US A1 (19) United States (12) Patent Application Publication (10) Pub. No.: US 2006/ A1 Levine (43) Pub. Date: May 11, 2006

Transcription

1 US A1 (19) United States (12) Patent Application Publication (10) Pub. No.: US 2006/ A1 Levine (43) Pub. Date: May 11, 2006 (54) EMPLOYEE RECRUITING SYSTEMS AND METHODS (76) Inventor: Paul A Levine, San Diego, CA (US) Correspondence Address: PITNEY HARDIN LLP 7 TIMES SQUARE NEW YORK, NY (US) (21) Appl. No.: 10/515,707 (22) PCT Filed: May 23,2003 (86) PCT No.: PCT/US03/16331 (30) Foreign Application Priority Data May 24, 2002 (US) Publication Classi?cation (51) Int. Cl. H04M 3/51 ( ) (52) Us. or /11 (57) ABSTRACT Methods and systems for employment recruiting are pro vided. In one aspect, a remote call center is used to make initial contact With the candidates to obtain information regarding their placeability and urgency in changing jobs, and to provide an initial screening (107), and a local candidate specialist may then personally interview the can didate. In another aspect, compensation is set for recruiters by adjusting a base compensation based on individual and group performance. In another aspect, candidates are assigned to candidate specialists, and client employers are assigned to client specialists. In another aspect, job candi dates and job openings are independently obtained so that candidates Will be available immediately to?ll the openings. In another aspect, in a team-oriented method of matching candidates With jobs, candidates are matched to jobs by corporation among candidate specialists and client special ists. In another aspect, candidates are matched With jobs using candidate and employer ratings. - I Void Record L Forward Call to Telemarketer 1 Telemarketer Screens 7 Candidate \?a Teleconference Placeable? Rate 109 Candidate on Plaoeability 1 Populate 0 Candidate Database Store Information in 1-14 Candidate Relations DB Set Reminder l Prompt for Follow Up I Follow Up

2 Patent Application Publication May 11, 2006 Sheet 1 0f 15 US 2006/ A1 102 i- "' I _. _"'l < - -t Void Record > Advertising Web Marketing.. V Candidate Initiates Call Receive Call Forward Call to Telemarketer Telemarketer Screens > Candidate We Teieconference Placeable In the Future? Placeable'? Rate On 09 Candidate, 4 Store Information in Candidate Relations DB Placeabihty 1 Set Reminder I Populate 11 Candidate 1 Database Prompt for Follow Up 116 A Follow Up 117 FIG. 1

3 Patent Application Publication May 11, 2006 Sheet 2 0f 15 US 2006/ A1 201 Telemarketer -> Places Cold Call to Candidate 03 Prompt for Retum Call 1 _ 101' Candidate Initiates Call 1' Receive Call 105 V Route Call to Telemarketer Telemarketer Screens 107 Candidate Via Teleconference _ Plaoeable in the Future? 118 Void Record Populate 114 Candidate Relations DB Set Reminder _ 115 Rate cangirdate I Prompt for Follow Up Placeabllity I P 117 opulate Follow U 110 Candidate ' p Database,L F FIG. 2

4 .. Patent Application Publication May 11, 2006 Sheet 3 0f 15 US 2006/ A »: b as" : _0_ mm gen. : >.5. oiotéso Eugenia: EH30:,1. :-. v ". tar-u 30E min

5 Patent Application Publication May 11, 2006 Sheet 4 0f 15 US 2006/ A1 300 Attract Employer < Obtain Preferences/Requirements Information. l 320 Rate Employer Store Preferences/Requirements and Rating lnfon'nation in Job Database

6 Patent Application Publication May 11, 2006 Sheet 5 0f 15 US 2006/ A1.5 an :20 get oemuue a

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8 Patent Application Publication May 11, 2006 Sheet 7 0f 15 US 2006/ A1 vow mm B _m=Eomm uomtbe QmEuemO 8 5m mom E mom mm m 2:2; -[\ - \- Egg WHUH/ M 0mm \ wwm E 52mm H _. E 82m 29 c Em M mom mm {92oz wcowmoezeeoq U ii/mmmmmmi - 52mm mo... \1-.B 2:55: U mu 8m 0% Sn. 8m 2h 22E \/.me 82% 22g 00 cum

9 Patent Application Publication May 11, 2006 Sheet 8 0f 15 US 2006/ A1 Set Base Individual Compensation l Set Group Goal 602 l _ Set Individual Goal Determine Group Perfonnance Determine Individual Performance Adjust Base Individual Commission 606 with Respect to Group Performance l Adjust Group Adjusted Individual Commission 607 with Respect to Individual Performance -

10 Patent Application Publication May 11, 2006 Sheet 9 0f 15 US 2006/ A1 701 Telemarketer Screens... Job Candidates r > Rate Candidate on Plaoeabllrty 702 Candidate Specialist Attracts Job Candidates 'ISrtore lnfon'nation into Candidate Database l ' 704 V---_--> Assign Candidate Set Expiration 707 Candidate Specialist 1 S a'; ;ijn a $ ; DB Match Candidate with 708 candidates Available Jobs 710.Close Placement Fig. 7a Telemarketer Attracts ' ' Employer \ D Rate Employer 713 ' Cll an ts sole l' is tattracts J 714 gmployer H Assign Employer Fig. 7b y 715 Match Employers with Available Job Candidates

11 Patent Application Publication May 11, 2006 Sheet 10 0f 15 US 2006/ A1 801 Obtain Job Pool Obtain Candidate Pool " 1 ' + _.803 '-> Match Candidates to Job Openings 804 Candidate interested? selhggvgisnt <- - > Close Placement l 814 Send invoice to Client Receive Payment 816 ' issue Commission i Send Record to Candidate Relations 817 Fig. 8

12 Patent Application Publication May 11, 2006 Sheet 11 0f 15 US 2006/ A1 Job Candidate Job Candidate i ' Candidate Specialist <- -> Candidate Specialist Client Specialist <- > Client Specialist 904 l f 940 Employer Employer Fig. 9

13 Patent Application Publication May 11, 2006 Sheet 12 0f 15 US 2006/ A1 Follow up Personal Interview 1001 ' Rate Candidate on 1002 Plaoeability! 1003 Rate Candidate on Urgency 1004 _4 Refer to Placeable? Y Candidate Relations Department 1005 Rate Employer 1006 ' 1007 Match Candidates to Jobs Based on Employer and Candidate Ratings Fig. 10

14 Patent Application Publication M y 11, 2006 Sheet 13 0f 15 US 2006/ A1 - REE RUE mizm IP36

15 Patent Application Publication May 11, 2006 Sheet 14 0f 15 US 2006/ A1

16 Patent Application Publication May 11, 2006 Sheet 15 0f 15 US 2006/ A1 _ 1301 ' ' Recruiter Canaldaie Recruiter Attracts Job Telemarketer Attracts, Database for Unassigned Candidate _ Job Candidate ' 1' Candidates 1304 Assign Candidate to Recruiter i " Match Candidate with Job Openings 1306 I a Recruiter searches Job Recruiters Recommend Recruiters Communicate in Offer Database to Find Job Offers for Job egroup and Match Jobs for Candidate Candidates Assigned to Candldates Based on Their Assigned to Recruiter other Recruiters Respective knowledge of "iii ri - " ' Job Openings and Candidates Fig. 13

17 US 2006/ A1 May 11, 2006 EMPLOYEE RECRUITING SYSTEMS AND METHODS BACKGROUND OF THE INVENTION [0001] The present invention relates to systems and meth ods for employee recruiting. Recruiting?rms or employ ment agencies generally recruit job candidates for placement With employers With job openings. The steps for recruiting candidates are typically handled by recruiters Who?rst obtain available jobs and then obtain matching candidates for those jobs, or in the reverse. Moreover, recruiters usually receive a commission as compensation, Which is generally earned When recruiters successfully place candidates in the available jobs or at some predetermined time thereafter. This approach is problematic, since it has the net effect of encouraging recruiters to hold on to job candidates that the recruiters obtain for their own placement, thus hampering communication and sharing of information that could assist in placing candidates in jobs. This approach may also create an usually signi?cant delay before an opening can be?lled and tends to prevent effectively matching the best available candidates With the best available jobs. Further, individual recruiters may not be effective in both placing candidates and obtaining employer clients. [0002] The methods of obtaining candidates, i.e., initially identifying and signing candidates for recruiting, have typi cally been With either indirect or direct marketing tech niques, Where indirect marketing may include placing adver tisements in relevant periodicals, such as newspapers and industry publications, and Where direct marketing, also know as headhunting, may include telemarketing or cold calling potential candidates in an attempt to persuade them to consider changing positions. Direct marketing is typically used in specialty areas, such as Information Technology (IT), Where the demand for skilled labor exceeds the supply. Generally, telemarketing, i.e., cold calling, in the employ ment recruiting industry is handled by recruiters Who obtain for placement job candidates and employers With respective job openings. Recruiters are also located Within the areas they service for ready access to candidates and employers, thus, mailing telemarketing for recruiting a local enterprise. LikeWise, telemlloarketing has been handled locally because many job candidates are leery of discussing per sonal matters, such as their desire for changing jobs, With recruiters Who may be located remotely or otherwise have no connection to the candidate s community. This sensibility is particularly strong in some cultures and locations, such as in Japan. The local nature of recruiting and the reluctance to deal With remote telemarketers has also proven problematic in some locations Where, for instance, there may be a shortage of skilled recruiters that are also skilled in telemar keting. [0003] Accordingly, it Would be desirable to provide employee recruiting systems and methods that address the above disadvantages and other issues. SUMMARY OF THE INVENTION [0004] This invention provides methods and systems for employment recruiting. In one aspect, this invention pro vides a method of obtaining job candidates, Which includes obtaining information in an initial screening teleconference from respective potential job candidates. A telemarketer or telemarketers Who are not also employment recruiters may preferably conduct the initial screening teleconferences. Based at least partially on information obtained in respective initial screening teleconferences, potential job candidates may be selected for a follow-up personal interview con ducted by an individual that is not a telemarketer, such as an employment recruiter or a candidate specialist. Optionally, telemarketers may be located remotely from the potential job candidate, such as in another city, county, or country, and Where telephone calls from potential job candidates may be forwarded to telemarketers at a remote location. Further, the information obtained as a result of the initial teleconferences may include, historical information or requirements of a potential job candidate, and Whether the potential job can didate is interested in leaving a current job. [0005] In another aspect, this invention provides a method and system for matching candidates With jobs, Which includes storing candidate information obtained during an initial screening teleconference, such as historical informa tion or requirements of a potential job candidate, and Whether the potential job candidate is interested in leaving a current job, and preferably a job candidate evaluation based at least on some of the information obtained during the initial screening teleconference, on a computer readable medium. The method further includes storing job informa tion of available jobs on a computer readable medium. [0006] The candidates may then be assigned to employ ment recruiters or candidate specialists based on at least the job candidate evaluation, Where the employment recruiter may then access, With the aid of a computer, candidate information and job information, and select available jobs for consideration by candidates assigned to the particular recruiter or candidate specialist. [0007] In another aspect, this invention provides an employment recruiting organization, Which includes at least one facility having a staff Which includes employment recruiters or candidate specialists local to the job market, coupled by a telephone communication system having a call forwarding feature for forwarding calls to at least one remote facility having a staff Which includes telemarketers that are not recruiters or candidate specialists. The local telecommunication system further providing at least one local or toll telephone number, Which potential job candi dates may use to contact the appropriate individuals at either the local or a remote facility. The remote facility may further provide a call identi?cation feature that indicates to potential job candidates being called by individuals at the remote facility that the telephone call originates from the local facility by causing to be displayed a telephone number of the local facility on the potential job candidates telephone set having a caller identi?cation feature. [0008] In another aspect, this invention provides a method of setting compensation for individuals of a group of such individuals, such as employment recruiter, Which provide employment services that includes setting a base compen sation and a performance goal for a particular function or set of functions for each recruiter in the group of recruiters. The method further includes measuring an actual performance of a particular recruiter, measuring an actual performance of the group, and determining an actual compensation for the particular recruiter according to the base compensation of the particular recruiter, the actual performance of the par

18 US 2006/ A1 May 11, 2006 ticular recruiter, and the actual performance of the group. Optionally, the performance of the individual recruiters and the performance of the group are measured over a prede termined period of time. Moreover, performance may be measured by revenue derived from the individual and from the group, on the numbers of candidates placed by each recruiter, on how quickly job candidates are placed, on compensation of jobs in Which job candidate are place, on ranking of individual employers at Which job candidates are placed such that performance is higher When a candidate is placed at a higher ranking employer, etc. The actual com pensation may then be derived by?rst adjusting the base compensation according to the group s performance, then adjusting the group-adjusted base compensation according to the actual performance of the particular recruiter, or by?rst adjusting according to the individual performance, then adjusting the individual-adjusted base compensation accord ing to the performance of the group. The method of setting compensation may be applied to set a compensation for each recruiter. [0009] In another aspect, this invention provides a method of setting compensation for individuals of a group of such individuals performing a service that contributes to the overall service being performed, such as in employment recruiting, Where the group may include recruiters, telemar keters, candidate specialists, client specialists, etc., and Where the performance of the group and individuals may be measured by revenue derived from the individual and from the group, on the numbers of candidates placed by each recruiter, client specialist or candidate specialist, on how quickly job candidates are placed, on compensation of jobs in Which job candidate are place, on ranking of individual employers at Which job candidates are placed such that performance is higher When a candidate is placed at a higher ranking employer, etc. The base compensation may also be the same for all individuals in the group, or may vary according to the position, responsibility, and/or experience of members of the group. [0010] In another aspect, this invention provides a system for use in setting compensation for a group of recruiters or for a group of individuals performing services resulting from a contribution of one or more individuals in the group, as described above, Which includes a storage medium for storing data that indicates a base compensation and a per formance goal for a particular function or set of functions for each recruiter in the group of recruiters, data that indicates an actual performance of a particular recruiter or individual in the group, data that indicates an actual performance of the group, and/ or data that indicates the performance goal of the group. The system further includes a processor adapted to access the storage medium and execute instructions to determine an actual compensation for the particular recruiter according to the base compensation of the particular recruiter, the actual performance of the particular recruiter, and the actual performance of the group. The system may further include an interface for inputting and displaying the data relevant to computing compensation. [0011] In another aspect, this invention provides a method for assigning job candidates to recruiters of a group of recruiters, Which includes evaluating job candidates, evalu ating recruiters in the group; and assigning the job candi dates to a selected one of the recruiters according to a correspondence between the job candidate s evaluation and the selected recruiter s evaluation. Optionally, job candi dates may be evaluated on a scale that account for place ability, such as on experience, education, time at current company, frequency of job changes, or level at current job, or rated on a degree of urgency to?nd a new job. Further, recruiters may be evaluated based on their respective track records in job placement, an amount of revenue derived from their services, how quickly they are able to place job candidates, etc. The candidates may be assigned in any one of a number of Ways. For instance, higher rated candidates may be assigned to higher ranked recruiters. Alternatively, candidates of a particular rating may be cyclically assigned to recruiters, such that every recruiter of a group of recruiters may get the opportunity to place highly rated candidates. Job candidates may also be assigned to recruiters that obtain the candidates and to recruiters that locate unassigned candi dates. In either case, the candidate assignment may be set to terminate and the candidate may then be assigned to another one of the recruiters if the recruiter is unable to place the candidate Within a given time period. Although described in the context of assigning candidates to recruiters, this method may also be applied to assign job candidates to candidate specialists. [0012] In another aspect, this invention provides a method for assigning employers With jobs to client specialists of a group of client specialists, Which includes evaluating employers, evaluating client specialists in the group; and assigning the employers to a selected one of the client specialists according to a correspondence between the employers evaluation and the selected client specialist s evaluation. Optionally, employers may be evaluated on a scale that account for the amount of fees paid by employers to?ll their respective jobs, the amount jobs associated With the particular employer out of a total number of jobs of the pool of available jobs for a predetermined time, etc. Further, client specialists may be evaluated accounting for their respective track records in job placement, an amount of revenue derived from their services, how quickly they are able to place job candidates, etc. The employers may be assigned in any one of a number of Ways. For instance, higher rated employers may be assigned to higher ranked client specialists. Alternatively, employers of a particular rating may be cyclically assigned to client specialists, such that every client specialist of a group of client specialist may get the opportunity to Work With highly rated employers. Employers may also be assigned to client specialists that obtain the employers. In either case, the employer assign ment may be set to terminate and the employer may then be assigned to another one of the client specialists if the client specialist is unable to place a job candidate With the employer assigned thereto Within a given time period. [0013] In another aspect, this invention provides a system for assigning candidates to recruiters and/or assigning employers With client specialists, as described above, Which includes a storage medium for storing data indicative of evaluations of the job candidates and/or employers, and data indicative of evaluations of the recruiters and/or client specialists. The system further includes a processor adapted to access the storage medium and for executing instructions to assign the job candidates to a respective selected one of the recruiters according to a correspondence between the job candidate s evaluation and the selected recruiter s evalua tion, and/or to assign the jobs of each of the employers to the

19 US 2006/ A1 May 11, 2006 respective ones of the client specialists according to a correspondence between the employer s and client special ist s evaluations. [0014] In another aspect, this invention provides a method of employment recruiting, Which includes obtaining a pool of j ob candidates and obtaining a pool of available jobs from associated employers independently of each other. The pool of job candidate may be obtained by telemarketers that are not candidate specialists or by candidate specialists. Simi larly, the pool of j obs may be obtained by telemarketers that are not client specialists or by client specialists that are not candidate specialists. The job candidates may then be matched With the available jobs in accordance With criteria provided by job candidates and employers. The criteria speci?ed by candidates may include a desired position, salary, location, and urgency for a new position, and the criteria speci?ed by employers may include a desired edu cation, experience, time at current company, frequency of job changes, and level at the job candidates current or previous job. The matching may be performed by a candi date specialist to Whom job candidates are assigned, or by client specialists to Whom employers With respective jobs are assigned. The matching process may further be accom plished in a cooperative effort between candidate specialists and client specialists. [0015] In another aspect, this invention provides a system for use in employment recruiting Where the pool of available jobs from associated employers is obtained independently of the obtaining of the pool of job candidates, as described above, Which includes a storage medium for storing data identifying a pool of job candidates, data identifying a pool of available jobs from associated employers, and/or data indicative of predetermined criteria provided by job candi dates and employers. The system further includes a plurality of computer implemented interfaces for input of the relevant data and the interfaces communicatively connected to the storage medium via at least one network. The system also includes a processor adapted to access the storage medium and for executing instructions to match the job candidates With the available jobs in accordance With the predetermined criteria. [0016] In another aspect, this invention provides a method for matching job candidates With available jobs, Which includes matching job candidates in a pool of job candidates to at least a particular one of available jobs in a pool of available jobs from associated employers in a cooperative effort between candidate specialists to Which the job candi dates are assigned The cooperative effort may include a candidate specialist suggesting to another candidate special ist to Which a job candidate is assigned, particular ones of the available jobs Which are believed to be suitable for the job candidate assigned to the other candidate specialist; or a plurality of candidate specialists of the group of candidate specialists to suggest to other candidate specialists of the plurality of candidate specialists to Which job candidates are assigned, particular ones of the available jobs Which are believed to be suitable for particular ones of the job candi dates. [0017] In another aspect, this invention provides a method for matching job candidates With available jobs, Which includes matching job candidates in a pool of job candidates to at least a particular one of available jobs in a pool of available jobs from associated employers in a cooperative effort between client specialist to Which the employers are assigned. The cooperative effort may include a client spe cialist suggesting to another client specialist to Which employers are assigned, particular ones of the available job candidates Which are believed to be suitable for the respec tive available jobs of the employers assigned to the other client specialist, or a plurality of client specialists of the group of client specialists to suggest to other client special ists of the plurality of client specialists to Which employers are assigned, particular ones of the available job candidates Which are believed to be suitable for particular ones of the jobs of the employers. [0018] In another aspect, this invention provides a system for matching job candidates With available jobs, as described above, Which includes a storage medium for storing data regarding a pool of job candidates and a pool of available jobs from associated employers. The system further includes respective computer-implemented interfaces for use by respective candidate specialists to Which the job candidates are assigned, and respective client specialists to Which the employers are assigned. The system also includes a proces sor adapted to access the storage medium and for executing instructions for use in matching at least a particular one of the job candidates in a pool of job candidates to at least a particular one of available jobs in a pool of available jobs from associated employers in a cooperative effort between the candidate specialists, the client specialists, and/or the candidate specialists and the client specialists. [0019] In another aspect, this invention provides a method of matching job candidates With available jobs, Which includes assigning job candidates of a pool of job candidates to a particular recruiter in a group of recruiters, evaluating the job candidate, evaluating employers With respective available jobs, and matching to the job candidates to the available jobs according to a correspondence between the job candidate s evaluation and the employer s evaluation. The job candidates may be evaluated on a scale that accounts for a degree of placeability, Which includes at least one of experience, education, time at current company, frequency of job changes, and level at current job. The job candidates may also be evaluated on a scale that accounts for a degree in urgency in?nding a new job. The employers may be evaluated on a scale that accounts for the amount of jobs associated With the particular employer out of a total number of jobs of the pool of available jobs, the amount of jobs associated With the particular employer out of a total number of jobs of the pool of available jobs for a predetermined time, or on the amount of revenue provided thereby for a predetermined time. [0020] In another aspect, this invention provides a system for matching job candidates With available jobs, as described above, Which includes a storage medium for storing data obtained by evaluating the job candidate and by evaluating the employers With respective available jobs. The system further includes a process adapted to access the storage medium and to execute instructions to match job candidates to available jobs according to a correspondence between the job candidate s evaluation and the employer s evaluation.

20 US 2006/ A1 May 11, 2006 BRIEF DESCRIPTION OF THE DRAWINGS [0021] In the?gures, like-numbered elements or steps generally correspond to one another. [0022] FIG. 1 illustrates a method of obtaining job can didates using advertising; [0023] FIG. 2 illustrates a method of obtaining job can didates using telemarketing or cold calling; [0024] FIG. 2a is a?owchart of a data?ow of job candidate data; [0025] FIG. 3 illustrates a method for obtaining employ ers with job openings; [0026] data; FIG. 3a is a?owchart of a data?ow of employer [0027] FIG. 4 is a schematic diagram of a telecommuni cation system for employment recruiting including a remote call center; [0028] FIG. 5 is a schematic diagram of a data commu nication system for employment recruiting including a remote call center; [0029] FIG. 6 illustrates a method for computing recruiter compensation; [0030] FIG. 7a illustrates a method for assigning job candidates to candidate specialists; [0031] FIG. 7b illustrates a method far assigning job candidates to client specialists; [0032] FIG. 8 illustrates a method for employment recruiting where a job pool and a candidate pool are inde pendently obtained; [0033] FIG. 9 is a diagrammatic representation of the avenues of communication for matching candidates to jobs with a cooperative effort; [0034] FIG. 10 illustrates a method for matching job candidates to recruiters based on job candidate and employer ratings; [0035] FIG. 11 is?owchart of an overall recruitment process; [0036] FIG. 12 is a?owchart of an initial candidate interview process; and [0037] FIG. 13 is a?owchart of candidates and job opening matching process. DETAILED DESCRIPTION [0038] This invention provides methods and systems for employment recruiting. Generally, the employment recruit ing process includes obtaining a pool of candidates for employment recruiting, obtaining a pool of jobs, assigning job candidates to employment recruiters and employers with jobs to client service specialists, matching the candidates with available jobs, closing the placement, and issuing commissions. The candidates may be obtained by telemar keters (e.g., phone operators), which may be located at call centers (CC) remote from an employment?rm, in which case telephone calls from potential job candidates targeted to a local employment recruiting?rm are routed to the remote CC. Telemarketers may also screen potential candidates for employment recruiters and may further maintain relations with job candidates that are potentially placeable in the future. The screening may include evaluating potential job candidates on their placeability, such as on a G1 to G5 scale. Placeable job candidates participate in follow-up personal interviews, referred to as initial candidate interviews (ICIs), which are conducted by employment recruiters, where the recruiters determine job candidates placeability and the urgency of placing the respective job candidate. The ICI may also include evaluating candidates on their placeability, such as on a scale with P1 to P4 and UP (unplaceable) ratings, and on their urgency, such as on an A to C scale. Prospective employers, i.e., clients, and their respective jobs may also receive an employer rating, such as on a T1 to T5 scale. [0039] The jobs may be obtained by telemarketers that screen employers for follow-up interviews with client ser vice specialists or may be obtained directly by client service specialists. Job candidates may be assigned to recruiters according to the quality of the job candidates and recruiters. Similarly, employers may be assigned to client service specialists according to their respective quality as well. The matching job candidates with jobs may be carried out by applying a team approach and/or a cooperative effort, where employment recruiters and client services specialists share their relative knowledge of job candidates and job o? ers to attain a successful match. The matching may further incor porate the placeability, the urgency, and the employer ratings as factors in performing the proper match The recruiting process may further be enhanced by incorporating the per formance of the group of employment recruiters as a factor in commissions for individual recruiters. For example, the individual recruiter s commission may be increased or decreased according to the overall placements for the rel evant time by the group of recruiters with respect to a predetermined placement goal. [0040] I. Obtaining Candidates and Jobs for Employment Recruiting. [0041] Referring to FIG. 1, a method of obtaining job candidates for employment recruiting may begin by attract ing potential job candidates (101) for employment recruit ing. This can be accomplished in various ways, but generally includes the necessary marketing techniques for initiating communications with potential job candidates, such as advertising (102), e.g., in periodicals such as newspapers or magazines, and web-based marketing (103), such as with an employment?rm web page or via Internet advertisements, e.g., pop up advertisements, banners, etc. The advertise ments preferably provide potential job candidates with con tact information, such as a toll-free number or a local telephone number or numbers, which are assigned to an employment service center (ESC), described further below. [0042] Based on the advertising and marketing, a potential job candidate initiates a phone call (104) with the telephone number or numbers provided, and telemarketers receive the call (105). The term telemarketer as used herein generally refers to a person whose primary function is to conduct business by telephone. At the ESC, calls from potential job candidates may be assigned to the available telemarketer (106). For, example, the next available telemarketer may take the call, or a call back may be directed to a speci?c telemarketer that initiated a cold call to the candidate. Optionally, the telemarketers may be located at one or more

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