Abstract:
System and apparatus to send candidate resume to job offers published in any of the medias while keeping candidate privacy and increasing effectiveness in finding the best candidate for job offer. The system is based on the ability to compare candidate results from third parties matching systems and increased effectiveness in tracking candidates in recruitment process.

Description:
FIELD OF THE INVENTION 
       [0001]    The present invention relates to web based system and tools for matching candidates profile against job offers collected from all available medias and managing candidate and Job offerors to maximize handling efficiency while keeping candidate privacy. In particular, the present invention relates distributed database systems for matching Candidate/Offer related information over the Internet/Intranet and tools for managing and handling candidate recruitment filtering process. 
       BACKGROUND OF THE INVENTION 
       [0002]    The main source for job offers advertising is based on printed media (papers), head hunters (HR companies and agencies) and job related web sites. 
         [0003]    Candidates (users) can apply for job offers or initiate job seeking by direct approaching potential Job offerors (jobs). 
         [0004]    Common ways to seek job offers are to: (a) apply to printed media job opportunity, (b) register to one or more HR companies/agencies that matches job seeker profile with their available job offers and distribute matching job seeker details and profile to potential job offer, and (c) apply to web based job offer or register to one or more jobs related web sites that matches job seeker profile with job offers. 
         [0005]    In many of these approaches, candidates private details are exposed without control, and without the ability to know the exposure rate. In the current situation, candidates need to decide whether to expose their private details or not apply. In order to increase job offer opportunities, job seekers sometimes register to all possible job seeking approaches and therefore on resume change need to update their profile in all HR agencies and job related web sites they are registered to. 
         [0006]    Not only that candidate privacy is not possible, current job application does not support full advantage and effectiveness of the accelerating internet services in matching and filtering candidate to job opportunities from all available job offering medias. 
         [0007]    Following are some of the problems raised from the current situation:
       Job seekers problems:
           Discretion: Candidates using HR companies and agencies or using job related web sites to search for job opportunity cannot control the way their private information are handled. More than this, even when applying to printed media advertised job offer, candidates need to send their private information in order to allow Job offeror to contact them for further job recruitment procedures.   Updates: Candidates that need to update their resume needs to repeat the update for all job related service provider.   Inconsistency: due to different job related service provider approach, candidates may be ranked differently, and therefore may be ranked in a bad position relating to other candidates. In this case, the chances are that candidate profile will not be reviewed by the Job offeror.   Tracking: Candidates need to track all job related service provider in order to find out for new job offers. Sometimes candidates miss job opportunity due to late application. Some job related web site offer automatic matching procedure to help prevent such job opportunity loss, but due to the inconsistency, it is not sure that the Job offeror will review their profile.   Over exposure: Due to this multi registration and proactive initiated job seeking, Job offeror may encounter candidates resume and profile more then once for the same job offer, which generate psychological rejection. Since multiple companies may distribute candidate resume, each with different matching approach, it might happen that Job offeror encounters candidate resume for various different offers, which also generate psychological rejection.
               When candidate private details are also massively exposed to employers, it may cause long-term psychological rejection when encountering candidate name for new job offers.   This kind of filtering can cause frustration and low self-esteem to candidates that are not invited for job interview.   
               
           Job offeror problems:
           Inconsistency: Job offeror encounter same problem as job seeker but from Job offeror point of view. Job offeror may encounter multiple profiles for the same candidate, which causes overhead in recruitment process.   Tracking and management: while reviewing candidate profile, Job offeror may save candidate profile for future job offer.   
               
 
         [0019]    Short time after issuing job offer, Job offeror may find that job seekers profile is not updated any more and candidates changed status to working. Thus, Job offeror need to re-issue job offer in order to get updated profiles. This may happen even though Job offeror is using a single HR company to find candidates. This happen since candidates are registered in many HR companies and many job related web sites, and candidates are approached from multiple source.
       Uncertainty in finding the best candidate: Companies and job related web sites that uses automatic or semi automatic rating mechanism may use different priorities, thus resulting in different rating for a candidate for the same job offer. This may cause the lower rated candidate to be more qualified to a job offer than the top rated candidate. Since Job offeror usually read and examine the top rated candidates, they may not examine the best candidate for the job offer, even though the candidate was on the rated candidates list.   Multiple HR agencies/company limitation: Since Job offeror from convenience and expenses reasons, usually select a few source for HR companies or agencies. This may cause them to loss the best candidate since the candidate is registered to other HR company, or other HR company rated the candidate higher, or other HR company responded faster to the candidate profile or from other reasons.   Inconvenience: Usually, HR companies uses proactive methods to deliver candidates profiles to Job offeror, which means sending fax or email to the Job offeror as opposed to Job offeror seeking changes in a job offer status on the web or using job offer managing tool to track job offer and candidates status. This may cause inconveniency tracking candidates and job offers and may cause failure to select the best candidate from the candidates presented to the Job offeror.   Managing candidate screening from candidate resume database: After Job offeror HR people select candidates to process from the whole list of candidates, usually, selected candidates are transfer for professional assessment to relevant profession related people in the company which return the candidate to HR people, transfer the candidate for second opinion or use additional external sources for professional candidate examination. People involved in candidate recruitment are not aware at all times to the status and profession assessment of the candidate. Even when transferring the candidate recruitment data via emails, it is inconvenient to track for the related candidate last updated email. It is more critical when there is a need to compare various candidates assessment.       
 
         [0024]    HR companies/agencies problems:
       HR companies are facing the same problems as Job offerors. In addition, HR agencies cannot use job offers existing in other web sites or HR companies to matched their candidates.       
 
         [0026]    Current situation problems are:
       Candidates loss control on their private details.   It is common that Job offeror encounter same candidate profile more than once.   It is common that HR people must be involved in all stages of recruiting and choosing candidates.   Job offeror not always receive the best candidate in the market and candidates mostly are ranked according to the HR company criteria or job related web site criteria.       
 
         [0031]    The Internet is a powerful tool and if used correctly can increase process effectiveness, including job seeking and job offering, while keeping candidates and/or employers privacy. 
         [0032]    Therefore, what is needed is a method and system that answer current problem and supply efficient way to handle job offers and candidate profiles, by means of:
       Handling job seeker privacy confidential and revealing private information in coordination with job seeker.   Handling all candidate profile in a way that will minimize candidate multi appearance to Job offeror.   Handling candidate profile in a way that candidate will apply its profile only once, and may have variation of their profile for different job profiles.   Allowing integration of new and existing filtering and sorting.   Allowing parametric Filtering and ranking mechanism to allow Job offeror, job related web sites and HR companies their preferred ranking method.   Allow Job offeror to manage job offers against candidate profile, progress and status.       
 
       BRIEF SUMMARY OF THE INVENTION 
       [0039]    Background of the Invention indicates some existing problems in job related processes. This invention defines system and method for increasing matching candidates to job offers efficiency, while keeping candidate and employers/HR companies privacy. This invention further defines tools to effectively control candidate recruitment process, including:
       Centralized web based database for jobs, candidates and affiliate information.   Candidate enrolment system, generate user unique code per candidate   Affiliate enrolment system   Multi level Job/candidate matching system, including this invention matching system and 3ed party matching system.   Candidate resume distribution using user unique code, saving user private details confident.   Candidate job control system   Affiliates job/candidate control system, including job/candidate benchmark based on multi level matching system results.   And more       
 
         [0048]    These system block allows all parties in job/candidate matching process to better perform by means of accurate and fast matching procedure that matches against central site database, affiliate database and 3ed party database. 
       DEFINITION LIST 
       [0049]    Following are term definition that will be used throughout the specifications:
       “Central site”—Centralized database for job offers, candidate profile, company profile and HR agencies together with an interface that allows:
           Candidate registration and “User unique code” issuing to allow candidate to apply their profile in a discreet way.   “Job offeror” to issue new job offer and manage it further on, select and work closely with its HR companies partners.   HR companies to add candidates and/or job offers and work closely with its candidates and “Job offerors” and manage all its job offers.   Candidates profile to be matched and rated against job offers, and compares matching results from third party to increase results accuracy and efficiency.   
           “Basic registration”—Registration of candidate private information that may include username/password, names, phones, address, electronic contact details like ICQ, Messenger, Skypee and the like. This “Basic registration” is finalized by issuing a “User unique code” to be used as the candidate contact information throughout all job seeking activity.   “Occupational profile”—candidate profile that includes all candidate jobs related profile such as education and degrees, courses, language, experience and the like. This job related profile is acquired using the “Central site” non-private contact forms.   “Full registration”—“Central site” registration after filling both “Basic registration” and “Occupational profile” forms.   “User unique code”—unique code composed of alphanumeric characters. This “User unique code” is used by the candidate throughout job seeking activity. Candidates required to send their profile to job offer found in the printed media and/or any other media that allow them to apply by sending resume, will instruct the “Central site” to send their profile to the Job offeror. Instead of user private contact details and name, candidate profile will include his “User unique code” together with the “central site” contact details like emails and phone that will expose candidate details per demand and candidate approval. Candidates required to fill up their private information to web sites that are not connected to the “Central site”, will fill in their “User unique code” together with the “Central site” contact details like emails and phone, that will expose candidate details per demand and candidate approval. Web sites that are connected to the “Central site” will allow issuing the “User unique code” for registered candidate or allow the candidate to link to registration process in the “Central site”. Same apply to HR companies. “User unique code” should be computer generated or any other code that is unique. In the preferred embodiment of this invention, this code should be a secure computer generated unique code.   “Record number”—Identifier for candidate with “User unique code” to allow convenient result comparison for results from various web site that matches candidate and job offer. “Record number” is unique for “User unique code”.   “Convenience buttons”—buttons presented in connected web site to allow candidates to access “Central site” by means of username/password for retrieving “User unique code” and/or “Basic registration” information and/or “Occupational profile” from the “Central site”. The information retrieved is applied directly to connected web site forms.   “Job offeror”—company or HR agency that issue job offer for their purposes or for companies represented by them.   “Candidate status”—status defined for candidate by the “Job offeror” while reviewing the candidate for the position. Status may include “interview scheduled”, “freeze”, “rejected”, “terms review”, “accepted” and the like.   “Candidate control page”—dedicated page related to a candidate per job offer, this page includes all activities related to the candidate while reviewing the candidate. It includes transfer table, recommendation, notes and “Candidate status”.       
 
     
    
     
       BRIEF DESCRIPTION OF THE SEVERAL VIEWS OF THE DRAWING 
         [0064]    The present invention is better understood upon consideration of the following detailed description and the accompanying examples in conjugation with the drawings in which: 
           [0065]    PIC  1 . Is a simplified pictorial illustration of a network constructed in accordance with the preferred embodiment of the present invention, wherein all job related web servers and employers servers and HR companies servers and “Central site” server are connected to the Internet or to employers intranets or HR companies intranets together with other computers that are not part of jobs and candidates databases. Employers and HR companies Intranets have access to the Internet. Employers and HR companies job related servers can be accessed from the “Central site”. 
           [0066]    PIC  2 . Is a simplified pictorial illustration of the way candidate can apply to printed media job offers without exposing private information without need.
       a. First method—Candidate access “Job offeror” directly:
           Step i. Candidate send resume to “Job offeror” with “Central site” contact information and “User unique code”.   Step ii. “Job offeror” interested to return to the sending candidate, connect according to the contact information to the “Central site”.   Step iii. “Central site”, according to candidate preferences and “Central site” policy, send candidate information to “Job offeror” for further recruitment procedure.   Step iv. “Job offeror” connect directly to the candidate.   
           b. Second method—Candidate access “Job offeror” via “Central site”:
           Step i. Candidate sends a copy of the job offer to “Central site” together with “User unique code”.   Step ii. “Central site” verify that job offer is already registered, and if not, register this job offer in the “Central site” and matches this job offer against registered candidates.   Step iii. If user profile matched job offer, “Central site” send resume to “Job offeror” with “Central site” contact information and candidate “User unique code”.   Step iv. “Job offeror” interested to return to the sending candidate, connect according to the contact information to the “Central site”.   Step v. “Central site”, according to candidate preferences and “Central site” policy, send candidate information to “Job offeror” for further recruitment procedure.   Step vi. “Job offeror” connect directly to the candidate.   
               
 
       
    
    
     DETAILED DESCRIPTION OF THE INVENTION 
       [0079]    The invention is a weighted system that takes into consideration most of the possibilities and factors to effectively assign best job seekers to job offers from candidates/companies and HR companies point of view. 
         [0080]    This invention is based on a central web based system that generates “User unique code” for candidates which can be used when applying to job offers published over all medias, including printed media. This code accompanied with “Central site” contact information is used for “Job offeror” to contact the applying candidate. 
         [0081]    “Central site” is a modular system based on issuing “User unique code” for candidates and value added adds-on services for candidates, companies and HR companies. 
         [0082]    “Central site” matches candidates data to job offers registered in the system and apply with matched candidates for matching job offers. 
         [0083]    Central site matching system enable job definition that include: register various parameters and keywords, indicating conditioned and ranked preferences for and between parameters and keywords reflecting suitable users for job offer; and enabling registered user to fill various parameters and keywords regarding job occupational profile. 
         [0084]    Central site matching system allows also special job personality characteristics that meets the needs of the job offer selected category, enabling companies to indicate preferred characteristics for the job. User applying for the same job category is presented with characteristics suitable to the profile occupation category to select from. 
         [0085]    These parameters and keywords are matches against each other while taking in consideration keyword and parameter ranking like must have, advantage, recommended for coarse screening and job offeror parametric ranking for best match user to company job offer. 
         [0086]    In addition, “Central site” offers companies and HR companies tools to compare matching results from “Central site” and/or third party matching process for their job offers. 
         [0087]    New registered candidate to the “Central site” is assigned a “User unique code”. 
         [0088]    Candidates can register using the “Basic registration” or “Full registration” procedure. “Basic registration” allow candidates to apply to job offers published over all kinds of medias. “Full registration” also allows candidate profile to be matched against companies and HR companies job offers, some of these job offers are inserted to the system as candidate initiative in order for the system to apply for those job offers. 
         [0089]    Companies and HR companies can register their candidate/allow their candidates to register to the “Central site” and be matched against job offers at their own web site or at “Central site”. These candidates when registered by companies and HR companies to the “Central site”, will be presented to the related company or HR company with full details as opposed to other non-related companies and HR companies that are presented discreet user information. When non-related company or HR company request to reveal candidate information, the request is transferred to the related company or HR company for approval. Request for details reveal for candidate registered to the “Central site” via multiple companies and/or HR companies and/or “Central site”, will be transfer to one of the companies according to candidate preferences and “Job offeror” selection. 
         [0090]    Third party job web sites that are connected to the “Central site” will present “contingency buttons” to allow fast access to “User unique code” and/or “Basic registration” information and/or “Occupational profile” from the “Central site”. The information retrieved is applied directly to connected web site forms. Non connected web sites may present “partner button” that will direct candidate to register in the “Central site” and credit the web site with reward according to “Central site” policy. 
         [0091]    Candidate may create and update multiple versions of its profile. 
         [0092]    In order to keep Candidate status updated, “Central site” system offers incentives for candidates that keep their status updated. For example, stop charging candidate for special services or issue a user profile related coupon and the like. 
         [0093]    Matched candidate with multiple registrations is presented in continuity order starting the best-matched entry. Different candidates are identified using color change and/or new candidate icon and/or the like. 
         [0094]    Different people have different approach regarding user interface and other considerations to prefer certain web sites over other web sites. This is causing a normal distribution of candidates and “Job offerors” over multiple web sites. This invention allow “Job offerors” to compare matching results from various web site to get weighted results to reflect “Job offeror” preferences as follows: 
         [0095]    “Job offerors” that publishes their offers over some web sites, are presented with candidate results from various web sites in a comparing table. “Job offeror” can then select its preferred web sites matching results. Comparing table presents candidates rows in web sites columns, where same candidates are presented with the same “Record number” retrieved from the “central site” and for comparison conveniences are presented with same color and/or other convenience indications. “Job offeror” may also define one of the compared results web sites as a reference guide for the comparison and matched candidates are presented in non-reference column with the “Record number” in the reference column for fast comparison. 
         [0096]    This compare is based on per job offer matching results retrieved from connected job related web sites or HR companies. Matching results retrieval can be automatic or manual according to collaboration level with the connected job related web site or HR company. Automatic retrieval is done online and manual depends on Job offeror HR to retrieve candidates unique code results from the non-collaborating web site. This solution of comparing results by candidates unique codes, even if done manually, helps Job offeror to find and identify the best candidate to each job offer. Usually job related web site allow Job offeror to register the job number or code as it registered at its own system. In case job related web site does not allow it, Job offeror will manually select the web site referenced job offer number or code to compare results between some job related web sites. 
         [0097]    “Job offeror” may also change matching result status in order to eliminate the need to revisit already visited candidates or eliminate candidates that does not comply with job request. 
         [0098]    This invention also allows “Job offerors” to use candidates tracking tools to record candidate evaluation, transfer the candidate to company internal or external examination. This tool also can define candidate specific calendar, task list, contacts and the like. Related authorized people, may at all time track candidate progress in recruitment process. Company authorized people may also examine “Candidate status” and evaluation for other offers using “general status” report. 
         [0099]    “Central site” allows candidates to apply for job offers published on all kinds of medias in a discreet way thus contributes to matching process that will result in best candidate for job offers over several web site. Thus, creating base for strategic collaboration between web site for the benefit of all parties in assigning candidates to job offers.