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`WO 01/09772
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`PCTIUS00!21210
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`Apparatus, Svstem and Method for Selecting Candidate from Pool
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`Field of the Invention
`
`The present invention relates generally to a method and system for
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`selecting a candidate from a pool of candidates to fill a position and more
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`5
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`particularly to a computer-hosted method and system for generating and storing
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`profiles of candidates based on skills and experience, generating and storing a
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`skills profile for a position to be filled, adjusting the skills profile of candidates
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`based on levels of skills needed, and comparing candidates based on their
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`adiusted profiles.
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`10
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`Background of the Invention
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`A number of web sites exist for matching job candidates to jobs or
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`positions. These systems collect resume data from candidates and ajob
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`description from an employer. These services provide rudimentary matching
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`15
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`that yields a high percentage of IImatches" that are not necessarily qualified, or
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`are overqualified. for given positions. What has been needed is a more
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`sophisticated method and system for collecting data from candidates about their
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`skills and data from employers about their needs. What has further been needed
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`is a more finely tuned system and method of matching candidates to positions.
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`20
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`Summary of the Invention
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`The apparatus, system and method of the present invention yield highly
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`compatible matches that should be satisfying for both employers and employees.
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`Employers will find candidates who possess the skills they need at the level
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`25
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`required for the position. Candidates can step into these positions confident
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`that they are qualified and that their knowledge and experience are valued.
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.2
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`WO 01109772
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`Further, this system and method produce conservation of skills: because
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`employers are able to select candidates that "just fit" instead of those with the
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`highest scores, jobs and positions can be staffed such that skills are not wasted
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`'where they are not needed. This leaves a more valuable pool of candidates from
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`5 which to select for subsequent positions.
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`Brief Description of the Drawings
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`An exemplary version of an apparatus, system and method for selecting a
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`candidate from a pool of candidates for a position that an employer seeks to fill
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`lOis shown in the figures 'wherein like reference numerals refer to equiyalent
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`structure or steps throughout, and wherein:
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`FIG. 1a is a schematic representation of an apparatus, system and method
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`according to the present invention;
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`FIG. 1b shows exemplary hardware for implementing the apparatus,
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`15
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`system and method of FIG. 1;
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`FIG. Ic is a schematic illustration of an apparatus, system and method
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`according to the present invention;
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`FIG. 2 is a flow chart illustrating the data gathering and verif::ing phase
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`of the system and method according to the present invention;
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`20
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`FIG. 3 is a flow chart illustrating the data matching phase of the system
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`and method according to the present invention;
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`FIG. 4: is a flow chart illustrating a feedback process of the system and
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`method according to the present invention;
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`FIG. 5 is an exemplary table for receiving and displaying data pertaining
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`25
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`to a candidate's technical skills for use with the svstem and method of the
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`present invention;
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.3
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`WOOl109772
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`FIG. 6 is an exemplary table for receiving and displaying data pertaining
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`to a candidate's industry experience for use with the system and method of the
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`present invention;
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`FIG. 7 is an exemplary table for receiving and displaying data pertaining
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`5
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`to a candidate's communication skills for use with the system and method of the
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`present invention;
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`FIG. 8 is an exemplary table for receiving and displaying data pertaining
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`to a candidate's project experience for use with the system and method of the
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`present invention;
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`10
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`FIG. 9 is an exemplary table for receiving and displaying data pertaining
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`to the skill level required for one or more skills needed for a position to be filled
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`for use with the system and method of the present invention;
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`FIG. 10 is an exemplary table for displaying information used to compute
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`the maximum possible score for a given position for use with the system and
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`15 method of the present invention;
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`FIG. 11a is an exemplary table for displaying scores of a plurality of
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`candidates for use with the system and method of the present invention; and
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`FIG. 11b is an exemplary table for displaying adjusted scores of a
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`plurality of candidates for use with the system and method of the present
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`20
`
`invention.
`
`Detailed Description of Preferred EmbodimenHs)
`
`An apparatus, method and system for finding and selecting a qualified
`
`candidate to fill a position is described. For purposes of illustration, the
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`25
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`im'ention is described in the context of finding Information Technology (IT)
`
`professionals to fill contract positions in II, but it will be understood that the
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.4
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`system and method of the present invention can be applied in a variety of
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`contexts.
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`The apparahls, system and method of the present invention use relational
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`5
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`databases or database files to store, sort, search, and otherwise "mine" stored
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`data. Examples of suitable database software that is commercially available
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`include: Oracle, Access (made by Microsoft) and Filemaker Pro. In addition/ the
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`apparatus, system and method of the present invention can be implemented
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`through the use of custom relationship database programs or software.
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`10
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`As illustrated in FIG. la, one or more employers, exemplified by reference
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`numerals la, 1b, 1c, having one or more positions to be filled provide data
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`regarding the skills desired ("needs"), the skill level or experience needed for
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`desired skills for the position, and the importance or priority of that skill for the
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`position. This "needs" data 5 is stored in a first storage medium 10.
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`15
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`Independently/ one or more people or "candidates" seeking positions,
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`exemplified by reference numerals 12a. 12b, 12c, enter data regarding the skills
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`they possess and the level of those skills. This "skills" data 15 is stored in a
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`storage medium that is the same as, or is in data communication with, the first
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`storage medium. The needs data and the skills data are stored on the storage
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`20 medium in a relational database. Preferably, a system coordinator manages the
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`database.
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`The apparatus, system and method of the present invention can be
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`accomplished with a variety of hardware arrangements. A preferred
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`arrangement 20 is illustrated in FIG. lb. Employers 1 using PCs 21a-c and
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`25
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`candidates 12 using PCs 22a-c are data connected to a server 25 to which data is
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`supplied and retrieved by a file server 30 on which is stored a relational
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.5
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`database 32. From the PCs 21, employers are able to enter needs data into the
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`database 32. From the PCs 22, candidates are able to enter skills data into the
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`database 32. Suitable graphical interfaces facilitate the candidates' and
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`employers' ability to easily enter and view data.
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`5
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`The system incorporates security features that preclude one candidate
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`from altering data entered by another candidate. Similarly, the system
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`precludes one employer from altering data entered by another employer.
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`In a preferred embodiment, data connections 35 are made \"ia the
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`Internet. Alternati\"e hardware configurations may be used to facilitate the
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`10
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`device, method and system of the present invention. For example, the database
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`may be stored as part of the file server 30 or may be a separate component
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`communicating with the file server 30. Further examples of alternative
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`hardware or hardware/software configurations include phone/\'oice-menu,
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`hardwire Any hardware or hardware/softvvare configuration that allows for
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`15
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`data exchange can be used for this system and method.
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`As illustrated broadly in FIG. lc, the apparatus, system and method of the
`
`present invention provide appropriate user interfaces 51, 52, 53 for the \"arious
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`users of the system. In a preferred embodiment one interface 52 is provided for
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`the candidates, another and different interface 53 is provided for employers and
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`20
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`another and different interface 51 is provided for experts who 'will provide third(cid:173)
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`party evaluations of the candidates as will be described below. In addition, yet
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`another interface, not illustrated, may be added for the administrator of the
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`system. In a preferred embodiment, these interfaces 51, 52, 53 are accessible to
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`users through the internet browser. Further, in a preferred embodiment, data is
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`25
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`exchanged between the users and a server 55 through the internet 60. The server
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`55 carries or is able to access one or more databases 65 which store and process
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`SUBSTITUTE SHEET (RULE 26)
`
`Petitioner Exhibit 1022 p.6
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`data about the candidates and the positions to be filled. Several processes are
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`performed by the server or another computer, including gathering and
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`interrogating data from candidates 67, gathering and interrogating data from
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`employers about positions to be filled 68, and then searching the database to
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`5
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`find and rank candidates whose qualifications suit the needs of the positions to
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`be filled 69.
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`The flow charts of FIGs 2-4 illustrate a preferred method and system.
`
`More specifically, FIG. 2 illustrates a process 100 for gathering and storing needs
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`data and skills data. FIG. 3 illustrates a process 200 for identifying the best
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`10
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`qualified candidates for a position. FIG. -± illustrates a process 300 for gathering
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`feedback from employers and candidates and adjusting employers' needs data
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`and candidates' skills data accordingly.
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`Data Gathering and Verification Phase
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`15
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`A candidate seeking a consulting or employment position visits the web
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`site hosting the sYstem. By identifying him/herself, the candidate is allowed to
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`access, alter or author data in a record associated 'with him/herself. The
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`candidate proceeds through a series of windows to fill in se\'eral tables or
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`worksheets (FIGS. 5-8) with the skills that the candidate has and the level of skill
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`20
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`he/she has for each skill. These steps are illustrated at reference numerals 101-
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`105, and may be conducted in any order or sequence.
`
`In step 101, the candidate enters the data illustrated in the "Technical Skill
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`Evaluation" table 110 of FIG. 5. Technical skill table 110 has a column 115
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`identifying technical skills or tools, organized into appropriate categories. In
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`25
`
`this illustration for the world of information technology professionals, technical
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`categories 120 include "hardware" 121, "operating systems" 122, "languages"
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.7
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`123,1/ applications" 124 and 1/ others" 125 such as 1/ testing, architecture, tools,
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`methodologies, certifications, databases" and the like. Under each skill category
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`heading are a number of rows for receiving or selecting specific skills or tools
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`from a pre-defined list of skills and tools. For example, under Operating
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`5 System, in column 115, the candidate might enter "DOS" and "Windows 2000".
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`The technical skills table 110 further includes a column 130 for the
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`number of years the candidate has been developing the specified skills or using
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`the specified tool. The next column 140 in table 110 I is for the skill level that the
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`candidate believes he / she possesses for the specified skill (i.e. /I self-assessed
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`10
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`skill level"). The candidate selects the appropriate skill level from a list of pre-
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`defined skill levels. The last column 150 of the table 110 embodiment illustrated
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`in FIG. 5 is for assessment by a third party of the candidate's skills. An auxiliary
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`information table 152 lists the pre-defined skill levels from which the candidate
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`can choose and is preferably available or visible for the candidate's reference as
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`15
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`he/ she completes table 110. The auxiliary table 152 correlates a numerical value
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`with described specific skill or experience levels. The table 152 illustrated in
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`FIG. 5 shows four exemplary pre-defined skill levels are used: "novice",
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`"limited"! "experienced" and" expert".
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`Auxiliary table 152, and other auxiliarv tables described below, are
`.
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`~
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`20
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`preferably available to the user for reference while he/she is filling in the main
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`table that it accompanies. This auxiliary table, and the several auxiliary tables
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`described throughout this description, may be shown next to the main table, or
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`by providing drop-down or pop-up menus or the like to display the auxiliary
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`table.
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`25
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`In the next step 102 ,illustrated in FIG. 2, the candidate enters industry or
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`business skills in the industry skills evaluation table 155 illustrated in FIG. 6 ..
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.8
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`Table 155 includes a first column 156 in which the candidate identifies industries
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`in which he/she has experience. The second column 157 is for the role that the
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`candidate played \\'hen working within the specified industry. Preferably, the
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`candidate chooses a role from a list of pre-defined roles. Columns 159, 160 are
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`5
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`for self-assessed skill level and third party-assessed skill level, respectively. The
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`skill levels are preferably chosen from a list of pre-defined skill levels. The table
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`155 has a number of rows 161 to accommodate a list of multiple industries in
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`'which the candidate has experience. Two auxiliary information tables 162, 163
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`are preferably available for the candidate's reference as he / she completes table
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`10
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`155. The auxiliary table 162 lists pre-defined skill levels and correlates a
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`numerical value with described specific skill or experience levels. The table 162
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`illustrated in FIG. 6 shows an exemplary list of skill levels including: "worked
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`in the industry", "used industry-specific applications",
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`1/ developed/ implemented industry specific applications" and
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`15
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`"designed/customized industry-specific applications". Auxiliary table 163
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`shows a pre-defined list of roles for the candidate to choose from.
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`In the next step 103 illustrated in FIG. 2, the candidate enters information
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`about his/her communication and project leadership skills in the evaluation
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`table 165 illustrated in FIG. 7. Table 165 includes a column 166 listing various
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`20
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`communication and project leadership skills. Columns 168, 169 are for self(cid:173)
`
`assessed skill level and third party-assessed skill level, respectively. Preferably,
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`the skill levels for columns 168, 169 are selected from a list of pre-defined skill
`
`levels. Auxiliary table 170 shows a pre-defined list of skill levels for the
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`candidate and the third-party assessor to choose from and correlates the skill
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`25
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`levels to a numerical value. Preferably, auxiliary table 170 is available to or
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`\'isible as the candidate or third-party assessor enters the skill levels 168, 169.
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.9
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`In step 104 illustrated in FIG. 2, the candidate enters project experience in
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`the project experience evaluation table 172 illustrated in FIG. 8. Table 172
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`includes a column 173 which lists phases of typical information technology
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`projects from requirement gathering to maintenance. For this table 172, the skill
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`5
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`levels are in the form of the length of the project. Columns 176 allow the user to
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`identify his/her length of involvement in project phases for his/her more recent
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`projects. The user may leave blank phases in which he/she was not involved.
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`After the candidate has entered his/her skills date, the system "cross(cid:173)
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`\"alidates" to make sure that the information the candidate has entered makes
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`10
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`sense. It confirms that the amount of experience identified in one area is
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`congruous with the amount of experience identified in a related area. If the
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`system identifies incongruities, it queries the user as to whether the incongruous
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`data should be modified. In addition, the system and method displays to the
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`user the information entered bv the user and invites the user to confirm or
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`15 modifv the data.
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`For each of tables 110, 133, 163, and 172, the third-party-assessed skill
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`level is determined by an evaluation method such as an interview or testing,
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`illustrated as step 180 in FIG. 2. In a preferred embodiment the self-assessed
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`scores will be compared to the third-party-assessed scores and, if there is a
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`.20
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`significant difference between the two, the third-party assessment will be
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`repeated to determine if the first third-party assessment was in error.
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`The candidate's skills data is stored in a storage medium 182 in
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`association with identifying information for the candidate. The third party
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`assessment of the candidate's skill is similarly stored such that for each
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`.25
`
`candidate and each skill both the self-assessed and the third party assessed skill
`
`levels are stored.
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`SUBSTITUTE SHEET (RULE 26)
`
`Petitioner Exhibit 1022 p.10
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`The method and system also includes the gathering of preference data for
`
`the candidate. For example, the preference data may include the dates of the
`
`candidate's availability, a list of one or more companies that the candidate does
`
`not wish to work for, a preferred geographic region of employment, the
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`5
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`candidate's willingness to travel, the number of days or hours per week that the
`
`candidate wishes to work, and so forth.
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`The method and system also preferably includes a process to distinguish
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`active candidates from inactive or unavailable candidates. For example, if a
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`candidate accepts a position for an unspecified or ill-defined time period, that
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`10
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`candidate is no longer available, and would be put on una\~ailable status. Of
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`course, candidates may take positions that they found through other channels or
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`may take vacations that also would make them unavailable. Preferably the
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`system includes a check-in process by which a candidate will periodically, such
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`as weekly, enter the system and indicate whether he/ she is presently available
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`15
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`to accept a position. Those candidates who do not make their periodic check-in
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`for an extended period will automatically have their status changed to
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`"inacti\'e". The system can preferably generate reminders .. such as \~ia email.to
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`candidates to make their periodic check-in.
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`Independently and in parallel, employers seeking to fill positions are
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`20
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`entering data regarding the needs for the position. First, an employer identifies
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`or selects skills that are desired for the position, as indicated at step 185, and
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`then assigns to each selected skill a skill level or experience desired 191 and the
`
`importance or priority of that skill 192. FIG. 9 illustrates a II requirements " or
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`"needs"table 186 for receiving such data. Table 186 includes a column 187 in
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`25
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`·which the employer identifies skills and tools desired for a position. The next
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`column 188 identifies the minimum level of experience the position can tolerate.
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.11
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`The next column 189 is for the importance of the skill desired for the specified
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`position. Preferably, the importance of a skill may be chosen from a list of pre(cid:173)
`
`defined values. In the illustrated example, the values used are "core strength",
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`"experienced" and "beneficial", but it will be understood that these word labels
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`5
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`can be altered within the spirit of this invention. Further, more or fewer pre(cid:173)
`
`defined values may be used. The table 186 has a number of rows 190 to
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`accommodate a list of multiple skills desired for the position. Preferably the
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`skills are organized into categories, such as hardware, operating systems,
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`languages, written skills, verbal skills, project leadership and project experience.
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`10
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`In an alternate embodiment, the system and method use artificial
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`intelligence to query the employer about the employer's needs for a position.
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`For example, if the employer indicates that a core strength for the position is in
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`the area of graphical interface design, then the system recognizes that this
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`project is in its early stages of development and proceeds to probe further with
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`15
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`questions that are appropriate for such a project, such as methodology being
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`used, industry knowledge and related technolOgies. A branching method is
`
`used by the system to access appropriate follow-up questions in light 01
`
`information provided in earlier steps by the employer. This artificial intelligence
`
`method offers advantage because it assists employers in defining what they
`
`10
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`need for a particular position. An employer might not have recognized all of the
`
`skills they needed for a position, until they are prompted by the system.
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`Regardless of the method or system used to solicit the needs information
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`from the employers, a numerical value is assigned to the pre-defined list of
`
`levels of importance and this is used as a maximum score as will be described
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`25
`
`below with reference to the data matching phase of the system and method.
`
`The table 192 illustrated in FIG. 10 is an example of the profile an employer
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.12
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`might generate for a position. Table 192 has columns listing: categories of
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`skills/ experience 193; skills 194; the priority 195 (" core", 1/ experienced", or
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`"beneficial") of the listed skills; the minimum experience required 196; and the
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`maximum numerical score 197 which correlates with the priority 195.
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`5
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`The example of FIG. 10 shows that Small talk language, Design
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`Documents experience and experience in Requirements Gathering are" core
`
`strengths". "NT"," client server" architecture and experience in the analysis
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`phase of a project as "experienced". "Method I" methodology and experience in
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`the airline industry would be "beneficial" for the job. This table also shows a
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`10
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`total possible score 198 that is the sum of the maximum scores for each skill.
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`This score is divided into 100 to obtain a normalization factor 199 to be used
`
`later in the matching phase.
`
`In addition to skills information for a position, the position profile may
`
`also include additional parameters that the company uses to make hiring
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`15
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`decisions. For example, many companies have prohibitions against hiring an
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`employee for a contract position within a specified period after employment. To
`
`easily accommodate the incorporation of these kinds of parameters, the system
`
`and method includes a file or database for each employer that includes such
`
`global rules or preferences. This employer database is related to the position
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`20
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`database or file, such that the positions database can access and use the
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`information stored in the employer database for every position offered by a
`
`given employer.
`
`The needs data entered by the employer for the position is stored 182 in a
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`storage medium that may be the same as, or in data communication with, the
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`25
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`storage medium in which the candidates' skills data is stored.
`
`SUBSTITUTE SHEET (RULE 26)
`
`Petitioner Exhibit 1022 p.13
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`

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`Data Matching Phase
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`13
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`The next phase of the method and system is illustrated by the flow chart
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`of FIG. 3. Through automated data processing by a computing deYice, the
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`candidates' records are searched 205 to find a sub-pool of candidates that
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`5
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`possess the skills listed by the employer as desired for the position. A preferred
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`method of finding this sub-pool involves searching all candidate records to find
`
`those that possess some threshold level of experience in the" core strengths" (i.e.
`
`those skills that are of the highest priority) for a position. Preferably this step of
`
`establishing the sub-pool also involves comparison of the candidate's preference
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`10
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`data to the position data, and comparison of the company's global hiring rules
`
`or preferences to weed out any candidates that are not available, would not be
`
`interested in the position and / or do not meet the company's general hiring
`
`criteria (e.g. the candidate has been an employee recently and therefore cannot
`
`be offered a contract position).
`
`15
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`The search will only return those candidates whose skills profiles matches
`
`or exceeds specified criteria. In a preferred embodiment, the candidates must
`
`have scores for their /I core strength" skills that are adequately high. i.e. equal to
`
`or above the minimum defined by the administrator. Preferably, the third-party
`
`assessed skill levels are used.
`
`20
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`This search for a sub-pool may generate too many or too fe's candidates
`
`and therefore a preferred embodiment of the system includes one or more
`
`feedback processes to accommodate such a situation. FIG . .J: illustrates a
`
`feedback process 220, that counts the number of candidates in the sub-pool and
`
`allows for modifications to yield a smaller or larger sub-pool. Specifically, after
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`25
`
`an employer has entered their needs data, the system searches the candidate
`
`records and counts the number of candidates who have the skills and skill levels
`
`SUBSTITUTE SHEET (RULE 26)
`
`Petitioner Exhibit 1022 p.14
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`to fit the needs profile. If the number is too small 230, the system conducts the
`
`search again 235 based on the self-assessed skill levels.
`
`If the number in this sub-pool is still relatively large 240, the employer is
`
`given the option 245 to modify the needs profile such that it is likely to yield a
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`5
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`smaller sub-pool. For example, the employer may raise the level of skill
`
`required for a skilL add skills to the list, and/ or raise the level of importance of a
`
`skill. Conversely, if the sub-pool is relatively small, the employer can adjust the
`
`needs profile to yield a larger sub-pool.
`
`Once a sub-pool of satisfactory size is identified, the next task is to
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`10
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`determine which of the adequate candidates has skills and experience that most
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`closely match what is needed or desired for a position. This is step 250 in FIG. 3.
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`For each skill, the candidate's score is compared 250 to the maximum score
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`needed by the employer. If the candidate's score exceeds the maximum score
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`requested for a skill, then the system generates an adjusted score for that
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`15
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`candidate for that skill that equals the maximum scored needed by the employer
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`255,256. If the candidate's score does not exceed the maximum score for that
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`skill, then the adjusted score for that skill equals the actual score. The adjusted
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`score is stored 257; the candidate/s actual score is not over-written and remains
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`in the storage medium database. PreferablYI the adjusted scores are stored only
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`20
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`temporarily as candidates are evaluated for a particular position. Each
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`candidate IS adjusted skill scores are added together 258 to yield a total that is
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`used to compare candidates 260. This information is provided to the employer
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`who then selects 261 a candidate for the position or job.
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`The efficacy of this system and method is illustrated in the example of
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`25
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`FIGs. 11a and 11b. FIG. 11a shows the candidates' actual skill scores; FIG. 11b
`
`shows the candidates' adjusted skill scores. Candidate 1 has a score of 10 for the
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.15
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`WOOl109772
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`PCTlUS00121210
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`15
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`skill of NT Hardware. This skill is only a 1/ experienced" and not a 1/ core
`
`strength" for the position that the employer is seeking to fill, and therefore the
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`maximum score for this skill is a 5. Therefore, as shown in FIG. lIb, Candidate
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`l's score for Hardware-NT has been adjusted to equal that maximum: five. This
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`5
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`comparison and adjustment is made for each candidate in this sub-pool for each
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`skill.
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`As illustrated in FIG. 11a, using the candidates' actual scores, Candidate 5
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`scores the highest with a total of 65. Candidate 2 is tied for second place with
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`Candidate 3 with a total score of 52. However, Candidate 5 is racking up points
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`10 with Significant experience in skills that are not needed for this position.
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`Candidate 5 gets 10 points for his/her experience with Methodology Method 1,
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`but he/she has less Small talk experience than the employer requested.
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`Methodology Method 1 is merely "beneficial" to the employer for this position;
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`in contrast, Small talk is a core strength. If the employer hired Candidate No.5,
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`15
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`the employer would get someone who was not adequate for the position even
`
`though he/she had a relatively high score for the aggregate of the skills desired.
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`FIG. 11b shows adjusted scores and Candidate 2 has the highest adjusted score
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`of 46. Candidate 2 meets the employer's needs for the skills that are of greatest
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`importance for the position, i.e. those skills that are identified as "core strength".
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`20
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`Preferably, the apparatus, system and method provides links to the
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`finalist candidates' resumes, for example in .pdf form, so that the employer can
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`instantly view and/ or print the resumes.
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`The apparatus, system and method provides instantaneous searching and
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`matching. Immediately upon entry by the employer of their needs, the system
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`25
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`conducts its first search to determine how man v candidates are in the found sub-
`.'
`pool. If the employer is satisfied with this number, the employer authorizes the
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`SUBSTITUTE SHEET (RULE 26)
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`Petitioner Exhibit 1022 p.16
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`WO 01109772
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`PCTlUS00121210
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`16
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`final matching phase and a "short list" of qualified candidates is immediately
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`returned. Alternatively, the system administrator may choose to have this list
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`rehlrned to the system administrator rather than to the employer, so that the
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`administrator can contact the candidates to confirm their availability before
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`5
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`passing their names on to the employer.
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`The apparatus, system and method calculates a normalized score for each
`
`candidate in the short list, by dividing the candidate's total score (using adjusted
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`\Talues) by the maximum score that is achievable for the position and multiplied
`
`by 100 so the result is expressed as a percentage. In this manner, the candidate's
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`10
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`score that is returned to the prospective employer is relati\Te for the position they
`
`are seeking to fill, rather than absolute. Preferably, the apparahls, system and
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`method then groups the candidates into normative ranges. For example, the
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`data rehlrned to the employer would indicate that Candidates A and B scored in
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`the range of 90-100 percent, and Candidate C scored in the 85-90 percent range
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`15
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`and Candidates D and E scored in the 80-85 percent range.
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`Preferably, the apparatus, system and method is also able to perform a
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`market analysis for the combination of skills requested and return this
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`information to the prospective employer to aid their final selection of a
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`candidate from the short list. More specifically, the system will track the rates
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`20
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`being charged by candidates and/ or paid by employers for the combination of
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`skills sought. For a given position, the system and method will find analogous
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`pOSitions previously filled to determine the market rate being charged/paid for
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`such a position. When the system returns to the employer a final list of
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`candidates, it will indicate that in general to obtain a 90% match with the needs
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`25
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`identified for the position, the market price is x, and to obtain an 80% match the
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`market price is y, and so forth. In this manner, the employer can compare the
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`SUBSTITUTE SHEET (RULE 26)
`
`Petitioner Exhibit 1022 p.17
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`WO 01109772
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`PCTlUSOO/21210
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`rates charged by each candidate to market rates to identify the candidate that
`
`offers the best value.
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`Feedback Processes
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`5
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`The system incorporates a number of feedback processes that are
`
`preferably incorporated into the system and method of the present invention.
`
`A feedback process 220 to regulate the number of can