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System and method for prospective employee ranking based upon established social network and online presence

IP.com Disclosure Number: IPCOM000236281D
Publication Date: 2014-Apr-16
Document File: 2 page(s) / 43K

Publishing Venue

The IP.com Prior Art Database

Abstract

Disclosed is a system that identifies the overall online presence (e.g., social networks, professional networks, etc.) of a potential job candidate and then, based on user-configured criteria, analyzes the individual’s online characteristics. The result of this analysis is a ranking of a prospective employee as it relates to the job opening and the likelihood of the prospective employee’s success in the company’s environment.

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System and method for prospective employee ranking based upon established social network and online presence

When reviewing potential candidates for a new job, job recruiters and hiring

managers can look at a number of online resources to evaluate the candidate. While most information regarding the person's skills are highlighted on a resume or curriculum vitae (CV), social and interpersonal information is more complicated to find. Gauging social interactions and candidate personality types is a challenge, especially on a large scale and during interviews (when a person is under known

scrutiny).

The novel contribution is a system that identifies the overall online presence (e.g., social networks, professional networks, etc.) of a potential job candidate and then, based on user-configured criteria, analyzes the individual's online characteristics. The result of this analysis is a ranking of a prospective employee as it relates to the

job opening and the likelihood of the prospective employee's success in the

company's environment.

To implement this system in a preferred embodiment:

1. User creates a list of social networks and online communities that are relevant or important to the company

2. For each network or community defined in Step 1, the user defines criteria to be used for each site in order to score or rank a prospective employee. The criteria can include, but is not limited to:

A. Number of connections to the company. For example, a candidate

who has 10 friends who work for the company ranks higher than a candidate who has no friends who work for the company, under the assumption that a candidate who has more friends within the company is more likely to work well with others in the same corporate environment.

B. Number of connections to a specific group of people. For example, if a candidate has more connections to a group of people, such as the company's top performers, upper management, people with similar job descriptions as the open position, or potential team members of the open position being, then that candidate ranks higher. Conversely, if a candidate has more connections to a group of people who are known to have neg...