WO2010130855A1

WO2010130855A1 - System for managing processes in a job search

Info

Publication number: WO2010130855A1
Application number: PCT/ES2010/070286
Authority: WO
Inventors: Alberto Garcia-Lluis Valencia
Original assignee: Valencia Knowledge Management Consulting, S.L.
Priority date: 2009-05-12
Filing date: 2010-05-03
Publication date: 2010-11-18

Abstract

System for managing processes in a job search comprising a Project Management Module (1), a Career Guidance or Technical Module (2), a Job Seeker Module (4) with Intensive Job Search Module (3), and a Company Module (5), in which the Project Management Module (1) gathers a plurality of data so as to configure each of the projects, said data being linked with the Career Guidance or Technical Module (2), the projects that fit each job seeker in accordance with the latter's own analysis being compiled in said Career Guidance or Technical Module (2), and this information being sent to the Job Seeker Module (4), so that the job seeker himself, via the Intensive Job Search Module (3), has access to the filtered information concerning job offers that match his profile.

Description

PROCESS MANAGEMENT SYSTEM FOR EMPLOYMENT SEARCH

DESCRIPTION

Process management system for job search

Object of the invention

The present invention consists of a process management system for the job search that relocates any type of job seeker based on his human capital, and not the job he chooses. Therefore it allows the worker, and his professional skills and experience (Human Capital), to look for the job offers that best fit him, and not that a job offer, seek the best adaptation of the candidate. Now it is the worker who offers employment and not who demands it.

In order to carry out its task, the process management system for job search focuses on a series of modules for the analysis of the professional competences of each worker; Ia selection of resources and work procedures; and intensive job search.

Background of the invention

In the current system, when looking for work, the worker or unemployed, develops the job seeker roll. Without having the certainty of how to look for a job, and for what position you have to look for it, shoot at everything that approximates your previous profile, without knowing if it really is the right one.

When working in a company, the "job label" that is covered and the experience that accumulates, does not always conform to the standard of market. This happens because of the unique needs of each organization, the division of tasks and specialization among all the personnel of the company. Thus, it ends up being the "job label" and not the developed skills and experiences, the main search engine for job offers. This makes the adjustment processes between supply and demand in the labor market very inefficient.

The selection of job offers is slow, complicated and opaque. Relatively often it focuses exclusively on the Internet, and there are professional profiles and geographic locations that rarely have job offers. On the other hand, there is a great dispersion of sources and resources that are specialized in sectors and that does not always fit the work needed or sought.

The job search requires discipline, organization and perseverance, qualities with which all candidates begin and that after seeing the little success they reap, they quickly begin to get discouraged, lowering the pace and intensity. This is a factor that is multiplied, if the orientation prior to the definition of the job ("job title") was not appropriate.

After a period of time, it is possible for some company to contact the job candidate, and become part of the selection process of the company, where some interviews, psychotechnical tests and various professional tests are usually passed. In them, the suitability of the candidate is valued no longer by the "labels" of their previous positions, but by their experience and professional skills. Only in the case of having been fast (being among the first curriculum vitae), of adjusting to the robot profile of the job, and of overcoming the rest of the tests, the probability of a firm offer is high. Normally when this happens, we tend to place all hopes on this offer and stop looking for more employment. Thus, if the previous processes have been successful, it leads to the hiring of the job seeker.

That is, the job search system currently comprises the following stages:

- Definition of the job by "label" of previous jobs.

- Localization biased / opaque and asymmetric offers via Web, companies, press, etc.

- Enter the company selection process.

- Recruitment

However, on many occasions, haste and need make the process lose more intensity faster, justify that the error is the focus of the curriculum vitae, and it begins to change. These changes tend to make up experience both by excess and by default. In both cases it contributes to widening the gap, and lowering the probability of succeeding.

Traditionally, a company offers a job, based on an analysis of the needs of the position to be filled, while the job seeker thinks that it can adapt to everything that the market offers, being the company the one that finally has to contrast If the candidate's profile fits with what you are looking for, or not. In this way it happens that on many occasions the supply and demand do not correspond, or do not add up in a relatively short period of time, the average adjustment periods of the long and expensive selection processes being.

The current practice approach to job search is theoretical, that is, the applicant tries to adapt to the market, so that in many cases positive results are not obtained. The procedures and Methodologies used to carry out the job search are heterogeneous, needing the job seeker to locate a large amount of information in databases, Internet, press, without knowing what should be the resources and methods of job search that give better results for Your profile, type of job, search radius (country, province and / or city), type of contract and salary band, to which you aspire, among others.

Description of the invention

The proposed invention fully and satisfactorily solves the problem described above. It consists of a process management system for the job search, which directs, organizes, structures and coordinates actions for both the Public Employment Service and all the social agents that collaborate with them, as well as for autonomous use by the unemployed themselves, with or without support from third parties. Its main objective is to improve efficiency in processes of adjustment between supply and demand in the labor market, based on the analysis of the professional competences of the candidates. This improvement is fundamentally measured in two parameters: improvement in the percentage of effectiveness and acceleration of the relocation processes.

The results are also quantifiable and evaluable for the improvement of the development of human capital and the competitiveness of companies, being the first management system for the modernization of the labor market in the 21st century.

This system brings new changes in method and approach. As an advance to its detailed explanation, the first one is defined by the way to begin the orientation of the job search. It allows the candidate, unemployed or hardworking, to make a correctly oriented, orderly, structured and intensive search based on defining their professional profile parameterized by their experience, know-how, degree of responsibility, level of commitment and knowledge, its human capital. And not based on the job label he previously held. Identifying the qualifications and competitive values of each candidate is the first step to identify in which companies their competence profile is most appreciated and attractive.

It is based on the following processes:

a) Analysis by professional competences of each candidate. b) Guidance by professional competence, in the job search. c) Definition of a personal job search strategy. d) Intensive job search. e) Follow up.

Traditionally, a company offers a vacancy for a job, based on an analysis of the needs to be filled. While the unemployed person is looking for work, thinking that he can adapt to everything the market offers, the company being the one that has to contrast, evaluate and ultimately decide if his profile is the one that best fits. In this way, it happens on many occasions that supply and demand do not correspond, or do not add up in a relatively short period of time, with the average adjustment periods of the long and expensive selection processes.

However, in the process management system for the job search of the invention, a first analysis of the competencies of the candidate seeking employment is performed, effectively guiding him towards the job that best fits his professional profile by professional competences (experience in the workplace, general and specific knowledge, mechanical, social and intellectual skills, level of responsibility with both people and resources, and degree of performance.) Once this analysis is completed by professional competences, a process of evaluation, filtering and continuous selection of the resources that best fit your job search are passed, these resources are: job offers from companies, job offers from Consultants Human Resources (HR) or Temporary Work Companies (ETT), job offers for Web portals; Job offers of Local Employment Bags, and a list of companies segmented by the criteria of preference for the job search.

These sources of information are reviewed and updated periodically, incorporating any other source of information that is of interest for the improvement of the processes.

Having all or most of the resources that contribute the largest number of job advertisements that fit the competency profile of each candidate, they are organized and structured by different job search methodologies:

a) WEB search method: Portals and job offers of the majority of existing job portals by country, (Web portals, Company Portals, HR / ETT Portals, portals from local sources or job boards.)

b) Method of searching for offers: published from the same platform and on other Webs.

c) Direct search method: proactive method aimed at making telephone calls, sending mail, or fax, on a list of companies that fit the profile of the search.

With all this, each candidate is organized and sent to a personalized work environment. Accessible only by username and password, and available 24 hours a day, 7 days a week, all year. From this personalized environment, the candidate can register their curriculum vitae, and to systematically monitor all the resources enabled and selected for it, so that a simple, organized, monitoring method of work is facilitated to carry out individual and group monitoring, and a daily work routine, so that The intensity of this job search activity does not decline.

The objective is to: a) based on your profile by professional competences, send you the job advertisements that best fit your search every day, b) that you can review them in the shortest time possible by sending as many resumes as you consider, c ) accelerate the achievement of the largest number of job interviews.

The success of this methodology is based on the fact that the criteria of the companies that are looking for workers are the same as the criteria of the workers that are offered to those companies. The degree of compatibility or suitability is very high, highlighting greatly with respect to the rest of the curriculum of other candidates. If all efforts are also focused only on advertisements where the candidate's profile is very competitive, the probability of success grows proportionally to the number of resumes sent. The normalization of criteria between supply and demand (worker and company), makes it possible to significantly reduce the times in which an unemployed or worker seeking employment is placed in a company. Therefore, it accelerates the processes of labor reintegration, and also significantly improves the percentage of workers or unemployed who leave with employment, reducing the expenses of the processes, improving the efficiency of the resources, and generating a very important social good.

The process management system described here is the result of a long research work, carried out by a team of experts in industrial psychology, human resources organization strategy, selection of personnel and evaluators by competences, for more than three years to define and adapt the best practices of other disciplines, to the processes of labor intermediation.

For the processes of filtering and analyzing information, offers and other resources for job search, they are collected from a plurality of databases, chosen so that they give us information that adds value to the process, for example, job portals Web, Human Resources Consultants, Job Boards, companies with the highest turnover of the last year segmented by autonomous communities, databases of SMEs, etc., so that all of them are related to the filters for selecting resources, such as , professional profile, income level, geographic location, type of employment, etc. That is, with the above, what is achieved is a personalized selection of resources for the intensive job search.

In this way, the previous work environment of the employment counselor will be related, through the transverse and vertical process management system, with the work environment of the unemployed, so that the latter, registering his curriculum vitae , and with the search through the management system, you will find in a reduced time the job offers customized to your profile, obtaining as a result the achievement of work in a short period of time.

All the databases and sources on which the process management system for job search is based are alive, that is, they are constantly updated and growing. Thus, collecting all the data from the databases associated with the management system, said management system is responsible for selecting and customizing the appropriate offers for each profile, through the job search process that begins with the introduction of the Professional profile of the job candidate. Another of the great advantages of this system is the organization of your daily work and updating sources and job advertisements on a daily basis. But it also gives an overview of all the possibilities of detecting vacant jobs. To do this, it not only explores the Internet (which currently only means around 40% on average, all registrations per year in Social Security), but databases with almost all of all micro, small, medium and large companies existing. And it also allows the integration of new Database resources, which enrich the possibility of expanding, improving the quality, or segmenting by greater criteria, the announcements of job offers published.

Another advantage is its international orientation, not only because of the sources of information that currently contains job advertisements from more than 59 countries, with a volume close to 16 million job advertisements, but the system is multi-lingual, this that is, it has the possibility of adapting to as many languages as necessary. In this way it reinforces its international orientation.

Another advantage of the management system described here is the decrease achieved in frictional unemployment. Frictional unemployment is caused by the time that elapses to match the supply and demand for work, that is, from when the job candidate begins to look for work until he locates it, sends the curriculum, visits the employment offices, interviews, etc. In itself, by its own definition, frictional unemployment cannot be eradicated, but its effect can be reduced. The proposed management system manages to reduce this type of unemployment significantly, thanks to the search for personalized employment for each profile.

The market demands an increasingly competitive organization. The only way to achieve this is through incorporating more competitive professionals. That is why in the labor insertion processes we must bet because the candidates are not only qualified and motivated to do their job well, but they can also do it within a Professional Development Plan, which allows them to take root in companies and promote over time. This also allows those candidates who wish to, can establish strategies to take root more quickly in the companies where they start working. Well, in this way they will be more attractive to their companies, and their work will bring competitiveness to the organizations, and to the local, regional and country economy.

There are great differences with the Active Employment Policies that are carried out by the Public Administrations, such as unemployment services and other services offered by ETT and RR consultants. H H. In the first place, the focus of these services is based fundamentally around the workplace, turning everything around the company. The proposed system innovates by changing the focus and focusing all its work around the worker or the unemployed, focusing on the compilation of the best strategies and standardizing them.

The current scope of application is at the local level, while in the management system that is presented, it is flexible enough to occur both at the level of the town hall, city, province, autonomous community or country.

As we have described extensively, the placement time in traditional systems is long, while the management system reason for this invention has achieved a very significant reduction, its effectiveness being higher compared to current systems. Currently there is no follow-up of the candidate, while with the new management system, the monitoring is daily.

The management system for the job search consists of four fundamental modules that share cross-cutting procedures in the management of their processes. - PROJECT MANAGEMENT: This work environment is oriented for project managers and directors. From it you can define the structure and dimension of each of the projects. For this, the following actions may be carried out:

• Project Registration: You can register projects, define their language, identify them, and associate them with the Employment Counselors that correspond to them. The system will be prepared to work in the languages that are considered necessary, being able to load any other additional that is needed.

• Documentation: Publish and edit the specific documents required for each project.

• Communication: Private and secure asynchronous communication platform for communication between the project management and employment counselors.

• Website Management: Allows you to control local and specific websites aimed at detecting job offers.

• Report Generator: It allows to create automatic distribution lists of weekly and monthly reports, for the follow-up of the different projects.

• Follow-up Reports: Viewer of follow-up reports of the different projects.

• Security control of access to project data. Modified data, and access control, adapted to the current Data Protection Law. - EMPLOYMENT GUIDANCE: This work environment is oriented to facilitate the work of employment technicians. From it, all field work will be carried out with the unemployed. For this, the following actions may be carried out:

• News and notifications platform: Message board of the Project Management and notification system to the Project Management.

• Unemployed High: Each Employment Counselor may register the unemployed in the group with whom he will work and follow up candidate by candidate and the whole group. In this process the search system is activated, which manages all labor intermediation processes, based on the analysis by professional competences, and which integrates the following modules:

- Personal Data of the Candidate: includes a form to collect personal data and generate a user password and password so that you can then access your personalized work environment.

- Analysis by Competences of the Candidate: It consists of a TEST and a Mind Map by Competences (MMC). Tool to evaluate the professional competences of each candidate and define in a consensual way with the unemployed their orientation for the job search.

- Professional Development Plan (PDP): Module to assess the training and development needs of new professional skills, to consolidate and promote professionally, in the new job position of the unemployed to be placed. Its planning and follow-ups are planned at a certain time, with its corresponding module of personalized follow-ups and Coaching.

- Personal Employment Search Strategy (EPBE): platform that organizes and facilitates the distribution of resources and personalized procedures for intensive job search. The resources and procedures with which the candidate will work are defined, for their personalized job search.

- Control of casualties: Module to manage and follow the casualties (dropouts and placed) of the candidates who go through the project.

• Documentation: Environment for access to documentation and work procedures for Employment Guidance.

• Follow-up: Module oriented to the individualized monitoring of candidates, both in their daily and weekly work, and also in the PDP. The follow-up of the work of intensive search of employment, focuses mainly on different daily indicators such as number of job vacancies reviewed, number of curriculum vitae sent or number of confirmed interviews. The monitoring of the PDP focuses on the proposed objectives for each of the defined time periods.

• Altas Web: Module aimed at streamlining the processes of high Web sites with high interest in local employment offers, for each project.

• Reports: Monitoring reports of the working group. - UNEMPLOYED: This work environment is customized for each of the job candidates. It is accessed through a username and password, and the collection of resources presented to them is defined by the EPBE process that their employment counselor Ie has assigned. The purpose of this module is to ensure that the job candidate detects all the job offers that fit his profile, in the shortest possible time, to send all the necessary resumes and achieve the highest number of interviews in the shortest time . For this, the following actions may be carried out:

• Register the curriculum vitae: this module provides the job candidate with all the resources necessary to register his curriculum vitae. It is classified in:

- WEBs: general and specific general employment portals.

- HR / ETT: by HR and ETT consultants.

- LOCAL: local employment exchanges of municipalities, public administrations, social agents etc.

- SMEs: Databases of the most important companies in the Spanish economy, classified and segmented by economic activity, and province.

• WEB Search: Link linked to the resources that the CV has been registered, which allows a fast and systematized access for the search of job offers.

• Mail Search: Direct access to the client's webmail link to track responses to sent CVs, and the search for job offers, in QUERY searches that are sent by mail. • Search Intensive Job Search Module: Job offers board sent through the platform for SMEs.

• Direct Search: Assignment of lists of companies classified by business activity, and province, which works on a Database of a plurality of SMEs throughout Spain for the direct search of job offers.

• Other Documents: Environment enabled to provide the candidate with templates of documents that may be of interest for his job search process.

- COMPANIES: Open and free work environment, which enables SMEs and HR consultants, ETTs and others so that they can place on this platform all the job offers they need. It is an organized work environment, which helps collaborating companies, or regular clients, to efficiently channel and distribute their job offers among different work units or projects if the case arises. From this platform it is closing different strategic agreements oriented by channeling through it lots of job offers from numerous companies and business groups.

• SME registration: module aimed at registering companies and users who want to collaborate through our platform for SMEs.

• Registration of Employment Offer: Questionnaire oriented to parameterize job offers. • Review List of job offers: allows each user who has edited job offers, review the ones they have active, renew or delete them.

• From this module, all job advertisements, published or forwarded from the Internet, partners or third companies, will also be tracked, indexed and searched, to be processed, analyzed, classified and segmented, to be sent to candidates.

Some of the functions described in the guidance or employment technician environment can be automated and implemented from the Candidate Module directly or indirectly, giving this full autonomy throughout the process.

The proposed system is a tool created to simplify and accelerate job search processes. It enables candidates to look for employment, an instrument for them to be the ones who "work" in their job search. This can be done in common spaces or job search classrooms or directly from scattered locations for individual or small group work.

In addition to the necessary steps for the job search, the process management system for the job search allows its integration with other work platforms, being able to analyze all the information generated in the system, such as the profiles of all candidates of employment, existing offers for a certain area or how job offers evolve in a given province. Description of the drawings

To complete the description that is being made and in order to help a better understanding of the characteristics of the invention, according to a preferred example of the practical implementation thereof, a set of drawings is accompanied as an integral part of said description. where, as an illustration and not limitation, the following has been represented:

Figure 1 shows a scheme of the process management system for the job search described here.

Preferred embodiment of the invention

The process management system for the job search described here, provides a new approach to solve the problems posed by the adjustment between supply and demand, in the labor market. And in particular, the problems of effectiveness of the current models of labor intermediation (relocation or job search).

For this, the first major change comes in the way in which candidates (workers and unemployed) are worked on, in the processes of reintegration or relocation. It is the companies that offer employment, and from this action are added the consulting companies, Webs, Public Administrations, and other social agents that interact with them to boost the labor market. It is the candidates, who act as job seekers, as non-professional job seekers. The ignorance of their competences, the value they contribute, the way they look for employment and the identification of those companies where their work would provide more competitive value, what they do is that rather than looking for employment they are willing to adapt to what the market offers. The necessity, forces to consider that the The labor market is opaque and that detecting the "ideal offer" is more complicated.

In order to solve a solution to these problems, which are more complex than what we are trying to summarize here, the process management system for job search is presented. There is no talk of theoretical instruments, but practical ones. The novelty comes in the way in which the candidate ceases to be a job seeker, to become a job offeror. This change in ability can be assessed based on the improvement of these indicators:

a) Greater effectiveness in the processes of labor reintegration. b) Significantly shorter times to find employment. c) A greater variety of possibilities for relocation are usually more than one the opportunities for new jobs that arise before deciding on the most attractive for the candidate.

For this change to be a reality, it focuses on advising, guiding and providing the unemployed with the necessary resources so that based on their professional skills, they can detect and send in the fastest way the largest number of curricula sent to all vacant jobs , related to your profile.

This implies a substantial and novel change in the form, method and efficiency when looking for employment (identify job position by affinity to competences, select all available resources that best fit your profile by different criteria - competence / job position work, job search radius, type of employment, sector, etc. - and send the largest number of curriculum vitae in the shortest time, like this every day).

In this way, the job candidate ceases to be a plaintiff, to be an offeror (more proactive attitude), and stops seeking employment by the label of his Previous job, and adapt to any job offer, going on to define job search criteria and objectives, related to their professional skills.

To achieve the above, the proposed system is based on the analysis of professional skills, selection of resources and work procedures, and the search for employment.

The characteristics of the competency analysis that is done to each candidate is based on: the study of knowledge of the job; of its functions and competences; the necessary knowledge and training both general and specific; abilities; level of responsibility; degree of performance; and personal or professional barriers that limit their professional capacity. With all this, you define a job, type of company, sector, location radius of the job (location), type of contract, salary range and others. This analysis is carried out through a TEST and a Mind Map by Competences, being able to be completed with other competency assessment tests, which can be performed by the employment technician, or can be automated to be done by the candidate himself.

With all this, it is passed to the PDP (Professional Development Plan). It is optional, since not all candidates are interested in establishing a plan to develop their skills to promote their work. It is done based on a certain period of time, with periodic monitoring controls, depending on the availability of technicians. From the technical module, in the first phase it is possible to define the professional objective to which one wishes to reach, the knowledge and resources available to the candidate are analyzed, and a work plan is established to plan for the necessary actions to be taken. Help to get it. Once the candidate is already placed in a job, it is when the PDP begins. Its follow-up is also done from the technical module. The curriculum vitae is being prepared and adapted. For this, several models are established that help the candidate and / or Employment Technician, to structure and define the level of information that can best present the most competitive competencies of each candidate.

Once the previous processes have been completed, the Technical Module is created, to create the Personal Employment Search Strategy (EPBE). In this process a filtering of all available resources is made (job advertisements published in a large number of Internet sources and outside it, Internet portals with job vacancies of all types, databases of all Spanish SMEs, being able to add according to the needs of each project the databases of any country) that best fit the search needs of each candidate. This selected information is sent to each candidate to work with her from a personalized environment from the job candidate module, accessible from the Internet, only for each candidate (access controlled by username and password.) This information passes Automatically to be sorted and classified according to the different job search procedures, which conforms to the characteristics of detecting the greatest number of employment opportunities.

Once this process has been completed, the job is searched for by the candidate. This action is characterized by being an individual action that each job candidate performs. It is done in the Employment Candidate Module. And it can be done from any point that has access to the Internet. This is another fact that provides a significant improvement to the work systems in active employment policies, since it helps to decongest the unemployed public facilities, allowing to contribute the largest number of candidates to the job search processes simultaneously, without saturate existing resources. An organized and linear workflow is determined, which focuses on a series of ordered actions for the job search based on the resources already mentioned above. The procedures are based on:

1) Register the curriculum vitae in the SITE, only the first time.

2) WEB Search: attend the SITE discharged to review job offers, classified by: Web Jobs; RR.HH./ETT; local employment exchanges,

3) Intensive job search: Attend the list of all job offers selected and sent to the unemployed (these job offers published on the Internet may have different sources and backgrounds),

4) Mail Search: search of all correspondence received from both QUERYS programmed in servers, as well as company responses.

5) Direct Search: Selection, call and follow-up of the list of companies selected according to the preferences of each job candidate.

During the process of self-employment search, carried out by the candidates, they must provide a series of information: number of reviewed offers, number of resumes sent (mail, fax, postcard or hand), number of calls made , and number of interviews arranged.

With this data and with a daily work monitoring system, each employment technician is allowed to track the group and be personalized. From which you can detect deviations from EPBE and apply corrective measures before more time passes.

Thus, the process management system described here comprises the following modules: - a Project Management Module (1), from which the projects are registered and configured each of the projects (language, number of work units, number of employment technicians registered to each work unit.) It also has channels Asynchronous communication between the project management and each of them through its different Work Units (offices).

- a Technical Module or Employment Counselor (2), where the analysis of the competences of each candidate is performed, as described above. The PDP is carried out if requested, it helps to write the curriculum vitae and the Personal Job Search Strategy is done. During this process, the candidate is set up their username and password. From this work environment, the follow-up of the PDP, the work monitoring of each candidate and the group, as well as other maintenance actions of the work resource databases, especially to expedite the updating of resources of work local employment exchanges, and other internal actions of each client (Access to published procedures, access to news and notifications, and other personalized actions to each client).

- An Employment Candidate Module (4) comprising the Intensive Job Search Module (3), which develops its search according to procedures and mechanics already described. In addition, the candidate will have access to information on the evolution of the employment announcements marked by his EPBE, the evolution of other users who are working on this platform of his indicators of: revised offers, sent curriculum vitae and interviews made to obtain employment. In this way they will know themselves, the additional effort that must be marked to get closer to succeed. - a Business Module (5), belonging to the work environment of each of the participating companies that advertise jobs. Partners and other tools that track job advertisements on the Internet and that become integrated into the compilation of available vacancies (databases) will also have access to it.

The Project Management Module (1) collects a plurality of data related to the structure of each project, its language, the number of work units (offices) and the data of each of the assigned employment counselors or technicians.

From the Technical Module or Employment Counselor (2), the data of each candidate (unemployed / worker), their competency analysis data (Test + Mental Map by Competences), the Professional Development Plan () which is optional), the development and creation of the curriculum vitae, and the Personal Employment Search Strategy. Each employment candidate is associated with the project through this hierarchical chain: Client, Project, Work Unit, Employment Technician, candidate / s; This part can be automated from the Employment Candidate Module (4).

From the Technical Module or Employment Counselor (2), the selection of job search sources and resources made in the personal job search strategy is sent individually to the Employment Candidate Module (4), so that it is the employment candidate himself directly from his Module (4), who will have the filtered information of the offers according to his profile, according to the characteristics previously defined in the Technical Module or Employment Guidance (2).

The Project Management Module (1) has means for the management and control of project registrations, control of the specific documentation required for each project, and monitoring of each of the projects. In addition, you will have the means to load any required working language in a given project. A private platform provided in said Project Management Module (1) is responsible for conducting private and secure communication with the Technical or Employment Guidance Module (2).

The Project Management Module (1) not only manages the data of companies that enter their projects, but also has means to control local and specific websites, employment portals, Temporary Work Companies, Human Resources Consultants, Bags Employment, municipalities, companies with the highest turnover in the previous year, or even databases of Spanish SMEs, among others.

The Technical Module or Employment Counselor (2) has the necessary means to receive the information and communicate with the Project Management Module (1) and vice versa, as well as with the person in charge of managing said Technical Module (2), relating the information from each of said Modules (1, 2) and obtaining a list of job candidates that can be associated with each open project. In this Technical Module (2), the help of a person who guides the candidate in his strategy to follow may be required, or it may be the candidate himself who enters the data into the system.

The Technical Module or Employment Counselor (2) also has means for registering and analyzing the job candidate, including the introduction of personal data, the analysis by competences, the professional development plan, the personal search strategy employment and casualty control. In addition, it has means to streamline the processes of high Web, which otherwise must be done one by one.

Through this Technical Module or Employment Counselor (2), each of the actions carried out is monitored, with the appropriate means associated with it. The Employment Candidate Module (4) has a plurality of resources defined by the means available in the Technical or Employment Guidance Module (2), and in particular through its personal job search strategy, WEB searches ( HR, ETT, Employment Bags, and others), Intensive Job Search Module (3), mail search of the correspondence received, both from QUERYS programmed on servers, as from business responses, direct search, through selection, call and follow-up of the list of companies selected according to the preferences of each job candidate, so that when the candidate accesses his Employment Candidate Module (4), the aforementioned resources associated in a personalized way to the candidate's account are obtained, obtaining as a result the job offers that fit your profile in the shortest possible time.

Any person cannot consult the offers associated with each job candidate, but in the Employment Candidate Module (4) has user keys and password, so that only the interested party can access their associated resources, deciding he same about sending or not your resume in a short time.

In addition, the process management system for job search, to control access and security of the system includes an audit module and change control (6), which allows data to be obtained in relation to date and time of access, type of access , changes, IP, username and action taken, among others.

It should be borne in mind that all databases and process management system modules for job search are sources of information in continuous updating.

Claims

1.- Process management system for job search, characterized in that it includes

- a Project Management Module (1), from which registration and reports are managed, as well as the development of each of the projects,

- a Technical Module or Employment counselor (2), where the competencies of the job candidate are analyzed and professionally oriented,

- an Employment Candidate Module (4) comprising an Intensive Job Search Module (3), customized for each of the users,

- a Business Module (5), belonging to the working environment of each of the participating companies, partners, and other resources for searching and selecting job advertisements, where the Project Management Module (1) collects a plurality of data to configure each of the projects, relating these data with the Technical Module or Employment Guidance (2), associating the projects that fit each job candidate according to their own analysis in said Technical Module or Employment Guidance (2 ), and sending this information to the Employment Candidate Module (4), so that it is the job candidate himself who, through the Intensive Job Search Module (3), will have the filtered information of the offers according to its profile, according to the characteristics previously defined in the Technical Module or Employment Counselor (2).

2. Process management system for the job search, according to claim 1, characterized in that the Project Management Module (1) has means for the management and control of project registrations, control of the specific documentation required for each project, and monitoring of each of the projects.

3. Process management system for the job search, according to previous claims, characterized in that the Project Management Module (1) has means to load and update any working language required in a given project.

4.- Process management system for the job search, according to previous claims, characterized in that the Project Management Module (1) has a private and secure communication platform with the Technical Module or Employment Guidance (2).

5.- Process management system for the job search, according to previous claims, characterized in that the Project Management Module (1) has means to control local and specific websites, employment portals, Temporary Work Companies, Consulting Consultants Human Resources, Job Boards, town halls, companies with the highest turnover in the previous year, or even databases of Spanish SMEs, among others.

6. Process management system for the job search, according to claim 1, characterized in that the Technical Module or Employment Guidance (2) has the necessary means to receive the information and communicate with the Project Management Module (1 ), as well as with the person in charge of managing said Technical Module (2), relating the information of each of said Modules (1, 2) and obtaining a list of the job candidates that can be associated with each open project.

7. Process management system for the job search, according to claim 1 and 6, characterized in that the person in charge of the Technical Module or Employment Guidance (2) is the job candidate himself.

8.- Process management system for the job search, according to claim 1 and 6, characterized in that the person in charge of the Module Technician or Employment Counselor (2) is an advisor who guides the job candidate in the search and information to be provided to the system.

9. Process management system for the job search, according to claims 1 and 6 to 8, characterized in that the Technical Module or Employment Guidance (2) has means for registering and analyzing the employment candidate, comprising the introduction of personal data, the analysis by competences, the professional development plan, the creation and edition of the CV, the personal strategy of job search and the control of casualties.

10. Process management system for the job search, according to claims 1 and 6 to 9, characterized in that the Technical Module or Employment Guidance (2) has means to streamline the processes of high Web.

11.- Process management system for the job search, according to claims 1 and 6 to 10, characterized in that the Technical Module or Employment Guidance (2) has means for monitoring each of the actions performed in said module .

12.- Process management system for the job search, according to claim 1, characterized in that the Employment Candidate Module (4) has a plurality of resources defined by

- the means available in the Technical or Employment Guidance Module (2), and in particular through its personal job search strategy,

- WEB searches (HR, ETT, Job Boards, and others),

- The Intensive Job Search Module (3)

- mail search of the correspondence received, both from QUERYS programmed in servers, and from company responses. - Direct search, through selection, call and follow-up of the list of companies selected according to the preferences of each job candidate, so that when each candidate accesses their Job Candidate Module, the associated resources are obtained in a personalized way to the candidate's account, obtaining as a result the job offers that fit his profile in the shortest possible time.

13.- Process management system for the job search, according to claim 1 and 12, characterized in that the Employment Candidate Module (4) has user keys and password, so that only the interested party can access their associated resources, deciding himself on the sending or not of his curriculum vitae in a reduced time.

14.- Process management system for job search, according to previous claims, characterized in that it comprises an audit and change control module (6), which allows obtaining data in relation to date and time of access, type of access, changes , IP, username and action taken, among others.

15.- Process management system for the job search, according to claim 1, characterized in that the Company Module (5) has means for editing and consulting all its job offers.

16.- Process management system for job search, according to previous claims, characterized in that all databases and system modules are sources of information in continuous updating.