Patent ID: 12198102

The principal objective of the present disclosure is to provide systems and methods for improving the current industry standard process of recruitment. The present disclosure provides digital recruitment systems and methods for improving recruitment process by providing a personalized streamlined application and review process for recruiters and candidates. The systems and methods enable a new innovative style of multimedia (video) introduction and review. The nature of which is to be authentic content, focused and on point, removing the large blank or thinking periods present in traditional video medium to allow rapid on point and fair analysis during a recruitment process.

Referring toFIG.1A, an exemplary environment100A is shown where various embodiments of the present disclosure may function. The environment100A includes a candidate102having an associated first computing device106including a digital recruitment system108A. The environment100A also includes a recruiter104having an associated second computing device110including a digital recruitment system108B. The candidate102may be a user or a person interested in applying for a job opportunity through the digital recruitment system108A. The recruiter104may be a user or a person who posts the job opportunity on one or more job publishing platforms. In some embodiments, the job publishing platforms may include online job portals, and offline job boards. The candidate102and the recruiter104may require to register with the digital recruitment systems108A-108B, respectively. Hereinafter, the digital recruitment system may also be referred as recruitment system or system.

The first computing device106and the second computing device110are electronic devices having computational capability and are configured to connect to a network112for exchange of information in form of multimedia, audio message, text message, video message, images, and so forth. Examples of the first computing device106and the second computing device110may include, but are not limited to, a computer, a smart phone, a tablet computer, a smart television, a smart watch, a fitness tracker, a personal digital assistant, a laptop computer, and so forth. Further, each of the first computing device106and second computing device110may include a mic, one or more cameras, and a speaker.

The digital recruitment systems108A-108B may include software, hardware, firmware, and combination of these. The digital recruitment system108A is present on the first computing device106and the digital recruitment system108B is present on the second computing device110. In some embodiments, the candidate102and the recruiter104may install the respective digital recruitment system108A,108B on their associated first computing device106and second computing device110, as a software application respectively. In some embodiments, the first computing device106and the second computing device110may not include the digital recruitment systems108A-108B, respectively. For example, the candidate102have the digital recruitment system108A on the first computing device106as a mobile application. Similarly, the recruiter104may have the digital recruitment system108B on the second computing device110as a mobile application.

Referring toFIG.1B, an environment100B shows a digital recruitment system108C located in the network112. In some embodiments, the network112may be a cloud network. In such embodiments, the candidate102and the recruiter104may access the digital recruitment system108C by connecting their respective computing devices106and110to the network112. In an example, the candidate102and the recruiter104may access the digital recruitment system108C by entering a uniform resource locator (URL) on a browsing application on their respective first computing device106and the second computing device110. Examples of the browsing application may include, but are not limited to, Google Chrome, Firefox Mozilla, Microsoft Internet Explorer, Safari, and so forth.

Further, the digital recruitment system108A,108B and108C are similar in functionality and structure. Hereinafter, the digital recruitment systems108A,108B,108C may collectively be referred as the digital recruitment system108. The candidate102and the recruiter104can register with the digital recruitment system108A,108B (or108C), respectively, by providing one or more one or more credentials like a name, an email address, a birth date, a user name, a password, an address, a finger print scan, a face scan, and so forth. Post registration, the candidate102may enter his/her credentials for accessing the digital recruitment system108B. Post registration, the recruiter104can access the digital recruitment system108B (or108C) by entering one or more credentials on the second computing device110. The digital recruitment system108may receive the one or more credentials from the candidate102and/or the recruiter104for login, authenticate an identity of the candidate102and/or the recruiter104and provide access to the digital recruitment system108based on an authentication of the one or more credentials. The digital recruitment system108may authenticate at least one of an identity and a location of the plurality of candidates, such as the candidate102, and the one or more recruiters, such as the recruiter104, registered with the digital recruitment system108.

The digital recruitment system108creates a profile for the candidate102and the recruiter104based on the registration. The digital recruitment system108enables a plurality of candidates such as the candidate102and one or more recruiters such as the recruiter104to register for accessing the recruitment system108. The one or more recruiters may post one or more job opportunities on one or more job publishing platforms. The plurality of candidates may apply for the one or more job opportunities.

The digital recruitment system108A (or108C) presents a job seeker interface on the first computing device106for example on a display screen of the first computing device106. The job seeker interface may include one or more options comprising such as, but not limited to, job searching options, data sharing options, multimedia recording/reviewing/editing options, job applying options, job shortlisting options, live messaging options, data storage options, job sharing options, feedback options, uploading options, data analyzing options, communication options, and so forth. The job searching options may allow the candidate102to search for a number of opportunities, and the data sharing options may allow the candidate102to share data such as files (document files, presentation files etc.) with other users like the recruiter104. The multimedia recording/reviewing/editing options may allow the candidate102to record/review/edit a multimedia comprising video, audio, text, etc. The job applying options may allow the candidate102to apply for a job opportunity. The candidate102may apply for the job opportunity by sending at least one of a resume file e.g. a document file, a PDF file, and so forth, a multimedia cover letter, a multimedia, or by using a pre-defined template stored in the system108A (or108C) for applying for a job. The pre-defined template may be uploaded by the recruiter104while posting the job opportunity in some embodiments.

The job shortlisting options may allow the candidate102to shortlist one or more job opportunities that he/she may have liked, the live messaging options may allow the candidate102to have live communication with the recruiters for example, send text, video or audio messages to the recruiters. The data storage options allow the candidate102to store data such as, but not limited to, resume, cover letters, messages, chats, or other data, in the system108A (or108C). The job sharing options may allow the candidate102to share the job opportunity with other users for example via social media platforms, messaging services, and so forth. The feedback options enable the candidate102to receive or provide a feedback to other users like recruiters, companies, jobs, recruitment process, and so forth. The uploading options may allow the candidate to upload data or files, encrypt data and files prior to uploading etc. The data analyzing options may allow the candidate102to enable analysis of data by the system108A (or108C). For example, the system108A (or108C) may analyse a multimedia response from the recruiter104by using sentiment analysis methods or techniques to indicate that the recruiter104has liked candidate's job application or profile.

In some embodiments, the job seeker interface may include a job application creating interface to allow the candidate to create a job application by creating multimedia and/or attaching a file like a resume file and or include a message. The candidate102may store the job application for later use or may directly apply for a job opportunity through the job seeker interface. The job seeker interface may also include a live messaging interface to allow the job seeker to chat or interact with the recruiters in real-time. The candidate102may view a job summary showing details about the jobs applied by the candidate102in a time duration like daily, monthly, weekly, yearly. Further, the candidate102can switch on camera of the device106and point the camera towards a location or area, the system108A may automatically determine the location of the area and present the candidate102with one or more job opportunities in that area. Further, the system108A may enable the candidate102to connect directly with the recruiters of the job opportunities and apply for the same accordingly. The job seeker interface may enable the candidate102to interact with a recruiter prior to or after applying for a job opportunity posted by the recruiter. In some embodiments, the candidate102may receive alert notification whenever there is any job opportunity according to candidate's interest, location, skill set etc. is posted.

Further, the recruitment system108A (108C) may notify the candidate102when the job application is delivered to the recruiter104(or other recruiters), and/or read/seen or any action is performed on the job application of the candidate102by the recruiter104.

In some embodiments, the digital recruitment system108A enables the candidate102to search one or more jobs on the job seeker interface. The digital recruitment system108A may allow the candidate102to perform location-based job search, skill set based job search, company-based job search, industry-based job search, and so forth. In some embodiments, the digital recruitment system108A (or the108C) may allow the candidate102to perform an augmented screen (or augmented reality) based job search. For example, the candidate102may switch on a camera of the first computing device106to capture at least one of a location image, a video or live video, and based on the captured location image, video etc., the digital recruitment system108A may search for available job opportunities in and/or nearby the location and display to the candidate via the job seeker interface. The available job opportunities may be displayed in at least one of a map representation, a list view, and so forth.

The digital recruitment system108B (or108C) may present a recruiter interface on the second computing device110. The recruiter interface may include one or more options comprising such as, but not limited to, candidate searching options, candidate assessing options, data sharing and communication options, multimedia response recording/reviewing/editing options, candidate shortlisting options, live messaging options, data storage options, feedback options, uploading options, data analyzing options, and so forth. The candidate searching options may allow the recruiter104to search for candidates based on one or more criteria like location, image, video, skill set, job location, and so forth. The candidate assessing options may allow the recruiter104to assess candidates by reviewing the job applications received from the candidates (or candidate102). The data sharing and communication options may allow the recruiter104to share data with other users like candidates or recruiters etc. or broadcast a message for communicating with the users. In some embodiments, the data sharing and communication options comprises an automate option to enable the recruiter104to send the one or more messages to the selected candidates based on a selection of at least one of the automate option. In some embodiments, the data sharing and communication options comprises a broadcast option to enable the recruiter104to send the one or more messages to the all the candidates applying for a job opportunity.

The candidate102accesses the digital recruitment system108A (or108C) through the first computing device106. The candidate102can search for a job opportunity and apply for the job opportunity via the job seeker interface. In some embodiments, the digital recruitment system108A (or108C) may automatically initiate a conversation with the candidate102by asking pre-defined questions when the candidate initiates a job application process through the job seeker interface. The pre-defined questions may include one or more questions set by the recruiter104for the plurality of candidates in accordance with the job opportunity.

The digital recruitment system108A may enable the candidate102to create a job application including at least one multimedia including one or more sections for applying to at least one job opportunity posted by the recruiter104. The candidate102may create the job application by at least one of creating and attaching an information file like a word file, a PPT file, a PDF file, and so forth, recording, reviewing, editing, re-recording, and combining the one or more sections. The one or more sections may include at least one of a video, an audio, an image, a text message, a live chat message, an automatic message, and the information file. The system108A may allow the candidate102to combine the one or more sections in any order, not necessarily in an order of recording of the one or more sections. This means, the candidate102may create the at least one multimedia by embedding a second section before the first section. The second section was recorded after the first section. In some embodiments, the digital recruitment system108A may enable the candidate102to create the at least one multimedia including one or more sections of a pre-defined duration for applying to a job opportunity posted by the recruiter104. In another embodiment, the candidate102may create the at least one multimedia by at least one of recording, reviewing, editing, and re-recording a multimedia. For example, the candidate102can record a multimedia and review it, if not satisfied, then the candidate102may also edit or re-record the multimedia by using the digital recruitment system108A (or108C). The digital recruitment system108A may allow the candidate102to send the at least one multimedia to the recruiter104by using the first computing device106. The candidate102may record and send the at least one multimedia for applying to a job opportunity or for negotiating while a recruitment process. The digital recruitment system108A also enables the candidate102to quickly edit the at least one multimedia prior to sending or uploading to a server device in the network112.

In some embodiments, the at least one multimedia may include a personal job application video comprising at least one of curriculum vitae (CV) information of the candidate102, cover letter information of the candidate102, an interview, and negotiation information. In some embodiments, the multimedia comprises a real-time video, a live video, text messages, and so forth. In some embodiments, the digital recruitment system108is further configured to enable the candidate102to process the at least one multimedia according to one or more pre-defined conditions defined by at least one of the recruiter104and the one or more job publishing platforms. The at least one multimedia may be of a pre-defined duration for example 27 seconds. The system108A (or108C) may allow the candidate102to send the job application to the recruiter104via the job seeker interface. In some embodiments, the candidate102may be an owner of the job application and the at least one multimedia and the multimedia and job application may remain stored in the first computing device106. The candidate102may delete or withdraw the job application and/or the multimedia for example after a duration or time. The recruiter104accesses the digital recruitment system108B (or108C) through the recruiter interface on the second computing device110. The digital recruitment system108B (or108C) displays the job application along with augmented data on the recruiter interface of the recruiter104. Examples of the augmented data may include, but are not limited to, user, location, time, supporting text, and resume. The digital recruitment system108B may allow the recruiter104to toggle this information on/off and move between overlays. The recruiter104may review the job application and the augmented data through the recruiter interface. The digital recruitment system108B (or108C) also enables the recruiter104to create at least one multimedia response including at least one section for interacting with the candidate by at least one of recording, reviewing, editing, re-recording, and combining the at least one section comprising at least one of a video, an audio, an image, an automatic message, a live chat message, a text message, and an information file. In some embodiments, the digital recruitment system108B (or108C) also enables the recruiter104to create at least one multimedia response of a pre-defined duration. The system108B may allow the recruiter104to combine the at least one section in any order, not necessarily in an order of recording of the one or more sections. This means, the recruiter104may create the at least one response by embedding a second section before the first section. The second section was recorded after the first section. In some embodiment, the recruiter104may create the at least one multimedia response by at least one of recording, reviewing, editing, and re-recording a multimedia response. For example, the recruiter104may create or capture a multimedia response based on a review of the at least one multimedia received on the second computing device110. Further, the recruiter104can record a multimedia response and review it, if not satisfied, then the recruiter104may edit or re-record the multimedia response by using the digital recruitment system108B (or108C). The digital recruitment system108also enables the recruiter104to quickly edit the at least one response prior to sending or uploading to the server device.

The recruiter104may send the recorded at least one multimedia response to the candidate102via the digital recruitment system108B (or108C). The digital recruitment system108enables the candidate102to receive the at least one multimedia response from the recruiter104. The recruiter104may send the at least one multimedia response based on a review of the received at least one multimedia of the candidate102for assessing the candidate102for the job opportunity or during a recruitment process.

In some embodiments, the digital recruitment system108is configured to integrate with the one or more job publishing platforms to enable the plurality of candidates and the one or more recruiters to access the one or more job publishing platforms directly through the digital recruitment system108. In some embodiments, the digital recruitment system108is configured to automatically analyse the job application and the at least one multimedia response by performing sentiment analysis to determine an interest level of the candidate and the recruiter, respectively. Further, in some embodiments, the digital recruitment system108is configured to provide a first feedback about the job application to the recruiter104and a second feedback about the at least one multimedia response to the candidate102, respectively based on the analysis. For example, the system108A may inform the candidate102about an interest level of the recruiter104by analysing the multimedia response of the recruiter104.

Further, the digital recruitment system108may store visual guide comprising one or more instructions for using the digital recruitment system and creating and sharing the multimedia, registration information, candidates' information, recruiters' information, job opportunities' information, recorded multimedia, and recorded multimedia responses.

Similarly, the digital recruitment system108B may enable the recruiter104to search for one or more candidates or job seekers via the recruiter interface. The recruiter interface includes search options that the recruiter104can select to search for one or more candidates for a job opportunity. The recruitment system108B may search the candidates by matching a job criteria or job requirements like qualification, skills required etc. with skill set of a plurality of candidates seeking job in a particular area. The system108B may store the details about the plurality of candidates. The digital recruitment system108B may allow the recruiter104to perform location-based candidate search, skill set based candidate search, company-based candidate search, a job criteria-based search, an industry-based candidate search, and so forth. In some embodiments, the digital recruitment system108B may allow the recruiter104to perform augmented screen (or augmented reality) based candidate search. For example, the recruiter104may switch on a camera of the second computing device110to capture at least one of a location image, a video or live video, live camera feed, and based on the captured location image, video etc., the digital recruitment system108B may search for candidates in and/or nearby the location and display to the recruiter104via the recruiter interface. The candidates i.e. the people looking for job or matching the job criteria may be displayed in at least one of a map representation, a list view, a pictorial view, and so forth.

In some embodiments, the system108may protect the content such as the job application comprising the multimedia/video/image/text etc. and the at least one multimedia response from editing by a third person other than an owner of the content. For example, the candidate102may be the owner of the job application and the recruiter104may be the owner of the at least one multimedia response. Further, the job application and the at least one multimedia response may be stored and may be available for viewing and processing for a pre-defined time only. The pre-defined time may be set by the respective owner. The job application and the at least one multimedia response may be temporary multimedia and may get automatically deleted after at least one of the pre-defined time or based on a delete input received from the respective owner. In some embodiments, the job application and the at least one multimedia response are stored locally on the computing device of the owner or in a profile of the owner in the centralized database for example at the system108C.

In some embodiments, the system108B (or108C) displays the job application on the recruiter interface. In some embodiments, the recruiter interface may include at least three sections comprising a multimedia section for displaying the received job application, a live messaging section for allowing live communication between the recruiter104and the candidate102, and a notes section for allowing the recruiter104to write notes based on the review of the job application of the candidate102. The recruiter interface may further include a shortlists section to allow the recruiter104to shortlist one or more candidates for the job opportunities. Further, the recruiter interface may include one or more action options to allow the recruiter104to take one or more action based on the review of the job application.

In some embodiments, the system108is configured to provide one or more communication options comprising an automate option and a broadcast option to the recruiter104for communicating with the plurality of candidates who applied to the one or more job opportunities, wherein the automate option allows the recruiter to send one or more messages to a selected list of candidates, wherein the broadcast option allows the recruiter104to broadcast a message to the plurality of candidates.

In some embodiments, the system108is allows the candidate to create a cover letter or a video cover letter. The video cover letters are authentic cover letter as they are un-editable by any other person than the owner of the video cover letter, and also includes timestamp and/or location information. In some embodiments, the video cover letter is a short video showing off candidate's personality and skills to prospective recruiters or hiring managers. Further, the system108may automatically embed location and timestamp information into the video cover letter (or the job application) that may prove an authenticity of the video cover letter/job application. In some embodiments, the system108enables the candidate to create the video cover letter comprising at least one section by at least one of creating and attaching an information file, recording, reviewing, editing, re-recording, and combining the at least one section. The at least one section may include a video, an audio, an image, a text message, a live chat message, an automatic message, an information file, and so forth. The system108may make the video cover letters authentic by automatically adding location and/or timestamp information and adding some security options such as, but not limited to, adding password security, making the cover letters uneditable by anyone else other than the owner of the cover letters, and so forth. In some embodiments, the system108also provides options to the candidate to allow how the job application or the video cover letter is accessed by the receiver of the same. The options may include such as a forwarding permission for allowing the receiver to share information (e.g. the job application, video resume, video cover letter etc.) of the candidate with others (e.g. other recruiters, managers, etc.), an editing permission for allowing (or restricting) the receiver for making any changes in the job application and so forth.

Referring to theFIG.2, a block diagram200illustrating system elements of an exemplary digital recruitment system202is shown, in accordance with an embodiment of the present disclosure. As shown, the digital recruitment system202includes a registration device204, a multimedia device206, a communication device208, an integration device210, a database212, a search device214, and a display device216. Further, the digital recruitment system202(hereinafter may be referred as recruitment system202or system202without change in its meaning) may include less or more modules or devices than shown in theFIG.2. The devices204-216may be connected to each other and exchange data with each other. In some embodiments, the devices204-212may be connected to each other via a bus. Further, each of the devices204-216may include software, hardware, firmware, and combination of these.

The display device216is configured to present a user interface to a plurality of users comprising the plurality of candidates and the one or more recruiters, wherein the plurality of candidates is presented with a job seeker interface and the one or more recruiters are presented with a recruiter interface. The job seeker interface may include options to help a candidate to search and apply for a job opportunity by creating a job application including multimedia. The recruiter interface may include options to enable a recruiter to post or publish job opportunities, receive job applications, review and shortlist job applications and interact with the candidates of the job applications or shortlisted job applications. The display device216is further configured to display the job application on the recruiter interface, the recruiter interface comprising at least three sections comprising a multimedia section for displaying the received job application, a live messaging section for allowing live communication between the recruiter and the candidate, and a notes section for allowing the recruiter to write notes based on the review of the job application of the candidate. In some embodiments, the recruiter interface further comprises a shortlists section to allow the recruiter to shortlist one or more candidates for the job opportunities. The recruiter interface may also include one or more action options to allow the recruiter to take one or more action based on the review of the job application. The one or more action may include sending a live message to a candidate, sending an email to the candidate, arranging an interview with the candidate, hiding or deleting the job application, and so forth.

In some embodiments, the display device216may be configured to provide one or more communication options comprising an automate option and a broadcast option to the recruiter for communicating with the plurality of candidates who applied to the one or more job opportunities, wherein the automate option allows the recruiter to send one or more messages to a selected list of candidates, wherein the broadcast option allows the recruiter to broadcast a message to the plurality of candidates.

The registration device204is configured to enable the plurality of users such as a plurality of candidates and the one or more recruiters to register with the digital recruitment system202. The one or more recruiters may include person that posts one or more job opportunities through at least one of the recruiter interface and one or more job publishing platforms like online job portals. Further, the candidates may search and apply for the one or more job opportunities through the job seeker interface. In some embodiments, the registration device204is further configured to authenticate at least one of an identity and a location of the plurality of candidates and the one or more recruiters registered with the digital recruitment system202.

The multimedia device206is configured to enable a candidate of the plurality of candidates to create a job application comprising at least one multimedia comprising one or more sections for applying to a job opportunity posted by a recruiter of the one or more recruiters, wherein the candidate creates the job application by at least one of creating and attaching an information file, recording, reviewing, editing, re-recording, and combining the one or more sections comprising at least one of a video, an audio, an image, a text message, a live chat message, an automatic message, and the information file. The multimedia device206may allow the candidate to combine the one or more sections in any order. Further, the multimedia device206enables the candidate to quickly edit the multimedia or the one or more sections of the multimedia. In some embodiments, the multimedia device206automatically edits the one or more sections during recording of the one or more sections.

In some embodiments, the multimedia device206may enable the candidate to create and/or process the at least one multimedia of a pre-defined duration for applying to a job opportunity posted by a recruiter of the one or more recruiters. The multimedia device206may allow for an authentic presentation, not a produced one. The multimedia like the at least one multimedia must show the actual candidate in his/her natural or chosen state and not enable or allow a third person or party to edit or post production edit of their multimedia including job application. The multimedia device206is further configured to enable the candidate to process the at least one multimedia according to one or more pre-defined conditions. The conditions may be defined or preset by at least one of the recruiter and the one or more job publishing platforms. Examples of the conditions may include, but are not limited to, content of the multimedia must have a focus and limit, must be acceptable to allow points across and not drain on for recruiter. For example, the duration of the multimedia may not exceed 27 seconds. Further, the at least one multimedia may include a personal job application video comprising at least one of curriculum vitae (CV) information of the candidate, cover letter information of the candidate, an interview, and negotiation information.

Further, the multimedia device206may enable the recruiter to create at least one multimedia response comprising at least one section for interacting with the candidate by at least one of recording, reviewing, editing, re-recording, and combining the at least one section comprising at least one of a video, an audio, an image, an automatic message, a live chat message, a text message, and an information file. In some embodiments, the device206enables the recruiter to create at least one multimedia response of a pre-defined duration. In some embodiments, the multimedia device206is further configured to process or edit or analyse the multimedia response. The recruiter can view the received at least one multimedia on the recruiter interface on a display screen of an associated computing device or web platforms like in a browsing application on the computing device.

Further, the at least one multimedia and the at least one multimedia response may be stored in the database212and may be available for viewing and processing for a pre-defined time. Further, the at least one multimedia and the at least one multimedia response are temporary multimedia and may expire after the pre-defined time. For example, the at least one multimedia and the at least one multimedia response may expire or may be removed as soon the pre-defined time expires. For example, the recruiter may be able to view the received at least one multimedia received from the candidate for 10 days from the time of receiving. This may automatically free up storage space on a second computing device of the recruiter and the first computing device of the candidate. In some embodiments, the at least one multimedia and the multimedia response may include location information of the sender and/or timestamp information. For example, the multimedia device206may automatically embed or augment the location and/or timestamp information into the at least one multimedia and the multimedia response. This location and/or timestamp information may prove that the at least one multimedia and the multimedia response are authentic and coming from authentic sender and location. For example while recording a video cover letter if a candidate mentions he/she is located in London, but the embedded location information shows Italy, then the recruiter will see that the candidate is not in London actually, hence the video cover letter may not be considered authentic. The multimedia device206may also provide an option to the creator e.g. the candidate of the multimedia to make the multimedia uneditable. This way the receiver of the multimedia may not be able to make any changes in the multimedia. Further, the at least one multimedia and the at least one multimedia response may include a video message. In some embodiments, the at least one multimedia comprises a video cover letter which is an authentic cover letter as it includes location information of the sender (e.g. the candidate) and/or timestamp information. Also the video cover letters are uneditable, it means no other person than the owner of the video cover letter can change the video cover letter.

In some embodiments, the multimedia device206may enable the creation of multimedia (or multimedia response) on a computing device like mobile phone, and then upload on a network device like a server. In some embodiments, the multimedia device206is further configured to enable creation of multi shot video with editing prior to uploading or sending. Further, the multimedia device206may protect the at least one multimedia and the at least one multimedia response from editing by a third person. In some embodiments, the multimedia device206may protect the job application and the at least one multimedia response from editing by a third person other than an owner. For example, the candidate is the owner of the job application and the recruiter is the owner of the at least one multimedia response.

In some embodiments, the job application includes a personal job application video comprising at least one of curriculum vitae (CV) information of the candidate, cover letter information of the candidate, an interview, and negotiation information. The job application and the at least one multimedia response are stored and is available for viewing and processing for a pre-defined time.

In some embodiments, the multimedia device206may enable the candidate to create the multimedia and the recruiter to create the at least one multimedia response of a pre-defined duration by recording, reviewing and editing prior to uploading or sending.

In some embodiments, the multimedia device206is configured to automatically analyse the job application and the at least one multimedia response by performing sentiment analysis to determine an interest level of the candidate and the recruiter, respectively. Based on the analysis the multimedia device206may provide a first feedback about the job application to the recruiter and a second feedback about the at least one multimedia response to the candidate. For example, based on the analysis of the job application or the multimedia in the job application, the device206may provide the first feedback like the candidate is highly interested in the job opportunity by analyzing sentiments or expressions of the candidate in the multimedia of the job application. Similarly, by analyzing the multimedia response, the device206may provide the second feedback such as the recruiter liked candidate's resume or job application.

The communication device208is configured to facilitate communication or exchange of information between the candidate and the recruiter or other users. The communication or exchange of information may be facilitated by allowing the candidate to send the job application to the recruiter via the job seeker interface, wherein the display device displays the job application along with augmented data on the recruiter interface of the recruiter, the recruiter reviews the job application and the augmented data through the recruiter interface. The recruiter may send the at least one multimedia response based on a review of the received job application and/or the at least one multimedia of the candidate for assessing the candidate for the job opportunity. In some embodiments, the candidate may share a link like a URL or a storage location for accessing the at least one multimedia with the recruiter. Similarly, the recruiter may share a link like a URL or a storage location for accessing the at least one multimedia response with the candidate. Sharing of information via multimedia comprising video message may result in interactive and real like communication between the candidate and the recruiter. In some embodiments, the communication device208may enable candidates and/or recruiters to communicate in an online social network that currently does not exist.

In some embodiments, the communication device208may enable the candidate to receive the at least one multimedia response from the recruiter, wherein the recruiter sends the at least one multimedia response to assess the candidate based on the job application during a recruitment process. The communication device208may send the one or more messages to at least one of the selected candidates and the plurality of candidates based on a selection of at least one of the automate option and the broadcast option by the recruiter. In some embodiments, the communication device208may automatically initiate a conversation with the candidate by asking pre-defined questions when the candidate initiates a job application process through the job seeker interface. The pre-defined questions may be set by the recruiter for the plurality of candidates in accordance with the job opportunity.

The integration device210is configured to integrate the digital recruitment system202with the one or more job publishing platforms to enable the plurality of users including the candidates and the recruiters to access the one or more job publishing platforms directly through the digital recruitment system202. The integration may be passive integration so that the system202can be included without job platforms' knowledge or active integration so that the system202may be integrated with the job publishing platforms with job publishing platforms' knowledge. The recruitment system202(or108) may be implemented or used with low quality mobile networks at no sacrifice to service.

The database212is configured to store a visual guide comprising one or more instructions for using the digital recruitment system and creating and sharing the multimedia, registration information, candidates' information, recruiters' information, job opportunities' information, the one or more sections, the at least one section, the job applications comprising the multimedia, shortlisted job applications, and multimedia responses. The data may be stored in the database212by using various data compression techniques without effecting a quality of the data comprising videos or multimedia.

The search device214is configured to enable the plurality of candidates to perform an augmented screen-based search for the one or more job opportunities based on a location, an image, a live camera feed, and a video through the job seeker interface. Further, the search device214may enable the one or more recruiter to perform an augmented screen-based (or augmented reality based) search for at least one candidate suitable for the one or more job opportunities based on a location, an image, a live camera feed, and a video through the recruiter interface.

FIGS.3A-3Bdepicts a flowchart diagram illustrating an exemplary method300for creating and sharing a multimedia for a recruitment process by using a digital recruitment system such as the recruitment system202as discussed with reference to theFIG.2, in accordance with an embodiment of the present disclosure.

At step302, the digital recruitment system202presents a user interface to a plurality of users such as candidates and recruiters. The candidate accesses the recruitment system202on a first computing device like smart phone and the recruiter accesses the digital recruitment system202on a second computing device like a computer. The candidate is presented with a job seeker interface and the recruiter is presented with a recruiter interface based on a selection by the candidate and the recruiter.

At step304, the users i.e. a candidate and a recruiter register with a digital recruitment system. In some embodiments, the registration module204registers the plurality of candidates and the one or more recruiters with the digital recruitment system202and create a profile for each of the candidates and the recruiters. At step306, the recruitment system202may provide of the system202an access to the candidate and/or the recruiter based on authentication. In some embodiments, the registration device204provides the access to the candidate and the recruiter by authenticating the candidate and the recruiter based on their respective information stored in the system202.

Then at step308, the recruitment system202enables the candidate to search for at least one job opportunity via a job seeker interface on a first computing device. Then at step310, the candidate creates and/or processes a job application including at least one multimedia comprising a video including one or more sections for applying to the at least one job opportunity. In some embodiments, the multimedia device206enables the candidate to create the job application and/or the at least one multimedia of a pre-defined duration like of 27 seconds. The at least one multimedia may be a focused video message for applying for a job. The at least one multimedia may include audio/video message including information in paragraph or pointers form. The information may include CV/resume information of the candidate, the cover letter information, an interview, a live video, negotiation information, and other information required during a recruitment process. Further, the candidate may quickly edit the multimedia prior to sending to the recruiter or uploading to the server device in a network. The candidate may apply for a job opportunity by sending the at least one multimedia to a recruiter. In some embodiments, the candidate is allowed to download a copy of the at least one multimedia on his/her first computing device.

At step312, the candidate sends the job application to a recruiter via the job seeker interface for applying for a job opportunity. The recruiter may be a person who posted the job opportunity on at least one job publishing platforms. In some embodiments, the communication device208allows the candidate to send the job application from the first computing device to the recruiter. The recruiter may be able to view and review the at least one multimedia by using the recruitment system202. In some embodiments, the recruiter may view the at least one multimedia for a limited period of time like for 10 days.

Then at step314, the recruitment system202may enable the recruiter to review the job application and to create and/or process at least one multimedia response including at least one section on the second computing device associated with the recruiter. In some embodiments, the multimedia device206enables the recruiter to create and/or process at least one multimedia response of a pre-defined duration on the second computing device. Further, the recruiter may quickly edit the multimedia response prior to sending to the candidate or uploading to the server device in a network.

Thereafter, at step316, the candidate receives the at least one multimedia response from the recruiter via the digital recruitment system202. In some embodiments, the communication device208enables the candidate to receive the at least one multimedia response from the recruiter. The candidate may again send a multimedia in response to the received multimedia response, and hence the digital recruitment system202may enable a two-way communication between the candidate and the recruiter. The digital recruitment system202may enable a real-time communication between the candidate and the recruiter in a recruitment process. The recruiter and the candidate may share information, videos, audios, documents, images, etc. by using the system202. In some embodiments, the candidate may view the at least one multimedia response for a limited period of time like for 10 days. In some embodiments, the recruiter is allowed to download a copy of the at least one multimedia response on his/her second computing device.

In an exemplary scenario, a candidate may register and then login to the digital recruitment system from their computing device like mobile phone. The candidate may search for one or more jobs based on a search criteria comprising at least one of a skill set, a job location, a qualification, an industry, and candidate's location via a job seeker interface of the digital recruitment system. Then the digital recruitment system searches for the job opportunities meeting the candidate's search criteria and presents the job opportunities to the candidate in a suitable representation such as, but not limited to, a map, a list view, and so forth. The candidate may select a job and initiate the job apply process. In some embodiments, the digital recruitment system may ask one or more questions from the candidate during the job apply process. The questions may be pre-defined questions for the job opportunity. Then the candidate may capture a multimedia such as a video, image, etc. using a camera of the mobile phone. The candidate may create the job application by including such as, but not limited to, the multimedia, a resume file, a cover letter, etc. In some embodiments, the digital recruitment system may create the job application automatically based on candidate's previous data or job application, profile, stored multimedia, resume etc. by using AI and ML. The candidate may then review the job application and include other information if required and submit the job application. The job application may be received by a recruiter of the job opportunity.

Then, the recruiter may login to the digital recruitment system on his/her associated second computing device like a computer. The digital recruitment interface may present a recruiter interface to the recruiter. The recruiter may review the received job applications and then may take an action like creating a shortlist of job applications, contacting candidates of the job applications and so forth. The digital recruitment system may allow the recruiter to review the job applications and chat with the candidates in real-time. Further, the recruiter may take an interview of the candidates through the recruiter interface itself. The recruiter may also make notes based on the review of the job applications. In some embodiments, the digital recruitment system may use AI (Artificial Intelligence) or ML (Machine Learning) to automatically review the job applications and present a feedback to the recruiter about the job applications and may send mail or message to the candidates of the job applications automatically. The recruiter may set a time for sending messages or mails to the candidates or the recruiter can move a candidate to a new list based on the review. In some embodiments, the recruiter may enable a 1-click job application and may specify criteria for reviewing. The recruiter system may automatically review the received job applications based on criteria and may rule out the job applications automatically if they don't follow the criteria. Examples of the criteria may include job application must include a video, a cover letter, a resume, must be of 1 minute, location of the candidate must be New York, and so forth.

The present disclosure provides a video-based digital recruitment system and method for enabling a candidate to create and share a video comprising information with one or more recruiters to apply for a job opportunity. The information may include such as, but not limited to, a cover letter information, a resume information, and negotiation information. The video-based digital recruitment system enables the candidates and recruiters to create, view and share short temporary videos comprising information. The video-based digital recruitment system may be installed on a respective computing device of the candidate and the recruiter. Alternatively, the candidate and the recruiter may access the video-based digital recruitment system via a browsing application, like Google Chrome, on their respective computing device.

According to an embodiment of the present disclosure, a method for enabling a plurality of candidates to share information with one or more recruiters in a recruitment process is disclosed. The method includes presenting, by a display device, a user interface to a plurality of users comprising the plurality of candidates and the one or more recruiters, wherein the plurality of candidates is presented with a job seeker interface and the one or more recruiters are presented with a recruiter interface; enabling, by a registration device of a digital recruitment system, the plurality of users to register with the digital recruitment system, wherein the one or more recruiters posts one or more job opportunities through at least one of the recruiter interface and one or more job publishing platforms, wherein the plurality of candidates applies for the one or more job opportunities through the job seeker interface; enabling, by a multimedia device of the digital recruitment system, a candidate of the plurality of candidates to create a job application comprising at least one multimedia comprising one or more sections for applying to at least one job opportunity, wherein the candidate creates the job application by at least one of creating and attaching an information file, recording, reviewing, editing, re-recording, and combining the one or more sections comprising at least one of a video, an audio, an image, a text message, a live chat message, an automatic message, and the information file; enabling, by the multimedia device, a recruiter to create at least one multimedia response comprising at least one section for interacting with the candidate, wherein the recruiter creates the at least one multimedia response by at least one of recording, reviewing, editing, re-recording, and combining the at least one section comprising at least one of a video, an audio, an image, an automatic message, a live chat message, a text message, and an information file; and facilitating, by a communication device of the digital recruitment system, communication between the candidate and the recruiter by: allowing the candidate to send the job application to the recruiter via the job seeker interface, wherein the job application along with augmented data is displayed on the recruiter interface of the recruiter, the recruiter reviews the job application and the augmented data through the recruiter interface; and enabling the candidate to receive the at least one multimedia response from the recruiter on the first computing device, wherein the recruiter sends the at least one multimedia response to assess the candidate based on the job application during a recruitment process.

According to another aspect of the present disclosure, the method includes enabling, by a search device, the plurality of candidates to perform an augmented screen-based search for the one or more job opportunities based on a location, an image, a live camera feed, and a video through the job seeker interface; and enabling, by a search device, the one or more recruiter to perform an augmented screen-based search for at least one candidate suitable for the one or more job opportunities based on a location, an image, a live camera feed, and a video through the recruiter interface.

According to another aspect of the present disclosure, the method performing the following by the multimedia device: automatically analysing the job application and the at least one multimedia response by performing sentiment analysis to determine an interest level of the candidate and the recruiter, respectively; providing a first feedback about the job application to the recruiter and a second feedback about the at least one multimedia response to the candidate, respectively based on the analysis; enabling the candidate to process the at least one multimedia according to one or more pre-defined conditions defined by at least one of the recruiter and the one or more job publishing platforms; enabling the candidate to create the multimedia and the recruiter to create the at least one multimedia response of a pre-defined duration by recording, reviewing and editing prior to uploading or sending; and protecting the job application and the at least one multimedia response from editing by a third person other than an owner, wherein the candidate is the owner of the job application and the recruiter is the owner of the at least one multimedia response.

According to another aspect of the present disclosure, the method includes integrating, by an integration device, the digital recruitment system with the one or more job publishing platforms to enable the plurality of users to access the one or more job publishing platforms directly through the digital recruitment system.

According to another aspect of the present disclosure, the method includes performing the following by the display device: displaying the job application on the recruiter interface, the recruiter interface comprising at least three sections comprising a multimedia section for displaying the received job application, a live messaging section for allowing live communication between the recruiter and the candidate, and a notes section for allowing the recruiter to write notes based on the review of the job application of the candidate, the recruiter interface further comprises a shortlists section to allow the recruiter to shortlist one or more candidates for the job opportunities, the recruiter interface also comprises one or more action options to allow the recruiter to take one or more action based on the review of the job application.

In some embodiments, the digital recruitment system may provide a one-click advertise option to the recruiter for publishing or posting a job opportunity. Further, the recruiter may set an option on the recruiter interface to allow the candidates to apply for a job via one-click apply option of the digital recruitment system. Further, the digital recruitment system may analyse the received job applications of the plurality of candidates and may analyse the job applications that doesn't satisfy the job requirements like skill set, location, etc.

In some embodiments, the method also include providing one or more communication options comprising an automate option and a broadcast option to the recruiter for communicating with the plurality of candidates who applied with the one or more job opportunities, wherein the automate option allows the recruiter to send one or more messages to a selected list of candidates, wherein the broadcast option allows the recruiter to broadcast a message to the plurality of candidates.

The method further may include storing, in a database of the digital recruitment system, a visual guide comprising one or more instructions for using the digital recruitment system and creating and sharing the multimedia, registration information, candidates' information, recruiters' information, job opportunities' information, the one or more sections, the at least one section, the job applications comprising the multimedia, shortlisted job applications, and multimedia responses.

According to an aspect of the present disclosure, the method also includes authenticating, by the registration device, at least one of an identity and a location of the plurality of candidates and the one or more recruiters registered with the digital recruitment system.

According to an aspect of the present disclosure, the method also includes performing the following by the communication device: sending the one or more messages to at least one of the selected candidates and the plurality of candidates based on a selection of at least one of the automate option and the broadcast option by the recruiter; and automatically initiating a conversation with the candidate by asking pre-defined questions set by the recruiter for the plurality of candidates in accordance with the job opportunity when the candidate initiates a job application process through the job seeker interface.

The digital recruitment system may present the job application on the recruiter interface along with augmented data such as location of the candidate, time of applying, and so forth. In some embodiments, the job application data may be presented as a map representation showing exact location of the candidate based on the job application. This way, the system may provide right information about location of the candidate. Therefore, the system may ensure that the right people interact from the right location during the recruitment process.

The disclosed recruitment system may enable a candidate to capture or create multimedia in a pre-defined format comprising paragraphs, points, from a personal perspective, while enabling the candidate to re-record and review a captured multimedia in one or more segments. The candidate can send the created multimedia/video to a recruiter for review by using the recruitment system.

The disclosed recruitment system is a video-based digital recruitment system that enables the candidates and recruiters to exchange information in form of videos during a recruitment process. The videos may provide a real representation of the candidates and may help the recruiters to comprehensively review the video of the candidate for assessment. The disclosed recruitment system is fast, easy to use and is user friendly. In some embodiments, the recruitment system enables the sending/receiving of the multimedia or videos in real-time. In some embodiments, a user like a candidate or recruiter may create a multimedia or multimedia response using their computing device like a smart phone with video capturing capability, then may upload the video on the recruitment system for further processing or sharing. In some embodiments, the recruitment system may encrypt and/or compress the video without effecting a quality of the video. This may be done to allow for operation of 3G+ mobile networks, in a minimal blocking upload time, while not sacrificing quality.

Further, the recruitment system enables the users like candidates and recruiters to record a video on just single press and review the video by single touch on the computing device. Further, the recruitment system allows the users to edit the videos for an authentic presentation, not a produced one. The videos must show the candidates (or recruiters) in their natural or chosen state and may not enable or allow a third party or post production edit of their video. Further, the recruitment system enables for creation of multi shot video with editing prior to uploading or sending.

The disclosed recruitment system may provide a new communication medium for first impressions in a job application and unsolicited applications, with a core focus on employment, labour hire such as childminding and industrial inspection.

Further, the disclosed recruitment systems may be used for workplace communications. The disclosed recruitment systems may also be used as an effective means of data sharing and communication in other industries than recruitment industry. Further, the disclosed systems may be used for on-site maintenance reporting, and so forth. Though the embodiments of the digital recruitment system have been described with reference to recruitment industry, the systems and methods disclosed in the present disclosure may be used in other markets or industries also requiring effective communication, data sharing, reporting, live communication etc.

The disclosed video-based recruitment systems and methods may provide a base review technique that may replace the need for the preparation and review of cover letters, thus facilitating a more efficient recruitment process suited to a job market geared towards shorter term employment contracts and roles.

The disclosed recruitment systems may allow candidate i.e. job seekers to record, edit, and send a video cover letter or video resume as simply and in a similar, if not better, timeframe as they can create a standard email cover letter using mobile phone or minimum computing capacity.

The disclosed recruitment systems may provide recruiters with an improved and efficient candidate review process, including more points of data and an authentication process reduce the requirement for first candidate screening interviews.

The disclosed recruitment systems may provide candidates with a clear and simple way to create a focused and concise personal video introduction. The recruiter must or may have the same, or better, time commitment to reviews as a traditional email cover letter and CV/resume submission.

The disclosed recruitment systems may provide a common format of data collection and presentation across job and industry requirements.

The disclosed recruitment systems may provide a simplified and efficient candidate review process for the recruiters, that can be scaled and customized to suit needs of the recruiters.

The disclosed recruitment systems are accessible to all candidates or job seekers to cater for minimum specified machines and mobile or computing devices.

The disclosed recruitment systems and methods may improve the outcomes and accuracy in the employment of individuals i.e. candidates or job seekers.

The disclosed recruitment systems and methods may provide online deal brokering or communication that are supported by algorithmic control processes and may be enhanced by value added services.

The disclosed recruitment systems and methods enables delivery of short videos like of 27 seconds videos and text messages that may expire after a certain period of time. The disclosed recruitment system may reside in an application for creating, viewing, and sharing short (approximately 27 second) temporary videos between the recruiters and the candidates. The disclosed recruitment systems may allow inbuilt mutual feedback, productivity improvements, and optimized data management.

The disclosed recruitment systems may solve the modern problem of overloaded and unfocused content by way of a process, method and algorithmic update to social media. The disclosed recruitment systems may provide a user like candidate, with a defined daily, fixed duration and content channel to provide updates on consumer-relevant information. The disclosed recruitment systems provide a communication network where quality is prioritized over quantity. This way, the systems may control content, data management, in turn improving social experience.

The disclosed recruitment systems may enable the candidates and recruiters to communicate in real-time without the need for long review periods, where the recruiters or human resource staff piles over generic CVs and cover letters and make their own judgement calls on which candidate to interview and then pass to management. The disclosed recruitment systems may decrease this review time.

The disclosed recruitment systems may save recruiters' (like employers) and candidates' time in hiring employees whilst providing the recruiters with unique information on the candidates' personalities that may allow the recruiters to better assess the candidates' suitability to their business or company.

The disclosed recruitment systems may enable candidates to communicate in an online social network that currently does not exist.

The disclosed recruitment systems may enable candidates to send videos (multimedia) or text messages to the recruiter(s) while protecting candidate's privacy and ownership. In some embodiments, the video is of a pre-defined duration. Further, in some embodiments, the video is a temporary video, hence the receiver of the video may be able to see or review the video for a pre-defined time only and may not be able to access the video (or text messages) after the pre-defined time lapses.

Further, in some embodiments, the candidate creates the video in one or more sections. The disclosed digital recruitment system may allow the candidate to edit, review, re-record, combine the one or more sections in any order. The candidate may also edit individual sections or may combine them into one single video and then can edit the combined video.

The disclosed recruitment systems and methods may further provide a live-in person service marketplace by facilitating a negotiation and bidding process, in person, where the personality and alternate offers can be personally presented, much like a live interview or marketplace negotiation.

The disclosed recruitment systems and methods may offer significant improvements to the recruitment process and resulting industry. IT is expected to result in better cultural fit and more points of data for accurate and informed selection required to make better hiring decisions and the resulting increases in associated commercial productivity.

In some embodiments, the disclosed video-based recruitment system may also facilitate the visual inspection and on-site reporting requirement, inclusion of precise location mapping, augmented visual capture assistance and capability to cope with unstable or offline network operation. This may particularly be applicable in areas such as offshore hydrocarbon extraction. This may allow it to become a visual reporting tool in an area where manual inspection is the norm and therefore help overcome the problem of bad quality data in these settings. Further, the disclosed video-based recruitment systems include a visual guide for the manner in which multimedia or video may be made, a visual instruction set to ensure that a variety of end users may undertake inspections safely and are able to use the system with ease. This way the system may facilitate accurate corrosion analysis, wear monitoring, damage identification such as from impact or component failure. The rapid capture and distribution of videos offered by the disclosed recruitment systems may offer potential to significantly increase response times, repair times, and asset operational life.

The disclosed video-based recruitment systems may be used in the companies by an employer, a hiring manager, a recruiter for improving and expediting the recruitment process and by the candidates for applying for one or more jobs opportunities. Also, the disclosed video-based digital recruitment systems may be used for improving the hiring process of hiring service labour for tasks such as, but not limited to pet walking, or childminding. Further, disclosed video-based recruitment systems may be used in industrial inspection settings so as to allow improved feedback and identification of faults areas needing improvement.

It will be understood that the devices and the databases referred to in the previous sections are not necessarily utilized together method or system of the embodiments. Rather, these devices are merely exemplary of the various devices that may be implemented within a computing device or the server device, and can be implemented in exemplary another device, and other devices as appropriate, that can communicate via a network to the exemplary server device.

It will be appreciated that several of the above-disclosed and other features and functions, or alternatives thereof, may be desirably combined into many other different systems or applications. Various presently unforeseen or unanticipated alternatives, modifications, variations, or improvements therein may be subsequently made by those skilled in the art, which are also intended to be encompassed by the following claims.

The above description does not provide specific details of manufacture or design of the various components. Those of skill in the art are familiar with such details, and unless departures from those techniques are set out, techniques, known, related art or later developed designs and materials should be employed. Those in the art are capable of choosing suitable manufacturing and design details.

The terminology used herein is for the purpose of describing particular embodiments only and is not intended to be limiting of the disclosure. It will be appreciated that several of the above disclosed and other features and functions, or alternatives thereof, may be combined into other systems, methods, or applications. Various presently unforeseen or unanticipated alternatives, modifications, variations, or improvements therein may subsequently be made by those skilled in the art without departing from the scope of the present disclosure as encompassed by the following claims.