PCT
`
`WORLD INTELLECTUAL PROPERTY ORGANIZATION
`Internatlonal Bureau
`
`
`
`INTERNATIONAL APPLICATION PUBLISHED UNDER THE PATENT COOPERATION TREATY (PCT)
`
`(51) International Patent Classification 60:
`G06F 17/60
`
`(11) International Publication Number:
`
`W0 99/17242 (43) International Publication Date:
`
`~
`
`8 April 1999 (08.04.99)
`
`(21) International Application Number:
`
`PCT/US98/20633
`
`(22) International Filing Date:
`
`28 September 1998 (28.09.98)
`
`(30) Priority Data:
`60/060,346
`
`29 September 1997 (29.09.97)
`
`US
`
`(71) Applicant: NETWORK RECRUITING, INC. [US/US]; Suite
`290, 2400 Bridgeway, Sausalito, CA 94965 (US).
`
`(81) Designated States: AL, AM, AT, AU, AZ, BA, BB, BG, BR,
`BY, CA, CH, CN, CU, CZ, DE, DK, EE, ES, FI, GB, GE,
`GH, GM, HR, HU, ID, IL, IS, JP, KE, KG, KP, KR, KZ,
`LC, LK, LR, LS, LT, LU, LV, MD, MG, MK, MN, MW,
`MX, NO, NZ, PL, PT, RO, RU, SD, SE, SG, SI, SK, SL, TJ,
`TM, TR, 'I'I‘, UA, UG, UZ, VN, YU, ZW, ARIPO patent
`(GH, GM, KE, LS, MW, SD, SZ, 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, IT,
`LU, MC, NL, PT, SE), OAPI patent (BF, BJ, CF, CG» CI,
`CM, GA, GN, GW, ML, MR, NE, SN, TD, TG).
`
`(72) Inventors: COOPER, Alan; 4133 Orr Ranch Road, Santa Rosa,
`CA 95404 (US). PALTIEL, Steve; 2173 Trafalgar Place, Published
`Montclair, CA 94611 (US).
`Without international search report and to be republished
`upon receipt of that report.
`
`(74) Agents: SMITH, Albert, C. et al.; Fenwick & West LLP, Two
`Palo Alto Square, Palo Alto, CA 94306 (US).
`
`
`
`(54) Title: ON—LINE RECRUITING SYSTEM WITH IMPROVED CANDIDATE AND POSITION PROFILING
`
`(57) Abstract
`
`A network based recruiting system accepts and provides information across a wide—area network (WAN) such as the Internet. The
`system matches job openings with candidate information and includes a job packet generator which creates a job opening data packet
`containing encoded information corresponding to a plurality of predefined categories for a job opening. A database stores a plurality of the
`job opening data packets. An applicant data packet generator responds to encoded information received over the Internet from an applicant
`and creates an applicant data packet, which contains encoded information corresponding to the plurality of predefined categories for the job
`opening. A data packet matcher responds to receipt of the applicant data packet by comparing, in accordance with a predefined comparison
`protocol, the applicant data packet to the job opening data packets stored in the database. The data packet matcher stores results of the
`comparison to the database. Other databases containing candidate information may also be queried.
`
`
`
`Monster Worldwide, Inc. Exhibit 1023 (p.1/44)
`
`Monster Worldwide, Inc. Exhibit 1023 (p.1/44)
`
`

`

`
`
`AL
`AM
`AT
`AU
`AZ
`BA
`BB
`BE
`BF
`BG
`BJ
`BR
`BY
`CA
`CF
`CG
`CH
`CI
`CM
`CN
`CU
`CZ
`DE
`DK
`EE
`
`FOR THE PURPOSES OF INFORMATION ONLY
`
`Codes used to identify States party to the PCT on the front pages of pamphlets publishing international applications under the PCT.
`
`Albania
`Armenia
`Austria
`Australia
`Azerbaijan
`Bosnia and Herzegovina
`Barbados
`Belgium
`Burkina Faso
`Bulgaria
`Benin
`Brazil
`Belarus
`Canada
`Central African Republic
`Congo
`Switzerland
`Cote d’Ivoire
`Cameroon
`China
`Cuba
`Czech Republic
`Germany
`Denmark
`Estonia
`
`ES
`FI
`FR
`GA
`GB
`GE
`GH
`GN
`GR
`HU
`IE
`IL
`IS
`IT
`JP
`KE
`KG
`KP
`
`KR
`KZ
`LC
`LI
`LK
`LR
`
`Spain
`Finland
`France
`Gabon
`United Kingdom
`Georgia
`Ghana
`Guinea
`Greece
`Hungary
`Ireland
`Israel
`Iceland
`Italy
`Japan
`Kenya
`Kyrgyzstan
`Democratic People‘s
`Republic of Korea
`Republic of Korea
`Kazakstan
`Saint Lucia
`Liechtenstein
`Sri Lanka
`Liberia
`
`LS
`LT
`LU
`LV
`MC
`MD
`MG
`MK
`
`ML
`MN
`MR
`MW
`MX
`NE
`NL
`NO
`NZ
`PL
`PT
`RO
`RU
`SD
`SE
`SG
`
`Lesotho
`Lithuania
`Luxembourg
`Latvia
`Monaco
`Republic of Moldova
`Madagascar
`The former Yugoslav
`Republic of Macedonia
`Mali
`Mongolia
`Mauritania
`Malawi
`Mexico
`Niger
`Netherlands
`Norway
`New Zealand
`Poland
`Portugal
`Romania
`Russian Federation
`Sudan
`Sweden
`Singapore
`
`SI
`SK
`SN
`SZ
`TD
`TG
`TJ
`TM
`TR
`TT
`UA
`UG
`US
`UZ
`VN
`YU
`ZW
`
`Slovenia
`Slovakia
`Senegal
`Swaziland
`Chad
`Togo
`Tajikistan
`Turkmenistan
`Turkey
`Trinidad and Tobago
`Ukraine
`Uganda
`United States of America
`Uzbekistan
`Viet Nam
`Yugoslavia
`Zimbabwe
`
`
`
`Monster Worldwide, Inc. Exhibit 1023 (p.2/44)
`
`Monster Worldwide, Inc. Exhibit 1023 (p.2/44)
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`WO 99/17242
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`PCT/US98/20633
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`ON-LINE RECRUITING SYSTEM WITH IMPROVED CANDIDATE AND
`
`POSITION PROFILING
`
`RELATED APPLICATIONS
`
`This application claims priority to provisional application Ser. No. 60/060,346,
`
`filed September 29, 1997, entitled ”On—Line Recruiting System.”
`
`FIELD OF THE INVENTION
`
`This invention pertains generally to the field of computerized data processing
`
`systems and more particularly to networked data processing systems for facilitating
`
`the task of screening and recruiting of individuals by organizations.
`
`BACKGROUND OF THE INVENTION
`
`For many companies, effective recruiting is critical to the success of the business.
`
`Traditionally, human resources, or employment groups within a company are charged
`
`with finding qualified candidates, tracking those candidates through the hiring
`
`process, generating offer letters, reporting on hiring activities and complying with
`
`employment laws and regulations. In larger organizations, no one knows better than
`
`the hiring managers the requirements for open positions under their supervision.
`
`In larger, technology-based companies, engineering managers write job
`
`descriptions which are forwarded to the Human Resources (HR) department. HR then
`
`has the responsibility to locate qualified candidates, based upon screening resumes, for
`
`the hiring managers to interview. Once an offer has been made, HR is responsible for
`
`managing and completing the hiring process.
`
`The resume is a very poor instrument for matching engineering candidates with
`
`job openings. For many people, an effective resume is difficult to write and therefore
`
`becomes little more than an employment history, failing to address the more
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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 1023 (p.3/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.3/44)
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`significant aspect of specialized skills and capabilities. As a result, companies have
`
`come to increasingly rely on expensive in—house technical recruiters or outside agencies
`
`- charging 20 - 30 percent of the starting salaries — to read, interpret and filter the
`
`growing wave of resumes.
`
`Recruitment and hiring today requires systems that let hiring managers define
`
`and create queries independently, at their desktops, and which let them directly access
`
`candidate databases. HR, in turn, needs to maintain responsibility for job requisition
`
`approvals, applicant tracking, employment offers and employment compliance and
`
`reporting.
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`10
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`Computerized systems have been developed to log, scan and track resumes.
`
`Resume automation software employing expert system technology also exists to
`
`replicate the “knowledge” of experienced recruiters to facilitate the screening process.
`
`Such automation software interprets the meaning of thousands of terms, understands
`
`context and then matches qualified candidates to available jobs. Unfortunately, many
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`15
`
`such systems perform this intended task with only marginal success.
`
`As technologies and engineers have become more specialized, the resume has
`
`become still less useful at qualifying and communicating candidate skill sets. And
`
`with the spread of resume automation software, job seekers now “load” resumes with
`
`keywords to increase the probability of getting through the computerized screening
`process and onto the hiring manger’s desk.
`‘
`
`20
`
`The Internet, as well as other wide—area networks (WANs), provide a rapid,
`
`low—cost communication mechanism for exchange of information pertaining to
`
`recruiting. Ideally, an effective recruiting system should allow use of WANs to further
`
`facilitate the recruiting process. What is needed therefore is a recruiting system which
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`25
`
`overcomes the limitations inherent in a resume based system and which makes use of
`
`readily accessible networks.
`
`SUMMARY OF THE INVENTION
`
`In a principal aspect, the present invention provides an electronic, network
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`30
`
`based recruiting system that facilitates entry, retrieval and matching of data regarding
`
`candidates and job openings. In accordance with the principles of the invention, a
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`2
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`Monster Worldwide, Inc. Exhibit 1023 (p.4/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.4/44)
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`network based recruiting system includes a job description module which generates a
`
`job profile corresponding to predefined characteristics of a job position in response to
`
`inputs by a first user of the system. An applicant description module generates an
`
`applicant description profile corresponding to predefined characteristics of an
`
`applicant, in response to inputs by a second user of the system. A database stores a
`
`plurality of the job profiles and receives the applicant description profile over the
`
`network. The system also matches characteristics of the applicant description profile
`
`with corresponding characteristics of the job profiles.
`
`In accordance with further aspects of the invention, the job profile comprises at
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`10
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`least one packet, which is formatted to comprise a plurality of alphabetic characters, a
`
`plurality of numerical digits, and a plurality of operators indicating relationships
`
`between combinations of the alphabetic characters and the numerical digits. The
`
`plurality of operators may comprise at least a first logical operator for describing a
`
`logical relationship between a first and a second of the alphabetic characters and
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`15
`
`between a first and a second of the numerical digits. At least a first comparison
`
`operator may be provided for comparing the first and second of the alphabetic
`
`characters and comparing the first and second of the numerical digits. The plurality of
`
`operators may further comprise a list operator for designating a beginning and an end
`
`of a string of the alphabetic characters, or a numeric operator for designating a
`
`20
`
`beginning of a numeric expression comprising a plurality of the numerical digits. The
`
`comparison operator may comprise a between operator which designates a numerical
`
`range. The plurality of operators may further comprise a preference operator which
`
`indicates a preference designated by a string of at least a first of the numerical digits.
`
`Embodiments employing the principles of the present invention,
`
`25
`
`advantageously benefit from a profile language system that does a faster, cheaper and
`
`more accurate job of matching job requirements to engineering candidates than do
`
`artificial intelligence (AI) systems or technical recruiters. The profiles are stored in the
`
`aforementioned database which is accessible to hiring managers. Hiring managers
`
`therefore have direct access to the self-service profile database, facilitating the rapid
`
`30
`
`identification of qualified candidates -- reducing the workload of HR (human
`
`Monster Worldwide, Inc. Exhibit 1023 (p.5/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.5/44)
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`resources) personnel, and significantly reducing the need for contract technical
`
`recruiters and the expense of outside agency fees.
`
`Using the profile language on a corporate Web site shifts a significant and
`
`, growing data-input load from a company onto the candidates. Connecting the profile
`
`database to the Internet allows the company to easily collect, screen and archive very
`
`large numbers of candidates, significantly reducing the need for outside recruiters and
`
`agencies. Accessing the profile database, a hiring manager can search, for example,
`
`100,000 candidates in a few seconds for 'all qualified individuals compared to searching
`
`a 100,000 record resume file using key word searches and then reading the resumes,
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`10
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`easily a four-to—six hour task. The larger the database, the fewer the agency fees.
`
`Depending upon the company, outside agency fees are paid in anywhere from 20-to—60
`
`percent of hires and this could be cut anywhere from 50-to—75 percent.
`
`The above features can significantly reduce both the ”cost-per—hire” and “time—
`
`to—hire” aspects of hiring a candidate. In general, cost savings can be derived from four
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`15
`
`principal categories: reduced recruiting costs, reduced agency fees, reduced travel costs
`
`and more productive personnel. A number of factors contribute to such savings.
`
`First, once the company's Web site is operational, candidates can easily and
`
`quickly be added to the database at little cost. The larger the database, the fewer the
`
`fees. Second, the precision of the profile matching system reduces the probability that
`
`20
`
`qualified individuals in the database are being overlooked (Qualified candidates are
`
`often missed in existing databases due to the complexity and imprecision of current
`
`‘ search methods). Third, it is possible to search third—party profile databases and pay
`
`small match fees rather than large agency fees. Fourth, in-house candidates can be
`
`identified from profile databases of current employees. Fifth, the in—house database
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`25
`
`becomes a source of new candidates by e—mailing openings to disinterested candidates
`
`and asking for referrals. Using the Internet as the primary input and communications
`
`link with candidates significantly reduces telephone-tag (many candidates are
`
`notoriously difficult to reach by phone, but use e-mail regularly), thereby reducing
`
`turn-around time and cutting both labor and communications costs. E—mailing job
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`30
`
`descriptions to candidates in the database promotes additional ”referrals” as
`
`uninterested candidates can easily pass the “opportunity” on to associates.
`
`4
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`Monster Worldwide, Inc. Exhibit 1023 (p.6/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.6/44)
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`Moreover, the confidential nature of the profile language allows for the
`
`development of and access to third party profile databases, further expanding the
`
`universe of candidates. HR personnel are freed from the technical screening process,
`
`, allowing them to better manage the logistics of the interviewing and hiring processes.
`
`The profile system can be used to create a database of in—house skills for identifying
`existing employee candidates via an Intranet. This capability is invaluable to large
`
`companies and to companies acquiring and integrating other technical organizations.
`
`HR productivity is significantly improved through computerized candidate tracking
`
`and logging, reduced paper work and improved communications and record keeping
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`10
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`between hiring managers and HR. Reporting for EEO (Equal Employment
`
`Opportunity) compliance is also facilitated. Better candidate tracking prevents
`
`qualified candidates from falling through the cracks. The interviewing process is faster
`
`and more effective with automated scheduling and coordinating of interview teams
`
`and the networked distribution of interview forms and questionnaires.
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`15
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`Travel costs are reduced by elimination of unnecessary expenses associated with
`
`bringing in inappropriate candidates or the same candidate for multiple interviews.
`
`As many as 20 percent of candidates interviewed require paying travel costs. These
`
`costs can be reduced by getting more candidates from the local area due to a
`
`company's much larger database and the ability to inexpensively tap third party
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`20
`
`profile databases for local candidates. Advertising costs are reduced as the number of
`
`candidates increases on the Internet and in the profile databases. Double or triple
`
`agency fees are eliminated due to better tracking of resumes and candidate sources.
`
`Quality information is available to HR and operating management to accurately track
`
`”time-to—hire” and ”cost—per-hire.” Accurate and up-to—date salary surveys can be
`
`25
`
`created from the profile database, saving on expensive third—party surveys.
`
`These and other features and advantages of the invention will be understood by
`
`considering the following detailed description of certain preferred embodiments. In
`
`the course of this description, reference will be made to the attached drawings.
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`Monster Worldwide, Inc. Exhibit 1023 (p.7/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.7/44)
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`BRIEF DESCRIPTION OF THE DRAWINGS
`
`Figure 1 is a high—level block diagram of an Internet based recruiting system
`
`,
`
`that employs the principles of the present invention.
`
`Figure 2 is a flow chart illustrating use of the recruiting system by a hiring
`
`manager.
`
`Figures 3(a) and 3 (b) are flow charts illustrating use of the recruiting system by
`
`a candidate.
`
`Figures 4(a) and 4(b) are flow charts illustrating further details of Figure 3.
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`10
`
`Figure Sis a block diagram showing major functional components of a preferred
`
`embodiment of the recruiting system of Figure 1.
`
`Figure 6 is a block diagram illustrating organization of the information 120 of
`
`Figure 1.
`
`Figures 7, 8(a) and 8(b) are flowcharts illustrating operation of automatch
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`15
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`module 502 of Figure 5.
`
`DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS
`
`In Figure 1 of the drawings, a Recruiting System (RS) 100, which employs the
`
`principles of the present invention, exchanges information with a publicly available
`wide-area network such as the Internet 102 and a private network such as an intranet
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`20
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`104. RS 100 transmits and receives information by way of World Wide Web (WWW)
`
`pages that are accessed by conventional browser software, such as Netscape Navigator
`
`available from Netscape Corp., or Internet Explorer available from Microsoft Corp.
`
`Such browser software allow a user to View and transmit data in a variety of formats
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`25
`
`30
`
`including text and HTML (HyperText Markup Language). Web pages 116 and 118
`
`typically correspond to Web pages provided by an organization to allow those from
`
`within and outside the company to View and submit various information. WWW page
`
`116 is typically publicly available for viewing and use by applicants who are not
`
`employees of a company. Web page 118 is typically available only to employees of a
`
`company who have access to information contained on the companies Intranet. Pages
`
`116 and 118 are shown separately for purposes of explanation. Such pages may well be
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`6
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`Monster Worldwide, Inc. Exhibit 1023 (p.8/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.8/44)
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`one and the same page if no differences are desired or required in information
`
`available to those inside or outside an organization.
`
`RS 100 operates to receive information from a hiring manager 106, an applicant
`
`(candidate) 108, outside agencies 110 and databases 112 and 114. Advantageously,
`
`recruiting system 100 streamlines the recruitment process between job candidates and
`
`hiring companies — and within organizations. It gives hiring managers 106 more direct
`
`access to more qualified candidates 108 while giving human resources (HR) personnel
`
`a comprehensive package of security, applicant tracking and reporting capabilities to
`
`improve the control and integrity of its recruitment and hiring processes. Information
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`10
`
`entered by a hiring manager 106 to describe a position or by an applicant 108 to
`
`describe him or herself is advantageously stored in database 112 as a profile 120 that
`
`contains in a compressed format (described in more detail below) the relevant and
`
`necessary information pertaining to the position or applicant. Database 112 preferably
`
`takes the form of a conventional relational type database. Profiles 120 stored in
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`15
`
`database 112 may be designated to be confidential, meaning they are available only to
`
`specified individuals or groups of individuals. Profiles 120 designated as public have
`
`no restrictions as to their availability. Database 114 may be supplied by third parties as
`
`a source of information on candidates 106. Typically, a fee is charged by the provider
`
`of such databases for the use thereof. Databases 114 may store information categorized
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`20
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`as public or confidential. Information stored in database 114 may be stored in the form
`
`of profiles 120, as further described herein or in any one or more conventional formats.
`
`Matching module 105 operates to compare profiles of candidates with profile of job
`
`openings.
`
`Figures 2, 3(a), 3(b), 4(a) and 4(b) illustrate use of RS 100 by hiring manager 106
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`25
`
`and applicant 108. Turning to Figure 2, hiring manager 106 opens a new job
`
`requisition, step 202, edits the requisition, step 204, and submits it for approval, step
`
`206. Steps 204 and 206 are repeated to modify the requisition until it is approved, step
`
`208. The job requisition is preferably a free—form text description of the specific job
`
`responsibilities.
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`30
`
`If the job requisition is determined at step 210 to be open to outside sources
`
`(such as candidates 106), then job profile 120 is created at step 212 by the hiring
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`Monster Worldwide, Inc. Exhibit 1023 (p.9/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.9/44)
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`manager 106. The job profile 120 is advantageously created by way of a simple, point—
`
`and-click, hierarchical, drill-down process. The resulting job profile 120 is a
`
`standardized datapacket containing the discipline, skillset and experience required to
`
`_ fill a new job opening. Once generated, approved, the job profile 120 is automatically
`
`posted to the company’s profile-matching database 112 at step 214, and a text version
`
`is posted, at step 216, to the organization’s Web site (116, 118) as a new job opening.
`
`Job seekers 108 coming to the company’s Web site 116, 118 may then review
`
`opportunities. To apply for a specific opening they are instructed to use a similar
`
`hierarchical, drill-down menu containing professional, technical and recruitment
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`10
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`terminology. This process automatically and quickly creates a personalized profile
`
`known as a candidate profile. A candidate profile is a standardized datapacket
`
`containing an individual’s professional expertise. It preferably includes:
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`20
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`25
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`a)
`
`b)
`
`c)
`
`d)
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`professional level (officer, director, individual contributor, etc.)
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`discipline (engineer, lawyer, accountant, etc.) and
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`skillset (C++ programming, environmental law, etc.) and
`
`experience levels (numbers of year, competencies, etc.)
`
`The foregoing types of information are merely illustrative and other information
`
`that may be considered in the living process can also be included in the candidate
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`profile 120.
`
`The creation of candidate profile 120 is designed to encapsulate an individual’s
`
`capabilities and interests, and their contact information, including their e—mail address.
`
`(The candidate has the option of including their name, employer and/ or attaching a
`
`resume. When the individual has finished defining his qualifications, the new
`
`candidate profile 120 is submitted to the database 112.
`
`Figures 3(a) and 3(b) illustrate use of RS 100 by a applicant 108. The applicant
`
`using a personal computer or device with similar functionality logs onto the RS 100 at
`
`step 302 by way of web pages 116 or 118. The applicant 108 then enters salary related
`
`information at step 310 or 312 depending on whether the salary information represents
`
`hourly pay or non-hourly (professional pay) (see, step 304). Steps 310 and 312 are only
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`30
`
`performed if the applicant 108 is a new user of RS 100 as determined by steps 306 and
`
`308, meaning that the applicant 108 has not previously entered information into RS
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`Monster Worldwide, Inc. Exhibit 1023 (p.10/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.10/44)
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`100. If the applicant 108 has previously used RS 100 to enter salary information, then a
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`salary profile page (314, 316) is provided to allow the applicant to View and edit
`
`previously entered salary information.
`
`Figure 3(b) illustrates the information entered by the applicant 108 for steps 310
`
`or 312 of Figure 3(a). At step 330, the applicant 108 enters an electronic mail (e—mail)
`
`address and a user identification (ID). The e-mail address supplies the information
`
`necessary for a hiring manager 106 to communicate with the applicant 108.
`
`Communication by e—mail is rapid, inexpensive and easy to use and is therefore a
`
`preferred means of communication. However other methods of communications may
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`10
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`be effected by entry of appropriate information such as a phone number, facsimile
`
`number or postal address. The applicant 108 controls release of any and all private
`
`contact information and can specify that contact not be made by e-mail. The user TD
`
`provides a unique, and confidential, way of identifying the information entered by the
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`applicant 108. At step 332 the applicant 108 enters a category of the position being
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`sought. For example, the category may be technology, medicine, law or finance. Next,
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`at step 334, the job level is entered, such as vice-president, director, manager, partner,
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`individual, chief. Next, at step 336, the discipline within the category entered at step
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`332 is entered. Examples of disciplines include, hardware, software, surgeon,
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`specialist. Next, at step 338 the area of specialty is entered, such as aerospace,
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`20
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`communications, real estate law, brain surgery. Next, at 340, the information entered
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`at steps 330-338 is stored to database 112. The applicant 108 then goes to the salary
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`profile page 314/316.
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`Matching module 105 generates matches between candidate profiles and open
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`job profiles. When the matching module 105 profile database 112 detects a match
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`25
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`between a job profile and a candidate profile, the system 100 notifies the hiring
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`manager 106 that a qualified candidate 108 has just applied for an open position. The
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`hiring manager 106 may then View the candidate’s profile information. The manager
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`106 then has the option of contacting the candidate by e-mail to get additional
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`background or, through HR, set up an interview. Non—matching profiles are saved and
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`30
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`the database begins to grow. When the next job profile is submitted, the matching
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`module 105 identifies all of the candidate profiles that match the new job’s
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`9
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`Monster Worldwide, Inc. Exhibit 1023 (p.11/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.11/44)
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`WO 99/17242
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`PCT/US98/20633
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`requirements. If the match results in too many or too few candidates, a manager can
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`alternatively tighten or relax skill requirements to arrive at the best short-list of
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`qualified candidates. The applicant 108 can periodically, access the web page 116, 118
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`to determine if any matches with job openings have been made. Advantageously, the
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`web page 116, 118 accessed by the applicant 108 to check the status of matches is
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`confidential to each particular applicant. If a match has been made then the applicant
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`can read the accompanying job description and elect to release further information
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`about the applicant or reject the position. In addition to automatching, in which the
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`matching module 105 periodically, without specific user invocation, performs
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`matching, the applicant 108 can use the EPL matching module 105 to manually search
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`the database 112 or, if access is permitted, the database 114. Alternatively, if the
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`applicant does not wish to periodically access the pages 116, 118 then an option can be
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`selected to be notified of job matches by other notification mechanisms such as e-mail,
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`fax, pager or mailing of a postcard.
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`The principal advantage of the profiles described herein is that both the hiring
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`managers 106 and the candidates 108 are now ”speaking” the same language. This
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`makes it fast and easy for the database to match job opening with only qualified
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`candidates without the intervention of highly—paid technical recruiters or the reliance
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`on resume automation software. The system automatically filters out all the
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`unqualified applicants taking an enormous load off the organization.
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`Since candidates 108 have the option of submitting confidential profiles — with
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`anonymous e—mail contact information — currently employed individuals may post
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`their qualifications to the profile database 112 and wait to be notified when a position
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`for which they are qualified becomes available.
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`Once qualified candidates have been identified from the profile database, they
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`are automatically inserted into software that tracks, manages and reports on the
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`internal interviewing and hiring processes — significantly reducing paperwork and
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`accelerating the time—to-hire.
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`10
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`15
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`20
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`25
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`Alternatively, hiring manager 106 may generate queries to the database 112.
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`30
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`Figure 4(a) shows steps performed by hiring manager 106 on applicant profiles 120 in
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`database 112. At step 402, the hiring manager generates a query to the database 112
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`Monster Worldwide, Inc. Exhibit 1023 (p.12/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.12/44)
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`and reviews information from retrieved profiles 120. Applicants 108 that are not
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`qualified, step 404, are marked as being rejected for the position under consideration.
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`If the candidate is qualified then, if at step 408 the candidate is from outside the
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`, organization, contact information regarding the candidate is requested at step 410 from
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`database 112. This request is made to the database 112. If the candidate is from within
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`the organization, then at step 412 an interview, in—person or telephone is set up. The
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`hiring manager 106 accesses the RS 100 by way of web page 118 which provides a
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`confidential input and output mechanism for each hiring manager. The information
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`provided by web page 118 allows entry and tracking of multiple job openings and
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`10
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`multiple candidates. In addition to automatching the hiring manager 106 can cause
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`manual searching of the database 112 for potential candidates by generation of job
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`profile. The hiring manager 106 is advantageously allowed to View potential
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`candidates at each level of the profiling process.
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`Figure 4(b) shows the steps taken when contact information is requested at step
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`15
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`410. RS 100 causes an e-mail message to be sent to the candidate. The e—mail message
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`informs the candidate at step 420 to query the web page 116/ 118 to receive information
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`regarding the position or positions the hiring manager 106 has determined are suitable
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`for the candidate. If the candidate is interested in pursuing the position(s) (step 422)
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`then the candidate sends an affirmative response (step 424), which may include further
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`20
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`contact information to the RS 100, which causes the hiring manager 106 to be so
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`notified. If at step 422 the candidate decides to not pursue the position(s), then at step
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`426, the candidate sends a negative response to the RS 100, which causes the hiring
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`manager 106 to be so notified.
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`When hiring manager 106 generates a query at step 402, third-party database
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`25
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`114 may also be reached in response to the query. The hiring manager may be
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`provided with the option of including third-party database 114 in a query, or
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`alternatively, inclusion of such database may be transparent to the hiring manager 106.
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`Recruiting system 100 is preferably implemented with a plurality of software
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`modules that manage and improve communications both between hiring managers
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`30
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`and HR personnel and within the HR department to further speed the hiring process
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`and streamline the in-house work flow. Figure 5 of the drawings illustrates the major
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`Monster Worldwide, Inc. Exhibit 1023 (p.13/44)
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`Monster Worldwide, Inc. Exhibit 1023 (p.13/44)
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`functional components of RS 100. The software modules shown in Figure 5 preferably
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`operate in a networked environment and are designed to run in Microsoft
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`environments and to communicate with commercially available resume tracking and
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`SQL (Structured Query Language) database products. It should be noted that the
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`implementation of RS 100 shown in Figure 5 is merely illustrative of an exemplary
`
`embodiment. The exact manner in which the functions performed by RS 100 are
`
`implemented is not critical, and numerous variations will be apparent to those skilled
`
`in the art in View of the description herein.
`
`Automatching is performed by an automatch module 502 which preferably
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`10
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`takes the form of a stand alone module that runs on a single use computer connected to
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`the database 112. The automatch module 502 performs matching based on simple text
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`strings that are compiled from drill downs, explained in further detail in connection
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`with Figures 6, and 7. The complete profile of a candidate may be broken down into
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`the following parts:
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`Part 1 — Focus and skills, e.g. general profession (engineer, lawyer, sales,
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`technician)
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`Part 2 - Field,