WO2023118911A1

WO2023118911A1 - Video platform with smart recruitment features

Info

Publication number: WO2023118911A1
Application number: PCT/IB2021/000815
Authority: WO
Inventors: Amro Aburok
Original assignee: Amro Aburok
Priority date: 2021-12-21
Filing date: 2021-12-21
Publication date: 2023-06-29

Abstract

In an online system, applicants post individually made videos for applications, which are evaluated and presented to job providers via the system.

Description

Video platform with smart recruitment features

Background of the invention

The selection or pre-selection of applicants is increasingly no longer done in person but online. The resulting advantages for the employer are also offset by the previous disadvantages of face-to-face interviews, e.g. the lack of documentation of the interview (video recordings are usually undesirable or inadmissible) and the verifiability of applicants’ statements.

This leads to the decision-making process being based on notes, memories or personal preferences at the time of the interview. On the side of the applicant, some of the previous disadvantages still exist, especially the dependence from his fitness on a peculiar day, stage fright or even linguistic inaccuracies that lead to misunderstandings.

Another problem for applicants is that there is usually no immediate feedback on the result of the interview, as in the application process the job seeker is usually put off until later notification. This is stressful for applicants, but also requires considerable effort for internal followup by the companies. A reference to immediate evaluation in the job advertisement would significantly increase the number of applications, and the criteria to be specified in advance could thus be more narrowly defined.

Another problem is the power imbalance in the interview, which often implies the wrong criteria: It is tempting for the employer to present himself in a jovial or demanding manner or to lose himself in extensive self-promotion. Structured interviewing should therefore be supported, even if there was often no time for differentiated preparation. In conference calls, moreover, documentation and traceability of decisions are often difficult. Although interviews are regularly recorded, the effort to recall them later and use them for decision-making often seems unjustifiable. Therefore, the decision-making process is often based on noting brief impressions and personal preferences.

TASK OF THE INVENTION

The task of the invention is to overcome the above mentioned disadvantages.

In the first problem, in particular, the effort at the decision-making level is to be reduced and applicants are to be offered the opportunity to create a suitable self-presentation and to retain sovereignty over access to it in their hands. In order to overcome the problem of the lack of evaluation in the second problem, a technical procedure should evaluate the interviews according to predefined criteria, make decisive statements quickly reproducible and establish parity.

SOLUTION

The first task is solved by making videos made by the applicant available in an online system. These are then evaluated by the system in a technical process according to predefined criteria, decisive statements are marked and speech and facial expressions are analyzed.

In addition, technical features can be detected, such as subsequent changes, the use of filters or the use of avatars.

Job seekers provide the self-presentations in the form of a video and determine whether these should be transmitted to any or only selected employers.

In addition, it is possible for an employer to request a job seeker to make an individual selfpresentation; this should effectively prevent - due to the effort involved - applicants who are not actually interested from registering.

The assignment of job seekers and employers takes place according to defined criteria, which can include not only the technical evaluation but also preliminary checks. These can be carried out, for example, by the personnel manager supporting staff, and it would also be possible to involve future superiors at an early stage.

Furthermore, it is possible to categorize applicants in advance by using filters.

After the pre-selection, the system offers the possibility of a video conference, also here the above mentioned analysis methods are used.

In addition, the system offers applicants the opportunity to upload test videos into the system, which are then analyzed accordingly and - if desired - reviewed by application trainers. A feedback system allows applicants and employers to rate each other, taking personal rights into account. It is also possible to award "stars” if both sides agree to the publication.

The problem solution for the second task consists in a further part of the procedure, in which during a job interview with video conference technology a mutual scoring takes place continuously, preferably with display on the basis a multi-dimensional graphic figure.

Starting from the graphical structure of a requirement profile with the thereby requested characteristics of the applicant and in the first online step with the self-assessment of the candidate superimposed on these. In the course of the interview, those involved in the selection process enter their assessment of these very criteria based on the answers to corresponding questions and correspondence response (e.g. in foreign languages) and thus modify the matrix.

For his part, at the end of the interview, the candidate receives an evaluation matrix template in which he schematically presents his evaluation of the conduct of the interview and his assessment of the result.

This is intended to shorten or make unnecessary the decision-making process on both sides, as well as any correspondence that might otherwise be necessary, and to check the decision-making process (if permissible, also on the basis of the archived video) in the case of applicants who have not yet been rejected but have not yet been accepted.

PRIOR ART

US 2006/0277056A1 describes a computerized method and apparatus for candidate evaluation, focusing on database-driven matching of applicants and jobs via algorithms and weightings.

US8001057B1 , a system and method for quantitative employment search and analysis, ranks job seekers for a specific job using an interactive website for remote communication and intercepting parameters and weighting them via a grading system.

US20210233032A1 is a system and method for evaluating job applicants, in which reference providers submit data on applicants via a questionnaire, based on which a confidential applicant report is prepared for an employer.

Based on the vulnerabilities identified in the surveys, the system also generates tailored interview questions and post-employment coaching tactics to help recruiters bring new employees up to speed quickly and effectively.

In the online recruitment and assessment system and process disclosed in US 8,112,365 B2, a web-based online environment allows employers, in addition to posting jobs and receiving applications from job seekers, to screen hiring candidates in a multi-step process. Furthermore, all reference providers are to be included and conversation recordings of the same are to be recorded and stored in virtual dossiers of the applicant. CLOSER DESCRIPTION ALONG TO THE DRAWING

Fig. 1 shows the procedure in the application of the first task, the applicant (1 ) logs in (2a) to a user account (2b), leaves master data and documents (3b) and a self-assessment (3a) based on predefined values, loads (4a) a video (4b) into the designated area of the user account for the unedited applicant video (5), uses filters (6) to determine who can access his data and, if necessary, starts communication (7) immediately.

The unedited applicant video (5) is analyzed (9) by the analysis procedure (8) using various parameters (speech, gestures, facial expressions, post-processing, recording device, etc.), tagged and stored in a data memory (10).

The analysis result (11) is evaluated and from this, together with the information from the self-assessment (3) with a report generation module (12), an analysis report (13) is generated and transferred to the applicant database (14).

In the fusion module (14), the analysis report (13) is fused with master data and documents (3b) to create an applicant profile.

Via a filter module (15), depending on filters of the employer (16) and the applicant (6), the profiles are available in the applicant database (17).

The employer can access applicant data via an employer account (18), both a privileged owner account (19) and restricted employee accounts (20) are available. These can access the profiles in the applicant database (17) and communicate with the applicant.

Fig. 2 shows the procedure in the application of the second task, the applicant (1) logs in (2a) to a user account (2b) and starts a video conference (21). The employer (25) can participate in the video conference via the employer account (18).

The video data of the applicant (22) is analyzed live in the analysis process (8) using the parameters of speech, gestures, facial expressions and live post-processing (9). The resulting data (23) from the analysis of the video data of the applicant (22) are combined (25) with the video data of the applicant and presented to the employer as a video stream.

In parallel, this data (23) is stored in the applicant database (14). The video data of the applicant (22) is also stored in the applicant database (14), the video data of the employer (24) is stored in the employer account (18).

Claims

5 CLAIMS

1. Video platform with smart recruiting functions for the selection of applicants by means of online communication, wherein a. applicants provide master data, their own assessments of personality traits, abilities and skills b. applicants provide a video with a self-portrayal c. applicants control access for third parties to the information provided under a) and b) d. Provide job provider with profile data about themselves and the job advertised e. Applicants and job providers communicate with each other synchronously or asynchronously via video.

2. Video platform according to claim 1, wherein applicants and job providers mutually deposit ratings.

3. Video platform according to claim 1 and 2, wherein videos are evaluated synchronously and asynchronously on the basis of acoustics, optics and facial expressions.

4. Video platform according to claim 1 , 2 and 3, wherein data from the video evaluation of the applicant is automatically compared to the assessment on personality traits, skills and abilities of the applicant and summarized in a report.

5. Video platform according to claim3, wherein a feedback system provides information about the evaluation results.

6. Video platform according to claim 3, wherein in synchronous video communication the feedback is provided via a graphical visualization.