Abstract:
A method of selecting a candidate for a job including the steps of: receiving at a server at least one candidate profile from at least one candidate; receiving at the server at least one job description for a job from an employer; processing at the server the at least one candidate profile and the at least one job description; determining at the server a most compatible candidate profile or profiles from the candidate profile or profiles and the job description; and transmitting the most compatible candidate profile or profiles to the employer.

Description:
FIELD OF THE INVENTION 
       [0001]    This invention relates generally to a method and system for selecting labour resources. In particular, the invention relates to a method and system for selecting a candidate for a job. 
       BACKGROUND OF THE INVENTION 
       [0002]    Many employers need staff on a casual or short-term basis such as in the construction industry and usually at short notice. However, specialised trades require certain expertise and for staff to hold certain accreditations. For example all construction workers in Queensland, Australia must have a White Card in order to work on a construction site. 
         [0003]    In order to determine whether a candidate is suitable for a particular job, it is necessary for a recruitment agent to manually compare a candidate profile with job requirements. However, manually comparing a candidate profile with job requirements can be time consuming and therefore costly to perform. In addition, this manual comparison can be prone to error. For example, prime candidates may be overlooked or missed. 
         [0004]    Some employers need several candidates to perform a particular job. For example, a builder may need several bricklayers. At present, manual systems exist to manage the candidates, for example using a calendar. However, again, such manual systems are prone to error and are difficult to follow. 
         [0005]    There is therefore a need for an improved method and system for selecting labour resources. 
       OBJECT OF THE INVENTION 
       [0006]    It is an object of some embodiments of the present invention to provide consumers with improvements and/or advantages over the above described prior art, and/or overcome and alleviate one or more of the above described disadvantages of the prior art, and/or provide a useful commercial choice. 
       SUMMARY OF THE INVENTION 
       [0007]    In one form, although not necessarily the only or broadest form, the invention resides in a method of selecting a candidate for a job including the steps of: 
         [0008]    receiving at a server at least one candidate profile from at least one candidate; receiving at the server at least one job description for a job from an employer; 
         [0009]    processing at the server the at least one candidate profile and the at least one job description; 
         [0010]    determining at the server a most compatible candidate profile or profiles from the candidate profile or profiles and the job description; and transmitting the most compatible candidate profile or profiles to the employer. 
         [0011]    Preferably, the method includes transmitting to the employer a plurality of job status icons concerning a plurality of jobs for simultaneous display to the employer. 
         [0012]    Preferably the method includes the step of receiving at the server one or more identifications of candidates selected by the employer. 
         [0013]    Preferably the method includes the step of notifying the selected candidate or candidates. Preferably the method includes the step of receiving a confirmation from the selected candidate or candidates. 
         [0014]    Preferably, the method includes the step of transmitting a job status for viewing by the employer. 
         [0015]    Preferably, the job status indicates when a requisite number of candidates have been confirmed as being assigned to the job. 
         [0016]    Preferably, the candidate profile includes one or more of public data and private data. 
         [0017]    Preferably, the private data cannot be viewed by the employer. 
         [0018]    Preferably, the candidate profile includes a rating provided by at least one previous employer. 
         [0019]    Preferably, candidates are sorted according to the rating. 
         [0020]    Preferably, the rating cannot be viewed by the candidate. 
         [0021]    Suitably, the candidate profile includes one or more of a certification, a photo, a qualification, a geographical area, an experience level, an availability and an asking salary. 
         [0022]    Preferably the asking salary cannot be viewed by the employer. 
         [0023]    Preferably, the job description includes an overview, a certification requirement, a qualification requirement, a job salary and a geographical location. 
         [0024]    Preferably, the job salary cannot be viewed by the candidate. 
         [0025]    In another form, the invention resides in a system for selecting a candidate for a job including: 
         [0026]    a server connected to the internet, the server including: 
         [0027]    a memory coupled to a processor, wherein the memory includes computer readable program code components configured to cause: 
         [0028]    receiving at least one candidate profile from at least one candidate; 
         [0029]    receiving at least one job description for a job from an employer; 
         [0030]    processing the at least one candidate profile and the at least one job description; 
         [0031]    determining a most compatible candidate profile or profiles from the candidate profile or profiles and the job description; and 
         [0032]    transmitting the most compatible candidate profile or profiles to the employer. 
         [0033]    Preferably, the program code components include the step of transmitting to the employer a plurality of job status icons concerning a plurality of jobs for simultaneous display to the employer. 
         [0034]    Preferably the program code components include the step of receiving one or more identifications of candidates selected by the employer. 
         [0035]    Preferably the program code components include the step of notifying the selected candidate or candidates. 
         [0036]    Preferably the program code components include the step of receiving a confirmation from the selected candidate or candidates. 
         [0037]    Preferably, the program code components include the step of transmitting a job status for viewing by the employer. 
     
    
     
       BRIEF DESCRIPTION OF THE DRAWINGS 
         [0038]    An embodiment of the invention will be described with reference to the accompany drawings in which: 
           [0039]      FIG. 1  is a block diagram illustrating a system for selecting labour resources according to an embodiment of the present invention; 
           [0040]      FIG. 2  is a flow diagram showing the steps of a method of selecting labour resources according to an embodiment of the present invention; 
           [0041]      FIG. 3  is a screen shot of a job management page according to an embodiment of the present invention; 
           [0042]      FIG. 4  shows a screen shot of a job status page according to an embodiment of the present invention; 
           [0043]      FIG. 5  shows a screen shot of a job record page according to an embodiment of the present invention; 
           [0044]      FIG. 6  shows a screen shot of candidate search page according to an embodiment of the present invention; 
           [0045]      FIG. 7  shows a screen shot of a search result page according to an embodiment of the present invention; 
           [0046]      FIG. 8  shows a screen shot of a candidate profile page according to an embodiment of the present invention; 
           [0047]      FIG. 9  shows a screen shot of a recent candidates page according to an embodiment of the present invention; 
           [0048]      FIG. 10  shows a screen shot of a timesheet page according to an embodiment of the present invention; and 
           [0049]      FIG. 11  shows a screen shot of an invoice page according to an embodiment of the present invention. 
       
    
    
     DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENT 
       [0050]    Elements of the invention are illustrated in concise outline form in the drawings, showing only those specific details that are necessary to understanding the embodiments of the present invention, but so as not to clutter the disclosure with excessive detail that will be obvious to those of ordinary skill in the art in light of the present description. 
         [0051]    In this patent specification, adjectives such as first and second, left and right, front and back, top and bottom, etc., are used solely to define one element from another element without necessarily requiring a specific relative position or sequence that is described by the adjectives. Words such as “comprises” or “includes” are not used to define an exclusive set of elements or method steps. Rather, such words merely define a minimum set of elements or method steps included in a particular embodiment of the present invention. It will be appreciated that the invention may be implemented in a variety of ways, and that this description is given by way of example only. 
         [0052]    The reference to any prior art in this specification is not, and should not be taken as, an acknowledgement or any form of suggestion that the prior art forms part of the common general knowledge. 
         [0053]      FIG. 1  is a block diagram showing a system  10  for selecting a candidate for a job, according to some embodiments of the present invention. A computer in the form of a server  12  is connected to the Internet  11 , to which users, such as a candidate  13  and an employer  14 , have access. The users may access the server  12  using a web browser. The server  12  includes a memory coupled to a processor, and the memory includes computer readable program code components. The program code components are in the form of software installed on a computer readable medium, for example on a hard disk, a random access memory (RAM), or any other applicable computer readable medium. The program code components perform the method of the present invention. 
         [0054]    The present invention allows employers  14  to select a candidate  13 , or candidates  13 , for a job via the server  12  over the Internet  11 . The server  12  is controlled by a managing entity, such as a recruitment agency. The managing entity may charge a fee to the employer  14  for access to the server  12 . 
         [0055]      FIG. 2  is a flow diagram showing the steps of a method of selecting a labour resource according to an embodiment of the present invention. At step  21  candidate profiles are received by the server  11 , which has been entered by a candidate  13  using a web browser. 
         [0056]    Similarly, at step  22 , the server  11  receives a job description relating to a job the employer  14  has on offer, which has been entered by an employer using a web browser. At step  23 , the candidate profiles and the job description are processed by the server and at step  24 , the most compatible candidate profiles to the job description are determined. 
         [0057]    At step  25 , the most compatible candidate profiles are transmitted to the employer  14 , and the employer  14  selects which candidate  13  or candidates  13  to use for a particular job. 
         [0058]    An advantage of the present invention is that the candidates  13  are automatically determined rather than an employer having to manually correlate candidate profiles to a particular job. Furthermore, it is less likely that a potential candidate  13  may get overlooked by the employer  14 . Prior to using the system  10 , employers  14  and candidates  13  register by accessing a web site using a web browser. 
         [0059]    In order to register, employers  14  create an employer profile. The employer profile may include, but is not limited to, a company name, a contact name, an address, a phone number, an email address, a company number, a business number, a login name and a password. However a person skilled in the art will appreciate that other details may be provided. 
         [0060]    Similarly, a candidate  13  may register by accessing a web site using a web browser. By registering, a candidate  13  completes a candidate profile. 
         [0061]    The candidate profile may include private data and public data. The public data is visible to employers and may include, but is not limited to a name, an address, a telephone number and a photo, qualifications, certifications, an availability and a geographical area. The geographical area defines where the candidate is prepared to work. The geographical area may include regions, suburbs, postcodes or a radius from a specific location. 
         [0062]    The private data cannot be viewed by an employer  14  and may include tax details, bank account details and an asking salary and other private data. It should be appreciated, that the managing entity may determine which data is private. 
         [0063]    Optionally, before the candidate  13  is able to log into the system  10 , the candidate profile may be vetted by the managing entity. Once the, managing entity accepts a candidate  13 , an email may be sent to the candidate  13  informing them that their application has been successful and confirm their login details and password. Alternatively, the login details and password may form part of the private data of the candidate&#39;s profile. 
         [0064]    Once an employer  14  has registered, the employer  14  may log in using a user name and password. Once logged in, the employer  14  can manage jobs they have available as shown in  FIG. 3 .  FIG. 3  is a screen shot of a job management page  30  according to an embodiment of the present invention. The job management page  30  includes a title  31  and navigation buttons  32 . The navigation buttons  32  allow a user to navigate the website of the present invention as would be understood by a person skilled in the art. 
         [0065]    The job management page  30  also includes job icons  33 A . . .  33 R relating to jobs an employer has to offer. Although eighteen job icons  33 A . . .  33 R are shown it should be appreciated that the number of job icons  33 A . . .  33 R relates to the number of jobs the employer has to offer. 
         [0066]    In order to create a new job icon  33 A . . .  33 R, the employer  14  may click on a new job button  34 A. Furthermore an existing job may be edited by clicking on a job icon  33 A . . .  33 R, to highlight the job icon  33 A . . .  33 R, and clicking on an edit job button  34 B to edit the job. Similarly, jobs may be deleted by highlighting a job icon  33 A . . .  33 R and clicking a delete job button  34 C. 
         [0067]    When creating or editing a job, the employer  14  enters job requirements, including, but not limited to, an overview, a location, a qualification required, a certification required, an experience level, and a job salary. Other job requirements may be entered depending on a type of job, such as tools needed for a job. For example a plasterer may need to supply a plastering trowel. 
         [0068]    The job salary is a maximum amount the employer  14  is prepared to pay to the managing entity for a candidate  13 , should the candidate  13  be selected. In one embodiment, the maximum salary includes the candidate&#39;s salary plus all taxes and all associated employment expenses and a commission paid to the managing entity. The job salary cannot be seen by the candidate  13 . In an alternative embodiment, the employer  14  may contact the candidate  13  directly, in which case, the employer may pay a percentage of the salary paid to the candidate  13  to the managing entity. 
         [0069]    In one embodiment, once a job has been entered by the employer  14 , the server  12  determines a most compatible candidate profile or profiles from the candidate profile or profiles and the job description. Once the most compatible candidates have been determined, the. server  12  returns an identification of the most compatible profile or profiles for viewing by the employer  14 . In one embodiment only candidates  13  whose asking salary is less than the job salary minus all taxes and all associated employment expenses and a commission paid to the managing entity, are displayed to the employer  14 . 
         [0070]    Alternatively, as explained later, the employer may perform a manual search for a candidate  13 . 
         [0071]      FIG. 4  shows a screen shot of a job status page  40  according to an embodiment of the present invention. Similarly to the job management page  30  of  FIG. 3 , the job status page  40  includes a title  41  and navigation buttons  42 . 
         [0072]    The job status page also includes a plurality of job status icons  43 A . . .  43 R for simultaneous display to the employer  14 . The job status icons  43 A . . .  43 R indicate if a job has been allocated a requisite number of candidates  13 . It should be appreciated that a job may require one candidate  13  or more than one candidate  13 . In the embodiment of  FIG. 4 , Job B  43 B, Job F  43 F, Job H  43 H, Job L  43 L, Job N  43 N and Job R  43 R are highlighted thus indicating that those jobs have been allocated with the requisite number of candidates  13 . 
         [0073]    In addition, by clicking on a job status icon  43 A . . .  43 R, the job description may be viewed in a job description box  44 . The job description lists details of the job that were entered in the job management page  30 . Parts of the job description which have not been hidden, for example a salary and a rating, may also be viewed by candidates using a separate web page. 
         [0074]    An employer  14  may view details of a job on a specific day by double clicking on a job status icon  43 A . . .  43 R as shown in  FIG. 5 .  FIG. 5  shows a screen shot of a job record page  50  according to an embodiment of the present invention. Similarly to previous pages, the job record page  50  includes a title  51  and navigation buttons  52 . The job record page  50  may show a calendar  53  which details each candidate  13  being used for a particular job, together with start and finish times for each candidate  13  selected for the job. The candidates  13  may start and finish at different times of day according to the employer&#39;s requirements. Similarly to the job status page  40 , a job description box  54  shows details of the selected job. 
         [0075]    An employer may search for a suitable candidate  13  or candidates  13  using a candidate search page.  FIG. 6  shows a screen shot of candidate search page  60  according to an embodiment of the present invention. Like previous pages, the candidate search page  60  includes a title  61  and navigation buttons  62 . 
         [0076]    In order to perform a candidate search, the employer  14  enters search terms into fields. The fields may include certifications/qualifications  63 , a geographical area  64 , and a rating  65 . It should be appreciated that other fields may be included depending on the job. The rating of a candidate  14  is provided by previous employers  14  and may include factors such as timeliness and quality of work and cannot be seen by the candidate  13 . Once the employer  14  has populated all or some of the fields, the employer  14  clicks on a start search button  66 . The server  12  processes the candidate profiles and the job description and determines a most compatible candidate  13  or candidates  13  from the candidate profile or profiles and the job description. The server  12  then transmits an identification of the most compatible candidate  13  or candidates  13  determined by the server  12  as the most closely matched candidate profiles with the job description for displaying to the employer  14 . 
         [0077]      FIG. 7  shows a screen shot of a search result page  70  according to an embodiment of the present invention. As for previous pages, the search result page  70  includes a title  71  and navigation buttons  72 . 
         [0078]    The search result page  70  also includes a plurality of candidate profile icons  73 A . . .  73 G that match the search criteria entered in the candidate search page  60  of  FIG. 6 . The employer  14  may double click on any of the candidate profile icons  73 A . . .  73 G in order to view the candidate&#39;s  13  profile and is presented with a detailed candidate profile as shown in  FIG. 8 . 
         [0079]      FIG. 8  shows a screen shot of a candidate profile page  80  according to an embodiment of the present invention. The candidate profile page  80  includes a title  81  and navigation buttons  82 . 
         [0080]    The candidate profile page  80  also includes a photo  83  of the candidate  13 , a name  84  and a geographical area  85 . In order to offer the job to the candidate  13 , the employer  14  may click an accept button  86 , or press a cancel button  87  if the employer  14  does not want to offer the job to the candidate  13 . The employer  14  may select any number of candidates  13  as required. 
         [0081]    When the employer  14  offers a job to a candidate  13 , the server  12  sends a job offer to the candidate  13 . The job offer may be sent via email, SMS or by any other applicable medium. When the job offer is received by the candidate  13 , the candidate  13  sends a job acceptance to the employer. The job acceptance may be an SMS, an email or by the candidate logging into their account. Alternatively, the candidate  13  may contact the managing entity to accept the job. 
         [0082]    Once the candidate  13  has performed the job, the employer  14  provides a rating which may be viewed by employers in order to aid the selection process. Additionally, the employer  14  may provide a written review. 
         [0083]    The employer  14  may view profiles of previously used candidates as shown in  FIG. 9 .  FIG. 9  shows a screen shot of a recent candidates page  90  according to an embodiment of the present invention. In addition to a title  91  and navigation buttons  92 , the recent candidates page  90  includes recent candidate icons  93 A . . .  93 H. The employer  14  may click on a recent candidate icon  93 A . . .  93 H in order to view the candidate&#39;s profile in detail. In addition the employer  14  may provide a rating for the candidate  13  as previously described or the employer  14  may write a written review which may be viewed by other employers  14  and may count towards the rating. 
         [0084]    Once the candidate  13  has completed a job for the employer  14 , the employer  14  signs a physical timesheet which the candidate  13  uploads using a timesheet page as shown in  FIG. 10 .  FIG. 10  shows a screen shot of a timesheet page  100  according to an embodiment of the present invention. The timesheet page  100  includes a title  101  and navigation buttons  102 . 
         [0085]    The timesheet page  100  also includes a plurality of job identifications (IDs)  103 A . . .  103 C and corresponding hours worked buttons  104 A . . .  104 C and upload buttons  105 A . . .  105 C. The candidate  13  presses an hours worked button  104 A . . .  104 C corresponding with the job ID  103 A . . .  103 C and types in the number of hours worked. In order to upload a timesheet, the candidate  13  clicks on a corresponding upload timesheet button  105 A . . .  105 C. 
         [0086]    The server  12  calculates the candidate&#39;s salary from the hours worked and entered by the candidate and also a cost to the employer. The candidate  13  is then payed by the managing entity, either automatically, or manually. 
         [0087]    The employer  14  may view an amount charged for a candidate  13  and timesheets entered by candidates by navigating to an invoice page.  FIG. 11  shows a screen shot of an invoice page  110  according to an embodiment of the present invention. Similarly to previous pages, the invoice page  110  includes a title  111  and navigation buttons  112 . In addition, the invoice page  110  includes job identifications  113 A,  113 B, a corresponding cost  114 A,  114 B and view buttons  115 A,  115 B so that an employer  14  can view a corresponding timesheet. The employer  14  may pay for the cost of the candidate  13  using a pay now  116  button. 
         [0088]    Some advantages of the present invention include: 
         [0089]    1) The most compatible candidates for a job are determined quickly, and therefore the cost is reduced compared to systems that manually provide the labour services comparisons; 
         [0090]    2) The most compatible candidates for a job are less likely to be overlooked; and 
         [0091]    3) A direct link is provided between the employer and the candidate reducing the time to find suitable candidates for a job. 
         [0092]    It should be appreciated that although reference is made to jobs relating to the building industry, various alternative embodiments of the present invention may be applied to any applicable industry such as, but not limited to, Information Technology, hospitality, domestic services, agriculture, professional services, sales and mining. 
         [0093]    The above description of various embodiments of the present invention is provided for purposes of description to one of ordinary skill in the related art. It is not intended to be exhaustive or to limit the invention to a single disclosed embodiment. As mentioned above, numerous alternatives and variations to the present invention will be apparent to those skilled in the art of the above teaching. Accordingly, while some alternative embodiments have been discussed specifically, other embodiments will be apparent or relatively easily developed by those of ordinary skill in the art. Accordingly, this patent specification is intended to embrace all alternatives, modifications and variations of the present invention that have been discussed herein, and other embodiments that fall within the spirit and scope of the above described invention.