Abstract: Methods, and systems, including computer programs encoded on computer-readable storage mediums, including a method for determining accuracy measures for predicted expansion directions for content item environments.

Abstract: The Applicant has developed a system and method for extracting a large amount of raw emotional features from candidate audio responses and automatically isolating the relevant features. Relative rankings for each pool of candidates applying for a given position are calculated and candidates are grouped by predictive scores into broad categories.

Abstract: The system and method of the present application utilizes a number of analysis modules to apply analysis techniques to candidate applications. The analysis modules then apply a score for each candidate for each technique with feedback information into an aggregate score. The system and method of the present application controls the collection order of the scores can weight scores by technique, and provide a graphical user interface for ease of evaluation.

Abstract: A software, web-based method enables employers to determine which candidates are the most talented as it relates to a specific job capabilities. It takes a pre-existing pool of job seekers and allows them to enter talent based competitions to win prizes, job interviews, and ultimately jobs. Employers then receive a list ranking the most talented candidates for any given job. Because there are prizes associated with contests, there are additional incentives to participate ensuring a higher volume of candidates for the position. The prizes attract candidates who would otherwise not have been interested in that particular job. This competition-based system will produce the best candidates that have the particular and specific skills necessary for the actual job and will allow the employer to actually see those skills in action during the selection process.

Abstract: The present invention generally relates to a mobile vendor management software application and system or (“VMS”) system that allow users to better manage the procurement and management of outside sources of labor. The software application may be resident on a mobile device and allows a user of the mobile device to communicate with a VMS system or database in order to perform traditional VMS functions. The mobile VMS application may also allow for additional functionality by integration of various functions and features available on the mobile device into the software application.

Abstract: A project management and activity recording system defines project tasks, project positions, and assigns personnel to the project positions. As the assigned personnel perform project tasks from a remote location, they may periodically record their activities in the project software. The recorded activity information is used to update the project to keep records such as time, cost, expenses, and task completion current, even when offsite personnel or contractors are used. A reporting user interface may be selected based on the reporting device, and data entry may be performed by updating historical or default values.

Abstract: Computer implemented job-management systems for adding employment seeking features to computer applications showing job data and receiving input. Systems may include a data storage system, instruction data including computer readable instructions, and a processor configured to execute the instruction data. In some examples, the instruction data may include an interface component for interfacing with from the computer application to capture input and job data and displaying a user interface. In some examples, the instruction data may include a storage component for storing data to the data storage system, the data including the input. Some examples may include a retrieval component for retrieving saved data from the data storage system and an interface component including computer executable instructions for entering the retrieved saved data into the form. In some examples the computer application may be configured to receive communication input and to send the communication input to an employer contact.

Abstract: An employment server in communication over an Internet with a plurality of job candidates and with a plurality of businesses and related methods are disclosed. The web site stores and provides upon request a plurality of job candidate web pages, each have a set of job qualifications. It also stores and provides upon request a plurality of job center web pages. It also stores and provides upon request, a plurality of job details web pages, each one of which is related to a job center web page. When a business reviews the job center web page and the job details web page, information identifying the business is displayed on the web pages. When a third party reviews these web pages, then information identifying the business may or may not be displayed on the web pages, depending on the settings of one or two stealth setting parameters.

Abstract: An independent pre-screening system is provided. The independent pre-screening system may include a pre-screening workflow manager executed on one or more servers configured to receive a pre-screened candidate portfolio for an associated job posting. Each pre-screened candidate portfolio will receive a GPA based on predetermined set of fulfillment criteria. The system is configured to facilitate the execution of an automated pre-screening interview, and upon completion send the corresponding candidate portfolio to a candidate queue. The independent pre-screening system may further include a pre-screening candidate manager executed on the one or more servers configured to send a portion of the pre-screened candidate portfolio and a pre-screening rubric from the candidate queue to an online dashboard or remotely executed program, receive a portfolio evaluation from the pre-screening program, and rank the portfolio evaluation by GPA in a candidate status chart for the job posting.

Abstract: A computer implemented method of effectuating an employment application, comprising: receiving at a computer server system a mobile message (SMS text message) from a job seeker containing an application request comprising of a employment code (employer code, store/location code, or job code) sent by a job seeker mobile device operating independently of the computer server system; merging the job seeker profile data with the employment code and creating an electronic job application for a hiring company that is independent of the computer server system.

Abstract: An interactive computer system and method for recruiting potential employee candidates. A user interactive Graphical User Interface (GUI) is provided on a computering device connected to a network for tracking and storing an employee candidate lifecycle with a potential employer. The GUI is preferably configured and operational to provide interactive promotional materials regarding an employment opportunity with a potential employer and establish a first video conference between the candidate and at least one representative of the potential employer.

Abstract: The technology disclosed further relates to efficiently referring recruiting candidates. In particular, it relates to providing a streamlined referral flow that enables a user to instantly refer a person whom the user has opportunistically met. The streamlined referral flow creates referral profiles of recruiting candidates based on commentary provided by a referrer and social data of the recruiting candidates assembled from one or more person-related data sources.

Abstract: Group-based, periodic education intervention that provides a targeted curriculum selected specifically for each period based on current skill assessment data is described. For example, candidates' skill levels in multiple skills are assessed, and groups are formed based on commonality of skill level. A period-specific curriculum is generated for each group to address the specific needs of the individuals of the respective group. After delivery of the period-specific targeted curriculum over the period, re-assessments of the current skill of the group members are made, and a period-specific curriculum for the subsequent period is generated and delivered. Fidelity of an implementation of the curriculum is analyzed, and alerts, reminders, and reports are provided to improve fidelity of an implementation of the curriculum.

Abstract: Embodiments of the present invention provide a renege reducing hiring method. Other embodiments of the present invention provide a renege factor evaluation method. Other embodiments of the present invention provide an organizational renege reduction method. Other embodiments of the present invention provide a candidate renege prediction method in accordance with embodiments of the present invention. An still other embodiments of the present invention provide a psychometric analysis tool for predicting the renege rate.

Abstract: Techniques for automatically suggesting one or more employment positions are provided. A method may include receiving, by a computing device, candidate data relating to an employment position candidate. The computing device may then match the employment position candidate with one or more employment positions based on the received candidate data. Once the employment position candidate is matched with the one or more employment positions, the computing device may generate one or more suggested employment positions for the employment position candidate, wherein the one or more suggested employment positions are automatically generated based on the matching of the employment position candidate with the one or more employment positions.

Abstract: Techniques for providing predictive metrics relating to employment positions are provided. A method may include receiving, by a computing device, data relating to a plurality of employment positions, wherein the data is received from a plurality of customers. The computing device may aggregate the data received from the plurality of customers and may determine statistics using the aggregated data, which are based on each of the plurality of employment positions. The computing device may generate one or more predictive metrics relating to the plurality of employment positions using one or more of the statistics.

Abstract: Disclosed are a method, a device and a system of job broadcast data publication through a work-opportunity listing server using a radial algorithm to automatically distribute the job broadcast data in a threshold radial distance from a set of geospatial coordinates associated with a mobile device. In one embodiment, the job broadcast data is radially distributed as a notification data through an on-page posting, an electronic communication, and/or a push notification delivered to (1) a set of recipients 114 through an internet protocol (IP) based network associated with users and/or their user profiles around an epicenter defined at a set of geospatial coordinates associated with the job broadcast data generated through a computing device or (2) a set of service providers through a cellular network using the radial algorithm in addition to the set of recipients 114 through the IP based network associated with users and/or their user profiles.

Abstract: Embodiments of the present invention may provide a system and method for matching candidates to a job position opening. Embodiments may include automatically creating a virtual profile based on shared characteristics of known top performing employees; matching candidates to the virtual profile; and outputting the matching results. Therefore, in addition to finding qualified candidates, embodiments of the present invention may find candidates best suited to succeed at the job based on matches to shared characteristics of known top performers.

Abstract: A software application tool to assist users for an efficient job searching process. The present invention provides a number of tools that helps the user organize all of their job application documents, keep track of tasks that need to be done, keep track of all of their job application progresses, make goals, and associate documents to each job application. The users are provided the means to access a plurality of job sites through the present invention. This prevents the need for the users to log onto a large variety of job sites. The organization tools and the accessibility to different jobsite provide the users with a much more efficient job application process for more time to upgrade their own skills and expand their network.

Abstract: A method is provided for determining employer compliance in determining employment eligibility requirements in accordance with federal immigration regulations. Compliance alerts and compliance tips are displayed for guiding employers in verifying employment eligibility. Completed employment eligibility forms are automatically audited to analyze whether the employer has accurately completed the employment verification. The completed forms are audited by applying various compliance rules to a completed employment eligibility form, presently a Form I-9, to determine compliance with the applicable regulations. A listing is provided of various errors and additional data required to complete the audited form. The method is preferably administered by a single service provider for multiple employers, to assure that changes in the applicable regulations are regularly incorporated.

Abstract: The disclosure discusses an AODSA tool that assists a user in submitting data responding to an online data posting. An embodiment of the invention is described as a job application utility. The user registers with a central data management system. This may be achieved by uploading a resume and/or manually providing registration data. Alternately, the registration data may be derived from parsing an uploaded resume that is analyzed and stored. In another embodiment, a user may simply answer a series of registration questions to register, while also creating a resume. Once the identifying information is finalized, the user is able to search the broad range of job listings. The user is able to forward identifying information to respond to a job listing by forwarding an uploaded/system created resume to an email address in the job listing or conduct an auto-fill of a linked online job application form.

Abstract: Systems and methods for assessing the qualifications of a candidate for a position using metrics recorded, assessed, and analyzed by an automated and computerized system are provided. The systems and methods can provision a candidate assessment workspace for receiving a candidate solution and then calculate a candidate digital signature based on the candidate solution.

Abstract: A method and system for facilitating the hiring and recruitment of candidates for a particular position. The system would include information relating to the skill level and expertise of various candidates irrespective of a particular job. The candidates will have their various skills assessed through the use of an anonymous assessor. The assessor would provide the system with a rating of each candidate's various assessed skills. The candidate has the option to have this assessment evaluated by a disinterested third party. A client or employer would access the system for the purpose of receiving a listing of potential candidates, their skill levels as well as assessments. The client will provide the system with a list of potential candidates to the position. The clients would utilize this information to hire a particular candidate.

Abstract: A computing system may be operable to store, in memory, a profile of a candidate, wherein the profile includes a résumé of the candidate. The computing system may be operable to associate, in memory, a electronically-readable identifier with the candidate profile. The computing system may be operable to read, via an electronic, the electronically-readable identifier from an article presented to the computing system. The computing system may be operable to locate the profile of the candidate in the electronic memory based on the read-in electronically-readable identifier. The computing system may be operable to retrieve the résumé of the candidate from the located profile. The computing system may be operable to present the résumé via a display of the computing system.

Abstract: Methods, systems and articles of manufacture for computerized employment recruiting are provided. The system accesses a candidate database of candidate data for a plurality of candidates and a job posting database. The system compares the qualifications of the candidates to the job criteria for the job postings and determines a match between the qualifications and the job criteria. The system also identifies a inferred links between the candidates and the employer for the job postings to provide an added reliability factor to the referred candidates. The system ranks the matched candidates based, at least in part, using the inferred links and provides the ranked candidates to the employer. The system may use ontology based, and semantic matching based, algorithms for matching candidates to job postings, and also for identifying inferred links between candidates and employers.

Abstract: A recruitment enhancement system is disclosed that can be used by job recruiters to assess job applicant's suitability for particular jobs. The recruitment enhancement system includes a module for generating and encouraging individuals to participate in recruitment enhancement activities, such as knowledge-based contests. An individual may be able to participate in the activities via their mobile device. One purpose of the activities can be to increase awareness about a particular company. Thus, the activities can be branded. In one embodiment, information derived from the activities can be used to assess the participant's suitability for various job positions.

Abstract: The present invention in a preferred embodiment provides systems and methods for facilitation of recruitment or hiring on an online interface which provide the employer with the “jobseekers' search list” based on a predefined questionnaire or custom questionnaire comprising of direct questions or queries or multiple choice options, whereby any descriptive or elaborate answers or details are eliminated. Jobseekers' attributes are matched with employers' desired job attributes based on the predefined questionnaire or custom questionnaires. Matching of the attributes generates scores or ranks depending on a pre-defined system and weightage provided to specific job attributes.

Abstract: A method of management human resource development in a working environment comprising a plurality of employees is provided. The method comprises receiving input data from an employee, wherein input data are indicative of an interest of the employee to a career development; generating a personal profile from the input data; screening the personal profile to determine if the employee is suitable for assessment; if the result of screening is positive, assessing the employee to assign a first score associated with a development attitude of the employee and a second score associated with the current role mastering; storing, in the computer, first and second scores as entries in a two-dimensional development matrix covering an area, and determining if the stored entries are positioned within a talent sub-area defined within the development matrix area.

Abstract: Systems and methods for collecting data from one or more scoring candidates, storing such data in a database, and transforming such data using various techniques and software modules to generate a personal tracking and development score that determines an individual's proficiency for skills that are mapped to a job profile are depicted. Users may be ranked or compared against each other with similar units of measure. An attribute score may be used as a benefit for career development similar to the benefit a credit score may provide in assessing a user's financial records.

Abstract: An electronic system may be configured to host prospect profiles for a plurality of prospects, host organization profiles for a plurality of organizations, and store an application template for each of the plurality of organizations. The electronic system may be configured to generate an aggregate application that is based on a first one of the plurality of application templates corresponding to a first organization and a second one of the plurality of application templates corresponding to a second organization.

Abstract: Systems and methods for displaying job listings via a website are described. In some examples, the systems identify information associated with a viewer of a website, and selectively display job listing information based of the information associated with the viewer of the website, such as information attributed to the viewer within a social network of which the viewer is a member.

Abstract: Systems and methods for displaying a user interface object associated with a job candidate's social networking site proximate to a job listing presented by a website are described. When a job candidate selects the user interface object, the systems and methods identify and/or obtain information associated with the job candidate that is located or otherwise stored at the social networking site of which the job candidate is a member. Once the information is identified and/or obtained, the systems and methods provide the information to the website, such as to a job application submission system associated with the website.

Abstract: The invention is a distribution system and method between Applicants, Employers and Third-party Recruiters designed to i) empower applicants to overcome the information overload problem of other Job Search Systems and have their credentials viewed by Employers, ii) affirmatively reduce profiling and discriminatory screening by Employers, iii) allow Applicants to execute national advertising job campaigns with complete anonymity, iv) bring new marketing information and tools to the Applicant's job search, v) streamline the search process for Employers to increase the number of Applicants that can be reviewed in an allotted time period, vi) empower Employers with ability to reduce their first year hiring costs, and vii) facilitate job creation by providing for the orderly transfer of the Financial Offer from the Applicant to the Employers through escrow procedures.

Abstract: Methods and systems for matching employers and candidates. One method includes receiving a first plurality of job descriptions from a first user associated with a first unique username, and transmitting the first plurality of job descriptions and the first unique username to a server. The method also includes receiving an employment match based on the first plurality of job descriptions and the unique username from the server, wherein the employment match includes a second plurality of job descriptions specified by a second user, a second unique username associated with the second user, and contact information for the second user. In addition, the method includes displaying the employment match to the first user, receiving a text message from the first user, and transmitting the text message to the second user based on the contact information included in the employment match.

Abstract: A method of operating an employment system is provided. The method includes generating a score for each of a plurality of possible results compared to information associated with a user, enabling the user to access a result of the plurality of possible results if the score generated for the result meets a threshold condition, enabling the user to adjust the threshold condition and preventing the user from adjusting the threshold condition beyond a minimum threshold condition. The score can be a bi-directional matching score. The minimum threshold condition can include a minimum score. The minimum score can be determined based on the percentage of the plurality of possible results that would be accessible to the user.

Abstract: A method for screening candidates by a screening entity that includes remotely accessing a screening entity's online web page by a candidate. The candidate inputs responses to a set of queries tailored to the screening entity. The responses thereto are stored in a candidate profile. An interactive audio session is initiated and an interactive information gathering process with the candidate occurs using both the audio session and the computer. Prompts are generated via the audio session and web page. Verbal responses are recorded and confidence scores are automatically calculated. The verbal responses are stored with the candidate profile for later access and analysis by the screening entity. The stored information is analyzed by the screening entity to make quality and criteria judgments about the candidate to determine a hiring potential of the candidate.

Abstract: The invention is a method for creating a resume comprising responding to prompts at a remote computer terminal, uploading/installing text, photographs, video feeds, and files. The completed resume can be edited and then electronically transmitted to a prospective employer or university. The employer's or college's representatives can then respond to the applicant electronically.

Abstract: Human resource system for collecting and analyzing survey data from reference providers identified by a job candidate for use by an employer. The system sends an electronic communication to the reference providers to request completion of survey questions and electronically receives the survey data from the reference providers, preferably through webpages. An analysis module combines the received survey data from the reference providers and generates a confidential candidate report for an employer which excludes identification of any ratings or comments by any reference providers. The system also generates customized interview probe questions for use during job interviews and coaching tactics for use after the hiring, based on the weak areas that have been identified from the completed surveys in order to assist the hiring manager to bring the new hires up to speed quickly and effectively.

Abstract: Technologies are generally described for systems, methods and devices configured to determine a contractor team from a group of contractors. An example method may include receiving hiring details, receiving profiles of contractors in the group, receiving social data and determining the contractor team based on the hiring details, the profiles, and the social data. The hiring details may include technical details and social details. The technical details may indicate requested first skills of contractors in the contractor team. The social details may indicate a request of a first strength of a social connection between two or more of the contractors in the contractor team. The profiles may indicate second skills of respective contractors. The social data may relate to a second strength of a social connection between at least two of the contractors in the group.

Abstract: A computer-implemented method for virtual interview questioning. The method can include receiving virtual interview elements, receiving additional components for one or more of the virtual interview elements, presenting the virtual interview elements and the additional components to an applicant, receiving responses to the virtual interview elements from the applicant, receiving evaluations of the responses, and calculating a score for the applicant based on the evaluations.

Abstract: Systems and methods for recruiting candidates for employment opportunities are disclosed. Systems and methods to create a talent pool of job candidates and identify the candidates within that pool who are potentially best qualified and be inclined to consider current job openings that has been matched to their aspirations for a career move. In particular, passive candidates, persons who are not actively looking for work, are targeted and monitored for indications that they may be interested in considering potential employment opportunities. Passive candidates are obtained from various sources, for example, a prehire or reference checking service.

Abstract: A method and system are disclosed for using verified assessments of employee capabilities in hiring decisions, where the method and system are implemented via applications displayed as icons on a rotatable wheel structure. The verified assessments are of criteria applicable to a group of employees, where the criteria are weighted in accordance with attributes of the group and the hiring decisions depend upon the weighted criteria applied to the assessments of the employee and upon a rating of the group. An arc of the wheel structure is displayed, exposing a subset of applications, the wheel structure being rotatable to expose additional applications within the displayed arc.

Abstract: A job searching and matching system and method is disclosed that gathers job seeker information in the form of job seeker parameters from one or more job seekers, gathers job information in the form of job parameters from prospective employers and/or recruiters, correlates the information with past job seeker behavior, parameters and behavior from other job seekers, and job parameters and, in response to a job seeker's query, provides matching job results based on common parameters between the job seeker and jobs along with suggested alternative jobs based on the co-relationships.

Abstract: The invention is directed to a method and system to verify an employment history of an applicant. The method involves obtaining data from a plurality of data sources comprising a business application, aggregating data to obtain aggregated data, where aggregated data includes employment and payroll data from the plurality of data sources, receiving a request for an employment history verification report based on a job application, where the request includes applicant identification information, searching aggregated data for data associated with applicant identification information, and providing the employment history verification report corresponding to applicant identification information, where the employment history verification report is based on the request and aggregated data. The employment history verification report may be based on employment and payroll data associated with applicant identification information.

Abstract: A computer system and method for managing access to a resume database. For each skill or experience-related phrase in a resume, the system computes a term of experience based on an experience range associated with a contextual use of the phrase in the resume. The term of experience for a phrase that occurs multiple times in the resume is the summation of the term of experience for each occurrence of the phrase associated with a different contextual use. The system stores each phrase and the term of experience in a parsed resume. The resume database also stores job descriptions that include required phrases and a required term of experience for each required phrase. The job descriptions also store a required level of education or field of specialization, and a required salary range. A recruiter searches the resume database to find matching resumes that satisfy a job description.

Abstract: The present invention provides a system for accessing unemployment insurance and workforce registration comprising in combination a database containing unemployment insurance benefit data and a database containing workforce registration data. A server having a software employment component is operatively coupled to the database containing unemployment insurance benefit data and is operatively coupled to the database containing workforce registration data. A computer access terminal is operatively coupled to the software employment component. The computer access terminal allows a first user to enter data into the database containing unemployment insurance benefit data and into the database containing workforce registration data.

Abstract: The invention provides a system that automates workforce management tasks through the integrated use of structured content accessible from a database, a set of business logic rules engines as well as input from users via user interfaces. The invention also provides a methodology for creating engineered content that is accessible to a strategic workforce management system which manages human resources tasks.

Abstract: Position class modeling systems are presented. Modeling systems can include a position class modeling engine configured to model one or more positions within an organization as a position class as a function of one or more values of modeling factors. The modeling engine derives one or more elasticity of the modeling factors where the elasticity provides in indication of how a position class would change based on changes of the modeling factor values.

Abstract: A recruitment enhancement system is disclosed that can be used by job recruiters to assess job applicant's suitability for particular jobs. The recruitment enhancement system can maintain and regularly update a proprietary database of individuals where the individuals can be scored or ranked within a profession. The recruitment enhancement system can be configured to receive a recruitment service request including one or more individuals. In response to receiving the request, the system can attempt to match the one or more individuals named in the request to individuals maintained in the proprietary database. Scores or ranks for the matched individuals can be returned in a response to the request.

Abstract: A recruiting service is disclosed that generates profiles of software developers having specific skills. Public code repositories are examined to identify projects of software developers. The projects are analyzed to estimate the number of years of experience a software developer has with an individual language and determine a score with respect to other developers. Social media information and a messaging link may also be provided with each profile. A graphical user interface for displaying the information is disclosed.