Employment center

• US 20040107112A1
• Filed: 09/03/2003
• Published: 06/03/2004
• Est. Priority Date: 12/02/2002
• Status: Abandoned Application

• Current Assignee: Candidate Resources, Inc.
• Original Assignee: Candidate Resources, Inc.
• Inventors: Cotter, Milton S.
• Application Number:
  US10/653,616
• Publication Number:
  US 20040107112A1
• Time in Patent Office: Days
• US Class Current: 705/1
• CPC Class Codes: G06Q 10/1053 Employment or hiring
• CPC Class Codes: G06Q 30/02 Marketing; Price estimation or determination; Fundraising

Abstract

A computerized method for screening job seekers and determining whether a job seeker is a qualified applicant for possible employment by an entity delivered through software and/or the web is disclosed. The method comprises attracting a pool of job seekers to a web site; enabling each job seeker to choose at least one job of interest to the job seeker; pre-screening each job seeker for each job of interest to the job seeker by having each job seeker respond to a series of computerized questions which can be scored; scoring each of the job seekers answers to the pre-screening questions on the computer to determine if the job seeker has a sufficiently high score to be classified as a qualified applicant for the job; and obtaining additional information over the computer from job seekers.

Claims

1. A computerized method for screening job seekers and determining whether a job seeker is a qualified applicant for possible employment by an entity, the method being delivered through software and/or the web comprising the steps of:

(a) attracting a pool of job seekers to a web site;

(b) enabling each job seeker to choose at least one available job of interest;

(c) pre-screening each job seeker for each job of interest to the job seeker by having each job seeker respond to a series of computerized questions which can be scored;

(d) scoring each of the job seekers answers to the pre-screening questions on the computer to determine if the job seeker has a sufficiently high score to be classified as a qualified applicant for the job; and

(e) obtaining additional information over the computer from job seekers

2. A method according to claim 1 wherein step (e) is only performed by those job seekers that have been classified as qualified applicants.

3. A method according to claim 1 further comprising the step of generating a computer response to each person that becomes a qualified applicant after step (e).

4. A method according to claim 1 wherein step (b) enables a potential job seeker to read about the entity posting the job on the computer;

the various geographical locations of the entity; and

the various jobs which are available at each of the geographical locations.

5. A method according to claim 1 wherein step (e) includes having the applicant supply the information as requested in a formal job application.

6. A method according to claim 1 wherein step (e) includes electronically attaching the job seeker'"'"'s resume to said job application.

7. A method according to claim 1 wherein step (e) includes having the job seeker supply affirmative action data.

8. A method according to claim 1 wherein step (e) includes conducting testing on said job seeker to help determine if said job seeker should be hired by said entity for a job.

9. A method according to claim 1 wherein step (e) includes obtaining information from the job seeker about licensing requirements for the job.

10. A method according to claim 1 wherein step (e) includes obtaining information relating to drug testing.

11. A method according to claim 1 wherein step (e) includes a criminal background check on the job seeker.

12. A method according to claim 8 wherein said testing relates to aptitude testing.

13. A method according to claim 8 wherein said testing relates to behavior testing.

14. A method according to claim 8 whereas incorrect responses to said testing are identified.

15. A method according to claim 1 wherein steps (a) through (e) are in the form of a program that is an enhancement to an existing Internet web site.

16. A method according to claim 1 wherein steps (a) through (e) are in the form of a new, freestanding web site.

17. A method according to claim 1 wherein steps (a) through (e) are performed by a job seeker who is seeking employment with said entity.

18. A method according to claim 1 wherein said job seeker performs step (a) or (b) to learn about the entity.

19. A method according to claim 1 wherein said job seeker performs step (a) or (b) to learn about the jobs that are available at said entity.

20. A method according to claim 1 wherein step (b) enables said job seeker to select at least one job location for which to apply.

21. A method according to claim 1 wherein step (b) enables said job seeker to select a plurality of job openings for which to apply.

22. A method according to claim 1 wherein said pre-screening questions of step (d) are specifically based on job description.

23. A method according to claim 1 wherein step (e) is conducted by a job seeker that does not have a sufficiently high score to be classified as a qualified applicant for that job.

24. A method according to claim 22 wherein for each job seeker that is not a qualified applicant after step (d), generating a computer letter to each such job seeker informing such job seeker that said job seeker is not qualified.

25. A computerized method for screening job seekers and determining whether a job seeker is a qualified applicant for possible employment by an entity comprising the steps of:

a. attracting a pool of job seekers to a website;

b. enabling each job seeker to select at least one job location for which to apply and to select a job opening for which to apply;

c. pre-screening each job seeker for each job of interest to the job seeker by having each job seeker respond to a series of computerized questions which can be scored, the questions relating to qualifications required for the job; and

d. scoring each of the job seeker'"'"'s answers to the pre-screening questions on the computer to determine if the job seeker has a sufficiently high score to be classified as a qualified applicant for the job, and for each job seeker;

(i) having the job seeker supply the information as requested in a formal entity job application;

(ii) electronically attaching the job seeker'"'"'s resume to the job application;

(iii) conducting skill testing on the job seeker; and

(iv) entering information into the computer relating to data covering licensing requirements, credit checks, criminal background checks and/or certification requirements.

26. A method according to claim 25 wherein for each job seeker that becomes a job applicant in step (d) generating a computer letter relating to the status of the job candidate as an applicant for the job.

27. A method according to claim 25 wherein steps d(i), d(ii), d(iii) and d(iv) are performed only by each job seeker designated as a qualified applicant.

28. A method according to claim 25 wherein step d(iv) includes entering information which could result in a tax credit for said entity.

29. A computerized method for screening job seekers and determining whether a job seeker is a qualified applicant for possible employment by an entity, the process being delivered through the web on an employment center web site comprising the steps of:

(a) attracting a pool of job seekers to a web site;

(b) enabling each job seeker to choose at least one available job of interest to the job seeker;

(c) pre-screening each job seeker for each job of interest to the job seeker by having each job seeker respond to a series of computerized questions which can be scored;

(d) scoring each of the job seeker'"'"'s answers to the pre-screening questions on the computer to determine if the job seeker has a sufficiently high score to be classified as a qualified applicant for the job;

(e) obtaining additional information over the computer from those job seekers that have been classified as qualified applicants;

(f) hiring at least one of the job seekers to the status of a new employee

(g) providing a selection choice on the web site between a new employee and a current employee;

(h) allowing the new employee and/or the current employee access to specific company information; and

(i) allowing the employer access to information about the new employee and/or the current employee.

30. A method according to claim 29 wherein said specific employer information includes employer policies and/or employer procedures.

31. A method according to claim 29 wherein said information of step (i) is payroll deduction related information.

32. A method according to claim 29 wherein said information of step (i) is insurance related information.

33. A method according to claim 29 wherein said information of step (i) is employer related benefit information.

34. A method according to claim 29 wherein said job seekers that are hired are only from the group of qualified applicants.

35. A method according to claim 29 wherein said job seekers that are hired are from a group of job seekers that have been classified as both qualified and unqualified applicants.

36. A computerized system for screening job seekers and determining whether a job seeker is a qualified applicant for possible employment by an entity comprising:

(a) means for attracting a pool of job seekers to a web site;

(b) means for enabling each job seeker to choose at least one available job of interest;

(c) means for pre-screening each job seeker for each job of interest to the job seeker by having each job seeker respond to a series of computerized questions which can be scored;

(d) means for scoring each of the job seekers answers to the pre-screening questions on the computer to determine if the job seeker has a sufficiently high score to be classified as a qualified applicant for the job; and

(e) means for obtaining additional information over the computer from the job seeker.