Note: Descriptions are shown in the official language in which they were submitted.
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ATTRIBUTE MATCHING
Claim of Priority
[001] This application claims priority to U.S. Patent Applications Serial Nos.
62/324,839; 62/324,836; 62/324,833; and 62/324,822, all filed on April 19,
2016, the
entire contents of all of which are incorporated here by reference.
Background
[002] A user of a computing device can request a network resource to obtain
information about an opportunity, such as an employment opportunity, for which
he or
she believes they are qualified. The network resource can be served to the
computing
device to provide the user with information and to enable to user to take
actions to pursue
the opportunity.
Summary
[003] In a general aspect, a method includes receiving a request associated
with a first
attribute, the request representative of an opportunity for employment, the
attribute
representative of a qualification associated with the opportunity for
employment;
querying a database to identify a record including a second attribute
satisfying the first
attribute associated with the request, the second attribute included in the
record having
been determined based on other information in the record; and serving, to a
computing
device operated by a user associated with the identified record, a network
resource
providing the user with access to information about the request.
[004] Embodiments can include one or more of the following features.
[005] The method includes updating a table to include a representation of the
identified
record. The method includes updating a data storage to include an identifier
of the
identified record. The method includes updating a data storage to include a
reference to
the identified record. The second attribute is the same as the first
attribute. The second
attribute is different from the first attribute, and in which identifying the
record includes
querying an attribute database to determine that the second attribute is
related to the first
attribute. The request is associated with an opportunity record, in which the
first attribute
associated with the request is included in the opportunity record.
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[006] The first attribute is associated with a first level, and in which
querying the
database includes querying the database to identify a record in which a second
level
associated with the second attribute matches the first level associated with
the first
attribute. The request is associated with multiple first attributes, each
first attribute having
a respective weighting factor. Querying the database to identify a record
includes
identifying a record having second attributes satisfying the first attributes
subject to the
respective weighting factors of the first attributes. The method includes
determining a
score for the record based on the second attributes and respective weighting
factors, and
in which identifying the record comprising determining that the record has a
score higher
than a threshold score. The method includes determining a score for each of
multiple
records based on the second attributes and respective weighting factors of
each of the
multiple records, and in which identifying a record comprising identifying the
record
having the highest score.
[007] The method includes querying the database to identify a second record,
the
second record not having a second attribute that satisfies the first
attribute; and serving, to
a computing device operated by a user associated with the identified record, a
network
resource providing the user with access to information to obtain the second
attribute that
satisfies the first attribute.
[008] First attribute comprises one or more of a skill attribute, a
certification attribute,
and a tool attribute. The second attribute included in the record having been
determined
based on a job title included in the record.
[009] In a general aspect, a non-transitory computer readable medium stores
instructions for causing a computing system to receive a request associated
with one or
more attributes, the request representative of an opportunity for employment,
each
attribute representative of a qualification associated with the opportunity
for employment;
query a database to identify a record including the one or more attributes
associated with
the request, the one or more attributes included in the record having been
determined
based on other information in the record; and serve, to a computing device
operated by a
user associated with the identified record, a network resource providing the
user with
access to information about the request.
[010] Embodiments can include one or more of the following features.
[011] The instructions cause the computing system to update a table to include
a
representation of the identified record. The instructions cause the computing
system to
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update a data storage to include an identifier of the identified record. The
instructions
cause the computing system to update a data storage to include a reference to
the
identified record. The second attribute is the same as the first attribute.
The second
attribute is different from the first attribute, and in which identifying the
record includes
querying an attribute database to determine that the second attribute is
related to the first
attribute. The request is associated with an opportunity record, in which the
first attribute
associated with the request is included in the opportunity record.
[012] The first attribute is associated with a first level, and in which
querying the
database includes querying the database to identify a record in which a second
level
associated with the second attribute matches the first level associated with
the first
attribute. The request is associated with multiple first attributes, each
first attribute having
a respective weighting factor. Querying the database to identify a record
includes
identifying a record having second attributes satisfying the first attributes
subject to the
respective weighting factors of the first attributes. The instructions cause
the computing
system to determine a score for the record based on the second attributes and
respective
weighting factors, and in which identifying the record comprising determining
that the
record has a score higher than a threshold score. The instructions cause the
computing
system to determine a score for each of multiple records based on the second
attributes
and respective weighting factors of each of the multiple records, and in which
identifying
a record comprising identifying the record having the highest score.
[013] The instructions cause the computing system to query the database to
identify a
second record, the second record not having a second attribute that satisfies
the first
attribute; and serve, to a computing device operated by a user associated with
the
identified record, a network resource providing the user with access to
information to
obtain the second attribute that satisfies the first attribute.
[014] The first attribute comprises one or more of a skill attribute, a
certification
attribute, and a tool attribute. The second attribute included in the record
having been
determined based on a job title included in the record.
[015] In an aspect, a method includes receiving a request associated with a
first
attribute, the request representative of an opportunity for employment;
querying a
database to identify a record including a second attribute satisfying the
first attribute
associated with the request; serving, to a computing device operated by a user
associated
with the identified record, a network resource providing the user with access
to
information about the request; and responsive to user interaction with the
network
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resource, updating the identified record to indicate a relationship between
the identified
record and a record associated with the received request representative of the
opportunity
for employment.
[016] Embodiments can include one or more of the following features.
[017] The method includes updating the record associated with the received
request to
indicate the relationship between the identified record and the record
associated with the
received request. The method includes querying the database to identify
multiple records
each including a second attribute satisfying the first attribute; and serving,
to multiple
computing devices each operated by a user associated with one of the
identified multiple
records, the network resource.
[018] The method includes serving the network resource to the multiple
computing
devices concurrently. Updating the identified record comprises updating the
record
associated with a first user to interact with the network resource. The method
includes
serving the network resource to multiple computing devices sequentially. The
method
includes serving the network resource to the multiple computing devices in an
order
based on a ranking of user records for the users operating the multiple
computing
devices. The ranking of the user records is based on a score indicative of the
second
attribute of each record satisfying the first attribute. Serving the network
resource
comprises serving the network resource to a first computing device; and after
a
predefined amount of time, serving the network resource to a second computing
device.
Updating the identified record comprises updating the record associated with a
user
operating the second computing device. Serving the network resource comprises
serving
the network resource to a first computing device; and responsive to user
interaction with
the network resource, serving the network resource to a second computing
device.
Updating the identified record comprises updating the record associated with a
user
operating the second computing device.
[019] The record associated with the received request includes multiple
portion
attributes, and in which the user interaction with the network resource
includes a
selection of one or more of the multiple portion attributes. The method
includes updating
the record associated with the received request to indicate a relationship
between the
identified record and the selected one or more portions attributes. The method
includes
updating the record associated with the received request to indicate a
relationship
between a second identified record and one or more other portion attributes.
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[020] The method includes updating a table to include a representation of the
identified
record. The method includes updating a data storage to include one or more of
an
identifier of the identified record and a reference to the identified record.
The second
attribute is the same as the first attribute. The second attribute is
different from the first
attribute, and in which identifying the record includes querying an attributes
database to
determine that the second attribute is related to the first attribute.
[021] In an aspect, a non-transitory computer readable medium stores
instructions for
causing a computing system to receive a request associated with a first
attribute, the
request representative of an opportunity for employment; query a database to
identify a
record including a second attribute satisfying the first attribute associated
with the
request; serve, to a computing device operated by a user associated with the
identified
record, a network resource providing the user with access to information about
the
request; and responsive to user interaction with the network resource, update
the
identified record to indicate a relationship between the identified record and
a record
associated with the received request representative of the opportunity for
employment.
[022] Embodiments can include one or more of the following features.
[023] The instructions cause the computing system to update the record
associated with
the received request to indicate the relationship between the identified
record and the
record associated with the received request. The instructions cause the
computing system
to query the database to identify multiple records each including a second
attribute
satisfying the first attribute; and serve, to multiple computing devices each
operated by a
user associated with one of the identified multiple records, the network
resource. The
instructions cause the computing system to serve the network resource to the
multiple
computing devices concurrently. Updating the identified record comprises
updating the
record associated with a first user to interact with the network resource. The
instructions
cause the computing system to serve the network resource to multiple computing
devices
sequentially. Serving the network resource comprises serving the network
resource to a
first computing device; and after a predefined amount of time, serving the
network
resource to a second computing device; and in which updating the identified
record
comprises updating the record associated with a user operating the second
computing
device. Serving the network resource comprises serving the network resource to
a first
computing device; responsive to user interaction with the network resource,
serving the
network resource to a second computing device; and in which updating the
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record comprises updating the record associated with a user operating the
second
computing device.
[024] The record associated with the received request includes multiple
portion
attributes, and in which the user interaction with the network resource
includes a
selection of one or more of the multiple portion attributes. The instructions
cause the
computing system to update the record associated with the received request to
indicate a
relationship between the identified record and the selected one or more
portions
attributes. The instructions cause the computing system to update the record
associated
with the received request to indicate a relationship between a second
identified record
and one or more other portion attributes.
[025] In an aspect, a method includes receiving a request associated with a
first attribute
and a criterion, the request representative of an opportunity for employment,
each first
attribute representative of a qualification associated with the opportunity
for employment,
the criterion representative of a target affiliation; querying a database to
identify a record
including a second attribute satisfying the first attribute associated with
the request and
including a third attribute satisfying the criterion associated with the
request, the first
attribute included in the record having been determined based on other
information in the
record; and serving, to a computing device operated by a user associated with
the
identified record, a network resource providing the user with access to
information about
the request.
[026] Embodiments can include one or more of the following features.
[027] The method includes updating a table to include a representation of the
identified
record. The method includes updating a data storage to include an identifier
of the
identified record. The method includes updating a data storage to include a
reference to
the identified record. The criterion is representative of an employer. The
criterion is
representative of a coalition of employers. The criterion is representative of
a first target
affiliation and a second target affiliation, and in which querying the
database includes
querying the database to identify a record for which the third attribute
matching the first
target affiliation; and if no record including a third attribute matching the
first target
affiliation is identified, querying the database to identify a record for
which the third
attribute matches the second target affiliation.
[028] The method includes querying the database to identify a second record
associated
with a second request representative of a second opportunity for employment,
the second
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record including a third attribute satisfying the criterion, the second record
not including
an attribute satisfying the first attribute; and serving, to the computing
device, a network
resource providing the user with access to information about the second
request. The
method includes identifying a training opportunity associated with an
attribute satisfying
the first attribute; and serving, to the computing device, a network resource
providing the
user with access to information about the training opportunity.
[029] In an aspect, a non-transitory computer readable medium stores
instructions for
causing a computing system to receive a request associated with a first
attribute and a
criterion, the request representative of an opportunity for employment, each
first attribute
representative of a qualification associated with the opportunity for
employment, the
criterion representative of a target affiliation; query a database to identify
a record
including a second attribute satisfying the first attribute associated with
the request and
including a third attribute satisfying the criterion associated with the
request, the first
attribute included in the record having been determined based on other
information in the
record; and serve, to a computing device operated by a user associated with
the identified
record, a network resource providing the user with access to information about
the
request.
[030] Embodiments can include one or more of the following features.
[031] The instructions cause the computing system to update a table to include
a
representation of the identified record. The instructions cause the computing
system to
update a data storage to include an identifier of the identified record. The
instructions
cause the computing system to update a data storage to include a reference to
the
identified record. The criterion is representative of a first target
affiliation and a second
target affiliation, and in which querying the database includes querying the
database to
identify a record for which the third attribute matching the first target
affiliation; and if
no record including a third attribute matching the first target affiliation is
identified,
querying the database to identify a record for which the third attribute
matches the second
target affiliation.
[032] The instructions cause the computing system to query the database to
identify a
second record associated with a second request representative of a second
opportunity for
employment, the second record including a third attribute satisfying the
criterion, the
second record not including an attribute satisfying the first attribute; and
serve, to the
computing device, a network resource providing the user with access to
information
about the second request. The instructions cause the computing system to
identify a
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training opportunity associated with an attribute satisfying the first
attribute; and serve, to
the computing device, a network resource providing the user with access to
information
about the training opportunity.
[033] In an aspect, a method includes receiving, from a computing device
associated
with a first user, a request to access a second user record of a second user,
the second user
record including a group attribute and a qualification attribute; determining
that a first
user record of the first user includes a role attribute sufficient to permit
access to the
second user record, and determining that the group attribute of the first user
record
satisfies a group attribute of the second user record; based on the
determining, serving, to
the computing device associated with the first user, a network resource
providing the first
user with access to the second user record; querying a database to identify an
opportunity
record including a qualification attribute, the qualification attribute of the
second user
record satisfying the qualification attribute of the opportunity record; and
serving, to the
computing device associated with the first user, a network resource providing
the first
user with access to the opportunity record.
[034] Embodiments can include one or more of the following features.
[035] The method includes querying the database to identify a second
opportunity
record including a qualification attribute, the qualification attribute of the
second user
record not satisfying the qualification attribute of the opportunity record.
The method
includes serving, to the computing device associated with the first user, a
network
resource providing the first user with access to the second opportunity
record. The
method includes serving, to the computing device associated with the first
user, a
network resource providing the first user with access to information about a
training
opportunity associated with an attribute satisfying the qualification
attribute of the second
opportunity record.
[036] In an aspect, a method includes receiving a request for transfer of
information
associated with a user from a first computing system to a second computing
system;
retrieving information stored in an existing user record for the user in the
first computing
system; retrieving information indicative of a record format of user records
in the second
computing system; formatting the retrieved information according to the record
format of
the user records in the second computing system; and providing the formatted
information to the second computing system, the formatted information for
storage in a
second user record for the user in the second computing system.
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[037] Embodiments can include one or more of the following features.
[038] Retrieving the information stored in the existing user record comprises
storing the
retrieved information in a table. Formatting the retrieved information
comprises
formatting the information stored in the table. Formatting the retrieved
information
comprises identifying a field indicated by the record format that is not
present in the
existing user record. The method includes prompting the user for data for the
identified
field. Formatting the retrieved information comprises identifying a second
attribute of the
record format that corresponds to a first attribute of the existing user
record. Identifying
the second attribute comprises accessing a table storing information
indicative of
correspondences between first attributes and second attributes.
[039] The second computing system is operated by or on behalf of an employer.
The
information stored in the existing user record comprises a qualification
attribute. The
information stored in the existing user record comprises information
indicative of past
employment of the user.
[040] In an aspect, a non-transitory computer readable medium storing
instructions for
causing a computing system to receive a request for transfer of information
associated
with a user from a first computing system to a second computing system;
retrieve
information stored in an existing user record for the user in the first
computing system;
retrieve information indicative of a record format of user records in the
second computing
system; format the retrieved information according to the record format of the
user
records in the second computing system; and provide the formatted information
to the
second computing system, the formatted information for storage in a second
user record
for the user in the second computing system.
[041] Embodiments can include one or more of the following features.
[042] Retrieving the information stored in the existing user record comprises
storing the
retrieved information in a table. Formatting the retrieved information
comprises
formatting the information stored in the table. Formatting the retrieved
information
comprises identifying a field indicated by the record format that is not
present in the
existing user record. The instructions cause the computing system to the user
for data for
the identified field. Formatting the retrieved information comprises
identifying a second
attribute of the record format that corresponds to a first attribute of the
existing user
record. Identifying the second attribute comprises accessing a table storing
information
indicative of correspondences between first attributes and second attributes.
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[043] In an aspect, a computing system includes a processor and a memory, the
processor and memory configured to receive a request for transfer of
information
associated with a user from a first computing system to a second computing
system;
retrieve information stored in an existing user record for the user in the
first computing
system; retrieve information indicative of a record format of user records in
the second
computing system; format the retrieved information according to the record
format of the
user records in the second computing system; and provide the formatted
information to
the second computing system, the formatted information for storage in a second
user
record for the user in the second computing system.
Brief Description of Drawings
[044] Fig. 1 is a system diagram.
[045] Fig. 2 is a diagram of a database.
[046] Figs. 3-5 are flow charts.
[047] Figs. 6-30B are screenshots of a user interface.
[048] Fig. 31 is a system diagram.
[049] Fig. 32 is a flow chart.
[050] Figs. 33A-39 are screenshots of a user interface.
Detailed Description
[051] We describe here an approach to providing network resources, e.g., web
pages,
pages of a mobile application, etc., to a user based on attributes associated
with the user.
A system receives a request associated with one or more attributes. Responsive
to the
request, the system queries a database storing user records, each user record
associated
with a corresponding user, to identify a user record having attributes that
match the
attributes associated with the received request. The system provides network
resources to
a user associated with the identified user record, the network resources
providing the user
with access to information about the request. For example, the network
resources
provided to the user can provide the user with access to information about the
request.
[052] In some examples, the request can be a request for a user possessing one
or more
qualification attributes associated with an available opportunity for
employment, such as
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skill, tool, or certification attributes associated with the opportunity. The
database storing
user records can be queried to identify a user record associated with a user
possessing the
one or more qualification attributes indicated by the request. Network
resources provided
to the user associated with the identified user record can provide the user
with access to
information about the opportunity.
[053] We describe here an approach to providing network resources, e.g., web
pages,
pages of a mobile application, etc. to a user based on attributes associated
with the user.
A system receives a request associated with one or more attributes. Responsive
to the
request, the system queries a database storing user records, each user record
associated
with a corresponding user, to identify a user record having attributes that
match the
attributes associated with the received request. The system provides network
resources to
a user associated with the identified user record, the network resources
providing the user
with access to information about the request. For example, the network
resources
provided to the user can provide the user with access to information about the
request.
Based on user interaction with the network resources, the request can be
associated with
the user record associated with the user. For instance, the user record can be
updated to
reference a record associated with the request, such as to include a pointer
to the record
associated with the request.
[054] In some examples, the request can be a request for a user possessing one
or more
qualification attributes associated with an available opportunity for
employment, such as
skill, tool, or certification attributes associated with the opportunity. The
database storing
user records can be queried to identify a user record associated with a user
possessing the
one or more qualification attributes indicated by the request. Network
resources provided
to the user associated with the identified user record can provide the user
with access to
information about the opportunity. The user record associated with the user
can be
updated based on user interaction with the network resources. For instance,
the user
record can be updated to indicate that the user provided an input accepting
the
opportunity.
[055] Referring to Fig. 1, a system 100 implemented by a server 101 enables a
user 102
of the system 100 to be provided with network resources 105 associated with an
opportunity 104 offered by an employer 106. An opportunity 104, for example,
is an
opportunity for employment with the employer 106. Each opportunity 104
represents an
employment position (e.g., Barista, Administrative Assistant, Warehouse Clerk,
or
another position) having a specified schedule. An opportunity 104 can be a one-
time
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occurrence (e.g., a Mail Clerk for April 12, 2016, from 9 am ¨ 5 pm), a short-
term
recurring position (e.g., a Bartender from 6 pm ¨2 am from April 1, 2016 to
April 8,
2016), a long-term recurring position (e.g., a Lifeguard from 10 am ¨6 pm from
June 1,
2016 to September 1, 2016), or a permanent position (e.g., a Legal Secretary
from 8 am ¨
pm, Monday through Friday, beginning on May 2, 2016).
[056] Each user 102 of the system 100 possesses a set of qualification
attributes, such as
skill, tool, and/or certification attributes the user has accumulated through
education or
previous or current employment experience. Each opportunity 104 offered
through the
system 100 is associated with a set of qualification attributes, such as
skill, tool, and/or
certification attributes, the employer 106 offering the opportunity expects
that a person
qualified for the opportunity will possess. The system 100 can automatically
identify one
or more users 102 that are qualified for a particular opportunity 104 based on
a match
between the qualification attributes (e.g., skill, certification, and/or tool
attributes)
possessed by each user 102 and the qualification attributes associated with
the particular
opportunity 104. The server 101 can serve network resources 105 associated
with the
particular opportunity 104 to one or more of the users 102 identified as
qualified for the
opportunity.
[057] The server 101 can serve network resources 105 associated with the
particular
opportunity 104 to one or more of the users 102 identified as qualified for
the
opportunity. Through an interaction with the network resources 105, the user
102 can
accept the opportunity 104 and complete pre-employment tasks for the
opportunity, such
as providing information for a background check, providing bank account
routing
information or tax information, or other tasks. The ability to accept the
opportunity and
complete related pre-employment tasks without human intervention, such as
without
intervention by a human resources professional, enables the user to be
efficiently
assigned to the opportunity and frees human resources professionals at the
employer to
focus on other tasks.
[058] The server 101 can access a user database 110 that stores a user record
112 for
each user 102. The user record 112 for a user 102 can be established upon
enrollment of
the user 102 with the system 100. The user record 112 for a particular user
102 can
include biographical information about the user 102 (e.g., the user's name,
address, e-
mail address, phone number, or other biographical information), information
about the
user's work history, information about the user's educational history, skills
possessed by
the user, a level of proficiency for each skill, certifications possessed by
the user, tools at
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which the user is proficient, a level of proficiency for each tool, or other
information.
Information about the user's work history can include titles of jobs
previously or
currently held by the user, names of previous or current employers, or other
information.
Information about the user's educational history can include degrees earned by
the user,
degrees partially completed by the user, coursework completed or in progress,
professional certifications, or other information.
[059] In some examples, the user record 112 for a user 102 can include
attributes
indicative of user preferences, such as location attributes (e.g., indicative
of a
geographical area the user prefers for his opportunities, a geographical area
outside of
which the user will not consider opportunities, or other location
preferences), schedule
attributes (e.g., indicative of preferred days or times for opportunities,
days or times the
user is unavailable for opportunities, or other schedule preferences), or
other attributes. In
some examples, the user record 112 can include information about opportunities
previously completed by the user, such as the user's rating of a previous
opportunity or
an employer's rating of a user following completion of a previous opportunity
(discussed
below).
[060] Some information stored in the user record 112 for a particular user 102
can be
entered by the user. For instance, the user 102 can enter biographical
information, work
history or educational history information, user preferences, or other
information. Some
information stored in the user record 112 can be determined by the system 100,
in
conjunction with input from the user. For instance, an attributes engine 130
can identify
the qualification attributes (e.g., skill, certification, and/or tool
attributes) possessed by
the user and/or a level of proficiency associated with each qualification
attribute (e.g., the
level of proficiency for each skill or tool or the level of a multi-level
certification
achieved by the user) based on information about the user, such as based on
the user's
work history or educational history.
[061] An attributes engine 130 implemented by the server 101 can identify one
or more
qualification attributes that may be possessed by a particular user 102 based
on
information about the user. For instance, a user may provide information about
a previous
job, including the title of the position. An attributes database 132 includes
job title
records 134, each of which includes a job title and an indication of any
related job titles
(e.g., a pointer to a job title record of each related job title). The
attributes engine 130
queries the attributes database 132 to identify one or more job title records
134 that
include job titles that are similar or related to the title entered by the
user. Each job title
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record 134 also includes a list of qualification attributes associated with
the job title or a
reference (e.g., a pointer) to each qualification attribute associated with
the job title. The
attributes engine 130 identifies a list of the qualification attributes
associated with each of
the identified job title records 134. The identified qualification attributes
are presented to
the user via a network resource rendered as a web page (e.g., based on HTML
code), a
page of a mobile application, or another rendering of the network resource.
The user can
interact with the network resource to indicate which of the presented
qualification
attributes (e.g., skills, certifications, or tools) he or she possesses, and
in some cases a
level of proficiency associated with each qualification attribute. Based on
the user
interaction with the network resource, qualification attributes (and, in some
cases, a level
of proficiency associated with each qualification attribute) are stored in the
user record
112. In some examples, the network resources interacted with to navigate to
the presented
qualification attributes can also be stored in the user record 112.
[062] The qualification attributes can be skill attributes indicative of
skills possessed by
the user. Skills are capabilities that the user has acquired through past
employment,
education, and/or other experiences. The qualification attributes can be
certification
attributes indicative of certifications possessed by the user. A certification
is achieved by
a user who completes a defined set of activities to achieve the certification,
such as
classes, trainings, or exams. Certifications can be issued by governmental
bodies, trade or
professional organizations, employers, or other entities. The qualification
attributes can
be tool attributes indicative of tools with which the user is proficient.
Tools can be
physical tools, such as a forklift, an arc welder, or an espresso machine; or
software tools,
such as word processing or billing software or programming languages.
[063] In an example, if a user enters the title "Admin Assistant," the
attributes engine
130 may query the attributes database 132 to identify the following similar or
related job
titles: Administrative Assistant, Executive Assistant, Secretary, Office
Manager. A list of
the qualification attributes associated with one or more of the job titles
Administrative
Assistant, Executive Assistant, Secretary and Office Manager is presented to
the user.
The user can then select the skills and certifications he possesses and the
tools at which
he is proficient from the presented list of qualification attributes, and in
some cases can
indicate his level of proficiency for each selected skill, certification,
and/or tool. The
selected skills, certifications, and/or tools are stored as qualification
attributes in the user
record 112.
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[064] Example skills for the job titles Administrative Assistant, Executive
Assistant,
Secretary, and Office Manager can include Word Processing, Scheduling,
Business
Correspondence, and Editing, among others. Example certifications for these
job titles
can include the Certified Professional Secretary and the Certified
Administrative
Professional certifications, among others. Example tools for these job titles
can include
Microsoft Word, Microsoft Excel, and Quickbooks, among others.
[065] In some examples, two or more skill attributes can be linked in the
attributes
database 132 as substantially equivalent skills, such that if a user selects
one of the linked
skill attributes, the other one or more linked skill attributes are also
automatically selected
for the user. For instance, if the user selects the skill Appointment
Scheduling, the linked
skills Calendar Management and Schedule Management can also be automatically
selected for the user.
[066] In some examples, tool attributes are children of skill attributes, such
that if a user
possesses a tool attribute, the user always also possesses the skill attribute
from which
that tool attribute depends. For instance, if the user possesses the Microsoft
Word tool
attribute, the user will also possess the Word Processing skill attribute.
[067] In some examples, a certification attribute is associated with one or
more skill
attributes and/or one or more tool attributes, such that if a user possesses a
certification
attribute, the user will also possess the associated skill attributes and/or
tool attributes.
For instance, the Certified Administrative Professional certification
attribute can be
associated with the skill attributes Business Writing and Records Management,
among
others.
[068] In some examples, the attributes database 132 can include education
records 136,
each of which includes a type of degree (e.g., associate's degree, bachelor's
degree or
another type of degree) and a field of study (e.g., business, chemistry,
English, or another
field of study). In some examples, the attributes engine 130 can query the
attributes
database 132 to identify one or more education records 136 that are similar or
related to
items in the user's educational history. Each education record 136 also
includes a list of
qualification attributes associated with the type of degree and field of study
or a reference
(e.g., a pointer) to each qualification attribute. The qualification
attributes associated with
each of the identified education records 136 are presented to the user via a
network
resource rendered as a web page, a page of a mobile application, or another
rendering of
the network resource. The user can interact with the network resource to
indicate which
of the presented qualification attributes (e.g., skill, certification, or tool
attributes) he
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possesses, and in some cases a level associated with each qualification
attribute. Based on
the user interaction with the network resource, qualification attributes (and
in some cases,
a level associated with each qualification attribute) are stored in the user
record 112.
[069] In some examples, a user can acquire new qualification attributes
through
activities undertaken through the system 100, such as through completion of
opportunities or education offered through the system 100. The attributes
engine 130 can
automatically update a user's user record 112 to reflect the qualification
attributes
acquired through the system.
[070] The system 100 includes an opportunity database 120 that stores an
opportunity
record 122 for each available opportunity 104 in the system 100. The
opportunity record
122 for a particular opportunity 104 can include the title of the position
represented by
the opportunity, information about the employer 106 offering the opportunity
(e.g., the
name of the employer, contact information for the employer, or other
information),
qualification attributes (e.g., skill, certification, or tool attributes)
associated with the
opportunity, a level of proficiency associated with each qualification
attribute, a location
attribute for the opportunity, a schedule attribute for the opportunity, a
description of the
opportunity (e.g., including text, images, video, or other types of data), or
other
information.
[071] Some information stored in the opportunity record 122 for a particular
opportunity 104 offered by an employer 106 can be entered by or on behalf of
the
employer, such as the title of the position, information about the employer, a
location of
the opportunity, a schedule for the opportunity, a description of the
opportunity, or other
information. Some information stored in the opportunity record 122 can be
determined by
the system 100, in conjunction with input from or on behalf of the employer.
For
instance, the attributes engine 130 can identify qualification attributes to
be associated
with the opportunity 104 and/or a level of proficiency associated with each
qualification
attribute based on information about the opportunity, such as based on the
title of the
position, as described above.
[072] A match engine 140 identifies one or more users 102 as qualified for a
particular
opportunity 104 based on a match between the qualification attributes
possessed by the
users 102 and the qualification attributes associated with the opportunity
104. For
instance, to identify users for a particular opportunity 104, the match engine
140 can
query the user database 110 to identify those user records (e.g., record 112)
having all of
the qualification attributes included in the opportunity record 122 for the
particular
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opportunity 104. In some examples, the opportunity record 122 for the
particular
opportunity includes a level of proficiency associated with one or more of the
qualification attributes, and the match engine 140 can query the user database
110 to
identify those user records (e.g., record 112) having all of the qualification
attributes
included in the opportunity record 122 and having the indicated level for each
of one or
more of the qualification attributes. We sometimes refer to user records
(e.g., record 112)
that have all of the qualification attributes included in the opportunity
record 122 for a
particular opportunity and having the indicated level of proficiency for each
of the one or
more qualification attributes as user records that are matched with the
opportunity record.
[073] In some examples, user records (e.g., record 112) identified as matched
with an
opportunity record are stored in a match table 124 associated with the
opportunity record.
In some examples, user records identified as matched with an opportunity
record can be
tracked in another way, such as through a document storing identifiers of the
user records
or references (e.g., pointers) to the user records.
[074] In some examples, the match engine 140 can identify user records (e.g.,
record
112) that include all of the qualification attributes included in the
opportunity record for a
particular opportunity 104 and at the designated level as matches for the
opportunity. In
addition, the match engine 140 can identify one or more user records as
imperfect
matches for the opportunity. A user record (e.g., record 112) that is an
imperfect match
with an opportunity is a user record does not include all of the qualification
attributes
included in the opportunity record for the opportunity 104, or not at the
designated level
of proficiency, but is otherwise substantially similar. In an example, a user
record that is
an imperfect match with an opportunity may include all but one of the
qualification
attributes included in the opportunity record for the opportunity. In an
example, a user
record that is an imperfect match with an opportunity may include all of the
qualification
attributes included in the opportunity record for the opportunity, but may
have at least
one qualification attribute at a level of proficiency different from that
designated in the
opportunity record. User records that are imperfect matches for an opportunity
can be
flagged for review by an operator, such as a human resources professional, who
can
determine whether the user record may anyway be regarded as a match for the
opportunity.
[075] In some examples, the opportunity record 122 can include one or more
rules that
can be implemented to govern how a user record 112 is identified as a match
for the
opportunity 112 represented by the opportunity record 122. For instance, each
of one or
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more qualification attributes associated with an opportunity is assigned a
weighting factor
to indicate its relative importance as compared with other qualification
attributes
associated with the opportunity. A user record (e.g., record 112) can be
identified as a
match for an opportunity 104 subject to the qualification attributes and
associated
weighting factors for the opportunity. In an example of a rule, if a user
record is missing
a highly weighted qualification attribute associated with an opportunity, the
user record
may not be identified as a match, but a user record missing a lower weighted
qualification
attribute may still be identified as a match. In an example of a rule, a score
can be
determined for a record based on the qualification attributes and associated
weighting
factors, and the record can be identified as a match if the score exceeds a
threshold score.
In an example of a rule, a score can be determined for each of multiple
records based on
the qualification attributes and associated weighting factors, and the record
having the
highest score can be identified as a match.
[076] In some examples, the match engine 140 can identify one or more users
for a
particular opportunity 104 based on attributes other than qualification
attributes (e.g.,
skill, tool, and/or certification attributes). For instance, the match engine
140 can query
the user database 110 to identify those user records (e.g., record 112) having
location or
schedule attributes that are consistent with location or schedule attributes
for the
opportunity. In some examples, to identify users for a particular opportunity
104, the
match engine 140 first queries the user database 110 to identify one or more
user records
based on location and/or schedule attributes, and then identifies a subset of
those user
records having qualification attributes that are matched with the opportunity
record 122
for the opportunity 104. In some examples, the match engine 140 first queries
the user
database 110 to identify one or more user records (e.g., record 112) having
qualification
attributes that are matched with the opportunity record 122 for a particular
opportunity,
and then identifies a subset of those user records based on location and/or
schedule
attributes.
[077] In some examples, the match engine 140 can rank the user record (e.g.,
record
112) based on the quality of the match with the opportunity record 122 for a
particular
opportunity. In some examples, the match engine 140 can rank the user records
based on
information stored in the user records indicative of previously completed
opportunities.
For instance, if the user record 112 for a particular user 102 includes a high
rating from a
particular employer or for a particular opportunity, the match engine 140 may
rank that
user record 112 highly for another opportunity from the same employer or for
an
otherwise similar opportunity from a different employer. Conversely, if the
user record
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112 for a particular user 102 includes a low rating from a particular employer
or for a
particular opportunity, the match engine 130 may assign a low ranking to that
user record
112 for another opportunity from the same employer or for a similar
opportunity from an
otherwise similar different employer. In some examples, a positive rating from
an
employer to a user can be a highly weighted factor in in determining a match
between the
user record and an opportunity record. If a user who was positively rated by
an employer
also positively rates the opportunity the user completed with the employer,
this can be
used to form a strong connection to potential future matches. In some
examples, a
negative rating submitted by a user to an opportunity offered by an employer
may prevent
the user from being matched with future opportunities offered by that
employer.
Similarly, a negative rating from an employer to a user may prevent the user
from being
matched with future opportunities offered by that employer. A neutral rating
between an
employer and a user or a user and an employer may increase the likelihood that
the user
may be matched with future opportunities offered by that employer to a degree
less than
that enabled by a positive rating but greater than that enabled by no rating.
[078] In some examples, the match engine 140 can rank the user records 112
based on
additional information about the users. For instance, in some cases, a user
may need to
work a minimum number of hours per week (e.g., 25 hours, 30 hours, 35 hours,
40 hours,
or another number) in order to qualify for employer-sponsored health insurance
offered
by an administrator of the system 100. The match engine 140 can rank the user
records in
order to increase the number of users of the system 100 who are likely to work
the
minimum number of hours. For instance, between two equally qualified user
records, the
match engine 140 may assign a higher ranking to the user record belonging to a
user who
has not yet met his minimum hours and assign a lower ranking to the user
record
belonging to a user who has met his minimum hours.
[079] In some examples, user records (e.g., record 112) identified as matched
with an
opportunity record are stored or indicated in a match table 124 associated
with the
opportunity record. The ranking of each user record 112 can be stored or
indicated in the
match table 124. For instance, the user records can be stored in order of
ranking. In some
examples, user records 112 identified as matched with an opportunity record
can be
tracked in another way, such as through a document storing identifiers of the
user records
or references (e.g., pointers) to the user records.
[080] In some examples, the match engine 140 can identify one or more users
for a
particular opportunity 104 based on attributes other than qualification
attributes (e.g.,
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skill, tool, and/or certification attributes). For instance, the match engine
140 can query
the user database 110 to identify those user records (e.g., record 112) having
location or
schedule attributes that are consistent with location or schedule attributes
for the
opportunity. In some examples, to identify users for a particular opportunity
104, the
match engine 140 first queries the user database 110 to identify one or more
user records
112 based on location and/or schedule attributes, and then identifies a subset
of those user
records having qualification attributes that are matched with the opportunity
record 122
for the opportunity 104. In some examples, the match engine 140 first queries
the user
database 110 to identify one or more user records (e.g., record 112) having
qualification
attributes that are matched with the opportunity record 122 for a particular
opportunity,
and then identifies a subset of those user records based on location and/or
schedule
attributes.
[081] A network resource engine 150 renders a network resource, such as a web
page or
a page of a mobile application, for presentation to one or more of the users
102 whose
user record (e.g., record 112) was identified by the match engine 130. The
network
resource can include information about the opportunity 104. Through the
network
resource, the one or more users 102 are prompted to respond to accept or
decline the
opportunity 104. When an acceptance is received from a user 102, the user
record 112 for
the user 102 is updated to reflect that the user 102 is assigned to the
opportunity 104. If a
user declines the opportunity, the opportunity can be presented to another
user.
[082] In some examples, the opportunity 104 can be presented to some or all of
the
users 102 whose user record 112 was identified by the match engine 14. The
first user
102 to accept the opportunity is assigned to the opportunity 104, and the
opportunity is
withdrawn from the other users 102. In some examples, the opportunity 104 can
be
presented to fewer than all of the users 102 whose user record was identified
by the
match engine 140. For instance, the opportunity can be presented to one or
more users
having highly ranked user records 112.
[083] In some examples, the one or more users to whom an opportunity is
presented are
given a time limit within which to respond to the opportunity, e.g., to accept
or decline
the opportunity. If no response is received within the time limit, the
notification engine
150 presents the opportunity to another one or more users. For instance, the
opportunity
can first be presented to the user having the highest ranked user record 112.
If that user
does not respond within the time limit for the opportunity, the opportunity is
presented to
the user having the second highest ranked user record. In some examples, the
opportunity
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is presented concurrently to multiple users on a non-exclusive basis and the
first user to
respond with an acceptance is assigned the opportunity. For instance, if an
employer
urgently needs to fill an opportunity (e.g., because of an absentee employee,
an absentee
user who was supposed to fill the opportunity, a user who cancelled at the
last minute, an
opportunity with a short time horizon between time of posting and time of the
opportunity, or for another reason), the opportunity can be offered to
multiple users, such
as a number (e.g., 5, 10, or another number) of users with the highest ranked
user records.
[084] The approach of the system 100, in which users are identified as
qualified for a
particular opportunity based on matching of qualification attributes between
the user's
user record 112 and the opportunity record 122 for the opportunity, enables
qualified
users to be offered opportunities even if the opportunity differs from
previous jobs the
user has held. For instance, a qualified user may be offered an opportunity
for a Wait
Staff position even if the user has not previously worked as a waiter.
Offering
opportunities to qualified users enables efficient use of the labor pool of
users in the
system and helps to provide employment to users and to fill open positions
with
employers.
[085] In some examples, the match engine 140 can determine that a particular
user
would be able to match with an opportunity if the user possessed one or more
additional
qualification attributes or if the user increased his level of proficiency for
one or more of
his qualification attributes. The system can suggest to the user that he
acquire the missing
qualification attribute(s) or increase the level associated with one or more
of the
qualification attributes he already possesses. For instance, the system can
suggest that the
user acquire certain skill, certification, or tool attributes or increase his
level of
proficiency for one or more of his skill or tool attributes. In some examples,
educational
opportunities can be provided through the system in order to assist users in
acquiring
additional skill, certification, and/or tool attributes, or in increasing
their level of
proficiency in one or more of their skill or tool attributes. This approach
can help users to
become qualified for better opportunities, such as opportunities with higher
pay, more
responsibility, or other features.
[086] In some examples, educational opportunities (e.g., training courses) can
be
provided to users through the system 100 to enable the users to obtain
additional
qualification attributes or to increase their level of proficiency for each of
one or more
qualification attributes. In some examples, the system 100 can host the
educational
opportunities, e.g., by serving network resources including live or previously
recorded
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training courses or interactive training modules. In some examples, the system
100 can
provide links to external network resources with appropriate educational
opportunities.
[087] When a user 102 accepts an opportunity 104, the user record 112 for the
user and
the opportunity record 122 for the opportunity are updated to indicate that
the user is
assigned to that opportunity. If no additional users are needed for the
opportunity, the
opportunity record for the opportunity can be updated to indicate that the
opportunity is
unavailable. If the opportunity is an opportunity for multiple users, the
opportunity record
indicates that the opportunity is available until the designated number of
users have been
assigned to the opportunity. The employer offering the opportunity can be
notified that a
user has been assigned to the opportunity and can be presented with
information about
the user, such as biographical information, information about the user's work
or
educational history, or ratings received by the user for previously completed
opportunities, or other information.
[088] In some examples, the network resources presented to the user can prompt
the
user for information associated with preparation for the opportunity, such as
information
sometimes handled by a human resources professional. For instance, information
can be
collected sufficient to facilitate a background check, information for direct
deposit of pay
with the user's bank, tax information, or other information. The approach of
the system
100, in which the system enables the user 102 to accept the opportunity and
complete
related pre-employment tasks without human intervention, such as without
intervention
by a human resources professional, enables the user to be efficiently assigned
to the
opportunity and frees human resources professionals at the employer to focus
on other
tasks.
[089] Referring to Fig. 2, in a specific example, the attributes database 132
includes job
title records 134 for five job titles: Title A, Title B, Title C, Title D, and
Title E. Each job
title record 134 includes references to the qualification attributes
associated with the job
title of the record. For instance, the job Title A is associated with
qualification attributes
X, Y, and Z. The job Title B is associated with qualification attributes X, Y,
and J. The
job Title C is associated with qualification attributes X, J, and H. In a
specific example,
Titles A, B, and C may be Custodian, Housecleaner, and Gardener, respectively.
The
qualification attribute X may be "Manual labor," the qualification attribute Y
may be
"Cleaning," the qualification attribute Z may be "Facilities management," the
qualification attribute J may be "Managing client expectations," and the
qualification
attribute H may be "Working outdoors."
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[090] In this example, a user 102a has worked in a Title A role (e.g.,
Custodian) and a
Title C role (e.g., Gardener) and has indicated (e.g., during an enrollment
process) that he
has acquired all of the qualification attributes associated with these two
roles. The worker
102a thus possesses qualification attributes X (Manual labor), Y (Cleaning), Z
(Facilities
management), J (Managing client expectations), and H (Working outdoors).
Although the
user has never worked in a Title B role (e.g., Housecleaner), the match engine
140
identifies the user 102a as qualified for an opportunity 104a in a Title B
role because the
user 102a possesses all of the qualification attributes associated with the
Title B role.
[091] In some examples, the matching of skill attributes can be based on
linked skill
attributes. Skill attributes can be linked in the attribute database 132 if
the two skills are
substantially equivalent. If the user 102a does not possess a specific skill
attribute
associated with the opportunity 104a but does possess a different skill
attribute that is
linked to that specific skill attribute, the user 102a may be identified as
qualified for the
opportunity 104a.
[092] In the example of Fig. 2, the user 102a is identified as qualified for
the
opportunity 104a based on a comparison between the qualification attributes
possessed
by the user 102a and the qualification attributes associated with the
opportunity 104a. In
some examples, other criteria can be used in addition to matching of
qualification
attributes to determine whether the user 102a is to be offered the opportunity
104a. For
instance, the user's location or schedule attributes or the user's previous
experiences in
opportunities offered through the system can be taken into account, e.g., as
described
above.
[093] Referring to Fig. 3, in an example process, an opportunity associated
with one or
more qualification attributes is offered for a position with an employer
(300). For
instance, in the example of Fig. 2, the opportunity for a Title B position is
associated with
qualification attributes X, Y, and J. A query is undertaken to identify users
in the system
who possess the qualification attributes associated with the opportunity
(302). For
instance, the user database is queried to identify user records that include
qualification
attributes matching those associated with the opportunity. The user database
can also be
queried on other attributes (304), such as location or schedule attributes, to
identify user
records that are suited for the opportunity. The opportunity is offered to one
or more of
the users whose user record is identified by the query or queries (306).
[094] Referring to Fig. 4, in an example process, an opportunity associated
with one or
more qualification attributes 311 is offered through the system (310). A query
is
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undertaken to identify user records in a user database 313 having
qualification attributes
that match the qualification attributes associated with the opportunity (312),
in some
cases at the designated level of proficiency for each qualification attribute.
[095] A list 315 is generated (314) of any user records that are imperfect
matches for
the opportunity. A user record that is an imperfect match with an opportunity
is a user
record does not include all of the qualification attributes included in the
opportunity
record for the opportunity, or not at the designated level of proficiency, but
is otherwise
substantially similar. User records that are designated as imperfect matches
for an
opportunity can be reviewed by an operator, such as a human resources
professional, who
can determine whether the user record may anyway be regarded as a match for
the
opportunity.
[096] Any user records identified as matching with the opportunity are stored
or
referenced (316) in a table 317. If the table 317 is empty (318), no user
records have been
identified as matching the opportunity, and an alert message is generated
(319). The alert
message can be provided to a system operator, such as a human resources
professional, or
to the employer offering the opportunity, or to another recipient.
[097] If there are user records in the table 317 (318), the opportunity is
presented to one
or more of the users associated with the user records in the table 317. In the
example of
Fig. 4, the opportunity is presented to the user associated with the highest
ranking user
record. In some examples, the opportunity can be presented to multiple users,
such as
multiple high ranking users. The user to whom the opportunity is presented is
prompted
to respond, e.g., to accept or decline the opportunity. The user's response
defines the
status of the opportunity (320). If there are no user records in the table
307, a message is
generated to a system administrator (319).
[098] If the user accepts the opportunity (321), the user is assigned to the
opportunity.
The opportunity record is updated to reflect that the opportunity is
unavailable (322), and
the opportunity record and the user record are both updated to reflect that
the user has
been assigned to the opportunity (324). The employer offering the opportunity
is notified
(326) that the opportunity has been filled. In some examples, the employer is
provided
with information about the user assigned to the opportunity, such as
biographical
information, information about the user's work or educational history,
information about
opportunities previously completed by the user, or other information.
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[099] If the user declines the opportunity (328), that user's user record is
removed (330)
from the table 317 of matched user records. If there are other user records
remaining in
the table 317 (318), the opportunity is presented to one or more users
associated with the
remaining user records in the table 317, such as the next highest ranking
user.
[0100] If no response has been received from the user (322), the opportunity
is still
pending. In some examples, the user is given a time limit within which to
respond to the
opportunity. If the time limit has not been exceeded (324), the system
continues to wait
for the user's response. If the time limit has been exceeded, the user loses
his chance to
accept the opportunity. The user's user record is removed (320) from the table
317 of
matched user records. If there are other user records remaining in the table
317 (318), the
opportunity is presented to one or more users associated with the remaining
user records
in the table 317, such as the next highest ranking user.
[0101] In some examples, the user to whom the opportunity is presented is able
to accept
only a portion of the opportunity. The remaining portion(s) of the opportunity
can be
presented to one or more other users, such that a single opportunity can be
shared among
multiple users. An opportunity that can be shared among multiple users is
referred to as a
sharable opportunity. In an example, for a sharable opportunity that spans a
range of time
(e.g., 9 am to 5 pm or Monday-Friday), a user can accept the opportunity for
less than all
of the time range, and the remainder of the time range can be presented to one
or more
other users. For instance, for a sharable opportunity that spans 9 am to 5 pm
on a single
day, a first user may accept the opportunity for 9 am to 12 pm, and the
remaining time
(12 pm to 5 pm) can be presented to one or more other users. For a sharable
opportunity
that spans Monday through Friday, a first user may accept the opportunity for
Monday,
Thursday, and Friday, and the remaining days (Tuesday and Wednesday) can be
presented to one or more other users.
[0102] The opportunity record for a given opportunity can include a sharing
attribute
indicative of whether, and how, the opportunity can be split among multiple
users. If the
sharing attribute for a given opportunity indicates that the opportunity is a
sharable
opportunity, then the user to whom the opportunity is presented is presented
with the
option to accept the entire opportunity or to accept only a portion of the
opportunity.
[0103] Referring to Fig. 5, in an example process, a sharable opportunity is
offered
through the system. Multiple user records identified as matching with the
opportunity are
stored or referenced in a table (450), e.g., as described above. The
opportunity is
presented to one or more of the users associated with the user records in the
table (452).
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Presentation of the opportunity includes presenting the user with an option to
accept the
entire opportunity and an option to accept only a portion of the opportunity,
according to
the sharing attribute associated with the opportunity. For instance, the
sharing attribute
can indicate how the opportunity can be divided into portions, e.g., by day,
by hour, or in
another way.
[0104] The user's response includes an identification of the portion(s) of the
opportunity
the user has accepted and is used to define the status of the opportunity
(454). The
opportunity record is updated to reflect that the portion(s) of the
opportunity accepted by
the user are unavailable (456), and the opportunity record and the user record
are both
updated to reflect that the user has been assigned to those portions of the
opportunity.
[0105] If one or more portions of the opportunity are still unassigned (458),
those
portions of the opportunity are presented to users associated with one or more
of the other
user records in the table (452). If all of the portions of the opportunity are
assigned (458),
e.g., the user accepted the entire opportunity or multiple users each accepted
one or more
portions of the opportunity, the employer offering the opportunity is notified
that the
opportunity has been filled (460).
[0106] Figs. 6-11 are screenshots of an example user interface through which a
user can
enter information into the system. The information can include biographical
information
about the user, information about the user's work history, information about
the user's
educational history, or other information. Through the user interface, the
user can
indicate the skills, certifications, and tools proficiencies he possesses,
which are stored in
the user's record as qualification attributes. In some cases, the user can
also indicate a
level of proficiency for each skill or tool. In the example of Figs. 6-11, the
user interface
is the interface of a mobile computing device (e.g., a smartphone). In some
examples, the
user interface can be the display screen of another type of computing device,
such as a
desktop or laptop computer.
[0107] Referring to Fig. 6, in a view 400, the user can enter the title of a
job he has held
previously or current holds (e.g., Cashier). Referring to Fig. 7, a list of
job titles that are
similar or related to the title entered by the user are displayed in a view
500. For instance,
the displayed job titles can be job titles that are similar or related to the
entered job title,
as determined by the skills engine. The user can select one or more of the
displayed job
titles to indicate that he has had experience with the selected job titles or
to indicate that
he expects that he possesses skills, certifications, or tool proficiencies
associated with the
selected job titles.
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[0108] Referring to Fig. 8, in some examples, in addition to or instead of
prompting the
user to enter a job title (as in the view 400 of Fig. 6), one or more
suggested job titles can
be displayed to the user through a view 600. The user can select one or more
of the
suggested job titles to indicate that he has had experience with the selected
job titles or to
indicate that he expects that he possesses skills, certifications, or tool
proficiencies
associated with the selected job titles. The suggested job titles presented
through the view
600 can be determined by the system based on an analysis of the user records,
the
opportunity records, or both. For instance, the suggested job titles can be
job titles for
which opportunities are currently available, job titles for which there have
recently been a
large or increasing number of opportunities, job titles associated with
qualification
attributes possessed by few users in the system, or other examples. In the
example of Fig.
8, the suggested job titles are presented sequentially to the user. In some
examples, a list
of multiple suggested job titles can be presented to the user.
[0109] Referring to Fig. 9, in a view 700, the skill attributes associated
with each job title
selected by the user (e.g., through the view 500 or the view 600) are
presented. The user
can select the skills he possesses and his level of proficiency for each
selected skill. In the
example of Fig. 9, five levels of proficiency are available; in some examples,
a different
number of levels can be available. In some examples, the user only selects the
skills he
possesses and does not indicate a level of proficiency. In some examples, the
level of
proficiency for each skill is based on the user's qualitative self-assessment
of his own
abilities or experience. In some examples, the level of proficiency is defined
based on a
quantitative measure of the user's abilities or experience, such as based on a
number of
years of experience practicing a skill. Additional views (not shown) can
prompt the user
to select certifications he possesses and tools with which he is proficient.
[0110] Referring to Fig. 10, a view 800 displays the skills the user has
indicated that he
possesses and the level of proficiency for each skill. The view 800 can also
display
information about certifications and tools. The information shown in the view
800 will be
used to match the user with an opportunity for which he is qualified. In some
examples,
the user undergoes a confirmation process, e.g., a telephone or in-person
interview or a
reference check, in order to confirm that the indicated skills,
certifications, and tools, and
associated levels of proficiency are accurate.
[0111] Referring to Figs. 11 and 12, the user can input preferences, such as
location
preferences (through a view 900) or schedule preferences (through a view
1000), which
are stored in the user's record as location and schedule attributes,
respectively.
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[0112] Figs. 13-19 are screenshots of an example user interface through which
an
employer can enter information about an opportunity into the system. The
information
can include the title of the position represented by the opportunity, the
location of the
opportunity, the schedule for the opportunity, a description of the
opportunity, or other
information. Through the user interface, the employer can indicate the skills,
tools, and/or
certifications associated with the opportunity and, in some cases, a level of
proficiency
for each skill or tool, which are stored in the opportunity record as
qualification attributes
associated with the opportunity. In the example of Figs. 13-19, the user
interface is the
interface of a computing device, such as a desktop or laptop computer. In some
examples,
the user interface can be the interface of a mobile computing device.
[0113] Referring to Fig. 13, in a view 1100, the employer can enter the
company name
and a title for the position (e.g., Cashier). Referring to Fig. 14, a list of
job titles that are
similar or related to the title entered by the employer are displayed in a
view 1200. For
instance, the displayed job titles can be job titles that are similar or
related to the entered
job title, as determined by the skills engine. The employer can select one or
more of the
displayed job titles to indicate that the selected job titles are associated
with skills, tools,
and/or certifications that the employer wants to associate with the
opportunity.
[0114] Referring to Fig. 15, in a view 1300, the skills associated with each
job title
selected by the employer are presented. The employer can select the skills
associated with
the opportunity and the desired level of proficiency for each skill.
Additional views can
be displayed to allow the employer to select tools and certifications and
desired levels of
proficiency. Additional views (not shown) can prompt the employer to select
desired
certifications and tools proficiencies to be associated with the opportunity.
Referring to
Fig. 16, a view 1400 displays the skills the employer has indicated and the
level of
proficiency for each skill. The view 1400 can also display the selected tools
and
certifications. The information shown in the view 1400 will be used to
identify a
qualified user to be matched with the opportunity.
[0115] In some examples (not shown), the employer can select a predefined
opportunity.
A predefined opportunity includes a title and associated qualification
attributes. Selection
of a predefined opportunity simplifies the opportunity creation process in
that the
employer is freed from having to select the desired qualification attributes
for an
opportunity. Predefined opportunities can be default job opportunities defined
by the
system or can be based on opportunities previously created by the employer.
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[0116] Referring to Figs. 17-19, the employer can enter additional information
about the
opportunity. For instance, in a view 1500, the employer can define additional
criteria by
which a user can be matched with the opportunity, such as language skills. The
employer
can enter a location and schedule for the opportunity through a view 1600. The
employer
can enter a general description or instructions for the opportunity, such as a
dress code, a
description of where the worker is to report, a list of items to bring, or
other information.
In a view 1700, the employer can define a pay rate for the opportunity and can
indicate
the number of identical opportunities to create.
[0117] For each opportunity defined by an employer, the system queries the
user
database to identify user records that include qualification attributes
matching the
qualification attributes associated with the opportunity. For instance, in the
example of
Figs. 13-19, the system queries the user database to identify user records
including the
qualification attributes displayed in the view 1400 and having at least the
designated level
of proficiency for each qualification attribute. The system can also query the
user
database based on other criteria, such as based on location or schedule
attributes or other
attributes associated with the opportunity. The opportunity can then be
offered to one or
more of the users whose user record was identified as matching the
qualification
attributes associated with the opportunity (in some cases subject also to
other criteria
such as location or schedule attributes or other attributes). This approach
enables a
qualified user to be offered an opportunity for employment in a position for
which she is
qualified (e.g., a cashier position), even if the user has not previously held
a position with
the same title or even a position with a related title.
[0118] Figs. 20-25 are screenshots of an example user interface through which
a user can
view information about an opportunity with which he has been matched. Through
the
user interface, the user can accept or decline the opportunity with little
human
intervention, e.g., with no direct contact with a human resources department
at the
employer offering the opportunity. This approach, in which the user is enabled
to accept
or decline an opportunity without human intervention, such as without
intervention by a
human resources professional, enables the user to be efficiently assigned to
the
opportunity and frees human resources professionals at the employer to focus
on other
tasks. In the example of Figs. 20-25, the user interface is the interface of a
mobile
computing device (e.g., a smartphone). In some examples, the user interface
can be the
display screen of another type of computing device, such as a desktop or
laptop
computer.
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[0119] Referring to Fig. 20, when a user is identified as a match for an
opportunity, e.g.,
based on a match between the user's qualification attributes and the
qualification
attributes associated with the opportunity, a notification 430 is presented to
the user. In
the example of Fig. 20, the notification 430 is a push notification that is
displayed on a
home screen of a mobile computing device. In some examples, the notification
430 can
be a sound, a vibration, a text message, an email, an alert within a mobile
application for
the system, or another type of notification. In some examples, the type of
notification is
set by the system. In some examples, each user can specify a preference for
the type of
notification he would like to receive.
[0120] Referring to Fig. 21A, the user can access information about the
opportunity with
which he has matched through a view 530 in the mobile application (as shown)
or
through the user interface of another type of computing device. The view 530
can include
information about the opportunity, such as the title of the position, the pay
rate, the name
of the employer, the location and schedule of the opportunity, requirements
for the
opportunity such as language requirements, a dress code, or a list of items to
bring, or
other information about the opportunity. The user can accept the opportunity
directly
through the view 530, without interaction with a human associate with the
system or the
employer. The worker is automatically scheduled for the opportunity at the
specified
times via a straightforward, efficient interaction with the view 530.
Referring to Fig. 21B,
once the user has accepted the opportunity, a view 532 displaying a
confirmation of the
schedule of the opportunity is displayed and the user is prompted to confirm
his
acceptance of the schedule.
[0121] In some examples, the user to whom the opportunity is presented is
given a time
limit within which to respond to the opportunity, e.g., to accept or decline
the
opportunity. In some examples, the opportunity is presented concurrently to
multiple
users and the first user to respond with an acceptance is assigned the
opportunity.
[0122] Referring to Figs. 22 and 23, in some examples, prior to the user
beginning an
opportunity, the user is asked to complete additional enrollment steps, such
as providing
information to facilitate a background check (through a view 630), information
for direct
deposit of pay with the user's bank (through a view 730), tax information, or
other
information. In some examples, one or more of these enrollments steps are
completed
during the registration process rather than after an opportunity has been
offered to the
user. In some examples, one or more of these enrollment steps is not relevant
for a
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particular opportunity. For instance, some employers may not request a
background
check, or some employers may pay a user with a check rather than through
direct deposit.
[0123] The ability to complete related pre-employment tasks without human
intervention,
such as without intervention by a human resources professional, enables the
user to
efficiently complete these tasks and frees human resources professionals at
the employer
to focus on other tasks.
[0124] Referring to Fig. 24, the user may choose to decline an opportunity,
e.g., if he
does not like the opportunity, if he is not available for the scheduled hours,
or for another
reason. If the user declines an opportunity, the user can enter an explanation
of his
reasons for having declined through a view 830. In some examples, the user's
explanation can be used by the system in matching the worker with future
opportunities,
e.g., so that future opportunities presented to the user are more likely to be
accepted. For
instance, if the user indicates that the opportunity is too far away, the
system may update
the location criteria stored in the user's record. If the user indicates that
he does not want
to be a ticket taker, the system may store in the user's record an indication
that future
ticket taker opportunities are not to be presented to that user.
[0125] Figs. 25-27 are screenshots of an example user interface with which the
user can
interact at the time of the opportunity. Through the user interface, the user
can check into
the opportunity to indicate that he has arrived and is ready to work; and
check out of the
opportunity to indicate that he has completed his shift. The check in and
check out
processes can be completed without intervention by the employer, such as
without
intervention by a supervisor or a human resources professional, thus freeing
those
professionals to focus on other tasks. In the example of Figs. 25-27, the user
interface is
the interface of a mobile computing device (e.g., a smartphone). In some
examples, the
user interface can be the display screen of another type of computing device,
such as a
desktop or laptop computer.
[0126] Referring to Fig. 25, at or before the scheduled time for the
opportunity, a
notification 930 can be presented to the user. In the example of Fig. 25, the
notification
930 is a push notification that is displayed on a home screen of a mobile
computing
device. In some examples, the notification 930 can be a sound, a vibration, a
text
message, an email, an alert within a mobile application for the system, or
another type of
notification. In some examples, the type of notification is set by the system.
In some
examples, each user can specify a preference for the type of notification he
would like to
receive. In some examples, the user can specify a preference for the timing of
the
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notification, such as how far in advance of the opportunity the notification
is to be
provided.
[0127] Referring to Fig. 26, at the time of the opportunity, the user is
prompted to check
into the opportunity via a view 1030. When the user checks into the
opportunity, the
user's status in the user database is updated to indicate that the user is
present at the
opportunity. In some examples, the user is enabled to check into the
opportunity when his
location (e.g., as determined by GPS, WiFi, or another positioning technology)
matches
the location of the opportunity. Location-based check-in prevents a user from
checking
into an opportunity before he has actually arrived on site. In some examples,
the user can
be automatically checked into the opportunity when his location matches the
location of
the opportunity.
[0128] Referring to Figs. 27A and 27B, at the end of the opportunity, the user
is
prompted to check out of the opportunity via a view 1130. In some examples,
the user is
prompted to rate his experience at the opportunity. In the example of Figs.
27A and 27B,
the user is presented with two rating options: a positive rating and a
negative rating. In
some examples, additional rating options can be available, such as three or
more rating
options. In some examples, the user's rating of an opportunity can influence
the future
opportunities presented to the user. For instance, if the user assigns a
positive rating to
the opportunity (as shown in Fig. 27A), the system may be more likely to
present similar
opportunities to the user in the future, such as opportunities with the same
employer, with
the same or a related title, with the same or similar set of qualification
attributes, or
otherwise similar opportunities. Conversely, if the user assigns a negative
rating to the
opportunity (as shown in Fig. 27B), the system may be less likely to present
similar
opportunities to the user in the future. In some examples, if the user assigns
a negative
rating to the opportunity, the user is exempted from any remaining occurrences
of the
opportunity. For instance, if the user assigns a negative rating to an
opportunity
scheduled for five consecutive days, the user is exempted from any remaining
days of the
opportunity.
[0129] Figs. 28-30 are screenshots of an example user interface through which
an
employer can access information about users assigned to an opportunity offered
by the
employer. Through the user interface, the employer can access a list of the
users
scheduled to report or already reported for an opportunity and can access
information
about each user, such as information about a user's work or educational
history, skills,
certifications, tools, or ratings received for previously completed
opportunities. When a
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user completes the opportunity, the employer is prompted to rate the user,
which
information can be used to assign future opportunities to the user. In the
example of Figs.
28-30, the user interface is the interface of a computing device, such as a
desktop or
laptop computer. In some examples, the user interface can be the interface of
a mobile
computing device.
[0130] Referring to Fig. 28, the employer can access a list of the users
assigned to the
"Barista ¨ Morning shift" opportunity through a view 1230. The view 1230 shows
which
assigned users have checked into or out of the opportunity. Referring to Fig.
29, the
employer can select a user to view detailed information about the user through
a view
1330. In some examples, the view 1330 for a given user can show information
such as the
user's skills and level of proficiency for each skill, previous opportunities
completed by
the user, the rating the user received at his previous opportunities, or other
information
about the user. In some examples, the view 1330 can also show information
about the
user's certifications and tools.
[0131] Referring again to Fig. 28, after a user checks out of an opportunity,
the employer
is prompted to rate the user. In the example of Fig. 28, the employer is
presented with
three rating options: a positive rating and a negative rating. In some
examples, other
numbers of rating options can be available, such as two rating options or four
or more
rating options. In some examples, the employer's rating of a worker can
influence future
opportunities presented to the user. For instance, if the employer assigns a
positive rating
to a user, the system may be more likely to present similar opportunities to
the user in the
future, such as opportunities with the same employer, with the same or a
related title,
with the same or similar set of qualification attributes, or otherwise similar
opportunities.
Conversely, if the employer assigns a negative rating to a user, the system
may be less
likely to present similar opportunities to the user in the future. In some
examples, if the
employer assigns a negative rating to the user, the user may be exempted from
any
remaining occurrences of the opportunity. In some examples, the user may be
given the
option to hire the worker as a permanent employee. If the user is hired, the
user's user
record can be migrated to an employer-specific system.
[0132] Referring to Figs. 30A and 30B, in some examples, a summary view for an
opportunity can be available that shows qualification attributes, other
attributes such as
language, schedule, and location attributes, wage, and the names and in or out
time of the
workers hired for the opportunity.
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[0133] We describe here an approach to providing network resources, e.g., web
pages,
pages of a mobile application, etc., to a user based on attributes associated
with the user.
A system receives a request associated with one or more attributes and one or
more
criteria. Responsive to the request, the system queries a database storing
user records,
each user record associated with a corresponding user, to identify a user
record having
attributes that match the attributes associated with the received request and
satisfying the
criteria associated with the received request. The system provides network
resources to a
user associated with the identified user record, the network resources
providing the user
with access to information about the request. For example, the network
resources
provided to the user can provide the user with access to information about the
request.
[0134] In some examples, the request can be a request for a user possessing
one or more
qualification attributes associated with an available opportunity for
employment, such as
skill, tool, or certification attributes. In some examples, the request can be
a request for a
user satisfying one or more criteria associated with the available
opportunity, such as a
criterion indicative of an employment affiliation of the user, a criterion
indicative of a
work schedule of the user, or other criteria. The database storing user
records can be
queried to identify a user record associated with a user possessing the one or
more
qualification attributes indicated by the request and satisfying the
associated criteria.
Network resources provided to the user associated with the identified user
record can
provide the user with access to information about the opportunity.
[0135] In some examples, multiple systems can provide network resources to
users, e.g.,
based on the user's employment affiliation. The user record associated with a
user can be
transferred from one system to another system, e.g., responsive to a change in
the user's
employment status.
[0136] In some examples, an opportunity offered by a particular employer can
be for a
user already employed by that employer, in which case the system acts as a
staffing
coordinator, placing employees into shifts according to employer's scheduling
needs and
employee's abilities and scheduling availability. In some cases, an
opportunity is
restricted only to employees. In some cases, the opportunity can give first
preference to
employees and second preference to other users of the system, e.g., to find
temporary
workers if no employee is available or qualified. In some cases, the employer
is part of a
coalition of employers who share labor resources, and an opportunity by an
employer
may give first preference to its own employees, and second preference to
employees of
other employers in the coalition if none of its own employees are available
and/or
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qualified. The opportunity can be restricted to only employees and coalition
employees or
can also be offered to non-employee users of the system, e.g., to find
temporary workers
if no employee or coalition employee is available and/or qualified.
[0137] In some examples, an opportunity offered by an employer can be offered
only to a
user of the system who is already an employee of the employer or otherwise
employed by
the employer, such as a contractor to the employer. For instance, the system
can act as a
scheduling coordinator to assign shifts to employees of a coffee shop based on
the
scheduling needs of the coffee shop (e.g., as represented by opportunities
offered by the
coffee shop through the system) and based on the availability of the
employees.
[0138] In some examples, an opportunity offered by an employer can be offered
to either
a user of the system who is already an employee of the employer or otherwise
employed
by the employer or to a user of the system who is not an employee of the
employer. The
user to whom an opportunity is offered can be determined based on one or more
rules
defined by the employer. For instance, an employer may indicate that an
opportunity is to
be offered to a non-employee only if no qualified employee is available for
the
opportunity.
[0139] In some examples, an employer may belong to a coalition of employers,
such as
employers in a similar field and geographical location. For instance, several
independent
coffee shops in Brooklyn may form a coalition. An opportunity offered by one
of the
coffee shops in the coalition can be offered to either an employee of that
coffee shop or to
an employee of another one of the coffee shops in the coalition (sometimes
referred to as
coalition employees). The user to whom an opportunity is offered can be
determined
based on one or more rules defined by the employer offering the opportunity or
defined
by the coalition. For instance, a coalition of employers may indicate that an
opportunity
offered by a particular one of the employers is to be offered first to a
qualified employee
of the particular employer, and if no such employee is available, to a
qualified coalition
employee who has worked or is scheduled to work less than 20 hours during the
week of
the opportunity. The ability to offer opportunities to coalition employees can
help
employers in the coalition to find qualified workers who have direct
experience in
environments that the employers regard as similar, e.g., if their own workers
are
unavailable or would otherwise be scheduled for overtime.
[0140] Referring again to Fig. 1, the opportunity record 122 for an available
opportunity
104 can include an affiliation attribute for a user to be assigned to the
opportunity. For
instance, the affiliation attribute can indicate whether an opportunity
offered by an
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employer is to be assigned only to a user who is an employee of the employer,
to a user
who is a coalition employee, or to a non-employee user.
[0141] The opportunity record 122 for an available opportunity 104 can include
rules to
be applied when identifying users for the opportunity. The rules can represent
business
goals or rules established by the employer, such as a minimization of
employees
scheduled for overtime, a desire to keep employees scheduled at consistent
times and on
consistently staffed teams where possible, an approach to staffing openings
resulting
from unplanned absences, or other business goals or rules. An example rule can
indicate
that an opportunity offered by an employer is to be offered first to a user
who is an
employee of the employer, and then to a user who is a coalition employee, and
then to a
non-employee user. An example rule can indicate that a user may not be
assigned an
opportunity if doing so would cause the user to be scheduled for overtime,
such as for
more than 8 hours of work in the day of the opportunity or more than 40 hours
of work in
the week of the opportunity. An example rule can indicate that, during an
unplanned
absence (e.g., when an employer denotes within the system that an employee is
an
absent), employees, such as qualified employees of the employer or qualified
coalition
employees, can be notified that an opportunity is available. The party that
accepts the
notification first can receive the shift.
[0142] Some information stored in the opportunity record 112 for a particular
opportunity 104 offered by an employer 106 can be entered by or on behalf of
the
employer, such as the title of the position, information about the employer, a
location of
the opportunity, a schedule for the opportunity, a description of the
opportunity, or other
information. Some information stored in the opportunity record 112 can be
determined by
the system 100, in conjunction with input from or on behalf of the employer.
For
instance, the attributes engine 130 can identify qualification attributes to
be associated
with the opportunity 104 and/or a level of proficiency associated with each
qualification
attribute based on information about the opportunity, such as based on the
title of the
position, as described above.
[0143] The match engine 140 identifies one or more users (e.g., the user 102)
as qualified
for a particular opportunity 104 based on a comparison between the
qualification
attributes possessed by the users 102 and the qualification attributes
associated with the
opportunity 104, according to any rules indicated in the opportunity record
122. For
instance, to identify users for a particular opportunity 104, the match engine
140 can
query the user database 110 to identify those user records having all of the
qualification
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attributes included in the opportunity record 122 for the particular
opportunity 104 and
having the affiliation attribute indicated in the opportunity record 122. In
some examples,
the opportunity record 122 for the particular opportunity includes a level of
proficiency
associated with one or more of the qualification attributes, and the match
engine 140 can
query the user database 110 to identify those user records (e.g., record 112)
having all of
the qualification attributes included in the opportunity record 122 and having
the
indicated level of proficiency for each of one or more of the qualification
attributes. We
sometimes refer to user records (e.g., record 112) that have all of the
qualification
attributes included in the opportunity record 122 for a particular
opportunity, having the
indicated level of proficiency for each of one or more of the qualification
attributes, and
satisfying any rules indicated in the opportunity record 122 as user records
that are
matched with the opportunity record.
[0144] In some examples, the opportunity record 122 can include rules that
indicate a
weighting factor for one or more of the qualification attributes included in
the
opportunity record and/or for the affiliation attribute included in the
opportunity record.
The match engine 140 can apply each weighting factor indicated in the
opportunity
record to the respective qualification attribute and/or affiliation attribute
in each user
record in order to identify user records that are matched with the opportunity
record. The
weighting factors can enable users that possess particular qualification
attributes to be
identified, can help implement an employer's preference for staffing internal
employees
over temporary workers, or other goals. The use of a weighting factor can
enable an
employer to implement preference and to access skills, certifications, and/or
tool
proficiencies that may be available in a large labor pool even if those skills
are
unavailable in the employer's own labor pool.
[0145] Referring to Fig. 31, a system 10 can support both the system 100,
described
above, and an employer-specific system 200. The employer-specific system 200
is
operated by or on behalf of a particular employer 206, and the role of the
employer-
specific system is to act as an internal staffing system that enables
opportunities 204
offered by the employer 206 to be offered to employees 202 of the employer
206. In
some examples, the employer-specific system 200 can be implemented as part of
an
internal communications network (e.g., an intranet) 205 of the employer 206.
The
opportunities 204 offered through the employer-specific system 200 are
inaccessible to
users 102 of the system 100, and conversely the employees 202 of the employer
206
cannot be offered opportunities 104 through the system 100.
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[0146] Through the employer-specific system 200, an employee 202 (e.g., a
permanent
or temporary employee, a contractor, or another affiliation) of the employer
206 can be
provided with network resources 205 associated with an opportunity 204
associated with
the employer 206. Through an interaction with the network resources 205, e.g.,
provided
via an internal communications network of the employer 206, the user 202 can
accept the
opportunity 204.
[0147] The operation of the employer-specific system 200 is generally similar
to that of
the system 100, described above. The employer-specific system 200 is
implemented by a
server 201 that is operated by or on behalf of the employer 206. The server
201 can
access a user database 210 that stores a user record 212 for each employee
202. The user
database 210 can be separate from the user database 110 that forms part of the
system
100. The user records 202 can include information such as the information
included in
the user records 112, described above. For instance, the user record 212 for
an employee
202 can include biographical information about the employee, work history or
educational history information, employee preferences such as location
preferences or
schedule preferences, or other information. The employee record 212 can
include
qualification attributes (e.g., skill, certification, and/or tool attributes)
possessed by the
employee and/or a level of proficiency associated with each qualification
attribute.
[0148] In some examples, the qualification attributes and/or level of
proficiency for each
qualification attribute can be determined by an attributes engine 230 that
queries an
attributes database 232 that is specific to the system 250 in order to
identify potential
attributes possessed by an employee. For instance, the attributes database 232
can include
job title records 234, each of which includes a job title for a position with
the employer
206 and a list of one or more qualification attributes associated with the job
title. An
attributes database 232 that is specific to the system 250 can enable the
employer 206 to
define job titles and associated qualification attributes that reflect the
qualification
attributes that a person is likely to have acquired when working in a position
with a
particular job title at the employer 206. For instance, the employer 206 can
create a job
title record 234 for an uncommon job title (e.g., "Cocktail Experience
Manager") that
would otherwise be unavailable in the general attributes database 132 of the
system 100.
[0149] In some examples, the attributes engine 230 can query the attributes
database 132
that is part of the system 100. By querying the attributes database 132, the
attributes
engine 230 can gain access to job title records 134 for common job titles or
for job title
records 134 that have been accumulated based on the system 100's analysis of
large
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numbers of user records 112 from the general public. In some examples, the
attributes
engine 230 queries both the attributes database 132 and the attributes
database 232.
[0150] The employer-specific system 200 includes an opportunity database 220
that
stores an opportunity record 222 for each available opportunity 204 offered by
the
employer 206. The opportunity records 222 can include information such as the
information included in the opportunity records 122, described above. For
instance, the
opportunity record 222 for an opportunity 204 can include the title of the
position
represented by the opportunity, qualification attributes (e.g., skill,
certification, and/or
tool attributes) associated with the opportunity, a level of proficiency
associated with
each qualification attribute, a location attribute for the opportunity, a
schedule attribute
for the opportunity, a description of the opportunity, or other information.
In some
examples, the qualification attribute and/or level of proficiency for each
qualification
attribute can be determined by the attributes engine, e.g., by querying one or
more of the
attributes database 132 and the attributes database 232.
[0151] A match engine 240 identifies one or more employees (e.g., the employee
202) as
qualified for a particular opportunity 204 based on a match between the
qualification
attributes possessed by the users and the qualification attributes associated
with the
opportunity 204. The match engine 240 can also identify users based on other
information, for instance, by identifying user records having location or
schedule
attributes that are consistent with the location or schedule attributes for
the opportunity.
The match engine 240 can apply any rules indicated in the opportunity record
222 for the
opportunity in order to identify qualified employees that satisfy the
employer's business
goals or objectives.
[0152] A network resource engine 250 renders a network resource, such as a web
page or
a page of a mobile application, for presentation to one or more of the
employees 202
whose employee record (e.g., record 212) was identified by the match engine
240. The
network resource can include information about the opportunity 204. Through
the
network resource, the one or more employees 202 are prompted to respond to
accept or
decline the opportunity 204. When an acceptance is received from an employee
204, the
employee record 212 for the employee 204 is updated to reflect that the
employee 204 is
assigned to the opportunity 204. If an employee declines the opportunity, the
opportunity
can be presented to another employee.
[0153] The employer-specific system 200 enables the employer 206 to utilize
his labor
resources efficiently, for instance, by scheduling qualified employees for
shifts in which
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the employees are available while minimizing the amount of overtime work
undertaken
by the labor force. The scheduling and staffing capabilities of the employer-
specific
system 200 can provide a manager with free time to devote to other tasks.
[0154] In some examples, the employer-specific system 200 can be utilized as a
career
development system for employees. For instance, an employee can view ratings
received
from managers or supervisors, e.g., to help the employee understand his
strengths and
weaknesses. The employee can access a list of internal positions for which he
is qualified,
e.g., based on a match between the qualification attributes in the employee's
user record
and the qualification attributes of the internal positions. The employee can
access a list of
internal positions for which he is almost qualified, e.g., positions for which
the employee
lacks one or more qualification attributes. The employee can access
information about
projects and/or trainings that can help the employee to gain qualifications
that would help
him become qualified for one or more additional internal positions.
[0155] In some examples, the employer-specific system 200 can be utilized as
an
employee management system, e.g., to allow a supervisor can view user records
for the
employees she supervises. For instance, the user record for each employee can
include a
group attribute indicative of an internal group to which the employee belongs,
such as a
corporate division, a practice group, a group of employees sharing the same
manager, or
another type of group. A supervisor for a group can access the user records
for all of the
employees in the group. For instance, the user record for a supervisor can
include a group
attribute indicative of the internal group to which the supervisor belongs and
a role
attribute indicative of the user's role as supervisor. The presence and/or
value of the role
attribute enables the supervisor to view and/or edit the user records sharing
the same
value for the group attribute.
[0156] In some examples, the supervisor can view ratings received by the
employees,
e.g., enabling the supervisor to monitor employee performance. The supervisor
can
access a list of internal positions for which an employee is qualified, e.g.,
enabling the
supervisor to encourage the employee to take on a new project or work with a
new
internal group. The supervisor can access a list of internal positions for
which an
employee is almost qualified, e.g., for which the employee lacks one or more
qualification attributes. Access to this information can enable the supervisor
to encourage
the employee's career development, e.g., to prompt the employee to take on
projects or
attend trainings that would help the employee gain qualifications that would
help with her
career progression.
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[0157] In some examples, the employer-specific system 200 can be utilized to
facilitate
internal staffing, e.g., for internal opportunities or projects. Using a
search interface of the
employer-specific system 200, a hiring manager, project manager, or other user
can
search for internal employees having specific qualifications, such as skills,
certifications,
or tool proficiencies. When a search is initiated for a particular set of
qualifications, an
opportunity record having the desired qualification attributes is created.
Internal user
records having qualification attributes that match the qualification
attributes of the
opportunity record are identified, e.g., as described above. This internal
search capability
allows internal expertise to be effectively leveraged, e.g., by making
employee's skill sets
accessible to managers throughout the company.
[0158] Referring to the example of Fig. 31, although the user 102a is
qualified for the
opportunity 104a, the user 102a may still be subject to affiliation rules or
other rules
associated with the opportunity. In an example, if the user 102a is a
coalition employee
but not an employee of the employer offering the opportunity 104a. If the
opportunity is
to be offered first to employees of the employer who possess two out of the
three
qualification attributes associated with the opportunity, then the user 102a
may not be
offered the opportunity despite being qualified for the opportunity. In an
example, if the
user 102a has already been scheduled to work 40 hours in the week of the
opportunity,
then the user 102a may not be offered the opportunity even if the user is the
most
qualified for the opportunity.
[0159] Referring to Fig. 32, in an example process, an opportunity associated
with one or
more skills is offered for a position with an employer (340). The opportunity
can also be
associated with one or more rules, such as rules indicative of an affiliation,
rules
indicative of scheduling management (e.g., overtime management), or other
rules. For
instance, in the example of Fig. 31, the opportunity for a Title B position
offered by an
employer is associated with the qualification attributes X, Y, and J and is
associated with
an affiliation attribute indicating that the opportunity can be offered only
to employees of
the employer. A query is undertaken to identify users in the system who
satisfy the rules
associated with the opportunity (e.g., users who are employees of the
employer) and who
possess the qualification attributes associated with the opportunity (342).
For instance,
the user database is queried to identify user records that include
qualification attributes
matching those associated with the opportunity. The user database can also be
queried on
other attributes (344), such as location or schedule attributes, to identify
user records that
are suited for the opportunity. The opportunity is offered to one or more of
the users
whose user record is identified by the query or queries (346).
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[0160] Figs. 33-36 are screenshots of an internal resource management system
implemented for employee career development.
[0161] Referring to Fig. 33A, a user can view a list 540 of internal positions
and a list
542 of external positions held. Through these positions, the user may have
accumulated
qualifications. Referring also to Fig. 34, the user can access a list of
skills associated with
one of these internal positions (in the example of Fig. 34, the "Lead
Designer" position)
to access a list 544 of the qualification attributes for the position that the
user possesses.
The user can also view and/or edit his level of proficiency for each of the
qualification
attributes, e.g., as previously entered by the user or by a supervisor or
manager. In some
cases, e.g., for the skill "Draw detailed or technical illustrations" 546, the
user can access
a list of tools associated with the skill, e.g., to view and/or edit tools at
which he is
proficient.
[0162] Referring now to Figs. 33A and 33B, the user can view a list 548 of
internal
positions for which he is qualified. These positions are identified based on a
match
between the user's qualification attributes and the qualification attributes
of the positions.
Presenting the user with a list of positions for which he is qualified enables
the user to
explore internal opportunities, e.g., opportunities he may not have otherwise
been aware
of.
[0163] The user can also view a list 550 of internal positions for which he is
nearly
qualified for. A position for which the user is nearly qualified is a position
for which the
user possesses most, but not all, of the qualification attributes associated
with the
position. Referring also to Fig. 35, the user can access a list 552 of
qualification attributes
associated with one of these internal positions (in the example of Fig. 35,
the "Art
Director" position). The user can indicate if he possesses any of these
qualification
attributes. Referring again to Figs. 33A and 33B, the user is also presented
with a list
554 of training opportunities that can enable the user to acquire one or more
qualification
attributes, e.g., to help the user qualify for additional internal positions.
[0164] The user can also view a list 556 of employees the user supervises.
Referring also
to Fig. 36, for each employee, the user can access a list 558 of the
employee's previously
held internal and external positions and lists 560 of positions for which the
employee is
qualified and/or nearly qualified. The user can also be prompted 562 to rate
the
employee's proficiency in one or more skills associated with the employee's
current
position.
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[0165] Figs. 37-38 are screenshots of an internal resource management system
implemented for internal staffing. A user, such as a project manager or a
hiring manager,
can create a position 940 and identify one or more desired qualifications 942
for the
position. A list 944 of qualified candidates can be displayed to the user. The
qualified
candidates can be internal candidates and/or external candidates, e.g.,
depending on user
preferences. The user can select one of the qualified candidates to view
additional
information about the candidate, such as the candidates current and/or
previous positions,
the candidate's qualifications, ratings, or other information. The use of the
system for
internal staffing enables a hiring manager or project manager to become aware
of
employees who are well suited to a project even if the manager may not
necessarily have
previously come into contact with these employees, thus facilitating the
efficient use of
employee qualifications within the company.
[0166] In some examples, a user 102 of the public system 100 may be hired as
an
employee (e.g., a full time or part time permanent employee, a contractor, or
another type
of employee) of the employer 206 of the employer-specific system 200. For
instance, the
user 102 may have previously completed an opportunity 104 at the employer 206
that had
been offered through the public system 100, and performed well enough to have
been
offered a permanent position at the employer 206.
[0167] The system 10 can enable the transfer of the data stored in the user's
user record
112 in the public system to a new user record 212 for the user in the employer-
specific
system 200. By transferring these data, any information accumulated about the
user
during the user's participation with the system 100 can be retained, thus
enabling the user
to be matched in the future with appropriate opportunities 204 offered through
the
employer-specific system 200. For instance, any qualification attributes
included in the
user's user record 112 can be transferred to the new user record 212, thus
saving the user
from having to undergo a new enrollment process in which he indicates the
qualification
attributes (e.g., skill, certification, and/or tool attributes) he possesses.
User preferences,
such as location or schedule attributes, can also be transferred from the user
record 112 in
the system 100 to the new user record 212 in the system 200, such that the
user can be
offered opportunities 204 through the system for which he is available.
[0168] The system includes a transfer engine 50 that can implement the
transfer of
information from the user record 112 into a new user record 212 in the system
200. The
transfer engine retrieves information from the user record 112 stored in the
user database
110 and stores the information in a temporary storage, such as a table 52. The
transfer
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engine 50 also retrieves information about a record format of a new user
record 212
created for the user in the user database 210 of the employer-specific system
200. The
transfer engine 50 can format the information stored in the table 52 into a
format that is
compatible with the record format of the new user record 212. The transfer
engine 50 can
then provide the formatted information from the table 52 to the system 200,
where the
information is stored into the new user record 212.
[0169] In some examples, the record format for the new user record 212 can
include one
or more fields that are not present in the user record 112 from the system
100. In some
cases, the transfer engine 50 can prompt the user for information to complete
these fields.
In some cases, these fields can be left empty.
[0170] In some examples, the employer-specific system 200 may have proprietary
information, such as proprietary qualification attributes, that do not
necessarily
correspond to the attributes used in the system 100 (e.g., the qualification
attributes stored
in the attributes database 132). In some cases, the transfer engine 50 can
identify one or
more proprietary qualification attributes corresponding to each of the
qualification
attributes included in the user record 112. For instance, the transfer engine
50 can refer to
data, such as a table, that maps correspondences between the proprietary
qualification
attributes of the employer-specific system 200 and the qualification
attributes of the
public system 100. In some cases, the transfer engine 50 can identify one or
more
proprietary qualification attributes that are similar to each of the
qualification attributes
included in the user record 112. In some examples, the transfer engine 50 can
present the
identified proprietary qualification attributes to the user 102, to the
employer 206, or
both, for confirmation, prior to providing the identified proprietary
qualification attributes
for storage in the new user record 212.
[0171] In some examples, information from a user record (e.g., record 212) in
the
employer-specific system 200 can be transferred to the public system 100. In
some
examples, information from a user record (e.g., record 212) in the employer-
specific
system 200 can be transferred to a different employer-specific system operated
by or on
behalf of a different employer.
[0172] Referring to Fig. 39, in an example process, a request to transfer a
user record for
a user from a first system (e.g., a public system) to a second system (e.g.,
an employer-
specific system) is received (380). For instance, the request can be made
because the user
is or will become an employee of the employer associated with the employer-
specific
system. Information from the user record in the first system is retrieved and
stored in a
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temporary storage (382), such as a table. Information indicative of a record
format of user
records in the second system is retrieved (384). In some examples, the user
can be
prompted to provide additional information that is indicated in the record
format of the
user records in the second system, but that is not included in the information
retrieved
from the user record (386). The additional information is stored in the
temporary storage.
In some examples, proprietary qualification attributes in the second system
are identified
that correspond to the qualification attributes from the user record in the
first system
(388) and stored in the temporary storage. The information stored in the
temporary
storage, including any additional information provided by the user and any
identified
proprietary qualification attributes, is formatted according to the record
format of the user
records in the second system (390). The formatted information is provided to
the second
system for storage in a new user record for the user (392).
[0173] Other implementations are also within the scope of the following
claims.
