(12) INTERNATIONAL APPLICATION PUBLISHED UNDER THE PATENT COOPERATION TREATY (PCT)
`
`(19) World Intellectual Property Organization
`International Bureau
`
`(10) International Publication Number
`(43) International Publication Date
`WO 01/61611 A1
`23 August 2001 (23.08.2001)
`
`
` I|||l||l||||||llllllllllllllllllll||||||||||||||l||||||||lllllllllllllll||||||||
`
`(51) International Patent Classification7:
`17/30
`
`G06F 17/60,
`
`(21) International Application Number:
`
`PCT/USOl/05267
`
`(22) International Filing Date: 16 February 2001 (16.02.2001)
`
`(25) Filing Language:
`
`(26) Publication Language:
`
`English
`
`English
`
`(30) Priority Data:
`09/505,171
`
`16 February 2000 (16.02.2000)
`
`US
`
`(71) Applicant: CLICK2HIRE, L.L.C. [US/US]; 1380 Cen-
`tral Park Boulevard, Fredericksburg, VA 22401 (US).
`
`VA 22401 (US). MORGAN, Richard, W., 111; Apartment
`T], 6603 Bonnie Ridge Drive, Baltimore, MD 21209 (US).
`GLAUSER, Aaron; 2509 Congreve Court, Hemdon, VA
`21071 (US).
`
`(74) Agents: LINK, Jonathan, D. et 31.; Hunton & Williams,
`1900 K Street, N.W., Washington, DC 20006 (US).
`
`(81) Designated States (national): AE, AG, AL, AM, AT, AU,
`AZ, BA, BB, BG, BR, BY, BZ, CA, CH, CN, CR, CU, CZ,
`DE, DK, DM, DZ, EE, ES, FI, GB, GD, GE, GH, GM, HR,
`HU, ID, IL, IN, IS, JP, KE, KG, KP, KR, KZ, LC, LK, LR,
`LS, LT, LU, LV, MA, MD, MG, MK, MN, MW, MX, MZ,
`NO, NZ, PL, PT, RO, RU, SD, SE, SG, SI, SK, SL, TJ, TM,
`TR, "IT, TZ, UA, UG, UZ, VN, YU, ZA, ZW.
`
`(72) Inventors: LONG, Alan, H., Jr.; 5509 River Road,
`Fredericksburg, VA 22407 (US). LONG, Roselle, Denise;
`5509 River Road, Fredericksburg, VA 22407 (US).
`GIBBS, Roselle; 221 Twin Lakes Drive, Fredericksburg,
`
`(84) Designated States (regional): ARIPO patent (GH, GM,
`KE. LS, MW, MZ, SD, SL, SZ, TZ, UG, ZW), Eurasian
`patent (AM, AZ, BY, KG, KZ, MD, RU, TJ, TM), European
`patent (AT, BE, CH, CY, DE, DK, ES, FI, FR, GB, GR, IE,
`
`[Continued on next page]
`
`(54) Title: SYSTEM AND METHOD FOR MATCHING A CANDIDATE WITH AN EMPLOYER
`
`Candidate Screen
`- create resume
`- plumpted what to enter
`- summarize results
`
`provide lips
`
`200
`
`l
`h '
`T
`1:02:36
`Training
`
`Technical
`Testing
`
`Recording 5
`Ranking results
`
`Presenting
`Training
`
`222
`
`224
`
`226
`
`228
`
`Background
`Checks
`
`Input permission
`to conduct
`Background
`Checks
`
`Forward t ms
`(or checks
`or
`
`230
`
`232
`
`234
`
`Interview
`SChedule
`
`Availability
`for lnterview
`
`24
`
`24;
`
`Company
`lnlarrnation
`
`236
`
`Identifies potential
`company matches
`a company
`an? provide links
`irttorrnation screens
`
`
`(57) Abstract: A system and method for matching
`employers and candidates is described. A candidate
`may provide candidate information to create a
`candidate summary (200). Further, a candidate may
`be tested on technical skills (224), where the results
`of the tests are scored and recorded (226), and
`the candidate is offered skill training based on the
`results of the tests (228). A candidate may further
`authorize background cheks
`to be performed
`(230), and may note interview availability (241).
`Employer may input employer criteria for selecting
`a candidate (236), and candidate summaries may be
`presented to the employer, allowing the employer to
`review information about a candidate. Employers
`may designate the importance of various employer
`criteria categories,
`thereby rating candidates.
`An employer may arrange an interview with a
`candidate through the present
`invention, where
`engaging a candidate and transmitting employment
`contract documents between the employer and the
`candidate is facilitated.
`
`202
`
`§
`
`205
`
`Cancidate Info
`
`Personal Info
`
`Employment
`History
`
`Educational
`Background
`
`Employment
`Experience
`
`2‘0
`
`Technical
`Skills
`
`Security
`Clearance
`
`Employment
`Preference
`
`Interview
`Availability
`
`Video
`Interview
`Saeen
`
`1 2
`
`2
`
`2,4
`
`216
`
`218
`
`_ 220
`
`|||||||||||||||||||||l|||||||||||||||||l||l||||lllllllllllllllllllllllllllllllll
`WO01/61611A1
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`Monster Worldwide, Inc. Exhibit 1021 (p.1/31)
`
`Monster Worldwide, Inc. Exhibit 1021 (p.1/31)
`
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`WO 01/61611 A1
`
`||||||||I||||||||l||||||||i||||ili|||Illlllllll|||||||||||||I||||||||||||I|H|||
`
`, SE, TR), OAPI patent (BF, BJ, CF,
`IT, LU, MC, NL,
`CG, CI, CM, GA, GN, GW, ML, MR, NE, SN, TD, TG).
`
`Published:
`
`— with international search report
`7 before the expiration of the time limit for amending the
`claims and to be republished in the event of receipt of
`amendments
`
`For two-letter codes and other abbreviations, refer to the "Guid-
`once Notes on Codes andAbbreviations ” appearing at the begin-
`ning ofeach regular issue of the PCT Gazette.
`
`Monster Worldwide, Inc. Exhibit 1021 (p.2/31)
`
`Monster Worldwide, Inc. Exhibit 1021 (p.2/31)
`
`

`

`WO 01/61611
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`PCT/USOI/05267
`
`SYSTEM AND METHOD FOR MATCHING A CANDIDATE WITH AN EMPLOYER
`
`Field of the Invention
`
`The present invention relates generally to matching a candidate and an employer
`
`based on candidate information and employer criteria, and more particularly to presenting
`
`a match via an internet connection and facilitating an employment agreement between an
`
`employer and a candidate.
`
`Background of the Invention
`
`10
`
`15
`
`20
`
`25
`
`Matching employers and candidates is an ongoing process. Employers work to
`
`find candidates to fill positions for a variety of reasons, including retirement of current
`
`employees, expansions of the employer’s business, or employees leaving for various
`
`reasons. Candidates may be searching for employment for various reasons, including
`
`dissatisfaction with a current job, new skills, changing career or termination of a previous
`
`job.
`
`One known method for matching a candidate with an employer comprises posting
`
`a resume, such as physically posting a resume or posting the resume on the intemet.
`
`Resume posting, however, may suffer
`
`from the drawback of containing limited
`
`information. A resume will contain only the information supplied by the candidate.
`
`Some information, such as the level of skill in certain areas, may not be quantifiable on a
`
`conventional resume posting. Further, a candidate may not receive feedback regarding
`
`skills and information on the resume, including any deficiencies noted by employers or
`
`suggestions to improve skills.
`
`Another method for matching candidates and employers may comprise an
`
`employer listing vacant jobs, such as physically listing job opportunities with an
`
`employment agency or posting jobs to an internet website. Posting job listings, however,
`
`may suffer from the drawback that an employer has no control over candidates who
`
`apply. This may lead to candidates applying who lack the requisite skills for a job, thus
`
`causing the employer to incur increased cost in filling a particular job. Additionally an
`
`employer or human resource department must facilitate interaction with the candidate,
`
`Monster Worldwide, Inc. Exhibit 1021 (p.3/31)
`
`Monster Worldwide, Inc. Exhibit 1021 (p.3/31)
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`such as setting up an interview and exchanging contractual documents between the
`
`employer and the candidate.
`
`These and other drawbacks exist.
`
`Summagy of the Invention
`
`An object of the present invention is to overcome these and other drawbacks in
`
`existing systems and methods.
`
`Another object of the invention is to provide a system and method for proactively
`
`matching a candidate and an employer.
`
`Another object of the invention is to provide a system and method for creating a
`
`resume to assist a candidate in obtaining employment.
`
`Another object of the invention is to provide a system and method for testing
`
`candidate skills and providing a candidate training based on candidate selections or
`
`results of testing.
`
`Another object of the invention is to provide a system and method for facilitating
`
`an interview between an employer and a candidate by creating a schedule to arrange a
`
`real-time interview, or by preparing a taped interview.
`
`Another object of the invention is to provide a system and method for presenting
`
`candidates to an employer based on predefined employer criteria.
`
`Another object of the invention is to provide a system and method for facilitating
`
`employment negotiations between an employer and a candidate by assisting in candidate
`
`engagement and presenting employment contract documents
`
`Another object of the invention is to provide a system and method for quantifying
`
`candidate information and calculating a quantitative candidate rating for determining if a
`
`candidate qualifies for an employer’s position.
`
`These and other objects of the invention are accomplished according to various
`
`embodiments of the invention. According to an embodiment of the invention, a
`
`candidate may provide
`
`candidate
`
`information,
`
`including personal
`
`information,
`
`employment history, educational background, employment experience, technical skills,
`
`employment preference, interview availability, and other information and may video tape
`
`an interview. A candidate may be tested on technical skills, where the results of the test
`
`10
`
`15
`
`20
`
`25
`
`30
`
`Monster Worldwide, Inc. Exhibit 1021 (p.4/31)
`
`Monster Worldwide, Inc. Exhibit 1021 (p.4/31)
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`are scored and recorded, and the candidate is offered skill training based on the results of
`
`the test. A candidate may further authorize background checks to be performed, and may
`
`indicate interview availability.
`
`According to another embodiment of the invention, an employer may input
`
`employer criteria for selecting a candidate, including candidate information, including
`
`personal
`
`information,
`
`employment history,
`
`educational background,
`
`employment
`
`experience,
`
`technical
`
`skills,
`
`employment preference,
`
`and interview availability.
`
`Candidate summaries may be presented to the employer, allowing the employer to review
`
`information about a candidate. An employer may then view an interview schedule for a
`
`candidate and offer a candidate an interview. A system and method according to the
`
`present
`
`invention may facilitate an employer engaging a candidate and transmitting
`
`employment contract documents between the employer and the candidate.
`
`According to another embodiment of the invention, an employer may rank the
`
`importance of search criteria for rating a candidate and may designate a rating level for a
`
`candidate. Candidate information may be received and quantified. and a candidate rating
`
`may be calculated based on the ranked search criteria and the quantified candidate
`
`information. Candidates whose ratings meet the designated level may be presented to an
`
`employer.
`
`Other objects and advantages exist for the present invention.
`
`10
`
`15
`
`20
`
`Brief Description of the Drawings
`
`Figures lA-lC are flowcharts for the presentation of web pages for matching a
`
`candidate and an employer according to an embodiment of the invention.
`
`Figure 2 is a flowchart for searching for a candidate according to an embodiment
`
`25
`
`of the invention.
`
`Figure 3 is schematic diagram of a system for matching a candidate and an
`
`employer according to an embodiment of the invention.
`
`Detailed Description of the Preferred Embodiments
`
`30
`
`The present
`
`invention is described in relation to matching employers and
`
`candidates in an intemet environment. Nonetheless, the parameters and characteristics
`
`Monster Worldwide, Inc. Exhibit 1021 (p.5/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.5/31)
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`described herein may be applicable to other interactions between employers and
`
`candidates and in other mediums.
`
`Figures 1A-1C illustrate a flow chart for methods for presentation of web pages
`
`for matching a candidate and an employer according to a embodiments of the invention.
`
`Figure 1A discloses that a user, such as a candidate or an employer, may access Main
`
`Screen 100. Main Screen 100 may comprise various information about the system and
`
`the sponsor of the system, which may be presented on a screen in a known manner.
`
`Banners, advertisements and text information may be presented on Main Screen 100 to
`
`inform a user. According to an embodiment of the invention, a user may access, as
`
`applicable, Employer Screen 300 or Candidate Screen 200 from Main Screen 100.
`
`Access to Employer Screen 300 or Candidate Screen 200 may be obtained through a
`
`secured access such as a user ID and password as may be conventional in the intemet
`
`field. Thus, according to an embodiment of the invention, Main Screen 100 may prompt
`
`a user to sign up as a candidate or as an employer. The user may be prompted to select a
`
`password and user identification to allow access to appropriate portions of the system.
`
`Other methods for user access may also be used.
`
`Figure 1B illustrates a flowchart of the presentation of various screens associated
`
`with a candidate. Candidate Screen 200 may prompt a candidate to create or enter a
`
`summary, including prompting the candidate to enter certain information, summarizing
`
`various results associated with the information and providing tips to a candidate. By way
`
`of example only, tips may include prompting a candidate to use certain words, such as
`
`active verbs rather than passive verbs, indicating what skills an employer is looking for.
`
`or other tips. A candidate may access Candidate Info Screen 202 where a candidate may
`
`be prompted to provide information. Providing candidate information may result in
`
`developing a summary for a candidate. where the candidate summary may be viewed by
`
`employers to determine a candidates fitness for a particular job.
`
`Personal lnforrnation Screen 204 may prompt a candidate to provide personal
`
`information. including name, address, social security number, date of birth and other
`
`information. Employment History Screen 206 may prompt a user to provide history
`
`about previous employment, including the dates of employment at a previous job, the
`
`10
`
`15
`
`20
`
`25
`
`30
`
`Monster Worldwide, Inc. Exhibit 1021 (p.6/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.6/31)
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`
`name and address of previous employers the reason for leaving employment and other
`
`information related to employment history.
`
`Educational Screen 208 may prompt a candidate to provide information about the
`
`candidates educational background including colleges and universities attended, the dates
`
`of attendance, degrees earned, grade point average, college activities and other
`
`information related to a candidates educational background.
`
`Employment Experience Screen 210 may prompt a candidate to provide
`
`information about various types of employment, jobs or projects the candidates has
`
`worked on. This information may include describing the types of work performed,
`
`explaining specific projects a candidate has been involved in and the outcome of those
`
`projects, and a candidates level of involvement
`
`in a project. Other employment
`
`experience information may also be provided.
`
`Skill Screen 212 may prompt a candidate to provide information about skills of
`
`the candidate.
`
`Skill
`
`information may include computer programming or processing
`
`experience, typing skills, drafting skills, certification in various skills, such as accounting
`
`or medical procedures, or any other type of skill which may be related to or desirable for
`
`a particular type of employment. Security Clearance Screen 214 may prompt a candidate
`
`to provide information about security clearances granted in previous jobs, including the
`
`level of security clearance, government clearances, the dates of such clearance and other
`
`security information. Other information about security clearances may also be provided
`
`by a candidate.
`
`Employment Preference Screen 216 may prompt a candidate to enter information
`
`about employment preferences, including indicating the desired employment location,
`
`salary, size of the company, position, amount of travel, supervision of or by others, or
`
`other information about employment preferences.
`
`Interview Availability Screen 218 may prompt a candidate to provide a schedule
`
`of availability for interviews. This schedule may include dates, times, and locations for
`
`availability for a desired interview. Other information about interview availability may
`
`also be provided.
`
`Video Interview Screen 220 may prompt a candidate to create a taped video
`
`interview. According to an embodiment of the invention a candidate may be presented
`
`10
`
`15
`
`20
`
`25
`
`30
`
`Monster Worldwide, Inc. Exhibit 1021 (p.7/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.7/31)
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`
`with a series various questions and may be videotaped while answering the questions.
`
`The video tape may be saved and a potential employer may access the videotape while
`
`determining if the candidate is suitable for the employment position.
`
`From Candidate Screen 200 a candidate may select to enter Technical Testing and
`
`Training Screen 222. Technical Testing and Training Screen 222 may offer one or more
`
`tests to a candidate to gauge the candidates skill level. Testing may include determining
`
`a candidates skill level in various skills such as computer programming or processing,
`
`typing, proficiency in certain professional skills such as accounting skills or medical
`
`procedures or other types of testing.
`
`Training may involve aiding a candidate in
`
`10
`
`improving skills.
`
`Testing Screen 224 may prompt a user to be tested in a particular skill. Testing
`
`may involve prompting a candidate to answer various questions to indicate knowledge in
`
`a particular subject. Testing further may include timing a candidate on various skills,
`
`such as words typed per minute or data processing and entry. According to an
`
`embodiment of the invention, testing may be presented directly through the system of the
`
`present invention. According to another embodiment of the invention, testing may be
`
`presented through third parties, such as through other training systems. Other types of
`
`testing may also be used.
`
`Recording and Ranking Results Screen 226 may store a particular candidates
`
`testing results and rank them according to various criteria. Results may be stored in a
`
`conventional manner, such as in a database or other storage manner. Rankings may be
`
`calculated in comparison to a nationwide average,
`
`to candidates who have used the
`
`system previously, to candidates within a particular geographic area such as a city or
`
`state, or other methods of ranking. Rankings and results may be added to a candidate’s
`
`summary. Other manners of recording and ranking may also be used.
`
`At Presenting Training Screen 228, a candidate may be presented training options
`
`based on the results of technical testing. By way of example only, a candidate may be
`
`tested in two technical areas. Results of the testing may indicate a superior ranking in a
`
`first skill and a below average ranking in a second skill. A candidate may be presented
`
`with training options directed toward improving the second skill. According to an
`
`embodiment of the invention, training may be directly offered to a candidate through the
`
`15
`
`20
`
`25
`
`30
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`Monster Worldwide, Inc. Exhibit 1021 (p.8/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.8/31)
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`system of the present invention. A candidate may select a particular skill and receive
`
`training directly. According to another embodiment of the invention, training may be
`
`offered through third parties. A candidate may select a particular skill and be presented
`
`information about receiving the training from an appropriate third party. Other manners
`
`for presenting training may also be used.
`
`From Candidate Screen 200, a candidate may enter Background Check Screen
`
`230. A candidate may be prompted to provide information and permission for
`
`background checks to be performed on the candidate. At Input Screen 232 a candidate
`
`may input permission to conduct various background checks. Background checks may
`
`include criminal background checks, employment background checks, credit background
`
`checks and other background checks associated with a candidate. At Forwarding Screen
`
`234, candidate permission may be forwarded to appropriate parties to perform the
`
`checks. According to an embodiment of the invention, permission may be forwarded
`
`directly to the appropriate party, such as a credit bureau or a police station. According to
`
`another embodiment of the invention permission may be forwarded to a third party, such
`
`as a private investigator, who may then contact appropriate parties, such as credit bureaus
`
`or police stations, to perform the background checks. Other manners of providing a
`
`background check and permission may also be used.
`
`From Candidate Screen 200, a candidate may access Company Information
`
`Screen 236 and may receive information about various companies.
`
`Company
`
`information may include the name of a company, the number of employees, the location
`
`of offices, the type of work performed, clients of the company, and other company
`
`information of interest to a candidate. At Match Screen 238 a candidate may be
`
`presented with various companies that match a candidate criteria and may be provided
`
`links to information screens associated with a particular company. Candidate criteria
`
`may be based on candidate information, or may be separately designated by a candidate.
`
`Other manners for providing company information may also be used.
`
`From Candidate Screen 200, a candidate may access Interview Setup Screen 240.
`
`A candidate may elect to set up an interview for a specific date, time and location at
`
`Availability Screen 242.
`
`At Availability Screen 242, a candidate may indicate
`
`availability for a particular interview(s). According to an embodiment of the invention,
`
`10
`
`15
`
`20
`
`25
`
`30
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`Monster Worldwide, Inc. Exhibit 1021 (p.9/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.9/31)
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`one or more interviews may be offered to a candidate and a candidate may indicate
`
`availability for an interview. According to another embodiment of the invention, a
`
`candidate may create a schedule of availability indicating what times, dates, and locations
`
`a candidate would be available for an interview. Based on this schedule, interviews may
`
`be presented to a candidate. Other manners for setting up interviews may also be used.
`
`Figure 1C illustrates a flowchart for an employer to use a system and method
`
`according to the present invention. At Employer Screen 300, an employer may designate
`
`certain employer criteria and search for candidates which meet the employer criteria.
`
`From Employer Screen 300, an employer may access Candidate Search Screen
`
`302. At Candidate Search Screen 302, an employer may designate various criteria for a
`
`potential candidate. Criteria may include personal
`
`information. employment history,
`
`educational background, employment experience, skills. security clearance, employment
`
`preferences, interview availability and other information which may be of interest to an
`
`employer. Based on employer criteria, candidate summaries may be presented to an
`
`employer at Candidate Summary Screen 304. An employer may View summaries of each
`
`candidate to determine which candidate would best fit a job opening. Summaries may
`
`include candidate information, videotaped interviews or other information.
`
`At Interview Schedule Screen 310, an employer may be prompted to View an
`
`interview schedule for a candidate. According to an embodiment of the invention an
`
`employer may offer an interview based on a candidate’s interview schedule. According
`
`to another embodiment of the invention, an employer may offer an interview directly to a
`
`candidate. At Candidate Engagement Screen 312, engagement between an employer and
`
`a candidate may be facilitated. Engagement may comprise facilitating an in-person
`
`interview, assisting in a video conference interview, assisting in an online, real-time chat
`
`interview or other types of engagements.
`
`Facilitation may comprise providing the
`
`physical equipment (e. g., a place for an interview, a connection for an interview, etc), or
`
`other types of facilitation.
`
`At Contract Document Screen 314, an employer may be able to provide contract
`
`documents to a candidate and exchange these documents with a candidate to facilitate an
`
`employer entering into an agreement with a candidate to become an employee.
`
`Documents may include an actual employment contract, various attachments to the
`
`10
`
`15
`
`20
`
`25
`
`30
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`Monster Worldwide, Inc. Exhibit 1021 (p.10/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.10/31)
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`employment contract and/or documents pertaining to an employers benefits such as
`
`health, retirement, savings, stock options and the like. Other documents may also be
`
`used.
`
`From Employer Screen 300, an employer may directly view Interview Schedule
`
`310. According to an embodiment of the invention, after having reviewed various
`
`candidates, an employer may enter Employer Screen 300, and directly enter Interview
`
`Schedule 310 to set up an interview with a desired candidate.
`
`From Employer Screen 300, an employer may enter Job Listing Screen 306. At
`
`Job Listing Screen 306, an employer may provide a list of current job openings.
`
`Job
`
`listings may be available to candidates to provide information about areas that an
`
`employer is interested in filling.
`
`Information about job listings may include the location
`
`of the job, the work to be performed and the necessary skills a candidate should have.
`
`Other information may also be posted on a Job Listing Screen 306.
`
`An employer may also access Corporate Profile Screen 308 from Employer
`
`Screen 300. Corporate Profile Screen 308 may provide information about an employer
`
`such as the name of the employer, the location of various offices of the employer, the
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`number of employees, the type of work that is done, clients of the employer. and other
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`information which may be pertinent to a candidate. According to an embodiment of the
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`invention a corporate profile is available for viewing by a candidate. Other manners of
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`providing corporate information may also be used.
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`According to another embodiment of the invention, an employer may designate
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`the relative importance of search criteria for rating and selecting a candidate. Searching
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`for a candidate may be performed in the context of Match Module 420. Fig. 3 is a
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`flowchart of steps for performing a search for a candidate according to an embodiment of
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`the invention. An employer is presented with a list of employer criteria categories at step
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`500. At step 502, an employer ranks employer criteria categories, and indicates a rating
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`level for receiving information regarding a candidate at step 504. Candidate information
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`is received at step 506, and a candidate rating is calculated at step 508. At step 510,
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`25
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`candidate ratings are reviewed to determine if any candidates meet a rating level. If at
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`30
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`least one candidate meets a designated rating level, an employer is presented with
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`information about the candidate or candidates at step 512. If no candidates meet a rating
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`Monster Worldwide, Inc. Exhibit 1021 (p.11/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.11/31)
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`WO 01/61611
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`PCT/U801/05267
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`-10-
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`level, an employer is informed at step 514. The rating method ends at step 516. Fig. 3
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`will now be described in greater detail below.
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`At step 500, an employer is presented with a plurality of employer criteria
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`categories (or “categories”). Employer criteria categories may be categories for various
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`employer criteria, such as skill set requirements, experience, personal preferences, test
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`results, or other employer criteria categories. A skill set category may comprise various
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`skills in which a candidate demonstrates proficiency and which may be of interest to an
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`employer. Skills may include typing, word processing, computer programming or
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`processing, spreadsheets, certification in various skills (e. g., medical certificates,
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`financial certification, etc.) drafting skills, licenses (e. g., radiology license, teaching
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`license, eta), data entry or any other type of skill which may be related to or desirable for
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`a particular type of employment. Other types of skills may also be included in a skill set
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`category.
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`An experience category may comprise the experience of candidate in a particular
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`field, or in related fields. An employer may indicate that experience is desired in a
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`certain fields. By way of example, an employer may be seeking a candidate for a sales
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`position for electric motors. The employer may specify that experience in sales and/or
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`electrical engineering is desired for a position. When providing information for
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`employer criteria, a candidate may indicate, where applicable, experience in the
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`designated fields. Other types of experience may also be included in an experience
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`category.
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`A personal preference category may comprise preferences designated by a
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`candidate. Personal preferences may comprise salary range, location, position,
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`responsibilities, amount of travel, size of company, supervision of or by others, or other
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`preferences a candidate may indicate. Other types of preferences may also be included in
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`a preference category.
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`A testing category may indicate the result(s) of a test or tests a candidate has
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`taken. Test may be presented by a system according to an embodiment of the invention,
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`or may be presented by a third party. Tests may include prompting various questions for
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`a candidate to answer, timing a candidate on various skills, such as words typed per
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`Monster Worldwide, Inc. Exhibit 1021 (p.12/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.12/31)
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`WO 01/61611
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`PCT/USfll/05267
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`-11-
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`minute or data processing and entry, or other types of testing. Other types of tests may
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`also be included in a test category.
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`At step 502, an employer ranks employer criteria categories. According to an
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`embodiment of the invention, rankings of employer criteria categories may indicate the
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`relative importance of the categories. An employer may indicate that some employer
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`criteria categories are more important than other employer criteria categories. According
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`to an embodiment of the invention, an employer may rank employer criteria categories
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`sequentially. By way of example, an employer may assign five employer criteria
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`categories ranks of one through five, e. g., the most important category is assigned a five,
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`the second most important category is assigned a four, eta).
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`According to another embodiment of the invention, ranking employer criteria
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`categories may comprise assigning relative weights to the categories. The weights may
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`add to a particular number, such as providing fractions as weights, where the weights
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`sum to one (e.g., 0.4 + 0.3 + 0.2 + 0.1 = 1.0). By way of example, an employer may be
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`presented with four categories, such as skill set, experience, personal preference, and test.
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`An employer may designate that the skill set category be worth thirty percent (0.30), the
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`experience category be worth twenty percent (0.20), the personal preference category be
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`worth thirty percent (0.30) and the test category be worth twenty percent (0.20), where
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`the fractions total one (e.g., 0.3 + 0.2 + 0.3 +0.2 = 1.0).
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`As set forth above, each employer criteria category may have various employer
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`criteria associated with the category. According to an embodiment of the invention, an
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`employer may designate employer criteria before starting a search for a candidate. The
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`previously designated employer criteria may then be used in a candidate search.
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`According to another embodiment of the invention, when ranking employer criteria
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`categories, an employer may be prompted to designate employer criteria for each
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`employer criteria category. By way of the example above, an employer may designate
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`that candidate information for preferences of salary, location, amount of travel, and size
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`of the company are included in the personal preference category. Other weightings and
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`manners of ranking categories may also be used.
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`At step 504, an employer designates a rating level for a candidate to be presented
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`to an employer. According to an embodiment of the invention, an employer may
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`10
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`15
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`20
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`25
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`30
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`Monster Worldwide, Inc. Exhibit 1021 (p.13/31)
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`Monster Worldwide, Inc. Exhibit 1021 (p.13/31)
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`WO 01/61611
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`PCT/US01/05267
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`-12-
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`designate that candidate ratings must meet certain requirements to be presented to the
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`employer. In an embodiment of the invention where a higher rating indicates a better
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`candidate, an employer may set a minimum rating level for receiving information about a
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`candidate. Conversely, in an embodiment of the invention where a lower rating indicates
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`a better candidate, an employer may set a maximum rating level for receiving
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`information about a candidate. By way of the example above, ratings may range from
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`one to ten, with a higher rated candidate being preferable to