SYSTEMS, DEVICES AND METHODS FOR IDENTIFYING AND MATCHING JOB CANDIDATES TO POSITIONS BACKGROUND Field This disclosure generally relates to job candidate screening and selection, and particularly to matching jobs to job candidates. Description of the Related Art The current paradigm of using a resume or a job application as the key part of job candidate screening and selection is fraught with difficulties. Often, the volume of candidates to be considered for a particular position makes searching for key words in a resume or on a job application document inefficient due to the number of matches that may be found and/or the number of qualified candidates that can be passed over. This may be due to the lack of consistency in usage of particular keywords in various industries, due to defective searching, or due to the almost necessary incomplete nature of most if not all resumes. Also, narrowing down lists of candidates who appear somewhat similarly qualified on a resume often involves extensive, time consuming and inefficient personal interviews and investigation by the potential employer or agency. Hence, new approaches to finding highly qualified, experienced and suitable candidates for a given position are desirable. BRIEF SUMMARY A system may be summarized as including at least one processor; at least one processor-readable memory that stores instructions executable by the at least one processor to cause the at least one processor to: determine a relative importance of particular job position requirements to a user versus other job position requirements based at least on input received indicative of which of a plurality of job candidate profile types is preferable to the user; configure a user interface to present the relative importance of particular job position requirements in a chart format; 1 configure the chart to be adjustable by selection of a component of the chart indicative of a relative importance of a particular job position requirement to indicate a different level of relative importance for the particular job position requirement; and receive an indication of the selection; and adjust a candidate selection model based on the received indication of the selection. The instructions executable by the at least one processor may further cause the at least one processor to: receive input indicative of end user specified job position requirements for a specific position; and automatically generate a model job candidate profile based at least on the job position requirements. The instructions executable by the at least one processor may further cause the at least one processor to generate job candidate profile types based at least in part on the received input and the model job candidate profile, the job candidate profile types may include at least one job candidate attribute not matching at least one of the end user specified job position requirements. The instructions executable by the at least one processor may cause the at least one processor to determine the relative importance of particular job position requirements to a user versus other job position requirements by using adaptive choice-based conjoint analysis or a comparable utility assessment analytical tool such as adaptive conjoint analysis. The using adaptive choice-based conjoint analysis may include configuring a user interface to present the plurality of job candidate profile types to the user. The using adaptive choice-based conjoint analysis may further include: receiving input indicative of which of the plurality of the job candidate profile types is preferable to the user; repeating a plurality of times the configuring of the user interface to present the plurality of the job candidate profile types and the receiving input indicative of which of the plurality of the job candidate profile types is preferable to the user, the plurality of the job candidate profile types including at least one different job candidate profile type each time. The particular job position requirements may include at least a quantifier indicating career flexibility of a job candidate. A computer-implemented method may be summarized as including receiving by at least one configured computer system input indicative of job candidate attributes and job position preferences of a job candidate; generating, by 2 the at least one configured computer system, job position types based at least in part on the received input, the job position types including at least one job position attribute not matching at least one of the job position requirements; receiving by the at least one configured computer system information indicative of which of a plurality of the job position types presented to the job candidate is preferable to the job candidate; repeating a plurality of times, by the at least one configured computer system, the receiving information indicative of which of the plurality of the job position types is preferable to the job candidate, the plurality of the job position types including at least one different job position type each time; and determining by the at least one configured computer system a relative importance to the job candidate of particular job position attributes versus other job position attributes based at least on the information received each time that is indicative of which of the plurality of the job position types is preferable to the job candidate. The method may further include identifying by the at least one configured computer system, based on the determining of the relative importance to the job candidate of particular job position attributes, a degree of suitability of the job candidate for a particular job position having the particular job position attributes. The determining by the at least one configured computer system a relative importance to the job candidate of particular job position attributes versus other job position attributes may be part of an adaptive choice-based conjoint analysis used by the at least one configured computer system to determine the relative importance. The method may further include executing, by the at least one configured computer system a job candidate search for the specific job position; finding at least one job candidate as a result of the job candidate search; determining, in response to the job candidate search, a degree of suitability of the at least one job candidate for the specific job position. The method may further include determining what work style preferences, corporate culture, and/or other work attitudinal and psychological profile characteristics are of the job candidate based on the information received indicative of which of the plurality of the job position types is preferable to the job candidate. The method may further include determining a degree to which the job candidate is suitable for one or more of: a job position within a hierarchical structure in an 3 organization and a job position having a high degree of regimen in a workplace in which the job position is set. An embodiment of the invention may be summarized as a non transitory computer-readable medium that stores instructions that when executed by at least one computer system cause the at least one computer system to perform: receiving input indicative of user specified job position requirements for a specific position; automatically generating a model job candidate profile based at least on the job position requirements; generating job candidate profile types based at least in part on the received input and the model job candidate profile, the job candidate profile types including at least one job candidate attribute not matching at least one of the user specified job position requirements; and configuring by the at least one configured computer system a user interface to present a plurality of the job candidate profile types to the user and to present an inquiry of which of the plurality of the job candidate profile types is preferable to the user. The user may be an employer. The user may be an entity acting on behalf of an employer. The user may be an intermediary entity between a job candidate and a potential employer for the job candidate. The job candidate profile types may be hypothetical candidates including attributes related to preferences for a job position in a hierarchical structure or preferences related to a degree of regimen in a workplace. The instructions may further cause the at least one computer system to perform: a job candidate search for a specific job position; finding a job candidate as a result of the job candidate search; configuring, in response to the job candidate search, a user interface to present a job candidate found based at least in part on the input indicative of which of the plurality of the job candidate profile types is preferable to the user; and presenting in a chart format degrees to which the job candidate found fulfills job requirements as compared to a model job candidate profile generated based at least in part on the input indicative of which of the plurality of the job candidate profile types is preferable to the user. The model job candidate profile may be generated based at least in part on the input indicative of which of the plurality of the job candidate profile types is preferable to the user. 4 BRIEF DESCRIPTION OF THE SEVERAL VIEWS OF THE DRAWINGS In the drawings, identical reference numbers identify similar elements or acts. The sizes and relative positions of elements in the drawings are not necessarily drawn to scale. For example, the shapes of various elements and angles are not drawn to scale, and some of these elements are arbitrarily enlarged and positioned to improve drawing legibility. Further, the particular shapes of the elements as drawn, are not intended to convey any information regarding the actual shape of the particular elements, and have been solely selected for ease of recognition in the drawings. Figure 1 is a schematic diagram of a networked environment, including a number of servers and a number of clients communicatively coupled to the servers by one or more networks, of which systems, devices and methods for identifying and matching job candidates to positions may be a part, or in which they may be implemented, according to one illustrated embodiment. Figure 2 is a schematic diagram of an electronic commerce environment having a job candidate matching computer system, an employer computer system, a candidate computer system and another user computer system, communicatively connected over a network, according to one illustrated embodiment. Figure 3 is a functional block diagram of a system for identifying and matching job candidates, according to one illustrated embodiment. Figure 4 is a flow diagram showing a method of identifying job candidates for a specific job position, according to one illustrated embodiment. Figure 5A and Figure 5B, are diagrams of user interfaces, each presenting a different pair of job position type options to a user, according to one illustrated embodiment. Figure 6 is a flow diagram showing a method of selecting job candidates for a specific job position based on adaptive inquiries, according to one illustrated embodiment. Figure 7A and Figure 7B, are diagrams of user interfaces, each presenting a different pair of job candidate type options to a user, according to one illustrated embodiment. 5 Figure 8 is a diagram of a user interface presenting various selected job candidates in a chart format, according to one illustrated embodiment. Figure 9 is a is a diagram of a user interface presenting a degree of a match between selected job candidates for a specific job position, according to one illustrated embodiment. Figure 10 is a flow diagram showing a method of adjusting a job candidate selection model based on input indicative of relative importance of particular job position requirements, according to one illustrated embodiment. Figure 11 is a is a diagram of a user interface presenting various job position requirements, their respective job position requirement levels and the relative importance the particular job position requirements, according to one illustrated embodiment. DETAILED DESCRIPTION In the following description, certain specific details are set forth in order to provide a thorough understanding of various disclosed embodiments. However, one skilled in the relevant art will recognize that embodiments may be practiced without one or more of these specific details, or with other methods, components, materials, etc. In other instances, well-known structures associated with computing systems including client and server computing systems, as well as networks have not been shown or described in detail to avoid unnecessarily obscuring descriptions of the embodiments. Unless the context requires otherwise, throughout the specification and claims which follow, the word "comprise" and variations thereof, such as, "comprises" and "comprising" are to be construed in an open, inclusive sense, that is, as "including, but not limited to." Reference throughout this specification to "one embodiment" or "an embodiment" means that a particular feature, structure or characteristic described in connection with the embodiment is included in at least one embodiment. Thus, the appearances of the phrases "in one embodiment" or "in an embodiment" in various places throughout this specification are not necessarily all referring to the same 6 embodiment. Furthermore, the particular features, structures, or characteristics may be combined in any suitable manner in one or more embodiments. As used in this specification and the appended claims, the singular forms "a," "an," and "the" include plural referents unless the content clearly dictates otherwise. It should also be noted that the term "or" is generally employed in its sense including "and/or" unless the content clearly dictates otherwise. The headings and Abstract of the Disclosure provided herein are for convenience only and do not interpret the scope or meaning of the embodiments. Figure 1 shows a networked environment 100, including servers and clients communicatively coupled to the servers by one or more networks, of which systems, devices and methods for identifying and matching job candidates to positions may be a part, or in which they may be implemented, according to one illustrated embodiment. The network environment 100 includes a number of server computing systems 102a-1 02n (collectively 102). The server computing systems 102 include processors that execute server instructions (i.e., server software) stored on computer-readable storage media to provide server functions in the network environment 100. For example, the server computing systems 102 may serve files, including, but not limited to, job candidate profiles, job positions and job position requirements, stored in one or more databases or other computer-readable storage media 104a-1 04n (collectively 104). The network environment 100 includes a number of client computing systems 106a-1 06n (collectively 106) selectively communicatively coupled to one or more of the server computing systems 102 via one or more communications networks 108. The client computing systems 106 include one or more processors that execute one or more sets of communications instructions (e.g., browser instructions) stored on any of a variety of non-transitory computer-readable storage media 110 (only one illustrated in Figure 1). The client computing systems 106 may take a variety of forms, for instance desktop or laptop personal computers, work stations, mini-computers, mainframe computers, or other computational devices with microprocessors or microcontrollers which are capable of networked communications. The client computing systems 106 may be communicatively 7 coupled to the rest of the network 108 via wired, wireless or a combination of wired and wireless communications channels. The network environment 100 includes a number of telecommunications devices 111 (only one illustrated). Such telecommunications devices 111 may, for example, take the form of Internet or Web enabled cellular phones (e.g., phoneE@. The network environment 100 also includes a number of personal digital assistant (PDA) devices 112 (only one illustrated). Such PDA devices 112 may, for example, take the form of Internet or Web enabled PDAs (e.g., iPHONE®, iPAD@, TREO@, BLACKBERRY@), which may, for example, execute a set of browser instructions or program. The network environment 100 may include any number of a large variety of other devices that are capable of some type of networked communications. The telecommunications devices 110, PDA devices 112, as well as any other devices, may be communicatively coupled to the rest of the network 108 via wired, wireless or a combination of wired and wireless communications channels. The one or more communications networks 108 may take a variety of forms. For instance, the communications networks 108 may include wired, wireless, optical, or a combination of wired, wireless and/or optical communications links. The one or more communications networks 108 may include public networks, private networks, unsecured networks, secured networks or combinations thereof. The one or more communications networks 108 may employ any one or more communications protocols, for example TCP/IP protocol, UDP protocols, IEEE 802.11 protocol, as well as other telecommunications or computer networking protocols. The one or more communications networks 108 may include what are traditionally referred to as computing networks and/or what are traditionally referred to as telecommunication networks or combinations thereof. In at least one embodiment, the one or more communications networks 108 includes the Internet, and in particular, the Worldwide Web or (referred to herein as "the Web"). Consequently, in at least one embodiment, one or more of the server computing systems 102 execute server software to serve HTML source files or Web pages 11 4a-1 14d (collectively 114), and one or more client computing systems 106, 8 telecommunications devices 110 and/or PDAs 112 execute browser software to request and display HTML source files or Web pages 114. The network environment 100 includes an interactive system for identifying and matching job candidates to positions. The interactive system for identifying and matching job candidates to positions may include one or more server computing systems 102, databases 104 and one or more client systems 106, telecommunications devices 111, and/or PDA devices 112. The one or more server computing systems 102 execute instructions stored on non-transitory computer-readable storage media that cause the server computing systems 102 to provide job candidate information and job candidate matching services, and provide communications during or in connection with such services to and between one or more client systems 106, telecommunications devices 111, and/or PDA devices 112. Also, the one or more client systems 106, telecommunications devices 111, and/or PDA devices 112 may also provide such services to others under control of and in connection with the one or more server systems 102 to other client systems 106, telecommunications devices 111, and/or PDA devices. For instance, one or more server computing systems 102 may provide a Web page to one or more client systems 106 displaying particular pieces of information regarding job candidates or job positions at the request over the Web by the one or more server computing systems 102 or by one or more client systems 106. The instructions may also cause the one or more server computing systems 102 to provide information to a client computing system or other device to facilitate viewing online information regarding particular job candidate profiles, job candidate type options and/or job position types. For example, job position type options or job candidate type options, and selected job candidates may be presented by the one or more computing systems 102 to job candidates or employers operating the one or more client computing systems 106 at the request of the one or more server computing systems 102 or the one or more client computing systems 106 directly. Although not required, the embodiments will be described in the general context of computer-executable instructions, such as program application 9 engines, objects, or macros stored on computer- or processor-readable storage media and executed by a computer or processor. Those skilled in the relevant art will appreciate that the illustrated embodiments as well as other embodiments can be practiced with other affiliated system configurations and/or other computing system configurations, including hand-held devices, multiprocessor systems, microprocessor-based or programmable consumer electronics, personal computers ("PCs"), network PCs, mini computers, mainframe computers, and the like. The embodiments can be practiced in distributed computing environments where tasks or engines are performed by remote processing devices, which are linked through a communications network. In a distributed computing environment, program engines may be located in both local and remote memory storage devices. Figure 2 shows an electronic commerce environment 200 comprising one or more job candidate matching computer systems 102, employer computer systems 262, candidate computer systems 264, and other user computer systems 266, communicatively coupled by one or more communications channels, for example one or more local area networks (LANs) 208 or wide area networks (WANs) 210. The employer computer systems 262 may include those computer systems of other entities or third parties acting on behalf of the employer or as agents of the employer. The other user computer systems 266 may include any other user computer system including, but not limited to, computer systems of: third parties acting on behalf of an employer, job candidate or job candidate matching service, other intermediary users providing intermediary, follow-on or add-on services to the job candidate matching services provided by the job candidate matching computer system 102, testing services or agencies, data providers, etc. The job candidate matching computer system 102 will at times be referred to in the singular herein, but this is not intended to limit the embodiments to a single device since in typical embodiments, there may be more than one job candidate matching computer system or devices involved. Unless described otherwise, the construction and operation of the various blocks shown in Figure 2 are of conventional design. As a result, such blocks need not be described in further detail herein, as they will be understood by those skilled in the relevant art. 10 The job candidate matching computer system 102 may include one or more processing units 212a, 212b (collectively 212), a system memory 214 and a system bus 216 that couples various system components including the system memory 214 to the processing units 212. The processing units 212 may be any logic processing unit, such as one or more central processing units (CPUs) 212a, digital signal processors (DSPs) 212b, application-specific integrated circuits (ASICs), field programmable gate arrays (FPGAs), etc. The system bus 216 can employ any known bus structures or architectures, including a memory bus with memory controller, a peripheral bus, and a local bus. The system memory 214 includes read only memory ("ROM") 218 and random access memory ("RAM") 220. A basic input/output system ("BIOS") 222, which can form part of the ROM 218, contains basic routines that help transfer information between elements within the job candidate matching computer system 102, such as during start-up. The job candidate matching computer system 102 may include a hard disk drive 224 for reading from and writing to a hard disk 226, an optical disk drive 228 for reading from and writing to removable optical disks 232, and/or a magnetic disk drive 230 for reading from and writing to magnetic disks 234. The optical disk 232 can be a CD-ROM, while the magnetic disk 234 can be a magnetic floppy disk or diskette. The hard disk drive 224, optical disk drive 228 and magnetic disk drive 230 may communicate with the processing unit 212 via the system bus 216. The hard disk drive 224, optical disk drive 228 and magnetic disk drive 230 may include interfaces or controllers (not shown) coupled between such drives and the system bus 216, as is known by those skilled in the relevant art. The drives 224, 228 and 230, and their associated computer-readable storage media 226, 232, 234, may provide nonvolatile and non-transitory storage of computer readable instructions, data structures, program engines and other data for the job candidate matching computer system 102. Although the depicted job candidate matching computer system 102 is illustrated employing a hard disk 224, optical disk 228 and magnetic disk 230, those skilled in the relevant art will appreciate that other types of computer readable storage media that can store data accessible by a computer may be employed, such as magnetic cassettes, flash memory, digital video disks ("DVD"), Bernoulli cartridges, RAMs, ROMs, smart cards, etc. 11 Program engines can be stored in the system memory 214, such as an operating system 236, one or more application programs 238, other programs or engines 240 and program data 242. Application programs 238 may include instructions that cause the processor(s) 212 to automatically provide job candidate identification and matching services, job candidate information and job position information to and between one or more employer computer systems 262, candidate computer systems 266, and/or other user computer systems 266. Other program engines 240 may include instructions for handling security such as password or other access protection and communications encryption. The system memory 214 may also include communications programs for example a Web client or browser 244 for permitting the job candidate matching computer system 102 to access and exchange data with sources such as Web sites of the Internet, corporate intranets, extranets, or other networks as described below, as well as other server applications on server computing systems such as those discussed further herein. The browser 244 in the depicted embodiment is markup language based, such as Hypertext Markup Language (HTML), Extensible Markup Language (XML) or Wireless Markup Language (WML), and operates with markup languages that use syntactically delimited characters added to the data of a document to represent the structure of the document. A number of Web clients or browsers are commercially available such as those from Mozilla, Google and Microsoft of Redmond, Washington. While shown in Figure 2 as being stored in the system memory 214, the operating system 236, application programs 238, other programs/engines 240, program data 242 and browser 244 can be stored on the hard disk 226 of the hard disk drive 224, the optical disk 232 of the optical disk drive 228 and/or the magnetic disk 234 of the magnetic disk drive 230. An operator can enter commands and information into the job candidate matching computer system 102 through input devices such as a touch screen or keyboard 246 and/or a pointing device such as a mouse 248, and/or via a graphical user interface. Other input devices can include a microphone, joystick, game pad, tablet, scanner, etc. These and other input devices are connected to one or more of the processing units 212 through an interface 250 such as a serial port interface that couples to the system bus 216, although other interfaces such as a 12 parallel port, a game port or a wireless interface or a universal serial bus ("USB") can be used. A monitor 252 or other display device is coupled to the system bus 216 via a video interface 254, such as a video adapter. The job candidate matching computer system 102 can include other output devices, such as speakers, printers, etc. The job candidate matching computer system 102 can operate in a networked environment using logical connections to one or more remote computers and/or devices as described above with reference to Fig. 1. For example, the job candidate matching computer system 102 can operate in a networked environment using logical connections to one or more employer computer systems 262, candidate computer systems 264 and/or other user computer systems 266. Communications may be via a wired and/or wireless network architecture, for instance wired and wireless enterprise-wide computer networks, intranets, extranets, and the Internet. Other embodiments may include other types of communication networks including telecommunications networks, cellular networks, paging networks, and other mobile networks. The employer computer system 262 may take the form of a conventional mainframe computer, mini-computer, workstation computer, personal computer (desktop or laptop), or handheld computer. The employer computer system 262 may include a processing unit 268, a system memory 269 and a system bus (not shown) that couples various system components including the system memory 269 to the processing unit 268. The employer computer system 262 will at times be referred to in the singular herein, but this is not intended to limit the embodiments to a single employer computer system 262 since in typical embodiments, there may be more than one employer computer system 262 or other device involved. Non-limiting examples of commercially available computer systems include, but are not limited to, an 80x86 or Pentium series microprocessor from Intel Corporation, U.S.A., a PowerPC microprocessor from IBM, a Sparc microprocessor from Sun Microsystems, Inc., a PA-RISC series microprocessor from Hewlett Packard Company, or a 68xxx series microprocessor from Motorola Corporation. The processing unit 268 may be any logic processing unit, such as one or more central processing units (CPUs), digital signal processors (DSPs), 13 application-specific integrated circuits (ASICs), field programmable gate arrays (FPGAs), etc. Unless described otherwise, the construction and operation of the various blocks of the employer computer system 262 shown in Figure 2 are of conventional design. As a result, such blocks need not be described in further detail herein, as they will be understood by those skilled in the relevant art. The system bus can employ any known bus structures or architectures, including a memory bus with memory controller, a peripheral bus, and a local bus. The system memory 269 includes read-only memory ("ROM") 270 and random access memory ("RAM") 272. A basic input/output system ("BIOS") 271, which can form part of the ROM 270, contains basic routines that help transfer information between elements within the peripheral computing system 114, such as during start up. The employer computer system 262 may also include one or more media drives 273 (e.g., a hard disk drive, magnetic disk drive, and/or optical disk drive) for reading from and writing to computer-readable storage media 274 (e.g., hard disk, optical disks, and/or magnetic disks). The computer-readable storage media 274 may, for example, take the form of removable media. For example, hard disks may take the form of a Winchester drives, optical disks can take the form of CD-ROMs, while magnetic disks can take the form of magnetic floppy disks or diskettes. The media drive(s) 273 communicate with the processing unit 268 via one or more system buses. The media drives 273 may include interfaces or controllers (not shown) coupled between such drives and the system bus, as is known by those skilled in the relevant art. The media drives 273, and their associated computer readable storage media 274, provide nonvolatile storage of computer readable instructions, data structures, program engines and other data for the employer computer system 262. Although described as employing computer-readable storage media 274 such as hard disks, optical disks and magnetic disks, those skilled in the relevant art will appreciate that employer computer system 262 may employ other types of computer-readable storage media that can store data accessible by a computer, such as magnetic cassettes, flash memory cards, digital video disks ("DVD"), Bernoulli cartridges, RAMs, ROMs, smart cards, etc. Data or information, for example, data from human resource management programs or tools, third party 14 tracking programs or tools, etc., can be stored in the computer-readable storage media 274. Program engines, such as an operating system, one or more application programs, other programs or engines and program data, can be stored in the system memory 269. Program engines may include instructions for handling security such as password or other access protection and communications encryption. The system memory 269 may also include communications programs for example a Web client or browser that permits the employer computer system 262 to access and exchange data with sources such as Web sites of the Internet, corporate intranets, extranets, or other networks as described below, as well as other server applications on server computing systems such as those discussed further below. The browser may, for example be markup language based, such as Hypertext Markup Language (HTML), Extensible Markup Language (XML) or Wireless Markup Language (WML), and may operate with markup languages that use syntactically delimited characters added to the data of a document to represent the structure of the document. While described as being stored in the system memory 269, the operating system, application programs, other programs/engines, program data and/or browser can be stored on the computer-readable storage media 274 of the media drive(s) 273. An operator can enter commands and information into the employer computer system 262 via a user interface 275 through input devices such as a touch screen or keyboard 276 and/or a pointing device 277 such as a mouse. Other input devices can include a microphone, joystick, game pad, tablet, scanner, etc. These and other input devices are connected to the processing unit 269 through an interface such as a serial port interface that couples to the system bus, although other interfaces such as a parallel port, a game port or a wireless interface or a universal serial bus ("USB") can be used. A display or monitor 278 may be coupled to the system bus via a video interface, such as a video adapter. The employer computer system 262 can include other output devices, such as speakers, printers, etc. The employer computer system 262 includes instructions stored in non-transitory computer-readable storage media that cause the processor(s) of the 15 employer computer system 262 to provide information regarding job requirements and candidate type preferences to the job candidate matching computer system 102 and receive information regarding identified matching candidates, job type preferences of candidates, and candidate type preferences, etc. The candidate computer system 264 may have identical or similar components to the previously described computer systems, for example a processing subsystem 280 including one or more non-transitory processor and computer-readable memories, a media subsystem including one or more drives and computer-readable storage media, and one or more user interface subsystems 282 including one or more keyboards, keypads, displays, pointing devices, graphical interfaces and/or printers. The candidate computer system 264 includes instructions stored in non-transitory computer-readable storage media that cause the processor(s) of the candidate computer system 264 to provide information regarding candidate experience, background information and job type preferences to the job candidate matching computer system 102, and also receive information regarding job type preferences and job position matches. The other user computer system 266 may take a variety of forms, for example one or more personal computers, server computers, mainframe computers, mini-computers, microcomputers or workstations. The other user computer system 266 may have identical or similar components to the previously described computer systems, for example a processing subsystem 286 including one or more non-transitory processor and computer-readable memories, a media subsystem 288 including one or more drives and computer readable storage media, and one or more user interface subsystems 290 including one or more keyboards, keypads, displays, pointing devices, graphical interfaces and/or printers. The other user computer system 266 may include instructions that cause the processor(s) of the other user computer system 266 to provide information regarding candidate experience, candidate background information and job type preferences to the job candidate matching computer system 102 and receive information regarding job type preferences and job position matches. The other user computer system 266 may also include instructions that cause the processor(s) of 16 the other user computer system 266 to provide information regarding job requirements and candidate type preferences to the job candidate matching computer system 102 and receive information regarding identified matching candidates, job type preferences of candidates, and candidate type preferences, etc. Figure 3 is a functional block diagram of a system for identifying and matching job candidates 300, according to one illustrated embodiment. Shown are a job candidate entity 302, an employer entity 304, and another user entity 306. The job candidate entity 302, employer entity 304, and user entity 306, may, for example, have corresponding networked computer systems such as those described above with reference to Figure 1 and Figure 2. However, the physical location of such computer systems under control of each entity may be in various locations with, or remote from, the various physical business locations, office headquarters, retail centers, or residences associated with each entity. There are likely multiple job candidates 302, employers 304 (or employer affiliates or contractors), and other users 306, and the system is not limited to the particular embodiment shown in Figure 3. Also shown are various online activities, services provided and components implemented by the networked job candidate matching computer system 102 of Figure 2. These include an online job candidate matching access point 310, a job candidate information gathering engine 312, an employer information gathering engine 314 and an information analysis and matching engine 316, each in operable communication with the online job candidate matching access point 310. The online job candidate matching access point 310 provides online access (e.g., though Web pages) to the job candidate 302, employer 304 and other user 306 to the overall job candidate matching system and in particular to the a job candidate information gathering engine 312, employer information gathering engine 314 and an information analysis and matching engine 316. The online job candidate matching access point 310 may also provide secure access functionality such as a log in screen and user or job candidate verification and authentication functionality. The job candidate information gathering engine 312 is operable to gather or receive any relevant information regarding the job candidate from the job 17 candidate or other sources including, but not limited to personal details, name, any possible aliases and previous names (e.g., maiden name), address, phone numbers, and email addresses, preferences for contact, degree of job search interest (e.g., actively looking, passively interested, etc.), work experience, education, job type preferences, compensation and/or benefits history, compensation and/or benefits preferences or requirements, work environment preferences, and military service history. For example, the job candidate may first be asked by the job candidate information gathering engine 312 to describe his or her profession, and if applicable, previous or other professions. Options may include a wide range of possibilities and will allow for sub-categorization (e.g., operating room nurse within nursing within medical health practitioner) as well as multiple profession categorizations (e.g., nursing prior to becoming a doctor or osteopathy). The job candidate will also be in a position to highlight specific sets of skills (e.g., engineering background for a general manager). The job candidate information gathering engine 312 may provide a set of labels that applies to the job candidate and is acceptable to the job candidate. Contact and personal details may be maintained in a separate database or other mechanism to maximize security. Also, information regarding education, such as degrees, diplomas, areas of study, majors, minors, educational institutions, location of institution, dates of attendance, honors and awards, grade point average (GPA), extracurricular activities, international experience and language capabilities is gathered. The gathered information may also include information regarding professional certificates, post-graduate training programs, executive training programs, continuing educational programs, volunteer and other activities, publications, presentations, and papers. The job candidate information gathering engine 312 gathers information about the nature of the educational experience, and the relevance to career, professional development, and personal development. The job candidate information gathering engine 312 may also ask to what extent the job candidate is interested in pursuing further educational experiences and under what circumstances. Each item may, for example, be processed or gathered with a separate screen with one or more fillable fields. The job candidate information gathering engine 312 may provide a summary page including a high level overview 18 of all educational experiences, pulled into distinct categories (e.g., university degrees, executive programs, etc.) In many embodiments, not all data will be gathered for all items. A job candidate who completed a degree twenty years ago may not remember his or her GPA or the precise attendance dates. Also, some candidates may not be willing to share GPA or other details. GPA probably will be more relevant for recent graduates than it is for job candidates with at least several years of experience. The job candidate information gathering engine 312 may provide job candidates with the understanding that not all data is absolutely essential or even relevant. In some embodiments, the job candidate information gathering engine 312 may ask whether or not the job candidate wishes to provide further details for each specific educational event. The job candidate information gathering engine 312 may provide drop down menus and pre-categorized options to the job candidate to capture data. The job candidate will be provided the opportunity to use an open-ended text field to further describe a particular area in the event the job candidate does not feel that the pre-categorized options adequately capture the information. The job candidate information gathering engine 312 may employ a database of relevant academic institutions, degrees, and so forth. This database may be used by a mechanism through which the job candidate information gathering engine 312 may verify educational background. The job candidate information gathering engine 312 may verify employment using a similar mechanism. The job candidate information gathering engine 312 uses the same or similar process as described above for the collection of a job candidate's educational background to collect employment experience. However, in some embodiments, much more detail is gathered about the job candidate's current and/or previous employer including, but not limited to: size, ownership, business area, overall corporate structure, sales, etc., the type of work done, the structure of the organization within which the job candidate works or worked, the nature of the tasks associated with the position, and the environment within which the work was done (e.g., team versus individual, predictable versus unpredictable daily routine, clearly delineated daily or other periodically assigned tasks versus self-defined tasks, etc.). 19 For each position, the job candidate information gathering engine 312 will ask the job candidate about key accomplishments, challenges, likes and dislikes. Questions will be asked by the job candidate information gathering engine 312 to determine the degree of comfort the job candidate experienced with respect to the characteristics of the position as well as the work environment or culture. Included may be questions about whether or not the job candidate believes these work environment features are or were effective and whether or not the job candidate would prefer a comparable position or work environment in a next position. Using this data, the candidate information gathering engine 312 forms a combined profile of the nature of the work and the associated business processes and corporate culture characteristics that fit a particular job candidate. As the job candidate information gathering engine 312 database of types of positions, employers and types of job candidates expands, a number of patterns may emerge that the job candidate information gathering engine 312 uses in providing a profile not only of specific type of job candidates but also of specific companies or organizations. The job candidate information gathering engine 312 and information analysis and matching engine 316 use these assessments to describe the possible fit of a particular job candidate with a specific position. The job candidate information gathering engine 312 also verifies employment as appropriate through electronic means. For example, information gathering engine 312 can send and receive public or private records, such as professional listings and profiles from various sources (e.g., from www.Linkedin.com) to assist in verifying employment. The job candidate information gathering engine 312 may pre categorize many of the job candidate variables for ease of selection, but will also incorporate open-ended fields for job candidates to provide additional information as deemed relevant by the job candidate. Review and analysis of these open-ended fields by the information analysis and matching engine 316 will possibly lead to the identification of additional pre-categorized options. In one embodiment, each position held by the job candidate will cause a different screen to be presented for the candidate to complete regarding that position. The job candidate information gathering engine 312 may also provide an option for the job candidate to indicate 20 whether or not a current employer can be identified by name rather than by description to prospective employers. The employer information gathering engine 314 enables the user (e.g., employer) to enter employer information, review account characteristics and details, enables modifications to be made to the account and allows users to view information on past searches for job candidates, access information on current searches, and start a new search. A new candidate search process is started by the employer information gathering engine 314 gathering details regarding the position in predetermined fields (e.g., title, division, department, location, placement in the organizational structure, reporting structure, and key responsibilities, etc.). The employer information gathering engine 314 provides drop-down pre-categorized options to the user. Details of the individual user providing the input will also be gathered. Included may be information concerning, name, title and role in the hiring process. The employer information gathering engine 314 starts the position and model candidate description process with gathering from the user, such as by providing a drop-down list, the general position category (e.g., engineer, nurse, architect, lecturer, accountant, marketer, business development, corporate development, attorney, receptionist, game designer, general manager, and so forth). Following the identification of the general position category, the employer information gathering engine 314 provides the user with the option to specify further, using additional drop-down categories, details of the position. In the case of the engineer position, for example, sub-categories of civil, electrical, aeronautic, and so forth can be selected. The employer information gathering engine 314 may also obtain from the user information about additional skills that are relevant to the position. Examples of additional skills include, but are not limited to management, sales, customer relations, proposal writing, engineering plan drafting, and so forth. The information gathering engine 314 will then generate an initial model candidate profile. During this iterative stage of the process, the information gathering engine 314 may provide the user with the opportunity to select as many specific experience, education, language capabilities, international experience, 21 compensation, publications, location, and personal profile job requirements (i.e., job requirement parameters) as are available or desired. For each job requirement parameter, the user may be provided the opportunity to select the degree or level of the job requirement parameter. For example, the user may select the option of five years of functional civil engineering experience, two years of bridge design and drafting experience, and five years of project management experience. It is not essential for the user to establish minimum parameter quantifiers or indicate whether the specific parameter and its quantifier are essential or optional. The information gathering engine 314 and information analysis and matching engine 316 work together to provide a "model candidate profile" summary during this process. As parameters and their quantifiers are selected, the system will add these parameters and quantifiers to the "model candidate profile" and "model candidate profile" summary. When finished, the information gathering engine 314 provides the user a "Finish Model Candidate Profile" option. The information gathering engine 314 provides the user with a printed summary of the "model candidate profile" and may cause this profile to be emailed or otherwise communicated electronically to a selected email address or other destination. The information gathering engine 314 maintains a record of this profile, which can be edited by the user. Based on the information gathered by the job candidate information gathering engine 312, the information analysis and matching engine 316 generates a series of parameters relating to job preference of the job candidate and value alternatives for each of these parameters. These parameters and their associated values are determined for each specific job candidate. However, there are patterns identified by the information analysis and matching engine 316 general to groups of members. For example, one parameter may be profession (software programmer versus drug development company human resource manager), another parameter may be work environment (team versus hierarchical structure), location (current city versus other continent), company characteristics (international conglomerate versus small start-up), or compensation mix (moderate base salary and no bonus versus low base salary and huge bonus potential), and so forth. 22 The information gathering engine 312 and the information analysis and matching engine 316 determines, for each job candidate, the relative utility of each parameter within the job candidate's relevant ranges. This relative utility of each parameter is the relative importance of the parameter to the job candidate. The mechanism used by the information analysis and matching engine 316 to determine these utilities may be based on a conjoint analysis or comparable Bayesian utility assessment and trade-off technique such as adaptive choice-based conjoint analysis. The objective of conjoint analysis is to determine what combination of a limited number of attributes is most influential on respondent choice or decision making. In some embodiments, the Bayesian or conjoint analysis process may involve electronically presenting job position types or hypothetical job positions including different ones of the generated value alternatives to job candidates and receiving responses to such presenting of job position types indicating preferences for particular job position types over others. The information gathering engine 312 then receives indications of preferences between the job position types presented to determine the relative importance of particular parameters to the job candidate. In other embodiments, the Bayesian or conjoint analysis process may include receiving rank order preferences from users regarding particular job position types, or a combination of techniques to elicit information regarding preferences of a job candidate between particular job position types. The indications of preferences between the job position types presented and other input gathered by the job candidate information gathering engine 312 may also be used to determine relative importance of particular parameters to the job candidate based on a career flexibility assessment. the career flexibility assessment may be determined on the basis of how long candidates remain in one general career category (engineering, for example) though the job candidate may certainly have different functions within that general category (e.g., drafting, construction, project management, sales, group management). In one embodiment, the career flexibility assessment may be determined on the basis of a career pattern. This is enabled by having quantitative data provided as a result of the indications of preferences between the job position types presented. The 23 quantitative data combined with the input gathered from the job candidate enables identification of patterns in the responses. This process includes a combination of discriminant and cluster analysis; the former to see how candidates differ and the latter to determine the general categories to which candidates belong. An example of such a process involving receiving indications of preferences between the job position types is described further below with reference to Figure 4. In one embodiment, the job candidate information gathering engine 312 presents a set of questions to job candidates about previous positions a candidate had that address work style, corporate culture and other work-related attitudinal and psychological profiling factors such as team orientation, hierarchical structure in the organization, degree of regimen in the workplace and the degree of comfort in it. The responses to the questions are quantified and may be incorporated into the conjoint analysis process described herein. For example, the various job position attributes related to team orientation, hierarchical structure in the organization, degree of regimen in the workplace, etc., are included to varying degrees in the job position types or hypothetical job positions presented to the job candidate according to the quantified responses to determine what the candidate's underlying work style preferences are. The job candidate's underlying work style preferences are determined in order to assess the relative importance of particular parameters to the job candidate. Also, based on the information gathered by the job candidate information gathering engine 312 and the employer information gathering engine 314, the information analysis and matching engine 316 electronically presents job candidate types or hypothetical job candidates to the user (i.e., employer) and electronically receives indications of preferences between the job candidate types presented to determine the relative importance to the user of particular job requirement parameters related to the job candidates. The particular job candidate types or hypothetical job candidates may also be determined on an iterative basis by the information analysis and matching engine 316 using conjoint analytical or comparable techniques, on the basis of the job requirement parameters, their quantifiers or levels selected by the user, and previous selections and indicated preferences of the user. This process is used by 24 the information analysis and matching engine 316 to assess the overall "model candidate profile" utility function. This overall "model candidate profile" utility function is the specific utility of each job requirement parameter and its quantifier or level (i.e., the relative importance of the job requirement parameters of the "model candidate profile" to the user). The information analysis and matching engine 316 may also provide, on a continuous basis, a running indicator of the number of potential candidates included in the database that meet the specific criteria selected by the client. The information analysis and matching engine 316 then screens a database including the information gathered by the job candidate information gathering engine 312 for candidates whose profiles fit the user's "model candidate profile" on an overall utility assessment basis. While specific candidates may not meet all of the user's parameters and their quantifiers, often the balance of the candidate's profile provides an overall suitable utility. This utility can provide the client with an assessment of how good a fit there is between the position and the candidate. An example of such a process and presentation of such information is described and shown further below with reference to Figures 6 through Figure 9. Figure 4 shows a method 400 of identifying candidates for a specific job position, according to one illustrated embodiment. The method starts at 402, in which input indicative of job candidate attributes and job position preferences of a job candidate are received by the job candidate information gathering engine 312. For example, the job candidate attributes and job position preferences may be one or more of those described above gathered by the job candidate information gathering engine 312 with reference to Figure 3. At 404, the information analysis and matching engine 316 generates job position types based at least in part on the received input. The job position types include at least one job position attribute not matching at least one of the job position requirements. For example, the job position attribute is a job position parameter value such as those described above with reference to Figure 3 not matching specific job requirement levels or quantifiers in the "model candidate profile." At 406, the information analysis and matching engine 316 configures a user interface to present a plurality of the job position types to the job candidate and 25 presents an inquiry of which of the plurality of the job position types is preferable to the job candidate. Examples of such inquiries are shown in Figure 5A and Figure 5B. At 408, the information analysis and matching engine 316 receives input indicative of which of the plurality of the job candidate profile types is preferable to the job candidate. For example, the job candidate may select via a user interface one job candidate profile type versus another job the job candidate profile type to indicate it is preferable over the other the job candidate profile type. Also, this indication may be received as a result of the job candidate rank ordering various job profile types via a user interface of the system for identifying and matching job candidates 300. At 410, the information analysis and matching engine 316 determines whether adaptive inquiries are finished regarding which ones of the plurality of the job position types is preferable to the job candidate over other ones of the plurality of the job position types. If the adaptive inquiries are not finished regarding which ones of the plurality of the job position types is preferable, the process continues to 406 to configure a user interface to present a plurality of the job position types to the job candidate and present an inquiry of which of the plurality of the job position types is preferable to the job candidate. The particular job position types presented are adapted or changed based at least in part on the previous input indicative of which of the plurality of the job position types previously presented is preferable to the job candidate. In this way, each inquiry provides further information regarding the relative importance of the job position attributes (i.e., parameters) to the job candidate. If the adaptive inquiries are finished regarding which ones of the plurality of the job position types is preferable, the process continues to 412. At 412, the information analysis and matching engine 316 determines a relative importance to the job candidate of particular job position attributes versus other job position attributes and the relative importance to the employer of particular job position requirements provided by the employer. This determination is based, at least in part, on the input received each time, in response to the adaptive inquiries indicative of which of the plurality of the job position types is preferable to the job 26 candidate and also adaptive inquiries indicative of which candidate types are preferable to the employer versus other job candidate types. At 414, the information analysis and matching engine 316 identifies one or more job candidates based on the relative importance to the job candidate of particular job position attributes and the relative importance to the employer of particular job position requirements as determined at 412. Figure 5A and Figure 5B show user interfaces 500a and 500b, respectively, each presenting a different pair of job position type options to a user, according to one illustrated embodiment. Figure 5A shows a user interface 500a presenting job position type options to job candidates, according to one illustrated embodiment, that may be used in conjunction with the method 400 of Figure 4. Shown are two example successive inquiries within the two example user interfaces 500a and 500b. Interface 500a includes an inquiry 506 as to what a job candidate's preference is between example job position type A and job position type B. Job position type A and job position type B may be hypothetical job positions and include various job position attributes or parameters selected based on the job candidate and job preference information initially input by the job candidate. As shown in interface 500a, the job candidate is given options 508 to indicate preference of one job position type over the other job position type, to indicate no preference, or to indicate that neither job position type is in any way desirable. Interface 500b gives the same options 508 to indicate preference of one job position type over the other job position type, but includes a new combination of job position types from which to choose (including job position type B and C instead of job position type A and B). Figure 6 shows a method of selecting job candidates for a specific job position, according to one illustrated embodiment. The method starts at 602, in which input indicative of end user specified job position requirements for a specific position is received by the employer information gathering engine 314. For example, the specified job position requirements for a specific position may be one or more of those described above gathered by the employer information gathering engine 314 with reference to Figure 3. 27 At 604, the employer information gathering engine 314 automatically generates a model job candidate profile based at least on the job position requirements. At 606, the information analysis and matching engine 316 generates job candidate profile types based at least in part on the received input and the model job candidate profile. The job candidate profile types include at least one job candidate attribute not matching at least one of the end user specified job position requirements such that preferences between candidates that do not fit exactly the model candidate profile may be determined. At 608, the information analysis and matching engine 316 configures a user interface to present a plurality of the job candidate profile types to a user and to present an inquiry of which of the plurality of the job candidate profile types is preferable to the user. Examples of such inquiries are shown in Figure 7A and Figure 7B. At 610 the information analysis and matching engine 316 receives input indicative of which of the plurality of the job candidate profile types is preferable to the job candidate. This input is received in response to the inquiry of which of the plurality of the job candidate profile types is preferable to the user. At 612, the information analysis and matching engine 316 determines whether adaptive inquiries are finished regarding which ones of the plurality of the job candidate profile types is preferable to the user over other ones of the plurality of the job candidate profile types. If the adaptive inquiries are not finished regarding which ones of the plurality of the job candidate profile types is preferable, the process continues to 608 to configure a user interface to present a plurality of the job candidate profile types to the user and present an inquiry of which of the plurality of the job candidate profile types is preferable to the user. The particular job candidate profile types presented are adapted or changed based at least in part on the previous input indicative of which of the plurality of the job candidate profile types previously presented is preferable to the user. In this way, each inquiry provides further information regarding the relative importance of the job position requirements (i.e., job requirement parameters) to the user. If the adaptive inquiries are finished 28 regarding which ones of the plurality of the job candidate profile types is preferable, the process continues to 614. At 614, the information analysis and matching engine 316 determines a relative importance to the user of particular job candidate attributes versus other job candidate attributes. This determination is based, at least in part, on the input received each time in response to the adaptive inquiries. The input is indicative of which of the plurality of the job candidate types is preferable to the user. At 616, the information analysis and matching engine 316 identifies one or more job candidates based at least in part on the model job candidate profile and the determined relative importance to the user of particular job position requirements versus other job position requirements. Figure 7A and Figure 7B show user interfaces 700a and 700b, respectively, each presenting a different pair of job candidate type options to a user, according to one illustrated embodiment. Figure 7A shows a user interface 700a presenting job candidate type options to a user, according to one illustrated embodiment, that may be used in conjunction with the method 600 of Figure 6. Within the interfaces 700a and 700b, shown are two example successive inquiries. Interface 700a includes an inquiry 706 as to what a user's preference is between example job candidate type A and job candidate type B. Job candidate type A and job candidate type B may be hypothetical job candidates and include various candidate attributes matching or not matching job position requirements or parameters selected based on the job requirement information initially input by the user. As shown in interface 700a, the user is given options 708 to indicate preference of one job candidate type over the other job candidate type, to indicate no preference, or to indicate that neither job candidate type is in any way desirable. The Inquiry in interface 700b gives the same options 708 to indicate preference of one job candidate type over the other job candidate type, but includes a new combination of job candidate types from which to choose (including job candidate type B and C instead of job candidate type A and B). Figure 8 shows a user interface presenting various selected job candidates in a chart format, according to one illustrated embodiment. The user interface 800 shows example job position requirements input by the user for a 29 particular job position and the extent which various candidates selected, for example, according to the method shown in Figure 6, fulfill the particular job position requirement relative to each other and to the model candidate profile. Note that under job position requirement 1 802, there are four job candidates 806, 804, 810, and 812 with varying levels of job requirement fulfillment shown next to the model candidate 804. Also, shown is an interactive adjustment 812 (e.g., in the form a selectable icon) that may be selected by the user to adjust a desired range within which the corresponding job position requirement level may fall. For example, the user may indicate the model candidate is to have 3-5 years of experience instead of 1-2 years of experience by adjusting upper and lower ends of the selectable icon 812. This will adjust the level of the corresponding job position requirement 802 for the model candidate profile for subsequent job candidate searches. The interface may display such information in other chart or graph formats, including other bar chart formats, radar graphs, pie charts, etc. Figure 9 shows a user interface 900 presenting a degree of a match between selected job candidates for a specific job position, according to one illustrated embodiment. This is referred to as a "position utility assessment" 918 as shown on the user interface 900. Shown are four example job candidates, candidate 1 902, candidate 2 904, candidate 3 906 and candidate 4 908. Next to each example job candidate is the assigned rating category indicating the degree of suitability of the job candidate for the specific position. Factors included in determining the degree of suitability may include, but are not limited to: how similar the background and experiences of the candidate are to the attributes of the position, the likelihood or probability the particular job candidate will stay in the position over a particular period of time and the likelihood or probability the particular job candidate will accept a job offer for the position. These factors may be determined, at least in part, for example, according to the method of Figure 4. In the example provided, candidate 1 902 is determined as having a moderate position utility assessment 910, candidate 2 904 is determined as having a high position utility assessment 912, candidate 3 906 is determined as having a very high position utility assessment 914 and candidate 4 908 is determined as having a low position utility assessment 916. The interface 900 may display such information 30 in other chart or graph formats, including other bar chart formats, radar graphs, pie charts, etc. and may be display such information on the same screen, window or in proximity with the chart of Figure 8 or within other user interfaces or screens of the system for identifying and matching job candidates 300. Figure 10 shows a method 1000 of adjusting a job candidate selection model based on input indicative of relative importance of particular job position requirements, according to one illustrated embodiment. At 1002, the information analysis and matching engine 316 determines a relative importance of particular job position requirements to a user versus other candidate attributes. This determination may be based at least on input received from a user indicative of which of a plurality of job candidate profile types is preferable to the user (e.g., according to the method of Figure 6). At 1004 the information analysis and matching engine 316 configures a user interface to present the relative importance of particular job position requirements in a chart format. At 1006, the information analysis and matching engine 316 configures the chart to be adjustable by selection of a component of the chart indicative of a relative importance of a particular job position requirement to indicate a different level of relative importance for the particular job position requirement. At 1008, the information analysis and matching engine 316 receives an indication of the selection (e.g., from the user). At 1010, the information analysis and matching engine 316 adjusts a candidate selection model based on the received indication of the selection (e.g., adjusts the model job candidate profile generated in the method of Figure 6). Figure 11 shows a user interface 1100 presenting various job position requirements 112, their respective job position requirement levels and the relative importance the particular job position requirements, according to one illustrated embodiment. As shown, job position requirement 1 1114 has an adjustable bar 1116 indicating the level at which the job position requirement 1 1114 was set for a model job candidate. This chart is interactive such that the bar 116 may be adjustable by the user to indicate a different desired level of the job requirement. Also, shown is an interactive adjustment 1118 (e.g., in the form of a selectable icon) that may be 31 selected by the user to adjust a desired range within which the corresponding job position requirement level may be acceptable. For example, the user may indicate the model candidate is to have 7-10 years of experience instead of 5-10 years of experience by adjusting upper and lower ends of the selectable icon. Also, with respect to the chart of method 1000 that is adjustable by selection of a component of the chart indicative of a relative importance of a particular job position requirement, job position requirement 1 1114 has a corresponding utility bar 1120 that is also adjustable to indicate a different level of relative importance for the particular job position requirement 1 1114. Each job position requirement 1112 has corresponding bars and adjustable elements such as those of job position requirement 1 1114. The various adjustments will adjust the level of the corresponding job position requirement 1 1114 or utility for the model candidate profile for subsequent job candidate searches. The interface may display such information in other chart or graph formats, including other bar chart formats, radar graphs, pie charts, etc. The systems, devices, and methods described herein may also be applied to other objects and be used for other applications including selection and matching of various objects to other objects, people to other people, or people to other objects. The above description of illustrated embodiments, including what is described in the Abstract, is not intended to be exhaustive or to limit the embodiments to the precise forms disclosed. Although specific embodiments of and examples are described herein for illustrative purposes, various equivalent modifications can be made without departing from the spirit and scope of the disclosure, as will be recognized by those skilled in the relevant art. The teachings provided herein of the various embodiments can be applied to other systems, not necessarily the exemplary job candidate matching networked computing system generally described above. For instance, the foregoing detailed description has set forth various embodiments of the devices and/or processes via the use of block diagrams, schematics, and examples. Insofar as such block diagrams, schematics, and examples contain one or more functions and/or operations, it will be understood by 32 those skilled in the art that each function and/or operation within such block diagrams, flowcharts, or examples can be implemented, individually and/or collectively, by a wide range of hardware, software, firmware, or virtually any combination thereof. In one embodiment, the present subject matter may be implemented via Application Specific Integrated Circuits (ASICs). However, those skilled in the art will recognize that the embodiments disclosed herein, in whole or in part, can be equivalently implemented in standard integrated circuits, as one or more computer programs running on one or more computers (e.g., as one or more programs running on one or more computer systems), as one or more programs running on one or more controllers (e.g., microcontrollers) as one or more programs running on one or more processors (e.g., microprocessors), as firmware, or as virtually any combination thereof, and that designing the circuitry and/or writing the code for the software and or firmware would be well within the skill of one of ordinary skill in the art in light of this disclosure. In addition, those skilled in the art will appreciate that the mechanisms taught herein are capable of being distributed as a program product in a variety of forms, and that an illustrative embodiment applies equally regardless of the particular type of signal bearing media used to actually carry out the distribution. Examples of signal bearing media include, but are not limited to, the following: recordable type media such as portable disks and memory, hard disk drives, CD ROMs, digital tape, and computer memory; and other non-transitory computer-readable storage media. The various embodiments described above can be combined to provide further embodiments. These and other changes can be made to the embodiments in light of the above-detailed description. In general, in the following claims, the terms used should not be construed to limit the claims to the specific embodiments disclosed in the specification and the claims, but should be construed to include all possible embodiments along with the full scope of equivalents to which such claims are entitled. Accordingly, the claims are not limited by the disclosure. 33