Field of the invention

The present invention relates to service delivery systems, for example to systems for delivering technical personnel services during implementation of technical projects having technical effect. Moreover, the present invention also relates to methods of operating such systems. Furthermore, the present invention also concerns software products recorded on machine-readable data carriers, wherein the software products are executable on computing hardware for implementing aforesaid methods of operating such systems.

Background of the invention

Major technical projects include, for example, bridge construction, tunnel construction, airport construction, commissioning oil drilling platforms, and construction of new factories. When implementing such major technical projects, it is necessary that various technical materials, technical equipment and specialist technical personnel are deployed in appropriate sequences for the technical projects to deliver desired technical effects, and are implemented pursuant to planned timescales and financial budgets. Correct deployment of appropriate personnel is at least as important as ensuring that necessary items of technical equipment are available at correspondingly appropriate times during implementation of a technical project.

Selecting technical equipment for implementing a technical project is performed on objective grounds, for example with regard to at least one of:

(a) cost of the equipment;

(b) availability of the equipment, for example for hire or purchase; (c) technical capability and functionality of the equipment;

(d) reliability of the equipment; and

(e) versatility of the equipment to being deployed on other tasks.

In certain situations, searches on equipment databases have to be performed in order to identify and appropriately requisition technical equipment for implementing specific project tasks. For example, when boring an oil well and installing casing pipes therein, various types of leaks can arise which need to be identified using down-borehole measuring apparatus and which need to be repaired if necessary. This measuring apparatus requires specialist personnel for directing its operation when deployed down bore-holes for identifying such leaks.

It will thus be appreciated that identifying appropriate technical personnel for a major technical or civil engineering project is just as important as selecting appropriate technical equipment for implementing specialist tasks when executing the major technical or civil engineering project. These considerations pertain mutatis mutandis for other types of complex projects requiring considerable coordination of equipment and personnel.

In a published United States patent application no. US2008/0059290 A1 (McFaul), there is described a system and method of evaluating an individual's total qualifications so as to properly place an individual in position within an organization, for example a specialist technical engineer within a technical organisation for implementing technical projects having technical effect. Information gathered via the system and method can then be used in the consideration, evaluation and recruitment of employees. The method and system can also be used for employee placement, role assignment and/or team member selection in a workplace setting. Factors considered in determining a person's qualifications are the person's characteristics, skills and knowledge. The method employs a sample clock for representing an individual's mental functioning activity (MFA). MFA is a terra employed to illustrate a spectrum of possible mental and behavioural characteristics correlated with their actual or categorized brain activity. For example, some characteristics that make up MFA are:

(i) focus, such as obsession, over-focus, awareness and disinterest; (ii) temperament such as rage, anger, aversion and disenfranchisement; (iii) concern, such as fright, fear, sadness and despair;

(iv) happiness, such as resentment , bitterness, joy, envy and avoidance; and

(v) physical behaviour such as overly active, active, lethargic and sedentary.

In general, the mental functioning of an individual person is more intimately related to a physical functioning of a person's brain, and may be further visualized using magnetic resonance imaging (MRI) or other physical diagnostic tools.

The method employs, of easily referencing an MFA of a person, categorization numbers such as 9-10-11-12-1-2-3, these numbers being derived from completing tests wherein questions are presented to the person. These characterisation numbers are based upon positions of a clock. Positions on the clock range from "9" corresponding to being over focused in conjunction with large amounts of MFA, to "3" corresponding to a low amount of MFA. Too much MFA is just as ineffective as too little MFA for purposes of fulfilling requirements for personnel recruitment.

When considering a group of persons, for example technical engineers for recruiting to a technical position within a technical project group, candidates' scores on such a clock are compared with an ideal MFA that is desired for the position. Optionally, a process of testing for MFA is beneficially implemented in a computer system operable to provide questionnaires and automatically scoring them for generating the aforementioned clock.

Although such a known approach as described in the aforesaid published United States patent application no. US2008/0059290 A1 (McFaul) is alleged to be useful for selecting personnel, it has been found to be too complex and/or incorrectly focused on important characteristics of personnel which need to be considered when building, for example, complex teams of technical specialists for implementing technical projects having technical effect. Such technical projects having technical effect include, for example, bridge building, oil rig deployment, supplying emergency technical assistance in disaster regions of the World, constructing an offshore wind turbine facility, constructing a nuclear reactor for civil electricity generation.

The present invention seeks, amongst other issues, to provide an improved method of constructing teams of people for implementing defined project tasks, for example constructing technical teams for controlling complex technical equipment when implementing technical projects having technical effect. Such methods enable large numbers of potential personnel to be efficiently screened and optionally selected.

Summary of the invention

An object of the present invention is to provide a service delivery system which is operable to more effectively match personnel profiles with target profiles, for deploying personnel more effectively on projects having technical effect.

According to a first aspect of the invention, there is provided a service delivery system as defined in appended claim 1 : there is provided a service delivery system including a computer arrangement for comparing one or more personnel profiles with one or more target profiles for identifying a degree of matching therebetween and thereby selectively deploying corresponding personnel into one or more projects having technical effect, the system including:

(a) an interface arrangement coupled to the computer arrangement operable to receive personnel data and the one or more target profiles; (b) the computer arrangement being operable to implement a first process for processing the personnel data for generating one or more intermediate candidate profiles, and a subsequent second process for normalizing the one or more intermediate candidate profiles to generate the one or more personnel profiles; and

(c) a display arrangement coupled to the computer arrangement for implementing a third process for providing a graphical interface for use in identifying the degree of matching between the one or more target profiles and the one or more personnel profiles, the degree of matching enabling selective deployment of the personnel into the one or more projects having technical effect to be achieved.

The present invention is of advantage in that implementation of the second stage enables the graphical interface to provide a more representative assessment of the one or more personnel profiles for more effective deployment of the personnel into the one or more projects, for example technical projects.

Optionally, when implementing the system, the graphical interface is operable to provide a matching representation including a plurality of axes radially disposed from a point, wherein each axis is operable to denote a normalized assessment of a characteristic of a corresponding personnel profile and a target profile against which the personnel profile is being compared, the normalized assessment being marked upon the axis and being graphically linked to at least another normalized assessment marked upon another axis of the matching representation. More optionally, the system is further operable to present a figure-of-merit on the graphical interface, the figure-of-merit being indicative of a degree of matching between a personnel profile and a target profile presented on the graphical interface, the figure-of-merit being computed from a non-overlapping area existing between a polygonal representation of the personnel profile and the target profile on the graphical interface. More optionally, when implementing the system, the matching representation includes in a range of 2 to 20 axes. More optionally, the matching representation is distributed into a plurality of layers which are alternatively presented on the graphical interface. Optionally, when implementing the system, the interface arrangement is operable to enable personnel video image sequences to be submitted to the computer arrangement for use in at least one of: the first process, the second process, the third process.

Optionally, when implementing the system, the computer arrangement is operable to support real-time interactive personnel video interviews during execution of the second process.

Optionally, when implementing the system, the interfacing arrangement and/or the computing arrangement are operable to receive payment from one or more personnel and/or employers for invoking services provided in operation by the system.

Optionally, the system is implemented with its computer arrangement at one or more Internet web-sites, and the interface arrangement is implemented via the Internet.

According to a second aspect of the invention, there is provided a method as claimed in appended claim 10: there is provided a method of providing a service via a computer arrangement for comparing one or more personnel profiles with one or more target profiles for identifying a degree of matching therebetween and thereby selectively deploying corresponding personnel into one or more projects having technical effect, the method including steps of:

(a) receiving via an interface arrangement coupled to the computer arrangement personnel data and the one or more target profiles;

(b) implementing via the computer arrangement a first process for processing the personnel data for generating one or more intermediate candidate profiles; (c ) implementing a second process for normalizing the one or more intermediate candidate profiles for generating the one or more personnel profiles; and

(c) implementing via a display arrangement coupled to the computer arrangement a third process for providing a graphical interface for use in identifying the degree of matching between the one or more target profiles and the one or more personnel profiles, the degree of matching enabling selective deployment of the personnel into the one or more projects having technical effect to be achieved.

Optionally, the method includes a further step of providing via the graphical interface a matching representation including a plurality of axes radially disposed from a point, wherein each axis is operable to denote a normalized assessment of a characteristic of a corresponding personnel profile and a target profile against which the personnel profile is being compared, the normalized assessment being marked upon the axis and being graphically linked to at least another normalized assessment marked upon another axis of the matching representation. More optionally, the method includes a further step of presenting a figure-of-merit on the graphical interface, the figure-of-merit being indicative of a degree of matching between a personnel profile and a target profile presented on the graphical interface, the figure-of-merit being computed from a non-overlapping area existing between a polygonal representation of the personnel profile and the target profile on the graphical interface. More optionally, the method is implemented such that the matching representation includes in a range of 2 to 20 axes.

Optionally, when implementing the method, the matching representation is distributed into a plurality of layers which are alternatively presented on the graphical interface.

Optionally, the method includes a further step of enabling via the interface arrangement personnel video image sequences to be submitted to the computer arrangement for use in at least one of: the first process, the second process, the third process.

Optionally, the method further includes a step of supporting via the computer arrangement real-time interactive personnel video interviews during execution of the second process.

Optionally, the method includes a further step of receiving via the interfacing arrangement and/or the computing arrangement payment from one or more personnel and/or employers for invoking services associated with the method.

Optionally, the method is implemented with the computer arrangement at one or more Internet web-sites, and the interface arrangement is implemented via the Internet.

According to a third aspect of the invention, there is provided a software product recorded on a machine readable data carrier, the software product being executable on computing hardware for use when implementing a method pursuant to the second aspect of the invention.

It will be appreciated that features of the invention are susceptible to being combined in any combination without departing from the scope of the invention as defined by the appended claims. Description of the diagrams

Embodiments of the present invention will now be described, by way of example only, with reference to the following diagrams wherein:

Figure 1 is a schematic illustration of a method employed in a system pursuant to the present invention;

Figure 2 is an illustration of a graphical interface provided in operation by the system of Figure 1 , the graphical interface enabling personnel profiles to be matched to target profiles, and the graphical interface including four assessment axes radiating from a point;

Figure 3 is an illustration of a graphical interface provided in operation by the system of Figure 1 , the graphical interface enabling personnel profiles to be matched to target profiles, and the graphical interface including three assessment axes radiating from a point;

Figure 4 is an illustration of a graphical interface provided in operation by the system of Figure 1 , the graphical interface enabling personnel profiles to be matched to target profiles, and the graphical interface including five assessment axes radiating from a point;

Figure 5 is an illustration of a graphical interface provided in operation by the system of Figure 1 , the graphical interface enabling personnel profiles to be matched to target profiles, and the graphical interface including three layers including representations which each comprise a plurality of assessment axes radiating from a corresponding point; and

Figure 6 is an illustration of the system elucidated with reference to Figure 1 implemented via use of the Internet.

Description of embodiments of the invention

Referring to Figure 1 , the present invention concerns a service delivery system 10 employing first and second assessment stages 20, 30 together with a graphical interface stage 40 thereafter. The stages 20, 30, 40 are optionally implemented using computing hardware 50 operable to execute one or more software products 80 recorded on machine-readable data carriers, the one or more products 80 being executable on the computing hardware 50. Optionally, the stages 20, 30, 40 are implemented with assistance of human intervention. Optionally, the stages 20, 30, 40 are implemented, at least in part, via one or more interactive Internet web sites. Results from implementing the stages 20, 30, 40 are then employed for placing persons within organisations for executing specific tasks, for example for placing technical project engineers within technical projects for constructing technical infrastructure operable to provide technical effect. The stages 20, 30, 40 are thereby par of a technical process whose implementation results in a technical effect being achieved, for example a bridge being built, an oil rig being commissioned. One or more of the stages 20, 30, 40 are susceptible to being repeated if required, for example as denoted by 60; for example, one or more of the stages 20, 30, 40 are repeated for re-assessing a plurality of potential candidates.

The first stage 20 includes two sub-stages, namely:

(a) a first sub-stage 100 wherein a specification of a position within an organisation is defined and/or a target profile for a candidate for a position within an organisation is defined; this specification and/or target profile corresponds legally to an "invitation"; (b) a second sub-stage 110 wherein, after one or more potential candidates become aware of the specification and/or target profile in the first sub-stage 100, the one or more potential candidates submit one or more corresponding responses, also known as "one or more offers". Optionally, the one or more potential candidates submit their responses without being aware of specific details of the specification and/or target profile, for example in a manner of general application for work.

The first sub-stage 100 is susceptible to being implemented via a technical communication network, for example via a web-site on the Internet, or via more conventional media such as printed documents communicated to potential candidates.

When the system 10 is implemented within a commercial organisation, for example within a multinational defence company, management decides upon implementing a new project, for example developing an advanced supersonic cruise missile system in response to government defence equipment procurement programmes. The new project requires skilled personnel to be procured in order to execute the project, such that the management contacts their personnel department and instructs it to find suitable candidates for the project, preferably in amongst personnel already employed within the company. The personnel department then prepares a job specification and/or desired target candidate profile.

Optionally, the job specification and/or desired target candidate profile is at least one of:

(a) communicated to potentially viable candidates within the commercial organisation, for example to technical departments thereof; and (b) employed by the personnel department to screen candidates who have earlier submitted their personal details to the personnel department for purposes of screening in respect of potential future positions and career progression opportunities.

Alternatively, when the system 10 is implemented in a public arena, the first sub-stage 100 involves communicating to a general population, for example via a list of available positions advertised on an Internet website. Such communication to a general population is optionally at least partially targeted, for example towards university students studying for degree qualifications pertaining to technical telecommunication systems.

In the second sub-stage 110, one or more candidates respond to the target profile and/or specification from the first sub-stage 100. The system 10 is thereby able to receive feedback from one or more potential candidates, namely in a manner of "offers" in response to the "invitation" provided in the first sub-stage 100. Optionally, the responses are prepared in advance, for example employees within the aforesaid multinational company have earlier submitted their curriculum vitae (CV) to their personnel department with view to being considered for potential future technical positions as a part of their career development. Alternatively, when one or more potential candidates actively respond on their own volition to the "invitation" of the first sub-stage 100, the one or more potential candidates submitting a representation of how they consider themselves. For example, when the "invitation" of the first sub-stage 100 is advertised on an Internet web-site, the web-site is optionally configured to present potential candidates with a corresponding questionnaire. The questionnaire poses one or more questions which a potential candidate answers on a scale between figures or letters in a range of N1 to N2, or graphical symbols arranged when presented in a spatially relative manner, for example in a spatially linear row on a display screen.

The figures or letters from N1 to N2, or the graphical symbols, can be in an ascending or in a descending order with regard to merit. Moreover, the figures or letters in the range N1 to N2, or the spatially-disposed graphical symbols are beneficially monotonic in respect of decreasing or increasing merit as appropriate. For example, N1 is a figure of value "0", and N2 is a figure of value "10", wherein "10" corresponds to expert experience, and "0" corresponds to no competence in respect of the question. As a further example, N1 is a letter "A" and N2 is a letter "Z", wherein a letter "A" corresponds to expert and "Z" corresponds to novice. The potential candidate responds to the one or more questions on a basis of how the potential candidate perceives himself or herself. Such perception by the potential candidate may be at variance with a manner in which other parties consider the potential candidate. Even posing the questions in various forms to try to increase an accuracy of response can be circumvented by potential candidates who are sufficiently intellectually aware to disseminate an underlying pattern or theme presented in the questions. For example, one of the questions in the first stage 20 can invite the potential candidate to declare their experience in respect of a given computer programming language, for example proprietary Javascript, or a given technical drawing software package, for example proprietary Autocad. As a further example, one of the questions in the first stage 20 can invite the potential candidate to declare their experience within a field of nanotechnology in respect of fabricating solar cells for electrical energy generation from solar radiation.

Optionally, a pre-filtering activity is executed between the first and second stages 20, 30 wherein potential candidates with declared characteristics, namely "offer", which are grossly incompatible with the aforesaid specification of target profile, namely "invitation", are not pursued to the second stage 30.

The second stage 30 is concerned with normalizing one or more responses submitted by the potential candidate to the one or more questions. Such normalizing is beneficially achieved by executing one or more of:

(a) by providing the potential candidate with one or more examples of persons corresponding to extremes of the aforesaid range N1 to N2, optionally also with examples of persons corresponding to a degree of merit between limits defines by the letters or figures N1 and N2, and then requesting that the potential candidate should grade themselves in respect of the one or more examples of persons;

(b) by requesting that the potential candidate submit evidence of their academic and/or vocational qualifications, for example digital scans, for example "pdf scans, of their qualification certificates;

(c) by conducting a personal interview with the potential candidate, for example via e- mail dialogue, via Internet video conferencing, via an oral telephone discourse, via written correspondence conveyed by normal physical post, by way of a real meeting involving travel by the potential candidate to meet an assessor implementing at least a part of the system 10;

(d) by conducting an examination whereat specialist technical knowledge of the potential candidate is tested in practice for verification purposes. Such normalizing performed in the second stage 30 includes at least one of: a merit offset, a scaling offset as described by Equation 1 (Eq. 1):

A ₁ = K ₁ F(Q) ₊ C ₁ Eq. 1

wherein

F(Qi) = self assessment by the potential candidate in respect of a question Q having a reference index / executed during the first stage 20, F being a linear, polynomial or transcendental mapping function;

A, = normalized assessment of the question Q, presented to the potential candidate during the first stage 100;

Ki = normalizing coefficient computed during an assessment executed during the second stage 30; and

Ci = merit offset coefficient computed during an assessment executed during the second stage 30.

Optionally, the range N1 to N2 is monotonic but nevertheless a higher-order polynomial function, for example a quadratic function, a logarithmic function, a cubic function. The second stage 30 is of benefit in that it substantially normalizes responses from potential candidates to a mutually similar frame of reference so that a representative comparison between the potential candidates is achievable, and also with reference to the aforesaid specification and/or target profile. Thus, the aforementioned specification and/or target profile is beneficially expressed with regard to a frame of reference to which the normalized assessment A,- also pertains.

The aforementioned questions Q optionally relate to one or more of following parameters: (a) competence of the potential candidate in respect of one or more software languages and/or one or more software products;

(b) competence of the potential candidate in respect of computer configurations, network configurations and/or network protocols;

(c) formal university or vocational college experience and/or qualifications of the potential candidate; (d) age, marital status, number of children, ability to geographically relocate of the potential candidate;

(e) practical aptitude of the potential candidate, for example with regard to commissioning technical systems, field working, technical design, contractor interfacing experience;

(f) oral and written language abilities of the potential candidate, for example Arabic, Chinese language abilities;

(g) misdemeanours and/or felonies committed by the potential candidate; (h) personnel management experience of the potential candidate; (i) expected salary of the potential candidate; and

(j) temporal availability of the potential candidate to execute a given task with technical effect as defined by the aforesaid specification and/or target profile.

After completing the second stage 30, there is thereafter executed the graphical interface stage 40 which is operable to provide a graphical visual presentation of the normalized assessments A to a personnel department, management, or similar party utilizing the system

10 to try to identify suitable potential candidates. The graphical interface stage 40 is implemented to enable users of the system 10, for example personnel departments and human resources departments, to review the normalized assessments A ₁ in a graphical interface as represented by 200 as shown in Figure 1.

Referring to Figure 2, there is shown an example of the graphical interface 200 which is presented on a pixel screen of, for example, a computer or computing hardware 50 configured to implement the present invention. For example, the graphical interface 200 is implemented on a flat liquid crystal device pixel screen. For example, the computer 50 is coupled to the Internet and functions as a server for providing the graphic interface 200 to a remote user terminal coupled to the Internet.

Each normalized assessment A,- is beneficially represented on the graphical interface 200 by way of an axis radially extending from a central point 210. For example, in Figure 2, there are shown four axes 220, 230, 240, 250 extending between the central point 210 to their limit points 300, 310, 320, 330 respectively. The centre point 210 and the four limits points 300,

310, 320, 330 correspond to normalized N1 and N2 values for their respective axes 220,

230, 240, 250 respectively. There is shown a desire target profile 400 and an actual normalized profile for a potential candidate denoted by 410. It will be observed that the potential candidate is not well suited in respect of the normalized assessment A, corresponding to the axis 250. By observing the graphical interface 200, it is feasible at a glance to assess suitability of the potential candidate for the target profile 410 and its associated employment opportunity. Optionally, there is also provided as a facility in the graphical interface 200 a computation of an area between the normalized profile 400 of the potential candidate and the target profile 410 to assist with rapid potential candidate selection. The numerical representation of the area can, for example, be presented at a corner of the graphical interface 200 as a figure-of-merit (FoM).

In certain situations, criteria employed to select a most suitable potential candidate for an employment position within an organisation requires fewer normalized assessments A,- to be considered and assessed. For example, in Figure 3, an example of the graphical interface 200 including a centre point 500 from which three axes 510, 520, 530 radially project. The axes 510, 520, 530 have limit points 540, 550, 560 respectively. The normalized N1 and N2 limits correspond to the centre point 500 and the limit point points 540, 550, 560 for the axes 510, 520, 530 respectively. A normalized target profile is denoted by 610 and a normalized assessment of a potential candidate profile is denoted by 600. It will be observed that the potential candidate is lacking in respect of the normalized assessment A,- associated with the axis 510.

In other situations, it is necessary to review more parameters on the graphical interface 200 when assessing potential candidates, for example more than four normalized assessments A, may need to be considered. For example, in Figure 4, an example of the graphical interface

200 including a centre point 700 from which five axes 710, 720, 730, 740, 750 radially project. The axes 710, 720, 730, 740, 750 have limit points 800, 810, 820, 830, 840 respectively. The normalized N1 and N2 limits correspond to the centre point 700 and the limit point points 800, 810, 820, 830, 840 for the axes 710, 720, 730, 740, 750 respectively.

A normalized target profile is denoted by 910 and a normalized assessment of a potential candidate profile is denoted by 900. It will be observed that the potential candidate is lacking in respect of the normalized assessment A,- associated with the axis 750, but is strong in respect of the normalized assessment A,- associated with the axis 720. On account of the areas included within the profiles 900, 910 being approximately equal, the potential candidate could potentially satisfy the employment opportunity with some retraining.

Although fives axes 710, 720, 730, 740, 750 are included in the graphical interface 200 illustrated in Figure 4, it will be appreciated that more than five axes can be optionally utilized when yet more normalized assessment A,- need to be considered for making a selection amongst potential candidates. For example, the graphical interface 200 is beneficially user- configurable with regard to a number of axes presented on the graphical interface 200. Preferable, up to substantially ten or twenty axes are susceptible to being dynamically accommodated onto the graphical interface 200. Although radial disposition of the axes of the graphical interface 200 are described, alternative graphical representations are feasible, for example parallel-linear representations.

As an alternative option, the graphical interface 200 is beneficially adapted to present a plurality of layers, for example three layers L1 to L3 as illustrated in Figure 5, wherein a user of the system 10 assessing potential candidates is able to rapidly switch via computer control between the layers. Each layer L1 , L2 and L3 has its associated graphical interface 1000, 1010, 1020 respectively. Each of these graphical interfaces 1000, 1010, 1020 functions in a similar manner to the aforementioned graphical interface 200. Optionally, the plurality of layers have mutually different numbers of normalized assessment axes presented as illustrated in Figure 5. Yet alternatively, the graphical interfaces 1000, 1010, 1020 each present a mutually similar number of axes. The use of multiple layers enables very complex comparisons to be made between potential candidates and the target profile, and also detailed comparison to be made quickly and effectively between diverse potential candidates, for example when building teams of mutually compatible people. Optionally, the multiple layers represent at leas a subset of all possible combinations of the axes so as to generate effectively a multi-dimensional searching space through which an employer is able to search for suitable personnel, for example technical personnel for performing technical functions on a technical project.

As illustrated in Figure 6, the system 10 is beneficially operable by way of its one or more software products 80 to provide a software portal 1100, for example implemented via the Internet 1110, which enables one or more potential candidates 1120 to employ their Internet- coupled personal computers (PCs) or personal digital assistants (PDAs) to enter their relevant personal details via the portal 1100 onto a database 1130 of the system 10. The one or more potential candidates 1120 are able to select at their personal computers (PCs) or personal digital assistants (PDAs) whether their personal details are to be kept confidential within the system 10 for confidential comparison with employment positions within organisations, for example technical engineering firms executing technical projects having technical effect when implemented, or freely available in order to obtain maximum publicity for the potential candidates 1120. Moreover, the system 10 also includes a software portal 2000 through which employers 2010 are able to submit their requirements for personnel into the system 10, namely employment specifications and/or aforesaid target profiles. The system 10 primarily provides its graphical interface 200 to the employers 2010 for selecting one or more potential candidates 1120. However, the graphical interface 200 is also potentially useable by the one or more potential candidates 1120 for seeking employment opportunities which are best suited to them via the system 10.

From a corporate company point of view, the system 10 and its associated one or more software products 80 are susceptible to being used by corporate organisations, wherein the system 10 is employed for matching most suitable employees in the corporate organisations to project teams of tasks in hand, for example technical projects having technical effect.

Alternatively, the system 10 is susceptible to being employed by human resources (HR) departments for matching a most suitable potential employee to a vacant position in a company of organisation.

The system 10 is capable of being adapted for providing other types of personal matching services, for example Internet-based dating agencies and associated personally-focused services.

The first stage 20 is beneficially operable to implement a shallow grading, for example in a range of N1= 1 to N2 = 10 in regard to skill from the potential candidate or employee. Moreover, the second stage 30 is beneficially operable to provide a verification of assessment implemented in the first stage 20; the second stage 30 is beneficially a verification of skill grade performed by human resources (HR) personnel and/or by certified test companies. Moreover, the second stage 30 is susceptible to having finer steps of assessment in comparison to the first stage 20; for example, the first stage has grading steps in a range of 1 to 10, whereas the second stage 30 has grading steps in a range of 1 to 50. The graphical interface stage 40 is beneficially for graphically matching profiles of potential candidates and target profiles in order to obtain an optimal candidate for a vacant position within an organisation or company.

Optionally, referring to Figure 6, when the one or more potential candidates 1120 enter their respective personal profiles, namely aforementioned "offer", into the system 10 in the first stage 20, these personal profiles beneficially include video clips, for example in a manner of contemporary proprietary "You Tube", using their personal computers (PCs) equipped with video cameras and associated microphones. The video clips are beneficially recorded on the database 1130 and are susceptible to being used in the graphical interfacing stage 40 when assessing suitability of candidates for given opportunities, namely aforementioned

"invitations". Such video clips enable individuals to present their mannerisms and their abilities, to empress themselves orally by way of eloquence, as well as to provide a more detailed impression of their personal appearance which is difficult to discern from still photographic images. Beneficially, a portion of the one or more software products 80 is susceptible to being downloaded from the system 10 via the Internet 1110 to personal computers (PCs) and/or personal digital assistants (PDAs) for executing on computing hardware thereof for enabling data and/or video to be submitted to the system 10.

Operators of the system 10 sell services provided in operation by the system 10, namely the operators sell recruiting and/or matching services between vacant positions and potential candidates. By providing this service, both the employers 2010 and the potential candidates 1120 are capable of benefiting, thereby enabling technical projects and similar to be more efficiently conducted and resourced with suitable personnel. The services provided optionally by the system 10 are listed, by way of example, in Table 1.

Table 1 : Services provided by the system 10

A standard service provided by the system 10 is denoted by "CenPro Standard" which is susceptible to being invoked via the Internet 1110 without cost to the potential candidates 1120. The standard service enables the potential candidates to submit their curriculum vitae (CVs) to the system 10, for example text together with still photographs and/or by responding to a questionnaire. The CVs are then available on the database 1130 for prospective employers to search to fulfil their needs for employers, for example technical engineers for implementing technical projects having technical effect. Employers 2010 identifying candidates 1120 of use to them will then selectively contact the candidates 1120. The potential candidates 1120 are able to pay a fee, for example NOK 3790, to the system 10 to invoke a matching module of the one or more software products 80. The matching module enables the potential candidates 1120 to interrogate vacant positions registered by the employers 2010 on the database 1130 of the system 10. The potential candidates 1120 are required to have already invoked the standard service "CenPro Standard" in order to subsequent invoke the matching module.

The publishing profile is an associated software portion to the "CenPro Standard" which is operable to enable curriculum vitae CV and similar questionnaire information entered by the potential candidates 1120 to be entered onto the database 1130 for access.

The online interview service is susceptible to being invoked in return for the potential candidates 1120 making a payment to the system 10, for example NOK 2397. This interview service enables the corresponding potential candidate 1120 to be interviewed in the second stage 30 which enhances an opportunity for the potential candidate 1120 to be matched to a vacant position. The online interview is beneficially implemented in real-time via the Internet 1110 by way of data streaming processes.

The project module: "Resource Planner" is a service requiring payment, for example a fee of NOK 6197. The project module is intended primarily for the employers 2010 and human resources (HR) organisations desirous to enter target profiles and/or specifications into the database 1130 of the system 10 for purposes of matching target profiles and/or specifications with profiles submitted by the potential candidates 1120.

Various cost discounts, for example 20% discounts, are optionally provided if the potential candidates 1120 subscribe initially to a group of diverse services provided by the system 10 as listed in Table 1.

As elucidated in the foregoing, the system 10 in combination with successfully identifying most suitable personnel, for example technical engineers, for projects, for example technical projects, is capable of having technical effect and causing technical results to be achieved.

The invention provides an improvement in operating efficiency and more focused use of material and/or personnel resources. Other types of invention which cause more efficient use of resources are imminently patentable on account of increased efficiency being regarded as being as a technical effect. The system 10 is susceptible to being used by companies needing to put together technical project teams wherein specialist technical skills and similar competences are required. The system 10 is also susceptible to being used as a technical tool for identifying strength and weaknesses within commercial companies, technical organisations and so forth. The two stages 20, 30 in combination with the graphical interfacing stage 40 are capable of comparing profiles in a variety of different languages and hence is susceptible to being utilized in multinational organisations, for example in oil exploration companies for ensuring well-side service teams for supporting oil production are appropriately deployed and equipped with necessary competences and skills for executing technical tasks having technical effect.

The present invention is susceptible to being implemented using wireless-coupled computing hardware so that users, namely both potential employees, employers and operators hosting the present invention, are able to invoke the invention in widely diverse situations, for example for rapidly resourcing personnel and materials in an event of an emergency problem arising at a technical facility such as an oil rig, a nuclear reactor, and in a humanitarian disaster region.

Expressions such as "has", "is", "include", "comprise", "consist of", "incorporates" are to be construed to include additional components or items which are not specifically defined; namely, such terms are to be construed in a non-exclusive manner. Moreover, reference to the singular is also to be construed to also include the plural. Furthermore, numerals and other symbols included within parentheses in the accompanying claims are not to be construed to influence interpreted claim scope but merely assist in understanding the present invention when studying the claims.

Modifications to embodiments of the invention described in the foregoing are susceptible to being implemented without departing from the scope of the invention as defined by the appended claims.