Note: Descriptions are shown in the official language in which they were submitted.
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
METHODS AND APPARATUS FOR A SOCIAL RECRUITING NETWORK
FIELD OF THE INVENTION
[0001] This invention generally relates to social media applications, and more
particularly to systems and methods that enable private social networks for
job
recruiting.
BACKGROUND
[0002] Currently, companies maintain a presence on the web including a social
media
presence to help develop and maintain a "brand" associated with their products
or
services. Companies spend large amounts of money related to product and
company
branding because it can directly affect their sales and profitability. The
expenditures
can go towards such efforts as determining what type of product brand to
project,
assessing their current product brand relative to a desired brand, responding
to threats
to their product brand and coordinating advertising, such web-based
advertising, to
improve their product brand.
[0003] A company's reputation as a good or bad place to work is also part of
their
"brand." A company with a good workplace brand attracts talented people. In
particular, rather than having to find and recruit talented people, a company
with a
good work place brand has people seeking them out. For example, a company like
GoogleTM which is rated as one of best companies at which to work receives
hundreds
of applications for every open job position and is able to be very selective
in its
hiring. Thus, good workplace branding can lead to reduced recruiting costs and
to a
higher quality talent pool from which to select employees.
[0004] As compared to product branding, companies spend much less time, effort
and
money on workplace branding. For example, the resources dedicated towards
workplace branding for a company, such as determining what type of workplace
brand to project, assessing the current workplace brand, responding to threats
to a
company's workplace brand and improving the workplace brand are much less than
the resources dedicated towards the equivalent product branding efforts. This
lack of
expenditure occurs even though companies spend large amounts of money on
employee recruiting which is directly affected by workplace branding.
[0005] Further, some employee recruiting processes can actually damage their
workplace brand. For example, companies engaging in recruiting candidates for
a job
1
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
frequently post job description to job sites or otherwise make information
about open
jobs available on the web. From the perspective of a future employee, in
response to
a job posting, their first significant interaction with the company may be
supplying
information electronically, such as a resume, to demonstrate their interest.
After
submission, the candidate's information is often transferred to an applicant
tracking
system, which automatically filters out the vast majority of candidates. Then,
a select
few candidates are invited to interact with a live person, such as a company
recruiter,
and possibly interview with the company. However, most applicants never hear
back
from the company.
[0006] Most candidates find the lack of human interaction discouraging. In
some
instances, the lack of interaction causes candidates to even harbor antipathy
towards
the company decreasing their likelihood of seeking employment from the company
in
the future. Thus, rather than promoting a company's workplace brand, the
initial job
recruiting process actually hurts it. When the workplace brand is damaged, the
potential talent pool available to a company is shrunk, the costs associated
with
recruiting increase and more resources may have to be spent to get employees
to
accept jobs, such as higher initial salaries or better benefits as compared to
competitors with better workplace brands.
[0007] As described above, live interactions with current company employees,
such
as recruiters or other employees can be important towards building and
maintaining a
company's workplace brand. However, companies lack the ability to provide
these
interactions in a cost effective manner to every person interested in working
for the
company. Thus, potential employees, unless they are fortunate enough to know
someone currently employed in a company of interest, very rarely get to
interact with
company employees.
[0008] One reason potential employees seek out live interactions is because
they want
to gain firsthand knowledge of what it is like to work for a company, i.e.,
assess the
companies workplace brand. When a company doesn't make these live interactions
readily available then potential employees turn to other sources to gain
firsthand
knowledge. One common example of an information source is third-party blogs.
There are many third-party blogs on the web set-up to receive comments from
people
that have had live interactions with various companies, such as individuals
that have
2
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
interviewed and failed to get a job or have worked and then left the company
for some
reason. Via these third-party blogs, it is likely a person seeking employment
at a
company will learn negative things that are detrimental to the company's
workplace
brand. Again, damage to a company's workplace brand can increase job
recruiting
costs, lower the quality of the talent pool from which employees are selected
and
increase initial hiring costs.
[0009] In view of the above, improved methods and apparatus are needed that
provide
live interactions and firsthand knowledge related to recruiting and workplace
branding
in a cost effective and efficient manner.
SUMMARY
[0010] 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 can be configured to interact
with
outside social media sites to leverage existing social media data and spread
information, such job related information, in a viral manner. When approved by
the
user, the system can be configured to keep candidate information fresh by
regular
checking outside sites for new information, such as new talent related or
contact
information
[0011] The system includes tools for establishing, managing and developing
relations
with the talent pool in the private talent network, 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 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. Using the tools, a company can be
assured
that the recruiting process is applied in consistent manner to each candidate.
[0012] A management interface for the private talent network allows an
assigned
administrator to brand the private talent network, specify its organization
structure,
create mini-talent networks (circles) within the private talent network,
assign people
to the circles, generate message and announcements, schedule events and
generate e-
mail campaigns. Further, the system can include interfaces for exporting data
from or
3
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
into a company's existing applicant tracking system. Also, join widgets are
provided
that easily integrate into a company's web pages. The join widgets allow
individuals
to sign up to join the company's private talent network.
[0013] In more detail, tools are provided to manage the end-to-end screening
and
interviewing processes. One tool is used to generate pre-recorded
questionnaires. The
questionnaires can be presented to candidates in different formats, such as
textual,
multi-choice or video formats. Video of candidates answering the questions can
be
captured, reviewed and sometimes scored to filter candidates for additional
interaction. The system includes administrative features that allow a team
leader to
assign to different reviewers candidates for review and then keep track of
whether the
review process has been performed by these reviewers.
[0014] As another feature, the system provides a video interface for live one-
on-one
or group video interviews. The video interface is tailored to recruiter needs
and
includes a capability to schedule meetings, upload documents for discussion,
search
for candidate information on the fly during an interview and record comments
that are
only visible to recruiters and similar users of the system. Besides
interviewing, the
video capabilities can be used for general interactions with candidates as
well as to
host events, such as webinars.
[0015] The private talent network can be provided as a stand-alone system that
is
easily integrated into a company's existing recruiting systems. In one
embodiment,
the system can be implemented using a distributed cloud architecture. The
cloud
architecture can include system components for hosting the private talent
network,
interfacing with an Applicant Tracking System (ATS), hosting e-mail
communications, hosting video communications, interfacing with social media
sites.
4
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
BRIEF DESCRIPTION OF THE DRAWINGS
[0016] The included drawings are for illustrative purposes and serve only to
provide
examples of possible structures and process steps for the disclosed inventive
systems
and methods for providing game services to remote clients. These drawings in
no
way limit any changes in form and detail that may be made to the invention by
one
skilled in the art without departing from the spirit and scope of the
invention.
[0017] Figure 1 is a block diagram of a recruiting system for candidates and
recruiters
including a private talent network in accordance with the described
embodiments.
[0018] Figure 2 is a block diagram of a recruiting system including a private
talent
network implemented in the cloud in accordance with the described embodiments.
[0019] Figure 3 is a flow chart of a method for registering an individual in a
private
talent network in accordance with the described embodiments.
[0020] Figure 4A is an illustration of a company career web page in accordance
with
the described embodiments.
[0021] Figure 4B is an illustration of a job description web page in
accordance with
the described embodiments.
[0022] Figures 5A and 5B are illustrations of a company career web page
including
an activated private talent network registration widget in accordance with the
described embodiments.
[0023] Figure 6 is a flow chart of a method for configuring a private talent
network in
accordance with the described embodiments.
[0024] Figure 7 is an illustration of a configuration page in a private talent
network in
accordance with the described embodiments.
[0025] Figure 8 is an illustration of a welcome page in a private talent
network in
accordance with the described embodiments.
[0026] Figure 9 is an illustration of a candidate home page in a private
talent network
in accordance with the described embodiments.
[0027] Figure 10 is an illustration of a recruiter home page in a private
talent network
in accordance with the described embodiments.
[0028] Figure 11 is an illustration of a company page for a private talent
network in
accordance with the described embodiments.
5
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0029] Figure 12 is an illustration of a candidate profile page in a private
talent
network in accordance with the described embodiments.
[0030] Figure 13 is an illustration of a candidate profile page as viewed by a
recruiter
in a private talent network in accordance with the described embodiments.
[0031] Figure 14 is an illustration of a search page for a recruiter in a
private talent
network in accordance with the described embodiments.
[0032] Figure 15 is a flow chart of a method for interviewing using a
questionnaire in
a private talent network in accordance with the described embodiments.
[0033] Figure 16 is an illustration of a questionnaire configuration page in a
private
talent network in accordance with the described embodiments.
[0034] Figure 17 is an illustration of a welcome page for a video interview
including
a questionnaire in a private talent network in accordance with the described
embodiments.
[0035] Figures 18A and 18B are illustrations of questionnaire pages used in an
interview process in a private talent network in accordance with the described
embodiments.
[0036] Figure 19 is a flow chart of a method of generating interviews in a
private
talent network in accordance with the described embodiments.
[0037] Figures 20 and 21 are illustrations of video interface pages in a
private talent
network in accordance with the described embodiments.
6
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
DESCRIPTION OF THE PREFERRED EMBODIMENTS
[0038] The present invention will now be described in detail with reference to
a few
preferred embodiments thereof as illustrated in the accompanying drawings. In
the
following description, numerous specific details are set forth in order to
provide a
thorough understanding of the present invention. It will be apparent, however,
to one
skilled in the art, that the present invention may be practiced without some
or all of
these specific details. In other instances, well known process steps and/or
structures
have not been described in detail in order to not unnecessarily obscure the
present
invention.
[0039] One architecture described herein that can be leveraged to provide a
more
cost-effective and efficient way to interact with a potential job candidate
and increase
a company's workplace brand can be referred to as "Social recruiting." Social
recruiting is a way for sourcers and recruiters to leverage technology to
scale what's
part of their DNA: create relationships, facilitate and encourage connections
with and
between people, communicate the brand identity, its purpose, and its values,
and
identify talents to whom hiring managers will relate.
[0040] Social recruiting can involve establishing a private social network.
When
companies compete for the top 1% in whatever category (the best engineers as
well as
the best administrative assistants) and sometimes 50% of employees are
actively
seeking or open to a new job, how can you intercept and nurture the attention
of
potential candidates? One way is for companies to create a hub for people and
information. This hub for people and information can involve welcoming
candidates
into a trusted private social network where recruiters can maintain a bond
between the
brand they represent and the people. Within the private social network, an
environment conducive to focused interactions between a company and the
candidates
that fosters continued engagement and enables recruiters to meet, retain and
select
people who show true interest in the company's culture and its values can be
created.
[0041] One component of a social recruiting network can be a private talent
network
that is set-up for a particular company. A member of the private talent
network can
maintain a profile, interact with recruiters and gain firsthand knowledge
about a
company. For example, chats or seminars by current employees engaged in
7
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
developing company products can be provided in the private talent network. The
private talent network can be configured to inform members of upcoming events
and
provide a platform for participating in events. Further, the members of the
private
talent network can view job postings where the system allows the members to
share
job posting with members or non-members of the talent network.
[0042] Staff within the private talent network can send and respond to
messages from
candidates within the private talent network, schedule public and private one-
on-one
or group video meetings and webinars. Video meetings can be recorded,
subsequently
accessed and forwarded to hiring managers. Staff can create questionnaires
where a
video recording of candidates answering questions can be saved for subsequent
review and scoring. The staff can see candidate profiles and add tags or
comments to
the profiles that are only visible to other staff members but not the
candidates
themselves. The staff can manage job posting, receive applications from
candidates
and search within the private talent network for qualified candidates.
[0043] Further details of an architecture for generating and managing a
private talent
network that can be used in the embodiments described herein is discussed in
more
detail with respect the following figures. In particular, an overview of the
system is
described with respect to Figures 1 and 2. A join widget that can be
integrated into a
company's existing web-pages is discussed with respect to Figures 3, 4A, 4B,
5A and
5B. The join widget allows a user to join widget the private talent network
using an
existing social media account. Methods for creating and managing a private
talent
network including example pages associated with the private talent network are
discussed with respect to Figures 6-14. Finally, methods for conducting video
interviews including generating questionnaires and conducting live video
interviews
are discussed with respect to Figures 15-21.
System Overview
[0044] A recruiting ecosystem 50 including a private talent network (PTN) 80
is
discussed with respect to Figure 1. The PTN 80 can be configured to provide 1)
video
interviewing, recording and sharing 88, 2) hosting of live events, 3) managed
recruiting campaigns 92, 4) tools for managing member profiles 82, events,
searches
90 and analytics 94, 5) tools for managing a company's social media presence,
such
as a company's FacebookTM page, 6) tools for data sharing 90 and collaboration
8
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
between recruiters 96 and hiring managers and tools for posting and managing
job
posting 94. A company can own its PTN 80, just as it owns its intranet or
knowledge
management platform. As a result, the security and privacy of its interactions
with
candidates as well as the information that is exchanged is ensured.
[0045] In one embodiment, the PTN 80 can be configured to allow the creation
of
networks ("circles") of member candidates. The circle creation tool can be one
of the
data applications 90. As an example, a circle of candidates interested in
engineering
can be created. As another example, a circle of candidates interested in human
resources can be created. Via the circles, candidates can be provided with
continuous
engagement on a one-to-one basis, in groups or through live events that are of
interest
to the candidate. In addition, the talent network can be configurable to
manage
candidates interactions and share them with recruitment life cycle decision
makers.
[0046] One aspect of a PTN 80 and social recruiting is the mechanisms that
allow a
person to learn about and join the talent network. As shown in Figure 1, in
particular
embodiments, a person can be directed to a company's talent network via career
sites,
job boards, and other company sites 56. A join widget which is easily
incorporated
into any existing web page can be provided. The join widget allows an
individual to
join the company's private talent network. In general, the join widget can be
integrated into web pages with content of all different types and is not
limited to web
pages with job or career type Additional details of the join widget are
describe with
respect to Figures 3-5B.
[0047] In particular embodiments, an interface including a "join" button can
be used
to provide an entry pathway into a company's talent network. The join
interface can
be designed as a code segment that is easily embeddable into a web-page. For
example, the code segment can be constructed in a mark-up language that is web-
browser compatible. In other embodiments, the join interface can be integrated
into a
custom application, such as a custom application executed on a mobile device
54. As
an example, a custom application executing on a tablet computer, such as an
iPadTM,
can be used to register members in a PTN 80 and create new member profiles 82
at an
event such as job fair or developer conference.
[0048] The join widget or other types of interfaces providing registration
capabilities
can be integrated into social network sites 58 that are web accessible.
Examples of
9
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
social network sites include but are not limited to LinkedlnTM, FacebookTM
Google+TM, and TwitterTm. In one embodiment, a dedicated company web-page can
be provided on the site which allows an individual to be introduced to the
company
and then join the company's PTN 80 if they wish.
[0049] Another aspect of the PTN 80 is the capability to import and export
data and
interact with outside entities residing on public networks. As an example, the
talent
network can be coupled to an applicant tracking system 66 that stores
candidate data.
In one embodiment, denoted by pathway 1, the PTN 80 can include an ATS import
interface 76 that allows legacy candidate data stored in the ATS to be
translated into a
format acceptable by system 80.
[0050] In one embodiment, the legacy candidate data from the ATS 66 can be
used to
generate candidate profiles 82. In one embodiment, the new candidates can be
automatically enrolled in the PTN 80 and a notification message can be sent to
the
new candidates of their status in the private talent network and this
notification
message can recommend that they update their status. As will be described in
more
detail below, the candidates can be invited to link an outside social media
account to
their profile at system 80. In another embodiment, rather than automatic
registration,
the candidates can be sent an invitation to join the network 80.
[0051] An existing ATS 66 can have interfaces to a number of outside sources,
such
interfaces for applying for a job and submitting resume. Out-of-network
registration
52 can involve leveraging these existing interfaces. For example, a job
applicant
interface to an ATS can be modified to allow an individual to also join the
PTN 80.
As another example, the job applicant interface can be modified to convert and
send
data to PTN 80 to generate a candidate profile 82 via pathway 3. In another
example,
an interface can be added to the ATS such that after it receives information
it can be
converted and sent to the PTN 80.
[0052] In some instances, a candidate may create a profile and apply for a job
through
the PTN 80 as opposed to an interface directly coupled to the ATS 66. In this
example, the PTN 80 can include an interface 78 that converts the data
received from
the PTN 80 to a format compatible with the ATS 66. The format that is used can
be
ATS specific. Thus, different PTN' s, such as 80, can utilize different export
formats
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
depending on the database structure of the ATS 66. Pathway 2 shows the export
of
data from the PTN 80 to the ATS 66 via the ATS export interface 78.
[0053] In another embodiment, data from the ATS 66 or other outside data
sources
68, such as legacy data not entered into an ATS, can be in form of paper or
electronic
documents, such as resumes. These documents may be in different formats 70,
such as
different file types (e.g., word or pdf) and different information
arrangements. The
PTN 80 can include an interface for performing a human resources xml
conversion 72
and importing the converted data to populate candidate profiles 82 within the
PTN 80.
HR XML is an open standard for data exchange geared towards human resource
applications. The conversion of legacy data to an HR-XML format from an ATS 66
or
from another outside data source is shown via pathway 4.
[0054] Currently, when candidates immediately become applicants, their resumes
are
stored in ATS dark rooms and resumes become stale quickly. Via the tools
provided
by the PTN 80, a more accurate description of candidate skills and
capabilities can be
maintained. The candidate skills can be matched to newly opened job positions
without the candidate having to resubmit a resume.
[0055] The PTN 80 can be configured to allow regular updates of the
information in
the applicant tracking system. The profiles can be continuously updated by the
candidates either manually or automatically if they choose to link to their
LinkedlnTM
or FacebookTM profiles, or any other public social networks that candidates
may use,
such as Google+, Quora, etc., as well as personalized or socialized sites or
blogs. The
updates can occur via an API provided by the particular social media site. In
particular embodiments, an individual can link their PTN profile to one or
more
different social media sites. Thus, the PTN 80 can be configured to interface
with
multiple different social media sources which can vary from person to person.
[0056] In general, the PTN 80 can be configured to link to any accessible data
source
where an individual maintains some type of personal information. The data
source
doesn't have to be a social media site. For example, some sites allow an
individual to
maintain personal information which are not social media sites. In addition,
the PTN
80 can link to data aggregation services not controlled by the individual if
the data
provided by the service is considered reliable.
11
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0057] In one embodiment, the PTN 80 can provide tools for sharing jobs 60.
The
tools may allow a PTN member to share job information with other members of
the
PTN 80 or non-members, such as their friends on social media sites, via email,
text or
any other suitable communication mechanism. Thus, the PTN 80 can include
interface
for interacting with social media sites to import data, such as job related
data.
[0058] The sharing of PTN 80 related data can be used in viral marketing
applications. The viral marketing can involve a sharing mechanism that allows
information internal to the company's private talent network to be shared with
public
web-sites, such as other social media sites if so allowed by the company
owning the
private talent network. For example, via the sharing mechanism, members of the
company's private talent network may be able to share information that is
displayed
within the company's private network, such as a job posting or a notice of an
upcoming event, with their friends or acquaintances on the public networks,
via email,
text or any other suitable communication mechanism.
[0059] Another source of data that can be imported into the PTN 80 is RSS
feeds 64.
RSS (Rich Site Summary, often dubbed Really Simple Syndication) is a family of
web feed formats used to publish frequently updated works¨such as blog
entries,
news headlines, audio, and video¨in a standardized format. An RSS document,
which is called a "feed", "web feed", or "channel," includes full or
summarized text,
plus metadata such as publishing dates and authorship. The imported RSS feeds
64
can be routed to different members of the PTN 80. Certain RSS feeds 64 can be
routed to particular groups of users, such as a group of users in a circle
within the
PTN 80.
[0060] Next, one embodiment of a system infrastructure for implementing a PTN
80
is described. Figure 2 is a block diagram of a recruiting system including a
PTN
implemented in the cloud in accordance with the described embodiments. A
number
of instances 102 of different PTNs can be executing simultaneously in the
cloud. The
instances 102 can be instantiated on a cloud network infrastructure, such as
an
Amazon EC2 (Amazon elastic compute cloud). The cloud network infrastructure
can
include databases 104, servers 106 and optimizers 108 that interact with load
balancers 110 to provide outside interfaces to candidates 130 that are members
of the
one or more different PTNs. As an example, interfaces for viewing candidate
profiles
12
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
112 and generating social interactions can be provided to both recruiters and
candidates.
[0061] The PTN executing in the cloud can interface with an application
messenger
118. The application messenger can provide communications between an ATS
repository 116 and a particular PTN instance. Different PTNs can communicate
with
different ATS repositories. Thus, one or more different instances of the
application
messenger 118 can be provided.
[0062] Media servers 126 can be provided for performing video interviews 124
and
other communications involving video data. The video communications can be
provided in a chat booth implemented on a server 120. As described below,
communications with the PTN instances can allow data and documents to be
search,
retrieved and uploaded, such as candidate profile information , while the
video chat
booth is being generated and communications between a recruiter 128 and one or
more candidates are on-going. Another media application can be webinars and
other
types of group discussions or public forums.
Join Widget for a Private Talent Network
[0063] Next, a registration widget for private talent network are described
with
respect to Figures 3, 4A, 4B, 5A and 5B. In particular, a join widget
including a
"join" widget button is described. The "join" widget button can be used to
initiate a
registration interface for a company's private talent network. As will be
described in
more detail below, the join widget can be designed as a code segment that is
easily
embeddable into a web-page. For example, the code segment can be constructed
in a
mark-up language, such as version of HTML, that is web-browser compatible.
Thus,
the registration widget can be easily integrated into a company's existing web
infrastructure. In other embodiments, the registration widget can be
integrated into a
custom application, such as a custom application executed on a mobile device.
[0064] Figure 3 is a flow chart of a method of registering for a company's
private
talent network using a join widget. In particular examples, as will be
described in
more detail with respect to Figures 4A, 4B, 5A and 5B, the join widget button
can be
integrated into a web page including content describing a particular company
or a web
13
CA 02863670 2014-07-31
page including a job description. In general, the join widget button can be
integrated
into any type of web page.
[0065] In addition, multiple join widget buttons can be integrated into a
single web
page. For example, a web page can include multiple join widget buttons each
associated with a different company. By selecting the join widget button for a
particular company, an individual can register to join a private talent
network for the
particular company. If the individual wishes, the process can be repeated for
multiple
companies allowing the user to join separate private talent networks for
multiple
different companies.
[0066] In 202, the jobseeker can arrive at a website where a web-page includes
the
join widget button. The jobseeker may navigate to a page of interest, such as
a page
containing a job description. A join interface can be integrated into the web-
page
which includes a "join widget."
[0067] The person doesn't necessairily have to be a job-seeker or be a
candidate for a
job. Instead, the person may be simply be interested in the company for some
reason,
such as wishing to be employed in the company in the future or simply to learn
more
about the company. Thus, the term "jobseeker" is used for illustrative
purposes only is
not meant to limit the method to only individuals that are currently seeking
jobs.
[0068] In 204, the jobseeker can trigger the join widget. In response, in 206,
an
interface can be generated that enables the job seeker to share a pre-existing
social
profile to join the private talent network. For example, the job seeker can
share their
LinkedinTM profile. If the jobseeker doesn't wish to share an existing social
profile,
then an interface can be provided that allows the person to join by manually
entering
the required information.
[0069] In one embodiment, in 206, when the join widget is triggered from a web-
browser at a web-site, secure communication connection can be established with
a
remote web-site, such as a web-site hosting a private talent network. A script
can be
launched on the remote site that generates an interface which allows the
jobseeker to
select a source of a pre-existing profile, such as a job related profile from
LinkedlnTM
or Google+TM.
[0070] In 208, an indication can be received that the jobseeker wishes to
share from
an existing profile. In respone, an interface page can be generated that
allows the
14
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
jobseeker to provide identification credentials associated with the selected
social
profile. In 210, the system can receive the identification credentials
associated with
the selected social profile.
[0071] Next, in 212, the sytem can generate a selectable button that allows
the
jobseeker to indicate that they wish to join a private talent network. Upon
receiving
approval, the registration process can be completed and the original web-page
from
which the join widget was launched can be returned to original state. In one
embodiment, the join widget button can be removed from the web-page if
registration
was sucessful. In another embodiment, the join widget button can be replaced
with a
button that allows the jobseeker to navigate to the private talent network
which they
joined. In yet another embodiment, after registering, the jobseeker can be
placed at a
page associated with the private talent network. The join widget can include
parameters that allows a user to select one of these options.
[0072] Upon receiving job seeker approval to join and upon a sucessful
verification of
the credentials provided to the user, in 216, information associated with the
pre-
existing profile can be imported to the private talent network to establish a
user profile
on the private talent network. Thus, the jobseeker doesn't have to re-enter
all of their
profile information. In one embodiment, the system can import the information
via an
API (application programm interface) provided by the social media site. If the
credentials are not verified (e.g., wrong password), then the system can
generate a
warning message that requests the information again.
[0073] The system can be configured by the company and/or by the job seeker to
not
import all of a jobseeker's information that is available. For example, to
protect the
jobseeker's privacy choices, the system may avoid importing other types of
information that may be available, such as status posts from the jobseeker's
wall on
FacebookTM. The system can be configured to import only the information
related to
the context of a person's participation on the private talent network. For
example, if
the participation is related to employment opportunities at a particular
company, then
information of interest in an employment scenario can be imported, such as
location
of the individual, education level and past employment details.
[0074] In particular embodiments, the system can generate a button that allows
the
user to view what type of information is to be imported and under what
conditions.
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
For example, the system can be configured to repeatedly revisit the site
hosting the
social profile to keep it up to date. Thus, the system can be configured to
display that
the system will repeatedly visit the site to update their information. In
another
embodiment, an option can be provided such that the retrieval of information
is only
performed once or over some limited time period and the system can display
that
these options are enforce. In yet another embodiment, the system can be
configured to
allow the user to manually trigger an update so that it is immediately
available within
the private talent network and the system can display that this option is
available to
the user.
[0075] In yet other embodiments, the system can provide options to allow the
user to
join at different interest levels.The level that the person joins can be
expression of
their interest level. For instance, the system can be configured to allow the
person to
join at a "casual" level to learn basic information about the company where
the person
is not necessarily interested in a job. In this embodiment, only basic
information may
be collected about the person, such as their name, location and contact
information. In
another instance, the system can be configured to allow the person to join as
a
"jobseeker" in which case the system can collect job related information.
[0076] In some embodiments, access to certain features in the private talent
network
can be accorded based upon the interest level expressed by the person at
registration.
For example, a person that registered with casual interest may be able to view
basic
company information and see events related to certain topics, such as webinars
providing basic information, but may not be able to see job related
information on the
site or circles that the person could join. Whereas, a person that registered
with a
jobseeker interest may be able to see job seeker related information, such as
information jobs available at the company, possible interviews that are
available or
circles that can be joined.
[0077] After joining, the system can provide the option of allowing the user
to change
their interest level and in response, collect additional or different
information that is
associated with their interest level. As will be discussed in more detail
below, the
private talent network allows a number of circles to be configured which are
subgroups within the private talent network. The circles can be used to place
individuals in different groups according to their expressed interest at
registeration.
16
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
For example, a first circle can be created for "casual" members of the private
talent
network and a second circle can be created for "jobseeking" members of the
private
talent network. Or, another example, a circle can be created for persons
interested in
engineering, or in sales, or any functional area within a company.
[0078] Returing to Figure 3, in 218, after the jobseeker is made a member of
the
private talent network, the jobseeker can be allowed to access features of the
private
talent network, such as viewing recruiter profiles, interacting with
recruiters,
participating in company events and accessing company information. Further, a
profile can be created for the person on the company's talent network. Then,
as
described above, the jobseeker can continue to navigate on the current web-
site or can
be directed to a web-site associated with the company's private talent
network.
[0079] Next, a visual walk through of the process is described with respect to
the
following figures. This walk through is presented for the purposes of
illustration is not
meant to be limiting. In Figure 4A, an invidual has arrived at a company page
250.
The company page includes the selectable button labeled "JoinTalent Network"
256
as well as details about the company 252. The button 256 has been located in a
blank
area 254 associated with the page.
[0080] The location of the button can be a selectable option in the join
widget. When
the original formatting of the page includes an area suitable for a button,
such as 254,
then no reformatting may be required for the page. If the original formatting
is not
suitable for a button, then some reformatting may have to be performed on the
original page to allow placement of the button.
[0081] In another example, in Figure 4B, the individual has arrived at a job
description page 260 of interest on a job board site 262. The job posting page
260
includes a job description with a title 264, location 266 and description 268.
In
addition, a "Join Talent Network" button 266 is included. Although not shown,
an
"apply now" button can be included where selection of the apply now now button
can
cause an interface to be genrated that allows the user to enter information
and apply
for a job.
[0082] A selection of the "JoinTalent Network" button 266 can cause a join
interface
to be generated that allows the individual to join and quickly establish a
profile on the
company's private talent network as described above. In this embodiment, the
17
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
individual doesn't have to apply for the job to join the company's private
talent
network. In another embodiment, the "Join Talent Network" button 266 can be
provided on a web-page that appears after the user has selected the "apply
now"
button. Thus, the user is required to enter the application information and
select the
"apply now" button before they are afforded the opportunity to join the
private talent
network.
[0083] At a job site, job descriptions of jobs from multiple different
companies can be
provided. When the "join" button is provided with a particular job
description, a
selection of the button can trigger an interface that allows the user to join
the
company's private talent network associated with the job description that is
currently
being viewed. If the job site supports job descriptions from different
companies that
each support private talent networks then it may be possible for the user to
join a
number of different private talent networks by perusing through the job site.
As
another embodiment, as described above, a single page can be provided that
includes
multiple buttons for joining different private talent networks associated with
different
companies. In one embodiment, an individual may be required to separately join
each
private talent network and may not be able to join allow the join private
talent
networks from a single registration process.
[0084] In one embodiment, the "Join Talent Network" button 266 can be a
floating
button in HTML. The text on the button is provided for illustrative purposes
only. In
other embodiments, a site adminstrator can select an image and/or text of
their
choosing for the button (e.g. see sample code below).
[0085] After the "Join Acme Network" button is selected, the interface
component
270 shown in Figure 5A can be generated. Via this interface component 270, the
user
can select an existing profile from another social media site to be shared.
For
example, the "Linkedin" button 278 or the "Facebook" button 280 can be
selected to
share information from an existing profile on one of these sites. Optionally,
the user
can simply select the "Join" button 282 to advance to an interface state that
allows
them to manually enter registration information. For example, the individual
can fill
in any missing information needed to complete their profile.
[0086] In Figure 5B, the LinkedIn button 278 has been selected and a second
join
widget state 275 is generated. On 275, prior to the user entering access
credentials, an
18
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
indication that the user has elected to share their information from Linkedin
can be
displayed (not shown). Then, via the page, the individual can supply access
credentials for the social media site, such as their full name 292, e-mail
address 294
and password 295. If the user has elected to share an existing profile from
another
social media site, the page can indicate whether the information was
successfully
retrieved. For example, in Figure 5B, a message 288 is displayed that
indicates the
user has shared their profile information from any other network. If desired,
the user
can select a link 290 which allows them to add more information, such as
information
used to complete a profile.
[0087] Next, the user can indicate via the page that they accept the terms of
service
296 for the company's talent network. The terms of service can indicate what
information is to be collected and whether it will be collected once or
repeatedly. In
one embodiment, the terms of service are accepted when the user selects the
join
button 298. In another embodiment, a box can be provided that when checked
indicates the user has accepted the terms of service. In one embodiment, as
described
above, a selectable indicator can be provided which allows the individual to
select an
interest level or input some other characterizing information. Based upon the
selection
made by the user, the user can be assigned to one or more different circles
initially in
the private talent network.
[0088] After selecting the join button, a social profile for the user is
created in the
company's talent network. As described above, the profile can be populated
with data
from a pre-existing social profile on another social media site that the
individual has
agreed to share. In particular embodiments, the company's private talent
network can
be configured to regularly update their profile with information from one or
more
other social media sites. For instance, if the user adds new information to
their
LinkedinTM profile or FacebookTM and the user has given the company's private
talent
network permission to access this information, the profile that has been
created in the
talent network can be automatically updated as they change their LinkedinTM or
FacebookTM profiles. In the case of FacebookTM that can include private as
well as
professional information, the private talent network can be configured to only
access
the professional information.
19
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0089] After joining the talent network, the individual can continue on the
original
page from which the private talent network was joined. For example, the
individual
can be directed back to the company page shown in Figure 4A. On the company
page,
the "Join Talent Network" may no longer be displayed since the individual has
just
joined the talent network. As described above, in another embodiment, the
individual
can automatically be directed to the company's private talent network or given
the
option to go to the company's talent network. If the individual chooses this
option,
they can begin navigation on this site.
[0090] Next, an example code portion is described that is suitable for
integration to a
web-page. The code includes 1) parameters that allow the position of the
button to
specified, 2) a parameter that allows the image to be used for the join button
to be
specified and 3) a parameter that allows the return state to a specified URL.
The
return state is the page that is displayed after the script has been
completed.
[0091] The JavaScript and PHP code can be used to generate the HTML code for
the
page that is used when the page is loaded, such as the interface pages shown
in
Figures 5 and 6. It can be run from the server side. The javascript can run
from the
client side within the local browser. In one embodiment, the javascript can be
used to
process the data that is entered via the two pages shown in Figures 5 and 6,
such as
but not limited to the selection of a site from which to obtain a profile, the
users name
and password.
Example Code Portion:
<!¨Join Widget Insert -->
<script type="text/javascript" language="JavaScript"
src="https://www.talentcircles.com/js/join widget.js"></script>
<script type="text/javascript" language="javascript">
try{
join_widget.debugFlag = true;
II We want to see the bottom center button
join_widget.buttons.bottomCenter.show = true;
join_widget.buttons.bottomCenter.image = 'img/button.gif;
join_widget.buttons.bottomCenter.height = 40;
join_widget.buttons.bottomCenter.width = 200;
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
join_widget.dialog.closeBoxImage = 'img/close.gif ;
join_widget.dialog.url = 'https://www.talentcircles.com/joinwidget.php';
join_widget.dialog.crossDomainOrigin = 'https://www.talentcircles.com';
// Next page when the user clicks on the close box
join_widget.dialog.followUpUrl = 'http://www.company.com/apply';
join_widget.startup();
I catch (e){
if (typeof window.console != 'undefined' && typeof window.console.log ==
'function')
console.logfjoin_widget.startup(): + e);
</script>
<!-- End of ACME Widget Talent Circles Insert -->
[0092] One advantage of the join widget described above is the minimization or
elimination of page switching. Existing solutions in the industry can require
a job
seeker to navigate between multiples pages (sometimes more than 5 page
switches) to
perform a registration action. With the join widget, the action of joining
only triggers
the injection of a registration screen INSIDE the current HTML page and may
require
no page switch at all because the return state can be the current page. In
comparison,
registration or logging in with LinkedlnTM or FacebookTM or other social
networks
requires at least one page switch. It has been observed that the elimination
or
minimization of page switching increases the likelihood of job seekers
providing their
profile. Thus, using the join widget, the percentage of potential candidate
loss is
drastically reduced compared to solutions involving labyrinthal navigation
though
many different pages.
Methods for Generating a Private Talent Network (PTN)
[0093] Next details of creating and managing a particular instance of a PTN
are
described. First, a method for generating the PTN described. Then, a
particular
configuration of a PTN including example pages is discussed. Figure 6 is a
flow chart
of a method 300 for configuring a private talent network. First in 302, the
company
talent network can be initialized with a specific administrator. The specified
administrator is allowed to further configure the PTN. The initialization can
include
specifying network names, such as a domain name (e.g., acmenetwork.com) or a
sub-
21
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
domain name (acmenetwork@host.com) and network name (e.g., AcmeNetwork).
The details are typically provided by a person in charge of a company web-
site.
[0094] Then, in 302, a name, an e-mail address and a zip code of a network
administrator can be specified. The management of the talent network is simple
enough that a person that is not necessarily trained in site management, such
as a
manager of recruiting team, can be selected as the network administrator. If
desired
and permitted under licensing agreement, one or more additional users
including
name, e-mail and zip code can also be specified.
[0095] Next, in 302, a join widget can be installed. One or more join widgets
can be
integrated in existing company web pages, such as a welcome page for the
company
that is outside of the talent network. As described above, the join widget can
trigger
an interface that allows an individual to join the company's private talent
network.
The join widget can be integrated by a web designer or any other media agency
that is
familiar web design protocols. As part of the installation of the join
widgets, the size,
font, color and location of the join button on the page can be selected. As
described in
the previous section.
[0096] In 304, an administrator interface can be generated. An example of one
administrator interface page is described below with respect to Figure 7. The
administrator is the person in charge of the look and feel of the private
talent network.
The network administrator can be a team leader, such as a recruiting team
leader.
Some of the tasks performed by a network administrator can include 1) one-off
tasks
that occur when the PTN is created, such as selecting and uploading branding
information like a company log, 2) determining which members of a team to add
to
the system and what privileges the added members are to have on the system and
3)
PTN management tasks, such as scheduling events and webinars, which are part
of a
continual engagement strategy with members of the PTN.
[0097] In 304, with the administrator interface, the administrator can specify
their
name and profile details and whether their profile information is to be
available on the
system. In one embodiment, the administrators or any staff member's profile
information can be hidden upon selection of specific configuration settings.
The
administrator can also select limits to uploading documents for the system.
During
interactions with candidates one-on-one or in groups (within circles), the PTN
allows
22
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
an upload supporting documents. The administrator can specify who is allowed
to
upload documents.
[0098] In one embodiment, recruiters may not be allowed to upload documents.
Further, its up to the organization to decide if it allows its representatives
to perform
document uploads and to select the vetting process as far as the content of
these
documents is concerned. For example, only network administrators may be
allowed to
upload documents after the documents are vetted by a designated person in the
organization. In another example, network administrators and company
representatives may be able to upload documents after vetting is performed.
[0099] Another organizational choice which can be selected by the
administrator is
whether to allow recruiter reviews. The system can be configured to allow
recruiting,
hiring managers and other company representatives to rate candidates on a
scale, such
as a five point scale. This rating may be visible to other company
representatives. In
addition, company representatives may be able to leave detailed notes about a
candidate. In 304, the network administrator can select whether this rating
option is
available.
[0100] In another embodiment, the system can be configured to allow
limitations on
people searches within the PTN. The people searches can be performed over all
of the
profiles within the system. In one embodiment, only company representatives
(staff)
within the PTN can perform people searches. In another embodiment, all members
of
the PTN can perform people searches. In 304, via the administrator interface,
the
administrator can place limits on who can perform people searches, such as
only
company representatives, only a portion of company representatives, all
members of
the PTN or only a portion of the members (e.g., only staff and non-staff
members
within certain circles.) An example of an interface page that allows people
searches is
described with respect to Figure 14.
[0101] In 306, an organization structure interface can be generated. The
addition of a
staff member can include specifying their name and e-mail. Then, the access
level of
the staff member can be designated. In one embodiment, the system is
configured to
allow multiple individuals to be designated with administrator privileges.
Other
privileges levels, such as representatives which have fewer privileges than an
administrator, can be designated. The interface allows staff members to be
suspended,
23
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
unsuspended or deleted. The status level of each staff member, such as active
or non-
active can be displayed.
[0102] In 308, a welcome page configuration interface can be generated. The
welcome page encourages individuals to register with the PTN. In one
embodiment,
via the interface, a text message can be entered that is displayed on the
welcome page.
In another embodiment, a video message that is playable on the welcome page
can be
uploaded via the interface. Typically, the video is two to three minutes long
or less.
In yet another embodiment, the system allows job postings to be optionally
posted to
the welcome page. The job postings may come from a direct feed associated with
a
job distribution system or may be entered manually. An example of a welcome
page
is described below with respect to Figure 8.
[0103] In 310, a messages and announcements interface can be generated. Via
the
messages and announcements interface, messages and announcements may be
manually entered into the system. The messages and announcements can be
available
to everyone or only available to certain groups, such as members within a
circle, non-
staff members or only staff members. The message and announcement recipients
can
be designated in the interface. Messages and announcements can be displayed on
a
member home page, a company page, circle pages or combinations thereof. In one
embodiment, messages and announcements may be delivered via an automatic
mechanism, such as an RSS feed. Via the interface, an administrator can
specify a
URL for a RSS feed that can be displayed on one of the PTN pages, such as on
member home pages.
[0104] In 312, an interface for modifying a company page can be generated. The
company page includes company information and may be accessible to all
members.
Via the interface, an administrator can add and edit a welcome message
associated
with the company. The welcome message can include text and/or video
components.
Via the interface, a video component of the welcome message can be uploaded to
the
company page. Details of a company web page are described in more detail below
with respect to Figure 11.
[0105] In 314, a circle configuration interface can be generated. The circle
configuration interface allows the private talent network to be segmented into
circles.
Administrators may define the circles including a name and assign an owner of
the
24
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
circle. The owner may be authorized to change the name of the circle, assign
representatives, update settings and edit a circle page. A circle page is
similar to a
company page but includes information pertinent to just the circle, such as
announcements that are particular for just the circle.
[0106] Each circle is a mini-network that can be branded to express the key
messages
related to that circle. Each circle can have 1) its own logo and tag line, 2)
a document
library offering information about the circle, 3) its own meetings, 4) its own
video (in
the video, recruiters can explain what they are looking for or have employees
explain
how it is to work in a given department), 5) its own message (the message can
explain
what joining this group is about), 6)its own announcements and discussions
related to
the announcements and 7) a list of job opportunities attached to that circle.
These
features can be configured via the interface and be displayed via a circle
page. In one
embodiment, the circle page can be formatted similarly to the company page
shown in
Figure 11.
[0107] In particular embodiments, tags can be associated to the circle for
search
purposes inside a circle. Via the circle interface, tags can be specified. An
example of
tags can be clean energy or water management for an environmental related
circle. A
circle can be public (and as a result, can be seen by candidates, who then can
be
provided with the option to join a circle) or private (in such cases, the
circle is not
visible to candidates, but the circle owner can assign candidates to that
circle). In the
circle configuration interface, the administrator can specify whether the
circle is
public or private. In addition, the administrator can specify whether the
assigned
owner is allowed to change the privacy settings (i.e., public or private).
[0108] In one embodiment, the entire list of circles is visible to the
administrator.
Further, the administrator can perform searches for people and information
across all
of the circles. On the other hand, representatives may only be able see the
circles that
they own or other public circles. However, representatives may not be able to
see
(e.g., see members, meetings or other information associated with the circle)
into
private circles that they don't own. A representative may be an owner of
multiple
circles where the circles can be public or private circles.
[0109] Besides creating circles, an administrator can also delete circles. The
deletion
process may involve removing all the information that relates members of the
PTN to
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
the circle. Further, the deletion process can involve removing all of the
information
that is associated with the circle and updating member home pages to remove
any
events or announcements associated with the circle.
[0110] Next, in 316, a meeting configuration interface can be generated. The
meeting
configuration interface can allow administrators and representatives to create
meetings. Recruiters may enjoy the assistance of a community manager or a
media
agency to create events destined to attract multiple candidates, either within
a group
discussion or a Webinar, and establish a calendar of regular events.
Organizing
regular events can provide benefits, such as maintaining the interest of
passive
candidates about the activities of a company, identifying people of special
interest
before there is a position available for them (smaller discussion groups may
enhance
this benefit), increasing membership in the PTN as interesting people tend to
bring
interesting people and candidates can invite their friends to events if they
are exciting
or thought-provoking.
[0111] In one embodiment, scheduling a group event or a webinar is similar to
scheduling a one-on-one screening or interview meeting, and can be performed
through the same interface. Details of an interview meeting are described
below with
respect to Figures 19, 20 and 21. The meeting interface allows a user to enter
a
meeting title, specify a meeting time and then specify a meeting format, such
as a
video chat or a webinar and a meeting description. A meeting might be about a
particular topic, such as a discussion of a skill related to a job position
that is
available. A webinar might be about a company employee speaking on a
particular
topic that is of interest to the participants.
[0112] In a video chat, every one can see everyone that is participating in
the meeting.
In a webinar, participants only see the host but not each other. Video-chats
with one
or several persons allow for full interaction between the participants.
Webinars show
the speakers and documents presented, but participants interact only via text
chat.
[0113] When the meeting is about a job, the interface can allow a job title to
be input.
If desired, a document can be discussed during the meeting. The interface can
allow
the meeting organizer to upload the document. As described above, the document
can
be available for viewing during the discussion where the meeting organizer can
control what portions of the document are available for viewing at a
particular time.
26
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
When the meeting is started, the uploaded documents will be visble inside the
video
booth associated with the meeting.
[0114] The interface can allow a user to limit the meeting participants. In
one
embodiment, the interface allows a maximum number of participants in the
meeting
to be specified. Thus, after the maximum has been reached, the meeting can be
indicated as full. The interface allows a meeting to be broken into a number
of
sessions where different people can participate in each session. It may be
desirable to
limit the maximum number people for response time. Thus, a meeting with
different
sessions can extend the number of people that can participate while still
maintaining
the response time.
[0115] The interface can be configured to allow a user to specify that the
meeting is
open to everyone, open to members of one or more different circles or open
only to
members of the PTN that are specifically invited. For meeting where only
specific
members are invited, some identification information, such as the members name
and/or e-mail can be entered in the interface for invitation purposes. In one
embodiment, the interface may allow an individual not in the private talent
network to
participate in the meeting. The message may provide information about the
meeting
and an invite to join the private talent network if they wish to participate
in the
meeting. In another embodiment, even when the meeting is open to some group,
such
as a circle, the interface can allow a user to specify a particular person in
the circle for
an invitation. The invitation can bring the meeting to the particular person's
attention.
[0116] When the parameters of the meeting have been specified, the system can
send
out invites and update different PTN pages accordingly. For example, meeting
notices
can be generated on the calendars of the eligible member profile pages, the
company
page, circle page or pages and the meeting creator's page when each of these
pages
are viewed. In addition, RSVP'd individuals can have the meeting invites show
up as
messages on their individual message page within the PTN.
[0117] Next, in 318, an e-mail campaign interface can be generated. In one
embodiment, campaigns can be used in conjunction with importing candidates
from
an ATS (Applicant Tracking System). Upon importing the candidates, the system
can
send a campaign out to everyone who was just brought into the network to let
them
know that they can sign in, update their profile. As another example, a
campaign can
27
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
be generated for a webinar where people not currently members of the PTN or
members of the PTN can be invited. In yet another example, a job description
can be
generated with an attached questionnaire where the invited individuals can be
invited
to respond to the questionnaire as well as to join the PTN.
[0118] The email campaign interface can allow a staff member, such as a member
with administrative privileges to create a campaign, specify a name and
description of
the campaign, specify and attach content to the campaign (e.g., a job
description and
questionnaire), specify recipients of the campaign and send out the campaign.
In
addition, the interface may allow a user to specify a length of the campaign
after
which the campaign may end. Also, the interface can be configured to generate
reports associated with the campaign. For example, a report may include
information
related to what percentage of individuals responded to the campaign by joining
the
PTN. If an event was included in the campaign, the report can specify what
percentage of the campaign recipients participated in the events. The reports
can be
generated for on-going campaigns and previously implemented campaigns. Other
analytics, such as characteristics of individuals that responded or didn't
respond to the
campaign can also be generated.
[0119] Next, one example of an interface configuration page for branding a PTN
is
described with respect to Figure 7. Then, examples of PTN pages configured
using
the PTN creation interface are discussed with respect to Figures 8-14. Figure
7 is a
screen shot of a PTN page 332 for branding a private talent network.
[0120] The logo and branding page 332 can be part of a tabbed interface system
that
allows a user with sufficient privileges to access different administrative
functions by
selecting different tabs. In Figure 7, the logo and branding tab 336 is
selected. The
registration page tab 338 when selected causes an interface page to be
generated for
configuring the welcome page described above in step 308 of Figure 6. A
selection of
the staff manager tab 340 causes an interface page to be generated for
adding/deleting
staff members of the PTN and setting privileges described in step 306.
[0121] Continuing, A selection of the circles manager tab 342 causes an
interface
page to be generated for configuring circles including adding new circles
described
above in step 314. A selection of the e-mail campaigns tab 344 causes an
interface
page to be generated for creating email campaigns described above in step 318.
A
28
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
selection of the meetings tab 346 causes an interface page to be generated for
creating
meetings described above with respect to step 316. A selection of the network
settings
tab causes an interface page to be generated for configuring the PTN described
above
with respect to step 304.
[0122] Via the logo and branding page 332, a logo 350 can be uploaded 354 in a
number of different formats. A selection of the clear image button 352 causes
the
uploaded logo 350 to be cleared. The uploaded logo can be displayed on a
number of
different pages in the PTN, such as the welcome page 370 in Figure 8 or the
company
page 500 in Figure 11.
[0124] Next, an example of a welcome page configured via the registration
interface
[0125] A talent network description 384, which can be user-specified by a
staff
member with the required privileges, is placed at the bottom left corner. A
video
message 386, which can be activated by a user selection and is typically about
two to
[0126] The registration section 374 provides a number of different mechanisms
for
allowing an individual to join the PTN. For instance, the member can join via
an
existing social media account, such as LinkedIn 376 or Facebook 378 or any
other
29
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
the PTN. As also described above with respect to Figure 5A, a user doesn't
need to
register using a social media account and can manually provide the information
needed to register. This option can be initiated via selecting the register
button 380.
When a member of the PTN that has previously registered arrives at this page,
a
selection of the login link 382 can cause the system to generate a login page
that
allows the user to provide their login information.
[0127] Registered members of the PTN can be provided a home page. The home
page
may be the first page the system displays after a member logs into the PTN.
Next,
details of an example home page are discussed with respect to Figure 9.
[0128] Figure 9 is a screen shot of a candidate home page 400 in a PTN. The
user
interface 400 includes a number of tabs, home 402, meetings 404, messages 406,
jobs
408, a company page tab 410, a circles tab and a my profile tab 414. The home
tab
402 when selected can cause page 400 to be displayed. A selection of the
meetings tab
404 can cause a page where details of meeting accessible to a PTN member can
be
displayed. A selection of the messages tab 406 can cause an interface that
allows a
member to view messages received from other PTN members including staff
members, respond to messages and to send new messages.
[0129] A selection of a jobs tab 408 can cause an interface that allows a
member to
view and search for available jobs posted within the PTN. The member can
select
various jobs of interest to be saved by the system and these can be viewed
when this
tab is selected. The company page 410 is a page that includes details of a
company or
companies associated with the PTN. An example of a company page is described
with
respect to Figure 11.
[0130] A selection of a circles page 412 causes a drop down menu to be
generated
that allows a user to select various circle pages for display to which the
member
belongs. In addition, circles that are available for the user to join can also
be
displayed. The format of a circle page can be similar to the company page in
Figure
11. However, as described above, the circle page can be separately branded and
include messages, announcements, discussions, events and documents that are
only
associated with the particular circle.
[0131] A discussion can be on a topic of interest to participants. During the
discussion, video and text, such as text chat, can be recorded. The system can
be
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
configured to allow members to subsequently re-watch the discussion. If the
discussion is private only staff members (e.g., recruiters or hiring managers)
may be
allowed to re-watch the discussion. When the discussion public, circle members
or
other general PTN members may be able to re-watch the discussion.
[0132] Further, links to discussions of general interest can be posted to
outside sites,
such as social media sites or included in e-mails, such as part of an e-mail
campaign.
When a person is interested enough in the discussion to select the link, the
person can
be encouraged to join a PTN associated with the link. Within the PTN 80,
discussions
can be archived and searchable to allow for future viewing and data mining.
[0133] A selection of the My Profile tab 414 causes a page including details
of a
user's profile in the PTN to be generated. Via this page, a user can add
additional
profile details and/or edit information that has been previously entered. As
described
above, in one embodiment, information on this page can be received from a
social
media site separate from the PTN on which the user maintains a separate social
media
profile. The system can be configured to check the social media profile for
new
information and update the user's profile in the PTN at regular intervals.
[0134] The upcoming meetings section 416 can show meetings that are available
to a
user or which a user has elected to participate. On page 400, five days 420
are shown.
For these five days, no meetings are available. To participate in a meeting,
the user
can select the meeting and then select the join meeting button 418.
[0135] The profile section 422 can display a few details of a PTN member's
profile.
Additional details are displayed by selecting the my profile tab 414. The
recent
message section 424 can display a few of a member's most recent messages. No
new
messages are displayed. A user can view additional messages by selecting the
messages tab 406.
[0136] An announcements section 426 displays announcements that may be of
interest to the user. The announcements a user receives can depend on the
circle or
circles to which they belong. Three more recent announcements are shown in the
section.
[0137] A section 428 for inviting their friends to join the PTN is provided.
Within the
section, a user can specify a number of emails or other contact information.
When the
emails are specified and the invite button 430 is selected, email messages can
be
31
CA 02863670 2014-07-31
generated and sent to the specified addresses. The email can include
information
about the PTN, the person that invited them and a link to a registration page
for the
PTN.
[0138] In one embodiment, rewards can be provided to individuals that draw
people
to the PTN. For example, after a user invites a number of people to the PTN
which
ultimately join, the user can be made of a member of a circle that includes
VIP events
only available to members of the circle. In another example, a user can earn
points for
each new member that they attract. The points can be redeemed for awards. An
awards circle page can be provided where the user can redeem their points. In
yet
another example, when an individual invites a friend to the PTN, the friend
becomes a
member of the PTN and then the friend subsequently is hired by the company.
The
individual can receive points or an award, such as a referral fee, for
initially referring
the person.
[0139] Next, details of a staff member's home page 450, which can be a
recruiter in
the PTN, are discussed. Figure 10 is a screen shot of a recruiter home page
452 in a
PTN. The page 450 includes a home tab 452, a people tab 454, a meetings tab
456, a
questionnaire tab 458, a messages tab 460, a jobs tab 462, a reports tab 464,
a
company page tab 466, a circles tab 468 and a my profile tab 470. A selection
of the
people tab 454 causes an interface page that allows a staff member to search
for
people, such as search for people to fill a particular job position (e.g., see
Figure 14).
The people page can include information about searches that the staff member
has
previously made and lists of people currently of interest to the staff member.
[0140] The meetings tab 456 can include details of meetings that a staff
member has
created or which the staff member plans to attend. A selection of the
questionnaire
page can cause interface pages to be generated that allow a staff member to
create a
questionnaire, view an active questionnaire that has been sent out and see
responses to
the questionnaire. Details of questionnaires are described below with respect
to
Figures 15, 16, 17, 18A and 18B. A selection of the messages tab 460 can cause
an
interface page to be generated that allows the staff members to send, receive
or create
new messages.
[0141] A selection of the jobs page 462 can cause an interface page to be
generated
which allows a staff member to post a new job description and view job
descriptions
32
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
for which they are recruiting. A selection of a reports tab 464 can cause a
page that
allows the member to generate reports about their activities and possible
other staff
members activities if they are a team leader. For example, a report can be
generated
about how many individuals that they have contacted for a particular job
position,
whether the contacted individuals have responded to a questionnaire associated
with
the job position, whether they have reviewed the questionnaire responses and
whether
they have scheduled follow up meetings, such as with a hiring manager.
[0142] A selection of the company page tab 466 can cause the company page to
be
displayed. If the staff member has sufficient privileges, the company page
that is
displayed may allow the member to modify the page. A selection of the circles
tab
468 can cause a drop down menu that allows the member to select from among
circles
to which they belong. If the staff member has sufficient privileges they may
be able to
modify the circle in some manner, such as add/delete a member from the circle,
generate a meeting associated with the circle or generate an announcement
associated
with the circle. A selection of the profile tab 470 can cause a page with
details of the
members profile to be generated. In one embodiment, via the profile page, the
member can cause their profile to be visible or not visible to other members
of the
PTN.
[0143] The staff member home page 450 includes a search interface 472 that
allows
the staff member to search for people in the PTN. An entry box 474 is provided
for
entering search terms for the people search. The account button 476 can be
selected to
allow a staff member to view and modify details of their account. The meetings
section 476 allows a staff member to view events, such as event 480, create a
meeting
478, join 484 a meeting in progress or chat 482 with an individual or a group
of
individuals. The chat 482 can be a video, text, or audio chat.
[0144] The page 450 allows a staff member to generate an announcement. In one
embodiment, a text message can be entered in box 486 for the announcement.
When
the announce button 494 is selected, the announcement or discussion topic can
be
posted. The announcements 492 can display announcements they have created or
received from others, such as other staff members.
[0145] The recent messages section 488 allows the staff member to see recent
messages they have received. The people section 490 can display people of
interest to
33
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
the staff member. For example, people of interest can be individuals that the
staff
member has targeted for a particular job position.
[0146] Next, a sample company page is described. Figure 11 is a screen shot of
a
company page 500 for a PTN. A talent network section 502 is included on the
page.
The section includes a company logo and a description of the talent network. A
representative section 504 includes pictures and names of representatives
within the
PTN. As described above, in one embodiment, the representatives can be
recruiters
for a company associated with the PTN.
[0147] A recent jobs section 506 includes job positions associated with the
company
that have been recently posted. A first job 508 is for a consultant, a second
job 510 is
for a director of engineering and a third job 512 is for an intern. By
selecting the job, a
user can learn additional details about the job, such as via a job
description.
[0148] A public meeting section 514 shows events that are open to everyone in
the
PTN. Four events on different days are posted on a calendar. A message section
includes a video message 516 and a message in a text format about the company.
If
the user is a staff member and has sufficient privileges, the user can modify
this page
including uploading a video message and changing the text message. The
announcements section 518 includes general announcements, such as 520. Each
announcement in this example includes a name of a sender, a selectable link
that
allows more details about the announcement to be obtained and a date posted.
[0149] The company page 500 is essentially a circle page that includes
everyone.
Circle pages can be formatted similarly to company pages. However, the circles
can
be individually branded. For instance, in section 502, a different logo and a
different
message can be presented. Further, the video message 516 can be different. The
circle
can have people, jobs, meetings, announcements and a document that are
particular to
only to the circle. Only members of a circle will have access to the circle
from their
home page. As described above, the circle page can be displayed when it is
selected
from a drop menu or some other selection mechanism associated with the circle
tab.
[0150] Next details of a member's profile page are displayed. In one
embodiment, as
is discussed with respect to Figures 12 and 13, a PTN member's profile page
can
appear different when viewed by the member as opposed to a staff member. In
Figure
34
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
12, the view presented to a non-staff member is shown. In Figure 13, the view
presented to a staff member is shown.
[0151] Figure 12 is a screen shot of a candidate (member) profile page 530 in
a PTN
when viewed by the owner of the page. Since it is being viewed by the owner of
the
page, details of the page can be edited. A selection of the profile page tab
414 can
cause the system to generate the profile page 530 after the member has logged
into the
PTN. On the page, a first section 542 including a name, title and image, a
second
section 544 including contact information (e.g., e-mail address, phone number,
physical address, etc.), a third section circles 546 to which the member
belongs, a
fourth section 548 including a video handshake, a fifth section 550 including
connections, a sixth section 536 including professional information, a seventh
section
538 including employment experience and eighth section 540 including skills
are
displayed.
[0152] The video handshake 548 can be an introductory message uploaded by the
member. The connections 550 can list individuals to which the member is
connected
in the PTN. The connections can include staff and non-staff members of the
PTN. The
professional information 532 can indicate a source of data and when it was
last
updated. For example, the data may have been entered by the member manually or
may have been obtained from a social media account outside the PTN linked to
the
PTN.
[0153] The education information can include schools the individual attended
and
optionally a source of the information. The experience information can include
job
related experience, such as places of employment, and optionally a source of
the data
(e.g., social media site to which the account is linked, resume data from the
ATS or
input by the candidate). The skill information can include a description of
the skill
including but not limited a skill name, a skill level and skill years.
[0154] Next, a format of a PTN member profile page, such as a job candidate,
when
viewed by a staff member is described. Figure 13 is a screen shot 560 of a
candidate
profile page as viewed by a recruiter in a PTN. The page 560 includes a button
for
scheduling a video chat 562. Details of a video chat are described below with
respect
to Figures 20 and 21. Via the staff member view, a staff member can
electronically
shake hands 564 with the person, send a message 566 to the person, remove the
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
person from connections 568 (typically, the staff member's connection), invite
the
person to join a circle 570 and assign the person to a circle 572.
[0155] A candidate review section 574 that is only visible to staff members,
such as
recruiters, is displayed on the page. The section 574 can include information
about
reviews and other interactions that have been generated within the PTN. In one
embodiment, a staff member can delete or change review that has been generated
about the individual.
[0156] The tags section 580 can display tags that have been associated with
the
person. In one embodiment, staff members can add tags to individual profiles.
The
section includes a button for adding tags. The tags can be used when searches
are
performed by the staff members. For example, if a staff member has added the
tag
"hot candidate," a tag "first school" or a tag "second school" to the
candidate's
profile, when the staff member performs a search including one or more of the
tags,
this person will show up in the search.
[0157] In one embodiment, the tags that are added can be staff member
specific.
Thus, when a first staff member views the profile page, only tags that the
first staff
member has added for the individual will be visible but not tags added by
other staff
members. When a second staff member views the tags, then only tags the second
staff
member has added will be visible and not the tags added by the first staff
member. If
the first and second staff members are part of a group and the system allows
group
tags to be added, then the system can show only tags added by members of the
group
and the group tags will be visible when the first or the second staff members
view the
profile but not tags by staff members outside the group. In yet another
embodiment,
some tags can be visible to any staff member once the tag has been added.
[0158] Figure 14 is a screen shot of a search page 600 for a recruiter in a
PTN. In the
search section 602, a person can enter search parameters and select the search
button
to initiate a search. A selection of the save searches tab 606 can generate an
interface
page that allows the recruiter to view previously saved searches. To return to
the
current page from the saved searches page, the recruiter can select the find
people tab.
To save the current search, the recruiter can select the save search button
634.
[0159] In the left column of the page, the recruiter can specify a number of
search
parameters. In 608, the recruiter can select a country of the search, i.e.,
for people
36
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
located in a particular country. In 610, the recruiter can specify a city on
which to
base a search. An additional parameter, such as a distance from the city, can
be
selected to limit the search. When this parameter is selected, the search
engine can
search for all people within the selected distance from the input city. In
612, the
recruiter can select a parameter that allows a search among candidates
(members of
the PTN) or staff.
[0160] In 614, a recruiter can select from among circles or associations to
limit
searches, such as from among a business development circle, a corporate alumni
circle or both. As another example, the recruiter can select one or more of a
current
employee only association, an engineering association or a freelance
association to
limit a search. In 616, the recruiter can select a rating parameter associated
with a
review to limit a search. For example, the recruiter may wish to only see
people with
an excellent or good review or only people that have not been reviewed yet.
[0161] In 624, the recruiter can select a search to be limited based upon on
their tags,
such as consultant (i.e., position), engineer (i.e., position), Harvard (i.e.,
school), Hot
candidate (i.e., rating), Houston (i.e., location) or Programming (i.e.,
skill). As
described with respect to Figure 13, staff members can tag PTN members where
the
tags are only visible to the staff and not the non-staff PTN members.
[0162] In 618, the recruiter can select an education level to limit a search.
In 620, a
recruiter can select from among one or more schools to limit a search, such as
Ivy
League schools or Stanford University. In 622, the recruiter can select one or
more
companies at which a person was previously employed to limit a search, such as
Google, Apple or Facebook. The import section 626 allows a recruiter to
specify
candidates that were imported into to the system to limit a search, such as
candidates
that participated in a particular event or candidates imported from an
external
database.
[0163] Once a search is implemented, the interface provides options 626 for
sorting.
For example, people returned in the search can be sorted according to their
relevance
to the search criteria or can be sorted according to location specified in
their profile. A
list of people including some information about each person, such as their
name,
review information, profile information and location, can be presented. The
list can
span multiple pages.
37
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0164] A selection of one of their individuals can cause their full profile to
be
displayed. In one embodiment, the interface can switch to the selected
person's profile
page. In another embodiment, the person's profile can be displayed in a pop-up
window. When one or more people from the list are selected, a selection of the
assign
to circle button can cause the individuals to be assigned to a particular
circle that has
been specified. When the assigned individual or individuals log into the
system, the
specified circle to which they have been assigned can appear when the circle
tab is
selected.
[0165] A selection of the invite to circle button can cause one or more
selected
individuals to be invited to a circle. When the invited individuals log into
the system,
a message can appear that indicates they have been invited to join the circle.
The
message can include a link that when selected allows the invited individual to
join the
circle. A selection of the export 632 button can cause the system to export
information
about one or more individuals that appeared in a search to an external file.
Communication Methods in a Private Talent Network
[0166] Next, methods of communicating with candidates involving pre-interview
questionnaires or video interviews are described. A method including
generating and
receiving results from a questionnaire is described with respect to Figures
15, 16, 17,
18A and 18B. The questionnaire can be used as part of a pre-interview screen
methodology. A method associated with creating and participating in a video
interview is described with respect to Figures 19, 20 and 21.
[0167] Figure 15 is a flow chart of a method 700 for interviewing using a
questionnaire in a private talent network in accordance with the described
embodiments. In the method, pre-recorded screening and interviewing
questionnaires
can be generated and sent by companies to as many candidates as they deem
necessary to develop a sufficient talent pool for a job. Based upon the
questionnaires
recruiters can test and grade the skill set of candidates, such as via text or
multiple
choice responses and evaluate their cultural fit, such as via a rating of
their video
responses. Pre-recorded screening and interviewing questionnaires can be
addressed
to candidates both inside and outside the PTN. The questionnaires enable a
company
to check on a very large number of candidates quickly. This methodology can be
38
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
more objective than simply filtering out candidates via the keywords that
appear in
their resumes.
[0168] Next, details of the methodology are described. In 702, a questionnaire
template can be selected for use in creating a questionnaire. The system can
be
configured to generate a questionnaires menu that allows a user to create
questionnaires from scratch or using templates. A new questionnaire can be
created
by mixing questions from one or more saved templates and from custom questions
that are added as the questionnaire is created. The system can store
questionnaires as
templates after they are created for later reuse by other system users. An
example of
one page of a questionnaire creation interface is described below with respect
to
Figure 16.
[0169] In particular embodiments, lists of templates can be grouped according
to the
type of candidates to be screened. For example, while some general questions
apply to
any type of candidate, other questions are clearly targeted at a specific
skill-set or a
specific job, such as engineering questions for engineers or programming
questions
for programmers. When templates are selected, the interface can allow a user
to view
templates from particular groups and then select one as starting basis. The
system is
configured to allow a user to select questions from different templates and
add them
to the questionnaire that is currently being created.
[0170] The templates can be personal or can be shared across the recruiting
team. For
example, an individual can create a personal template that is only visible to
the
individual as well as anyone with administrative privileges. In other example,
a
template can be visible to all members of a recruiting team. For example, a
circle can
be created for a recruiting team where templates are placed in the circle and
visible to
the circle members.
[0171] The system can include a feature that allows questions to be submitted
for
review. The review can be performed to assure that the questions comply with
various
hiring laws to which the company is subject. When a new question is created,
the
system may require that the question is submitted for review and approved
before it
can be saved as part of template or used in questionnaires. After it is
approved, the
question can be saved as part of a template and subsequently reused as part of
a
questionnaire without additional approval.
39
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0172] Next, in 704, via the questionnaire menu, a user can add a question via
a
selection of an "add a question" button on the interface. Then, via the
interface a user
can select a format for the answer. For example, the format can be but is not
limited to
a video answer, a text answer, a verbal (audio only) answer, multiple choice
with one
correct answer, multiple choice with multiple answers or true/false. One
questionnaire
may use many question types.
[0173] As described above, a video question can be selected that calls for a
video
answer from the individual taking the questionnaire. The answer can be
recorded and
subsequently reviewed and scored. If the response will be scored, a scoring
range can
[0174] In order to facilitate the work of the reviewers who will assign the
score, the
system allows scoring guidelines, which will not be seen by candidates, to be
specified. In one embodiment, the guidelines for grading the question can be
entered
[0175] For text questions, multiple choice with one answer questions and
multiple
[0176] In one embodiment, the system can be configured to randomly select from
a
pool of questions. For example, a pool of multiple choice answers can be
selected that
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
are considered to be of a similar difficulty. When the questionnaire is
implemented,
the system can select one of the questions from the pool to present to the
candidate.
[0177] Besides selecting the questions as part of creating a questionnaire, a
recruiter
can name the questionnaire and specify a job associated with the
questionnaire. The
questionnaire can include a link that allows the individual taking the
questionnaire to
learn more details about the job. Also, a link can be provided that allows the
recipient
of the questionnaire to register with a PTN if they have not already done so.
The
interface allows a user to specify a deadline for responding to the
questionnaire. After
the deadline expires, the questionnaire is closed. A deadline doesn't have to
be
selected.
[0178] The interface is configured to allow a user to indicate if the
questionnaire is
public or private. If the questionnaire is private, only the candidates that
are invited
can take it. If it is public, the questionnaire can be shared. For example, a
first
recipient of the questionnaire can mail a link to the questionnaire to a
second recipient
where both the first and second recipient can take the questionnaire.
[0179] In one embodiment, a welcome message can be associated with the
questionnaire. The welcome message can be provided in different formats. For
example, a recruiter can record a video welcome message that is played before
the
person takes the questionnaire. In another example, a recruiter can enter a
text
message that can be viewed before the person takes the questionnaire. When the
questionnaire is determined to be complete, a user can review it and save it.
[0180] Next, in 706, a questionnaire can be opened by selecting "Open
Questionnaire" in the dialog box. By doing so, the user confirms that they are
aware
that the questionnaire can't be changed any longer, because this is the
version that
will be sent to all the candidates that have been specified. The system allows
a user to
close a questionnaire at any time including before a deadline for the
questionnaire has
been reached. When a questionnaire is closed, recipients are no long allowed
to take
it. In one embodiment, the system can be configured to allow a user to specify
a
maximum number of users that can take the questionnaire. When the limit is
reached,
the system can be configured to close the questionnaire.
[0181] In 708, via the interface, the creator of the questionnaire can
indicate invitees.
If the questionnaire is private, each recipient is specified. For example, an
email
41
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
address of each recipient can be specified. If the questionnaire is public,
the creator
and recipients can forward the questionnaire to selected recipients. As
examples,
candidates can be invited by their names in the PTN, via e-mail addresses and
via
membership in a circle of the PTN. The recipients don't have to members of the
PTN
on which the questionnaire is created.
[0182] Public questionnaires can be posted on social media sites, such as
LinkedIn,
Facebook, Twitter and Google+ as well as any site or document using the URL.
In
addition, the questionnaire can be attached to job descriptions which are
posted to job
sites. When a recipient decides to take a questionnaire, the recipient can be
requested
to login into a PTN associated with the questionnaire. The login process may
require
the recipient to register with the PTN and become a member of the PTN. After
logging in, the recipient's profile information can be updated or newly added
to the
PTN.
[0183] In 710, a recipient can receive a message with a link that enables them
to
participate in the questionnaire. When the link is selected, a connection can
be
established with a PTN. In 712, a welcome page can be generated. An example of
a
welcome page is described with respect to Figure 17. The welcome page can
include
one or more of a description of the questionnaire, such as number of questions
and
rules for taking the questionnaire, a welcome message and a job description.
If the
welcome message is in a video format, then the recipient can click on the
video to see
a playback of the message.
[0184] In 714, the user can be requested to check operation of their remote
interface
(See Figure 18A). For example, if some of the questions are to be recorded as
video
answers, the recipient can check to see if their recording apparatus is
working
properly with the system by recording and then playing back a message through
the
system. In one embodiment, the recipient can take a practice question which
can
confirm proper operation of their system (see Figure 18B).
[0185] In 716, the system can output questions and record responses from a
recipient.
In 718, when the recipient has completed all of the questions, the system can
output a
thank you message. The thank you message can be recorded by the recruiter or
entered into the system in a textual format. The participant can be asked to
login into
the PTN using a social media account and complete a profile. As described
above,
42
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
when a participant logs into the PTN via their social media account, the
system can
automatically populate the participant's profile from the retrieved social
media
account information.
[0186] As described above with respect to Figure 10, a recruiter profile page
can
include a tab 458 called questionnaires. When this tab is selected, the
recruiter can
view questionnaires that have been previously created and templates for
questionnaires. On the questionnaire page, a title, a description and status
of each
questionnaire is shown. If the questionnaire is open for responses, the status
can be
indicated as open. If the questionnaire is closed for responses, the status
can be
indicated as closed. If a questionnaire is in the process of being created but
has not yet
been opened it can be marked as pending. As recipients respond to each
questionnaire
the total number of responses can be displayed next to the description of each
questionnaire.
[0187] The people in charge of analyzing the responses are called reviewers.
These
reviewers can be any person selected by the recruiting team and include any
personnel
the team deems appropriate to perform these reviews. In 720, via the
questionnaire
interface, a user can select reviewers to review certain responses and send a
message
to the reviewers. In addition, the interface includes a separate text box for
sending a
message to all of the reviewers for a particular questionnaire, such as time
limit in
which to perform the reviews.
[0188] In 722, the reviewers can generate feedback information about the
question
answers that are reviewed. The feedback information can be related to the
content of
answer of the question as well as to intangibles, such as how the person
presents
themselves while answering the question. The feedback information can be
stored in
the system. Subsequently, the feedback can be viewed by other staff members
but not
the candidates.
[0189] In 724, the system can generate reports. Some examples of report
information
that can be generated include but are not limited to 1) total scores for each
participant
where the candidates can be sorted according to score and 2) question stats,
such as
high, low and average scores for each question and a number of answer
submitted.
Further reports on reviewer activity can be generated. For example, the system
allows
a team manager to view a status team member's reviews, such as a total number
of
43
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
reviews performed, a breakdown of the total reviews performed according to
team
members and when the team member last reviewed a question. The report data can
be
exported from the system, such as in a comma separated format for viewing in a
spread sheet.
[0190] Next with respect to Figures 16, 17, 18A and 18B, some example
questionnaire interface pages are described. Figure 16 is a screen shot 750 of
a
questionnaire configuration page in a PTN. A selection of the "my
questionnaires"
button 754 allows a staff member, such as a recruiter, to view the
questionnaires to
which they have access, such as the questionnaires they have created. Details
of one
[0192] The name 772 of the questionnaire is "Tell us about you." The link 774
at
can select the video message for playback if desired. The closing message 782
has
44
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
been specified in a textual format. A response status box 784 provides some
information about the responses, such as a number of people that have
responded. A
selection of the share this questionnaire button 786 can cause an interface
page to be
generated that allows the recruiter to post the questionnaire to a social
media site. A
selection of the post to my circles button 788 causes an interface to be
generated that
allows the recruiter to post the questionnaire to their circles, such as
circles on which
they have administrative privileges. A list questions 790 associated with the
questionnaire is posted at the end. The type of question (e.g., video or
text), a
description of the question and points are listed for each question. A
recruiter can
select a question to modify it.
[0194] A selection of the responses tab can provide details about the
responses, such
as names of the individuals that have responded. A selection of the
individuals that
are listed can cause the system to display their responses to the
questionnaire. A
selection of the reports tab 762 can cause an interface to be generated that
allows a
recruiter to review reports on the questionnaire as described above with
respect to
Figure 15. A selection of the reviewers tab 764 can cause the system to
display a page
that allows a recruiter to assign reviewers to responses and view whether a
review has
performed or not.
[0195] Figure 17 is a screen shot 800 of a welcome page for a video interview
including a questionnaire in a PTN. A bar at the top indicates a status of the
questionnaire. The questionnaire is divided into five phases: 1) an
introduction 802, 2)
check webcam, 3) practice question, 4) take questionnaire and 5) done. In
Figure 17,
the questionnaire is in the introduction state. The welcome page includes a
name of
the recipient 812, a welcome video 814 which can be viewed by the participant,
a
name 816 of the PTN staff member that created the questionnaire, a description
and
rules 818 of the questionnaire and an indication 820 that the questionnaire is
to be
recorded. A selection of the check webcam button 822 can cause the
questionnaire to
advance to the next step which is a check of the remote interface.
[0196] Figures 18A is a screen shot 830 of questionnaire page in a state for
checking
a participant's interface. The status of the page indicates it is in the check
webcam
state 804. The check webcam section 832 shows a current video image of the
participant. In 836, the participant is given an option to select the webcam
hardware
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
or not to show the video. The check microphone section 834 shows a sound level
being recorded by the system. In 834, the user is given the option of
selecting their
microphone hardware or not using a microphone. A selection of the practice
question
button 840 causes the system to advance to the next state where a user can
take a
practice question as described as follows.
[0197] Figures 18B is a screen shot 850 of questionnaire page in a state for
taking a
practice question. The status of the page indicates it is in the practice
question state.
In section 852, a practice question is "what do you do in your free time." The
interface indicates the type of question 854. In this example, the question is
a video
answer that is to be recorded. The system can generate a countdown at which
point
the system will start recording the video answer. A time remaining 856 to
answer the
question can be displayed. In this example, a portion of a circle is shown to
indicate
the time remaining. The total amount of time for the question is one minute.
[0198] When the participant is ready, the participant can select the start
questionnaire
button 858. After the selection, the questionnaire can display each question
to a page
in a format similar to the practice question page. After each of the questions
is
displayed, the system can display a "done" page with a closing message. As
described
above, the participant can be invited to log into the PTN with a social media
account.
After completion, the response results can be made available on the pages of
individual that created the questionnaire and individuals that have access to
the
questionnaire. Overall stats associated with the questionnaire can be updated.
In
addition, reviewers for the response can be assigned.
[0199] Next, a method of video interviewing in a PTN is described. With Live
screening/interviewing, a recruiter or other staff member within the PTN can
interact
live with individuals as well as a small group of people. Candidates who
already
belong to your network or new candidates can be invited. During the interview,
recruiters can further their knowledge of candidates as well as possibly
evaluate their
actual leadership qualities (if the candidates are invited to participate in
group
meeting). The video interviewing environment is configured to allow checks of
the
candidates profiles in real time and share relevant supporting documents or a
job
description. For larger groups, webinars are also available. In a webinar, the
participants video capabilities may be limited.
46
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0200] Figure 19 is a flow chart of a method 900 of generating interviews in a
PTN.
In 902, a meeting schedule interface can be generated. The meeting schedule
interface
allows a video meeting to be scheduled. Details of the meeting configuration
interface
are described above with respect to Figure 6 and step 316. As described above,
members and non-members of the PTN can be invited to a meeting.
[0201] In 904, after a meeting is scheduled various calendars within the PTN
can be
updated. Meetings which are scheduled by a staff member and public meetings
scheduled by others on a team can be maintained in the PTN calendar. Color
codes
can be used to indicate the type of the meeting, such as open to RSVP's,
invite only
and one on one. In 906, the PTN calendar can be synched with a staff member's
desktop calendar to allow the meeting to appear on the staff member's
dashboard. In
addition, in 906, when a candidate is invited, the meeting can also be visible
on the
candidate's personal dashboard in the PTN.
[0202] In 908, a video meeting can be initiated. To start a meeting, a user
with the
appropriate privileges can click on the link of the meeting or the item in the
calendar.
Prior to beginning the meeting, the system can request whether the organizer
wants to
record the meeting. During the meeting, the recording can be paused. Further,
if the
organizer initially elects to not record the meeting, the organizer can
initiate recording
during a video session. Then, like the questionnaire described above, via the
interface,
the organizer can check whether their webcam and microphone are working
properly.
Other meeting participants are also provided this option. The user and the
candidate
have the option of disabling their video feed during the video meeting. Thus,
only
voice communications will be recorded when an individual selects this option.
[0203] In 910, a video interface is generated for the meeting participants. A
recruiter's interface can be different than a candidates interface. Via the
recruiter's
interface, the recruiter can see a candidate's profile that is participating
by selecting
the candidate's name. In addition, the recruiter can search for other
candidate's
profiles, such as for the profile of a candidate that is not participating for
comparison
purposes. Via interface, a recruiter can upload a document that is displayed
during the
meeting. The recruiter can control a portion of the document that is displayed
by
browsing through the document. In one embodiment, only the recruiter has this
control.
47
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0204] The interface can include an area where the recruiter (organizer) can
take
notes. The notes are not visible to other participants, such as candidates
seeking a job.
The notes can be saved with a recording of the meeting and later viewed by the
recruiter, team members with sufficient privileges or hiring managers. A
recruiter can
post a job description that is visible to the participants. When the candidate
has their
video on, the recruiter can gage their reaction to the job description, such
as to assess
their interest in the job.
[0205] Another feature of the video interface is a text-chat function. Yet
another
feature is an ability to send files for download. For example, the candidate
can receive
the document and then download it to their computer. Again, only the recruiter
may
be allowed this privilege.
[0206] In 912, the video and text chat portions of the meeting can be saved.
In 914,
the meeting can be shared with others, such as hiring managers, and the
meeting can
be replayed. The PTN provides a search feature where a recruiter can search on
such
factors as meeting participants, job discussed, locations and tags added to
the meeting.
[0207] Once a recorded meeting is selected, the recruiter can replay the
meeting and
view the chat transcript. Further, the interface provides a mechanism for
allowing a
recruiter to add additional remarks that can be saved and viewed by others.
Then, via
the interface, the recruiter can select one or more PTN members to view the
recording
and invite them to add additional comments. The interface can include a
message
component that allows the recruiter to add a message when the recording is
shared
with other users.
[0208] Next, two examples of a video interface are described with respect to
Figures
20 and 21. Figure 20 is a screen shot of a video interface during an interview
between
a recruiter and a single candidate (meeting participant). The title 938 of the
meeting is
human-computer interaction discussion. A selection of the video chat tab 932
can
bring the video feeds of the meeting participants forward. A selection of the
document
tab 934 can cause a box 940 including the document forward. A selection of the
change document button 942 can cause an interface state to be generated where
the
recruiter to change the document that is displayed. Again, only a meeting
organizer
(recruiter) may be able to access these features.
48
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0209] A selection of the pause button 944 by the recruiter can cause the
recording of
the meeting components to be stopped. A selection of the organizer menu button
946
causes the interface to display additional organizer features. In the chat
section 948,
the recruiter can text chat with the candidate. The text chats that occur can
be
recorded and shown back in order during replay.
[0210] A selection of the attach doc button 945 can allow the recruiter to
attach a
document. When the send is selected, the document can be sent to the
candidate. The
members section 954 includes the meeting participants. The candidate is Yuriy
and
the recruiter organizing the meeting is Karen. A selection on Yuriy name can
cause
the interface to generate a pop up box with Yuri's profile 950. As described
above,
the recruiter can add comments during the meeting that are saved with the
recording
of the meeting. The comments can be entered in the comments section.
[0211] Figure 21 is a screen shot 960 of a video interface during an interview
between
a recruiter and multiple candidates 962. The video interface can be generated
for a
meeting organizer. A candidate interface would not include features, such as
the
ability to close, pause or take notes in the video meeting.
[0212] The PTN allows recruiters to schedule interactive group discussions
involving
members who either already belong to a circle or are still outside of the PTN.
Candidates (up to some maximum, such as 10) can interact via video and also
send
text remarks. During the group meeting, the recruiter can take private notes
on what
he/she sees. As the conversation unfolds, the recruiter can check each
candidate's
professional profile, seeing the candidate's work history, education, skills,
and other
professional information. Via the interface, during the conversation,
participants can
view and discuss documents together. As previously described, the entire
conversation can be recorded and sent to a hiring manager for feedback.
[0213] For larger groups, a webinar can be used. The video images of the
speakers
can be presented and documents can be viewed under control of the speaker.
However, the audience may only be allowed to participate via text chats. In
one
embodiment, the audience members may be allowed to attach documents that can
be
viewed during the meetings. In other embodiments, only the speaker may have
access
to this feature.
49
CA 02863670 2014-07-31
WO 2013/119839
PCT/US2013/025183
[0214] Embodiments of the present invention further relate to computer
readable
media that include executable program instructions for performing recruiting
techniques described herein. The media and program instructions may be those
specially designed and constructed for the purposes of the present invention,
or any
kind well known and available to those having skill in the computer software
arts.
When executed by a processor, these program instructions are suitable to
implement
any of the methods and techniques, and components thereof, described above.
Examples of computer-readable media include, but are not limited to, magnetic
media
such as hard disks, semiconductor memory, optical media such as CD-ROM disks;
magneto-optical media such as optical disks; and hardware devices that are
specially
configured to store program instructions, such as read-only memory devices
(ROM),
flash memory devices, EEPROMs, EPROMs, etc. and random access memory
(RAM). Examples of program instructions include both machine code, such as
produced by a compiler, and files containing higher-level code that may be
executed
by the computer using an interpreter.
[0215] The foregoing description, for purposes of explanation, used specific
nomenclature to provide a thorough understanding of the invention. However, it
will
be apparent to one skilled in the art that the specific details are not
required in order to
practice the invention. Thus, the foregoing descriptions of specific
embodiments of
the present invention are presented for purposes of illustration and
description. They
are not intended to be exhaustive or to limit the invention to the precise
forms
disclosed. It will be apparent to one of ordinary skill in the art that many
modifications and variations are possible in view of the above teachings.
[0216] While the embodiments have been described in terms of several
particular
embodiments, there are alterations, permutations, and equivalents, which fall
within
the scope of these general concepts. It should also be noted that there are
many
alternative ways of implementing the methods and apparatuses of the present
embodiments. It is therefore intended that the following appended claims be
interpreted as including all such alterations, permutations, and equivalents
as fall
within the true spirit and scope of the described embodiments.
