WO2016101013A1 - Systems and methods for providing employment information - Google Patents

Abstract

The present invention relates to systems and methods for providing employment information to recruitment professionals. More particularly, the invention relates to alerting a recruitment professional of an employment position to be filled, the method comprising: receiving job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and sending an employment position electronic message comprising the employment position details and/or employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled, wherein the employer receives the details of at least one suitable candidate prior to the date, or on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

Description

TITLE

SYSTEMS AND METHODS FOR PROVIDING EMPLOYMENT INFORMATION

FIELD OF THE INVENTION

[1] The present invention relates to systems and methods for providing employment information to recruitment professionals. More particularly, the invention relates to alerting a recruitment professional of an employment position to be filled before the job-leaver notifies the employer.

BACKGROUND TO THE INVENTION

[2] In a traditional recruitment model, a job-leaver first gives notice to his employer that they wish to terminate their employment. The employer in turn contacts its human resources team for the employment position to be filled. The human resources team in turn contacts a recruitment agency to identify suitable candidates. The recruitment professional identifies suitable candidates on its database or may advertise the position in newspapers, job search websites and the like. Subsequently, the recruitment professional screens each candidate and presents a selection of promising candidates to the employer.

[3] In a fast moving economy, the time delay accrued from resignation notification date to advertisement of the employment position to be filled and then subsequently screening and hiring a candidate, is not ideal. The time delays may take as long as 19 days or more from a job leaver resigning.

[4] Disadvantages of the traditional recruitment model includes:

• time consuming process (min. 1 week to over 6 weeks);

• recruitment professional requires a strong prior relationship with the employer to guarantee retained work;

• acquiring new recruitment assignments often requires expensive and time- consuming business development, lucky timing and/or contingency-based assignments;

• multiple points of engagement results in multiple opportunities for miscommunication to occur; • costs and further delays associated with advertising; and

• in the event of not making a placement, significant investment costs are incurred without reimbursement.

[5] In view of the disadvantages outlined above, human resources and recruitment professionals continually seek to improve on the traditional model and devise a way to provide a competitive edge and more timely actionable information.

[6] Therefore, a system and method of alleviating at least one of the above disadvantages would be desirable to both the employer and recruitment professional. The present invention seeks to alleviate at least one of these disadvantages.

SUMMARY OF THE INVENTION

[7] In a broad form, the invention relates to a method and system of alerting a recruitment professional of an employment position to be filled before the job- leaver notifies the employer. The invention also relates to a method of distributing employment position information over the internet to a recruitment professional subscriber computing device. The invention also relates to a computer-implemented method for alerting a recruitment professional of an employment position to be filled.

[8] In a first aspect, the present invention broadly provides a method of alerting a recruitment professional of an employment position to be filled, the method comprising: receiving job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and sending an employment position electronic message comprising the employment position details and/or employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled.

[9] In an alternative first aspect, the present invention broadly provides a method of alerting a recruitment professional of an employment position to be filled, the method comprising: receiving job-leaver details comprising confirmation that a job- leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and sending an employment position electronic message comprising the employment position details and/or employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled, wherein the employer receives the details of at least one suitable candidate prior to the date, or on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

[10] In one embodiment of the first aspect, the method further comprises auctioning the job-leaver details prior to sending to the recruitment professional.

[11] In another embodiment of the first aspect, the method may comprise use of an auction notification system which may be network-connected to a contact database containing contact details of recruitment professionals. The contact database may include any one or more of contact names, email addresses, telephone numbers, mailing addresses and other contact details. In one embodiment, the contact database is an email database. In another embodiment, the database is used to automatically send an electronic message including an email to recruitment professionals when the system receives job-leaver details comprising confirmation that a job-leaver is to resign from an employment position.

[12] In yet another embodiment of the first aspect, the method may further comprise use of a bid processing system for receiving, processing and determining a winning bid.

[13] In still yet another embodiment of the first aspect, the method may further comprise use of a network-connected database for storing job-leaver details comprising employment position details and employer details.

[ 14] In another embodiment of the first aspect, the method further comprises retrieving from a contact database contact details of recruitment professionals.

[15] In yet another embodiment of the first aspect, the method further comprises intelligently selecting the computing device associated with the recruitment professional for sending the employment position electronic message. The selection algorithm may comprise variables such as, but not limited to, matching of geographical proximity of the recruiter's geographical area of operation to the employer's geographical area of operation; matching of specialisation of the recruiter's specialty to the employer's business concerns; matching of specialisation of the recruiter's specialty to the job-leaver's position, empirical or statistical evidence of the recruiter's efficacy in making placements from recruitment opportunities provided to them; compliance with administrative and governance procedures and feedback from job-leavers, candidates or employers on the reputation, efficacy, quality of service, and general experience of the working with the recruiter.

[16] In still yet another embodiment of the first aspect, the method further comprises paying the job-leaver for providing the job-leaver details.

[17] In a second aspect, the present invention broadly provides a server-based system for alerting a recruitment professional of an employment position to be filled, the system comprising: a server adapted to interface with a computer for receiving job- leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and a network-connected messaging processor for sending an employment position electronic message comprising the employment position details and/or employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled.

[18] In an alternative second aspect, the present invention broadly provides a server- based system for alerting a recruitment professional of an employment position to be filled, the system comprising: a server adapted to interface with a computer for receiving job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and a network-connected messaging processor for sending an employment position electronic message comprising the employment position details and/or employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled, wherein the employer receives the details of at least one suitable candidate prior to the date, or on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

[19] In one embodiment of the second aspect, the system further comprises an auction notification system to notify recruitment professionals that job-leaver details are to be auctioned. The auction notification system may be automated. The auction notification system may notify recruitment professionals electronically, via electronic messaging including direct emailing, SMS/text messaging, telephone communication and/or facsimile.

[20] In another embodiment of the second aspect, the auction notification system may be network-connected to a contact database containing contact details of recruitment professionals. The contact database may include any one or more of contact names, email addresses, telephone numbers, mailing addresses and other contact details. In one embodiment, the contact database is an email database. In another embodiment, the database is used to automatically send an electronic message including an email to recruitment professionals when the system receives job-leaver details comprising confirmation that a job-leaver is to resign from an employment position.

[21] In yet another embodiment of the second aspect, the system may further comprise a bid processing system for receiving, processing and determining a winning bid.

[22] In still yet another embodiment of the second aspect, the system may further comprise a network-connected database for storing job-leaver details comprising employment position details and employer details.

[23] In another embodiment of the second aspect, a monetary payment processing system may be provided for paying the job-leaver. The monetary payment processing system may be activated when the employment position is filled by a candidate provided by the recruitment professional. In one embodiment, activation of the monetary payment processing system may be automatic. In another embodiment, the monetary payment processing system may be activated by the recruitment professional. The monetary processing system provides instructions to transmit funds to a bank account nominated by the job-leaver.

[24] In a third aspect, the present invention provides a computer program product for alerting a recruitment professional of an employment position to be filled, the computer program product comprising: a computer usable medium and computer readable program code embodied on said computer usable medium, the computer readable code comprising: computer readable program code devices (i) configured to cause the computer to receive job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job- leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and computer readable program code devices (ii) configured to cause the computer to send an employment position electronic message comprising the employment position details and employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled.

[25] In an alternative third aspect, the present invention provides a computer program product for alerting a recruitment professional of an employment position to be filled, the computer program product comprising: a computer usable medium and computer readable program code embodied on said computer usable medium, the computer readable code comprising: computer readable program code devices (i) configured to cause the computer to receive job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job- leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and computer readable program code devices (ii) configured to cause the computer to send an employment position electronic message comprising the employment position details and employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled, wherein the employer receives the details of at least one suitable candidate prior to the date, on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

[26] In one embodiment of the third aspect, the computer program product further comprises computer readable code comprising: computer readable program code devices (iii) configured to cause the computer to auction the job-leaver details prior to sending to the recruitment professional winning the auction. The auction may comprise electronically notifying recruitment professionals that job-leaver details are to be auctioned. The auction notification may be automated. The notification may comprise electronic messaging including direct emailing, telephone communication and/or facsimile. The auction may further comprise retrieving contact details of recruitment professionals from a contact database.

[27] In another embodiment of the third aspect the computer program product further comprises computer readable code comprising: computer readable program code devices (iv) configured to cause the computer to intelligently select a computing device associated with a selected recruitment professional for sending the employment position electronic message to. The selection may be based on the computer program product identifying in real-time whether the computing device is online or contactable by wireless telecommunication channels such as via SMS/text messaging.

[28] In another embodiment of the third aspect the computer program product further comprises computer readable code comprising: computer readable program code devices (v) configured to cause the computer to process a payment to the job-leaver for providing the job-leaver details.

[29] According to any above aspect, the employment position details may comprise any one or more of employment position titles, employee remuneration details, employee names, employee contact addresses, employee work histories, employee education details and qualifications, employee skills, licences and registrations held, employee abilities, employee knowledge, employee telephone numbers, employee mobile numbers and the like.

[30] According to any above aspect, the job-leaver details may further comprise any one or more of job-leaver name, a resignation notification date, departure details and candidate lead details. The candidate lead details may include candidate lead name, candidate lead contact details and reasons for suitability.

[31 ] According to any above aspect, the job-leaver details may comprise potential candidate details. The potential candidate details may comprise name and/or contact details.

[32] According to any above aspect, the departure details comprise notice period details and a final date.

[33] According to any above aspect, the employer details comprise organisation name and/or employer contact details.

[34] According to any above aspect, the recruitment professional uses the job-leaver details to seek out one or more suitable candidates for presentation to the employer. In one embodiment, candidates are presented after confirmation that the employer will engage the recruitment professional. In another embodiment, candidates are presented shortly before the job-leaver resigns. Preferably, candidates are presented on the day or after the resignation date, but in some cases candidates may be presented before the resignation date. When candidates are presented before the resignation date the approach made by the recruitment professional may look coincidental whereby the recruiter can leave their details should the need to use his/her services ever arise. Accordingly, candidates may be presented to the employer prior to the resignation date, or between the resignation date and final date, or shortly thereafter.

[35] According to any above aspect, the job-leaver may be paid when the employment position is filled by a candidate provided by the recruitment professional.

[36] According to any above aspect, payment amount may be calculated based on a percentage of an agreed salary or total employment cost to be paid by the employer to the selected candidate. The total employment cost may comprise salary, superannuation, bonuses, salary packaging and fringe benefits. In other embodiments, payment may be calculated based on a salary scale.

[37] In a fourth aspect, the present invention provides a method of distributing a job- leaver alert over the internet to a recruitment professional subscriber computing device, the method comprising: providing a job-leaver position notification application to a computing device for installation on the computing device, and optionally providing a recruitment position viewer application to a recruitment professional subscriber for installation on the recruitment professional subscriber computing device; sending job-leaver details comprising employment position details and employer details to a transmission server over the internet; receiving the job-leaver details at the transmission server sent from the job-leaver position notification application over the internet, the transmission server comprising a microprocessor and a memory that stores the recruitment professional subscriber's preferences for a specified employment position information format and destination address, wherein the microprocessor filters the received job-leaver details by comparing to the specified employment position information format; generates a job-leaver alert from the filtered job-leaver details; formats the job-leaver alert according to the specified employment position information format; and transmits the formatted job-leaver alert over the internet or a wireless communication channel to the recruitment professional subscriber computing device based upon the destination address, wherein the job-leaver alert activates the recruitment position viewer application to cause the job-leaver alert to be displayed on the recruitment professional subscriber computing device and to enable connection over the internet or intranet to a proprietary database containing details of candidates so that the recruitment position viewer application automatically selects suitable candidates from the proprietary database for the employment position to be filled.

[38] In an alternative of the fourth aspect, the present invention provides a method of distributing a job-leaver alert over the internet to a recruitment professional subscriber computing device, the method comprising: providing a job-leaver position notification application to a computing device for installation on the computing device, and optionally providing a recruitment position viewer application to a recruitment professional subscriber for installation on the recruitment professional subscriber computing device; sending job-leaver details comprising employment position details and employer details to a transmission server over the internet; receiving the job-leaver details at the transmission server sent from the job-leaver position notification application over the internet, the transmission server comprising a microprocessor and a memory that stores the recruitment professional subscriber's preferences for a specified employment position information format and destination address, wherein the microprocessor filters the received job-leaver details by comparing to the specified employment position information format; generates a job-leaver alert from the filtered job-leaver details; formats the job-leaver alert according to the specified employment position information format; and transmits the formatted job-leaver alert over the internet or a wireless communication channel to the recruitment professional subscriber computing device based upon the destination address, wherein the job-leaver alert activates the recruitment position viewer application to cause the job-leaver alert to be displayed on the recruitment professional subscriber computing device and to enable connection over the internet or intranet to a proprietary database containing details of candidates so that the recruitment position viewer application automatically selects suitable candidates from the proprietary database for the employment position to be filled, wherein the method results in the employer receiving the details of at least one suitable candidate prior to the date, on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

[39] In one embodiment of the fourth aspect, the method further comprises activating an auction notification system via the recruitment position viewer application. The auction notification system may use a bid processing system to allow the recraitment professional subscriber to make a monetary bid for the full details of the employment position to be filled to be made available. The bid processing system allows for receiving and processing bids made by recraitment professional subscribers and for determining a winning bid. In some embodiments, the highest bid received and recorded by the bid processing system is notified to all recruitment professional subscribers so that a further bid may be made. In other embodiments, the auction notification system may be network-connected to a contact database containing contact details of recruitment professionals that are not subscribers. The contact database may include any one or more of contact names, email addresses, telephone numbers, mailing addresses and other contact details. Preferably, the contact database is an email database. In some embodiments, the contact database is used to automatically send an electronic message including an email to recraitment professional non- subscribers when the auction notification system receives a bid for job-leaver details. In this embodiment, contacting recruitment professional non- subscribers provides an opportunity for them to become subscribers in order for them to make a bid for job-leaver details.

[40] In another embodiment of the fourth aspect, the method further comprises use of a network-connected database for storing job-leaver details comprising employment position details and employer details.

[41] In still yet another embodiment of the fourth aspect, the method further comprises paying the job-leaver for providing the job-leaver details via a monetary payment processing system. The monetary payment processing system may be activated when the employment position is filled by a candidate provided by the recruitment professional subscriber. In one embodiment, activation of the monetary payment processing system may be automatic. In another embodiment, the monetary payment processing system may be activated by the recruitment professional subscriber. The monetary processing system provides instructions to transmit funds to a bank account nominated by the job-leaver.

[42] In a fifth aspect, the present invention provides a computer-implemented method for alerting a recruitment professional of an employment position to be filled, the method comprising: displaying a notification containing details of an employment position to be filled within a graphical user interface on a screen of a computing device associated with the recruitment professional; constantly monitoring the graphical user interface to detect a triggering action selecting the notification displayed on the graphical user interface such that the triggering action causes a recruitment position viewer application to be launched; automatically connecting to a proprietary database containing details of candidates over the internet or intranet; automatically selecting one or more suitable candidates from the proprietary database for the employment position to be filled for selection by the recruitment professional.

[43] In one embodiment of the fifth aspect, the method further comprises a server adapted to interface with the computing device for receiving details of the employment position to be filled comprising confirmation that a job-leaver is to resign from the employment position, wherein the details are received before a job- leaver notifies the employer that the employment position is being resigned. Preferably, the employer receives the details of at least one suitable candidate prior to the date, on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

[44] In one embodiment of the fifth aspect, the method further comprises an auction notification system to notify recruitment professionals that job-leaver details are to be auctioned. The auction notification system is preferably automated. The auction notification system notifies the recruitment professional electronically, via electronic messaging including direct emailing, SMS/text messaging, telephone communication and/or facsimile.

[45] In yet another embodiment of the fifth aspect, the method may further comprise a bid processing system for receiving, processing and determining a winning bid.

[46] In another embodiment of the fifth aspect, a monetary payment processing system may be provided for paying the job-leaver. The monetary payment processing system may be activated when the employment position is filled by a candidate provided by the recruitment professional. In one embodiment, activation of the monetary payment processing system may be automatic. In another embodiment, the monetary payment processing system may be activated by the recruitment professional. The monetary processing system provides instructions to transmit funds to a bank account nominated by the job-leaver.

[47] According to the fourth or fifth aspect, the employment position details may comprise any one or more of employment position titles, employee remuneration details, employee names, employee contact addresses, employee work histories, employee education details and qualifications, employee skills, licences and registrations held, employee abilities, employee knowledge, employee telephone numbers, employee mobile numbers and the like.

[48] According to the fourth or fifth aspect, the job-leaver details may further comprise any one or more of job-leaver name, a resignation notification date, departure details and candidate lead details. The candidate lead details may include candidate lead name, candidate lead contact details and reasons for suitability.

[49] According to the fourth or fifth aspect, the job-leaver details may comprise potential candidate details. The potential candidate details may comprise name and/or contact details.

[50] According to the fourth or fifth aspect, the departure details comprise notice period details and a final date.

[51 ] According to the fourth or fifth aspect, the employer details comprise organisation name and employer contact details.

[52] According to the fourth or fifth aspect, details of suitable candidates are presented to the employer after confirmation that the employer will engage the recruitment professional. In another embodiment, candidates are presented shortly before the job-leaver resigns. Preferably, candidates are presented on the date or after the resignation date, but in some cases candidates may be presented before the resignation date. When candidates are presented before the resignation date the approach made by the recruitment professional may look coincidental whereby the recruiter can leave their details should the need to use his/her services ever arise. Accordingly, candidates may be presented to the employer prior to the date, or between the resignation date and final date, or shortly thereafter.

[53] According to the fourth or fifth aspect, the job-leaver may be paid when the employment position is filled by a candidate provided by the recruitment professional.

[54] According to the fourth or fifth aspect, payment amount may be calculated based on a percentage of an agreed salary or total employment cost to be paid by the employer to the selected candidate. The total employment cost may comprise salary, superannuation, bonuses, salary packaging and fringe benefits. In other embodiments, payment may be calculated based on a salary scale.

[55] Where the terms "comprise", comprises", "comprising", "include", "includes", "included" or "including" are used in this specification, they are to be interpreted as specifying the presence of the stated features, integers, steps or components referred to, but not to preclude the presence or addition of one or more other feature, integer, step, component or group thereof.

[56] Further, any prior art reference or statement provided in the specification is not to be taken as an admission that such art constitutes, or is to be understood as constituting, part of the common general knowledge.

BRIEF DESCRIPTION OF THE FIGURES

[57] In order that the present invention may be readily understood and put into practical effect, reference will now be made to the accompanying illustrations, wherein like reference numerals refer to like features and wherein:

[58] Figure lA illustrates a flow diagram of one preferred method and/or system according to the present invention.

[59] Figure IB illustrates a flow diagram of another prefeixed method and/or system according to the present invention.

[60] Figure 2A shows one embodiment of a computer system suitable for use in the present invention.

[61] Figure 2B shows one embodiment of a computer memory and processor arrangement suitable for use in the present invention.

DETAILED DESCRIPTION OF THE INVENTION

[62] The following description refers to specific embodiments of the present invention and is in no way intended to limit the scope of the present invention to those specific embodiments.

[63] In a broad form, the invention relates to a method and system of alerting a recruitment professional of an employment position to be filled before the job- leaver notifies the employer. The invention also relates to a method of distributing employment position information over the internet to a recruitment professional subscriber computing device. The invention also relates to a computer-implemented method for alerting a recruitment professional of an employment position to be filled.

[64] As used herein, "job-leaver" means the resigning employee or a third party that provides details of a resigning employee.

[65] As used herein "job-leaver details" includes information relating to the resigning employee.

[66] As used herein "employment position details" includes any one or more of employment position titles, employee remuneration details, employee names, employee contact addresses, employee work histories, employee education details and qualifications, skills, licences and registrations held, employee abilities, employee knowledge, employee telephone numbers and/or employee mobile numbers.

[67] As used herein, "recruitment professional" includes recruitment firms, agents and parties providing recruitment services.

[68] As used herein "employment position electronic message" includes any one or more of email, telephone, telephone text message, facsimile, and private social media platform communications containing job-leaver details. [69] As used herein "computing device" includes personal computers, mobile phones, laptops, tablets, and any devices containing a CPU.

[70] As used herein "resignation notification date" means the date of advising the employer of resignation for the first time.

[71] As used herein "shortly after" and "shortly thereafter" means within 1 , 2, 3, 4, 5, 6, 7, 8, 9, 10, 1 1 , 12, 13, 14, 15, 16, 17, 18, 19 or 20 days from the date the job-leaver notifies the employer that the employment position is being resigned, or at any time before the final date of employment, or within 1 , 2, 3, 4, 5, 6, 7, 8, 9, 10, 1 1, 12, 13, 14, 15, 16, 17, 18, 19 or 20 days after the final date of employment.

[72] As used herein "final date" means the final date of employment.

[73] As used herein "contact database" means a collection of contact information and includes any one or more of contact names, email addresses, telephone numbers, mailing addresses and other contact details.

[74] As used herein "proprietary database" means a collection of recruiter's proprietary information and includes details of candidate information including, but not limited to, employment history, current salary range or expected salary range, academic qualifications and education, skills and abilities, etc.

[75] As used herein "subscriber" is a recruitment professional that has subscribed to the use of the method and/or system of the present invention.

[76] As used herein "wireless communication channel" includes mobile/cell phone communication channels.

[77] As used herein "between" in the context of a range includes both the outer integers of the stated range. For example "between 1 and 10" include the integers 1 , 2, 3, 4, 5, 6, 7, 8, 9 and 10.

[78] Also, the indefinite articles "a" and "an" preceding an element or component of the invention are intended to be nonrestrictive regarding the number of instances (i.e. occurrences) of the element or component. Therefore "a" or "an" should be read to include one or at least one, and the singular word form of the element or component also includes the plural unless the number is obviously meant to be singular.

[79] As shown in figure 1, method and/or system 100 of the present invention alerts a recruitment professional 150 of an employment position to be filled before the job- leaver 101 notifies the employer. A job-leaver 101 accesses a network-enabled computer (such as computer 200 in figure 2A) and connects to a network-connected server (such as server 291 in figure 2A).

[80] The server 291 interfaces with the computer 200 over the Internet or like packet- switched network using a standard GUI interface, such as browser pages accessed over the World Wide Web. Preferably, access to the HTML page utilizes a captcha or similar security verifier.

[81 ] Job-leaver 101 inputs in the computer 200 (displaying the GUI interface), the job- leaver details including employment position details and employer details. The job- leaver details may be stored in a network-connected database 120 networked with the server 291.

[82] The job-leaver details may also comprise potential candidate details. The potential candidate details may comprise name and/or contact details. The contact details may comprise one or more of telephone number, address or email address. The potential candidates may, for example, be friends or contacts they know who could fill their position that the recruiter may want to contact.

[83] A confirmation email may be sent to the job-leaver upon completion of providing the job-leaver details. The job-leaver details include any one or more of employment position details and employer details. Preferably, the employment position details include any one or more of job title; job department/section; salary; benefits; bonuses; key performance indicators (KPIs); performance targets; reporting manager's name and position; other reporting personnel's name and position; knowledge requirements, skills and/or abilities requirements; academic qualifications and education; professional registrations and/or licences such as licence to use special equipment; training requirements; special requirements; work hours; travel requirements; information deemed advantageous to secure the job position; notice period details; and final date. Preferably, employer details include any one or more of employer name, address, website address and approximate number of employees, and human resources (HR) contact details.

[84] Database 120 represents storage media employed to store data for the system and/or method. The database 120 may be one or more physically distinct media, such as hard drives, floppy drives, CD-ROM and other existing or future storage technologies supporting ready access. Database 120 may store account data for the system 100 such as member data, recruitment professional data, job-leaver data, employer data, and other profiling data. It would be understood that all data need not be stored in database 120 and that any one or more data can be stored in the database 120 as desired. It would also be understood that any or all of the data may be stored in one or more databases 120.

[85] Users of the method and/or system 100 of the invention may change certain information stored in the database 120. A "user" generally refers to a person or a party authorized to enter or update information held in the database 120 through the server 291. In some circumstances, the authorisation to enter or update data may be to all available data, whilst in other circumstances, authorisation to enter or update data may be limited to certain data. The ability to modify data would be dependent on the access level of the user.

[86] Upon receipt of job-leaver details, an employment position electronic message is generated and sent to a computing device 290 associated with a recruitment professional 150. The employment position electronic message comprises the employment position details and employer details, which upon receipt by the recruitment professional 150, the information therein can be used to screen candidates. The recruitment professional 150 presents suitable candidates to the employer after confirmation that the employer will engage the recruitment professional.

[87] Optionally, the job-leaver details may be auctioned. In this example, an auction notification system may be incorporated, which sends a notification to recruitment professionals that a job-leaver is to resign from an employment position and that information is to be auctioned. The auction may be conducted by various recruitment professional computers 290 submitting bids to server 291. Server 291 receives these bids and selects a winning bid. The winning bid may be selected by the highest nominal value.

[88] At the conclusion of the auction, a network-connected messaging processor may send an employment position electronic message comprising the employment position details and employer details to a computing device 290 associated with a recruitment professional 150. [89] In another embodiment of the invention, the recruitment professional to which the job-leaver details are to be provided to may be intelligently selected using a selection algorithm. The selection algorithm may comprise variables such as, but not limited to, matching of geographical proximity of the recruiter's geographical area of operation to the employer's geographical area of operation; matching of specialisation of the recruiter's specialty to the employer's business concerns; matching of specialisation of the recruiter's specialty to the job-leaver's position, empirical or statistical evidence of the recruiter's efficacy in making placements from recruitment opportunities provided to them; compliance with administrative and governance procedures and feedback from job-leavers, candidates or employers on the reputation, efficacy, quality of service, and general experience of the working with the recruiter.

[90] The job-leaver details may be provided as a report. For example, a module may generate HTML pages containing the report with job-leaver details displayed to the recruitment professional 150 via a web browser or other interface. Alternatively, the report may be a PDF available for viewing on a web browser, or sent via email, or available for download. The recruitment professional 150 may use the job-leaver details to review its own candidate database for suitable candidates for the employment position to be filled.

[91] Optionally, payment may be made to the job-leaver for providing the job-leaver details. In this example, a monetary payment processing system may be used. The monetary payment processing system transfers funds between the recruitment professional and job-leaver. In one embodiment, monetary payment processing system may calculate the payment amount to be paid and communicates with a credit bureau or financial institution for retrieving and evaluating information in relation to the payment before accepting or denying processing payment. In another embodiment, payment is made after a candidate presented by the recruitment professional is hired by the employer.

[92] Another embodiment of the present invention is shown in figure IB. The method of the present invention distributes a job-leaver alert 160 over the internet to a recruitment professional subscriber computing device 290 before the job-leaver 101 notifies the employer 152. A job-leaver 101 accesses a network-enabled computer (such as computer 200 in figure 2A) and connects to a transmission server (such as server 291 in figure 2A). The job-leaver 101 downloads and installs a recruitment position viewer application 131 on the computer 200. In an alternative embodiment, the computer 200 interfaces with a transmission server 291 over the internet using a standard GUI interface, such as browser pages accessed over the World Wide Web. In this alternative embodiment, access to the HTML page utilises a captcha or similar security verifier.

[93] Job-leaver 101 inputs in the computer 200 (displaying the GUI of the HTML page or recruitment position viewer application 131) the job-leaver details including employment position details and employer details. The job-leaver details may be stored in a network-connected database 120 networked with the server 291.

[94] The job-leaver details may comprise one or more of the employment position details and employer details. Preferably, the employment position details include any one or more of job title; job department/section; salary; benefits; bonuses; key performance indicators (KPIs); performance targets; reporting manager's name and position; other reporting personnel's name and position; knowledge requirements, skills and/or abilities requirements; academic qualifications and education; professional registrations and/or licences such as licence to use special equipment; training requirements; special requirements; work hours; travel requirements; information deemed advantageous to secure the job position; notice period details; and final date. Preferably, employer details include any one or more of employer name, address, website address and approximate number of employees, and human resources (HR) contact details. The job-leaver details may also comprise potential candidate details. The potential candidate details may comprise name and/or contact details. The contact details may comprise one or more of telephone number, address or email address. The potential candidates may, for example, be friends or contacts they know who could fill their position that the recruiter may want to contact.

[95] A confirmation email may be sent to the job-leaver 101 upon completion of providing the job-leaver details.

[96] The job-leaver notification application 131 instructs the computer 200 to send the job-leaver details to a transmission server 291 over the internet. The transmission server 291, comprising a microprocessor and a memory as described herein, receives the job-leaver details sent from the job-leaver notification application 131 over the internet.

[97] The memory in the transmission server 291 contains each recruitment professional subscriber's preferences for a specified employment position information format and a destination address. The microprocessor filters the received job-leaver details by comparing to the specified employment position information format and generates a job-leaver alert 160 from the filtered job-leaver details. The microprocessor formats the job-leaver alert 160 according to the specified employment position information format and transmits the formatted job-leaver alert 160 over the internet or a wireless communication channel to the recruitment professional subscriber computing device 290 based on the destination address. Upon receipt of the job-leaver alert 160 by the computing device 290 associated with the recruitment professional 150, the alert 160 activates the recruitment position viewer application to cause the job-leaver alert 160 to be displayed on the recruitment professional subscriber computing device 290 and to enable connection over the internet or intranet to a proprietary database (not shown) containing details of candidates so that the recruitment position viewer application automatically selects suitable candidates from the proprietary database for the employment position to be filled. The method/system results in the employer 152 receiving the details of at least one suitable candidate prior to the date, or on the date, or shortly after the date, the job-leaver notifies the employer 152 that the employment position is being resigned.

[98] The employment position information format may be customised to suit the needs of the recruitment professional. In one embodiment, the format is limited to a list of one or more of: job title; job department/section; salary; benefits; bonuses; key performance indicators (KPIs); performance targets; reporting manager's name and position; other reporting personnel's name and position; knowledge requirements, skills and/or abilities requirements; academic qualifications and education; professional registrations and/or licences such as licence to use special equipment; training requirements; special requirements; work hours; travel requirements; information deemed advantageous to secure the job position; notice period details; and final date; employer details including employer name, employer address, employer website address and approximate number of employees, and human resources (HR) contact details, as specified by the recruitment professional subscriber's preferences.

[99] The microprocessor has been programmed such that a purpose-built software runs on the server 291 to compare and filter the information received by the job-leaver. The filtered job-leaver details are then transformed into an alert 160, which is sent and made viewable on the computing device 290 associated with the recruitment professional 150. Receipt of the alert 160 activates the recruitment position viewer application, which enables connection over the internet or intranet to the proprietary database.

[100] The proprietary database represents a storage media employed to store candidate data for selection of suitable candidates in the system and/or method. The proprietary database may be one or more physically distinct media, such as hard drives, floppy drives, CD-ROM and other existing or future storage technologies supporting ready access from the internet. Proprietary database may store other profiling data.

[101] Upon connection to the proprietary database, a list of suitable candidates is generated. A suitable candidate may then be shortlisted for presentation to the employer 152 prior to the date, or on the date, or shortly after the date, the job- leaver notifies the employer 152 that the employment position is being resigned.

[102] Optionally, as described above in relation to figure 1A, the job-leaver details may also be auctioned in the method depicted in figure IB. In this example, an auction notification system may be incorporated, which sends a notification to recruitment professionals that a job-leaver is to resign from an employment position and that information is to be auctioned. The auction may be conducted by various recruitment professional computers 290 submitting bids to server 291. Server 291 receives these bids and selects a winning bid. The winning bid may be selected by the highest nominal value.

[103] At the conclusion of the auction, the job-leaver position notification application 131 allows the recruitment professional 150 with the winning bid access to the job- leaver details and enables receipt of the details of the suitable candidates. [104] The recruitment professional 150 to which the job-leaver details are to be provided to may be intelligently selected using a selection algorithm. The selection algorithm may comprise variables such as, but not limited to, matching of geographical proximity of the recruiter's geographical area of operation to the employer's geographical area of operation; matching of specialisation of the recruiter's specialty to the employer's business concerns; matching of specialisation of the recruiter's specialty to the job-leaver's position, empirical or statistical evidence of the recruiter's efficacy in making placements from recruitment opportunities provided to them; compliance with administrative and governance procedures and feedback from job-leavers, candidates or employers on the reputation, efficacy, quality of service, and general experience of the working with the recruiter.

[105] One embodiment of a computer system 200 suitable for use in the present invention is shown in Figs. 2A and 2B. In the embodiment shown computer system 200 comprises a personal computing device 201 comprising input devices such as a keyboard 202, a mouse pointer device 203, a scanner 226, an external hard drive 227, and a microphone 280; and output devices including a printer 215, a display device 214 and loudspeakers 217. In some embodiments video display 214 may comprise a touchscreen.

[106] The input devices may be used for registering and/or entering job-leaver details. In one embodiment, this data is entered on keyboard 202. The registration and/or job- leaver details may be entered at the same time or at a different time. In other embodiments, registration is performed using keyboard 202 and job-leaver details are received by network connection device 216 through network 220.

[107] Computing device 201 may be used for registering the one or more job-leaver.

Similar computing devices may be associated with the one or more job-leaver, their employer or a third party such as recruitment professionals.

[108] Examples of computing devices 201 on which the described arrangements can be practiced include IBM-PC's and compatibles, Sun Sparc stations, Apple computers; smart phones; tablet computers or a like device comprising a computer module like computer module 201. It is to be understood that when computing device 201 comprises a smart phone or a tablet computer, display device 214 may comprise a touchscreen and other input and output devices may not be included such as, mouse pointer device 201 ; keyboard 202; scanner 226; and printer 215. A network connection device 216 such as, a Modulator-Demodulator (Modem) transceiver device, may be used by the computer module 201 for communicating to and from a communications network 220 via a connection 221.

[ 109] Network connection device 216 may receive the job-leaver details through network 220.

[110] The network 220 may be a wide-area network (WAN), such as the Internet, a cellular telecommunications network, or a private WAN. Through the network 220, computer module 201 may be connected to other similar computer modules 290 or server computers 291. Where the connection 221 is a telephone line, the network connection device 216 may be a traditional "dial-up" modem. Alternatively, where the connection 221 is a high capacity (e.g.; cable) connection, the connection device 216 may comprise a broadband modem. A wireless modem may also be used for wireless connection to network 220.

[I l l] The computer module 201 typically includes at least one processor 205, and a memory 206 for example formed from semiconductor random access memory (RAM) and semiconductor read only memory (ROM).

[ 1 12] The memory 206 may store registration and/or job-leaver details. Memory 206 may be password or otherwise protected so that its contents can be maintained as confidential.

[113] The processor 205 may be used to carry out the steps of invention 100.

[1 14] The module 201 also includes a number of input/output (I/O) interfaces including: an audio-video interface 207 that couples to the video display 214, loudspeakers 217 and microphone 280; an I/O interface 213 for the keyboard 202, mouse 203, scanner 226 and external hard drive 227; and an I/O interface 208 for the external modem 216 and printer 215. In some implementations, modem 216 may be incorporated within the computer module 201 , for example within the interface 208. The computer module 201 also has a local network interface 211 which, via a connection 223, permits coupling of the personal device 200 to a local computer network 222, known as a Local Area Network (LAN). [115] As also illustrated, the local network 222 may also couple to the wide network 220 via a connection 224, which would typically include a so-called "firewall" device or device of similar functionality. The interface 211 may be formed by an Ethernet circuit card, a Bluetooth wireless arrangement or an IEEE 802.11 wireless arrangement or other suitable interface,

[116] The I/O interfaces 208 and 213 may afford either or both of serial and parallel connectivity, the former typically being implemented according to the Universal Serial Bus (USB) standards and having corresponding USB connectors (not illustrated).

[117] Storage devices 209 are provided and typically include a hard disk drive (HDD) 210. Other storage devices such as, an external HDD 227, a disk drive (not shown) and a magnetic tape drive (not shown) may also be used. An optical disk drive 212 is typically provided to act as a non-volatile source of data. Portable memory devices, such as optical disks (e.g.: CD-ROM, DVD, Blu-Ray Disc), USB-RAM, external hard drives and floppy disks for example may be used as appropriate sources of data to the computing device 201. Another source of data to computing device 200 is provided by the at least one server computer 291 through network 220.

[118] The components 205 to 213 of the computer module 201 typically communicate via an interconnected bus 204 in a manner that results in a conventional mode of operation of computer module 200. In the embodiment shown in FIGS. 2A and 2B, processor 205 is coupled to system bus 204 through connections 218. Similarly, memory 206 and optical disk drive 212 are coupled to the system bus 204 by connections 219.

[119] Fig. 2B is a detailed schematic block diagram of processor 205 and a memory 234.

The memory 234 represents a logical aggregation of all the memory modules, including the storage device 209 and semiconductor memory 206, which can be accessed by computing device 201 in Fig. 2A.

[120] The method and/or system 100 of the invention may be implemented using computing device 201 wherein the method and/or system may be implemented as one or more software application programs 233 executable within computer module 201. In particular, the steps of the method and/or system 100 of the invention may be effected by instructions 231 in the software carried out within the computer module 201

[121] The software instructions 231 may be formed as one or more code modules, each for performing one or more particular tasks. The software 233 may also be divided into two separate parts, in which a first part and the corresponding code modules performs the method of the invention and a second part and the corresponding code modules manages a graphical user interface between the first part and the user.

[122] The software 233 may be stored in a computer readable medium, including in a storage device of a type described herein. The software is loaded into the computing device 201 from the computer readable medium or through network 221 or 223, and then executed by computer module 201. In one example the software 233 is stored on storage medium 225 that is read by optical disk drive 212. Software 233 is typically stored in the HDD 210 or the memory 206.

[123] A computer readable medium having such software 233 or computer program recorded on it is a computer program product. The use of the computer program product in the computing device 201 preferably effects a device or apparatus for implementing the method and/or system 100 of the invention.

[124] In some instances, the software application programs 233 may be supplied to the user encoded on one or more disk storage medium 225 such as a CD-ROM, DVD or Blu-Ray disc, and read via the corresponding drive 212, or alternatively may be read by the user from the networks 220 or 222. Still further, the software can also be loaded into the computing device 201 from other computer readable media. Computer readable storage media refers to any non-transitory tangible storage medium that provides recorded instructions and/or data to the computer module 201, 290 and/or server computer 291 for execution and/or processing. Examples of such storage media include floppy disks, magnetic tape, CD-ROM, DVD, Blu-ray Disc, a hard disk drive, a ROM or integrated circuit, USB memory, a magneto- optical disk, or a computer readable card such as a PCMCIA card or SD card and the like, whether or not such devices are internal or external of the computing device 201. Examples of transitory or non-tangible computer readable transmission media that may also participate in the provision of software application programs 233, instructions 231 and/or data to the computing device 201 include radio or infra-red transmission channels as well as a network connection 221, 223, 224, to another computer or networked device 290, 291 and the Internet or an Intranet including email transmissions and information recorded on Websites and the like.

[125] The second part of the application programs 233 and the corresponding code modules mentioned above may be executed to implement one or more graphical user interfaces (GUIs) to be rendered or otherwise represented upon display 214. Through manipulation of, typically, keyboard 202, mouse 203 and/or screen 214 when comprising a touchscreen, a user of computer module 201 and the method and/or system 100 of the invention may manipulate the interface in a functionally adaptable manner to provide controlling commands and/or input to the applications associated with the GUI(s). Other forms of functionally adaptable user interfaces may also be implemented, such as an audio interface utilizing speech prompts output via loudspeakers 217 and user voice commands input via microphone 280. The manipulations including mouse clicks, screen touches, speech prompts and/or user voice commands may be transmitted via network 220 or 222.

[126] When the computing device 201 is initially powered up, a power-on self- test (POST) program 250 may execute. The POST program 250 is typically stored in a ROM 249 of the semiconductor memory 206. A hardware device such as the ROM 249 is sometimes referred to as firmware. The POST program 250 examines hardware within the computing device 201 to ensure proper functioning, and typically checks processor 205, memory 234 (209, 206), and a basic input-output systems software (BIOS) module 251 , also typically stored in ROM 249, for correct operation. Once the POST program 250 has run successfully, BIOS 251 activates hard disk drive 210. Activation of hard disk drive 210 causes a bootstrap loader program 252 that is resident on hard disk drive 210 to execute via processor 205. This loads an operating system 253 into RAM memory 206 upon which operating system 253 commences operation. Operating system 253 is a system level application, executable by processor 205, to fulfill various high level functions, including processor management, memory management, device management, storage management, software application interface, and generic user interface.

[ 1271 Operating system 253 manages memory 234 (209, 206) in order to ensure that each process or application running on computing device 201 has sufficient memory in which to execute without colliding with memory allocated to another process. Furthermore, the different types of memory available in the computing device 201 must be used properly so that each process can run effectively. Accordingly, the aggregated memory 234 is not intended to illustrate how particular segments of memory are allocated, but rather to provide a general view of the memory accessible by computing device 201 and how such is used.

[128] Processor 205 includes a number of functional modules including a control unit 239, an arithmetic logic unit (ALU) 240, and a local or internal memory 248, sometimes called a cache memory. The cache memory 248 typically includes a number of storage registers 244, 245, 246 in a register section storing data 247. One or more internal busses 241 functionally interconnect these functional modules. The processor 205 typically also has one or more interfaces 242 for communicating with external devices via the system bus 204, using a connection 218. The memory 234 is connected to the bus 204 by connection 219.

[129] Application program 233 includes a sequence of instructions 231 that may include conditional branch and loop instructions. Program 233 may also include data 232 which is used in execution of the program 233. The instructions 231 and the data 232 are stored in memory locations 228, 229, 230 and 235, 236, 237, respectively. Depending upon the relative size of the instructions 231 and the memory locations 228-230, a particular instruction may be stored in a single memory location as depicted by the instruction shown in the memory location 230. Alternately, an instruction may be segmented into a number of parts each of which is stored in a separate memory location, as depicted by the instruction segments shown in the memory locations 228 and 229.

[130] In general, processor 205 is given a set of instructions 243 which are executed therein. The processor 205 then waits for a subsequent input, to which processor 205 reacts by executing another set of instructions. Each input may be provided from one or more of a number of sources, including data generated by one or more of the input devices 202, 203, or 214 when comprising a touchscreen, data received from an external source across one of the networks 220, 222, data retrieved from one of the storage devices 206, 209 or data retrieved from a storage medium 225 inserted into the corresponding reader 212. The execution of a set of the instructions may in some cases result in output of data. Execution may also involve storing data or variables to the memory 234.

[131] The disclosed arrangements use input variables 254 that are stored in the memory 234 in corresponding memory locations 255, 256, 257, 258. The described arrangements produce output variables 261 that are stored in the memory 234 in corresponding memory locations 262, 263, 264, 265. Intermediate variables 268 may be stored in memory locations 259, 260, 266 and 267.

[132] The register section 244, 245, 246, the arithmetic logic unit (ALU) 240, and the control unit 239 of the processor 205 work together to perform sequences of micro- operations needed to perform "fetch, decode, and execute" cycles for every instruction in the instruction set making up the program 233. Each fetch, decode, and execute cycle comprises:

(a) a fetch operation, which fetches or reads an instruction 231 from memory location 228, 229, 230;

(b) a decode operation in which control unit 239 determines which instruction has been fetched; and

(c) an execute operation in which the control unit 239 and/or the ALU 240 execute the instruction.

[133] Thereafter, a further fetch, decode, and execute cycle for the next instruction may be executed. Similarly, a store cycle may be performed by which the control unit 239 stores or writes a value to a memory location 232.

[134] Each step or sub-process in the method and/or system of the invention may be associated with one or more segments of the program 233, and may be performed by register section 244-246, the ALU 240, and the control unit 239 in the processor 205 working together to perform the fetch, decode and execute cycles for every instruction in the instruction set for the noted segments of program 233.

[135] A person of skill in the art readily understands that the computer-executable instructions for individual steps or sub-processes may be extracted and assembled into other methods. For example, the medium may further comprise computer- executable instructions configured to receive a registration of the one or more participant. [136] Computer-executable instructions for other steps, sub-processes may be added to the computer readable storage medium embodiments.

[137] One or more other computers 290 may be connected to the communications network 220 as seen in Fig. 2A. Each such computer 290 may have a similar configuration to the computer module 201 and corresponding peripherals.

[ 138] One or more server 291 may be connected to the communications network 220.

These servers 291 respond to requests from the personal devices 201 or other computers to provide information. For example, server 291 may be operated by an administrator and may be connected to one or more database for securely storing registration and job-leaver details. Server 291 may also be operated by recruitment professional 150 for retrieval of job-leaver details from database 120.

[139] Method and/or system 100 may alternatively be implemented in dedicated hardware such as one or more integrated circuits performing the functions or sub functions of the described methods. Such dedicated hardware may include graphic processors, digital signal processors, or one or more microprocessors and associated memories.

[140] The system 200 may further comprise a memory such as database 120 for storing the received job-leaver details.

[141] The one or more databases may be updated regularly. The update may comprise changed job-leaver details. The change may be due to changed employment conditions, salary and/or additional qualification requirements.

[142] The computer system 200 may be used to alert a winning recruitment professional of the auction. The alerting may be performed by a module connected to the at least one network connection device, which sends a communication to the recruitment professional.

Favourability Algorithms

[143] The present invention preferably utilises the following favourability algorithms to determine a recruitment professional to be contacted: 1) Opportunity Matching Algorithm; 2) Recruiter Performance Algorithm; and 3) Selection Algorithm.

[144] The Opportunity Matching Algorithm calculates the amount of preference provided to a recruitment professional based on the similarity of his/her specialisation, localisation, personal preferences and capability to the type of recruitment opportunity (i.e., the employment position to be filled) that has been submitted by the notifier/job-leaver.

[145] The Recruiter Performance Algorithm calculates the amount of preference provided to those recruitment professionals who have demonstrated superior performance, diligence, ethics and competence.

[146] The Selection Algorithm calculates the preferred recruitment professional for an assignment (i.e., the employment position to be filled) based on the results of the Opportunity Matching Algorithm, the Recruiter Performance Algorithm, Random Variability Coefficient Value and Favourability Index Score. The Favourability Index Score may be manually adjustable, if required.

Opportunity Matching Algorithm

[147] The Opportunity Matching Algorithm produces the Opportunity Matching Score, The Opportunity Matching Score is calculated from the Opportunity Matching Algorithm:

_ , . „ . A+B+C+D+E+F+G Actual Score . _ \

Opportunity Matching Score - H x / x 10 r^{r J} ° A+B+C+D+E+F+G Maximum Scores J wherein:

A = [Role Title Match]

B = [Primary Industry of the Role Match]

C = [Secondary Industry of the Role Match]

D = [The Organisation's Suburb Proximity to Recruiter Match]

E = [Primary Industry of Organisation Match]

F = [Secondary Industry of Organisation Match]

G = [Total Employment Cost (TEC) of the Role (e.g. salary package) Match] H = [Country in Which Role is Located Match]

I = [Names of Recruiters with Preferred Supplier Agreements or Pre-Existing

Relationships with the Organisation Non-Match]

Table 1 lists the values to be given to each of the variables provided in the

Opportunity Matching Algorithm. Table 1 - Opportunity Match Rating Algorithm Automation Table

Recruiter Performance Algorithm

[148] The Recruiter Performance Algorithm produces the Recruiter Performance Score.

The Recruiter Performance Score is calculated from the Recruiter Performance Algorithm:

Recruiter Performance Score = Existing (Past) Performance Score +

Opportunity Performance Score

Where:

Existing Performance Score is calculated in accordance with the class of lead provided to the recruiter and their performance on set criteria, as set out in Table 2;

Opportunity Performance Score is the highest value the recruiter is eligible for, given their performance in the opportunity, as set out in Table 2; and

Recruiter Performance Score ranges from 1 to 10, where 1 is the minimum score and 10 is the maximum Recruiter Performance Score.

[149] The Existing Performance score (which is effectively the pre-existing/past Recruiter Performance Score) is initially based at a midpoint value of 5, and after each recruitment assignment, an Opportunity Performance Score may be added. In some cases, a negative Opportunity Performance Score results for a poor performance after an assignment, and a zero Opportunity Performance Score results for a neutral performance after an assignment. As Table 2 shows, the more difficult the assignment, as reflected by the class of lead provided to the recruiter, the greater the opportunity for the recruiter to score highly on the Opportunity Performance Score and thereby achieve a higher or improved Recruiter Performance Score.

[150] The Recruiter Perforaiance Score obtained is therefore dictated by the ability of the recruiter to complete the given stages of an assignment. Thus, if a recruiter cannot progress through any stages, he/she loses points, which results in a lower Recruiter Perforaiance Score. If the recruiter progresses through the given stages (i.e., interviews candidates, forms a shortlist, contacts the employer, etc) he/she gain points, which results in a higher Recruiter Performance Score. If the recruiter manages to place a position, he/she earns more points on the Opportunity Performance Score (and obtains substantially more points if it was a difficult lead to place).

In order to a calculate a Recruiter Performance Score for a subsequent new assignment, the Recruiter Performance Score obtained in the previous assignment is used as the Existing Performance Score in the calculation and an Opportunity Performance Score is determined based on the recruiter's performance on the assignment as described above. Therefore, the Existing Performance Score is recycled from the previous Recruiter Performance Score and its score may go up or down after each assignment. If the recruiter has a good reputation of performance, that gives the recruiter a better probability of being assigned another opportunity. If the recruiter has managed to maintain its Recruiter Perforaiance Score to a value of 10 (the highest value possible) from accumulated past Recruiter Performance Scores, such a score will give him/her a great chance of being assigned opportunities more frequently, since the score demonstrates that he/she does a great job and has a good probability of placing the assignments. However, as it will be elucidated more fully below, the random coefficient value applied in the Selection Algorithm enables other recruiters the opportunity to be selected for assignments so that it will not always be the one recruiter with the highest Recruiter Performance Score that is selected.

Table 2 - Recruiter Performance Algorithm Automation Table

Recycled +4 +3.5 +3 +2 assignment, after

3/4 of pre- resignation period

elapsed and the

previous recruiter

has provided no

shortlist

Recycled +4 +3.5 +3 +2 assignment,

previous recruiter

failed to indicate

contact with

employer within 3

days of proposed

date

Selection Algorithm

[152] The Selection Algorithm produces a Selection Score. The Selection Score is calculated from the Selection Algorithm:

Where:

Selection Score = from 1 to 10, where 1 is the minimum score and 10 is the maximum Selection Score;

A = [Automatically Generated Random Coefficient Value 1-10];

B = [Recruiter Performance Score];

C = [Opportunity Matching Score]; and

D = [Favourability Index Score Value 0-10]

[153] The Automatically Generated Random Coefficient Value allows the calculation of the Selection Score to vary such that other recruiters, who may have a lower Recruiter Performance Score and/or Opportunity Matching Score, to be selected over a recruiter with a higher Recruiter Performance Score and/or Opportunity Matching Score. That is, when the Coefficient Value is randomly higher, recruiters with a lower Recruiter Performance Score and/or Opportunity Matching Score will more likely increase his/her chance to obtain selection for an assignment.

[ 154] In some embodiments, the Automatically Generated Random Coefficient Value may be generated by:

1) Using Microsoft Excel or similar program to generate a random number between 1 and 10;

2) Using a pre-designed table of random numbers;

3) Using integers taken from decimal places from π and cycling through; or

4) Using any other method to generate random numbers or combination of any of the above.

[155] The Random Coefficient Value is designed to promote variability/heterogeneity such that a different recruiter may be assigned the opportunity to take on an assignment. This randomness ensures that the same recruiter is not always selected for an assignment.

[156] The Favourability Index Score is a variable rating of the recruiter. The variable may be manually adjusted as a result of specific events and/or specific circumstances. The specific events and/or specific circumstances include, but are not limited to, any one or more of promotions, special circumstances, bonuses, penalties for misconduct, equalization or competition. The Favourability Index Score Value has a maximum value of 10 and a minimum value of 0.

[157] The following examples are merely for illustrative purposes, and not limiting to the invention in any way.

EXAMPLES

Example 1

[158] Jack is a sales executive of ABC Shoes and he plans to quit his job in 6 weeks time.

Prior to advising the HR department of his resignation, Jack opens an account online with a service provider, and provides his details including his salary and/or total employment cost, qualifications, skills and resignation notification date. Jack's job-leaver details are received by the service provider's system, which sends an employment position electronic message to a computing device of a recruitment professional. These details are used to screen, and possibly interview and reference check candidates. On the resignation notification date, Jack notifies his boss and HR of his resignation and sends an email to the recruitment professional to confirm his resignation. The recruitment professional in turn contacts ABC Shoes on that day or shortly thereafter, and after confirming that the employer will engage the recruitment professional presents it with a selection of candidates to fill Jack's position. Jack is paid for providing the job-leaver details to the service provider after Jack's position is filled.

Example 2

[159] Jack is a sales executive of ABC Shoes and he plans to quit his job in 6 weeks time.

Prior to advising the HR department of his resignation, Jack opens an account online with a service provider, and provides his details including his salary or total employment cost, qualifications, skills and resignation notification date. Jack's job- leaver details are received by the service provider's system, which activates an auction notification system. The system sends electronic messages to recruitment professionals that job-leaver details are to be auctioned. After the auction, an employment position electronic message is sent to a computing device of the recruitment professional of the winning bid. These details are used to screen, and possibly interview and reference check candidates. On the resignation notification date, Jack notifies his boss and HR of his resignation and sends an email to the recruitment professional to confirm his resignation. The recruitment professional in turn contacts ABC Shoes on that day or shortly thereafter, and after confirming that the employer will engage the recruitment professional presents it with a selection of candidates to fill Jack's position. Jack is paid for providing the job-leaver details to the service provider after Jack's position is filled.

Example 3

[160] Jack is a sales executive of ABC Shoes and he plans to quit his job in 6 weeks time.

Jill is Jack's co-worker and she knows that Jack intends to resign soon. Prior to Jack advising the HR department of his resignation, Jill opens an account online with a service provider and provides Jack's details including his estimated salary or total employment cost, qualifications, skills and intended resignation date. Jill's job-leaver details are received by the service provider's system, which sends an employment position electronic message to a computing device of a recruitment professional. These details are used to screen, and possibly interview and reference check candidates. On Jack's resignation date, Jill sends an email to the recruitment professional to confirm Jack's resignation. The recruitment professional in turn contacts ABC Shoes on that day or shortly thereafter, and after confirming that the employer will engage the recruitment professional presents it with a selection of candidates to fill Jack's position. Jill is paid for providing Jack's job-leaver details to the service provider after Jack's position is filled.

Example 4

[161] Jamie is a recruitment professional. He opens an account with a service provider and installs a recruitment position viewer application on his computing device such as a smartphone and sets up his preferences for the format in which the details of an employment position are to be notified and destination email address for the notification.

[162] Jack is a sales executive of ABC Shoes and he plans to quit his job in 6 weeks time.

Prior to advising the HR department of his resignation, Jack opens an account online with a service provider and installs a job-leaver position notification application on his computing device. Jack provides his details including his salary and/or total employment cost, qualifications, skills and resignation notification date. Jack's job-leaver details are received by the service provider's transmission server system and stored in its database.

[163] The transmission server's microprocessor uses the Selection Algorithm to calculate Jamie's selection score, based on Jack's job-leaver details stored in the database.

[164] The microprocessor determines that Jamie has the highest selection score. It then filters Jack's employment details to a format specified by Jamie, generates a formatted alert and transmits the formatted alert over the internet to Jamie's smartphone. The alert launches the recruitment position viewer application and connects over the internet to Jamie's employer's database that contains details of candidates and automatically selects suitable candidates to fill Jack's position. The selected candidates are screened, and possibly interviewed and reference checked. On the resignation notification date, Jack notifies his boss and HR of his resignation and uses the application to confirm his resignation. The Transmission server in turn notifies Jamie, who in turn contacts ABC Shoes on that date or shortly thereafter, and after confirming that the employer will engage the recruitment professional presents it with a selection of candidates to fill Jack's position. Jack is paid for providing the job-leaver details to the service provider after Jack's position is filled.

Example 5 - Opportunity Matching Algorithm

[165] Opportunity matching scores are calculated for eight recruiters based on the Opportunity Match Rating Automation Table provided in Table 1. Table 3. Opportunity Matching Score for each Recruiter calculated from the Opportunity Matching Algorithm

Where A = Role Title; B = Primary Industry of the Role; C = Secondary Industry of the Role; D = The Organisation's Suburb Proximity to Recruiter; E = Primary Industry of Organisation; F = Secondary Industry of Organisation; G = Total Employment Cost (TEC) of the Role (e.g. salary package); H = Country in Which Role is Located; I = Names of Recruiters with Preferred Supplier Agreements or Pre-Existing Relationships with the Organisation; and J = Opportunity Matching Score.

Example 6 - Recruiter Performance Algorithm

[ 166] Recruiter Performance scores are calculated for eight recruiters based Recruiter Performance Algorithm Automation Table provided in Table 2.

Table 4 Recruiter Performance Score for each Recruiter calculated from the Recruiter Performance Algorithm

EPS = Existing Performance Score; OS = Opportunity Score; RPS = Recruiter Performance Score

Example 7 - Selection Algorithm

[167] Selection scores are calculated for eight recruiters based on the Selection Algorithm. Table 5 shows that Recruiter F has the highest Selection Score of 7, followed by Recruiter B with a Selection Score of 5.8. From the Selection algorithm, Recruiter F having the highest score has been selected whilst Recruiter B is the second preference Recruiter.

Table 5 - Selection Score for each Recruiter calculated from the Selection Algorithm

Other embodiments and uses of this invention will be apparent to those having ordinary skill in the art upon consideration of the specification and figures of the invention disclosed herein. The specification and specific examples given should be considered exemplary only, and it is contemplated that the appended claims will cover any other such embodiments or modifications that fall within the scope of the invention disclosed herein.

Claims

1. A method of alerting a recruitment professional of an employment position to be filled, the method comprising: receiving job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and sending an employment position electronic message comprising the employment position details and/or employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled, wherein the employer receives the details of at least one suitable candidate prior to the date, or on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

2. The method of Claim 1 , further comprising auctioning the job-leaver details prior to sending to the recruitment professional.

3. The method of Claim 1 or Claim 2, further comprising use of an auction notification system which may be network-connected to a contact database containing contact details of recruitment professionals.

4. The method of any one of Claims 1 to 3, further comprising using a bid processing system for receiving, processing and determining a winning bid.

5. The method of any one of Claims 1 to 4, further comprising intelligently selecting the computing device associated with the recruitment professional for sending the employment position electronic message.

6. A server-based system for alerting a recruitment professional of an employment position to be filled, the system comprising: a server adapted to interface with a computer for receiving job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and a network- connected messaging processor for sending an employment position electronic message comprising the employment position details and/or employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled, wherein the employer receives the details of at least one suitable candidate prior to the date, or on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

7. The system of Claim 6, further comprising an auction notification system to notify recruitment professionals that job-leaver details are to be auctioned.

8. The system of Claim 7, wherein the auction notification system is network- connected to a contact database containing contact details of recruitment professionals.

9. The system of any one of Claims 6 to 8, wherein system further comprises a bid processing system for receiving, processing and determining a winning bid.

10. The system of any one of Claims 6 to 9, further comprising a monetary payment processing system for paying the job-leaver.

11. A computer program product for alerting a recruitment professional of an employment position to be filled, the computer program product comprising: a computer usable medium and computer readable program code embodied on said computer usable medium, the computer readable code comprising: computer readable program code devices (i) configured to cause the computer to receive job-leaver details comprising confirmation that a job-leaver is to resign from the employment position, the job-leaver details comprising employment position details and employer details, wherein the job-leaver details are received before the job-leaver notifies the employer that the employment position is being resigned; and computer readable program code devices (ii) configured to cause the computer to send an employment position electronic message comprising the employment position details and employer details to a computing device associated with a recruitment professional to alert the recruitment professional of the employment position to be filled, wherein the employer receives the details of at least one suitable candidate prior to the date, or on the date, or shortly after the date, the job-leaver notifies the employer that the employment position is being resigned.

12. The computer program product of Claim 1 1, further comprising computer readable code comprising: computer readable program code devices (iii) configured to cause the computer to auction the job-leaver details prior to sending to the recruitment professional winning the auction.

13. The computer program product of Claim 11 or Claim 12, further comprising computer readable code comprising: computer readable program code devices (iv) configured to cause the computer to intelligently select a computing device associated with a selected recruitment professional for sending the employment position electronic message to.

14. The computer program product of any one of Claims 11 to 13, wherein the computer program product further comprises computer readable code comprising: computer readable program code devices (v) configured to cause the computer to process a payment to the job-leaver for providing the job-leaver details.

15. The method, system or computer program product of any one of the previous Claims wherein the employment position details may comprise any one or more of employment position titles, employee remuneration details, employee names, employee contact addresses, employee work histories, employee education details and qualifications, employee skills, licences and registrations held, employee abilities, employee knowledge, employee telephone numbers, employee mobile numbers and the like.

16. The method, system or computer program product of Claim 15 wherein the job- leaver details may further comprise any one or more of job-leaver name, a resignation notification date, departure details and candidate lead details.

17. The method, system or computer program product of any one of the previous Claims wherein the departure details comprise notice period details and a final date.

18. The method, system or computer program product of any one of the previous Claims wherein the employer details comprise organisation name and/or employer contact details.

19. The method, system or computer program product of any one of the previous Claims wherein the job-leaver is paid when the employment position is filled by a candidate provided by the recruitment professional.

20. The method, system or computer program product of Claim 19 wherein the payment amount is be calculated based on a percentage of an agreed salary or total employment cost to be paid by the employer to the selected candidate.