales manager positions the server is allowed automatically send the user's job application when such job ad is identified in the server. The indication for allowing the server to automatically send the user's application to an employer may be a single preference or a combination of preferences received from the user in the server. The user may also define by informing his/her preferences of what information is sent to the employers.
In step 304, the user may take one or more tests that are made available by the server. The test may be e.g., a personality test, a language test, etc. If the user takes the test(s), the server provides the filled test(s) to testing company (testing companies) for analyzing the test(s) or the server may perform the test(s) analyzes itself.
The server adds the results into the user's profile and stores the modified user profile into the database (step 305).
The server analyzes the details of user's information and matches those details into the details of job description (step 306), whereafter the server forms a suitability values for the user corresponding each job ads, and ranks the job ads on the basis of the suitability value (step 307). In one embodiment of the present invention, the server provides a predetermined number of top ranked job ads to the user. Alternatively, the server provides job ads whereto the user's suitability value is higher than a predetermined value. Therafter, the user informs the server to which job ads the server is able to provide the user's application together with information of the suitability to the job. Alternatively, as the user has earlier defined preferences for automatic sending of applications, the server may automatically send the information of the user together with the information of the user's suitability for the job to an employer or a recruiter that has been identified in the job ad.
In step 308, the server provides the information to employer(s) and/or recruiter(s).
Figure 4 shows another advantageous method of the invention illustrated as a flowchart.
In step 401, at least one user provides information of his/her working experience, skills, preferences, or alike information to a server. The server analyzes the information of the user and forms a user profile that is stored in a database connected to or integrated in the server (step 402).
In step 403, the server retrieves a request from an employer or from a recruiter for finding a user that would be most suitable for a job whereto specific requirements have been defined by the employer or the recruiter.
The server analyzes the specific requirements defined for the available job (step 404), matches the various user profiles to these requirements (step 405), and defines a suitability value for each user to the job (step 406). After defining the suitability of the user to the job, the server ranks the users (step 407), and in case the server is allowed by the user, to provide information of the users and their suitability for the available job to the employer or the recruiter (step 408).
In step 409, after receiving information of a predefined number of users that are most suitable for the job description, the employer or the recruiter may start interviews with the applicants (users). The service provides the employer or the recruiter a recruitment report based on the information and the test results of the user, which makes the implementation of the quality interview easier.
It will be appreciated by the skilled person in the art that various modifications may be made to the above described embodiments without departing from the scope of the invention, as disclosed in the appended claims. For example, the job portal may be a www-site containing job ads from various employers in a collective manner, it can be a recruiter agency's www- site, or in simpler form a company's (i.e., employer's) www-site having the company's job ads. The user may use the service (provided by the server) with his/her computer or alternatively mobile phone or portable pad.
It is to be understood that the embodiments of the invention disclosed are not limited to the particular structures, process steps, or materials disclosed herein, but are extended to equivalents thereof as would be recognized by those ordinarily skilled in the relevant arts. It should also be understood that terminology employed herein is used for the purpose of describing particular embodiments only and is not intended to be limiting.
Reference throughout this specification to "one embodiment" or "an embodiment" means that a particular feature, structure, or characteristic described in connection with the embodiment is included in at least one embodiment of the present invention. Thus, appearances of the phrases "in one embodiment" or "in an embodiment" in various places throughout this specification are not necessarily all referring to the same embodiment.
As used herein, a plurality of items, structural elements, compositional elements, and/or materials may be presented in a common list for convenience. However, these lists should be construed as though each member of the list is individually identified as a separate and unique member. Thus, no individual member of such list should be construed as a de facto equivalent of any other member of the same list solely based on their presentation in a common group without indications to the contrary. In addition, various embodiments and example of the present invention may be referred to herein along with alternatives for the various components thereof. It is understood that such embodiments, examples, and alternatives are not to be construed as de facto equivalents of one another, but are to be considered as separate and autonomous representations of the present invention.
Furthermore, the described features, structures, or characteristics may be combined in any suitable manner in one or more embodiments. In the following description, numerous specific details are provided, such as examples of lengths, widths, shapes, etc., to provide a thorough understanding of embodiments of the invention. One skilled in the relevant art will recognize, however, that the invention can be practiced without one or more of the specific details, or with other methods, components, materials, etc. In other instances, well-known structures, materials, or operations are not shown or described in detail to avoid obscuring aspects of the invention.
While the forgoing examples are illustrative of the principles of the present invention in one or more particular applications, it will be apparent to those of ordinary skill in the art that numerous modifications in form, usage and details of implementation can be made without the exercise of inventive faculty, and without departing from the principles and concepts of the invention. Accordingly, it is not intended that the invention be limited, except as by the claims set forth below.

Claims

Claims:
1. A method for a user to apply for a job, the method comprising:
receiving information of a user in the server;
receiving user preferences in the server, wherein the user preferences includes an indication of when the user allows the server to automatically send user's application to an employer;
forming a user profile based on the information of the user and the user preferences received in the server, wherein the user profile comprises a set of user parameters;
retrieving at least one job ad of an available job in a server, each of the at least one job ads comprising information of an employer and job details;
forming a job profile from each of the at least one job ads, wherein the job profile comprises a set of job parameters;
matching the user profile into the job profile by comparing the set of user parameters to the set of job parameters;
defining a suitability of a user to the at least one job profile based on the matching result; and
in case the indication of when the user allows the server to automatically send user's application to an employer fulfils,, providing the user's application together with information of user's suitability for the job to the employer by the server; or
in case the indication does not fulfil, providing information of the user's suitability for the job to the user.
2. The method of claim 1, wherein the method further comprises storing the user profile in a storing means connected to or integrated in the server.
3. The method any of the preceding claims, wherein the method further comprises storing the job profile in a storing means connected to or integrated in the server.
4. The method of any of the preceding claims, wherein the at least one job ad is retrieved from a job portal.
5. The method of any of the preceding claims, wherein the server retrieves a plurality of job ads from a plurality of job portals.
6. The method of claim 4 or 5, wherein the job portal is a recruiter agency's www (World Wide Web)-site.
7. The method of claim 2 or 3, wherein the storing means is a database.
8. The method of any of the preceding claims, wherein the method further comprises:
requesting additional information from the user by the server; and
providing the additional information by the user to the server.
9. The method of any of the preceding claims, wherein the method further comprises defining a suitability level for each job ad.
10. The method of claim 9, wherein the application can be sent to the employer only if the suitability level is exceeded.
11. The method of any of the preceding claims, wherein the user is connected to the server over a communications network.
12. The method of any of the preceding claims, wherein the method further comprises:
retrieving a test from a testing company by the server;
providing the test to the user by the server;
filling the test by the user;
providing the filled test by the server to a testing company;
analyzing the test and forming a result by the testing company;
providing the result by the testing company to the server;
adding the test result to the user profile by the server; and
storing the modified user profile to the storing means.
13. The method of any of the preceding claims, wherein the method further comprises:
providing a link to the testing company's test site to the user by the server; filling the test by the user;
analyzing the test and forming a result by the testing company;
providing the result by the testing company to the server;
adding the test result to the user profile by the server; and
storing the modified user profile to the storing means.
14. The method of any of the preceding claims, wherein the suitability of the user to the job is based on a suitability value formed by the server on the basis of the matching the set of job parameters to the set of user parameters.
15. The method of any of the preceding claims, wherein the information of the user's suitability to the job is provided to the user.
16. The method of any of the preceding claims, wherein the information of the user comprises: working experience, education, skills, and tests taken and their results.
17. The method of any of the preceding claims, wherein the user preferences comprises: preferred job title(s), preferred job location and/or preferred employers.
18. The method of any of the preceding claims, wherein the information of an employer and job details comprises: job title, job location, required working experience, required education, required skills, key competences, and expected behavior.
19. A method for determining a user's suitability to a job, wherein a system comprises a server and storing means attached to or integrated in the server, and at least one job description is stored in the storing means, the method comprising:
providing information of a user and user preferences to the server;
providing a personality test to be filled by the user;
analyzing the filled personality test to provide test results;
forming a user profile on the basis of the information of the user, the user preferences, and the personality test results;
matching the at least one job description and the user profile; and
determining the user's suitability to the job on the basis of the matching.
20. The method of claim 19, wherein the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server.
21. The method of any of claims 19-20, wherein the at least one job description is extracted from at least one job ad retrieved from at least one job portal.
22. The method of claim 21, wherein the at least one job portal is a recruiter agency's www (World Wide Web)-site.
23. The method of any of claims 19-22, wherein the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job.
24. A method for a recruiter to find suitable candidates for a job among a plurality of candidates, wherein a system comprises a server and storing means attached to or integrated in the server, and a plurality of user profiles of candidates are stored in the storing means, the method comprising:
defining a job description by the recruiter;
retrieving the job description to the server;
matching the job description with each candidate's user profile by the server;
determining each user's suitability to the job on the basis of the matching; and providing an information of user's suitability to the job from the server to the recruiter.
25. The method of claim 24, wherein the job description is extracted from a job ad retrieved from a job portal.
26. The method of claim 24, wherein the job description is provided to the server by the recruiter.
27. The method of any one of claims 24-26, wherein the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server, and the server is ca- pable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job..
28. A system for a user to apply for a job, the system comprising:
means for receiving information from a user in a server, wherein the received information is information of the user and user preferences, which includes an indication of when the user allows the server to automatically send user's application to an employer;
means for forming a user profile based on the information of the user and the user preferences received in the server, the user profile comprising a set of user parameters;
means for retrieving at least one job ad of an available job in a server, each of the at least one job ads comprising information of an employer and job details;
means for forming a job profile from each of the at least one job ads, the job profile comprising a set of job parameters;
means for matching the user profile into the job profile by comparing the set of user parameters to the set of job parameters;
means for defining a suitability of a user to the at least one job profile based on the matching result; and
in case the indication of when the user allows the server to automatically send user's application to an employer fulfils, means for sending user's application together with information of user's suitability for the job to the employer by the server;or
in case the indication does not fulfil, means for providing information of the user's suitability for the job to the user .
29. The system of claim 28, wherein the system further comprises means for storing the user profile in a storing means connected to or integrated in the server.
30. The system of any of claims 28-29, wherein the system further comprises means for storing the job profile in a storing means connected to or integrated in the server.
31. The system of any of claims 28-30, wherein the at least one job ad is retrieved from a job portal.
32. The system of any of claims 28-31, wherein the server retrieves a plurality of job ads from a plurality of job portals.
33. The system of claim 31 or 32, wherein the job portal is a recruiter agency's www (World Wide Web)-site.
34. The system of claim 29 or 30, wherein the storing means is a database.
35. The system of any of claims 28-34, wherein the system further comprises means for defining a suitability level for each job ad.
36. The system of claim 35, wherein the application can be sent to the employer only if the suitability level is exceeded.
37. The system of any of claims 28-36, wherein the user is connected to the server over a communications network.
38. The system of any of claims 28-37, wherein the system further comprises:
means for retrieving a test from a testing company by the server;
means for providing the test to the user by the server;
means for filling the test by the user;
means for providing the filled test by the server to a testing company;
means for analyzing the test and forming a result by the testing company;
means for providing the result by the testing company to the server;
means for adding the test result to the user profile by the server; and
means for storing the modified user profile to the storing means.
39. The system of any of claims 28-38, wherein the suitability of the user to the job is based on a suitability value formed by the server on the basis of the matching the set of job parameters to the set of user parameters.
40. The system of any of claims 28-39, wherein the information of the user's suitability to the job is provided to the user.
41. The system of any of claims 28-40, wherein the information of the user comprises: working experience, education, skills, and tests taken and their results.
42. The system of any of claims 28-41, wherein the information of an employer and job details comprises: job title, job location, required working experience, required education, required skills, key competences, and expected behavior.
43. A system for determining a user's suitability to a job, wherein the system comprises: a server;
storing means attached to or integrated in the server, wherein at least one job description is stored in the storing means;
means for providing information of a user and user preferences to the server;
means for providing a personality test to be filled by the user;
means for analyzing the filled personality test to provide test results;
means for forming a user profile on the basis of the information of the user, the user preferences, and the personality test results;
means for matching the at least one job description and the user profile; and means for determining the user's suitability to the job on the basis of the matching.
44. The system of claim 43, wherein the user's suitability is determined on the basis of a suitability value formed on the basis of matching in the server.
45. The system of any of claims 43-44, wherein the at least one job description is extracted from at least one job ad retrieved from at least one job portal.
46. The system of claim 44, wherein the at least one job portal is a recruiter agency's www (World Wide Web)-site.
47. The system of any of claims 43-46, wherein the server is capable of ranking a plurality of user's for each of the at least one job description on the basis of determining each user's suitability to the job.
48. A system of any of claims 43-47, wherein the storing means is a database.
49. A system for a recruiter to find suitable candidates for a job among a plurality of candidates, wherein the system comprises a server and storing means attached to or integrated in the server, and a plurality of user profiles of candidates are stored in the storing means, the system comprising:
means for defining a job description by the recruiter;
means for retrieving the job description in the server;
means for matching the job description with each candidate's user profile in the server; means for determining each user's suitability to the job on the basis of the matching; and
means for providing an information of user's suitability to the job from the server to the recruiter.
PCT/FI2015/050195 2014-03-24 2015-03-23 Systems and methods for a user recruitment and suitability evaluation WO2015144984A1 (en)

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Publication number Priority date Publication date Assignee Title
US20060265269A1 (en) * 2005-05-23 2006-11-23 Adam Hyder Intelligent job matching system and method including negative filtration
US20130290207A1 (en) * 2012-04-30 2013-10-31 Gild, Inc. Method, apparatus and computer program product to generate psychological, emotional, and personality information for electronic job recruiting
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