WO2003009187A1

WO2003009187A1 - An evaluation system and method therefor

Info

Publication number: WO2003009187A1
Application number: PCT/AU2002/000966
Authority: WO
Inventors: Loredana Maria Berston
Original assignee: Sciami Paty Ltd.
Priority date: 2001-07-19
Filing date: 2002-07-19
Publication date: 2003-01-30
Also published as: AUPR647101A0

Abstract

The present invention relates to an evaluation system (1), which utilises a task analysis profile (TAP) (20) including a first set of variable, namely, position tasks (21) and a second set of variable, namely, personal attributes (22) required for the tasks (21), where the first set of variables (21) are weighted against the second set of variables (22). The TAP (20) may be constructed in the form of a matrix (TAP matrix) (20), where the elements (28) of the TAP matrix (20) include weightings (29) of the positions tasks (21) against the personal attributes (22) required for the tasks. In one form, the invention assesses the compatibility between a person and a position, including the steps of: a. providing a profile (20) for the position including a score for at least one attribute (22) required position; b. providing a profile (31) for the person including a score for at least one attribute (22) of the person, and; c. comparing scores of the position's profile and the person's profile, thereby providing an assessment of the compatibility between the person and the position, where the attributes include any one, or all of knowledge, skills and abilities (22). The invention may be directed to an Internet based system, which is operated to provide, inter alia, a position/person profiling and compatibility assessment means.

Description

AN EVALUATION SYSTEM AND METHOD THEREFOR FIELD OF INVENTION

The present invention relates to an evaluation system. In particular, the present invention relates to an evaluation system directed at assessing the compatibility between a person and a position, or in other words, providing a relative measure of a persons 'fit' to a desired career choice or opportunity. In one form, the present invention is directed to an Internet based system, which is operated to provide, inter alia, a position/person profiling and compatibility assessment means. BACKGROUND OF INVENTION

Various industries, such as, for example, the Insurance, Banking and Financial Services industries, are moving quite strongly to amalgamate as seen by the Banking and Insurance amalgamations both nationally and internationally in the past three years. This trend, together with IT developments, product re- alignment and customer expectations has seen and will continue to see a change in the skill set required to fulfil the needs of employers within this industry. In this example of the amalgamating Insurance, Banking and Financial Services industries, current statistical data and projections show that internationally there will be, and will continue to be for some time, a shortage of personnel with sufficient technical skills to fulfil the requirements of the industry.

Currently employers chose new staff by a variety of methods, including internal and external advertising, referral and the use of personnel agencies. Traditionally, the selection of staff is carried out within "best practice" human resource (HR) processes. However, these "best practice" HR processes, have not been considered effective, in that the assessment of people's competencies, attributes and technical skills has not been possible in a systematic, objective and consistent manner. Correspondingly, in the management of personnel within the various industries, the issue of training and development and even career development has been impeded by the lack of a standard evaluation method and system for assessing the compatibility of a prospective candidate for a position with a given position. This problem comes about because it is common in the Insurance industry, for example, to be trained 'on the job', rather than completing industry or tertiary qualifications prior to commencing within the industry.

There are many IT products available in the recruitment marketplace today. They are relatively similar to each other in nature and design. For example, US 5832497 discloses a keyword based searching system. The job description is based on 'needs' and the person or candidates profile is based on a CV prepared by the candidate themselves. US 5832497 discloses searches for the closest match between the job 'needs' and the candidates self compiled profile. It should also be appreciated that employment and HR Agencies have a balancing act to perform in that their client is both the company seeking a new employee and a candidate whom is seeking an opportunity or their next career move. Once again, although working with "best practice" human resource processes, it is considered that the various IT products available to-date have not provided a system or method which can: • Effectively manage the recruitment process, preferably electronically and specifically via the Internet, whilst

• Providing accurate, timely and accessible information to both companies and candidates, or

• Have the capacity to assess candidates systematically against the requirements of a particular position.

SUMMARY OF INVENTION

In one aspect, the present invention provides a method of assessing the compatibility between a person and a position, the method including the steps of: a. providing a profile for the position including a score for at least one attribute required for the position; b. providing a profile for the person including a score for at least one attribute of the person, and; c. comparing scores of the position's profile and the person's profile, thereby providing an assessment of the compatibility between the person and the position.

Preferably, the step of comparing scores in step c includes determining whether a match exists, within predetermined criteria, between the scores of the position's profile and the person's profile. Furthermore, the determination of whether a match exists, within predetermined criteria, may be performed using a processor device acting in accordance with a predetermined instruction set.

Preferably, the at least one attribute of the position includes any one, or all of knowledge, skills and abilities required for the position.

Preferably, the at least one attribute of the person includes any one, or all of knowledge, skills and abilities of the person.

In another aspect, the present invention provides a method of determining a match between a person's profile and a position's profile, the match being within predetermined criteria, the method including the steps of: a. providing a profile for the position including a score for each of knowledge , skills and abilities required for the position; b. providing a profile for the person including a score for each of knowledge, skills and abilities of the person, and; c. determining the match using a processor device acting in accordance with a predetermined instruction set, where the determination includes comparing the position profile and the person profile.

The results of step c may be visually displayed. The position profile and / or the person's profile may be weighted. The weighting may be in accordance with industry criteria for the position.

Preferably, the comparison in step c of the above described methods includes cross matching attributes of the position profile with corresponding attributes of the person profile. In particular, the comparison includes cross matching knowledge of a position profile with knowledge of a person profile, cross matching skills of a position profile with skills of a person profile and cross matching abilities of a position profile with abilities of a person profile.

At least one profile may include knowledge, skills or abilities relating to the tasks for the position. At least one profile may include knowledge, skills or abilities of the person. Another aspect of the present invention provides a task analysis profile

(TAP) including a first set of variables and a second set of variables where the first set of variables are weighted against the second set of variables. The first set of variables preferably includes position tasks and the second set of variables preferably includes personal attributes required for the tasks.

Preferably, the TAP is constructed in the form of a matrix (TAP matrix), where the elements of the TAP matrix include the weightings of the position tasks against the personal attributes required for the tasks.

Another aspect of the invention provides a TAP matrix for use in an evaluation system operable to determine a match between a person's profile and a position's profile, the match being within predetermined criteria, the system including a database for storing the TAP matrix, wherein the TAP matrix provides a map or correlation of position tasks with the required personal attributes for the tasks. The personal attributes may include any one, or all of, knowledge, skills or abilities. The TAP matrix may further include a third set of variables. The third set of variables may include the frequency, skill and importance that is attributed to each task of the position and are used to obtain a measure of the ranking each task carries in a position.

Another aspect of the present invention provides a method of determining a match between a person and a position, within predetermined criteria, the method including the steps of: a. providing a first TAP matrix for at least one sought position; b. providing a profile, including elements corresponding to the elements of a second TAP matrix, for at least one existing person; c. determining the match using a processor device acting in accordance with a predetermined instruction set, the determination comparing the elements of the first TAP matrix provided in step a with the elements of the profile provided in step b.

In the event that a match is not achieved, preferably, at least one of the steps a or b is performed again until a match between person and position is found.

Still another aspect of the present invention provides an evaluation system operable to determine a match, within predetermined criteria, between a person profile and a position profile, the system including: a database for storing a first profile, including elements corresponding to the elements of a first TAP matrix, of at least one of a sought person or a sought position, and; a processor device, acting in accordance with a predetermined instruction set, operable to determine the match between the stored first profile and at least a second profile, including elements corresponding to the elements of a second TAP matrix, of at least one of an existing person or an existing position.

In a further aspect, the present invention provides an evaluation system operable to determine a match between a person's profile and a position's profile, the match being within predetermined criteria, the system including: a host device connected to a data communications network operable to transmit data relating to the person's profile; a database connected to the data communications network and operable to receive the data relating to the person's profile, and; a processor device, acting in accordance with a predetermined instruction set, operable to determine the match between the person's profile and the position's profile by comparing the received person's profile and a pre-stored position's profile residing on the database. Preferably, the position's profile includes a first TAP matrix. Preferably the person's profile includes elements corresponding to the elements of a second TAP matrix.

The system may further include an interface, operable to communicate with at least one of a remote terminal or the Internet. The evaluation system may additionally perform a search and retrieval of stored profiles for determining a match between a person's profile and a position's profile. Preferably, the present invention is enhanced by a Collaborative

Information Business System, hosted on the Internet, or could be provided as a specialised industry information exchange means. The present invention enables a position to person profiling combining psychometric and technical factors, and a system with broader HR capabilities, other than generic (prior art) candidate recruitment and selection tools. In essence, the present invention enables an evaluation and compilation of a position's tasks and the knowledge, skills and/or abilities required to perform them and candidate profiles of knowledge skills and/or abilities, which are assessed, reviewed and / or evaluated independently of the employer and candidate.

BRIEF DESCRIPTION OF THE DRAWINGS

Other features and advantages of one or more preferred embodiments of the present invention will be readily apparent to one of ordinary skill in the art from the following written description with reference to and, used in conjunction with the accompanying drawings, in which:

Figure 1is a diagramatic illustration of the present invention;

Figure 2 illustrates one example of a TAP matrix; Figure 3 illustrates one example of knowledge, skills and abilities TAP that can be assessed by interview and reference check;

Figure 4 illustrates one example of knowledge, skills and abilities TAP that can be assessed by psychometric, technical knowledge and proficiency testing;

Figure 5 illustrates one example of knowledge, skills and abilities CEP 8 that is used to assess the candidate by applying structured interviews and reference checks;

Figure 6 illustrates one example of knowledge, skills and abilities CEP 8 that is used to assess the candidate by applying psychometric, technical knowledge and proficiency testing; Figure 7 illustrates one example of a knowledge, skills and abilities cross match as assessed by structured interviews and reference checks, and;

Figure 8 illustrates one example of a knowledge, skills and abilities cross match as assessed by psychometric, technical knowledge and proficiency testing. DESCRIPTION OF PREFERRED EMBODIMENT In general, the present invention provides a system that is referred to as

'iMatch', which is a means for assessing the compatibility between a person and a position to provide a relative measure of a person's "fit" to a desired career choice or opportunity.

This system enables all primary positions within an industry to be profiled in regard to the knowledge, skills and abilities required. The system then enables individuals to be tested and then measured against the particular requirements of a position. Preferably, the system also provides what is referred to as 'iMap, which is a collaborative human resource information system. This is a fully integrated business management system which will enable:

Company clients to manage their internal or external recruitment requirements through the system, including advertising, job order placement, candidate search testing, reporting and communication, and / or

Candidate Clients to manage their career in the sense of:

Building and refining their "resume", testing against current position or alternative positions, job opportunity search, marketing their availability and communication.

Recruitment personnel are envisaged to be able to manage the recruitment process, including receipt of job orders, advertising, job boards, selection of candidates, testing, matching persons to positions and vice versa, reporting, provision of career advice and communication. Preferably, the present invention avoids the need for a 'resume' which is considered a self serving document and replaces the resume with a direct and quantified measurement of people's abilities. Furthermore, there has been a need to develop a system and method that can analyse the abilities required to perform a job and then match these to the abilities of a person. Figure 1 illustrates schematically one example of such a system according to the present invention. ADVANTAGES

Some advantages of the present invention when compared to prior art products/technologies currently available in the marketplace are as follows: • The present system is preferably Internet based, making it possible to build a collaborative information exchange platform where clients, candidates and partners of the system are able to input and access information. The powerful database captures this information and builds a rich knowledge base for continual reference by the stakeholders. • The present system has a broad HR capability through its unique tools and functions which members of the system are able to access and use in their own environment. This is an entirely separate capability from the recruitment system.

• The present system has integrated the function of recruitment within an Internet based system. This has given rise to the ability to build a unique tool that facilitates a structured and relatively precise person to job matching process.

• The present system avoids the need for the traditional "resume" which has always been seen as a self-serving document. In the present system, candidate members are profiled for their knowledge skills and abilities. The jobs offered are analysed according to a unique matrix system and profiled so that they can be matched against the capability of the candidate.

• The present invention, through the use of tools and techniques built into the system, will enable the benchmarking of industries, as a whole, in relation to knowledge skills and abilities required to perform roles. These tools and techniques also allow recruitment partnerships to form with industry bodies and recognised psychometric specialists.

• The present invention, through its combination of tools, techniques and processes can reduce the recruitment process from the current weeks or months to 'at call'.

In one aspect, the present invention provides an internet based system. The evaluation system of the present invention is schematically depicted in figure 1 within the dotted lines 1. In an embodiment of the present invention, an internet based system is contemplated, including candidate access 2, recruiter's access 3 and employer's access 4. The present invention, however, is not solely internet based. It is considered that the Internet is a convenient manner in which to embody access to the present invention.

Within the present invention, an industry agreed profile 5 is determined for each position. Figure 2 illustrates an example profile illustrated in the form of a TAP (Task Analysis Profile) and depicted as a matrix. The matrix is compiled with position (Role) tasks ranked against knowledge, skills and abilities. A general framework for evaluating or providing a position attribute's score or level of knowledge, skill or ability may be formulated for a given industry and agreed industry wide. For example, the following table provides guidelines for rating the data gathering competency within an Insurance industry competency framework.

COMPETENCY: DATA GATHERING

The profiles may be determined for an industry (represented by Industry TAPs 6 ) and / or may be more job specific (represented by Employment Position TAPs 7 ). A more detailed description is provided later with reference to figures 2, 3 and 4.

Within the present invention, a Candidate Evaluation Profile (CEP) 8 is determined for each candidate. A more detailed description is provided later with reference to figure 5 and 6. Within the present invention, importantly, both the industry or job TAP and candidate CEP 8 have profiles compiled in accordance with knowledge, skills and abilities. Within the context of the present invention, knowledge, skills and abilities can be determined to be as a combination of: appropriate level of competency, for example, communication, leadership, and the like, that has been built through past on the job experience, training, and the like, that reflects in an individuals performance, as well as intellectual capacity for example numeracy, verbal and conceptual ability. Technical knowledge of the job may also be another factor measured or tested along with proficiency in areas like use of computer packages.

These knowledge, skills and abilities are searched (in response to a request to find a candidate for a position, or visa versa) by search tool 9, and the correct or best fit is output via interface 10.

The manner in which the data is represented is not material to the present invention, and is merely considered a matter of preference to the user. That is the data may be analytical and / or graphically represented.

The output from the present invention may be to any one or a plurality of the candidate(s), recruiter(s), employer(s), and / or other person(s) 11. Furthermore, the manner of access to the present invention via Internet 12, 13, 14 or via direct connection 15, 16, 17 is not material to the present invention. The output interface 10 is depicted as being able to communicate in a suitable manner. In another aspect of the present invention, the iMatch process is a combination of human and automated interactions that interface with technology to produce a series of templates and charts that are stored in the iMapsystem, as profiles.

These profiles represent either jobs or people, which can be cross matched by the system in many combinations.

Figure 2 depicts an example of a Task Analysis Profile (TAP) Matrix 20 that is used to evaluate the ideal level of knowledge, skills and ability 22 required in a person to perform a role.

The TAP matrix 20 consists of a number of components, that include the following:

The Frequency 23, Skill 24 and Importance 25 that is attributed to each task 21 to perform the role. Frequency 23, Skill 24 and Importance 25 is commonly used in job analysis techniques. It is used to obtain a measure of the ranking a task carries in the job. - The main task headings like 'Underwriting' 26 followed by the activities 27 that make up the main task 21. The main task headings 26 followed by the activities 27 is derived from the base competencies developed by The Institute, namely, the Australian and New Zealand Insurance Institute

(ANZII). These are an industry standard. Tasks 21 and activities 27 for other industries will be developed in a similar way.

The knowledge, skills and abilities 22 required to perform a role. The knowledge, skills and abilities 22 have been developed with the input and co operation from a number of sources namely:

ANZII - An industry standards body

Psychometric test developers and distributors such as the Australian

Council for Education Research (ACER) and also online service providers. - Insurance Companies - Working from a range of information like position descriptions and Human Resource and Operational managers' knowledge of the roles.

Organisational psychologists

Recruiters own knowledge of the industry. - Elements 28 of the TAP Matrix 20 are the weightings 29 which may be on a scale of 0-4 in 0.01 increments that link the knowledge, skills and abilities

22 to the main task 21 and its activities 27. The weightings 29 that link the knowledge, skills and abilities 22 to the tasks are developed through industry focus group meetings. A group of industry specialists related to the job being profiled can be assembled.

Consensus is obtained on the weighting 29 for each task 21 and its activities 27 against each knowledge, skill and ability 22. The result is the creation of an industry generic profile for a role in the industry (TAP) 20. This is repeated to create industry generic profiles (TAPs) 20 for all jobs. Once complete, the profiles 20 are stored in the database and used as reference points to measure against candidate profiles.

As an additional feature companies are able to develop a profile that is specific to a role in their company from the generic TAP. This can be done only after the company has been trained as an accredited user of the system. The tasks 21 may be manually assigned to the TAP matrix 20 by a specialist, as are the weightings in the initial evaluation of a role. The tasks 21 are assigned by analysing the component parts of a specific position and determining importance and ranking 30 of these parts. Once the initial evaluation is complete, the weightings 29 will be calculated by the system electronically and are stored in the database for further comparison according to the invention. The calculation of the total score for each of the knowledge skills and abilities 22 in the TAP matrix 20 is performed, in this example, by taking an average of the task totals. This result is then validated by an industry focus group and translated to a bar chart that represents a profile of the specific role. The outputs of the TAP exercise may be depicted as illustrated in figures 3 and 4. Figure 3 & 4 illustrates an example of the knowledge, skills and abilities TAP and are either generic for industry positions or specific for a company position.

The Candidate Evaluation Profile (CEP 8) 31 in Figures 3 and 4 - see below, is the outcome of a staged process used to evaluate a persons attributes and abilities. This process is outlined as follows:

Structured Interviewing - Questions are targetted at an industry level by a consultant who uses this technique to elicit the depth of knowledge, and ability of a person. These questions carry a weighting on a scale of 0-4 that the consultant awards to each attribute. The structured interview questions are derived from each knowledge, skill and ability. There is a set of questions for each knowledge, skill and ability. The questions are targeted to reveal the amount of experience and knowledge a person has developed through previous roles. The answers are evaluated and rated by a subject matter expert who has previously worked in this field. The questions are developed by an HR specialist who aims to capture the generic knowledge, skills and abilities of the person. The results are fed into the system and a knowledge,skills and abilities profile produced. ( see figure 5).

Structured Reference Checking - This provides another check of the persons capability and allows the consultant to adjust the weightings of the knowledge,skills and abilities CEP 31 if necessary. The weighting attributed to the structured interviews can also be adjusted on the basis of structured reference checks. The structured reference check questions are derived from the knowledge, skills and abilities. At this point the subject matter expert may have access to the persons managers, peers and subordinates to obtain a balanced view of the persons abilities in previous roles. This is a way of validating the answers that the person is giving during the structured interview. - Psychometric Testing - A series of appropriate tests, which are considered standard in the industry, are performed by the person on line.

The results of these tests are automatically fed into the CEP 31 knowledge, skills and abilities bar charts (see figures 5 and 6). The psychological tests are based on evaluating the knowledge, skills and abilities including the technical knowledge in the persons chosen field. The scores from the test are collected in the assessment centre in the system.

A cross match occurs when a knowledge, skills and abilities CEP 31 is matched (or found to be within predeterimined criteria) against an knowledge, skills and abilities TAP. (see figures 7 and 8) This is done by selecting a TAP for a specific role from the system then running a search for candidates who's CEP

31 , (or visa versa):

1. Meets the exact ( or predetermined) requirements of the TAP

2. Is within a tolerance level, for example, on a scale of 0-4 in (+ and/or -) 0.5 increments. The criteria for the exact (or predetermined) match is determined by the computer based on the TAP (Task Analysis Profile) for a specific job. The system will select exact (or predetermined) matches if required by the consultant. In addition to this, the consultant can set a tolerance level + and / or - 0.5 lets say of the TAP to see who fits into a much broader band. The consultant provides the client with a shortlist of available matches found. The client is then in a position to make use of the comparsion provided by the present invention, which utilises the TAP, in making a decision on the candidates.

If a candidate is cross-matched in figure 7 and figure 8, they may be considered suitable for a position. There needs to be a cross match in figs 7 & 8 as they are part of the same bar chart. Figure 7 covers the areas that can be interviewed and reference checked and Figure 8 covers the areas that can be tested for using psychometric and technical tests. In still another aspect, the present invention provides a more detailed embodiment of the present invention. 6.4 Specialisation

Specialisations within this category include but are not limited to:

6.5

7.4 Profiles

7.4.1 Overview

The Profile Application is only available to all Individual Members.

7.4.2 Access

7.4.3 Creating a Profile

Individual and Graduate Access Account holders will be given the option to provide the following information to complete their Profile: 7.4.3.1 Desired Employment Information Additional information can be provided if desired. This additional information is as follows:

7.4.3.3 Employment History

Ability to add multiple positions. At end of form options are:

• Save & Exit

• Save & Add Other...

• Cancel & Exit

7.4.3.4 Academic History - Tertiary

Ability to add multiple qualifications. At end of form options are:

• Save & Exit

• Save & Add Other...

• Cancel & Exit

7.4.3.5 References

Ability to add multiple references. At end of form options are:

• Save & Exit

• Save & Add Other...

• Cancel & Exit

7.4.3.6 Upload Additional Profile Information

Ability to upload documents associated with their profile to the site. 7.4.4 View Profile

To View a Profile, a Staff Member must first search for an Individual Member. Once an Individual Member has been selected, a View Profile option will be visible on the Individual Member Details page. Selecting this option will present the Profile for the Individual Member.

7.4.5 Edit Profile

To Edit a Profile, a Staff Member must first search for an Individual Member. Once an Individual Member has been selected, a View Profile option will be visible on the Individual Member Details page. Selecting this option will present the Profile for the Individual Member. From this page there will be an option to Edit Profile. Selecting this option allows the Staff Member to edit the Individual Member's profile. 7.6 Manage iMatch Profile (Skill Matrix) 7.6.1 Create iMatch Profile The iMatch Profile is the unique tool that the recruiter or human resources specialist uses to evaluate candidates. The following steps outline the process to create an iMatch Profile by a Staff Member with a Management Access Account. Note all Jobs that are awaiting assignment of their iMatch Profile are flagged on the Admin Screen of Staff Members with Management Access Accounts.

7.6.1.1 Step 1 iMatch Profile - Add Profile Name & Divisional Split

This is required where an iMatch Profile is not associated with a specific Job Order. The Profile Name is added into a text field and is used for identification purposes only and has no impact on the Profile beyond this. The Divisional Splits are selected by Drop Down menus.

7.6.1.2 Step 1a iMatch Profile - Select Job Order As an alternative to creating a stand alone iMatch Profile, searching for and selecting a Job Order associates a Profile a specific Job Order. A Job Order can be searched for by Company Member or by browsing all active Jobs. Only Job Orders that do not have an iMatch Profile associated with them are returned as search results. For iMatch Profiles associated with a Job Order, the Profile will have the same Divisional Splits as the Job Order.

7.6.1.3 Step 4 iMatch Profile - Add Task Headings & Properties

All Tasks conducted in the course of a job are defined by their

Group, Heading and Properties. A Task Group is the name of the group to which specific skills will be applied. For example "Support Tasks". It has no impact on the iMatch or any calculations and is used only as an aid to organising

Tasks.

A Task Heading is defined as the name of the Task (e.g. Problem Solving). All Task Headings must be part of a Task Group.

A Task Property is defined as a description of and activity that demonstrates this Task (e.g. Be alert to problems with supplier products).

All Tasks can have only one Heading but may have up to 50 different Properties.

All Tasks must be assigned a Frequency. Frequencies will be a value between 0-4 and will be selected from a drop-down menu.

All Tasks must be assigned a Skill. Task Skills will be a value between 0-4 and will be selected from a drop-down menu. After the Frequency and Responsibility values have been added, a

Task Calculation is performed to determine the final Importance.

The Importance equation is as follows: Importance = (Frequency + Skill)/2

7.6.1.4 Step 5 iMatch Profile - Add All Skill Headings & Properties

All the Skills from this list will be applied to each profile. These Skills are:

7.6.1.5 Step 6 iMatch Profile - Add Skill Weightings

Tasks and Skills are cross-referenced together and are weighted. All Skills are weighted by selecting a value from 0-4 for each Task. If a Skill is weighted zero against a specific Task, that Skill has no impact on the Task. If a Skill is weighted five against a specific Task, that Skill has maximum impact on the Task. For example:

After all Tasks and Skills have been added, the Staff Member selects the Add Skill Weights option. This takes the Staff Member to a page that lists a matrix of Task Headings and Skill Headings. At the intersection between the Task and Skill Headings are drop down menus giving the weight options (0-4).

7.6.1.6 Step 7 iMatch Profile - Calculate Skill Rankings After the Skill Weightings have been added the Task/Skill Rankings are calculated for each Task. The Task/Skill Ranking equation is as follows: Task/Skill Ranking = (Importance x Skill Weight)/4

The Task/Skill Ranking is calculated for each cell in the iMatch Profile. After all Task/Skill Rankings have been calculated, a final Skill Ranking is calculated for each Skill. The Skill Ranking equation is as follows: Skill Ranking =(Sum of Task/Skill Ranking)/(Number of nonzero weighted skills) The final Skill Ranking value will be a number between 0-4. Skill Rankings can be fractions to 2 decimal places.

7.6.1.7 Step 8 iMatch Profile - Generate Bar Graph After the Skill Rankings have been calculated a Bar Graph is generated for the Matrix.

The Vertical Axis will represent the final Skill Ranking (Value of 0-4) The Horizontal Axis will represent the Skill Headings (See 8.5.3.7)

7.6.1.8 Step 9 iMatch Profile - Save & Exit Once the Staff Member has generated the Bar Graph, the iMatch profile can be saved.

7.6.1.9 Copy & Edit iMatch Profile

As an alternative to creating a new iMatch Profile, a Staff Member may opt to copy an existing iMatch Profile from another Job Order. To copy a iMatch Profile the Staff Member will be able to select the

Copy iMatch Profile option after the Job Order has been created (See 8.5.3.3). Selecting this option takes the Staff Member to a list of previous jobs. Selecting any of the jobs displays the iMatch Profile for that position. Once the Staff Member has identified the iMatch Profile to be copied, the Staff Member selects the Copy This iMatch Profile option. The iMatch Profile is then automatically copied and can be edited from here.

7.6.2 iMatch Profile Request Administration

The iMatch Request Administration application allows Staff Members to view the recruiter or human resources specialist, Company Member and

Individual Member initiated Profiling requests. Profiling is defined as allowing an individual to have access to the Online Assessment testing provided via Test online service provider.

Selecting the iMatch Request Administration link from the Main Staff Member Administration Screen takes the Staff Member to a Page that lists three options: • View recruiter or human resources specialist Initiated Tests

• View Company Member Initiated Tests

• View Individual Member Initiated Test Requests

7.6.2.1 View recruiter or human resources specialist Initiated Tests

Selecting this option takes the Staff Member to a new page that lists all the recruiter or human resources specialist initiated iMatch Profile requests.

There are twenty-five results shown per page with the most recent requests appearing first.

Results are displayed as the Individual Members Name, date requested, date completed and Staff Member that initiated the request. 7.6.2.2 View Company Initiated Tests

Selecting this option takes the Staff Member to a new page that lists all Company Member initiated iMatch Profile requests. This page lists all Company Members and the number of initiated requests. Selecting a Company Member from this page takes the Staff Member to a screen that lists all the individuals that have had profile requests.

Alongside their name is listed the date requested, the date completed and a checkbox to indicate whether or not the Company has been invoiced for this request. 7.6.3 Task Analysis Profile (TAP) Administration Application

The Task Analysis Profile (TAP) can exist independently of a Job Order and is a summary of the Tasks and Skill Weightings. The TAP Administration application will be available to Staff Members only with Master and Specialist Access Accounts only and can be accessed from the main Staff Member Administration Screen. Selecting the Task Analysis Profile Administration link takes the Staff Member to a new screen with the following links:

Create New TAP

Edit TAP

Copy TAP

Delete TAP

Review TAP

Manage Industry Splits

7.6.3.1 Create New TAP

Selecting the Create New TAP link takes the Staff Member to a form that require the following information to be provided:

Note: if the new TAP is Industry Generic, then only those Divisional Splits that do not currently have a TAP associated with them can be displayed. If the TAP is Company Specific, then the Staff Member must select an existing Company Member with which to associate the TAP. After a TAP Profile has been created, the Staff Member must then assign Tests for the Profile. This is to ensure that all candidates being compared against a profile have done the same test for each of the skills being compared. This also allows the system to inherit the test set for a Job Order at the time that the TAP Profile is selected as well as schedule outstanding tests for each candidate as they are Short-Listed.

7.6.3.2 Edit TAP

Selecting the Edit TAP option takes the Staff Member to a search screen that allows for TAPs to be searched for by the following fields: • Industry Generic/Company Specific

• Divisional Splits

• TAP Name

Once the Staff Member has found the relevant TAP, selecting that TAP name takes them to a page that will enable them to edit the TAP information.

7.6.3.3 Copy TAP

Selecting the Copy TAP option takes the Staff Member to a search screen that allows for TAPs to be searched for by the following fields:

• Industry Generic/Company Specific • Divisional Splits

• TAP Name

Once the Staff Member has found the relevant TAP, selecting that TAP name takes them to a page that will enable them to edit the TAP information and then save it as a new TAP. Note that the copied TAP cannot overwrite an existing TAP. Therefore the copied TAP must have either a unique Divisional Split if it is to be Industry Generic or it must have a new TAP Name or be associated with a different Company Member if it is going to be Company Specific. As TAP Profiles can be copied leaving multiple Profiles for the same Divisional Split, a default flag will be used by the system. The system will ensure that there is only one default TAP Profile for each Divisional Split. 7.6.3.4 Delete TAP

Selecting the Delete TAP option takes the Staff Member to a search screen that allows for TAPs to be searched for by the following fields:

• Industry Generic/Company Specific • Divisional Splits

• TAP Name

Once the Staff Member has found the relevant TAP, selecting that TAP name takes them to a page that will confirm that they wish to delete this TAP. 7.6.3.5 Review TAP

Selecting the Review TAP option takes the Staff Member to a search screen that allows for TAPs to be searched for by the following fields:

• Industry Generic/Company Specific

• Divisional Splits • TAP Name

Once the Staff Member has found the relevant TAP, selecting that TAP name takes them to a page that will display all the details for the selected

TAP.

7.6.3.6 Manage Industry Splits From within the TAP Application, Staff Members with Master Access

Accounts can associated and disassociate Classes of Business, Specialisations and Job Classifications from specific Industry Group. To manage these associations, the Staff Member selects the Manage Industry Splits link from the main Staff Admin screen. This will take them to a series of drop down menus for each Industry Group. Selecting an

Industry Group displays all the available Classes of Business, with the ones associated to the selected Industry Group displayed checked boxes. Selecting and de-selecting the check boxes will change the associations to that Industry Group. The same process is repeated for Specialisations and Job Classifications. 7.6.4 Generation of Individual Member's iMatch Profile

An Individual Member's iMatch Profile takes results from the Online Assessment, Structured Interview Results and Reference Checks. These results are mapped as follows:

7.6.4.1 Online Assessment Results

The results from the Online Assessment will be passed back from the online service provider and will be mapped back to the following Skills, which are a non limiting example only:

7.6.4.2 Structured Interview and Reference Check Results

The results from the Structured Interview presented in the iMatch graph. Reference Checks are not graphed and are used by Staff Members only as a method of validating the Structured Interview Results.

7.6.4.3 Presentation of iMatch Results The iMatch Results are presented as a graph comprising of two columns for each of the skills listed in 7.6.1.4. The first column for each skill represents the Online Assessment Results. The second column for each skill represents the Structured Interview results averaged with the results from the Reference Checks.

7.7 Candidate Search and Shortlist

After a Job Order and its iMatch profile have been assigned, the Staff

Member will have the ability to search the Individual Member database for potential matches to the current Job Vacancy. To do this the Staff Member must select the View Jobs option from the main Staff Member screen. This will take the Staff member to a list of all open Jobs currently assigned to that Staff

Member.

Finding a potential candidate for a vacant job is a multi-step process.

These steps are as follows: 7.7.1 Search for Candidates

After selecting View Jobs, the Staff Member selects View Candidates to search the Individual Member database for candidates. The Search Process will operate in the following manner: a) Search By Divisional Splits and Location b) Drop Specific Fields and Search Again c) Repeat Step b).

All Individual Members that match these criteria for a vacant Job are listed on the result page. To view the details of any candidate the Staff Member clicks on the Individual Members name. To add an Individual Member to the Shortlist for this job, the Staff Member selects the Add To Shortlist checkbox on the Individual Member's Details page.

To remove an Individual Member to the Shortlist for this job, the Staff Member unselects the Add To Shortlist option on the Individual Member's Details page. 7.7.2 Search by iMatch Profiles

The iMatch Search function allows Staff Members to search for candidates by their iMatch Profile results.

Searching is done across all the skills in the iMatch Profile. The Staff Member selects the minimum weightings for each of the skills in the iMatch

Profile. Search results return the Individual Members whose results exceed the minimum weightings that have been selected.

7.7.3 View Shortlist

Selecting View Shortlist displays all Individual Members that have been added to the Shortlist. To view the details of any candidate the Staff

Member clicks on the Individual Members name.

To remove an Individual Member to the Shortlist for this job, the Staff Member unselects the Add To Shortlist option on the Individual Member's Details page. 7.7.4 Enable Online Assessment

From the Shortlist Page or from within the Individual Member's Profile Screen, the Staff Member can select a candidate taking him to the Candidate Details page. On this page there are options for the selection of online assessment tests for that candidate to undertake. An example of this information is presented as follows:

Note, where a candidate has already performed a test, that previous test result will used by default, however the Staff Member will have the option to have the candidate re-sit the same test. At the same time where a Job Order is created from an existing TAP, any tests that are already identified within that TAP are automatically included within the Job Order. After the Assessments have been selected and the profile is saved, the candidate is notified by automatic email that they have been requested to undergo online assessment for a new position. When the Individual Member logs in to the site there will be a flag on the Assessment Center link, and going through to this page presents the links to the selected tests. These links then take the Individual to the Testgrid environment (supplied by the Hubbub Group) for testing.

7.7.5 Candidate Structured Interview Results

7.7.5.1 Add Candidate Interview Results There are seven different types of Interview. The following four

Interview Types result in a numeric score between zero (0) and four (4) being assigned as well as comments against each skill:

• Reference Check

• Targeted Staff-Candidate Interview • Staff Job Seeker Interview

• Official Profile Results.

The following three Interview Types do not require scores to be assigned:

• Client Candidate Interview • Introductory - non-specific

• Follow up- non-specific

After a candidate has been interviewed, the results of the interview are recorded in the Individual Members profile. Candidate Interviews Results can be added and accessed from either the Individual Member Profile or via the Shortlist Screen.

From the Shortlist page the Staff Member selects a candidate taking them to the candidate profile. On this page there is a link called "Interview Results". Selecting this link takes the Staff Member to a page with fields, of which the following are an example:

7.7.5.2 Edit Candidate Interview Results

Selecting Edit Candidate Interview Results allows the Staff Member to Edit all the fields in a Structured Interview. 7.7.5.3 Clear Candidate Interview Results

Selecting Clear Candidate Interview Results allows the Staff

Member to Clear all the fields in a Structured Interview.

7.7.6 Review iMatch Profile Staff member can view the Individual Members iMatch Profiles against the

TAP. The Staff Member can then add or remove a candidate from the Shortlist for the job.

The Review function here graphs the Job TAP with the Individual's iMatch Profile. This is only available after an Individual Member has completed the tests required to build their iMatch Profile.

7.7.7 Reference Check

7.7.7.1 Add Reference Check

The Reference Check Application opens up an identical series of fields to the Structured Interview Results. Adjacent to the Reference Check fields and to the left hand side of the screen, the

Interview results will also be displayed.

After a referee has been interviewed, the results of the interview are recorded in the Individual Members profile.

Reference Check Results can be added and accessed from either the Individual Member Profile or via the Shortlist Screen from the

Job Order.

There is no limit to the number of reference checks that can be made.

From the Shortlist page the Staff Member selects a candidate taking them to the candidate profile. On this page there is a link called

"Reference Check". Selecting this link takes the Staff Member to a page with fields, of which the following are an example:

7.7.7.2 Edit Reference Check

Selecting Edit Reference Check allows the Staff Member to Edit all the fields in a Reference Check Interview. 7.7 .3 View Reference Checks

Selecting View Reference Check allows the Staff Member to view all the Reference Checks that have been made for that Individual Member. Selecting this option takes the Staff Member to a summary of all the reference checks that have been made. The

Summary lists the Referee's Name, the date of the Reference Check and the name of the Staff Member that performed the check.

7.7.8 Referred To Client

To refer an Individual Member to the Client (Company Member that is searching for the candidate) the Staff Member the Staff Member selects one of two options. These are Refer To Client - Full Profile and Refer To

Client - Partial Profile, both of which are present on the Individual

Member's Details page.

To remove an Individual Member from the Referred To Client for this job, the Staff Member unselects the Refer To Client option on the Individual

Member's Details page.

7.7.9 Client Comments

Staff Members can add comments made by the Client after the shortlist has been sent to them by selecting the Client Comment link listed in the Individual Members profile.

Selecting this link takes the Staff Member to a form that has the following fields:

• Date

• Comments 7.7.10 Client Interview Details

Staff Members can add the date and time made by the Client for shortlist candidate interviews by selecting the Client Interview Details link listed in the Individual Members profile.

• Date

• Time • Location

• Comments

There is now provided an overview of three worked examples of system functionality relating to Task Analysis Profiles. In summary, the scenarios used for worked examples are as follows: Scenario 1

Candidate has initial informal interview and submits resume to consultant Candidate or Consultant enter resume online

Consultant requests that the candidate have a formal Competency Based Interview (CBI) to enable suitable positions to be pinpointed and allow career advice to be offered.

Consultant has the system generate an Interview Guide document to support the CBI.

Consultant conducts the CBI offline and later reviews and enters the results onto the system.

The Consultant then generates another Interview Guide with the updated results and uses it to conduct a second CBI but this time as a reference check using one of the candidates nominated referees.

Consultant requests that the Candidate perform one or more online examinations to assess cognitive ability.

Consultant uses CBI and Test results to focus the search for known positions and shortlist the Candidate.

Consultant uses CBI and Test results to provide career advice.

Graphs can be used to overlay candidate competencies with Job specific and Industry-generic TAP'S. Summary of Scenario 2

A Client requests that a Job Order be raised for a vacated position

The Consultant classifies the position and selects an appropriate TAP

The Consultant performs TAP based candidate searches The Consultant shortlists candidates and generates graphs to show the degree of match between the competencies required by the position and the competencies of the candidate The Consultant (as required) conducts TAP specific competency based reference checks and enters the results online. To support this, the system generates a cross-referenced TAP and Candidate specific interview guide. This document includes all competencies considered critical or desirable by the TAP, populated with the CBI results from all past interviews and reference checks for the candidate. Summary of Scenario 3

A client asks for a Position Profile (broken down into a TAP) to be prepared for a frequently required position. This is done to ensure consistency of candidate competency by asking a standard set of interview questions, performance indicators, rating scales, and online examinations when shortlisting and submitting candidates. It allows the client to know in advance that the candidate possesses specific competencies at an agreed level prior to being put forward for a client interview. To fulfill this request, the HR Consultant either creates a brand new TAP or uses an existing similar TAP as a basis for the new TAP. They then:

Enter the position's tasks and activities into the system

Apply an importance and frequency rating to each activity.

Select from an extensive library of competencies of for each one nominate whether it is critical, desirable or not required by this position.

For each critical and desirable competency:

Specify which of the available "online examinations" for this competency is most relevant for this position.

Specify the "rating" the candidate should have (refer rating guide) Select from a library of standardized "behavioral questions" for this competency - to be used in CBI's. Optionally add new questions.

Select from a library of standardized "performance indicators" for this competency - to be used in CBI's. Optionally add new indicators.

Generate a graph of the competencies for: comparison against other TAP's; and

Comparison against "candidate profiles". Detail of Scenario 2 - Worked Example of processing a job order using a TAP

In this scenario, a client has requested a placement for a 'Workcover Claims Officer' position. The recruitment consultant will create a job (position) order and search for a suitable TAP.

Step l .

From the Staff home page, the consultant selects the 'Create New Job' link, and enters a job or position order. There is no need to request a job description from the client as this is a frequently placed position and a TAP is expected to be available on the system.

Step 2 - The consultant then classifies the position by selecting a divisional split.

As previously described, a divisional split is a combination of classification tags used to describe a position. This position involves the combination of the following four tags:

Industry Group = Workers Compensation

Class of Business = Re-insurance

Specialisation = Workcover

Job Classification = Claims Officer Step 3 - The consultant then searches for an existing TAP that covers this divisional split. A TAP specific to this company and position is available in the system. If one had not been, the consultant could search for Industry-Generic TAP's for this divisional split. The consultant also has the option to request that a new TAP be created to meet the requirements of a less common position for which there is currently no TAP. They would do this by the following

As the TAP becomes available, the consultant selects a 'Review' button on screen. Having confirmed the suitability of the TAP, they then select a 'Select' button to link the TAP to the job order.

Step 4 - Searching for candidates. Once a TAP is selected for a job, the system automatically displays the

Candidate Search page. Even without a TAP linked to the job, the consultant could search based on job preferences and employment history (as both are indexed by divisional split), and by many other characteristics such as location, computer skills, contractor availability dates etc.

They could also search by competency rating, however they would need to arbitrarily enter the ratings required of each competency, and all competencies would be listed even though some may not be relevant to the position.

The benefit of having a TAP linked to the job during the candidate search phase is that the system can bring forward the competencies deemed important by an HR consultant and these can then be applied consistently as the rating targets are already established. The competency-based candidate search page is shown below. Note that the recruitment consultant still has the ability to alter the tolerances of the ratings if an initial search only returns a small number of candidates.

When the system performs the search it can optionally combine competency based search parameters with the other criteria previously listed. The search results are displayed with the total number of matches displayed at the bottom of the page.

The consultant can provisionally shortlist multiple candidates at once (for later review), or review them one at a time and confirm their shortlisting as appropriate. At any time, the consultant can view the status of all shortlisted candidates by selecting on a 'View Shortlist' tab.

When a shortlisted candidate is reviewed, the competencies from the TAP linked to the job are automatically brought forward for comparison. A 'traffic light' colour-coding system tells the consultant how close the match is. Red - Candidate falls short of required rating

Yellow - Candidate meets required rating

Green - Candidate exceeds required rating

To view comments from previous Competency Based Interviews for this candidate, the consultant selects a 'Review CBI' button. This CBI review area shows the same colour-coded summary, but this time it serves the purpose of a navigation bar. The consultant can select any competency listed and the page will refresh to display a full-page summary for that competency.

Note that the TAP's 2^nd critical competency 'Technical Skills' may not be displayed here as it is assessed using an online examination rather than a competency based interview process. Separate overlay graphs are generated for

Cognitive and Psychometric type competencies due to the difference in the way they are assessed.

The behavioral questions and performance indicators are the ones nominated as suitable by the HR consultant who created the TAP. If the consultant wants to proceed to the next step of interviewing this candidate for this position, they select a 'Show Interview Guide' button and the system generates a PDF document detailing the question, performance indicators and this candidate's interview results to date for each competency on the TAP.

The consultant takes this document into the interview together with a rating document which guides the correct determination of a 0.6 rating for each competency.

Upon completion of the interview, the consultant enters the results into the system adding to the candidate's pool of interview results for each competency. If the interview has impacted the current rating for one or more competencies, these are also updated online.

Each interview response is flagged as to whether it is recent, relevant, and significant relative to the level of position being considered.

The consultant then selects a 'Graph' tab to view the system-generated graph comparing the required ratings with those of the candidate. The consultant has the option at this stage of releasing the graph to the candidate. If they do this, the candidate will be able to view it when they next visit the site to see the status of jobs they have applied for.

A second graph displays the cognitive competencies - those that can readily be assessed via online examination. At the time this graph may be produced, the candidate may not have yet done the required examinations so only the TAP ratings are displayed. Once the candidate "sits" the online tests, his results may appear in red on a graph: Scenario 2 Conclusion:

The ability to link TAP's to a job order is a very powerful feature as a colour coded competency comparison is only one click away once a candidate has been shortlisted. The ability to candidate-search by competency is also very powerful as it often happens that candidates can be well suited to positions that they had not previously considered and therefore had not listed in their own job preferences. Detail of Scenario 3 - Worked Example of creating a new TAP

From the Staff home page, the consultant selects a Create Tap link, and is taken to the relevant page. The consultant keys in the client name 'Client Workcover Claims Officer' into the Tap name field. They then select 'Company Specific' as the TAP type, which tells the system to only make this TAP available to one company, and to use it in preference to Industry-Generic profiles that may also be available for this divisional split. Again, a divisional split is a combination of classification tags used to describe a position. An example would be the combination of the following four tags:

Industry Group = Workers Compensation

Class of Business = Re-insurance Specialisation = Workcover

Job Classification = Claims Officer

The consultant then selects the industry group 'Workers Compensation' and the system responds by displaying known options for Class-of-business, Specialisation, and Job Classification that relate to that industry. The consultant selects one of each and nominates the company that this profile is for. They then answer yes to make this profile the default profile for this divisional split, completing the form.

A default profile is a profile that will be visible to recruitment consultants when processing job orders. There may also be other profiles for the same divisional split and company that are either under development or obsolete.

When the consultant clicks the Add button, the system displays the new TAP based on a basic template for the insurance industry. Note that the consultant could have alternatively created the TAP by copying an existing TAP that was similar.

The consultant now begins to customize the TAP for the client's new position. Step 1 is to edit the Tasks and Activities involved with the position.

By doing this, the consultant can add, change and delete existing tasks and their underlying list of activities or sub tasks.

Step 2 is to weight each of the activities based on their importance within the position, and the frequency with which they will be expected to be performed. Step 3 involves reviewing the list of competencies considered relevant to the Insurance sector and nominating which of them is critical or desirable to this position. For each of these, the consultant may choose from a list of online examinations available to assess that competency.

Step 4 is to determine what rating will be required by candidates for each of the competencies considered critical or desirable. The system provides a worksheet for recording how the various tasks contributed to the competency ratings. As previously described above, there is a separate rating scale for each competency.

When the consultant selects the 'Apply Weights' button, they are returned to the 'Review Profile' page where the competencies are now listed in order of importance.

Step 5 is to generate a graph of the ratings entered above. The consultant does this simply by selecting a small graph image on the TAP review page.

Step 6 is optional and involves overriding the default standard behavioral questions and performance indicators for each competency. These are later used by the system to generate interview plans for Competency Based Interviews for job orders using this TAP.

When the consultant selects the 'Judgment' competency, they are presented with the library of questions that relate to it. If they do not make any changes at this point, the first three questions

(flagged as default) may be included in interview plans. To use a different selection, the consultant selects the 'Use' button for each required question. They can also add new questions at this stage if the client has specific requirements that relate to this competency.

The objective of maintaining a library of questions is to maximize consistency of interviews across many candidates and interviewers.

The system then shows the consultant a summary of which questions will be used.

The consultant may choose to repeat this for each competency. The consultant also has the option to override the standard behavioral indicators. This uses the same process:

As the present invention may be embodied in several forms without departing from the spirit of the essential characteristics of the invention, it should be understood that the above described embodiments are not to limit the present invention unless otherwise specified, but rather should be construed broadly within the spirit and scope of the invention as defined in the appended claims. Various modifications and equivalent arrangements are intended to be included within the spirit and scope of the invention and appended claims.

Claims

CLAIMS:

1. A method of assessing the compatibility between a person and a position, the method including the steps of: a providing a profile for the position including a score for at least one attribute required for the position; b providing a profile for the person including a score for at least one attribute of the person, and; c comparing scores of the position's profile and the person's profile, thereby providing an assessment of the compatibility between the person and the position.

2. A method as claimed in claim 1 wherein, the step of comparing scores in step c includes determining whether a match exists, within predetermined criteria, between the scores of the position's profile and the person's profile.

3. A method as claimed in claim 2 wherein, the determination of whether a match exists, within predetermined criteria, is performed using a processor device acting in accordance with a predetermined instruction set.

4. A method as claimed in any one of the claims 1 to 3 wherein, the at least one attribute required for the position includes any one, or all of knowledge, skills and abilities required for the position.

5. A method as claimed in any one of the claims 1 to 4 wherein, the at least one attribute of the person includes any one, or all of knowledge, skills and abilities of the person.

6. A method of determining a match between a person's profile and a position's profile, the match being within predetermined criteria, the method including the steps of: a providing a profile for the position including a score for each of knowledge, skills and abilities required for the position; b providing a profile for the person including a score for each of knowledge, skills and abilities of the person, and; c determining the match using a processor device acting in accordance with a predetermined instruction set, where the determination includes comparing the position profile and the person profile.

7. A method as claimed in claim 6 wherein, the comparison in step c includes cross matching a knowledge score of a position profile with a knowledge score of a person profile, cross matching a skills score of a position profile with a skills score of a person profile, and cross matching an abilities score of a position profile with an abilities score of a person profile.

8. A method as claimed in any one of claims 1 to 7 wherein, the results of step c are visually displayed.

9. A method as claimed in any one of claims 1 to 8, wherein the position profile is weighted.

10. A method as claimed in any one of claims 1 to 9, wherein the person profile is weighted.

11 A method as claimed in claim 9 or 10, wherein the weighting is in accordance with industry criteria for the position.

12. A method as claimed in any one of claims 1 to 11 wherein, at least one profile includes knowledge, skills or abilities relating to the tasks for a position.

13. A task analysis profile (TAP) wherein, said TAP includes a first set of variables and a second set of variables where the first set of variables are weighted against the second set of variables.

14. A TAP as claimed in claim 13 wherein, the first set of variables includes position tasks and the second set of variables includes personal attributes required for the tasks.

15. A TAP as claimed in claim 14, the TAP being constructed in the form of a matrix (TAP matrix), where the elements of the TAP matrix include the weightings of the position tasks against the personal attributes required for the tasks.

16. A TAP matrix as claimed in claim 15, for use in an evaluation system operable to determine a match between a person's profile and a position's profile, the match being within predetermined criteria, the system including a database for storing the TAP matrix, wherein the TAP matrix provides a map or correlation of position tasks with the required personal attributes for the tasks.

17. A TAP matrix as claimed in claims 16 wherein, the personal attributes include any one, or all of, knowledge, skills and abilities.

18. A TAP matrix as claimed in any one of claims 15 to 17 further including a third set of variables wherein, the third set of variables includes frequency, skill and importance attributed to each task of the position and are used to obtain a measure of the ranking each task carries in a position.

19. A method of determining a match, within predetermined criteria, between a person and a position, the method including the steps of: a. providing a first TAP matrix, as claimed in any one of claims 15 to 18, for at least one sought position; b. providing a profile, including elements corresponding to the elements of a second TAP matrix, for at least one existing person; c determining the match using a processor device acting in accordance with a predetermined instruction set, the determination comparing the elements of the first TAP matrix provided in step a with the elements of the profile provided in step b.

20. A method as claimed in claim 19, wherein, in the event that a match is not achieved, at least one of the steps a or b is performed again until a match between person and position is found.

21. An evaluation system operable to determine a match, within predetermined criteria, between a person profile and a position profile, the system including: a database for storing a first profile, including elements corresponding to the elements of a first TAP matrix as claimed in any one of claims 15 to 18, of at least one of a sought person or a sought position, and; a processor device, acting in accordance with a predetermined instruction set, operable to determine the match between the stored first profile and at least a second profile, including elements corresponding to the elements of a second TAP matrix, of at least one of an existing person or an existing position.

22. An evaluation system operable to determine a match between a person's profile and a position's profile, the match being within predetermined criteria, the system including: a host device connected to a data communications network operable to transmit data relating to the person's profile; a database connected to the data communications network and operable to receive the data relating to the person's profile, and; a processor device, acting in accordance with a predetermined instruction set, operable to determine the match between the person's profile and the position's profile by comparing the received person's profile and a pre-stored position's profile residing on the database.

23. A system as claimed in claim 22 wherein, the position's profile includes a first TAP matrix as claimed in any one of claims 15 to 18, and the person's profile includes elements corresponding to the elements of a second TAP matrix as claimed in claim 15 to 18.

24. A system as claimed in claim 21 , 22 or 23, wherein the system additionally performs a search and retrieval of stored profiles for determining a match between a person's profile and a position's profile.

25. A system as claimed in claim 21 , 22, 23 or 24, further including an interface, operable to communicate with at least one of a remote terminal or the Internet.

26. A method, system, protocol and / or data format as herein disclosed.