FIT CANDIDATES FOR RECRUITMENT FIELD OF THE INVENTION

The present invention generally relates to the recruitment for job and more specifically to an objective profile evaluation method and system for shortlisting best fit candidate’s for recruitment

BACKGROUND OF THE INVENTION

In recruitment process, shortlisting candidates from thousands of candidate Curriculum Vitae ’s (CV) submitted via an online portal is currently manual and very cumbersome. A typical recruiter goes through only very few CVs as it is near impossible to read through all thousands of CVs before finalizing the shortlisted candidates. Generally, shortlisting a candidate is highly subjective and hence it changes from recruiter to recruiter. Typically, two different recruiters who were given same set of 1000 CVs would end up shortlisting an entirely different set of CVs. In traditional style, recruiters’ glance through CVs for some eye-catching words to decide if they should pursue that CV or not. In the modem world there are online job portals and recruitment ERP tools that uses keyword search that integrates search engine optimisation (SEO) Typically, shortlisting process using keyword search is still mostly manual. This can be erroneous as it depends on the search words used by each recmiter. There is a high possibility of losing a particularly good candidate just because that candidate profile or CV did not use the search word used by the recmiter or provided the keyword with wrong spelling or in abbreviation. Job seekers can also cheat the system by availing third party services of keyword optimisation services that helps in suggesting keywords for jobs and thereby jumping the queue. Key word search also isn’t capable of gauging a candidate’s fit. The key word search can bring in a junior profile as well as senior profile at the same time just because both used the same key words. Key word search also can bring in candidate profiles from entirely different and divergent job areas, again due to common use of key words. Also, there is no standard guidelines in deciding the search key words. So, it is very likely that two different recruiters assigned to shortlist CV’s for the same job end up shortlisting different CVs just because both used different key search words. Recruiters sometimes lack the latest technical knowledge needed to identify the most modem keywords and hence miss the right candidate in their effort to narrow down the search from 1000’s of cv’s to top 10 cv’s. Above all, many job seekers are not that expressive to highlight the inherent contents of his previous assignments in a two page CV and or in a one page introduction letter, thereby losing out in the key word search and or parsing procedures.

Therefore, there is a need in art for an objective profile evaluation method and system for shortlisting best fit candidate/s for recmitment.

PRIOR ART

US2014358810A1: A computer-based method, and computer system, for matching candidates with job openings. The technology more particularly relates to methods of providing a candidate with a score for a particular job opening, where the score is derived from a comparison of features in the candidate's resume with job features in a description of the job opening, as well as use of external data gathered from other sources and based on information contained in the candidate's resume and/or in the description of the job opening. Particular features are weighted to take account of their significance in matching candidates to job openings in a statistical survey of such matching. The technology further provides for notifying employers that one or more high scoring candidates have been identified.

This invention is part of keyword search dimensions where in the keyword is matched not only with job description and CV but also with the candidate’s data in social media. It also mentions excluding the CV if some key words are found or not found in the profile

OBJECT OF THE INVENTION

An object of the invention is to provide a standardised profile evaluation method and system for shortlisting best fit candidates for recruitment.

Another object tenet of the invention is to provide a quantitative methodology where shortlisting candidates is more objective.

Yet another object of the invention is to provide a recruitment shortlisting method based on points assigned to different facets of the job. SUMMARY OF THE INVENTION

It is therefore an object of this invention to provide a profile evaluation method and system for shortlisting best fit candidates for recruitment.

According to one aspect of the present invention, there is provided A method (200) for shortlisting best fit candidate’s for recruitment. The method (200) comprise the steps of receiving an input of one or more profile evaluation parameters (304) through the candidate (302), generating a total profile score (TPS) for the candidate (302) based on the inputs provided by the candidate for all of the one or more profile evaluation parameters, storing the total profile score along with the associated candidate information in a data repository (108), receiving a search request requiring one and more profile evaluation parameters (404) and required total profile score from a recruiter (402), comparing the desired one or more profile evaluation parameters and the total profile score with the prestored data of the plurality of registered candidate (302) in the data repository (108) and shortlisting the best fit candidate profiles (502) based on the comparison and providing the search result on a recruiter device (102b).

In accordance with an embodiment of the present invention, the one or more profile evaluation parameters are selected from company size & company presence, education & experience, knowledge & creativity, work impact & work context, team size- direct and indirect, managerial & supervisory control, communication intensity & framework, revenue capability& revenue contribution and budgetary span & control.

In accordance with an embodiment of the present invention, the inputs of one or more profile evaluation parameters (304) are received from the candidate device in response to profile based questionnaires.

In accordance with an embodiment of the present invention, the questionnaires keep on improving based on the development in the various professions and maturity levels and professionalism in countries.

In accordance with an embodiment of the present invention, the inputs provide for one or more profile evaluation parameters (304) of the personal, professional, intrinsic and extrinsic skill details of the candidate.

In accordance with an embodiment of the present invention, the process comprises filtering out less qualified candidates and identify the pool of eligible candidates using a point factor Job profile evaluation methodology. In accordance with an embodiment of the present invention, the point factor Job profile evaluation methodology uses a weighted point factor methodology based on an X subfactor and Y subfactor matrix table and wherein X and Y subfactors individually or jointly leads to a weighted quantifiable point where X and Y intersect.

In accordance with an embodiment of the present invention, the point factor is generated using number, alphabets, characters, and a combination thereof.

In accordance with an embodiment of the present invention, the process comprises of assessing a potential candidate’s personal, professional, intrinsic, and extrinsic skill content of the job requirement.

According to second aspect of the present invention, there is provided for a system (100) for a best fit candidate profile evaluation for recruitment, the system (100) comprises a server (106) connected with a candidate device (102a), a recruiter device (102b) and a data repository (108), the server module comprises a memory unit (1062) storing a machine-readable instructions, a processor (1064) coupled with the memory unit, the machine-readable instructions when executed by the processor, configure the processor to receive an input of one or more profile evaluation parameters (304) through a candidate using a candidate device (102a), generate a total profile score (TPS) for the candidate (302) based on the inputs provided by the candidate for all of the one or more profile evaluation parameters, store the total profile score along with the associated candidate information in a data repository (108), receive a search request requiring one and more profile evaluation parameters (404) and required total profile score from a recruiter (402), compare the desired one or more profile evaluation parameters and the total profile score with the prestored data of the plurality of registered candidate (302) in the data repository (108) and shortlist the best fit candidate profiles (502) based on the comparison and providing the search result on a recruiter device (102b).

In accordance with an embodiment of the present invention, the server (106) is selected from file server, print server, application server, web server, database server, proxy server, virtual server, monitoring and management server.

In accordance with an embodiment of the present invention, the candidate device (102a) and recruiter device (102b) are selected from computer systems, tablet devices, mobile telephone devices and handheld or laptop devices.

In accordance with an embodiment of the present invention, the one or more profile evaluation parameters are selected from company size & company presence, education & experience, knowledge & creativity, work impact & work context, team size- direct and indirect, managerial & supervisory control, communication intensity & framework, revenue capability& revenue contribution and budgetary span & control.

In accordance with an embodiment of the present invention, the inputs of one or more profile evaluation parameters (304) are received from the candidate device in response to profile based questionnaires.

In accordance with an embodiment of the present invention, the questionnaires keep on improving based on the development in the various professions and maturity levels and professionalism in countries.

In accordance with an embodiment of the present invention, the inputs provide for one or more profile evaluation parameters (304) of the personal, professional, intrinsic and extrinsic skill details of the candidate. In accordance with an embodiment of the present invention, the process comprises filtering out less qualified candidates and identify the pool of eligible candidates using a point factor Job profile evaluation methodology. In accordance with an embodiment of the present invention, the point factor Job profile evaluation methodology uses a weighted point factor methodology based on an X subfactor and Y subfactor matrix table and wherein X and Y subfactors individually or jointly leads to a weighted quantifiable point where X and Y intersect. In accordance with an embodiment of the present invention, the point factor is generated using number, alphabets, characters, and a combination thereof.

In accordance with an embodiment of the present invention, the process comprises of assessing a potential candidate’s personal, professional, intrinsic, and extrinsic skill content of the job requirement.

BRIEF DESCRIPTION OF THE DRAWINGS

The numerous advantages of the present invention may be better understood by those skilled in the art by reference to the accompanying figures in which: FIG1 is an exemplary environment of computing devices to which the various embodiments described herein may be implemented, in accordance with an embodiment of the present invention.

FIG 2. is a flow chart illustrating a shortlisting method for a best fit candidate profile evaluation for recruitment. FIG 3. illustrates an information flow diagram of providing and storing inputs at a data repository by the candidate. FIG 4. illustrate an information flow diagram of providing search request requiring one or more parameters by the recruiter.

FIG 5. illustrate an information flow diagram of listing best fit candidate to recruiter. FIG 6. illustrate a data provided to one or more profile evaluation parameters by the candidates and recruiter.

FIG 7. illustrate a shortlisting of candidates based on their total profile score (TPS).

FIG8. illustrate the broad steps of a recruitment process. DETAILED DESCRIPTION

The detailed description set forth below is intended as a description of various configurations of the subject technology and is not intended to represent the only configurations in which the subject technology may be practiced. The appended drawings are incorporated herein and constitute a part of the detailed description. The detailed description includes specific details for the purpose of providing a thorough understanding of the subject technology. However, it will be apparent to those skilled in the art that the subject technology may be practiced without these specific details. Like or similar components are labelled with identical element numbers for ease of understanding. As used throughout this description, the word "may" is used in a permissive sense (i.e. meaning having the potential to), rather than the mandatory sense, (i.e. meaning must). Further, the words "a" or "an" mean "at least one” and the word “plurality” means “one or more” unless otherwise mentioned. Furthermore, the terminology and phraseology used herein is solely used for descriptive purposes and should not be construed as limiting in scope. Language such as "including," "comprising," "having," "containing," or "involving," and variations thereof, is intended to be broad and encompass the subject matter listed thereafter, equivalents, and additional subject matter not recited, and is not intended to exclude other additives, components, integers or steps. Likewise, the term "comprising" is considered synonymous with the terms "including" or "containing" for applicable legal purposes.

FIG 1. is an exemplary environment 100 of best fit candidate profile evaluation using a quantitative point factor profile evaluation methodology for recruitment to which the various embodiments described herein may be implemented. FIG 1. illustrates a candidate device 102a associated with a candidate who is looking for a job and a recruiter device 102b associated with a recruiter who is looking for a best fit candidate etc. The recruiter can be an organisation/company, human resource consultant, HR personal etc. The candidate device 102a and recruiter device 102b may be selected from a group comprising mobile handheld devices (such as mobile phones, PDA and tablet PCs etc.), desktop PCs and notebooks etc The candidate device 102a and recruiter device 102b are envisaged to be connected with one or more input devices (such as a keyboard, a camera, microphone etc.) (not shown) and one or more output devices (such as a display screen, speaker etc.) (not shown). In case of mobile handheld devices such as a smartphone, the one or more input devices and the one or more output devices may be integrally provided. The candidate device 102a and recruiter device 102b are connected with a network 104. The network 104 may be one of, but not limited to, a Local Area Network (LAN) or a Wide Area Network (WAN). The network 104 may be implemented using a number of protocols, such as but not limited to, TCP/IP, 3GPP, 3GPP2, LTE, IEEE 802.x etc.

Further connected to the network 104 is a server 106. The server 106 may be file server, print server, application server, web server, database server, proxy server, virtual server, monitoring and management server or a server stack. The server 106 is envisaged to include computing capabilities such as a memory unit 1062 configured to store machine readable instructions. The machine readable instructions may be loaded into the memory unit 1062 from a non-transitory machine-readable medium such as, but not limited to, CD-ROMs, DVD-ROMs and Flash Drives. Alternately, the machine readable instructions may be loaded in a form of a computer software program into the memory unit 1062. The memory unit 1062 in that manner may be selected from a group comprising EPROM, EEPROM and Flash memory.

Further, the server 106 includes a processor 1064 operably connected with the memory unit 1062. In various embodiments, the processor 1064 is one of, but not limited to, a general purpose processor, an application specific integrated circuit (ASIC) and a field-programmable gate array (FPGA).

Further connected to the network 104 is a data repository 108. The data repository 108 may be a cloud based storage or a local storage. In any manner, the data repository 108 is envisaged to be capable of providing the data to any of the computing devices connected with the network 104, when the data is queried appropriately using applicable security and other data transfer protocols. The data repository 108 is envisaged to store pre determined optimum values of set of one or more profile evaluation parameter. The one or more profile evaluation parameter associated with plurality of skill-based questionnaires. The plurality of skill-based questionnaires are selected from but not limited to company size & company presence, education & experience, knowledge & creativity, work impact & work context, team size- direct and indirect, managerial & supervisory control, communication intensity & framework, revenue capability, revenue contribution and budgetary span & control. Various embodiments of the present invention may now be understood with the exemplary environment 100 as a reference

FIG 2. is a flow chart illustrating a method 200 method for short listing best fit candidates using a quantitative point factor profile evaluation methodology for recruitment, in accordance with an embodiment of the present invention.

The method starts at step 202 where the inputs for one or more profile evaluation parameters are provided by the candidate device 102a. Further, the inputs provided for one or more profile evaluation parameters 304 are the personal and professional details of the candidate 302 and the profile evaluation parameters are the candidate's skill and profile based questionnaires that are the intrinsic, inherent and or underlying content of the job requirement.

At step 204, a profile score for the candidate 302 based on the inputs of one or more profile evaluation parameters 304 provided by the candidate 302 is generated. Further, the inputs of one or more profile evaluation parameters are received from the candidate device 102a in response to skill-based questionnaires. The questionnaires will continue to evolve on the basis of changes in the different fields or profession. At step 206, the total profile score (TPS) along with the associated candidate 302 profile is stored in data repository 108. The profile score can be numbers, alphabet, character, and combination thereof that further helped to filtering out less qualified candidates and identify the pool of eligible candidates using a point factor Job profile evaluation methodology. At step 208, the recruiter 402 by the recruiter device 102b posts a job on a job portal and provides the specifications, skills and job description of the posted job. In addition, the recruiter 402 also provides the input according to the job requirement for all one or more profile evaluation parameters. These profile evaluation parameters carry points that adds up to the job’s total profile score (TPS). As part of shortlisting, the recruiter can set the search based on the job’s total profile score, or the recruiter can also set a range to shortlist more candidates whose individual total profile scores (TPS) are close to the required job’s total profile score (TPS).. For example, if a recruiter is looking for a candidate for a position as a software engineer, the recruiter sets the required levels for the profile evaluation parameters in the form of a questionnaire based on the requirement of the job as a software engineer and provides the input value to each of the profile evaluation parameters that further combine and create the range of profile score that a candidate fits in.

At step 210, the range of profile score requested by the recruiter 402 is compared with the profile score of the plurality of registered candidate’s whose data is stored in the data repository. For example, if the recruiter who is looking for a candidate, for a job that has a total profile score as 325 can start the shortlist search request by selecting a total profile score range between 300 to 350 points. The search request would shortlist and display all candidates having a total profile score of 300 to 350. The profile score is based on the input of each of the one or more profile evaluation parameter questionnaire. If the number of profiles short listed in this way is very high, then the recruiter can either narrow down the search to 310 to 340 and or benchmark one or more profile evaluation parameters of the job with that of the above shortlisted candidates

At step 212, based on their profile score from the plurality of candidate data stored in the data repository 108, the best fit candidates are shortlisted on the recruiter device. FIG 3. illustrates an information flow diagram of providing and storing inputs at a data repository 108 by the candidate 302. The candidate 302 registers himself on the server 106 in the job portal and must provide the inputs to one or more profile evaluation parameters questionnaires 304 based on his last job and skills while registering his profile. Further, the inputs provided by the candidate 302 are totalled and the total profile score (TPS) is determined. In addition, the profile score is stored at the data repository 108.

FIG 4. illustrate an information flow diagram of providing search request requiring one or more profile parameters 404 by the recruiter 402. The recruiter 402 posts the job recruitment at the server 106 in the job portal and must provide the required total profile score and the inputs to one or more profile evaluation parameters questionnaires 404 for shortlisting the best fit candidate as per the job requirement. FIG 5. illustrate an information flow diagram of listing best fit candidate to recruiter. The pre stored data of registered candidate from the data repository 108 is requested at the server 106. Further, based on the required profile score provided by the recruiter, 402 is compared with the data of registered candidates in the data repository 108 and best fit candidate profiles list is generated on the recruiter device associated to the recruiter 402.

FIG 6. illustrate an input data provided to one or more profile evaluation parameters by the candidates and recruiter. The recruiter 602 is looking for the best fit candidate for a job based on the 5 profile evaluation parameters which are PI, P2, P3, P4 and P5. Further the recruiter provides a required score as an input to all 5 parameters as followed in table below:

The required total profile score will be calculated for the best-fit candidate based on the inputs provided by the recruiter. Since very few applicants match the exact required total profile score, i.e. 30, the recruiter can also set the range from 28 to 32 to get the profiles of more candidates. In addition, the recruiter may also request a search based on the rating of one or more particular parameters.

While registering, the candidates also provide the inputs to the same profile evaluation parameters i.e. PI, P2, P3, P4, and P5. Each of these profile evaluation parameters are further divided into different levels of hierarchy. Each of these levels carry points and each candidate needs to select the appropriate level of hierarchy applicable to his last position and skills. After selecting the appropriate levels for the 5 profile evaluation parameters, the candidate would get a total profile score in points. The total profile score of candidate 1 (604a), candidate 2 (604b), candidate 3 (604c), candidate 4 (604d), candidate 5 (604e) and candidate 6 (604f) as exemplified in table 2 below:

FIG 7. illustrate a list of candidates based on their Total profile score ( TPS). Based on the profile score from the plurality of registered candidate’s data stored in the data repository, the best fit candidates are shortlisted on the recruiter device. The total profile score of six candidate shown in FIG 6 are compared with the required range of total profile score requested by the recruiter. The candidate who comes under the requested range are evaluated as a best fit candidate for the job. As per the FIG 6 the recruiter requests the range of required profile score is between 28 to 32. The profile score of candidate 1 (604a), candidate 2 (604b), and candidate 4 (604d) fall under the requested range of required profile score and rest are eliminated as the over skilled and under skilled candidates for the required job. If company indicates that P3 is the most critical parameter amongst all these five factors, then the recruiter can further fine tune the short list by matching the value of P3 with that of the above three shortlisted candidates. In this example candidate 1 and candidate 4 has matching scores of 5 for P3 with that of the job requirement. Hence these two candidates are identified as probable best fits amongst the list of candidates The recruiter only needs to look for those CVs that come close to the points indicated against the job posting. He can further fine tune his selection by matching the points of one or more most important profile evaluation parameters of the job with that of the potential candidates. This way a recruiter can narrow down the search very fast, more accurately and objectively.

FIG 8. illustrate an exemplary implication of present invention. Hiring of the best fit candidate by the recruiter consists of the following steps

1. Prepare vacancy (802): A recruiter identify a vacancy in the organisation and plan to hire a candidate for the vacant position. The recruiter prepares a job description based on the requirement of the job and understand the inherent and underlying features of the job from the manager of this vacant role. This might also include understanding the profile evaluation parameters of the best fit candidate of this vacant job from the manager

2. Source candidates (804): The recruiter places a job posting at the online job portal with the standard job descriptions. At online job portal, the recruiter creates a j ob requirement profile by answering predefined j ob profile evaluation parameters questionnaire, for example: How much relevant experience the candidate need to have?, what is the educational qualification required for this job?, What is the communication skill required for this job?, What is the ideal total team size the candidate should have managed in last organisation?, What is the span of supervisor control required for this job? Etc. The recruiter provides an input to each said questionnaire and based on the input the required total profile score is calculated for this vacant position.

3. Receive applications (806): Based on the posted job description, recruiter receives applications from candidates across the country.

4. Manage applications (808): The recruiter manage the applications by filtering out less suited and over suited candidates. To do so, the recruiter compares the total profile score (TPS) and job profile evaluation parameters as indicated at the time of posting the job vacancy with that of the responses received from the candidates in the job portal using a system algorithm. The recruiter indicates a range of the profile score based on the job requirement and also fine tune the search for the candidate based on the specific job profile evaluation parameter scores that are critical for this vacant job. This automated system algorithm filter out less relevant CVs from the pool of applicants and displays only the potential best fit candidates. The system algorithm may uses statistical standard deviation methodology to identify those CVs that has less standard deviation from the job profile evaluation parameters selected for the posted job

5. Shortlist candidate (810): The recruiter further reviews the CVs of the above potential best fit candidates to narrow down the search to top priorities based on the job requirement. 6. Screen and Select the candidate using candidate different selection techniques (812): The recruiter screens the shortlisted candidates by conducting written test, interview, background check, reference check, culture & fitment assessment, etc. Based on the screening results the recruiter ranks the candidates to identify the top best fit candidate. 7. Make an offer and hire a candidate (814): The recruiter makes an offer to the top best fit candidate and hire the candidate for the required vacant job.

Those of skill in the art would appreciate that various components and blocks may be arranged differently (e.g., arranged in a different order, or partitioned in a different way) all without departing from the scope of the subject technology. The previous description is provided to enable any person skilled in the art to practice the various aspects described herein. The previous description provides various examples of the subject technology, and the subject technology is not limited to these examples. Various modifications to these aspects will be readily apparent to those skilled in the art, and the generic principles defined herein may be applied to other aspects. For example, while the foregoing was described in the context of a rewards or redemption program and associated liabilities, it will be understood that other applications may use aspects of the subject technology to track information and assess changing value as provided by the system and method disclosed. Thus, the claims are not intended to be limited to the aspects shown herein but is to be accorded the full scope consistent with the language claims.