Data processing: database and file management or data structures – Database design – Data structure types
Reexamination Certificate
2000-12-04
2003-12-02
Rones, Charles (Department: 2175)
Data processing: database and file management or data structures
Database design
Data structure types
C707S793000, C707S793000, C705S002000
Reexamination Certificate
active
06658400
ABSTRACT:
TECHNICAL FIELD
The invention relates to computer database and interactive server systems, and more particularly to systems including multiple user Internet based interfaces. The interface structure of the invention permits different categories of users to contribute and control different types of source data, while adding informational value to data contributed by other users. The system provides a secure repository for verified and authenticated data, and provides a system of controlled access to the repository. The preferred embodiment of the invention comprises a data verification and certification system which in a principal embodiment is useful to create a data bank to match job seekers with potential employers based on verified resume data and employer specified search criteria
BACKGROUND
In the field of employee recruitment and staffing, there is a tremendous need in the industry to obtain, screen and verify data on job seekers, and to match qualifications with job requirements. Such data includes educational history, employment experience, and basic personal information. Traditionally, this has been done almost entirely by paper-based manual means, such as newspaper advertising, unverified resumes, telephone or mail contact by prospective employers to the apparent sources to verify resume data, and the like. The traditional job search and hiring process is extremely time-consuming and costly to all parties involved. In large companies, the employment applicant verification task is a major assignment and cost of the HR departments.
In addition, the information obtained through unverified job seeker's resumes is often of uncertain reliability. It has been estimated that nearly one-half of all resumes submitted in the hiring process have substantial errors or misrepresentations of fact, or outright fraud, which tends to distort the hiring decision making process. Newspapers frequently report of cases of false doctors, lawyers, brokers, teachers, executives, or those who have misrepresented or “puffed” their experience or education. The more sensitive the job, the more difficult and time consuming the verification process becomes.
While it is possible for an employer to verify resume data, this an expensive process and is inherently wasteful, in that the labor cost of verifying data is lost if the employee is not hired, and the verification work-product (verified resume data) is not available to other potential employers.
Computer and Internet methods are being used to reduce the costs and time consumed in the recruitment and hiring process. For example, many larger employers maintain job opportunity websites, and encourage resume submittal from job seekers by e-mail and electronic file transfer means, or scan in mailed resumes. Key-word based search software may be used to pre-screen resumes based on job qualification data as represented by the job seeker. However, these means merely speed the transfer of data which is no more reliable, and do not avoid the inherent wastefulness of duplicated effort. Indeed, the Internet tends to foster puffing bordering on misrepresentation or fraud because of the ease of communication, the relative anonymity, and the “if-it-is-printed-it-looks-true” phenomenon
There are conventional services to assist job seekers and employers, such as employment agency job listings, and professional recruiters. However, job listings services simply make job opportunity information more available to job seekers, and do not produce more reliable resume data from employees. Professional recruiters and employment agencies can attempt to verify resume data to the extent that costs allow, but such “verified” data remains the proprietary work product of the agency or recruiter, and is not of value to either the job seeker or potential employers outside of the recruiter's activities. Furthermore, the agency or recruiter does not have access to data previously verified by others in prior employment searches regarding the job seeker. In essence, the agency or recruiter must “re-invent the wheel” with respect to each item of resume data verified, at high cost. This cost inevitably must be borne by either the job seeker or the hiring employer.
What is needed, and is not available in the hiring and recruitment field, is a system for efficiently obtaining and maintaining reliable resume data pertaining to job seekers, without duplication and repetition of verification effort, so that the verification data may be used by multiple potential employers. What is also needed is a means of accomplishing the foregoing efficiently, quickly, and with a high degree of automation to provide high availability and affordability to both job seekers and employers.
THE INVENTION
Summary, Including Objects and Advantages
The Data Certification and Verification Process and System (DCVP) of the invention is a system and method for accumulating, verifying, certifying and maintaining in a readily available database, resume data pertaining to job seekers, so that the data may be searched and used by potential employers at the election of the prospective employee. The verification and certification of resume data creates a “portable” value-added attribute of each certified item of resume, so that certified attribute of the data item can be shared among several different potential employers during the course of a job search. The certified attribute of the data may also be maintained through time as a person travels along a career ladder, with updating data items being certified as needed.
The DCVP of the invention is preferably primarily an Internet-based system and operation, residing on a provider's Internet server providing database storage, processing capability, access, and security. The DCVP also provides for interaction with other server-based applications such as E-mail services, credit/debit card processing, and accounting, reporting and statistical functions. The DCVP is preferably carried out by a dedicated service provider, known as a Data Certification and Verification Service (DCVS).
The preferred embodiment of the DCVP of the invention comprises a data base system providing for interactive access of multiple parties and categories of parties, in addition to the system administrator DCVS. In the preferred embodiment, the respective categories of parties with access may each have the same or differing scope of access, differing powers to create and edit records and differing powers to alter the access and powers of other parties. For each category, the scope of access and powers may be constrained by rules-based limitations governing the status of each party (membership agreement provisions and status). In particular, the primary source data (resume information relevant to job qualifications) may be contributed by Job Seekers, who create personal database records. Job Seekers also may establish search criteria for matching with corresponding criteria supplied by potential employers (Employer Members).
The DCVS, in turn, contributes value-added attributes to the personal database records (resume verification and certification status), either directly, or by action of third-party verification service contractors (VS). When third-party VS are employed, the DCVS assigns specific unverified resume data records to a particular VS. The VS, in turn, has access to assigned resume records, and has the power to contribute verification attributes (verification status) and/or comments regarding the same, such as degree of verifiability for each resume data item.
A Job Seeker may grant powers to specifically-selected potential employers (Employer Visitors) to allow read-only access to their particular certified resume record, and may disable or deny access, as desired. Other potential employers (Employer Members) have powers to search the database of all active (not-disabled) certified resume records according to matches of Job Seeker supplied criteria with member-supplied search criteria, and to view the resumes found. Alternatively, Employer Members have powers to search t
Benvin Walter D.
Hayden Neil S.
Perell William S.
Hentzel Paul
Mahmoudi Hassan
Perell William S.
Rones Charles
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