Abstract:
An automated system with multiple databases and communication methods designed to promote the sharing and transfer of useful information and data between two parties. Specifically, the system is designed for use by employers to communicate more effectively with professional recruiters in order to dramatically increase the effectiveness of matching job candidates with job requisitions. The system creates an online virtual marketplace for employers and professional recruiters to interact and conduct all phases of the recruiting process from start to finish, and thus replaces the need for other forms for recruitment. The two primary users of this system are employers and Recruiters, but there is also some interaction with the system from other entities such as job candidates. For professional recruiters the system allows for the personal tracking, search, storage, matching, and submission of job candidate information and job candidate resumes, and the ability to search, view, track, match, and submit resumes against open job requisitions nationwide. For employers, the system provides a method to post detailed job descriptions, select recruiters to work with, determine recruiting fees, receive and process resumes, coordinate and track the interview process, schedule interviews and employment testing, and receive automated invoices for successful placements.

Description:
BACKGROUND 
       [0001]    Potential employers struggle to find qualified recruits, in part because they lack good tools. The “help wanted” ad, placed, e.g. in a newspaper, is well established, but it requires employers to pay in advance for a service that may yield no results. Moreover, such an ad commonly elicits a flood of resumes, often mostly from unqualified applicants. This method can therefore entail spending extra time and money screening candidates in hopes of finding a qualified applicant. 
         [0002]    The online job board is scarcely an improvement. Although often cheaper than help-wanted advertising and possibly reaching larger pools of potential job candidates, online job boards have actually worsened the existing problems. Broader distribution of the job announcement often leads to even more applications from unqualified applicants, some of whom are not even eligible to work in the employer&#39;s jurisdiction. Screening applicants thereby becomes an even greater burden. 
         [0003]    Although multiple variants of the online job board have been tried—including, for example, integration with social networks, support for resume search engines, and allowing applicants to post video resumes—the basic idea has remained the same. Technology is still relied on to link employers to a massive pool of unscreened candidates. But algorithms have yet to be devised to determine accurately the quality of an applicant, nor the applicant&#39;s communication skills, professionalism, or attitude. 
         [0004]    An established alternative to the printed or electronic help-wanted ad is the full-service recruiting firm. A recruiter is expected to screen applicants before submitting a resume for consideration, ensuring that each applicant suits the employer&#39;s needs. A recruiter typically offers further support during interview, which may save employers&#39; time. But using a recruiting firm is costly: professional recruiters may commonly charge 20-33% of the candidate&#39;s first year base salary, although this fee is typically not payable until the employer hires a candidate referred by the recruiter. 
         [0005]    Online job boards according to the prior art commonly include programmable digital computers, although computers can serve other purposes related to recruiting and hiring.  FIG. 1  is a block diagram of an exemplary computer from the prior art. Computer system  100  includes at least one processor  105 , such as an Intel Pentium® microprocessor or a Motorola Power PC® microprocessor, coupled to a communications channel  107 . The computer system  100  further includes an input device  109  such as, e.g. a keyboard or mouse, an output device  111  such as, e.g. a cathode ray tube or LCD display, a communications interface  113 , a data storage device  115  such as, e.g. a magnetic disk or an optical disk, and memory  117  such as, e.g. Random-Access Memory (RAM), each coupled to the communications channel  107 . The communications interface  113  may be coupled to a network such as the Internet. 
         [0006]    One skilled in the art will recognize that, although the data storage device  115  and memory  117  are depicted as different units, the data storage device  115  and memory  117  can be parts of the same unit or units, and that the functions of one can be shared in whole or in part by the other, e.g. as RAM disks, virtual memory, etc. It will also be appreciated that any particular computer may have multiple components of a given type, e.g., processors  105 , input devices  109 , communications interfaces  113 , etc. 
         [0007]    The data storage device  115  and/or memory  117  may store an operating system  120  such as Microsoft Windows XP®, Linux®, Mac OS®, or Unix®. Other programs  122  may be stored instead of or in addition to the operating system. It will be appreciated that a computer system may also be implemented on platforms and operating systems other than those mentioned. Any operating system  120  or other program  122 , or any part of either, may be written using one or more programming languages such as, e.g. Java®, C, C++, Objective-C, C#, Visual Basic®, VB.NET®, Perl, Ruby, Python, or other programming languages, possibly using object oriented design and/or coding techniques. 
         [0008]    One skilled in the art will recognize that the computer system  100  may also include additional components and/or systems, such as network connections, additional memory, additional processors, network interfaces, input/output busses, for example. One skilled in the art will also recognize that the programs and data may be received by and stored in the system in alternative ways. For example, a computer-readable storage medium (CRSM) reader  124 , such as, e.g. a magnetic disk drive, magneto-optical drive, optical disk drive, or flash drive, may be coupled to the communications bus  107  for reading from a computer-readable storage medium (CRSM)  126  such as, e.g. a magnetic disk, a magneto-optical disk, an optical disk, or flash RAM. Accordingly, the computer system  100  may receive programs and/or data via the CRSM reader  124 . Further, it will be appreciated that the term “memory” herein is intended to cover all data storage media, whether permanent or temporary, including among other things the data storage device  115 , the memory  117 , and CSRM  126 . 
         [0009]    Two or more computer systems  100  may be connected, e.g. in one or more networks, via, e.g. their respective communications interfaces  115  and/or network interfaces (not depicted).  FIG. 2  depicts interconnected networks  150  according to the prior art, such as may be useful in connection with embodiments of the invention. 
         [0010]    An network  152  may, for example, connect one or more workstations  154  with each other and with other computer systems, such as file servers  156  or mail servers  158 . The connection may be achieved tangibly, e.g. via Ethernet® or optical cables, or wirelessly, e.g. through use of modulated microwave signals according to the IEEE 802.11 family of standards. A computer system that participates in the network may send data to another computer system in the network via the network connection. 
         [0011]    One use of a network  152  is to enable a computer system to provide services to other computer systems, consume services provided by other computer systems, or both. For example, a file server  156  may provide common storage of files for the workstations  154  on a network  152 . A workstation  159  sends data, including a request for a file, to the file server  156  via the network  152 , and the file server  156  may respond by sending the data from the file back to the requesting workstation  159 . 
         [0012]    As will be recognized by those skilled in the relevant art, the terms “workstation,” “client,” and “server” are used herein to describe a computer&#39;s function in a particular context. A workstation may, for example, be a computer that one or more users work with directly, e.g. through a keyboard and monitor directly coupled to the computer system. A computer system that requests a service through a network is often referred to as a client, and a computer system that provides a service is often referred to as a server. But any particular workstation may be indistinguishable in its hardware, configuration, operating system, and/or other software from a client, a server, or both. 
         [0013]    Further, a computer system may simultaneously act as a workstation, a server, and/or a client. For example, as depicted in  FIG. 2 , a workstation  160  is connected to a printer  161 . That workstation  160  may allow users of other workstations on the network  152  to use the printer  161 , thereby acting as a print server. At the same time, however, a user may be working at the workstation  160  on a document that is stored on the file server  156 . 
         [0014]    A network  150  may be connected to one or more other networks  150 , e.g. via a router  165 . A router  165  may also act as a firewall, monitoring and/or restricting the flow of data to and/or from a network  152  as configured to protect the network. A firewall may alternatively be a separate device (not pictured) from the router  165 . 
         [0015]    A network of networks  150  may be referred to as an internet. “The Internet”  170  refers to the worldwide network of interconnected, packet-switched data networks that uses the Internet Protocol (IP) to route and transfer data. A client and server on different networks  150  may communicate via the Internet  170 . For example, a workstation  159  may request a World Wide Web document from a Web Server  175 . The Web Server  175  may process the request and pass it to, e.g. an Application Server  177 . The Application Server  177  may then conduct further processing, which may include, for example, sending data to and/or receiving data from one or more other data sources. Such a data source may include, e.g. other servers on the same or different network  150  and/or a Database Management System (“DBMS”)  179 . 
       BRIEF SUMMARY OF THE INVENTION 
       [0016]    The present invention relates to systems and methods for interaction between employers and professional recruiters. More specifically, it relates to methods by which an employer may publish a job listing for review by professional recruiters, and further by which recruiters may identify candidates and submit them to employers for consideration. Flexible search facilities are provided. Facilities are also provided for the setting of the recruiter&#39;s fee for a successful placement and for employers and recruiters to rate one another. 
         [0017]    Thus, according to an embodiment of the invention, a method of selecting a candidate for a job offered by an employer, comprises matching at least one candidate profile, comprising information describing the candidate, from a candidate database that comprises a plurality of candidate profiles with at least one job listing, comprising information describing a job offered by the employer and specifying a first offer of compensation to a recruiter who refers a candidate whom the employer hires for the job, from a job database that comprises a plurality of job listings; and sending information comprised by the candidate profile to the employer. 
         [0018]    According to an embodiment of the invention, the method comprises storing at least one matched job listing in a job list. According to another embodiment, the method comprises receiving a notice that the employer associated with one of the job listings on the job list has made a second offer of compensation to the recruiter who refers a candidate whom the employer hires for the job. 
         [0019]    In an embodiment of the invention, matching according to the method comprises comparing the information in at least of the candidate profiles within the candidate database with information in at least one of the job profiles within the job database, based upon a plurality of weighted criteria. The method may comprise comparing information in exactly one candidate profile with information in a plurality of the job profiles. Alternatively, the method may comprise comparing information in exactly one job profile with information in a plurality of the candidate profiles. 
         [0020]    According to an embodiment of the invention, the method comprises providing information comprising a rating of the employer. In an embodiment of the invention, at least one job listing comprises information based on the rating of the employer. 
         [0021]    According to an embodiment of the invention, the method comprises receiving notification that the employer wishes to interview the candidate, wherein any indicia within the job listing of the identity of the employer omits the true identity of the employer, and wherein the true identity of the employer is disclosed only contemporaneously with or after receipt of notification that the employer wishes to interview the candidate. 
         [0022]    According to an embodiment of the invention, a method is provided of identifying a candidate, represented by a recruiter, for a job offered by an employer. The method comprises creating a job listing, comprising information describing the offered job and specifying a first offer of compensation to a recruiter who refers a candidate whom the employer hires for the job, within a job database that comprises a plurality of job listings; and receiving from a recruiter at least one candidate profile, comprising information describing the candidate, from a candidate database that comprises a plurality of candidate profiles. 
         [0023]    According to an embodiment of the invention, the method comprises receiving a suggested value for the first offer of compensation, the value having been computed according to an algorithm based at least in part upon the information in the job listing. 
         [0024]    In an embodiment of the invention, the method comprises recording at least one rating of at least one recruiter. The method may further comprise designating at least one of the rated recruiters as a preferred recruiter and sending a notification of the job listing to at least one designated preferred recruiter. According to an embodiment of the invention, designating at least one of the rated recruiters as a preferred recruiter is based at least in part on at least one of the ratings recorded for the recruiter. 
         [0025]    In an embodiment of the invention, the method comprises designating at least one of the rated recruiters as a blocked recruiter and sending a notification of the job listing to a plurality of recruiters that excludes the at least one blocked recruiter. In such an embodiment, designating at least one of the rated recruiters as a blocked recruiter may be based at least in part on at least one of the ratings recorded for the recruiter. In another embodiment of the invention, the method comprises designating at least one of the rated recruiters as a blocked recruiter and publishing the job listing to a job database accessible by at least one recruiter, wherein no blocked recruiter may retrieve the job listing. 
         [0026]    In an embodiment of the invention, the method comprises editing the job listing by replacing the first offer of compensation with a second offer of compensation to a recruiter who refers a candidate whom the employer hires for the job. The method may comprise receiving a suggested value for the second offer of compensation, the value having been computed according to an algorithm based at least in part upon the information in the job listing. 
         [0027]    An embodiment of the invention comprises a computerized system for matching candidates with job openings, comprising an input/output module, an employer interface coupled to the input/output module, a recruiter interface coupled to the input/output module, a job database, a candidate database, a controller module coupled to the input/output module, the job database, and the candidate database, and a search engine coupled to the controller module, the job database, and the candidate database. The controller module is operative to cause the system to carry out a method that comprises creating a job listing, comprising information describing an offered job and specifying a first offer of compensation to a recruiter who refers a candidate whom the employer hires for the job, in the job database in response to input received through the employer interface; creating a candidate profile in the candidate database in response to input received through the recruiter interface; searching within the job database, the candidate database, or both; identifying at least one of the job listings that matches at least one of the candidate profiles, based on the results of searching; providing information related to at least one of the matching job listings or candidate profiles through the recruiter interface; and in response to input received through the recruiter interface, providing information related to at least one of the matching job listings or candidate profiles through the employer interface. 
     
    
     
       BRIEF DESCRIPTION OF THE DRAWINGS 
         [0028]    The invention is illustrated in the figures of the accompanying drawings, which are meant to be exemplary and not limiting, and in which like references are intended to refer to like or corresponding things. 
           [0029]      FIG. 1  is a block diagram depicting a programmable digital computer according to the prior art. 
           [0030]      FIG. 2  is a block diagram depicting internetworked computer systems according to the prior art. 
           [0031]      FIG. 3  depicts a recruiting system according to an embodiment of the invention. 
           [0032]      FIG. 4  depicts recruiting and hiring a candidate according to an embodiment of the invention. 
           [0033]      FIG. 5  depicts posting a job opening according to an embodiment of the invention. 
           [0034]      FIG. 6  depicts editing of a posted job opening according to an embodiment of the invention. 
           [0035]      FIG. 7  depicts submission by a recruiter of a candidate to an employer according to an embodiment of the invention. 
           [0036]      FIG. 8  depicts evaluation of a candidate according to an embodiment of the invention. 
       
    
    
     DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS 
       [0037]      FIG. 3  depicts the logical components of a recruiting system  200  according to an embodiment of the invention. As depicted, the system comprises three interfaces  205  for communication with the different classes of users: an employer interface  207 , a recruiter interface  208 , and a candidate interface  209 . In an embodiment of the invention, each interface  205  comprises one or more of software, data, and markup capable of causing information to be sent to and received from a user. For example, a Web interface (not pictured) may comprise, e.g. text, images, data fields, forms, drop down menus, data entry tools, and other elements to present information, accept input, or both. 
         [0038]    Each interface  205  connects to an input/output module  212 , which may, e.g. identify and/or validate input and/or determine how input is to be processed. A controller module  214  carries out processing as requested and controls functions of the rest of the system  200 . The controller module may  214  may also cause the input/output module  212  to provide, e.g. one or more results of processing to a user via the appropriate interface  205 . 
         [0039]    The controller module  214  also interacts with one or more databases  217 . In the depicted embodiment of the invention, these include an employer database  220 , a placement database  221 , a job database  222 , a candidate database  223 , and a recruiter database  224 . The controller also controls a search engine  226 , which, in the depicted embodiment of the invention, is configured to search within, and retrieve results from, the job database  222  and the candidate database  223 . It will be appreciated by those skilled in the art that in an embodiment of the invention, a search engine may be configured to function in connection with any or all of the depicted databases  217  or to interact with a database or databases in addition to or instead of some or all of the depicted databases  217 . 
         [0040]    It will be appreciated that the modules depicted in  FIG. 3  represent logical elements in an abstract description of a data processing system. In an embodiment of the invention, software implementing one or more logical elements may comprise one or more software modules and/or sub-modules. Moreover, without limiting the foregoing, functionality depicted in  FIG. 3  as comprising more than one logical element may in an embodiment be implemented in a single software module or sub-module. 
         [0041]    In an embodiment of the invention, the modules depicted in  FIG. 3  are on one or more computer systems  100  ( FIG. 1 ). One skilled in the art will recognize that all modules may be on a single computer system  100  or the modules may be distributed between a plurality of computer systems  100 ; that one or more modules may be substantially duplicated on a plurality of computer systems  100 ; that one or more modules may be distributed across a plurality of computer systems  100 ; and that various permutations of these configurations are possible in different embodiments of the invention. 
         [0042]      FIG. 4  is an overview  240  of recruiting and hiring a candidate according to an embodiment of the invention. In block  246 , an employer posts a job opening, e.g. by entering data through the Employer Interface  207  ( FIG. 3 ), which is then stored, e.g. in the Job Database  222  ( FIG. 3 ). The Employer Interface  207  may comprise, e.g. a job creation form comprising one or more data fields used during the matching and search processes. In an embodiment of the invention, the employer can specify the fee that the employer is willing to pay to the recruiter responsible for introducing a candidate who is ultimately hired. 
         [0043]    Block  248  in  FIG. 4  represents creation of a profile for a candidate in accordance with an embodiment of the invention. In an embodiment of the invention, a recruiter creates a candidate record in the Candidate Database  223  ( FIG. 3 ). Depending on the embodiment of the invention, the Candidate Database  223  may be a database exclusive to the particular recruiter or a portion of a larger database shared by two or more recruiters. In an embodiment of the invention, the Candidate Database  223  used by a recruiter may be restricted, e.g. so that only that recruiter and/or one or more specified individuals can have access to the database. 
         [0044]    Depending on the embodiment of the invention, candidate data in block  248  ( FIG. 4 ) may be entered, e.g. by a recruiter through the Recruiter Interface  208  ( FIG. 3 ), by a candidate through the Candidate Interface  209  ( FIG. 3 ), or both. An embodiment of the invention may comprise a way for a recruiter to specify custom data fields for inclusion in candidate profiles. Such recruiter-specified information may, depending on the embodiment of the invention and the configuration of the system, include data other than and/or in addition to a standard set of data specified in connection with the embodiment of the invention. 
         [0045]    In block  250  ( FIG. 4 ), the recruiter matches a posted job opening from the Job Database  222  ( FIG. 3 ) with a candidate whose profile is in the Candidate Database  223  ( FIG. 3 ). As further discussed below, the matching in block  250  may comprise, e.g. one or more of searching within the Job Database  222  ( FIG. 3 ) for postings that seem suitable in view of a candidate&#39;s profile, searching within the Candidate Database  223  ( FIG. 3 ) for candidates who seem suitable in view of a job posting, and searching based on certain criteria in some combination of the Job Database  222  and the Candidate Database  223 . Matching according to an embodiment of the invention may comprise interaction between the recruiter and a candidate, such as an interview and/or review of job postings. Once the recruiter has found one or more matches, the recruiter submits one or more candidates&#39; profiles to the employer or employers corresponding to one or more job listings. 
         [0046]    Electronic messaging, including, e.g. electronic mail and instant messaging may be provided in connection with an embodiment of the invention. Such electronic messaging may serve to convey, e.g. some or all notices or communications in connection with an embodiment of the invention. 
         [0047]    The employer evaluates the candidate in block  252 . In an embodiment of the invention, the employer reviews the candidate&#39;s profile and sends a response to the recruiter, e.g. through an electronic messaging system according to an embodiment of the invention. According to an embodiment of the invention, possible responses may include, for example, a rejection of the candidate, an expression of a desire to interview the candidate, or a request for further information regarding the candidate. 
         [0048]    A request for information in block  252  may lead to a response from the recruiter and/or the candidate. Following the response, the employer may once again, e.g. reject the candidate, express a desire to interview the candidate, or ask for further information regarding the candidate. 
         [0049]    According to an embodiment of the invention, the true identity of the employer may remain masked until an interview is arranged between the employer and the candidate. 
         [0050]    Following a favorable evaluation in block  252 , the employer may in block  254  offer a job to the candidate. According to an embodiment of the invention, the employer may submit the offer electronically, and the candidate may, similarly, send an electronic acceptance. After the candidate accepts the offer, either the employer or the recruiter may create a hiring record, which may include among other things the dated on which the hired candidate will start the new job. 
         [0051]    In an embodiment of the invention, creation of the hiring record initiates billing, depicted in block  256 . Billing processes and practices may vary, but, in one embodiment of the invention, they may reflect certain customary terms. An embodiment of the invention may comprise integration with one or more accounting systems of the recruiter and/or the employer. 
         [0052]    It may be possible in an embodiment of the invention for a user to record one or more ratings of another party involved in recruiting a candidate. Block  258  represents an employer&#39;s review of the service provided by a recruiter following use of that recruiter to find a new employee. According to an embodiment of the invention, an employer may judge a recruiter on criteria comprising, e.g. one or more of the recruiter&#39;s responsiveness, professionalism, quality of provided candidates, etc. An employer may use an algorithm, e.g. to compute a weighted average of the various ratings and this overall rating may be provided, e.g. graphically to members of the employer&#39;s personnel department. 
         [0053]    Addition of a new job listing is depicted in more detail in  FIG. 5 . In block  285 , an employer creates a new job listing. According to an embodiment of the invention, the new listing may be added by default only to the employer&#39;s private job database. If in block  287  it is determined that the employer has chosen to publish the job listing, e.g. by setting a property of the individual job listing or by having changed one or more properties applicable by default to all new job listings or to one or more classes of new job listings, the job listing is published in block  289 . 
         [0054]    A “preferred” status may exist according to an embodiment of the invention. For example, a recruiter may be considered a preferred recruiter in connection with a particular employer, and, in an embodiment of the invention, a recruiter&#39;s preferred status may be based, in whole or in part, in one or more ratings created in block  258  of  FIG. 4 . Conversely, a recruiter may according to an embodiment of the invention designate one or more preferred employers. 
         [0055]    In an embodiment of the invention, preferred status—of a recruiter with regard to an employer or of an employer with regard to a recruiter—may cause a notification of a new job listing to be sent to one or more recruiters. Block  291  represents determining whether such a circumstance applies. According to an embodiment of the invention, when an employer creates a new job listing, all of that employer&#39;s preferred recruiters receive notification of the listing, whether or not the listing was published in block  289 . In an alternative embodiment, such notice may depending upon one or more criteria be limited to one or more specific recruiters and/or one or more specified groups of recruiters. 
         [0056]    By designating an employer as a preferred employer, a recruiter may according to an embodiment of the invention also receive notice of any listings from that employer that have been published to the Jobs Board in block  289 . In an embodiment of the invention, listings not published to the Jobs Board are private and not available except to those recruiters notified by the employer, including, e.g. preferred recruiters, as discussed above. 
         [0057]    According to an embodiment of the invention, a “blocked” status is possible, which is, e.g. the opposite of the preferred status discussed above. An employers may block one or more recruiters, and, once blocked, a recruiter will be, e.g. unable to submit candidate profiles or otherwise to contact the recruiter through the system. According to an embodiment of the invention, a recruiter may similarly block one or more employers. Support for blocking status may protect a user from, e.g. spam or other improper solicitation or abuse of the system. 
         [0058]    If in block  291  it is determined that preferred notification does apply, such notice is sent, e.g. by email, in block  293 . 
         [0059]    After receiving a notice of a new job listing, an employer may view the listing in block  295 . In an embodiment of the invention, the notice is provided by email, and the email includes, e.g. a hyperlink to a Web page that displays the listing. Other means of notice may be used instead of or in addition to email, such as, e.g. one or more indicia provided by the Recruiter Interface  208  ( FIG. 3 ). 
         [0060]    According to an embodiment of the invention, a recruiter may establish one or more job lists. After viewing a listing in block  295 , the recruiter may save the listing to a job list in block  297 . 
         [0061]    In an embodiment of the invention, a recruiter may find job listings other than by receiving a notice. For example, a recruiter may search within one or more published job boards (not pictured). The search may return one or more listings, and the recruiter may retrieve and review some or all of the returned listings, as in block  295 . A recruiter may add any such listing to the recruiter&#39;s job list in block  297 . 
         [0062]      FIG. 6  depicts editing a job listing according to an embodiment of the invention. Such editing may take place, e.g. to correct an error in the initial listing. Another exemplary reason for editing a listing may be to alter the employer&#39;s offered compensation to any recruiter who refers a candidate to the employer whom the employer ultimately hires. Other types of edits and reasons for them are possible. 
         [0063]    In block  300 , the employer edits the listing, e.g. through the Employer Interface  207  ( FIG. 2 ). When the editing is complete, the employer&#39;s job list is updated in block  302  to reflect any changes. In an embodiment of the invention, any recruiter who has added the listing to a job list, e.g. in block  297  ( FIG. 5 ), is sent a notice of update in block  302  as well. 
         [0064]    It is determined in block  304  whether the changes to the listing are to be published. According to an embodiment of the invention, this determination reflects, e.g. the employer&#39;s choice to publish the job listing as discussed in connection with  FIG. 5 , e.g. by setting a property of the individual job listing or by having changed one or more properties applicable by default to all new job listings or to one or more classes of new job listings. If the listing or an edit thereto is to be published, then in block  306  the changes are reflected in a database or databases accessible to recruiters generally. 
         [0065]    It is determined in block  308  whether the employer has identified any preferred recruiters who are to receive notice of the edit. If so, it is determined in block  310  whether the listing is on any preferred recruiters&#39; job lists. If so, then, according to an embodiment of the invention, those recruiters will already have received notice in block  302 , and no duplicate notice is sent. If the edited listing is not on a preferred recruiter&#39;s jobs list, then notice is sent to each such recruiter in block  312 . 
         [0066]    If the employer has not identified any preferred recruiters, then in block  314  it is determined whether any recruiters have requested notification of edits to listings from this preferred employer. Again, in an embodiment of the invention, if any recruiters have requested notice, it is determined in block  310  whether any such recruiters already have the edited listing on their job lists, again to prevent duplicate notices. Each recruiter who does not have the edited listing on a job list is sent a notice in block  312 . 
         [0067]      FIG. 6  may be taken to suggest that recruiters&#39; lists of preferred employers will be checked in block  314  only if the employer has not selected any preferred recruiters who are identified in block  308 . In an embodiment of the invention, the checks in blocks  308  and  314  are made cumulatively for each recruiter. In other words, according to an embodiment of the invention, any recruiter who does not have the listing on a job list will nonetheless receive notice of the changed listing if the recruiter is on the employer&#39;s preferred recruiter list, or if that recruiter has added the employer to the recruiter&#39;s list of preferred employers. 
         [0068]    Even if it is determined in block  304  that the listing is not published, notice may still be sent to preferred recruiters designated by the employer. In block  318 , it is determined whether preferred notification is on. If so, then it is determined in block  310  whether any such recruiters already have the edited listing on their job lists, again to prevent duplicate notices. Each preferred recruiter who does not have the edited listing on a job list is sent a notice in block  312 . 
         [0069]      FIG. 7  depicts submission and evaluation of a candidate from the perspective of a recruiter, according to an embodiment of the invention. In block  340 , the recruiter submits a candidate&#39;s profile to an employer in response to a job listing. The profile may in an embodiment of the invention be equivalent to a resume and may typically include, e.g. a description of the applicant and the applicant&#39;s qualifications and experience. 
         [0070]    The time taken to respond to one or more actions may be monitored according to an embodiment of the invention. For example, as depicted in  FIG. 7 , if in block  342  it is determined that the employer has not reviewed a profile within a specified time, a reminder may be sent as in block  344 . As depicted, in an embodiment of the invention, multiple reminders may be sent, or, in an embodiment of the invention, only one such reminder may be sent. 
         [0071]    Once it has been determined in block  346  that an employer has seen a candidate&#39;s profile, a request for the employer to act on the profile may be sent in block  346 . As with the initial profile, if it is determined in block  348  that the employer has not acted within a specified time, one or more reminders may be sent as in block  350 . 
         [0072]    If the employer&#39;s response is determined in block  352  to be unfavorable, for example, if the employer chooses not to interview the candidate, the recruiter is notified in block  354 , and the process ends with regard to that candidate. If, however, the employer wishes to proceed further, the recruiter is informed in block  356 . According to an embodiment of the invention, this notification may be the first time that the recruiter learns the actual identity of the prospective employer. 
         [0073]    Arranging an interview according to an embodiment of the invention is depicted in greater detail in  FIG. 8 . In block  400 , an interview request is sent, e.g. electronically, to the candidate. This request may, in an embodiment of the invention, be sent at roughly the same time as the notification to the recruiter in block  356  ( FIG. 7 ). 
         [0074]    To ensure that the candidate timely responds to the interview request, a check is made in block  402  whether the candidate has reviewed the request within a set time. In an exemplary embodiment of the invention, this time is 48 hours. If the candidate has not reviewed the request within the set time, then, in block  404 , a reminder is sent to the candidate, and the recruiter is notified of the delay. 
         [0075]    Once the candidate has reviewed the interview request, a check is made in block  406  to ensure that the candidate timely responds. If the candidate has not responded within a set time, which is 24 hours in an exemplary embodiment of the invention, then, in block  408 , a reminder is sent to the candidate, and the recruiter is notified of the delay. 
         [0076]    If the candidate is determined in block  410  not to be interested in the pursuing the opportunity further, the process ends with regard to that candidate in block  412 . If the candidate does wish to proceed, the candidate is asked in block  414  to indicate whether the proposed time and date for an interview is acceptable. In an alternative embodiment of the invention, the candidate may be given two or more proposed times and dates and be asked to select the one that is most convenient. If a proposed time is acceptable, the interview is scheduled in block  416 . 
         [0077]    If the candidate rejects the proposed interview time or times, then the candidate is asked in block  420  to indicate one or more convenient times, which are then sent to the employer for consideration. If the employer indicates in block  422  that no new times will be considered, the process ends with regard to that candidate at block  412 . If the employer is willing to consider a new time, then a revised interview notice is sent in block  424 , and the system once again checks for timely review and response in block  402  and subsequent blocks. 
         [0078]    An employer&#39;s interaction with a candidate may have any of several possible resolutions. For example, the employer may offer the job to the candidate, and the candidate may either accept or reject the offer, possibly after negotiating some of the term of employment. The employer may, alternatively, choose not to offer the job to the candidate and hire someone else. In some cases, the employer may choose simply to leave the position unfilled. 
         [0079]    According to an embodiment of the invention, the recruiter is paid only if the employer hires a candidate whom the recruiter referred to the employer, which may induce the recruiter to be interested in which of the preceding resolutions occurs. Returning to  FIG. 7 , in block  358 , it is determined whether the employer has, within a specified time, informed the recruiter of the disposition of the referral. If the employer has not timely given any information, a reminder is sent in block  360 , which may, for example, ask the employer to indicate that the candidate has been rejected, to add a placement record indicating that the candidate has been hired, or to close the job listing. 
         [0080]    Once the employer has indicated a resolution, the recruiter is notified in block  362 . If the resolution includes hiring the applicant, then, according to an embodiment of the invention, the recruiter&#39;s billing and/or accounting system may receive notification that a fee is now payable. This notification may be automatic and/or electronic. In an embodiment of the invention, a bill may automatically generated and sent to the employer. 
         [0081]    The foregoing descriptions are not be construed to limit the scope of the invention, but rather to illustrate one preferred embodiment thereof. Other embodiments are possible, some of which are also disclosed herein. The invention is delimited only by the attached claims and their legal equivalents.