Abstract:
A searchable matching system and method with customizable profiles and pre-interview negotiation bidding is provided. The system comprises a central website connected to a database of multimedia data related to end users customizable profiles and listings. Pre-matched searchable fields, used in profile creation facilitate matching of end users with the maximum relevancy of fields, and search results are ranked. The system includes communication, interviewing, and scheduling modules. End users negotiate terms of an agreement through placing and/or receiving bids upfront before interviewing, wherein bid terms limit the scope of the potential agreement, which can be accepted by end users making the terms of said bids binding for future negotiations. Only when users enter into a final agreement will final terms of negotiation bids become binding upon all users. Preferred industries include job placement services, landlord and tenant matching services, travel services, or real estate finding services.

Description:
CROSS-REFERENCE TO RELATED APPLICATIONS 
       [0001]    This application claims priority of U.S. Provisional Application Ser. No. 61/692,370, filed on Aug. 23, 2012, titled ‘Searchable Matching System and Method with Customizable Profiles and Unique Pre-Interview Negotiation Method,’ which application is incorporated in its entirety by reference in this application. 
     
    
     STATEMENT REGARDING FEDERALLY SPONSORED RESEARCH OR DEVELOPMENT 
       [0002]    Not Applicable 
       REFERENCE TO SEQUENCE LISTING, A TABLE, OR A COMPUTER PROGRAM LISTING COMPACT DISK APPENDIX 
       [0003]    Not Applicable 
       FIELD OF THE INVENTION 
       [0004]    The present invention is in the technical field of matching systems and methods for matching end users. More particularly, the present invention is in the technical field of computer, Internet and network based matching systems and methods, with multimedia profiles, postings and searchable features for both parties being matched. 
       BACKGROUND OF THE INVENTION 
       [0005]    Conventional computer based matching systems provide for users to create profiles, answer questions to generate data to be matched and to run searches to find other parties that may be an ideal match. Such computer based matching services often require users to answer questions and fill out rigid profiles, where there is little room for personalization of the overall appearance of their profile page or including multimedia, such as videos. Further, negotiations, if any, through these matching sites always happen after the parties, such as a job seeker and an employer, a landlord and a tenant or a traveler and an airline/hotel, agree to engage each other&#39;s services or enter into an agreement. 
       Current Employment System Landscape 
       [0006]    Conventional computer based employment systems and methods allow for employers to post positions, to which job seekers can apply. Sometimes job seekers simply post a resume, and other times, they may undergo a lengthy application process to address an employer&#39;s questions concerning qualifications, past experience and other employment relevant information. 
         [0007]    Job seekers resumes and application materials can be stored electronically, allowing for employers to search for qualified candidates, using different search criteria using keyword searches. Further, job seekers can use keyword searches, such as to specify location or position type to search through a database of jobs posted and stored on the computer, Internet and network based employment system. Ultimately, traditional employment systems and methods are inefficient for many reasons, especially in certain industries. 
       Job Board Marketplace 
       [0008]    Currently, many job openings are posted on websites called “job boards”, where jobs are listed, and job seekers search for and may apply to jobs posted. Under the job board model, a potential employee often needs to tailor his/her resume again and again to fit multiple job descriptions and rarely hears back. The job application process is often extremely time consuming, and when a job seeker finally gets an offer, in many cases it is not what he or she was expecting. Employers on the other hand, are bombarded with hundreds of resumes in response to a job listing, most of which are not relevant to their employment needs. 
         [0009]    One of the major challenges of finding jobs on job boards for job seekers is that only a very small percent of the jobs in the marketplace are actually advertised, wherein the majority of available jobs are not. Many available jobs are only advertised to recruiters or advertised internally in the companies, meaning job seekers do not have direct access to most of the jobs available. At the same time, recruiters and employers look for the best candidates, aware that most of the candidate pools do not come from the active seekers, but are composed of a pool of passive seekers who are employed, and passively open to new opportunities. Unfortunately, under this current marketplace reality, there is a dual sided issue, where job seekers look for, but cannot find, the majority of the best jobs, and likewise, employers cannot find many qualified candidates because a passive job seeker who could be the best company fit does not apply on job boards. 
         [0010]    In the current job board market, both employers and job seekers are searching for each other, and both are having a difficult time finding the appropriate match. This leads to frustration and huge waste of time on both sides of the employment process: job seekers apply to any job that remotely describes their qualifications, even if they do not fit the requirements, and employers are bombarded with hundreds of resumes, unable to sift quickly through all of them to find the ones that really fit their needs. Under the current system both parties waste time and miss out on great opportunities. 
         [0011]    In many traditional web based employment systems, positions are posted and connect to the job posters&#39; individual websites, redirecting job seekers and often causing them to have to fill out lengthy applications, for which the job seeker must tailor his or her resume, cover letter, or other application materials multiple times. Applicants often must tailor application materials multiple times, even when the employment system allows the job seeker to save versions of resumes or cover letters for job applications, since resumes and cover letters only can contain a limited amount of information and must therefore be focused to highlight the job seeker&#39;s qualifications and accomplishments that would make him or her particularly well suited to the position for which he or she applies. Some traditional job search engines allow resumes and application materials to be saved in the employers&#39; database and searched for potential future use, but the employers may miss an ideal candidate for multiple reasons, including that the resume was tailored to another position and the search function may miss candidates that failed to use certain key terms in their application materials. 
       Inefficient Time Consuming Process 
       [0012]    The process of finding a new job through conventional computer, Internet and network employment systems is often extremely difficult, and time consuming. In the current online job marketplace, job seekers have to go through a long process of searching for jobs, filling out lengthy applications, researching companies, and submitting resumes. Applicants often have to write, edit and tailor their resumes to fit the requirements of each job posting on each of the websites, and in addition, many of the jobs require a separate application to be filled as well, so the applicant will be entered into their database in a searchable way. 
         [0013]    Job seekers spend time searching multiple websites and applying to jobs that they later learn no longer exist because the positions were filled, but the website was never updated. Since many websites are aggregators of jobs, the websites do not necessarily know when a job is filled or cancelled. Job seekers often spend days or weeks, applying to jobs, only to never receive a response, because their applications were received too late and were never read or seen. This leads to a lot of frustration and wasted time. 
         [0014]    Often job applicants must travel for interviews, possibly taking off of work and incurring travel expense, only to learn that the position to which the applicant applied does not satisfy the applicant&#39;s desired qualifications, such as salary, hours, schedule or position type. The current process leaves the most important basic details to the end of the hiring process, which is not efficient nor does it make sense for either parties. 
         [0015]    Not only are conventional computer, Internet and network systems often difficult and time consuming to use for job applicants, but they are also often difficult and time consuming for employers to use. Employers often have a difficult time finding desirable candidates for positions since applicant information is not submitted in a uniform manner for each resume. Therefore, an employer must enter a keyword, keywords or Boolean searches with operators such as AND, OR and NOT, to search through a vast volume of resumes and applicant information. If, in his or her application materials, a job seeker does not use the same keyword to define a skill or qualification, the employer could entirely miss an ideal candidate for the position. This results when employers use the search filters provided by the electronic search engines to add their own key words according to their specific job requirements. If an ideal candidate did not know to include these specific key words in her application materials, her resume will not be highlighted in the employers&#39; search results as an ideal match, ultimately causing employers to miss out on great candidates and causing candidates to miss great opportunities. 
         [0016]    Employers, waste time sifting through hundreds of resumes and profiles, trying to find the few job seekers that really match their needs. In this process, employers are in a mode of ‘screening out’ rather than focusing on finding a candidate with the right qualifications and skills, often encountering hundreds of applications from people who do not even fit their job requirements. After reviewing voluminous applications, many other applications go unread due to time constraints and employers miss out on great candidates. In addition, employers waste a great deal of time on phone interviews and cold calls, to reach passive job seekers on current job websites to obtain more information from applicants, because there is currently no electronic option to communicate directly to obtain the requested information from passive seekers. 
         [0017]    Candidates Find it Hard to Get Noticed 
         [0018]    Since there are so many job seekers applying for the same job posted, it has become extremely difficult for job seekers to stand out in the crowd, especially with a standard black and white resume. In today&#39;s marketplace job seekers are still asked to submit a resume, written according to specific rules and format, which causes all resumes to look and sound the same, especially when submitted in the same industry, or tailored for the same job. Job seekers have a hard time showing their special skills, achievements, and specific experiences, and even character, in a dry factual standard file. In turn, employers also have a hard time distinguishing the right candidates to interview from the piles of similar resumes. After reviewing dozens of resumes, employers find it difficult to see the differences, and many ignore the rest of the pile, causing many potential missed opportunities. 
         [0019]    Under the current Internet based employment process, job seekers are forced to be job chasers, in order to get an interview or to stand out. They must repeatedly search for and find the jobs, tailor their resumes, apply, follow up, and interview. Although some social media sites, such as LinkedIn®, allow professionals to create profiles, listing employment qualifications, experience, education and awards, which may be searchable by employers, these sites were not intended to specifically match job seekers with employers. As such, these systems were not designed with specialized search functions, and individual users were not prompted to create profiles utilizing critical key language, effectively allowing for employers&#39; searches to miss ideal candidates. 
       Negotiations are Discussed Too Late in the Process 
       [0020]    In almost every job seeking blog, consulting service, or article, job seekers are advised to delay salary discussions until the very end of the long application and interview process, when the formal offer is made. Even when asked about salary expectations early on in the process, job seekers are advised to postpone the answer or try to give a vague response, until they are chosen and have a formal written offer. At this point, it is very hard to significantly change the offer. Many of the job seekers are screened out immediately because they cannot or will not provide their salary expectations in preliminary interviews. However, many of the job seekers who do respond with a salary are also screened out because the number is too high or too low for a specific employer. When negotiations are very late in the process, after multiple interviews, and hours of job hunting, if the offer is not acceptable to either party, walking away from the employment agreement translates to a huge waste of time and money for everyone involved. This is in part due to the fact that in today&#39;s marketplace the main way employers go about finding out this information is by asking the job seekers to provide salary expectations first. Candidates often feel uncomfortable answering and many are afraid to miss the opportunity and give a too low a number, just to ensure they move on to the interview phase. Further, employers often post job listings with salary ranges, which provide little room for negotiations between candidates with potentially large degrees of difference in experience and qualifications. 
         [0021]    In the current job market place, there is a need for an Internet based employment system where employers and employees are able to negotiate critical aspects of the employment relationship earlier in the process to save all parties time and money, and to provide flexibility to accommodate for different job seekers skill sets. 
         [0022]    Since many computerized employment systems simply redirect job seekers to employers&#39; individual websites, anyone with Internet access can apply for jobs, regardless of whether they are qualified for the position, requiring employers to search through many resumes, creating a lengthy review process to find the ideal candidate, since the information is not necessarily all in the same format. After lengthy searching and sifting through resumes, employers may interview candidates only to find out that the candidates may require more than the employer is willing to offer, such as candidates that are only willing to work for a salary greater than what the employer is willing to pay. If this occurs, not only was the employer&#39;s time wasted, but the employer then must search back through the resumes collected. If time has passed by, as often is the case, the employer may have lost out on an ideal candidate who would fit all aspects of the position, while the employer was interviewing other candidates, who wanted more than the employer was able or willing to offer. Further, in the current interview process employers often waste their own time and resources, as well as the resources of their teams through scheduling day long interviews, not to mention covering the travel costs involved in travel of candidates to interviews. Employers also miss out on candidates who were screened out for answering the salary expectation question with too high or too low of a response. 
         [0023]    By putting off making offers until the end of the employment process, employers often fail to find the best candidates for the best price. This is due to the approach employers take in making offers by basing them on candidates&#39; expectations and prior experience. For example, since employers are unaware what the lowest acceptable salary for a good candidate would be, they often estimate a salary based on the employers own experience, losing not only candidates, but also money. In addition, many employers use expensive recruiters to find and hire talent, including passive job seekers, but this approach is very costly and often does not provide the employer with direct access to the pool of candidates profiles. 
         [0024]    The problems outlined above in relation to matching job applicants and employers in the job industry are similar to issues encountered in other industries. Many services and industries would benefit from a new process that allows upfront negotiations, and easy searches to be performed by both parties of a transaction or relationship. 
       Other Industries: Real Estate, Landlord/Tenant, Travel Industry 
       [0025]    Currently, there are no computer based matching systems where landlords can find tenants and reach out to them directly or where people selling homes can reach out to potential home buyers to showcase their properties. What exists in the marketplace for rentals and home sales are search engines containing lists of properties, which individuals looking to buy a home or looking to rent must search through. No negations occur through the online search systems, either. 
         [0026]    Similarly, in the travel industry, individuals wishing to travel must spend time and energy searching for deals. Most common computer based resources include large search engines, which compare rates of hotels, airlines and travel packages. Although subscribers can be put on mailing lists to receive updates on travel deals, there are no computer based travel services that allow companies to find travelers based on their profiles and negotiate rates. Most industry rates tend to be fixed rates in the current marketplace. 
         [0027]    Therefore, there is a need for a more efficient computerized matching system for both parties of a transaction-to efficiently find the ideal match for their needs and have an opportunity to be approached by the other party, negotiating important details before the parties invest significant time and resources. 
       SUMMARY OF THE INVENTION 
       [0028]    The present invention is an Internet based computerized system and network platform for allowing parties to connect with one another. More specifically, the present invention is an Internet based system wherein users can create customized profiles, including multimedia application materials, such as text, audio and video information, to allow other users to get a better understanding of their skills, qualifications, backgrounds and other relevant information to the potential transaction and negotiate important information upfront, before interviewing or making a final offer without an interview. 
         [0029]    The present invention allows end users to use pre-determined filters to create profiles. Profiles can be personal, professional, a job profile, a property profile, a travel package profile, a hotel profile or any data that concerns a person, entity, sale or rent which bids can be placed upon for work, rent or purchase. The present invention also allows end users to search using pre-determined search filters that match with pre-determined filters used in creation of profiles. The present invention allows different categories of end users to search for one another using the same pre-determined filters to facilitate matching. For example, pre-determined search filters will assist matching the most relevant job seeker to the most relevant job posting based on the pre-determined filters implemented in creation of the job seeker&#39;s profile and pre-determined filters implemented in creation of the job listing profile. Similarly, pre-determined search filters will assist matching the most relevant tenant to the most relevant property based on the pre-determined filters implemented in creation of the tenant&#39;s profile and pre-determined filters implemented in creation of the rental property listing profile. In the current job example, the different categories of end users are the job seeker and the employer/job provider, and the in the landlord/tenant context, the landlord is one category of end user and the tenant is another category of end user. These examples are just illustrative examples, as this method and system can be implemented in many different industries and environments, and are in no way intended to limit the scope of the present invention. 
         [0030]    In the job market embodiment of the present invention, job seekers can create custom profiles through the system using multimedia data, such as videos, photos, audio recordings, interactive samples of work, and design their profile in order to personalize it and give potential employers a broad understanding of what they have to offer. Further, the present invention allows job seekers to know critical job information before the interview, such as salary information and position information. Through the use of multimedia, the present invention allows job seekers to create a unique profile. Companies can use multimedia to better display their products, services or career benefits to entice potential employees. 
         [0031]    In the present invention, a more efficient job search and employment system is described. Job seekers can create a detailed profile with work examples, awards, portfolio, description of their relevant experiences, skills, responsibilities, qualities and even a personal video, instead of a plain black and white resume. Employers have the capacity to search for potential employees and view the multimedia profiles. However, unlike employment systems or resume postings in job boards of the prior art, the present invention utilizes filters that employers can implement to look for talent, wherein the filters are pre-matched to the fields that are completed in the employee profile. This makes it easier for employers to find the right fit for the position. The job market embodiment of the present invention provides a system and method that can be used to fill part time, full time, temporary, freelance and full time permanent positions. 
         [0032]    While many conventional websites offer a list of profiles/resumes, often these profiles were created independently of any search filters that employers can use to search for employees through those employment systems, allowing for employers to miss an ideal candidate when searching for applicants. However, the present invention provides a platform for job seekers to create profiles in a way that matched the employers&#39; search filters. Through the use of the present system, even when an employer is writing a job description, the employer is aware what key words to use to attract the most relevant candidates. Since the system provides pre-designed profile questions to fit with the search filters, the system provides for maximum match effect. Similarly, employer profile and job descriptions are designed to match job seekers search filters, so job seeking candidates can easily find matching job results to apply to through the system. Further, the system implements a feature where both job seekers and employers are informed of the top key words used in their field each day, to maximize their search results through use of the same words. This process saves both job seekers and employers a lot of time and enables a much better match for the employment position. Therefore, when searching through job applicants and other job seekers in the employment system, employers can use the filters to identify a complete list of qualified job candidates, without missing ideal applicants due to search functions and keywords. This also eliminates the problem employers currently encounter when search results provide too many matching applicants that are not a close fit for the employers desired candidate qualifications, since in the present invention only the few job seekers applications that closely match the employers search requirements are presented in the matching queue. 
         [0033]    Further, the present invention provides a new computerized job search and posting system where job seekers and employers can negotiate and agree on certain parameters of employment, such as a salary range, before an interview takes place and before both employers and job seekers waste time and money on a potentially long process. Through the novel system, employers can bid on potential employees they are interested in, negotiate the best salary range for both job seekers and employers, and only then schedule an interview either in person or through the system, or make a final offer without an interview if employers choose to do so. The system allows for video conferencing, and video interviews. 
         [0034]    Similarly, through the present invention job seekers can bid on jobs they find stored and publicly posted on the employment system. Job seekers can be competitive, negotiate and agree on specific job parameters, such as a salary range, job title, benefits and etc., with the potential employer before the interview. If a job seeker&#39;s offer is not accepted by the employer, or an employer&#39;s offer is not accepted by a job seeker, the system will notify the bidder of the denial of his or her offer, no interview will be scheduled, and the offer will be closed and stored in a database, including the terms of the bid made. Both job seekers and employers have access to stored prior offers. Once an offer is rejected, the bid is closed, however, employers may continue communications through the messaging system and may open a new bid under a different job name and restart the negotiation process with the same job seeker. All offers, accepted, negotiated or rejected, expire after a certain predetermined amount of time, so job seekers do not have to wonder and wait for responses that will never come: Accepted offers that do not result in interviews, and/or result in interviews that are not fruitful (i.e. do not end with a hire) will expire automatically after a certain predetermined amount of time from the last negotiation, or the day on which the interview date was agreed and scheduled. A negotiated bid that was abandoned, and has no response by either side, will automatically expire after a certain predetermined amount of time after the last counter offer. An expired offer therefore represents a negative response, yet provides parties with finality, so they are not left wondering or waiting for a response. 
         [0035]    Once an offer for an interview is accepted, employers schedule the interview by suggesting options for dates and times and if the interview will be in person (meeting/ phone) or through the system. Scheduling the interview may be done through the website with a calendar that the employer sends to the candidate. The date confirmation can be sent via confirmation e-mail. The interview itself can also take place online through the website, through which both parties can communicate. Only after the interview, if both the job seeker and the employer are still interested in the hire, the initially accepted offer in the system becomes final. If either the job seeker or the employer is no longer interested in the other party in reference to the position, then no employment arrangement is entered into by the parties. 
         [0036]    In contrast to the prior art, in the present invention, the bid for employment does not have to close through the system. Instead, both the employer and the job seeker enter into a user agreement with the employment system, binding upon sign up, where all parties agree to honor an accepted offer if both the employer and the job seeker are interested in the hire, only after the interview process. Both the employer and the job seeker can make offers (bids) but do not have to choose one partner and close the deal through the system. This process allows the employer and the job seeker to negotiate and agree on the terms of an offer before the interview. However, the terms agreed upon prior to the interview, including salary or job title, would only take effect once both employer and job seeker make a decision on the final candidate or to work for the employer, respectively, either after the interview process, or after the employer makes the final hiring offer in the event that the parties enter an employment agreement without engaging in interviewing. The final hiring agreement, however, will be pursuant to the terms agreed upon through bidding prior to the interview process. Therefore, the present invention saves time for both employers and job seekers, not by eliminating the negotiation process, but by having it much earlier in the process, prior to investing time on interviews of candidates that would ultimately want a position with different terms of employment. 
         [0037]    This invention also saves the employer time and money by eliminating the need for employers to invest in expensive research to estimate accepted salaries in their field, guessing what candidates would accept, or asking candidates for their salary expectations not knowing if these expectations are the actual figures that these candidates would be willing to accept. By providing the unique upfront negotiation feature, the present invention allows the parties to agree on important job details, such as the acceptable salary, preventing employers from eliminating great talent who stated salary expectations exceeding the employer&#39; set budget when candidates would have accepted less, and saves both parties from wasting money on research. In turn, the present invention allows employers to initiate a bid they feel comfortable with, and negotiate the bid to an acceptable range for both parties, which in many cases, would still be lower than industry standards or stated expectations of job seekers when asked. Employers can also use search features of the system of the present invention to compare candidates and to learn what are the acceptable offers and going rates in their field. Although employers may search and compare multiple bids, all negotiations through the system are private and strictly confidential between the parties. 
         [0038]    Since the current process allows for flexibility of negotiation, employers and job seekers can bid on multiple partners (potential employees or jobs, respectively), accept multiple bids through the employment system and interview multiple candidates for the same job or be interviewed as a candidate for multiple jobs. The applicants or employers are not bound until after both parties agree to the final offer after the interview process takes place or the final offer is accepted in the case where the parties decide to enter an employment agreement without interviewing. This built in flexibility of the system allows for quicker matching of ideal candidates to ideal positions, since parties can obtain a complete understanding of what other parties have to offer upfront. This streamlines the process in that candidates and employers are aware of the terms of the agreement and what the other has to offer, so interviews will focus on learning about one another and only take place between parties that are entirely interested in the entire arrangement, rather than interviews serving the purpose of finding out critical details, such as salary requirements. This approach creates a balance of power between employers and potential employees by providing potential employees with the advantage of being able to negotiate multiple offers, and allow employers to approach candidates and disclose terms of the employment agreement, such as salary, upfront. 
         [0039]    Passive job seekers, who are currently employed, but who are open to new opportunities, also benefit from the present system, by creating profiles on the system, which are searchable by employers. The present invention allows a job seeker to designate the status of his or her profile as either an active job seeker looking for a job, or as a passive seeker, who is currently open to opportunities. 
         [0040]    The advantages of the ability to be categorized as a passive versus an active seeker include that many employers prefer passive job seekers due to their experience and qualifications, and this system makes it extremely easy for employers to determine the seekers active or passive status. In addition, when employers are interested in highly experienced and sought after passive candidates, who are hard to reach, they can use this system to attract their attention with the right bid. Alternatively, employers may be looking for candidates who are actively looking, available to start a new job immediately, and more open to consider lower offers than passive seekers who may prefer higher salaries to convince them out of their current employment arrangements and who may not be able to start immediately. For employers, the system opens the candidate pool to passive seekers, and they can attract them with offers directly, without having to approach them through the use of expensive recruiters or through the complexity of social networking sites. 
         [0041]    Employers using the system benefit by the advantage of a simpler process, which provides substantial time savings by getting the negotiation process out of the way early and knowing on which candidates to invest their time. Further, employers have the opportunity to provide different candidates with different offers according to their interest in specific candidates, rather than placing static terms of employment, such as a flat rate or position description for all candidates. This feature of the present invention allows employers to be able to attract the best candidates and to communicate with candidates, attracting great talent to the position. 
         [0042]    Although the embodiment discussed above outlines the present invention in the job placement embodiment, the system is well suited for many other services and industries. Of these include, but are not limited to the real estate market and landlord/tenant matching services, and travel matching services. 
         [0043]    Landlords want to find tenants with certain qualifications, including tenants who are reliable, have good credit, no evictions or criminal activities in their past, hold a steady job and other relevant qualifications. In the landlord tenant embodiment of the present invention, landlords are able to view tenants&#39; profiles, without names at first for privacy, with tenants&#39; description of themselves, credit scores, reasons for credit scores being low, if tenants have a steady job, for how long they have rented before, recommendations/references, what tenants are looking for in housing and for how long a contract, pets, and etc. Tenants can add a budget range on their profiles if they chose. In the present invention, landlords can conduct a search, where profiles are designed to match search filters and keywords, and will be able to view these profiles and decide which is worth bidding on. For example, once they identify the best tenants, landlords can place a bid for a monthly rent. Landlords are able to add text and negotiate the rent and deposits, or other details all through the system of the present invention. Only after the tenant had an opportunity to view the living place, and the landlord received all proof he or she needs about the tenants background, and both parties are still interested, the accepted offer becomes final. 
         [0044]    In this embodiment of the system, landlords will also be able to remain passive, providing profiles with descriptions, pictures and videos of their properties for tenants to place bids on. Landlords will be able to describe what they are looking for in a tenant, and a starting budget. Properties can be categorized as “on the market” or “tenant occupied until XX date”, so landlords can get offers even while tenants are still living in the property, or are on a month-month basis. Further, in the system of the present invention tenants can choose to be “active seekers” when they want to move in to a new place in the near future, or “passive seekers,” for example when their need is less urgent and they are open to hear about deals. 
         [0045]    Similarly, through the system tenants are able to view Landlord profiles, including multimedia data, such as pictures, videos and descriptions. Tenants are also able to send a bid on properties for monthly rent. In the same way as landlords, tenants can upload their own profile and wait passively for bids from interested landlords who have properties to occupy. Negotiations in the system allow the landlord and tenant to agree on the monthly rent before the showing or meeting, where acceptance of a bid in the system will lead to a showing and may lead to a lease if both parties are interested. Both landlords and tenants can place multiple bids, at the same time. The system is designed to make the current process simpler and save time and money: not meeting people who are not a good fit, not running credit reports multiple times, not paying for credit checks multiple times, and etc. 
         [0046]    Although these embodiments have been explained in detail, the system has implications in many other industries and markets, including but not limited to the travel and real estate markets. The system would work the same way, allowing for multimedia data use, profiles, upfront negotiations, pre-defined search filters and the opportunity for both parties to place multiple bids at the same time. The invention should therefore not be limited by the above described embodiment, method, and examples, but by all embodiments and methods within the scope and spirit of the invention as claimed. 
     
    
     
       BRIEF DESCRIPTION OF THE DRAWINGS 
         [0047]      FIG. 1  is a flow diagram of an embodiment of the overall layout of user access and connection to the Internet of the present invention; and 
           [0048]      FIG. 2  is a flow diagram representing an embodiment of the system process consistent with the present invention; and 
           [0049]      FIG. 3  is a flow diagram representing an embodiment of the process of the present invention from the user home page before and after registration in the system; and 
           [0050]      FIG. 4A  is a flow diagram representing an embodiment of the present invention process from the perspective of a guest, non-registered user job seeker; and 
           [0051]      FIG. 4B  is a flow diagram representing an embodiment of the present invention process from the perspective of a guest, non-registered user employer; and 
           [0052]      FIG. 5  is a flow diagram representing an embodiment of the registration process the present invention from the perspective of a job seeker; and 
           [0053]      FIG. 6  is a flow diagram representing an embodiment of the registration process the present invention from the perspective of an employer; and 
           [0054]      FIG. 7  is a flow diagram representing an embodiment of the system of the present invention from the access of a registered employer user; and 
           [0055]      FIG. 8  is a flow diagram representing an embodiment of the system of the present invention from the access of a registered job seeker user; and 
           [0056]      FIG. 9  is a flow diagram representing an embodiment of the search process of the present invention from the perspective of a job seeker; and 
           [0057]      FIG. 10  is a flow diagram representing an embodiment of the search process of the present invention from the perspective of a job seeker; and 
           [0058]      FIG. 11  is a flow diagram representing an embodiment of the bidding process of the present invention from the perspective of an employer user; and 
           [0059]      FIG. 12  is a flow diagram displaying a broad overview of an embodiment of the negotiation process of the present invention; and 
           [0060]      FIG. 13  is a flow diagram representing an embodiment of the negotiation process of the present invention from the perspective of an employer user; and 
           [0061]      FIG. 14  is a flow diagram representing an embodiment of the negotiation process of the present invention from the perspective of a job seeker user; and 
           [0062]      FIG. 15  is a flow diagram representing an embodiment of the scheduling process of the present invention from the perspective of an employer user; and 
           [0063]      FIG. 16  is a flow diagram representing an embodiment of the online interview process of the present invention; and 
           [0064]      FIG. 17  is a flow diagram representing an embodiment of the offline interview process of the present invention and optional online system process. 
       
    
    
     DETAILED DESCRIPTION OF THE INVENTION 
       [0065]    Referring now to the invention in more detail,  FIG. 1  is a flow diagram of the overall layout of user access and connection to the Internet of the present invention. In this embodiment, employer computers  1 , and job seeker computers  2 , connect to the Internet  4  with the database and process running from a remote computer  3 . 
         [0066]      FIG. 2  is a flow diagram representing an overview of an embodiment of the system process consistent with the present invention. Through this embodiment of the system, first a user registers through the system registration  5 . The user creates a profile  6  which is stored in a database  7 . After the user profile is created  6 , the user can search on criteria  8 , such that job seeker users can search for jobs and employers, and employer users can search for talent and job candidates. After searching on criteria  8 , the job seeker can bid on a job profile and an employer can bid on a job seeker profile,  9  where bids are stored in the system database  7 . Once bidding has taken place, negotiations  10  can take place through the system, with outcomes of the other party not responding, allowing the bid to expire  11 , accepting the bid and fixing a date for interviewing  12 , or rejecting the bid, where the bid closes in the system  13 . 
         [0067]    An embodiment of the process of the present invention from the user home page before and after registration in the system is displayed in  FIG. 3 . In this embodiment, users access the system from the index and home page  14 . Registered users can login  15  to obtain full access of the system, whereas guest employer users  29  and guest job seeker users  33  can gain limited access to the system. Registered job seekers and employer users can login  15  to the system, placing users at their profile pages  16 . Employer after login  17  can post jobs  19  or search for candidates  8 . If posting a job or jobs  19 , employers gain access to job posting pages where they can fill in their job details  20 . After jobs are posted in the system, employers wait for applications with bids  21 . If the employer receives a bid, the negotiation process  10  is initiated, where users can reject  13  offers, where the other party will receive an e-mail communication  26 , accept  12  offers to schedule interviewing  27  or if parties do not respond  11 , the bid expires in a length of time  28  through the system. Logged in employers  17  can also search for candidates  8  through the system, and has access to view full search results of candidates  23 . Employers can select top candidate choices  24 , and bid on candidates  25 , initiating the negotiation process  10  where users can reject  13  offers, where all parties will receive an e-mail communication  26 , accept  12  offers to schedule interviewing  27  or if parties do not respond  11 , the bid expires in a length of time  28  through the system. 
         [0068]    In this embodiment, logged in job seekers  18  can search for jobs or employers  8 , to view full job search results  23 , select top job choices  24 , and can post a bid on a job  25 , initiating the negotiation process  10  where users can reject  13  offers, where the other party will receive an e-mail communication  26 , accept  12  offers to schedule interviewing  27  or if parties do not respond  11 , the bid expires in a length of time  28  through the system. 
         [0069]      FIG. 3  also shows that new or guest employers  29  and job seekers  33  can access a limited version of the system, which can be unlocked to gain access to the entire system through registration. In this embodiment, a guest employer  29  can choose to post a job  19  or search for candidates  8 , access a search page with predefined search filters  30  to view partial search results  31 . If the guest employer user  29  would like to view full results  32  or post a job  19 , the system forwards them to full registration and payment information  5 , where the employer user can become a registered user  17  and follow the process outlined above. Similarly, in this embodiment a new or guest job seeker  33  can choose to create a profile  6  or search for jobs  8  and access a search page with predefined search filters to match job descriptions and keywords  34  to view partial search results  35 . If the guest job seeker user  33  would like to view full search results  32  or create a profile  6 , the system will forward them to full registration and payment information  5 , where the job seeker user can become a registered user  17  and follow the process outlined above to gain access to the full system. 
         [0070]      FIG. 4A  is a flow diagram representing an embodiment of the present invention process from the perspective of a guest, non-registered user job seeker. In this embodiment of the present invention the new guest job seeker  33  can choose to create a profile  6  in the system and/or search for jobs to bid on  8  by accessing the search page  34 , including predefined filters to match job descriptions and employers&#39; most used keywords, to view partial search results only  35 . If the new job seeker user  33  chooses  32  to view full search results  23  or create a profile  6  in the system, the registration and payment process is initiated  5 , where the new user job seeker is directed to a profile page  16 , where profiles can be created and edited. From the profile page  16 , job seekers  33  can search for jobs  8 , search for employers  8 , viewing employers profiles  41  stored in the user database  7 , view and access bids  42  and/or view and send messages  43  through the system. If the now registered job seeker  33  chooses to search for jobs  8 , the job seeker  33  can view the full search results  23  and view jobs  36  to select top choices  37 , compare choices through the system  38  and bid on jobs  25 . If the job seeker  33  decides to not bid on the job  40 , the job seeker  33  is redirected back to view the full search results  23 . If the job seeker  33  decides to bid on a job  39 , he or she is taken to the negotiation process  10  of the system, operating through system messages and e-mail notifications in the user database  7 , and a timer is set  44 . After engaging in the negotiation process  10 , parties can ultimately accept  12  the bid and schedule interviewing  27 , reject the bid  13 , or not respond  11  where the bid expires in a set duration of time within the system  28 . Accepting  12 , rejecting  13  or not responding to a bid  11  generates an e-mail notification to all of the parties  26 . 
         [0071]      FIG. 4B  is a flow diagram representing an embodiment of the present invention process from the perspective of a guest, non-registered user employer. In this embodiment of the present invention the new guest employer  29  can post a job  19  in the system and/or search for candidates  8  by accessing the search page  30 , including predefined filters to match candidates profiles and most used keywords, to view partial search results only  35 . If the new employer user  29  chooses  32  to view full search results  23  or post a job  19  in the system, the registration and payment process is initiated  5 , where the new user employer  29  is directed to a profile page  16 , where profiles can be created and edited. From the profile page  16 , employers  33  can search for candidates  8 , post jobs  19  through the system&#39;s job posting page  20 , view and access bids  42  and/or view and send messages  43  through the system. If the now registered employer  29  chooses to search for candidates  8 , the employer  29  can view the full search results  23  and view candidate profiles  45  to select top choices  46 , compare choices through the system  47  and bid on candidates  48 . If the employer  29  decides to not bid on the candidate  49 , the employer  29  is redirected back to view the full search results  23 . Further, if the employer  29  does not receive a bid  52  in a certain amount of time, the job expires  53  in the system. If, however, the employer  29  receives a bid  51  or bids on a candidate  50  the negotiation process  10  of the system is initiated, operating through system messages and e-mail notifications in the user database  7 , and a timer is set  44 . After engaging in the negotiation process  10 , parties can ultimately accept  12  the bid and schedule interviewing  27 , reject the bid  13 , generating an e-mail notification to the parties  26  or not respond  11  where the bid expires in a set duration of time within the system  28 . 
         [0072]      FIG. 5  displays a flow diagram representing an embodiment of the registration process the present invention from the perspective of a job seeker. Registration begins through the system when a jobseeker enters his or her information  54  in the system, wherein his or her username is verified and authorized  55 . If authorization and verification fail  56 , the job seeker user is redirected to enter login information  54 . If authorization and verification is successful  57 , the package of system services and payment method are chosen  58 , and billing  59  takes place, directing users to a payment authorization  60 . If payment is not authorized  61 , the user is redirected to the package of system services and payment method page  58 . If payment is authorized  62 , the information is saved in the user database  7  and registration is successful  5 , starting a clock timer on the account  44 , and the user receives a welcome email  63  and is directed to the employee/jobseeker profile page  16 , where the job seeker can add or edit profiles, search jobs and employers, and review and send bids and messaging through the system  64 . 
         [0073]    Similarly,  FIG. 6  is a flow diagram representing an embodiment of the registration process the present invention from the perspective of an employer. Registration begins through the system when an employer enters information  65  in the system, wherein employer&#39;s username is verified and authorized  66 . If authorization and verification fail  67 , the employer user is redirected to enter login information  65 . If authorization and verification is successful  68 , the package of system services and payment method are chosen  69 , and billing  70  takes place, directing users to a payment authorization  71 . If payment is not authorized  72 , the user is redirected to the package of system services and payment method  69 . If payment is authorized  73 , the information is save in the user database  7  and registration is successful  5 , starting a clock timer on the account  44 , and the user receives a welcome email  63  and is directed to the employer profile page  16 , where the employer can add or edit profiles, search for candidates, post jobs, and review and send bids and messaging through the system  74 . 
         [0074]    The flow diagram of  FIG. 7  shows an embodiment of the system of the present invention from the access of a registered employer user. First employer logs in  15  to the system to access the employer profile page  16 , where profiles can be added and/or edited. After profile access creation or editing  16 , the employer can search for candidates  8 , post jobs  19 , access or submit bids  42  and/or send, access or delete messages  43 . From the profile  16 , the employer can search for candidates  8 , by accessing a search page  34  where search filters are pre-defined to match candidates&#39; profiles, job descriptions and key words/terms. Searches  34  are matched to profiles stored in the system database  75 . Employers can view full search results  23 , select top choices  46  to compare choices  47  in the system and/or bid on a candidate  48 , where bidding on a candidate starts the clock timer  44 . If an employer does not bid on a candidate  49 , the employer is taken back to matched profiles in the database  75 . If the employer bids  50  on a candidate, the negotiation process  10  of the system is initiated implementing system messages and e-mail notifications in the user database  7 . After engaging in the negotiation process  10 , parties can ultimately accept  12  the bid and schedule interviewing  27 , reject the bid  13 , generating an e-mail notification to the parties  26  or not respond  11  where the bid expires in a set duration of time within the system  28 , such as, for example within 30 days. Another function the system allows for the registered employer to post jobs  19 , through a post jobs page  30  including pre-defined questions to match candidates&#39; profile questions, search filters and keywords, which is stored in a user database  7 . The employer can post and submit jobs  20  to receive bids  22 . When the employer receives a bid or bids  51 , the clock is started for each bid  44 . The parties enter the negotiation process  10  of the system using messages and e-mail notifications, storing information in the user database  7 . After engaging in the negotiation process  10 , parties can ultimately accept  12  the bid and schedule interviewing  27 , reject the bid  13 , generating an e-mail notification to the parties  26  or not respond  11  where the bid expires in a set duration of time within the system  28 . 
         [0075]    The flow diagram of  FIG. 8  shows an embodiment of the system of the present invention from the access of a registered job seeker user. First the job seeker logs in  15  to the system to access the job seeker profile page  16 , where profiles can be added and/or edited. After profile access creation or editing  16 , the Job seeker can search for jobs  8 , search for employers  8 , access or submit bids  42  and/or send, access or delete messages  43 . From the profile  16 , the job seeker can search for jobs  8 , by accessing a search page  34  where search filters are defined to match employers&#39; job post questions, and most used key words in their industry. Searches  34  are matched to profiles stored in the system database  76 . Job seekers can view full search results  23 , select top choices  37  to compare choices  38  in the system and/or bid on a job  25 , where bidding on a job starts the clock timer  44 . If job seeker does not bid on a candidate  40 , the job seeker is taken back to matched profiles in the database  76 . If the job seeker does bid  39  on a job, the negotiation process  10  of the system is initiated implementing system messages and e-mail notifications in the user database  7 . After engaging in the negotiation process  10 , parties can ultimately accept  12  the bid and schedule interviewing  27 , reject the bid  13 , or not respond  11  where the bid expires in a set duration of time within the system  28 . Accepting  12 , rejecting  13  or not responding to a bid  11  generates an e-mail notification to all of the parties  26 . From the profile  16 , the job seeker can also search for employers  8  accessing an employer search page  34  including filters which are pre-defined to match employers&#39; profiles, search filters and keywords, which is stored in a user database  7 . The job seeker can view employers&#39; profiles and posted jobs  41 , and decide whether to bid on a job or jobs  25 . If the job seeker bids on a job  39 , the clock is started  44  and the parties enter the negotiation process  10  of the system using messages and e-mail notifications, storing information in the user database  7 . After engaging in the negotiation process  10 , parties can ultimately accept  12  the bid and schedule interviewing  27 , reject the bid  13  or not respond  11  where the bid expires in a set duration of time within the system  28 , and wherein all generate an e-mail notification to all parties  26 . 
         [0076]      FIG. 9  is a flow diagram representing an embodiment of the search process of the present invention from the perspective of a job seeker. In this embodiment, a job seeker logs into the system  15 , searches for jobs to bid on  8 , accessing a search page  34  where he or she can select pre-defined filters that match employers&#39; job post questions and employers most used keywords in the job seekers&#39; industry. Then the system matches job filters with jobs in the database  76 , running software to generate a match  77 . If there is no match  78 , the job seeker is redirected to the search page  34  to create a new search. If there is a match  79 , the job seeker views a results page  23 , which includes a list of criteria including job titles, industries, locations, employers and other relevant job related information. Job seekers can select and view full job descriptions  80 , choose top choices  37 , compare jobs  38  and/or bid on choices  25 . If job seekers do not bid  40  on a job, they are redirected back to the search page  34 . If job seekers bid on choices  39 , they submit a bid  81 , which becomes stored in a jobseeker bid page  83 , the job seeker will then wait for a response  84 , and the job seeker receives an email notification  82  of the bid submission, the submission is stored in the user database  7  and the clock is started  44 . 
         [0077]      FIG. 10  is a flow diagram representing an embodiment of the search process of the present invention from the perspective of a job seeker. In this embodiment, an employer logs into the system  15 , searches for jobs seekers  8 , accessing a search page  34  where the employer can select pre-defined filters that match job seekers&#39; profile questions and most used keywords in the employers&#39; industry. Then the system matches job seeker filters with job seekers in the database  75 , running software to generate a match  85 . If there is no match  86 , the employer is redirected to the search page  34  to create a new search. If there is a match  87 , the employer views a results page  23 , which includes a list of relevant job seekers. Employers can select and view full job seekers profiles  88 , choose top choices  46 , compare job seekers  47  and/or bid on choices  48 . Employers can select and view job seekers profiles  88 , chose top choices  46 , and employers have the option to initiate messages to job seeker candidates  89 , then wait for a response  90 , and bid on candidates  48 . If employers do not bid  49  on a job seeker, they are redirected back to the search page  34 . If employers do bid on a candidate or candidates  50 , they submit a bid  91 , which becomes stored in an employer&#39;s bid page  93 , the employer will then wait for a response  94 , and the employer receives an e-mail notification  92  of the bid submission, the submission is stored in the user database  7  and the clock is started  44 . 
         [0078]    An embodiment of the bidding process of the present invention from the perspective of an employer user is displayed in  FIG. 11 . This embodiment of the process begins with an employer selecting top candidates  46 , and having the option to send a message or messages to candidate for more information prior to bidding  89  going through a process which can assist an employer in deciding whether to bid on a candidate or the employer can just place bid on a candidate  48 . If the employer decides to send a message or messages to the candidate to obtain more information prior to bidding  89 , the employer enters a message page  95  containing predefined questions and/or text, and can send a message  89 , wait for a response  90  and then decide whether or not to bid on a candidate  48 . If the employer decides not to bid on the candidate  49 , the employer can decide whether to send additional messages to candidates  89 . If the employer decides to bid on a candidate  50  after going through the messaging process  48 , or decides to bid on a candidate  48  after the selection of top candidate choices  46 , employers are asked whether this particular job is already posted on the database  96 . If the job is not posted on the database  97 , the employer can fill in job details on the bidding page  99  and either choose  101  to post the job on the system web site  100 , posting a job page  102  or enter the bidding page  104 . If the job is posted on the database  98 , the bidding page is automatically filled with details of the chosen posted job  103 , and employer is taken to the bidding page  104 . The bidding page  104  provides a bid title, link to the employer&#39;s profile, cover letters, job details and description, offer including base salary, salary ranges, benefits offered and etc. The bidding page  104  directs users to agree to the terms and conditions  105 , which once accepted allow users to submit a bid  91 . After bid submission  91 , the user receives an e-mail notification  92 , which saves information in the user database  7  and starts the clock  44 , and the employer must now wait for a response  94  and can return to the profile page. Also, after bid submission  91 , the employer can decide whether to make additional bids  106 . If the employer decides to not place additional bids  108 , the employer must wait for a response  94  and can return to the profile page. If the employer decides to place additional bids  107 , the employer can go back to search results and select top candidates  46  and start the bidding process again. 
         [0079]      FIG. 12  is a flow diagram displaying a broad overview of an embodiment of the negotiation process of the present invention. In this embodiment of the present invention, the job seeker  18  and the employer  17  place or respond to bids  9 , initiating the negotiation process through bid messages  10 . After the negotiation process  10 , the bid can be accepted  12 , and the interview scheduling process can begin  27  or the bid can be rejected  13  or not responded to by a party  11 , wherein the bid expires in the system after a set duration of time. 
         [0080]      FIG. 13  is a flow diagram representing an embodiment of the negotiation process of the present invention from the perspective of an employer user. This embodiment of the negotiation process is initiated when the employer submits a bid on a job seeker  91 , starting the clock timer  44 . An email notification is sent to the jobseeker  92  and information is saved in the user database  7 , and the employer waits for a response  94  from the jobseeker  109 . If the jobseeker does not respond  11 , the bid expires in a fixed duration of time  28  and the parties are provided an email notification  26  of the bid expiration. If the job seeker does respond  110 , the job seeker may respond by providing a counter offer  111 , accept the offer  12  or reject the offer  13 . If the jobseeker counter offers, negotiations can be initiated  111  and bid messages can be sent, generating an email notification to the employer and adjustment of the system&#39;s clock timer  112 , allowing employer to respond  113 . If the employer responds  114  to the counteroffer, the employer may counter offer  115 , adjusting the system timer  118  and putting the employer in a position of waiting for another response from the job seeker  94 , and reinitiating the negotiation cycle. The employer may respond  114  by accepting  116  the bid, initiating the interview scheduling process  27  and negotiation process (for date and time)  10  through messages, where no response from the job seeker causes the bid to expire within a set duration of time  121 , or a job seeker responds and an interview is scheduled  122  or a jobseeker re-sends an accepted bid  123  (as a reminder). If the employer responds  114  by rejecting  117  the counteroffer the bid closes  119 . A job seeker may also respond  110  to an employers&#39; bid  91 , by accepting the bid  12 , generating an email notification to the employer and adjustment of the system timer  112 , after which the employer sends an interview invitation through the system  120  and the parties enter the scheduling process  27  and negotiation process  10  through messages, where no response from the job seeker causes the bid to expire within a set duration of time  121 , or a job seeker responds and an interview is scheduled  122  or a jobseeker re-sends and accepted bid  123 . Finally, a job seeker may also respond  110  to an employers&#39; bid  91 , by rejecting the bid  13 , wherein the employer receives an email notification  26 , the bid closes  124 , and information is stored in the user database  7 . 
         [0081]      FIG. 14  is a flow diagram representing an embodiment of the negotiation process of the present invention from the perspective of a job seeker user. This embodiment of the negotiation process is initiated when the job seeker submits a bid on a posted job  81 , starting the clock timer  44 . An email notification is sent to the employer  82  and information is saved in the user database  7 , and the job seeker waits for a response  84  from the employer  125 . If the employer does not respond  11 , the bid expires in a fixed duration of time  28  and the other party (job seeker) is provided an email notification  26  of the bid expiration. If the employer does respond  126 , the employer may respond by providing a counter offer  127 , accept the offer  12  or reject the offer  13 . If the employer counter offers, negotiations can be initiated  127  and bid messages can be sent, generating an email notification to the job seeker and adjustment of the system&#39;s clock timer  128 , allowing job seeker to respond  129 . If the job seeker responds  130  to the counteroffer, the job seeker may counter offer  131 , adjusting the system timer  118 , storing information in the user database  7  and putting the job seeker in a position of waiting for another response  84 , thereby reinitiating the negotiation cycle. The job seeker may respond  130  to the employers&#39; counteroffer  127  by accepting  132  the offer, generating an email notification to the employer  133 , and then placing the bid in a condition for the employer to send the job seeker an interview invitation, which includes the scheduling options for an interview  120 , after which the parties enter the interview scheduling process  27 , and then the negotiation process  10  through messages, where no response from the job seeker causes the bid to expire within a set duration of time  121 , or a job seeker responds and an interview is scheduled  122  or a jobseeker re-sends and accepted bid  123 . Finally, the job seeker may respond  130  to the employers&#39; counteroffer  127  by rejecting  134  the offer, closing the bid  135 . 
         [0082]    If the employer does respond  126  by accepting the job seeker&#39;s initial bid  12 , email notification is provided to the job seeker through the system and the system timer is adjusted  112 . The employer sends an interview invitation  120 , and then the parties enter scheduling process  27  and the negotiation process  10  through messages, where no response from the job seeker causes the bid to expire within a set duration of time  121 , or a job seeker responds and an interview is scheduled  122  or a jobseeker re-sends and accepted bid  123 . If the employer responds  126  by rejecting  13  the job seeker&#39;s initial bid  12 , email notification is provided to all parties through the system  26  and the bid closes  124  and information is saved in the user database  7 . 
         [0083]    An embodiment of the scheduling process of the present invention from the perspective of an employer user is found in  FIG. 15 . The scheduling process begins with an accepted offer  12 , creating an e-mail notification to parties  112 , storing data in the user database  7  and adjusting the system timer clock  118 . The employer either receives an email notification with a link to the scheduling page  133  or is automatically directed to the scheduling page after accepting a bid. Then the employer is directed to the scheduling page  136 , where the employer selects interview parameters including dates, times, locations, whether the interview will be held in person, or online through the system via video conferencing, etc. Once interview parameters and alternative options are selected by the employer  136 , an email notification containing this information is sent to the other party (jobseeker)  137  and stored in the user database  7 . Then the employer must wait for a response  138  from the job seeker. If the interview scheduling is accepted by the jobseeker  139 , the interview is scheduled  140 , email notifications are sent to the employer and jobseeker for confirmation  143 , information is saved in the user database  7  and the interview takes place  144 , adjusting the system clock  118 . If the job seeker instead responds to the proposed interview with negotiations through bid messages and email notifications  10 , adjusting the system clock  118 , placing the interview parameters in a condition to be accepted by both parties  141 . If both parties accept the interview  141 , the interview is scheduled  140 , email notifications are sent to the employer and jobseeker for confirmation  143 , information is saved in the user database  7  and the interview takes place  144 , adjusting the system clock  118 . If the interview parameters are not accepted by both parties  142 , the bid expires in the system within a set duration of time  28 . 
         [0084]    An embodiment of the online interview process of the present invention is displayed in  FIG. 16 . In this embodiment, the online interviewing process through video conferencing is initiated when the parties schedule an online interview  145 , including the date and time of the interview. Scheduling of the online interview generates email notifications to the parties and adjusts the system&#39;s time clock  118 . Next the employer and employee exchange contact information for the online interview through links in their profiles or through the messaging system  146 . The employer and jobseeker participate in the interview as scheduled either through the system with a separate page opening for the video conferencing, or through a separate video conferencing website  144 . After the interview the employer may make a final offer within the accepted job parameters and salary range  147 , employer may send another interview invitation to the job seeker  159  or the employer may reject or not respond to the job seeker  164 , closing the bid or resetting the system timer for bid expiration in the system  118 . 
         [0085]    If the employer responds by making a final offer within the accepted job parameters and salary range  147 , the employer may make the final offer offline  148 , and negotiation will take place offline  149  or the employer may make a final offer online through the system  150 , where the employer enters the final offer page  151 , full with job details and compensation package information. Final negotiations take place via system messages within the initial accepted offer range  152 . If the final offer is accepted  153 , email notifications are sent to the parties  154  through the system, the job seeker is hired  155  and confirmation email is sent to both users  156 . If the final negotiations  152  are rejected or there is no response  157 , the offer expires in within a set amount of time  158 . 
         [0086]    If the employer responds by sending the job seeker another interview invitation  159 , the scheduling process is reinitiated  160 , and parties can select an in person or phone interview  161  where the employer and jobseeker exchange contact information  163 , or the parties can select an online interview  162 , where the parties reinitiate the scheduling process for the online interview  145 . 
         [0087]    Finally,  FIG. 17  provides a flow diagram representing an embodiment of the offline interview process of the present invention and optional online system process. First, the interview is conducted offline at the set parameters chosen by the parties  144 , including time, date, location, etc. The system provides email notifications to the employer reminding the employer of the bid expiration date  165 . The employer makes the final offer offline  166  and then negotiations also take place offline  167 , putting the offer in a condition to be accepted by the job seeker  168 . If the offer is not accepted by the job seeker  169 , the bid expires in a set amount of time from the interview date  170 . If the offer is accepted by the jobseeker  171 , the employer has the option of choosing whether the final offer will be registered online  172 . If the employer does not want the final offer to be registered online  173 , the job seeker is hired offline  174 . If the employer chooses for the final offer to be registered online  175 , the employer is directed to a final offer page within the system  151  that includes relevant job information including the final agreement on the job details and the compensation. E-mail notifications are sent to both users and stored in the user database  154 . Then the job seeker accepts the final offer online  153  and becomes hired  155  through the online system. A confirmation email is sent to both users and the bid closes in the system  156 , while all other bids in the system for the same job expire automatically  176 , as the job has been filled. 
         [0088]    In the preferred embodiment of the invention, when a bid is accepted and the formal offer was accepted, the process is completed. All other bids for that position expire within a set duration of time, such as within 30 days of their issue, automatically. A newly hired employee may leave his or her profile where their profile is still searchable, and is encouraged to change status to ‘employed.’ 
         [0089]    The advantages of the present invention include, without limitation the ability to save parties time, money and resources in finding an appropriate match, streamlining the process of matching job seekers to employers, and allowing parties to use non-traditional multimedia data to present themselves, their qualifications and skills, and to communicate with other parties through the system. 
         [0090]    Since the system of the present invention requires users to engage in offers and negotiations much earlier in the process, as a condition to receiving interviews, each party receives guidance on where to invest time. The system also provides employers the opportunity to negotiate the best ‘deal’ (best candidates for lowest possible offer), and make sure they interview only the candidates who fit all their needs, including salary range. A unique feature of the process of the present invention is the ability of employers to bid on employees and have the negotiations earlier in the process. This feature allows job seekers to apply less, and even to be passive, allowing offers to be made to them. Further, the system provides a way for employees to stop applying to many jobs and to respond to and even compare bids received. A benefit of the system for employees is that the system provides a way for employees to negotiate salary without having to be the first to provide a salary, therefore providing both parties a way to decide where to invest time and where to interview, based on the offer. Employers benefit by being able to give offers to job seekers and by having a way now to negotiate earlier, more efficiently, including more quickly, and ensuring they interview not only the most qualified candidates, but only the ones that accepted their bids. The system provides employers to get a great ‘deal’ through negotiations, where employers can obtain great candidates with low offers. Finally, employers can attract very passive, highly desired, but non-responsive candidates with their offers. 
         [0091]    While the foregoing written description of the invention enables one of ordinary skill to make and use what is considered presently to be the best mode thereof, those of ordinary skill will understand and appreciate the existence of variations, combinations, and equivalents of the specific embodiment, method, and examples herein. The invention should therefore not be limited by the above described embodiment, method, and examples, but by all embodiments and methods within the scope and spirit of the invention as claimed.