Abstract: A system and method for automating pre-employment assessment includes a job analysis engine to receive end-user preferences of a target job, an automated job mapping, validation engine in communication with the job analysis engine, where the automated job mapping, validation engine is to receive end-user performance metrics for the target job, and workflow logic and automation in communication with the automated job mapping, validation engine, where the workflow logic and automation are to provide an end-user employee-selection model, such that the end-user employee-selection model recommends assessment battery options for the new job based on job analysis of the target job, mapping of the target job to archived jobs, and the performance metrics for the target job.

Abstract: A recruitment enhancement system is disclosed that can be used by job recruiters to assess a 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. Additionally, the recruitment enhancement system can be configured to generate information on the psychological, emotional or personality attributes of an individual based on online content authored by the individual as an additional form of information to determine an optimum time to recruit an individual and the personality fit of an individual to a job opening.

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 including resume data and data gathered from social media sources for various individuals. The system can be configured to filter data before it is presented to a user. The filtering system can be configured such that only data “safe” for use in a hiring decision is presented about individuals. In one embodiment, the filtering can involve identifying protected class information for each individual and preventing its output via the system.

Abstract: A new method for professionals to post their experience, expertise, and interests—while keeping this content understandable to a wide range of colleagues, up to date with current industry standards and definitions, and mediated of errors and misrepresentation. The disclosed solution consists of a web-based database that stores experience, descriptions, publications, awards, interests, multi-media projects, credible references, and other forms of supporting information that portray the subject as a professional and expert in his or her domain—in short: a resume, curriculum vitae, or portfolio. The information in the database is displayed via a web-browser, client-side application, or human readable format, and is editable to the extent that the owner, subject, or administrator of the information allows. The changes made by visitors to the information can be submitted for review to the owner or included immediately for future discovery—depending on permission settings of the content.

Abstract: A terminal may be configured to display a list of recruiting events. In response to selection of one of the recruiting events, the terminal may be configured to display a list of a plurality of candidates associated with the selected one of the recruiting events. The terminal may be configured to select one of said candidates from the list of candidates based on an identifier read, by the terminal, from a computing device associated with the selected candidate. The terminal may be configured to, subsequent to the selection of the candidate, display a profile of the selected candidate. The terminal may be configured to display an interactive form via which a user of the terminal can input an assessment of the selected particular candidate.

Abstract: A system and automated method for verification of employment history regarding a job applicant, the method including receiving information identifying an applicant, receiving employment history information for the job applicant, receiving information identifying an identified verification contact for verification of the employment history information, automatically providing the identified verification contact with a question pertaining to employment history information, receiving an answer from the identified verification contact, storing the answer.

Abstract: The present disclosure relates to a system and method for creating and sharing user profiles. In an illustrative embodiment, the system includes a computer network with one or more networked computer devices having a processor and a memory, and the system is adapted to: create a user profile module for creating a user-owned user profile including sensitive information; receive a plurality of privacy settings to control access to the user-owned user profile; match the user-owned user profile with one or more interested parties based on a commonality of interest; and in dependence upon the plurality of privacy settings received, and confirmation of permission to access, provide access to the user-owned user profile to the one or more interested parties. The user profiles are entirely user-owned and the owner of a user profile has full control over access to the user profile by one or more third parties based on a plurality of privacy settings.

Abstract: An online resource management system, that comprises a first service seeking node, a second service seeking node, a server that generates a unique identification number for the first service seeking node, enables the first service seeking node to create multiple profiles using the associated unique identification number and enables the second service seeking node to fetch limited information regarding the profiles of the first service seeking nodes. The server is also configured to store, update and modify information regarding plurality of the candidate nodes and plurality of the recruiter nodes in the resource management system.

Abstract: Improved systems and methods of facilitating placement of candidates between employers and recruiters are provided. In various implementations, such systems and methods provide an integrated interface within the ATS platform for employers and integrated interface within the talent platforms for recruiters. In another implementation, a talent platform exchange is provided that permits disparate talent platforms to communicate and thus more effectively manage the hiring process from within the platform. To this end, interfaces and other components may be provided which facilitate communication between talent platforms and a talent platform exchange. Such communication capability would enable a direct hire marketplace where employers engage recruiters to fill positions through their presently implemented ATSs.

Abstract: Various implementations for identifying prospective employee candidates via employee connections are disclosed. In some implementations, a system includes an employee identification module, a candidate identification module, and an interface module. The employee identification module identifies at least one first user as an employee of an employer based at least in part on employer information. The candidate identification module identifies at least one second user as a prospective employee candidate based at least in part on social graph connection information including at least a social graph connection between the first user and the second user. The interface module generates a summary of the second user as the prospective employee candidate and provides the summary for display to a third user. The interface module is coupled to a communication unit to provide the summary for display to the third user.

Abstract: Improved systems and methods of facilitating placement of candidates between employers and recruiters are provided. In various implementations, such systems and methods provide an integrated interface within the ATS platform for employers and integrated interface within the talent platforms for recruiters. In another implementation, a talent platform exchange is provided that permits disparate talent platforms to communicate and thus more effectively manage the hiring process from within the platform. To this end, interfaces and other components may be provided which facilitate communication between talent platforms and a talent platform exchange. Such communication capability would enable a direct hire marketplace where employers engage recruiters to fill positions through their presently implemented ATSs.

Abstract: Improved systems and methods of facilitating placement of candidates between employers and recruiters are provided. In various implementations, such systems and methods provide an integrated interface within the ATS platform for employers and integrated interface within the talent platforms for recruiters. In another implementation, a talent platform exchange is provided that permits disparate talent platforms to communicate and thus more effectively manage the hiring process from within the platform. To this end, interfaces and other components may be provided which facilitate communication between talent platforms and a talent platform exchange. Such communication capability would enable a direct hire marketplace where employers engage recruiters to fill positions through their presently implemented ATSs.

Abstract: A method and apparatus for automating the process of assessing a candidate and confidentially determining whether the candidate is suited for a particular job opening is disclosed. A designated user creates a position to be filled and establishes the requirements and qualifications for that position. As the candidate applies to a particular position, a computer system collects application data from the candidate in a variety of formats and outputs the application data in a uniform manner to allow comparison of multiple candidates applying for the same job opening. The designated user also shares the collected application data with a plurality of secondary users. The secondary users browse the application data, rate the candidates and provide feedback to the designated user. The designated user is able to determine which candidate to extend employment to, after having viewed the application data, as well as the feedback and ratings provided from the secondary users.

Abstract: A system, methods, and apparatus for matching employers to employees are disclosed. In an example embodiment, preferences submitted by employers and employees are stored. The preferences may include number of open positions, industry, location, salary, work experience, education level and background information received from employers and employees. The employers may be stably matched to employees in a many to many relationship. The resulting matches may be stable such that (i) no employee would prefer to be unmatched than stay with the employer matched with the employee, (ii) no employer would prefer to be unmatched than stay with the employees matched with the employer, and (iii) no employee and employer that are not matched with each other would prefer to match with each other rather than remain matched with their current matches. The matches may be employer-optimized or employee-optimized.

Abstract: A computerised method of managing the performance of an employee or a group of employees of an organisation, the method comprising the steps of: a) creating a job description containing job description data for an employee or group of employees, b) creating an objectives file containing objectives data relating to objectives to be achieved by the employee or group of employees in the performance of their job description, c) processing of the job description data and the objectives data to obtain defined performance expectation data for employee or group of employees, d) receiving performance data obtained from the organisation relating to the performance of employee or group of employees, e) comparing the performance data with the defined performance expectations data and f) creating and/or modifying a development plan for the employee or group of employees.

Abstract: A method and system for managing employment candidate data utilizes a pre-screen application to enable pre-screening of employment candidates who log on to a website and are prompted to enter additional information and schedule pre-employment tests via the website. The method and system for managing employment candidate data also uses a tracking and testing application to handle screening of candidates' paper-based applications, administration of interviews, hiring pool management, job offer support, and scheduling of training, and is integrated with an applicant tracking system. A resume tracking application of the method and system for managing employment candidate data automatically identifies and merges duplicate resume information to create a single unique resume in the tracking system.

Abstract: A system and method for providing search assistance over a communications network to an employer or a job seeker advertising positions at or applying to positions at higher education learning institutions. The method enables an employer to submit information about their open positions into categorized online system accessible to persons looking for employment in higher education. The categories are specially selected to reflect current market conditions in higher education. Employers utilize a specialized posting system to make their postings. Postings are viewed and polished prior to being made available to job seekers to ensure proper categorization, content, and completeness. Job seekers may view posted positions by entering search criteria into a search engine to produce a list of jobs matching the criteria. Job seekers may also browse listed positions by clicking through a series of categories that describe an academic discipline or administrative department.

Abstract: A technique for job screening may involve providing a video-augmented resume. An aspect of the technique can include providing a teaser video builder to resume-building users to enforce rules regarding “teaser” video entry. Alternatively or in addition, video could be augmented to push data that would normally be acquired in interview forward in a hiring process. Another aspect of the technique can include providing a cue point editor that augments video with hyperlinks and special effects. A similar editor can be provided to reviewers that are available, for example, in a social network for resume-building users.

Abstract: A system for social recruiting including an employment system server including a user database, where the user database includes a recruiter profile and a job seeker profile, and a recruiter network for the recruiter profile includes the recruiter profile associated with the job seeker profile.

Abstract: A method and apparatus for automating the process of assessing a candidate and confidentially determining whether the candidate is suited for a particular job opening is disclosed. A designated user creates a position to be filled and establishes the requirements and qualifications for that position. As the candidate applies to a particular position, a computer system collects application data from the candidate in a variety of formats and outputs the application data in a uniform manner to avow comparison of multiple candidates applying for the same job opening. The designated user also shares the collected application data with a plurality of secondary users. The secondary users browse the application data, rate the candidates and provide feedback to the designated user. The designated user is able to determine which candidate to extend employment to, after having viewed the application data, feedback, and ratings provided from the secondary users.

Abstract: A method of selecting potential hires for progression through a hiring process is provided. The method comprises selecting at least one performance indicator for a position, obtaining the at least one performance indicator for a plurality of incumbents in the position, and placing each incumbent in the plurality of incumbents along a performance continuum according to their performance indicator. The method also comprises surveying incumbents from at least both halves of the performance continuum, generating an ideal profile based upon the incumbent survey and the at least one performance indicator of the incumbents, using a survey to generate a candidate profile of a potential hire, comparing the candidate profile of the potential hire with the ideal profile for the position to determine a result for the potential hire, and determining whether to progress the potential hire to a next stage in the hiring process based upon the result.

Abstract: An online market place system enables a user, also referred to as a buyer, to solicit services from other users by distributing or advertising assignments. The online market place system also enables other users, also referred to as sellers, to accept one or more assignments and perform the solicited services. If the performed assignments are associated with payment terms, the sellers can receive payments from the buyer pursuant to the payment terms. In some cases, the online market place system can provide trade credits to buyers. This way, buyers can create assignments even before funding their accounts on the online market place.

Abstract: A computer-implemented method for creating a network conglomerate system is provided. In exemplary embodiments, the method may comprise, at a computing device having one or more processors and memory storing one or more programs for execution by the one or more processors, receiving a request to create a user account from an entity; performing a security check to verify the identity of the entity; allowing the entity to enter general information about the entity if the identity of the entity is verified; receiving and storing the general information in a database and requesting specific information from the entity based on the general information entered by the entity; receiving and storing the specific information in the database enabling the network conglomerate system by generating and displaying a virtual tree based on the general information and the specific information, the tree comprising a virtual branch associated with at least one of a department and a skill.

Abstract: A website, system and method is provided, wherein potential job candidates may create, post and maintain up-to-date employment profiles that include employment related information, such as education, job history, professional licenses and certifications, research activities, video, audio, multi-media presentations and other information that may be useful for employers in selecting candidates to fill specific jobs. Employment profiles are broken down into tabbed categories in a brag book format for ease of use and navigation, and the employment profiles are searchable by employers and job placement recruiters.

Abstract: A method and system for evaluating the reputation of a member of a social networking system is disclosed. Consistent with an embodiment of the invention, one or more attributes associated with a social networking profile of a member of a social network are analyzed. Based on the analysis, a ranking, rating or score is assigned to a particular category of reputation. When requested, the ranking, rating or score is displayed to a user of the social network.

Abstract: A method, system, server processing system, and computer program product for conducting a skills competency search and/or managing skills acquisition for a user. In one aspect, the method includes, in a server processing system, steps of: receiving, from a client processing system in data communication with the server processing system, skills competency data indicative a user's competency for a set of skills; storing the skills competency data in a data store; receiving a skills acquisition notice indicative of a skills acquisition task completed by the user; obtaining skills acquisition data based upon the skills acquisition task; updating the skills competency data for the user according to the skills acquisition data; and generating a report indicative of the user's competency for the set of skills.

Abstract: Methods and systems for leveraging one's social network in the context of an opportunities marketplace are described. One aspect of the invention involves integrating social networking features into an online marketplace, or exchange. Accordingly, one aspect of the invention involves facilitating an opportunity search in a manner that provides social networking information with the results of the search.

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 and based on ratings and preferences provided by the job seeker and provides negative filtration of undesirable jobs based on job seeker input and in response to queries from the system in order to efficiently and accurately accommodate job seeker perception.

Abstract: A system for generating and maintaining a private talent network (PTN) is described. The system allows a company to create and maintain a branded private talent network including a live talent pool of active job seekers and potential job applicants for company positions. The system includes tools for establishing, managing and developing relations with the talent pool within a private talent network as a whole or within sub-networks (circles), such as a capability to schedule and host events of interest to candidates and a capability to communicate with candidates via such methods as video, text messaging, announcements, discussions and email. In addition, the system provides tools for segmenting the recruiting process into multiple phases where each of the interactions with each candidate during each phase is tracked and information associated with the interactions is stored.

Abstract: A system for generating and maintaining a private talent network (PTN) is described. The system allows a company to create and maintain a branded private talent network including a live talent pool of active job seekers and potential job applicants for company positions. The system includes tools for establishing, managing and developing relations with the talent pool within a private talent network as a whole or within sub-networks (circles), such as a capability to schedule and host events of interest to candidates and a capability to communicate with candidates via such methods as video, text messaging, announcements, discussions and email. In addition, the system provides tools for segmenting the recruiting process into multiple phases where each of the interactions with each candidate during each phase is tracked and information associated with the interactions is stored.

Abstract: An event processing mechanism is provided as a system interface between software applications that contain events that need to be processed, a BRF program that executes event rules, and workflow processes that capture the processing of the events. A social service eventing program enables centralized and streamlined event processing by receiving event information from software applications, assigning appropriate event rules based on the received information and applicable business or regulatory rules, prioritizing event rules, setting and communicating applicable event rules to parameterized rules to be executed by a BRF program.

Abstract: A method, system, and storage device for clique based social networking and social graphing allowing users to create one or more networks each containing one or more connections, create postings or other information that trickles down to other users according to a set of rules wherein certain connections must be present to be in-network to a primary user.

Abstract: A system and automated method for verification of employment history regarding a job applicant, the method including receiving information identifying an applicant, receiving employment history information for the job applicant, receiving information identifying an identified verification contact for verification of the employment history information, automatically providing the identified verification contact with a question pertaining to employment history information, receiving an answer from the identified verification contact, storing the answer.

Abstract: A first method and system includes receiving initial information related to a person; verifying the accuracy of the initial information; assigning a plurality of scores to the person, the plurality of scores having a plurality of score types, each of the plurality of scores having a score value and a score type; and setting the score value of at least one of the plurality of scores based on the verified initial information. A second method and system includes, for each person of a plurality of persons, assigning a plurality of scores, each of the plurality of scores having a score type and a score value, the score value of at least one of the plurality of scores being based on verified information; receiving a request for information related to a specific score type and a specific score value; and determining a portion of the plurality of persons which have scores related to the specific score type and specific score value.

Abstract: A system evaluates callers, into a contact center, for possible employment. The evaluations occur while the caller waits in a contact center queue and provide a rating of the callers as potential employees. Ratings may be generated or accumulated from one or more interactions with the contact center, where each interaction with the caller can provide information about the caller's suitability as an employee. Good candidates may be interviewed automatically and/or by a manager. Those candidates that receive good ratings/evaluations and are interested in the position may be hired or provided incentives to help the call center respond to calls.

Abstract: Among other things, in a user interface of an employee management application, a cloud is displayed of thumbnail images of personnel of an organization, e.g. employees, who are associated with respective values of a quantifiable management parameter. The thumbnail images and other graphical features indicate useful information to the personnel manager, for example in the relative sizes of the graphical features that correspond to respective values of the quantifiable management parameter with which they are respectively associated.

Abstract: Systems, methods, distributed networks, and computer-readable media are provided that relate to recruiting and employment services. Background information associated with talent-capability attributes is received from talent. Job description information is received from employers. Prospective matches are identified between employers and talent, and employers and talent are given an opportunity to consent to exchange of talent contact information.

Abstract: Systems, computer-readable media, and methods are presented for selecting a service entity that utilize a processor, a memory connected to the processor, and program instructions storable in the memory and executable by the processor. Program instructions can execute to receive information from a first entity regarding a particular set of attributes of a second entity, a set of services to be performed by the second entity, and a predetermined compensation for the services. Program instructions can execute to transmit a communication to a second entity that contains the particular set of attributes, the set of services to be performed, and the predetermined compensation. Program instructions can execute to identify a number of second entities to perform the set of services by matching a number of the particular set of attributes received from the first entity. Additionally, program instructions can execute to receive a selection from the first entity of at least one of the number of second entities.

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: In exemplary embodiments, an apparatus and method for verifying experts on a consultation system is provided. Identity and credential information is received at a web server from a potential expert. A selection of a category that the potential expert wants to be admitted is also received. The identity information and at least a portion of the credential information may be verified. The potential expert is accepted as an expert based in part on a result of the verifying of the identity and credential information. Once accepted, an account associated with the potential expert is activated to allow the potential expert to become an expert and to allow the expert to provide answers on the consultation system when the potential expert is accepted.

Abstract: A computer method for matching civilian employers with candidates having prior military experience can include identifying an employer profile whose desired level of military service matches a level of military service of a candidate profile. The employer profile can be stored in a memory if the desired level military service for the employer profile matches the level of military service for the candidate profile. Remaining military fields in the employer profile stored in the memory can be compared against remaining military fields in the candidate profile. Weight values can be assigned to military fields of the candidate profile based on a degree of matching between the military fields of the employer profile and the candidate profile. The weight values can correspond to a preferred status and a non-preferred status for a respective field desired by an employer.

Abstract: A method of incentivizing distribution of job postings through social and professional networks, the method includes the steps of: associating a first identifier with a job posting, wherein the first identifier includes information further associating the first identifier with a first person; and receiving a request to associate a second identifier with the job posting, wherein the second identifier includes information associating the second identifier with a second person as well as identifying the first person as being one degree removed in an associated referral chain.

Abstract: Mining human capital information includes defining one or more attributes of a communication group, extracting a target group by searching one or more of explicit and implicit data sources according to the defined attributes, communicating with the extracted target group, logging at least some of the communications, and analyzing the logged communications.

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: The present invention includes a method to facilitate engagement and communication between a company with an available position and a recruiter. The method includes the steps of posting information about the available position for the company, and receiving information about a candidate for the available position of the company from the recruiter, and submitting the information about the candidate for the available position of the company to the company. The method further includes the step of receiving payment from the company and transmitting a portion of the payment to the recruiter upon the selection by the company of a candidate for the available position.

Abstract: One embodiment of the invention relates to a computer implemented method and system for recruiting individuals using an online search community. The method includes creating at least one microsite associated with a firm using provided online tools; creating at least one profile for a position associated with the at least one microsite; creating an anonymous ID for at least one recruit; blocking access to at least one micro site based on information provided by at least one of the firm and the at least one recruit; enabling the at least one recruit to access the at least one profile position; enabling the at least one recruit to communicate with at least one microsite; enabling the at least one recruit to disclose selected identifying information; and enabling the firm to review the at least one recruit's disclosed identifying information.

Abstract: A method for system for career matching assessment matching. One or more electronic questionnaires that are designed to reflect models of working environments, problem solving, communication and inter-personal skills are presented via a communications network. Each candidate and/or employer fills in a separate questionnaire. The job seeker answers questions as if the job seeker was the employer and the employer answers questions as if the employer were the job seeker. The particular pattern of their answers provides a profile for both the job seeker and the employer. A matching process then assesses the amount of overlap between the profiles of different candidates and employers. Greater candidate-employer overlap yields superior job performance, higher levels of job satisfaction and longer retention.

Abstract: Systems and methods of matching candidates and employers are described. The system can be a web based server that provides processors that implement all of the methods described herein. In accordance with one method described herein, a processor displays a video of the candidate during the interview on a display, the processor displays a scorecard that shows a score of the candidate on the display, the processor displays a candidate profile on the display. An interviewer enters scoring and comment information on the display and the processor updates the scorecard based on the scoring information and displaying an updated scorecard on the display.

Abstract: A system, method and computer program product are provided for identifying a qualified candidate from among a plurality of initial candidates in an efficient and reliable manner. In the context of a system, an associative memory is provided that is configured to store information regarding a plurality of candidate entities and at least one requisition entity. The associative memory is also configured to store information regarding attributes associated with candidate and requisition entities. Further, the associative memory is configured to store information regarding associations between the entities. The system also includes a receiver module configured to receive one or more query terms. The system may also include an identification module configured to identify the qualified candidate based upon the query terms and the associations between the candidate entities and the at least one requisition entity that are provided by the associative memory.

Abstract: The present disclosure is directed to an online and mobile location-based system blending social, security and communication components to help persons, including youth, find employment and internship opportunities within a community. Utilizing users' social networks, geo-location, dynamic and real-time information feeds, and proprietary prediction and security technologies, the disclosed system provides a system to create validated personal profiles for job seekers and posters, to browse and search job listings, to communicate about with other users about employment opportunities. The present invention also assists job posters and organizations to communicate about available projects within their hyper-local area.