(12) United States Patent
`Vianello
`
`(10) Patent N0.2
`(45) Date of Patent:
`
`US 7,424,438 B2
`Sep. 9, 2008
`
`US007424438B2
`
`(54) APPARATUS AND METHODS FOR
`PROVIDING CAREER AND EMPLOYMENT
`SERVICES
`
`(76) Inventor? Marc Viallello, 6701 W- 64th St» #315,
`Overland Park, KS (Us) 66202
`
`6,408,337 B1 *
`6,524,109 B1
`6,618,734 B1 *
`
`6/2002 DietZ et a1. ............... .. 709/229
`2/2003 Lacy et a1.
`9/2003 Williams et al. .......... .. 707/102
`
`6,662,194 B1* 12/2003 Joao ...................... .. 707/104.1
`6,701,313 B1 *
`3/2004 Smith .......................... .. 707/6
`6,904,407 B2 *
`6/2005 Ritzel .......................... .. 705/1
`
`2001/0042038 A1* 11/2001 Ph tak ...................... .. 705/37
`
`a
`
`( * ) Not1ce:
`
`.
`
`.
`
`.
`
`.
`
`,
`
`Subject to any disclaimer, the term of th1s
`patent is extended or adjusted under 35
`U.S.C. 154(b) by 183 days.
`
`(21) App1.No.: 10/101,644
`
`_
`(22) Flled:
`
`Mar- 191 2002
`
`(65)
`
`Pnor Pubhcatlon Data
`Us 2003/0182171 A1
`Sep. 25 2003
`
`(51) Int CL
`G06F 9/46
`
`(200601)
`
`(52) us. Cl. ........................................... .. 705/9; 705/11
`(58) Field of Classi?cation Search ................... .. 705/1,
`705/7,9, 11,8; 707/104.1, 102
`See application ?le for complete search history.
`
`(56)
`
`References Cited
`
`U.S. PATENT DOCUMENTS
`
`5,164,897 A 11/1992 Clarket a1.
`5,197,004 A
`3/1993 Sobotkaet al.
`5,283,731 A
`2/1994 Lalonde et al.
`5,301,105 A
`4/1994 Cummings
`5,416,694 A
`5/1995 Parrish et al.
`5,426,780 A
`6/1995 Gerullet a1.
`5,506,984 A
`4/1996 Miller
`5,592,375 A *
`1/1997 Salmon etal. ............... .. 705/7
`5,832,497 A * 11/1998 Taylor ................... .. 707/1041
`5,978,768 A * 11/1999 McGovern et al
`.... .. 705/1
`6,108,662 A *
`8/2000 Hoskins et al. ........... .. 707/102
`6,266,659 B1* 7/2001 Nadkarni ..................... .. 707/3
`6,370,510 B1* 4/2002 McGovern et al. ........... .. 705/1
`6,381,592 B1* 4/2002 Reuning ...................... .. 707/3
`6,385,620 B1* 5/2002 Kurzius et a1. ......... .. 707/1041
`
`OTHER PUBLICATIONS
`
`Scott Scott “How to Interview for Scarce Professionals)”; Jul. 1980;
`Computer Decisionsv12n7 pp. 54-60; Dialog ?le 15, Accession No.
`00120991.*
`Belanger et al “Employment interview information available online”;
`1986; online Review, V°1~ 10’ N°~ 1~*
`Dialog “Linking students to jobs Gooey on the grow (Gooey Indus
`tries, which provides Web-based hiring service”; Feb. 2000;Crain’s
`Cleveland Business, V 21, p. 26; Dialog ?le 9, Accession No.
`
`_
`_
`_
`2720015?‘
`Pmquest re°mlts°?°°m Ann‘mmes Va“ Ella Alhame f“ Onhne
`Candidate Background Checks”, 2000*
`
`(Continued)
`Primary ExamineriRomain Jeanty
`(74) Attorney, Agent, or FirmiHusch Blackwell Sanders
`LLP
`
`(57)
`
`ABSTRACT
`
`Systems, methods, distributed networks, and computer-read
`able media are provided that relate to recruiting and employ
`ment services. Background information associated with tal
`ent-capability attributes is received from talent. Job
`description information is received from employers. Prospec
`tive matches are identi?ed between employers and talent, and
`employers and talent are given an opportunity to consent to
`exchange of talent contact information.
`
`25 Claims, 21 Drawing Sheets
`
`EDUCATIONAL
`INS’TITU‘IONS
`
`RDFESSlONAL
`ASSOCIATIONS
`1502
`
`LABOR UNlONS
`
`COMMlSSION
`
`TALENT
`
`TALENT
`PROF/LES
`
`1504
`
`CAREER
`SITE OPERATOR
`
`1505
`
`MATCH and
`PURCHASE
`1603
`
`JOE LISTINGS
`
`EMPLOYERS
`
`1607
`
`1608
`
`Monster Worldwide, Inc. Exhibit 1001 (p.1/52)
`
`

`

`US 7,424,438 B2
`Page 2
`
`OTHER PUBLICATIONS
`
`Clyde et al, An Object Oriented Implementation of an Adaptive
`Classi?cation of Job Openings, IEEE, pp. 9-16, Feb. 1995.
`Belanger et al., Employment Interview Information Available Online
`vol. 10 No. 1, Online Reviews, pp. 45-46, Feb. 1996.
`Dolan et al, Top US Sources for an Online Job, Database, pp. 35-43,
`Nov. 1994.
`Sullivan, Kristina B. , Vendors to Push Multimedia Wares at CD Roms
`Show, PC Week, p. 28, Oct. 1991.
`Ramsay, Martin, The USA at Your Fingertips, p. 89, Jun. 1993.
`
`APS Related Information, pp. 3-2, 3-3, 4-3, 4-4, 4-l2, 4-26, 4-3l,
`4-32, 4-36.
`Chabrow, Eric; Online Employment, pp. 38-40, Jan. 1995.
`Newton, Harry, Resume: ResumiX Announces Internet Services,
`Work-Group Computing, pp. 1-3, Jun. 1995.
`Riley, Resume Databases on the Internet, The Riley Guide, pp. 1-5,
`1995.
`MCI Communications Corporation, MCI, Job and Resumes posting
`related information.
`
`* cited by examiner
`
`Monster Worldwide, Inc. Exhibit 1001 (p.2/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 1 0f 21
`
`US 7,424,438 B2
`
`E-MAIL
`SERVER
`m
`
`WEB
`SERVER
`E
`
`APPLICATION
`SERVER
`@
`
`DATABASE
`SERVER
`1Z9
`
`Monster Worldwide, Inc. Exhibit 1001 (p.3/52)
`
`

`

`U.S. Patent
`
`Sep. 9, 2008
`
`Sheet 2 of 21
`
`US 7,424,438 B2
`
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`Monster Worldwide, Inc. Exhibit 1001 (p.4/52)
`
`Monster Worldwide, Inc. Exhibit 1001 (p.4/52)
`
`
`
`
`
`
`
`
`
`
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 3 0f 21
`
`US 7,424,438 B2
`
`Unauthentlcated
`User Visits
`-
`Career Site E
`
`>
`
`Unauthenticated
`User Visits
`Pages of Interest
`E
`
`Unauthenticated
`7 User May Conduct
`Searches
`@
`
`-
`session ‘53??
`F
`
`N
`
`Register as
`Talent
`§§
`
`Yes
`
`Talent Receives
`Welcome
`Message E-Mall
`305
`
`Interaction with Databases
`@
`
`Professional
`Associations
`and Labor
`Unions w
`
`Industries
`
`Occupations
`
`51;
`
`E
`
`Educational
`Institutions
`g4
`
`Geography
`_31_5
`
`Languages
`
`Employers
`
`316
`
`111
`
`Medical
`Specialties
`318
`__
`
`Hospital
`De partmerts
`
`LBE
`
`Licenses and
`Certi?cations
`
`Bene?ts
`
`as
`
`@
`
`No
`
`Complete
`or Edit Talent
`
`Yes
`
`325
`
`)/3_0Z
`Talent Enters
`Talent Pro?le
`lnformat'on
`
`Ta'ent
`s_
`I
`‘9115- n
`g
`
`essages
`Requiring a
`- esponsev
`
`No 326
`
`Talent
`Responds to
`essages‘?
`
`Access Career
`Site and
`Databases
`@ Yes
`
`‘
`
`Store Talent
`Pro?le
`
`Talent Pro?le
`
`N
`0
`
`Session Ends
`327
`
`4
`Continue to
`Fig. 4 or End Session
`%
`
`Fig. 3
`
`Monster Worldwide, Inc. Exhibit 1001 (p.5/52)
`
`

`

`US. Patent
`
`Sep. 9,2008
`
`Sheet 4 0f 21
`
`US 7,424,438 B2
`
`From Fig. 3
`
`i‘Pl
`
`Search Jobs Database
`
`Access Career Site
`Databases (see Fig. 28
`H
`
`y
`
`One or
`More
`UniqJe
`Auto
`Searches
`
`Talent Finds Job
`Listing via Career
`Site
`Self-Search
`e12.
`
`Talent Finds Job
`Listing via Career 4
`Site
`Aut0—Search
`513
`
`Yl
`'35
`
`Save Auto-Search
`
`V
`
`Search Results
`
`%
`
`V
`
`Conduct
`Another
`Search‘?
`
`Talent Submits w
`One or More
`Employment
`Inquiry
`
`m
`
`Send Talent "Not
`Quali?ed"
`Message
`@
`
`Save
`Message
`
`m
`
`Various Talent
`and Employer
`Reports
`@
`
`Requirements
`Met?
`
`Yes
`
`Go to Fig. 5A
`
`Fig. 4
`
`Save
`Self-Search
`Routine
`iqe
`
`Save
`Results?
`£1
`
`Yes
`
`No
`
`Save Search
`Results
`52
`
`Discard Results
`413
`
`Save
`Emyioymeni
`Inquiries
`@
`
`Various Tatent
`and Employer
`Reports
`
`k
`'
`
`Monster Worldwide, Inc. Exhibit 1001 (p.6/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 5 0f 21
`
`US 7,424,438 B2
`
`Go to Fig. 6A
`and Return
`
`<——Yes
`
`From Fig. 4
`
`FERI Job
`Selected?
`E
`
`NO
`
`Work
`Aulhcrization
`
`Go to Fig. 7A
`and Return
`
`Go to Other Regulated Jobs
`Routine and Return
`
`are
`
`Other Regulated
`Job Selected?
`
`Employer is
`“I nactive" Until <
`Responds
`m
`
`Message to
`Employer
`
`512
`
`Current?
`507
`
`Send “Request for
`lntervlew" to
`Employer
`
`Employer
`Updates Billing
`
`Talent Receives
`“Not interest - No
`Reason Stated”
`Message
`
`Yes
`
`"Blind" Talent
`
`Session Ends
`2Q
`
`Go to Fig. 12
`
`Fig. 5A
`
`Monster Worldwide, Inc. Exhibit 1001 (p.7/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 6 0f 21
`
`US 7,424,438 B2
`
`From Fig. 10
`
`Go to Fig. 6B
`and Return
`
`yes»
`
`Go to Fig. 7B
`and Return
`
`Work
`Authorization
`Required?
`
`No
`
`Go to Other Regulated Jobs
`Routine and Return
`
`Other Regulated
`Job Selected?
`
`Yes
`
`I
`
`Go to Fig. 12
`
`No
`
`ls Employer
`Preferred?
`E
`
`Go to Fig. 11
`
`Fig. 5B
`
`Monster Worldwide, Inc. Exhibit 1001 (p.8/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 7 0f 21
`
`US 7,424,438 B2
`
`From Fig. 5A
`
`6409
`
`Ask Talent to
`Complete FERl
`@2
`
`;
`
`‘
`
`Return to Fig. 5A L
`
`@94;
`
`Save FERl
`for Talent
`ill
`
`Talent Pro?le
`(FERI blind to
`others)
`%
`
`Data Discarded
`Q95
`
`No
`
`Talent
`Saves FERI
`60-5
`
`Yes
`
`Employer Portion
`of Routine
`
`50g
`
`V
`
`Save
`FERl for
`Employer
`E
`
`Various Employer
`Reports
`
`611
`
`Routine Ends
`e2
`
`Monster Worldwide, Inc. Exhibit 1001 (p.9/52)
`
`

`

`US. Patent
`
`Sep. 9,2008
`
`Sheet 8 0f 21
`
`US 7,424,438 B2
`
`From Fig. 5B
`
`Data Discarded
`e5
`
`Profile?
`
`bio-P
`
`Ask for FERI
`
`@
`
`Yes
`
`Save F ER!
`for Talent
`
`Talent Pro?le
`(FERI blind. to
`others}
`E
`
`Employer Portion
`of Routine
`
`55g
`
`Save
`FERI for
`Employer
`@
`
`Various Employer
`Repons
`
`661
`
`Routine Ends
`E
`
`Return to Fig. 58
`
`Fig. 65
`
`Monster Worldwide, Inc. Exhibit 1001 (p.10/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 9 0f 21
`
`US 7,424,438 B2
`
`Pro cessing
`
`Send Talent
`A ?l/Wkf
`UR on“ [(on
`eques 1%
`
`Employer and
`Talent
`1E
`
`Talent Receives
`"Not Quali?ed"
`Message
`
`Authorization
`oompiaed
`
`Yes
`
`Talent
`Quali?ed?
`m2
`
`Talent
`Saves Work
`Authorization
`
`Yes
`
`Save Work
`Authorization
`
`From Fig. 5A
`
`Processing Ends
`714
`
`Save Message
`for Talent and
`Employer
`m
`
`Yes
`
`Talent
`Qualified?
`702
`
`Send Talent
`Receives "Not
`NH Quali?ed“
`Message
`
`Return to Fig. 5A
`
`708
`
`Data Discarded
`LEE
`
`Talent Pro?le
`(work authorization
`blind to others)
`
`M
`
`Processing Ends
`111
`
`Fig. 7A
`
`Monster Worldwide, Inc. Exhibit 1001 (p.11/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 10 0f 21
`
`US 7,424,438 B2
`
`Processing Ends
`lea
`
`Save
`lnlom?alion for
`Employer and
`I
`t
`Ta en E
`
`Present inquiry to
`TalenléiAskior 4__N
`Work
`Authoriza?o§is4
`
`From Fig. 5B
`
`l
`
`751
`(‘
`Authorization
`lnfo in Talent
`
`Processing Ends
`1%
`
`Save Message
`for Talent and
`E mployer
`Z§§
`
`Au ?horization
`Completed
`
`Talent
`Quali?ed?
`
`Talent and Employe
`Receive "NC-t
`> Quali?ed" Messages
`
`NO
`
`Notice ‘to Talent
`and Employer that
`Talent Nut
`Quali?ed
`751'
`
`Talent
`Quali?ed?
`35.6
`
`Talent
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`* uthorizati »
`
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`
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`
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`Authorization
`for Talent
`fig
`
`Continue?
`
`759
`
`Talent Profile
`(work authorization
`mind to Others)
`
`761
`
`Fig. 7B
`
`Return to Fig. 5B
`
`Yes
`
`NO
`
`_
`PE'OCeSSIHQ Ends
`155g
`
`Monster Worldwide, Inc. Exhibit 1001 (p.12/52)
`
`

`

`Unauthenticated
`User Visits Career
`‘
`Site
`
`w
`
`Session Ends
`805
`
`Employer
`Signs-in
`Q9
`
`831
`
`Response
`.
`
`Yes
`V
`Employer
`Receives E-Mail
`Welcome
`Messa
`ge
`
`Required? w
`
`US. Patent
`
`Sep. 9, 2008
`
`Sheet 11 0f 21
`
`US 7,424,438 B2
`
`Unauthentloated
`> User Vislts Pages
`of Interest
`L2
`
`l
`
`Unauthenticated
`User May Search
`Talent Profiles
`rte
`
`Career Site Databases
`
`Industries
`
`Employers
`
`Geography
`
`(‘ 804
`
`Educational
`Institutions
`
`Occupations
`
`Languages
`
`-
`sMa-gclille
`peel 1 5
`
`Bene?ts
`
`Hospital
`Departmerts
`
`Trade
`Associations
`
`Licenses and
`Certi?cations
`
`Yes
`
`E 1
`mp oyer
`Responds to
`
`No
`
`Yes—>
`
`Save Employer
`Profile and Job
`Listings
`@
`
`Employer May
`Generate Variety
`of Reports
`
`G0 to Fig_ 9
`and Return
`Here 807
`'
`
`‘
`
`AdclfEdit/Duplicalel
`Delete Jobs or Edi
`Employer Pro?Ee
`8_°§
`
`.
`4
`Job Listings
`
`82-8
`
`_
`GO to Flg. 10
`or End Session 829
`
`Fig. 8
`
`Accessing
`Databases
`
`*
`
`Manually Enter
`Jobs _82_3
`
`Download
`Jobs by
`Electronic
`interface
`
`825
`
`@@
`
`1
`
`y
`
`Access Career
`Site Databases
`g2
`
`Employer’s
`Separate
`Database
`
`Monster Worldwide, Inc. Exhibit 1001 (p.13/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 12 0f 21
`
`US 7,424,438 B2
`
`From Fig. 8
`g@
`
`Divisions?
`
`Yes>
`
`Set Up
`Divisions
`
`%
`
`. .
`.
`Save DIViSiOnS
`
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`
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`Users
`
`%
`
`sise‘f‘scgglént
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`
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`Jobs?
`907
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`Designations
`
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`
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`
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`-
`Yes>
`Authorlzatlon Jobs
`911
`
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`
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`.
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`
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`Reguiaied Job
`211
`
`Save Other
`Regulatory
`parameters
`9i?
`
`Return to
`Fig. 8
`gg
`
`<——————-—-Yes
`
`Monster Worldwide, Inc. Exhibit 1001 (p.14/52)
`
`

`

`Employer Finds
`Talent via Job
`Speci?c
`Self-Search
`1003
`
`7
`
`1
`
`r
`
`Save Most
`Recent Search
`
`1006
`
`Yes
`
`‘
`
`Employer Finds
`Talent via Job-
`Speci?c Auto- \
`Search
`
`1004
`
`Access Career Site Databases
`(see Fig 2)
`
`1005
`
`Save One
`Auto~$earch per
`Unlimited Jobs
`1007
`
`—
`
`US. Patent
`
`Sep. 9, 2008
`
`Sheet 13 0f 21
`
`US 7,424,438 B2
`
`From Fig. 8
`
`Search Talent Database
`
`Search Results
`Yield "Blind"
`Talent Pro?les
`
`Yes
`
`Yes
`
`Save Search
`Results
`
`1010
`
`Billing info
`Current?
`1-015
`
`Yes
`
`Submit
`Selections
`1014
`
`Minimum
`Compersation
`Met?
`
`Save Link to
`Talent Pro?les
`1016
`
`Save Message
`for Employer
`1019
`
`Go to Fig. 5B
`
`Conduct
`Another
`Search?
`
`Session Ends
`1023
`
`Save Message
`1022
`
`No
`
`1‘
`
`Message to
`Employer to
`Update Billing Info
`1021
`
`Fig. 10
`
`Session Ends
`1013
`
`Send Employer
`“Comp too low"
`message
`1018
`
`Monster Worldwide, Inc. Exhibit 1001 (p.15/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 14 0f 21
`
`US 7,424,438 B2
`
`a
`
`Job Listing
`
`From Fig. 58
`
`V
`
`Send Request to
`Release Contact
`info & Survey to
`Talent
`1 101
`
`V
`Request to
`Release Contact
`Information
`1103
`
`Talent
`Responds’7
`'
`1105
`
`Yes
`
`Permission
`Granted?
`1 108
`‘
`
`Yes
`
`Save for
`Employer and
`Talent
`1 1 12
`
`Survey
`
`E5
`
`N C I
`
`Talent Becomes
`“Inactive” Until
`Responds
`‘l 106
`
`N0 ’
`
`Employer
`Receives
`Message of
`Decline and
`Reason
`1109
`
`Employer Receives
`“Declined, No Reason
`X days " Slated” Message
`
`Save
`Information for
`Employer and
`Talent1 1 1
`
`Go to Fig. 12
`
`Processing Ends
`1111
`
`Fig. 11
`
`Monster Worldwide, Inc. Exhibit 1001 (p.16/52)
`
`

`

`US. Patent
`
`Sep. 9,2008
`
`Sheet 15 0f 21
`
`US 7,424,438 B2
`
`From Fig. 5A
`1200
`
`Employer
`Responds?
`1201
`%
`
`Employer is
`No——> lrggtive [LiJl'llJl ——
`Days
`SP0“ 5
`1202
`
`Talent Receives "Not
`interested - No Reason
`Stated" Message
`1 203
`
`Does
`Employer
`
`Talent Reoeives “Not
`interested" Message
`and Reason
`
`Save Message
`for Talent and
`E mployer
`1204
`
`Processing
`E ds
`" 1205
`
`Yes
`
`e
`
`Employer Buys
`"Complete" Talent
`Profile
`‘
`1208
`
`Form Fig. 5B
`
`-
`F
`rom Flg. 11
`
`v
`
`Notice to Talent to
`Expect Contact
`
`1269
`
`r
`TalentContacl
`lnformalbn
`Transferred to
`Em lo er
`1210 p y
`
`V
`
`Invoice and Coliect
`from Employer
`
`1211
`
`Message to
`Employer to
`Update Billing
`Arrangements
`
`Employer
`Blll'ng
`Statement
`
`1212
`
`Money Transfer
`from Employer to
`Career Destination
`
`1213
`
`Various Reports
`
`Save Notices, Contact
`Transfer, & Financial
`Reoords
`
`1214
`
`Go to Fig. 13
`
`Monster Worldwide, Inc. Exhibit 1001 (p.17/52)
`
`

`

`US. Patent
`
`Sep. 9,2008
`
`Sheet 16 0f 21
`
`US 7,424,438 B2
`
`From Fig. 12
`
`Send Ai?lale' a
`Message that/
`Referral Fees
`are Earned
`
`Send Retaiisrs a
`Message that
`Commissions
`are Earned
`
`Process Referrai
`Fees and
`Commissions
`i301
`
`l
`
`Send 'ii'il‘hoiesafer
`a Message that
`Commissions
`are Earned
`
`1303
`
`Store
`Transaction for
`N ext Payment
`
`Pay and Repert to
`Ar?iiates and
`vi'hciesalers
`
`Session Ends
`130?
`
`Fig. 13
`
`Monster Worldwide, Inc. Exhibit 1001 (p.18/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 17 0f 21
`
`US 7,424,438 B2
`
`Follow-Up Process
`
`Open Employers
`and JOBS
`Databases
`‘E401
`
`Send "Did You
`Hire this Talent"
`Inquiry
`1403
`
`Open Talent
`Profile Database
`
`1402
`
`Send "Were You
`Hired by this
`Employer" Inquiry
`
`Employer
`Res ponds?
`1405
`
`Talent
`Responds?
`1406
`
`Yes, No, or
`No Response
`
`Yes, No, or
`No Response
`
`Save Responses
`for Taienl and
`Em lo rs
`
`Various Talent'
`and Employer
`Reports
`1 408
`
`Fig. 14
`
`_
`Routme Ends
`1409
`
`Monster Worldwide, Inc. Exhibit 1001 (p.19/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 18 0f 21
`
`US 7,424,438 B2
`
`TALENT
`
`TRADE
`ASSOCIATIONS
`
`Talent
`Profiles
`
`1501
`
`MATCH and
`PURCHASE
`
`1507
`
`CAREER
`SITE OPERATOR
`
`1503
`
`Job Listings
`
`1504
`
`Commission
`
`EMPLOYERS
`
`1505
`
`Fig. 15
`
`Monster Worldwide, Inc. Exhibit 1001 (p.20/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 19 of 21
`
`US 7,424,438 B2
`
` PROFESSIONAL
`EDUCATIONAL
`
`
`ASSOCIATIONS
`INSTITUTIONS
`
`1 602
`1601
`
`
`
`LABOR UNIONS
`
`
`
`COMMISSION
`TALENT
`
`
`
`
`TALENT
`
`
`PROFILES
`
`
`
` CAREER
`SITE OPERATOR
`
`1605
`
`
`
`
`MATCH and
`JOB LISTINGS
`
`EMPLOYERS
`
`PURCHASE
`
`
`1607
`1608
`
`
`
`
`Fig. 16
`
`Monster Worldwide, Inc. Exhibit 1001 (p.21/52)
`
`Monster Worldwide, Inc. Exhibit 1001 (p.21/52)
`
`

`

`US. Patent
`
`Sep. 9, 2008
`
`Sheet 20 of 21
`
`US 7,424,438 B2
`
`
`
`WHOLESALERS
`
`
`
`
`
`EDUCATIONAL
`PROFESSIONAL
`TRADE
`LABOR UNIONS
`
`
`
`
`INSTITUTIONS
`ASSOCIATIONS
`ASSOCIATIONS
`1707
`
`
`1706
`1701
`1705
`
`
`
`
`
` Commission
`
`TALENT
`
`EMPLOYERS
`
`1708
`
`MATCH and PURCHASE
`
`
`1710
`
`
`TALE NT PROFILES
` JOB LISTINGS
`
`
`OPERATOR 1704
`
`CAREER SITE
`
`Fig. 17
`
`Monster Worldwide, Inc. Exhibit 1001 (p.22/52)
`
`Monster Worldwide, Inc. Exhibit 1001 (p.22/52)
`
`

`

`U.S. Patent
`
`Sep. 9, 2008
`
`Sheet 21 0f 21
`
`US 7,424,438 B2
`
`FIRST LEVEL
`
`RETAILER 1800
`
`First Level Retailer
`Recruits Seoond
`Level Retailers
`1806
`
`
`Second Level Retailer
`1807
`
`
`First Level
`Retailer Identifies
`Prospective
`Employer801
`
`Employer
`
`
`
`15' Level
`Commission Paid
`to 15‘ Level
`Retailer
`
`
`No Retail
`
`
`Commission
`
`
`Payable
`1803
`
`
`YES
`
`No
`
`Employer Pays
`Career Site for
`Talent Contacts
`
`2F"I Level
`Commission Paid
`to 15‘ Level
`Retailer
`
`Second Leve!
`Retailer Adds
`Employer to
`
`Career Site808
`
`
`
`
`Employer
`
`
`S object to Another
`
`
`Wholesale/Retail
`
`Commission?
`1809
`
`
`
`
`
`Subject to Another
`
`&
`1812 Employer Pays
`
`Second Level
`Retailer Recruits
`Third Level
`
`Retailers7813
`
`
`Third Level Retailer
`
`
`1814
`
`
`
`Third Level
`
`
`Retailer Adds
`Employer to
`Career Site
`
`
`we
`
`
`15‘ Level
`Com mission Paid
`to 3'd Level
`
`1St Level
`Commission Paid
`to 2"d Level
`Retailer
`1811
`
`Career Site for
`Talent Contacts
`181;)
`
`Retailer
`
` Employer
`Subject to Another
`
`WholesalelRetail
`Commission?
`
`1816
`
`
`
`No
`
`v
`3rd Level
`2"d Level
`’15: Level
`Commission Paid
`Commission Paid
`Commission Paid
`to 15‘ Level
`to 21d Level
`to 3’d Level
`Retailer
`Retailer
`Retailer
`1820
`1830
`
`Employer Pays
`Career Site for
`Talent Contacts
`1317
`
`1819
`
`Fig. 18
`
`Monster Worldwide, Inc. Exhibit 1001 (p.23/52)
`
`Monster Worldwide, Inc. Exhibit 1001 (p.23/52)
`
`

`

`US 7,424,438 B2
`
`1
`APPARATUS AND METHODS FOR
`PROVIDING CAREER AND EMPLOYMENT
`SERVICES
`
`FIELD OF THE INVENTION
`
`This invention relates to network connected information
`
`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.
`
`BACKGROUND OF THE INVENTION
`
`Finding and hiring highly qualified employees or talent for
`specific jobs is one of the most important objectives an
`employer undertakes. ln 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
`the particularjob 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.
`talent
`Traditionally, employers have found potential
`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”).
`Each of these alternatives is inefiicient, 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.
`When an employer seeks to hire an experienced employee,
`the pool oftalent, 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-
`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
`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 efiiciently and cost-effectively identify
`highly qualified talent both within and without the industry
`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 oftermination of at-will
`employment, employees occasionally terminate employment
`with less than two weeks notice. Additionally, it may occur
`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.
`
`10
`
`15
`
`20
`
`25
`
`30
`
`35
`
`40
`
`45
`
`50
`
`55
`
`60
`
`65
`
`2
`
`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 efiiciently 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.
`
`it may be difficult for talent to determine which
`Also,
`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
`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
`
`Monster Worldwide, Inc. Exhibit 1001 (p.24/52)
`
`Monster Worldwide, Inc. Exhibit 1001 (p.24/52)
`
`

`

`US 7,424,438 B2
`
`3
`talent to be continually in the job market or at least ready to
`enter the job market on short notice.
`Known methods ofrecruiting 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 ofjob parameters. Second, both
`solicit highly unstructured resumes without uniformity from
`prospective job candidates. Third, both involve the placement
`ofadvertising 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 inefiiciencies 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
`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 ofresumes ofpersons 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
`
`4
`
`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
`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
`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
`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 US.
`Pat. No. 5,832,497 to Jeffrey C. Taylor (“the Taylorpatent” or
`“Taylor”). The Taylor patent describes a system for managing
`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
`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-
`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-
`cally, HotJobs.com, Ltd. (www.hotj obs.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
`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 re