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USER PROVIDES
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Apr. 24, 2014
US 2014/0114871A1
RE-ENGINEERING USER LOGIN /
REGISTRATION PROCESS FOR JOB
APPLICATIONS
using an ATSino matter how painful and involved it is.
However, most recruiters and companies want to target the
passive seekers who are not actively looking for jobs but are
really great candidates. The problem with the current process
CROSS REFERENCE TO RELATED
is that even though these passive seekers want to submit their
APPLICATION(S)
application for a particular job, they have no patience to go
[0001] This application claims priority to and the bene?t of
a prior US. Provisional patent Application Ser. No. 61/716,
477 ?led Oct. 19, 2012 entitled “Re-engineering User Login/
Registration Process for Job Applications”, the entire con
through a new user login/password registration process or go
tents of which are incorporated by reference herein.
BACKGROUND
[0002]
1. Technical Field
[0003]
This patent application relates to on-line job appli
through a lengthy application process.
[0009] Indeed, we have discovered that the initial login step
is one of the steps in the whole application process where
majority of “drop-offs” for a job application process happens.
We believe that early drop-offs in a job recruiting process are
higher as compared to other types of websites such as social
network sites, job boards, e-commerce sites, ?nancial (bank
ing) websites and the like, for at least the following reasons:
[0010] 1. Internet form ?lling. Internet forms are typically
cation processes, and in particular to a front end interface for
simple to ?ll out and are designed from the start with the user
an Applicant Tracking System (ATS).
[0004] 2. Background Information
experience in mind. In contrast, no other form ?ling activity
[0005]
application process.
A job seeker and/or person otherwise using a
on the Internet is as tedious and time consuming as a job
resource such as the Internet now is typically learns about
[0011]
available jobs from multiple sources, including search
engines, recruitment websites, emails, chat rooms, forum
such as LinkedIn or Facebook are used repeatedly and thus a
person tends to remember their usemame and password, or
postings, social networks, and the like. All of these sources
converge into a job description page of employer who is
offering the opportunity that he or she wants to apply to. Once
hand, one does not apply to a job everyday nor visit job sites
as regularly as social networking sites. Therefore there is little
the user clicks on the apply button or link he is then initiated
to no incentive to recall usemame/password combinations.
into what is generally known as a job application process.
[0012] 3. Site visits with end objectives. On job boards and
social networking sites alike, the user expects to come back
and start from where they left off. Is not with an end objective
and does not harm the user to drop midway. On the other hand
interaction with an ATS is concluded only when the job appli
[0006]
Current job application processes require a person
(whether an active or passive job seeker) to ?ll out a lot of
details before the job application can be considered success
fully submitted. Most sophisticated companies make use of
2. Repeat visits to websites. Often-visited websites
stores them in a way that can be easily retrieved. On the other
anApplicant Tracking System (ATS) software application for
cant completes the entire application cycle. Dropping mid
handling job application details and resume tracking. A num
ber of software companies now actually specialize in the
business of supplying ATS systems and services to others,
way does not get registered in the employers ATS as a com
plete application which means that the user is not considered
for a job.
including Taleo (now part of Oracle), Kenexa (now part of
IBM). HR Smart, SuccessFactors (now part of SAP), ICIMS,
require the user to ?ll out forms for access to more services.
Maxhire, and others. It is estimated that at the present time,
more than 10,000 employers have deployed some type of an
ATS to manage this application process.
[0007]
The objective of any ATS system is to capture all
user applicant information in a structured format so that
recruiters can then perform searches on it. However, ATS
systems are designed in the ?rst instance to be sold to employ
ers, and thus they are not known to be very user friendly to j ob
applicants.ATS systems almost always require a job seeker to
create a login/password as a ?rst step before gaining access to
the detailed application process. In requiring this, the appli
cation process from the perspective of a job seeker using an
ATS has become cumbersome and non-intuitive. The speci?c
application process may vary from one ATS provider to
another ATS provider, and it can also differ from one
employer to another using the same ATS provider based on
customizations built-in by the employer. However almost all
ATS processes have common attributes that discourage appli
cants from completing the process.
SUMMARY
Problems with Prior Approaches
[0013]
4. Importance/criticality. Bank or trading sites
Because the criticality of the nature of information stored user
either stores the lo gin information where can be remembered
or retrieved easily. While applying to it job in one company
simply isn’t as important as a person’s ?nancial information.
Therefore there is little or no incentive to remember login
details. A job seeker might be applying to jobs in more than
one company which makes it dif?cult to store each login
information; this progressively reduces the importance to
store login information of any given company job application.
[0014]
5. Preparedness. Thanks and even some government
tasks also use forms (for example adding a recipient for funds
transfer) or Department of Motor Vehicles forms. In this case
the user is prepared to commit the time required to ?ll out the
form, knowing that the information is actually needed and
they will typically conscientiously take the time needed. On
the other hand users are not prepared for the complexity and
demand for the long time it takes to ?ll out different job
applications for different employers. As a result, users ofATS
tend to run out of patience and quit before the process is
complete.
[0015] 6. Historical context. Job boards started the process
of capturing resumes. They is are the followed the existing
[0008] Now, one might assume that any active job seeker
who is either out ofj ob or looking to change, would gladly do
norm at the time could be intended to capture the user’ s email
and other basic details such as their name, location and so
forth upfront immediately. Therefore even if a user drops out
whatever is required to complete the application process
job boards can still engage in marketing campaigns and send
Apr. 24, 2014
US 2014/0114871A1
job alerts to induce the user to apply to a speci?c job. On the
other hand ATS systems perhaps blindly copied the same
through to an employer. Our solution here removes an bottle
neck in current ATS systems. It can:
mechanism as that of a job or because they evolved later in
[0023]
time but without thinking of their difference in context.
[0016] 7. Awareness. Normally most of the websites where
lining the process both on mobile devices, a tablet, and on a
one creates a user account are consumer sites where the brand
is known upfront. Uses would not typically create a login for
a site where they don’t know anything about it. On the other
hand job seekers have no clue that there are applicant tracking
system companies that power a recruiting process in the back
ground for employers. ATS work behind the scenes are in the
business-to-business world and are not visible to end-users.
As a result ATS systems do not realize the need to create store
and remember user logins.
[0017] 8. Purpose. A user will normally create an on-off
user logins and ones that one intends to use again and again.
On the other hand applying to a job at a company is always
almost always a “one-off” operation and a person does not
typically apply to the same company multiple times. For
example, on average, companies have less than a 3% return
user rate applying for the same job in less than a year. Even
those 3% who return do not have an intention to come back
and apply to another job. Therefore when they ?rst need to
create a login to apply for a job, they make one “on-the-?y”,
not bothering to remember or store it for their next visit(s).
[0018]
9. Email as universal identity. Most people normally
only use one personal email identi?er for most Internet trans
actions. Indeed, email has a most become a universally
unique identi?er (UUID) for a person. Even if the person has
more than one email ID, they normally only use one email for
job related purposes. As a result, a job seeker will try to create
the new user information needed for a job but without realiZ
ing that he or she has already created another ID while apply
ing to another company that uses the same ATS which is in
operation behind both company’s websites.
[0019] 10. Human error. Human errors are applicable in
any login process for any website. These occur if a user makes
a typographical mistake, remembers login information cor
rectly or generally forgets. In such a situation, the user might
become frustrated or decide not to move ahead with the job
application process considering the additional hassle creating
a new user ID. Because a user is applying to it job he may not
consider it to be as critical as for example paying a parking
ticket.
Summary of Technical Solutions
[0020]
The solution suggested to these and other problems
is to move a user login page/screen to the end of a job appli
cation process that is a front end to, or otherwise incorporated
into an Applicant Tracking System (ATS). Reversing the
former typical processiby sending the user login exchange
to the end of the process instead of at the beginning, allows
one to reliably eliminate drop-offs at the user login screen
desktop;
[0024] 2. Authenticating & veri?cation of the user as a real
user can be accomplished by introducing a social network
(e.g. LinkedIn) sign-in option, providing a single ID that can
be universally used for all the companies job sites (or even
other companies using the same ATS). The single ID can be
used to retrieve and pre-?ll the available information from the
LinkedIn pro?le and a service provider’s database. Addi
tional information sources such as job board sign-in’s,
Google IDs, Dropbox, Facebook, Twitter, etc., login creden
tials can also be used to verify the authenticity of the job
applicant.
[0025]
employers Applicant Tracking System (ATS), even without
3. Step 2 removes the requirement to ask a user to
login in a ?rst step by authenticating the user, allowing pre
?lling of information another way, and hence allowing one to
move the login/password step to the very end of the process.
[0026] In one particular implementation, a method for sub
mitting information to a job Application Tracking System
(ATS) begins by initially validating a user’s identity via a
source other than via direct input from the user and other than
via an ATS login and password information. The process
continues without having user login information, by present
ing job application questions including job screening ques
tions to the user in an interactive, on-line presentation format.
After collecting the user’s answers to the job application
questions, the process then requests the user to further verify
their identity such as by entering ATS login credentials.
[0027] If the user drops off from the application process
before entering answers to the is all of job application ques
tions or after entering answers to all of the job application
questions but before moving to the login page/screen, the
process automatically creates a dummy login name for the
user. The process then submits the collected information to
the ATS with either the user-entered ATS login credentials or
the dummy lo gin name.
[0028] The initial identi?cation information can come from
information associated with the user’ s social network identity
that the user has given permission to share, even if that infor
mation does not include an email address.
[0029]
If the user drops off from answering job application
questions, and a user-provided email address does not exist in
the ATS, then an email address provided by a social network
credential is used to identify the user, and an auto-created ATS
user login is then associated with that email address.
[0030]
However, if the user drops off from answering job
application questions, and a user provided email address
already exists in the ATS, then the process creates a dummy
email address and attaches that with the users original email.
stage.
[0021] The difference with prior approaches is that com
plete applicant information can be captured and sent to the
1. Simplify the job application process by stream
BRIEF DESCRIPTION OF THE DRAWINGS
[0031] The description below refers to the accompanying
drawings, of which:
login information. On the other hand, when the a user login is
[0032]
the ?rst required step of the job application process, there is
no user information to be sent to ATS of the employer at that
typical online job application process showing where most
user drop-offs occur in anApplicant Tracking System (ATS);
stage. Subsequent return visits by the same user would thus
require reentering the same information all over again.
job applicant interacting with an employer website, anATS, a
[0033]
FIGS. 1A and 1B are a high level process ?ow ofa
FIG. 2A is a high level system diagram showing a
[0022] Therefore, the approach described here produces
social network, and an authentication server according to the
ideal/desired results and brings more successful applications
teachings herein;
Apr. 24, 2014
US 2014/0114871A1
[0034]
FIGS. 2B and 2C are a high level process ?ow ofour
improved process ?ow that avoids the problems with the
process of FIGS. 1A and 1B; and
[0035]
FIG. 3 is a more detailed view of dummy login ID
generation.
DETAILED DESCRIPTION OF AN
ILLUSTRATIVE EMBODIMENT
[0036]
Introduction
[0037] Brie?y, anApplicant Tracking System (ATS) oper
ating according to the teachings herein moves a typical login/
password interaction step to be at or near a last step in a job
application process, together with a back end authentication
management application.
[0038]
This approach makes a mobile device and even a
desktop driven application process more effective by lever
aging the power of social networking sites such as LinkedIn,
Twitter, and Facebook4or even other information-rich
sources which can be deployed for user authentication with
the authenticated application then interacting with is the ATS
on the back end. In the past, a login/password was required as
the ?rst step in an ATS process to identify the candidate to
pre?ll the ?elds in the application process (where the infor
mation was available). However with the introduction of
LinkedIn or other social sites (that can provide a single ID that
can be universally used for all employer’s job sites), we move
the ATS systems login/password step near or at the very end
of the process.
[0039] FIG. 1A illustrates a typical known job application
process. Job seekers (also called applicants herein) typically
use a mobile device such as a smartphone or tablet 101 or
other computing device such as a laptop 102 to complete
online job applications. The applicant, using their device 101,
102 interacts with an employer’s website 103, which may
have an Applicant Tracking System (ATS) 105 behind it. The
applicant ?lls out the job application electronically using the
Internet-connected devices 101, 102, and then submits the
application, which sends the applicants information to the
ATS 105 which stores the information in an applicant infor
mation database 106.
[0040] The job application process typically consists of
?lling in personal information, uploading a resume, and other
information that the employer would like to have to determine
a person’s candidacy. Once a candidate completes the appli
cation process, the ATS 105 may perform other tasks (not of
critical importance here) such as screening resumes in the
database 106 for keywords and relevant experience. For
example, if a biotech ?rm is hiring a statistician, it may
disqualify those who call themselves ‘numerical modelers.’
After the ATS screening is complete, a applications are
reviewed by a hiring manager who accesses the database 106
(such as through another interface to the ATS 105) and
decides which candidates they would like to interview. Can
didates are invited to interview for the opening, and one
person is offered the position.
[0041] In the conventional login model for the application
process, once a user has seen the details of an online job
options to login, such as via an existing login that the user has
already established with the ATS, or via a social networking
sites login (if that is the user login identi?ed by the ATS as a
default. Otherwise, a new user needs to create a login/pass
word. Again depending on the ATS, this login could be (i) an
existing login of a validating social site like LinkedIn, etc., or
(ii) creating a brand new one login using, for example, an
email address as a unique identi?er which is also used for
weeding off duplications. The ATS 105 is then able to pre?ll
any ?elds in the application that were already provided, once
an existing user has been identi?ed.
[0043]
In step 113, the applicant is asked to consent to a
Privacy Agreement governing the use of his personal infor
mation.
[0044] In step 114 the user is asked for personal informa
tion typically listed on a resume such as their full legal name,
location, home address, phone number, social security num
ber, and the like. The user may also be asked about certain
basic information such as past work or military experience,
previous experience in the company or its subsidiaries, work
authorizations, education, certi?cations, skills, and the like.
[0045]
In step 116 the ATS will then ask the user certain
questions about their ethnicity status to comply with Equal
Employment Opportunity (EEO) regulations; similar ques
tions may be presented as to citizenship, passport, and work
visa status.
[0046]
In step 118 a screening process may include Basic
Standard Screening questions is that the employers might
want to ask all job seekers.
[0047] In step 120, Custom Screening questions that are for
the speci?c job, location, function or category.
[0048] In step 122 the applicant reviews and edits their
prior answers, provides additional information, and attaches
other documents such as a resume, cover letter, college tran
scripts, etc.
[0049] In step 124, ?nally, the job seeker is brought to an
application submission and con?rmation page, to complete
the process.
[0050] FIG. 1B shows a more detailed view of the initial
process from the perspective of the job applicant (rather than
from the perspective of ATS provider or the employer), The
process consists of searching for a job 130, starting an appli
cation process 132 via an ATS or employer’s website, and
then logging in 134. If the login is successful, the applicant
then ?lls out and submits an application 136. However, if the
login fails, the applicant likely drops off 138. Indeed, we have
realized that a signi?cant number of drop-offs in the job
application process happens right at or near the earliest step,
the login/signup step 112 (or possibly even the privacy agree
ment step). When the drop-off happens, the ATS 105 is unable
to collect additional information on the applicant.
Detailed Description of an Example Implementation
[0051] We have realized that several problems exist with
prior ATS systems as follows:
[0052] A. ATS companies, as a result ofbeing a Business
to-Business (B2B) player, are known to most large employ
posting, the job seeker begins the process shown such as by
selecting an “apply now” button in step 110. The applicant is
then brought to a webpage allowing him to interact with the
ers, but are not known to the “common man” who is also a job
applicant. The common man has no way to ?nd if the ATS of
ATS 105 (or via the employer’s website 103 acting as a front
end to the ATS 105).
new user login) is the same as the ATS used by company ‘B’
[0042]
In a next step 112, the user is asked to engage in a
the common man would be unaware that ATS companies
login process. A job seeker user might be provided a few
(such as Taleo) deploy a universal login feature which means
company ‘A’ (a company he previously applied and created a
(a company where he wants to apply for the ?rst time). Also,
Apr. 24, 2014
US 2014/0114871A1
that once a user has used an email to create a user name, the
user can input the user name to apply to a job of any other
company using Taleo’ system. As a result, the common man
type of applicant gets rejected while trying to create the user
name in company ‘B’ application because he used the same
email while applying to a job in company ‘A’ . What makes the
matters worse is he has not intended to remember the login of
company ‘A’ because applying to a speci?c company is not a
repetitive process. As a result, the user of company B’s job
application site gets frustrated and drops-off (majority of the
cases); in another scenario he uses another email to create a
new login.
[0053] B. A signi?cant number of drop-offs 138 happen in
the job application process at the ATS login/password step
112iwhich in the past has been the ?rst step in the process.
[0054] C. If a drop-off happens in this ?rst step, then no
additional information is collected on the job seeker.
[0055] D. This login step 112 was necessary to pre-?ll the
information that was already available in the existing ATS
systems.
[0056] The solution we provide here reorganizes the job
application login process. With the emergence of LinkedIn,
Facebook, etc. as frequently visited social networking sites,
most people have started to keep their information current
there. They use these sites very often to login in to many
different types of channels. In order to make a job application
process more streamlined and effective, our approach lever
ages information available on and/or from these social sites
(requiring only a one time request for granting access to the
social site pro?le). The information received from the social
networking site is now used to authenticate a job applicant, to
pre-?ll the application steps and is information available in
job application databases and other sources like Monster,
Career Builder, past visits to Applicant Tracking Systems,
etc.
[0057]
The re-engineered process enables the following:
[0058]
1.Ajob-seeker can now apply to a job without ?lling
out many forms, and in less than a minute, on the move with
the information available to the system (for exampleithe job
seeker may apply while riding in a train or on a bus, etc.)
[0059]
2. When done ?lling out information, if the job
seeker remembers the ATS login/password, he can submit the
application form to the ATS system by logging directly to ATS
system from our separate “back end” authentication manage
ment application.
[0060]
[0064] A system architecture that can provide these advan
tages is shown in FIG. 2A. Here, the job applicant/user 100 is
using a tablet 101 connected to the Internet to interact with
search engines and the like to locate an employer’s 125 job
application webpage 110 hosted on the employer’s web
server 103. The employer’s website 110 and/or server 103 is
provided by, or at least interacts with, an Applicant Tracking
System 105 typically in a manner that is transparent to the
user 100. Added to the elements of FIG. 1A are access to a
validation source 149 such as a social network, an authenti
cation server 160, and an email server 180.
[0065]
A work?ow process performed by this system is
shown in FIG. 2B. Brie?y, the process starts at a step 140 as
before, with the applicant pressing an “apply now” button in
the context of the employer’s website 110.
[0066] At step 142, the applicant is then asked to share a
social network ID from a site such as LinkedIn, Facebook, or
another user validation source 149inote that no email
address or special ID speci?c to the job application process
withinATS 103 is requested from the user at this point. Given
permission to access the social network credentials, available
personal information is collected by the ATS from the vali
dation source 149 and then used to pre-populate the question
naire. By asking the user to provide his LinkedIn account
information, and having a successful return from the social
network site, we have authenticated and veri?ed the identity
of the user, made sure that is a real person and also made sure
that no one unauthorized is moving into the rest of the pro
cess.
[0067] The following steps may include asking EEO ques
tions 143, standard screening 144, custom screening 145, and
to review the application 146 as before. It is only after reach
ing the end of the review process is the user asked to speci?
cally login to the ATS in step 147. Note however, that the user
may optionally and/ or voluntarily provide his email address
as part of these steps.
[0068] Thus the revised process moves the ATS user login
to step 147 which is late in the process, replacing an initial
user login with an alternative early validation step 142. This
alternative validation step 142 validates the authenticity and
identity of the applicant by any other social media source
(with LinkedIn being but one example).
[0069] FIG. 2B shows the alternative ATS login step 147 in
more detail. There are three possibilitiesieither the user
provides his login ID credentials 152, the user attempts to
creates a new login ID 154, or the user asks the system to
3. In cases where a job seeker decides to drop off
automatically generate a login ID 156. The goal at this point
before providing login/password information for any reason,
is that, even if step 152 or step 154 fails, the system will still
the system can now provide two options to get the job seeker’ s
information to employer/recruiter, either
generate an ID for the user at 158. In the new re-engineered
process, if the user drops off at the user login page which is
now right at the end, or selects an option to ‘auto create’ a
[0061]
(a) provide the incomplete application data to the
employer/recruiter (which will not be in their ATS sys
login, unique login credentials (login/password) are still gen
tems); or
erated to be submittedwith the completed application into the
[0062] (b) create a “dummy”, automatically generated
login/password to complete the ATS application pro
ATS 105.
[0070] As shown in FIG. 3, in many cases the user will
cess, sharing the auto created login/password informa
successfully pass step 152 and provide his login credentials,
tion with the job seeker on an email ID that is associated
the application will be successfully submitted 159 into the
with the job seeker’s social network pro?le, and also
ATS 105, and the ATS 105 can send the user a conformation
linking the two in our backend system for future repeat
email directly.
use.
[0071] However, in some cases, the ATS will reject the
application because the email ID provided by the user in step
152 might already exist in the ATS 105 as being associated
[0063]
With the redesigned process described here, infor
mation that would have been lost because the user never went
past the login screen and dropped off will now be available to
recruiters and employers for follow ups.
with an existing user pro?le. In that situation, we can provide
two options to the user in step 160*
Apr. 24, 2014
US 2014/0114871A1
[0072]
i) allow use of his existing user credentials as
entered in step 152 to complete the application process
in step 159, or
[0073]
ii) continue to let us ‘auto create’ a new user login
in step 162.
If the user chooses option ii) and proceeds to step 162, the
system auto creates a new user login. However, it is clear that
cannot be done with the user’s existing email ID because an
associated pro?le already exists in the ATS (the user’s email
ID is used as the unique identi?er for any ATS). In this
situation, the system instead creates the new email ID using
some “dummy” domain controlled by authentication server
provider. The process then proceeds at step 162, using the
dummy email create a new user login and generate a pass
word.
[0074]
identify himself, then the system can prompt the user to
continue ?lling out the incomplete job application.
[0083] Also with the new re-engineered process, at the ?rst
instance of a user login screen/page:
[0084] the user is given an option to allow the authenti
cation server to automatically and dynamically create a
new login; the login can be pre-validated with the ATS
on a real-time basis to ensure that the new login creden
tials will be accepted by the ATS as valid; and
[0085] the user is informed by email that as instructed by
him, that a new user login has been created or future
reference.
[0086] As an end result, a company/employer leveraging
the re-engineered process should be able to get more potential
candidates to complete the application. The process essen
In step 163, the newly created dummy user login and
tially eliminates problems with applicants dropping off at the
email is associated by the authentication server with to the
ATS system login/password step. As a result, it also increases
applicant’s authentic email (which is either extracted from
the conversion of the passive job seekers (good talent),
actively sought out by recruiters. The technology also allows
their previously supplied Linkedin authorized access or as
provided by the user).
the user to explicitly authorize creation of a random, ATS
[0075] At this point, the new dummy login can be used to
continue to step 159 to submit the application to the ATS. The
validated lo gin credential, which may further encourage
application data submitted can also include users authentic/
real email ID. After successful submission in step 159, the
ATS can then send an email communication to the user about
his new user details and inform that his application was suc
cessfully submitted.
[0076]
As a continuing subsequent step 170, the authenti
cation server 160 may include an email server that creates a
potential job candidate engagement.
What is claimed is:
1. A method for submitting information to a job Applica
tion Tracking System (ATS) comprising:
a. initially validating an identity of a user via a source other
than via direct manual input from the user and other than
via ATS login and password information;
b. presenting job application questions including job
rule to auto forward all emails received on the dummy email
address to the users authentic email. This is an important step,
as the subsequent emails sent to the dummy domain could be
c. receiving and collecting the user’s on-line answers to the
application submission con?rmation, an automatic response
by the employer to the application submission, or an indi
d. after collecting the user’ s answers to the job application,
vidual response email to the user from the company recruiter.
[0077] There is a technical possibility that user does not
provide an email and has not authenticated his identity using
social media (LinkedIn, etc.) when he has reached step 162.
However, this should be an extremely rare situation because
email ID is the unique identi?er and every ATS application
process requires each user to provide his email IDiother
wise the recruiter will not be able to reach out to the user.
However, if there is a situation where the ATS and/or
employer application process doesn’t make it mandatory for
the user to provide his email address or use some other sort of
unique identi?er, then the authentication server can use some
other unique identi?er (such as a phone number) to create a
dummy email to create a login. From there, the process can
proceed in step 163 as before.
[0078] It can now be understood that in the new re-engi
screening questions to the user in an interactive, on-line
presentation format;
job application questions;
requesting the user to further verify their identity by
entering ATS login credentials associated with the user;
e. if the user drops off from the application process before
entering answers to all of the job application questions,
but before moving to requesting ATS login credentials;
ii. then automatically creating a dummy login name for
the user; and
f. submitting the collected information to the ATS with
either the user-entered ATS lo gin credentials or the
dummy lo gin name.
2. The method of claim 1 wherein the step of initially
validating the user’s identity is by asking the user to provide
social network identity credentials.
3. The method of claim 2 and further comprising:
collecting personal information concerning the user from
neered job application process, If the user drops off at any
information associated with the user’s social network
point before a user login page, the system and process can:
[0079] send the user a follow up email with a in-email
identity credentials.
4. The method of claim 3 and further wherein the social
form to ?ll in for the rest of the missing application
network identity provides Personal Identi?able Information
information;
that includes an email address for the user.
[0080] in situations where the user replies to the email
with the missing information, the system can use the
dummy email associated with the user ID and submit the
application to the ATS (as per step 163);
[0081]
even if the user does not reply to the follow up
email, the data already captured before drop off can be
provided to the ATS and/ or employer;
[0082] if the user returns to the application process at
some later time, and again uses his LinkedIn pro?le to
5. The method of claim 3 wherein if the user drops off from
answering job application questions, and a user-provided
email address does not exist in the ATS for another login, then
performing the step of:
associating an email address to identify the user provided
by a social network credential or by user manual input;
and
auto-creating an ATS user login associated with the email
address.
Apr. 24, 2014
US 2014/0114871A1
6. The method of claim 3 wherein if the user drops off from
answering job application questions, and a user provided
email address already exists in the ATS, then performing the
step of:
creating a dummy email address for the user; and
attaching that dummy email address with the user’s origi
nal email address.
7. The method of claim 6 further comprising:
sending con?rmation of submission of the application
using the dummy email address associated with the ATS
auto-created user login; and
handling subsequent communications addressed to the
dummy email address by redirecting them to the user’s
original email address.
8. The method of claim 1 wherein the screening questions
are presented to the user and answers collected from the user
Via a computing device comprising a smartphone, tablet or
desktop.
9. The method of claim 1 and further comprising a step of:
asking the user if they wish to have an ATS system identity
created for them automatically; and
using the resulting automatically createdATS system iden
tity to identify the user in subsequent processing.
*
*
*
*
*
US 20140114871A1
(19) United States
(12) Patent Application Publication (10) Pub. No.: US 2014/0114871 A1
Jain et al.
(54)
(43) Pub. Date:
RE-ENGINEERING USER LOGIN/
Apr. 24, 2014
Publication Classi?cation
REGISTRATION PROCESS FOR JOB
APPLICATIONS
(51)
Int. Cl.
G06Q 10/10
(52) US, Cl,
(71) Applicant: Mobolt, Inc., Washington, DC (US)
(2006.01)
CPC ................................ .. G06Q 10/1053 (2013.01)
(72)
InventorSI Kshitij Jain, Washington, DC (US);
USPC ........................................................ .. 705/321
Scott Garrett, Kingwood, TX (US)
(73) Assignee: Mobolt, Inc., Washington, DC (US)
(57)
ABSTRACT
(21) APP1~ NO-3 14/055,444
An on-line job application process that encourages partici
(22) Filed:
pants to provide as much information as possible before drop
offs occur, by requesting access to authentication information
Oct. 16, 2013
.
(60)
.
such as social network identity, and moving an Applicant
Related U's' Apphcatlon Data
Provisional application No. 61/716,477, ?led on Oct.
19, 2012.
Tracking System login step to near the end. If a drop off does
occur, a dummy email address can then be associated With the
user to enable subsequent follow up.
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