0/101644
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`9/02
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`llllllllllll/lllllllllllllllllllIlllllll
`
`61;»;ch 46.2
`Approved for use through 09/30/00. OMB 0651—0032
`Patent and Trademark Office: U.S. DEPARTMENT OF COMMERCE
`to a collection of information unless it disla s a valid OMB control number.
`
`
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`
`UTILITY
`IIIIIIIIIIIII
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`Old
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`PATENT‘APPLICATION
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`
`(Only for new nonprovisional applications under 37 CFR1.53(b))
`
`
`
`
`Application identifier
`
`VIANELLO, Marc
`
`AND EMPLOYMENT SERVICES
`
`I
`
`
`
`_
`
`Assistant Commissioner for Patents
`Box Patent Application
`Washington, DC 20231
`
`] Microfiche Computer Program (Appendix)
`[
`6
`7. Nucleotide and/or Amino Acid Sequence Submission
`(if applicable, all necessary)
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`(Submit an original, and a duplicate for fee processing)
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`
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`:
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`//
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`
`KC—957562-l
`
`Monster Worldwide, Inc. Exhibit 1011 (p.1/361)
`
`Monster Worldwide, Inc. Exhibit 1011 (p.1/361)
`
`

`

`EXPRESS MAIL NO.:
`EL929718282US
`
`V ‘ ‘
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`Patent fees are subject to annual revision.
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`PTO/SB/17 [10-01)
`Approved for use through 10/31/2002. OMB 0651-0032
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`for FY 2002 ——
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`FII‘St Named Inventor
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`—_
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`-_
`_<$> 3139-00 _15703.10002
`
`METHOD OF PAYMENT
`FEE CALCULATION continued
`
`
`
`
`
`
`
`
`
`
`
`
`,- -
`-
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`
`X [21m
`-20**=
`Total Claims
`
`
`32:3?“
`-3**=
`x 42.00
`
`
`Multiple Dependent
`
`
`
`Large Entity Small Entity
`
`Fee Description
`Fee
`Fee Fee Fee
`Code (3) Code ($)
`
`
`103
`18
`203
`9
`Claims in excess of 20
`
`
`102
`84
`202
`42
`Independent claims in excess of 3
`
`
`
`
`204 140
`104 280
`Multiple dependent claim, if not paid
`
`
`109
`84
`209
`42
`** Reissue independent claims
`
`
`over original patent
`
`
`110
`18
`210
`9
`** Reissue claims in excess of 20
`and over original patent
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`Other fee (specify) _____—__._—
`SUBTOTAL (2)
`($)2769.00
`
`*Reduced by 33530 Filing Fee Paid
`“ornumberpreviouslypaid, ifgreater; For Reissues, see above
`SUBTOTAL (3) _
`
`
`
`__ '
`Complete (ifapplicable)
`
`
`-<816> 983-8000
`me 60rd»
`iiiiii’ima 46,734
`
`
`Wmuenuiur— 3~
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`ded on this . orm. Provide credit card information and authorization on PTO-2038.
`
`is estimated to take 0.2 hours to complete. Time will vary depending upon the needs of the individual case. Any comments on
`Burden Hour Statement: T
`
`31693?ggtbfg'ttl'rgifigl:EEESOR goititacfgtpé‘geFtohEtiosrngwg 5133:”;é:F“:Elite;S‘fflTtflfiéthttfitEfiiZfiétittEmfificfitttZEWu8?)
`
`3_ ADD|T|QNAL FEES
`Large
`Small
`_
`.
`Entity
`Entity
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`Fee Fee
`Fee
`Code ($) Code ($)
`105
`130
`205
`65
`
`Fee Description
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`Fee Paid
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`Surcharge - late filing fee or oath
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`127
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`50
`
`227
`
`25
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`cover sheet
`
`139
`
`130
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`139 130
`
`Non-English specification
`
`For filing a request for exparte reexamination
`147 2,520 147 2,520
`112
`920*
`112 920* Requesting publication of SIR prior to
`Examiner action
`
`113 1,840“ 113 1,840" Requesting publication of SIR after
`Examiner action
`Extension for reply within first month
`Extension for reply within second month
`Extension for reply within third month
`Extension for reply within fourth month
`
`55
`215
`110
`115
`215 200
`400
`116
`217 460
`920
`117
`118 1,440 218 720
`
`128 1,960 228 930
`119
`320
`219 160
`120
`320
`220 160
`121
`280
`221
`140
`138 1,510 138 1,510
`140
`110
`240
`55
`
`141 1,280 241 640
`1421280 242 640
`143
`460
`243 230
`144
`520
`244 310
`122
`130
`122 130
`
`Extension for reply within fifth month
`Notice of Appeal
`Filing a brief in support of an appeal
`Request for oral hearing
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`Petition to revive-unavoidable
`
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`Utility issue fee (or reissue)
`Design issue fee
`Plant issue fee
`Petitions to the Commissioner
`
`50
`180
`
`50
`123
`126 180
`
`Processing fee under 37 CFR 1.17(q)
`Submission of Information Disclosure Stmt
`
`123
`126
`
`581
`
`40
`
`581
`
`40
`
`146
`
`740
`
`246
`
`370
`
`149
`
`740
`
`249
`
`370
`
`Recording each patent assignment per
`property (times number of properties)
`Filing a submission after final rejection
`(37 CFR § 1.129(a))
`For each additional invention to be
`examined (37 CFR § 1.129(b))
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`179
`169
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`740
`900
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`279
`169
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`370 Request for Continued Examination (RCE)
`900
`Request for expedited examination
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`1 1'01 60
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`Under 37 CFR 1.16 and 1.17
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` Applicant claims small entity status.
`
`See 37 CFR 1.27
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`2. E] Payment Enclosed:
`
`E] Check E] Credit card I] 3%? D Other
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`
`FEE CALCULATION
`
`
`
`1. BASIC FILING FEE
`
`
`Large Entity Small Entity
`
`
`Fee Fee Fee Fee
`Fee Description
`.
`Code (5) Code ($)
`Fee Pald
`
`
`101
`740
`201 370 Utilityfiling fee
`
`
`106 330
`206
`165 Design filing fee
`
`
`107 510
`207 255
`Plantfiling fee
`
`
`108 740
`208 370 Reissue filing fee
`
`
`114 160
`214
`80
`Provisional filing fee
`
`2. EXTRA CLAIM FEES
`Extra Claims
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`
`
`Monster Worldwide, Inc. Exhibit 1011 (p.2/361)
`
`

`

`ELEIE'WLEIEBEUS,
`APPARATUS AND METHODS FOR PROVIDING '7
`-.
`CAREER AND EMPLOYMENT SERVICES
`
`FIELD OF THE INVENTION
`
`5
`
`This invention relates to network connected information systems, and, more particularly,
`
`to network connected information 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.
`
`In furthering the employer’s Objective of
`
` prospective employees who are highly qualified for the particular job that the employer seeks to
`
`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
`
`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
`
`unacceptable results.
`
`Traditionally, employers have found potential
`
`talent among new school graduates
`
`20
`
`through school-related job counseling resources, in response to classified advertisements for
`
`particular jobs, referrals from existing employees, and through the use of third—party recruiters
`
`(“headhunters”).
`
`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,
`
`KC-938500-1
`
`Monster Worldwide, Inc. Exhibit 1011 (p.3/361)
`
`Monster Worldwide, Inc. Exhibit 1011 (p.3/361)
`
`

`

`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 of talent, within
`
`which a search is conducted,
`
`is often limited to individuals who have already worked in a
`
`5
`
`particular job within a particular industry. Although it may be meritorious that a prospective
`
`employee has current or prior experience in a particular job within a particular industry,
`
`individuals 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 identifying
`
`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 efficiently and cost-effectively
`
`identify highly qualified talent both within and without the industry and occupational categories
`
`
` particular employment position may become vacant. Specifically, while it is a business courtesy
`
`of the employer.
`
`Another employment problem faced by employers is that they often do not know when a
`
`to provide two weeks notice of termination 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
`
`20
`
`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.
`
`KC—938500-l
`
`2
`
`Monster Worldwide, Inc. Exhibit 1011 (p.4/361)
`
`Monster Worldwide, Inc. Exhibit 1011 (p.4/361)
`
`

`

`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 subsequent operations, would be greatly
`
`enhanced if the employer could efficiently and cost-effectively identify highly qualified talent on
`
`5
`
`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 communicate 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 universe of employment positions for which their skills may be suited.
`
` offer,
`
`Consequently, an employer’s recruiting and hiring processes, and subsequent operations, would
`
`be greatly enhanced if the employer could efficiently and cost-effectively communicate detailed
`
`information about the skills and experience they require, and the compensation and benefits they
`
`in a structured manner that facilitates the search by talent for optimal employment
`
`13
`
`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
`
`20
`
`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
`
`KC-938500—1
`
`3
`
`Monster Worldwide, Inc. Exhibit 1011 (p.5/361)
`
`Monster Worldwide, Inc. Exhibit 1011 (p.5/361)
`
`

`

`inefficient for talent as it is for employers. And traditionally, talent has relied on resumes to
`
`present their qualifications, yet there is no uniformity of re’sumés among talent. Talent generally
`
`must “tailor” their resumes to respond to particular employment opportunities, and talent may
`
`have only a limited understanding of the skills being sought by a particular employer. As a
`
`5
`
`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 appropriate 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 advantageous 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 circumstances, talent
`
`will be provided with adequate notice or severance pay to allow for adequate time to seek other
`
`20
`
`employment in the event of undesired termination. However, in some circumstances, there is
`
`inadequate time. I 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.
`
`KC-938500-1
`
`4
`
`Monster Worldwide, Inc. Exhibit 1011 (p.6/361)
`
`Monster Worldwide, Inc. Exhibit 1011 (p.6/361)
`
`

`

`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 candidates, and finally, the HR
`
`5
`
`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 publish
`
`L
`5
`5’"
`
`im
`
`
`
`advertisements for talent.
`
`As distributed computer networks such as the Internet have become widely used, it has
`
`become possible to provide classified 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 drawbacks as printed classified ads. First, both are highly unstructured and without
`
`20
`
`uniformity of job parameters.
`
`Second, both solicit highly unstructured re'sume's 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.
`
`KC-938500—1
`
`5
`
`Monster Worldwide, Inc. Exhibit 1011 (p.7/361)
`
`Monster Worldwide, Inc. Exhibit 1011 (p.7/361)
`
`

`

`Because a 00st
`
`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 employment sites attracts almost exclusively jobs for which there are current (or
`
`5
`
`currently expected) vacancies. Accordingly, many fewer jobs are advertised than actually exist,
`
`and because much of the talent that is currently employed are not continually 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 persons who may be willing to change jobs for a better opportunity, 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 inefficiencies. Likewise, for talent who would
`
`like to have access to the complete picture of available jobs, the economic disincentive 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 of résumés
`
`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
`
`20
`
`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.
`
`KC-938500-1
`
`6
`
`Monster Worldwide, Inc. Exhibit 1011 (p.8/361)
`
`Monster Worldwide, Inc. Exhibit 1011 (p.8/361)
`
`

`

`Other recruiting systems are basically improvements to the newspaper—based classified ad
`
`system.
`
`Several
`
`improvements have been proposed and implemented.
`
`Specifically the
`
`Monster.com job board, which may be found at www.monster.com, collects résumés and allows
`
`posting of classified employment ads. Systems like Monster.com represent an improvement to
`
`5
`
`the traditional classified ad system, in that these types of bulletin boards collect resumes for free.
`
`Nevertheless, the posted jobs are essentially searchable classified ads, and the résume’s posted on
`
`Monster.com are not searchable 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. Patent No. 5,832,497 to Jeffrey
`
`C. Taylor (“the Taylor patent” or CTaylor”). 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 identifiers, job disciplines and job
`
` the purposes of adding, changing, and deleting job records. Employer—users are charged for
`
`titles. Taylor describes using a password system to specify who has access to the job records for
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`contact information on applicant users. Fees are structured as a basic subscription charge
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`allowing a predetermined number of accesses, with a predetermined fee associated with each
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`access above the predetermined number of accesses.
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`Several other on-line job sites collect information about applicants and provide this
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`20
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`information to prospective employers in various ways; however, these systems suffer from
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`drawbacks
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`similar
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`to those of
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`the Taylor patent.
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`Specifically, HotJobs.com, Ltd.
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`(wwwhotjobscoml allows a user to choose a city and also to specify a corresponding
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`KC—938500-1
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`I
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`7
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`Monster Worldwide, Inc. Exhibit 1011 (p.9/361)
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`Monster Worldwide, Inc. Exhibit 1011 (p.9/361)
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`

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`metropolitan area. Using HotJobs, a user can search for a job in New York, for example, and
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`find jobs in nearby cities, without knowing the names of the other cities.
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`To use the Hot]obs site, a job search user first registers by providing his or her E-mail
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`address and a password. Next the job search user is prompted to either paste in the text of an
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`5
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`existing resume or to answer a set of questions that will provide for the automatic generation of a
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`résumé.
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`In addition to asking questions pertinent to the resume, the HotJobs system asks job
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`search users about the types of jobs they are seeking, whether they are willing to relocate, and
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`whether they would like their resume to be searchable by employers and/or recruiters. If the job
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`i
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`search user elects not to allow his or her résumé to be searchable, the resume will only be
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`accessible by those employers that the job search user specifies by using a process described
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`below. An arbitrary job search user of the HotJobs web site may search all of the posted jobs.
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` employers that would the Monster system.
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`By registering and creating a resume, the job search user can apply to any of the posted jobs.
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`Like Monster.com, HotJobs.com charges for posting jobs. Therefore, the same economic
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`disincentives are placed on employers that would use the HotJobs system as is placed on
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`Accordingly, known on—line job advertising systems represent only minor improvements
`
`over the traditional newspaper—based employment classified advertising system. And the known
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`on—line job advertising systems retain the significant economic limitation of being based on the
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`newspaper employment classifieds paradigm. The services charge employers for posting their
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`20
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`jobs, just as in the newspaper model, and then they charge fees for merely having the ability to
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`search through the database of talent résume's.
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`Because the pay-to-post and subscribe-to-search systems impose upfront economic
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`barriers on employers, the systems have the disadvantage of providing a disincentive for all
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`KC—938500-1
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`8
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`Monster Worldwide, Inc. Exhibit 1011 (p.10/361-)
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`Monster Worldwide, Inc. Exhibit 1011 (p.10/361)
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`employers to post all of their jobs. Further, when talent knows that only a subset of available
`
`jobs are posted and that employers are charged to search re'sumés, talent will not be optimally
`
`motivated to use the career site.
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`In order to avoid the economic barriers presented by traditional print and on-line media to
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`5
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`the comprehensive posting of employment opportunities, some employers have established
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`employer—owned Internet sites wherein they list some or all of their employment positions. Such
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`sites, to the extent that the employer has listed all of its employment positions, can provide a
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`prospective employee with a comprehensive View of opportunities with that employer, but not
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`a3
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`with any other employer. Therefore, while employer—owned sites avoid the economic barriers of
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`
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`classified advertising, they do so at another cost — the loss of broad exposure to the available
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`pool ofprospective employees, most of whom'are unaware of the employer-owned sites.
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`While the Internet theoretically allows an unlimited number of prospective employees to
`
`visit an employer’s web site to View potentially all of such employer’s positions at little or no
`
`cost to the employer, that benefit is accomplished via the transfer of economic burden to the
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`prospective employee who must search countless employer sites hoping for a comprehensive
`
`View of employment opportunities. Some people have attempted to reduce the cost-transfer
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`defect of employer-owned sites by creating “collector” sites that electronically link to various
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`employers’ separate sites. Such collector sites are mere conduits that may attract incremental
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`attention from prospective employees, but do little, if anything, to ultimately eliminate the
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`20
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`economic burden that is shifted to prospective employees. This is because the employers
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`continue to post their employment positions to their separate sites. Under such collector systems,
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`the prospective employee must still periodically visit each site in order
`
`to acquire a
`
`comprehensive up-to-date view of the market place of employment opportunities. That burden
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`KC-938500-1
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`9
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`Monster Worldwide, Inc. Exhibit 1011 (p.11/361)
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`Monster Worldwide, Inc. Exhibit 1011 (p.11/361)
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`imposes substantial economic costs on the prospective employee due to the significant time
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`inefficiencies entailed.
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`Accordingly, a system is needed that does not have the limitations of existing systems,
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`and that encourages the participation of all employers and all talent in an economically efficient,
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`5
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`on-going process of optimizing the use of available skills.
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`BRIEF SUMMARY OF THE INVENTION
`
`Systems, methods, distributed networks, and computer-readable media are provided that
`
`relate to employment services. Background information associated with talent-capability
`
`attributes is received from talent in a structured format. Job description information is received
`
`from employers in a structured format. Prospective matches are identified between employers
`
`and talent, and employers and talent are given an opportunity to mutually consent to the
`
`exchange of talent contact information.
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`In one embodiment, after such mutual consent has been
`
`granted, a financial transaction is consummated wherein the employer pays a fee to the career
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`15
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`site operator.
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`In one embodiment, skills descriptions are received from talent.
`
`In one embodiment,
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`mutual consent is indicated by a request for an interview and an acceptance of a request for an
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`interview.
`
`In one embodiment, follow up surveys to employers and talent are used to provide
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`feedback to career site participants.
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`20
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`In one embodiment, employers provide information regarding multiple divisions,
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`including geographical and access scope information.
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`In one embodiment affiliate marketing arrangements are utilized to promote use of the
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`career site.
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`In another embodiment, wholesale marketing techniques are employed.
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`In yet
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`KC-938500-1
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`10
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`Monster Worldwide, Inc. Exhibit 1011 (p.12/361)
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`Monster Worldwide, Inc. Exhibit 1011 (p.12/361)
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`another embodiment, a multi-level retail marketing system is applied to develop employer
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`participation in the career site.
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`5
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`BRIEF DESCRIPTION OF THE DRAWINGS
`
`These and other inventive features, advantages, and objects will appear from the
`
`following Detailed Description when considered in connection with the accompanying drawings
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`in which similar reference characters denote similar elements throughout the several views, and
`
`wherein:
`
`Fig.
`
`1 shows a schematic block diagram of a network in which information systems
`
` consistent With the present invention may be practiced;
` site consistent with the present invention, and a talent interacting with a career site consistent
`
`Fig. 2 is a schematic block diagram representing interrelationships between databases
`
`consistent with the present invention;
`
`Fig. 3 is a flow diagram representing an unauthenticated user or interacting with a career
`
`with the present invention;
`
`Fig. 4 is a flow diagram representing a process whereby talent searches for and selects
`
`jobs and whereby it is determined if talent has the minimum qualifications established and
`
`required by the employers for the job(s) that talent has selected, the processes being performed in
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`20
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`connection with talent interacting with a career site in operating in a manner consistent with the
`
`present invention;
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`KC-938500—1
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`1 1
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`Monster Worldwide, Inc. Exhibit 1011 (p.13/361)
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`Monster Worldwide, Inc. Exhibit 1011 (p.13/361)
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`

`

`Fig. 5A is a flow diagram representing a series of talent—initiated processes for gathering
`
`governmentally regulated information about a talent in a manner consistent with the present
`
`invention;
`
`Fig. 5B is a flow diagram representing a series of employer-initiated processes for
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`5
`
`gathering govemmentally regulated information about a talent in a manner consistent with the
`
`present invention;
`
`Fig. 6A is a flow diagram representing a talent—initiated process for collecting
`
`information pertaining to protected classes of employees,
`
`the process being performed in
`
`connection with talent interacting With a career site consistent with the present invention;
`
`Fig. 6B is a flow diagram representing an employer~initiated process for collecting
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`information pertaining to protected classes of employees,
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`the process being performed in
`
`connection with talent interacting with a career site consistent with the present invention;
`
`Fig. 7A is a flow diagram representing a talent-initiated process for determining the
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`eligibility of talent to be employed in certain jobs requiring US. citizenship, the process being
`
`performed in connection with talent interacting with a career site consistent with the present
`
`
`
`invention;
`
`Fig. 7B is a flow diagram representing an employer-initiated process for determining the
`
`eligibility of talent to be employed in certain jobs requiring US. citizenship, the process being
`
`performed in connection with talent interacting With a career site consistent with the present
`
`20
`
`invention;
`
`Fig 8 is a flow diagram representing a process performed in connection with an
`
`unauthenticated user interacting with a career site consistent with the present invention, and an
`
`employer interacting With a career site consistent With the present invention;
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`KC—938500-1
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`12
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`Monster Worldwide, Inc. Exhibit 1011 (p.14/361)
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`Monster Worldwide, Inc. Exhibit 1011 (p.14/361)
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`

`

`Fig. 9 is a flow diagram representing a series of processes performed in connection with
`
`an employer interacting with a career site consistent with the present invention;
`
`Fig. 10 is a flow diagram repreSenting an employer-initiated process whereby an
`
`employer searches for and selects talent profiles for the purpose of establishing talent interest in
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`5
`
`the employer’s employment opportunity using a career site in operated in a manner consistent
`
`with the present invention;
`
`Fig. 11 is a flow diagram representing an employer-initiated process for determining
`
`Whether talent is interested in the