Abstract: Techniques comprising: obtaining information about a first job associated with a first recruiter; identifying a second job associated with a second recruiter, the identifying comprising calculating a measure of similarity between the information about the first job and information about the second job; identifying at least one candidate for the first job from among a plurality of users of an online service associated with users, each of the plurality of users being associated with the second employer via the online network; and calculating a talent score for the identified at least one candidate based, at least in part, on the information about the first job and credentials of the identified candidate, the talent score indicating suitability of the identified at least one candidate for the first job.

Abstract: Techniques involving accessing a resume of a person; automatically parsing the resume at least in part by: identifying, based at least in part on formatting of the resume, a plurality of sections in the resume including a first section; identifying, based at least in part on content in the first section and formatting of the content, a plurality of subsections of the first section; and processing text in the plurality of subsections to identify a plurality of credentials and associated attributes; and updating a profile for the person to reflect the plurality of credentials and the associated attributes.

Abstract: Techniques comprising using at least one computer hardware processor to perform: obtaining first credential information for at least one individual; generating at least one representation of job requirements for a job based, at least in part, on the first credential information; obtaining second credential information for a candidate different from the at least one individual; and calculating a talent score for the candidate at least in part by using the at least one representation of job requirements and the second credential information.

Abstract: Techniques comprising using at least one computer hardware processor to perform: generating a representation of job requirements for a job based, at least in part, on obtained information about the job; generating a search query comprising at least a first keyword in the representation of job requirements and at least a second keyword related to the first keyword, wherein the second keyword is not in the job representation; identifying, using the search query, at least one candidate for the job from among users of an online service associated with a plurality of users; and calculating a talent score for each identified candidate for the job based on the at least one representation of job requirements.

Abstract: Techniques comprising: obtaining natural language input comprising a job description for a job; generating at least one representation of job requirements for the job at least in part by automatically processing the natural language input using at least one natural language processing technique; obtaining credential information for a candidate; and calculating a talent score for the candidate based, at least in part, on the at least one representation of job requirements and the credential information.

Abstract: Techniques comprising: obtaining information associated with a job; obtaining semi-structured natural language input comprising credentials of a candidate for the job; identifying the candidate's credentials at least in part by automatically processing the semi-structured natural language input; and calculating a talent score for the candidate based, at least in part, on the identified the candidate's credentials and the information associated with the job.

Abstract: Techniques for calculating talent scores for users associated with an online service. The techniques include obtaining information associated with a job; obtaining, via an online service having associated users, credential information for each of a plurality of candidates in the online service, the plurality of candidates identified from among the users associated with the online service; calculating a talent score for each one of the plurality of candidates based at least in part on a credential value for a credential specified in the credential information of the each one candidate and the information associated with the job; and ranking the plurality of candidates based on the calculated talent scores.

Abstract: Techniques for calculating a talent score for a candidate for a job, the talent score being indicative of the candidate's suitability for the job. The techniques include calculating a first value for a first credential of a candidate for a job and a measure of uncertainty for the first value, the first credential indicative of the candidate's knowledge and/or skill in a first area, the first value indicative of an amount of knowledge and/or skill the candidate has in the first area; obtaining an employer's credential value preferences for the job; and calculating a talent score for the candidate and a corresponding measure of uncertainty based, at least in part, on the first value, the credential value preferences, and the measure of uncertainty for the first value.

Abstract: Techniques for computing a talent score of a candidate for a job, the candidate having at least one of a primary set of credentials and at least one of a secondary set of credentials, the job being associated with credential value preferences for at least some of the primary and secondary set of credentials. The techniques include: calculating a primary credentials score of the candidate based at least in part on at least one first value of the at least one first credential and the credential value preferences, calculating at least one secondary score of the candidate based at least in part on at least one second value of the at least one second credential and the credential value preferences, and calculating a talent score of the candidate for the job based at least in part on the primary credentials score and the at least one secondary score.

Abstract: Techniques for computing a talent score of a candidate for a job. The techniques include: obtaining a first value for a first credential of a candidate for a job, wherein the first credential is indicative of the candidate's knowledge/skill in a first credential area, obtaining credential value preferences associated with the job, wherein the credential value preferences indicate at least one preferred value for at least one credential in a second credential area different from the first credential area, and calculating a talent score of the candidate at least in part by calculating a score for the first credential based at least in part on the first value, the credential value preferences, and a hierarchy of credential areas comprising the first credential area and the second credential area.

Abstract: Techniques for evaluating suitability of one or more candidates for a job. The techniques include: obtaining at least one value associated with at least one credential of at least one candidate for a job, obtaining credential value preferences associated with the job, the credential value preferences specifying at least one preferred value for the at least one credential, and calculating at least one talent score of the at least one candidate based at least in part on the at least one value of the at least one credential of the at least one candidate and the credential value preferences associated with the job.

Abstract: Techniques for recommending at least one credential to a candidate. The techniques include: identifying a plurality of credentials a candidate for a job does not possess, the plurality of credentials including a first credential, calculating, using at least one processor, a first talent score of the candidate based at least in part on at least one credential possessed by the candidate, the first credential, and credential value preferences for the job, and identifying the first credential as a credential to recommend to the candidate to obtain, when the first talent score is greater, by a threshold amount, than a talent score of the candidate calculated using only the credentials that the candidate possesses.

Abstract: Techniques for evaluating suitability of a candidate for a plurality of jobs. The techniques include: obtaining at least one value associated with at least one credential of a candidate, obtaining credential value preferences for each one of a plurality jobs, wherein the credential value preferences for each one job in the plurality of jobs indicate at least one preferred value for the at least one credential, and calculating, using at least one processor, a talent score of the candidate for each one of a plurality of jobs based at least in part on the at least one value of the at least one credential of the candidate and the credential value preferences.