US008374901B2
`
`(12) United States Patent
`Vianello
`
`(10) Patent N0.:
`(45) Date of Patent:
`
`US 8,374,901 B2
`Feb. 12, 2013
`
`(54) CAREER AND EMPLOYMENT SERVICES
`SYSTEM AND APPARATUS
`
`(58) Field of Classi?cation Search ................ .. 705/7.14
`See application ?le for complete search history.
`
`(76) Inventor: Marc Vianello, Mission, KS (U S)
`
`(56)
`
`References Cited
`
`( * ) Notice:
`
`Subject to any disclaimer, the term of this
`Pawnt is extended or adjusted under 35
`08.0 154(b) by 0 days.
`
`U.S. PATENT DOCUMENTS
`6,385,620 B1* 5/2002 KurZius et a1. ...................... .. 1/1
`7,725,525 B2* 5/2010 Work .......................... .. 709/202
`
`(21) App1.No.: 12/846,635
`
`* Cited by examiner
`
`Jul- 29,
`
`(65)
`
`Prior Publication Data
`
`Primary Examiner i Romain Jeanty
`(74) Attorney, Agent, or Firm * Intellectual Property
`Center, LLC~;AITh11f K- Shaffer
`
`US 2011/0231329 A1
`
`Sep. 22, 2011
`
`(57)
`
`ABSTRACT
`
`Related US Application Data
`_
`_
`_
`_
`_
`(62) DlVlSlOn of aPPhCaPOn NQ- _1_2/059,728, ?led'on Mar-
`31, 2008, Whlch 15 a dlVlSlOn of aPPhCaUOI1 N0~
`10/101,644, ?led 011 Mar- 19, 2002, HOW Pat N0~
`7,424,438
`
`(51) Int- Cl-
`(2006.01)
`G06F 9/46
`(52) US. Cl. .................................................... .. 705/714
`
`computer-read
`Systems,~methods, distributed networks,
`able med1a are prov1ded that relate to recrultmg and employ
`ment. Background information associated With talent-capa
`bility attributes is received from talent. Job description
`informationis received from employers. Prospective matches
`are identi?ed between employers and candidates, and
`employers and candidates are given an opportunity to
`exchange information.
`
`33 Claims, 21 Drawing Sheets
`
`E-MAIL
`SERVER
`12
`
`WEB
`SERVER
`15.9
`
`APPLICATION
`SERVER
`1529
`
`DATABASE
`SERVER
`in
`
`m
`
`110
`
`Monster Worldwide, Inc. Exhibit 1001 (p.1/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 1 0f 21
`
`US 8,374,901 B2
`
`E-MAIL
`SERVER
`E
`
`WEB
`SERVER
`
`APPLICATlON
`SERVER
`1.62
`
`DATABASE
`SERVER
`1m
`
`Monster Worldwide, Inc. Exhibit 1001 (p.2/50)
`
`

`

`alud °Sil
`
`US. Patent
`
`lu
`
`Etoz 'n Tpa
`Feb. 12, 2013
`
`Sheet 2 0f 21
`IZ Jo Z WIN
`
`Zll I0617L£`8 Sf1
`US 8,374,901 B2
`
`Talent-Initiated Search
`Interface
`
`cuhmmw
`UEmECTEQmP
`
`206
`
`Talent
`Profiles
`205
`
`Talent Creates
`Profile
`204
`
`E28
`wowmmgo E28
`
`1
`
`Educational
`Institution
`Referrals201
`
`Industries
`
`Occupations
`
`213
`
`214
`
`Educatbnal
`Institutions (cid:9)
`215 (cid:9)
`
`( Geography
`
`216
`
`Fields of Study
`
`217 '
`
`Medical
`Specialties
`218
`
`I r (cid:9)
`
`Languages
`
`1
`
`Benefits
`
`219` (cid:9)
`
`220\
`
`Hospital (cid:9)
`Departmerts
`221 \ (cid:9)
`
`Trade
`Associations
`222
`
`\ (cid:9)
`
`Professional
`Associations (cid:9)
`and Labor (cid:9)
`Unions 2231
`
`Licenses and
`Certifications
`
`224
`
`Other Sources
`Yielding
`Employers
`208
`
`Professional
`
`Association Association
`Referrals
`202
`
`282mm
`
`am
`
`wmezow $50
`
`Other Sources
`of Talent
`Profiles
`
`wmEoi
`E23 6
`
`203
`
`gm
`
`Fig. 2
`
`Employer-Initiated
`Search Interface
`212
`
`r
`
`Jobs (cid:9)
`
`211 \
`
`Employers
`
`210
`
`Employer
`Creates an
`Account
`209
`
`Trade
`Association
`Referrals
`
`
`
`Monster Worldwide, Inc. Exhibit 1001 (p.3/50)
`
`(cid:9)
`(cid:9)
`(cid:9)
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 3 0f 21
`
`US 8,374,901 B2
`
`U nauthentlcated
`USE!‘ Visits
`-
`Career Site @
`
`';
`
`Unauthenticated
`User Visits
`Pages of Interest
`y
`
`Unauthentlcated
`> User May Conduct
`Searches
`7
`Egg
`
`Session Ends
`12s
`
`N
`
`Register as
`Talent
`2%
`
`No
`
`Talent Receives
`Welcome
`Message E-Mail
`as
`
`Interaction with Databases
`
`‘32
`
`Professional
`Fields of study( Associations
`and Labor
`Unions 3L
`
`k
`
`cf’mplete
`or Edit Talent
`Pé'gg'e
`
`Talent
`s_
`I
`Igns' n
`25
`
`Yes
`325
`24g Requiring a
`essages
`
`Educatbnal
`lnstilutions
`_3_1§
`
`Medical
`Specialties
`as
`
`Hospital
`Departmerts
`21a
`
`Licenses and
`Certi?cations
`
`Talent Enters
`Talent Pro?le
`lnformatbn
`
`V
`
`' response’?
`
`NO 326
`
`Access Career
`Site and 1
`Databases
`52g
`Yes
`
`Talent
`Responds to
`essages‘7
`
`No
`
`Store Talent
`Pro?le
`
`a
`
`Talent Pro?le
`
`322
`
`7
`
`Continue to
`Fig. 4 or End Session
`Q5
`
`Fig.3
`
`Monster Worldwide, Inc. Exhibit 1001 (p.4/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 4 0f 21
`
`US 8,374,901 B2
`
`From Fig. 3
`
`w
`
`Access Career Site
`Databases (see Fig_ 28
`54._4
`
`7
`
`Search Jobs Database
`
`Talent Finds Job
`Listing via Career
`Site
`Self-Search
`
`Talent Finds Job
`Listing via Career
`A
`Site
`Auto-Search
`5Q
`
`J
`
`One or £31
`More
`Unique
`Auto
`Searches
`
`Save Auto-Search
`Routines
`
`Most
`Recent
`Search
`Routine
`
`7
`
`4.02
`
`Save
`Self-Search
`Routine
`as 3
`
`\
`
`Save
`Results?
`53.1
`
`Yes
`
`Save Search
`Results
`
`52
`
`Discard Results
`413
`
`Save
`Employment
`
`7
`
`Various Talent
`and Employer
`Reports
`
`Search Results
`
`122
`
`Talent Submits
`One or More
`Employment
`lnquiry
`
`Requiremetts
`Met?
`
`Yes
`
`Go to Fig. 5A
`
`Conduct
`Another
`Search’?
`41 l
`
`No
`
`Session Ends
`221
`
`Send Talent "Not
`Quali?ed“
`Message
`52
`
`Save
`Message
`
`£4.18
`
`Various Talent
`and Employer
`Reports
`a
`
`Monster Worldwide, Inc. Exhibit 1001 (p.5/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 5 0f 21
`
`US 8,374,901 B2
`
`From Fig. 4
`
`Go to Fig. 6A
`and Return
`
`4—-—Yes
`
`FERI Job
`Selected’?
`Q1.
`
`Go to Fig. 7A
`and Return
`
`Aulhorization
`Required?
`
`NO
`
`Other Regulated
`Job Selected?
`
`Go to Other Regulated Jobs
`Routine and Return
`
`@
`
`Employer is
`“lnactive" Until 1
`Responds
`w
`
`Message to
`Employer
`
`N
`
`512
`
`8min Info
`cungem,
`'
`
`507
`
`Send “Request for
`Yes-b interview’ to
`Employer
`159;:
`
`Employer
`Updates Billing
`
`X Days
`
`Yes
`
`“Blind” Talent
`Pro?le
`
`522
`
`Talent Receives
`“Not Interest ~ No
`/
`\
`l Reason Slated" Mn Session Ends
`Message
`516
`M \
`I
`
`.
`
`'
`Go to Fig. 12
`
`Fig. 5A
`
`Monster Worldwide, Inc. Exhibit 1001 (p.6/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 6 0f 21
`
`US 8,374,901 B2
`
`Go to Fig. 6B
`and Return
`
`From Fig. 10
`
`FER! Job
`Sefected?
`2a
`
`No
`
`Work
`Authorization
`Required?
`
`No
`
`Go to Fig. 7B
`and Return
`
`Go to Other Regulated Jobs
`Routine and Return
`
`25.6.
`
`Other Reguiated
`Job Selected?
`
`Yes ’
`
`Go to Fig. 12
`
`ls Employer
`Preferred?
`2.51
`
`No
`
`L
`
`Go to Fig. 11
`
`Fig. 5B
`
`Monster Worldwide, Inc. Exhibit 1001 (p.7/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 7 0f 21
`
`US 8,374,901 B2
`
`From Fig. 5A
`
`@
`
`Ask Talent to
`N° ’ Compiete FER!
`
`602 __w
`
`Data Discarded
`5%
`
`No
`
`Talent
`Saves FERi
`915i
`
`Yes
`
`Save FER!
`for Taient
`@QZ
`
`Yes
`
`Talent Pro?le
`(FER! blind to
`others)
`608 r
`
`No
`
`'npiaysr Pc rticn
`of Routine
`
`59g
`
`Save
`FER] for
`Employer
`61 O
`—‘
`
`Various Employer
`Reports
`
`;
`
`V
`
`Routine Ends
`212.
`
`Return to Fig. 5A
`gag
`
`Monster Worldwide, Inc. Exhibit 1001 (p.8/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 8 0f 21
`
`US 8,374,901 B2
`
`From Fig. 5B
`
`Data Discarded
`95g
`
`Ask for FER]
`
`Yes
`
`Yes
`
`l
`
`V ‘
`
`Talent Pro?le
`(FERI blind to
`olhers)
`§§
`
`Employer Portion
`of Routine
`
`@
`
`V
`
`Save
`FERl for
`Employer
`{>262
`
`Various Employer
`Reports
`
`661
`
`Routine Ends
`_61_2
`
`Return to Fig. 5B 1
`
`Monster Worldwide, Inc. Exhibit 1001 (p.9/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 9 0f 21
`
`US 8,374,901 B2
`
`From Fig. 5A
`
`Pro cessin
`End§1g
`__
`
`Send Talent
`Work
`Authorization
`Requeslm
`
`’
`
`Processing Ends
`714
`
`5;: 2:255:51‘?
`Empmyer
`Lo.
`
`Send Talent
`Receives "Not
`Quali?ed"
`Message
`703
`
`Save
`Information for
`Employer and
`l
`
`A
`
`Talent Receives
`"Not Quali?ed"
`Message
`
`Authorization
`
`Qampléed
`
`Yes
`
`Talent
`Quali?ed?
`19.6
`
`Talent
`Quali?ed?
`702
`
`No-__->
`
`Yes——~—-—~—+ Return to Fig. 5A
`
`708
`
`Talent
`Saves Work
`Aulhorization
`
`Data Discarded
`192
`
`Save Work
`Authorization
`L12
`
`Talent Pro?le
`(work authorization
`blind to others)
`
`Processing Ends
`m
`
`Fig. 7A
`
`Monster Worldwide, Inc. Exhibit 1001 (p.10/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 10 0f 21
`
`US 8,374,901 B2
`
`Processing Ends
`Z_6_9_
`
`Save
`information for
`Employer and
`Talent 768
`
`A
`
`Notice to Employe
`that Talent has not
`Responded
`
`N
`
`@/
`
`From Fig. 5B
`
`Present Inquiry to
`Talenl & ASK for 4_No
`WQrk
`Authonzatioy54
`
`751
`(
`Authorization
`info in Taienl
`
`Processing Ends
`16A
`
`Save Message
`for Taient and
`
`/ 755
`
`Work
`Authorization
`Complete
`
`Talent
`Quali?ed‘?
`
`N t
`R I
`eCelVe " 0
`No_ “* Quali?ed" Messages
`
`752 w
`
`Notice to Talent
`and Employer that
`Ta'e'“ NO‘
`Quali?ed
`757
`
`N
`
`Talent
`-
`Quail?ed?
`E
`
`Yes———> Return to Fi . 5B
`9
`
`Talent
`Saves Work
`i. uihorizatio
`
`Yes
`
`i
`
`save _W°,rk
`Authorization
`for Talent
`@
`
`Conlinue'?
`
`No
`
`Data Discarded
`759
`
`Talent Profile
`(work authorization
`mind to Others)
`
`761
`
`_
`Processing Ends
`7659
`
`Fig. 7B
`
`Monster Worldwide, Inc. Exhibit 1001 (p.11/50)
`
`

`

`Unaulhenticated
`User May Search
`Talent Pro?les
`are
`
`( 804
`
`Provide
`Account
`info?
`
`Yes
`V
`Employer
`Receives E—Maii
`Welcome
`
`Go to Fig. 9
`and Return
`Here g
`
`Session Ends
`595
`
`No
`
`Employer
`Signs-In
`@Q
`i 831
`
`Response
`Required?
`
`A
`
`Yes
`
`Employer
`Responds to
`essages°
`
`Q52
`
`Career Site Databases
`
`industries
`
`Employers
`
`Geography
`
`Educatbnal
`institutions
`
`Oocupatioris
`
`Languages
`
`Medical
`Specialties
`
`Hospital
`Departmerts
`
`Trade
`Associations
`
`Licenses and
`Certifications
`
`r322
`
`US. Patent
`
`Feb. 12, 2013
`
`Sheet 11 0f 21
`
`US 8,374,901 B2
`
`Unauthenricated
`User Visits Career
`Site
`
`on
`
`Unauthenticaled
`> User Visits Pages
`of interest
`Q2
`
`Save Employer
`Pro?le and Job
`Listings
`age
`
`Employer May
`Generate Variety
`of Reports
`
`Yes
`
`7
`
`Accessing
`Databases
`
`AddlEditlDuplicaei
`Delete Jobs or Edi
`Employer Pro?le
`
`Manually Enter
`Jobs
`
`Download
`Jobs by
`Electronic
`Interface
`
`Job Listings
`
`V
`Go to Fig. 10
`or End Session
`
`@
`
`Fig. 8
`
`Access Career
`Site Databases
`s2
`
`i,
`
`Employer's
`Separate
`Database
`
`Monster Worldwide, Inc. Exhibit 1001 (p.12/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 12 0f 21
`
`US 8,374,901 B2
`
`From Fig. 8
`9%
`
`Set Up
`Divisions
`9&2
`
`Save Divisions
`
`.992
`
`Set Up Account
`Users
`
`L5.
`
`Save Account
`Users and
`Assignments
`@
`
`Add FER!
`Jobs?
`907
`
`Set Up FER! Jobs
`
`Save FERI
`Designations
`
`Add Work
`Authorization
`
`Set Up Work
`Authorization Jobs
`9.11
`
`Save Work
`Authorization
`Designations
`213
`
`Set Up Other
`Regulated Job
`2111
`
`Save Other
`Regulatory
`Parameters
`as
`
`Return to
`Fig. 8
`gig
`
`Monster Worldwide, Inc. Exhibit 1001 (p.13/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 13 0121
`
`US 8,374,901 B2
`
`From Fig. 8
`
`Search Talent Database
`
`Employer Finds
`Talent via Job
`Speci?c
`Self~Search
`1003
`
`I
`
`k
`
`Save Most
`Recent Search
`
`1006
`
`Employer Finds
`Talent via Job-
`Speci?c Auto
`Search
`
`100
`
`\
`
`Search Results
`Yield "Blind"
`Talent Pro?les
`
`Save Search
`Results?
`1009
`
`1012
`
`1011
`
`Yes
`
`Conduct
`another
`Search?
`
`.
`
`Session Ends
`1013
`
`Send Employer
`"Comp too low"
`message
`EL
`
`Yes
`V
`
`Submit
`Selections
`1014
`
`1017
`
`.
`.
`corr‘rf'rgnrggrgon
`p
`Met’?
`
`Save Search
`Results
`
`1%
`
`Billing info
`Current?
`3215
`
`Yes
`
`Save Link to
`Talent Pro?les
`1919
`
`Access Career Site Databases
`(see Fig. 2)
`
`1005
`
`Save One
`Auto-Search per
`Unlimited Jobs
`1007
`
`Yes
`
`Conduct
`Another
`Search?
`1024
`
`Session Ends
`1023
`
`Save Message
`1022
`
`NO
`
`A
`
`Message to
`Employer to
`Update Billing info
`
`E
`
`Save Message
`for Employer
`1019
`
`Go to Fig. 5B
`
`Fig. 10
`
`Monster Worldwide, Inc. Exhibit 1001 (p.14/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 14 0f 21
`
`US 8,374,901 B2
`
`From Fig. 5B
`
`7
`
`Send Request to
`Release Contact
`lnfo & Survey to
`Talent
`1 101
`
`Job Listing
`
`7
`
`Request to
`Release Contact
`lnformatbn
`\Um
`1103
`
`Survey
`
`39A
`
`I
`
`_ _ — — _ _ _ _ — _l
`
`l
`L
`
`Responds?
`
`N0-—>
`
`Talent Becomes
`“Inactive” Until ———X days—-—>
`Responds
`1106
`
`Employer Receives
`“Declined, No Reason
`Stated‘ Message
`
`Yes
`
`Permission
`Granted?
`1 1 08
`
`Yes
`l
`Save for 7
`Employer and
`Talent
`\
`22
`
`Employer
`Receives
`Message of
`Decline and
`Reason
`1109
`
`Save
`lnformatlon for
`Employer and
`
`Go to Fig. 12
`
`Processing Ends
`11 1 1
`
`Fig. 11
`
`Monster Worldwide, Inc. Exhibit 1001 (p.15/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 15 0f 21
`
`US 8,374,901 B2
`
`From Fig. 5A
`392
`
`Employer
`Responds?
`1 201
`
`X
`Employer ls
`“Inactive” Until —~
`Responds
`Days
`1202
`
`Talent Receives "Not
`Interested - No Reason
`Stated“ Message
`
`’
`
`Talent Receives “Not
`lnterested" Message
`and Reason
`
`1207
`
`Save Message
`for Talent and
`Employer
`1204
`
`Processing
`Ends
`1205
`
`Employer Buys
`“Complete” Talent
`Profile
`‘
`1208
`
`From Fig. 11
`
`Form Fig. 58
`
`V
`
`Notice to Talent to
`Expect Contact
`
`1209
`
`r
`Talent Contact
`lnformatbn
`Transferred to
`Employer
`E12
`
`V
`
`_
`"None and Couect
`from Emproyer
`1211
`
`Message to
`Employer to
`Update Billing
`Arrangements
`
`Employer
`Bill'ng
`Statement
`
`1212
`
`Money Transfer
`from Employer to
`Career Destination
`
`1213
`
`Various Reports
`
`1215
`
`l
`
`Save Notices, Contact
`Transfer, & Financial
`Records
`
`1214
`
`Go to Fig. 13
`
`i
`
`Monster Worldwide, Inc. Exhibit 1001 (p.16/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 16 0f 21
`
`US 8,374,901 B2
`
`Send Retailers 3
`Message that
`Commissions
`are Earned
`
`Send Affiliate 21
`Message that
`Referral Fees
`are Earned
`
`From Fig. 12
`
`Process Referrat
`Fees and
`Commissions
`1301
`
`Send Wholesaler
`a Message that
`Commissions
`are Earned
`
`1303
`
`Store
`Transaction for
`Next Payment
`
`Pay and Report to
`Affiliates and
`Wholesalers
`
`Session Ends
`1307
`
`Fig. 13
`
`Monster Worldwide, Inc. Exhibit 1001 (p.17/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 17 0f 21
`
`US 8,374,901 B2
`
`Follow-Up Process
`
`Open Employers
`and Jobs
`Databases
`1401
`
`Send "Did You
`Hire this Talent"
`Inquiry
`1403
`
`Employer
`Responds?
`1405
`
`Open Talent
`Pro?le Database
`
`1402
`
`Send "Were You
`Hired by this
`Employer" Inquiry
`‘l 404
`
`Talent
`Responds?
`1406
`
`Yes, No, or
`No Response
`
`Yes, No, or
`No Response
`
`Save Responses
`for Talent and
`Ern lo rs
`p ye1407
`
`Various Talent
`and Employer
`Reports
`1408
`
`Fig. 14
`
`_
`
`Routmegréds
`
`Monster Worldwide, Inc. Exhibit 1001 (p.18/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 18 0121
`
`US 8,374,901 B2
`
`TALENT
`
`TaIent
`Pro?les
`
`15-91
`
`MATCH and
`PURCHASE
`
`1507
`
`CAREER
`SITE OPERATOR
`
`1503
`
`Job Listings
`
`1504
`
`Commission
`
`TRADE
`
`ASSOCIATIONS \ EMPLOYERS
`
`Fig. 15
`
`Monster Worldwide, Inc. Exhibit 1001 (p.19/50)
`
`

`

`US. Patent
`
`Feb. 12, 2013
`
`Sheet 19 0f 21
`
`US 8,374,901 B2
`
`EDUCATIONAL
`INSTITUTIONS
`
`_1_6_.O_1
`
`PROFESSIONAL
`ASSOCIATIONS
`
`1602
`
`LABOR UNIONS
`
`1603
`
`V
`
`COMMISSION
`
`TALENT
`
`OMMISSIO S
`
`1600
`
`/
`
`/
`
`TALENT
`PROFILES
`
`CAREER
`SITE OPERATOR
`
`1605
`
`MATCH and
`PURCHASE
`1608
`
`JOB LISTINGS
`
`1607
`
`A
`
`EMPLOYERS
`
`1606
`
`Fig. 16
`
`Monster Worldwide, Inc. Exhibit 1001 (p.20/50)
`
`

`

`U.S. Patent (cid:9)
`
`Feb. 12, 2013 (cid:9)
`
`Sheet 20 of 21 (cid:9)
`
`US 8,374,901 B2
`
`WHOLESALERS
`
`1700
`
`TRADE
`ASSOCIATIONS
`1701
`
`PROFESSIONAL
`ASSOCIATIONS
`1705
`
`EDUCATIONAL
`INSTITUTONS
`1706
`
`LABOR UNIONS
`
`1707
`
`Commission
`
`EMPLOYERS
`
`1702
`
`TALENT
`
`1708
`
`MATCH and PURCHASE
`
`1710
`
`JOB LISTINGS
`
`TALENT PROFILES
`
`CAREER SITE
`OPERATOR
`
`1704
`
`Fig. 17
`
`Monster Worldwide, Inc. Exhibit 1001 (p.21/50)
`
`

`

`U.S. Patent (cid:9)
`
`Feb. 12, 2013 (cid:9)
`
`Sheet 21 of 21 (cid:9)
`
`US 8,374,901 B2
`
`FIRST LEVEL
`RETAILER 1800
`
`First Level Retailer
`Recruits Second
`Level Retailers
`1806
`
`First Level
`Retailer Identifies
`Prospective
`EmPI°Ye-raoi
`
`Employer
`Subject to Another
`VVholesale/Retail
`Commission?
`1802
`
`V
`
`—IP. Second Level Retailer
`1807
`
`V
`Second Level
`Retailer Adds
`Employer to
`Career Site_
`i608
`
`15' Level
`Commission Paid
`to 151 Level
`Retailer
`1805
` A
`
`Second Level
`Retailer Recruits
`Third Level
`Retailers
`1813
`
`Third Level Retailer
`1814
`
`/ (cid:9)
`
`No Retail
`CommisSon (cid:9)
`Payable
`1803_,„,
`A
`
`Yes
`
`No
`V
`
`Employer Pays
`Career Site for
`Talent Contacts
`1804
`
`Yes
`
`Employer
`Subject to Another
`Wholesale/Retail
`Commission?
`1809
`
`Third Level
`Retailer Adds
`Employer to
`Career Site
`1815
`
`2nd Level
`Commission Paid
`to 15' Level
`Retailer
`
`15' Level
`Commission Paid
`to 2'd Level
`Retailer
`1811_4--
`
`no
`
`Employer Pays
`Career Site for
`Talent Contacts
`1810
`
`15' Level
`Commission Paid
`to 3rd Level
`Retailer
`1818
`
`Employer
`Subject to Another
`Wholesale/Fttail
`Commission?
`1816
`
`No
`
`Employer Pays
` Career Site for
`Talent Contacts
`1817
`
`2nd Level
`15' Level
`3rd Level
`Commission Paid
`Commission Paid
`Commission Paid
`.4-- to 2", Level 4_ to 3rd Level
`to 15, Level
`Retailer
`Retailer
`Retailer
`1819 ____„,-----------„ (cid:9)
`.:.L810„...."„- \
`
`
`_ 1833_0 (cid:9)
`-,-._
`—/
`
`Fig. 18
`
`Monster Worldwide, Inc. Exhibit 1001 (p.22/50)
`
`(cid:9)
`(cid:9)
`

`

`1
`CAREER AND EMPLOYMENT SERVICES
`SYSTEM AND APPARATUS
`
`US 8,374,901 B2
`
`CROSS REFERENCE TO RELATED PATENT
`APPLICATIONS (cid:9)
`
`5
`
`This patent application is a division of U.S. patent appli-
`cation Ser. No. 12/059,728 filed Mar. 31, 2008 which is a
`division of U.S. patent application Ser. No. 10/101,644 filed
`Mar. 19, 2002 now U.S. Pat. No. 7,424,438 entitledApparatus 10
`and Methods for Providing Career Employment Services.
`
`FIELD OF THE INVENTION
`
`This invention relates to network connected information 15
`systems, and, more particularly, to network connected infor-
`mation systems providing data processing applications in
`connection with optimizing individuals' employment
`searches and career opportunities, and optimizing employers'
`recruiting and hiring processes and decisions. (cid:9)
`
`20
`
`BACKGROUND OF THE INVENTION
`
`35
`
`Finding and hiring highly qualified employees or talent for
`specific jobs is one of the most important objectives an 25
`employer undertakes. In furthering the employer's objective
`of hiring the best possible employees, an employer would
`ideally have access to detailed information regarding as large
`a pool of talent as possible and the pool of talent would
`include prospective employees who are highly qualified for 30
`the particular job that the employer seeks to fill. Without such
`information, a great deal of time and expense is often
`expended by employers in connection with their recruiting
`and screening functions, while, nevertheless, achieving unac-
`ceptable results. (cid:9)
`Traditionally, employers have found potential talent
`among new school graduates through school-related job
`counseling resources, in response to classified advertise-
`ments for particular jobs, referrals from existing employees,
`and through the use of third-party recruiters ("headhunters"). 40
`Each of these alternatives is inefficient, and some are costly,
`as well. Furthermore, employers' articulation of the skills
`they seek to hire are imprecise. Typically, school-related job
`counseling resources, classified advertising, and word-of-
`mouth referrals deal in generalities. (cid:9)
`When an employer seeks to hire an experienced employee,
`the pool of talent, within which a search is conducted, is often
`limited to individuals who have already worked in a particular
`job within a particular industry. Although it may be merito-
`rious that a prospective employee has current or prior expe- so
`rience in a particular job within a particular industry, indi-
`viduals with experience in other jobs within other industries
`may possess the particular skills that an employer requires for
`a particular job. Yet there exists no efficient means for iden-
`tifying such individuals in other fields who may possess the 55
`precise skills sought by the employer. Consequently, an
`employer's employment recruiting and hiring processes and
`subsequent operations would be greatly enhanced if the
`employer could efficiently and cost-effectively identify
`highly qualified talent both within and without the industry 60
`and occupational categories of the employer.
`Another employment problem faced by employers is that
`they often do not know when a particular employment posi-
`tion may become vacant. Specifically, while it is a business
`courtesy to provide two weeks notice of termination of at-will 65
`employment, employees occasionally terminate employment
`with less than two weeks notice. Additionally, it may occur
`
`45
`
`2
`that an employee may be terminated for a reason necessitating
`less than two-weeks notice, and injury, illness, or death may
`cause an employee to become unavailable to perform his or
`her job function. Further, even if a full two weeks is available
`to hire a replacement employee, frequently two weeks is not
`enough time to hire a person, particularly for skills that are in
`high demand.
`Another problem faced by employers is that they may stop
`searching for more highly skilled employee(s) than they have,
`if an employment position is currently filled. Consequently,
`an employer's recruiting and hiring processes, and subse-
`quent operations, would be greatly enhanced if the employer
`could efficiently and cost-effectively identify highly qualified
`talent on a continuous basis. Accordingly, there is a need in
`the art for a practical continuous recruiting system.
`Another employment problem faced by employers is that
`there is no uniformity among employers in how they commu-
`nicate the requirements, compensation, and benefits of their
`employment positions to the public. As a result, it is difficult
`for talent to efficiently and cost-effectively identify the uni-
`verse of employment positions for which their skills may be
`suited. Consequently, an employer's recruiting and hiring
`processes, and subsequent operations, would be greatly
`enhanced if the employer could efficiently and cost-effec-
`tively communicate detailed information about the skills and
`experience they require, and the compensation and benefits
`they offer, in a structured manner that facilitates the search by
`talent for optimal employment opportunities.
`At the same time that employers are encountering difficulty
`in identifying highly qualified employees ("talent") to fill
`specific employment positions, talent is struggling to find the
`employers and employment opportunities that best match the
`talent's skills and objectives.
`For talent, establishing and developing a career involves
`finding, researching, and targeting employers. Traditionally,
`talent has used the same sort of inefficient means to find
`employment opportunities as employers have used to find
`talent. Talent has generally relied on school placement
`resources, replying to classified advertisements, and word-
`of-mouth referrals from persons who may already be
`employed by a particular employer, a process that is as inef-
`ficient for talent as it is for employers. And traditionally, talent
`has relied on resumes to present their qualifications, yet there
`is no uniformity of resumes among talent. Talent generally
`must "tailor" their resumes to respond to particular employ-
`ment opportunities, and talent may have only a limited under-
`standing of the skills being sought by a particular employer.
`As a result, resumes are often unwieldy devices for employers
`to consider.
`Also, it may be difficult for talent to determine which
`employers to target for potential employment, and which
`potential opportunity represents the optimal use of their
`skills. Accordingly, talent can waste much time and energy
`trying to find the right position and may, nevertheless, fail to
`find an optimal position.
`Furthermore, it is difficult for talent to identify an appro-
`priate format for expressing his or her skills to an employer. It
`is also difficult for talent to know what types of information to
`share with a prospective employer. Consequently, it is advan-
`tageous for talent to have the ability to maintain his or her
`resume, including a detailed description of training, skills,
`and experience in a uniformly structured manner on both a
`current and cumulative basis (a "talent profile").
`Even when a person is employed in a desirable position,
`economic or other circumstances may cause the unexpected
`termination of his or her employment. Specifically, talent
`may be laid-off or terminated at an unanticipated time. Even
`
`Monster Worldwide, Inc. Exhibit 1001 (p.23/50)
`
`

`

`US 8,374,901 B2
`
`3
`if a talent is not terminated, economic conditions may cause
`his or her employer to go out of business. In some circum-
`stances, talent will be provided with adequate notice or sev-
`erance pay to allow for adequate time to seek other employ-
`ment in the event of undesired termination. However, in some
`circumstances, there is inadequate time. Accordingly, there is
`a need in the job placement industry for systems that allow
`talent to be continually in the job market or at least ready to
`enter the job market on short notice.
`Known methods of recruiting include the process by which
`a manager will prepare a job description, and send the
`description to a human resources ("HR") department, which
`may check its files of resumes to determine if a qualified
`applicant has previously contacted the company. The HR
`department may also consider qualifications of internal can-
`didates, and finally, the HR department may place a classified
`ad in a newspaper or trade publication. The company may
`also retain the services of a professional recruiter, who may
`have connections with suitable talent. In addition to classified
`ads in printed publications, other media may be used to pub-
`lish advertisements for talent.
`As distributed computer networks such as the Internet have
`become widely used, it has become possible to provide clas-
`sified employment ads to mass markets via on-line databases
`and publications. Most major newspapers now have on-line
`editions that may be used to search classified ads for job
`positions. For example, the employment classifieds of the
`Kansas City Star newspaper may be searched on line at http://
`www.kansascity.com.
`Such on-line databases provide convenient access by
`employers to an audience that is potentially beyond the scope
`of coverage of subscribers to the printed newspaper. The
`on-line databases also have an advantage to talent in that
`talent is better able to search for jobs by geographic location
`or keyword. Of course, both of those features are present in
`regular newspaper classified advertising. Nevertheless, on-
`line databases of classified ads share the same major draw-
`backs as printed classified ads. First, both are highly unstruc-
`tured and without uniformity of job parameters. Second, both
`solicit highly unstructured resumes without uniformity from
`prospective job candidates. Third, both involve the placement
`of advertising in exchange for an up-front payment obligation
`by the employer/advertiser.
`Because a cost is associated with posting a classified ad,
`there is an economic disincentive for employers to post jobs
`other than those for which there is a current (or currently
`expected) vacancy. Furthermore, the classified advertising
`model employed by newspapers and existing on-line employ-
`ment sites attracts almost exclusively jobs for which there are
`current (or currently expected) vacancies. Accordingly, many
`fewer jobs are advertised than actually exist, and because
`much of the talent that is currently employed are not continu-
`ally looking, the jobs that are advertised attract a much
`smaller pool of highly qualified talent than actually exists.
`This situation is bridged at significant cost to employers by
`their use of headhunters who recruit currently employed per-
`sons who may be willing to change jobs for a better opportu-
`nity, but are unwilling to continuously bear the burden of the
`search effort.
`For employers with on-going recruiting and employment
`problems, the inefficiencies of existing mediums of finding
`the best, and, in many cases, sufficient talent for a job is a
`serious problem that contributes to on-going operational inef-
`ficiencies. Likewise, for talent who would like to have access
`to the complete picture of available jobs, the economic dis-
`incentive placed on employers to provide information about
`
`5
`
`4
`all of their jobs is a serious problem that diminishes talent's
`ability to optimize his or her career.
`For employers, the classified ad system allows a company
`to develop a group of resumes of persons who have responded
`to ads. Employers may also consider classified ads placed by
`talent, indicating that they are available for employment.
`However, there is a similar economic disincentive for talent to
`pay for publication of a classified ad. Further, this combined
`group of talent resumes is small in relation to the potential
`universe of talent, and it does not provide an employer with
`the detailed and comprehensive information necessary for
`employers to select an ideal candidate.
`Other recruiting systems are basically improvements to the
`15 newspaper-based classified ad system. Several improvements
`have been proposed and implemented. Specifically the Mon-
`ster.com job board, which may be found at www.monster.
`com, collects resumes and allows posting of classified
`employment ads. Systems like Monster.com represent an
`20 improvement to the traditional classified ad system, in that
`these types of bulletin boards collect resumes for free. Nev-
`ertheless, the posted jobs are essentially searchable classified
`ads, and the resumes posted on Monster.com are not search-
`able without payment of a significant fee. Again, this places
`25 an economic disincentive on employers to search out the best
`qualified candidate for a job.
`The Monster.com site indicates that it is covered by U.S.
`Pat. No. 5,832,497 to Jeffrey C. Taylor ("the Taylor patent" or
`"Taylor"). The Taylor patent describes a system for managing
`30 classified employment ads, using of two databases to store
`information about resumes and about jobs.
`Taylor discloses providing job industries, company identi-
`fiers, job disciplines and job titles. Taylor describes using a
`password system to specify who has access to the job records
`35 for the purposes of adding, changing, and deleting job
`records. Employer-users are charged for contact information
`on applicant users. Fees are structured as a basic subscription
`charge allowing a predetermined number of accesses, with a
`predetermined fee associated with each access above the pre-
`40 determined number of accesses.
`Several other on-line job sites collect information about
`applicants and provide this information to prospective
`employers in various ways; however, these systems suffer
`from drawbacks similar to those of the Taylor patent. Specifi-
`45 cally, HotJobs.com, Ltd. (www.hotjobs.com) allows a user to
`choose a city and also to specify a corresponding metropoli-
`tan area. Using HotJobs, a user can search for a job in New
`York, for example, and find jobs in nearby cities, without
`knowing the names of the other cities.
`To use the HotJobs site, a job search user first registers by
`providing his or her E-mail address and a password. Next the
`job search user is prompted to either paste in the text of an
`existing resume or to answer a set of questions that will
`provide for the automatic generation of a resume. In addition
`55 to asking questions pertinent to the resume, the HotJobs sys-
`tem asks job search users about the types of jobs they are
`seeking, whether they are willing to relocate, and whether
`they would like their resume to be searchable by employers
`and/or recruiters. If the job search user elects not to allow his
`60 or her resume to be searchable, the resume will only be
`accessible by those employers that the job search user speci-
`fies by using a process described below. An arbitrary job
`search user of the HotJobs web site may search all of the
`posted jobs. By registering and creating a resume, the job
`65 search user can apply to any of the posted jobs.
`Like Monster.com, HotJobs.com charges for posting jobs.
`Therefore, the same economic disincentives are placed on
`
`so (cid:9)
`
`Monster Worldwide, Inc. Exhibit 1001 (p.24/50)
`
`

`

`US 8,374,901 B2
`
`5
`employers that would use the HotJobs system as is placed on
`employers that would the Monster system.
`Accordingly, known on-line job advertising systems rep-
`resent only minor improvements over the traditional newspa-
`per-based employment classified advertising system. And the
`known on-line job advertising systems retain the significant
`economic limitation of being based on the newspaper
`employment classifieds paradigm. The services charge
`employers for posting their jobs, just as in the newspaper
`model, and then they charge fees for merely having the ability
`to search through the database of talent resumes.
`Because the pay-to-post and subscribe-to-search